On the Dynamics of the Psychosocial Work Environment and Employee Well-Being: A Latent Transition Approach

Abstract

The current study investigates employee well-being in stable versus changing psychosocial working conditions, using the Job Demand-Control theoretical framework. It thereby addresses a gap in the literature dealing with how the dynamics of the work environment may affect different aspects of well-being, such as job satisfaction, work stress, mental health complaints, and overall quality of life. The study was carried out on a large heterogeneous sample of employees in Switzerland (N = 959) and was based on two measurement points. Latent profile and latent transition analyses were used to analyse the data. The findings revealed three commonly encountered and temporally quite stable patterns of job characteristics (i.e., latent profiles), defined by low, average, or high job control and average job demands. The average demand-low control combination was the most precarious, whereas a combination of average demands and high control was the most beneficial and it clearly outperformed the balanced average demands-average control pattern. Furthermore, our results partially supported the claim that employee well-being is contingent on the dynamics (i.e., transition scenarios) of the psychosocial work environment. They particularly highlight the central role of job resources in preventing the deleterious effects on well-being, which may occur even in relatively mild situations where job demands are not excessive.

An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach

“…Certain employees could develop information and communications technology (ICT) exhaustion due to their failure to manage the online workload and excessive screen time, accentuated by heightened stress levels, negative feelings and fear of contracting COVID-19 (Hussain et al, 2020). Some employees find it more challenging to handle COVID-19 workplace disturbances and may require additional consideration, encouragement and support (both professional and psychosocial) (Urbanaviciute et al, 2021). The COVID-19 epidemic has significantly impacted travel behaviour (Buehler and Pucher, 2021).…”

“…, 2020). Some employees find it more challenging to handle COVID-19 workplace disturbances and may require additional consideration, encouragement and support (both professional and psychosocial) (Urbanaviciute et al. , 2021).…”

Authentic leadership and personal and job demands/resources: A person-centered approach and links with work-related subjective well-being

“…Herein lies the person-centered approach most important contribution. This type of analysis offers a more holistic insight into the impact that the work environment and personal factors have on job results, as employees are not a homogeneous population (Urbanaviciute et al, 2021). Moreover, most of the studies analyzing the emergence of profiles are mainly located in the USA, with few cases in northern and central Europe.…”

Development of an Active Training Method for Belt Conveyor

“…A properly selected training cycle [ 22 ] is the key to minimizing employees’ stress [ 23 , 24 , 25 ]. The use of innovative solutions [ 26 , 27 , 28 ] to adopt an adequate form of training can significantly influence the awareness of employees that such a course updates their current knowledge.…”