Context Of Work Research Articles

A New Look at Job Demands, Resources, and Volunteers’ Intentions to Leave: The Role of Work–Home Interference and Burnout

AbstractVolunteers’ intention to leave is a relevant issue for organizations. Thus, it is critical to advance knowledge on its determinants. This study proposes that burnout symptoms mediate the relationship of work–home interference with leaving intentions. In addition, we hypothesize that job resources, namely organizational appreciation and organizational task support, buffer the positive indirect relationship of work–home interference with volunteers’ leaving intentions through burnout symptoms. To this end, we rely on the job demands–resources theory, a theoretical framework first conceived for the paid work context that has been widely applied in volunteering settings. Consistent with our predictions, (moderated) mediation analyses on a sample of 220 Italian volunteers showed that only cynicism, and not emotional exhaustion, significantly mediated the positive relationship between work–home interference and leaving intentions and that organizational appreciation and task support weakened this indirect relationship. We discuss how these findings contribute to theory and practice for the volunteering sector.

Unravelling the Path to Employee Satisfaction: Interplay of Work-Family Dynamics

The study aims to inspect the effect of work stress and work-family conflicts on job satisfaction in the context of institutional work-family support. We collected the data through a self-administered questionnaire of 400 employees working in the banking sector. The study applied AMOS software of SEM to test the hypotheses. The empirical results of the study showed that both work stress and work-family conflicts had significant detrimental effects on job satisfaction. In addition, work-family and institutional supports partially mediated the association between work stress and work-family conflicts on job satisfaction. Hence, to fortify the job satisfaction, the study concluded that institutions must strengthen their support structure in the work and familial context as strategic tools to lessen the detrimental effect of work stress and work-family conflicts. Thus, the present psychological conditions of the empluyees in the context of work stress and work-family conflicts must be taking into account before assigning new tasks.

Understanding the effects of ubiquitous connectivity on employee well-being and job insecurity: a moderated mediation model

ABSTRACT In the current hybrid work context, the significance of employee well-being and the enduring concern over job insecurity have become increasingly emphasised. However, our understanding of how the intricate interplay among the technology environment, individual behaviour, and personal characteristics impacts employee well-being and job insecurity remains incomplete. To bridge this knowledge gap, we have proposed a moderated mediation model grounded on the Social Cognitive Theory (SCT). This study delves into the impact of ubiquitous connectivity feature of technological environment (encompassing compatibility and presenteeism) on employee well-being and job insecurity. Additionally, we explore the mediating role of individual behaviour (i.e. Enterprise social media (ESM) enabled embeddedness), and the moderating role of personal characteristics (i.e. ESM self-efficacy) within these associations. By collaborating with a large biotechnology company in China, we conducted a two-wave survey. 189 responses from both study waves are used for final analysis using Partial Least Square (PLS) approach. The results revealed noteworthy mediation effects of ESM-enabled embeddedness and significant moderated mediation effects of ESM self-efficacy. Both theoretical and practical implications are discussed.

The Role of Organizational Commitment in the Influence of Competency and Knowledge Sharing on Organizational Citizenship Behavior (Study At Udayana University)

Organizational Citizenship Behavior (OCB) refers to the actions of individuals within an organization who support each other in the work context. As explained in social exchange theory, reciprocal actions that a person performs without expecting anything in return are related to the quality of work life involving voluntary behavior, which is rooted in assumptions of reciprocity and fairness. Employees who have high competence tend to have high organizational commitment and display OCB, because they feel more capable and confident. Knowledge sharing between employees in an organization, also encourages organizational commitment and OCB, because employees who share knowledge feel more capable and confident in carrying out their duties. Organizational commitment makes Employees feel bound by their obligations and responsibilities to contribute to the organization. The respondents in this research were employees at Udayana University. The number of respondents in this study was 1,296 respondents, the sample size was set at 306 Udayana University employees determined using the Slovin formula. Determination of sample size which taken using Proportionate Stratified Random Sampling. This research uses Structural Equation Modeling (SEM) analysis using SmartPLS 3.0 software. The results of this research show that competence and knowledge sharing positive and significant effect on organizational commitment. Competence, knowledge sharing, and organizational commitment positive and significant effect on OCB. Commitment organization capable mediate influence No direct competence and knowledge sharing towards OCB. Effect mediation variable commitment organization on influence not direct competence and knowledge sharing towards OCB in nature partially mediated.

‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts

‘Distant but close’: Leadership behaviours, psychological distance, employee coping and effectiveness in remote work contexts

When and why host country nationals give advice to expatriates: A relational work context perspective

This study advances our understanding of how a relational work context can promote host country nationals’ (HCNs’) advice-giving behavior. Drawing from social interdependence theory and relational signalling theory, we develop a multilevel model to demonstrate how task interdependence and expatriate advice seeking can jointly influence HCNs’ advice giving. Using data from 795 HCNs nested within 159 expatriates, we find that at the HCN level (Level 1), task interdependence facilitates HCNs’ prosocial motivation and advice-giving behavior. Also, at the expatriate level (Level 2), task interdependence facilitates expatriates’ advice-seeking behavior, which further has a cross-level interaction effect with HCNs’ task interdependence in predicting HCNs’ prosocial motivation and ultimate advice-seeking behavior. We discuss the implications for theory and practice.

New insights into the contributions of playfulness to dealing with stress at work: Correlates of self- and peer-rated playfulness and coping strategies

Playfulness is an individual difference variable that enables people to experience and (re)frame situations of everyday life as interesting, entertaining, and/or stimulating. This definition is consistent with a structural model that includes four different playfulness facets: other-directed, lighthearted, intellectual, and whimsical playfulness. In the work context, playfulness has been shown to be related with various outcomes such as innovative behavior or intrinsic goals. We tested adult playfulness' associations with coping strategies employed at work and whether these coping strategies help to transfer the expected association between playfulness and employees' life satisfaction. Study 1 (N = 185; nursery school trainees) provides support for our hypothesis that playfulness is associated with more positive and less negative coping strategies when being confronted with general and work-specific stress. Study 2 (N = 355; employees from various working fields) confirms our results from study 1 by demonstrating that playfulness is related to adaptively coping with work stress. Further, study 2 shows that some playfulness facets were positively related to life satisfaction and that these associations were transferred by coping less negatively with work stress and, to some degree, also by utilizing positive control strategies. Overall, our findings indicate that adults' playfulness is of importance for coping with stress at work and to further explain employees’ life-satisfaction. Directions for future research on playfulness in the work place are discussed.

“Under Pressure!”

The use of digital technologies or applications can have positive and negative effects on workers: Digital technologies might support workers' decision-making by providing necessary information, but digital technologies might also lead to time pressure and mental strain. In this paper, the authors specifically analyze the characteristics of digital work and the link to mental strain to estimate the effects on work performance in industry. They report survey data from four German companies in the manufacturing, service, and logistics sector with N=279 participants. Results indicate that technology-based organizational and personal resources mitigate, while technology-based demands enhance mental stress and strain. Time pressure is the most important individual factor increasing mental stress and strain. Mental strain, in turn, negatively influences work performance. Considering such connections is crucial for human resource management in digital work contexts and specifically workers' use of and interaction with technologies beyond the analyzed specific manufacturing, service, and logistics industries.

Engaging oncology and occupational medicine to inform design of a Total Worker Health® intervention to address employment, financial, and well-being outcomes in cancer survivors.

Few Total Worker Health® studies, and fewer interventions, examine well-being in the work context of cancer survivorship. We investigated the possibility of occupation and oncology professionals working together to address employed survivors' work-associated needs. We employed a community-based participatory research (CBPR) approach to examine the educational, contextual, and workflow needs of oncology care team members to inform intervention design. Focus groups were conducted with oncology care team members and occupational medicine physicians. Key themes from each group were then examined. Themes included oncology care team's role in helping patients navigate resources, providing psychosocial support, and educating patients. Major themes for ways to better provide employment-related support during treatment included referring patients to employment experts and providing education on employment support. Occupational health professionals in collaboration with oncology clinics could play an important role in assisting cancer survivors' ability to navigate employment challenges.

