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Fang Z, Bao Y, Hua M. Social media use for work during non-work hours and turnover intention: the mediating role of burnout and the moderating role of resilience. Front Psychol 2024; 15:1391554. [PMID: 39144610 PMCID: PMC11321981 DOI: 10.3389/fpsyg.2024.1391554] [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: 02/26/2024] [Accepted: 07/15/2024] [Indexed: 08/16/2024] Open
Abstract
Introduction This study uses survey data from 504 Chinese teachers to investigate the relationship between social media use for work during non-work hours (SMUNW) and turnover intention, focusing on the mediating role of burnout and the moderating role of resilience in this relationship. Methods In November 2023, online survey links were sent to 529 teachers from Shandong Province, China, asking them to report their perceptions of SMUNW, burnout, resilience, and turnover intention. A sample of 504 valid responses was obtained. The analysis was performed using SPSS 26.0 and Hayes' PROCESS MACRO for SPSS for testing the hypotheses. Results The results revealed that burnout acts as a mediator in the relationship between SMUNW and turnover intention. In addition, resilience moderated the relationship between SMUNW and burnout such that when resilience was higher, the relationship between SMUNW and burnout was alleviated. Moreover, resilience moderated the indirect relationship between SMUNW and turnover intention through burnout such that when resilience was higher, the indirect relationship was alleviated. Discussion The results of this study indicate that SMUNW is related to turnover intention through the mediating role of burnout. Furthermore, resilience moderates the influence of SMUNW on burnout and thus weakens the influence of SMUNW on turnover intention through burnout. This study expands our knowledge of the nuanced influence mechanisms of social media use in the context of increasing technostress among public employees. Practically, it suggests that managers should pay due attention to the impairments brought about by social media use, especially from the perspectives of preventing burnout and fostering resilience.
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Affiliation(s)
| | - Yuanjie Bao
- School of Public Administration and Policy, Renmin University of China, Beijing, China
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Molek-Winiarska D. Reducing Work-Related Stress Through Soft-Skills Training Intervention in the Mining Industry. HUMAN FACTORS 2024; 66:1633-1649. [PMID: 36373772 PMCID: PMC10943617 DOI: 10.1177/00187208221139020] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/16/2023]
Abstract
OBJECTIVE The aim of the study was to verify if soft-skills training is an effective intervention in reducing work-related stress among miners, that is, people who run the risk of losing health and/or life due to unpredictable natural forces or human error at work. BACKGROUND The motivation for the intervention was based on Job Demands-Resources model where soft skills are job resources that help individuals to cope with or prevent high demands of the environment. The needed skills as well as work demands were first investigated and then a custom training was developed. The rationale for introducing soft-skills training into the work environment can be seen as compatible with the Human Capital Model (HCM) which is designed to stimulate positive organizational behaviour by providing an effective approach to ensure employees' adequate coping with work-related stress. METHOD 96 volunteer employees were assigned to intervention (n = 48) and comparison (n = 48) groups. 16-hour tailored training covered tasks and simulation games related to communication, teambuilding, self-management and conflict resolution skills. Job Content Questionnaire, Occupational Stress Indicator (modified to fit the mining environment) and General Health Questionnaire were used in the study. A MANOVA with effect-size measures was conducted. RESULTS Results revealed a significant increase in decision latitude and social support for the trainees. A substantial decrease in stress was also observed, along with a significant decrease in general health problems. There were no such changes in the comparison group. CONCLUSIONS A soft-skills training, including communication, teamwork, self-motivation and conflict-resolution skills, helped participants to cope better with the stressful environment and improved their mental health. These effects lasted three months later. APPLICATION The intervention improved miners' psychosocial health and the strategies of coping with stress, which increased safety and health in the company. Investigating the effectiveness of such interventions included in the general Human Capital Model, as it was done in the study, might be a step forward towards building an interdisciplinary approach for health and safety and human resources.
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Affiliation(s)
- Dorota Molek-Winiarska
- Associate Professor, Human Resources Management Department, Wroclaw University of Economics and Business, Wroclaw, Poland
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Bedendo A, Papworth A, Taylor J, Beresford B, Mukherjee S, Fraser LK, Ziegler L. Work-related resources and demands predicting the psychological well-being of staff in children's hospices. Palliat Support Care 2023:1-10. [PMID: 37970659 DOI: 10.1017/s147895152300161x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2023]
Abstract
OBJECTIVES This study assessed the work-related resources and demands experienced by children's hospice staff to help identify staff support systems and organizational practices that offer the most potential to prevent staff burnout and enhance well-being at work. METHODS The relationships between individual and organizational characteristics, work-related resources and demands, and burnout and work engagement outcomes experienced by children's hospice staff were explored using two surveys: the Children's Hospice Staff survey, completed by UK children's hospice staff, and the Children's Hospice Organisation and Management survey, completed by the Heads of Care. We used structural equation modeling to assess the relationships between the variables derived from the survey measures and to test a model underpinned by the Job Demands-Resource (JD-R) theory. RESULTS There were 583 staff responses from 32 hospices, and 414 participants provided valid data for burnout and work engagement outcome measures. Most participants were females (95.4%), aged 51-65 years old (31.3%), and had more than 15 years of experience in life-limiting conditions (29.7%). The average score for burnout was 32.5 (SD: 13.1), and the average score for work engagement was 7.5 (SD: 1.5). The structural model validity showed good fit. Demands significantly predicted burnout (b = 4.65, p ≤ 0.001), and resources predicted work engagement (b = 3.09, p ≤ 0.001). The interaction between resources and demands only predicted work engagement (b = -0.31, p = 0.115). Burnout did not predict work engagement (b = -0.09, p = 0.194). SIGNIFICANCE OF RESULTS The results partly supported the JD-R model, with a clear association between resources and work engagement, even when the demands were considered. Demands were only directly associated with burnout. The findings also identified a set of the most relevant aspects related to resources and demands, which can be used to assess and improve staff psychological well-being in children's hospices in the UK.
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Affiliation(s)
- Andre Bedendo
- Department of Health Sciences, University of York, York, UK
| | - Andrew Papworth
- School for Business and Society, University of York, York, UK
| | - Jo Taylor
- Department of Health Sciences, University of York, York, UK
| | - Bryony Beresford
- School for Business and Society, University of York, York, UK
- Social Policy Research Unit, University of York, York, UK
| | - Suzanne Mukherjee
- School for Business and Society, University of York, York, UK
- Social Policy Research Unit, University of York, York, UK
| | - Lorna K Fraser
- Cicely Saunders Institute of Palliative Care, Policy and Rehabilitation, King's College London, London, UK
| | - Lucy Ziegler
- School of Medicine, University of Leeds, Leeds, UK
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Zhang Y, Duan X. Job demands, job resources and postdoctoral job satisfaction: An empirical study based on the data from 2020 Nature global postdoctoral survey. PLoS One 2023; 18:e0293653. [PMID: 37948394 PMCID: PMC10637652 DOI: 10.1371/journal.pone.0293653] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/02/2023] [Accepted: 10/17/2023] [Indexed: 11/12/2023] Open
Abstract
Postdocs encounter numerous hurdles in terms of their professional survival and academic development, as a result of institutional reform and the prevailing academic environment. These challenges significantly impact their job satisfaction, which in turn plays a crucial role in shaping their scientific research career trajectory. To facilitate the advancement of relevant systems and augment the job satisfaction of postdocs, this study employs the 2020 Nature Global Postdoctoral Survey data to conduct a comprehensive analysis. Utilizing descriptive statistics, correlation analysis, and regression analysis, the impact of job characteristic elements on postdoctoral job satisfaction was examined within the theoretical framework of the Job Requirements-Resources (JD-R) model, as well as the mechanisms by which job characteristic elements impact postdoctoral job satisfaction. It was found that job demands and job resources negatively and positively predicted postdoctoral job satisfaction, respectively, with job burnout and job engagement playing a partial mediating role. Job demands can drive postdocs to develop negative coping psychology and limit the motivating effect of job resources on job engagement; job resources can act as a buffer to reduce the probability of postdocs experiencing job burnout as a result of job demands. The aforementioned findings generally support the applicability of the JD-R model to postdocs, theoretically revealing the intrinsic psychological mechanisms by which job characteristics influence postdoctoral job satisfaction and providing theoretical supplements and practical references for postdoctoral training and management.
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Affiliation(s)
- Yue Zhang
- School of Public Policy and Management, China University of Mining and Technology, Xuzhou, China
| | - Xinxing Duan
- School of Public Policy and Management, China University of Mining and Technology, Xuzhou, China
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5
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Ding B, Cao C. An examination of interaction between transformational leadership and hindrance and challenge stressors for nurses. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-05103-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/10/2023] [Indexed: 09/01/2023]
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Schmiedl A, Schulte EM, Kauffeld S. Integrating appraisal processes in the study demands-resources framework - a diary study. ANXIETY, STRESS, AND COPING 2023; 36:444-459. [PMID: 36041058 DOI: 10.1080/10615806.2022.2117306] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/07/2021] [Revised: 07/06/2022] [Accepted: 08/16/2022] [Indexed: 05/24/2023]
Abstract
BACKGROUND AND OBJECTIVES Students face various demands that can lead to health complaints. Hindering demands appear to be especially harmful. Since the perception of demands differs between persons, their individual appraisal determines stress perception. However, individual appraisal processes are largely neglected in research. Therefore, this study builds on the study demands-resources model in examining the dynamics of students' demand-appraisal processes and their effects on well-being. DESIGN During ten days in a four-week period, 247 students participated in a diary study. METHODS We analyzed our data via multilevel path analysis. RESULTS Our analyses revealed that the student's appraisal of the same demands varied across days and depended on available resources, i.e., the received support quality on the respective day. Appraising demands as hindering was positively linked to the perception of stress on the same day. Daily perception of stress was positively linked to person-level strain and health complaints after four weeks. CONCLUSIONS The results highlight the importance of assessing the individual appraisal of demands rather than pre-categorizing demands. Furthermore, our findings identify social support as a crucial resource in reducing hindering appraisal; hence, it should be included in student-focused stress-management interventions. Limitations and further implications are also discussed.
