Differential Effects of Work and Family Support on the Relationship Between Surface Acting and Wellbeing: A Self-Determination Theory Approach

2021 ◽  
pp. 003329412110484
Author(s):  
Chang C Xiang ◽  
Xu Wang ◽  
Ting T Xie ◽  
Cheng L Fu
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Work Motivation ◽  
Well Being ◽  
Self Determination Theory ◽  
Work And Family ◽  
Self Determination ◽  
Surface Acting ◽  
Psychological Well Being ◽  
The Relationship

Surface acting—the management of emotional displays as part of a nurse’s work role—is increasingly getting scholars’ attention in organizational behavior. Previous research focused on the relationship between surface acting and outcomes (such as psychological well-being) on the basis of resource-centric theories, ignoring the subjective stance of surface acting provider. According to self-determination theory, surface acting affects an individual’s well-being through stimulating autonomous or controlled work motivation. Taking nurses as the subjects, the current study proposed that surface acting would affect job satisfaction and further psychological well-being through nurses’ controlled work motivation, and work and family support would moderate the above relationships in diverse directions. An online survey of n = 342 nurses working at a hospital in central China was conducted, evaluating surface acting, job satisfaction, psychological well-being, workplace support, and family support. Results indicated that surface acting negatively influenced nurses’ psychological well-being through job satisfaction. In addition, the results highlighted the two-faced aspect of social support, in which work support positively moderated the relationships between surface acting, job satisfaction, and psychological well-being, while family support intensified the abovementioned relationships negatively. These findings have important implications for surface acting, social support research, and managerial practices.

Relationship between gender-sensitive practices and family support and its impact on psychological well-being of women employees in call centers in India

2018 ◽  
Vol 40 (1) ◽  
pp. 155-172 ◽  
Author(s):  
Monica Verma ◽  
Kanika T. Bhal ◽  
Prem Vrat
Keyword(s):  
Job Satisfaction ◽  
Family Support ◽  
Intent To Leave ◽  
Call Centers ◽  
Intention To Leave ◽  
Well Being ◽  
Psychological Well Being ◽  
Content Type ◽  
Women Employees ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship of gender-sensitive practices and family support in predicting psychological well-being of women assessed as stress, job satisfaction, commitment and intent to leave. Using the crossover theory, it also examines how gender-sensitive practices lead to family support, which in turn leads to reduced stress leading to high satisfaction and commitment and reduced intention to leave. Design/methodology/approach Data were obtained from a sample of 302 women employees working in call centers in NCR, India on psychometrically sound scales. Findings Analysis revealed that gender-sensitive practices are positively related to family support through the mechanism of crossover. Amply supported by data, the study exhibits the complementary relationship between gender-sensitive practices and family support, and their impact on psychological well-being of women employees. Research limitations/implications The sample may reflect same source bias as the data are collected from a single source. Practical implications The implementation of effective gender-sensitive practices might invite strong family support and then, both can be a source of great happiness to women employees and can lead to reduction in stress and, hence, greater job satisfaction, commitment and lesser intent to leave. Originality/value Very few research exist which have taken up the issue together. So, this study is an endeavor toward understanding the relationship between gender-sensitive practices and family support and their effect on job outcomes in a novel socio-cultural environment.

scholarly journals Catch Them All: Exploring the Psychological Impact of Playing Pokémon Go

2020 ◽  
Vol 3 (1) ◽  
Author(s):  
Ruoxu Wang ◽  
Mu Wu
Keyword(s):  
Sense Of Community ◽  
Psychological Impact ◽  
Well Being ◽  
Self Determination Theory ◽  
The Self ◽  
Self Determination ◽  
Psychological Well Being ◽  
Special Items ◽  
Pokémon Go ◽  
The Relationship

Using the self-determination theory, this study examined the relationship between seven Pokémon GO features and three psychological outcomes – sense of community, sense of companionship, and psychological well-being. Results showed frequency of collecting Pokémon, customizing Pokémon, performing gym related activities, purchasing special items, and taking pictures with the Pokémon led to increased sense of community, sense of companionship, and psychological well-being. In addition, sense of community and sense of companionship mediated the relationship between frequency of using these five Pokémon GO features and psychological well- being respectively.

