Job Well-being Research Articles

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

The 2021 Veblen-Commons Award Recipient: Deborah M. Figart: Good Work

: COVID-19 has exposed underlying weaknesses in the economy, including the political economic institutions structuring work. The labor market has moved toward more precarious work, negatively affecting job quality and well-being. After a summary of the current context shaping work, I discuss a new, 2021 Top Ten list of policy proposals aimed at institutionalizing good work. This list revises ten public policies I proposed in 2003, and reconsiders how they might be updated given evolving economic structures and context. Theoretically, the article draws upon major concepts in institutional and heterodox economics: progressive institutional change, invidious distinctions, countervailing power, social balance, capabilities, caring labor, and social provisioning.

Relationship between emotional intelligence and job well-being in Chinese Registered Nurses: Mediating effect of communication satisfaction.

AimTo explore the relationship between emotional intelligence and job well‐being among Chinese Registered Nurses, and the mediating role of communication satisfaction in the relationship.DesignA descriptive cross‐sectional study design was employed.MethodsRandom sampling was adopted. The study was conducted from September to December 2019, and 1,475 Registered Nurses from a Chinese hospital provided responses to Wong and Law's emotional intelligence scale, communication satisfaction scale, job well‐being scale and general information questionnaire. SPSS25.0 software was used to calculate means, standard deviations and correlations, and AMOS 21.0 software was used to establish the structural equation model.ResultsThe emotional intelligence, communication satisfaction and job well‐being of Registered Nurses in China were related to positional rank, work department, monthly income, years of service, night shift work distribution and intensity of work. There were positive correlations among emotional intelligence, communication satisfaction and job well‐being. Communication satisfaction partly mediated the relationship between emotional intelligence and job well‐being. Improving the level of emotional intelligence and communication satisfaction should be an important strategy to improve nurses' job well‐being. Therefore, nursing managers could carry out targeted training on emotional intelligence management and communication between nurses and patients and pay attention to the spiritual needs of nurses and provide psychological guidance on a regular basis.

Sociology of Work Meets Cultural Sociology: Thoughts on Arne Kalleberg’s Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

Sociology of Work Meets Cultural Sociology: Thoughts on Arne Kalleberg’s <i>Precarious Lives: Job Insecurity and Well-Being in Rich Democracies</i>

What Does Job Insecurity Do? Talking to, and Learning from, Arne Kalleberg’s Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

What Does Job Insecurity Do? Talking to, and Learning from, Arne Kalleberg’s <i>Precarious Lives: Job Insecurity and Well-Being in Rich Democracies</i>

Living Just in Time: Reflections on Arne L. Kalleberg, Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

Living Just in Time: Reflections on Arne L. Kalleberg, <i>Precarious Lives: Job Insecurity and Well-Being in Rich Democracies</i>

The Individual Job Impact of Change and Employees’ Well-Being: Role Clarity and Interpersonal Justice as Leadership-Related Moderators*

ABSTRACT Leadership behaviour plays a key role in terms of change-related well-being and health impact. The objective of this study was to identify leadership determined circumstances which mitigate the potential detrimental effects of the individual job impact of organizational change on well-being outcomes. Based on the Job Demands-Resources Model we explicate two-way and three-way interactions between individual job impact and crucial resources during organizational change provided by leaders (role clarity and interpersonal justice). Specifically, we propose that the combination of these resources will attenuate the relationships between individual job impact and both psychological contract breach/violation and mental ill-health. Field survey data were gathered from 189 employees in a group of hospitals in Germany undergoing restructuring. Only the combination of low demands and high measures of either of the resources was related to favourable criterion levels, implying that the provision of resources is not enough to mitigate negative well-being impact. Rather the increase of demands has to be monitored in phases of change. With high individual job impact, psychological contract violation was low only when both role clarity and interpersonal justice were high (significant three-way interaction). MAD statement This article makes a difference by contributing to the discussion on the central buffering hypothesis of the JDR-M considering the specific context of organizational change. It highlights that drastic individual job impact of change is a particularly difficult scenario for employees in which single or even several combined resources provided by the leader might not be able to buffer followers’ unfavourable well-being impact. We add to change literature by focussing on ‘healthy leadership’ which is relatively underrepresented in research. Our results imply that individual job impact and well-being are important aspects in planning change processes beyond outcomes considered traditionally in Organizational Behaviour Literature.

