Job autonomy and psychological well-being: A linear or a non-linear association?

Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial employees (OR = 1.49, 95% CI = 1.25-1.78) who worked in general enterprises (OR= 1.61, 95% CI = 1.34-1.92) or suffered longer weekly work hours (OR = 1.42, 95% CI = 1.24-1.63) had worse psychological well-being or lower job satisfaction. Following the job demand-control model, higher job demands and lower job autonomy were significantly and positively associated with worse psychological well-being and lower job satisfaction. This study highlights that improved work environments can protect employees’ well-being. Policymakers must provide better work environments. They must consider its physical environment (stable work contract and short work hours) and psychosocial environment (low job demands and high job autonomy) aspects, particularly for migrants and nonmanagerial employees.

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Do front-line employees in the Chinese commercial banks have the rights to experience psychological well-being?

International Journal of Human Rights in Healthcare ◽

10.1108/ijhrh-06-2020-0040 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Shi Hu

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Performance ◽

Commercial Banks ◽

Well Being ◽

Job Autonomy ◽

Front Line ◽

Cross Sectional ◽

Psychological Well Being ◽

Content Type

Purpose By drawing on leader–member exchange theory, this study aims to understand the relationship between job autonomy, transformational leadership and psychological well-being mediated by job satisfaction among front-line employees in Chinese commercial banks. Design/methodology/approach A cross-sectional study which consists of 96 respondents from 5 Chinese commercial banks is conducted. Findings Through data analysis, the results reveal that transformational leadership and job autonomy are significantly positively related to job satisfaction and directly related to the psychological well-being of front-line employees in Chinese commercial banks. Another interesting finding is that there is a mean difference between male and female front-line employees in Chinese commercial banks on the preference of job autonomy and transformational leadership. Originality/value The current study offers further evidence for which strategies Chinese commercial banks should adopt to enhance and protect the rights of front-line employees’ psychological well-being. As front-line employees in commercial banks play a vital role in contributing to bank profits and operational efficiency. They are not only the employees for making profits but also have the right to experience the psychological well-being as a human. Employees with a high level of job satisfaction and psychological well-being benefit both their own health and organizational performance in the long run.

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The importance of being resilient: Psychological well-being, job autonomy, and self-esteem of organization managers

Personality and Individual Differences ◽

10.1016/j.paid.2019.109731 ◽

2020 ◽

Vol 155 ◽

pp. 109731 ◽

Cited By ~ 2

Author(s):

Donald G. Gardner

Keyword(s):

Well Being ◽

Self Esteem ◽

Job Autonomy ◽

Psychological Well Being

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Strengths-Based Leadership and Employee Psychological Well-Being: A Moderated Mediation Model

Journal of Career Development ◽

10.1177/08948453211018807 ◽

2021 ◽

pp. 089484532110188

Author(s):

He Ding ◽

Enhai Yu

Keyword(s):

Well Being ◽

Linkage Data ◽

Job Autonomy ◽

Psychological Well Being ◽

Self Evaluation ◽

Strengths Use ◽

Moderated Mediation Model ◽

Mediational Role ◽

Relationship Of

Drawing upon ability-motivation-opportunity model, the present study attempts to inspect the association of strengths-based leadership with employee psychological well-being and the mediational role of employee strengths use and the moderating role of job autonomy in the linkage. Data were gathered using a three-wave survey from a sample of 308 employees working in a wide variety of organizations in China. Results of multiple regression analyses with bootstrapping procedure revealed that strengths-based leadership positively relates to employee psychological well-being even after controlling for employee core self-evaluation. In addition, employee strengths use was found to partially mediate the relationship of strengths-based leadership with employee psychological well-being, and this study demonstrated job autonomy to positively moderate the direct relationship of strengths-based leadership with strengths use of employee and the indirect association of strengths-based leadership with employee psychological well-being through employee strengths use. The present study advances strengths-based leadership and psychological well-being theories and research.

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The Effect of Job Autonomy on Psychological Well-Being: The Mediating Role of Personal Initiative

Open Journal of Social Sciences ◽

10.4236/jss.2018.611017 ◽

2018 ◽

Vol 06 (11) ◽

pp. 234-248 ◽

Cited By ~ 1

Author(s):

Feifei Yang ◽

Yue Zhao

Keyword(s):

Well Being ◽

Job Autonomy ◽

Psychological Well Being ◽

Mediating Role ◽

Personal Initiative

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The Self-Efficacy in Multiple Sclerosis (SEMS) Scale

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000350 ◽

2018 ◽

Vol 34 (5) ◽

pp. 352-360 ◽

Cited By ~ 5

Author(s):

Silvia Bonino ◽

Federica Graziano ◽

Martina Borghi ◽

Davide Marengo ◽

Giorgia Molinengo ◽

...

