Job-related Affective Well-being Research Articles

Nursing a Case of the Blues: An Examination of the Role of Depression in Predicting Job-Related Affective Well-Being in Nurses

The current study explored the effect of depression, optimism, and anxiety on job-related affective well-being in 70 graduate nurses. It was predicted that depression and anxiety would have a significant negative effect on job-related affective well-being, whereas optimism would have a significant positive effect on job-related affective well-being. Questionnaires were completed online or in hard-copy forms. Results revealed that depression, optimism, and anxiety were all significantly correlated to job-related affective well-being in the expected direction, however, depression was found to be the only variable that made a significant unique contribution to the prediction of job-related affective well-being. Possible explanations for these findings are explored.

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.

Workplace Well-being, Gender and Age: Examining the ‘Double Jeopardy’ Effect

This study examines the effects of age and gender on work-related subjective well-being, looking at job-related affective well-being and job satisfaction. Specifically, it investigates whether older women, who may be doubly disadvantaged in being old and being women, are victims of a “double jeopardy” effect. Self-reported survey-data were obtained from 446 adults employed full-time. The results of this study suggest that age seems to matter more than gender in the workplace, and that aging is associated with lower job-related well-being and higher job satisfaction. Although older women reported slightly lower job-related affective well-being than men, the decrease of subjective well-being with age impacts on both genders.

Caring for Others

In today’s millennium the workplace is the social institution where most people place a stake in their lives to find fulfillment and obtain “Eudaimonia” (Younkins, 2003); which is the highest good of human endeavors and which all actions aim. (Younkins, 2003) Most workers look for equity in a job to gain entitlements for upward mobility. Unrewarded and negative influences are as deadly as a gun shot in the heart of a dedicated worker. As with all responsibilities, mistakes are made and some people try to make up for those mistakes by working extra hard. After all else is done, and the positive influences that are needed in the workplace are not there, it can have a detrimental effect on one’s psyche and will determine how well that person functions socially, physically and mentally. (Notelaers et al, 2010; Younkins, 2003; Carroll & Burkholz, 2003) Job-related affective wellbeing can be contributed to various learned or inherited disciplines in our lives called “dispositional”, (Notelaers et al, 2010; Younkins, 2003; Carroll & Burkholz, 2003), which is an accumulation of experience, personality traits or DNA makeup and our handling of those experiences; activity which is our social life and attitude towards life (maturity); and telics which is obtaining happiness through the attainment of our hierarchy of needs in the workforce. (Hosie & Sevastos, 2010) whether positive or negative on mental and physical wellbeing. (Notelaers et al, 2010; Younkins, 2003; Carroll & Burkholz, 2003).

Relationships of proactive behaviour with job-related affective well-being and anticipated retirement age: an exploration among older employees in Belgium.

Developed countries throughout the world are challenged with the ageing of their labour force. In these societal contexts, low employment rates and early labour market exits of older employees are at stake, as well as arrangements for retirement, financial household considerations and mutual obligations between generations. Although proactive behaviour has been extensively studied, no research has addressed the proactive behaviour of older employees themselves when facing (re)hiring and retention versus early retirement. For the first time, this study tests the relationships of proactive behaviour with job-related affective well-being and anticipated retirement age in a sample of employees aged 50+ (N=89) in Belgium. The findings are obtained by using a self-report questionnaire. Statistical analysis includes correlation and regression analysis. Major findings are that (i) proactive older employees feel energetic, enthusiastic, inspired, at ease, relaxed and satisfied; and (ii) later retirement is anticipated when experiencing positive affective well-being at study.

A person-centred approach to investigate the development trajectories of job-related affective well-being: A 10-year follow-up study

