From task characteristics to learning: A systematic review

Well-designed manufacturing work improves some cognitive abilities in individuals with cognitive impairments

Introduction

Employment is recognized as a fundamental human right, which correlates with better physical and mental health. Importantly, well-designed work, which considers the physical, social, and psychological impacts of work, can serve to enhance the cognitive abilities of workers. Although often overlooked, work for individuals with disabilities, including cognitive impairments, is equally important for their physical and mental well-being. What has not been established, however, is whether well-designed work can also enhance the cognitive abilities of individuals with cognitive impairments.

Methods

Using a longitudinal study design, we investigated the impact of well-designed work on the cognitive abilities of 60 participants (operators) at the AMIPI Foundation factories, which employ individuals with cognitive impairments to produce electrical cables and harnesses for the automobile industry. The same operators were assessed at three different time points: upon hiring (n = 60), and after working in the factory for 1 year (n = 41, since 19 left the factory) and 2 years (n = 28, since 13 more left the factory). We used five cognitive tests evaluating: (1) finger and manual dexterity, bimanual dexterity, and procedural memory using the Purdue Pegboard; (2) sustained and selective attention using the Symbol Cancellation Task; (3) short- and long-term declarative verbal memory and long-term verbal recognition memory using Rey's Audio-Verbal Learning Test; (4) short- and long-term visual recognition memory using the Continuous Visual Memory Test; and (5) abstract reasoning using Raven's Standard Progressive Matrices.

Results

We observed improvements in procedural memory, sustained and selective attention, and short- and long-term visual recognition memory after working in the factory for 1 or 2 years. We did not observe improvements in finger or manual dexterity or bimanual dexterity, nor short- or long-term declarative verbal memory or verbal recognition memory, nor abstract reasoning.

Discussion

We conclude that, in addition to improving physical and mental well-being, well-designed manufacturing work can serve as a training intervention improving some types of cognitive functioning in individuals with cognitive impairments.

Goal-Related Feedback Seeking, Receiving Goal-Related Feedback, and Internal Work Motivation: A Two-Sample Mediation Study Using Human Service Case Managers

PURPOSE

No known published empirical study in the social work literature has investigated goal-related feedback seeking's direct or indirect impact on human service case managers. Consequently, this field survey study sought to fill this gap in the extant literature using two different samples of county-based human service case managers across the state of New York.

METHOD

Four hundred and sixty-three public assistance and 349 child welfare case managers were surveyed in order to test goal-related feedback seeking's main and receiving goal-related feedback's mediating effect on internal work motivation.

RESULTS

Data from each sample confirmed both types of effects.

DISCUSSION

As the first to uncover these two sets of findings, this field survey study makes a unique contribution to the social work and feedback seeking literatures.

Organizational compassion and employee adversarial growth under various job control

Introduction

Adversity can bring stress and challenges to an individual's life, but many people who experience adversity also have positive changes. The formative mechanisms of individual adversarial growth have received widespread attention.

Methods

A two-wave survey of 421 Chinese employees who experienced adversity during the COVID-19 epidemic was used to examine the influence mechanism of organizational compassion on adversarial growth and the moderating effect of job control.

Results

Through correlation analysis, hierarchical regression, and bootstrap test on the cross-sectional data, the study has verified organizational compassion, work passion, self-worth, and adversarial growth form a chain mediating relation. Job control negatively moderates the indirect effect of organizational compassion on adversarial growth through work passion and self-worth, that is, the positive effect of organizational compassion on employee adversarial growth through work passion and self-worth is more pronounced under lower job control.

Discussion

Organizational compassion can increase employee adversarial growth by enhancing their work passion and self-worth. Organizations should also pay more attention to those employees with lower job control who are in adversity, they are more likely to benefit from the organization's care and compassion.

