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Hara Y, Yamada M, Takada N, Sugiyama S, Asakura K. The moderating role of work-to-family spillover in the association between nurses' work values and work engagement: A cross-sectional study. Jpn J Nurs Sci 2023; 20:e12554. [PMID: 37470364 DOI: 10.1111/jjns.12554] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/11/2023] [Revised: 06/20/2023] [Accepted: 06/23/2023] [Indexed: 07/21/2023]
Abstract
AIM Although researchers have emphasized the importance of enhancing work engagement in nurses to ensure work-related well-being, the underlying mechanisms of the influencing factors of work engagement remain unclear. This study aimed to elucidate whether work-to-family spillover moderates the relationship between nurses' work values and work engagement. METHODS In total, 2600 nurses from 52 hospitals in the Tohoku region of Japan were recruited, and 1587 nurses participated. The questionnaire included items on demographic characteristics, the Nurses' Work Values Scale, the Japanese version of the Work-life Balance Scale, and the Work Engagement Scale. Data were analyzed using hierarchical multiple regression. RESULTS The interaction terms of negative work-to-family spillover with extrinsic work values and prestige work values were significantly associated with work engagement. The interaction terms of nurses' work values and positive work-to-family spillovers did not show a significant association. CONCLUSIONS Nurses who emphasized extrinsic work values and those who did not emphasize prestige work values had the lowest work engagement in settings with high negative work-to-family spillover. To ensure nurses' work-related well-being and engagement, nursing managers could provide support for nurses in tackling work-related negative events, so that these do not carry over to family settings.
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Affiliation(s)
- Yukari Hara
- Graduate School of Medicine, Tohoku University, Sendai, Japan
| | - Masako Yamada
- Graduate School of Medicine, Tohoku University, Sendai, Japan
| | - Nozomu Takada
- Graduate School of Medicine, Tohoku University, Sendai, Japan
| | - Shoko Sugiyama
- Graduate School of Medicine, Tohoku University, Sendai, Japan
| | - Kyoko Asakura
- Graduate School of Medicine, Tohoku University, Sendai, Japan
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Hara Y, Asakura K, Yamada M, Takada N, Sugiyama S. Development and psychometric evaluation of the nurses' Work Values Scale. Nurs Open 2023; 10:6957-6971. [PMID: 37518936 PMCID: PMC10495741 DOI: 10.1002/nop2.1950] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/18/2022] [Revised: 03/03/2023] [Accepted: 07/12/2023] [Indexed: 08/01/2023] Open
Abstract
AIM This study aimed to develop the nurses' Work Values Scale (WVS) to determine how important certain values are for nurses and to psychometrically test the scale. DESIGN Instrument development and validation study. METHOD A two-phase scale development process comprising item generation, scale improvement and psychometric property evaluation was used. In the first phase, scale items were identified. In the second phase, item and exploratory factor analyses were performed in Study 1, and confirmatory factor analysis, validity verification and reliability verification of the nurses' WVS were performed in Study 2. RESULTS As a result of the analysis, a scale of 30 items with four subdomains was developed. In convergent validity and reliability verification, it was shown that the nurses' WVS has acceptable validity and reliability. NO PATIENT OR PUBLIC CONTRIBUTION Patients or members of the public were not involved in this study.
