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Chen IS. Extending the job demands-resources model to understand the effect of the interactions between home and work domains on work engagement. Stress Health 2024; 40:e3362. [PMID: 38197865 DOI: 10.1002/smi.3362] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/05/2022] [Revised: 10/10/2023] [Accepted: 12/07/2023] [Indexed: 01/11/2024]
Abstract
Scholars have extensively used the job demands-resources model to explain the dynamics underlying work engagement and proposed several versions of the model. However, in theoretical terms, nonwork elements have not been incorporated into the model. This study investigated the roles of home demands and resources in the model by testing the boost/buffer hypotheses for work engagement from the perspective of the work-home interface. We demonstrated that (1) the demands of a domain boost the positive impact of resources drawn from another domain on work engagement, (2) the resources of a domain buffer the negative impact of demands derived from another domain on work engagement; and (3) the buffering and boosting effects of home demands and resources impact work engagement. We conducted a diary study on a group of coffee shop employees in Ireland. The results partially supported the proposed hypotheses but nevertheless indicated support for the cross-domain boost/buffer hypotheses with regard to work engagement. The proposed model may serve as a theoretical foundation for research on issues related to the impact of work and nonwork domains on work engagement.
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Affiliation(s)
- I-Shuo Chen
- School of Management, Anglia Ruskin University, Cambridge, UK
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2
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Kohnen D, De Witte H, Schaufeli WB, Dello S, Bruyneel L, Sermeus W. What makes nurses flourish at work? How the perceived clinical work environment relates to nurse motivation and well-being: A cross-sectional study. Int J Nurs Stud 2023; 148:104567. [PMID: 37837704 DOI: 10.1016/j.ijnurstu.2023.104567] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/22/2022] [Revised: 06/14/2023] [Accepted: 07/17/2023] [Indexed: 10/16/2023]
Abstract
BACKGROUND Literature shows that the work environment is a main determinant of nurses' well-being and psychological strain; yet, the (psychological) mechanisms underlying this relationship remain understudied. OBJECTIVE This study explored the underlying (psychological) mechanisms (why) and boundary conditions (when) by which characteristics present in the clinical work environment influence nurses' well-being. We investigated the mediating role of intrinsic motivation in the relationship of job demands and job resources with burnout vs. work engagement. In addition, we examined if job resources strengthen the relationship of job demands with intrinsic motivation and burnout. DESIGN A cross-sectional survey study. SETTING(S) General acute care hospitals in Belgium (n = 14). PARTICIPANTS Direct care nurses (n = 1729). METHODS Data were collected by means of online questionnaires between October 2020 and July 2021. Study variables included burnout, work engagement, intrinsic motivation and a set of different job demands (workload, role conflicts, emotional demands, red tape) and job resources (performance feedback, autonomy, skill use, opportunity for growth, and value congruence). All variables were obtained using self-report measures. The central hypotheses were tested using structural equation modeling. RESULTS Job resources appeared to be a crucial factor for nurses' health showing positive associations with work motivation (β = 0.513) and work engagement (β = 0.462) and negative associations with burnout (β = -0.216). Job demands remained an essential factor that harms psychological health and is associated with increased burnout (β = 0.489). Our results confirmed that intrinsic motivation mediated the relationship of job resources with work engagement (β = 0.170) and burnout (β = -0.135). In addition, job resources moderated the relationship of job demands with burnout (β = -0.039). Against our expectations, we found no associations between job demands and intrinsic motivation or a moderation effect of job resources on the respective relationship. CONCLUSIONS A highly demanding work environment can be a source of significant stress which may put nurses' health at severe risk. Nurses who perceive sufficient job resources such as feedback, autonomy and opportunities for growth and development, are likely to feel intrinsically motivated at work. In addition, it will foster their work engagement and prevent them from burning out, particularly when job demands are high. REGISTRATION The study described herein is funded under the European Union's Horizon 2020 Research and Innovation program from 2020 to 2023 (Grant Agreement 848031). The protocol of Magnet4Europe is registered in the ISRCTN registry (ISRCTN10196901). TWEETABLE ABSTRACT Providing nurses with sufficient resources will not only increase their motivation and engagement at work but also reduce their feelings of burnout.
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Affiliation(s)
- Dorothea Kohnen
- Research Group Work, Organizational, and Personnel Psychology, KU Leuven, Leuven, Belgium; KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium.
| | - Hans De Witte
- Research Group Work, Organizational, and Personnel Psychology, KU Leuven, Leuven, Belgium; Optentia Research Unit, North-West University, South Africa
| | - Wilmar B Schaufeli
- Research Group Work, Organizational, and Personnel Psychology, KU Leuven, Leuven, Belgium; Department of Psychology, Utrecht University, Utrecht, the Netherlands. https://twitter.com/WilmarSchaufeli
| | - Simon Dello
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium
| | - Luk Bruyneel
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium
| | - Walter Sermeus
- KU Leuven Institute for Healthcare Policy, KU Leuven, Leuven, Belgium
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Lajom JAL, Teo S, de Carvalho Filho MK, Stanway A. Passionate and psychologically-undetached: A moderated-mediated investigation of psychological distress among engaged employees. Stress Health 2023; 39:1026-1036. [PMID: 36827409 DOI: 10.1002/smi.3239] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/03/2021] [Revised: 12/23/2022] [Accepted: 02/17/2023] [Indexed: 02/26/2023]
Abstract
Guided by the effort-recovery model and the dualistic model of passion, we tested a conditional process model that examined the relationships between work engagement, workplace passion, psychological detachment, and psychological distress among Japanese professionals. We conducted an online panel survey across two time points, six weeks apart (N = 202 matched responses) where we measured all the variables at both instances. Findings show that engaged employees become susceptible to psychological distress due to decreased levels of psychological detachment. The moderating role of work passion was partially supported: being obsessively passionate towards work exacerbates this relationship further while contrary to expectations, the moderating role of harmonious passion was not significant. Findings suggest the possibility that engaged employees are less likely to switch off, which predisposes them to ill-being at work, and this becomes apparent among employees with less volitional opportunities in the workplace.
