Work-related Well-being Research Articles

How workplace loneliness harms employee well-being: A moderated mediational model.

This study investigated the effect of workplace loneliness on work-related subjective well-being by proposing work engagement as an explanatory mechanism in the workplace loneliness-job dissatisfaction relationship. Moreover, the study examines the need to belong as a coping mechanism in the relationship between workplace loneliness and work engagement. Specifically, the study posits that workplace loneliness reduces the positive and fulfilling state of work engagement that in turn increases job dissatisfaction and that this mediation depends on the employee's level of need to belong. Data were collected from employees (N = 274) working in diverse domestic and multinational organizations in Lahore, Pakistan. Results showed that workplace loneliness reduced the work engagement of lonely individuals that in turn increased their job dissatisfaction. However, the deleterious effect of workplace loneliness on work engagement was weaker for individuals having a higher need to belong. These findings have important implications for organizations wishing to mitigate the harmful effects of workplace loneliness on employees' subjective well-being.

How does burnout relate to daily work-related rumination and well-being of psychotherapists? A daily diary study among psychotherapeutic practitioners.

This is the first study to use a daily diary design to investigate the relationship between daily work-related rumination (WRR), daily well-being, and burnout symptoms among psychotherapeutic practitioners. In total, N = 58 psychotherapeutic practitioners participated in the study. For 4 weeks, the participants received a daily evening prompt on weekdays asking about their WRR and well-being. The burnout level of the psychotherapists was assessed using Maslach Burnout Inventory (MBI) prior to the daily diary period and afterward. The MBI measures the level of work-related distress on three subscales: emotional exhaustion (EE), depersonalization (DP), and personal achievement (PA). Two main analyses were performed: Based on the hierarchical structure of the data we performed random intercept and slopes models. These models examined the association between daily WRR and daily well-being, and the relationship between pre-burnout and daily WRR and daily mood. Secondly, linear regressions with the post-MBI subscales as criterion and the daily diary variables as predictors were calculated to assess their contribution to post-burnout. The compliance rate in our study was 76.8%. Daily WRR and pre-assessment EE were associated with all aspects of reduced daily well-being: bad mood, increased nervousness, and tiredness after work. Daily tiredness and nervousness played a differential role in predicting post-burnout. Our results indicated that daily rumination and pre-EE were associated with reduced daily well-being. As we are the first to present a daily diary study among psychotherapists, we examined the feasibility of the daily diary design in particular and ecological momentary assessment (EMA) in general in this population. Compliance rates compared well with other EMA studies, indicating that EMAs were a feasible assessment option for psychotherapeutic practitioners.

Aspects of Ethical Conflicts and their Implications for Work-Related Well-Being: A Cross-Sectional Study among Health and Social Care Professionals

Moral distress is a pervasive phenomenon in health and social care organisations when employees feel unable to follow their ethical convictions, leading to impaired well-being and staff turnovers. While previous research has focused on identifying external root causes of moral distress, it has overlooked the subjective and multidimensional nature of ethical conflicts in explaining moral distress and its detrimental consequences for occupational well-being. We argue that ethical conflicts and moral distress are compounded, and it is important to investigate how employees themselves interpret situations that make them prone to moral distress. For this purpose, we surveyed 1,279 health and social care professionals who reported and assessed a recent ethical conflict from their work. Results showed that ethical conflicts involved three dimensions: ethical responsibilities to clients, ambiguous decision-making in organisations, and conflicting demands arising from relationships. Conflicting demands predicted general health, job satisfaction and turnover intentions, and ambiguous decision-making predicted general health and job satisfaction. Job autonomy, time pressure and organisational justice remained the most powerful predictors for indicators of work-related well-being. In resolving ethical conflicts and managing moral distress, organisational means are necessary. In particular, managers should be able to lead discussion about values with employees. In future, research should pay more attention to the social, dynamic and versatile nature of ethical conflicts in work organisations.

Association between school bullying experience and work-related subjective well-being: A systematic review

Objectives: Work-related subjective well-being (SWB) may be negatively affected by early-life adverse experiences, such as school bullying experience. This study aimed to identify the association between work-related SWB and school bullying experiences. Methods: A systematic review was conducted using five electronic databases to search for published observational studies from inception to May 5th, 2022. Eligibility criteria included the original papers in English, which measured school bullying experiences and work-related SWB (eg, satisfaction, engagement). Eight researchers independently conducted screening and a full-text review. We used the Risk of Bias Assessment tool for Non-randomized Studies to assess the certainty of the evidence. Narrative data were summarized. The study has been registered at UMIN-CTR (UMIN000040513). Results: A total of 6,842 studies were initially searched. We included two cross-sectional studies. Both studies were rated as high risk for bias in exposure measurements and incomplete outcome data. These studies showed conflicting results. One study reported that school bullying was negatively associated with job satisfaction among British lesbian, gay, or bisexual workers; on the other hand, another study reported that school bullying was positively associated with work engagement among Japanese workers. Conclusions: We found limited inconsistent evidence for the association between work-related SWB and school bullying experiences.

