An editorial in four parts

In writing this editorial, I have four objectives: (1) to make statement concerning EJWOP’s mission—in particular, why does the world need a European Journal of Work and Organizational Psychology; (2) to review the state of our scientific practice and how EJWOP can help contribute to that practice; (3) to make a statement on the kind of papers EJWOP will strive to publish; and (4) to say thanks to the out-going editor and associate editors.     

Measurement invariance of the Utrecht Work Engagement Scale for Students: A study across secondary school pupils and university students

School engagement is a multidimensional construct characterized by vigour, dedication, and absorption towards academic work that is related to school achievement. This study aimed to examine the measurement invariance of a school engagement measure – the Utrecht Work Engagement Scale-Students (UWES-S) – across secondary school pupils and university students. Two samples of secondary school pupils (n = 251) and university students (n = 229) were used. The results supported the original three-factor structure (vigour, dedication and absorption) of the UWES-S instead of a two- or a one-factor structure in both samples. Evidence for the metric and scalar invariance of the measure across secondary school pupils and university students was also found. The university sample had higher scores in vigour and absorption but not in dedication. These findings demonstrate that the UWES-S can be used for developmental studies where school engagement and its relation with other variables needs to be compared across distinct educational levels.     

Minority influence in work teams: The impact of newcomers

Although initial work on minority influence was spurred by interest in group processes, relevant research has rarely examined interactions between majority and minority factions. In particular, little is known about how current members of work teams respond to newcomers’ efforts to change existing work practices. In this study, three-person teams (a commander and two subordinates) used a computer-based air-surveillance system to monitor planes flying through a simulated airspace. After either choosing or being assigned a task strategy, teams completed a work shift and received feedback that they had either failed or succeeded. One subordinate was then replaced by a confederate (newcomer) who suggested a new strategy for the next shift. As predicted, newcomers were more influential when teams had been assigned rather than chosen their initial strategy and had subsequently failed rather than succeeded. Although newcomers are often portrayed as passive recipients of influence, this study identifies conditions under which they can function as influence agents.     

Effects of parental job insecurity and parenting behaviors on youth’s self-efficacy and work attitudes

Drawing on the spillover mechanism, the relationships among parental job insecurity, authoritarian parenting behaviors, youth’s self-efficacy, and work attitudes were examined. Specifically, parental job insecurity was hypothesized to be positively associated with (1) authoritarian parenting behaviors, and (2) youth’s perception of parental job insecurity. In turn, we hypothesized that both authoritarian parenting behaviors and youth’s perceptions of parental job insecurity were negatively associated with youth’s self efficacy. Finally, self-efficacy was predicted to be positively associated with youth’s work attitudes. Data were collected from 178 management undergraduates and their parents. Structural equation modeling results suggested that paternal job insecurity was positively associated with authoritarian parenting behaviors while maternal job insecurity was negatively associated with authoritarian parenting behaviors. Additionally, while the relationship between mothers’ authoritarian parenting behaviors and youth’s self-efficacy was supported, the relationship between fathers’ authoritarian parenting behaviors and youth’s self-efficacy was not. Youth’s self efficacy was positively associated with their work attitudes. Implications of the findings are discussed.     

Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes

The present study investigates the mediating potential of perceived organizational support (POS) on politics perceptions-work outcomes relationships. Consistent with previous research, individuals were able to discriminate political activity at more than one level (i.e., at the highest level in the organization, one level up from one’s current level, and at one’s current level). Further, politics perceived at one level up from one’s current level and politics at the highest levels in the organization were negatively related to perceived organizational support. In addition, POS was related to job satisfaction, performance, affective commitment and job-induced tension providing support for mediation. Implications of these findings, strengths and limitations, and potential avenues for future research are provided.     