The primary aim of this three-wave 10-year follow-up study was to investigate the intra-individual change trajectories of job-related affective well-being among Finnish managers (n = 402). Job-related affective well-being as indicated by anxiety, depression, comfort, and enthusiasm was measured in 1996, 1999, and 2006. The characteristics of the trajectories were sought from experienced career disruptions (i.e., periods of unemployment or lay-offs) and perceived job insecurity. The growth mixture modelling (GMM) revealed altogether three latent trajectories that differed from each other in their mean levels and regard to changes in job-related affective well-being over time: (1) high and improving well-being (n = 347), (2) decreased well-being (n = 32), and (3) low and improving well-being (n = 23). The associations between job-related affective well-being trajectories and career disruptions depended upon the timing of the career disruptions. In addition, perceived job insecurity is associated with concurrently decreased occupational well-being. Overall, the results highlighted both typical and untypical development trajectories of job-related affective well-being and related career characteristics. The present longitudinal study extends in three waves over a 10-year time period to examine intra-individual change trajectories of job-related affective well-being. The construct of job-related affective well-being is dissected according to Warr's (1987, 2007) theoretical model, which takes into account both positive (i.e., comfort and enthusiasm) and negative (i.e., anxiety and depression) affective states experienced at work. The factors associated with the trajectories of job-related affective well-being are sought from experienced career disruptions (i.e., periods of unemployment or lay-offs) and individuals' career outlook measured in terms of perceived job insecurity for which we utilized the framework of the Vitamin Model (Warr, 1987, 2007). The current study

Psychometric Properties of the Italian Version of the Utrecht Work Engagement Scale (UWES-9)

Work engagement may be defined as a positive, fulfilling, work-related psychological state characterized by the dimensions of vigor, dedication, and absorption. In this study, the psychometric properties of the Italian version of the Utrecht Work Engagement Scale (UWES-9) were investigated by using two samples of Italian (n = 668) and Dutch (n = 2213) white-collar employees. In addition to reliability analyses, we also conducted a series of multiple-group confirmatory factor analyses of the UWES-9. The validity of the UWES-9 was investigated by studying its correlations with the Job-Related Affective Well-Being Scale (JAWS) and with a measure of work performance. Results showed that a three-factor solution of the UWES-9 is invariant across the Italian and Dutch samples, with data supporting factor variance and covariance invariance in addition to metric invariance. Internal consistencies of the vigor, dedication, and absorption scales are good. The UWES-9 and its subscales show significant correlations in the expected direction with the JAWS and with work performance. The Italian version of the UWES-9 behaves consistently with its original Dutch version and may be used for future studies of work engagement.

A Framework for Conceiving of Job-related Affective Wellbeing

A Framework for Conceiving of Job-related Affective Wellbeing

Can Implementation of a Resilience Program for Primary School Children Enhance the Mental Health of Teachers?

This study investigated whether a mental health promotion program delivered by primary school teachers to prevent internalising problems in children had any impact on the teachers' job-related affective wellbeing. Teacher job-related anxiety and job-related depression were measured before teaching the Aussie Optimism program, and after implementation at 12 and 24 months. Schools and teachers were randomised to one of three groups: Aussie Optimism with Teacher Training; Aussie Optimism with Teacher Training and Coaching; or the Usual Care control group, which implemented the regular Western Australian Health Education Curriculum. In all three groups, teachers taught lessons to promote student self-management and interpersonal skills during the last two years of primary school. Teachers in schools in the control group received training in Aussie Optimism after the first year of intervention. Data was collected from 405 primary school teachers in 63 government primary schools. Multiple hierarchical regression analyses showed partial support for the hypotheses, with teachers in the Training and Coaching intervention group reporting significantly lower levels of job-related anxiety at the 12-month assessment and depression at both the 12- and 24-month assessments when compared to teachers in the Usual Care control group. There were no significant differences between teachers in the Training only group and the control group after intervention.

Aroused versus calm positive affects as predictors of lipids.

The authors hypothesized that high-pleasure low-arousal (HPLA) would predict a subsequent decrease of low-density lipoprotein cholesterol (LDL-C) and triglycerides (TRI), as well as a subsequent increase of high-density lipoprotein cholesterol (HDL-C). The authors also hypothesized that high-pleasure high-arousal (HPHA) would have the opposite effects on these blood lipids, predicting a subsequent increase of LDL-C and TRI, and a decrease of HDL-C. Participants were 990 male and 595 female apparently healthy employees who underwent a routine periodic health examination at two points in time, Time 1 (T1) and Time 2 (T2), about 24 months apart. Data were analyzed separately for the men and women, and the authors controlled for possible confounders shown in past research to be implicated with hyperlipidemia. HPHA and HPLA were assessed based on the Job-Related Affective Well-Being Scale, while LDL-C, TRI, and HDL-C were assessed based on fasting blood samples. For the men, support for our hypotheses was found relative to HDL-C and TRI. The authors did not find support for our hypotheses for thee women. Our findings suggest that for men, the two types of positive affects may have opposite physiological consequences with respect to subsequent changes in blood lipid levels.

