Stephanie Andel

Permanent URI for this collection

https://hdl.handle.net/1805/24913

Investigating the impact of work on employees' health, safety, and well-being

Stephanie Andel is concerned about the psychosocial work factors that influence employee health, safety, and well-being. In her research, her goal is to answer the following questions:

What role does feeling called to one’s work have on employees’ health and well-being?
What are the psychosocial work factors that drive employee safety outcomes within high-risk occupations?
What are individual-level strategies that employees can use to effectively cope with work stress and promote their own recovery?

Much of Professor Andel's translational research is interdisciplinary. She frequently collaborates with colleagues from a variety of academic backgrounds, including Public Health, Management, Public Affairs, Medicine, and Information Systems. The ultimate goal of her research is to identify effective individual-level and organizational-level strategies that will enhance employees' health, safety, and well-being and reduce the negative impacts of stressful and harmful work environments.

Professor Andel's translation of research into occupational health solutions for stressful and harmful work situations is another excellent example of how IUPUI's faculty members are TRANSLATING their RESEARCH INTO PRACTICE.

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Now showing 1 - 10 of 15

Safety at Work: Individual and Organizational Factors in Workplace Accidents and Mistreatment
(Emerald Publishing, 2015-01-01) Andel, Stephanie A.; Hutchinson, Derek M.; Spector, Paul E.
The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on occupational safety (i.e., accidents and injuries) and mistreatment (physical violence and psychological abuse). A model is provided linking environmental (climate and leadership), individual differences (demographics and personality), motivation, behavior, and outcomes. It notes that some of the same variables have been linked to both safety and mistreatment, such as safety climate, mistreatment climate, conscientiousness, and emotional stability.
Being Called to Safety: Occupational Callings and Safety Climate in the Emergency Medical Services
(American College of Occupational and Environmental Medicine, 2016-12) Andel, Stephanie A.; Pindek, Shani; Spector, Paul E.
Objective: The aim of this study was to investigate the importance of safety climate in the Emergency Medical Services (EMS) and to assess occupational callings as a boundary condition for the effect of safety climate on safety behaviors. Methods: EMS professionals (n = 132) participated in a three-wave survey study. Hierarchical linear regressions were conducted to test the moderating effects of occupational callings. Results: Safety climate was significantly related to safety behavior, and occupational callings moderated this direct relationship (ΔR2 = 0.02 to 0.03, P < 0.05). Specifically, when occupational callings were high, the relationship between safety climate and safety behaviors was stronger, and when occupational callings were low, the relationship was weaker. Conclusion: In this EMS sample, safety climate was an important predictor of safety behavior. Further, occupational callings moderated this relationship, suggesting that callings may serve as a boundary condition.
Digging deeper into the shared variance among safety-related climates: the need for a general safety climate measure
(Taylor & Francis, 2018) Hutchinson, Derek M.; Andel, Stephanie A.; Spector, Paul E.; Psychology, School of Science
We combined three independent streams of workplace climate research, safety, violence prevention, and civility, to devise a general safety climate scale that explicitly addressed a variety of risks. A confirmatory factor analysis suggested that a higher-order factor may be responsible for the similarity in relationships across these safety-related climate measures with exposure to organizational hazards and resulting employee outcomes. As a result, a concise 10-item measure was developed and validated to assess a possible general safety climate factor. Further analyses suggested that the use of a general safety climate measure did not attenuate the relationships with workplace hazards and employee outcomes. Although different safety-related climate variables may be theoretically distinct, there may not be a measurable benefit in promoting one form of climate over others. Future studies should consider employing the general safety climate measure in place of domain-specific climate measures, unless the domain-specific climate is solely of interest.
A content engagement score for online learning platforms
(Association for Computing Machinery, 2018-06-26) Singh, Vivek; Padmanabhan, Balaji; de Vreede, Triparna; de Vreede, Gert-Jan; Andel, Stephanie A.; Spector, Paul E.; Benfield, Steve; Aslami, Ahmad
Engagement on online learning platforms is essential for user retention, learning, and performance. However, there is a paucity of research addressing latent engagement measurement using user activities. In this work in progress paper, we present a novel engagement score consisting of three sub-dimensions - cognitive engagement, emotional engagement, and behavioral engagement using a comprehensive set of user activities. We plan to evaluate our score on a large scale online learning platform and compare our score with measurements from a user survey-based engagement scale from the literature.
The Development of a Multidimensional Engagement Measure
(Research Gate, 2018-08-16) Andel, Stephanie A.; de Vreede, Gert-Jan; Singh, Vivek; de Vreede, Triparna; Padmanabhan, Balaji; Spector, Paul E.
Over the past decades, user engagement has become central to product success more than ever before. However, while engagement has been studied extensively in various disciplines, these bodies of knowledge are siloed. One indication of this separation is that there is no existing user engagement measure that can be used consistently and reliably across research domains. This emergent research paper aims to progress towards bridging this gap by developing an engagement scale that may be generalized to multiple disciplines. To that effect, we first identified engagement as a three dimensional phenomenon and developed definitions for each dimension. Next, we conducted a series of four studies to develop and validate a measure of user engagement. This resulted in a 16-item measure to assess cognitive, behavioral, and emotional engagement. Future steps include further refinement of the measure, and additional studies to test the generalizability of the scale across disciplines.
