Why, Instead of Doing Nothing, do we Work? A Cultural-Psychological Essay on the Foundations of the Purpose of Working.

This essay aims to discuss the meaning and purpose of work by adopting an approach in cultural psychology that emphasizes the centrality of the meaning-making process. The central thesis of the paper is to demonstrate that the meaning and purpose of work is a paradox. On the one hand, work represents a set of actions of the human agent for producing things. That is to say, the purpose of work is located outside of it. On the other hand, work is an activity in itself, carried out as a way of developing human potentialities. In this case, the purpose of the actions performed at work coincides with the result of working (developing human potentialities). The paradox arises because, in current work conditions, the unity of human agency represented by these two dimensions of work is fragmented, meaning that not all forms of work permit the convergence among purposes, actions, and the results of these actions. We analyze how some cultural markers, which are products of the process of meaning-making of the human agent in culture, suggest dealing with this paradox. We explore its limits and propose the need for new cultural markers capable of reaffirming the integrality of the human agent at work.

Examining the Pro-Self and Prosocial Components of a Calling Outlook: A Critical Review.

Work on callings has burgeoned in the past 20 years, yet recent reviews exposed a lack of conceptual clarity and disagreements around its definition, components and measures. One lingering point of contention revolves around the element of prosociality: is a calling orientation primarily motivated by self-interest, prosocially orientated, or a mix of both? This conceptual paper reviews and examines the pro-self and prosocial component of a calling outlook, by examining and comparing the ways in which they feature in different calling subtypes: classic, neoclassic and modern callings. Our analysis suggests that these subtypes vary in where they are located on a pro-self-prosocial continuum: classic callings are located on the prosocial side of the axis, modern callings are located on pro-self side of the axis, and neoclassic callings can be situated in the middle of the continuum, integrating self-orientated and other-orientated motivations. Our analysis further suggests that these calling subtypes draw on divergent value systems: classic callings are propelled by self-transcendent values, modern callings are driven by self-actualization motivations, and neoclassic callings integrate both value systems. We therefore argue that the subjective experiences of pursuing a calling within each subtype pathway differ, although they may culminate in similar outcomes. The paper offers a novel framework for analyzing people's calling that draws on their values.

Subjective Perceptions of 'Meaning of Work' of Generation MZ Employees of South Korean NGOs.

This study used the Q methodology to analyse the perceptions of the meaning of work among Generation MZ employees working for South Korean nongovernmental organisations (NGOs). Forty Q samples about the meaning of work were extracted through a literature review and in-depth interviews, and 24 Generation MZ employees working for NGOs were selected as P samples to carry out Q sorting. The results were analysed using the KenQ program, and the perceptions of the meaning of work among Generation MZ employees working for NGOs were classified into four types. For Type 1, work was perceived as a means of self-realization corresponding to their values and an opportunity for new challenges. Type 2 employees expect people to recognise them as people of value through their work and pursue the satisfaction of contributing to people and society through their employment. Type 3 employees expected work to be a happy and interesting experience that coincided with their values beyond simple money-making. Finally, Type 4 considered work and personal life more separate and prioritised solidarity with colleagues.

Sentidos y significados atribuidos al autoempleo por cuatro profesionistas de la psicología en el contexto mexicano

La flexibilización y precarización estructural del trabajo han llevado, entre otros trabajadores, a un grupo de profesionistas de la psicología a identificar en el autoempleo una forma viable para desempeñarse en la actualidad. Esta experiencia ha representado para ellos una actividad performática que los reta a reinventarse continuamente para adaptarse a los cambios del mercado laboral y que trasforma los sentidos y significados que atribuyen al autoempleo. Con el objetivo de conocer y comprender esos sentidos y significados atribuidos al autoempleo, por medio de un estudio cualitativo de las narrativas y asociaciones de tres psicólogas y un psicólogo autoempleados en México se realizó este estudio. Los resultados develan las experiencias de autoempleo como articulación entre nuevas libertades y dependencias, que significan el trabajo para las y los participantes y desmitifican algunas retóricas del autoempleo. Concluimos que es urgente que las políticas laborales y educativas correspondan a estas realidades actuales del ejercicio libre de las profesiones, no sólo de la psicología.

