Effort–reward imbalance and overcommitment in UK academics: implications for mental health, satisfaction and retention

Kinman, Gail

doi:10.1080/1360080x.2016.1181884

Cited by 55 publications

(53 citation statements)

References 53 publications

(49 reference statements)

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“…Our contribution adds in-depth qualitative insights to complement largely quantitative evidence that has been previously generated (see Wood et al 2012). Focusing on men means that we are able to expand knowledge in a space that has not been extensively studied: a considerable body of research has documented women's (especially mothers') struggles to navigate the demands of the contemporary workplace (Chang, Chin, and Ye 2014;Kinman 2016). Research on men and fathers is only recently emerging (see, for example, Gatrell et al 2015;McDonald and Jeanes 2012).…”

Section: Introductionmentioning

confidence: 93%

“…Creativity and intellectual contribution, central to success for both individual and organisation, suffer. This is of concern as intrinsic job satisfaction has traditionally counterbalanced the great effort required of academics and dissatisfaction with the more extrinsic aspects of the role such as terms and conditions of employment and pay (Kinman 2016).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

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Behavioural ambidexterity: effects on individual well-being and high performance work in academia

Raidén

Räisänen

Kinman

2019

Journal of Further and Higher Education

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Academic work demands behavioural ambidexterity: the ability to simultaneously demonstrate exploration (creativity in research and/or in innovative teaching and learning practice) and exploitation (compliance with quality assurance). However, little is known about the effects of behavioural ambidexterity on the well-being of individual employees. We explore the experiences of men working in academic roles at universities in Sweden and the UK. More specifically, we examine the relations between behavioural ambidexterity and perceptions of well-being using an interpretative approach based on narrative analysis. Despite societal differences between Sweden and the UK, academics in both countries felt ill-equipped to fulfil the demands for ambidexterity. This resulted in mixed performance outcomes with serious implications for well-being. We identify and discuss the influence of personal circumstances and the role of agency in work design as two key antecedents of positive well-being outcomes.

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Section: Introductionmentioning

confidence: 93%

Section: Theoretical Implicationsmentioning

confidence: 99%

Behavioural ambidexterity: effects on individual well-being and high performance work in academia

Raidén

Räisänen

Kinman

2019

Journal of Further and Higher Education

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“…Marmot et al, 1991;Stansfeld, Fuhrer, Shipley, & Marmot, 1999). Sá þekkingargrunnur hefur einnig verið styrktur með frekari kenningum og rannsóknum til daemis um gildi réttlátrar umbunar, til að mynda í formi launa, stöðu og virðingar, í því samhengi (Kinman, 2016;Pellerin & Cloutier, 2018;Siegerist, 1996). Í safngreiningu (e. meta-analysis) Humphrey, Nahrgang og Morgeson (2007) um rannsóknir á sviði starfshönnunar, sem náði yfir 259 rannsóknir um starfshönnun með 219.625 þátttakendum, kemur meðal annars fram að hvatatengdir þaettir (e. motivational characteristics) hafa verið mest rannsakaðir.…”

Section: Fraeðilegur Bakgrunnur 21 Starfshönnun Og Starfsánaegjaunclassified

Hönnun starfa og starfsánægja í sérfræðistörfum hjúkrunarfræðinga, verkfræðinga og stjórnenda

