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Nitrosamines have been identified as a probable human carcinogen and thus are of high concern in many manufacturing industries and various matrices (for example pharmaceutical, cosmetic and food products, workplace air or potable- and wastewater). This study aims to analyse nine nitrosamines relevant in the field of occupational safety using a gas chromatography-drift tube ion mobility spectrometry (GC-DT-IMS) system. To do this, single nitrosamine standards as well as a standard mix, each at 0.1 g/L, were introduced via liquid injection. A GC-DT-IMS method capable of separating the nitrosamine signals according to retention time (first dimension) and drift time (second dimension) in 10 min was developed. The system shows excellent selectivity as each nitrosamine gives two signals pertaining to monomer and dimer in the second dimension. For the first time, reduced ion mobility values for nitrosamines were determined, ranging from 1.18 to 2.03 cm2s−1V−1. The high selectivity of the GC-DT-IMS method could provide a definite advantage for monitoring nitrosamines in different manufacturing industries and consumer products.
Managing the Work-Nonwork Interface: Personal Social Media Use as a Tool to Craft Boundaries?
(2021)
In March 2020, the world was hit by the coronavirus disease (COVID‐19) pandemic which led to all‐embracing measures to contain its spread. Most employees were forced to work from home and take care of their children because schools and daycares were closed. We present data from a research project in a large multinational organisation in the Netherlands with monthly quantitative measurements from January to May 2020 (N = 253–516), enriched with qualitative data from participants' comments before and after telework had started. Growth curve modelling showed major changes in employees' work‐related well‐being reflected in decreasing work engagement and increasing job satisfaction. For work‐non‐work balance, workload and autonomy, cubic trends over time were found, reflecting initial declines during crisis onset (March/April) and recovery in May. Participants' additional remarks exemplify that employees struggled with fulfilling different roles simultaneously, developing new routines and managing boundaries between life domains. Moderation analyses demonstrated that demographic variables shaped time trends. The diverging trends in well‐being indicators raise intriguing questions and show that close monitoring and fine‐grained analyses are needed to arrive at a better understanding of the impact of the crisis across time and among different groups of employees.
Unlimited paid time off policies are currently fashionable and widely discussed by HR professionals around the globe. While on the one hand, paid time off is considered a key benefit by employees and unlimited paid time off policies (UPTO) are seen as a major perk which may help in recruiting and retaining talented employees, on the other hand, early adopters reported that employees took less time off than previously, presumably leading to higher burnout rates. In this conceptual review, we discuss the theoretical and empirical evidence regarding the potential effects of UPTO on leave utilization, well-being and performance outcomes. We start out by defining UPTO and placing it in a historical and international perspective. Next, we discuss the key role of leave utilization in translating UPTO into concrete actions. The core of our article constitutes the description of the effects of UPTO and the two pathways through which these effects are assumed to unfold: autonomy need satisfaction and detrimental social processes. We moreover discuss the boundary conditions which facilitate or inhibit the successful utilization of UPTO on individual, team, and organizational level. In reviewing the literature from different fields and integrating existing theories, we arrive at a conceptual model and five propositions, which can guide future research on UPTO. We conclude with a discussion of the theoretical and societal implications of UPTO.