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Redelinghuys K. Detecting Change in Needs-Supplies Fit Through Reliable Change Methodology. Psychol Rep 2023:332941231212845. [PMID: 37922947 DOI: 10.1177/00332941231212845] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2023]
Abstract
Studying change is a critical part of psychology and science in general. Studies often treat fit as static and use between-person designs to assess change. Accordingly, potentially insightful within-person information is frequently overlooked. The current study aimed to establish the utility of reliable change methodology within the domain of organizational psychology, using needs-supplies fit as a guiding framework. When employee needs can be tracked with a fair degree of clarity, organizations can devise better strategies to routinely address discrepancies between desired employee needs and organizational offerings. This longitudinal study used secondary data from 258 secondary school teachers. The Needs-Supplies Fit Scale was administered. The study's hypothesis was assessed through reliable change methodology. When considering all the participants that experienced at least some change across time intervals (n = 148), 23.65% (n = 35) of this change was meaningful. This declined to 17.33% meaningful change when factoring in the entire sample, including those who did not experience any change. When organizations are aware of the ever-evolving needs of employees, quicker action can be taken to avoid impending person-environment misfit. This study contributes to existing within-person studies that showcased the malleability of needs-supplies fit and emphasize the value of placing a more prominent focus on the individual.
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Affiliation(s)
- Kleinjan Redelinghuys
- Department of Industrial Psychology and People Management, University of Johannesburg, South Africa
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Heiden M, Hallman DM, Svensson M, Mathiassen SE, Svensson S, Bergström G. Mismatch between actual and preferred extent of telework: cross-sectional and prospective associations with well-being and burnout. BMC Public Health 2023; 23:1736. [PMID: 37674141 PMCID: PMC10481552 DOI: 10.1186/s12889-023-16683-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/08/2022] [Accepted: 09/01/2023] [Indexed: 09/08/2023] Open
Abstract
BACKGROUND This study aimed to determine whether telework mismatch, i.e., lack of fit between actual and preferred extent of telework, is cross-sectionally and prospectively associated with well-being and burnout. METHODS A questionnaire was sent to employees in a Swedish manufacturing company in November 2020 (baseline) and September 2021 (follow-up). It contained questions about well-being (WHO-5 Well-Being Index) and burnout (Copenhagen Psychosocial Questionnaire III), as well as the preferred extent of telework and extent of telework performed. Telework mismatch was calculated as the difference between the actual and preferred extent of telework. Change in mismatch over time was categorized as 1) less mismatch at follow-up than at baseline, 2) more mismatch at follow-up, and 3) identical levels of mismatch at baseline and follow-up. Multivariate and univariate analyses of variance were used to determine the effects of mismatch and change in mismatch over time on baseline ratings and changes in ratings of well-being and burnout. All analyses were performed with and without adjustment for age, sex, marital status, children, type of employment, commuting time and extent of telework performed. RESULTS The response rate was 39% at baseline (n = 928, 67% men, mean(SD) age: 45(11) years) and 60% at follow-up (n = 556, 64% men, mean(SD) age: 46(11) years). A cross-sectional association was found between telework mismatch and well-being, showing that employees who teleworked more than they would like reported worse well-being than those who teleworked less than they would like. No statistically significant association was found between telework mismatch and burnout. The ability of telework mismatch at baseline to predict changes in well-being or burnout over 10 months was small and non-significant. No association was found between change in telework mismatch over the 10-month period and corresponding changes in well-being or burnout. CONCLUSION Our results suggest that telework should be thoughtfully practiced in companies/organizations to avoid negative consequences for employees who already telework more than they prefer. Studies are needed to determine how long-term changes in match between preferred and actual extent of telework is associated with employee well-being, including how the association is modified by the nature of the job and the work environment.
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Affiliation(s)
- Marina Heiden
- Centre for Musculoskeletal Research, Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, SE 801 76 Gävle, Gävle, Sweden.
