scholarly journals Do Self-Enhancing and Affiliative Humor Buffer for the Negative Associations of Quantitative and Qualitative Job Insecurity?

2019 ◽  
Vol 22 ◽  
Author(s):  
Anja Van den Broeck ◽  
Anahí Van Hootegem ◽  
Tinne Vander Elst ◽  
Hans De Witte
Keyword(s):  
Work Engagement ◽  
Job Insecurity ◽  
Well Being ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Heterogeneous Sample ◽  
Work Related ◽  
Relationship Of ◽  
Main Effects

AbstractThe present study examines an important contemporary stressor: Job insecurity, both in terms of losing one’s job as such (i.e. quantitative job insecurity) and losing one’s valued job aspects (i.e., qualitative job insecurity). Moreover, we study whether humor assists in offsetting the negative associations of these types of job insecurity with employee well-being. Specifically, by drawing up the conservation of resources theory, self-enhancing and affiliative humor are framed as personal resources buffering the detrimental relationship of both types of job insecurity with burnout (i.e., exhaustion and cynicism) and work engagement (i.e., vigor and dedication) in a large heterogeneous sample of Belgian employees (N = 3,254). Results evidenced the detrimental main effects of quantitative and qualitative job insecurity as well as the beneficial relations of self-enhancing and affilitative humor on burnout and work engagement. In addition, the buffering role of affiliative humor was supported in the relationships of both quantitative and qualitative job insecurity with burnout. Self-enhancing humor only interacted with qualitative job insecurity in the prediction of exhaustion. The discussion centers around the importance of personal resources attenuating the negative associations of quantitative and quantitative job insecurity, and highlights the different roles of humor for employees’ work-related well-being.

The role of organizational communication and participation in reducing job insecurity and its negative association with work-related well-being

2010 ◽  
Vol 31 (2) ◽  
pp. 249-264 ◽  
Author(s):  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Nele De Cuyper ◽  
Hans De Witte
Keyword(s):  
Organizational Communication ◽  
Work Engagement ◽  
Job Insecurity ◽  
Well Being ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Need For Recovery ◽  
Work Related ◽  
Interaction Terms

The aim of the present study was to investigate how organizational communication and participation influence job insecurity and its relationship with poor work-related well-being. The results of a cross-sectional study of 3881 employees from 20 organizations in Flanders and Brussels (Belgium) showed that organizational communication and participation were negatively related to job insecurity. Furthermore, with one exception, the interaction terms between job insecurity and either organizational communication or participation did not contribute in explaining variance in the outcome variables (i.e. work engagement and need for recovery).

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals On the Role of Mental Health Activities for Teachers’ Work and Life

2020 ◽  
Author(s):  
Hanna Hofmann ◽  
Daniel Groß ◽  
Carl-Walter Kohlmann
Keyword(s):  
Mental Health ◽  
Well Being ◽  
Positive Mental Health ◽  
Conservation Of Resources ◽  
Positive Functioning ◽  
Female Age ◽  
Work Related ◽  
Healthy Work ◽  
The Relationship

AbstractEveryday behavior is getting increasingly attention, both in the prevention of mental impairment and the promotion of mental health – within and beyond the work context. The present study aimed to identify the importance of mental health activities for well-being and positive functioning of teachers, while taking affectivity into account. Teachers are confronted with various stressors, and identifying predictors of teachers’ well-being and positive functioning is important, not only for teachers’ personal health, but also for their students’ well-being and achievement. Based on the Broaden and Build (B&B) theory and Conservation of Resources (COR) theory, we assumed that (1) the practice of mental health activities is associated with well-being (i.e., positive mental health) and positive functioning (i.e., healthy and unhealthy work-related behavior and experiences), and that (2) mental health activities mediate the association between affectivity and the respective outcomes. These assumptions were tested in a sample of 326 German teachers (75% female, age: M = 44, SD = 11.85). The practice of mental health activities was associated with more positive mental health, more healthy work-related behavior and experiences, and less unhealthy work-related behavior and experiences. Moreover, mental health activities partly explained the relationship between affectivity and the respective outcomes. The present findings indicate the potential of mental health activities for mental health promotion in teachers but future studies are recommended in order to establish causal effects.

Self-efficacy and work performance: The role of work engagement

2019 ◽  
Vol 47 (12) ◽  
pp. 1-7
Author(s):  
Guixian Tian ◽  
Jian Wang ◽  
Zhuo Zhang ◽  
Yuping Wen
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Work Performance ◽  
Well Being ◽  
Equation Modeling ◽  
Work Related ◽  
Key Factor ◽  
Practical Implications

We investigated the influence of self-efficacy on work performance and its mediated link through work engagement by developing a theoretical model based on a literature review. Data from 241 employees of 3 banking companies in China showed that self-efficacy was significantly correlated with work engagement, and work engagement was significantly correlated with work performance. Structural equation modeling results indicated that work engagement acted as a partial mediator in the self-efficacy–work performance relationship. These findings highlight the role of work engagement as a key factor in work-related well-being that can change the effects of self-efficacy on work performance. Theoretical and practical implications are discussed.

