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Hennicks EC, Heyns MM, Rothmann S. Social wellbeing profiles: associations with trust in managers and colleagues, job satisfaction, and intention to leave. Front Psychol 2024; 15:1157847. [PMID: 38979075 PMCID: PMC11228256 DOI: 10.3389/fpsyg.2024.1157847] [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: 02/03/2023] [Accepted: 06/10/2024] [Indexed: 07/10/2024] Open
Abstract
Introduction This study aimed to determine latent social wellbeing profiles and investigate differences between the profiles in terms of trust in managers and colleagues, job satisfaction, intention to leave, and demographic variables (age and service years). Methods Permanently employed individuals of a South African utility organization participated in the study (N = 403). The Social Well-being Scale, Workplace Trust Survey, Job Satisfaction Scale, and Turnover Intention Scale were administered. Results Four social wellbeing profiles were identified: socially disconnected (19.11%), socially challenged (31.27%), socially adequate (22.30%), and socially thriving (27.33%). Individuals in the socially thriving profile were significantly more inclined to experience job satisfaction and had lower intentions to leave than individuals in the other social wellbeing profiles. Two demographic variables, namely, age and service years, were associated with profile membership. Discussion This study provided a nuanced understanding of social wellbeing by identifying patterns in which social contribution, social integration, social actualization, social coherence, and social acceptance interacted within individuals in a population, which might otherwise not have been evident. The differing levels of social wellbeing among these profiles have substantial implications for job satisfaction and staff retention.
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Affiliation(s)
- Eugeny C Hennicks
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa
| | - Marita M Heyns
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa
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Gillet N, Morin AJS, Blais AR. A Multilevel Person-Centered Perspective on the Role of Job Demands and Resources for Employees' Job Engagement and Burnout Profiles. GROUP & ORGANIZATION MANAGEMENT 2024; 49:621-672. [PMID: 38698872 PMCID: PMC11060938 DOI: 10.1177/10596011221100893] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/25/2021] [Revised: 02/11/2022] [Accepted: 04/25/2022] [Indexed: 05/05/2024]
Abstract
The present study examined the configurations, or profiles, taken by distinct global and specific facets of job engagement and burnout (by relying on a bifactor operationalization of these constructs) among a nationally representative sample of Canadian Defence employees (n = 13,088; nested within 65 work units). The present study also adopted a multilevel perspective to investigate the role of job demands (work overload and role ambiguity), as well as individual (psychological empowerment), workgroup (interpersonal justice), supervisor (transformational leadership), and organizational (organizational support) resources in the prediction of profile membership. Latent profile analyses revealed five profiles of employees: Burned-Out/Disengaged (7.13%), Burned-Out/Involved (12.13%), Engaged (18.14%), Engaged/Exhausted (15.50%), and Normative (47.10%). The highest turnover intentions were observed in the Burned-Out/Disengaged profile, and the lowest in the Engaged profile. Employees' perceptions of job demands and resources were also associated with profile membership across both levels, although the effects of psychological empowerment were more pronounced than the effects of job demands and resources related to the workgroup, supervisor, and organization. Individual-level effects were also more pronounced than effects occurring at the work unit level, where shared perceptions of work overload and organizational support proved to be the key shared drivers of profile membership.
