L’addiction au travail : quels effets de la charge de travail,de la dissonance émotionnelle et du surinvestissement ?

The present study aimed to assess workaholism in the light of job demands (psychological demands, efforts, emotional dissonance) and job resources (control, social support, rewards). The study was conducted among 342 employment counselors. The results revealed that the employment counselors would have all the more workaholism behaviors that the organizational context expose them to high levels of psychological demands and efforts, high levels of over-commitment and emotional dissonance and low levels of social support and rewards. Multiple regressions highlighted the central role of psychological demands, over-investment and emotional dissonance to reveal workaholism.     

失业人员求职行为的影响因素及作用机制 ——基于沈阳市的一项研究

对失业人员求职行为影响因素的研究是开展失业人员求职培训的重要依据。本研究对272名失业人员的求职行为的影响因素及作用机制进行了研究。多元回归分析的结果表明,（1）环境变量对求职行为没有显著的预测作用,而经济压力和知觉到的就业机会对求职意向有显著的预测作用。（2）求职自我效能感和就业承诺对求职行为起到了显著的预测作用。求职自我效能感和就业承诺越高,求职行为的频率越高。（3）求职意向对求职行为有显著的正向预测作用。（4）求职意向在求职自我效能感、就业承诺对求职行为的作用过程中中介作用显著;在知觉到的就业机会、经济压力和社会支持对求职行为的作用过程中中介作用不显著     

Investigation de l’effet des ressources personnelles dans la relation des demandes et de la santé psychologique en emploi des directions d’établissement scolaire

A proportion of 55 % of school administrators experience a high level of job stress mainly caused by relationship conflicts and overwork. According to the demands and resources of employment model, having personal resources would protect against the harmful effect of the difficulties experienced and the more specific a resource, the more it can counter the effect. Thus, political skills (HP) would decrease the effect of demands related to relationship conflicts, while the sense of self-efficacy (PES) decreases the negative impact of the workload on the PES. The objective of this study is to verify the effect of personal resources, HP and MS, on the relationship between job demands and job psychological health. A total of 232 school administrators from Quebec participated in the study. Job demands, as well as personal resources, are linked to anxiety and serenity according to Bakker and Demerouti (2007). Nevertheless, the SEP does not interact with the relationship of demands and psychological health in employment (PES). In addition, only the social astuteness dimension of HP moderates the relationship of demands and anxiety.     

社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Job demands and psychological well-being: Moderating role of occupational self-efficacy and job social support among mid-career academics

The study investigated the moderating role of occupational self-efficacy and job social support on the relationship between job demands and psychological well-being among mid-career academics. Participants were 203 academics at three public Nigerian universities (female = 37.93%; mean years of service = 8.58 years, SD = 2.20). The academics completed measures of job demands, occupational self-efficacy, job social support, and psychological well-being. Moderated regression analysis of the data suggested only occupational self-efficacy to moderate the relationship between work demands and psychological well-being. Findings underpin the buffering effects of work self-efficacy in employee psychological well-being with high job demands.     

To hangover or not: trajectories of job satisfaction in adolescent workforce newcomers

The development of job satisfaction during the first months on the job often indicates a honeymoon hangover, with high levels of job satisfaction gradually declining. This effect is often explained by disappointed expectations that are informed by previous job experiences. However, research has not established whether a hangover pattern could also be observed in individuals without previous work experience. We explored the development of job satisfaction with 4 assessment points across the first 4 months after starting vocational training among 357 Swiss adolescents. On average, a hangover pattern in job satisfaction was confirmed. Using person-centred growth mixture modelling, we identified two groups with distinct trajectories. Although a majority showed a hangover pattern, a third of participants showed stable, high job satisfaction. We presumed that adolescents with more contextual and personal resources (i.e., perceived social support, occupational self-efficacy, core self-evaluations, and perceived person–job fit) would be more likely to avoid a hangover pattern. Results confirmed that the two groups differed significantly in all these resources, with the high stable satisfaction group showing higher resources. The results illustrate the importance of a diverse set of resources to facilitate a positive trajectory of job satisfaction at the beginning of work life.     

