Work stress and employee well‐being: The critical role of Zhong‐Yong

In the pursuit of well‐being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong‐Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well‐being, and Zhong‐Yong beliefs. The work stress was classified into challenge‐ and hindrance‐related stress while emotional exhaustion and job satisfaction were used as well‐being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance‐related stress is destructive to employee well‐being; (2) challenge‐related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong‐Yong beliefs mitigate the harm from hindrance‐related stress on employee well‐being; and (4) Zhong‐Yong beliefs weaken the negative effects of challenge‐related stress on emotional exhaustion, and transform challenge‐related stress into eustress for job satisfaction.     

Trust,Connectivity, and Thriving: Implications for Innovative Behaviors at Work

This study examines how trust, connectivity and thriving drive employees' innovative behaviors in the workplace. Using a sample of one hundred and seventy two employees across a variety of jobs and industries, we investigated the relationship between trust, connectivity (both measured at Time 1), thriving and innovative work behaviors (both measured at Time 2). Trust and connectivity were hypothesized to create a nurturing environment that enables people to thrive and be innovative in their work. The results of structural equation modeling (SEM) indicate a sequential mediation model in which connectivity mediates the relationship between trust and thriving, and thriving mediates the relationship between connectivity and innovative behaviors. The theoretical and practical implications for employee thriving and innovative behaviors at work are discussed.     

新三元付出-回报失衡模型框架下护士的付出、回报和过度投入与工作倦怠的关系

摘 要 目的：在护士群体中检验付出、回报和过度投入及其交互作用对工作倦怠的影响,验证新三元付出-回报失衡模型。方法：采用问卷法测查了456名女护士的付出、回报、过度投入和工作倦怠。采用分层线性回归分析验证自变量对因变量的影响。结果：付出、过度投入和付出-回报比正向影响情绪耗竭和去个性化,付出和付出-回报比负向影响职业效能,回报负向影响去个性化,正向影响职业效能。付出对工作倦怠的影响最大,其次是过度投入,回报的影响最小。过度投入能调节付出-回报比对情绪耗竭、职业效能的影响。结论：新三元付出-回报失衡模型适用于女护士群体。     

Work Stress,Chinese Work Values,and Work Well-Being in the Greater China

ABSTRACT

Work values influence our attitudes and behavior at work, but they have rarely been explored in the context of work stress. The aim of this research was thus to test direct and moderating effects of Chinese work values (CWV) on relationships between work stressors and work well-being among employees in the Greater China region. A self- administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Work stressors were negatively related to work well-being, whereas CWV were positively related to work well-being. In addition, CWV also demonstrated moderating effects in some of the stressor–job satisfaction relationships.     

Work and Individual Determinants of Intrinsic Work Motivation, Emotional Exhaustion, and Turnover Intention: A Multi-Sample Analysis

This study tested the influence of personal characteristics on a pattern of specific relationships between work characteristics and psychological outcomes. The study hypotheses were: (1) Growth Need Strength has a direct effect on intrinsic work motivation and moderates the relationship between task characteristics and intrinsic work motivation; (2) Negative Affectivity has a direct effect on emotional exhaustion and moderates the relationships between workload and social support on the one hand and emotional exhaustion on the other; and (3) Upward Striving has a direct effect on turnover intention and moderates the relationship between unmet career expectations and turnover intention. These hypotheses were tested in two samples (bank employees and teachers) using Multi-Sample Analysis. The results showed that, generally, personal characteristics had a direct effect on the outcomes as hypothesized. We only found one moderating effect: Upward Striving moderated the relationship between unmet career expectations and turnover intention.     

Inclusive Leadership and Innovative Work Behavior: Examination of LMX Perspective in Small Capitalized Textile Firms

The purpose of this paper is to explore the relationship between inclusive leadership, Leader-Member Exchange (LMX) and innovative work behavior (IWB) in employees of small capitalized textile firms of Pakistan. We hypothesized that LMX mediates the relationship between inclusive leadership and IWB. We collected data from 150 supervisors–subordinate dyads to test our hypotheses. We selected small capitalized firms because they are more innovative and change-oriented in order to enhance their innovativeness. Moreover, these firms enjoy the benefits of lack of bureaucracy and low resistance to change. Therefore, employees are better able to experience a close relationship with entrepreneurial leaders who tend to be inclusive, in order to facilitate the process of innovation. In line with these facts, our results also suggest that inclusive leadership is positively related with IWB and LMX partially mediates this relationship. The theoretical and practical implications of our findings are also discussed.     

