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On the association between job dissatisfaction and employee’s mental health problems: Does emotional regulation ability buffer the link?
Abstract
Meta-analytic research has demonstrated that job dissatisfaction levels may be related to lower emotional wellbeing. However, few studies have specifically focused on protective factors that might serve as a buffer in the link between job dissatisfaction and mental health problems in the workplace. This study examined the moderating role of emotion regulation ability (ERA) in the association between job dissatisfaction and mental health problems (i.e., depression, anxiety, and stress symptoms) among 629 professional workers. In a multi-occupational sample, we measured ERA along with indices of job dissatisfaction, depression, anxiety, and stress. The results showed that job dissatisfaction was positively related to depression, anxiety, and stress, but that these relationships were buffered by levels of ERA; that is, higher job dissatisfaction was associated with more mental health problems, but the effect was weaker for those employees with higher ERA. These findings identify emotion-regulation ability as a noteworthy contributor to protection from mental health problems in cases of job dissatisfaction, and highlight the need to consider emotional resources in the workplace when investigating mental health problems relating to chronic job dissatisfaction.
... Job dissatisfaction could degenerate into the transfer of aggression, a persistent feeling of low selfworth and general lethargy in an individual, which if left unchecked, could result in partial or full-scale mental illness as a result of the damage done to the teacher's moral psyche. The major problem here is that this influence of job dissatisfaction on mental health is usually not noticeable until when it starts to impair job performance, relationship with students and ability to sustain various pressure from employers, customers, students and co-workers [2,3,4]. It is expedient if this mental stress is checked regularly because the current trends of working conditions, where work overload is inevitable, may be eroding the level of job satisfaction by damaging the physical and mental health of employees [5,6]. ...
... However, since it is not all workers that experience job dissatisfaction that usually end up with mental challenges. Several cases of gradually growing suspected mental issues are often not detected early enough for quick intervention [2,3,4,10]. The DJSD considered for the analysis of some categorical data was introduced by Soyinka and Olosunde [11]. ...
Elegant statistical methods for categorical data analysis are rapidly evolving and being adopted, particularly for biomedical and social sciences data analysis. This study presents a case study for the application of the discrete Johnson systems of distribution approach for the analysis of secondary school teachers’ job satisfaction (JS). This new approach accommodates relative frequency behavioural patterns in the analysis of categorical data using the entropy measure of discrete Johnson systems of distribution (DJSD). The approach offers a better alternative to the existing chi-square and likelihood ratio tests because it captures more shared information compared to known measures of association. A focus on the JS of about 393 teachers, showed that above 60% of the teacher’s eventually developed job dissatisfaction induced psychiatric disorders before the end of their career. Further examples were used to illustrate the applicability of the approach and enhance its reproducibility.
... Rotating and graveyard shifts are also associated with physical and mental health outcomes [29,30]. Previous studies also explored that personal burnout, individual work dissatisfaction and psychosocial work conditions in environmental aspects are connected with mental health [31][32][33][34]. On top of that, previous studies focused more on Western countries and other developed countries in East Asia [26,[35][36][37][38][39][40]. ...
... Burnout is a work-related stress syndrome, and high psychological demand of work lacks relevant job resources. As a result, it is associated with mental health [31][32][33][34]55,56]. The possible reasons mentioned above still exists in precarious employees, which is consistent with our results. ...
Background: Precarious employment is a major determinant of mental health outcomes. The COVID-19 pandemic and development of digital economic platforms have enhanced the ratio of precarious employment relationship. The aim of this study was to explore the relationships among burnout, job dissatisfaction, psychosocial work conditions and minor mental disorders of precarious employment. Methods: A cross-sectional study was conducted, using the questionnaire from a national survey of employees in 2013. Minor mental disorder was measured using the five-item brief symptom rating scale (BSRS-5). 1909 males and 1499 females, with a total of 3408 non-standard employees aged 20 to 65, including short-term and temporary precarious employment, have been analyzed. Also obtained were participants’ sex, age, type of industry, status of shift work, job dissatisfaction, burnout as well as psychosocial work conditions. Results: The prevalence of minor mental disorders among precarious work condition in man and women were 16.08% and 19.35%, respectively. When we adjusted age and status of shift work, associations between minor mental disorders and female, job dissatisfaction, increased scores in burnout, and high psychological demand of work was noticed. When we further categorized by sex, it was found that job dissatisfaction and increased scores in burnout were significantly related with an increased risk for minor mental disorders in both male and female workers. The odds of minor mental disorders was significantly related with an increased scores in psychological demand of work among female precarious workers. Conclusions: This research study provides directions for future researches.
... Motivation is very closely linked to job satisfaction, so both areas have become part of many theories, concepts and a growing number of studies. This has led to today's efforts of their mutual theoreticalmethodological and practical confrontation and their settings in the new challenges of the world of work (Christen et al. 2006;Javaloy et al. 2011;Sahito and Vaisanen 2017;Extremera et al. 2020). The literature also elaborates on the possibilities of measuring job satisfaction, to which effective motivation should belong (Aziri 2011). ...
... There are many HR studies in the scientific literature that refer to positive associations of motivation and job satisfaction (Sahito and Vaisanen 2017;Bayona et al. 2020;Miao et al. 2020), both management tools -effective motivation and job satisfaction. They significantly affect both individual (Cortini et al. 2019;Extremera et al. 2020) and organizational performance (Meyerding 2019; Miao et al. 2020). Based on a search of studies and meta-analyses in this area, Aziri (2011) states that "many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on the performance of business organizations". ...
