Identify a study/experiment that was discussed that you think might, or might not, improve a stressful situation you experienced in the workplace

From this week’s readings, identify a study/experiment that was discussed that you think might, or might not, improve a stressful situation you experienced in the workplace.

Briefly describe the nature of the study/experiment, the study’s methodological design, if provided, and relate the study’s findings to examples from your workplace experience. What are your reasons you would either support or refute the findings from the study/experiment?

Use proper APA style citations when referencing all studies.

Also, please provide thoughtful and substantive responses to the posts of at least two of your classmates.

CLASSMATE POST 1

A study/experiment that I read about that I believe may have improved a stressful situation I experienced in the workplace is in Hurrell’s (2005) handbook where he talked about socio-technical interventions but more specifically the work schedule interventions. Socio-technical intervention is explained as a way to eliminate job stressors by either making changes to the work conditions or to the work environment. Then a subtype to that is work schedule interventions, which he explains that evidence from studies show allowing a temporal scheduling (compressed work weeks and flextime) of work has an overall positive impact on employees well-being when compared to a traditional work schedule. When I was working at a daycare center my two kids were there (1 and 3 years old) and my husband was deployed, I worked 40 hours a week and had no time to accomplish any tasks while they were at the daycare because I had to pick them up and drop them off according to the schedule (I worked 7:30-4:30). If I had a more flexible schedule that allowed me even one afternoon off early and I could come in earlier it would have been easier for me as carrying two young children through a Montana winter to get groceries or whatever else I needed was difficult. I definitely support the findings of this study as having a temporal scheduling would have helped my psychological, social, behavioral, and physical well-being as the accommodation would have allowed me time to still fulfill my work obligations but provide adequate breaks in the work week for me to do other tasks as well. 

Reference:

Hurrell, J. (2005). Organizational stress intervention. In Handbook of Work Stress (pp. 623-646). SAGE Publications, Inc.,  https://doi.org/10.4135/9781412975995

CLASSMATE POST 2

ACHIEVING WORK-FAMILY BALANCE: AN ACTION REGULATION MODEL 

This study explores the “model in which demands, resources, and barriers to goal attainment interact with the temporal dimension of work and family goals to predict the use of different action strategies that help to attain work-family balance (Hirschi, 2019).” This study’s purpose is to gain insight into how people achieve a work family balance within their lives. In past years, the achievement of a work family balance has been seen as the lack of conflict between the two roles, but it has been discovered that the lack of conflict could be due to one of the roles failing. It is also believed that if both roles are balanced equally, then a person has achieved the balance needed. However, this is not the case depending on the person’s more important goal. If family is the more important goal, then they will feel unfulfilled still by giving equal attention. It is highlighted that these needs could fluctuate too. Sometimes work will need more attention than family and vice versa. This would depend on the individuals’ goals and overall satisfaction that they feel at any given time.  

There are four strategies explained to attain work family balance. Those are listed below: 

“(a) achieve their goals directly by activating and allocating existing resources or (b) achieve work and family goals more indirectly by changing resources and/or barriers. The other two strategies represent goal disengagement strategies through which people either (c) partially disengage from a goal by sequencing goals or (d) fully disengage by revising and abandoning goals in their current form and selecting new goals (Hirschi, 2019).” 

I was interested in this study because this is what my husband and I have been striving to achieve for the past 8 years (our entire marriage). We both have a very traditional outlook on how families and marriages should be, and this has helped since we both have a common goal and are passionate about it. We met when we were both in the Marine Corps. We had our oldest two children while I was still active. To say the least, it was a nightmare. It was almost as if we weren’t a family at all. I hardly felt like a mother or wife. I got out and became a stay-at-home mom which was a huge step in our happiness. We both felt more in line with our goals. Our babies got the attention they needed while my husband provided, but he was still barely home himself and we didn’t like the kids to not have roots somewhere. My husband got out the next term so we could start living permanently somewhere. His job required him to work a lot of late nights and weekends to maintain a good lifestyle in CA. The next step we looked at was getting into supervision. He just recently got a job doing that, meaning he will not have to work any late nights, weekends, and has a lot of flexibility when it comes to his schedule and vacation. It finally feels like we both have a high satisfaction with where our work-family life is quite balanced. 

I like that the study points out that the satisfaction in work life balance can change depending on the individuals’ goals and preferred lifestyle. This is nice because not everybody has the same point of satisfaction in their work life balance. Ours was my husband providing for me to stay at home and him to not work too much, giving both of us the opportunity to spend quality time as a family and as parents to the degree that our goals align with.  

Hirschi, A., Shockley, K. M., & Zacher, H. (2019). Achieving Work-Family Balance: An Action Regulation Model. Academy of Management Review, 44(1), 150–171.  https://doi-org.ezproxy.umgc.edu/10.5465/amr.2016.0409 

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