The flexibilization and structural precariousness of work have led, among other workers, a group of psychology professionals to identify self-employment as a viable way of working in today's world. This experience has represented for them a performative activity, challenging them to reinvent continually themselves in order to adapt to changes in the labor market and transforming the sense and meanings they attribute to self-employment. With the objective to know and understand the sense and meaning attributed to work, the narratives and associations of four self-employed psychologists in Mexico were analyzed through a qualitative study. The results disclose the experiences of self-employment as an articulation between new freedoms and dependencies, which signify work for the participants and demystify some self-employment rhetoric. There is an urgent need for labor and educational policies to adjust to the actual realities of free professionals' practice, not only in the field of psychology.

A flexibilidade e a precariedade estrutural do trabalho levaram, entre outros trabalhadores, um grupo de profissionais da psicologia a identificar no trabalho autônomo uma forma viável de atuar na atualidade. Esta experiência tem representado para eles uma atividade de desempenho que os desafia a reinventar-se continuamente para se adaptar às mudanças do mercado de trabalho e que transforma os sentidos e significados que atribuem ao trabalho por conta própria. Este estudo foi realizado com o objetivo de conhecer e compreender esses sentidos e significados atribuídos ao trabalho autônomo, através de um estudo qualitativo das narrativas e associações de três psicólogos e psicólogos autônomos no México. Os resultados revelam as vivências do trabalho autônomo como articulação entre novas liberdades e dependências, que significam trabalho para os participantes e desmistificam algumas retóricas do trabalho autônomo. Concluímos que é urgente que as políticas laborais e educativas correspondam a estas realidades atuais do livre exercício das profissões, não só da psicologia.

Impact of Meritocratic Beliefs of Newcomers on Creativity: A Career Construction Perspective.

Recent research suggests that meritocratic beliefs impact future-oriented activities. However, relatively little attention has been given to concomitant work outcomes, such as employee creativity. This study examines how the meritocratic beliefs of newcomers relate to employee creativity. We explore a serial mediation model where the meritocratic beliefs of newcomers heighten their meaning of work and learning adaptability, which increases employee creativity. We use questionnaires to survey 212 full-time employees from 10 manufacturing enterprises in China, who had joined their companies for less than a year. The results show that positive serial indirect effects of the meritocratic beliefs of newcomers on employee creativity via increased meaning of work and learning adaptability. Overall, the results provide new insight that may advance theoretical and practical implications on the pathways in which meritocratic beliefs may enhance employee creativity.

Quality of social sharing of emotions alleviates job burnout: The role of meaning of work.

Past research has demonstrated that finding meaning in work is a dynamic process during interactions with colleagues and supervisors and protects against job burnout. At the same time, past studies have shown that the need to achieve meaning motivates people to share their emotions. Building on this, we hypothesized that workers who have more experience of quality social sharing of emotions about their work with relatives, colleagues, and supervisors are less at risk of job burnout. A cross-sectional survey of 611 working-aged adults in Belgium (mean age 39.25 years) supported this primary hypothesis. In addition, the hypothesis that meaning of work mediates the relationships between experience of quality social sharing of emotions and job burnout was also supported. The study provides evidence that social sharing of emotions reduces job burnout by helping to make sense of work situations and reinforcing relationships with others.

Long-term social restrictions and lack of work activities during the COVID-19 pandemic: impact on the daily lives of people with intellectual disabilities.

PURPOSE: Lockdowns due to the Covid-19 pandemic may have had a disproportionate impact on the daily lives of people with intellectual disabilities. Many of them had to deal with limited social contacts for an extended period. This study explores in depth how people with intellectual disabilities in the Netherlands experienced their daily lives, in particular due to lack of access to regular work activities. MATERIALS AND METHODS: Eight participants with intellectual disabilities were interviewed. Interpretative Phenomenological Analysis (IPA) was employed in conducting and analysing interviews. RESULTS AND CONCLUSIONS: Analysis yielded three overarching themes that are conceptually linked. Participants experienced a prolonged lack of social connections that resulted in experiences of social isolation and feelings of loneliness. This led to different kinds of struggles: either internal struggles involving negative thoughts or depressive feelings, or a perceived threat to their autonomous position in society. Meanwhile participants had to sustain their sense of self-worth in the absence of work activities. The findings emphasise the importance of social opportunities through the access to work activities for people with intellectual disabilities. Interventions are suggested to help reverse the increased social inequalities and enhance rehabilitation via work activities for people with intellectual disabilities.IMPLICATIONS FOR REHABLITATIONMore awareness may be raised among authorities, employers and the general public about the significant value people with intellectual disabilities attribute to meaningful social connections, in particular through work activities.Also, more awareness may be raised about the potential adverse effects of the loss of work activities and social connections on the quality of life of people with intellectual disabilities.Providing social support to others may help people with intellectual disabilities to construct social valued roles, either in or outside the work situation.Professionals and employers can support people with intellectual disabilities to find opportunities to provide social support to others.It is important to invest in sustainable and innovative post-pandemic community participation initiatives and particularly in accessible post-pandemic employment support, for example by organising paid in-company training placements.It is essential that professionals support people with intellectual disabilities to enhance their sources of resilience and coping strategies, that may have diminished as a result of the pandemic.

