Work-related Behaviors Research Articles

Effect of work-related behaviors during off-job time on workers’ mental health in the context of improving the workplace environment: Longitudinal research over a year

本研究では，職場環境改善の取組み時における勤務時間外の仕事に関する行動（メール確認，自宅仕事）が，労働者の睡眠や疲労，生産性等に及ぼす影響を検討した．製造業の中小企業において，組織体制の変更，勤務 開始時刻の多様化，勤務体制の多様化，作業環境の変更の4つの職場環境改善取組みが実施された．調査は，職場環境改善の約1か月前（事前調査），3，6，12か月後の計4回実施し，調査の同意が得られた36名を分析対 象とした．調査内容として，基本属性，睡眠の質，勤務時間外における仕事との心理的距離，生産性，疲労回復状況等を測定した．また，勤務時間外における仕事に関するメールの確認，自宅での仕事に関する設問を設け，その有無により，群分けを行った．線形混合モデル分析を行った結果，生産性に群と調査時期の交互作用が見 られ，自宅仕事が有った群のみ，職場環境改善前と比較して3か月後の生産性が低下したこと，無かった群と比較して3，6，12か月後の生産性が低かったことが示された．また，調査時期の主効果が睡眠の質と疲労回復 に見られ，職場環境改善後にそれらの改善及び改善傾向が生じたことが示された．また，群の主効果が心理的距離に見られ，勤務時間外にメール確認が無かった群は，有った群と比較して，勤務時間外に仕事との心理的距離が取れていたこと，一方，自宅仕事が無かった群は，有った群と比較して，心理的距離だけでなく，睡眠の質や疲労回復状況も良いことが示された．以上により，職場環境改善時における仕事関連の行動が労働者の生産性に影響を及ぼすこと等が示された．今後，職場環境改善の一環として，職場外・勤務時間外における働き方・休み方の改善も検討していく必要があると考えられる．

Stigmatization Behavior of Pre-Registration Nurses: Do the Self-Determined Psychological Needs Influence This?

Background/problem: Stigma and stigmatization are important concepts in the area of mental health and illness. Nursing and nurse education are continuously examining ways to understand and address the stigma toward people with a lived experience of mental illness. While the negative influence of stigma is understood, the variables that influence these behaviors are emerging. An area may provide insight into aspects that influence stigmatization of pre-registration nurses is motivation. Previous research has illustrated that individual motivation can significantly predict and influence work-related behaviors and actions across a range of work settings. Therefore, the purpose of this study was to examine the predictive influence that the motivational needs, as espoused by Self-Determination Theory, play in the stigmatization of pre-registration nurse toward people with a lived experience of mental illness. Approach: A total of 168 pre-registration nurses completed two surveys that measured support for their psychological needs and their stigmatization of people with a lived experience of mental illness. Outcomes/conclusions: Using a regression analysis, some psychological needs significantly influenced the stigmatization of pre-registration nurses. Results illustrate the potential importance of psychological needs in the training of the future nursing workforce.

Validation of the 10-item Cervantes Scale in middle-aged Portuguese women: paper-and-pencil and online format assessment of menopause-related symptoms.

The aim of the study was to validate the Portuguese language version of the 10-item Cervantes Scale (CS-10), a self-reporting instrument that assesses menopausal symptoms, and to compare the results (both symptom severity and multigroup invariance) of middle-aged women who completed the questionnaire in paper-and-pencil format (PPF) or in the online format (OF). A total of 292 women, aged 45 to 65 years, completed the questionnaires (PPF = 66; OF = 226). Construct (factorial and convergent) and external validity, as well as reliability and psychometric sensitivity were studied. Multigroup confirmatory factor analysis was performed to compare PPF with OF, regarding the measure's invariance. The CS-10 showed good psychometric properties (ie, factor and external validity), as well as good sensitivity and reliability. The association with the Utian Quality of Life Scale (UQoLS) was significant and positive, though weak. The measured structure was invariant when comparing both subsamples (PPF and OF), evidencing an equivalent structure in both. No differences in reported symptoms were observed between the two subgroups. The Portuguese language version of the CS-10 rendered data with good psychometric properties in a sample of middle-aged Portuguese women. Therefore, it can be used in both clinical and community settings. The weak association between both instruments (UQoLS and CS-10) might be due to the different conceptualization of the quality of life construct: the CS-10 focuses on symptom severity, whereas the UQoLS assesses domains such as work-related or health-related behaviors.

