Episodes of momentary resilience in daily life are associated with HRV reductions to stressful operations in firefighters: an ambulatory assessment approach using bayesian multilevel modeling

ABSTRACT

Background: Resilience is discussed to constitute a protective buffer against stress, thus fostering health. Methods: This study aimed to assess resilience both via traditional questionnaire and in everyday life on a momentary basis, and to relate these measures to autonomic functioning (heart rate variability, HRV) in 38 male firefighters during a weekday. Stressful operations, non-stressful operations and routine work at the firestation were coded during 24 hours. Momentary negative affect, feelings of resilience, and HRV were recorded via ecological momentary assessment. Findings: Questionnaire-assessed resilience was significantly positively associated with aggregated momentary resilience (r = .58, p < .001), but unrelated to HRV. However, controlling for multiple confounders (e.g., age, smoking, bodily movement, waist-to-height ratio) momentary resilience was associated with attenuated HRV and lower negative affect during stressful encounters only. Discussion: The findings suggest that momentary feelings of resilience are accompanied by vagal withdrawal to stress, possibly indicating psychological flexibility and adaptive responding to stress.     

Non‐standard work schedules and retention in the entry‐level hourly workforce

Non‐standard work schedules involve work outside the Monday–Friday daytime hours. Although research has heavily studied the health and family effects of such schedules, few studies have investigated their relationship to retention. We draw from Maertz and Campion's discussion of motivational forces that influence turnover to propose that employees on non‐standard schedules are more likely to quit their employer because of general job dissatisfaction and because of normative pressures from family and/or friends. Specifically, we hypothesized that employees on day shifts or weekday only schedules would remain with their employer longer than those who work on nonday shifts or on the weekends. We also hypothesized that perceived employment mobility would moderate the effects of non‐standard schedules on retention length. Hypotheses were tested among 3,178 retail employees who worked five different distinct shift arrangements and different weekday/weekend schedules. Cox regression analyses indicated that, as hypothesized, employees working nonday shifts or schedules including weekends remained with their employer for a shorter duration of time than employees not on such schedules. Perceived mobility moderated the schedule–turnover relationship, though not in the hypothesized manner. We discuss the theoretical and practical implications of these findings for work schedule assignment and retention strategies.     

Volunteer work as a valuable leisure‐time activity: A day‐level study on volunteer work,non‐work experiences,and well‐being at work

In this 2‐week diary study, with 105 employees providing data on a total of 476 days, we examined relationships between the amount of time spent on volunteer work activities during leisure time, psychological non‐work experiences in the evening (i.e. recovery experiences of psychological detachment from work and mastery as well as need satisfaction), and work outcomes during the following working day (i.e. positive and negative affect, and active listening). Results confirmed the hypothesized positive relationships between the amount of time spent on volunteer work activities and psychological detachment from work, mastery experiences, and need satisfaction in the evening. Psychological detachment from work in the evening was positively related to active listening during the following working day. Need satisfaction in the evening was negatively related to negative affect and positively related to active listening during the following working day. The amount of time spent on volunteer work activities was negatively related to negative affect during the following working day. This relationship was mediated by need satisfaction in the evening.     

Cultural affordances and emotional experience: socially engaging and disengaging emotions in Japan and the United States

The authors hypothesized that whereas Japanese culture encourages socially engaging emotions (e.g., friendly feelings and guilt), North American culture fosters socially disengaging emotions (e.g., pride and anger). In two cross-cultural studies, the authors measured engaging and disengaging emotions repeatedly over different social situations and found support for this hypothesis. As predicted, Japanese showed a pervasive tendency to reportedly experience engaging emotions more strongly than they experienced disengaging emotions, but Americans showed a reversed tendency. Moreover, as also predicted, Japanese subjective well-being (i.e., the experience of general positive feelings) was more closely associated with the experience of engaging positive emotions than with that of disengaging emotions. Americans tended to show the reversed pattern. The established cultural differences in the patterns of emotion suggest the consistent and systematic cultural shaping of emotion over time.     

