Journal of Occupational Health Psychology最新文献

{"title":"Too much to handle? Trajectories of work-home conflict as the family grows and its impact on parents' mental health.","authors":"Anja Baethge, Nina M Junker, Susan Garthus-Niegel","doi":"10.1037/ocp0000394","DOIUrl":"10.1037/ocp0000394","url":null,"abstract":"<p><p>Based on the conservation of resources model we examined the trajectories of work-home conflict (WHC) for women and their partners in the context of the major life event of having a(nother) child and mothers' subsequent return to work. We further examined how these trajectories relate to both parents' mental health. In the context of a cohort study (the \"DResdner Studie zu Elternschaft, Arbeit und Mentaler Gesundheit\"-Dresden Study on Parenting, Work, and Mental Health), we examined 347 women and 223 men at three measurement points: during pregnancy (Time 1), 14 months after birth (Time 2), and 2 years after birth (Time 3; when all women had returned to work). We found three WHC profiles for women: (a) a low-WHC profile, (b) an average-WHC profile, and (c) a high-and-increasing-WHC profile. All profiles differed in their starting levels. Overall, women with a low-WHC profile reported the best mental health, while the other profiles showed poorer mental health. Partners of women with these latter profiles (b and c) reported comparable mental health, but partners of women with low-WHC profile reported partly poorer mental health. Similar patterns were found for subsamples of couples where the women had returned to work prior to Time 2 and a subsample of first-time parents. We conclude that high and average initial levels of WHC are required for the birth of a child to trigger a resource loss which manifests in worse mental health among women. We integrate the findings with respect to conservation of resources model theory and identify the advantages and limitations of the resource perspective in interpreting WHC trajectory outcomes. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"30 1","pages":"16-33"},"PeriodicalIF":5.9,"publicationDate":"2025-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143391880","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}

{"title":"Proactive employees perceive coworker ostracism: The moderating effect of team envy and the behavioral outcome of production deviance.","authors":"Cong Liu, Yisheng Peng, Shiyong Xu, Muhammad Umer Azeem","doi":"10.1037/ocp0000389","DOIUrl":"10.1037/ocp0000389","url":null,"abstract":"<p><p>As the workplace becomes more team based, interpersonal relationships at work are a central topic that affects both employees and the organization. Despite ample evidence showing the detrimental effects of workplace ostracism on employees' health and productivity, why someone is ostracized by others at work warrants more research. Based on social comparison theory, we predict that task proactivity could be perceived negatively and can elicit ostracism from team members; this effect is dependent upon the boundary condition of team envy. Furthermore, perceived coworker ostracism explains why task proactivity may turn into production deviance. We tested these predictions based on data from 630 employees in 131 teams collected in various industries in China. The results showed that individual-level task proactivity positively predicted coworker ostracism perceived by the proactive employee, and this relationship was moderated by team envy. Task proactivity was indirectly and positively related to production deviance via perceived coworker ostracism, especially in teams with high levels of team envy. Based on these results, we suggest that proactive employees need to be aware of possible unexpected interpersonal consequences in the workplace, given that proactive work behaviors may elicit unwanted and unintended treatment from team members. Managers should monitor team contextual factors, which may affect the extent to which good soldiers turn into bad apples. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":" ","pages":"445-459"},"PeriodicalIF":3.9,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142394239","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}

