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Salin D, Stride C, Smith S, Santokhie S. High-performance work practices and employee wellbeing: organizational identification as a mediator. Front Psychol 2023; 14:1175344. [PMID: 37560097 PMCID: PMC10407248 DOI: 10.3389/fpsyg.2023.1175344] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2023] [Accepted: 07/11/2023] [Indexed: 08/11/2023] Open
Abstract
AIM The aim of this study was to examine how high-performance work practices affect engagement and workplace bullying, two different aspects of employee wellbeing. Furthermore, the study sought to examine the potential mediating role of organizational identification in these relationships. METHOD A two-wave survey study (n = 213) was conducted among psychologists in Finland. RESULTS The results showed that high-performance work practices (HPWPs) were positively associated with engagement and negatively associated with the risk of workplace bullying. Moreover, organizational identification acted as mediator of the HPWPs-engagement relationship, though alongside the significant indirect effect via organizational identification there was also a significant direct effect of HPWPs on engagement. DISCUSSION The study adds knowledge to ongoing debates on whether HPWPs support or undermine employee wellbeing. In particular, it extends our understanding of the association between HPWPs and relationship wellbeing, a topic that has so far received scant attention. Furthermore, the study advances our understanding of explanatory mechanisms in the HPWPs-engagement relationship and points to the importance of organizational identification for explaining why HPWPs lead to higher engagement.
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Affiliation(s)
- Denise Salin
- Department of Management and Organisation, Hanken School of Economics, Helsinki, Finland
| | - Chris Stride
- Institute of Work Psychology, SUMS, University of Sheffield, Sheffield, United Kingdom
| | - Sofia Smith
- Department of Management and Organisation, Hanken School of Economics, Helsinki, Finland
| | - Stefan Santokhie
- Department of Management and Organisation, Hanken School of Economics, Helsinki, Finland
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Ding B, Miao T. The Moderating Effects of Social Responsibility Climate and Safety Climate in Keeping Healthcare Workers' Engagement during COVID-19. Healthcare (Basel) 2023; 11:healthcare11081077. [PMID: 37107911 PMCID: PMC10138047 DOI: 10.3390/healthcare11081077] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/06/2023] [Revised: 03/04/2023] [Accepted: 03/09/2023] [Indexed: 04/29/2023] Open
Abstract
OBJECTIVE The outbreak of COVID-19 brings an overload of physical and mental demands to healthcare professionals. Keeping healthcare professionals sustainable, engaged, and performing at their highest levels becomes critical and nonetheless difficult. The objective of this research is to link the literature on organizational climates, corporate social responsibility, safety science, and work engagement, and propose a research framework that investigates the factors influencing healthcare professionals' engagement during COVID-19. METHODOLOGY We propose that when healthcare workers' career callings are triggered by COVID-19, it influences their perceptions of the work's meaningfulness, which ultimately enhances their work engagement. We argue that creating a social responsibility climate and a safety climate inside the hospital facilitates the process of turning healthcare workers' perceived work meaningfulness into work engagement. We collected data from 112 healthcare professionals, including nurses, doctors, and executive staff, from 16 wards in a public hospital in China to test our hypotheses. RESULTS Hierarchical linear regression analysis provided empirical support for our research model. We find that healthcare professionals' career callings during COVID-19 enhanced their perceived work meaningfulness, which results in increased work engagement. Moreover, a social responsibility climate and a safety climate strengthens the link between work meaningfulness and work engagement among participants. CONCLUSIONS Creating a social responsibility climate and a safety climate in the workplace are effective management approaches to realize healthcare workers' feelings of work meaningfulness and turn them into work engagement.
