Antecedents of Workaholism and Work Engagement: A Motivational Perspective in Research on Heavy Work Involvement.

In this perspective article, we propose encompassing the motivational perspective to enrich future studies on two forms of heavy work involvement (HWI): workaholism and work engagement. Based on the holistic definition of motivation, we build a theoretical instrumentation that includes four motivational categories that are presented and characterized by relevant key terms: I. Activation and energy of action; II. Action orientation and action realization; III. Competencies and cognitive processes; IV. Work environment and the context of action. We use these categories in an analysis of the latest contemporary research which has investigated the motivational determinants of both workaholism and work engagement. Our analysis shows that studies in this perspective are in the initial stages; we propose examples of theories and models as well as important precise questions embedded in each I-IV motivation category that can stimulate future research directions. The concluding comments include three main recommendations for future research on HWI.

Effects of Work-Life Balance, Work Experience, Employees Involvement in Sports, and Employees Attitude towards Sports on Employees Job Performance: Mediating Role of Work Involvement / Efectos del equilibrio entre la vida personal y laboral, la experiencia laboral, la participación de los empleados en los deportes y la actitud de los empleados hacia los deportes en el desempeño laboral de los empleados: papel mediador de la participación laboral

On a global scale, various industries encounter the challenge of providing goods and services of superior quality, thereby requiring a proficient workforce that demonstrates exceptional Job performance. The equilibrium between professional and personal commitments, employment background, and engagement in athletic activities are all significant factors that influence the efficiency of employees. Hence, the objective of this research is to examine the relationship between work-life balance, sports participation, work experience, work engagement, and the Job performance and productivity of employees in Saudi Arabia. In this quantitative study, the researcher employed a non-probability purposive sampling method to select participants. The data was collected through an online platform. Subsequently, the researcher employed the statistical software SPSS to analyse the data gathered from the participants. Research findings indicate that there is a correlation between employees' improved work-life balance, increased work experience, and active participation in sports activities, leading to a positive influence on their work engagement and ultimately enhancing their Job performance. Nevertheless, it is important to consider that participants in the study may have exhibited response biases such as acquiescence bias, which refers to the tendency to agree with statements, and leniency bias, which refers to the inclination to evaluate everything in a positive or negative manner. These biases have the potential to impact the accuracy of the data collected.(AU)

Work involvement and work satisfaction of psychotherapists-A nationwide online survey among psychotherapeutic practitioners in Germany.

OBJECTIVE: The aim of this study was to explore psychotherapist characteristics associated with work involvement and work satisfaction among psychotherapists in Germany. METHOD: In total N = 1358 psychotherapeutic practitioners with different levels of training participated in our nationwide online survey, we assessed work involvement and its sub-concepts of healing involvement (HI), stressful involvement (SI) and work satisfaction (WS) using the Therapist Work Involvement Scale (TWIS) and combined HI and SI into practice patterns. RESULTS: In our study, the levels of HI and WS were high, whereas SI was low. The percentage of effective practice patterns was higher than in previous studies, whereas challenging practice patterns were lower. HI, SI and WS were associated with gender and age, indicating that male and younger participants showed more SI but less HI and WS. Psychodynamic therapists reported more SI and WS. The number of weekly therapy sessions was related to HI, SI and WS. Furthermore, HI was positively related to WS and negatively to SI, while SI and WS were negatively correlated. CONCLUSION: Our results indicated that therapist characteristics influenced their work involvement and work satisfaction. Therefore, therapist training and interventions should consider individualized approaches based on the relevant therapist characteristics to foster HI and WS while reducing SI. One could speculate whether the changes in psychotherapeutic training may have already contributed to improved practice patterns over the last decades.

Changing to remote psychological therapy during COVID-19: Psychological therapists' experience of the working alliance, therapeutic boundaries and work involvement.

RESEARCH AIMS: This study aimed to investigate psychological therapists' perceived ability to form a working alliance and maintain therapeutic boundaries, and their work involvement patterns whilst working remotely via telephone or videoconferencing. Furthermore, the study aimed to explore therapists' experience of therapeutic boundaries when working remotely and how they managed these. METHOD: A mixed-method sequential explanatory design was adopted. Descriptive and inferential statistics were used to analyse quantitative data, with thematic analysis used to analyse qualitative data. RESULTS: In total, 161 psychological therapists completed an online survey, and 12 participants were selected using maximum variation sampling to engage in a semi-structured interview. Although results between therapists varied, some perceived abilities regarding the working alliance and therapeutic boundaries differed when working remotely compared to face-to-face therapy. Therapists' work involvement patterns also differed compared to existing data for face-to-face therapy, indicated by increased rates of stressful involvement. Considering therapists' experience of therapeutic boundaries, four overarching themes were identified: 'different boundaries in remote therapy', 'work home boundary', 'changes in the therapeutic safe space' and 'impact of boundaries when working remotely'. CONCLUSIONS: Aspects of the working alliance and therapeutic boundaries are experienced differently by therapists working remotely, which relates to how they experience their work. The findings have clinical implications for increasing therapists' awareness of potential changes in their perceived abilities regarding the working alliance and therapeutic boundaries when working remotely, therefore, enabling them to address these changes where required. Future research possibilities are considered.

