Mario Lado, Pamela Alonso, Damaris Cuadrado, Inmaculada Otero, Alexandra Martínez
COVID-19 pandemic has created unprecedented health and economic crises across the world. Millions of businesses have been obliged to shut down, and millions of jobs have been lost. These effects have created a very severe economic-related stress level, which can have consequences on psychological well-being (PWB) and economic commitment (EC). This study examined the relationships between objective and subjective indicators of income-related stress and employment-related stress and PWB and EC. The 697 participants were contacted during the peak of the COVID-19 pandemic. The sample includes private-sector employees, civil service employees, self-employed, furloughed employees, and unemployed. Results show that the economic stress produced by COVID-19, as estimated by a compound of objective and subjective income-and employment-related stress, produced a negative effect on PWB (r = .21, p .001) and EC (r = .29, p .001). Multiple regression showed that subjective income-related stress was the main predictor of PWB, positive affect, and negative affect and that economic deprivation and objective employment-related stress were the predictors of EC and its three components, affective, normative, and continuity. Finally, the contribution and some practical implications of the findings are discussed.
COVID-19大流行在全球范围内造成了前所未有的健康和经济危机。数以百万计的企业被迫关闭，数百万人失去了工作。这些影响造成了非常严重的经济相关压力水平，这可能对心理健康(PWB)和经济承诺(EC)产生影响。本研究考察了收入相关压力和就业相关压力的主客观指标与工作压力和工作压力之间的关系。这697名参与者是在COVID-19大流行高峰期接触的。样本包括私营部门雇员、公务员、个体经营者、休假雇员和失业者。结果表明，根据客观和主观收入和就业相关压力的复合估计，COVID-19产生的经济压力对PWB (r = 0.21, p .001)和EC (r = 0.29, p .001)产生了负面影响。多元回归结果表明，主观收入压力是工作压力、积极影响和消极影响的主要预测因子，经济剥夺和客观就业压力是工作压力及其情感性、规范性和连续性三个组成部分的主要预测因子。最后，讨论了研究成果的贡献和一些实际意义。
{"title":"Economic Stress, Employee Commitment, and Subjective Well-Being","authors":"Mario Lado, Pamela Alonso, Damaris Cuadrado, Inmaculada Otero, Alexandra Martínez","doi":"10.5093/jwop2023a2","DOIUrl":"https://doi.org/10.5093/jwop2023a2","url":null,"abstract":"COVID-19 pandemic has created unprecedented health and economic crises across the world. Millions of businesses have been obliged to shut down, and millions of jobs have been lost. These effects have created a very severe economic-related stress level, which can have consequences on psychological well-being (PWB) and economic commitment (EC). This study examined the relationships between objective and subjective indicators of income-related stress and employment-related stress and PWB and EC. The 697 participants were contacted during the peak of the COVID-19 pandemic. The sample includes private-sector employees, civil service employees, self-employed, furloughed employees, and unemployed. Results show that the economic stress produced by COVID-19, as estimated by a compound of objective and subjective income-and employment-related stress, produced a negative effect on PWB (r = .21, p .001) and EC (r = .29, p .001). Multiple regression showed that subjective income-related stress was the main predictor of PWB, positive affect, and negative affect and that economic deprivation and objective employment-related stress were the predictors of EC and its three components, affective, normative, and continuity. Finally, the contribution and some practical implications of the findings are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"66 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136148918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Through the lens of self-efficacy and conservation of resources theories, the present study aims to test the mediating role of strengths self-efficacy and the moderating role of job insecurity in the relationship between strengths-based leadership and employee strengths use. Research data from 286 employees working in various organizations in China were gathered at three points in time, spaced by a four-week interval. A moderated mediation path analysis was utilized to test our hypotheses. Results demonstrated that strengths self-efficacy mediates the positive association of strengths-based leadership with employee strengths use, and job insecurity attenuates the direct association of strengths-based leadership with strengths self-efficacy and the indirect relationship of strengths-based leadership with employee strengths use through strengths self-efficacy. The present study advances our understanding of the underlying mechanisms of the relationship between strengths-based leadership and employee strengths use.