Too Good for Your Job? Disentangling the Relationships Between Objective Overqualification, Perceived Overqualification, and Job Dissatisfaction
(Elsevier, 2019) Arvan, Maryana L.; Pindek, Shani; Andel, Stephanie A.; Spector, Paul E.; Psychology, School of Science
In the present study, we investigated the relationships between objective overqualification, perceived overqualification, and job satisfaction based on the tenets of P-E fit theory, a commonly-used theoretical framework in the overqualification literature. Specifically, we tested whether employee perceptions of overqualification mediate the relationship between objective overqualification and job dissatisfaction. Results across two studies indicated that objective overqualification and job satisfaction independently predicted perceived overqualification, which contradicts the prevailing view in the literature of unidirectional effects between overqualification and strain outcomes. Study 1 used a cross-sectional survey of recent college graduates to test the overall mediation model. Although the model was supported, the relationship between objective overqualification and job satisfaction was not significant, raising the question of whether the hypothesized predictive relationship between perceived overqualification and job satisfaction is reversed. Study 2 tested directionality in the relationship between perceived overqualification and job satisfaction using a three-wave longitudinal panel design in a sample of full-time university staff employees. Results indicated that job dissatisfaction predicts subsequent perceived overqualification rather than the reverse.
Is Cyberloafing More Complex than we Originally Thought? Cyberloafing as a Coping Response to Workplace Aggression Exposure
(Elsevier, 2019) Andel, Stephanie A.; Kessler, Stacey R.; Pindek, Shani; Kleinman, Gary; Spector, Paul E.; Psychology, School of Science
Employees spend approximately 2 h per day engaging in cyberloafing (i.e., using the internet at work for nonwork purposes) behaviors, costing organizations almost $85 billion dollars per year. As a result, cyberloafing is often considered a counterproductive type of withdrawal behavior. However, recent research suggests that cyberloafing may have some unexpected positive workplace outcomes. Therefore, we argue that the role of workplace cyberloafing is more complex than previously assumed and posit that cyberloafing may provide employees with a way to cope with workplace stress such as exposure to workplace aggression. To examine this proposition, we used a heterogeneous sample of 258 employees to test whether cyberloafing buffers the detrimental effects of workplace aggression exposure on two outcome variables: employees’ turnover intentions and job satisfaction. Overall, results supported the notion that employees use cyberloafing as a workplace coping mechanism, which runs counter to the majority of research that conceptualizes cyberloafing as a counterproductive workplace behavior. These findings suggest that managers may consider allowing some degree of cyberloafing so that employees can better cope with work stress. Moreover, managers should directly target stressful workplace conditions (e.g., aggression) that serve as the impetus for cyberloafing behaviors.
What is Engagement and How Do We Measure It? Toward a Domain Independent Definition and Scale
(2019-01-08) de Vreede, Triparna; Andel, Stephanie A.; de Vreede, Gert-Jan; Spector, Paul; Singh, Vivek; Padmanabhan, Balaji
An engaging experience draws in and holds our attention. Engagement is a critical phenomenon of interest in a variety of disciplines and application domains and has been shown to lead to positive outcomes, such as enhanced learning, task performance, or job satisfaction. However, existing measures of engagement are typically specific to the domain in which the research is conducted. This paper builds on the synergies of various disciplines and proposes a discipline-independent definition of engagement and measurement scale. In this paper, we distinguished between the three temporal levels of engagement in terms of the expected length of the engagement (task/activity, initiative, and continuous). We further explored the differences in the conceptualization of engagement, viz. affective, behavioral, and cognitive engagement. We then offered a comprehensive definition of engagement. We finally developed a measurement scale that can be used across domains and contexts which we derived by iteratively refining the items in this scale through a series of five data samples to arrive at the final scale. Our results provide evidence for the scale’s validity in two domains (online learning and work engagement).
When antecedent becomes consequent: An examination of the temporal order of job dissatisfaction and verbal aggression exposure in a longitudinal study
(Work & Stress, 2019-10-02) Andel, Stephanie A.; Pindek, Shani; Spector, Paul E.
Past research has traditionally examined stressors as predictors and strains as outcomes. However, some recent research has found evidence of reverse causality between various stressors and strains, demonstrating that the relationship between these types of variables may extend beyond the traditional stressor-strain framework. The current study builds upon this past research by examining the temporal direction of the relationship between verbal aggression exposure and job satisfaction. Specifically, through the lens of emotional contagion theory, we suggest that low levels of job satisfaction in employees are detectable by others, which in turn leads them to engage in verbal aggression directed toward those employees. To test this postulation, 309 emergency medical professionals completed surveys that assessed verbal aggression exposure and job satisfaction across three time points. Results of cross-lagged structural equation model tests showed a significant job satisfaction to verbal aggression path over time, but a nonsignificant verbal aggression to job satisfaction path over time. Additionally, results support the postulation that job satisfaction leads to physical strain outcomes through verbal aggression exposure. Overall, results suggest that job satisfaction may serve as a predictor of verbal aggression exposure rather than a result within high stakes environments such as the emergency medical services.
“Digging Deeper” into the Relationship Between Safety Climate and Turnover Intention Among Stone, Sand and Gravel Mine Workers: Job Satisfaction as a Mediator
(MDPI, 2020-03) Balogun, Abdulrazak O.; Andel, Stephanie A.; Smith, Todd D.; Psychology, School of Science
Employee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.

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