Co-working with AI is a Double-sword in Technostress? An Integrative Review of Human-AI Collaboration from a Holistic Process of Technostress

An accumulating body of research has demonstrated that human-AI (Artificial Intelligence) collaboration is an indistinguishable future of work. The study of employee-perspective, affect-related responses, and job-related consequences from the adoption and use of AI is gaining attraction in the field of business and management. Some research has examined the technostress creators or negative responses related to human-AI collaboration, however, a holistic process of technostress that considers both positive and negative impacts has not been adopted. This study integrates the findings to examine the relationship between technostress and human-AI collaboration, based on the technostress creators (challenge technostressors and hindrance technostressors), positive and negative psychological responses, and outcomes in work-related well-being and intention to use AI. Future research opportunities on technostress generated by human-AI collaboration are discussed alongside implications to theory and management practices.

The effect of flexible working on employee performance in the post epidemic era: the mediating effect of work-related well-being

The effect of flexible working on employee performance in the post epidemic era: the mediating effect of work-related well-being

Job satisfaction, Career Burnout, and Work-Related Well-Being Prevalence among Orthopedic Surgeons: A Nationwide Study.

Burnout is a well-known consequence of chronic stress. Orthopedic surgery is among the most desired specialty among Iranian medical students. The nature of the job, the income, and the ability to deal with stress can all be stressful factors for orthopedic surgeons. Nonetheless, little is known about how these medical doctors work and live in Iran. The present study aimed to assess job satisfaction, engagement, and burnout among Iranian orthopedists. A nationwide online survey was conducted in Iran. Job satisfaction, engagement, and burnout were evaluated using the job description index (JDI), Utrecht Work Engagement Scale, and Maslach Burnout Scale. They were also asked some additional questions related to career choice. A total of 456 questionnaires (41% response rate) were retrieved. Overall, 56.8% of the participants experienced burnout. The burnout levels significantly differed based on age, years from graduation, working in public hospitals, operating more than 10 patients in a week, monthly income, having less than two children, and being single (P<0.05). They scored higher on work questions on the present job and jobs in general but lower scores on pay and opportunities for promotion. In a national study of orthopedic surgeons, their primary concern in JDI was "pay and promotion." Burnout was substantially associated with respondents' characteristics, such as younger age and having fewer children. This will lead to impaired performance, increased patient complaints, and the tendency to immigrate.

Wellbeing in line managers during mandatory working from home: How work and personal factors combine.

The pandemic, particularly the aspect of forced working from home, has had a major impact on the workforce. Previous studies show that line managers have also experienced severe mental strain during this period. Since it is expected that hybrid working will be more the new normal than the exception in future, this study further examined line managers' work-related wellbeing in terms of engagement and exhaustion. Following the job characteristics model (JCM), we explore the mediating role of meaningful work between workplace innovation before the pandemic and line managers' work-related wellbeing during forced working from home. The underlying idea is that organizations that already adopted workplace innovation practices before the pandemic, give teams and employees more control, thus allowing a more meaningful role for line managers, which positively impacts line managers' work-related wellbeing during the pandemic. In addition, building upon Job Demands-Resources (JD-R) Theory and the role of personal resources therein, we explore digital leadership skills and work-life segmentation preference as moderators between meaningful work and work-related wellbeing. Our findings show that workplace innovation is positively associated with engagement via its effect on meaningful work, but not associated with exhaustion. Second, we found that work-life segmentation preference amplifies the relation between meaningful work and engagement (positive link) as well as exhaustion (negative link). This indicates that line managers with a high work-life segmentation preference who have a low score on meaningful work, experience less engagement and more exhaustion than line managers with a high score on meaningful work when working from home. No support was found for the moderation of digital leadership skills in the relationship between meaningful work, engagement, and exhaustion. Based on these results, we discuss implications for research and we provide practice recommendations.