Discriminations in remote work contexts: the pivotal role of diversity and equality management

PurposeWe examined the effect of management practices on overt and subtle forms of discrimination in remote working contexts. Management practices (i.e. diversity and equality management systems) may influence employees’ perception of the diversity climate and affect the occurrence of discrimination.Design/methodology/approachTo empirically investigate these associations, we administrated an online questionnaire with self-report measures via a 3-wave longitudinal research design.FindingsData analysis of our sample of N = 153 remotely working employees show that when managers invest in equality and diversity practices, employees perceive their workplace as more inclusive (i.e. diversity climate). In turn, this reduces the occurrence of subtle discriminations. Conversely, this relationship was not significant for overt forms of discrimination.Originality/valueThis result indicates that creating a diversity climate is especially important when combatting subtle forms of discrimination in remote work contexts. We discuss the theoretical and practical implications of our findings in light of managerial studies on discrimination at work and psychological literature on virtual environment and social networking.

Leitura e escrita acadêmica na formação inicial de professores: Que letramentos?

From a historical perspective on the initial training of teachers in Brazil, a survey of research developed was carried out, locating in articles published in the last two decades the modes of functioning of the school institution, in the continuous movement of learning-teaching-learning reading and academic writing. Historically, Brazil has presented many difficulties in universalizing the learning of reading and writing in a socially significant way. In the direction of the formation of the critical citizen, we discuss the difficulties to make academic reading and writing effective as processes of forming and transforming the condition of citizenship of the Brazilian population. Proceeding with a qualitative approach, the articulation between the lines of investigation of the selected studies, which focused on teacher training, teaching work and the construction of a teacher's professional identity, were analyzed in the defense that being a teacher is to develop a work based on a solid specific training and that initial training courses should also be concerned with teacher professionalization (Nóvoa, 2017). In the case of initial training, it should allow students to go through teaching and learning experiences that are based on the use and reflection of the characteristics of academic writing, so that future teachers know how to deal with the prescriptions inherent to their work context and document their experiences, as the written record becomes part of a routine developed since initial training when the triad reading is adopted, analysis and production of academic texts as a formative and evaluative principle. In this sense, the analyses carried out reveal that academic literacy should permeate the entire initial training of teachers, with objective prescriptions, considering the autonomy of the trainer to plan and replan his classes coherently with his didactic-methodological choices (Mizukami, 2005-2006; 2000), in a political and pedagogical project committed to an education linked to more assertive teaching practices (Gatti, 2014; André et. al., 2010), with academic writing as one of the constitutive elements of a socially referenced quality education.

UP150 Project: A Longitudinal Analysis of Active Lifestyles in the Complex Working System.

Workplaces cause employees to adopt sedentary behaviors for most of their daytime, negatively impacting psychophysical health. A new office concept (UP150) was designed to reduce sedentary behaviors at work through architectural changes, proactive technologies, and wellness coaches (education to active lifestyles). The present study examined the effects of the UP150 concept, previously investigated in dedicated workspaces, with a 12-month longitudinal trial in a real worksite environment. Forty-eight desk workers comprised the experimental (EG) and control (CG) groups. All participants worked in the same working environment, having the UP150 features inserted in a usual working environment, but the CG was not allowed to interact with the UP150 specifics. During the experimental year, physical (physical activity, motor efficiency, and anthropometric features), clinical (metabolic parameters and cognitive-capacity-related parameters), and psychological (well-being and discomfort, job social and psychological perceptions, and perceived workload) features were assessed. The prolonged application of the UP150 procedure in a mixed working context for involvement in corporate policies positively affected EG workers' physical (physical activity and motor efficiency increased, and body fat unchanged), clinical (blood glucose, insulin, and total cholesterol decreased; HDL increased), and psychological (well-being and social support raised; job demand and perceived workload lowered) parameters, confirming the previous studies.

