Journal of Occupational Health Psychology最新文献_第2页

Supplemental Material for What Factors Shape the Effectiveness of a Leader-Focused Mental Health Training? 什么因素塑造了以领导者为中心的心理健康培训的有效性？

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2026-02-02 DOI: 10.1037/ocp0000424.supp

引用次数: 0

Daily shifts in work–nonwork boundaries: The roles of perceived boundary misfit and boundary preferences. 工作-非工作边界的日常轮班：感知边界错位和边界偏好的作用。

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2026-02-02 DOI: 10.1037/ocp0000425

Nicolas Mueller, Regina Kempen

引用次数: 0

Beyond positivity: A review of the functional outcomes of negative emotions at work. 超越积极：工作中消极情绪的功能结果综述。

IF 3.9 1区心理学

Journal of Occupational Health Psychology Pub Date : 2026-02-01 DOI: 10.1037/ocp0000422

R David Lebel, Jordan Sanders, Jochen I Menges

{"title":"Beyond positivity: A review of the functional outcomes of negative emotions at work.","authors":"R David Lebel, Jordan Sanders, Jochen I Menges","doi":"10.1037/ocp0000422","DOIUrl":"10.1037/ocp0000422","url":null,"abstract":"<p><p>Organizational scholars examining the effects of emotions on employees generally assume that negative emotions produce negative outcomes. However, a nascent body of research challenges this view, suggesting that negative emotions can help employees navigate work demands arising from disruptive external events. We draw on the COVID-19 pandemic-a salient, prolonged event that stimulated widespread negative emotions-as a theoretically meaningful context to explore when and why negative emotions may yield beneficial outcomes. Specifically, we provide an integrative conceptual review synthesizing research from applied and social psychology conducted during the pandemic that identifies two pathways through which negative emotions produce functional individual-level outcomes at work. The first pathway captures direct effects driven by the unique action tendencies associated with discrete negative emotions. The second pathway, informed by the personality systems interaction theory, highlights contingent effects shaped by self-regulatory factors and external support from leaders, teams, or organizational policies. Our findings challenge and extend discrete emotion and affective shift theories by detailing how and under what conditions negative emotions from disruptive events can have functional outcomes. We bring necessary nuance to prevailing emotion theories and offer practical implications for leaders and organizations seeking to manage negative emotions during the times of hardship. (PsycInfo Database Record (c) 2026 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"31 1","pages":"1-15"},"PeriodicalIF":3.9,"publicationDate":"2026-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146167389","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Leaders under pressure: How supervisors' negative family events translate into (or undermine) family-supportive behaviors. 压力下的领导者：管理者的负面家庭事件如何转化为（或破坏）家庭支持行为。

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2026-01-15 DOI: 10.1037/ocp0000423

Yan Pan,Yuhui Jiang,Yasin Rofcanin,Mireia Las Heras,Siqi Wang

{"title":"Leaders under pressure: How supervisors' negative family events translate into (or undermine) family-supportive behaviors.","authors":"Yan Pan,Yuhui Jiang,Yasin Rofcanin,Mireia Las Heras,Siqi Wang","doi":"10.1037/ocp0000423","DOIUrl":"https://doi.org/10.1037/ocp0000423","url":null,"abstract":"This study draws on cognitive appraisal theory to unpack the paradoxical effects of supervisors' negative family events on their engagement in family-supportive supervisor behaviors. We theorize that negative family events act as a double-edged sword: While such events may deplete personal resources, they may also trigger self-reflection and growth, depending on how supervisors regulate work-family demands. Specifically, we propose that supervisors' action regulation at the work-family interface moderates how these events are appraised-as either challenges that inspire efficacy and support or hindrances that undermine confidence. Across four time points, using matched data from 299 supervisor-follower dyads, we find that when action regulation is high, negative family events are associated with greater challenge appraisal, which sequentially boost work-family balance self-efficacy and ultimately family-supportive supervisor behaviors. In contrast, when action regulation is low, negative family events lead to hindrance appraisal, which do not predict self-efficacy or family-supportive supervisor behaviors. These findings illuminate the cognitive and motivational mechanisms through which family challenges can either activate or suppress leadership supportive behaviors, thereby advancing theorizing on the integration of nonwork experiences into leadership functioning. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"83 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145986299","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Design and validation of the Intervention and Multiphase Training Transfer Assessment Questionnaire (IMTTAQ) for individual, group, and leader occupational health psychology training interventions. 针对个人、团体和领导者职业健康心理培训干预的干预和多阶段培训迁移评估问卷（IMTTAQ）的设计与验证。

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2026-01-12 DOI: 10.1037/ocp0000420

Cristian A Vasquez,Karina Nielsen,Rita Chiesa,Beate Muschalla,Anne Etzelmüller,Josefina Peláez Zuberbuhler,Marisa Salanova,Roy B L Sijbom,Judith Schmitt

