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Shi L, Van Veldhoven M, Kooij D, Van De Voorde K, Karanika-Murray M. High-performance work systems and individual performance: a longitudinal study of the differential roles of happiness and health well-being. Front Psychol 2024; 14:1261564. [PMID: 38298369 PMCID: PMC10829052 DOI: 10.3389/fpsyg.2023.1261564] [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: 07/19/2023] [Accepted: 12/22/2023] [Indexed: 02/02/2024] Open
Abstract
As a part of the growing strand of employee-centered HRM research, employee well-being is suggested to be a key mechanism that may help to explain the relationship between HRM and performance. To investigate how an employee's well-being mediates the HRM-performance relationship, we distinguish between two types of well-being identified in prior work, happiness well-being and health well-being, and present arguments for differences in their effects on individual performance. Building on Job Demands-Resources (JDR) theory, we propose that happiness well-being positively mediates the relationship between perceived High-Performance Work Systems (HPWS) and individual task performance, while health well-being negatively mediates this focal relationship. Thus, happiness well-being fits the "mutual gains" perspective. In contrast, health well-being fits the "conflicting outcomes" perspective, and thus may be harmed by the HPWS to enhance the performance. We find partial support for our arguments in an analysis of longitudinal survey data of 420 participants spanning a total of four waves of data collection.
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Affiliation(s)
- Lulu Shi
- School of Management, Xi’an Jiaotong University, Xi’an, Shaanxi, China
| | - Marc Van Veldhoven
- Department Human Resource Studies, Tilburg University, Tilburg, Netherlands
| | - Dorien Kooij
- Department Human Resource Studies, Tilburg University, Tilburg, Netherlands
| | | | - Maria Karanika-Murray
- School of Business, College of Social Sciences, Arts, and Humanities, University of Leicester, Leicester, United Kingdom
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2
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Zhao F, Zhu H, Chen Y. How and When Inclusive Human Resource Management Promotes Employee Well-Being: The Roles of Ambidextrous Fit and Affective Leadership. Psychol Rep 2023:332941231225762. [PMID: 38158819 DOI: 10.1177/00332941231225762] [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: 01/03/2024]
Abstract
Researchers and practitioners have largely recognized the importance of human resource management in addressing the growing trend of workforce diversity to improve employee well-being. However, empirical research on inclusive human resource management (IHRM) remains scarce. Drawing on the conservation of resources theory and the person-environment fit framework, the current study constructs a moderated dual-mediation model to explore how IHRM influences employee well-being through ambidextrous fit (i.e., supplementary fit and complementary fit) and further examine the moderating role of affective leadership. Using three-wave data from 382 employees through the questionnaire survey, the empirical findings indicate that IHRM positively affects employee well-being and that this linkage is mediated by supplementary fit and complementary fit. In addition, we find that affective leadership strengthens the positive influences of IHRM on employee well-being, supplementary fit, and complementary fit as well as the indirect effect of IHRM on employee well-being through ambidextrous fit. We discuss some theoretical and practical implications of our findings and provide research directions.
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Affiliation(s)
- Fuqiang Zhao
- School of Management, Wuhan University of Technology, Wuhan, China
| | - Hanqiu Zhu
- School of Management, Wuhan University of Technology, Wuhan, China
| | - Yun Chen
- School of Management, Wuhan University of Technology, Wuhan, China
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3
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Chin TL, Chee TL. Healthcare workers' safety compliance behavior in times of COVID-19: The interaction model. Work 2023:WOR230522. [PMID: 38143417 DOI: 10.3233/wor-230522] [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: 12/26/2023] Open
Abstract
BACKGROUND Strengthening safety compliance behaviour can reduce the organizations' unexpected financial losses and prevent employees from continuous COVID-19. It drives this study to create a research framework involved by organizational, individual and social factors to predict employees' safety compliance behaviour. OBJECTIVE This study examines how risk perceptions of COVID-19, employee well-being, workplace health and safety training, safety motivation and safety related stigma impact safety compliance behavior in times COVID-19 pandemic. METHODS A self-administered questionnaire was disseminated to healthcare workers. In all, 344 acceptable questionnaires were derived for further analysis. RESULTS The results revealed that the risk perception of COVID-19 and employee well-being has no significant relationship with safety compliance behavior. Similarly, safety related stigma also has no moderating effect on safety motivation and safety compliance behavior. However, workplace health and safety training and safety motivation have significant relationships with safety compliance behavior. CONCLUSION This study contributes to the literature by illuminating on the importance of organizational, individual, social factors and how they can interact with safety compliance behaviour. Additionally, knowing the unique function of safety related stigma in building safety compliance behaviour may help guide future efforts and training initiatives to enhance workplace safety.
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Affiliation(s)
- Tay Lee Chin
- Tunku Abdul Rahman University of Management and Technology, Kuala Lumpur, Malaysia
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4
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Jin J, Ikeda H. The Role of Empathic Communication in the Relationship between Servant Leadership and Workplace Loneliness: A Serial Mediation Model. Behav Sci (Basel) 2023; 14:4. [PMID: 38275346 PMCID: PMC10812758 DOI: 10.3390/bs14010004] [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] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2023] [Revised: 12/10/2023] [Accepted: 12/18/2023] [Indexed: 01/27/2024] Open
Abstract
Researchers have increasingly concentrated on loneliness in the workplace as a crucial factor influencing the mental health of employees and the viability of telework. In contrast, the current understanding of the strategies mitigating workplace loneliness and how leaders utilize their behaviors to impact followers' loneliness remains limited. Since servant leadership values the emotional needs of followers and displays a high level of empathy, this study investigated the direct and indirect effects of servant leadership on workplace loneliness. In this study, 267 employees (mean age = 31.5 years) from 28 provinces in China were recruited to participate in this survey. We proposed that servant leaders motivate their own empathic communication and other followers' empathic communication to reduce lonely followers' workplace loneliness. This research further examined the relationship between the leader's and colleagues' empathic communication, and the two jointly mediate the connection between servant leadership and followers' workplace loneliness. We constructed a serial mediation model to examine the relationships between servant leadership, leader's empathic communication, colleagues' empathic communication, and workplace loneliness. The results indicate that servant leadership creates a cycle of empathy and provides insights into building a culture of empathy to improve employee well-being.
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Affiliation(s)
- Jiaying Jin
- Graduate School of Human-Environment Studies, Kyushu University, Fukuoka 8190382, Japan
| | - Hiroshi Ikeda
- Faculty of Human-Environment Studies, Kyushu University, Fukuoka 8190382, Japan
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Edelmann CM, Boen F, Stouten J, Vande Broek G, Fransen K. The Power of Peer Leaders: Exploring the Link between Peer Leadership Behaviors and Sustainable Work Outcomes. Behav Sci (Basel) 2023; 14:2. [PMID: 38275344 PMCID: PMC10813210 DOI: 10.3390/bs14010002] [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] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/25/2023] [Revised: 12/13/2023] [Accepted: 12/14/2023] [Indexed: 01/27/2024] Open
Abstract
Most leadership studies primarily focus on formal leaders, often overlooking the influence of leaders within the team. While prior research has shown that peer leaders can have a beneficial impact on various team outcomes, it is yet unclear which peer leadership behaviors precisely foster a supportive and sustainable work environment. Building upon the recent identification of 10 peer leadership roles and 37 underlying functions, the current study aims to investigate the relationships between these peer leadership roles and functions and key outcomes (i.e., job satisfaction, team cohesion, team effectiveness, and OCB). A total of 31 organizational teams, comprising 182 employees from diverse sectors, participated in a quantitative survey. Employing multilevel modeling analysis, the findings demonstrated that each leadership role and nearly every function predicted at least one outcome, highlighting their significance within organizational teams. Additionally, Necessary Condition Analysis revealed that specific roles and functions were necessary for generating one or more outcomes. Finally, we found that most of the significant relationships remained consistent across teams, regardless of their size, tenure, or level of team identification. These findings refine our understanding of shared leadership and how peer leaders can create a sustainable workplace by fostering employee well-being and productivity in organizational teams.
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Affiliation(s)
- Charlotte M. Edelmann
- Department of Movement Sciences, KU Leuven, Tervuursevest 101, P.O. Box 1500, 3001 Leuven, Belgium; (F.B.); (G.V.B.)
| | - Filip Boen
- Department of Movement Sciences, KU Leuven, Tervuursevest 101, P.O. Box 1500, 3001 Leuven, Belgium; (F.B.); (G.V.B.)
| | - Jeroen Stouten
- Faculty of Psychology and Educational Sciences, KU Leuven, Dekenstraat 2, P.O. Box 3725, 3000 Leuven, Belgium;
| | - Gert Vande Broek
- Department of Movement Sciences, KU Leuven, Tervuursevest 101, P.O. Box 1500, 3001 Leuven, Belgium; (F.B.); (G.V.B.)
| | - Katrien Fransen
- Department of Movement Sciences, KU Leuven, Tervuursevest 101, P.O. Box 1500, 3001 Leuven, Belgium; (F.B.); (G.V.B.)
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Hyży A, Jaworski M, Cieślak I, Gotlib-Małkowska J, Panczyk M. Improving Eating Habits at the Office: An Umbrella Review of Nutritional Interventions. Nutrients 2023; 15:5072. [PMID: 38140338 PMCID: PMC10745686 DOI: 10.3390/nu15245072] [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] [Received: 11/07/2023] [Revised: 12/08/2023] [Accepted: 12/10/2023] [Indexed: 12/24/2023] Open
Abstract
(1) Workplace nutrition interventions have garnered attention as a pivotal component of employee well-being and organisational productivity. However, the effectiveness of various intervention types remains inconclusive. This review aims to systematically evaluate the efficacy of cognitive, behavioural, and mixed nutrition interventions in the workplace, considering the nuances of intervention design, setting, and target demographics. (2) A comprehensive umbrella review was conducted, categorising the existing literature into person-oriented and environmental strategies. This review was prepared in line with the Joanna Briggs Institute methodology for umbrella reviews and the preferred reporting items for systematic reviews and meta-analyses reporting standard. (3) The analysis revealed a lack of definitive evidence supporting the universal effectiveness of any single intervention type. Nonetheless, behavioural and mixed interventions demonstrated more favourable outcomes as compared to purely cognitive strategies. Factors such as intervention design, workplace setting, and target group characteristics were identified as significant determinants of the intervention success. (4) The review emphasises the imperative for additional investigations that utilise evidence-based approaches to formulate sound guidelines for efficacious nutrition interventions in occupational settings. This review functions as a foundational framework for guiding both scholarly research and the pragmatic execution of nutrition programs in the workplace.
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Affiliation(s)
| | | | | | | | - Mariusz Panczyk
- Department of Education and Research in Health Sciences, Faculty of Health Science, Medical University of Warsaw, 00-581 Warsaw, Poland; (A.H.); (M.J.); (I.C.); (J.G.-M.)
