School and emotional well-being: a transcultural analysis on youth in Southern Spain

2018 ◽  
Vol 118 (2) ◽  
pp. 171-181 ◽  
Author(s):  
Encarnación Soriano ◽  
Verónica C.C. Cala
Keyword(s):  
Gender Gap ◽  
Primary Schools ◽  
Well Being ◽  
School Intervention ◽  
Cluster Sampling ◽  
Cross Sectional ◽  
Content Type ◽  
Positive Effects ◽  
The Relationship ◽  
Positive Results

Purpose The purpose of this paper is to assess and compare school well-being (SW) and emotional well-being (EW) among Romanian, Moroccan and Spanish youth, to determine the degree of relation between EW and scholar well-being. Design/methodology/approach The paper employed cross-sectional research with cluster sampling in two primary schools and seven secondary schools. The questionnaire Kidscreen-27 was distributed to a sample of 1,840 Romanian, Moroccan and Spanish students aged between 10 and 19 years old. Data analysis was conducted with the software package SPSS, version 21. Findings EW shows significant gender (gender gap) and origin inequalities (lower performance for the Moroccan community). However, well-being in school shows positive results for the Moroccan students and women. Moreover, EW and well-being at school are presented as related and co-linear variables with a predictive power over one another. Research limitations/implications Understanding cultural expressions in heterogeneous cultures is a very complex task. Despite the cultural adaptation and validation of instruments, the applied surveys could not consider cultural differences. Practical implications The paper underlines that gender and origin remain decisive and determinant for adolescent health. However, the school can have positive effects on the well-being of immigrants. The reasons for well-being need to be explored, and it would be useful to develop educative strategies to implement transcultural EW and SW. Originality/value It is the first study about SW and EW of immigrants in Spain that explains a better SW in immigrants groups. It is also relevant for applied school intervention to predict the relationship between EW and SW.

The optimism-pessimism ratio as predictor of employee creativity: the promise of duality

2018 ◽  
Vol 21 (3) ◽  
pp. 423-442 ◽  
Author(s):  
Arménio Rego ◽  
Miguel Pina e Cunha ◽  
Dálcio Reis Júnior ◽  
Cátia Anastácio ◽  
Moriel Savagnago
Keyword(s):  
Cross Sectional ◽  
Content Type ◽  
Future Studies ◽  
Positive Effects ◽  
The Status ◽  
Single Moment ◽  
Quasi Experimental ◽  
Creativity And Innovation ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to study if the employees’ optimism-pessimism ratio predicts their creativity. Design/methodology/approach In total, 134 employees reported their optimism and pessimism, and the respective supervisors described the employees’ creativity. Findings The relationship between the optimism-pessimism ratio and creativity is curvilinear (inverted U-shaped); beyond a certain level of the optimism-pessimism ratio, the positive relationship between the ratio and creativity weakens, suggesting that the possible positive effects of (high) optimism may be weakened by a very low level of pessimism. Research limitations/implications Being cross-sectional, the study examines neither the causal links between the optimism-pessimism ratio and creativity nor other plausible causal links. The study was carried out at a single moment and did not capture the dynamics that occur over the course of time involving changes in optimism/pessimism and creativity. Future studies may adopt longitudinal or quasi-experimental designs. Practical implications Managers and organizations must consider that, even though positivity promotes creativity, some level of negativity may help positivity to produce creativity. Originality/value This study suggests that scholars who want to study the antecedents of creativity (and innovation) must be cautious in focusing only on the positive or the negative sides of individuals’ characteristics, and rather they must explore the interplay between both poles. Individuals may experience both positive and negative states/traits (Smith et al., 2016), and this both/and approach may impel them to think divergently, to challenge the status quo and to propose “out the box” and useful ideas.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

The impact of workplace bullying on hotel employees’ well-being

2019 ◽  
Vol 31 (4) ◽  
pp. 1702-1719 ◽  
Author(s):  
Fu-Sung Hsu ◽  
Yuan-an Liu ◽  
Sheng-Hshiung Tsaur
Keyword(s):  
Organizational Justice ◽  
Workplace Bullying ◽  
Well Being ◽  
Content Type ◽  
Workplace Friendship ◽  
Positive Effects ◽  
Hotel Employees ◽  
Research Fields ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.Design/methodology/approachThe research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.FindingsThe study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.Originality/valueIn the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.

