Reciprocal relationships between job resources, personal resources, and work engagement

This study examined longitudinal relationships between job resources, personal resources, and work engagement. On the basis of Conservation of Resources theory, we hypothesized that job resources, personal resources, and work engagement are reciprocal over time. The study was conducted among 163 employees, who were followed-up over a period of 18 months on average. Results of structural equation modeling analyses supported our hypotheses. Specifically, we found that T1 job and personal resources related positively to T2 work engagement. Additionally, T1 work engagement related positively to T2 job and personal resources. The model that fit best was the reciprocal model, which showed that not only resources and work engagement but also job and personal resources were mutually related. These findings support the assumption of Conservation of Resources theory that various types of resources and well-being evolve into a cycle that determines employees’ successful adaptation to their work environments.     

Achievement orientation,attainment values,and women's employment

This study examines age variance in the relationship of women's achievement needs and values to their participation in paid employment. The study group is a cross-sectional, nonprobability sample of 1120 women, ages 22–64, who contacted the Center for Continuing Education of Women at a major midwestern university. Three findings predominate: (1) Compared to general achievement orientation, the specific values attached to attainment through career and family are stronger predictors of employment status. (2) Degree of participation in paid employment is related positively to career values, and negatively to family values. (3) Career values, alone, are the best predictors of employment status among women aged 45–64, while a combination of career and family values best predicts employment among women aged 22–34 and 35–44. The findings suggest that women's labor force participation is partially a function of the interaction between career and family task demands and values.     

Genetic influences on core self-evaluations,job satisfaction,and work stress: A behavioral genetics mediated model

In this study we investigated the mediated influence of core self-evaluations (CSE) on employee health problems via job satisfaction and work stress, and the degree to which genetic factors explain these mediated relationships. Based on data obtained from a sample of 594 Swedish twins (114 monozygotic twin pairs and 183 dizygotic twin pairs), conventional path analysis results supported the mediated effects of CSE on employee health via job satisfaction and work stress, after controlling for conscientiousness and extraversion. Behavioral genetic analyses showed significant heritability of all four variables. Moreover, we found that the mediated relationships via job satisfaction and work stress are explained by genetic factors, such that the genetic source of job satisfaction and work stress mediates the genetic influence of CSE on health problems. These results highlight the role played by genetic factors in better understanding the relationships between CSE, work attitudes, and health outcomes.     

Incidences de la (ré)organisation du (télé)travail en temps de crise du point de vue de l’encadrement intermédiaire

IntroductionThe Covid-19 pandemic disrupted the organization of work and represented a turning point in the deployment of mediated and remote work. Wherever the continuation of the activity was possible at a distance, telework was imposed. Nevertheless, it is exercised in new conditions and the organization of work modalities is defined according to the evolution of the situation and governmental health measures.ObjectiveIn this context, the objective of this study is to understand what are, from the point of view of middle managers, the impacts of telework in confinement and then during the progressive re-establishment of the activity on site, on the one hand, on the work, its organization and its conditions of realization and, on the other hand, on the work collectives, the relationship to work and the quality of life of the employees.MethodIn this perspective, we carried out an exploratory and comprehensive study through semi-structured interviews with 17 directors of service in a French public organization.ResultsThe lexical and morphosyntactic analysis performed shows that the modalities of work organization/reorganization at different moments of the crisis, their impact on work activity, the psychosocial experience of telework within the services and the managerial practices deployed (3 classes) could constitute opportunities but also generate risks.ConclusionThe results of this study allow us to identify the benefits but also the potentially deleterious effects of the use of telework in times of crisis and provide elements for consideration in its post-pandemic deployment.     

Basculer vers un travail médiatisé distant : quand la reconnaissance du/au travail devient une activité à part entière

In this article, we examine the conditions of acceptance of new work organisations (remote mediated work) from their impact on the recognition of work. Based on a case study in a higher education institution, we propose to characterise the consequences of these transformations on professional practices and on new modes of recognition. The methods used attempt to account for these transformations by relying on the extended periods of telework in the year 2020. We identify four recognition processes which lead us to characterise the beginnings of a “recognition activity”, which acts as a meta-labour in that it embodies: a work on work.     

Soutien social perçu du supérieur,plafonnement de carrière et engagement affectif dans le secteur public camerounais

This research analyzes relation between the various types of career plateauing (objective, structural, content) and work emotional commitment. It also examines the influence of perceived social support from hierarchy on the different types of career plateauing, most especially its moderating role on the relation between the different types of career plateauing and emotional commitment. The results, which were obtained through data collected from 615 workers highlight that perceived social support from hierarchy limits and almost moderates negative relations between the different types of content plateauing (objective, content) and emotional commitment. Its direct effect on content plateauing is negative whereas the relation is positive with structural plateauing.     

How personal resources predict work engagement and self‐rated performance among construction workers: A social cognitive perspective

Traditionally, research focussing on psychosocial factors in the construction industry has focused mainly on the negative aspects of health and on results such as occupational accidents. This study, however, focuses on the specific relationships among the different positive psychosocial factors shared by construction workers that could be responsible for occupational well‐being and outcomes such as performance. The main objective of this study was to test whether personal resources predict self‐rated job performance through job resources and work engagement. Following the predictions of Bandura's Social Cognitive Theory and the motivational process of the Job Demands‐Resources Model, we expect that the relationship between personal resources and performance will be fully mediated by job resources and work engagement. The sample consists of 228 construction workers. Structural equation modelling supports the research model. Personal resources (i.e. self‐efficacy, mental and emotional competences) play a predicting role in the perception of job resources (i.e. job control and supervisor social support), which in turn leads to work engagement and self‐rated performance. This study emphasises the crucial role that personal resources play in determining how people perceive job resources by determining the levels of work engagement and, hence, their self‐rated job performance. Theoretical and practical implications are discussed.