The aim of our research is to identify how the effectiveness of motivation and job satisfaction of employees contribute to the success of agricultural companies in Slovakia. The research sample consists of 757 employees in agricultural companies in Slovakia. Baron and Kenny’s mediation model and regression ANCOVA (analysis of covariance) were also used. The hypothesis that the dependence of the business performance on the effectiveness of motivation of the employees is mediated by their job satisfaction has been confirmed. An important finding is that the direct relationship between the business performance of agricultural companies and the effectiveness of employee motivation is not significant. However, the variable that transmits this effect, respectively mediates the impact of the effectiveness of employee motivation on business performance, is the job satisfaction of employees. A significant relationship between the effectiveness of motivation was found mainly among financial motivators, which points to the problematic nature of this motivational setting. Significant influencing factors include age, education and job position. As the effectiveness of financial motivation and satisfaction was highest in these groups, it is possible to start applying new trends in employee remuneration to other groups that have not shown such a connection to such a significant extent.
... Previous studies have shown that JD is more strongly associated with mental health issues than with physical health problems among workers. For instance, JD was associated with psychological distress, acting as a major trigger for the development of depression and anxiety (Extremera et al., 2020;Liu et al., 2023;Qiu et al., 2021). In addition, it is closely related to other stress-related mental health symptoms, including sleep disturbance and burnout (Tatsuse & Sekine, 2013;Wang et al., 2020). ...
This study aimed to investigate the relationship between job dissatisfaction (JD) and depressive symptoms and suicidal ideation among female workers. Additionally, it examined how the cumulative exposure to JD over multiple years can exacerbate the effect. We conducted our analyses on a nationwide sample of 6111 female workers from the Korean Longitudinal Survey of Women and Family (Waves 5–7). Depressive symptoms were measured using the 10-item version of the Centre for Epidemiologic Studies Depression Scale. JD was classified into quartiles (Q1–Q4), and odds ratios (ORs) with 95% confidence intervals (CIs) were calculated using generalised estimating equations. The overall prevalence of depressive symptoms and suicidal ideation among study participants was 13.9% and 2.4%, respectively. Our findings revealed that female workers with the highest level of JD (Q4) had a significantly greater risk of depressive symptoms (OR [95% CI]: 1.61 [1.37–1.89]) and suicidal ideation (OR [95% CI]: 2.08 [1.37–3.17]) after 2-year follow-up compared to those with the lowest level of JD (Q1). Consecutive exposure to JD over multiple years was also associated with depressive symptoms and suicidal ideation after a 2-year follow-up. For instance, women exposed to JD for three consecutive waves exhibited a high risk of depressive symptoms (OR [95% CI]: 1.61 [1.33–1.95]) and suicidal ideation (OR [95% CI]: 1.67 [1.04–2.70]). JD was positively associated with depressive symptoms and suicidal ideation. Our study suggests that JD is a risk factor for mental health problems in female workers.
... When facing work stress, it is more likely to lead to job burnout and work satisfaction of medical workers (55). In addition, an analysis of data has shown that job dissatisfaction is positively related to depression, anxiety and work stress (56,57). Staffing, work environment, and working hours are significantly associated with nurse burnout and job dissatisfaction (58). ...
Background:
The COVID-19 pandemic continues to pose unprecedented threats and challenges to global public health. Hospital Clinical Laboratory and public health institutions have been playing an important role in case detection, epidemic research and decision-making, and epidemic prevention and control.
Objective:
To explore the current situation and influencing factors of work stress of medical workers in hospital clinical laboratory in fighting against COVID-19.
Methods:
A cluster random sampling method was used to select seven hospitals from 14 tertiary hospitals in Xiamen, and medical workers in the selected hospitals were investigated by self-administered questionnaire. A total of 150 medical workers inclinical laboratory participated in this survey, 138 valid questionnaires were collected, with a response rate of 92%.
Results:
The work stress scores of the medical workers in the clinical laboratory of hospital in the COVID-19 epidemic were collected (55.22 ± 11.48); The top three dimensions of work stress score were work stress (work load), external environment and doctor-patient relationship. The results of multiple stepwise regression analysis showed that the working hours per day, whether overtime and night shift can get compensatory leave and Job satisfaction with the work of the clinical laboratory were the main factors affecting the work stress level of medical workers in the clinical laboratory of hospital during COVID-19 epidemic.
Conclusion:
The COVID-19 has caused great harm to the physical and mental health of the public. Medical staff are in the front line of prevention and control of the epidemic, so medical workers in hospital clinical laboratory exposed to a high level of stress at work. Laboratory leaders and hospital managers should take active and effective measures to reduce the working hours of the medical staff in clinical laboratory, optimize the arrangement of night shift and overtime working, strengthen the training of group and individual pressure management, reduce the work stress of the medical staff, improve the overall happiness of the medical staff in clinical laboratory, and stabilize the clinical laboratory team, improve the physical and mental health of medical workers in clinical laboratory.
... Studies have revealed the negative effects of job dissatisfaction on the mental health and social life of individuals. It has immensely negative consequences for both physical and psychological health (Extremera et al., 2020). According to a study, job dissatisfaction affects learning motivation, and creativity among students (Wijaya, 2019). ...
Ethnic minority groups usually face discrimination in the form of prejudice and stereotypes. The self-esteem and psychological well-being of ethnic minority groups are adversely impacted by the prejudice and discrimination behavior of others. The perceived discrimination unfavorably influences the attitude and behavior of ethnic minority groups, which in turn develops resistance to innovation among them. With the support of social exchange theory, this study hypothesized that perceived discrimination positively enhances resistance to innovation and job dissatisfaction for empirical investigation. The current study also proposes that job dissatisfaction positively correlates with resistance to innovation. This study further assumes the mediating role of job dissatisfaction and moderating role of psychological distress forfurther investigation. For empirical investigation, the present study collected the data from 328 Ethnic Minority Students of various Chinese universities through a structured questionnaire method using a convenient sampling technique. This study applied partial least square structural equation modeling (PLS-SEM) for empirical examination using Smart PLS software. The findings confirm that perceived discrimination positively correlates with resistance to innovation and job dissatisfaction, respectively. It is also verified that perceived discrimination positively impacts job dissatisfaction. The results further interpreted that job dissatisfaction mediates the relationship between perceived discrimination and resistance to innovation. Additionally, the findings revealed that psychological distress does not moderate the relationship between perceived discrimination and resistance to innovation; however, psychological distress moderates the relationship between job dissatisfaction and resistance to innovation. The findings serve the organizations by pointing out the role of perceived discrimination on job dissatisfaction. This study also provides valuable theoretical and practical implications.
