On the Value of Considering Specific Facets of Interactional Justice Perceptions.

This research seeks to verify the value of considering specific perceptions of informational and interpersonal justice over and above employees' global perceptions of interactional justice. In Study 1 (Sample 1: n = 592; Sample 2: n = 384), we examined the underlying structure of workers' perceptions of interactional justice by contrasting first-order and bifactor representations of their ratings. To investigate the true added value of specific informational and interpersonal justice perceptions once global interactional justice perceptions are taken into account, we also considered the relations between these global and specific perceptions and various outcomes. Our findings revealed that workers' perceptions of interactional justice simultaneously reflected a global interactional justice factor and two specific facets (interpersonal and informational justice). In Study 2, we identified employees' latent justice profiles based on their global (interactional justice) and specific (interpersonal and informational justice) levels of interactional justice. Five different interactional justice profiles were identified: low interpersonal, high interpersonal/average informational, high informational, normative, and high interpersonal/low informational. Employees' perceptions of transformational leadership are a significant predictor of profile membership. Finally, the five profiles were significantly associated with anxiety and emotional exhaustion.

Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses' well-being and turnover.

AIM: This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses' well-being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. BACKGROUND: Previous research suggested that organisational commitment explained the effect of nurses' work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses' well-being. METHOD: This research used a cross-sectional design. A sample of 244 nurses completed a questionnaire survey. RESULTS: Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well-being on the other hand. CONCLUSION: This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well-being and turnover intentions. IMPLICATIONS FOR NURSING MANAGEMENT: This paper identifies factors that could contribute to reduce nurses' intent to quit and promote their well-being.

Effects of workload on teachers' functioning: A moderated mediation model including sleeping problems and overcommitment.

This study investigated the mediating role of sleeping problems in the relationship between workload and outcomes (emotional exhaustion, presenteeism, job satisfaction, and performance), and overcommitment was examined as a moderator in the relationship between workload and sleeping problems. We conducted an empirical study using a sample of 884 teachers. Consistent with our predictions, results revealed that the positive indirect effects of workload on emotional exhaustion and presenteeism, and the negative indirect effects of workload on job satisfaction and performance, through sleeping problems, were only significant among overcommitted teachers. Workload and overcommitment were also directly related to all four outcomes, precisely, they both positively related to emotional exhaustion and presenteeism and negatively related to job satisfaction and performance. Theoretical contributions and perspectives and 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

Examining the effect of affective commitment to the supervisor on nurses' psychological health as a function of internal locus of control.

AIM: This research aimed to examine how affective commitment to the supervisor related to nurses' well- and ill-being, and to explore the moderating function of internal locus of control in these relationships. BACKGROUND: Little is known about the effects of affective commitment to the supervisor on well- and ill-being, even less so in the nursing profession. Moreover, previous studies suggested that nurses' psychological reactions to their work environment might vary as a function of their individual characteristics. METHODS: This cross-sectional research used a questionnaire survey to explore the hypothesised relationships in a sample of 100 female certified nursing assistants. RESULTS: The results revealed that affective commitment to the supervisor was most strongly related to job satisfaction and well-being, and associated with lower levels of emotional exhaustion, when the internal locus of control was high. CONCLUSIONS: The present study emphasises the importance of a high quality relationship between nurses and their supervisors in order to promote their psychological health, and underscores the importance of individual characteristics. IMPLICATIONS FOR NURSING MANAGEMENT: This research indicates how nurses' psychological health could be promoted by fostering their affective commitment to the supervisor. It also emphasises that managers' relationships with their subordinates should be adjusted as a function of nurses' individual characteristics.

Examining the Roles of Work Autonomous and Controlled Motivations on Satisfaction and Anxiety as a Function of Role Ambiguity.

Past research in the self-determination theory has shown that autonomous motivation is associated with positive outcomes (e.g., work satisfaction), whereas controlled motivation is related to negative outcomes (e.g., anxiety). The purpose of the present research was to examine the moderating function of role ambiguity on the relationships between work autonomous and controlled motivations on the one hand, and work satisfaction and anxiety on the other. Six hundred and ninety-eight workers (449 men and 249 women) participated in this study. Results revealed that autonomous motivation was most strongly related to satisfaction when ambiguity was low. In addition, controlled motivation was most strongly related to anxiety when ambiguity was high. In other words, the present findings suggest that the outcomes associated with each form of motivation may vary as a function of role ambiguity. The present study thus offers meaningful insights for organizations, managers, and employees.

Curvilinear effects of job characteristics on ill-being in the nursing profession: a cross-sectional study.

AIMS: To investigate the curvilinear associations between two job characteristics (i.e. task identity and information processing) and negative outcomes (i.e. nurse need for recovery and negative affect). BACKGROUND: Research has historically demonstrated the beneficial effects of motivational job characteristics on several individual and organizational consequences. These job characteristics were indeed found to be positively and linearly related to positive outcomes such as job satisfaction. However, another stream of research contends that job characteristics may have curvilinear effects on employee well-being. DESIGN: A cross-sectional correlational design was used. METHOD: Data were collected during June 2014, using a questionnaire survey. A convenience sample of French nurses and assistant nurses was recruited (n = 269). All participants were working in centres specialized in providing care to people with disabilities. RESULTS: This study demonstrated statistically significant curvilinear effects of job characteristics on nurses' ill-being, while controlling for their linear effects. CONCLUSIONS: These findings support that nurses' job characteristics are associated with their ill-being in complex ways and provide organizational and managerial applications for healthcare centres.

The Effects of Job Demands and Organizational Resources through Psychological Need Satisfaction and Thwarting.

In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed.

The effects of job demands and organizational resources through psychological need satisfaction and thwarting

In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed (AU)

No disponible