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Affiliation(s)
- Yukari Hara
- Graduate School of MedicineTohoku UniversitySendaiJapan
| | - Kyoko Asakura
- Graduate School of MedicineTohoku UniversitySendaiJapan
| | - Masako Yamada
- Graduate School of MedicineTohoku UniversitySendaiJapan
| | - Nozomu Takada
- Graduate School of MedicineTohoku UniversitySendaiJapan
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Hara Y, Hirayama H, Takada N, Sugiyama S, Yamada M, Takahashi M, Toshi K, Asakura K. Classification by Nurses' Work Values and Their Characteristics: Latent Profile Analysis of Nurses Working in Japanese Hospitals. NURSING REPORTS 2023; 13:877-889. [PMID: 37368344 DOI: 10.3390/nursrep13020077] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2023] [Revised: 05/29/2023] [Accepted: 06/06/2023] [Indexed: 06/28/2023] Open
Abstract
This study aimed to classify nurses with similar work values into subgroups by examining their intrinsic, extrinsic, social, and prestige work values. Additionally, we clarified the characteristics of the obtained subgroups using personal attributes, work engagement, and life satisfaction. Using a cross-sectional observational study design, we randomly sampled 52 hospitals in the Tohoku region of Japan and conducted a self-administered questionnaire survey with 2600 nurses. Latent profile analysis was performed to identify the number of subgroups. Of the 1627 collected questionnaires, 1587 were regarded as valid. The latent profile analysis revealed the following five subgroups with strong statistical significance: (1) self-oriented, (2) low, (3) medium-low, (4) medium-high, and (5) high types. The means of work engagement and life satisfaction gradually increased from the (2) low- to (5) high-type subgroups. There were significant differences among the subgroups in terms of marital status, child status, and job title. The (5) high-type subgroup had many nurses with job titles, high work engagement, and high life satisfaction. The (2) low-type subgroup included many nurses who were young, had few years of experience, were married, had children, and had low levels of work engagement and life satisfaction. Preregistration: This study was not registered.
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Affiliation(s)
- Yukari Hara
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
| | - Hideyuki Hirayama
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
| | - Nozomu Takada
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
| | - Shoko Sugiyama
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
| | - Masako Yamada
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
| | - Miki Takahashi
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
- National Cancer Center Hospital East, 6-5-1 Kashiwanoha, Kashiwa 277-8577, Japan
| | - Keita Toshi
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
- Medical Corporation Kanno-Aiseikai Midorigaoka Hospital, 1-16 Nishitamagawa-cho, Shiogama 985-0045, Japan
| | - Kyoko Asakura
- Graduate School of Medicine, Tohoku University, 2-1 Seiryo-machi, Aoba-ku, Sendai 980-8575, Japan
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Sharabi M, Kay A. Work Values of Working Women in Israel: A Comparison of Haredi Women with Those from the Secular and Traditional Segments. CONTEMPORARY JEWRY 2023; 43:1-21. [PMID: 37360648 PMCID: PMC10116109 DOI: 10.1007/s12397-023-09480-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/30/2022] [Accepted: 03/14/2023] [Indexed: 06/28/2023]
Abstract
The Haredi (or Ultra-Orthodox) sector is the fastest growing population in Israel, but the ability to study their working world is limited, and as far as we know, the work values of Haredi women (who are usually the main breadwinners) have not been studied to date. This unique study compares their work values with those of secular and traditional Jewish-Israeli women. The Meaning of Work (MOW) questionnaire was administered to 467 employed Jewish-Israeli women (309 Secular, 138 Traditional, and 120 Haredi), addressing values, attitudes, and aspirations at the workplace. The findings indicate that, while secular women ascribe more importance to individualistic values related to interesting work and variety than do traditionalist and Haredi women, no significant differences exist among the three groups concerning the interest in good pay, autonomy, interpersonal relations, or job security. In addition, a higher level of religiosity was associated with the importance of convenient hours and inversely associated with the importance of learning new things. Further, Haredi women attribute more importance to promotion and congruence between their personal abilities and experience and the job requirements than did women from the other two groups. Overall, the background demographic variables had little impact on work values. The findings can be explained by the different cultural values (collectivism versus individualism) and the obstacles Haredi women experience in the labor market.
