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Journal of Occupational Health Psychology

Nai-Wen Chi, Jixia Yang, Chia-Ying Lin
Drawing on the stressor-emotion model, we examine how customer mistreatment can evoke service workers' passive forms of deviant behaviors (i.e., work withdrawal behavior [WWB]) and negative impacts on their home life (i.e., work-family conflict [WFC]), and whether individuals' core self-evaluations and customer service training can buffer the negative effects of customer mistreatment. Using the experience sampling method, we collect daily data from 77 customer service employees for 10 consecutive working days, yielding 546 valid daily responses...
October 27, 2016: Journal of Occupational Health Psychology
Mindy K Shoss, Lixin Jiang, Tahira M Probst
Job insecurity is a ubiquitous threat that has been linked to a number of undesirable emotional, cognitive, and behavioral outcomes. Against this backdrop, popular and academic accounts have hailed the ability to bounce back from threats (i.e., resilience) as a crucial competency. We leverage the cognitive-relational model of stress to examine the extent to which resilience (operationalized as both dispositional tendencies and coping strategies) mitigates several negative consequences of job insecurity. We tested the moderating role of resilience in 2 studies...
October 27, 2016: Journal of Occupational Health Psychology
Joost M Leunissen, Constantine Sedikides, Tim Wildschut, Taya R Cohen
We report 3 studies addressing the relevance of organizational nostalgia for the meaning that employees ascribe to their work (work meaning). We hypothesized, and found, that organizational nostalgia enhances work meaning and thereby reduces turnover intentions. In Study 1, an employee survey, spontaneously experienced organizational nostalgia was associated with higher work meaning. In Study 2, an organizational-nostalgia induction increased work meaning, which subsequently predicted lowered turnover intentions...
October 27, 2016: Journal of Occupational Health Psychology
James Campbell Quick, M Ann McFadyen
Sexual harassment (SH) is a continuing, chronic occupational health problem in organizations and work environments. First addressed in the Journal of Occupational Health Psychology through a 1998 Special Section on Sexual Harassment, we return to this consequential issue. If the goal is to reduce SH in organizations, and we believe that it should be, then a key question is whether we have made progress in 2 decades. The answer is mixed. Yes, there is a 28% decline in SH complaints. No, there is an increase in complaints by males...
October 10, 2016: Journal of Occupational Health Psychology
Arnold B Bakker, Evangelia Demerouti
The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout...
October 10, 2016: Journal of Occupational Health Psychology
Jari J Hakanen, Arnold B Bakker
Burnout is a response to prolonged stressors at work, and is defined as a chronic syndrome including exhaustion, cynicism, and reduced professional efficacy. The 40 years of research on burnout have yielded thousands of studies on its measurement, antecedents, correlates, and consequences. However, most of these studies have used a cross-sectional design, and only very few have addressed burnout from a life-course perspective. In the first part of this article, we reflect on the ideas that inspired our multidisciplinary "A 35-Year Follow-Up Study on Burnout Among Finnish Employees," and the challenges that we encountered when conducting and publishing the study...
October 10, 2016: Journal of Occupational Health Psychology
Julian Barling, Anika Cloutier
While employees' mental health is the focus of considerable attention from researchers, the public, and policymakers, leaders' mental health has almost escaped attention. We start by considering several reasons for this, followed by discussions of the effects of leaders' mental health on their own leadership behaviors, the emotional toll of high-quality leadership, and interventions to enhance leaders' mental health. We offer 8 possible directions for future research on leaders' mental health. Finally, we discuss methodological obstacles encountered when investigating leaders' mental health, and policy dilemmas raised by leaders' mental health...
October 10, 2016: Journal of Occupational Health Psychology
Cristina K Hudson, Winny Shen
Complaints of chronic understaffing in organizations have become common among workers as employers face increasing pressures to do more with less. Unfortunately, despite its prevalence, there is currently limited research in the literature regarding the nature of workplace understaffing and its consequences. Taking a multilevel approach, this study introduces a new multidimensional conceptualization of subjective work group understaffing, comprising of manpower and expertise understaffing, and examines both its performance and well-being consequences for individual workers (Study 1) and work groups (Study 2)...
September 22, 2016: Journal of Occupational Health Psychology
Kimberly C Dreison, Lauren Luther, Kelsey A Bonfils, Michael T Sliter, John H McGrew, Michelle P Salyers
Burnout is prevalent among mental health providers and is associated with significant employee, consumer, and organizational costs. Over the past 35 years, numerous intervention studies have been conducted but have yet to be reviewed and synthesized using a quantitative approach. To fill this gap, we performed a meta-analysis on the effectiveness of burnout interventions for mental health workers. We completed a systematic literature search of burnout intervention studies that spanned more than 3 decades (1980 to 2015)...
September 19, 2016: Journal of Occupational Health Psychology
Dana Yagil, Hana Medler-Liraz
Individual differences in emotional labor and subsequent vulnerability to burnout have been explored through the prism of Congruence Theory, which examines the congruence between personality traits and job requirements (Bono & Vey, 2007; Moskowitz & Coté, 1995). Drawing on theory and research dealing with the association between the need to belong and self-regulation (Baumeister, DeWall, Ciarocco & Twenge, 2005), this study examined the relationship between need to belong and service employees' surface acting and associated outcomes...