A microstructural based constitutive approach for simulating hot deformation of Ti6Al4V alloy in the α + β phase region

As one of the most mature titanium alloys, Ti6Al4V is widely used in many critical aerospace applications. However, the flow behavior of this alloy cannot be easily predicted using general computational models, mainly due to the existence of various microstructural morphology in titanium alloys and relatively complex deformation mechanisms during hot deformation. Principally, the variation in initial grain morphology and grain size/plate thickness significantly influences microstructural evolution during hot working, thus leading to dissimilar work hardening and related softening behaviors. In the current study, a microstructural based Estrin Mecking (EM) +Avrami model was developed and used to model the deformation behavior of Ti6Al4V alloy with different initial grain morphologies (i.e. equiaxed vs martensitic) during simulative hot compression testing in the α + β phase region. Herein, the effect of initial grain size was considered as a function of Hall-Petch strengthening, where experimental validation revealed very good accuracy on predicting the work hardening behavior, peak stress, peak strain and flow softening with varying grain morphologies. In addition, the current model was extended to predict the material flow behavior of Ti6Al4V alloy during bulk metallic deformation (i.e. forging) in 3D as an FEM based simulation tool.

Personal Values, Cultural Competence, Self-confidence: Comparation among Korean, Japanese, Chinese, and Indonesian Employee

The role of personality in work-related behaviours and values has gained renewed attention over the past decade. As the opening of the free trade era, many local employees feel less confidence to compete with expatriates. This research investigates the differences of the influence of personal value and cultural competence towards self-confidence whether directly or through personal branding. Based on cross cultural analysis among expatriate of Korean, Japanese, Chinese and local employees. The ANOVA and SEM AMOS multiple group analysis used and the empirical finding indicate that the personal branding have negative impact to self-confidence. Cross cultural analysis found that cultural competence more dominant influence towards self-confidence than personal values between expatriates and local employees.

Personal level causes of bullying and negative word of mouth: Migrant workers’ perspective

Bullying behaviors are observed in all organizations and in all cultures, across the globe. Extant bullying literature is found in the context of Europe whereas Eastern perspective has been ignored at large. This study investigated the nexus between causes of personal level bullying, bullying behaviors, and negative word of mouth from a migrant worker's perspective. Under a cross sectional research design, data were collected from skilled migrant workers, working in United Arab Emirates. Scale items were selected for this study in the context of migrant workers and 187 useable responses were retained for final data analysis, with 49.8% response rate. SPSS (20.0) for demographic analysis and Smart PLS 3.2.8 were used for structural equation modeling. Results supported the argument that on the basis of personal causes of bullying, migrant workers experienced work related and personality related bullying behavior, which triggered further negative word of mouth.

The relationship between tourism involvement, organizational commitment and organizational citizenship behaviors in the hotel industry

Purpose – Due to the important role of hotel frontline employees in the service encounter, hotel firms strive to understand factors influencing frontline employees’ working attitudes and behaviors. The main purpose of the current study is to enrich this understanding by examining the interrelationships among tourism involvement, organizational commitment and organizational citizenship behaviors (OCBs). Design –Based on the recovery theory, tourism involvement was hypothesized to influence both organizational commitment and OCBs. Committed employees were hypothesized to be more likely to perform OCBs. The current study further hypothesized a mediating role of organizational commitment in the relationship between tourism involvement and the OCBs. Methodology –Measurements of tourism involvement, organizational commitment, and the OCBs were developed. A total of 336 frontline employees from 20 international hotels in Taiwan voluntarily participated in the current study. Their responses were examined by using independent t -tests, confirmatory factor analyses, and structural equation modelling. Findings –The outcomes demonstrate that tourism involvement positively influenced organizational commitment. Both tourism involvement and organizational commitment positively influenced the OCBs. The organizational commitment was found to be a mediator between tourism involvement and the OCBs. Originality of the research –The most extant studies examined factors influencing the development of organizational commitment and the OCBs by using work-related variables. However, they ignored contributions made by tourism to employees’ work life. The originality of the current study is the link of the non-work variable to work-related attitude and behavior. As such it provides a new insight to managing tourism human resources.

The Assessment of Mental Load of Air Traffic Controllers Based on Psychophysiological Indicators

The article presents a part of a broader study on identifying and monitoring occupational risks, early detection of signs and symptoms of reversible impairment of physical and mental health of staff, decrease in work capacity and the occurrence of deficient, risky behavior in working practices, as a result of intense neuropsychological or physical professional effort. The results of the study aimed at highlighting: professional effort factors experienced by the trial subjects; occupational risk factors that cannot be avoided and which, due to the nature of the workload and the conditions for completing it, can in time lead to reduced work capacity, premature wear and tear, work-related illnesses and risky behaviors in the workplace, with serious consequences for the safety and health of employees and / or other people; measures to prevent and reduce identified work and stress factors, in order to ensure health and safety at work, optimal use of human resources and maintenance of work capacity throughout the professional life. The results can be implemented in the actions taken to ensure occupational health and safety regulations and to monitor employees’ health conditions and their work capacity in accordance with the legislation in force.