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Affiliation(s)
- Bin Ding
- International Business School Suzhou, Xi'an Jiaotong-Liverpool University, Suzhou 215123, China
| | - Tianyi Miao
- International Business School Suzhou, Xi'an Jiaotong-Liverpool University, Suzhou 215123, China
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Thinking of how you think of me: working cancer survivors' metaperceptions of competence and why they matter. JOURNAL OF MANAGERIAL PSYCHOLOGY 2023. [DOI: 10.1108/jmp-07-2022-0332] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/18/2023]
Abstract
PurposeCancer-related stigma is a troubling challenge faced by working cancer survivors and organizations aiming to promote inclusive work environments. Research suggests that a harmful stereotype faced by cancer survivors is that the cancer survivors are low in competence. Leveraging the concept of the looking glass self and social cognitive theory, the authors develop a theoretical model about psychological processes through which cancer survivors' competence metaperceptions are related to work outcomes.Design/methodology/approachThe authors recruited 200 working cancer survivors from online research panels and empirically test a theoretical model on how cancer survivors' metaperceptions of competence are related to the survivors' turnover intention and vigor at work. The authors additionally conducted an experimental vignette study among a sample of 133 students to examine confounds concerning causal order.FindingsThe authors found that favorable competence metaperceptions were related to decreased turnover intentions and increased vigor through cancer survivors' enhanced self-efficacy, especially for survivors high in need for emotional support.Practical implicationsThis study suggests that inclusive organizations should pay attention to employees with cancer histories as a hidden disadvantaged group. To protect and motivate working cancer survivors, managers need to create a positive socio-cognitive working environment where cancer survivors are respected and valued.Originality/valueBy examining cancer survivors' metaperceptions and showing that survivors may internalize others' stereotype about individuals with a history of cancer, the authors advance the understanding about cancer survivors' return-to-work challenges.
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Curcuruto M, Williams S, Brondino M, Bazzoli A. Investigating the Impact of Occupational Technostress and Psychological Restorativeness of Natural Spaces on Work Engagement and Work-Life Balance Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:2249. [PMID: 36767614 PMCID: PMC9916046 DOI: 10.3390/ijerph20032249] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 10/13/2022] [Revised: 01/18/2023] [Accepted: 01/19/2023] [Indexed: 06/18/2023]
Abstract
The COVID-19 pandemic has necessitated lockdowns and mandatory working from home, as well as restrictions on travel and recreation. As a result, many people have had to use their home as an office and have increased their use of Information Communications Technology (ICT) for work purposes. Nature and accessing natural spaces are known to be beneficial for human health and wellbeing, as a result of their restorative properties. Access to local outdoor spaces was permitted under restrictions, and use of such spaces increased during lockdown. This survey study investigated whether the perceived restorativeness of natural spaces and exposure to technostress predicted the levels of work engagement and work-life balance satisfaction (WLBS) during the period of COVID-19 restrictions adopted in 2020. Analyses conducted on a sample of 109 people employed in the UK revealed that technostress negatively impacted WLBS, whilst perceived psychological restorativeness positively predicted work engagement. The study highlights the benefits of having access to natural spaces to improve employees' work engagement and potentially negate the negative effects of technostress, particularly during a period of intensive working from home. The results contribute to the understanding of the linkages between restorativeness and work engagement, paving the way for synergies across these research fields.
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Affiliation(s)
- Matteo Curcuruto
- School of Humanities and Social Sciences, Leeds Beckett University, Leeds LS1 3HE, UK
| | - Sian Williams
- School of Humanities and Social Sciences, Leeds Beckett University, Leeds LS1 3HE, UK
| | | | - Andrea Bazzoli
- Department of Psychology, Washington State University, Vancouver, WA 98686, USA
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Sammarra A, Profili S, Peccei R. The multifaceted influence of age on employee work engagement: Examining the interactive effects of chronological age, relational age, and perceived age-related treatment. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2022. [DOI: 10.1177/23970022221138056] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Building upon and extending prior research, this study examines the interplay between chronological age, relational age, and perceived age-related treatment in predicting work engagement. While previous studies have often examined these three facets of age in isolation from one another, this article develops an integrative framework that combines life span theories with relational demography and age-related treatment studies. Findings from a sample of 434 school teachers from 16 schools in Italy supported the hypothesis that the three-way interaction between relational age, chronological age and age-related treatment generates asymmetrical effects on work engagement. Specifically, at high levels of perceived positive age-related treatment, relational age was positively associated with older workers’ engagement, while greater relational age was associated with reduced work engagement when older workers perceived that they were treated unfairly based on their age. In contrast, among younger workers, work engagement was positively related to perceived positive age-related treatment whatever the level of relational age.
