Search

Aims: This study examines the contribution of top management's transformational leadership behaviors on two targets of nurses' turnover intention (organization and occupation) by focusing on the indirect (through vigor and dedication) and conditional indirect associations (involving autonomous motivation as a moderator). Background: Although the issue of nurse turnover has received growing scientific attention, the research is currently silent about the specific targets of turnover intention and more importantly, the potential pathways through which top management's transformational leadership behaviors relate to each target. Method: Cross‐sectional data from a sample of 426 French–Canadian nurses and structural equation modeling were used to test the proposed model. Results: Top management's transformational leadership behaviors distinctly predicted organizational and occupational turnover intention through specific nurses' states of engagement. While perceived transformational leadership positively predicted vigor, its indirect associations (via dedication) with organizational and occupational turnover intention depend on nurses' level of autonomous motivation at work. Conclusion: In times of nurse shortage, the present findings provide insights into how and when top management's transformational leadership behaviors relate to nurses' organizational and occupational turnover intention. Implications for Nursing Management: Healthcare organizations are advised to foster top management transformational leadership behaviors and autonomous motivation to sustain the nursing workforce. [ABSTRACT FROM AUTHOR]

This study examined the profiles taken by global and specific facets of work engagement and burnout among a sample of novice (M tenure = 3.77 years) nurses (n = 570; 88.4% females; M age = 29.3 years). This study also investigated the role of psychological need satisfaction in the prediction of profile membership, and the implications of these profiles for attitudinal (job satisfaction), behavioral (in-role and extra-role performance, absenteeism, and presenteeism) and health (perceived health difficulties) outcomes. Latent profile analyses revealed six profiles: High Global Engagement and Low Global Burnout, Moderately High Global Engagement and Moderately Low Global Burnout, Low Dedication and Efficacy and Highly Cynical, Dedicated but Exhausted Burned-Out, Low Efficacy Burned-Out, and Very Low Global Engagement and Very High Global Burnout. Although these profiles were replicated over a 1-year period, profile membership was only weakly stable. The most beneficial outcomes were observed in the High Global Engagement and Low Global Burnout profile, and the most detrimental in the Very Low Global Engagement and Very High Global Burnout profile. Need satisfaction was also associated with profile membership, although associations were stronger for global levels of need satisfaction than for specific levels of autonomy, competence, and relatedness need satisfaction. [ABSTRACT FROM AUTHOR]

Aim: To test a mediated moderation model in which bullying and supervisor support interact to predict nurses' personal and work outcomes with relaxation during off‐job time mediating these effects. Background: Bullying is a pervasive problem in the nursing profession. We integrate and extend past research addressing the question of how bullying and perceived supervisor support affect nurses' functioning. Method: Cross‐sectional data were collected from a sample of 290 nurses who completed measures of bullying, perceived supervisor support, relaxation, need for recovery, sleeping problems, job satisfaction, emotional exhaustion and work performance. Results: Results revealed that bullying was significantly linked to job satisfaction, sleeping problems, need for recovery and emotional exhaustion through relaxation, but only among nurses who perceived high levels of supervisor support. Conclusion: These results revealed that high supervisor support may be detrimental for nurses adding up to a negative cycle of stressors to maladaptive outcomes through lack of relaxation. Implications for Nursing Management: Health care organisations and managers should consider addressing work environment factors, such as bullying, in addition to supervisor support in their efforts to facilitate the positive effects of nurses' relaxation during non‐work time. [ABSTRACT FROM AUTHOR]

Aim: To examine whether supportive supervisor (transformational leadership) and coworker (autonomy‐supportive) behaviours predict occupational commitment and turnover intention over time through autonomous motivation. Background: Nurse turnover is a serious issue in several countries, straining the efficiency of the healthcare system and compromising both the quality and accessibility of healthcare. Method: Longitudinal data were collected over 12 months from 387 French–Canadian registered nurses. Structural equation modeling was used to test the hypothesized model. Results: The relationships between predictors at Time 1 (supervisor and coworker behaviours) and occupational commitment and turnover intention at Time 2 are mediated by autonomous motivation at Time 1. Conclusion: In times of global scarcity, the present findings provide insights into how the healthcare work environment acts on nurses' occupational turnover and commitment. Implications for Nursing Management: Healthcare organizations are advised to foster supportive work environments and promote autonomous motivation to sustain the nursing workforce. [ABSTRACT FROM AUTHOR]

This study was designed to document the development of nurses' affective commitment to their occupation and organization during the first five years of their career, as well as the connections between these two types of commitment trajectories. We also considered the associations between these early trajectories, nurses' levels of psychological need satisfaction, and the quality of their early socialization. We finally investigated the implications of these trajectories for nurses' work satisfaction, psychological distress, somatization, and patient care quality. Relying on a sample of 659 newly registered nurses (Mage = 26.8; 88% females) measured four times over a two-year period, we relied on growth mixture analyses to assess the shape of their commitment trajectories defined as a function of tenure. These analyses revealed four profiles, similar across targets of commitment: High, Moderate, Low and Increasing, and Average/Low and Decreasing. For both targets, higher levels of commitment were anchored in more stable trajectories, and with better functioning across outcomes. Need fulfilment and socialization experiences helped drive more desirable trajectories and provided short-term boosts in commitment. Overall, we found more similarities than differences between both forms of commitment, and noted that nurturing one type of commitment seemed to help develop the other. [ABSTRACT FROM AUTHOR]

