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Abdi F, Jahangiri M, Kamalinia M, Cousins R, Mokarami H. Developing a model for predicting safety performance of nurses based on psychosocial safety climate and role of job demands and resources, job satisfaction, and emotional exhaustion as mediators. BMC Psychol 2023; 11:187. [PMID: 37349826 DOI: 10.1186/s40359-023-01223-1] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/04/2022] [Accepted: 06/09/2023] [Indexed: 06/24/2023] Open
Abstract
BACKGROUND The present study aimed to develop a model for predicting the safety performance of nurses based on psychosocial safety climate (PSC) and the role of job demands and resources, job satisfaction, and emotional exhaustion as mediators. METHODS A cross-sectional study using structural equation modeling (SEM) was carried out among nurses in Iran. Data were collected using the Psychosocial Safety Climate questionnaire, Neal and Griffin's Safety Performance Scale, the Management Standards Indicator Tool, the Effort-Reward Imbalance questionnaire, the Michigan Organizational Assessment Job Satisfaction subscale and the Maslach Burnout Inventory. RESULTS Surveys were distributed to 340 nurses provided informed consent. After removing incplete surveys, data from 280 partipants were analysed. The completion rate was 82.35%. The SEM results indicated that PSC can directly and indirectly predict nurses' safety performance. The final model showed an acceptable goodness of fit (p = 0.023). It indicated that PSC, job demands, and job satisfaction were directly related to safety performance, and also that PSC, emotional exhaustion, job resources, and job demands were all indirectly related to safety performance. Also, PSC had a significant relationship with all mediator variables, and job demands had direct effect on emotional exhaustion. CONCLUSIONS The current study presented a new model for predicting safety performance in nurses in which PSC, both directly and indirectly, plays an important role. In addition to paying attention to the physical aspects of the workplace, healthcare organizations should also take into account PSC to improve safety. Next steps in reducing safety issues in nursing is to develop intervention studies using this new evidence-based model as a framework.
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Affiliation(s)
- Fatemeh Abdi
- Department of Occupational Health and Safety Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Mehdi Jahangiri
- Department of Occupational Health and Safety Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Mojtaba Kamalinia
- Department of Occupational Health and Safety Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Rosanna Cousins
- Department of Psychology, Liverpool Hope University, Liverpool, UK
| | - Hamidreza Mokarami
- Department of Ergonomics, School of Health, Shiraz University of Medical Sciences, PO Box 71645-111, Shiraz, Iran.
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2
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Liu Y, Wang W, Liu J. Work-related use of information and communication technologies (W_ICTs) and job satisfaction of kindergarten teachers: A moderated mediation model. Acta Psychol (Amst) 2023; 237:103947. [PMID: 37244056 DOI: 10.1016/j.actpsy.2023.103947] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2022] [Revised: 05/11/2023] [Accepted: 05/20/2023] [Indexed: 05/29/2023] Open
Abstract
The high turnover rate of kindergarten teachers has become a global problem. Job satisfaction is regarded as a contributing factor that can reduce turnover intention. We sought to examine the relationship between work-related use of information and communication technologies after hours (W_ICTs) and kindergarten teachers' job satisfaction, as well as the mediating role of emotional exhaustion and the moderating role of perceived organizational support in the link between W_ICTs and emotional exhaustion. A sample of 434 participants of kindergarten teachers completed questionnaires on W_ICTs, job satisfaction, perceived organizational support and emotional exhaustion. Results indicated that kindergarten teachers' emotional exhaustion played a partial mediating role in the relationship between W_ICTs and job satisfaction. In addition, perceived organizational support moderated the association between W_ICTs and emotional exhaustion. Specifically, W_ICTs had a greater impact on emotional exhaustion for kindergarten teachers with low perceived organizational support.
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Affiliation(s)
- Yongli Liu
- Department of Education, Shanxi Datong University, Datong 037009, China; Department of Education Policy and Leadership, The Education University of Hong Kong, Hong Kong SAR, China
| | - Wei Wang
- Department of Psychology, Shanxi Datong University, Datong 037009, China; Department of Education, Da Tong Normal College, Datong 037009, China.
| | - Jing Liu
- School of Journalism, Shanxi Datong University, Datong 037009, China
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3
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Hou J, DA S, Wei Y, Zhang X. Work-family conflict and withdrawal behavior among mainland China's IT employees: the mediating role of emotional exhaustion and moderating role of job autonomy. INDUSTRIAL HEALTH 2023; 61:112-124. [PMID: 35444090 PMCID: PMC10079500 DOI: 10.2486/indhealth.2021-0136] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/20/2021] [Accepted: 04/09/2022] [Indexed: 06/14/2023]
Abstract
Since the turn of the millennium, the information technology (IT) industry has been growing rapidly in mainland China. One of the significant characteristics of IT employees in mainland China during the past decades was that they tended to work more overtime, which might result in more work-family conflicts and higher turnover rates. Our study tested the mechanism of work-family conflict and work withdrawal behaviors using data from 389 IT employees in mainland China. Using the job demands-resources model and the conservation of resources theory, we examined the mediating effect of emotional exhaustion and the moderating effect of job autonomy. The results indicated that work-to-family conflict was negatively related with work withdrawal behaviors, whereas family-to-work conflict was positively related with work withdrawal behaviors. Moreover, we found the opposite moderating role of job autonomy, which enhanced the relationships between emotional exhaustion and work withdrawal behaviors. That is, the relationship was stronger among employees with higher job autonomy than among those with lower job autonomy. These findings indicate that work-family conflict relates to employees' psychological well-being and behavior, and that job autonomy might play a special role between work-family conflict and work withdrawal behaviors.
