Browsing by Author "Neto, Mariana"
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- Does work-family conflict mediate the associations of job characteristics with employees’ mental health among men and women?Publication . Carvalho, Vânia S.; Chambel, Maria J.; Neto, Mariana; Lopes, SilviaJob characteristics are important to work-family conflict (WFC). Additionally, is well established that WFC has a negative impact on mental health. As such, this research aims to examine the role of WFC as a mechanism that explains the relationship between job characteristics (i.e., those establishing by the Job Demands-Control-Support Model) and workers' mental health. Moreover, based on gender inequalities in work and non-work roles, this study analyzed gender as moderator of this mediation. Specifically, the relationship between job characteristics and WFC and the relationship between WFC and mental health could be stronger for women than for men. With a sample of 254 workers from a Portuguese services company, (61% males), and based on a multiple-group analysis, the results indicated that the WFC mediates the relationship between job characteristics (i.e., job demands and job control) and mental health. It was reinforced that job demands and lack of control could contribute to employees' stress and, once individual' energy was drained, the WFC could emerge. Ultimately, may be due to the presence of this conflict that individuals mental health' is negatively affected. Contrary to our expectations, this relationship is not conditioned by gender (Z-scores were non-significant). The study results have implications for human resource management, enhancing the knowledge on the relationship between the WFC and workers' mental health.
- Trajetórias do bem estar : efeitos temporais dos determinantes psicossociais da saúde em contexto laboralPublication . Neto, Mariana; Miguel, José M. Pereira, 1947-; Reis, Fátima Calado VarelaAn adverse psychosocial environment at work is associated with stress-related health problems. Several European surveys indicate that about 25% of working individuals experience stress situations and that half are exposed to some kind of excessive demands. For research purposes we developed a simplified model of psychosocial work environment based on the literature review, according to three dimensions: (1) working conditions, which included the factors of the Job Demands Control (Support) Karasek / Jonhson model, (2) the work-family interface, which included the factors of Work-Family Conflict model and (3) personal characteristics such as Antonovsky’s Sense of Coherence and Personality Traits from Costa and McCrae. This study aims to contribute to the knowledge on how work-related psychosocial determinants behave over time, when considered separately and together, how they mutually influence each other and how they combine to produce negative or positive effects on workers well-being trajectory, taking into account population and individual effects. We conducted a three wave longitudinal survey with repeated measurements, with data collection approximately each 6 months through CAWI (Computer Assisted Web Interview) to 5344 workers of a technology company. Working Conditions (Job Demands, Job Control, Supervisor Support and Co-worker Support), Work-Family Conflict (Conflict based on Strain and Conflict based on Time), Personality Traits and Sense of Coherence effects on Well-Being over time were studied using generalized estimating equations (GEE) models and latent growth curves models (LGCM) with structural equations modelling approach. Both GEE and LGCM approaches shown that Well-being significantly increased over time, but the last one allowed the further understanding that this growth occurred at the group level (company) and not at the individual level. This increase on Well-being was not influenced by Gender or by Personality Traits. Older participants were more likely to report a loss of Well-being. Personality Traits and Conflict based on Strain revealed several inconsistencies and therefore have not been retained for the final phase of the study. Job Demands and Conflict Based on Time decreased over time, Sense of Coherence and Co Workers Support increased, and Job Control and Supervisor Support remained stable. The increase in Well-Being trajectory was influenced by the decrease in the time-specific effect of Job Demands and Job Control, respectively, and by the increase of the time-specific effect of the Supervisor Support. The Co-Worker Support time-specific effect on Well-Being trajectory is not statistically significant. Conflict based on Time declined over time, but its time-specific effect positively influenced Well-Being trajectory. The Sense of Coherence has the strongest positive time-specific effect on Well-Being trajectory when compared with other factors, but this effect diminished over time. GEE and LGCM results are consistent, but GEE is easier to perform taking care about ecological fallacy and LGCM gives more detailed results allowing the distinction between individual and group effects over time. The results suggest that working environment factors have a differentiated intervention regardless of their isolated trajectories in a dynamic compatible with a systemic mechanism of homeostatic and adaptive type, with the ability to activate resources necessary to maintain the highest possible Well-Being level. Knowledge of this adaptive dynamics is a critical issue to the adoption of company’s policy favorable to employees Well-Being and individual resources improvement. The results also highlight the importance of supervisor’s role in stress management, and the critical influence they can have in facilitating non-working life and strengthening the Sense of Coherence. Consequently, this knowledge will allow the adoption of corporate policies and occupational health measures focused on organizational aspects and the adoption of programs with accompanying components individualized to develop through the health and safety services, the effects of which have the potential to extend beyond the company, thereby helping to reduce inequalities in health.
