A meta-analytic validation study of the Shirom-Melamed burnout measure: Examining variable relationships from a job demands-resources perspective.

Job-related burnout has become a central construct in occupational health psychology. Given the considerable emphasis on burnout in both basic research and organizational initiatives, affirming the validity of inferences from commonly used measures is imperative to explore this phenomenon. The Shirom-Melamed burnout measure (SMBM) is well grounded with strong theoretical roots stemming from conservation of resources theory to assess exhaustion across physical, cognitive, and emotional subscales. However, despite its strong theoretical foundation and consistent use to measure burnout across various disciplines, there have been no meta-analytic validation efforts of the SMBM. The goal of the present meta-analysis is to fill this gap and provide a comprehensive evaluation of the SMBM using 564 effect sizes retrieved from 100 samples (N = 53,484). Results revealed that the three subscales of physical fatigue, cognitive weariness, and emotional exhaustion all displayed strong intercorrelations and that the SMBM was stable over time, as suggested by high test-retest estimates. Relationships with demographic controls, such as age, sex, and hours worked, were low in magnitude or nonsignificant. Following a job demands-resources perspective, we examined the nomological network of the SMBM, finding strong support for associations with job and personal predictors, motivational covariates, and job and personal outcomes. These findings, inferring the construct validity of the SMBM, hold implications for future research and practice, including support for its use in organizational research and applied settings. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Identifying energy and emotion-based conflict: Development of a refined work-life conflict scale.

While work-family conflict, and more broadly work-life conflict, has traditionally been conceptualized through the dimensions of time, strain, and behaviour, an expansion of these dimensions should prove advantageous for measurement and comprehension. Specifically, energy and emotion-based conflict have been cited as possible factors that would be beneficial to the measurement of work-life conflict. While these forms of conflict have been discussed as viable areas of expansion in the work-life conflict literature, there has yet to be a systematic empirical attempt to include both energy and emotion as their own distinct dimensions. In the present research, items were identified and/or created to represent energy and emotion-based forms of conflict to explore their feasibility in work-life conflict measurement. Energy and emotion were identified as distinct dimensions of work-life conflict through four studies of construct validation. Collectively, a four-factor solution of time, behaviour, energy, and emotion was supported. Multi-wave data indicated that energy and emotion-based conflicts were incrementally predictive of outcomes, including job satisfaction and job-related burnout, above and beyond other measures. By combining and expanding existing literature to include energy and emotion as independent dimensions, this research creates a more encompassing scale that more comprehensively represents the construct of work-life conflict.

Balancing work and family: A theoretical explanation and longitudinal examination of its relation to spillover and role functioning.

We take a temporally dynamic perspective to present a model that explains the relations among work-family spillover (conflict and enrichment), work-family balance, and role satisfaction and performance over time. We posit that these relationships differ for two primary conceptualizations, balance satisfaction and effectiveness. We collect data using two samples, each with three time points. In Study 1 (N = 681), we test our hypotheses for balance satisfaction. Cross-lagged analyses indicated that bidirectional enrichment predicted subsequent job and family satisfaction, and in turn, balance satisfaction. Thus, enrichment appears to primarily initiate the balance satisfaction process as it unfolds over time. Contrary to common theoretical and practical assumptions, role satisfaction seems to drive balance satisfaction rather than the other way around. In Study 2 (N = 493), we test our hypotheses for balance satisfaction and balance effectiveness. Cross-lagged analyses indicated that conflict primarily initiated the balance effectiveness process where role performance and balance effectiveness operated in feedback cycles of mutual influence over time. Posthoc model tests are consistent with Study 1 in that work-to-family enrichment predicted job satisfaction and in turn, balance satisfaction. Collectively, these studies suggest that the processes involving balance satisfaction versus balance effectiveness have different primary originating factors (enrichment or conflict, respectfully) and different temporal sequencing with role satisfaction and performance (unidirectional vs. reciprocal, respectively), warranting distinct theoretical explanations. This program of research represents a comprehensive, theoretical explanation and temporal examination of work-family balance, setting the stage for a new phase of research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The effects of work and nonwork boundary fit on role satisfaction and subjective well-being.