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Affiliation(s)
- Moshe Sharabi
- Department of Sociology and Anthropology, Yezreel Valley Academic College, D.N Emek, 19300 Yezreel, Israel
| | - Avi Kay
- Department of Technological Management and Marketing, Jerusalem College of Technology, Jerusalem, Israel
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Oliveira S, Carvalho C, Pinto A, de Moura RC, Santos-Costa P. Emotional labor, occupational identity and work engagement in Portuguese police officers. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2023. [DOI: 10.1080/09585192.2022.2162345] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/06/2023]
Affiliation(s)
- Soraia Oliveira
- Faculty of Psychology and Educational Sciences, University of Coimbra, Coimbra, Portugal
| | - Carla Carvalho
- Faculty of Psychology and Educational Sciences, CINEICC – Center for Research in Neuropsychology and Cognitive Behavioral Intervention, University of Coimbra, Coimbra, Portugal
| | - Ana Pinto
- Faculty of Sciences and Technology, CeBER – Centre for Business and Economics Research, University of Coimbra, Coimbra, Portugal
| | - Rui Coelho de Moura
- ICPOL-ISCPSI – Research Center of the Higher Institute of Police Sciences and Internal Security, Public Security Police, Lisbon, Portugal
| | - Paulo Santos-Costa
- Health Sciences Research Unit: Nursing (UICISA: E), Nursing School of Coimbra, Coimbra, Portugal
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López-Cabarcos MÁ, López-Carballeira A, Ferro-Soto C. How to Prevent Hostile Behaviors and Emotional Exhaustion among Law Enforcement Professionals: The Negative Spiral of Role Conflict. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:863. [PMID: 36613184 PMCID: PMC9819507 DOI: 10.3390/ijerph20010863] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/23/2022] [Revised: 12/23/2022] [Accepted: 12/26/2022] [Indexed: 06/17/2023]
Abstract
The nature and characteristics of the current work environment of law enforcement professionals point out role-conflict situations as one of the main reasons leading to the occurrence of hostile behaviors and the worsening of employees' well-being. Precisely, this research analyzes the mediating role of role conflict between laissez-faire leadership and hostility or police professionals' emotional exhaustion. To mitigate the negative effects of role-conflict situations, the moderating role of certain personal resources such as self-efficacy, and organizational variables such as interactional justice, the meaning of the work and family-work enrichment is also analyzed. Structural equation modeling and multigroup analysis are used in a sample of 180 police professionals. The results show that role conflict fully and positively mediates the relationships between laissez-faire leadership and hostile behaviors or emotional exhaustion. Moreover, self-efficacy and interactional justice moderates the relationship between laissez-faire leadership and role conflict; the meaning of the work moderates the relationships between role conflict and hostile behaviors, and family-work enrichment moderates the relationship between role conflict and employees' emotional exhaustion. The huge relevance of the work of law enforcement professionals and its implications for society justify this research, which aims to highlight the importance of avoiding role-conflict situations to improve labor welfare and prevent counterproductive and unhealthy behaviors.
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Affiliation(s)
| | - Analía López-Carballeira
- Department of Business Administration, Santiago de Compostela University, 15705 Santiago de Compostela, Spain
| | - Carlos Ferro-Soto
- Department of Business Administration, Vigo University, 36310 Vigo, Spain
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Yang G, Wei H, Wan L, Dong H, Liang X, He Y. Curvilinear relationship between burnout and work engagement among staff in community services for the elderly: A correlation study. Front Public Health 2022; 10:939649. [PMID: 35937238 PMCID: PMC9354742 DOI: 10.3389/fpubh.2022.939649] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/09/2022] [Accepted: 06/30/2022] [Indexed: 11/13/2022] Open
Abstract
Objective To investigate whether there is a curvilinear relationship between burnout and work engagement among staff in Chinese community services for the elderly. Methods A stratified whole-group random sampling method was used to survey 244 staff members from eight communities in two cities. Data were collected using the Maslach Burnout Inventory scale (MBI) and the Utrecht Work Engagement Scale- 9 (UWES- 9). The curve estimation method explored the functional model of burnout and work engagement scales. Results Two hundred forty-four staff members completed the survey. Burnout, depersonalization (DP), and personal accomplishment (PA) were found to be related to work engagement in a cubic function (R2 = 0.166, P < 0.05), (R2 = 0.061, P < 0.05), and (R2 = 0.2230, P < 0.05), respectively. There was no statistically significant relationship between emotional exhaustion (EE) and work engagement (P > 0.05). “Personal Accomplishment” is related to work engagement in a U-shaped curve. Conclusions There was a cubic function relationship between burnout and work engagement, where “personal accomplishment” was related to work engagement in a U-shaped curve. Therefore, the government and related service organizations should understand the impact of different levels of burnout on work engagement and take targeted measures to alleviate burnout and improve work engagement by targeting emotions and stroke.
