With the COVID-19 pandemic, governments implemented successive lockdowns that forced employees to work from home to contain the spread of the coronavirus. This crisis raises the question of the effects of mandatory work from home on employees’ well-being and performance, and whether these effects are the same for all employees. In the present study, we examined whether working at home may be related to intensity, familiarity with WFH, employees’ well-being and creativity. We also examined whether the psychological (...) profile of employees, combining preference for solitude and associated personality variables from the Big Five, may influence the effects of WFH. The data were collected via an online survey from November 13th to December 15th 2020 among 946 employees from various organizations during the second lockdown in France. In addition to identifying two distinctive psychological profiles for employees having to WFH, results revealed that those with a “Solitary” profile reported higher loneliness at work, higher levels of stress, and lower levels of job satisfaction and work engagement than those with an “Affiliative” profile. It was also found that employees with a “Solitary” profile perceived themselves as less creative and produced objectively fewer ideas than individuals with an “Affiliative” profile. The present study suggests the necessity to distinguish the profiles of teleworkers and to offer a stronger support for the less affiliative employees when working from home. (shrink)

Background: Job satisfaction is largely associated with organizational aspects, including improved working environments, worker’s well-being and more effective performance. There are many definitions regarding job satisfaction in the existing scholarly literature: it can be expressed as a positive emotional state, a positive impact of job-related experiences on individuals, and employees’ perceptions regarding their jobs. Aims: No reliable scales in Arabic language to assess job satisfaction in the sports and physical education field exist.This study aimed to trans-culturally adapt and validate (...) the Pepe’s “Teacher Job Satisfaction Scale” 9 items (TJSS-9), creating the “Teacher of Physical Education Job Satisfaction Inventory” (TPEJSI) in Arabic language. This scale was administered to a Tunisian population of sports and physical education teachers and analyzed according to the Pepe’s theoretical model.. More in detail, this investigation systematically tested its factor structure, in terms of internal consistency/reliability, predictive validity, sensitivity and convergent validity. Methods: A total of 417 Tunisian teachers of sports and physical education participated voluntarily in this study. The sample comprised of 258 males and of 159 females. More in detail, 189 were teachers teaching in primary schools of physical education, 105 teaching in secondary schools, and 123 were university teachers. Both exploratory (EFA) and confirmatory (CFA) factor analyses were performed on random-split halves of the sample. Results: The three-dimensional alpha coefficients of the TPEJSI were all greater than 0.80: for satisfaction with colleagues, alpha was 0.865; for satisfaction with parents, alpha was 0.856 and for satisfaction with students alpha was 0.860. The CFA fit indices were satisfactory. Conclusions: Given the good EFA factor loadings, the CFA fit indices, the correlation matrix, the sensitivity analysis, the convergent validity and the excellent internal consistency, it can be concluded that the TPEJSI is a good psychometric tool that can be used to quantitatively assess the job satisfaction level among teachers of sports and physical education in the Arabic-speaking world. (shrink)

BackgroundThe significant increase of digital collaboration, driven by the current COVID-19 pandemic, is resulting in changes in working conditions and associated changes in the stress-strain perception of employees. Due to the evident leadership influence on employees' health and well-being in traditional work settings, there is a need to investigate leadership in virtual remote work contexts as well. The objective of this scoping review was to assess the extent and type of evidence concerning virtual leadership in relation to employees' (...) mental health, job satisfaction and perceptions of isolation.MethodA search was undertaken in five databases, PubMed, Cochrane Library, PsycINFO, PSYNDEX and Web of Science, as well as reference lists of included articles on 9th February 2021 and an update on 28th September 2021. The search strategy was limited to English, German and French language, peer reviewed journal articles published from January 2000 onwards. This scoping review was conducted in accordance with the JBI methodology for scoping reviews. The methodological quality of the included studies was assessed using the JBI critical appraisal tools. A narrative synthesis was conducted.ResultsNineteen studies met the eligibility criteria for this review. Overarching review findings suggested a positive link between virtual leadership and well-being, job satisfaction, and a negative link to psychological strain, stress and perceptions of isolation of digitally collaborating employees.ConclusionsBy mapping the available evidence on virtual leadership in relation to health and work-related employee outcomes, the review identified many research gaps in terms of content and methodology. Due to limited data, causal relationships were not derived. Future research is needed to examine the complex cause-and-effect relationships of virtual leadership in more detail. (shrink)

Since the early 1990s, increasing attention has been paid to the impact of workplace bullying on employees’ well-being and job attitudes. However, the relationship between workplace bullying and job satisfaction remains unclear. This study aims to shed light on the nature of the bullying-job satisfaction relationship in the Italian context. As expected, the results revealed a U-shape curvilinear relationship between workplace bullying and job satisfaction after controlling for demographic variables. In contrast to the curvilinear model, the results support a (...) negative linear relationship between workplace bullying and psychological well-being, in which higher exposure to negative acts at work is associated with diminished well-being. In addition, gender and job position significantly predicted mental health scores where men and managers reported a better psychological well-being than women, blue-collar, and white-collar employees. Practical and theoretical implications are discussed according to these results. (shrink)

Job satisfaction, resilience, and teacher well-being, as the three major psychological variables emotioncy- based education, have received special attention among English as a foreign language researchers. To pursue the line of this inquiry, this particular study aimed to investigate the relationship between Chinese EFL teachers’ job satisfaction, resilience, and their well-being. To conduct the study, 343 Chinese EFL teachers with different academic qualifications, various academic degrees, and different majors voluntarily participated in this study. The results of the (...) study showed that job satisfaction and resilience could jointly predict 56.4 of the variance in psychological well-being. Both variables were the significant predictors of well-being, while job satisfaction was a better predictor, uniquely explaining 29.6 of well-being’s variance. Based on the findings, some pedagogical implication for administrators, educational institutions, and EFL teachers were discussed in the article. (shrink)