{"title":"Designing work for healthy sleep: A multidimensional, latent transition approach to employee sleep health.","authors":"Claire E Smith, Soomi Lee, Tammy D Allen, Meredith L Wallace, Ross Andel, Orfeu M Buxton, Sanjay R Patel, David M Almeida","doi":"10.1037/ocp0000386","DOIUrl":"10.1037/ocp0000386","url":null,"abstract":"<p><p>Healthy sleep is essential to employee well-being and productivity, but many modern workers do not obtain adequate sleep. Are technology-related changes to job design (i.e., computer use, sedentary work, nontraditional work schedules) related to long-term worsening of employee sleep health? The present study seeks to address this question using nationally representative data from the Midlife in the United States study, which includes detailed information on sleep duration, regularity, sleep onset latency, insomnia symptoms, napping, and daytime tiredness from full-time workers (N = 1,297) at two time points separated by approximately 10 years. Using latent transition analysis to consider how these sleep health dimensions co-occur, we identify three multidimensional sleep health phenotypes at both time points: good sleepers, catch-up sleepers, and insomnia sleepers. Sedentary work is linked to the insomnia sleeper phenotype. Nontraditional work schedules are linked to the catch-up sleeper phenotype. These findings test assumptions of modern models of job design regarding the impact of technology on employee sleep health and advance measurement of sleep health in the organizational sciences to be multidimensional and dynamic. Further, results point to specific sleep needs in the working adult population and identify potential points of intervention via job design. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"29 6","pages":"409-430"},"PeriodicalIF":3.9,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC12419033/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142855461","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"An updated examination of gender differences in sexual harassment perception: A meta-analysis and a survey study.","authors":"You Zhou, Hannah-Hanh D Nguyen, Mark S Revier, Kamron R Krueger, Paul R Sackett","doi":"10.1037/ocp0000391","DOIUrl":"10.1037/ocp0000391","url":null,"abstract":"<p><p>Twenty years ago, Rotundo et al. (2001) meta-analyzed the gender differences in sexual harassment (SH) perception. They found an overall d of 0.30: Women are more likely than men to label certain behaviors as SH. Much has changed since then, including the increased social awareness and the prevalence of SH training. Given the prevalence of SH in the workplace and the importance of SH perception in SH research, we conducted a mixed-methods research program to explore possible changes in the gender gap. In Study 1 (k = 72, N = 27,767), we meta-analyzed the perceptual gender differences to compare with those in Rotundo et al. and examined several moderators of the differences. We found an overall mean d of 0.33, implying a similar gender gap in SH perception as 20 years ago, yet none of the moderators examined in this study showed significant results. In Study 2, we empirically examined gender differences in mean levels of SH perception using the same measurement scales used in two older studies and compared with the differences found in these two studies. We found higher levels of SH perception for both men and women, but no difference in the mean d between men and women, suggesting that no change over time in mean d does not mean no change in SH perception. The implications of our findings are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"29 6","pages":"373-408"},"PeriodicalIF":5.9,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142855372","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}

{"title":"The butterfly effect of appreciation at work: An impulse for daily perfectionistic cognitions and well-being beyond the workday.","authors":"Laura Schlegel, Emily Kleszewski, Kathleen Otto","doi":"10.1037/ocp0000390","DOIUrl":"10.1037/ocp0000390","url":null,"abstract":"<p><p>Research on employee perfectionism and its duality is shifting from a mere dispositional perspective to consider the state-like nature of this phenomenon. Despite recent findings identifying negative work experiences as antecedents of daily perfectionism, the role of positive experiences remains to be elaborated. Bridging the principles of trait activation and stress-as-offense-to-self theory, the present study examined the role of daily appreciation as a positive, self-affirming experience for the expression of daily perfectionistic cognitions at work and its implications for well-being (vigor, serenity) beyond the workday. We expected that the impulse of daily appreciation would carry over into vigor and serenity at bedtime and at the beginning of the next workday by triggering daily perfectionistic strivings and serving as a protective factor against daily perfectionistic concerns. Data from 170 employees who participated in a daily diary study over two consecutive working weeks were analyzed using multilevel mediation analyses (multilevel structural equation modeling). In support of our hypotheses and the idea of a butterfly effect, daily appreciation was indirectly related to serenity at bedtime and to vigor and serenity at the beginning of the next workday via daily perfectionistic cognitions. We discuss implications for supervisors and organizations and encourage scholars and practitioners alike not to underestimate the role of positive self-affirming experiences and personality dynamics at work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"29 6","pages":"431-444"},"PeriodicalIF":3.9,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142855707","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}

