The effects of leader support for teacher psychological needs on teacher burnout, commitment, and intent to leave

2019 ◽  
Vol 57 (6) ◽  
pp. 615-634 ◽  
Author(s):  
Timothy G. Ford ◽  
Jentre Olsen ◽  
Jam Khojasteh ◽  
Jordan Ware ◽  
Angela Urick
Keyword(s):  
Organizational Commitment ◽  
Working Conditions ◽  
Intent To Leave ◽  
School Leaders ◽  
Teacher Burnout ◽  
Well Being ◽  
Psychological Needs ◽  
Content Type ◽  
Wide Range ◽  
School Working Conditions

Purpose The actions of school leaders engender working conditions that can play a role in positively (or negatively) affecting teachers’ motivation, well-being or professional practice. The purpose of this paper is to explore how leader actions might bring about positive teacher outcomes through meeting teachers’ psychological needs at three distinct levels: the intrapersonal, interpersonal and organizational. Design/methodology/approach Using a sample of over 1,500 teachers from 73 schools in a large, high-poverty, urban Midwestern school district, the authors applied a multilevel path analysis to the study of the relationships between the intrapersonal, interpersonal and organizational dimensions of teacher psychological needs and the teacher affective states of burnout, organizational commitment and intent to leave the school and/or profession. Findings Whereas the intrapersonal dimension works primarily through burnout, the findings suggest that the interpersonal dimension (teacher–principal interactions) primarily functions to cultivate organizational commitment among teachers. At the organizational level, cultivating a trusting, enabling work environment where teachers can build on existing knowledge and skills had a demonstrated relationship to collective teacher burnout and organizational commitment, but only to the degree that these actions serve to build collective teacher efficacy. Practical implications In addressing existing deficits in support for teachers’ psychological needs within a school, school leaders have a significant mechanism through which to affect the attitudes and emotions of teachers which precede turnover behavior. However, addressing teacher psychological needs should be thought of as multidimensional – no single dimension (either the intrapersonal, interpersonal or organizational) alone will be sufficient. Principals should expect to work both one-on-one as well as collectively with teachers to address school working conditions which support their psychological needs as learners. Originality/value Prior studies examining the various working conditions of schools have included many common constructs, but the authors demonstrate how self-determination theory could be used to unify these seemingly unique characteristics of school working conditions with respect to how they support (or thwart) the psychological needs of teachers. The authors also empirically test the relationship of these dimensions to a wide-range of commonly-used teacher affective outcomes.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiuming Chen ◽  
Haiying Kang ◽  
Ying Wang ◽  
Mingjian Zhou
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Negative Impact ◽  
Employee Performance ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Cross Sectional ◽  
Content Type ◽  
Hrm Practices

PurposeDrawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.Design/methodology/approachTwo studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.FindingsThe results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.Originality/valueThis study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

Transition points: well-being and disciplinary identity in the first years of doctoral studies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
John A. Gonzalez ◽  
Heeyun Kim ◽  
Allyson Flaster
Keyword(s):  
Mental Health ◽  
Doctoral Students ◽  
Developmental Trajectories ◽  
Well Being ◽  
Psychological Needs ◽  
Doctoral Studies ◽  
Doctoral Study ◽  
Health Crisis ◽  
Content Type ◽  
Disciplinary Identity

Purpose The purpose of this study is to examine doctoral students’ developmental trajectories in well-being and disciplinary identity during the first three years of doctoral study. Design/methodology/approach This study relies on data from a longitudinal study of PhD students enrolled at a large, research-intensive university in the USA. A group-based trajectory modeling approach is used to examine varying trajectories of well-being and disciplinary identity. Findings The authors find that students’ physical health, mental health and disciplinary identity generally decline during the first few years of doctoral study. Despite this common downward trend, the results suggest that six different developmental trajectories exist. Students’ backgrounds and levels of stress, psychological needs satisfaction, anticipatory socialization experiences and prior academic success predict group membership. Originality/value Although there is emergent evidence of a mental health crisis in graduate education scant evidence exists about the way in which well-being changes over time as students progress through their doctoral studies. There is also little evidence of how these changes might be related to academic processes such as the development of disciplinary identity. This study reported varying baseline degrees of well-being and disciplinary identity and offers that stress and unmet psychological needs might be partially responsible for varying trajectories.