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Huang SYB, Huang CH, Chang TW. A New Concept of Work Engagement Theory in Cognitive Engagement, Emotional Engagement, and Physical Engagement. Front Psychol 2022; 12:663440. [PMID: 35242067 PMCID: PMC8886307 DOI: 10.3389/fpsyg.2021.663440] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/02/2021] [Accepted: 12/21/2021] [Indexed: 12/03/2022] Open
Abstract
The concept of work engagement (WE) has aroused the interest of many scholars. However, there has been limited academic research in examining how authentic leadership (AL) can influence WE, which consequently influences organizational citizenship behavior (OCB) and task performance (TP). In particular, this study divides WE into cognitive engagement, emotional engagement, and physical engagement to fully reflect the engagement theory. This study introduces three dimensions of WE and tests the theoretical model to validate cognitive engagement, emotional engagement, and physical engagement. Empirical testing using a survey of 151 employees of retail travel agencies in Taiwan revealed that the AL can influence cognitive engagement, emotional engagement, and physical engagement, and also OCB and TP. These analysis results can assist vendors to implement OCB and TP through WE and AL.
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Affiliation(s)
- Stanley Y. B. Huang
- Master Program of Financial Technology, School of Financial Technology, Ming Chuan University, Taipei City, Taiwan
| | - Chien-Hsiang Huang
- General Education Center, Chihlee University of Technology, New Taipei City, Taiwan
| | - Tai-Wei Chang
- Graduate School of Resources Management and Decision Science, National Defense University, Taipei City, Taiwan
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9
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Dahiya R, Raghuvanshi J. Do values reflect what is important? Exploring the nexus between work values, work engagement and job burnout. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-02-2021-2608] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this study is to understand the priorities given to work values (extrinsic and intrinsic) by employees and also to explore whether these work values vary with the levels of work engagement and job burnout.
Design/methodology/approach
The study was based on the survey responses of 386 officers working in Indian manufacturing organisations engaged in different areas.
Findings
The findings reveal that security officers give much priority to extrinsic work values than intrinsic work values (IWVs). Moreover, IWVs vary with different levels of work engagement along with job burnout. The security officers belonging to the engaged group differ significantly with those belonging to the job burnout group in terms of IWVs. Moreover, work values also have a negative correlation with job burnout and a positive correlation with work engagement.
Originality/value
This study explores the variation in work values of security officers working in Indian manufacturing organisations with changes in levels of job burnout and work engagement, which is a novel contribution in the field. The findings also advocate that it is crucial for human resource managers, supervisors and key people in organisations to find out employees showing early signs of job burnout (exhaustion or disengagement) or early stages of strain and frustration as the priorities of work values of the employees are affected by these parameters. Such identified employees should be provided with required managerial support and necessary work resources immediately.
