Work-related Attitudes Research Articles

Mediating Effect of Firefighters' Resilience and Public Service Motivation Regarding the Influence of Depression on Their Work Engagement During COVID-19.

In this study, we aimed to investigate the influence of resilience or public service motivation (PSM) on firefighters' work engagement during the coronavirus disease (COVID-19) pandemic. We conducted an online survey with 304 firefighters assigned to Gyeonggi-do between October 27 and 28, 2022, and collected their demographic information; work-related data; mood, anxiety and insomnia symptoms; and work-related attitudes. The leading causes of firefighters' stress were physical and mental health decline due to heavy workloads (46.4%), verbal abuse and assault from civilians (33.9%), conflict with coworkers (18.4%), and death of colleagues (13.2%). The results of the logistic regression analysis revealed that high levels of resilience (OR = 1.28, p < 0.001), service motivation (OR = 1.17, p < 0.001), and non-exposure to death (OR = 0.33, p = 0.005) led to high work engagement. Mediation analysis showed that resilience and PSM mediated the influence of depression on work engagement. The work engagement of firefighters is influenced by resilience, PSM, and exposure to death.

Clustering Profiles of Domestic Seasonal Workers in the Hospitality Industry Based on Quality of Working Conditions and Return Intentions

ABSTRACT This study aims to examine the perception of work-related attitudes and behavioral outcomes among domestic seasonal hospitality workers, categorized based on their cluster distribution. The research identifies two distinct profiles of domestic seasonal workers (satisfied – SAT, and dissatisfied – DISAT), revealing significant differences in their perceptions of both attitudinal and behavioral outcomes within the hospitality industry. This finding challenges the existing knowledge by highlighting the limitations of a one-size-fits-all approach to managing seasonal workers. The study underscores the necessity for tailored strategies that recognize and cater to the specific needs of different worker profiles. By addressing these distinct needs, HR managers can significantly enhance the likelihood of seasonal domestic workers returning for subsequent seasons or opting for permanent positions within the hospitality industry.

The Impact of Adjustment on Workplace Attitudes and Behaviors Among Health Care Workers During the COVID-19 Pandemic.

We examined the impact of health care workers' (HCWs) adjustment to the COVID-19 pandemic on their work-related attitudes and behaviors. HCWs ( n = 1468) participated in an observational longitudinal study in which they completed surveys of anxiety and occupational health between 2020 and 2021. Most HCWs reported anxiety that was consistently below the diagnostic threshold (68%) or fell below the threshold within a year (16%). Others reported consistently high (14%) or increasing (2%) anxiety, especially women, younger HCWs, those with a weakened immune system, and allied health professionals. Consistently high or increasing anxiety was associated with poorer job satisfaction, work engagement, perceived supervisor support, burnout, and turnover intentions. Resources to support HCWs may be focused on those who report consistently high or increasing anxiety to minimize the effects of crises and disasters on the workforce.

Investigating the impact of temporary nurses on permanent nurses' commitment via perceptions of illegitimate tasks: Across-sectional study.

To explore illegitimate tasks as a potential mechanism that links permanent nurses' perceived exposure to temporary nurses to lower levels of affective organizational commitment. A time-lagged cross-sectional survey study. Survey data from N = 239 permanent nurses in the German-speaking part of Switzerland were analysed via Structural Equation Models. The study revealed a negative relationship between permanent nurses' perceived exposure to temporary nurses and their level of organizational commitment that was mediated by perceptions of unreasonable and unnecessary tasks. Healthcare institutions increasingly depend on temporary nurses to fill staffing vacancies. Our data suggest that the deployment of temporary nurses may have adverse effects on permanent nurses' affective organizational commitment via perceptions of illegitimate tasks. Our quantitative survey study provides a novel, theory-driven understanding of how perceived exposure to temporary nurses may impact work-related attitudes of permanent nurses. Our findings suggest that the clinical community should limit permanent nurses' exposure to temporary nursing staff to protect their commitment. If this is not possible, we encourage strategies to counteract associated feelings of illegitimacy, for example, by showing appreciation for permanent nurses' willingness to take over responsibility for temporary nurses. The study adheres to the STROBE reporting guidelines for cross-sectional studies. No patient or public contribution.