The objective of this research is to interaction between perception in job characteristic model, psychological well - being, and performance. Job characteristic model are explained by skill variety, task identity, task significan, autonomy, and feedback about the job. Psychological well - being is explained by autonomy, environment mastery, good relationship with others, self acceptance, and personal growth. Performance measured by how employee done their task according their responsibility. Subject of this research are employees of PT. (...) X. The result of this study shows that all of the variables have positive interaction between each other.  . (shrink)

The purpose of this research is to find the correlation between job satisfaction and psychological well-being among employee. Job satisfaction is an outcome of employee’s feels and thoughts about appraisal of the job, which occur as a result of interaction with work environment, sort of job, and job performance. Psychological well-being is evaluation of a condition from individuals that have personal growth, self-acceptance, positive relations with others, autonomy, purpose in life and environmental mastery. Data (...) was collected from 94 employee in Jakarta. The result of data analysis shows that correlation between job satisfaction (M = 1,77, SD = 0,25) and psychological well-being (M = 3,75, SD = 0,05) is r (92) = 0,456, and p = 0,000 < 0,01. This result means, there is a positive correlation between job satisfaction and psychological well-being. In other words, for more employee feel satisfied about their job, for will be better their psychological well-being.  . (shrink)

Drawing on the model of Grandey, it was proposed that the attitude towards occupation could buffer the negative effects of emotional labour. A total of 173 teachers participated in the study. Attitudes towards occupation, surface acting, emotional exhaustion and job satisfaction were estimated. The indirect measure of the attitude towards occupation was assessed using the Approaching-Avoidance Simulation Method. Confirmatory Factor Analysis proved the validity and reliability of the indirect measurement, which is based on uncontrolled reactions of the respondents towards stimuli (...) representing the profession. The results revealed a positive correlation between attitudes towards occupation and indicators of employees’ well-being. The indirect measure of attitude towards occupation turned out to be a significant moderator of the relationship between surface acting and job satisfaction. The results raise interesting questions about the connection between indirect measures of attitudes towards occupation and employee well-being. (shrink)

Job characteristics play an essential role for the well-being of employees. When job characteristics are unfavorable, the experienced exchange relationship with one’s supervisor may become relevant to weaken negative consequences. We conducted a diary study over ten consecutive working days with 112 academics. Based on conservation of resources theory, we assumed that daily LMX constitutes a resource for employees that moderates the link between job characteristics and job satisfaction as well as emotional exhaustion. Additionally, we proposed lagged-effects of (...) morning job characteristics and LMX on next-day morning job satisfaction and emotional exhaustion. Findings from hierarchical linear modeling demonstrated that on the day-level higher perceived levels of job control in the morning were associated with higher perceived job satisfaction and lower perceived emotional exhaustion in the afternoon. The experience of increased time pressure in the morning was negatively related to perceived day-level afternoon job satisfaction and positively to perceived day-level afternoon emotional exhaustion. Within one day, perceived LMX moderated the relationship between perceived job control and perceived job satisfaction in the afternoon. We only found lagged effects of the interaction between afternoon job control and afternoon LMX on next-day morning job satisfaction. We discuss daily LMX as a resource for employees both within one day and from day-to day, along with future research directions on the buffering role of LMX. (shrink)

This study used the latent profile transition analysis to analyze whether emotional labor profiles change across time and how these profiles relate to occupational well-being (i.e., job satisfaction, quality of work life, psychological distress, and work–family conflict). A total of 155 full-time Chinese employees completed the questionnaire survey at two time points. Three latent profiles were identified at Time 1 and the same profiles were replicated at Time 2. We determined that the majority of the participants retained the (...) original profiles. Lastly, occupational well-being differed significantly across the identified profiles. The limitations and implications of this study were also provided. (shrink)

Due to the COVID-19 pandemic having radically changed the way we now work, many recent studies have focused on employees’ experiences and well-being, their performance and job satisfaction, and ways to ensure the best support for them when working from home. However, less attention has been given to managers’ experiences in adapting to the new role of distance management and supporting them with this transition. This study aims to explore how managers experienced distance management, and the perceived organizational support, (...) and the effect of organizational support has on their JSA during the first year of the COVID-19 pandemic. Data from 1,016 line, middle and top managers in Danish workplaces were collected in March 2021, 1 year after the start of the COVID-19 pandemic. We applied descriptive statistics, ANOVA, and partial least square structural equation modeling to investigate the relation of perceived organizational support and the JSA of distance managers. Control variables were the respondents’ demographic characteristics, specifically gender, age, and management level. The study offers insights into the managerial experiences of becoming a distance manager, helps to understand the relationship between POS and managers’ JSA, and shows a positive relationship similarly for the managers as for employees. The study shows that most managers found their work as distance managers more demanding and worked more hours. The data demonstrate that managers received the most support from their own employees and manager peers, whereas administrative support was largely lacking. The data also show that the majority of the managers prefer to manage from the office, but similarly, they can continue managing from a distance if needed post-pandemic. The study adds to the literature on workplaces’ transitioning to distance management and hybrid work and contributes to understanding the role of POS and managers’ JSA during this transition. Consequently, if an organization aims to offer hybrid work, improving support from top management and in-house support functions would help maintain or increase managers’ JSA. (shrink)

