Hostname: page-component-78c5997874-j824f Total loading time: 0 Render date: 2024-11-10T11:42:40.754Z Has data issue: false hasContentIssue false
  • English
  • Français

Psychological Flexibility as a Moderator of the Relationships between Job Demands and Resources and Occupational Well-being

Published online by Cambridge University Press:  15 May 2018

Vladimir Pinto Novaes Open the ORCID record for Vladimir Pinto Novaes [Opens in a new window] ,
Maria Cristina Ferreira  and
Felipe Valentini Open the ORCID record for Felipe Valentini [Opens in a new window]
Vladimir Pinto Novaes*
Affiliation:
Universidade Salgado de Oliveira (Brazil).
Maria Cristina Ferreira
Affiliation:
Universidade Salgado de Oliveira (Brazil).
Felipe Valentini
Affiliation:
Universidade Salgado de Oliveira (Brazil).
*
*Corresponding concerning this article should be addressed to Vladimir Novaes. Universidade Salgado de Oliveira. Campus de Niteroi. PosGraduação. Niteroi, Rio de Janeiro 24030–060 (Brazil). E-mail: vladimir_novaes@hotmail.com
Get access Rights & Permissions [Opens in a new window]

Abstract

The aim of this study was to identify the relations of job demands (work overload) and job resources (social support and autonomy) with subjective job well-being (job satisfaction, positive affects, negative affects), as well as the moderating role of personal resources (psychological flexibility at work) in such relationships. The sample consisted of 4,867 Brazilian workers, of both sexes, with ages ranging from 18 to 67 years. Structural equation modelling showed that the work overload was negatively associated with job satisfaction (β = –.06; p < .001) and positively with negative affects (β = .24; p < .001); autonomy was positively associated with satisfaction (β = .08; p < .001) and negative affects (β = .08; p < .001); social support was positively associated with satisfaction (β = .17; p < .001) and positive affects (β = .20; p < .001), and negatively with negative affects (β = –.21; p < .001); psychological flexibility moderated the relationships of overload with satisfaction (β = .04; p < .05) and negative affects (β = .08; p < .001); autonomy with positive affects (β = –.06; p < .001) and social support with negative affects (β = .08; p < .001). These results are discussed from perspective of a job demands-resources theory, especially with respect to the relevance of personal resources for the promotion of occupational well-being.

Keywords

job demandsjob resourcesoccupational well-beingpsychological flexibility at work
Type
Research Article
Information
The Spanish Journal of Psychology , Volume 21 , 2018 , E11
Copyright
Copyright © Universidad Complutense de Madrid and Colegio Oficial de Psicólogos de Madrid 2018 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Footnotes

How to cite this article:

Novaes, V. P., Ferreira, M. C., & Valentini, F. (2018). Psychological flexibility as a moderator of the relationships between job demands and resources and occupational well-being. The Spanish Journal of Psychology, 21. e11. Doi:10.1017/sjp.2018.14