Dynamics of psychological contracts with work engagement and turnover intention: The influence of organizational tenure

This study investigated the interrelations of the psychological contract with work engagement and turnover intention, which has hitherto been a largely overlooked topic in psychological contract research. Although previous research has mainly focused on how psychological contracts influence job attitudes and behaviours, it is proposed here that attitudes and behaviours also affect the psychological contract that the employee has with the organization. Moreover, it is proposed that because reciprocity norms are more important among shortly tenured employees, mutual relationships between psychological contracts and work engagement and turnover intention were stronger for employees with lower organizational tenure. Longitudinal data were collected among 240 employees and proposed models were evaluated with structural equation modelling. The results show that indeed psychological contract fulfilment was longitudinally related to higher work engagement and lower turnover intentions, but only for employees with low tenure. Moreover, stability in work engagement, turnover intention, and psychological contract over time was higher for those with high tenure, whereas the relations between turnover intention and the psychological contract were stronger for those with low organizational tenure. These findings demonstrate that psychological contracts are reciprocally interrelated with work outcomes, and that such relations are stronger for those with low tenure.     

Helping others or helping oneself? An episodic examination of the behavioral consequences of helping at work

Scholars have paid an increasing amount of attention to organizational citizenship behaviors (OCBs), with a particular emphasis on helping others at work. In addition, recent empirical work has focused on how OCB is an intraindividual phenomenon, such that employees vary daily in the extent to which they help others. However, one limitation of this research has been an overemphasis on well‐being consequences associated with daily helping (e.g., changes in affect and mental depletion) and far less attention on behavioral outcomes. In this study, we develop a self‐regulatory framework that articulates how helping others at work is a depleting experience that can lead to a reduction in subsequent acts of helping others, and an increase in behaviors aimed at helping oneself (i.e., engaging in political acts). We further theorize how two individual differences—prevention focus and political skill—serve as cross‐level moderators of these relations. In an experience sampling study of 91 full‐time employees across 10 consecutive workdays, our results illustrate that helping is a depleting act that makes individuals more likely to engage in self‐serving acts and less likely to help others. Moreover, the relation of helping acts with depletion is strengthened for employees who have higher levels of prevention focus.     

Daily Activities and Happiness in Later Life: The Role of Work Status

The aim of this study was to examine the role of work status (i.e. working versus not working) in the relationship between time-use and momentary happiness. We employed a longitudinal research design using monthly assessments via the day reconstruction method over 3 years among 579 older adults. In total, participants reported 84,247 daily activities and accompanying momentary happiness levels. Hierarchical linear modeling results revealed that working older individuals are not happier than nonworking individuals in the overall. However, involvement in work as a daily activity does coincide with higher levels of momentary happiness. Furthermore, working older individuals experience more happiness during relaxing activities, and during weekends, whereas nonworking older individuals experience more happiness during administrative activities. These findings provide novel information on intraindividual differences in lifestyle relating to the everyday happiness between working and nonworking older people which cannot be accurately captured by global survey methods.     

Inverted U-Shaped Function Between Flow and Cortisol Release During Chess Play

This study focused on the salivary cortisol level and its relation to the two components of flow (flow absorption and flow fluency) in tournament chess players exposed to one of the skill-demand-level manipulations (underload, fit, and overload). The aims of this study were to investigate how skill-demand-level manipulations affect cortisol release and how flow and cortisol release are related in the context of an engaging task. Specifically, the task involved fifty-seven tournament chess players playing chess against a software in one of the experimental groups. We assessed flow after chess playing for 25 min via questionnaire and collected saliva before chess playing (T1), right after chess playing (T2), and 10 min after T2 (T3). Our findings show that cortisol levels were affected by the skill-demand-level manipulations. At T3, participants in the overload group showed higher cortisol levels than participants in the fit and underload groups. There were no differences in cortisol release between the experimental groups at T2. In addition, we found the expected inverted U-shaped relation between cortisol release and flow absorption at T2. A moderate level of cortisol was associated with a higher level of flow absorption. In contrast, a higher level of cortisol was associated with a lower level of flow absorption. Against our expectations, flow fluency was not related to cortisol release. We discuss practical and theoretical implications of our results as well as potential for future research.     

Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspective

Existing knowledge on remote working can be questioned in an extraordinary pandemic context. We conducted a mixed-methods investigation to explore the challenges experienced by remote workers at this time, as well as what virtual work characteristics and individual differences affect these challenges. In Study 1, from semi-structured interviews with Chinese employees working from home in the early days of the pandemic, we identified four key remote work challenges (work-home interference, ineffective communication, procrastination, and loneliness), as well as four virtual work characteristics that affected the experience of these challenges (social support, job autonomy, monitoring, and workload) and one key individual difference factor (workers’ self-discipline). In Study 2, using survey data from 522 employees working at home during the pandemic, we found that virtual work characteristics linked to worker's performance and well-being via the experienced challenges. Specifically, social support was positively correlated with lower levels of all remote working challenges; job autonomy negatively related to loneliness; workload and monitoring both linked to higher work-home interference; and workload additionally linked to lower procrastination. Self-discipline was a significant moderator of several of these relationships. We discuss the implications of our research for the pandemic and beyond.     

建言行为与政治行为之间的关系：基于道德凭证机制的研究

基于道德许可理论的道德凭证机制以及道德一致性的理论线索,探究了在职场排斥调节作用下以及在感知的建设性变革责任的抑制性调节作用下,建言行为通过心理权利影响政治行为的过程。对555名员工及其上司进行问卷调查,结果显示,在职场排斥作为边界条件影响下的建言行为通过心理权利的中介作用正向影响政治行为,而感知的建设性变革责任作为抑制性边界条件负向调节心理权利的这种中介关系。研究结果从理论和实证上解释了职场排斥是激发建言行为通过心理权利产生道德凭证效应的边界条件,而感知的建设性变革责任作为边界条件能够抑制这种效应的发生。     

Is seeking bad mood cognitively demanding? Contra-hedonic orientation and working-memory capacity in everyday life

Hedonism, or wanting to feel good, is central to human motivation. At times, however, people also seek to maintain or enhance negative affect or to dampen positive affect, and this can be instrumental for the later attainment of their goals. Here, we investigate the assumption that such contra-hedonic orientation is cognitively more demanding than prohedonic orientation, above and beyond the effects of momentary affective experience. We provided 378 participants with mobile phones that they carried with them for 3 weeks while pursuing their daily routines. The phones prompted participants at least 54 times to report their current affect-regulation orientation and to work on two trials of a cognitively demanding working memory task. As expected, contra-hedonic orientation was substantially less prevalent than prohedonic orientation. It was reported in 15% of the measurement occasions. Participants who reported on average more contra-hedonic orientation showed lower average working memory performance throughout the study interval. Further, controlling for the effects of accompanying affective experiences, momentary occurrences of contra-hedonic orientation were associated with temporary declines in working memory performance within individuals, and this could neither be explained by lacking task compliance nor by other characteristics of the individual or the situation. Prohedonic orientation showed a considerably smaller association with working memory performance. These findings are consistent with the view that contra-hedonic orientation is accompanied by momentarily more diminished cognitive resources than is prohedonic orientation.     

