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Lopes S, Couto R, Rodrigues A, Sabino A, Oliveira ÍM, Dias PC, Leite Â, Carvalho VS. Beyond Work: The Role of "Family-Friendly" Practices in the Subjective Well-Being of Teleworkers and On-Site Workers in the COVID-19 Pandemic. Int J Environ Res Public Health 2024; 21:447. [PMID: 38673358 PMCID: PMC11050340 DOI: 10.3390/ijerph21040447] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/26/2024] [Revised: 03/29/2024] [Accepted: 04/03/2024] [Indexed: 04/28/2024]
Abstract
During the COVID-19 pandemic, telework emerged as a pivotal strategy to mitigate the spread of the virus. However, telework's feasibility was contingent on job roles. This gave rise to two distinct groups: teleworkers and on-site workers. However, the impacts of social support and well-being extended to both groups. This study investigated the link between organisational and supervisory family support and subjective well-being, examining work engagement as a mediator. Conducted in Portugal, this cross-sectional study surveyed 515 individuals via web-based questionnaires. Data were analysed using descriptive statistics, correlation analysis, confirmatory factor analysis, and multiple-group analysis. The findings revealed a positive correlation between perceived organisational family support (POFS) and work engagement for both groups. Additionally, perceived supervisory family support (PSFS) positively correlated with work engagement for telecommuters but not on-site workers. Furthermore, work engagement was positively associated with subjective well-being for both groups. Moreover, work engagement mediated the relationship between POFS and subjective well-being. This study enriches the literature by analysing POFS, PSFS, work engagement, and subjective well-being dynamics among teleworkers and on-site employees.
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Affiliation(s)
- Sílvia Lopes
- CICPSI, Faculdade de Psicologia, Universidade de Lisboa, Alameda da Universidade, 1649-013 Lisboa, Portugal;
- CEFH—Centro de Estudos Filosóficos e Humanísticos, Faculdade de Filosofia e Ciências Sociais, Universidade Católica Portuguesa—Centro Regional de Braga, 4710-302 Braga, Portugal; (A.R.); (Í.M.O.); (P.C.D.); (Â.L.)
| | - Rita Couto
- CICPSI, Faculdade de Psicologia, Universidade de Lisboa, Alameda da Universidade, 1649-013 Lisboa, Portugal;
| | - Anabela Rodrigues
- CEFH—Centro de Estudos Filosóficos e Humanísticos, Faculdade de Filosofia e Ciências Sociais, Universidade Católica Portuguesa—Centro Regional de Braga, 4710-302 Braga, Portugal; (A.R.); (Í.M.O.); (P.C.D.); (Â.L.)
| | - Ana Sabino
- School of Psychology, ISPA Instituto Universitário, R. Jardim do Tabaco 34, 1149-041 Lisbon, Portugal;
- APPsyCI—Applied Psychology Research Center Capabilities and Inclusion, ISPA Instituto Universitário, 1149-041 Lisboa, Portugal
| | - Íris M. Oliveira
- CEFH—Centro de Estudos Filosóficos e Humanísticos, Faculdade de Filosofia e Ciências Sociais, Universidade Católica Portuguesa—Centro Regional de Braga, 4710-302 Braga, Portugal; (A.R.); (Í.M.O.); (P.C.D.); (Â.L.)
| | - Paulo C. Dias
- CEFH—Centro de Estudos Filosóficos e Humanísticos, Faculdade de Filosofia e Ciências Sociais, Universidade Católica Portuguesa—Centro Regional de Braga, 4710-302 Braga, Portugal; (A.R.); (Í.M.O.); (P.C.D.); (Â.L.)
| | - Ângela Leite
- CEFH—Centro de Estudos Filosóficos e Humanísticos, Faculdade de Filosofia e Ciências Sociais, Universidade Católica Portuguesa—Centro Regional de Braga, 4710-302 Braga, Portugal; (A.R.); (Í.M.O.); (P.C.D.); (Â.L.)
| | - Vânia Sofia Carvalho
- CICPSI, Faculdade de Psicologia, Universidade de Lisboa, Alameda da Universidade, 1649-013 Lisboa, Portugal;
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Girardi D, Dal Corso L, Arcucci E, Yıldırım M, Pividori I, Prandi A, Falco A. Hair dehydroepiandrosterone sulfate as biomarker of employees' well-being? A longitudinal investigation of support, resilience, and work engagement during COVID-19 pandemic. Front Psychol 2024; 15:1337839. [PMID: 38572210 PMCID: PMC10987734 DOI: 10.3389/fpsyg.2024.1337839] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/13/2023] [Accepted: 03/06/2024] [Indexed: 04/05/2024] Open
Abstract
Introduction Building on the motivational process of the job demands-resources (JD-R) theory, in the current research we investigated the longitudinal association between supervisor support/resilience as job/personal resources, work engagement (WE) and hair dehydroepiandrosterone sulfate, or DHEA(S), as a possible biomarker of employees' well-being. Methods In the context of the COVID-19 pandemic, 122 workers completed two self-report questionnaires (i.e., psychological data): the former at Time 1 (T1) and the latter three months afterwards, at Time 2 (T2). Participants also collected a strand of hair (i.e., biological data) at T2. Results Results from path analysis showed that both SS and resilience at T1 were positively related to WE at T2, which, in its turn, was positively related to hair DHEA(S) at T2. Both SS and resilience at T1 had a positive indirect effect on hair DHEA(S) at T2 through WE at T2, which fully mediated the association between job/personal resources and hair DHEA(S). Discussion Overall, results are consistent with the motivational process of the JD-R. Furthermore, this study provides preliminary evidence for the role of hair DHEA(S) as a biomarker of WE, a type of work-related subjective well-being that plays a central role in the motivational process of the JD-R, leading to favorable personal and organizational outcomes. Finally, the article outlines practical implications for organizations and professionals to foster WE within the workplace.
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Affiliation(s)
- Damiano Girardi
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Laura Dal Corso
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Elvira Arcucci
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
| | - Murat Yıldırım
- Department of Psychology, Agri Ibrahim Cecen University, Ağrı, Türkiye
- Department of Psychology, Nottingham Trent University, Nottingham, United Kingdom
- Department of Social and Educational Sciences, Lebanese American University, Beirut, Lebanon
| | - Isabella Pividori
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, Udine, Italy
| | - Alberto Prandi
- Department of Agricultural, Environmental and Animal Sciences, University of Udine, Udine, Italy
| | - Alessandra Falco
- FISPPA Section of Applied Psychology, University of Padua, Padua, Italy
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Lewis I, Houdmont J. "I'm pulling through because of you": injured workers' perspective of workplace factors supporting return to work under the Saskatchewan Workers' Compensation Board scheme. Front Rehabil Sci 2024; 5:1373888. [PMID: 38560027 PMCID: PMC10978658 DOI: 10.3389/fresc.2024.1373888] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/20/2024] [Accepted: 02/29/2024] [Indexed: 04/04/2024]
Abstract
Background Research demonstrates sustained return to work (RTW) by individuals on medical leave is influenced by personal and job resources and job demands. Relatively few studies have been conducted in the workers' compensation context that is known to have longer absence durations for RTW. Aims This study sought to illuminate workers' experience as they returned to work following a work injury that was either psychological in nature or involved more than 50 days of disability, with a focus on the co-worker, supervisor, and employer actions that supported their return. Methods Workers in Saskatchewan, Canada, with a work-related psychological or musculoskeletal injury, subsequent disability, and who returned to work in the last three years, were invited to complete an online survey comprising of free-text questions. Thematic analysis was used to explore participants' experiences. Results Responses from 93 individuals were analysed. These revealed that persistent pain, emotional distress, and loss of normal abilities were present during and beyond returning to work. Almost two-thirds indicated that the supervisors' and co-workers' support was critical to a sustained return to work: their needs were recognized and they received autonomy and support to manage work demands. By contrast, one-third indicated that the support they expected and needed from supervisors and employers was lacking. Conclusions Workers returning to work lacked personal resources but co-workers' and supervisors' support helped improve confidence in their ability to RTW. Supervisors and employers should acknowledge workers' experiences and offer support and autonomy. Likewise, workers can expect challenges when returning to work and may benefit from cultivating supportive relationships with co-workers and supervisors.
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Affiliation(s)
- Ian Lewis
- Lewis Health Management Consulting Inc., Regina, SK, Canada
| | - Jonathan Houdmont
- School of Medicine, University of Nottingham, Nottingham, United Kingdom
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Balducci C, Rafanelli C, Menghini L, Consiglio C. The Relationship between Patients' Demands and Workplace Violence among Healthcare Workers: A Multilevel Look Focusing on the Moderating Role of Psychosocial Working Conditions. Int J Environ Res Public Health 2024; 21:178. [PMID: 38397669 PMCID: PMC10887931 DOI: 10.3390/ijerph21020178] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/30/2023] [Revised: 01/26/2024] [Accepted: 01/31/2024] [Indexed: 02/25/2024]
Abstract
Workplace violence against healthcare workers is a widespread phenomenon with very severe consequences for the individuals affected and their organizations. The role played by psychosocial working conditions in healthcare workers' experiences of violence from patients and their family members has received relatively scant attention. In the present study, we investigated the idea that psychosocial working conditions (workload, job control, supervisor support, and team integration), by affecting the well-being and job performance of healthcare workers, play a critical role in the relationship between patients' demands and the escalation of workplace violence. Specifically, we tested the hypothesis that psychosocial working conditions moderate the relationship between patients' demands and workplace violence. Participants were 681 healthcare workers distributed in 55 work groups of three public healthcare facilities in Italy. Multilevel analysis showed significant interactions between patients' demands and each of the investigated psychosocial factors on workplace violence, which in all the cases were in the expected direction. The results suggest that improving the quality of the psychosocial work environment in which healthcare workers operate may be a critical aspect in the prevention of workplace violence.
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Affiliation(s)
- Cristian Balducci
- Department of Quality of Life Sciences, University of Bologna, 47921 Rimini, Italy
| | - Chiara Rafanelli
- Department of Psychology “Renzo Canestrari”, University of Bologna, 40127 Bologna, Italy;
| | - Luca Menghini
- Department of General Psychology, University of Padova, 35131 Padova, Italy;
| | - Chiara Consiglio
- Department of Psychology, Sapienza University of Rome, 00185 Rome, Italy
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Scheepers RA, Boxem AJ, Blezer MMJ. Junior doctors receiving supervisor and peer support are more work-engaged professionals who express their voice for quality improvement. Med Teach 2024; 46:204-210. [PMID: 37506220 DOI: 10.1080/0142159x.2023.2240000] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 07/30/2023]
Abstract
PURPOSE In daily practice, junior doctors can contribute to quality improvement by providing innovative suggestions for change, referred to as voice behavior. Junior doctors are more likely to engage in voice behavior when they receive sufficient support from supervisors and peers. Such support has also been associated with less burnout and more work engagement. However, whether less burned-out and more work-engaged junior doctors demonstrate more voice behaviors in the face of sufficient supervisor and peer support is unclear. Therefore, we studied whether and how associations of supervisor and peer support with junior doctors' voice behaviors are mediated by burnout and work engagement. MATERIALS & METHODS Participants were 301 junior doctors that completed a web-based survey including validated questionnaires on supervisor and peer support, burnout, work engagement, and voice behavior. RESULTS Supervisor and peer support were associated with lower levels of burnout and higher levels of work engagement. Work engagement, but not burnout, mediated the associations of supervisor and peer support with voice behaviors. CONCLUSIONS Junior doctors who received more supervisor or peer support were more work-engaged and reported more voice behaviors. Thus, supervisor and peer support should be cultivated to facilitate junior doctors' roles as work-engaged professionals in quality improvement.
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Affiliation(s)
- Renée A Scheepers
- Department of Socio-Medical Sciences, Erasmus School of Health Policy and Management, Erasmus University of Rotterdam, The Netherlands
| | - Aline J Boxem
- Department of Pediatrics and the Generation R Study Group (Na-29), Erasmus Medical Center, University Medical Center, Rotterdam, The Netherlands
| | - Meike M J Blezer
- Foundation of the Young Doctor, Utrecht, The Netherlands
- Department of General Practice, Intellectual Disability Medicine of the Erasmus Medical Center, Rotterdam, The Netherlands
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Molino M, Dolce V, Cortese CG, Sanseverino D, Ghislieri C. Stop (to Work) and Go (to Recover) During Mandatory Work From Home: A Three-Wave Study. Health Educ Behav 2024; 51:21-31. [PMID: 37642028 DOI: 10.1177/10901981231192988] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/31/2023]
Abstract
During the COVID-19 pandemic, many workers have been forced to work from home. In this situation, the boundaries between work and private life have become particularly blurred, and recovering from work was even more difficult than in traditional times, with negative consequences for workers' health. Among the psychological experiences that might underlie the recovery process, mastery played a crucial role as people sought new stimuli and challenging situations. However, there are few articles that have explored the role of this specific recovery experience, its antecedents, and the health consequences under conditions of work from home. Therefore, in this multiwave study, we aimed to investigate the role of mastery as a mediator between supervisor support and insomnia problems. The study was conducted during the COVID-19 pandemic in Italy and had a three-wave design. A convenience sample of 130 employees (67% women) completed an online questionnaire. Hypotheses were tested using a three-wave autoregressive cross-lagged panel model. According to the results, supervisor support at Time 1 was positively related to mastery at Time 2, which in turn showed a negative association with insomnia at Time 3. The results demonstrated that mastery experiences have played a crucial role during COVID-19 mandatory work from home, which points to some potential implications for workers' health in the adoption of teleworking beyond the emergency situation.