Physical activity, problematic smartphone use, and burnout among Chinese college students

The aim of this study was to investigate the association between physical activity (PA), problematic smartphone use (PSU), and burnout, as well as to identify whether there is a mediating role for PSU. We recruited 823 college students (Mage = 18.55, SD = 0.83) from Wuhan, China, in December 2022, including 499 males and 324 females. Demographic information, the International Physical Activity Questionnaire-Short Form (IPAQ-SF), the Smartphone Addiction Scale-Short Version (SAS-SV), and the Maslach Burnout Inventory-Student Survey (MBI-SS) were used for assessments. Pearson correlation analysis showed that PA was significantly associated with PSU (r = -0.151, p < 0.001), PSU was significantly associated with burnout (r = 0.421, p < 0.001), and the association between PA and burnout was not statistically significant (r = -0.046, p > 0.05). The results of the mediation model test showed that PA could not predict burnout directly; it instead predicted burnout entirely indirectly through PSU. Furthermore, PSU mediated the predictive effect of PA on exhaustion and cynicism. In conclusion, there is no direct connection between PA levels and burnout. PA indirectly affects burnout through PSU, but does not fully apply to the three different dimensions of exhaustion, cynicism, and professional efficacy.

The nonlinear effect of time pressure on innovation performance: New insights from a meta-analysis and an empirical study

As competition grows, when employees are required to accelerate innovation, they also face increasing time pressure. In order to shed light on how time pressure affects employees' innovation performance, two studies were conducted to examine the effect of time pressure on innovation performance. In Study 1, based on 50 effect sizes from 50 independent samples (N = 15,751) in 40 articles, a meta-analysis was conducted to examine the J-shaped effect of time pressure on innovation performance. In Study 2, based on a two-wave survey of 645 employees, the mechanism underlying the J-shaped effect of time pressure on innovation performance was explored. Results from Study 1 revealed that time pressure had a J-shaped effect on innovation performance, such that high levels of time pressure had a more positive effect on innovation performance. Results from Study 2 showed that learning behavior significantly mediated the J-shaped effect of time pressure on innovation performance, and that supervisor developmental feedback moderated the intermediary process. These results deepen the understanding of the relationship between time pressure and innovation performance, and provide practical advice on how to manage innovation performance under time pressure.

A moderated-mediation model of individual learning and commitment: Part I

Purpose

This study aims to develop a conceptual model linking the relationship between individual learning, organizational learning and organizational commitment. A multi-layered conceptual model involving three dimensions of organizational commitment: normative, affective and continuance, and individual and organizational learning is presented.

Design/methodology/approach

The two well-known theories – organizational learning theory and organizational commitment theory – have been combined to systematically explain the importance of the interaction of variables benefitting both individuals and organizations. As learning involves change, a climate of organizational learning would foster connectivity of structure, people and process. At the same time, when an individual expands his learning and gets necessary skills, it is more likely they get connected to the organization and increase their level of commitment. In this study, the authors develop a conceptual model, and the authors apply this to the health-care industry and provide the results in the second paper.

Findings

The authors postulate that (i) individual learning will be positively related to organizational learning and continuance commitment; (ii) organizational learning will be positively related to continuance commitment; and (iii) organizational learning mediates the relationship between individual learning and continuance commitment. Furthermore, they also postulate that (i) normative commitment and affective commitment moderate the relationship between organizational learning and continuance commitment; and (ii) three-way interaction between organizational learning, normative commitment and affective commitment will strengthen continuance commitment of employees.

Research limitations/implications

The conceptual model can be applied to organizations from any industry. In the second part, the authors would test the model to the health-care industry and provide the results.

Practical implications

This study contributes to both practicing managers and the literature on organizational learning and organizational commitment. The study suggests that managers in work organizations need to promote a climate for enhancing learning so that employees remain committed to completing their job and contributing to organizational effectiveness. The results of this study highlight the importance of all three dimensions of organizational commitment: affective, normative and continuance.

Originality/value

This study provides new insights in understanding complex interactions between three dimensions of commitment in contributing to organizational performance. To the best of the authors’ knowledge, the multilayered model showing three-way interactions between the three dimensions of organizational commitment is the first of its kind and is a novel idea.

