Thomas Kalliath

Polychronicity and the Inventory of Polychronic Values (IPV)

The ten‐item Inventory of Polychronic Values (IPV), a psychometric measure of polychronicity (the extent to which people in a culture prefer to be engaged in two or more tasks or events simultaneously and believe their preference is the best way to do things), was developed using data from 11 samples (N = 2,190) collected from bank employees, undergraduate students, hospital personnel, dentists and their staffs, and state agency managers. Principal components, alpha, correlation, and confirmatory factor analyses supported the IPV in its internal consistency, test‐retest reliability, content adequacy, construct validity (both discriminant and convergent), and nomological validity.

Family-Responsive Interventions, Perceived Organizational and Supervisor Support, Work-Family Conflict, and Psychological Strain

With the increased representation of women in the labor market and an associated growth in the proportion of dual-earner families, individuals and organizations in many countries are confronted with the challenge of managing the balance between work, family, and personal life (Aryee, Fields, & Luk, 1999; Boyar, Maertz, Pearson, & Keough, 2003; Elloy & Smith, 2003). This challenge has been discussed in the literature for over 20 years, and many organizations have put in place initiatives to assist their employees in maintaining a balance between work and family lives (Frone, 2003). These interventions are generally aimed at facilitating flexibility and supporting employees with child care, although recently elder care support also has received some attention. Numerous strategies have been implemented by organizations to alleviate the negative impact of interference between work and family commitments and responsibilities, which is typically referred to as work-family conflict (Frone, 2003). However, there is a paucity of empirical research examining the effects of organizational policies and initiatives on employees, and especially the mechanisms by which these practices influence employee psychological well-being.

Job satisfaction among nurses: a predictor of burnout levels.

Objective This study assessed the impact of differential levels of job satisfaction on burnout among nurses, hypothesizing that higher levels of job satisfaction predict lower levels of burnout. Background Social environmental factors of the workplace arising from organizational restructuring cost containment strategies, diminishing resources, and increasing responsibilities, cause highly stressed, burned out nurses to leave the profession. Methods This study used the Maslach Burnout Inventory (MBI) to measure emotional exhaustion, depersonalization, and personal accomplishment. The job satisfaction scale of Katzell et al was used to measure overall job satisfaction. Statistical tests for significance used were Confirmatory Factor Analysis, Structural Equation Modeling, the χ2 statistic, Root Mean Square Error of Approximation, Goodness of Fit Index, and Comparative Fit Index. Results The findings show that job satisfaction has a significant direct negative effect on emotional exhaustion, whereas emotional exhaustion has a direct positive effect on depersonalization. A significant indirect effect was seen of job satisfaction on depersonalization via exhaustion. The path coefficient shows that job satisfaction has both direct and indirect effects on burnout, confirming job satisfaction as a significant predictor of burnout. Implications Collaborative efforts between nurses, administrators, and educators to research and test practical models to improve job satisfaction may work as an antidote to burnout.

A Confirmatory Factor Analysis of the Competing Values Instrument

The competing values framework (CVF) formulated by Quinn and his colleagues was developed to specify the criteria of organizational effectiveness and was later used to study a wide range of organizational phenomena such as culture and change. We extend this work by using structural equations modeling (LISREL) to (a) test the CVF and (b) refine a scale that identifies the extent to which managers and other organizational constituencies use the framework’s criteria to evaluate organizational effectiveness. Based on a sample of 300 hospital managers and supervisors, with one exception, our results support the CVF. Moreover, scores on the scale developed to measure the CVF criteria yield excellent validity and reliability estimates.

A test of value congruence effects

This study investigated value congruence effects on organizational commitment and job satisfaction. We used the competing values framework to measure values, and response-surface methodology employing polynomial regression equations to investigate congruence effects. Our sample, 1,358 hospital employees, made judgments about their personal preferences for the four competing value sets—internal process, open systems, rational goal, and human relations. They also rated how much the same values were operating in the organization. We predicted that organizational commitment and job satisfaction would be maximized when a ‘match’ or ‘congruence’ occurred between the two component value measures. We evaluated congruence effects using the following criteria: (1) the proportion of variance explained by the overall equation was significant; (2) the quadratic and interaction terms were significant individually and as a set, and their signs were in the right direction; (3) the implied constraints were valid; and (4) no higher-order terms beyond those indicated by the model were significant. The results indicated that although quadratic and interaction components were present in all eight models, they were weak in their support for congruence. The studys findings suggested that congruence effects were relatively unimportant compared to main effects in explaining variance in organizational commitment and job satisfaction, at least in the large organization we investigated in this study. Copyright