Employees manage work and nonwork boundaries, or socially constructed lines of demarcation, in different ways due to their preferences and ability to do so. When an individual's integration-segmentation boundary enactment matches their boundary preference, they possess greater boundary fit. We examined the impact of work and nonwork boundary fit on subjective well-being, mediated by work and nonwork satisfaction. Results from a three-wave study confirmed positive direct effects for work/nonwork boundary fit on role satisfaction and role satisfaction on subjective well-being. We also found significant mediation effects for role satisfaction between work/nonwork boundary fit and subjective well-being. Overall, work boundary fit had stronger direct and indirect effects than nonwork boundary fit. This research helps clarify theoretical distinctions among work-nonwork fit constructs and extends the boundary fit literature through an atomistic fit perspective. Future research could consider examining boundary fit through cross-lagged panel designs and response surface modelling, as well as extending our model to examine nuanced aspects of boundary fit (e.g., physical, temporal, cognitive) and its relationship with additional outcomes (e.g., performance, burnout) and contextual factors (e.g., part-time vs. full-time employment, frontline vs. office-based employment).

Flattening the Latent Growth Curve? Explaining Within-Person Changes in Employee Well-Being during the COVID-19 Pandemic.

The COVID-19 pandemic represents one of the greatest global crises in modern history. In addition to recession and high unemployment, agencies such as the Centers for Disease Control and Prevention warn that stressors associated with a pandemic can cause increased strains, including difficulty concentrating, anxiety, and decreased mental health (CDC, 2020). Two general frameworks that explain these stressor-strain relationships over time include stress-reaction and adaptation models. Stress-reaction models suggest that stressors, such as heightened job demands due to the pandemic, accumulate over time and thus prolonged exposure to these stressors results in both immediate and long-term strain; conversely, adaptation models suggest that people adapt to stressors over time, such that strains produced by ongoing stressors tend to dissipate. After controlling for county-level COVID-19 cases, we found that (a) workers in general exhibited decreasing cognitive weariness and psychological symptoms over time, providing support for the adaptation model; (b) on-site workers experienced increasing physical fatigue over time, supporting the stress-reaction model among those workers; and (c) engaging in recovery behaviors was associated with improvements in cognitive weariness and psychological symptoms for all workers. We also found that our Time 1 outcomes were significantly different than pre-pandemic norms, such that our participants displayed lower initial levels of job-related burnout and higher initial levels of psychological symptoms than pre-pandemic norms. Furthermore, supplemental qualitative data support our quantitative findings for recovery behaviors. These findings have important implications for understanding workers' responses to the pandemic and they can help inform organizational practice.

The moderating effect of core self-evaluations between the relationships of work-family conflict and voluntary turnover, job promotions and physical health.

Despite strong evidence that individuals process stressor-strain relationships differently, little attention in work-family conflict research has been given to moderating effects of core self-evaluations (CSE). Integrating conservation of resources theory with work-family conflict and CSE research, we predicted that CSE has moderating effects between the relationships of work-to-family conflict (WFC) and voluntary turnover, job promotions, and physical health. We tested our predictions at two time points over a 14-month period with a sample of 731 working mothers in Japan. Results confirmed that CSE moderated the relationships between WFC and voluntary turnover, job promotions, and physical health, such that respondents with higher CSE had lower degrees of voluntary turnover, higher degrees of job promotions, and lower degrees of health problems. This study helps clarify the inconsistent effects of WFC on voluntary turnover in previous research, expands on the limited research examining WFC and job promotion, and provides consistent evidence that CSE act as a moderator between WFC and outcomes.

An Examination of Aggressive Beliefs and Attitudes in Relation to Political Affiliation and Candidate Endorsement in the United States.

