Tiffany Bisbey,Rylee M Linhardt,Amanda Woods Herron,Molly P Kilcullen,Eduardo Salas
Although workplace safety concerns are often addressed with employee safety training, organizational research has yet to provide a critical examination into the extent to which safety training impacts outcomes. This meta-analysis examines the training literature across industries to evaluate the effects of safety training on the antecedents and indicators of workplace safety. We extracted 666 effects from 157 independent studies and coded for the content of safety training (technical or nontechnical expertise), the motivational strategy employed (promotive or preventive focus), and the stakeholder of the intervention (employees/internal stakeholder or external stakeholder safety). Findings suggest that safety training has an overall positive effect on training outcomes (δ = 0.78), demonstrating medium-to-large effects on trainee reactions (δ = 0.92), learning (δ = 1.18), and transfer (δ = 0.61) and smaller effects on overall safety indicators (δ = 0.26), including organizational safety (δ = 0.20) and individual health and well-being outcomes (δ = 0.15). Findings suggest that both technical and nontechnical training, as well as promotion- and prevention-focused training, contribute to improved safety via different mechanisms. Moreover, effect sizes appear generally weaker for training that is focused on improving the safety of external stakeholders compared to employee safety-based programs. We contribute an integrative framework for safety training effectiveness and offer recommendations for future research to extend theory on workplace safety and safety training. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
{"title":"How does training contribute to workplace safety? A meta-analysis examining the effects of safety training.","authors":"Tiffany Bisbey,Rylee M Linhardt,Amanda Woods Herron,Molly P Kilcullen,Eduardo Salas","doi":"10.1037/apl0001309","DOIUrl":"https://doi.org/10.1037/apl0001309","url":null,"abstract":"Although workplace safety concerns are often addressed with employee safety training, organizational research has yet to provide a critical examination into the extent to which safety training impacts outcomes. This meta-analysis examines the training literature across industries to evaluate the effects of safety training on the antecedents and indicators of workplace safety. We extracted 666 effects from 157 independent studies and coded for the content of safety training (technical or nontechnical expertise), the motivational strategy employed (promotive or preventive focus), and the stakeholder of the intervention (employees/internal stakeholder or external stakeholder safety). Findings suggest that safety training has an overall positive effect on training outcomes (δ = 0.78), demonstrating medium-to-large effects on trainee reactions (δ = 0.92), learning (δ = 1.18), and transfer (δ = 0.61) and smaller effects on overall safety indicators (δ = 0.26), including organizational safety (δ = 0.20) and individual health and well-being outcomes (δ = 0.15). Findings suggest that both technical and nontechnical training, as well as promotion- and prevention-focused training, contribute to improved safety via different mechanisms. Moreover, effect sizes appear generally weaker for training that is focused on improving the safety of external stakeholders compared to employee safety-based programs. We contribute an integrative framework for safety training effectiveness and offer recommendations for future research to extend theory on workplace safety and safety training. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"55 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144701248","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}
Shock events are highly disruptive, threatening employees' performance and increasing the risk that they quit. Yet, little research has focused on how leaders can help employees adjust in the wake of shock events. We draw on the socialization literature to build theory about how leaders can help employees successfully adjust and adapt following shock events. We propose that humble leaders-because they are open to learning from and seeing value in employees' shock-related experiences-will be more likely to use adjustment behavior that reduces employee turnover and promotes employee performance. Focusing on the COVID-19 pandemic as a nearly universal shock event, we find evidence for our hypothesized effects across two multisource field studies (N = 2,392). Specifically, we find that humble leadership is positively related to affirming employees' shock-related experiences and giving employees autonomy over how they approach work following shock, ultimately reducing turnover and enhancing employee performance. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