After the break-up: How divorcing affects individuals at work

Divorce is one of life's most stressful events. By pairing two studies, using mixed-methods, and drawing on conservation of resources theory, we contribute new and previously unavailable information about three questions. How and to what extent does going through a divorce affect individuals at work? What factors differentiate a lower versus higher impact on work? Do work outcomes improve after a divorce has been completed? In Study 1, individuals currently in the process of divorcing report more negative mood at work, lower job performance, and lower health in comparison to employees recently divorced, divorced over 5 years ago, or never divorced. Qualitative findings illustrate vivid reports of intrusive negative affect and reduced focus at work. At the same time, nearly 39% of individuals reported that divorcing had a positive impact on their job, work, or career. Qualitative findings reveal that for some, divorcing frees up time and energy and amplifies motivation for work. Study 2 is a longitudinal survey study of individuals in the process of a divorce. Findings indicate that levels of divorce-related grief, quality of the dissolving marriage, the presence of children, and anticipated post-divorce financial stability differentiate between those with better and worse work outcomes. Individuals improve on work-related cognitive and physical engagement, job performance, and health after their divorces are completed. Our results extend empirical knowledge and theory with new insights about work outcomes associated with divorcing as well as the recovery of work outcomes over time.     

Let's Have Fun Tonight: The Role of Pleasure in Daily Recovery from Work

The present study aims to advance insight into the role of pleasure in the daily effort‐recovery cycle. Specifically, using a within‐individual study design, we examine the associations between the pleasure employees experience during the evening after work and their recovery state that evening and at various points in time during the next workday. We also investigate associations between employees' recovery state at the end of the workday and the pleasure they experience during the subsequent evening. Multilevel analyses show that on days when employees experience higher levels of pleasure during the evening after work, they have a more favorable recovery state during that evening. Importantly, the extent to which employees experience pleasure during the evening after work is also positively related to their recovery state during the next workday. Finally, our study shows that on days when employees are in a more unfavorable recovery state at the end of the workday, they experience lower levels of pleasure during the subsequent evening after work. This study increases our insight into the role of pleasure in recovering from work and underlines the importance of engaging in pleasant activities after work.     

Fluctuation of Flow and Affect in Everyday Life: A Second Look at the Paradox of Work

Studies with the Experience Sampling Method (ESM) have shown that individuals experience more flow at work than at leisure. This indicates that people enjoy working but paradoxically at the same time leisure activities are preferred (“paradox of work”). We took a second look at the paradox of work by measuring flow directly, including affect measures, and differentiating between active and passive leisure activities. We also adopted a dynamical approach based on the idea that the transitions of experiences has to be taken into account to get the total picture. For the period of 1 week, data of 100 employees with different professions were collected with the ESM (in total 4,504 measurements). In accordance with existing work, we found that flow was high during work. It was slightly (albeit significantly) higher than during active leisure activities and considerably higher than during passive leisure activities. At the same time, negative activation was low during passive and active leisure activities and lower than during work and vice versa for valence (happiness). Thus, leisure activities do have a positive affective quality that could explain why people prefer leisure to work. Regarding the dynamical approach, we tested whether flow during work would lead to higher valence in leisure but could not support this assumption. We discussed the findings and made suggestions for future research. In an additional analysis, we reveal that perceived outcome experience could partially explain why work and leisure experience differed.     

Linking Biomechanical Workload and Organizational Practices to Burnout and Satisfaction

We found support for several hypotheses linking work practices to employee outcomes: reducing biomechanical workload is associated with decreased burnout via perceptions that job demands are less threatening; lower demands are associated with higher job satisfaction primarily through decreases in burnout; employers who include employees in decision making processes have employees with lower levels of burnout and higher satisfaction; and having a disability management program is associated with having employees who report less job-related burnout. This study demonstrates the importance of programs that increase perceived organizational support and the importance of job design strategies that take into account physical workload.     

Momentary Work Happiness as a Function of Enduring Burnout and Work Engagement

The present study (N = 136) combined global measures with specific, experience-based measures to investigate how enduring job burnout and engagement influence the impact of daily work activities on momentary need satisfaction and happiness. We used the day reconstruction method (DRM) to ask employees from various occupations to reconstruct their working days. On the basis of employee work engagement and self-determination theories, we hypothesized that time spent on (a) core work tasks; (b) administrative work tasks; (c) client interactions; (d) interactions with colleagues; and (e) meetings would be negatively related to need satisfaction on the task level for employees high (vs. low) in enduring burnout; and positively related to need satisfaction on the task level for employees high (vs. low) in enduring work engagement. In addition, we predicted that psychological need satisfaction would mediate the relationships between time spent on work tasks and happiness during the tasks. The results of multilevel analyses largely supported these hypotheses. Our findings contribute to the literature by showing how those with high levels of burnout do not manage to satisfy their basic needs through their work, whereas those with high levels of work engagement satisfy their daily needs and stay happy.     

