Conference Themes and Keynotes

The conference focuses on three main themes that are widely recognised as being affected by the pandemic and we are delighted to have three leading scholars to provide the keynotes for each theme:

Theme 1: The Organisation of Work

Our first theme focuses on the potential for the viral pandemic to impact on the way that work is organised, whether this be employees shifting to virtual working, home working, or from making adaptations to work tasks to make them safe. One might expect many employees may have experienced profound changes to the nature and characteristics of their work.

 

Keynote: Professor Sharon Parker (Curtin University, Australia)

 

Work Design and Individual Influences on Employee Experiences During The Pandemic

 

Abstract: In this presentation, I will discuss how work design has typically been considered in the literature on flexible working, and how this approach needs to be modified when people are mostly working from home. Drawing from several projects conducted during COVID-19, I will then summarise key work design challenges and benefits using the SMART model of work design, and show how these factors, as well as individual factors, influence employee mental health, well-being, and performance. I will present a future research agenda given the likely growth in hybrid models of working post-pandemic, and also discuss the sorts of practical support that applied psychologists can offer organizations during this time.

 

The keynote will be followed by presentations from researchers and practitioners including:

  • Professor Gudela Grote (ETH Zurich) with Alina Gerlach & Nadine Bienefeld on “The impact of job autonomy and task interdependence on the work experience during Covid-19 induced remote work: A longitudinal exploration”
  • Professor Jari Hakanen (Finnish Institute of Occupational Health) with Janne Kaltiainen on “The impact of increase in telework after the outburst of COVID-19 – A two-wave one-year follow-up study before and during the pandemic”
  • Dr Lizette Engelen (Engelen2 Workplace Strategy, Radboud University & Medical Centre Nijmegen, Karolinska University Hospital, Stockholm) on “Lessons shared from hospitals going hybrid without losing sight of healing and wellbeing”

 

Interact with speakers
All presentations will be recordings to ensure that connectivity issues do not affect the talks. However, all speakers will be ‘present’ during their talks to add comments and to answer questions live.

 

All speakers will be present at a ‘Meet the Speakers’ session at the end of every theme to answer questions.

Theme 2: Mental Health

Our second theme examines the impact of the pandemic on the mental health of employees and the mechanisms through which the pandemic may lead to both positive and negative outcomes for employee well-being.

 

Keynote: Professor Hannes Zacher (Leipzig University, Germany)

 

Occupational Health and Well-Being in the Time of COVID-19

 

Abstract: My talk will focus on the consequences of the COVID-19 pandemic and associated work-related changes for individuals’ occupational health and well-being. First, I address how and through which person-related and contextual mechanisms the pandemic may influence occupational health and well-being outcomes. Second, I outline a number of person-related and contextual boundary conditions that may mitigate potential negative consequences (e.g., reduced mental health, professional isolation) and strengthen potential positive effects (e.g., work-family balance, posttraumatic growth). Third, I present results of an ongoing longitudinal study on COVID-19 and work, which began in December 2019 and for which employees in Germany are surveyed every month, among other topics, on their occupational health and well-being. I conclude the talk by discussing practical implications for individuals, organizations, and policy makers.

 

Followed by presentations from researchers and practitioners including: 

  • Professor Cort Rudolph (Saint Louis University) with Kimberley Breevaart (Erasmus University Rotterdam) and Hannes Zacher (Leipzig University) on “Modeling Within-Person Reciprocal Effects of Leadership and Wellbeing During COVID-19”
  • Dr Caroline Knight (Curtin University, Perth, Western Australia) with Anita C. Keller (University of Groningen, The Netherlands) on “Job demands not resources predict psychological distress trajectories during Covid-19”

 

Interact with speakers
All presentations will be recordings to ensure that connectivity issues do not affect the talks. However, all speakers will be ‘present’ during their talks to add comments and to answer questions live.

 

All speakers will be present at a ‘Meet the Speakers’ session at the end of every theme to answer questions.

Theme 3: Work-life Balance

How the pandemic has affected the balance of our working lives is the third theme of the conference. Indeed, the shift to home working has led to a blurring of the boundaries of work and home.

