SHIFT WORK RELATED TO JOB ATTITUDES,SOCIAL PARTICIPATION AND WITHDRAWAL BEHAVIOR: A STUDY OF NURSES AND INDUSTRIAL WORKERS1

The present study investigates the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440) in two hospitals and among rank-and-file workers (N=383) in a manufacturing organization. Results are generally supportive of the model which projected that workers on fixed work schedules (high routine-oriented) would be better off than workers on rotating work schedules (low routine-oriented) in terms of mental health, job satisfaction, organizational commitment and social participation. In addition, workers on fixed shift schedules are found to be lower on anticipated turnover, absenteeism and tardiness than workers on rotating shift schedules. Six potential moderators: age, marital status, place of socialization, cultural background, seniority and respondent's sex, were measured and their association with these relationships analyzed. Results are discussed in the light of the previous empirical evidence.     

Abusive leadership versus objectifying job features: Factors that influence organizational dehumanization and workers’ self-objectification

Recent research has revealed that work often can undermine people's humanness by promoting a view of them as mere objects. In particular, the workers’ meta-perceptions of being treated as company resources (i.e., organizational dehumanization) and their self-perceptions of being instrument-like (i.e., self-objectification) could be triggered by several factors. Previous research has identified that abusive supervisors and engaging in objectifying (repetitive, fragmented and other oriented) tasks are two of the main key factors that affect worker's dehumanization. The present project aims to disentangle the extent both factors (perceptions of abusive leadership and performing objectifying tasks) contribute to created perceptions of organizational dehumanization and self-objectification among workers that, ultimately, affects workers job satisfaction. In Study 1 (N = 208 workers), we measured the extent perceived abusive supervisors and objectifying job features predicted organizational dehumanization, self-objectification, and job satisfaction. The results indicate that abusive supervisors predicted perceptions of organizational dehumanization and workers self-objectification in a higher extent than objectifying job features, while workers job satisfaction was predicted in a higher extent by objectifying job features. In Study 2 (N = 141), we experimentally manipulated the abusive (versus nonabusive) supervisors and the objectifying (versus nonobjectifying) tasks in a laboratory setting. Results also indicated that the abusive supervisor exerts a greater influence than performing objectifying tasks on organizational dehumanization, self-objectification, and job satisfaction. The detrimental effect of an abusive supervisor in comparison with other working conditions on workers’ humanness is discussed, and practical implications are highlighted.     

Job insecurity and the benefits of work

The presented study combines conservation of resource theory with latent deprivation theory to explain the negative relationship between job insecurity and mental health. Specifically, we propose that people who face the threat of job insecure would perceive worse access to the benefits of work, which would explain the negative effect of job insecurity on mental health. In a two-wave study, employees rated their perceived job insecurity, their access to the benefits of work, and their mental health. Cross-sectional multiple mediation analysis at Time 1 (n = 295) and Time 2 (n = 236) showed that the negative relationship between job insecurity and mental health was partly due to a perceived lack of the benefits of work. Longitudinal results (n = 173) revealed that job insecurity was related to a decrease in financial benefits, which in turn predicted mental health. However, this effect was only visible if it was not controlled for prior levels of the benefits of work. The results are discussed with regards to conservation of resource theory and latent deprivation theory and the potential of this framework for explaining negative mental health effects of job insecurity.     

Job crafting and job performance: A longitudinal study

In this three-wave study (N = 288), we examined whether job crafting intentions and work engagement led to actual job crafting behaviours and, in turn, to higher levels of prospective work engagement and job performance. We used the Job Demands-Resources model as a theoretical framework and defined job crafting as the self-initiated changes that employees make in their job demands and resources. One month after reporting their job crafting intentions, respondents rated their actual job crafting behaviours. Again one month later, they rated their levels of work engagement, in-role performance, and organizational citizenship behaviour towards individuals (OCBI). Results of structural equation modelling showed that job crafting intentions and work engagement significantly related to actual job crafting, which, in turn, related to higher levels of work engagement, while controlling for job characteristics. Results further showed that engaged employees performed better on their in-role tasks but did not perform more OCBIs. The findings suggest that employees can increase their own work engagement and job performance through job crafting.     