The Relationship between Personality Five Factor Theory and the Career Success of Executive Workers in Apparel Sector Organizations in Sabaragamuwa Province Sri Lanka

Area of the Study As a significant determinant of career success of employee, this study is discussing the relationship between Personality Five Factor theory and the Career Success of executive workers in the apparel sector organizations in Sabaragamuwa province Sri Lanka.Problem of the Study There is an empirical knowledge gap in the context of the impact of personality five factor theory on the career success of employees in Sri Lanka. therefore, the problem of the study is: Does Five Factor Theory of personality affect to the career success of executives in the apparel sector organization in Sabaragamuwa province.Method of the study The data were collected from a selected sample of 122 executives in the apparel industry in Sabaragamuwa province Sri Lanka by administrating a structured questionnaire, which consisted of 63 questions/ statements with 5 points scale. The data analyses included the univariate and bivariate analyses.Findings of the Study The authors found that some of the factors have strong positive relationship and some have negative relationship and some haven’t any relationship with career success of executives in apparel sector organizations in Sabaragamuwa province, Sri Lanka. Extraversion and Conscientiousness have strong positive relationship with career success of the executives and Agreeableness and Neuroticism have negative relationship with the executives of the apparel sector organizations. However, there is no any relationship in Openness to experience with career success of the executives.Conclusion of the Study Future research based on the current theoretical model can investigate the relationship of personality with other work related behaviors and outcomes. The empirical confirmation of this conceptual model is another area of future research. Future research should attempt to replicate these results and develop process models that may explain why conscientiousness and Extraversion have such apparently enduring associations with career success.Keywords: Personality Five Factors, Career Success, Executives, Apparel Sector Organizations

외항사 승무원의 스트레스가 직무관련 행동에 끼치는 영향력에 관한 연구

외항사 승무원의 스트레스가 직무관련 행동에 끼치는 영향력에 관한 연구

Insights into nurses' work: Exploring relationships among work attitudes and work-related behaviors.

Work attitudes have been associated with work productivity. In health care, poor work attitudes have been linked to poor performance, decreased patient safety, and quality care. Hence, the importance, ascribed in the literature, of work that clearly identifies the relationships between and among work attitudes and work behaviors linked to performance. The purpose of this study is to better understand the relationships between work attitudes-perceived organizational justice, perceived organizational support (POS), affective commitment-consistently associated with a key type of performance outcome among nurses' organizational citizenship behaviors (OCBs). A survey was developed and administered to frontline nurses working in the province of Ontario, Canada. Data analysis used path analytic techniques. Direct associations were identified between interpersonal justice and POS, procedural justice and POS, and POS and affective commitment to both one's supervisor and one's co-workers. Affective commitment to patients and career was directly associated with OCBs. Affective commitment to one's co-worker was directly associated with OCBs directed toward individuals, as affective commitment to one's organization was with OCBs directed toward the organization. Finally, OCBIs and OCBs were directly associated. Examining the relationships of these constructs in a single model is novel and provides new information regarding their complexity. Findings suggest that prior approaches to studying these relationships may have been undernuanced, and conceptualizations may have led to somewhat inaccurate conclusions regarding their associations. With limited resources, knowledge of nurse work attitudes can inform human resource practices and operational policies involving training programs in employee communication, transparency, interaction, support, and performance evaluation.

The Influence of Perceptions of Training towards Affective Commitment: A Conceptual Paper

This paper proposes to investigate the influence of perceptions of training towards affective commitment. Furthermore, this study focuses on employees’ perceptions of training as investigating employees’ perceptions was identified as an alternative to determine the relationship between training and employees’ attitude and work-related behavior. Apart from that, it was noted in the literature that there remains insufficient empirical evidence explaining how perceptions of training influences affective commitment. The respondents of this study are engineers from the Malaysian manufacturing sector. Obtained data will be analyzed using the structural equation modelling (PLS-SEM). Theoretically, this study contributes to the literature on the influence of perceptions of training towards affective commitment among engineers in Malaysia.

Coping with Negative Workplace Gossip: The Roles of Self-Monitoring and Impression Management

Although researchers have examined the effects of negative workplace gossip on target employeesi¯ work-related behavior, it remains unclear when and how personality traits play a role between negat...

