A longitudinal person-centered investigation of the multidimensional nature of employees' perceptions of challenge and hindrance demands at work.

BACKGROUND AND OBJECTIVES: This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands. DESIGN AND METHODS: We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.e., work engagement, job boredom, problem-solving pondering, work-related rumination, proactive health behaviors, and sleep quality and quantity). Furthermore, we examined whether these profiles and associations differed as a function of working remotely or onsite. RESULTS: Five profiles were identified and found to be highly stable over time: Globally Exposed, Not Exposed, Not Exposed but Challenged, Exposed but Not Challenged, and Mixed. These profiles shared clear associations with all outcomes, with the most adaptive outcomes associated with the Exposed but Not Challenged profile, whereas the most detrimental ones were observed in the Mixed profile. However, none of these results differed across employees working onsite and those working remotely. CONCLUSIONS: These findings have theoretical and practical implications regarding the effects of work characteristics on employees' functioning.

How tyrannical leadership relates to workplace bullying and turnover intention over time: The role of coworker support.

INTRODUCTION: In light of the deleterious consequences associated with workplace bullying, it is important to identify the work-related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning. METHODS: More specifically, this longitudinal study (two data collections over a 3-month period) conducted among a sample of Canadian employees (T1 n = 600, T2 n = 422) assesses the temporal relationship between tyrannical leadership, exposure to bullying behaviors, and turnover intention, as well as the moderating role of perceived coworker support in the relationship between tyrannical leadership and bullying behaviors. RESULTS: Results from cross-lagged analyses show that, controlling for baseline effects, T1 tyrannical leadership positively predicts T2 exposure to bullying behaviors and that T1 bullying behaviors positively predict T2 turnover intention. T1 coworker support did not significantly buffer the relationship between T1 tyrannical leadership and T2 exposure to bullying behaviors, although it did significantly predict, negatively so, T2 turnover intention. CONCLUSION: The present study provides valuable insight into the social contextual determinants of bullying behaviors and highlights the destructive nature of tyrannical leadership. Furthermore, this study illustrates the importance of fostering supportive behaviors between colleagues, as this important social resource can play a key role in reducing turnover intention over time.

Psychological need satisfaction across work and personal life: an empirical test of a comprehensive typology.

Introduction: A comprehensive typology of the satisfaction of psychological needs at work and in personal life was developed and tested. The typology proposes five scenarios (Enriched, Middling, Impoverished, Work-Fulfilled, and Personal Life-Fulfilled) accounting for various profiles of employees showing distinct configurations of global and specific levels of need satisfaction at work and in personal life. Methods: The scenarios were tested in a sample of 1,024 employees. Results: Using latent profile analysis, five profiles were identified that were consistent with four or the five scenarios, either aligned (Globally Satisfied, Globally Unsatisfied) or misaligned (Globally Satisfied at Work with High Relatedness, Globally Satisfied in Personal Life with High Autonomy, and Globally Satisfied in Personal Life with Low Autonomy) across domains. No profile corresponding to the Middling scenario was observed. Discussion: The results indicate that perceived job and individual characteristics predicted membership in distinct profiles. More importantly, unlike the profile Globally Unsatisfied, the profile Globally Satisfied contributed substantially to higher well-being (vitality and lower psychological distress), and to more favorable job attitudes (job satisfaction and lower turnover intentions) and behaviors (self-rated job performance and lower absenteeism, presenteeism, and work injuries). Furthermore, two of the misaligned profiles were also substantially associated with highly desirable outcome levels.

Employee human resource management values: validation of a new concept and scale.

Purpose: Although human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and measure of HRM values, the HRM Values Scale (HRM-VS). Design/methodology/approach: To examine the psychometric properties of scores obtained on this new measure, we rely on a sample of 979 employees occupying a variety of jobs within various private and public organizations. Findings: Through the comparison of confirmatory factor analysis (CFA) and exploratory structural equation modeling (ESEM) solutions, our results supported a nine-factor structure of participants' responses to the HRM-VS and the measurement invariance of this solution across male and female employees. Specifically, they support that the HRM-VS items adequately capture core HRM values underlying independent HRM practices. Criterion-related validity was evidenced with respect to employees' ratings of intrinsic and extrinsic job satisfaction. Research implications: The HRM-VS appears to represent a promising tool for research and intervention seeking to account for individual differences in the relative importance of various HRM practices, in order to devise more effective HRM systems. Practical implications: This new concise but complete measure could help better guide organizations in tailoring their strategic HRM. Originality/value: This study introduces HRM values as a valid concept that characterizes what employees desire or consider to be important in relation to HRM practices.

