A Multilevel Person-Centered Perspective on the Role of Job Demands and Resources for Employees' Job Engagement and Burnout Profiles.

The present study examined the configurations, or profiles, taken by distinct global and specific facets of job engagement and burnout (by relying on a bifactor operationalization of these constructs) among a nationally representative sample of Canadian Defence employees ( = 13,088; nested within 65 work units). The present study also adopted a multilevel perspective to investigate the role of job demands (work overload and role ambiguity), as well as individual (psychological empowerment), workgroup (interpersonal justice), supervisor (transformational leadership), and organizational (organizational support) resources in the prediction of profile membership. Latent profile analyses revealed five profiles of employees: (7.

Profiles of burnout and work engagement in a public service organization: Nature, drivers, and outcomes.

Background: The Canadian Federal Public Service Workplace Mental Health Strategy (the Strategy) seeks to measure, report, and improve employee psychological health, recognizing the National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) as a starting point. The present research introduced a new survey battery for the assessment of employee psychological health as profiles of burnout and work engagement. It also considered a wide range of predictors aligned with the Standard and several outcomes in accordance with the Job Demands-Resources (JD-R) Model to support the Strategy.

A person-centred approach to COVID-19 pandemic-related stressors.

Introduction: The COVID-19 pandemic and resultant containment effects has had a detrimental effect on individuals' social, occupational and financial circumstances. Taking a person-centred approach to inquiry and data analysis, we sought to identify classes (or segments) of employees with distinct configurations of responses across several pandemic-related stressors. We also investigated purported risk and resilience factors of membership in these classes.

Trials and tribulations among members of Canada's Defence Team early in the pandemic: key insights from the COVID-19 Defence Team Survey.

Introduction: Due to the unprecedented impact of COVID-19, there is a need for research assessing pandemic-related challenges and stressors. The current study aimed to assess key concerns and general well-being among members of Canada's Defence Team, including Canadian Armed Forces personnel and members of the Department of National Defence (DND) Public Service.

Methods: The COVID-19 Defence Team Survey was administered electronically to Defence Team staff in April and May of 2020 and was completed by 13 688 Regular Force, 5985 Reserve Force and 7487 civilian DND Public Service personnel.

Measuring workplace psychosocial factors in the federal government.

Background: The National Standard of Canada for Psychological Health and Safety in the Workplace (the Standard) identifies 13 psychosocial factors affecting psychological health and safety in the workplace that employers should measure and monitor with the goal of addressing areas for improvement. The present study sought to determine the suitability of the Public Service Employee Survey as a tool for the assessment of these psychosocial factors in public service employees. It also aimed to explore-in a preliminary manner-predictors of job satisfaction in these employees.

Work Fatigue Profiles: Nature, Implications, and Associations With Psychological Empowerment.

The present study examined the distinct configurations, or profiles, taken by work fatigue dimensions among samples of military ( = 1,436) and civilian ( = 2,477) employees. We also tested profile similarity across these two samples of employees. In addition, this research documented the relations between the identified work fatigue profiles, one predictor variable (psychological empowerment), and a series of attitudinal outcomes (job satisfaction, career satisfaction, and turnover intentions) among military employees.

Organizational Downsizing, Work Conditions, and Employee Outcomes: Identifying Targets for Workplace Intervention among Survivors.

This study broadly assesses the association of organizational downsizing to deleterious work conditions and employee outcomes, and the extent to which work conditions mediate the association of downsizing to employee outcomes, thereby serving as targets for workplace intervention to reduce the harmful effects of downsizing on surviving workers. The cross-sectional data came from a national probability sample of 2,297 U.S.

Work Fatigue in a Non-Deployed Military Setting: Assessment, Prevalence, Predictors, and Outcomes.

Although work fatigue represents an important issue among military personnel in combat settings, little attention has been paid to work fatigue in the non-deployed setting. This issue was addressed by (a) validating the Three-Dimensional Work Fatigue Inventory (3D-WFI) among non-deployed military personnel, (b) assessing the prevalence of work fatigue in a non-deployed setting, and (c) exploring several potential predictors and outcomes of work fatigue in this setting. Data came from a large national probability sample ( = 1375) of non-deployed Royal Canadian Air Force military personnel.

A comparison of live tissue training and high-fidelity patient simulator: A pilot study in battlefield trauma training.

Background: Trauma procedural and management skills are often learned on live tissue. However, there is increasing pressure to use simulators because their fidelity improves and as ethical concerns increase. We randomized military medical technicians (medics) to training on either simulators or live tissue to learn combat casualty care skills to determine if the choice of modality was associated with differences in skill uptake.

Predicting risk sensitivity in humans and lower animals: risk as variance or coefficient of variation.

This article examines the statistical determinants of risk preference. In a meta-analysis of animal risk preference (foraging birds and insects), the coefficient of variation (CV), a measure of risk per unit of return, predicts choices far better than outcome variance, the risk measure of normative models. In a meta-analysis of human risk preference, the superiority of the CV over variance in predicting risk taking is not as strong.