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PsychChat
Dr Austin Tay
55 episodes
2 weeks ago
Dr Austin Tay is an organizational psychologist. In each podcast episode, he will discuss work-related issues that matter in the workplace. Through the lens of a psychologist, Dr Austin will provide tips and advice to his listeners to help them navigate the complex world of work. Email psychchat@omnipsi.com or send via Twitter @psych_chat to send your comments or suggestions. Dr Austin Tay is the founder of Omnipsi Consulting (www.omnipsi.com). OmniPsi Consulting specialises in executive coaching, leadership assessment and development, career transitioning, training and workplace intervention.
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All content for PsychChat is the property of Dr Austin Tay and is served directly from their servers with no modification, redirects, or rehosting. The podcast is not affiliated with or endorsed by Podjoint in any way.
Dr Austin Tay is an organizational psychologist. In each podcast episode, he will discuss work-related issues that matter in the workplace. Through the lens of a psychologist, Dr Austin will provide tips and advice to his listeners to help them navigate the complex world of work. Email psychchat@omnipsi.com or send via Twitter @psych_chat to send your comments or suggestions. Dr Austin Tay is the founder of Omnipsi Consulting (www.omnipsi.com). OmniPsi Consulting specialises in executive coaching, leadership assessment and development, career transitioning, training and workplace intervention.
Show more...
Social Sciences
Business,
Science
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Episode 039 - Rethinking Leaveism
PsychChat
10 minutes
2 years ago
Episode 039 - Rethinking Leaveism

In this episode, I discuss a prevalent phenomenon Leaveism. What is it and how can we prevent it?

References:

  • Acker, J. (1990). Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & Society, 4(2), 139-158.  
  • Albrecht, S. L. (2012). The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33(7), 840-853.
  • Atkinson, C., & Hall, L. (2011). Flexible working and happiness in the NHS. Employee Relations, 33(2), 88-105.
  • Bloom, P., & Śliwa, M. (2021). Hacking work: Critically examining the implications of the new discourse and practices of hacking for work intensification and organisational control. Human Relations. 
  • Borgkvist, A., Moore, V., Crabb, S., & Eliott, J. (2021). Critical considerations of workplace flexibility “for all” and gendered outcomes: Men being flexible about their flexibility. Gender, Work and Organization, 28(6), 2076-2090.  
  • Chesley, N. (2014). Information and communication technology use, work intensification and employee strain and distress. Work, Employment and Society, 28(4), 589-610.
  • CIPD. (2021). Health and well-being at work report.
  • D’Abate, C. P., & Eddy, E. R. (2007). Engaging in personal business on the job: Extending the presenteeism construct. Human Resource Development Quarterly, 18(3), 361-383.
  • Ďuranová, L., & Ohly, S. (2016). Persistent work-related technology use, recovery and well-being processes. Springer International Publishing. 
  • Facer, R. L., Jr., & Wadsworth, L. (2008). Alternative work schedules and work-family balance: A research note. Review of Public Personnel Administration, 28(2), 166-177.
  • Green, F. (2001). It’s been a hard day’s night: The concentration and intensification of work in late twentieth-century Britain. British Journal of Industrial Relations, 39(1), 53-80.
  • Hesketh, I., & Cooper, C. L. (2014). Leaveism at work. Occupational Medicine, 64(3), 146-147.
  • Hochschild, A. (1997). The time bind. WorkingUSA, 1(2), 21-29. 
  • Houdmont, J., Elliott-Davies, M., & Donnelly, J. (2018). Leaveism in English and Welsh police forces: Baseline reference values. Occupational Medicine, 68(9), 593–599.
  • Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83-106.
  • Le Fevre, M., Matheny, J., & Kolt, G. S. (2003). Eustress, distress, and interpretation in occupational stress. Journal of Managerial Psychology, 18(7), 726-744.
  • Mazmanian, M. (2013). Avoiding the trap of constant connectivity: When congruent frames allow for heterogeneous practices. Academy of Management Journal, 56(5), 1225-1250.
  • Robertson, I., & Cooper, C. L. (2011). Well-being: Productivity and happiness at work. Palgrave Macmillan.
  • Rosa, H. (2003). Social acceleration: Ethical and political consequences of a desynchronized high-speed society. Constellations, 10(1), 3-33.
  • Toppinen-Tanner, S., Ojajärvi, A., Väänänen, A., Kalimo, R., & Jäppinen, P. (2005). Burnout as a predictor of medically certified sick-leave absences and their diagnosed causes. Behavioral Medicine, 31(1), 18-27.
  • Zeytinoglu, I. U., Cooke, G. B., & Mann, S. L. (2004). Flexibility: Whose choice is it anyway? Relations Industrielles/Industrial Relations, 59(4), 555-574.
PsychChat
Dr Austin Tay is an organizational psychologist. In each podcast episode, he will discuss work-related issues that matter in the workplace. Through the lens of a psychologist, Dr Austin will provide tips and advice to his listeners to help them navigate the complex world of work. Email psychchat@omnipsi.com or send via Twitter @psych_chat to send your comments or suggestions. Dr Austin Tay is the founder of Omnipsi Consulting (www.omnipsi.com). OmniPsi Consulting specialises in executive coaching, leadership assessment and development, career transitioning, training and workplace intervention.