Pub Date : 2020-10-01DOI: 10.1080/02678373.2019.1695294
Cheryl E Gray, Paul E Spector, Kayla N Lacey, Briana G Young, Scott T Jacobsen, Morgan R Taylor
While social support is generally considered a helpful resource for employees, it can also serve as a job stressor. Unhelpful workplace social support (UWSS) is any action taken by a supervisor and/or colleague that the recipient believes was intended to benefit him or her but is perceived as unhelpful or harmful. Two studies, one qualitative and one quantitative, identified types of UWSS and demonstrated that unhelpful support can operate as a job stressor in relating to strains. In Study 1, critical incidents were collected from 116 employees, and a content analysis revealed 11 distinct categories of UWSS. In Study 2, the taxonomy of UWSS was further refined using quantitative methods. Results of two samples (176 diverse employees and 496 registered nurses) demonstrate that UWSS is associated with higher job-related negative affect, lower competence-based self-esteem, lower coworker satisfaction, higher work-related burnout, higher organisational frustration, and more physical symptoms (e.g. headache, nausea, and fatigue) among recipients. Together, the studies demonstrate that unhelpful workplace social support is a meaningful job stressor worthy of further investigation.
{"title":"Helping may be Harming: unintended negative consequences of providing social support.","authors":"Cheryl E Gray, Paul E Spector, Kayla N Lacey, Briana G Young, Scott T Jacobsen, Morgan R Taylor","doi":"10.1080/02678373.2019.1695294","DOIUrl":"10.1080/02678373.2019.1695294","url":null,"abstract":"<p><p>While social support is generally considered a helpful resource for employees, it can also serve as a job stressor. Unhelpful workplace social support (UWSS) is any action taken by a supervisor and/or colleague that the recipient believes was intended to benefit him or her but is perceived as unhelpful or harmful. Two studies, one qualitative and one quantitative, identified types of UWSS and demonstrated that unhelpful support can operate as a job stressor in relating to strains. In Study 1, critical incidents were collected from 116 employees, and a content analysis revealed 11 distinct categories of UWSS. In Study 2, the taxonomy of UWSS was further refined using quantitative methods. Results of two samples (176 diverse employees and 496 registered nurses) demonstrate that UWSS is associated with higher job-related negative affect, lower competence-based self-esteem, lower coworker satisfaction, higher work-related burnout, higher organisational frustration, and more physical symptoms (e.g. headache, nausea, and fatigue) among recipients. Together, the studies demonstrate that unhelpful workplace social support is a meaningful job stressor worthy of further investigation.</p>","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"359-385"},"PeriodicalIF":6.1,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1695294","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43307494","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-08-04DOI: 10.1080/02678373.2020.1801888
István Tóth‐Király, A. Morin, K. Salmela‐Aro
ABSTRACT The purpose of this two-wave longitudinal study was to examine the associations between work engagement and workaholism to better understand the psychological mechanisms underpinning high levels of work investment. These associations were examined in a sample of 514 employees using latent change models, allowing us to obtain a direct and explicit estimate of change occurring in both constructs over a 3-year period. These analyses relied on a bifactor representation of work engagement and workaholism, allowing us to properly disaggregate the global and specific levels of both constructs in the estimation of these longitudinal associations. To further enrich our theoretical understanding of the mechanisms at play in these relations, we also considered associations between these two constructs and employees’ levels of harmonious and obsessive work passion, two other facets of heavy work investment. Our results revealed the longitudinal independence of employees’ global levels work engagement and workaholism, showing that longitudinal associations between these two constructs occurred at the specific, rather than global, level. Harmonious work passion was only found to be associated to global and specific components of work engagement, whereas obsessive work passion was found to be associated with global and specific components of both work engagement and workaholism.