Factors Influencing Work-Related Attitudes of Top Managers: An Expert Perspective

Abstract This research in progress paper investigates the multifaceted factors shaping the work-related attitudes of top managers in organizations with a focus on Germany. Through in-depth interviews with seasoned experts, it reveals crucial work attitudes, examines the impact of interpersonal and procedural factors, and evaluates information’s role in the principal-agent relationship at top management levels. The findings challenge conventional assumptions, providing different perspectives on leadership and highlighting the evolving nature of management practices in the digital age. The study also explores potential differences between top IT managers and other C-level roles, investigating their implications. The results of this research based on expert interviews are used in a broader context of research to triangulate literature analysis findings and quantitative surveys in order to develop a comprehensive understanding of factors influencing top managers’ work attitudes. Semi-structured expert interviews were conducted to gain a comprehensive perspective on the influencing factors of work attitudes in top management functions. Six German experts participated, bringing diverse backgrounds and affiliations with professional associations. Despite varied perspectives, universal importance was identified in key work attitudes, challenging assumptions of significant differences between employer and employee representatives. A novel contrast between hierarchical and broader perspectives within owner and worker associations emerged, suggesting a need for a more comprehensive understanding of management approaches. Additionally, interpersonal factors in leadership, information flow, trust-building, were highlighted as contributions. Furthermore, distinctions and commonalities between IT management and other top managerial roles were identified. This study both confirms existing knowledge and introduces valuable insights to management science, potentially shaping future research and practices.

Work Motivation Is Not Generational but Depends on Age and Period

Many argue that work motivation varies with year of birth, suggesting the utility of generational labels such as Z, Y, X, or Baby Boomer. This article tests this generational hypothesis by using multilevel regressions with data from 584,217 individuals sampled by the Integrated Values Survey in 113 countries over more than 30 years. The results show that the importance of work first increases and then decreases with an individual’s age and that the importance of work tends to decrease for everyone with the passing of historical time. These age and period effects make later-born generations seem work averse, while birth year and thus generational membership hardly explain work motivation after accounting for age and period effects. The article also tests whether ten other work-related attitudes can be explained through generational membership. The results suggest that the historical time period and an individual’s life course explain work motivation and work attitudes better than generational membership. This life course and historical explanation is suggested as an alternative to the generational hypothesis of work motivation and attitudes that prevails in much of the literature.

Predictors of Defensive Practices among Italian Psychiatrists: Additional Findings from a National Survey.

Background: Defensive medicine is characterized by medical decisions made primarily as a precaution against potential malpractice claims. For psychiatrists, professional responsibility encompasses not only the appropriateness of diagnosis and treatment but also the effects of their interventions on patients and their behaviors. Objective: To investigate the socio-demographic, educational, and occupational characteristics and work-related attitudes that may serve as predictors of defensive medicine among Italian psychiatrists. This research extends the results of a previous analysis based on a national survey. Methods: A secondary analysis of the database of a national survey on attitudes and behaviors of Italian psychiatrists regarding defensive medicine and professional liability was performed for this study. Results: Among 254 surveyed psychiatrists, 153 admitted to practicing defensive medicine, while 101 had this attitude with less than half of their patients. The first group was predominantly comprised of women (p = 0.014), who were younger in age (43.34 y 9.89 vs. 48.81 y 11.66, p < 0.001) and had fewer years of professional experience (12.09 y ± 9.8 vs. 17.46 y ± 11.2, p < 0.001). There were no significant differences in prior involvement in complaints (p = 0.876) or the usual place of work (p = 0.818). The most prominent predictors for practicing defensive medicine were (1) considering guidelines and good clinical practices not only for their clinical efficacy but also or exclusively for reducing the risk of legal complaints for professional liability (OR = 3.62; 95%CI, 1.75-7.49), and (2) hospitalizing patients with violent intentions even if not warranted according to their mental state (OR = 2.28; 95%CI, 1.50-3.46, p < 0.001). Prioritizing protection from professional liability over patients' actual needs in prescribing or adjusting drug dosages and in involuntary hospitalization, as well as prescribing lower dosages than recommended for pregnant patients, were identified as additional predictors. Finally, years of professional experience exhibited a protective function against defensive practices. Conclusions: Psychiatrists advocate the need to implement a 'risk management culture' and the provision of more balanced duties in order to ensure ethical and evidence-based care to their patients. A particular source of concern stems from their professional responsibility towards not only the health of patients but also their behavior. However, these aspects conflict with a limited potential for assessment and intervention based on effective clinical tools. A reform of professional liability that considers the specificities of patients cared for by mental health services could contribute to reducing the risk of defensive medicine.