Financial well-being: Capturing an elusive construct with an optimized measure.

Several definitions and measures of financial well-being (FWB) have been proposed in the scientific literature. The Multidimensional Subjective Financial Well-being Scale (MSFWBS) stands out among these measures in its ability to account for the conceptual richness of FWB. However, the original validation study based on a confirmatory factor analytic model indicated that the factor structure of scores obtained on this instrument was acceptable at best, revealing factor correlations high enough to question the discriminant validity of the factors. To improve conceptual and operational clarity of FWB, this study assesses the psychometric properties of the MSFWBS among French-Canadian adults (n = 454), using statistical models better suited to the examination of multidimensional constructs (exploratory structural equation modeling-ESEM, and bifactor-ESEM). Our results supported a bifactor-ESEM representation of scores on the MSFWBS, and their measurement invariance across groups of participants defined on the basis of their age, sex, personal income and household income. Our results also supported the convergent (with other measures of FWB) and criterion-related (with measures of life satisfaction, perceived stress, and psychological distress) validity of scores obtained on the MSFWBS (particularly the global FWB factor). By providing an optimized measure of FWB, our study contributes to advancing research on FWB.

The Role of Job Control and Job Demands in Becoming Physically Active during the COVID-19 Pandemic: A Three-Wave Longitudinal Study.

Organizational studies suggest that certain psychosocial working conditions are liable to foster positive health outcomes, such as engaging in leisure-time physical activities. However, the psychosocial factors contributing to this improvement remain unexplored, particularly in the workplace and in the context of the decline observed in the physical activity level of the population worldwide. The objective of the study was to examine whether exposure to different combinations of psychosocial working conditions during the COVID-19 pandemic predicts the probability of becoming physically active among Quebec workers. Job demands, job control, and physical activity were assessed three times during the first year of the pandemic via an online questionnaire among physically inactive workers (n = 440). Logistic regression analyses were conducted to examine the associations between various combinations of psychosocial risks and physical activity. A total of 117 participants became physically active during the study. After controlling for covariates, active jobs increased the odds of becoming physically active, compared to high-strain jobs (OR = 2.57 (95% CI 1.13 to 5.87)). Having a highly demanding job may not negatively impact physical activity if workers have enough job control to achieve the required tasks.

Bullying, supervisor support, relaxation, and personal and work outcomes: Testing a moderated mediation model.

AIM: To test a mediated moderation model in which bullying and supervisor support interact to predict nurses' personal and work outcomes with relaxation during off-job time mediating these effects. BACKGROUND: Bullying is a pervasive problem in the nursing profession. We integrate and extend past research addressing the question of how bullying and perceived supervisor support affect nurses' functioning. METHOD: Cross-sectional data were collected from a sample of 290 nurses who completed measures of bullying, perceived supervisor support, relaxation, need for recovery, sleeping problems, job satisfaction, emotional exhaustion and work performance. RESULTS: Results revealed that bullying was significantly linked to job satisfaction, sleeping problems, need for recovery and emotional exhaustion through relaxation, but only among nurses who perceived high levels of supervisor support. CONCLUSION: These results revealed that high supervisor support may be detrimental for nurses adding up to a negative cycle of stressors to maladaptive outcomes through lack of relaxation. IMPLICATIONS FOR NURSING MANAGEMENT: Health care organisations and managers should consider addressing work environment factors, such as bullying, in addition to supervisor support in their efforts to facilitate the positive effects of nurses' relaxation during non-work time.

Complementary variable- and person-centered approaches to the dimensionality of burnout among fire station workers.

