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Job searching with social media for dummies
A guide to using social media to find a job that explains the benefits of using sites like LinkedIn, Twitter, and Facebook for networking, offers tips on creating an effective online profile, discusses how to develop a personal online brand, and includes other helpful job search strategies.
Book
Gratitude, Job Resources, and Job Crafting: A Two-Wave Longitudinal Study on a Sample of Romanian Employees
In this two-wave study, we tested whether there would be positive and reciprocal relationships between employees’ gratitude and the job resources they perceive at work, as well as between gratitude and job crafting behaviours. Moreover, we explored whether job crafting could mediate the relationship between gratitude and job resources. The participants were 275 Romanian employees. No evidence for reciprocal relationships was found. Results showed that gratitude at T1 predicted more job resources at T2 (three months later), but job resources did not predict employees’ gratitude over time. One dimension of job crafting (increasing challenging job demands) at T1 positively predicted employees’ gratitude at T2, but the prospective effect of gratitude on job crafting was not significant (except for a marginally significant effect on increasing structural job resources). Job crafting did not mediate the longitudinal relationship between employees’ gratitude and job resources. These findings are discussed in relation to previous literature.
Journal Article
LinkedIn profile optimization for dummies
The LinkedIn profile is a platform to shape how other see you and explain how you impact lives. This book will explain exactly what you need to know to optimize your profile according to your goals so you can collide with your desired opportunities. Discover how to identify your personal keywords, utilize endorsements, and optimize your experiences. You'll also create a compelling summary that grabs the attention of a potential partner, client, or employer. --Publisher.
Book
Exploring interpersonal conflicts within the JD-R model: aggregation and validation in the context of elementary school employees in Croatia
This study aims to enhance the Job Demand-Resources (JD-R) model by incorporating the aggregation approach and addressing the research gap concerning interpersonal conflicts within this framework. Building on the theoretical background and placing interpersonal conflicts in the JD-R framework, we adopted a quantitative research design, utilizing a structured probabilistic sample of 343 elementary school employees in Croatia who responded to the COPSOQ III questionnaire distributed online. Furthermore, validating the COPSOQ III questionnaire in Croatian ensures the relevance and applicability of the findings in this cultural context. We employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed model and establish a second-level higher-order model, assessing and analyzing the relationships within the JD-R model. The results indicate that conflicts and quarrels, as proxies for interpersonal conflicts, thrive when perceived job resources are high, and job demands are low, leading to improved health outcomes. These findings suggest that interpersonal conflicts may serve as a mechanism for mobilizing resources to cope with job demands, emphasizing the importance of effectively managing conflicts for healthier and more productive work relationships and environment.Dive into the intriguing world of Croatian elementary schools, where our study reveals a surprising twist: conflicts among elementary school employees aren’t always a sign of trouble. In fact, they can be a secret weapon for stress relief and better health. We’ve uncovered that not all conflicts are harmful; some can act as cathartic events, helping to resolve tensions and improve well-being, transforming the school environment for the better. Interpersonal conflicts may serve as a mechanism for mobilizing resources to cope with job demands, emphasizing the importance of effectively managing conflicts for healthier and more productive work relationships and environment. Our research sheds new light on the delicate balance of job demands and resources in education, offering a fresh perspective on how to foster a more harmonious and productive workplace. It’s not just about reducing conflicts but understanding their hidden potential.
Journal Article
Leader-member exchange, work engagement, and job performance
Purpose
– The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job performance is sequentially mediated by job resources (autonomy, developmental opportunities, and social support) and employee work engagement.
Design/methodology/approach
– In total, 847 Dutch police officers filled out an online questionnaire. Multilevel structural equation modeling was used to test the hypothesized relationships and to account for the nesting of employees in teams.
Findings
– Employees in high-quality LMX relationships work in a more resourceful work environment (i.e. report more developmental opportunities and social support, but not more autonomy). This resourceful work environment, in turn, facilitates work engagement and job performance.
Research limitations/implications
– Because of the research design, it is difficult to draw conclusions about causality. Future research may test the newly proposed relationship using a longitudinal or daily diary design.
Practical implications
– This study emphasizes the value of high-LMX relationships for building a resourceful environment. In turn, this resourceful environment has important implications for employees’ work engagement and job performance.
Originality/value
– This study examines LMX as a more distal predictor of employee job performance and examines a sequential underlying mechanism to explain this relationship. Furthermore, this paper explicitly examined job resources as a mediator in the relationship between LMX and employee job performance.
