Clarifying the dynamic interrelation of conflicts between the work and home domain and counterproductive work behaviour

This study investigates the daily relationship between experiencing home–work conflict (HWC) and an employee’s performance of counterproductive work behaviour (CWB) directed towards the individual (CWBI) and CWB directed towards the organization (CWBO). Moreover, we examine whether these relationships are buffered by family supportive supervisor behaviour. Finally, we investigate whether CWBs directed towards the individual and the organization are related to feelings of work–home conflict (WHC). We examined the daily diary data using multilevel path analyses. We found support for a significant positive relation between HWC and same as well as next-day CWB enacted towards the individual, and same-day CWB directed towards the organization. General levels of family supportive supervisor behaviour buffered an employee’s daily relationship between experiencing HWC and enacting counterproductive work behaviour towards the individual, and are directly and negatively related with enacting CWB towards the individual and the organization. Furthermore, daily CWB enacted towards the individual was significantly positive, whereas CWB enacted towards the organization was significantly negatively related to WHC. Future research would benefit from examining buffering effects on the resource-depleting relationship between counterproductive work behaviour enacted towards the individual and WHC.     

State work engagement and state affect: Similar yet distinct concepts

State work engagement (SWE), a multidimensional construct of work-related well-being, was originally conceptualized as a trait, but diary studies have revealed substantial within-person fluctuations. Given that SWE is conceptualized as a work-related affective-motivational construct, the question arises as to whether SWE can be differentiated from other affective constructs. Thus, the goal of the present study was to compare SWE and state affect with respect to their degree of within-person variability and to examine their distinct relationships with health and performance variables (i.e., sleep quality and job performance). Fifty-two employees (44% female) participated in the study, which included 3 assessments per day over the course of 2 weeks. Our results revealed that energetic arousal and tense arousal fluctuated more strongly within days than vigor and absorption. Multilevel analyses demonstrated that high sleep quality predicted higher state affect but not higher SWE. In addition, vigor exhibited an inverted U-shaped relation with performance. In sum, SWE as a time-varying construct showed some overlap with state affect but also demonstrated discriminant validity.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.     

Exercise after work,psychological mediators,and affect: A day-level study

In this diary study, we tested the recovery potential of exercise activities during leisure time and examined the psychological mechanisms underlying the relation between exercise activities and affect. We hypothesized that spending time on exercise activities after work will be related to subsequent affect in the evening, and that psychological detachment from work, sense of belonging, and physical self-perceptions explain why exercise activities are related to subsequent affect. One-hundred and twenty-six participants from diverse occupations completed a diary twice a day over five consecutive work days. Multilevel analyses showed that exercise activities after work were related to positive, but not to negative affect in the evening. As proposed, psychological detachment, sense of belonging, and physical self-perceptions mediated the relation between exercise activities after work and positive affect in the evening.     

服务型领导影响工作繁荣的动态双向机制

本研究基于资源保存理论, 采用动态追踪设计与双向影响设计, 通过文献研究和追踪问卷调查研究等方法, 揭示服务型领导对个人及团队工作繁荣影响的跨层作用机制、边界条件以及服务型领导与下属的双向影响过程, 从而增进对服务型领导作用机制的理解, 深化对领导本身动态变化本质的理解, 拓展工作繁荣前因变量的研究, 也为各类组织改善领导方式、提高领导效能、促进员工工作繁荣提供指导。     

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Based on the stressor‐emotion model, we propose that negative affect mediates the relationship between three role stressors (i.e., role ambiguity, role conflict, and role overload) and counterproductive work behavior (CWB), while proactive personality moderates the relationships between negative affect, role stressors, and CWB. We tested our hypotheses using data from 332 employees in Mainland China. We found that negative affect mediated the relationships between the three dimensions of role stressors and CWB. Role ambiguity was most strongly associated with CWB, followed by role conflict and then role overload. Proactive personality moderated the role ambiguity‐negative affect, role conflict‐negative affect, and negative affect‐CWB relationships, but not the relationship between role overload and negative affect.     