Implementation of mindfulness at work considering digital support: A qualitative study with a systems theory approach

Current research states the benefits of implementing mindfulness within the workplace. In large corporations, financial and personnel resources for a mindfulness-based intervention may exist, but successfully implementing interventions within a corporation may also require changes in the workplace culture as a whole. This study aims to depict the integration of a mindfulness-based intervention in a digitally augmented setting to promote mindfulness in the digital workplace. Because change in an organization cannot be managed one-dimensionally, systems theory is implemented within this study to meet the requirements of a complex system. Interviews with experts working in or with large companies on the topic of mindfulness in new work contexts disclose an integration process. Subsequently, information is extracted from the interviews and the content is qualitatively analyzed to find answers to the research question. Differentiated results from (a) employees’, (b) employers’, and (c) consultants’ perspectives, with information about input (1), throughput (2), and output (3) of a mindfulness-based intervention in the corporate setting were stated, for example, with respect to communication by using the employees’ language as well as internal resources, such as social media and communication platforms. Guidelines for implementing digitally-supported mindfulness at work are derived and discussed.

Exploring the reasons behind nurses' intentions to leave their hospital or profession: A cross-sectional survey

BackgroundMultiple factors can fuel nurses’ intention to leave their employing hospital or their profession. Job dissatisfaction and burnout are contributors to this decision. Sociodemographic and work context factors can also play a role in explaining nurses’ intention to leave. ObjectiveTo investigate the role of sociodemographic and work context factors, including job resources, job demands, job dissatisfaction, depersonalization, and emotional exhaustion, on nurses’ intention to leave their hospital or their profession. DesignMulticentre cross-sectional study. Setting(s)Eight European hospitals, two per each country, including Belgium, the Netherlands, Italy, and Poland. ParticipantsFrom May 16 to September 30, 2022, we collected 1,350 complete responses from nurses working at the selected hospitals (13 % response rate). MethodsThe intention to leave was assessed through two 5-Likert scale outcomes, agreeing with the intention to leave the profession and the intention to leave the hospital. Logistic regression models were used for statistical analysis. ResultsAt the multivariable analysis, a higher intention to leave the hospital was observed for: younger age, having served on the frontline against COVID-19, lack of quipment, living in the Netherlands, emotional exhaustion, dissatisfaction with work prospects, and dissatisfaction with the use of professional abilities. There was a higher intention to leave the profession for: younger age, living in the Netherlands, having work-related health problems, depersonalization, emotional exhaustion, low possibilities of professional development, dissatisfaction with work prospects, lack of use of professional abilities, overall ob issatisfaction, and dissatisfaction with salary. Nurses living in Italy expressed the lowest intention to leave. ConclusionWhile confirming the role of job dissatisfaction and burnout, we found higher intention to leave for young nurses, nurses with work-related health problems, and caregivers during the COVID-19 pandemic. Dissatisfaction with work prospects, professional development, and salary also increased the intention to leave. We call for educators, managers, and policymakers to address these factors to retain at-risk nursing categories, implementing strategies to mitigate intentions to leave.

The Job Demands and Accommodation Planning Tool (JDAPT): A Nine-Month Evaluation of Use, Changes in Self-efficacy, Presenteeism, and Absenteeism in Workers with Chronic and Episodic Disabilities.

Enhancing workplace communication and support processes to enable individuals living with disabilities to sustain employment and return to work is a priority for workers, employers, and community stakeholders. The objective of this study was to evaluate a new resource that addresses support challenges, the Job Demands and Accommodation Planning Tool (JDAPT), and assess its use, relevance, and outcomes over a nine-month follow-up period. Workers with physical and mental health/cognitive conditions causing limitations at work were recruited using purposive sampling. Online surveys were administered at baseline (prior to using the JDAPT), and at three and nine months post-baseline. Information was collected on demographics (e.g., age, gender) and work characteristics (e.g., job sector, organization size). Outcomes included assessing JDAPT use and relevance, and changes in self-efficacy, work productivity difficulties, employment concerns, difficulties with job demands, and absenteeism. Baseline participants were 269 workers (66% women; mean age 41years) of whom 188 (69.9%) completed all three waves of data collection. Many workers reported using JDAPT strategies at and outside of work, and held positive perceptions of the tool's usability, relevance, and helpfulness. There were significant improvements (Time 1-2; Time 1-3) in self-efficacy, perceived work productivity, and absenteeism with moderate to large effect sizes in self-efficacy and productivity (0.46 to 0.78). Findings were consistent across gender, age, health condition, and work context variables. The JDAPT can enhance support provision and provide greater transparency and consistency to workplace disability practices, which is critical to creating more inclusive and accessible employment opportunities.