 

Keynote: Professor Tammy Allen (University of Florida, USA)

 

Work-life Balance in the Midst of a Pandemic

 

Abstract: The pandemic has put work and family roles on a collision course, creating novel and often increased work (e.g., new health and safety protocols) and family demands (lack of dependent care). Moreover, millions of workers have shifted to remote work, transforming the home into office, resulting in blurred work and nonwork boundaries and the need to adapt to new virtual work tools. In this talk, I will highlight recent research examining work-life balance in the midst of the COVID-19 pandemic, provide practical suggestions for organizations, and suggest several areas in need of future research.

 

Followed by presentations from researchers and practitioners including:

  • Dr Malissa Clark with Kristen M. Shockley & Hope Dodd (University of Georgia, USA), and Eden B. King (Rice University, USA) on “It’s your turn”: An examination of work-family childcare strategies of dual-earner couples during COVID-19
  • Dr Monica Molino (University of Turin) with Valentina Dolce (University Lumière Lyon) and Chiara Ghislieri (University of Turin) on “Hard work never sleeps”: abusive leadership’s effects on work-family conflict and insomnia during Covid-19 mandatory work-from-home
  • Hannah Azizollah (Independent Occupational Psychologist) on “Wellbeing under extended lockdown – What my clients want”

 

Interact with speakers
All presentations will be recordings to ensure that connectivity issues do not affect the talks. However, all speakers will be ‘present’ during their talks to add comments and to answer questions live.

 

All speakers will be present at a ‘Meet the Speakers’ session at the end of every theme to answer questions. 

Panel Discussion: Going Viral: What can we learn going forward?

Concluding the conference is a panel discussion on what we can learn from the pandemic, the prospects for positive changes arising from the pandemic embedding in policy and practice across Europe, and the role trade unions, governments and organisational psychologists can play in this.

 

We are delighted to have three discussants with key expertise in these areas:

Schedule & Timings

BST (UK) Time Zone

Introduction and welcome from EAWOP President Frederik Anseel

10:15 – 10:35 : Keynote: Professor Sharon Parker. “Work Design and Individual Influences on Employee Experiences During The Pandemic”

 

10:40 – 11:10 : Presentations:

  • Professor Gudela Grote (ETH Zurich) with Alina Gerlach & Nadine Bienefeld on “The impact of job autonomy and task interdependence on the work experience during Covid-19 induced remote work: A longitudinal exploration”
  • Professor Jari Hakanen (Finnish Institute of Occupational Health) with Janne Kaltiainen on “The impact of increase in telework after the outburst of COVID-19 – A two-wave one-year follow-up study before and during the pandemic”
  • Dr Lizette Engelen (Engelen2 Workplace Strategy, Radboud University & Medical Centre Nijmegen, Karolinska University Hospital, Stockholm) on “Lessons shared from hospitals going hybrid without losing sight of healing and wellbeing”

 

11:10 – 11:30 : Meet the Speakers/Q&A session

We will have a short break, so you can refresh for the next session. There is no need to log-off.

11:50 – 12:10 : Keynote: Professor Hannes Zacher. “Occupational Health and Well-Being in the Time of COVID-19” 

 

12:10 – 12:40 : Presentations:

  • Professor Cort Rudolph (Saint Louis University) with Kimberley Breevaart (Erasmus University Rotterdam) and Hannes Zacher (Leipzig University) on “Modeling Within-Person Reciprocal Effects of Leadership and Wellbeing During COVID-19”
  • Dr Caroline Knight (Curtin University, Perth, Western Australia) with Anita C. Keller (University of Groningen, The Netherlands) on “Job demands not resources predict psychological distress trajectories during Covid-19”

 

12:40 – 13:00: Meet the Speakers/Q&A Session

We will have a short break for lunch, so you can refresh for the next session. There is no need to log-off.

14:05 – 14:25 : Keynote: Professor Tammy Allen. “Work-life Balance in the Midst of a Pandemic” 

 

14:25 – 14:55 : Presentations:

  • Dr Malissa Clark with Kristen M. Shockley & Hope Dodd (University of Georgia, USA), and Eden B. King (Rice University, USA) on “It’s your turn”: An examination of work-family childcare strategies of dual-earner couples during COVID-19
  • Dr Monica Molino (University of Turin) with Valentina Dolce (University Lumière Lyon) and Chiara Ghislieri (University of Turin) on “Hard work never sleeps”: abusive leadership’s effects on work-family conflict and insomnia during Covid-19 mandatory work-from-home
  • Hannah Azizollah (Independent Occupational Psychologist) on “Wellbeing under extended lockdown – What my clients want”

 

14:55 – 15:15: Meet the Speakers/Q&A Session

We will have a short break, so you can refresh for the next session. There is no need to log-off.