Interactions between human behaviour and the built environment in terms of facility management

Facilities ◽  
2018 ◽  
Vol 36 (1/2) ◽  
pp. 2-12 ◽  
Author(s):  
Darja Kobal Grum
Keyword(s):  
Built Environment ◽  
Low Income ◽  
Well Being ◽  
Human Behaviour ◽  
Natural Environments ◽  
Psychological Well Being ◽  
Content Type ◽  
Sustainable Solutions ◽  
Wide Range ◽  
The Impact

Purpose In comparison with the relations between the human and natural environments that have been the central focus of environmental psychology for many years, the interactions between the psychological processes underlying human behaviour and the built environment have only recently regained the interest of researchers. In this paper, the author first discusses the reasons for the slower development of human – built environment relations. Afterwards, the author systematically examines the impact that the research of environmental stress, namely, poor housing and poor neighbourhood quality, had on the contemporary understanding of human – built environment relations. Design/methodology/approach The author focuses on social, biophilic and evidence-based design. The author proposes deeper psychological engagement in correlation with human behaviour, psychological well-being and society. The author highlights the inclusion of psychologists in interdisciplinary research teams addressing the development of sustainable solutions to the issues of residential environments. Findings It has been shown that substandard house quality, high noise, lack of natural light in houses, poorer physical quality of urban neighbourhoods, living in a low-income neighbourhood, etc. are linked to elevated physiological and psychological stress. Despite this evidence, there is still a gap between building designers and building users in modern industrialised societies, which could deepen tenants’ dissatisfaction due to specific behavioural needs and consequently lower their psychological well-being and health risk behaviour. Research limitations/implications These are potential risks of error arising from the use of assumptions, limited samples size and data from the secondary resources. Originality/value The major contributions of this paper are as follows. If the environment is understood as a dynamic, constantly changing and complex system of a wide range of players, the author can discern in this environment a dynamic that is otherwise characteristic of emotional dynamics. Expressed participants’ high satisfaction with residential status does not necessarily generate high expectations regarding real estate factors.

Challenge accepted! Distinguishing between challenge- and hindrance demands

2018 ◽  
Vol 33 (4/5) ◽  
pp. 345-357 ◽  
Author(s):  
Anja Hagen Olafsen ◽  
Claus Wiemann Frølund
Keyword(s):  
Work Motivation ◽  
Job Demands ◽  
Well Being ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Basic Psychological Needs ◽  
Content Type ◽  
Path Analyses ◽  
Motivational Process ◽  
Job Challenges

Purpose The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways. Design/methodology/approach Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations. Findings The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as to autonomous work motivation, while job hindrances related negatively to satisfaction of the needs for autonomy, competence and relatedness. Further, satisfaction of the need for autonomy, competence and relatedness related positively to autonomous work motivation. Finally, all of the three basic psychological needs as well as autonomous work motivation related directly and positively to vitality. Originality/value These results support a view on job challenges and job hindrances as distinct within the job demands-resources model by showing how they are differently related to basic psychological needs, autonomous work motivation and, subsequently, worker well-being.

School leadership during a pandemic: navigating tensions

2020 ◽  
Vol 5 (3/4) ◽  
pp. 391-395 ◽  
Author(s):  
Deborah M. Netolicky
Keyword(s):  
Lived Experience ◽  
School Leadership ◽  
Design Methodology ◽  
School Leaders ◽  
Well Being ◽  
Global Crisis ◽  
Content Type ◽  
The Individual

PurposeThis paper explores, from the perspective of an Australian pracademic, how school leaders are leading during the global COVID-19 pandemic.Design/methodology/approachThis essay explores the tensions navigated by school leaders leading during this time of global crisis, by looking to research as well as the author's lived experience.FindingsThe author finds that school leaders are navigating the following: accountability and autonomy; equity and excellence; the individual and the collective and well-being and workload.Originality/valueThis paper offers insights into school leadership, at all times but especially during times of crisis and during the COVID-19 pandemic.