How Does Authentic Leadership Boost Work Engagement? Exploring the Mediating Role of Work Meaningfulness and Work–Family Enrichment

Leadership is crucial in organizational life. Positive leadership is marked by transparent, trust-based leader–follower relationships that significantly boost employees’ dedication and engagement. Work engagement stems from a positive bond between workers, their job, and their organization. Authentic leadership, in particular, has been found to enhance work engagement, but this relationship is quite complex. Prior studies have explored the psychological processes linking organizational context and work-related attitudes and provided intriguing insights, such as that employees consider work to be part of their identity and that positive work experiences enrich family life. This research more closely examined authentic leadership’s impact on work engagement, including the mediating effect of meaningful work and work–family enrichment. A cross-sectional study was conducted with data from various organizations’ employees (number = 292). Multiple regression analyses’ results support the theoretical model, confirming a significant positive link between perceived authentic leadership and work engagement. These variables are directly and indirectly related through the proposed mediators. Implications for human resource management are discussed, especially strategies that increase work environments’ positive impacts on work engagement.

When I see your pain: effects of observing workplace ostracism on turnover intention and task performance

PurposeThe perseverative cognition framework suggests that observing ostracism has negative implications for observers due to affective rumination and that a proactive personality might make observers more vulnerable to this effect.Design/methodology/approachData from 49 team leaders and 218 team members were obtained through a three-wave survey in China. Path analysis was used to examine the theoretical model.FindingsThe results indicate that observing ostracism increased turnover intention and reduced task performance and that these relationships were mediated by affective rumination. Furthermore, these effects were stronger for observers with high proactive personality.Research limitations/implicationsWorkplace ostracism harms employees; however, its effects on observers remain underexplored. This paper extends research on the effects of ostracism by revealing that ostracism is not only harmful to the well-being of its victims but also adversely affects the work-related attitudes and behaviors of observers, especially those with proactive personality.Practical implicationsOrganizations should be aware of the harmful effects of workplace ostracism on observers, and take actions to inhibit workplace ostracism as well as reduce the negatives impacts.Originality/valueThe results reveal the cognitive mechanism of affective rumination, in which observing workplace ostracism affects observers' behaviors and attitudes, highlighting the importance of observing effect of workplace ostracism.

Working from Home, Work-Related Attitudes, Work-Life Balance and Employee Well-Being – Implications for HRM in the Post-COVID Era

Research Question: This paper explores the relationship between working from home, work-related attitudes, work-life balance and employee well-being. Motivation: The paper is inspired by an evident lack of research of factors that possibly cause differences in the employees` work-related attitudes, work-life balance and employee well-being especially in the Covid Era. In this paper, we search for a better understanding of the relationship between working from home, work-related attitudes, work-life balance and employee well-being. Idea: The paper aims to identify factors that make a difference in certain work-related attitudes (job satisfaction and organizational commitment), work-life balance and employee well-being in working from home environment in order to provide for better understanding of employees` behaviour in the Covid Era and the implications for more effective Human Resource Management of working from home employees in Post-Covid time. Data: Primary data were collected through a questionnaire with 2,171 employees, over the period from the end of March till the beginning of May 2021. The sample included only respondents who have experienced working from home from the beginning of the Covid 19 pandemic in Serbia. Tools: Statistical analysis was performed (using descriptive stats, t-test for testing equality of means, chi-square test and ANOVA, and some non-parametrical tests). Findings: Preliminary findings signify a lack of previous experience in applying the working from home practice; an increase in the length of working hours; some resistance to working from home; most employees would choose a balance in which office work dominates, but there is also work from home, at least one day a week; the dominant majority of employees report feeling cheerful and moody, calm and relaxed and active and energetic when working from home, while slightly different results are recorded in the field of physical well-being; overall work-life balance is not interrupted. Contribution: This paper contributes to the research of factors of work-related attitudes, work-life balance and employee well-being while working from home by bringing original field data from Serbia. From the standpoint of HR policies and practices, it offers valuable implications for managers working in post-Covid Era.