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Yunus S, Whitfield K, Sayed Mostafa AM. High-performance HR practices, job demands and employee well-being: The moderating role of managerial support. Stress Health 2023; 39:1106-1123. [PMID: 37186367 DOI: 10.1002/smi.3252] [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] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/02/2022] [Revised: 03/11/2023] [Accepted: 04/12/2023] [Indexed: 05/17/2023]
Abstract
Drawing on the labour process theory and the job-demands resources model, this study challenges the assumption of beneficial effects of high-performance HR practices (HPHRP). The study argues that such practices lead to heightened work demands, which in turn compromise employees' well-being. The study also argues that the negative consequences associated with HPHRP can be ameliorated when employees receive support from their managers. To test the study's moderated mediation model, multisource matched employer-employee data from the Workplace Employment Relations Survey 2011 is used. Results of generalised multilevel structural equation modelling in STATA revealed that the relationship between HPHRP and well-being (anxiety and depression) is mediated by Job demands (JD). Furthermore, the relationship between JD and both anxiety and depression is moderated by Managerial support (MS), such that when the level of MS is high, the positive relationship between HPHRP and both anxiety and depression via JD is weaker. Taken together, the findings of the study advance our understanding of why and when HPHRP may impair employees' well-being.
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Affiliation(s)
- Suhaer Yunus
- Lincoln International Business School, University of Lincoln, Lincoln, UK
| | | | - Ahmed Mohammed Sayed Mostafa
- Leeds University Business School, University of Leeds, Leeds, UK
- Faculty of Commerce, Assiut University, Assiut, Egypt
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8
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Kruse GC, MDiv BTM. A Movement to Redefine our Relationship With Work. Am J Health Promot 2023; 37:579-582. [PMID: 37194140 DOI: 10.1177/08901171231159711e] [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] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 05/18/2023]
Abstract
The Great Resignation ushered in a new world of work and fostered the growth of Quiet Quitting. Employers stand at a crossroads: Meet this moment head-on or risk losing the best and brightest. How we address this new dynamic will influence the way we work for years to come.
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9
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Huang Y, Benford S, Li B, Price D, Blake H. Feasibility and Acceptability of an Internet of Things-Enabled Sedentary Behavior Intervention: Mixed Methods Study. J Med Internet Res 2023; 25:e43502. [PMID: 36848183 PMCID: PMC10012006 DOI: 10.2196/43502] [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: 10/13/2022] [Revised: 10/26/2022] [Accepted: 01/23/2023] [Indexed: 01/24/2023] Open
Abstract
BACKGROUND Encouraging office workers to break up prolonged sedentary behavior (SB) at work with regular microbreaks can be beneficial yet challenging. The Internet of Things (IoT) offers great promise for delivering more subtle and hence acceptable behavior change interventions in the workplace. We previously developed an IoT-enabled SB intervention, called WorkMyWay, by applying a combination of theory-informed and human-centered design approaches. According to the Medical Research Council's framework for developing and evaluating complex interventions such as WorkMyWay, process evaluation in the feasibility phase can help establish the viability of novel modes of delivery and identify facilitators and barriers to successful delivery. OBJECTIVE This study aims to evaluate the feasibility and acceptability of the WorkMyWay intervention and its technological delivery system. METHODS A mixed methods approach was adopted. A sample of 15 office workers were recruited to use WorkMyWay during work hours for 6 weeks. Questionnaires were administered before and after the intervention period to assess self-report occupational sitting and physical activity (OSPA) and psychosocial variables theoretically aligned with prolonged occupational SB (eg, intention, perceived behavioral control, prospective memory and retrospective memory of breaks, and automaticity of regular break behaviors). Behavioral and interactional data were obtained through the system database to determine adherence, quality of delivery, compliance, and objective OSPA. Semistructured interviews were conducted at the end of the study, and a thematic analysis was performed on interview transcripts. RESULTS All 15 participants completed the study (attrition=0%) and on average used the system for 25 tracking days (out of a possible 30 days; adherence=83%). Although no significant change was observed in either objective or self-report OSPA, postintervention improvements were significant in the automaticity of regular break behaviors (t14=2.606; P=.02), retrospective memory of breaks (t14=7.926; P<.001), and prospective memory of breaks (t14=-2.661; P=.02). The qualitative analysis identified 6 themes, which lent support to the high acceptability of WorkMyWay, though delivery was compromised by issues concerning Bluetooth connectivity and factors related to user behaviors. Fixing technical issues, tailoring to individual differences, soliciting organizational supports, and harnessing interpersonal influences could facilitate delivery and enhance acceptance. CONCLUSIONS It is acceptable and feasible to deliver an SB intervention with an IoT system that involves a wearable activity tracking device, an app, and a digitally augmented everyday object (eg, cup). More industrial design and technological development work on WorkMyWay is warranted to improve delivery. Future research should seek to establish the broad acceptability of similar IoT-enabled interventions while expanding the range of digitally augmented objects as the modes of delivery to meet diverse needs.
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Affiliation(s)
- Yitong Huang
- School of Media and Communication, Shanghai Jiaotong University, Shanghai, China
| | - Steve Benford
- School of Computer Science, University of Nottingham, Nottingham, United Kingdom
| | - Benqian Li
- School of Media and Communication, Shanghai Jiaotong University, Shanghai, China
| | - Dominic Price
- School of Computer Science, University of Nottingham, Nottingham, United Kingdom
| | - Holly Blake
- School of Health Sciences, University of Nottingham, Nottingham, United Kingdom.,NIHR Nottingham Biomedical Research Centre, Nottingham, United Kingdom
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10
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Shih FC, Yeh SCJ, Hsu WL. Abusive supervision and employee well-being of nursing staff: Mediating role of occupational stress. J Adv Nurs 2023; 79:664-675. [PMID: 36511427 DOI: 10.1111/jan.15538] [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: 05/13/2022] [Revised: 10/18/2022] [Accepted: 12/01/2022] [Indexed: 12/15/2022]
Abstract
AIM The study examined whether occupational stress mediated the relationship between abusive supervision and well-being of nursing staff. DESIGN A cross-sectional questionnaire survey was administered. METHODS Data were collected at three-time points between July 2020 and January 2021. A total of 313 valid responses were obtained from nurses working in a general hospital in Taiwan. The data were analysed using descriptive statistics, Pearson's correlation analysis and the bootstrap method. RESULTS Abusive supervision was positively associated with occupational stress (β = 0.288, SE = 0.069, 95% CI [0.152, 0.423]) and negatively associated with employee well-being, including psychological (β = -0.350, SE = 0.084, 95% CI [-0.515, -0.186]), physical (β = -0.301, SE = 0.080, 95% CI [-0.459, -0.143]) and social well-being (β = -0.422, SE = 0.121, 95% CI [-0.661, -0.183]). Occupational stress was negatively related to employee well-being. A mediation analysis with bootstrapping revealed that occupational stress mediated the relationship between abusive supervision and employee well-being, which included psychological (95% bootstrap CI [-0.183, -0.046]), physical (95% bootstrap CI [-0.212, -0.062]) and social well-being (95% bootstrap CI [-0.178, -0.040]). CONCLUSION Abusive supervision influences employee well-being. Occupational stress mediates the relationship between abusive supervision and employee well-being. To improve employee well-being, hospital administrators should develop policies for effectively managing nursing supervisors' abusive behaviour and subordinates' stress management. IMPACT Abusive supervision increased the occupational stress of employees and influenced their well-being. Thus, educational courses should be implemented to train supervisors to practice positive leadership and treat employees fairly. Promoting stress management among nursing staff may lead to the prompt reporting of abusive events and improved employee well-being. NO PATIENT OR PUBLIC CONTRIBUTION This study investigated the relationship between the abusive supervision and employee well-being of nursing employees. No patient or public contribution is involved in this study.
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Affiliation(s)
- Fang-Chi Shih
- Department of Business Management, National Sun Yat-sen University, Kaohsiung, Taiwan.,Medical Affair Management Office, E-Da Cancer Hospital, Kaohsiung, Taiwan
| | - Shu-Chuan Jennifer Yeh
- Institute of Health Care Management & Department of Business Management, National Sun Yat-sen University, Kaohsiung, Taiwan.,Management Studies Research Center, National Sun Yat-sen University, Kaohsiung, Taiwan.,Department of Healthcare Administration and Medical Informatics, Kaohsiung Medical University, Kaohsiung, Taiwan
| | - Wan-Ling Hsu
- Administration Center, E-Da Hospital, Kaohsiung, Taiwan
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11
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DeMott B, Aziz S, Wuensch K, Dolbier C. Labor of love, or love of labor? Psychological capital's mitigating role in the relationship between workaholism and work stress. Work 2023; 74:341-352. [PMID: 36214008 DOI: 10.3233/wor-210467] [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: 01/15/2023] Open
Abstract
BACKGROUND Workaholism is conceptualized as a compulsive need to work incessantly, and it is related to numerous detrimental organizational and individual consequences. For that reason, it is imperative that researchers uncover possible variables that can alleviate its potentially harmful effects. OBJECTIVE This study aims to examine the relationship between workaholism, psychological capital (PsyCap), physical health, and work stress. The potential mitigating role that PsyCap could play between workaholism and physical health, as well as work stress, was also examined. METHODS Data on workaholism, PsyCap, physical health, and work stress were collected from 343 full-time faculty and staff from a large Southeastern university. RESULTS Results showed workaholism negatively related to physical health and positively related to work stress. Additionally, PsyCap had a positive relationship with physical health and a negative relationship with work stress. Moreover, PsyCap moderated the relationship between workaholism and work stress, such that as PsyCap increased, the relationship between workaholism and work stress weakened. CONCLUSIONS PsyCap may be a fairly simple and cost-effective intervention for organizations to implement, as it can be learned through short training sessions. By incorporating PsyCap, organizations may be able to help mitigate levels of stress in their employees, specifically among those who suffer from workaholism.
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Affiliation(s)
- Beatrice DeMott
- Department of Psychology, East Carolina University, Greenville, NC, USA
| | - Shahnaz Aziz
- Department of Psychology, East Carolina University, Greenville, NC, USA
| | - Karl Wuensch
- Department of Psychology, East Carolina University, Greenville, NC, USA
| | - Christyn Dolbier
- Department of Psychology, East Carolina University, Greenville, NC, USA
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12
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Gellmers J, Yan N. Digital Leisure Engagement and Positive Outcomes in the Workplace: A Systematic Literature Review. Int J Environ Res Public Health 2023; 20:1014. [PMID: 36673769 PMCID: PMC9859073 DOI: 10.3390/ijerph20021014] [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: 11/27/2022] [Revised: 01/01/2023] [Accepted: 01/03/2023] [Indexed: 06/17/2023]
Abstract
The rise of the Internet and information and communication technologies (ICTs) has led to employees spending increasingly more time on non-work-related digital activities at work. A vast literature base exists that is devoted to the potential adverse effect of such activities in the form of cyberloafing. However, not much is known about the positive outcomes of such activities conceptualized as digital leisure. The present review systematically examines current literature on digital leisure activities and how these contribute to positive outcomes in the workplace. Additionally, possible moderating and mediating variables are investigated. Using the preferred reporting items for systematic reviews and meta-analyses (PRISMA) framework, eight peer-reviewed studies were identified that met inclusion criteria. The results indicate that resource recovery processes and employee well-being, as well as employee productivity are positively associated with digital leisure in the workplace. Age was found to moderate the relationship between digital leisure and self-reported employee productivity, while employee satisfaction was found to mediate the relationship between digital leisure and employee productivity. Future research directions are outlined and implications for the work context are discussed.
