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See detailItem response theory and differential test functioning analysis of the HBSC-Symptom-Checklist across 46 countries
Heinz, Andreas UL; Sischka, Philipp UL; Catunda, Carolina UL et al

in BMC Medical Research Methodology (2022), 22(253),

Background The Symptom Checklist (SCL) developed by the Health Behaviour in School-aged Children (HBSC) study is a non-clinical measure of psychosomatic complaints (e.g., headache and feeling low) that ... [more ▼]

Background The Symptom Checklist (SCL) developed by the Health Behaviour in School-aged Children (HBSC) study is a non-clinical measure of psychosomatic complaints (e.g., headache and feeling low) that has been used in numerous studies. Several studies have investigated the psychometric characteristics of this scale; however, some psychometric properties remain unclear, among them especially a) dimensionality, b) adequacy of the Graded Response Model (GRM), and c) measurement invariance across countries. Methods Data from 229,906 adolescents aged 11, 13 and 15 from 46 countries that participated in the 2018 HBSC survey were analyzed. Adolescents were selected using representative sampling and surveyed by questionnaire in the classroom. Dimensionality was investigated using exploratory graph analysis. In addition, we investigated whether the GRM provided an adequate description of the data. Reliability over the latent variable continuum and differential test functioning across countries were also examined. Results Exploratory graph analyses showed that SCL can be considered as one-dimensional in 16 countries. However, a comparison of the unidimensional with a post-hoc bifactor GRM showed that deviation from a hypothesized one-dimensional structure was negligible in most countries. Multigroup invariance analyses supported configural and metric invariance, but not scalar invariance across 32 countries. Alignment analysis showed non-invariance especially for the items irritability, feeling nervous/bad temper and feeling low. Conclusion HBSC-SCL appears to represent a consistent and reliable unidimensional instrument across most countries. This bodes well for population health analyses that rely on this scale as an early indicator of mental health status. [less ▲]

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See detailThe relationship between COVID-19 countermeasures at the workplace and psychological well-being. Findings from a nationally representative sample of Luxembourgish employees
Sischka, Philipp UL; Schmidt, Alexander F.; Steffgen, Georges UL

in Current Psychology (2022)

The COVID-19 pandemic has massively changed people’s working lives all over the world. While various studies investigated the effects from pandemic-induced unemployment and telecommuting, there is a lack ... [more ▼]

The COVID-19 pandemic has massively changed people’s working lives all over the world. While various studies investigated the effects from pandemic-induced unemployment and telecommuting, there is a lack of research regarding the impact of workplace COVID-19 countermeasures on well-being and mental health for employees who are still working on site. Thus, the aim of the present study was to investigate the prevalence of workplace COVID-19 countermeasures in organizations in Luxembourg. A person-centered approach was applied in order to explore how employees’ psychological well-being and health (i.e., general psychological well-being, vigor, work satisfaction, work-related burnout, somatic complaints, fear of COVID-19 infection) are impacted by organizational countermeasures and whether there are certain employee groups that are less protected by these. Results of a latent class analysis revealed four different classes (Low level of countermeasures, Medium level of countermeasures, High level of countermeasures, High level of countermeasures low distance). Employees working in a healthcare setting were more likely than employees working in a non-healthcare setting to be members of the High level of countermeasures low distance class. Class membership was meaningfully associated with all well-being outcomes. Members of the High level of countermeasures class showed the highest level of well-being, whereas Members of the Low level of countermeasures class and the High level of countermeasures low distance class showed the lowest level of well-being. Policy makers and organizations are recommended to increase the level of COVID-19 countermeasures as an adjunctive strategy to prevent and mitigate adverse mental health and well-being outcomes during the COVID-19 pandemic. [less ▲]

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See detailQuality of Work and Quality of Employment Profiles and their longitudinal impact on well-being
Sischka, Philipp UL; Fernandez de Henestrosa, Martha UL; Steffgen, Georges UL

Scientific Conference (2022, July 06)

Many studies on job quality operationalize job quality as a composite indicator (Munoz de Bustillo et al., 2011) and investigate its link with different well-being outcomes or investigate the incremental ... [more ▼]

