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Gómez-Salgado J, Delgado-García D, Ortega-Moreno M, Fagundo-Rivera J, El Khoury-Moreno L, Vilches-Arenas Á, Ruiz-Frutos C. Work engagement and sense of coherence as predictors of psychological distress during the first phase of the COVID-19 pandemic in Chile. Heliyon 2024; 10:e31327. [PMID: 38803934 PMCID: PMC11128991 DOI: 10.1016/j.heliyon.2024.e31327] [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] [Received: 06/29/2023] [Revised: 05/06/2024] [Accepted: 05/14/2024] [Indexed: 05/29/2024] Open
Abstract
Objectives The aim of this study was to analyse the relationship between sense of coherence, work engagement, and work environment variables as predictors of the level of psychological distress during the first phase of the COVID-19 pandemic in Chile. Methods Cross-sectional descriptive study collected between April 22 and December 16, 2020, using non-probabilistic snowball sampling. The study variables and instruments were socio-demographic variables, work engagement (UWES-9 scale), sense of coherence (Antonovsky SOC-13 scale), and psychological distress (GHQ-12 scale). Multivariate analysis and binary logistic regression were performed including the scores of the three questionnaires and other variables such as effectiveness, safety, stress, health perception, and sex. Finally, the CHAID technique was applied to create a segmentation tree. Results 72.7 % of participants had high levels of psychological distress, more predominantly among women, with work stress and low sense of coherence acting as the most influential mediators in generating psychological distress, and even more so when both were combined. Low work engagement and the availability of safe and effective means to prevent infection were predictors of psychological distress among workers. Conclusion During the first phase of the COVID-19 pandemic, factors that contributed to psychological distress in the Chilean population were identified. These included a fair or poor perception of health, being a woman, work-related stress, availability of safety measures, low level of work engagement, and low level of sense of coherence. Identifying these factors may help prevent similar effects in future phases of the current pandemic or in future pandemics.
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Affiliation(s)
- Juan Gómez-Salgado
- Department of Sociology, Social Work and Public Health, Faculty of Labour Sciences, University of Huelva, Huelva, Spain
- Safety and Health Postgraduate Programme, Universidad Espíritu Santo, Guayaquil, Ecuador
| | - Diemen Delgado-García
- Universidad de Aconcagua, Los Andes, Chile
- School of Medicine, Neurology and Psychiatry, Universidad de Texas Rio Grande Valley, Edinburg, USA
| | | | | | | | - Ángel Vilches-Arenas
- Department of Preventive Medicine and Public Health, University of Seville, Seville, Spain
- Department of Preventive Medicine, Hospital Universitario Virgen Macarena, Seville, Spain
| | - Carlos Ruiz-Frutos
- Department of Sociology, Social Work and Public Health, Faculty of Labour Sciences, University of Huelva, Huelva, Spain
- Safety and Health Postgraduate Programme, Universidad Espíritu Santo, Guayaquil, Ecuador
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Schnettler B, Miranda-Zapata E, Orellana L, Saracostti M, Poblete H, Lobos G, Adasme-Berríos C, Lapo M, Beroiza K, Concha-Salgado A, Riquelme-Segura L, Sepúlveda JA, Reutter K. Intra- and Inter-Individual Associations of Family-to-Work Conflict, Psychological Distress, and Job Satisfaction: Gender Differences in Dual-Earner Parents during the COVID-19 Pandemic. Behav Sci (Basel) 2024; 14:56. [PMID: 38247708 PMCID: PMC10813670 DOI: 10.3390/bs14010056] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/03/2023] [Revised: 11/27/2023] [Accepted: 01/10/2024] [Indexed: 01/23/2024] Open
Abstract
The COVID-19 pandemic changed the work-family interface dynamics in some families. For couples who kept earning a double income during the pandemic, their family demands may entail a loss of psychological resources that affect the work domain. This study explored the intra-individual and inter-individual (crossover) direct and indirect effects of family-to-work conflict (FtoWC) on psychological distress and job satisfaction in a non-probabilistic sample of 860 different-sex dual-earner parents with adolescent children from Temuco and Rancagua, Chile. Mothers and fathers answered an online questionnaire measuring FtoWC, the Depression, Anxiety, and Stress Scale, and the Overall Job Satisfaction Scale. The data were analyzed using the actor-partner interdependence model with structural equation modeling. Results showed that a higher FtoWC is linked to greater psychological distress and lower job satisfaction in both parents. In contrast, psychological distress is directly linked to lower job satisfaction in fathers. In both fathers and mothers, they and their partners' FtoWC were indirectly linked to lower job satisfaction via the fathers' psychological distress. These findings indicate the need for gender-sensitive social and labor policies aimed at reducing the conflict between family and work to increase job satisfaction in both parents and reduce psychological distress, particularly in fathers.