September 19, 2016: Journal of Occupational Health Psychology
Stephanie D Jamieson, Michelle R Tuckey
There is growing research interest regarding the significance of mindfulness in the workplace. Within this body of knowledge, research investigating the effects of mindfulness interventions on employee health and well-being has strong practical implications for organizations. A sound understanding of the current state of the workplace mindfulness intervention literature will help inform the suitability of these interventions within the workplace domain, and how to improve the conduct and communication of intervention-oriented research...
September 19, 2016: Journal of Occupational Health Psychology
Kristin Hildenbrand, Claudia A Sacramento, Carmen Binnewies
Grounding our research in conservation of resources theory, we set out to shed light on the relationship between transformational leadership (TFL) and employee burnout. Specifically, we considered both thriving at work, a personal resource, and employees' openness to experience (OTE), a key resource, to uncover whether all employees benefit equally from TFL (a contextual resource). In detail, we argued that the negative effect of TFL on employee burnout is mediated by employee thriving at work, and that employees' OTE constitutes a boundary condition of this process...
September 15, 2016: Journal of Occupational Health Psychology
(no author information available yet)
Reports an error in "Job crafting in changing organizations: Antecedents and implications for exhaustion and performance" by Paraskevas Petrou, Evangelia Demerouti and Wilmar B. Schaufeli (Journal of Occupational Health Psychology, 2015[Oct], Vol 20[4], 470-480). In the article, there were misreported variables in one of the figures. The legend for Figure 1 should read "Tested SEM model. χ² = 76.50, df = 30, p .000, CFI = 0.98, TLI = 0.92, GFI = .98, RMSEA = .05, RMR = .05; significant synchronous correlations are displayed without their coefficients for clarity purposes...
July 2016: Journal of Occupational Health Psychology
(no author information available yet)
Reports an error in "Do positive affectivity and boundary preferences matter for work-family enrichment? A study of human service workers" by Laurel A. McNall, Lindsay D. Scott and Jessica M. Nicklin (Journal of Occupational Health Psychology, 2015[Jan], Vol 20[1], 93-104). In the article there was an error in Figure 1. The lower left bubble should read "Boundary Preference Toward Segmentation" instead of "Boundary Preference Toward Integration." (The following abstract of the original article appeared in record 2014-44477-001...
July 2016: Journal of Occupational Health Psychology
Dejun Tony Kong
The present research examines (a) how ethnic minorities' paranoia mediates the relations between perceived ethnic discrimination and 2 forms of self-preservative work behaviors and (b) how ethnic minorities' collective self-esteem moderates the relation between perceived ethnic discrimination and paranoia. Two field studies focusing on 2 ethnic minority groups (Asian and Latino/Hispanic Americans), respectively, rendered empirical support to the focal mechanisms, which appeared robust even when perceived ethnic acceptance, psychological needs satisfaction, and neuroticism were simultaneously accounted for...
July 2016: Journal of Occupational Health Psychology
Heather N Odle-Dusseau, Leslie B Hammer, Tori L Crain, Todd E Bodner
Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB...
July 2016: Journal of Occupational Health Psychology
Maria João Velez, Pedro Neves
Recently, interest in abusive supervision has grown (Tepper, 2000). However, little is still known about organizational factors that can reduce its adverse effects on employee behavior. Based on the Job Demands-Resources Model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001), we predict that job autonomy acts as a buffer of the positive relationship between abusive supervision, psychosomatic symptoms and deviance. Therefore, when job autonomy is low, a higher level of abusive supervision should be accompanied by increased psychosomatic symptoms and thus lead to higher production deviance...
July 2016: Journal of Occupational Health Psychology
Nan Zhou, Cheryl Buehler
This study used data from the National Institute of Child Health and Human Development (NICHD) Study of Early Child Care and Youth Development (N = 1,019) to examine family, employment, and individual antecedents of maternal work-family enrichment from infancy through middle childhood. Work-family conflict and important confounding factors were controlled. From the family domain, higher income-to-needs ratio and social support were associated with higher work-family enrichment. From the employment domain, greater job rewards, benefits of employment for children, and work commitment were associated with higher work-family enrichment...
July 2016: Journal of Occupational Health Psychology
David Holman, Carolyn Axtell
Many job redesign interventions are based on a multiple mediator-multiple outcome model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a multiple mediator-multiple outcome model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call center confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i...
July 2016: Journal of Occupational Health Psychology
Lixin Jiang, Tahira M Probst
Previous research has established a causal link between individual perceptions of job insecurity and safety outcomes. However, whether job insecurity climate is associated with safety outcomes has not been studied. The purpose of the current study was to explore the main and cross-level interaction effects of affective job insecurity climate on safety outcomes, including behavioral safety compliance, reporting attitudes, workplace injuries, experienced safety events, unreported safety events, and accident underreporting, beyond individual affective job insecurity...
July 2016: Journal of Occupational Health Psychology
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