Many studies on job quality operationalize job quality as a composite indicator (Munoz de Bustillo et al., 2011) and investigate its link with different well-being outcomes or investigate the incremental effects of specific job characteristics on well-being. However, these variable-centered approaches on job quality ignore the fact that certain job characteristic configurations cluster in specific employee groups (Van Aeren et al., 2014). Thus, the current longitudinal study employs a person-centered approach (i.e., latent profile and transition analysis (LPA/LTA), e.g., Spurk et al., 2020) to identify groups of employees that show different job characteristic profiles (over time). Data were collected via CATI or CAWI within a stratified random sample from Luxembourg’s working population (nWave 1 = 1,689; nWave 2 = 848). The survey contains eleven quality of work and six quality of employment dimensions that were used as indicators for the latent profile analysis. Moreover, the survey contains different mental health and work-related attitudinal outcomes. Fit indices and substantive interpretability/utility were jointly considered to determine the number of profiles. To explore the relationships between the latent categorical variable and the other variables, we followed the three-step procedure (e.g., Asparouhov & Muthén, 2014) LPA revealed five profiles, i.e., poor working conditions (1), medium working conditions, high work intensity (2), high working conditions, medium work intensity (3), high working conditions, high work intensity and physical demands (4), medium working conditions, low work intensity (5). Cross-sectionally, these profiles were meaningfully linked with mental and attitudinal outcomes. LTA suggests the stability of these profiles within one year, with varying impact depending on mental health and work-related attitudinal outcome. Scholars and policy makers need to be aware of job characteristic configurations. To promote employee’s well-being organizations and policy makers need to redesign the ecological contexts of working conditions depending on its profiles. [less ▲]

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See detailArbeitnehmer in Luxemburg wünschen sich verstärkt eine Reduktion ihrer vertraglichen Arbeitszeit
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2022)

Im Rahmen dieser Newsletter wird aufgezeigt, wie sich die gewünschte Wochenarbeitszeit von Arbeitnehmern sowie die Differenz zwischen gewünschter Wochenarbeitszeit und vertraglicher Wochenarbeitszeit in ... [more ▼]

Im Rahmen dieser Newsletter wird aufgezeigt, wie sich die gewünschte Wochenarbeitszeit von Arbeitnehmern sowie die Differenz zwischen gewünschter Wochenarbeitszeit und vertraglicher Wochenarbeitszeit in den vergangenen Jahren in Luxemburg entwickelt haben. Dabei zeigt sich, dass der Anteil an Arbeitnehmern, die gerne weniger arbeiten würden, zwischen 2018 und 2021 deutlich gestiegen ist (von 32,8% auf 43,9%). Die Arbeitnehmer, die gerne weniger pro Woche arbeiten würden, möchten im Durchschnitt etwa 8 Stunden weniger arbeiten. Diese Entwicklungen fallen jedoch differenziert nach verschiedenen Arbeitnehmer-Gruppen unterschiedlich aus. So wünschen sich Arbeitnehmer im Vergleich zu Arbeitnehmerinnen konstant eine längere Arbeitszeit. Differenziert nach Alter, sind es vor allem die ältesten Arbeitnehmer, die sich im Durchschnitt die kürzeste Wochenarbeitszeit wünschen. Arbeitnehmer, die gerne weniger arbeiten würden, berichten tendenziell auch über schlechtere Arbeitsbedingungen im Vergleich zu Arbeitnehmern, deren gewünschte Arbeitszeit mit ihrer vertraglichen Arbeitszeit übereinstimmt. Auch berichten Arbeitnehmer, die gerne weniger pro Woche arbeiten würden, über ein geringeres Wohlbefinden. [less ▲]

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See detailLatent classes of workplace bullying exposure and perpetration and their links to personality, power and social status
Sischka, Philipp UL

Scientific Conference (2022, June 03)

Just like many school aggression researchers (see the review of studies in Olivier et al., 2021; Smith & Steffgen, 2013), many scholars investigating workplace bullying assume the existence of four ... [more ▼]

