Measuring positive and negative occupational states at work: A structural and differential item functioning analysis

Monseur, Christian; Bertrand, Françoise; Hansez, Isabelle

doi:10.5334/pb-52-1-3

Cited by 6 publications

(5 citation statements)

References 19 publications

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“…Job engagement was measured with the Positive Occupational State Inventory subscale developed by Barbier et al (2012) . This scale included eight items (e.g., “When I’m working I forget my tiredness”).…”

Section: Methodsmentioning

confidence: 99%

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

Babic

Hansez

2021

Front. Psychol.

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Despite significant promotion of diversity in companies, as well as legislation for equal opportunities for women and men, it must be noted that women still remain largely in the minority in decision-making positions. This observation reflects the phenomenon of the glass ceiling that constitutes vertical discrimination within companies against women. Although the glass ceiling has generated research interest, some authors have pointed out that theoretical models have made little attempt to develop an understanding of this phenomenon and its implications. Therefore, our study aims to fill this gap and to better understand the phenomenon of the glass ceiling by considering both its antecedents and its possible consequences. More precisely, we extend the model developed by Elacqua et al. (2009), proposing a more comprehensive model including organizational gender culture as a third factor (in addition to situational and interpersonal issues) in the emergence of the glass ceiling through the perception of differential treatment. We also investigated the glass ceiling’s consequences for organizational attitudes and well-being at work by considering work-to-family conflict (WFC) as a possible mediator. We surveyed 320 women in managerial positions in a Belgian organization. Our study highlights the importance of all three factors in the emergence of the perception of differential treatment and, ultimately, the perception that a glass ceiling exists. Moreover, our results show that WFC fully mediates the effects of the glass ceiling on job strain and job engagement, and partially mediates the effects of the glass ceiling on job satisfaction and intention to quit.

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Section: Methodsmentioning

confidence: 99%

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

Babic

Hansez

2021

Front. Psychol.

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“…Job strain was measured with the Negative Occupational State Inventory subscale (NOSI) and job engagement with the Positive Occupational State Inventory subscale (POSI) developed by Barbier, Monseur, Bertrand and Hansez (2012). Both have been used in diverse occupational fields (e.g., Babic et al, 2015; Babic, Stinglhamber, Bertrand, & Hansez, 2017).…”

Section: Methodsmentioning

confidence: 99%

High-Performance Work Systems and Well-Being: Mediating Role of Work-to-Family Interface

Babic¹,

Stinglhamber²,

Hansez

2019

Psychologica Belgica

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Regarding the effects of High-Performance Work Systems (HPWS), we can draw two conclusions. First, existing studies on the effects of HPWS on employees’ well-being at work are scarce. Second, few studies have considered the relationships between HPWS and work-to-family interface (i.e., work-to-family enrichment, WFE; and work-to-family conflict, WFC). Only one previous study conducted on a Portuguese sample (i.e., Carvalho & Chambel, 2016 ) has examined the relationships between these concepts in a comprehensive model. Our study aims to replicate one part of Carvalho and Chambel’s model but also to extend previous work. We investigated a model of HPWS-employees’ well-being at work (i.e., job engagement and job strain) relationships by considering work-to-family interface as a mediator. We surveyed 170 employees of a Belgian company. Data were analysed using structural equation modelling and bootstrapping method. WFE partially mediates the relationships between HPWS and job engagement, whereas WFC partially mediates the relationships between HPWS and job strain. Our study, confirming the results of Carvalho and Chambel ( 2016 ), highlights the important role of HPWS in the development of employees’ well-being at work. Working in an organization where HPWS are applied leads employees to perceive more enrichment and less conflict between their work and family lives, making them more engaged in and less stressed by their work.

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“…Job strain and job engagement were measured, respectively, with the Negative Occupational State Inventory subscale (NOSI) and the Positive Occupational State Inventory subscale (POSI) developed by Barbier, Monseur, Bertrand, and Hansez (2012). The NOSI subscale comprises 11 items (e.g., “I feel demoralized by my work”).…”

Section: Methodsmentioning

confidence: 99%

Work–Home Interface and Well-Being

Babic

Stinglhamber

Bertrand

et al. 2017

Journal of Personnel Psychology

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Abstract. Much effort has been expended in the past decade to examine the causal relationship between work–family conflict (WFC) and negative indicators of well-being. Comparatively little is known about the effects of work–family enrichment (WFE) on well-being. Even more importantly, very few studies have examined the concomitant effects of both WFC and WFE in terms of well-being. This study aims to fill these gaps by investigating the directionality of the causal relationships between WFC, WFE, and two well-being variables (i.e., job strain and job engagement). We examined these relationships using a two-wave cross-lagged panel design. Our sample was composed of 978 workers from a Belgian Federal Public Service. Reciprocal relationships were found between WFC–job strain, WFC–job engagement, and WFE–job engagement.

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Measuring positive and negative occupational states at work: A structural and differential item functioning analysis

Cited by 6 publications

References 19 publications

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

The Glass Ceiling for Women Managers: Antecedents and Consequences for Work-Family Interface and Well-Being at Work

High-Performance Work Systems and Well-Being: Mediating Role of Work-to-Family Interface

Work–Home Interface and Well-Being

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