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Affiliation(s)
- Berta Schnettler
- Facultad de Ciencias Agropecuarias y Medioambiente, Universidad de La Frontera, Temuco 4811230, Chile
- Centro de Excelencia en Psicología Económica y del Consumo, Universidad de La Frontera, Temuco 4811230, Chile; (L.O.); (H.P.); (K.B.); (J.A.S.); (K.R.)
- Scientific and Technological Bioresource Nucleus (BIOREN-UFRO), Universidad de La Frontera, Temuco 4811230, Chile
- Universidad Católica de Santiago de Guayaquil, Guayaquil 090615, Ecuador;
| | - Edgardo Miranda-Zapata
- Centro de Investigación Escolar y Desarrollo, Cied-UCT, Universidad Católica de Temuco, Temuco 4780000, Chile;
- Universidad Autónoma de Chile, Temuco 4801087, Chile
| | - Ligia Orellana
- Centro de Excelencia en Psicología Económica y del Consumo, Universidad de La Frontera, Temuco 4811230, Chile; (L.O.); (H.P.); (K.B.); (J.A.S.); (K.R.)
- Departamento de Psicología, Universidad de La Frontera, Temuco 4811230, Chile;
| | - Mahia Saracostti
- Escuela de Trabajo Social, Universidad de Valparaíso, Valparaíso 2360102, Chile;
- Departamento de Trabajo Social, Universidad de Chile, Santiago 8330015, Chile
| | - Héctor Poblete
- Centro de Excelencia en Psicología Económica y del Consumo, Universidad de La Frontera, Temuco 4811230, Chile; (L.O.); (H.P.); (K.B.); (J.A.S.); (K.R.)
| | - Germán Lobos
- Facultad de Economía y Negocios, Universidad de Talca, Talca 3465548, Chile;
| | - Cristian Adasme-Berríos
- Departamento de Economía y Administración, Universidad Católica del Maule, Talca 3466706, Chile;
| | - María Lapo
- Universidad Católica de Santiago de Guayaquil, Guayaquil 090615, Ecuador;
| | - Katherine Beroiza
- Centro de Excelencia en Psicología Económica y del Consumo, Universidad de La Frontera, Temuco 4811230, Chile; (L.O.); (H.P.); (K.B.); (J.A.S.); (K.R.)
| | | | | | - José A. Sepúlveda
- Centro de Excelencia en Psicología Económica y del Consumo, Universidad de La Frontera, Temuco 4811230, Chile; (L.O.); (H.P.); (K.B.); (J.A.S.); (K.R.)
- Departamento de Psicología, Universidad de La Frontera, Temuco 4811230, Chile;
| | - Karol Reutter
- Centro de Excelencia en Psicología Económica y del Consumo, Universidad de La Frontera, Temuco 4811230, Chile; (L.O.); (H.P.); (K.B.); (J.A.S.); (K.R.)