Background and Objectives: This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands. Design and Methods: We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.e., work engagement, job boredom, problem-solving pondering, work-related rumination, proactive health behaviors, and sleep quality and quantity). Furthermore, we examined whether these profiles and associations differed as a function of working remotely or onsite. Results: Five profiles were identified and found to be highly stable over time: Globally Exposed, Not Exposed, Not Exposed but Challenged, Exposed but Not Challenged, and Mixed. These profiles shared clear associations with all outcomes, with the most adaptive outcomes associated with the Exposed but Not Challenged profile, whereas the most detrimental ones were observed in the Mixed profile. However, none of these results differed across employees working onsite and those working remotely. Conclusions: These findings have theoretical and practical implications regarding the effects of work characteristics on employees' functioning. [ABSTRACT FROM AUTHOR]

Burnout has been a prominent topic in the management research for over 30 years. Yet few studies have explored the conditions that foster burnout from managers to employees (indirect crossover). Based on the principle of behavioral plasticity, we propose that self-efficacy is an adaptive resource that enables employees to counter the potentially crossover effects of burnout (ie, emotional exhaustion and cynicism). This proposal is partially supported by the results of a longitudinal analysis of educators (principals and teachers): a moderating effect of employee self-efficacy was found, but only for emotional exhaustion, which is considered the basic individual stress dimension of burnout. More specifically, managerial emotional exhaustion was associated with lower emotional exhaustion over time in employees who reported higher self-efficacy, with the inverse association for employees with lower self-efficacy. This suggests that managers' emotional exhaustion can indirectly affect the experience of a congruent emotional state in their subordinates. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

This study examines the mediating role of the satisfaction of basic psychological needs (need for relatedness, need for competence, need for autonomy), as derived from self-determination theory, between college teachers' relational trust in three main referents (the administration, colleagues, and students) and their optimal functioning (vigor, affective organizational commitment, job performance). The study was conducted among 422 teachers from French-language colleges in the province of Quebec (Canada). The results obtained using structural equations provide support for the proposed model, while identifying specific ways in which trust in the different referents is connected to the satisfaction of psychological needs, as well as to the studied indicators of functioning. Theoretical and practical implications, as well as directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Aim: This longitudinal study examines the motivational factors that explain why and how fatigue acts on new nurses' affective (work engagement), attitudinal (intention to leave the occupation) and behavioural (sickness absence) work outcomes. Background: Growing nurse shortage makes it crucial to understand how and why fatigue can cut short the career of nurses. Methods: This two‐wave longitudinal study (baseline, 12‐month follow‐up) was conducted among 630 French‐speaking new registered nurses from Canada. The proposed cross‐lagged model was analysed using the EQS statistical software package for structural equation modelling (SEM). Results: Time 1 fatigue was positively related to time 2 controlled motivation (working under internal or external pressure). Taking into account the cross‐lagged effects of T1 fatigue on T2 outcomes, T1 controlled motivation was positively associated with T2 sickness absence, whereas T1 autonomous motivation (working because the activity is valued or inherently interesting) was related to all T2 outcomes. Conclusion: These findings provide insights into the motivational processes that affect nurses' early career functioning, revealing that distinct forms of motivation explain how fatigue relates to work outcomes. Implications for nursing management: Organisational efforts to strengthen autonomous over controlled motivation constitute a promising strategy to improve new nurses' well‐being and retention in the occupation. [ABSTRACT FROM AUTHOR]

Introduction: In light of the deleterious consequences associated with workplace bullying, it is important to identify the work‐related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning. Methods: More specifically, this longitudinal study (two data collections over a 3‐month period) conducted among a sample of Canadian employees (T1 n = 600, T2 n = 422) assesses the temporal relationship between tyrannical leadership, exposure to bullying behaviors, and turnover intention, as well as the moderating role of perceived coworker support in the relationship between tyrannical leadership and bullying behaviors. Results: Results from cross‐lagged analyses show that, controlling for baseline effects, T1 tyrannical leadership positively predicts T2 exposure to bullying behaviors and that T1 bullying behaviors positively predict T2 turnover intention. T1 coworker support did not significantly buffer the relationship between T1 tyrannical leadership and T2 exposure to bullying behaviors, although it did significantly predict, negatively so, T2 turnover intention. Conclusion: The present study provides valuable insight into the social contextual determinants of bullying behaviors and highlights the destructive nature of tyrannical leadership. Furthermore, this study illustrates the importance of fostering supportive behaviors between colleagues, as this important social resource can play a key role in reducing turnover intention over time. [ABSTRACT FROM AUTHOR]