Concluding the conference is a panel discussion on what we can learn from the pandemic, the prospects for positive changes arising from the pandemic embedding in policy and practice across Europe, and the role trade unions, governments and organisational psychologists can play in this. We are delighted to have three discussants with key expertise in these areas:

Keynote Speaker Bios and Abstracts

More information about our speaker line up

Sharon K. Parker is an ARC Laureate Fellow, and John Curtin Distinguished Professor, and the Director of the Centre for Transformative Work Design within the Future of Work Institute at Curtin University.

 

Sharon’s research focuses particularly on job and work design, and she is also interested in employee performance and development, mature workers, mental health and well-being, and related topics. She has attracted competitive research funding worth over $40,000,000, has published over 150 academic articles, and is the author of a SAGE book on work design and a Routledge book on proactive behaviour. Sharon is a recipient of the ARC’s Kathleen Fitzpatrick Award and the Academy of Management OB Division Mentoring Award and is a Fellow of the Society for Industrial and Organisational Psychology.

 

In 2019, she was identified as a Clarivate Highly Cited Researcher in the field of Business and Economics. She helped to develop the Good Work Design principles being used by Safe Work Australia and Comcare to foster the improved quality of work within Australian organisations, and is a co-founder of the Thrive at Work Initiative. Sharon is a past Associate Editor for the Academy of Management Annals and the Journal of Applied Psychology, and has served on numerous editorial boards.

Affiliation: Curtin University, Australia

 

Abstract: In this presentation, I will discuss how work design has typically been considered in the literature on flexible working, and how this approach needs to be modified when people are mostly working from home. Drawing from several projects conducted during COVID-19, I will then summarise key work design challenges and benefits using the SMART model of work design, and show how these factors, as well as individual factors, influence employee mental health, well-being, and performance. I will present a future research agenda given the likely growth in hybrid models of working post-pandemic, and also discuss the sorts of practical support that applied psychologists can offer organizations during this time.

Tammy D. Allen, Ph.D., is Distinguished University Professor of Psychology at the University of South Florida. Tammy’s research focuses on work-family issues, careers, flexible work, and worker wellbeing. She is the author of over 135 peer-reviewed articles that have been published in a variety of journals and that have won multiple awards. 

She served as President of the Society for Industrial and Organizational Psychology (2013-2014) and as President of the Society for Occupational Health Psychology (2018-2019). She is an elected Fellow of the Association for Psychological Science, American Psychological Association, Society for Industrial and Organizational Psychology, and the American Association for the Advancement of Science.

Affiliation: University of Florida, USA

 

Abstract: The pandemic has put work and family roles on a collision course, creating novel and often increased work (e.g., new health and safety protocols) and family demands (lack of dependent care). Moreover, millions of workers have shifted to remote work, transforming the home into office, resulting in blurred work and nonwork boundaries and the need to adapt to new virtual work tools. In this talk, I will highlight recent research examining work-life balance in the midst of the COVID-19 pandemic, provide practical suggestions for organizations, and suggest several areas in need of future research.

Hannes Zacher is a Full Professor of Work and Organizational Psychology at the Institute of Psychology – Wilhelm Wundt, Leipzig University, Germany. He earned his Ph.D. from the University of Giessen in 2009 and subsequently worked in academic positions in Australia and the Netherlands. In his research program, he investigates aging at work and career development, occupational health and well-being, as well as proactive and adaptive employee behavior.

Across these research agendas, he employs multiple methodologies, including longitudinal surveys, experience sampling studies, and experiments. His research is well supported through competitive grants and industry funding, including current projects on the role of work for the development of civilization diseases (Volkswagen Foundation) and on idle time at work (German Research Foundation). He has published over 130 articles in peer-reviewed journals, such as Journal of Organizational Behavior, European Journal of Work and Organizational Psychology, and American Psychologist. He also serves on a number of national and international journal editorial boards.

