The role of self-efficacy in performing emotion work

This study used a sample of 154 cabin attendants to examine the role of self-efficacy in the performance of emotion work. On the basis of the literature, we hypothesized that self-efficacy would have a moderating influence on the relationship between emotional job demands (i.e., feeling rules and emotionally charged interactions with passengers) and emotional dissonance, and on the relationship between emotional dissonance and well-being (emotional exhaustion and work engagement). In addition, we predicted that emotional dissonance mediates the relationship between emotional job demands and well-being. The results of a series of hierarchical multiple regression analyses generally supported these hypotheses. Results confirmed that emotionally charged interactions with passengers are related to emotional exhaustion and engagement through their influence on emotional dissonance. Furthermore, self-efficacy buffers the relationship between emotional job demands and emotional dissonance, and the relationship between emotional dissonance and work engagement (but not exhaustion).     

Workplace Stressors,Job Attitude,and Job Behaviors: Is Interpersonal Conflict the Missing Link?

This research examines a model focused on two acute workplace stressors—interpersonal conflict and work overload—and their interrelationships with role stress, emotional exhaustion, job attitude, working smart, job performance, and turnover intentions. The moderating role of working smart on the relationship between work overload and interpersonal conflict is also investigated. A model is tested using responses of sales employees working for four large financial institutions in South America. Findings indicate that work overload and interpersonal conflict mediate the impact of role stress on emotional exhaustion, job attitudes, and behaviors. Our findings also show that work overload plays a significant role in the stressor-strain process. Results are discussed with reference to previous findings and future research.     

L’affectivité positive et négative : des facteurs de protection ou de vulnérabilité à l’engagement au travail

This study examines the effects of work engagement on altruistic performance and emotional exhaustion as well as the moderating effect of the positive and negative affectivity traits. Data were collected through questionnaires among a sample of 279 employees working in a variety of industries. Results indicate that positive and negative affectivity exert distinct moderating influences on the effects of the dimensions of work engagement. Positive affectivity accentuates the positive effect of physical engagement on altruistic performance and the negative effect of emotional engagement on exhaustion. Negative affectivity acts as a moderator in the relationship between emotional engagement and exhaustion such that emotional engagement considerably reduces the risk of exhaustion among individuals with high levels of negative affectivity.     

The role of psychological detachment in burnout and depression: A longitudinal study of Malaysian workers

The current study aimed to examine the role of psychological detachment in the relationship between working conditions and burnout and depression. First, the study proposed that job demands would increase burnout after four months but not depression. Second, it proposed that psychological detachment would moderate the impact of job demands and job resources on burnout and depression. Third, it was proposed that the interaction between job demands, job resources and psychological detachment would predict burnout and depression. The longitudinal study design involved 345 workers (at both Time 1 and Time 2). The hierarchical regression analysis showed that increasing psychological detachment reduced the negative relationship between physical demands and depression four months later. In contrast, high psychological detachment increased the negative association between emotional resources and burnout, but not between emotional resources and depression. Overall, this study, in its discovery of the impact of working conditions on psychological health, has made a new contribution to psychological detachment studies by using different sub-constructs of job demands and job resources (i.e., emotional and physical) with four-month gaps, as previous studies did not address the impact within this time frame.     

The moderating role of work pressure on the relationships between emotional demands and tension,exhaustion, and work engagement: an experience sampling study among nurses

The purpose of this study is to examine the moderating role of state work pressure (conceived as a hindrance demand) on the relationships between situational emotional demands (conceived as a challenge demand) and tension, emotional exhaustion and work engagement within nursing while considering job resources as covariates. Ninety-seven nurses from two German hospitals provided 1026 measurements. Multilevel analyses indicated a significant Work Pressure × Emotional Demands interaction for emotional exhaustion, with high situational work pressure exacerbating the positive association between state emotional demands and emotional exhaustion. Furthermore, work pressure moderated the relationship between emotional demands and vigour: state emotional demands related negatively to vigour only when work pressure was higher than usual, while the relationship was non-significant when work pressure was lower than usual. For dedication, similar results were obtained: state emotional demands were negatively associated with dedication only when combined with high situational work pressure; with low situational work pressure, state emotional demands did not relate to dedication. Contributing to the job demands-resources literature, this study shows that there are stress-exacerbating and stress-buffering interactions between different job demands from a within-subject perspective. However, we did not find positive relationships between challenge demands and work engagement, even in the case of low situational hindrances, indicating that there are conditions for the functioning of job demands as a challenge beyond hindrances.     

