Professional Social Media Usage and Work Engagement Among Professionals in Finland Before and During the COVID-19 Pandemic: Four-Wave Follow-Up Study

Oksa, Reetta; Kaakinen, Markus; Savela, Nina; Hakanen, Jari; Oksanen, Atte

doi:10.2196/29036

Cited by 20 publications

(35 citation statements)

References 56 publications

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“…On top of that, the strict management control and monitor ( 32 ), deteriorated work engagement ( 37 ), and excessive job demand ( 34 ) can aggravate employees' mental health psychological symptoms during remote working. Also, employees in developed countries (i.e., Italy, Finland, Germany, U.S., Canada, Norway, U.K., and Australia) report similar positive (4/11 articles) and negative (3/11 articles) psychological impacts.…”

Section: Resultsmentioning

confidence: 99%

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Work-Related Mental Health Under COVID-19 Restrictions: A Mini Literature Review

Liu

2021

Front. Public Health

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Coronavirus Disease 2019 (COVID-19) restrictions, including national lockdown, social distancing, compulsory quarantine, and organizational measures of remote working, are imposed in many countries and organizations to combat the coronavirus. The various restrictions have caused different impacts on the employees' mental health worldwide. The purpose of this mini-review is to investigate the impact of COVID-19 restrictions on employees' mental health across the world. We searched articles in Web of Science and Google Scholar, selecting literature focusing on employees' mental health conditions under COVID-19 restrictions. The findings reveal that the psychological impacts of teleworking are associated with employees' various perceptions of its pros and cons. The national lockdown, quarantine, and resuming to work can cause mild to severe mental health issues, whereas the capability to practice social distancing is positively related to employees' mental health. Generally, employees in developed countries have experienced the same negative and positive impacts on mental health, whereas, in developing countries, employees have reported a more negative effect of the restrictions. One explanation is that the unevenly distributed mental health resources and assistances in developed and developing countries.

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Section: Resultsmentioning

confidence: 99%

“…Similarly, strict management control and excessive job demand during teleworking can lead to emotional exhaustion ( 34 ) and stress ( 32 ). Also, reduced work engagement during teleworking can cause employees' psychological distress ( 37 ).…”

Section: Discussionmentioning

confidence: 99%

Work-Related Mental Health Under COVID-19 Restrictions: A Mini Literature Review

Liu

2021

Front. Public Health

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“…This limits our understanding of how responsible leadership leads employees to perform effectively. As a positive and fulfilling work-related motivational state, work engagement, which includes vigor, dedication and absorption (Schaufeli et al, 2006), is closely related to better performance (Lin, 2010) and work-related well-being, especially during the COVID-19 pandemic (Oksa et al, 2021). Although responsible leadership can positively affect employees' work-related attitudes and behaviors (Voegtlin et al, 2012), whether and how it influences work engagement remains unknown.…”

Section: Responsible Leadership and Work Engagement 545mentioning

confidence: 99%

“…In countries such as China, remarkable changes in normal work routines (e.g. digital and remote work) during the pandemic have increased work-related psychological distress and raised growing concerns about employees' engagement at work (Oksa et al, 2021). These issues pose great challenges for organizational survival and growth (Lin, 2010), calling for managers to demonstrate more responsibility in their leadership approach (Haque, 2021).…”

Section: Introductionmentioning

confidence: 99%

How and when responsible leadership facilitates work engagement: a moderated mediation model

Dong

Zhong

2022

JMP

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Purpose Leaders are under increasing pressure to cultivate an engaged workforce in responsible ways, but how and when responsible leadership is related to employee work engagement remains unclear. Hence, this study aims to unfold the responsible leadership–work engagement relationship by exploring the mediating role of intrinsic corporate social responsibility (CSR) attributions and the moderating role of interactional justice. Design/methodology/approach A multiphase sample of 225 was collected from employees from the Chinese manufacturing industry. Hierarchical regression and PROCESS macro in SPSS were used to test the authors’ moderated mediation model. Findings The results demonstrate that responsible leadership is directly related to work engagement and indirectly related to it via employees' intrinsic CSR attributions. Interactional justice significantly strengthens the positive relationship between responsible leadership and intrinsic CSR attributions as well as the mediating effects of intrinsic CSR attributions. Practical implications To cultivate an engaged workforce that improves organizational effectiveness, firms and managers should facilitate responsible leadership, signal sincere motives of CSR activities and enhance fair interpersonal treatment at work. These can also be helpful in various fields (e.g. promoting public trust). Originality/value Based on social learning theory and attribution theory, this study empirically reveals the role of responsible leadership in enhancing work engagement. It sheds new light on the psychological mechanism and the boundary condition explaining how and when this linkage occurs, which advances research on responsible leadership and the individual-level analysis of CSR.

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“…However, research has mainly focused on health care workers, infected patients, and essential workers (6)(7)(8)(9)(10)(11)(12). Research on general workers is scarce (13,14). Therefore, there is limited information about the association between job demands and general worker psychological distress during the third wave of the COVID-19 pandemic.…”

Section: Introductionmentioning

confidence: 99%

Effect of Anxiety About COVID-19 Infection in the Workplace on the Association Between Job Demands and Psychological Distress

Eguchi

Hino

Inoue

et al. 2021

Front. Public Health

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Purpose: There is limited information about the association between workplace psychosocial factors and general worker mental health status during the COVID-19 pandemic. In the present study, we examined how anxiety about being infected by COVID-19 in the workplace affected the association between job demands and psychological distress (PD).Method: A cross-sectional online survey was conducted in December 2020. The final analyzed sample was 27,036. The dependent variable of PD was assessed using the Kessler Psychological Distress Scale (K6). Job demands were assessed using the Job Content Questionnaire. Feelings of anxiety were assessed by participants' responses to the following question: “Do you feel anxiety about being infected by COVID-19 in the workplace?” We used a two-level regression adjusting for prefectural level: each individual-level variable at level 1 was nested into each prefecture at level 2, stratified by presence of anxiety.Results: A total of 50.5% of participants felt anxious about being infected by COVID-19 in the workplace. The interaction between anxiety and job demands was significant. Job demands were positively associated with PD. In the stratified analysis, the associations were stronger among employees who experienced anxiety about COVID-19 infection in the workplace than among those who did not.Conclusion: The association between job demands and PD may be strengthened by anxiety about COVID-19 infection in the workplace.

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Professional Social Media Usage and Work Engagement Among Professionals in Finland Before and During the COVID-19 Pandemic: Four-Wave Follow-Up Study

Cited by 20 publications

References 56 publications

Work-Related Mental Health Under COVID-19 Restrictions: A Mini Literature Review

Work-Related Mental Health Under COVID-19 Restrictions: A Mini Literature Review

How and when responsible leadership facilitates work engagement: a moderated mediation model

Effect of Anxiety About COVID-19 Infection in the Workplace on the Association Between Job Demands and Psychological Distress

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