Just like many school aggression researchers (see the review of studies in Olivier et al., 2021; Smith & Steffgen, 2013), many scholars investigating workplace bullying assume the existence of four classes of employees: Uninvolved employees, victims, perpetrator, and provocative victims (also called ‘bully-victims’; e.g., Zapf & Einarsen, 2020). Yet, empirical evidence supporting these four classes is lacking so far. Instead, studies on workplace bullying mostly focused solely on the victim perspective (Einarsen et al., 2020; see also the review of studies in Gupta et al., 2020), while far less studies investigate the perpetrator perspective (see the enumerated studies in Nielsen & Einarsen, 2018). Only some studies include both perspectives (e.g., Baillien et al., 2016; Fernández-del-Río et al., 2021; Sischka et al., 2021). However, these studies applied a variable-centered approach and treated workplace bullying exposure and perpetration as separate variables. Thus, they tell us little about the interplay of workplace bullying exposure and perpetration. The current study employs a person-centered approach (i.e., latent class analysis) to identify groups of employees that show different patterns of workplace bullying involvement. Moreover, the current study aims to identify predictors of latent class membership. We investigate the individual disposition hypothesis (Nielsen & Einarsen, 2018), assuming that individual characteristics such as personality traits may be related to being involved in bullying and could therefore be typifying features of workplace bullying groups. Moreover, according to some researchers in workplace bullying, individual characteristics such as certain personality traits (big five dimensions, trait aggression, dominance) are particularly appropriate to identify and distinguish workplace bullying subgroups (Matthiesen & Einarsen, 2007; see also Nielsen et al., 2017). On the other hand, power and social status represent enabling structures (Salin, 2003) of workplace bullying, and power imbalance is often seen as a defining feature of workplace bullying (Einarsen et al., 2020). To test our hypotheses, we recruited participants via Amazon’s Mechanical Turk (MTurk; Buhrmester et al., 2011; Crump et al., 2013) to participate in an online survey. The final sample contained 1,492 respondents (53.8% females, n = 802), with ages ranging from 19 to 77 (M = 40.2, SD = 10.8). Most respondents worked full time (91.2%, n = 1,360). The survey contained the Short-Negative Acts Questionnaire (S-NAQ; Notelaers et al., 2019) that was applied from the victim as well as from the perpetrator perspective. Furthermore, we assessed the big five with the Mini-IPIP (Donnellan et al., 2006), trait aggression with the brief aggression questionnaire (Webster et al., 2014), and dominance with the domineering subscale of the Inventory of Interpersonal Problems (Soldz et al., 1995). Moreover, power and social status were assessed with a newly developed bipartite measure of social hierarchy (Yu et al, 2019). Latent class analysis was employed. Statistical fit indices, substantive interpretability and utility, as well as classification diagnostics were jointly considered to determine the number of workplace bullying classes. To explore the relationships between the latent categorical variable and the other variables (i.e., personality traits, power and social status), we followed the three-step procedure (e.g., Asparouhov & Muthén, 2014). Latent class analysis revealed four classes, i.e., (1) mild bullying involvement, (2) bully-victims (3) non-involved and (4) victims. These classes were meaningfully linked with the big five dimensions, trait aggression, dominance, power and social status. Specifically, bully-victims scored high on extraversion, neuroticism, trait aggression, dominance, power and low on status, agreeableness, conscientiousness and openness. Victims on the other hand scored also high on neuroticism and – compared with non-involved – lower on agreeableness, conscientiousness and openness and higher on trait aggression and dominance. Victims showed the lowest levels of extraversion and status. The present study implements a cross-sectional design precluding a causal interpretation. Moreover, only self-reported measures were employed. Thus, especially indicators of workplace bullying perpetration might be influence by social desirability. Scholars and policy makers need to be aware of different patterns of being involved in workplace bullying in order to create effective interventions. Personality factors as well as power and social status are important correlates of workplace bullying involvement. The current study is the first that investigates workplace bullying from a target and a perpetrator perspective by employing a person-centered approach (i.e., latent class analysis). [less ▲]

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See detailNimmt die Beschäftigungsqualität in Luxemburg ab?
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2022)

Im Rahmen dieser Newsletter wird aufgezeigt wie sich die verschiedenen Dimensionen der Beschäftigungsqualität in den vergangenen 6 Jahren in Luxemburg entwickelt haben. Dabei zeigt sich, dass die ... [more ▼]