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Affiliation(s)
- Nicolas Gillet
- QualiPsy EE 1901, Université de Tours, Tours, France and Institut Universitaire de France (IUF), Paris, France
| | - Alexandre J. S. Morin
- Substantive-Methodological Synergy Research Laboratory, Concordia University, Montreal, QC, Canada
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3
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Cougot B, Gillet N, Morin AJS, Gauvin J, Ollierou F, Moret L, Tripodi D. A longitudinal investigation of structural empowerment profiles among healthcare employees. J Nurs Scholarsh 2024; 56:417-429. [PMID: 38093467 DOI: 10.1111/jnu.12950] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/18/2022] [Revised: 11/27/2023] [Accepted: 11/28/2023] [Indexed: 05/12/2024]
Abstract
PURPOSE Research on structural empowerment has typically adopted a variable-centered perspective, which is not ideal to study the combined effects of structural empowerment components. This person-centered investigation aims to enhance our knowledge about the configurations, or profiles, of healthcare employees' perceptions of the structural empowerment dimensions present in their workplace (opportunity, information, support, and resources). Furthermore, this study considers the replicability and stability of these profiles over a period of 2 years, and their outcomes (perceived quality of care, and positive and negative affect). DESIGN Participants completed the same self-reported questionnaires twice, 2 years apart. METHODS A sample of 633 healthcare employees (including a majority of nurses and nursing assistants) participated. Latent transition analyses were performed. RESULTS Five profiles were identified: Low Empowerment, High Information, Normative, Moderately High Empowerment, and High Empowerment. Membership into the Normative and Moderately High Empowerment profiles demonstrated a high level of stability over time (79.1% to 83.2%). Membership in the other profiles was either moderately stable (43.5% for the High Empowerment profile) or relatively unstable (19.7% to 20.4% for the Low Empowerment and High Information profiles) over time. More desirable outcomes (i.e., higher positive affect and quality of care, and lower negative affect) were observed in the High Empowerment profile. CONCLUSIONS These results highlight the benefits of high structural empowerment, in line with prior studies suggesting that structural empowerment can act as a strong organizational resource capable of enhancing the functioning of healthcare professionals. These findings additionally demonstrate that profiles characterized by the highest or lowest levels of structural empowerment were less stable over time than those characterized by more moderate levels. CLINICAL RELEVANCE From an intervention perspective, organizations and managers should pay special attention to employees perceiving low levels of structural empowerment, as they experience the worst outcomes. In addition, they should try to maintain high levels of structural empowerment within the High Empowerment profile, as this profile is associated with the most desirable consequences. Such attention should be fruitful, considering the instability of the High Empowerment and Low Empowerment profiles over time. REGISTRATION NCT04010773 on ClinicalTrials.gov (4 July, 2019).
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Affiliation(s)
- Baptiste Cougot
- QualiPsy EE 1901, Université de Tours, Tours, France
- Department of Occupational Medicine and Environmental Health, Nantes University Hospital, Nantes University, Nantes, France
- Igeiα, Audit Intervention Formation Recherche en Santé, Nantes, France
| | - Nicolas Gillet
- QualiPsy EE 1901, Université de Tours, Tours, France
- Institut Universitaire de France (IUF), Paris, France
| | - Alexandre J S Morin
- Substantive-Methodological Synergy Research Laboratory, Concordia University, Montreal, Quebec, Canada
| | - Jules Gauvin
- Department of Occupational Medicine and Environmental Health, Nantes University Hospital, Nantes University, Nantes, France
- Igeiα, Audit Intervention Formation Recherche en Santé, Nantes, France
| | - Florian Ollierou
- Department of Occupational Medicine and Environmental Health, Nantes University Hospital, Nantes University, Nantes, France
- Igeiα, Audit Intervention Formation Recherche en Santé, Nantes, France
| | - Leïla Moret
- INSERM, MethodS in Patients-Centered Outcomes and HEalth Research, SPHERE, Nantes and Tours University Hospitals, Nantes University, Tours University, Nantes, France
- Department of Public Health, Nantes University Hospital, Nantes University, Nantes, France
| | - Dominique Tripodi
- Department of Occupational Medicine and Environmental Health, Nantes University Hospital, Nantes University, Nantes, France
- Univ Angers, Laboratoire de psychologie des Pays de la Loire, LPPL, Nantes Université, Nantes, France
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Margheritti S, Giorgi I, Magnone S, Miglioretti M, Fiabane E. Physicians' Turnover Intention During the "Post-COVID-19" Era: Risk and Protective Factors. J Occup Environ Med 2023; 65:e631-e635. [PMID: 37442758 DOI: 10.1097/jom.0000000000002922] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/15/2023]
Abstract
PURPOSE This research investigates risk and protective factors affecting physicians' turnover intention during the post-COVID-19 era. DESIGN/METHODOLOGY/APPROACH A cross-sectional online survey study of 958 physicians working in Lombardy (Northern Italy) hospitals was conducted. FINDINGS In the post-COVID-19 era, burnout significantly increases physicians' turnover intention. The same is true for fear of being infected by COVID-19 (FIC), which indirectly affects turnover intention via burnout. The higher FIC and burnout, the higher intention to leave the job or working unity. Self-efficacy significantly decreases turnover intention by reducing FIC and burnout. ORIGINALITY/VALUE Implementing turnover preventive programs in healthcare professionals is essential, mainly reducing BO and promoting physicians' personal resources, such as self-efficacy.
