A longitudinal person-centered investigation of the multidimensional nature of employees' perceptions of challenge and hindrance demands at work.

Background And Objectives: This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands.

Design And Methods: We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.

How tyrannical leadership relates to workplace bullying and turnover intention over time: The role of coworker support.

Introduction: In light of the deleterious consequences associated with workplace bullying, it is important to identify the work-related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning.

Psychological need satisfaction across work and personal life: an empirical test of a comprehensive typology.

Introduction: A comprehensive typology of the satisfaction of psychological needs at work and in personal life was developed and tested. The typology proposes five scenarios ( and ) accounting for various profiles of employees showing distinct configurations of global and specific levels of need satisfaction at work and in personal life.

Methods: The scenarios were tested in a sample of 1,024 employees.

Employee human resource management values: validation of a new concept and scale.

Purpose: Although human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and measure of HRM values, the HRM Values Scale (HRM-VS).

Design/methodology/approach: To examine the psychometric properties of scores obtained on this new measure, we rely on a sample of 979 employees occupying a variety of jobs within various private and public organizations.

Financial well-being: Capturing an elusive construct with an optimized measure.

Several definitions and measures of financial well-being (FWB) have been proposed in the scientific literature. The Multidimensional Subjective Financial Well-being Scale (MSFWBS) stands out among these measures in its ability to account for the conceptual richness of FWB. However, the original validation study based on a confirmatory factor analytic model indicated that the factor structure of scores obtained on this instrument was acceptable at best, revealing factor correlations high enough to question the discriminant validity of the factors.

The Role of Job Control and Job Demands in Becoming Physically Active during the COVID-19 Pandemic: A Three-Wave Longitudinal Study.

Organizational studies suggest that certain psychosocial working conditions are liable to foster positive health outcomes, such as engaging in leisure-time physical activities. However, the psychosocial factors contributing to this improvement remain unexplored, particularly in the workplace and in the context of the decline observed in the physical activity level of the population worldwide. The objective of the study was to examine whether exposure to different combinations of psychosocial working conditions during the COVID-19 pandemic predicts the probability of becoming physically active among Quebec workers.

Teleworking While Sick: A Three-Wave Study of Psychosocial Safety Climate, Psychological Demands, and Presenteeism.

The COVID-19 pandemic has led to a significant increase in the proportion of employees for whom teleworking became mandatory. Presenteeism, or the behavior of working while ill, has hardly been studied in the context of telework. The pandemic forced millions of workers to abruptly transition to working from home for a prolonged period of time, leaving employers often unaware of their health status or work capacity of the workers.

Predicting nurses' occupational commitment and turnover intention: The role of autonomous motivation and supervisor and coworker behaviours.

Aim: To examine whether supportive supervisor (transformational leadership) and coworker (autonomy-supportive) behaviours predict occupational commitment and turnover intention over time through autonomous motivation.

Background: Nurse turnover is a serious issue in several countries, straining the efficiency of the healthcare system and compromising both the quality and accessibility of healthcare.

Method: Longitudinal data were collected over 12 months from 387 French-Canadian registered nurses.

Complementary variable- and person-centered approaches to the dimensionality of burnout among fire station workers.

This research relies on variable- and person-centered approaches to illustrate how each of these approaches may help to improve our understanding of the dimensionality of the burnout construct. Both studies (Study 1:  = 247 administrative and technical employees; Study 2:  = 654 firefighters), showed that employees' burnout ratings simultaneously reflected a global overarching construct co-existing with two specific dimensions (cynicism and emotional exhaustion), with a distinct factor reflecting reduced professional efficacy. In Study 1, perceived supervisor recognition and job satisfaction were associated with lower levels of global burnout levels.

When workload predicts exposure to bullying behaviours in nurses: The protective role of social support and job recognition.

Aims: This study examined the moderating role of two resources (social support and recognition) in the longitudinal relationship between workload and bullying behaviours in nurses.

Design: A two-wave (12-month) longitudinal study was conducted.

Method: French-Canadian nurses (n = 279) completed an online survey (October 2014 and October 2015) assessing their perceptions of job characteristics within the work environment (workload, social support, job recognition) as well as exposure to negative behaviours at work.

Workaholism, presenteeism, work-family conflicts and personal and work outcomes: Testing a moderated mediation model.

Aims And Objectives: While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships.

Background: Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning.

Bullying, supervisor support, relaxation, and personal and work outcomes: Testing a moderated mediation model.

Aim: To test a mediated moderation model in which bullying and supervisor support interact to predict nurses' personal and work outcomes with relaxation during off-job time mediating these effects.

Background: Bullying is a pervasive problem in the nursing profession. We integrate and extend past research addressing the question of how bullying and perceived supervisor support affect nurses' functioning.

A Longitudinal Person-Centered Perspective on Positive and Negative Affect at Work.

