Healthy Work

In episode 118, we’re joined by Dr. David Arena to explore how people decide whether, when, and how to reveal important parts of their identity at work, especially in environments that feel unwelcoming or hostile.

Much of the research on workplace identity assumes disclosure is a simple yes‑or‑no choice. But Dr. Arena’s work shows that identity management is far more nuanced. Through two studies of lesbian, gay, and bisexual employees in the U.S. and U.K., this research highlights identity signaling: subtle, strategic behaviors people use to “test the waters” before deciding whether to stand out or blend in.

We get a little personal and discuss:

* What identity signaling looks like in everyday workplace interactions

* How employees scan their environment for cues about safety and belonging

* Why hostile work environments and everyday incivility push people to hide who they are

* The emotional exhaustion that comes from blending in and suppressing identity

* Why some employees respond to hostility by doing the opposite—standing out more defiantly

* What coworkers, managers, and leaders can do to create climates where authenticity is truly optional, not risky

Find Dr. Arena here: https://www.uta.edu/academics/faculty/profile?user=david.arena

This is the paper we discussed: https://onlinelibrary.wiley.com/doi/abs/10.1002/job.70073

In episode 117, we explore a question many working parents and professionals experience daily: Why do some demanding workdays leave us energized and fulfilled at home, while others leave us completely drained?

Drawing on a recent daily diary study published by Junker and colleagues in Work & Stress, we unpack new research on workload, work‑related rumination, boundary control, and work‑to‑home spillover. The findings help explain why workload has long shown mixed and confusing effects in the research: sometimes it’s harmful, and sometimes it actually enhances life outside of work.

We discuss:

* Why high workload isn’t always bad—and when it can lead to positive work‑to‑home enrichment

* The critical difference between work‑related rumination (stressful, tense replaying) and problem‑solving pondering (energizing, creative thinking)

* How these two mental processes shape whether work stress helps or hurts family life

* Why boundary control matters, and why it helps amplify positive spillover but doesn’t eliminate negative rumination

* Practical implications for managers: how framing, autonomy, and prioritization can reduce harm when workloads increase

* What individuals can do on high‑demand days to protect their energy and relationships at home

We have a video version of this podcast available on our YouTube:

In episode 116, we’re joined by Dr. Beth Stelson, Assistant Professor at Washington University in St. Louis, to unpack an often invisible, but consequential, workplace hazard: vicarious trauma.

Vicarious trauma occurs when workers are repeatedly exposed to other people’s traumatic experiences, leading to psychological and physiological stress responses—even when they haven’t experienced the trauma firsthand. This is especially common among healthcare workers, social workers, substance use disorder professionals, and other helping professions, yet it’s rarely treated as a core occupational health issue.

We explore:

* What vicarious trauma is and how it differs from burnout and PTSD

* Why focusing only on symptoms misses the root of the problem

* How repeated exposure to trauma at work affects mental health, physical health, job satisfaction, and turnover

* New evidence linking vicarious trauma to serious physical health outcomes

* The Vicarious Occupational Trauma Exposure (VOTE) Index, a new tool designed to measure where and how trauma exposure happens in the workplace

* Why prevention requires organizational and system‑level interventions, not just individual self‑care

This conversation reframes vicarious trauma as a workplace hazard, similar to chemical exposure or noise exposure, and makes a compelling case for redesigning work, increasing organizational responsibility, and protecting the health of the workers our communities depend on most.

If you work in healthcare, social services, public health, or any trauma‑exposed role, or if you manage, study, or support people who do, this episode offers a powerful, research‑driven look at why vicarious trauma matters and what can actually be done about it.

You can find Dr. Stelson here: https://publichealth.washu.edu/faculty/elisabeth-stelson/

You can find the VOTE here: https://psycnet.apa.org/psycarticles/2027-28298-001.pdf

In episode 115, we explore a workplace trend that refuses to die despite years of employee complaints and growing research evidence: open office layouts. Drawing on a newly published study by Michael Rosander and Morten Nielsen in Occupational Health Science, we break down what different types of office setups mean for bullying experiences, job satisfaction, and turnover intentions.

Using a large, representative dataset of Swedish office workers, the researchers compare private offices, small shared rooms, traditional open offices, and activity‑based workspaces. Their findings are striking: employees in traditional open office environments are 54% more likely to experience workplace bullying than those in private offices. And while all office types have some level of risk, the most unstructured, desk‑sharing open plans show the highest rates of negative interpersonal experiences, lower job satisfaction, and greater intentions to leave.

You can find the original article here: https://link.springer.com/article/10.1007/s41542-025-00246-x

You can find the video version of this episode here

In episode 114, we sit down with Dr. Verena Haun, Professor of Work and Organizational Psychology at the University of Würzburg, to explore a question many of us feel every Friday afternoon: Why is it sometimes easy to switch off from work—and other times almost impossible?

Drawing on a multi‑week study of more than 150 employees, Dr. Haun’s research uncovers three distinct patterns of psychological detachment across weekends:

* High and increasing detachment, where people start off disengaged and unwind even more.

* Moderate but improving detachment, where people slowly let go of work and ultimately feel most energized by Monday.

* Consistently low detachment, where work lingers mentally all weekend long.

We discuss why some people struggle to mentally switch off, how unfinished tasks and unresolved problems make detachment more difficult, and why problem‑solving conversations on Friday nights—not supplemental work—predict healthier recovery patterns.

