Dr. April D Schantz

Sensory processing differences can significantly impact workplace experiences, particularly for neurodivergent individuals with autism spectrum disorder (ASD) and attention-deficit/hyperactivity disorder (ADHD). Despite growing awareness of neurodiversity in the workplace, the role of sensory processing in work engagement remains underexplored. This study investigated the relationships between ASD traits, ADHD symptoms, sensory processing patterns (i.e., sensory sensitivity, sensory avoiding, low registration, and sensation seeking), and the three subfacets of work engagement: vigor, dedication, and absorption. Findings revealed that ASD and ADHD traits were significantly associated with work engagement, with the most pronounced effects observed in vigor. Sensory sensitivity and sensation avoiding were linked to reduced work engagement, while sensation seeking was associated with increased work engagement. Additionally, sensation seeking emerged as a stronger predictor of vigor than ASD traits related to social skill difficulties, while sensory sensitivity was associated with lower vigor, suggesting that sensory preferences may play a role in sustaining energy at work. For inattentiveness symptoms, sensory processing factors contributed more to predicting the work engagement outcomes. These findings highlight the importance of workplace accommodations that support different sensory needs, such as flexible workspaces that allow for both sensory stimulation and regulation. By shifting the focus from diagnostic categories to individualized sensory preferences, organizations can foster more engaging work environments for neurodivergent employees.

Purpose
The purpose of this research is to explore the structure and impact of police officers' social support network on health and well-being. Social integration promotes opportunities for regular positive experiences and a set of stable, socially rewarded roles within one's work and life domains. Identifying the structure and impact areas of police officers' social support network provide guidance for initiatives in improving psychological health for the department and individual officers.

Design/methodology/approach
Survey of 162 police officers' sources of support provided a holistic representation of their social network across seven sources. Principle component analyses were conducted to explore the structure of one's social network. Multiple regression analyses were conducted to examine overall impact of one's social support network and relative contributions of support sources in terms of increased well-being and reduced strain.

Findings
A three-component structure of social support was partially supported. Overall models of the impact of one's social support network related to increased well-being and reduced strain was supported. Relative contributions of support sources show different patterns based on outcome of interest.

Practical implications
Provides guidance for addressing the psychological well-being needs for officers holistically. In other words, treating officers as whole beings, whose system of support and psychological health is integrated, not piecemeal.

Originality/value
Examination of principle effects of support provides a parsimonious approach to considering the holistic value of one's support system, apart from specific stressors or conditions.

This research examined the stressor–strain relationship, specifically as it applies between social stressors and the behavioral strain of drug-alcohol-tobacco (DAT) use. Using a transactional model of the job stress process, this article examines the mediating role of coping strategy between perceived workplace-conflict types and employee DAT use. Of the conflict types, nontask organizational conflict emerged as an incremental predictor of employee DAT use. Results also indicated indirect effects from workplace stress upon employee DAT use,
especially through avoidant, withdrawal, and disengagement type strategies. Implications for workplace interventions and future research considerations are discussed.

for nurses, given the hazardous healthcare environment. This study advances the research on workplace safety by studying the process variables (i.e. job-related negative affect (JRNA) and job satisfaction) in explaining the relationship between safety climate and various
safety criteria in nurses. Based on survey data from 326 nurses, our findings suggest that psychological safety climate is negatively related to JRNA, turnover intentions, safety workarounds, and workplace hazards. In addition, structural equation modelling indicated general support for a model in which psychological safety climate influences employee strain through job attitudes, including JRNA and job satisfaction. More specifically, job attitudes were found to mediate the relationship between psychological safety climate and turnover intentions,
experience of hazards, and injuries. Safety workarounds did not significantly relate to injuries. The present study contributes to the ongoing improvement of interventions aimed at mitigating nurses’ injuries by integrating job attitudes into the safety climate–safety outcome framework.