Leaning In and Out: Work–Life Tradeoffs,Self-Conscious Emotions,and Life Role Satisfaction

Drawing on self-discrepancy theory, which posits discomfort when actual selves deviate from ideal or ought selves (Higgins, 1987), we examine the complementary and compounding effects of work–life tradeoffs on self-conscious emotions, life role satisfaction, and spouse/partner work satisfaction. Across multiple samples, we augment and refine extant tradeoff measures to include minor tradeoffs (e.g., limiting networking, missing a family event) in addition to the more frequently researched major tradeoffs (e.g., quitting a job, choosing not to have children) and test their effects. Work compromising tradeoffs (i.e., sacrificing work for family/personal activities) were associated with negative self-conscious emotions and lower levels of job, career, and life satisfaction indirectly through professional self-discrepancy, suggesting that making work compromises for family affects how individuals see themselves as professionals. Family/personal compromising tradeoffs (i.e., sacrificing family/personal activities for work) were associated with negative self-conscious emotions and lower levels of job, career, family, and life satisfaction indirectly through family and professional self-discrepancy, suggesting individuals view their family and professional selves less favorably when they make family/personal compromises for work. Despite negative effects for the employees, our results suggest work tradeoffs are beneficial for spouse/partner work hours and satisfaction.     

Télétravail en temps de crise,engagement organisationnel affectif et satisfaction de vie professionnelle : le rôle de l’ajustement au télétravail et de la satisfaction vis-à-vis de l’équilibre entre domaines de vie

IntroductionThe COVID-19 health crisis considerably accelerated the use of telework.ObjectiveThe present study focuses on the impact of telework frequency on workers’ work-life satisfaction and affective organizational commitment. This study also evaluates the mediating role of satisfaction with work-family balance in these two relationships. Finally, it investigates the moderator role of telework adjustment (i.e., adaptation to changes resulting from the transition to a virtual environment) in the relationship between telework frequency and work-family balance satisfaction, as well as the drivers of this adjustment.MethodIn all, 377 teleworkers replied to an online questionnaire measuring the above-mentioned variables.ResultsThe increase in telework frequency is directly associated with a decrease in workers’ work-life satisfaction and affective organizational commitment, due to the degradation of their work-family balance satisfaction. Yet, once workers have made significant adjustments to telework, direct and indirect negative impacts of telework frequency are reduced. Finally, telework adjustment is largely predicted by whether telework resulted from choice or obligation, by the telework environment at home, and by the organizational support provided to workers.ConclusionTheoretical and practical implications of these results will be discussed, with potential avenues to best support the deployment of remote work.     

The Brunnsviken Brief Quality of Life Scale (BBQ): Development and Psychometric Evaluation

Measurements of subjective quality of life (QoL) are an important complement to symptom ratings in clinical research and practice. Despite there being several established QoL self-rating scales, we identified a need for a freely accessible, easy-to-use inventory, validated for use with both clinical and non-clinical samples, based on the overall life satisfaction conceptualization of QoL. The Brunnsviken Brief Quality of life scale (BBQ) was designed to meet these requirements. Items were selected by performing a factor analysis on a large data-set of QoL ratings collected previously. Six life areas (Leisure time, View on life, Creativity, Learning, Friends and Friendship, and View of self) were identified as important for overall QoL and were included in the BBQ. A psychometric evaluation was performed using two independent samples: healthy undergraduate students (n = 163), and a sample seeking treatment for social anxiety disorder (n = 568). Results suggested a unifactorial structure, with good concurrent and convergent validity, high internal and test-retest reliability, and accurate classification ability. We conclude that the BBQ is a valid and reliable measure of subjective QoL for use in clinical and research settings. The BBQ is presently available in 31 languages and can be freely downloaded from www.bbqscale.com.     

