Search results for "being"
showing 10 items of 1477 documents
Identifying long-term patterns of work-related rumination: Associations with job demands and well-being outcomes
2017
Item does not contain fulltext The aim of this 2-year longitudinal study was to identify long-term patterns of work-related rumination in terms of affective rumination, problem-solving pondering, and lack of psychological detachment from work during off-job time. We also examined how the patterns differed in job demands and well-being outcomes. The data were collected via questionnaires in three waves among employees (N = 664). Through latent profile analysis (LPA), five stable long-term patterns of rumination were identified: (1) no rumination (n = 81), (2) moderate detachment from work (n = 228), (3) moderate rumination combined with low detachment (n = 216), (4) affective rumination (n =…
Patterns of psychological contract and their relationships to employee well-being and in-role performance at work: longitudinal evidence from univers…
2016
AbstractThis study identified patterns of psychological contract (PC) and examined how these patterns were related to employee well-being and in-role performance over time (T1–T3). PC was measured at T1 based on cross-sectional data and well-being and performance longitudinally in two consecutive years (T1−T3) among university employees. Latent profile analysis revealed six different patterns of PC at T1. These were labelled (1) strong and balanced (n = 131), (2) average and balanced (n = 382), (3) employer-focused (n = 79), (4) employee-focused (n = 59), (5) balanced transactional (n = 224) and (6) employee-focused relational (n = 322). The longitudinal findings showed that the employees i…
How perceived changes in the ethical culture of organizations influence the well-being of managers: A two-year longitudinal study.
2015
The first aim of this study was to identify long-term patterns of ethical organizational culture based on the perceptions of 368 Finnish managers over a period of two years. The second aim was to investigate whether there is a difference in the long-term occupational well-being (burnout and work engagement) of managers exhibiting different patterns of ethical culture. Based on latent profile analysis, five different patterns of the strength of ethical culture were identified: moderate, high, increasing, decreasing, and low. The results show that managers exhibiting either the low or decreasing pattern of ethical culture experienced significant changes in their well-being over time. Decreasi…
Being mindful at work and at home
2018
In this daily diary study, we examined the moderating role of employee domain‐specific mindfulness within the stressor–detachment model (Sonnentag & Fritz, 2015, Journal of Organizational Behavior, 36, 72). According to the stressor–detachment model, emotional and quantitative demands should be associated with decreased psychological detachment after work, which in turn is associated with decreased well‐being (i.e., low positive affect and high negative affect) at bedtime. Moreover, we proposed that both mindfulness at work and home should buffer the relations between job demands and psychological detachment and between psychological detachment and well‐being. Sixty‐five employees compl…
Nonlinear associations between breached obligations and employee well-being
2015
Purpose – The purpose of this paper is to analyze the nonlinear association between proportions of breached obligations within the psychological contract (PC) and three dimensions of employee well-being, and the mediating role of contract violation in these relationships. With this study the authors gain a more detailed understanding of PC evaluations and their consequences for well-being. Design/methodology/approach – The authors build on asymmetry effects theory and affective events theory to propose that breached obligations outweigh fulfilled obligations in their association with well-being. The hypotheses are tested using a sample of 4,953 employees from six European countries and Isr…
Job insecurity, recovery and well-being at work: Recovery experiences as moderators
2010
In the present study, the moderating role of recovery experiences in the job insecurity— occupational well-being relationship was examined. Recovery experiences refer to psychological mechanisms (psychological detachment from work, relaxation, mastery and control during off-job time) facilitating recovery. Altogether 527 employees from a variety of different jobs participated in the questionnaire study. The moderated regression analyses revealed that in an insecure job situation, relaxation buffered against increased need for recovery from work, and psychological detachment impaired vigour at work. The results suggest that recovery experiences can to some extent be a buffer against strain r…
Conflicting personal goals: a risk to occupational well-being?
2015
Purpose – The purpose of this paper is to investigate the moderating role of goal conflict in the relationship between the contents of managers’ personal work goals and occupational well-being (burnout and work engagement). Eight goal categories (organization, competence, well-being, career-ending, progression, prestige, job change, and employment contract) described the contents of goals. Goal conflict reflected the degree to which a personal work goal was perceived to interfere with other life domains. Design/methodology/approach – The data were drawn from a study directed to Finnish managers in 2009 (n=806). General linear models were conducted to investigate the associations between go…
Does job insecurity threaten who you are? Introducing a social identity perspective to explain well-being and performance consequences of job insecur…
2017
Summary This paper introduces a social identity perspective to job insecurity research. Worrying about becoming jobless, we argue, is detrimental because it implies an anticipated membership of a negatively evaluated group—the group of unemployed people. Job insecurity hence threatens a person's social identity as an employed person. This in turn will affect well-being and job performance. A three-wave survey study amongst 377 British employees supports this perspective. Persons who felt higher levels of job insecurity were more likely to report a weaker social identity as an employed person. This effect was found to be stable over time and also held against a test of reverse causality. Fur…
A mediational model of sense of coherence in the work context: a one-year follow-up study
2000
The aim of this study was to test a mediational model appropriate for explaining the effects of psychosocial work characteristics (influence at work, job insecurity, organizational climate and leadership relations) on general well-being, (psychosomatic symptoms) and on occupational well-being (emotional exhaustion at work) via sense of coherence (SOC) in a one-year follow-up study. The questionnaire data were gathered in four Finnish organizations in February 1995 and 1996. Altogether 219 employees participated in the study in both years. The results, based on structural equation modelling, showed that a good organizational climate and low job insecurity were related to strong SOC, which wa…
Work–family conflict and psychological well-being: Stability and cross-lagged relations within one- and six-year follow-ups
2008
Abstract The rank-order stability and cross-lagged relations between work-to-family conflict (WFC), family-to-work conflict (FWC), and psychological well-being were examined in two longitudinal studies with full two-wave panel designs. In Study 1 ( n = 365), the time lag was one year, and in Study 2 ( n = 153), six years. The Structural Equation Modeling showed that the stability for WFC was .69 over one and .73 over six years. The respective stabilities for FWC were .57 and .48. Cross-lagged relations were not detected between WFC/FWC and low psychological well-being (job exhaustion, marital adjustment, parental stress, and psychological distress), expected to exist on the basis of the i…