Positive Emotions at Work and Job Crafting: Results From Two Prospective Studies

Rogala, Anna; Cieślak, Roman

doi:10.3389/fpsyg.2019.02786

Cited by 36 publications

(19 citation statements)

References 72 publications

(141 reference statements)

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“…Thus, when facing demanding job situations, it is likely that individuals with higher levels of hedonic and eudaimonic feelings will more often evaluate those demands positively and possibly overcome (i.e., good rather than bad) as well as see them as opportunities for utilizing and developing abilities to experience personal growth. This is also in line with [47], in which the authors reported that positive emotions at work did not decrease hindering demands but increased challenging demands.…”

Section: Positive Trait Emotionssupporting

confidence: 88%

Here, There, and Everywhere: Applying Vignettes to Investigate Appraisals of Job Demands

Langseth-Eide

Vittersø

2021

Sustainability

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The job characteristics literature has revealed that job demands can be differentiated into hindrance and challenge demands. However, there has been little consensus on this categorization. Additionally, studies have revealed that job demands can be perceived as hindering and challenging at the same time. The present study aims to bring nuance to this topic by investigating two job demands (i.e., time pressure and emotionally demanding situations) and to what degree they are appraised as challenging and hindering for two occupational groups (i.e., nurses and real estate agents). This study also investigates the impact of emotional dispositions on demand appraisals. A convenience sample (N = 851 Norwegian students) read vignettes and reported their appraisals for six different job situations. A factor analysis revealed that our measures of demand appraisals differed from those reported in previous studies. We therefore labeled the two kinds of appraisals as hindrance-like and challenge-like since they overlap without being identical to the previously reported labels of hindrance and challenge, respectively. Furthermore, we found that job demands were appraised as hindrance-like and challenge-like at the same time but to different degrees. Job demands for core tasks were typically appraised as more challenge-like than hindrance-like. Job demands for non-core tasks were typically appraised as more hindrance-like than challenge-like. Positive trait emotions predicted challenge-like appraisals. By documenting how imagined job demands appear as hindrances and challenges, our study supports previous studies showing that challenge-like demands may play a role in the motivational process in the job demands–resources model. Limitations to vignette studies are discussed.

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Section: Positive Trait Emotionssupporting

confidence: 88%

Here, There, and Everywhere: Applying Vignettes to Investigate Appraisals of Job Demands

Langseth-Eide

Vittersø

2021

Sustainability

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“…We can see that patients and Table 3 The correlation of job well-being, emotional intelligence, empathy, and communication satisfaction (r value, n = 1475) colleagues are an important source of nurses' job wellbeing. As a positive emotion, job well-being can improve personal and organisational performance and enable nurses to show higher work enthusiasm and creativity [33]. Therefore, it is necessary for nursing managers and educators to implement relevant interventions to improve nurses' job well-being.…”

Section: Discussionmentioning

confidence: 99%

Relationship between emotional intelligence and job well-being in Chinese clinical nurses: multiple mediating effects of empathy and communication satisfaction

Chang

Quan-ying

et al. 2021

BMC Nurs

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Background Nursing work is associated with great pressure, and nurses are often overwhelmed. Therefore, correct emotional regulation is essential to improve nurses’ job well-being and promote better engagement in nursing work. The purpose of this study was to establish a structural model to estimate the impact of Chinese clinical nurses’ emotional intelligence on job well-being, using multiple intermediaries to explain the internal mechanisms underlying the relationship. Methods This was a cross-sectional study of 1475 registered nurses from a Chinese hospital who provided responses to emotional intelligence, empathy, communication satisfaction, and job well-being scales. Path analysis using a multiple mediation model was performed using AMOS 23.0. Results Among all clinical nurses who participated in the survey, 1475 (98.33 %) completed the questionnaire. The nurses’ job well-being score was 83.61 ± 12.63. There was a significant positive correlation between job well-being and communication satisfaction, emotional intelligence, and empathy ability (r = 0.346–0.570, P < 0.001). Empathy and communication satisfaction partially mediated the relationship between emotional intelligence and job well-being, with effect sizes of 0.047 and 0.227, respectively. The chain mediating effect of empathy and communication satisfaction had a value of 0.045. Conclusions It is recommended that hospital managers take actions to improve nurses’ emotional intelligence level, and conduct professional psychological training to improve nurses’ empathy and communication satisfaction, and ultimately improve their job well-being.

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“…This departs from previous studies on job crafting that have adopted the broaden-and-build theory primarily to elucidate the organization-related antecedents of job crafting, eg, Rogala, Cieslak. 65 Similarly, our research is among the first to identify an individual-related antecedent’s (Confucianism) positive effect on job crafting. Indeed, as a key cultural value rooted in traditional Chinese society, Confucianism still has a lingering influence on employees’ attitudinal and behavioral outcomes in contemporary workplaces.…”

Section: Discussionmentioning

confidence: 74%

The Effect of Confucianism on Job Crafting Using Psychological Contract Fulfilment as the Mediating Variable and Distributive Justice as the Moderating Variable

Liu¹,

Zhang²

2022

PRBM

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Purpose Job crafting can improve employees’ performance and competitive advantage. This study integrated the self-determination and equity theories to examine the relation between an individual’s Confucianism and job crafting by highlighting the mediating effect of psychological contract fulfilment and the moderating effect of distributive justice on this relation. Participants and Methods Data were collected in two waves from 372 employees in numerous private companies in Guangxi, China. Results The hypothesized model was supported in part. Specifically, as expected, psychological contract fulfilment mediated the positive relation between Confucianism and task crafting and cognitive crafting. Confucianism had a positive effect on psychological contract fulfilment and relational crafting, while psychological contract fulfilment had no mediating effect and its positive effect on relational crafting was not significant. Distributive justice moderated the relation between psychological contract fulfilment and cognitive crafting and task crafting positively. Conclusion This study reveals the mechanism of Confucianism’s effect on job crafting from a new perspective and confirms its differing effects on different types of job crafting. Business managers should give attention to Confucianism and maximize their organization’s psychological contract fulfilment to improve employees’ job crafting.

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Positive Emotions at Work and Job Crafting: Results From Two Prospective Studies

Cited by 36 publications

References 72 publications

Here, There, and Everywhere: Applying Vignettes to Investigate Appraisals of Job Demands

Here, There, and Everywhere: Applying Vignettes to Investigate Appraisals of Job Demands

Relationship between emotional intelligence and job well-being in Chinese clinical nurses: multiple mediating effects of empathy and communication satisfaction

The Effect of Confucianism on Job Crafting Using Psychological Contract Fulfilment as the Mediating Variable and Distributive Justice as the Moderating Variable

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