Working Women’s Perception towards usage of Ready to Cook Food Products: a Study with Reference to Thane City

Diet is a vital part of any living being. Food is the constituent consumed to provide nutritive value and sustenance to all the living being. In the present-day scenario, one can see women perception has changed drastically being job well-being or health. With an upsurge of urbanization, shifting from joint families to nuclear families, shifting nature of jobs and businesses, lack of time, expediency and change in lifestyle, have led women’s preferences move from fresh and healthy nutrition to the food which is ready to cook food products. Ready to cook food requires less time and energy to cook in comparison to traditional method. Ready to cook food products are prepared and packed in such a way that there is a very little or no need for preparations before consumption. Therefore, it can be used straightforwardly at any time as per ease. This paper provides an insight about the working women's Perception towards using the Ready to cook products in thane city. It also encompasses the factors which influence the women buying and usage decision of ready to cook products.

TILES-2018, a longitudinal physiologic and behavioral data set of hospital workers

We present a novel longitudinal multimodal corpus of physiological and behavioral data collected from direct clinical providers in a hospital workplace. We designed the study to investigate the use of off-the-shelf wearable and environmental sensors to understand individual-specific constructs such as job performance, interpersonal interaction, and well-being of hospital workers over time in their natural day-to-day job settings. We collected behavioral and physiological data from n = 212 participants through Internet-of-Things Bluetooth data hubs, wearable sensors (including a wristband, a biometrics-tracking garment, a smartphone, and an audio-feature recorder), together with a battery of surveys to assess personality traits, behavioral states, job performance, and well-being over time. Besides the default use of the data set, we envision several novel research opportunities and potential applications, including multi-modal and multi-task behavioral modeling, authentication through biometrics, and privacy-aware and privacy-preserving machine learning.

Profiles of Employability and their Career and Psychological Implications among Unemployed Youth

Employability may play an important role in the job seeking behavior and well-being among unemployed youth. To date, the literature has tended to study the indicators of employability individually, without considering the intertwinement among them. The present research (N = 447 unemployed youth [16 to 24 years] in Hong Kong) addressed this gap. We adopted latent profile analysis to examine eight employability indicators (proactivity, boundaryless mindset, identity awareness, career self-efficacy, education level, work experience, networking, and social support). Four employability profiles were identified: high employability, moderate employability, low social support, and low adaptability – career identity. These profiles differed in job search intensity and psychological health. Mediation analysis revealed that the impact of employability profiles was channeled through perceived upward mobility. Our latent profile approach has captured the reality of employability and thus provided a valid picture of its impact among unemployed youth. The observed mediating effect of perceived upward mobility illustrates what employability means in social identity terms. This study has contributed to the understanding of unemployed youth’s quality of life.

Análise da relação entre a espiritualidade no ambiente de trabalho e o bem-estar laboral: percepção dos trabalhadores de uma cidade do interior do Rio Grande do Sul

A presente pesquisa objetivou analisar a relação entre a espiritualidade no trabalho e a percepção de bem-estar laboral de trabalhadores de uma cidade do interior do Rio Grande do Sul (RS). A amostra foi composta por 302 trabalhadores, de ambos os sexos, pertencentes a organizações situadas na cidade de Santa Maria (RS). Para tanto, esse utilizou-se de uma pesquisa de natureza descritiva e com a abordagem quantitativa. Quanto a coleta de dados, foi utilizado um protocolo de pesquisa com itens fechados, divididos em três partes: Parte I – Dados sociodemográficos; Parte II – Inventário de Espiritualidade no Trabalho, proposto por Siqueira (2014); e, Parte III – Inventário de Bem-Estar no Trabalho, de Siqueira (2014). Diante dos resultados observados, verifica-se que todos os objetivos propostos foram alcançados, respondendo assim à questão central da pesquisa. É possível destacar que quanto às dimensões dos construtos verifica-se que trabalho com propósito de vida e senso de comunidade, da espiritualidade no trabalho, se correlacionaram em uma intensidade moderada e positiva com compromisso e satisfação, do Bem-estar no Trabalho, demostrando que quando mais se destacam as dimensões de Espiritualidade no trabalho maior as relações positivas com compromisso e satisfação.

