How perceived interpersonal justice relates to job burnout and intention to leave: The role of leader–member exchange and cognition‐based trust in leaders

Intense competition among companies makes it particularly important for organizations to retain talented and skilled employees to maintain their competitive advantage. This study examines the linkage between employees' perceptions of the interpersonal justice demonstrated by their leaders and consequent job burnout resulting in turnover intention by focusing on the mediating role of leader–member exchange (LMX) as well as the moderating role of employees' cognition‐based trust in their leaders. Data were obtained from 158 MBA students attending a large university in South Korea. Using structural equation modelling, we examined an integrative model that combines interpersonal justice, LMX, job burnout, and turnover intention. The results reveal that (a) LMX partially mediates the relationships between interpersonal justice and job burnout and (b) employees' cognition‐based trust in their leaders moderates the relationship between LMX and job burnout. By examining the mediating role of LMX as well as the moderating role of cognition‐based trust in the relationship between perceived interpersonal justice and employee job burnout, this study (1) provides a comprehensive explanation of employee job burnout and (2) outlines the implications for job burnout research and practice.     

A Four‐Country Study of the Relationship of Affect‐Based Trust to Turnover Intention

In this study, employees' affect‐based trust of their supervisor was used as the main predictor of turnover intention. It is hypothesized that affect‐based trust has a curvilinear U‐shaped relationship with turnover intention. The sample consisted of U.S., Polish, Russian, and Turkish participants, all with work experience. Regression results indicated that only the responses of the Russian sample supported the hypothesis, suggesting that Russian participants with either weak or strong affect‐based trust of the supervisor had higher intentions to the leave the organization. The Turkish, Polish, and U.S. results showed a negative linear relationship between affect‐based trust and turnover intention.     

情绪劳动工作人员心理授权与离职意向的关系：工作倦怠的中介作用

本研究目的是考察心理授权、工作倦怠和离职意向的关系。研究以某大型通讯企业呼叫中心的309名客服代表为研究对象,采用问卷调查方式对客服代表的心理授权、工作倦怠和离职意向进行调查。结构方程模型的结果显示,心理授权对离职意向有负向影响,工作倦怠对离职意向有正向影响。其中,心理授权先影响情绪衰竭,再影响玩世不恭,最后对离职意向起负向预测作用。研究结果支持了工作倦怠在心理授权和离职意向之间的中介作用。     

UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META-ANALYTIC PATH MODEL

Historically, researchers have sought to identify environmental causes of employee turnover. This paradigm has led to the underemphasis of individual differences as being an important cause of individuals' turnover decisions. The results of the meta-analysis show that personality traits do have an impact on individuals' turnover intentions and behaviors. The trait of Emotional Stability best predicted (negatively) employees' intentions to quit, whereas the traits of Conscientiousness and Agreeableness best predicted (negatively) actual turnover decisions. A theoretically developed path model showed important direct effects from personality to intentions to quit and turnover behaviors that were not captured through job satisfaction or job performance. These direct effects indicate that employees who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or not being able to perform their jobs well. The direct effects on turnover suggest that individuals who are low on Agreeableness or high on Openness may engage in unplanned quitting. Personality traits had stronger relationships with outcomes than did non-self-report measures of job complexity/job characteristics.     

A person‐centred approach to investigate the development trajectories of job‐related affective well‐being: A 10‐year follow‐up study

The primary aim of this three‐wave 10‐year follow‐up study was to investigate the intra‐individual change trajectories of job‐related affective well‐being among Finnish managers (n= 402). Job‐related affective well‐being as indicated by anxiety, depression, comfort, and enthusiasm was measured in 1996, 1999, and 2006. The characteristics of the trajectories were sought from experienced career disruptions (i.e., periods of unemployment or lay‐offs) and perceived job insecurity. The growth mixture modelling (GMM) revealed altogether three latent trajectories that differed from each other in their mean levels and regard to changes in job‐related affective well‐being over time: (1) high and improving well‐being (n= 347), (2) decreased well‐being (n= 32), and (3) low and improving well‐being (n= 23). The associations between job‐related affective well‐being trajectories and career disruptions depended upon the timing of the career disruptions. In addition, perceived job insecurity is associated with concurrently decreased occupational well‐being. Overall, the results highlighted both typical and untypical development trajectories of job‐related affective well‐being and related career characteristics.     

