scholarly journals An App-Based Workplace Mindfulness Intervention, and Its Effects Over Time

2021 ◽  
Vol 12 ◽  
Author(s):  
Yizhen Lu ◽  
Julien Remond ◽  
Michael Bunting ◽  
Remus Ilies ◽  
Neha Tripathi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Field Study ◽  
Emotional Exhaustion ◽  
Growth Curve ◽  
Work Engagement ◽  
Indirect Effects ◽  
Work Outcomes ◽  
Mindfulness Intervention ◽  
Positive Effect ◽  
Over Time

We investigated the week-to-week effects of a mindfulness intervention on emotional exhaustion, work engagement, and job satisfaction in a field study involving 218 participants who participated and reported their weekly outcomes during the 8-week program. To examine how mindfulness impacted work outcomes, we used intraindividual modeling of the 8-week data. Mindfulness increased over time, and time also had indirect effects on emotional exhaustion, work engagement, and job satisfaction, through mindfulness. Supplementary growth curve analyses on the improvement of mindfulness over time showed a slight decrease in the positive effect of time on mindfulness.

De invloed van rechtvaardigheid op werkuitkomsten: een longitudinaal perspectief

2007 ◽  
Vol 20 (4) ◽  
Author(s):  
Jan Fekke Ybema
Keyword(s):  
Job Satisfaction ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Emotional Exhaustion ◽  
Work Outcomes ◽  
Perceived Justice ◽  
Procedural Injustice ◽  
Over Time ◽  
Distributive Injustice

The effects of justice on work outcomes: a longitudinal perspective The effects of justice on work outcomes: a longitudinal perspective J.F. Ybema, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 409-426 A longitudinal three-wave study among 1597 employees examines how procedural and distributive justice are related to job satisfaction and burnout (emotional exhaustion). It was predicted that perceived justice and work outcomes mutually influence each other over time. In line with these predictions, distributive injustice enhanced burnout a year later, whereas burnout in turn enhanced future procedural injustice. Furthermore, procedural justice and job satisfaction mutually augmented each other: higher procedural justice enhanced job satisfaction a year later, and higher job satisfaction also enhanced future procedural justice. This research confirms the importance of justice in organizations as a means to enhance wellbeing of people at work.

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals Effect of job stress, emotional weakness and job satisfaction on intention to leave

2019 ◽  
Vol 6 (4) ◽  
pp. 97-106
Author(s):  
Putu Melati Purbaningrat Yo ◽  
W. G. Supartha
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Linear Regression Analysis ◽  
Secondary Data ◽  
Intention To Leave ◽  
Total Sample ◽  
Multiple Linear Regression Analysis ◽  
Continuance Commitment ◽  
Positive Effect

This study used variable job stress, job satisfaction, job exhaustion and intention to leave. Aim to examine the effect of job stress variables on intention to leave, job satisfaction on intention to leave, emotional exhaustion on intention to leave. Strengthened on the basis of the theory of discrepancy theory, two-factor theory and continuance commitment. This study uses saturated sampling, which is a total sample of 48 employees operating at Matahari Department Store, Lipo Mall, Kuta Mall. The method of data collection uses interviewees and questionnaires with primary and secondary data sources. The results of the study using multiple linear regression analysis showed job stress has a positive effect on intention to leave, job satisfaction has a negative effect on intention to leave and emotional exhaustion has a positive effect on intention to leave.

Mitigating influence of transcendence on politics perceptions’ negative effects

2018 ◽  
Vol 33 (2) ◽  
pp. 176-195 ◽  
Author(s):  
Diane Lawong ◽  
Charn McAllister ◽  
Gerald R. Ferris ◽  
Wayne Hochwarter
Keyword(s):  
Job Satisfaction ◽  
Cognitive Style ◽  
Emotional Exhaustion ◽  
Work Outcomes ◽  
Work Effort ◽  
Negative Effects ◽  
Content Type ◽  
Individual Level ◽  
Working Adults ◽  
Job Tension

Purpose The purpose of this paper is to examine how a cognitive process, transcendence, moderates the relationship between perceptions of organizational politics (POPs) and several work outcomes. Design/methodology/approach Participants across two studies (Study 1: 187 student-recruited working adults; Study 2: 158 information technology employees) provided a demographically diverse sample for the analyses. Key variables were transcendence, POPs, job satisfaction, job tension, emotional exhaustion, work effort, and frustration. Findings Results corroborated the hypotheses and supported the authors’ argument that POPs lacked influence on work outcomes when individuals possessed high levels of transcendence. Specifically, high levels of transcendence attenuated the decreases in job satisfaction and work effort associated with POPs. Additionally, transcendence acted as an antidote to several workplace ills by weakening the increases in job tension, emotional exhaustion, and frustration usually associated with POPs. Research limitations/implications This study found that transcendence, an individual-level cognitive style, can improve work outcomes for employees in workplaces where POPs exist. Future studies should use longitudinal data to study how changes in POPs over time affect individuals’ reported levels of transcendence. Practical implications Although it is impossible to eliminate politics in organizations, antidotes like transcendence can improve individuals’ responses to POPs. Originality/value This study is one of the first to utilize an individual-level cognitive style to examine possible options for attenuating the effects of POPs on individuals’ work outcomes.