Tükenmişlik ve İşe İlişkin Duygular Arasında İş Stresinin Aracı Rolü: Kamu Çalışanları Örneği

Both stress and burnout among employees are serious workplace problems. Work stress and burnout also affect employees’ feelings towards work and their well-being. Employees’ positive feelings towards work determine their attitude towards general life. For this reason,&nbsp;developing positive feelings towards work can also lead to a decrease in the stress and burnout experienced by the employee. In this study, the relationship between burnout and job-related affective well-being among public sector employees was examined. In addition, this study considers whether job stress has a mediator effect between these two variables. 172 people participated in the study using the questionnaire method. Pearson Correlation Analysis was performed for the relationship between variables. In order to determine the mediator effect analyzes were performed in Structural Equation Modeling. According to the results of the analysis, there is a significant and negative relationship between job related affective well-being and burnout; significant and clear relationship between work stress and burnout. In addition, the stress variable was found to play a partial mediator role in explaining the relationship between job-related affective well-being and burnout. In other words, it is necessary to understand stress in order to explain the relationship between job well-being and perceptions of employees and burnout.

Effects of Tourism Experience for Job Involvement and Well-Being

This study uses the structural equation model as the analysis tool, and aims to explore the effects of tourism experience on job involvement and well-being. The subjects are full-time workers who have travelled in the last 12 months. This investigation is based on purposive sampling and e-questionnaires, uses analytical tools SPSS 18.0 and AMOS 19.0, and 360 valid questionnaires are retrieved. According to the research findings: (1) tourism experience positively influences job involvement; (2) tourism experience does not positively influence well-being; and (3) job involvement positively influences well-being. Based on the above, this study suggests that managers plan appropriate trips according to employees' demands. Experiential activities should be appealing and trigger internal affective connections through external experience, in order to reinforce job involvement and well-being in life. The research results also reveal that, of the five experiences, i.e., sensual experience, emotional experience, thinking experience, action experience, and related experience, the regression coefficient of emotional experience is the highest, which shows why story marketing has taken an important position among marketing strategies. The different types of tourism experience include recreational sightseeing, cultural sightseeing, entertaining sightseeing, and sports sightseeing where recreational sightseeing accounts for 58.1%. Under the existing system, there may have been items that did not apply to the respondents, which would result in deviations or errors in the questionnaires; in the case of any special or major changes in the external environment

How do human resource management practices affect employee well-being? A mediated moderation model

PurposeThe study examines how human resource management practices (HRMPs) – including ability practice, motivation practice and opportunity practice – affect employee well-being (EWB) – including life well-being, job well-being and psychological well-being – in the Chinese cultural context.Design/methodology/approachA sample of 529 employees from various industries in China participated in the survey for this study. Data were analyzed using structural equation modeling.FindingsThe findings indicate that HRMPs have a significant positive effect on EWB. Specifically, practices based on ability, motivation and opportunity have a significant positive effect on job well-being, life well-being and psychological well-being, respectively. Integrity leadership moderates the impact of HRMPs on EWB. Organizational justice has a partial mediating effect on the relationship between HRMPs and EWB. Integrity leadership moderates the mediation effect of organizational justice in the relationship between HRMPs and EWB.Practical implicationsHuman resource policies and practices need to create a fair organizational atmosphere, and managers implementing them must have integrity leadership. When selecting and promoting managers, organizations should pay attention to not only a candidate's ability but also his or her integrity.Originality/valueThis study uncovers how the important roles of organizational justice and integrity leadership act on the relationship between HRMPs and EWB, thus advancing our understanding of how HRMPs can effectively increase EWB.