| | - David M Hallman
- Centre for Musculoskeletal Research, Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, SE 801 76 Gävle, Gävle, Sweden
| | - Malin Svensson
- Centre for Musculoskeletal Research, Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, SE 801 76 Gävle, Gävle, Sweden
| | - Svend Erik Mathiassen
- Centre for Musculoskeletal Research, Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, SE 801 76 Gävle, Gävle, Sweden
| | - Sven Svensson
- Centre for Musculoskeletal Research, Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, SE 801 76 Gävle, Gävle, Sweden
| | - Gunnar Bergström
- Centre for Musculoskeletal Research, Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, SE 801 76 Gävle, Gävle, Sweden
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institutet, Box 210, 171 77, Stockholm, Sweden
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Ahmed I. Linking self-efficacy, entrepreneurial fit, family support, and entrepreneurial intentions: An explanatory mechanism. Front Psychol 2022; 13:959444. [PMID: 36619030 PMCID: PMC9811947 DOI: 10.3389/fpsyg.2022.959444] [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: 06/01/2022] [Accepted: 11/25/2022] [Indexed: 12/24/2022] Open
Abstract
Entrepreneurial ventures are outcomes of favorable internal and external factors. But the outcomes are always uncertain, often creating a situation of cognitive/perceptual dismay. One of such perceptual aspect of entrepreneurship that has recently emerged is person-entrepreneurship fit (P-E fit). By using this underlying aspect, this study entails investigation of its antecedents (entrepreneurial self-efficacy) and consequences (entrepreneurial intentions) in presence of boundary condition of family support. Data is collected through a structured questionnaire from 359 students enrolled in the last semester of their graduate and postgraduate programs at three large public sector universities. The findings of the study reveal that entrepreneurial self-efficacy influences perceptions of P-E fit and entrepreneurial intentions, while P-E fit works as a partial mediator. This study also found that family support is an important boundary condition that influences the relationship of self-efficacy and P-Ent fit.
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Schettino G, Marino L, Capone V. Technology-Enhanced Learning and Well-being: a Contribution to the Validation of a Measure to Assess University Students' Technostress in the Italian Context. Int J Ment Health Addict 2022:1-15. [PMID: 36338576 PMCID: PMC9628430 DOI: 10.1007/s11469-022-00940-9] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Accepted: 10/13/2022] [Indexed: 11/13/2022] Open
Abstract
COVID-19 has forced many universities to adopt widely technology-enhanced learning (TEL), highlighting the role of technostress as a risk factor for detrimental outcomes that may be prevented through the assessment with reliable tools. Thus, the present study aimed to test the psychometric characteristics of the Italian validation of the technostress scale by Wang, Tan, and Li. A self-report online questionnaire was completed by 915 participants (aged 18-33 years) attending an online university course during the health emergency. A subsample of 301 subjects (M Age = 20.91, SD = 1.93) filled out the same questionnaire after a 3-month time interval to evaluate the test-retest reliability. Confirmatory factor analysis verified the one-factor structure of the scale, which was confirmed across academic courses considered (first-year and senior students). Moreover, the findings showed significant associations with the Italian Technostress Creators Scale and the Italian Mental Health Continuum-Short Form, as well as a satisfactory test-retest coefficient value supporting its validity and reliability. In light of the above, the study provides a useful instrument to evaluate technostress related to TEL and indications to implement preventive interventions for this type of stress by improving students' experience with learning technologies.
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Affiliation(s)
- Giovanni Schettino
- Department of Humanities, University of Naples, Federico II, Via Porta di Massa, 1, 80138 Naples, Italy
| | - Leda Marino
- Department of Humanities, University of Naples, Federico II, Via Porta di Massa, 1, 80138 Naples, Italy
| | - Vincenza Capone
- Department of Humanities, University of Naples, Federico II, Via Porta di Massa, 1, 80138 Naples, Italy
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Kakar AS, Kruger N, Durrani DK, Khan MA, Meyer N. Work-life balance practices and organizational cynicism: The mediating role of person-job fit. Front Psychol 2022; 13:979666. [PMID: 36186307 PMCID: PMC9518677 DOI: 10.3389/fpsyg.2022.979666] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2022] [Accepted: 08/05/2022] [Indexed: 11/23/2022] Open
Abstract
This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.
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Affiliation(s)
- Abdul Samad Kakar
- Department of Management Sciences, University of Loralai, Loralai, Pakistan
- *Correspondence: Abdul Samad Kakar,
| | - Niel Kruger
- DHET-NRF SARChI Entrepreneurship Education, University of Johannesburg, Johannesburg, South Africa
| | | | - Muhammad Asif Khan
- Department of Commerce, Faculty of Management Sciences, University of Kotli Azad Jammu and Kashmir, Kotli, Pakistan
- Department of Business Management, University of Johannesburg, Johannesburg, South Africa
| | - Natanya Meyer
- DHET-NRF SARChI Entrepreneurship Education, University of Johannesburg, Johannesburg, South Africa
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Linn BS, Tran E, Willson M, Hanks D. Implementing interventions to promote well-being in experiential education. Am J Health Syst Pharm 2022; 79:2094-2098. [PMID: 36083098 DOI: 10.1093/ajhp/zxac250] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time.
