Job-Related Affective Well-Being Scale Research Articles

Dementia mindset of caregivers providing residential care for older persons: study protocol for a replication study on the validation of the Dementia Mindset Scale

IntroductionProfessional caregivers’ perspectives on dementia and on people living with dementia (PlwD) can influence their feelings, judgements and behaviours in work situations, for example, how they think about symptoms, disease...

Problem focused coping strategies and high self-compassion can be seen as protective factors to lower stress, negative emotional reactions to job and anxiety

IntroductionPrevious research has shown that:-problem focused coping strategies aim to change the reaction to the stressful situations-self-compassion may reduce anxiety and depression. It is associated with happiness, it increases with age, it is negatively correlated with perceived stress and in older adults seems to be associated with higher levels of wisdom, integration, acceptance of one’s past life experiences and higher levels of meaning in life.-job related low LPLA (Low pleasurable Low arousal emotions) and high LPHA (Low pleasurable High arousal emotions) levels corelate to depression, anxiety, and stress. ObjectivesCase report of 60 years old computer scientistMethodsPsychiatric interview and scales:Self-reported questionnaires: The Brief-COPE, The Self-Compassion Scale (SCS-SF), The Perceived Stress Scale (PSS 10), The Depression Anxiety Stress Scale (DASS-10), The Job-related Affective Well-being Scale (JAWS), The Subjective Happiness Scale (SHS), The Meaning in Life Questionnaire (MLQ)Results60 years old male computer scientist, single, without children, multiple times a week in recreative activities and physical activities. He is not satisfied with close friendships, he sleeps 6 hours in day, he didn’t have traumatic experiences in life. He is not religious. He works 45 hours per week, from that 5-10 hours weekly works at the site of primary employment.The Brief-COPE: High score for using problem focused coping strategies-acceptance, planning, positive reframing, and informational support. Maladaptive coping strategies used in lower grade: self-blame and self-distraction.SCS-SF: Much higher levels of self-compassion than the norms established by previous research.DASS-10: low.SHS: lower happiness level than the norms established by previous research.JAWS: High negative emotional reactions to job and low level of overall job-related affective wellbeing together with lower HPHA, higher LPHA, and lower LPLA in comparison to previous research. According to previous research this person is not satisfied with his job and have a lot of negative emotions regarding his job.PSS 10: Levels of perceived stress are lower than the norms established by previous research.MLQ: this person scored below 24 on the scale- presence of meaning and below 24 on the scale search for meaning. According to previous research person with this score do not feel their life has a valued meaning and purpose and they do not not actively explore that meaning or seeking meaning.ConclusionsProblem focused coping strategies and high self-compassion can be seen as protective factors to lower stress, negative emotional reactions to job and anxietyDisclosure of InterestNone Declared

Self-compassion, Job-related Wellbeing, Perceived Stress, Happiness and Depression, and Anxiety Symptoms in 6 Cases of Senior Managers of Human Resources or Organizational Development

Introduction: Recent studies suggest that compassion, particularly self-compassion, is often perceived as contrary to effective leadership and organizational success, that self-compassion, which impacts emotion regulation through the acceptance of negative emotions, may be an adaptive strategy for managing stress and benefit for resilience at work, and that self-compassion is associated with happiness and inversely related to anxiety and depression. This can be taken together with the importance of job-related affective well-being, where low LPLA (Low Pleasurable Low Arousal emotions) and high LPHA (Low Pleasurable High Arousal emotions) can correlate to depression, anxiety, and stress. The following self-report questionnaires were used: the Self-Compassion Scale (SCS-SF), the Job-Related Affective Well-Being scale (JAWS), the Perceived Stress Scale (PSS 10), the Subjective Happiness Scale (SHS), the Depression Anxiety Stress Scale (DASS-10). The aims of this case series are to assess these components in six senior managers of human resources or organizational development, to understand their interconnections, and to compare the results with previous studies. Results and discussion: The six cases’ configurations of scores (age 46-67, 4 female, 2 male) for self-compassion, job-related wellbeing, perceived stress, happiness, depression/anxiety symptoms, vary widely. Five out of six cases in this case study have higher levels of perceived stress than the norms established by previous research. The youngest among the cases is case 5 and exhibits the highest stress levels, the highest depression/anxiety levels, and a high self-compassion level simultaneously. One case has severe depression/anxiety levels, and two cases have moderate levels of depression/anxiety. Four out of six cases have high levels of self-compassion. All six cases exhibit strong negative emotional reactions to their job and level of overall job-related affective well-being is low. The six cases in this study show the same trends outlined in the previous research: (1) self-compassion is associated with happiness and (2) self-compassion is inversely related to anxiety and depression, (3) anxiety and depression are inversely related to happiness,(4) perceived stress is negatively correlated with self-compassion (in turn that self-compassion could protect against stress, and (5) low LPLA and high LPHA levels corelate to depression, anxiety, and stress. Conclusion: Timely awareness among managers of their levels of self-compassion, job-related well-being, perceived stress, and symptoms of depression and anxiety can be valuable in preventing the escalation of stress and the deterioration of mental health. By recognizing and addressing these factors early, managers may mitigate negative emotional outcomes, thereby fostering a healthier work environment and improving overall job satisfaction and performance.

