The relationship between perceived leadership styles and organisational constraints: An empirical study in Goleman's typology

Introduction

The style of a leader's work influences their subordinates’ motivation and performance as well as the organisation's climate. Supervisors can either eliminate or exaggerate obstacles that impede employees’ pursuit of organisational goals. One of the sources of job stress is organisational constraints. Leaders may influence the degree of such impediments by helping employees or by creating additional demands, depending on how well they understand what their subordinates need. Therefore, a leader's emotional intelligence might be an important factor.

Le rôle modérateur du harcèlement environnemental au travail dans la relation entre l’attachement au lieu de travail et le soutien organisationnel perçu. Étude auprès d’un échantillon féminin

This article examines the effect of environmental harassment at work in the relationship between attachment to the workplace and perceived organizational support. A survey was conducted via a questionnaire with 304 employees in different professional sectors (commerce, healthcare, teaching, administration) in the public or private sector. Analyses show that (a) attachment to the workplace and environmental harassment at work are strongly associated with perceived organizational support, the former positively and the latter negatively, and (b) two dimensions of environmental harassment at work, namely manipulation of the work environment and manipulation of the personal space, moderate the relationship between attachment to place and perceived organizational support, reducing the effect of this relationship. The practical implications of the research are discussed.     

When work came home: Formation of feeling rules in the context of a pandemic

The shift of middle-class jobs to home settings, which occurred as a result of COVID-19 health measures that also closed schools and daycares, introduced dynamic changes to everyday life. We investigate these changes drawing on data from our study in which participants in Nova Scotia, Canada, who were working at home due to the pandemic, wrote journal entries in response to weekly prompts. Participants not only documented changes to their routines and challenges of managing work and parenting simultaneously and in the same physical space, but also reflected on their conflicted emotions about life during the pandemic and their vision for life as things return to “normal.” Their narratives prompt us to consider these experiences and emotions in relation to Arlie Hochschild's scholarship on feeling rules, emotion work, and gender and work more broadly. We find that from our participants’ struggle to meet existing expectations on activities and emotion while simultaneously managing new sets of protocols and feeling rules what emerges is a resistance to norms of busyness, productivity, and exhaustion.     

Work-family balance and energy: A day-level study on recovery conditions

The present study examines whether daily recovery inhibiting and enhancing conditions predict day-levels of work-family conflict (WFC), work-family facilitation (WFF), exhaustion and vigor. Forty-nine individuals from various professional backgrounds in Spain provided questionnaire and daily survey measures over a period of five working days. Multilevel analyses showed that day-levels of work pressure and recovery after breaks at work significantly predicted WFC and exhaustion, and WFF and vigor, respectively. Moreover, daily fluctuations in expression of emotions had different effects depending on the expressed content (negative or positive) and the setting where it took place (work or home). Furthermore, additional analyses provided some evidence for a moderating role of expression of emotions at work on the relationship between recovery inhibiting and enhancing conditions and exhaustion. These findings reveal practical implications for individuals and organizations and suggest possible avenues for future research.     

Examining regional variability in work ethic within Mexico: Individual difference or shared value

Despite the acceptance of work ethic as an important individual difference, little research has examined the extent to which work ethic may reflect shared environmental or socio‐economic factors. This research addresses this concern by examining the influence of geographic proximity on the work ethic experienced by 254 employees from Mexico, working in 11 different cities in the Northern, Central and Southern regions of the country. Using a sequence of complementary analyses to assess the main source of variance on seven dimensions of work ethic, our results indicate that work ethic is most appropriately considered at the individual level.     