Changes in work intensification and intensified learning: challenge or hindrance demands?

2015 ◽  
Vol 30 (7) ◽  
pp. 786-800 ◽  
Author(s):  
Christian Korunka ◽  
Bettina Kubicek ◽  
Matea Paškvan ◽  
Heike Ulferts
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Well Being ◽  
Content Type ◽  
Positive Effects ◽  
Work Intensification ◽  
Changes Over Time ◽  
Relationship Of ◽  
The Relationship ◽  
Specific Challenge

Purpose – Increasing speed in many life domains is currently being discussed under the term “social acceleration” as a societal phenomenon which not only affects western societies, but may also lead to job demands arising from accelerated change. Demands such as work intensification and intensified learning and their changes over time may increase emotional exhaustion, but may also induce positive effects. The purpose of this paper is to examine how increases in demands arising from accelerated change affect employee well-being. Design/methodology/approach – A total of 587 eldercare workers provided data on work intensification and intensified learning as well as on exhaustion and job satisfaction at two points in time. Findings – Work intensification was negatively related to future job satisfaction and positively related to future emotional exhaustion, whereas intensified learning was positively associated with future job satisfaction and negatively with future emotional exhaustion. Social implications – Intensified demands represents a growing social as well as work-specific challenge which needs to be addressed by practitioners. Originality/value – Using a longitudinal perspective this study is the first to examine the relationship of increases in work intensification and intensified learning with job satisfaction and emotional exhaustion at work.

The relationship between transformational leadership and effort-reward imbalance

2016 ◽  
Vol 37 (4) ◽  
pp. 450-466 ◽  
Author(s):  
Eva-Ellen Weiß ◽  
Stefan Süß
Keyword(s):  
Transformational Leadership ◽  
Well Being ◽  
Hierarchical Regression ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Relationship ◽  
Individualized Consideration

Purpose – The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance. Design/methodology/approach – Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees. Findings – The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects. Research limitations/implications – First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality. Practical implications – The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures. Originality/value – Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.

Structural determinants of psychological well-being for knowledge workers in South Korea

2016 ◽  
Vol 45 (5) ◽  
pp. 1069-1086 ◽  
Author(s):  
Baek-Kyoo (Brian) Joo ◽  
Jong Gyu Park ◽  
Taejo Lim
Keyword(s):  
South Korea ◽  
Goal Orientation ◽  
Psychological Empowerment ◽  
Knowledge Workers ◽  
Well Being ◽  
Cross Sectional Survey ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose – Employee well-being has been an under-researched area in the field of human resources (HR) and organizational behavior. The purpose of this paper is to investigate personal (learning goal orientation (LGO)), contextual (empowering leadership), and job-related (psychological empowerment) antecedents of psychological well-being (PWB). Design/methodology/approach – Individual perceptions of knowledge workers in nine Korean consulting firms in South Korea were obtained using a cross-sectional survey. HR managers distributed paper versions of a survey questionnaire to 400 employees, and 334 usable questionnaires were collected, giving the authors a final response rate of 83.5 percent. Findings – As a result of structural equation modeling analysis, the level of employees’ psychological empowerment turned out to partially mediate the relationship between LGO and PWB, while fully mediating the relationship between empowering leadership and PWB. LGO and perceived empowering leadership accounted for 54 percent of the variance in psychological empowerment and the three antecedents explained 47 percent of the variance in PWB. Research limitations/implications – This study relied on a cross-sectional survey method with potential common method bias. As a result of the single-factor test, however, it is unlikely to confound the interpretations of the results. Another limitation of this study is that the sample of this study was restricted to knowledge workers with relatively high cognitive ability since they were mostly junior male managers with four-year college or graduate degrees. Practical implications – To enhance perceived empowerment and PWB, HR, and OD practitioners can support employees and their managers by providing relevant HR practices and services including developing supportive empowering leaders with effective coaching skills, hiring, and developing employees with higher LGO, and redesigning jobs for employees so they feel more empowered. Originality/value – This study linked four emerging subjects in management and positive psychology: goal orientation, empowering leadership, psychological empowerment, and well-being research. The theoretical contribution of this study lies in that it is one of the first attempts to investigate the relationships among LGO, psychological empowerment, and PWB specifically for knowledge workers in South Korea.