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Affiliation(s)
- Annika Schmiedl
- Department of Industrial/ Organizational and Social Psychology, Technische Universität Braunschweig, Braunschweig, Germany
| | - Eva-Maria Schulte
- Department of Industrial/ Organizational and Social Psychology, Technische Universität Braunschweig, Braunschweig, Germany
| | - Simone Kauffeld
- Department of Industrial/ Organizational and Social Psychology, Technische Universität Braunschweig, Braunschweig, Germany
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Hao R, Zuo J, Jin H, Wang Y, Zhang L, Zhu Y, Wang Y, Qi Y, Qi J, Xia J, Wu Y, Hu J. Anxiety-associated factors among employees with different personality profiles: a cross-sectional study in China. Front Psychol 2023; 14:1043339. [PMID: 37425164 PMCID: PMC10325660 DOI: 10.3389/fpsyg.2023.1043339] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/16/2022] [Accepted: 06/05/2023] [Indexed: 07/11/2023] Open
Abstract
Introduction Anxiety not only harms employees' work efficiency and satisfaction but also presents as a hazard to their mental health. This study aimed to investigate the prevalence of anxiety among Chinese employees, identify their personality profiles and explore the anxiety-related factors in different personality profiles. Methods This national investigation adopted the multistage random sampling method to recruit employees. A total of 3,875 employees were enrolled in this study, and 39.1% (1,515/3,875) of them were experiencing anxiety at the time of the study. Latent profile analysis (LPA) was conducted to identify personality subgroups among Chinese employees based on their BFI-10 scores. Results LPA identified a three-profile solution among Chinese employees: average, resilient, and introverted. Employees in the resilient profile had the lowest anxiety rate (16.1%, 132/822), and those in the average profile had the highest rate (46.8%, 1,166/2,494). Multivariate analysis results showed that for all personality profiles, self-efficacy was positively associated with anxiety, and work-family conflict was negatively associated with anxiety. High levels of perceived social support and self-efficacy reduced the risk of anxiety and higher work-family conflict and no partner increased the odds of anxiety in the average profile. For the introverted profile, female gender, and living in a city increased the chances of suffering from anxiety. Discussion This study identified that each personality profile of Chinese employees had its own set of factors associated with anxiety, which could facilitate employers to provide targeted interventions to alleviate employees' anxiety.
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Affiliation(s)
- Ran Hao
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Jinfan Zuo
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Haoyu Jin
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
- School of Public Health, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Yipeng Wang
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Lei Zhang
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Yufang Zhu
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Ye Wang
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
| | - Yixin Qi
- Department of Breast Center, The Fourth Hospital of Hebei Medical University, Shijiazhuang, Hebei, China
| | - Jiale Qi
- School of Journalism and Communication, Zhengzhou University, Zhengzhou, China
| | - Jing Xia
- School of Nursing, North Sichuan Medical College, Nanchong, China
| | - Yibo Wu
- School of Public Health, Peking University, Beijing, China
| | - Jie Hu
- School of Nursing, Hebei Medical University, Shijiazhuang, Hebei, China
- School of Public Health, Hebei Medical University, Shijiazhuang, Hebei, China
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Wallin S, Fjellman-Wiklund A, Fagerström L. Aging engineers' occupational self-efficacy-a mixed methods study. Front Psychol 2023; 14:1152310. [PMID: 37275701 PMCID: PMC10233145 DOI: 10.3389/fpsyg.2023.1152310] [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: 01/27/2023] [Accepted: 04/19/2023] [Indexed: 06/07/2023] Open
Abstract
Introduction Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
| | | | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
- Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
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van Herpen MM, Nieuwe Weme D, de Leeuw MA, Colenbrander RJ, Olff M, Te Brake H. Wellbeing of Helicopter Emergency Medical Services Personnel in a Challenging Work Context: A Qualitative Study. PREHOSP EMERG CARE 2023; 28:308-317. [PMID: 37079784 DOI: 10.1080/10903127.2023.2184885] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/15/2022] [Revised: 02/21/2023] [Accepted: 02/21/2023] [Indexed: 04/22/2023]
Abstract
BACKGROUND Helicopter emergency medical services (HEMS) personnel provide on-scene trauma care to patients with high mortality risk. Work in the HEMS setting is characterized by frequent exposure to critical incidents and other stressors. The aim of this study was to further our understanding of the factors underlying HEMS personnel wellbeing to inform organizations regarding workplace interventions that can be implemented to support employees. METHOD We conducted 16 semi-structured interviews with HEMS personnel from a university hospital in The Netherlands. Interview topics included work context, personal characteristics, coping, work engagement, and psychosocial support. To analyze the data, we used a generic qualitative research approach inspired by grounded theory, including open, axial, and selective coding. RESULTS The analysis revealed ten categories that provide insight into factors underlying the wellbeing of HEMS personnel and their work context: team and collaboration, coping, procedures, informal peer support, organizational support and follow-up care, drives and motivations, attitudes, other stressors, potentially traumatic events, and emotional impact. Various factors are important to their wellbeing, such as working together with colleagues and social support. Participants reported that HEMS work can have an emotional impact on wellbeing, yet they use multiple strategies to cope with various stressors. The perceived need for organizational support and follow-up care is low among participants. CONCLUSION This study identifies factors and strategies that support the wellbeing of HEMS personnel. It also provides insight into the HEMS work culture and help-seeking behavior in this population. Findings from this study may benefit employers by shedding much-needed light on factors that HEMS personnel feel affect wellbeing.
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Affiliation(s)
- Merel M van Herpen
- ARQ Centre of Expertise for the Impact of Disasters and Crises, Diemen, The Netherlands
- Department of Psychiatry, Amsterdam Neuroscience & Public Health, Amsterdam UMC location University of Amsterdam, Amsterdam, The Netherlands
| | | | - Marcel A de Leeuw
- Department of Anesthesiology, Amsterdam UMC location Vrije Universiteit Amsterdam, Amsterdam, The Netherlands
- HEMS Lifeliner 1, Amsterdam, The Netherlands
- Netwerk Acute Zorg Noord Holland Flevoland, Amsterdam, The Netherlands
| | - Renske J Colenbrander
- Department of Anesthesiology, Amsterdam UMC location Vrije Universiteit Amsterdam, Amsterdam, The Netherlands
- HEMS Lifeliner 1, Amsterdam, The Netherlands
- Netwerk Acute Zorg Noord Holland Flevoland, Amsterdam, The Netherlands
| | - Miranda Olff
- Department of Psychiatry, Amsterdam Neuroscience & Public Health, Amsterdam UMC location University of Amsterdam, Amsterdam, The Netherlands
- ARQ National Psychotrauma Centre, Diemen, The Netherlands
| | - Hans Te Brake
- ARQ Centre of Expertise for the Impact of Disasters and Crises, Diemen, The Netherlands
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Kim LY, Martinez-Hollingworth A, Aronow H, Caffe I, Xu W, Khanbijian C, Lee M, Coleman B, Jun A. The Association Between Korean American Nurse and Primary Care Provider Burnout, Areas of Worklife, and Perceptions of Pandemic Experience: Cross-sectional Study. Asian Pac Isl Nurs J 2023; 7:e42490. [PMID: 36884284 PMCID: PMC10034608 DOI: 10.2196/42490] [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: 09/06/2022] [Revised: 01/22/2023] [Accepted: 02/09/2023] [Indexed: 02/11/2023] Open
Abstract
BACKGROUND Korean immigrants are among the fastest-growing ethnic minority groups and make up the fifth-largest Asian group in the United States. A better understanding of the work environment factors and its impact on Korean American nurse and primary care provider (PCP) burnout may guide the development of targeted strategies to help mitigate burnout and workplace stressors, which is critical for the retention of Korean American nurses and PCPs to promote better alignment of national demographic trends and meet patients' preference for cultural congruence with their health care providers (HCPs). Although there is a growing number of studies on HCP burnout, a limited number of studies specifically focus on the experience of ethnic minority HCPs, particularly during the COVID-19 pandemic. OBJECTIVE In light of these gaps in literature, the aim of this study was to assess burnout among Korean American HCPs and to identify work conditions during a pandemic that may be associated with Korean American nurse and PCP burnout. METHODS A total of 184 Korean American HCPs (registered nurses [RNs]: n=97; PCPs: n=87) practicing in Southern California responded to a web-based survey between February and April 2021. The Maslach Burnout Inventory, Areas of Worklife Survey, and Pandemic Experience & Perceptions Survey were used to measure burnout and work environment factors during the pandemic. A multivariate linear regression analysis was used to assess work environment factors associated with the 3 subcategories of burnout. RESULTS No significant differences were found in the level of burnout experienced by Korean American nurses and PCPs. For RNs, greater workload (P<.001), lower resource availability (P=.04), and higher risk perception (P=.02) were associated with higher emotional exhaustion. Greater workload was also associated with higher depersonalization (P=.003), whereas a greater (professional) community (P=.03) and higher risk perception (P=.006) were associated with higher personal accomplishment. For PCPs, greater workload and poor work-life balance were associated with higher emotional exhaustion (workload: P<.001; worklife: P=.005) and depersonalization (workload: P=.01; worklife: P<.001), whereas only reward was associated with personal accomplishment (P=.006). CONCLUSIONS Findings from this study underscore the importance of strategies to promote a healthy work environment across multiple levels that recognize demographic variation among Korean American RNs and PCPs, potentially influencing their burnout mitigation needs. A growing recognition of identity-informed burnout experiences across frontline Korean American RNs and PCPs argues for future explorations that capture nuance both across and within this and other ethnic minority nurse and PCP groups. By recognizing and capturing these variations, we may better support the creation of targeted, burnout-mitigating strategies for all.
