Work and Stress最新文献_第4页

Some positivity per day can protect you a long way: A within-person field experiment to test an affect-resource model of employee effectiveness at work 每天保持一些积极向上的态度可以长久地保护你:一项现场实验，测试员工工作效率的影响-资源模型

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-11-08 DOI: 10.1080/02678373.2022.2142987

Vera M. Schweitzer, Wladislaw Rivkin, Fabiola H. Gerpott, Stefan Diestel, Jana Kühnel, Roman Prem, Mo Wang

引用次数: 1

Under the shadow of looming change: linking employees’ appraisals of organisational change as a job demand and transformational leadership to engagement and burnout 在即将到来的变革的阴影下:将员工对组织变革的评价作为一种工作需求，将变革型领导与敬业度和倦怠联系起来

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-10-15 DOI: 10.1080/02678373.2022.2120560

S. Buttigieg, Pascale Daher, V. Cassar, Yves R. F. Guillaume

{"title":"Under the shadow of looming change: linking employees’ appraisals of organisational change as a job demand and transformational leadership to engagement and burnout","authors":"S. Buttigieg, Pascale Daher, V. Cassar, Yves R. F. Guillaume","doi":"10.1080/02678373.2022.2120560","DOIUrl":"https://doi.org/10.1080/02678373.2022.2120560","url":null,"abstract":"ABSTRACT Arguably burnout and engagement of employees play an important role in driving sustainable organisational change. Surprisingly little is known about how organisational change affects employee burnout and engagement. Drawing on the Job Demands-Resources model and the Conservation of Resources perspective, we utilise an integrative theoretical model proposing that the more employees appraise organisational change as a job demand the more burnout and less engagement they will display. We further argue transformational leadership, a change-oriented leadership style, is a resource that moderates these effects buffering against burnout and maintaining engagement. We tested our model with a cross-lagged design and collected data at two time points (six months interval) from 623 employees in a hospital in Malta that was facing a major change. Results show that the more employees appraise organisational change as a job demand at Time 1 the more burnout and less engagement they display at Time 2 but not vice versa, and transformational leadership maintained engagement but did not buffer against burnout. Theoretical and practical implications, as well as avenues for future research are discussed.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"148 - 170"},"PeriodicalIF":6.1,"publicationDate":"2022-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46307721","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Challenging challenge and hindrance appraisals 具有挑战性的挑战和障碍评估

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-10-13 DOI: 10.1080/02678373.2022.2129513

Sharon Glazer, A. Ion

{"title":"Challenging challenge and hindrance appraisals","authors":"Sharon Glazer, A. Ion","doi":"10.1080/02678373.2022.2129513","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129513","url":null,"abstract":"ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"299 - 324"},"PeriodicalIF":6.1,"publicationDate":"2022-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42682107","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Dealing with daily boredom at work: does self-control explain who engages in distractive behaviour or job crafting as a coping mechanism? 处理日常工作中的无聊:自我控制是否能解释哪些人会采取分散注意力的行为或将工作制作作为一种应对机制?

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-10-11 DOI: 10.1080/02678373.2022.2129515

Madelon L. M. van Hooff, Edwin A. J. van Hooft

{"title":"Dealing with daily boredom at work: does self-control explain who engages in distractive behaviour or job crafting as a coping mechanism?","authors":"Madelon L. M. van Hooff, Edwin A. J. van Hooft","doi":"10.1080/02678373.2022.2129515","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129515","url":null,"abstract":"ABSTRACT\u0000 This study aimed to advance insight into how employees cope with work-related boredom by developing and testing a control-process model of coping with boredom. We examined (1) the role of trait self-control in explaining whether employees cope with daily work-related boredom by engaging in distractive behaviour or job crafting, and (2) how these two coping behaviours link to changes in work-related boredom and subsequent depressed mood and job satisfaction. Data were collected among 94 participants with a general questionnaire and a 5-day diary study (with measures during the lunchbreak, n = 341, and at the end of the workday, n = 314). Multilevel path-analysis showed that trait self-control moderated the relationships of daily work-related boredom with coping, such that employees high on self-control engaged less in distractive behaviour and more in job crafting than those low on self-control. Distractive behaviour related to increased levels of subsequent work-related boredom, and – through these elevated levels – to higher depressed mood and lower job satisfaction. Job crafting was not significantly related to subsequent work-related boredom and its outcomes. Our study illustrates the importance of self-control in the boredom coping process, and underscores the ineffectiveness of distractive behaviour as a coping strategy.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"248 - 268"},"PeriodicalIF":6.1,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47658877","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Workplace bullying and mental health problems in balanced and gender-dominated workplaces 平衡和性别主导的工作场所中的职场欺凌和心理健康问题

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-10-03 DOI: 10.1080/02678373.2022.2129514