A test of the Maslach Burnout Inventory in three samples of healthcare professionals

Structural equation modelling with LISREL was used to investigate the factor structure of the Maslach Burnout Inventory (MBI). Emotional exhaustion was the most robust of the MBIs three factors, followed by depersonalization, while the personal accomplishment factor performed weakly. A new measurement model was developed in a sample of 197 nurses consisting of the emotional exhaustion and depersonalization dimensions, which were measured with five and two empirical MBI indicators, respectively. A test of invariance of the two-factor model across three samples (i.e. one calibration sample of nurses, and two validation samples consisting of hospital laboratory technicians and hospital managers with an effective sample size of 445) produced a good fit for the proposed two-factor model. Assessment of psychometric properties of the two-factor model produced (1) internal consistencies comparable to those reported in the literature for the MBIs originally specified emotional exhaustion and depersonalization scales, and (2) correlations with criterion variables that were all in the expected direction and magnitude, comparable to those produced by the originally specified scales. Theoretical implications for the use of the two-factor model in burnout research are discussed.

Work/family conflict, psychological well‐being, satisfaction and social support: a longitudinal study in New Zealand

A survey of employed workers was conducted at two time periods to assess relationships between work‐family conflict, well‐being, and job and family satisfaction, along with the role of social support from work colleagues and family members. Levels of work‐to‐family interference (WFI) were found to be uniformly higher than family‐to‐work interference (FWI). However, at each time period FWI showed more consistent negative relationships with well‐being and satisfaction, indicating that family‐to‐work interference may have a greater bearing on employees’ affective reactions. There were few cross‐time relationships between work‐family conflict and these reactions, which suggests that the association of work‐family conflict with well‐being and satisfaction may be time‐dependent. Although there was some evidence that social support from work colleagues moderated the relationship of WFI with psychological strain and family satisfaction, family support did not display a consistent moderator influence. Instead, both forms of support tended to exhibit direct (rather than moderator) relationships with the outcome variables. Implications of the findings for research and interventions are discussed.

Work–life balance: A review of the meaning of the balance construct

Although the term work–family/life balance is widely employed, an agreed definition of this term has proved elusive. Instead, an array of definitions and measures populate the literature. The variety of work–life definitions and measures provide limited value for both the theoretical advancement of the construct and for practical human resource (HR) interventions. In this article, we review six conceptualisations of work–life balance found in the literature: (1) multiple roles; (2) equity across multiple roles; (3) satisfaction between multiple roles; (4) fulfilment of role salience between multiple roles; (5) a relationship between conflict and facilitation; and (6) perceived control between multiple roles. Based on our review of this research we identify the two primary features of the work–life balance definitions and propose a new definition of this construct.

Validation of the Job Demands-Resources model in cross-national samples: Cross-sectional and longitudinal predictions of psychological strain and work engagement

The Job Demands-Resources (JD-R) model proposes that employee health and performance are dependent upon direct and interacting perceptions of job demands and job resources. The JD-R model has been tested primarily with small, cross-sectional, European samples. The current research extends scholarly discussions by evaluating the full JD-R model for the prediction of psychological strain and work engagement, within a longitudinal research design with samples of Australian and Chinese employees (N = 9404). Job resources (supervisor support and colleague support) accounted for substantial variance, supporting the motivational hypothesis of the JD-R model. However, minimal evidence was found for the strain hypothesis of the JD-R model. The interactions of job demands and job resources were not evident, with only one from 16 interaction tests demonstrating significance. We discuss explanations for our findings. The implications of testing western-derived organizational behavior theories among employees employed in Asian regions, especially in regard to the increasing ‘westernization’ of many Asian organizations and their employees, are also discussed.

Achieving employee wellbeing in a changing work environment: An expert commentary on current scholarship

Purpose - The purpose of this expert commentary is to provide an overview of current scholarship on changes occurring in the work environment and its impact on employee wellbeing. The commentary touches on frontier issues such as measurement of healthy work environment, positive and negative changes in work environment influencing employee wellbeing, link between employee productivity and wellbeing, challenges in converting theory into practice, sustainable organizational behavior, workplace wellness, and several other issues germane to the special issue. Design/methodology/approach - The expert commentary explicates the current state of scholarship in relation to the theme of the special issue. The design of the expert commentary, a scholarly conversation between the Guest Editors and University Distinguished Professor Ellen Ernst Kossek, provides an easy to access summary of the current knowledge in the area. This format is intended to inform readers of Findings - The expert commentary provides a gist of key findings in the extant area of research, serving to inform readers about what we know, do not know, and fruitful areas for further enquiry. Originality/value - It provides an overview of current knowledge in the area.