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Altaş SS, Gündüz Çekmecelioğlu H, Konakay G, Günsel M. Relationships among supervisor support, autonomy, job satisfaction and emotional labor on nurses within the Turkey context of healthcare services. Front Psychol 2024; 14:1303170. [PMID: 38352966 PMCID: PMC10861757 DOI: 10.3389/fpsyg.2023.1303170] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/27/2023] [Accepted: 12/18/2023] [Indexed: 02/16/2024] Open
Abstract
Introduction Healthcare professionals face the challenging task of regulating their emotions within the workplace, which can lead to significant pressure and stress. For nurses, who work in particularly demanding environments, fulfilling the expectations of emotional labor can be challenging. Methods This study explores how nurses' perceptions of supervisor support and job autonomy can positively influence emotional labor and job satisfaction via Partial Least Squares Structural Equation Modeling (PLS-SEM) technique. Results and discussion Job autonomy is found to negatively affect emotional labor but positively impact job satisfaction. Additionally, job satisfaction is a significant precursor to both surface and deep-acting dimensions of emotional labor. Furthermore, job satisfaction mediates the relationship between supervisor support and deep-acting emotional labor, as well as between job autonomy and both surface and deep-acting emotional labor. These findings shed light on the complex dynamics of emotional labor and job satisfaction in healthcare settings.
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Affiliation(s)
| | | | - Gönül Konakay
- Hereke Omer Ismet Uzunyol Vocational School, Kocaeli University, Kocaeli, Türkiye
| | - Murat Günsel
- Business Management Ph.D. Program, Beykent University, İstanbul, Türkiye
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Brossoit RM, Hammer LB, Crain TL, Leslie JJ, Bodner TE, Brockwood KJ. The effects of a Total Worker Health intervention on workplace safety: Mediating effects of sleep and supervisor support for sleep. J Occup Health Psychol 2023; 28:263-276. [PMID: 37578781 PMCID: PMC10544778 DOI: 10.1037/ocp0000357] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/15/2023]
Abstract
We tested the effects of a randomized controlled trial Total Worker Health intervention on workplace safety outcomes. The intervention targeted employee sleep at both the supervisor-level (e.g., sleep-specific support training) and employee-level (e.g., sleep tracking and individualized sleep feedback). The intervention components were developed using principles of the Total Worker Health approach and the theory of triadic influence for health behaviors. We hypothesized that employees in the treatment group would report greater safety compliance, safety participation, and safety motivation, and would be less likely to experience a work-related accident or injury following the intervention through improvements in sleep quantity and quality, as well as increased perceptions of supervisors' support for sleep. It was theorized that the indirect effects of the intervention on workplace safety outcomes via sleep mediators operated through a resource pathway, whereas the supervisor support for sleep mediator operated through an exchange pathway. Results broadly revealed that employees in the treatment group, compared to those in the control group, reported greater workplace safety behaviors and safety motivation, and reduced workplace accidents and injuries 9 months post-baseline, through lower dissatisfaction with sleep, reduced sleep-related impairments, and greater supervisor support for sleep 4 months post-baseline. Intervening on sleep and supervisor support for sleep in an integrated Total Worker Health framework can have a positive impact on workplace safety. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
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Affiliation(s)
| | - Leslie B. Hammer
- Department of Psychology, Portland State University
- Oregon Institute of Occupational Health Sciences, Oregon Health and Science University
| | | | | | | | - Krista J. Brockwood
- Oregon Institute of Occupational Health Sciences, Oregon Health and Science University
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Siraj RA, Alhaykan AE, Alrajeh AM, Aldhahir AM, Alqahtani JS, Bakhadlq S, Alghamdi SM, Alqarni AA, Alqarni MM, Alanazi TM, Alruwaili A, Algarni SS, Alahmadi FH, Alahmari M, Alahmadi RH. Burnout, Resilience, Supervisory Support, and Quitting Intention among Healthcare Professionals in Saudi Arabia: A National Cross-Sectional Survey. Int J Environ Res Public Health 2023; 20:2407. [PMID: 36767773 PMCID: PMC9915463 DOI: 10.3390/ijerph20032407] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/28/2022] [Revised: 01/25/2023] [Accepted: 01/27/2023] [Indexed: 06/18/2023]
Abstract
UNLABELLED Although personal resilience and supervisory support are known to reduce the impact of burnout and quitting intention, there is limited data available to explore these relationships among healthcare professionals (HCPs) in Saudi Arabia. This study aimed to assess the prevalence of burnout and explore its association with resilience, supervisory support, and intention to quit among Saudi Arabian HCPs. METHODS A cross-sectional survey was distributed to a convenience sample of HCPs between April and November 2022. Participants responded to socio-demographic questions, the Maslach Burnout Inventory-Human Services Survey for Medical Personnel (MBI-HSS (MP)), the Connor-Davidson resilience scale 10 (CD-RISC 10), and the Perceived of Supervisor Support Scale (PSS). Descriptive, inferential, correlation, and logistic regression tests were performed for data analyses. RESULTS Of the 1174 HCPs included in the analysis, 77% were presented with high burnout levels: 58% with emotional exhaustion (EE), 72% with depersonalization (DP), and 66% with low personal accomplishment (PA). Females were associated with increased odds of burnout (OR: 1.47; 95% CI: 1.04-2.06) compared to males. Burnout and its subscales were associated with higher intention to leave practice, with 33% of HCPs considering quitting their jobs. Furthermore, HCPs reported a low resilience score overall, and negative correlations were found between EE (r = -0.21; p < 0.001) and DP (r = -0.12; p < 0.01), and positive correlation with low PA (r = 0.38; p < 0.001). In addition, most HCPs perceived supervisory support as low, and it is associated with increased burnout and quitting intention. CONCLUSION Burnout is common among HCPs across all clinical settings and is associated with higher intention to quit and low resilience and supervisory support. Workplace management should provide a supportive workplace to reduce burnout symptoms and promote resiliency.
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Affiliation(s)
- Rayan A. Siraj
- Department of Respiratory Care, College of Applied Medical Sciences, King Faisal University, Al-Ahasa 31982, Saudi Arabia
| | - Ahmed E. Alhaykan
- Department of Respiratory Care, College of Applied Medical Sciences, King Faisal University, Al-Ahasa 31982, Saudi Arabia
| | - Ahmed M. Alrajeh
- Department of Respiratory Care, College of Applied Medical Sciences, King Faisal University, Al-Ahasa 31982, Saudi Arabia
| | - Abdulelah M. Aldhahir
- Respiratory Therapy Department, Faculty of Applied Medical Sciences, Jazan University, Jazan 45142, Saudi Arabia
| | - Jaber S. Alqahtani
- Department of Respiratory Care, Prince Sultan Military College of Health Sciences, Dammam 34313, Saudi Arabia
| | - Samah Bakhadlq
- Department of Respiratory Care, Prince Sultan Military College of Health Sciences, Dammam 34313, Saudi Arabia
| | - Saeed M. Alghamdi
- Clinical Technology Department, Respiratory Care Program, Faculty of Applied Medical Sciences, Umm Al-Qura University, Makkah 21961, Saudi Arabia
| | - Abdullah A. Alqarni
- Department of Respiratory Therapy, Faculty of Medical Rehabilitation Sciences, King Abdulaziz University, Jeddah 22254, Saudi Arabia
| | - Manal M. Alqarni
- Department of Respiratory Therapy, Faculty of Medical Rehabilitation Sciences, King Abdulaziz University, Jeddah 22254, Saudi Arabia
| | - Turki M. Alanazi
- Department of Respiratory Therapy, King Saud Bin Abdelaziz University for Health Sciences, Al Ahsa 31982, Saudi Arabia
- King Abdullah International Medical Research Center, Al Ahsa 31982, Saudi Arabia
| | - Abdullah Alruwaili
- King Abdullah International Medical Research Center, Al Ahsa 31982, Saudi Arabia
- Emergency Medical Services Program, College of Applied Medical Sciences, King Saud Bin Abdulaziz University for Health Sciences, Al Ahsa 31982, Saudi Arabia
| | - Saleh S. Algarni
- Department of Respiratory Therapy, College of Applied Medical Sciences, King Saud Bin Abdulaziz University for Health Sciences, Riyadh 12271, Saudi Arabia
- King Abdullah International Medical Research Center, Riyadh 12271, Saudi Arabia
| | - Fahad H. Alahmadi
- Respiratory Therapy Department, College of Medical Rehabilitation Sciences, Taibah University, Madinah 41411, Saudi Arabia
| | - Mushabbab Alahmari
- Department of Respiratory Therapy, Faculty of Applied Medical Sciences, University of Bisha, Bisha 67114, Saudi Arabia
| | - Rashid H. Alahmadi
- Taibah Primary Health Centre, Ministry of Health, Madinah 42353, Saudi Arabia
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Li Z, Liu J, Li H, Huang Y, Xi X. Primary Healthcare Pharmacists' Perceived Organizational Support and Turnover Intention: Do Gender Differences Exist? Psychol Res Behav Manag 2023; 16:1181-1193. [PMID: 37082527 PMCID: PMC10112469 DOI: 10.2147/prbm.s406942] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/13/2023] [Accepted: 04/05/2023] [Indexed: 04/22/2023] Open
Abstract
Purpose This study aims to explore the relationship between the four-dimensional structured perceived organizational support (emotional support, instrumental support, supervisor support, and coworker support) and the turnover intention of pharmacists in primary healthcare institutions. The gender differences between perceived organizational support and turnover intention will also be examined. Methods A cross-sectional study was conducted in primary healthcare institutions of 31 cities in China from 2 July to 1 September 2021. And the binary logistic regression model was employed for data analysis. Results 937 valid questionnaires are allocated from pharmacists in primary healthcare institutions. The regression results indicated that emotional support (b=0.073, p<0.001) has a significant influence on pharmacists' turnover intention, and the effect of supervisor support (b=0.173, p=0.046) on pharmacists' turnover intention differs by gender. Conclusion These findings offer suggestions for the management and stabilization of pharmacists in primary healthcare institutions. It is suggested that specific measures should be taken to increase pharmacists' perceived organizational support and reduce their turnover intention. At the same time, gender differences need to be taken into consideration by the managers when providing perceived organizational support to reduce their turnover intention through adaptive management.
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Affiliation(s)
- Ziqing Li
- The Research Center of National Drug Policy and Ecosystem, China Pharmaceutical University, Nanjing, People’s Republic of China
| | - Jiayuan Liu
- The Research Center of National Drug Policy and Ecosystem, China Pharmaceutical University, Nanjing, People’s Republic of China
| | - Haotao Li
- The Research Center of National Drug Policy and Ecosystem, China Pharmaceutical University, Nanjing, People’s Republic of China
| | - Yuankai Huang
- The Research Center of National Drug Policy and Ecosystem, China Pharmaceutical University, Nanjing, People’s Republic of China
- Correspondence: Yuankai Huang; Xiaoyu Xi, The Research Center of National Drug Policy and Ecosystem, China Pharmaceutical University, Longmian Avenue 639, Jiangning District, Nanjing, 211198, People’s Republic of China, Email ;
| | - Xiaoyu Xi
- The Research Center of National Drug Policy and Ecosystem, China Pharmaceutical University, Nanjing, People’s Republic of China
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Costa A, Mouro C, Duarte AP. Waste separation-Who cares? Organizational climate and supervisor support's role in promoting pro-environmental behaviors in the workplace. Front Psychol 2022; 13:1082155. [PMID: 36619029 PMCID: PMC9814125 DOI: 10.3389/fpsyg.2022.1082155] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/27/2022] [Accepted: 11/30/2022] [Indexed: 12/24/2022] Open
Abstract
Corporate environmental sustainability is currently a major goal of many businesses. This study's main objectives were to examine the interactive role of green organizational climate and supervisor support in predicting pro-environmental behaviors (PEBs) at work, namely paper and plastic waste separation, and to test the mediating role of individual-level variables of the Theory of Planned Behavior (TPB) in this relationship. The research specifically tested the attitude, subjective norms, and perceived behavioral control's mediation of the relationship between green organizational climate and self-reported waste separation, and whether supervisor support moderates the relationship between green climate and TBP variables. Data for this cross-sectional study were collected with an online survey of 311 workers and multiple regression analyses, with the macro Process, were performed to test the hypotheses. The findings confirm the TPB variables' mediating effect. Perceived green climate is positively related to employees' attitudes, subjective norms, and perceived behavioral control regarding waste separation, which in turn are connected to higher reported levels of paper and plastic separation. The workers' perception of supervisor support moderates the relationship between green climate and subjective norms in favor of paper separation. These findings indicate that green climate is less strongly linked to subjective norms when supervisor support is perceived as stronger than when it is seen as weaker. In conclusion, a green organizational climate plays a determining role in workers' separation of waste at work as it fosters individual motives to perform these behaviors. Moreover, supervisors can provide their workers with social norms and inspire them to support environmental sustainability practices. Thus, as part of an overall transition strategy to achieve sustainability, organizations need to invest in green policies and practices and incentivize supervisors to encourage PEBs and capitalize on their close links to subordinates to foster sustainable norms.
