ABSTRACT
This field study extended previous research by simultaneously examining the influence of affective personality on 4 dimensions of emotional social support and job burnout. Furthermore, the dimensions of emotional social support were examined as to their differential effects on the components of burnout. Results suggest that affective personality characteristics are associated with emotional social support as well as burnout dimensions. Results also indicate that some types of emotional social support appear to guard against burnout, whereas other types appear to contribute to the burnout experience. These findings suggest that types of emotional social support may have different personality antecedents and that distinct dimensions of social support have differential consequences in regard to burnout. Suggestions for future research are offered.
Subject(s)
Adaptation, Psychological , Affect , Burnout, Professional/psychology , Nursing Staff , Personality , Social Support , Adult , Aged , Emotions , Female , Humans , Male , Middle Aged , Organizational CultureABSTRACT
This study examined the effect of overlapping scale content when certain items in the Organizational Commitment Questionnaire (OCQ) are used to predict turnover cognition measures. Analyses of judgmental data collected from 25 subject matter experts suggested that 6 OCQ items reflected a desire or an intent to retain membership in one's organization. Confirmatory factor analyses of survey data from 172 master of business administration alumni showed that the 6 OCQ retention items shared overlapping content with turnover cognitions items. Hierarchical multiple regression analyses of survey data from 330 hotel managers showed that (a) removing the 6 OCQ retention items caused a significant decrease in the variance explained in a measure of turnover cognitions and (b) the size of this effect is larger than that suggested by previous work.
Subject(s)
Cognition , Organizational Policy , Personnel Turnover , Adult , Aged , Female , Humans , Institutional Management Teams , Male , Middle Aged , Surveys and QuestionnairesABSTRACT
Perceptions of work interfering with family life and family issues interfering with work are examined as 2 distinct constructs representing work-family conflict. Experienced work-family conflict is argued to reduce one's value attainment which, in turn, lowers both job and life satisfaction. This study examines value attainment as a mediating variable in the work-family conflict and satisfaction relationship. Responses from 270 hotel managers indicate that value attainment either partially or fully mediates the relationship between work interference with family and family interference with work and both job and life satisfaction. Value attainment is argued to be a meaningful explanatory variable for the negative relationship between work-family conflict and job-life satisfaction.