冲击性事件具有很强的破坏性，会威胁到员工的绩效，增加他们辞职的风险。然而，很少有研究关注领导者如何帮助员工在震惊事件发生后进行调整。我们利用社会化的文献来建立关于领导者如何帮助员工成功地调整和适应冲击事件的理论。我们认为，谦逊的领导者——因为他们愿意从员工的冲击相关经验中学习和看到价值——将更有可能使用调整行为来减少员工流失率并提高员工绩效。将COVID-19大流行作为一个几乎普遍的冲击事件，我们在两项多源现场研究（N = 2392）中发现了我们假设影响的证据。具体而言，我们发现谦逊的领导与肯定员工的冲击相关经验，并给予员工在冲击后如何处理工作的自主权，最终减少流失率，提高员工绩效呈正相关。（PsycInfo Database Record (c) 2025 APA，版权所有）。
{"title":"After shocks: Humble leadership improves employee adjustment following shock events.","authors":"Grace Mele-Cormier,Daniel M Cable,Sergey Gorbatov","doi":"10.1037/apl0001301","DOIUrl":"https://doi.org/10.1037/apl0001301","url":null,"abstract":"Shock events are highly disruptive, threatening employees' performance and increasing the risk that they quit. Yet, little research has focused on how leaders can help employees adjust in the wake of shock events. We draw on the socialization literature to build theory about how leaders can help employees successfully adjust and adapt following shock events. We propose that humble leaders-because they are open to learning from and seeing value in employees' shock-related experiences-will be more likely to use adjustment behavior that reduces employee turnover and promotes employee performance. Focusing on the COVID-19 pandemic as a nearly universal shock event, we find evidence for our hypothesized effects across two multisource field studies (N = 2,392). Specifically, we find that humble leadership is positively related to affirming employees' shock-related experiences and giving employees autonomy over how they approach work following shock, ultimately reducing turnover and enhancing employee performance. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144701034","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}
Troy A Smith,Tobias Dennerlein,Stephen H Courtright,Bradley L Kirkman,Pengcheng Zhang
As empowering leadership becomes increasingly needed in today's complex organizations, so does the need to understand what motivates leaders to give more (or less) empowering leadership to followers. We draw on threat rigidity theory to examine how followers' challenging and supportive voice differentially impact the extent to which leaders empower their followers. We argue that leaders perceive followers' challenging voice as more threatening and tend to empower them less, whereas leaders perceive followers' supportive voice as reflective of their goal congruence with followers, which motivates leaders to give them more empowering leadership. We further leverage threat rigidity theory to explain how leader-directed helping moderates the degree to which leaders respond to each type of voice in terms of threat and goal congruence perceptions and ultimately, with empowering leadership. We argue that leader-directed helping buffers challenging voice's positive effect on perceived threat and amplifies supportive voice's positive effect on leaders' perceptions of goal congruence with followers, which, subsequently, affects leaders' willingness to empower them. We mostly find support for these predictions in a time-lagged, multisource field study and a scenario-based experiment conducted across different countries and cultures. We discuss our theoretical contributions to the literature and practical implications for followers and leaders. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
在当今复杂的组织中，越来越需要授权型领导，因此也需要了解是什么促使领导者给下属更多（或更少）授权型领导。我们利用威胁刚性理论来研究追随者的挑战和支持的声音如何不同地影响领导者赋予追随者权力的程度。我们认为，领导者认为追随者的挑战声音更具威胁性，倾向于减少授权，而领导者认为追随者的支持声音反映了他们与追随者的目标一致性，这促使领导者给予他们更多的授权领导。我们进一步利用威胁刚性理论来解释领导导向的帮助如何调节领导者在威胁和目标一致性感知方面对每种声音的反应程度，并最终通过授权领导。我们认为，领导导向的帮助缓冲了挑战性声音对感知威胁的积极影响，放大了支持性声音对领导者与下属目标一致性感知的积极影响，从而影响了领导者赋予下属权力的意愿。我们在一项时间滞后的、多来源的实地研究和一项在不同国家和文化中进行的基于场景的实验中发现了对这些预测的支持。我们讨论了我们对文献的理论贡献以及对追随者和领导者的实际意义。（PsycInfo Database Record (c) 2025 APA，版权所有）。
