Distinctions between hedonic and eudaimonic well-being: Results from a day reconstruction study among Norwegian jobholders

The study suggests that hedonic and eudaimonic well-being can be studied by theoretical and empirical analysis of subjective feelings. In this approach, pleasure is the hallmark of hedonism, and engagement serves as the core feeling of eudaimonia. The Day Reconstruction Method was used to investigate the assumption that overall life satisfaction predicts hedonic feelings but not eudaimonic feelings during a workday. Perceived job control was hypothesized to predict eudaimonic feelings but not hedonic feelings. Questionnaire data from 120 Norwegian jobholders were analyzed, providing support for the hypothesis. Moreover, pleasure was found to be relatively unrelated to engagement, and perceived control was basically unrelated to life satisfaction. The results are discussed against the background that hedonism and eudaimonia are two independent parts of a multidimensional concept of well-being.     

Employee Eldercare Responsibilities: Should Organizations Care?

The question "Should organizations be concerned with the eldercare responsibilities of their employees?" was addressed from several perspectives: (1) prevalence of need, (2) the relationships among eldercare responsibilities, satisfaction with eldercare arrangements, and workplace attitudes and outcomes, and (3) support for organizational eldercare programs. Our sample was predominately female and we defined eldercare responsibilities broadly; however, only 5 of 885 employees reported eldercare responsibilities. The majority relied on family arrangements and reported dissatisfaction with these arrangements. Dissatisfaction was related to interruptions at work, leaving early, and intent to quit. Eldercare-givers did not differ from other groups on job satisfaction and organizational commitment, but were absent from work significantly more often. There was strong employee support for employer-sponsored eldercare programs.     

An Alternative to an Assessment Centre on Six Pieces of Paper?

The application form currently used in police officer recruitment neither measures competencies necessary ‘on the job’, nor screens out inappropriate applicants. To improve this situation, a competency-based application form was developed and trialled in three police forces. Results were compared with those obtained via the assessment centre acting as the first competency screening stage of the current selection process. A high level of correspondence was found between the two sets of results raising a query as to whether the application form could be a valid replacement for the assessment centre. A future validation study, in which the performance of recruited police officers is compared with application form results, will better answer this question. In the meantime, it is proposed that the competency-based application form questions are incorporated into the current form to reduce the number of inappropriate applicants reaching expensive, labour-intensive stages of the selection process.     

Book Reviews

John T. Haworth Work, Leisure and Well-being Owen Hargie The Handbook of Communication Skills Richard Lepsinger and Anntoinette D. Lucia The Art and Science of 360° Feedback Kevin Murphy Individual differences and behavior in organizations     

Emotional labour strategies and job burnout: A meta-analysis of Chinese employees

Emotional labour strategies have a significant impact on job burnout. However, current research results are controversial and unclear. A meta-analysis was conducted to explore the relationship between emotional labour strategies (surface acting and deep acting) and job burnout. A total of 84 empirical studies that included 28,242 participants were selected. The meta-analysis of the relationships between job burnout and surface acting and deep acting included 84 and 75 independent samples respectively. The results show that surface acting had a positive association (r = 0.25) with job burnout, whereas deep acting (r = −0.27) had a negative association with job burnout. Occupational types and measures of emotional labour strategies moderated the relationship between emotional labour strategies and job burnout, but this relationship was not moderated by measures of job burnout.     

Job Stress and Burnout Among Correctional Officers: A Literature Review

This literature review presents an overview of occupational stress and burnout in correctional institutions, based on 43 investigations from 9 countries. First, the prevalence of various stress reactions among correctional officers (COs) is discussed: turnover and absenteeism rates, psychosomatic diseases, and levels of job dissatisfaction and burnout. Next, empirical evidence is summarized for the existence of 10 specific stressors in the CO's job. It appears that the most notable stressors for COs are role problems, work overload, demanding social contacts (with prisoners, colleagues, and supervisors), and poor social status. Finally, based on 21 articles, individual-oriented and organization-oriented approaches to reduce job stress and burnout among COs are discussed. It is concluded that particularly the latter (i.e., improving human resources management, professionalization of the CO's job, and improvement of the social work environment) seems to be a promising avenue for reducing job stress and burnout in correctional institutions.     

冲突对绩效的影响：个体、团队宜人性的调节作用

以往个体和团队冲突研究主要考察了个人特征或团队特征对冲突结果的影响, 而尚未充分关注冲突管理过程中个体特征与团队特征间的交互效应。基于个人-团队匹配理论, 本研究探讨了个体层面宜人性与团队层面宜人性异质性对团队中个体冲突(关系冲突、任务冲突)和工作绩效间关系的影响。基于来自64个银行服务团队(包含339名下属和64名主管)的多来源、多时点纵向数据, 本研究所得结果显示：(1)关系冲突显著负向影响工作绩效, 任务冲突对工作绩效的影响不显著。(2)个体宜人性能够显著减弱关系冲突对工作绩效的负面影响, 而增强任务冲突对工作绩效的正向影响。(3)关系/任务冲突、个体宜人性和团队宜人性异质性间存在着三重交互效应, 共同影响工作绩效。具体而言, 当团队宜人性异质性水平较低时, 个体宜人性对关系/任务冲突与工作绩效间关系的调节作用更加显著。     

The Role of Personality Profiles in the Longitudinal Relationship Between Work-related Well-being and Life Satisfaction Among Working Adults in Switzerland

Drawing on the concept of spillover between work and life domains and using a person-centred approach, the present study examined the role of Big Five personality trait profiles in moderating the relationship between work-related well-being and life satisfaction over a 1-year period in a sample of working adults in Switzerland (N = 1204). Latent profile analysis was first carried out to derive and compare alternative latent personality profile models. Subsequently, a two-wave cross-lagged structural equation model using three personality profiles (resilient, average, and oversensitive) as moderators was tested. Work stress and job satisfaction were used as negative and positive indicators of work-related well-being. The results showed that in the overall sample, only Time 1 life satisfaction predicted Time 2 job satisfaction. We found a moderating role for the personality profiles, where the effect of Time 1 work stress on Time 2 life satisfaction became salient in the oversensitive profile, while a significant effect of Time 1 life satisfaction on Time 2 work stress was found in the resilient profile. The current study showed that different combinations of personality traits may determine the way in which work-related well-being and general well-being relate to each other. © 2019 European Association of Personality Psychology     

主动性人格对小学教师工作满意度的影响:一个有调节的中介模型

该研究探讨了主动性人格与小学教师工作满意度的关系,并提出一个有调节的中介模型,考察个人-工作匹配的中介效应和工作-家庭冲突对该效应的调节效应。研究采用主动性人格量表、个人-工作匹配量表、工作-家庭冲突量表和工作满意度量表对8所小学420名教师进行测查,结果表明：（1）主动性人格对个人-工作匹配和工作满意度均有显著的正向预测作用;（2）个人-工作匹配在主动性人格与工作满意度之间起着中介作用;（3）个人-工作匹配与工作满意度的关系（中介效应的后半段路径）受到工作-家庭冲突的调节,即工作-家庭冲突可以降低个人-工作匹配对工作满意度的正向影响。因此,主动性人格和工作满意度之间存在有调节的中介效应。