A purposeful approach for implementing preventive measures among European teaching professionals: bullying, deteriorated organizational factors and the mediating role of job dissatisfaction in poor health perception

Muñiz, Noel M.; Ariza-Montes, Antonio; Leal-Rodríguez, Antonio L.

doi:10.1080/09585192.2017.1396546

Cited by 7 publications

(4 citation statements)

References 95 publications

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“…This research contributes to the extant literature in two important ways. First, previous research had extensively concentrated on the “good” or “positive” behaviors of employees but had largely neglected the negative aspect of attitude and behavior, although it is also a significant part of organizational life (Muniz et al, 2020; Zhang et al, 2020). The present study has filled this gap by examining the relationships among job stressors, job dissatisfaction, and CWB.…”

Section: Discussionmentioning

confidence: 99%

“…This implies that dissatisfaction and unhappiness share similar conceptualizations. Besides unhappiness, Spector (1997) and Muniz et al (2020) stated that job dissatisfaction also refers to the extent to which an employee dislikes his/her job. Therefore, the present study conceptualized job dissatisfaction as the state of having unfavorable feelings about one’s job.…”

Section: Literature Reviewmentioning

confidence: 99%

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Determinants of Job Dissatisfaction and Its Impact on the Counterproductive Work Behavior of University Staff

et al. 2022

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The employee behavior literature is very much dominated by studies on “good” or “positive” behaviors, but relatively little has been researched on the negative attitudes and behaviors of people within the workplace, in particular, job dissatisfaction and counterproductive work behavior (CWB). Therefore, the present study is intended to (1) investigate the influence of job stressors (i.e., role overload, role conflict, role ambiguity, and organizational constraints) on job dissatisfaction among university staff and (2) examine the influence of job dissatisfaction on university staff’s CWB. Data was gathered through 266 questionnaires and tested using partial least squares structural equation modeling. The results revealed that organizational constraints, role overload, and role ambiguity are significant stressors that increase job dissatisfaction, which in turn, increase CWB. Thus, the findings highlight the vital role of specific job stressors (i.e., role overload, role ambiguity, and organizational constraints) in causing job dissatisfaction and CWB among university staff. The findings contribute to the stressor-emotion model and Herzberg’s motivation-hygiene theory. Theoretical and practical implications are discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Determinants of Job Dissatisfaction and Its Impact on the Counterproductive Work Behavior of University Staff

et al. 2022

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“…A direct outcome of such transformations within the workplace is the threatening of the employees’ perceived levels of health and wellbeing, which might be exposed to strong pressures to adapt or alter their own values to better fit the new organizational conditions, high levels of stress and even some kind of deteriorated working conditions (i.e., work stress, mobbing, bullying, etc.) [2,3]. Hence, it is becoming critical for organizations to promote decent jobs.…”

Section: Introductionmentioning

confidence: 99%

Safeguarding Health at the Workplace: A Study of Work Engagement, Authenticity and Subjective Wellbeing among Religious Workers

Ariza-Montes

Leal-Rodríguez

Molina-Sánchez

2019

IJERPH

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Research in work and organizational psychology has paid little attention to religious workers, something certainly surprising as faith-based organizations play a key role in the welfare state of many countries. This research shows that religious workers in a Catholic order present a high degree of subjective wellbeing, both in terms of flourishing and satisfaction with life in general, and a positive balance of positive and negative feelings. More specifically, this study examines the relationship between authenticity and wellbeing amongst religious workers. Survey responses from 142 religious workers in Spain were analyzed using partial least squares path modelling. The results reveal that subjective wellbeing at work is positively related to authenticity. In addition, this relationship is mediated by their level of work engagement.

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“…From the public health policies' view, promoting subjective wellbeing is a must because it positively influences employee health and longevity [1]. In addition, the International Labour Organization (ILO) promotes changes to achieve decent jobs, and one of the main challenges is to mitigate the intense pressure to adapt workplace conditions to meet new organizational goals [2,3].…”

Section: Introductionmentioning

confidence: 99%

Special Issue “Rethinking the Subjective Wellbeing for a New Workplace Scenario”

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A purposeful approach for implementing preventive measures among European teaching professionals: bullying, deteriorated organizational factors and the mediating role of job dissatisfaction in poor health perception

Cited by 7 publications

References 95 publications

Determinants of Job Dissatisfaction and Its Impact on the Counterproductive Work Behavior of University Staff

Determinants of Job Dissatisfaction and Its Impact on the Counterproductive Work Behavior of University Staff

Safeguarding Health at the Workplace: A Study of Work Engagement, Authenticity and Subjective Wellbeing among Religious Workers

Special Issue “Rethinking the Subjective Wellbeing for a New Workplace Scenario”

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