Differences of Four Work-Related Behavior and Experience Patterns in Work Ability and Other Work-Related Perceptions in a Finance Company.

The present study applies a salutogenetic approach to psycho-social stress and wellbeing at work and for the first time analyzes the relation of an extended model of four work-related behavior and experience patterns to work related perceptions, like work ability, job satisfaction and turnover intention, or engagement. Employees of an international financial services company (N = 182) completed the questionnaire Work-related behavior and experience pattern (Arbeitsbezogenes Verhaltens- und Erlebensmuster; AVEM). The AVEM has oftentimes been used for research in helping professions, but research in non-helping professions is scarce. In addition to the AVEM, measures of job satisfaction, work ability, work engagement, presenteeism, and turnover intention were included in this study. Almost half (46.2%) of the sample showed a rather unambitious attitude towards work, followed by a burnout-related risk pattern (22.0%), a healthy pattern (19.8%), and a pattern at risk for overexertion (12.1%). Significantly more favorable scores were found for all work-related perceptions in participants with the healthy pattern compared to those with the burnout-related risk pattern, except for turnover intention where no significant differences were found. For work ability and vigor, those with a healthy pattern also had significantly higher scores than those with an unambitious pattern and a pattern at risk for overexertion. Being at risk for burnout not only affects job-related wellbeing and coping resources, but also work ability and work engagement. A need for personnel and organizational development and health promotion is indicated by a high number of individuals with reduced working motivation and risk patterns for overexertion or burnout.

The Building Bridges project: Linking disconnected service networks in acquired brain injury and criminal justice

ABSTRACTPeople with acquired brain injury (ABI) are overrepresented in prison populations across many countries. An effective service response to reduce this trend requires collaboration between the ABI and criminal justice (CJ) sectors. The Building Bridges project piloted a novel professional development model designed to increase cross-sectoral knowledge and collaboration between the ABI and CJ sectors. A total of 178 service providers from Victoria, Australia, participated in six professional development forums that included content about ABI, policing, disability and legal supports, and correctional/post-release services. Participants came from the disability, criminal justice, and health and community service sectors. Using a pre-test–post-test design with 6-month follow-up, data were obtained via a project-specific questionnaire evaluating knowledge and behaviour change among participants. Statistically significant gains in knowledge were shown at post-test and maintained at follow-up. Work-related behaviours addressing ABI/CJ issues had increased significantly within both sectors at follow-up compared to the 6 months prior to the forum. Carefully constructed professional forums improved cross-silo collaboration in the ABI/CJ sectors. This pilot project illustrates effective use of existing service resources, and highlights training as an important part of a raft of initiatives needed to address the overrepresentation of people with ABI in the CJ system.

Eliciting the truth, the whole truth, and nothing but the truth: The effect of question phrasing on deception

In strategic information exchanges (such as negotiations and job interviews), different question formulations communicate information about the question asker, and systematically influence the veracity of responses. We demonstrate this function of questions by contrasting Negative Assumption questions that presuppose a problem, Positive Assumption questions that presuppose the absence of a problem, and General questions that do not reference a problem. In Study 1, Negative Assumption questions promoted greater disclosure of undesirable work-related behaviors than Positive Assumption or General questions did. In Study 2, Negative Assumption questions increased disclosure of undesirable information in face-to-face job recruitment meetings, relative to Positive Assumption questions and General questions. Study 3 demonstrated that the relationship we identify between question type and the veracity of responses is driven by inferences of assertiveness and knowledgeability about the question asker. Finally, in Study 4, asking assertive questions with regard to uncommon behaviors led the question asker to be evaluated more negatively.

Intergenerational Transmission of Work Values: A Meta-Analytic Review.

Work values act as guiding principles for individuals' work-related behavior. Economic self-sufficiency is an important predictor for psychological well-being in adulthood. Longitudinal research has demonstrated work values to be an important predictor of economic behavior, and consequently of self-sufficiency. Socialization theories designate parents an important role in the socialization of their children to cultural values. Yet, extant literature is limited in demonstrating the role families play on how youth develop agentic pathways and seek self-sufficiency in transition to adulthood. This study presents a meta-analytic review investigating the intergenerational transmission of work values, which is frequently assessed in terms of parent-child value similarities. Thirty studies from 11 countries (N = 19,987; Median child age = 18.15) were included in the analyses. The results revealed a significant effect of parents on their children's work values. Both mothers' and fathers' work values, and their parenting behavior were significantly associated with their children's work values. Yet, similarity of father-child work values decreased as child age increased. Our findings suggest a moderate effect, suggesting the influence of general socio-cultural context, such as generational differences and peer influences, in addition to those of parents on youth's value acquisition. Our systematic review also revealed that, despite its theoretical and practical importance, social science literature is scarce in comprehensive and comparative empirical studies that investigate parent-child work value similarity. We discuss the implications of our findings for labor market and policy makers.

