scholarly journals ‘Dead Bodies as a Daily Business’ – Affective Work Events, Emotions and Emotion Regulation in the Work of Undertakers

2021 ◽  
Author(s):  
Jürgen Wegge ◽  
Katharina Goerdeler ◽  
Denise Dörfel
Keyword(s):  
Job Satisfaction ◽  
Positive Emotions ◽  
Time Pressure ◽  
Well Being ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Emotional Display ◽  
Affective Events ◽  
The Relationship ◽  
Work Events

BACKGROUND: Affective Events Theory (AET) postulates that job characteristics have an impact on job attitudes and work behaviour via affective events and reactions. However, the display of positive emotions can be rather problematic in undertakers and be in conflict with displaying compassion. OBJECTIVE: This study examines work events eliciting various emotions in the work of undertakers and how display of emotions in this profession affects job satisfaction. We thereby focus on AET and extend this by investigating time pressure as a moderator of the relationship between autonomy, positive emotions and job satisfaction. METHODS: First, we collected specific affective work events of undertakers in a pilot interview study. Second, N = 112 undertakers participated in a cross-sectional survey measuring affective events, emotional display, commitment to display compassion, autonomy, time pressure, job satisfaction and work engagement.RESULTS: Experiencing positive emotions at work is beneficial even in undertakers. Additionally, autonomy was associated with positive emotions particularly under high time pressure and low commitment to display compassion moderated the link between work events and showing compassion. CONCLUSIONS: Taken together, undertakers’ well-being is associated in complex ways with the interplay of positive emotions, autonomy and time pressure at work and individual differences in commitment for displaying compassion to clients.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

scholarly journals Possible Selves Across the Lifespan

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 449-449
Author(s):  
Victoria Chen ◽  
Alysson Light
Keyword(s):  
Possible Selves ◽  
Well Being ◽  
Self Concept ◽  
Life Stages ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Younger Adults ◽  
Midlife Adults ◽  
Age Range ◽  
The Relationship

Abstract Possible selves are defined as “personalized representations of one’s self in future states” (Cross & Markus, 1991). Research has also found that thinking frequently about possible selves predicts lower well-being, whereas thinking clearly about possible selves is associated with higher well-being (McElwee & Haugh, 2010). However, possible selves differ across the lifespan (Hooker & Kaus, 1994; Cross & Markus, 1991) and life stages can impact exploration of possible identities (Arnett, 2000). Thus we hypothesize that the relationship between thought about possible selves and well-being differs across the lifespan. In a cross-sectional survey, 240 participants (age range: 18-92) reported on frequency and clarity of possible selves, as well as general self-clarity (Campbell et al., 1996). Results indicate curvilinear moderation by age of the link between possible self-clarity and well-being, with the association being stronger among midlife adults than among younger adults and older adults. Also, as clarity of feared possible selves increases, self-concept clarity decreases. Similarly, frequency of thinking about feared possible selves was negatively correlated with self-concept clarity. However, clarity and frequency of thought about hoped-for positive possible selves had no correlation with self-concept clarity.

Does supervisor gender moderate the mediation of job embeddedness between LMX and job satisfaction?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jodie Louise Stewart ◽  
Karl Kilian Konrad Wiener
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Role Theory ◽  
Job Embeddedness ◽  
Survey Study ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose This paper aims to examine the quality of the relationship between a supervisor and their subordinate, conceptualised as leader member exchange (LMX), and the mediating influence of subordinate’s job embeddedness on job satisfaction. The LMX model considered the four-gender dominant leadership style facets, female – affect and loyalty (communal), and male – contribution and professional respect (agentic). Social role theory was applied to explain societies influence on leadership style. The moderating influence of supervisor gender on the relationship of LMX facets and subordinate embeddedness is investigated. Design/methodology/approach This cross-sectional survey study of 213 self-selected employed participants investigated the mediation of job embeddedness LMX and job embeddedness and the moderation impact of supervisor gender on this mediation. Findings Job embeddedness mediated the relationship between all four facets of LMX and job satisfaction. Supervisor gender did not moderate the relationships of the four LMX facets and job embeddedness. These findings highlight the potential impact of a homogeniuos sample in relation to industry type and culture as this may impact on the findings. That is, participants in this study were predominantly females working in female dominant industries. Originality/value This study builds on the work of Collins et al. (2014) who examined the moderating impact of subordinate gender on the mediating relationship of job embeddedness on the relationship between LMX facets and job satisfaction. Previously, the gender role of supervisors on this relationship was not explored.