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Affiliation(s)
- Joschka Gellmers
- Department of Psychology, Faculty of Behavioural and Social Sciences, University of Groningen, 9712 CP Groningen, The Netherlands
| | - Nanxi Yan
- Department of Psychology, Faculty of Behavioural and Social Sciences, University of Groningen, 9712 CP Groningen, The Netherlands
- Department of HRM & OB, Faculty of Economics and Business, University of Groningen, 9747 AJ Groningen, The Netherlands
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13
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Marzocchi I, Ghezzi V, Di Tecco C, Ronchetti M, Ciampa V, Olivo I, Barbaranelli C. Demand-Resource Profiles and Job Satisfaction in the Healthcare Sector: A Person-Centered Examination Using Bayesian Informative Hypothesis Testing. Int J Environ Res Public Health 2023; 20:967. [PMID: 36673725 PMCID: PMC9858661 DOI: 10.3390/ijerph20020967] [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: 12/12/2022] [Revised: 12/29/2022] [Accepted: 01/03/2023] [Indexed: 06/17/2023]
Abstract
Work characteristics may independently and jointly affect well-being, so that whether job demands deplete or energize employees depends on the resources available in the job. However, contradictory results on their joint effects have emerged so far in the literature. We argue that these inconsistencies can be partially explained by two arguments in the contemporary literature in the field. First, most studies in the job design domain are based on classic variable-centered methodologies which, although informative, are not well suited to investigate complex patterns of interactions among multiple variables. Second, these studies have mainly focused on generic work characteristics (e.g., workload, control, support), and are lacking in occupational specificity. Thus, to overcome these limitations, in the current research we include generic and occupation-specific work characteristics and adopt a person-centered approach to (a) identify different patterns of interactions of job demands and resources in a sample of healthcare employees, and (b) determine the degree to which these patterns are associated with employee well-being. We involved a sample of 1513 Italian healthcare providers and collected data on key job demands (workload, emotional dissonance, patient demands and physical demands) and resources (control, management support and peers' support). We focused on job satisfaction as a broad indicator of well-being. Latent profile analysis revealed four profiles of job demands and resources: high strain-isolated, resourceless, resourceful and active job on the ward. The results of Bayesian informative hypothesis testing showed the highest support for the hypothesis stating that healthcare employees belonging to the active job on the ward profile (medium-high demands, high resources) were the most satisfied. Conversely, employees belonging to the high strain-isolated profile (high demands, low resources) and the resourceless profile (medium-low demands, low resources) were the least satisfied. Overall, our study confirms the key role played by job resources in determining well-being in high-risk sectors, demonstrating that job satisfaction can develop both in challenging and less demanding situations. On a practical level, mapping the complexity of the healthcare psychosocial work environment has important implications, allowing for a better assessment process of employee well-being and helping to identify the most effective and fitting interventions.
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Affiliation(s)
- Ivan Marzocchi
- Department of Psychology, Sapienza—University of Rome, 00185 Rome, Italy
| | - Valerio Ghezzi
- Department of Psychology, Sapienza—University of Rome, 00185 Rome, Italy
| | - Cristina Di Tecco
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority (INAIL), Monte Porzio Catone, 00078 Rome, Italy
| | - Matteo Ronchetti
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority (INAIL), Monte Porzio Catone, 00078 Rome, Italy
| | - Valeria Ciampa
- Department of Psychology, Sapienza—University of Rome, 00185 Rome, Italy
| | - Ilaria Olivo
- Department of Psychology, Sapienza—University of Rome, 00185 Rome, Italy
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14
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He P, Wang J, Zhou H, Zhang C, Liu Q, Xie X. Workplace friendship, employee well-being and knowledge hiding: The moderating role of the perception of Chaxu climate. Front Psychol 2022; 13:1036579. [PMID: 36524177 PMCID: PMC9746239 DOI: 10.3389/fpsyg.2022.1036579] [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] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/04/2022] [Accepted: 11/07/2022] [Indexed: 08/03/2023] Open
Abstract
In recent years, knowledge hiding has become a hot topic in the field of organizational behavior because of its great harm. However, relevant studies have focused only on the negative interpersonal antecedents of knowledge hiding but neglected the inhibition effect of positive informal relationships on the behavior. To fill this gap, the current study develops a moderated mediation model to investigate how and when workplace friendship has a negative impact on knowledge hiding. Drawing on social exchange theory (SET), we propose that workplace friendship inhibits knowledge hiding through the mediating role of employee well-being, with the Perception of Chaxu climate acting as a boundary condition. Using data from a two-wave time-lagged survey of 279 employees in China, the results show that workplace friendship has a negative impact on knowledge hiding behavior. Specifically, workplace friendship inhibits knowledge hiding by satisfied employee well-being, i.e., workplace friendship has a positive impact on employee well-being, while employee well-being has a negative impact on knowledge hiding. Perception of Chaxu Climate moderates the indirect effect, as the level of employee's Perception of Chaxu climate rises, the direct effect of workplace friendship on employee well-being is stronger, so as the indirect effect of workplace friendship on knowledge hiding. This article explores the mechanisms affecting employee knowledge hiding from a new interpersonal perspective of workplace friendship. It is enlightened that firms should pay attention to the management of workplace friendship, provide employee with opportunities to establish workplace friendship while providing proper guidance on the direction of workplace friendship and improving the quality of it, in order to promote employees' happiness perception and organizational knowledge management ability.
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Affiliation(s)
- Peixu He
- Business School, Huaqiao University, Quanzhou, China
| | - Jun Wang
- Business School, Huaqiao University, Quanzhou, China
| | - Hanhui Zhou
- Business School, Huaqiao University, Quanzhou, China
| | - Chi Zhang
- Kedge Business School, Domaine de Luminy, Marseille, France
| | - Qiyuan Liu
- Business School, Huaqiao University, Quanzhou, China
| | - Xin Xie
- Business School, Huaqiao University, Quanzhou, China
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15
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Katz-Wise SL, Boskey ER, Godwin EG, Thomson K, Post J, Gordon AR. "We're Moving in the Right Direction. Still a Long Way to Go": Experiences and Perceptions of the Climate for LGBTQ+ Employees at a Pediatric Hospital. J Homosex 2022; 69:2286-2304. [PMID: 34115579 DOI: 10.1080/00918369.2021.1938468] [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: 06/12/2023]
Abstract
A positive LGBTQ+ (lesbian, gay, bisexual, transgender/nonbinary, queer) workplace climate is critical for healthcare employee satisfaction, productivity, and patient care. The current study assessed LGBTQ+ workplace climate among 791 employees from a large urban pediatric hospital. Several workplace climate domains were assessed in an online survey: employee attitudes, training, experiences related to working with LGBTQ+ colleagues, patients and families, and LGBTQ+-specific experiences. For most domains, half or more of respondents perceived an affirming LGBTQ+ climate. LGBTQ+ employees perceived a less affirming climate than cisgender heterosexual employees. LGBTQ+ employees, especially transgender/nonbinary employees, experienced numerous discriminatory situations. Over 90% of participants felt competent and qualified to work with LGB patients/families; 80% felt competent and qualified to work with TNB patients/families. Themes from open-ended survery responses reflected three LGBTQ+ climate components: systemic, interpersonal, and "grassroots" (affinity group) initiatives. Findings inform strategies to improve LGBTQ+ employee experiences and competency caring for LGBTQ+ patients and families.
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Affiliation(s)
- Sabra L Katz-Wise
- Division of Adolescent/Young Adult Medicine, Boston Children's Hospital, Boston, Massachusetts, USA
- Department of Pediatrics, Harvard Medical School, Boston, Massachusetts, USA
- Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, Massachusetts, USA
| | - Elizabeth R Boskey
- Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, Massachusetts, USA
- Center for Gender Surgery, Boston Children's Hospital, Boston, Massachusetts, USA
| | - Eli G Godwin
- Division of Adolescent/Young Adult Medicine, Boston Children's Hospital, Boston, Massachusetts, USA
- Department of Social and Behavioral Sciences, Harvard T. H. Chan School of Public Health, Boston, Massachusetts, USA
| | - Katharine Thomson
- Department of Psychiatry, Boston Children's Hospital, Boston, Massachusetts, USA
- Department of Psychiatry, Harvard Medical School, Boston, Massachusetts, USA
| | - Julian Post
- Department of Anesthesiology, Critical Care and Pain Medicine, Boston Children's Hospital, Boston, Massachusetts, USA
| | - Allegra R Gordon
- Department of Community Health Sciences, Boston University School of Public Health, Boston, Massachusetts, USA
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16
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Ghezzi V, Ciampa V, Probst TM, Petitta L, Marzocchi I, Olivo I, Barbaranelli C. Integrated Patterns of Subjective Job Insecurity: A Multigroup Person-Centered Study. Int J Environ Res Public Health 2022; 19:13306. [PMID: 36293888 PMCID: PMC9602992 DOI: 10.3390/ijerph192013306] [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: 08/29/2022] [Revised: 10/12/2022] [Accepted: 10/12/2022] [Indexed: 06/16/2023]
Abstract
Past research attests to the pivotal role of subjective job insecurity (JI) as a major stressor within the workplace. However, most of this research has used a variable-centered approach to evaluate the relative importance of one (or more) JI facets in explaining employee physical and psychological well-being. Relatively few studies have adopted a person-centered approach to investigate how different appraisals of JI co-occur within employees and how these might lead to the emergence of distinct latent profiles of JI, and, moreover, how those profiles might covary with well-being, personal resources, and performance. Using conservation of resources (COR) theory as our overarching theoretical framework and latent profile analysis as our methodological approach, we sought to fill this gap. To evaluate the external validity of our study results, we used employee sample data from two different countries (Italy and the USA) with, respectively, n = 743 and n = 494 employees. Results suggested the emergence of three profiles (i.e., the "secure", the "average type", and the "insecure") in both country samples. The "secure" group systematically displayed a less vulnerable profile in terms of physical and psychological well-being, self-rated job performance, positive orientation, and self-efficacy beliefs than the "insecure" group, while the "average" type position on the outcomes' continua was narrower. Theoretically, this supports COR's notion of loss spirals by suggesting that differing forms of JI appraisals tend to covary within-person. Practical implications in light of labor market trends and the COVID-19 pandemic are discussed.