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.

scholarly journals The Grid of Burnout, Engagement and Job Satisfaction: a Case Study in Greece

2021 ◽  
Vol 11 (4) ◽  
pp. 24
Author(s):  
George S. Androulakis ◽  
Dimitra Ap. Georgiou ◽  
George Nikolaou
Keyword(s):  
Job Satisfaction ◽  
Item Response ◽  
Work Engagement ◽  
Positive Sign ◽  
Structural Elements ◽  
Economic Sectors ◽  
Research Outcome ◽  
Positive Effect ◽  
Practical Implications

Work engagement’s relation with burnout intensively concerns the research community. A plethora of works has tried to interpret the kind of correlation of the above structures with reference to their structural elements and phenomena deriving from their common causal network. Therefore, in this research, the correlation between work engagement and burnout is investigated via their main structural elements and on the basis of job satisfaction’s interpretive role. For this purpose, the responses of 561 employees from various economic sectors in Greece, were analyzed using path analysis after the data had first been approached via item response theory. Job satisfaction’s interpretive role appeared to be of importance in regards to the positive sign of the correlation between work engagement and burnout as emerged in this work. The intrinsic job satisfaction’s positive effect on both constructs that is burnout and work engagement, also arose as a research outcome, while the extrinsic job satisfaction appeared to operate positively to work engagement and negatively to burnout, regulating in this way the overall correlation exerted, therefore giving rise to theoretical and practical implications.

scholarly journals Psychological Climate for Caring and Work Outcomes: A Virtuous Cycle

2020 ◽  
Vol 17 (19) ◽  
pp. 7035
Author(s):  
Dorota Weziak-Bialowolska ◽  
Piotr Bialowolski ◽  
Carlued Leon ◽  
Tamar Koosed ◽  
Eileen McNeely
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Feedback Loop ◽  
Psychological Climate ◽  
Work Outcomes ◽  
Temporal Association ◽  
Specific Work ◽  
Reverse Relationship ◽  
Virtuous Cycle ◽  
Organizational Climates

The current literature’s focus on unidirectional effects of psychological and organizational climates at work on work outcomes fails to capture the full relationship between these factors. This article examines whether a psychological climate for caring contributes to specific work outcomes and investigates whether work outcomes support the climate for caring, creating a feedback loop. Results confirm a bi-directional, temporal association between perceived climate for caring and two of the four explored work outcomes: self-reported productivity and self-reported work quality. The effect of a perceived caring climate on these work outcomes was stronger than the effect in the opposite direction. The perception that the work climate was caring was also found to affect work engagement, but the reverse relationship was not identified. We did not find any evidence for a link between job satisfaction and a climate for caring at work in either direction.

Psychological contract and work outcomes during COVID-19 pandemic

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anushree Karani ◽  
Payal Trivedi ◽  
Heena Thanki
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Psychological Contract ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
Psychological Contract Fulfillment ◽  
Worker Support ◽  
The Impact

PurposeThe purpose of the current research is to examine the impact of psychological contract fulfillment on work outcomes i.e. organizational commitment and job satisfaction during the COVID-19 pandemic. It also aims to check the mediating role of co-worker support and work engagement on organizational outcomes.Design/methodology/approachThe current study has adopted a quantitative approach and a cross-sectional research design has been used with a snowball sampling technique. Data were collected via a structured questionnaire through Google Docs from 926 respondents working at different capacities in the service sector. The study includes those respondents who are working from home during the COVID-19 pandemic situation. The hypotheses were tested using structural equation modeling (SEM).FindingsResults indicated that psychological contract fulfillment was positively impacting work outcomes i.e. organizational commitment and job satisfaction. Co-worker support and work engagement positively mediated the relationship between psychological contract fulfillment and work outcomes during the COVID-19 pandemic situation. Multi-group analysis proved that there was a difference in opinion regarding the impact of psychological contract fulfillment on organizational commitment and job satisfaction amongst males and females.Originality/valueThe novel contribution of the study is integrating social exchange theory, organization support theory and social information processing theory during the pandemic situation. The results highlighted meticulous empirical evidence, which answers the question as to how the met expectations cause an advantageous effect on the employees as well as the organizations in this COVID-19 pandemic situation.

scholarly journals Identity Leadership, Social Identity Continuity, and Well-Being at Work During COVID-19

2021 ◽  
Vol 12 ◽  
Author(s):  
Henning Krug ◽  
S. Alexander Haslam ◽  
Kathleen Otto ◽  
Niklas K. Steffens
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Social Identity ◽  
Field Study ◽  
Indirect Effects ◽  
Well Being ◽  
Team Members ◽  
Mediation Analyses ◽  
Identity Continuity ◽  
Health And Well Being

The COVID-19 pandemic has led to widespread remote working that has posed significant challenges for people’s sense of connection to their workplace and their mental health and well-being. In the present work, we examined how leaders’ identity leadership is associated with the well-being of employees in the context of the COVID-19 pandemic. Specifically, we examined how both leaders’ and team members’ identity leadership is associated with employees’ social identity continuity, and through this with their job satisfaction, burnout and loneliness at work. Employees (N = 363) participated in a field study during the COVID-19 pandemic, completing measures of their leader’s and team members’ identity leadership (i.e., entrepreneurship and impresarioship), social identity continuity, job satisfaction, burnout, loneliness at work. Results revealed that to the extent that employees perceived greater social identity continuity, they were more satisfied with their work and felt less lonely. Furthermore, mediation analyses revealed indirect effects of team members’ identity entrepreneurship on job satisfaction and loneliness via an increase in social identity continuity. Results suggest that to foster employees’ health and well-being in times of disruption, organizations might put in place practices that allow employees to maintain a sense of ‘we-ness’ at work by involving not only formal leaders but also other members of the organization.

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