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Yang D, Liu Y, Zhang H, Zhang Y. The effect of family boundary flexibility on employees' work engagement: a study based on person-environment fit theory perspective. Front Psychol 2023; 14:1185239. [PMID: 37842711 PMCID: PMC10568136 DOI: 10.3389/fpsyg.2023.1185239] [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: 03/13/2023] [Accepted: 09/12/2023] [Indexed: 10/17/2023] Open
Abstract
Under the impact of the era of big data and public emergency, the blurring of family-work boundaries and the increasing burden of family responsibilities will pose a great challenge to employee resilience and family work balance, which in turn will affect employees' work engagement. Therefore, based on the person-environment fit theory, this study aims to explore the potential mechanism and boundary conditions of employee family boundary flexibility fit on work engagement. This study conducted a random sampling of enterprise employees in China. A sample of 433 participants completed a questionnaire to provide data. We conduct hierarchical regression and Bootstrap analysis to verify the hypothesis model. The study found that employees' work engagement is significantly improved when their family boundary flexibility is matched. Family-work enrichment plays a role in mediating the impact of employees' family boundary flexibility on work engagement. The relationship between family-work enrichment and work engagement is moderated by family support. Therefore, enterprises should respect and value each employee's family boundary flexibility, establish family-friendly policies, and consider personal family boundary flexibility in employees' career development planning. This will promote the enhancement of employee resilience, enable better engagement in work, improve work efficiency, and enhance the core competitiveness of enterprises.
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Affiliation(s)
| | | | - Huiqin Zhang
- College of Management Science, Chengdu University of Technology, Chengdu, China
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Ma L, Zheng Y, Wei Y. The double-edged sword effect of telecommuting on employees' work engagement: evidence from China during COVID-19. Front Psychol 2023; 14:1110108. [PMID: 37377708 PMCID: PMC10291321 DOI: 10.3389/fpsyg.2023.1110108] [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: 11/28/2022] [Accepted: 05/23/2023] [Indexed: 06/29/2023] Open
Abstract
Purpose Drawing on the Job Demands-Resources (JD-R) model, this study aims to explore how telecommuting affects employee' work engagement, and consider how perceived supervisor support moderates this effect. Design/methodology/approach A time-lagged study was conducted on 286 employees from four enterprises in southern China. Findings The results showed that telecommuting both decreased work engagement by triggering work-family conflict and enhanced work engagement by increasing job autonomy. In addition, perceived supervisor support enhanced the positive direct effect of telecommuting on job autonomy and the indirect effect on employee' work engagement, while perceived supervisor support weakened the negative direct effect of telecommuting on work-family conflict and the indirect effect on employee' work engagement. Originality/value This study enrich the literature on telecommuting and employee engagement, and emphasize the importance of perceived supervisor support in this context. Additionally, this study provides some practical implications for companies to adapt and manage telecommuting.
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Affiliation(s)
- Lu Ma
- School of Management, Guangxi Minzu University, Nanning, China
| | - Yunjian Zheng
- School of Management, Minzu University of China, Beijing, China
| | - Ye Wei
- School of Economics and Management, Guangxi University of Science and Technology, Liuzhou, China
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Liang Z, Wang Y, Wei X, Wen W, Ma J, Wu J, Huang S, Qin P. Prevalence and associated factors of depressive and anxiety symptoms among healthcare workers in the post-pandemic era of COVID-19 at a tertiary hospital in Shenzhen, China: A cross-sectional study. Front Public Health 2023; 11:1094776. [PMID: 37020820 PMCID: PMC10067616 DOI: 10.3389/fpubh.2023.1094776] [Citation(s) in RCA: 4] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/10/2022] [Accepted: 02/28/2023] [Indexed: 03/22/2023] Open
Abstract