Im Rahmen dieser Newsletter wird aufgezeigt wie sich die verschiedenen Dimensionen der Beschäftigungsqualität in den vergangenen 6 Jahren in Luxemburg entwickelt haben. Dabei zeigt sich, dass die Einkommenszufriedenheit und die wahrgenommenen Ausbildungsmöglichkeiten über die Zeit insgesamt eher abgenommen, und die Work-Life-Konflikte zugenommen haben. Diese Entwicklungen fallen differenziert nach verschiedenen Arbeitnehmer-Gruppen unterschiedlich aus. Beispielsweise haben Work-Life-Konflikte bei Arbeitnehmerinnen stärker zugenommen als bei Arbeitnehmern. Arbeitnehmer mit Kindern wiederum berichten im Vergleich zu Arbeitnehmer ohne Kinder über einen Rückgang der Beförderungsmöglichkeiten. Arbeitnehmer in staatlichen Organisationen weisen über die Zeit konstant höhere Werte bei Einkommenszufriedenheit, Ausbildungsmöglichkeiten und Arbeitsplatzsicherheit auf, im Vergleich zu Arbeitnehmern in privaten Unternehmen oder sonstigen Organisationen. Ergänzend zeigt sich, dass die Dimensionen der Beschäftigungsqualität mit verschiedenen Wohlbefindens-Dimensionen assoziiert sind. Insbesondere weisen höhere Work-Life-Konflikte Zusammenhänge mit geringerer Arbeitsmotivation, geringerer Arbeitszufriedenheit und geringerem generellem Well-Being, sowie erhöhtem Burnoutniveau und verstärkten Gesundheitsproblemen auf. [less ▲]

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See detailWorking conditions of young people in Luxembourg - a health perspective
Sischka, Philipp UL; Steffgen, Georges UL

in Heinen, Andreas; Samuel, Robin; Vögele, Claus (Eds.) et al Wohlbefinden und Gesundheit im Jugendalter - Theoretische Perspektiven, empirische Befunde und Praxisansätze (2022)

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See detailDifferent forms of workplace bullying involvement and its link to personality, power, social status and well-being
Sischka, Philipp UL; Klingler, Fabrice; Wehage, Mattea et al

Scientific Conference (2021, November 05)

Workplace bullying research is dominated by a victim perspective that is investigated with variable-centered approaches. Thus, we know little about the interplay of bullying exposure and perpetration. The ... [more ▼]

Workplace bullying research is dominated by a victim perspective that is investigated with variable-centered approaches. Thus, we know little about the interplay of bullying exposure and perpetration. The current study employs a person-centered approach to identify employees that show different patterns of workplace bullying involvement. Moreover, the current study aims to identify predictors and outcomes of latent class membership. Self-reported online survey data were collected among employees with different working backgrounds (N = 1,492) via Amazon’s Mechanical Turk. Latent class analysis revealed four classes, i.e., (1) mild bullying involvement, (2) bully-victims (3) non-involved and (4) victims. These classes were meaningfully linked with the big five dimensions, trait aggression, dominance, power and social status, as well as vigor and burnout. Specifically, bully-victims scored high on extraversion, neuroticism, trait aggression, dominance, power, burnout and low on status, agreeableness, conscientiousness, openness, and vigor. Victims on the other hand scored also high on neuroticism and – compared with non-involved – lower on agreeableness, conscientiousness and openness and higher on trait aggression, dominance and burnout. Victims showed the lowest levels of extraversion and status. Scholars and policy makers need to be aware of different patterns of being involved in workplace bullying in order to create effective interventions. [less ▲]

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See detailThe cross-country validation of the WHO 5 well-being index with item response theory and the alignment procedure
Sischka, Philipp UL

Scientific Conference (2021, September 08)

The five-item World Health Organization Well-Being Index (WHO-5) is a frequently used brief stan- dard measure in large-scale cross-cultural clinical studies. Despite its frequent use, some psychometric ... [more ▼]

The five-item World Health Organization Well-Being Index (WHO-5) is a frequently used brief stan- dard measure in large-scale cross-cultural clinical studies. Despite its frequent use, some psychometric questions remain that concern the choice of an adequate item response theory (IRT) model, the evaluation of reliability at important cutoffpoints, and most importantly the assessment of measurement invariance across countries. Data from the 6 th European Working Condition survey (2015) were used that collected nationally representative samples of employed and self-employed individuals ( N = 43,469) via computer-aided personal interviews across 35 European countries. An in-depth IRT analysis was conducted for each country, testing dif- ferent IRT assumptions (e.g., unidimensionality), comparing different IRT-models, and calculating reliabilities. Furthermore, measurement invariance analysis was conducted with the recently proposed alignment procedure. The graded response model fitted the data best for all countries. Furthermore, IRT assumptions were mostly fulfilled. The WHO-5 showed overall and at critical points high reliability. Measurement invariance anal- ysis revealed metric invariance but discarded scalar invariance across countries. Analysis of the test characteristic curves of the aligned graded response model indicated low levels of differential test functioning at medium levels of the WHO-5, but differential test functioning increased at more extreme levels. The current study has no external criterion (e.g., structured clinical interviews) to assess sensitivity and specificity of the WHO-5 as a depression screening-tool. The WHO-5 is a psychometrically sound measure. However, large-scale cross-cultural studies should employ a latent variable modeling approach that accounts for non-invariant parameters across countries (e.g., alignment). [less ▲]