The present study examined the factors influencing job satisfactionin the context of factory workers in Malaysia. The major purpose of thestudy was to identify the main problems faced by those factory workers. Thestudy also aimed to examine the influence of demographic variables on jobsatisfaction and the relationships of family income, individual well-being, andperceptions of the working environment with overall job satisfaction amongthose factory workers. A survey was distributed among 551 factory workers working in the Klang Valley area. Results from (...) the survey indicated that thetwo main problems faced by the factory workers are, fear of the influx offoreign workers that may threaten their jobs, and the relatively low pay, takinginto account the high cost of living in the Klang Valley. Findings also indicatedthat while gender and race did not significantly influence perceptions of theworking environment and job satisfaction, job positions did. Those working assecurity and logistics staff were significantly more satisfied with their workingenvironment than those holding administrative or technical/production posts.Job satisfaction also varied significantly across job positions; those working insecurity and logistic positions were significantly more satisfied with their jobscompared to the other employees. Finally, using hierarchical linear regression, with familyincome as the control variable, the findings suggested that both individualwell-being and perceptions of the working environment emerged as positive.Both of these are significant predictors of perceived job satisfaction amongfactory workers. The implication of these findings will be discussed within theframework of organizational satisfaction and individual well-being. (shrink)

The purpose of this paper is to examine two hypothetical models: one in which job satisfaction acts as a mediator of the effects of overqualification on turnover intention and performance, and another in which job satisfaction acts as a mediator of the effects of overqualification on performance. Data were collected from 318 call center employees in Portugal. The relationships were tested using a multiple regression hierarchy with PROCESS. As hypothesized, job satisfaction mediates the relationship between overqualification and turnover intentions. It (...) appears that overqualification alone does not influence intention to quit, but rather does so via satisfaction. Job satisfaction also mediates the relationship between overqualification and job performance. However, perceptions of non-growth appear to be associated with a decline in contextual performance. The effects of overqualification on turnover intentions and job performance of call center employees have not been previously studied. Therefore, this study aims to fill this gap. Our study joins the small number of studies that analyze the mechanisms explaining the relationship between this mismatch between job demands and employees' perceived education, skills, experience, and work outcomes. (shrink)

The purpose of this article is to examine the relationship of leadership effectiveness and psychological well-being with the work outcomes of intention to quit, job involvement and organization-based self-esteem, and whether workplace spirituality plays a role in mediating the associations of leadership effectiveness and psychological well-being with work outcomes. The study is cross-sectional and non-experimental. Data were obtained from 630 information technology employees from South India, adopting ‘power calculations’. The analysis was performed using SPSS version 20 (...) for Windows and LISREL version 8.72. Results reveal that leadership effectiveness and psychological well-being have a significant positive association with workplace spirituality, and this, in turn, has an impact on the work outcomes of intention to quit, job involvement and OBSE. Workplace spirituality can limit any negative associations of leadership effectiveness and psychological well-being with work outcomes. This research adds to the existing body of knowledge in the spirituality literature by drawing attention to the positive aspects of the interplay between spirituality, leadership transformation and well-being at work. The article concludes that building core values anchoring spirituality would lead to greater connectedness and healthier employee outcomes. (shrink)

This study explores the efficacy of a specific tool – the articulation of the ideal self – in job engagement, psychological well-being, and organizational citizenship behavior. We hypothesized that employees who can visualize their jobs as part of their ideal self – in particular how it helps in its development and realization – would feel higher levels of engagement and fulfillment in their lives, as well as engage in greater amounts of helping and voice OCB. A total (...) of 239 full time employees from five companies in Costa Rica filled out the ideal self questionnaire, the job engagement, and psychological well-being surveys, and were evaluated by their peers on task behavior and helping and voice OCB. Results of the SEM model showed that the ideal self was positively related to job engagement, psychological well-being and helping and voice. These findings contribute to the research on the impact and importance for organizations to help employees find meaningfulness in their work. (shrink)

The work environment of employees has been greatly affected by the COVID-19 pandemic, and many limitations and risks can be seen until now. In addition to employees in firms, the faculty in colleges and universities also suffer from pressure and face challenges. For the purpose of performance assessment and promotion, the faculty not only needs to teach students, but also assumes the time pressure from academic research. This study discusses the process in which the faculty’s subjective well-being is affected, (...) in an effort to learn about the job demands of the faculty under the work environment with a high level of time pressure, and the effect of these time-related job demands on their psychological health. In this study, 347 valid questionnaires were collected from universities in coastal areas of the Chinese mainland. The results show that time-related job demands have a positive impact on time pressure; time pressure has a negative impact on subjective well-being; and time-related self-efficacy can significantly mediate the relationship among time-related job demands, time pressure, and subjective well-being. On this basis, this study proposes its theoretical and practical implications. (shrink)

Drawing from the psychology of working theory, this study aims to understand how decent work is related to employee well-being. Specifically, it explored the role of need satisfaction in the relationship between decent work and employee well-being, and compared the mediating effects of the three types of need satisfaction. After collecting a sample of 421 millennial employees in China through online questionnaires, the study conducted the analysis of the data and found that decent work positively predicted (...) well-being of millennial employees. While social contribution need satisfaction and self-determination need satisfaction partially mediated the effect of decent work on well-being of millennial employees, the mediating effect of survival need satisfaction was not significant. Compared with social contribution need satisfaction, self-determination need satisfaction had a more significant mediating effect on well-being of millennial employees. The study does extend the literature on the antecedents of employee well-being and the results can offer some implications for managers to enhance well-being of millennial employees. (shrink)

