Relationships between perceived stress at work, occupational burnout and ego-resiliency in a group of public administration employees: testing the assumption about the moderating role of ego-resiliency (replication study in Poland).

Objectives. The job demands-resources (JD-R) theory assumes that job demands can be balanced by resources, which ultimately leads to the development of engagement and prevent burnout. Research shows that human resources weaken the relationship between job demands/stress and employee health. However, some reports do not confirm this. The overriding goal of the research was to empirically verify the theory of the buffering role of personal resources in the JD-R model with a sample of public administration employees in Poland. Methods. The participants were 144 administrative employees. The study was carried out in a correlation scheme. Correlations between the variables of perceived stress at work, burnout and ego-resiliency were established. It was also checked whether ego-resiliency moderates the relationship between perceived stress at work and burnout. Results. As expected, burnout significantly correlated with perceived stress at work (positively) and ego-resiliency (negatively). However, there was no statistically significant relationship between ego-resiliency and perceived stress at work. Ego-resiliency did not moderate the relationship between stress and burnout. Conclusion. More research is required to test the role of different personal resources in the relationships between job demands and burnout, as well as between organizational resources and work engagement.

[Polish adaptation of the Short Version of the Occupational Self-Efficacy Scale (SVOSES)]. / Polska adaptacja Krótkiej skali samoskutecznosci w pracy (SVOSES).

BACKGROUND: This article presents the verification of the factor structure and validation of the Polish version of the Short Version of the Occupational Self-Efficacy Scale (SVOSES), developed by Rigotti et al. MATERIAL AND METHODS: The study was questionnaire-based and took place in a "paper-and-pencil" format. They were conducted on 2 independent samples of 1261 and 205 employees, respectively. The factor structure of the tool was checked by means of confirmatory factor analysis (CFA). Its reliability was calculated using 2 methods - Cronbach's α measure (internal consistency) and test-retest method (temporal stability). The theoretical validity of the scale was estimated using correlation analysis in which the criterion variables were: meaning of work, job satisfaction, general self-efficacy, psychological stress symptoms, somatic stress symptoms, and burnout. RESULTS: The univariate structure of the scale was confirmed, consistent with the original version, as well as the theoretical validity and reliability. CONCLUSIONS: The Polish version of the SVOSES can be used as a diagnostic instrument for research in the field of mental health at work, as well as in practical activities, e.g., career counseling, recruitment, selection or screening. Med Pr. 2022;73(4):325-36.

Full evaluation of the psychometric properties of COPSOQ II. One-year longitudinal study on Polish human service staff.

PURPOSE: The aim of the study was the full evaluation of the psychometric properties of the COPSOQ II in one-year longitudinal study on human service staff in Poland. Data were collected from 599 employees representing three occupational groups related to human service work. METHODS: CFA was conducted in the structure proposed by the author of the original tool, based on one model, which included 119 observable variables forming 33 latent variables (single item subscales were excluded from analysis). To our knowledge, this was the first complete validation of the entire model using CFA. Reliability analysis was performed using two methods: internal consistency analysis and test-retest analysis. Predictive validity was assessed by correlating COPSOQ II variables with ten criterion variables related to job demands, job resources, work-family conflicts, mental health and well-being. RESULTS: According to the results, CFA supported the original structure of the COPSOQ II. Most of the 33 subscales were characterized by good or very good psychometric parameters. The obtained results confirmed also the fairly high reliability, as well as high convergence validity of all subscales of COPSOQ II. CONCLUSION: The final conclusion is that COPSOQ II is characterised by satisfactory psychometric properties and could be successfully used to fulfil the demand for reliable and comprehensive assessment methods also in Polish job market settings.

How Is Work Ability Shaped in Groups of Shift and Non-Shift Workers? A Comprehensive Approach to Job Resources and Mediation Role of Emotions at Work.

There is much less research on the relationship between shift work and positive states experienced in the workplace, e.g., emotions and work ability. Using the job demands-resources model, conservation of resources theory and the broaden-and-build theory as theoretical frameworks, the direct and indirect (mediated via positive and negative emotions) relations between the complex of job resources and work ability were tested in the group of shift and non-shift workers. Three types of resources related to task, leadership and interpersonal relations were taken into account. Data were collected among 1510 workers. Structural equation modelling (SEM) showed that only leadership was directly related to high work ability in both occupational groups. Indirect effects of positive and negative emotions were strongly supported. Both of them mediate the effects of the three analysed job resources on work ability, but individual job resources impacted were different. Leadership resources led to "good" work ability by the intensification of positive and reduction of negative emotions. Interpersonal resources decrease negative emotions. Task resources, conversely, intensified positive emotions, which in turn increased work ability. These research results shed more light on the ways of shaping work ability among shift and non-shift workers.