The Experts below are selected from a list of 14022 Experts worldwide ranked by ideXlab platform

Saija Mauno - One of the best experts on this subject based on the ideXlab platform.

  • does organizational work family support benefit temporary and permanent employees equally in a work family conflict situation in relation to job satisfaction and Emotional Energy at work and at home
    Journal of Family Issues, 2017
    Co-Authors: Saija Mauno, Mervi Ruokolainen
    Abstract:

    This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and Emotional Energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on Emotional Energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished Emotional Energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

  • Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?
    Journal of Family Issues, 2016
    Co-Authors: Saija Mauno, Mervi Ruokolainen
    Abstract:

    This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and Emotional Energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on Emotional Energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished Emotional Energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

  • the buffering effect of coping strategies in the relationship between job insecurity and employee well being
    Economic & Industrial Democracy, 2014
    Co-Authors: Ting Cheng, Saija Mauno
    Abstract:

    The modern labour market features job insecurity (JI) as an unavoidable stressor. This study considers the influence of personal coping strategies by combining the conservation of resources with spillover theory. Do coping strategies buffer the negative effects of JI on well-being (work engagement, marital satisfaction and Emotional Energy at work and home)? A cybernetic coping scale distinguishes five coping strategies and a survey of 2764 Finnish employees reveals that changing the situation and symptom reduction buffer the negative effect of JI on Emotional Energy at work and home, respectively. Devaluation and accommodation have buffering tendencies in relation to work engagement and marital satisfaction. Thus, more engaged coping strategies reduce the negative effects of JI on employee well-being. Employees who use disengaged coping (i.e. avoidance) instead are less likely to remain engaged at work, such that frequent use of avoidance coping strengthens the negative relationship between JI and employ...

Mervi Ruokolainen - One of the best experts on this subject based on the ideXlab platform.

  • does organizational work family support benefit temporary and permanent employees equally in a work family conflict situation in relation to job satisfaction and Emotional Energy at work and at home
    Journal of Family Issues, 2017
    Co-Authors: Saija Mauno, Mervi Ruokolainen
    Abstract:

    This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and Emotional Energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on Emotional Energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished Emotional Energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

  • Does Organizational Work–Family Support Benefit Temporary and Permanent Employees Equally in a Work–Family Conflict Situation in Relation to Job Satisfaction and Emotional Energy at Work and at Home?
    Journal of Family Issues, 2016
    Co-Authors: Saija Mauno, Mervi Ruokolainen
    Abstract:

    This study examined whether work–family support (WF support) buffers permanent and temporary workers similarly against the negative effects of work–family conflict as regard job satisfaction and Emotional Energy level at work and at home. A total of 1,719 Finnish nurses participated in this study in 2009. The results revealed that high coworker WF support protected temporary workers against the negative effects of high work–family conflict on Emotional Energy at work. Furthermore, temporary workers with low coworker WF support were at greater risk of job dissatisfaction and diminished Emotional Energy at home than were their permanent colleagues in the presence of high work–family conflict. Temporary workers may benefit more from coworker WF support if they experience work–family conflict. This should be considered in developing family-friendly practices in organizations where temporary contracts are relatively common.

Tracey Otieno - One of the best experts on this subject based on the ideXlab platform.

  • understanding engagement science demonstrations and Emotional Energy
    Science Education, 2007
    Co-Authors: Catherine Milne, Tracey Otieno
    Abstract:

    Although beloved of some chemists and physicists, science demonstrations have been criticized for stifling inquiry and assisting teachers to maintain a power differen- tial between themselves and students in the classroom. This interpretive study reports the unexpected positive learning outcomes for urban science students in two chemistry classes that resulted from the use of science demonstrations during a unit on gas laws. Beginning withanexaminationofsciencedemonstrationsassitesofinteractions,researchersobserved greater student engagement and positive Emotional Energy, more sophisticated use by stu- dents of symbol systems associated with chemistry, and a greater willingness of students to move between description of the phenomena and submicroscopic explanations. Applying sociology of emotions to analysis of classroom conversations and actions, we examine the nature of engagement and propose explanations for the positive effect of science demon- strations on the engagement, Emotional Energy, and learning of students. C

Catherine Milne - One of the best experts on this subject based on the ideXlab platform.