The Interplay of Job Satisfaction, Work-Life Balance, and Mental Health in the Era of Social Media

The conceptual study aims to answer crucial questions like the relationship between social media exposure and mental health outcomes. The current research gap is provided by reviewing existing studies and providing clear evidence that unregulated and unlimited social media poses a threat to enterprises and individuals, with potentially lasting consequences to psychological wellbeing, pointing towards the need for strategic interventions and policy developments to mitigate these adverse effects. Building upon insights into the work environment and employee psychology, these findings are valuable for leaders and managers. They enhance understanding of how employee perceptions of their work environment, intrinsic and extrinsic work-related attitudes, and psychological wellbeing collectively influence job performance. While existing literature has explored various leadership styles, the specific moderating impact of the supervisor’s role on job satisfaction and performance requires further study.

Ethical Leadership and Employee Work-Related Attitudes: Examining The Role of Psychological Empowerment

Ethical leadership could be crucial for achieving positive outcomes in organization because of its effects on employee’s work-related attitudes. Though considerable research has been conducted on ethical leadership, we still know very little about the processes through which a leader can foster these attitudes.

The influence of workday experience on smartphones uses in commuting from work to home

Employees spend on average one third of their day at work, with the majority of them commuting to work on a daily basis. However, empirical evidence on how work-related attitudes (e.g., work engagement), as well as after work state (e.g., recovery from work) result in risky behaviors while commuting (e.g., smartphone use) and how they connect with road transport safety is still scarce. In this study, we hypothesized that daily work experience, i.e., recovery, work engagement, and exhaustion, can affect the use of smartphones while commuting from work. Hundred forty-six employees completed a diary twice a day for up to five consecutive workdays (n = 572 situational observations). Multilevel analyses revealed that work engagement mediated the relationships between specific recovery dimensions (e.g., psychological detachment and relaxation) and smartphone use for different purposes, i.e., texting, talking on the phone, and use of social media. High levels of recovery and work engagement lead to more frequent use of smartphones while commuting from work. On days employees felt more exhausted they reported engaging less frequently in risky driving/commuting behaviors. Results provide a starting point for research on the effect of workday experience on road transport safety. Additionally, the study proposes practical implications for the prevention of distracted commuting and other risky behaviors.

The transformation of masculinity orientations and work-related attitudes in men treated for depression (TRANSMODE): study protocol for a mixed-methods observational study