This research relies on variable- and person-centered approaches to illustrate how each of these approaches may help to improve our understanding of the dimensionality of the burnout construct. Both studies (Study 1: N = 247 administrative and technical employees; Study 2: N = 654 firefighters), showed that employees' burnout ratings simultaneously reflected a global overarching construct co-existing with two specific dimensions (cynicism and emotional exhaustion), with a distinct factor reflecting reduced professional efficacy. In Study 1, perceived supervisor recognition and job satisfaction were associated with lower levels of global burnout levels. In Study 2, we examined the configurations, or profiles, taken by burnout dimensions (global burnout, specific cynicism, specific emotional exhaustion, and reduced professional efficacy), and documented associations between these profiles and four covariates (organizational, supervisor, and colleagues recognition as well as job satisfaction). Five profiles were identified using latent profile analyses: Very Low Burnout Risk, Mentally Distanced, Low Burnout Risk, High Burnout Risk, and Moderately High Burnout Risk. Employees' perceptions of supervisor and colleagues recognition were related to their likelihood of profile membership. Employees' job satisfaction levels also differed as a function of their profile.

Teleworking While Sick: A Three-Wave Study of Psychosocial Safety Climate, Psychological Demands, and Presenteeism.

Introduction: The COVID-19 pandemic has led to a significant increase in the proportion of employees for whom teleworking became mandatory. Presenteeism, or the behavior of working while ill, has hardly been studied in the context of telework. The pandemic forced millions of workers to abruptly transition to working from home for a prolonged period of time, leaving employers often unaware of their health status or work capacity of the workers. This change also eroded the work experience itself, the workplace, and their protective impact on both individual health and work outcomes. This study focused on the longitudinal relationships among psychosocial safety climate (PSC), a lead indicator of workplace conditions, psychological demands, an indicator of quality of work, and presenteeism among a representative sample of teleworkers. PSC was expected to have an indirect impact on presenteeism with psychological demands as a mediator of this impact. Method: We collected the data from a representative sample of teleworkers in the first months (T1: April, T2: June, and T3: December 2020) of the pandemic using a three-wave online survey (n = 275). We tested a model of PSC as a determinant of presenteeism in teleworkers with psychological demands as a mediator. A cross-lagged panel model was estimated to test cross-sectional and longitudinal relationships. Findings: As expected, psychological demands increased over time. Contrary to expectations, the prevalence of presenteeism remained unchanged while PSC increased over time. The data fully supported the mediating effect of psychological demands such that a higher evaluation of PSC at T1 led to lower psychological demands at T2, which led to reduced presenteeism at T3. We also found a reciprocal relationship, with higher psychological demands at T2 leading to decreased evaluation of PSC at T3. These results show that the perception of teleworkers on their organization as giving a high priority to their psychological health is an important determinant of their work experience, ultimately influencing their decision to work while ill. The context of the pandemic has highlighted the importance of a positive workplace climate and working conditions for reducing the behaviors that can be harmful to health and productivity. Implications for theory and practice, beyond the pandemic, are discussed.

Predicting nurses' occupational commitment and turnover intention: The role of autonomous motivation and supervisor and coworker behaviours.

AIM: To examine whether supportive supervisor (transformational leadership) and coworker (autonomy-supportive) behaviours predict occupational commitment and turnover intention over time through autonomous motivation. BACKGROUND: Nurse turnover is a serious issue in several countries, straining the efficiency of the healthcare system and compromising both the quality and accessibility of healthcare. METHOD: Longitudinal data were collected over 12 months from 387 French-Canadian registered nurses. Structural equation modeling was used to test the hypothesized model. RESULTS: The relationships between predictors at Time 1 (supervisor and coworker behaviours) and occupational commitment and turnover intention at Time 2 are mediated by autonomous motivation at Time 1. CONCLUSION: In times of global scarcity, the present findings provide insights into how the healthcare work environment acts on nurses' occupational turnover and commitment. IMPLICATIONS FOR NURSING MANAGEMENT: Healthcare organizations are advised to foster supportive work environments and promote autonomous motivation to sustain the nursing workforce.

Workaholism, presenteeism, work-family conflicts and personal and work outcomes: Testing a moderated mediation model.

AIMS AND OBJECTIVES: While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. BACKGROUND: Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. DESIGN: We used a cross-sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross-sectional research were followed in designing and reporting this study. METHODS: A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction and work performance. RESULTS: Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterised by high levels of presenteeism. CONCLUSIONS: These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. RELEVANCE TO CLINICAL PRACTICE: Healthcare organisations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism and WFC.

When workload predicts exposure to bullying behaviours in nurses: The protective role of social support and job recognition.

