Healthy Work

In Episode 48, we discuss a paper (Sayre, 2023) on the impacts of variable pay on health outcomes. If you have variable pay, you're more likely to view the world through a lens of scarcity, and this worsens physical symptoms and sleep, especially if you're highly dependent on that volatile pay.

In Episode 47, we discuss a paper (Briggs, Gardner, & Ryan, 2023) on perceived sexist behavior in the workplace. Consistently the most damaging behavior, and the behavior perceived to be sexist most consistently, was condescendingly explaining something (i.e., mansplaining).

In Episode 47, we discuss a paper (Shifrin & Michel, 2022) on the impact of workplace flexibility (i.e., flexibility in when and where you work) on health outcomes. Largely, flexible work arrangements are associated with better physical and psychological health.

We're baaaaaack! In Episode 46, we discuss a paper (Regina & Allen, 2023) on what a masculinity contest culture is and how it can be harmful for your emotional health. These cultures are especially harmful for men who aren't competitive or women who are.

In Episode 45, we discuss a paper (Caulderwood, Meyer, & Minnen, 2022) on the experience of being asked to work at a time, in a location, or in a way that is different from how you would normally expect to work. Turns out if companies have strong consequences or limit your choices around these asks then your wellbeing takes a hit.

In Episode 44, we discuss a paper (Rivkin, Diestel, Gerpott, & Unger 2022) on the experience of going to work while feeling sick. Largely, working while sick is a draining experience, but this can be made a little better if you actually are productive. Yet another case for guaranteed paid sick leave.

In Episode 43, we discuss a paper (Gardner & Prasad, 2022) on the outcomes of experiencing authenticity at work for Lesbian, Gay, and Bisexual employees. LGB employees who were out at work were more likely to experience authenticity at work which led to more job involvement and organizational commitment. But the employees had to feel psychologically safe at work to fully realize these benefits.

Also, we’re posting this on September 23, which is Bisexual Visibility Day. Bisexual people make up the majority of the LGB community, and were 32% of the sample in this study!

In Episode 42, we discuss a paper (Lu et al., 2022) on how people react and respond to customer mistreatment. If you have a positive self-view you’re more likely to view mistreatment as a challenge and react with kindness and help towards customers. But if you view it as a threat, you’re more likely to react with rudeness.

In Episode 41, we discuss a paper (Gerpott et al., 2022) on how having a bad commute ruins your experience of flow at work, and harms your performance and engagement at work. This is especially the case if your work is demanding or if your psychological needs aren’t being met.

In Episode 40, we discuss a paper (Dugan et al., 2022) on how having a bad work schedule (e.g., long hours, no days off, night hours) is linked to your sleep and depressive symptoms. We also discuss how schedule flexibility can help reduce these effects.