The curvilinear effect of work engagement on employees' turnover intentions

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work‐engaged employees have lower levels of turnover intentions than non‐engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non‐linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.     

Hope grounded in belief: Influences of reward for application and social cynicism on dispositional hope

Two studies explore whether general beliefs about the social world or social axioms may be antecedents of dispositional hope. Social axioms are generalized cognitive representations that provide frames for constructing individuals’ hope‐related cognitions. Considering social axioms’ instrumental and ego‐defensive functions, two social axioms, social cynicism and reward for application are hypothesized to be negative and positive predictors of hope, respectively. Study 1 used multiple regression analysis to test the hypothesis. Study 2 used structural equation modeling to test the model with a pathway linking reward for application with hope, and another pathway linking social cynicism and hope that is mediated by self‐esteem. The results are discussed in terms of extending the range of psychological constructs and processes that foster the development of hope.     

Exploring the path through which career adaptability increases job satisfaction and lowers job stress: The role of affect

The construct of career adaptability, or the ability to successfully manage one's career development and challenges, predicts several important outcomes; however, little is known about the mechanisms contributing to its positive effects. The present study investigated the impact of career adaptability on job satisfaction and work stress, as mediated by individuals' affective states. Using a representative sample of 1671 individuals employed in Switzerland we hypothesized that, over time, career adaptability amplifies job satisfaction and attenuates work stress, through higher positive affect and lower negative affect, respectively. The data resulted from the first three waves of a longitudinal project on professional paths conducted in Switzerland. For each wave, participants completed a survey. Results of the 3-wave cross-lagged longitudinal model show that employees with higher career adaptability at Time 1 indeed experienced at Time 3 higher job satisfaction and lower work stress than those with lower career adaptability. The effect of career adaptability on job satisfaction and work stress was accounted for by negative affect: Individuals higher on career adaptability experienced less negative affect, which led to lower levels of stress and higher levels of job satisfaction, beyond previous levels of job satisfaction and work stress. Overall results support the conception of career adaptability as a self-regulatory resource that may promote a virtuous cycle in which individuals' evaluations of their resources to cope with the environment (i.e., career adaptability) shape their affective states, which in turn influence the evaluations of their job.     

Feedback environment and well-being at work: The mediating role of personal control and feelings of helplessness

This study examines employees' personal control and feelings of helplessness at work as partial mediators of the relationship between the supervisor–employee feedback environment and well-being (job satisfaction, job depression, job anxiety, turnover intentions) at work. Findings are reported from a cross-sectional field study with 345 participants from three different industries. Hierarchical regression analyses showed that feedback environment was positively related to job satisfaction, personal control over information and decisions, and was negatively related to helplessness, job depression, and turnover intentions. Furthermore, personal control partially mediated the relationships between feedback environment and job satisfaction as well as job depression. Helplessness partially mediated the relationships between feedback environment and job depression, job satisfaction, and turnover intentions. This study adds to the literature on feedback environment in highlighting the importance of the supervisor–employee feedback environment for well-being at work and introducing personal control and helplessness as mediating variables.     

Core work evaluation: The viability of a higher-order work attitude construct

A great deal of research examining work attitudes has shown that they are related to important employee behaviors. Most of this research has parsed attitudes into ever more refined assessments of specific features of the work environment. Although this research has yielded valuable insights, for practical, theoretical, and empirical reasons we argue that an examination of a more global evaluative summary of the work environment is needed. In the present study we develop, conceptualize, and provide empirical evidence for a global work attitude construct called Core Work Evaluation (CWE). The conceptual foundation for CWE is drawn from classic and modern theory on attitudes and attitude formation. To test our theoretical assertions we follow recent recommendations for the development of higher order constructs in a series of three empirical studies. The results found that CWE: (1) explains meaningful shared variance across the more specific indicators (job satisfaction, organizational commitment, and work engagement) that is not merely the result of common method variance, (2) is distinguishable from nonevaluative features of the work environment and stable individual differences, and (3) predicts important work-related outcomes above and beyond its constituent indicators. Overall the results provided evidence of the viability of the CWE construct.     

