Schedule control,supervisor support and work engagement: A winning combination for workers in hourly jobs?

The changing natures of both work and the lives of the U.S. workforce have created an array of challenges for organizations attempting to foster work engagement. To accommodate the work and family needs of an increasingly diverse workforce, many firms are offering flexible work solutions to employees. However, the distribution of these types of organizational resources is unequal, with workers in lower-wage hourly jobs having the least access to any form of flexibility. The purpose of this paper is to examine the relationship of schedule control, as a form of flexible work practice, and work engagement among workers employed in hourly retail jobs. Authors tested a model whereby the relationship between schedule control and work engagement is mediated by schedule satisfaction and perceived supervisor support. A sample of 1343 full-time hourly retail workers was used to address the study's purpose. Hypothesized relationships were fully or partially supported. Implications for research and practice are discussed.     

Burnout and work engagement: Independent factors or opposite poles?

Burnout researchers have proposed that the conceptual opposites of emotional exhaustion and cynicism (the core dimensions of burnout) are vigor and dedication (the core dimensions of engagement), respectively ( [Maslach and Leiter, 1997] and [Schaufeli et al., 2002]). We tested this proposition by ascertaining whether two sets of items, exhaustion-vigor and cynicism-dedication, were scalable on two distinct underlying bipolar dimensions (i.e., energy and identification, respectively). The results obtained by means of the non-parametric Mokken scaling method in three different samples (Ns = 477, 507, and 381) supported our proposal: the core burnout and engagement dimensions can be seen as opposites of each other along two distinct bipolar dimensions dubbed energy and identification.     

Work-family supportiveness organizational perceptions: Important for the well-being of male blue-collar hourly workers?

The current study questions whether organizational perceptions of family supportiveness predict work-family conflict (WFC) and job satisfaction for an atypical sample of male hourly workers in a manufacturing organization, and whether those relationships depend on work (number of work hours) and family (number of family roles) demands. A unidimensional factor structure for the family supportiveness scale was not found; however a subscale for the extent that the organization supported work-family balance was strongly related to WFC and job satisfaction. An interaction was found such that those working long hours in the family-supportive work environment had lower WFC than those working long hours in an unsupportive environment, while the number of family roles (e.g., spouse, parent, eldercare) had no moderating effects. Supporting employees’ non-work life is determined to be important for these employees.     

Emerging effortful control in infancy and toddlerhood and maternal support: A child driven or parent driven model?

This study examined the association between children's temperamental characteristics of rudimentary effortful control (EC) and mothers’ supportive reactions to their children's negative emotions in infancy and toddler period. One hundred and fifty eight (78 girls) Taiwanese children's EC was assessed at 12 and 24 months with mothers’ report on the very short-form scales of Infant Behavior Questionnaire (IBQ) and Early Childhood Behavior Questionnaire (ECBQ) respectively. The mothers also completed questionnaires to assess their comforting behaviors at 12 months and both comforting and cognitive assistance to their children's expression of negative emotions when the child was 24 months old. A structural model was used to examine within- and across-time relations between children's EC and the maternal support. The results showed continuity of EC related temperament from infancy to toddlerhood and the 12-month rudimentary EC positively predicted mothers’ comforting and cognitive assistance at 24 months, suggesting that mothers modulate their use of support in accordance with their prior knowledge of their children's regulatory capacities. The results indicated an influence of infants’ temperament on adult behaviors, supporting potential evocative child effects on mothers’ emotion coaching behaviors.     

Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis

Workaholism and work engagement can be depicted, respectively, as the pathological and the healthy form of heavy work investment. In spite of their different definitions and outcomes on individual and organizational life, workaholism and work engagement are not clearly and adequately distinguished by scholars and researchers as they appear to show some overlapping features. The aim of this investigation was to meta-analyze available studies, selected by systematic review, on the relations between subdimensions of workaholism and work engagement. Thirty-five studies were eligible for analysis. Associations emerged between Working Excessively and Absorption (g = .34), Working Compulsively and Absorption (g = .28), and Working Excessively and Dedication (g = .14). Moreover, the results were not influenced by publication bias and showed nationality to be a significant moderator. Overall, these findings suggest that further research is necessary to extend our knowledge of workaholism, work engagement, and the relationship between the two, in order to disentangle commonalities and differences between them.     