{"title":"Supportive-leadership training to improve social connection: A cluster-randomized trial demonstrating efficacy in a high-risk occupational context.","authors":"Cynthia Mohr, Leslie Hammer, Jennifer Dimoff, Shalene Allen, James Lee, Sarah Arpin, Sheila McCabe, Krista Brockwood, Todd Bodner, Luke Mahoney, Michael Dretsch, Thomas Britt","doi":"10.1037/ocp0000384","DOIUrl":"10.1037/ocp0000384","url":null,"abstract":"<p><p>The high, and <i>still rising,</i> rate of loneliness is a threat to public health (Office of the Surgeon General, 2023), with negative mental and physical health consequences (e.g., Holt-Lunstad, 2021). Given that loneliness is a risk factor for poor mental health, efforts to address loneliness are urgently needed. Workplaces can facilitate an employee's social connection through supervisor support training, which can help mitigate loneliness. Among occupational groups, the military is at higher risk for mental health disorders, suicide, and loneliness (Fikretoglu et al., 2022; Naifeh et al., 2019). This study evaluated the efficacy of an evidence-based supportive-leadership training intervention targeting active-duty U.S. Army platoon leaders and targeting both proactive support behaviors that help bolster employee social connection and responsive support behaviors, including destigmatizing mental health. Ninety-nine platoon leaders (69.7% of eligible leaders) completed the 90-min training that consisted of both in-person and computer-based components. Using a cluster-randomized controlled trial design, intervention effects were tested using an intent-to-treat approach and revealed a significant effect, whereby loneliness of service members whose leaders were randomized to the intervention group (<i>N</i> = 118) was significantly reduced compared to loneliness reports for service members in the control group (<i>N</i> = 158). Additionally, service members with higher baseline loneliness were more strongly and positively impacted by the supervisor training, reporting higher levels of supportive behaviors from their leaders at 3 months postbaseline. In sum, these results suggest how workplaces, especially those that are considered high-risk occupations, and their leaders play a critical role in a national strategy to address Americans' well-being. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":" ","pages":"299-316"},"PeriodicalIF":3.9,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC11966554/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141989202","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A daily exercise prescription when work gets tough: The moderating effect of work demands on the relationship between daily physical exercise and next-day well-being and job performance.","authors":"Yolanda Na Li, Julie N Y Zhu, Qin Su, Qianqian Xu","doi":"10.1037/ocp0000385","DOIUrl":"10.1037/ocp0000385","url":null,"abstract":"<p><p>Physical exercise is widely recognized for its benefits to individuals' general health, yet its implications for in-role and extrarole job performance, especially on demanding workdays, have rarely been explored. This oversight is concerning as high work demands can deter employees from exercising when they are unaware that exercise can improve their job performance on demanding workdays. In this research, we draw on the effort-recovery model to propose that daily physical exercise not only promotes next-day well-being but also enhances next-day in-role job performance and extrarole organizational citizenship behavior (OCB) by fostering positive affect and work engagement the following day. Moreover, these benefits of daily physical exercise are more pronounced on days with high rather than low work demands. Results from two experience sampling studies generally support our hypotheses, revealing that daily physical exercise contributes to next-day well-being, both self- and leader-rated in-role job performance and self-rated, but not leader-rated, extrarole OCB, through the sequential mediation of next-morning positive affect and next-day work engagement. Furthermore, these benefits of physical exercise are more evident on days when employees face high overall work demands (Study 1) and in particular on days with high-hindrance demands but on days with low-challenge demands (Study 2). (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":" ","pages":"342-358"},"PeriodicalIF":3.9,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142019179","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}

