Cross-domain consequences of workplace bullying: A multi-source daily diary study

In this multi-source daily diary study we examine the effect of exposure to workplace bullying behaviors on family domain outcomes (conflicts at home, relationship satisfaction), and the mediating role that psychological detachment and affective distress play in this relationship. A sample of 68 employees and their spouses filled in a quantitative diary for 5 consecutive working days twice a day (N occasions = 680). Multilevel analyses showed that daily workplace bullying positively predicted both self-report and spouse-report conflicts at home, and daily psychological detachment mediated this relationship. In addition, daily affective distress was the mediator only for self-report conflicts at home. Further, it was found an indirect effect of both affective distress and detachment on the relationship between bullying and self-reported relationship satisfaction. Detachment also showed an indirect role in the association between bullying and spouse-reported relationship satisfaction. To our knowledge, this is one of the first studies in showing that negative effects of workplace bullying go beyond the work setting and beyond the employee. Moreover, this study adds to an emerging line of research exploring how daily negative work experiences are transferred to and interferes with the non-work domain. The theoretical and practical implications of these findings are discussed

Positive Experiences at Work and Daily Recovery: Effects on Couple’s Well-Being

The present diary study investigates, at the within-person level, how job satisfaction mediates the relationship between self-rated job performance and recovery experiences (i.e., psychological detachment from work and relaxation) during off-job time. Furthermore, we explore the effects of these two recovery experiences on couple´s well-being. Data were collected from 145 dual-earner couples (N = 290 participants; N = 1450 occasions) with a daily diary design (five consecutive working days). Multilevel analyses showed that daily job performance positively predicted psychological detachment and relaxation, and that daily job satisfaction partially mediated this relationship. In addition, we found that psychological detachment and relaxation have positive effects on own and partner´s indicators of well-being (i.e., relationship satisfaction and positive emotions). The benefits of recovery go beyond the individual and affect their partner´s level of well-being

Job demands-resources theory: Ten years later

Burnout refers to a work-related state of exhaustion and a sense of cynicism. In contrast, work engagement is a positive motivational state of vigor, dedication, and absorption. In this article, we discuss the concepts of burnout and work engagement and review their antecedents and consequences. We look back at our inaugural Annual Reviews article (Bakker et al. 2014) and highlight new empirical findings and theoretical innovations in relationship to job demands–resources (JD-R) theory. We discuss four major innovations of the past decade, namely (a) the person × situation approach of JD-R, (b) multilevel JD-R theory, (c) new proactive approaches in JD-R theory, and (d) the work–home resources model. After discussing practical implications, we elaborate on more opportunities for future research, including JD-R interventions, team-level approaches, and demands and resources from other life domains. Keywords: burnout, job demands–resources theory, job design, proactive work behavior, work engagemen

The daily spillover and crossover of emotional labor: faking emotions at work and at home

This diary study among 75 Spanish dual earner couples investigates whether emotional labor performed by employees at work has implications for themselves and for their partner at home. On the basis of the Spillover-Crossover model, we hypothesized that individuals' surface acting at work would spill over to the home domain, and that surface acting at home, in turn, would reduce individuals' levels of well-being. Moreover, we predicted crossover of experiences lived at home between the members of the couple. Participants filled in a diary booklet during five consecutive working days (N = 150 participants and N = 750 occasions). The results of multilevel analyses show that daily surface acting at work has an indirect relationship with daily well-being through daily surface acting at home. In addition, we found a bi-directional crossover of surface acting at home and well-being between both members of the couple. These findings indicate that emotional labor has implications not only for employees themselves, but also for their partner at home -- on a daily basis

Agredidos que agreden: La relación recíproca entre víctima y agresor en situaciones de acoso psicológico en el trabajo

nrpages: 20status: publishe

Positive experiences at work and daily recovery: effects on couple's well-being:effects on couple’s well-being

The present diary study investigates, at the within-person level, how job satisfaction mediates the relationship between self-rated job performance and recovery experiences (i.e., psychological detachment from work and relaxation) during off-job time. Furthermore, we explore the effects of these two recovery experiences on couple´s well-being. Data were collected from 145 dual-earner couples (N = 290 participants; N = 1450 occasions) with a daily diary design (five consecutive working days). Multilevel analyses showed that daily job performance positively predicted psychological detachment and relaxation, and that daily job satisfaction partially mediated this relationship. In addition, we found that psychological detachment and relaxation have positive effects on own and partner´s indicators of well-being (i.e., relationship satisfaction and positive emotions). The benefits of recovery go beyond the individual and affect their partner´s level of well-being

The role of job insecurity and work-family conflict on mental health evolution during COVID-19 lockdown

