Work characteristics and determinants of job satisfaction in four age groups: university employees’ point of view

Contains fulltext : 79843.pdf (publisher's version ) (Closed access)PURPOSE: To investigate (a) differences in work characteristics and (b) determinants of job satisfaction among employees in different age groups. METHODS: A cross-sectional questionnaire was filled in by 1,112 university employees, classified into four age groups. (a) Work characteristics were analysed with ANOVA while adjusting for sex and job classification. (b) Job satisfaction was regressed against job demands and job resources adapted from the Job Demands-Resources model. Results : Statistically significant differences concerning work characteristics between age groups are present, but rather small. Regression analyses revealed that negative association of the job demands workload and conflicts at work with job satisfaction faded by adding job resources. Job resources were most correlated with more job satisfaction, especially more skill discretion and more relations with colleagues. CONCLUSIONS: Skill discretion and relations with colleagues are major determinants of job satisfaction. However, attention should also be given to conflicts at work, support from supervisor and opportunities for further education, because the mean scores of these work characteristics were disappointing in almost all age groups. The latter two characteristics were found to be associated significantly to job satisfaction in older workers

Exploring attachment to the "homeland" and its association with heritage culture identification

Conceptualisations of attachment to one’s nation of origin reflecting a symbolic caregiver can be found cross-culturally in literature, art, and language. Despite its prevalence, the relationship with one’s nation has not been investigated empirically in terms of an attachment theory framework. Two studies employed an attachment theory approach to investigate the construct validity of symbolic attachment to one’s nation of origin, and its association with acculturation (operationalized as heritage and mainstream culture identification). Results for Study 1 indicated a three-factor structure of nation attachment; the factors were labelled secure-preoccupied, fearful, and dismissive nation attachment. Hierarchical linear modelling was employed to control for differing cultures across participants. Secure-preoccupied nation attachment was a significant predictor of increased heritage culture identification for participants residing in their country of birth, whilst dismissive nation attachment was a significant predictor of decreased heritage culture identification for international migrants. Securepreoccupied nation attachment was also associated with higher levels of subjective-wellbeing. Study 2 further confirmed the validity of the nation attachment construct through confirmatory factor analysis; the three-factor model adequately fit the data. Similar to the results of Study 1, secure-preoccupied nation attachment was associated with increased levels of heritage culture identification and psychological well-being. Implications of the tripartite model of nation attachment for identity and well-being will be discussed

STRESS AT WORK, SOCIAL SUPPORT AND COMPANIONSHIP - TOWARDS AN EVENT-CONTINGENT RECORDING APPROACH

After outlining a taxonomy of perspectives on social support, the literature on the direct and buffer effects of social support with respect to occupational stress is reviewed. It is noted that negative direct and buffer effects of support are frequently observed. Methodological and theoretical explanations for these contradictory findings are presented. It is argued that a different methodological approach is needed to examine such explanations. Three studies-among police officers, secretaries, and correctional officers-are briefly described in which the Daily Interaction Record in Organizations (DIRO) was used. With this event-contingent recording method, social interactions and stressful events are assessed over a period of 5 days, allowing the detailed examination of the processes involved in supportive interactions, and of the effects of such processes

Convergence of self-reports and coworker-reports of counterproductive work behavior : a cross-sectional multi-source survey among health care workers

Background Most studies of counterproductive work behavior (CWB) are criticized for overreliance on single-source self-reports. This study attempts to triangulate on behaviors and perceptions of the work environment by linking job incumbent self-report with coworker report of the job incumbent's behaviors. Theoretical framework is the Demand-Induced Strain Compensation (DISC) Model, which proposes in general that specific job resources should match specific job demands to reduce deviant behavioral outcomes such as CWB. Objectives To test the extent to which job incumbent self-report and coworker report of CWB in health care work converge, and the extent to which job incumbent-reported work-related antecedents (i.e., job demands and job resources) similarly predict both self-reported and coworker-reported behaviors (in line with DISC theory). Design A cross-sectional survey with anonymous questionnaires was conducted, using data from two different sources (self-reports and coworker reports). Settings A large organization for residential elderly care in the Northern urban area in The Netherlands. Participants Self-report and coworker questionnaires were distributed to 123 health care workers, of which 73 people returned the self-report questionnaire (59% response rate). In addition, 66 out of 123 coworker questionnaires were returned (54% coworker response rate). In total 54 surveys of job incumbents and coworkers could be matched. Methods Next to descriptive statistics, t-test, and correlations, hierarchical regression analyses were conducted using SPSS 15.0 for Windows. Results Correlations and a t-test demonstrated significant convergence between job incumbent and coworker reports of CWB. Hierarchical regression analyses showed that both job incumbent and coworker data consistently demonstrated CWB to be related to its work-related antecedents. Specifically, findings showed that both physical and emotional job resources moderated the relation between physical job demands and CWB. Conclusions The current findings provide stronger evidence that (multi-source measured) CWB is associated with job demands and job resources than has been provided in the past. Moreover, the present study implies that DISC theory has the potential of making a profound contribution to our understanding of counterproductive working behaviors in health care work. Future longitudinal studies should investigate this kind of relations more intensely. Keywords: Job demands; Job resources; Job stress; DISC Model; Counterproductive work behavior; Residential elderly car