{"title":"Strengths-based Leadership and Employee Strengths Use: The Roles of Strengths Self-efficacy and Job Insecurity","authors":"Fuxiang Wang, He Ding","doi":"10.5093/jwop2023a6","DOIUrl":"https://doi.org/10.5093/jwop2023a6","url":null,"abstract":"Through the lens of self-efficacy and conservation of resources theories, the present study aims to test the mediating role of strengths self-efficacy and the moderating role of job insecurity in the relationship between strengths-based leadership and employee strengths use. Research data from 286 employees working in various organizations in China were gathered at three points in time, spaced by a four-week interval. A moderated mediation path analysis was utilized to test our hypotheses. Results demonstrated that strengths self-efficacy mediates the positive association of strengths-based leadership with employee strengths use, and job insecurity attenuates the direct association of strengths-based leadership with strengths self-efficacy and the indirect relationship of strengths-based leadership with employee strengths use through strengths self-efficacy. The present study advances our understanding of the underlying mechanisms of the relationship between strengths-based leadership and employee strengths use.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134987192","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
José M. de Haro, Mariano García-Izquierdo, Ana Castaño, Antonio L. García-Izquierdo
In talent management, predicting high potential (HP) is one of the most important questions human resources professionals face. The main goal of this study was to analyze which competences predict employees’ HP and whether these competences differ by gender. The study analyzed 806 employees in the Spanish branch of a multinational service firm that employs over 6,000 employees. Participants, were classified as HP using a questionnaire about eight competences identified as key to the firm’s talent management (TM) and divided into two categories: cognitive-intrapersonal and emotional-interpersonal, and assessment interviews of supervisors. Results indicate that the competences in the cognitive-intrapersonal category contribute greater weight in predicting HP. More specifically, competences of Initiative, Appetite for learning, and Thinking beyond boundaries were significantly related to the HP criterion. The competences that were significant by gender were also analyzed. Application of these results, as well as the study’s limitations and recommendations for future research, are discussed.
{"title":"Predictive Competences of High-potential Talent Employees","authors":"José M. de Haro, Mariano García-Izquierdo, Ana Castaño, Antonio L. García-Izquierdo","doi":"10.5093/jwop2023a16","DOIUrl":"https://doi.org/10.5093/jwop2023a16","url":null,"abstract":"In talent management, predicting high potential (HP) is one of the most important questions human resources professionals face. The main goal of this study was to analyze which competences predict employees’ HP and whether these competences differ by gender. The study analyzed 806 employees in the Spanish branch of a multinational service firm that employs over 6,000 employees. Participants, were classified as HP using a questionnaire about eight competences identified as key to the firm’s talent management (TM) and divided into two categories: cognitive-intrapersonal and emotional-interpersonal, and assessment interviews of supervisors. Results indicate that the competences in the cognitive-intrapersonal category contribute greater weight in predicting HP. More specifically, competences of Initiative, Appetite for learning, and Thinking beyond boundaries were significantly related to the HP criterion. The competences that were significant by gender were also analyzed. Application of these results, as well as the study’s limitations and recommendations for future research, are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135451015","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The practice of teleworking is being consistently and unprecedently used across multiple work sectors, including the research one, yet the direct and mediated links of specific telework designs with productivity are unclear, and analyses at multiple levels missing. Accordingly, this study aims at exploring the mediating role of the climate for well-being and well-being outcomes in the relationship between multiple components of teleworking and scientific productivity, both at the individual and team level. Data were collected from 358 members of 48 Spanish European Research Council (ERC)-granted teams. Analyses were conducted both at the individual and team level, after checking for the relevant aggregation indexes. Telework components of quantity, frequency, flexibility, and voluntariness were found to have direct and mediated significant relationships with scientific productivity, confirming the need to investigate telework with a closer focus on how it is designed and implemented in the different teams. Specifically, climate for well-being, eudaimonic well-being, and negative emotions were found to play a relevant role in mediating the relationship between some telework components (i.e., telework flexibility and voluntariness) and scientific productivity. Also, telework quantity and frequency were found to have, respectively, positive and negative relationship with scientific productivity. Practical and theoretical implications are further discussed in the article.