The relationship between spiritual well-being and quality of life in cancer survivors

2019 ◽  
Vol 18 (1) ◽  
pp. 55-62 ◽  
Author(s):  
Meryem Yilmaz ◽  
Hatice Öner Cengiz
Keyword(s):  
Survey Design ◽  
Well Being ◽  
University Hospital ◽  
Central Anatolia ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Spiritual Well Being ◽  
The Relationship ◽  
Oncology Center

AbstractObjectiveTo evaluate the relationship between spiritual well-being (SpWB) and quality of life (QoL) in cancer (CA) survivors.MethodsThe current study was conducted in the oncology center at a university hospital in Central Anatolia/Turkey. In this study, a descriptive cross-sectional survey design was used. The data collected included: a questionnaire form, the current study was conducted in the oncology center at a university hospital in Central Anatolia/Turkey. In this study, a descriptive cross-sectional survey design was used. SpWB was assessed by the Functional Assessment of Chronic Illness Therapy-Spiritual Well-Being Scale, version 4 (FACIT-Sp12, v. 4), including Meaning, Peace, and Faith subscales. The QoL was evaluated using the Functional Assessment of Cancer Therapy-General scale (FACT-G, v. 4). The results were analyzed using descriptive statistics, Pearson correlations, independent sample t-test, Kruskal-Wallis, and Mann-Whitney U test.ResultsOne hundred fifty patients participated in this study: 61.30% female, 78% 45 years of age or older, 94.70% married, 46% had finished, and 69% had gastrointestinal tract CA. The mean age was 53.48 (SD = 9.43). The majority of participants (96.7%) endorsed “a force pushing them a will to live” while 59.3% supported “the power of relationships with others.” There was a positive, strong correlation between overall QoL and SpWB (r = 0.619, p < 0.01). The Meaning dimensions of SpWB with Functional Well-Being (FWB) and overall QoL (r = 0.512; 0.595, p < 0.000 respectively), Peace with Emotional Well-Being (EWB) and FWB (r = 0.598; 0.540, p < 0.000 respectively) dimensions of FACT-G and overall QoL (r = 0.609, p < 0.001) were strong correlated. Faith and QoL were not significantly correlated.Significance of resultsThis study demonstrates that SpWB positively contributed to the QoL of CA survivors. SpWB is not necessarily limited to any specific types of beliefs or practices. For some people, faith in self, others and/or God constitutes, in large part, the meaning, purpose, and fulfillment they find in life.

Managerial support for development and turnover intention

2018 ◽  
Vol 31 (1) ◽  
pp. 135-153 ◽  
Author(s):  
Manish Kumar ◽  
Hemang Jauhari ◽  
Ashish Rastogi ◽  
Sandeep Sivakumar
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Organizational Support ◽  
Turnover Intention ◽  
Social Exchange Theory ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Managerial Support ◽  
The Relationship

Purpose The purpose of this paper is to integrate learnings from social exchange theory, organizational support theory and JD-R model to explore the relationship among support for development, work engagement (WE), job satisfaction (JS) and turnover intention (TI). It was hypothesized that the relationship between managerial support for development (MSD) and TI would be explained through organizational support for development (OSD), WE and overall job satisfaction (OJS). Design/methodology/approach A cross-sectional survey on a sample of 5,088 service industry employees undergoing organizational change and working in the business-to-business context was employed. Reponses were analyzed using IBM® SPSS® AMOSTM 20. Findings The findings were along the hypothesized lines. The study found support for mediation by OSD, WE and OJS, respectively of MSD and TI relationship. Similarly, the mediation of MSD-OJS relationship by OSD and WE, respectively were also supported. Furthermore, OSD mediated the relationship between MSD and WE; while the relationship between OSD and TI was mediated by WE and OJS, respectively and additionally, the OSD-OJS relationship was mediated by WE. Lastly, the mediation of WE-TI relationship by OJS was also supported. Therefore, the sequence of MSD-OSD-WE-OJS-TI partial mediation model was supported. Research limitations/implications While the sample size (n=5,088) is large, the respondents belong to one business unit of an organization, constraining generalizability. Additionally, the study is limited by cross-sectional design. Finally, the study was restricted by the choices of perceptual measures of study variables and non-quantitative evaluation of discretion/job demand. Originality/value Using learnings from multiple theories, the present study examined the roles of two sources of support for development (organizational and managerial) and two job-related states (WE and JS) in relating with TI. Interestingly, all the expected relationships were true in a context signifying the discretionary nature of organization. Further, testing of alternate models gives additional credence to the findings.

scholarly journals Does employees’ subjective well-being affect workplace performance?