Bienestar psicológico y motivación en hockeystas amateurs, que estudian/trabajan y deben cumplir con una rutina de alto rendimiento para representar a Chile en el hockey césped. / Psychological wellbeing and motivation in amateur hockeystas, while ...

2014 ◽  
Vol 3 (05) ◽  
pp. 19-45
Author(s):  
María Camila Cabargas Fernández
Keyword(s):  
High Performance ◽  
Well Being ◽  
Self Determination Theory ◽  
Self Determination ◽  
Psychological Wellbeing ◽  
Psychological Well Being ◽  
Psychological Variables ◽  
Hockey Players ◽  
Different Dimensions ◽  
Bienestar Psicologico

En este estudio se pretende describir el bienestar psicológico y la motivación de hockystas amateurs que estudian/trabajan y deben cumplir con una rutina de alto rendimiento para representar a Chile en el hockey césped. Para ello se indagó en el bienestar psicológico desde la perspectiva de Ryff, y en la motivación desde la Teoría de la Autodeterminación (TAD) de Deci y Ryan. Tras la compleja realidad a la que se enfrentan diariamente los deportistas de la muestra, es que surge el interés por conocer las variables psicológicas mencionadas anteriormente. Teniendo en cuenta que pudieran estar relacionadas a través de las diferentes dimensiones que las componen. Por lo tanto, al potenciar algunas de estas dimensiones se estaría influyendo tanto en el bienestar psicológico como en la motivación de los deportistas, lo que nos ayudaría a describir como es el bienestar psicológico y la motivación de estos. This study aims to describe psychological wellbeing and motivation in amateur hockey players who study/work and must obey to a high performance routine to represent Chile in field hockey. Wellbeing approaches made by Ryff were considered for this research, as well as self-determination theory (Deci & Ryan) to investigate motivation. After the complex reality this amateur hockey players face every day, it becomes interesting to study the psychological variables mentioned above. Believing that they could be related through different dimensions that compose them. Therefore, when you maximize the dimensions of both theories, it would be directly influencing the psychological well-being and motivation of athletes, this could help us to describe psychological well-being and motivation of them.

Can Different Types of Non-Territorial Working Satisfy Employees’ Needs for Autonomy and Belongingness? Insights From Self-Determination Theory

2020 ◽  
pp. 001391652094260
Author(s):  
Gabrielle Gatt ◽  
Lixin Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Affective Commitment ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Self Determination ◽  
Relationship Of ◽  
The Relationship ◽  
Work Arrangement

Organizations are increasingly adopting non-territorial organizational models with unassigned desks. However, previous research has: (1) shown mixed results regarding the impact of non-territorial working on employees, (2) largely examined non-territorial working in its purest sense without considering the nuanced differences in non-territorial working, and (3) not understood the mechanisms underlying the relation between non-territorial working and employee outcomes. To address these research gaps, we apply self-determination theory, which argues that meeting basic psychological needs of autonomy and belonging allows optimal human development, to the physical environment of office spaces. Specifically, we investigated whether the relationship of two types of non-territorial working with employee work engagement, emotional exhaustion, job satisfaction, and affective commitment is mediated via autonomy over office spaces and belongingness. Data were collected from 127 working New Zealanders who have adopted two types of non-territorial working (i.e., work arrangement 1 and work arrangement 2) in an organization. We found that although workers with work arrangement 2 did not report higher belongingness than those with work arrangement 1, workers with work arrangement 1 reported higher autonomy over office spaces than those with work arrangement 2. Moreover, belongingness was related to higher work engagement, job satisfaction, and affective commitment but lower emotional exhaustion, while autonomy over office spaces was related to increased job satisfaction and affective commitment but decreased emotional exhaustion. We also found that autonomy over office spaces, but not belongingness, mediated the relationship of non-territorial working with emotional exhaustion and job satisfaction.

