Interpersonal justice climate, extra-role performance and work family balance: A multilevel mediation model of employee well-being

Pecino, Vicente; Mañas-Rodríguez, Miguel Ángel; Díaz-Fúnez, Pedro A.; Aguilar-Parra, José Manuel; Padilla-Góngora, David; López-Liria, Remedios

doi:10.1371/journal.pone.0207458

Cited by 14 publications

(14 citation statements)

References 69 publications

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“…Work-family balance has been emphasized and proven to be associated with burnout. 17,35 Social support including family support has been investigated and validated to interfere with provider burnout. 36,37 Female physicians burdened with high risk pregnancies and miscarriages tend to experience higher burnout rates.…”

Section: Discussionmentioning

confidence: 99%

“…Family support seems to be another provider wellness culture domain that could potentially protect against provider burnout. Work-family balance has been emphasized and proven to be associated with burnout [ 17 , 35 ]. Social support including family support has been investigated and validated to interfere with provider burnout [ 36 , 37 ].…”

Section: Discussionmentioning

confidence: 99%

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Association between burnout and wellness culture among emergency medicine providers

et al. 2021

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Objective Burnout is a common occurrence among healthcare providers and has been associated with provider wellness culture. However, this association has not been extensively studied among emergency medicine (EM) providers. We aim to determine the association between EM provider burnout and their culture of wellness, and to elicit the independent wellness culture domains most predictive of burnout prevention.Methods This was a multi-center observational study. We enrolled EM physicians and advanced practice providers from sixteen different emergency departments (EDs). Provider wellness culture and burnout surveys were performed. The wellness culture domains included in this study are personal/organizational value alignment, provider appreciation, leadership quality, self-controlled scheduling, peer support, and family support. Correlations between each wellness culture domain and burnout were analyzed by Pearson correlation co-efficiency, and their associations were measured by multivariate logistic regression with adjustments of other confounders.Results A total of 242 ED provider surveys were entered for final analysis. The overall burnout rate was 54% (130/242). Moderate correlations were found between burnout and two wellness culture domains (value alignment: r = -0.43, P < 0.001 and provider appreciation: r = -0.49, P < 0.001). The adjusted odds ratio of provider appreciation associated with burnout was 0.44 (95% confidence interval, 0.25-0.77; P = 0.004), adjusted odds ratio of family support was 0.67 (95% confidence interval, 0.48-0.95; P = 0.025).Conclusion ED providers have a relatively high burnout rate. Provider burnout might have certain associations with wellness culture domains. Provider appreciation and family support seem to play important roles in burnout protection.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Association between burnout and wellness culture among emergency medicine providers

et al. 2021

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“…Psychological climates Global Im et al 2018Cohesion Positive affect Task and contextual Pecino et al (2018).…”

Section: High-performance Work Systemsmentioning

confidence: 99%

Meta-analysis and Scientific Mapping of Well-being and Job Performance

Gutiérrez¹,

Polo²,

Zambrano³

et al. 2020

Span. J. Psychol.

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In this article, we present a meta-analysis and a scientific mapping about the relationship between different types of well-being and job performance. We followed The PRISMA statement for reporting systematic reviews and meta-analyses (Moher et al., 2009), and conduct the search in Web of Science, SCOPUS, Ebscohost, Proquest, and Jstor databases. We identified 43 studies from 1994 to early 2020 that represent 45 independent samples, 34,221 participants, and 77 correlations between four types of well-being and six of job performance. Meta-analysis results show that are different forms of relations between types and there is not only one form to explain the happy-productive worker hypothesis. The scientific mapping shows that there are seven clusters of topics about well-being and job performance in the Web of Science base articles: (I) Burnout and axiety, (II) Stress and depression, (III) Individual resources, (IV) Work context, (V) Work engagement and commitment, (VI) Justice, and (VII) Human resources practices. We organize the topics from each cluster in the different groups of variables of the contextual model of individual work, well-being and performance (van Veldhoven & Peccei, 2015) to explain their impact in well-being and job performance. We included the observations of our analysis and identified the future key directions for the field.

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“…Lucas et al [ 29 ] found that the justice climate could strengthen the associations between individual-level justice perceptions and personal well-being. In Pecino et al [ 32 ], interpersonal justice climate in a work team was significantly associated with well-being indicators (burnout and engagement) and work outcomes (work family balance and extra-role performance). Employees work in a department with poor justice climate reported more somatic complaints [ 33 ].…”

Section: Introductionmentioning

confidence: 99%

Work-Family Conflict and Depressive Symptoms Among Chinese Employees: Cross-Level Interaction of Organizational Justice Climate and Family Flexibility

Zhou

Zhang

et al. 2020

IJERPH

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This study aims to examine how organizational and family factors protect employees from depressive symptoms induced by work-family conflict. With a cross-sectional design, a total of 2184 Chinese employees from 76 departments completed measures of work-family conflict, organizational justice, family flexibility, and depressive symptoms. The results showed that work-family conflict including work-to-family conflict and family-to-work conflict was positively associated with depressive symptoms. In cross-level analysis, organizational justice climate weakened the adverse effect of work-family conflict on depressive symptoms and the buffering effects of procedural and distributive justice climate in the association between work-family conflict and depressive symptoms depended on family flexibility. Specifically, compared with employees with high family flexibility, procedural and distributive justice climate had a stronger buffering effect for employees with low family flexibility. These results indicate that organization and family could compensate each other to mitigate the effect of work-family conflict on employees’ depressive symptoms. Cultivating justice climate in organization and enhancing family flexibility might be an effective way to reduce employees’ depressive symptoms.

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Interpersonal justice climate, extra-role performance and work family balance: A multilevel mediation model of employee well-being

Cited by 14 publications

References 69 publications

Association between burnout and wellness culture among emergency medicine providers

Association between burnout and wellness culture among emergency medicine providers

Meta-analysis and Scientific Mapping of Well-being and Job Performance

Work-Family Conflict and Depressive Symptoms Among Chinese Employees: Cross-Level Interaction of Organizational Justice Climate and Family Flexibility

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