scholarly journals Development of Teachers’ Emotional Adjustment Performance Regarding Their Perception of Emotional Experience and Job Satisfaction During Regular School Operations, the First and the Second School Lockdown in Austria

2021 ◽  
Vol 12 ◽  
Author(s):  
Katharina-Theresa Lindner ◽  
Hannu Savolainen ◽  
Susanne Schwab
Keyword(s):  
Job Satisfaction ◽  
Online Survey ◽  
Emotional Experience ◽  
Emotional Adjustment ◽  
Well Being ◽  
Path Model ◽  
Regular School ◽  
Emotional Activation ◽  
High Level

Starting with the COVID-19 pandemic, research intensively investigated the effects of school lockdowns on involved stakeholders, such as teachers, students and parents. However, as research projects had to be hurriedly conducted, in-depth and longitudinal studies are lacking. Therefore, the current study uses data from a longitudinal study to investigate the well-being of Austrian in-service teachers during the COVID-19 pandemic. In total 256 teachers took part at both measurement waves and participated in an online survey. Standardized questionnaires were used to assess teachers’ perception of emotional experiences and job satisfaction before COVID-19 (retrospective, t1), during the first (in situ, t2) and during the second school lockdown (in situ, t3). The results indicated that the vast majority of teachers generally felt a high level of job satisfaction. However, teachers’ satisfaction decreased between regular teaching and school lockdowns. Similarly, positive emotional activation was reduced and negative activation increased. Further, results from a positive activation cross-lagged path model indicated that the lack of positive activation led to lower job satisfaction. For negative emotional activation, job satisfaction during the first school lockdown predicted negative activation at the second lockdown.

scholarly journals High-involvement management practices, job control, and employee well-being in the public and private sectors. Evidence from Finland

2018 ◽  
Vol 24 (4) ◽  
pp. 467-486
Author(s):  
Laura Peutere ◽  
Antti Saloniemi ◽  
Simo Aho ◽  
Jouko Nätti ◽  
Tapio Nummi
Keyword(s):  
Job Satisfaction ◽  
Management Practices ◽  
Well Being ◽  
Job Control ◽  
Public And Private ◽  
High Involvement ◽  
Logistic Regression Models ◽  
The Public ◽  
High Level ◽  
High Involvement Management

The connection between high-involvement management (HIM), entailing heavy employee involvement, and employee well-being is a controversial and widely discussed topic. Clarifying how job satisfaction and stress are connected to HIM and job control (the control employees have over their work), this study is based on data from two Finnish sources: an employer survey investigating the extent of HIM within an organisation, and employee assessments of job control, stress and job satisfaction. Logistic regression models were used as the study method. In contrast to previous Finnish studies, our findings show that HIM seems hardly to benefit employee well-being. Especially in the public sector, the correlation between extensive HIM and employee well-being turned out to be negative. However, HIM in the private sector was positively related to job satisfaction. As expected, a high level of job control was regularly associated with greater well-being.

scholarly journals Do wage and wage satisfaction compensate for the effects of a dissatisfying job on life satisfaction?

2019 ◽  
Vol 45 ◽  
Author(s):  
Jacob A. De Coning ◽  
Sebastiaan Rothmann ◽  
Marius W. Stander
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Well Being ◽  
Ethical Behaviour ◽  
Satisfaction Level ◽  
Wage Level ◽  
Data Set ◽  
Convenience Sample ◽  
Low Level ◽  
High Level

