1,720,970 research outputs found
A naturalistic multilevel framework for studying transient and chronic effects of psychosocial work stressors on employee health and well-being
No full textResearch in work and organisational health psychology (WOHP) has traditionally employed methodologies targeted at examining between-individual associations of psychosocial stressors, psychological strain, health, and wellbeing. Recently, however, there has been a shift towards more ecologically valid assessments of these classes of constructs, i.e. assessing them as and when they occur, often involving multiple assessments of the individual within a day. Known as Ecological Momentary Assessment (EMA), studies employing this methodology enable examinations of within-individual (daily) fluctuations in well-being as a result of work stressors and other environmental factors, as well as investigations of person–environment interactions. In addition, the study of employee health and well-being can benefit from the application of new and exciting technologies for measurement, such as smartphones and wearable devices for the tracking of physiological well-being indicators. Drawing on the Allostatic Load Model as an integrative framework, the current article aims to organise previous EMA research efforts in the field of WOHP, provide an overview of methodological tools that can be used in EMA research, and provide guidelines for analyzing EMA data. Finally, we conclude by discussing opportunities and challenges in the use of EMA in WOHP
Dispositional empathy, emotional display authenticity, and employee outcomes
No full textWith the rise of jobs in the health care sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees’ emotional performance at work. We theorize that dispositional empathy is an individual difference variable that influences whether and how employees regulate their emotional displays at work, and examine the indirect relationships between dispositional empathy and employees’ self-reported job satisfaction, and objectively measured job performance and sickness absenteeism, through these emotional displays. Additionally, we examine how different types of job stressors (challenge and hindrance stressors) act as boundary conditions for the relationships of empathy with emotional displays and employee outcomes. Results from a study of 156 employees in a public hospital mostly supported our theoretical model. Implications for theory and practice are discussed
Intraindividual models of employee well-being: What have we learned and where do we go from here?
No full textAs societal concern shifts from financial survival towards quality of life issues, both in and outside of the workplace, scholarly interest in employee well-being too has risen greatly in recent years. This greater attention to the antecedents and outcomes of employee well-being, such as job satisfaction, work engagement, and job burnout amongst others, is reflected in the proliferation of theories, constructs, and studies seeking to describe and explain why employees flourish or become exhausted at work, and the effect of employee well-being on individual behaviours and the organization at large. In this article, we provide a selective review of the current state of research in employee well-being, as well as key theories that have been employed in its study, with the aim of providing a critical assessment of the current state of employee well-being research as well as suggest future directions for the field. In particular, we discuss how research adopting intraindividual perspectives in the study of employee well-being can not only add value to our understanding of well-being but also complement the findings from between-individual studies, and offer suggestions for the development of a comprehensive theoretical model that integrates the two perspectives. Keywords: Employee well-being, Work stress, Intraindividual perspective
The role of empathy on employees’ emotional display strategies and subsequent outcomes
No full textWith the rise of jobs and industries in the care and service sectors, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include genuine emotion displays alongside the more traditionally examined emotional labor strategies (surface and deep acting). Specifically, we seek to examine empathic personality as an individual difference predicting more genuine and fewer faked emotional displays, and the downstream consequences of these relationships for employees’ job satisfaction, job performance, and workplace absenteeism. Further, we examine how contextual factors such as job stress could serve as a boundary condition to the positive effects of empathy. Results from a study of 156 employees in a public hospital provide support for our theoretical model. Implications for theory and practice are discussed
Studying employee well-being: Moving forward
No full textIn this article, we attempt to integrate the commentaries to our position paper on intra-individual models of employee well-being (EWB; Ilies, R., Aw, S. S. Y., & Pluut, H. (2015). Intraindividual models of employee well-being: What have we learned and where do we go from here? European Journal of Work and Organizational Psychology, Advance online publication) of Bakker (2015. Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology, Advance online publication) and Cropanzano and Dasborough (2015. Dynamic models of well-being: Implications of affective events theory for expanding current views on personality and climate. European Journal of Work and Organizational Psychology, Advance online publication) with our original suggestions into a discussion and a set of recommendations aimed at moving theory and research on EWB forward. We hope that this effort, along with our position paper and the two commentaries, will lead to the development of a more comprehensive model of EWB and will stimulate new and interesting research on the topic. Keywords: Employee well-being, Job demands-resources, Affective events theor
Why does using personal strengths at work increase employee engagement; who makes the most out of it; and how?
Full text linkEngaging in behaviors that take advantage of one's personal strengths at work can promote employee flourishing in the workplace and mental health. Personal strengths use has thus gained increasing attention within occupational psychology and positive organizational scholarship. In this article, we first integrate work on personal strengths use with the latest developments in the job demands-resources theory (and its extensions) to develop a conceptual model explaining how and why personal strengths use on the job increases work engagement. Specifically, we propose that feelings of inspiration and meaningfulness explain the relationship between personal strengths use and work engagement. Second, we identify two mechanisms through which employees can amplify the benefits associated with personal strengths use at work; that is, we propose that the increased engagement associated with strengths use makes employees more likely to capitalize on the positive aspects of their work by engaging in work-family interpersonal capitalization and positive work reflection. Further, our model predicts that employees' psychological capital moderates the effects of personal strengths use. We tested our theoretical predictions in a sample of 160 full-time employees who provided ratings that comprise a three-level data set (person, week, and day) comprising 943 matched weekly ratings and 2,787 daily ratings. Our hypotheses were largely supported by these data. Implications for theory, practice, and future research are discussed. </p
The bright and dark sides of helping and being helped at work for family functioning
No full textUsing the Work-Home Resources (W-HR) model as an overarching theoretical framework, we seek to examine how the interplay between employees’ enactment and receipt of interpersonal organizational citizenship behaviors (OCB-I) affects two important family outcomes (family performance and marital withdrawal behavior). We simultaneously test resource depletion (via exhaustion) and resource generation (via personal accomplishment) as mechanisms underlying the spillover of the interactive effects of OCB-I enactment and receipt to the family domain. Based on a three-wave, dual-source study of 320 employees, we found that OCB-I enactment is positively related to both exhaustion (only for those who themselves receive low OCB-Is from colleagues) and personal accomplishment at work (regardless of OCB-I receipt), which interfere with and enrich employees’ family lives, respectively. We discuss how these findings contribute to research on organizational citizenship behaviors and the W-HR literature, as well as their practical implications
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
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