The aim of this intensive longitudinal study was (1) to explore the temporal evolution of two mental health indicators (anxiety and depressive symptoms, and insomnia) throughout COVID-19 lockdown in Spain, and (2) to examine its association with two work-related stressors (job insecurity and work-family conflict). A sample of 1519 participants responded to several questionnaires during the lockdown (between 16 March and 29 April 2020). Results of latent growth modelling showed a curvilinear increase of our two mental health indicators over time (a logarithmic growth for anxiety and depression, accentuated during the first part of the lockdown, and a quadratic growth for insomnia, accentuated during the second part). Regarding its association with work-related stressors, we found that higher levels of job insecurity and work-family conflict were related to higher levels of anxiety, depression, and insomnia. Additionally, we found a significant interaction between time and the two forms of work-family conflict (work-to-home and home-to-work), showing that people with more work-family conflict experienced stronger growth in all mental-health indicators. Overall, this study contributes to the description of the temporal dynamics of mental health during the COVID-19 outbreak in Spain, as well as its association with two key work-related stressors

Revista de Psicología del Trabajo y de las Organizaciones Journal of Work and Organizational Psychology Special Issue: Happiness and Well-Being at Work

Las perspectivas sobre las fuentes de felicidad e infelicidad (también conceptualizado como "bienestar"), se pueden distinguir en cuanto a su enfoque principal, ya que algunas centran su atención en el ambiente y otras en los pensamientos y sentimientos de los individuos. En este trabajo se analizarán por separado las características del entorno y los procesos mentales del individuo. En la última parte de este artículo se examinará el funcionamiento combinado de ambos enfoques, exponiendo cómo la felicidad puede depender tanto de las características laborales como personales. Finalmente, se presentan una serie de sugerencias para futuras investigaciones, entre las cuales se destaca la necesidad de distinguir entre las diferentes formas de felicidad e infelicidad, tanto a nivel conceptual como empírico, ya que cada una tiene sus propias causas y consecuencias. © 2013 Colegio Oficial de Psicólogos de Madrid. Todos los derechos reservados. Sources of happiness and unhappiness in the workplace: A combined perspective A B S T R A C T Perspectives on the sources of happiness and unhappiness (sometimes viewed as "well-being") may be distinguished in terms of their primary emphasis -either on features in the environment or on people's thoughts and feelings. This paper will separately cover environmental features and within-person mental processes. In a third section, we will present a combined perspective, exposing how happiness may be understood as a function of both job and personal characteristics. Finally, avenues for future research are suggested, emphasising the need to distinguish conceptually and empirically between different forms of happiness and unhappiness, given that each one has its own partly distinct sources and consequences. © 2013 Colegio Oficial de Psicólogos de Madrid. All rights reserved. Las perspectivas sobre las fuentes de felicidad e infelicidad (también conceptualizado como "bienestar"), se pueden distinguir en cuanto a su enfoque principal, ya que algunas centran su atención en el ambiente y otras en los pensamientos y sentimientos de los individuos. La mayoría de las investigaciones en psicología industrial/ organizacional y en psicología de la salud ocupacional se han ocupado de examinar el impacto de las características de la organización o del puesto de trabajo, y relativamente poco de analizar a los trabajadores y sus cambios en los procesos cognitivos y afectivos. Cada una de dichas perspectivas tiene su valor, pero la felicidad y la infelicidad se derivan claramente de ambas fuentes. En este trabajo se analizarán por separado las características ambientales y del entorno, así como los procesos mentales del individuo. En la última parte de este artí-culo se examinará el funcionamiento combinado de ambos enfoques. Una perspectiva centrada en el ambiente: las características del trabajo y la felicidad De acuerdo con este enfoque, un aspecto fundamental para entender la felicidad en el trabajo es la clasificación adecuada de las características laborales. Dicha clasificación aparece en la tabla 1, donde se identifican las 12 características principales de un trabajo que se asocian con la felicidad o la infelicidad personal. Cada una de ellas está precedida por la letra "A" en referencia al ambiente y en la segunda columna aparecen cada uno de sus componentes. Por ejemplo, para que un trabajo sea psicológicamente "beneficioso", además de proporcionar un salario adecuado deberá presentar puntuaciones elevadas en algunas de esas características. La oportunidad de control (A1 en la tabla) es esencial en cualquier ambiente para alcanzar las metas personales, así como para reducir los sentimientos de desesperanza. Por su parte, la claridad ambiental (A5) es generalmente deseable tanto para reducir la ansiedad sobre el futuro como para poder planificar y regular adecuadamente la conducta

Revista de Psicología del Trabajo y de las Organizaciones Journal of Work and Organizational Psychology Special Issue: Happiness and Well-Being at Work Engaged managers are not workaholics: Evidence from a longitudinal person- centered analysis