Orientation: Research regarding subjective well-being (including life satisfaction and domain-specific satisfaction) is necessary, given the effects thereof on health, work performance, social relationships and ethical behaviour of employees.Research purpose: This study aimed to investigate the relationships among life satisfaction, job satisfaction and wage satisfaction, as well as how these relationships related to gross wage category in a South African sample.Motivation for the study: While research has shown that wage level and wage satisfaction are positively associated with both job and life satisfaction, the question arises whether wage level and satisfaction would compensate for the negative effect of a dissatisfying job on life satisfaction.Research approach/design and method: A cross-sectional design was used. A non-probability convenience sample (N = 763) in the form of the WageIndicator data set was obtained. Hierarchical log-linear analyses and cross-tabulations were carried out to determine the relationships that existed among the constructs.Main findings: Although job satisfaction and wage satisfaction were strongly related at a low level of wage satisfaction, fewer people were satisfied with their jobs at a high level of wage satisfaction level. Moreover, while job and life satisfaction were strongly related at a low level of job satisfaction level, relatively fewer people were satisfied with their lives at a high level of job satisfaction level. Wage dissatisfaction was associated with dissatisfaction with life but was more strongly associated with life satisfaction at a high level of wage satisfaction. Wage category and wage satisfaction did not interact with the job satisfaction level in affecting life satisfaction.Practical/managerial implications: Managers should attend to the perceptions of wage dissatisfaction at low wage and wage satisfaction levels. Such dissatisfaction may have a negative impact on the job and life satisfaction of employees and result in detrimental effects on employees and organisations.Contribution/value-add: This study contributes to scientific knowledge regarding the relationships between wage, wage satisfaction, job dissatisfaction and life satisfaction.

scholarly journals The Executive Skills Questionnaire-Revised: Adaptation and Psychometric Properties in the Working Context of Malaysia

2021 ◽  
Vol 18 (17) ◽  
pp. 8978
Author(s):  
Hira Nasir ◽  
Chee-Seng Tan ◽  
Kai-Shuen Pheh
Keyword(s):  
Psychometric Properties ◽  
Emotional Regulation ◽  
Work Performance ◽  
Online Survey ◽  
Executive Dysfunction ◽  
Well Being ◽  
Five Dimensions ◽  
Executive Skills ◽  
Excellent Internal Consistency ◽  
High Level

Executive functions (EFs) are a set of high-level cognitive and behavioral monitoring skills that are important to employees’ work performance. The 25-item Executive Skills Questionnaire-Revised (ESQ-R) measures executive dysfunction in five dimensions (e.g., emotional regulation). Nevertheless, the usability of this newly developed scale for employees remains unclear. The present study evaluated the psychometric properties of the adopted ESQ-R for working adults in Malaysia. A total of 325 employees responded to an online survey consisted of the ESQ-R, Executive Function Index (EFI), self-rated creativity scale (SRCS), and 9-item Utretch Work Engagement Scale (UWES-9) and Employee Well-being Scale. Several CFAs were conducted to compare three competing models. While all models showed a good fit, the 5-factor second-order model that is in line with the theoretical structure is preferable. The ESQ-R showed excellent internal consistency. Moreover, the ESQ-R score was negatively correlated with EFI, creativity, and UWES-9 scores, supporting the convergent, discriminant, and concurrent validity. The ESQ-R score also explained incremental variance in well-being above and beyond scores of the UWES-9 and SRCS. Taken together, the ESQ-R is a useful tool for assessing employees’ executive dysfunction and suggesting intervention programs helping employees with deficits in EFs.

scholarly journals A Survey to Evaluate the Association of COVID-19 Restrictions on Perceived Mood and Coping in Australian Community Level Athletes

2021 ◽  
Vol 3 ◽  
Author(s):  
Caitlin Fox-Harding ◽  
Sarah Ann Harris ◽  
Shane L. Rogers ◽  
Shayne Vial ◽  
Philipp Beranek ◽  
...  
Keyword(s):  
Online Survey ◽  
Negative Impact ◽  
Emotional Experience ◽  
Well Being ◽  
Community Level ◽  
Brief Cope ◽  
Australian Community ◽  
Unexpected Findings ◽  
And Coping ◽  
The Impact