Impact of Job Crafting Intervention on Psychological Empowerment, Work Engagement, and Affective Well-being in Teachers

Organizations are under a lot of pressure to survive in the ever-changing world of competition. Human resources are a critical aspect for which there is no substitute. Job crafting is a component that can assist employees to improve the positive aspects of their work while reducing the negative aspects' impact. The study's main goal is to see how a job crafting intervention affects employees' psychological empowerment, work engagement, and affective well-being. It is a quasi-experimental design including both experimental and control groups. The population consists of teachers. Job crafting intervention was provided to the employees. It consists of six core elements including three sessions and pre-post testing taking a total of the six-week time period. Pre-testing and post-testing were done by using the Job Crafting questionnaire developed by Tims et al. (2012), Psychological Empowerment Scale (Spreitzer, 1995), Utrecht Work Engagement Scale (UWES; Schaufeli et al., 2006) and Job-related Affective Well-being Scale, JAWS (Van Katwyk et al., 2000). A paired sample t-test was run to see the effect of job crafting intervention on job crafting, psychological empowerment, work engagement, and affective well-being. The results were positive and significant. The relationship between job crafting, psychological empowerment, work engagement, and affective well-being was also assessed and there was a positive and significant correlation. The job crafting training can make it achievable to initiate employees’ active job crafting behavior and work engagement. Employers should recognize the need to assist and motivate staff to maximize their resources and meet their challenges.

The Polish adaptation of the Burnout Assessment Tool (BAT-PL) by Schaufeli et al.

The study aimed to present the Polish version of the Burnout Assessment Tool (BAT-PL) by W. Schaufeli et al. and to assess its validity and reliability. The tool measures the core symptoms of burnout (BAT-C): exhaustion, mental distance, cognitive and emotional impairment, and its secondary symptoms (BAT-S): psychosomatic complaints and psychological distress. The participants were 255 nursing staff members. The construct validity was assessed with a one-point job satisfaction scale, the Utrecht Work Engagement Scale by Schaufeli et al. and the Job-related Affective Well-being Scale by van Katwyk et al. The results of the confirmatory factor analysis supported an assumed bi-factor structure. This applies to both BAT-C as the four core symptoms and a general factor and BAT-S as a set of two secondary symptoms and a general factor. Both scales were strongly correlated with one another and differed from other measures of job-related well-being (job satisfaction, work engagement and negative emotions). The values of Cronbach's alpha and composite reliability indicated BAT-PL as a reliable measurement tool. BAT-PL by W. Schaufeli et al. has good psychometric characteristics to be used in research on burnout and further validated in clinical practice.

Perceived Supervisor Support and Work Engagement: Mediating Role of Job-Related Affective Well-Being

The present study mainly investigated the mediating role of job-related affective well-being between perceived supervisor support and work engagement among university academic staff. The job-related affective well-being were scored into two subscales, positive emotion and negative emotion. Selected using the simple random technique, a total of 110 academic staff of a public university, mean aged 42.63 years (SD = 8.51) completed a set of survey instrument which consisted of Survey of Perceived Supervisor Support Scale (Shanock & Eisenberger, 2006), Job-related Affective Well-Being Scale (Van Katwyk et al., 2000) and Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003). Results showed that perceived supervisor support and both subscales of job-related affective well-being correlated significantly with work engagement. Findings indicated that both positive emotion and negative emotion of job-related affective well-being partially mediated the relationship between perceived supervisor support and work engagement. Hence, perceived supervisor support influenced the emotional states and in turn influenced work engagement. The findings of this study provide implications for a healthy relationship between supervisor and employee to elicit positive emotion and weaken negative emotion which in turn enhances work engagement for organization’s sustainability.