{"title":"Teleworking Components and Scientific Productivity in Spanish ERC-Granted Teams: The Mediating Role of Climate and Well-Being","authors":"Guido Martinolli, Alejandro Sanín Posada, Simone Belli, Inés Tomas, Núria Tordera","doi":"10.5093/jwop2023a14","DOIUrl":"https://doi.org/10.5093/jwop2023a14","url":null,"abstract":"The practice of teleworking is being consistently and unprecedently used across multiple work sectors, including the research one, yet the direct and mediated links of specific telework designs with productivity are unclear, and analyses at multiple levels missing. Accordingly, this study aims at exploring the mediating role of the climate for well-being and well-being outcomes in the relationship between multiple components of teleworking and scientific productivity, both at the individual and team level. Data were collected from 358 members of 48 Spanish European Research Council (ERC)-granted teams. Analyses were conducted both at the individual and team level, after checking for the relevant aggregation indexes. Telework components of quantity, frequency, flexibility, and voluntariness were found to have direct and mediated significant relationships with scientific productivity, confirming the need to investigate telework with a closer focus on how it is designed and implemented in the different teams. Specifically, climate for well-being, eudaimonic well-being, and negative emotions were found to play a relevant role in mediating the relationship between some telework components (i.e., telework flexibility and voluntariness) and scientific productivity. Also, telework quantity and frequency were found to have, respectively, positive and negative relationship with scientific productivity. Practical and theoretical implications are further discussed in the article.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135506429","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
to digitalized competences involves a more pervasive transformation for organizations, jobs, and workers than pure digital competences. With this in mind, this article has two main objectives. First, we provide a definition of digitalized competences, linked to job transformation. Second, we use a typology of competences (professional, core cognitive, transversal, and leadership) and some cases to illustrate this change.
{"title":"‘Digitalized’ Competences. A Crucial Challenge beyond Digital Competences","authors":"J. Peiró, V. Martínez‐Tur","doi":"10.5093/jwop2022a22","DOIUrl":"https://doi.org/10.5093/jwop2022a22","url":null,"abstract":"to digitalized competences involves a more pervasive transformation for organizations, jobs, and workers than pure digital competences. With this in mind, this article has two main objectives. First, we provide a definition of digitalized competences, linked to job transformation. Second, we use a typology of competences (professional, core cognitive, transversal, and leadership) and some cases to illustrate this change.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"60 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83695571","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Understanding how and when leaders foster employee work meaningfulness is theoretically and practically important. Drawing on the theoretical underpinnings of servant leadership and person-environment fit, we propose that perceiving their leaders as servant leaders who put followers first would help employees fit into their job (i.e., person-job fit) and subsequently promote their work meaningfulness. Moreover, we argue that working under servant leaders who are perceived to possess high rather than low prototypicality would make employees more likely find congruence with their jobs and experience more work meaningfulness as a result. A full-time working sample from China evidenced our hypotheses. Our findings provide important contributions to extant work psychology literature and carry vital practical implications for organizations to develop employee work meaningfulness.
{"title":"How and When Perceptions of Servant Leadership Foster Employee Work Meaningfulness","authors":"Yingyin Shao, Angela J Xu, Shuzhen Lin","doi":"10.5093/jwop2022a11","DOIUrl":"https://doi.org/10.5093/jwop2022a11","url":null,"abstract":"Understanding how and when leaders foster employee work meaningfulness is theoretically and practically important. Drawing on the theoretical underpinnings of servant leadership and person-environment fit, we propose that perceiving their leaders as servant leaders who put followers first would help employees fit into their job (i.e., person-job fit) and subsequently promote their work meaningfulness. Moreover, we argue that working under servant leaders who are perceived to possess high rather than low prototypicality would make employees more likely find congruence with their jobs and experience more work meaningfulness as a result. A full-time working sample from China evidenced our hypotheses. Our findings provide important contributions to extant work psychology literature and carry vital practical implications for organizations to develop employee work meaningfulness.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"12 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89288976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
