[Polish adaptation and validation of the Individual Work Performance Questionnaire (IWPQ)]. / Polska adaptacja i walidacja Kwestionariusza indywidualnej wydajnosci w pracy (IWPQ).

BACKGROUND: The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ). MATERIAL AND METHODS: The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers, social service and white collar workers. To test the IWPQ structure an exploratory factor analysis was conducted. Multigroup confirmatory factor analysis and invariance test were carried out among subgroups. The reliability was assessed by means of Cronbach's α coefficient (internal consistent) and test-retest (stability over time) method, with a 4-week follow-up. The construct validity of the IWPQ was tested by means of correlation analysis, using work engagement, positive and negative affect at work, and job burnout as the criterion variables. RESULTS: The Polish version of the IWPQ displays very good internal consistency, theoretical validity, and test-retest stability. The results of the factor analysis confirmed a 3-factor structure of the questionnaire. Construct invariance across subgroups was confirmed. Task performance was negatively correlated with negative affect at work, job burnout and positively correlated with work engagement and positive affect at work. Contextual performance was negatively related with counterproductive work behaviors, negative affect at work and positively related with work engagement. CONCLUSIONS: The Polish version of the IWPQ - like the original scale - consists of 18 items and has 3 subscales. Despite certain limitations the Polish version of the IWPQ shows good psychometric properties and it can be used to measure individual work performance in Polish conditions. Med Pr Work Health Saf. 2023;76(5):389-98.

Are we happy with our work in globalization? Globalization experience, achievement motivation, and job seniority as predictors of work satisfaction in a group of office workers.

BACKGROUND: The main aim of this study was to determine whether globalization experience is a predictor of work satisfaction. In addition, we inspected a regression model consisting of globalization experience, job seniority, and goal achievement to determine how much variance in work satisfaction is accounted for by globalization experience. Most the theoretical texts about globalization suggest its negative impact on everyday life. The negative effects are - work-life balance problem, weakening of mechanisms to protect against the fear of death, and uncertainty. METHOD: 250 office workers participated in the study (Mage = 38.37; 145 females and 105 males). They responded to paper-and-pencil anonymous questionnaires measuring globalization experience, achievement goals, and work satisfaction. Respondents were also asked about their job seniority. We used Spearman's rho correlations and multiple linear regression to check the basic linear relation between variables, and hierarchical multiple regression to determine which of them is the strongest predictor of work satisfaction. RESULTS: The results indicated that globalization experience (R2 change = 0.089; p < .05) is a statistically significant negative predictor of work satisfaction and job seniority (R2 change = 0.056; p < .05) while achievement goals (R2 change = 0.188; p < .001) are positive predictors of work satisfaction. CONCLUSION: We concluded that further research on globalization experience is necessary because it is the precursory individualistic approach to globalization research and we obtained a statistically significant yet small relation with work satisfaction in correlation and regression analyses. The presented results are also the rationale for promoting mastery approach goals in the workplace to improve work satisfaction as they are statistically significant positive predictors of it.

Social support at work and job satisfaction among midwives: The mediating role of positive affect and work engagement.

AIMS: This study examined whether social support at work from superiors and colleagues is associated with positive affect at work, and whether work engagement creates a positive relationship with job satisfaction among midwives. We also investigated whether a positive affect and work engagement mediate the relationship between social support at work and job satisfaction. DESIGN: This was a quantitative cross-sectional study. METHODS: Data were collected from 163 midwives working in the Polish public healthcare system between June 2019 and December 2019. RESULTS: There was a direct relationship between support from superiors and colleagues, positive affect at work, work engagement and job satisfaction. The relationship between support from superiors and job satisfaction was mediated partially by positive affect at work and work engagement. In contrast, the relationship between support from colleagues and job satisfaction was mediated entirely by positive affect at work and work engagement. CONCLUSION: Support from colleagues, compared to support from superiors, was a stronger predictor of positive affect at work and job satisfaction among midwives. Support at work is a resource that leads to higher job satisfaction by generating positive feelings and increasing work engagement. IMPACT: We recommend paying particular attention to the role of inter-personal relationships and positive feelings at work in shaping the level of satisfaction with work among midwives. The personnel management policy at healthcare institutions should be oriented towards strengthening supportive attitudes in the workplace.

The impact of workload and job satisfaction on occupational stress - A comparison among newly qualified and experienced midwives.

BACKGROUND: Midwives are potentially exposed to high levels of occupational stress. The level of stress may be related to the job demands and job resources, as well as midwife seniority. To date, few studies on the determinants of occupational stress have examined Polish midwives. OBJECTIVE: This study aims to investigate the roles of workload, job satisfaction, and seniority in shaping the stress levels of midwives in Poland. METHODS: A cross-sectional approach and structural equation modeling (SEM) were used to compare two groups: newly qualified midwives (NQMs; n = 79) and experienced midwives (n = 99). All data were collected between January and November 2018. RESULTS: Analysis revealed that in both NQMs (ß = 0.34, p = 0.006) and experienced midwives (ß = 0.40, p < 0.001) workload was a positive predictor of occupational stress. In contrast, job satisfaction was found to be a negative predictor of stress in both groups (NQMs: ß = -0.44, p < 0.001; experienced midwives: ß = -0.57, p < 0.001). The study groups did not differ significantly in terms of the levels of workload, job satisfaction, and occupational stress. CONCLUSION: Workload and job satisfaction are predictors of occupational stress in midwives. The results of this study indicate the important role of job satisfaction and workload in the shaping of occupational stress levels. Resource-rich and low-stress work environments can enhance the quality of health care provided by midwives.