Contributo para um retrato dos Socorristas da Cruz Vermelha Portuguesa: Saúde, Trabalho, Coping e Suporte Social

Introduction and objectives In Portugal, one of the organizations operating in the pre-hospital emergency context is the Portuguese Red Cross. Working at this level is considered a risky activity, including exposure to high levels of stress, which may lead to the development of health problems. The main objectives of this study were describe the profile of these first responders considering health, work, coping and social support variables, explore age/gender differences, as well as the relationship between these variables. Methodology A cross-sectional study was conducted and the following instruments were used: General Health Questionnaire - 28, Posttraumatic Stress Disorder Checklist 5, Warr's Job-Related Affective Well-Being Scale, Brief COPE, and the Survey of Perceived Organizational Support. Results and Conclusions The results showed satisfactory levels of general health and psychological well-being, good levels of job satisfaction, and moderate levels of perceived social support. The coping strategies most used by these first responders were emotion-focused coping. The differences found and the relationships between the variables identified constitute important clues to be taken into account in the planning and implementation of actions and interventions with these populations. Optimizing the first responders' working conditions, providing support and promoting the development of skills will make a crucial contribution to their health and psychological well-being, which will be reflected in the quality of the support provided to the population. Keywords: first responders, occupational health, work, coping, social support, occupational or organizational psychology.

Predicting effectiveness of teachers teaching based on affective well-being and organizational silence components

Introduction: Effective teaching means achieving goals, explained by many psychological and organizational factors, so it is essential to study its predictive components. Aim: The aim of this study was to predict the effectiveness of teachers teaching based on affective well-being and components of organizational silence. Method: The present study is a descriptive-survey study. The research population includes all elementary school teachers in Baneh City in the academic Year 2016-2017, which was equal to 832 people. From the mentioned society, according to Morgan table and stratified random sampling method, 263 teachers were selected as the sample. Data were collected through three questionnaires, the Organizational Silence, Teachers Effective Teaching, and the Job-related Affective Well-being Scale. The data, analyzed with SPSS ver.25, using univariate and multivariate statistical analysis. Results: The results showed affective well-being with beta score 275.0 and prosocial silence with beta score 232.0 positively and significantly predict effectiveness of teachers teaching by 00.0 affective well-being was significant in women (β=0.237, P=0.05) and men (β=0.279, P=0.01). Also, defensive silence was significant only in the group of women (β=-0.239, P=0.05). The components of acquiescent silence (β=-203.0, P=0.05) and prosocial silence (beta 314.0, P=0.01) were significant in the men group; but in the group of women, they were not significant. Conclusion: Affective well-being and organizational silence among teachers should be considered to improve teaching effectiveness.

Meaning in Life, Subjective Well-Being, Happiness and Coping at Physicians Attending Balint Groups: A Cross-Sectional Study.

This study aimed to measure the scores of well-being, subjective happiness, sense of meaning, and coping in Romanian physicians and the potential impact on them of systematically attending Balint groups. Eighty participants (33 men, 47 women, mean age 38.90, SD 9.73) were included in the study. From them, 43 had systematically attended a Balint group in the last two years, while the others represented the controls. All participants were administered the Meaning of Life Questionnaire, the Job-related Affective Well-being Scale, the Brief COPE Scale, and the Subjective Happiness Scale. t-tests and MANOVA were used to compare the group scores and the impact of Balint training on the study variables. Results showed that Balintian participants had a lower use of denial and self-blame and were more oriented towards the seeking of emotional and instrumental support. They also reported higher scores in high pleasurable-low arousal emotions, positive emotions, and in the perception of the presence of meaning. Still, when considering other additional predictors (gender, age), the distinct impact of Balint training remained limited to the preference for certain coping mechanisms. These results could stimulate the use of Balint groups as a tool for the physician’s formation programs.

