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This study investigates the antecedents of flight attendants' well-being, focusing on the social exchange relationships (leader-member exchange: LMX, team-member exchange: TMX) and job crafting (individual job crafting, team job crafting). Analyzing data collected from Korean flight attendants, both the LMX and TMX positively affected individual and team job crafting. In addition, individual job crafting positively affected flight attendants' well-being, while team job crafting had a negative effect. These results emphasize the importance of creating a work environment that supports flight attendants by promoting individual job crafting through enhanced social exchange relationships while discouraging team-based job crafting, thus nurturing their well-being. [ABSTRACT FROM AUTHOR]

Workplace incivility (WI), characterized by disrespectful or rude behavior in the workplace, is linked to poor mental health and overall well-being. The Workplace Incivility Scale (WIS) is a popular 7-item measure for assessing WI. There is a current need for an ultrashort conceptually clear version of the WIS. In addition, the cutoffs for varied at-risks of WI, requiring intervention, remains unknown. Using data from 426 employees across diverse organizations, we employed item response theory (IRT) to create an ultrashort WIS and establish cutoffs for high, moderate, low, and at-not risk of WI. Confirmatory factor analyses were utilized to validate WIS construct validity. In supporting convergent validity, WIS was correlated with workplace bullying and poor health-related quality of life. All items demonstrated adequate severity threshold parameters with very high discrimination and good reliability parameters except for item WIS7. We successfully developed an ultrashort and valid 3-item WIS, specifically comprising items WIS2–4, and identified cutoffs for varying levels of WI risk. This streamlined measure aims to reduce response burden and foster a healthier organizational culture. In essence, cutoff points streamline the classification process, allowing for quicker and more standardized identification of at-risk employees. This concise, valid, and reliable ultrashort WIS holds potential for use in intervention studies conducted by organizational and occupational health psychologists, ultimately promoting employee well-being and cultivating a positive workplace environment. The current study further advances the existing theoretical framework rooted in the social interactionist perspective by delineating WI as a distinct and independent construct. [ABSTRACT FROM AUTHOR]

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Although Portuguese Labour Code forbids discrimination based on sexual orientation and gender identity, 20% of LGBTQIA + workers report workplace discrimination, potentially because non-discrimination policies do not protect against more covert types of discrimination. This study aimed to characterize workplace discrimination and support among Portuguese LGBTQIA + workers using online surveys to capture workplace satisfaction and support and discrimination in the workplace. Quantitative results were computed using STATA, Version 17.0. Qualitative data was analysed using NVivo 12. The sample included 60 participants who self-identified as a sexual or gender minority. Although only 31.9% of participants reported experiencing LGBTQIA + -based discrimination at work, only 30% of participants reported being completely out at work. Qualitative findings revealed two main themes regarding adverse workplace experiences (overt discrimination and covert discrimination), two main themes regarding neutral and positive workplace experiences (acceptance and support and liberation after disclosure at work), and two main themes regarding participants' vision of a truly inclusive and supportive workplace (instrumental changes and changes in values). These findings indicate that discrimination attributable to sexual orientation and gender identity still exists in Portuguese workplaces despite anti-discrimination protections and that more legal, institutional, and social support is needed to ensure a safe workplace for LGBTQIA + people. [ABSTRACT FROM AUTHOR]

Hostile online communication is a global concern. Academic research and teaching staff are among those professionals who routinely give public comments and are thus vulnerable to online attacks. This social psychological and criminological study investigated online harassment victimization among university researchers and teachers. Survey participants (N = 2,492) were university research and teaching staff members from five major universities in Finland. Victimization was assessed with a 20-item inventory. The study included a wide range of both background and general measures on well-being at work. Participants also took part in an online experiment involving a death threat targeting a colleague. Results showed that 30% of the participants reported being victims of online harassment during the prior 6 months. Victims were more often senior staff members, minority group members, and from the social sciences and humanities. Those active in traditional or social media were much more likely to be targeted. Victims reported higher psychological distress, lower generalized trust, and lower perceived social support at work than non-victims. Individuals who were targeted by a colleague from their work community reported higher post-traumatic stress disorder scores and a higher impact of perceived online harassment on their work compared to other victims. In the experimental part of the study, participants reported more anxiety when a close colleague received a death threat. Participants also recommended more countermeasures to a close colleague than to an unknown person from the same research field. Results indicate that online harassment compromises well-being at work in academia. There is an urgent need to find ways of preventing online harassment, both in workplaces and in society at large. [ABSTRACT FROM AUTHOR]

