Wyniki wyszukiwania - Biblioteka Nauki

1

Zależności między konfliktami praca-rodzina i rodzina-praca a zdrowiem pielęgniarek – buforujący efekt wsparcia społecznego

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Baka Ł.

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tom 64

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nr 6

775-784

EN

Background: The aim of the study was to investigate the relationships between work-family conflict (WFC), family-work conflict (FWC) and health, as well as the moderating effect of social support. The study was based on the Job Demands-Resources model. Materials and Methods: There were 567 nurses from 21 Polish hospitals participating in the study. To verify the hypothesis four scales, which measured WFC, FWC, social support, physical complaints and job burnout, were used. Results: The results partially support the hypothesis. As predicted, high WFC and FWC were correlated with low physical (H1) and mental health (H2). Social support moderated negative effects of WFC (but not FWC) on mental health (H3). The effects of WFC and FWC on physical health were not moderated by social support (H4). Conclusion: The results also partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the high well-being of nurses in the workplace. Med Pr 2013;64(6):775–784

PL

Wprowadzenie: Celem badań było ustalenie zależności między konfliktami praca-rodzina i rodzina-praca a zdrowiem fizycznym i psychicznym oraz określenie, w jaki sposób zależność ta moderowana jest przez wsparcie społeczne. Kontekstem teoretycznym badań był model „wymagania w pracy - zasoby". Materiał i metody: Badaniami objęto 567 pielęgniarek z 21 polskich szpitali. Do weryfikacji hipotez zastosowano 4 kwestionariusze mierzące konflikty praca-rodzina i rodzina-praca, wsparcie społeczne, objawy fizyczne i wypalenie zawodowe. Wyniki: Badania częściowo potwierdziły postawione hipotezy. Obydwa badane konflikty negatywnie wiązały się ze zdrowiem fizycznym i psychicznym (H1 i H2). Wsparcie społeczne buforowało negatywny wpływ konfliktu praca--rodzina (ale nie rodzina-praca) na zdrowie psychiczne (H3), natomiast nie osłabiało wpływu konfliktów na zdrowie fizyczne (H4). Wnioski: Wykazano użyteczność modelu wymagania w pracy - zasoby do badania związków między konfliktami ról zawodowych i rodzinnych a zdrowiem. Uwzględniając w tej relacji rolę wsparcia społecznego, można oddziaływać na dobrostan psychiczny w pracy pielęgniarek. Med. Pr. 2013;64(6):775–784

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Can job control be counterproductive? The moderation effect of the Dark Triad and job control on job stressor – counterproductive work behavior link

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Baka Ł.

Polish Psychological Bulletin

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2019

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tom 50

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nr 2

83-92

EN

Drawing on the stressor–emotion model, the study examines the mechanisms of counterproductive work behavior (CWB) development: specifically (1) the direct effect of job stressor (bullying at work); (2) the moderation effect of the Dark Triad (DT) and job control (JC); and (3) the moderated moderation effect (DT x JC) on the job stressor–CWB link. Data were collected among 763 white- and blue-collar workers. The hypotheses were tested by means of the PROCESS method. As expected in the hypotheses, high job stressor was directly related to high CWB, and DT moderated (increased) the link. JC also moderated the job stressor–CWB link, but the moderation effect was in a direction opposite to expectations. High job control participants were more likely to report CWB when they reported a high level of the stressors. The moderated moderation effect was supported. JC increases the moderation effect of DT on the job stressor–CWB link. The highest level of CWB was observed when DT and JC were high. The findings provide further insight into processes leading to the development of CWB.

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How do negative emotions regulate the effects of workplace aggression on counterproductive work behaviours?

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tom 46

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nr 3

326-335

EN

The theoretical framework of the study was the Stressors-Emotions model (Spector et al., 2005). The aim of the study was to investigate the mediating role of job-related negative affectivity, and the moderating role of emotional suppression in the relationship between workplace aggression and counterproductive work behaviour (CWB). It was expected that workplace aggression would be linked to CWB directly and indirectly (through increase of job-related negative affectivity) and that suppression of negative emotions would intensify the effects of workplace aggression. Two hundred and five nurses participated in the study. The regression analysis with interactional effect was applied to test the research hypotheses. The results confirmed the direct and the indirect effect of workplace aggression on CWB. Two of the three analyzed emotions (anger and anxiety but not unhappiness) moderated the effects of workplace aggression on jobrelated negative affectivity and CWB. Results of the study partially support the notion of the Stress-Emotion model and provide further insight into processes that lead to CWB.