A B S T R A C T The aims of this two-year follow-up study among Finnish managers (n = 463) were twofold: first, to investigate the relation between work engagement and workaholism by utilizing both variable-and person-centered approaches and second, to explore whether and how experiences of work engagement and workaholism relate to job change during the study period. The variable-centered analysis based on Structural Equation Modelling revealed that the latent factors of work engagement and workaholism did not correlate with each other, thereby suggesting that they are independent constructs. The personcentered inspection with Growth Mixture Modelling indicated four work engagement-workaholism classes: 1) "high decreasing WE -low stable WH" (18%), 2) "low increasing WE -average decreasing WH" (7%), 3) "low decreasing WE -low stable WH" (6%), and 4) "high stable WE -average stable WH" (68%). Overall, these results suggest first that also at the intra-individual level work engagement and workaholism were largely independent psychological states (changes in work engagement and workaholism were related only in the class "low increasing WE -average decreasing WH", 7%); second, job conditions had an impact on the levels of both work engagement and workaholism as, typically, the participants in the class "low increasing WE -average decreasing WH" had typically changed their job during the study period. The fact that work engagement and workaholism are sensitive to job changes suggests that both psychological conditions depend -at least partly -on the individual's work situation. © 2013 Colegio Oficial de Psicólogos de Madrid. All rights reserved. Los directivos vinculados psicológicamente en el trabajo no son adictos al mismo: datos de un análisis longitudinal centrado en la persona R E S U M E N El objetivo de este estudio longitudinal entre directivos finlandeses (n = 463) fue doble: en primer lugar investigar la relación entre el engagement (E) y la adicción al trabajo (AT) mediante enfoques centrados en la persona y en la variable y, en segundo lugar, explorar si (y cómo) se relacionan las experiencias de engagement y la adicción al trabajo con el cambio de trabajo durante el período de estudio. El análisis centrado en las variables, basado en modelos de ecuaciones estructurales, mostró que los factores latentes del engagement y la adicción al mismo no correlacionan entre sí, lo que sugiere que son constructos independientes. Los análisis centrados en la persona indicaron cuatro perfiles de engagement-adicción al trabajo: 1) "gran disminución de E -baja estabilidad de AT" (18%), 2) "poco aumento de E -disminución moderada de AT" (7%), 3) "poca disminución de E -poca estabilidad de AT" (6%) y 4) "gran estabilidad de E -moderada estabilidad de AT" (68%). En conjunto, estos resultados sugieren en primer lugar que también a nivel intraindividual el engagement y la adicción al trabajo son estados psicológicos independientes: los cambios en el engagement y la adicción al trabajo se referían únicamente al perfil "poco aumento de E -disminución moderada de AT" (7%). En segundo lugar, las condiciones de trabajo influyeron en los niveles tanto de engagement como de adicción al trabajo ya que, por lo general, los participantes del perfil "poco aumento de

Revista de Psicología del Trabajo y de las Organizaciones Journal of Work and Organizational Psychology Special Issue: Happiness and Well-Being at Work Do job resources affect work engagement via psychological empowerment? A mediation analysis

A B S T R A C T The present study explores whether psychological empowerment may act as a personal resource mediating the motivational process from job resources (i.e., task autonomy, skill utilization, social support from supervisors and social support from colleagues) to work engagement. Regression analysis using MEDIATE macros in a sample of Chilean public workers (N = 1,313) lent support to the mediation hypothesis: Psychological empowerment carried the effect of task autonomy, skill utilization, and social support from supervisors on work engagement. These results suggest that job resources may increase the perception of being empowered at work, which then represents an important factor to enhance work engagement. Psychological empowerment is thus a pathway to promote wellbeing in organisations. © 2013 Colegio Oficial de Psicólogos de Madrid. All rights reserved. ¿Afectan los recursos del trabajo al engagement a través del empowerment psicológico? Análisis de mediación R E S U M E N El presente estudio explora si el empowerment psicológico puede actuar como un recurso personal mediando el proceso motivacional desde los recursos laborales (autonomía de tareas, uso de habilidades, apoyo social del supervisor y apoyo social de los colegas) a la implicación en el trabajo. Los análisis de regresión, usando la macros MEDIATE en una muestra de trabajadores públicos chilenos (N = 1.313), apoyan la hipóte-sis de mediación. El empowerment psicológico trasmitió el efecto de la autonomía de tareas, el uso de habilidades y el apoyo social del supervisor la implicación en el trabajo. Estos resultados sugieren que los recursos laborales pueden incrementar la percepción de empowerment en el trabajo, lo cual representa un importante factor para mejorar la implicación en el mismo. El empowerment psicológico, por lo tanto, es una vía para promover el bienestar en las organizaciones