BackgroundMasculinity norms play a crucial role in men’s help-seeking behaviors, service-use, and coping strategies for depression. While previous studies provided evidence for the association between gender role orientations, work related attitudes, stigmatization of men with depression and depressive symptoms, it remains unclear to what extent gender role orientations change over time and whether psychiatric and psychotherapeutic treatment have an impact on these transformations. Additionally, the role of partners in supporting depressed men and the impact of dyadic coping on these processes have not been explored. The aim of this study is to investigate how masculinity orientations and work-related attitudes change over time in men treated for depression, and to examine the role of their partners and dyadic coping in these transformation processes.MethodsTRANSMODE is a prospective longitudinal mixed-methods study investigating the transformation of masculinity orientations and work-related attitudes in men treated for depression between the ages of 18 and 65 from different settings in Germany. The study will recruit 350 men from various settings for quantitative analysis. By applying a latent transition analysis, the primary outcome are changes in masculine orientations and work-related attitudes over time, measured at four times (t0, t1, t2, t3) with intervals of 6 months. Qualitative interview with a subsample of depressed men selected using latent profile analysis, will be conducted between t0 and t1 (a1) with a follow-up of 12 months (a2). In addition, qualitative interviews with the partners of depressed men will be conducted between t2 and t3 (p1). Qualitative data will be analysed using qualitative structured content analysis.DiscussionA comprehensive understanding of the transformation processes of masculinity orientations over time including the impact of psychiatric/psychotherapeutic treatment and the role of partners can lead to the development of gender-sensitive depression treatment tailored to the unique needs of men with depression. Thus, the study can promote more effective and successful treatment outcomes and further contribute to reducing the stigma surrounding mental health issues among men and encourage them for mental health service use.Trial registrationThis study is registered in the German Clinical Trail Register (DRKS) and the WHO International Clinical Trials Registry Platform (ICTRP) under registration number DRKS00031065 (Date of registration 06 February 2023).

The Centrality of Work: A Comparative Analysis of Work Commitment and Work Orientation in Present-Day Societies

This paper aims to comprehensively examine the effects of societal and individual characteristics on work-related attitudes, specifically work commitment and work orientations, using a single dataset and comparable models. It also seeks to relate these attitudes to classic theories and understand how societal factors shape work-related attitudes. The analysis is based on data collected by the International Social Survey Programme (ISSP) in its work orientations survey. Data is analyzed using factor analyses, correspondence analyses, and multilevel regressions. The paper provides an overview of work-related attitudes at the country level and a detailed analysis of societal and individual variables that shape these attitudes. The results indicate that individual attitudes reflect large societal trends and developments, which are discussed with reference to current studies and classic theories. This paper contributes to understanding work-related attitudes by offering a comprehensive analysis of the effects of societal and individual characteristics, using a single dataset and comparable models. It also relates these attitudes to classic theories and discusses how societal factors shape work-related attitudes. The findings also have policy implications, particularly in the recruitment and retention of highly qualified and motivated workers in different countries.

Association between Perceived Organizational Polities and Work-Related Attitudes among Bankers Moderating Role of Personality Traits

Organizational politics is evident across the globe within organizations. This emergent issue needs further investigation with reference to employee personality. The intention of the current study was to better understand how employees respond to organizational politics. The primary goal of the current research was to examine the moderating role of personality factors on bankers' perceptions of organizational politics and attitudes toward their jobs (i.e. job satisfaction and organizational commitment). The data were gathered from 150 employees working in various banks in Multan, using self-reported questionnaires to find their organizational political perceptions, job satisfaction surveys, organizational commitment, and personality tests. Hierarchical regression analyses were used to analyze the model. The personality factor that moderated the link between perceived organisational politics and work-related attitudes was openness to experience. Extroversion and organizational politics had a negative correlation. The outcome of the study depicted a significant link between job satisfaction and organizational politics. The study’s findings add to our understanding of the significance of personality traits concerning how workers view organizational commitment, organizational politics, and their level of job satisfaction.

Do Stress mediates Relationship between Work-Family Conflict and Work-Related Attitude of Nursing Professionals in Healthcare

Work-family conflict negatively affects the employee, his family, and his employer. The work-related attitude of the employee is also affected by work-family conflict. This study aimed to investigate the interrelationship between work-family conflict and work-related attitude and mediation caused by stress. The sample size was 119 female nurses. Results confirmed that work-family conflict was inversely correlated with work-related attitudes. Mediation of stress on work-family conflict and work-related attitude relationship was also proved. A significant demographic impact was also found on work-family conflict and work-related attitudes. This research work is unique of its kind in the sense that no research on the issue of conflict between work life and family life, employee’s attitude about his work, and stress was conducted before this in the backward areas. Work-family conflict negatively affects the employee, his family, and his employer. The work-related attitude of the employee is also affected by work-family conflict. This study aimed to investigate the interrelationship between work-family conflict and work-related attitude and mediation caused by stress. The sample size was 119 female nurses. Results confirmed that work-family conflict was inversely correlated with work-related attitudes. Mediation of stress on work-family conflict and work-related attitude relationship was also proved. A significant demographic impact was also found on work-family conflict and work-related attitudes. This research work is unique of its kind in the sense that no research on the issue of conflict between work life and family life, employee’s attitude about his work, and stress was conducted before this in the backward areas.

