Job demands and worker health: three-dimensional reexamination of the relationship between person-environment fit and strain

A Historical Review of the Prevalence of Job Stress Theories

Job stress theories have been developed and refined to better understand employee wellbeing. Now that the field is maturing, it is appropriate to review the theoretical trends and developments for future research and practical guidance. The current paper provides a historical review, with both objective (i.e., counts of published theories) and subjective evaluation of job stress theory. In Study 1, two trained raters coded theories used in job stress journals. The job demand-control (-support; JDCS) model was initially well-represented, but has been superseded more recently by theories that focus on multiple resources (e.g., the job demand-resource - JDR - model). Among non-job stress theories, motivation and affective theories have been well-represented within job stress research. Study 2 expanded the results of Study 1 through review of two international applied psychology journals with additional coding categories. Specifically, we identified empirical support for theories and researcher characteristics (i.e., national and professional affiliation). The JDCS model had the least full support according to a vote counting method, and resource models (e.g., JDR) the most. Germany and the Netherlands were the most represented locations, with the United States having the most international collaborations. Psychology and management were the most represented affiliations.

[Participation-oriented psychotherapy for patients with mental disorders who are able or unable to work : Results of a survey of practicing psychotherapists]

BACKGROUND

Treatment of (chronic) mental disorders must focus on both reducing symptoms and improving social and work participation by social medicine treatments and counselling. The objective of this study was to compare psychotherapy patients who are fit or unfit for work to describe similarities and differences regarding patient status and interventions.

METHODS

Interviews were performed with 73 cognitive behavior therapists and 58 psychodynamic psychotherapists about 188 and 134 recent cases they had seen, respectively. The case reports referred to patients who were on average 42 years old (65% females).

RESULTS

There were no differences between patients with no or short-term sick leave (up to 6 weeks, n = 156) and patients with longer sick leave (7 weeks or more, n = 140) with respect to basic characteristics of treatment (side effects, therapeutic alliance). Patients with a longer sick leave duration had more severe capacity and participation impairments and received more specific work participation-oriented treatments, whereas general saluto-therapeutic activities (sports-club, counselling, family-support) were similarly undertaken in patients with shorter or longer sick leave.

DISCUSSION

Therapists chose intervention options according to indication: in patients with work participation problems, more work-related treatments are undertaken, whereas interventions for general mental health improvement are distributed independent of specific work participation problems.

The development and evaluation of the worker-occupation fit inventory

BACKGROUND

Person-environment fit (PEF) theory, one of the foundational theories of occupational stress, has primarily found applications in organizational behavior and human resource management. Given the alignment between the definition of occupational stress and the essence of PEF, we introduced the concept of worker-occupation fit (WOF). To validate our theoretical model, the development of an instrument to measure WOF becomes imperative.

METHODS

The Worker-Occupation Fit Inventory (WOFI) comprises three dimensions: personal trait fit (PTF), need-supply fit (NSF) and demand-ability fit (DAF). Job-related mental disorders (JRMDs) were assessed using the DASS-21. During the pre-investigation, items of the WOFI underwent screening through classic test theory (CTT) analysis. In the formal investigation, item response theory (IRT) analysis was employed to evaluate the selected items. The relationship between WOF and JRMD was verified by Pearson's correlation analysis and multiple logistic regression analysis.

RESULTS

The initial version consisted of 26 items. Three common factors were extracted by exploratory factor analysis (EFA): 6 items were included in the PTF, 6 items were included in the NSF, 4 items were included in the DAF, and 10 items were deleted because of unacceptable factor loadings. The confirmatory factor analysis (CFA) verified the structure of the WOFI with χ2/df = 1.822, CFI = 0.947, and SRMSR = 0.056. The Cronbach's alpha coefficients of the PTF, NSF, and DAF were 0.91, 0.92, and 0.80, respectively. In IRT analysis, the discrimination values of all items ranged from 1.25 to 2.53, and the difficulty values of all items ranged from -6.28 to 1.30 (with no difficulty of reversal). The WOF was negatively related to job-related stress (r = -0.34, p<0.001), anxiety (r = -0.37, p<0.001), and depression (r = -0.41, p<0.001). The multiple logistic regression analysis suggested that a high level of WOF was a protective factor against job-related mental disorders, with ORs all less than 1 (p<0.001), and a low level of WOF was a risk factor for job-related mental disorders, with ORs all more than 1.0 (p<0.001).

CONCLUSIONS

The results of CTT and IRT analysis indicated that the WOFI exhibits reliability and validation. The WOF effectively predicted job-related mental disorders. Subsequent studies will delve into the influence of WOFI on diverse professions and various health outcomes.

The relationship between personal-job fit and physical and mental health among medical staff during the two years after COVID-19 pandemic: Emotional labor and burnout as mediators

BACKGROUND

In the context of the Corona Virus Disease 2019 (COVID-19) pandemic, research on personal-job fit and physical and mental health was inadequate. We aimed to explore the relationship between personal-job fit and physical and mental health among medical staff during the two years after COVID-19 pandemic and verify emotional labor and burnout as mediators.

