Job Well-being Research Articles

Working conditions, well-being, and retention of healthcare personnel: A comparative study between lean healthcare and nurse-to-patient ratio

ABSTRACT The issue of nurse retention due to stressful working conditions in several Western countries, including Canada, has been exacerbated in recent years by population aging, mass retirements, and the COVID-19 crisis. To address these challenges, healthcare organizations have drawn inspiration from service optimization models adopted by industry (Lean Healthcare) and staffing ratio projects. However, there is a lack of research exploring the working conditions of healthcare staff under these different systems. Drawing on conservation of resources theory and the job demands-resource model, we tested, using structural equation modeling and multigroup analysis, the effects of the workload intensification on job well-being and staff retention. We compared a sample of 145 nurses working under the Lean system with another sample of 155 nurses working under the ratio system. The results support our hypotheses and highlight that working conditions appear to be more challenging under the Lean system than under the ratio system.

Workers’ Attitudes Towards Digital Transformation and Perceived Well-Being At Work: A Case Study

Abstract This study examines workers’ attitudes toward digital transformation and job well-being in the semiconductor industry, focusing on a major German manufacturer, to identify ergonomic and managerial potentials for improvement. Through a standardized paper survey of 46 skilled workers in 2021, it explores the impact of automation and digitalization on well-being and the influence of job characteristics and attitudes on workers’ behavior. For confirmatory hypothesis testing, Pearson's correlation coefficient was calculated between the variables. The results show no direct link between company digitalization efforts and worker well-being. However, worker identification with their job and interest in new technologies positively correlate with willingness to embrace digital challenges and participate in further education. These findings suggest fostering job identification and tech interest can enhance engagement in digital initiatives, offering organizational insights for navigating digital transformation.

Empowering Leadership in Emancipated School Program: A Systematic Literature Review

The emancipated school program policy is still 3.56% of the total schools in Indonesia. The role of the school principal in implementing an empowering leadership style is the main key to increasing the quantity and quality of schools involved in the emancipated school program. This study aims to analyze the empowering leadership of school principals in implementing the emancipated school program as a form of commitment to implementing national policies on education. The method used in this research is a systematic literature review with the PRISMA model. Data analysis followed the procedures in PRISMA by using an internationally indexed article database, namely Scopus. The results of this study indicate that the empowering leadership of school principals is needed in pro-actively encouraging the involvement of educational institutions that are led to participate in the emancipated school program. In addition, the empowering leadership style in honing the ability of leaders to carry out the role as a motivator for the entire school community can foster self-efficacy, trust in leaders, perceived organizational support, organization-based self-esteem, vigour, affective commitment, organizational status, job satisfaction, job well-being, as well as knowledge-sharing behaviour from the entire school community. Thus, the national education policy regarding the focus on emancipated school programs such as digitizing schools, data-based planning, learning with a new paradigm, and strengthening human resources in schools can run well.

Do the Behaviors of Early Childhood Education Teachers Promote Children's Progressive Autonomy? The Role of Interpersonal Emotional Regulation and its Consequences for Teachers' Occupational Well-Being

AbstractDespite its centrality within the Convention on the Rights of the Child, teachers’ behaviors promoting progressive autonomy, the psychological processes involved in their implementation and their consequences for teachers’ well-being has been neglected. Two studies assess early childhood teachers’ promoting progressive autonomy behaviors and their relationship with their strategies to regulate children’s emotions and their own job well-being. Overall, results support the presence of a virtuous circle where teachers use of strategies improving children’s emotions is associated to higher levels of progressive autonomy promotion and job well-being which in turn has been related to willingness to use affect improvement strategies.

The Relationship Between Proactive Coping and Job Well-being in University Faculty

The present research aims to investigate the correlational relationship between proactive coping and job well-being in university professors as a function of gender, specialization, and academic title. To this end, a proactive coping scale was developed based on Greenglass’s theory (2002). Abu Baker and Ahmad’s (2020) job well-being scale was adopted to examine this dimension in university professors. Having confirmed the validity and reliability of both tools, we performed them on a sample consisting of 400 professors. Findings show the sample group enjoys proactive coping and job well-being, and there exists a positive relationship between proactive coping and job well-being in university professors. However, there is no relationship between proactive coping and job well-being as a function of gender, specialization, or academic title.

