Summary
Work‐contingent self‐esteem (WCSE; the degree to which workers' self‐esteem is based on workplace performance) has positive consequences for performance, yet less is known about its ...consequences for well‐being. In this paper, we contribute to the literature on WCSE by examining the mechanisms through which it impacts well‐being at work and outside of work. We challenge contingent self‐esteem (CSE) theory (Crocker & Park, 2004), which argues that CSE negatively impacts well‐being by fostering internally controlled (introjected) motivation and diminishing autonomous motivation, by suggesting that WCSE fosters autonomous and internally controlled motivation and thus has both beneficial and harmful effects on well‐being. We also expand CSE theory by suggesting that WCSE can negatively impact well‐being outcomes by causing work–nonwork conflict. Results from a time‐separated design in a sample of full‐time employees supported our arguments, revealing that WCSE impacted well‐being at work through both autonomous and internally controlled work motivations. WCSE also had negative effects on well‐being at and outside of work through work–nonwork conflict. The beneficial effects of WCSE outweighed its harmful effects on job satisfaction and neutralized its harmful effects for all other outcomes. We discuss theoretical implications for CSE theory, self‐determination theory, and work–nonwork issues and note important practical implications.
Emotional labor refers to the process by which workers are expected to manage their feelings in accordance with organizationally defined rules and guidelines. Hochschild's (1983) The Managed Heart ...introduced this concept and inspired an outpouring of research on this topic. This article reviews theory and research on emotional labor with a particular focus on its contributions to sociological understandings of workers and jobs. The sociological literature on emotional labor can be roughly divided into two major streams of research. These include studies of interactive work and research directly focused on emotions and their management by workers. The first uses emotional labor as a vehicle to understand the organization, structure, and social relations of service jobs, while the second focuses on individuals' efforts to express and regulate emotion and the consequences of those efforts. The concept of emotional labor has motivated a tremendous amount of research, but it has been much less helpful in providing theoretical guidance for or integration of the results generated by these bodies of work.
This explanatory sequential mixed-methods study combined data from an online survey with international social workers (N = 44), and key informant qualitative interviews (N = 6), to identify gaps and ...synergies between what is taught in graduate social work programmes and expected by employers. Findings suggested that although social work values align well with international social work, gaps exist between the macro knowledge and skills required for international work and that which graduate training offers. Findings further suggested that if unaddressed, these incompatibilities may contribute to the invisibility of social work as a viable training ground for practice in international aid agencies.
We examine how the shift toward intensive work-from-home during the Coronavirus disease (COVID-19) pandemic has impacted the experience of interruptions during work time. We conducted a two-wave ...survey of 249 employees working from home during the COVID-19 pandemic. Building on a conceptual framework and typology (Leroy et al., 2020), we examine changes in the prevalence of interruptions since-COVID-19 as a function of interruption type (intrusions, distractions, breaks, multitasking, and surprises), source (work-based vs. nonwork), and timing (pre- vs. since-COVID-19). We find a large increase in interruptions since-COVID, with the largest increases observed for nonwork intrusions, distractions, and multitasking. Women reported a greater increase in interruptions, particularly with regard to nonwork interruptions of all types, in addition to work-based intrusions, multitasking, and surprises, uncovering an important source of gender inequity. A dedicated unshared workspace at home was associated with fewer nonwork interruptions, while more nonwork responsibilities predicted more nonwork interruptions. Further differentiation of interruption types and sources was observed with regard to outcomes of interruptions. Nonwork interruptions predicted higher family-to-work interference, emotional exhaustion, and lower performance. Notably, these relationships varied meaningfully across specific interruption-type/outcome combinations, highlighting the value of differentiating interruptions by type. Work-based interruptions-especially intrusions and multitasking-were associated with higher work-family interference and emotional exhaustion, as well as lower performance. The results of this study provide valuable insights to help understand and, ultimately, improve work experiences in the midst of the COVID-19 pandemic while also contributing to the broader literatures on interruptions and remote work.