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Affiliation(s)
- Valerio Ghezzi
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Valeria Ciampa
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Tahira M. Probst
- Department of Psychology, Washington State University Vancouver, 14204 NE Salmon Creek Avenue, Vancouver, WA 98686-9600, USA
| | - Laura Petitta
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Ivan Marzocchi
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Ilaria Olivo
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
| | - Claudio Barbaranelli
- Department of Psychology, Sapienza University of Rome, Via dei Marsi, 78, 00185 Rome, Italy
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17
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Dong J, Yan S. A Multicriteria Approach for Measuring Employee Well-Being. Front Psychol 2022; 13:795960. [PMID: 35712150 PMCID: PMC9197189 DOI: 10.3389/fpsyg.2022.795960] [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: 10/15/2021] [Accepted: 05/11/2022] [Indexed: 11/15/2022] Open
Abstract
This paper proposes that employee well-being includes four dimensions: job satisfaction, life satisfaction, positive affect, and negative affect. Each dimension is interdependent and correlated. Therefore, the measurement of employee well-being is complicated and fuzzy. This study aims to treat the measurement of employee well-being as a fuzzy problem, construct a measurement model from the perspective of multi-criteria decision making, and establish the preference relationship between indicators through fuzzy measure and Choquet integral. Applying multiple linear regression analysis and the heuristic least mean squares method, the main findings are as follows: (1) It is inappropriate to use job satisfaction as a substitute for measuring employee well-being, as the weight of job satisfaction is the lowest among the four dimensions. (2) Employee well-being is also largely reflected in their overall satisfaction with life because life satisfaction is the most heavily weighted. (3) Employee well-being needs to consider the emotion-related indicators and satisfaction-related indicators comprehensively because fuzzy analysis proves that their relationship is redundant. Finally, the practical implications of these findings and future research directions are discussed.
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Affiliation(s)
- Junjie Dong
- School of Economics and Management, Tongji University, Shanghai, China
| | - Shumin Yan
- School of Economics and Management, Tongji University, Shanghai, China
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18
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Teetzen F, Bürkner PC, Gregersen S, Vincent-Höper S. The Mediating Effects of Work Characteristics on the Relationship between Transformational Leadership and Employee Well-Being: A Meta-Analytic Investigation. Int J Environ Res Public Health 2022; 19:ijerph19053133. [PMID: 35270825 PMCID: PMC8910295 DOI: 10.3390/ijerph19053133] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [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: 02/10/2022] [Revised: 02/28/2022] [Accepted: 03/04/2022] [Indexed: 02/04/2023]
Abstract
Evidence points to an indirect relationship between transformational leadership (TFL) and employee well-being, and numerous work characteristics have been identified as mediators. However, the relative mediating effect of different types of job resources and job demands on the TFL-well-being relationship remains unclear, rendering it impossible to determine which ones are the most influential. This study aims to provide a comprehensive analysis of the relative mediation potential of different work characteristics in the TFL-well-being relationship in multiple three-level meta-analytical structural equation models of 243 samples. Based on the JD-R Model, this study extends this theoretical framework by suggesting TFL as a predisposing variable that influences both job resources and job demands, leading to changes in indicators of both positive and negative employee well-being. The results show that, while all the examined job resources and demands mediated the TFL-well-being relationship, organizational resources were identified as the strongest mediators. Furthermore, job demands had a strong mediating effect on the relationship between TFL and negative well-being, while job resources more strongly mediated TFL and positive well-being. We present a differentiated picture of how transformational leaders can influence their employees' well-being at the workplace, providing valuable knowledge for future research and practice.
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Affiliation(s)
- Friederike Teetzen
- Department of Work & Organizational Psychology, University of Hamburg, 20146 Hamburg, Germany;
- Correspondence:
| | | | - Sabine Gregersen
- Institution for Statutory Accident Insurance and Prevention in the Health and Welfare Services, 22089 Hamburg, Germany;
| | - Sylvie Vincent-Höper
- Department of Work & Organizational Psychology, University of Hamburg, 20146 Hamburg, Germany;
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19
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Abstract
Research indicates that Positive Psychology Interventions (PPIs) in the work context have a small positive impact on improving desirable work outcomes, and a small to moderate effect on reducing undesirable work outcomes, suggesting that the effects of PPIs are not trivial, but also not large. Whereas this may be related to the difficulty of changing oneself or one's happiness levels, the relatively small effects of PPIs may also be due to the predominant use of one-off interventions instead of more structural interventions that reflect policy level commitment. Furthermore, since most PPIs tend to focus on the individual, one could question the long-term effectiveness of such interventions, especially when the work environment remains unchanged. In this manuscript, I introduce a typology of PPIs in organizations by distinguishing between the organizational level they target (the individual or group level), and between one-off and structural interventions. I argue that different types of interventions can strengthen each other, and that to make a sustainable contribution to the optimal functioning of workers, PPIs need to comprise a wide variety of one-off and structural interventions targeting both individuals and groups in organizations. Furthermore, I make suggestions for improving the long-term effectiveness of PPIs by drawing on the literature on transfer of training, nudging, and positive design.
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Affiliation(s)
- Marianne van Woerkom
- Department of Human Resource Studies, Tilburg University, Tilburg, Netherlands
- Center of Excellence for Positive Organizational Psychology, Erasmus University Rotterdam, Rotterdam, Netherlands
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20
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Wang W, Kang SW, Choi SB. Effects of Employee Well-Being and Self-Efficacy on the Relationship between Coaching Leadership and Knowledge Sharing Intention: A Study of UK and US Employees. Int J Environ Res Public Health 2021; 18:ijerph182010638. [PMID: 34682385 PMCID: PMC8535319 DOI: 10.3390/ijerph182010638] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [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: 08/14/2021] [Revised: 09/28/2021] [Accepted: 10/03/2021] [Indexed: 11/16/2022]
Abstract
Knowledge acquisition practices are important to enterprises, particularly since market competition is intensifying. In recent years, organizations have begun to pay more attention to knowledge sharing practices. Many organizations are looking for methods to motivate their employees to actively share knowledge with other employees. This study uses the conservation of resources theory to examine coaching leadership as an antecedent-and employee well-being as a mediator-in facilitating knowledge sharing intention; it finds that self-efficacy is the boundary condition in these relations. We collected data in two waves and recruited participants online-full-time employees in the UK and US. Using a sample of 322 employees, we conducted a confirmatory factor analysis to test the validity of the results and used hierarchical multiple regression to examine the direct and interaction effects. Then, we used the bootstrapping method to test the indirect and moderated mediation effects. Our results show that coaching leadership is positively related to knowledge sharing intention, and employee well-being mediates the relationship. Moreover, self-efficacy positively moderates the direct and indirect effects. Our findings demonstrate that employee well-being is a mediating mechanism in the relationship between coaching leadership and knowledge sharing intention, with self-efficacy acting as a boundary condition.
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Affiliation(s)
- Wenxian Wang
- College of Business, Gachon University, Seongnam 13120, Korea;
| | - Seung-Wan Kang
- College of Business, Gachon University, Seongnam 13120, Korea;
- Correspondence: (S.-W.K.); (S.B.C.)
| | - Suk Bong Choi
- College of Global Business, Korea University, 2511 Sejong-ro, Sejong City 30019, Korea
- Correspondence: (S.-W.K.); (S.B.C.)
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21
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Li P, Peeters MCW, Taris TW, Zhang Y. In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and Their Implications for Employee's Well-Being. Front Psychol 2021; 12:708309. [PMID: 34557133 PMCID: PMC8452854 DOI: 10.3389/fpsyg.2021.708309] [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: 05/11/2021] [Accepted: 08/16/2021] [Indexed: 11/25/2022] Open
Abstract
Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined: (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation sample (Study 1, n = 514), we found that job demands and resources can be appraised as both challenges and hindrances. In addition, challenge appraisals can mitigate the detrimental impact of job demands on engagement and burnout; and hindrance appraisals can strengthen the detrimental effects of job demands on burnout. Further, hindrance appraisals of job resources reduce their beneficial effects on engagement and burnout. Study 2 (n = 316 nurses in a hospital) further showed that challenge appraisals of job demands can reduce their impact on burnout while challenge appraisals of job resources will strengthen their positive effect on employee engagement and burnout. We discuss study implications as well as future research directions.
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Affiliation(s)
- Peikai Li
- Social, Health and Organisational Psychology, Utrecht University, Utrecht, Netherlands
| | - Maria C W Peeters
- Social, Health and Organisational Psychology, Utrecht University, Utrecht, Netherlands.,Human Performance Management Group, Eindhoven University of Technology, Eindhoven, Netherlands
| | - Toon W Taris
- Social, Health and Organisational Psychology, Utrecht University, Utrecht, Netherlands
| | - Yejun Zhang
- Department of Management, Robert C. Vackar College of Business & Entrepreneurship, University of Texas Rio Grande Valley, Edinburg, TX, United States
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22
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Qi W, Enhua H, Jiandong S, Hongmei S. Double-Edged Sword Effect of High-Performance Work System on Employee Well-Being-Moderating Effect of Union Practice. Front Psychol 2021; 12:619345. [PMID: 34421698 PMCID: PMC8374043 DOI: 10.3389/fpsyg.2021.619345] [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: 10/20/2020] [Accepted: 07/01/2021] [Indexed: 11/13/2022] Open
Abstract
Improving the well-being of the employees is the inevitable choice to improve corporate performance and competitive advantage and the social responsibility that enterprises must undertake. Based on the job demands-resources model, this study introduces perceived organizational support and work stress as the mediator and trade union practice as the moderator to explore the double-edged sword effect of a high-performance work system (HPWS) on the well-being of the employee. Taking 243 employees from Jiangsu, Zhejiang, and Anhui as samples, we found that HPWS positively affects the well-being of the employee through perceived organizational support and negatively affects the well-being of the employee through work stress. Union practices can significantly reduce the positive effect of HPWS on work stress and further weaken the negative effect of HPWS on the well-being of the employee through work stress. The results of this study provide a new way to explain the impact of the HPWS on the well-being of the employees and find that union practice can weaken the negative effects of HPWS. This study provides a new thinking direction for improving the well-being of employees in enterprises.
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Affiliation(s)
- Wei Qi
- School of Management, Jinan University, Guangzhou, China
| | - Hu Enhua
- School of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing, China
| | - Sun Jiandong
- School of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing, China.,School of Management, Guilin University of Aerospace Technology, Guilin, China
| | - Shan Hongmei
- School of Management of Nanjing University of Posts and Telecommunications, Nanjing, China
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23
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Tenney L, Dexter L, Shapiro DC, Dally M, Brown CE, Schwatka NV, Huebschmann AG, McMillen J, Newman LS. Impact of Advising on Total Worker Health Implementation. J Occup Environ Med 2021; 63:657-664. [PMID: 33950039 PMCID: PMC8729231 DOI: 10.1097/jom.0000000000002212] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [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: 11/27/2022]
Abstract
OBJECTIVE Little is understood about the mechanisms for improving the adoption and implementation of Total Worker Health® (TWH) in workplace settings. The primary objective of this study was to identify whether the delivery of TWH advising is associated with subsequent changes in TWH in small-to-medium sized businesses. METHODS We conducted a longitudinal study of a TWH intervention in 200 organizations completing Health Links Healthy Workplace Assessments™ between October 2016 and December 2019. Organizations were offered consultation via telephonic and live web-based advising sessions. RESULTS Organizations exhibited non-significant albeit positive change in assessment scores from baseline to assessment 2. Businesses receiving advising showed significant score improvements from assessment 2 to 3, versus those without advising. CONCLUSIONS TWH consultation may enhance adoption of organizational behaviors that promote worker health, safety, and well-being over time.