{"title":"Design and validation of the Intervention and Multiphase Training Transfer Assessment Questionnaire (IMTTAQ) for individual, group, and leader occupational health psychology training interventions.","authors":"Cristian A Vasquez,Karina Nielsen,Rita Chiesa,Beate Muschalla,Anne Etzelmüller,Josefina Peláez Zuberbuhler,Marisa Salanova,Roy B L Sijbom,Judith Schmitt","doi":"10.1037/ocp0000420","DOIUrl":"https://doi.org/10.1037/ocp0000420","url":null,"abstract":"Training transfer represents a crucial mechanism for understanding how occupational health psychology training interventions achieve their effects, yet no validated instruments exist to systematically assess the implementation process surrounding transfer within well-being-focused contexts. This study develops and validates the Intervention and Multiphase Training Transfer Assessment Questionnaire, designed specifically to capture contextual elements, transfer mechanisms, and behavioral outcomes across the implementation phases of occupational health psychology training interventions. We tested the Intervention and Multiphase Training Transfer Assessment Questionnaire's psychometric properties, convergent and discriminant validity, and predictive validity using data from a large multinational, multiwave study across 10 organizations (N = 1,966 at T1) in five European countries, with data collected over six time points. Results demonstrated (a) strong psychometric properties, including robust factor structure and temporal reliability, (b) convergent and discriminant validity with expected relationships between subscales, and (c) predictive validity showing that pretraining contextual constructs and training experiences predicted posttraining integration and well-being outcomes. The Intervention and Multiphase Training Transfer Assessment Questionnaire provides a validated tool for systematically assessing training transfer across temporal phases (pretraining, during training, and posttraining integration), enabling researchers and practitioners to evaluate the contextual constructs and mechanisms that facilitate successful workplace learning integration in occupational health psychology interventions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"385 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145956241","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Take control: A two-study evaluation of a self-regulation intervention with randomized controlled trials. 采取控制：随机对照试验对自我调节干预的两项研究评估。

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2026-01-12 DOI: 10.1037/ocp0000418

Sarah Elena Althammer,Sarah Foeller,Deirdre E O'Shea,Lucia Piehl,Alexandra Michel

{"title":"Take control: A two-study evaluation of a self-regulation intervention with randomized controlled trials.","authors":"Sarah Elena Althammer,Sarah Foeller,Deirdre E O'Shea,Lucia Piehl,Alexandra Michel","doi":"10.1037/ocp0000418","DOIUrl":"https://doi.org/10.1037/ocp0000418","url":null,"abstract":"The way in which people work is changing, with workplaces characterized by greater variations in where, when, and how people work. Across two studies, we evaluated a web-based intervention introducing self-regulation strategies based on Action Regulation Theory to enable workers in hybrid working environments to organize their workday effectively, to manage work and private life demands, and thus to improve work performance (indicated by task performance and proactivity), occupational self-efficacy, and psychological detachment and reduce work-life conflict. In two randomized controlled trials, participants were assigned to an intervention group or a waitlist control group, filling out questionnaires before and after the intervention. In Study 1, using a randomized controlled trial with a convenience sample of 128 German employees (intervention group: n = 65; control group: n = 64) with baseline and two follow-up measurement points, multilevel analyses revealed positive effects on occupational self-efficacy, task performance, and proactivity. Moreover, we found a delayed effect on both work-life conflict and detachment after 2 weeks. In Study 2, in a randomized controlled trial with a sample of 125 Irish employees from one organization (intervention group: n = 59; control group: n = 66), we found positive effects directly after the intervention on occupational self-efficacy and work-life conflict. The results of both studies converge to support the effectiveness of the developed self-regulation intervention. Findings suggest that the intervention is an effective tool for promoting certain aspects of work performance. Furthermore, training self-regulation in the work context can improve occupational self-efficacy and reduce work-life conflict. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"196 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145956041","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Dehumanized yet agentic? When and how organizational dehumanization mediates the effects of abusive supervision on burnout and interpersonal helping behavior. 失去人性却又充满活力？组织非人化何时及如何中介虐待监督对倦怠和人际帮助行为的影响。

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2025-12-18 DOI: 10.1037/ocp0000419

Wen Zhang, Liu-qin Yang, Miaosi Li, Shumin Zheng, Xichao Zhang

引用次数: 0

Supplemental Material for Dehumanized yet Agentic? When and How Organizational Dehumanization Mediates the Effects of Abusive Supervision on Burnout and Interpersonal Helping Behavior 非人性化但具有权威性的补充材料？组织非人化何时及如何中介虐待监督对倦怠和人际帮助行为的影响

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2025-12-11 DOI: 10.1037/ocp0000419.supp

引用次数: 0

Revisiting the stressor–burnout relationship: Evidence for reverse causation and conditional change. 重访压力源-倦怠关系：反向因果关系和条件改变的证据。

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2025-12-08 DOI: 10.1037/ocp0000417

Lucas A. Maunz, Leon T. De Beer, Bernad Batinic, Christian Seubert, Jürgen Glaser

引用次数: 0

Acknowledgment of Ad Hoc Reviewers 2025 承认特设审稿人2025

IF 5.1 1区心理学

Journal of Occupational Health Psychology Pub Date : 2025-12-04 DOI: 10.1037/ocp0000421

引用次数: 0