Dreams and reality: autonomy support for women entrepreneurs in Ethiopia

2019 ◽  
Vol 38 (7) ◽  
pp. 727-742
Author(s):  
Atsede Tesfaye Hailemariam ◽  
Brigitte Kroon ◽  
Marloes van Engen ◽  
Marc van Veldhoven
Keyword(s):  
Women Entrepreneurs ◽  
Cultural Context ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Entrepreneurial Activity ◽  
Content Type ◽  
Social Agents ◽  
Cultural Contexts ◽  
Autonomous Functioning

Purpose Taking a self-determination theory (SDT) perspective, the purpose of this paper is to understand the socio-cultural context on the satisfaction of basic psychological needs for autonomy, competence and relatedness in the entrepreneurial activity of women entrepreneurs in Ethiopia. Design/methodology/approach Semi-structured in-depth interviews were conducted with 19 women entrepreneurs operating business in the formal sector of the economy in Addis Ababa. A thematic analysis approach was used to analyze and interpret the interview transcripts. Findings Women entrepreneurs experience autonomy-supportive and controlling socio-cultural contexts in their gender role, parent–daughter relationship, husband–wife relationship and their religious affiliation. Autonomy-supportive social agents provide women entrepreneurs, the chance to perceive themselves as competent and autonomous to exploit and choose opportunities and run their business in accordance with their personal values and interests. On the other hand, controlling social agents maintain and reinforce the existing male-dominated social and economic order. They constrain women’s entrepreneurial performance by undermining their basic psychological needs satisfaction, which limits their autonomous functioning and well-being in entrepreneurial activity. Practical implications To promote women’s autonomous functioning and well-being in entrepreneurial activity, policy should be aimed at reducing constraints to the satisfaction of psychological needs for autonomy, competence and relatedness in the socio-cultural context. Originality/value The study is the first to apply SDT to explore the influence of autonomy vs controlling socio-cultural contexts on satisfaction vs thwarting needs for autonomy, competence and relatedness in the entrepreneurial activity of women.

Working Conditions in Self-Contained Settings for Students With Emotional Disturbance

2016 ◽  
Vol 51 (2) ◽  
pp. 83-94 ◽  
Author(s):  
Elizabeth A. Bettini ◽  
Michelle M. Cumming ◽  
Kristen L. Merrill ◽  
Nelson C. Brunsting ◽  
Carl J. Liaupsin
Keyword(s):  
Special Education ◽  
Emotional Disturbance ◽  
Working Conditions ◽  
Special Education Teachers ◽  
School Leaders ◽  
Well Being ◽  
Narrative Review ◽  
Evidence Based ◽  
Evidence Based Practices ◽  
Students With Emotional Disturbance

Students with emotional disturbance (ED) depend upon special education teachers (SETs) to use evidence-based practices (EBPs) to promote their well-being. SETs, in turn, depend upon school leaders to provide working conditions that support learning and implementation of academic and social EBPs. We conducted an integrative narrative review of research examining working conditions SETs experience serving students with ED in self-contained schools and classes, to better understand whether SETs in these settings experience conditions necessary to effectively implement academic and social EBPs. Our findings suggest that conditions necessary for learning and implementing EBPs are seldom present in these settings. In addition, the extant research on SETs’ working conditions in these settings is largely disconnected from research investigating teachers’ use of EBPs.