A confirmatory study of the relations between workplace sexism,sense of belonging,mental health,and job satisfaction among women in male‐dominated industries

The present study investigated the mediating role of sense of belonging in the relations between workplace sexism and (a) mental health and (b) job satisfaction. Participants were 190 women from a large Australian trade union that represented mainly male‐dominated jobs. They completed an online survey that contained measures of sexism, sense of belonging in the industry, mental health, and job satisfaction. As predicted, sense of belonging mediated the associations between organizational sexism and both mental health and job satisfaction. In addition, sense of belonging mediated the association between interpersonal sexism and mental health. These results are discussed in relation to strategies for supporting women and mitigating the effects of sexism in male‐dominated workplaces. The Open Science Framework webpage for this project is at: https://osf.io/a3yqc/ .     

Life satisfaction and satisfaction in domains of life: is it a simple relationship?

This paper studies the nature of the relationship between life satisfaction and satisfaction in domains of life. The domains-of-life literature assumes that a person’s overall satisfaction with his or her life depends on his or her satisfaction in many concrete areas of life, which are classified into a few main domains of life. This paper addresses the issue of what characteristics the relationship between life satisfaction and satisfaction in domains of life has by focusing on its specification. The domains-of-life literature has commonly assumed that an additive relationship between domains satisfaction and life satisfaction does exist. This paper argues that the use of an additive relationship has substantially restricted our comprehension of the relationship; since it makes impossible to empirically address questions such as: Is life satisfaction just a weighted average of domain satisfactions? How easy is it to substitute satisfaction in one domain by satisfaction in another? Is it reasonable to expect similar additional benefits when we continuously improve satisfaction in one domain? What happens with our life satisfaction when we manage to continuously improve satisfaction in all domains? What happens with the importance of one domain when satisfaction in another domain declines? The paper argues that there could be substantial gains in the understanding of the relationship by assuming alternative specifications. At an empirical level the investigation works with four different specifications: an additive relationship, a semi-logarithm relationship, a logarithm–logarithm relationship, and a constant elasticity of substitution (CES) relationship. Using a database from Mexico, the investigation finds out that an additive specification provides – at least for Mexico – a goodness of fit similar to those of alternative specifications. However, there are some relevant issues in the relationship between domains satisfaction and overall life satisfaction that cannot be studied with an additive specification; hence, the?use of an alternative specification – in particular a CES specification – is preferable if the objective is to understand rather than to predict life satisfaction.     

An exploratory study of the relations between women miners' gender‐based workplace issues and their mental health and job satisfaction

The current study investigated the extent to which gender‐based workplace issues were associated with women miners' mental health and job satisfaction. Participants were 263 women miners from Australian and other international mines sites owned by an Australian‐based mining company. They completed an online survey that contained measures of gender‐based workplace issues, mental health, and job satisfaction. An exploratory factor analysis identified three higher‐order factors: organizational sexism, interpersonal sexism, and sense of belonging. Both organizational and interpersonal sexism were positive independent predictors of mental health and job satisfaction. In addition, sense of belonging mediated the associations between organizational sexism and (a) mental health and (b) job satisfaction. Potential strategies for reducing organizational and interpersonal sexism and increasing women's sense of belonging are considered.     

Quality of management by objectives,task-related stressors,and non-task-related stressors as predictors of stress and job satisfaction among teleworkers

This study examined the effects of management behaviour together with jobrelated and non-job-related stressors on stress experience and job satisfaction among teleworkers. Fifty-four participants were full- or part-time teleworkers, and eighteen participants were members of a nonteleworking control group with comparable working tasks recruited from the same companies. Self-report measures of quality of MBO, task-related stressors, and non-job-related stressors (predictors) were collected, together with measures of participants' stress experience and job satisfaction (criteria). The three predictor variables represented rather independent stress factors. Consistent with expectations, non-job-related stressors were higher for teleworkers working predominantly at home compared to office-centred teleworkers and nonteleworking controls. Moreover, regression analyses indicated significant effects of quality of MBO and non-job-related stressors on teleworkers' stress experience and job satisfaction. Occupational health and management implications of these results for preventive and prospective aspects of telework design are discussed.     