Linking empowering leadership to work-related well-being and project citizenship behavior in the construction context: a self-determination perspective

PurposeThis paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.Design/methodology/approachDrawing upon the self-determination theory (SDT), a conceptual model was developed and then empirically tested using a cross-sectional survey of 435 project members in Chinese construction projects.FindingsThe results fully support the research hypotheses proposed in the study, illustrating the positive impacts of empowering leadership on work-related well-being and project citizenship behavior, the mediating role of basic psychological needs satisfaction, and the positive association between work-related well-being and project citizenship behavior.Practical implicationsThis research determines the utility of empowering leadership in the context of construction projects, especially in enhancing individual outcomes (i.e. work-related well-being and project citizenship behavior). Therefore, construction project managers can apply empowering leadership to meet the basic psychological needs of subordinates to increase project members' work-related well-being and project citizenship behavior.Originality/valueTo our knowledge, the present study first explores the micro-level impacts of empowering leadership in the construction context. Additionally, this study enriches the understanding of the mediating mechanism between empowering leadership and individual outcomes from a self-determination perspective.

Specialized healthcare practitioners’ challenges in performing video consultations to patients in Nordic Countries – a systematic review and narrative synthesis

BackgroundVideo consultations are becoming an important telemedicine service in Nordic countries. Its use in specialized healthcare increased significantly during COVID-19 pandemic. Despite advantages video consultations have, it may also produce challenges for practitioners. Identifying and understanding these challenges may contribute to how managers can support these practitioners and thereby improve work related wellbeing and quality of care.MethodsWe designed this study as systematic review of the literature with narrative synthesis and conducted a thematic analysis. We conducted review about the use of video consultations in specialized healthcare in Nordic countries to identify and categorize challenges experienced and/or perceived by practitioners. We searched Ovid MEDLINE(R), EMBASE, APA PsycINFO, and CINAH, from 2011 to 2021. Eligibility criteria were population - practitioners in specialized healthcare with experience in video consultations to patients, interest - challenges experienced and/or perceived by practitioners and, context - outpatient clinics in Nordic countries.ResultsWe included four qualitative and one mixed method studies, published between 2018 and 2021 in Norway, Denmark, and Sweden. By thematic analysis we identified three main themes: challenges related to video consultation, challenges related to practitioner and, challenges related to patient. These themes are composed of 8 categories: technology uncertainties, environment and surroundings, preparation for requirements, clinical judgment, time management, practitioners’ idiosyncrasies, patients’ idiosyncrasies and patients’ suitability and appropriateness. Challenges from technology uncertainties category were most frequent (dominant) across all clinical specializations.ConclusionFindings indicate the scarcity of the research and provide rationale for further research addressing challenges in providing video consultations in the Nordic context. We suggest updating this review when the amount of available research increases.

Workplace Social Capital: Redefining and Measuring the Construct

Although workplace social capital (WSC) is a relevant construct that contributes positively to employee and organizational wellness, there is lack of consensus regarding its definition and measurement. The aim of this paper was to synthesize a valid definition of WSC and develop an instrument measuring the construct. Based on a literature review of existing definitions (Phase 1), we conceptualized WSC as a workplace resource that concerns employees’ perceptions regarding trust, reciprocity (cognitive WSC), and network interactions (structural WSC) that exist among peers (bonding WSC) and among individuals across hierarchical levels and organizations (bridging WSC). Next, we developed the WSC Inventory (WoSCi; Phase 2) and, we tested the psychometric properties of the new scale (Phase 3). The initial structure of the scale was explored in a sample of university employees (N = 376). Multilevel confirmatory factor analysis in a heterogeneous sample of 733 employees nested in 158 work groups supported the hypothesized factor structure of the WoSCi. Results also supported the internal consistency, as well as the convergent, criterion-related and incremental validity of the WoSCi in explaining work engagement, burnout, job performance over and above similar constructs, such as individual social capital and psychological capital. These results highlight the relevance of WSC as defined and measured with the WoSCi and underline its value for explaining work-related well-being and organizational behavior.

Authentic leadership and personal and job demands/resources: A person-centered approach and links with work-related subjective well-being

The job demands-resources theory considers an open group of personal and job demands and resources. Thus, it allows us to include personal resources not yet covered (i.e., vigor at work) or less explored (i.e., emotional abilities), as well as personal demands not yet explored (i.e., overcommitment). Additionally, from this theory, it is proposed that leaders may influence employee wellbeing. Therefore, of particular interest is to analyze positive leadership styles, such as authentic leadership (AL). This study addresses three research objectives: 1) to identify profiles of employees from a person-centered approach, combining personal resources (self-perception of emotional abilities, vigor at work and self-efficacy) and personal demands (overcommitment) with job resources and demands; 2) to analyze the relation of the identified profiles with indicators of work-related subjective well-being; and 3) to acknowledge whether the AL style determines the pertaining to a profile probability. A large heterogeneous sample of Spanish employees (N = 968) responded to a questionnaire. Data were analyzed by adopting a person-centered approach using latent profile analysis. The results revealed five patterns of job and individual characteristics: Profile 5 (very low personal resources, and low job resources and demands); Profile 4 (low resources and high demands); Profile 3 (mid-level personal resources, high job resources and low demands); Profile 2 (high personal resources, mid-level job resources and high demands); and Profile 1 (high resources and low demands). Analyses showed that workers differed significantly in well-being depending on their profile membership, with Profile 1 having the highest well-being. Profiles that yielded the worst outcomes were Profile 4 and Profile 5, especially the latter. Finally, the results indicated that AL increased the probability that a profile would show a high well-being level.