特殊教育教师工作家庭冲突、情绪智力与工作投入的关系

在积极心理学视野下探讨特殊教育教师情绪智力对工作家庭冲突与工作投入之间关系的调节作用。采用工作家庭冲突量表、情绪智力量表和工作投入量表,通过整群取样选取河南省7所特殊教育学校共256名教师进行调查。结果表明：（1）特殊教育教师工作家庭冲突和工作投入在性别、有无孩子及年龄方面差异显著。就工作家庭冲突水平而言,女教师显著高于男教师,有孩子的教师显著高于没孩子的教师,30-40岁的教师冲突水平最高,30岁及以下教师次之,41岁及以上教师最低;在工作投入水平上,女教师显著低于男教师,有孩子的教师显著低于没孩子的教师,41岁及以上教师投入水平最高,30岁及以下教师次之,31-40岁教师最低。（2）特殊教育教师工作家庭冲突与情绪智力、工作投入均呈负相关;情绪智力与工作投入呈正相关。（3）特殊教育教师情绪智力对工作家庭冲突与工作投入之间的关系有显著的调节作用。     

情绪劳动与抑郁及焦虑的关系：情绪耗竭的中介作用

本研究探讨情绪劳动与抑郁、焦虑的关系,着力考察情绪耗竭在二者之间的中介作用。采用情绪劳动量表、情绪耗竭量表和SCL-90对328名零售业员工进行调查。结果表明：表面行为与情绪耗竭、抑郁及焦虑没有显著相关;深度行为对情绪耗竭、抑郁及焦虑有显著的负预测作用;情绪耗竭在情绪劳动与抑郁及焦虑之间起完全中介作用。     

Hardiness Promotes Work Engagement,Prevents Burnout,and Moderates Their Relationship

We examined the relationships between hardiness, work engagement, and burnout. Participants were Belgian service members involved in the International Security and Assistance Force (ISAF) operation. They completed a questionnaire containing hardiness items from the revised Norwegian Hardiness Scale, items concerning vigor and dedication from the Utrecht Work Engagement Scale, and those tapping cynicism and emotional exhaustion from the Utrecht Burnout Scale. Results showed that hardiness was positively related to dedication and vigor, and negatively to cynicism and emotional exhaustion. Our results further suggest that work engagement and burnout are the opposite ends of a continuum. However, analyses concerning the moderation effect of hardiness suggest that individual differences could imply different processes in the relationship between work engagement and burnout.     

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.     

Exploring the relationship between compressed work hours satisfaction and absenteeism in front-line service work

There has been an upsurge of interest in compressed workweek schedules because of the opportunities they provide for enhanced organizational efficiency and more balanced work and life roles for employees. This study tested a moderated mediation model of the effects of compressed work hours satisfaction on absenteeism with the purpose of exploring both the mediation effects of emotional exhaustion and physical health and the moderating effects of sex on this relationship. It utilized data drawn from a sample of 236 contact-centre service workers linked to absenteeism data collected for a period of 12 months following the survey. Results indicated that compressed work hours satisfaction was associated with lower absenteeism and that this relationship was mediated sequentially through emotional exhaustion and physical health. Although the indirect effect of compressed work hours satisfaction on absenteeism through emotional exhaustion and physical health was not significantly different between women and men, the relationship between compressed work hours satisfaction and physical health was positive for women but not for men. The implications of these findings are discussed.     

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。     

消费者不道德行为与员工情绪衰竭关系的调节性中介模型

大量研究业已揭示,消费者针对员工的不道德行为是导致员工情绪衰竭的重要因素,但是对于消费者不针对员工的不道德行为（consumer unethical behavior that are not employee directed,CUB）是否会影响员工的情绪衰竭,研究还较少涉及。基于道义伦理学,本研究提出了一个调节性中介模型,以分析CUB与员工情绪衰竭的关系。该模型假定,CUB与员工情绪衰竭之间的关系以情绪抑制为中介,并且受到员工道德认同的调节。对198名销售人员的研究发现,即使控制了消费者针对员工的不道德行为,CUB仍影响着员工的情绪衰竭;CUB与员工情绪衰竭的关系受到道德认同的调节,道德认同较高的员工表现出较高程度的情绪抑制与情绪衰竭。研究支持了假设的调节性中介模型,情绪抑制在CUB和情绪衰竭之间发挥着部分中介作用,不仅如此,这一中介作用还受到道德认同的调节,情绪抑制在CUB和情绪衰竭之间的间接效应主要表现在道德认同较高的员工中。最后探讨了研究发现的理论意义、不足及未来发展方向。     

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.     

Boundaries for career success? How work–home integration and perceived supervisor expectation affect careers

The necessity to actively manage the work–home boundaries has drastically increased. We postulate that work–home integration may affect individuals' subjective career success via its positive effects on work goal attainment and exhaustion. Furthermore, we study perceived supervisor expectation for employee work–home integration as a boundary condition. Our three-wave online survey with 371 employees showed support for the two hypothesized moderated mediation effects. Work–home integration preference is indirectly related to subjective career success: (1) positively via home-to-work transitions and work goal attainment and (2) negatively via home-to-work transitions and exhaustion. Perceived supervisor expectation constrained work–home integration preference's direct effect on home-to-work transitions and indirect effects on subjective career success. Exploratory analysis revealed that exhaustion negatively affected all career success dimensions, whereas work goal attainment was only related to some. Our results indicate that supervisor expectation can override the effect of employee's work–home integration preference on home-to-work transitions which have a double-edged sword effect on subjective career success. Our study contributes to integrating the careers and work–life interface literature and incorporating contextual factors. Furthermore, with the exploration of differential effects on subjective career success, we advance our understanding of this outcome's nomological network.     