The aim of this study was to investigate the multidimensional nature of authentic leadership (AL) through the re-evaluation of the factor structure of the most commonly used scales in AL research, the Authentic Leadership Questionnaire (ALQ) and the Authentic Leadership Inventory (ALI). Results from Exploratory Structural Equation Modeling (ESEM) conducted among 538 workers of private (57,81%) and public (42,19%) organizations provide support for the multidimensional nature of AL but also reveal excessive content overlap across subscales and an inability to properly reflect the a priori factor structure of both instruments. Further analyses enabled the identification of key items from both instruments providing a cleaner depiction of the a priori dimensionality of AL, leading to the development of an integrated optimized measure, the Authentic Leadership Integrated Questionnaire (AL-IQ). The main contribution of this study is the proposition of an alternative and optimized measure of authentic leadership that sheds light on the distinct theoretical facets of this positive leadership style. Our data suggest that the AL-IQ is a promising tool for characterizing the strengths and weaknesses of leaders and managers’ AL practices. To our knowledge, this is the first study to use a combination of classical Confirmatory Factor Analyses (CFA) and newly developed ESEM framework to assess the construct validity (factor structure, reliability, and criterion-related validity) of the two main AL measures: the ALQ and the ALI. [ABSTRACT FROM AUTHOR]

This research relies on a combination of variable‐ and person‐centered approaches to improve our understanding of the dimensionality of work engagement and burnout. Among 1004 teachers who completed a questionnaire twice over an eight‐month period, our results first revealed that work engagement and burnout ratings simultaneously reflected two global overarching constructs co‐existing with six specific dimensions (vigor, dedication, and absorption as well as emotional exhaustion, cynicism, and professional efficacy). We then examined the profiles taken by these global and specific dimensions, documented their stability and interrelations over time, and tested their associations with theoretically relevant predictors. Three work engagement (Vigorously Engaged, Disengaged, Engaged) and three burnout (Burned‐Out, Adapted, Normative) profiles were identified. Most Disengaged teachers at Time 1 corresponded to the Burned‐Out profile at Time 2, and most Burned‐Out teachers at Time 1 corresponded to the Disengaged profile at Time 2. Workload perceptions increased teachers' likelihood of membership into the Disengaged profile relative to the Engaged one. In contrast, most job resources perceptions (control, rewards, and values) predicted an increased likelihood of membership into the Engaged profile relative to the Disengaged one. [ABSTRACT FROM AUTHOR]

Drawing on a hierarchical (job and task level) and multidimensional conceptualisation of work motivation (intrinsic, identified, introjected, and external regulations), this study examines relationships between motivational regulations and burnout. Participants were 806 French-Canadian teachers working in public elementary and high schools. Results reveal different associations between burnout and the regulations that drive teachers to engage in their overall job or in specific tasks: autonomous regulations (intrinsic and identified) are negatively associated with burnout but more negatively at the job than task level, whereas controlled regulations (introjected and external) are positively associated with burnout but more positively at the task than job level. This study provides valuable insights into how teachers’ motivations towards both the job and tasks can foster or prevent burnout symptoms. Implications for theory and research on burnout and work motivation are discussed. [ABSTRACT FROM AUTHOR]

This study aimed to deepen the understanding of the role of work motivation in teachers at career start. Participants were 589 beginning French-Canadian teachers working in public elementary and high schools. In addition to situating the forms of motivation (autonomous versus controlled) that drive teachers in the three first years of their career, the results provide support for a model explaining the motivational pathways by which school environment factors (work overload, control, recognition, and sense of community) relate to teachers’ psychological health (emotional exhaustion), attitude toward the job (occupational commitment), and behaviors in the classroom (climate that fosters student attentiveness). [ABSTRACT FROM AUTHOR]

Objectives and design This review paper provides an overview of the current state of knowledge on work environment antecedents of workplace bullying and proposes an integrative model of bullying applied to registered nurses. Data sources and review methods A literature search was conducted on the databases PsycInfo, ProQuest, and CINAHL. Included in this review were empirical studies pertaining to work-related antecedents of workplace bullying in nurses. Results A total of 12 articles were maintained in the review. An examination of these articles highlights four main categories of work-related antecedents of workplace bullying: job characteristics, quality of interpersonal relationships, leadership styles, and organizational culture. A conceptual model depicting the interplay between these factors in relation to bullying is also presented. Suggestions regarding other factors to incorporate within the model (e.g., individual factors, outcomes of bullying) are provided to increase our understanding of bullying in registered nurses. Conclusions This paper hopes to guide future efforts in order to effectively prevent and/or address this problem and ultimately ensure patient safety and quality of care provided by health care organizations. [ABSTRACT FROM AUTHOR]