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Affiliation(s)
- Simona Margheritti
- From the Department of Psychology, University of Milano-Bicocca, Milano, Italy (S.M., M.M.); Dipartimento di Sanità pubblica, Medicina Sperimentale e Forense, University of Pavia, Pavia, Italy (I.G.); ANAAO ASSOMED Lombardia Associazione Medici Dirigenti, Milano, Italy (ST.MA.); and Istituti Clinici Scientifici Maugeri IRCCS, Psychology Unit of Pavia Institute, Pavia, Italy (E.F.)
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Haruna J, Uemura S, Taguchi Y, Muranaka S, Niiyama S, Inamura H, Sawamoto K, Mizuno H, Narimatsu E. Influence of work and family environment on burnout among emergency medical technicians. Clin Exp Emerg Med 2023; 10:287-295. [PMID: 36796782 PMCID: PMC10579723 DOI: 10.15441/ceem.22.389] [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: 10/23/2022] [Revised: 01/09/2023] [Accepted: 01/31/2023] [Indexed: 02/18/2023] Open
Abstract
OBJECTIVE Burnout among emergency medical technicians is a serious problem affecting delivery of quality emergency medical services. Although the repetitive nature of the job and lower education level requirements for technicians have been reported as risk factors, little is known about the influence of burden of responsibility, degree of supervisor support, and home environment on burnout among emergency medical technicians. This study aimed to test the hypothesis that burden of responsibility, degree of supervisor support, and home environment increase burnout probability. METHODS A web-based survey was conducted among emergency medical technicians in Hokkaido, Japan from July 26, 2021 to September 13, 2021. A total of 21 facilities were randomly selected from 42 fire stations. Prevalence of burnout was measured using the Maslach Burnout-Human Services Survey Inventory (MBI-HSS). Burden of responsibility was measured using a visual analog scale. Occupational background was also measured. Supervisor support was measured using the Brief Job Stress Questionnaire (BJSQ). Family-work negative spillover was measured using the Japanese version of Survey Work-Home Interaction-NijmeGen (SWING). The cutoff value for burnout syndrome was defined as emotional exhaustion≥27 and/or depersonalization≥10. RESULTS A total of 700 survey respondents were included, and 27 surveys with missing data were excluded. The suspected burnout frequency was 25.6%. Covariates were adjusted using multilevel logistic regression model analysis. Low supervisor support (odds ratio, 1.421; 95% confidence interval, 1.136-1.406; P<0.001) and high family-work negative spillover (odds ratio, 1.264; 95% confidence interval, 1.285-1.571; P<0.001) were independent factors associated with higher probability of burnout. CONCLUSION This study indicated that focusing on improvement of supervisor support for emergency medical technicians and creating supportive home environments may assist in reducing burnout frequency.
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Affiliation(s)
- Junpei Haruna
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Intensive Care Medicine, Sapporo Medical University School of Medicine, Sapporo, Japan
| | - Shuji Uemura
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Emergency Medicine, Sapporo Medical University School of Medicine, Sapporo, Japan
| | - Yukiko Taguchi
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Nursing, Sapporo Medical University School of Health Sciences, Sapporo, Japan
| | - Saori Muranaka
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Advanced Critical Care and Emergency Center, Sapporo Medical University Hospital, Sapporo, Japan
| | - Sachi Niiyama
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Advanced Critical Care and Emergency Center, Sapporo Medical University Hospital, Sapporo, Japan
| | - Hirotoshi Inamura
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Hospital Pharmacy, Sapporo Medical University Hospital, Sapporo, Japan
| | - Keigo Sawamoto
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Emergency Medicine, Sapporo Medical University School of Medicine, Sapporo, Japan
| | - Hirotoshi Mizuno
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Emergency Medicine, Sapporo Medical University School of Medicine, Sapporo, Japan
| | - Eichi Narimatsu
- Department of Emergency Medical Services, Life Flight and Disaster Medicine, Sapporo Medical University, Sapporo, Japan
- Department of Emergency Medicine, Sapporo Medical University School of Medicine, Sapporo, Japan
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McBride M, Cooper SM, Cryer-Coupet Q, Burnett M, Garrett S, Gibson S. Multidimensional social support and parenting among Black fathers: A profile-oriented approach. JOURNAL OF COMMUNITY PSYCHOLOGY 2023; 51:1876-1900. [PMID: 36480656 DOI: 10.1002/jcop.22972] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/28/2022] [Revised: 09/14/2022] [Accepted: 10/29/2022] [Indexed: 06/14/2023]
Abstract
Though studies have examined the role of social support in the lives of Black men, less is known about the role and function of multi-domain social support as they navigate fatherhood. This investigation utilizes a profile-oriented approach to identify patterns of general and parenting-specific social support (i.e., family; peers; community) among a sample of 759 Black American fathers. Additionally, this study examines how identified support profiles are associated with Black fathers' parenting outcomes (i.e., stress, satisfaction, self-efficacy, and involvement). Latent class analyses identified 10 distinct social support profiles among Black fathers. Results also indicated that there was some profile variation in levels parenting outcomes. Findings suggest variation in the availability and utilization of general and parenting support among Black fathers.