Structural Relationships between Counselors' Sense of Calling, Meaning of Work, Living a Calling, and Psychological Burnout.

This study examined the influence of counselors' sense of calling on psychological burnout, mediated by meaning of work and living a calling, based on the work as a calling theory (WCT) and preceding studies. Furthermore, the sequential mediating effects of meaning of work and living a calling were investigated. Data were collected from 420 Korean counselors working in counseling centers located nationwide and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results revealed that a sense of calling negatively impacted psychological burnout. Second, the sense of calling did not affect psychological burnout through the mediation of meaning of work. Third, the sense of calling negatively impacted psychological burnout through the mediation of living a calling. Fourth, the sense of calling negatively affected psychological burnout through the sequential mediation of meaning of work and living a calling. Based on this study's findings, implications can be provided to enhance counselors' professional calling and reduce psychological burnout, thereby aiding them in resolving their psychological issues during counseling practice and providing higher-quality psychological services to clients. Suggestions for improvements and future research are also discussed.

[Choosing to be a psychiatric nurse]. / Choisir d'être infirmier en psychiatrie.

Being a nurse in psychiatry is not an accident. The particularity of the care and people being cared for and the autonomy of the nurse in his or her role as clinician can guide the choice to practice this profession in this environment. Similarly, the particularities of the technical care provided in psychiatry and the special place of the care teams are also arguments to explain this decision.

Facing the Post-Pandemic Challenges: The Role of Leadership Effectiveness in Shaping the Affective Well-Being of Healthcare Providers Working in a Hybrid Work Mode.

The COVID-19 pandemic has brought new challenges to the medical industry, including hybrid work, in which specialists can perform some of their duties remotely, in addition to physical contact with patients and their teams. Hybrid work provides opportunities, but also generates difficulties (e.g., accurate long-distance diagnosis); therefore, there is a need to ensure the well-being of healthcare workers, especially in the context of leadership strategies. As there is little research on leadership practices in remote and hybrid medical worker management, this study analyses the relationship between certain behavioural strategies and competencies of leaders and the affective well-being of hybrid employees. The research was conducted among a group of employees (N = 135) from seven countries who provide healthcare in a hybrid model. The correlations between the variables showed the statistical significance of all leadership strategies introduced into the model and focused on building involvement (employee empowerment and team orientation), creating a shared vision, defining clear goals and strategies, promoting adaptability (change management, promotion of organisational learning and patient focus), managing consistency through shared values, agreement and effective coordination, as well as competencies such as communicativeness, credibility, self-development and digital readiness. Despite the significance of all the relationships, the linear regression showed that the variability of affective well-being was explained mainly by the adaptability leadership strategy. The results of the study expand the knowledge on the competencies of healthcare leaders, and shed new light on the management of medical employees performing remote and hybrid work. Because such research into well-being has not been published to date, the analysis begins an important discussion on redefining leadership in the healthcare sector, taking into account the digital transformation.

Unlock the innovation potential of meaning of work: An empirical study of scientific and technological workers in China.

