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Desrumaux P, Princia Moughogha I, N'dong Nguema W, Bouterfas N. Impact of Organizational Justice, Support, Resilience, and Need Satisfaction on French Social Workers' Psychological Well-Being. JOURNAL OF EVIDENCE-BASED SOCIAL WORK (2019) 2023; 20:934-953. [PMID: 37463314 DOI: 10.1080/26408066.2023.2232766] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 07/20/2023]
Abstract
PURPOSE Based on an approach to psychological health at work and on social exchange theory, this study tested the relationships between the four dimensions of organizational justice (distributive, procedural, interpersonal, and informational), supervisor and coworker support, resilience and psychological well-being (PWB). METHOD Using a cross-sectional design with one measurement, a sample of 369 French social workers responded to an online questionnaire. Analysis were based on correlations, and on mediations with Hayes and Preacher's (2014) method. RESULTS The results showed that satisfaction of the three psychological needs, procedural justice, supports, and resilience explained PWB. Mediation analyses showed that satisfaction of the need for autonomy played a mediating role between interpersonal justice, procedural justice, and PWB. Satisfaction of the needs for competence and autonomy played a mediating role between coworker support and PWB. Satisfaction of the three needs played a mediating role between resilience and PWB. DISCUSSION AND CONCLUSION The results pointed out the relevance of need satisfaction in predicting PWB. These findings confirm the relevance of justice, support, and resilience for social workers' well-being, and of the importance of need satisfaction that plays a critical role.
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Affiliation(s)
- Pascale Desrumaux
- Work and Organizational Psychology Univ. Lille, ULR 4072 - PSITEC - Psychologie: Interactions, Temps, Emotions, Cognitions, Lille, France
| | - Ida Princia Moughogha
- Work and Organizational Psychology Univ. Lille, ULR 4072 - PSITEC - Psychologie: Interactions, Temps, Emotions, Cognitions, Lille, France
| | - Willys N'dong Nguema
- Work and Organizational Psychology Univ. Lille, ULR 4072 - PSITEC - Psychologie: Interactions, Temps, Emotions, Cognitions, Lille, France
| | - Naouële Bouterfas
- Social and Work Psychology, Psychologist in National Education, France
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Erdogan DT, Heras ML, Rofcanin Y, Bosch MJ, Stollberger J. Family motivation of supervisors: Exploring the impact on subordinates’ work performance via family supportive supervisor behaviors and work–family balance satisfaction. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2022. [DOI: 10.1111/jasp.12919] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Didem T. Erdogan
- Organizational Behavior and Human Resource Management Brunel University London UK
| | - Mireia L. Heras
- Work and Organizational Psychology IESE Business School Madrid Spain
| | - Yasin Rofcanin
- Organizational Behavior and Human Resource Management University of Bath, School of Management Bath UK
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Understanding the effect of leadership styles on employee well-being through leader-member exchange. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03243-3] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Karani A, Deshpande R, Jayswal M, Trivedi P. Breach of employer obligation and employee well-being during COVID-19 unlock phase. HUMAN SYSTEMS MANAGEMENT 2022. [DOI: 10.3233/hsm-211210] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Abstract
BACKGROUND: The current study explored the relationship between breach of employer obligations, family-work conflict, psychological distress and well-being during COVID-19 unlock phase. OBJECTIVE: The study aimed to understand the breach of how the breach of employer obligation lead to decreased well-being through the family-work conflict and psychological distress during the COVID-19 unlock phase. METHODS: The data was collected through structured questionnaire via Google doc from 397 employees across the industries. Snowball sampling was adopted, and SmartPLS 3.0 was used for the structural equation model. RESULTS: Breach of employer obligations are positively affecting family-work conflict. Further, family-work conflict increases the psychological distress, and psychological distress decreases the well-being (life satisfaction and family satisfaction) of the employees. CONCLUSION: The novel contribution of the study is integrating SET, COR and SIP theory during the pandemic situation. The results highlighted meticulous empirical evidence which answers the question of how the unmet expectations cause a detrimental effect on the employees as well as the organizations in this COVID-19 pandemic situation.
