The main objective is to study the effects of job crafting activities of elder care and nursing home employees on their perceived well-being and quality of care in two European countries, Spain and Sweden. The Job Crafting, the General Health, and the Quality of Care questionnaires were administered to 530 employees. Correlations and hierarchical regression analyses were performed. Results confirm the effects of job crafting on quality of care ( r = .291, p < .01; β = .261, p < .01; Δ R = .065, p < .01) and employees' well-being ( r = .201, p < .01; β = .171, p < .01; Δ R = .028, p < .01). A positive linear relationship was found between job crafting and well-being in Spain and Sweden and with quality of care in Spain. On the contrary, in Sweden, the relationship between job crafting and well-being was not linear. Job crafting contributes significantly to employees' and residents' well-being. Management should promote job crafting to co-create meaningful and productive work. Cultural effects are proposed to explain the differences found.
With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC), and turnover intention (TI), this study explores the effect of JS on TI among employees with disabilities and the moderation effect of OC and its four dimensions on this main relationship. A total of 245 Special Employment Center (SEC) employees in Spain answered a questionnaire. To analyze the results, a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that OC and its dimensions have no significant effect on the direct relationship. However, some components of JS, such as the relationship with coworkers and with supervisors, play a significant role in the relationship with TI when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize TI at SECs.
Our aim is to analyze the extent to which the psychosocial aspects can characterize the affective states of the teachers, administrative staff, and undergraduate and postgraduate students during the quarantine. A questionnaire was answered by 1,328 people from the community of the Universitat de Barcelona (UB), Spain. The survey was partially designed ad hoc, collecting indicators related to sociodemographic variables, the impact of COVID on the subjects or in their personal context, the psychosocial context of coexistence and perceived social support, characteristics related to the physical context during the quarantine, and labor conditions. Additionally, it included two validated instruments: the Survey Work-Home Interaction–Nijmegen for Spanish Speaking Countries (SWING-SSC) validated in Spanish and PANAS, the Positive and Negative Affect Schedule. Classification and Regression Trees (CART) were performed to identify which variables better characterize the participants' level of positive and negative affective states. Results according to groups showed that students are the ones who have suffered the most as a result of this situation (temporary employment regulation, higher scores in negative work-home and home-work interaction, lower scores in positive home-work interaction, and negative effects of teleworking). Additionally, they reported a higher mean score in interpersonal conflict and worse scores with regard to negative affective states. Based on sex, women were the ones whose environment was shown to be more frequently affected by the pandemic and who exhibited more negative effects of teleworking. In general terms, participants with the highest scores in negative affective states were those who perceived an increase in conflict and a high negative effect from work spilling over into their personal lives. On the contrary, participants with the highest levels of positive affective states were those with medium to low levels of negative home-work interaction, over 42.5 years old, and with medium to high levels of positive work-home interaction. Our results aim to help higher education to reflect on the need to adapt to this new reality, since the institutions that keep pace with evolving trends will be able to better attract, retain, and engage all the members of the university community in the years ahead.
Título: Las políticas de responsabilidad social corporativa para la inclusión de las personas con discapacidad como predictores de identificación, compromiso y absentismo de los empleados. Resumen: Pocos estudios han analizado el efecto en los empleados de las políticas de Responsabilidad Social Corporativa (RSC) orientadas a la inclusión de las personas con discapacidades. La presente investigación examina el grado en que las percepciones de los empleados sobre dichas políticas están relacionadas con la identificación y el compromiso con la organización, y con el absentismo. Se administró un cuestionario a 104 empleados (tasa de participación: 41,1%). Se realizaron correlaciones, pruebas de varianza del método común, y regresiones lineales. Si bien el efecto de las políticas de RSC orientadas hacia el entorno de la organización han sido las más estudiadas, nuestra investigación pone de relieve el impacto de las políticas internas para la inclusión de las personas con discapacidad sobre el compromiso y la identificación de todos los empleados, las personas con y sin discapacidad, pero no así con el absentismo. Los resultados obtenidos contribuyen significativamente al diseño de estrategias que faciliten y mejoren la normalización del colectivo de personas con discapacidad en el mercado de trabajo, contribuyendo a su inserción laboral. Palabras clave: Absentismo; Compromiso; Políticas de responsabilidad social corporativa; Identificación; Personas con discapacidades.Abstract: Few studies have explored the effect on employees of corporate social responsibility (CSR) policies focused on the inclusion of people with disabilities. The present research examines the extent to which employees' perceptions of CSR policies aimed at the employment of disabled people are related to organizational identification, commitment, and absenteeism. A questionnaire was administered to 104 employees (participation rate: 41.1%). Correlations and common method variance tests, and linear regressions were performed. Only the internal-focus policies have an effect on employees' identification and commitment, although the effect of external-focus policies have been more deeply studied. There were no significant results related to absenteeism. Our research highlights the impact of internal-focus policies for the inclusion of people with disabilities in the commitment and identification of all employees, those with and without disabilities. The results also contribute significantly to the design of strategies that facilitate and enhance the normalization of these employees in the labor market, helping practitioners to target these companies as future employers of people with disabilities.
Purpose The purpose of this paper is to analyze the moderation effect of over-commitment in the job crafting–well-being relationship, in the elderly care sector in Spain. Design/methodology/approach A cross-sectional design was implemented and a final sample of 353 participants were assessed using the Job Crafting Questionnaire, an adaptation of the Over-commitment Scale from the Effort-Reward Imbalance Questionnaire, and the General Health Questionnaire (GHQ-12). Findings A positive interaction between relational and task crafting and over-commitment is observed in the prediction of well-being levels. Specifically, the effect of over-commitment in the task crafting–well-being relationship proved to be statistically significant when opposed to low, medium and high levels of over-commitment. Additionally, the effect of over-commitment in the relational crafting–well-being relationship proved to be statistically significant only when opposed to medium and high levels of over-commitment. Finally, a direct and simple effect was observed between cognitive crafting and well-being, not moderated by over-commitment. Research limitations/implications Implementation of non-behavioral measurements, and a non-longitudinal design are suggested. The development of behavioral measures for job crafting is encouraged, along with the implementation of longitudinal designs sensitive to changes in over-commitment. Possible over-commitment results are biased by an economically contracted environment. Practical implications Job crafting training, over-commitment early detection and further research on job crafting strategies’ preferences are suggested. Originality/value The moderating role of over-commitment in the job crafting–well-being relationship in the elderly care sector represents one of these attempts to better understand evidences of how work-related efforts modify a worker’s psychological functioning and adaptation, which is the reason why, specially in contexts of uncertainty, its study becomes relevant.
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