Aims To investigate the impact of nurse managers exercising transformational vs. abusive leadership practices with novice nurses. Background In a nursing shortage context, it is important to understand better the factors that potentially influence the retention of nurses in the early stages of their career. A large body of research has found that transformational leadership practices have a positive influence on employee functioning. However, very little research exists about the detrimental impact of abusive leadership practices, much less in a nursing context. Design A cross-sectional design where 541 nurses from the province of Quebec (Canada) were questioned in the fall of 2013. Methods A self-administered questionnaire was completed by nurses with less than five years of nursing experience. Results Results from three linear regression analysis indicated that transformational leadership practices potentially lead to high quality care and weak intention to quit the healthcare facilities. Conversely, abusive leadership practices potentially lead to poorer quality care and to strong intention to quit the healthcare facilities and the nursing profession. Conclusion Paying close attention to the leadership practices of nurse managers could prove effective in improving patient care and increasing the retention of new nurses, which is helpful in resolving the nursing shortage. Our results specifically suggest not only that we promote supportive leadership practices (transformational leadership) but, most of all, that we spread the word that abusive leadership creates working conditions that could be detrimental to the practice of nursing at career start. [ABSTRACT FROM AUTHOR]

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented. [ABSTRACT FROM PUBLISHER]

This study examines a motivational premise of burnout: in order to burn out, an employee must first be fired up. Based on the dualistic model of passion, we propose that the types of passion – harmonious or obsessive – that drive novice teachers differentially affect the three components of burnout. We further propose that job autonomy (i.e. decision latitude) differentially predict the two types of passion for work. These hypotheses are tested in two studies conducted in Canada in teachers with five years' or less experience. Study 1, using a cross-sectional design, showed that job autonomy positively predicted harmonious passion but negatively predicted obsessive passion. Harmonious passion negatively predicted all three components of burnout, whereas obsessive passion positively predicted emotional exhaustion and depersonalization. A second, 12-month longitudinal study revealed unidirectional effects of job autonomy on the two types of passion. The results also showed unidirectional effects of harmonious passion on professional efficacy and obsessive passion on emotional exhaustion. Neither type of passion predicted cynicism over time. These findings suggest that a more nuanced understanding of passion is required to predict burnout at career start. Implications for theory and further research on burnout and passion for work are discussed. [ABSTRACT FROM PUBLISHER]

This study examined the role of passion for work in the health impairment and motivational processes proposed by the job demands-resources model. Based on the dualistic model of passion, we proposed that harmonious and obsessive passion intervene simultaneously in the relationship between (1) job demands and burnout/engagement, and (2) job resources and burnout/engagement. This model was tested in two occupational samples: nurses (n = 1,179) and teachers (n = 745). Results from structural equation modeling support the proposed model in both samples. That is, both types of passion partially mediated the relationship between job demands and burnout, while harmonious passion partially mediated the relationship between job demands and engagement. Moreover, harmonious passion partially mediated the relationship between job resources and burnout/work engagement. Implications for burnout research and management practices are discussed. [ABSTRACT FROM AUTHOR]

The aim of this study was to investigate how exposure to workplace bullying undermines psychological health at work. Drawing on self-determination theory, this study proposes and tests a model in which the experience of workplace bullying predicts poor psychological health at work (higher burnout and lower work engagement) through lack of satisfaction of basic psychological needs (autonomy, competence and relatedness). The results of this study, conducted among 1179 nurses in Quebec, Canada, provide support for the model. Workplace bullying negatively predicted work engagement through employees' unsatisfied needs for autonomy, competence and relatedness. Workplace bullying also positively predicted burnout, via lack of satisfaction of employees' need for autonomy. Invariance analysis also confirmed the robustness of the model across gender and job status. Implications for workplace bullying research and managerial practices are discussed. [ABSTRACT FROM AUTHOR]

Although job demands are known to be detrimental to employees' psychological health, research suggests that certain individual characteristics moderate this relationship to some extent. This two-sample study investigated whether autonomous motivation moderates the relationship between specific job demands (role overload, role ambiguity, and role conflict) and psychological distress. Hierarchical multiple regression analyses showed clear moderating effects, indicating that highly autonomously motivated employees experience less psychological distress in the presence of job demands than their less autonomously motivated counterparts. Theoretical and practical implications are discussed in light of the job demands-strain perspective and self-determination theory. [ABSTRACT FROM AUTHOR]

A model that integrates and builds on the job demands-resources model and self-determination theory is proposed to better understand the role of work motivation in relation to job resources, occupational commitment and emotional exhaustion. Two forms of motivation were studied: autonomous motivation, in which employees act with volition,; and controlled motivation, in which they act under internal or external pressure. Data were collected at two time points nine months apart from a sample of 586 school principals in Quebec, Canada. SEM analysis results support the hypothesized model. Specifically, job resources had a positive effect on autonomous motivation but a negative effect on controlled motivation. In addition, taking into account the cross-lagged effects of job resources on commitment and exhaustion, autonomous motivation had a negative effect on exhaustion but a positive effect on commitment whereas controlled motivation had a positive effect on exhaustion. These results advance the understanding of why work motivation acts on employee functioning and how it can play an active role in both the motivational and energetic processes of the job demands-resources model. Practical implications and further theoretical implications are discussed. [ABSTRACT FROM AUTHOR]