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Affiliation(s)
| | - Stephen Teo
- Edith Cowan University, Perth, Western Australia, Australia
- Northumbria University, Newcastle upon Tyne, UK
| | | | - Alicia Stanway
- Australian Institute of Business, Adelaide, South Australia, Australia
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Chen YL, Hsieh HL. Do Resources Help or Hurt? The Critical Roles of Me, Others, and Organization in Mitigating Workplace Demands. Psychol Rep 2023:332941231206354. [PMID: 37837440 DOI: 10.1177/00332941231206354] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/16/2023]
Abstract
Today's job demands-resources (JD-R) literature emphasizes the interactions between job demands and resources. However, the dynamism of JD-R processes in which individuals manage to counteract the detrimental effects of job demands on employees by flexibly adjusting resources calls this relationship into question. Hence, in this study, we depict JD-R dynamics in the workplace by developing a cross-level moderated-mediation model that unveils the different roles played by job and personal resources when they are woven together with job demands. We examine how and when the relationships among three types of resources-organizationally assigned high-performance work systems (HPWSs), psychological capital (PsyCap), and social support climate (SSC)-help employees deal with excessive workload and unhealthy emotional demands. Using a two-wave research design, we measured and tested the causal relationships of the proposed variables. We found that (1) HPWSs had a negative effect on workload, (2) workload provoked employee emotional demands, (3) the interaction between HPWSs and PsyCap increased workload, and (4) SSC mitigated the positive effect of workload on employee emotional demands. This study contributes to the JD-R theory and literature by unlocking the potential roles of various resources. Theoretical and practical implications, limitations, and future research avenues are also presented.
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Affiliation(s)
- Yuan-Ling Chen
- Master's Program in International Business Communication, College of Humanities and Management, National Ilan University, Yilan, Taiwan
| | - Hsiow-Ling Hsieh
- Department of Business Administration, I-Shou University, Kaohsiung, Taiwan
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Falco A, Girardi D, Elfering A, Peric T, Pividori I, Dal Corso L. Is Smart Working Beneficial for Workers' Wellbeing? A Longitudinal Investigation of Smart Working, Workload, and Hair Cortisol/Dehydroepiandrosterone Sulfate during the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:6220. [PMID: 37444069 PMCID: PMC10341102 DOI: 10.3390/ijerph20136220] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/09/2023] [Revised: 05/23/2023] [Accepted: 06/21/2023] [Indexed: 07/15/2023]
Abstract
Building on the job demands-resources (JD-R) and allostatic load (AL) models, in the present study we examined the role of smart working (SW) in the longitudinal association between workload/job autonomy (JA) and a possible biomarker of work-related stress (WRS) in the hair-namely, the cortisol-dehydroepiandrosterone sulfate (DHEA(S)) ratio-during the COVID-19 pandemic. Overall, 124 workers completed a self-report questionnaire (i.e., psychological data) at Time 1 (T1) and provided a strand of hair (i.e., biological data) three months later (Time 2, T2). Results from moderated multiple regression analysis showed that SW at T1 was negatively associated with the hair cortisol/DHEA(S) ratio at T2. Additionally, the interaction between workload and SW was significant, with workload at T1 being positively associated with the hair cortisol/DHEA(S) ratio at T2 among smart workers. Overall, this study indicates that SW is a double-edged sword, with both positive and negative consequences on employee wellbeing. Furthermore, our findings suggest that the hair cortisol/DHEA(S) ratio is a promising biomarker of WRS. Practical implications that organizations and practitioners can adopt to prevent WRS and promote organizational wellbeing are discussed.
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Affiliation(s)
- Alessandra Falco
- FISPPA Section of Applied Psychology, University of Padua, 35131 Padua, Italy
| | - Damiano Girardi
- FISPPA Section of Applied Psychology, University of Padua, 35131 Padua, Italy
| | - Achim Elfering
- Institute of Psychology, University of Bern, 3012 Bern, Switzerland
| | - Tanja Peric
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, 33100 Udine, Italy
| | - Isabella Pividori
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, 33100 Udine, Italy
| | - Laura Dal Corso
- FISPPA Section of Applied Psychology, University of Padua, 35131 Padua, Italy
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Tomczak MT, Kulikowski K. Toward an understanding of occupational burnout among employees with autism - the Job Demands-Resources theory perspective. CURRENT PSYCHOLOGY 2023:1-13. [PMID: 37359683 PMCID: PMC9958323 DOI: 10.1007/s12144-023-04428-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/17/2023] [Indexed: 02/27/2023]
Abstract
This article aims to gain insight into the phenomenon of occupational burnout among employees with autism based on the theoretical framework of the Job Demands-Resources theory and the literature on employees with autism in the workplace. Firstly, we argue that although the resources and demands of the neurotypical and neurodivergent employees might be different, the theoretical mechanism of occupational burnout formation remains similar among the neurotypical and neurodivergent employees, leading to the similar burnout experience. Next, we distinguish key demands that might drain neurodiverse employees' energy, and spark burnout, and propose a set of resources that might foster their achievement of work goals and mitigate demanding working conditions. We emphasise that the nature of job demands/resources that may cause burnout is not universal but might depend on how employees evaluate them, thus neurotypical and neurodiverse workers who evaluate the same work characteristics differently might complement each other, increasing organisational diversity without losing productivity. Our conceptual elaboration contributes to the theory and practice of healthier workplaces by providing tools and inspiration to managers, policymakers, and all stakeholders interested in creating a diverse and productive workplace. Moreover, our work might spark a much needed debate on occupational burnout among employees with autism and encourage conducting further empirical studies.
