The longitudinal impact of a job crafting intervention

This study examined the impact of a job crafting intervention based on job demands-resources (JD-R) theory. We hypothesized that the intervention would influence participants’ job crafting behaviours, as well as their job demands, job resources, and personal resources. In addition, we hypothesized a positive impact of the intervention on work engagement and self-rated job performance. The study used a quasi-experimental design with a control group. Teachers (N = 75) participated in the job crafting intervention on three occasions with 9 weeks in-between the first and second measurement, and 1 year in-between the second and third measurement. Results showed that the intervention had a significant impact on participants’ job crafting behaviours, both at time 2 and time 3. In addition, the results showed a significant increase of performance feedback, opportunities for professional development, self-efficacy, and job performance 1 year after the job crafting intervention. Participants’ levels of job demands, resilience, and work engagement did not change. We discuss the implications of these findings for JD-R theory and practice.     

The influence of future time perspective on work engagement and job performance: the role of job crafting

This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.     

Daily within-person effects of job autonomy and work engagement on innovative behaviour: The cross-level moderating role of creative self-efficacy

Adopting a dynamic within-person perspective on employee innovation, the present study investigates the role of situational job autonomy and momentary work engagement as day-level correlates of innovative behaviour. Anticipating individual differences in the strength of these intraindividual associations, we propose dispositional creative self-efficacy (CSE) to serve as a cross-level moderating influence amplifying the day-specific predictive power of autonomy and work engagement for innovative behaviour. Hierarchical linear modelling analyses of the nested data from 123 employees surveyed over 5 consecutive work days suggest that both autonomy and work engagement positively predict self-reported innovative behaviour on a daily basis. Whereas the engagement–innovation link emerges as homogenous across persons, results indicate that the daily within-person effect of autonomy on innovative behaviour varies significantly as a function of CSE such that it is greater for individuals who hold higher rather than lower CSE beliefs. Implications for future research, limitations, and practical implications are discussed.     

Building and sustaining work engagement – a participatory action intervention to increase work engagement in nursing staff

This study evaluated whether a participatory action research intervention with nursing staff on acute care older people National Health Service wards in the United Kingdom was effective for increasing work engagement. Mediation analyses between job resources (social support, influence in decision-making), job demands, work-related needs (autonomy, competence, relatedness), and work engagement explored the presumed psychological mechanisms underlying the intervention. A non-randomized, matched control group, pretest, post-test design involved three intervention and five control wards. A significant decrease in relatedness, and a borderline significant decrease in competence, was observed in the intervention group compared to the control group, with no effect on work engagement (N = 45). Work-related needs mediated between resources and work engagement, supporting the job demands-resources model and self-determination theory as an underlying explanatory theory. Intervention implementation was difficult, highlighting the need for participant and organizational readiness for change, and strong management support. This is the first known study to apply participatory techniques to increase work engagement in nursing staff and explore the underlying explanatory psychological mechanisms, offering a novel means of taking work engagement research forward. Crucially, it highlights the challenges involved in intervention research and the importance of including evaluations of intervention implementation alongside statistical evaluations to avoid erroneous conclusions.     

Conflict management styles and work-related well-being among higher education employees

The objective of the study was to assess the relationship between conflict management styles and work-related well-being of employees in a higher education institution in South Africa. Participants were academic personnel (n = 180) and support staff (n = 201), of which 59.9% were females and 29.9% were black African participants of a large South African university. They completed self-report measures of conflict management and work-related well-being. The data were analysed to predict work-related well-being from conflict management styles and to determine the differences between support staff and academic personnel regarding conflict management styles and work-related well-being. Findings indicated the conflict management style of compromise to predict lower levels of engagement and higher levels of disengagement. Support staff reported to utilise the compromising and dominating style more than did academic personnel. Diversity in conflict management styles may serve organisations better than a monolithic conflict management style.     

Predicting changes in student engagement in university physical education: Application of control-value theory of achievement emotions

ObjectivesBased on Pekrun’s (2006) control value theory of achievement emotions, this study examined both distal and proximal predictors of change in students' behavioral and emotional engagement during one semester of university physical education classes.DesignShort-term longitudinal design.MethodStudents (N = 202) completed questionnaires on three separate occasions during one semester. At the beginning of the semester, demographic information and behavioral and emotional engagement were reported. At the mid-point in the semester, control beliefs, extrinsic value beliefs, and discrete activity emotions toward the physical education context (i.e., enjoyment; anger; boredom) were completed. At the end of the semester, behavioral and emotional engagement were measured once again.ResultsA series of confirmatory factor analyses provided evidence for factor validity and reliability in the measured constructs and longitudinal measurement invariance tests established that any detected change in student engagement was associated with true change. Findings from a path analysis revealed that initial emotional engagement was a predictor of control and extrinsic value appraisals as well as enjoyment and boredom, but not anger. Extrinsic value positively predicted enjoyment while control negatively predicted anger. Finally, a distinct pattern of relations was established between enjoyment, boredom, and changes in engagement.ConclusionsDifferences in the predictive relations of boredom and anger on changes in student engagement highlights the unique contributions of measuring discrete emotions. Overall, findings partially support the applicability of using Pekrun's control value framework in physical activity settings.     