... In addition, well-being is associated with competence to manage emotions or emotional intelligence in different environments of daily life (Extremera & Rey, 2016). For example, dissatisfaction in the work environment generates emotional distress (depression, anxiety, stress) and even serious mental health problems (Extremera et al., 2020), while leadership capability is associated with well-being in the work environment (Espinoza-Parra et al., 2015). In social relations, the feeling of cultural integration is associated positively with well-being (Ferrari et al., 2019). ...
This study analyses the publications by Spanish institutions indexed by the Web of Science in the thematic category of “Psychology, Social”. The objectives are to determine whether such publications address topics related to the Sustainable Development Goals (SDGs) and to what extent the research conducted contributes to achieving the goals proposed in each of the SDGs. Publications were classified by their relationship with the SDGs using OSDG tool, and an in-depth content analysis was performed to validate the results. A corpus of 1,632 papers published by Spanish institutions was identified. The results show that 34% percent of the papers address matters related to the SDGs; 23% of these are related to Goal 3 (good health and well-being), and 5%, to Goal 5 (gender equality). For achieving SDG 3 goals, the reviewed papers evidence the need that institutions, governments and society to provide, especially for children and adolescents, healthy social environments to prevent harmful social relationships while improving individual skills to manage emotions in everyday life and promoting cultural integration. Regarding SDG 5, it should be a priority the application of effective strategies to change stereotypes, assigned sexual roles and sexist attitudes that sustain inequality and violence against women.
... Indeed, the combination of environmental and individual factors was emphasised by 'the father of stress' Hans Selye (1956Selye ( , 1974Selye ( , 1976, who first used the term in 1935 to describe how the placenta of female rats are affected by starvation (Selye & McKeown, 1935) and the following year defined stress as the body's general, non-specified and adaptive response to any change (Selye, 1936). Defining stress as a combination of individual and contextual factors changes the parameters for managing stress, and later studies in this literature have suggested that individual resilience (Cooper et al., 2013;Vander Elst et al., 2019) as well as good leadership and working conditions, positive organizational culture, emotional regulation and strong relationships with co-workers may act as a buffer against stress and hence improve mental wellbeing (e.g., Donaldson-Feilder & Lewis, 2016;Extremera et al., 2020;Michie 2002). ...
The worldwide spread of work‐related mental unhealth suggests that this is a major problem affecting organizations and employees on a global scale. In this paper, we therefore provide a thematic review of the literatures that address this issue in management and organization studies (MOS) and related fields. While these literatures examine how employee mental health is affected by organizational and occupational structures and managed by organizations and employees, they have paid relatively little attention to the capitalist labour relations which underpin the unhealthy conditions of contemporary working life. They have paid even less attention to how these conditions may be resisted. To help future scholarship in MOS challenge this state of affairs, we draw on some of the most basic but central notions of exploitation, alienation and resistance in classic and current critiques of capitalism, optimistic that this may help strengthen the field's capacity to confront mental unhealth in settings of work and organization.
... In particular, psychological concerns manifest the symptoms of depression, thus hindering work performance [40]. Given the statement, the research on the healthcare professional shows that depression is a distinct phenomenon elevating feelings of dissatisfaction [62], thus making it difficult for individuals to cope with the increasing psychological problems. Ensuring work-related well-being is vital for enhancing job performance. ...
The coronavirus pandemic (COVID-19) has undoubtedly created immense health problems in the global healthcare sector. Apart from its impact on physical health, it has devastatingly affected the psychological well-being of individuals. Based on Affective Events Theory (AET), the current study aims to contemplate the relationship between Fear of COVID-19 (CVF), psychological concerns (PC), and financial concerns (FC) while considering the impact on the healthcare employees’ job performance (JP). Moreover, this study investigates the mediating role of job anxiety (ANX), stress (ST), and depression (DEP). The data were collected through an online structured questionnaire (Google Forms) from 489 employees working in the healthcare centers of Pakistan. The structured equation modeling (partial least square) approach is adopted for data analysis. The study results showed that Fear of COVID-19, psychological and financial concerns positively and significantly affect healthcare workers’ job performance. Depression, anxiety, and stress mediated the relationship between Fear of COVID-19, psychological concerns, financial concerns, and job performance. The study theoretically and practically contributes to the existing literature on psychological and mental health by providing a better understanding of the individual variables that affect employees’ job performance.
... Apparently, in sentimental life choices these preexisting dispositions are more relevant in influencing final satisfaction than the cognitive processes utilized to decide. On the other hand, satisfaction with choices in the work area is predicted negatively by trait anxiety, which again is consistent with previous literature that shows that anxious people are more vulnerable to work related stress and dissatisfaction (Extremera et al., 2020;Saquib et al., 2019), and also positively by the usage of both System 1 and System 2 cognitive processes when taking the choice. This last result shows that, despite the possibility to utilize more one system or the other when deciding, the final outcome of a life-relevant decision may be determined by a complex decision process, which features both careful assessment of options and intuitive/emotional influences. ...
People often make life choices that will affect their future (e.g. getting married). However, research on decision making focuses more on abstract dilemmas than on decision making. The aim of this study is threefold: to analyze (1) whether people rely mainly on intuitive or rational processing (System 1 or 2) when making life choices; (2) whether some characteristics of recalled life choices (e.g., difficulty in making the decision) differ between life areas (sentimental and work contexts); (3) whether personality traits and System 1 or 2 utilization may predict final satisfaction in life choices. By conducting a cross-sectional study on 188 participants' recall of selected life decisions (in the sentimental and work life areas) we found that System 1 is more involved than System 2 in sentimental choices while the opposite happens for work ones. Lastly, satisfaction in life choices is partially predicted by the involvement of cognitive systems and individual differences, with different predictors emerging across life areas. Discussion suggests directions for future research on naturalistic decision making.