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

scholarly journals Business Results and Well-Being: An Engaging Leadership Intervention Study

2020 ◽  
Vol 17 (12) ◽  
pp. 4515
Author(s):  
Lars van Tuin ◽  
Wilmar B. Schaufeli ◽  
Willem van Rhenen ◽  
Rebecca M. Kuiper
Keyword(s):  
Well Being ◽  
Self Determination Theory ◽  
Psychological Needs ◽  
Self Determination ◽  
Control Group ◽  
Organizational Studies ◽  
Team Leaders ◽  
Program Outcomes ◽  
Psychological Well Being ◽  
Business Results

The present quasi-experimental study tested the business impact of a leadership development program focusing on psychological well-being through the satisfaction of basic psychological needs. Based on the concept of engaging leadership and self-determination theory, the 8-month program targeted midlevel team leaders of the customer fulfilment center of a health systems multinational organization. The program was designed in co-creation between senior leadership and the team leaders that participated in the program. Outcomes showed positive business results through significant increases in a preselected key performance indicator and decreased employee absenteeism. Through changes in autonomy satisfaction and intrinsic motivation, the team leaders (N = 14) benefitted in a moderate to very large extent relative to a similar control group (N = 52). In contrast, team members (N = 148) displayed no such benefits. Specifically, higher levels of autonomy satisfaction are said to lead to higher levels of psychological well-being and motivation. Still, the link with business performance is absent in most organizational studies within self-determination theory, making the present study one of the first to fill this gap. The study discloses the program design, compares the effects to a relevant control group, evaluates the lessons learned, and provides practical suggestions.

scholarly journals Investigation of the Relationship Between Psychological Capital Perception, Psychological Well-Being and Job Satisfaction of Teachers

2018 ◽  
Vol 8 (1) ◽  
pp. 87 ◽  
Author(s):  
Neslihan Kurt ◽  
Ayşe Ottekin Demirbolat
Keyword(s):  
Job Satisfaction ◽  
Sampling Method ◽  
Structural Model ◽  
Psychological Capital ◽  
Simple Random Sampling ◽  
Well Being ◽  
Psychological Well Being ◽  
Minnesota Satisfaction Questionnaire ◽  
Multi Stage ◽  
The Relationship

The aim of this research is to determine the relationship between psychological capital, psychological well-being and job satisfaction of teachers. The research is a descriptive study in relational screening model. The research model includes three variables; one independent variable (psychological capital) and other two dependent variables (job satisfaction and psychological well-being). In the structural model, job satisfaction variable may also be expressed as mediator variable. The study population consists of 12714 teachers working in official secondary schools in seven central districts in Ankara Province in 2017-2018 academic year. Sample of the population is selected by multi-stage sampling method. Stratified sampling method is used in the first stage and simple random sampling method is used in the second stage. Sample size is calculated as at least 384 teachers. In the research, Psychological Capital Scale developed by Luthans, Youssef & Avolio (2007b); Minnesota Satisfaction Questionnaire developed by Weiss, Dawis, Lofquist & England (1967) and Psychological Well-Being Scale developed by Ryff (1989) were used as data collection tools. Scales which are pre-implemented within the scope of the research yielded valid and reliable results. Data analysis was done with SPSS 23.0 and LISREL 8.87 statistics software packages. According to the results obtained from the research, it was determined that teachers’ psychological capital perception was “good” and their job satisfaction and psychological well-being are “high”. According to the results of the analysis by means of structural equality modelling, it was determined that teachers’ psychological capital perception affects their job satisfaction and psychological well-being levels positively and predicts them significantly; and it was also determined that job satisfaction has a partial mediator role in the relationship between teachers’ psychological capital perception and their psychological well-being.

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