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Affiliation(s)
- Linda Y Kim
- Nursing Research, Cedars Sinai Medical Center, Los Angeles, CA, United States
| | | | - Harriet Aronow
- Nursing Research, Cedars Sinai Medical Center, Los Angeles, CA, United States
| | - Isa Caffe
- College of Nursing, Samuel Merritt University, Oakland, CA, United States
| | - Wenrui Xu
- Nursing Research, Cedars Sinai Medical Center, Los Angeles, CA, United States
| | | | - Mason Lee
- Nursing Research, Cedars Sinai Medical Center, Los Angeles, CA, United States
| | - Bernice Coleman
- Nursing Research, Cedars Sinai Medical Center, Los Angeles, CA, United States
| | - Angela Jun
- Sue and Bill School of Nursing, University of California, Irvine, Irvine, CA, United States
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Karatepe HK, Türkmen E. Serial–multiple mediation of transformational and clinical leadership in the relationship between work overload and quality of work life among nurses: A Job Demands-Resources Framework. Collegian 2023. [DOI: 10.1016/j.colegn.2023.03.008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 04/01/2023]
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12
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Liu B, Xu Q, Xin X, Cui X, Ji M, You X. How can proactive personality affect cabin attendants' safety behaviors? The moderating roles of social support and safety climate. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2023; 29:243-253. [PMID: 35098876 DOI: 10.1080/10803548.2022.2035987] [Citation(s) in RCA: 3] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Abstract
Cabin attendants are mainly responsible for maintaining in-flight safety, and they are crucial to enhance air travel safety and alleviate passenger concerns. The objective of this study is to explore relationships between proactive personality, social support, safety climate and safety behaviors among cabin attendants. A self-assessment questionnaire was used to investigate a sample of 560 cabin attendants from China Southern Airlines Ltd. The results show that proactive personality and safety climate positively influence cabin attendants' safety behaviors. Social support was found to weaken the positive effect of proactive personality on safety behaviors. Furthermore, social support and safety climate jointly moderate the relationship between proactive personality and safety behaviors, suggesting that this relationship is the strongest when the levels of social support and safety climate are both high. Theoretical and practical implications for researchers and practitioners in designing interventions and strategies to promote safety behaviors in an airline context are discussed.
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Affiliation(s)
- Bo Liu
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Quan Xu
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Xiaoyang Xin
- Center for Psychological Sciences, Zhejiang University, People's Republic of China
| | - Xuyang Cui
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Ming Ji
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
| | - Xuqun You
- School of Psychology, Shaanxi Normal University, People's Republic of China.,Shaanxi Provincial Key Laboratory of Behavior and Cognitive Neuroscience, People's Republic of China
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Nagarajan R, Alagiriswamy R, Parayitam S. The Effect of Job Crafting on Performance and Satisfaction: Physical Engagement as a Mediator and Cognitive and Emotional Engagement as Moderators. IIM KOZHIKODE SOCIETY & MANAGEMENT REVIEW 2023. [DOI: 10.1177/22779752221135359] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/06/2023]
Abstract
This study explores the relationship between job crafting on task performance and job satisfaction among faculty members in higher educational institutions. A conceptual model was developed wherein the moderating role of cognitive and emotional engagement and the mediating role of physical engagement in influencing the task performance. Data was collected from 592 faculty members from higher educational institutions in southern India. First, the instrument’s psychometric properties were checked by performing structural equation modelling using the LISREL package. The hypothesized relationships were tested using Hayes’ PROCESS macros. The findings indicate that (a) job crafting and physical engagement are positively related to task performance, (b) job crafting is positively related to physical engagement, (c) physical engagement mediates the relationship between job crafting and task performance and (d) task performance mediates between job crafting and job satisfaction. The results also suggest that cognitive engagement moderates between job crafting and physical engagement. Furthermore, emotional engagement (second moderator) moderates the relationship between job crafting and cognitive engagement (first moderator) in influencing task performance mediated through physical engagement. The three-way interaction between task crafting, emotional engagement and cognitive engagement in influencing physical engagement is a novel contribution of this study. The implications for theory and practice in human resource management and personnel psychology are discussed.
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Affiliation(s)
- Rajbarath Nagarajan
- PG & Research Department of Commerce, Bishop Heber College (Autonomous), Affiliated to Bharathidasan University, Tiruchirappalli, India
| | - Ravikumar Alagiriswamy
- PG & Research Department of Commerce, Bishop Heber College (Autonomous), Affiliated to Bharathidasan University, Tiruchirappalli, India
| | - Satyanarayana Parayitam
- Department of Management and Marketing, Charlton College of Business, University of Massachusetts Dartmouth, MA Massachusetts, United States
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Fernandez de Henestrosa M, Sischka PE, Steffgen G. Examining the challenge-hindrance-threat distinction of job demands alongside job resources. Front Psychol 2023; 14:1011815. [PMID: 36874807 PMCID: PMC9983325 DOI: 10.3389/fpsyg.2023.1011815] [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: 08/04/2022] [Accepted: 01/31/2023] [Indexed: 02/19/2023] Open
Abstract
Purpose Previous research conducted on the Job Demands-Resources model has mostly ignored the newly introduced Challenge-Hindrance-Threat distinction of workplace stressors. Thus, to better understand the nature of job demands, the present study aimed to explore this distinction of job demands within the framework of the Job Demands-Resources model. Moreover, it examined competing theoretical frameworks by investigating the associations between job characteristics and psychological health variables (i.e., burnout, vigor). Design/methodology/approach Data were collected via computer assisted telephone interview among a representative sample of employees working in Luxembourg (n = 1,506). Findings Structural Equation Modeling supported the distinctiveness of the proposed demand categories in terms of their effects. The health impairing nature of threats, hindrances, and challenges, as well as the motivational potential of resources was supported. Yet, scarce support was found for the moderating effects of demands and resources on employees' well-being. Research implications Based on these findings, we argue for an extended framework of job characteristics, which will more accurately describe their nature and effects on employees. Practical implications In order to promote employee's well-being, occupational health advisors need to be aware of the distinct demand-wellbeing relations when implementing job redesign measures. Originality/value Combining multiple theoretical frameworks is considered a leading principle in occupational health research. The present study implements an extended classification framework of workplace stressors into one of today's most influential theoretical framework of job characteristics.
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Affiliation(s)
- Martha Fernandez de Henestrosa
- Department of Behavioral and Cognitive Sciences, Faculty of Humanities, Education and Social Sciences, Esch-sur-Alzette, Luxembourg
| | - Philipp E Sischka
- Department of Behavioral and Cognitive Sciences, Faculty of Humanities, Education and Social Sciences, Esch-sur-Alzette, Luxembourg
| | - Georges Steffgen
- Department of Behavioral and Cognitive Sciences, Faculty of Humanities, Education and Social Sciences, Esch-sur-Alzette, Luxembourg
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Lee J, Resick CJ, Allen JA, Davis AL, Taylor JA. Interplay between Safety Climate and Emotional Exhaustion: Effects on First Responders' Safety Behavior and Wellbeing Over Time. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 39:1-23. [PMID: 36573129 PMCID: PMC9772603 DOI: 10.1007/s10869-022-09869-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 12/14/2022] [Indexed: 06/17/2023]
Abstract
Various job demands continuously threaten Emergency Medical Service (EMS) first responders' safety and wellbeing. Drawing on Job Demands-Resources Theory, the present study examines the effects of the organizational context-safety climate-and the psychological context-emotional exhaustion-on safety behaviors and wellbeing over time. We tested our hypotheses in a longitudinal study of 208 EMS first responders nested within 45 stations from three fire departments in US metropolitan areas over 6 months during the beginning of the COVID-19 pandemic. Multilevel modeling showed that the relationship between safety climate and safety compliance behaviors can be attenuated when EMS first responders experience high emotional exhaustion. Emotional exhaustion was also negatively associated with morale while safety climate was positively associated with morale. Additionally, EMS first responders experienced increased depression when their emotional exhaustion levels were high. Higher safety climate was associated with decreased depression when emotional exhaustion was within a low-to-medium range. Higher safety climate was also associated with lower absolute levels of depression across the entire range of emotional exhaustion. These findings suggest that promoting safety climate and mitigating emotional exhaustion can augment EMS first responders' safety behaviors and wellbeing.].
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Affiliation(s)
- Jin Lee
- Department of Psychological Sciences, Kansas State University, Manhattan, USA
| | - Christian J. Resick
- Department of Management, LeBow College of Business at Drexel University, Philadelphia, USA
| | - Joseph A. Allen
- Department of Family & Preventive Medicine, University of Utah Health, Salt Lake City, USA
| | - Andrea L. Davis
- Department of Environmental & Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, USA
| | - Jennifer A. Taylor
- Department of Environmental & Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, USA
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16
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Liu X, Wu Z, Zeng K. Where there is a will, there's a way: Job search clarity, reemployment crafting and reemployment quality. Front Psychol 2022; 13:1061847. [PMID: 36544457 PMCID: PMC9760847 DOI: 10.3389/fpsyg.2022.1061847] [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: 10/05/2022] [Accepted: 11/22/2022] [Indexed: 12/07/2022] Open
Abstract
Job hunting is regarded as a self-regulatory process. However, few studies have examined the mechanism underlying the job search goal-performance relationship from the perspective of the self-regulatory behavior of reemployment crafting (RC). Therefore, the purpose of this study was to examine the mediating role of RC in the relationship between job search clarity (JSC) and reemployment quality (RQ) and the moderating role of the reemployment context. A three-wave study was conducted among 295 rural migrant workers who had experienced unemployment to successful reemployment in China. Model 4 and Model 9 from SPSS macro PROCESS were used to test the moderated mediation model. The findings indicated that (1) JSC was positively correlated with RQ; (2) seeking resources (SR) and seeking challenging demands (SCD) fully mediated the relationship between JSC and RQ; (3) supportive environment (SEn) and challenging environment (CEn), independently, have moderating effect on the relationship between JSC and SR, as well as the relationship between JSC and SCD; and (4) the mediating effect of SR as well as SCD was significant and greater when SEn and CEn were both at high levels. This study contributes to goal-setting theory and highlights the important roles of RC and the reemployment context.
