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.

When does exposure to daily negative acts frustrate employees' psychological needs? A within-person approach.

Based on self-determination theory, this two-sample study investigates the effects of negative acts on psychological need frustration in greater depth using a within-person perspective. More specifically, through two distinct diary studies, we aim to contribute to the dearth of research on the daily effects of bullying by investigating the daily relationship between exposure to negative acts and need frustration as well as the moderating role of perceived emotional support at work in this relationship. Overall, results from both studies show that employees experience greater need frustration (perceptions of rejection, oppression, and incompetence) on days they are confronted with negative acts and that daily emotional support buffers the impact of direct negative acts (humiliation, physical intimidation) on frustration of the needs for competence and relatedness at the daily level.

How Work-Family Guilt, Involvement with Children and Spouse's Support Influence Parents' Life Satisfaction in a Context of Work-Family Conflict.

Work-family guilt (WFG) is sometimes perceived as an adaptive characteristic, since it has been found to encourage working parents to engage in more activities with their children in off-work time (Cho & Allen, 2012). However, while it may be an adaptive characteristic for the parent-child relationship, the same may not be true for parents' psychological health. Using insights from the work-home resources model (W-HR), this study aims to determine WFG's influence on parents' life satisfaction.

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.

A Diary Study on When and With Whom Recovery Experiences Modulate Daily Stress and Worry During a COVID-19 Lockdown.

In April 2020, almost six out of 10 people around the world were in lockdown due to the COVID-19 pandemic. Being locked down usually has a deleterious effect on the confined individual's mental health. In this exceptionally challenging context, finding ways to minimize negative mood about the pandemic is essential.

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.

Job resources and burnout: Work motivation as a moderator.

This longitudinal study (T1 n = 399; T2 n = 279) investigated the moderating role of work motivation in the relationship between job resources (control and recognition) and burnout. Overall, job recognition and control resulted in more burnout for employees with poor-quality work motivation (high controlled or low autonomous motivation). These results suggest that poor-quality motivation renders employees more vulnerable to certain resources in their work environment, as these job characteristics stimulate compensatory behaviours (e.

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.

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.

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.

Mental health self-management questionnaire: Development and psychometric properties.

Background: Through self-management, people living with depression, anxiety or bipolar disorders can play an active role in their recovery. However, absence of a validated questionnaire limits empirical research on self-management. The study aimed to develop a French instrument, the Mental Health Self-Management Questionnaire (MHSQ), and to investigate its psychometric properties

Methods: A pool of 86 items was created based on a qualitative study with 50 people in recovery from depression, anxiety or bipolar disorders.

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.

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.

Workplace psychological harassment in Canadian nurses: a descriptive study.

This descriptive study investigated workplace psychological harassment in a sample of 1179 Canadian nurses. Two complementary types of assessment were used: exposure to negative behaviors and perceived victimization. Results revealed that exposure to negative behaviors was associated with certain sociodemographic variables (i.