Author Correction: Social Job Stressors can Foster Employee Well-Being: Introducing the Concept of Social Challenge Stressors

Journal of Business and Psychology - In the published article “Social Job Stressors Can Foster Employee Well-Being: Introducing the Concept of Social Challenge Stressors”, there was an...     

Optimising Employee Mental Health: The Relationship Between Intrinsic Need Satisfaction,Job Crafting,and Employee Well-Being

Organisations are frequently confronted with the issue of how to enhance employee mental health. Based on self-determination theory, a model is proposed that examines the relationships between job crafting, the satisfaction of the intrinsic needs for autonomy, competence, and relatedness at work, and employee well-being—defined here as both subjective well-being and psychological well-being. A sample of 253 working adults completed a battery of questionnaires including the Job Crafting Questionnaire, the Intrinsic Need Satisfaction Scale, and the Mental Health Continuum. Using structural equation modelling methods, it was determined that job crafting predicted intrinsic need satisfaction, which, in turn, predicted employee well-being. The results suggest that job crafting may be an important underpinning upon which to base an employee well-being intervention.     

Job Stress and Employee Well-Being Among Airline Personnel in an Asian Developing Country

This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship.     

Social Networking Web Sites in Job Search and Employee Recruitment

The use of professionally and nonprofessionally oriented social networking Web sites (SNWs), such as LinkedIn and Facebook, has become widespread from both sides of the Atlantic. The current paper presents and discusses the results of two surveys conducted in Greece exploring the role of SNWs among employees–job seekers and recruiters–human resource professionals. The first study explores how SNWs are used during job search activities and the second how recruiters use them in the attraction recruitment and screening process. Special note is given in the relationship between SNWs and the more established Internet job boards. Our results showed that job seekers still seem to use job boards more extensively than SNWs. It is interesting to note that the association between LinkedIn usage and its effectiveness, on the one hand, and time spent on SNWs and LinkedIn effectiveness, on the other, is stronger for ‘passive’ candidates, demonstrating the important role of SNWs for attracting ‘passive’ candidates. HR professionals are more engaged in LinkedIn than Facebook and were considering the former as more effective than the latter in the recruitment process. The current study sheds more light in the use of SNWs, being one of the first studies conducted in a non‐English speaking country.     

Job Insecurity and Well-Being: Moderation by Employability

The present study investigates the relationship between job insecurity and well-being (psychological distress and life satisfaction), and the potential role of employability in this relationship. With regard to job insecurity, we hypothesize that job insecurity may be related to poor well-being. Regarding employability, two avenues are taken. First, we argue that employability may be beneficial in much the same way that job security is. Second, we suggest that employability may mitigate likely unfavourable consequences of job insecurity for employees’ well-being. Hypotheses are tested with a sample of 639 Belgian employees from six organizations. The results suggest that job insecurity is related to poor well-being, while no such association is found for employability. Furthermore, employability moderates the relationship between job insecurity and life satisfaction, as expected. Specifically, the model accounts for 8% of the explained variance. However, this pattern of results is not replicated for psychological distress.     

Long-Term Development of Employee Well-Being: A Latent Transition Approach

The long-term development of employee well-being is still poorly understood. Consequently, in this three-wave 10-year longitudinal study among Finnish managers (n = 402) the development of employee well-being was examined in in detail. Specifically, the long-term development of job-related affective well-being was investigated at the intra-individual level, simultaneously taking into account positive and negative indicators of well-being, the level of well-being, and the direction of change. Further, the issue how (changes in) job resources and employee well-being were related across time was examined. By applying a novel person-centered methodology, factor mixture modeling and latent transition analysis, the results revealed that the development of favorable job-related affective well-being was eight times more probable than that of unfavorable development across the 10-year study period. Job resources predicted a high level of job-related well-being and, also, job resources increased along with favorable changes in well-being. Overall, the findings contribute to knowledge in the area of positive occupational health psychology by offering a detailed picture of the level of job-related affective well-being and its development over time.     