Work and home boundary violations during the COVID-19 pandemic: The role of segmentation preferences and unfinished tasks

During the COVID-19 pandemic, an unprecedented number of employees faced the challenges of telework. However, the current literature has a limited understanding of the implications of employees' obligated home-based telework and their satisfaction with the work and home domains. We use boundary theory to examine work and home boundary violations in relation to satisfaction with domain investment in two daily diary studies, examining both domain-specific and cross-domain effects. In addition, we examine the moderating role of segmentation preferences in both studies and investigate the mediating role of work- and home-related unfinished tasks in Study 2. Both studies provide empirical evidence of the domain-specific relationship between boundary violations and domain satisfaction and provide limited support for cross-domain effects. Neither study finds support for the notion that segmentation preferences moderate the relationship between boundary violations and domain satisfaction. Finally, the results of Study 2 highlight the importance of unfinished tasks in the relationship between boundary violations and domain satisfaction. Specifically, work and home boundary violations relate to an increase in unfinished tasks in both domains. Finally, the indirect effects suggest that home-related unfinished tasks may be detrimental to satisfaction in both domains, while work-related unfinished tasks may be detrimental for work-related, but not home-related, satisfaction.     

Effects of (un)employment on young couples’ health and life satisfaction

This study investigated effects of employed and unemployed job status on health outcomes with questionnaires in 50 young couples. Analysis of variance revealed higher pessimism, higher stress levels, and lower life satisfaction in couples in which one partner was unemployed. These couples also exhibited more health risk behaviours compared to couples in which both partners were working. The dyadic analysis of data, using an actor–partner interdependence model, demonstrated strong actor and partner effects for male partner's job status. Being unemployed was significantly associated not only with male partner's life satisfaction but also with the life satisfaction of his female partner. In addition, male partner's pessimism was identified as a significant variable which mediates between male partner's job status and female partner's life satisfaction. The study highlights the relevance of the accomplishment of tasks in the domains of work and partnership during young adulthood and it emphasises the gender specific importance.     

The Sources of Meaning and Meaning in Life Questionnaire (SoMe): Relations to demographics and well-being

Shortfalls of widely used measures of meaning in life are described. Their use results in biased correlations and restriction of the complexity inherent in experiences of meaning. To qualify results, the Sources of Meaning and Meaning in Life Questionnaire (SoMe) is employed. It offers separate scales to measure a positive and a negative dimension of meaning: meaningfulness–a fundamental sense of meaning and belonging, and crisis of meaning–the evaluation of life as frustratingly empty and lacking meaning. Both intercorrelate moderately (?.38/?.35). Additionally, the SoMe assesses 26 sources of meaning. Based on a representative sample, relationships between meaningfulness, crisis of meaning, and sources of meaning with demographics are reported (Study 1). In Study 2, SoMe scales are correlated with positive (mood, satisfaction with life) and negative (neuroticism, anxiety, depression) indicators of well-being. SEM reveals that meaningfulness predicts positive well-being, but is not predictive of negative well-being. Crisis of meaning is a strong predictor for both positive and negative well-being.     

The Role of Personality Profiles in the Longitudinal Relationship Between Work-related Well-being and Life Satisfaction Among Working Adults in Switzerland

Drawing on the concept of spillover between work and life domains and using a person-centred approach, the present study examined the role of Big Five personality trait profiles in moderating the relationship between work-related well-being and life satisfaction over a 1-year period in a sample of working adults in Switzerland (N = 1204). Latent profile analysis was first carried out to derive and compare alternative latent personality profile models. Subsequently, a two-wave cross-lagged structural equation model using three personality profiles (resilient, average, and oversensitive) as moderators was tested. Work stress and job satisfaction were used as negative and positive indicators of work-related well-being. The results showed that in the overall sample, only Time 1 life satisfaction predicted Time 2 job satisfaction. We found a moderating role for the personality profiles, where the effect of Time 1 work stress on Time 2 life satisfaction became salient in the oversensitive profile, while a significant effect of Time 1 life satisfaction on Time 2 work stress was found in the resilient profile. The current study showed that different combinations of personality traits may determine the way in which work-related well-being and general well-being relate to each other. © 2019 European Association of Personality Psychology     

