University at Buffalo School of Management

" With an aging population and the escalating cost of care, telemedicine alternatives have become increasingly imperative. Platforms like the one we developed can help ensure access to high-quality care for the 22 million Americans affected by obstructive sleep apnea." — Raj Sharman, professor of management science and systems, on a telemedicine platform he co-developed to serve patients with sleep apnea, a condition that has historically been underdiagnosed and undertreated. The study appeared in JMIR Formative Research. Sharman collaborated with Pavankumar Mulgund, MS '14, PhD '20, former clinical assistant professor of management science and systems, along with Sam Marrazzo, EMBA '14, chief innovation officer at Buffalo Niagara Medical Campus; and Daniel Rifkin, MD, clinical assistant professor of neurology at UB and medical director of the Sleep Medicine Centers of Western New York. Read more at bit.ly/ ubmgtsleep. Autumn 2022 Buffalo Business 21 When employ- ees who strive to be team players feel envi- ous of their co-work- ers, they are more likely to miss work or even leave the orga- nization, according to new research led by Danielle Tussing, assistant professor of organization and human resources, in the Journal of Organizational Behavior. "Envy is inevitable in many social situations, including the workplace—but research typically focuses on how it trig- gers some people to take action, for exam- ple, by sabotaging another employee," says Tussing. "Our study looks at the oppo- site effect—instances when envy causes people to disengage and avoid the situa- tion that's causing them pain." Tussing and her co-authors surveyed more than 670 employees from 23 super- market locations in Indonesia. Using their confidential responses, the researchers measured their feelings of envy, as well as their motivations across three dimen- sions: communion (or harmony with co-workers), achievement and status. Three months later, they analyzed HR data to count employee absences and assess turnover. For workers who are highly moti- vated by teamwork and camaraderie, the study found they were absent more oen—and more likely to quit—when they reported feelings of envy. Conversely, when achievement-ori- ented employees felt jealous, they were less likely to miss work or leave the company, perhaps because their envy pushed them to work harder on self-improvement. Tussing says her research presents an important lesson for organizations with team-based cultures. "Managers should avoid situations that easily trigger social comparisons, like designating an 'employee of the month,' giving certain employees better assign- ments or showing favoritism," Tussing says. "Instead, look for opportunities to reward the entire team and emphasize collective goals, so employees see their co-workers' success as their own." Why singling out an 'employee of the month' may backfire Tussing Bringing telemedicine to sleep apnea patients

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