职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。     

Office job sitting demand scale: Evidence of construct and predictive validity

Drawing on sedentary behavior and Job Demands-Resources theory, we developed a new scale for assessing office job sitting demand, conceptualized as job demand, and validated it using two independent samples. In Study 1 (N = 252), we developed the items and tested the Office Job Sitting Demand scales' factor structure through exploratory factor analysis. In Study 2 (N = 248), we tested the scales' factorial validity through confirmatory factor analysis. Indicators of measurement invariance showed no differences between participants who engage in leisure-time sport and participants who do not. Moreover, we tested convergent, discriminant, and criterion validity. We found significant positive associations with exhaustion, work pressure, and musculoskeletal complaints. The construct was unrelated to proactive vitality management and relaxation. Our results illustrate the relation between this new job demand in the workplace with employee well-being. Based on our findings, this newly developed instrument is valid and reliable and can be used to assess office job sitting demand to prevent burnout and health complaints.     

Work-role psychosocial flourishing: Its mediation role on workplace bullying and employee turnover intention

The study investigated the work-role of psychosocial flourishing attributes in countering workplace bullying behaviour and turnover intention. Data on participants’ perceptions of workplace bullying behaviour, turnover intentions, and psychosocial flourishing were collected from n = 373 employees in various South African organisations. Simple mediation modelling was utilised to determine psychosocial flourishing effects on workplace bullying - turnover intention. The results showed strong perceptions of workplace bullying to be related to high turnover intention with psychosocial flourishing partially explaining lower levels of turnover intent from strong perceptions of workplace bullying. Work-role psychological flourishing might be beneficial to workplace health and psychological safety as well as for reducing unwanted turnover.     

This is funny: on the beneficial role of self-enhancing and affiliative humour in job design

Building on positive psychology, the present study aims to address the role of humour in the workplace, and particularly in job design, one of the crucial job aspects contributing to employee well-being. Specifically, we examine the main effects of self-enhancing and affiliative types of humour both on burnout and work engagement. Furthermore, we study whether these humour styles serve as personal resources, moderating the associations of job hindrances (i.e., role conflict), job challenges (i.e., workload) and job resources (i.e., social support) with burnout and work engagement, as outlined in the Job Demands-Resources model. Results in a large sample of Belgian employees ( N = 1200) showed that both types of humour related negatively to burnout and positively to work engagement. No interactions between humour and the job characteristics were found in the prediction of burnout. The significant interactions in predicting work engagement showed that self-enhancing and affiliative humour played a positive role, particularly when role conflict and social support were low. No interactions with workload were found. The discussion aims to shed light on the unexpected results and to further the study of the humour-health hypothesis.     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发,分析社会自我效能感与工作幸福感及工作绩效之间的关系,并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查,结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系;职场排斥与工作幸福感和工作绩效有显著负向关系;职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥,进而体验到更高的工作幸福感,并获得更好的工作表现。     

Culture,Burnout, and Engagement: A Meta-Analysis on National Cultural Values as Moderators in JD-R Theory

Despite prominence and increasing application of the Job Demands-Resources (JD-R) theory across national contexts, the role of culture has not yet been systematically explored. We conducted a meta-analysis of 132 independent samples from 120 studies across 5 global regions (total N = 101,073) to fill this void. Our paper responds to long-standing concerns around neglecting differences in the relationships of workplace factors with burnout and engagement across national cultures by testing for a moderating role within JD-R theory. Results suggest strong support for the direct job demands-burnout and job resources-engagement pathways. Regarding the role of culture, our study reveals moderating roles for five out of six cultural dimensions using Hofstede’s framework. Interestingly, these cultural dimensions present a moderating impact towards relationships with either job demands or job resources, yet not both. Our findings offer a valuable starting point for further theoretical developments that can impact international business and global mobility. While these insights suggest a role of national cultural context in JD-R studies, sensitivity analyses showed that the findings were only partly stable.     

专念对工作重塑的影响：工作投入的中介作用

基于工作要求-资源理论,检验工作投入在专念与工作重塑之间的中介作用。以238名医务人员为研究对象,开展两阶段的追踪问卷调查。专念对工作重塑有积极的直接预测作用。另外,在横断数据中,工作投入在专念与工作重塑之间的中介作用显著。在纵向数据中,专念(T1)能正向预测工作投入(T2),进而影响工作重塑(T2),中介效应显著。专念(T1)能正向预测工作投入(T1),但工作投入(T1)不能显著正向预测两个月后的工作重塑(T2)。在一定的时间范围内,专念可以通过激发工作投入,进而促进工作重塑行为。     

Work engagement in the mining industry in South Africa: The role of tasks and relationships

The platinum mining sector in South Africa presents a significant context for the study of work engagement, given the major changes and turmoil experienced by employees in this sector. The aim of this study was to investigate the effects of task and relational factors on work engagement in the platinum mining industry in South Africa. A stratified random sample (N = 564) comprising employees in a platinum mining organisation in South Africa was surveyed (females = 35.1%, blacks = 51.6%, middle managers = 40.8%). The employees completed a biographical questionnaire and several other measures: the Engagement Scale, Supervisory Support Scale, Social Support Scale and Job Diagnostic Survey. The results supported a reliable three-factor structure (consisting of autonomy support, competence support, and relatedness support) for the Supervisory Support Scale. The structural model confirmed that task characteristics (comprising task significance and task identity) were strongly related to work engagement. Supervisor support and co-worker support showed a positive relationship with work engagement, albeit to a lesser extent.     