Factors Associated with Achieving Complete Mental Health among Individuals with Lifetime Suicidal Ideation

The objective of this study was to identify factors associated with complete mental health among Canadians who had ever seriously considered suicide. Data for this study were obtained from Statistics Canada's 2012 Canadian Community Health Survey–Mental Health (N = 2,844). The outcome variable examined in this study was complete mental health and was analyzed using binary logistic regression. Of the 2,844 respondents with lifetime suicidal ideation, 1,088 (38.2%) had complete mental health (i.e., had flourishing mental health, no mental illness, and no suicidal ideation in the past 12 months). Those who had a confidant were seven times more likely to have complete mental health. Other factors associated with achieving complete mental health among formerly suicidal respondents include being older, being a woman, having higher income, use of religious coping, and never previously having a mental illness. Considering the importance of these protective factors in formulating public health policies will allow for a more wide‐reaching approach to suicide prevention.     

The use of the occupational stress indicator (OSI) in factory workers in China

The purpose of the study was to investigate occupational stress among Chinese factory workers (N=342), from three cities of South East China, using the shortened version of the Occupational Stress Indicator (OSI)-2. The results showed that the reliabilities and predictive validity of the OSI-2 subscales and other subscales used for the study were reasonably high. Quite a high percentage of workers perceived high work pressure. The main sources of stress were intrinsic to the job; and the coping strategies that were most frequently used to tackle stress were “control” methods. In addition, “satisfaction on environmental condition” seemed to be a common predictor for job satisfaction, and mental and physical well-being. The logical relationships between job satisfaction, mental well-being and physical well-being in Chinese workers have provided support to the findings obtained in Western countries.     

AN EVALUATION OF METHODS TO SELECT RESPONDENTS TO STRUCTURED JOB-ANALYSIS QUESTIONNAIRES

The purpose was to evaluate methods for selecting respondents who would respond accurately to items on a job-analysis questionnaire. One general method involved obtaining from employees measures that assessed background, performance, and organizational information. This information could be used to identify respondents who were knowledgeable about the job and, therefore, able to rate the job accurately. A second general method involved collecting job-analysis data from all potential job-analysis respondents and, on the basis of indices computed on these data, selecting a subsample from them. Two indices were investigated: (1) the D index, which assessed similarity between an individual's ratings and the population's mean ratings, and (2) the carelessness index, which measured an individual's tendency to rate tasks known to be unrelated to the focal job as important. Both methods were applied to a sample of 343 mental-health workers. Four general postulates for job analysts were proposed on the basis of the results: (1) Different selection measures yield somewhat different job-analysis respondents. (2) Respondents are not equally accurate and, with the use of the carelessness index, may be screened for the tendency to make errors. (3) In some applications, the number of sampled respondents needs to be greater than three in order to obtain reliable results. (4) To the degree that the job is ill-defined and unstable, the selection of job-analysis respondents assumes greater importance and is riskier.     

The relationships of change in work climate with changes in burnout and depression: a 2-year longitudinal study of Chinese mental health care workers

Mental health care workers face heavy emotional demand and are prone to work burnout. Work burnout has been associated with poor mental health and work climate, which refers to individual perceptions about work setting. The purpose of this study was to examine whether intra-individual changes in work climate were associated with intra-individual changes in burnout and depression over two years. The present sample included Chinese mental health care workers (N = 312; mean age = 38.6, SD = 9.9) working in a psychosocial rehabilitation institution. The participants completed questionnaires on work climate, work burnout and depression at seven time points across two years. Parallel process latent growth modeling was used to analyze the associations of change between work climate and burnout and depression. Work climate displayed a logarithmic decreasing trend while burnout and depression displayed logarithmic increasing trends over two years. Baseline levels of work climate were negatively and moderately associated with baseline levels of burnout and depression (r = ?.44 to ?.60, p < .01). Changes in work climate were negatively and moderately associated with change in burnout (r = ?.43, p < .01) and change in depression (r = ?.31, p < .05). Change in burnout was positively and strongly associated (r = .58, p < .01) with change in depression. The current results support temporal relationships among changes in work climate, burnout and depression across time. Practical implications for future preventive work in burnout interventions were discussed within this population.     

Psychiatric disorders among employment requiring firearms

Individuals who carry guns as a requirement of employment frequently experience hazards that can be stress inducing, violent, traumatizing, or cause personal injury. This study used data from the Collaborative Psychiatric Epidemiological Surveys (CPES; n = 20,013), to examine mental health diagnoses of individuals that ever worked at a job requiring a firearm. Consistent with existing literature, the findings indicated that those who worked in professions requiring a firearm showed similar risk of mental health diagnoses as law enforcement officers which includes symptoms of trauma, mood disorders, and alcohol use. Further, race/ethnic differences emerged in patterns of mental health diagnoses, suggesting sociocultural differences influence diagnoses. These findings indicate the necessity for further investigation of the understudied area of mental health of those within employment positions that require firearms.     