scholarly journals The Mindful Hedonist? Relationships between Well-Being Orientations, Mindfulness and Well-Being Experiences

2021 ◽  
Author(s):  
Nadine Richter ◽  
Marcel Hunecke
Keyword(s):  
Life Satisfaction ◽  
Negative Relationship ◽  
Well Being ◽  
Search For Meaning ◽  
Dispositional Mindfulness ◽  
Cross Sectional ◽  
Moderation Effect ◽  
Positive Effects ◽  
German Speaking ◽  
The Relationship

AbstractOrientations to well-being, including personal values, motives and goals regarding one’s well-being are often related to the experience of well-being. At the same time, studies show positive effects of mindfulness on well-being. It is conceivable, that the strength of the connection between well-being orientations and experiences depend on the degree of dispositional mindfulness. To explore relationships between orientations and experiences of well-being as well as the potential moderation effect of mindfulness, two cross-sectional online studies with German-speaking participants were conducted. In Study 1 (N = 414) mindfulness moderated the relationship between life of pleasure (measured by the Orientations to Happiness Scale) and life satisfaction (β = −0.10, p = 0.017) as well as the relationship between life of meaning (β = −0.10, p = 0.028). As hypothesized, mindfulness moderated the connection between life of engagement and life satisfaction (β = −0.14, p = 0.001) as well as the negative relationship between search for meaning and life satisfaction (β = 0.15, p < 0.001). In Study 2 (N = 731) none of those effects were statistically replicated. Yet, mindfulness moderated the relationship between hedonia (measured by the Hedonic and Eudaimonic Motives for Action Questionnaire) and life satisfaction (β = −0.07, p = 0.048) as well as the relationship between search for meaning and psychological well-being (β = 0.07, p = 0.015). Overall, the results show that mindfulness has no substantial moderating effect on the well-being orientations and experiences relationship. Yet, in both studies, mindfulness and well-being orientations were consistently related to well-being experiences. This points out, that both are related to the experience of well-being, but beyond that not as interacting factors.

scholarly journals The Relationship Between Burnout and Occupational Balance in Occupational Therapists in Tehran

2021 ◽  
Vol 4 (1) ◽  
pp. 34-34
Author(s):  
Samad Mohammadi ◽  
◽  
Narges Shafaroodi ◽  
Malek Amini ◽  
◽  
...  
Keyword(s):  
Negative Relationship ◽  
Occupational Therapists ◽  
Maslach Burnout Inventory ◽  
Well Being ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Life Balance ◽  
Positive Effects ◽  
The Relationship ◽  
Total Life

