Associations of Trait Emotional Intelligence with Social Support,Work Engagement,and Creativity in Japanese Eldercare Nurses

Work‐related resources can be positive antecedents of employee work engagement (WE) and creativity. Although trait emotional intelligence (EI) and social support may be crucial resources in nursing, their relationships with WE and creativity remain unclear. Hence, with special focus on the role of trait EI, we examined this relationship by applying the job demands‐resources (JD‐R) model. The participants were 489 eldercare nurses in Japan (female: n = 401; male: n = 88; age = 39.5 ± 11.0 years). The results showed positive associations between EI and the other studied variables. Furthermore, moderated mediation analyses revealed that higher trait EI enhanced the positive association among the triad of social support, WE, and creativity. The findings provide additional evidence that, in nurses, trait EI may be a noteworthy personal resource for creativity in the relationship between social support and WE.     

A longitudinal person-centred approach to the job demands-control model

We used a longitudinal design and a person-centred methodology to test the strain and learning hypotheses of the job demands–control model among Finnish employees (n = 926), who were followed-up at three time points covering a period of 2 years (2008–2010). First, we identified longitudinal subgroups in demands and control across three measurement points. Second, we examined how these subgroups differed in strain (job exhaustion) and motivation-related outcomes (vigour at work, work–family enrichment). Growth mixture modelling revealed four subgroups: “stable high strain”, “stable low strain”, “increasing control”, and “decreasing control”. The stable high- and low-strain subgroups also differed in the outcomes studied (exhaustion, work–family enrichment) as suggested by the demands–control model. The findings also suggest that job control is subject to changes over time and that these changes are likely to be associated with changes in employee outcomes. Malleability of job control should be kept in mind in job stress interventions, likewise the fact that some employees suffer from chronic job stress.     

The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence

This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71–92). Furthermore, the study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated three-factor structure—vigor, dedication, absorption—of both UWES scales. However, while the structure of the UWES-17 did not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9 has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized, Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly, work engagement seems to be a highly stable indicator of occupational well-being.     

Interface between work and family: A longitudinal individual and crossover perspective

This study assessed longitudinal individual and crossover relationships between work‐family conflict and well‐being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual‐earner couples. The results revealed only longitudinal individual effects over a 1‐year period. First, high family‐to‐work conflict (WFC) at Time 1 was related to a high level of work‐to‐family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work‐family conflict led to poor well‐being outcomes or increased perceived work‐family conflict later on. Longitudinal crossover effects from one partner to another were not observed within a 1‐year perspective.     

The Associations between Ethical Organizational Culture,Burnout, and Engagement: A Multilevel Study

Purpose

Ethical culture is a specific form of organizational culture (including values and systems that can promote ethical behavior), and as such a socially constructed phenomenon. However, no previous studies have investigated the degree to which employees’ perceptions of their organization’s ethical culture are shared within work units (departments), which was the first aim of this study. In addition, we studied the associations between ethical culture and occupational well-being (i.e., burnout and work engagement) at both the individual and work-unit levels.

Design/Methodology/Approach

The questionnaire data were gathered from 2,146 respondents with various occupations in 245 different work units in one public sector organization. Ethical organizational culture was measured with the corporate ethical virtues scale, including eight sub-dimensions.

Findings

Multilevel structural equation modeling showed that 12–27 % of the total variance regarding the dimensions of ethical culture was explained by departmental homogeneity (shared experiences). At both the within and between levels, higher perceptions of ethical culture associated with lower burnout and higher work engagement.

Implications

The results suggest that organizations should support ethical practices at the work-unit level, to enhance work engagement, and should also pay special attention to work units with a low ethical culture because these work environments can expose employees to burnout.

Originality/Value

This is one of the first studies to find evidence of an association between shared experiences of ethical culture and collective feelings of both burnout and work engagement.

     

The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study

We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low.     