Performance expectations,personal resources,and job resources: How do they predict work engagement?

Research on work engagement has mainly focused on the role of job and personal resources and has ignored the possible impact of personal demands workers develop with regard to their work. The aim of our study was to test the reciprocal relationships that job resources, personal resources, and personal demands, operationalized as performance expectations, share with work engagement. Three-wave longitudinal data were collected in a Belgian public institution (N?=?473). Results confirm the causal effects of job resources, personal resources, and performance expectations on work engagement. Reciprocal relationships are not significant. Results are discussed with regard to the impact of changes in job and personal resources and performance expectations on work engagement. Practical implications including reinforcement of Human Resources practices such as appraisal interviewing and career management are also discussed.     

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

A multilevel job demands–resources model of work engagement: Antecedents,consequences, and boundary conditions

ABSTRACT

Grounded on the Job Demands–Resources model, the present study conducted 2 studies to test a multilevel model of work engagement. Using data from 606 leader–employee pairs taken from 40 gas stations of a petroleum company, and a 3-wave data from 145 service teams and 542 leader–employee pairs from a variety of service organizations, convergent evidence suggested that (a) the unit leaders’ autonomy-support climate and psychological capital lead to service performance through work engagement and (b) psychological capital could attenuate the positive effect of unit leaders’autonomy-support climate on work engagement. In addition, the unit leaders’ autonomy-support climate acts as a job resource for boosting work engagement when both workloads and emotional demands or job insecurity are high.     

Work, family and life-course fit: Does control over work time matter?

This study moves from “work-family” to a multi-dimensional “life-course fit” construct (employees’ cognitive assessments of resources, resource deficits, and resource demands), using a combined work-family, demands-control and ecology of the life course framing. It examined (1) impacts of job and home ecological systems on fit dimensions, and (2) whether control over work time predicted and mediated life-course fit outcomes. Using cluster analysis of survey data on a sample of 917 white-collar employees from Best Buy headquarters, we identified four job ecologies (corresponding to the job demands-job control model) and five home ecologies (theorizing an analogous home demands-home control model). Job and home ecologies predicted fit dimensions in an additive, not interactive, fashion. Employees’ work-time control predicted every life-course fit dimension and partially mediated effects of job ecologies, organizational tenure, and job category.     

Epistemic action: A measure for cognitive support in tangible user interfaces?

The quality of user interfaces is often measured in terms of efficiency, effectiveness, and satisfaction. In the area of tangible user interfaces, epistemic—or exploratory—action has been suggested as a fourth measure of quality. In computer game studies (Kirsh & Maglio, 1992, 1994), players used epistemic actions to modify the environment, which helped them determine the correct position of blocks with less mental effort. There, the researchers found that it might be easier to physically modify the external world and then interpret it than to compute and interpret a new state mentally. Specifically, epistemic action may be a relevant concept when researching tangible user interfaces incorporating physical handles. This article examines the potential relations between the three traditional measures of usability and epistemic actions using three spatial planning tools with different degrees of physicality. The results indicate that epistemic action is a measure that is independent of the three traditional usability measures: efficiency, effectiveness, and satisfaction. However, epistemic action does not increase linearly with the physicality of a user interface, and it probably is a more complex measure that is also related to the reusability of the interface. Further research is needed to fully understand the potential of this measure.     