... Several studies have presented the positive associations of motivation and job satisfaction [60][61][62], both of which are management tools in the form of effective motivation and job satisfaction. They significantly affect both individual [63,64] and organizational performance [62]. ...
The agricultural sector ensures food security and is a major source of employment, income, and economic activity in rural areas. The Food and Agriculture Organization of the United Nations (FAO) considers that family farms are the key to a sustainable future in Europe and Central Asia. In Romania, small farms represent the pillar on which Romanian society has been developed. Although the trend has been a reduction in the number of small farms and an increase in the number of large farms, the Government of Romania understands the importance of small farms and therefore supports them through policies involving direct payments, rural development instruments, special initiatives, and loans and outstanding obligations, among others, which focus on increasing their economic performance. The aim of our research was to determine the relationship between farmers’ motivation, their job satisfaction, and the farm economic performance in the case of small Romanian farms. The research sample consisted of 900 small farms (utilized agricultural area (UAA): under 20 ha; standard output (SO): under EUR 15,000). The data obtained after applying the questionnaires were analyzed using SPSS 20.0 and Amos 24.0. For the exploratory factor analysis, values of Bartlett’s test of sphericity, the Kaiser–Meyer–Olkin test, and Cronbach’s alpha coefficient were calculated for each dimension of the proposed model. The hypothesis that motivation, job satisfaction, and farm economic performance directly and positively influence each other was confirmed. An important finding was that the correlation coefficient between farmers’ motivation and farm economic performance was ρ = 0.78, while that for the relation between farmers’ job satisfaction and farm economic performance was ρ = 0.53, which was similar to the correlation coefficient calculated for the relationship between farmers’ motivation and farmers’ job satisfaction. This result allows us to conclude that the influence of farmers’ motivation factors on farm economic performance is stronger than the influence of job satisfaction in the case of Romanian farmers on small farms. This might explain why, although work in agriculture is considered to be worse than an office job and the people that work in agriculture are sometimes stigmatized and receive lower incomes, there are still very strong motivators for Romanian farmers to continue their work in agriculture. This is proven by the fact that Romania has the highest number of small farms in Europe, and this number is not decreasing.
... Second, the findings showed ERA as the only component of EI linked to work engagement and job and life satisfaction. These results are in line with previous empirical evidence showing positive associations between ERA and both life (Fernández-Berrocal and Extremera, 2016) and job satisfaction (Brackett et al., 2010;Extremera et al., 2020). Likewise, this accords with prior research with teaching professionals in which ERA was positively associated with teachers' work engagement (Castillo-Gualda et al., 2017). ...
Emotional intelligence has been underscored as a helpful personal resource in explaining life and job attitudes in human services employees. However, the joint interaction of emotional intelligence (EI) abilities with work engagement to explain life and job attitudes has not been tested. The present study aimed to explore the interactive role of EI abilities with work engagement in the prediction of job and life satisfaction in a sample of Spanish secondary-school teachers. A total of 190 teachers (125 females) participated in the study. Notably, the results showed that only emotion regulation ability (ERA) was significantly associated with work engagement, job satisfaction, and life satisfaction. Furthermore, ERA moderated the relationship between work engagement and job and life satisfaction. The present findings contribute to current knowledge on EI abilities and personal and job-related correlates of teachers' work engagement.
Aims
This study aimed to determine the role of gratitude as a mediator between the influence of religiosity on employee job satisfaction
Methods
Quantitative research design with purposive sampling technique on 40 Primagroup Indonesia employees. Data were collected using the Religiosity Scale, Minnesota Satisfaction Questionnaire, and Gratitude Scale, distributed directly to the respondents. Data analysis used Mediation Regression Analysis with the help of the SPSS version 26 program.
Results
The test results of the direct influence of religiosity on job satisfaction were not significant (β = 0.10; p = 0.56 (p > 0.05)), meaning that hypothesis 1 was rejected. These results show that there is no direct influence of religiosity on job satisfaction when a gratitude mediator is presented. The results of the gratitude test as a mediator of the influence of religiosity on job satisfaction showed significant results (β = 0.23; p = 0.04 (p < 0.05)), which means that hypothesis 2 is accepted.
Conclusion
The results showed that gratitude could mediate the effect of religiosity on employee job satisfaction. Gratitude can fully mediate the influence of religiosity on employee job satisfaction. So employees who have religiosity will feel more satisfied with their workers if through gratitude.
Introduction
Basic psychological needs satisfaction (BPNS) and Emotional intelligence (EI) have been underscored as helpful psychological constructs in explaining academic engagement. However, the joint interaction of BPNS with EI abilities to explain academic engagement has not been tested. Therefore, the present study aimed to investigate the interactive role of BPNS with EI abilities in the prediction of academic engagement in a sample of Chinese university students.
Methods
A questionnaire survey was administered to a sample of 466 university students. The data were analyzed using the SPSS (version 21.0) software. The first analysis consisted of descriptive statistics (including mean and standard deviation) and Pearson’s correlations among BPNS, EI, and academic engagement. Through structural equation modeling (SEM), direct and indirect effects were calculated.
Results
The results showed that BPNS was positively associated with academic engagement and that only the Use of emotion dimension of EI mediated these associations.
Discussion
These results suggest that important interventions incorporated with BPNS and EI abilities, especially the use of emotion ability, may be performed to promote university students’ academic engagement.
Emotional intelligence (EI) abilities relate to desirable outcomes such as better well-being, academic performance, and job performance. Previous research shows that coping strategies mediate the effects of ability EI on such outcomes. Across two cross-sectional studies, we show that coping strategies mediate the relationships of ability EI with both well-being (life satisfaction, psychological well-being) and ill-being (depression, anxiety, stress). Study 1 ( N = 105 first-year university students, 78% female) assessed EI with the Situational Test of Emotion Understanding (STEU) and Situation Test of Emotion Management (STEM). Avoidant coping significantly mediated the relationship of both the STEU and STEM with depression, anxiety, stress, and psychological well-being. EI was associated with lower avoidant coping, higher well-being and lower ill-being. Study 2 ( N = 115 first-year university students, 67% female) assessed EI with the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT). Avoidant coping mediated the relationship between EI and ill-being, but not the relationship between EI and well-being. These effects were significant for three of the four EI branches—emotion perception, understanding, and management. We discuss possible reasons why avoidant coping may be an active ingredient by which lower EI relates to lower well-being. We also discuss a possible application of our findings—that EI training programs might benefit from including content aimed at reducing avoidant coping.