Incremental Validity of Decision-Making Styles in Predicting Real-Life and Work-Related Outcomes

Abstract: Across three studies and three different samples, we investigated whether decision-making styles exhibit incremental validity in predicting various real-life outcomes over and above cognitive abilities and personality traits. In Study 1, we showed that decision-making styles (especially avoidant and spontaneous ones) but not cognitive abilities predict important real-life and academic outcomes in a sample of undergraduate students. In Study 2, on a sample of employed adults, we showed that although the effects of decision-making styles decreased once the effects of personality traits were taken into account, styles nevertheless remained important for several important work-related outcomes. Finally, in Study 3, on a sample of entrepreneurs, decision-making styles generally exhibited stronger correlations with indices of entrepreneurial success and employee work-related attitudes than the need for achievement, a motivational trait that was meta-analytically shown to be one of the essential traits for entrepreneurial success. In sum, we hope that our research program fills the gap in research on individual differences in decision-making, offering evidence that decision-making styles matter for various important real-life outcomes.

What difference does it make? A laboratory experiment on the effectiveness of health-oriented leadership working on-site compared to the digital working context

BackgroundHealth-oriented leadership (HoL) represents an important workplace resource for employees. However, as opportunities to work from home increase, the question arises, whether leadership is more or less effective in digital working contexts compared to working on-site.MethodsThe current research investigates, whether the effectiveness of health-oriented leadership in terms of staff care is influenced by the working context. In a laboratory experiment with a 2 (no staff care vs. staff care) x 2 (working on-site vs. digital) mixed design (N = 60), a moderating effect of the working context on the relationship between staff care and employees’ mental exhaustion, heart rate, heart rate variability, engagement and job satisfaction was tested.ResultsResults uncovered positive effects of staff care on employees’ mental exhaustion and work-related attitudes in both conditions (d = 1.09–1.91). As expected, the results indicate that the effects on employees’ engagement (d = 0.65) and job satisfaction (d = 0.72) are weaker when working digital.ConclusionFindings show that the effectiveness of staff care might differ between working on-site and working digital. In order to maintain the effectiveness of staff care, leaders and employees should keep regular face-to-face contact also when mainly working from home. The study ties in with research on digital leadership and leadership effectiveness, and contributes to the deeper understanding of situational contingencies of health-specific leadership during the process of digitization.

The Impact of COVID-19 on U.S. Computer Science Faculty's Turnover Intentions: The Role of Gender.

The COVID-19 pandemic has been challenging for college faculty, with evidence that it has the potential to exacerbate pre-pandemic gender inequities in work demands (Tugend, 2020). The impact of the pandemic may be particularly difficult for women in male-dominated STEM fields such as computer science that pose additional challenges and had high attrition rates among women faculty pre-pandemic (NSF, 2019; Weisgram & Diekman, 2017). The present study examined the mechanisms through which gender may have implications for changes in turnover intentions due to the pandemic among computer science faculty, with a focus on changes in work-family conflict and workplace attitudes. A total of 317 tenure-line and non-tenure line computer science faculty across the U.S. (54.26% women, 49.84% tenured) completed a survey that included items examining whether the pandemic changed work-family conflict, work-related attitudes (job satisfaction, sense of belonging, burnout), and turnover intentions. Results of analyses indicated that identifying as a woman indirectly predicted larger increases in turnover intentions due to the pandemic, through increased work-family conflict, burnout at work, and decreased feelings of job satisfaction. The results suggest that the pandemic has the potential to increase women's attrition from computer science faculty positions, further exacerbating their underrepresentation.