Work Experiences and Psychological Well-Being of Former Hospital-Based Nurses Now Employed Elsewhere

2002 ◽  
Vol 91 (3_suppl) ◽  
pp. 1059-1064 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Work Experiences ◽  
Psychological Well Being ◽  
The Past

Hospitals in Ontario have undergone significant restructuring and downsizing during the past few years. Such changes have created negative reactions among both those who survive the downsizing and those who lose their jobs involuntarily. This study compared work satisfactions and indicators of psychological well-being of 36 nurses during these changes and three years later when they were employed elsewhere. Job satisfaction and psychological well-being increased while psychological burnout decreased in this sample.

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.

scholarly journals Psychological Capital and Core Self-Evaluations in the Workplace: Impacts on Well-Being

2018 ◽  
Vol 10 (2) ◽  
pp. 15 ◽  
Author(s):  
Annita Gibson ◽  
Richard Hicks
Keyword(s):  
Job Satisfaction ◽  
Self Efficacy ◽  
Psychological Capital ◽  
Well Being ◽  
Temporary Employment ◽  
Working Environment ◽  
Future Research ◽  
Psychological Well Being ◽  
Employment Conditions ◽  
Core Self

The uncertainty of today’s working environment, including prevalence of temporary employment conditions in many industries, has affected the psychological well-being of people in the workforce. Psychological well-being affects all aspects of a person’s life, including: pleasure, job satisfaction and fulfilment, and life meaning (Seligman, 2002). Previous studies have investigated how Psychological Capital (PsyCap) and Core Self-evaluations (CSE) are positively related to job satisfaction and performance, but there is little research on the relationships of PsyCap and CSE with psychological well-being (PWB). This present study explored the relationships among PsyCap, CSE, and PWB in a convenience workplace sample of 121 Australian working adults. Results revealed that both PsyCap (involving hope, optimism, resilience and self-efficacy) and CSE (involving evaluations of one’s own locus of control, self-esteem, generalised self-efficacy, and adaptive vs ‘neurotic’ behaviour) were separately positive predictors of wellbeing, consistent with previous studies. There were overlaps in concepts but both PsyCap and CSE together predicted higher levels of well-being than either alone, and CSE was found to be a partial mediator between PsyCap and well-being indicating that both elements were needed in prediction of well-being. Practical implications include that PsyCap and CSE measures can be used together in the workplace in assessment, selection, training and development to help improve the quality of health and well-being of employees.  Limitations and future research directions are indicated.

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