The Five-Factor Model, Conscientiousness, and Driving Accident Involvement

ABSTRACT Personality researchers and theorists are approaching consensus on the basic structure and constructs of personality. Despite the apparent consensus on the emergent five-factor model (Goldberg, 1992, 1993), less is known about external correlates of separate factors. This research examined the relations between Conscientiousness, one dimension of the model, and driving accident involvement. Using multiple measures in independent samples drawn from college students (N= 227) and a temporary employment agency (N= 250), the results generally demonstrate a significant inverse relation between Conscientiousness and driving accident involvement; individuals who rate themselves as more self-disciplined, responsible, reliable, and dependable are less likely to be involved in driving accidents than those who rate themselves lower on these attributes. The findings are consistent with other research demonstrating the relations among Conscientiousness and other tasks and job performance. Suggestions for future research are discussed.     

A Test and Refinement of the Demand–Control–Support Model in the Construction Industry

This study aims at a test and further refinement of the Demand–Control–Support (DCS) model among construction workers (N = 210). On the basis of theory and empirical evidence, we hypothesized that mental or physical job demands, low job control, and lack of social support at work have direct and synergistic effects on burnout. The model was expanded by hypothesizing that burnout mediates the relationships between these potentially demanding working conditions on the one hand, and health complaints on the other. Results of a series of structural equation analyses partly supported these hypotheses. The proposed model fitted adequately to the data, although some variables in the DCS model did not make a unique contribution to explaining variance in burnout and (indirectly) health complaints. Interestingly, lack of social support was the most important determinant of burnout and health complaints among construction workers. In addition, a significant three-way interaction effect partly confirmed the synergism hypothesis: Physical demands were only related to burnout if participants had poor job control and reported high social support. The implications of these findings for research and practice are discussed.     

Regulatory fit at work: gravitational effects and associations with employee well-being

ABSTRACT

Using a task approach, this study examined the extent to which employee regulatory focus would “gravitate” employees towards promotion- versus prevention-oriented tasks within their jobs, and whether a subsequent regulatory fit/misfit would be associated with their well-being (i.e., mental health and job satisfaction). In a pre-study among 37 employees, we determined the regulatory focus of work tasks from the Netherlands Skill Survey, which are relevant to the general working population, resulting in a selection of 7 promotion and 11 prevention tasks. For our main study, we used the Dutch Longitudinal Internet Studies for the Social Sciences (LISS) panel and collected data from 1,606 respondents. In 2011, we collected respondents’ regulatory focus and in 2012, we collected their work tasks and well-being. Promotion-oriented employees considered both promotion and prevention tasks to be highly relevant in their jobs, and this relevance was associated with their mental health. Prevention-oriented employees, however, did not respond to the relevance of promotion or prevention tasks and generally reported lower well-being, irrespective of the regulatory focus of their tasks. We tentatively conclude that promotion focus gravitates employees towards job with a richer task content, containing both promotion and prevention tasks.     

They Don't Do It Often,But They Do It Well: Exploring the relationship between applicant mental abilities and faking

Despite its scientific and practical importance, relatively few studies have been conducted to investigate the relationship between job applicant mental abilities and faking. Some studies suggest that more intelligent people fake less because they do not have to. Other studies suggest that more intelligent people fake more because they have increased capacity to fake. Based on a model of faking likelihood, we predicted that job candidates with a high level of mental abilities would be less likely to fake a biodata measure. However, for candidates who did exhibit faking on the biodata measure, we expected there would be a strong positive relationship between mental abilities and faking, because mental abilities increase their capacity to fake. We found considerable support for hypotheses on a large sample of job candidates (N=17,368), using the bogus item technique to detect faking.     

The link between involuntary non-regular employment and poor mental health: A cross-sectional study of Japanese workers

Involuntary non-regular employment is a severe inequity problem worldwide, and it may significantly affect the mental health of employees. The present study aimed to examine the relationship between employment type and mental health. Additionally, the characteristics of involuntary non-regularly employed workers were explored. An online-based cross-sectional study was conducted in Japan, and 1566 participants were included in the data analysis. The eligible participants were divided into four categories: regularly employed (n = 1092), voluntary (n = 134), average (n = 233) and involuntary (n = 107) non-regularly employed individuals, respectively. Involuntary non-regular employment was associated with greater lack of vigour, anger-irritability, fatigue, anxiety, and depression. It was higher among women, those who were single or had no childcare, and those who had lower personal income or shorter working hours, or who tended not to practice relaxation activities. Lower personal income was associated with a risk of anxiety and depressive symptoms. Those individuals experiencing involuntary non-regular employment had a higher risk of poor mental health; subgroup analysis showed that this was particularly true among men. Both encouragement of employment stability via policy reform and workplace mental health support for involuntary non-regularly employed individuals are urgent health concerns.     