Understanding sport coaches' turnover intention and well-being: an environmental psychology approach.

OBJECTIVE: The purpose of this study was to examine the role of environmental and personal factors in sport coaches' well-being and behavioral intention. To be precise, this study measured how workplace social support, work involvement, and work satisfaction are associated with sport coaches' well-being and turnover intention, adopting the framework of the environmental psychological model. DESIGN: A total of 519 responses were collected from sport coaches in Singapore. In this study, confirmatory factor analysis and structural equation modeling analysis were conducted using EQS 6.3 software. RESULTS: Results of structural equation modeling supported all hypothesized relationships, except the paths from work involvement to turnover intention and well-being. Additionally, this study found the indirect effects of workplace social support and work involvement on turnover intention and well-being. CONCLUSION: This study provided an understanding of external and internal antecedents of sport coaches' future behavior and well-being, ultimately benefiting sport organizations.

Envolvimentos no trabalho e na família: estudo de caso com mães trabalhadoras na função pública / Work and family involvements: case study with working mothers in the civil service

Neste estudo, abordamos os desafios da conciliação trabalho-família em três mulheres com diferentes jornadas de trabalho (parcial, integral e extensa) na função pública. Para isso, utilizou-se um guia para a avaliação das mudanças, dificuldades, estratégias e ajustes realizados desde o nascimento das crianças. Foram conduzidas entrevistas semiestruturadas, utilizando-se análise de conteúdo para interpretação dos dados. As participantes eram casadas, na faixa etária dos 30 anos, com filhos em idade pré-escolar e residiam no interior paulista. As jornadas variavam entre 25 a 55 horas por semana. A partir da análise das entrevistas, foram construídas seis categorias: qualidade de vida, casamento e filhos, trabalho, ajustes e estratégias, suportes sociais e jornada de trabalho. A gestão do tempo na conciliação trabalho-família pode ser estressante e cansativa, especialmente para aquelas que são recém-mães. No entanto, novas adaptações e os apoios familiar e organizacional contribuem para que o desempenho dos papéis profissionais e familiares seja satisfatório.

In this study, we address the challenges of work-family reconciliation in three women with different working hours (partial, full and extensive) in the civil service. For this, we used a guide for the assessment of changes, difficulties, strategies and adjustments made since the birth of children. Semi-structured interviews were conducted using content analysis for data interpretation. The participants were married, aged 30 years, with preschool children and resided in São Paulo. Journeys ranged from 25 to 55 hours per week. From the analysis of the interviews, six categories were built: quality of life, marriage and children, work, adjustments and strategies, social support and working hours. Time management in work-family reconciliation can be stressful and tiring, especially for new mothers. However, new adaptations and family and organizational support contribute to the satisfactory performance of professional and family roles.

The Antecedents and Consequences of Psychological Safety in Airline Firms: Focusing on High-Quality Interpersonal Relationships.

A comprehensive review of the literature on service creativity revealed the necessity to expand the line of creativity-based research in the service-driven industry. It also called for the creation of a survey instrument that entails high-quality interpersonal relationships, psychological safety, and learning from failures, by including two creativity-related constructs, namely, creative self-efficacy and employees' creative work involvement to the model. The current study aimed; (a) to assess the validity and reliability of measurement models; and (b) to empirically examine the integrated proposed model consisting of salient constructs. A convenience sample of 341 airline employees responded to a self-report questionnaire that was developed using the steps of researchers' in a comprehensive literature review and refined based on the feedback provided by a panel of five professionals who had worked in airline firms. The resultant data were subjected to exploratory factor analysis (EFA), confirmatory factor analysis (CFA), second-order CFA, and structural equation modeling (SEM) using version 23.0 of AMOS. The results showed that high-quality interpersonal relationships positively influenced psychological safety, which in turn, positively influenced learning from failures and creative self-efficacy. Further, learnings from failures positively influenced creative self-efficacy but not employees' creative work involvement. Finally, both psychological safety and creative self-efficacy positively influenced employees' creative work involvement. These findings have significant implications for human resource management practices that aim to promote the creative involvement of airline employees.

How do personal and professional characteristics influence the development of psychotherapists in training: Results from a longitudinal study.

