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1 – 10 of over 67000
Open Access
Article
Publication date: 13 February 2020

Martijn Hendriks, Martijn Burger, Antoinette Rijsenbilt, Emma Pleeging and Harry Commandeur

The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the…

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Abstract

Purpose

The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations.

Design/methodology/approach

An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses.

Findings

The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being.

Practical implications

The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance.

Originality/value

Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.

Open Access
Article
Publication date: 13 May 2022

Milja Niinihuhta, Anja Terkamo-Moisio, Tarja Kvist and Arja Häggman-Laitila

This study aims to describe nurse leaders’ experiences of work-related well-being and its association with background variables, working conditions, work engagement, sense of…

2830

Abstract

Purpose

This study aims to describe nurse leaders’ experiences of work-related well-being and its association with background variables, working conditions, work engagement, sense of coherence and burnout.

Design/methodology/approach

An electronic survey design was used. Data was collected between December 2015 and May 2016 with an instrument that included demographic questions and four internationally validated scales: the Utrecht Work Engagement Scale, QPS Nordic 34+, the shortened Sense of Coherence scale and the Maslach Burnout Inventory. Data was analysed using statistical methods.

Findings

A total of 155 nurse leaders completed the questionnaire, giving a 44% response rate. Most of them worked as nurse managers (89%). Participants’ work-related well-being scores ranged from 8 to 10. Statistically significant relationships were found between participants’ work-related well-being and their leadership skills, current position, sense of coherence and levels of burnout. In addition, there were statistically significant relationships between work-related well-being and all dimensions of working conditions.

Originality/value

This study underlines the fact that work-related well-being should not be evaluated based on a single factor. The participants’ perceived work-related well-being was high, although almost half of them reported always or often experiencing stress. The results suggest that nurse leaders may have resources such as good leadership and problem-solving skills, supportive working conditions and a high sense of coherence that prevent the experienced stress from adversely affecting their work-related well-being.

Details

Leadership in Health Services, vol. 35 no. 3
Type: Research Article
ISSN: 1751-1879

Keywords

Article
Publication date: 28 November 2022

Ziyao Zhang, Guodong Ni, Han Lin, Zongbo Li and Zhipeng Zhou

This paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.

1105

Abstract

Purpose

This paper aims to investigate the relationships between empowering leadership, basic psychological needs satisfaction, work-related well-being, and project citizenship behavior.

Design/methodology/approach

Drawing upon the self-determination theory (SDT), a conceptual model was developed and then empirically tested using a cross-sectional survey of 435 project members in Chinese construction projects.

Findings

The results fully support the research hypotheses proposed in the study, illustrating the positive impacts of empowering leadership on work-related well-being and project citizenship behavior, the mediating role of basic psychological needs satisfaction, and the positive association between work-related well-being and project citizenship behavior.

Practical implications

This research determines the utility of empowering leadership in the context of construction projects, especially in enhancing individual outcomes (i.e. work-related well-being and project citizenship behavior). Therefore, construction project managers can apply empowering leadership to meet the basic psychological needs of subordinates to increase project members' work-related well-being and project citizenship behavior.

Originality/value

To our knowledge, the present study first explores the micro-level impacts of empowering leadership in the construction context. Additionally, this study enriches the understanding of the mediating mechanism between empowering leadership and individual outcomes from a self-determination perspective.

Details

International Journal of Managing Projects in Business, vol. 16 no. 2
Type: Research Article
ISSN: 1753-8378

Keywords

Book part
Publication date: 20 October 2014

Makiko Hori and Yoshinori Kamo

This study explores the interplay between macro- and micro-level predictors of psychological well-being related to work and family. We use nations as the context and investigate…

Abstract

Purpose

This study explores the interplay between macro- and micro-level predictors of psychological well-being related to work and family. We use nations as the context and investigate how country-level gender equalities and gender norms affect individual well-being and its relationship to micro-level predictors.