R. Bianchi, Guadalupe Manzano-García, Pilar Montañés-Muro, Emily A. Schonfeld, I. Schonfeld
This 386-participant study investigated the structural and psychometric properties of the Spanish version of the Occupational Depression Inventory (ODI). Exploratory structural equation modeling bifactor analysis revealed that the ODI meets the requirements for essential unidimensionality. Measurement invariance held across our sample and the Englishand French-speaking samples used in the ODI’s initial validation study. Mokken scale analysis indicated that (a) the scalability of the instrument was strong, (b) no violations of monotonicity or local independence were present, and (c) invariant item ordering was sufficiently accurate. The ODI’s reliability was optimal. The ODI exhibited both convergent validity and discriminant validity vis-à-vis a job-unrelated measure of depression. Furthermore, occupational depression correlated substantially, and in the expected direction, with objective cognitive performance and 10 widely studied worklife characteristics. This study suggests that the ODI’s Spanish version has excellent structural and psychometric properties and can be confidently employed by occupational health specialists. Depresión ocupacional en una muestra hispanohablante: asociaciones con el rendimiento cognitivo y características de la vida laboral
{"title":"Occupational Depression in a Spanish-Speaking Sample: Associations with Cognitive Performance and Work-Life Characteristics","authors":"R. Bianchi, Guadalupe Manzano-García, Pilar Montañés-Muro, Emily A. Schonfeld, I. Schonfeld","doi":"10.5093/jwop2022a5","DOIUrl":"https://doi.org/10.5093/jwop2022a5","url":null,"abstract":"This 386-participant study investigated the structural and psychometric properties of the Spanish version of the Occupational Depression Inventory (ODI). Exploratory structural equation modeling bifactor analysis revealed that the ODI meets the requirements for essential unidimensionality. Measurement invariance held across our sample and the Englishand French-speaking samples used in the ODI’s initial validation study. Mokken scale analysis indicated that (a) the scalability of the instrument was strong, (b) no violations of monotonicity or local independence were present, and (c) invariant item ordering was sufficiently accurate. The ODI’s reliability was optimal. The ODI exhibited both convergent validity and discriminant validity vis-à-vis a job-unrelated measure of depression. Furthermore, occupational depression correlated substantially, and in the expected direction, with objective cognitive performance and 10 widely studied worklife characteristics. This study suggests that the ODI’s Spanish version has excellent structural and psychometric properties and can be confidently employed by occupational health specialists. Depresión ocupacional en una muestra hispanohablante: asociaciones con el rendimiento cognitivo y características de la vida laboral","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"9 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85597128","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Beliefs in cover-ups take the perspective of conspiracy theories. This study examined demographic, ideological, and work-related attitudes (disenchantment, equity sensitivity) and ideas about events being covered up. Over 500 working adults completed a number of questionnaires including beliefs about official cover-ups and conspiracies (CT), workrelated disenchantment, sensitivity to equity, personal demography as well as religious and political beliefs. CT and Work Disenchantment measures both had a good internal reliability. Correlations and regressions showed that sex, education, ethnicity and political beliefs, as well as a sense of entitlement and disenchantment at work, predicted beliefs in coverups. Facets of work disenchantment, particularly perceptions of organisational hypocrisy and personal disrespect at work were significantly related to the belief in cover-ups. Research implications and limitations are acknowledged. El encubrimiento y las teorías de conspiración: datos demográficos, decepción en el trabajo, sensibilidad a la equidad y creencias en el encubrimiento
对掩盖事实的信仰采取了阴谋论的观点。这项研究调查了人口统计、意识形态和与工作相关的态度(觉醒、公平敏感性)以及对事件被掩盖的看法。超过500名在职成年人完成了一系列调查问卷，包括对官方掩盖和阴谋(CT)的看法，与工作有关的觉醒，对公平的敏感性，个人人口统计以及宗教和政治信仰。CT测量和工作祛魅测量均具有良好的内部信度。相关性和回归分析表明，性别、教育、种族和政治信仰，以及工作中的权利意识和觉醒意识，都预示着人们对掩盖事实的信念。对工作的失望，特别是对工作中组织虚伪和个人不尊重的看法，与相信掩盖行为有很大关系。研究的意义和局限性是公认的。El encubrimiento y las teorías de conspiración: datos demográficos, decepción en El trabajo, sensibilidad和la equidad y creencias en El encubrimiento