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Affiliation(s)
- Junyan Hou
- Beijing Key Laboratory of Applied Experimental Psychology, National Demonstration Center for Experimental Psychology Education, Faculty of Psychology, Beijing Normal University, China
| | - Shu DA
- Beijing Key Laboratory of Applied Experimental Psychology, National Demonstration Center for Experimental Psychology Education, Faculty of Psychology, Beijing Normal University, China
| | - Yuying Wei
- Beijing Key Laboratory of Applied Experimental Psychology, National Demonstration Center for Experimental Psychology Education, Faculty of Psychology, Beijing Normal University, China
| | - Xichao Zhang
- Beijing Key Laboratory of Applied Experimental Psychology, National Demonstration Center for Experimental Psychology Education, Faculty of Psychology, Beijing Normal University, China
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Huaman N, Morales-García WC, Castillo-Blanco R, Saintila J, Huancahuire-Vega S, Morales-García SB, Calizaya-Milla YE, Palacios-Fonseca A. An Explanatory Model of Work-family Conflict and Resilience as Predictors of Job Satisfaction in Nurses: The Mediating Role of Work Engagement and Communication Skills. J Prim Care Community Health 2023; 14:21501319231151380. [PMID: 36718818 PMCID: PMC9893370 DOI: 10.1177/21501319231151380] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/01/2023] Open
Abstract
BACKGROUND The Job Demands and Resources (JD-R) model is used to examine predictors of well-being, work engagement, and individual or organizational outcomes. According to the model, work engagement and communication skills play a mediating role between work-family conflict and resilience to job satisfaction in nurses. METHODS A cross-sectional study was conducted considering 431 Peruvian nurses of mean age (M = 40.31 years; SD = 10.94) ranging from 22 to 68 years working in public hospitals in the Lima region. Data were collected using a self-reported form of the Job Satisfaction Scale, communication skills, work engagement, work-family conflict, and resilience. The theoretical model was evaluated using structural equation modeling (SEM). RESULTS A theoretical model with adequate fit was obtained [χ2(2) = 6.0, P < .001, CFI = 0.995, RMSEA = 0.068, SRMR = 0.015]. Results indicated an inverse relationship between work-family conflict with communication skills (β = -.24, P < .001) and work engagement (β = -.10, P = .003). Likewise, resilience had an influence on communication skills (β = .55, P < .001) and work engagement (β = .33, P < .001). In addition, the model explains 71% of job satisfaction. Also, the results indicate the influence of work-family conflict and resilience through the mediating role of work engagement and work-family conflict on job satisfaction. CONCLUSIONS The model confirmed that work engagement and communication skills are valid moderators to mitigate work-family conflict and strengthen resilience that favors job satisfaction in nurses.
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Affiliation(s)
| | - Wilter C. Morales-García
- Universidad Peruana Unión (UPeU), Lima,
Perú,Wilter C. Morales-García, Unidad de
Posgrado en Salud Pública, Universidad Peruana Unión (UPeU), Jr. Garcia Naranjo
982, Lurigancho-Chosica 15464, Lima 15033, Perú.
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Karaca G, Tanova C, Gokmenoglu K. How do shared values improve eudaimonic workplace well-being: role of perceived justice and emotional exhaustion among nurses. J Health Organ Manag 2023; ahead-of-print. [PMID: 36606549 DOI: 10.1108/jhom-07-2022-0199] [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: 01/07/2023]
Abstract
PURPOSE This study aims to explore how shared values improve eudaimonic workplace well-being, the fulfillment that comes from personal development and the utilization of personal capabilities. The authors investigate the serial mediating role that perceived overall justice and emotional exhaustion play in how shared values relate to well-being. DESIGN/METHODOLOGY/APPROACH Using data collected from three hundred nurses in Turkish healthcare institutions during the COVID-19 pandemic (Male = 113, Female = 187). The age of participants ranged from 19 to 58 and the average age was 34. The snowball sampling method was used to form the sample and self-administered surveys that could be completed online were delivered to the sampled nurses. FINDINGS The authors analysis using partial least square structural equation modeling (PLS-SEM) supported the expected relationship between shared values and eudaimonic workplace well-being as well as the mediating role of perceived overall justice and emotional exhaustion. The authors also show a serial mediation where shared values are related to justice perceptions which in turn negatively relate to emotional exhaustion which subsequently relates to higher levels of eudaimonic workplace well-being. ORIGINALITY/VALUE The results of this study suggest that when the shared values between the healthcare institution and the employees are aligned, the eudaimonic well-being of employees is higher. The findings provide implications for the mental health of frontline employees in health organizations to have higher levels of eudaimonic well-being which is especially important in times of intense pressure such as the period during the COVID-19 pandemic.
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Affiliation(s)
- Gizem Karaca
- Eastern Mediterranean University, Famagusta, Turkey
| | - Cem Tanova
- Eastern Mediterranean University, Famagusta, Turkey
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6
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The impacts of supervisor support, role perception, and emotional exhaustion on the turnover intentions of real estate brokers. SCANDINAVIAN JOURNAL OF MANAGEMENT 2022. [DOI: 10.1016/j.scaman.2022.101227] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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7
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Xiao B, Liang C, Liu Y, Zheng X. Service staff encounters with dysfunctional customer behavior: Does supervisor support mitigate negative emotions? Front Psychol 2022; 13:987428. [PMID: 36106032 PMCID: PMC9465484 DOI: 10.3389/fpsyg.2022.987428] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2022] [Accepted: 08/08/2022] [Indexed: 11/16/2022] Open
Abstract
Dysfunctional customer behavior is common in service settings. For frontline employees, negative encounters can cause short-term despondency or have profound, long-term psychological effects that often result in both direct and indirect costs to service firms. Existing research has explored the influence of dysfunctional customer behavior on employee emotions, but it has not fully investigated the psychological mechanism through which customer misbehavior transforms into employee responses. To maintain service quality and employee well-being, it is important to understand the impact of customer misconduct on employee emotions and its effect on subsequent service behavior. To assess the process through which dysfunctional customer behavior manifests as negative emotions in frontline service employees, and the influence of negative employee emotions on their prosocial service behavior, we surveyed 185 frontline banking service employees. We sought information on service employee experiences, attitudes, and feelings regarding dysfunctional customer behaviors, the perceived level of supervisor support, and employee prosocial service behavior intentions. Structural equation modeling and hierarchical linear modeling were used for statistical analysis and hypothesis verification. Results indicate that dysfunctional customer behavior has a positive relationship with bank service employee negative emotions and a negative influence on employee prosocial service behavior. The study found that negative emotions fully mediated the relationship between dysfunctional customer behavior and prosocial service behavior. The moderating role that perceived supervisor support plays on the relationships between dysfunctional customer behavior and negative emotion was also investigated. The results show that perceived supervisor support moderates the relationship between dysfunctional customer behavior and negative employee emotions. Finally, the study provides bank managers with effective strategies to assist frontline employees to manage and deter dysfunctional customer behavior, and presents employees with internal recovery strategies when encountering dysfunctional customer behavior.