Social cognition provides insight into why Americans are largely divided with strong partisan rifts. The purpose of this set of studies was to examine social cognitive forms of aggression in relation to political party affiliation and political candidate endorsement. In Study 1 (N = 1,657), all forms of aggressive social cognitions (hostile attribution, potency, retribution, victimization by powerful others, derogation of target, and social discounting) were significantly associated with one or more political parties in some respect (Democrat, Republican, Independent). In Study 2 (N = 579), participants who endorsed Bernie Sanders reported higher scores on victimization, while participants who endorsed Donald Trump reported scores high on potency (social cognitive forms of aggression were unrelated to support for Hillary Clinton or Ted Cruz beyond political ideology). Results suggest that current political division goes beyond mere differences in political ideology as fundamental aggression-related individual differences appear to covary with how partisans see political parties and primary candidates. Implications include the potential application of our findings to better managing political interpersonal dynamics. For example, knowing that divergent political beliefs and behaviors are associated with fundamental differences in how people perceive the same stimuli may ease partisan hostility, facilitate dialog, and increase willingness to compromise.

Effects of cannabinoid administration for pain: A meta-analysis and meta-regression.

Chronic pain states have resulted in an overreliance on opioid pain relievers, which can carry significant risks when used long term. As such, alternative pain treatments are increasingly desired. Although emerging research suggests that cannabinoids have therapeutic potential regarding pain, results from studies across pain populations have been inconsistent. To provide meta-analytic clarification regarding cannabis's impact on subjective pain, we identified studies that assessed drug-induced pain modulations under cannabinoid and corresponding placebo conditions. A literature search yielded 25 peer-reviewed records that underwent data extraction. Baseline and end-point data were used to compute standardized effect size estimates (Cohen's d) across cannabinoid administrations (k = 39) and placebo administrations (k = 26). Standardized effects were inverse-variance weighted and pooled across studies for meta-analytic comparison. Results revealed that cannabinoid administration produced a medium-to-large effect across included studies, Cohen's d = -0.58, 95% confidence interval (CI) [-0.74, -0.43], while placebo administration produced a small-to-medium effect, Cohen's d = -0.39, 95% CI [-0.52, -0.26]. Meta-regression revealed that cannabinoids, ß = -0.43, 95% CI [-0.62, -0.24], p < .05, synthetic cannabinoids, ß = -0.39, 95% CI [-0.65, -0.14], p < .05, and sample size, ß = 0.01, 95% CI [0.00, 0.01], p < .05, were associated with marked pain reduction. These outcomes suggest that cannabinoid-based pharmacotherapies may serve as effective replacement/adjunctive options regarding pain, however, additional research is warranted. Additionally, given demonstrated neurocognitive side effects associated with some constituent cannabinoids (i.e., THC), subsequent work may consider developing novel therapeutic agents that capitalize on cannabis's analgesic properties without producing adverse effects. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Lasting Impression: Transformational Leadership and Family Supportive Supervision as Resources for Well-being and Performance.

Although evidence is growing in the occupational health field that supervisors are a critical influence on subordinates' reports of family supportive supervisor behaviors (FSSB), our understanding is limited regarding the antecedents of employee's FSSB perceptions and their lagged effects on future health and work outcomes. Drawing on a positive job resource perspective, we argue that supervisors who report that they use transformational leadership (TL) styles are more likely to have subordinates with higher FSSB perceptions. We theorize that these enhanced perceptions of work-family specific support increase access to personal and social resources (objectively and subjectively) that buffer work-nonwork demands and enhance health (mental, physical) and job outcomes (performance appraisal ratings, job satisfaction, turnover intentions, work-family conflict). Time-lagged multi-source survey data collected in a field study from retail employees and their supervisors and archival performance ratings data collected a year later support our proposed relationships (with the exception that for health, only mental health and not physical health was significant). Post hoc analyses showed that employees' FSSB perceptions play a mediating role between supervisor TL and job satisfaction and work-family conflict, but no other outcomes studied. Overall, this study answers calls in the occupational health literature to use stronger designs to determine linkages between leadership-related workplace phenomena as antecedents of health, work-family, and job outcomes. Our results demonstrate that employees with supervisors who report that they use transformational leadership styles are more likely to perceive higher levels of family supportive supervision, which are positive job resources that enhance occupational health.

Client Experiences With Dietary, Exercise, and Behavioral Services in a Community-Based Weight Management Program.

