scholarly journals A Person-Centered Perspective on the Combined Effects of Global and Specific Levels of Job Engagement

2020 ◽  
Vol 45 (4) ◽  
pp. 556-594
Author(s):  
Nicolas Gillet ◽  
Alexandre J. S. Morin ◽  
Christine Jeoffrion ◽  
Evelyne Fouquereau
Keyword(s):  
Emotional Exhaustion ◽  
Psychological Health ◽  
Affective Commitment ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Job Engagement ◽  
Normative Commitment ◽  
Task Variety ◽  
Organizational Tenure ◽  
Task Significance

This study examines how the different dimensions of job engagement combine within different profiles of workers ( n = 264). This research also documents the relations between the identified job engagement profiles, demographic characteristics (gender, age, education, working time, and organizational tenure), job characteristics (work autonomy, task variety, task significance, task identity, and feedback), attitudes (affective and normative commitment), and psychological health (emotional exhaustion and ill-being). Latent profile analysis revealed four profiles of employees defined based on their global and specific (physical, emotional, and cognitive) job engagement levels: Globally Disengaged, Globally Engaged, Globally but not Emotionally Engaged, and Moderately Engaged. Employees’ perceptions of task variety and feedback shared statistically significant relations with their likelihood of membership into all latent profiles. Profiles were finally showed to be meaningfully related to employees’ levels of affective commitment, normative commitment, emotional exhaustion, and ill-being.

scholarly journals Emotional labor actors, well-being, and objective performance

2017 ◽  
Vol 30 (3) ◽  
pp. 393-413
Author(s):  
ChoonShin Park ◽  
JaeYoon Chang
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Well Being ◽  
The Other ◽  
Deep Acting ◽  
Combined Use ◽  
Objective Performance

To manage the emotional labor demands, employees may primarily rely on one strategy or the other while they may use surface and deep acting in conjunction. However, most research on emotional labor have investigated how two emotional labor strategies function to predict employee well-being separately. This variable-centered perspective is difficult to capture subpopulations of employees who may differ in their combined use of surface and deep acting. Using latent profile analysis, the current study examined potential emotional labor profiles from a person-centered perspective. We identified 5 emotional labor profiles: trying yet faking, some faking, high deep actors, high regulators, and moderates. Also this profiles differently predicted employee well-being (emotional exhaustion and job satisfaction) and objective performance (new sales and member increase). The present study captured the particular conditions in which emotional labor may lead to positive or negative outcomes for employees and organizations.

scholarly journals Mối quan hệ giữa sự suy kiệt cảm xúc, khả năng thích nghi và sự gắn kết của nhân viên người việt trong các công ty đa quốc gia trên địa bàn Thành phố Hồ Chí Minh

2021 ◽  
Vol 15 (3) ◽  
pp. 180-192
Author(s):  
Trần Thị Lệ Hiền
Keyword(s):  
Emotional Exhaustion ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Nghiên cứu được thực hiện nhằm kiểm định mối quan hệ giữa sự suy kiệt cảm xúc (emotional exhaustion – EE), khả năng thích nghi (adaptability – AD) và sự gắn kết của nhân viên người Việt trong các công ty đa quốc gia trên địa bàn Tp. HCM về mặt tình cảm (affective commitment - AC), lợi ích (continuance commitment – CC) và đạo đức (normative commitment – NC). Sau khi khảo sát 212 mẫu, dữ liệu thu thập sẽ được xử lý bằng phần mềm SPSS 25.0 và AMOS 20.0. Kết quả nghiên cứu cho thấy sự suy kiệt cảm xúc có ảnh hưởng đến sự gắn kết của nhân viên vì tình cảm và lợi ích. Sự thích nghi của nhân viên sẽ có ảnh hưởng đến sự gắn kết về mặt đạo đức.

Managing motivation in the contact center: The employment relationship of outsourcing and temporary agency workers

2016 ◽  
Vol 40 (2) ◽  
pp. 357-381 ◽  
Author(s):  
Filipa Sobral ◽  
Maria José Chambel ◽  
Filipa Castanheira
Keyword(s):  
Affective Commitment ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Contingent Workers ◽  
Contact Center ◽  
Contingent Employment ◽  
Relationship Of ◽  
The Relationship ◽  
Temporary Agency Workers

Grounded in self-determination theory (SDT), this research builds a motivation profile typology of contingent workers in the contact center industry, compares outsourcer (OW) and temporary agency workers’ (TAW) profiles, and differentiates their human resources practices (HRP) perceptions and affective commitment. The hypotheses were tested in a sample of 2078 Portuguese contingent workers, through several statistical procedures, including latent profile analysis. Six profiles were identified. As expected, OW were mostly in the more intrinsic profiles, whereas TAW were in the more extrinsic ones. However, the contingent employment format did not moderate the relationship between motivation, HRP perceptions, and affective commitment.

