Service Workers’ Well-Being During COVID-19: A Strengths-Based Inclusive Theory of Work Perspective

Abstract

This study tested the Strengths-Based Inclusive Theory of Work (S-BIT of Work), a vocational theory that emphasizes positive psychological and cultural factors, among a sample of service industry workers during COVID-19. Service industry workers ( N = 320) were recruited via social media sources across the United States, and structural equation modeling was used to examine the model. This model included privilege and COVID-19 impact as contextual variables; organizational support and workplace dignity as promotive workplace variables; hope, strengths use, adaptability, empowerment, and perceived COVID-19 threat as individual variables; and fulfilling work and psychological distress as outcome variables. Privilege and workplace dignity were identified as particularly important variables; results suggested privilege was positively associated with a promotive work context and negatively related to psychological distress. Additionally, the greater the amount of privilege and dignity the service industry workers experienced, the greater their positive individual characteristics were able to flourish.

Do optimism and subjective well-being help in coping with COVID-19?

“…As for negative affects, similarly, the study by Owens et al (2022) found a moderate magnitude correlation coefficient between optimism and stress, confirming the findings of the current study. According to Çutuk (2021), optimism positively affects the SWB because it acts as a shield that calms and mitigates negative experiences, allowing for a change in mood and favoring productive behaviors even in stressful situations making people seek stimuli for solving their problems.…”

If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support

“…WPD positively predicts discretionary work effort by improving organization-based selfesteem (Ahmed et al, 2021). When employees experience high WPD, their positive individual If I feel valued, I am committed to change characteristics, such as adaptability and empowerment, flourish (Owens et al, 2022), leading to greater fulfilment of employees' social contribution, autonomy and competence needs (Allan and Blustein, 2022). As continuous changes in organizational reality occur, it is pertinent to examine the role of WPD in driving ACC.…”