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Affiliation(s)
- Adriana Costa
- Department of Psychology, Iscte-Instituto Universitário de Lisboa, Lisbon, Portugal
| | - Carla Mouro
- Centro de Investigação e Intervenção Social, Iscte-Instituto Universitário de Lisboa, Lisbon, Portugal,*Correspondence: Carla Mouro, ✉
| | - Ana Patrícia Duarte
- Business Research Unit, Iscte-Instituto Universitário de Lisboa, Lisbon, Portugal
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12
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Lefrançois M, Trottier M. Work-family balance in the construction industry: why gender analysis matters to develop sustainable interventions. Ergonomics 2022; 65:1525-1536. [PMID: 34994679 DOI: 10.1080/00140139.2021.2021281] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/28/2021] [Accepted: 12/16/2021] [Indexed: 06/14/2023]
Abstract
Work-family balance (WFB) in the construction sector has rarely been studied. Hardship, atypical schedules and seasonal work create challenging conditions for parents in this male-dominated industry. Semi-structured interviews with workers (14 men, 6 women) and a survey of 789 on-site workers (85% men, 15% women) were conducted as part of a wider participatory action-research project involving governmental actors. Triangulation of the interview and survey data clarified the influence of quantitative and qualitative workload and of managerial support on work-family conflict. Results also show that male and female workers have differentiated experiences of WF issues and, consequently, develop different WF strategies while pursuing increased flexibility. The stereotyped conception of WF encourages social norms that have various impacts on mothers and fathers working in the industry. Recommendations for a cultural shift are proposed for employers in this industry, marked by a labour shortage and low retention of female workers.Practitioner summary: This paper provides a gendered analysis of work-family issues among on-site workers in the construction industry. It aims to inform ergonomists and occupational health researchers about the potential of inflexible work designs to convey stereotypes that can impact the sustainability and equity of workplace interventions.
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Affiliation(s)
- Mélanie Lefrançois
- School of Management, Université du Québec à Montréal, Montréal, Canada
- CINBIOSE, Université du Québec à Montréal, Montréal, Canada
| | - Mélanie Trottier
- School of Management, Université du Québec à Montréal, Montréal, Canada
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13
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Lin SH, Lu WC, Chen YC, Wu MH. The Relationships among Proactive Personality, Work Engagement, and Perceived Work Competence in Sports Coaches: The Moderating Role of Perceived Supervisor Support. Int J Environ Res Public Health 2022; 19:12707. [PMID: 36232008 PMCID: PMC9564478 DOI: 10.3390/ijerph191912707] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 09/06/2022] [Revised: 09/28/2022] [Accepted: 09/30/2022] [Indexed: 06/16/2023]
Abstract
Grounded in the job demands-resources model, this study examines the moderating role of supervisor support and the mediating role of sports coaches' work engagement in the relationship between proactive personality and perceived work competence. A total of 261 school sports coaches in Taiwan participated in the study. The results indicated that work engagement positively mediates the relationship between sports coaches' proactive personality and perceived work competence. Separately, supervisor support weakens the link between proactive personality and work engagement but strengthens the relationship between work engagement and perceived work competence; however, taken together, supervisor support weakens the indirect effects of proactive personality on perceived work competence through job engagement. Under the boundary condition of perceived supervisor support, the sports coaches' proactive personality is a critical antecedent of perceived work competence through work engagement. We suggest that proactive sports coaches are assets for schools because they possess the drive and energy for self-improvement, promoting organizational progress automatically.
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Affiliation(s)
- Shin-Huei Lin
- Department of Leisure Management, National Pingtung University, Pingtung City 900392, Taiwan
| | - Wan-Chen Lu
- Department of Athletics, National Taiwan University, Taipei 10617, Taiwan
| | - Yi-Chieh Chen
- Department of Athletics, National Taiwan University, Taipei 10617, Taiwan
| | - Ming-Han Wu
- Department of Athletics, National Taiwan University, Taipei 10617, Taiwan
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14
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Anjum A, Zhao Y. The Impact of Stress on Innovative Work Behavior among Medical Healthcare Professionals. Behav Sci (Basel) 2022; 12:bs12090340. [PMID: 36135144 PMCID: PMC9495780 DOI: 10.3390/bs12090340] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2022] [Revised: 09/07/2022] [Accepted: 09/09/2022] [Indexed: 11/24/2022] Open
Abstract
Background: For health systems, a fundamental challenge is adapting to changes in the patterns of health services that require technological and scientific innovations. The pace of multiple and interconnected challenges mounts extra stress on medical healthcare professionals and reduces their innovative capabilities, especially in low- and middle-income countries. To enhance the innovative capability of medical healthcare professionals under stress, the study seeks any possible correlation between stress and innovation. For that purpose, we sought to investigate the effects of stress on the innovative work behavior of employees and examine the mediating effect of health and moderating effect of supervisor support. Materials and Methods: 350 medical healthcare professionals were surveyed in different hospitals in Lahore through a survey regarding stress, health, innovative work behavior, and supervisor support with a final response rate of 89%. SPSS and AMOS were used for the analysis of the data and the investigation of the combined effects of the model. Exploratory (EFA) and Confirmatory Factor Analysis (CFA) were conducted to ensure the convergent and discriminant validity of the factors, while mediation analysis was done to check the mediating role of health. Results: It has been observed that there is partial mediation of health between eustress and innovative work behavior whereas supervisor support does not moderate between eustress and health. Furthermore, the results indicate that distress is negatively associated with innovative behavior. In addition, health fully mediates between distress and innovative work behavior. If distress increases negative effects on health, then supervisor support reduces the negative impact of distress on health. Furthermore, supervisor support also reduces the negative impact of health on innovative work behavior. Conclusion: Our study outlines a hypothetical alternative situation that explains how the two emotions of eustress and distress are brought into play in the innovative work behavior of the employees. In addition, supervisors play an important role in influencing the sustainable innovation work behavior of their staff members.
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15
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Han J, Liu N, Wang F. Graduate Students' Perceived Supervisor Support and Innovative Behavior in Research: The Mediation Effect of Creative Self-Efficacy. Front Psychol 2022; 13:875266. [PMID: 35783747 PMCID: PMC9249313 DOI: 10.3389/fpsyg.2022.875266] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/14/2022] [Accepted: 06/02/2022] [Indexed: 12/01/2022] Open
Abstract
With increased global competition and the advent of the knowledge economy, developing graduate students' ability to innovate in their research has become a core focus of graduate education. Graduate students' perceived help and assistance from supervisors is one of the key resources for research innovation. This study explored the relationships between graduate students' perceived supervisor support and their innovative behavior in research, and examined the mediation effect of creative self-efficacy, their confidence in abilities to generate creative ideas or produce creative outcomes. Survey data were collected from a sample of 996 Chinese graduate students. The results revealed that academic support was negatively related to idea generation and idea search; personal support was positively related to overcoming obstacles; autonomy support was positively related to all factors of innovative behavior except overcoming obstacles and innovation outputs. The mediation analysis suggested that creative self-efficacy significantly mediated the relationship between academic support and graduate students' innovative behavior in research. The results of this study highlight the significance of both supervisor support and creative self-efficacy in developing graduate students' research innovation. The findings have significant implications for stimulating students' research innovation and for improving the quality of graduate education.
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Affiliation(s)
- Jiying Han
- School of Foreign Languages and Literature, Shandong University, Jinan, China
| | - Nannan Liu
- School of Foreign Languages and Literature, Shandong University, Jinan, China
| | - Feifei Wang
- School of Translation Studies, Shandong University, Weihai, China
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16
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Wax A, Deutsch C, Lindner C, Lindner SJ, Hopmeyer A. Workplace Loneliness: The Benefits and Detriments of Working From Home. Front Public Health 2022; 10:903975. [PMID: 35692343 PMCID: PMC9184741 DOI: 10.3389/fpubh.2022.903975] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2022] [Accepted: 04/29/2022] [Indexed: 11/13/2022] Open
Abstract
Self-determination theory posits that relatedness and autonomy are two drivers of work-relevant outcomes. Through the lens of this theory, the current study explored the potential interactive effects of relatedness and autonomy on affective, relational, and behavioral outcomes at work, operationalizing relatedness as workplace loneliness and autonomy as the ability to work from home. To test this relation, survey-based data from a sample of 391 working adults were collected and a path analysis was carried out. Results suggested that workplace loneliness negatively predicts affective organizational commitment, perceptions of coworker and supervisor support, organizational citizenship behaviors, and perceived performance. Furthermore, results suggested that workplace loneliness and working from home have an interactive effect on affective organizational commitment, perceptions of coworker support, and organizational citizenship behaviors. Specifically, working from home had a beneficial impact on the relation between workplace loneliness and affective organizational commitment/perceptions of coworker support, but a detrimental impact on the relation between workplace loneliness and organizational citizenship behaviors. These results add to the extant body of scholarly work of Self-Determination Theory by testing the theory in the post-pandemic context of working from home. In addition, these results have practical implications for managers, who should strive to create opportunities for employees who work from home to enact organizational citizenship behaviors.
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Affiliation(s)
- Amy Wax
- Department of Psychology, California State University, Long Beach, CA, United States
| | - Caleb Deutsch
- Department of Psychology, Occidental College, Los Angeles, CA, United States
| | - Chloe Lindner
- Department of Psychology, Fordham University, New York City, NY, United States
| | | | - Andrea Hopmeyer
- Department of Psychology, Occidental College, Los Angeles, CA, United States
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17
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Zivin K, Chang MUM, Van T, Osatuke K, Boden M, Sripada RK, Abraham KM, Pfeiffer PN, Kim HM. Relationships between work-environment characteristics and behavioral health provider burnout in the Veterans Health Administration. Health Serv Res 2022; 57 Suppl 1:83-94. [PMID: 35230714 PMCID: PMC9108225 DOI: 10.1111/1475-6773.13964] [Citation(s) in RCA: 9] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/19/2021] [Revised: 02/03/2022] [Accepted: 02/04/2022] [Indexed: 11/28/2022] Open
Abstract
Objective To identify work–environment characteristics associated with Veterans Health Administration (VHA) behavioral health provider (BHP) burnout among psychiatrists, psychologists, and social workers. Data Sources The 2015–2018 data from Annual All Employee Survey (AES); Mental Health Provider Survey (MHPS); N = 57,397 respondents; facility‐level Mental Health Onboard Clinical (MHOC) staffing and productivity data, N = 140 facilities. Study Design For AES and MHPS separately, we used mixed‐effects logistic regression to predict BHP burnout using surveys from year pairs (2015–2016, 2016–2017, 2017–2018; six models). Within each year‐pair, we used the earlier year of data to train models and tested the model in the later year, with burnout (emotional exhaustion and/or depersonalization) as the outcome for each survey. We used potentially modifiable work–environment characteristics as predictors, controlling for employee demographic characteristics as covariates, and employment facility as random intercepts. Data Collection/Extraction Methods We included work–environment predictors that appeared in all 4 years (11 in AES; 17 in MHPS). Principal Findings In 2015–2018, 31.0%–38.0% of BHPs reported burnout in AES or MHPS. Work characteristics consistently associated with significantly lower burnout were included for AES: reasonable workload; having appropriate resources to perform a job well; supervisors address concerns; given an opportunity to improve skills. For MHPS, characteristics included: reasonable workload; work improves veterans' lives; mental health care provided is well‐coordinated; and three reverse‐coded items: staffing vacancies; daily work that clerical/support staff could complete; and collateral duties reduce availability for patient care. Facility‐level staffing ratios and productivity did not significantly predict individual‐level burnout. Workload represented the strongest predictor of burnout in both surveys. Conclusions This study demonstrated substantial, ongoing impacts that having appropriate resources including staff, workload, and supervisor support had on VHA BHP burnout. VHA may consider investing in approaches to mitigate the impact of BHP burnout on employees and their patients through providing staff supports, managing workload, and goal setting.