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Jung Y, Sohn YW. Does work passion benefit or hinder employee’s career commitment? The mediating role of work–family interface and the moderating role of autonomy support. PLoS One 2022; 17:e0269298. [PMID: 35657817 PMCID: PMC9165830 DOI: 10.1371/journal.pone.0269298] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/07/2022] [Accepted: 05/17/2022] [Indexed: 11/18/2022] Open
Abstract
Based on the dualistic model of passion, this study explored the relationship between distinct types of work passion and career commitment, as well as the mediating role of work–family interface and the moderating role of autonomy support. A two-wave study was conducted among South Korean workers (N = 250) over a 5-month time period. Results showed that harmonious work passion was positively associated with career commitment, whereas obsessive work passion was not significantly associated with career commitment. Moreover, work–family enrichment partially mediated the positive effect of harmonious work passion on career commitment, and work–family conflict fully mediated the negative effect of obsessive work passion on career commitment. Results further indicated that autonomy support strengthens the positive effect of harmonious work passion on work–family enrichment. Furthermore, this study expanded the understanding of the underlying psychological mechanisms of effects of work passion. The implications and limitations of the study and potential topics for future research are discussed.
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Affiliation(s)
- Yeseul Jung
- Psychological Science Innovation Institute, Yonsei University, Seoul, South Korea
| | - Young Woo Sohn
- Department of Psychology, Yonsei University, Seoul, South Korea
- * E-mail:
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9
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Hu L, Chang TW, Lee YS, Huang CH. A Moderated Mediation Model of Emotional Engagement in the Development of Emotional Exhaustion: The Moderating Role of Emotional Resources. Front Psychol 2022; 13:878415. [PMID: 35572323 PMCID: PMC9096657 DOI: 10.3389/fpsyg.2022.878415] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/18/2022] [Accepted: 04/05/2022] [Indexed: 11/13/2022] Open
Affiliation(s)
- Ling Hu
- Department of Finance, Hsing Wu University, New Taipei City, Taiwan
| | - Tai-Wei Chang
- Graduate School of Resources Management and Decision Science, National Defense University, Taipei City, Taiwan
| | - Yue-Shi Lee
- Department of Computer Science and Information Engineering, Ming Chuan University, Taoyuan City, Taiwan
| | - Chien-Hsiang Huang
- General Education Center, Chihlee University of Technology, New Taipei City, Taiwan
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10
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Bui THT, Tran TMD, Nguyen TNT, Vu TC, Ngo XD, Nguyen THP, Do TLH. Reassessing the most popularly suggested measurement models and measurement invariance of the Maslach Burnout Inventory - human service survey among Vietnamese healthcare professionals. Health Psychol Behav Med 2022; 10:104-120. [PMID: 35003901 PMCID: PMC8741234 DOI: 10.1080/21642850.2021.2019585] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2021] [Accepted: 12/13/2021] [Indexed: 12/16/2022] Open
Abstract
BACKGROUND Despite its popularity, Maslach Burnout Inventory-Human Service Survey (MBI-HSS)'s factorial structure has been subject to considerable debate, and its measurement invariance (MI) is seldomly examined. This cross-sectional study aims at reassessing the most popularly suggested structures of this instrument, namely the 20- and 22-item three-factor model on Vietnamese healthcare professionals. It also examines the MI of MBI-HSS across genders, occupations, and mental health conditions. METHOD Self-administered questionnaires were sent out to 1500 doctors and nurses working at 15 hospitals in big cities in Vietnam in September and October 2020, and 1162 valid questionnaires were collected. The questionnaire consists of three sets of questions covering (1) demographic information of participants; (2) MBI-HSS questionnaire; and (3) The 21-item version of the Depression-Anxiety-Stress Scale. MBI-HSS scale was validated on Vietnamese sample for the first time; therefore, we used the repeated forward-backward procedure to translate this scale into Vietnamese. To examine which model best fits the data, a series of Confirmatory Factor Analysis (CFA) was used to test the model fit of correlated three-factor model, second-order hierarchical model, and bi-factor model. The reliability of the MBI-HSS was assessed using Cronbach's α coefficients. Then, multiple-group CFA (MGCFA) was applied to determine whether the MBI-HSS has a similar structure between groups different in gender, occupation, and mental health condition. RESULTS Our findings confirmed that the 22-item MBI-HSS best fit the data, and this scale measures three distinct but related aspects of burnout, including Emotional Exhaustion, Depersonalization, and Personal Accomplishment. The MI of MBI-HSS across genders and occupations was also confirmed. However, data did not fit well with group at risk for common mental health disorders. It can be concluded that the Vietnamese version of MBI-HSS is a valid measure to assess burnout level of healthcare professionals in Vietnam who are not at risk for mental health disorders.
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Affiliation(s)
- Thi Hong Thai Bui
- Faculty of Psychology, VNU University of Social Sciences and Humanities, Vietnam National University, Ha Noi, Vietnam
| | - Thi Minh Duc Tran
- Faculty of Psychology, VNU University of Social Sciences and Humanities, Vietnam National University, Ha Noi, Vietnam
| | - Thi Nhu Trang Nguyen
- Faculty of Sociology, VNU University of Social Sciences and Humanities, Vietnam National University, Ha Noi, Vietnam
| | - Thy Cam Vu
- National Institute of Mental Health, Ha Noi, Vietnam
| | - Xuan Diep Ngo
- Faculty of Psychology, VNU University of Social Sciences and Humanities, Vietnam National University, Ho Chi Minh City, Vietnam
| | - Thi Hang Phuong Nguyen
- Faculty of Psychology-Education, University of Science & Education, The University of Da Nang, Da Nang, Vietnam
| | - Thi Le Hang Do
- VietNam Academy of Social Sciences, Institute of Psychology, Hanoi, Vietnam
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Zhu X, Tian G, Yin H, He W. Is Familism a Motivator or Stressor? Relationships Between Confucian Familism, Emotional Labor, Work-Family Conflict, and Emotional Exhaustion Among Chinese Teachers. Front Psychol 2021; 12:766047. [PMID: 34925166 PMCID: PMC8674570 DOI: 10.3389/fpsyg.2021.766047] [Citation(s) in RCA: 11] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/28/2021] [Accepted: 11/12/2021] [Indexed: 11/19/2022] Open
Abstract
To reveal the cultural effect in the job demands-resources model, this study examined how Confucian familism, emotional labor, and work-family conflict (WFC) explain the variance in teachers’ emotional exhaustion, with a focus on the mediating roles of emotional labor and WFC. With a sample of 3,312 teachers in China, the results of this study revealed that surface acting and expression of naturally felt emotion (ENFE) and WFC mediated the relationship between familism and emotional exhaustion. Moreover, familism positively predicted deep acting, ENFE, WFC, and emotional exhaustion, while negatively predicted surface acting. These findings suggest that Confucian familism may play the dual role of motivator and stressor for Chinese teachers’ emotional labor and well-being. This study contributes to the job demands-resources theory by revealing the important role of cultural traditions and provides valuable information for interventions to sustain teacher well-being.