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Pérez-Nebra AR, Viana BS, Lira E, Martín-Hernandez P, Gracia-Pérez ML, Gil-Lacruz M. The work design contribution to educational workers' sustainable wellbeing and performance patterns. Front Psychol 2022; 13:1020942. [DOI: 10.3389/fpsyg.2022.1020942] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/16/2022] [Accepted: 10/10/2022] [Indexed: 11/11/2022] Open
Abstract
Brazilian education faces difficulties relating to performance and illness, suggesting that the characteristics of the work can affect both variables. This study aims to describe the work characteristics that increase the odds of having happy–productive patterns in education workers. A total of 4,598 employees of the Secretariat of Education of the Federal District (SEEDF) participated in the research, answering questionnaires about work design (Brazilian version, with 18 factors), wellbeing (containing three factors), and performance. The results showed that task, social, and contextual characteristics increase the probability of being in the happy–productive pattern, and specifically, Social Support, Feedback from Others, Task Significance, Task Identity, and Autonomy, in this order, should be considered for intervention purposes.
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Vachhrajani M, Mishra SK, Rai H, Paliwal A. The direct and indirect effect of neuroticism on work engagement of nurses during COVID-19: A temporal analysis. Front Psychol 2022; 13:947887. [PMID: 36304847 PMCID: PMC9592722 DOI: 10.3389/fpsyg.2022.947887] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/19/2022] [Accepted: 09/21/2022] [Indexed: 11/28/2022] Open
Abstract
Healthcare professionals such as nurses faced a tough time during the pandemic. Despite the personal and professional challenges, they contributed immensely during the pandemic. However, there were variations in nurses’ work engagement during the pandemic. One reason could be their personality, especially neuroticism. Neuroticism represents individuals’ proneness to distress in stressful situations, such as COVID-19. Hence, understanding how and in which conditions neuroticism influences work engagement is crucial. We used the Job Demand-Resource (JD-R) model to test the association between neuroticism and work engagement. As neuroticism represents the stress-proneness of an individual, we further investigated if stress mediates the neuroticism-work engagement link. For the nurses, patient interaction is an integral part of their job. Based on the data collected from the nurses, we tested if contact with patients (i.e., beneficiary contact) alleviates the adverse effect of neuroticism on work engagement. During COVID-19, there was an intense need for nursing support. Hence, avoiding duty when society is looking for support might induce a fear of stigmatization among the nurses. We examined if the perceived stigma of duty avoidance would affect the neuroticism-engagement relationship. Our results indicated that higher patient contact alleviated the adverse effect of neuroticism on work engagement. On the other hand, higher fear of stigma exacerbated the adverse effect of neuroticism on work engagement. We further checked the combined effect of beneficiary contact and fear of stigma on neuroticism-work engagement relationships. The findings highlighted the importance of societal factors and policymakers in enhancing nurses’ work engagement.
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Affiliation(s)
- Mit Vachhrajani
- Indian Institute of Management Indore, Indore, India
- *Correspondence: Mit Vachhrajani, ; Sushanta Kumar Mishra
| | - Sushanta Kumar Mishra
- Indian Institute of Management Bangalore, Bangalore, Karnataka, India
- *Correspondence: Mit Vachhrajani, ; Sushanta Kumar Mishra
| | - Himanshu Rai
- Indian Institute of Management Indore, Indore, India
| | - Amit Paliwal
- Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH, New Delhi, India
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Peker M, Ersoy NC. Disentangling person and work unit level relationships between a climate of authenticity and work engagement: The mediating role of surface acting in interactions with work unit members. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03683-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Examining the mechanisms linking responsible leadership and work engagement: the mediating roles of general distributive justice climate and perceived supervisor support. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-02855-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Corporate Risk Tolerance and Acceptability towards Sustainable Energy Transition. ENERGIES 2022. [DOI: 10.3390/en15020459] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
The omnipresence of risk prevails in almost every aspect of human life. Individuals and societal factors are pivotal in the decision-making process to judge acceptability and tolerability of risk. Tolerability of risk (ToR) is characterized by dynamism pinned in the process of decision making that helps to gauge the society and individual’s risk. The energy transition implies switching the energy system from fossil fuels or any traditional mechanism to modern renewable sources that are sustainable. The energy transition is paramount important in the current global energy system to attain sustainable goals for organizations. This study used the positivism research paradigm to address the research questions. The quantitative approach helps to examine the cause-and-effect relationship. It also helps to collect systematic information to meet the objectives of the research. A total sample of 300 was selected for the data collection from renewable energy companies. The study used positivism research philosophy applied deductive approach. The data is analyzed through PLS-SEM. It is summarized that the scale of risk acceptability and tolerability in Pakistan is moderate which encourages companies to work progressively and increases sociocultural activities to make society a partner of this new shift in energy transition that will ultimately increase the level of risk acceptability. Nevertheless, as a society, people are neither high-risk takers nor risk avoiders due to income constraints, macroeconomic uncertainty, and political instability.