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See detailInwieweit weisen organisationale Schutzmaßnahmen gegen COVID-19 einen Zusammenhang mit dem Wohlbefinden von Arbeitnehmerinnen und Arbeitnehmer auf?
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2021)

m Rahmen dieser Newsletter werden ArbeitnehmerInnen in Luxemburg in fünf Gruppen aufgeteilt, die auf ihrer Arbeit in unterschiedlichem Umfang Corona-Schutzmaßnahmen ausgesetzt sind. Neben ... [more ▼]

m Rahmen dieser Newsletter werden ArbeitnehmerInnen in Luxemburg in fünf Gruppen aufgeteilt, die auf ihrer Arbeit in unterschiedlichem Umfang Corona-Schutzmaßnahmen ausgesetzt sind. Neben ArbeitnehmerInnen mit 1) „einem geringen Umfang an Schutzmaßnahmen“, 2) „einem mittleren Umfang an Schutzmaßnahmen“, sowie 3) „einem hohen Umfang an Schutzmaßnahmen“, lassen sich auch noch Personen 4) „mit einem hohen Umfang an Schutzmaßnahmen, bei jedoch geringer körperlicher Distanz“, sowie Personen 5) „mit permanentem Homeoffice“ unterscheiden. Die Analysen zeigen, dass Frauen, jüngere ArbeitnehmerInnen und ArbeitnehmerInnen in Teilzeit häufiger in der Gruppe „Hohes Maß an Schutzmaßnahmen, geringe Distanz“ zu finden sind. Darüber hinaus sind Männer, ArbeitnehmerInnen mit Wohnsitz in Luxemburg und ArbeitnehmerInnen in einer Vorgesetztenposition häufiger in der Gruppe derjenigen zu finden, die permanent im Homeoffice arbeiten. ArbeitnehmerInnen der Gruppe „Geringes Maß an Schutzmaßnahmen“ oder „Hohes Maß an Schutzmaßnahmen, geringe Distanz“ weisen insgesamt schlechtere Arbeitsbedingungen auf und haben die höchste Angst vor einer Ansteckung durch COVID-19. Im Gegensatz dazu weisen ArbeitnehmerInnen der Gruppe „Hohes Maß an Schutzmaßnahmen“ und der Gruppe „permanentes Homeoffice“, bessere Arbeitsbedingungen auf. Es zeigt sich, dass Arbeitnehmer, die in einem Umfeld mit einem geringen Maß an Schutzmaßnahmen arbeiten müssen, ein deutlich geringeres Wohlbefinden haben. [less ▲]

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See detailThe WHO-5 Well Being Index – Validation based on item response theory and the analysis of measurement invariance across 35 countries
Sischka, Philipp UL

Scientific Conference (2021, July 23)

The five-item World Health Organization Well-Being Index (WHO-5) is a frequently used brief stan- dard measure in large-scale cross-cultural clinical studies. Despite its frequent use, some psychometric ... [more ▼]