References

Airila, A., Hakanen, J. J., Schaufeli, W. B., Luukkonen, R., Punakallio, A., & Lusa, S. (2014). Are job and personal resources associated with work ability 10 years later? The mediating role of work engagement. Work & Stress, 28, 87–105. https://doi.org/10.1080/02678373.2013.872208CrossRefGoogle Scholar
Albrecht, S. L. (2012). The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance: Test of a model. International Journal of Manpower, 33, 840–853. https://doi.org/10.1108/01437721211268357Google Scholar
Araújo, T. M., & Karasek, R. (2008). Validity and reliability of the Job Content Questionnaire in formal and informal jobs in Brazil. Scandinavian Journal of Work Environment & Health, 34, 52–59.Google Scholar
Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources Model: State of the art. Journal of Managerial Psychology, 22, 309–328. https://doi.org/10.1108/02683940710733115Google Scholar
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1, 389–411. https://doi.org/10.1146/annurev-orgpsych-031413-091235Google Scholar
Balducci, C., Schaufeli, W. B., & Fraccaroli, F. (2011). The Job Demands-Resources Model and counterproductive work behavior: The role of job-related affect. European Journal of Work and Organizational Psychology, 20, 467–496. https://doi.org/10.1080/13594321003669061Google Scholar
Biron, M., & van Veldhoven, M. (2012). Emotional labor in service work: Psychological flexibility and emotion regulation. Human Relations, 65, 1259–1282. https://doi.org/10.1177/0018726712447832Google Scholar
Bond, F. W., Lloyd, J., & Guenole, N. (2013). The Work-Related Acceptance and Action Questionnaire: Initial psychometric findings and their implications for measuring psychological flexibility in specific contexts. Journal of Occupational and Organizational Psychology, 86, 331–347. https://doi.org/10.1111/joop.12001Google Scholar
Boudrias, J. S., Desrumaux, P., Gaudreau, P., Nelson, K., Brunet, L., & Savoie, A. (2011). Modeling the experience of psychological health at work: The role of personal resources, social-organizational resources, and job demands. International Journal of Stress Management, 18, 372–395. https://doi.org/10.1037/a0025353Google Scholar
Bowling, N. A., Alarcon, G. M., Bragg, C. B., & Hartman, M. J. (2015). A meta-analytic examination of the potential correlates and consequences of workload. Work & Stress, 29, 95–113. https://doi.org/10.1080/02678373.2015.1033037Google Scholar
Bowling, N. A., & Kirkendall, C. (2012). Workload: A review of potential causes, consequences, and interventions. In Houdmont, J., Leka, S., & Sinclair, R. (Eds.), Contemporary occupational health psychology: Global perspectives on research and practice (Vol. 2, pp. 221–238). Chichester, UK: Wiley-Blackwell.Google Scholar
Diener, E., Wirtz, D., Tov, W., Kim-Prieto, C., Choi, D. W., Oishi, S., & Biswas-Diener, R. (2010). New measures of well-being: Short scales to assess flourishing and positive and negative feelings. Social Indicators Research, 97, 143–156. https://doi.org/10.1007/s11205-009-9493-yCrossRefGoogle Scholar
Ferreira, M. C., Silva, A. P., Fernandes, H. A., & Almeida, S. P. (2008). Desenvolvimento e validação de uma Escala de Afetos no Trabalho (ESAFE) [Development and validation of a Positive and Negative Affect Scale (WOKAS)]. Avaliação Psicológica, 7, 143–150.Google Scholar
Fisher, C. D. (2014). Conceptualizing and measuring wellbeing at work. In Chen, P. Y., & Cooper, C. L. (Eds.), Work and wellbeing (Vol. 3, pp. 9–34). New York, NY: Wiley.Google Scholar
Hayes, S. C., Luoma, J. B., Bond, F. W., Masuda, A., & Lillis, J. (2006). Acceptance and commitment therapy: Model, processes and outcomes. Behaviour Research and Therapy, 44, 1–25. https://doi.org/10.1016/j.brat.2005.06.006CrossRefGoogle ScholarPubMed
Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324. https://doi.org/10.1037/1089-2680.6.4.307Google Scholar
Hombrados-Mendieta, I., & Cosano-Rivas, F. (2013). Burnout, workplace support, job satisfaction and life satisfaction among social workers in Spain: A structural equation model. International Social Work, 56, 228–246. https://doi.org/10.1177/0020872811421620CrossRefGoogle Scholar
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92, 1332–1356. https://doi.org/10.1037/0021-9010.92.5.1332Google Scholar
Ilies, R., Dimotakis, N., & De Pater, I. E. (2010). Psychological and physiological reactions to high workloads: Implications for well-being. Personnel Psychology, 63, 407–436. https://doi.org/10.1111/j.1744-6570.2010.01175.xGoogle Scholar
Ilies, R., Schwind, K. M., Wagner, D. T., Johnson, M. D., DeRue, D. S., & Ilgen, D. R. (2007). When can employees have a family life? The effects of daily workload and affect on work-family conflict and social behaviors at home. Journal of Applied Psychology, 92, 1368–1379. https://doi.org/10.1037/0021-9010.92.5.1368Google Scholar