团队内工作投入的人际传导机制

团队成员工作投入是影响团队有效性的关键性因素。本研究基于工作资源-要求模型, 采用多层分析的视角, 考察在不同情境下, 团队内工作投入的人际传导机制, 阐明工作资源和情绪传染的中介作用, 探讨团队、个体多层面情境因素的权变作用, 建立团队内工作投入人际传导的机制模型。研究结果对于加强和改进团队合作, 改善团队氛围, 建设高效团队具有一定的理论价值和实践意义。     

工作压力与社会支持对安全绩效的影响

工作压力对安全绩效的影响虽然已经引起学者们的关注, 但迄今为止相关的实证研究却比较少见。本项目将以工作要求-控制-社会支持模型为理论基础, 探索工作压力和社会支持对安全绩效的影响。具体将探讨不同压力源(挑战型压力源和沮丧型的压力源)、安全控制、社会支持(主管支持和同事支持)和群体示范性规范对安全绩效的影响, 以及上述变量之间可能存在的交互作用。研究拟结合访谈、问卷和实验室模拟等方法对上述变量间进行相关和因果关系的探讨。研究结果一方面可拓展安全绩效研究的理论; 另一方面为安全管理实践提供理论依据, 对组织环境下个体与组织安全绩效的改善有积极的现实意义。     

Work addiction is associated with increased stress and reduced quality of life: Validation of the Bergen Work Addiction Scale in Danish

Addiction to work is defined as a compulsion or an uncontrollable need to work incessantly. Only few measures exist to identify work addiction and the health consequences are sparsely explored. The Bergen Workaholic Scale (BWAS) measures seven core elements of work addiction and has been used in Norway, Hungary, Brazil, Italy, USA and Poland. The aim of this study was to validate the BWAS in a Danish sample and to investigate if high risk of work addiction was associated with stress and reduced quality of life. We conducted an online screening survey with 671 participants aged 16–68 years with the Danish translation of the BWAS. We added the perceived stress scale (PSS) and the quality of life scale EQ‐5D‐5L. Those with high risk of work addiction reported significantly higher mean PSS scores (20.0 points) compared to those with low risk of addiction (12.5 points) and poorer quality of life (61.9) compared to the low risk group (81.3). Furthermore, work addiction was associated with more weekly working hours (44.0 vs. 35.6 hours/week) and having more leadership responsibility. A preliminary estimate of work addiction prevalence was 6.6%. The BWAS demonstrated good reliability (α = 0.83), and factor analyses pointed at a single factor structure. Work addiction seems to be associated with health problems in terms of stress and poorer quality of life. The BWAS is recommended as a reliable and valid tool to identify work addiction in Danish.     

Meta-analytic evidence of the effectiveness of stress management at work

To increase employees’ psychological health and to achieve a competitive advantage, organizations are increasingly introducing flexible work arrangements (FWAs) and stress management training (SMT). This paper provides meta-analytic evidence of the effects of two forms of FWA (flexitime and telecommuting) and three forms of SMT (cognitive-behavioural skills training, relaxation techniques and multiple SMT) on employees’ psychological health, job satisfaction, job performance and absenteeism. Applying the conservation of resource theory, we conjecture that both FWAs and SMT improve all four employee-related outcomes. Quantitative meta-analyses based on 43 primary studies and 22,882 employees show that both FWAs and SMT are positively associated with psychological health and job satisfaction. However, due to a lack of primary studies we were mostly unable to analyse the effects on performance and absenteeism. Although we found a large heterogeneity in the hypothesized relationships, additional moderator analyses of study quality, age, gender, duration and intention of intervention yielded no significant effects. We discuss limitations and implications for practice and for future research.     

On the bike and in the cubicle: The role of passion and regulatory focus in cycling and work satisfaction

ObjectivesTo examine the relationships between cycling passion and satisfaction with cycling and work. First we examine the how two types of passion for cycling (harmonious and obsessive) differentially affect cycling satisfaction. Second, we examine how a passion for cycling can have a spillover effect on work satisfaction. Third, we examine the mediating role of regulatory focus on the relationship between passion and satisfaction.DesignCross-sectional study of U.S. competitive cyclists using an online survey.MethodsSelf-reports of study variables were collected from 119 competitive cyclists, who were also employed in work roles beyond their cycling pursuits. Structural equation modeling techniques were used to examine the relationships between passion, regulatory focus, and satisfaction.ResultsResults from our sample indicate that while holding a harmonious passion for cycling positively relates to both cycling and work satisfaction, an obsessive passion results in diminished work satisfaction. Moreover, results from our mediation analysis indicate that regulatory focus partially mediates the relationships between harmonious passion and both cycling and work satisfaction.ConclusionsThese findings illustrate that not all forms of passion are beneficial to one's pursuits, demonstrate the potential spillover effect of pursuing one's passion for sport and its influence on work satisfaction, and suggest that regulatory focus helps explain the relationship between passion and satisfaction.