Michael Rosander, J. Hetland, S. Einarsen

{"title":"Workplace bullying and mental health problems in balanced and gender-dominated workplaces","authors":"Michael Rosander, J. Hetland, S. Einarsen","doi":"10.1080/02678373.2022.2129514","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129514","url":null,"abstract":"ABSTRACT We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one’s work.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"325 - 344"},"PeriodicalIF":6.1,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49509599","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 4

Stress as a badge of honour: relationships with performance, health, and well-being 压力是荣誉的象征：与表现、健康和幸福的关系

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-10-03 DOI: 10.1080/02678373.2022.2129511

K. Black, T. Britt

{"title":"Stress as a badge of honour: relationships with performance, health, and well-being","authors":"K. Black, T. Britt","doi":"10.1080/02678373.2022.2129511","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129511","url":null,"abstract":"ABSTRACT Our study examined construct validity evidence for a measure of perceptions of Stress as a Badge of Honour, consisting of four dimensions: stress as achievement, relaxation remorse, stress-related social comparison, and stress-related impression management. A pilot study among college students (Study 1; N = 120) informed the initial development of the measure, which was further tested in two worker samples recruited from Amazon’s Mechanical Turk (MTurk). The results of Study 2 (N = 248) supported a four-factor structure of the measure. Study 3 utilised data collected at two time points (Matched N = 752), assessing stress badge perceptions, convergent and discriminant validity measures (Time 1), and measures of health, well-being, and performance (Time 2). The four subscales were related to, but unique from, convergent validity measures (e.g. workaholism, perfectionism) and were not highly related to discriminant validity measures (i.e. social desirability, positive and negative affect). The stress badge perceptions demonstrated some positive relationships with job performance, but predominantly negative relationships with psychological and physical health, and work-family conflict. Our findings expand our understanding of the dark side of viewing high stress in a laudatory manner by introducing a novel measure and can inform interventions to promote optimal views of stress.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"222 - 247"},"PeriodicalIF":6.1,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44694513","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Clarifying the inconsistently observed curvilinear relationship between workload and employee attitudes and mental well-being 澄清工作量与员工态度和心理健康之间不一致的曲线关系

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-09-16 DOI: 10.1080/02678373.2022.2120562

Shani Pindek, W. Shen, Cheryl E. Gray, Paul E. Spector

{"title":"Clarifying the inconsistently observed curvilinear relationship between workload and employee attitudes and mental well-being","authors":"Shani Pindek, W. Shen, Cheryl E. Gray, Paul E. Spector","doi":"10.1080/02678373.2022.2120562","DOIUrl":"https://doi.org/10.1080/02678373.2022.2120562","url":null,"abstract":"ABSTRACT Despite converging theoretical arguments regarding non-linear relationships between workload and employee attitudes (i.e. job satisfaction) and mental well-being outcomes, prior empirical support for these curvilinear effects has been mixed. In this study we offer and test two potential explanations that may help to reconcile this discrepancy. First, existing workload scales do not assess the full range of workload, thereby making it difficult to detect curvilinear relationships. Second, outcomes typically examined are too distal and there are different mediators (i.e. boredom and frustration) that explain effects at the low and high ends of the workload continuum, respectively, which also serves to obscure curvilinear effects. We examined these possibilities in two North American samples (N = 499 and 493) that employed different designs (i.e. cross-sectional versus multi-wave surveys). Overall, we find support for our hypotheses; ability to detect curvilinear effects is enhanced when using too much/too little rating scales that capture the entire workload continuum. Furthermore, boredom mediated the impact of low workload on outcomes, whereas frustration mediated the impact of high workload on outcomes. Therefore, this study helps clarify why prior studies may have inconsistently observed non-linear relationships between workload and outcomes. We discuss the implications for both researchers and practitioners.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"195 - 221"},"PeriodicalIF":6.1,"publicationDate":"2022-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48056979","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

PSC through the lens of a dispersion-composition model: the beneficial effects of PSC ideal as a high and strong PSC signal 通过镜头的PSC色散组成模型:理想的PSC作为高而强的PSC信号的有益效果

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-09-11 DOI: 10.1080/02678373.2022.2120561