You can find Dr. Haun here (https://www.psychologie.uni-wuerzburg.de/ao/team/prof-dr-verena-c-haun/)

You can find the paper published in the Journal of Occupational Health Psychology here (https://psycnet.apa.org/fulltext/2026-99066-001.html)

In episode 113, we sit down with occupational health researcher Dr. Annabelle Neall, Senior Lecturer in Mental Health and Wellbeing and Director of the Flinders Workplace Wellbeing Lab in Australia, to explore a critical and often misunderstood question: Why do so few workers report sexual harassment, even when it’s widespread and well‑recognized?

Drawing on surveys of Australian workers and in‑depth interviews with victims, witnesses, and subject‑matter experts, Dr. Neall’s research uncovers the three internal hurdles people navigate before deciding whether to report:

* Does this “count” as sexual harassment?

* Is it worth the personal and professional risk?

* Will reporting actually change anything?

We discuss how formal reporting systems often unintentionally discourage victims, how fear of retaliation shapes silence, and why many workers lose trust in HR‑driven processes. This conversation offers a rare, deeply human look at the barriers workers face and how we can build safer, more supportive workplaces.

You can find Dr. Neall here: https://www.flindersworkplacewellbeinglab.com/team

You can find the paper we discuss here: https://www.tandfonline.com/doi/abs/10.1080/02678373.2025.2607500

In episode 112 we sit down with renowned management scholar Dr. Yehuda Baruch to unpack one of today’s biggest questions: Are careers truly more dynamic now than in the past? Drawing on a decade of population‑level labor market data from Bulgaria, Dr. Baruch reveals surprising insights about job mobility, career transitions, wage growth, multinational vs. local employers, and the evolving nature of “career stability.”

If you want actionable insights on navigating modern careers this conversation offers a rare data‑driven look at the future of work.

You can find Dr. Baruch here (https://www.southampton.ac.uk/people/5xb698/professor-yehuda-baruch)

You can find his most recent book, “Managing Career & Employability” here (

https://bookshop.org/p/books/managing-careers-and-employability-yehuda-baruch/7cf2e77b4039d944?ean=9781529751840&next=t)

You can find the paper we discuss here: https://doi.org/10.1016/j.jvb.2025.104180

In Episode 111, we kick off 2026 with a powerful conversation featuring Drs. Julian Barling and Simon Rego, co-authors of The Cognitive Behavioral Therapy Workbook for Leaders. Together, they explore how evidence-based psychological strategies can help leaders manage stress, burnout, anxiety, and other mental health challenges that undermine leadership effectiveness.

Key insights include:

* Why mental health isn’t just personal—it’s professional, and how leaders’ emotional states shape organizational culture.

* Practical, science-backed tools from therapy to improve resilience and decision-making.

* How leaders can use this workbook to build skills privately, cost-effectively, and sustainably.

* Why focusing on leaders’ well-being is critical for team performance and psychological safety.

* The surprising gap in research on leaders’ mental health—and what needs to change.

You can find Dr. Barling at https://julianbarling.com/

You can find Dr. Rego at https://www.simonrego.com/

You can purchase their book from the publisher here:

https://www.newharbinger.com/9781648484773/the-cognitive-behavioral-therapy-workbook-for-leaders/?srsltid=AfmBOorV2FnZrax04gQ-Q-3ToPAaNfiQycuNWq890eHfcb5CrdTq5bNe

In Episode 110, we are joined by Dr. Gena Cox, IO psychologist, executive coach, and author of Leading Inclusion. We explore what it really takes to create workplaces where everyone thrives. Gina introduces her R-E-D-I framework (Respect, Equity, Diversity, Inclusion) and explains why respect must come first to build trust and meaningful inclusion.

You can find Dr. Cox on her website (https://genacox.com/) or LinkedIn (https://www.linkedin.com/in/genacox/).

You can buy Leading Inclusion here (https://genacox.com/product/leading-inclusion-book/).

You can download 25 Ways and sign up for Dr. Cox’s email newsletter here (https://genacox.com/respectebo25ways/).

In episode 109, we sit down with Drs. Ian Katz and Shelly Rauvola, co-editors of a groundbreaking special issue in Industrial and Organizational Psychology. Together, we explore how current public policy changes in the United States are reshaping the world of work, from employee well-being and marginalized worker experiences to the future of I-O psychology education and research.

Key takeaways include:

* How policy changes impact HR practices, training, and organizational functioning

* The chilling effect of political climates on academic freedom and research

* Why behavioral scientists must engage in policy conversations

* How I-O psychology can respond using existing theories and evidence-based practices

* A call to action for researchers and practitioners to advocate for worker dignity and evidence-based decision-making

This episode is essential listening for anyone invested in the future of work, science advocacy, and the role of IO psychology in shaping policy.

Find the special issue here: https://www.cambridge.org/core/journals/industrial-and-organizational-psychology/issue/380836BA2B93123CE626AACDCB5DF7DA

Find Ian Katz here: https://csh.depaul.edu/faculty-staff/faculty-a-z/Pages/psychology/ian-katz.aspx

Find Shelly Rauvola here: https://csh.depaul.edu/faculty-staff/faculty-a-z/Pages/psychology/shelly-rauvola.aspx