2017 ◽  
Vol 70 (8) ◽  
pp. 1017-1037 ◽  
Author(s):  
Alex Bryson ◽  
John Forth ◽  
Lucy Stokes
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Prima Facie ◽  
Estimation Methods ◽  
Subjective Well Being ◽  
Workplace Performance ◽  
Cross Sectional ◽  
Prima Facie Case ◽  
Nationally Representative ◽  
The Relationship

This article uses linked employer–employee data to investigate the relationship between employees’ subjective well-being and workplace performance in Britain. The analyses show a clear, positive and statistically significant relationship between the average level of job satisfaction at the workplace and workplace performance. The relationship is present in both cross-sectional and panel analyses and is robust to various estimation methods and model specifications. In contrast, we find no association between levels of job-related affect and workplace performance. Ours is the first study of its kind for Britain to use nationally representative data and it provides novel findings regarding the importance of worker job satisfaction in explaining workplace performance. The findings suggest that there is a prima facie case for employers to maintain and raise levels of job satisfaction among their employees. They also indicate that initiatives to raise aggregate job satisfaction should feature in policy discussions around how to improve levels of productivity and growth.

Job Satisfaction of Nurses and Its Moderating Effects on the Relationship Between Organizational Commitment and Organizational Citizenship Behaviors

2015 ◽  
Vol 29 (3) ◽  
pp. 226-244 ◽  
Author(s):  
Chia-Tzu Lin ◽  
Ching-Sheng Chang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Cross Sectional Survey ◽  
Large Hospital ◽  
Cross Sectional ◽  
Survey Results ◽  
The Relationship

Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p < .01) and that job satisfaction has a significant positive moderating effect on the relationship between organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p < .01). Therefore, hospitals can improve the job satisfaction of their nursing staff by improving perceived working satisfaction, interpersonal satisfaction, and remunerative satisfaction, which would then improve organizational commitment and organizational citizenship behaviors.

Job Satisfaction and Subjective Well‐Being Among Midwives: Analysis of a Multinational Cross‐Sectional Survey

2016 ◽  
Vol 62 (2) ◽  
pp. 180-189 ◽  
Author(s):  
Darja Jarosova ◽  
Elena Gurkova ◽  
Katarina Ziakova ◽  
Daniela Nedvedova ◽  
Alvisa Palese ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Subjective Well Being ◽  
Cross Sectional Survey ◽  
Cross Sectional

scholarly journals Social connectedness and job satisfaction in Mexican teleworkers during the pandemic: the mediating role of affective well-being

2021 ◽  
pp. 37-48
Author(s):  
Cernas-Ortiz Cernas-Ortiz ◽  
Lau Wai-Kwan
Keyword(s):  
Job Satisfaction ◽  
Attributional Style ◽  
Social Connectedness ◽  
Well Being ◽  
Mediating Effect ◽  
Cross Sectional ◽  
Mediating Role ◽  
Probabilistic Sample ◽  
The Relationship

The purpose of this study was to examine the relationship between social connectedness outside of work and job satisfaction in Mexican teleworkers during the COVID-19 pandemic. The research method was correlational, non-experimental, and cross-sectional. Employing an online, self-administered survey, the data were collected in a non-probabilistic sample of 214 individuals. The results suggest that the relationship between social connectedness outside of work and job satisfaction is positive and mediated by positive affective well-being. The mediating effect of positive affective well-being is not moderated by optimistic attributional style. Social connectedness outside of work is important to keep job satisfaction high. Therefore, organizations should facilitate a frequent interaction of their teleworkers with others outside the work domain.

scholarly journals Does self-reported chronic pain influence savoring of aesthetic experiences?

PLoS ONE ◽  
2021 ◽  
Vol 16 (11) ◽  
pp. e0259198
Author(s):  
Rosalie Weigand ◽  
Annika Moosmayer ◽  
Thomas Jacobsen
Keyword(s):  
Chronic Pain ◽  
Positive Emotions ◽  
Positive Impact ◽  
Clinical Sample ◽  
Well Being ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Aesthetic Experiences ◽  
Reward Seeking ◽  
Wide Range

Background Aesthetic experiences elicit a wide range of positive emotions and have a positive impact on various health outcomes. In this context, savoring refers to a cognitive form of emotion regulation used to maintain and extend positive emotional experiences and is considered to contribute to health and well-being. Chronic pain has been linked to reduced reward-seeking behavior. This is the first study to investigate the relationship between self-reported chronic pain and savoring. Methods We conducted an anonymous cross-sectional survey in a large non-clinical sample (opera, theater, and cabaret visitors; n = 322). The variables were assessed with a two-item-questionnaire. Results Self-reported chronic pain was significantly negatively correlated with savoring (r = -.547) Conclusion Altogether, this result helps to develop a better understanding of the effects of chronic pain in humans and to shed light on state-dependent differences in aesthetic experiences.

Sign in / Sign up

Export Citation Format

Share Document