Relationships at work and psychosocial risk: The feeling of belonging as indicator and mediator

Coissard, F.; Ndao, M.-L.; Gilibert, Daniel; Banovic, Ingrid

doi:10.1016/j.erap.2017.10.003

Cited by 5 publications

(3 citation statements)

References 31 publications

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“…[Positive] Relationship regards experiencing positive, warm and trusting interpersonal relationships. A potentially crucial feature in many work domains (e.g., Coissard, Ndao, Gilibert, & Banovic, 2017), R is also relevant to the University context, with teaching and research colleagues, and with students. (M) Meaning corresponds to how people relate themselves to something higher than the self (Seligman, 2011).…”

Section: (E)mentioning

confidence: 99%

Academics’ motivations explain time-allocation and well-being at work

Inigo

Raufaste

2019

European Review of Applied Psychology

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Introduction.Little is known about the determinants of Faculty members' well-being and the temporal distribution of academics activities (research, teaching, and collective tasks). We linked well-being in the sense of PERMA (Seligman, 2011) to an inventory of academics' motives and to measures of relative involvement in work activities. Aim. Testing the hypothesis that an inventory of academics' motives could explain inter-individual variations in well-being and in time distribution of work activities. Method. 222 senior lecturers from French universities filled in a questionnaire of professional motives, a collection of well-being scales implementing PERMA. They also provided a measure of their relative timedistribution by means of a tool designed for this purpose. Results. A seven-motive structure was extracted and confirmed by CFA. It explained 81.7% of the variance of the 21 final items: (1) Contribution to Progress by Research; (2) Teamwork in Teaching; (3) Self-esteem through Teaching; (4) Autonomy in Research Activities; (5) Positive Relationships with Students; (6) Autonomy in Teaching; and (7) Collaboration. The motives explained membership to six Relative 'Temporal Allocation Profiles' extracted by k-means (Cox and Snell pseudo-R 2 =.332). In path analyses, the motives explained from 40 to 52% of the variance of the five PERMA elements. Conclusion. The study provides three contributions: an original inventory of the structure of academics' motives; a first use of the PERMA model for measuring academics' well-being; and a new tool for measuring differential involvement in academic activities.

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Section: (E)mentioning

confidence: 99%

Academics’ motivations explain time-allocation and well-being at work

Inigo

Raufaste

2019

European Review of Applied Psychology

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“…According to Chan (2016), workplace belongingness can enhance employees' satisfaction and engagement, which could indirectly feed into their well-being. In addition, Coissard et al (2017) argue that employees' belongingness can decrease their psychological stress through lowering their emotional burnout and lack of self-fulfillment. The more they belong to their work group, the lower their tendencies to show burnout levels and lack of self-fulfillment.…”

Section: Inclusion and Employee Well-beingmentioning

confidence: 99%

“…It is argued that when employees experience low levels of belongingness and of uniqueness, therefore low levels of inclusion, they tend to show psychological distress and poor psychological well-being (Coissard et al, 2017 andTajfel andTurner, 1986, respectively). This, in turn, will negatively affect their mood and satisfaction until they start experiencing emotional burnout and depression (Sonnentag, 2018).…”

Section: Employee Well-being As a Mediatormentioning

confidence: 99%

A gender perspective on counter-terrorism. (c2022)

Hajj¹

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This study aims to examine the relationships between inclusion, employee well-being, and organizational citizenship behavior. It also aims at investigating the role of employee well-being as a mediator. Drawing on the Social Identity theory and Social Exchange theory, this study attempts to examine the importance of inclusion and employee well-being in initiating organizational citizenship behaviors at the workplace. A total of 203 completed questionnaires were obtained and analyzed. The results of this study provided support to the hypothesized relationships. Results indicated that the direct relationships were supported between Inclusion, Employee well-being and Organizational Citizenship Behavior. In addition, the results have also provided support to the mediating role of employee well-being. Finally, the findings of this study provide theoretical and practical implications taking into consideration the limitations.

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Mixed feelings: A review and research agenda for emotions in sustainability transitions

Martiskainen

Sovacool

2021

Environmental Innovation and Societal Transitions

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Relationships at work and psychosocial risk: The feeling of belonging as indicator and mediator

Cited by 5 publications

References 31 publications

Academics’ motivations explain time-allocation and well-being at work

Academics’ motivations explain time-allocation and well-being at work

A gender perspective on counter-terrorism. (c2022)

Mixed feelings: A review and research agenda for emotions in sustainability transitions

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