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Affiliation(s)
- Xiaoshuang Zhu
- College of Teacher Education, Capital Normal University, Beijing, China
| | - Guoxiu Tian
- College of Teacher Education, Capital Normal University, Beijing, China
| | - Hongbiao Yin
- Faculty of Education, Chinese University of Hong Kong, Shatin, Hong Kong SAR, China
| | - Wenjie He
- College of Teacher Education, Capital Normal University, Beijing, China
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12
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Abdi F, Jahangiri M, Kamalinia M, Cousins R, Mokarami H. Presenteeism and work ability: development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties. BMC Psychol 2021; 9:120. [PMID: 34404485 PMCID: PMC8369619 DOI: 10.1186/s40359-021-00617-3] [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: 11/11/2020] [Accepted: 07/12/2021] [Indexed: 11/10/2022] Open
Abstract
Background Presenteeism is recognized in Iran’s hospitals, however little research has been done to understand and tackle the phenomenon because of a lack of valid tools to measure presenteeism.
This study aimed to develop a Persian version of the Stanford Presenteeism Scale (SPS-6) and measure its psychometric properties. Another goal was to examine the relationship between presenteeism and work ability using a sample of 250 nurses. Methods The forward–backward translation process and cross-cultural adaptation of the scale were performed according to a standard method. The psychometric properties of the scale were measured using face and content validity, construct validity based on confirmatory factor analysis (CFA), and internal consistency. Work ability score (WAS) was used to assess discriminative validity and examine the relationship between presenteeism and work ability. Measures of Job Satisfaction and Emotional Exhaustion were used to assess convergent validity with the developed presenteeism scale. Results Mean content validity index and content validity ratio were 1 and 0.93 respectively. CFA verified the two-dimensional structure of the scale. Cronbach's alpha was 0.77. There were positive relationships between P-SPS-6 and Job Satisfaction, and P-SPS-6 and WAS. There was a significant negative relationship between P-SPS-6 and Emotional Exhaustion. Conclusion Our findings suggested that the P-SPS-6 had appropriate psychometric properties for studying presenteeism in employees using the Persian language. Given the negative relationship between presenteeism and work ability and the negative consequences associated with it, it is necessary to regularly evaluate this stressor and to emphasize purposeful intervention programs to control or reduce it.
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Affiliation(s)
- Fatemeh Abdi
- Department of Occupational Health and Safety Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Mehdi Jahangiri
- Department of Occupational Health and Safety Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Mojtaba Kamalinia
- Department of Occupational Health and Safety Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
| | - Rosanna Cousins
- Department of Psychology, Liverpool Hope University, Liverpool, UK
| | - Hamidreza Mokarami
- Department of Ergonomics, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran.
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Lee RS, Son Hing LS, Gnanakumaran V, Weiss SK, Lero DS, Hausdorf PA, Daneman D. INSPIRED but Tired: How Medical Faculty's Job Demands and Resources Lead to Engagement, Work-Life Conflict, and Burnout. Front Psychol 2021; 12:609639. [PMID: 33643137 PMCID: PMC7902718 DOI: 10.3389/fpsyg.2021.609639] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2020] [Accepted: 01/18/2021] [Indexed: 11/25/2022] Open
Abstract
Background Past research shows that physicians experience high ill-being (i.e., work-life conflict, stress, burnout) but also high well-being (i.e., job satisfaction, engagement). Objective To shed light on how medical faculty’s experiences of their job demands and job resources might differentially affect their ill-being and their well-being with special attention to the role that the work-life interface plays in these processes. Methods Qualitative thematic analysis was used to analyze interviews from 30 medical faculty (19 women, 11 men, average tenure 13.36 years) at a top research hospital in Canada. Findings Medical faculty’s experiences of work-life conflict were severe. Faculty’s job demands had coalescing (i.e., interactive) effects on their stress, work-life conflict, and exhaustion. Although supportive job resources (e.g., coworker support) helped to mitigate the negative effects of job demands, stimulating job resources (e.g., challenging work) contributed to greater work-life conflict, stress, and exhaustion. Thus, for these medical faculty job resources play a dual-role for work-life conflict. Moreover, although faculty experienced high emotional exhaustion, they did not experience the other components of burnout (i.e., reduced self-efficacy, and depersonalization). Some faculty engaged in cognitive reappraisal strategies to mitigate their experiences of work-life conflict and its harmful consequences. Conclusion This study suggests that the precise nature and effects of job demands and job resources may be more complex than current research suggests. Hospital leadership should work to lessen unnecessary job demands, increase supportive job resources, recognize all aspects of job performance, and, given faculty’s high levels of work engagement, encourage a climate that fosters work-life balance.
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Affiliation(s)
- Rebecca S Lee
- Department of Psychology, University of Guelph, Guelph, ON, Canada
| | | | | | - Shelly K Weiss
- Department of Paediatrics, University of Toronto, Toronto, ON, Canada
| | - Donna S Lero
- Department of Family Relations and Applied Nutrition, University of Guelph, Guelph, ON, Canada
| | - Peter A Hausdorf
- Department of Psychology, University of Guelph, Guelph, ON, Canada
| | - Denis Daneman
- Department of Paediatrics, University of Toronto, Toronto, ON, Canada
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Yang Z, Qi S, Zeng L, Han X, Pan Y. Work-Family Conflict and Primary and Secondary School Principals' Work Engagement: A Moderated Mediation Model. Front Psychol 2021; 11:596385. [PMID: 33584432 PMCID: PMC7876373 DOI: 10.3389/fpsyg.2020.596385] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2020] [Accepted: 12/18/2020] [Indexed: 11/30/2022] Open
Abstract
With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment. We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals' work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement.