Psychosocial safety climate as a precursor to conducive work environments,psychological health problems,and employee engagement

We constructed a model of workplace psychosocial safety climate (PSC) to explain the origins of job demands and resources, worker psychological health, and employee engagement. PSC refers to policies, practices, and procedures for the protection of worker psychological health and safety. Using the job demands–resources framework, we hypothesized that PSC as an upstream organizational resource influenced largely by senior management, would precede the work context (i.e., job demands and resources) and would in turn predict psychological health and work engagement via mediation and moderation pathways. We operationalized PSC at the school level and tested meso‐mediational models using two‐level (longitudinal) hierarchical linear modelling in a sample of Australian education workers (N = 209–288). Data were repeated measures separated by 12 months, nested within 18 schools. PSC predicted change in individual psychological health problems (psychological distress, emotional exhaustion) through its relationship with individual job demands (work pressure and emotional demands). PSC moderated the relationship between emotional demands and emotional exhaustion. PSC predicted change in employee engagement, through its relationship with skill discretion. The results show that the PSC construct is a key upstream component of work stress theory and a logical intervention site for work stress intervention.     

Social Job Resources as Sources of Meaningfulness and its Effects on Nurses’ Vigor and Emotional Exhaustion: A Cross-Sectional Study Among Spanish Nurses

This study investigates the mediating role of psychological meaningfulness among social job resources (i.e., coworkers and supervisor support), vigor, and emotional exhaustion in a nursing context. In spite of progress in understanding which organizational influence affects nurses’ vigor and emotional exhaustion, the psychological mechanisms assumed to underlie the associations have not been fully explored. The sample for this study consisted of 171 nurses from Spanish hospitals (54.4 %) and Primary Care Centers (45.6 %). The mediation model was tested using the bootstrapping procedure. Our findings confirmed that psychological meaningfulness fully mediates the impact of social job resources on vigor at work. Moreover, psychological meaningfulness partially mediated the impact of social job resources on emotional exhaustion. Results suggest that meaningfulness plays an important role in the connection between job resources, vigor, and emotional exhaustion. The findings contribute to our understanding of the psychological processes that can explain how job resources contribute to the energetic aspect of burnout and engagement among nurses. Providing nurses with more social job resources, such as coworker and supervisor support, could activate their levels of personal meaningfulness and thus enhance their levels of well-being at work.     

The role of career competencies in the Job Demands — Resources model

This study investigated the role of career competencies as a mediator in the Job Demands — Resources model. Structural equation modeling with data from 305 young employed persons aged 16–30 years showed that career competencies are positively related to job resources and work engagement, but not to job demands and emotional exhaustion. Furthermore, career competencies had a partially mediating effect on the relationship between job resources and work engagement, and job resources had a partially mediating effect on the relationship between career competencies and work engagement. These findings suggest that career competencies may act in a similar way as personal resources in fostering work engagement. Our results underline the importance of combining research on job design and career development, and suggest that career competencies may have a role in stimulating employee wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously increasing job resources and career competencies to increase employee wellbeing.     

Job stressors, emotional exhaustion, and need for recovery: A multi-source study on the benefits of psychological detachment

This paper examines psychological detachment (i.e., mentally “switching off”) from work during non-work time as a partial mediator between job stressors and low work-home boundaries on the one hand and strain reactions (emotional exhaustion, need for recovery) on the other hand. Survey data were collected from a sample of protestant pastors (N = 136) and their spouses (N = 97). Analyses showed that high workload, emotional dissonance, and low spatial work-home boundaries were related to poor psychological detachment from work during non-work time. Poor psychological detachment in turn predicted high levels of emotional exhaustion and need for recovery. Psychological detachment was a partial mediator between job stressors and strain reactions. This study avoids same-source bias and demonstrates the importance of psychological detachment in the stressor–strain relationship.     

心理脱离对工作投入的影响：促进还是抑制?