Affiliation: Leipzig University, Germany


Abstract: My talk will focus on the consequences of the COVID-19 pandemic and associated work-related changes for individuals’ occupational health and well-being. First, I address how and through which person-related and contextual mechanisms the pandemic may influence occupational health and well-being outcomes. Second, I outline a number of person-related and contextual boundary conditions that may mitigate potential negative consequences (e.g., reduced mental health, professional isolation) and strengthen potential positive effects (e.g., work-family balance, posttraumatic growth). Third, I present results of an ongoing longitudinal study on COVID-19 and work, which began in December 2019 and for which employees in Germany are surveyed every month, among other topics, on their occupational health and well-being. I conclude the talk by discussing practical implications for individuals, organizations, and policy makers. 

Panel Speaker Bios and Abstracts

Janine Berg is Senior Economist with the International Labour Office in Geneva, Switzerland. Since joining the ILO in 2002, she has conducted research on the economic effects of labour laws as well as provided technical assistance to ILO constituents on policies for generating jobs and improving working conditions. Janine is the author several books and numerous articles on employment, labour market institutions and the digital transformation of work and was the lead author of the ILO report, Non-standard employment around the world: Understanding challenges, shaping prospects.

Judith Kirton-Darling is Deputy General Secretary of industriAll Europe, representing manufacturing, mining and energy workers from 38 European countries. She was formerly a Labour Member of the European Parliament for the North East of England (2014-20). Before entering parliament, she was active for 15 years within the Labour and trade union movement, notably she was elected Confederal Secretary at the European Trade Union Confederation in 2011.

IndustriAll European Trade Union is a federation of independent and democratic trade unions representing manual and non-manual workers in the metal, chemical, energy, mining, textile, clothing and footwear sectors and related industries and activities. We speak for 7 million working men and women united within 180 national trade union affiliates in 38 European countries. Furthermore, we are a member of the European Trade Union Confederation (ETUC) and partner of IndustriALL Global Union.

Frederik Anseel is Associate Dean (Research) and Professor of Management at UNSW Sydney Business School. Frederik’s research examines the psychological underpinnings of organizational learning, innovation, and entrepreneurship and the role of leadership in these processes. He has conducted research projects in partnership with organizations in a range of industries including government, health, education, energy, consulting, banking and finance. He has provided advice and helped leadership development in these industries across Australia, Europe, UK, and US. Frederik currently serves as the President of the European Association of Work and Organizational Psychology.

Gudela Grote is Professor of Work and Organizational Psychology at ETH Zürich. In her research she focuses on the individual and organizational management of uncertainty. She is Past President of EAWOP and a Fellow of SIOP. Alina Gerlach is a doctoral student in the Work and Organizational Psychology group at ETH Zürich. Her research deals with the relationship between feedback seeking and uncertainty. Nadine Bienefeld is a senior researcher and lecturer in the Work and Organizational Psychology group at ETH Zürich. She studies high-risk teams in health care and aviation, recently with a focus on the impact of AI on team collaboration.

 

Title: The impact of job autonomy and task interdependence on the work experience during Covid-19 induced remote work: A longitudinal exploration

 

Organisation: ETH Zürich

 

Abstract: Job design plays a crucial role for well-being and performance also in remote work. In our study we focused on job autonomy and task interdependence as two key factors for managing the specific demands arising home office and virtual collaboration. Based on latent growth modelling with data from a ten-wave weekly survey of university employees (average N per week was about 1700) in the spring of 2020, we found that the level of job autonomy resulted in lower less stress, more work engagement, better individual and team performance, less conflict and less social isolation. The level of task interdependence positively affected work engagement, team performance, and communication, but was also related to slightly more reported task conflicts. Moreover, employees with higher task interdependence reported more permeable boundaries between work and private life. We did not find relationships for the slopes of these variables, most likely due to generally small changes between measurement waves. Overall, we could confirm the importance of job autonomy and task interdependence as important resources for well-being and performance during remote work, even under the extreme situation of a lockdown.

Jari Hakanen is a Research Professor at the Finnish Institute of Occupational Health and a
docent in social psychology in the University of Helsinki. He is particularly interested in
topics related to employee wellbeing, such as work engagement and burnout.

Title: The impact of increase in telework after the outburst of COVID-19 – A two-wave one-year follow-up study before and during the pandemic

Affiliation: Finnish Institute of Occupational Health

Purpose. The aim of this two-wave study using the Job Demands–Resources model expanded by home demands and resources was to investigate whether increase in telework after the outburst of the covid-19 pandemic impacted changes in work engagement and burnout via changes in home demands and resources and in two types of job resources: task and social resources and two types of job demands: workload and hindrance demands. We also compared the model among those with child living at home vs. others.