A. Afsharian, M. Dollard, C. Dormann, T. Ziaian, T. Winefield

{"title":"PSC through the lens of a dispersion-composition model: the beneficial effects of PSC ideal as a high and strong PSC signal","authors":"A. Afsharian, M. Dollard, C. Dormann, T. Ziaian, T. Winefield","doi":"10.1080/02678373.2022.2120561","DOIUrl":"https://doi.org/10.1080/02678373.2022.2120561","url":null,"abstract":"ABSTRACT We investigated the Psychosocial Safety Climate (PSC) construct and its role in attenuating the negative effects of job demands (i.e. emotional and psychological) on psychological health (distress, emotional exhaustion, and depression). In particular, we used composition theory to understand how organisational PSC could be derived from individual perceptions of PSC. We introduce a relatively new construct, PSC Ideal, which combines PSC level and dispersion (variability; SD). We expected that the attenuating role would be strongest when organisational PSC Ideal was high; high (on level) and strong (less variability). Statistically, PSC Ideal implies taking account of PSC Level and its variability simultaneously. A hierarchical sample of 41 organisations with 495 participants was analysed from Australian Workplace Barometer data. In four out of six analyses, PSC Ideal significantly moderated the effects of job demands (particularly emotional demands) on psychological health (emotional exhaustion, psychological distress, depression). The promising moderation role of PSC Ideal implies that the disruption of the job demands and poor psychological health relationship requires consideration of PSC levels and strength in combination, rather than level alone. Theoretical and practical recommendations highlight the role of PSC Ideal in ameliorating and preventing the negative impact of work demands.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"171 - 194"},"PeriodicalIF":6.1,"publicationDate":"2022-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47242169","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Job demands, not resources, predict worsening psychological distress during the early phase of the COVID-19 pandemic 在COVID-19大流行的早期阶段，预测心理困扰恶化的是工作需求，而不是资源

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-09-03 DOI: 10.1080/02678373.2022.2117879

Caroline Knight, Anita C. Keller, Sharon K. Parker

{"title":"Job demands, not resources, predict worsening psychological distress during the early phase of the COVID-19 pandemic","authors":"Caroline Knight, Anita C. Keller, Sharon K. Parker","doi":"10.1080/02678373.2022.2117879","DOIUrl":"https://doi.org/10.1080/02678373.2022.2117879","url":null,"abstract":"ABSTRACT The COVID-19 pandemic forced many workers globally to work from home, suddenly, and often without choice, during a highly uncertain time. Adopting a longitudinal, person-centered approach, we explored patterns of change in employees’ psychological distress over three months following the early phase of the pandemic. We investigated how change in distress unfolded for different latent subgroups. We modelled whether and how work characteristics, and individuals’ degree of detachment from work, predicted membership of different distress trajectories. Growth mixture modelling revealed two distress profiles: (i) a declining distress profile where employees experienced reduced distress over time, suggesting adaptation and/or improved coping; (ii) a rising distress profile where distress increased and eventually plateaued, suggesting a stress reaction process followed by adaptation. Employees with high workload, underload, or close monitoring, were more likely to belong to the rising distress profile. Detachment from work buffered the negative effect of workload and close monitoring on distress profile membership. Scheduling autonomy and colleague support did not predict profile membership. Contrary to predictions, manager support predicted membership in the rising distress profile. Our findings extend theoretical understanding of how distress unfolds over time, and show the importance of particular job demands in explaining these change processes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"55 - 77"},"PeriodicalIF":6.1,"publicationDate":"2022-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44662825","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 7

Intervention effects for direct and indirect participants in an organisational health intervention: A mixed-methods study 组织健康干预对直接和间接参与者的干预效果:一项混合方法研究

IF 6.1 2区心理学

Work and Stress Pub Date : 2022-07-03 DOI: 10.1080/02678373.2022.2080774

A. I. Lehmann, G. Bauer, R. Brauchli

{"title":"Intervention effects for direct and indirect participants in an organisational health intervention: A mixed-methods study","authors":"A. I. Lehmann, G. Bauer, R. Brauchli","doi":"10.1080/02678373.2022.2080774","DOIUrl":"https://doi.org/10.1080/02678373.2022.2080774","url":null,"abstract":"Abstract While implementing participation in an organisational health intervention (OHI), the formation of a group of representatives responsible for developing and realising action plans is a common approach. This mixed-methods study aimed (a) to examine differential intervention effects for employees who are directly involved in intervention decision making (direct participants [DPs], N = 84) compared with the remaining employees (indirect participants [IPs], N = 99) and (b) to explore the transfer process between these groups. Quantitative surveys were collected at two time points (follow-up after six months), and four focus group discussions were conducted during the follow-up phase. The results show that DPs experienced an improvement in intervention outcomes (psychosocial working conditions and affective states at work) compared with IPs. For IPs, no positive change was observed. However, further subgroup analyses found that IPs in “successful teams” were also able to experience improvement in intervention outcomes. Qualitative focus group data gave insights into the beneficial and less beneficial transfer process mechanisms between DPs and IPs that could explain these differential effects for IPs. This study highlights the importance of considering the forms and quality of participation in OHIs and offers insights into the processes shaping the intervention effects for whole teams.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"312 - 336"},"PeriodicalIF":6.1,"publicationDate":"2022-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42333271","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1