The effects of temporary agency work contract transitions on well-being

Organizational affective commitment effects on militaries’ well-being during a deployment: A study of a peacekeeping mission

Based on the Conservation of Resources Theory, this longitudinal study analyzes the contribution of organizational affective commitment during the preparation phase of a peacekeeping mission (T1) to explain the well-being of soldiers during that mission (T2). A sample of 409 Brazilian army participants in the MINUSTAH (United Nations Stabilization Mission in Haiti) was used in two waves - preparation of the troops in Brazil, and their deployment in Haitian territory. The data analysis was performed using structural equation modeling. The results supported organizational affective commitment during the preparation phase (T1) positively predicting the general well-being (perception of health and general satisfaction with life) of these soldiers during the deployment phase (T2). The workplace well-being (i.e. work engagement) of these peacekeepers was also found to mediate this relationship. Theoretical and practical implications are discussed, and limitations and suggestions for future research are presented.

Is it ok to be connected outside the office? The impact on well-being at work and the mediating role of the work and family relationship

Purpose

To analyze the relationship between technology-assisted supplemental work (TASW) and well-being in the workplace – burnout and engagement. Furthermore, this study aims to test the relationship between TASW and burnout, mediated by work-to-family conflict (WFC) and the relationship between TASW and engagement mediated by work-to-family enrichment (WFE).

Design/methodology/approach

The data was collected from a service company operating in Portugal. A total of 338 responses from a services company in Portugal were analyzed. Two statistical programs were used for the data analysis: IBM statistical package for the social sciences (SPSS 25.0) and SPSS analysis of moment structures (AMOS 25.0).

Findings

The results highlight the positive relationship between TASW and engagement and the relationship between TASW and burnout, which only exists when WFC is present. Moreover, the relationship between TASW and engagement is stronger through WFE.

Originality/value

Using the conservation of resources theory as a framework, the results contribute to the literature by shedding further light upon the positive effects of TASW on employees’ well-being and the work and family relationship.

Enhancing Engagement through Job Resources: The Moderating Role of Affective Commitment

Research has shown that affective commitment, one of three components of organizational commitment defined by Meyer and Allen (1991), can act as a moderator in relationships between job stressors and worker´s psychological tension. However, due to the scarcity of studies that investigate the moderating effect of this commitment component on relationships between positive variables, the purpose of this study is to examine the moderating role of affective commitment in the relationship between autonomy, peer support, supervisory support and perceived organizational support (POS), as job resources, on engagement. In this sense, we analyzed the data provided by a sample of Portuguese employees (N = 554), from an organization belonging to the consultancy sector. Firstly, we aimed to examine the direct effects of those job resources on engagement, and, then, examine the impact of affective commitment as a moderator on these relationships. The results partially support the hypotheses formulated. Indeed, there was a positive relationship between the job resources studied - work autonomy, peer support, supervisory support and POS - and engagement. Furthermore, according to our hypothesis, the interaction established between affective commitment and autonomy, significantly exacerbates the positive effect of this job resource on workers well-being, that is, on their engagement (b = .08, p < .05). However, contrary to our hypothesis, the affective commitment does not moderate the relationship between the other job resources and engagement. This study contributes to a deepest knowledge about the potentialities of affective commitment, reinforcing the importance of consider it as a contextual resource.

Engagement in carers of persons with intellectual disabilities: the role of self-efficacy and emotional intelligence

Purpose: Different research papers into various occupational groups demonstrate the importance of engagement for the wellbeing of both employees and organizational results. However, the study of this phenomenon and that of other positive factors in professional staff caring for persons with intellectual disabilities is scarce. For this reason, the objective of this work was to test a theoretical model concerning the relationship between engagement, a positive factor, and self-efficacy in carers of persons with an intellectual disability, using emotional intelligence as a mediating variable.Materials and methods: Three hundred and eleven carers participated in the study. Self-report measures with adequate psychometric properties were provided to evaluate engagement, self-efficacy, and emotional intelligence.Results and conclusions: The structural equation models (SEM) showed a significant relation between self-efficacy and engagement. In addition, one of the dimensions of emotional intelligence, namely the use of emotions (UOE), was a full mediator in this relationship. The other dimensions showed no relation to engagement. Thus, the UOE was a fundamental factor for self-efficacy to imply engagement. For this reason, intervention programs in wellbeing and health in the workplace should include specific training in this skill among their objectives.Implications for rehabilitationCarers are very important persons in the lives of individuals with intellectual disabilities.There was a significant relationship between self-efficacy and engagement and use of emotions was a full mediator in this relationship.The intervention programs should include training the emotional intelligence among their objectives in order to optimize engagement.