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Affiliation(s)
- Michał T. Tomczak
- Faculty of Management and Economics, Gdańsk University of Technology, G. Narutowicza 11/12 Street, 80-233 Gdańsk, Poland
| | - Konrad Kulikowski
- Faculty of Management, University of Social Sciences, H. Sienkiewicza 9 Street; 90-113, Łódź, Poland
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Schmitt A, Weigelt O. Negative work events impede daily self-efficacy through decreased goal attainment: Are action orientation and job autonomy moderators of the indirect effect? EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1080/1359432x.2023.2166832] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/26/2023]
Affiliation(s)
- Antje Schmitt
- Department of Psychology, University of Groningen, Groningen, the Netherlands
| | - Oliver Weigelt
- Wilhelm Wundt Institute of Psychology, Leipzig University, Leipzig, Germany
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Juyumaya J, Torres JP. A managers' work engagement framework for the digital tasks. Front Psychol 2023; 14:1009459. [PMID: 36760448 PMCID: PMC9902719 DOI: 10.3389/fpsyg.2023.1009459] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/01/2022] [Accepted: 01/06/2023] [Indexed: 01/25/2023] Open
Abstract
Unlike much research on work engagement, there is not much literature focused on managers that discuss their job demands and resources related to digital challenges in today's organizations. Grounded in the JD-R model and considering the current digital world context, we build four research propositions and offer a work engagement framework that considers the boundary conditions of digital managerial tasks. Our conceptual framework relates the new job demands and resources to digital managerial tasks: digital adoption tasks and digital business model tasks. This conceptual article has theoretical and practical implications for organizational psychology, organizational behavior, and strategic management scholars and practitioners interested in studying managers' work engagement and digital managerial tasks.
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Affiliation(s)
- Jesus Juyumaya
- Escuela de Ingeniería Comercial, Facultad de Economía y Negocios, Universidad Santo Tomás, Santiago, Chile
| | - Juan Pablo Torres
- Department of Business Administration, School of Economics and Business, University of Chile, Santiago, Chile
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9
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Miglioretti M, Gragnano A, Simbula S, Perugini M. Telework quality and employee well-being: Lessons learned from the COVID-19 pandemic in Italy. NEW TECHNOLOGY WORK AND EMPLOYMENT 2022; 38:NTWE12263. [PMID: 36718468 PMCID: PMC9877874 DOI: 10.1111/ntwe.12263] [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: 07/20/2021] [Revised: 11/08/2022] [Accepted: 11/25/2022] [Indexed: 12/13/2022]
Abstract
The coronavirus disease 2019 (COVID-19) forced organisations to implement intensive telework for many of their workers overnight. This scenario was completely new, and the emergency caused by COVID-19 created the possibility of experimenting with new ways of working with an unknown impact on employee well-being. Drawing on previous literature, we defined a model of telework quality consisting of the following four core domains: agile offices within organisations, functional remote workstations, flex-time and engaging management. We identified two high-quality and low-quality telework profiles using latent profile analysis on a data sample of 2295 insurance and financial sector employees. Demographic, occupational and procedural characteristics were associated with the probability of being in the positive or negative profiles. Our results showed that employees' emotional exhaustion and work engagement levels were related to telework quality. This study suggests that organisations need to consider the quality of telework to effectively adopt new ways of working that foster employee well-being.
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Affiliation(s)
- Massimo Miglioretti
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Andrea Gragnano
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Silvia Simbula
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Marco Perugini
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
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Schott C, Fischer C. How to turn workplace boredom into something positive. A theoretical framework of the ‘bright sides’ of boredom. HUMAN RESOURCE MANAGEMENT REVIEW 2022. [DOI: 10.1016/j.hrmr.2022.100952] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/28/2022]
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11
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Fatima F, Oba P, Sony M. Exploring employee well-being during the COVID-19 remote work: evidence from South Africa. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1108/ejtd-06-2022-0061] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Purpose
The COVID-19 pandemic has rapidly accelerated a shift to remote working for previously office-based employees in South Africa, impacting employee outcomes such as well-being. The remote work trend is expected to continue even post the pandemic, necessitating for organizational understanding of the factors impacting employee well-being. Using the Job Demands–Resources model as the theoretical framework, this study aims to understand the role of job demands and resources as predictors of employee well-being in the pandemic context.
Design/methodology/approach
A self-administered online survey questionnaire was used to gather quantitative data about remote workers’ (n = 204) perceptions of specifically identified demands, resources and employee well-being. Descriptive statistics, Pearson’s correlation and moderated hierarchical regression were used to analyse the data.
Findings
This study found that job demands in the form of work–home conflict were associated with reduced employee well-being. Resources, namely, job autonomy, effective communication and social support were associated with increased employee well-being. Job autonomy was positively correlated to remote work frequency, and gender had a significant positive association to work–home conflict. Social support was found to moderate the relationship between work–home conflict and employee well-being. Findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. This study advances knowledge on the role of demands and resources as predictors of employee well-being of remote workforces during COVID-19 and beyond.
