Being Exposed to Negative Interactions at Work: A Systematic Review and Meta-Analysis on Diary Studies

null Poster session: Mental Health and the Workplace 3 13:00 - 14:00 Friday, 8th July, 2022 Atrium Presentation type Poster session Chair EAOHP Organising Committee P96 Coping Strategies in Mild-to-Severe OSA Patients: The Role of Job Crafting in WorkRelated Behaviors (Remote presentation) Emanuela Ingusci1, Luigi Macchitella1,2, Fulvio Signore1, Domenico Maurizio Toraldo3, Michele Arigliani4, Michele De Benedetto4, Claudio Giovanni Cortese5, Paola Angelelli1 1University of Salento, Lecce, Italy. 2University of Bari, Bari, Italy. 3Pia Fondazione Cardinale G. Panico, Tricase, Italy. 4V. Fazzi’ Hospital, ENT, ASL, Lecce, Italy. 5University of Turin, Turin, Italy Abstract Obstructive sleep apnea syndrome (OSA) is one of the most frequent (but at the same time underdiagnosed) sleep breathing disorder characterized by repetitive episodes of a partial or complete collapse of the upper airway during sleep, resulting in apnea or hypopnea respectively, that in turn, causes intermittent hypoxia and sleep fragmentation with excessive daytime sleepiness and fatigue. Patients with obstructive sleep apnea (OSA) constitute an economic burden on most health occupational systems. They, in fact, experience several neurocognitive deficits, excessive daytime sleepiness and fatigue and work related limitations. Although the clinical relevance, only recently some authors focused on the relationship between OSA and a wider range of work-related variables. The aim of this study is to deepen the OSA’s strategies underlying job-crafting, a proactive bottom-up strategy that workers implement to redesign their job tasks to improve their job management. We assessed 25 previously untreated mild to severe OSA patients with a mean age of 52.2 (±9.80 years) and a mean apnea-hypopnea index (AHI) of 43.89 (±19.1). A control group of 27 healthy participants was also enrolled. Data suggest that job crafting strategies are adopted with the same frequency in the two groups, although the differences lie on the typology of strategy used. Moreover, job crafting could positively impact self-perceived job performance in OSA patients. The impact of job crafting on performance becomes higher as a function of OSA severity (i.e., AHI), while sleepiness does not moderate the relation between job crafting and self-perceived job performance. OSA patients do not adopt job crafting strategies to cope with their sleepiness, but to balance cognitive failures, mainly related to hypoxia. Results are discussed in terms of possible compensation mechanisms adopted by OSA patients: job crafting strategies may be conceived as a self-determined way to cope with their difficulties and to support their work performances. P97 The Psychosocial and Organisational Correlates of Mobbing in Times of Pandemic Gyöngyvér Csapó, Andrea Czibor University of Pécs, Pécs, Hungary Abstract Mobbing or workplace harassment is a situation in which an individual is subjected to continuous and prolonged insults and abuse at work. It usually starts with a conflict, which develops into a psycho-terror and the victims are subjected to regular attacks, but it has a number of negative consequences for both the individual and the organisation; it is also associated with stress, satisfaction, performance and turnover, and has a number of negative health effects. Our research sought to answer the question of how the relationship between workplace harassment and various individual and organisational factors has evolved during the pandemic. We looked at the relationship between workplace harassment and general well-being, organisational trust, work-life balance. The study included workers aged 18 and over who had been working for at least half a year, for at least 4 hours a day, for a total sample of 209. Participants were asked to complete a questionnaire pack containing several questionnaires related to organisational well-being and outcomes (e.g. Copenhagen questionnaire, WHO5 Well-being Questionnaire, Workplace Stress Questionnaire). Our first analyses show that workplace bullying is strongly associated with stress and turnover intention. In addition, a negative relationship is observed with both well-being and work-life balance - results that are undoubtedly not independent of negative events in the past year. Sophia Appelbom, Aleksandra Bujacz, Anna Finnes, Rikard Wicksell Karolinska Institutet, Stockholm, Sweden Abstract Background: The pandemic has highlighted the need for a rapid implementation of psychological support initiatives with an aim to reduce the risk of stress-related health problems among healthcare workers. However, little is known about what formats and contents of such initiatives that would be more feasible to implement in a long-lasting pandemic. The large variety of approaches that were implemented during the pandemic – ranging through peer support, psychoeducation, and individual professional support – calls for a comprehensive evaluation of the different support forms. Research aim: The aim of this study was to evaluate the feasibility of psychological support initiatives provided to healthcare workers during a crisis. In particular, the study focuses on the long-term use of different types of support initiatives and their relation to mental health. Design: The sample consisted of 1026 health care workers in Sweden, including both frontline and non-frontline workers from different medical professions. All hospitals included in the study initiated psychological support to a varying extent. Longitudinal survey data collected at four time points from