Communication profiles and sport experiences of collegiate track and field athletes

ObjectivesAthletes often communicate with one another and exchange information, attitudes, and feelings that can influence their sport experiences. In an effort to better understand the sport communication context, the purpose of the current study was to (a) describe communication profiles of athletes (b) examine potential predictors (i.e., team identity, sex) of profile membership, and (c) examine the salience of these profiles by assessing profile group differences on athletes’ perceptions of burnout, engagement, satisfaction, and enjoyment.DesignCross-sectional survey-based study.MethodCollegiate track and field athletes (N = 219) completed measures of demographic information, team communication, team identity, burnout, engagement, enjoyment, and satisfaction. Communication profiles were examined using latent profile analysis. Using the three-step method in Mplus, possible prediction of profile membership and profile differences in perceptions of sport experiences were examined.ResultsThree profiles emerged: the Less Effective Communicators, the Supportive Communicators, and the Functional Communicators. Athletes with greater team identity were more likely to be in the Supportive Communicators profile (p < 0.001), male participants were more likely to be in the Functional Communicators profile (p < 0.05) than the other profiles, and female participants were less likely to be in the Less Effective Communicators profile than the Supportive Communicators profile (p < 0.05). The Less Effective Communicators had greater perceptions of burnout (ps < 0.01) and lower perceptions of engagement (p < 0.01 and p < 0.05), satisfaction (p < 0.001 and p = 0.001), and enjoyment (p < 0.001 and p < 0.05) than the Supportive and Functional Communicators. Supportive Communicators had greater satisfaction (p < 0.001) and enjoyment (p < 0.001) than the Functional Communicators.ConclusionsDifferent profiles of communication in track and field athletes may have implications for athletes’ sport experiences and warrant continued study.     

Does disseminating (mis)information restore social connection during a global pandemic?

The COVID-19 pandemic impeded social interaction, negatively affecting well-being worldwide. To slow virus spread, practices were enacted to minimize face-to-face contact, leading to increased social disconnection. As people turned increasingly to online environments (e.g., social media) to fulfill needs for inclusion and belonging, misinformation regarding COVID-19 simultaneously ran rampant. The purpose of the current study was to examine whether impeded social inclusion may have contributed to the spread of misinformation. We recruited a sample of adult social media users in the United States (N = 431) and randomly assigned them to be either included, ostracized (i.e., ignored), or rejected (i.e., to receive explicitly negative attention). Participants subsequently rated their willingness to share COVID-19 claims via social media (in fact, all claims were false). Participants learned that sharing some claims would likely lead to high expected engagement from others on social media (e.g., “likes”), whereas some claims would likely lead to little expected engagement. While information sharing was low in our sample, participants were more willing to share claims that they believed would lead to higher levels of engagement—consistent with the idea that sharing information is motivated not only by the desire to educate others but also to elicit social connection. However, this behavioral intention was no more common among participants who had been momentarily ostracized or rejected online than among participants who had been included. Future research should continue to explore the link between social exclusion and the motivation to disseminate (mis)information beyond a pandemic-related context.     

Community engagement,greening, and violent crime: A test of the greening hypothesis and Busy Streets

Researchers have documented that vacant lot greening can reduce community-level crime and violence. Busy Streets Theory (BST) suggests that residents who are involved in the greening process can help to improve physical environments and build social connections that deter crime and violence. Yet few researchers have explored how community engagement in the greening process may affect crime and violence outcomes. We applied BST to test the effects of community-engaged vacant lot greening compared to vacant lots that received either professional mowing or no treatment, on the density of violent crime around study lots. Using mixed effects regression models, we analyzed trends in violent crime density over the summer months from 2016 to 2018 at 2102 street segments in Youngstown, OH. These street segments fell within 150 meters of an intervention parcel that was classified as one of three conditions: community-engaged maintenance, professional mowing, or no treatment (control). We found that street segments in areas receiving community-engaged maintenance or professional mowing experienced greater declines in violent crime density than street segments in areas receiving no treatment, and more decline occurred in the community-engaged condition compared to the professional mow condition. Our findings support BST and suggest that community-engaged greening of vacant lots in postindustrial cities with a concentrated vacancy can reduce crime and violence.