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Shao Y, Goštautaitė B, Wang M, Ng TWH. Age and sickness absence: Testing physical health issues and work engagement as countervailing mechanisms in a cross‐national context. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12498] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Zacher H, Froidevaux A. Life stage, lifespan, and life course perspectives on vocational behavior and development: A theoretical framework, review, and research agenda. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2020.103476] [Citation(s) in RCA: 16] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Meng F, Wang Y, Xu W, Ye J, Peng L, Gao P. The Diminishing Effect of Transformational Leadership on the Relationship Between Task Characteristics, Perceived Meaningfulness, and Work Engagement. Front Psychol 2020; 11:585031. [PMID: 33324294 PMCID: PMC7723826 DOI: 10.3389/fpsyg.2020.585031] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2020] [Accepted: 11/02/2020] [Indexed: 11/13/2022] Open
Abstract
The topic of employee work engagement in the public sector has attracted broad attention because it is critical to the efficiency and effectiveness of public services. Based on the Job Characteristics Model (JCM) and the Integrative Theory of Employee Engagement (ITEE), the present research adopts a multilevel design to examine a moderated mediation model in which task characteristics (i.e., task autonomy and task significance as level-1 predictors) and social context (i.e., transformational leadership as a level-2 moderator) jointly impact employee work engagement via individual perception of meaningfulness in work. A total of 349 grassroots police officers from 35 police substations were invited to anonymously complete a survey via mobile app. After performing the cross-sectional analysis, the results indicated that in contrast to task significance, the conditional effect of task autonomy on work engagement via perceived meaningfulness was more positive at a lower level of transformational leadership. Implications, limitations, and future research directions are discussed.
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Affiliation(s)
| | - Yi Wang
- Zhejiang Police College, Hangzhou, China
| | - Wenying Xu
- School of Marxism, Zhejiang Sci-Tech University, Hangzhou, China
| | - Junhui Ye
- Zhejiang Police College, Hangzhou, China
| | - Lin Peng
- Department of Psychology, Sun Yat-sen University, Guangzhou, China
| | - Peng Gao
- Department of Pharmacy, The Children's Hospital, Zhejiang University School of Medicine, National Clinical Research Center for Child Health, Hangzhou, China
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Goštautaitė B, Bučiūnienė I, Dalla Rosa A, Duffy R, Kim HJ. Healthcare professionals with calling are less likely to be burned out: the role of social worth and career stage. CAREER DEVELOPMENT INTERNATIONAL 2020. [DOI: 10.1108/cdi-10-2018-0255] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Abstract
PurposeThe association of calling with burnout is not well understood. This study investigates how calling influences burnout and what the roles of social worth and career stage are in this relation. Drawing from the Conservation of Resources Theory, we expect that calling may be negatively associated with burnout through increased social worth and that career stage moderates these relationships.Design/methodology/approachBased on a sample of 566 healthcare professionals, we conducted regression analyses with bootstrapping procedures to test the proposed hypotheses.FindingsThe findings show that social worth mediates the negative relation between calling and burnout. Additionally, the positive relation between calling and social worth was more pronounced for late-career employees; yet, the negative relation between social worth and burnout was stronger for early-career employees.Practical implicationsThe findings suggest that searching and pursuing a professional calling is beneficial for individuals. Additionally, social worth is crucial in this relation and could be used to actively prevent burnout.Originality/valueThe study advances our understanding of the consequences of calling for employees by explaining the underlying mechanism between calling and burnout and its importance at different career stages.
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Unpacking the predictive effects of social characteristics on job crafting. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2020. [DOI: 10.1108/ijoa-07-2019-1821] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to examine the predictive effects of social context and its interaction effects with individual differences on job crafting behaviors. Specially, this paper draws on the purposeful work behavior theory to outline how the four social characteristics (social support, interdependence, interaction outside the organization and feedback from others) and the moderation effects of neuroticism predict task crafting, relational crafting and cognitive crafting.