Perceived Organizational Support and Proactive Innovation Behavior: The Mediating Role of Basic Psychological Needs

Drawing upon self-determination theory, this study aimed to explore the mechanisms underlying the impact of perceived organizational support on proactive innovation behavior and reveal the serial mediation effects of basic psychological needs. We collected time-lagged data of 481 employees from research institutions in China, and structural equation modeling analyses were carried out to test the hypotheses. The results indicate that perceived organizational support is significantly and positively related to proactive innovation behavior, and this relationship was mediated by the need for autonomy, competence, and relatedness. These findings contribute new knowledge to proactive innovation behavior by providing a new perspective of the satisfaction of psychological needs. Theoretical and practical implications are discussed.

A Systematic Literature Review on the Quality of MOOCs

This paper presents the findings from a systematic literature review on the quality of massive open online courses (MOOCs). The main research question was “How can the quality criteria for MOOCs identified in the analysed studies from the systematic literature review be best organised in a categorisation scheme?” The systematic literature review was conducted using the PRISMA procedures. After conducting the screening and eligibility analysis according the pre-defined criteria, 103 studies were finally selected. The analysis was done in iterative cycles for continuous improvements of the assignments and clustering of the quality criteria. The final version was validated in consensus through the categorisation and assignment of all 103 studies in a consistent way to four dimensions (pedagogical, organisational, technological, and social) and their sub-categories. This quality framework can be re-used in future MOOC research and the discussion of the analysed studies provides a current literature overview on the quality of MOOCs.

Self-Regulation in Informal Workplace Learning: Influence of Organizational Learning Culture and Job Characteristics

The digital shift leads to increasing changes. Employees can deal with changes through informal learning that enables needs-based development. For successful informal learning, self-regulated learning (SRL) is crucial, i.e., to set goals, plan, apply strategies, monitor, and regulate learning for example by applying resource strategies. However, existing SRL models all refer to formal learning settings. Because informal learning differs from formal learning, this study investigates whether SRL models can be transferred from formal learning environments into informal work settings. More precisely, are all facets relevant, and what are the relational patterns? Because informal workplace learning occurs through interaction with the context, this study investigates the influence of context, i.e., organizational learning culture and job characteristics (autonomy, task identity, and feedback) on SRL. Structural equation modeling of N = 170 employees in various industries showed the relevance of the self-reported metacognitive strategies planning, monitoring, and regulation; the resource strategies help-seeking and effort regulation; and deep processing strategy elaboration. However, there was no evidence for organization strategies. The learning strategies were associated with self-efficacy and mastery-approach goal orientation. Regarding context, results supported indirect effects over self-motivational beliefs of learning strategies. Organizational learning culture was connected with mastery-approach goal orientation, whereas job characteristics autonomy and feedback were related to self-efficacy, which were again related to SRL strategies. Therefore, context can empower employees not only to accomplish their tasks but to develop themselves by applying SRL strategies. The results are discussed, and practical implications are outlined.

Employable as We Age? A Systematic Review of Relationships Between Age Conceptualizations and Employability

This systematic review aimed to provide an overview of earlier research on the relationships between age conceptualizations (i.e., calendar age, organizational age, lifespan age, psychosocial age, and functional age) and indicators of employability. We have conducted a systematic literature search using PsycINFO, Academic Search Premier, Business Source Complete, CINAHL, ERIC, MEDLINE, and Science Direct. Two raters evaluated the articles and subsequently distinguished k = 41 studies that met the inclusion criteria for this systematic review. Our review revealed that many researchers adopted different operationalizations to measure employability (15 studies were based on an input- or competence-based measure of employability, 23 studies included an output- or labor market-based measure of employability, and three studies included a combination of both measures). Moreover, most studies included calendar age (40 studies, 97.6%) as indicator of aging at work, and were based on a cross-sectional design (34 studies, 82.9%; 17.1% a longitudinal design). Based on the Standardized Index of Convergence (SIC) method, different types of evidence were found for the relationships between age and the employability measures. For relationships between psychosocial age and lifespan age, on the one hand, and employability measures, on the other hand, too few studies were found to draw conclusions. Yet, for relationships between calendar age and labor market-based measures strong consistent negative relationships were found across the studies, and moderately strong positive relationships were found for functional age and labor market- based measures. For organizational age and both competence-based as well as labor market-based measures moderately strong negative relationships were found. We discuss the implications of these results and propose a research agenda for future studies.

