Mediating effect of work-family conflict and work-family enrichment in the relationship between job demands and subjective well-being among nurses / 中国职业医学

Objective: To investigate the mechanisms of work-family conflict (WFC) and work-family enrichment (WFE) between job demands and subjective well-being (SWB) among nurses. Methods: A total of 1 420 nurses were selected as the study subjects from five tertiary public hospitals in Shandong Province using two-stage sampling method. Job Demands-Resources Scale, Work-Family Relationship Scale and General Well-Being Scale were used for investigating the job demands, job resources, WFC, WFE, and SWB. Results: The average score of SWB in nurses was (75.5±15.1). Job demands had a negative effect on SWB in nurses (standardized regression coefficient=-0.17, P<0.01). WFC and WFE played parallel mediating roles in the relationship between job demands and SWB, with the mediating effect values of -0.29 and -0.07, respectively (both P<0.01). The interaction of job resources and job demands positively affected WFC (standardized regression coefficient<0.01, P<0.01). Conclusion: Job demands affect SWB through the mediating roles of WFC and WFE, and the impact of job demands on WFC is moderated by job resources. The effect of job demands on WFC is relatively strong in nurses with high levels of job resources, but the difference in the effect of high and low levels of job resources is small.

Flow e engajamento no trabalho: associações com recursos individuais e contexto laboral / Flow and engagement at work: associations with personal resources and work environment / Flow y compromiso con el trabajo: asociaciones con los recursos individuales y el contexto laboral

As vivências de flow e engajamento se relacionam com atributos pessoais e laborais, gerando resultados superiores nos negócios, no desempenho dos trabalhadores e na satisfação de vida. Este estudo visou investigar flow e engajamento no trabalho e suas correlações com características pessoais e laborais. A amostra foi formada por 317 participantes (66,9% do sexo feminino) com idade média de 39,72 anos (DP = 10,8), que responderam um questionário sociodemográfico e escalas que permitiram medir as variáveis alvo. Para análise de dados, foi realizada análise de rede. Os dados evidenciaram que alguns recursos individuais e do trabalho estão fortemente correlacionados com flow e engajamento laborais. Os resultados apontam para a importância de se promover um ambiente de trabalho que estimule o alinhamento de habilidades e a comunicação, além da diminuição de afetos negativos, para se potencializar as vivências de flow e engajamento nesse contexto. (AU)

The experience of flow and engagement has been related to personal and work attributes, generating superior results related to business success, employee performance and life satisfaction. This study aimed to investigate flow and engagement at work and their associations with personal and work characteristics. The sample consisted of 317 participants (66.9% female) with a mean age of 39.72 years (SD = 10.8), who responded to a socio-demographic questionnaire and scales that allowed the target variables to be measured. A network analysis was performed to interpret the data. The data showed that some individual and work resources are strongly correlated with work flow and engagement. The results indicate the importance of promoting a work environment that stimulates skills alignment, communication and the reduction of negative affect to enhance the flow and engagement experiences in this context. (AU)

Las vivencias de flow y compromiso están relacionadas con los atributos personales y laborales, generando resultados superiores en los negocios, en el rendimiento de los trabajadores y en la satisfacción con la vida. Este estudio tuvo como objetivo investigar el flow y el rendimiento en el trabajo y sus vínculos con las características personales y laborales. La muestra se compuso por 317 participantes (66.9% mujeres) con una edad media de 39.72 años (DS = 10.8), que respondieron a un cuestionario sociodemográfico y a escalas que permitieron medir las variables objetivas. Para el análisis de datos, se realizó un análisis de red. Los datos mostraron que algunos recursos individuales y laborales están fuertemente correlacionados con el flow y el compromiso de trabajo. Los resultados señalan la importancia de promover un ambiente de trabajo que estimule la alineación de las habilidades y la comunicación; además de la reducción de afectos negativos, para potenciar el flow y las de compromiso en este contexto. (AU)

Association between job-related stress and experience of presenteeism among Korean workers stratified on the presence of depression