COVID-19 confronted many people with an abrupt shift from their usual working environment to telework. This study explores which job characteristics are perceived as most crucial in this exceptional situation and how they differ from people’s previous working conditions. Additionally, we focus on job crafting as a response to this situation and how it is related to employees’ well-being. We conducted an online survey with N = 599 participants, of which 321 reported that they were telework newcomers. First, we (...) asked participants to indicate the three most important advantages and disadvantages they see in telework. The subsequent questionnaire contained a comprehensive measure of working conditions before and during the pandemic, job crafting behaviors, and indicators of well-being. Based on the qualitative answers, we identified three major advantages and disadvantages. Quantitative results indicate perceived changes in all job characteristics for telework newcomers. Concerning working conditions and well-being, job crafting activities that aim to increase structural and social resources are important mediators. The findings underline the need to design appropriate telework conditions and encourage job crafting activities to foster occupational well-being. (shrink)

This research characterizes and compares the job satisfaction of fitness professionals in Portugal between genders, ages, professional experience, professional title, and educational qualifications. A total of 401 fitness professionals answered the online questionnaire Job Satisfaction Scale, which has 16 factors rated on a Likert scale with seven levels. The statistical analysis comprises descriptive and statistical tests to compare the results of two or more groups. Overall, the results demonstrated that fitness professionals were moderately satisfied with their work. The lower degrees (...) of job satisfaction were concerning salary, opportunities for promotion, and stability at work. The highest levels of job satisfaction were related to the freedom to choose their work method, their work colleagues, the physical conditions of their workplace, and the opportunity to use their competencies. There were no differences in job satisfaction in terms of gender and a few differences between professional title and between educational levels. Regarding age and professional experience, the results showed significant differences in almost all factors, suggesting that, as fitness professionals get older and more experienced, their job satisfaction is greater. The results of this study suggest that even though fitness professionals are, in general, moderately satisfied with their work, some aspects can be improved by employers to increase their satisfaction levels. Such findings would assist employers in guiding the job satisfaction of their employees with consequent enhancements in the services provided by fitness professionals, which can increase participants’ retention in exercise fitness activities. (shrink)

We bring together social identity and social exchange perspectives to develop and test a moderated mediation model that sheds light on employees’ perceptions regarding the interrelations between an organization’s external and internal CSR initiatives and their job attitudes and work behaviours. This is important because employees’ sensemaking of CSR motives as being either self-focussed or others-focussed can produce meaningful variations in their job satisfaction and the dimensions of organizational commitment. Also, the consolidation of CSR’s underlying psychological mechanisms can advance (...) our understanding of the processes, contingencies, and outcomes of employees’ perceptions of their employing organization’s CSR initiatives. Our findings indicate that of the two orientations, only external CSR is associated with increased levels of employee commitment through the enhancement of job satisfaction. In particular, job satisfaction was found to fully mediate the impact of external CSR on behavioural commitment and partially mediate its impact on attitudinal commitment. To our surprise, internal CSR has no significant association with job attitudes or work behaviours. We further reveal the complementarity of external and internal CSR orientations; the effect of external CSR on employee outcomes is stronger when employed in concert with internal CSR. Our results contribute to and have implications for both theory and practice. (shrink)

PurposeThe study aimed at investigating the state of psychiatric nurses’ job satisfaction, job burnout, and the moderating effect of family support between them in China during the COVID-19 pandemic.Materials and methodsOnline self-report questionnaires were distributed and 212 psychiatric nurses participated in the research. Pearson correlation analysis, multiple stepwise regression analysis, and simple slope test were used for data analysis.ResultsThe results showed that the status of their job satisfaction and burnout did not reach a satisfactory level and job satisfaction had a (...) significant negative impact on job burnout. Meanwhile, family support played a negative moderating role between the two variables.ConclusionPsychiatric nurses suffered from job burnout in China during the COVID-19. Family support could have a counterproductive effect when the nurses were experiencing decreasing job satisfaction. It gave suggestions to the medical institutions and the government to improve the psychological well-being of the psychiatric nurses and even of all the medical staff. (shrink)

The purpose of this study was to investigate the relationship between authentic leadership and the three dimensions of employee well-being. Furthermore, attachment insecurity was considered as a mediating factor between authentic leadership and the three dimensions of employee well-being. Data were obtained from a field sample of 212 health care providers with patient contact at five hospitals in the North East of Iran. Initially, collected data were analyzed with multiple confirmatory factor analyses. Then, structural equation modeling (...) was applied to test proposed hypotheses. First, it was shown that authentic leadership negatively impacted attachment insecurity. Second, attachment insecurity proved to be a factor impinging upon job satisfaction. On the contrary, higher levels of attachment insecurity was associated with higher levels of perceived stress and stress symptoms. Third, it was revealed that attachment insecurity partially mediated the relationship between authentic leadership and job satisfaction and fully mediated the relationship between authentic leadership, perceived stress, and stress symptoms. According to the literature of authentic leadership, this is one of the first research studies, and literally the first in the East exploring the effects of authentic leadership on the exclusive combination of dimensions offered in this paper. Moreover, researchers in the field of management have not delved enough into attachment and its antecedents and consequences in leader–follower relationship. This is one of the first studies to provide evidence of the relationship between authentic leadership, attachment security and employee well-being. As a further analysis, the final model was separately put under the two different lens of gender and some interesting findings were discussed in the discussion. (shrink)