May 2020 to October 2021, included self-reports regarding availability (i.e. the extent to which support initiatives were available and how many healthcare workers have participated in each of them), and acceptability (i.e. the extent to which each of the support initiatives was ranked as desirable before its implementation). Moreover, at all four time points we also collected data regarding the psychosocial work environment and psychological health outcomes (e.g., sleep quality, burnout, PTSD, and depression symptoms) using standardized questionnaires. Expected results: Latent Class Analyses will be applied to better understand the classes of support seeking behavior of health care professionals, based on the availability and acceptability of support initiatives in relation to predictors, such as demographic characteristics (e.g., gender, profession), the psychosocial work environment (e.g., being frontline, work demands), as well as immediate and long-term psychological health measures. This person-centered approach will allow us to distinguish whether diverse psychological support initiatives can be clustered into types according to their prevalence and quality, and whether different groups of staff are more likely to engage in them. Results will be available during the spring of 2022. Implications: The study will provide unique insights into the quality of rapidly implemented psychological support initiatives offered to healthcare workers during the Covid-19 pandemic in terms of how groups of healthcare workers have been aware of and used different forms of support over time. Such evaluation will be highly beneficial for health care and related organizations when planning for how to better target specific sub-groups of staff in future psychological support initiatives. Longitudinal observational studies following the unforeseen development of the pandemic have thus far rarely been reported. Thus, this study is likely to make a significant contribution to the current knowledge on implementation strategies of different forms of psychological support, in relation to the psychological reactions and needs among healthcare workers during the pandemic and future crisis situations. P99 Being Exposed to Negative Interactions at Work: A Systematic Review and Meta-Analysis on Diary Studies Jose M. Leon-Perez1, Miriam Benitez-Gonzalez1, Alejandro Orgambidez-Ramos2, Jose M. Leon-Rubio1 1Universidad de Sevilla, Sevilla, Spain. 2Universidad de Malaga, Malaga, Spain Abstract Research in the field of workplace mistreatment has rapidly developed during the last decades. However, there are some overlaps between similar constructs. In response, this study aims to shed some light on the theoretical frameworks and immediate correlates of being exposed to several forms of negative interpersonal relationships and mistreatment at work. We conducted a systematic review (and an ongoing meta-analysis) on recent findings from studies following a diary survey design, which allow us to compare the magnitude of the relationship between several types of negative interactions at work (e.g., workplace bullying, abusive supervision) and different variables (health and well-being, emotions, performance) depending on time lags (e.g., daily vs. weekly) that may help to elucidate the antecedents that may determine the emergence of such negative social interactions and their immediate consequences. Our systematic review followed the PRISMA statement and the PICOS strategy to determine our inclusion/exclusion criteria. Therefore, we included studies that focus on working adults (from the general working population or a specific sector/organization), that address exposure to negative social interactions at work, either daily or weekly, and include measures about its potential antecedents and/or consequences at the individual level through dairy survey designs. We conducted our search by including keywords with Boolean commands in three datasets: Web of Science (WoS), Scopus, and PsycInfo. There were no restrictions based on the year of publication. We considered only articles published (studies had to use a quantitative diary design where working adults made ratings of negative social interactions and their antecedents and/or consequences repeatedly for several days or weeks), we excluded 196 articles from their titles and abstracts. Then, after the full text of the remained 56 articles was retrieved, we excluded 14 articles. The final sample comprised 42 articles (k = 39 studies, N = 4703 workers) that included measures of workplace incivility (13 studies = 33.4%), interpersonal conflicts (13 = 33,4%), abusive supervision (5 = 12,8%), workplace bullying (4 = 10,3%), and other negative work events (8 = 20,5%). There is the heterogeneity of dairy designs, ranging from studies collecting data once daily during 5 workdays (Monday to Friday at the end of the work shift o before going to be) to 60 consecutive days, or collecting data even three times per day (morning, noon, and bedtime) for two weeks, or once weekly during four consecutive weeks. All studies only included self-reported survey measures, with some exceptions that complemented participants’ perceptions with the information provided by their supervisors (supervisor-employee dyad) or partners (mainly in dual-earner couples). The main theoretical frameworks for addressing negative interactions at work from a short-term perspective are the Affective Events Theory (8 studies = 20,5%), the Transactional model of stress and coping (6 = 15,4%) and the Conservation of Resources Theory (5 studies = 12,8%). P100 Critical Leadership Incidents and Relationships with Employee Well-Being Ilke Inceoglu1, Kim Peters1, Nik Steffens2, Stacey Parker2, Aaron Page1, Alex Haslam2 1University of Exeter, Exeter, United Kingdom. 