心理脱离是指非工作时间内个体在时空和心理两个层面均从工作中脱离出来, 不被工作相关问题所干扰, 并停止对工作的思考。主流研究认为心理脱离对工作投入具有正向影响, 但也有研究发现两者为负向关系。不同研究结果的矛盾是由于未区分心理脱离状态和心理脱离行为、下班时间和工作间歇心理脱离, 或是由于心理脱离程度差异造成, 或是两者间存在方向相反的作用机制, 或受其他变量的调节?目前的研究尚未给出一个整合的解释。因此, 本研究提出应区分心理脱离行为和心理脱离状态, 先综合采用质性与定量分析检验各自的内涵, 在此基础上依据工作要求?资源模型(Job Demands-Resources Model, 简称JD-R模型)构建一个综合模型, 采用经验取样法和情景实验法, 分别考察下班时间和工作间歇中的心理脱离行为和心理脱离状态对工作投入的影响及机制, 并考察任务紧急性和职业使命感等任务和个体特征的调节作用。预期对以往的矛盾结论给予一个整合的理论解释, 并提出相关的心理脱离管理对策, 以提升员工心理脱离状态, 从而促进其工作投入。     

Identifying long-term patterns of work-related rumination: associations with job demands and well-being outcomes

The aim of this 2-year longitudinal study was to identify long-term patterns of work-related rumination in terms of affective rumination, problem-solving pondering, and lack of psychological detachment from work during off-job time. We also examined how the patterns differed in job demands and well-being outcomes. The data were collected via questionnaires in three waves among employees (N = 664). Through latent profile analysis (LPA), five stable long-term patterns of rumination were identified: (1) no rumination (n = 81), (2) moderate detachment from work (n = 228), (3) moderate rumination combined with low detachment (n = 216), (4) affective rumination (n = 54), and (5) problem-solving pondering (n = 85), both combined with low detachment. The patterns differed in the job demands and well-being outcomes examined. Job demands (time pressure, cognitive and emotional demands) were at the highest level across time in patterns 3–5 and lowest in pattern 1. Patterns 3 and 4 were associated with poorer well-being outcomes (higher job exhaustion and more sleeping problems, and lower work engagement) across time. By contrast, pattern 5 showed positive outcomes, especially high level of work engagement. Thus, the different patterns of work-related ruminative thoughts suggest diverse relationships with job demands and well-being.     

组织分割供给与工作情绪衰竭的关系:工作心理脱离和工作→非工作冲突的中介作用*

采用问卷调查法,对271名企业管理人员进行调查,探讨了组织分割供给与工作情绪衰竭的关系,以及工作心理脱离和工作→非工作冲突在其中的中介作用。结构方程模型分析表明:(1)组织分割供给不仅可以通过工作→非工作冲突的中介作用负向影响工作情绪衰竭;(2)还可以通过依次影响工作心理脱离和工作→非工作冲突进而负向影响工作情绪衰竭。因此,组织分割供给对个体的非工作角色和工作角色均有积极作用。     

Emotional resources link work demands and experiences to family functioning and employee well-being: the emotional resource possession scale (ERPS)

ABSTRACT

Work-family research predominantly focused on role incompatibilities with theorizing often rooted in resource depletion mechanisms derived from Conservation of Resources (COR) theory. However, researchers have largely neglected resource accumulation processes also part of COR, due to the lack of appropriate conceptualization and operationalization of resource possession. To address this deficiency, we propose that emotional resource accumulation, as a COR mechanism, is distinct from emotional resource depletion in explaining work-family linkages; to enable empirical tests of this mechanism, we develop the Emotional Resource Possession Scale (ERPS), at both state and trait levels. We describe four studies demonstrating that the ERPS has discriminant validity against emotional exhaustion and emotional energy, and differential relationships with positive and negative affect. Our results show that resource-generating (work engagement and co-worker support) and resource-depleting (quantitative job demands and emotional labour) constructs have differential associations with the ERPS (and also with emotional exhaustion). Finally, our findings show that the ERPS has incremental validity, over and above emotional exhaustion, in predicting family performance and life satisfaction. We conclude with a discussion of the implications of considering resource depletion and accumulation as distinct processes, and assessing them as such, for theory on work and family and on employee well-being.     

