ACP2023 Pre-Recorded Virtual Presentations

Industrial Organization and Organization Theory

68759 | Employee Willingness To Walk an Extra Mile at Work: Exploring the Enablers and Inhibitors

Tulika

Mukherjee,

Indian Institute of Technology Roorkee, India

Rajib Lochan Dhar, Indian Institute of Technology Roorkee, India

of Job Crafting Behaviors

Since the introduction of the concept of job crafting, this employee-driven approach to job redesign has proved to be a promising area of research. While most research in this field has been quantitative, future work calls for an in-depth exploration of employee experiences of job crafting behaviors. Therefore, the present work is an exploratory study that analyses the employee's personal accounts of their job crafting activities. The sample consisted of employees from the Indian hospitality industry who were interviewed using a semi-structured interview schedule consisting of open-ended questions based on the construct's existing and established conceptualizations. The responses were analyzed using the content analysis approach to qualitative data analysis. Results exhibit the role of various factors that either facilitate or inhibit employee engagement in job crafting activities. The facilitators and inhibitors were then organized into different categories to provide a structured view of the identified variables. Overall, the conclusions derived, on the one hand, validate findings from prior works; our analysis, on the other hand, highlights a variety of novel and interesting insights. These insights may further guide scholars and practitioners to reassess and reform management practices and policies to eliminate the job crafting inhibitors to minimize the degree of detrimental impacts and strengthen the workplace environment in accordance with the identified enablers to ensure positive workplace outcomes.

68644 | Sickness Absence and Part Time Work in Public Organizations – The Case of Norwegian Municipalities

Dag

Ingvar Jacobsen, Agder University, Norway

Sickness absence is a very costly challenge facing all organizations. In most European countries, sickness absence is higher in the public sector than the private, something often explained by the differences in tasks and functions between the sectors. The public sector is characterized by tasks such as health-services, social services, and care. Many of these services are characterized by a high degree of personal interaction between employees and users, as well as services that are based on availability 24 hours a day, seven days a week. This also entails an extensive use of part time employment, in many cases necessary to make complex shift-arrangements to function. Still, the linkage between part-time work and sickness absence is not very well studied, and existing studies show inconclusive and sometimes conflicting results. Most of these studies are conducted at the individual level, focusing on individual characteristics and job characteristics as explanations for individual absence from work. In this study, we shift focus to the organizational level, more specifically the municipal level, and asks whether sickness absence in the municipality organization as whole can be explained by the relative number of part-time workers to the total number of employees in the municipality organization. Using panel data from 2015 to 2019 (five years), we estimate – using a panel regression model with fixed effects – if any effect of part time work on absence can be detected when we control for municipal characteristics (general economy, size, demography, level of central services like kindergartens, and more).

69237 | Neurodiversity in the Workplace: Understanding ADHD in the Indian Workforce Simone Prabhu, Christ (Deemed to be University), India

Moosath Vasudevan,

Independent Researcher, India

The conventional workplace which centres around neurotypical employees can be exclusionary to its neurodiverse employees, making the workplace harder for them to manoeuvre. The purpose of this study was to examine the experience of neurodiverse employees with ADHD in the Indian workplace, with particular reference to the nature of the problems faced and how the employees thought their workplace could be made more inclusive and accommodating. The study was of an exploratory nature and employed a phenomenological approach. Semi structured, individual interviews were conducted over video call with the nine participants who were from different parts of India. The results identified themes discussing the participants’ relationship with their ADHD diagnosis, perception of the workplace and job performance, nature of employee interactions and inclusive practices. The findings include both the participants personal efforts and what they perceived their organisation doing. The former are, modifying their environment to limit distractions, incorporating time management techniques and scheduling tasks, as well as taking breaks when needed. The latter include having an informed and accommodating manager, with deadlines being flexible and written instruction to be used for directive communication. These were a few helpful practices they mentioned their organisations undertaking. The participants suggested that awareness trainings and workshops be conducted for all employees to combat misinformation and foster awareness surrounding neurodiversity and mental illness in the workplace. Another suggestion was for medication and mental health care to be reimbursed by companies. The implications, limitations of the study and directions for future research have been discussed.

Linguistics/Language & Psychology/Behavioral Science

67454 | Relationship Between Ability to Endure Depression and Acceptance of Comfort

Haruka Hayashida, Nagasaki Junshin Catholic University, Japan

A high "ability to tolerate depression," which is the ability to adaptively handle emotions that are unacceptable to oneself, is effective in recovering from negative situations. However, there are times in life when we encounter serious negative situations from which we cannot recover on our own, and we need to receive comfort from others. In this study, we examined the effects of the three factors that constitute the ability to endure depression, "the ability to endure loneliness," "the ability to face anxiety," and "the attitude of self-disclosure without being strong," on the acceptance of consolation from others in serious negative situations. Participants were 153 female university students. Questionnaire survey. Multiple regression analysis revealed that a high ability to endure loneliness had an inhibitory influence on the acceptance of consolation (scenes of loss of a loved one: β=-.200, p<.01, scenes of betrayal: β=-.135, p<.10) and that an attitude of self-disclosure without being strong had a acceptance (β=-.352, β=-.267, in that order; both p<.01). It was inferred that a high tolerance for loneliness in the ability to tolerate depression would make it difficult to accept comfort from others, even in serious situations. Therefore, in order to clarify the comforting methods that can be accepted even by those who have a high ability to endure loneliness, eight types of comforting methods were taken up, and a two-factor analysis of variance was conducted for the ability to endure loneliness (high/low) × eight types of comforting methods, and effective comforting methods were identified.