{"title":"Why do bootlickers get empowered more than boat-rockers? The effects of voice and helping on empowering leadership through threat and goal congruence perceptions.","authors":"Troy A Smith,Tobias Dennerlein,Stephen H Courtright,Bradley L Kirkman,Pengcheng Zhang","doi":"10.1037/apl0001303","DOIUrl":"https://doi.org/10.1037/apl0001303","url":null,"abstract":"As empowering leadership becomes increasingly needed in today's complex organizations, so does the need to understand what motivates leaders to give more (or less) empowering leadership to followers. We draw on threat rigidity theory to examine how followers' challenging and supportive voice differentially impact the extent to which leaders empower their followers. We argue that leaders perceive followers' challenging voice as more threatening and tend to empower them less, whereas leaders perceive followers' supportive voice as reflective of their goal congruence with followers, which motivates leaders to give them more empowering leadership. We further leverage threat rigidity theory to explain how leader-directed helping moderates the degree to which leaders respond to each type of voice in terms of threat and goal congruence perceptions and ultimately, with empowering leadership. We argue that leader-directed helping buffers challenging voice's positive effect on perceived threat and amplifies supportive voice's positive effect on leaders' perceptions of goal congruence with followers, which, subsequently, affects leaders' willingness to empower them. We mostly find support for these predictions in a time-lagged, multisource field study and a scenario-based experiment conducted across different countries and cultures. We discuss our theoretical contributions to the literature and practical implications for followers and leaders. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"115 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144701247","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}
The challenges of managing the transition to motherhood for working women have been well documented. However, less is known about women whose transition to motherhood is disrupted, stalled, or never realized through complex fertility journeys. This qualitative study explores how 41 working women undergoing fertility treatments experience cross-domain identity challenges that threaten both their desired maternal and professional identities. Through disruptions to initiated identity transitions, participants face three types of cross-domain interferences-embodied, emotional, and cognitive-that create ongoing threats to their desired selves. Unlike typical liminal periods that facilitate identity exploration, we find that repeated fertility treatment disruptions actually erode women's ability to engage in identity play and envision possible selves. This leads to perpetual liminality, where women must make identity trade-offs as their maternal aspirations become increasingly difficult to achieve. Whether fertility treatments succeed or fail, the experience creates a "lingering self" that permanently shapes both personal and professional identities. Our findings extend research on liminality by revealing how extended liminal states can constrain rather than enhance identity exploration, challenging assumptions about the exploratory potential of transitional periods. We also contribute to work-life literature by illuminating how stalled personal identity transitions create unique cross-domain interferences distinct from traditional work-family conflict. These insights suggest organizations need more comprehensive support systems that address the complex, extended nature of fertility journeys while recognizing their lasting impact on employees' sense of self. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
对职业妇女来说，管理过渡到母亲的挑战已经有了充分的记录。然而，对于那些在复杂的生育过程中被中断、停滞或从未实现向母亲过渡的妇女，人们所知甚少。本定性研究探讨了41名接受生育治疗的职业女性如何经历跨领域身份挑战，这些挑战威胁到她们所期望的母亲身份和职业身份。通过对初始身份转换的破坏，参与者面临三种类型的跨领域干扰——具体化的、情感的和认知的——这些干扰会对他们期望的自我产生持续的威胁。与促进身份探索的典型阈限期不同，我们发现反复的生育治疗中断实际上削弱了女性参与身份游戏和设想可能自我的能力。这导致了永久的限制，当女性的母性愿望越来越难以实现时，她们必须在身份上做出权衡。无论生育治疗成功还是失败，这种经历都创造了一个“挥之不去的自我”，永久地塑造了个人和职业身份。我们的发现通过揭示扩展的阈限状态如何限制而不是增强身份探索，从而扩展了对阈限的研究，挑战了关于过渡时期探索潜力的假设。我们还通过阐释停滞不前的个人身份转换如何产生独特的跨领域干扰，从而为工作与生活的文献做出贡献，这种干扰与传统的工作与家庭冲突截然不同。这些见解表明，组织需要更全面的支持系统，以解决生育旅程的复杂性和延展性，同时认识到它们对员工自我意识的持久影响。（PsycInfo Database Record (c) 2025 APA，版权所有）。
{"title":"Disrupted selves in transition: How women navigate fertility treatments in the context of work.","authors":"Nada Basir,Jamie J Ladge,Serena Sohrab","doi":"10.1037/apl0001310","DOIUrl":"https://doi.org/10.1037/apl0001310","url":null,"abstract":"The challenges of managing the transition to motherhood for working women have been well documented. However, less is known about women whose transition to motherhood is disrupted, stalled, or never realized through complex fertility journeys. This qualitative study explores how 41 working women undergoing fertility treatments experience cross-domain identity challenges that threaten both their desired maternal and professional identities. Through disruptions to initiated identity transitions, participants face three types of cross-domain interferences-embodied, emotional, and cognitive-that create ongoing threats to their desired