Karasek, R., Kawakami, N., Brisson, C., Houtman, I., Bongers, P., & Amick, B. (1998). The Job Content Questionnaire (JCQ): An instrument for internationally comparative assessments of psychosocial job characteristics. Journal of Occupational Health Psychology, 3, 322–355. https://doi.org/10.1111/j.1744-6570.2010.01175.xGoogle Scholar
Kashdan, T. B., & Rottenberg, J. (2010). Psychological flexibility as a fundamental aspect of health. Clinical Psychology Review, 30, 865–878. https://doi.org/10.1016/j.cpr.2010.03.001Google Scholar
Kim, H., & Stoner, M. (2008). Burnout and turnover intention among social workers: Effects of role stress, job autonomy, and social support. Administration in Social Work, 32, 5–25. https://doi.org/10.1080/03643100801922357Google Scholar
Little, T. D., Bovaird, J. A., & Widaman, K. F. (2006). On the merits of orthogonalizing powered and product terms: implications for modeling interactions among latent variables. Structural Equation Modeling: A Multidisciplinary Journal, 13, 497–519. https://doi.org/10.1207/s15328007sem1304_1Google Scholar
Lloyd, J., Bond, F. W., & Flaxman, P. E. (2013). The value of psychological flexibility: Examining psychological mechanisms underpinning a cognitive behavioral therapy intervention for burnout. Work and Stress, 27, 181–199. https://doi.org/10.1080/02678373.2013.782157Google Scholar
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695–706. https://doi.org/10.1002/job.165Google Scholar
Kline, R. B. (2016). Principles and practice of structural equation modeling (4th ed.). New York, NY: The Guilford Press.Google Scholar
Mäkikangas, A., Feldt, T., & Kinnunen, U. (2007). Warr’s Scale of Job-Related Affective Well-Being: A longitudinal examination of its structure and relationships with work characteristics. Work & Stress, 21, 197–219. https://doi.org/10.1080/02678370701662151Google Scholar
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 1321–1339. https://doi.org/10.1037/0021-9010.91.6.1321Google Scholar
Novaes, V. M., Ferreira, M. C., & Valentini, F. (2015). Evidências de validade da Escala de Flexibilidade Psicológica no Trabalho em amostras brasileiras [Validity evidences of the Work Acceptance and Action Questionnaire in Brazilian samples]. Psico, 46, 362–373. https://doi.org/10.15448/1980-8623.2015.3.18679Google Scholar
Onwezen, M. C., van Veldhoven, M. J. P. M., & Biron, M. (2014). The role of psychological flexibility in the demands-exhaustion-performance relationship. European Journal of Work and Organizational Psychology, 23, 163–176. https://doi.org/10.1080/1359432X.2012.742242Google Scholar
Park, R., & Searcy, D. (2012). Job autonomy as a predictor of mental well-being: The moderating role of quality-competitive environment. Journal of Business and Psychology, 27, 305–316. https://doi.org/10.1007/s10869-011-9244-3Google Scholar
Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the Job Demands-Resources Model: Implications for improving work and health. In Bauer, G., & Hämmig, O., (Eds.), Bridging occupational, organizational and public health (pp. 43–68). Dordrecht, The Netherlands: Springer.CrossRefGoogle Scholar
Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist, 55, 5–14. https://doi.org/10.1037/0003-066X.55.1.5Google Scholar
Silva, A. P. C., & Ferreira, M. C. (2009). Escala de Satisfação Geral no Trabalho [The Generic Job Satisfaction Scale]. In Instituto Brasileiro de Avaliação Psicológica (Ed.), Anais do IV Congresso Brasileiro de Avaliação Psicológica (p. 246). Campinas, Brazil: IBAP.Google Scholar
Spector, P. E., & Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: Interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Journal of Occupational Health Psychology, 3, 356–367. https://doi.org/10.1037/1076-8998.3.4.356Google Scholar
Szczygiel, D., & Baka, L. (2016). The role of personal resources in the relationship between job stressors and emotional exhaustion. Polish Journal of Applied Psychology, 14, 133–152. https://doi.org/10.1515/pjap-2015-0058CrossRefGoogle Scholar
Tremblay, M. A., & Messervey, D. (2011). The Job Demands-Resources Model: Further evidence for the buffering effect of personal resources. South African Journal of Industrial Psychology, 37, 1–10. https://doi.org/10.4102/sajip.v37i2.876Google Scholar
van den Broeck, A., van Ruysseveldt, J., Smulders, P., & De Witte, H. (2011). Does intrinsic value orientation strengthen the impact of job resources? A perspective from the Job Demands-Resources Model. European Journal of Work and Organizational Psychology, 20, 581–609. https://doi.org/10.1080/13594321003669053Google Scholar
Watson, D., Wiese, D., Vaidya, J., & Tellegen, A. (1999). The two general activation systems of affect: Structural findings, evolutionary considerations, and psychobiological evidence. Journal of Personality and Social Psychology, 76, 820–838. https://doi.org/10.1037/0022-3514.76.5.820Google Scholar