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Journal of Occupational Health Psychology

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https://www.readbyqxmd.com/read/27991803/should-you-switch-off-or-stay-engaged-the-consequences-of-thinking-about-work-on-the-trajectory-of-psychological-well-being-over-time
#1
Abbas Firoozabadi, Sjir Uitdewilligen, Fred R H Zijlstra
This study examined how 2 different ways of being mentally engaged with work-related issues during evenings (affective rumination and problem-solving pondering) cause changes in psychological well-being over a 1-year period. We conducted a 3-wave longitudinal study with a time lag of 6 months between each wave. At the first measurement moment, participants filled out a survey over 5 consecutive working days assessing work-related affective rumination and problem-solving pondering during evenings. Exhaustion and health complaints were assessed at the first measurement moment as well as after 6 and 12 months...
December 19, 2016: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27977228/preventing-empathic-distress-and-social-stressors-at-work-through-nonviolent-communication-training-a-field-study-with-health-professionals
#2
Renata Wacker, Isabel Dziobek
One major source of mental health problems in health professionals are personally demanding encounters at work. Thus, a crucial prevention focus is the development of emotional and social skills necessary to effectively manage interactions with clients, colleagues, and supervisors. The aim of our pre-post intervention field study was to evaluate an employee training in nonviolent communication (NVC) within a public health organization. A training group participated in a 3-day NVC training and completed questionnaires before and 3 months after training...
December 15, 2016: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27936830/promoting-personal-resources-and-reducing-exhaustion-through-positive-work-reflection-among-caregivers
#3
Elisa Clauss, Annekatrin Hoppe, Deirdre O'Shea, M Gloria González Morales, Anna Steidle, Alexandra Michel
The aim of this study was to test the effects of a daily positive work reflection intervention on fostering personal resources (i.e., hope and optimism) and decreasing exhaustion (i.e., emotional exhaustion and fatigue) among caregivers for the elderly and caregivers who provide services at patients' homes. Using an intervention/waitlist control group design, 46 caregivers in an intervention group were compared with 44 caregivers in a control group at 3 points of measurement: pre-intervention, post-intervention, and at a 2-week follow-up...
December 12, 2016: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27936829/bullying-at-work-cognitive-appraisal-of-negative-acts-coping-wellbeing-and-performance
#4
Rebecca Hewett, Andreas Liefooghe, Gintare Visockaite, Siriyupa Roongrerngsuke
The negative outcomes of experiencing workplace bullying are well documented, but a strong theoretical explanation for this has been relatively neglected. We draw on cognitive appraisal theory to suggest that individuals' appraisals of and responses to negative acts at work will moderate the impact of said acts on wellbeing and performance outcomes. In a large study (N = 3,217) in Southeast Asia, we examine moderators in the form of (a) the extent to which individuals identify themselves as being bullied and (b) the coping strategies that individuals use to deal with negative acts...
December 12, 2016: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27936828/defeating-abusive-supervision-training-supervisors-to-support-subordinates
#5
M Gloria Gonzalez-Morales, Mary C Kernan, Thomas E Becker, Robert Eisenberger
Although much is known about the antecedents and consequences of abusive supervision, scant attention has been paid to investigating procedures to reduce its frequency. We conducted a quasiexperiment to examine the effects of supervisor support training on subordinate perceptions of abusive supervision and supervisor support. Supervisors (n = 23) in 4 restaurants were trained in 4 supportive supervision strategies (benevolence, sincerity, fairness, and experiential processing) during 4 2-hr sessions over a period of 2 months...
December 12, 2016: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27786506/service-workers-chain-reactions-to-daily-customer-mistreatment-behavioral-linkages-mechanisms-and-boundary-conditions
#6
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
https://www.readbyqxmd.com/read/27786505/bending-without-breaking-a-two-study-examination-of-employee-resilience-in-the-face-of-job-insecurity
#7
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
https://www.readbyqxmd.com/read/27786504/organizational-nostalgia-lowers-turnover-intentions-by-increasing-work-meaning-the-moderating-role-of-burnout
#8
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
https://www.readbyqxmd.com/read/27214599/-let-it-be-and-keep-on-going-acceptance-and-daily-occupational-well-being-in-relation-to-negative-work-events-correction-to-kuba-and-scheibe-2017
#9
(no author information available yet)
Reports an error in "Let It Be and Keep on Going! Acceptance and Daily Occupational Well-Being in Relation to Negative Work Events" by Katharina Kuba and Susanne Scheibe (Journal of Occupational Health Psychology, Advanced Online Publication, Feb 25, 2016, np). In the article, there were errors in the Participants subsection in the Method section. The last three sentences should read "Job tenure ranged from less than 1 year to 32 years, with an average of 8.83 years (SD 7.80). Participants interacted with clients on average 5...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27158742/bullying-at-work-personality-and-subjective-well-being
#10
Mieczysław Plopa, Wojciech Plopa, Anna Skuzińska
The present study examines the role of personality in the relationship between bullying at work and the subjective well-being of employees. The study was conducted with 359 participating employees of administrative bodies, the police force, and the health care sector. Four selected groups of persons with various personality profiles based on the 5-factor model underwent analysis. The obtained results attest to a protective role of a configuration of low neuroticism, high agreeableness, and high conscientiousness and a configuration of low neuroticism, high extraversion, and high openness to experience...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27077944/integrated-and-isolated-impact-of-high-performance-work-practices-on-employee-health-and-well-being-a-comparative-study
#11
Chidiebere Ogbonnaya, Kevin Daniels, Sara Connolly, Marc van Veldhoven