Recent studies on the effects of mandatory online teaching, resulting from the COVID-19 pandemic, have widely reported low levels of satisfaction, unwillingness to continue online teaching, and negative impacts on the psychological well-being of teachers. Emerging research has highlighted the potential role of psychological need thwarting, in terms of autonomy, competence, and relatedness thwarting, resulting from online teaching. The aim of this study was to evaluate the immediate and delayed effects of PNT of online teaching on teachers’ (...) well-being, intention to continue online teaching, and job satisfaction. Moreover, data collected from both cross-sectional and longitudinal surveys allowed for a systematic validation of an important instrument in the field of teacher psychology, the Psychological Need Thwarting Scale of Online Teaching, in terms of longitudinal reliability and validity. The data reveal the usefulness of the construct of PNT in terms predicting and explaining teachers’ willingness to continue using online teaching as well as the degree of burnout after a period of 2 months, such that PNT is positively associated with burnout and negatively associated with willingness to continue online teaching. As such, the PNTSOT is recommended for future research evaluating the long-term psychological, affective, and intentional outcomes stemming from teachers’ PNT. Moreover, based on our findings that the impact from PNT of online teaching is persistent and long-term, we suggest that school leaders provide flexible and sustained professional development, model respectful and adaptive leadership, and create opportunities for mastery for the development of community of practice that can mitigate the thwarting of teachers’ autonomy, competence, and relatedness during times of uncertainty. Additionally, in terms of the psychometric properties of the PNTSOT instrument, our empirical findings demonstrate internal reliability, test–retest reliability, measurement invariance, and criterion validity based on cross-sectional and longitudinal data. (shrink)

The study of ethical leadership has emerged as an important topic for understanding the effects of leadership in organizations. In a study with 845 working adults across multiple organizations, the relationships between ethical leadership with positive employee outcomes were examined. Results suggest that ethical leadership is related to both psychological well-being and job satisfaction in employees, but the processes are different. Employee voice mediated the relationship between ethical leadership and psychological well-being. Feelings of (...) class='Hi'>psychological ownership mediated the relationship between ethical leadership and job satisfaction. A discussion of theoretical and practical implications concludes the article. (shrink)

Hypothesized relationships among reports by employees of moral distress, their perceptions of their manager’s behavioral integrity (BI), and employee reports of job satisfaction, stress, job engagement, turnover likelihood, absenteeism, work-to-family conflict, health, and life satisfaction were tested using data from the 2008 National Study of the Changing Workforce (n = 2,679). BI was positively related to job satisfaction, job engagement, health, and life satisfaction and negatively to stress, turnover likelihood, and work-to-family conflict, while moral distress was inversely related to (...) those outcomes. The magnitudes of relationships with job satisfaction, job engagement, and life satisfaction were greater with BI than with moral distress. Moral distress mediated the relationships between BI and the employee outcomes, supporting the view that employee’s perceptions of their manager’s BI might influence the employee’s behaviors as well as their attitudes. (shrink)

Relationships between the behavioral integrity of managers as perceived by employees and employee attitudes (job satisfaction and life satisfaction), well-being (stress and health), and behaviors (absenteeism) were tested using data from the 2002 National Study of the Changing Workforce (n = 2,820). Using multivariate and univariate analysis, perceived behavioral integrity (PBI) was positively related to job and life satisfaction and negatively related to stress, poor health, and absenteeism. The effect size for the relationship with job satisfaction was medium-to-large (...) while the effect sizes with respect to the other variables were small-to-medium. There was no support for the hypotheses that women would perceive lower levels of behavioral integrity and that the strength of the relationships between PBI and the outcomes variables would be stronger among women than among men. (shrink)

Background:Policemen all over the world are tasked with the heavy work of maintaining social security. With the imbalance in mentality brought about by high population density and social transformation, the work of the Chinese police is particularly hard. As the window of demographic dividend is closing and the number of newborns is insufficient, China has started to adjust its established fertility policy to encourage a family to have two children. However, the results have not met the expectations of the policy (...) adjustment. It is generally believed that factors such as high work pressure, high parenting costs, and low levels of happiness may be the main reasons for low fertility intentions. Studying this typical population of police officers may explore the relationship between work stress, happiness, and reproductive concerns, and provide evidence of Chinese sample.Objectives:To explore the relations between job burnout, subjective well-being, and generativity concern in Chinese police officers.Methods:The study used a cross-sectional survey to collect data from 494 police officers from H city in China. The participants completed the Maslach Burnout Inventory (MBI), the Family Adaptability and Cohesion Scale (FACESII), the Loyola Generativity Scale (LGS), and the Satisfaction with life scale (SWLS). Moderated mediation effect models assessed the association between job burnout, subjective well-being, and generativity concern.Results:Job burnout had a significant negative predictive effect on both subjective well-being and generativity concern, and subjective well-being played a mediating role between job burnout and generativity concern. In addition, family intimacy and adaptability had a significant negative moderating effect between subjective well-being and generativity concern. In a conclusion, there is a moderated mediating effect between job burnout and generativity concern.Conclusion:Subjective well-being played a mediating role between job burnout and generativity concern. (shrink)

The popularity of concept of spirituality is increasing exponentially in the field of human resource management. Both academicians and practitioners are looking at spirituality to solve modern day human resource challenges. Spirituality at work is about search for meaning or higher purpose, connectedness and transcendence. The present research article addresses conceptual and empirical gap using the concept of workplace spirituality and empirically examines relationship between workplace spirituality and employee commitment, job satisfaction and work–life balance satisfaction. The article successfully augments (...) literature by suggesting one more dimension of Indian spiritual values. This is one of the pioneer studies that used necessary condition analysis to explore workplace spirituality. Workplace spirituality was reported as a necessary determinant of employee commitment, job satisfaction and work–life balance satisfaction. Relationship between these variables is further investigated through correlation matrix and regression analysis. (shrink)