{"title":"A longitudinal perspective on the associations between work engagement and workaholism","authors":"István Tóth‐Király, A. Morin, K. Salmela‐Aro","doi":"10.1080/02678373.2020.1801888","DOIUrl":"https://doi.org/10.1080/02678373.2020.1801888","url":null,"abstract":"ABSTRACT The purpose of this two-wave longitudinal study was to examine the associations between work engagement and workaholism to better understand the psychological mechanisms underpinning high levels of work investment. These associations were examined in a sample of 514 employees using latent change models, allowing us to obtain a direct and explicit estimate of change occurring in both constructs over a 3-year period. These analyses relied on a bifactor representation of work engagement and workaholism, allowing us to properly disaggregate the global and specific levels of both constructs in the estimation of these longitudinal associations. To further enrich our theoretical understanding of the mechanisms at play in these relations, we also considered associations between these two constructs and employees’ levels of harmonious and obsessive work passion, two other facets of heavy work investment. Our results revealed the longitudinal independence of employees’ global levels work engagement and workaholism, showing that longitudinal associations between these two constructs occurred at the specific, rather than global, level. Harmonious work passion was only found to be associated to global and specific components of work engagement, whereas obsessive work passion was found to be associated with global and specific components of both work engagement and workaholism.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"27 - 56"},"PeriodicalIF":6.1,"publicationDate":"2020-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1801888","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47744812","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-07-31DOI: 10.1080/02678373.2020.1801887
Maria Törnroos, Denise Salin, Linda L. Magnusson Hanson
ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
{"title":"High-involvement work practices and conflict management procedures as moderators of the workplace bullying–wellbeing relationship","authors":"Maria Törnroos, Denise Salin, Linda L. Magnusson Hanson","doi":"10.1080/02678373.2020.1801887","DOIUrl":"https://doi.org/10.1080/02678373.2020.1801887","url":null,"abstract":"ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"386 - 405"},"PeriodicalIF":6.1,"publicationDate":"2020-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1801887","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47644978","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-07-02DOI: 10.1080/02678373.2019.1686440
T. Lesener, B. Gusy, Anna Jochmann, C. Wolter
ABSTRACT Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.
{"title":"The drivers of work engagement: A meta-analytic review of longitudinal evidence","authors":"T. Lesener, B. Gusy, Anna Jochmann, C. Wolter","doi":"10.1080/02678373.2019.1686440","DOIUrl":"https://doi.org/10.1080/02678373.2019.1686440","url":null,"abstract":"ABSTRACT Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"259 - 278"},"PeriodicalIF":6.1,"publicationDate":"2020-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1686440","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45463400","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-07-02DOI: 10.1080/02678373.2019.1579767
A. Espedido, Ben J. Searle, Barbara Griffin
ABSTRACT To date, there is a paucity of research on team-level impacts on the individual stress appraisal process despite the recognised role of teams for solving problems. Applying a multilevel approach, this study investigates the cross-level impact of team problem prevention behaviours on employee stress appraisals of problem-solving demands. It was hypothesised that team problem prevention would moderate the individual-level relationship between problem-solving demands and stress appraisals. Data were collected from 43 work teams comprised of 192 team members including all team leaders who also provided evaluations of their team’s problem prevention behaviour. Results supported the hypothesised cross-level moderating effects on challenge appraisal, but not threat appraisal. As one of the first studies to demonstrate that stress appraisals are impacted by the group, not just by individual factors, the results support a multilevel conceptualisation of stress appraisals. The findings also highlight implications for practice, broadening the scope of possibilities for stress management interventions to utilise team-level strategies such as leadership development programmes and/or team building initiatives.
{"title":"Peers, proactivity, and problem-solving: A multilevel study of team impacts on stress appraisals of problem-solving demands","authors":"A. Espedido, Ben J. Searle, Barbara Griffin","doi":"10.1080/02678373.2019.1579767","DOIUrl":"https://doi.org/10.1080/02678373.2019.1579767","url":null,"abstract":"ABSTRACT To date, there is a paucity of research on team-level impacts on the individual stress appraisal process despite the recognised role of teams for solving problems. Applying a multilevel approach, this study investigates the cross-level impact of team problem prevention behaviours on employee stress appraisals of problem-solving demands. It was hypothesised that team problem prevention would moderate the individual-level relationship between problem-solving demands and stress appraisals. Data were collected from 43 work teams comprised of 192 team members including all team leaders who also provided evaluations of their team’s problem prevention behaviour. Results supported the hypothesised cross-level moderating effects on challenge appraisal, but not threat appraisal. As one of the first studies to demonstrate that stress appraisals are impacted by the group, not just by individual factors, the results support a multilevel conceptualisation of stress appraisals. The findings also highlight implications for practice, broadening the scope of possibilities for stress management interventions to utilise team-level strategies such as leadership development programmes and/or team building initiatives.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"219 - 237"},"PeriodicalIF":6.1,"publicationDate":"2020-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1579767","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43589954","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-07-02DOI: 10.1080/02678373.2019.1666434
C. Leineweber, Constanze Eib, C. Bernhard‐Oettel, Anna Nyberg
ABSTRACT The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.