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Affiliation(s)
- Margarett McBride
- Department of Psychology and Neuroscience, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina, USA
| | - Shauna M Cooper
- Department of Psychology and Neuroscience, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina, USA
| | | | - Marketa Burnett
- Department of Psychology, University of South Carolina, Columbia, South Carolina, USA
| | - Shedrick Garrett
- Department of Psychology and Neuroscience, University of North Carolina at Chapel Hill, Chapel Hill, North Carolina, USA
| | - Stephen Gibson
- Psychology Department, Virginia Commonwealth University, Richmond, Virginia, USA
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Whiteoak J, Abell D, Becker K. The leadership challenge of increasing productivity in the workplace without increasing burnout risk. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2023. [DOI: 10.1108/lodj-07-2021-0330] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/30/2023]
Abstract
PurposeThis paper aims to examine the critical question of how to increase productivity without also increasing the burnout risk. A systems thinking framework was applied to explore individual perceptions of team dynamics and how they relate to morale, work–life balance (WLB) and hours worked.Design/methodology/approachUsing an online survey, data from 1,222 Australian workers were analysed using hierarchical multiple regression and principal components analysis (PCA).FindingsSelf-reported productivity was found to be predicted by engagement whereas burnout and morale had minimal impact. Burnout risk was not related to hours worked but was reduced when WLB, quality work and trust is higher. Co-worker effort impacted morale and a factor labelled as team “sense of accomplishment” (SoA) was identified.Research limitations/implicationsThe results of this research have limited generalisability to wider populations due to sampling methods, being conducted in the Australian context and respondents coming from a diverse range of occupations. The sample being skewed towards younger age groups and the acknowledged use of single-item measures may also restrict drawing broader conclusions from the results.Originality/valueA socio-technical systems thinking model to diagnose the link between workplace burnout and productivity is applied. The approach involved understanding the importance of trust and how the connection between people and systems can influence morale.
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Gillet N, Cougot B, Moret L, Tripodi D, Boudrias JS. Longitudinal psychological empowerment profiles, their determinants, and some health-related outcomes. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1080/1359432x.2023.2170227] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Affiliation(s)
- Nicolas Gillet
- Université de Tours, Department of Psychology, Tours, France
- Institut Universitaire de France (IUF), Paris, France
| | - Baptiste Cougot
- Université de Tours, Department of Psychology, Tours, France
| | - Leila Moret
- Université de Nantes, CHU de Nantes, Nantes, France
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Bai Y, Yang F, Chen M, Zhang B, Liu X, Huang N, Riem MME, Guo J. Social support profiles correlate with depressive symptoms among Chinese parents during the COVID-19 pandemic: A latent profile analysis. J Health Psychol 2023:13591053221144442. [PMID: 36591649 PMCID: PMC9810507 DOI: 10.1177/13591053221144442] [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] [Indexed: 01/03/2023] Open
Abstract
This study explored pandemic-related social support profiles and investigated their relationships with depressive symptoms among Chinese parents during the COVID-19 pandemic. The hypotheses were evaluated in an online cross-sectional survey of 1286 parents. Latent profile analysis identified two profiles of received social support (isolated and integrated support). Three convergent profiles (high, moderate, and low support) and one divergent profile were found in perceived social support. The results revealed that the distribution of age, region, income and educational level varied across these profiles. Only the "high" (β = -0.11, p < 0.01) and "divergent" (β = -0.12, p < 0.01) profiles of perceived social support were negatively associated with parents' depressive symptoms. These findings highlight the importance of developing better-targeted intervention programs aimed at optimizing the allocation and improving the quantity and quality of supportive resources for parents.