METHODS

A total of 2868 medical staff from two general hospitals, were included from July 3 to July 27, 2022, in Wuhan, China. SPSS was used for statistical description, and AMOS was used for structural equation modeling (SEM) to analyze the mediating effect of emotional labor and burnout.

RESULTS

In the SEM, the total effect of personal-job fit on physical and mental health was significant (β = 0.855, 95 % CI: 0.748-0.972). The mediating effect of surface acting between personal-job fit and physical and mental health was significant (β = 0.078, 95 % CI: 0.053-0.110). The mediating effect of burnout was significant (β = 0.220, 95 % CI: 0.175-0.274), but the mediating effect of deep acting was not significant (β = 0.006, 95 % CI: -0.013-0.025). The chain mediating effect of surface acting or deep acting and burnout between personal-job fit and physical and mental health was significant (β = 0.082, 95 % CI: 0.059-0.108; β = 0.049, 95 % CI: 0.038-0.063).

LIMITATIONS

Owing to the cross-sectional study, causal relationship, and direction of effects among variables could not be determined.

CONCLUSIONS

Personal-job fit has significant direct and indirect effects on physical and mental health. Monitoring and intervening in personal-job fit, emotional labor, and burnout might be effective ways to promoting physical and mental health among medical staff during the COVID-19 pandemic.

A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China

Given the ubiquitous nature of mobile devices and information and communication technologies (ICT), after-hours work-related interruptions (AHWI) occur anywhere and anytime in China. In the current study, an alternative person-environment (P-E) fit model of ICT-enabled AHWI, hereafter referred to as IAWI, that treats polychronic variables as moderated solutions are presented. A cross-sectional survey among 277 Chinese employees (average age: 32.04 years) was conducted in September 2022 and tested by PLS-structural equation modeling to validate our hypotheses. The results indicated that IAWI had a positive influence on employees' innovative job performance and in-role job performance (β = 0.139, p < 0.05; β = 0.200, p < 0.01; β = 0.298, p < 0.001). Moreover, among employees with higher levels of polychronicity, the heightened effects of IAWI on innovative job performance were increased (β = 0.112, p < 0.05). This study offers implications for employees: under IAWI situations, they could search for a person-environment (P-E) that is fit to buffer the negative aspects of IAWI, consequently increasing their innovative job performance and in-role job performance. Future research could extend beyond this framework to explore employees' IAWI and job performance balance.

A meta-analysis of polychronicity: Applying modern perspectives of multitasking and person-environment fit

We apply modern theory on multitasking and person-environment fit to holistically explain the relations of polychronicity as well as provide justifications for disparate results found in prior studies, such as undetected differences regarding task-switching and dual-tasking. We then conduct a meta-analysis of polychronicity's relations. We show that the nomological net surrounding polychronicity matches our proposed fit perspective. We likewise demonstrate that differences in task-switching and dual-tasking indeed influence the observed results of polychronicity, and the growing complexity of businesses may have caused the association of polychronicity and job performance to strengthen over time. Our discussion highlights that polychronicity plays an important role in personal well-being and employee performance, which can be understood by our person-environment fit perspective.

Plain Language Summary

We apply modern theory on multitasking and person-environment fit to holistically explain the relations of polychronicity as well as provide justifications for disparate results found in prior studies, such as undetected differences regarding task-switching and dual-tasking. We then conduct a meta-analysis of polychronicity's relations. We show that the nomological net surrounding polychronicity matches our proposed fit perspective. We likewise demonstrate that differences in task-switching and dual-tasking indeed influence the observed results of polychronicity, and the growing complexity of businesses may have caused the association of polychronicity and job performance to strengthen over time. Our discussion highlights that polychronicity plays an important role in personal well-being and employee performance, which can be understood by our person-environment fit perspective.

Does the Attainment of Vocational Aspirations Make Youths Happy?

The current study aims to investigate the developmental perspective on the relationships between person-vocation (P-V) fit and its criteria (extrinsic job satisfaction, workplace satisfaction, and happiness) using longitudinal data of 1041 youths in South Korea. While most previous studies on P-V fit examined the fit between vocational interests and characteristics of actual vocation, we examined the fit between aspired and attained occupation in its prestige levels. We utilized data collected at two time points with an 8-year interval: when the participants were high school seniors and when they were in early adulthood. Polynomial regression and response surface graphs revealed that the levels of the criteria increased as attained occupation matched with the aspired occupation at a high-high fit compared to a low-low fit. However, P-V misfit did not have a systematic relationship with any criteria. Happiness was the most relevant outcome, suggesting important implications regarding youths’ vocational aspirations and attainment.