Gender differences in teachers’ perceptions of students’ temperament,educational competence,and teachability

Background. Student's temperament plays a significant role in teacher's perception of the student's learning style, educational competence (EC), and teachability. Hence, temperament contributes to student's academic achievement and teacher's subjective ratings of school grades. However, little is known about the effect of gender and teacher's age on this association. Aims. We examined the effect of teacher's and student's gender and teacher's age on teacher‐perceived temperament, EC, and teachability, and whether there is significant same gender or different gender association between teachers and students in this relationship. Sample. The participants were population‐based sample of 3,212 Finnish adolescents (M= 15.1 years) and 221 subject teachers. Methods. Temperament was assessed with Temperament Assessment Battery for Children – Revised and Revised Dimensions of Temperament Survey batteries and EC with three subscales covering Cognitive ability, Motivation, and Maturity. Data were analyzed with multi‐level modelling. Results. Teachers perceived boys’ temperament and EC more negatively than girls’. However, the differences between boys and girls were not as large when perceived by male teachers, as they were when perceived by female teachers. Males perceived boys more positively and more capable in EC and teachability than females. They were also stricter regarding their perceptions of girls’ traits. With increasing age, males perceived boys’ inhibition as higher and mood lower. Generally, the older the teacher, the more mature he/she perceived the student. Conclusions. Teachers’ ratings varied systematically by their gender and age, and by students’ gender. This bias may have an effect on school grades and needs be taken into consideration in teacher education.     

Child’s Difficult Temperament and Mothers’ Parenting Styles

The study examined the associations between children’s temperamental characteristics and mothers’ parenting styles, and the mediating and moderating role of maternal well-being in these associations. Mothers of 152 Finnish first grade children (79 girls and 73 boys) filled in questionnaires measuring their parenting styles (i.e., affection, behavioral control, and psychological control) and psychological well-being (i.e., depressive symptoms and self-esteem), and their children’s temperament. The results showed that children’s low positivity was associated with low maternal affection, whereas children’s negative emotionality was associated with mothers’ high controlling attempts in terms of psychological and behavioral control. The impacts of children’s low levels of positivity and high levels of activity on mothers’ psychological control were mediated via maternal well-being: the more active and the less positive a mother perceived her child to be, the lower was her well-being and, consequently, the more psychological control she applied. Moderating effects of psychological well-being were not found.     

Job Insecurity and Depressive Symptoms in Mothers and Adolescents: A Dyadic Study

Journal of Child and Family Studies - In this study, we examined whether maternal perceived job insecurity (JI) affected depressive symptoms in their adolescent children. Specifically, we tested a...     

Caregiving representations in war conditions: Associations with maternal trauma,mental health,and mother–infant interaction

Risk features in mothers’ caregiving representations remain understudied in dangerous environments where infants most urgently need protective parenting. This pilot study examines the feasibility of a novel coding system for the Parent Development Interview (PDI) interview (ARR, Assessment of Representational Risk) in assessing 50 war-exposed Palestinian mothers’ caregiving representations. First, we explored the content and structure of risks in the representations. Second, we examined associations between the high-risk representations, mothers’ pre- and postnatal exposure to traumatic war events (TWE), depressive and post-traumatic stress disorder (PTSD) symptoms, and self-rated emotional availability (EA) with their 1-year-old infants. Following three dimensions of high-risk caregiving representations were identified: self/dyadic dysregulation, unavailable, and fearful. Mothers’ prenatal depressive symptoms were associated with dysregulating and fearful representations, and their postnatal PTSD with fearful representations. TWE were not associated with the high-risk representations. Moreover, mothers of boys reported more fearful representations, and mothers with financial difficulties reported more unavailable representations. TWE and high-risk representations were not associated with EA. However, qualitative analysis of the representations indicated risks in the mother–infant relationship. Further, older mothers and mothers with postnatal PTSD reported lower EA. Cultural variance in caregiving representations and the use of self-report measures among traumatized mothers are discussed.