“The Darkest of all” The relationship between the Dark Triad traits and organizational citizenship behavior

The present study examined dark triad personality traits as predictors of in-role and extra-role work-related behaviors above and beyond the effects of relevant dispositional and situational variables. 256 Hungarian working adults (Mage = 37.121 years, SDage = 11.99 years) took part in the present study. The results showed that only subclinical psychopathy was a consistent negative predictor of in-role and extra-role behaviors. When psychopathy was controlled for, Machiavellianism was positively related to organizational citizenship behaviors beneficial to the organization and to the performance of in-role behaviors, but was unrelated to citizenship behaviors beneficial to individuals. Subclinical narcissism was unrelated to the outcome variables. Together, these results can contribute to the understanding of the role of dark triad personality traits in the prediction of in-role and extra-role behaviors. The study's implication for theory and research were discussed, its limitations were identified, and directions for future research were suggested.

PSİKOLOJİK GÜÇLENDİRME DÜZEYLERİNE BAĞLI OLARAK ÖĞRETMENLERİN İŞE YÖNELİK DAVRANIŞLARINDA FARKLILIKLAR OLUŞUR MU?: BİR ALAN ARAŞTIRMASI

Küreselleşen rekabetçi iş ortamında rekabetçi üstünlük sağlamada insan kaynağının önemli bir kaynak olduğu ve güçlendirilmiş çalışanın işletmeye daha çok katkı sağlayacağı düşünüldüğünden, güçlendirilmiş çalışanların işe yönelik davranışlarında nasıl bir değişim meydana geleceğinin açığa çıkarılması, günümüz işletmeciliği açısından önemli bir konudur. Bu çalışmanın amacı işe yönelik davranışlarda psikolojik güçlendirmenin rolünü açığa çıkartmaktır. Bu amaca ulaşmak için öncelikle psikolojik güçlendirme ile işe yönelik davranışlar [Katılımcı Karar Verme, İş Performansı, İş Tatmini, İş-Aile Çatışması, Aile-İş Çatışması, Rol Çatışması, Rol Belirsizliği] arasındaki ilişkiler incelenmiş olup, daha sonra farklı psikolojik güçlendirme düzeylerine bağlı olarak katılımcıların işe yönelik davranış algılamalarında anlamlı farklılık olup olmadığı araştırılmıştır. Elde edilen verilere göre öğretmenlerin psikolojik güçlendirme düzeylerine bağlı olarak katılımcı karar verme, iş performansı, iş tatmini, aile-iş çatışması, rol çatışması ve rol belirsizliği algılamaları arasında anlamlı farklılıklar ortaya çıkmıştır. Bu bulgular, çalışanların psikolojik güçlendirme düzeylerine göre işe yönelik davranışlarda farklılıklar ortaya çıktığını göstererek, psikolojik güçlendirmenin davranışlar üzerinde önemli etkiye sahip olduğunu savunan literatürü destekler niteliktedir.

PSİKOLOJİK GÜÇLENDİRME DÜZEYLERİNE BAĞLI OLARAK ÖĞRETMENLERİN İŞE YÖNELİK DAVRANIŞLARINDA FARKLILIKLAR OLUŞUR MU?: BİR ALAN ARAŞTIRMASI

In a globalizing competitive business environment competitive advantage is an important source of human resources and because it is thought that the empowered employee will contribute more to the business, it is an important issue for today's business to reveal how to make a difference in the behavior of the empowered employees in the workplace because the empowered employee is thought to contribute more to the business The purpose of this study is to highlight the role of psychological empowerment in work-oriented behaviors. In order to achieve this aim, the relationships between psychological empowerment and work-related behaviors (Participatory Decision Making, Job Performance, Job Satisfaction, Work-Family Conflict, Family-Job Conflict, Role Conflict, Role Uncertainty) were examined and then related to different levels of psychological empowerment, it was researched whether there was a significant difference in participants' perception of work-related behavior. Significant differences were found between participant decision making, job performance, job satisfaction, family-work conflict, role conflict, and role ambiguity perceptions, depending on the level of psychological empowerment of the teachers.These findings show that differences occur in work-related behaviors according to the level of psychological empowerment of employees, supports the literature which argues that psychological empowerment has significant influence on behavior.