BEGIN:VCALENDAR
VERSION:2.0
PRODID:icalendar-ruby
CALSCALE:GREGORIAN
X-WR-CALNAME: Inequality Discussion Group with Brittany M. Bond
X-WR-TIMEZONE:Eastern Time (US & Canada)
BEGIN:VEVENT
DTSTAMP:20260518T211014Z
UID:tag:localist.com\,2008:EventInstance_52443486319201
DTSTART:20260408T154500Z
DTEND:20260408T170000Z
DESCRIPTION:CSI’s Inequality Discussion Groups bring together Cornell fac
 ulty and graduate students from around campus to discuss and improve their
  in-progress research.\n\n \n\nTitle: Burned Out Buffers: How Work Redesig
 n Alleviates Burnout Inequality Between Managers and Employees (with Duany
 i Yang and Sunita Sah\, Cornell University)\n\n\nAbstract: Managers freque
 ntly experience higher burnout than the employees they supervise\, yet org
 anizational theory and interventions rarely address this inequality direct
 ly. We argue that this manager-employee burnout gap reflects a structural 
 contradiction: managers are assigned responsibility for absorbing organiza
 tional strain and implementing change while simultaneously being deprived 
 of the resources required to do so. Drawing on a relational extension of j
 ob demands-resources theory\, we propose that top-down work redesign alone
  is insufficient to reduce this manager-employee burnout gap because it pr
 esumes managerial capacity without ensuring it. We hypothesize that pairin
 g work redesign with self-resourcing interventions that replenish managers
 ' energetic\, emotional\, and self-regulatory resources enables managers t
 o implement structural changes that would otherwise stall or displace dema
 nds. We test these propositions in a field experiment across 75 U.S. veter
 inary clinics. Results confirm a substantial baseline burnout gap. Work re
 design alone does not reduce this gap. However\, combining top-down work r
 edesign with self-resourcing significantly narrows it without increasing e
 mployee burnout. Mediation analysis supports the proposed mechanism: reduc
 tions in job demands\, an environmental factor addressable only through en
 acted work redesign\, occur exclusively in the combined condition. These f
 indings advance theory on burnout inequality by identifying organizational
  role structure as a distinct axis of stratification and demonstrate that 
 structural interventions require complementary investment in the capacity 
 of those charged with implementing them.
LOCATION:Uris Hall\, 360
SUMMARY: Inequality Discussion Group with Brittany M. Bond
URL;VALUE=URI:https://events.cornell.edu/event/inequality-discussion-group-
 with-brittany-m-bond
END:VEVENT
END:VCALENDAR