4

Does job burnout mediate negative effects of job demands on mental and physical health in a group of teachers? Testing the energetic process of Job Demands-Resources model

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International Journal of Occupational Medicine and Environmental Health

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2015

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tom 28

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nr 2

335-346

EN

Objectives The aim of the study was to investigate the direct and indirect – mediated by job burnout – effects of job demands on mental and physical health problems. The Job Demands–Resources model was the theoretical framework of the study. Three job demands were taken into account – interpersonal conflicts at work, organizational constraints and workload. Indicators of mental and physical health problems included depression and physical symptoms, respectively. Material and Methods Three hundred and sixteen Polish teachers from 8 schools participated in the study. The hypotheses were tested with the use of tools measuring job demands (Interpersonal Conflicts at Work, Organizational Constraints, Quantitative Workload), job burnout (the Oldenburg Burnout Inventory), depression (the Beck Hopelessness Scale), and physical symptoms (the Physical Symptoms Inventory). The regression analysis with bootstrapping, using the PROCESS macros of Hayes was applied. Results The results support the hypotheses partially. The indirect effect and to some extent the direct effect of job demands turned out to be statistically important. The negative impact of 3 job demands on mental (hypothesis 1 – H1) and physical (hypothesis 2 – H2) health were mediated by the increasing job burnout. Only organizational constraints were directly associated with mental (and not physical) health. Conclusions The results partially support the notion of the Job Demands-Resources model and provide further insight into processes leading to the low well-being of teachers in the workplace.

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Coronavirus anxiety and exhaustion among Polish front-line healthcare workers – the mediation effect of insomnia

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Baka Ł.

International Journal of Occupational Medicine and Environmental Health

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2021

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tom 34

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nr 2

263-273

EN

ObjectivesThe study aimed to investigate the direct and indirect – mediated through insomnia – effect of coronavirus anxiety on exhaustion, from the perspective of Hobfoll’s theory of conservation of resources (COR). According to the COR theory, critical events (e.g., the coronavirus epidemic) make people fearful of losing their valuable resources. A prolonged state of anxiety may lead to sleeping troubles, which over time results in an increase in exhaustion.Material and MethodsData were collected from 440 Polish healthcare providers, including nurses and midwives, doctors, paramedics, medical assistance workers, and wardens. Three measures were used: the Coronavirus Anxiety Scale, the Copenhagen Psychosocial Questionnaire (the sleeping trouble subscale) and the Oldenburg Burnout Inventory (the exhaustion subscale). Hypotheses were tested using structural equation modeling.ResultsThe obtained results fully support the hypotheses. Both the direct and indirect relationships between coronavirus anxiety and exhaustion were observed. Specifically, high coronavirus anxiety increased insomnia, which in turn contributed to the development of exhaustion.ConclusionsThe results are consistent with the COR theory. Prolonged coronavirus anxiety and sleeping problems depleted healthcare providers’ resources and made them feel exhausted. Exhaustion among these workers can have serious consequences not only for themselves but also for the health of their patients. Therefore, research into effective ways to deal with coronavirus anxiety is needed.

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Explaining active and passive types of counterproductive work behavior: the moderation effect of bullying, the dark triad and job control

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Baka Ł.

International Journal of Occupational Medicine and Environmental Health

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2019

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tom 32

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nr 6

777-795

EN

Objectives Drawing on the stressor-emotion model, the study aimed to identify some predictors of the active and passive types of counterproductive work behavior (CWB). Specifically, 1) the direct effect of bullying on CWB, 2) the 2-way interaction effects of the Dark Triad (DT) and job control (JC), as well as 3) the 3-way interaction effect (DT×JC) on the bullying-CWB link were investigated. Material and Methods Data were collected from 659 white- and blue-collar workers. The 2- and 3-way interactional effects were analyzed by means of PROCESS macros. Results The analysis showed that high bullying was directly related to high active and passive types of CWB. The 2- and 3-way interactional effects were observed but only in relation to active (not passive) CWB. Bullying was associated with active CWB when the Dark Triad and job control were high. Conclusions The study showed different ways of both types of CWB development. The findings provide further insight into processes leading to an increase in active and passive CWB. Int J Occup Med Environ Health. 2019;32(6):777–95

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Development and validation of the Polish version of Colquitt’s Organizational Justice Measure

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Baka Ł.