Perceived hazardous physical work environments and job-related affective well-being of navy officers aboard the Republic of Korea Navy ships and submarines in South Korea

IntroductionNavy ships and submarines are important military measures that protect the Republic of Korea. They also comprise naval officers’ workplace. However, few studies have examined naval officers’ working environment and...

Character Strengths Involving an Orientation to Promote Good Can Help Your Health and Well-Being. Evidence From two Longitudinal Studies.

Purpose:We examined the impact of an orientation to promote good—one aspect of strengths of character, understood as having consistent thoughts and taking actions that contribute to the good of oneself and others—on flourishing outcomes.Design:We used data from 2 longitudinal observational studies. The primary study used 2 waves of data collected in June 2018 and July 2019. The secondary study used 3 waves of data collected in February 2017, March 2018, and March 2019.Setting:Two culturally different populations of adults were examined: (1) a large service organization based in the United States and (2) a Mexican apparel company in the supply chain of a major global brand.Subjects:1,209 U.S. employees and 495 Mexican apparel workers were included in the study.Measures:Self-reports of orientation to promote good, Well-Being Assessment, Flourishing Index, the CDC Health-Related Quality of Life and the Job-Related Affective Well-Being Scale were used.Analysis:An outcome-wide approach and lagged regression analyses were applied. To combine the estimates across samples meta-analytic estimates were computed. Bonferroni correction was used to correct for multiple testing. Robustness of the results to potential unmeasured confounding was examined using E-values.Results:Orientation to promote good was positively associated with subsequently higher levels of life satisfaction and happiness (β = 0.14, 95% CI: 0.09, 0.19), self-assessed mental health (β = 0.11, 95% CI: 0.06, 0.15) and physical health (β = 0.08, 95% CI: 0.04, 0.12), social connectedness (β = 0.102, 95% CI: 0.06, 0.15) and purpose in life (β = 0.07, 95% CI: 0.03, 0.11). It was also associated with decreased anxiety (β = -0.11, 95% CI: -0.17, -0.06), depression (β = -0.07, 95% CI: -0.1, -0.02) and loneliness (β = -0.09, 95% CI: -0.13, -0.04). Possible effects on both positive affect (feeling happy) and negative affect (feeling sad, stressed and lonely) in general and while-at-work were also identified.Conclusions:Policymakers and practitioners should consider orientation to promote good as an important factor for improving population health and human flourishing while also at work.

Job-related emotions and job burnout among civil servants: examining the shape of the relationship in cross-sectional and longitudinal models

The relationship between positivity, i.e., the proportion of positive and negative emotions, and job burnout may be of a curvilinear shape. From a theoretical point of view, it is a causal relationship, since positivity can be regarded as a proximal dimension of occupational well-being, and burnout as a distal one. However, previous studies have been mostly cross-sectional and have tested only linear relationships between these variables. Therefore, the aim of the study is to examine the shape of the relationship between positivity and burnout using both cross-sectional and longitudinal designs, on the example of civil servants. The study involved 238 civil servants (73.5% of whom were women). Positivity was assessed with the Job-related Affective Well-being Scale. Exhaustion and disengagement, 2 components of job burnout, were measured twice, at a 4-month interval, using the Oldenburg Burnout Inventory. The cross-sectional models assuming the curvilinear relationship between positivity and job burnout were better fitted to the data than models with the linear relationship only. Thus, positivity was curvilinearly related to both exhaustion and disengagement, with an inflection point around 2. In the longitudinal models, for exhaustion the curvilinear model was again better fitted to the data, while for disengagement it was the linear model. The relationship between positivity and exhaustion was curvilinear among the civil servants. This may indicate personal costs of maintaining a high ratio of positive to negative emotions at work. Nevertheless, the role of positivity for disengagement seems more complex, with a possible long-term protective function. Med Pr. 2019;70(2):201-11.