BACKGROUND: Presenteeism refers to the phenomenon of working while sick. Its development can be attributed to not only somatic symptoms but also underlying social agreements and workplace atmosphere. In this study, we analyzed presenteeism among workers from various industries, focusing on job-related stress with stratification on the presence of depression. METHODS: We conducted the study with data from questionnaires filled in by different enterprises enrolled in the Federation of Korean Trade Unions. Workers' depressive symptoms were investigated using the Patient Health Questionnaire-2, while questions on job-related stress and presenteeism were derived from the short form of the Korean Occupational Stress Scale and the official Korean version of the Work-Productivity and Activity Impairment Questionnaire-General Health, respectively. Multilevel logistic analysis was conducted to determine the statistical differences derived from the differences between companies. RESULTS: In total, 930 participants (753 men and 177 women) from 59 enterprises participated in the research. We conducted multilevel logistic regression to determine the association between the variables and presenteeism, with stratification by the presence of depression. Higher job demands and higher interpersonal conflict showed significantly elevated odds ratios (ORs) in univariate models and in the multivariate multilevel model. In the final model of total population, fully adjusted by general and work-related characteristics, higher job demands (OR: 3.29, 95% confidence interval [CI]: 2.08–5.21) and interpersonal conflict (OR: 1.87, 95% CI: 1.29–2.71) had significantly higher ORs—a tendency that remained in participants without depression. CONCLUSIONS: This study reflected the factors associated with presenteeism among workers from various enterprises. The findings revealed that job-related stress was closely related to presenteeism in both the total population and in the population without depression. Thus, it emphasized interventions for managing job stress among workers to reduce presenteeism in general workers' population.

Globalization as a component of the job demands-resources model on employee work-life balance in an American BPO in the Philippines

@#<p><strong>Background:</strong> The sense of control that employees experience when they are able to remain competent and efficient in the workplace while enjoying a healthy personal life with enough time for leisure activities is referred to as work-life balance. In the workplace, while employees must remain focused and efficient amidst numerous tasks, it is imperative that they maintain a degree of satisfaction and contentment with regard to their personal life.<br /><strong>Objective:</strong> This study aimed to examine the effect of globalization on employees' work-life balance in an American BPO situated in the Philippines. This was examined by testing whether the data obtained from Company X followed the Job Demands-Resources Model (J D-R Model).<br /><strong>Methodology:</strong> Data were collected by administering an online survey using convenience sampling. Categorical Principal Component Analysis (CatPCA) was used for easier interpretation of the linear combinations of categorical variables. Cronbach's Alpha tested the reliability of the data. Bivariate relationships were then explored using the bivariate Pearson Correlation. Finally, the Path Analysis was utilized to determine how significant and to what degree the causal relationships are among the variables being investigated.<br /><strong>Results:</strong> The study has proven that the J D-R model is a promising framework to establish the relationship between globalization and work-life balance. The data gathered in this study revealed that employees who were provided with increased job resources experienced job satisfaction that resulted to positive work-life balance. Likewise, a decrease in burnout is significantly related to work-life balance. Although globalization is not significantly associated with work-life balance, it is significantly correlated with role conflict, a component that is related to exhaustion.<br /><strong>Conclusion:</strong> Globalization has no direct effect on the work-life balance of employees working in Company X.</p>

It Takes Two to Tango: How Large the Effects of Job Factors on Wife’s Work-Family Conflict?