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Huang SYB, Li MW, Chang TW. Transformational Leadership, Ethical Leadership, and Participative Leadership in Predicting Counterproductive Work Behaviors: Evidence From Financial Technology Firms. Front Psychol 2021; 12:658727. [PMID: 34421713 PMCID: PMC8371193 DOI: 10.3389/fpsyg.2021.658727] [Citation(s) in RCA: 14] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/26/2021] [Accepted: 07/09/2021] [Indexed: 11/13/2022] Open
Abstract
Counterproductive work behaviors are a crucial issue for practice and academic because it influences employees’ job performance and career development. The present research conceptualizes Kahn’s employee engagement theory and employs transformational leadership, ethical leadership, and participative leadership as its antecedents to predict counterproductive work behaviors through a latent growth model. The present research collected empirical data of 505 employees of fintech businesses in Great China at three waves over 6 months. The findings revealed that as employees perceived higher transformational leadership, ethical leadership, and participative leadership at the first time point, they may demonstrate more positive growths in employee engagement development behavior, which in turn, caused more negative growths in counterproductive work behaviors. The present research stresses a dynamic model of the three leaderships that can alleviate counterproductive work behaviors through the mediating role of employee engagement over time.
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Affiliation(s)
- Stanley Y B Huang
- Master Program of Financial Technology, School of Financial Technology, Ming Chuan University, Taipei City, Taiwan
| | - Ming-Way Li
- Department of Marketing and Logistics Management, College of Business Management, Chihlee University of Technology, New Taipei City, Taiwan
| | - Tai-Wei Chang
- Graduate School of Resources Management and Decision Science, National Defense University, Taoyuan, Taiwan
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11
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Hara Y, Asakura K. Concept analysis of nurses' work values. Nurs Forum 2021; 56:1029-1037. [PMID: 34322885 DOI: 10.1111/nuf.12638] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/03/2020] [Revised: 03/03/2021] [Accepted: 07/17/2021] [Indexed: 11/30/2022]
Abstract
This study aimed to clarify the nature and definition of nurses' work values. To this end, we adopted Walker and Avant's (2019) concept analysis procedure. We searched PubMed, CINAHL, Scopus, and Web of Science for previous literature that sampled nurses and nursing students published before September 2020. From 104 studies, 30 were analyzed. Citation sources for the definition of work values were also included in the target literature. After clarifying all usages of the concept, important attributes were determined, and model cases, borderline cases, related cases, antecedents, consequences, and empirical referents were identified. Nurses' work values were defined as: enduring beliefs about the preferable conditions and outcomes nurses desire through their work, that place importance on their work, and that are the principles and standards that guide attitudes, judgments, and behaviors. Additionally, the antecedents for nurses' work values included basic human values, gender, and generation, and the consequences comprised attitudes, judgments, and behaviors related to work. Clarification of the concept enables the proper utilization of knowledge regarding nurses' work values and the development of a related theory.
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Affiliation(s)
- Yukari Hara
- Graduate School of Medicine, Tohoku University, Sendai, Miyagi, Japan
| | - Kyoko Asakura
- Graduate School of Medicine, Tohoku University, Sendai, Miyagi, Japan
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12
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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] [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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Sato N, Watanabe K, Nishi D, Kawakami N. Associations Between Personal Values and Work Engagement: A Cross-Sectional Study Using A Representative Community Sample. J Occup Environ Med 2021; 63:e335-e340. [PMID: 33950034 DOI: 10.1097/jom.0000000000002209] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
OBJECTIVE This study aimed to investigate associations between personal values and work engagement among workers. METHODS This cross-sectional study used data from the Japanese Study on Stratification, Health, Income, and Neighborhood (J-SHINE) in 2010 and 2017. Personal values were measured by 11 value priorities and by commitment to these values. Multivariate linear regression analyses were conducted to determine the associations between personal values and work engagement. RESULTS A total of 1946 workers were analyzed. Four personal values (eg, "Improving society") and commitment to values were significantly positively associated with work engagement, while "Graduating from a famous school" was significantly negatively associated. CONCLUSIONS Some personal values relate to openness to change, self-transcendence, and self-enhancement, and commitment to values showed associations with work engagement. It could be beneficial to consider personal values to enhance work engagement.