Coping with Job Loss and Reemployment: A Two-Wave Study

Using a national sample, this study investigated the effects of unemployed workers’ coping resources and coping strategy use on reemployment after a three-month period. Based on previous research, it was expected that (1) three types of coping resources (self-esteem, social support, and financial resources) would be positively related to problem-focused coping with job loss, (2) coping resources would be negatively related to emotion-focused coping with job loss, (3) problem-focused coping would be positively related to reemployment, (4) problem-focused coping would be more strongly related to reemployment than emotion-focused coping, and (5) coping strategies would mediate the relationship between the availability of coping resources and obtaining reemployment. Results provided support for the direct effects of coping resources (self-esteem, social support, and, to some extent, financial resources) on coping strategies, and a direct effect of problem-focused coping on reemployment 3 months later. Self-esteem and social support were each indirectly related to subsequent employment status, mediated by problem-focused coping. In other words, individuals with higher levels of self-esteem and social support were not only more likely to engage in problem-focused coping, but having a higher level of self-esteem and social support was also associated with a higher likelihood of being reemployed three months later. Findings are pertinent for the design of more effective interventions that mitigate adverse effects of unemployment and facilitate a successful return to the workforce.     

Community reintegrating former child soldiers in Northern Uganda: A qualitative study on the road to recovery

This study aimed to profile the qualities of a holistic community reintegration program for former child soldiers (FCS) in the Lira region of Northern Uganda. Informants were a convenience sample of 37 FCS (age range 17 to 34, mean age 23.86, SD = 4.715 years; females = 29.73%). FCS completed semi-structured interviews on their current living situations and existing resources. This was aimed at assessing how they were transitioning back into the community and identifying gaps in resources. About 24% of FCS reported feeling unwelcome in their communities, suggesting a need for additional support and resources through the community integration models. Thematic analysis of the data suggests that the FCS would benefit from a holistic community reintegration program with the following qualities: psychosocial support, workforce development training, and job placement. FCS emphasised the need for skills training and employment opportunities over health and wellness; suggesting that mental health support and health care are not sufficient alone for them to successfully reintegrate into the community. FCS community integration policies and practices should prioritise holistic approaches.     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发,分析社会自我效能感与工作幸福感及工作绩效之间的关系,并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查,结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系;职场排斥与工作幸福感和工作绩效有显著负向关系;职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥,进而体验到更高的工作幸福感,并获得更好的工作表现。     

How do job characteristics contribute to burnout? Exploring the distinct mediating roles of perceived autonomy,competence, and relatedness

This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed.     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Influences on Job Search Self-Efficacy of Spouses of Enlisted Military Personnel

In this cross-sectional study we examine antecedents of the job search self-efficacy (JSSE) of 6,411 spouses of enlisted military personnel. Drawing on social cognitive theory, we suggest that individual circumstances either impact an individual's mastery beliefs about job search skills or act as barriers, which can impede job search activity and efficacy through a form of resource drain. Antecedents explored in this analysis represent environmental, behavioral, and personal factors that may be associated with self-efficacy beliefs. Structural equation modeling analysis indicates that mastery mechanisms of current employment status, education level, financial resources, and use of employment assistance programs offered by the military are positively related to JSSE. In addition, family responsibility variables (e.g., number of children and financial resources) operate as barriers to JSSE via childcare conflict's negative relationship with this specific form of self-efficacy. Limitations and future research directions are discussed.     

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.     

Multiple predictors and criteria of job search success

The purpose of this study was to examine the combined and differential effects of five job search behaviors (informal sources, formal sources, preparatory search intensity, active search intensity, job search effort) on five criteria of job search success (job interviews, job offers, employment status, person-job fit, and person-organization fit) as well as the direct and moderating effects of job search self-efficacy. Data based on a sample of 225 recent university graduates found that active job search intensity was positively related to job interviews and offers, and informal job sources was negatively related to job offers and employment status. The results also support an unfolding process of job search success in which active job search intensity predicts job interviews; job interviews predict job offers; and job offers predict employment status. In addition, job search self-efficacy was a significant predictor of interviews, offers, employment status, and PJ fit perceptions, and moderated the relationship between job offers and employment status. The relationship between job offers and employment was stronger for job seekers with low job search self-efficacy. The implications of these results for job search research and practice are discussed.     

