Beata Basińska

Job satisfaction in the multicultural environment of multinational corporations

Purpose – Since prior research into the effects of multiculturalism on job satisfaction in multinational corporations (MNCs) is rather scant and inconclusive, the purpose of this paper is to review the literature and explain why these results are inconsistent as well as propose a new model aimed at responding to these irregularities. Design/methodology/approach – In the narrative review of the prior research and the proposed model the authors discuss how multicultural settings influence job satisfaction. A Positive Organizational Scholarship (POS) lens is applied to the model. Findings – The effect of multiculturalism on job satisfaction is inconsistent, i.e. the authors concluded that multiculturalism may be positively related to the cognitive component, yet it appears to be negatively associated with the affective one. By applying a POS lens, the proposed model broadens the view on job satisfaction and its links with multiculturalism. Practical implications – The authors’ model suggests that managers in...

The role of rewards and demands in burnout among surgical nurses

ObjectiveJob rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees’ development as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards (and their absence) in burnout among surgical nurses.Materials and MethodsThe study was conducted in 2009 and 2010 with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome (Maslach Burnout Inventory). A cross-sectional, correlational study design was applied.ResultsNurses experienced the largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect). Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced personal achievement was explained by more demands and greater job security (small effect).ConclusionsExcessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too many resources are invested and career opportunities do not appear. These results may help to improve human resource management in the healthcare sector.

Fatigue and burnout in police officers: the mediating role of emotions

Purpose – The policing profession is associated with psychosocial hazard. Fatigue and burnout often affect police officers, and may impair the functioning of the organization and public safety. The relationship between fatigue and burnout may be modified by job-related emotions. While negative emotions have been extensively studied, the role of positive emotions at work is relatively less known. Additionally, there is insufficient knowledge about the role of the intensity of emotions. The purpose of this paper is to examine the role of job-related emotions in the relationship between fatigue and burnout in police officers. Design/methodology/approach – In all, 169 police officers (26 women) completed a test battery that assessed acute fatigue, burnout (Oldenburg Burnout Inventory: exhaustion and disengagement), and emotions (Job-related Affective Well-being Scale). Findings – Acute fatigue was associated more strongly with exhaustion than with disengagement. Low-arousal negative emotions partially mediate...

Psychometric properties of the polish version of the Job-related Affective Well-being Scale

ObjectivesThe aim of this study was to verify psychometric properties of the Polish version of the Job-related Affective Well-being Scale (JAWS). Specifically, theoretical 4-factor structure (based on the dimensions of pleasure and arousal) and reliability of the original — 20-item JAWS (van Katwyk et al., 2000) and the shortened — 12-item (Schaufeli and Van Rhenen, 2006) versions were tested.Material and MethodsTwo independent samples were analyzed (police officers, N = 395, and police recruits, N = 202). The Polish version of the original, 20-item, JAWS was used to measure job-related affective states across the past month (van Katwyk et al., 2000). This version of JAWS includes 2 dimensions: valence and arousal, which allow to assess 4 categories of emotions: low-arousal positive emotions, high-arousal positive emotions, low-arousal negative emotions and high-arousal negative emotions.ResultsThe results of multidimensional scaling analysis showed that the theoretical circumplex model of emotions underlining JAWS was satisfactorily reproduced. Also the hypothesized 4-factor structure of the Polish version of JAWS was confirmed. The 12-item version had better fit with the data than the original, 20-item, version, but the best fit was obtained for the even shorter, 8-item version. This version emerged from a multidimensional scaling of the 12-item version. Reliabilities of the 20- and 12-item versions were good, with lower values for the 8-item JAWS version.ConclusionsThe findings confirmed satisfactory psychometric properties of both Polish versions of the Job-related Affective Well-being Scale. Thus, when both psychometric properties and relevance for cross-cultural comparisons are considered, the 12-item JAWS is recommended as a version of choice.