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Affiliation(s)
- Nana Sato
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan (Ms Sato, Dr Watanabe, Dr Nishi, and Dr Kawakami)
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Bardoel EA, Drago R. Acceptance and Strategic Resilience: An Application of Conservation of Resources Theory. GROUP & ORGANIZATION MANAGEMENT 2021. [DOI: 10.1177/10596011211022488] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
Abstract
The definition of individual resilience remains ambiguous. This article responds to that ambiguity by first deriving a definition of individual resilience from conservation of resources (COR) theory. Accordingly, to the extent individuals have sufficient resources and behave according to two key principles of COR theory, they will exhibit resilience in response to significant adversity. A second development builds upon the COR distinction between resources deployed in response to adversity which are resource-preserving as distinct from resource-enhancing, which generate what are here labeled acceptance resilience and strategic resilience, respectively. It is proposed that behaviors associated with acceptance resilience support relative continuity of environments, relationships, and life goals, with strategic resilience behaviors often involving changing environments, relationships, or life goals. Acceptance resilience is related to earlier COR understandings of resilience and relevant resources, while strategic resilience requires distinct or additional resources. Individuals demonstrating the two types of resilience will diverge in terms of openness to new experiences, persistence, loss aversion, and the valuation of future resources. It is further proposed that acceptance resilience is more common than strategic resilience and that organizations which find resilience valuable will tend to support acceptance resilience, in part because strategic resilience may generate turnover in response to adversity. The analysis addresses related issues, including coping, career change, burnout, as well as teams and organizations. Implications for theory, practice, and future research conclude the work.
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Affiliation(s)
- E. Anne Bardoel
- Department of Management & Marketing, Swinburne Business School, Swinburne University of Technology, Hawthorn, VIC, Australia
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15
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Takano A, Fukasawa M, Watanabe K, Nishi D, Kawakami N. Adolescent Work Values and Drug Use in Adulthood: A Longitudinal Prospective Cohort Study. Subst Use Misuse 2021; 56:1483-1492. [PMID: 34120563 DOI: 10.1080/10826084.2021.1936055] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 01/10/2023]
Abstract
Background: Personal values have been considered as a predictor of drug use. Methods: We examined the association between work values in adolescence and drug use in adulthood using 23-year longitudinal data from the Youth Development Study. Results: Partial extrinsic and intrinsic work values predicted cannabis use in the past year after adjusting for sociodemographic variables and alcohol and tobacco use at baseline. A part of intrinsic work values was negatively associated with illicit drug use in the past year. Conclusions: The present study suggested that some personal values might influence future drug use. Investigating the association between personal values and subsequent drug use through personal value theory and self-determination theory could help to understand risk and preventive factors in drug use.
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Affiliation(s)
- Ayumi Takano
- Departmentof Mental Health and Psychiatric Nursing, Tokyo Medical and Dental University, Tokyo, Japan
| | - Maiko Fukasawa
- Health Promotion Center, Fukushima Medical University, Fukushima, Japan.,Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Kazuhiro Watanabe
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan.,Department of Public Health, Kitasato University School of Medicine, Kanagawa, Japan
| | - Daisuke Nishi
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan.,Department of Public Mental Health Research, National Institute of Mental Health, National Center of Neurology and Psychiatry, Tokyo, Japan
| | - Norito Kawakami
- Department of Mental Health, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
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De La Fuente-Solana EI, Ortega-Campos E, Vargas-Roman K, Cañadas-De la Fuente GR, Ariza C. T, Aguayo-Extremera R, Albendín-García L. Study of the Predictive Validity of the Burnout Granada Questionnaire in Police Officers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E6112. [PMID: 32842582 PMCID: PMC7504042 DOI: 10.3390/ijerph17176112] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/29/2020] [Revised: 08/07/2020] [Accepted: 08/16/2020] [Indexed: 11/17/2022]
Abstract
Professionals with burnout have negative physical and psychological effects, with adverse consequences in their workplace. Burnout mainly affects assisting professions; amongst them, police work is one of the professions at risk of suffering from this syndrome. The aim of this research is to study the adequacy of the Maslach Burnout Inventory and Granada Burnout Questionnaire instruments to measure burnout in police officers through the study of the reliability and validity (concurrent and predictive) of these instruments. A cross-sectional study was carried out. The sample was composed of 1884 police officers, mostly men (85.4%), with an average age of 35.04 (SD = 8.30). The Maslach Burnout Inventory and Granada Burnout Questionnaire were used to measure burnout. The results obtained in this study support the adequacy of both instruments for measuring burnout. The correlation coefficients between the dimensions are significant, with a medium-high magnitude. Participants with burnout had significantly higher scores in emotional exhaustion and depersonalization and lower scores in personal accomplishment in both instruments. The area under the curve estimated for the Granada Burnout Questionnaire provided evidence of the predictive validity of the instrument. The police profession needs validated and sensitive tools to identify police changes in the dimensions of burnout. The Granada Burnout Questionnaire instrument correctly classifies burnout in police professionals.