Subjective Well-Being in Cities: A Multidimensional Concept of Individual, Social and Cultural Variables

Subjective indicators of well-being have been proposed as guides for development policy since development is not limited to material wealth (Veenhoven, Social Indicators Research, 58:33–45 2002; Diener, Journal of Happiness Studies 7:4–397 2006). Development studies have suffered from a materialistic bias (Easterlin, Journal of Economic Behavior and Organization 27:35–47 1995). The paper presents a comparative cross-cultural investigation of domains of subjective well-being (SWB) and a global measure of Satisfaction with Life as a Whole (SWLS) in three cities: Bogotá-Colombia; Belo-Horizonte-Brazil and Toronto-Canada. The Personal and National Wellbeing Indexes (PWI and NWI) developed by the International Wellbeing Group (IWG, Cummins, Social Indicators Research 38:303–328 1996; Cummins et al., Social Indicators Network News 69:8 2002) as well as the Satisfaction With Life Scale (SWLS, Diener et al., Journal of Personality Assessment 49:71–75 1985) were applied and successfully validated at the city level. The cities chosen have similar democratic institutions but different cultures and different “objective” indicators of development. Significant differences across cities as well as significant interaction effects were found for the subjective well-being indexes and demographic variables. Based on these results, we propose that NWI may be seen as a contextual antecedent of PWI, consistent with our view that individual evaluations of SWB may be determined by dispositional factors (top-down), context (bottom-up domains) and cultural values. The validation of the subjective well-being indexes in diverse cultural contexts is an important contribution in a field that has been mainly dominated by European, American and Australian samples.     

高中生压力源和心理健康的研究

本研究对２９８６名上海高中生对压力感受进行了调查。因素分担 些压力可以归为六大类别：社会人际关系及性发展方面,学习和学业方面,与发母交往方面,未来前途方面,经济方面,以及健康方面。资料显示高中生最大的三种压力源多与学习或学业有关,而压力最小的三种压力源主要与性发展的和健康有关。     

Stressors and Social Resources at Work: Examining the Buffering Effects of LMX,POS, and Their Interaction on Employee Attitudes

Journal of Business and Psychology - Numerous advancements have been made regarding how aspects of job roles and organizational environments affect work attitudes. However, less attention has been...     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

工作场所社交媒体使用对员工工作绩效的影响：基于人际关系视角

基于社会交换理论和分心冲突理论,本研究探讨了社交媒体使用对员工工作绩效影响的作用机制。通过“领导者-下属”配对的问卷调查法对147名员工进行调查,采用Bootstrap检验对模型中的多重中介效应进行检验。结果发现：（1）社交相关的社交媒体使用与员工工作绩效各维度间显著正相关;（2）社交相关的社交媒体使用对工作绩效不同维度的影响存在显著差异,通过增加人际信任对工作奉献和任务绩效产生影响,通过缓解关系冲突对人际促进和任务绩效产生影响。     

不同职业人员工作压力源及压力反应的比较研究

采用自编的压力源量表、SCL-90症状自评量表对255名不同职业的宁波市民进行问卷调查。以了解不同职业人员的工作生活压力源及压力反应的情况。结果表明：(1)不同职业人员首要的工作生活压力源因素是工作压力及经济收支,而且不同职业群体在这个因素上差异极显著。(2)不同职业人员在SCL-90的强迫、人际关系、妄想症、敌意、精神性、抑郁、阳性项目数、SCL-90总分等症状因子上差异极显著。(3)相关分析的结果表明,政府职工的经济收支和工作压力、家庭生活事件这两个压力源因子与SCL-90各因子间有极显著的负相关关系。     

The Working for Wellness Program: RCT of an Employee Well-Being Intervention

This paper details the design and evaluation of a positive psychology-based employee well-being program. The effect of the program on well-being was evaluated using a mixed method design comprising of an RCT to assess outcome effectiveness, and participant feedback and facilitator field notes to assess process and impact effectiveness. Fifty government employees were randomly allocated to either an intervention or a control group (reduced to n = 23 for complete case analysis). The intervention group participated in the 6-week Working for Wellness Program and completed measures of subjective, psychological, affective and work-related well-being (SWB, PWB, AWB and WWB) at pre-intervention, post-intervention, and three and 6 month follow-ups. The control group completed the questionnaires only. As predicted, mixed ANOVAs revealed improvements in SWB and PWB for intervention group participants over time relative to control participants but these effects had reduced by time 4. There was a main effect of group on AWB in the predicted direction but no effect on WWB. Participant feedback indicated that the focus on strengths and group delivery were the most effective components of the program. Key issues were sample attrition and a lack of on-the-job support for change. Findings suggest employees can learn effective strategies for sustainably increasing their subjective and psychological well-being.     