Relationship Between Job Training and Subjective Well-being In Accordance With Work Creativity, Task Variety, and Occupation

BACKGROUND

Job training influences the overall working environment and worker's well-being. The purpose of this study is to find the relationship between job training and subjective well-being in accordance with occupations and understand the influence of task characteristics-work creativity and task variety (WCTV)-on the effect of training.

METHODS

A cross-sectional study based on the Fifth Korean Working Conditions Survey was conducted on 50,205 workers in the Republic of Korea. The World Health Oorganization-5 well-being index was used to measure their subjective well-being. The relationship between job training and subjective well-being was divided in accordance with the level of WCTV.

RESULTS

Training paid for by employer showed a negative effect on subjective well-being when received for more than 3 days (OR 0.88, p < 0.01) in the last 12 months. Training paid for by oneself showed a positive linkage with well-being when the level of training was 1-3 days (Odds ratio = 1.55, p < 0.001). This result showed different aspects in accordance with the level of WCTV. For the high WCTV group, the aforementioned results were reaffirmed, but for the group with low WCTV, job training did not show a statistically significant result on well-being. On-the-job training was not related to subjective well-being regardless of the level of WCTV.

CONCLUSION

Job training had different effects on subjective well-being depending on the type and frequency of training, as well as the WCTV. It is imperative to comprehensively apply different types of job training in accordance with the characteristics of occupations to uplift workers' well-being.

Examination of the double burden hypothesis-a systematic review of work-family conflict and sickness absence

Background: Women consistently have higher sickness absence than men. The double-burden hypothesis suggests this is due to higher work–family burden in women than men. The current study aimed to systematically review prospective studies of work–family conflict and subsequent sickness absence. Methods: A systematic search was conducted in the electronic databases Medline, PsycINFO, and Embase with subject heading terms and keywords with no language or time restrictions. Two reviewers independently screened abstracts and read full-texts with pre-defined inclusion and exclusion criteria. Results: Eight included studies (n = 40 856 respondents) measure perceived work–family conflict and subsequent sickness absence. We found moderate evidence for a positive relationship between work–family conflict and subsequent sickness absence, and that women experience higher levels of work–family conflict than men. Conclusion: Work–family conflict is associated with later sickness absence, and work–family conflict is more common for women than for men. This indicates that work–family conflict may contribute to the gender gap in sick leave. However, further studies are needed to confirm whether this relationship is causal.

Systematic review of the association between physical activity and burnout

Objective:

Burnout constitutes a health risk, and interventions are needed to reduce it. The aim of this study was to synthesize evidence regarding the relationship between physical activity and burnout by conducting a systematic review of longitudinal and intervention studies.

Methods:

A literature search resulted in the identification of a final set of ten studies: four longitudinal and six intervention studies. In separate analyses for each category, evidence was synthesized by extracting the study characteristics and assessing the methodological quality of each study. The strength of evidence was calculated with the standardized index of convergence (SIC).

Results:

In longitudinal studies, we found moderately strong evidence (SIC (4) = -1) for a negative relationship between physical activity and the key component of burnout, i.e., exhaustion. We found strong evidence (SIC (6) = -0.86) for the effect of physical activity on reducing exhaustion in intervention studies. As only one study could be classified as a high quality study, these results of previous studies need to be interpreted with some caution.

Conclusions:

This systematic review suggests that physical activity constitutes an effective medium for the reduction of burnout. Although consistent evidence was found, there is a lack of high quality longitudinal and intervention studies considering the influence of physical activity on burnout. Therefore, future research should be conducted with the aim to produce high quality studies, to develop a full picture of physical activity as a strategy to reduce burnout.