Methodology. A one-year follow-up study among employees of four Finnish organizations representing different sectors was conducted using latent change score analysis. T1 data was collected at late autumn 2019 and T2 data one year later. N=1118 (48%) for those with increase in telework and N=1230 (52%) for those no increase in telework.

Results. In the whole sample, increase in telework after March 2020 had an indirect effect on burnout via increase in home demands. Among those without children at home, increase in telework had indirect effects on increase in burnout and decrease in work via decrease in social job resources. Instead, among those with children living at home, increase in telework had indirect effects on increase in burnout and decrease in work engagement via increase in workload.

Implications. Thus far increase in telework after the outburst of covid-19 has had quite minor consequences for employee well-being. This study suggests that having children at home when teleworking is likely to be both a “resource” (compensating loss of social relationship at workplace) and a “demand” (increases in workload and tentatively also in home demands). The second follow-up in late autumn 2021 will shed more light on the long-term well-being dynamics among teleworkers.

Combining a researcher and practitioner’s role, Lizette has almost 20 years’ experience with facility & programme management in healthcare. She aims to deploy best practices based on many lessons learned and to specialise in inclusive design of today’s value-based working environments: “The workplace is an essential element of the DNA of the organisation”.

 

Title: Lessons shared from hospitals going hybrid without losing sight of healing and wellbeing.

 

Affiliation: Engelen2 Workplace Strategy, Radboud University & Medical Centre Nijmegen, Karolinska University Hospital, Stockholm.

 

Abstract: ‘Change is the only constant’. The COVID-19 pandemic has really put the letter to the word. Hybrid working is now a fact. The urgency may have given everybody the possibility to experience of working from home, and has also showed the importance of a holistic workplace strategy. Change in the workplace is a wicked problem that requires a holistic, integral approaches with adaptive tools and mindset. Value creation in the workplace by embracing new ways of designing without losing sight of organisational and individual performance and ambitions.


With healthcare that means moving fast towards ‘new ways of working’ environments in the midst of a pandemic that has not only slowed organizational innovation down but also tightened budgets and put a great strain on staff. Before this pandemic, the healthcare sector was already experiencing profound change. The urgent need for more interdisciplinary work, rapid advancement in medical technology, financial and social challenges required rethinking with a firm grip on the ‘big picture’. New Care concepts such as value-based healthcare as well as patient focused designs of healthcare environments incorporating biophilia were conceptualized in answer to those challenges. The recent Covid-19 developments has clearly revealed that working from home or other locations is not only possible for hospital staff but can also contributes to employee wellbeing.

 

During my talk, I will share with you the journey in shifting towards a hybrid, healing work environment that contributes to staff well-being. How a holistic evidence-based approach is conceptualized and adapted to the new challenges. With some practical pointers on how to organize a future proof workplace strategy.

Cort W. Rudolph is an associate professor of Industrial & Organizational Psychology at Saint Louis University. His research program focuses on a variety of issues related to the aging workforce, including applications of lifespan development theories, wellbeing and work-longevity, and ageism.

 

Title: Modeling Within-Person Reciprocal Effects of Leadership and Wellbeing During COVID-19

 

Affiliation: Saint Louis University,

 

Abstract: Based on the proposition that perceived leadership behaviors and employee wellbeing may be mutually reinforcing, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and emotional engagement and fatigue. N = 1,610 employees participated in a study with a three-wave fully crossed and lagged panel design across 6 months, collected during the COVID-19 pandemic. We used a random intercepts cross-lagged panel model (RI-CLPM) to separate within- from between-person sources of variance in leadership perceptions and wellbeing. Consistent with previous research, we found that directive leadership was positively related to both engagement and fatigue, whereas empowering leadership was positively related to engagement and negatively related to fatigue at the between-person level of analysis. However, at the within-person level, we found that some of these relations occur reciprocally, in that directive leadership predicts engagement and, simultaneously, engagement positively predicts perceptions of both directive and empowering leadership. These findings challenge existing assumptions about the directionality of the relationship between leadership and wellbeing and contribute to an enhanced understanding of the role of wellbeing for the development of leadership perceptions over time.