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17
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Pulido-Martos M, Cortés-Denia D, Luque-Reca O, Lopez-Zafra E. Authentic leadership and personal and job demands/resources: A person-centered approach and links with work-related subjective well-being. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03938-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Abstract
AbstractThe job demands-resources theory considers an open group of personal and job demands and resources. Thus, it allows us to include personal resources not yet covered (i.e., vigor at work) or less explored (i.e., emotional abilities), as well as personal demands not yet explored (i.e., overcommitment). Additionally, from this theory, it is proposed that leaders may influence employee wellbeing. Therefore, of particular interest is to analyze positive leadership styles, such as authentic leadership (AL). This study addresses three research objectives: 1) to identify profiles of employees from a person-centered approach, combining personal resources (self-perception of emotional abilities, vigor at work and self-efficacy) and personal demands (overcommitment) with job resources and demands; 2) to analyze the relation of the identified profiles with indicators of work-related subjective well-being; and 3) to acknowledge whether the AL style determines the pertaining to a profile probability. A large heterogeneous sample of Spanish employees (N = 968) responded to a questionnaire. Data were analyzed by adopting a person-centered approach using latent profile analysis. The results revealed five patterns of job and individual characteristics: Profile 5 (very low personal resources, and low job resources and demands); Profile 4 (low resources and high demands); Profile 3 (mid-level personal resources, high job resources and low demands); Profile 2 (high personal resources, mid-level job resources and high demands); and Profile 1 (high resources and low demands). Analyses showed that workers differed significantly in well-being depending on their profile membership, with Profile 1 having the highest well-being. Profiles that yielded the worst outcomes were Profile 4 and Profile 5, especially the latter. Finally, the results indicated that AL increased the probability that a profile would show a high well-being level.
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18
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Liu B, Xin X, Gao X, Gao L. Challenge–Hindrance Stressors and Employability: The Combined Role of the Energy–Motivation Process and Organizational Investment. Psychol Res Behav Manag 2022; 15:3411-3425. [DOI: 10.2147/prbm.s387080] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/22/2022] [Accepted: 11/10/2022] [Indexed: 11/29/2022] Open
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Dhanani LY, LaPalme ML, Pham CT, Hall TK. The Burden of Hate: How Nonwork Discrimination Experienced During the COVID-19 Pandemic Impacts Asian American Employees. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 38:621-635. [PMID: 36213150 PMCID: PMC9530437 DOI: 10.1007/s10869-022-09848-6] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 09/21/2022] [Indexed: 05/03/2023]
Abstract
The COVID-19 pandemic has been accompanied by a sharp increase in prejudice and discrimination targeting Asian Americans in the USA. Thus, in addition to the public health risks associated with the virus, exposure to discrimination poses a unique threat to the health and well-being of Asian Americans. Indeed, empirical evidence has documented the linkage between experiencing anti-Asian discrimination during the pandemic and health decrements among Asian Americans. The goal of this study was to expand that research to also consider the ways experiencing discrimination in a nonwork context may spill over to affect the general and job-related well-being of Asian American employees as well as the potential mitigating role of coworker compassion. Results from a sample of 311 Asian American employees demonstrated that experiencing nonwork discrimination was associated with decrements in physical health and increased depression and job-related exhaustion. Further, there were significant interactions between nonwork discrimination and coworker compassion for engagement, emotional exhaustion, and depressive symptoms such that nonwork discrimination was more strongly related to each outcome when coworker compassion was low. The findings from the current study suggest that experiences of racial derogation, even those that occur outside the workplace environment, are detrimental to the well-being of employees and that coworker compassion is a positive resource that may foster healthier and more inclusive work environments. Supplementary Information The online version contains supplementary material available at 10.1007/s10869-022-09848-6.
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Affiliation(s)
- Lindsay Y. Dhanani
- School of Management and Labor Relations, Rutgers University, 94 Rockafeller Road, Piscataway, NJ 08904 USA
| | | | - Carolyn T. Pham
- DePaul University, 2219 North Kenmore Avenue, Chicago, IL 60614 USA
| | - Taylor K. Hall
- Ohio University, 22 Richland Avenue, Athens, OH 45701 USA
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20
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Li B, Li Z, Fu M. Understanding beginning teachers' professional identity changes through job demands-resources theory. Acta Psychol (Amst) 2022; 230:103760. [PMID: 36198235 DOI: 10.1016/j.actpsy.2022.103760] [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: 05/23/2022] [Revised: 08/16/2022] [Accepted: 09/30/2022] [Indexed: 11/27/2022] Open
Abstract
Teachers' professional identity is malleable. However, changes in first-year teachers' professional identity are under-documented in the literature. This study attempted to understand these changes using the job demands-resources (JD-R) model in the context of a two-wave investigation before and after the first year of teaching (Time 1 and Time 2). A total of 464 elementary and secondary schoolteachers reported twice their perceived professional identity in terms of job satisfaction, occupational commitment, teacher self-efficacy, and motivation to teach. School characteristics were captured in terms of job demands and job resources at T2. Findings estimated by the rank-order change, the mean-level change, and the Reliable Change Index indicated significant declines in these teachers' professional identity over one year. Autoregressive change analysis revealed that growth opportunities (job resources) and emotional demands (job demands) in the school context played a major role in the observed declines. Suggestions and implications are discussed for key stakeholders of teacher education programs and teachers' professional development.
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Affiliation(s)
- Bing Li
- College of International Studies, Southwest University, Chongqing, China.
| | - Zheng Li
- College of International Studies, Southwest University, Chongqing, China.
| | - Mingchen Fu
- Institute of Moral Education, Nanjing Normal University, #122 Ninghai Road, Nanjing, China.
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21
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Giauque D, Renard K, Cornu F, Emery Y. Engagement, Exhaustion, and Perceived Performance of Public Employees Before and During the COVID-19 Crisis. PUBLIC PERSONNEL MANAGEMENT 2022; 51:263-290. [PMID: 36093284 PMCID: PMC9445401 DOI: 10.1177/00910260211073154] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
At the outset of the COVID-19 pandemic, the Swiss federal government implemented a lockdown that prompted a majority of private and public organizations to implement teleworking solutions for their employees. This study aimed to examine the impact of work modalities, job-related, relational, and organizational climate variables on employees' engagement, exhaustion, and perceived performance both before and during the forced teleworking period. Based on the job demands-resources framework, a survey was conducted (N = 1,373) in a Swiss Cantonal public administration. Results show that while the forced telework period positively influenced employees' work autonomy and work-life balance, it negatively influenced their degree of collaboration and perceived job strain but did not affect their engagement levels. The freedom to organize ones' own work and collaboration with colleagues were identified as the main resources that positively influence employees' engagement and perceived performance while limiting exhaustion.
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22
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Turkistani J, Agha S, Khan MA, Mohamed TA. The Job Demands in Predicting Burnout During COVID-19 Among Teaching Faculty at KSAU-HS, Jeddah, Saudi Arabia. ADVANCES IN MEDICAL EDUCATION AND PRACTICE 2022; 13:913-926. [PMID: 36035024 PMCID: PMC9417653 DOI: 10.2147/amep.s367776] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 04/27/2022] [Accepted: 08/03/2022] [Indexed: 06/15/2023]
Abstract
PURPOSE This study aimed to assess the burnout among faculty members of King Saud bin Abdulaziz University for Health Sciences (KSAU-HS), Jeddah, during the COVID-19 pandemic and investigate their adaptations to online teaching. PATIENTS AND METHODS The study utilized a survey research design, and a validated questionnaire was e-mailed to faculty members. The Maslach Burnout Inventory - Educators Survey was used to assess burnout in three domains (emotional exhaustion, depersonalization, and personal accomplishment), in addition to their adaptations to online teaching. RESULTS A total of 112 faculty members completed the survey with a response rate of 25%. Females comprised 50.9% of the sample. Burnout assessment among faculty showed moderate emotional exhaustion and personal accomplishment. In contrast, the level of depersonalization was low. When assessing the impact of the shift to online education during the pandemic, 87.5% of the respondents reported increased confidence in online teaching and learning effectiveness. CONCLUSION Faculty members at KSAU-HS reported moderate emotional exhaustion. Fortunately, this had a moderate impact on students' intellectual development and well-being. Most of the faculty feedback supported online teaching during the pandemic.
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Affiliation(s)
- Jihan Turkistani
- Department of Dental Services, King Abdulaziz Medical City, Ministry of National Guard Health Affairs, Jeddah, Kingdom of Saudi Arabia
- King Abdullah International Medical Research Center, Riyadh, Kingdom of Saudi Arabia
| | - Sajida Agha
- King Abdullah International Medical Research Center, Riyadh, Kingdom of Saudi Arabia
- Department of Medical Education, College of Medicine, King Saud bin Abdulaziz University for Health Sciences, Ministry of National Guard Health Affairs, Riyadh, Kingdom of Saudi Arabia
| | - Muhammad Anwar Khan
- King Abdullah International Medical Research Center, Riyadh, Kingdom of Saudi Arabia
- Department of Medical Education, College of Medicine, King Saud bin Abdulaziz University for Health Sciences, Ministry of National Guard Health Affairs, Jeddah, Kingdom of Saudi Arabia
| | - Tarig A Mohamed
- King Abdullah International Medical Research Center, Riyadh, Kingdom of Saudi Arabia
- Department of Medical Education, College of Medicine, King Saud bin Abdulaziz University for Health Sciences, Ministry of National Guard Health Affairs, Riyadh, Kingdom of Saudi Arabia
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23
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Bokuchava T, Javakhishvili N. Dual role of empathy in job stress, burnout, and intention to leave among addiction specialists. Psych J 2022; 11:945-955. [PMID: 35947090 DOI: 10.1002/pchj.583] [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: 11/24/2021] [Accepted: 06/15/2022] [Indexed: 11/11/2022]
Abstract
This study aimed to investigate the relationship between job stress, burnout, and intention to leave, moderated by empathic concern and perspective-taking. The data were collected via the Maslach Burnout Inventory-Human Services Survey (MBI-HSS), Interpersonal Reactivity Index (IRI) measuring perspective-taking and empathic concern, Spielberger's Professional Stress Questionnaire, and a questionnaire measuring intention to leave. Medical doctors, nurses, and psychologists working in addiction facilities were surveyed. The results showed that, independently, job stress increases burnout and intention to leave. In addition, either cognitive or emotional factors of empathy prevent burnout and intention to leave; however, the preventing effect of each is reduced when they interact. Moreover, perspective-taking enhances the effect of job stress on intention to leave. This twofold effect of empathy for burnout and intention to leave provides practical implications for health-care professionals.