selves. Unlike typical liminal periods that facilitate identity exploration, we find that repeated fertility treatment disruptions actually erode women's ability to engage in identity play and envision possible selves. This leads to perpetual liminality, where women must make identity trade-offs as their maternal aspirations become increasingly difficult to achieve. Whether fertility treatments succeed or fail, the experience creates a \"lingering self\" that permanently shapes both personal and professional identities. Our findings extend research on liminality by revealing how extended liminal states can constrain rather than enhance identity exploration, challenging assumptions about the exploratory potential of transitional periods. We also contribute to work-life literature by illuminating how stalled personal identity transitions create unique cross-domain interferences distinct from traditional work-family conflict. These insights suggest organizations need more comprehensive support systems that address the complex, extended nature of fertility journeys while recognizing their lasting impact on employees' sense of self. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"14 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144701250","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}
Arik Cheshin,Ella Glikson,Einat Lavee,Allison S Gabriel
The existing emotional labor literature has traditionally focused on face-to-face or voice-to-voice customer service interactions. However, as text-based service exchanges have become increasingly common-and, for many customers, preferred-new research questions have emerged. Specifically, how does emotional labor unfold in text-based communication between customer service representatives (CSRs) and customers? And, relatedly, do these interactions involve different emotional labor strategies compared to traditional ones? Using qualitative inductive methods, including observations of service centers and interviews with CSRs and their managers, we employed grounded theory to establish how text-based exchanges align with and diverge from traditional emotional labor assumptions. Our findings reveal that text-based service significantly alters the work of CSRs, presenting both benefits and new challenges. For example, while emotions remain central, they are experienced in a more subdued manner in text-based service. Moreover, the ability to rely on prewritten messages, revise responses mid-interaction, and convey emotions easily through text shifts emotional expressions to be more cognitive and less effective, often appearing as robotic. Consequently, CSRs face a novel challenge: demonstrating they are real people (i.e., not automated chatbots) and laboring to rehumanize themselves to customers. Thus, text-based service significantly alters emotional labor, while some challenges are alleviated, new ones emerge, suggesting classical deep-acting and surface-acting concepts may not fully apply. We identify two distinct forms of digital emotional labor-robotic acting and rehumanization. Implications for theory and practice tied to emotional labor are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
现有的情绪劳动文献传统上关注面对面或语音对语音的客户服务互动。然而，随着以文本为基础的服务交换变得越来越普遍——而且对于许多客户来说，这是首选——新的研究问题出现了。具体来说，情绪劳动是如何在客户服务代表（csr）和客户之间的文本交流中展开的？与此相关的是，与传统的情绪劳动策略相比，这些互动是否涉及不同的情绪劳动策略？采用定性归纳方法，包括对服务中心的观察和对csr及其管理者的访谈，我们采用扎根理论来确定基于文本的交流如何与传统的情绪劳动假设一致或不同。我们的研究结果表明，基于文本的服务显著地改变了csr的工作，既带来了好处，也带来了新的挑战。例如，虽然情感仍然是核心，但在基于文本的服务中，情感的体验更加柔和。此外，依赖于预先写好的信息、在互动过程中修改回应以及通过文本轻松传达情感的能力，使情感表达变得更加认知化，效率更低，通常看起来像机器人。因此，csr面临着一个新的挑战：证明他们是真实的人（即，不是自动聊天机器人），并努力在客户面前重新人性化。因此，基于文本的服务显著地改变了情绪劳动，在一些挑战得到缓解的同时，新的挑战也出现了，这表明经典的深层表演和表面表演概念可能并不完全适用。我们确定了数字情感劳动的两种不同形式——机器人表演和再人性化。讨论了与情绪劳动相关的理论和实践意义。（PsycInfo Database Record (c) 2025 APA，版权所有）。
{"title":"Digital emotional labor: Benefits and challenges of emotional labor in the context of text-based service.","authors":"Arik Cheshin,Ella Glikson,Einat Lavee,Allison S Gabriel","doi":"10.1037/apl0001305","DOIUrl":"https://doi.org/10.1037/apl0001305","url":null,"abstract":"The existing emotional labor literature has traditionally focused on face-to-face or voice-to-voice customer service interactions. However, as text-based service exchanges have become increasingly common-and, for many customers, preferred-new research questions have emerged. Specifically, how does emotional labor unfold in text-based communication between customer service representatives (CSRs) and customers? And, relatedly, do these interactions involve different emotional labor strategies compared to traditional ones? Using qualitative inductive methods, including