A two-wave cross-lagged study of business travel,work–family conflict,emotional exhaustion,and psychological health complaints

By using a two-wave panel design, the present study aimed at studying longitudinally the relation between business travel and work–family conflict (WFC) as well as the reciprocal relationships among WFC, emotional exhaustion, and psychological health complaints. The study was conducted in a large Norwegian oil and gas company (n = 1702), and the company’s business travel database was utilized to examine business travel. The results showed a positive cross-lagged relation between business travel and WFC. In addition, WFC predicted emotional exhaustion over time, whereas emotional exhaustion predicted psychological health complaints over time. Reversed influences also existed, supporting our hypotheses on reciprocal relations. The longitudinal design of the current study makes an important contribution to the research on business travel and employees’ psychological health.     

压力情境认知评价与工作倦怠的关系

为探讨压力情境认知评价与工作倦怠的关系,选取北京、河南两家公司的303名员工进行了调查。分层结果分析发现,在控制了人口统计学因素之后,挑战评价对玩世不恭存在显著正向预测作用,控制评价对情绪衰竭、玩世不恭和成就感低落存在显著负向预测作用;进一步分析发现,控制评价在情绪中心应对和情绪衰竭、问题中心应对与成就感低落之间按的关系上具有调节作用。结果表明,压力情境认知评价是影响员工工作倦怠的重要因素。     

Stressors and Stressor Appraisals: the Moderating Effect of Task Efficacy

Employees’ cognitive appraisals play important roles in determining how they perceive and react to challenge and hindrance stressors. This study examined the stress process by studying employees’ cognitive appraisals using time-lagged data collected with a time interval of 4 months. There were three major findings. First, challenge appraisals mediated the relationship of job complexity with work motivation and task persistence. Hindrance appraisals mediated the relationship of role conflict with work motivation and task persistence. Second, task efficacy significantly moderated the relationship between job complexity and challenge appraisal, as well as the relationship between role conflict and hindrance appraisal. Employees high in task efficacy were more likely to report challenge appraisals of job complexity than employees low in task efficacy. Employees low in task efficacy were more likely to report hindrance appraisals of role conflict than employees high in task efficacy. Finally, data supported the moderated mediation model in which task efficacy moderated the indirect effect of job complexity on motivation via challenge appraisal. Our study provided important input to the development of stress management interventions.     

The Relationship of Subordinate Upward-Influencing Behavior,Health Care Manager Interpersonal Stress,and Performance1

This investigation examined the relationship among subordinate upward-influencing behavior, superior interpersonal stress, and superior performance within a health care setting. It was predicted that hard upward-influencing behavior as exerted by subordinates would be (a) inversely related to subordinate ratings of health care manager performance and (b) positively associated with health care manager interpersonal stress. Data were collected from 76 females and 4 males who were subordinates to 10 health care managers. All were employees in a 116-bed not-for-profit acute care community hospital. Subordinates completed the Satisfaction With My Supervisor Scale (Scarpello & Vandenberg, 1987), work unit and health care manager effectiveness scales (Bass, 1985b), and Form M of the Profiles of Organizational Influence Strategies (Kipnis & Schmidt, 1982). Interpersonal stress was assessed by the 10 health care managers' completion of the Responsibility for People subscale of the Stress Diagnostic Survey (Ivancevich & Matteson, 1980). The results generally supported the two hypotheses. The implications of these findings were discussed. It was recommended that organizations should encourage rational subordinate upward-influencing behavior to reduce interpersonal stress and promote performance.     

If You Are Emotionally Intelligent: The effects of customer‐related social stressors on counterproductive work behavior for front‐line service employees

Recent literature in the area of employee–customer interactions suggests that stressful encounters contribute to negative outcomes for service employees. Few studies, however, have focused on the effects of customer‐related social stressors (CSS) on counterproductive work behavior (CWB) among front‐line service employees. The researchers tested a moderated mediation model of the effects of CSS on CWB with the key objective of exploring the mediation effects of emotional exhaustion and the moderating effects of emotional intelligence on this relationship. Based on a sample of 244 call center representatives in China, the research revealed that CSS led to emotional exhaustion, which, in turn, related to CWB for service employees. Furthermore, emotional intelligence acted as a buffer on the effects of CSS on CWB via emotional exhaustion.