The purpose of this study is to understand negative outcomes of boundary violation events or interruptions at home in which the work life crosses the home boundaries. In the line of boundary theory and affective events theory, the aim of this study is to analyze the effect of daily events of boundary violations at home on work interference with family (WIF). Moreover, incorporating the ego depletion theory, we study the impact of WIF on an individual’s emotional state (i.e., emotional exhaustion), and the impact of emotional exhaustion on job satisfaction. The data were collected through questionnaires (daily diary method for boundary violations and at one point in time for other variables) from the manufacturing (textile) sector of Pakistan. The results indicate a direct negative effect of average boundary violations at home on job satisfaction and an indirect negative impact through the sequential mediation of WIF and emotional exhaustion. Theoretical and managerial implications are also discussed.
The concept of workplace bullying is gaining prominence in academic literature today. This study explored the social and occupational factors that impact school teachers' experiences of bullying and identified the psychological mechanisms linking workplace bullying to turnover intention. Usable data was collected from 151 full-time school teachers working in 34 schools located in three different cities of India and Partial Least Squares Structural Equation Modeling (PLS-SEM) was used for analysis. Results revealed that workplace bullying leads to turnover intention among the school teachers, where work alienation acted as a partial mediator. Interestingly, unmarried male school teachers were bullied more compared to their female colleagues. Findings suggest that school administration can reduce instances and consequences of workplace bullying by identifying at-risk people and providing a supportive work climate. This study contributes to existing literature by identifying demographic antecedents of bullying among school teachers and explaining the psychological mechanisms through which workplace bullying leads to turnover intention among school teachers in the Indian context.
Teaching professionals’ stress and burnout imply human capital costs and, consequently, economic costs. These costs justify the aim of this research: to offer an analysis of European teachers’ health compared with other workers. To achieve this goal, a review of PsycoINFO, ERIC, Web of Science and Google Scholar databases from 2017 to 2019 was conducted. The study is complemented by an empirical analysis from the Sixth European Working Conditions Survey (n = 27,756). Main findings show that teachers present higher levels of stress, anxiety, fatigue or sleeping problems when compared to other professions as a whole. Nevertheless, they are more satisfied at work. From an applied perspective, these results point to a need to develop specific actions to improve teachers’ wellbeing.
In this article, we review theory and research on strengths use in an organizational context. We identify important antecedents of strengths use, including personal initiative, organizational support for strengths use, autonomy, and opportunities for development. In addition, we position strengths use in Job Demands–Resources theory as one of the possible proactive behaviors that may foster the acquisition of personal and job resources, and indirectly promote work engagement and performance. Since strengths use has important ramifications for employee functioning, strengths use interventions seem an important next step in strengths use research. We outline important questions for future research, and discuss practical implications of our theoretical analysis. We conclude that organizations should encourage employees to use their strengths, because when employees capitalize on their strong points, they can be authentic, feel energized, and flourish.
Our meta‐analysis of emotional intelligence ( EI ) demonstrates that: First, all three types of EI are significantly related to job satisfaction (ability EI : = .08; self‐report EI : = .32; and mixed EI : = .39). Second, both self‐report EI and mixed EI exhibit modest yet statistically significant incremental validity (Δ R ² = .03 for self‐report EI and Δ R ² = .06 for mixed EI ) and large relative importance (31.3% for self‐report EI and 42.8% for mixed EI ) in the presence of cognitive ability and personality when predicting job satisfaction. Third, we found mixed support for the moderator effects (i.e., emotional labour demand of jobs) for the relationship between EI and job satisfaction. Fourth, the relationships between all three types of EI and job satisfaction are mediated by state affect and job performance. Fifth, EI significantly relates to organizational commitment (self‐report EI : = .43; mixed EI : = .43) and turnover intentions (self‐report EI : = −.33). Sixth, after controls, both self‐report EI and mixed EI demonstrate incremental validity and relative importance (46.9% for self‐report EI ; 44.2% for mixed EI ) in predicting organizational commitment. Seventh, self‐report EI demonstrates incremental validity and relative importance (60.9%) in predicting turnover intentions.
Practitioner points
Employees with higher emotional intelligence (EI) have higher job satisfaction, higher organizational commitment, and lower turnover intentions.
Adding EI measures to the set of personality and cognitive measures currently being used can improve the ability to assess employee job satisfaction, organizational commitment, and turnover intentions.
EI improves job satisfaction by helping employees reduce negative feelings, by increasing positive feelings, and/or by improving job performance.
To produce productive and satisfied workers, organizations should incorporate EI in employee recruitment, training, and development programmes.
This meta-analysis includes studies concerning the relationships between emotional intelligence (EI) and subjective well-being (SWB). A total of 25 studies with 77 effect sizes and a combined sample of 8520 participants were found. The results provided evidence of a positive significant relationship between EI and SWB (ȓ = 0.32). This relationship was found to be higher in studies using self-report mixed EI instruments (ȓ = 0.38), than with in studies using self-report ability EI instruments (ȓ = 0.32) and performance-based ability EI instruments (ȓ = 0.22). When examining EI measures, there was a larger association between EI and the cognitive component of SWB (ȓ = 0.35) than with the affective component (ȓ = 0.29). There is a need for further research with other evaluation methods to achieve a better understanding of the relationship between EI and SWB.