Teoria funcionalista dos valores humanos: aplicações para organizações

Este artigo descreve a teoria funcionalista dos valores humanos e a relaciona com variáveis importantes para as organizações. A teoria identifica duas funções consensuais dos valores: os valores guiam as ações e dão expressão às necessidades humanas. A primeira função diferencia três tipos de orientações valorativas (social, central e pessoal), enquanto a segunda função classifica os valores como humanitários ou materialistas. A união dessas duas funções origina seis subfunções de valores (experimentação, realização, existência, suprapessoal, interacional e normativa). Três estudos empíricos são apresentados, examinando a influência das subfunções no comprometimento organizacional de funcionários de uma empresa privada (Estudo 1), no bem-estar afetivo de funcionários de uma prefeitura (Estudo 2) e na fadiga e burnout de enfermeiros, médicos e psicólogos (Estudo 3). Os resultados demonstram a influência dos valores nessas variáveis e são discutidos de acordo com a teoria funcionalista dos valores.

Escala de bem-estar afetivo no trabalho (Jaws): evidências de validade fatorial e consistência interna

O objetivo deste estudo foi adaptar uma medida de bem-estar afetivo no trabalho para o contexto brasileiro. Especificamente, pretendeu-se conhecer evidências de validade fatorial e consistência interna da Job-Related Affective Well-Being Scale (JAWS), avaliando se as pontuações nos seus fatores diferem em função do gênero e da idade dos participantes. Participaram 298 trabalhadores de centros comerciais de pequeno e médio porte da cidade de João Pessoa (PB). A maioria destes era do sexo feminino (76,8%), com idade média de 26 anos (DP = 6,87). Através de uma análise dos componentes principais (rotação promax) foram identificados dois fatores que explicaram conjuntamente 48,1% da variância total: afetos positivos (α = 0,94; 14 itens) e afetos negativos (α = 0,87; 13 itens); um fator geral de bem-estar afetivo no trabalho foi também computado (α = 0,95; 27 itens). As pontuações dos participantes nestes fatores não foram influenciadas pelas variáveis gênero e idade. Estes resultados são discutidos à luz do que tem sido escrito sobre os parâmetros desta escala e da relação dos afetos com estas variáveis demográficas.

The ‘Happy Productive Worker Thesis’ and Australian Managers

Few conundrums have captured and held the imagination of organizational researchers and practitioners as has the ‘happy productive worker’ thesis, or the proposition that ‘a happy worker is a good worker’. This thesis is revisited by investigating the impact of job-related affective well-being and intrinsic job satisfaction on Australian managers’ performance. Decades of research have been unable to establish a strong link be-tween intrinsic job satisfaction and performance. Despite mixed empirical evidence, there is support in the literature to suggest that a relationship exists between affective well-being, intrinsic job satisfaction and managers’ performance. Affect has rarely been used as a predictor of managers’ job performance outcomes. Indicators of their affective well-being and intrinsic job satisfaction were shown to predict dimensions of their contextual and task performance.

Warr's scale of job-related affective well-being: A longitudinal examination of its structure and relationships with work characteristics

The aims of this 3-year follow-up study among Finnish managers (n=615) were first, to test the theoretically-based structure of the job-related affective well-being scale (Warr, 1990b), and second, to examine the linear and curvilinear longitudinal associations between work characteristics and job-related affective well-being. Confirmatory factor analysis showed that the hypothesized four-factor model best described the structure of the job-related affective well-being scale; that is, the scale included four interrelated factors of job-related anxiety, comfort, depression, and enthusiasm at both measurement times. Structural equation modelling showed that high feelings of comfort at work were longitudinally associated with a positive perception of the supportiveness of the organizational climate, after controlling for sense of coherence. Conversely, the work characteristics included in this study (job control and supportive organizational climate) did not serve as antecedents of job-related affective well-being during the follow-up. In addition, there were no cross-sectional or longitudinal curvilinear associations between work characteristics and job-related affective well-being: associations were found to be linear. We conclude that (a) Warr's scale of job-related affective well-being is best conceptualized as consisting of four interrelated dimensions whose factor structure is (b) highly stable across a 3-year time interval.