AIMS: This study examined the moderating role of two resources (social support and recognition) in the longitudinal relationship between workload and bullying behaviours in nurses. DESIGN: A two-wave (12-month) longitudinal study was conducted. METHOD: French-Canadian nurses (n = 279) completed an online survey (October 2014 and October 2015) assessing their perceptions of job characteristics within the work environment (workload, social support, job recognition) as well as exposure to negative behaviours at work. RESULTS: Workload positively predicted exposure to bullying behaviours over time, but only when job recognition and social support were low. Workload was unrelated to bullying when social support was high and was negatively related to bullying when job recognition was high. CONCLUSION: This study aligns with the work environment hypothesis, showing that poorly designed and stressful job environments provide fertile ground for bullying behaviours. IMPACT: Bullying is a growing concern in the nursing profession that not only undermines nurses' well-being but also compromises patient safety and care. It is thus important to identify work-related factors that can contribute to the presence of bullying behaviours in nurses in the hopes of reducing their occurrence and repercussions. This study contributes to this endeavour and identifies two key social coping resources that can help manage the stress associated with workload, resulting in less perceived bullying behaviour among nurses.

A Longitudinal Person-Centered Perspective on Positive and Negative Affect at Work.

This research examines how the direction and intensity of employee's positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators.

The Role of Employee Self-Efficacy in Top-Down Burnout Crossover: A Longitudinal Study.

: Burnout has been a prominent topic in the management research for over 30 years. Yet few studies have explored the conditions that foster burnout from managers to employees (indirect crossover). Based on the principle of behavioral plasticity, we propose that self-efficacy is an adaptive resource that enables employees to counter the potentially crossover effects of burnout (ie, emotional exhaustion and cynicism). This proposal is partially supported by the results of a longitudinal analysis of educators (principals and teachers): a moderating effect of employee self-efficacy was found, but only for emotional exhaustion, which is considered the basic individual stress dimension of burnout. More specifically, managerial emotional exhaustion was associated with lower emotional exhaustion over time in employees who reported higher self-efficacy, with the inverse association for employees with lower self-efficacy. This suggests that managers' emotional exhaustion can indirectly affect the experience of a congruent emotional state in their subordinates. Theoretical and practical implications are discussed.

Fatigue in new registered nurses: A 12-month cross-lagged analysis of its association with work motivation, engagement, sickness absence and turnover intention.

AIM: This longitudinal study examines the motivational factors that explain why and how fatigue acts on new nurses' affective (work engagement), attitudinal (intention to leave the occupation) and behavioural (sickness absence) work outcomes. BACKGROUND: Growing nurse shortage makes it crucial to understand how and why fatigue can cut short the career of nurses. METHODS: This two-wave longitudinal study (baseline, 12-month follow-up) was conducted among 630 French-speaking new registered nurses from Canada. The proposed cross-lagged model was analysed using the EQS statistical software package for structural equation modelling (SEM). RESULTS: Time 1 fatigue was positively related to time 2 controlled motivation (working under internal or external pressure). Taking into account the cross-lagged effects of T1 fatigue on T2 outcomes, T1 controlled motivation was positively associated with T2 sickness absence, whereas T1 autonomous motivation (working because the activity is valued or inherently interesting) was related to all T2 outcomes. CONCLUSION: These findings provide insights into the motivational processes that affect nurses' early career functioning, revealing that distinct forms of motivation explain how fatigue relates to work outcomes. IMPLICATIONS FOR NURSING MANAGEMENT: Organisational efforts to strengthen autonomous over controlled motivation constitute a promising strategy to improve new nurses' well-being and retention in the occupation.

Effects of workaholism on volunteer firefighters' performance: a moderated mediation model including supervisor recognition and emotional exhaustion.

Background and Objectives: Although workaholism has been associated with job performance, the mechanisms that explain this relationship remain unclear. In this study, we investigated the conditional indirect effects of workaholism on performance via emotional exhaustion, across low and high levels of supervisor recognition. Methods: We conducted an empirical cross-sectional study using a sample of 1028 volunteer firefighters who completed a self-report questionnaire assessing workaholism, emotional exhaustion, work performance, and supervisor recognition. Results: Tests of latent interactions were performed using the latent moderated structural equation modeling approach. Consistent with our predictions, results revealed that the negative indirect effects of workaholism on performance, through emotional exhaustion, were stronger when supervisor recognition was low. Conclusions: Theorical contributions and perspectives, as well as implications for practice are discussed.