Keyword(s):

Multiple Sclerosis ◽

Coping Strategies ◽

Measurement Invariance ◽

Sense Of Coherence ◽

Self Efficacy ◽

Concurrent Validity ◽

Rasch Analysis ◽

Well Being ◽

Psychological Well Being ◽

And Coping

Abstract. This research developed a new scale to evaluate Self-Efficacy in Multiple Sclerosis (SEMS). The aim of this study was to investigate dimensionality, item functioning, measurement invariance, and concurrent validity of the SEMS scale. Data were collected from 203 multiple sclerosis (MS) patients (mean age, 39.5 years; 66% women; 95% having a relapsing remitting form of MS). Fifteen items of the SEMS scale were submitted to patients along with measures of psychological well-being, sense of coherence, depression, and coping strategies. Data underwent Rasch analysis and correlation analysis. Rasch analysis indicates the SEMS as a multidimensional construct characterized by two correlated dimensions: goal setting and symptom management, with satisfactory reliability coefficients. Overall, the 15 items reported acceptable fit statistics; the scale demonstrated measurement invariance (with respect to gender and disease duration) and good concurrent validity (positive correlations with psychological well-being, sense of coherence, and coping strategies and negative correlations with depression). Preliminary evidence suggests that SEMS is a psychometrically sound measure to evaluate perceived self-efficacy of MS patients with moderate disability, and it would be a valuable instrument for both research and clinical applications.

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Relationships Between Bidirectional Work-Family Interactions and Psychological Well-Being

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000107 ◽

2014 ◽

Vol 13 (2) ◽

pp. 87-96 ◽

Cited By ~ 4

Author(s):

Xi-Chao Zhang ◽

Oi Ling Siu ◽

Jing Hu ◽

Weiwei Zhang

Keyword(s):

Family Conflict ◽

Structural Equation ◽

Time Lag ◽

Well Being ◽

Equation Modeling ◽

Family Interactions ◽

Work Family Conflict ◽

Psychological Well Being ◽

Direct Model ◽

Work Family

This study investigated the direct, reversed, and reciprocal relationships between bidirectional work-family conflict/work-family facilitation and psychological well-being (PWB). We administered a three-wave questionnaire survey to 260 married Chinese employees using a time lag of one month. Cross-lagged structural equation modeling analysis was conducted and demonstrated that the direct model was better than the reversed causal or the reciprocal model. Specifically, work-to-family conflict at Time 1 negatively predicted PWB at Time 2, and work-to-family conflict at Time 2 negatively predicted PWB at Time 3; further, work-to-family facilitation at Time 1 positively predicted PWB at Time 2. In addition, family-to-work facilitation at Time 1 positively predicted PWB at Time 2, and family-to-work conflict at Time 2 negatively predicted PWB at Time 3.

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Associations Between Dutch LGBT Hate Crime Experience, Well-Being, Trust in the Police and Future Hate Crime Reporting

Social Psychology ◽

10.1027/1864-9335/a000409 ◽

2020 ◽

Vol 51 (3) ◽

pp. 171-182

Author(s):

Allard R. Feddes ◽

Kai J. Jonas

Keyword(s):

Psychological Distress ◽

The Netherlands ◽

Hate Crime ◽

Well Being ◽

Crime Victims ◽

Crime Reporting ◽

Survey Study ◽

Psychological Well Being ◽

Building Trust ◽

Reporting Intentions

Abstract. LGBT-related hate crime is a conscious act of aggression against an LGBT citizen. The present research investigates associations between hate crime, psychological well-being, trust in the police and intentions to report future experiences of hate crime. A survey study was conducted among 391 LGBT respondents in the Netherlands. Sixteen percent experienced hate crime in the 12 months prior. Compared to non-victims, victims had significant lower psychological well-being, lower trust in the police and lower intentions to report future hate crime. Hate crime experience and lower psychological well-being were associated with lower reporting intentions through lower trust in the police. Helping hate crime victims cope with psychological distress in combination with building trust in the police could positively influence future reporting.

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