Happiness and life satisfaction in Rwanda

This study investigated predictors of happiness and life satisfaction in Rwanda. Data from the World Values Survey and gathered from 3 030 Rwandese (age ranging 16 to 90 years, mean age = 34.2, SD = 12.7; females = 50.5%) were pooled for the analysis. For the comparison, international World Values Survey data were utilised. A fixed effects multilevel regression model was used to predict happiness and life satisfaction from gender, health, socio-economic, and some subjective measures. Males had greater self-rated happiness and life satisfaction scores than females. State of health and sense of freedom of choice predicted both happiness and life satisfaction. Valuing of friends, weekly religious attendance, and national pride positively predicted happiness, whereas household’s financial satisfaction, full-time employment, high-income group, being a student, and sense of trust predicted life satisfaction. This study suggests that health status, household’s financial satisfaction and emancipative values could maximise subjective well-being in Rwanda.     

Testing the Spillover-Crossover Model between Work-Life Balance and Satisfaction in Different Domains of Life in Dual-Earner Households

This study explored the spillover and crossover associations between work-life balance and satisfaction with life, food-related life and family life in dual-earner parents. Questionnaires were administered to 303 dual-earner couples with adolescent children in Temuco, Chile. Both members of the couples answered the Work-life Balance (WLB) scale, Satisfaction with Life Scale (SWLS), Satisfaction with Food-related Life scale (SWFoL) and the Satisfaction with Family Life scale (SWFaL). Using the actor-partner independence model and structural equation modeling and having controlled for the effects of age, number of children, number of family members and family socioeconomic status, we found that the man’s work-life balance was positively associated with his own levels of satisfaction with life, family life and food related life, as well as with his partner’s (the woman’s) levels of satisfaction with life, food related life and family life. Likewise, the woman’s work-life balance was positively associated with her own levels of satisfaction with life, family life and food related life, as well as with her partner’s (the man’s) levels of satisfaction with food related life and family life, but not with his level of life satisfaction. These findings suggest the need to improve work-life balance for employees of both genders in order to enhance their overall life satisfaction, as well as their satisfaction in the family and food domains.

     

The Importance of Emotional Intelligence and Cognitive Style in Institutionalized Older Adults' Quality of Life

Despite previous evidence showing a positive relationship between emotional intelligence (EI) and quality of life (QoL), associating older adults' emotional processing with several health indicators, few studies have explored both the IE and the a mechanisms through which they affect QoL. This cross-sectional study analyzes the mediator role of optimistic and pessimistic cognitive styles in the relationship between perceived EI (PEI) and QoL in 115 institutionalized older adults from Southern Spain. Regression analyses showed, after controlling for cognitive style, that PEI predicted a significant percentage of variance in: Health (β = .25, p < .01), Functional abilities (β = .20, p < .05), Activity and leisure (β = .17, p < .05) and Life satisfaction (β = .21, p < .05). Additionally, multiple mediation analysis revealed that cognitive style partially mediated the relationship between PEI and Health, Activity and leisure and Life satisfaction. Thus, PEI could promote personal but not external or environmental QoL aspects, highlighting the importance of developing emotional skills for healthy aging.     

Hope,religiosity, and subjective well-being

This study explored the relationship between religiosity, hope, and subjective well-being among 430 South African university students (n = 324) and their family members (n = 104) (70.2% female; 88.4% black; 8.4% white). Data were gathered utilising measures of religiosity, hope, satisfaction with life, and affect balance. We applied structural equation modelling to examine both the direct effects of religiosity on hope, as well as the indirect effects of religiosity on life satisfaction and positive and negative affect via hope as mediator. Findings suggest pathway and agency hope to mediate the relationships between religiosity and life satisfaction, positive affect, and negative affect. Specifically, religiosity predicted higher levels of life satisfaction and positive affect, and lower levels of negative affect via agency hope. The results suggest agency hope to mediate the relationship between religiosity and subjective well-being.     