  • understanding engagement science demonstrations and Emotional Energy
    Science Education, 2007
    Co-Authors: Catherine Milne, Tracey Otieno
    Abstract:

    Although beloved of some chemists and physicists, science demonstrations have been criticized for stifling inquiry and assisting teachers to maintain a power differen- tial between themselves and students in the classroom. This interpretive study reports the unexpected positive learning outcomes for urban science students in two chemistry classes that resulted from the use of science demonstrations during a unit on gas laws. Beginning withanexaminationofsciencedemonstrationsassitesofinteractions,researchersobserved greater student engagement and positive Emotional Energy, more sophisticated use by stu- dents of symbol systems associated with chemistry, and a greater willingness of students to move between description of the phenomena and submicroscopic explanations. Applying sociology of emotions to analysis of classroom conversations and actions, we examine the nature of engagement and propose explanations for the positive effect of science demon- strations on the engagement, Emotional Energy, and learning of students. C

Sabine A. E. Geurts - One of the best experts on this subject based on the ideXlab platform.

  • “What a match!”:the specific role of resources in the relation between demands and vigour in elite sport
    Wiley-Blackwell, 2020
    Co-Authors: Balk, Ya Yannick, Jan J De ,jonge, Oerlemans, Wgm Wido, Sabine A. E. Geurts
    Abstract:

    \u3cp\u3e The triple-match principle, as outlined by the Demand-Induced Strain Compensation (DISC) Model, states that resources are most effective when they match particular demands. The present study investigates the role of match in elite sport with regard to the relation between sport-related demands, sport-related resources, and vigour (i.e., physical strength, cognitive liveliness, and Emotional Energy). We hypothesised that moderating effects of resources on the relation between demands and vigour are most likely when there is a triple-match between demands, resources and vigour, followed by double-match and non-match. A cross-sectional survey study was conducted among 118 semi-professional and professional athletes (70 females, 48 males, M \u3csub\u3eage\u3c/sub\u3e = 24.7, SD = 6.5). Physical resources moderated (i.e., strengthened) the positive relation between physical demands and physical strength, whereas Emotional resources moderated (i.e., buffered) the negative relation between Emotional demands and Emotional Energy. Moderating effects of sport-related resources on the relation between sport-related demands and vigour occurred more often when there was a triple-match compared to when there was less match or no match at all. These findings indicate that, also in the domain of elite sport, resources do not randomly moderate the relation between demands and well-being. Implications and limitations of the study are discussed. \u3c/p\u3

  • “What a Match!”: The Specific Role of Resources in the Relation Between Demands and Vigour in Elite Sport
    Applied Psychology, 2019
    Co-Authors: Yannick A. Balk, Jan De Jonge, Wido G. M. Oerlemans, Sabine A. E. Geurts
    Abstract:

    The triple-match principle, as outlined by the Demand-Induced Strain Compensation (DISC) Model, states that resources are most effective when they match particular demands. The present study investigates the role of match in elite sport with regard to the relation between sport-related demands, sport-related resources, and vigour (i.e., physical strength, cognitive liveliness, and Emotional Energy). We hypothesised that moderating effects of resources on the relation between demands and vigour are most likely when there is a triple-match between demands, resources and vigour, followed by double-match and non-match. A cross-sectional survey study was conducted among 118 semi-professional and professional athletes (70 females, 48 males, M age = 24.7, SD = 6.5). Physical resources moderated (i.e., strengthened) the positive relation between physical demands and physical strength, whereas Emotional resources moderated (i.e., buffered) the negative relation between Emotional demands and Emotional Energy. Moderating effects of sport-related resources on the relation between sport-related demands and vigour occurred more often when there was a triple-match compared to when there was less match or no match at all. These findings indicate that, also in the domain of elite sport, resources do not randomly moderate the relation between demands and well-being. Implications and limitations of the study are discussed.