Understanding the factors that promote employability orientation: The impact of employability culture,career satisfaction,and role breadth self‐efficacy

This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their job. Results indicated that a strong employability culture adds extra variance over and above individual factors such as career satisfaction and role breadth self‐efficacy in the explanation of employability orientation, turnover intention, and push motives of employees who aim to leave their job. That is, employability culture is positively related to employability orientation, but negatively related to turnover intention and to push motives of those who aim to leave. Pull motives of employees who want to leave are explained by individual factors only, such as career dissatisfaction and role breadth self‐efficacy, but not by employability culture. These findings suggest that organizations that need to adapt to changing environments should implement a strong employability culture, because such a culture stimulates employability orientations among their employees while simultaneously decreasing turnover intentions.     

On-call work and physicians’ turnover intention: the moderating effect of job strain

Physician shortage and turnover are major problems worldwide. On-call duties may be among the risk factors of high turnover rates among physicians. We investigated whether having on-call duties is associated with physicians’ turnover intention and whether job strain variables moderate this association. The present study was a cross-sectional questionnaire study among 3324 (61.6% women) Finnish physicians. The analyses were conducted using analyses of covariance adjusted for age, gender, response format, specialization status and employment sector. The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intention were among those who had on-call duties and high level of job strain characterized by high demands and low control opportunities. The lowest levels of turnover intention were among those who were not on-call and who had low strain involving low demands and high control. Also, job demands moderated the association between being on-call and turnover intention; turnover intention levels were higher among those with on-call duties and high demands than those being on-call and low demands. To conclude, working on-call was related to physicians’ turnover intention particularly in those with high job strain. Health care organizations should focus more attention on working arrangements and scheduling of on-call work, provide a suitable working pace and implement means to increase physicians’ participation and control over their job.     

Are organisational politics responsible for turnover intention in French Firefighters?

PurposeThe purpose of this paper is to examine the effect of different facets of perceived organisational politics and workplace attitudes onto turnover intention in the French Fire and Rescue service.MethodologyAn electronic survey was administered to fire department employees (n = 255) to investigate the effects of different forms of perceived organisational politics (POP) onto turnover intention, and test for mediation by affective organisational commitment and job satisfaction with structural equation modelling (Lisrel 8.80).FindingsBoth pay-and-promotion and general perceived organisational politics indirectly predicted turnover intention in French firefighters, although the total effect of pay-and-promotion politics was greater than general politics. Affective organisational commitment and job satisfaction mediated the effect of perceived organisational politics onto turnover intention.Practical implicationsPublic organisations, which have recently undergone reorganisations, should monitor perceptions of organisational politics to better understand the association with attitudes (such as affective organisational commitment and job satisfaction), as well as to predict turnover intention.Originality/valueThe study goes expands on the identification of various turnover intention's antecedents to contribute to consider understanding of its reasons, such as perceived organisational politics, where pay-and-promotion politics appears to be more salient factor than general politics. Affective organisational commitment and job satisfaction mediate the effects of POP onto turnover intention with nuanced effects. We also generated support for the order of factors in the model, where job satisfaction is a first-order predictor of turnover intention and organisational commitment second-order one. The POP Scale (Kacmar & Ferris, 1991) was validated in French.     

Older people's well‐being as a function of employment,retirement, environmental characteristics and role preference

The life satisfaction and affective well‐being of employed, unemployed and retired men and women aged between 50 and 74 were examined as a function of characteristics of their environment and the degree to which their current role was personally preferred. Early‐retired and late‐employed individuals had particularly high affective well‐being. Role preference (e.g. to be in a job) was significantly associated with both indicators, with better well‐being in those individuals who wanted to be in their current role. Both forms of well‐being were a function of the features experienced in a role (opportunity for control, clarity, etc.), over and above the identification of role membership on its own, with the relationship between older people's role occupancy (employed, unemployed or retired) and well‐being being mediated by perceived environmental characteristics.     

Chronic job stressors and job control: Effects on event‐related coping success and well‐being

The present study investigates how chronic work characteristics relate to situational work characteristics, and their effect on outcomes such as well‐being, problem solving, and calming down. It also examines how the relationship between situational work characteristics and coping strategies affect these outcomes. Based on an event‐sampling approach, 23 employees of a counselling agency reported 120 stressful events over 7 days, yielding 92 work‐related and 28 private events. Multi‐level analyses revealed that with regard to chronic conditions, job control was positively associated with successful calming down and problem solving in stressful situations, whereas job stressors were negatively related to immediate well‐being. Chronic stressors and job control can be seen as ‘background’ variables that influence the response to stressful events. For situational factors, stressfulness was negatively associated and controllability was positively associated with immediate well‐being and problem solving. In addition, problem‐focused coping predicted positively situation‐related success in calming down and problem solving. An effect on well‐being was found when situational controllability was high, confirming the active coping rule of Perrez and Reicherts (1992) . Palliative coping was positively related to successful calming down.     