Based on self-determination theory, this study proposes and tests a motivational model of intraindividual changes in teacher burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment). Participants were 806 French-Canadian teachers in public elementary and high schools. Results show that changes in teachers’ perceptions of classroom overload and students’ disruptive behavior are negatively related to changes in autonomous motivation, which in turn negatively predict changes in emotional exhaustion. Results also indicate that changes in teachers’ perceptions of students’ disruptive behaviors and school principal’s leadership behaviors are related to changes in self-efficacy, which in turn negatively predict changes in three burnout components. [Copyright &y& Elsevier]

Purpose: The aim of this study was to develop and validate a scale to assess work role motivation in school principals: the Work Role Motivation Scale for School Principals (WRMS-SP). The WRMS-SP is designed to measure intrinsic motivation, three types of extrinsic motivation (identified, introjected, and external), and amotivation with respect to three work roles (administrative, instructional leadership, and informative). Research Design: Data were gathered via a sample of 570 French Canadian school principals who completed an online questionnaire. Findings: Confirmatory factor analyses support (a) the 15-factor scale structure (5 types of motivation × 3 roles), (b) factor structure invariance over gender and job position, and (3) construct validity through a multitrait-multimethod matrix method analysis, which confirms the convergent and discriminant validity of the constructs and supports simplex patterns with respect to the roles, as well as intercorrelations between subscales and external criteria. Conclusions: The WRMS-SP is a promising instrument that could deepen our understanding, both theoretical and applied, of the professional functioning of principals and the repercussions on school success and improvement. [ABSTRACT FROM PUBLISHER]

Over the years, various studies addressing different populations have consistently raised concerns about the unidimensionality of the Revised UCLA Loneliness Scale. In the present study, the factorial structure of the scale was examined by comparing it to alternative models. In a sample of 1,157 French Canadian teachers, results of confirmatory factor analysis support a three-factor model solution. Support for the invariance of this model across sexes and teaching levels (i.e., elementary and high school) was also obtained. [ABSTRACT FROM AUTHOR]

Various theories have highlighted how employees evolve in their organization and how organizations influence this process, but only portray part of the complex relations among these interacting social entities. We thus propose a meta‐theory to unify these multiple theories, including symbolic interactionism, employee/organizational socialization theory, human resource management (HRM) systems theory, cultural consensus theory, and self‐determination theory. This integration seeks to increase our understanding of the co‐evolution process unfolding over time between individuals and the organizations to which they belong. We first propose a multilevel expansion of the symbolic interactionist framework typically used to described employee socialization. In doing so, we integrate organizational culture, climate, identity, image, reputation, and HRM systems as distinct meso‐social phenomena that can be simultaneously considered in the co‐evolution process and themselves be influenced by macro‐social processes. We then outline how this proposed framework can explain the dynamic co‐evolution occurring between employees and the organization, hoping to spur research on the improvement of social entities through psychological means. [ABSTRACT FROM AUTHOR]

This research relies on variable- and person-centered approaches to illustrate how each of these approaches may help to improve our understanding of the dimensionality of the burnout construct. Both studies (Study 1: N = 247 administrative and technical employees; Study 2: N = 654 firefighters), showed that employees' burnout ratings simultaneously reflected a global overarching construct co-existing with two specific dimensions (cynicism and emotional exhaustion), with a distinct factor reflecting reduced professional efficacy. In Study 1, perceived supervisor recognition and job satisfaction were associated with lower levels of global burnout levels. In Study 2, we examined the configurations, or profiles, taken by burnout dimensions (global burnout, specific cynicism, specific emotional exhaustion, and reduced professional efficacy), and documented associations between these profiles and four covariates (organizational, supervisor, and colleagues recognition as well as job satisfaction). Five profiles were identified using latent profile analyses: Very Low Burnout Risk, Mentally Distanced, Low Burnout Risk, High Burnout Risk, and Moderately High Burnout Risk. Employees' perceptions of supervisor and colleagues recognition were related to their likelihood of profile membership. Employees' job satisfaction levels also differed as a function of their profile. [ABSTRACT FROM AUTHOR]

In this study, we investigate the nature of Canadian early career (0 to 3 years) nurses' (N = 704; 87.8% female, aged 20 to 52) psychological need fulfillment profiles, accounting for the global and specific level of satisfaction and frustration of their needs for autonomy, relatedness, and competence. Our adoption of a longitudinal design (12 months, three time points with n = 626 at Time 1, 459 at Time 2, and 370 at Time 3) made it possible to test the within-person and within-sample stability of these profiles. To obtain a more in depth understanding of these profiles, we investigated the role of job demands and resources in the prediction of profile membership, and several work-related outcomes of these profiles. Latent transition analysis revealed five profiles differing in global and specific need fulfillment levels. These profiles remained stable over the 12 months, although nurses tended to transition into less fulfilled profiles over time. Nurses' perceptions of job demands and resources shared well-differentiated relations with the profiles, and more fulfilled profiles tended to report more adaptive functioning and well-being at work. [ABSTRACT FROM AUTHOR]