scholarly journals The Temporary Agency Worker’s Motivation Profile Analysis

2021 ◽  
Vol 18 (13) ◽  
pp. 6779
Author(s):  
Filipa Sobral ◽  
Maria José Chambel ◽  
Filipa Castanheira
Keyword(s):  
Extrinsic Motivation ◽  
Affective Commitment ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
Self Determination Theory ◽  
Negative Effect ◽  
The Individual ◽  
Positive Results ◽  
Work Arrangement ◽  
Temporary Agency Workers

The Self-Determination Theory (SDT) establishes that human motivations can take different forms (e.g., amotivation, extrinsic and intrinsic motivation), yet it is only recently that the theory has been advanced to explain how these different forms combine to influence temporary agency workers’ (TAWs) affective commitment and their perception over the human resources practices (HRP) applied. We tested this theory with data from seven temporary agency companies (N = 3766). Through latent profile analysis (LPA) we identified five distinct motivation profiles and found that they differed in their affective commitment to the agency and to the client-company, and in their perception of HRP. We verified that temporary agency workers in more intrinsic profiles had more positive outcomes and a better perception of the investment made by the companies, than did TAWs in more extrinsic profiles. Additionally, when TAWs were able to integrate the reasons for being in this work arrangement, the negative effect of the extrinsic motivation was attenuated, and it was possible to find moderated profiles in which TAWs also showed more positive results than TAWs with only extrinsic motives. These differences are consistent with the notion that a motivation profile provides a context that determines how the individual components are experienced. Theoretical and practical implications of this context effect are discussed.

Sexual Identity Management Strategies and Occupational Well-Being: A Latent Profile Analysis

2019 ◽  
pp. 089484531985611
Author(s):  
Francis Cheung ◽  
Whywhy Chan
Keyword(s):  
Job Satisfaction ◽  
Depressive Symptoms ◽  
Sexual Identity ◽  
Emotional Exhaustion ◽  
Latent Profile Analysis ◽  
Identity Management ◽  
Profile Analysis ◽  
Well Being ◽  
Sexual Identity Management ◽  
Latent Profile

In this study, we adopted the latent profile analysis (LPA) to examine whether the sexual identity management profiles relate to different occupational well-being including job satisfaction, emotional exhaustion, and depressive symptoms. A total of 225 Hong Kong Chinese full-time employees were recruited online. Four profiles were identified, namely, passive ( n = 31), integration dominant ( n = 81), hiding ( n = 21), and balanced ( n = 92). Results suggest that integration-dominant employees tended to report higher job satisfaction but lower emotional exhaustion and depressive symptoms. In contrast, employees with hiding profiles (i.e., high on counterfeiting and avoidance but low on integration) reported the lowest job satisfaction and highest emotional exhaustion and depressive symptoms. The limitations and implications of this study were also discussed.

Identifying Suicide Typologies Among Trauma-Exposed Veterans

Crisis ◽  
2020 ◽  
Vol 41 (4) ◽  
pp. 288-295 ◽  
Author(s):  
Nadia Bounoua ◽  
Jasmeet P. Hayes ◽  
Naomi Sadeh
Keyword(s):  
Latent Profile Analysis ◽  
Suicide Attempts ◽  
Clinical Symptoms ◽  
Profile Analysis ◽  
Risky Behaviors ◽  
Self Report ◽  
Cross Sectional ◽  
Research Priority ◽  
Self Harm ◽  
And Behaviors

Abstract. Background: Suicide among veterans has increased in recent years, making the identification of those at greatest risk for self-injurious behavior a high research priority. Aims: We investigated whether affective impulsivity and risky behaviors distinguished typologies of self-injurious thoughts and behaviors in a sample of trauma-exposed veterans. Method: A total of 95 trauma-exposed veterans (ages 21–55; 87% men) completed self-report measures of self-injurious thoughts and behaviors, impulsivity, and clinical symptoms. Results: A latent profile analysis produced three classes that differed in suicidal ideation, suicide attempts and nonsuicidal self-injury (NSSI): A low class that reported little to no self-injurious thoughts or behaviors; a self-injurious thoughts (ST) class that endorsed high levels of ideation but no self-harm behaviors; and a self-injurious thoughts and behaviors (STaB) class that reported ideation, suicide attempts and NSSI. Membership in the STaB class was associated with greater affective impulsivity, disinhibition, and distress/arousal than the other two classes. Limitations: Limitations include an overrepresentation of males in our sample, the cross-sectional nature of the data, and reliance on self-report measures. Conclusion: Findings point to affective impulsivity and risky behaviors as important characteristics of veterans who engage in self-injurious behaviors.

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