We investigate the positive relationships between high-performance work practices (HPWP) and employee health and well-being and examine the conflicting assumption that high work intensification arising from HPWP might offset these positive relationships. We present new insights on whether the combined use (or integrated effects) of HPWP has greater explanatory power on employee health, well-being, and work intensification compared to their isolated or independent effects. We use data from the 2004 British Workplace Employment Relations Survey (22,451 employees nested within 1,733 workplaces) and the 2010 British National Health Service Staff survey (164,916 employees nested within 386 workplaces)...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27054502/-it-s-tough-hanging-up-a-call-the-relationships-between-calling-and-work-hours-psychological-detachment-sleep-quality-and-morning-vigor
#12
Michael E Clinton, Neil Conway, Jane Sturges
It has been argued that when people believe that their work is a calling, it can often be experienced as an intense and consuming passion with significant personal meaning. While callings have been demonstrated to have several positive outcomes for individuals, less is known about the potential downsides for those who experience work in this way. This study develops a multiple-meditation model proposing that, while the intensity of a calling has a positive direct effect on work-related vigor, it motivates people to work longer hours, which both directly and indirectly via longer work hours, limits their psychological detachment from work in the evenings...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27054501/work-related-self-efficacy-as-a-moderator-of-the-impact-of-a-worksite-stress-management-training-intervention-intrinsic-work-motivation-as-a-higher-order-condition-of-effect
#13
Joda Lloyd, Frank W Bond, Paul E Flaxman
Employees with low levels of work-related self-efficacy may stand to benefit more from a worksite stress management training (SMT) intervention. However, this low work-related self-efficacy/enhanced SMT benefits effect may be conditional on employees also having high levels of intrinsic work motivation. In the present study, we examined this proposition by testing three-way, or higher order, interaction effects. One hundred and fifty-three U.K. government employees were randomly assigned to a SMT intervention group (n = 68), or to a waiting list control group (n = 85)...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/26938080/what-about-the-leader-crossover-of-emotional-exhaustion-and-work-engagement-from-followers-to-leaders
#14
Nina Wirtz, Thomas Rigotti, Kathleen Otto, Carina Loeb
Although a growing body of research links leadership behavior to follower health, comparatively little is known about the health effects of being in the lead. This longitudinal study of 315 team members and 67 leaders examined the crossover of emotional exhaustion and work engagement from followers to leaders. Leader emotional self-efficacy was tested as a moderator in the crossover process. Multiple regression analyses revealed that followers' work engagement was positively related to leaders' work engagement eight months later, controlling for followers' tenure with the leader, leader gender, autonomy, workload, and work engagement at Time 1...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/26938079/aggression-preventive-supervisor-behavior-implications-for-workplace-climate-and-employee-outcomes
#15
Liu-Qin Yang, David E Caughlin
Workplace aggression remains a serious and costly issue for organizations; thus, it is imperative to understand ways to reduce workplace aggression. To address this need, we used 2 independent samples with varied study designs, one at the employee level and the other at both employee and unit levels, to examine the role of aggression-preventive supervisor behavior (APSB) in aggression-prevention processes. In Sample 1 (237 nurses), we used structural equation modeling to examine the role of individual observations of APSB...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/26913612/age-and-health-jointly-moderate-the-influence-of-flexible-work-arrangements-on-work-engagement-evidence-from-two-empirical-studies
#16
Cort W Rudolph, Boris B Baltes
Research and theory support the notion that flexible work arrangements (i.e., job resources in the form of formal policies that allow employees the latitude to manage when, where, and how they work) can have a positive influence on various outcomes that are valued both by organizations and their constituents. In the present study, we integrate propositions from various theoretical perspectives to investigate how flexible work arrangements influence work engagement. Then, in 2 studies we test this association and model the influence of different conceptualizations of health and age as joint moderators of this relationship...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/26913611/let-it-be-and-keep-on-going-acceptance-and-daily-occupational-well-being-in-relation-to-negative-work-events
#17
Katharina Kuba, Susanne Scheibe
[Correction Notice: An Erratum for this article was reported in Vol 22(1) of Journal of Occupational Health Psychology (see record 2016-25216-001). In the article, there were errors in the Participants subsection in the Method section. The last three sentences should read "Job tenure ranged from less than 1 year to 32 years, with an average of 8.83 years (SD 7.80). Participants interacted with clients on average 5.44 hr a day (SD 2.41). The mean working time was 7.36 hr per day (SD 1.91)."] Negative work events can diminish daily occupational well-being, yet the degree to which they do so depends on the way in which people deal with their emotions...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/26866412/does-social-support-buffer-the-effects-of-occupational-stress-on-sleep-quality-among-paramedics-a-daily-diary-study
#18
Jessie Pow, David B King, Ellen Stephenson, Anita DeLongis
Given evidence suggesting a detrimental effect of occupational stress on sleep, it is important to identify protective factors that may ameliorate this effect. We followed 87 paramedics upon waking and after work over 1 week using a daily diary methodology. Multilevel modeling was used to examine whether the detrimental effects of daily occupational stress on sleep quality were buffered by perceived social support availability. Paramedics who reported more support availability tended to report better quality sleep over the week...
January 2017: Journal of Occupational Health Psychology
https://www.readbyqxmd.com/read/27732009/sexual-harassment-have-we-made-any-progress
#19
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
https://www.readbyqxmd.com/read/27732008/job-demands-resources-theory-taking-stock-and-looking-forward
#20
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
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