Stress-induced arterial hypertension

Stress is considered as one of the factors associated with the development of many diseases, including the cardiovascular system. The history of studying stress as a risk factor for hypertension began in the first half of the 20th century and continued after the introduction of 24-hour blood pressure monitoring (ABPM) into clinical practice. Then it turned out that there is normotension, stable hypertension and latent hypertension: masked (when clinical BP is within the normal range, and arterial hypertension is recorded according to ABPM and/or self-monitoring of BP) and white coat hypertension (increased BP during a visit to the doctor when normal values of blood pressure according to ABPM or self-monitoring of BP). Currently, both variants of latent hypertension are classified as stress-induced arterial hypertension. Several models have been proposed for the study of stress, but two of them are more common in clinical studies: the Karasek model (based on an imbalance between job demands and job decision latitude) and the Siegrist model (based on an imbalance of effort and reward). There are only few studies in where attempts have been made to link the increase in BP with the parameters of stress response (for example, with hormonal levels) or genetic predisposition. The review discusses the most significant studies of stress-induced arterial hypertension published to date.

The Dynamism of Daily Justice: A Person-Environment Fit Perspective on the Situated Value of Justice

Despite the generally positive consequences associated with justice, recent research suggests that supervisors cannot always enact justice, and responses to justice may not be universally positive. Thus, justice is likely to vary in both how much it is received and the employee reactions it engenders. In order to understand the range of justice responses, we develop a dynamic theory of justice by using person-environment fit to take both the value that an individual places in justice and the justice they received into account. Using this framework, we clarify the consequences of congruence versus incongruence in daily justice received and valued, which have implications for treatment discrepancies and subsequent work behavior. We also identify the differences between excess and deficient justice on cognitive and affective responses to justice. Our findings reveal that employees’ experience of justice is more complicated than simply whether the justice they received was high or low on a particular day. Using experience sampling and polynomial regression methods, we observe that not all instances in which employees receive high levels of justice are equivalent. In fact, we find that, depending on justice valued, receiving high levels of justice can be just as detrimental as receiving low levels. Additionally, we find that although both forms of justice misfit (excess and deficiency) cause-negative work outcomes, they affect these outcomes through differential responses to justice — with excess causing increased rumination and deficiency causing decreased positive affect. We conclude by discussing the implications of these findings for extant justice theory and for supervisor-employee work interactions.

[Patienten mit komorbiden somatischen und psychischen Erkrankungen haben ähnliche Fähigkeitsbeeinträchtigen wie Patienten mit psychischen Erkrankungen]

OBJECTIVES

In patients with somatic illness and additional mental disorder, not only motor or sensory functions may be impaired, but also psychological capacities. These become more and more important for work ability in our modern working world. There are presently no data about the type and distribution of psychological capacity impairments in patients with comorbid somatic and mental disorders. These data are however important for estimation of diagnostic and therapy requirements.

METHODS

402 orthopedic, cardiological, and neurological patients with additional mental disorders were investigated with a structured clinical assessment for mental disorders (MINI) and psychological capacity impairments (Mini-ICF-APP).

RESULTS

In all three somatic indications at least half of the comorbid patients had any clinically relevant psychological capacity impairment. Neurological patients (67%) and orthopedic patients (72%) were more often affected than cardiological patients (50.5%). Orthopedic patients are slightly more impaired in self-care; neurological and orthopedic patients are more impaired in mobility; and cardiological patients are less impaired in assertiveness.

CONCLUSION

In comparison of all three somatic patient groups with mental disorders the number of psychological capacity impairments is similar. In contrast to patients with mental disorders only (i. e. those without somatic comorbidity), the psychological impairment quality in comorbid patients may be influenced by the somatic illness. The data from this study are important in order to estimate diagnostic and therapeutic needs, such as capacity training or compensation of psychological capacity impairments.

The Influence of Person-Job Fit on Health Status and Depression Among Chinese Domestic Workers: Mediating Effect of the Employer-Employee Relationship

Domestic workers usually perform manual work in households. Unlike fixed work, their work tends to be individualized and atomized. Their person-job fit and relationship with employers might exert some influence on their health, both physical and psychological. This quantitative study explores the association between person-job fit, health status, and depressive symptoms among Chinese domestic workers by identifying the employer-employee relationship as a mediator. Data is collected from a survey of Chinese domestic workers conducted in four cities of Nanjing, Wuxi, Guangzhou, and Foshan (N = 1,003) in 2019. We test our theoretical model by conducting structural equation modeling. The results show that demand-ability fit is indirectly related to heath status and depressive symptoms via the employer-employee relationship. Need-supply fit is significantly associated with health status and depressive symptoms both directly (70% for health status and 72% for depressive symptoms, separately) and indirectly, via the mediating effect of the employer-employee relationship (30% for health and 28% for depressive symptoms, separately). Our findings suggest that appropriate policy and vocational training should be implemented to improve the health status of Chinese domestic workers.

Perceived Overqualification and Intensive Smartphone Use: A Moderated Mediation Model

Previous studies only considered the impact of personal or environmental factors on intensive smartphone use separately, while largely ignoring the impact of person-environment (P-E) fit on it. Drawing on the P-E fit theory, we proposed that perceived overqualification (POQ), an indicator of person-job misfit, positively affects intensive smartphone use via job boredom, and affective commitment moderates this indirect effect. We examined our hypotheses using four-wave time-lag data of 450 workers from 62 teams. The results revealed that POQ raised job boredom of an individual and thus increased their intensive smartphone use. In addition, when the affective commitment was high, the indirect effect from POQ to intensive smartphone use via job boredom was weaker. The implications, limitations, and future directions of this research were discussed.