Design/methodology/approach

Social role explanations suggest that women’s vulnerability in mental health is due to socially assigned gender roles and gendered socialization. We utilize multi-level modeling and data from the International Social Survey Programme 2002, to examine how the societal level gender climate impacts the effects of gender roles on psychological well-being for married and employed men and women in 33 countries.

Findings

Gender differences in mental health remain, but larger differences are observed in less egalitarian countries regarding gender. Also, caring roles are negatively associated with women’s psychological well-being to a greater degree than men’s, and the negative impacts are stronger in more egalitarian countries. Furthermore, men show lower well-being regarding work responsibility, but the gender effects are weaker in more egalitarian countries.

Social implications

Our psychological well-being is affected not only by the actual role behaviors but also by how we each perceive these roles.

Originality/value

This study provides a broader picture of the relationship between gender and psychological well-being related to work and family. It also illustrates complex relationships between macro-level gender climate and individual-level psychological well-being and how structural differences may impact individual outcomes.

Details

Family and Health: Evolving Needs, Responsibilities, and Experiences
Type: Book
ISBN: 978-1-78441-126-8

Keywords

Open Access
Article
Publication date: 30 April 2021

Sumera Saeed, Ibne Hassan, Ghulam Dastgeer and Tehrim Iqbal

The current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables…

5009

Abstract

Purpose

The current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables of the resourceful environment (effective organizational communication and involvement), conserved resources (perceived employability and emotional exhaustion) and resource loss (job insecurity) by drawing on the Conservation of Resources (COR) theory for predicting the work-related well-being adding the moderating role of boundaryless career orientation.

Design/methodology/approach

A sample of 306 salespersons of pharmaceutical companies working in Pakistan was obtained. The hypothesized relationships were tested through structural equation modeling in SmartPLS.

Findings

The results confirmed showed that the organizational communication, employee involvement and perceived employability reduce the perceived job insecurity; however, the emotional exhaustion was positively related. It also confirmed the moderating effect of boundaryless career orientation on relationship of job insecurity and well-being.

Practical implications

To make employees engaged, the organizations are required to involve employees by sharing knowledge, information and power to make decisions, value their opinion and ensuring the employability. Further, salespersons having a preference of a boundaryless career proved to mitigate negative impact of job insecurity on work-related well-being.

Originality/value

Many empirical studies have identified that the perceived job insecurity is one of the major concerns affecting employee's well-being. However, few studies simultaneously have sought to prevent the perceived job insecurity among employees. The findings are important in developing the understanding that how salespersons perceive their capabilities and the work environment of the organization, this perception; resultantly, can influence their behaviors particularly the work engagement dimension of well-being.

研究目的

本研究的焦點為探討導致僱員感到缺乏職業安全的成因, 對防止該感覺的產生扮演著什麼角色,並研究導致缺乏職業安全感的成因,就減少缺乏職業安全感給和工作有關的幸福感所帶來的負面影響方面扮演著什麼角色。研究應用了可預測與工作相關的幸福感的資源保留理論 (COR) ,來探討資源豐富的環境 (有效的機構溝通及參與) 、節約資源 (感知的受僱能力與情緒耗竭) 及資源耗損 (缺乏職業安全) 這些變數,並加入了無邊界職業生涯定向的調節角色。

研究設計/方法/理念

研究樣本為在巴基斯坦工作的306名製藥公司營業員。研究人員透過SmartPLS的結構方程模型來測試各假設的關係。

研究結果

研究結果確認了組織溝通、僱員參與及感知的受僱能力均會減輕職業不安全的感覺;唯情緒耗竭則成正相關。研究結果亦確認了無邊界職業生涯定向在缺乏職業安全與幸福感之間的相互關係上起著調節效應。

原創性/價值

過去許多實證研究均已證實缺乏職業安全感是影響僱員幸福感的一個主要因素,唯很少研究會同時透過探討資源豐富的環境 (有效的機構溝通及參與) 和節約資源 (感知的受僱能力和情緒耗竭) 等變數,來嘗試防止僱員產生職業不安全的感覺。本研究的結果至為重要、因它使我們更了解營業員對自己的能力及機構的工作環境的看法、最終會影響他們的工作行為,特別是幸福感的工作投入層面。