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Affiliation(s)
- Kara Zivin
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychiatry, Michigan Medicine, Ann Arbor, Michigan, United States
| | - Ming-Un Myron Chang
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States
| | - Tony Van
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States
| | - Katerine Osatuke
- VHA National Center for Organization Development, Cincinnati, Ohio, United States
| | - Matthew Boden
- Program Evaluation and Resource Center and VA Office of Mental Health Operations, VA Palo Alto Health Care System, Palo Alto, California
| | - Rebecca K Sripada
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychiatry, Michigan Medicine, Ann Arbor, Michigan, United States
| | - Kristen M Abraham
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychology, University of Detroit Mercy, Detroit, Michigan, United States
| | - Paul N Pfeiffer
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Department of Psychiatry, Michigan Medicine, Ann Arbor, Michigan, United States
| | - Hyungjin Myra Kim
- Center for Clinical Management Research, VA Ann Arbor Healthcare System, Ann Arbor, Michigan, United States.,Consulting for Statistics, Computing and Analytics Research, University of Michigan, Ann Arbor, Michigan, United States
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18
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Guidetti G, Converso D, Sanseverino D, Ghislieri C. Return to Work during the COVID-19 Outbreak: A Study on the Role of Job Demands, Job Resources, and Personal Resources upon the Administrative Staff of Italian Public Universities. Int J Environ Res Public Health 2022; 19:ijerph19041995. [PMID: 35206184 PMCID: PMC8872050 DOI: 10.3390/ijerph19041995] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 12/30/2021] [Revised: 01/25/2022] [Accepted: 02/09/2022] [Indexed: 12/18/2022]
Abstract
Background: Compared to healthcare workers and teleworkers, occupational wellbeing of employees who continued or suddenly returned to work during the COVID-19 pandemic have received less attention thus far. Using the Job Demand–Resource model as a framework, the present study aimed at evaluating the role of job demands and job and personal resources in affecting emotional exhaustion among university administrative staff. Methods: This cross-sectional study analyzed data collected through an online questionnaire completed by 364 administrative employees that continued working in presence (WP) and 1578 that continued working blended (WB), namely, partly remotely and partly in presence. Results: Among job demands, quantitative job demand overloads and perceived risk of being infected were positively associated with higher levels of emotional exhaustion. Among job resources, colleague support was significantly associated with lower emotional exhaustion for both WB and WP, whereas supervisor support and fatigue management were salient only for WB. Among personal resources, personal contribution in managing COVID-19-related risk at work emerged as a protective factor for emotional exhaustion. Conclusion: Insights for the development of targeted preventive measure for a more psychologically safe and productive return to work can be derived from these results.
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Affiliation(s)
- Gloria Guidetti
- Department of Psychological Sciences, Health and Territory, University of G. d’Annunzio Chieti and Pescara, Via dei Vestini 31, 66100 Chieti, Italy;
| | - Daniela Converso
- Department of Psychology, University of Turin, Via Verdi 10, 10124 Turin, Italy; (D.S.); (C.G.)
- Correspondence:
| | - Domenico Sanseverino
- Department of Psychology, University of Turin, Via Verdi 10, 10124 Turin, Italy; (D.S.); (C.G.)
| | - Chiara Ghislieri
- Department of Psychology, University of Turin, Via Verdi 10, 10124 Turin, Italy; (D.S.); (C.G.)
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19
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Hebles M, Trincado-Munoz F, Ortega K. Stress and Turnover Intentions Within Healthcare Teams: The Mediating Role of Psychological Safety, and the Moderating Effect of COVID-19 Worry and Supervisor Support. Front Psychol 2022; 12:758438. [PMID: 35173646 PMCID: PMC8841584 DOI: 10.3389/fpsyg.2021.758438] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2021] [Accepted: 12/24/2021] [Indexed: 12/25/2022] Open
Abstract
Employees at healthcare organizations are experiencing more stress than ever given the current COVID-19 pandemic. Different types of stress are affecting diverse organizational outcomes, including the employees' voluntary turnover. This is the case of cognitive stress, a type of stress that affects how individuals process information, which can influence employees' turnover intentions. In this study, we look at the mechanisms that can reduce the adverse effects of cognitive stress on turnover intentions, particularly the role of employees' perceived psychological safety (i.e., how safe they perceive the interactions with their colleagues are). We hypothesize that psychological safety mediates the relationship between cognitive stress and turnover intentions, and COVID-19 worry and supervisor support moderate the relationship between cognitive stress and psychological safety. To test our hypothesis, we invited two public health care organizations in Chile to join this study. In total, we obtained a sample of 146 employees in 21 different teams. Using a multilevel model, we found that psychological safety prevents the harmful effects of cognitive stress on employees' turnover intentions. In addition, while COVID-19 worry can worsen the relationship between cognitive stress and psychological safety, supervisor support only directly affects psychological safety. This study contributes to expanding the stress and psychological safety literature and informs practitioners in healthcare organizations about how to deal with cognitive stress in the "new normality" that the pandemic has brought.
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Affiliation(s)
- Melany Hebles
- Administration Department, Universidad Catolica de la Santisima Concepcion, Concepcion, Chile
| | - Francisco Trincado-Munoz
- Business School for the Creative Industries, University for the Creative Arts, Epsom, United Kingdom
| | - Karina Ortega
- Administration Department, Universidad Catolica de la Santisima Concepcion, Concepcion, Chile
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20
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Pap Z, Vîrgă D, Notelaers G. Perceptions of Customer Incivility, Job Satisfaction, Supervisor Support, and Participative Climate: A Multi-Level Approach. Front Psychol 2021; 12:713953. [PMID: 34721161 PMCID: PMC8548823 DOI: 10.3389/fpsyg.2021.713953] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/24/2021] [Accepted: 09/23/2021] [Indexed: 11/16/2022] Open
Abstract
Perceived customer incivility can be a significant day-to-day demand that affects frontline service employees’ job satisfaction. The current research focuses on job resources on multiple levels that serve as buffers in the face of this demand. We tested a multi-level model in which supervisor support (at the employee level) and participative climate (at the work-unit level) moderate the negative relationship between perceived customer incivility and job satisfaction. We used multi-level analysis with self-reported cross-sectional data collected from 934 employees nested in 107 work units of a large clothing shop chain in Belgium. The results showed that both supervisor support and participative climate moderate the negative relationship between perceived customer incivility and job satisfaction. The theoretical contribution of this study resides in an extension of the JD-R theory to simultaneously conceptualize resources on multiple levels. In the meantime, we focus on practical, hands-on resources that organizations can implement to protect service employees from the adverse effects of perceived customer incivility.
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Affiliation(s)
- Zselyke Pap
- Department of Psychology, West University of Timişoara, Timişoara, Romania
| | - Delia Vîrgă
- Department of Psychology, West University of Timişoara, Timişoara, Romania
| | - Guy Notelaers
- Department of Psychosocial Science, University of Bergen, Bergen, Norway
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21
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Zhang W, Wang XJ. An Understanding of Implicit Followership Toward New Employees' Self-Efficacy: The Mediating Role of Perceived Supervisor Support. Front Psychol 2021; 12:759920. [PMID: 34721240 PMCID: PMC8549860 DOI: 10.3389/fpsyg.2021.759920] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/17/2021] [Accepted: 09/08/2021] [Indexed: 11/17/2022] Open
Abstract
Under turbulent, boundaryless, and Internet age, the characteristics of career sustainability development have shifted from the perspective of development within the organization to the career development track of self-efficacy. New employees usually face the difficult stage of adapting to the new environment and establishing interpersonal relationships with new colleagues. When new employees enter an organization, they usually have different implicit followership cognitions. Previous studies have focused on the treatment of new employees by the organization and the leader, however, the implicit followership cognitive state of new employees has not been studied specifically. This research integrates employees' positive and negative implicit followership, perceived supervisor support, workplace friendship, and perceived self-efficacy into a research framework. This study used a questionnaire survey by an online professional survey website. A total of 394 valid questionnaires were collected. Structural equation model (SEM) analysis was carried out and according to the results, new employees' positive and negative implicit followership significantly affects perceived supervisor support. Furthermore, perceived supervisor support had a significant impact on perceived self-efficacy. Moreover, perceived supervisor support was found in a mediating role between the relationship of implicit followership theories and perceived self-efficacy. Finally, workplace friendship was found to be a significant moderator in the relationship between perceived supervisor support and perceived self-efficacy. Based on the research results, business managers are suggested to pay more attention to new employees' self-cognition of their job roles and enhance the self-efficacy of new employees in the entry stage.
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Affiliation(s)
- Wei Zhang
- School of Economics and Management, Wuhan University, Wuhan, China
| | - Xue-Jun Wang
- School of Economics and Management, Wuhan University, Wuhan, China
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22
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Yaginuma-Sakurai K, Saito C, Kasahara Y, Tsuno K, Yoshimasu K, Tatsuta N, Goto M, Nakai K. A cross-sectional study of the association between effort-reward imbalance and psychologic distress among Japanese dietitians. J Occup Health 2021; 63:e12285. [PMID: 34687118 PMCID: PMC8535437 DOI: 10.1002/1348-9585.12285] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/28/2021] [Revised: 09/06/2021] [Accepted: 10/03/2021] [Indexed: 11/09/2022] Open
Abstract
OBJECTIVES This study aims to clarify dietitians' effort-reward imbalance (ERI) and examine its association with psychologic distress. METHODS A cross-sectional survey was conducted. A total of 3593 questionnaires were distributed to dietitians in about 110 organizations and 1890 responses were received (response rate 52.6%). Hence, a total of 1743 valid questionnaires were used in the analysis. Effort-reward (ER) ratio was measured by a subscale of the ERI Questionnaire, and psychologic distress was measured by the Kessler Psychological Distress Scale (K6). The association between the ER ratio and psychologic distress was analyzed by multiple logistic regression analysis with covariates. RESULTS The mean ER ratio was 0.83 (SD = 0.53) and ERI (ER ratio >1) prevalence was 26.3%. The mean K6 score was 7.1 (5.3), and psychologic distress (K6 score ≥5) prevalence was 62.4%. The increased psychologic distress was associated with a higher ER ratio, less support from supervisors and coworkers, and lower age and household income. ERI was significantly associated with psychologic distress, even after being adjusted for covariates. CONCLUSIONS Dietitians experience high stress, as shown by their high ER ratio and K6 scores. Their ERI was greatly associated with psychologic distress.
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Affiliation(s)
- Kozue Yaginuma-Sakurai
- Department of Human Health and Nutrition, College of Human Health and Nutrition, Shokei Gakuin University, Natori, Miyagi, Japan.,Graduate School of Comprehensive Human Sciences, Master's Course in Nutritional Science, Shokei Gakuin University, Natori, Miyagi, Japan
| | - Chotoku Saito
- Department of Nutrition, Faculty of Health Science, Aomori University of Health and Welfare, Aomori, Aomori, Japan
| | - Yoshiko Kasahara
- Department of Food and Health Sciences, Faculty of Health and Human Development, The University of Nagano, Nagano, Nagano, Japan
| | - Kanami Tsuno
- School of Health Innovation, Kanagawa University of Human Services, Kawasaki, Kanagawa, Japan
| | - Kouichi Yoshimasu
- Department of Psychological and Behavioral Sciences, School of Human Sciences, Kobe College, Nishinomiya, Hyogo, Japan
| | - Nozomi Tatsuta
- Department of Development and Environmental Medicine, Tohoku University Graduate School of Medicine, Sendai, Miyagi, Japan
| | - Miki Goto
- Graduate School of Comprehensive Human Sciences, Master's Course in Nutritional Science, Shokei Gakuin University, Natori, Miyagi, Japan
| | - Kunihiko Nakai
- School of Sport and Health Science, Tokai Gakuen University, Miyoshi, Aichi, Japan
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23
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Landolfi A, Barattucci M, De Rosa A, Lo Presti A. The Association of Job and Family Resources and Demands with Life Satisfaction through Work-Family Balance: A Longitudinal Study among Italian Schoolteachers during the COVID-19 Pandemic. Behav Sci (Basel) 2021; 11:bs11100136. [PMID: 34677229 PMCID: PMC8533209 DOI: 10.3390/bs11100136] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2021] [Revised: 09/23/2021] [Accepted: 09/28/2021] [Indexed: 01/07/2023] Open
Abstract
Successfully balancing between work and family domains represents a major issue to both employees and employers, especially during COVID-19 pandemic times during which employees are often forced to work from a distance and turn to home-schooling. An occupational group particularly affected by work changes due to COVID-19 pandemic restrictions is represented by schoolteachers. We aimed at examining the associations between some job-related and family-related antecedents on the one hand and, on the other, life satisfaction as an outcome, including work–family balance as a mediator. A total of 357 Italian teachers completed a questionnaire at two different times: job control, coworkers support, supervisor support, workload, family support, and family workload were assessed at Time 1; and work–family balance and life satisfaction were assessed at Time 2. Both data collections were performed during the COVID-19 pandemic. The hypothesized direct and indirect relationships were tested by utilizing structural equation modeling. Significant and positive indirect effects of focal predictors towards life satisfaction through work–family balance were found for job control, supervisor support, and family support. The paper contributed to the literature by testing Grzywacz and Carlson’s theoretical conceptualization of work–family balance and by attempting to delineate its repertoire of potential antecedents among schoolteachers. From a practical point of view, the present study emphasizes the crucial role that certain job antecedents and family antecedents play in promoting teachers’ work–family balance and life satisfaction.