Introduction: Married couples often do influence each other’s emotions and behaviors. The effect of this interpersonal marriage relationship on job demands and job performance toward work-family conflict (WFC) is still under research. This article aims to determine the effects of married couple’s job factors (emotional job demands and job performance) on wife’s WFC.Method: A total of 120 dyads in private sectors were recruited via private invitations to social gatherings. Packets of self-administered questionnaires were given included emotional domain of Demand-Induced Strain Compensation, Spielberger Trait Anger Scale, work-family conflict and job performance measures. Dyadic analysis using Actor-Partner Interdependence Model was used. Results: The emotional demand of wife significantly contribute higher effect (ES= 0.34 (95%CI: 0.23, 0.45); p<0.001) compared to emotional demand of husband on wife’s WFC (ES= 0.14 (95%CI: 0.03, 0.25); p=0.011). The job performance of wife significantly contribute higher effect (ES= 0.29 (95%CI: 0.17, 0.40); p<0.001) compared to job performance of husband on the wife’s WFC (ES= 0.17 (95%CI: 0.06, 0.29); p=0.003). Both wife and husband influenced each other pertaining to emotional demands (r=0.35, 95%CI: 0.22, 0.48) and job performance (r=0.51, 95%CI: 0.38, 0.64) on the wife’s WFC. Overall, the APIM model explains of 22.9% and 25.1% of the total of non-independence of emotional job demands and job performance toward WFC, respectively. Conclusion: Wife’s WFC was influenced by both herself and her partner’s emotional job demands and performance. All resources should be channeled to working wives to prevent any health and job outcomes resulted from the work-family conflict.

Buffering Effect of Job Resources in the Relationship between Job Demands and Work-to-Private-Life Interference: A Study among Health-Care Workers

BACKGROUND: The present study aims at investigating whether and how (1) job demands and job resources are associated with work-to-private-life interference (WLI) and (2) job resources moderate the relationship between job demands and WLI. METHODS: Data were collected by a self-report questionnaire from three hospitals in Italy. The sample consisted of 889 health-care workers. RESULTS: All job demands (i.e., quantitative demands, disproportionate patient expectations, and verbal aggression) and job resources (i.e., job autonomy, support from superiors and colleagues, fairness, and organizational support), with the exception of skill discretion, were related to WLI. The effects of quantitative demands on WLI were moderated by support from superiors; fairness and organizational support moderate the effects of all job demands considered. Support from colleagues moderated only verbal aggression. Job autonomy did not buffer any job demands. CONCLUSION: The present study suggests that the work context has a central importance in relation to the experience of WLI among health-care workers. The results indicated that intervention in the work context may help to contain WLI. Such interventions would especially be aimed at improving the social climate within the unit and quality of the organizational process.

Job characteristics of primary and secondary school teachers between mainland China and Hong Kong / 中国心理卫生杂志

Objective:To discuss the situation and differences of primary and secondary school teachers'job characteristics between mainland China and Hong Kong in order to provide the basis for improvement of job charac-teristics.Methods:A total of 504 teachers (242 in mainland China and 262 in Hong Kong)were chosen to com-plete the Job Characteristics Scale of Primary and Secondary School Teachers (including job demands sub-question-naire of six factors and job resources sub-questionnaire of six factors).Results:Teachers'job demands and job re-sources scores in both two areas were higher than the median 3.The scores of workload,emotional demands, student's misbehavior,role stress,and hard ware conditions,autonomy,work reward of Hong Kong teachers were higher than mainland China teachers(Ps <0.05),while the coworker support score was opposite.In addition,there were gender difference in workload and occupation moral requirements in Mainland China (Ps <0.05),as well as work age difference in workload,occupation moral requirements,organizational support,coworker support,hardware conditions and work reward,while school stage difference in organizational support,hardware conditions and work reward in Hong Kong (Ps <0.05).Conclusion:It suggests that teachers'job characteristics are both high demands-high resourcestype in the two areas,but the highdegree and the demographic characteristics are different.

Developing a Best-Evidence Pre-employment Medical Examination: An Example from the Construction Industry

The Dutch construction industry has introduced a compulsory preemployment medical examination (PE-ME). Best-evidence contents related to specific job demands are, however, lacking and need to be gathered. After the identification of job demands and health problems in the construction industry (systematic literature search and expert meeting), specific job demands and related requirements were defined and instruments proposed. Finally, a work ability assessment was linked to the instruments' outcomes, resulting in the modular character of the developed PE-ME. Twenty-two specific job demands for all Dutch construction jobs were identified, including kneeling/squatting, working under time pressure, and exposure to hazardous substances. The next step was proposing self-report questions, screening questionnaires, clinical tests, and/or performance-based tests, leading to a work ability judgment. "Lifting/carrying" is described as an example. The new modular PE-ME enables a job-specific assessment of work ability to be made for more than 100 jobs in the Dutch construction industry.