Aims and objectives: While research suggests that nurses who experience work–family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. Background: Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. Design: We used a cross‐sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross‐sectional research were followed in designing and reporting this study. Methods: A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction and work performance. Results: Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterised by high levels of presenteeism. Conclusions: These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. Relevance to clinical practice: Healthcare organisations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism and WFC. [ABSTRACT FROM AUTHOR]

Aims: This study examined the moderating role of two resources (social support and recognition) in the longitudinal relationship between workload and bullying behaviours in nurses. Design: A two‐wave (12‐month) longitudinal study was conducted. Method: French‐Canadian nurses (n = 279) completed an online survey (October 2014 and October 2015) assessing their perceptions of job characteristics within the work environment (workload, social support, job recognition) as well as exposure to negative behaviours at work. Results: Workload positively predicted exposure to bullying behaviours over time, but only when job recognition and social support were low. Workload was unrelated to bullying when social support was high and was negatively related to bullying when job recognition was high. Conclusion: This study aligns with the work environment hypothesis, showing that poorly designed and stressful job environments provide fertile ground for bullying behaviours. Impact: Bullying is a growing concern in the nursing profession that not only undermines nurses' well‐being but also compromises patient safety and care. It is thus important to identify work‐related factors that can contribute to the presence of bullying behaviours in nurses in the hopes of reducing their occurrence and repercussions. This study contributes to this endeavour and identifies two key social coping resources that can help manage the stress associated with workload, resulting in less perceived bullying behaviour among nurses. [ABSTRACT FROM AUTHOR]

This 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. [ABSTRACT FROM AUTHOR]

Although ample research has documented the implications, and organizational drivers, of leadership behaviors, very little research has considered these associations, and their consequences, from the perspective of managers. The present four‐wave longitudinal study addresses this limitation by focusing, using the Job Demands‐Resources model, on the work‐related drivers (job control, recognition, and workload) of transformational, transactional and laissez‐faire leadership behaviors, and the associations between these behaviors and manifestations of managers' psychological well‐being at work (job satisfaction, burnout, and turnover intentions). Analyzing data from 691 high‐level managers (i.e. school principals) using novel random intercept cross‐lagged panel model analyses, our results revealed that higher levels of job control and recognition, and lower levels of workload, predicted higher levels of transformational and transactional leadership behaviors. In contrast, laissez‐faire leadership behaviors were only negatively predicted by recognition. Transformational leadership was associated with the most desirable outcome levels (higher levels of job satisfaction, lower levels of turnover intentions and burnout), followed by transactional and laissez‐faire leadership. Most of these associations were limited to the between‐person‐level, reflecting stable mechanisms of influence, rather than at the within‐person level, suggesting the presence of homeostatic mechanism helping high levels managers to maintain a stable level of functioning over time. [ABSTRACT FROM AUTHOR]

This study investigated the effects of autonomous and controlled motivations, and workload on perceived stress, health, and performance. Workload was also considered as a moderator of the effects of autonomous motivation on perceived health and performance and of controlled motivation on perceived stress. We conducted an empirical study using a sample of 654 firefighters. Consistent with our predictions, results showed positive effects of autonomous motivation and negative effects of workload and controlled motivation on perceived health and performance. They also revealed positive effects of controlled motivation and workload and negative effects of autonomous motivation on perceived stress. Moreover, workload moderated the relations between autonomous motivation and perceived health and performance, so that the positive relations between autonomous motivation and perceived health and performance were lower when workload was high. Finally, workload moderated the relation between controlled motivation and perceived stress so that the positive relation between controlled motivation and perceived stress was stronger when workload was high. Theoretical contributions and perspectives, as well as implications for practice, are discussed. [ABSTRACT FROM AUTHOR]

Background and Objectives: Although workaholism has been associated with job performance, the mechanisms that explain this relationship remain unclear. In this study, we investigated the conditional indirect effects of workaholism on performance via emotional exhaustion, across low and high levels of supervisor recognition. Methods: We conducted an empirical cross-sectional study using a sample of 1028 volunteer firefighters who completed a self-report questionnaire assessing workaholism, emotional exhaustion, work performance, and supervisor recognition. Results: Tests of latent interactions were performed using the latent moderated structural equation modeling approach. Consistent with our predictions, results revealed that the negative indirect effects of workaholism on performance, through emotional exhaustion, were stronger when supervisor recognition was low. Conclusions: Theorical contributions and perspectives, as well as implications for practice are discussed. [ABSTRACT FROM AUTHOR]

Background and Objectives: Although workaholism has been associated with job performance, the mechanisms that explain this relationship remain unclear. In this study, we investigated the conditional indirect effects of workaholism on performance via emotional exhaustion, across low and high levels of supervisor recognition. Methods: We conducted an empirical cross-sectional study using a sample of 1028 volunteer firefighters who completed a self-report questionnaire assessing workaholism, emotional exhaustion, work performance, and supervisor recognition. Results: Tests of latent interactions were performed using the latent moderated structural equation modeling approach. Consistent with our predictions, results revealed that the negative indirect effects of workaholism on performance, through emotional exhaustion, were stronger when supervisor recognition was low. Conclusions: Theorical contributions and perspectives, as well as implications for practice are discussed. [ABSTRACT FROM AUTHOR]