New job market entrants' future work self,career adaptability and job search outcomes: Examining mediating and moderating models

Based on career construction theory and the model of proactive motivation, the current research examined the mediating and moderating models for the relations among future work self, career adaptability, job search self-efficacy and employment status. A survey study was conducted among Chinese university graduates (N = 270). The results showed that future work self (measured at wave 1) had positive effect on employment status (measured at wave 3), with this relationship partially mediated by career adaptability (measured at wave 1) and job search self-efficacy (measured at wave 2). In addition, the results further revealed that the positive effect of future work self on job search self-efficacy was stronger among the graduates who had a higher level of career adaptability. In support of the hypothesized moderated mediation model, for individuals with a higher level of career adaptability, the indirect effect of future work self on employment status through job search self-efficacy was stronger. These findings carry implications for research on job search behavior, career education and career counseling.     

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.     

Job Seeking Among Retirees Seeking Bridge Employment

Using a sample of recent retirees, the study described here sought to test the general propositions of the Wanberg, Watt, and Rumsey (1996) model by (a) including specific variables that are likely to be relevant to older adults seeking work after retirement (bridge employment) and (b) integrating more recent variable groups (e.g., situational constraints) suggested by recent research (e.g., Wanberg, Kanfer, & Rotundo (1999) and Kanfer, Wanberg, & Kantrowitz (2001) . Generally, the results support the efficacy of the Wanberg et al. model to predict job seeking among this group. Biographical variables such as older worker job search constraints, self-evaluations (e.g., job seeking self-efficacy), and motive/social variables (e.g., social support) were related to job seeking. Some of these, however, were not in the expected direction. Similarities and differences between "regular" job seeking and bridge employment job seeking are discussed.     

Employee psychological well-being during the COVID-19 pandemic in Germany: A longitudinal study of demands,resources, and exhaustion

Many governments react to the current coronavirus/COVID-19 pandemic by restricting daily (work) life. On the basis of theories from occupational health, we propose that the duration of the pandemic, its demands (e.g., having to work from home, closing of childcare facilities, job insecurity, work-privacy conflicts, privacy-work conflicts) and personal- and job-related resources (co-worker social support, job autonomy, partner support and corona self-efficacy) interact in their effect on employee exhaustion. We test the hypotheses with a three-wave sample of German employees during the pandemic from April to June 2020 (N_w1 = 2900, N_w12 = 1237, N_w123 = 789). Our findings show a curvilinear effect of pandemic duration on working women's exhaustion. The data also show that the introduction and the easing of lockdown measures affect exhaustion, and that women with children who work from home while childcare is unavailable are especially exhausted. Job autonomy and partner support mitigated some of these effects. In sum, women's psychological health was more strongly affected by the pandemic than men's. We discuss implications for occupational health theories and that interventions targeted at mitigating the psychological consequences of the COVID-19 pandemic should target women specifically.     

Coping Self-Efficacy as a Mediator of Distress Following a Natural Disaster

Social-cognitive theory and conservation-of-resources theory were utilized to understand individual differences in psychological response to natural disaster. Coping self-efficacy, lost resources, social support, and optimism were assessed along with demographic variables in predicting distress following Hurricane Opal. Participants included 67 residents of Okaloosa County, Florida. Multiple regression analyses indicated that coping self-efficacy was the strongest predictor of general distress and trauma-related distress. Loss of resources and gender were also important predictors of general distress. Path analyses demonstrated that lost resources directly influenced general distress, social support, optimism, and coping self-efficacy. These analyses also indicated that coping self-efficacy perceptions mediated the relationships between loss of resources and trauma-related distress, social support and both trauma and general distress, and optimism and both types of distress. Theoretical implications are discussed.     

Aligning job redesign with leadership training to improve supervisor support: a quasi-experimental study of the integration of HR practices

In this quasi-experimental study, we examine the alignment of a job redesign initiative with leadership training aimed at increasing supervisors’ opportunities for providing support to employees. In addition, we examine intervention-mediated effects on climate for innovation through increases in perceived supervisor support. To test the hypothesized process, we used employee ratings (N = 524) of perceived supervisor support and climate for innovation collected at three time points over 2 years in the home help services in seven Swedish municipalities. Results of latent growth curve analyses showed that employees in the intervention group had a stronger and positive slope of perceived supervisor support relative to the comparison group. Further, the growth trajectories of perceived supervisor support were positively associated with climate for innovation at the 24-month follow-up. The study contributes to the human resource management literature by showing that alignment of employment practices such as training with work practices such as job redesign may be a promising strategy for achieving positive outcomes at multiple levels in organizations.