{"title":"Cover Ups and Conspiracy Theories: Demographics, Work Disenchantment, Equity Sensitivity, and Beliefs in Cover-ups","authors":"A. Furnham, George Horne","doi":"10.5093/jwop2022a2","DOIUrl":"https://doi.org/10.5093/jwop2022a2","url":null,"abstract":"Beliefs in cover-ups take the perspective of conspiracy theories. This study examined demographic, ideological, and work-related attitudes (disenchantment, equity sensitivity) and ideas about events being covered up. Over 500 working adults completed a number of questionnaires including beliefs about official cover-ups and conspiracies (CT), workrelated disenchantment, sensitivity to equity, personal demography as well as religious and political beliefs. CT and Work Disenchantment measures both had a good internal reliability. Correlations and regressions showed that sex, education, ethnicity and political beliefs, as well as a sense of entitlement and disenchantment at work, predicted beliefs in coverups. Facets of work disenchantment, particularly perceptions of organisational hypocrisy and personal disrespect at work were significantly related to the belief in cover-ups. Research implications and limitations are acknowledged. El encubrimiento y las teorías de conspiración: datos demográficos, decepción en el trabajo, sensibilidad a la equidad y creencias en el encubrimiento","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"29 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75294877","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
V. Martínez‐Tur, Y. Estreder, Inés Tomás, F. Moreno, M. A. Mañas-Rodríguez, P. Díaz-Fúnez
{"title":"Not Every Day is Monday for Employees Confined due to COVID-19: Anticipatory Happiness Matters","authors":"V. Martínez‐Tur, Y. Estreder, Inés Tomás, F. Moreno, M. A. Mañas-Rodríguez, P. Díaz-Fúnez","doi":"10.5093/jwop2022a12","DOIUrl":"https://doi.org/10.5093/jwop2022a12","url":null,"abstract":"","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"34 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83730954","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This meta-analysis examined the differences across countries/regions, and the moderator effects of the study type (crosssectional vs. longitudinal) on the SWB-job performance relationship. The database consists of 78 independent samples (N = 18,853), located through electronic and manual searches. The results showed that overall SWB (ρ = .37), cognitive SWB (ρ = .27), and affective SWB (ρ = .37) are predictors of job performance. Evidence of cross-cultural effects showed that the magnitude of the SWB-job performance relationship was larger in the Asia-Pacific region than in Europe and the US-Canada region (Asia-Pacific ρ = .41, Europe ρ = .33, USA ρ = .23). Moderator analyses indicated that, on average, crosssectional (concurrent) and longitudinal (predictive) studies showed similar validity (ρ = .33 vs. ρ = .32). Lastly, we discuss the main contributions, and some practical implications and some limitations of the study are mentioned. Evidencia transcultural de la relación entre el bienestar subjetivo y el desempeño en el trabajo: un metaanálisis
本荟萃分析考察了不同国家/地区的差异，以及研究类型(横断面与纵向)对主观幸福感-工作绩效关系的调节作用。该数据库由78个独立样本(N = 18,853)组成，通过电子和人工搜索进行定位。结果显示，整体主观幸福感(ρ = 0.37)、认知主观幸福感(ρ = 0.27)和情感主观幸福感(ρ = 0.37)是工作绩效的预测因子。跨文化效应的证据表明，亚太地区的幸福感与工作绩效关系的大小大于欧洲和美国-加拿大地区(亚太ρ = 0.41，欧洲ρ = 0.33，美国ρ = 0.23)。调节分析表明，平均而言，横断面(并发)和纵向(预测)研究显示相似的效度(ρ = 0.33 vs. ρ = 0.32)。最后，讨论了本研究的主要贡献，并指出了本研究的现实意义和局限性。证据跨文化de la relación entre el bienestar subjtivo y el desempeño en el trabajo: un metaanálisis
{"title":"Cross-cultural Evidence of the Relationship between Subjective Well-being and Job Performance: A Meta-analysis","authors":"J. Salgado, Silvia Moscoso","doi":"10.5093/jwop2022a3","DOIUrl":"https://doi.org/10.5093/jwop2022a3","url":null,"abstract":"This meta-analysis examined the differences across countries/regions, and the moderator effects of the study type (crosssectional vs. longitudinal) on the SWB-job performance relationship. The database consists of 78 independent samples (N = 18,853), located through electronic and manual searches. The results showed that overall SWB (ρ = .37), cognitive SWB (ρ = .27), and affective SWB (ρ = .37) are predictors of job performance. Evidence of cross-cultural effects showed that the magnitude of the SWB-job performance relationship was larger in the Asia-Pacific region than in Europe and the US-Canada region (Asia-Pacific ρ = .41, Europe ρ = .33, USA ρ = .23). Moderator analyses indicated that, on average, crosssectional (concurrent) and longitudinal (predictive) studies showed similar validity (ρ = .33 vs. ρ = .32). Lastly, we discuss the main contributions, and some practical implications and some limitations of the study are mentioned. Evidencia transcultural de la relación entre el bienestar subjetivo y el desempeño en el trabajo: un metaanálisis","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"27 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87692240","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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