Creativity and innovation have significantly increased in the past years. Amabile and Pratt were the leading proponents of creativity who integrated a dynamic componential model of creativity and innovation in organizations. The present study discusses the concept of innovative behavior within the scientific and technological environment based on the dynamic componential model of creativity and innovation and the Triadic Reciprocal Determinism Theory. The study investigates the mediating effect of achievement motivation and the moderating effect of the organizational innovative climate between the meaning of work and innovative behavior. Meaning of work has a positive impact on innovative behavior based on the structural equation modeling and the results of data collected from the survey of 4,666 scientific and technological workers in China. In addition, achievement motivation plays a partial intermediary role between the meaning of work and innovative behavior. However, innovation within organizational climate plays a negative regulatory role between achievement motivation and innovative behavior. The study finds some existing weaknesses through the Importance-Performance Map Analysis. Lastly, we examine the critical findings and present hypothetical suggestions.

Condições de Trabalho e Significados da Experiência Laboral: O Caso dos Trabalhadores da Justiça / Working Conditions and Meanings of Working Experience: The Case of the Justice Workers / Condiciones de Trabajo y Significados de la Experiencia Laboral: El Caso de los Trabajadores de la Justicia

O funcionamento ideal das organizações requer que os trabalhadores estejam satisfeitos com suas condições de trabalho e atribuam significados positivos à sua atividade de trabalho. As reformas do sistema judiciário brasileiro criaram oportunidades para melhorar os serviços e o atendimento ao cliente. O objetivo desta investigação foi o de analisar a relação que os trabalhadores da justiça estabelecem entre a avaliação de suas condições de trabalho e a subjetivação de sua própria experiência profissional, entendida como o conjunto de significados que dão a este trabalho. Método. Uma amostra de 1.537 trabalhadores do setor respondeu ao Questionário sobre Condições de Trabalho (qCT) e a uma pergunta sobre o significado da própria experiência laboral. A análise de correspondência permitiu representar em tabelas de contingência as relações entre as categorias de avaliação quantitativa das condições de trabalho e os significados qualitativos atribuídos à experiência de trabalho. Resultados. Aqueles que pontuaram negativamente em condições de trabalho avaliaram sua experiência de trabalho em termos de desconforto, fadiga, injustiça e pouco comprometimento. Aqueles que os avaliaram positivamente avaliaram sua experiência em termos de oportunidades, relacionamentos e compromisso. Conclusões. O estudo fornece fundamentos empíricos e critérios teóricos para um redesenho das condições de trabalho do sistema de justiça que minimizem os riscos psicossociais para os servidores públicos.

The optimal functioning of organizations requires that workers be satisfied with their work-ing conditions and assign positive meanings to their work activity. The reforms of the Brazilian judicial system created opportunities to improve services and customer service. The objective of this investigation was to analyze the relationship that justice workers establish between the evaluation of their working conditions and the subjectivation of their own professional experience, understood as the set of meanings they give to this work. Method. A sample of 1,537 workers in the sector answered the Questionnaire on Working Conditions (QWC) and a question about the meaning of their own work experience. A correspon-dence analysis made it possible to represent the relationships between the categories of a quantitative assessment of working conditions and the qualitative meanings attributed to work experience in contin-gency tables. Results. Those who scored negatively on working conditions evaluated their work experience in terms of discomfort, fatigue, injustice, and little commitment. Those who rated them positively judged their experience in terms of opportunities, relationships, and commitment. Conclusions. The study pro-vides empirical foundations and theoretical criteria for a redesign of the working conditions of the justice system that minimizes psychosocial risks for civil servants

Predictive Factors of the Burnout Syndrome Occurrence in the Healthcare Workers During the COVID-19 Pandemic.

The coronavirus disease 2019 (COVID-19) pandemic is probably the most critical epidemiological situation that human civilization has faced in the last few decades. In this context, of all the professional categories involved in the management of patients with COVID-19 are the most likely to develop burnout syndrome. The main objective of this study is to analyze specific predictive factors of the occurrence and development of the burnout syndrome in the healthcare workers involved in the diagnosis and treatment of patients with COVID-19. The study focused on determining factors of the occurrence, development and maintaining the specific burnout syndrome related to the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic infection. The study was conducted on a sample of 959 participants, medical personnel from all the public medical entities in Romania(including 5 hospitals): 122 male and 755 female (82 participants did not declare their gender), with a mean age of 42.29 years (SD = 9.97). The sample included 219 doctors, 477 nurses, 214 auxiliary medical personnel and 49 other types of hospital workers. A cross-sectional design was used. Three predictors of the burnout syndrome were identified: Work conditions, Fear of the consequences (including death) determined by the COVID-19 and Need for emotional support. Meaning of work had a moderating role. Several moderated mediation models were tested. The indirect relationship of Work conditions with burnout via Fear of infection was statistically significant; in addition, the indirect effect of Work conditions on burnout through both fear of infection and need for support was statistically significant. The moderation analysis showed that Meaning of work buffer the relationship between Work conditions and Fear of infection. The variance explained by the model including the moderator (30%) was higher than the variance explained by Model 1 (27%), showing that adding the moderating effect of Meaning of work to the relationship of Work conditions with burnout was relevant. The results could be used to design specific interventions to reduce the occurrence of the burnout syndrome in healthcare workers, the implementation of a strategy to motivate employees by highlighting and recognizing the high significance of the work of those in the frontline of the fight against COVID-19.