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Affiliation(s)
- Anushree Karani
- Indian Council for Social Science Research affiliated to Sardar Patel University, Vallabh Vidyanagar, Gujarat, India
- Department of Business Management, Sardar Patel University, Vallabh Vidyanagar, Gujarat, India
| | | | - Mitesh Jayswal
- Department of Business Management, Sardar Patel University, Vallabh Vidyanagar, Gujarat, India
| | - Payal Trivedi
- Jagdish Sheth School of Management, Electronic City Phase I, Bengaluru, Karnataka, India
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Fu CM, Ou J, Chen XM, Wang MY. Potential effects of the nursing work environment on the work-family conflict in operating room nurses. World J Clin Cases 2021; 9:7738-7749. [PMID: 34621824 PMCID: PMC8462227 DOI: 10.12998/wjcc.v9.i26.7738] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/09/2021] [Revised: 06/16/2021] [Accepted: 07/20/2021] [Indexed: 02/06/2023] Open
Abstract
BACKGROUND The nursing working environment is an important subsystem in the hospital environment. A good working environment could have a positive impact on nurses. However, the work-family conflict and unsatisfactory working environment could significantly reduce their working enthusiasm, efficacy as well as the overall quality of the nursing, increase their fatigue, and thereby compromise their career status.
AIM To explore the possible status quo and to analyze the correlation between work environment perception and the work-family conflict among nurses in the operating room.
METHODS A total of 312 operating room nurses from two first-class hospitals at Grade 2 and two first-class hospitals at Grade 3 in China from May to September 2017 were included in this research using the cluster sampling method. The data, including the general information questionnaire, the practice environment scale of the nursing work index (PES-NWI), and the work-family conflict scale, were systematically collected. Pearson correlation analysis was applied to analyze the correlation between the two scores, with influencing factors analyzed by hierarchical regression analysis.
RESULTS A total of 312 questionnaires were issued, and the response rate and effective questionnaire rate were both 96.15% (300/312). The total scores of the PES-NWI scale and the work-family conflict scale were 3.07 ± 0.43 (vs maximum up to 4 points) and 52.32 ± 8.79 (vs maximum up to 90 points), respectively. The scores of the PES-NWI scale were negatively correlated with that of work-family conflict scale (all P < 0.05). The perception of the nursing work environment and the number of night shifts per month were the major factors contributing to the work-family conflict (all P < 0.05).
CONCLUSION The nursing work environment and the work-family conflict among nurses in the operating room were both found at a medium level with a negative correlation between the two.
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Affiliation(s)
- Chun-Mei Fu
- Department of Ophthalmology, Hainan West Central Hospital, Danzhou 571700, Hainan Province, China
| | - Jie Ou
- Department of Critical Care Medicine, Hainan General Hospital, Haikou 570311, Hainan Province, China
| | - Xiao-Mei Chen
- Operation Room, The Second Affiliated Hospital of Hainan Medical College, Haikou 570311, Hainan Province, China
| | - Mei-Ye Wang
- Department of General Practice, Hainan West Central Hospital, Danzhou 571700, Hainan Province, China
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Che X, Guo Z, Chen Q. The Relationship Between K-Workers' Leader-Member Exchange, Organizational Citizenship Behavior and Task Performance-Evidence From Chinese Hospitals. Front Psychol 2021; 12:625584. [PMID: 34305701 PMCID: PMC8296911 DOI: 10.3389/fpsyg.2021.625584] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/03/2020] [Accepted: 06/14/2021] [Indexed: 11/13/2022] Open
Abstract
Aiming to reduce the difficulty of managing and motivating knowledge workers (k-workers), and promote the psychological well-being of them in Chinese hospitals, this study examines how k-workers’ leader–member exchange (LMX) influences their task performance and the mediation effect of organizational citizenship behavior (OCB). Through a self-administered survey, valid questionnaires were collected from 384 k-workers in Chinese hospitals, and partial least squares structural equation modeling was employed for data analysis. The findings show that LMX is positively related to OCB and task performance, and that OCB mediates the relationship between LMX and task performance. This research has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire k-workers, and promote the psychological well-being of them, and finally enhance the organizational performance in Chinese hospitals.