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Affiliation(s)
- Emilia I. De La Fuente-Solana
- Faculty of Psychology, Campus de la Cartuja s/n, University of Granada, 18011 Granada, Spain; (E.I.D.L.F.-S.); (K.V.-R.)
| | - Elena Ortega-Campos
- Department of Psychology, Faculty of Psychology, University of Almería, 04120 Almería, Spain
| | - Keyla Vargas-Roman
- Faculty of Psychology, Campus de la Cartuja s/n, University of Granada, 18011 Granada, Spain; (E.I.D.L.F.-S.); (K.V.-R.)
| | | | - Tania Ariza C.
- Faculty of Education, Avda de la Paz, 137, Universidad Internacional de La Rioja, 26006 Logroño, La Rioja, Spain;
| | - Raimundo Aguayo-Extremera
- Faculty of Psychology, Campus de Somosagua s/n, Complutense University of Madrid, 28223 Madrid, Spain;
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Longitudinal association between adolescent work values and mental health and well-being in adulthood: a 23-year prospective cohort study. Sci Rep 2020; 10:13547. [PMID: 32782320 PMCID: PMC7419292 DOI: 10.1038/s41598-020-70507-y] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/12/2019] [Accepted: 07/30/2020] [Indexed: 11/12/2022] Open
Abstract
Personal values developed in adolescence may influence mental health and well-being over the life course. Using data from 684 respondents in the Youth Development Study (61.9% of respondents in the baseline survey), we explored the effects of work values at ages 14–15 on positive and negative emotions, as well as psychological resources (self-esteem and mastery), at ages 37–38. We adjusted for socioeconomic status and the baseline scores of these outcomes using linear regression analyses. Having the work value of getting ahead in adolescence was positively associated with self-esteem in adulthood. Work values in adolescence did not predict positive emotions, negative emotions, or mastery in adulthood. Valuing one’s growth in adolescence may help develop self-esteem in adulthood.
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Burnout Syndrome in Police Officers and Its Relationship with Physical and Leisure Activities. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17155586. [PMID: 32756344 PMCID: PMC7432764 DOI: 10.3390/ijerph17155586] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/01/2020] [Revised: 07/03/2020] [Accepted: 07/07/2020] [Indexed: 12/15/2022]
Abstract
No previous studies in Mexico have been found that jointly analyze physical and leisure activities as variables related to mental health in police officers. This paper presents research on burnout in Mexican Police officers. The question it answers is: is there any association of burnout with physical and leisure activities and personal profile? A total of 276 police officers (87% men and 13% women) participated. To obtain information, the Spanish Burnout Inventory and the Operational Police Stress questionnaires were used. A cross sectional study design was utilized with tests of validity and reliability, goodness of fit, analysis of variance (ANOVA), and analysis of k-means clusters. Results showed that a high number of policemen had high prevalence of burnout and a high level of mental exhaustion, and that exercise was positively and significantly related to lower burnout risk. Men showed higher risk than women. Results should be considered to improve interventions and occupational health practices in the police force. This paper improves understanding of burnout among policemen and the importance of exercise and leisure activities to alleviate burnout.