Background and Objectives: Despite its many positive effects, having a job can expose people to stress and threats that negatively affect health and well-being, and consequently, upset their occupational balance. Occupational therapy is one of the most stressful jobs and always exposes therapists to health-related threats due to direct contact with patients and constant and repetitive movements. This study aimed to investigate burnout and occupational balance among occupational therapists in Tehran. Methods: This cross-sectional study investigated 166 occupational therapists working in the public and private clinics and centers of Tehran. Sampling was conducted using the multistage method. The participants completed demographic questionnaires, the Maslach Burnout Inventory, and the Life Balance Inventory. Then, the Spearman Statistical Test was used to examine the relationship between burnout and occupational balance. Results: The results revealed a strong (r= -0.29) and significant (P=0.001) negative relationship between emotional fatigue and the total life balance list, a strong (r= -0.32) and significant (P=0.0001) negative relationship between depersonalization and total life balance and identity, and a strong (r= -0.32) and significant (P=0.0001) negative relationship between success and total life balance list. Conclusion: According to the results of this study, burnout negatively affects the identity and interests of occupational therapists but does not affect their health and communication.

How and when does humble leadership enhance newcomer well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fei Kang ◽  
Jiyu Li ◽  
Yuanyuan Hua
Keyword(s):  
Positive Emotions ◽  
Well Being ◽  
Proactive Personality ◽  
Cross Sectional ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Broaden And Build Theory ◽  
The Relationship ◽  
Humble Leadership

PurposeMany studies have examined the positive outcomes of humble leadership for employees. However, its impact on newcomers' well-being has been rarely investigated. In this paper, based on affective events theory and the broaden-and-build theory of positive emotions, the authors proposed a moderated mediation model to explore the effect of humble leadership on newcomer well-being. In the model, we identified newcomers' pride as a mediating variable and newcomers' proactive personality as a moderating variable.Design/methodology/approachThe data were from a two-wave sample containing 213 newcomers. The hypothesized model was tested using partial least squares structural equational modeling.FindingsThe results demonstrated that humble leadership was positively related to newcomers' well-being, and newcomers' pride medicated this relationship. Additionally, newcomers' proactive personality moderated the relationship between humble leadership and newcomers' pride.Research limitations/implicationsThe authors adopted a cross-sectional research design, rendering it difficult to derive causal relationships between variables. In addition, all data were from self-reports of newcomers which would suffer from common method variance.Originality/valueThis research examined the role of humble leadership in promoting newcomers' pride and well-being.

Leaving on a jet plane? The effect of challenge–hindrance stressors, emotional resilience and cultural novelty on self-initiated expatriates' decision to exit China

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Milad T. Jannesari ◽  
Sherry E. Sullivan
Keyword(s):  
Design Methodology ◽  
Work Experiences ◽  
Moderating Effects ◽  
Cross Sectional ◽  
Emotional Resilience ◽  
Content Type ◽  
Intent To Remain ◽  
Positive Effects ◽  
Mediated Effects ◽  
The Relationship

PurposeThe number of self-initiated expatriates (SIEs) is growing, yet we know relatively little about their work experiences, especially how they react to stress. The purpose of this study is to examine whether challenge and hindrance stressors influence SIEs' intent to remain as well as the possible influence of emotional resilience and cultural novelty upon these relationships.Design/methodology/approachData were collected from 249 SIEs working in China.FindingsAs hypothesized, hindrance stressors were negatively related to the SIEs' intent to remain. Contrary to expectations, challenge stressors were not associated with intent to remain. Hindrance (challenge) stressors were negatively (positively) related to emotional resilience, and resilience mediated the relationship between stressors and intent to remain. Cultural novelty failed to moderate the relationship between emotional resilience and intent to remain and did not moderate the mediated effects of challenge stressors on intent to remain via emotional resilience. Cultural novelty did moderate the mediated effects of hindrance stressors on intent to remain via emotional resilience, but not in the hypothesized direction.Research limitations/implicationsThis study was cross-sectional. It examined SIEs working in China, and its findings may not be generalizable to SIEs working in other countries.Originality/valueThis is the first study to examine how emotional resilience may mediate the relationship between stressors and SIEs' intent to remain and also considered the possible moderating effects of cultural novelty. In addition, unlike most studies that focus only on the negative outcomes of hindrance stressors, this study tested the possible positive effects of challenge stressors.

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