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Affiliation(s)
- Alfonso Landolfi
- Dipartimento di Psicologia, Università Degli Studi Della Campania “Luigi Vanvitelli”, Viale Ellittico, 81100 Caserta, Italy; (A.L.); (A.D.R.)
| | | | - Assunta De Rosa
- Dipartimento di Psicologia, Università Degli Studi Della Campania “Luigi Vanvitelli”, Viale Ellittico, 81100 Caserta, Italy; (A.L.); (A.D.R.)
| | - Alessandro Lo Presti
- Dipartimento di Psicologia, Università Degli Studi Della Campania “Luigi Vanvitelli”, Viale Ellittico, 81100 Caserta, Italy; (A.L.); (A.D.R.)
- Correspondence: ; Tel./Fax: +39-(0)-823275331
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24
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Dousin O, Wei CX, Balakrishnan BKPD, Lee MCC. Exploring the mediating role of flexible working hours in the relationship of supervisor support, job and life satisfaction: A study of female nurses in China. Nurs Open 2021; 8:2962-2972. [PMID: 34390214 PMCID: PMC8510763 DOI: 10.1002/nop2.1008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/04/2021] [Revised: 06/19/2021] [Accepted: 07/10/2021] [Indexed: 11/08/2022] Open
Abstract
Aims To examine the mediating role of flexible working hours on the relationship between supervisor support, job and life satisfaction among female nurses in China. Design A cross‐sectional, quantitative study was conducted with online survey questionnaires. Methods Convenience sampling was implemented with 171 female nurses from two tertiary public hospitals in 2019. Results The mediation analysis demonstrates that flexible working hours significantly and positively mediate the relationship between supervisor support to job (β = 0.775, p < .001) and life satisfaction (β = 0.745, p < .001). In addition, supervisor support and flexible working hours significantly and positively influence job (r = 0.520, p < .01; r = 0.520, p < .01) and life satisfaction (r = 0.487, p < .01; r = 0.487, p < .01). The study suggested that flexible working hours iarean indicator of what supervisor support (r = 0.656, p < .01) is to improve nurses’ job and life satisfaction. The study revealed that flexible working hours and supervisor support are crucial to female nurses who face high demands at both work and home.
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Affiliation(s)
- Oscar Dousin
- Faculty of Business, Economics and Accountancy, Universiti Malaysia Sabah, Kota Kinabalu, Malaysia
| | - Chen Xi Wei
- Teacher Development Centre, Guangxi Vocational College of Safety Engineering, Guangxi Zhuang Autonomous Region, China
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Huyghebaert-Zouaghi T, Berjot S, Cougot B, Gillet N. Psychological and relational conditions for job crafting to occur. Stress Health 2021; 37:516-527. [PMID: 33314676 DOI: 10.1002/smi.3014] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/18/2020] [Revised: 12/04/2020] [Accepted: 12/07/2020] [Indexed: 11/10/2022]
Abstract
This study aimed to provide a wider understanding of the determinants of job crafting by jointly considering employee well- and ill-being (work engagement and exhaustion) and socio-environmental factors (supervisor and colleague support) as possible levers to promote job crafting. A secondary goal of this research was to simultaneously explore the multidimensionality of work engagement and the potentially differentiated associations between the different facets of work engagement and job crafting behaviours. Questionnaire surveys were collected among 533 workers from various organizations located in France. Results from preliminary analyses showed the superiority of a Bifactor Exploratory Structural Equation Modeling (B-ESEM) representation of work engagement when compared to alternative representations of ratings of this multidimensional construct. Specifically, employees' ratings of work engagement simultaneously reflected a global work engagement construct, which co-existed with specific vigor, dedication and absorption components. Results from a predictive model indicated that the different facets of work engagement held differentiated relations with job crafting behaviours, while exhaustion did not significantly relate to any job crafting behaviours. Colleague and supervisor support also held differentiated relations with the demands-related job crafting behaviours, while both forms of support were associated with employees' seeking more job resources. Theoretical and practical implications are discussed.
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Affiliation(s)
| | - Sophie Berjot
- E.A. 6291 Laboratoire C2S, Université de Reims Champagne Ardenne, Reims, France
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Piotrowski A, Rawat S, Boe O. Effects of Organizational Support and Organizational Justice on Police Officers' Work Engagement. Front Psychol 2021; 12:642155. [PMID: 34366963 PMCID: PMC8334362 DOI: 10.3389/fpsyg.2021.642155] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2020] [Accepted: 06/29/2021] [Indexed: 01/10/2023] Open
Abstract
The impact of organizational support and organizational justice on work engagement was investigated in a group of police officers. A review of the literature revealed that studies reporting differences between the influence of supervisors and coworker justice and support on work engagement among police officers are grossly insufficient. This study hypothesized that organizational support and organizational justice would positively predict work engagement among police officers. It was also hypothesized that, among police officers, supervisor support is more strongly related to work engagement than coworker support and that supervisor justice is more strongly linked to work engagement than coworker justice. Participants were 170 police officers who worked in police departments in northern Poland. A regression analysis showed that supervisor support and supervisor justice had a positive effect on police officers' work engagement, whereby organizational support coupled with organizational justice accounted for 26% of the variability of work engagement. Theoretical and practical implications are discussed, and directions for future research are suggested.
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Affiliation(s)
- Andrzej Piotrowski
- Faculty of Social Sciences, Institute of Psychology, University of Gdańsk, Gdańsk, Poland
| | | | - Ole Boe
- USN School of Business, Department of Industrial Economics, Strategy and Political Science, University of South-Eastern Norway, Drammen, Norway
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27
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Sharma S, Scafide K, Maughan ED, Dalal RS. Relationship Between Perceived Supervisor Support and Workplace Bullying in School Nurses in Virginia. J Sch Nurs 2021; 39:10598405211025771. [PMID: 34170208 DOI: 10.1177/10598405211025771] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Workplace bullying among school nurses is a significant problem with supervisors either contributing to or preventing such behavior. This study aimed to determine if support from nursing and school supervisors is associated with workplace bullying among Virginia school nurses. In this analysis of a cross-sectional survey, responses from 159 school nurses with two supervisors to the Survey of Perceived Supervisor Support and Short-Negative Acts Questionnaire were examined. Multiple linear regression analysis was performed. Findings demonstrated a significant, inverse relationship between perceived support from both supervisors and workplace bullying, accounting for 27.7% of the variance. No relationship was found between bullying and frequency of supervisor contact. The research suggests quality and not quantity of supervisor support may protect school nurses against workplace bullying.
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Affiliation(s)
- Shashi Sharma
- 3298School of Nursing, George Mason University, Fairfax, VA, USA
| | | | - Erin D Maughan
- 233071Department of Research, National Association of School Nurses, Silver Spring, MD, USA
| | - Reeshad S Dalal
- Department of Psychology, George Mason University, Fairfax, VA, USA
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Gillet N, Fernet C, Colombat P, Cheyroux P, Fouquereau E. Bullying, supervisor support, relaxation, and personal and work outcomes: Testing a moderated mediation model. J Nurs Manag 2021; 30:1424-1433. [PMID: 33844379 DOI: 10.1111/jonm.13330] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/18/2021] [Revised: 03/10/2021] [Accepted: 04/06/2021] [Indexed: 11/27/2022]
Abstract
AIM To test a mediated moderation model in which bullying and supervisor support interact to predict nurses' personal and work outcomes with relaxation during off-job time mediating these effects. BACKGROUND Bullying is a pervasive problem in the nursing profession. We integrate and extend past research addressing the question of how bullying and perceived supervisor support affect nurses' functioning. METHOD Cross-sectional data were collected from a sample of 290 nurses who completed measures of bullying, perceived supervisor support, relaxation, need for recovery, sleeping problems, job satisfaction, emotional exhaustion and work performance. RESULTS Results revealed that bullying was significantly linked to job satisfaction, sleeping problems, need for recovery and emotional exhaustion through relaxation, but only among nurses who perceived high levels of supervisor support. CONCLUSION These results revealed that high supervisor support may be detrimental for nurses adding up to a negative cycle of stressors to maladaptive outcomes through lack of relaxation. IMPLICATIONS FOR NURSING MANAGEMENT Health care organisations and managers should consider addressing work environment factors, such as bullying, in addition to supervisor support in their efforts to facilitate the positive effects of nurses' relaxation during non-work time.
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Affiliation(s)
- Nicolas Gillet
- EE 1901 QUALIPSY, Université de Tours, Tours, France.,Institut Universitaire de France (IUF), Paris, France
| | - Claude Fernet
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivieres, Canada
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Beenen G, Pichler S, Livingston B, Riggio R. The Good Manager: Development and Validation of the Managerial Interpersonal Skills Scale. Front Psychol 2021; 12:631390. [PMID: 33854464 PMCID: PMC8039519 DOI: 10.3389/fpsyg.2021.631390] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/20/2020] [Accepted: 02/05/2021] [Indexed: 11/23/2022] Open
Abstract
It is no secret that employees leave their organizations because of bad managers- but what about the good ones? How can researchers and organizations differentiate individuals in terms of the interpersonal skills needed to perform well in the managerial role? Although these are fundamentally important questions to organizational psychologists, there exists no conceptual model, definition, or measure of interpersonal skills specific to the managerial role. We address these questions and research gaps by developing a conceptual model and validating a concomitant measure of managerial interpersonal skills (MIPS) through a research program that included four studies across three phases: First, through a review of the literature and structured interviews with practicing managers; next, three quantitative studies in which we develop, refine and validate our MIPS scale; and finally, in a fourth validation study with matched supervisor-employee data from a large healthcare organization. Results suggest that MIPS are best represented by a three-dimensional model comprised of supporting, motivating and managing conflict all indicating a higher-order latent MIPS factor. Results also indicate the MIPS Scale predicts job attitudes and performance among both employees and managers above and beyond personality traits and leader-member exchange, as well as constructs closely related to MIPS, such as social support and conflict management style.
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Affiliation(s)
- Gerard Beenen
- Department of Management, College of Business and Economics, California State University, Fullerton, CA, United States
| | - Shaun Pichler
- Department of Management, College of Business and Economics, California State University, Fullerton, CA, United States
| | - Beth Livingston
- Department of Management and Entrepreneurship, Tippie College of Business, The University of Iowa, Iowa City, IA, United States
| | - Ron Riggio
- Department of Psychology, Claremont McKenna College, Claremont, CA, United States
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30
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Modaresnezhad M, Andrews MC, Mesmer-Magnus J, Viswesvaran C, Deshpande S. Anxiety, job satisfaction, supervisor support and turnover intentions of mid-career nurses: A structural equation model analysis. J Nurs Manag 2021; 29:931-942. [PMID: 33617110 DOI: 10.1111/jonm.13229] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/30/2020] [Revised: 11/19/2020] [Accepted: 12/01/2020] [Indexed: 11/30/2022]
Abstract
AIMS To explore the effects of four predictors of anxiety (work constraints, work/family conflict, verbal abuse and negative team orientation) among nurses and their subsequent effects on job satisfaction and turnover intentions; and to examine the moderating effect of supervisor support on the relationship between job satisfaction and turnover intentions. BACKGROUND Work-related anxiety is a well-known predictor of employee burnout. Research suggests the prevalence of stress in the workplace varies by occupation, with stress among nurses one of the highest. METHODS We employed data from the 2015 national survey of licensed registered nurses (n=1,080). We assessed the conceptual model using partial least squares structural equation modeling (PLS-SEM). RESULTS Work constraints, work/family conflict, and negative team orientation lead to anxiety, which diminished job satisfaction and ultimately increased turnover intentions. Supervisor support weakened the job dissatisfaction-turnover relationship. CONCLUSIONS These findings suggest that the common experiences reported by health care professionals lead to anxiety and ultimately turnover intentions and emphasize the role of supervisor support. IMPLICATIONS FOR NURSING MANAGEMENT The supervisor's role is crucial to the implications of workplace-generated anxiety for nurse job satisfaction and turnover intentions. As such, nurse managers need to develop tangible strategies to help nurses navigate these contextual constraints.