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Affiliation(s)
- Tamar Bokuchava
- School of Arts and Sciences, D. Uznadze Institute of Psychology, Ilia State University, Tbilisi, Georgia
| | - Nino Javakhishvili
- School of Arts and Sciences, D. Uznadze Institute of Psychology, Ilia State University, Tbilisi, Georgia
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24
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Lee K, Choi JO, Hyun SS. A Study on Job Stress Factors Caused by Gender Ratio Imbalance in a Female-Dominated Workplace: Focusing on Male Airline Flight Attendants. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19159418. [PMID: 35954775 PMCID: PMC9367829 DOI: 10.3390/ijerph19159418] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/12/2022] [Revised: 07/28/2022] [Accepted: 07/29/2022] [Indexed: 11/16/2022]
Abstract
This study investigated the factors that cause job stress among male flight attendants in a female-dominated airline organization, as well as the impact of job stress on their mental health and turnover intention. It also attempted to determine whether perceived family support, perceived organizational support, and job positions had moderating effects on male flight attendants’ job stress. Six job stress factors were identified through focus group interviews and a literature review. A survey was conducted from 1 January to 2 February 2022 to validate the research model, and 188 valid samples were used for statistical analysis. This study discovered that gender differences in communication, relationship conflict with colleagues, hierarchical organizational culture, and role overload had a direct impact on male flight attendants’ job stress. Job stress was found to have a negative impact on mental health and a positive impact on turnover intention. Perceived organizational support was also found to reduce job stress. This study is notably the first to address stress encountered by male flight attendants at work. It offers new directions for future airline personnel management and research. It also presents practical implications, such as the development of training and personnel management programs for male flight attendants.
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Magnavita N, Chiorri C. Development and Validation of a New Measure of Work Annoyance Using a Psychometric Network Approach. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:9376. [PMID: 35954733 PMCID: PMC9368152 DOI: 10.3390/ijerph19159376] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/22/2022] [Revised: 07/27/2022] [Accepted: 07/28/2022] [Indexed: 02/01/2023]
Abstract
Existing measures of the impact of job characteristics on workers' well-being do not directly assess the extent to which such characteristics (e.g., opportunity to learn new skills) are perceived as positive or negative. We developed a measure, the Work Annoyance Scale (WAS), of the level of annoyance that workers feel about certain aspects of the job and evaluated its psychometric properties. Using archival data from two cohorts (n = 2226 and 655) of workers that had undergone an annual medical examination for occupational hazard, we show the usefulness of the network psychometric approach to scale validation and its similarities and differences from a traditional factor analytic approach. The results revealed a two-dimensional structure (working conditions and cognitive demands) that was replicable across cohorts and bootstrapped samples. The two dimensions had adequate structural consistency and discriminant validity with respect to other questionnaires commonly used in organizational assessment, and showed a consistent pattern of association with relevant background variables. Despite the need for more extensive tests of its content and construct validity in light of the organizational changes due to the COVID-19 pandemic and of an evaluation of the generalizability of the results to cultural contexts different from the Italian one, the WAS appears as a psychometrically sound tool for assessment and research in organizational contexts.
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Affiliation(s)
- Nicola Magnavita
- Postgraduate School of Occupational Health, Università Cattolica del Sacro Cuore, 00168 Rome, Italy;
- Department of Woman, Child & Public Health Sciences, Fondazione Policlinico Universitario A. Gemelli IRCCS, 00168 Rome, Italy
| | - Carlo Chiorri
- Department of Educational Sciences, University of Genova, 16128 Genova, Italy
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Nwachukwu C, Vu HM, Chládková H, Agboga RS. Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria. INDUSTRIAL AND COMMERCIAL TRAINING 2022. [DOI: 10.1108/ict-05-2022-0028] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement.
Design/methodology/approach
Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure.
Findings
The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement.
Research limitations/implications
A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships.
Practical implications
This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged.
Originality/value
To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.
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Italian Validation of the 12-Item Version of the Burnout Assessment Tool (BAT-12). INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19148562. [PMID: 35886414 PMCID: PMC9322735 DOI: 10.3390/ijerph19148562] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/14/2022] [Revised: 07/10/2022] [Accepted: 07/12/2022] [Indexed: 12/26/2022]
Abstract
The Burnout Assessment Tool (BAT) has shown satisfactory validity evidence in several countries, with the 23-item version of the instrument reporting adequate psychometric properties also in the Italian context. This paper is aimed to present results from the Italian validation of the 12-item version of the BAT. Based on a sample of 2277 workers, our results supported the factorial validity of a higher-order model represented by 4 first-order factors corresponding to the core dimensions of burnout, namely exhaustion, mental distance, and emotional and cognitive impairment. The measure invariance of the BAT-12 between data collected before and during the COVID-19 pandemic was supported. However, ANCOVA results suggest a higher score on the second-order burnout factor on data collected during the COVID-19 pandemic in comparison with earlier data. In line with the JD-R model, the BAT-12 total score reported a positive association with job demands (i.e., workload, time pressure, and role conflict) and a negative association with job resources (i.e., job autonomy, coworkers’ support) and personal resources (i.e., optimism, social self-efficacy, and task self-efficacy). Additionally, the BAT-12 showed a negative association with work engagement components (i.e., vigor, dedication, and absorption) and positive job attitudes (i.e., job satisfaction, affective commitment). All in all, our results identify the Italian version of the BAT-12 as a brief and reliable tool for measuring burnout among workers.
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Schlicher KD, Reddehase J, Maier GW. Is a Match Better Than No Match? On the Interaction of Demands and Support During Technological Change. Front Psychol 2022; 13:824010. [PMID: 35814081 PMCID: PMC9261962 DOI: 10.3389/fpsyg.2022.824010] [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: 11/28/2021] [Accepted: 05/16/2022] [Indexed: 11/30/2022] Open
Abstract
Progressing digitalization and technological changes triggered by COVID-19 lockdowns means for organizations that new technologies need to be implemented in shorter time periods. The implementation of new technologies in the workplace poses various change demands on employees. Organizations try to counteract these effects by providing change support in the form of for example training or participation options. However, to date, it is unclear how change demands develop a detrimental effect and whether change support can buffer this relation due to which working mechanisms, and whether the effectiveness of support measures can be increased by matching them to specific change demands. Based on the integrative framework of social support theory, which draws on the job demands-resources model and self-determination theory, we hypothesize that change demands can be most effectively addressed through matching change support. In three consecutive experimental vignette studies (N1 = 89, N2 = 134, N3 = 138) of dependently employed samples, we analyzed the interaction of change demands and change support on attitude to change, satisfaction with the change process, and behavioral intention to use by manipulating the degree of demand (high vs. low) and provided support (high vs. low) and by conducting moderated mediation analyses, and integrated the results meta-analytically. The results show that change demands have a detrimental effect on technology implementation outcomes. In one of the three studies we confirmed a moderating effect of change support. The relation was mediated by perceived frustration, but the mediating effect of psychological need satisfaction was inconclusive. Based on our results, we discuss that the research on matching support requires the evaluation of the personal relevance of the support receiver to increase the chance of achieving a match.
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Affiliation(s)
- Katharina D. Schlicher
- Division of Work and Organizational Psychology, Department of Psychology, Bielefeld University, Bielefeld, Germany
- Research Institute for Cognition and Robotics (CoR-Lab), Bielefeld University, Bielefeld, Germany
- *Correspondence: Katharina D. Schlicher,
| | - Jannik Reddehase
- Division of Work and Organizational Psychology, Department of Psychology, Bielefeld University, Bielefeld, Germany
| | - Günter W. Maier
- Division of Work and Organizational Psychology, Department of Psychology, Bielefeld University, Bielefeld, Germany
- Research Institute for Cognition and Robotics (CoR-Lab), Bielefeld University, Bielefeld, Germany
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Chen Z, Lee T, Yue X, Wang J. How Time Pressure Matter University Faculties' Job Stress and Well-Being? The Perspective of the Job Demand Theory. Front Psychol 2022; 13:902951. [PMID: 35719478 PMCID: PMC9204604 DOI: 10.3389/fpsyg.2022.902951] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/23/2022] [Accepted: 04/27/2022] [Indexed: 11/13/2022] Open
Abstract
The work environment of employees has been greatly affected by the COVID-19 pandemic, and many limitations and risks can be seen until now. In addition to employees in firms, the faculty in colleges and universities also suffer from pressure and face challenges. For the purpose of performance assessment and promotion, the faculty not only needs to teach students, but also assumes the time pressure from academic research. This study discusses the process in which the faculty's subjective well-being is affected, in an effort to learn about the job demands of the faculty under the work environment with a high level of time pressure, and the effect of these time-related job demands on their psychological health. In this study, 347 valid questionnaires were collected from universities in coastal areas of the Chinese mainland. The results show that time-related job demands have a positive impact on time pressure; time pressure has a negative impact on subjective well-being; and time-related self-efficacy can significantly mediate the relationship among time-related job demands, time pressure, and subjective well-being. On this basis, this study proposes its theoretical and practical implications.
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Affiliation(s)
- Zhong Chen
- School of Business, Xiamen Institute of Technology, Xiamen, China
| | - Tzaichiao Lee
- Chongqing Metropolitan College of Science and Technology, Chongqing, China
| | - Xianghua Yue
- School of Economics and Management, Xiangnan University, Chenzhou, China
| | - Jie Wang
- Guangdong University of Finance and Economics, Guangzhou, China.,Stamford International University, Bangkok, Thailand
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Jaakson K, Ashyrov G. Happy to Be a Boss? Cultural Moderators of Relationships Between Supervisory Responsibility and Job Satisfaction. Front Psychol 2022; 13:868910. [PMID: 35783769 PMCID: PMC9240621 DOI: 10.3389/fpsyg.2022.868910] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Accepted: 05/16/2022] [Indexed: 12/02/2022] Open
Abstract
This paper addresses whether supervisory responsibility is a challenging job demand in the Job Demands-Resources (JD-R) model in different cultural contexts. We investigate how job satisfaction responds to a supervisory role with job control and selected cultural dimensions using a cross-cultural dataset of 14 countries with more than 43,000 adults using ordered logit regression models. We find that a supervisory role enhances job satisfaction and appears to be a challenging job demand. However, no studied cultural dimension, masculinity, power distance, individualism, or uncertainty avoidance, increases job satisfaction derived from this kind of responsibility. Our study indicates that there might be stereotypical assumptions about cultural dimensions concerning the job satisfaction of supervisors.
