This study aims to elaborate on how work-life balance practices influence organizational cynicism through the mediation effects of person-job fit. We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be (...) provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization. (shrink)

Teamwork has been argued to play an increasingly important role in numerous jobs, and several studies focused on the effects of team composition for work-related outcomes. Recent research has also identified individuals’ character strengths and positive team roles as conducive to work-related outcomes. However, there is a scarcity of research on the role of character strengths or positive team roles on the level of teams. In the present study, we extend theoretical assumptions of team role theories to the study of (...) character strengths and positive team roles: We examined the associations between character strengths and team roles with work-related outcomes on the individual and the team level. Further, we examined how the team composition relates to the outcomes, that is, whether balanced teams go along with desired outcomes and whether an overrepresentation of team roles or character strengths in a team goes along with undesired outcomes. We studied a sample of 42 teams who completed measures of team roles, character strengths, teamwork quality, job satisfaction, and self-rated individual and team performance. Further, supervisor ratings of individual and team performance were collected. Results corroborated the relationships of team roles and character strengths with individual outcomes such as that specific roles and character strengths go along with individual performance and work satisfaction. Further, the results suggested that teams in which more team roles are represented report higher performance and teamwork quality. Also, teams with higher average levels of the character strengths of teamwork and fairness, and teams with more members scoring high in fairness and prudence report higher teamwork quality. Further, there is no evidence that having too many members with a particular character strength has detrimental effects on teamwork quality, work satisfaction, or performance. We conclude that extending the study of character to the level of teams offers an important advancement. (shrink)

This longitudinal study examines changes in the moral identity of 48 emerging-adult U.S. college graduates in media-related fields from their first year after college to three years later as they progressed into early work life. Results from four moral psychology survey instruments reflect significant shifts in moral reasoning, relativistic thinking and idealism, coupled with stability in personality traits and character strengths. A fifth instrument found largely positive assessments of workplace ethical climate. The findings suggest that emerging adulthood is an important (...) time for the development of a robust professional moral self that is characterized by growing maturity in moral judgment that intersects with a foundation of character developed through a variety of influences before, during and after college. Findings have significant implications for young practitioners entering the workplace, media managers working with them, and media pedagogy. (shrink)

A growing body of research demonstrates the relevance of character strengths for flourishing in general, but also for important outcomes across different life domains. Studies have also shown that there are differences in the extent to which character strengths are applied, that is, perceived as relevant and shown in behavior in a given context, between work and private life, but they have not considered other life domains. This study aims to close this gap by examining the life domains of work, (...) education, leisure, close personal relationships, and romantic relationships. The present study investigates whether strengths-related behavior across different life domains explains additional variance in flourishing beyond the trait level of each respective character strength and studies differences in the relevance of character strengths and strengths-related behavior across different life domains, and examines their relationships with flourishing. A sample of 203 German-speaking adults completed self-reports assessing flourishing and character strengths. They also indicated which of the five life domains were personally relevant to them and reported the character strengths' perceived relevance and the frequency of displaying strengths-related behavior for each of these life domains separately. The results demonstrate that strengths-related behavior averaged across all relevant life domains explained unique variance in flourishing above the trait-level of character strengths in some cases, different life domains were characterized by specific profiles of character strength—regarding both their relevance and strength-related behavior. Moreover, character strengths and strengths-related behavior in different life domains both showed substantial correlations with flourishing. In some cases, these associations were domain-specific. In conclusion, we suggest that examining strengths-related behavior across different life domains represents a worthwhile addition to research on character strengths. (shrink)