Avoiding depletion in virtual work: Telework and the intervening impact of work exhaustion on commitment and turnover intentions

Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework’s impact is the result of resource stockpiling and flexibility as teleworkers are able to yield work and personal benefits and protect themselves from resource depletion in the office. Using a sample of 393 professional-level teleworkers in one organization, I therefore investigate the intervening role of work exhaustion in determining commitment and turnover intentions. Results indicate that telework is positively related to commitment and negatively related to turnover intentions, such that a higher degree of teleworking is associated with more commitment to the organization and weakened turnover intentions. Moreover, work exhaustion is found to mediate the relationships between teleworking and both commitment and turnover intentions.     

The independence of positive and negative affect depends on the affect measure

This study examined the degree of independence between Positive Affect (PA) and Negative Affect (NA) within a given situation. The affective state was measured before and after an experimentally induced success or failure experience in an anagram task. Two types of affect measures were used to assess PA and NA: the Positive and Negative Affect Schedule (PANAS) and a Pleasantness-Unpleasantness scale. Consistent with our hypotheses, results show that PA and NA are independent when measured with the PANAS but are correlated when assessed with the other scale. These PA-NA correlations differed significantly from each other before and after emotion induction, respectively. Additional analyses indicate that both PA scales are differentially sensitive to the mood induction procedure. The findings are discussed with respect to circumplex models of emotion.     

Job demands and resources as antecedents of work engagement: A longitudinal study

By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel (n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be the best lagged predictors of the three dimensions of work engagement. However, only the positive effect of job control on dedication remained statistically significant after controlling for the baseline level of work engagement (Time 1).     

Young workers’ job self-efficacy and affect: Pathways to health and performance

This longitudinal study of 195 young workers responds to calls for the study of healthy work at discrete life stages. Based on social cognitive and affective events theories and using structural equation modeling, results indicated that both perceived job self-efficacy and job-related affect fully mediate the relationship between interpersonal work conflict at time 1 and the outcomes of job performance and health at time 2. Furthermore, job-related affect mediates the relationship between intrinsic job characteristics at time 1 and job performance and health at time 2. Finally, young workers’ job performance at time 2 was directly predicted by perceptions of intrinsic work quality at time 1. Practical implications of these findings and suggestions for future research are also discussed.     

Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect

Research has shown that job satisfaction is determined by both cognitions about the job and affect at work. However, findings from basic and applied attitude research suggest that the extent to which attitudes are based on affective and cognitive information is contingent on stable individual differences, in particular need for affect. Based on current conceptualizations of job satisfaction as an attitude toward the job, we hypothesized that job satisfaction depends more on affect and less on cognitions, the higher a person's need for affect is. To test these hypotheses, we conducted two correlational studies (N = 194 university employees; N = 134 employees from various organizations) as well as an experimental study (N = 191 university employees) in which the salience of positive versus negative job cognitions was varied. Results supported our hypotheses. We discuss theoretical and practical implications of these differences in affective and cognitive underpinnings of job satisfaction.     

MMPI-2 configurations among victims of bullying at work

Bullying at work, the systematic exposure to psychological violence and harassment in the workplace, places a serious strain on many employees. The aim of this study was to investigate psychological correlates of bullying among former and current victims using the MMPI-2. A total of 85 individuals, recruited among members of two Norwegian associations of bullying victims, participated in the study. Two hypotheses were tested: (1) Bullied victims have an elevated personality profile on the MMPI-2, although different kinds of personality profiles may be distinguished; (2) the personality profiles of the victims are related to the type of behaviour and the intensity of the behaviours experienced by the victim. Both hypotheses were confirmed. The study demonstrated, using cluster analysis, that the sample of bullied victims can be divided into three personality groups (“The seriously affected”, “The disappointed and depressed”, and “The common”.) The elevated 3-2-1 personality profile was most typical. Surprisingly, the victims of the common cluster reported the highest level of exposure to bullying, suggesting a vulnerability factor among the other victims. The scores on the new MMPI-2 Content scales were also analysed. The seriously affected group reported a high level of generalized anxiety, fear of specific incidences, and many health concern worries.     