The Moderating Role of Social Support Between Role Stressors and Job Attitudes Among Roman Catholic Priests1

This study examined the relations role stressors and job attitudinal variables, as well as the potential moderating effects of social support in a sample of 190 Roman Catholic priests. The priesthood is an important occupation to study because the work priests do can be considered a vocation instead of a job. Role stressors were negatively correlated with job attitudes (e.g., job satisfaction, turnover intention). Consistent with a buffering hypothesis, several sources of social support (parishioners, staff, fellow priests) consistently moderated this relationship, in that the relationship attenuated as social support increased. The implications of these results are discussed with respect to the role of the priest, as well as with other types of work‐based vocations.     

Role Stressors and Job Attitudes: A Mediated Model of Leader-Member Exchange

ABSTRACT

Past research has shown the importance of considering close others' interests when pursuing goals, but no research has examined potential moderators of this effect. Two studies examined how attachment style moderates the association between reasons for studying and academic outcomes. In Study 1, 119 participants reported their attachment style, the reasons why they study, and their study habits. As predicted, the association between relational reasons and studying was positive for secure individuals and negative for avoidant individuals. In Study 2, 195 participants reported their attachment style and reasons for studying, as well as their GPA and academic well-being. As predicted, the association between relational reasons and GPA was positive for secure individuals, whereas the associations between personal reasons for studying and academic well-being were positive for avoidant individuals. These results indicate the importance of considering individual differences as moderators of the association between goal motives and outcomes.     

Inclusive Leadership and Employee Well-Being: The Mediating Role of Person-Job Fit

This study explored the effects of inclusive leadership on employee well-being and innovative behavior. We also investigated the mediating role of person-job fit in these relationships. We tested these effects on a sample of 207 employees in five telecommunication companies in Vietnam, using a questionnaire survey. The results showed that inclusive leadership is positively related to employee well-being and innovative behavior, and that person-job fit mediates these relationships. The study makes theoretical contributions to the literature of leadership and organizational psychology, and suggests useful managerial implications for organizations to boost employee well-being and innovative behavior. Taking a cultural approach, this study provides empirical cross-cultural validity of the effect of inclusive leadership on employee well-being.     

Challenge and Hindrance Stressors and Work Outcomes: the Moderating Role of Day-Level Affect

Journal of Business and Psychology - Our research examined the role of challenge and hindrance stressors, as well as the interactive effects of these stressors with positive and negative affect, in...     

The Ambivalent Effects of Participation on Performance and Job Stressors: The Role of Job Crafting and Autonomy

ABSTRACT

Literature provides mixed results on the effect of participatory practices on outcomes such as individual performance and job stressors. By examining these relationships via the mediation of job crafting behaviors, while considering the moderating effect of autonomy, we help clarifying the reasons behind the apparently ambiguous effects of participation. We surveyed 318 employees in an Italian mass retail company. On the one hand, we found a positive effect of participation on performance and a reduction of both role conflict and role overload thanks to increased job crafting behaviors aimed at seeking job resources. On the other hand, we also found that participation and autonomy may augment job stressors because of an associated increase of job crafting behaviors aimed at seeking challenging demands.     

企业员工人口学变量、工作特征与主观幸福感的关系：工作压力的作用

本研究通过对北京、上海、南京、成都、长沙及广州266名企业员工有效样本的测查,考察了员工幸福感在人口学变量和工作特征变量上的差异,探讨了工作压力对幸福感的影响机制,发现不同年龄、学历、企业所有制、行业和工作岗位的员工的幸福感水平差异显著,人口学变量和工作特征对幸福感有交互作用。回归分析发现,工作压力、学历和工作类别变量分别直接影响幸福感,年龄和学历还通过工作压力间接影响幸福感。