Einarsdóttir¹,

Gunnarsdóttir²,

Eðvarðsson³

et al. 2019

TVE

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ÁgripMarkmið greinarinnar er að greina áhrif hönnunarþátta og einkenna sérfraeðistarfa á starfsánaegju meðal hjúkrunarfraeðinga, verkfraeðinga og stjórnenda hér á landi og gera samanburð á því hvað einkennir störf þessara þriggja sérfraeðistétta. Niðurstöður byggja á gögnum sem safnað var árið 2018 meðal einstaklinga í þremur ofangreindum sérfraeðistörfum og er heildarfjöldi svarenda 342 og svarhlutfallið 32%. Hönnun starfa var maeld í fjórum víddum. Þaer eru einkenni verkefna, einkenni þekkingar, félagsleg einkenni og samhengi starfs og alls 21 undirþaetti. Niðurstöður sýna jákvaett samband milli starfshönnunar og starfsánaegju, þar sem tengsl milli einkenna verkefna og starfsánaegju voru sterkust og skýra undirþaettir starfshönnunarlíkansins 35% af dreifni í starfsánaegju. Ekki greinist munur á almennri starfsánaegju þessara þriggja sérfraeðihópa en munur greinist á mati stjórnenda og hjúkrunarfraeðinga á einkennum verkefna og meta stjórnendur þau haerra en hjúkrunarfraeðingar. Verkfraeðingar og stjórnendur meta jafnframt félagsleg einkenni starfs síns og samhengi starfsins haerra en hjúkrunarfraeðingar á meðan hjúkrunarfraeðingar meta einkenni þekkingar haerra en verkfraeðingar. Þeir undirþaettir sem hafa mest áhrif á starfsánaegju ofangreindra sérfraeðinga eru fjölbreytni verkefna, endurgjöf frá öðrum, sjálfstaeð ákvarðanataka, vinnuaðstaeður og mikilvaegi starfs. Niðurstöður benda til þess að svigrúm sé til staðar til þess að baeta endurgjöf frá öðrum fyrir alla sérfraeðihópana þrjá. Þá megi baeta vinnuaðstaeður og sjálfstaeði í ákvörðunartöku hjá hjúkrunarfraeðingum og skapa sterkari upplifun á mikilvaegi starfsins meðal verkfraeðinga og stjórnenda. AbstractThe aim of the article is to present the results of a research on job design and job satisfaction among nurses, engineers and managers in Iceland. The results are based on data collected among individuals in the above-mentioned expert jobs in 2018, and the total number of respondents is 342, with response rate of 32%. Job design was measured in four dimensions -task characteristics, knowledge characteristics, social characteristics and contextual characteristics and a total of

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“…Alongside this, policies of widening access to HE have led to the 'massification' of student numbers and the greater emphasis on international agendas has led to intensification of the workload of HE staff as they adapt their practices to accommodate a greater diversity of social, cultural and educational experience (Kinman, 2016).…”

Section: Changes In English Higher Educationmentioning

confidence: 99%

The Use of Metaphors With LEGO® SERIOUS PLAY ® For Harmony and Innovation

McCusker¹,

Swan²

2018

IJMAR

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Organisational changes within Higher Education Institutions (HEI) over recent years have had a great effect on the roles of Higher Education (HE) staff and their attitudes, experience and satisfaction within those roles. The changes in the way HEIs are funded have resulted in institutional policies that are strongly market driven. Alongside this, policies of widening access to HE have led to the 'massification' of student numbers and the intensification of the workload of HE staff. The increasing focus on measures and evaluations between and within institutions, with league tables and in the UK at least, Research Excellence Framework (REF) and its previous incarnations along with the recently introduced Teaching Excellence Framework (TEF), has led to a culture of audit and managerialism both at the level of institutional policy and at the micro level within faculties and departments. These effects have been particularly acute in traditionally practice-based programmes and post-92 institutions, where these drivers are at times at odds with the motivations and expertise of many of the staff who joined these institutions under different conditions. This paper presents LEGO ® SERIOUS PLAY ® as a method of enabling members of staff with diverse expertise, experience and expectations to come together to work towards a shared strategic plan in the light of the changing HE culture. The method is applied to a teacher education department within a post-92 university, where despite differing views of the challenges facing the department, consensus is achieved through the building of shared metaphors and joint narratives.

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Effort–reward imbalance and overcommitment in UK academics: implications for mental health, satisfaction and retention

Cited by 55 publications

References 53 publications

Behavioural ambidexterity: effects on individual well-being and high performance work in academia

Behavioural ambidexterity: effects on individual well-being and high performance work in academia

Hönnun starfa og starfsánægja í sérfræðistörfum hjúkrunarfræðinga, verkfræðinga og stjórnenda

The Use of Metaphors With LEGO® SERIOUS PLAY ® For Harmony and Innovation

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