The role of psychological resilience and positive affect in risky decision‐making

Past studies suggest that positive affect produces a wide range of desirable outcomes because it helps people build lasting resources. It may be assumed that these resources build on positive affect over time, which in turn may explain the beneficial effect of positive affect in stressful encounters. However, this assumption has not been directly tested by empirical studies. This question is important in that it helps clarify the underlying mechanism through which individuals with more positive affect might respond adaptively to adverse situations. Using a stressful task that included 20 rounds of risky investment choices, the current study examined whether psychological resilience, an important personal resource fuelled by positive affect, could account for the beneficial effects of positive affect. Specifically, we examined the relationship between individuals’ baseline levels of positive affect, their levels of psychological resilience, their choices in a risky investment decision task, and their levels of positive affect on the final investment task. The results demonstrate that psychological resilience could indeed help explain happier people's enhanced outcomes: They chose higher return although more risky investment options and experienced more positive affect at the end of the task. The current study supports the notion that individuals who experience frequent positive affect thrive through various challenges not simply because they feel good, but because they have resources that they can utilize to deal with these challenges. Findings from the present study support further investigation of the important relationship between specific positive affect, psychological resilience, and performance in risky investment tasks.     

Toward a better understanding of the effects of hindrance and challenge stressors on work behavior

This study investigated the processes whereby hindrance and challenge stressors may affect work behavior. Three mechanisms were examined to explain the differential effects these stressors have demonstrated: job satisfaction, strains, and work self-efficacy. A model is proposed in which both types of stressors will result in increases in strains, but that job satisfaction is primarily involved in the relationship between hindrance stressors and citizenship behavior, and efficacy is involved in the relationship between challenge stressors and job performance. Although the results generally supported the dual-stressor framework showing meaningful relationships to the work outcomes through the proposed processes, the link between work self-efficacy and job performance was not significant. This model was analyzed using multi-source data collected from 143 employees from a variety of organizational settings. Implications for the conceptualization of stressors and the development of interventions are discussed.     

The influence of context‐specific and dispositional achievement goals on children's paired collaborative interaction

Background . Research has demonstrated that working collaboratively can have positive effects on children's learning. While key factors have been identified which influence the quality of these interactions, little research has addressed the influence of children's achievement goals on collaborative behaviour. Aims . This paper investigates the influence of mastery and performance goals on the nature of children's collaborative participation while playing a problem‐solving computer game with a peer. Sample . Forty‐eight primary schoolchildren aged 8–10 years were divided into two groups: those displaying strong personal goal preferences (dispositional group: N = 14) and those whose goal preferences were context‐dependent, displaying no consistent bias for either mastery or performance goals (context‐dependent: N = 34). Children were paired on the basis of same gender, year group, and goal orientation. Method . Context‐dependent pairs were assigned to either a mastery or a performance condition in which they received goal‐focused instructions. Dispositional pairs received only the instructions to collaborate given to all groups. Collaborative sessions were videotaped and interactions coded. Results . Children who were assigned mastery goals engaged in significantly more elaborated problem‐solving discussion whilst children who were assigned performance goals engaged in more executive help seeking and displayed lower levels of metacognitive control. Dispositional pairs shared some similar patterns, according to goal orientation, as context‐dependent pairs. Conclusions . Goal‐focused instructions can be used to influence the nature and quality of children's paired interactions. Instructing children towards mastery goals appears to promote a more collaborative style of interaction.     

