Heavy-Work Investment: Its dimensionality, Invariance across 9 Countries and Levels before and during the COVID-19’s Pandemic

Shkoler, Or; Rabenu, Edna; Iqbal, Muhammad Zahid; Ferrari, Filippo; Hatipoğlu, Burçin; Roazzi, Antônio; Kimura, Takuma; Tabak, Filiz; Moașa, Horia; Vasiliu, Cristinel; Tziner, Aharon; Lebron, Mariana J.

doi:10.5093/jwop2021a8

Cited by 12 publications

(12 citation statements)

References 43 publications

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“…These are (a) Harman’s single-factor method (all items are loaded on one common factor) and (b) a common latent factor method (all items are loaded on two types of factors – their expected factors and one latent common method factor). Analysis by Harman’s single-factor model accounts for only 21.81% of the explained variance and is a good fit [ 11 , 46 , 48 – 50 ]. Indices were: χ 2 (2696) = 8,491.17; p = .000; χ 2 /df = 3.15; Comparative Fit index = 0.78, Normed fit index = 0.75, The goodness of fit index = 0.86, SRMR = 0.13, and the root mean square error of approximation [90% CI] = 0.18 [0.14-0.29], p-close = 0.004.…”

Section: Methodsmentioning

confidence: 99%

Association of quality of nursing care with violence load, burnout, and listening climate

Shafran Tikva,

Gabay,

Shkoler

et al. 2024

Isr J Health Policy Res

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Background Violence against nurses is common. Previous research has recommended further development of the measurement of violence against nurses and integration of the individual and ward-related factors that contribute to violence against hospital nurses. This study was designed to address these issues by investigating the associations between violence, the listening climate of hospital wards, professional burnout, and perceived quality of care. For this purpose, we used a new operationalization of the violence concept. Methods We sought nurses to participate in the study through social media which yielded 765 nurses working in various healthcare systems across Israel who volunteered to complete a self-administered online questionnaire. 80% of the sample were hospital nurses, and 84.7% were female. The questionnaire included validated measures of burnout, listening climate, and quality of care. Instead of using the traditional binary measure of exposure to violence to capture the occurrence and comprehensive impact of violence, this study measured the incremental load of violence to which nurses are subjected. Results There were significant correlations between violence load and perceived quality of care and between constructive and destructive listening climates and quality of care. Violence load contributed 14% to the variance of burnout and 13% to the variance of perceived quality of care. The ward listening climate moderated the relationship between burnout and quality of care. Conclusions The results of this study highlight the impact of violence load among nurses and the ward listening climate on the development of burnout and on providing quality care. The findings call upon policymakers to monitor violence load and allocate resources to foster supportive work environments to enhance nurse well-being and improve patient care outcomes.

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Section: Methodsmentioning

confidence: 99%

Association of quality of nursing care with violence load, burnout, and listening climate

Shafran Tikva,

Gabay,

Shkoler

et al. 2024

Isr J Health Policy Res

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“…Moreover, only articles published up to 2020 were analyzed. However, in 2021, one psychometric study has been published that present tools specific to the HWI considering Time Commitment and Work Intensity as dimensions [62]. Thus, the aforementioned limitations should be taken into consideration for future studies, where other instruments are analyzed, that can help to understand this construct that is in full development and boom in terms of research to have a clearer approximation of its functioning.…”

Section: Discussionmentioning

confidence: 99%

Psychometric Properties of Heavy Work Investment Measures: A Systematic Review

et al. 2021

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In recent years, the study of heavy work investment (HWI) has been diversifying greatly in the various fields of application in the organizational field, for example, occupational health, human resources, quality at work among others. However, to date, no systematic review has been carried out to examine the methodological quality of the instruments designed to measure HWI. Therefore, the present systematic review examines the psychometric properties of three main measures of HWI: Workaholism Battery (WorkBAT), Work Addiction Risk Test (WART), and Dutch Work Addiction Scale (DUWAS). Five electronic databases were systematically searched, selecting psychometric articles. Of the 2621 articles identified, 35 articles met all inclusion criteria published between 1992 and 2019. The findings indicated that most of the articles were focused on reviewing psychometric properties, analyses were conducted from classical test theory, collected validity evidence based on internal structure and relationship with other variables, and reliability of scores was obtained through the internal consistency method. Of the instruments reviewed, the DUWAS is the one with the highest methodological quality. Recommendations are made for future research to address the psychometric study of these instruments based on recent advances in the field of organizational measurement.

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“…Affum-Osei et al, 2019;Boyd and Nowell, 2017) or CMV-corrected composites (e.g. Lindell and Whitney, 2001;Podsakoff et al, 2003;Richardson et al, 2009;Shkoler et al, 2021a). We utilized AMOS (v. 28) in order to use the multiple imputations.…”

Section: Common-methods Bias Analysismentioning

confidence: 99%

Work motivation in three-way interaction with organizational justice across four different managerial positions

Giamos

Shkoler

Tziner

et al. 2023

JAMR

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PurposeThe current study aims to propose a novel three-way interaction of work motivation (intrinsic/extrinsic) and work environment (organizational justice), in a Romanian context. Moreover, as managers and employees do not have the same needs, workloads and performance assessments, so the research model is tested in four groups: employees, office managers, department managers and executives. Additionally, a minor goal is to replicate known relationships in the literature in a non-Western country.Design/methodology/approachTo this end, a total sample of N = 3,287 Romanian participants was obtained, using established, valid and known measures. Statistical analyses included common-method bias analysis, zero-order Pearson correlations and linear regressions with bootstrapping.FindingsResults support the hypothesized three-way interaction, such that only when both motivations are high does the work environment have a profound effect on organizational outcomes, but when both are low, the employee becomes indifferent to the work.Originality/valueWorkplace fairness and work motivation are topics concerning employees and managers alike. While their roles in contributing to reduce work misbehaviors and increase extra role behaviors have been outlined in the past as, they may interact in surprising ways, and differently in every managerial level. On one hand, the current article replicates established associations but, on the other hand, it does so from a non-Western perspective and with the not-yet-researched addition of a three-way interaction between work environment (i.e. perceptions of organizational justice) and the individual's motivational dispositions (i.e. intrinsic and extrinsic work motivations).

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Heavy-Work Investment: Its dimensionality, Invariance across 9 Countries and Levels before and during the COVID-19’s Pandemic

Cited by 12 publications

References 43 publications

Association of quality of nursing care with violence load, burnout, and listening climate

Association of quality of nursing care with violence load, burnout, and listening climate

Psychometric Properties of Heavy Work Investment Measures: A Systematic Review

Work motivation in three-way interaction with organizational justice across four different managerial positions

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