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Affiliation(s)
- Becky S Linn
- School of Pharmacy, University of Wyoming College of Health Sciences, Laramie, WY, USA.,Fort Collins Family Medicine ResidencyUCHealth, Fort Collins, CO, USA
| | - Emmeline Tran
- Medical University of South Carolina College of Pharmacy, Charleston, SC, USA
| | - Megan Willson
- Washington State University College of Pharmacy and Pharmaceutical Sciences, Spokane, WA, USA
| | - Danna Hanks
- School of Pharmacy, University of Wyoming College of Health Sciences, Laramie, WY, USA
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Sun R, Lv K, He Z, Liao L, Wang H, Lan Y. The Mediating Role of Worker-Occupation Fit in the Relationship Between Occupational Stress and Depression Symptoms in 1988 Medical Workers: A Cross-Sectional Study. Front Public Health 2022; 10:843845. [PMID: 35655447 PMCID: PMC9152027 DOI: 10.3389/fpubh.2022.843845] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/27/2021] [Accepted: 04/11/2022] [Indexed: 11/13/2022] Open
Abstract
Objective Occupational stress is generally acknowledged as a global phenomenon with significant health and economic consequences. The medical worker is a vulnerable group at a high-level risk for depression symptoms. This study aimed to examine the mediating effect of worker-occupation fit (WOF) in relation to occupational stress and depression symptoms among 1988 medical workers in China. Methods A multi-center cross-sectional study was conducted during June and October 2020 in Henan Province, China. The participants were medical workers from four targeted hospitals (included one general and three specialized hospitals). The Depression, Anxiety, and Stress Scale (DASS-21 Scale), Worker-Occupation Fit Inventory (WOFI), as well as questions about demographic and occupational information were administered in questionnaires distributed to 1988 medical workers. Hierarchical linear regression analysis was used to examine the mediating role of worker occupation fit. Results In this study, there are 43.5% (n = 864) of medical workers experienced depression symptoms. The mean score of WOF was 31.6 ± 7.1, characteristic fit, need supply fit and demand ability fit were 11.3 ± 2.5, 10.1 ± 2.7, 12.9 ± 2.2, respectively. The occupational stress was negatively related to worker occupation fit (r = -0.395, P < 0.001), characteristic fit (r = -0.529, P < 0.001), need supply fit (r = -0.500, P < 0.001), and demand ability fit (r = -0.345, P < 0.001). The occupational stress and depression symptoms have a positive relationship (r = 0.798, P < 0.001). The proportion of worker occupation fit mediation was 6.5% of total effect for depression symptoms. Conclusion Occupational stress has been identified as a risk factor for depression symptoms. Practical strategies for improving medical workers' WOF level would help them better cope with various work-related stressors to reduce depression symptoms. Hospital administrators could reduce medical workers' depression symptoms by taking comprehensive measures to improve the WOF.
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Affiliation(s)
- Ruican Sun
- Department of Preventive Medicine, School of Public Health, Chengdu Medical College, Chengdu, China
| | - Keyao Lv
- Department of Environmental Health and Occupational Medicine, West China School of Public Health and West China Fourth Hospital, Sichuan University, Chengdu, China
| | - Zirui He
- Department of Preventive Medicine, School of Public Health, Chengdu Medical College, Chengdu, China
| | - Liang Liao
- Department of Preventive Medicine, School of Public Health, Chengdu Medical College, Chengdu, China
| | - Hongping Wang
- Department of Preventive Medicine, School of Public Health, Chengdu Medical College, Chengdu, China
| | - Yajia Lan
- Department of Environmental Health and Occupational Medicine, West China School of Public Health and West China Fourth Hospital, Sichuan University, Chengdu, China
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Michaelis C, Findeisen S. Influence of Person-Vocation Fit on Satisfaction and Persistence in Vocational Training Programs. Front Psychol 2022; 13:834543. [PMID: 35237215 PMCID: PMC8882963 DOI: 10.3389/fpsyg.2022.834543] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2021] [Accepted: 01/20/2022] [Indexed: 11/24/2022] Open
Abstract
Positive effects of person-environment fit on job satisfaction and persistence are well documented. However, little is known about the consequences of person-vocation (P-V) fit for vocational education and training (VET). Using data from the German National Educational Panel Study (NEPS), we examine the influence of selected P-V fit indicators (educational match, interest congruence, skill congruence) on training satisfaction and premature contract termination (PCT) for 4,097 trainees in VET. We find that most P-V incongruences do not lead to negative consequences. Training satisfaction is not affected by interest congruence and skill congruence. However, moderate overeducation (intermediately qualified adolescents working in occupations with high shares of low-qualified trainees) enhances training satisfaction. For PCT, there is a general effect of undereducation; undereducation increases the probability of PCT independent of educational qualification for the occupation. PCT is not affected by skill congruence and only for Realistic interests, congruence with the vocational environment reduces PCT probability.