Healthcare workers are under such a tremendous amount of pressure during the COVID-19 pandemic that many have become concerned about their jobs and even intend to leave them. It is paramount for healthcare workers to feel satisfied with their jobs and lives during a pandemic. This study aims to examine the predictors of job satisfaction, life satisfaction, and turnover intention of healthcare workers during the COVID-19 pandemic. Between 10 and 30 April 2020, 240 healthcare workers in Bolivia completed a cross-sectional online survey, which assessed their job satisfaction, life satisfaction, and turnover intention in the ongoing COVID-19 pandemic. The results revealed that their number of office days predicted job satisfaction, life satisfaction, and turnover intention, but the relationships varied by their age. For example, healthcare workers' office days negatively predicted job satisfaction for the young (e.g., at 25 years old: b = − 0.21; 95% CI: − 0.36 to − 0.60) but positively predicted job satisfaction for the old (e.g., at 65 years old: b = 0.25; 95% CI: 0.06 to 0.44). These findings provide evidence to enable healthcare organizations to identify staff concerned about job satisfaction, life satisfaction, and turnover intention to enable early actions so that these staffs can remain motivated to fight the prolonged COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Aim: Work engagement is an indicator of work-related well-being. Taking a salutogenic perspective, this study aims to examine work engagement within the effort-reward imbalance (ERI) model. To foster our understanding of work engagement, we analyzed relationships of the ERI model subscales effort, esteem reward, status reward and security reward as well as overcommitment with global work engagement and its subscales (vigor, dedication, absorption). Subjects and methods: Eight hundred eleven police officers participated in a cross-sectional health-monitoring survey in a German police department. Regression analyses were conducted. Results: The ERI ratio was negatively related to measures of work engagement (β = −0.30 to −0.25). Whereas esteem (β = 0.23 to 0.19) and security reward (β = 0.20 to 0.16) positively predicted global work engagement as well as vigor, dedication and absorption, overcommitment showed a negative association with vigor (β = −0.14). The regression models explained up to 23% of the variance in work engagement or its subscales. Conclusion: An imbalance between effort and reward is associated with reduced work engagement in the sample of police officers. While effort is not accountable for reduced work engagement, esteem and security rewards are capable of promoting work engagement. Workplace interventions at the level of the supervisors and the department as well as public image campaigns may promote rewards in police work to foster work engagement. [ABSTRACT FROM AUTHOR]

The cornerstone of any system of livestock production is the stockpeople responsible for the welfare and productivity of the animals they work with. Nevertheless, it has been suggested that the industrialization of livestock production is breaking down the traditional relationship between stockpeople and their animals. Commercial livestock production creates a situation of structurally induced ambivalence for those working in these contexts. Besides, the scientific literature on stockpeople is limited, dispersed and specially focused on animals. Whereby, a review of current knowledge about the compatibilities, contradictions, and unresolved ethical dilemmas faced by stockpeople in their daily work and their implications on farm animals' welfare was carried out. The topics reviewed included: (a) Attitudes and personality; (b) Empathy towards animals; (c) Workplace well-being; (d) One-health issues; and (e) Sustainability challenges. Understanding the stockpeople emotional relationship with animals, gender, ethnicity, occupational roles, educational backgrounds, culture, and generational differences can be valuable for technicians, advisors, scientists, consultants, and owners when developing training for sustainability programs. [ABSTRACT FROM AUTHOR]

Subjective well-being refers to people's level of satisfaction with life as a whole and with multiple dimensions within it. Interventions that promote subjective well-being are important because there is evidence that physical health, mental health, substance use, and health care costs may be related to subjective well-being. Fun For Wellness (FFW) is a new online universal intervention designed to promote growth in multiple dimensions of subjective well-being. The purpose of this study was to provide an initial evaluation of the efficacy of FFW to increase subjective well-being in multiple dimensions in a universal sample. The study design was a prospective, double-blind, parallel group randomized controlled trial. Data were collected at baseline and 30 and 60 days-post baseline. A total of 479 adult employees at a major university in the southeast of the USA were enrolled. Recruitment, eligibility verification, and data collection were conducted online. Measures of interpersonal, community, occupational, physical, psychological, economic (i.e., I COPPE), and overall subjective well-being were constructed based on responses to the I COPPE Scale. A two-class linear regression model with complier average causal effect estimation was imposed for each dimension of subjective well-being. Participants who complied with the FFW intervention had significantly higher subjective well-being, as compared to potential compliers in the Usual Care group, in the following dimensions: interpersonal at 60 days, community at 30 and 60 days, psychological at 60 days, and economic at 30 and 60 days. Results from this study provide some initial evidence for both the efficacy of, and possible revisions to, the FFW intervention. [ABSTRACT FROM AUTHOR]