BackgroundHealthcare workers were at high risk of psychological problems during the COVID-19 pandemic, but it remains not well-investigated in the post-pandemic era of COVID-19, with regular epidemic prevention and control embedded in burdened healthcare work. This study aimed to investigate the prevalence and potential risk factors of the symptoms of depression and anxiety among healthcare workers at a tertiary hospital in Shenzhen.MethodOur cross-sectional study was conducted among 21- to 64-year-old healthcare workers in December 2021 at a tertiary hospital in Shenzhen, using a simple random sampling strategy. A wide range of socio-demographic characteristics, individual information, and psychological condition of the subjects were extracted. Healthcare workers' psychological conditions were tested with the Center for Epidemiologic Studies Depression (CESD-10), General Anxiety Disorder (GAD-7), Insomnia Severity Index (ISI), Work-Family Conflict Scale (WFCS), 10-item Connor-Davidson Resilience Scale (CD-RISC-10), and 17-item of Maslach's Burnout Inventory-Human Services Survey (MBI-HSS-17). Data were collected based on these questionnaires. Descriptive statistics were used to assess the difference between healthcare workers with depressive and anxiety symptoms among different groups. Hierarchical logistic regression analyses were conducted to investigate the association between focused variables and mental health outcomes.ResultsA total of 245 healthcare workers were enrolled. The proportion of depressive symptoms, anxiety symptoms and their co-occurrence were 34.7, 59.6, and 33.1%, respectively. Logistic regression showed that for the three outcomes, no history of receiving psychological help and self-rated good or higher health were protective factors, whereas more severe insomnia and job burnout were risk factors. Junior or lower job title and higher psychological resilience were related to a lower prevalence of depressive symptoms, while relatively longer working hours and larger work-family conflict were positively associated with the anxiety symptoms. Psychological resilience was inversely associated with the co-occurrence of depressive and anxiety symptoms.ConclusionsOur study revealed a high proportion of psychological problems and proved that several similar factors which were significant during the pandemic were also associated with the symptoms of depression and anxiety among healthcare workers in the post-pandemic era of COVID-19. These results provide scientific evidence for psychological interventions for healthcare workers.
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Affiliation(s)
- Zhiya Liang
- Center for Clinical Epidemiology and Evidence-Based Medicine, Shenzhen Qianhai Shekou Free Trade Zone Hospital, Shenzhen, Guangdong, China
- School of Public Health, Shantou University, Shantou, Guangdong, China
| | - Ying Wang
- School of Public Health, Shantou University, Shantou, Guangdong, China
| | - Xiaoyue Wei
- School of Public Health, Shantou University, Shantou, Guangdong, China
| | - Wanyi Wen
- Center for Clinical Epidemiology and Evidence-Based Medicine, Shenzhen Qianhai Shekou Free Trade Zone Hospital, Shenzhen, Guangdong, China
- School of Public Health, Shantou University, Shantou, Guangdong, China
| | - Jianping Ma
- Center for Clinical Epidemiology and Evidence-Based Medicine, Shenzhen Qianhai Shekou Free Trade Zone Hospital, Shenzhen, Guangdong, China
| | - Jun Wu
- Center for Clinical Epidemiology and Evidence-Based Medicine, Shenzhen Qianhai Shekou Free Trade Zone Hospital, Shenzhen, Guangdong, China
| | - Shaofen Huang
- Department of Public Health, Shenzhen Qianhai Shekou Free Zone Hospital, Shenzhen, Guangdong, China
| | - Pei Qin
- Center for Clinical Epidemiology and Evidence-Based Medicine, Shenzhen Qianhai Shekou Free Trade Zone Hospital, Shenzhen, Guangdong, China
- Department of Biostatistics and Epidemiology, School of Public Health, Shenzhen University Health Science Center, Shenzhen, Guangdong, China
- *Correspondence: Pei Qin
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COVID-19 Disruption and Meaningful Work: The Mediating Role of Family–Work Conflict. ADMINISTRATIVE SCIENCES 2023. [DOI: 10.3390/admsci13030087] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/18/2023] Open
Abstract
Work overload and the alteration in family dynamics caused by the COVID-19 pandemic crisis may be increasing family–work conflict, leading to the consequent decrease in meaningful work. Using the structural equation modeling of covariance, this research determines the impact of the pandemic disruption on meaningful work as mediated through family–work conflict. The sample comes from 534 men and 257 women that are full-time employees of seven public manufacturing companies in Bolivia; they were surveyed by filling out a self-report questionnaire at the companies’ locations. Although no significant direct effects were found between COVID-19 disruption and meaningful work (standardized beta = 0.038, Z = 0.756, p = 0.450), there is an indirect effect when the relationship is measured through the family–work life conflict variable (standardized beta = −0.138, Z = −6.119, p < 0.001). Implications for business management are discussed.