Distributed leadership, self-efficacy and wellbeing in schools: A study of relations among teachers in Shanghai

Empowering teachers through sharing communal decision-making responsibility via distributed leadership has been shown to be effective for positive change in schools. While studies have proposed various psychosocial channels through which positive effects on teacher wellbeing can be realized, there is scarce evidence on how this relationship is influenced by teacher self-efficacy. This study examines how self-efficacy mediates the relationship between distributed leadership, job and career wellbeing among secondary school teachers, employing a partial least-squares structural equation model using the Teaching and Learning International Survey (TALIS) Shanghai dataset (N = 3799). Results show that distributed leadership is positively associated with improvement in self-efficacy (std. β = 0.33, P < 0.001), job wellbeing (std. β = 0.51, P < 0.001), and career wellbeing (std. β = 0.45, P < 0.001), whereas self-efficacy is positively correlated with job wellbeing (std. β = 0.15, P < 0.001), but not career wellbeing (std. β = −0.01, P = 0.69). In terms of mediation effects, self-efficacy positively mediates the relationship between distributed leadership and job wellbeing (std. β = 0.05, P < 0.001), but distributed leadership does not indirectly influence career wellbeing (std. β = −0.002, P = 0.70) via channels through self-efficacy.

Effects of smart working on productivity and personal and job wellbeing in a sample of employees of the university of l'aquila: analysis two years after the COVID-19 Emergency

Effects of smart working on productivity and personal and job wellbeing in a sample of employees of the university of l'aquila: analysis two years after the COVID-19 Emergency

Il ruolo della formazione sulla gratificazione professionale dei docenti

In this paper are investigated factors that 137 teachers attending a 75-hour course on ICT for special education in the Italian TFA program (active training internship) consider a source of professional gratification. This last element underlies job well-being and is closely linked to optimal performance. Results show a perceived important role of professional knowledge and skills, which is linked to students' achievements; colleagues' collaboration and support; professional role recognition; training on different professional knowledge and skills and ICT tools. Professional training seems crucial in improving, besides knowledge and skills, all the elements reported as source of professional gratification and, in second instance, on professional well-being.

The Impact of Empowering Leadership on Preschool Teachers' Job Well-Being in the Context of COVID-19: A Perspective Based on Job Demands-Resources Model.

The COVID-19 epidemic in the early 2020s is making a big difference for educators around the world. For the past 2 years, the curriculum and working patterns have been overturned in response to this epidemic, which has brought unprecedented challenges and physical and mental stress to preschool teachers. This situation can have a drastic impact on the acquisition of job well-being for preschool teachers. During this special time, the leader’s management style will also influence the psychological feelings of the organization’s staff. For example, empowering leadership is an important management function that empowers subordinates, emphasizes the meaning of work, promotes participation in decision-making, and expresses confidence. Therefore, in the current COVID-19 pandemic context, it is worthwhile to explore the topic of empowering leadership to ensure preschool teachers’ well-being, by balancing work demands and work resources in a way that facilitates a sense of organizational support and reduces job stress, while relatively fewer studies have been conducted on the relationship between preschool teachers’ job well-being in the context of the COVID-19 pandemic. Based on this, this study proposed a research model from the theoretical perspective of the Job Demands-Resources Model to explore the influence of empowering leadership, sense of organizational support, and job stress on preschool teachers’ job well-being in the context of the COVID-19 pandemic. To achieve the purpose of this study, a convenience sampling method was used to invite 500 preschool teachers in China to complete a questionnaire survey, and after removing invalid samples and data with incomplete answers, reliability and validity analyses and model fit tests were conducted, followed by a structural equation modeling method for path analysis. The results of the study showed that (1) in the kindergarten work context, empowering leadership showed a significant negative effect on job stress, but a significant positive effect on job well-being and a significant positive effect on sense of organizational support. (2) Sense of organizational support had a significant negative effect on job stress but a significant positive effect on preschool teachers’ job well-being. (3) Preschool teachers’ job stress and job well-being showed a significant negative effect. The contribution of this study was to explore the relationship between understanding leadership empowerment and preschool teachers’ job well-being in the context of the COVID-19 pandemic based on the Job Demands-Resources Model, which will facilitate educational organizational contexts to empower preschool teachers to work harder to reduce their job stress as well as enhance their sense of organizational support and promote the acquisition of job well-being.

Organizational Commitment Impact on Job Well-Being of SMEs Employees in Taiwan in Post-COVID-19 Era

Taiwan's industrial structure is mainly composed of small and medium-sized enterprises (SMEs), with over 98% of enterprises being SMEs and employing more than 80% of the workforce in Taiwan. Many industries are under severe stress due to the COVID-19 outbreak, and many companies are reducing staff hiring or staff working hours. The main purpose of this study was to examine the factors influencing the job well-being of Taiwanese SME employees in the context of the COVID-19 epidemic, including organizational justice, job insecurity, decent work, and organizational commitment. Through a questionnaire survey, 653 valid questionnaires were collected and analyzed using structural equation modeling to verify the effects between the study constructs. The study found that organizational justice, job insecurity, and decent work all had significant effects on organizational commitment, with job insecurity having the least effect. Organizational commitment has a positive and significant effect on employees' job well-being, with a standardized regression coefficient of 0.469. In the research model, the R2 of employees' organizational justice, job insecurity, decent work, and organizational commitment on job well-being was as high as 0.724. The results of the study show that Taiwan has a large number of SMEs that can respond quickly and flexibly to the environment. Even in the unsettled environment of an epidemic, employees' organizational commitment to the company remains a decisive factor in employee well-being. The smaller-than-expected impact of employee job insecurity is indirect evidence of the resilience of the Taiwanese industry.