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Affiliation(s)
- Xiaoli Che
- School of International Studies (SoIS), Ghazali Shafie Graduate School of Government (GSGSG), Universiti Utara Malaysia, Sintok, Malaysia
| | - Zhecheng Guo
- School of International Studies (SoIS), Ghazali Shafie Graduate School of Government (GSGSG), Universiti Utara Malaysia, Sintok, Malaysia
| | - Qinyuan Chen
- Ghent Experimental Psychiatry (GHEP) Lab, Department of Psychiatry and Medical Psychology, Ghent University, Ghent, Belgium
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Litano ML, Morganson VJ. A tale of two leaders: employees’ work–family experiences in the context of dual leadership. JOURNAL OF MANAGERIAL PSYCHOLOGY 2020. [DOI: 10.1108/jmp-12-2019-0708] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeDespite the prevalence and potential benefits of multiauthority organizational structures (i.e. matrix organizations), research is lacking on the resulting impact on employees’ work–family conflict (WFC). The purpose of this article is to use leader–member exchange (LMX) as a framework to examine how employees who report to two leaders experience WFC.Design/methodology/approachA sample of 111 engineers and researchers nested within 33 branches and 21 project teams completed an online questionnaire containing measures of LMX and WFC. Hierarchical multiple regressions were used to test the study’s hypotheses.FindingsLMX with one's immediate supervisor (branch manager, LMX–BM) and project manager ( LMX–PM) each contributed unique variance in predicting WFC. LMX–PM moderated the negative relationship between LMX–BM and WFC, such that the negative relationship was stronger in magnitude at higher levels of LMX–PM quality.Research limitations/implicationsWhile most research studies have focused upon the impact of a single leader, modern organizations often involve dual reporting. Thus, results expand the extant literature to be more applicable to modern organizational realities. Findings provide evidence that future longitudinal research is worthwhile.Practical implicationsResults indicate that LMX theory is relevant beyond one's immediate supervisor. As a result, all managers should communicate with one another to seek better alignment. Particularly in a matrix organization where positional power is limited, leaders stand to reap the many benefits of high LMX relationships.Originality/valueThis study is the first among its type to examine LMX in a dual reporting context, and it is also the first to examine the impacts of dual reporting on WFC.
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Obrenovic B, Jianguo D, Khudaykulov A, Khan MAS. Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model. Front Psychol 2020; 11:475. [PMID: 32296367 PMCID: PMC7137557 DOI: 10.3389/fpsyg.2020.00475] [Citation(s) in RCA: 65] [Impact Index Per Article: 13.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2019] [Accepted: 02/28/2020] [Indexed: 12/24/2022] Open
Abstract
In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers' well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees' effectiveness and ensure better performance by preventing work-family conflict from occurring.
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Affiliation(s)
| | - Du Jianguo
- School of Management, Jiangsu University, Zhenjiang, China
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Dose PE, Desrumaux P, Bernaud JL, Hellemans C. What Makes Happy Counselors? From Self-Esteem and Leader-Member Exchange to Well-Being at Work: The Mediating Role of Need Satisfaction. EUROPES JOURNAL OF PSYCHOLOGY 2019; 15:823-842. [PMID: 33680162 PMCID: PMC7909198 DOI: 10.5964/ejop.v15i4.1881] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/16/2019] [Accepted: 05/01/2019] [Indexed: 11/20/2022]
Abstract
This study was aimed at examining the extent to which well-being at work is linked to self-esteem and psychosocial resources such as leader-member exchange (LMX). Drawing on self-determination theory, we looked at whether psychological needs (perceived autonomy, competence, and relatedness) act as specific mediators between self-esteem and well-being, and between LMX and well-being. Two hundred and twenty four employment counselors (psychologists) from a French national employment office (Pôle emploi) answered a questionnaire. The data were analyzed using Hayes and Preacher's method for testing multiple mediations. The results showed that satisfaction of psychological needs for autonomy, competence and relatedness mediated the links between self-esteem and LMX as inductors, and well-being as a criterion. These findings confirm the relevance of self-esteem and LMX for counselors, and of the importance of need satisfaction that plays a critical role in matters of well-being.