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Basinska BA, Gruszczynska E. <p>Burnout as a State: Random-Intercept Cross-Lagged Relationship Between Exhaustion and Disengagement in a 10-Day Study [Response to Letter]</p>. Psychol Res Behav Manag 2020; 13:491-493. [PMID: 32581608 PMCID: PMC7277823 DOI: 10.2147/prbm.s262432] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2020] [Accepted: 05/12/2020] [Indexed: 11/23/2022] Open
Affiliation(s)
- Beata A Basinska
- Faculty of Management and Economics, Gdansk University of Technology, Gdansk, Poland
- Correspondence: Beata A Basinska Faculty of Management and Economics, Gdansk University of Technology, Narutowicza 11/12, Gdansk80-233, PolandTel +48 58 647 1899Fax +48 58 347 1861 Email
| | - Ewa Gruszczynska
- Faculty of Psychology, University of Social Sciences and Humanities, Warsaw, Poland
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Queirós C, Passos F, Bártolo A, Marques AJ, da Silva CF, Pereira A. Burnout and Stress Measurement in Police Officers: Literature Review and a Study With the Operational Police Stress Questionnaire. Front Psychol 2020; 11:587. [PMID: 32457673 PMCID: PMC7221164 DOI: 10.3389/fpsyg.2020.00587] [Citation(s) in RCA: 38] [Impact Index Per Article: 9.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/04/2020] [Accepted: 03/12/2020] [Indexed: 11/13/2022] Open
Abstract
Research has demonstrated that policing is a stressful occupation and that this stress has a negative impact on police officers' mental and physical health, performance, and interactions with citizens. Mental health at the workplace has become a concern due to the costs of depression, anxiety, burnout, and even suicide, which is high among police officers. To ameliorate occupational health, it is therefore crucial to identify stress and burnout levels on a regular basis. However, the instruments frequently used to measure stress have not valorized the specificity of policing tasks. This study aims to: (i) conduct a literature review to identify questionnaires used to assess occupational stress and burnout among police officers; (ii) analyze the psychometric characteristics of a Portuguese version of Operational Police Stress Questionnaire (PSQ-Op); and, using the PSQ-Op and other questionnaires, (iii) to identify operational stress, burnout, and distress levels among Portuguese police officers. The literature review identified 108 studies which use a multiplicity of questionnaires to measure burnout or occupational stress among police officers, but few studies use specific police stress questionnaires. Sample sizes were mostly below 500 participants and studies were mainly developed in the last decade in the USA and Brazil, but also in another 24 countries, showing the extent of the interest in this topic. This study applied to 2057 police officers from the National Portuguese Police, a force policing urban centers, and used the PSQ-Op, as well the Spanish Burnout Inventory and the Kessler Psychological Distress Scale. The results show that the psychometric properties of the Portuguese version of PSQ-Op are adequate. Factorial analysis revealed two dimensions defined as social and work issues, which were associated with measures of distress and burnout. Fit indices suggested a second-order solution called operational police stress. Overall, and considering the scale range of each questionnaire, the results showed moderate values of operational stress, distress, and burnout. However, considering their cut-off points, 85% of the sample presented high operational stress levels, 11% critical values for burnout, and 28% high distress levels, with 55% of the sample at risk of a psychological disorder. These results reinforce the need to prevent stress and to invest in police officers' occupational health.
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Affiliation(s)
- Cristina Queirós
- Faculty of Psychology and Education Sciences, University of Porto, Porto, Portugal
| | - Fernando Passos
- Psychology Unit of the Portuguese National Police, Lisbon, Portugal
| | - Ana Bártolo
- Center for Health Technology and Services Research (CINTESIS), Department of Education and Psychology, University of Aveiro, Aveiro, Portugal
| | | | | | - Anabela Pereira
- Department of Education and Psychology, University of Aveiro, Aveiro, Portugal
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