2University of Queensland, Brisbane, Australia Abstract Leaders’ behaviours have a significant impact on the well-being of their employees (e.g. Arnold, 2017), but which behaviours most affect well-being and the exact mechanisms by which they do this are not well understood (Inceoglu et al., 2018). The goal of this research is to explore (1) the content of critical leadership incidents (i.e., behaviours that have a significant impact on how followers relate to and feel about their leader), and (2) examine how these incidents are associated with followers’ well-being at work. We examine content of critical leadership incidents as well as their impact on followers’ relationships with their leader and well-being at work from the followers’ perspective. We argue that these critical behavioural incidents influence the followers’ appraisal process (Folkman et al., 1986), changing how followers view and interact with their leaders and, depending on the content and valence of the incident, can be stressful or well-being boosting. Drawing on critical incident technique (e.g. Flanagan, 1954) and concept mapping research (Ohly & Schmitt, 2015), an exploratory study was conducted using Prolific Academic (N= 330). Participants were asked to reflect on the history of interactions with their current line manager and to think about a time that their line manager’s behaviour had a particularly marked impact on the way in which they thought or felt about them (open text). The questionnaire also captured general work-related affect (Warr et al., 2014) and information about participants’ interactions with their manager. Critical leadership incidents were coded by five raters and categories derived in an iterative process, inductively. Interrater agreement was computed, and categories were confirmed and further refined in a second study with about 400 participants using the same approach. Participants’ qualitative accounts showed an equal number of positive and negative critical leadership incidents, from which 19 categories were uncovered. The leader’s treatment of the follower and the follower’s perception of the leader in their role as leaders and humans emerged as important overarching themes. The incident categories related to follower well-being and identification with the leader and in meaningful ways. For example, consideration for followers’ life outside work (e.g. work support in case of ill health, or personal difficulties) was positively related to thriving and negatively to burnout, while incidents reflecting a breach of justice were negatively linked to well-being. Considering appraisal processes in interactions between leaders and followers, our research provides a rich picture of how specific leadership behaviour incidents may impact the well-being of their followers. Leadership research has examined negative leadership events (for example, leader transgressions, incivility, and abusive behaviours) and the impact on followers in the form of work outcomes such as performance. The focus of this stream of research has not been well-being however – it tends to overlook a whole array of (positive) behaviours (e.g., behaviours that support everyday work) and does not explain mechanisms. P101 Teleworking and Psychosocial Health in the Public Sector Personnel in the Post-Covid19 Word: An Intersectional Analysis From Gender Eva Cifre1, Pilar Domínguez-Castillo2, Laritza Machín-Rincón1 1Universitat Jaume I, Castellón, Spain. 2Universitat de València, Valencia, Spain Teleworking (TW) has been widely implemented and extended in the public sector (SP) to minimize the consequences of the COVID-19 pandemic in the context of a very uncertain environment characterised by periods of confinement. However, it does not appear that this mode of employment will prove to be a one-off, but rather that its adoption will prove to be somewhat stable. TW and digital modernization is a trend implemented by the Electronic Government, and Open Government, the Spain Digital 2025 Plan and the 2020 National Artificial Intelligence Strategy, which aim is that the Spanish Public Administration will be the engine in digitization for a sustainable and inclusive economic growth, in line with the United Nations Sustainable Development Goals (SDGs). This change of modality, and therefore of working conditions, makes it necessary to analyse and evaluate its impact on the Spanish SP, concretely on its staff's psychosocial health, considering that the reality of women and men is different. In this context, the role of managers, as agents of change, may be key in their followers' psychosocial health. Managers must adapt their leadership style to the new telematic context, and they can play a connection role between the (in)equality gender organizational culture and their followers. Therefore, the main objective of this project is to analyze, based on the demand-resource model (i.e., Demerouti et al., 2001) and the dual-process model (Schaufeli and Bakker, 2004), the impact of the leadership style on the psychosocial health of the staff who teleworks in the public sector, considering the influence of another individual (psychological capital), social (social category: gender, age, social class) and organizational/structural (culture of equality) factors. Thus, the transversal axes of this project are remote leadership, occupational health and gender, all from an intersectional approach. The project will be developed from 5 work packages (with deliverables per package), approaching the object of study