Exploring the Antecedents and Outcomes of Entrepreneurial Well-Being: Empirical Evidence From Iranian Rural Entrepreneurs.

Studies regarding rural entrepreneurs in developing countries and, specifically, their well-being have not been sufficiently developed in the literature. The present study was an attempt to fill this gap and to examine important antecedents and outcomes associated with entrepreneurial well-being among a sample of 102 Iranian rural entrepreneurs. This research established a theoretical research model that highlighted the relationships among job fit, entrepreneurial passion, well-being, and persistence. The results of structural equation modeling supported the hypothesized model. In particular, the results indicated that higher job fit was associated with higher levels of entrepreneurial well-being through an entrepreneurial passion mechanism. Moreover, the results supported the hypothesized serial mediating effect. In other words, a high level of job fit enhances entrepreneurial persistence through a high level of entrepreneurial passion and well-being. This study provides significant input to policymakers and practitioners in their efforts to promote the antecedents and outcomes of well-being among rural entrepreneurs.

Measurement of Job Wellbeing Behaviors by Perceived Narcissistic Supervision and Workplace Bullying: The Mediating Role of Emotional Exhaustions

The objective of the study is to examine the job wellbeing behaviors by perceived narcissistic supervision and workplace bullying. It also determines the mediating role of emotional exhaustions among the study variables. The data of 395 of employees was collected from banking and telecom sectors organizations located in Rawalpindi and Islamabad. The data was collected in English language administered scales and relationships among variables were examined by using process macro of Preacher and Hayes 2003. Results of the study revealed a significant negative direct association among perceived narcissistic supervision, workplace bullying, and wellbeing behaviors. Further indirect relation between variables significantly was tested by the mediating role of emotional exhaustions among the study variables. Drawing upon the Conservation of resources theory (COR), the present study has contributed to the literature of adverse working conditions with their relationship of job wellbeing behaviors. The obtained results identified the need for the organization to set the wellbeing behaviors and implement policies with response to workplace bullying and perceived narcissistic supervision. Limitations and future directions are provided for further studies in these areas.

The Double-Edged Sword Effect of Relational Crafting on Job Well-Being.

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: (1) On the one hand, relational crafting induces emotional exhaustion through increased work load; (2) 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.

Abstract PD5-10: Consequent job loss, return to work and multidimensional well-being after breast cancer treatment in working-age black and white women

Abstract Background: Few studies have assessed relationships between job loss due to breast cancer and well-being. These relationships may vary by race, work type, and functional difficulties.Methods: In the Carolina Breast Cancer Study, 1,646 women with primary breast cancer who worked prior to diagnosis were longitudinally evaluated for post-diagnosis job loss and well-being using the Functional Assessment of Cancer Therapy General (FACT-G) measure. Women were classified as having ‘sustained work’ (working at baseline and 25 months); ‘returned to work’ (not working at baseline, working at 25 months); ‘consequent job loss’ (working at baseline, not working at 25 months); or ‘persistent non-employment’ (not working at either timepoint). Analysis of covariance was used to evaluate associations between work status and well-being (physical, functional, social, emotional).Results: Women who had sustained work or returned to work had higher FACT-G scores than women with consequent job loss and persistent non-employment in all well-being domains (p&amp;lt;.05). Consequent job loss and persistent non-employment were associated with higher frequency of service/laborer job types, lower education and income, later stage at diagnosis, longer treatment duration, non-private insurance, and greater disability. Consequent job loss was more common among Black than White women (adjusted odds ratio [aOR]=3.44; 95% confidence interval [CI] 2.37-4.99). Black versus White women with job loss reported lower well-being in all domains (p&amp;lt;.05) and greater disability (mean score 42.8 vs. 29.3) and work-related difficulties (aORs=10.3, 95% CI 5.9-18.2 vs. 5.7, 95% CI 2.9-11.2).Conclusions: Work status is an indicator of multidimensional well-being after breast cancer. Citation Format: Marc A Emerson, Bryce B Reeve, Melissa B. Gilkey, Shekinah N Elmore, Cathy J Bradley, Melissa A Troester. Consequent job loss, return to work and multidimensional well-being after breast cancer treatment in working-age black and white women [abstract]. In: Proceedings of the 2021 San Antonio Breast Cancer Symposium; 2021 Dec 7-10; San Antonio, TX. Philadelphia (PA): AACR; Cancer Res 2022;82(4 Suppl):Abstract nr PD5-10.