{"title":"Family intergenerational stress: Concept exploration and development via coping and identity management.","authors":"Guangsong Dai, Lanxia Zhang, Adam A Kay, Yiqiong Li, Mengyu Mao, Qingqiang Zhang","doi":"10.1037/ocp0000388","DOIUrl":"10.1037/ocp0000388","url":null,"abstract":"<p><p>The sandwich generation faces dual responsibilities of supporting parents and raising children, resulting in heightened levels of stress and negative work-related outcomes. Despite a wealth of research on the sandwich generation, few studies have examined the specific nature of the multigenerational needs of the sandwich generation. Accordingly, we introduce a new concept termed family intergenerational stress (FIS), which refers to the interaction and integration of stresses from elder caregiving, child-rearing, and associated challenges with self-definition. Through the lens of FIS, we collected interview data from 137 sandwich generation employees, secondary network data, and field observation data from 21 employees. We further used grounded theory to explore employees' stress and coping responses to dual family responsibilities. Findings indicate that employees with both elder caregiving and child-rearing responsibilities experience FIS. This, in turn, threatens their identity as an ideal worker and is associated with lower work engagement. Findings further reveal that in coping with FIS, employees adopt different identity-based strategies. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":" ","pages":"359-372"},"PeriodicalIF":3.9,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142113493","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}

{"title":"Financial stress and leadership behavior: The role of leader gender.","authors":"Trevor M Spoelma,Keaton A Fletcher","doi":"10.1037/ocp0000387","DOIUrl":"https://doi.org/10.1037/ocp0000387","url":null,"abstract":"Concern about personal finances is one of the most widespread and salient sources of stress. We advance our emerging understanding of the work-related impacts of financial stress by examining the consequences of personal financial stress on leadership behavior. Drawing on compensatory control theory, we propose that financial stress positively relates to abusive supervision via a lowered sense of personal control. Integrating social role theory, we propose that these effects are stronger for leaders who are men than leaders who are women. We test our model in a vignette-based study using a sample of leaders (N = 201) and a second multiwave, multisource field survey study among leaders and their subordinates (N = 119 leader-subordinate dyads). Across both studies, we found that financial stress was positively associated with abusive supervision via lack of control and that this relationship was stronger for men than women. In Study 2, we examined an alternative tend-and-befriend theoretical account, proposing that leaders who are women exhibit more communion-striving motivation and empathic leadership as a result of financial stress. We found some support for this alternative pathway, though not gender differences in it, and in doing so we uncovered novel outcomes of financial stress. Our results offer implications for supporting employee financial health and uncover a context wherein men (and their subordinates), rather than women, experience the costs of misalignment with societal gender expectations. (PsycInfo Database Record (c) 2024 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"23 1","pages":"317-341"},"PeriodicalIF":5.1,"publicationDate":"2024-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142436381","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}

{"title":"Why your help is unhelpful: A multistage mediation model exploring mechanisms linking unhelpful workplace social support to work engagement.","authors":"Ian M Hughes, Cheryl E Gray, Andrea Bazzoli, Sara M Stavely","doi":"10.1037/ocp0000382","DOIUrl":"10.1037/ocp0000382","url":null,"abstract":"<p><p>Recent occupational health research has begun exploring unhelpful workplace social support (UWSS). UWSS refers to actions taken by a colleague that the recipient believes are intended to be helpful but are perceived as ineffective. For example, a colleague may provide help that is not wanted or do something incorrectly while providing aid. Despite the perceived good intentions of UWSS providers, empirical research suggests that UWSS is a potent workplace demand negatively associated with occupational well-being. The mechanisms that link UWSS and reduced occupational well-being, however, have yet to receive empirical examination. We integrate the job demands-resources model, conservation of resources theory, and basic needs theory to construct a multistage model linking UWSS to reduced work engagement via the frustration of basic psychological needs and the consequent experiencing of negative emotions. We test this model across two studies-a three-wave weekly study (N_{Level 1} = 960, N_{Level 2} = 320) and a 5-day daily diary study (N_{Level 1} = 1,680, N_{Level 2} = 336)-and find several significant direct and indirect effects. Across both studies (though at different levels of analysis), partial support was linked to reduced work engagement via the frustration of both the need for competence and relatedness and the experiencing of negative affect, while in Study 2, a daily link between undependable support and work engagement through relatedness frustration and the experiencing of negative affect was found. Implications for research and practice are discussed, and future research directions are offered. (PsycInfo Database Record (c) 2024 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"29 4","pages":"238-257"},"PeriodicalIF":3.9,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141890577","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}