Linking daily ethical leadership to followers’ daily behaviour: the roles of daily work engagement and previous abusive supervision

The aim of this study was to advance literature on ethical leadership towards its day-level application. Daily ethical leadership is defined as ethical leadership behaviours a leader exhibits on a given day. Beneficial effects of daily ethical leadership on daily helping behaviour and daily counterproductive work behaviour via daily work engagement were examined. Furthermore, yesterday’s abusive supervision was postulated to moderate the impact of today’s ethical leadership on work engagement indicating moderated mediation. The relationship between daily ethical leadership and daily work engagement should be stronger when previous abusive supervision was high. This model was tested using an experience sampling methodology spread over 5 working days. The sample consisted of 241 employees from different organizations. Results supported the beneficial indirect impact of daily ethical leadership on daily helping through strengthening daily work engagement. The indirect effect was non-significant for daily counterproductive work behaviour. Consistent with theoretical assumptions, both indirect effects were strongest with high previous abusive supervision and diminished when previous abusive supervision was low. Implications for leadership research and managerial practice are discussed.     

Reliability of measures of work engagement and psychological well-being among South African state security forces

This study reports on the psychometric properties of measures of work engagement and psychological well-being in the South African state security forces. The research sample consisted of a combined sample of 178 soldiers and 57 police officers (34% females). They completed a battery of measures of work engagement and psychological well-being. Results following exploratory and reliability analysis suggest the scores from the measures to be reliable for research use with the South African security services.     

Contribution d’une catégorisation des RPS à la prédiction du stress et du burnout (ou du mal-être au travail) des soignants

Health-care professionals are strongly affected by distress at work. Our goal is to study the usefulness of a psychosocial risk measure, compared to a measure of psychosocial and organizational work constraints, on the prediction of distress among a population of caregivers. This measure is based on the categorization of psychosocial risk factors issued from the College of experts chaired by Gollac. Seven hundred and fifty-seven health-care professionals filled out a questionnaire composed of measures of psychosocial risks, psychosocial and organizational work constraints specific to caregivers, as well as stress and burnout. Results indicate that the measure of psychosocial risk better predicted the levels of stress and burnout than the measure of psychosocial and organizational work constraints.     

The coordination of shoulder girdle muscles during repetitive arm movements at either slow or fast pace among women with or without neck-shoulder pain

Purpose: The aim of this study was to evaluate the coordination of the shoulder girdle muscles among subjects with or without neck-shoulder pain performing repetitive arm movement at either a slow or fast pace. Methods: Thirty female adults were allocated to one of two groups—healthy controls or cases with neck-shoulder pain. Surface electromyography (sEMG) signals from the clavicular, acromial, middle and lower trapezius portions and the serratus anterior muscles were recorded during a task performed for 20 min at a slow pace and 20 min at a fast pace. The root mean square (RMS), relative rest time (RRT) and normalised mutual information (NMI, an index of functional connectivity between two muscles in a pair) were computed. Results: No significant differences on RMS, RRT and NMI were found between groups. For both groups, the fast movement pace resulted in increased levels of RMS, lower degrees of RRT and higher NMI compared to the slow pace. No interaction between group and movement pace was found. Conclusions: This study highlights the change in sEMG activity of muscles to meet the demands of performing a task at fast movement pace. The fast pace imposed a higher muscle demand evidenced by increased sEMG amplitude, low degree of muscle rest and increased functional connectivity for subjects in both the case and control groups. No indication of impaired sEMG activity was found in individuals with neck-shoulder pain.     

Autistic Heterogeneity: Linking Uncertainties and Indeterminacies

Autism is a highly uncertain entity and little is said about it with any degree of certainty. Scientists must, and do, work through these uncertainties in the course of their work. Scientists explain uncertainty in autism research through discussion of epistemological uncertainties which suggest that diverse methods and techniques make results hard to reconcile, ontological uncertainties which suggest doubt over taxonomic coherence, but also through reference to autism’s indeterminacy which suggests that the condition is inherently heterogeneous. Indeed, indeterminacy takes two forms—an inter-personal form which suggests that there are fundamental differences between individuals with autism and an intra-personal form which suggests that no one factor is able to explain all features of autism within a given individual. What is apparent in the case of autism is that scientists put uncertainty and indeterminacy into discussion with one another and, rather than a well-policed epistemic-ontic boundary, there is a movement between, and an entwinement of, the two. Understanding scientists’ dialogue concerning uncertainty and indeterminacy is of importance for understanding autism and autistic heterogeneity but also for understanding uncertainty and ‘uncertainty work’ within science more generally.     

Interrole conflict and self-efficacy to manage work and family demands mediate the relationships of job and family demands with stress in the job and family domains

Background and objectives: This study derives from Work–Home Resources model (ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work–home interface: The work–home resources model. American Psychologist, 67(7), 545–556. doi:10.1037/a0027974) and Social Cognitive Theory (Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ, US: Prentice-Hall, Inc.) to investigate mechanisms responsible for the effect of job and family demands on work- and family-related perceived stress. We hypothesized that interrole conflict and self-efficacy to manage work and family demands operate either independently or sequentially transmitting the effects of demands on perceived stress. Design: A sample of 100 employees of various occupations participated in the study conducted online in two waves: Time 1 (T1) and Time 2 (T2) with a three-month interval. Method: Regression analysis with bootstrapping was applied. Results: Interrole conflict (T1) did not mediate the relationships between demands (T1) and perceived stress (T2), whereas self-efficacy (T1) mediated only those between family demands (T1) and stress (T2). However, data supported the sequential mediation hypotheses: Demands (T1) were associated with increased interrole conflict (T1) which in turn decreased self-efficacy (T1) and ultimately resulted in the elevated perceived stress at work and in the family (T2). Conclusions: Demands originating in one domain can impact stress both in the same and other life areas through the sequence of interrole conflict and context-specific self-efficacy.     

Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace

This study examined relations between the incidence of workplace bullying and the everyday experiences of members of ethnic and racial minorities in the American workplace. Particular attention was paid to expressions of bullying that overtly or specifically refer to race or ethnicity, in the form of more or less subtle acts of discrimination and hostile treatment, introducing the term `racial/ethnic bullying.' Participants belonging to four racial/ethnic groups (Asians, African-Americans, Hispanics/Latinos, and whites) responded to a written survey of general and racial/ethnic bullying experiences, responses, and preferred modes and methods of internal organizational redress and dispute resolution. Very different profiles emerged between bullying perpetrated by supervisors/superiors versus co-workers/peers in the organization.     

为了更好地工作：工作恢复的内涵及实现机制

工作恢复是保障员工持续有效应对工作要求,支撑员工“更好地工作”的资源补充机制,也是近年来职业健康心理学研究中的一个热点主题。本文在澄清工作恢复概念的界定和梳理工作恢复影响因素的基础上,着重围绕工作恢复的实现机制进行了分析和探讨。最后,围绕工作恢复相关研究的现状及未来方向进行了总结和展望。