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Affiliation(s)
- Liliana Tenney
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Lynn Dexter
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
| | - David C. Shapiro
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
| | - Miranda Dally
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Carol E. Brown
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
| | - Natalie V. Schwatka
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
| | - Amy G. Huebschmann
- University of Colorado School of Medicine, Adult & Child Consortium for Outcomes Research and Delivery Science (ACCORDS) Dissemination and Implementation program, Division of General Internal Medicine and Center for Women’s Health Research, Anschutz Medical Campus, 12631 E. 17th Ave., Mailstop B180, Aurora, CO 80045
| | | | - Lee S. Newman
- Center for Health, Work & Environment, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., W-3111, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Environmental and Occupational Health, Colorado School of Public Health, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Department of Epidemiology, Colorado School of Public Health, and Division of Pulmonary Sciences and Critical Care Medicine, Department of Medicine, School of Medicine, University of Colorado, Anschutz Medical Campus, 13001 E. 17 Pl., 3 Floor, Mail Stop B119 HSC, Aurora, CO 80045
- Division of Pulmonary Sciences and Critical Care Medicine, Department of Medicine, School of Medicine, University of Colorado Anschutz Medical Campus, 13001 E. 17 Place, Mailstop B119, Aurora, CO, 80045
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24
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Urbanaviciute I, Christina Roll L, Tomas J, de Witte H. Proactive strategies for countering the detrimental outcomes of qualitative job insecurity in academia. Stress Health 2021; 37:557-571. [PMID: 33377270 DOI: 10.1002/smi.3023] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/16/2020] [Revised: 12/13/2020] [Accepted: 12/23/2020] [Indexed: 11/07/2022]
Abstract
Against the backdrop of various and sometimes unexpected transformations of working conditions, qualitative job insecurity has become increasingly prevalent in academia and beyond. As a result, there is a great need for identifying factors that may mitigate its detrimental outcomes on employee well-being. To do so, the current study aimed to investigate the role of two proactive participation strategies-participatory decision-making and job crafting-as a means of counteracting the effects of qualitative job insecurity on burnout, work engagement and job satisfaction. The study was based on a sample of higher education employees in Belgium and Switzerland (N = 915). To test the hypotheses, moderation analyses were conducted in the overall sample and across different staff categories (i.e., senior and junior academic staff, administrative employees). Around 30% of the tested moderation effects were statistically significant, revealing that the negative outcomes of job insecurity were less salient at high values of the moderators. In particular, our findings suggest that encouraging participative decision-making may serve as a means to maintain academic employees' job satisfaction and prevent burnout in turbulent times. Moreover, job crafting may be additionally targeted at preserving work engagement, even though its moderator effects were not universal.
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Affiliation(s)
- Ieva Urbanaviciute
- Swiss National Centre of Competence in Research LIVES, University of Lausanne, Lausanne, Switzerland
| | - Lara Christina Roll
- Department of Applied Psychology, Lingnan University, Tuen Mun, Hong Kong
- Research Group Work, Organisational, & Personnel Psychology WOPP - O2L, Faculty of Psychology & Educational Sciences, KU Leuven, Leuven, Belgium
- Optentia Research Focus Area, North-West University, Vanderbijlpark, South Africa
| | - Jasmina Tomas
- Department of Psychology, Faculty of Humanities and Social Sciences, University of Zagreb, Zagreb, Croatia
| | - Hans de Witte
- Research Group Work, Organisational, & Personnel Psychology WOPP - O2L, Faculty of Psychology & Educational Sciences, KU Leuven, Leuven, Belgium
- Optentia Research Focus Area, North-West University, Vanderbijlpark, South Africa
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25
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Harju LK, Rokka J, Lopes MM, Airoldi M, Raïes K. Employee Well-Being Profiles During COVID-19 Lockdown: A Latent Profile Analysis of French and UK Employees. Front Psychol 2021; 12:645300. [PMID: 34177699 PMCID: PMC8219910 DOI: 10.3389/fpsyg.2021.645300] [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: 12/22/2020] [Accepted: 05/12/2021] [Indexed: 12/22/2022] Open
Abstract
The coronavirus pandemic, social distancing, and lockdown measures have had an impact on employee well-being. This study uses Latent Profile Analysis to examine subjective well-being among employees during the first lockdown based on a cross-national survey in UK and France (n = 652). We identify five distinct well-being profiles, namely Moderately positive (67%), Languishing (18%), Flourishing (8%), Mixed feelings (4%), and Apathetic (3%). The results showed that while some employees were suffering, others managed to thrive and cope with the stresses of the lockdown. We also found that the profiles could be distinguished by perceived changes in financial situation and physical health as well as experienced boredom. Our study complements prior studies that examine the relations between individual characteristics and well-being during the pandemic on a general level by showing that employee well-being under lockdown is not the same across the board.
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Affiliation(s)
- Lotta K Harju
- Lifestyle Research Center, EMLYON Business School, Écully, France
| | - Joonas Rokka
- Lifestyle Research Center, EMLYON Business School, Écully, France
| | | | - Massimo Airoldi
- Lifestyle Research Center, EMLYON Business School, Écully, France
| | - Karine Raïes
- Lifestyle Research Center, EMLYON Business School, Écully, France
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Urbanaviciute I, Massoudi K, Toscanelli C, De Witte H. On the Dynamics of the Psychosocial Work Environment and Employee Well-Being: A Latent Transition Approach. Int J Environ Res Public Health 2021; 18:4744. [PMID: 33946832 DOI: 10.3390/ijerph18094744] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/08/2021] [Revised: 04/25/2021] [Accepted: 04/27/2021] [Indexed: 11/21/2022]
Abstract
The current study investigates employee well-being in stable versus changing psychosocial working conditions, using the Job Demand-Control theoretical framework. It thereby addresses a gap in the literature dealing with how the dynamics of the work environment may affect different aspects of well-being, such as job satisfaction, work stress, mental health complaints, and overall quality of life. The study was carried out on a large heterogeneous sample of employees in Switzerland (N = 959) and was based on two measurement points. Latent profile and latent transition analyses were used to analyse the data. The findings revealed three commonly encountered and temporally quite stable patterns of job characteristics (i.e., latent profiles), defined by low, average, or high job control and average job demands. The average demand-low control combination was the most precarious, whereas a combination of average demands and high control was the most beneficial and it clearly outperformed the balanced average demands-average control pattern. Furthermore, our results partially supported the claim that employee well-being is contingent on the dynamics (i.e., transition scenarios) of the psychosocial work environment. They particularly highlight the central role of job resources in preventing the deleterious effects on well-being, which may occur even in relatively mild situations where job demands are not excessive.
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Langseth-Eide B, Vittersø J. Ticket to Ride: A Longitudinal Journey to Health and Work-Attendance in the JD-R Model. Int J Environ Res Public Health 2021; 18:ijerph18084327. [PMID: 33921775 PMCID: PMC8073807 DOI: 10.3390/ijerph18084327] [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] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/24/2021] [Revised: 04/14/2021] [Accepted: 04/14/2021] [Indexed: 11/17/2022]
Abstract
The present study addresses one of the limitations of the JD-R model, namely, that analyses of the outcomes of the motivational process have largely focused on organizational outcomes and have neglected to investigate the associations between job resources, work engagement and health-related outcomes. Specifically, the aim of this paper is to show that health-related indicators may be outcomes of the motivational process in the job demands-resources (JD-R) model. We achieve this through a two-wave panel study with a two-year time lag. The results provide longitudinal evidence that two well-established job resources (i.e., social support and feedback) predicted work engagement, that work engagement was negatively related to sick leave and that this relation was mediated by subjective health. By showing that health-related indicators could also be outcomes of the motivational process in the JD-R model, we have strengthened the model.
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Zhang B, Yang L, Cheng X, Chen F. How Does Employee Green Behavior Impact Employee Well-Being? An Empirical Analysis. Int J Environ Res Public Health 2021; 18:1669. [PMID: 33572419 PMCID: PMC7916225 DOI: 10.3390/ijerph18041669] [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] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/23/2021] [Revised: 02/05/2021] [Accepted: 02/06/2021] [Indexed: 11/30/2022]
Abstract
The issue of environmental protection and sustainable development is a key research focus across multiple fields. Employee green behavior is considered to be an important micro-activity to address this. Researchers in the field of organizational behavior and sustainable development have been focusing on the influencing factors of employee green behavior. However, few have explored the beneficial effects of employee green behavior on behavioral implementers. The objective of this study is to investigate the relationships among employee green behavior, self-esteem, perceived organizational support for employee environmental efforts, and employee well-being, and to explore a new dimension of employee green behavior. We empirically examined the underlying framework by conducting two surveys to collect data from 900 employees working in manufacturing, construction, and the service industry in China. We performed multilevel path analysis using SPSS and AMOS software, and confirmed that employee green behavior includes four dimensions: green learning, individual practice, influencing others, and organizational voices. Further, employee green behavior has a significant positive impact on self-esteem, which in turn is converted into employee well-being. Finally, perceived organizational support for employee environmental efforts not only positively moderated the relationship between employee green behavior and self-esteem, but was also confirmed as a moderated mediation model. This study enriches the current literature on the measurement framework and variables of employee green behavior.
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Affiliation(s)
- Baojie Zhang
- School of Business, Fuyang Normal University, Fuyang 236037, China; (B.Z.); (X.C.)
| | - Lifeng Yang
- School of Economics, Fuyang Normal University, Fuyang 236037, China
| | - Xiangyang Cheng
- School of Business, Fuyang Normal University, Fuyang 236037, China; (B.Z.); (X.C.)
| | - Feiyu Chen
- School of Economics and Management, China University of Mining and Technology, Xuzhou 221116, China
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Johannsen R, Zak PJ. The Neuroscience of Organizational Trust and Business Performance: Findings From United States Working Adults and an Intervention at an Online Retailer. Front Psychol 2021; 11:579459. [PMID: 33505331 PMCID: PMC7830360 DOI: 10.3389/fpsyg.2020.579459] [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: 07/02/2020] [Accepted: 12/11/2020] [Indexed: 01/07/2023] Open
Abstract
This paper reports findings from a nationally representative sample of working adults to quantify how a culture trust improves business performance. Analysis of the national sample showed that organizational trust and alignment with the company’s purpose are associated with higher employee incomes, longer job tenure, greater job satisfaction, less chronic stress, improved satisfaction with life, and higher productivity. Employees working the highest quartile of organizational trust had average incomes 10.3% higher those working in the middle quartile of trust (p = 0.000) indicating that trust increases productivity. In order to demonstrate the causal effect of trust on business performance, we created an intervention to increase organizational trust in a division facing high job turnover at a large online retailer. The intervention increased organizational trust by 6% and this improved job retention by 1%. These studies show that management practices that increase organizational trust have salubrious effects on business performance.