The five-item World Health Organization Well-Being Index (WHO-5) is a frequently used brief stan- dard measure in large-scale cross-cultural clinical studies. Despite its frequent use, some psychometric questions remain that concern the choice of an adequate item response theory (IRT) model, the evaluation of reliability at important cutoffpoints, and most importantly the assessment of measurement invariance across countries. Data from the 6 th European Working Condition survey (2015) were used that collected nationally representative samples of employed and self-employed individuals ( N = 43,469) via computer-aided personal interviews across 35 European countries. An in-depth IRT analysis was conducted for each country, testing dif- ferent IRT assumptions (e.g., unidimensionality), comparing different IRT-models, and calculating reliabilities. Furthermore, measurement invariance analysis was conducted with the recently proposed alignment procedure. The graded response model fitted the data best for all countries. Furthermore, IRT assumptions were mostly fulfilled. The WHO-5 showed overall and at critical points high reliability. Measurement invariance anal- ysis revealed metric invariance but discarded scalar invariance across countries. Analysis of the test characteristic curves of the aligned graded response model indicated low levels of differential test functioning at medium levels of the WHO-5, but differential test functioning increased at more extreme levels. The current study has no external criterion (e.g., structured clinical interviews) to assess sensitivity and specificity of the WHO-5 as a depression screening-tool. The WHO-5 is a psychometrically sound measure. However, large-scale cross-cultural studies should employ a latent variable modeling approach that accounts for non-invariant parameters across countries (e.g., alignment). [less ▲]

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See detailWie belastend erleben (Alleinerziehende) Eltern ihre Arbeit?
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2021)

Im Rahmen dieser Newsletter wird analysiert, wie sich verschiedene Arbeitnehmergruppen hinsichtlich ihrer familiären Situation unterscheiden, und in welchem Maße die familiäre Situation der Arbeitnehmer ... [more ▼]

Im Rahmen dieser Newsletter wird analysiert, wie sich verschiedene Arbeitnehmergruppen hinsichtlich ihrer familiären Situation unterscheiden, und in welchem Maße die familiäre Situation der Arbeitnehmer mit verschiedenen Quality of Work, Quality of Employment und Well-Being Dimensionen zusammenhängt. Die familiäre Situation wird dabei überwiegend vom Alter der Arbeitnehmer bestimmt. Alleinerziehende Eltern, d.h. Arbeitnehmer ohne Partner und mit minderjährigen Kindern, weisen zwischen 2016 und 2020 den höchsten Anstieg bei mentalen und emotionalen Anforderungen auf. Gleichzeitig zeigt sich für diese Gruppe ein Rückgang der Arbeitszufriedenheit und des generellen Well-Being, sowie ein Anstieg des Burnoutniveaus und der Gesundheitsprobleme. [less ▲]

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See detailAuswirkungen der COVID-19-Pandemie auf den sozialen Zusammenhalt
Steffgen, Georges UL; Sischka, Philipp UL

in Benoy, Charles (Ed.) COVID-19 - Ein Virus nimmt Einfluss auf unsere Psyche (2021)

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See detailExtended telecommuting due to COVID-19 and the impact on working life
Sischka, Philipp UL; Steffgen, Georges UL

in Mein, Georg; Pause, Johannes (Eds.) Self and Society in the Corona Crisis. Perspectives from the Humanities and Social Sciences (2021)

The corona virus (COVID-19) pandemic has changed the working lives of people all over the world, amongst others, the labor market has seen a sharp increase in telecommuting. Therefore, the extent of ... [more ▼]

The corona virus (COVID-19) pandemic has changed the working lives of people all over the world, amongst others, the labor market has seen a sharp increase in telecommuting. Therefore, the extent of telecommuting in Luxembourg as well as definitions and different arrangements of telecommuting will be presented. Thereafter the chapter looks at merits and demerits of telecommuting and the boundary conditions of successfully working from home by focusing on the extraordinary situation under which telework currently takes place. In this regard, the effects of telecommuting on the individual, the organization and the society are outlined and discussed. Finally, the chapter closes highlighting requirements for effective telecommuting and describing ongoing research about the effects of telecommuting on different working conditions in Luxembourg. [less ▲]

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See detailFrench version of the General Self-Efficacy Short Scale (FASKU)
Decieux, Jean Philippe Pierre UL; Sischka, Philipp UL; Schumacher, Anette UL et al

Report (2021)

The ASKU is an economic instrument for recording individual competence expectations to be able to deal with difficulties and obstacles in daily life. It was originally developed and validated in German by ... [more ▼]

The ASKU is an economic instrument for recording individual competence expectations to be able to deal with difficulties and obstacles in daily life. It was originally developed and validated in German by Beierlein, Kemper, Kovaleva, & Rammstedt (2013). In 2019 we developed and tested a French Version of this scale and tested it for reliability (internal consistency), validity and measurement equivalence towards the original German Version (see Décieux et al., 2020). The provided evidence on the quality of the German and the French Version of ASKU (FASKU) indicates that the scales allow a reliable, valid and economic assessment of subjective competence expectations and that the two language versions can be used to a [less ▲]

