Job Resources as a Mediator between Management Trust Climate and Employees’ Well-Being: A Cross-Sectional Multilevel Approach

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

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Validation of the Spanish version of the intragroup conflict scale (ICS-14)

International Journal of Conflict Management ◽

10.1108/ijcma-11-2017-0139 ◽

2019 ◽

Vol 30 (1) ◽

pp. 24-44

Author(s):

Manuel Nieto-Guerrero ◽

Mirko Antino ◽

Jose M. Leon-Perez

Keyword(s):

Survey Design ◽

Well Being ◽

Cross Sectional Survey ◽

Factor Solution ◽

Cross Sectional ◽

Reliability Factor ◽

Multilevel Approach ◽

Content Type ◽

Intragroup Conflict ◽

Conflict Scale

PurposeThere is increasing evidence about the key role that intragroup conflicts have for teams’ performance and its members’ well-being. However, the existing measures in the Spanish-speaking context to address intragroup conflicts suffer from important theoretical and methodological flaws. In response, this study aims to provide a valid and reliable scale to measure intragroup conflicts in organizational settings: the Intragroup Conflict Scale in its 14-item version (ICS-14: Jehn et al., 2008).Design/methodology/approachIn a cross-sectional survey design, the authors analyze the ICS’s internal consistency and reliability, factor solution and external validity by using a multilevel approach in a sample consisting of 588 workers nested in 55 production teams from a Spanish company.FindingsResults indicated that the ICS-14 exhibited good Cronbach’s alpha (0.62-0.95), omega (0.63-0.95) and multilevel alpha coefficient (0.82-0.98). In addition, in line with the theoretical conception of three types of intragroup conflicts, results from a multilevel confirmatory factor analysis revealed that a three multilevel-factor solution presented the best fit to the data. Finally, multilevel analyses also showed that intragroup conflicts are associated to burnout, engagement at work and perceived team’s quality of service, which provided additional support for using the ICS-14 in the Spanish context.Practical implicationsThis study offers a reliable and valid measurement of intragroup conflict, considering the whole instrument and its different dimensions, which can be used to develop team strategies and evaluate the effect of specific interventions on conflict.Originality/valueThe authors validate the most recent 14-item version of the ICS-14 by applying a multilevel approach to a group-level construct that overcomes previous methodological flaws.

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Towards a Model of Teacher Well-Being from a Positive Emotions Perspective

European Journal of Investigation in Health, Psychology and Education ◽

10.3390/ejihpe10010035 ◽

2020 ◽

Vol 10 (1) ◽

pp. 469-496

Author(s):

Loredana Manasia ◽

Andrei Pârvan ◽

Melania Macovei

Keyword(s):

Self Efficacy ◽

Job Demands ◽

Well Being ◽

Positive Influence ◽

Structural Equations ◽

Self Report ◽

Job Resources ◽

Subjective Happiness ◽

Subjective Well Being ◽

Cross Sectional

Teacher well-being represents a key factor in assuring the quality of learning in terms of both process and outcomes. Despite a growing literature addressing the role of job demands and job resources in teacher well-being, fewer studies have focused on the effect of individual variables. The present paper aims at developing a teacher well-being model using self-efficacy and teaching emotions such as enjoyment of teaching, anger and anxiety to explain the influence of job demands and job resources on teachers’ subjective happiness. A cross-sectional quantitative design was applied to a sample of 1092 Romanian pre-university teachers. The participants completed a self-report questionnaire. Descriptive statistics, factor analysis and structural equations modelling were used to analyse the data. The findings indicate significant paths between the variables included in the model. Thus, job resources have a considerable positive influence on the enjoyment of teaching and the teachers’ subjective happiness, having a more powerful effect than personal resources, namely self-efficacy. In turn, perceived self-efficacy mediates the effect of job demands on teaching emotions and subjective well-being. It is argued that the enjoyment of teaching has a notable effect on teachers’ general well-being.

