How Is Work Ability Shaped in Groups of Shift and Non-Shift Workers? A Comprehensive Approach to Job Resources and Mediation Role of Emotions at Work

Baka, Łukasz; Ścigała, Dawid; Kapica, Łukasz; Najmiec, Andrzej; Grala, Krzysztof

doi:10.3390/ijerph18157730

Cited by 3 publications

(3 citation statements)

References 112 publications

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“…Positive affect at work, understood as a subjective emotional assessment of work, may be conditioned, among other things, by the level of social support at work. Earlier research confirmed the positive relationship between institutional support and a positive emotional response towards work (Moreira‐Fontán et al, 2019), and the positive relationship between resources and positive affect at work as well as work ability (Baka et al, 2021).…”

Section: Introductionmentioning

confidence: 69%

Social support at work and job satisfaction among midwives: The mediating role of positive affect and work engagement

Jasiński

Derbis

2022

Journal of Advanced Nursing

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Aims: This study examined whether social support at work from superiors and colleagues is associated with positive affect at work, and whether work engagement creates a positive relationship with job satisfaction among midwives. We also investigated whether a positive affect and work engagement mediate the relationship between social support at work and job satisfaction.Design: This was a quantitative cross-sectional study. Methods: Data were collected from 163 midwives working in the Polish public healthcare system between June 2019 and December 2019. Results: There was a direct relationship between support from superiors and colleagues, positive affect at work, work engagement and job satisfaction. The relationship between support from superiors and job satisfaction was mediated partially by positive affect at work and work engagement. In contrast, the relationship between support from colleagues and job satisfaction was mediated entirely by positive affect at work and work engagement. Conclusion: Support from colleagues, compared to support from superiors, was a stronger predictor of positive affect at work and job satisfaction among midwives.Support at work is a resource that leads to higher job satisfaction by generating positive feelings and increasing work engagement.

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Section: Introductionmentioning

confidence: 69%

Social support at work and job satisfaction among midwives: The mediating role of positive affect and work engagement

Jasiński

Derbis

2022

Journal of Advanced Nursing

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“…Willett et al (2023) found a correlation between communication and leadership. Baka et al (2021) show that with good leadership, there will be an increase in different work abilities between non-shift and shift employees. These findings imply a correlation or relationship between resilient leadership and work ability.…”

Section: Literature Reviewmentioning

confidence: 99%

Dynamic resilient leadership: Mediating effects on logistics bureau performance

Widakdo,

Andi Sularso,

Titisari

et al. 2024

Problems and Perspectives in Management

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The majority of new employees come from the millennial generation and are required to know things related to technology and information. On the other hand, the leadership’s ability to utilize technology, which is generally not very high, will create a gap between leaders and subordinates, affecting organizational performance. This study seeks to determine whether dynamic resilient leadership can mediate the influence of personality, communication, and work abilities on organizational performance both directly and indirectly. The study sampled logistics bureau office employees in twelve cities of Indonesia. A cross-sectional survey technique with a total sampling method was used to obtain a sample of 527 respondents. Path analysis was employed using the IBM AMOS program. The findings reveal that personality, communication, and work ability directly have a positive and significant effect on dynamic resilient leadership and organizational performance. Personality, communication, and work ability indirectly have a positive and significant effect on organizational performance through dynamic resilient leadership. Thus, it is concluded that dynamic resilient leadership can mediate the influence of personality, communication, and work ability on organizational performance. This study provides contributions and suggestions for policymakers to improve organizational performance. AcknowledgmentThe authors are grateful to the Banyuwangi State Polytechnic for funding the PMDD research in 2023.

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“…Work ability is an element of the safety culture of the workplace and is treated as an important factor contributing to safer work which does not threaten the health and life of employees. Numerous studies on antecedents of work ability show that it correlates with higher age, harmful working conditions, and shift work [11,12], as well as prolonged job demands [13][14][15] and insufficient job resources [16][17][18][19]. For example, a systematic review by van den Berg et al [15] showed that both high job demands (related to physi cal and psychological demands) and low job resources (related to low levels of autonomy and poor ergonomic conditions) correlate with low work ability.…”

Section: Burnout and Work Abilitymentioning

confidence: 99%

The relationship between occupational burnout and work ability among firefighters: exploring the mediating effects of insomnia, depressive symptoms, loneliness and alcohol misuse

Stefanowski¹,

Mokros²,

Sienkiewicz-Jarosz³

et al. 2023

ppn

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Purpose Firefighting is a profession associated with a high risk of elevated levels of occupational stress and burnout. The aim of this cross-sectional study was to explore the mediating effects of insomnia, depressive symptoms, loneliness and alcohol misuse in the relationship between two dimensions of burnout (i.e., exhaustion and disengagement) and work ability among firefighters. Methods A total of 460 firefighters from various regions of Poland completed a set of self-report questionnaires to assess constructs of interest. A mediation model was constructed to verify hypothesized paths, adjusted for socio-demographic and work-related background characteristics. Model parameters were estimated using a bootstrapping procedure, with sampling set at N = 1000. Results The proposed model explained 44% of variance in work ability. Higher levels of both exhaustion and disengagement predicted worsened work ability. When mediators were controlled for, these effects remained statistically significant. Depressive symptoms and feelings of loneliness were found to be partial mediators of the association between exhaustion and work ability, and between disengagement and work ability. The mediating effects of insomnia and alcohol misuse were non-significant. Conclusions Interventions aimed at counteracting the decrement in work ability among firefighters should target not only occupational burnout, but also depressive symptoms and a sense of loneliness as factors mediating its detrimental effects.

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How Is Work Ability Shaped in Groups of Shift and Non-Shift Workers? A Comprehensive Approach to Job Resources and Mediation Role of Emotions at Work

Cited by 3 publications

References 112 publications

Social support at work and job satisfaction among midwives: The mediating role of positive affect and work engagement

Social support at work and job satisfaction among midwives: The mediating role of positive affect and work engagement

Dynamic resilient leadership: Mediating effects on logistics bureau performance

The relationship between occupational burnout and work ability among firefighters: exploring the mediating effects of insomnia, depressive symptoms, loneliness and alcohol misuse

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