Job Satisfaction as a Reflection of Disposition: A Multiple Source Causal Analysis

Dispositional sources of job satisfaction have been the subject of recent research in the organizational sciences. Problems in much of this research, which limit the conclusions one can draw from the results, are discussed. This study makes a distinction between affective disposition, defined as the tendency to respond generally to the environment in an affect-based manner, and subjective well-being, the level of overall happiness and satisfaction an individual has with his or her life. Affective disposition was hypothesized to lead to subjective well-being, and subjective well-being and job satisfaction were hypothesized to be mutually causal. A causal model was tested employing two different sources of data: self-reports and "significant other" evaluations. This biangulation of sources of data and estimation of nonrecursive relationships removes some problems often assumed to plague results based on single-source data. Results indicated support for the overall hypothesized causal model and supported a dispositional influence on job attitudes. The influences are more complex than past research has suggested.     

Self-efficacy,Work, and Psychological Outcomes in a Public Service Context

The study examined the prediction of psychological outcomes (conceptualized as psychological well-being and engagement) by general self-efficacy (GSE) and work context (conceptualized as job demands and job resources). The role of GSE as a moderator between work context and psychological outcomes was also examined in a cross-sectional survey of a sample of public sector employees (N = 459: males = 151, females = 273, and age ranging between 25 and 55). Multiple regression analyses showed that job demands and resources and GSE significantly predict both psychological well-being (positive affect, negative affect and satisfaction with life) and engagement (vigour and dedication). GSE moderated the relationship between work context and psychological outcomes. Work contexts characterised by a preponderance of job resources appear to facilitate both satisfaction with life and dedication.     

Character Strengths and Job Satisfaction: Differential Relationships Across Occupational Groups and Adulthood

Character strengths are a central construct within positive psychology, and their importance for the workplace was supported recently. Little is known, however, which strengths matter the most at the workplace. The aim of the present investigation was thus to assess the relationship between the level of the 24 character strengths with overall job satisfaction in a general working population (N = 12,499) as well as in eight occupational subgroups (nurses, physicians, supervisors, office workers, clinical psychologists, social workers/educators, economists, and secondary-school teachers) and in six age groups (from 18 to 61+ years) and to compare the overall level of character strengths across the eight occupational subgroups. Results showed that, similar to life satisfaction, zest, hope, curiosity, love, and gratitude, and emotional strengths in general, related most strongly to overall job satisfaction. However, the relationships of the strengths with job satisfaction differed depending on the facet of job satisfaction, the occupational subgroup, and the age group under study. Knowing which individual strengths as well as strengths factors are more important for specific working populations can help to develop and apply more effective strength-based interventions in the workplace, thus improving positive and reducing negative work-related outcomes.

     

Job Satisfaction and Nonwork Satisfaction as Components of Life Satisfaction1

The relationship between job satisfaction and life satisfaction is examined, using regression analyses which control the effects of satisfaction with domains other than the job and conditions associated with the workplace and with life away from work. Results from data analyses of two independent sets of survey data are used to elaborate and refine a multivariate framework for relating overall life satisfaction and job satisfaction.     

Job Importance as a Moderator of the Relationship Between Job Satisfaction and Life Satisfaction

Moderated regression analyses are used to assess the degree to which indirect indicators of job importance moderate the relationship between job satisfaction and life satisfaction. The 1971 Quality of American Life Survey (N = 2,164) and the 1972-1973 Quality of Employment Survey (N = 1,496) provide two large nationwide probability sample data sets for these secondary analyses. It is hypothesized that the strength of the job satisfaction-life satisfaction relationship is positively related to job importance. Contrary to this hypothesis, respondents whose jobs were expected to be more important do not have substantially stronger job satisfaction-life satisfaction relationships than respondents whose jobs were expected to be less important. The zero-order job satisfaction–life satisfaction correlations in both samples are stronger than expected (r = .48 and r = .49). Discussion focuses on the conceptual implications of the failure to find substantial moderator effects. Locke's (1969) theory of the implicit role of importance in determining satisfaction is invoked to explain the obtained pattern of results.