Healthy ageing,perceived motor‐efficacy,and performance on cognitively demanding action tasks

Current measures assessing older adults' functional ability detect existing limitations on essential tasks rather than changes in other aspects of functioning that could indicate future limitations. The perceived motor‐efficacy scale was developed to measure capability beliefs of healthy older adults across a range of daily action tasks. Subscales were developed through interviews with older volunteers and academics, then administered to participants aged 60–96 (N=300). Factor analysis of subscale scores produced 10 subscales. These demonstrated strong internal reliability, which was replicated with a second sample aged 60–92 (N=167). The influence of perceived motor‐efficacy on performance of cognitively demanding action tasks was investigated with a third sample aged 60–88 (N=134). On a task assessing the inhibition of an inappropriate action, older adults in their 80s with high confidence produced minor errors, whereas those with lower confidence produced extreme errors. On another task assessing the ability to inhibit a previously learnt action, those with high levels of perceived motor‐efficacy performed better amongst those least able to inhibit, but more poorly among those most able. Perceived motor‐efficacy may therefore be useful in identifying older adults at risk of functional limitations and enabling interventions before the onset of illness.     

Do you believe happiness can change? An investigation of the relationship between happiness mindsets,well-being,and satisfaction

Three studies (N = 794) examined if beliefs about the malleable nature of happiness (growth mindsets) are associated with well-being and if this well-being had downstream implications for satisfaction with one’s relationships (Studies 1–3), health (Study 3), and job (Study 3). In Study 1 (N = 277), happiness growth mindsets were associated with greater well-being and greater relationship satisfaction. In Study 2 (N = 337), using an experimental paradigm and serial mediation, encouraging growth mindsets led to stronger beliefs in the changeable nature of happiness, which in turn was associated with subjective well-being, and, finally, relationship satisfaction. In Study 3 (N = 180), we replicated the downstream effects of growth mindsets of happiness on well-being and subsequently on relationship satisfaction and extended these serial mediation effects to health and job satisfaction. We discuss the implications of happiness mindsets.     

Positive mental health moderates the association between depression and suicide ideation: A longitudinal study

Background/Objective: Depression and suicide ideation regularly occur together. Yet, little is known about factors that buffer individuals against the development of suicide ideation. The present study investigated, whether positive mental health buffers the association between depression and suicide ideation in a longitudinal study design. Methods: A total of 207 German students (70.3% female; age: M = 26.04, SD = 5.33) were assessed at a baseline evaluation and again twelve months later. Data were collected using self-report questionnaires. Linear hierarchical regression analysis was used to analyze the data. Positive mental health was considered to moderate the impact of depression on suicide ideation – controlling for age and gender. Results: Positive mental health was shown to moderate the impact of depression on suicide ideation: in those students who reported higher levels of positive mental health, depression severity showed no association with suicide ideation over time. Conclusion: Positive mental health seems to confer resilience and should be taken into account, when assessing individuals for suicide risk.     

Intraindividual reaction time variability predicts prospective memory failures in older adults

This study investigated the relationship between intraindividual variability (IIV) in reaction time and prospective memory errors in older adults using data from the Zurich Longitudinal Study of Cognitive Aging (n = 336 individuals aged 66–81 years). The results indicated that increased IIV measured from independent tasks was associated with a greater proportion of prospective memory errors. These significant findings were not influenced by age and did not vary according to prospective memory cue type. Variability is thought to reflect fluctuations in attentional and executive control and these attentional processes may also impact on prospective memory through failure to detect the target cue. The findings suggest, therefore, that measures of variability may have some potential in the identification of older persons who are more vulnerable to everyday errors such as prospective memory failures.     

Relationships between work-related characteristics,needs satisfaction,motivation and mental health in midwifery students

The present study examined the relationships between work-related characteristics in internships, psychological needs satisfaction, motivation and mental health using a partial least squares path modeling. Midwifery students (N = 214; M_age = 22.8 years) from three French schools completed different questionnaires online. Results showed (1) the importance of work resources (work control and social support) as protective factors of psychological needs satisfaction; and (2) the role of competence need satisfaction through motivation in the relationships between work resources and mental health. Midwifery schools should pay more attention to these two results, and take them into account in midwifery students’ training.     

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.