Book Review: Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

Book Review: Precarious Lives: Job Insecurity and Well-Being in Rich Democracies

The mediating role of cognitive and affective empathy in the relationship of mindfulness with engagement in nursing

BackgroundThe work of health professionals is characterized by a high demand for psychological and emotional resources and high levels of stress. Therefore, the promotion of commitment and job well-being through strategies such as increased mindfulness, is important among nursing workers. Although mindfulness has shown positive effects in the health field, few studies have explored the mechanisms and processes underlying these results. We investigated the mediating role of empathy (cognitive/affective) in the effect of mindfulness on the dimensions of engagement in nursing professionals.MethodsSample was comprised of 1268 Spanish nurses between 22 and 62 years old, that completed the Utrecht Labor Engagement Scale and the adapted versions of Mindful Attention Awareness Scale and Basic Empathy Scale. The relationship between variables to be included in the regression analyses, bivariate correlations were carried out, and the descriptive statistics of these variables were also found. To estimate the mediation model was used, in this case for multiple mediation effects.ResultsMindfulness is found to affect the Vigor and Dedication factors of engagement through cognitive empathy. While for the Absorption factor, the affective component of empathy also exerts a mediating role, although weaker than cognitive empathy. Cognitive empathy, as an individual factor, was shown to have a mediating effect between mindfulness and the factors of engagement in healthcare workers.ConclusionsThe level of mindfulness influences engagement of nursing professionals positively, and this result is mediated mainly by cognitive empathy. Both mindfulness and empathy are modifiable individual factors, so their intervention by designing and implementing specific programs, can increase the commitment and wellbeing of professionals generating benefits to workers and to their patients.

Who Benefits More? The Moderating Role of Age on the Relationship Between Work and Person Characteristics and Employee Attitudes and Wellbeing

The current study examines whether certain work (decision-making autonomy) and person (optimism) characteristics would be differentially related to job attitudes and wellbeing of nurses of different ages. We draw upon lifespan development perspective (Selection-Optimization-Compensation) to argue why decision-making autonomy and optimism would be more strongly related to work engagement and emotional exhaustion for older nurses compared to their younger colleagues. The findings supported our hypotheses in that autonomy and optimism had greater utility for older nurses. That is, compared to their younger colleagues, when older nurses had greater levels of autonomy and optimism, they had greater work engagement and less emotional exhaustion. Overall, these findings support lifespan development perspective to explain age-based differences in how work and person characteristics relate to occupational outcomes. We discuss the implications of our findings for an age-diverse workforce and outline several avenues for future research.

Correlation analysis of happiness, job burnout and mindfulness of nurses in Beijing Emergency Department