from an interdisciplinary (Occupational Health Psychology, Sociology, Economics, Data Science) and multidisciplinary (Gender Studies with the rest of the disciplines) perspective. The work packages include: 1) Documentary analysis; 2) Development of the project's on-line platform; 3) Longitudinal quantitative study that will test the proposed conceptual model with a sample of 200 teleworkers from the PS, consisting of a pilot study, time 1 and time 2 data collection; 4) Qualitative study through 18 in-deep interviews to teleworking staff selected based on their social characteristics (gender and social class) in the central age cohort and with children, where information will be obtained about whether the leadership received facilities/hindrances their work and their work-family interface; and 5) dissemination of the results, including the elaboration of a good practice guide and the dissemination of the results to both the scientific community and interested entities, as well as to society at large. The good practice guide will offer strategies and measures at organizational level in order to promote gender equality while teleworking. P102 “Office Sweet Office”: New Flexible Offices as a Challenge for Psychological Ownership at the Workplace Maria Gaudiino1, Anja Van den Broeck1,2, Marijke Verbruggen3 1KU Leuven, Brussels, Belgium. 2Optentia, North West University, South Africa. 3KU Leuven, Leuven, Belgium Abstract Many companies are undertaking a drastic transformation of their physical work environment, aiming at tailoring the workstations to users’ needs while making buildings more efficient. For example, activity-based workplaces provide employees with a variety of workstations intended for flexible use. Offices are thus relocated to nonterritorial workspaces with desk-sharing arrangements, where employees do not have assigned desks which they can personalize. However, research indicates that such a reduction in personalization of the workspace can become a source of dissatisfaction for employees. Space personalization represents a form of territorial behavior (referred as identity-oriented marking) and plays a relevant role for identity reinforcement, positive mood, and attachment to the organization. It contributes to make the work environment more familiar and meaningful for people. Preventing personalization may impact the sense of belongingness to the workplace, the feeling of organizational membership and also hinder the interactions of team members accustomed to work in their allocated spaces. Moreover, limiting employees in expressing their identities can bring a risk for the feeling psychological ownership toward the workplace and their work in general. Yet, despite the important implications envisaged for workplace identity and the affective commitment, psychological ownership has barely been considered in research on new workplaces. The prevalent perspective currently adopted to investigate nonterritorial work environments is architectural, whereas the psychological impact of the environmental and design features is still neglected. This research takes a psychological view on the topic of nonterritorial offices and advances two distinctions: we distinguish between desk-related and office-related psychological ownership and between self-identity and group-identity -oriented marking. Additionally, in contrast with the previous theoretical conceptualization, we argue that psychological ownership can also result from a territorial behavior such as identity-oriented marking, rather than always predict territorial behavior. To study this topic, we design a longitudinal study to examine how self-identity and group-identity marking relate to deskrelated and office-related ownership and whether psychological ownership mediates the relation from identity-oriented marking to individual and organizational outcomes (i.e., satisfaction with workspace, burnout, time working at office, organizational commitment). At the theoretical level, our perspective extends the comprehension of the impact of nonterritorial workspace on the employee experience. At the practical level, our findings will shed light on opportunities and pitfalls resulting from relocation to nonterritorial workspace. Due to the increasing interest in size and type optimization of physical workspace (especially under the constraints imposed by the pandemic-related measures), it is crucial for companies to rely on evidence-based advice about how to make their work environment fit best the workforce specific needs while avoiding a blind replication of new fashion spreading in modern companies. P103 Healthcare Leadership Interventions to Reduce Workplace Burnout Michael Foote, Debra Gilin, Megan Manels-Murphy Saint Mary's University, Halifax, Canada Abstract Background: COVID has been psychologically impactful upon many professions. However, healthcare front line workers, in particular, have not been given any chance to rest or recover and as many as 53% have high levels of burnout (Jalili et al., 2021), with 30% reporting high levels of stress, 24% reporting high levels of anxiety, and 14% report depression symptoms (Zhu et al., 2020). To combat these challenges, previous research has successfully applied interventions for healthcare workers (Sultana et al., 2020). Specifically, mindfulness and self-management interventions have demonstrated success in reducing emotional exhaustion, depersonalization, and improving personal accomplishment among healthcare workers (Suleiman-Martos et al., 2020). The proposed study will focus upon frontline healthcare leaders to implement leadership workshop interventions. These workshops are