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1 – 3 of 3Alyssa McGonagle, Adam Roebuck, Hannah Diebel, Justin Aqwa, Zachary Fragoso and Sarah Stoddart
The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The…
Abstract
Purpose
The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The purpose of this paper is to propose a single factor structure, correlations with stigma dimensions, discriminant validity from similar scales, and incremental validity in predicting work-related outcomes.
Design/methodology/approach
Adults working at least 20 hours per week with various chronic illnesses (Sample 1 n=332, Sample 2 n=193, Sample 3 n=230) voluntarily completed an online survey. Structural equation modeling and hierarchical multiple regression were used to analyze the data.
Findings
Results supported the proposed single-factor structure, along with proposed correlations with strain, and job attitudes (job satisfaction, affective commitment, and both procedural justice). Discriminant validity was observed between anticipated discrimination and procedural justice perceptions and perceived impact on performance. The scale demonstrated incremental validity in predicting strain beyond the relevant controls in all three samples, although it only demonstrated incremental validity in predicting job satisfaction in Samples 1 and 3 and affective commitment in Sample 1.
Research limitations/implications
Study limitations include the use of single-source, cross-sectional data, omission of a non-stigmatized sample, and a deductive approach to item generation. Future research should attempt to validate the scale on other stigmatized worker populations.
Practical implications
Organizations may use this scale to monitor employees’ perceptions of anticipated discrimination and researchers may use it as a measure of a workplace stressor.
Originality/value
The vast majority of existing stigma and discrimination scales do not specifically address the workplace context. This study contributes to the literature by providing psychometric information for a workplace anticipated discrimination scale using samples from an under-represented worker population.
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Keywords
Wayne N. Burton, Alyssa B. Schultz, Chin‐Yu Chen and Dee W. Edington
Depression and other mental health disorders have a large impact on the quality of life and productivity of millions of individuals worldwide. For employers, mental health…
Abstract
Purpose
Depression and other mental health disorders have a large impact on the quality of life and productivity of millions of individuals worldwide. For employers, mental health disorders are associated with increased health care costs as well as productivity losses in the form of absenteeism, short‐term disability absences and reduced on‐the‐job productivity‐known as presenteeism. The purpose of this paper is to review the association of worker productivity and mental health.
Design/methodology/approach
This review summarizes the literature on the prevalence of mental health conditions among working adults, and the association between these disorders and productivity. Finally, the impact of interventions or workplace policies on the productivity of those suffering with mental health conditions is covered and recommendations for employers are suggested.
Findings
Depressive disorders are relatively common in most workforces compared to other mental health conditions. The majority of studies on mental health and productivity have been conducted as part of nationwide surveys or in patient populations rather than worksites. The majority of studies show associations between mental health conditions and absenteeism (particularly short‐term disability absences). When presenteeism is measured by a validated questionnaire, results show that depression significantly impacts on‐the‐job productivity (presenteeism). Studies also indicate that the treatment expenditures for employees with depression may be offset by reductions in absenteeism, disability and on the job productivity losses.
Originality/value
Workplace policies and benefits which support employees suffering with mental health disorders and provide access to evidenced‐based care adhering to best practice guidelines may improve the quality of life of employees and lead to reduced absenteeism, disability and lost productivity.
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