Leaning In and Out: Work–Life Tradeoffs,Self-Conscious Emotions,and Life Role Satisfaction

Drawing on self-discrepancy theory, which posits discomfort when actual selves deviate from ideal or ought selves (Higgins, 1987), we examine the complementary and compounding effects of work–life tradeoffs on self-conscious emotions, life role satisfaction, and spouse/partner work satisfaction. Across multiple samples, we augment and refine extant tradeoff measures to include minor tradeoffs (e.g., limiting networking, missing a family event) in addition to the more frequently researched major tradeoffs (e.g., quitting a job, choosing not to have children) and test their effects. Work compromising tradeoffs (i.e., sacrificing work for family/personal activities) were associated with negative self-conscious emotions and lower levels of job, career, and life satisfaction indirectly through professional self-discrepancy, suggesting that making work compromises for family affects how individuals see themselves as professionals. Family/personal compromising tradeoffs (i.e., sacrificing family/personal activities for work) were associated with negative self-conscious emotions and lower levels of job, career, family, and life satisfaction indirectly through family and professional self-discrepancy, suggesting individuals view their family and professional selves less favorably when they make family/personal compromises for work. Despite negative effects for the employees, our results suggest work tradeoffs are beneficial for spouse/partner work hours and satisfaction.     

Work behavior in the school psychology service: Conceptual framework and construct validity approached by two different methodologies

A conceptual framework for work behavior (WB) in the school psychology service (SPS) in Norway is discussed, focusing on differences at the individual and the systemic level. A four-factor measurement model of selected tasks was hypothesized and empirically assessed by joint application of generalizability (G) theory and confirmatory factor analysis (CFA). Self-reported WB was investigated among 190 SP counselors in Study 1 and 470 SP counselors within 121 offices in Study 2. The hypothesized four-factor solution was supported. In accordance with international findings, G studies demonstrated that the SPS as a whole allocates different priorities to aspects of WB, in favor of traditional child-centered work when approaching existing problems. A two-level model of factor analysis was tested, indicating little difference between offices in service delivery. On the contrary, the generalizable differentiation between the four hypothesized WB categories as provided by the G framework indicated individual differences among SP counselors in their priorities to aspects of WB. Because higher priority to prevention and systems intervention have been requested in general, future research should explore possible variables that may have an effect on SP counselors choice of different aspects of WB, as well as differences in the associations between aspects of WB on the one hand and important behavioral and attitudinal outcomes among jobholders on the other.     

Predictors of post-traumatic stress symptoms following occupational accidents: A longitudinal study

Objective: Occupational accidents are highly stressful events that frequently occur and impact both the physical and mental health of workers. The aim of this study was to longitudinally assess a predictive model of posttraumatic stress symptoms (PTSS) in workers who have suffered a recent accident. Method: Two hundred and forty-four workers (77.8% men), aged 18 to 73 years, who had experienced an accident during the last month that resulted in hospitalization and/or ten or more days of sick leave, were surveyed. A second survey was carried out six months later. Regression analyses included psychological predictors (i.e. subjective severity of event, brooding and positive and negative religious coping), along with objective predictors (i.e. hospitalization, sick leave days and unemployment). Results: It was found that the main predictors of PTSS were brooding, negative religious coping, days of sick leave and unemployment, with a large effect size (R²?=?.45). Conclusions: The discussion is based on the usefulness of including selected psychological and objective predictors for detecting people more susceptible to developing psychopathology due to the stress following an accident. Identifying at-risk people for developing PTSS after an accident may help to introduce selective preventive strategies or early interventions in this population.     

Work engagement interventions can be effective: a systematic review

Work engagement is associated with important individual and organisational outcomes (e.g. employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engagement interventions and inform future research by exploring: (1) the specific intervention foci, delivery methods and content of engagement interventions; (2) intervention effectiveness; and (3) underlying mediators and moderators. A systematic search for interventions employing a validated engagement measure revealed 40 studies. Five were personal resource building, twelve job resource building, three leadership training, eighteen health promotion, and two job and personal resource building. Twenty (50%) studies observed significant positive effects on work engagement, two (5%) had a negative effect, and eighteen (45%) had no effect. Job and personal resources, job demands and well-being were important mediators. Moderators included the specific intervention focus and delivery method, employee participation, manager support, and intervention level (top-down vs bottom-up). Bottom-up interventions, and job crafting and mindfulness interventions particularly, were most successful. Implementation difficulties were common, including poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn). We highlight implications for research and practice and stress the need to test underlying theories to build knowledge around how, why, and when interventions work.