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Affiliation(s)
- Zhongping Yang
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Shisan Qi
- School of Psychology, Inner Mongolia Normal University, Hohhot, China
| | - Lianping Zeng
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Xiaohong Han
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Yun Pan
- School of Psychology, Guizhou Normal University, Guiyang, China
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The influence of specific aspects of occupational stress on security guards' health and work ability: detailed extension of a previous study. Arh Hig Rada Toksikol 2020; 71:359-374. [PMID: 33410781 PMCID: PMC7968505 DOI: 10.2478/aiht-2020-71-3379] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/01/2019] [Accepted: 12/01/2020] [Indexed: 11/24/2022] Open
Abstract
In our earlier study of security guards, we showed that higher occupational stress was associated with health impairments (metabolic syndrome, diabetes, hypertension, cardiovascular diseases) and work disability. The aim of this study was to further explore the association of specific occupational stressors with health impairments and work disability parameters in 399 Serbian male security guards (aged 25–65 years). Ridge linear regression analysis revealed that, after controlling for age, body mass index, and smoking status, professional stressors including high demands, strictness, conflict/uncertainty, threat avoidance and underload were significant positive predictors of fasting glucose, triglycerides, total and LDL cholesterol, blood pressure, heart rate, Framingham cardiovascular risk score, and temporary work disability. The security profession is in expansion worldwide, and more studies are needed to establish precise health risk predictors, since such data are generally lacking.
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Manzano García G, Ayala Calvo JC. The threat of COVID‐19 and its influence on nursing staff burnout. J Adv Nurs 2020; 77:832-844. [DOI: 10.1111/jan.14642] [Citation(s) in RCA: 79] [Impact Index Per Article: 19.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/06/2020] [Revised: 09/21/2020] [Accepted: 10/28/2020] [Indexed: 11/29/2022]
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Buruck G, Pfarr AL, Penz M, Wekenborg M, Rothe N, Walther A. The Influence of Workload and Work Flexibility on Work-Life Conflict and the Role of Emotional Exhaustion. Behav Sci (Basel) 2020; 10:bs10110174. [PMID: 33207774 PMCID: PMC7697797 DOI: 10.3390/bs10110174] [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: 10/04/2020] [Revised: 11/05/2020] [Accepted: 11/10/2020] [Indexed: 11/29/2022] Open
Abstract
The purpose of this study is to examine the relationship between contextual work-related factors in terms of job demands (workload—WL) and job resources (work flexibility—WF), work–life conflict (WLC) and the burnout dimension emotional exhaustion (EE) in a large population-based sample. Building on the job demands resources model (JDRM), we have developed the hypothesis that WL has an indirect effect on EE that is mediated by WLC. We conducted a secondary analysis using data from the Dresden Burnout Study (DBS, N = 4246, mean age (SD) = 42.7 years (10.5); 36.4% male). Results from structural equation modelling revealed that EE is positively associated with WL (β = 0.15, p = 0.001) and negatively associated with WF (β = −0.13, p = 0.001), also after accounting for potential confounding variables (demography, depressive symptoms, and lifetime diagnosis of burnout). Both effects are mediated by WLC (β = 0.18; p = 0.001 and β = 0.08; p = 0.001, respectively) highlighting the important role of WLC in employee health. In summary, WF may help to reduce burnout symptoms in employees, whereas WL may increase them. Study results suggest that both associations depend on WLC levels.
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Affiliation(s)
- Gabriele Buruck
- Professor for health promotion and prevention, Faculty of Health and Healthcare Sciences, University of Applied Sciences Zwickau, 08056 Zwickau, Germany;
- Correspondence:
| | - Anna-Lisa Pfarr
- Professor for health promotion and prevention, Faculty of Health and Healthcare Sciences, University of Applied Sciences Zwickau, 08056 Zwickau, Germany;
| | - Marlene Penz
- Institute for Education and Psychology, University of Applied Sciences, 4040 Linz, Austria;
| | - Magdalena Wekenborg
- Institute of Biopsychology, Faculty of Psychology, Technische Universität Dresden, 01069 Dresden, Germany; (M.W.); (N.R.)
| | - Nicole Rothe
- Institute of Biopsychology, Faculty of Psychology, Technische Universität Dresden, 01069 Dresden, Germany; (M.W.); (N.R.)
| | - Andreas Walther
- Clinical Psychology and Psychotherapy, Department of Psychology, University of Zurich, 8006 Zürich, Switzerland;
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The Crossover Effects of Supervisors' Workaholism on Subordinates' Turnover Intention: The Mediating Role of Two Types of Job Demands and Emotional Exhaustion. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17217742. [PMID: 33113900 PMCID: PMC7660161 DOI: 10.3390/ijerph17217742] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/28/2020] [Revised: 10/22/2020] [Accepted: 10/22/2020] [Indexed: 01/01/2023]
Abstract
Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors’ workaholism on subordinates’ turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates’ emotional exhaustion. The results revealed that supervisors’ workaholism is positively related to subordinates’ emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates’ turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.
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Weziak-Bialowolska D, Bialowolski P, Leon C, Koosed T, McNeely E. Psychological Climate for Caring and Work Outcomes: A Virtuous Cycle. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17197035. [PMID: 32993016 PMCID: PMC7579274 DOI: 10.3390/ijerph17197035] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/13/2020] [Revised: 09/16/2020] [Accepted: 09/22/2020] [Indexed: 01/21/2023]
Abstract
The current literature’s focus on unidirectional effects of psychological and organizational climates at work on work outcomes fails to capture the full relationship between these factors. This article examines whether a psychological climate for caring contributes to specific work outcomes and investigates whether work outcomes support the climate for caring, creating a feedback loop. Results confirm a bi-directional, temporal association between perceived climate for caring and two of the four explored work outcomes: self-reported productivity and self-reported work quality. The effect of a perceived caring climate on these work outcomes was stronger than the effect in the opposite direction. The perception that the work climate was caring was also found to affect work engagement, but the reverse relationship was not identified. We did not find any evidence for a link between job satisfaction and a climate for caring at work in either direction.
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Affiliation(s)
- Dorota Weziak-Bialowolska
- Sustainability and Health Initiative (SHINE), Department of Environmental Health, Harvard T.H. Chan School of Public Health, Boston, MA 02115, USA; (P.B.); (E.M.)