The Second Side of the Coin-Resilience, Meaningfulness and Joyful Moments in Home Health Care Workers during the COVID-19 Pandemic.

Nursing literature predominantly focuses on job demands but is scarce for resources related to nurses' work. In the face of the COVID-19 pandemic, resources that can buffer the health-impairing effects of increased demands gain importance. The aim of this study is to explore resilience, meaning of work and joyful moments in home health care workers in South Germany during the pandemic. Resilience and meaning of work were measured quantitatively; moments of joy were investigated qualitatively by audio diaries and analyzed with qualitative content analysis. In all, 115 home health care workers (mean age = 47.83 ± 11.72; 81.75% female) filled in the questionnaires and 237 diary entries were made by 23 persons (mean age = 46.70 ± 10.40; 91.30% female). The mean scores of resilience (5.52 ± 1.04; 1-7) and meaning of work (4.10 ± 0.92; 1-5) showed high levels, with significantly higher values in females. Home care workers experienced joyful moments 334 times in 60 different types in the categories of social relationships, work content, work organization, work environment and self-care. A deeper understanding of resilience, meaning of work and joyful moments provides a basis for the development of worksite health promotion programs that address both demands and resources in home health care workers.

The mixed blessing of cyberloafing on innovation performance during the COVID-19 pandemic.

The COVID-19 pandemic has produced major changes in work routines. With many people now working from home, cyberloafing is increasingly widespread. The COVID-19 pandemic is also an economic downturn that is disruptive and challenging for organizations. Innovation is a vital strategy for organizations to survive and recover from the pandemic crisis. Recent research suggests that cyberloafing can produce complex workplace outcomes. Therefore, we seek to explore how and why cyberloafing affects employee innovation performance. Based on the conservation of resources theory, our study explores the potential positive and negative effects of cyberloafing on employee innovation performance by identifying job anxiety, state gratitude and perceived meaning of work as critical mediating mechanisms in the COVID-19 pandemic. Results from an online survey (N = 544) during the COVID-19 pandemic showed that COVID-19 based informational cyberloafing was positively related to employees' innovation performance by enhancing their perceived meaning of work. It simultaneously weakened and strengthened employees' perceived meaning of work through increased job anxiety and state gratitude, and ultimately had mixed effects on innovation performance. Our findings provide both theoretical and practical insights on personal internet use as well as innovation activation in crises.

The Concepts of Work and Decent Work in Relationship With Self-Efficacy and Career Adaptability: Research With Quantitative and Qualitative Methods in Adolescence.

The way people make career choices is often influenced by their idea of work. Alongside this concept, there is the idea of decent work, which takes the form of the opportunity, for men and women, to have productive, equal, safe, and rights-based work. We have conducted a study on these two concepts with a group of Italian adolescents, using both quantitative and qualitative methods. We found that most of the participants consider work as a means to obtain economic benefits and satisfy certain values, and decent work as characterized by the respect for rights and duties and economic benefits; a part of the participants fails in giving a definition of decent work or gives a negative definition of it. We deepened the study through quantitative analyses that revealed that those who have a more complex view of work and decent work also have higher levels of self-efficacy and career adaptability. These findings are discussed in the light of previous research and from a perspective that intends to give a contribution to career counseling practices.

What factors contribute to the meaning of work? A validation of Morin's Meaning of Work Questionnaire.