During the COVID-19 pandemic, many employees with task-based jobs were forced to work from home, while others were furloughed or laid off. The current study aims to investigate how Norwegian and Danish newspapers represent employee motivation and job satisfaction of remote workers in light of the COVID-19 pandemic. The study used a thematic analysis of five newspapers from Norway and Denmark with different daily distributions and political orientations. The findings suggest that the newspapers in the two countries represented the (...) topic of interest from different perspectives, and this led to the use of two motivation theories: the self-determination theory and Herzberg’s two-factor theory. The SDT helps us understand why some employees feel motivated and are more productive while working from home. The need for autonomy, competence, and connectedness is being satisfied for some employees but not for all, which may affect the strength of employees’ job motivation. Herzberg’s theory helps explain physical and psychological issues as dissatisfiers, as these issues are the consequence of working in a home-based office. Furthermore, a hybrid model seems to be an optimal solution for the future job market, where employees with task-based jobs can feel motivated and job satisfied while working either from home or from the workplace. Finally, it is important for employers to look after both the physical and the psychosocial conditions if hybrid solutions are going to replace the traditional workplace. (shrink)

Objective: Work stress is one of the urgent public health problems, which has aroused wide attention. In addition, work stress also has a negative impact on the development of enterprises. This study has three purposes: to understand the current status of working stress among couriers, to examine the association between work stress, job satisfaction and sleep quality of Chinese couriers, and to verify the mediating role of psychological capital.Methods: A cross-sectional survey was conducted among 3000 couriers in Beijing of (...) China from January to December 2019 using cluster stratified random sampling. Descriptive statistical analysis was used to describe demographic characteristics of respondents. Pearson correlation analysis was used to analyze the correlation among work stress, job satisfaction, sleep quality, and psychological capital. The mediating analysis was calculated role of psychological capital.Results: A total of 2831 participants were included in this study. The average score of work stress was 2.49 ± 0.76. Work stress was negatively correlated with job satisfaction, sleep quality, and psychological capital, respectively. The direct effect of work stress on job satisfaction is –0.223, and the total effect of work stress on job satisfaction is –0.267. The a*b*c’ is positive, indicating the mediating role psychological capital has in explaining the relationship between couriers’ work stress and job satisfaction. Moreover, psychological capital plays a mediating role between work stress and sleep quality among couriers.Conclusion: Couriers face certain work stress and should be paid attention to and psychological capital can effectively alleviate the work stress of couriers, so measures can be taken to improve it, promoting healthy development of employees and organizations. (shrink)

As has been shown by several studies, teaching is a highly stressful occupation (Johnson et al., 2005), and most teachers experience work stress. Long-term stress decreases job satisfaction and can result in chronic exhaustion which can develop into burnout syndrome. Implications of burnout syndrome are strongly negative both for the personal and professional life of teachers. As burnout syndrome puts teachers’ well-being, quality of the teaching process and relationships with students at risk, it is important to seek ways to (...) avoid teachersÉ’ burnout. Many studies have confirmed the protective role that coping strategies play in managing stressful situations, teacher’s self-efficacy or social support. In previous studies, a negative connection was found between burnout syndrome and job satisfaction. Job satisfaction is a crucial element in the definition of wellbeing. We find wellbeing rather not as a resource for burnout prevention but as an opposite state to burnout syndrome. The paper presents a quantitative survey on burnout syndrome and related variables among Czech elementary school teachers (n = 2,394). According to burnout score, two subgroups were selected – teachers with no burnout manifestations and teachers with developing/developed burnout syndrome. Through the statistical analysis, these two groups were compared in job satisfaction, self-efficacy, coping strategies, and social support. The study shows significant differences between the two groups of teachers... (shrink)

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital, (...) organizational commitment, and job satisfaction on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction and organizational commitment. The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees’ turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on. (shrink)

Research has shown that people sometimes report self-perceived growth as a result of dealing with a potentially traumatic event, but relatively few methodologically rigorous studies have examined whether perceived posttraumatic growth is associated with improved subsequent well-being across a wide range of outcomes. In this three-wave longitudinal study of Colombian emerging adults, we examined the associations of perceived posttraumatic growth with 17 well-being outcomes across domains of psychological well-being, psychological distress, social well-being, physical (...) class='Hi'>well-being, and character strengths. Using an outcome-wide analytic design that adjusted for a range of covariates assessed in Wave 1, we found that overall perceived posttraumatic growth assessed in Wave 2 was robustly associated with improvements in one or more facet of each well-being domain assessed approximately six months later in Wave 3. Our findings suggest that perceived posttraumatic growth may contribute to individual well-being over the longer-term. (shrink)

Worker well-being is a hot topic in organizations, consultancy and academia. However, too often, the buzz about worker well-being, enthusiasm for new programs to promote it and interest to research it, have not been accompanied by universal enthusiasm for scientific measurement. Aim to bridge this gap, we address three questions. To address the question ‘What is worker well-being?’, we explain that worker well-being is a multi-facetted concept and that it can be operationalized in a variety of (...) constructs. We propose a four-dimensional taxonomy of worker well-being constructs to illustrate the concept’s complexity and classify ten constructs within this taxonomy. To answer the question ‘How can worker well-being constructs be measured?’, we present two aspects of measures: measure obtrusiveness (i.e., the extent to which obtaining a measure interferes with workers’ experiences) and measure type (i.e., closed question survey, word, behavioral and physiological). We illustrate the diversity of measures across our taxonomy and uncover some hitherto under-appreciated avenues for measuring worker well-being. Finally, we address the question ‘How should a worker well-being measure be selected?’ by discussing conceptual, methodological, practical and ethical considerations when selecting a measure. We summarize these considerations in a short checklist. It is our hope that with this study researchers – working in organizations, in academia or both – will feel more competent to find effective strategies for the measurement worker well-being and eventually make policies and choices with a better understanding of what drives worker well-being. (shrink)