Psychological health, wellbeing and COVID-19: Comparing previously infected and non-infected South African employees.

Most COVID-19 and work-related well-being research is centred around the adverse effects on employees' psychological well-being and is not focused on the work-related well-being of those infected by SARS-CoV-2. Furthermore, COVID-19 and work-related well-being research is generally aimed at healthcare workers. The current study focused on investigating the difference in the level of burnout, anxiety, depression and stress between previously infected and uninfected participants. This study used a cross-sectional survey design and non-probability quota sampling to collect data. A retrospective pre-post design was used to determine the difference between the level of burnout of the participants before and after infection. Working adults in South Africa were targeted and divided into those previously infected (n = 245) and those not yet infected with COVID-19 (n = 221). Participants completed questionnaires relating to burnout, depression, anxiety, and stress. A comparison of means revealed a significant increase in burnout after being infected. Infected participants had significantly higher burnout, anxiety, depression, and stress levels than their non-infected counterparts. Emotional exhaustion, withdrawal, and stress were the most prevalent psychological ill-health problems. The results of this study indicated that a SARS-CoV-2 infection has a detrimental impact on participants' psychological well-being and mental health compared to their own initially reported levels of burnout before infection, as well as compared to the levels of burnout, depression, anxiety and depression of the non-infected participants. Based on the findings, specific recommendations to industrial psychologists were made to manage the psychological impact of COVID-19 on employees.

Deontic technology perceptions: a complementary view to instrumental perspectives on technology acceptance and use

PurposeFor decades, organizational research has primarily considered instrumental technology perceptions (ITP) – emphasizing how technology impacts the personal interests of end users themselves – to understand technology acceptance. The authors offer a complementary paradigm by introducing deontic technology perceptions (DTP), defined as the degree to which individuals believe that the technology they use is beneficial to other individuals beyond themselves (e.g. beneficial to customers).Design/methodology/approachThe authors collected quantitative survey-based data from three different hospitals located in the United States. On the basis of conservation of resources theory, the authors investigated whether both DTP and ITP were associated with improved work-related well-being.FindingsTwo pilot studies (n = 161 and n = 311 nurses) substantiated our DTP conceptualization. Our primary study (n = 346 nurses) found support for the association between DTP and improved work-related well-being. Evidence for the relationship between ITP and work-related well-being was mixed and the authors did not find a statistically significant interaction between DTP and ITP.Originality/valueThe authors build on decades of research on technology acceptance by complementing it with our deontic perspective. Our work demonstrates that technology users pay attention and react meaningfully to how their use of technology impacts not only themselves but also external parties like patients, customers and members of the general public.

Teachers’ Work-Related Well-Being in Times of COVID-19: The Effects of Technostress and Online Teaching

Following the outbreak of the COVID-19 pandemic, one of the first measures implemented in Italy was the transition from frontal teaching to online teaching. The sudden need to use technologies to perform their job has added a source of stress to teachers’ work: so-called technostress. The difficulties experienced in this transition may also have affected the perception of work-related well-being, although other variables, such as the perception of the meaningfulness of work, could alleviate this sense of uneasiness. The study aims to examine the relationships between technostress, online teaching, pleasure in working, and meaningful work perceptions among 219 teachers from different school grades through a moderated mediation model. The results confirm negative associations between technostress and pleasure in working, although this relationship varies according to the levels of perceived meaningfulness. Analyzing the factors related to teachers’ perceptions of their work, both in general and during the pandemic situation, is useful for tracing new coping strategies and planning interventions to implement new teaching methods. Further implications concerning the protective role of meaningful work are discussed.

Nurse leaders' work-related well-being-Relationships to a superior's transformational leadership style and structural empowerment.