Literature has conceptualized well-being in the work domain through specific constructs, such as job satisfaction, work alienation, work-family conflict, and the perception of decision-making. Research from a gender perspective has examined gender differences in relation to these variables, showing that-compared to men-women in most cases experience lower job satisfaction, less decision-making, and higher work-family conflict. Another body of studies has driven the attention to the impact of the occupational status, demonstrating a general positive effect of high-status occupations. However, considering disparities between men and women in career success, the documented gender differences may also be influenced by the fact that women generally hold lower positions, as well as the effects of status may be related to the prevalence of men in high-status job. The purpose of the present study was to extend past research by examining the effects of both gender and status on job satisfaction, work alienation, work-family conflict, and decision-making. To this aim 238 workers (52.5 % males) holding high-status (N = 98) and low-status (N = 140) positions were involved in the research. Results indicated that when the relative salience of both gender and status is considered to understand well-being at work, status counts more than gender. Nevertheless, gender remains a significant dimension that may not be neglected, as it plays a relevant role, along with status, on job satisfaction and perception of decision-making. Implications are discussed. [ABSTRACT FROM AUTHOR]

Background: It is widely held that the occupational well-being of physicians may affect the quality of their patient care. Yet, there is still no comprehensive synthesis of the evidence on this connection. Purpose: This systematic review studied the effect of physicians' occupational well-being on the quality of patient care. Methods: We systematically searched PubMed, Embase, and PsychINFO from inception until August 2014. Two authors independently reviewed the studies. Empirical studies that explored the association between physicians' occupational well-being and patient care quality were considered eligible. Data were systematically extracted on study design, participants, measurements, and findings. The Medical Education Research Study Quality Instrument (MERSQI) was used to assess study quality. Results: Ultimately, 18 studies were included. Most studies employed an observational design and were of average quality. Most studies reported positive associations of occupational well-being with patient satisfaction, patient adherence to treatment, and interpersonal aspects of patient care. Studies reported conflicting findings for occupational well-being in relation to technical aspects of patient care. One study found no association between occupational well-being and patient health outcomes. Conclusions: The association between physicians' occupational well-being and health care's ultimate goal-improved patient health-remains understudied. Nonetheless, research up till date indicated that physicians' occupational well-being can contribute to better patient satisfaction and interpersonal aspects of care. These insights may help in shaping the policies on physicians' well-being and quality of care. [ABSTRACT FROM AUTHOR]

Prior research and managerial practices have often over-emphasized employees' performance and ignored their occupational well-being. However, a series of employee suicide scandals in China have drawn people's attention to employees' occupational well-being and heightened the importance of how ethical leadership can enhance such well-being. Based on social exchange theory, this study examined the main effect of ethical leadership on subordinates' occupational well-being in China, as well as the underlying mechanisms and contextual factors between them. Our sample comprised 302 employee questionnaires and 34 questionnaires completed by supervisors about their group. Using a multi-level approach, we implemented hierarchical linear modeling to examine the hypotheses. The results revealed that ethical leadership positively influenced the subordinates' occupational well-being. This effect was partially mediated by distributive justice and interpersonal justice. Moreover, group level collectivism moderated the influence of ethical leadership on employees' perception of distributive justice, interpersonal justice and their occupational well-being. [ABSTRACT FROM AUTHOR]

The present study had two major aims: first, to examine the construct validity of the Finnish 58-item Corporate Ethical Virtues scale (CEV; Kaptein in J Org Behav 29:923-947, ) and second, to examine whether the associations between managers' perceptions of ethical organisational culture and their occupational well-being (emotional exhaustion and work engagement) are indirectly linked by ethical strain, i.e. the tension which arises from the difference in the ethical values of the individual and the organisation he or she works for. The sample consisted of 902 managers from different organisations, in middle and upper management levels, aged 25-68 years. The results of the confirmatory factor analysis (CFA) provided support to the hypothesised eight-factor structure of the CEV scale; i.e. the scale contained the factors of clarity, congruency of supervisors, congruency of senior management, feasibility, supportability, transparency, discussability and sanctionability. In addition, it emerged from the CFAs that the high intercorrelations of these factors can be explained by the second-order factor of ethical culture. The managers' perceptions of the ethical culture prevailing in their organisations were associated with their occupational well-being both directly (high-work engagement) and indirectly via a low level of ethical strain (low-emotional exhaustion). Thus, the findings indicated that the ethical culture of organisations plays a major role in managers' occupational well-being. [ABSTRACT FROM AUTHOR]