{"title":"Trajectories of effort-reward imbalance in Swedish workers: Differences in demographic and work-related factors and associations with health","authors":"C. Leineweber, Constanze Eib, C. Bernhard‐Oettel, Anna Nyberg","doi":"10.1080/02678373.2019.1666434","DOIUrl":"https://doi.org/10.1080/02678373.2019.1666434","url":null,"abstract":"ABSTRACT The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"238 - 258"},"PeriodicalIF":6.1,"publicationDate":"2020-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1666434","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45641274","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-06-05DOI: 10.1080/02678373.2020.1774939
S. Iavicoli, S. Leka, K. Nielsen
In 2019, the European Academy of Occupational Health Psychology (EAOHP) celebrated its 20th Anniversary. EAOHP is a non-profit, non-governmental, scientific and professional organisation and a regi...
{"title":"Promoting Occupational Health Psychology through professional bodies: The role of the European Academy of Occupational Health Psychology","authors":"S. Iavicoli, S. Leka, K. Nielsen","doi":"10.1080/02678373.2020.1774939","DOIUrl":"https://doi.org/10.1080/02678373.2020.1774939","url":null,"abstract":"In 2019, the European Academy of Occupational Health Psychology (EAOHP) celebrated its 20th Anniversary. EAOHP is a non-profit, non-governmental, scientific and professional organisation and a regi...","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"215 - 218"},"PeriodicalIF":6.1,"publicationDate":"2020-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1774939","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42094132","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-06-05DOI: 10.1080/02678373.2020.1774937
L. Lavaysse, T. Probst
ABSTRACT This study examines the impact of stereotype threat (ST), the fear of confirming negative assumptions about a group to which one belongs (Steele, C. M. [1997]. A threat in the air: How stereotypes shape intellectual identity and performance. American Psychologist, 52(6), 613–629), on the safety performance of pregnant workers. To avoid being stereotyped, pregnant employees may engage in concealing or supra-performance as coping strategies, which is predicted to jeopardise their safety. The strength and direction of the proposed causal relationships was tested using a rigorous longitudinal design with survey data from pregnant employees working in physically demanding jobs at three separate time points over two months (N 1 = 402; N 2 = 229; N 3 = 191). Latent growth curve modelling analysis indicated that ST is associated with greater use of concealment and supra-performance as coping strategies, as well as more experienced workplace accidents. Moreover, supra-performance appears to partially account for the relationship between ST and accidents. Scientifically, this study uniquely contributes to the literature by bridging two areas of research (stereotype threat and occupational safety) that have largely proceeded independently of each other. Given that pregnant workers represent a vulnerable and increasing sector of the workforce, it is critical to establish an empirical basis that can inform targeted and strategic interventions for improving the safety and health of pregnant employees.
{"title":"Pregnancy and workplace accidents: The impact of stereotype threat","authors":"L. Lavaysse, T. Probst","doi":"10.1080/02678373.2020.1774937","DOIUrl":"https://doi.org/10.1080/02678373.2020.1774937","url":null,"abstract":"ABSTRACT This study examines the impact of stereotype threat (ST), the fear of confirming negative assumptions about a group to which one belongs (Steele, C. M. [1997]. A threat in the air: How stereotypes shape intellectual identity and performance. American Psychologist, 52(6), 613–629), on the safety performance of pregnant workers. To avoid being stereotyped, pregnant employees may engage in concealing or supra-performance as coping strategies, which is predicted to jeopardise their safety. The strength and direction of the proposed causal relationships was tested using a rigorous longitudinal design with survey data from pregnant employees working in physically demanding jobs at three separate time points over two months (N 1 = 402; N 2 = 229; N 3 = 191). Latent growth curve modelling analysis indicated that ST is associated with greater use of concealment and supra-performance as coping strategies, as well as more experienced workplace accidents. Moreover, supra-performance appears to partially account for the relationship between ST and accidents. Scientifically, this study uniquely contributes to the literature by bridging two areas of research (stereotype threat and occupational safety) that have largely proceeded independently of each other. Given that pregnant workers represent a vulnerable and increasing sector of the workforce, it is critical to establish an empirical basis that can inform targeted and strategic interventions for improving the safety and health of pregnant employees.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"93 - 109"},"PeriodicalIF":6.1,"publicationDate":"2020-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1774937","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44845105","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-06-05DOI: 10.1080/02678373.2020.1774938
J. H. Wong, Nick Turner, E. Kelloway, E. Wadsworth
ABSTRACT We conducted 3 studies to investigate how poor quality sleep relates to work injuries. First, using a sample of employed people living in the United Kingdom (N = 4,238; Study 1), we found that poor quality sleep was related to more frequent workplace injuries via negative affect rather than cognitive failures. Second, we again compared parallel pathways using a sample of USA employees (N = 202; Study 2): poor quality sleep was related to more frequent work injuries via work-related negative affect but not work-related cognitive failures. Third, we used a 2-wave sample of employees from the United Kingdom (N = 71; Study 3) finding that poor quality sleep was related to more frequent work injuries 7 weeks later via negative affect. Comparing high arousal and low arousal negative affect as competing pathways showed that there was a significant indirect effect of the former on the poor quality sleep-work injuries relationship but not the latter. Across 3 studies, we implicated the role of self-control failure stemming from poor quality sleep in predicting more frequent work injuries and suggested initiatives targeting high arousal negative affect as a way of reducing work injuries.