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Yi M, Jiang D, Wang J, Zhang Z, Jia Y, Zhao B, Guo L, Chen O. Relationships among thriving at work, organisational commitment and job satisfaction among Chinese front-line primary public health workers during COVID-19 pandemic: a structural equation model analysis. BMJ Open 2022; 12:e059032. [PMID: 35672077 PMCID: PMC9174534 DOI: 10.1136/bmjopen-2021-059032] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/18/2022] Open
Abstract
OBJECTIVES This study aims to explore the mediating effect and influence mechanism of organisational commitment on the association among thriving at work and job satisfaction among frontline primary public health workers (PHWs) in China during the COVID-19 pandemic. DESIGN This study is a cross-sectional written survey. SETTING We included 20 primary care units in northern provinces of China. PARTICIPANTS A total of 601 PHWs who worked in primary organisations and against COVID-19 on the front line were included. METHODS We collected the data from the participants' written questionnaire (Minnesota Satisfaction Questionnaire, thriving at work scale and organisational commitment scale), and programmed AMOS V.26.0 to develop a structural equation model (SEM) based on the relationships among the three variables. RESULTS The thriving at work scores of the primary PHWs were (M=3.17, SD=0.65), and job satisfaction was (M=3.05, SD=0.69); the scores of their thriving at work, organisational commitment and job satisfaction were all significantly correlated (p<0.01); and the SEM indicated that organisational commitment had a significant partial mediating effect between thriving at work and job satisfaction. The overall effect value was 0.867, and the mediated effect value was 0.422, accounting for 48.7% of the total effect size. CONCLUSION The thriving at work and job satisfaction scores of primary PHWs in China are moderate, and thriving at work not only affects job satisfaction directly, but also indirectly through organisational commitment. This study suggests that health policy-makers should promote job satisfaction among PHWs through relative inventions aiming to improve their thriving at work and organisational commitment.
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Affiliation(s)
- Mo Yi
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
| | - Di Jiang
- Department of Nursing, Peking Union Medical College Hospital Eastern Branch, Beijing, China
| | - Jingjing Wang
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
| | - Zeyi Zhang
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
| | - Yuanmin Jia
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
| | - Baosheng Zhao
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
| | - Lei Guo
- Centre for Health Management and Policy Research, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
- School of Public Health, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
| | - Ou Chen
- School of Nursing and Rehabilitation, Cheeloo College of Medicine, Shandong University, Jinan, Shandong, China
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32
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Duggan EW, Clark M. Moving Past Burnout, Looking Toward Engagement. Anesthesiol Clin 2022; 40:399-413. [PMID: 35659410 DOI: 10.1016/j.anclin.2022.01.012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/15/2023]
Abstract
Physician engagement is often discussed in the medical literature; yet health care research examining this construct has been disjointed and plagued by conceptual ambiguities. Examining validated organizational evidence, we offer 3 key antecedents of work engagement that show promise as resources for medical professionals and health care organizations: psychological safety, organizational justice, and job crafting. In addition, we outline the nomological network of related, yet distinct, concepts, to demonstrate the relationship between engagement, burnout, and job satisfaction. As health care organizations facilitate engagement, they provide an additional avenue to decrease physician burnout, while also positively impacting provider and organizational outcomes.
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Affiliation(s)
- Elizabeth W Duggan
- Industrial and Organizational Psychology, Department of Anesthesiology and Perioperative Medicine, University of Alabama Birmingham, 619 South 19th Street JT 804, Birmingham, AL 35249-6810, USA.
| | - Malissa Clark
- Department of Psychology, University of Georgia, 319 Psychology Building, Athens, GA 30602, USA
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33
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Lange M, Kayser I. The Role of Self-Efficacy, Work-Related Autonomy and Work-Family Conflict on Employee's Stress Level during Home-Based Remote Work in Germany. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:4955. [PMID: 35564349 PMCID: PMC9105450 DOI: 10.3390/ijerph19094955] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/02/2022] [Revised: 04/08/2022] [Accepted: 04/15/2022] [Indexed: 02/01/2023]
Abstract
Home-based remote work becomes increasingly popular. The facets of remote work, especially working from home, are multifaceted and can become stressors that affect a person’s health. At the same time, self-efficacy is an important personal resource to deal with health-related stressors. The objective of this study is therefore to explore the relationship between self-efficacy (SE), work-related stress (WRS), health outcomes (health and anxiety), contributing factors (autonomy and experience) and work-family conflict (WFC) in a remote work setting. Using a PLS-model (partial least square) with a sample of n = 5163 responses, we found that SE significantly reduces WRS (β = −0.164; p < 0.001). Moreover, WFC increases WRS and anxiety, while SE reduces WFC and mediates health outcomes (anxiety: β = −0.065; p < 0.001; health: β = −0.048; p < 0.001). At the same time, autonomy (β = 0.260; p < 0.001) and experience (β = 0.215; p < 0.001) increase SE. Our results have high practical implications for employers and employees, underlining the importance of self-efficacy as a personal resource to buffer WRS and WFC while promoting overall health at the same time.
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Affiliation(s)
- Martin Lange
- Department of Fitness & Health, IST University of Applied Sciences, Erkrather Straße 220a-c, 40233 Düsseldorf, Germany
| | - Ina Kayser
- Department of Communication & Business, IST University of Applied Sciences, Erkrather Straße 220a-c, 40233 Düsseldorf, Germany;
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Petermann MKH, Zacher H. Workforce Agility: Development and Validation of a Multidimensional Measure. Front Psychol 2022; 13:841862. [PMID: 35401298 PMCID: PMC8992541 DOI: 10.3389/fpsyg.2022.841862] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/22/2021] [Accepted: 02/15/2022] [Indexed: 11/13/2022] Open
Abstract
The concept of workforce agility has become increasingly popular in recent years as agile individuals are expected to be better able to handle change and uncertainty. However, agility has rarely been studied in a systematic way. Relations between agility and positive work outcomes, such as higher performance or increased well-being, have often been suggested but rarely been empirically tested. Furthermore, several different workforce agility measures are used in the literature which complicates the comparison of findings. Recognizing these gaps in the literature, we developed a new workforce agility measure, compared this measure to established workforce agility measures, and empirically tested the relations of workforce agility with work outcomes. For this purpose, we surveyed participants from two samples (N 1 = 218, N 2 = 533). In a first step, we used Sample 1 to examine the factor structure of the measure for item selection. In a second step, we used Sample 2 to confirm the 10-factor structure and to compare the predictive validity of our measure along with two other agility measures. Findings demonstrate predictive validity for all three workforce agility scales, especially in relation to innovative performance. Furthermore, workforce agility related positively to task and innovative performance, organizational citizenship behavior, job satisfaction, and well-being.
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Affiliation(s)
- Moritz K H Petermann
- Wilhelm Wundt Institute of Psychology, Universität Leipzig, Leipzig, Germany.,Daimler AG, Stuttgart, Germany
| | - Hannes Zacher
- Wilhelm Wundt Institute of Psychology, Universität Leipzig, Leipzig, Germany
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35
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Fadare O, Doucette WR, Gaither C, Schommer JC, Arya V, Bakken B, Kreling DH, Mott DA, Witry MJ. Exploring the moderating role of job resources in how job demands influence burnout and professional fulfillment among U.S. pharmacists. Res Social Adm Pharm 2022; 18:3821-3830. [DOI: 10.1016/j.sapharm.2022.04.003] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/05/2021] [Revised: 03/09/2022] [Accepted: 04/13/2022] [Indexed: 10/18/2022]
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36
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Gillet N, Morin AJ, Austin S, Huyghebaert-Zouaghi T, Fernet C. Supervisor expectations regarding work-related messages: their differential effects among remote and on-site workers. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2022. [DOI: 10.1108/lodj-01-2022-0030] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeResearch suggests that supervisor expectations regarding the need to respond quickly to work-related messages (SE) tend to be positively related to employees' levels of emotional exhaustion. In the present research paper, the authors examine the indirect – through emotional exhaustion – effects of these expectations on employees' levels of family satisfaction, life satisfaction and sleep quality. They also explore whether and how these associations differ between employees working on-site (n = 158) or remotely (n = 284).Design/methodology/approachA total of 442 employees completed an online survey that covered measures on SE, emotional exhaustion, family and life satisfaction and sleep quality.FindingsAs hypothesized, the results of the study revealed that the indirect effects of SE on family satisfaction, life satisfaction and sleep quality were significantly mediated by emotional exhaustion. Finally, the relations between SE and the mediator (emotional exhaustion) were stronger among employees working on-site than among employees working remotely.Practical implicationsSE prevention could be encouraged to decrease employees' emotional exhaustion, in turn increasing their sleep quality, family satisfaction and life satisfaction.Originality/valueThese results revealed that working remotely helped buffer the undesirable effects of SE on emotional exhaustion.
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37
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Seedoyal Doargajudhur M, Hosanoo Z. The mobile technological era: insights into the consequences of constant connectivity of personal devices by knowledge workers. INFORMATION TECHNOLOGY & PEOPLE 2022. [DOI: 10.1108/itp-08-2021-0593] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeAs employees’ adoption of Bring Your Own Device (BYOD) has increased, so has research interest into the impact of BYOD on human resources outcomes. The present study aims at understanding the relationship between BYOD and human resources outcomes.Design/methodology/approachThe study employs the inductive data-driven content analysis approach to analyze the data collected through qualitative semi-structured interviews with a sample of 28 knowledge workers from different occupational sectors in Mauritius.FindingsThe results show the double-edged sword brought about by BYOD implementation. This trend is associated with perceived job performance, job satisfaction, organizational commitment and work motivation while also having an effect on work-life conflict and stress.Practical implicationsThis study has implications for organizations that are concerned about formulating guidelines and policies in relation to workers' adoption of BYOD in the workplace. This trend permits employees to continue to communicate and work irrespective of new working conditions and social distancing since the Covid-19 pandemic has changed the way organizations operate around the globe.Originality/valueDriven by the JD-R theory, themes and sub-themes were linked by the emerging relationships to present a conceptual framework to understanding employees' well-being since this is a pertinent research area for scholars and practitioners, as well as a topic of growing prominence for modern organizations.