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31
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Yeh TF, Chang YC, Hsu YH, Huang LL, Yang CC. Causes of nursing staff burnout: Exploring the effects of emotional exhaustion, work-family conflict, and supervisor support. Jpn J Nurs Sci 2020; 18:e12392. [PMID: 33174674 DOI: 10.1111/jjns.12392] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/11/2020] [Revised: 09/22/2020] [Accepted: 10/04/2020] [Indexed: 01/21/2023]
Abstract
AIM Nursing staff burnout threatens not only nurses' health but also the safety and health of their patients. Organizations should be aware of how work-related conflict can affect this burnout. This study examined the effect of supervisor support and work-family conflict on resource loss and burnout. METHODS A cross-sectional method and quantitative approach were adopted. A total of 300 questionnaires were distributed to clinical nursing staff in two regional teaching hospitals, and 239 valid questionnaires were returned. RESULTS Work-family conflict had a mediating effect on the relationship between supervisor support and emotional exhaustion. Emotional exhaustion fully mediated the relationships between depersonalization, work-family conflict, and reduced professional efficacy. CONCLUSION The mediating effect of emotional exhaustion in work-family conflict results from depersonalization and reduced professional efficacy, whereas work-family conflict mediated the effect of supervisor support on emotional exhaustion. The findings indicate that the medical industry should implement supervisor support strategies to reduce nursing staff work-family conflict and improve interventions for emotional exhaustion.
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Affiliation(s)
- Te-Feng Yeh
- Department of Healthcare Administration, Central Taiwan University of Science and Technology, Taichung, Taiwan (R.O.C.)
| | - Yu-Chia Chang
- Department of Healthcare Administration, Asia University, Taichung, Taiwan (R.O.C.).,Department of Medical Research, China Medical University Hospital, China Medical University, Taichung, Taiwan (R.O.C.)
| | - Ya-Hui Hsu
- Department of Emergency, Taichung Armed Forces General Hospital, Taiwan (R.O.C.)
| | - Li-Ling Huang
- Department of Healthcare Administration, Central Taiwan University of Science and Technology, Taichung, Taiwan (R.O.C.)
| | - Cheng-Chia Yang
- Department of Healthcare Administration, Asia University, Taichung, Taiwan (R.O.C.)
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Zhang J, Wang S, Wang W, Shan G, Guo S, Li Y. Nurses' Job Insecurity and Emotional Exhaustion: The Mediating Effect of Presenteeism and the Moderating Effect of Supervisor Support. Front Psychol 2020; 11:2239. [PMID: 33071851 PMCID: PMC7531262 DOI: 10.3389/fpsyg.2020.02239] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2020] [Accepted: 08/10/2020] [Indexed: 11/13/2022] Open
Abstract
Presenteeism refers to attending work when one is ill, which not only leads to a decline in the physical and mental health of employees but also negatively impacts organizational productivity and increases an organization's extra costs. Therefore, to explore the antecedents and outcomes of nurses' presenteeism behavior and the acting mechanism among the variables, a sample of 330 nurses from China were investigated with the Sickness Presenteeism Questionnaire, Job Insecurity Scale, Perceived Supervisor Support Scale, and Emotional Exhaustion Scale. The results indicated that (1) job insecurity had a significantly predictive effect on nurses' presenteeism behavior; (2) nurses' presenteeism partially mediated the relationship between job insecurity and emotional exhaustion; and (3) supervisor support moderated the relationship between nurses' presenteeism behavior and emotional exhaustion; i.e., the higher the level of supervisor support, the weaker the positive relationship between nurses' presenteeism behavior and emotional exhaustion. The findings provide theoretical guidance and an empirical basis for prevention and intervention strategies concerning nurses' presenteeism behavior.
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Affiliation(s)
- Jihao Zhang
- Institute of Psychology and Behaviour, Henan University, Kaifeng, China
| | - Shengnan Wang
- Institute of Psychology and Behaviour, Henan University, Kaifeng, China
| | - Wei Wang
- Institute of Psychology and Behaviour, Henan University, Kaifeng, China
| | - Geyan Shan
- Institute of Psychology and Behaviour, Henan University, Kaifeng, China
| | - Shujie Guo
- Nursing Department, Henan Province People's Hospital, Zhengzhou, China
| | - Yongxin Li
- Institute of Psychology and Behaviour, Henan University, Kaifeng, China
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33
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Jung H, Jung SY, Lee MH, Kim MS. Assessing the Presence of Post-Traumatic Stress and Turnover Intention Among Nurses Post-Middle East Respiratory Syndrome Outbreak: The Importance of Supervisor Support. Workplace Health Saf 2020; 68:337-345. [PMID: 32146875 PMCID: PMC7201205 DOI: 10.1177/2165079919897693] [Citation(s) in RCA: 82] [Impact Index Per Article: 20.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Abstract
Background: South Korea faced the Middle East Respiratory Syndrome (MERS) outbreak for the first time in 2015, which resulted in 186 infected patients and 39 deaths. This study investigated the level of post-traumatic stress disorder (PTSD) and turnover intention, the relationship between PTSD and turnover intention, and the buffering effect of supervisor support among nurses post-MERS outbreak. Methods: In total, 300 nurses from three of 15 isolation hospitals in South Korea were invited to participate. We collected data pertaining to PTSD, turnover intention, supervisor support, work-related factors, and socio-demographic factors through a structured survey distributed to the nurses at the hospitals after the outbreak. For the statistical analyses, descriptive statistics and multiple regression were employed. Findings: Of the 147 participants, 33.3% were involved in the direct care of the infected patients, whereas 66.7% were involved in the direct care of the suspected patients. More than half (57.1%) of the nurses experienced PTSD, with 25.1% experienced full PTSD and 32.0% with moderate or some level of PTSD. The mean score of turnover intention was 16.3, with the score range of 4 to 20. The multiple regression analysis revealed that PTSD was positively associated with turnover intention, and supervisor support had a strong buffering effect. Conclusion/Application to Practice: These findings confirmed that after a fatal infectious disease outbreak like MERS, nurses experience high level of PTSD and show high intention to leave. Organizational strategies to help nurses to cope with stress and to prevent turnover intention, especially using supervisor support, would be beneficial.
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Tanas L, Winkowska-Nowak K, Pobiega K. The Importance of Teachers' Need for Cognition in Their Use of Technology in Mathematics Instruction. Front Psychol 2020; 11:259. [PMID: 32153470 PMCID: PMC7046624 DOI: 10.3389/fpsyg.2020.00259] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/04/2019] [Accepted: 02/03/2020] [Indexed: 11/13/2022] Open
Abstract
Modern technology offers an increasing number of tools for teaching mathematics, but technology adoption in schools encounters many barriers. The Technology Acceptance Model explains that technology usage is dependent on intentions, which rest on perceived ease of use and perceived usefulness. Less is known about the relationship between intentions and actual behavior. In the current study we show that the level of cognitive investment on the part of the teachers, captured by the construct of Need for Cognition (NC), is crucial in the use of technology in mathematical instruction, while controlling for a variety of background factors. Furthermore NC moderates the relationship between intentions and technology use, such that high NC weakens the relationship between the perceived usefulness of technology in pedagogy and its actual use.
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Affiliation(s)
- Lukasz Tanas
- Faculty of Psychology, SWPS University of Social Sciences and Humanities, Warsaw, Poland
| | | | - Katarzyna Pobiega
- Institute of Food Sciences, Warsaw University of Life Sciences, Warsaw, Poland
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35
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Lavy S. Daily Dynamics of Teachers' Organizational Citizenship Behavior: Social and Emotional Antecedents and Outcomes. Front Psychol 2020; 10:2863. [PMID: 31920886 PMCID: PMC6931311 DOI: 10.3389/fpsyg.2019.02863] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2019] [Accepted: 12/03/2019] [Indexed: 11/13/2022] Open
Abstract
Organizational citizenship behavior (OCB) is considered vital for organizations’ performance, and there is notable interest in factors that foster it. However, recent research has questioned the absolute positivity of OCB and pointed to its understudied possible adverse effects (e.g., on employees’ well-being). The present research aims to shed light on these issues by exploring the daily dynamics of employees’ social and emotional work lives’ interplay with their OCB. Specifically, the research focuses on teachers, whose job enables notable OCB and whose performance is profoundly affected by it. Based on the literature linking work relationships and emotional experiences with OCB, we examined the interplay between teachers’ OCB and their daily perceived supervisor and colleague support, and daily positive and negative emotional experiences. Sixty teachers completed self-report questionnaires of the research variables every day for 12 workdays. Results indicated significant associations of daily supervisor support and negative emotions with increased OCB on the following day, links of daily positive emotions with decreased OCB on the following day, and associations of daily OCB with increased negative emotions on the following day. These findings point to daily processes that may underlie longer term effects of OCB (such as burnout), including a potential downward spiral of negative emotions that seem to result from OCB and reinforce it.
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Affiliation(s)
- Shiri Lavy
- Department for Leadership and Policy in Education, University of Haifa, Haifa, Israel
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36
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Aviles Gonzalez CI, Galletta M, Chessa E, Melis P, Contu P, Jimenez Herrera MF. Caring efficacy: nurses' perceptions and relationships with work-related factors. Acta Biomed 2019; 90:74-82. [PMID: 31714503 PMCID: PMC7233628 DOI: 10.23750/abm.v90i11-s.8684] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Download PDF] [Subscribe] [Scholar Register] [Received: 07/17/2019] [Accepted: 07/18/2019] [Indexed: 11/23/2022]
Abstract
BACKGROUND AND AIM OF THE WORK Caring nursing practice is central aspect of quality of services. It is important to assess nurses' caring experience in terms of perceived caring efficacy to make them aware of their outcomes and improve their strategies. The aims of the study was to analyze: (1) the caring efficacy level, (2) differences between the caring efficacy levels concerning positive and negative work attitudes, (3) individual and organizational predictors of perceived caring efficacy. METHODS 200 nurses were recruited from a University Hospital in Southern Italy. A self-reported questionnaire was administered. T-test was performed to analyze differences between caring efficacy levels concerning outcomes variables. Regression analysis was carried out to examine how some work factors were related to perceived caring efficacy. RESULTS Participants referred high confidence to care (CC) for 55%, and low doubts and concerns (DC) for 72.9%. Nurses who had low DC had lower emotional exhaustion than nurses with moderate DC. Nurses with low DC had higher job satisfaction than nurses with high DC. Regarding CC levels, there were no differences between mean values for both attitudes at work. The emotional dissonance significantly predicted DC and CC. The supervisor support had a negative link with emotional dissonance, which in turn was negatively related to CC. CONCLUSIONS Education and training should be addressed to reduce doubts and concerns to care and improve the ability to manage emotions. A work environment that value caring and give support in managing emotions can reduce emotional dissonance and improve caring self-efficacy.
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Yang T, Lei R, Jin X, Li Y, Sun Y, Deng J. Supervisor Support, Coworker Support and Presenteeism among Healthcare Workers in China: The Mediating Role of Distributive Justice. Int J Environ Res Public Health 2019; 16:E817. [PMID: 30845703 DOI: 10.3390/ijerph16050817] [Citation(s) in RCA: 25] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/28/2019] [Revised: 02/28/2019] [Accepted: 03/01/2019] [Indexed: 11/17/2022]
Abstract
Healthcare workers in China are exposed to extremely high job stress and inequitable work conditions, and the Healthy China 2030 blueprint has made them an important focus of policymakers. To examine the importance of distributive justice in Chinese medical reform, we analyzed data from 1542 healthcare workers employed in 64 primary, secondary and tertiary hospitals in 28 Chinese cities in Western, Central and Eastern China in 2018. Supervisor support, coworker support, distributive justice, and presenteeism were assessed with the supervisor support scale, coworker support scale, distributive justice scale and perceived ability to work scale, respectively. Structural equation modeling was used to examine relationships among variables. The mediating effect of distributive justice on associations between supervisor support, coworker support, and presenteeism was examined with the Sobel test. The results revealed that significant indirect effects between supervisor support and presenteeism and between coworker support and presenteeism were significantly mediated by distributive justice. Better supervisor and coworker support might improve distributive justice among healthcare workers in Chinese hospitals, thereby increasing their performance.
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Abstract
This study examined the association between employees' perceived job insecurity and employee engagement. Using Gallup-Sharecare Well-Being Index (2008-2014) data, we applied logistic regressions to examine the association between job insecurity and engagement, controlling for covariates. The job insecurity variable was also interacted with the supervisor support variable. We found that perceived job insecurity was associated with reduced engagement and that this may be moderated by supervisor support. This is the first study using nationally representative data to examine the role of supervisor support in mitigating the negative impact of job insecurity on engagement.