Highlights:No differences in coping or well-being in Australian community athletes based on the level of support received during COVID-19 restrictions.Community level athletes had better coping when a training program was provided.No difference between individual or team community athletes for well-being or coping scores. Australian community level athletes faced unprecedented changes to their training and competition options as the global COVID-19 pandemic took a stronghold. This disruption was predicted to have a negative impact on emotional well-being as communities braced through periods of social isolation and physical distancing requirements. This study provides an Australian perspective on the emotional well-being of community level athletes and the extent to which they coped during the COVID-19 pandemic. Emotional well-being and coping were measured using the Brief Emotional Experience Scale and the 28-item Brief Cope Scale. Both instruments were administered along with other questions pertaining to participant demographics and training status via an online survey between April and June 2020. The survey was disseminated to community athletes through word-of-mouth and social media platforms. No significant differences in emotional well-being were observed between athlete groups as a result of COVID-19 and its associated restrictions. Coping scores also appeared to be preserved in Australian community athletes, which contrasts the impact expected as a result of the COVID-19 pandemic. While tentative, the observed preservation in coping may have buffered potential declines in emotional well-being, which has been documented in professional and semi-professional athletes and the general population. These unexpected findings and tentative suppositions warrant further investigation and highlight the importance of conducting a country- or region-specific approach to examining the impact of COVID-19 on community athletes, as responses to COVID-19 are undoubtedly not consistent throughout the world.

scholarly journals Investigating The Benefits of Online Running Groups On The Well-Being of Their Female Running Members

2021 ◽  
Author(s):  
Susan Hughes ◽  
Anne Moorhead
Keyword(s):  
Social Media ◽  
Research Design ◽  
Online Survey ◽  
Well Being ◽  
Mental Wellbeing ◽  
Perceived Benefits ◽  
Low Level ◽  
High Level ◽  
Moderate Range ◽  
Over Time

Abstract BackgroundOnline running communities are becoming increasingly prevalent within social media, and many groups have been exclusively established for female runners. The aim of this study was to investigate the wellbeing benefits and limitations of using Facebook running groups among women. MethodologyThe research design was a quantitative online survey. This survey was completed by 349 adult members of Facebook running groups for women. The online survey consisted of a validated scale, the Warwick-Edinburgh Mental Wellbeing Scale (WEMWBS), to calculate individual wellbeing scores. Data were analysed using SPSS, conducting descriptives, frequencies and correlations tests. ResultsThe results showed that 14% of participants’ scores indicated a high level of wellbeing, 66% had a wellbeing score in the moderate range and 21% of participants scored in the range of low-level wellbeing. Participants specified how they perceived women’s running Facebook groups to benefit or limit areas of wellbeing. Responses indicated perceived benefits to sense of optimism, interest in other people and sense of feeling good about themselves. There were negligible perceived wellbeing limitations. Members who had been running for the longest reported to engage more frequently with the groups, which may suggest their identities as runners have strengthened over time. ConclusionOverall, this study clearly found that women’s running Facebook groups can provide wellbeing benefits for their members.

Does well-being differ across customer value cocreation practice styles? An empirical study in a chronic health context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tram-Anh Ngoc Pham ◽  
Jillian Carol Sweeney ◽  
Geoffrey Norman Soutar
Keyword(s):  
Customer Value ◽  
Online Survey ◽  
Service Providers ◽  
Well Being ◽  
Content Type ◽  
Highly Active ◽  
Different Types ◽  
Value Cocreation ◽  
High Level ◽  
Practical Implications

Purpose Drawing on an extensive range of activities across different types, including mandatory (customer), mandatory (customer or organisation), voluntary in-role and voluntary extra-role activities, this study aims to identify different health-care customer value cocreation practice styles based on the combinations of value cocreation activities they undertake and empirically examine how customers adopting different styles differ in terms of well-being and satisfaction. Design/methodology/approach The study was conducted across health customers with a variety of chronic conditions. Data were collected from three focus groups and an online survey. Findings Five customer practice styles, namely, the highly active, other-oriented, provider-oriented, self-oriented and passive compliant customers, were revealed. While a moderate to a high level of activities is often recommended as it is associated with higher levels of physical, psychological, existential and social well-being and customer satisfaction, the results also suggest there is no single ideal style as different styles may be associated with the same level of outcomes. Research limitations/implications As customers cocreate value differently, it is crucial to understand the underlying heterogeneity and its implications to outcomes. Practical implications Highly active and provider-oriented are the two styles that should be particularly encouraged because of their association with positive outcomes. Personalised strategies need to be developed and resources need to be put in place to build productive relationships amongst service providers, customers and peers and to increase the perceived value of such interactions so as to shift customers towards more active styles. Originality/value The study advances the understanding of customer value cocreation and its link to well-being by empirically deriving five distinct practice styles and demonstrating how they differ across meaningful well-being and satisfaction dimensions.