- Work-family conflict and employee well-being over time : the loss spiral effectPublication . Neto, Mariana; Carvalho, Vânia Sofia; Chambel, Maria José; Manuel, Sérgio; Miguel, José Pereira; Reis, Maria de FátimaObjective: The development of work-family conflict over time was analyzed using Conservation of Resources Theory. Method: The reciprocal effect between work-family conflict and employee well-being was tested with cross-lagged analyses on the basis of three waves. The sample comprised 713 employees of a Portuguese service organization. Results: Structural equation modeling analyses, with sex, age, and parental demand controlled, indicated that the work-family conflict at T1 and T2 decreases the employee psychological well-being at T2 and T3, respectively. Furthermore, employee psychological well-being at T2 had a longitudinal cross-lagged effect on work-family at T3. We concluded that employee psychological well-being at T2 predicted work-family at T3, which was a subsequent outcome of work-family conflict on T1. Conclusions: This paper highlighted the importance of organizations to consider work-family conflict to ensure employees' well-being because they develop reciprocal relationship with a loss spiral effect.
- Workplace bullying and presenteeism : the path through emotional exhaustion and psychological wellbeingPublication . Neto, Mariana; Ferreira, Aristides I.; Martinez, Luis F.; Ferreira, Paula C.Objective: Workplace bullying is an increasing phenomenon that concerns managers and employees. However, few studies have investigated how workplace bullying relates with work-related exhaustion and indicators of productivity loss due to presenteeism. Thus, the aim of the present study was to examine the intervening variables of emotional exhaustion and psychological wellbeing in the direct and indirect relationships between workplace bullying and indicators of productivity loss due to presenteeism. Method: In a cross-sectional study, we tested a structural equation model using web survey data of 353 workers from a service company, with the variables: workplace bullying (Quine, 1999), emotional exhaustion (Maslach Burnout Inventory; MBI), psychological wellbeing (GHQ-28), and indicators of productivity loss due to presenteeism (SPS-6). All variables presented acceptable psychometric evidence. Results: The final model revealed a reasonable fit. Workplace bullying was significantly and positively related to emotional exhaustion, which in turn, was significantly related to the loss of psychological wellbeing. Workplace bullying, emotional exhaustion, and the loss of psychological wellbeing were negatively related to concentration (avoiding distraction). Emotional exhaustion and psychological wellbeing mediated the studied structural relationships. Conclusions: Our study contributes to theory and practice, since occupational health professionals should be aware that burnout and the loss of wellbeing may be related to workplace bullying and that productivity loss due to presenteeism may be a warning sign. Leaders can understand the underlying mechanism that explains employees’ productivity loss due to presenteeism by addressing workplace bullying and its negative relation with emotional exhaustion and wellbeing.
- Workplace Bullying and Presenteeism: The Path Through Emotional Exhaustion and Psychological WellbeingPublication . Neto, Mariana; Ferreira, Aristides I.; Martinez, Luis; Ferreira, PaulaObjective: Workplace bullying is an increasing phenomenon that concerns managers and employees. However, few studies have investigated how workplace bullying relates with work-related exhaustion and indicators of productivity loss due to presenteeism. Thus, the aim of the present study was to examine the intervening variables of emotional exhaustion and psychological wellbeing in the direct and indirect relationships between workplace bullying and indicators of productivity loss due to presenteeism. Method: In a cross-sectional study, we tested a structural equation model using web survey data of 353 workers from a service company, with the variables: workplace bullying (Quine, 1999), emotional exhaustion (Maslach Burnout Inventory; MBI), psychological wellbeing (GHQ-28), and indicators of productivity loss due to presenteeism (SPS-6). All variables presented acceptable psychometric evidence. Results: The final model revealed a reasonable fit. Workplace bullying was significantly and positively related to emotional exhaustion, which in turn, was significantly related to the loss of psychological wellbeing. Workplace bullying, emotional exhaustion, and the loss of psychological wellbeing were negatively related to concentration (avoiding distraction). Emotional exhaustion and psychological wellbeing mediated the studied structural relationships. Conclusions: Our study contributes to theory and practice, since occupational health professionals should be aware that burnout and the loss of wellbeing may be related to workplace bullying and that productivity loss due to presenteeism may be a warning sign. Leaders can understand the underlying mechanism that explains employees’ productivity loss due to presenteeism by addressing workplace bullying and its negative relation with emotional exhaustion and wellbeing.