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Affiliation(s)
- Rebecca Johannsen
- Center for Neuroeconomics Studies, Claremont Graduate University, Claremont, CA, United States
| | - Paul J Zak
- Center for Neuroeconomics Studies, Claremont Graduate University, Claremont, CA, United States
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Roy R, Styles TW, Braakhuis A. Do health programmes within the New Zealand food industry influence the work environment for employees? Health Promot Int 2020; 35:892-906. [PMID: 31504507 DOI: 10.1093/heapro/daz079] [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] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/13/2022] Open
Abstract
Workplace wellness programmes have increased over the past years, but as yet has not been investigated in food and grocery organizations in New Zealand (NZ). The study aim was to explore the commitment of NZ Food and Grocery Council (FGC) companies in altering the workplace environment for employee health and the efficacy of the current wellness policies. Using a mixed-methods approach, FGC companies (n = 22) completed a workplace environment audit (WEA) survey. Three focus groups were held, consisting of employees (n = 20) from four of the FGC companies that completed the WEA survey. Two sets of data were then compared via methodological triangulation. The mean WEA score was 46% (p = 0.00), indicating an 'average' commitment by the FGC to health-promotion in their own workplaces. Significantly more initiatives related to improving nutrition were offered (p = 0.00) and larger food companies scored higher than smaller companies (p = 0.063). During the focus groups, employees revealed they felt workplace wellness programmes increased productivity, improved their physical health, allowed work-life balance, promoted social interaction and provided health-related education. Barriers to participating in wellness activities were identified as lack of time, working in a blue-collar position and working externally to the main office. The results of this study have large implications for companies and employers in NZ for future planning, implementation and monitoring of health initiatives in the workplace.
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Affiliation(s)
- Rajshri Roy
- Discipline of Nutrition and Dietetics, School of Medical Sciences, The University of Auckland, 85 Park Road, Bldg: 504, Room: 238, Grafton, Auckland 1011, New Zealand
| | - Teri Winona Styles
- Discipline of Nutrition and Dietetics, School of Medical Sciences, The University of Auckland, 85 Park Road, Bldg: 504, Room: 238, Grafton, Auckland 1011, New Zealand
| | - Andrea Braakhuis
- Discipline of Nutrition and Dietetics, School of Medical Sciences, The University of Auckland, 85 Park Road, Bldg: 504, Room: 238, Grafton, Auckland 1011, New Zealand
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Walsh MM, Arnold KA. The bright and dark sides of employee mindfulness: Leadership style and employee well-being. Stress Health 2020; 36:287-298. [PMID: 31957962 DOI: 10.1002/smi.2926] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [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: 08/05/2019] [Revised: 12/06/2019] [Accepted: 01/10/2020] [Indexed: 11/06/2022]
Abstract
In this study, we use a social information processing perspective to propose that employee mindfulness will boost the positive relationship between transformational leadership and employee well-being and will amplify the negative relationship between abusive supervision and employee well-being. We found, using a time-lagged survey of 246 employees (controlling for baseline well-being), that employee mindfulness strengthened the positive relationship between transformational leadership and psychological well-being. Furthermore, employee mindfulness intensified the relationship between abusive supervision and employee psychological well-being. This study shows the benefits of employee mindfulness in certain contexts and reveals one potential dark side of mindfulness at work. We conclude with a general discussion of this study and outline future directions for research.
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Affiliation(s)
- Megan M Walsh
- Edwards School of Business, University of Saskatchewan, Saskatoon, Saskatchewan, Canada
| | - Kara A Arnold
- Faculty of Business Administration, Memorial University of Newfoundland, St. John's, Newfoundland, Canada
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Berger R, Czakert JP, Leuteritz JP, Leiva D. How and When Do Leaders Influence Employees' Well-Being? Moderated Mediation Models for Job Demands and Resources. Front Psychol 2019; 10:2788. [PMID: 31920834 PMCID: PMC6927406 DOI: 10.3389/fpsyg.2019.02788] [Citation(s) in RCA: 17] [Impact Index Per Article: 3.4] [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: 07/25/2019] [Accepted: 11/27/2019] [Indexed: 11/13/2022] Open
Abstract
Following the call of recent reviews on leadership and well-being, the purpose of this study is to examine how and when two contrasting leadership styles, transformational leadership (TFL) and passive-avoidant leadership (PAL), are related to employees’ anxiety and thereby either promote or inhibit employees’ well-being. Using the prominent job demands-resources (JD-R) model as a theoretical framework, we propose that the relationship between leadership behavior and anxiety is mediated by organizational job demands, namely, role ambiguity (RA), and job resources, namely, team climate for learning (TCL), as well as moderated by autonomy as important job characteristic. A sample of 501 knowledge workers, working in teams in a German research and development (R&D) organization, answered an online survey. We tested moderated multiple mediation models using structural equation modeling (SEM). Results demonstrated that the relationships between TFL as well as PAL on the one hand and anxiety on the other hand were fully mediated by RA and TCL. Job autonomy moderated the quality of the leadership–job demand relationship for TFL and PAL. This paper contributes to understanding the complex relationship between leadership and followers’ well-being taking into account a combination of mediating and moderating job demands and resources. This is the first study that examines the effects of TFL and PAL on well-being taking into account the job demand RA and team processes and autonomy as resources.
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Affiliation(s)
- Rita Berger
- Department of Social Psychology and Quantitative Psychology, Facultat de Psicologia, Universitat de Barcelona, Barcelona, Spain
| | - Jan Philipp Czakert
- Department of Social Psychology and Quantitative Psychology, Facultat de Psicologia, Universitat de Barcelona, Barcelona, Spain
| | - Jan-Paul Leuteritz
- Human Factors Engineering, Fraunhofer Institute for Industrial Engineering (IAO), Stuttgart, Germany
| | - David Leiva
- Department of Social Psychology and Quantitative Psychology, Facultat de Psicologia, Universitat de Barcelona, Barcelona, Spain
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Snyder K, Hill M, Lee M, Crawford TN, Orlowski M. The Relationships Between Physical Health and Chronic Disease, Stress, and Resource Strain in Head Start Employees. Workplace Health Saf 2019; 68:190-201. [PMID: 31735135 DOI: 10.1177/2165079919882952] [Citation(s) in RCA: 7] [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: 12/12/2022]
Abstract
Background: Emerging research indicates that Head Start employees often struggle with health issues and may not be able to model the healthy behaviors that they hope to instill in young children. The purpose of this study was to examine the relationships between perceived physical health and chronic disease, stress, financial-resource strain, and job type. Method: This study was conducted in a large, multi-site Head Start agency located across five counties in the American Midwest. Employees (N = 550) were invited to complete a 58-item questionnaire that assessed overall health and health behaviors, demographics, workplace environment, and interest in well-being programs. Bivariate analysis and multinomial logistic regressions were used to analyze the relationships between variables of interest and physical health. Findings: More than half (n = 295; 53.64%) responded, and one quarter of the employees (25.42%) reported poor or fair health. Poor and fair physical health was associated with the number of chronic conditions, difficulty paying for basic necessities, and perceived stress, but not job type. A high percentage of responding employees (83.34%) reported interest in well-being programs, yet interests varied significantly by health status. Employees with poor and fair health expressed interest in stress and emotional-coping programs, in contrast to the fitness interests of employees who reported good, very good, or excellent health. Conclusion/Application to Practice: To meet the needs of employees with poor or fair physical health, employers should offer health behavior modification programs that address the sources of employee stress, including financial-resource strain and mental health challenges.
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Affiliation(s)
| | | | - Miryoung Lee
- The University of Texas Health Science Center at Houston
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Klug K, Felfe J, Krick A. Caring for Oneself or for Others? How Consistent and Inconsistent Profiles of Health-Oriented Leadership Are Related to Follower Strain and Health. Front Psychol 2019; 10:2456. [PMID: 31780985 PMCID: PMC6851200 DOI: 10.3389/fpsyg.2019.02456] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.8] [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: 08/08/2019] [Accepted: 10/16/2019] [Indexed: 11/23/2022] Open
Abstract
Health-oriented leadership consists of three dimensions that contribute to employee health: staff care, i.e., health-specific follower-directed leadership, as well as both leaders' and followers' self care, i.e., health-specific self-leadership. This study explores profiles of follower self care, leader self care and staff care, and investigates the relationships with follower health in two samples. We identified four patterns of health-oriented leadership: A consistently positive profile (high care), a consistently negative profile (low care), and two profiles showing inconsistencies between follower self care, leader self care, and staff care (leader sacrifice and follower sacrifice). The high care profile reported the best health compared to both the low care profile and the inconsistent profiles. The follower sacrifice profile reported more strain than the leader sacrifice profile, while strain and health levels were the least favorable in the low care profile. Findings reveal that (in-)consistency between follower-directed leadership and self-leadership contributes to follower strain and health.
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Affiliation(s)
- Katharina Klug
- Department of Work, Organizational and Economic Psychology, Faculty of Humanities and Social Sciences, Helmut Schmidt University, Hamburg, Germany
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35
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Tomo A, De Simone S. Professional status and well-being in healthcare organizations. Health Serv Manage Res 2019; 33:43-51. [PMID: 31672058 DOI: 10.1177/0951484819885053] [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: 11/17/2022]
Abstract
This paper aims to explore what aspects of work-life affect healthcare professionals’ well-being and if these aspects may explain a possible categorization considering different professional status. We administered a slightly altered version of the Copenhagen Psychosocial Questionnaire to assess the well-being of patient care workers in a government-funded healthcare organization in Southern Italy. Then, we run an analysis of variance test to explore the aspects affecting the well-being of patient care workers, and to understand if these aspects vary per different professional status (physicians, nurses, and health technicians). Results show important differences among the various professional categories of patient care workers, thus providing the basis for reflections and interventions to improve employee well-being, relevant from a theoretical, practical, and above all policy-making perspectives.
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Affiliation(s)
- Andrea Tomo
- Department of Economics, Management, Institutions, University of Naples "Federico II", Naples, Italy
| | - Stefania De Simone
- Institute for Research on Innovation and Services for Development, Italian National Research Council, Naples, Italy
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36
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Weigelt O, Gierer P, Syrek CJ. My Mind is Working Overtime-Towards an Integrative Perspective of Psychological Detachment, Work-Related Rumination, and Work Reflection. Int J Environ Res Public Health 2019; 16:E2987. [PMID: 31434205 DOI: 10.3390/ijerph16162987] [Citation(s) in RCA: 23] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/27/2019] [Revised: 08/12/2019] [Accepted: 08/16/2019] [Indexed: 01/07/2023]
Abstract
In the literature on occupational stress and recovery from work, several facets of thinking about work during off-job time have been conceptualized. However, research on the focal concepts is currently rather diffuse. In this study we take a closer look at the five most well-established concepts: (1) psychological detachment, (2) affective rumination, (3) problem-solving pondering, (4) positive work reflection, and (5) negative work reflection. More specifically, we scrutinized (1) whether the five facets of work-related rumination are empirically distinct, (2) whether they yield differential associations with different facets of employee well-being (burnout, work engagement, thriving, satisfaction with life, and flourishing), and (3) to what extent the five facets can be distinguished from and relate to conceptually similar constructs, such as irritation, worry, and neuroticism. We applied structural equation modeling techniques to cross-sectional survey data from 474 employees. Our results provide evidence for (1) five correlated, yet empirically distinct facets of work-related rumination. (2) Each facet yields a unique pattern of association with the eight aspects of employee well-being. For instance, detachment is strongly linked to satisfaction with life and flourishing. Affective rumination is linked particularly to burnout. Problem-solving pondering and positive work reflection yield the strongest links to work engagement. (3) The five facets of work-related rumination are distinct from related concepts, although there is a high overlap between (lower levels of) psychological detachment and cognitive irritation. Our study contributes to clarifying the structure of work-related rumination and extends the nomological network around different types of thinking about work during off-job time and employee well-being.