Work Stressors and Intention to Leave the Current Workplace and Profession: The Mediating Role of Negative Affect at Work.

The first aim of this study was to determine whether organisational constraints, interpersonal conflicts at work, workload and negative affect at work have a positive relationship with intention to leave a current job or profession. The second aim was to investigate whether negative affect at work mediates the relationship between work stressors and intention to leave a current job or profession. The study was a quantitative cross-sectional design in nature. Data were collected between March and April 2022. The sample consisted of 306 midwives working in the Polish public health service. The theoretical model was tested using structural equation modelling. The results confirmed positive direct relationships between workload and negative affect with intention to leave the current workplace and intention to leave the midwifery profession in general. The relationships between organisational constraints and interpersonal conflicts at work and intention to leave a job or profession were found to be completely mediated by negative affect at work. Our study revealed that workload is the strongest direct predictor of intention to leave the current job or profession. Organisational constraints and interpersonal conflicts at work lead to an intention to leave a job or profession by inducing negative affect at work. Interpersonal conflicts at work are the strongest predictor of negative affect at work.

Fear of COVID-19 and Life Satisfaction: The Role of the Health-Related Hardiness and Sense of Coherence.

Introduction: The COVID-19 pandemic is contributing to increased fear and anxiety throughout society, which may affect life satisfaction. Health-related hardiness and sense of coherence (SOC) are personal resources that help people adapt to difficult circumstances. The purpose of this study was to investigate the relationship between fear of COVID-19, SOC, health-related hardiness, and life satisfaction. Methods: A total of 907 Polish people (522 women and 385 men) participated in this study. The Fear of COVID-19 Scale (FOC-6), the Health-Related Hardiness Scale, the Sense of Coherence Scale (SOC-29), and the Satisfaction with Life Scale were used. Results: Correlation showed that fear of COVID-19 was negatively related to health-related hardiness, SOC, and life satisfaction. Health-related hardiness and SOC were positively related to life satisfaction. Both SOC and hardiness were mediators between fear of COVID-19 and life satisfaction during the current pandemic. Conclusion: SOC and health-related hardiness are personal resources that are important for dealing with the effects of the COVID-19 pandemic. According to our study, SOC and hardiness can mediate between fear of COVID-19 and life satisfaction. Presented cross-sectional results have to be verified in future longitudinal studies in order to strengthen the conclusions presented in this manuscript. This study verified the role of only two personal resources, so more research is needed on the role of other personal resources during COVID-19 pandemic.

Workload, job satisfaction and occupational stress in Polish midwives before and during the COVID-19 pandemic.

BACKGROUND: The aim of this study was to describe, explain, and compare the correlations between workload, job satisfaction, and occupational stress levels in Polish midwives working before and during the COVID-19 pandemic. MATERIAL AND METHODS: This study was cross-lagged in nature and conducted in 2 phases at public health facilities. The first phase took place between March and August 2018 before the current pandemic, and the second in February 2021. In total, 133 midwives working before the COVID-19 pandemic and 92 midwives working during the pandemic were surveyed. RESULTS: Analysis revealed that working during the pandemic, personal SARS-CoV-2 infection and workload were positive predictors of occupational stress. Midwives working during the pandemic experienced significantly higher levels of occupational stress compared to the period before the pandemic. Job satisfaction was found to be a negative predictor of stress in both groups, and to mediate the correlation between workload and occupational stress. The positive influence of job satisfaction on coping with stress was stronger in the group working during the pandemic. CONCLUSIONS: Workload increased, and job satisfaction decreased, occupational stress levels in both groups of midwives. The COVID-19 pandemic, directly and indirectly, increased midwives' occupational stress levels, and reinforced the negative correlation between workload and job satisfaction. The results confirm the important role of working conditions in shaping occupational stress levels. Med Pr. 2021;72(6):623-32.

The association between achievement goal motivation and counterproductive work behavior: the moderating effect of work engagement and the Dark Triad.

BACKGROUND: The objective of the article is to describe the association between counterproductive work behavior (CWB), achievement goal motivation and the moderating variables: work engagement and the Dark Triad (DT). The theoretical bases of the tested models are: the four-factor theory of achievement goal motivation (Elliot & McGregor), the CWB conception of Spector, the JD-R model of Demerouti, the work engagement model of Schaufeli and the DT conception of Paulhus and Williams. PARTICIPANTS AND PROCEDURE: An internet study was conducted with 138 office employees as participants. The variables were measured using the Polish versions of the following tools: achievement goal motivation - AGQ-R, counterproductive work behavior - CWB-C scale, work engagement - UWES, DT - the Dirty Dozen scale. RESULTS: The obtained results confirm the hypothesis of the differentiated strength of the additional association of the analyzed types of achievement goal motivation (mastery approach, mastery avoidance, performance approach, performance avoidance) with CWB. This link occurs in models without moderators not only for mastery avoidance. In the models with moderators, the interaction patterns are differentiated for particular types of motivation; for example, work engagement interacts only with the performance approach, while DT interacts not only with the mastery approach. Three-directional interactions increase the percentage of explained variance of the models to a small degree. CONCLUSIONS: Moderating effects were relatively strong within the association of performance approach with CWB. Results indicate the accuracy of the theoretical bases of the studies, as well as the need for their continuation with account being taken of the types of CWB and components of DT.