Originality/value
This paper provides insight on employee well-being during COVID-19 remote work. Further, the findings suggest that organizations looking to enhance the well-being of their remote workforce should implement policies and practices that reduce the demands and increase the resources of their employees. The significant association of gender to work–home conflict suggests that greater interventions are required particularly for women. To the best of the authors’ knowledge, this is the first study carried out to explore the employee well-being during COVID-19 pandemic and will be beneficial to stakeholders for understanding the factors impacting employee well-being.
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Harju LK, van Hootegem A, De Witte H. Bored or burning out? Reciprocal effects between job stressors, boredom and burnout. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103807] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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13
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Du Toit A, Redelinghuys K, Van der Vaart L. Organisational support and teachers’ performance: The moderating role of job crafting. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2022. [DOI: 10.4102/sajip.v48i0.2004] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: Teachers fulfil an essential role in students’ learning and the prosperity of nations. Hence, teacher performance, and the determinants thereof, are vital to understand.Research purpose: To extend the conversation on teacher performance in a non-WEIRD (Western, educated, industrialised and democratic) nation, the authors aimed to investigate potential factors that may influence teachers’ performance, specifically from the perspective of perceived organisational support (POS) and job crafting.Motivation for the study: Due to the widespread impact of teacher performance and the potential of both POS and job crafting to enable it, it is valuable to investigate the collective effect of these variables on individual work performance.Research approach/design and method: This quantitative cross-sectional study involved 207 teachers conveniently sampled from private educational organisations in Gauteng. The Survey of Perceived Organisational Support, Job Crafting Questionnaire and an Individual Work Performance Subscale were administered to assess the study variables. Structural equation modelling was employed to confirm the dimensionality of the scales, followed by moderation analysis for hypothesis testing.Main findings: The results of the moderation analysis showed that the effect of POS on teachers’ performance is conditional upon teachers’ job crafting behaviours in the organisation. More specifically, organisational support matters for teachers’ performance but only for those with low to moderate levels of job crafting.Practical/managerial implications: Organisations could implement interventions to enhance teachers’ perceptions of support from the organisation to improve their performance. Simultaneously, organisations can invest in interventions that teach teachers to craft their jobs and create organisational environments that foster job crafting behaviours.Contribution/value-add: The study contributes to the limited body of literature on teachers’ performance in a developing context and literature on organisational support and job crafting.
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Xie J, Ifie K, Gruber T. The dual threat of COVID-19 to health and job security - Exploring the role of mindfulness in sustaining frontline employee-related outcomes. JOURNAL OF BUSINESS RESEARCH 2022; 146:216-227. [PMID: 35340762 PMCID: PMC8934737 DOI: 10.1016/j.jbusres.2022.03.030] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/15/2021] [Revised: 03/09/2022] [Accepted: 03/14/2022] [Indexed: 06/14/2023]
Abstract
Navigating the increasingly uncertain business world requires organizations and employees to be highly adaptive to threats and changes. During COVID-19, the dual threats to health and job security have been especially salient for frontline employees. Drawing on the job demands-resources (JD-R) model, we investigated individual and organizational mindfulness as valuable resources, which influence employee outcomes of preventative behaviors, emotional exhaustion, and job performance both directly, and indirectly through threat appraisals. We find that individual and organizational mindfulness influence threat appraisals in a "counterbalanced manner": individual mindfulness decreases threat appraisals, while organizational mindfulness heightens the perceived threat of contracting COVID-19. The threat to health further serves as a double-edged sword, predicting both emotional exhaustion and preventative behaviors, while job insecurity impairs all employee outcomes. Based on these findings, we provide key implications for research and practice, and future research directions.
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Affiliation(s)
- Junyi Xie
- Loughborough University, United Kingdom
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15
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Jaakson K, Ashyrov G. Happy to Be a Boss? Cultural Moderators of Relationships Between Supervisory Responsibility and Job Satisfaction. Front Psychol 2022; 13:868910. [PMID: 35783769 PMCID: PMC9240621 DOI: 10.3389/fpsyg.2022.868910] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/03/2022] [Accepted: 05/16/2022] [Indexed: 12/02/2022] Open
Abstract
This paper addresses whether supervisory responsibility is a challenging job demand in the Job Demands-Resources (JD-R) model in different cultural contexts. We investigate how job satisfaction responds to a supervisory role with job control and selected cultural dimensions using a cross-cultural dataset of 14 countries with more than 43,000 adults using ordered logit regression models. We find that a supervisory role enhances job satisfaction and appears to be a challenging job demand. However, no studied cultural dimension, masculinity, power distance, individualism, or uncertainty avoidance, increases job satisfaction derived from this kind of responsibility. Our study indicates that there might be stereotypical assumptions about cultural dimensions concerning the job satisfaction of supervisors.
