Towards a multilevel approach of employee well-being

In this commentary, I respond to Ilies, Aw & Pluut’s (Intraindividual models of employee well-being: What have we learned and where do we go from here?, European Journal of Work and Organizational Psychology, in press) call for a theory that distinguishes between traits and states of employee well-being. I use Job Demands–Resources theory to illustrate how we may integrate within- and between-person approaches and findings to design an overall multilevel model of employee well-being. My perspective builds on Ilies et al. and recent findings of research combining relatively stable “traits” with fluctuating states of employee well-being. My goals with this commentary are three-fold: (1) give more insight into possible differences between variables at different levels of analysis; (2) use research to show how trait and state levels of (predictors of) employee well-being may interact; (3) propose a multilevel model that may stimulate future research on the topic.     

“Toxin handling” and well-being: The case of the human resources manager

This study uses the job demands–resources model and multiple role theory to gain an understanding of the “toxin handling–well-being” relationship. “Toxin handlers” are empathetic managers willing to try to address pain and suffering in organizations (Frost, 2007). We use data from semistructured, in-depth interviews with HR managers to investigate the impact of the toxin handling role on well-being. The interviews indicate that toxin handling does not necessarily lead to the toxin handler’s ill health, because factors such as organizational and personal resources can influence that relationship. Further, toxin handlers can face very different toxin handling demands. These differences in the toxin handler’s resources and demands can lead to the full spectrum of possible health consequences of toxin handling (from decreased to enhanced health) for different toxin handlers.     

Work–family conflict and coping strategies: Qualitative study of Muslim female academicians in Malaysia

This study seeks to explore the relationship between work demands related to causes of work–family conflict (WFC) and coping strategies among Muslim female academicians. Five interviews were conducted with five respondents. Two issues were discussed: primary sources of WFC and coping mechanisms for WFC. The participants included five Muslim female lecturers, aged 43–45 years. Most interviewees experienced conflict between work demand and family life. They believe that these conflicts were reasons for decline in productivity, higher rates of absenteeism, higher turnover, lower morale, lower job satisfaction, and lower family satisfaction. To manage WFC, three coping strategies were used by respondents.     

The Effects of Aging and Dual Task Demands on Language Production

ABSTRACT

A digital pursuit rotor task was used to measure dual task costs of language production by young and older adults. After training on the pursuit rotor, participants were asked to track the moving target while providing a language sample. When simultaneously engaged, young adults experienced greater dual task costs to tracking, fluency, and grammatical complexity than older adults. Older adults were able to preserve their tracking performance by speaking more slowly. Individual differences in working memory, processing speed, and Stroop interference affected vulnerability to dual task costs. These results demonstrate the utility of using a digital pursuit rotor to study the effects of aging and dual task demands on language production and confirm prior findings that young and older adults use different strategies to accommodate to dual task demands.     

Effects of test anxiety on motor learning: The processing efficiency hypothesis

Abstract

The hypothesis that, under test (stress) conditions, high trait-anxious individuals invest extra processing resources to reach motor learning levels similar to those of low-anxious individuals was investigated. A transfer procedure (practice trial, rest interval, and transfer trial) was employed to analyse motor learning effects. In Experiment 1, a secondary task (click detection) was used to measure the extra processing resources expenditure on motor learning during the practice trial. Neither motor performance in the transfer trial nor secondary task performance differed as a function of test condition or anxiety trait. A critical analysis of the secondary task paradigm suggested that it was not sensitive enough to reflect the amount of processing capacity expended on the primary motor tasks. In Experiment 2, subjects performed a loading task (verbal shadowing of sentences) concurrently with the motor tasks during the practice trial to prevent extra resources from being allocated to motor learning. Results showed that anxiety trait was associated to performance time increments on the high-demanding motor tasks in the transfer trial. A plausible explanation is that anxiety impairs learning because it reduces the efficiency of processing. An alternative interpretation, concerning an ability deficit of high trait-anxious individuals, is discussed.     

Emotional job demands and burnout among oncology care providers

Abstract

Recent studies by Söderfeldt et al. (1996) and de Jonge et al. (1999) have demonstrated that Karasek's operationalization of job demands in his well-known Job Demands-Control (JD-C) Model (Karasek, 1979), i.e. quantitative demands, cannot capture the complexities of working with patients or clients in health care work. In the current study on burnout among 816 Dutch oncology care providers, the “traditional” JD-C Model was extended by including two types of emotional job demands. Moreover, “susceptibility to emotional contagion” was included as a potential moderator of the relationship between emotional job demands and burnout. Emotional job demands significantly contributed to the prediction of burnout, after controlling for quantitative job demands and job control. In addition, care providers' susceptibility to emotional contagion moderated the relationship between “confrontation with death and dying” and burnout. Care providers high in susceptibility to emotional contagion were more “vulnerable” to the stress associated with high emotional demands than their counterparts.     

The best of possible worlds: A testable claim of choice

Leibniz said that the universe, if God-created, would exist at a unique, conjoint, physical maximum: Of all possible worlds, it would be richest in phenomena, but its richness would arise from the simplest physical laws and initial conditions. Using concepts of “variety” and algorithmic informational complexity, Leibniz' claim can be reframed as a testable theory. This theory predicts that the laws and conditions of the actual universe should be simpler, and the universe richer in phenomena, than the presence of observers would require. Tegmark has shown that inhabitants of an infinite multiverse would likely observe simple laws and conditions, but also phenomenal richness just great enough to explain their existence. Empirical observations fit the claim of divine choice better than the claim of an infinite multiverse. The future of the universe, including its future information-processing capacity, is predicted to be endless.     

How challenging was your work today? The role of autonomous work motivation

The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work.     

Extreme response style as a cultural response to climato‐economic deprivation

We investigated the effects of climato‐economic harshness on extreme response style. Climato‐economic theorising postulates that a more threatening climate in poorer countries, in contrast to countries with a more comforting climate and richer countries with a more challenging climate, triggers intolerance of ambiguity and uncertainty avoidance inherent to conservatism, in‐group favouritism and autocracy. Scores of extreme response style at country level, a proxy of this cluster of cultural characteristics, were extracted from students' responses in the Programme for International Student Assessment to test the hypothesis. In a series of hierarchical regression analysis across 64 countries, cold demands, heat demands and GDP per capita showed a highly significant interaction effect on extreme response style, predicting in total 30.7% of the variance. Extreme response style was highest in poorer countries with higher climatic demands, and lowest in richer countries with lower climate demands. Implications are discussed.     

Professional commitment: Does it buffer or intensify job demands?

The purpose of this study is to investigate whether professional commitment can be seen as a moderator in the relationship between job demands and emotional exhaustion among Norwegian nurses. Inspired by the job demands‐resources model, this study explores whether having a strong commitment to the nursing profession can be seen as a resource that buffers the effect of job demands on emotional exhaustion or, conversely, intensifies the impact of job demands. A survey that comprised Norwegian nurses who had graduated three years previously (N = 388) was conducted. Multiple regression was performed to test the hypothesis. The results provide support to a buffering effect; thus, individuals with a higher degree of professional commitment conveyed a weaker association between job demands and emotional exhaustion compared with nurses with a lower degree of commitment. Developing a better understanding of the potential buffering effect of professional commitment is of great interest. The present study is the first to utilize professional commitment as a resource within the job demands‐resources framework.