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Langseth-Eide B. It's Been a Hard Day's Night and I've Been Working Like a Dog: Workaholism and Work Engagement in the JD-R Model. Front Psychol 2019; 10:1444. [PMID: 31293485 PMCID: PMC6598113 DOI: 10.3389/fpsyg.2019.01444] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [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: 01/16/2019] [Accepted: 06/05/2019] [Indexed: 11/25/2022] Open
Abstract
The study investigates if the job-demands resources (JD-R) model could be improved by including workaholism in its health impairment process. Salient predictors and antecedents of workaholism and work engagement are identified in a sample of 12170 employees at Norwegian universities and university colleges. Structural equation modeling suggested that job demands and job resources relate to workaholism and work engagement, respectively. The results also revealed that both workaholics and work-engaged employees put in more hours at work than was expected of them. We found that workaholism was negatively related to work-related health, whereas work engagement was positively related to work-related health. These findings support the notion of workaholism and work engagement as two different forms of working hard. Finally, we tested the buffer hypothesis that job resources would moderate the effect of job demands on workaholism. The moderations were in the expected direction, but effect sizes were weaker than those typically reported in previous investigations. In conclusion, the present study supports the expansion of including workaholism in the JD-R model.
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Vincent-Höper S, Stein M. The Role of Leaders in Designing Employees' Work Characteristics: Validation of the Health- and Development-Promoting Leadership Behavior Questionnaire. Front Psychol 2019; 10:1049. [PMID: 31156499 PMCID: PMC6534042 DOI: 10.3389/fpsyg.2019.01049] [Citation(s) in RCA: 25] [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: 11/13/2018] [Accepted: 04/23/2019] [Indexed: 11/13/2022] Open
Abstract
In this article, we draw upon the notion that employees’ work characteristics are an important pathway through which leaders influence employee well-being and propose a theoretical framework that integrates perspectives on leadership, occupational stress, and job design. Based on this integrative approach, we developed the health- and development-promoting leadership behavior questionnaire (HDLBQ) for assessing job demands emanating from and job resources provided through the leader. Validation of the measure in German, French, and English using an overall sample of 2,934 employees demonstrated adequate psychometric properties. An examination of the factorial structure revealed three higher-order factors: demanding, development-oriented, and support-oriented leadership. Multigroup confirmatory factor analysis indicated structural equivalence across the three language versions of the HDLBQ. Correlations with employee well-being were moderate, and the HDLBQ explained unique variance in employee well-being beyond that explained by transformational leadership. Suggestions for applications of the HDLBQ and approaches to enhance employee well-being at the workplace are discussed.
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Affiliation(s)
- Sylvie Vincent-Höper
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
| | - Maie Stein
- Department of Work and Organizational Psychology, Universität Hamburg, Hamburg, Germany
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Yang X, Feng Y, Meng Y, Qiu Y. Career Adaptability, Work Engagement, and Employee Well-Being Among Chinese Employees: The Role of Guanxi. Front Psychol 2019; 10:1029. [PMID: 31139112 PMCID: PMC6527591 DOI: 10.3389/fpsyg.2019.01029] [Citation(s) in RCA: 25] [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: 12/05/2018] [Accepted: 04/18/2019] [Indexed: 12/18/2022] Open
Abstract
The present study examined whether and how career adaptability predicts employee well-being (EWB) based on career construction theory. A three-wave questionnaire design was used to collect the data, and 338 employees participated in the study. The results suggest that career adaptability has a significant effect on work engagement, which, in turn, predicts EWB. In addition to developing a mediation model, we tested the effect of guanxi as a moderator on the former part of the model. Thus, a moderated-mediation model was constructed in this research. In addition to the finding of the mediating role of work engagement, the discussion of guanxi represents a more important novel aspect that draws attention to contextual factors that may shape how employees respond to career adaptability. The results revealed that the indirect effect of career adaptability on EWB through work engagement when guanxi is low is stronger than that when guanxi is high. Furthermore, we discuss the limitations of this study and the implications for future research on career adaptability and EWB.
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Affiliation(s)
- Xuhua Yang
- School of Labor Economics, Capital University of Economics and Business, Beijing, China
| | - Yaqian Feng
- School of Labor Economics, Capital University of Economics and Business, Beijing, China
| | - Yuchen Meng
- School of Labor Economics, Capital University of Economics and Business, Beijing, China
| | - Yong Qiu
- Business School, Beijing Technology and Business University, Beijing, China
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Abstract
Flourishing in the workplace can bring about various positive outcomes for individual and organizational well-being. This study explored the interactional effect of workplace bullying on the relationship between job demands-resources and flourishing. A convenience sample of 1102 employees was selected, and these employees completed an online survey that explored this relationship. Mediation analysis revealed that low job demands were linked to lower levels of workplace bullying, which in turn correlated with higher levels of flourishing. Workplace bullying partially mediated the job demands-flourishing relationship, but not the job resources-flourishing relation. The results were interpreted based on the job demands-resources theory, followed by recommendations for practice and future research.
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Affiliation(s)
- Elzabé Nel
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
| | - Melinde Coetzee
- Department of Industrial and Organisational Psychology, University of South Africa, South Africa
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Meyer SC, Hünefeld L. Challenging Cognitive Demands at Work, Related Working Conditions, and Employee Well-Being. Int J Environ Res Public Health 2018; 15:ijerph15122911. [PMID: 30572625 PMCID: PMC6313790 DOI: 10.3390/ijerph15122911] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.2] [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: 10/08/2018] [Revised: 12/09/2018] [Accepted: 12/11/2018] [Indexed: 11/21/2022]
Abstract
In times of digitalized workplaces the extent of challenging cognitive demands at work is rising and employees increasingly have to manage new and unlearned tasks. Yet, these work characteristics have received little attention on how they relate to the worker’s well-being. Thus, we analyze associations between cognitive work demands—also in interaction with other job characteristics—and indicators of employee well-being. The analyses are based on the BIBB/BAuA Employment Survey 2018, a cross-section that is representative for the German working population and covers approximately 20,000 employed individuals. Ordinary least squares (OLS) regressions suggest that cognitive demands are associated with a higher probability of feeling fatigued. In contrast, the results with respect to the employees’ self-rated health status and job satisfaction are ambiguous, depending on which cognitive demand is considered. Overall, the findings indicate that cognitive demands might be related to both resource and demand, depending on the individual resources of employees.
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Affiliation(s)
| | - Lena Hünefeld
- German Federal Institute for Occupational Safety and Health, D-44149 Dortmund, Germany.
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42
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Wang X, Li A, Liu P, Rao M. The Relationship Between Psychological Detachment and Employee Well-Being: The Mediating Effect of Self-Discrepant Time Allocation at Work. Front Psychol 2018; 9:2426. [PMID: 30618910 PMCID: PMC6297841 DOI: 10.3389/fpsyg.2018.02426] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [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: 09/11/2018] [Accepted: 11/19/2018] [Indexed: 12/02/2022] Open
Abstract
Although research has demonstrated the benefit of psychological detachment for employee well-being, the explanatory mechanisms related to work behaviors underlying this effect remain underdeveloped. Addressing this research gap, we consider self-discrepant time allocation (preferred–actual allocation) as a mediating mechanism through which psychological detachment affects employee well-being. We hypothesize that psychological detachment is associated with self-discrepant time allocation at work. Specifically, we suggest that employees with low detachment tend to allocate more time than preferred to work activities that demand fewer self-regulatory resources and allocate less time than preferred to activities demanding greater self-regulatory resources. These self-discrepant time allocations at work are associated with employee well-being. Polynomial regression analysis and response surface methodology were used to test the hypotheses. The results, based on a sample of 390 faculty members from 19 universities, showed that, when psychological detachment during weekends is low and self-regulatory resources are insufficient, employees will allocate less time than preferred to work activities that require more self-regulatory resources (i.e., researching activities) during the subsequent work period. Instead, employees tend to allocate more time to activities that require less resources (i.e., teaching activities). These discrepancies between actual and preferred time allocation for work activities, in turn, negatively affect employee well-being and mediate the relationship between psychological detachment and employee well-being.
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Affiliation(s)
- XiaoTian Wang
- School of Business Administration, Guangdong University of Finance and Economics, Guangzhou, China.,School of Management, Jinan University, Guangzhou, China
| | - Aimei Li
- School of Management, Jinan University, Guangzhou, China
| | - Pei Liu
- School of Management, Jinan University, Guangzhou, China
| | - Ming Rao
- School of Management, Jinan University, Guangzhou, China
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Cuéllar-Molina D, García-Cabrera AM, Lucia-Casademunt AM. Is the Institutional Environment a Challenge for the Well-Being of Female Managers in Europe? The Mediating Effect of Work⁻Life Balance and Role Clarity Practices in the Workplace. Int J Environ Res Public Health 2018; 15:ijerph15091813. [PMID: 30135384 PMCID: PMC6165203 DOI: 10.3390/ijerph15091813] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [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: 07/20/2018] [Revised: 08/16/2018] [Accepted: 08/19/2018] [Indexed: 11/16/2022]
Abstract
The advancement of women to top management positions positively affects firm competitiveness. However, this advancement may also negatively affect individuals as women find themselves forced to overwork to match their male counterparts in organisations, which can cause a decrease in their professional well-being. Although the literature highlights that human resource practices (HRPs) have a positive impact on well-being, it also warns that national institutions may condition the adoption of HRPs by organisations. If that is true, institutions may become either a challenge to—or trigger for—female managers’ well-being. Accordingly, this study analyses the effects of institutions and the mediating effects of HRPs on the influence that is exerted by institutions on well-being. The empirical analysis, which was carried out on a sample of 575 female managers located in 27 European countries, confirms the direct and indirect effects (through HRPs for work–life balance and role clarity) of institutions on female managers’ well-being at work.
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Affiliation(s)
- Deybbi Cuéllar-Molina
- Department of Business Administration, Universidad de Las Palmas de Gran Canaria, Juan de Quesada, 30, 35001 Las Palmas de Gran Canaria, Spain.
| | - Antonia M García-Cabrera
- Department of Business Administration, Universidad de Las Palmas de Gran Canaria, Juan de Quesada, 30, 35001 Las Palmas de Gran Canaria, Spain.