Workplace ethics culture and work engagement: The mediating effect of ethical leadership in a developing world context

This study examined the mediating effect of ethical leadership on the relationship between workplace ethics culture and work engagement among employees in a railway transport organisation in the Democratic Republic of the Congo (DRC). The sample consisted of permanently employed staff in a railway organisation in the DRC (n = 839; females = 32%). The employees were required to complete the Ethical Leadership Scale (ELS), the Ethical Corporate Virtue model (ECV) and the Utrecht Work Engagement Scale (UWES). Mediating regression analyses were conducted to predict work engagement from workplace ethics culture, partialling out ethical leadership. The results show that workplace ethics culture had a significantly positive effect on work engagement. The results further indicated that workplace ethics culture, through the mediation of perceived ethical leadership, had a significantly positive effect on the work engagement dimensions of vigour, dedication and absorption. The findings provide evidence that ethical leadership plays a crucial role in shaping workplace ethics culture and employees’ level of work engagement in an emerging country work setting.     

Validation of the work engagement,job satisfaction,psychological empowerment,and organisational citizenship measures in a mining sector setting in Zimbabwe

This study aimed to validate measures of work engagement, job satisfaction, psychological empowerment, and organisational citizenship for use with employees in a mining enterprise in Zimbabwe. Miners (N = 176, males = 85.2%, females = 1.3%; age range = 24–65 years; general workers = 92%) completed the Utrecht Work Engagement Scale (UWES), the Psychological Empowerment Scale (PES), the Minnesota Job Satisfaction Questionnaire (MSQ20), and Organisational Citizenship Behaviour Checklist (OCB-C20). Findings, following exploratory factor analysis, suggest scores from the UWES, PES, MSQ20, and OCB20 to be reliable for research purposes in the Zimbabwean mining sector setting.     

Teams make it work: how team work engagement mediates between social resources and performance in teams

In this study we analyze the mediating role of team work engagement between team social resources (i.e., supportive team climate, coordination, teamwork), and team performance (i.e., in-role and extra-role performance) as predicted by the Job Demands-Resources Model. Aggregated data of 533 employees nested within 62 teams and 13 organizations were used, whereas team performance was assessed by supervisor ratings. Structural equation modeling revealed that, as expected, team work engagement plays a mediating role between social resources perceived at the team level and team performance as assessed by the supervisor.     

Buffering emotional job demands: The interplay between proactive personality and team potency

The present study extends the research on Job Demands-Resources model by examining how the interplay between personal resource (i.e., proactive personality) and team resource (i.e., team potency) buffers employees' emotional job demands. We propose that, while emotional job demands may enhance employees' intention to quit, this positive effect is more pronounced when employees possess low, rather than high, proactive personality. Furthermore, such interaction effect is stronger when team potency is low. Our hypotheses were found supported by data collected from four hotels in China. The findings of this study provide important implications on how individuals may utilize personal and team resources to cope with emotional demands in their jobs.     

Supervisor support,flourishing, and intention to leave in a higher education setting

This study investigated the relationship between supervisor support, flourishing at work, and intention to leave in a South African higher education setting. Participants comprised a convenience sample of 339 academic employees from three universities of technology. They completed the Supervisor Behaviour Scale (SBS), Flourishing-at-Work Scale (Short Form: FAWS-SF), and the Turnover Intention Scale (TIS). The results showed that supervisor support (autonomy, competence, and relatedness of employees) predicted employees’ flourishing at work. Higher supervisor support was associated with lower intention to leave. Employees with work flourishing were less likely to report intention to leave.     

Person-environment fit,job satisfaction and intentions to leave: The moderating effect of leader empowering behaviour

This study sought to determine the possible indirect effect of person-environment (PE) fit on intentions to leave via job satisfaction and the moderating effect of leader empowering behaviour on job satisfaction and intentions to leave the work organisation. Participants were 398 employees working for a retail company in Gauteng Province, South Africa (females = 68.6 %, blacks = 58 %; managerial = 5.8 %; age range = under 20 to 60 years +). They completed the Perceived Fit Scale, Job Satisfaction Scale, Turnover Intentions Scale, and the Leader Empowering Behaviour Questionnaire. Statistical mediation analysis (of PE on JS and IL), and moderation analysis (of LEB on JS and IL) were conducted. Results indicated that PE fit has an indirect effect on intentions to leave via job satisfaction. Leader empowering behaviour moderated the relationship between job satisfaction and intentions to leave. Low PE fit leads to job dissatisfaction and intentions to leave, therefore leaders should instil a sense of empowerment in employees to alleviate the impact of poor fit.     

