Psychological distress and post-traumatic growth in France during the COVID-19 pandemic: A mediation model of psychosocial safety climate as a determinant of work performance.

The psychosocial safety climate (PSC) reflects workers' perceptions of senior management's concern for mental health. Because the COVID-19 pandemic has exacerbated organizational issues, PSC could be a target for interventions attempting to preserve both the psychological health of employees and the economic health of companies. This study examines the direct and indirect relationships between PSC and work performance through two indicators of psychological health, psychological distress and post-traumatic growth, during a health crisis, i.

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.

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.

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.

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.