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Affiliation(s)
| | | | | | - Bo Zhang
- Boston Children’s Hospital and Harvard
Medical School, USA
| | | | | | - Madelon ME Riem
- Radboud University, The
Netherlands,Vrije Universiteit, The
Netherlands
| | - Jing Guo
- Peking University, China,Jing Guo, Department of Health Policy and
Management, School of Public Health, Peking University, 38 Xueyuan, Beijing,
100191, China.
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10
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A person-centered perspective on work behaviors. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03846-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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Ramaite M, Rothmann S, van der Vaart L. Job embeddedness profiles: Associations with supervisor relations, job satisfaction, and work engagement. COGENT PSYCHOLOGY 2022. [DOI: 10.1080/23311908.2022.2080322] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022] Open
Affiliation(s)
- Mateboho Ramaite
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa
| | - S Rothmann
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa
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Kravariti F, Tasoulis K, Scullion H, Alali MK. Talent management and performance in the public sector: the role of organisational and line managerial support for development. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2032265] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Affiliation(s)
- Foteini Kravariti
- Faculty of Business and Law, University of Portsmouth, Portsmouth, UK
| | | | - Hugh Scullion
- Faculty of Business Law and Politics, University of Hull, Hull, UK
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Theron L, Rothmann S, Makhnach A, Ungar M. Adolescent Mental Health Resilience and Combinations of Caregiver Monitoring and Warmth: A Person-centred Perspective. JOURNAL OF CHILD AND FAMILY STUDIES 2022; 31:2860-2870. [PMID: 36254162 PMCID: PMC9560922 DOI: 10.1007/s10826-022-02287-0] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 02/27/2022] [Indexed: 05/22/2023]
Abstract
Caregiver monitoring and warmth have protective mental health effects for adolescents, including vulnerable adolescents. However, combinations of the aforesaid parenting behaviours and their relationship with adolescent mental health are underexplored, especially among younger and older South African (SA) adolescents challenged by structural disadvantage. Hence, the purpose of this study was to investigate unique profiles of caregiver monitoring and warmth and their associations with depression and conduct problems as reported by younger and older adolescents from disadvantaged SA communities. Latent profile and linear regression analyses were used to examine cross-sectional survey data generated by 891 adolescents from two disadvantaged SA communities (62.2% aged 13-17 [average age: 16.13]; 37.5% aged 18-24 [average age: 20.62]). Two profiles emerged. The first, i.e. substantial caregiver warmth and some monitoring, was associated with younger and older adolescent reports of statistically significantly fewer symptoms of depression and conduct problems. The second, i.e. caregiver monitoring without much warmth, was associated with significantly more symptoms of depression or conduct problems among younger and older adolescents. Traditional gender effects (i.e. higher depression symptoms among girls; higher conduct problem symptoms among boys) were amplified when caregiver monitoring was combined with low warmth. In short, protecting the mental health of younger and older adolescents from disadvantaged communities requires higher levels of caregiver warmth combined with moderate levels of caregiver supervision. Because stressors associated with disadvantaged communities jeopardise warm parenting, supporting caregiver resilience to those stressors is integral to supporting adolescent mental health.