designed to improve the leader’s management of their own burnout and develop skills to support their staff’s burnout. The workshop modules are focused on specific psychological factors (psychological detachment, constructive controversy skills) predicted to mediate the relationship between workplace stressors and burnout. Further, one on one coaching is included to individually focus on leaders’ burnout challenges and support the application of workshop modules into their workplace. Methodology: This study will examine the impact of leadership burnout intervention workshops and coaching on leaders. The participants will be two groups of 25 leaders (n = 50) from the healthcare industry in Ontario who will participate in six weeks of workshops. The two groups will be compared to each other by following different workshop schedules to examine the unique impact of specific workshop modules (i.e., psychological detachment, constructive controversy skills). The study will occur over nine weeks, tracking wellness indicators via Fitbits and weekly surveys of valid and reliable selfreport scales. These weekly measures such as “Team Conflict Scale” (Jehn, 1995) to assess constructive controversy module impact and “Recovery Experiences Questionnaire” (Sonnentag & Fritz, 2007) will assess the expected psychological mediators of the intervention modules. A control group of 38 leaders will take the pre and post-surveys but will not receive the intervention material until after the study is completed. Results: The intervention study will run from February through mid-April. We hypothesize that the 6-week course will improve leader burnout and work engagement overall, as assessed via Fitbits and surveys. Further, we expect that while comparing the two intervention groups the psychological detachment module will have a targeted effect on improved sleep quality, while the constructive controversy module will improve interpersonal interactions with colleagues. These unique targeted effects will be examined longitudinally via weekly surveys. Implications: The currently proposed study will contribute to healthcare intervention support literature by examining the effectiveness of leadership intervention workshops with coaching. Along with the overall burnout reduction, the targeted effects of psychological detachment and constructive controversy workshop modules can offer insight into their unique impact upon the healthcare leader population. The study will be directly supporting Ontario frontline healthcare leaders’ burnout challenges, along with giving the leaders the tools and perspectives to create a supportive work environment conducive to burnout recovery for healthcare employees. P104 Research in Progress: Smartphone Use in Break Rooms at Work – a Qualitative Study Per Martinsson, Sara Thomée University of Gothenburg, Gothenburg, Sweden Abstract Background: As of yet, little is known about how the presence of smartphones affects co-worker interaction in social situations at work, such as breaks. Breaks provide an opportunity for co- shared breaks has been associated with perceived collegial support, trust and sense of community. These factors are, in turn, linked to positive outcomes such as a healthy work environment, organizational commitment and productivity. In recent years, research has examined the impact of “phubbing” (from “phone” and “snubbing”) on interpersonal relationships. Phubbing, defined as prioritizing one’s phone over present individuals, has been linked to feelings of exclusion and decreased quality in communication in private relationships. In a work context, boss phubbing has been associated with decreased work engagement, trust in supervisor, job satisfaction and productivity. However, the potential impact of phubbing between co-workers has not yet been examined. As positive workplace relationships are linked to a range of desirable outcomes, understanding how phubbing behaviors affect such interaction could provide important insights for future research and policies. The study is part of the project Phubbing at work – a study on mobile phone behavior in social contexts at the workplace and associations with the psychosocial work environment. Objectives: This qualitative study aims to explore the perceived prevalence, antecedents and consequences of collegial workplace phubbing in traditionally social contexts such as the break room. Method: Semi-structured interviews have this far (December 2021) been conducted with 21 Swedish employees in electrical contracting, health care and dentistry. Approximately 10 additional interviews are planned. The interviews consist of three main parts: 1) individual/organizational context, 2) one’s own and others’ smartphone use during social situations such as breaks, including its perceived antecedents and consequences, and 3) knowledge of written or oral policies for smartphone use in the workplace. Data is analyzed semantically using thematic analysis. Preliminary results: In this ongoing and not yet conclusive study, preliminary analyses indicate that smartphones are very much present in the break rooms, though to varying degree and with varying potential implications. Whereas some participants described break room smartphone use as largely unobtrusive, others perceived that it undermined social relations. It seems that phubbing can be viewed as a coping mechanism, either to avoid undesirable experiences (e.g. unwanted social interaction) or as distraction during dull moments (e.g. non-talkative co-workers in the break room). Most participants, this far, described generational differences in both proneness to and attitudes toward collegial phubbing, where younger co-workers seemed to engage with their phones more often and held more accepting views on their own and others’ phubbing behaviors. Further results are pending and can be presented at the conference. P105 Ongoing Research Project: Phubbing at Work – a Study on Mobile Phone Behavior in Social Contexts at the Workplace and Associations With the Psychosocial Work Environment Sara Thomée1, Karin Allard1, Mattias Gunnarsson1, Pernilla Larsman1, Per Martinsson1, Maria Spante2 1University of Gothenburg, Gothenburg, Sweden. 