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Affiliation(s)
- Christian Michaelis
- Chair of Business Education and Human Resource Development, Faculty of Business Economics, Georg-August University of Göttingen, Göttingen, Germany
- *Correspondence: Christian Michaelis,
| | - Stefanie Findeisen
- Assistant Professorship for Business and Economic Education, Department of Economics, University of Konstanz, Konstanz, Germany
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Wagner L, Pindeus L, Ruch W. Character Strengths in the Life Domains of Work, Education, Leisure, and Relationships and Their Associations With Flourishing. Front Psychol 2021; 12:597534. [PMID: 33967881 PMCID: PMC8096931 DOI: 10.3389/fpsyg.2021.597534] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/21/2020] [Accepted: 01/04/2021] [Indexed: 12/17/2022] Open
Abstract
A growing body of research demonstrates the relevance of character strengths for flourishing in general, but also for important outcomes across different life domains (e.g., work performance and relationship satisfaction). Studies have also shown that there are differences in the extent to which character strengths are applied, that is, perceived as relevant and shown in behavior in a given context, between work and private life, but they have not considered other life domains. This study aims to close this gap by examining the life domains of work, education, leisure, close personal relationships, and romantic relationships. The present study investigates whether (a) strengths-related behavior across different life domains explains additional variance in flourishing beyond the trait level of each respective character strength and studies (b) differences in the relevance of character strengths and strengths-related behavior across different life domains, and examines (c) their relationships with flourishing. A sample of 203 German-speaking adults (78.8% females; mean age = 29.4 years) completed self-reports assessing flourishing and character strengths. They also indicated which of the five life domains were personally relevant to them (i.e., on average 4.23 life domains) and reported the character strengths' perceived relevance and the frequency of displaying strengths-related behavior for each of these life domains separately. The results demonstrate that (a) strengths-related behavior averaged across all relevant life domains explained unique variance in flourishing above the trait-level of character strengths in some cases (e.g., creativity, kindness, and fairness), (b) different life domains were characterized by specific profiles of character strength-regarding both their relevance and strength-related behavior. Moreover, (c) character strengths and strengths-related behavior in different life domains both showed substantial correlations with flourishing. In some cases, these associations were domain-specific (e.g., displaying love of learning in the context of education was related to higher levels of flourishing). In conclusion, we suggest that examining strengths-related behavior across different life domains represents a worthwhile addition to research on character strengths.
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Affiliation(s)
- Lisa Wagner
- Department of Psychology, University of Zurich, Zurich, Switzerland
| | - Lisa Pindeus
- Department of Psychology, University of Zurich, Zurich, Switzerland
| | - Willibald Ruch
- Department of Psychology, University of Zurich, Zurich, Switzerland
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Gander F, Gaitzsch I, Ruch W. The Relationships of Team Role- and Character Strengths-Balance With Individual and Team-Level Satisfaction and Performance. Front Psychol 2020; 11:566222. [PMID: 33329199 PMCID: PMC7734085 DOI: 10.3389/fpsyg.2020.566222] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/27/2020] [Accepted: 10/16/2020] [Indexed: 11/24/2022] Open
Abstract
Teamwork has been argued to play an increasingly important role in numerous jobs, and several studies focused on the effects of team composition for work-related outcomes. Recent research has also identified individuals’ character strengths and positive team roles (e.g., idea creator and relationship manager) as conducive to work-related outcomes. However, there is a scarcity of research on the role of character strengths or positive team roles on the level of teams. In the present study, we extend theoretical assumptions of team role theories to the study of character strengths and positive team roles: We examined the associations between character strengths and team roles with work-related outcomes on the individual (i.e., job satisfaction, self- and supervisor-rated performance) and the team level (i.e., teamwork quality, self- and supervisor-rated team performance). Further, we examined how the team composition relates to the outcomes, that is, whether balanced teams (i.e., all team roles or character strengths are represented in the current team) go along with desired outcomes and whether an overrepresentation of team roles or character strengths in a team (i.e., a team role or character strengths is represented by multiple team members) goes along with undesired outcomes. We studied a sample of 42 teams (N = 284 individuals) who completed measures of team roles, character strengths, teamwork quality, job satisfaction, and self-rated individual and team performance. Further, supervisor ratings of individual and team performance were collected. Results corroborated the relationships of team roles and character strengths with individual outcomes such as that specific roles and character strengths go along with individual performance and work satisfaction. Further, the results suggested that teams in which more team roles are represented report higher performance and teamwork quality. Also, teams with higher average levels of the character strengths of teamwork and fairness, and teams with more members scoring high in fairness and prudence report higher teamwork quality. Further, there is no evidence that having too many members with a particular character strength has detrimental effects on teamwork quality, work satisfaction, or performance. We conclude that extending the study of character to the level of teams offers an important advancement.
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Affiliation(s)
- Fabian Gander
- Department of Psychology, University of Zürich, Zurich, Switzerland
| | | | - Willibald Ruch
- Department of Psychology, University of Zürich, Zurich, Switzerland
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