The effects of psychosocial factors on occupational accidents: a cross-sectional study in the manufacturing industry in Turkey

Objectives. Looking at death statistics in workplaces, occupational health and safety (OHS) is indisputably one of the most important problems of society. Considering that the existing measures are insufficient to reduce deaths, it is essential to look at the prevention of occupational accidents/diseases with an interdisciplinary approach and to employ new perspectives in order to develop new methods. The aim of this study is to determine whether psychosocial risks are perceived as an accident factor by employees and to bring the concept of psychosocial accident factors into a discussion. Methods. The survey technique is used as a data collection tool for this study. The questionnaire has 33 questions. SPSS version 25.0 was used to analyze the data. Results. The study showed that employees who had an accident perceived psychosocial factors as an important accident factor. Conclusions. Studies on causes of accidents at work are generally based on a single dimension, such as environmental conditions and/or faults of employees. There is almost no focus on the reasons for the misbehaviors of employees. Psychosocial factors are not taken into account or neglected, but results show that providing psychosocial support and/or psychological counseling services in workplaces may be effective in reducing accidents.

Office relocation: changes in privacy fit, satisfaction and fatigue

Purpose

The purpose of this study was to examine the effect of an office move (and associated changes in settings, protocols and autonomy) on changes in privacy fit, privacy-related coping appraisal as well as changes in satisfaction and fatigue. The study builds on Altman’s (1975) privacy regulation model and the cognitive appraisal theory as a transactional model of stress.

Design/methodology/approach

Data was collected over two points of measurement from 61 office workers who moved from a standard open-plan office to an office that is activity based. The first questionnaire was distributed six weeks prior to the office move and the follow-up questionnaire approximately eight months after. With its longitudinal design, this study extends past research by demonstrating the changing nature of privacy fit and revealing predictors of change in privacy fit and coping appraisal.

Findings

Cross-lagged autoregression analysis of change confirmed suggested predictors such as increase in variety of settings and in adherence of others to protocols that positively influenced post-move privacy fit. Further, change in coping appraisal post move was predicted by an increase in perceived environmental and behavioural flexibility. Changes in privacy fit and appraisal were associated with increases in job and workplace satisfaction and decreases in emotional and mental work fatigue post move.

Originality/value

Results could inform physical workplace design as well as cultural interventions in organisations. To the best of authors’ knowledge, this is the first study investigating the psychological process of privacy experience by using a transactional model of stress.

Knowledge territorial behavior congruence and innovation process: the moderating role of team territorial climate

Purpose

Building on the territoriality perspective and innovation process theory, to the purpose of this study is to investigate the mechanism of transmission and influence of knowledge territorial behavior congruence on innovation process, which provides theoretical implications for innovative teams to execute territoriality management and create a constructive knowledge sharing climate and platform for sustainable innovation of individuals and organizations.

Design/methodology/approach

The data were collected by the paired method from 311 creative R&D members. In addition, polynomial regressions and response surface method were adopted to test the hypotheses.

Findings

The more congruent the marking behavior and defensive behavior were, the higher the creative idea generation and idea implementation became. The congruence of “high marking high defensive behavior” was more conducive to triggering creative idea generation and promoting idea implementation. Compared with the incongruence of “low marking high defensive behavior,” the incongruence of “high marking low defensive behavior” was more conducive to stimulating creative idea generation. However, there was no significant difference in the incongruence effect of marking defensive behavior on idea implementation. In addition, creative idea generation mediated the relationship between knowledge territorial behavior congruence and idea implementation. Furthermore, team territorial climate moderated the relationship between knowledge territorial behavior congruence and creative idea generation.

Originality/value

The study highlights the theoretical research of territoriality and innovation process. By deconstructing the relationship between the territorial behavior congruence and the innovation process, this study establishes that the congruence and incongruence of the marking defensive behavior in knowledge territoriality exerts different effects on creative idea generation and idea implementation.

Soft Skills wanted?! – (Arbeits)Fähigkeiten und Fähigkeitsanforderungen am Arbeitsplatz beschreiben mit dem Fähigkeitsrating Mini-ICF-APP

Dieser Beitrag der Zeitschrift Gruppe. Interaktion. Organisation. (GIO) informiert über ein etabliertes Standardkonzept zur fähigkeitsorientierten Arbeitsanforderungs- und Arbeitsfähigkeitsbeschreibung, welches sich im Rahmen der Arbeitsfähigkeitsbegutachtung bewährt hat. Es beschreibt die Fremd- und Selbstbeschreibung psychischer Fähigkeiten sowie die psychischen Arbeitsanforderungen.

Arbeitsplatz- und Aufgabenzuweisungen und auch betriebliche Wiedereingliederungen von Mitarbeitenden mit (chronischen) Gesundheitsbeeinträchtigungen erfordern Kenntnisse über die (Arbeits‑)Fähigkeiten von Mitarbeitenden. Bei psychischen Arbeitsanforderungen ist es notwendig, das psychische Fähigkeitsprofil Mitarbeitender zu kennen und mit den Anforderungen abzugleichen.