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Oger M, Martin‐Krumm C, Fenouillet F, Müller A, Le Roux F, Tarquinio C, Broc G. Quality of life at school: Between vulnerability and robustness of students. PSYCHOLOGY IN THE SCHOOLS 2022. [DOI: 10.1002/pits.22719] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Marie Oger
- EPSAM/APEMAC UR 4360 University of Lorraine Metz Metz France
| | - Charles Martin‐Krumm
- EPSAM/APEMAC UR 4360 University of Lorraine Metz Metz France
- VCR Laboratory of Psychology of the School of Practical Psychologists of Paris Paris France
- IRBA Brétigny Brétigny‐sur‐Orge France
| | | | - Anita Müller
- VCR Laboratory of Psychology of the School of Practical Psychologists of Paris Paris France
| | - Fleur Le Roux
- VCR Laboratory of Psychology of the School of Practical Psychologists of Paris Paris France
| | - Cyril Tarquinio
- EPSAM/APEMAC UR 4360 University of Lorraine Metz Metz France
| | - Guillaume Broc
- EPSYLON EA 4556 University Montpellier 3 Paul Valery Montpellier France
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Günther N, Hauff S, Gubernator P. The joint role of HRM and leadership for teleworker well-being: An analysis during the COVID-19 pandemic. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2022. [DOI: 10.1177/23970022221083694] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The sudden and extensive implementation of teleworking in the beginning of the COVID-19 pandemic has threatened employees’ well-being. Based on the challenges that particularly threatened such well-being in the beginning of the pandemic, we identify sets of telework-specific HRM practices and leadership behaviors, and examine their joint relationships with teleworkers’ happiness well-being in terms of work engagement and job satisfaction. Thus, we also consider the mediating roles of social isolation (as an indicator of social well-being) and psychological strain (as an indicator of health well-being). We also expect that HRM and leadership should interact and reinforce each other. Our analyses are based on data from German teleworkers at two consecutive points in time. Our findings reveal differentiated and complementary effects of telework-oriented HRM and leadership. In particular, we identified the provision of health care to contribute most to telework-oriented HRM’s relationship with social isolation and happiness well-being. Telework-oriented leadership mainly affected teleworkers’ happiness well-being via strain by ensuring communication and information exchanges between teleworkers.
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Sharma D, Ghosh K, Mishra M, Anand S. You stay home, but we can't: Invisible 'dirty' work as calling amid COVID-19 pandemic. JOURNAL OF VOCATIONAL BEHAVIOR 2021; 132:103667. [PMID: 34898671 PMCID: PMC8641980 DOI: 10.1016/j.jvb.2021.103667] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2020] [Revised: 11/20/2021] [Accepted: 11/23/2021] [Indexed: 11/26/2022]
Abstract
Research on calling has largely focused on its benefits for employees. This study contends that experiencing work as a moral duty based calling in invisible-dirty occupations can yield both favorable and unfavorable employee outcomes. Whether employees feel burdened or supported in their work and family roles depends on the demands and resources provided by the workplace. In a sample of 175 janitors at a large government hospital designated for treating COVID-19 patients in the national capital region of India, hypothesis testing results support that work calling is positively associated with both positive (job performance, subjective career success), and negative (work-family and family-work conflicts, burnout) outcomes. Further, job demands strengthen the relationship of work calling with work-family and family-work conflicts, and burnout, whereas, job resources augment the relationship between work calling and job performance, and subjective career success.
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Affiliation(s)
| | - Koustab Ghosh
- Indian Institute of Management Rohtak, Haryana, India
| | | | - Smriti Anand
- Illinois Institute of Technology Stuart School of Business, Chicago, United States of America
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Latorre F, Pérez-Nebra AR, Queiroga F, Alcover CM. How Do Teleworkers and Organizations Manage the COVID-19 Crisis in Brazil? The Role of Flexibility I-Deals and Work Recovery in Maintaining Sustainable Well-Being at Work. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:12522. [PMID: 34886247 PMCID: PMC8657203 DOI: 10.3390/ijerph182312522] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/29/2021] [Revised: 11/24/2021] [Accepted: 11/25/2021] [Indexed: 12/15/2022]
Abstract
The COVID-19 pandemic has impacted the economic market and labor contexts worldwide. Brazil has suffered one of the worst social and governmental managements of the COVID-19 crisis, forcing workers and organizations to develop coping strategies. This environment can affect both well-being and performance at work. Sustainable well-being at work refers to different patterns of relationships between performance and well-being. It may include eudaimonic (e.g., Meaning of Work-MOW) or hedonic (e.g., emotions) forms of well-being. This study tests the moderating role of recovery from work stress in the relationship between flexibility i-deals and patterns of sustainable well-being at work in Brazilian teleworkers. We relied on two studies to achieve this objective. In Study 1, conducted during the pandemic's first outbreak in Brazil (N = 386), recovery experiences moderated the relationship between i-deals and clusters formed by performance and MOW (eudaimonic happiness). In Study 2, conducted during the second outbreak (N = 281), we identified relationships between clusters of emotions (hedonic happiness) and MOW (eudaimonic) with performance. The results supported the idea that recovery experiences moderated the relationship between i-deals and patterns of sustainable well-being at work differently. Our findings have implications for Human Resource Management and teleworkers, especially for employee behaviors to deal with stress.
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Affiliation(s)
- Felisa Latorre
- Department of Psychology, Faculty of Health Sciences, Universidad Rey Juan Carlos, Avda. Atenas s/n, 28922 Alcorcón, Spain; (F.L.); (C.-M.A.)
| | - Amalia Raquel Pérez-Nebra
- Department of Management, Campus Universitário Darcy Ribeiro, Universidade de Brasília, Brasilia 70910-900, Brazil
- Department of Psychology, Universidad Internacional de Valencia, 46002 Valencia, Spain
| | - Fabiana Queiroga
- Department of Psychology, Université Côte D’Azur, Avenue des Diables Bleus, 06357 Nice, France;
| | - Carlos-María Alcover
- Department of Psychology, Faculty of Health Sciences, Universidad Rey Juan Carlos, Avda. Atenas s/n, 28922 Alcorcón, Spain; (F.L.); (C.-M.A.)