Job demands–resources theory Bakker, Arnold B.; Demerouti, Evangelia
Journal of occupational health psychology,
07/2017, Letnik:
22, Številka:
3
Journal Article
Recenzirano
The job demands−resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of ...organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning.
The authors examined the relation between the availability of 2 popular types of flexible work arrangements (i.e., flextime and compressed workweek) and work-to-family enrichment and, in turn, the ...relation between work-to-family enrichment and (a) job satisfaction and (b) turnover intentions. In a sample of 220 employed working adults, hierarchical regression analyses showed that work-to-family enrichment mediated the relation between flexible work arrangements and both job satisfaction and turnover intentions, even after controlling for gender, age, marital status, education, number of children, and hours worked. Thus, the availability of flexible work arrangements such as flextime and compressed workweek seems to help employees experience greater enrichment from work to home, which, in turn, is associated with higher job satisfaction and lower turnover intentions. The authors discuss the implications for research and practice.
Social media has slowly become ubiquitous in the workplace; however, the use of these technologies has been associated with both positive and negative consequences. Using the JD-R model, this study ...examines these positive and negative consequences of the public social media use for work. Survey data of 421 employees is used to explore the relationship between public social media use for work and engagement, and exhaustion, through opposing mechanisms. The findings demonstrate that interruptions and work–life conflict are important demands, whereas accessibility and efficient communication are resources associated with social media use for work. These demands and resources are related to engagement and exhaustion.
People who identify as sexual minorities consistently face barriers to decent and meaningful employment, especially when coupled with additional constraints such as low socioeconomic status or ...marginalization experiences. Drawing from the psychology of working theory as our theoretical framework, this study examined the relations of economic constraints (social class) and marginalization (negative sexual minority workplace climate) to work volition, decent work, and meaningful work with a sample of working adults identifying with sexual minority identities. Consistent with hypotheses, social class and workplace climate indirectly predicted decent work, via work volition, and workplace climate also directly predicted decent work. Decent work and work volition were each direct predictors of meaningful work and decent work partially mediated the relation of work volition to meaningful work. Results highlight the importance of advocacy and adequate workplace supports for sexual minority individuals.
Musculoskeletal pain is common in the working population and may affect the work ability, especially among those with high physical work demands. This study investigated the association between ...physical work demands and work ability in workers with musculoskeletal pain.
Workers with physically demanding jobs (n = 5377) participated in the Danish Work Environment Cohort Study in 2010. Associations between physical work ability and various physical work demands were modeled using cumulative logistic regression analyses while controlling for possible confounders.
In the fully adjusted model, bending and twisting/turning of the back more than a quarter of the workday (reference: less than a quarter of the workday) was associated with higher odds of lower work ability in workers with low-back pain (OR: 1.38, 95% CI: 1.09-1.74) and neck-shoulder pain (OR: 1.29, 95% CI: 1.01-1.64). When adding up the different types of demands, being exposed to two or more physical work demands for more than a quarter of the workday was consistently associated with lower work ability.
Work that involves high demands of the lower back seems especially problematic in relation to work ability among physical workers with musculoskeletal pain. Regardless of the specific type of physical work demand, being exposed to multiple physical work demands for more than a quarter of the workday was also associated with lower work ability.
Despite growing interest in the concept of gig work, the nature and quality of gig work is not well understood. The article builds on recent research by exploring gig work through an application of ...notions of job quality associated with Scotland's Fair Work Convention. Further, in recognising the multidimensional nature of job quality and the divide between objective versus subjective approaches to job quality, the article adopts a checklist or job characteristics approach, focusing on objective aspects of quality work, whilst drawing on subjective experiences to capture lived experience of gig work. A key finding is, in spite of a deficit in objective characteristics of Fair Work, the subjective experience varies between platforms as well as in accordance with individual worker characteristics, such as between those undertaking gig work as a primary or supplementary source of income. A further key finding suggests the growth in gig work reflects the normalisation of what in the past would constitute poor working conditions. Taken together, the findings highlight limitations of theoretical models of job quality due to an emphasis on traditional employment.
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