Two relatively independent research traditions have developed that address emotion management. The first is the emotion regulation (ER) tradition, which focuses on the processes which permit individuals to influence which emotions they have, when they have them, and how they experience and express these emotions. The second is the emotional intelligence (EI) tradition, which focuses—among other things—on individual differences in ER. To integrate these two traditions, we employed the process model of ER (Gross, 1998b) to review the literature on EI. Two key findings emerged. First, high EI individuals shape their emotions from the earliest possible point in the emotion trajectory and have many strategies at their disposal. Second, high EI individuals regulate their emotions successfully when necessary but they do so flexibly, thereby leaving room for emotions to emerge. We argue that ER and EI traditions stand to benefit substantially from greater integration.
Research and valid practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets of constructs (i.e., ability-based EI and mixed-based EI). In the current article, the authors propose and then test a theoretical model that integrates these factors. They specify a progressive (cascading) pattern among ability-based EI facets, in which emotion perception must causally precede emotion understanding, which in turn precedes conscious emotion regulation and job performance. The sequential elements in this progressive model are believed to selectively reflect Conscientiousness, cognitive ability, and Neuroticism, respectively. "Mixed-based" measures of EI are expected to explain variance in job performance beyond cognitive ability and personality. The cascading model of EI is empirically confirmed via meta-analytic data, although relationships between ability-based EI and job performance are shown to be inconsistent (i.e., EI positively predicts performance for high emotional labor jobs and negatively predicts performance for low emotional labor jobs). Gender and race differences in EI are also meta-analyzed. Implications for linking the EI fad in personnel selection to established psychological theory are discussed.
Propiedades psicométricas de la versión española de las Escalas de Depresión, Ansiedad y Estrés (DASS). Se examinan las propiedades psicométricas de la versión española de las Escalas de Depresión, Ansiedad y Estrés (DASS) y de su forma abreviada (DASS-21) en 365 universitarios. Según el análisis factorial confirmatorio del DASS, ni el modelo de 3 factores ni el de un factor de segundo orden subyacente a los tres factores tuvieron un ajuste aceptable. En el DASS-21 el modelo de tres factores fue el que mejor ajustó; puede decirse que el ajuste fue aceptable, pero no lo suficientemente bueno. Las correlaciones con otros cuestionarios de ansiedad, depresión y afecto positivo y negativo demostraron una validez convergente satisfactoria y una validez divergente aceptable. La validez discriminante fue satisfactoria, aunque la escala de ansiedad no diferenció entre pacientes ansiosos (n= 23) y deprimidos (n= 12).
Using data from a 2005 national survey of working American adults (N=1800), we examine the association between job authority and three health outcomes: physical symptoms, psychological distress, and anger. We also seek to explicate the intervening conditions that suppress and/or contribute to those associations. We observe that higher levels of interpersonal conflict in the workplace and work-to-home interference among those with more job authority suppress the negative association between authority and each health outcome. By contrast, the greater earnings and nonroutine work among those with higher job authority explain their lower levels of physical symptoms, distress, and anger. These observations elaborate on and refine the "stress of higher status" theoretical perspective and illuminate the paradox of the overall null association between job authority and health. Moreover, they draw much-needed attention to the ways that suppression effects can broaden our understanding of workplace inequality, stress processes, and multiple health outcomes.
Literature on temperament, personality, and mood and anxiety disorders is reviewed. The review is organized primarily around L. A. Clark and D. Watson's (1991b) tripartite model for these disorders, but other influential approaches are also examined. Negative affectivity (or neuroticism) appears to be a vulnerability factor for the development of anxiety and depression, indicates poor prognosis, and is itself affected by the experience of disorder. Positive affectivity (or extraversion) is related more specifically to depression, may be a risk factor for its development, suggests poor prognosis, and also may be affected by the experience of disorder. Other personality dimensions (e.g., anxiety sensitivity, attributional style, sociotropy or dependence, autonomy or self-criticism, and constraint) may constitute specific vulnerability factors for particular disorders. More longitudinal and measurement-based research that jointly examines anxiety and depression is needed.
Past research has suggested that dispositional sources of job satisfaction can be traced to measures of affective temperament. The present research focused on another concept, core self-evaluations, which were hypothesized to comprise self-esteem, generalized self-efficacy, locus of control, and nonneuroticism. A model hypothesized that core self-evaluations would have direct effects on job and life satisfaction. It also was hypothesized that core self-evaluations would have indirect effects on job satisfaction. Data were collected from 3 independent samples in 2 countries, using dual source methodology. Results indicated that core self-evaluations had direct and indirect effects on job and life satisfaction. The statistical and logical relationship among core evaluations, affective disposition, and satisfaction was explored.
Does a recently introduced ability scale adequately measure emotional intelligence (EI) skills? Using the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT; J. D. Mayer, P. Salovey, & D. R. Caruso, 2002b), the authors examined (a) whether members of a general standardization sample and emotions experts identified the same test answers as correct, (b) the test's reliability, and (c) the possible factor structures of EI. Twenty-one emotions experts endorsed many of the same answers, as did 2,112 members of the standardization sample, and exhibited superior agreement, particularly when research provides clearer answers to test questions (e.g., emotional perception in faces). The MSCEIT achieved reasonable reliability, and confirmatory factor analysis supported theoretical models of EI. These findings help clarify issues raised in earlier articles published in Emotion.
Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to.54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed.
The authors conducted a 30-year review (1969-1998) of the size of moderating effects of categorical variables as assessed using multiple regression. The median observed effect size (f(2)) is only .002, but 72% of the moderator tests reviewed had power of .80 or greater to detect a targeted effect conventionally defined as small. Results suggest the need to minimize the influence of artifacts that produce a downward bias in the observed effect size and put into question the use of conventional definitions of moderating effect sizes. As long as an effect has a meaningful impact, the authors advise researchers to conduct a power analysis and plan future research designs on the basis of smaller and more realistic targeted effect sizes.
A vast number of published studies have suggested a link between job satisfaction levels and health. The sizes of the relationships reported vary widely. Narrative overviews of this relationship have been published, but no systematic meta-analysis review has been conducted.