Job related affective well-being among primary health care physicians

Job related affective well-being is important for a healthy life and job satisfaction for all individuals, including physicians. The later group, however, is most often compromised. We aimed to investigate a group of Turkish primary health care physicians' job related emotional perceptions and to assess their reactions in terms of stress, anxiety and depression. A descriptive, cross-sectional, self-reported questionnaire study was conducted. A total of 60 primary health care centres and 274 general practitioners who were working at these centres participated in the study. The response rate was 74%. Printed questionnaires were completed by the participants anonymously. We used the Job Related Affective Well-Being Scale (JAWS) and Depression Anxiety Stress Scale (DASS 42). Correlation analysis and hierarchic regression were performed. Correlations between JAWS and DASS total scores were negative and statistically significant (r = -0.52; P< 0.01). Low pleasure/high arousal (LPHA) and low pleasure/low arousal (LPLA) variations that describe negative emotional states show a positive and significant relationship with depression, anxiety and stress values. The highest mean score was obtained for the high pleasure/low arousal (HPLA) status that can be interpreted to mean that our study group was pleased with their job but was not motivated. Physician's job related negative emotional perceptions are associated with reactions in terms of stress, anxiety and depression. For this reason, it is critical to consider primary care physicians' job related affectations and job related stimuli.

Over de rol van positieve en negatieve emoties bij het welbevinden van managers: Een studie met de Job-related Affective Well-being Scale (JAWS)

About the role of positive and negative emotions in managers' well-being: A study using the Job-related Affective Well-being Scale (JAWS) About the role of positive and negative emotions in managers' well-being: A study using the Job-related Affective Well-being Scale (JAWS) W. Schaufeli &amp; W. van Rhenen, Gedrag &amp; Organisatie, Volume 19, November 2006, nr. 4, pp. 323-344 Generally speaking, emotions are classified using two dimensions: arousal and pleasure. The Job-related Affective Well-being Scale (JAWS), a self-report questionnaire that is used to assess emotions at work, also uses these two dimensions. The current study among 815 managers has two aims. The first aim is to introduce and validate the Dutch version of the JAWS. It appears that the original 30-item version of the JAWS can be reduced to 12 items, without significant loss of information. Furthermore, the predictive validity of the JAWS is illustrated by the fact that positive emotions are negatively related to duration and frequency of future absenteeism of managers. Secondly, a model that assumes that positive and negative emotions play a different role in manager's well-being is successfully tested. Negative emotions play a key role in a stress process that may lead to burnout and health complaints, whereas positive emotions play a key role in a motivational process that may lead to employee engagement and positive attitudes towards the organization.

Job design, opportunities for skill utilization, and intrinsic job satisfaction

Arguably, job designs that provide for high levels of employee control also provide increased opportunities for the development and exercise of skill. Perceived skill utilization has consistently been found to be amongst the strongest predictors of job-related affective well-being, yet is frequently neglected in studies of work redesign. In this article, a theoretical framework linking the key job characteristics of perceived control and perceived cognitive demand to perceived skill utilization and intrinsic job satisfaction is presented. Results from one cross-sectional study and one longitudinal study are reported that support the mediational influence of perceived skill utilization on the perceived job control – job satisfaction relationship only. The relationship between perceived job demand and perceived skill utilization was mixed but no mediating effect was evident. It is argued that the level of both perceived demand and perceived control dictates the nature of the joint influence of both job characteristics on perceived skill utilization and work attitudes such as job satisfaction.

Translation of measurement instruments and their reliability

The translation of measurement instruments, like all cross-cultural research, presents many problems for researchers. Because of cultural and linguistic differences, the questions or items can have quite different meaning in the translated instruments, thus threatening the validity and reliability of measurement. These problems are (or should be) addressed by translation back-translation procedure. To illustrate the problems, the case of Job-related Affective Well-Being Scale is presented. The scale was translated from English to Slovene and applied directly in the research without backtranslation or other form of testing the translation. The Cronbach's alpha is used to compare reliability of the results obtained with original (English) version reported by authors of the scale and with the translated (Slovene) version. In the item analysis some items have been singled out as problematic by item diagnostics. Especially the item »excited«, translated as »vznemirjen«, is discussed, since it is possible that backtranslation procedure could fail to detect the problem. At the end some tentative solutions are suggested.