scholarly journals Workload, work satisfaction and burnout among Hungarian female residents. Results of representative, online survey

2014 ◽  
Vol 155 (46) ◽  
pp. 1831-1840 ◽  
Author(s):  
Zsuzsa Győrffy ◽  
Edmond Girasek
Keyword(s):  
Online Survey ◽  
Critical Mass ◽  
Work Satisfaction ◽  
Well Being ◽  
Personal Accomplishment ◽  
Control Group ◽  
Cross Sectional ◽  
Important Indicator ◽  
Financial Status ◽  
High Level

Introduction: Years of residency are the most challenging period of a medical carrier. Aim: The aim of this study was to analyze female residents’ (n = 380) workload, work satisfaction and burnout. Method: Data in this representative, cross-sectional epidemiological study were obtained from online questionnaires completed by 380 female residents. For a wider interpretation of the data, male residents (n = 176) were included in the analysis as a control group. Results: The average weakly work hours of female residents were 66 hours and 70% of them felt overloaded. The medium and high level personal accomplishment was 75.9%, the emotional exhaustion was 58% and the medium and high level of depersonalization subscale was 53%. Female residents were mostly dissatisfied with working conditions, financial status, and prestige of her work. Dissatisfaction with the Hungarian health system was about 80% and nearly a quarter of respondents were considering working abroad. Conclusions: Female residents represent the “critical mass” of the young doctors. Residents’ well-being is an important indicator of the functioning and effectiveness of the health care system. Orv. Hetil., 2014, 155(46), 1831–1840.

scholarly journals Identifying policies and strategies for general practitioner retention in direct patient care in the United Kingdom: a RAND/UCLA appropriateness method panel study

2019 ◽  
Vol 20 (1) ◽  
Author(s):  
Rupa Chilvers ◽  
Suzanne H. Richards ◽  
Emily Fletcher ◽  
Alex Aylward ◽  
Sarah Dean ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
United Kingdom ◽  
General Practitioner ◽  
Online Survey ◽  
Panel Study ◽  
Well Being ◽  
Direct Patient Care ◽  
Future Research ◽  
The United Kingdom ◽  
The Impact

Abstract Background The United Kingdom (UK) is experiencing a general practitioner (GP) workforce retention crisis. Research has focused on investigating why GPs intend to quit, but less is known about the acceptability and effectiveness of policies and strategies to improve GP retention. Using evidence from research and key stakeholder organisations, we generated a set of potential policies and strategies aimed at maximising GP retention and tested their appropriateness for implementation by systematically consulting with GPs. Methods 28 GP Partners and GPs working in national stakeholder organisations from South West England and London were purposively sampled, and asked to take part in a RAND/UCLA Appropriateness Method panel. Panellists were asked to read an evidence briefing summary, and then complete an online survey on two occasions. During each round, participants rated the appropriateness of policies and strategies aimed at improving GP retention using a nine point scale (1 ‘extremely inappropriate’ to 9 ‘extremely appropriate’). Fifty-four potential policies and strategies (equating to 100 statements) were tested, focusing on factors influencing job satisfaction (e.g. well-being, workload, incentives and remuneration, flexible working, human resources systems). Ratings were analysed for panel consensus and categorised based on appropriateness (‘appropriate’, ‘uncertain’, ‘inappropriate’). Results 12/28 GPs approached agreed to take part, 9/28 completed two rounds of the online survey between February and June 2018. Panellists identified 24/54 policy and strategy areas (41/100 statements) as ‘appropriate’. Examples included providing GP practices ‘at risk’ of experiencing GP shortages with a toolkit for managing recruitment and retention, and interventions to facilitate peer support to enhance health and wellbeing, or support portfolio careers. Strategies to limit GP workload, and manage patient demand were also endorsed. Conclusions The panel of experienced GPs identified a number of practical ways to improve GP retention through interventions that might enhance job satisfaction and work-life balance. Future research should evaluate the impact of implementing these recommendations.

scholarly journals Schoolteachers' Resilience Does but Self-Efficacy Does Not Mediate the Influence of Stress and Anxiety Due to the COVID-19 Pandemic on Depression and Subjective Well-Being