2University West, Trollhättan, Sweden Abstract Background: Phubbing (from phone and snubbing) is the phenomenon of interacting with one's smartphone rather than with physically present persons. The smartphone entices multitasking, we can quickly find ourselves mentally elsewhere and in communication with others than where we physically are. This means changed behaviors also in traditionally social contexts at work. Breaks at work give an opportunity to recover, but also to chat and socialize with co-workers – a social exchange that seems to be positive for developing collegial cohesion and trust, and facilitates access to collegial social support. In pilot interviews with safety representatives in the electrical trade, concerns were raised that preoccupation with mobile phones in the breakrooms contributed to reduced social communication in working groups, impaired communication about work tasks and the work environment, less commitment to work, and reduced access to social support. These factors, by extension, may have significance for occupational safety and health, socialization, and productivity. In this research project granted by the Swedish Research Council for Health, Working Life and Welfare, we explore mobile phone behaviors, especially phubbing, in social contexts of working life. Objectives: To explore the occurrence of phubbing in social contexts at workplaces, e.g., in the breakrooms, how phubbing at work is perceived on different levels in the organization and which norms are at play. Further objectives include whether phubbing is associated with social work environment factors such as organizational commitment and social support, and whether or not phubbing at work is an issue that needs to be addressed. Methods: The project has an exploratory approach and combines qualitative and quantitative methods. Ongoing studies include a) surveys in workplaces in the electrical trade, health care and dentistry, b) interviews with employees, managers, and HR, in the said trades, and c) a survey to members of the Swedish Electrical worker union (N=13000). Studies a-c map mobile phone behaviors during the working day, perceptions about these behaviors, their causes and consequences, and the presence of norms and policies regarding mobile phone use at work. Based on these studies, a longitudinal survey in a random sample from the Swedish working population (n=6000) is planned to examine associations between “phubbing” at work and social environment factors, at baseline and after 6 months. Results: This is an ongoing study. Preliminary results will be presented at the conference, if accepted. P106 Creating Work-Life Boundaries in a Global Pandemic and Post-Covid World: Case Study of Senior Managers in a Global Fast Food Corporation Alice Aldridge, Tina Kowalski University of York, York, United Kingdom Abstract Introduction: Since the 1990s, rapid changes in the use and availability of communications technology have brought about a growing trend in remote-working. The onset of the global pandemic has seen this trend increase widely and rapidly. Until recently, working from home had tended to be a matter of choice, or preference for employees, facilitated by a supportive employer, or a ‘privilege’ reserved for more senior employees/managers. However, the pandemic has in many ways removed the element of choice and many workers, of all levels of seniority, now find themselves in the position of having no option but to work remotely and, most commonly, from home. Aim: to explore how senior managers create boundaries when the element of choice in where to work is removed and work becomes home and home becomes work. Theoretical background: This paper will draw on two key conceptual frameworks; firstly, identity theory to examine how personal and professional identities are preserved and differentiated when working from home (e.g. Derry and Hafermalz, 2016) and, secondly, Kossek’s (2016) work life ‘styles’ to explore how the ways in which we work influences whether we choose to separate our work from our home life, or not, and the potential implications of this for individuals and organisations. Method: A mixed methods study was conducted with eight managers from a large, global fast food organisation. All participants completed an online questionnaire, followed by a semi-structured interview. The questionnaire examined five key themes: remote working experience, work-life balance, well-being, remote worker identity and productivity. The interviews explored these themes in more depth, whilst also allowing participants to raise issues that were of significance to their own circumstances. Results: Novel factors around the use of food and diet, space and objects, and health were identified along with creative methods to help build boundaries between work and life, for example, using clothing as a mechanism for boundary creation. Certain personality traits were distinguished as a precursor for successful remote-working too. Of note, differences emerged between participants with different levels of seniority within the company, influenced in part by whether they were