Positivity and job burnout in emergency personnel: examining linear and curvilinear relationship

Abstract The aim of this study was to examine whether the relationship between the ratio of job-related positive to negative emotions (positivity ratio) and job burnout is best described as linear or curvilinear. Participants were 89 police officers (12% women) and 86 firefighters. The positivity ratio was evaluated using the Job-related Affective Wellbeing Scale (Van Katwyk, Fox, Spector, & Kelloway, 2000). Exhaustion and disengagement, two components of job burnout, were measured using the Oldenburg Burnout Inventory (Demerouti, Mostert, & Bakker, 2010). The results of regression analysis revealed that curvilinear relationships between the positivity ratio and two components of job burnout appeared to better fit the data than linear relationships. The relationship between the positivity ratio and exhaustion was curvilinear with a curve point at around 2.1. A similar curvilinear relationship, but with a lower curve point, i.e., around 1.8, was observed for disengagement. It seems that beyond certain values there may be hidden costs of maintaining positive emotions at work. Also, the unequal curve points for subscales suggest that different dimensions of work-related functioning are variously prone to such costs.

Leadership Styles, Leader’s Effectiveness and Well-being: Exploring Collective Efficacy as a Mediator

The present study explored the relationships among leadership styles, leader’s effectiveness and well-being directly as well as indirectly through collective efficacy among the employees of the education industry, the latest entrant on the Indian scene. Ninety full-time employees participated in the study. They were administered the Multifactor Leadership Questionnaire (MLQ; Bass & Avolio, 2004. The multifactor leadership questionnaire: Third edition manual and sampler set), Job-related Affective Well-being Scale (JAWS; Van Katwyk, Fox, Spector & Kelloway, 2000. Journal of Occupational Health Psychology, 5[2] , 219–230) and Collective Efficacy scale (Karrasch, 2003. Lessons learnt on collective efficacy in multinational teams. Alexandria, VA: United States Army Research Institute for the Behavioral and Social Sciences). Mediation regression analysis was used to test the hypotheses. The results revealed that transactional style has influenced both the outcome variables directly as well as indirectly more than the other two leadership styles. The study contributes to the scantly explored indirect linkages of collective efficacy on leadership styles, effectiveness and well-being.

The relationship between psychological need satisfaction, job affective wellbeing and work uncertainty among the academic nursing educators

Background : The growing recognition of the connection between employees' wellbeing, working conditions, satisfaction and productivity has increased the requirement for understanding the need for a culture of health, wellbeing and certainty in the workplace. Self-Determination Theory (SDT) posits innate universal psychological needs for autonomy, competence, and relatedness, which imply work climates allowing satisfaction of these needs facilitate work engagement and psychological wellbeing as well as promoting motivation and wellbeing in the work place. Purpose: This research study aims to continue this trend by investigating the relationship between psychological need satisfaction, job affective wellbeing and uncertainty at work among academic nursing educators at the Faculty of Nursing, Alexandria University. Methods : A descriptive correlational design was used. All academic nursing educators who were available and willing to participate at the time of data collection were included (N = 169). Basic Psychological Need Satisfaction at work, Job-Related Affective Wellbeing Scale (JAWS), Personal and Work environment uncertainty scales were used to measure the study variables. Results : The main finding of the study reveals perception of psychological need satisfaction among academic nursing educators is significantly related, and could lead to, higher feeling of job-related affective wellbeing, consequently increasing their tolerance of uncertainty at personal as well as work situations ( p < .05). Conclusions and recommendation : A positive and supportive work environment promoting employees’ sharing, learning, autonomy, competence, belonging or relatedness and staff interaction should be supported by organizations. Also, identifying organizational obstacles to embracing uncertainty through a training program focuses on building employee uncertainty management skills and, how to use their resources to improve their uncertainty management practices are essential.

Psychometric properties of the polish version of the Job-related Affective Well-being Scale.

The aim of this study was to verify psychometric properties of the Polish version of the Job-related Affective Well-being Scale (JAWS). Specifically, theoretical 4-factor structure (based on the dimensions of pleasure and arousal) and reliability of the original - 20-item JAWS (van Katwyk et al., 2000) and the shortened - 12-item (Schaufeli and Van Rhenen, 2006) versions were tested. Two independent samples were analyzed (police officers, N = 395, and police recruits, N = 202). The Polish version of the original, 20-item, JAWS was used to measure job-related affective states across the past month (van Katwyk et al., 2000). This version of JAWS includes 2 dimensions: valence and arousal, which allow to assess 4 categories of emotions: low-arousal positive emotions, high-arousal positive emotions, low-arousal negative emotions and high-arousal negative emotions. The results of multidimensional scaling analysis showed that the theoretical circumplex model of emotions underlining JAWS was satisfactorily reproduced. Also the hypothesized 4-factor structure of the Polish version of JAWS was confirmed. The 12-item version had better fit with the data than the original, 20-item, version, but the best fit was obtained for the even shorter, 8-item version. This version emerged from a multidimensional scaling of the 12-item version. Reliabilities of the 20- and 12-item versions were good, with lower values for the 8-item JAWS version. The findings confirmed satisfactory psychometric properties of both Polish versions of the Job-related Affective Well-being Scale. Thus, when both psychometric properties and relevance for cross-cultural comparisons are considered, the 12-item JAWS is recommended as a version of choice.