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20
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Yan J, Ali M, Khan MM, Shah SHH, Butt AS. The effect of promotion regulatory focus on service performance. SERVICE INDUSTRIES JOURNAL 2021. [DOI: 10.1080/02642069.2021.2003340] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Jiaqi Yan
- School of Business and Administration, Northeastern University, Shenyang, People’s Republic of China
| | - Muhammad Ali
- School of Economics and Management, Dongguan University of Technology, Dongguan, People’s Republic of China
- School of Management, University of Science and Technology of China, Hefei, People’s Republic of China
| | | | | | - Atif Saleem Butt
- Department of Management, School of Business, American University of Ras Al Khaimah, Ras Al Khaimah, UAE
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21
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Coxen L, van der Vaart L, Van den Broeck A, Rothmann S. Basic Psychological Needs in the Work Context: A Systematic Literature Review of Diary Studies. Front Psychol 2021; 12:698526. [PMID: 34733198 PMCID: PMC8558380 DOI: 10.3389/fpsyg.2021.698526] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2021] [Accepted: 09/20/2021] [Indexed: 11/13/2022] Open
Abstract
According to the self-determination theory, individuals' basic psychological needs for autonomy, competence, and relatedness should be satisfied for optimal psychological growth. The satisfaction of these needs seems to vary due to changes in a person's social context, and the outcomes of the satisfaction of these needs also vary along with the needs. Despite several studies investigating daily and weekly variations in need satisfaction and its correlates, no systematic investigation exists. This study aimed to conduct a narrative synthesis of existing quantitative diary studies of basic psychological needs in the work context. We specifically aimed to evaluate if psychological need satisfaction varies daily and weekly and judge whether they vary more daily or weekly. Additionally, we also aimed to review the literature regarding the relations between daily or weekly variations in need satisfaction and its assumed antecedents and outcomes. We included peer-reviewed articles in English that measured work-related basic psychological needs using a quantitative diary study design. Database searching (Web of Science, ScienceDirect, EBSCOhost, and Scopus) led to the extraction of 2 251 records by February 2020. Duplicates were removed, the remaining records were screened (n = 820), and 30 articles were assessed using eligibility criteria. Two authors individually conducted the screening and eligibility processes to manage selection bias. In total, 21 articles were included in the final review. The review indicated that basic psychological need satisfaction showed considerable within-person variation and was more dynamic daily (compared to weekly). Job demands, job resources, organisational resources, and individual characteristics appeared to associate with these variations. The organisational context seemed to matter the most for need satisfaction. Variations in need satisfaction were also related to employee well-being, performance, and motivation. Despite the small number of published studies (particularly for weekly studies), our results indicate that researchers should pay attention to within-person variations in need satisfaction. Measuring daily need satisfaction could be prioritised. Different antecedents and outcomes seem to be associated with different needs. Thus, when needs are viewed as distinct constructs instead of unidimensional ones, one can derive greater insights. The study is funded by the National Research Foundation.
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Affiliation(s)
- Lynelle Coxen
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.,Faculty of Economic and Management Sciences, School of Industrial Psychology and Human Resource Management, North-West University, Vanderbijlpark, South Africa
| | - Leoni van der Vaart
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.,Faculty of Economic and Management Sciences, School of Industrial Psychology and Human Resource Management, North-West University, Vanderbijlpark, South Africa
| | - Anja Van den Broeck
- Optentia Research Unit, North-West University, Vanderbijlpark, South Africa.,Department of Work and Organisation Studies, Faculty of Economics and Business, KU Leuven, Leuven, Belgium
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22
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Falco A, Girardi D, Dal Corso L, Yıldırım M, Converso D. The perceived risk of being infected at work: An application of the job demands-resources model to workplace safety during the COVID-19 outbreak. PLoS One 2021; 16:e0257197. [PMID: 34499675 PMCID: PMC8428687 DOI: 10.1371/journal.pone.0257197] [Citation(s) in RCA: 28] [Impact Index Per Article: 9.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2021] [Accepted: 08/25/2021] [Indexed: 12/24/2022] Open
Abstract
Safety at work, both physical and psychological, plays a central role for workers and organizations during the ongoing outbreak of COVID-19. Building on the job demands-resources (JD-R) model applied to safety at work, in this study we proposed that the perceived risk of being infected with COVID-19 at work can be conceptualized as a job demand (i.e., a risk factor for work-related stress), whereas those characteristics of the job (physical and psychosocial) that help workers to reduce or manage this risk can be conceived as job resources (i.e., protective factors). We hypothesized that the perceived risk of being infected at work is positively associated with emotional exhaustion. Furthermore, we hypothesized that job resources, in terms of safety systems, communication, decision-making, situational awareness, fatigue management, and participation in decision-making, are negatively associated with emotional exhaustion. We also hypothesized that job resources buffer the association between perceived risk and emotional exhaustion. Overall, 358 workers (meanage = 36.3±12.2 years) completed a self-report questionnaire, and the hypothesized relationships were tested using moderated multiple regression. Results largely supported our predictions. The perceived risk of being infected at work was positively associated with emotional exhaustion, whereas all the job resources were negatively associated with it. Furthermore, safety systems, communication, decision-making, and participation in decision-making buffered the relationship between the perceived risk of being infected at work and emotional exhaustion. In a perspective of prevention and health promotion, this study suggested that organizations should reduce the potential risk of being infected at work, whenever possible. At same time, those characteristics of the job that can help workers to reduce or manage the risk of infection should be strengthened.