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Affiliation(s)
- Abay Getahun Asfaw
- Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Economic Research and Support Office, Washington, DC, USA
| | - Chia-Chia Chang
- Centers for Disease Control and Prevention, National Institute for Occupational Safety and Health, Office for Total Worker Health®, Washington, DC, USA
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39
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Desrumaux P, Gillet N, Nicolas C. Direct and Indirect Effects of Belief in a Just World and Supervisor Support on Burnout via Bullying. Int J Environ Res Public Health 2018; 15:ijerph15112330. [PMID: 30360477 PMCID: PMC6266774 DOI: 10.3390/ijerph15112330] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/19/2018] [Revised: 10/17/2018] [Accepted: 10/19/2018] [Indexed: 12/03/2022]
Abstract
The aim of the study was to examine the mediating role of workplace bullying in how supervisor support and belief in a just world (BJW) are related to emotional exhaustion. A cross-sectional quantitative study using anonymous self-report questionnaires was conducted with 434 workers in France. The model was tested using a path analysis. First, the results revealed that BJW and support from the hierarchy were negatively related to emotional exhaustion. BJW and supervisor support were also negatively related to workplace bullying. Finally, harassment at work was positively related to emotional exhaustion. More generally, the results showed that social support from one’s superior and BJW were directly and indirectly related to emotional exhaustion via bullying at work. Our model thus suggests that BJW and supervisor support can be protective resources against bullying and exhaustion. We discuss the theoretical and practical implications of the present study, as well as some avenues for future research.
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Affiliation(s)
- Pascale Desrumaux
- Department of Psychology, Laboratory Psitec, University of Lille, 59650 Villeneuve d'Ascq, France.
| | - Nicolas Gillet
- Department of Psychology, Laboratory PAV, University of Tours, 37020 Tours, France.
| | - Caroline Nicolas
- Department of Psychology, Laboratory Psitec, University of Lille, 59650 Villeneuve d'Ascq, France.
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Gillet N, Fouquereau E, Coillot H, Cougot B, Moret L, Dupont S, Bonnetain F, Colombat P. The effects of work factors on nurses' job satisfaction, quality of care and turnover intentions in oncology. J Adv Nurs 2018; 74:1208-1219. [PMID: 29350770 DOI: 10.1111/jan.13524] [Citation(s) in RCA: 40] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 12/21/2017] [Indexed: 12/19/2022]
Abstract
AIMS We examined the effects of perceived supervisor support, value congruence and hospital nurse staffing on nurses' job satisfaction through the satisfaction of the three psychological needs for autonomy, competence and relatedness. Then, we examined the links between job satisfaction and quality of care as well as turnover intentions from the workplace. BACKGROUND There is growing interest in the relationships between work factors and nurses' job satisfaction. However, minimal research has investigated the effects of perceived supervisor support, value congruence and staffing on nurses' job satisfaction and the psychological mechanisms by which these factors lead to positive outcomes. DESIGN A cross-sectional questionnaire was distributed in 11 oncology units between September 2015 - February 2016. METHOD Data were collected from a sample of 144 French nurses who completed measures of perceived supervisor support, value congruence, staffing adequacy, psychological need satisfaction, job satisfaction, quality of care and turnover intentions. RESULTS The hypothesized model was tested with path analyses. Results revealed that psychological need satisfaction partially mediated the effects of perceived supervisor support, value congruence and hospital nurse staffing on job satisfaction. Moreover, job satisfaction was positively associated with quality of care and negatively linked to turnover intentions. CONCLUSION Overall, these findings provide insight into the influence of perceived supervisor support, value congruence and staffing on nurses' attitudes and behaviours.
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Affiliation(s)
- Nicolas Gillet
- Université François-Rabelais de Tours, National Quality of Life in Oncology Platform, Tours, France
| | - Evelyne Fouquereau
- Université François-Rabelais de Tours, National Quality of Life in Oncology Platform, Tours, France
| | - Hélène Coillot
- Université François-Rabelais de Tours, National Quality of Life in Oncology Platform, Tours, France
| | - Baptiste Cougot
- Université François-Rabelais de Tours, National Quality of Life in Oncology Platform, Tours, France
| | | | - Sophie Dupont
- Université François-Rabelais de Tours, National Quality of Life in Oncology Platform, Tours, France
| | - Franck Bonnetain
- Methodology and Quality of Life Unit in Oncology, National Quality of Life in Oncology Platform, Besançon, France
| | - Philippe Colombat
- Université François-Rabelais de Tours, National Quality of Life in Oncology Platform, Tours, France
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Munc A, Eschleman K, Donnelly J. The importance of provision and utilization of supervisor support. Stress Health 2017; 33:348-357. [PMID: 27723231 DOI: 10.1002/smi.2716] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/02/2015] [Revised: 08/12/2016] [Accepted: 08/15/2016] [Indexed: 11/11/2022]
Abstract
Three cross-sectional studies examined the benefits of provision of supervisor support while controlling for subordinate utilization of supervisor support. Data were collected from workers in a subordinate role (Study 1 N = 355; Study 2 N = 229; Study 3 N = 109). Consistent with expectations, provision of supervisor support consistently explained unique variance in affective job criteria while controlling for utilization of supervisor support. The results indicate that supervisors should acknowledge that their workers experience the affective benefits of supervisor support even if the workers do not consistently use the support provided. Contrary to expectations, provision of supervisor support did not consistently explain unique variance in perceived job stressors while controlling for utilization of supervisor support. However, workers must utilize the supervisor support provided in order to perceive fewer job stressors. We recommend supervisors to take caution when relocating their support to different subordinates based solely on a lack of utilization of support, as this may cause higher perceived job stressors for their subordinates based on the lack of provision of that support.
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Affiliation(s)
- Alec Munc
- Johnson & Johnson, New Brunswick, New Jersey, USA
| | - Kevin Eschleman
- San Francisco State University, San Francisco, California, USA
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Bray JW, Hinde JM, Kaiser DJ, Mills MJ, Karuntzos GT, Genadek KR, Kelly EL, Kossek EE, Hurtado DA. Effects of a Flexibility/Support Intervention on Work Performance: Evidence From the Work, Family, and Health Network. Am J Health Promot 2017; 32:963-970. [PMID: 28299947 DOI: 10.1177/0890117117696244] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
PURPOSE To estimate the effects of a workplace initiative to reduce work-family conflict on employee performance. DESIGN A group-randomized multisite controlled experimental study with longitudinal follow-up. SETTING An information technology firm. PARTICIPANTS Employees randomized to the intervention (n = 348) and control condition (n = 345). INTERVENTION An intervention, "Start. Transform. Achieve. Results." to enhance employees' control over their work time, to increase supervisors' support for this change, and to increase employees' and supervisors' focus on results. METHODS We estimated the effect of the intervention on 9 self-reported employee performance measures using a difference-in-differences approach with generalized linear mixed models. Performance measures included actual and expected hours worked, absenteeism, and presenteeism. RESULTS This study found little evidence that an intervention targeting work-family conflict affected employee performance. The only significant effect of the intervention was an approximately 1-hour reduction in expected work hours. After Bonferroni correction, the intervention effect is marginally insignificant at 6 months and marginally significant at 12 and 18 months. CONCLUSION The intervention reduced expected working time by 1 hour per week; effects on most other employee self-reported performance measures were statistically insignificant. When coupled with the other positive wellness and firm outcomes, this intervention may be useful for improving employee perceptions of increased access to personal time or personal wellness without sacrificing performance. The null effects on performance provide countervailing evidence to recent negative press on work-family and flex work initiatives.
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Affiliation(s)
- Jeremy W Bray
- 1 Department of Economics, Bryan School of Business and Economics, University of North Carolina at Greensboro, Greensboro, NC, USA
| | - Jesse M Hinde
- 2 RTI International, Research Triangle Park, NC, USA
| | | | | | | | - Katie R Genadek
- 3 Institute of Behavioral Science, University of Colorado, Boulder, CO, USA
| | - Erin L Kelly
- 4 Institute for Work and Employment Research, MIT Sloan School of Management, MIT, Cambridge, MA, USA
| | - Ellen E Kossek
- 5 Purdue University Krannert School of Management, West Lafayette, IN, USA
| | - David A Hurtado
- 6 Oregon Institute of Occupational Health Sciences, Oregon Health and Science University, Portland, OR, USA
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Yanchus NJ, Periard D, Osatuke K. Further examination of predictors of turnover intention among mental health professionals. J Psychiatr Ment Health Nurs 2017; 24:41-56. [PMID: 27928857 DOI: 10.1111/jpm.12354] [Citation(s) in RCA: 57] [Impact Index Per Article: 8.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Accepted: 10/05/2016] [Indexed: 11/29/2022]
Abstract
UNLABELLED WHAT IS KNOWN ON THE SUBJECT?: When mental health professionals leave organizations, detrimental effects on quality of patient care occur. Reasons for leaving include incivility, lack of autonomy, perceptions of unfair treatment and feeling psychologically unsafe at work. This paper sought to investigate additional reasons why mental health professionals intend to quit or to cognitively withdraw from their jobs. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: Past research on this topic is limited in its scope and data. Mainly fragmented evidence is available about predictors of job satisfaction and turnover intention (i.e. different mental health occupations examined in separate studies). Only two existing studies that examined broader mental health provider groups were limited by including few workforce settings, small sample sizes and insufficiently rigorous statistical analyses. We examined four occupations (mental health nurses, social workers, psychologists and psychiatrists), each represented through a large sample in multiple settings, all within one large healthcare network with complex patients. Our contribution is finding additional predictors (supervisory support, emotional exhaustion) of job satisfaction/turnover intention. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Organizations can consider using culture change initiatives to increase civility at work; this includes leadership support and role modelling of workplace behaviours. Leaders should monitor staffing levels and high workloads to pre-empt emotional exhaustion, which predicts turnover. Hiring and training supervisors should involve not only technical expertise, but also 'soft skills' necessary for creating civil and supportive work environments. Leaders and managers should use employee feedback data (e.g. organizational surveys) to learn about the workplace environments, and address areas of employees' concern. ABSTRACT Introduction Given the global shortage of mental health professionals, high turnover rates within this workforce are concerning. We used United States of America Veterans Health Administration data to add to the limited knowledge about this topic. Aim We examined predictors of turnover intention, or an employee's cognitive withdrawal from their job, in a large sample of direct care mental health professionals, separating among occupations to increase the pragmatic relevance of our findings. Method Survey data from 10 997 mental health employees working in direct patient contact (2432 registered nurses, 3769 social workers, 2520 psychologists and 1276 psychiatrists) were used in a cross-sectional design with structural equation modelling techniques for model testing. Results Job satisfaction was predicted by civility (courteous and respectful workplace behaviours) and supervisory support. Job satisfaction predicted emotional exhaustion which predicted turnover intention. Job satisfaction also directly predicted turnover intention and turnover plans. Discussion Predictors of job satisfaction included civility and supervisory support. Emotional exhaustion predicted turnover intention. Results inform organizational actions to address these work environment characteristics. Implications for practice Organizations can initiate culture changes to improve civility and develop supervisors' 'soft skills' in conjunction with technical expertise.
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Affiliation(s)
- N J Yanchus
- Veterans Health Administration National Center for Organization Development, Cincinnati, OH, USA
| | - D Periard
- Veterans Health Administration National Center for Organization Development, Cincinnati, OH, USA
| | - K Osatuke
- Veterans Health Administration National Center for Organization Development, Cincinnati, OH, USA
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Avanzi L, Savadori L, Fraccaroli F. Unraveling the organizational mechanism at the root of safety compliance in an Italian manufacturing firm. Int J Occup Saf Ergon 2016; 24:52-61. [PMID: 27651093 DOI: 10.1080/10803548.2016.1232917] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Abstract
Safety performance is recognized as the more proximal and effective precursor of safety outcomes. In particular, safety compliance significantly reduces workplace accidents and injuries. However, it is not entirely clear what role organizational factors play in determining workers' safety. The present study contributes to defining which organizational factors increase safety compliance by testing a mediational model in which supervisor support is related to safety climate, which in turn is related to organizational identification that finally is related to safety compliance. We tested our hypotheses in a sample of 186 production workers of an Italian manufacturing firm using a cross-sectional design. Findings confirm our hypotheses. Management should consider these organizational factors in order to implement primary prevention practices against work accidents.
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Affiliation(s)
- Lorenzo Avanzi
- a Department of Psychology and Cognitive Science , University of Trento , Italy
| | - Lucia Savadori
- b Department of Economics and Management , University of Trento , Italy
| | - Franco Fraccaroli
- a Department of Psychology and Cognitive Science , University of Trento , Italy
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45
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Baeriswyl S, Krause A, Schwaninger A. Emotional Exhaustion and Job Satisfaction in Airport Security Officers - Work-Family Conflict as Mediator in the Job Demands-Resources Model. Front Psychol 2016; 7:663. [PMID: 27242581 PMCID: PMC4860494 DOI: 10.3389/fpsyg.2016.00663] [Citation(s) in RCA: 40] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/15/2016] [Accepted: 04/21/2016] [Indexed: 11/30/2022] Open
Abstract
The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD–R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed.