A systematic review and meta-analysis of 485 studies with a combined sample size of 267 995 individuals was conducted, evaluating the research evidence linking self-report measures of job satisfaction to measures of physical and mental wellbeing.
The overall correlation combined across all health measures was r = 0.312 (0.370 after Schmidt-Hunter adjustment). Job satisfaction was most strongly associated with mental/psychological problems; strongest relationships were found for burnout (corrected r = 0.478), self-esteem(r = 0.429), depression (r = 0.428), and anxiety(r = 0.420). The correlation with subjective physical illness was more modest (r = 0.287).
Correlations in excess of 0.3 are rare in this context. The relationships found suggest that job satisfaction level is an important factor influencing the health of workers. Organisations should include the development of stress management policies to identify and eradicate work practices that cause most job dissatisfaction as part of any exercise aimed at improving employee health. Occupational health clinicians should consider counselling employees diagnosed as having psychological problems to critically evaluate their work-and help them to explore ways of gaining greater satisfaction from this important aspect of their life.
This study examined the reliability of the Spanish version of the MSCEIT, with a sample of 946 college and high school students (426 males, 520 females) ranging from 16 to 58 years old. After the translation and back-translation process, the objectives of this study were: 1) to examine the reliability of the Spanish version of the MSCEIT v.2.0 at the total scale, area, branch and subscale levels; 2) to analyze the correlations between the methods of scoring in the Spanish version of the MSCEIT v.2.0 at the total scale, area, branch and subscale levels; 3) to examine possible gender differences on MSCEIT scores; and 4) to examine the relationship between age and MSCEIT scores. These analyses revealed good reliability and internal consistency for the Spanish version of the MSCEIT; a high level of convergence between scoring methods; and higher scores obtained by women on overall scale and branches scores than scores obtained by men. A positive correlation between the scores on MSCEIT and age was found. Finally, these results are discussed in light of the limitations of the present study, the implications of the use of this new instrument, and the need for future research on emotional intelligence.
Stressors have a major influence upon mood, our sense of well-being, behavior, and health. Acute stress responses in young, healthy individuals may be adaptive and typically do not impose a health burden. However, if the threat is unremitting, particularly in older or unhealthy individuals, the long-term effects of stressors can damage health. The relationship between psychosocial stressors and disease is affected by the nature, number, and persistence of the stressors as well as by the individual's biological vulnerability (i.e., genetics, constitutional factors), psychosocial resources, and learned patterns of coping. Psychosocial interventions have proven useful for treating stress-related disorders and may influence the course of chronic diseases.
Human resource practitioners place value on selecting and training a more emotionally intelligent workforce. Despite this, research has yet to systematically investigate whether emotional intelligence can in fact be trained. This study addresses this question by conducting a meta-analysis to assess the effect of training on emotional intelligence, and whether effects are moderated by substantive and methodological moderators. We identified a total of 58 published and unpublished studies that included an emotional intelligence training program using either a pre-post or treatment-control design. We calculated Cohen's d to estimate the effect of formal training on emotional intelligence scores. The results showed a moderate positive effect for training, regardless of design. Effect sizes were larger for published studies than dissertations. Effect sizes were relatively robust over gender of participants, and type of EI measure (ability v. mixedmodel). Further, our effect sizes are in line with other meta-analytic studies of competency-based training programs. Implications for practice and future research on EI training are discussed.
While numerous studies document the impact of emotional intelligence on health, no study has estimated the associated economic impact. As a result, the return on investment that could be expected from investing in improving emotional intelligence is unknown, and emotional intelligence research does not always make the expected impact on public policies. In this study, we examine how profitable it would be for governments or insurances to invest in improving people's emotional intelligence (EI). 9616 members of a Mutual Benefit Society completed a measure of EI that we coupled with their healthcare expenditures. Results first show that every 1% increase in intrapersonal EI corresponds to a 1% decrease in healthcare expenditures. Findings also show that the return on investment of increasing intrapersonal EI would vary as a function of people's educational level: the lower the level of education, the higher the expected return.
Beginning in the 1990s and following decades of neglect, what came to be referred to as the Affective Revolution has radically transformed our understanding of the role played by emotion in organizational psychology and organizational behavior (OPOB). In this article, we review the field of emotion in the workplace from different perspectives, corresponding to five discrete levels of analysis: (a) within-person temporal effects, (b) between-person (personality and attitudes) factors, (c) interpersonal behaviors (perception and communication of emotion), (d) group level (leadership and teams), and (e) organizational level (culture and climate). Within these perspectives, we address the importance of affective events theory (AET) and its interaction with emotional intelligence, emotional labor, and emotional contagion, as well as the role of emotion in leadership and organizational culture and climate. We conclude by presenting an integrative model that shows how the five levels are linked, followed by disc...
The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record
Background
The present study aimed at analyzing whether training in emotional competences (EC) would increase the level of perceived EC among unemployed adults, whether the unemployment duration would moderate the effects of the training and whether the changes in EC would predict changes in the levels of perceived stress, somatic complaints, mental health, and mood states.
Methods
Seventy-five participants were randomly allocated to an EC training program, or a control group. Following a controlled experimental design, the participants completed all the measures prior to the intervention (T1), one month later (T2) and six months after the first data collection (T3).
Results
The results showed that change in EC after the training depended on the duration of unemployment. The difference between the experimental and control groups in EC after the training was significant when the participants had been unemployed for less time. In addition, the results indicated that changes in EC were found to be significant predictors of changes in perceived stress, mental health, somatic complaints, and vigor and confusion (mood dimensions) six months after the intervention.
Conclusion
The data suggest that unemployment duration plays a crucial role in determining the range and intensity of intervention effects.
Emotional intelligence (EI) is a set of abilities that pertain to emotions and emotional information. EI has attracted considerable attention among organizational scholars, and research has clarified the definition of EI and illuminated its role in organizations. Here, I define EI and describe the abilities that constitute it. I evaluate two approaches to measuring EI: the performance-based and self-report approaches. I review the findings about how EI is associated with work criteria, organizing the findings according to three overarching models: the validity generalization, situation-specific, and moderator models. The support for the latter two models suggests that the organizational context and employee dispositions should be considered in order to fully explain how EI relates to criteria. I identify controversies in this area, describe how findings address some controversies, and propose future research to address those that remain. I conclude by listing best practices for future research on the role of EI in organizations.