Factors influencing organization commitment

2017 ◽  
Vol 36 (10) ◽  
pp. 1294-1303 ◽  
Author(s):  
Steven A. Schulz ◽  
Thomas Martin ◽  
Heather M. Meyer
Keyword(s):  
Organizational Commitment ◽  
Well Being ◽  
Internal Marketing ◽  
Frontline Employees ◽  
Subjective Well Being ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Organization Commitment ◽  
Positive Effects ◽  
Marketing Orientation

Purpose The purpose of this paper is to investigate the effects of internal marketing orientation, external marketing orientation, and subjective well-being on the affective organizational commitment of frontline employees. Design/methodology/approach Previous research was used to develop hypotheses and develop a questionnaire for this project. An online survey was completed by 108 frontline employees. Findings The hypothesized model of all three variables having positive effects on organization commitment was supported. Internal marketing orientation, external marketing orientation, and subjective well-being were significant predictors of affective organizational commitment. Research limitations/implications A key limitation of this study is the cross-sectional, data collection design. A longitudinal study would allow for increased confidence when evaluating causal inferences with this type of data. Practical implications This paper identifies how managers may be able to use internal marketing orientation, external marketing orientation, and subjective well-being as potential tools to increase the affective organizational commitment of frontline employees. Social implications This paper demonstrates the importance of subjective well-being as an important component of life for an employee and success of the organization. Originality/value This paper extends current research on affective organizational commitment by testing a new model that includes internal marketing orientation, external marketing orientation, and subjective well-being as predictor variables.

Helping women intrapreneurial leaders flourish: appreciating emotional labor

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Reena Biju ◽  
Atul Arun Pathak
Keyword(s):  
Women Leaders ◽  
Support Groups ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Well Being ◽  
Future Research ◽  
It Industry ◽  
Content Type ◽  
Organizational Interventions ◽  
Wide Range

Purpose Faced with dynamic and challenging environments, organizations today expect all their leaders, including their women leaders, to be highly intrapreneurial. However, intrapreneurship is traditionally perceived to be a masculine activity. In order to appear intrapreneurial, women leaders consciously behave like men and suppress their feminine characteristics. This results in “emotional labor” that causes undue stress, emotional exhaustion, and burnout. Organizations can help intrapreneurial women leaders succeed by a combination of gender-related sensitization, focused training, setting up sharing and communication platforms, encouraging self-support groups and providing formal and informal mentorship to their women employees. Design/methodology/approach We carried out qualitative research which involved 31 in depth semi-structured in-person interviews (including 11 repeat interviews) with 20 women leaders from seven large organizations from the Indian IT industry. The interviewees had 15 years of average work experience, were in the 35-50 years age group, and held senior management functional or project management responsibilities. The interviews were typically 60 minutes each. The researcher took detailed notes, and subsequently, manually carried out multiple levels and multiple rounds of coding (initially open-coding followed by focused coding) to identify and abstract the themes and categories. Findings Our study identified that women leaders who are expected to behave as intrapreneurs, face “emotional labor” which results in stress, emotional exhaustion and burnout. To help women leaders succeed, a well-defined set of organizational interventions including gender sensitization, training, sharing & communication platforms, self-support groups, and formal and informal mentoring are useful. Research limitations/implications To increase the generalizability of our study beyond the Indian cultural context and beyond the IT industry, future researchers may carry out both qualitative and larger sample quantitative studies in other countries, and draw upon data from multiple industries. The issues arising out of emotional labor of women intrapreneurial leaders are likely to be present in a wide range of industries and cultural contexts. However, there may be nuanced contextual differences that need further exploration. Future research can build on our findings and explore moderators, contingencies, and boundary conditions that affect the suitability of organizational interventions that we have suggested. Practical implications Emotional well-being of women intrapreneurial leaders would help them take innovative organizational initiatives, and make the organization strategically agile. To help women leaders be intrapreneurial, organizations need many interventions and need to provide the required supporting infrastructure. Social implications Ways to resolve gender-related issues in workplaces are suggested. Originality/value Our study is valuable as it simultaneously considers two strategic organizational objectives of intrapreneurship and gender diversity of leadership teams. The paper provides useful prescriptions for organizations to help women intrapreneurial leaders succeed. This will help organizations that are facing dynamic external environments become innovative and strategically agile.

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