Occupational health risks in veterinary nursing: an exploratory study.

The aims of this exploratory study were to survey the prevalence of certain exposures and health problems among a group of veterinary nurses attending the International Veterinary Nurses' Conference in Brisbane, Australia, 2003 and to identify the main concerns among those veterinary nurses with regard to occupational health hazards they may face. An anonymous self-administered questionnaire was distributed among all attendees of the International Veterinary Nurses' Conference 2003, Brisbane, Australia (N=147 respondents among 215 surveyed). The prevalence of exposure to X-radiation (97%), anaesthetics (96%), disinfectants (96%) and vaccines (85%) was high. More than 70% of the nurses were exposed to formaldehyde (76%) and pesticides/insecticides (71%). For all exposures except vaccines, about 50% of the nurses exposed were worried about negative health consequences. Acute injuries were common with 98% of the nurses experiencing dog/cat bites/scratches, 71% experiencing needle stick injuries and 43% experiencing lacerations. More than half of the nurses (52%) suffered from chronic back/neck pain and 39% reported having allergy or hay fever. Sixteen cases (11%) of Cat Scratch Fever were reported. Job related affective well-being was similar to a large sample of workers in comparable level jobs. Among attendees of a veterinary nurses conference, the proportion of this group of nurses exposed to hazards in their work environment was high and acute and chronic injuries were common. Considering that nurses account for more than 40% of total employment in the veterinary service industry, the results of this study show that the occupational health hazards of this professional group require further study.

Peculiarities of interrelation between satisfaction with the obligatory military service and military readiness

The present investigation examined the relations between servicemen satisfaction with the military service, demographic variables and military readiness. The study also assessed the dynamic changes of servicemen satisfaction with the military service.Participants: 211 servicemen of obligatory military service in N battalion aged 19–24 years took part. The servicemen satisfaction with the military service was assessed by the Job-Related Affective Well-Being Scale (JAWS) and Job Satisfaction Scale (JSS). Both scales were translated into Lithuanian language with the permission of P. Spector. The servicemen were evaluated twice with JAWS – on the 3rd and 12th months of the service. At the end of 3rd month of the military service servicemen were evaluated with JSS.22 indicators of the military readiness were taken as follows: 2 grades of physical fitness tests; 8 grades of Basic Military Training (BMT) Programme; 6 scores of tactics field training performance and 6 scores that generalize the servicemen military readiness during the whole period of the military service, which were presented by the section commanders.Significant relationships were revealed between the level of the servicemen emotional well-being that was evaluated on the 3rd month and the level of the emotional well-being at the end of the military service (r = 0.63; p &lt; 0.01).The results indicated that the scores of all three evaluations of servicemen satisfaction with the military service are significantly higher among the servicemen descended from countries as compared with the servicemen descended from towns. The differences of satisfaction indicators were not significant among servicemen with higher and lower education.In the result of applying the nonhierarchical clustering k-means method three estimates of satisfaction with the military service grouped the servicemen in two clusters. One group consisted of 113 servicemen of relatively higher satisfaction. The other group consisted of 98 servicemen of relatively lower satisfaction.Comparisons between these groups by means of Mann-Whitney criterion of ranks sum for independent samples showed that the scores of military readiness indicators were higher in the group with higher satisfaction. More than 50% (12 from 22) of all military readiness indicators differed significantly in these groups.BMT grades as compared revealed that the group with higher satisfaction scored significantly higher on 5 subjects: tactical knowledge (p &lt; 0.001), topography, shooting and musketry, military communication and weapon of mass destruction (p &lt; 0.05). Ratings of tactics field performance as compared differ significantly in three evaluations: tactical proficiency, topography and ability to act in team (p &lt; 0.05). Section commanders evaluated as better the Professional readiness and relations with the service peers in the group of the higher satisfaction with the military service (p &lt; 0.05).To conclude, it seems that the servicemen satisfaction is quite stable during the whole period of the military service. This seems to suggest that the first months of obligatory military service could predict further dynamic changes of the servicemen satisfaction. The satisfaction with the military service is related with the scores of the military readiness. It let us assume that satisfaction with the military service influences in some degree the formation of the servicemen skills and abilities to perform their functions.