Emotional intelligence is a type of social intelligence that involves the ability to monitor one's own and others' emotions, to discriminate among them, and to use the information to guide one's thinking and actions (Salovey & Mayer, 1990). We discuss (a) whether intelligence is an appropriate metaphor for the construct, and (b) the abilities and mechanisms that may underlie emotional intelligence. © 1993.
Addresses criticisms of the authors' previous linking of emotion and intelligence by explaining that many intellectual problems contain emotional information that must be processed. Using P. Salovey and J. D. Mayer's (1990) definition of emotional intelligence as a type of social intelligence that involves the ability to monitor one's own and others' emotions, to discriminate among them, and to use the information to guide one's thinking, it is argued that intelligence is an appropriate metaphor for the construct. The abilities and mechanisms that underlie emotional intelligence are described. These mechanisms are (1) emotionality itself, (2) facilitation and inhibition of emotional information flow, and (3) specialized neural mechanisms. Emotionality contributes to specific abilities, and emotional management influences information channels and problem solving. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
An attitude scale to give an index of job satisfaction was constructed by a combination of Thurstone and Likert scaling methods. A corrected odd-even reliability coefficient of .87 was computed from scores obtained from a sample of 231 female office employees. Validity was investigated by comparing job satisfaction scores of two groups: (1) 40 students who had personnel jobs, and (2) 51 persons who did not. The mean for the personnel group was 76.9, and for the Non-Personnel group was 65.4. Correlation with the Hoppock Job Satisfaction Blank was
r = .92. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The current meta-analysis examined the relationship between job satisfaction and subjective well-being (SWB). Consistent with the spillover hypothesis, we found positive relationships between job satisfaction and life satisfaction, happiness, positive affect, and the absence of negative affect. In addition, an examination of longitudinal studies suggested that the causal relationship from SWB to job satisfaction was stronger than the causal relationship from job satisfaction to SWB.
A meta-analysis was conducted of correlations between job satisfaction and measures of health for samples originating from Hong Kong. Using established procedures and a priori selection criteria, 22 samples were combined from published and unpublished sources, in a combined sample of 4492 workers from various industries and occupations. Results indicated relationships between job satisfaction and health for Hong Kong employees were high, and notably different from the larger sample in the HERMES study (Cass, Faragher & Cooper2003). The moderator analysis revealed that samples comprising an approximately equal gender mix had larger correlations than samples of mostly women, or mostly men. Our comparison of studies with differential methodological rigour indicated that this had a minimal impact on combined effect size. Copyright © 2003 John Wiley & Sons, Ltd.
In everyday life, people have the notion that acknowledging and dealing effectively with emotions contributes to their wellbeing. A recent meta-analysis by Schutte, Malouff, Thorsteinsson, Bhullar, and Rooke (2007) indicated that Emotional Intelligence (EI) is associated with better health. Our purpose is to expand their work by including: (1) studies published after the date considered by them; (2) non-English studies; and (3) a cumulative meta-analysis to check for the sufficiency and stability in the history of this research domain. Based on 105 effect sizes and 19,815 participants, the results globally support previous findings. When measured as a trait, EI was more strongly associated with health ( = .34) than when it was measured as an ability ( = .17). The weighted average association with mental ( = .36) and psychosomatic health ( = .33) was higher, than the association with physical health ( = .27). Within the trait approach, the TEIQue showed the strongest association with mental health ( = .50), followed by the EQ-i ( = .44), SEIS ( = .29) and TMMS ( = .24). Furthermore, the cumulative meta-analysis indicated that this line of research has already reached sufficiency and stability. Overall, the results are encouraging regarding the value of EI as a plausible health predictor.
Although the association of job satisfaction with health has been well documented, little is known about the biological mechanisms underlying this relationship. This study investigates the association of job satisfaction with cell-mediated immunity among Japanese white-collar daytime workers. A total of 306 healthy full-time employees (141 women and 165 men), aged 22-69 (mean 36) years, provided a blood sample for the measurement of circulating immune (natural killer (NK), B, and total T) cells and NK cell cytotoxicity (NKCC) and completed a questionnaire survey during April to June 2002. Job satisfaction was measured by a 4-item scale from the Japanese version of the generic job stress questionnaire with higher scores indicating greater satisfaction. Analyses were done separately for women and men using a hierarchical multiple linear regression model controlling for multiple confounders. The results revealed that greater job satisfaction was positively correlated with NKCC (β = .207; p = .029) and the number of NK (CD3(-)CD56(+)) cells (β = .261; p = .008) in women. In men, job satisfaction was marginally correlated with NKCC (β = .165; p = .050) but was not correlated with the number of NK (CD3(-)CD56(+)) cells (β = .142; p = .107). Job satisfaction did not correlate with numbers of T (CD3(+)CD56(-)) and B (CD19(+)) cells in both women and men. Our findings suggest an independent association between job satisfaction and NK cells but the association seems to be stronger in women than in men. Although the results provide a support for the biological plausibility of the job satisfaction-health relationship, additional research is required to determine whether greater job satisfaction contributes to recovery/maintenance of NK cell immunity and host defense over time.
Psychometric properties of the Spanish adaptation of brief job satisfaction measure
- N Extremera
- S Mérida-López
- N Sánchez-Álvarez
- C Quintana-Orts
- L Rey
Extremera, N., Mérida-López, S., Sánchez-Álvarez, N., Quintana-Orts, C., & Rey, L.
(2018). Psychometric properties of the Spanish adaptation of brief job satisfaction
measure. paper presented at the II International Conference on Work Psychology and
Human Resources (pp. 1-3). March 2018.
Psychometric properties of the Spanish adaptation of brief job satisfaction measure
- Extremera