關鍵詞

缺乏職業安全感、營業員、工作投入、與工作相關的幸福感、無邊界職業生涯定向

文章種類

研究論文

Details

European Journal of Management and Business Economics, vol. 32 no. 1
Type: Research Article
ISSN: 2444-8451

Keywords

Article
Publication date: 11 January 2022

Chun-Chu Chen, Jiyoon (Jennifer) Han and Yao-Chin Wang

This paper aims to examine the relationship among guests’ lodging recovery experience, work-related rumination, guest satisfaction and well-being, within the context of hotels and…

3872

Abstract

Purpose

This paper aims to examine the relationship among guests’ lodging recovery experience, work-related rumination, guest satisfaction and well-being, within the context of hotels and bed and breakfasts (B&Bs).

Design/methodology/approach

The sample included 823 Taiwanese full-time workers. The proposed relationships were tested using partial least square structural equation modeling, and the moderating effects of accommodation types were tested using multi-group analysis.

Findings

The research findings indicate that staying at a hotel or B&B provides a respite from work and reduces negative, repetitive thoughts about work issues (work-related rumination). These recovery effects then contribute to customer satisfaction and hedonic and eudaimonic well-being.

Practical implications

The findings indicate that practitioners need to develop products that could reduce customers’ negative emotional attachments to work and enhance the well-being of customers in a stressful society, which could ultimately contribute to promoting the public health of full-time workers.

Originality/value

To the best of the authors’ knowledge, this study is the first to examine the stress-recovery aspect of lodging experiences and their impacts on customer satisfaction and well-being. Further insights are demonstrated with the inclusion of work-related rumination.

Details

International Journal of Contemporary Hospitality Management, vol. 34 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

Abstract

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Keywords

Article
Publication date: 10 October 2016

Judith Plomp, Maria Tims, Jos Akkermans, Svetlana N. Khapova, Paul G.W. Jansen and Arnold B. Bakker

The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and…

6241

Abstract

Purpose

The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the pathway from proactive personality to well-being.

Design/methodology/approach

Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.

Findings

The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.

Research limitations/implications

This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.

Practical implications

Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.

Originality/value

This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.

Details

Career Development International, vol. 21 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 3 November 2021

Akanksha Jaiswal and C. Joe Arun

Psychology studies have gradually evolved in the past decades from examining negative to positive states of mind. This has led to an increasing interest in understanding the…

Abstract

Purpose

Psychology studies have gradually evolved in the past decades from examining negative to positive states of mind. This has led to an increasing interest in understanding the well-being of individuals. Further, organizational research has demonstrated a positive impact of employee well-being on key business indicators. Drawing from positive psychology, this study examines the impact of happiness-enhancing activities and positive practices (HAPP) on employee well-being.

Design/methodology/approach

This study was conducted in an emerging information technology firm in India. Using validated measures, this study designed an online survey that was completed by 54 employees of the firm.

Findings

Employees largely perceived the HAPP as important but reported low levels of engagement in most activities or practices. Using hierarchical linear regression, this study found that self-concordant work significantly impacted employee’s job satisfaction and job-related affective well-being.

Practical implications

Leaders must harness the synergy between individual and organizational growth by providing self-concordant work contexts in which employee’s key skills, competencies and strengths are leveraged.

Originality/value

This study contributes to the existing scant literature on HAPP. Further, in a first, this study uses these psychological interventions in the context of workplace and assesses their impact on employee well-being which itself is an area of growing interest among academicians and practitioners.

Details

Journal of Asia Business Studies, vol. 16 no. 6
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 15 February 2021

Andres Salas-Vallina, Susana Pasamar and Mario J. Donate

The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working

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Abstract

Purpose

The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.

Design/methodology/approach

Using the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.

Findings

Results provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.

Originality/value

Building on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.

Details

Employee Relations: The International Journal, vol. 43 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

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