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Affiliation(s)
- Linda Theron
- Department of Educational Psychology, University of Pretoria, Pretoria, South Africa
| | | | - Alexander Makhnach
- Institute of Psychology of the Russian Academy of Sciences, Moscow, Russia
| | - Michael Ungar
- Resilience Research Centre, Dalhousie University, Halifax, NS Canada
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Daniels RA, Miller LA, Mian MZ, Black S. One size does NOT fit all: Understanding differences in perceived organizational support during the COVID‐19 pandemic. BUSINESS AND SOCIETY REVIEW 2022; 127:193-222. [PMCID: PMC9111501 DOI: 10.1111/basr.12256] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/19/2020] [Revised: 09/17/2021] [Accepted: 10/26/2021] [Indexed: 05/23/2023]
Abstract
The COVID‐19 crisis forced organizations to radically rethink how to lead their workforce. Facing an unprecedented drop in consumer demand, business leaders struggled to balance staying financially solvent with the responsibility of supporting their employees during the crisis. Early surveys found many employees did not perceive their organizations communicated a clear plan of action; others questioned whether their employers cared about workers' health and safety. While researchers have examined perceived organizational support, studies are only now starting to examine workers' perceived support during a pandemic. The study used a mixed method design to collect quantitative and qualitative data from 949 workers during the COVID‐19 crisis. Results revealed employees working outside the home and furloughed workers perceived lower quality support than employees working remotely. While some employees recommended changes to create a safer work environment, others suggested more frequent communication and/or reassurance about job security/pay. The findings suggest leaders should recognize the nature of support workers need varies. Leaders should customize support to meet the needs of specific groups, especially essential employees working outside the home and furloughed workers. Beyond the pandemic, the results suggest organizational leaders should reexamine their approach to employee support to better prepare for future crises.
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Affiliation(s)
- Ruby A. Daniels
- College of Professional and Continuing StudiesUniversity of OklahomaNormanOklahomaUSA
- Department of Management and MarketingTexas A&M University San AntonioSan AntonioTexasUSA
| | - Leslie A. Miller
- College of Professional and Continuing StudiesUniversity of OklahomaNormanOklahomaUSA
- Rollins CollegeWinter ParkFloridaUSA
| | - Michael Zia Mian
- College of Professional and Continuing StudiesUniversity of OklahomaNormanOklahomaUSA
| | - Stephanie Black
- Department of Management and MarketingTexas A&M University San AntonioSan AntonioTexasUSA
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15
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Caesens G, Morin AJS, Gillet N, Stinglhamber F. Perceived Support Profiles in the Workplace: A Longitudinal Perspective. GROUP & ORGANIZATION MANAGEMENT 2021. [DOI: 10.1177/10596011211044581] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This research examines how employee’s perceptions of three sources of support in the workplace (i.e., organization, supervisor, and colleagues) combine within specific profiles and the nature of the relations between these profiles and indicators of employees’ psychological health (i.e., stress, sleep problems, psychosomatic strains, and depression). Furthermore, this research examines the within-sample and within-person stability of the identified support profiles over the course of an 8-month time interval. Latent profile and latent transition analyses conducted on a sample of 729 workers indicated six identical profiles across the two measurement occasions: 1, moderately supported; 2, weakly supported; 3, isolated; 4, well-supported; 5, supervisor supported; and 6, highly supported. Profile membership was very stable over time for most profiles, with the exception of the isolated profile which was only moderately stable. Furthermore, the isolated and supervisor-supported profiles presented the lowest levels of psychological health, while the well-supported and moderately supported profiles presented the highest levels of psychological health. Of particular interest, results suggested that some risks might be associated with the highly supported profile, although this result could be a simple reflection of the women-dominant composition of this profile. This research has implications for theory and practice, which will be discussed in the article.
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Affiliation(s)
| | - Alexandre J. S. Morin
- Substantive Methodological Synergy Research Laboratory, Concordia University, Montreal, Canada
| | - Nicolas Gillet
- QualiPsy EE 1901, Université de Tours, Tours, France
- Institut Universitaire de France (IUF), Paris, France
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Huyghebaert-Zouaghi T, Berjot S, Cougot B, Gillet N. Psychological and relational conditions for job crafting to occur. Stress Health 2021; 37:516-527. [PMID: 33314676 DOI: 10.1002/smi.3014] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/18/2020] [Revised: 12/04/2020] [Accepted: 12/07/2020] [Indexed: 11/10/2022]
Abstract
This study aimed to provide a wider understanding of the determinants of job crafting by jointly considering employee well- and ill-being (work engagement and exhaustion) and socio-environmental factors (supervisor and colleague support) as possible levers to promote job crafting. A secondary goal of this research was to simultaneously explore the multidimensionality of work engagement and the potentially differentiated associations between the different facets of work engagement and job crafting behaviours. Questionnaire surveys were collected among 533 workers from various organizations located in France. Results from preliminary analyses showed the superiority of a Bifactor Exploratory Structural Equation Modeling (B-ESEM) representation of work engagement when compared to alternative representations of ratings of this multidimensional construct. Specifically, employees' ratings of work engagement simultaneously reflected a global work engagement construct, which co-existed with specific vigor, dedication and absorption components. Results from a predictive model indicated that the different facets of work engagement held differentiated relations with job crafting behaviours, while exhaustion did not significantly relate to any job crafting behaviours. Colleague and supervisor support also held differentiated relations with the demands-related job crafting behaviours, while both forms of support were associated with employees' seeking more job resources. Theoretical and practical implications are discussed.