Compared with randomized trials, community-based interventions are delivered by a wider variety of professionals with varied training backgrounds. When evidence-based programs are scaled into larger formats and disseminated to a wider audience, little is understood about how clients experience these interventions. To understand the experience of clients after meetings with nutrition, exercise, and health behavior professionals, researchers surveyed participants after 6 months in a weight management program. A total of 958 participants were recruited in monthly cohorts beginning September 2011 to complete a program evaluation survey. Qualitative inductive analysis was completed on several open-text items querying respondents as to what they found helpful from meetings with a registered dietitian, personal trainer, and health behavior counselor. Results indicate participants benefitted from gaining knowledge, learning new behavioral skills, or from interpersonal interactions. Findings suggest that the various professional services are valued by clients and that professionals appear to stay within their scope of practice. Implications for those working in weight management are discussed.

Development and validation of an explicit aggressive beliefs and attitudes scale.

This work outlines the development and validation of a new self-report measure that assesses explicit aggressive beliefs and attitudes within the normal adult population (using 7 samples, total N = 3,533). These explicit aggressive beliefs and attitudes are expected to reflect aggressive biases including hostile attribution, potency, retribution, victimization by powerful others, derogation of target, and social discounting. The resulting scale is reliable with a hierarchical 6-factor structure, and displays convergent and discriminant validity. Criterion-related validity studies indicate incremental effects over socially desirable response bias, related implicit and explicit aggression measures, and is predictive of self-reported and other-reported aggression-related behaviors.

Workaholism, work engagement and work-home outcomes: exploring the mediating role of positive and negative emotions.

This study examines the mechanisms through which workaholism and work engagement impact work-home conflict and enrichment, respectively. Specifically, we examine the mediating role of positive and negative emotions (e.g. joviality and guilt) in the relationship between workaholism, work engagement and work-home outcomes. Results, based on a sample of 340 working adults participating in a two-wave study, indicate that negative emotions-particularly anxiety, anger and disappointment-mediate the relationship between workaholism and work-home conflict and positive emotions-particularly joviality and self-assurance-mediate the relationship between work engagement and work-home enrichment. These results provide further evidence that workaholism and work engagement are related to distinct sets of emotional variables and disparate work and home outcomes.

Investigating the relative importance of individual differences on the work-family interface and the moderating role of boundary preference for segmentation.

This study examines the relative importance of individual differences in relation to perceptions of work-family conflict and facilitation, as well as the moderating role of boundary preference for segmentation on these relationships. Relative importance analyses, based on a diverse sample of 380 employees from the USA, revealed that individual differences were consistently predictive of self-reported work-family conflict and facilitation. Conscientiousness, neuroticism, negative affect and core self-evaluations were consistently related to both directions of work-family conflict, whereas agreeableness predicted significant variance in family-to-work conflict only. Positive affect and core self-evaluations were consistently related to both directions of work-family facilitation, whereas agreeableness and neuroticism predicted significant variance in family-to-work facilitation only. Collectively, individual differences explained 25-28% of the variance in work-family conflict (primarily predicted by neuroticism and negative affect) and 11-18% of the variance in work-family facilitation (primarily predicted by positive affect and core self-evaluations). Moderated regression analyses showed that boundary preference for segmentation strengthened many of the relationships between individual differences and work-family conflict and facilitation. Implications for addressing the nature of work and family are discussed.

Conclusions from meta-analytic structural equation models generally do not change due to corrections for study artifacts.

Meta-analytic structural equations modeling is increasingly used in theory testing. There has been much debate when meta-analyzed correlation matrices are used in structural equations modeling on whether to use mean observed correlations (i.e., corrected only for sampling error) or correlations corrected for study artifacts such as unreliability in measures. This paper investigates whether the fit indices are affected by the corrections and if the stability of the paths (i.e., changes in significance, magnitude, and relative strengths or rank order) is affected by the corrections. Results suggest that substantive model conclusions are generally unaffected by study artifacts and related statistical corrections as long as the variables included in the path analyses had typical levels of reliability as found in the psychological literature. More specifically, all models examined exhibited similar model fit and pathway stability. Copyright © 2011 John Wiley & Sons, Ltd.