Das Mini-ICF Rating für Aktivitäts- und Partizipationsstörungen bei psychischen Störungen (Mini-ICF-APP) ist ein international validiertes und in der Arbeitsfähigkeitsbeschreibung und Sozialmedizin etabliertes Assessment zur Beschreibung von Fähigkeitsniveaus und -profilen auf 13 psychischen Fähigkeitsdimensionen. Es wird in Leitlinien (AWMF, DRV, SGPP) zur Verwendung empfohlen. Die 13 Fähigkeitsdimensionen ermöglichen einen Abgleich des Fähigkeitsprofils der Person mit dem Anforderungsprofil des Arbeitsplatzes. Die zu beurteilenden Fähigkeitsdimensionen sind (1) Fähigkeit zur Anpassung an Regeln und Routinen, (2) Fähigkeit zur Planung und Strukturierung von Aufgaben, (3) Flexibilität und Umstellungsfähigkeit, (4) Kompetenz- und Wissensanwendung, (5) Entscheidungs- und Urteilsfähigkeit, (6) Proaktivität und Spontanaktivitäten, (7) Widerstands- und Durchhaltefähigkeit, (8) Selbstbehauptungsfähigkeit, (9) Konversation und Kontaktfähigkeit zu Dritten, (10) Gruppenfähigkeit, (11) Fähigkeit zu engen dyadischen Beziehungen, (12) Fähigkeit zur Selbstpflege und Selbstversorgung, und (13) Mobilität und Verkehrsfähigkeit.

Neben dem Fähigkeiten-Fremdrating sind weitere Instrumentenversionen auf Basis dieses Fähigkeitskonzepts entstanden: eine Fähigkeiten-Selbstratingversion (Mini-ICF-APP-S), und eine Version zur fähigkeitsorientierten Arbeitsplatzbeschreibung (Mini-ICF-APP-W) für die Herstellung passender Arbeitsplätze im Sinne des Arbeitsschutzgesetzes (§ 5 ArbSchG) (Muschalla 2020).

The Impact of Supervisor-Subordinate Incongruence in Power Distance Orientation on Subordinate Job Strain and Subsequent Job Performance

Employee strain is estimated to cost American companies as much as $500 billion in lost productivity annually, and a leading cause of workforce stress is disagreements with other people (Cook, 2017; Mental Health America, 2017). In this study, we investigate supervisor-subordinate value incongruence as a cause of employee strain. Specifically, this study examines the effect of supervisor-subordinate power distance orientation incongruence on the subordinate's job strain which, in turn, influences the subordinate's job performance. Using a sample of 172 supervisor-subordinate dyads, we find that incongruence on power distance orientation increases subordinate job strain. Supervisor-subordinate incongruence resulted in more job strain which, in turn, resulted in lower job performance. Results reveal that the alignment of subordinates' cultural values with those of their supervisors may mitigate negative experiences and facilitate more positive work outcomes.

Misaligned Meaning: Couples’ Work-Orientation Incongruence and Their Work Outcomes

This research investigates the relationship between couples’ work-orientation incongruence—the degree to which romantic partners view the meaning of their own work differently—and their ability to succeed in making job transitions and experiencing satisfaction with the jobs they hold. We use a social information-processing approach to develop arguments that romantic partners serve as powerful social referents in the domain of work. By cueing social information regarding the salience and value of different aspects of work, partners with incongruent work orientations can complicate each other’s evaluation of their own jobs and the jobs they seek. In a longitudinal study of couples in which one partner is searching for work, we find that greater incongruence in couples’ calling orientations toward work relates to lower reemployment probability, a relationship that is mediated by an increased feeling of uncertainty about the future experienced by job seekers in such couples. Calling-orientation incongruence also relates to lower job satisfaction for employed partners over time. We contribute to the burgeoning literature on the role romantic partners play in shaping work outcomes by examining the effect of romantic partners’ perception of the meaning of work, offering empirical evidence of the ways in which romantic partners influence key work and organizational outcomes. Our research also contributes to the meaning of work literature by demonstrating how work-orientation incongruence at the dyadic level matters for individual work attitudes and success in making job transitions.

Excessive Use of WeChat at Work Promotes Creativity: The Role of Knowledge Sharing, Psychological Strain

The pervasive nature of social media can result in excessive use and addiction, but whether excessive use of social media is good or bad for individuals' creativity is unclear. This study explored the direct and indirect impact of excessive use of WeChat on individuals' creativity in workplace, focusing on how excessive use of WeChat promotes or restrains creativity through knowledge sharing and psychological strain. Based on the person–environment fit model and motivation theory, this study examined the three paths of excessive WeChat use affecting individuals' creativity in workplace. We used the structural equation model to test our research model. A survey of 364 employees revealed that excessive WeChat use directly promotes creativity and indirectly improves creativity via knowledge sharing, but excessive WeChat use does not lead to psychological strain. These findings, obtained by theoretically and empirically investigating the positive outcomes of excessive WeChat use, suggest an upside to excessive WeChat use. The implications and limitations of this study and future research on excessive-use behavior are also discussed.