Electronic surveillance and counterproductive behaviours: the perception of supervisor support in a remote work context

Electronic surveillance and counterproductive behaviours: the perception of supervisor support in a remote work context

Enabling and constraining factors of remote informal communication: a socio-technical systems perspective

Abstract Informal interactions are vital in daily workplace communication, shaping performance, well-being, collaboration, and overall organizational functioning. However, as the ongoing trends of remote and hybrid work present significant changes and challenges to these interactions, supporting remote informal communication (RIC) becomes urgent. To address this pressing issue, we adopt a socio-technical systems perspective to gain in-depth insights into the enabling and constraining factors related to RIC. Our findings of semi-structured interviews with working adults (N=33) reveal important changes and challenges related to informal communication in the remote work context. We identify eleven interrelated socio-contextual, intrapersonal, and technological factors, culminating in a comprehensive conceptual framework of RIC. Based on our findings, we provide practical recommendations to effectively facilitate RIC in organizations and discuss future research avenues for understanding effective RIC in organizations.

How enterprise social media usage links to counterproductive work behavior: the mediating role of workplace loneliness and the moderating role of ICT hassle.

Work context transformed. Employees increasingly interact with enterprise social media, wherein employees may feel disconnected from workplace. Drawing on social affiliation theory, we develop and examine a moderated mediation model to explore the indirect effect of enterprise social media usage on counterproductive work behavior (CWB) via workplace loneliness and the moderating role of information and communication technology hassle (ICT hassle). We test hypotheses by conducting a three-wave survey of 345 knowledge workers. Results indicate that enterprise social media usage has a positive effect on workplace loneliness, and workplace loneliness mediated the indirect effect of enterprise social media usage on CWB. The moderated mediation analysis indicated that ICT hassle positively moderates the above mediation effect. We discuss the theoretical and practical implications of our findings.

The dynamics of crisis home office and employee engagement

PurposeDrawing on the JD-R theory, this study investigates the effect of working from home on employee engagement and work-life balance considering work-life balance as the mediator in the working from home-employee engagement relationship and altruism as the moderator in the work-life balance-employee engagement relationship.Design/methodology/approachAn online questionnaire using the snowball sampling approach was employed to collect data from 350 professional-level employees working from home due to the COVID-19 outbreak. Hypotheses were tested using structural equation modeling.FindingsThe findings indicate that work-life balance significantly affects employee engagement and confirm the moderating role of altruism in the relationship between work-life balance and employee engagement. However, work-life balance does not mediate the relationship between working from home and employee engagement.Originality/valueThese findings advanced JD-R theory in human resource management by focusing on a more humanistic and compassionate approach towards managing employees, particularly in the remote working context during turbulent times.

Occupational self-efficacy scale: Validity in teachers

Occupational self-efficacy has gained attention because of its importance in understanding the effects of psychosocial factors at work, but because of its relevance, it is necessary to study it in the context of the COVID-19 pandemic. The Occupational Self-Efficacy Short Scale Form (OSS-SF) is a measure of individual variability in self-efficacy within the work context and has been used in some studies in Latin America. The aim of this study was to obtain evidence of the validity of the OSS-SF for 214 Peruvian teachers and to evaluate its internal structure and associations with other constructs. The sample, composed of 214 teachers (Mage = 44, SDage = 10), was selected using nonprobabilistic convenience sampling and evaluated via online forms. Nonparametric item response theory was used. Among the results, a unidimensional structure and high scalability at the item and scale levels were obtained (>0.70). The reliability was approximately 0.90. There was moderate convergence with job satisfaction (0.39) and slight convergence with the perception of the management of virtual tools (0.18). The OSS-SF is a scale with adequate evidence of validity and reliability for Peruvian teachers who work remotely. Therefore, it can be used as a diagnostic measure of intervention and training needs to benefit teachers and students.