- Correspondence:
| | - Piotr Bialowolski
- Sustainability and Health Initiative (SHINE), Department of Environmental Health, Harvard T.H. Chan School of Public Health, Boston, MA 02115, USA; (P.B.); (E.M.)
| | - Carlued Leon
- Manaus, LLC, Los Angeles, CA 91436, USA; (C.L.); (T.K.)
| | - Tamar Koosed
- Manaus, LLC, Los Angeles, CA 91436, USA; (C.L.); (T.K.)
| | - Eileen McNeely
- Sustainability and Health Initiative (SHINE), Department of Environmental Health, Harvard T.H. Chan School of Public Health, Boston, MA 02115, USA; (P.B.); (E.M.)
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Skaalvik C. Self-efficacy for instructional leadership: relations with perceived job demands and job resources, emotional exhaustion, job satisfaction, and motivation to quit. SOCIAL PSYCHOLOGY OF EDUCATION 2020. [DOI: 10.1007/s11218-020-09585-9] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
Abstract
AbstractThe purpose of this study was to explore associations between school principals’ self-efficacy for instructional leadership, their perceptions of work-related demands and resources, emotional exhaustion, job satisfaction, and motivation to leave the principal position (quit). Four hundred and forty-seven principals in elementary school and high school participated in a survey study. Data were analyzed by means of confirmatory factor analyses and SEM analyses. Self-efficacy for instructional leadership was negatively associated with the perception of all job demands and positively associated with the perception of all job resources in the study. In the SEM analysis, the associations between (a) self-efficacy and (b) emotional exhaustion, job satisfaction, and motivation to quit were indirect, mediated through the perception of job demands and job resources.
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Obrenovic B, Jianguo D, Khudaykulov A, Khan MAS. Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model. Front Psychol 2020; 11:475. [PMID: 32296367 PMCID: PMC7137557 DOI: 10.3389/fpsyg.2020.00475] [Citation(s) in RCA: 50] [Impact Index Per Article: 12.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2019] [Accepted: 02/28/2020] [Indexed: 12/24/2022] Open
Abstract
In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers' well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees' effectiveness and ensure better performance by preventing work-family conflict from occurring.
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Affiliation(s)
| | - Du Jianguo
- School of Management, Jiangsu University, Zhenjiang, China
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22
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Babic A, Gillis N, Hansez I. Work-to-family interface and well-being: The role of workload, emotional load, support and recognition from supervisors. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2020. [DOI: 10.4102/sajip.v46i0.1628] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
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Gillet N, Huyghebaert-Zouaghi T, Réveillère C, Colombat P, Fouquereau E. The effects of job demands on nurses' burnout and presenteeism through sleep quality and relaxation. J Clin Nurs 2019; 29:583-592. [PMID: 31769555 DOI: 10.1111/jocn.15116] [Citation(s) in RCA: 46] [Impact Index Per Article: 9.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/29/2019] [Revised: 08/30/2019] [Accepted: 11/19/2019] [Indexed: 12/11/2022]
Abstract
AIMS AND OBJECTIVES The main aim of this study was to investigate the indirect effects of emotional dissonance and workload on presenteeism and emotional exhaustion through sleep quality and relaxation. BACKGROUND Numerous investigations have found that job demands are related to employees' health and behaviours, but additional studies are needed among nurse samples. Specifically, little is known about the relationships between nurses' emotional dissonance and workload on one hand, and presenteeism and emotional exhaustion on the other hand. Moreover, research is needed to further explore the psychological mechanisms underlying these relationships. DESIGN We used a cross-sectional design. Our study was carried out between October 2015-February 2016. Precisely, we asked nurses from various French healthcare centres to fill out a questionnaire survey. We ensured to meticulously follow the STROBE guidelines for cross-sectional research in designing and reporting this study. METHOD An empirical study with a sample of 378 nurses was conducted. RESULTS In line with our hypotheses, our findings revealed that emotional dissonance and workload were negatively linked to sleep quality and relaxation, which were, in turn, related to lower levels of presenteeism and emotional exhaustion. Workload and emotional dissonance were also directly and positively related to emotional exhaustion, while emotional dissonance was associated with higher levels of presenteeism. Finally, the indirect effects of emotional dissonance and workload on emotional exhaustion through sleep quality as well as the indirect effects of emotional dissonance on emotional exhaustion through relaxation were significant and positive. CONCLUSIONS Overall, our results provide insight into the effects of emotional dissonance and workload on presenteeism and emotional exhaustion through recovery processes. RELEVANCE TO CLINICAL PRACTICE The present findings have some practical implications for reducing nurses' emotional exhaustion and presenteeism. Specifically, managers and organisations should try to design and craft jobs to decrease the presence of negative work characteristics (i.e., workload and emotional dissonance). Our results also suggest that recovery processes may be important factors to focus on.
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Lee S, Mogle JA, Jackson CL, Buxton OM. What's not fair about work keeps me up: Perceived unfairness about work impairs sleep through negative work-to-family spillover. SOCIAL SCIENCE RESEARCH 2019; 81:23-31. [PMID: 31130199 PMCID: PMC6984163 DOI: 10.1016/j.ssresearch.2019.03.002] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/30/2018] [Revised: 10/27/2018] [Accepted: 03/04/2019] [Indexed: 06/09/2023]
Abstract
This study examined whether perceived unfairness about work was linked to midlife workers' insomnia symptoms over time, and if the association was mediated by negative work-to-family spillover (NWFS). We used 3 waves of longitudinal data across 20 years from the Midlife in the United States Study (N = 971, Mage = 40.52). Results revealed that, wave-to-wave increases in perceived unfairness about work predicted wave-to-wave increases in NWFS over 20 years. Wave-to-wave increases in NWFS, in turn, predicted wave-to-wave increases in insomnia symptoms. Perceived unfairness about work was indirectly, but not directly associated with insomnia symptoms through NWFS. These within-person indirect mediation pathways were found after controlling for sociodemographic and family characteristics, work hours, neuroticism, physical health, and between-person associations between perceived unfairness about work, NWFS, and insomnia symptoms. These findings suggest that perceived unfairness about work may degrade workers' sleep health over time, through the spillover of work stress to the personal domain.
