The Role of Autonomy Support and Job Crafting in Interest Incongruence: A Mediated Moderation Model

Li, Junyi; Flores, Lisa Y.; Yang, Hui; Weng, Qingxiong; Zhu, Linna

doi:10.1177/08948453211033903

Cited by 7 publications

(4 citation statements)

References 52 publications

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“…As described earlier, one mechanism through which individuals may cope with misfit by changing their environment is job crafting (Tims et al, 2013). Given enough autonomy, individuals may actively work to change aspects of their job to help align their work environment with their own attributes (Li et al, 2022). In doing so, individuals may simultaneously engage in active coping strategies that relieve or enhance other stressors.…”

Section: The Multifaceted Role Of Person-environment Fit In the Stres...mentioning

confidence: 99%

The holistic model of stress: Savoring eustress while coping with distress.

Simmons,

Hanna,

2024

Handbook of Occupational Health Psychology (3rd Ed.).

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occupational health psychology allows us to study the positive side of the stress experience: eustress. We assert that the proper way to advance the study of eustress is to add the positive aspect of the stress experience to the well-developed psychology of disease and dysfunction. Thus, we propose a holistic theoretical model that integrates our vast knowledge of negative causes, consequences, and outcomes with current developments in stress research and positive psychology. As shown in Figure 4.1, this conceptual framework captures both positive (eustress) and negative (distress) psychological responses to job demands. As an extension of Simmons and colleagues' work on eustress (Nelson & Simmons, 2003;Simmons, 2000), the current holistic model of stress draws upon the principles of the job demands-resource (JD-R) theory (Demerouti et al., 2001) and emphasizes the role of personenvironment (P-E) fit in distress and eustress responses (Edwards et al., 1998;Kristof, 1996).The demands, distress response, coping, and outcomes portion of the model are well known in the occupational stress literature, so they are discussed only briefly. The unique aspects of this model-the demands, eustress, savoring, and outcomes pathway-are the main focus of discussion. In particular, we explore in detail the indicators of eustress and savoring of eustress. We close by considering some of the methodological challenges in the study of eustress. THE CONCEPT OF EUSTRESSWe believe that eustress can best be conceptualized as capturing the positive aspects of the stress response itself. Building on Simmons and Nelson's (2007) eustress model, our central tenets are as follows:• Demands/stressors are inherently neutral.• Demands are cognitively appraised to the degree to which they are both challenging and hindering.• This cognitive appraisal produces a simultaneous positive and negative response. It is this response that has positive and/or negative valence based on the degree of attraction and/or aversion the individual experiences toward the event or object.• Job resources, personal resources, and the match between a person and their work environment each affect the ways in which demands are appraised; therefore, they moderate the relationship between demands and appraisals.• Positive and negative responses are complex and mixed; therefore, they manifest themselves in a variety of distinct physiological, psychological, and behavioral indicators. Degrees of both positive and negative indicators of responses will be present for any given demand. (Note: Our model does not focus on physiological indicators because they are less observable by managers interacting with employees, and therefore are less subject to

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Section: The Multifaceted Role Of Person-environment Fit In the Stres...mentioning

confidence: 99%

The holistic model of stress: Savoring eustress while coping with distress.

Simmons,

Hanna,

2024

Handbook of Occupational Health Psychology (3rd Ed.).

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“…When employees perceive autonomy support, they can be the agency of their own behaviors and experience satisfaction with self-determination which leads to meaningful work perception (Deci et al, 2017; Gagné & Deci, 2005). In contrast, supervisors’ control forces employees to think and behave in a specific way, which greatly frustrates their psychological needs and stops them from seeking work meaningfulness (Li et al, 2022). In the nursing industry, autonomy support gives nurses the freedom to decide how to achieve their personal goals, enhancing self-realization and then increase their understanding of the meaning of their work in a self-oriented pathway.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Antecedents and Occupational Attitudinal Consequences of Meaningful Work During the COVID-19: An Investigation of Chinese Nurses

Meng,

Wang,

et al. 2023

SAGE Open

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Given the high turnover rate of the nursing occupation, meaningful work may be the very reason why many nurses choose to stay in health care. However, it remains uncertain whether nurses’ meaningful work and the sources that contribute to meaningful work still well predict nurses’ occupational attitudes during the COVID-19. To answer these questions, applying the job demands-resources model as our overarching framework, this study examines the mediating role of meaningful work between its sources (i.e., autonomy support, and prosocial impact) and nurses’ occupational attitudes (i.e., occupational regret, and occupational turnover intention) during the COVID-19, with event strength as a moderator. A time-lagged design was adopted to collect survey data from 958 full-time Chinese nurses at three time points. The results show that during the COVID-19, perceived autonomy support and perceived social impact are still sources of nurses’ meaningful work and further affect their occupational attitudes, while the latter contributes more to meaningful work. The perceived event strength of the COVID-19 restrains the positive effect of meaningful work on nurses’ occupational attitudes. The findings of this study contribute to occupational attitude literature by revealing its antecedents and influencing factors in times of crisis.

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“…It is widely assumed that positive emotions are a result of P‐E fit (Yu, 2009). In parallel, it was noted that person–job misfit triggered lower positive affect and higher negative affect in employees (Li, Yang, et al., 2022). In addition, previous studies have found that P‐E fit increases the job satisfaction of employees (Li et al., 2023).…”

Section: Introductionmentioning

confidence: 99%

“…Although previous research has generally reported results in the expected direction for the employee population, the results are mixed. For instance, the impact of interest incongruence, an indicator of P‐E fit, on job satisfaction was not the same for everyone, and there were significant differences, especially concerning the level of job crafting (Li, Flores, et al., 2022). Job crafting did not impact all employees’ P‐E fit and job satisfaction to the same extent (Li et al., 2023).…”

Section: Introductionmentioning

confidence: 99%

Counselor burnout, person–environment fit, and job crafting among school counselors: A person–centered approach

Çarkıt

2024

Jour of Counseling & Develop

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The present study explored the interrelationship among counselor burnout, person–environment fit, and job crafting via a latent profile analysis (LPA). Using a sample of 451 school counselors (76.9% women, 23.1% men) in Türkiye, the LPA revealed three distinct profiles regarding adaptation to the environment (maladaptive, average, and adaptive). The auxiliary variable analysis showed that career adaptability and its components (i.e., concern, control, curiosity, and confidence) increased the likelihood of school counselors’ membership in the adaptive group. In addition, the results showed significant mean differences in the levels of positive affect and negative affect across profile memberships, such that the adaptive group had the highest positive affect and the lowest negative affect. Implications are discussed.

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The Role of Autonomy Support and Job Crafting in Interest Incongruence: A Mediated Moderation Model

Cited by 7 publications

References 52 publications

The holistic model of stress: Savoring eustress while coping with distress.

The holistic model of stress: Savoring eustress while coping with distress.

Antecedents and Occupational Attitudinal Consequences of Meaningful Work During the COVID-19: An Investigation of Chinese Nurses

Counselor burnout, person–environment fit, and job crafting among school counselors: A person–centered approach

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