Thriving in a Multicultural Workplace

Thriving at work is defined as the psychological state that links both a sense of vitality and learning. The vitality component of thriving may be seen as positive energy, while learning enhances a sense of competence and efficacy. Thriving sheds new light on individual psychological functioning and the experience of growth in the work context. Thriving at work promotes growth through playing an active role in interaction with other people. In particular, thriving can offer a positive insight into social interactions at work and the subjective well-being of employees in a multicultural work setting.

Intercultural interactions in multinational subsidiaries

The purpose of this paper is to show how individuals perceive the quality of intercultural interactions at work in multinational subsidiaries and to address the question of what actually prevails in their accounts, i.e., “the dark side” or “the bright side.”,The authors report the findings from five subsidiaries located in Poland and interviews with 68 employees of these companies.,The “bright side” dominated the interviewees’ accounts. The phenomenon of high social identity complexity or common in-group identity can help explain the findings. The results also shed some new light on the associations between the context of subsidiaries and the perception of the quality of intercultural interactions.,The paper contributes to the literature on cultural diversity and intercultural interactions in multinational subsidiaries. As the “bright side” of interactions was emphasized in the interviews, it particularly supports positive cross-cultural scholarship studies. Yet the explorative research does not allow for a broader generalization of the results.,Managers of multinational corporations (MNCs) should do the following: shape the context of MNCs to influence the dynamics of intercultural interactions and the way they are seen by their employees; emphasize common in-group identity to help their employees to adopt more favorable attitudes toward intercultural interactions; look for individuals with multicultural identity who display more positive approaches to intercultural contacts; place emphasis on recruiting individuals fluent in the MNC’s functional language; offer language training for the staff; and recruit employees with significant needs for development who will perceive more opportunities in intercultural contacts.,The research demonstrates that the multicultural workplace of MNCs may be recognized by employees as activating the positive potential of the individuals and organizations that make up a society.,The accounts of intercultural interactions are analyzed to illuminate some significant foundations of how individuals perceive such interactions. The study provides a qualitative lens and highlights the positive approach to intercultural interactions. It may redress the imbalance in prior research and satisfy the need for positive cross-cultural scholarship.

Job Demands, Engagement, and Turnover Intentions in Polish Nurses: The Role of Work-Family Interface

Background: Poland has lower ratios of employed registered nurses per 1,000 inhabitants than the EU average. Polish nurses work under miserable conditions without assisting personnel, and they reconcile their professional demands with responsibilities for their families; 96% of them are women. Rationale/Aims: This study uses Hobfoll’s conservation of resources (CORs) theory to explain the role of various resources in the improvement of work conditions in the nursing profession. Work-family conflict (WFC) and family work conflict (FWC) threaten to deplete nurses’ resources. This paper set out to (1) examine the extent to which perceived job demands (workload and interpersonal conflicts at work) and engagement (vigor, dedication, and absorption) are associated with turnover intentions (the intention to leave the present workplace and the intention to leave the nursing profession); (2) attempt to determine whether levels of WFC and FWC moderate these associations. Design/Method: This study comprised 188 female registered nurses. The inclusion criterion was to live with a partner and/or have children. Results: WFC was moderately related to FWC. Hierarchical regression analyses showed that only high job demands and low vigor were significantly associated with turnover intentions. WFC was experienced more intensively than FWC. Job demands, vigor, dedication, and turnover intentions had a strong effect on WFC, while absorption had a strong effect on FWC. However, levels of WFC and FWC did not significantly moderate these associations. Originality/Conclusion: The study produces new knowledge by examining a constellation of job demands, work engagement and WFC, which reflect the management of personal resources. Results from such a constellation in nurses from countries with a post-transformational economic system have not previously been discussed in the light of COR theory. Most importantly, we conclude that WFC does not intensify turnover intentions.

Individual Resources and Intercultural Interactions

The work environment in multinational corporations (MNCs) is specific and demanding including intercultural interactions with co-workers and clients and using a foreign language. Some individual resources can help in dealing with these circumstances. Individual resources refer to personal dispositions, competencies and prior experiences. With regard to previous studies, a caravan of personal resources, namely Psychological Capital (Luthans et al., Pers Psychol 60(3): 541–572, 2007), can reveal the source of inconsistencies in results in a multicultural work setting.

