Burnout and work engagement: Independent factors or opposite poles?

Burnout researchers have proposed that the conceptual opposites of emotional exhaustion and cynicism (the core dimensions of burnout) are vigor and dedication (the core dimensions of engagement), respectively ( [Maslach and Leiter, 1997] and [Schaufeli et al., 2002]). We tested this proposition by ascertaining whether two sets of items, exhaustion-vigor and cynicism-dedication, were scalable on two distinct underlying bipolar dimensions (i.e., energy and identification, respectively). The results obtained by means of the non-parametric Mokken scaling method in three different samples (Ns = 477, 507, and 381) supported our proposal: the core burnout and engagement dimensions can be seen as opposites of each other along two distinct bipolar dimensions dubbed energy and identification.     

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.     

Travel and residual emotional well-being

This study addresses the question of how work commutes change positive versus negative and active versus passive mood experienced after the commutes. Analyses are presented for 230 time-sampled morning commutes to work, made by 146 randomly sampled people in three different Swedish cities, asking them to use smartphones to report mood before, directly after, and later in the work place after the commute. The results show that self-reported positive emotional responses evoked by critical incidents are related to mood changes directly after the commute but not later in the day. It is also shown that satisfaction with the commute, measured retrospectively, is related to travel mode, travel time, as well as both positive and negative emotional responses to critical incidents.     

Who’s more angry? Comparing driver anger and aggression within work and personal driving contexts

Anger and driver aggression increase crash risk. However, how these manifest according to the purpose of the journey (work vs personal) and the unique relationships between sources of anger and aggressive expressions of that anger is under-researched. The current study examined the relationships between different types of anger and aggression, recent crashes and infringements between drivers who drive mainly for work with those who drive mainly for personal reasons.Participants (N = 630) completed an online questionnaire reporting their driving anger tendencies across situations of travel delays, danger and hostility from others, frequency of aggressive driving (using the vehicle, verbal or physical) and crash and infringements in the previous year. Drivers were classified as work or personal drivers based on the percentage of the time they drove for each reason. Relationships between anger sources and aggression types were examined using Structural Equation Modelling, comparing models between the two groups. The relationships between aggression and safety outcomes were explored using Mann-Whitney U tests.The relationships between anger and aggression were similar across work and personal drivers. However, some group differences in the situations that contributed to anger and aggression were identified. Aggression was more frequent for drivers who drove mainly for work and had received a traffic violation, compared to those who had not received a traffic violation.These findings can inform the development of targeted interventions to manage the triggers of anger and aggression. Interventions are likely to impact work and personal drivers; thus, could target employers and road transport authorities.     

工作与家庭冲突：压力的交叉传递效应

工作与家庭冲突是指个体的工作和家庭角色压力不相容时产生的冲突,包括工作影响家庭、家庭影响工作两个方面。工作与家庭冲突对个体、家庭和组织都会造成消极影响。本文从交叉传递效应的视角,系统地回顾与总结工作与家庭冲突方面的研究,以动态的角度阐述压力在配偶之间的交叉传递,并介绍了最新的“溢出-交叉传递效应”模型的研究。最后,有针对性地提出了未来研究的展望,包括国内研究应重视的研究问题。     

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.

The performance implication of obsessive work passion: unpacking the moderating and mediating mechanisms from a conservation of resources perspective

Work passion is an important determinant of work performance. While harmonious work passion (HWP) shows its consistent predictive value, obsessive work passion (OWP) appears to have a mixed relationship with work performance. To address this puzzle, we integrate research on OWP and emotional exhaustion with conservation of resources (COR) theory. Specifically, we argue that OWP determines emotional exhaustion, whose relationship with work performance is attenuated by leader-member exchange (LMX). By conducting a field study with a sample of 262 US employees, we found supportive evidence, even when controlling for psychological detachment from work. The findings somewhat reconcile the inconsistent results about OWP and work performance in the literature, shed light on research on work passion, LMX, and emotional exhaustion, and provide implications for managerial practice.     

Exploring the effects of the location of the lane-end sign and traffic volume on multistage lane-changing behaviors in work zone areas: A driving simulator-based study

The lane-changing behavior in work zone areas has special features than a regular lane change as the former is usually compulsively motivated involving complicated cognitive processes with drivers’ perception of work-zone control devices. Toward this end, this study conducted a driving simulator-based experiment to understand the effects of lane-end sign distance and traffic volume on driving behaviors. A conceptual model was also proposed to partition the whole lane-changing process into three stages, i.e. the perception, preparation and action stages, reflecting different cognitive and manipulative activities of drivers. In addition to the lane-end sign distance and traffic volume, gender and profession of drivers were adopted as covariates. In this experiment, a complete combination of lane-end sign distance and traffic volume served as treatments. The results verify the impacts of those factors on driving behaviors in and across different stages. For example, the location of the lane-end sign had a profound influence on drivers' perception of the imminent work-zone situation, but the influence continued to diminish in the following two stages. On the other hand, male or taxi drivers tended to act earlier than female or regular drivers respectively, for all the three stages. According to the analysis, several practical implications were also provided. In specific, the lane-end sign is recommended to be installed 500 m upstream to the lane dropping point of work zones. It is a pioneer study toward investigating multistage driving behaviors in work zone areas, which is expected to provide references and guidance for the design of traffic control devices and other driving simulator-based studies.