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This study aims to identify profiles of employees characterized by different configurations of performance, presenteeism, absenteeism, and counterproductive work behaviors and their generalizability within two distinct samples of workers. To assess the construct validity of the profiles, this research then investigates their association with two correlates related to the work recovery process (Sample 1: Sleeping difficulties and psychological detachment) and two other correlates related to employees' psychological well-being at work (Sample 2: Job satisfaction and work engagement). Finally, this study also considers the role played by employees' perceptions of colleagues, supervisor, and organizational support as well as emotional dissonance as predictors of profile membership (Sample 1). Latent profile analyses led to the identification of five profiles corresponding to a an Involved, Average (Maladaptive), Deviant-Presenteeism, Withdrawn (Presenteeism), and Problematic configuration of workplace behaviors. Low emotional dissonance and high perceived supervisor support, but not organizational or colleagues support, were generally associated with a higher likelihood of membership into the most desirable profiles, which also tended to display more desirable work recovery processes, and higher levels of job satisfaction and work engagement., Author(s): Nicolas Gillet [sup.1] [sup.2] [sup.4] , Alexandre J.S. Morin [sup.3] , Evelyne Fouquereau [sup.1] Author Affiliations: (1) grid.12366.30, 0000 0001 2182 6141, Université de Tours, , QualiPsy EE 1901, [...]

This study examined within-person and within-sample stability of need satisfaction profiles over a three-month period among a sample of 1319 nurses. This study also considered the implications of these profiles for employee functioning (vigor, need for recovery, and job satisfaction), as well as the role of perfectionism and job crafting in predicting profile membership. Results revealed four distinct need satisfaction profiles, which proved to have the same structure, and size, across measurement points. The dimensions of perfectionism and those of job crafting showed well-differentiated patterns of association with the profiles. Results also revealed that the key driver of the most adaptive functioning was the presence of balanced levels of global and specific need satisfaction of at least a moderate magnitude., Author(s): Tiphaine Huyghebaert-Zouaghi [sup.1] , Alexandre J.S. Morin [sup.2] , Jacques Forest [sup.3] , Evelyne Fouquereau [sup.4] , Nicolas Gillet [sup.4] Author Affiliations: (1) grid.11667.37, 0000 0004 1937 0618, Université [...]

The present research assessed the psychometric multidimensionality and criterion-related validity the Interpersonal Behaviours Questionnaire using the bifactor-exploratory structural equation modeling framework. Study 1 relied on a sample of 772 participants, and supported the superiority of a bifactor-ESEM representation compared to alternative representations. Ratings of need supportive and thwarting behaviors simultaneously reflected a global overarching need nurturing behaviors construct (rather than two separate need supportive and need thwarting behaviors), which co-existed with six specific dimensions (autonomy, competence, and relatedness need supportive and thwarting behaviors). These results were replicated in a second independent sample of 742 participants and across gender. Our findings supported the criterion-related validity of interpersonal behaviors in relation to positive affect, negative affect, and need fulfillment across samples and genders. We finally discuss the theoretical and practical implications of relying on the bifactor-ESEM framework when investigating need supportive and thwarting interpersonal behaviors., Author(s): István Tóth-Király [sup.1] [sup.2] , Alexandre J.S. Morin [sup.1] , Nicolas Gillet [sup.3] , Beáta Bothe [sup.4] , Lindsey Nadon [sup.1] , Adrien Rigó [sup.2] , Gábor Orosz [sup.2] [...]

Background and Objectives: This research relies on a combination of variable- and person-centered approaches to help improve our understanding of the dimensionality of job demands by jointly considering employees' global levels of job demands, exposure and their specific levels of exposure to challenge and hindrance demands. Design and Methods: We relied on a sample of 442 workers who completed a questionnaire twice over three months. Our analyses sought to identify the nature of the job demands profiles experienced by these workers, to document the stability of these profiles over time, and to assess their associations with theoretically-relevant outcomes (i.e., work engagement, job boredom, problem-solving pondering, work-related rumination, proactive health behaviors, and sleep quality and quantity). Furthermore, we examined whether these profiles and associations differed as a function of working remotely or onsite. Results: Five profiles were identified and found to be highly stable over time: Globally Exposed, Not Exposed, Not Exposed but Challenged, Exposed but Not Challenged, and Mixed. These profiles shared clear associations with all outcomes, with the most adaptive outcomes associated with the Exposed but Not Challenged profile, whereas the most detrimental ones were observed in the Mixed profile. However, none of these results differed across employees working onsite and those working remotely. Conclusions: These findings have theoretical and practical implications regarding the effects of work characteristics on employees' functioning. [ABSTRACT FROM AUTHOR]

This person-centred investigation seeks to understand the main configurations taken by four critical dimensions of work recovery experiences (i.e., relaxation, control, mastery, and psychological detachment) among distinct profiles of workers. Capitalizing on a sample of 442 employees who completed the same set of measures two times across a time interval of three months, we further investigate the longitudinal stability of these profiles and of their relations with a series of work-related predictors and well-being indicators. Our results revealed four profiles identical at both time points: Plugged In, Moderately Unplugged, Moderately Plugged In, and Unplugged. These profiles displayed a moderate to high level of within-person stability over time. Workaholism, personal life orientation, and colleagues' norms about the need to rapidly follow up on work-related messages were all found to be associated with profile membership. Levels of emotional exhaustion and somatization also differed across profiles. [ABSTRACT FROM AUTHOR]