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Affiliation(s)
- Alessandra Falco
- Department of Philosophy, Sociology, Education and Applied Psychology, Section of Applied Psychology, University of Padua, Padua, Italy
| | - Damiano Girardi
- Department of Philosophy, Sociology, Education and Applied Psychology, Section of Applied Psychology, University of Padua, Padua, Italy
| | - Laura Dal Corso
- Department of Philosophy, Sociology, Education and Applied Psychology, Section of Applied Psychology, University of Padua, Padua, Italy
| | - Murat Yıldırım
- Department of Psychology, Ağrı İbrahim Çeçen University, Ağrı, Turkey
- Department of Neuroscience, Psychology and Behaviour, University of Leicester, Leicester, United Kingdom
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23
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Remote working and employee engagement: a qualitative study of British workers during the pandemic. INFORMATION TECHNOLOGY & PEOPLE 2021. [DOI: 10.1108/itp-12-2020-0850] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThrough the lens of Conservation of Resources (COR) theory, this study explores how remote working inhibits employee engagement. The authors offer a fresh perspective on the most salient work- and nonwork-related risk factors that make remote working particularly challenging in the context of Covid-19.Design/methodology/approachThe authors use data from semi-structured interviews with 32 employees working from home during the Covid-19 lockdown. Based on the interpretivist philosophical approach, the authors offer new insights into how employees can optimize work- and nonwork-related experiences when working remotely.FindingsThe authors show that the sudden transition from in-person to online modes of working during the pandemic brought about work intensification, online presenteeism, employment insecurity and poor adaptation to new ways of working from home. These stress factors are capable of depleting vital social and personal resources, thereby impacting negatively on employee engagement levels.Practical implicationsEmployers, leaders and human resource teams should be more thoughtful about the risks and challenges employees face when working from home. They must ensure employees are properly equipped with the relevant resources and support to perform their jobs more effectively.Originality/valueWhile previous research has focused on the benefits of remote working, the current study explores how it might be detrimental for employee engagement during a pandemic. The study provides new evidence on the most salient risks and challenges faced by remote workers, and how the unique Covid-19 context has made them more pronounced.
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Tisu L, Vîrgá D. Growth Opportunities and Entrepreneurial Performance: Testing Strengths Use and Meaning-Making as Moderators of the Relationship. JOURNAL OF CAREER DEVELOPMENT 2021. [DOI: 10.1177/08948453211037397] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The present study investigates how developable behavioral (strengths use) and cognitive (meaning-making) mechanisms moderate the relationship between personal growth opportunities and entrepreneurial performance. We relied on a cross-sectional design. Data were gathered from 208 Romanian entrepreneurs and analyzed via hierarchical multiple linear regressions. The employed moderators boost the investigated relationship, both separately and interactively. The three-way interaction shows that entrepreneurs have to employ strengths use and meaning-making concomitantly to be able to capitalize on growth opportunities effectively. Consequently, this will enable entrepreneurs to rate their business performance more positively because they will perceive they have the necessary resources to invest in the business. Conversely, at low levels of strengths use and meaning-making, the presence of growth opportunities erodes entrepreneurial performance. This study identifies strengths use and meaning-making as vital psychological tools that allow an increase in entrepreneurial performance thus altering business-related investment and continuance decisions.
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Affiliation(s)
- Luca Tisu
- Department of Psychology, West University of Timişoara, Romania
| | - Delia Vîrgá
- Department of Psychology, West University of Timişoara, Romania
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25
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Russell E, Woods SA, Banks AP. Tired of email? Examining the role of extraversion in building energy resources after dealing with work-email. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1958782] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Emma Russell
- Department of Management, University of Sussex, Brighton, UK
| | - Stephen A. Woods
- Department of Work, Organization and Management, University of Liverpool, Liverpool, UK
| | - Adrian P. Banks
- Department of Psychology, University of Surrey, Guildford, UK
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26
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Homeworking, Well-Being and the COVID-19 Pandemic: A Diary Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18147575. [PMID: 34300025 PMCID: PMC8307349 DOI: 10.3390/ijerph18147575] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/27/2021] [Revised: 06/28/2021] [Accepted: 06/29/2021] [Indexed: 11/16/2022]
Abstract
As a response to the COVID-19 pandemic, many governments encouraged or mandated homeworking wherever possible. This study examines the impact of this public health initiative on homeworkers’ well-being. It explores if the general factors such as job autonomy, demands, social support and work–nonwork conflict, which under normal circumstances are crucial for employees’ well-being, are outweighed by factors specific to homeworking and the pandemic as predictors of well-being. Using data from four-week diary studies conducted at two time periods in 2020 involving university employees in the UK, we assessed five factors that may be associated with their well-being: job characteristics, the work–home interface, home location, the enforced nature of the homeworking, and the pandemic context. Multi-level analysis confirms the relationship between four of the five factors and variability in within-person well-being, the exception being variables connected to the enforced homeworking. The results are very similar in both waves. A smaller set of variables explained between-person variability: psychological detachment, loneliness and job insecurity in both periods. Well-being was lower in the second than the first wave, as loneliness increased and the ability to detach from work declined. The findings highlight downsides of homeworking, will be relevant for employees’ and employers’ decisions about working arrangements post-pandemic, and contribute to the debate about the limits of employee well-being models centred on job characteristics.