already engaging in flexible working practices compared to those experiencing these for the first time. Discussion/Implications: For many workers, the global pandemic has had a huge impact on how, when and where we can work. Looking forward, as technologies advance and the knowledge economy continues to grow, it is likely to become more feasible, and acceptable, for job roles to be performed remotely. Findings from this study highlighted a number of implications of the shift to home and remote working. For employers, issues around choice, control and communication were identified. For employees, issues around identity, wellbeing, burnout, and future work intentions emerged. In our increasingly boundaryless world, it is pertinent for employers to have an understanding of how working from home is experienced by employees and the impact this has on their lives, in order to identify ways to preserve levels of employee wellbeing and productivity, and to facilitate employee retention too. P107 Who Let the Dog Out? Day-Level Physical Activity, Loneliness, Work Focus and Positive Affect in Dog Owners and Non-Dog Owners During Pandemic Telework in Two Seasons Joni Delanoeije1, Emma Willemen1, Christel P. H. Moons2, Marijke Verbruggen1 1KU Leuven, Leuven, Belgium. 2Ghent University, Merelbeke, Belgium Abstract We aim to study whether having a dog at home while teleworking can counter drawbacks of telework by facilitating physical exercise, lowering loneliness, enhancing work focus and increasing positive affect. Recent work has shown positive associations between dog-ownership and teleworkers’ physical exercise, social interactions and distractions during telework (Hoffman, 2021), yet, these relationships were only cross-sectionally addressed. Furthermore, dogs have shown to improve daily affect in their owners (Janssens et al., 2020). Therefore, the current study investigates how teleworkers are impacted by having a dog through studying their well-being on the within-person level—to assess daily A first sample of 457 Belgian teleworkers (336 Flemish and 121 Walloon respondents) responded to a baseline survey and, three weeks after, to daily surveys during 4 to 10 consecutive workdays in March-June 2021 (Ndatapoints=3353; 72.1% teleworking days, 18.4% days working elsewhere and 9.5% non-work days). 57.5% only started teleworking since the first COVID outbreak in March 2020. Moreover, 73.5% was female, 69.8% owned at least one dog and 30.2% did not own a dog. A second sample of 164 Flemish teleworkers, including 90 participants of the first sample, responded to the same baseline and daily surveys in November-December 2021 (Ndatapoints=1376; 69.5% teleworking days, 18% days working elsewhere and 12.6% non-work days). 76.7% of the sample was female, 60.2% owned at least one dog and 39.8% did not own a dog. Trait measures at T0 included dog-owner, social support (Caplan et al., 1975) and neuroticism (John et al., 1991). Daily measures included teleworking-day, physical activity (Godin & Shephard, 1985), loneliness (Hughes et al., 2004), work focus (Jackson & Marsh, 1996) and positive affect (Engelen et al., 2006). Since we have repeated measurements (daily variables; level-1) nested within individuals (trait variables; level-2), data were analyzed using mixed coefficient modeling. Analyses were controlled for social support and neuroticism at baseline and we grandmean centered level-2 predictors. In line with our expectations, in spring, we found significant interaction effects between teleworking-day and dog ownership for all of our outcomes. Specifically, on teleworking days, dog owners—but not non-dog owners—reported more physical activity (β=36.05; p<.001), less loneliness (β=-0.22;p<.001), more work focus (β=0.26;p<.01) and more positive affect (β=0.17;p<.05) compared to days worked elsewhere. In autumn, these interaction effects were replicated for physical activity (β=0.21;p<.05) and loneliness (β=-0.14;p<.05) but not for work focus (β=0.10;p=.42) or positive affect (β=0.14;p=.15). Our study is the first to map daily effects of telework and dog ownership on teleworker’s physical, social, work-related and affective well-being. Results show important well-being differences dependent on dog-ownership between teleworking days and days working elsewhere. Also seasonal differences occurred concerning work focus and positive affect. These results can help scholars and organizations to identify pitfalls of pandemic telework (e.g., risk for loneliness) during various seasons and can help them to effectively target telework policies in the (post-)pandemic home-workplace. P108 Investigating Nursing Incivility and Harassment Experiences by Characterizing DayLevel Experiences Theresa Parker1, Janet Barnes-Farrell1, Martin Cherniack2, Mazen El Ghaziri3, Declan Gilmer1, Ethan Gossett1, Hossein Hamidi Shishivan1, Yuan Zhang3 1University of Connecticut, Storrs, CT, USA. 2UConn Health, Farmington, CT, USA. 3University of Massachusetts Lowell, Lowell, MA, USA Abstract Nurses are a working population known to be susceptible to workplace violence and incivility, with about half of nurses reporting to have experienced workplace violence during their five most recent shifts (Phillips, 2016). Nurses are also in a unique position to experience incivility from both the patients they serve and colleagues (El Ghaziri, Zhu, Lipscomb, & Smith, 2014). These experiences directly affect nurses through incivility’s association with anxiety and exhaustion, and indirectly effect patients through quality of care (Najafi et al., 2018; Alshehry et al., 2019). Furthering our understanding of the types and quantity of harassment