Fatigue and burnout in police officers: the mediating role of emotions

Purpose– The policing profession is associated with psychosocial hazard. Fatigue and burnout often affect police officers, and may impair the functioning of the organization and public safety. The relationship between fatigue and burnout may be modified by job-related emotions. While negative emotions have been extensively studied, the role of positive emotions at work is relatively less known. Additionally, there is insufficient knowledge about the role of the intensity of emotions. The purpose of this paper is to examine the role of job-related emotions in the relationship between fatigue and burnout in police officers.Design/methodology/approach– In all, 169 police officers (26 women) completed a test battery that assessed acute fatigue, burnout (Oldenburg Burnout Inventory: exhaustion and disengagement), and emotions (Job-related Affective Well-being Scale).Findings– Acute fatigue was associated more strongly with exhaustion than with disengagement. Low-arousal negative emotions partially mediated the relationship between fatigue and exhaustion. High-arousal positive and negative emotions were partial mediators between fatigue and disengagement experienced by police officers.Research limitations/implications– The results show that high-arousal emotions were associated with changes in work motivation, while low-arousal negative emotions reduced energetic ability to work.Originality/value– This paper enhances understanding of burnout among police officers and the mediating role of emotions. The patterns of the relationships between fatigue, burnout and emotions are discussed in the context of the conservation of resources theory and the tripartite model of anxiety and depression.

High arousal and low arousal work-related positive affects and basal cardiovascular activity

Basal cardiovascular activity may be modulated by positive affect activation levels. In the current study, it was hypothesized that work-related high arousal positive affect (HAPA) will have a U-shaped association with basal cardiovascular activity and low or un-aroused positive affect (LAPA) will be negatively associated with basal cardiovascular activity. Participants were 1807, apparently, healthy adults. HAPA and LAPA were assessed with the Job-related Affective Well-being Scale. Outcome measures were resting heart rate (HR), systolic (SBP), and diastolic blood pressure (DBP) levels. Results for HAPA supported the hypothesized relationships, such that HR and SBP were lower when HAPA was at moderate levels, but higher when HAPA was at high or low levels. LAPA was negatively associated with SBP and DBP. Our findings suggest that HAPA and LAPA have differential consequences regarding cardiovascular function.

Measuring Work Related Quality of Life and Affective Well-being in Turkey

The prime purpose of this research wass to test the cross cultural construct validity and the reliability of the Work Related Quality of Life (WRQoL) scale developed by Van Laar and colleagues (2007) and Job Related Affective Well-being Scale by Sevastos (1996). 288 employees participated in the study from a range different occupational backgrounds. The employees had a mean age of 34.25 years and average work experience of 12.17 years. 52.1% of the participants were men. Three items needed to be removed from WRQoL according to the CFA results and the new structure for Turkish version of the WRQoL consisted of 20 items and 6 factors with acceptable to good fit indices. Job related affective well-being scale showed a consistent factor and item structure with the Turkish sample indicated by good fit indices. All sub-scales and scales showed significant correlations. We might consider that the 20 item WRQoL and 12 item job related affective well-being scae are both valid and reliable in a Turkish context.

Factorial Validation of Warr’s (1990) Well-Being Measure: A Sample Study on Police Officers

The purpose of this study was to test the factorial validity of the job-related affective well-being scale—the IWP Multi-Affect Indicator. The sample was composed of 1466 police officers and collected through self-report questionnaires. With the objective of validating the factorial structure of the IWP Multi-Affect Indicator, several models were tested using confirmatory factor analysis. The results supported a four-factor structure: anxiety, comfort, depression and enthusiasm, as well as a five-factor structure including the same four factors plus a second-order factor called global affective well-being.