Leader-Follower Congruence in MD Propensity and UPB: A Polynomial Regression Analysis

Drawing on previous work on moral disengagement and balance theory, the (in)congruence effect of leader and follower moral disengagement (MD) propensity on followers' unethical pro-organizational behavior (UPB) was examined in this study. Dyad data were gathered from 185 CEOs and 555 followers from 185 firms located in China. The polynomial regression analysis results suggest that followers in the presence of leader-follower congruence in MD propensity conduct more UPBs. Moreover, followers conduct more UPBs with MD propensity in the presence of congruence. We also found asymmetrical incongruence effects. Followers engage more in UPBs when their MD propensity exceeds their leaders' MD propensity than when their leaders' MD propensity exceeds their own. Overall, the findings emphasize the value of considering followers' and leaders' traits for shedding light on the occurrence of UPBs.

Does an alignment of employment policies and individual preferences affect intention to stay in the profession? Evidence from Canadian Midwives

BACKGROUND

This study examines whether alignment of actual and preferred employment policies, including compensation method, employment status, and work schedule, affect midwives' intention to stay in the profession. The study further investigates the moderating effect of financial-rewards satisfaction and compares midwives' policy preferences in urban/rural practices.

METHODS

Cross-sectional survey data from 549 midwives across Canada were analysed through descriptive statistics, bivariate correlations, and hierarchical linear regressions. Further regression analysis separated data for urban/rural practicing midwives.

RESULTS

Three-quarters of the respondents are paid through a billable-course-of-care, while only one-third prefer this model. Another one-third prefer a combination of salary and billable-course-of-care. More than three-quarters of the respondents are independent contractors, but half prefer other forms of employee status. Lastly, half prefer a part-time work schedule, while others prefer full-time. Alignment of actual and preferred employment policies significantly explains midwives' intention to stay in the profession. Intentions to stay in the profession for urban midwives is significantly affected by the alignment of actual and preferred compensation methods, but not for rural ones. Both urban and rural midwives report similar preferences for employment status and work schedule policies. Furthermore, satisfaction with financial rewards is significantly associated with their intention to stay.

CONCLUSION

Policymakers can positively influence midwives' intention to stay in the profession by facilitating alignment of their actual and preferred employment policies.

The relationship between career adaptability and job outcomes via fit perceptions: A three-wave longitudinal study

Drawing on the career construction theory and person–environment fit theory, the current research aimed to investigate whether career adaptability could enhance job outcomes. Further, the study examined the role of person–job fit as an underlying mechanism explaining the relationship between career adaptability and job outcomes. The data were collected in three waves from 239 Indian banking employees. The results suggest that possessing psychosocial meta-capacities in the form of career adaptability stimulates employees’ self-regulation in achieving a work–environment fit, consequently leading to favourable job outcomes. The current study is the first to validate the psychological pathways linking career adaptability and job outcomes via person–job fit. Study findings carry implications for career practitioners/counsellors to acknowledge the role of career adaptability in regulating individual capacities for career development. Elaborating the interconnection between domains of career and jobs, the study encourages organizations to consider career adaptability for improving fit and job outcomes.

E. M. de Boer A. The association of subjective fit perceptions, distress, emotional exhaustion, and work engagement, with work functioning problems: A cross-sectional study conducted among young construction project management professionals

OBJECTIVES

To investigate the association of subjective fit perceptions, distress, emotional exhaustion, and work engagement, with work functioning, among young construction project management professionals (CPMPs).

METHODS

The research had a cross-sectional design. Dutch young CPMPs (142 participants, age range: 20 to 30 years of age) completed a questionnaire containing general questions recording their demographic characteristics, and instruments recording the following concepts: perceived person-organization fit, perceived person-job fit (including demands-abilities fit and needs-supplies fit), distress, emotional exhaustion, work engagement, and work functioning. Correlation analysis and multiple regression analysis were used to examine the association of fit perceptions, distress, emotional exhaustion, and work engagement, with work functioning.

RESULTS

The correlation analysis indicated that person-organization fit, needs-supplies fit, distress, emotional exhaustion, and work engagement correlated significantly with work functioning problems of young CPMPs. The multiple regression analyses corroborated that needs-supplies fit, distress, and emotional exhaustion related significantly to the work functioning problems of young CPMPs, with the standardized regression coefficients (β) of -0.28, 0.52, and 0.38 (P < .01), respectively. Other than would be expected, the multiple regression analyses also made clear that work engagement does not significantly relate to work functioning problems beyond distress and emotional exhaustion.

CONCLUSIONS

Incongruence between personal needs and job supplies, psychological distress, and emotional exhaustion are central correlates of the work functioning problems of young CPMPs. Occupational health professionals can use these insights to help young CPMPs at work.

Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

Psychological capacity limitations according to Mini-ICF-APP are differently related with sick leave in patients from different professional fields

OBJECTIVE

Up to 29% of the working population suffer from (chronic) mental disorders and work disability. As different professions pose different psychological capacity demands, one core aspect for describing work disability is psychological capacity limitations. The distribution of capacity limitations in patients with chronic mental disorders (CMD) from different professional fields is unknown, as well as their relation with sick leave.

OBJECTIVE

Are there different work ability limitations in CMD patients working in different professions?

METHODS

263 CMD patients from different professions were investigated cross-sectionally in a thorough medical and psychological assessment by a trained psychosomatic study physician. Besides CMD diagnostic (MINI) and subjective work ability limitations (IMET), an observer rating on capacity limitations was conducted with Mini-ICF-APP.

RESULTS

No relevant differences in perceived work ability limitations were found between the professions. Differences of capacity limitations were better explained by psychopathology than by profession. But capacity limitations were differently related with sick leave in different professions and there are differences in sick leave duration.

CONCLUSIONS

The variance of capacity limitations was explained by psychopathology. The variance of sick leave duration was explained by profession. Similar capacity limitations are associated differently with sick leave in different professions. Different professional fields may have different tolerances towards the same capacity limitations. Therefore, similar capacity limitations are more or less strongly associated with sick leave in different professions.

Perceived Overqualification, Boredom, and Extra-Role Behaviors: Testing a Moderated Mediation Model

Despite increasing research on the mechanisms that underlie the relation between perceived overqualification (POQ) and extra-role behaviors, the relation’s affective mechanisms have been understudied. In this study, we focus on the role of job boredom among overqualified workers in order to understand two types of extra-role behaviors: counterproductive work behaviors (CWB) and organizational citizenship behaviors (OCB). Using a sample of white-collar employees in South Korea ( N = 298), we found that job boredom fully mediated the effects of POQ on CWB and OCB after controlling for the effects of state anger and neuroticism. We additionally examined whether career calling moderates the indirect effects of POQ on CWB and OCB via job boredom and found career calling mitigated the negative indirect effect of POQ on OCB via job boredom. However, career calling did not moderate the positive indirect effect of POQ on CWB. Implications of these findings are discussed.

Relational asymmetry, trust, and innovation in supply chain management: a non-linear approach

Purpose

The purpose of this paper is to examine the non-linear aspects of the asymmetry-performance relationship under varying conditions of trust and innovation. Its novel approach is useful for addressing the strategic elements of supply chain management (SCM) relationships based on trust and innovation decisions.

Design/methodology/approach

Results are based on a study of 90 managers from small- and medium-sized firms in Spain. Instead of a classical linear relationship analysis, the authors performed a non-linear analysis, using polynomial modeling and Warp 3 partial least squares method, which provides a more nuanced view of the data and constitutes an original approach to empirical research in SCM.

Findings

This study adds a new viewpoint on SC relationships by suggesting that not all trust and innovation development leads directly to performance improvement. The principal finding is, in varying trust and innovation contexts, that the influences of asymmetry on performance have uneven characteristics and follow non-linear paths.

Research limitations/implications

This study focuses on only one particular institutional environment in one country. The data are also cross-sectional, which makes it difficult to empirically test causality.

Practical implications

The findings provide rational insights to managers on when it is appropriate to reduce (or not) asymmetric relationships with partners.

Originality/value

Trust and innovation are important and ones of the key requirements of supply chain relationships in any environment, this study argues that the interactions of key SCM elements that drive members to better performance are more complex and non-linear.

A concept of psychological work capacity demands: First evaluation in rehabilitation patients with and without mental disorders

BACKGROUND

Work capacity demands are a concept to describe which psychological capacities are required in a job. Assessing psychological work capacity demands is of specific importance when mental health problems at work endanger work ability. Exploring psychological work capacity demands is the basis for mental hazard analysis or rehabilitative action, e.g. in terms of work adjustmentOBJECTIVE:This is the first study investigating psychological work capacity demands in rehabilitation patients with and without mental disorders.

METHODS

A structured interview on psychological work capacity demands (Mini-ICF-Work; Muschalla, 2015; Linden et al., 2015) was done with 166 rehabilitation patients of working age. All interviews were done by a state-licensed socio-medically trained psychotherapist. Inter-rater-reliability was assessed by determining agreement in independent co-rating in 65 interviews. For discriminant validity purposes, participants filled in the Short Questionnaire for Work Analysis (KFZA, Prümper et al., 1994).

RESULTS

In different professional fields, different psychological work capacity demands were of importance. The Mini-ICF-Work capacity dimensions reflect different aspects than the KFZA. Patients with mental disorders were longer on sick leave and had worse work ability prognosis than patients without mental disorders, although both groups reported similar work capacity demands.

CONCLUSIONS

Psychological work demands - which are highly relevant for work ability prognosis and work adjustment processes - can be explored and differentiated in terms of psychological capacity demands.