Design/methodology/approach
The current study examined four social characteristics as antecedents of job crafting behaviors. The moderating effects of neuroticism were explored as well. By conducting a three-wave survey, the authors received a sample of 253 full-time incumbents in Japan. The data analysis used multiple regressions by using R language. Correlational and moderated regression analyses were performed to test this study’s hypotheses.
Findings
Empirical analysis of this study’s data shows some initial support for the application of the purposeful work behaviors theory to job crafting. The findings indicate that all four social characteristics promoted particular job crafting behaviors. Neuroticism was a significant moderator for the relationships between social support, interaction outside the organization, feedback from others and relative job crafting dimensions. The current study extends existing models of job crafting.
Originality/value
The current study makes significant theoretical contributions for both work design and job crafting literature. The present framework enriches our understanding of job crafting by demonstrating a picture of a moderated model between social characteristics and job crafting by uncovering the moderator – neuroticism. This study’s findings also contribute to managerial practices. Managers should build a supportive context and provide interdependence, interactions outside the organization and interpersonal performance feedback. To motivate employees with different personalities, offering different social context is necessary.
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Amarnani RK, Restubog SLD, Bordia P, Abbasi AA. Age as double‐edged sword among victims of customer mistreatment: A self‐esteem threat perspective. HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1002/hrm.21949] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Rajiv K. Amarnani
- Centre for Sustainable HRM & Well‐Being, Peter Faber Business SchoolAustralian Catholic University Melboune VIC Australia
- Management and Organizations DepartmentUWA Business School, The University of Western Australia Perth WA Australia
| | - Simon Lloyd D. Restubog
- School of Labor and Employment Relations and Department of PsychologyUniversity of Illinois at Urbana‐Champaign Champaign IL
- UQ Business School at the University of Queensland Brisbane QLD Australia
| | - Prashant Bordia
- Research School of ManagementThe Australian National University Canberra ACT Australia
| | - Ayeesha A. Abbasi
- Research School of ManagementThe Australian National University Canberra ACT Australia
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Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement. SUSTAINABILITY 2018. [DOI: 10.3390/su10114109] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The psychology of sustainability highlights the importance of building organizational environments promoting the employees’ well-being, and leaders play an important role in it. Drawing from Kahn’s theory, the purpose of this study is to simultaneously examine the mediating role of task significance, perceived organizational support (POS) and employees’ core self-evaluations (CSE) in the relationship between supervisors’ transformational leadership and job engagement. In order to test the proposed model, a structural equation modelling was performed using the bootstrapping technique in IBM SPSS Amos 23 for Windows. The sample consisted of 320 employees from emergent high-tech and knowledge-based SMEs in Spain. The results supported all the hypotheses posited. By helping employees to find the meaning and significance of their work, making them feel supported by the organization and strengthening their sense of worth and competence, transformational leaders boost job engagement, a key aspect of the human dimension of organizational sustainability. This paper contributes to the psychology of sustainability by advancing knowledge of the mechanisms through which supervisors’ transformational leadership influences employees’ well-being in terms of job engagement.
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Rajaee Harandi S, Abdolvand N. Investigating the Effect of Online and Offline Workplace Communication Networks on Employees’ Job Performance: Considering the Role of Culture. JOURNAL OF GLOBAL INFORMATION TECHNOLOGY MANAGEMENT 2018. [DOI: 10.1080/1097198x.2018.1423839] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Saeedeh Rajaee Harandi
- Information Technology Management, Faculty of Social Sciences and Economics, Alzahra University, Tehran, Iran
| | - Neda Abdolvand
- Faculty of Social Sciences and Economics, Alzahra University, Tehran, Iran
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Johnson SJ, Machowski S, Holdsworth L, Kern M, Zapf D. Age, emotion regulation strategies, burnout, and engagement in the service sector: Advantages of older workers. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2017. [DOI: 10.1016/j.rpto.2017.09.001] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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Vansteenkiste S, Deschacht N, Sels L. Why are unemployed aged fifty and over less likely to find a job? A decomposition analysis. JOURNAL OF VOCATIONAL BEHAVIOR 2015. [DOI: 10.1016/j.jvb.2015.07.004] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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