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Autonomy supportive and controlling leadership as antecedents of work design and employee well-being

BRQ Business Research Quarterly ◽

10.1177/23409444211054508 ◽

2021 ◽

pp. 234094442110545

Author(s):

Pallavi Sarmah ◽

Anja Van den Broeck ◽

Bert Schreurs ◽

Karin Proost ◽

Filip Germeys

Keyword(s):

Design Theory ◽

Job Demands ◽

Well Being ◽

Cross Sectional Study ◽

Jel Classification ◽

Work Design ◽

Job Resources ◽

Cross Sectional ◽

Supportive Leadership ◽

Daily Diary Study

The continuation of work that undermines employee well-being necessitates an investigation into the antecedents of work design. Therefore, we examined how autonomy supportive and controlling leadership—as defined in self-determination theory (SDT)—relate to employees’ job resources, job demands, and well-being. Using a cross-sectional ( N = 501) and a daily diary study ( N = 123), we found that autonomy supportive leadership relates to employees’ work engagement via job resources both at the between- and within-person levels. However, only the cross-sectional study evidenced a relationship between autonomy supportive leadership and exhaustion via job resources. Controlling leadership related to exhaustion via job demands at the between-person level in both studies but not at the within-person level. Alongside implications for the literature on SDT, work design theory, the leadership literature, and workplace re-enchantment, we advance concomitant insights to practitioners. JEL CLASSIFICATION: I31, J81, M12

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Gender discrimination and job characteristics

Career Development International ◽

10.1108/cdi-10-2015-0136 ◽

2016 ◽

Vol 21 (3) ◽

pp. 230-245 ◽

Cited By ~ 5

Author(s):

Lonneke Dubbelt ◽

Sonja Rispens ◽

Evangelia Demerouti

Keyword(s):

Gender Discrimination ◽

Job Demands ◽

Well Being ◽

Job Characteristics ◽

Job Resources ◽

Cross Sectional ◽

Content Type ◽

Negatively Associated ◽

Male Dominated ◽

The Relationship

Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.

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Conflict Avoidance in Old Age

GeroPsych ◽

10.1024/1662-9647/a000168 ◽

2017 ◽

Vol 30 (2) ◽

pp. 61-70 ◽

Cited By ~ 4

Author(s):

Lia Oberhauser ◽

Andreas B. Neubauer ◽

Eva-Marie Kessler

Keyword(s):

Social Support ◽

Perceived Social Support ◽

Well Being ◽

Cross Sectional Study ◽

Conflict Avoidance ◽

Subjective Well Being ◽

Sectional Study ◽

Cross Sectional ◽

Adult Lifespan ◽

Set Up

Abstract. Conflict avoidance increases across the adult lifespan. This cross-sectional study looks at conflict avoidance as part of a mechanism to regulate belongingness needs ( Sheldon, 2011 ). We assumed that older adults perceive more threats to their belongingness when they contemplate their future, and that they preventively react with avoidance coping. We set up a model predicting conflict avoidance that included perceptions of future nonbelonging, termed anticipated loneliness, and other predictors including sociodemographics, indicators of subjective well-being and perceived social support (N = 331, aged 40–87). Anticipated loneliness predicted conflict avoidance above all other predictors and partially mediated the age-association of conflict avoidance. Results suggest that belongingness regulation accounts may deepen our understanding of conflict avoidance in the second half of life.

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Perceived Overprotection and Its Association With Quality of Life in Dementia

GeroPsych ◽

10.1024/1662-9647/a000207 ◽

2019 ◽

Vol 32 (3) ◽

pp. 125-134

Author(s):

Mechthild Niemann-Mirmehdi ◽

Andreas Häusler ◽

Paul Gellert ◽

Johanna Nordheim

Keyword(s):

Quality Of Life ◽

Patient Autonomy ◽

Positive Association ◽

Well Being ◽

Negative Association ◽

Significant Positive Association ◽

Cross Sectional ◽

People With Dementia ◽

Mental Well Being

Abstract. To date, few studies have focused on perceived overprotection from the perspective of people with dementia (PwD). In the present examination, the association of perceived overprotection in PwD is examined as an autonomy-restricting factor and thus negative for their mental well-being. Cross-sectional data from the prospective DYADEM study of 82 patient/partner dyads (mean age = 74.26) were used to investigate the association between overprotection, perceived stress, depression, and quality of life (QoL). The analyses show that an overprotective contact style with PwD has a significant positive association with stress and depression, and has a negative association with QoL. The results emphasize the importance of avoiding an overprotective care style and supporting patient autonomy.