observations of service centers and interviews with CSRs and their managers, we employed grounded theory to establish how text-based exchanges align with and diverge from traditional emotional labor assumptions. Our findings reveal that text-based service significantly alters the work of CSRs, presenting both benefits and new challenges. For example, while emotions remain central, they are experienced in a more subdued manner in text-based service. Moreover, the ability to rely on prewritten messages, revise responses mid-interaction, and convey emotions easily through text shifts emotional expressions to be more cognitive and less effective, often appearing as robotic. Consequently, CSRs face a novel challenge: demonstrating they are real people (i.e., not automated chatbots) and laboring to rehumanize themselves to customers. Thus, text-based service significantly alters emotional labor, while some challenges are alleviated, new ones emerge, suggesting classical deep-acting and surface-acting concepts may not fully apply. We identify two distinct forms of digital emotional labor-robotic acting and rehumanization. Implications for theory and practice tied to emotional labor are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"12 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144669553","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":"Supplemental Material for How Does Training Contribute to Workplace Safety? A Meta-Analysis Examining the Effects of Safety Training","authors":"","doi":"10.1037/apl0001309.supp","DOIUrl":"https://doi.org/10.1037/apl0001309.supp","url":null,"abstract":"","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"7 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144670068","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":"Correction to “Insights from an updated personnel selection meta-analytic matrix: Revisiting general mental ability tests’ role in the validity–diversity trade-off” by Berry et al. (2024).","authors":"","doi":"10.1037/apl0001308","DOIUrl":"https://doi.org/10.1037/apl0001308","url":null,"abstract":"","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"15 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144629480","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}
Sherry (Qiang) Fu, Nikolaos Dimotakis, Joel Koopman
{"title":"Mediation testing with polynomial regression: A critical review of extant approaches and a researcher’s toolkit for the future.","authors":"Sherry (Qiang) Fu, Nikolaos Dimotakis, Joel Koopman","doi":"10.1037/apl0001302","DOIUrl":"https://doi.org/10.1037/apl0001302","url":null,"abstract":"","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":"11630 1","pages":""},"PeriodicalIF":9.9,"publicationDate":"2025-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144602940","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}
Pub Date : 2025-07-01Epub Date: 2024-12-16DOI: 10.1037/apl0001259
Cort W Rudolph, Mindy K Shoss, Hannes Zacher
This article reports the results of a 33-wave longitudinal study of relations between job insecurity and physical and mental health based on monthly data collected between April 2020 and December 2022 among n = 1,666 employees in Germany. We integrate dynamic theorizing from the transactional stress model and domain-specific theorizing based on stressor creation and perception to frame hypotheses regarding dynamic and reciprocal relations between job insecurity and health over time. We find that lower physical health predicted subsequent increases in job insecurity and higher physical health predicted subsequent decreases in job insecurity. However, job insecurity did not have a significant influence on physical health. Furthermore, higher job insecurity predicted subsequent decreases in mental health, and higher mental health predicted subsequent decreases in job insecurity. This pattern of findings suggests a dynamic and reciprocal within-person process wherein positive deviations from one's average trajectory of job insecurity are associated with subsequently lower levels of mental health and vice versa. We additionally find evidence for linear trends in these within-person processes themselves, suggesting that the strength of the within-person influence of job insecurity on mental health becomes more strongly negative over time (i.e., a negative amplifying cycle). This research provides practical insights into job insecurity as a health threat and shows how concerns about job loss following deteriorations in physical and mental health serve to further threaten well-being. (PsycInfo Database Record (c) 2025 APA, all rights reserved).