We examined the direct and indirect––as mediated by job satisfaction––effects of personal life orientation on life satisfaction. We also examined whether these direct and indirect associations differed between employees working onsite or remotely. Using data from 432 employees (152 working onsite and 280 working remotely), our results revealed that personal life orientation was positively related to life satisfaction and negatively related to job satisfaction. Moreover, both of these direct associations were stronger among onsite employees than among remote employees. As a result, the indirect effects of personal life orientation on life satisfaction were significantly mediated by job satisfaction among employees working onsite, but not among employees working remotely. This study thus reveals that working remotely may act as a double‐edged sword by buffering the negative effects of personal life orientation on job satisfaction, but also by limiting the positive effects of personal life orientation on life satisfaction. [ABSTRACT FROM AUTHOR]

The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed. [ABSTRACT FROM AUTHOR]

Vallerand et al. developed a dualistic model of passion where two types of passion are proposed: harmonious and obsessive passion. They generally predict adaptive and less adaptive outcomes, respectively. In this study, we examine whether the type of passion that employees hold toward work influences their evaluations of job demands and resources. We hypothesized that a harmonious passion for work would lead to positive evaluations of job control and support in the workplace as well as to low levels of work overload. In contrast, we hypothesized that an obsessive passion for work would lead to evaluations of work overload and to low levels of job control and support. The results of a longitudinal study supported our hypothesis. [ABSTRACT FROM AUTHOR]

Aim The Triple Match Principle offers insight into the interactive interplay between job demands and job resources in the prediction of work-related strain. The aim of this article was to examine the interplay among job demands, job resources and strain in the nursing profession (the Triple Match Principle) and to gain insight into potential generational differences by investigating generation as a moderator of that interplay. Background No research has been done to evaluate generational differences in the Triple Match Principle. In a context of nursing shortages, it seems important to examine the relevance of the Triple Match Principle with respect to different generations of nurses. Design Cross-sectional study. Methods A total of 1254 public healthcare sector nurses in Quebec, Canada, completed a questionnaire in the autumn of 2010. The questionnaire was used to assess cognitive, emotional and physical job demands and resources; psychological distress; psychosomatic complaints; and turnover intention. Results The results supported the Triple Match Principle and showed that job resources were more likely to buffer the effect of job demands on strain as the degree of match in qualitative dimension among demands, resources and strain increased (33·3% of triple-match interactions, 22·22% of double-match interactions and 16·67% non-match interactions were significant). Moreover, generation played a key role in this interplay, as it increased the number of significant qualitative interactions among job demands, job resources and strain. Conclusions The results underscore the necessity of providing adequate job resources tailored to the specific job demands nurses face, to counteract the negative effects of those demands. [ABSTRACT FROM AUTHOR]

The aim of this paper was to propose and test the factor structure of a new self-report questionnaire on leadership. a sample of 373 school principals in the Province of Quebec, Canada completed the initial 46-item version of the questionnaire. In order to obtain a questionnaire of minimal length, a four-step procedure was retained. first, items analysis was performed using classical test Theory. Second, Rasch analysis was used to identify non-fitting or overlapping items. Third, a confirmatory factor analysis (CFA) using structural equation modelling was performed on the 21 remaining items to verify the factor structure of the scale. Results show that the model with a single third-order dimension (leadership), two second-order dimensions (transactional and transformational leadership), and one first-order dimension (laissez-faire leadership) provides a good it to the data. Finally, invariance of factor structure was assessed with a second sample of 222 vice-principals in the Province of Quebec, Canada. this model is in agreement with the theoretical model developed by Bass (1985), upon which the questionnaire is based. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine the role of passion in teachers' burnout symptoms, work satisfaction, and perceptions of positive student classroom behaviors. The dualistic model of passion (Vallerand et al., 2003) proposes 2 types of passion: harmonious and obsessive. In previous studies, harmonious passion has been shown to lead to adaptive outcomes (e.g., well-being and satisfaction), whereas obsessive passion has been shown to lead to less adaptive outcomes (e.g., shame and negative affect). In this study, 494 teachers completed measures of passion for teaching and various outcomes associated with the teaching profession twice over a 3-month period. Results of a cross-lag model based on structural equation modeling revealed that increases in harmonious passion for teaching predicted increases in work satisfaction and decreases in burnout symptoms over time, while changes in obsessive passion were unrelated to such outcomes. In addition, increases in both harmonious and obsessive passion predicted increases in teacher-perceived adaptive student behaviors over time. Overall, the results of the present study suggest that passion for teaching is an important concept to consider in education. [ABSTRACT FROM AUTHOR]