This research examines how the direction and intensity of employee's positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative.

The Role of Employee Self-Efficacy in Top-Down Burnout Crossover: A Longitudinal Study.

: Burnout has been a prominent topic in the management research for over 30 years. Yet few studies have explored the conditions that foster burnout from managers to employees (indirect crossover). Based on the principle of behavioral plasticity, we propose that self-efficacy is an adaptive resource that enables employees to counter the potentially crossover effects of burnout (ie, emotional exhaustion and cynicism).

Fatigue in new registered nurses: A 12-month cross-lagged analysis of its association with work motivation, engagement, sickness absence and turnover intention.

Aim: This longitudinal study examines the motivational factors that explain why and how fatigue acts on new nurses' affective (work engagement), attitudinal (intention to leave the occupation) and behavioural (sickness absence) work outcomes.

Background: Growing nurse shortage makes it crucial to understand how and why fatigue can cut short the career of nurses.

Methods: This two-wave longitudinal study (baseline, 12-month follow-up) was conducted among 630 French-speaking new registered nurses from Canada.

Effects of workaholism on volunteer firefighters' performance: a moderated mediation model including supervisor recognition and emotional exhaustion.

Although workaholism has been associated with job performance, the mechanisms that explain this relationship remain unclear. In this study, we investigated the conditional indirect effects of workaholism on performance via emotional exhaustion, across low and high levels of supervisor recognition. We conducted an empirical cross-sectional study using a sample of 1028 volunteer firefighters who completed a self-report questionnaire assessing workaholism, emotional exhaustion, work performance, and supervisor recognition.

Effects of motivation and workload on firefighters' perceived health, stress, and performance.

This study investigated the effects of autonomous and controlled motivations, and workload on perceived stress, health, and performance. Workload was also considered as a moderator of the effects of autonomous motivation on perceived health and performance and of controlled motivation on perceived stress. We conducted an empirical study using a sample of 654 firefighters.

Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada.

Background: Staff turnover is a major issue for health care systems. In a time of labor shortage, it is critical to understand the motivational factors that underlie turnover intention in newly licensed nurses.

Purpose: To examine whether different forms of motivation (the reasons for which nurses engage in their work) predict intention to quit the occupation and organization through distinct forms (affective and continuance) and targets (occupation and organization) of commitment.

Investigating the longitudinal effects of surface acting on managers' functioning through psychological needs.

This study is based on the premise that managers are expected to regulate their emotions in the form of surface acting. More specifically, drawing on self-determination theory, we explored the role of psychological needs for autonomy, competence, and relatedness in explaining the influence of surface acting on supervisors' job satisfaction and work engagement over time. Data were collected at 2 time points, over a 3-month period, from a sample of 435 French managers working in the health care industry.

Work environment antecedents of bullying: A review and integrative model applied to registered nurses.

Objectives And Design: This review paper provides an overview of the current state of knowledge on work environment antecedents of workplace bullying and proposes an integrative model of bullying applied to registered nurses.

Data Sources And Review Methods: A literature search was conducted on the databases PsycInfo, ProQuest, and CINAHL. Included in this review were empirical studies pertaining to work-related antecedents of workplace bullying in nurses.

Transformational and abusive leadership practices: impacts on novice nurses, quality of care and intention to leave.

Aims: To investigate the impact of nurse managers exercising transformational vs. abusive leadership practices with novice nurses.

Background: In a nursing shortage context, it is important to understand better the factors that potentially influence the retention of nurses in the early stages of their career.

A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning.

Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. The results from cross-lagged analyses support the proposed model.

Longitudinal testing of a dietary self-care motivational model in adolescents with diabetes.

Objective: Based on self-determination theory, this study tests a model positing that perceived autonomy support from parents and health care providers positively predicts self-efficacy and autonomous self-regulation in dietary self-care. In turn, self-efficacy and autonomous self-regulation predict better dietary self-care over time.

Method: Longitudinal data were collected in a consecutive series of 289 adolescent patients with type I diabetes at two time points separated by a two-year interval.

Leadership: validation of a self-report scale.

The aim of this paper was to propose and test the factor structure of a new self-report questionnaire on leadership. A sample of 373 school principals in the Province of Quebec, Canada completed the initial 46-item version of the questionnaire. In order to obtain a questionnaire of minimal length, a four-step procedure was retained.

Testing and extending the triple match principle in the nursing profession: a generational perspective on job demands, job resources and strain at work.

Aim: The Triple Match Principle offers insight into the interactive interplay between job demands and job resources in the prediction of work-related strain. The aim of this article was to examine the interplay among job demands, job resources and strain in the nursing profession (the Triple Match Principle) and to gain insight into potential generational differences by investigating generation as a moderator of that interplay.

Background: No research has been done to evaluate generational differences in the Triple Match Principle.