Objective To explore the influencing factors of happiness of nurses in Beijing Emergency Department and analyze their correlation with job burnout and mindfulness. Methods From February 2018 to February 2019, 184 nurses in Emergency Departments of five 3A hospitals in Beijing were investigated by convenient sampling method. General data of nurses were collected by using self-made sociodemographic characteristics data. Mindfulness awareness questionnaire was used to evaluate nurses′ mindfulness thoughts. Nurses′ job burnout was evaluated by nurses′ job burnout questionnaire. The occupational well-being scale was used to evaluate nurses′ well-being, and then single-factor and multi-factor Logistic regression was used to analyze the influencing factors of nurses′ well-being in Beijing Emergency Department, and the mediating effect of mindfulness on job burnout and well-being. Results The mindfulness scores of 184 nurses were (65.23±5.48), of which 54 (29.35%) had low mindfulness level, 80 (43.48%) had medium mindfulness level, and 50 (27.17%) had high mindfulness level. The emotional exhaustion (EE) score of job burnout was (29.76±4.32), depersonalization (DP) score was (9.66±1.30) and dimindished personal accomplishmen (tPA) score was (30.15±3.28), of which 63 (33.70%) were mild burnout, 70 (38.04%) were moderate burnout and 52 (28.26%) were severe burnout. The score of occupational well-being was (64.68±7.38). Univariate results showed that the factors affecting the happiness of nurses in Emergency Department included age, education level, professional title, working years, overtime work, monthly income and nature of employment. The scores of occupational well-being of Emergency Department nurses with mild, moderate and severe job burnout were (69.97±8.21), (61.72±9.21) and (56.41±7.02) respectively, with statistically significant difference (F=32.176, P<0.01). The occupational well-being scores of Emergency Department nurses with low mindfulness level, medium mindfulness level and high mindfulness level were (59.43±8.11), (63.72±9.51) and (76.41±6.98) respectively, the difference was statistically significant (F=40.291, P<0.01). Logistic regression analysis showed that working years, overtime work and job burnout were independent risk factors affecting the happiness of nurses in Emergency Department, while mindfulness was the protective factor. Occupational well-being of nurses in Emergency Department was proportional to mindfulness (r=0.812, P< 0.01), proportional to dimindished personal accomplishmen score in job burnout (r=0.713, P=0.008), and inversely proportional to EE score (r=-0503, P<0.01) and DP score (r=-0.614, P=0.012) in job burnout. The mediating effect of mindfulness was -0.179 4, accounting for 27.63% of the total effect. Conclusions Job burnout affects job burnout and well-being of nurses in emergency department, and mindfulness was the protective factor of well-being of nurses in emergency department. Key words: Emergency Department; Nurses; Happiness; Job burnout; Mindfulness

Defining inclusionary intelligence: a conceptual framework with a constructivist perspective

PurposeThe purpose of this paper is to examine inclusion as subjectively created knowledge individuals generate through their interactions within a social environment. The main purpose is to introduce an inclusion-related conceptualisation of intelligence by means of which an individual evaluates, understands and engages in action in a work-setting in order to achieve efficient outcomes while feeling belonged and unique in a work-setting.Design/methodology/approachAiming at explaining a phenomenon and building a conceptual framework from the subjective perspective of a particular individual at work, such as a team member, the philosophical assumption embedded in this paper is social constructivism.FindingsA substantive conclusion drawn in this paper is the importance of an individual’s personal resources, such as optimism, resilience, self-efficacy and positive psychology, to evaluate situational conditions, and take necessary actions, which in turn determines how included that individual feels in a work-setting. Moreover, dyadic interactions are also substantial, and one-to-one communication in every dyad is essential for the “co-construction” of an individual’s inclusion.Research limitations/implicationsA scale development effort to explore and validate a construct for inclusionary intelligence and its domains can be suggested for future research.Practical implicationsWhile management literature, in general, lays much emphasis on managing diversity in team and organisations, this paper puts stress on the perspective of the individual at work.Originality/valueThe paper elaborates on the nature of inclusion with a social constructivist paradigm and approaches inclusion as a feeling, an experience, a subjective interpretation of one’s own position in a work-setting and an important predictor of one’s job satisfaction and well-being at work.

The relationship between menopausal symptoms and burnout. A cross-sectional study among nurses

BackgroundDespite the growing presence of menopausal women in workplaces, studies aimed at exploring the link between menopausal symptoms and job well-being are scarce. In the interest of addressing this gap, the present study aimed to explore whether menopausal symptoms might contribute to increased levels of burnout and whether this relationship can be moderated by social or personal resources.MethodThe study design was cross-sectional and non-randomized. Ninety-four menopausal nurses completed a self-report questionnaire including scales aimed at measuring menopausal symptoms, burnout, social (i.e., support from superiors and colleagues) and personal (i.e., self-efficacy, resilience, and optimism) resources. Moderated regression analyses were performed to test study hypotheses.ResultsWhereas menopausal symptoms were associated significantly with emotional exhaustion, no social or personal resources were found to moderate this relationship. Regarding depersonalization, our study indicated that it was affected by menopausal symptoms only among nurses who reported low social support (from superiors and colleagues), optimism, and resilience.ConclusionThe present study highlights the importance of organizations that employ a growing number of menopausal women to seek solutions at the individual and social levels that help these women deal with their menopausal transition while working.