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Psychological Resilience Provides No Independent Protection From Suicidal Risk

Crisis ◽

10.1027/0227-5910/a000364 ◽

2016 ◽

Vol 37 (2) ◽

pp. 130-139 ◽

Cited By ~ 9

Author(s):

Danica W. Y. Liu ◽

A. Kate Fairweather-Schmidt ◽

Richard Burns ◽

Rachel M. Roberts ◽

Kaarin J. Anstey

Keyword(s):

Risk Factors ◽

Well Being ◽

Current Status ◽

Psychological Resilience ◽

Cross Sectional ◽

Life Project ◽

Resilience Factors ◽

First Time

Abstract. Background: Little is known about the role of resilience in the likelihood of suicidal ideation (SI) over time. Aims: We examined the association between resilience and SI in a young-adult cohort over 4 years. Our objectives were to determine whether resilience was associated with SI at follow-up or, conversely, whether SI was associated with lowered resilience at follow-up. Method: Participants were selected from the Personality and Total Health (PATH) Through Life Project from Canberra and Queanbeyan, Australia, aged 28–32 years at the first time point and 32–36 at the second. Multinomial, linear, and binary regression analyses explored the association between resilience and SI over two time points. Models were adjusted for suicidality risk factors. Results: While unadjusted analyses identified associations between resilience and SI, these effects were fully explained by the inclusion of other suicidality risk factors. Conclusion: Despite strong cross-sectional associations, resilience and SI appear to be unrelated in a longitudinal context, once risk/resilience factors are controlled for. As independent indicators of psychological well-being, suicidality and resilience are essential if current status is to be captured. However, the addition of other factors (e.g., support, mastery) makes this association tenuous. Consequently, resilience per se may not be protective of SI.

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Personality's Correlates of Adult Development and Aging

European Psychologist ◽

10.1027//1016-9040.8.3.131 ◽

2003 ◽

Vol 8 (3) ◽

pp. 131-147 ◽

Cited By ~ 43

Author(s):

Gian Vittorio Caprara ◽

Mariagiovanna Caprara ◽

Patrizia Steca

Keyword(s):

Personality Traits ◽

Adult Development ◽

Self Efficacy ◽

Age Groups ◽

Well Being ◽

Efficacy Beliefs ◽

Cross Sectional ◽

Education And Health ◽

Development And Aging ◽

And Gender

Three cross-sectional studies examined stability and change in personality over the course of life by measuring the relations linking age to personality traits, self-efficacy beliefs, values, and well-being in large samples of Italian male and female participants. In each study, relations between personality and age were examined across several age groups ranging from young adulthood to old age. In each study, personality constructs were first examined in terms of mean group differences accrued by age and gender and then in terms of their correlations with age across gender and age groups. Furthermore, personality-age correlations were also calculated, controlling for the demographic effects accrued by marital status, education, and health. Findings strongly indicated that personality functioning does not necessarily decline in the later years of life, and that decline is more pronounced in males than it is in females across several personality dimensions ranging from personality traits, such as emotional stability, to self-efficacy beliefs, such as efficacy in dealing with negative affect. Findings are discussed in terms of their implications for personality theory and social policy.

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The Unique Contribution of Positive Orientation to Optimal Functioning

European Psychologist ◽

10.1027/1016-9040/a000070 ◽

2012 ◽

Vol 17 (1) ◽

pp. 44-54 ◽

Cited By ~ 46

Author(s):

Guido Alessandri ◽

Gian Vittorio Caprara ◽

John Tisak

Keyword(s):

Psychological Functioning ◽

Well Being ◽

Unique Contribution ◽

Critical Component ◽

Positive Orientation ◽

Cross Sectional ◽

Common Mode ◽

Optimal Functioning

Literature documents that the judgments people hold about themselves, their life, and their future are important ingredients of their psychological functioning and well-being, and are commonly related to each other. In this paper, results from a large cross-sectional sample (N = 1,331, 48% males) are presented attesting to the hypothesis that evaluations about oneself, one’s life, and one’s future rest on a common mode of viewing experiences named “Positive Orientation.” These results corroborate the utility of the new construct as a critical component of individuals’ well functioning.

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