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Abid G, Contreras F, Rank S, Ilyas S. Sustainable leadership and wellbeing of healthcare personnel: A sequential mediation model of procedural knowledge and compassion. Front Psychol 2023; 13:1039456. [PMID: 36733859 PMCID: PMC9887026 DOI: 10.3389/fpsyg.2022.1039456] [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: 09/08/2022] [Accepted: 12/09/2022] [Indexed: 01/19/2023] Open
Abstract
Introduction In healthcare organizations, saving patients' lives while maintaining the staff's wellbeing, performance and competencies were challenging during the COVID-19 pandemic. Although the complexity of healthcare settings is widely recognized, the pandemic evidenced the necessity of attending to the employees' wellbeing in such a sector. This research aims to examine the effect of sustainable leadership on wellbeing of healthcare personnel. Furthermore, we also evaluate whether procedural knowledge and compassion act as mediators in such a relationship. Methods The hypothesized model was tested in healthcare organizations in a South Asian country, and the data were collected during the pandemic crisis. A total of 366 health personnel (physicians and nurses) participated in this research. With Hayes' PROCESS macro, we examined all the direct and indirect paths, including sequential mediation. Results The findings confirm the impact of sustainable leadership on wellbeing and this relationship is also mediated by procedural knowledge and compassion. Discussion/conclusion Sustainable leadership fosters wellbeing among healthcare workers via the sequential mediation of procedural knowledge and compassion. Study findings suggest that sustainable leaders can trigger procedural knowledge among employees which in turn crafts the state of compassion in them that leads to their wellbeing. Theoretical and practical implications are discussed in light of study findings.
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Affiliation(s)
- Ghulam Abid
- Kinnaird College for Women University, Lahore, Pakistan
| | - Francoise Contreras
- School of Management and Business, Universidad del Rosario, Bogota, Colombia,*Correspondence: Francoise Contreras, ✉
| | - Susanne Rank
- University of Applied Sciences Mainz, Mainz, Rhineland-Palatinate, Germany
| | - Sehrish Ilyas
- Lahore College for Women University, Lahore, Punjab, Pakistan
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Naseem K, Ali M. Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model. Front Psychol 2022; 13:965835. [PMID: 36938125 PMCID: PMC10018554 DOI: 10.3389/fpsyg.2022.965835] [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: 06/13/2022] [Accepted: 10/24/2022] [Indexed: 03/06/2023] Open
Abstract
Introduction This study addressed the human aspects of sustainable development in organizations by applying work demand resource theory and the main focus of the study is to investigate the negative aspects of workplace bullying on human's mental health. This study investigated how the work demand constraints play a role in increasing psychological distress among employees through the mediation of workplace bullying. This study also considers personality traits that play a role in preventing psychological distress resulting from workplace bullying. Methods The authors collected data by means of a self-administered questionnaire. The questionnaire was distributed among 1000 employees selected using a systematic sampling technique, patronized among three service sectors: the health sector, education sector, and forest department in the city of Lahore in Pakistan. The data was analyzed by employing Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 3.3.3. Results Results of this study reveal that work demand constraints (WDC) play a significant role in workplace bullying and impact increasing psychological distress. Personality traits play a moderating role between work demand constraints and workplace bullying behavior on the one hand and psychological distress on the other hand; however, openness to experiences was found to have a moderating relationship between work demand constraints and workplace bullying. Meanwhile, agreeableness and openness to experiences were found to have a moderating relationship between work demand constraints (WDC) and psychological distress. Discussion This study also has practical implications for employers, such as providing psychological counseling, personality development training at the workplace etc. The relationship of work demand constraints with psychological distress and workplace bullying through direct and indirect moderating effects of personality traits in Pakistan's service sector are unique contributions of this study.
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Affiliation(s)
- Khalida Naseem
- Faculty of Economics and Management Sciences, School of Business and Management, Minhaj University Lahore, Lahore, Pakistan
- *Correspondence: Khalida Naseem,
| | - Majid Ali
- Department of Economics and Agri Economics PMAS-UAAR, University Rawalpindi, Rawalpindi, Pakistan
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