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38
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LePine MA. The Challenge-Hindrance Stressor Framework: An Integrative Conceptual Review and Path Forward. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221079970] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/11/2022]
Abstract
Research on the topic of stressful workplace demands (stressors) has a long and rich history in psychology and management. Today, the challenge-hindrance stressor framework (CHSF) represents one of the key theoretical models of stress through which scholars understand workplace stressors and their effects on individuals with respect to a broad array of proximal and more distal criteria. Although the CHSF has been used in over two decades of research on issues surrounding the effects of stressors, and despite several meta-analyses which have quantitatively summarized and theoretically extended this work, we lack an integrated picture of how the findings from all this research fits together. This not only thwarts the accumulation of knowledge, but it also masks important issues in need of study and hinders the application of knowledge to improve practice. The purpose of this review is to provide a broad overview of the CHSF, and to facilitate a more cohesive understanding of the literature. The review synthesizes the literature to produce an integrative heuristic, speaks to criticisms of the CHSF in light of research evidence, and presents a road map for future research.
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Affiliation(s)
- Marcie A. LePine
- Department of Management and Entrepreneurship, W.P. Carey School of Business, Arizona State University, Tempe, AZ, USA
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39
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Zivin K, Chang MUM, Van T, Osatuke K, Boden M, Sripada RK, Abraham KM, Pfeiffer PN, Kim HM. Relationships between work-environment characteristics and behavioral health provider burnout in the Veterans Health Administration. Health Serv Res 2022; 57 Suppl 1:83-94. [PMID: 35230714 PMCID: PMC9108225 DOI: 10.1111/1475-6773.13964] [Citation(s) in RCA: 10] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2021] [Revised: 02/03/2022] [Accepted: 02/04/2022] [Indexed: 11/28/2022] Open
Abstract
Objective To identify work–environment characteristics associated with Veterans Health Administration (VHA) behavioral health provider (BHP) burnout among psychiatrists, psychologists, and social workers. Data Sources The 2015–2018 data from Annual All Employee Survey (AES); Mental Health Provider Survey (MHPS); N = 57,397 respondents; facility‐level Mental Health Onboard Clinical (MHOC) staffing and productivity data, N = 140 facilities. Study Design For AES and MHPS separately, we used mixed‐effects logistic regression to predict BHP burnout using surveys from year pairs (2015–2016, 2016–2017, 2017–2018; six models). Within each year‐pair, we used the earlier year of data to train models and tested the model in the later year, with burnout (emotional exhaustion and/or depersonalization) as the outcome for each survey. We used potentially modifiable work–environment characteristics as predictors, controlling for employee demographic characteristics as covariates, and employment facility as random intercepts. Data Collection/Extraction Methods We included work–environment predictors that appeared in all 4 years (11 in AES; 17 in MHPS). Principal Findings In 2015–2018, 31.0%–38.0% of BHPs reported burnout in AES or MHPS. Work characteristics consistently associated with significantly lower burnout were included for AES: reasonable workload; having appropriate resources to perform a job well; supervisors address concerns; given an opportunity to improve skills. For MHPS, characteristics included: reasonable workload; work improves veterans' lives; mental health care provided is well‐coordinated; and three reverse‐coded items: staffing vacancies; daily work that clerical/support staff could complete; and collateral duties reduce availability for patient care. Facility‐level staffing ratios and productivity did not significantly predict individual‐level burnout. Workload represented the strongest predictor of burnout in both surveys. Conclusions This study demonstrated substantial, ongoing impacts that having appropriate resources including staff, workload, and supervisor support had on VHA BHP burnout. VHA may consider investing in approaches to mitigate the impact of BHP burnout on employees and their patients through providing staff supports, managing workload, and goal setting.
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Affiliation(s)
- Kara Zivin
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychiatry, Michigan Medicine, Ann Arbor, Michigan, United States
| | - Ming-Un Myron Chang
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States
| | - Tony Van
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States
| | - Katerine Osatuke
- VHA National Center for Organization Development, Cincinnati, Ohio, United States
| | - Matthew Boden
- Program Evaluation and Resource Center and VA Office of Mental Health Operations, VA Palo Alto Health Care System, Palo Alto, California
| | - Rebecca K Sripada
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychiatry, Michigan Medicine, Ann Arbor, Michigan, United States
| | - Kristen M Abraham
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychology, University of Detroit Mercy, Detroit, Michigan, United States
| | - Paul N Pfeiffer
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychiatry, Michigan Medicine, Ann Arbor, Michigan, United States
| | - Hyungjin Myra Kim
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Consulting for Statistics, Computing and Analytics Research, University of Michigan, Ann Arbor, Michigan, United States
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40
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Leicht‐Deobald U, Lam CF, Bruch H, Kunze F, Wu W. Team boundary work and team workload demands: Their interactive effect on team vigor and team effectiveness. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22104] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
Affiliation(s)
| | - Chak Fu Lam
- City University of Hong Kong Hong Kong China
| | - Heike Bruch
- University of St.Gallen St. Gallen Switzerland
| | | | - Wen Wu
- Management Department, School of Economics and Management Beijing Jiaotong University Beijing China
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41
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Ceschi A, Sartori R, Tommasi F, Noventa S, Morandini S, Zagarese V. A combined resources‐strength intervention: Empirical evidence from two streams of the positive psychology approach. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1111/ijtd.12257] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Andrea Ceschi
- Department of Human Sciences University of Verona Verona Italy
| | | | | | - Stefano Noventa
- Department of Social Sciences Faculty of Economics and Social Sciences University of Tübingen Tübingen Germany
| | - Sofia Morandini
- Department of Human Sciences University of Verona Verona Italy
| | - Vivian Zagarese
- Fralin Biomedical Research Institute at VTC Roanoke Virginia USA
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42
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Xie X, Huang C, Cheung SP, Zhou Y, Fang J. Job Demands and Resources, Burnout, and Psychological Distress of Social Workers in China: Moderation Effects of Gender and Age. Front Psychol 2021; 12:741563. [PMID: 34955962 PMCID: PMC8702995 DOI: 10.3389/fpsyg.2021.741563] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/14/2021] [Accepted: 11/22/2021] [Indexed: 01/21/2023] Open
Abstract
Social work is a fast-growing profession in China, with the workforce numbering approximately 1.2 million in 2018. Studies have shown, however, that social workers in China experience high burnout rates and significant psychological distress. Analyzing data collected from 897 social workers in Chengdu, China, we applied the job demands and resources (JD-R) theory to examine the effects of JD-R on burnout and psychological distress in social workers, as well as whether these relations are moderated by gender and age. Results supported a dual process by which JD-R affected both social workers' burnout and psychological distress through health impairment and motivation processes. Job demands (JD) were associated with high burnout and psychological distress. Meanwhile, job resources (JR) were associated with reduced burnout and psychological distress. Results indicated that JR had greater effects on burnout and distress than did JD. Women and younger professionals appeared to be affected most by JD and psychological distress. The findings support a need for interventions that buffer the effects of JD-R on burnout and psychological distress in social workers in China, focusing on women and younger professionals.
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Affiliation(s)
- Xiaoxia Xie
- Research Institute of Social Development, Southwestern University of Finance and Economics, Chengdu, China
| | - Chienchung Huang
- School of Social Work, Rutgers, The State University of New Jersey, New Brunswick, NJ, United States
| | - Shannon P. Cheung
- School of Social Work, Rutgers, The State University of New Jersey, New Brunswick, NJ, United States
| | - Yuqing Zhou
- Research Institute of Social Development, Southwestern University of Finance and Economics, Chengdu, China
| | - Jingbo Fang
- Research Institute of Social Development, Southwestern University of Finance and Economics, Chengdu, China
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43
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Keegan RJ, Flood A, Niyonsenga T, Welvaert M, Rattray B, Sarkar M, Melberzs L, Crone D. Development and Initial Validation of an Acute Readiness Monitoring Scale in Military Personnel. Front Psychol 2021; 12:738609. [PMID: 34867619 PMCID: PMC8636321 DOI: 10.3389/fpsyg.2021.738609] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/09/2021] [Accepted: 10/15/2021] [Indexed: 11/13/2022] Open
Abstract
Personnel in many professions must remain “ready” to perform diverse activities. Managing individual and collective capability is a common concern for leadership and decision makers. Typical existing approaches for monitoring readiness involve keeping detailed records of training, health and equipment maintenance, or – less commonly – data from wearable devices that can be difficult to interpret as well as raising privacy concerns. A widely applicable, simple psychometric measure of perceived readiness would be invaluable in generating rapid evaluations of current capability directly from personnel. To develop this measure, we conducted exploratory factor analysis and confirmatory factor analysis with a sample of 770 Australian military personnel. The 32-item Acute Readiness Monitoring Scale (ARMS) demonstrated good model fit, and comprised nine factors: overall readiness; physical readiness; physical fatigue; cognitive readiness; cognitive fatigue; threat-challenge (i.e., emotional/coping) readiness; skills-and-training readiness; group-team readiness, and equipment readiness. Readiness factors were negatively correlated with recent stress, current negative affect and distress, and positively correlated with resilience, wellbeing, current positive affect and a supervisor’s rating of solider readiness. The development of the ARMS facilitates a range of new research opportunities: enabling quick, simple and easily interpreted assessment of individual and group readiness.