This study examined the professional development of psychotherapy trainees over three years of training. The first objective was to investigate the long-term change of work involvement (Healing and Stressful Involvement) during psychotherapy training. The second objective was to investigate possible predictors of professional development from the areas of training context as well as professional and personal attributes of trainees. A total of 184 psychotherapy trainees with psychodynamic, psychoanalytic and cognitive behavioral orientation participated in the study. The development of work involvement was assessed over three years of training using the Work Involvement Scales. The set of possible predictors for work involvement included training context variables (training orientation, supervision), professional attributes of trainees (theoretical breadth, work satisfaction), and personal attributes of trainees (introject affiliation, attachment strategies, personality traits). Hierarchical Linear Modeling was conducted to investigate the change over time and the individual predictors of work involvement. Over three years of training Healing Involvement improved whereas Stressful Involvement did not change over time. Healing Involvement was mostly predicted by training context variables and professional attributes (therapeutic orientation, job satisfaction) as well as extraversion. Stressful Involvement was only predicted by personal attributes of trainees (age, neuroticism, conscientiousness, introject affiliation). The results imply two distinct sets of predictors for Healing and Stressful Involvement that will be discussed with regard to their implications for psychotherapy training and trainee selection.

Relationship between transformational leadership and creative work involvement among clinical medical workers / 中华医院管理杂志

Objective To examine the impact of transformational hospital leadership on clinical medical workers'creative work involvement.Methods From February to July 2016,826 clinical medical workers,including 359 doctors and 467 nurses, were randomly selected to complete a transformational leadership scale, a basic needs satisfaction scale and a creative work involvement scale.The data were analyzed using correlation analysis and structural equation model.Results Transformational leadership positively affected autonomy need satisfaction(β=0.40,P<0.001),competence need satisfaction(β=0.33, P<0.001),relatedness need satisfaction(β=0.81,P<0.001)and creative work involvement(β=0.64, P<0.001)respectively.All three needs satisfaction partially mediated the relationship between transformational leadership and creative work involvement.Conclusions Hospital personnel department should launch leaderships training programs to promote transformational leadership,which in turn will meet high level of psychological needs of medical workers,thus encouraging their creative work involvement.

Personal Accomplishment, Mentoring, and Creative Self-Efficacy as Predictors of Creative Work Involvement: The Moderating Role of Positive and Negative Affect.

This research explores the relationships among personal accomplish- ment, mentoring, affect, creative self-efficacy, and creative involvement. With a sample of working adults (N = 242), structural equation modeling results revealed that the data fit the theoretical model well in that creative self-efficacy fully mediated the relationships between personal accomplishment and creative work involvement and between mentoring and creative work involvement. Hierarchical regression analyses demonstrated that positive affect moderated the relationship between personal accomplishment and creative self-efficacy but negative affect did not, signifying that positive affect may be a necessary situational factor to optimize the personal accomplishment-creative self-efficacy link. In contrast, negative but not positive affect moderated the link between mentoring experiences and creative self-efficacy, suggesting that mentoring experiences associated with negative affect situationally may have been likely to have a significant consequence in weakening creative self-efficacy. The findings expand upon self-efficacy and mentoring theories by highlighting the importance of employing theoretically relevant moderating and mediating variables in research investigating the etiology of possible variables associated with vital workplace outcomes.

Does interpersonal behavior of psychotherapy trainees differ in private and professional relationships?

AIM: The present study aimed to evaluate the effect of trainees' interpersonal behavior on work involvement (WI) and compared their social behavior within professional and private relationships as well as between different psychotherapeutic orientations. METHODS: The interpersonal scales of the Intrex short-form questionnaire and the Work Involvement Scale (WIS) were used to evaluate two samples of German psychotherapy trainees in psychoanalytic, psychodynamic, and cognitive behavioral therapy training. Trainees from Sample 1 (N = 184) were asked to describe their interpersonal behavior in relation to their patients when filling out the Intrex, whereas trainees from Sample 2 (N = 135) were asked to describe the private relationship with a significant other. RESULTS: Interpersonal affiliation in professional relationships significantly predicted the level of healing involvement, while stress involvement was predicted by interpersonal affiliation and interdependence in trainees' relationships with their patients. Social behavior within professional relationships provided higher correlations with WI than private interpersonal behavior. Significant differences were found between private and professional relation settings in trainees' interpersonal behavior with higher levels of affiliation and interdependence with significant others. Differences between therapeutic orientation and social behavior could only be found when comparing trainees' level of interdependence with the particular relationship setting. CONCLUSION: Trainees' interpersonal level of affiliation in professional relationships is a predictor for a successful psychotherapeutic development. Vice versa, controlling behavior in professional settings can be understood as a risk factor against psychotherapeutic growth. Both results strengthen an evidence-based approach for competence development during psychotherapy training.