Demands,resources, and work ability: A cross-national examination of health care workers

Understanding work ability, with the goal of promoting it, is important for individuals as well as organizations. It is especially important to study work ability in health care workers, who face many work-related challenges that may threaten work ability. We studied various job demands, job resources, and interactions of demands and resources relating to work ability using the Job Demands–Resources model as a framework. Acute care health care workers from six nations (US, Australia, UK, Brazil, Croatia, and Poland) completed a survey. Role demands related to work ability in the Australia sample only, and supervisor support related to work ability in the Australia sample only. Yet, high levels of supervisor support significantly moderated (buffered) negative relationships between physical demands and work ability in the US sample, along with negative relationships between role demands and work ability in both the Croatia and UK samples. Skill discretion related to work ability in every nation sample, and therefore appears to be particularly important to work ability perceptions. In addition, skill discretion moderated (buffered) a negative relationship between role demands and work ability in the Australia sample. We therefore recommend that interventions to help preserve or improve work ability target this important job resource.     

The roles of dispositional optimism and pessimism in hiv disease progression

Relationships between dispositional optimism and pessimism and the course of HIV infection, determined by changes in viral load and CD4 counts, were studied in a longitudinal cohort of 412 patients on antiretroviral therapy (ART). Multiple regression analyses controlling for baseline levels of disease status, ethnicity, and depressive symptoms demonstrated that higher pessimism at baseline was associated with higher viral load at follow-up (average of 18 months later). Optimism at baseline had a curvilinear relationship with CD4 counts at follow-up. Moderate levels of optimism at baseline predicted the highest CD4 counts at follow-up. Although optimism and pessimism were associated with specific health behaviors (e.g., ART adherence, cigarette use, drug use, dietary practices), none of these behaviors mediated the optimism/pessimism effects. The biologic and behavioral mediators of associations of personality variables with the course of treated HIV infection deserve continued investigation.     

Effective pursuit of personal goals: The fostering effect of dispositional optimism on goal commitment and goal progress

Personal goals play a leading role in directing behavior and influencing well-being. Thus, it is important to assess goal dimensions promoting effective goal pursuit. The current research aimed at identifying the best predictors of goal pursuit, operationalized as perceived goal progress, among goal-related variables and individual differences in dispositional optimism. Two studies examined the influence of optimism on goal progress, commitment, expectancy, value, and conflict. Moreover, the mediation effect of expectancy in the relationships among optimism, commitment and progress was assessed.Participants in the first cross-sectional study were 283 young people (19–32 years old), whereas participants in the second longitudinal study were 409 people (19–71 years old). They reported their most important personal goals and rated each of them with respect to goal progress, conflict, expectancy, commitment, and value. Dispositional optimism was also assessed.In both studies, multilevel and mediational analyses demonstrated the fostering role of optimism on perceived goal progress and commitment through the mediation of goal expectancy. Thus, optimists are more likely than pessimists to report more perceived progress in their pursued personal goals. By clarifying the role of optimism in fostering goal progress and commitment, this research provides insight on how effective goal pursuit could be promoted.     

The roles of dispositional rumination,inferiority feelings and gender in interpersonal rumination experiences of college students

Given that little is known about the underlying mechanisms of rumination in response to an interpersonal offense, the purpose of this research is to reveal if inferiority feelings, dispositional rumination, and gender predict rumination regarding an interpersonal offense in a college student population. A sample of 147 undergraduate students completed the Ruminative Thought Style Scale, the Inferiority Feelings Scale and the Rumination About an Interpersonal Offense scale. The results of the hierarchical regression analysis confirm that although the majority of variation in interpersonal rumination is accounted for by dispositional rumination, inferiority feelings still explain a significant amount of variation in interpersonal rumination. Additional analysis demonstrates that dispositional rumination has a partial mediator role between inferiority feelings and interpersonal rumination, which indicates that feelings of inferiority make individuals more prone to dispositional rumination, which in turn, increases their tendency to ruminate following an interpersonal offense.