Workplace bullying is a phenomenon that can have serious detrimental effects on health, work-related attitudes, and the behavior of the target. Particularly, workplace bullying exposure has been linked to lower level of general well-being, job satisfaction, vigor, and performance and higher level of burnout, workplace deviance, and turnover intentions. However, the psychological mechanisms behind these relations are still not well-understood. Drawing on psychological contract and self-determination theory (SDT), we hypothesized that perceptions of contract violation and the (...) frustration of basic needs mediate the relationship between workplace bullying exposure and well-being, attitudinal, and behavioral outcomes. Self-reported data were collected among employees with different working backgrounds (N= 1,257)viaAmazon's Mechanical Turk in an online survey. Results showed that feelings of contract violation and frustration of basic needs accounted for unique variation in well-being, work satisfaction, burnout, vigor, and turnover intentions, pointing to individual contributions of both psychological mechanisms. However, when controlled for frustration of basic needs, feelings of psychological contract violation were no longer a mediator between workplace bullying exposure and work performance. Helping employees to deal effectively with workplace bullying exposure might buffer its negative effects and reduce their experienced frustration of basic needs, preserving their well-being, vigor, and work performance and, eventually, prevent burnout. The present study is the first to concurrently elucidate the proposed psychological mechanisms and unique contributions of psychological contract violation and frustration of basic needs in the context of workplace bullying. (shrink)

Coronavirus disease 2019, as an infectious disease, is now prevalent in many countries around the world, which has recently led many governments to home quarantine and impose penalties for violating quarantine. Concerns and stress caused by lockdown and social isolation led to personal and interactive reactions in some families, which are also culturally important to address. This study was administrated to study the psychological well-being and the effect of home quarantine on marital satisfaction and parental burnout from parenting (...) responsibilities during the prevalence of COVID-19 in Iranian parents. A total of 213 parents voluntarily participated in the online survey in the period of February to mid-April 2020 and completed the 5-item index of the well-being of the World Health Organization, the Kansas Marital Satisfaction Scale, and the Parental Burnout Assessment. The results showed that the effect of home quarantine on MS and PB was not significant in parents. The interactive effect of home quarantine and gender was not significant on MS and PB. In addition, the mothers significantly reported higher PB than the fathers, but the fathers had higher scores in MS and psychological well-being. The effect of some demographic factors on the studied variables was also significant. Supportive resources in family-based culture may play an essential role to reduce the negative effects of stressful situations on family interactions. (shrink)

Ever feel concerned that you may not achieve your career goals, or feel worried about where your life is going? Such examples may reflect the experience of status anxiety, that is, concerns that one may be stuck or not able to move up in life, or worries that one may be too low in standing compared to society’s standards. Status anxiety is believed to be exacerbated by economic inequality and negatively affect well-being. While job satisfaction is an important determinant (...) of well-being, no research has examined whether status anxiety can also help explain people’s satisfaction with their jobs. We tested whether status anxiety differs from other organizational constructs and uniquely relates to job satisfaction among full-time working adults. In a pilot study we found that status anxiety is separate from the concept of job insecurity (e.g.,, perceived threat of job loss). Results of our main study also indicated that higher status anxiety significantly predicted lower job satisfaction beyond several other indicators of organizational attitudes (job insecurity, occupational self-efficacy, distributive, procedural, and interactional justice), as well as the tendency to seek status and several background factors (e.g., income, education, perceived socioeconomic status). We discuss the unique role of status anxiety in job satisfaction and the implications of this research to our understanding of status concerns as well as organizational attitudes and policies. (shrink)

Business ethics has been emphasized throughout the past decade and organizations are aware of the influence it has on the organization’s performance. As a result, ethical leadership is important as it influences the employees profoundly. This study aims to address this issue and explore the influence ethical leadership has on employees by examining job satisfaction, subjective well-being at work, and life satisfaction. Two groups of independent data were collected and a multi-group analysis was conducted before pooling together for a (...) two-step structural equation modeling test. The results revealed that ethical leadership has a negative direct effect on employee well-being which offers significant findings for the meaning of ethical leadership in the Chinese culture. Useful managerial implications are provided for managers and supervisors at the end of this study. (shrink)

This study reports the findings of a 2.5 year intervention project to reduce psychosocial risks and increase employee well-being in 15 emergency departments in the Netherlands. The project uses the psychosocial risk management approach “PRIMA” which includes cycles of risk assessment, designing and implementing changes, evaluating changes and adapting the approach if necessary. In addition, principles of participative action research were used to empower the departments in designing and implementing their own actions during the project. Next to determining (...) overall effects, the study aims to assess potential moderators including the level of intervening, process variables and partaking in a Psychosocial Safety Climate intervention offered during the second half of the project. The results of linear mixed-model analyses showed that all job factors improved with the exception of autonomy, which did increase halfway the project but not when considering the entire timeframe. In addition, work engagement decreased and symptoms of burnout remained stable. Emergency departments that implemented more fitting actions, communicated better and involved their employees more in the process, had more favorable changes in job factors and more stable well-being. More activity and a multilevel approach regarding stress management did not lead to greater improvements. The Psychosocial Safety Climate intervention was effective in improving Psychosocial Safety Climate, but a longer follow-up period seems required to evaluate its effect on job factors and well-being. Overall, the project resulted in positive changes in most job factors, and its findings emphasize the importance of process variables in stress management interventions. Longer follow-up and higher quality multilevel interventions seem essential to also improve well-being. (shrink)

