Work-related self-efficacy as a moderator of the impact of a worksite stress management training intervention: Intrinsic work motivation as a higher order condition of effect.

Abstract

Employees with low levels of work-related self-efficacy may stand to benefit more from a worksite stress management training (SMT) intervention. However, this low work-related self-efficacy/enhanced SMT benefits effect may be conditional on employees also having high levels of intrinsic work motivation. In the present study, we examined this proposition by testing three-way, or higher-order, interaction effects. One hundred and fifty-three UK government employees were randomly assigned to a SMT intervention group (n = 68), or to a waiting list control group (n = 85). The SMT group received three half-day training sessions spread over two and a half months. Findings indicated that there were significant overall reductions in psychological strain, emotional exhaustion and depersonalization in the SMT group, in comparison to the control group. Furthermore, there were significant higher-order Group (SMT vs. control) × Time 1 Work-Related Self-Efficacy × Time 1 Intrinsic Work Motivation interactions, such that reductions in emotional exhaustion and depersonalization

Well-being through learning: a systematic review of learning interventions in the workplace and their impact on well-being

“…The specific nature of training in effective studies was diverse: problem solving (Ayres & Malouff, 2007;Varekamp et al, 2011), psychological flexibility (Biglan et al, 2013), sleep training (Ebert et al, 2015), happiness training (Feicht et al, 2013), mindfulness approaches (Flaxman & Bond, 2010a, 2010bMcGarrigle & Walsh, 2011), cognitive behavioural therapy [CBT] (Kojima et al, 2010;Proudfoot, Corr, Guest, & Dunn, 2009), stress management (Lloyd et al, 2016;Umanodan, Shimazu, Minami, & Kawakami, 2014), resilience training (Mache et al, 2015), meditation awareness training (Shonin et al, 2014), relaxation training (Taniguchi et al, 2007), psychosocial skills training (Traeger et al, 2013), empowerment (Whiteside et al, 2006) and coping skills (Williams et al, 2009). The diversity of approaches reporting positive effects suggests that the particular focus of this kind of training is not that important.…”

Job-related meaningfulness moderates the association between over-commitment and emotional exhaustion in nurses

“…Employees believing that their work and efforts make sense, are worthwhile and pay off will experience positive emotional states (Elovainio et al, 2015;Tummers & Den Dulk, 2013), report higher intrinsic motivation (Lloyd, Bond, & Flaxman, 2017), job satisfaction (Steger, Littman-Ovadia, Miller, Menger, & Rothmann, 2013) and personal accomplishment (Maslach, 2011).…”

“…As outlined in Frankl's meaning-centered concept of logotherapy and existential analysis (Frankl, 1963), perceived meaningfulness about one's own work buffers stress, reduces vulnerability for emotional exhaustion (Tummers & Den Dulk, 2013), and predicts occupational well-being (Bano, 2014;Frankl, 2014). Optimistic, self-efficacious employees who perceive their work as meaningful, are more likely to achieve their goals at work, and to do so more efficiently (Lloyd et al, 2017;Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009).…”

The Effect of Work-Family Conflict towards Job Satisfaction and Emotional Well-Being: Problem-Focused Coping as Mediator

“…Therefore, the following hypotheses were proposed: Jurnal Pengurusan 57(2019), Galley Proof ISSN 0127-2713 and MyCite Indexes 7 H3 Work-family conflict has a negative influence on emotional well-being THE MEDIATING EFFECT OF PROBLEM-FOCUSED COPING BETWEEN WORK-FAMILY CONFLICT AND WELL-BEING OUTCOMES Lazarus and Folkman (1984) reported that workers can possess the capability to handle challenging situations, control stress, demands, and solve problems and/or with positive thinking and emotional expression, to manage stressful circumstances. For instance, Lloyd, Bond and Flaxman (2017) stated that problem-focused coping was more effective in handling work-related stressors. Likewise, Ding et al (2015) discovered that problem-focused coping is applied more often to manage daily work problems.…”