The aim of this study was to understand the processes explaining the effects of private performance feedback (success vs. failure) on state self-esteem from the stance of sociometer theory and self-determination theory. We investigated whether or not the effect of private performance feedback on state self-esteem was mediated by perceived inclusion as a function of participants' level of task-related identified regulation (i.e., importance of the activity for oneself). Ninety participants were randomly assigned to one of the following three conditions: failure, success, or control. Our regression analyses based on both original and bootstrap samples indicate that perceived inclusion does not mediate the effect of feedback on state self-esteem for individuals high in task-related identified regulation. Such an effect only operates for individuals low in task-related identified regulation. In sum, our results show that the perceived inclusion process proposed by sociometer theory applies more when individuals find that the activity is less important for them (i.e., identified regulation). [ABSTRACT FROM AUTHOR]

Research on the psychological mechanisms underlying employee motivation and psychological health at work has been limited to general and chronic workplace factors, such as job strenuousness or management style. In two studies, we examine how unique and time-specific work life events encoded as episodic memories can influence employee motivation and psychological health at work as a function of how these events are recalled having been experienced in terms of need satisfaction. In Study 1, participants described a self-defining work-related memory and rated it for need satisfaction. They also completed scales of need satisfaction at work, self-determined motivation, and positive and negative indicators of psychological health (i.e. work satisfaction and burnout). In Study 2, participants completed the same tasks and scales, but they did it again two years later. Results revealed that need satisfaction in self-defining work-related memories was associated with self-determined motivation and indicators of psychological health at work, over and above demographics (age, sex, weekly hours worked, education) and general perceptions of need satisfaction at work. Moreover, it predicted increases in self-determined motivation and in work satisfaction and decreases in burnout over two years. The present findings underscore the importance of considering unique work life events encoded in memory. [ABSTRACT FROM AUTHOR]

This research examines burnout trajectories over seven years (Time 1 and four months, eight months, and seven years after Time 1) among a sample of 951 teachers. Our results revealed three profiles of teachers presenting a Moderate (moderate levels that slightly decreased), Low (low levels that slightly increased), and High (high levels that slightly decreased) burnout trajectories. These profiles were found to be associated with predictors (self-efficacy, students' inattention, and principal's negative leadership) and outcomes (intentions to leave, somatization, sedatives, sleeping pills, and physical activity). These results thus documented the implications of these profiles, and potential levers of intervention. • Three distinct teachers' burnout trajectories over the course of a seven-year period have been identified. • Self-efficacy predicted a higher probability of membership into the Low and Moderate profiles relative to the High one. • Intentions to leave, somatization, and sedative and sleeping pills consumption were the highest in the High profile. [ABSTRACT FROM AUTHOR]

The Passion Scale, based on the dualistic model of passion, measures 2 distinct types of passion: Harmonious and obsessive passions are predictive of adaptive and less adaptive outcomes, respectively. In a substantive-methodological synergy, we evaluate the construct validity (factor structure, reliability, convergent and discriminant validity) of Passion Scale responses (N = 3,571). The exploratory structural equation model fit to the data was substantially better than the confirmatory factor analysis solution, and resulted in better differentiated (less correlated) factors. Results from a 13-model taxonomy of measurement invariance supported complete invariance (factor loadings, factor correlations, item uniquenesses, item intercepts, and latent means) over language (French vs. English; the instrument was originally devised in French, then translated into English) and gender. Strong measurement partial invariance over 5 passion activity groups (leisure, sport, social, work, education) indicates that the same set of items is appropriate for assessing passion across a wide variety of activities--a previously untested, implicit assumption that greatly enhances practical utility. Support was found for the convergent and discriminant validity of the harmonious and obsessive passion scales, based on a set of validity correlates: life satisfaction, rumination, conflict, time investment, activity liking and valuation, and perceiving the activity as a passion. [ABSTRACT FROM AUTHOR]

Abstract: Objective: Based on self-determination theory, this study tests a model positing that perceived autonomy support from parents and health care providers positively predicts self-efficacy and autonomous self-regulation in dietary self-care. In turn, self-efficacy and autonomous self-regulation predict better dietary self-care over time. Method: Longitudinal data were collected in a consecutive series of 289 adolescent patients with type I diabetes at two time points separated by a two-year interval. Results: Structural equation modeling analysis revealed that perceived autonomy support from health care providers at Time 1 (T1) positively predicted self-efficacy and autonomous self-regulation at Time 2 (T2), T1 self-efficacy and autonomous self-regulation positively predicted T2 dietary self-care, and T1 dietary self-care positively predicted T2 autonomous self-regulation. Conclusion: Autonomy support from health care providers appears to help adolescents develop motivational factors for dietary self-care and adhere to dietary recommendations. [Copyright &y& Elsevier]

The purpose of this study was to propose and test a model of career indecision based on selfdetermination theory (E. L. Deci & R. M. Ryan, 1985). This model posits that peer and parental styles predicted career indecision through perceived self-efficacy and autonomy. Participants were 834 college students (236 men, 581 women, 17 without gender identification). Results from structural equation modeling provided support for the proposed model and showed that the model was invariant across gender. Discussion centers on the theoretical and practical implications of the results. [ABSTRACT FROM AUTHOR]