Boundaries for career success? How work–home integration and perceived supervisor expectation affect careers

The necessity to actively manage the work–home boundaries has drastically increased. We postulate that work–home integration may affect individuals' subjective career success via its positive effects on work goal attainment and exhaustion. Furthermore, we study perceived supervisor expectation for employee work–home integration as a boundary condition. Our three-wave online survey with 371 employees showed support for the two hypothesized moderated mediation effects. Work–home integration preference is indirectly related to subjective career success: (1) positively via home-to-work transitions and work goal attainment and (2) negatively via home-to-work transitions and exhaustion. Perceived supervisor expectation constrained work–home integration preference's direct effect on home-to-work transitions and indirect effects on subjective career success. Exploratory analysis revealed that exhaustion negatively affected all career success dimensions, whereas work goal attainment was only related to some. Our results indicate that supervisor expectation can override the effect of employee's work–home integration preference on home-to-work transitions which have a double-edged sword effect on subjective career success. Our study contributes to integrating the careers and work–life interface literature and incorporating contextual factors. Furthermore, with the exploration of differential effects on subjective career success, we advance our understanding of this outcome's nomological network.     

Dirty work,dirty worker? Stigmatisation and coping strategies among domestic workers

Domestic work can be perceived to be ‘dirty work’ in several ways: it is associated with dirt handling, low occupational prestige, and domestic workers have a servile relationship to their clients/employers. This stigma may negatively affect domestic workers' sense of self, and thus coping strategies appear to be critical. In this article, we explore the coping strategies that moderate the relation between the stigma of dirty work and domestic workers' sense of self, based on the analyses of 43 interviews with domestic workers in Belgium. By using a social stress approach in which stigma is considered a stressor, our results reveal a range of maladaptive and adaptive coping strategies that contribute to a negative or a more positive sense of self. Four main categories of coping strategies are discussed: confronting or countering perceptions and behaviours, occupational ideologies, social weighting and defensive tactics. The first two categories are adaptive coping strategies; the last two can be adaptive or maladaptive. We also reveal that workers used adaptive and maladaptive coping strategies simultaneously, leading to mixed implications for their sense of self.     

The language barrier?: context, identity, and support for political goals in minority ethnolinguistic groups

In two studies, we tested the hypothesis that not having a potentially group-defining attribute (e.g., in-group language) can affect social identification and support for group goals (e.g., national autonomy). Focusing on the Welsh minority in the UK, Study 1 provided evidence that Welsh language fluency predicted Welsh identification and support for national autonomy, and that identification accounted for the language-autonomy association. Study 2 extended this by (1) examining British and English as well as Welsh identification; and (2) quasi-manipulating the surrounding context (Welsh speaking vs. non-Welsh speaking). As predicted, low Welsh language fluency predicted stronger British and English identification, but only where language was criterial (Welsh-speaking regions). British identification, in turn, predicted lower support for national autonomy. Implications and prospects for future research are discussed.     

Cognitive control: A role for implicit learning?

We investigated the influence of implicit learning on cognitive control. In a sequential Stroop task, participants implicitly learned a sequence placed on the color of the Stroop words. In Experiment 1, Stroop conflict was lower in sequenced than in random trials (learning-improved control). However, as these results were derived from an interaction between learning and conflict, they could also be explained by improved implicit learning (difference between random and sequenced trials), under incongruent compared with congruent trials (control-improved learning). Therefore, we further unraveled the direction of the interaction in 2 additional experiments. In Experiment 2, participants who learned the color sequence were no better at resolving conflict than participants who did not undergo sequence training. This shows that implicit knowledge does not directly reduce conflict (no learning-improved control). In Experiment 3, the amount of conflict did not directly improve learning either (no control-improved learning). However, conflict had a significant impact on the expression of implicit learning, as most knowledge was expressed under the highest amount of conflict. Thus, task-optimization was accomplished by an increased reliance on implicit sequence knowledge under high conflict. These findings demonstrate that implicit learning processes can be flexibly recruited to support cognitive control functions. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Age-related changes in antisaccade task performance: inhibitory control or working-memory engagement?