Work environment and work-to-family conflict: examining the mediating role of heavy work investment

2019 ◽  
pp. 1-24 ◽  
Author(s):  
Audrey Babic ◽  
Florence Stinglhamber ◽  
Marie Barbier ◽  
Isabelle Hansez
Keyword(s):  
Work Environment ◽  
Public Administration ◽  
Work Engagement ◽  
Family Conflict ◽  
Well Being ◽  
Work Related ◽  
Mediating Role ◽  
Heavy Work ◽  
Influence Perceptions

AbstractThis research examined the relationships between work environment (i.e., workload and development opportunities), heavy work investment (i.e., work engagement and workaholism) and work-to-family conflict (WFC) over time. A three-wave longitudinal study was conducted among 464 employees from a Belgian public administration. Workload and opportunities for development at Time 1 were found to be respectively negatively and positively associated with work engagement at Time 2, which in turn was negatively associated with WFC at Time 3. Only workload at Time 1 was positively associated with workaholism at Time 2 which, in turn, was positively associated with WFC at Time 3. In the interests of both organizational effectiveness and employees’ well-being, it is important to identify the work-related variables that influence perceptions of WFC. Moreover, in order to manage human resources effectively in companies, it is important to understand the mechanisms by which the work environment influences WFC.

scholarly journals Perceptions of Social Context and Intention to Quit: The Mediating Role of Work Engagement and Interpersonal Strain

2021 ◽  
Vol 13 (14) ◽  
pp. 7554
Author(s):  
Silvia De Simone ◽  
Gianfranco Cicotto ◽  
Roberto Cenciotti ◽  
Laura Borgogni
Keyword(s):  
Social Context ◽  
Work Engagement ◽  
Turnover Intention ◽  
Well Being ◽  
Structural Equations ◽  
Self Report ◽  
Intention To Quit ◽  
Personal Resources ◽  
Emotional Detachment

Several studies have investigated turnover intention and its predictors underlining the role of organisational conditions and personal resources. This study focused on the role of the Perceptions of Social Context (PoSC) and Work Engagement as personal resources that can create healthy and productive organisations. The aim of this study is to investigate the factors that contribute to intention to quit focusing on the PoSC, including Work Engagement and a construct that describes mental and emotional detachment from other individuals in work contexts (Interpersonal Strain). A total of 647 employees of an Italian organisation completed a self-report questionnaire. A structural equations model was tested, the findings of which show that work engagement negatively predicts intention to quit, whereas interpersonal strain positively predicts this outcome. Moreover, the PoSC of the immediate supervisor and the PoSC of colleagues have negative mediated effects on intention to quit by reinforcing work engagement and by reducing interpersonal strain, respectively. Finally, the PoSC of management also have negative effects on intention to quit, both directly and by increasing work engagement. Nevertheless, it is now possible to plan different actions and interventions, taking into account these findings to enhance workplace well-being.

scholarly journals Exposure to Workplace Bullying: The Role of Coping Strategies in Dealing with Work Stressors

2017 ◽  
Vol 2017 ◽  
pp. 1-12 ◽  
Author(s):  
Whitney Van den Brande ◽  
Elfi Baillien ◽  
Tinne Vander Elst ◽  
Hans De Witte ◽  
Anja Van den Broeck ◽  
...  
Keyword(s):  
Social Support ◽  
Coping Strategies ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Workplace Bullying ◽  
Job Insecurity ◽  
Work Stressors ◽  
Heterogeneous Sample ◽  
Work Related

Studies investigating both work- and individual-related antecedents of workplace bullying are scarce. In reply, this study investigated the interaction between workload, job insecurity, role conflict, and role ambiguity (i.e., work-related antecedents), and problem- and emotion-focused coping strategies (i.e., individual-related antecedents) in association with exposure to workplace bullying. Problem-focused coping strategies were hypothesised to decrease (i.e., buffer) the associations between workload, job insecurity, role conflict, and role ambiguity and exposure to bullying, while emotion-focused coping strategies were hypothesised to increase (i.e., amplify) these associations. Results for a heterogeneous sample (N= 3,105) did not provide evidence for problem-focused coping strategies as moderators. As expected, some emotion-focused coping strategies amplified the associations between work-related antecedents and bullying: employees using “focus on and venting of emotions” or “behavioural disengagement” in dealing with job insecurity, role conflict, or role ambiguity were more likely to be exposed to bullying. Similarly, “seeking social support for emotional reasons” and “mental disengagement” amplified the associations of role ambiguity and the associations of both role conflict and role ambiguity, respectively. To prevent bullying, organisations may train employees in tempering emotion-focused coping strategies, especially when experiencing job insecurity, role conflict, or role ambiguity.

scholarly journals Job Insecurity, Work-Related Flow, and Financial Anxiety in the Midst of COVID-19 Pandemic and Economic Downturn

2021 ◽  
Vol 12 ◽  
Author(s):  
Sawzan Sadaqa Basyouni ◽  
Mogeda El Sayed El Keshky
Keyword(s):  
Structural Equation ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Economic Downturn ◽  
Work Related ◽  
Financial Anxiety ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

During the COVID-19 pandemic, every domain of industry has experienced a severe economic downturn with concomitant stress throughout the economy. Employees working in government and private sectors are experiencing different psychological problems. The current study was conducted to investigate the role of work-related flow in the relationship of job insecurity with financial anxiety in the employees working in private and government sectors of Saudi Arabia. The sample comprised 1,195 employees, 886 females, and 309 males. The participants' ages ranged from 25 to 60 years. The Financial Anxiety Scale, Work-Related Flow Inventory, and Qualitative Job Insecurity Measures were found valid and reliable. Structural equation modeling was applied to test the associations. As hypothesized, the results indicated that job insecurity was positively related to financial anxiety, work-related flow was negatively associated with financial anxiety, and work-related flow mediated the relationship between job insecurity and financial anxiety. All these associations were significant regardless of gender, age, marital status, sector of employment, income, self-rated health, and COVID-19 infection status. Further research is needed to understand the impact of job insecurity on financial anxiety in-depth through the paths of work-related flow, especially in the midst of COVID-19.

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