Journal Article
Stress in the spotlight : managing and coping with stress in the workplace
\"Based upon interviews with individuals in high pressure positions, this book provides practical insight about how to identify, tackle and overcome any kind of stress. Interviewees include a bomb disposal expert who neutralized bombs in Afghanistan and Iraq, a leading surgeon at Great Ormond Street Hospital who led a team of specialists to separate twins who were joined at the head, and Kevin Roberts, CEO Worldwide of Saatchi and Saatchi. This inspiring book illustrates how people can overcome obstacles, deal with difficult people, get self-motivated, face challenges, establish goals, avoid work taking over their private life and embrace changes at work\"-- Provided by publisher.
Book
Personal Resources Influence Job Demands, Resources, and Burnout: A One-year, Three-wave Longitudinal Study
Our purpose in this 1-year, 3-wave longitudinal study was to investigate the relationships among job demands, job resources, personal resources, and job burnout in a group of 263 Chinese employees. Specifically, we examined the mediating role of personal resources in the relationships
between job resources and job burnout, and between job demands and job burnout, as well as the reversed effect of job burnout on job demands and job resources. The results showed that job demands positively affected job burnout, whereas job and personal resources negatively affected job burnout
over a 6-month period. Further, personal resources mediated the relationship between job resources and job burnout, but not that between job demands and job burnout. In addition, job burnout had a reversed effect on job demands and job resources. Implications are discussed in relation to balancing
job demands and resources, and avoiding job burnout by utilizing personal resources.
Journal Article
Creative courage : leveraging imagination, collaboration, and innovation to create success beyond your wildest dreams
\"Achieve more, do more, create more with the power of creative courage Creative Courage challenges you to step outside of your comfort zone and truly make an impact. Set aside the same old routine and break the status quo—because you can only rise to new heights if you first smash the ceiling. Written by the former Executive Creative Director of Creations at Cirque du Soleil, this book shows you how to step up your game, flex your creativity, and make big things happen. Whether you work independently or as part of a team, whether you're self-employed or part of an organization, and even if you think creativity isn't a part of the work that you do—this book gives you the perspective, courage, and kick start you need to think differently about the things you do every day. Creative courage is more than a strategy, it's a way of life. It opens your mind—and the minds of those around you—to new approaches, new ideas, and new schools of thought that can revolutionize the way you work. This book invites you to experience the freedom and power at the intersection of courage and creativity so you can finally: Foster a more collaborative culture Bring depth and meaning to every project Turn challenge into opportunity Create work that matters The value of creative thinking extends far beyond the arts, but the work it allows you to produce has the power to touch like great art can. You gain the ability to make a more profound impact, and you inspire and motivate others to do the same; you become a catalyst for bigger, better things, driven by the enormous potential of the free-thinking mind. Creative Courage helps you break out of the box and start making things happen today\"-- Provided by publisher.
Book
Contextualising the job demands–resources model: a cross-sectional study of the psychosocial work environment across different healthcare professions
Background
The deteriorating psychosocial work environment among healthcare workers in Sweden, influenced by demanding working conditions and resource constraints, affects individual well-being and patient care quality. Healthcare workers, including physicians, registered nurses, and nursing assistants, often work interdependently and share workplaces, yet are three completely different professions. Nonetheless, comprehensive studies comparing their psychosocial work environments are scarce; often focusing on healthcare workers either separately or as a homogenous group, but rarely comparative.
Aim
Utilising the job demands–resources model, this study investigated variations in the psychosocial work environment among Swedish healthcare workers. We wanted to identify how the antecedents of individual well-being, in the form of demands and resources, differed between healthcare workers.
Method
Data from the 2022 Longitudinal Occupational Health Survey for Health Care in Sweden were analysed; the participants included 7589 physicians, registered nurses, and nursing assistants. The analysis involved descriptive statistics, including measures of means and analysis of covariance (ANCOVA), employing the Bonferroni correction for multiple post hoc comparisons. The ANCOVA was also stratified by working factors, including years of work experience and employment within the private/public sector.
Results
The study revealed significant variations in how healthcare workers perceive their psychosocial work environment. Physicians faced the highest level of Quantitative Demands (mean (x̄) 3.15; 95% CI 3.11–3.19), while registered nurses reported the most Emotional Demands (x̄ 3.37; 95% CI 3.32–3.41). Nursing assistants had the highest grand means for the imbalance between Efforts and Rewards (Effort Reward Imbalance) (x̄ 1.49; 95% CI 1.49–1.49) and an imbalance between Work and Private Life (Work–Life Interference) (x̄ 3.20, 95% CI 3.15–3.25), along with limited resources. The stratified analysis showed that years of experience and the sector affected healthcare workers' perceptions of their psychosocial working environment. For example, registered nurses working in the private sector reported better working conditions than registered nurses working in the public sector. The situation for nursing assistants was reversed.
Conclusion
Psychosocial work environments are experienced differently between and within healthcare professions in Sweden. This study provides crucial insights for improving workplace conditions and consequently enhancing healthcare professionals’ well-being and quality of patient care.
Journal Article