Examination of the structure and grade-related differentiation of multidimensional self-concept instruments for children using ESEM

This study is a substantive-methodological synergy in which exploratory structural equation modeling is applied to investigate the factor structure of multidimensional self-concept instruments. On the basis of a sample of German students (N = 1958) who completed the Self-Description Questionnaire I and the Self-Perception Profile for Children, the results supported the superiority of exploratory structural equation modeling compared with confirmatory factor analyses for both instruments. Exploratory structural equation modeling resulted in lower factor correlations and substantively meaningful cross-loadings. The authors also proposed and contrasted 3 mechanisms for testing grade-related differences in the differentiation of self-concept facets and found no evidence of increased differentiation between Grades 3 to 6

Emotional labour profiles: associations with key predictors and outcomes

The present study examines how three emotional labor strategies (hiding feelings, faking emotions, and deep acting) combine within different profiles of workers among two samples characterized by different types and intensity of customer contact. In addition, this research investigates the role of perceived workload as well as perceived organizational support, supervisor support, and colleagues support in the prediction of profile membership. Finally, this research also documents the relation between emotional labor profiles and adaptive and maladaptive work outcomes (job satisfaction, work performance, emotional exhaustion, sleeping problems, psychological detachment, and counterproductive work behaviors). Latent profile analysis revealed three similar emotional labor profiles in both samples. Results also showed the most desirable levels on all outcomes to be associated with Profile 3 (Low Emotional Labor/Low Surface Acting and Moderate Deep Acting), followed by Profile 2 (Moderate Emotional Labor/Moderate Surface Acting and High Deep Acting) and Profile 1 (H igh Emotional Labor), with most comparisons being statistically significant in both samples. In contrast, a more diversified pattern of findings was observed in the prediction of profile membership. For instance, perceived colleagues support did not predict membership into any of the profiles, while supervisor support predicted an increased likelihood of membership into Profile 3 relative to Profiles 1 and 2

The short form of the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ-S): A bifactor-ESEM approach among healthcare professionals

Although it has long been recognized that employees' workplace affective commitment can be directed at a variety of foci, theory and research on this multifocal perspective remain underdeveloped, possibly due to the lack of a short, yet comprehensive measure. The purpose of the present study was to assess the psychometric properties of a newly developed short (24-item) version of the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ-S), covering affective commitment directed at the organization, supervisor, coworkers, customers, tasks, profession, work, and career. Using two independent samples of English - (N = 676, including 648 females) and French - (N = 733, including 593 females) speaking healthcare professionals and the newly developed bifactor-ESEM framework, the present study supported the factor validity, composite reliability, test-retest reliability, linguistic invariance, and criterion-related validity (in relation to turnover intentions, in-role performance, and organizational citizenship behaviors) of the WACMQ-S ratings. The results also demonstrated the superiority of a bifactor-ESEM representation of WACMQ-S ratings, confirming the importance of taking into account employees' global levels of commitment to their work life. Finally, the results also proved to be fully generalizable to subsamples of hospital and community healthcare professionals, as well as of nurses and beneficiary attendants

Longitudinal trajectories of perceived organizational support: a growth mixture analysis

Purpose This research aims to identify trajectories of employees' perceptions of organizational support (POS) over the course of an eight-month period and to document associations between these longitudinal trajectories and several outcomes related to employees' well-being (i.e. job satisfaction), attitudes (i.e. turnover intentions, affective commitment) and behaviors (i.e. voice behaviors). Design/methodology/approach POS ratings provided each four months by a sample of 747 employees were analyzed using person-centered growth mixture analyses. Findings Results revealed that longitudinal heterogeneity in POS trajectories was best captured by the identification of four distinct profiles of employees. Two of these profiles followed stable high (67.2%) and low (27.3%) POS trajectories, whereas the remaining profiles were characterized by increasing (2.2%) or decreasing (3.3%) POS trajectories. Our results showed that, by the end of the follow-up period, the most desirable outcome levels were associated, in order, with the increasing, high, low and decreasing trajectories. Practical implications This research has important implications by showing that perceptions of organizational support fluctuate over time for some employees and help better predicting valuable work-related outcomes. Originality/value These findings shed a new perspective on organizational support theory by adopting a dynamic perspective, and revealing that changes over time in POS are more potent predictors of valuable work-related outcomes than stable POS levels

A person-centered perspective on work behaviors

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Basic psychological need satisfaction toward learning: a longitudinal test of mediation using bifactor exploratory structural equation modeling

Student motivation research seeks to uncover greater understanding of when, how, and why students succeed or fail in school settings. Self-determination theory has been at the forefront of helping educational stakeholders answer questions on student motivation. This study investigates the motivation mediation model proposed by self-determination theory using a longitudinal research design. A total of 1,789 Grade 8 Australian physical education students reported their perceptions of their teacher's motivational style (antecedent), their levels of basic psychological need satisfaction(mediator), their motivation (outcome), and their affect (outcome) across 3 time points. Bifactor exploratory structural equation modeling (bifactor-ESEM) was used to simultaneously test the mediating roles of students' global levels of basic psychological need satisfaction and of the specific satisfaction of their basic psychological needs for autonomy, competence, and relatedness. A longitudinal autoregressive crosslagged model, allowed us to achieve a systematic disaggregation of the cross-sectional and longitudinal associations between constructs. Findings first supported the superiority of the bifactor-ESEM representation of students' need satisfaction ratings over alternative measurement models, as well as their longitudinal measurement invariance. Second, the longitudinal predictive model revealed that only students' global levels of basic psychological need satisfaction mediated the relations observed between the theoretical antecedents and outcomes in the motivation mediation model. However, meaningful relations between specific factors and outcomes were also identified

A Person-Centered Perspective on the Combined Effects of Global and Specific Levels of Job Engagement

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Predictors and outcomes of teachers’ burnout trajectories over a seven-year period

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A Longitudinal Person-Centered Perspective on Positive and Negative Affect at Work

International audienceThis research examines how the direction and intensity of employee’s positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators

Predictors and outcomes of nursing students' engagement trajectories at the beginning of their program

This study seeks to achieve a dynamic understanding of nursing students' engagement trajectories, of the predictive role of their levels of harmonious passion, obsessive passion, exposure to challenge and hindrance demands, and perceptions of institutional support in relation to their engagement trajectories. We also consider the implications of these trajectories for a variety of outcomes related to students' attitudes (i.e., dropout intentions and program satisfaction), psychological health (i.e., negative affect and life satisfaction), and behaviors (i.e., performance and absenteeism). A sample of 2515 first-year nursing students were surveyed five times, with intervals of one month, over a four-month period during the first semester of their program. Our results revealed four profiles of students presenting High and Stable, Moderate and Decreasing, Low and Decreasing, and Moderate and Stable engagement trajectories. Harmonious and obsessive passion, challenge and hindrance demands, and institutional support were associated with these trajectories in a way that mainly supported our expectations. Trajectories characterized by lower levels of engagement were associated with higher levels of negative affect and absenteeism, and with lower levels of performance, program satisfaction, and life satisfaction. Conversely, trajectories characterized by higher levels of engagement were associated with lower levels of dropout intentions and higher levels of performance