Psychosocial risks associated with the profession of train driver

Excellent competencies as well as a good physical and mental health are required in train drivers’ profession. Despite the changes in the structure of employment the train drivers above 46 years and job tenure longer than 30 years are the largest group. The generation gap is becoming more pronounced, and its fulfilment will not be easy. It is related not only to training of new personnel but also promotion of healthy work environment focus on reducing occupational stress. The aim of study was twofold. Firstly, identification of psychosocial risks and sources of occupational stress in relation to health of employees will be performed. Secondly, the methods of reducing with occupational stress in train drivers’ profession will be indicated. In study presented here the qualitative method was applied. We have conducted the focused group interview among train drivers and instructors. The results have shown that more important source of occupational stress were the failure of the material factor, workload, role conflict, working time and care of trainees. Results of our previous study based on the individual reviews have indicated that traumatic stress associated with fatal incidents and people under train were significant occupational risk in train drivers’ profession. Organizational resources such as competencies and knowledge of experience train drivers can be helpful in health promotion and development of methods reducing occupational risk. Safety climate, risk assessment, and the acquisition of new personnel require new actions and improvement. Management style more focused on the human factor should be preferred.

Reply to Maarit Johnson's Letter to the Editor

We are writing in response to the Letter to the Editor from Maarit Johnson regarding our article “Exploring the factor structure and the validity of the abbreviated Basic and Earning self-esteem Scales” (Dåderman & Basinska, 2013), and appreciate her interest in our work. We are happy that she welcomed our approach, which aimed to psychometrically investigate the informal abbreviated Basic and Earning Self-Esteem Scales (SES). We know that no formal manual of either longer or abbreviated versions of these SES has been published to date. In our study, we have shown that the abbreviated version of the Basic SES is one dimensional, while the abbreviated version of the Earning SES is two dimensional. The former result differs from and the latter result is in line with the earlier findings of the scales’ authors, who used the longer versions. In her letter, Johnson questions two main issues: (a) our understanding of the theory underlying the development of the longer (i.e. original) versions of the Basic and Earning SES, as well as the role of earning SE; and (b) the selection of items for the abbreviated scales. We find these statements very strange. We will begin with the latter issue because it requires only a formal clarification and then we will focus on the former issue as it is important for a broader set of researchers. We translated abbreviated versions of the scales using items that were selected by Johnson. The following written information was accompanied by the abbreviated version of the Basic SES (16 items) and abbreviated version of the Earning SES (12 items): “Items for the shortened scales were selected partly on the basis of multiple R squared and on the basis of the highest factor loadings on various factors (Earning three factors, Basic two factors)” (Personal Communication, 17 December 2003). It is exactly these abbreviated versions that were used previously by the first author (e.g. Dåderman, 2009), and by her students in their theses (e.g. Nilvang, 2005). These abbreviated versions were translated into Polish and evaluated psychometrically in our article. There was no reason for us to select other items because Johnson has already created the abbreviated versions of the SES, based on her published and unpublished research. In our article, we focused on items from the abbreviated versions of the SES, and, by analysing the content of these items, we could not clearly see any of the psychodynamic influences that, according to the authors of the scales, the items should express. We could see that the Basic SES contained global items (such as “I feel safe”), while the Earning SES contained two kinds of items: (a) those that expressed high ambition (such as “I always dedicate myself 100% to things”) and (b) those that expressed others’ appraisal (such as “I find it troublesome to fail with a task”). High correlations were shown (.78 and .81) between the Basic SES and Rosenberg’s measure of a global SE (see Dåderman & Basinska (2013, p. 10) and Nilvang (2005, p. 28), respectively). These correlations suggest almost perfect multicollinearity, that is, these two global scales are very Nordic Psychology, 2014 Vol. 66, No. 3, 233–235, http://dx.doi.org/10.1080/19012276.2014.964957 REPLY