加班的自我决定程度、时间和报酬对情绪耗竭的影响

运用自我决定理论剖析加班动机，探讨加班的自我决定程度对情绪耗竭的影响机制及其与加班时间、加班报酬的交互作用。对369名加班员工的调查发现，加班的自我决定程度负向影响情绪耗竭水平，任务完成感知部分中介了这一过程；长时间加班放大了加班的自我决定程度对情绪耗竭的影响；高自我决定和高加班报酬削弱了加班时间对情绪耗竭的影响；加班报酬对情绪耗竭存在通过加班自我决定程度的负向间接影响。     

职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。     

Two Tales of Rumination and Burnout: Examining the Effects of Boredom and Overload

Although boredom poses serious consequences for employees and organizations, research has paid little attention to this phenomenon, especially when compared to other job experiences such as overload. Building upon the Effort-Recovery Model, our study examines the impact of these two sub-optimal experiences, characterized by under- and over-stimulation, on burnout via three facets of rumination. Using a time lagged design with three measurement moments and a sample of 152 participants, we found partial support for our hypotheses. Boredom and overload led to emotional exhaustion and disengagement 2 weeks later, via an increase in affective rumination. Overload also increased emotional exhaustion via reduced detachment, yet boredom reduced emotional exhaustion by facilitating detachment. These findings stress the importance of addressing boredom as a pervasive, although often silent, workplace phenomenon.     

How homeroom teachers cope with high demands: Effect of prolonging working hours on emotional exhaustion

This study applied the job demands–resources (JD–R) model to examine antecedents and processes leading to emotional exhaustion in homeroom teachers. We hypothesized that the demands imposed by student misbehavior, conflicts with parents, and workload would relate positively with emotional exhaustion and that prolonging working hours as a coping behavior would mediate these effects. The cross-sectional study involved self-reported questionnaire-based data of 560 homeroom teachers in Switzerland. The results of structural equation modeling (SEM) revealed that workload (β = 0.43), conflicts with parents (β = 0.25), and student misbehavior (β = 0.23) were positively related to emotional exhaustion and that prolonging working hours partially mediated the effect of workload on emotional exhaustion (β = 0.21). Conflicts with parents and student misbehavior only related to emotional exhaustion directly, and not indirectly. We discuss these findings in light of the JD–R model, teacher education, and teachers' health promotion.     

Self-esteem during university studies predicts career characteristics 10 years later

To examine how self-esteem measured during university studies would impact on the characteristics of the work career 10 years later, 297 university students completed the Rosenberg’s self-esteem inventory four times while at university and various career-related questionnaires 10 years later. Latent Growth Curve Modeling showed that a high overall level of self-esteem predicted being in permanent employment 10 years later, having a high salary, and reporting a high level of work engagement, and job satisfaction, and a low level of burnout. By contrast, low self-esteem predicted unemployment, feelings of exhaustion, cynicism and reduced accomplishment at work, and low levels of work engagement and job satisfaction.     

When grandiose meets vulnerable: narcissism and well-being in the organizational context

ABSTRACT

Objective

In this article, we explore the implications of vulnerable narcissism in an organizational context, particularly with regard to work-related well-being and leader–follower interactions. We tested whether employees’ vulnerable narcissism affects their work engagement and emotional exhaustion. Furthermore, we examined whether leaders’ grandiose narcissism impacts such as working relationships. We used job demands-resources theory in order to derive our hypotheses at the intra- and inter-individual level. Method: Multi-level analyses in a sample of 235 followers in 71 teams confirmed some of our hypotheses. Results: We demonstrate that vulnerable narcissism is positively related to followers’ emotional exhaustion and negatively related to work engagement. Moreover, leaders’ grandiose narcissism exacerbates the negative relationship between followers’ vulnerable narcissism and their work engagement. Conclusions: Our results indicate that the various facets of narcissism play an important role in an organizational context and suggest that vulnerable narcissism in particular, which has been largely neglected in previous research, is an important determinant of work-related well-being. Further, we form a holistic understanding of the leadership process by emphasizing the interaction between leaders’ and followers’ personalities, adding to the leadership literature by integrating leader and follower characteristics.     

Relationships between emotional labor, job performance, and turnover

The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting. Their responses were matched with supervisors' ratings of overall job performance and organizational turnover records obtained 9 months later. Results indicate that surface acting is directly related to employee turnover and emotional exhaustion and that the relationship between surface acting and job performance is indirect via employee affective delivery. Deep acting was not linked to these outcomes. Theoretical and practical implications are discussed from the perspective of emotional labor theories.