Effects of motivation and workload on firefighters' perceived health, stress, and performance.

This study investigated the effects of autonomous and controlled motivations, and workload on perceived stress, health, and performance. Workload was also considered as a moderator of the effects of autonomous motivation on perceived health and performance and of controlled motivation on perceived stress. We conducted an empirical study using a sample of 654 firefighters. Consistent with our predictions, results showed positive effects of autonomous motivation and negative effects of workload and controlled motivation on perceived health and performance. They also revealed positive effects of controlled motivation and workload and negative effects of autonomous motivation on perceived stress. Moreover, workload moderated the relations between autonomous motivation and perceived health and performance, so that the positive relations between autonomous motivation and perceived health and performance were lower when workload was high. Finally, workload moderated the relation between controlled motivation and perceived stress so that the positive relation between controlled motivation and perceived stress was stronger when workload was high. Theoretical contributions and perspectives, as well as implications for practice, are discussed.

Investigating the longitudinal effects of surface acting on managers' functioning through psychological needs.

This study is based on the premise that managers are expected to regulate their emotions in the form of surface acting. More specifically, drawing on self-determination theory, we explored the role of psychological needs for autonomy, competence, and relatedness in explaining the influence of surface acting on supervisors' job satisfaction and work engagement over time. Data were collected at 2 time points, over a 3-month period, from a sample of 435 French managers working in the health care industry. Results revealed that surface acting negatively predicted managers' job satisfaction and work engagement over time, through the satisfaction of their psychological needs. However, managers' need thwarting did not explain these positive outcomes. Overall, these findings provide insight into the longitudinal adverse effects of managers' surface acting on their functioning and corroborate the distinct role of psychological need satisfaction and thwarting. Theoretical contributions and perspectives, as well as implications for practice are discussed. (PsycINFO Database Record

Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada.

BACKGROUND: Staff turnover is a major issue for health care systems. In a time of labor shortage, it is critical to understand the motivational factors that underlie turnover intention in newly licensed nurses. PURPOSE: To examine whether different forms of motivation (the reasons for which nurses engage in their work) predict intention to quit the occupation and organization through distinct forms (affective and continuance) and targets (occupation and organization) of commitment. METHODS: Cross-sectional data were collected from a sample of 572 French-Canadian newly registered nurses working in public health care in the province of Quebec, Canada. The hypothesized model was tested by structural equation modeling. FINDINGS: Autonomous motivation (nurses accomplish their work primarily out of a sense of pleasure and satisfaction or because they personally endorse the importance or value of their work) negatively predicts intention to quit the profession and organization through target-specific affective commitment. However, although controlled motivation (nurses accomplish their work mainly because of internal or external pressure) is positively associated with continuance commitment to the occupation and organization, it directly predicts, positively so, intention to quit the occupation and organization. CONCLUSION: These results highlight the complexity of the motivational processes at play in the turnover intention of novice nurses, revealing distinct forms of commitment that explain how motivation quality is related simultaneously to intention to quit the occupation and organization. Health care organizations are advised to promote autonomous over controlled motivation to retain newly recruited nurses and sustain the future of the nursing workforce.

Work environment antecedents of bullying: A review and integrative model applied to registered nurses.

OBJECTIVES AND DESIGN: This review paper provides an overview of the current state of knowledge on work environment antecedents of workplace bullying and proposes an integrative model of bullying applied to registered nurses. DATA SOURCES AND REVIEW METHODS: A literature search was conducted on the databases PsycInfo, ProQuest, and CINAHL. Included in this review were empirical studies pertaining to work-related antecedents of workplace bullying in nurses. RESULTS: A total of 12 articles were maintained in the review. An examination of these articles highlights four main categories of work-related antecedents of workplace bullying: job characteristics, quality of interpersonal relationships, leadership styles, and organizational culture. A conceptual model depicting the interplay between these factors in relation to bullying is also presented. Suggestions regarding other factors to incorporate within the model (e.g., individual factors, outcomes of bullying) are provided to increase our understanding of bullying in registered nurses. CONCLUSIONS: This paper hopes to guide future efforts in order to effectively prevent and/or address this problem and ultimately ensure patient safety and quality of care provided by health care organizations.