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Affiliation(s)
- Richard James Keegan
- Research Institute for Sport and Exercise, Faculty of Health, University of Canberra, Canberra, ACT, Australia.,Faculty of Health, University of Canberra, Canberra, ACT, Australia
| | - Andrew Flood
- Research Institute for Sport and Exercise, Faculty of Health, University of Canberra, Canberra, ACT, Australia.,Faculty of Health, University of Canberra, Canberra, ACT, Australia
| | - Theo Niyonsenga
- Faculty of Health, University of Canberra, Canberra, ACT, Australia.,Health Research Institute, University of Canberra, Canberra, ACT, Australia
| | | | - Ben Rattray
- Research Institute for Sport and Exercise, Faculty of Health, University of Canberra, Canberra, ACT, Australia.,Faculty of Health, University of Canberra, Canberra, ACT, Australia
| | - Mustafa Sarkar
- School of Science and Technology, Nottingham Trent University, Nottingham, United Kingdom
| | | | - David Crone
- Department of Defence, Australian Government, Edinburgh, SA, Australia
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Sandoval-Reyes J, Restrepo-Castro JC, Duque-Oliva J. Work Intensification and Psychological Detachment: The Mediating Role of Job Resources in Health Service Workers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:12228. [PMID: 34831983 PMCID: PMC8624283 DOI: 10.3390/ijerph182212228] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/14/2021] [Revised: 10/27/2021] [Accepted: 11/11/2021] [Indexed: 11/16/2022]
Abstract
Psychological detachment is the central experience of recovery from work-related stress that allows individuals to reduce burnout symptoms. The stressor-detachment model (SDM) contends that job resources moderate the relationship between job stressors and psychological detachment. We designed an instrument to measure job resources from a multidimensional perspective. A sample of n = 394 individuals from the health service industry participated in the study. Data indicate that job resources comprise a four-factor structure underlying a formative model. Consistent with the SDM, a partial least squares structural equation modeling (PLS-SEM) analysis suggests a moderating effect of job resources (e.g., control over working conditions, leaders' emotional support), between work intensification and psychological detachment. In addition; results indicate that workers who perceive high levels of support from their organization achieved higher levels of detachment compared with those who perceived low levels of support. Theoretical as well as practical implications for stress management practices, occupational health, and well-being are discussed.
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Affiliation(s)
- Juan Sandoval-Reyes
- Departamento de Psicología Social y las Organizaciones, Facultad de Psicología, Universidad de La Sabana, Chía 250001, Colombia
| | - Juan C. Restrepo-Castro
- Departamento de Evaluación e Intervención Psicológica, Facultad de Psicología, Universidad de La Sabana, Chía 250001, Colombia;
| | - Jair Duque-Oliva
- Escuela de Administración y Contaduría Pública, Facultad de Ciencias Económicas, Universidad Nacional de Colombia, Bogotá 111321, Colombia;
- ESAI Business School, Universidad Espíritu Santo, Samborondon 104135, Ecuador
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45
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Teachers' teleworking job satisfaction during the COVID-19 pandemic in Europe. CURRENT PSYCHOLOGY 2021; 42:8540-8553. [PMID: 34690478 PMCID: PMC8527310 DOI: 10.1007/s12144-021-02355-6] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/30/2021] [Indexed: 01/23/2023]
Abstract
This research takes insights from the job demand resource model to examine the teleworking job satisfaction of teachers for the period of COVID-19 pandemic. This study evidenced that teachers’ satisfaction with teleworking has been reduced as a consequence of the job demand increase. In contrast, access to adequate resources has allowed them to confront the challenges of teleworking, thus increasing their job satisfaction. The adverse effect of job demands on teleworking job satisfaction is buffered by job resources as teachers’ required extra means to confront unexpected and increased job demands. The technological gap between younger and older teachers was uncovered.
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Job Demands and Exhaustion in Firefighters: The Moderating Role of Work Meaning. A Cross-Sectional Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18189819. [PMID: 34574742 PMCID: PMC8472436 DOI: 10.3390/ijerph18189819] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/12/2021] [Revised: 09/05/2021] [Accepted: 09/14/2021] [Indexed: 11/23/2022]
Abstract
Emotional exhaustion and other symptoms of burnout are often found among emergency services professions, such as firefighting. Given the social importance of this activity and the high responsibility it requires, prevention and alleviation of burnout symptoms become primary concerns in ensuring the well-being of firefighters. Although work meaning is one of the factors associated with a lower risk of developing burnout, its protective role has not been studied in firefighters. Therefore, the purpose of this study was to assess the buffering role of work meaning in the health-impairment process of the Job Demands-Resources model, targeting the relationship between job demands and related emotional exhaustion. A cross-sectional survey design was used to collect data from a sample consisting of Romanian firefighters (n = 1096). Structural equation modeling indicated a positive link between job demands and exhaustion. In addition, deriving personal meaning from work was associated with lower levels of exhaustion in firefighters. A small but significant interaction effect between work meaning and job demands showed that higher levels of work meaning attenuated the positive relationship between job demands and exhaustion. In conclusion, our findings suggest that work meaning has a buffering effect on the impact of various job demands on job-related exhaustion. Nevertheless, the small effect sizes warrant further research on this topic.
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Tremblay M. Understanding the dynamic relationship between career plateauing, organizational affective commitment and citizenship behavior. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103611] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/22/2022]
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Richter A, Roczniewska M, Loeb C, Stempel CR, Rigotti T. The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands-Work Ability Relationship. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18179084. [PMID: 34501678 PMCID: PMC8431616 DOI: 10.3390/ijerph18179084] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Revised: 08/17/2021] [Accepted: 08/22/2021] [Indexed: 01/01/2023]
Abstract
Employees in female-dominated sectors are exposed to high workloads, emotional job demands, and role ambiguity, and often have insufficient resources to deal with these demands. This imbalance causes strain, threatening employees’ work ability. The aim of this study was to examine whether resource-providing leadership at the workplace level buffers against the negative repercussions of these job demands on work ability. Employees (N = 2383) from 290 work groups across three countries (Germany, Finland, and Sweden) in female-dominated sectors were asked to complete questionnaires in this study. Employees rated their immediate supervisor’s resource-providing leadership and also self-reported their work ability, role ambiguity, workload, and emotional demands. Multilevel modeling was performed to predict individual work ability with job demands as employee-level predictors, and leadership as a group-level predictor. Work ability was poor when employees reported high workloads, high role ambiguity, and high emotional demands. Resource-providing leadership at the group level had a positive impact on employees’ work ability. We observed a cross-level interaction between emotional demands and resource-providing leadership. We conclude that resource-providing leadership buffers against the repercussions of emotional demands for the work ability of employees in female-dominated sectors; however, it is not influential in dealing with workload or role ambiguity.
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Affiliation(s)
- Anne Richter
- Medical Management Center, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, 171 77 Stockholm, Sweden;
- Correspondence:
| | - Marta Roczniewska
- Medical Management Center, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, 171 77 Stockholm, Sweden;
- Center of Research on Cognition and Behaviour, Institute of Psychology, Faculty in Sopot, SWPS University of Social Sciences and Humanities, 81 745 Sopot, Poland
| | - Carina Loeb
- School of Health, Care and Social Welfare, Mälardalen University, Box 883, 721 23 Vasteras, Sweden;
| | - Christiane R. Stempel
- Department of Work & Organizational Psychology, FernUniversität Hagen, 58097 Hagen, Germany;
| | - Thomas Rigotti
- Department of Work and Organizational Psychology, Johannes Gutenberg University Mainz, 55128 Mainz, Germany;
- Leibniz Institute for Resilience Research, 55122 Mainz, Germany
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Bujacz A, Rudman A, Gustavsson P, Dahlgren A, Tucker P. Psychosocial working conditions of shiftworking nurses: A long-term latent transition analysis. J Nurs Manag 2021; 29:2603-2610. [PMID: 34309949 DOI: 10.1111/jonm.13430] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2021] [Revised: 07/02/2021] [Accepted: 07/21/2021] [Indexed: 12/01/2022]
Abstract
AIM This study aimed to identify profiles of working conditions to which nurses were exposed to over time and investigate how changes in working conditions relate to shiftworking and health. BACKGROUND Previous studies rarely addressed the issue of working conditions development over long periods and the effects of such development on nurses' health. METHODS Data from a national cohort of nurses in Sweden (N = 2936) were analysed using a person-centred analytical approach-latent profile and latent transition analysis. RESULTS Nurses report better psychosocial working conditions as they progress into mid-career. Shiftworking nurses experience poorer working conditions than their dayworking counterparts and tend to move from shiftwork to daywork as they progress into mid-career. In mid-career, nurses in work environments characterized by low autonomy and support tend to report poorer health outcomes. CONCLUSION Current analyses suggest that shiftworking nurses are particularly in need of interventions that address poor work environments. Not only do they experience more negative psychosocial working conditions than their dayworking counterparts, but they do so while having to contend with demanding schedules. IMPLICATIONS FOR NURSING MANAGEMENT The findings highlight that organisational interventions should target different aspects of the work environment for nurses in diverse stages of their careers.
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Affiliation(s)
- Aleksandra Bujacz
- Behavioral Informatics Team, Health Informatics Centre, Department of Learning, Informatics, Management and Ethics, Karolinska Institutet, Stockholm, Sweden
| | - Ann Rudman
- Division of Psychology, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden.,School of Education, Health and Social Studies, Dalarna University, Falun, Sweden
| | - Petter Gustavsson
- Division of Psychology, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
| | - Anna Dahlgren
- Division of Psychology, Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
| | - Philip Tucker
- Stress Research Institute, Stockholm University, Stockholm, Sweden.,Psychology Department, Swansea University, Swansea, UK
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Poirier C, Gelin M, Mikolajczak M. Creation and Validation of the First French Scale for Measuring Bore-Out in the Workplace. Front Psychol 2021; 12:697972. [PMID: 34367023 PMCID: PMC8343021 DOI: 10.3389/fpsyg.2021.697972] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/20/2021] [Accepted: 06/28/2021] [Indexed: 11/13/2022] Open
Abstract
The aim of this study was to create and validate a scale of bore-out at work: a measure for bore-out that could be used in French-speaking workplaces. Bore-out is a recently defined phenomenon, and few studies have been conducted to evaluate it- particularly in a French context. We investigated the dimensional structure of bore-out in a sample of French-speaking workers by distributing an online survey. Exploratory and confirmatory factor analysis indicated four dimensions with high internal consistency. Through a measurement invariance analysis, a factorial structure was confirmed for men and women as well as for Gen-X and Gen-Y workers. Criterion validity was verified in regard to the relation between the scores on the WBOS dimensions and those obtained for self-esteem, depression, perceived self-efficacy, and perceived helplessness. The overall results of the analysis performed in this study show satisfactory psychometric qualities for the Work Bore-Out Scale (WBOS).
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Affiliation(s)
- Clément Poirier
- Laboratoire de Psychologie et d'Ergonomie Appliquée, Université de Paris, Paris, France
- Research and Development Department of Moodwalk, Paris, France
| | - Margaux Gelin
- Research and Development Department of Moodwalk, Paris, France
| | - Moïra Mikolajczak
- Psychological Sciences Research Institute, Université Catholique de Louvain, Louvain-la-Neuve, Belgium
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