A longitudinal person-centred view on perceived employability: The role of job insecurity

The primary aim of the present 1-year longitudinal study among university employees (N = 1314) was to investigate individual development of perceived employability (PE) by utilizing a person-centred approach. Thus, we identified latent classes of PE across 1 year based on growth mixture modelling. In addition, the latent classes were characterized by perceived job insecurity and the type of employment contract and its changes over the 1-year time period. The results showed four latent classes of PE that differed in the level and the direction of mean-level changes over time. These latent classes were: (1) stable relatively high PE (n = 641); (2) unstable decreasing PE (n = 45); (3) unstable increasing PE (n = 24); and (4) stable relatively low PE (n = 603). Perceived job insecurity associated with the latent class membership of PE. That is, low levels of perceived job insecurity were associated with favourable PE classes (i.e., “stable relatively high” and “unstable increasing employability”), whereas high levels of job insecurity associated with unfavourable PE classes (i.e., “stable relatively low” and “unstable decreasing employability”). Furthermore, transitions from temporary to permanent job contract occurred more often in the favourable than in unfavourable PE classes, but transitions from permanent to temporary contract were more likely in the unfavourable classes. Thus, our study indicated a substantial amount of heterogeneity in the development of PE across 1 year.     

Job insecurity in Finland: Antecedents and consequences

Abstract

Trends towards more unpredictable and flexible labour markets are often presumed to fuel feelings of job insecurity among employees, especially the threat of losing one's job. The aim of the study was to examine the prevalence, antecedents, and consequences of job insecurity in a representative sample of Finnish wage and salary earners (N = 3503) gathered in 1990. One out of ten respondents felt the threat of lay-off, dismissal, or unemployment. According to hierarchical regression analysis, perceived job insecurity was best explained by positional factors, especially earlier unemployment experiences and the temporary nature of the employment relationship. The role of demographic factors predicting job insecurity was strikingly minor. Variance and regression analysis confirmed the negative effects of perceived insecurity on work and health behaviour found in previous studies. Social support was found to have a light moderating effect in alleviating the negative effects of job insecurity. Thus, job insecurity was a psychological stressor with adverse effects for a sizeable proportion of the employees.     

The effect of hypnosis therapy on the symptoms and disease activity in Rheumatoid Arthritis

Abstract

The present study aimed to assess the effectiveness of clinical hypnosis on the symptoms and disease activity of Rheumatoid Arthritis (RA). Sixty six RA patients participated in a controlled group design. Twenty six patients learnt the hypnosis intervention, 20 patients were in a relaxation control group and 20 patients were in a waiting-list control group. During hypnosis, patients developed individual visual imagery aimed at reducing the autoimmune activity underlying the RA and at reducing the symptoms of joint pain, swelling and stiffness. Subjective assessments of symptom severity and body and joint function, using standardised questionnaires and visual analogue scales, were obtained. Objective measures of disease activity via multiple blood samples during the therapy period and at the two follow-ups were also taken. These measurements were of erythrocyte sedimentation rate. C-reactive protein, haemoglobin and leukocyte total numbers. Results indicate that the hypnosis therapy produced more significant improvements in both the subjective and objective measurements. above relaxation and medication. Improvements were also found to be of clinical significance and became even more significant when patients practised the hypnosis regularly during the follow-up periods.     

Teacher stress: An eight-year follow-up study on teachers' work,stress, and health

Abstract

The purpose of this study was to compare teacher stress between the years 1983 and 1991. Seventy teachers in comprehensive and upper secondary schools participated in the study. The teachers were studied first during the school year 1983–84 and again eight years later during the autumn term of 1991 by means of repeated questionnaires. During this 8-year period the general working situation among the teachers had remained quite stable: Most of them had remained at the same school teaching the same subjects at the same level. The results showed a drop in the teachers' well-being over the period. In particular, those over 55 years of age showed more emotional stress reactions in 1991 than eight years earlier. Furthermore, they evaluated their social relations with pupils as worse in 1991 compared to 1983. A half both of those with low emotional stress reactions and those high in them in 1983 were stilll in the same categories in 1991. Emotional stress reactions were reflected in simultaneous work ability and psychosomatic health data. Moreover, long-term stress was seen to lead to various psychosomatic complaints, but these were not reflected in self-rated health status. The results suggest that teacher stress is not necessarily a short-lived problem, and ways of preventing or reducing stress (e.g. continuing education, counseling, co-operation) should be employed.     

Self-esteem: An antecedent or a consequence of social support and psychosomatic symptoms? Cross-lagged associations in adulthood

This study investigated the relationships of self-esteem with social support and psychosomatic symptoms in cross-lagged longitudinal data with two measurement points and a time lag of 6 years. Two hundred thirteen participants were drawn from the ongoing Jyväskylä Longitudinal Study of Personality and Social Development, Finland. The present study focused on data collected by questionnaires at ages 36 and 42. The cross-lagged analyses of Structural Equation Modeling (SEM) indicated that high self-esteem at age 36 predicted high social support 6 years later and simultaneously, but to a lesser extent, high social support at age 36 predicted high self-esteem at age 42. In addition, low levels of psychosomatic symptoms at age 36 were associated with high self-esteem 6 years later, but not vice versa.     

Factors Associated with Providers’ Work Engagement and Burnout in Homeless Services: A Cross‐national Study

The complexity of homeless service users’ characteristics and the contextual challenges faced by services can make the experience of working with people in homelessness stressful and can put providers’ well‐being at risk. In the current study, we investigated the association between service characteristics (i.e., the availability of training and supervision and the capability‐fostering approach) and social service providers’ work engagement and burnout. The study involved 497 social service providers working in homeless services in eight different European countries (62% women; mean age = 40.73, SD = 10.45) and was part of the Horizon 2020 European study “Homelessness as Unfairness (HOME_EU).” Using hierarchical linear modeling (HLM), findings showed that the availability of training and supervision were positively associated with providers’ work engagement and negatively associated with burnout. However, results varied based on the perceived usefulness of the training and supervision provided within the service and the specific outcome considered. The most consistent finding was the association between the degree to which a service promotes users’ capabilities and all the aspects of providers’ well‐being analyzed. Results are discussed in relation to their implications for how configuration of homeless services can promote social service providers’ well‐being and high‐quality care.     

How Colleagues Can Support Each Other's Needs and Motivation: An Intervention on Employee Work Motivation

Organisations have flattened and increasingly rely on teamwork. Therefore, colleagues play an increasingly important role in stimulating employee motivation. Adopting Self‐Determination Theory as a guiding framework, the aim of this field experiment was to examine whether team members can be trained in supporting each other's basic psychological needs for autonomy, competence, and relatedness and, hence, increase each other's need satisfaction and autonomous motivation, while decreasing controlled motivation. We delivered training to 146 participants nested in 26 participating teams and assessed basic need satisfaction and autonomous and controlled motivation before and after the intervention. Multilevel regression analyses indicated that employees in the experimental (i.e. intervention) condition had a stronger increase in need satisfaction and autonomous motivation than employees did in the control condition, and that the increase in autonomous motivation was mediated by an increase in need satisfaction. This study provides added value for theory on need satisfaction and demonstrates that a relatively brief intervention among team members may be effective in creating employee need support and increasing autonomous motivation.     

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.