Cognitive adjustment as an indicator of psychological health at work: Development and validation of a measure

Malo, Marie; Tremblay, Isabelle; Brunet, Luc

doi:10.1016/j.jvb.2015.11.005

Cited by 19 publications

(23 citation statements)

References 40 publications

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“…When employees experience a situation in which work conditions seem to undermine or drain their resources, they steer their energy toward efforts to halt that drainage, because they perceive the need to conserve their current energy assets or resources (Hobfoll and Shirom, 2000). Our focus on perceived organizational politics thus aligns with a fundamental element of COR theory, which emphasizes the importance of employees' own cognitive experiences with an organization's internal functioning (Hobfoll, 2001;Malo et al, 2016). Those experiences are what influence relevant work-related attitudes, such as turnover intentions (Abbas et al, 2014).…”

Section: Cor Theorymentioning

confidence: 83%

Perceived organizational politics and quitting plans: an examination of the buffering roles of relational and organizational resources

Clercq

Pereira

2021

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PurposeThe goal of this research is to examine the link between employees' beliefs that organizational decision-making processes are guided by self-serving behaviors and their own turnover intentions, as well as how this link may be buffered by four distinct resources, two that speak to the nature of peer exchanges (knowledge sharing and relationship informality) and two that capture critical aspects of the organizational environment (change climate and forgiveness climate).Design/methodology/approachQuantitative survey data were collected among 208 employees who work in the oil and gas sector in Mozambique.FindingsThe results indicate that employees' beliefs about dysfunctional political games stimulate their plans to quit. Yet this translation is less likely to occur to the extent that their peer relationships are marked by frequent and informal exchanges and that organizational leaders embrace change and forgiveness.Practical implicationsFor organizations, these findings offer pertinent insights into different circumstances in which decision-related frustrations are less likely to escalate into quitting plans. In particular, such escalation can be avoided to the extent that employees feel supported by the frequency and informal nature of their communication with colleagues, as well as the extent to which organizational leaders encourage change and practice forgiveness.Originality/valueThis study adds to extant research by explicating four unexplored buffers that diminish the risk that frustrations with politicized decision-making translate into enhanced turnover intentions.

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Section: Cor Theorymentioning

confidence: 83%

Perceived organizational politics and quitting plans: an examination of the buffering roles of relational and organizational resources

Clercq

Pereira

2021

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“…To date, several studies have been conducted to measure the mostly informal learning associated with becoming socialized into an organization and to examine the validity and reliability of the WAQ measure in several cultural contexts: the United States, Canada, and Malaysia (Ghosh et al, ; Kunasegaran et al, ; Malo et al, ).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Another study conducted by Malo and his colleagues (2016) translated the English version of the items of the WAQ into French and used a 19‐item instrument. Their initial exploratory factor analysis yielded three eigenvalues over one and suggested a three‐factor solution, but the additional analysis among different sample groups yielded a factor structure composed of 17 items (Malo et al, ). The Cronbach's alpha values were also reported between .80 and .84 for different groups of people, and between .74 and .83 for subscales, indicating acceptable values of the scale.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Since the 1900s when Morton () and Reio () developed and modified the Workplace Adaptation Questionnaire ( WAQ), numerous scholars have conducted workplace learning research by adopting the WAQ in organizational contexts (Reio & Callahan, ; Ghosh, Reio, & Bang, ; Reio & Sutton, ). Several scholars have also used the WAQ in different countries including Canada, Malaysia, and Saudi Arabia (Al Zahrani, 2012; Kunasegaran, Ismail, Rasdi, Ismail, & Ramayah, ; Malo, Tremblay, & Brunet, ). The main focus of these studies has been to examine the relationships between the constructs measured by the WAQ and other variables such as competency, job performance, organizational support, and workplace incivility.…”

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confidence: 99%

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Validation of the Workplace Adaptation Questionnaire (WAQ) in Korea: Focusing on Learning in the Workplace

Park

Kim²,

Yoo

et al. 2018

Perf Improvement Qrtly

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The purpose of this research is to assess the validity and applicability of the Workplace Adaptation Questionnaire (WAQ) in the Korean context. A total of 458 cases were analyzed by employing exploratory factor analysis, confirmatory factor analysis, and common‐method variance. In addition, multivariate analysis of variance (MANOVA) was performed to examine differences in workplace adaptation and learning aspects according to individual characteristics (e.g., gender, age, education level, job positions, job types, and work experience). The results indicated that our Korean version of WAQ could be applied in the Korean context. In terms of demographics, employees who were male, older, more highly educated, senior managers, and with longer work experience had significantly higher WAQ scores than their counterparts. Employees who are working in the manufacturing industry and research‐related jobs had lower WAQ scores compared with employees in other sectors.

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“…One essential element that contributes to work adjustment is a work style that positively correlates to work awareness and engagement (Bayl-Smith & Griffin, 2015). Another research claims that cognitive adjustment is a vital characteristic of employee mental health, and that it is a necessity for successful adjustment at work, in work groups, and in the organization (Malo, Tremblay, & Brunet, 2016). Next, mental toughness operates as a stress resilience resource, allowing better adjustment to perceived stress (Gerber et al, 2013) by empowering more effective coping through problem-focused strategies that include less focus on emotion and avoidance (Kaiseler, Polman, & Nicholls, 2009).…”

Section: Introductionmentioning

confidence: 99%

Integrating an Employability Framework to Improve Occupational Self-Efficacy among Trainees of Vocational Training Institutions

Rahmandani¹,

Nurtjahyanti²,

Desiningrum³

2018

Proceedings of the 1st International Conference on Intervention and Applied Psychology (ICIAP 2017)

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Both hard skills and soft skills are important for employees to be able to compete and survive in their work. While hard skills can be achieved by further training, efforts to improve soft skills need to be more facilitated. Soft skills are important for increasing one's belief in one's capacity, and as a consequence, it affects the adjustment, performance, satisfaction, and stronger engagement in the workplace. This study aims to examine the effectiveness of an Integrating Employability Framework (IEF) toward occupational self-efficacy among trainees of vocational training institutions. This study used a one-group pretest-posttest quasi-experimental design. Measurements were conducted using the Instrument for Perception of Individual Capacity (Nurtjahjanti, Desiningrum, & Rahmandani, in press). Forty-one participants were recruited using the cluster sampling method from Balai Besar Pengembangan Latihan Kerja (BBPLK), Semarang, Indonesia. The analysis uses the statistical method of paired-sample t-test between pretest and posttest, showing a significant increase (t = 3.717, p = 0.001), which indicated the improvement of occupational self-efficacy. These results are evidence that IEF effectively increases occupational self-efficacy. Self-understanding, the appreciation of positive assets, and regular practice and evaluation of problem-solving techniques taught might play important roles in enhancing perceived control and core self-evaluation as well. This then correlates to self-efficacy in judging and making decisions when facing difficult situations. Active and effective coping could be selected as a strategy. Group roles provide therapeutic effects. Subsequent research should consider an effective and efficient design for larger groups, employ a research design providing a higher level of significance, and consider follow up measurement.

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Cognitive adjustment as an indicator of psychological health at work: Development and validation of a measure

Cited by 19 publications

References 40 publications

Perceived organizational politics and quitting plans: an examination of the buffering roles of relational and organizational resources

Perceived organizational politics and quitting plans: an examination of the buffering roles of relational and organizational resources

Validation of the Workplace Adaptation Questionnaire (WAQ) in Korea: Focusing on Learning in the Workplace

Integrating an Employability Framework to Improve Occupational Self-Efficacy among Trainees of Vocational Training Institutions

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