Caroline Knight is a Research Fellow at The Centre For Transformative Work Design, Future Work Institute, Curtin University, Western Australia. Caroline’s research interests focus on work design, job crafting, wellbeing, and performance, and she has published in several top tier journals. Anita Keller is an Assistant Professor at the Organizational Psychology department at the University of Groningen. She studies how work design, workplace stressors, leader and employee well-being, and self-regulation interact over time.

 

Title: Job demands not resources predict psychological distress trajectories during Covid-19

 

Affiliation: Curtin University

 

Abstract: COVID-19 forced vast numbers of people worldwide to work from home indefinitely, radically and suddenly changing the way work was carried out. Work-related challenges included simultaneously working and home-schooling children, grappling with new technology and communication mediums, and negotiating working space and time with other family members. In this presentation, we will focus on how job resources and demands such as job autonomy, underload, home-work conflict, and close monitoring by a manager, have impacted workers mental health, focusing on trajectories of psychological distress. We present longitudinal empirical data involving six waves collected during the initial three months of the pandemic following the height of the first wave in April 2020. Using this data, we show how psychological distress initially increased for some people and then plateaued, while for others it decreased. Further, we reveal that job demands, as opposed to job resources, predicted which trajectory individuals were likely to belong to. We discuss the implications of our findings, including how managers and practitioners can use these results to inform the remote management of employees and redesign work to promote workers’ mental health.

Malissa A. Clark, Ph.D., is an Associate Professor of Industrial/Organizational Psychology at the University of Georgia. Her research focuses on employee well-being, work and family dynamics, and workaholism.

 

Title: “It’s your turn”: An examination of work-family childcare strategies of dual-earner couples during COVID-19

 

Affiliation: University of Georgia (USA)

 

Abstract: The COVID-19 pandemic and sudden closing of schools/daycare, coupled with the shift to remote work, have upended the typical childcare arrangements of working families. These sudden changes have been particularly challenging for dual-earner couples of young children. This presentation highlights findings from a two-wave data collection effort which took place during the early stages of the COVID-19 pandemic in the United States. We were particularly interested in the types of strategies couples used to manage work and family during this time, the outcomes of these strategies on each partner, and whether strategies reflected traditional (i.e., gendered) or egalitarian arrangements. Using a sample of 274 dual-earner couples, we first identified subgroups based on couples’ plans for managing childcare and work arrangements using latent class analysis. Seven weeks later, we assessed well-being, marital, and performance outcomes for each subgroup. Results suggest that while some couples’ strategies were more traditional (i.e., gendered), other couples appear to have successfully utilized novel and egalitarian strategies. Implications of these work-family strategies on outcomes for each partner (and the couple as a whole) are discussed.

Monica Molino (Ph.D.) is Research Fellow and Adjunct Professor at the Department of Psychology, University of Turin (Italy). Her research interests particularly include: workers’ well-being, work-family interface, workaholism, technostress, technology use, Industry 4.0 and entrepreneurship.

 

Title: “Hard work never sleeps”: abusive leadership’s effects on work-family conflict and insomnia during Covid-19 mandatory work-from-home

 

Affiliation: Department of Psychology, University of Turin, Italy

 

Abstract: Leaders can play a crucial role in managing a crisis. However, in the academic literature, the focus is mainly on the “right way” through which leaders coordinate their followers and promote well-being, neglecting the dark side of leadership. Considering a sample of 213 work-from-home employees, the present study investigated the effects of the abusive leadership on work-family conflict (WFC) and insomnia through the mediation of technology-mediated work intrusion into personal life. The study was conducted during the Covid-19 quarantine in Italy and had a two-wave design. Results showed that for both women and men abusive leadership at T1 was positively related to technology-mediated work intrusion at T1, which increased WFC at T2. Moreover, WFC at T2 was positively related to insomnia at T2; all the mediations were significant for both groups. Further, work-from-home days were positively related to technology-mediated work intrusion for both groups and to insomnia only for women. The study has some limitations; among them, it used only two waves and did not adopt a multi-level approach to investigate leadership effects. Nevertheless, findings provide preliminary suggestions which could be useful to support the empirical understanding of the negative and generalizable consequences of abusive leadership on remote workers’ well-being also beyond the Covid-19 crisis.

Valentina Dolce (Ph.D.) is Lecturer at the Department of Psychology (GRePS), University of Lumière Lyon 2 Bron (France). Her research interests particularly include: well-being at work, international mobility, transversal competencies, work-family interface, technology use, entrepreneurship.

