The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention

This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.     

团队工作重塑的形成与影响机制

团队工作重塑是影响团队有效性的关键性因素。基于工作设计理论和团队运作模型, 提出了一个关于团队工作重塑的前因后果的理论模型, 旨在建立团队工作重塑的逻辑关系网络。首先, 对团队工作重塑的概念和内涵进行分析, 并探讨测量工具的维度。接着从多层分析视角, 考察领导行为、工作特征、团队人格构成、人力资源管理系统对团队工作重塑的影响, 以及团队主动性动机状态中介作用。最后分析团队工作重塑对团队有效性的作用机制。     

Flexible job search behaviour among unemployed jobseekers: antecedents and outcomes

The interest in flexible job search behaviour (FJSB) among unemployed jobseekers, i.e., the extent to which jobseekers also look for jobs that deviate from their studies and earlier work experience, has grown considerably in recent years. Yet, there is large disagreement on both its consequences and drivers. Career scholars as well as policymakers believe that FJSB is important for unemployed and can improve their employment prospects. However, evidence from human resource (HR) literature raises doubts whether FJSB can enhance re-employment success. Similarly, whereas the career literature links FJSB to positive attitudes, such as career adaptability, the HR literature suggests that people searching flexibly may feel pushed into this behaviour due to more negative reasons, like few labour market perspectives. The aim of this study is examining these opposing expectations. We focus on three FJSB types: flexibility with respect to pay/hierarchical level, skill use and commuting time. Hypotheses are tested using two-wave data with 672 unemployed. Results indicate, among others, that career-adaptable people are not inclined to search more flexibly. In addition, FJSB may in certain cases hamper people’s re-employment likelihood. People searching more flexibly also more often became underemployed and as such experienced a more negative job quality.     

Job insecurity and well-being: The moderating role of job dependence

Job insecurity has become more relevant during the last decades as more flexibility from the workforce and organizations is demanded in the labour market. It has frequently been suggested that job insecurity is a more severe stressor for those who are more dependent on their job. The present study investigates the association between job insecurity and employee well-being by focusing on how employees’ dependence on the job moderates this relationship. Two types of financial dependence (subjective financial dependence and relative contribution to the household income) were studied, along with an indicator of a more psychological dependence on work in general (work involvement). In addition to this, both quantitative and qualitative job insecurity were included. The proposed relations were tested in a sample of Swedish accountancy firm employees. The results of moderated hierarchical regression analyses showed that subjective financial dependence, household contribution, and work involvement moderated the relation between both job insecurity dimensions and job satisfaction. No moderations were found with mental well-being as an outcome. This implies that the extent to which someone depends on their job is important for how job insecurity relates to job satisfaction.     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

Job characteristics: their relationship to job satisfaction,stress and depression

This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings.     

Gender differences in psychological morbidity,burnout, job stress and job satisfaction among Chinese neurologists: a national cross-sectional study

Women are an important part of the medical workforce, yet little is known about gender differences in psychological morbidity, burnout, job stress and job satisfaction among neurologists. This study assessed gender differences in a large national sample of Chinese neurologists. Multivariate analyses were performed to examine associations. A total of 5558 neurologists were included in the analysis. Compared with their male counterparts, female neurologists were generally younger; were less likely to be married or to have children; had higher levels of education; were in practice for a shorter period of time; were less likely to hold senior roles; and had lower incomes. Male and female neurologists worked similar hours and spent a similar number of nights on call. No gender differences were found in psychological morbidity, burnout, and high levels of job stress for female and male, respectively. Women had higher emotional exhaustion scores, while men were more likely to have low levels of job satisfaction. The multivariate analysis showed that factors independently associated with psychological morbidity, burnout, high levels of job stress and low levels of job satisfaction were generally similar for women and men. These findings increase our understanding of gender differences in psychological morbidity, burnout, job stress, and job satisfaction among neurologists. As more women join the medical profession, these differences may be useful in designing medical training and practice.     