本文基于 2020 年 4 月至 2022 年 12 月期间收集到的 n = 1,666 名德国员工的月度数据，对工作不安全感与身心健康之间的关系进行了 33 波纵向研究，并报告了研究结果。我们将交易型压力模型的动态理论与基于压力产生和感知的特定领域理论相结合，提出了工作不安全感与健康之间随时间变化的动态互惠关系的假设。我们发现，身体健康程度越低，工作不安全感就越强；身体健康程度越高，工作不安全感就越弱。然而，工作不安全感对身体健康的影响并不大。此外，较高的工作不安全感预示着随后心理健康的下降，而较高的心理健康预示着随后工作不安全感的下降。这种发现模式表明了一个动态的、互惠的人内过程，即一个人的工作不安全感的平均轨迹的正偏离与随后较低的心理健康水平相关，反之亦然。此外，我们还发现了这些人内过程本身的线性趋势证据，表明工作不安全感对心理健康的人内影响强度随着时间的推移变得更加强烈（即负放大循环）。这项研究为工作不稳定作为一种健康威胁提供了切实可行的见解，并说明了在身心健康恶化之后，对失去工作的担忧是如何进一步威胁健康的。(PsycInfo Database Record (c) 2024 APA，保留所有权利）。
{"title":"Dynamic and reciprocal relations between job insecurity and physical and mental health.","authors":"Cort W Rudolph, Mindy K Shoss, Hannes Zacher","doi":"10.1037/apl0001259","DOIUrl":"10.1037/apl0001259","url":null,"abstract":"<p><p>This article reports the results of a 33-wave longitudinal study of relations between job insecurity and physical and mental health based on monthly data collected between April 2020 and December 2022 among <i>n</i> = 1,666 employees in Germany. We integrate dynamic theorizing from the transactional stress model and domain-specific theorizing based on stressor creation and perception to frame hypotheses regarding dynamic and reciprocal relations between job insecurity and health over time. We find that lower physical health predicted subsequent increases in job insecurity and higher physical health predicted subsequent decreases in job insecurity. However, job insecurity did not have a significant influence on physical health. Furthermore, higher job insecurity predicted subsequent decreases in mental health, and higher mental health predicted subsequent decreases in job insecurity. This pattern of findings suggests a dynamic and reciprocal within-person process wherein positive deviations from one's average trajectory of job insecurity are associated with subsequently lower levels of mental health and vice versa. We additionally find evidence for linear trends in these within-person processes themselves, suggesting that the strength of the within-person influence of job insecurity on mental health becomes more strongly negative over time (i.e., a negative amplifying cycle). This research provides practical insights into job insecurity as a health threat and shows how concerns about job loss following deteriorations in physical and mental health serve to further threaten well-being. (PsycInfo Database Record (c) 2025 APA, all rights reserved).</p>","PeriodicalId":15135,"journal":{"name":"Journal of Applied Psychology","volume":" ","pages":"948-962"},"PeriodicalIF":9.4,"publicationDate":"2025-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142828751","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：