Pozytywne emocje jako predyktor przystosowania pracy: mediacyjna rola przekonań o własnej skuteczności

Anna Rogala

Abstract

The main purpose of this dissertation was to identify variables and mechanisms responsible for the development of job crafting. Building on three theoretical models: Job Demands–Resources model (JD–R; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), Broaden–and–Build Theory of Positive Emotions (Fredrickson, 2001) and Social Cognitive Theory (Bandura, 2001) I hypothesized that 1) positive emotions predict job crafting, and 2) self–efficacy mediates the relationship between positive emotions and job crafting. In this dissertation, job crafting was defined within the JD–R model framework as the changes that employees make in their job demands and resources. According to this model, there are four job crafting dimensions, namely increasing structural job resources, increasing social job resources, increasing challenging job demands, and decreasing hindering job demands (Tims, Bakker, & Derks, 2012). I tested all hypotheses for each job crafting dimension separately. I verified these hypotheses in two longitudinal studies with three measurement points: Study 1 (N = 124) and Study 2 (N = 98). Both studies were carried out among employees who use information and communication technology in their daily work. In Study 2 an additional criterion was applied, namely working as a part of the team during majority of the week. In Study 1 I conceptualized all variables at an individual level (i.e., participant’s level). To include team work context in Study 2 I conceptualized both the independent variable and the mediator at the collective level (i.e., work team’s level). In Study 1 I verified the role of positive emotions at work, whereas in Study 2 I verified the role of collective flow at work as predictor of job crafting. Collective flow at work encompasses a wider context including not only the area of activity to which emotions are related to (work), but also their source (high level of challenges and skills) (Llorens, Salanova, & Rodríguez, 2013). Additionally, in Study 2 I also tested if direct and indirect (through the collective efficacy at work) effects of collective flow at work on job crafting are moderated by susceptibility to emotional contagion of positive emotions. Both studies were carried out online using a dedicated online surveys platform. Data analyses were conducted with regression analysis with bootstrapping using PROCESS macro for IBM SPSS Statistics (Hayes, 2013). The results of the studies indicate that both positive emotions at work (Study 1) and collective flow at work (Study 2) predict one of the job crafting dimensions namely, increasing challenging job demands. Results did not support the role of self–efficacy at work (Study 1) and collective efficacy at work (Study 2) as a mediator in the relationship between positive emotional states at work and job crafting. Additionally, data did not support the role of susceptibility to emotional contagion of positive emotions as a moderator, that was tested only in Study 2. These results are in line with the broaden hypothesis of Broaden–and–Build Theory of Positive Emotions (Fredrickson, 2001), according to which positive emotions broaden people’s thought–action repertoires. The limitations of the studies include, among others, high dropout rate, too broad conceptualization of self–efficacy at work and psychometric status of some of the used measures. Despite these limitations, obtained results have significant practical implications and can be a basis for potential interventions aiming to increase positive emotions at work
Diploma typeDoctor of Philosophy
Author Anna Rogala (Wydział Psychologii)
Anna Rogala,,
- Wydział Psychologii
Title in PolishPozytywne emocje jako predyktor przystosowania pracy: mediacyjna rola przekonań o własnej skuteczności
Languagepl polski
Certifying UnitWydział Psychologii (Wydział Psychologii)
Disciplinepsychology / (social studies) / (social studies)
Start date01-10-2011
Defense Date29-09-2017
End date29-09-2017
Supervisor Roman Cieślak (Wydział Psychologii)
Roman Cieślak,,
- Wydział Psychologii

Pages181
Keywords in Englishjob crafting, positive emotions at work, flow at work, self–efficacy, Job Demands–Resources model, Broaden–and–Build Theory of Positive Emotions, Social Cognitive Theory, emotional contagion
Abstract in EnglishThe main purpose of this dissertation was to identify variables and mechanisms responsible for the development of job crafting. Building on three theoretical models: Job Demands–Resources model (JD–R; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), Broaden–and–Build Theory of Positive Emotions (Fredrickson, 2001) and Social Cognitive Theory (Bandura, 2001) I hypothesized that 1) positive emotions predict job crafting, and 2) self–efficacy mediates the relationship between positive emotions and job crafting. In this dissertation, job crafting was defined within the JD–R model framework as the changes that employees make in their job demands and resources. According to this model, there are four job crafting dimensions, namely increasing structural job resources, increasing social job resources, increasing challenging job demands, and decreasing hindering job demands (Tims, Bakker, & Derks, 2012). I tested all hypotheses for each job crafting dimension separately. I verified these hypotheses in two longitudinal studies with three measurement points: Study 1 (N = 124) and Study 2 (N = 98). Both studies were carried out among employees who use information and communication technology in their daily work. In Study 2 an additional criterion was applied, namely working as a part of the team during majority of the week. In Study 1 I conceptualized all variables at an individual level (i.e., participant’s level). To include team work context in Study 2 I conceptualized both the independent variable and the mediator at the collective level (i.e., work team’s level). In Study 1 I verified the role of positive emotions at work, whereas in Study 2 I verified the role of collective flow at work as predictor of job crafting. Collective flow at work encompasses a wider context including not only the area of activity to which emotions are related to (work), but also their source (high level of challenges and skills) (Llorens, Salanova, & Rodríguez, 2013). Additionally, in Study 2 I also tested if direct and indirect (through the collective efficacy at work) effects of collective flow at work on job crafting are moderated by susceptibility to emotional contagion of positive emotions. Both studies were carried out online using a dedicated online surveys platform. Data analyses were conducted with regression analysis with bootstrapping using PROCESS macro for IBM SPSS Statistics (Hayes, 2013). The results of the studies indicate that both positive emotions at work (Study 1) and collective flow at work (Study 2) predict one of the job crafting dimensions namely, increasing challenging job demands. Results did not support the role of self–efficacy at work (Study 1) and collective efficacy at work (Study 2) as a mediator in the relationship between positive emotional states at work and job crafting. Additionally, data did not support the role of susceptibility to emotional contagion of positive emotions as a moderator, that was tested only in Study 2. These results are in line with the broaden hypothesis of Broaden–and–Build Theory of Positive Emotions (Fredrickson, 2001), according to which positive emotions broaden people’s thought–action repertoires. The limitations of the studies include, among others, high dropout rate, too broad conceptualization of self–efficacy at work and psychometric status of some of the used measures. Despite these limitations, obtained results have significant practical implications and can be a basis for potential interventions aiming to increase positive emotions at work

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