Why and when cognitive job insecurity relates to affective job insecurity? A three-study exploration of negative rumination and the tendency to negative gossip

ABSTRACT

The job insecurity literature distinguishes between cognitive job insecurity and affective job insecurity where cognitive job insecurity reflects perceptions regarding the likelihood of total job loss or job features loss and affective job insecurity refers to emotional reactions to that potential loss. Indeed, affective job insecurity is demonstrated to be an affective reaction to cognitive job insecurity. However, the relationship between cognitive job insecurity and affective job insecurity may be neither direct nor unconditional. Drawing from cognitive appraisal theory, this research takes a nuanced approach to exploring the mediating role of negative work rumination and the moderating role of the tendency to negative gossip in the relationship between cognitive job insecurity and affective job insecurity. We examined our hypotheses using three time-lagged survey studies with employees recruited from the U.S. and China. These studies found that negative work rumination mediated the relation between cognitive job insecurity and affective job insecurity (Studies 1–3) and the tendency to negative gossip attenuated the positive relation between cognitive job insecurity and affective job insecurity (Studies 1 and 2). Thus, this research advances the job insecurity literature by identifying a mediator and a moderator in the process of how employees may experience job insecurity.     

工作重塑研究的新动向——基于调节定向的视角

以往学术界更多关注工作重塑的影响结果和作用机制, 缺乏对其内在动机及相关新构念的探讨。近年来, 基于调节定向理论的工作重塑研究逐渐增加。在已有研究的基础上, 首先基于特质及情境性调节定向的视角, 分别对其与工作重塑具体维度的关系进行探讨; 然后, 揭示领导的调节定向如何影响员工的工作重塑行为; 最后, 梳理工作重塑领域涌现的新构念(促进/防御定向型工作重塑、趋近/回避型工作重塑), 及其理论融合的基础。未来研究应重点关注调节定向和工作重塑的相互作用、促进/防御定向型工作重塑的前因变量及作用机制, 以及调节定向与“角色观”工作重塑的关系等问题。     

It is all in good humor? Examining the impact of salesperson evaluations of leader humor on salesperson job satisfaction and job stress

Abstract

Salesperson job stress and job satisfaction have been identified as critical factors affecting job performance. Academic research suggests that sales managers can influence salesperson job stress and job satisfaction. Interestingly, a review of the sales literature finds very little research on the impact of sales leader humor usage on the stress and satisfaction of salespeople. Consequently, we explore how salespeople’s evaluation of their manager’s use of humor influences their individual levels of job stress and satisfaction. We investigate both the positive and negative roles of humor by analyzing the impact of salesperson evaluations of their managers’ use of affiliative and aggressive humor on their job stress and job satisfaction. Furthermore, we examine the mechanism by which these evaluations affect salesperson stress and satisfaction by identifying two critical mediating variables – social loneliness and willingness to cooperate. Using a sample of 299 professional salespeople, we empirically test this process model to find that affiliative humor usage by sales managers, as evaluated by salespeople, reduces social loneliness and stress for salespeople while also increasing followers’ acceptance of cooperation. Evaluations of aggressive humor, on the other hand, increase stress levels among salespeople. Both social loneliness and acceptance of cooperation, in turn, significantly affect job satisfaction.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.     

The longitudinal impact of a job crafting intervention

This study examined the impact of a job crafting intervention based on job demands-resources (JD-R) theory. We hypothesized that the intervention would influence participants’ job crafting behaviours, as well as their job demands, job resources, and personal resources. In addition, we hypothesized a positive impact of the intervention on work engagement and self-rated job performance. The study used a quasi-experimental design with a control group. Teachers (N = 75) participated in the job crafting intervention on three occasions with 9 weeks in-between the first and second measurement, and 1 year in-between the second and third measurement. Results showed that the intervention had a significant impact on participants’ job crafting behaviours, both at time 2 and time 3. In addition, the results showed a significant increase of performance feedback, opportunities for professional development, self-efficacy, and job performance 1 year after the job crafting intervention. Participants’ levels of job demands, resilience, and work engagement did not change. We discuss the implications of these findings for JD-R theory and practice.     