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Affiliation(s)
- Soomi Lee
- School of Aging Studies, University of South Florida, Tampa, FL, USA.
| | - Jacqueline A Mogle
- College of Nursing, Pennsylvania State University, University Park, PA, USA
| | - Chandra L Jackson
- Epidemiology Branch, National Institute of Environmental Health Sciences, National Institutes of Health, Department of Health and Human Services, Research Triangle Park, NC, USA
| | - Orfeu M Buxton
- Department of Biobehavioral Health, Pennsylvania State University, University Park, PA, USA; Department of Social and Behavioral Sciences, Harvard Chan School of Public Health, Boston, MA, USA; Division of Sleep and Circadian Disorders, Departments of Medicine and Neurology, Brigham and Women's Hospital, Boston, MA, USA; Division of Sleep Medicine, Harvard Medical School, Boston, MA, USA
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Jovanović J, Šarac I, Jovanović S, Sokolović D, Govedarović N, Jovanović J. The relationship between occupational stress, health status, and temporary and permanent work disability among security guards in Serbia. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2019; 27:425-441. [PMID: 30735105 DOI: 10.1080/10803548.2019.1579458] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/19/2023]
Abstract
Purpose. This study aimed to examine the influence of occupational stress on health status and work disability among security guards in Serbia. Methods. Three hundred and ninty nine male security guards (aged 25-65 years) were examined during regular medical preventive check-ups at the Institute of Occupational Health. Data on their health status and permanent and temporary work disability were obtained, and correlations with the levels of occupational stress (measured by occupational stress index [OSI] questionnaire) were analysed. Results. A high prevalence of health impairments, including diabetes (38.8%), dyslipidaemia (82.7%), hypertension (69.9%) and metabolic syndrome (77.7%), was found. Highly significant correlations were shown between reported levels of total stress at work (total OSI score) and measured values of glucose, lipids, blood pressure, heart rate, Framingham cardiovascular risk scale, occurrence of diabetes and impaired fasting glucose, dyslipidaemia, hypertension, metabolic syndrome, coronary heart disease, cerebrovascular insults, degenerative eye-fundus changes, and temporary and permanent work disability. All of these correlations remained significant even after adjustments for age, body mass index and smoking status. Regression analysis confirmed the independent effect of occupational stress on the analysed parameters. Conclusions. There is a significant independent impact of occupational stress on development of health impairments and work disability among security guards.
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Affiliation(s)
| | - Ivana Šarac
- Centre for Research Excellence in the Field of Nutrition and Metabolism, Institute for Medical Research, University of Belgrade, Serbia
| | | | | | | | - Jovica Jovanović
- Department of Occupational Health, University of Niš, Serbia.,Institute of Occupational Medicine Niš, University of Niš, Serbia
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26
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Chavaillaz A, Schwaninger A, Michel S, Sauer J. Automation in visual inspection tasks: X-ray luggage screening supported by a system of direct, indirect or adaptable cueing with low and high system reliability. ERGONOMICS 2018; 61:1395-1408. [PMID: 29799358 DOI: 10.1080/00140139.2018.1481231] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/31/2017] [Accepted: 05/20/2018] [Indexed: 06/08/2023]
Abstract
The present study evaluated three automation modes for improving performance in an X-ray luggage screening task. One hundred and forty participants were asked to detect the presence of prohibited items in X-ray images of cabin luggage. Twenty participants conducted this task without automatic support (control group), whereas the others worked with either indirect cues (system indicated the target presence without specifying its location), or direct cues (system pointed out the exact target location) or adaptable automation (participants could freely choose between no cue, direct and indirect cues). Furthermore, automatic support reliability was manipulated (low versus high). The results showed a clear advantage for direct cues regarding detection performance and response time. No benefits were observed for adaptable automation. Finally, high automation reliability led to better performance and higher operator trust. The findings overall confirmed that automatic support systems for luggage screening should be designed such that they provide direct, highly reliable cues.Practitioner summary: The present study confirmed previous findings showing better detection performance in X-ray images of luggage when supported by automation providing direct, highly reliable cues. Furthermore, participants used adaptable automation only to select their preferred level of automation. This behaviour did not provide the benefits expected under adaptable automation.
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Affiliation(s)
- Alain Chavaillaz
- a Department of Psychology , University of Fribourg , Fribourg , Switzerland
| | - Adrian Schwaninger
- b Institute Humans in Complex Systems , University of Applied Sciences and Arts Northwestern Switzerland , Olten , Switzerland
| | - Stefan Michel
- b Institute Humans in Complex Systems , University of Applied Sciences and Arts Northwestern Switzerland , Olten , Switzerland
| | - Juergen Sauer
- a Department of Psychology , University of Fribourg , Fribourg , Switzerland
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Hättenschwiler N, Sterchi Y, Mendes M, Schwaninger A. Automation in airport security X-ray screening of cabin baggage: Examining benefits and possible implementations of automated explosives detection. APPLIED ERGONOMICS 2018; 72:58-68. [PMID: 29885728 DOI: 10.1016/j.apergo.2018.05.003] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/15/2016] [Revised: 05/04/2018] [Accepted: 05/05/2018] [Indexed: 06/08/2023]
Abstract
Bomb attacks on civil aviation make detecting improvised explosive devices and explosive material in passenger baggage a major concern. In the last few years, explosive detection systems for cabin baggage screening (EDSCB) have become available. Although used by a number of airports, most countries have not yet implemented these systems on a wide scale. We investigated the benefits of EDSCB with two different levels of automation currently being discussed by regulators and airport operators: automation as a diagnostic aid with an on-screen alarm resolution by the airport security officer (screener) or EDSCB with an automated decision by the machine. The two experiments reported here tested and compared both scenarios and a condition without automation as baseline. Participants were screeners at two international airports who differed in both years of work experience and familiarity with automation aids. Results showed that experienced screeners were good at detecting improvised explosive devices even without EDSCB. EDSCB increased only their detection of bare explosives. In contrast, screeners with less experience (tenure < 1 year) benefitted substantially from EDSCB in detecting both improvised explosive devices and bare explosives. A comparison of all three conditions showed that automated decision provided better human-machine detection performance than on-screen alarm resolution and no automation. This came at the cost of slightly higher false alarm rates on the human-machine system level, which would still be acceptable from an operational point of view. Results indicate that a wide-scale implementation of EDSCB would increase the detection of explosives in passenger bags and automated decision instead of automation as diagnostic aid with on screen alarm resolution should be considered.