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Affiliation(s)
- Sophie Baeriswyl
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern Switzerland Olten, Switzerland
| | - Andreas Krause
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern Switzerland Olten, Switzerland
| | - Adrian Schwaninger
- School of Applied Psychology, University of Applied Sciences and Arts Northwestern Switzerland Olten, Switzerland
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46
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van Vilsteren M, Boot CRL, Twisk JWR, van Schaardenburg D, Steenbeek R, Voskuyl AE, Anema JR. Effectiveness of an integrated care intervention on supervisor support and work functioning of workers with rheumatoid arthritis. Disabil Rehabil 2016; 39:354-362. [PMID: 27097657 DOI: 10.3109/09638288.2016.1145257] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
PURPOSE In this manuscript, we evaluated the effectiveness of an intervention programme consisting of integrated care and a participatory workplace intervention on supervisor support, work instability and at-work productivity after 6 months of follow-up among workers with rheumatoid arthritis (RA). METHODS We conducted a randomized controlled trial; we compared the intervention programme to usual care. Eligible patients were diagnosed with RA, had a paid job (> 8 h per week) and who experienced, at least, minor difficulties in work functioning. Supervisor support was measured with a subscale of the Job Content Questionnaire, work instability with the Work Instability Scale for RA, and at-work productivity with the Work Limitations Questionnaire. Data were analyzed using linear regression analyses. RESULTS A beneficial effect of the intervention programme was found on supervisor support among 150 patients. Analyses revealed no effects on work instability and at-work productivity. CONCLUSION We found a small positive effect of the intervention on supervisor support, but did not find any effects on work instability and at-work productivity loss. Future research should establish whether this significant but small increase in supervisor support leads to improved work functioning in the long run. This study shows clinicians that patients with RA are in need of efforts to support them in their work functioning. Implications for Rehabilitation Rheumatoid arthritis (RA) is a chronic inflammatory disease with a severe impact on work functioning, even when a patient is still working. It is important to involve the workplace when an intervention is put in place to support RA patients in their work participation. Supervisor support influences health outcomes of workers, and it is possible to improve supervisor support by an intervention which involves the workplace and supervisor.
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Affiliation(s)
- Myrthe van Vilsteren
- a Department of Public and Occupational Health , EMGO Institute for Health and Care Research, VU University Medical Center , Amsterdam , The Netherlands.,b Body@Work, Research Center on Physical Activity, Work, and Health, TNO-VU University Medical Center , Amsterdam , The Netherlands
| | - Cécile R L Boot
- a Department of Public and Occupational Health , EMGO Institute for Health and Care Research, VU University Medical Center , Amsterdam , The Netherlands.,b Body@Work, Research Center on Physical Activity, Work, and Health, TNO-VU University Medical Center , Amsterdam , The Netherlands
| | - Jos W R Twisk
- c Department of Health Sciences Section Methodology and Applied Biostatistics , VU University , Amsterdam , The Netherlands
| | | | - Romy Steenbeek
- b Body@Work, Research Center on Physical Activity, Work, and Health, TNO-VU University Medical Center , Amsterdam , The Netherlands.,e TNO Work, Health and Care , Leiden , The Netherlands
| | - Alexandre E Voskuyl
- f Department of Rheumatology , VU University Medical Center , Amsterdam , The Netherlands
| | - Johannes R Anema
- a Department of Public and Occupational Health , EMGO Institute for Health and Care Research, VU University Medical Center , Amsterdam , The Netherlands.,b Body@Work, Research Center on Physical Activity, Work, and Health, TNO-VU University Medical Center , Amsterdam , The Netherlands.,g Research Center for Insurance Medicine, AMC-UMCG-UWV-VU University Medical Center , Amsterdam , The Netherlands
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47
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Weigl M, Stab N, Herms I, Angerer P, Hacker W, Glaser J. The associations of supervisor support and work overload with burnout and depression: a cross-sectional study in two nursing settings. J Adv Nurs 2016; 72:1774-88. [PMID: 26940820 DOI: 10.1111/jan.12948] [Citation(s) in RCA: 52] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 01/26/2016] [Indexed: 11/28/2022]
Abstract
AIMS To investigate the moderating effects of work overload and supervisor support on the emotional exhaustion-depressive state relationship. BACKGROUND Burnout and depression are prevalent in human service professionals and have a detrimental impact on clients. Work overload and supervisor support are two key job demands and job resources, whose role and interplay for the development and maintenance of burnout and depression are not fully understood yet. DESIGN Two consecutive cross-sectional surveys: survey 1 investigated 111 hospital nursing professionals and survey 2 examined 202 day care professionals. Data collection was completed in 2010. RESULTS After controlling for general well-being and sociodemographic characteristics, nurses' emotional exhaustion was associated with increased depressive state in both samples. We found a meaningful three-way interaction: our results show consistently that the relationship between emotional exhaustion and depressive state was strongest for nurses with high work overload and low supervisor support. Additionally, nurses with low work overload and low supervisor support were also found to have stronger associations between emotional exhaustion and depressive state. CONCLUSION The findings indicate that nurses' reported supervisor support exerts its buffering effect on the burnout-depression link differentially and serves as an important resource for nurses dealing with high self-reported work stress.
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Affiliation(s)
- Matthias Weigl
- Institute and Outpatient Clinic for Occupational, Social, and Environmental Medicine, Ludwig-Maximilians-University Munich, Germany
| | - Nicole Stab
- Department of Psychology, Technical University at Dresden, Germany
| | - Isabel Herms
- BAD Occupational Health and Safety Group, Munich, Germany
| | - Peter Angerer
- Institute for Occupational and Social Medicine, Medical Faculty, Düsseldorf University, Germany
| | - Winfried Hacker
- Department of Psychology, Technical University at Dresden, Germany
| | - Jürgen Glaser
- Institute of Psychology, University of Innsbruck, Austria
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Greaves CE, Parker SL, Zacher H, Jimmieson NL. Turnover Intentions of Employees With Informal Eldercare Responsibilities: The Role of Core Self-Evaluations and Supervisor Support. Int J Aging Hum Dev 2016; 82:79-115. [PMID: 26738996 DOI: 10.1177/0091415015624418] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
As longevity increases, so does the need for care of older relatives by working family members. This research examined the interactive effect of core self-evaluations and supervisor support on turnover intentions in two samples of employees with informal caregiving responsibilities. Data were obtained from 57 employees from Australia (Study 1) and 66 employees from the United States and India (Study 2). Results of Study 1 revealed a resource compensation effect, that is, an inverse relationship between core self-evaluations and turnover intentions when supervisor care support was low. Results of Study 2 extended these findings by demonstrating resource boosting effects. Specifically, there was an inverse relationship between core self-evaluations and subsequent turnover intentions for those with high supervisor work and care support. In addition, employees' satisfaction and emotional exhaustion from their work mediated the inverse relationship between core self-evaluations and subsequent turnover intentions when supervisor work support and care support were high. Overall, these findings highlight the importance of employee- and supervisor-focused intervention strategies in organizations to support informal caregivers.
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Affiliation(s)
- Claire E Greaves
- School of Psychology, The University of Queensland, Brisbane, Queensland, Australia
| | - Stacey L Parker
- School of Psychology, The University of Queensland, Brisbane, Queensland, Australia
| | - Hannes Zacher
- Department of Psychology, University of Groningen, The Netherlands School of Management, Queensland University of Technology, Brisbane, Queensland, Australia
| | - Nerina L Jimmieson
- School of Management, Queensland University of Technology, Brisbane, Queensland, Australia
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Yang T, Shen YM, Zhu M, Liu Y, Deng J, Chen Q, See LC. Effects of Co-Worker and Supervisor Support on Job Stress and Presenteeism in an Aging Workforce: A Structural Equation Modelling Approach. Int J Environ Res Public Health 2015; 13:ijerph13010072. [PMID: 26703705 PMCID: PMC4730463 DOI: 10.3390/ijerph13010072] [Citation(s) in RCA: 74] [Impact Index Per Article: 8.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/25/2015] [Revised: 12/11/2015] [Accepted: 12/18/2015] [Indexed: 11/16/2022]
Abstract
We examined the effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce. Structural equation modelling was used to evaluate data from the 2010 wave of the Health and Retirement Survey in the United States (n = 1649). The level of presenteeism was low and the level of job stress was moderate among aging US workers. SEM revealed that co-worker support and supervisor support were strongly correlated (β = 0.67; p < 0.001). Job stress had a significant direct positive effect on presenteeism (β = 0.30; p < 0.001). Co-worker support had a significant direct negative effect on job stress (β = -0.10; p < 0.001) and presenteeism (β = -0.11; p < 0.001). Supervisor support had a significant direct negative effect on job stress (β = -0.40; p < 0.001) but not presenteeism. The findings suggest that presenteeism is reduced by increased respect and concern for employee stress at the workplace, by necessary support at work from colleagues and employers, and by the presence of comfortable interpersonal relationships among colleagues and between employers and employees.
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Affiliation(s)
- Tianan Yang
- Department of Organization and Human Resource Management, School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China.
| | - Yu-Ming Shen
- Institute of Medical Informatics, Biometry and Epidemiology (IBE), Pettenkofer School of Public Health, Faculty of Medicine Ludwig-Maximilians University Munich, Munich 81377, Germany.
| | - Mingjing Zhu
- Institute of Psychology, Chinese Academy of Sciences, Beijing 100101, China.
| | - Yuanling Liu
- Human Resources Department, Guangdong Women and Children Hospital, Guangzhou 511442, China.
| | - Jianwei Deng
- Department of Public Administration, School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China.
| | - Qian Chen
- Medical Affair Department, Peking Union Medical College Hospital, Chinese Academy of Medical Sciences, Beijing 100032, China.
| | - Lai-Chu See
- Department of Public Health, Medical College, Chang Gung University, Taoyuan 33302, Taiwan.
- Biostatistics Core Laboratory, Molecular Medicine Research Center, Chang Gung University, Taoyuan 33302, Taiwan.
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Berkman LF, Liu SY, Hammer L, Moen P, Klein LC, Kelly E, Fay M, Davis K, Durham M, Karuntzos G, Buxton OM. Work-family conflict, cardiometabolic risk, and sleep duration in nursing employees. J Occup Health Psychol 2015; 20:420-33. [PMID: 25961758 PMCID: PMC4586296 DOI: 10.1037/a0039143] [Citation(s) in RCA: 71] [Impact Index Per Article: 7.9] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/28/2023]
Abstract
We investigated associations of work-family conflict and work and family conditions with objectively measured cardiometabolic risk and sleep. Multilevel analyses assessed cross-sectional associations between employee and job characteristics and health in analyses of 1,524 employees in 30 extended-care facilities in a single company. We examined work and family conditions in relation to: (a) validated, cardiometabolic risk score based on measured blood pressure, cholesterol, glycosylated hemoglobin, body mass index, and self-reported tobacco consumption and (b) wrist actigraphy-based sleep duration. In fully adjusted multilevel models, work-to-family conflict but not family-to-work conflict was positively associated with cardiometabolic risk. Having a lower level occupation (nursing assistant vs. nurse) was associated with increased cardiometabolic risk, whereas being married and having younger children at home was protective. A significant Age × Work-to-Family Conflict interaction revealed that higher work-to-family conflict was more strongly associated with increased cardiometabolic risk in younger employees. High family-to-work conflict was significantly associated with shorter sleep duration. Working long hours and having children at home were both independently associated with shorter sleep duration. High work-to-family conflict was associated with longer sleep duration. These results indicate that different dimensions of work-family conflict may pose threats to cardiometabolic health and sleep duration for employees. This study contributes to the research on work-family conflict, suggesting that work-to-family and family-to-work conflict are associated with specific health outcomes. Translating theory and findings to preventive interventions entails recognition of the dimensionality of work and family dynamics and the need to target specific work and family conditions.
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Affiliation(s)
- Lisa F. Berkman
- Harvard Center for Population and Development Studies, Harvard University, Cambridge. MA Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, MA
| | - Sze Yan Liu
- Harvard Center for Population and Development Studies, Harvard University, Cambridge, MA
| | - Leslie Hammer
- Department of Psychology, Portland State University, Portland, OR
| | - Phyllis Moen
- Department of Sociology and Minnesota Population Center, University of Minnesota, Minneapolis, MN
| | - Laura Cousino Klein
- Department of Biobehavioral Health and Penn State Institute of the Neurosciences, Pennsylvania State University, University Park, PA
| | - Erin Kelly
- Department of Sociology, University of Minnesota, Minneapolis, MN
| | - Martha Fay
- Harvard Center for Population and Development Studies, Harvard University, Cambridge, MA
| | - Kelly Davis
- Department of Human Development and Family Studies, Pennsylvania State University, University Park, PA
| | - Mary Durham
- The Center for Health Research, Kaiser Permanente, Portland, OR
| | - Georgia Karuntzos
- Behavioral Health and Criminal Justice Research Division, RTI International, Research Triangle Park, NC
| | - Orfeu M. Buxton
- Department of Biobehavioral Health and Penn State Institute of the Neurosciences, Pennsylvania State University, University Park, PA; Harvard Center for Population and Development Studies, Harvard University, Cambridge. MA; Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, MA; Department of Medicine, Brigham and Women’s Hospital, Boston, MA; Division of Sleep Medicine, Harvard Medical School, Boston, MA
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