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Affiliation(s)
| | - Sophie Berjot
- E.A. 6291 Laboratoire C2S, Université de Reims Champagne Ardenne, Reims, France
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Sandrin E, Morin AJS, Fernet C, Gillet N. Complementary variable- and person-centered approaches to the dimensionality of burnout among fire station workers. ANXIETY STRESS AND COPING 2021; 35:440-457. [PMID: 34314264 DOI: 10.1080/10615806.2021.1959917] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Abstract
This research relies on variable- and person-centered approaches to illustrate how each of these approaches may help to improve our understanding of the dimensionality of the burnout construct. Both studies (Study 1: N = 247 administrative and technical employees; Study 2: N = 654 firefighters), showed that employees' burnout ratings simultaneously reflected a global overarching construct co-existing with two specific dimensions (cynicism and emotional exhaustion), with a distinct factor reflecting reduced professional efficacy. In Study 1, perceived supervisor recognition and job satisfaction were associated with lower levels of global burnout levels. In Study 2, we examined the configurations, or profiles, taken by burnout dimensions (global burnout, specific cynicism, specific emotional exhaustion, and reduced professional efficacy), and documented associations between these profiles and four covariates (organizational, supervisor, and colleagues recognition as well as job satisfaction). Five profiles were identified using latent profile analyses: Very Low Burnout Risk, Mentally Distanced, Low Burnout Risk, High Burnout Risk, and Moderately High Burnout Risk. Employees' perceptions of supervisor and colleagues recognition were related to their likelihood of profile membership. Employees' job satisfaction levels also differed as a function of their profile.
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Affiliation(s)
| | - Alexandre J S Morin
- Substantive-Methodological Synergy Research Laboratory, Concordia University, Montreal, Canada
| | - Claude Fernet
- LIPROM, Université du Québec à Trois-Rivières, Trois-Rivières, Canada
| | - Nicolas Gillet
- QualiPsy EE 1901, Université de Tours, Tours, France.,Institut Universitaire de France (IUF), Paris, France
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Sandrin É, Morin AJ, Fernet C, Huyghebaert-Zouaghi T, Suarez M, Duarte F, Gillet N. Nature, predictor, and outcomes of motivation trajectories during a professional training program. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1950140] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
| | - Alexandre J.S. Morin
- Substantive Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, Canada
| | - Claude Fernet
- Laboratoire De Recherche Interdisciplinaire Sur Les Processus Motivationnels, Département De Gestion Des Ressources Humaines, Université Du Québec À Trois-Rivières, Trois-Rivières, Canada
| | | | | | | | - Nicolas Gillet
- EE 1901 QUALIPSY, Université De Tours, Tours, France
- Institut Universitaire De France (IUF), Université De Tours, Tours, France
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19
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Heyns M, Rothmann S. Trust Profiles: Associations With Psychological Need Satisfaction, Work Engagement, and Intention to Leave. Front Psychol 2021; 12:563542. [PMID: 34220598 PMCID: PMC8250868 DOI: 10.3389/fpsyg.2021.563542] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/19/2020] [Accepted: 05/25/2021] [Indexed: 11/13/2022] Open
Abstract
The study aimed to identify trust profiles in the work domain and to study how these patterns related to psychological need satisfaction, work engagement, and intentions to leave. A cross-sectional survey with a convenience sample (N = 298) was used. The Behavioral Trust Inventory, the Work-related Basic Need Satisfaction Scale, the Work Engagement Scale, and the Turnover Intention Scale were administered. The results showed four trust profiles: skeptic, reliance-based, moderately cautious, and optimistic trustors represented participants' responses on behavioral trust. Skeptic and optimistic trustors (who represented about 50% of the sample) differed primarily regarding their reliance and disclosure intensity. The other two trust profiles (representing the other 50% of the sample) reflected higher reliance and lower disclosure or lower reliance and higher disclosure. Psychological need satisfaction (comprised of autonomy, competence, and relatedness satisfaction) and work engagement were the strongest and intentions to leave the weakest for optimistic trustors (compared to skeptic trustors).