Office job sitting demand scale: Evidence of construct and predictive validity

Drawing on sedentary behavior and Job Demands-Resources theory, we developed a new scale for assessing office job sitting demand, conceptualized as job demand, and validated it using two independent samples. In Study 1 (N = 252), we developed the items and tested the Office Job Sitting Demand scales' factor structure through exploratory factor analysis. In Study 2 (N = 248), we tested the scales' factorial validity through confirmatory factor analysis. Indicators of measurement invariance showed no differences between participants who engage in leisure-time sport and participants who do not. Moreover, we tested convergent, discriminant, and criterion validity. We found significant positive associations with exhaustion, work pressure, and musculoskeletal complaints. The construct was unrelated to proactive vitality management and relaxation. Our results illustrate the relation between this new job demand in the workplace with employee well-being. Based on our findings, this newly developed instrument is valid and reliable and can be used to assess office job sitting demand to prevent burnout and health complaints.     

Salesperson brand attachment: a job demands-resources theory perspective

Sales researchers have largely ignored the idea that salespeople form attachments to the brands that they sell, and that these attachments hold important consequences for sales outcomes. Drawing on job demands-resources theory, the authors suggest that salesperson brand attachment (SBA) serves as a unique psychological resource for salespeople. Using data from 154 salespeople from the beverage industry, they provide evidence that SBA increases selling effort toward the brand, and ultimately job satisfaction. In addition, they show that salesperson's brand attachment acts as a buffer against perceived job demands, including job codification and hierarchy of authority. In general, results support the job demands-resources framework and confirm that SBA is a resource that may be leveraged to offset job demands, under certain situations.     

Effects of occupational stress,job characteristics,coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Public and private schoolteachers' differences in terms of job attitudes in Albania

In the present study, the attitudinal differences between public and private schoolteachers in Albania were investigated. Since the type of the organization varies, one would expect different climates for the emergence of job attitudes--mainly job satisfaction, job involvement, and organizational commitment, the most frequently studied job attitudes in the industrial and organizational psychology literature. It was hypothesized that the private schoolteachers would be more satisfied than public schoolteachers, especially due to high levels of payment and other desirable conditions. However, the public schoolteachers will be more involved than the private schoolteachers since they have to justify their continued work under the undesirable conditions. The commitment level of the private schoolteachers will be higher than the public schoolteachers since there is usually high correlation between job satisfaction and organizational commitment. Data were gathered from a total of 429 teachers working in public (n = 254) and private (n = 175) schools in Albania, in high and middle schools. The data were analyzed using multivariate analysis of covariance with age as a covariate. The results indicated that the private schoolteachers were more satisfied, as expected, revealed a weaker job involvement and were more committed to their school than their colleagues in the public sector. The results were found to be in line with previous studies conducted in the west. However, this study is believed to have a potential contribution to the literature in general, and to the Albanian local literature in particular. To the knowledge of the authors, there has been no similar study in Albania. Discussion is provided along with the limitations of the study and suggestions for future research.     

基于个体优势的工作重塑

发挥优势(using strengths)能让我们感到充实、真实与高效;而重塑工作(crafting job)则使我们的工作充满意义、认同与使命感。整合优势理论、工作重塑、职业成功和呼唤(calling)研究的已有成果,可以发现:(1)基于个体优势的工作重塑(strengths-based job crafting,SJC)是一个新构念,对优势理论与工作重塑研究具有重要的理论贡献与实践价值;(2)SJC能对个人职业成功、呼唤感及组织绩效产生影响;(3)影响SJC的因素包括个人因素、组织因素与社会文化价值取向。未来研究应以实证的方式重点探索中国情境下SJC的测量与影响机制问题。