Work characteristics and employee health and well‐being: Test of a model of healthy work organization

This paper presents an initial test and validation of a model of healthy work organization. A questionnaire based on the proposed model was completed by 1,130 employees of a national retailer. The instrument measured 29 first‐order constructs underlying the six higher‐order domains of the model. The overall model fit and relationships among the second‐order factors were examined using AMOS structural equation‐modelling procedures. The structural analyses presented here support the proposed model. An acceptable overall fit was demonstrated, and all second‐order, and second‐ to first‐order, relationships were significant. Employees' perceptions of their organization affect their perception of the climate, which impacts the way people relate to their job and see their future in the organization, ultimately impacting their work adjustment, health and well‐being. This model has implications for both research and practice.     

Relationships between various person–environment fit types and employee withdrawal behavior: A longitudinal study

This study investigated the relationships between various person–environment fit types and employees' withdrawal attitudes and behaviors. I collected an initial survey data from 901 employees who had been with their organizations for 6 months at most and whose current organizations were their first employers. Of these respondents, only 297 responded to the second survey, 6 months after the first. The results showed person–job, person–supervisor, and person–organization fits correlated significantly with turnover intention on the first survey. Logistic regression analyses showed only person–organization fit correlated significantly with actual turnover at the time of Survey 2. I discuss implications and limitations of this study.     

A model for the effects of job insecurity on performance,turnover intention,and absenteeism

This study investigates the effects of job insecurity on four organizationally important outcomes: in‐role behaviour, organizational citizenship behaviour, turnover intention, and absenteeism. A model is tested in which job insecurity is simultaneously a hindrance and a challenge stressor. In particular, job insecurity is proposed to have a predominantly harmful effect on performance, turnover intention, and absenteeism, and it is argued that these effects are mediated by (reduced) work attitudes. In addition, job insecurity is also assumed to affect these behaviours in the opposite way (i.e. a suppressor effect) because job insecurity might motivate employees to make themselves more valuable to the organization by working harder and being less absent. The model is tested with a sample of 136 German non‐managerial employees. Data from supervisors (i.e. in‐role behaviour and organizational citizenship behaviour), the company's personnel files (i.e. absenteeism), and self‐reports (i.e. job insecurity, work attitudes, turnover intention, in‐role behaviour, and organizational citizenship behaviour) were used. Structural equation modelling showed that a model that included both negative and positive effects fitted the data best. The negative effect was stronger than the positive effect. The results show that the effects of job insecurity are more complex than previously assumed. In addition, the results also extend previous research into hindrance and challenge stressors because they show that stressors should not be categorized as either hindrance or challenge. Instead, it might be more appropriate to conceptualize hindrance and challenge as two dimensions.     

The Downsides of Extreme Conscientiousness for Psychological Well‐being: The Role of Obsessive Compulsive Tendencies

Although conscientiousness exhibits positive relations with psychological well‐being, theoretical and empirical work suggests individuals can be too conscientious, resulting in obsessive‐compulsiveness, and therein less positive individual outcomes. However, the potential for curvilinearity between conscientiousness and well‐being has been underexplored. We measured 912 subjects on facets of conscientiousness, obsessive‐compulsive personality, and well‐being variables (life satisfaction, job satisfaction, self‐esteem, positive affect, negative affect, work stress). Methods of scoring included traditional sum‐scoring, traditional item response theory (IRT), and a relatively new IRT approach. Structural models were estimated to evaluate curvilinearity. Results confirmed the curvilinear relationship between conscientiousness and well‐being, and demonstrated that differential facet‐level relationships underlie weaker curvilinearity at the general trait level. Consistency was found in the strength of relation between conscientiousness facets with their obsessive‐compulsive variants and their contribution to decreased well‐being. The most common association was that higher standing on conscientiousness facets was positively related to negative affect. Findings support the idea that extreme standing on facets of conscientiousness more strongly linked to their obsessive‐compulsive variants contributed to lower well‐being, highlighting the importance of considering alternative functional representations of the relationship between personality and other constructs. Future work should seek to further clarify the link between conscientiousness and negative affect.     