International Journal of Occupational Medicine and Environmental Health

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2018

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tom 31

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nr 4

415-427

EN

Objectives Organizational justice is an important predictor of employees’ well-being and job performance. Colquitt’s Organizational Justice Measure (OJM) was designed to assess four aspects of justice – distributive, procedural, interpersonal and informational. The lack of a Polish version of the tool, however, has precluded its application in Poland. The objective of this study was to test the psychometric properties of the OJM in a Polish sample. Material and methods The validating study was conducted on 2 participant samples (N = 209 and N = 659), employed in public and private companies. Both the exploratory and confirmatory factor analyses (EFA, CFA) as well as the estimation of internal consistency with Cronbach’s α method were conducted. Predictive validity was assessed by correlating organizational justice with job-related factors and outcomes, including job resources and counterproductive work behavior. Results The EFA and CFA supported a 4-dimension model of the OJM Polish version. This model indicated a better fit to data than the alternatively tested 1-factor, 2-factor and 3-factor models. The internal consistency of the scales was satisfactory, ranging 0.81–0.93 for various subscales. As expected, the overall organizational justice and the four subscales correlated positively with job resources and negatively with counterproductive work behavior. Conclusions The Polish version of OJM has satisfactory psychometric properties and may be useful in assessing organizational justice in a Polish setting. Int J Occup Med Environ Health 2018;31(4):415–427

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Zasoby w pracy a zadowolenie z pracy nauczycieli : Pośrednicząca rola zaangażowania

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Baka Ł.

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2016

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nr 1(111)

230-244

EN

In according with Job Demands-Resources model high job resources create appropriate job attitudes directly and indirectly through increase of work engagement. The direct and indirect effects of job resources were tested in relation to organizational commitment and citizenship behavior mainly. The study was aimed at investigation the links between job resources and job related subjective wellbeing, measured by job satisfaction and positive affect at work, and also mediating role of the work engagement relating to the above mentioned link. Participants were 316 teachers. As predicted by the Job DemandsResources model, the research results show direct and indirect (via work engagement) effects of job resources on jobrelated wellbeing. High job resources (supervisor support, coworkers support and psychological climate at work) correlated with high job satisfaction and high positive affect at work. Work engagement mediated this links. The results indicate the need to develop Job DemandsResources model.

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Wymagania w pracy i w rodzinie a satysfakcja z pracy i satysfakcja z małżeństwa. Mediująca rola konfliktów między pracą i rodziną

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Baka Ł.

Polskie Forum Psychologiczne

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2012

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tom XVII

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nr 1

171-186

EN

The study was aimed at investigation 1) effect of job and family demands on job and marital satisfaction, 2) mediating role of work-family and family-work conflicts and differences between women and men in regards to work the conflicts and job and marital satisfaction. Participants were 281 workers represented different type of occupation. The result support researching hypothesis partly. High work and family demands correlated with low job and marital satisfaction. Moreover work-family conflict mediated effect of job demands on job satisfaction. Family-work conflict did not play role of mediator. Men were characterized by lower family-work conflict and lower marital satisfaction than women. There were not sex differences related to work-family conflict and job satisfaction.

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How do negative emotions regulate the effects of workplace aggression on counterproductive work behaviours?

100%

Baka Ł.

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nr 3

326-335

EN

The theoretical framework of the study was the Stressors-Emotions model (Spector et al., 2005). The aim of the study was to investigate the mediating role of job-related negative affectivity, and the moderating role of emotional suppression in the relationship between workplace aggression and counterproductive work behaviour (CWB). It was expected that workplace aggression would be linked to CWB directly and indirectly (through increase of job-related negative affectivity) and that suppression of negative emotions would intensify the effects of workplace aggression. Two hundred and five nurses participated in the study. The regression analysis with interactional effect was applied to test the research hypotheses. The results confirmed the direct and the indirect effect of workplace aggression on CWB. Two of the three analyzed emotions (anger and anxiety but not unhappiness) moderated the effects of workplace aggression on jobrelated negative affectivity and CWB. Results of the study partially support the notion of the Stress-Emotion model and provide further insight into processes that lead to CWB.

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Stresory w pracy a zachowania nieproduktywne. pośrednicząca rola negatywnego afektu w pracy, przywiązania organizacyjnego i zaangażowania w pracę

100%

Baka Ł.

Psychological Studies

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2012

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tom 50

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nr 2

12

JOB STRESSORS, JOB BURNOUT AND WORK ENGAGEMENT: DO WORK-FAMILY CONFL ICT AND TYPE-A BEHAVIOUR PLAY ROLES IN REGULATING THEM?

63%

Baka Ł. , Derbis R.

Polish Journal of Applied Psychology

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2012

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tom 10

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nr 2

129-155

EN

The objective of our study was to examine whether work-family conflicts and type A behaviour pattern mediate in the dependence between job stressors, job burnout, and work engagement. According to the job demands, we assumed that job stressors would influence job burnout and involvement by means of the variable of work-family conflict. Whereas type A behaviour pattern would moderate the effect of job stressors upon job burnout and work engagement. The examined group comprised medical staff (N = 282). The research results support the hypothesis to a large extent. The results confirm significantly the assumptions of the job demands – resources model, and they suggest developing the model.