BACKGROUND: Considering the recent and current evolution of work and the work context, the meaning of work is becoming an increasingly relevant topic in research in the social sciences and humanities, particularly in psychology. In order to understand and measure what contributes to the meaning of work, Morin constructed a 30-item questionnaire that has become predominant and has repeatedly been used in research in occupational psychology and by practitioners in the field. Nevertheless, it has been validated only in part. METHOD: Meaning of work questionnaire was conducted in French with 366 people (51.3% of women; age: (M = 39.11, SD = 11.25); 99.2% of whom were employed with the remainder retired). Three sets of statistical analyses were run on the data. Exploratory and confirmatory factor analysis were conducted on independent samples. RESULTS: The questionnaire described a five-factor structure. These dimensions (Success and Recognition at work and of work, α = .90; Usefulness, α = .88; Respect for work, α = .88; Value from and through work, α = .83; Remuneration, α = .85) are all attached to a general second-order latent meaning of work factor (α = .96). CONCLUSIONS: Validation of the scale, and implications for health in the workplace and career counseling practices, are discussed.

Social purpose in an organization from the perspective of an employee: a self-determination outlook on the meaning of work.

OBJECTIVE: Advancing social purpose in organizations is usually studied from the macro perspective, i.e., how it benefits organizational business goals or society more broadly. In this paper, we focus on social purpose from the perspective of the employee and propose that advancing social purpose in an organization allows individuals to fulfil an important human need for the meaning of work (MW). This study's objective was to assess whether a volunteering Corporate Social Responsibility (CSR) program in a manufacturing company allows employees to fulfil their basic psychological needs for relatedness, competence, and autonomy. The data was collected through in-depth interviews with 15 employees and an analysis of artifacts. RESULTS: In the analysis, three main themes describing different aspects of voluntary work at the company were identified. We found that across all groups of interviewed employees the voluntary activities served the needs of (1) relatedness, (2) competence, and (3) autonomy. We conclude that CSR programs have the most positive impact on MW when they allow employees to engage in prosocial actions and satisfy those needs.

The association between supervisor support and ethical dilemmas on Nurses' intention to leave: The mediating role of the meaning of work.

AIM: To examine the association between supervisor support and ethical dilemmas on nurses' intention to leave health care organisations, both directly and through the mediating role of the meaning of work. BACKGROUND: The shortage of nurses makes it vital that organisations retain nurses and so reduce the costs associated with replacing experienced nurses. METHODS: This cross-sectional study samples 2,946 registered nurses from a selected health region in Norway. Structural equation modelling was used to test a hypothesized model. RESULTS: Social support from the supervisor and ethical dilemmas is associated with nurses' intention to leave, both directly and indirectly through the mediating role of the meaning of work. CONCLUSION: Health care organisations should enhance social support from supervisors and the meaning of work, and reduce the level of ethical dilemmas in hospitals. IMPLICATIONS FOR NURSING MANAGEMENT: Health care organisations should continuously develop and offer training in nurse manager skills, such as being empathic, understanding employees' needs and how to communicate and handle ethical dilemmas. Managers should value staff contributions, encourage staff involvement in ethical questions and highlight the impact of nurses' work on improving the welfare of others.

What factors contribute to the meaning of work? A validation of Morin's Meaning of Work Questionnaire

Abstract Background:Considering the recent and current evolution of work and the work context, the meaning of work is becoming an increasingly relevant topic in research in the social sciences and humanities, particularly in psychology. In order to understand and measure what contributes to the meaning of work, Morin constructed a 30-item questionnaire that has become predominant and has repeatedly been used in research in occupational psychology and by practitioners in the field. Nevertheless, it has been validated only in part. Method: Meaning of work questionnaire was conducted in French with 366 people (51.3% of women; age: (M = 39.11, SD = 11.25); 99.2% of whom were employed with the remainder retired). Three sets of statistical analyses were run on the data. Exploratory and confirmatory factor analysis were conducted on independent samples. Results: The questionnaire described a five-factor structure. These dimensions (Success and Recognition at work and of work, α = .90; Usefulness, α = .88; Respect for work, α = .88; Value from and through work, α = .83; Remuneration, α = .85) are all attached to a general second-order latent meaning of work factor (α = .96). Conclusions: Validation of the scale, and implications for health in the workplace and career counseling practices, are discussed.