Daily playful work design: A trait activation perspective

We introduce the concept of daily playful work design (PWD) and test the factorial validity of a new instrument to assess PWD. Using trait activation theory, we hypothesize that employees who are more open to experiences and playful will be more engaged and creative in their work on the days they playfully design their work activities. We tested the factorial validity of the instrument and our hypotheses in a sample of 88 employees who answered questionnaires during five consecutive workdays (N = 391 observations). The multilevel analyses yielded evidence for the psychometric quality of the PWD instrument and generally supported the hypotheses. The traits openness and playfulness moderated the relationship of daily PWD behaviors with daily work engagement and creativity.     

Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy

Adopting a dynamic within-person perspective on employee innovation, the present study investigates the role of situational job autonomy and momentary work engagement as day-level correlates of innovative behaviour. Anticipating individual differences in the strength of these intraindividual associations, we propose dispositional creative self-efficacy (CSE) to serve as a cross-level moderating influence amplifying the day-specific predictive power of autonomy and work engagement for innovative behaviour. Hierarchical linear modelling analyses of the nested data from 123 employees surveyed over 5 consecutive work days suggest that both autonomy and work engagement positively predict self-reported innovative behaviour on a daily basis. Whereas the engagement–innovation link emerges as homogenous across persons, results indicate that the daily within-person effect of autonomy on innovative behaviour varies significantly as a function of CSE such that it is greater for individuals who hold higher rather than lower CSE beliefs. Implications for future research, limitations, and practical implications are discussed.     

Personal initiative,commitment and affect at work

This paper reports two studies on the relationships between employees' personal initiative, affect and commitment. The results of Study 1 among 390 health care sector employees show that individuals' self‐rated personal initiative is related to affect as well as affective commitment to four distinguishable foci, namely the organization, supervisor, work‐group and career. Commitment explains unique variance in personal initiative, even when controlling for demographic variables and positive and negative work affect. As Study 1 relied solely on self‐report data, multi‐source data were gathered for Study 2 (N = 80). This allowed retesting the hypotheses using both self‐ and manager‐ratings of initiative. Results showed that commitment explains variance in both self‐ and manager‐rated initiative beyond demographics and affect. For self‐rated initiative, team commitment explains most variance, whereas for manager‐rated initiative, organizational commitment does.     

Psychosocial work factors, physical work load and associated musculoskeletal symptoms among home care workers

This study was based on a questionnaire and included a group of home care workers (HCW) (n = 305) and a reference group of municipal employees (n = 694). The relationship between the work environment and musculoskeletal symptoms was analysed. The HCW were less satisfied with their control over their work and stimulus from their work and had a higher physical work load and prevalence of musculoskeletal symptoms, compared with the reference group. The Rate Ratio (RR) of neck and shoulder symptoms among HCW was 83 and 54 %, respectively, higher among those reporting a "high" psychological work load compared with those reporting a "low" load. The highest RR for a single risk indicator was 2.5, and this concerned low-back symptoms among HCW who often worked with twisted postures. A combination of "poor" psychosocial work environment and "high" physical work load produced the highest RR for work-related neck (RR = 2.57) and shoulder (RR = 2.13) symptoms.     

Treating work inhibition in group psychotherapy

Work Inhibition, defined as an impaired ability to pursue one's career goals, may be treated by combined individual and group therapy. The author presents a method for assessing the degree of work difficulty, a psychodynamic understanding of the problem, and an approach to treatment. He proposes that helping the patient work more actively in group will generalize to the workplace and reduce inhibition. A clinical illustration is provided.     

Career adaptability and proactive work behaviour: A relational model

Research on career adaptability has found that it helps people adapt at work. However, in modern uncertain and dynamic work environment, people need to perform proactive work behaviour to ensure individual effectiveness. Thus, to understand how career adaptability advances career development, it is necessary to examine its influences on proactive work behaviour. Adopting a relational perceptive, the current paper proposed leader-member exchange and perceived coworker support as the mediators and future work self salience as a moderator. Data were collected with a three-wave design in China. Findings largely supported the propositions, albeit showing partial mediation effects. This study extends existing understandings of the role of career adaptability at work, provides a new perspective about why it influences work-related outcomes and enriches the knowledge about the antecedents of proactive work behaviour.