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Affiliation(s)
- Nicole Hättenschwiler
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern, Switzerland.
| | - Yanik Sterchi
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern, Switzerland
| | - Marcia Mendes
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern, Switzerland
| | - Adrian Schwaninger
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern, Switzerland
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Antwi CO, Fan CJ, Aboagye MO, Brobbey P, Jababu Y, Affum-Osei E, Avornyo P. Job demand stressors and employees’ creativity: a within-person approach to dealing with hindrance and challenge stressors at the airport environment. SERVICE INDUSTRIES JOURNAL 2018. [DOI: 10.1080/02642069.2018.1520220] [Citation(s) in RCA: 23] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/17/2023]
Affiliation(s)
- Collins Opoku Antwi
- Business School, University of Shanghai for Science and Technology (USST), Yang Pu District, People’s Republic of China
| | - Chong-jun Fan
- Business School, University of Shanghai for Science and Technology (USST), Yang Pu District, People’s Republic of China
| | - Michael Osei Aboagye
- Department of Preschool Teacher Education, Zhejiang Normal University, Zhejiang, People’s Republic of China
| | - Patrick Brobbey
- Centre of African Studies, University of Edinburgh, Edinburgh, UK
| | - Yasin Jababu
- North Carolina A & T State University, Greensboro, NC, USA
| | | | - Philip Avornyo
- University of Electronic Science and Technology of China (UESTC), Sichuan, People’s Republic of China
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Lucia-Casademunt AM, García-Cabrera AM, Padilla-Angulo L, Cuéllar-Molina D. Returning to Work after Childbirth in Europe: Well-Being, Work-Life Balance, and the Interplay of Supervisor Support. Front Psychol 2018; 9:68. [PMID: 29467695 PMCID: PMC5808277 DOI: 10.3389/fpsyg.2018.00068] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/17/2017] [Accepted: 01/17/2018] [Indexed: 11/13/2022] Open
Abstract
Parents returning to work after the arrival of a new son or daughter is an important question for understanding the trajectory of people's lives and professional careers amid current debates about gender equality and work-life balance (WLB). Interestingly, current research concludes that general WLB practices at the workplace may be necessary in the specific case of women returning to work after childbirth because of the particular maternal and infant factors involved. However, WLB practices as a flexible arrangement may work against women because they may be viewed as a lack of organizational commitment. Therefore, research on this topic could benefit from considering supervisor support as a complement of such practices, but previous research has analyzed WLB and supervisor support separately and scarcely. To fill this gap in the literature, we use two sub-samples of 664 female employees and 749 male employees with children under the age of one from 27 European countries participating in the 6th European Working Conditions Survey (EWCS-2015) to study the impact of perceived WLB on European women's perceived well-being after childbirth, in contrast with previous literature. We also analyze the impact of perceived supervisor support (SS) and its interaction with perceived WLB on women's well-being after childbirth, and explore differences with men after childbirth, a collective underexplored by the literature. We find significant gender differences on the relative impact of WLB, SS, and their interaction on perceived job well-being. Our results have important implications for human resource practices in organizations. In particular, they suggest that gendered WLB practices should be encouraged, and stress the relevance of the human factor over human resource practices in addressing the difficulties that women returning to work face after childbirth.
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Affiliation(s)
- Ana M Lucia-Casademunt
- Department of Business Administration and Department of Economics, Universidad Loyola Andalucía, Seville, Spain
| | - Antonia M García-Cabrera
- Department of Business Administration, University of Las Palmas de Gran Canaria, Las Palmas de Gran Canaria, Spain
| | - Laura Padilla-Angulo
- Department of Business Administration and Department of Economics, Universidad Loyola Andalucía, Seville, Spain
| | - Deybbi Cuéllar-Molina
- Department of Business Administration, University of Las Palmas de Gran Canaria, Las Palmas de Gran Canaria, Spain
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Lee S, Davis KD, Neuendorf C, Grandey A, Lam CB, Almeida DM. Individual- and Organization-Level Work-to-Family Spillover Are Uniquely Associated with Hotel Managers' Work Exhaustion and Satisfaction. Front Psychol 2016; 7:1180. [PMID: 27582712 PMCID: PMC4988090 DOI: 10.3389/fpsyg.2016.01180] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2016] [Accepted: 07/25/2016] [Indexed: 11/13/2022] Open
Abstract
PURPOSE Building on the Conservation of Resources theory, this paper examined the unique and interactive associations of negative and positive work-to-family spillover (NWFS and PWFS, respectively) at the individual and organizational level with hotel managers' work exhaustion and satisfaction, beyond job demands and supervisors' leadership style. DESIGN/METHODOLOGY/APPROACH Guided by the levels of analysis framework, we first tested the unique associations of NWFS and PWFS with emotional exhaustion and job satisfaction at the individual level (571 hotel managers), beyond job demands supervisors' leadership style. Second, using multilevel modeling, we tested the climate effects of NWFS and PWFS on emotional exhaustion and job satisfaction aggregated at the organizational level (41 hotels). Third, we examined the role of the organizational climate of PWFS in the associations of individual-level NWFS with emotional exhaustion and job satisfaction. FINDINGS Beyond the effects of psychological job demands and supervisor's transformational leadership, at the individual level, hotel managers who experienced higher NWFS than other managers reported more exhaustion and lower job satisfaction, whereas those with higher PWFS reported less exhaustion and higher satisfaction. At the organizational level, working in hotels where the average level of NWFS was higher than other hotels was associated with feeling more exhaustion of the individual members; working in hotels with higher PWFS was associated with feeling less exhaustion. The negative link between individual-level NWFS and job satisfaction was buffered when organization-level PWFS was higher, compared to when it was lower. ORIGINALITY/VALUE This study moves beyond a focus on traditional job characteristics, toward considering individual and organizational experiences in the work-family interface as unique predictors of work exhaustion and satisfaction. Strengths of the study include illuminating organizational work-family climate effects such that coworkers' shared experiences of NWFS and PWFS explain individual members' work exhaustion, beyond their own experiences of spillover. The results also highlight that a high level of organizational PWFS can buffer the negative effects of individual NWFS.
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Affiliation(s)
- Soomi Lee
- Department of Biobehavioral Health, Pennsylvania State University University Park, PA, USA
| | - Kelly D Davis
- School of Social and Behavioral Health Sciences, Oregon State University Corvallis, OR, USA
| | - Claudia Neuendorf
- Institute for Educational Quality Improvement, Humboldt-Universität Zu Berlin, Germany
| | - Alicia Grandey
- Department of Psychology, Pennsylvania State University University Park, PA, USA
| | - Chun Bun Lam
- Department of Early Childhood Education, The Education University of Hong Kong Hong Kong, China
| | - David M Almeida
- Department of Human Development and Family Studies, Pennsylvania State University University Park, PA, USA
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