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Affiliation(s)
- Par Eric Dose
- Department of Psychology, University of Lille, Lille, France
| | | | - Jean-Luc Bernaud
- Centre de Recherche sur le Travail et le Développement - CRTTD EA 4132 - INETOP-CNAM, Paris, France
| | - Catherine Hellemans
- Laboratoire de Psychologie du Travail et Economique, Université Libre de Bruxelles, Bruxelles, Belgium
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Le bien-être psychologique au travail des professionnels du médical et du paramédical : rôles des échanges leader-membres, du soutien organisationnel perçu, du sentiment d’efficacité et médiations par la satisfaction des besoins psychologiques. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2019. [DOI: 10.1016/j.pto.2019.09.002] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/06/2023]
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Cultural Intelligence and Work-Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16132406. [PMID: 31284604 PMCID: PMC6651476 DOI: 10.3390/ijerph16132406] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/18/2019] [Revised: 07/03/2019] [Accepted: 07/05/2019] [Indexed: 12/27/2022]
Abstract
This study aims to explore the influence mechanism of cultural intelligence on work-family conflict for Chinese expatriates in cross-cultural non-profit organizations. Drawing on conservation of resources theory, this longitudinal study (six-month time lag) is the first to examine cultural intelligence as an antecedent of work-family conflict. The study also examines the mediating role of work engagement and the moderating role of leader-member exchange (LMX) in the cultural intelligence and work-family conflict relationship. The sample comprises 206 expatriate Chinese language teachers working at 45 Confucius Institutes in the US, Canada, and Russia. Results show that cultural intelligence not only reduces work-family conflict but also promotes expatriates' work engagement. The higher the work engagement, the higher the work-family conflict experienced by expatriates. LMX moderates not only the positive relationship between work engagement and work-family conflict but also the indirect effect of cultural intelligence on work-family conflict through work engagement. Thus, the indirect effect of cultural intelligence on work-family conflict through work engagement is stronger with low (compared to high) LMX. This study's findings provide implications for managers of cross-cultural non-profit organizations to better understand and solve expatriates' work-family conflict problem.
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A resource-based perspective on leader-member exchange: An updated meta-analysis. ASIA PACIFIC JOURNAL OF MANAGEMENT 2019. [DOI: 10.1007/s10490-018-9594-8] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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Atkinson TP, Matthews RA, Henderson AA, Spitzmueller C. Reactions to psychological contract breaches and organizational citizenship behaviours: An experimental manipulation of severity. Stress Health 2018; 34:391-402. [PMID: 29380935 DOI: 10.1002/smi.2798] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 08/03/2017] [Revised: 11/17/2017] [Accepted: 01/02/2018] [Indexed: 11/06/2022]
Abstract
Grounded in affective events theory, we investigated the effects of experimentally manipulated psychological contract breaches on participants' feelings of violation, subsequent perceptions of psychological contract strength, and organizational citizenship behaviours in a sample of working adults. Results support previous findings that pre-existing relational psychological contract strength interacts with severity of unmet promises or expectations. Specifically, individuals with high relational contracts who experience low severity of unmet promises/expectations have the lowest breach perceptions, whereas individuals with high relational contracts who experience more severe levels unmet promises/expectations experience the highest level of breach perceptions. Results also support the concept of a breach spiral in that prior perceptions of breach led to an increased likelihood of subsequent perceptions of breach following the experimental manipulation. Furthermore, consistent with affective events theory, results support the argument that a psychological contract breach's effect on specific organizational citizenship behaviours is mediated by feelings of violation and the reassessment of relational contracts. These effects were present even after controlling for the direct effects of the manipulated severity of unmet promises/expectations.
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Affiliation(s)
| | - Russell A Matthews
- Department of Management, The University of Alabama, Tuscaloosa, AL, USA
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Work–family effects of LMX: the moderating role of work–home segmentation preferences. THE LEADERSHIP QUARTERLY 2016. [DOI: 10.1016/j.leaqua.2016.03.003] [Citation(s) in RCA: 24] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
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