The ‘why’ and ‘why not’ of job search behaviour: their relation to searching,unemployment experience,and well‐being

Two studies (n = 273 and 254) used self‐determination theory (SDT) to examine unemployed people's motivation both to search and not to search for a job. The self‐regulation questionnaire format (Ryan & Connell, 1989) was used to assess participants' autonomous and controlled job‐search motivation (the ‘why’ of job search) as well as their amotivation for searching. Additionally, both autonomous and controlled motivation for not searching (the ‘why not’ of job search) was assessed. Results provide validity for these five motivational constructs and indicate, in line with SDT, that the constructs predicted reports of search behaviour, affective experiences, and well‐being. The addition of autonomous and controlled motivation for not searching contributed additional predictive power beyond the motivational constructs that focused only on searching. Copyright © 2004 John Wiley & Sons, Ltd.     

Enrichment processes and gain spirals at work and at home: A 3‐year cross‐lagged panel study

In this study, we combined the Job Demands‐Resources model and Conservation of Resources theory with work‐family enrichment (WFE) literature, using the Resource–Gain–Development perspective in particular, in order to (1) investigate the motivating and wellness‐promoting role of job and home resources in predicting enrichment in work and family leading to further positive outcomes, and (2) examine positive gain spirals between the study variables over time. More specifically, we investigated whether job resources predict work engagement through WFE, and similarly, whether home resources predict marital satisfaction through FWE. We also investigated the reciprocal effects between job and home resources, enrichment in both directions, and well‐being in both domains. The study was based on a two‐wave, 3‐year, full panel design among Finnish dentists (N= 1,632). Results showed that job resources at T1 predicted WFE at T2, and WFE and engagement reciprocally influenced each other over time. Home resources at T1, on the other hand, did not predict family‐work enrichment (FEW) at T2; instead, FWE at T1 influenced both home resources and marital satisfaction at T2. Moreover, we found reciprocal impacts (‘gain spirals’) between domain‐specific resources (job/home resources) and domain‐specific well‐being (engagement/marital satisfaction) and between WFE and engagement, thus supporting the Conservation of Resources theory. The same results were found for both genders, suggesting that similar enrichment processes may take place among both women and men. Theoretically, this study suggests that adding the idea of positive feedback loops might benefit the models theorizing WFE.     

Work stress and employee well‐being: The critical role of Zhong‐Yong

In the pursuit of well‐being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong‐Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well‐being, and Zhong‐Yong beliefs. The work stress was classified into challenge‐ and hindrance‐related stress while emotional exhaustion and job satisfaction were used as well‐being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance‐related stress is destructive to employee well‐being; (2) challenge‐related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong‐Yong beliefs mitigate the harm from hindrance‐related stress on employee well‐being; and (4) Zhong‐Yong beliefs weaken the negative effects of challenge‐related stress on emotional exhaustion, and transform challenge‐related stress into eustress for job satisfaction.     

Adolescent predictors and associates of psychosocial functioning in young men and women: 11 year follow‐up findings from the Nord‐Trøndelag Health Study

The aim of this paper was to investigate whether psychosocial functioning in adulthood (e.g., friends support, cohabitation, community connectedness and work satisfaction) could be predicted by mental health, subjective well‐being, social relations and behavior problems in adolescence, and whether gender was a moderator in these associations. Data were obtained from a major population‐based Norwegian study, the Nord‐Trøndelag Health Study (HUNT), in which 517 men and 819 women completed an extensive self‐report questionnaires at baseline (mean age 14.4 years) and at follow‐up (mean age 26.9 years). Community connectedness as well as work satisfaction were predicted by subjective well‐being. Cohabitation was predicted by male gender and frequency of meeting friends in adolescence, and friends support was predicted by frequency of meeting friends. Gender had a minor effect as a moderator. Frequency of meeting friends and subjective well‐being seemed to be the strongest adolescent predictors of psychosocial functioning in young adulthood. These findings may have implications both for prevention and intervention in adolescence, as well as for future research.     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响     

Research in counselling and psychotherapy Post‐COVID‐19

The COVID‐19 pandemic brings to light many areas the field of counselling and psychotherapy may need to address in future research. We outline several issues stemming from or exacerbated by the pandemic and offer suggestions for future research to address the mental health needs of those impacted. Our suggestions focus on five domains: (a) the health and well‐being of helping professionals, (b) the infodemic, (c) discrimination and minority stress, (d) spiritual and existential dynamics in mental health and (e) couple and family stress and resilience. We aim to provide a multi‐systemic perspective of mental health and well‐being in the time of COVID‐19, as well as encourage current and future studies to incorporate these suggestions to advance the health and well‐being of our communities through evidence‐based treatment approaches.