 

Title: “Hard work never sleeps”: abusive leadership’s effects on work-family conflict and insomnia during Covid-19 mandatory work-from-home


Affiliation: Research Group in Social Psychology (GRePS)

 

Abstract: Leaders can play a crucial role in managing a crisis. However, in the academic literature, the focus is mainly on the “right way” through which leaders coordinate their followers and promote well-being, neglecting the dark side of leadership. Considering a sample of 213 work-from-home employees, the present study investigated the effects of the abusive leadership on work-family conflict (WFC) and insomnia through the mediation of technology-mediated work intrusion into personal life. The study was conducted during the Covid-19 quarantine in Italy and had a two-wave design. Results showed that for both women and men abusive leadership at T1 was positively related to technology-mediated work intrusion at T1, which increased WFC at T2. Moreover, WFC at T2 was positively related to insomnia at T2; all the mediations were significant for both groups. Further, work-from-home days were positively related to technology-mediated work intrusion for both groups and to insomnia only for women. The study has some limitations; among them, it used only two waves and did not adopt a multi-level approach to investigate leadership effects. Nevertheless, findings provide preliminary suggestions which could be useful to support the empirical understanding of the negative and generalizable consequences of abusive leadership on remote workers’ well-being also beyond the Covid-19 crisis.

Chiara Ghislieri (Ph.D.) is Associate Professor at the Department of Psychology, University of Turin (Italy). Her research interests particularly include: gender perspective in work and organizational psychology, work-family conflict and enrichment, job insecurity and well-being, vocational guidance and adult training.

 

Title: “Hard work never sleeps”: abusive leadership’s effects on work-family conflict and insomnia during Covid-19 mandatory work-from-home


Affiliation: University Lumière Lyon

 

Abstract: Leaders can play a crucial role in managing a crisis. However, in the academic literature, the focus is mainly on the “right way” through which leaders coordinate their followers and promote well-being, neglecting the dark side of leadership. Considering a sample of 213 work-from-home employees, the present study investigated the effects of the abusive leadership on work-family conflict (WFC) and insomnia through the mediation of technology-mediated work intrusion into personal life. The study was conducted during the Covid-19 quarantine in Italy and had a two-wave design. Results showed that for both women and men abusive leadership at T1 was positively related to technology-mediated work intrusion at T1, which increased WFC at T2. Moreover, WFC at T2 was positively related to insomnia at T2; all the mediations were significant for both groups. Further, work-from-home days were positively related to technology-mediated work intrusion for both groups and to insomnia only for women. The study has some limitations; among them, it used only two waves and did not adopt a multi-level approach to investigate leadership effects. Nevertheless, findings provide preliminary suggestions which could be useful to support the empirical understanding of the negative and generalizable consequences of abusive leadership on remote workers’ well-being also beyond the Covid-19 crisis.

Hannah qualified as an Occupational Psychologist through studying at Keele University and the University of Hull. She then went on to work at the Post Office, British Telecom and as an Independent Psychologist since 1994. She is a Chartered Occupational Psychologist. Hannah works primarily with in the broad area of change and development with individuals, teams and whole organisations.

 

Title: Wellbeing under extended lockdown – What my clients want

 

Affiliation: Independent Occupational Psychologist

 

Abstract: Triggered by a request from a new client to run 3 one hour talks on the psychology of extended lockdown, Mental Health and Positive Psychology in the organisation’s Wellbeing Week the demand for talks and practical suggestions from many of my client organisations has grown exponentially. I will briefly describe the sorts of inputs I have been providing and how the work is developing in some organisations to include small group support and strategy development. The immediate feedback from participants and the value of this work has surprised and delighted me. I will provide some examples of quick and real impact on individuals.

FAQ

How do I register?

To register for the conference, please click on the ‘register now’ button. We look forward to your participation at the Virtual Conference.

Does this conference replace the main EAWOP Congress that was scheduled for May 2021?
No. We are still holding our face to face Congress. Due to the pandemic it has been postponed to 11-14th January 2022. We are looking forward to seeing you in Glasgow!

How do I claim my free registration as a member of EAWOP?
We have written to EAWOP members with details of how to claim your free registration. Details are also available in the members’ area of the EAWOP website.

Can I submit a paper to the conference?
This event is invited speakers only, however submissions are welcome for EAWOP 2022 in Glasgow. Visit the EAWOP 2022 website for details.

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