nurses face daily is crucial to improving patient outcomes and nurses’ health and wellbeing. Sixteen participants recruited from a university-affiliated hospital in the Northeastern USA were each sampled over seven consecutive days. Daily diary methodology was utilized to assess day-level stress and other qualities of the past 24 hours, including exposure to workplace incivility and violence. Across the sixteen participants, 113 daily diaries were collected. Two k-means clustering analyses were performed specifying 2-cluster and 3-cluster solutions using the 113 daily diaries to characterize the types of days nurses might experience and how various day-level outcomes, including positive and negative rumination, stress, and work-life conflict, might vary together in meaningful ways. All scores were z-score normalized before clustering. Analyses revealed the 2-cluster solution to fit best based on adequate cluster membership and an adequate distribution of participants and work and non-work days throughout both clusters. The first cluster (n=72) consisted of days in which reported sleep quality the previous night was slightly above average, and stress, positive and negative rumination, and work-family conflict were lower than average. The second cluster (n=41) revealed the opposite, consisting of days where previous night’s sleep quality was below average, and all remaining variables of interest were above average. Follow up analyses revealed these clusters could be further characterized by the number of reported workplace incivility and violence incidents. The first cluster can be characterized as a “low exposure” cluster, with a total of 19 instances of incivility or verbal abuse occurring across the 72 days perpetrated by patients (n=11) and other nurses (n=8). The second cluster can be characterized as a “high exposure” cluster, with 46 instances of incivility or verbal abuse occurring across the 41 days, perpetrated by patients (n=31) and other nurses (n=15). The experience sampling methodology utilized in this study enabled day-level analysis, which provides a unique perspective on nurses’ experiences of workplace harassment. Though they are interrelated, day-level variation in these exposure to these incidents and the associated outcomes might not always be consistent across time. Profiling at this level can inform intervention design, stressing the need of resources on days where exposure to incidents is high. Future research might consider clustering by participant to investigate different response profiles of nurses. P109 Psychological Determinants of Participation in Worksite Health Promotion Programs by Blue Collar Workers Within the Transport and Logistics Sector Marc Damen1, Sarah Detaille1, Josephine Engels1, Annet de Lange1,2,3 1Han University of Applied Sciences, Nijmegen, Netherlands. 2Open University, Heerlen, Netherlands. 3Norwegian University of Science and Technology, Trondheid, Norway Abstract Research goals and why the work was worth doing: With this study we analyze which psychological determinants influence participation in worksite health promotion programs (WHPP’s) of blue-collar workers in transport and logistics. With these insights it may be possible to develop an implementation strategy that can enhance the participation of this specific target group in WHPP’s. Theoretical background: Transport workers are highly at risk of developing chronic diseases, such as cardiovascular diseases, diabetes and musculoskeletal disorders (Apostolopoulos, et al., 2013; Van Der Beek, 2011). An important cause of these health risks is the unhealthy lifestyle blue collar workers, in general, have. Truck drivers for example are more likely to smoke, eat unhealthy foods, get less physical exercise and have a worse sleeping pattern than other workers (Burdorf et al., 2016; Hege, et al., 2016; Van Der Beek, 2011). WHPPs may be able to promote a healthier lifestyle for this target group. WHPPs appear to have some small positive effects on truck driver’s lifestyles and short-term health outcomes, like BMI (Ng, et al., 2015). When interventions are offered however, blue-collar workers seem to participate less (Quintiliani, et al., 2008; Stiehl et al., 2018; Toker, et al., 2015). Design: Semi-structured interviews were conducted; questions were based on the Theoretical Domains Framework (TDF) covering 14 domains of possible determinants of behaviour. Participants were 32 Dutch blue-collar workers working in transport and logistics. Transcripts were uploaded in Atlas TI. The constant comparison method was used to extract themes from the data. Results: Seven themes were set by the research team after the last analysis phase: lifestyle is not priority, autonomy and individual freedom are important, doers instead of talkers, distrust towards WHPPs, little stimulation at home and at work, need for personal contact and acknowledgement, and information sometimes too abstract or too complex. Limitations:Participants in WHPPs were more willing to participate in the research than non-participants. Interviews were limited in determining unconscious influences on behavior. The decision process was studies in retrospective. Research/practical implications: The results give insight in which psychological factors influence the implementation process and the participation behavior of blue-collar workers in WHPPs. The results can be used to fine-tune existing WHPPs directed at blue collar workers and help the construction and implementation of future WHPPs. Originality/value: There is until now little research known that give insight into factors influencing participation of blue-collar workers in WHPPs.