The buffering role of sportsmanship on the effects of daily negative events

Affective events theory (AET) argues that everyday negative events are likely to lower both daily work engagement and momentary positive affect. These problems can then persist on subsequent days. However, AET also argues that individual strategies can diminish the ill effects of negative events. We explicitly focused on good sportsmanship or abstaining from unnecessary complaints and criticism as a possible moderator of the effects of daily negative work events on daily work engagement and positive affect. We tested this possibility with a 3-day diary study among 112 employees. As expected, we found that daily negative events lowered daily engagement and momentary positive affect for two consecutive days. However, this effect only held on days that people exhibited low sportsmanship. For days that people exhibited high sportsmanship, there were no significant effects. Creating a resource rich work environment that enhances individuals’ sportsmanship behaviour can help to minimize the unfavourable impact of daily negative events.     

Drive for thinness, affect regulation and physical activity in eating disorders: a daily life study

Using Ecological Momentary Assessment, the within patient associations between drive for thinness, emotional states, momentary urge to be physically active and physical activity were studied in 32 inpatients with an eating disorder. Participants received an electronic device and had to indicate at nine random times a day during 1 week their momentary drive for thinness, positive and negative emotional states and their urge to be physically active and physical activity. Multilevel analyses indicated that patients with higher mean levels for urge to be physically active were characterized by lower body mass index (BMI) and chronically negative affect whereas patients with higher mean levels for physical activity were characterized by lower BMI and higher dispositions for drive for thinness. In addition, within patient relations between drive for thinness and urge to be physically active were moderated by BMI and chronically negative affect whereas within patient relations between drive for thinness and physical activity were moderated by BMI. Finally, also positive emotional states were significantly associated with physical activity within patients. By using a daily process design, characteristics of physical activity were revealed that have not been identified with assessment methods that have a lower time resolution.     

时间视角下的组织公正研究

组织公正的动态研究是在时间视角下分析组织公正的变化及其影响。根据研究中不同的时间跨度,可将该领域的研究分为短期公正变化与长期公正变化研究。短期公正变化研究主要分析公正事件在日层次上的变化对组织内个体的影响。长期公正变化则分析组织内个体过往的公正经历如何影响他们当前的心理与行为。研究主要从自我调节资源的变化、不确定管理、社会认知及长时社会交换角度解释公正的动态影响。未来可从公正动态变化的特征、前因机制及其差异化影响机制开展研究。     

Loving thy work: developing a measure of work passion

ABSTRACT

Passion for work has become increasingly valued, as reflected by its ubiquity in popular and empirical discourse. Yet we lack scientific consensus on the definition of work passion, and a reliable, well-validated measure of work passion that is relevant to workers across various vocations. In this paper, we identified and integrated key themes from existing scientific conceptualizations into a precise definition: Passion for work means to strongly identify with a line of work that one feels motivated to engage in and derives positive affect from doing. We developed a 10-item Work Passion (WP) scale, which we tested across multiple studies with a total of 858 adults, including working adults from two different English-speaking cultural backgrounds (i.e., United States and Singapore), and a two-wave study of employees from various vocations. Our results showed that work passion is associated with a host of beneficial outcomes, including greater career commitment, lower levels of job burnout, less work-home conflict, and fewer physical symptoms. Our research (1) provides an integrated definition of work passion, (2) offers a reliable, cross-culturally tested scale, and (3) highlights important implications for work outcomes associated with being passionate towards one’s line of work.