The aim of this paper is to investigate among a group of non-profit organizations: a) the effect of ethical leadership on volunteers’ satisfaction, affective organizational commitment and intention to stay in the same organization; b) the role played by job satisfaction as a mediator in the relationship between ethical leadership and volunteers’ intentions to stay in the same organization, as well as between ethical leadership and affective commitment. An anonymous questionnaire was individually administered to 198 Italian volunteers of different (...) non-profit organizations. The questionnaire contained the Ethical Leadership Scale, the Volunteers Satisfaction Index, the Affective organization Scale, as well as questions regarding the participants’ age, sex, type of work, level of education, length of their volunteer works, intention to volunteer in the following months in the same organization. The construct as well the effects of EL on volunteers is approached in light of the Social Exchange Theory and the Social Learning Theory. Structural equation models were used to test hypothesized relationships. The results confirm the role of mediation of volunteer satisfaction in the relationships between the variables studied. In particular, ethical leadership was found to be positively associated both with volunteers’ intention of staying and with their affective commitment. In the first case this relationship is fully explained by the mediation of the volunteers’ satisfaction, while the latter is explained by both direct and indirect factors. To the authors’ knowledge, this the first attempt to understand the role played by ethical leadership on volunteers’ behavior and, more in general, in the management of non-profit organizations. Findings are relevant both for practitioners and managers of non-profit organization, since they suggest the relevance of the perception of ethical leadership by volunteers, as well as for scholars, since they further deepen the knowledge on EL and its effects on the followers. Limits of the study: the questionnaire was administered only among a group of non-statistical sample of volunteers. Furthermore, the study reached only volunteers from Italian non-profit organization. (shrink)

In recent years, workplace well-being has been a popular research topic, because it is helpful to promote employees’ welfare, thereby bringing valuable personal and organizational outcomes. With the development of technology, the technology industry plays an important role in Taiwan. Although the salary and benefits provided by the technology industry are better than other industries, the work often requires a lot of time and effort. It is worth paying attention to whether a happy workplace will bring subjective well-being (...) for the technology industry in Taiwan. This study explored the influence of workplace well-being, job involvement, and flow on the subjective well-being. The research was conducted by a questionnaire survey. A total of 256 employees in the technology industry in the Nanzi Processing Zone in Kaohsiung City, Taiwan were surveyed. Collected data were analyzed by statistical methods, such as multivariate and structural equation models. The study results indicated that workplace well-being, flow, and job involvement have a positive and significant impact on the subjective well-being. In addition to having a direct impact on subjective well-being, flow is also a significant variable to mediate the impact of workplace well-being to subjective well-being. In addition, job involvement also affects subjective well-being through flow, which means that the state of selflessness at work is the most important factor affecting subjective well-being. Finally, based on the research findings, the researcher provided practical suggestions to the government and the technology industry. (shrink)

Similar to personal wisdom, which is believed to be beneficial for individuals, others, and the larger community, wise organizations are likely to have a positive impact on employee well-being if their ultimate goal is to promote the common good. To test this hypothesis and create a wise organization index, the cognitive, reflective, and compassionate dimensions of the Three-Dimensional Wisdom Model were integrated with the psychological needs for competence, autonomy, and relatedness of Self-Determination Theory. The wise organization index (...) consisted of the average ratings of ten scales by forty-seven to 1,930 employees in twenty-four organizations. Analyses of two-level hierarchical linear models showed that the positive association between the wisdom scores of twenty-four organizations and the well-being scores of 9130 employees was mediated by supervisor support and job fulfillment. The study suggests that employees who are treated well, feel well and fulfilled at work, which likely benefits the organization’s long-term success. (shrink)

Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure such adverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter’s four-item Workplace Incivility Scale (2016) with Spanish workers (N= 407) from different sectors. Participants’ mean age was 38.73 (...) (SD= 10.45) years old and the percentage of female employees was 59.2%. Confirmatory factor analysis using AMOS 19.0 was carried out, presenting a good fit. The internal consistency, convergent and concurrent validity of the scale were examined. Results show good scale reliability and expected high correlations with social undermining. Moreover, the scale related to propensity to leave a job, job satisfaction, and psychological well-being in the expected way. After configural invariance across groups was established, testing for metric invariance and scalar invariance was performed. Considering Δχ² and ΔCFI tests for two nested models, the 4-item scale was invariant when the employment status is considered (permanent vs temporal, full-time vs part-time and supervisor vs non supervisors). Overall, our findings showed good psychometric properties of the shorter version of the Workplace Incivility Scale in Spain. Theoretical and practical implications of this study are discussed. (shrink)

Is relational crafting always beneficial? Despite the increasing research on the positive outcomes of relational crafting, some evidence still indicates its dysfunctional consequences. The current study proposed a double-edged sword effect of relational crafting on job well-being, including work dynamics and emotional exhaustion, with an integrative perspective from the resource loss and resource acquisition perspectives based on the job demands-resources model and the conservation of resources theory. By conducting a two-stage questionnaire survey on 323 employees, the results demonstrate that: (...) On the one hand, relational crafting induces emotional exhaustion through increased work load; On the other hand, relational crafting also displays positive effect on increasing work dynamics and decreasing emotional exhaustion by fostering supervisor-subordinate guanxi. By analyzing the double-edged sword effect of subordinates’ relational crafting on job well-being from the two processes of resource loss and resource acquisition effects, a more complete influencing mechanism between relational crafting and job well-being is constructed, which improves the understanding of relational crafting, enriches the literature on proactive behavior and provides a more integrated theoretical basis for researchers and managers. (shrink)