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Affiliation(s)
- Marita Heyns
- North-West University, Vanderbijlpark, South Africa
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Gillet N, Morin AJS, Ndiaye A, Colombat P, Sandrin E, Fouquereau E. Complementary variable‐ and person‐centred approaches to the dimensionality of workaholism. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12323] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Nicolas Gillet
- QualiPsy EE 1901 Université de Tours Tours France
- Institut Universitaire de France (IUF) Paris France
| | - Alexandre J. S. Morin
- Substantive‐Methodological Synergy Research Laboratory Concordia University Montreal Quebec Canada
| | - Adama Ndiaye
- VALLOREM EA 6296 Université de Tours Tours France
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21
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Burnout profiles: dimensionality, replicability, and associations with predictors and outcomes. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-01807-3] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
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Marais-Opperman V, Rothmann S, van Eeden C. Stress, flourishing and intention to leave of teachers: Does coping type matter? SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2021. [DOI: 10.4102/sajip.v47i0.1834] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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Gillet N, Fernet C, Colombat P, Cheyroux P, Fouquereau E. Bullying, supervisor support, relaxation, and personal and work outcomes: Testing a moderated mediation model. J Nurs Manag 2021; 30:1424-1433. [PMID: 33844379 DOI: 10.1111/jonm.13330] [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: 01/18/2021] [Revised: 03/10/2021] [Accepted: 04/06/2021] [Indexed: 11/27/2022]
Abstract
AIM To test a mediated moderation model in which bullying and supervisor support interact to predict nurses' personal and work outcomes with relaxation during off-job time mediating these effects. BACKGROUND Bullying is a pervasive problem in the nursing profession. We integrate and extend past research addressing the question of how bullying and perceived supervisor support affect nurses' functioning. METHOD Cross-sectional data were collected from a sample of 290 nurses who completed measures of bullying, perceived supervisor support, relaxation, need for recovery, sleeping problems, job satisfaction, emotional exhaustion and work performance. RESULTS Results revealed that bullying was significantly linked to job satisfaction, sleeping problems, need for recovery and emotional exhaustion through relaxation, but only among nurses who perceived high levels of supervisor support. CONCLUSION These results revealed that high supervisor support may be detrimental for nurses adding up to a negative cycle of stressors to maladaptive outcomes through lack of relaxation. IMPLICATIONS FOR NURSING MANAGEMENT Health care organisations and managers should consider addressing work environment factors, such as bullying, in addition to supervisor support in their efforts to facilitate the positive effects of nurses' relaxation during non-work time.
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Affiliation(s)
- Nicolas Gillet
- EE 1901 QUALIPSY, Université de Tours, Tours, France.,Institut Universitaire de France (IUF), Paris, France
| | - Claude Fernet
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivieres, Canada
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Caesens G, Morin AJ, Stinglhamber F. Longitudinal trajectories of perceived organizational support: a growth mixture analysis. JOURNAL OF MANAGERIAL PSYCHOLOGY 2020. [DOI: 10.1108/jmp-01-2020-0027] [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
PurposeThis research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors).Design/methodology/approachPOS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses.FindingsResults revealed that longitudinal heterogeneity in POS trajectories was best captured by the identification of four distinct profiles of employees. Two of these profiles followed stable high (67.2%) and low (27.3%) POS trajectories, whereas the remaining profiles were characterized by increasing (2.2%) or decreasing (3.3%) POS trajectories. Our results showed that, by the end of the follow-up period, the most desirable outcome levels were associated, in order, with the increasing, high, low and decreasing trajectories.Practical implicationsThis research has important implications by showing that perceptions of organizational support fluctuate over time for some employees and help better predicting valuable work-related outcomes.Originality/valueThese findings shed a new perspective on organizational support theory by adopting a dynamic perspective, and revealing that changes over time in POS are more potent predictors of valuable work-related outcomes than stable POS levels.
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