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See detailFASKU. French version of the General Self-Efficacy Short Scale [Test description and questionnaire]
Decieux, Jean Philippe Pierre UL; Sischka, Philipp UL; Schumacher, Anette UL et al

Report (2021)

The FASKU is an economical instrument for recording individual competence expectations of dealing with difficulties and obstacles in daily life. It was originally developed and validated in German by ... [more ▼]

The FASKU is an economical instrument for recording individual competence expectations of dealing with difficulties and obstacles in daily life. It was originally developed and validated in German by Beierlein, Kemper, Kovaleva, and Rammstedt (2013). In 2019, the authors developed and tested a French version of this scale (FASKU) and tested it for reliability (internal consistency), validity, and measurement equivalence towards the original German Version (see Décieux et al., 2020a). The provided evidence on the quality of the German and the French Version of ASKU (FASKU) indicates that the scales allow a reliable, valid, and economical assessment of subjective competence expectations and that the two language versions can be used to assess and compare self-efficacy in German- and French-speaking populations. [less ▲]

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See detailPsychological contract violation or basic need frustration? Psychological mechanisms behind the effects of workplace bullying
Sischka, Philipp UL; Melzer, André UL; Schmidt, Alexander F. et al

in Frontiers in Psychology (2021)

Workplace bullying is a phenomenon that can have serious detrimental effects on health, work-related attitudes, and the behavior of the target. Particularly, workplace bullying exposure has been linked to ... [more ▼]

Workplace bullying is a phenomenon that can have serious detrimental effects on health, work-related attitudes, and the behavior of the target. Particularly, workplace bullying exposure has been linked to lower level of general well-being, job satisfaction, vigor and performance, and higher level of burnout, workplace deviance, and turnover intentions. However, the psychological mechanisms behind these relations are still not well understood. Drawing on psychological contract and self-determination theory, we hypothesized that perceptions of contract violation and the frustration of basic needs mediate the relationship between workplace bullying exposure and well-being, attitudinal, and behavioral outcomes. Self-reported data were collected among employees with different working backgrounds (N = 1,257) via Amazon’s Mechanical Turk in an online survey. Results showed that feelings of contract violation and frustration of basic needs accounted for unique variation in well-being, work satisfaction, burnout, vigor, and turnover intentions, pointing to individual contributions of both psychological mechanisms. However, when controlled for frustration of basic needs, feelings of psychological contract violation were no longer a mediator between workplace bullying exposure and work performance. Helping employees to deal effectively with workplace bullying exposure might buffer its negative effects and reduce their experienced frustration of basic needs, preserving their well-being, vigor, and work performance and, eventually, prevent burnout. The present study is the first to concurrently elucidate the proposed psychological mechanisms and unique contributions of psychological contract violation and frustration of basic needs in the context of workplace bullying. [less ▲]

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See detailWie haben sich emotionale Anforderungen für Arbeitnehmer in Luxemburg über die Zeit entwickelt?
Sischka, Philipp UL; Steffgen, Georges UL

E-print/Working paper (2020)

Im Rahmen dieser Newsletter wird analysiert, wie sich emotionale Anforderungen für Arbeitnehmer in Luxemburg über die letzten Jahre entwickelt haben. Emotionale Anforderungen sind mit reduziertem Well ... [more ▼]

Im Rahmen dieser Newsletter wird analysiert, wie sich emotionale Anforderungen für Arbeitnehmer in Luxemburg über die letzten Jahre entwickelt haben. Emotionale Anforderungen sind mit reduziertem Well-Being assoziiert. Dabei weisen Arbeitnehmer mit ausgeprägten emotionalen Anforderungen insbesondere ein höheres Burnoutlevel auf. Zwischen 2016 und 2020 kam es zu einem deutlichen Anstieg der emotionalen Anforderungen. Arbeitnehmerinnen weisen über die Zeit konstant höhere emotionale Anforderungen auf im Vergleich zu Arbeitnehmern. Insbesondere Arbeitnehmer in akademischen Berufen, Manager und Arbeitnehmer in Dienstleistungsberufen weisen über die Zeit konstant hohe emotionale Anforderungen auf. Bediener von Anlagen und Hilfsarbeitskräfte weisen dagegen einen Anstieg zwischen 2016 und 2020 auf. [less ▲]

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