Organizational Commitment, Organizational Citizenship Behavior and Turnover Intention: The Moderating Role of Leadership Behavior

Organizational Commitment, Organizational Citizenship Behavior and Turnover Intention: The Moderating Role of Leadership Behavior

Positive Psychological Capital (PsyCap) Meets Multitrait-Multimethod Analysis: Is PsyCap a Robust Predictor of Well-Being and Performance Controlling for Self-Report Bias?

A growing body of evidence suggests positive psychological capital (PsyCap) strongly predicts well-being and performance at work. However, most of this empirical research has used self-report survey designs, increasing the possibility of self-report and mono-method bias. The current study used a multitrait-multimethod (MTMM) research design and condition-based regression analysis to examine the effect of PsyCap on job well-being and work role performance beyond self-report bias. Findings from 416 full-time employees within 208 coworker pairs showed that self-reported and informant-reported PsyCap were predictive of job well-being and work role performance. However, multitrait-multimethod analyses showed monomethod measures may inflate the strength of association between PsyCap and work outcomes. Implications for future applied positive psychology research controlling for self-report and monomethod bias with multiple data sources are discussed.

Effects of a Total Worker Health® leadership intervention on employee well-being and functional impairment.

Although evidence has been mounting that supervisor support training interventions promote employee job, health, and well-being outcomes, there is little understanding of the mechanisms by which such interventions operate (e.g., Hammer et al., 2022; Inceoglu et al., 2018), nor about the integration of such organizational-level interventions with individual-level interventions (e.g., Lamontagne et al., 2007). Thus, the present study attempts to unpack the mechanisms through which supervisor support training interventions operate. In addition, the present study examines an integrated Total Worker Health® intervention that combines health protection in the form of supervisor support training (i.e., family supportive supervisor behaviors and supervisor support for sleep health) with a health promotion approach in the form of feedback to improve sleep health behaviors. Using a cluster randomized controlled trial drawing on a sample of 704 full-time employees, results demonstrate that the Total Worker Health intervention improves employee job well-being (i.e., increased job satisfaction and reduced turnover intentions), personal well-being (i.e., reduced stress before bedtime), and reduces personal and social functional impairment at 9 months postbaseline through employee reports of supervisors' support for sleep at 4 months postbaseline, but not through family supportive supervisor behaviors. Effects were not found for general stress or occupational functional impairment outcomes. Implications are discussed, including theoretical mechanisms by which leadership interventions affect employees, supervisor training, as well as the role of integrated organizational and individual-level interventions. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Relationship between emotional intelligence and job well-being in Chinese clinical nurses: multiple mediating effects of empathy and communication satisfaction

BackgroundNursing work is associated with great pressure, and nurses are often overwhelmed. Therefore, correct emotional regulation is essential to improve nurses’ job well-being and promote better engagement in nursing work. The purpose of this study was to establish a structural model to estimate the impact of Chinese clinical nurses’ emotional intelligence on job well-being, using multiple intermediaries to explain the internal mechanisms underlying the relationship.MethodsThis was a cross-sectional study of 1475 registered nurses from a Chinese hospital who provided responses to emotional intelligence, empathy, communication satisfaction, and job well-being scales. Path analysis using a multiple mediation model was performed using AMOS 23.0.ResultsAmong all clinical nurses who participated in the survey, 1475 (98.33 %) completed the questionnaire. The nurses’ job well-being score was 83.61 ± 12.63. There was a significant positive correlation between job well-being and communication satisfaction, emotional intelligence, and empathy ability (r = 0.346–0.570, P < 0.001). Empathy and communication satisfaction partially mediated the relationship between emotional intelligence and job well-being, with effect sizes of 0.047 and 0.227, respectively. The chain mediating effect of empathy and communication satisfaction had a value of 0.045.ConclusionsIt is recommended that hospital managers take actions to improve nurses’ emotional intelligence level, and conduct professional psychological training to improve nurses’ empathy and communication satisfaction, and ultimately improve their job well-being.

Empathy and attitudes about substance abuse among social work students, clinical social workers, & nurses

ABSTRACT Empathy is a critical component of social work practice, yet research has indicated that health professionals often express negative attitudes toward people who abuse substances. The current study examines levels of empathy and attitudes of social work students, clinical social workers and practicing nurses. Rates of empathy were lower than expected. The findings suggest that using tools such as SBIRT may be beneficial in terms of contributing to job satisfaction and well-being of nurses and social workers in the field.

Job Characteristics, Family Support and Wellbeing: Testing an Expanded Version of the Karasek Model

Job Characteristics, Family Support and Wellbeing: Testing an Expanded Version of the Karasek Model