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Job resources and employees' intention to stay: the mediating role of meaningful work and work engagement. JOURNAL OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1017/jmo.2021.10] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Abstract
Abstract
Based on the Job Demands Resources Model (JD-R), this study investigates the mediating role of meaningful work and work engagement in the association between job resources and employees' intention to stay. A cross-sectional study was conducted through an online survey of 217 employees from different organizations in Puerto Rico. We examined a serial mediation analysis through structural equation modeling. The results indicate that job resources are positively related to meaningful work, while meaningful work is positively associated with work engagement. Further, job resources are indirectly associated with the intention to stay through meaningful work and work engagement. This study contributes to understanding the role of meaningful work and engagement in the JD-R model's motivational-driven process and how these mechanisms promote positive work outcomes in terms of the retention of human capital. Designing jobs and strategies at the workplace to develop meaning and engagement seems crucial to retain employees.
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28
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Tisu L, Rusu A, Sulea C, Vîrgă D. Job Resources and Strengths Use in Relation to Employee Performance: A Contextualized View. Psychol Rep 2021; 125:1494-1527. [PMID: 33657923 DOI: 10.1177/0033294121997783] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Abstract
Job resources play a prominent role in employee performance literature, yet a fine-grained understanding of how resources are relevant for several performance types is still needed. Relying on the Job Demands-Resources and Conservation of Resources theories, the present study addresses this call in two ways. First, it examines the predictive effect of four job resources (i.e., role clarity, feedback, autonomy, and opportunities for development) on nine types of performance (i.e., proficiency, adaptivity, and proactivity as an individual, team, and organization member). Second, it tests the moderator role of strengths use in these relationships. Data was gathered from a sample of Romanian employees (N = 332) and analyzed via hierarchical multiple linear regression. The results indicate that the selected job resources are, indeed, predictors of different types of employee performance and not in a unitary manner. Role clarity and feedback appear to be the most relevant predictors for various performance types, while autonomy seems to be the least important. Also, strengths use moderates these relationships, but in a reinforcing manner only regarding opportunities for development. The interaction of strengths use with role clarity and feedback renders the latter two obsolete, indicating that individual strategies may act as substitutes for job resources. These findings add to the Job Demands-Resources theory's versatile nature and provide more clarity to practitioners who plan interventions to enhance specific performance types, taking individual strategies into account.
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Affiliation(s)
- Luca Tisu
- Department of Psychology, West University of Timișoara, Romania
| | - Andrei Rusu
- Department of Psychology, West University of Timișoara, Romania
| | - Coralia Sulea
- Department of Psychology, West University of Timișoara, Romania
| | - Delia Vîrgă
- Department of Psychology, West University of Timișoara, Romania
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29
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Fürstenberg N, Alfes K, Kearney E. How and when paradoxical leadership benefits work engagement: The role of goal clarity and work autonomy. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1111/joop.12344] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
| | | | - Eric Kearney
- Faculty of Economics and Social Sciences University of Potsdam Potsdam Germany
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30
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Harju LK, Kaltiainen J, Hakanen JJ. The double‐edged sword of job crafting: The effects of job crafting on changes in job demands and employee well‐being. HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1002/hrm.22054] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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31
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Sott MK, Bender MS, Furstenau LB, Machado LM, Cobo MJ, Bragazzi NL. 100 Years of Scientific Evolution of Work and Organizational Psychology: A Bibliometric Network Analysis From 1919 to 2019. Front Psychol 2020; 11:598676. [PMID: 33343470 PMCID: PMC7744602 DOI: 10.3389/fpsyg.2020.598676] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2020] [Accepted: 11/12/2020] [Indexed: 01/04/2023] Open
Abstract
In this study, we explore a 100 years of Work and Organizational Psychology (WOP). To do this, we carry out a bibliometric performance and network analysis (BPNA) to understand the evolution structure and the most important themes in the field of study. To perform the BNPA, 8,966 documents published since 1919 were exported from the Web of Science and Scopus databases. The SciMAT software was used to process data and to create the evolution structure, the strategic diagram, and the thematic network structure of the strategic themes of the field of WOP. We identified 29 strategic clusters and discuss the most important themes (motor themes) and their relationship with other clusters. This research presents the complete evolution of the field of study, identifying emerging themes and others with a high degree of development. We hope that this work will support researchers and future research in the field of WOP.
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Affiliation(s)
- Michele K. Sott
- Graduate Program of Industrial Systems and Processes, University of Santa Cruz do Sul, Santa Cruz do Sul, Brazil
| | - Mariluza S. Bender
- Multiprofessional Residency Program in Urgency and Emergency, Santa Cruz Hospital, Santa Cruz do Sul, Brazil
| | - Leonardo B. Furstenau
- Graduate Program of Industrial Systems and Processes, University of Santa Cruz do Sul, Santa Cruz do Sul, Brazil
| | - Laura M. Machado
- Department of Psychology, Lutheran University of Brazil, Cachoeira do Sul, Brazil
| | - Manuel J. Cobo
- Department of Computer Science and Engineering, University of Cádiz, Cádiz, Spain
| | - Nicola L. Bragazzi
- Laboratory for Industrial and Applied Mathematics, Department of Mathematics and Statistics, York University, Toronto, ON, Canada
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Sepeng W, Stander MW, van der Vaart L, Coxen L. Authentic leadership, organisational citizenship behaviour and intention to leave: The role of psychological capital. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2020. [DOI: 10.4102/sajip.v46i0.1802] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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33
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Dlouhy K, Casper A. Downsizing and surviving employees' engagement and strain: The role of job resources and job demands. HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1002/hrm.22032] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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