The Mediating Influence of Fit Perceptions in the Relationship Between Career Adaptability and Job Content and Hierarchical Plateaus

Very little research has examined how career constructs are related to career plateaus. Given the dysfunctional consequences of plateauing, it is important to understand how career constructs, such as career adaptability, influence plateauing. Drawing on career construction theory and the theory of work adjustment, we propose that fit perceptions will mediate the career adaptability and plateauing relationship. Using data collected from 294 banking employees from the Punjab Province of Pakistan, we used the PROCESS macro to test for mediation. Results indicate that career adaptability reduces the likelihood of experiencing job content and hierarchical plateaus. Perceptions of fit related negatively to perceptions of plateauing, with one exception—demands–ability fit perceptions were unrelated to hierarchical plateaus. Mediation analysis indicated that needs–supply fit perceptions mediate the influence of career adaptability on both job content and hierarchical plateaus, whereas demands–ability fit perceptions mediate the influence of career adaptability on job content plateau but not hierarchical plateau. Implications of results for theory and practice are discussed.

Interdependent Effects of Autonomous and Controlled Regulation on Exercise Behavior

Self-determination theory (SDT) is used to predict individual differences in goal-directed behavior. A fundamental tenet of SDT is that autonomously regulated behavior is more likely to be engaged in and sustained than externally controlled behavior. Unidimensional treatment of regulation is suboptimal. The current study utilizes a multidimensional approach-polynomial regression-to evaluate the interdependent effects of autonomous and controlled regulation on physical activity. Results from three samples of healthy, younger adults demonstrate a mostly positive influence of autonomous regulation but a curvilinear effect of controlled regulation on behavior such that greater activity was associated with moderate levels of controlled regulation-an effect that cannot be identified with "unidimensional" methods. Results from Sample 3 showed that autonomous regulation was associated with greater exercise levels only when controlled regulation was moderate or high. Results suggest that controlled regulation is not wholly detrimental to behavioral promotion.

Needs–supplies fit and behavioral outcomes: The mediating role of organizational identification

While it is well known that person–organization fit is an important antecedent of behavioral outcomes, little is known about needs–supplies fit in this relationship. In this way, we first want to extend our knowledge about defining and assessing work-related needs derived from employment quality indicators as the basis for needs–supplies fit. Second, following the Cognitive and Affective Personality System theory, we test the mediating role of organizational identification to better understand how needs–supplies fit is related to task performance and organizational citizenship behaviors. Data were collected in two companies: sample 1 (N=525) and sample 2 (N=525). Results show (a) that a specific needs–supplies fit perception (i.e., based on 12 work-related needs derived from employment quality indicators) is positively related to a global needs–supplies fit perception (i.e., based on an overall job perception), suggesting that needs–supplies fit may be a multidimensional concept and (b) the full mediating role of organizational identification in the relationship between needs–supplies fit and performance measures.

Definition and Assessment of Disability in Mental Disorders under the Perspective of the International Classification of Functioning Disability and Health (ICF)

This article provides an overview of definitions and assessment instruments of disability, an important topic in the diagnosis and treatment of chronic illnesses, and in expert appraisals in social and forensic medicine. Health problems are manifested not only in symptoms, but also regularly in impairment or disability in everyday life, which is especially true for mental disorders. According to the International Classification of Functioning, Disability and Health (ICF) of the World Health Organization, disability can be understood as chronic suffering from symptoms of illness, or limitations of executing capacities, or inability to participate in selected areas of life. Operationally, disability can be defined as "capacity limitations which hinder the ability to execute needed activities and thereby participation in a given environment". This capacity-context-interaction model shows that there is no general disability but only context-related disability, which has manifold consequences for diagnosis and care. Copyright © 2017 John Wiley & Sons, Ltd.

Integrating Implicit and Explicit Social Cognitions for Enhanced Personality Assessment

The current article advocates integrating implicit and explicit social cognitions for enhanced personality assessment in organizational contexts (e.g., personnel selection settings). Several methods for measuring implicit cognitions are reviewed, and their strengths and limitations are discussed. The most widely used method for measuring explicit cognitions, the self-report questionnaire, also is described along with its strengths and limitations. Implicit and explicit cognitions then are integrated to form a general model of personality prototypes. The authors describe several mechanisms by which implicit and explicit cognitions may operate (e.g., coact, interact) to predict criteria, depending on the nature of the personality construct assessed and the outcome of interest. These different operations implicate different statistical methodologies. The authors then present specific examples of this integrative procedure for enhancing personality assessment using the construct of achievement motivation. They conclude by discussing how future research could extend and apply this general framework for use with other personality constructs.

We May Be Different, but I Can Help You

Based on a resource perspective, the authors investigated how leader–follower power distance value incongruence influences employees’ withdrawal behavior. Data were collected twice in China, and the sample included 66 leaders and 350 followers. Leader–follower power distance value incongruence was found to be associated with the psychological workplace strain experienced by followers, indicating that incongruence was a stressor for this group and further influenced their withdrawal behavior. Moreover, incongruence had asymmetrical effects; that is, followers experienced higher psychological workplace strain when their power distance was lower than that of their leaders, compared with when their power distance was higher. The authors also found that the leader’s role can make a difference, as the leaders’ political skill mitigated the effect of value incongruence on their followers’ psychological workplace strain. The study provides a novel extension of value congruence theory and also contributes to the field of value conflict management.