2021 ◽  
Vol 12 ◽  
Author(s):  
Inn-Kyu Cho ◽  
Jihoon Lee ◽  
Kyumin Kim ◽  
Joohee Lee ◽  
Sangha Lee ◽  
...  
Keyword(s):  
Teacher Efficacy ◽  
Self Efficacy ◽  
Online Survey ◽  
Well Being ◽  
Subjective Well Being ◽  
Health Questionnaire ◽  
Psychological Well Being ◽  
Resilience Scale ◽  
High Level ◽  
School Tasks

Objectives: In the current coronavirus disease (COVID-19) pandemic, schoolteachers experience stress from addressing students or performing school tasks that may result in burnout. This study aimed to observe whether teachers' stress and anxiety due to the pandemic can influence their depression or psychological well-being and examine whether their resilience or self-efficacy mediates this association.Methods: During March 4–15, 2021, 400 teachers participated and responded voluntarily to an online survey that included the Stress and Anxiety to Viral Epidemics-9 items (SAVE-9), the Teacher-Efficacy Scale, the Brief Resilience Scale (BRS), the WHO-5 Well-Being Index, and the Patients Health Questionnaire-9 items.Results: High psychological well-being of teachers in COVID-19 pandemic era was expected by a low SAVE-9 score (aOR = 0.95; 95% CI, 0.91–0.99), a high level of self-efficacy (aOR = 1.03; 95% CI, 1.01–1.06), and a high BRS score (aOR = 1.18; 95% CI, 1.10–1.27). Moreover, teachers' resilience mediated the effects of stress and anxiety from the COVID-19 pandemic on their subjective well-being or depression.Conclusions: Schoolteachers' subjective well-being and depression were influenced by high levels of stress and anxiety of the viral epidemic, and their resilience mediated this relationship in this COVID-19 pandemic era.

scholarly journals Linking Wise Organizations to Wise Leadership, Job Satisfaction, and Well-Being

2021 ◽  
Vol 6 ◽  
Author(s):  
Monika Ardelt ◽  
Bhavna Sharma
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Customer Service ◽  
Time Pressure ◽  
Well Being ◽  
Path Model ◽  
Societal Implications ◽  
Employee Productivity ◽  
Subjective Well Being ◽  
Employee Job Satisfaction

Objective: Research shows that wisdom benefits individuals, but is this also true for organizations? To answer this question, we first delineated the characteristics of wise and not-so-wise organizations in the areas of goals, approach, range, characteristics of leaders and employees, and perception of aging, using a framework derived from comparing wisdom with intellectual knowledge. Guided by this framework, we then tested whether wise organizations have a positive effect on employees’ physical and subjective well-being mediated by wise leadership and job satisfaction.Method: We created a wise organization index for nine organizations from the 2007–2008 Age and Generations Study based on 74 to 390 average employees’ ratings of perceived work opportunities for training and development, flexibility at work, absence of time pressure at work, work-life balance, satisfaction with work benefits, job security, and job opportunities. A mediated path model was analyzed to test the hypothesis. The sample contained 821 employees (age range 19–74 years; M = 41.98, SD = 12.26) with valid values on wise (fair and supportive) leadership at the first wave of data collection and employee job satisfaction (career as calling, satisfaction with career progress, engagement at work, and organizational commitment) and physical and subjective well-being at the second wave of data collection at least 6 months later.Findings: Results confirmed that the positive associations between the organizations’ overall wisdom index and employees’ physical and subjective well-being scores at Wave 2 was mediated by employees’ perception of wise leadership at Wave 1 and employee job satisfaction at Wave 2.Originality/value: This study fills a gap in the organizational wisdom literature by 1) systematically contrasting the characteristics of wise organizations with not-so-wise organizations, 2) creating a novel wise organization index, and 3) testing the effects of wise organizations and wise leadership on employees’ job satisfaction and physical and subjective well-being.Practical and societal implications: The results suggest that wise organizations encourage wise leadership, and wise leadership, in turn, fosters job satisfaction, which benefits employees’ physical and subjective well-being. Hence, wise organizations ultimately enhance workers’ well-being, which likely contributes to the success and reputation of the organization through higher employee productivity and better customer service.

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