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Schön Persson S, Nilsson Lindström P, Pettersson P, Nilsson M, Blomqvist K. Resources for work-related well-being: A qualitative study about healthcare employees' experiences of relationships at work. J Clin Nurs 2018; 27:4302-4310. [PMID: 29791765 DOI: 10.1111/jocn.14543] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/07/2018] [Indexed: 11/30/2022]
Abstract
AIMS AND OBJECTIVES To explore municipal healthcare employees' experiences of relationships with care recipients and colleagues. The specific research questions were when do the relationships enhance well-being, and what prerequisites are needed for such relationships to occur? BACKGROUND Employees in health and social care for older people often depict their work in negative terms, and they often take a high number of sick leaves. Despite the heavy workload, other employees express well-being at work and highlight social relationships as one reason for this. However, a greater understanding of how these relationships can act as resources for workplace well-being is needed. DESIGN The design of the study was qualitative and exploratory. METHODS Qualitative interview studies were conducted with 23 healthcare employees in municipal health care. Thematic analysis was used to analyse the data. RESULTS Two themes were identified as resources for promoting relationships between employees and care recipients or colleagues: (a) Being personal-a close interpersonal relationship to a care recipient-and (b) Colleague belongingness-a sense of togetherness within the working group. Spending quality time together, providing long-term care and providing additional care were prerequisites for a close interpersonal relationship with care recipients. Trust, mutual responsibility and cooperation were prerequisites for a sense of togetherness within the working group. CONCLUSIONS The findings provide an empirical base to raise awareness of relationships with care recipients and colleagues as health aspects. Relationships among employees in health care are vital resources that must be considered to create sustainable workplaces and consequently improve the quality of care. RELEVANCE TO CLINICAL PRACTICE The results of this study advocate health promotion efforts based on interpersonal relationships at the workplace. Dialogues in the working groups, based on the employees' experiences of positive daily situations, may be a promoting method for the work-related well-being of the employees.
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Affiliation(s)
- Sophie Schön Persson
- Faculty of Health Science, Research Platform for Collaboration for Health, Kristianstad University, Kristianstad, Sweden.,Department of Clinical Science, Lund University, Malmö, Sweden
| | - Petra Nilsson Lindström
- Faculty of Health Science, Research Platform for Collaboration for Health, Kristianstad University, Kristianstad, Sweden
| | - Pär Pettersson
- Faculty of Health Science, Research Platform for Collaboration for Health, Kristianstad University, Kristianstad, Sweden
| | - Marie Nilsson
- Faculty of Health Science, Research Platform for Collaboration for Health, Kristianstad University, Kristianstad, Sweden
| | - Kerstin Blomqvist
- Faculty of Health Science, Research Platform for Collaboration for Health, Kristianstad University, Kristianstad, Sweden
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Martela F, Riekki TJJ. Autonomy, Competence, Relatedness, and Beneficence: A Multicultural Comparison of the Four Pathways to Meaningful Work. Front Psychol 2018; 9:1157. [PMID: 30042710 PMCID: PMC6048450 DOI: 10.3389/fpsyg.2018.01157] [Citation(s) in RCA: 35] [Impact Index Per Article: 5.8] [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: 11/03/2017] [Accepted: 06/15/2018] [Indexed: 11/13/2022] Open
Abstract
Meaningful work is a key element of positive functioning of employees, but what makes work meaningful? Based on research on self-determination theory, basic psychological needs, and prosocial impact, we suggest that there are four psychological satisfactions that substantially influence work meaningfulness across cultures: autonomy (sense of volition), competence (sense of efficacy), relatedness (sense of caring relationships), and beneficence (sense of making a positive contribution). We test the relationships between these satisfactions and perceived meaningful work in Finland (n = 594, employees of several organizations), India (n = 342, collected through Mturk), and the United States (n = 373, collected through Mturk). Regression analyses show that - except for competence in United States - all four satisfactions are significantly and independently associated with meaningful work. Moreover, structural equation modeling shows that they fully mediated the relationship between occupational position and work meaningfulness in India and in the United States. In sum, the results support the importance of these four satisfactions in explaining the psychological underpinnings of meaningful work.
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Affiliation(s)
- Frank Martela
- School of Business/Department of Industrial Engineering and Management, Aalto University, Helsinki, Finland
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Wieneke KC, Schaepe KS, Egginton JS, Jenkins SM, Block NC, Riley BA, Sifuentes LE, Clark MM. The Supervisor's Perceived Role in Employee Well-Being: Results From Mayo Clinic. Am J Health Promot 2018; 33:300-311. [PMID: 29973056 DOI: 10.1177/0890117118784860] [Citation(s) in RCA: 2] [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] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
PURPOSE Novel approaches are needed to enhance employee well-being and perhaps supervisors can be an effective agent for worksite health promotion. The aim of this study was to examine the supervisor's perceived needs, barriers, and role for influencing employee well-being for incorporation into program development. DESIGN Semistructured, qualitative interviews of supervisors. SETTING Large, integrated academic health-care organization with over 30 000 employees and 2600 supervisors having access to comprehensive well-being programs and a successful well-being champion network comprised of 600 champions. PARTICIPANTS Twenty supervisors representing clinical, research, and administrative units. METHODS Semistructured, one-on-one interviews were conducted and audio recorded. Analysis included content log development and open coding by a trained analyst to reveal key themes. More formalized content coding using specialized software for qualitative analyses was also conducted. RESULTS Supervisor responses were wide ranging regarding their perceived and desired role in promoting workplace well-being. Barriers from the supervisor perspective included high current workload, ambivalence about promoting wellness, lack of support from leadership, lack of flexibility and control at work, and difficulty accessing on-site resources. They perceived their potential role in well-being as remaining a positive role model and encouraging their staff in wellness activities. CONCLUSION Although findings are generated from a small sample size, these qualitative data provide compelling and early insights into building a workplace well-being strategy leveraging an underutilized key stakeholder, the workplace supervisor.
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Affiliation(s)
- Kaisa C Wieneke
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Karen S Schaepe
- 2 Center for the Science of Health Care Delivery, Mayo Clinic, Rochester, MN, USA
| | - Jason S Egginton
- 2 Center for the Science of Health Care Delivery, Mayo Clinic, Rochester, MN, USA
| | - Sarah M Jenkins
- 3 Division of Biomedical Statistics and Informatics, Department of Health Sciences Research, Mayo Clinic, Rochester, MN, USA
| | - Nicole C Block
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Beth A Riley
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Linde E Sifuentes
- 1 Department of Human Resources-Employee Well-Being, Dan Abraham Healthy Living Center, Mayo Clinic, Rochester, MN, USA
| | - Matthew M Clark
- 4 Department of Psychiatry and Psychology, Mayo Clinic, Rochester, MN, USA
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Daniels K, Watson D, Gedikli C. Well-Being and the Social Environment of Work: A Systematic Review of Intervention Studies. Int J Environ Res Public Health 2017; 14:ijerph14080918. [PMID: 28813009 PMCID: PMC5580621 DOI: 10.3390/ijerph14080918] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.6] [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: 06/28/2017] [Revised: 08/09/2017] [Accepted: 08/09/2017] [Indexed: 11/23/2022]
Abstract
There is consistent evidence that a good social environment in the workplace is associated with employee well-being. However, there has been no specific review of interventions to improve well-being through improving social environments at work. We conducted a systematic review of such interventions, and also considered performance as an outcome. We found eight studies of interventions. Six studies were of interventions that were based on introducing shared social activities into workgroups. Six out of the six studies demonstrated improvements in well-being across the sample (five studies), or for an identifiable sub-group (one study). Four out of the five studies demonstrated improvements in social environments, and four out of the five studies demonstrated improvements in indicators of performance. Analysis of implementation factors indicated that the interventions based on shared activities require some external facilitation, favorable worker attitudes prior to the intervention, and several different components. We found two studies that focused on improving fairness perceptions in the workplace. There were no consistent effects of these interventions on well-being or performance. We conclude that there is some evidence that interventions that increase the frequency of shared activities between workers can improve worker well-being and performance. We offer suggestions for improving the evidence base.
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Affiliation(s)
- Kevin Daniels
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK.
- What Works for Well-Being Centre, London WC1X 0JL, UK.
| | - David Watson
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK.
- What Works for Well-Being Centre, London WC1X 0JL, UK.
| | - Cigdem Gedikli
- Employment Systems and Institutions Group, Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK.
- What Works for Well-Being Centre, London WC1X 0JL, UK.
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Page NC, Nilsson VO. Active Commuting: Workplace Health Promotion for Improved Employee Well-Being and Organizational Behavior. Front Psychol 2017; 7:1994. [PMID: 28119640 PMCID: PMC5222872 DOI: 10.3389/fpsyg.2016.01994] [Citation(s) in RCA: 21] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2016] [Accepted: 12/08/2016] [Indexed: 11/29/2022] Open
Abstract
Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention’s impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success.
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Abstract
BACKGROUND A variety of workplace-based interventions exist to reduce stress and increase productivity. However, the efficacy of these interventions is sometimes unclear. AIMS To determine whether complementary therapies offered in the workplace improve employee well-being. METHODS We performed a systematic literature review which involved an electronic search of articles published between January 2000 and July 2015 from the databases Cochrane Central Register of Controlled Trials, PsycINFO, MEDLINE, AMED, CINAHL Plus, EMBASE and PubMed. We also undertook a manual search of all applicable article reference lists to ensure that no relevant studies were missed. We only selected published, full-length, English-language, peer-reviewed journal articles. Articles had to address the research objective using valid and reliable measures. We excluded articles concerning return to work or whose populations had been adversely affected by work resulting in the development of health issues. RESULTS We included 10 articles in the review from 131 identified. Mindfulness and meditation-based interventions were most effective in improving workplace health and work performance; the latter demonstrating some evidence of maintaining gains up to 3 months later. The evidence for relaxation interventions was inconclusive. CONCLUSIONS Mindfulness and meditation interventions may be helpful in improving both psychosocial workplace health and work performance, but long-term efficacy has yet to be fully determined.
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Affiliation(s)
- J M Ravalier
- School of Society, Enterprise and Environment, Bath Spa University, Bath BA2 9BN, UK.
| | - P Wegrzynek
- School of Society, Enterprise and Environment, Bath Spa University, Bath BA2 9BN, UK
| | - S Lawton
- School of Society, Enterprise and Environment, Bath Spa University, Bath BA2 9BN, UK
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Sharma RR, Sharma NP. Opening the gender diversity black box: causality of perceived gender equity and locus of control and mediation of work engagement in employee well-being. Front Psychol 2015; 6:1371. [PMID: 26500566 PMCID: PMC4599315 DOI: 10.3389/fpsyg.2015.01371] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [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: 05/04/2015] [Accepted: 08/26/2015] [Indexed: 11/24/2022] Open
Abstract
The study is aimed at assessing the role of perceived gender equity and locus of control in employee well-being at the workplace and ascertaining if work engagement mediates between perceived gender equity, locus of control, and employee well-being (measured through optimism, general satisfaction with life and work, and executive burnout). Adopting a personal survey method data was collected from 373 managers (both males and females) from the public and private sectors representing manufacturing and service industry in India. The study bridges the knowledge gap by operationalizing the construct of perceived gender equity and studying its role in the work engagement and employee well-being. Conceptualization of the well-being in an unconventional way covering both the positive and the negative aspects extends the understanding of the emerging concept of well-being. It has practical implications for talent management and work engagement besides promoting gender equity at the workplace for employee well-being. It opens vistas for the gender based theory and cross cultural research on gender equity.
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Affiliation(s)
- Radha R Sharma
- Raman Munjal (Hero MotoCorp) Chair Professor and Professor, Organizational Behavior and HRD, Management Development Institute Gurgaon, India
| | - Neha P Sharma
- Research Scholar, Management Development Institute Gurgaon, India
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