To describe how nurse leaders' work-related well-being is related to a superior's transformational leadership style and structural empowerment. The demanding role of nurse leader means that these professionals experience emotional exhaustion and challenges with work-life balance. They can also be influenced by the leadership style of their own superiors. A cross-sectional questionnaire using two internationally validated scales, namely, the Transformational Leadership Scale and Conditions For Work Effectiveness Questionnaire-II, was used. Statistical methods were applied during data analysis. A total of 155 nurse leaders participated completed the questionnaire. The participants' work-related well-being scores ranged from 8 to 10. The participants felt that their superiors employ transformational leadership. The dimension of feedback and rewards received the lowest scores, whereas the nurse leaders reported moderate overall empowerment levels. A nurse leader's work-related well-being was positively correlated with structural empowerment and their superior's leadership style. Despite the fact that nurse leaders reported relatively high levels of work-related well-being, more attention should be paid on the feedback and rewards and on the support of superiors as they positively influence the work-related well-being. Transformational leadership should be supported in organisations and through education as it strengthens work-related well-being and structural empowerment of nurse leaders.

Linking multiple team membership to work-family conflict through work-related well-being and burnout

The present study investigates the extent to which the relationship between multiple team membership, operationalized by the number of the teams an employee is part of simultaneously, and work–family conflict is mediated in parallel by work-related well-being and burnout. Data were collected through a cross-sectional design from 278 participants using self-report instruments. The results of the mediation analysis show that the number of teams an employee is a part of simultaneously is not linearly associated with work-related well-being, burnout and work-family conflict. Also, work-related well-being is not significantly associated with work-family conflict. Conversely, an increased level of burnout is associated with increased work-family conflict. However, work-related well-being and burnout are not mediators of the relationship between the number of the teams an employee is part of simultaneously and work-family conflict. The theoretical, practical and methodological implications of these findings are discussed and future research directions are proposed.

Intrinsic motivation as a double-edged sword: Investigating effects on well-being and the role of flex place practices as moderator to buffer adverse effects.

Ensuring employee well-being is a crucial task for organizations. While previous research has mainly focused on positive effects of intrinsic motivation, in this study, we took a more comprehensive view on intrinsic motivation and work-related well-being. More specifically, building on conservation of resources theory, we focused on two facets of work-related well-being (job satisfaction and emotional exhaustion) and examined direct (beneficial) and indirect (adverse) effects on well-being via detachment as an inconsistent mediation model. Furthermore, we took a closer look at how the use of flex place practices (FPPs), giving employees the opportunity to choose from where to work, can attenuate potential adverse effects of high intrinsic motivation. We collected data from 408 employees of a European manufacturer at two points of measurement, the first one before and the second one after the introduction of FPPs. Results showed that intrinsic motivation had a positive direct effect on changes in well-being, and an adverse indirect effect on changes in well-being via reduced detachment. For employees using FPPs, this adverse indirect effect was dissolved. This research is among the first to explore potential downsides of intrinsic motivation and the role of FPPs in the functioning of intrinsic motivation.

Work-Related Psychological Wellbeing and Conservative Christian Belief Among Methodist Circuit Ministers in Britain: Distinguishing Between Emotional Exhaustion and Satisfaction in Ministry

Drawing on data provided by 803 Methodist circuit ministers serving in Great Britain, the present study was designed to test the association between conservative Christian belief and work-related psychological wellbeing as operationalised by the balanced affect model proposed by the Francis Burnout Inventory. After taking into account the effects of personal factors, psychological factors, contextual factors, and experience factors, holding conservative Christian belief was associated with a higher level of positive affect (satisfaction in ministry) but independent of negative affect (emotional exhaustion in ministry).

The Human Capital Risk Reporting of Listed South African Companies: Exploring a Reporting Framework to Support Corporate Governance

Despite the importance and requirement of integrated reporting on human capital (HC), research indicates a lack of reporting frameworks and adequate disclosure in organization reports. Thus, a unique research opportunity is created for researchers to determine what is being presented in reports and how it correlates with human resource management. This article investigates HC reporting practices and proposes a risk reporting framework in support of corporate governance. A qualitative method utilizing qualitative document analysis was followed to analyze a purposive sample (n = 39) of Johannesburg Stock Exchange top 40 listed companies’ annual integrated reports of 2020. Overall, companies followed a widely accepted risk management approach, with inconsistencies in the phases and methods of reporting the risk management phases directed at HC. The magnitude of the risk to the companies is also not understood. The most commonly reported HC risks were employee growth and development, diversity and inclusion, career paths, and employee turnover and turnover intention. Employee work-related well-being was largely neglected. An interesting finding is that the reported risks were metrics-deprived. Current HC practices are backward-looking instead of forward-looking, and they are fragmented. Therefore, an HC reporting framework is suggested for future research that addresses the gaps in integrated reports.