Psychometric validation of the Flourishing-at-Work Scale – Short Form (FWS-SF): Results and implications of a South African study

The aim of this study was to validate the Flourishing-at-Work Scale Short Form (FWS-SF) in a South African fast-moving consumable goods industry. Participants were a stratified random sample of 779 employees of an alcoholic beverage company (female = 40.4%, black = 33.4%). The FWS-SF and a biographical questionnaire were administered. Latent variable modelling was applied to assess the psychometric properties of the FWS-SF. The results supported the three-factor structure of FWS-SF. Scores from the FWS-SM showed acceptable reliability. A total of 8% of participants were languishing, while 35.9% were flourishing. The FWS-SF appears valid for research use in assessing the work-related well-being of individuals in organisations.     

Work engagement and burnout: testing the robustness of the Job Demands-Resources model

This study focuses on work engagement and its negative antipode, burnout, as well as their antecedents and consequences. According to the Job Demands-Resources (JD-R) model, two different processes have to be distinguished: a motivational process that links job resources with turnover intention through work engagement, and an energetic process that links job demands and health complaints via the mediating role of burnout. The robustness of the JD-R model was tested in a heterogeneous occupational sample (N = 846). Structural equation modeling analyses yielded a slightly modified model with only exhaustion being indicative of burnout and vigor, dedication along with absorption being indicative of engagement. The results provide evidence for the dipartite structure of the JD-R model. Multi-group analyses revealed the model to be invariant across age and gender. Although strengths of path coefficients and factor loadings differed among white- and blue-collar workers, the basic structure of the model was also confirmed among these subgroups. Therefore, the findings underscore the robustness of the JD-R model.     

Elucidating the role of recovery experiences in the job demands-resources model

Based on the Job Demands-Resources (JD-R) model, the current study examined the moderating role of recovery experiences (i.e., psychological detachment from work, relaxation, mastery experiences, and control over leisure time) on the relationship between one job demand (i.e., role conflict) and work- and health-related outcomes. Results from our sample of 990 employees from Spain showed that psychological detachment from work and relaxation buffered the negative impact of role conflict on some of the proposed outcomes. Contrary to our expectations, we did not find significant results for mastery and control regarding moderating effects. Overall, findings suggest a differential pattern of the recovery experiences in the health impairment process proposed by the JD-R model.     

The psychological conditions that predict work engagement among tertiary education employees

This study investigated the extent to which the psychological conditions and job characteristics predicted work engagement amongst higher education employees (n?=?149, females?=?60%) from a South African University. The participants completed a variety of instruments on psychological conditions of work, job characteristics and work engagement viz; the Work Engagement Scale (WES), Psychological Meaningfulness Scale (PMS), Job Enrichment Scale (JES), Work-Role Fit Scale (W-RFS), Co-Worker Relations Scale (C-WRS), Psychological Availability Scale (PAS), Self-Consciousness Scale (SCS), Job Resources Scale (JRS), Outside Activities Scale (OAS), Psychological Safety Scale (PSS), Supervisory Relations Scale (SRS) and the Co-Worker Norms Scale (CWNS). Data analysis applied multiple regression to predict work engagement from psychological meaningfulness, psychological availability and job characteristics and also to determine the mediation effect of psychological condition of availability on the relationship between work engagement and job characteristics (resources). Findings suggest psychological meaningfulness to predict work engagement and to mediate the relationship between job characteristics and work engagement. Psychological resources for work engagement should emphasise a sense of meaningfulness as a resource for work participation.     

Flourishing of Students in a Tertiary Education Institution in South Africa

The aims of this study were to examine the relationship between flourishing and academic performance (AP), life satisfaction (SWT), and positive affect (PA). A quantitative cross-sectional survey design was used on a convenience sample of university students (n = 845). The Mental Health Continuum Long Form (MHC-LF), Positive and Negative Affect Scale (PANAS) and Satisfaction with Life Scales (SWLS) were administered. Academic performance was determined through averaging all the participants' modules for the first semester. Individuals with moderate levels of flourishing typically performed in the ‘above average’ to ‘excelling academically’ range. Furthermore, a large number of individuals who were underperforming were also languishing. Flourishing students experienced higher levels of positive affect and life satisfaction, as well as lower levels of negative affect than their languishing and moderately flourishing counterparts. The relationship between flourishing and academic performance is complex, it would seem that flourishing/languishing plays a role in academic performance. Finally, flourishing relates to both PA and SWL, which supports the construct validity of flourishing's conceptualisation.     

Understanding the link between work engagement and job satisfaction: Do role stressors underlie this relationship?

Drawing upon Job Demands-Resources (JD-R) theory, most research on hindrance demands has focused on the antecedent role of work engagement. However, no studies have analysed the potential effects of hindrance demands as moderators in the engagement-job satisfaction link. The objective of this study was to examine the moderator effect of role stressors (conflict and ambiguity) as hindrance demands in the relationship between work engagement and job satisfaction in a Spanish working sample. The sample was composed of 634 Spanish workers from different Southern service organizations. Hierarchical multiple regression results showed that the association between work engagement and job satisfaction decreased when role stress (particularly ambiguity) increased. These results underline the need to clarify goals, specify norms about work and member roles in organizations and determine the deleterious effect of hindrance demands even in engaged workers.