In antisaccade tasks, subjects are required to generate a saccade in the direction opposite to the location of a sudden-onset target stimulus. Compared to young adults, older adults tend to make more reflex-like eye movements towards the target, and/or show longer saccadic onset latencies on correct direct antisaccades. To better understand the nature of these effects of aging on antisaccade performance, we examined the role of age-related deficiencies in inhibitory control vis-a-vis age changes in the engagement of working memory. Inhibitory demands were manipulated using fixation-offset conditions, while working-memory demands were manipulated by varying memory-updating requirements. The results indicate that inhibitory oculomotor functions remain largely intact with advancing age; older adults' performance breaks down only when their limited working-memory capacity is taxed by increasing updating demands.     

Does it fit? The relationships between personality,decision autonomy fit,work engagement,and emotional exhaustion in self-managing organizations

The novel organizational form of self-managing organizations decentralizes decision authority, thus promising higher adaptability and sustainability. However, recent practical experiences showed that such organizations struggle with employee turnover and lack of engagement, and thus, levers to improve personnel selection are required. This work investigated the relationship between person-environment fit regarding perceived and ideal decision autonomy and the employee outcomes of work engagement and emotional exhaustion in self-managing organizations. Furthermore, the associations with personality traits were examined. The study relied on cross-sectional survey data from two subsamples of employees working in self-managing and traditional organizations. Group comparison was used to test the elevated level of decision autonomy in self-managing organizations, polynomial regression with response surface analysis was used to investigate the effect of (mis-)fit, and multiple regression analyses evaluated the relationship with personality traits. The findings showed that employees in self-managing organizations experienced higher decision autonomy than those in traditional organizations. Additionally, the fit between ideal and perceived decision autonomy predicted higher work engagement, while extraversion, openness to experience, and low neuroticism predicted higher ideal decision autonomy. As a result, individual person-environment fit regarding decision autonomy and personality requires attention in self-managing organizations to engage employees. The findings imply that the effect of decision autonomy on engagement is not positive per se but depends on the intraindividual characteristics, which must be of concern when decentralizing decision authority organization-wide. Therefore, personnel selection and recruitment processes in self-managing organizations should consider ideal decision autonomy and personality traits as assessment criteria.     

Shyness and sociability: a dangerous combination for illicit substance use in adolescent males?

Researchers have hypothesized that behavioral problems are accentuated when a shy person wants to be with other people. This need to be with others--sociability--is a related but separate construct from shyness. The purpose of the present study was to examine the relationship of shyness and sociability to illicit substance use in a sample of 654 male high school students. It was found that, in general, shy male adolescents were significantly more likely to use illicit substances when compared to those who were not shy. Those who were shy and highly sociable were significantly more likely to use hallucinogenic substances than were those who were shy and low to moderate in sociability as well as those who were not shy. Although not significant, there was a trend toward more cocaine and marijuana use among those who were shy and highly sociable. The implications of these findings for those who work with adolescents are discussed.     

Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study

Building upon the Conservation of Resources (COR) theory, this longitudinal study examined whether job crafting behaviors (i.e. increasing structural and social job resources and increasing challenges) predict less job boredom and more work engagement. We also tested the reverse causation effects of job boredom and work engagement on job crafting and the dynamics between the three job crafting behaviors over time. We employed a two-wave, three-year panel design and included 1630 highly educated Finnish employees from a broad spectrum of occupations in various organizations. Our results indicated that seeking challenges in particular negatively predicted job boredom and positively predicted work engagement. Seeking challenges fueled other job crafting behaviors, which, in their turn, predicted seeking more challenges over time, thus supporting the accumulation of resources. Job boredom negatively predicted increasing structural resources, whereas work engagement positively predicted increasing both structural and social resources. These findings suggest that seeking challenges at work enhances employee work engagement, prevents job boredom, and generates other job crafting behaviors. Conversely, job boredom seems to impede job crafting.