{"title":"Tired, strained, and hurt: The indirect effect of negative affect on the relationship between poor quality sleep and work injuries","authors":"J. H. Wong, Nick Turner, E. Kelloway, E. Wadsworth","doi":"10.1080/02678373.2020.1774938","DOIUrl":"https://doi.org/10.1080/02678373.2020.1774938","url":null,"abstract":"ABSTRACT We conducted 3 studies to investigate how poor quality sleep relates to work injuries. First, using a sample of employed people living in the United Kingdom (N = 4,238; Study 1), we found that poor quality sleep was related to more frequent workplace injuries via negative affect rather than cognitive failures. Second, we again compared parallel pathways using a sample of USA employees (N = 202; Study 2): poor quality sleep was related to more frequent work injuries via work-related negative affect but not work-related cognitive failures. Third, we used a 2-wave sample of employees from the United Kingdom (N = 71; Study 3) finding that poor quality sleep was related to more frequent work injuries 7 weeks later via negative affect. Comparing high arousal and low arousal negative affect as competing pathways showed that there was a significant indirect effect of the former on the poor quality sleep-work injuries relationship but not the latter. Across 3 studies, we implicated the role of self-control failure stemming from poor quality sleep in predicting more frequent work injuries and suggested initiatives targeting high arousal negative affect as a way of reducing work injuries.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"153 - 170"},"PeriodicalIF":6.1,"publicationDate":"2020-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1774938","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45135529","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-05-21DOI: 10.1080/02678373.2020.1767723
A. Espedido, Ben J. Searle
ABSTRACT Problem-solving demands have been shown to exert both positive and negative effects on employees. We examined whether these inconsistencies could be explained by the way people appraise (interpret) their problem-solving demands, either as a challenge or a threat. We proposed a cross-level moderated mediation model whereby the effects of problem-solving demands on a range of proactive behaviours (i.e. proactive innovation, problem prevention, voice, and proactive undermining) would be mediated by stress appraisals and moderated by psychological safety climate. Surveys were administered twice daily for 5 consecutive workdays to 248 employees from a variety of industries. Multilevel analyses showed that appraisals of challenge mediated the relationship between problem-solving demands and favourable forms of proactivity, whereas appraisals of threat mediated the relationship with unfavourable forms of proactivity. Depending on the type of proactive behaviour, these effects manifested at either the within- or between-person level. Finally, we observed a cross-level moderated mediation effect in which psychological safety climate strengthened the positive effects of within-person problem-solving demands on challenge appraisal, which in turn promoted proactive innovation. These results emphasise the explanatory power of stress appraisals and climate in shaping a range of proactive behaviours.
{"title":"Proactivity, stress appraisals, and problem-solving: A cross-level moderated mediation model","authors":"A. Espedido, Ben J. Searle","doi":"10.1080/02678373.2020.1767723","DOIUrl":"https://doi.org/10.1080/02678373.2020.1767723","url":null,"abstract":"ABSTRACT Problem-solving demands have been shown to exert both positive and negative effects on employees. We examined whether these inconsistencies could be explained by the way people appraise (interpret) their problem-solving demands, either as a challenge or a threat. We proposed a cross-level moderated mediation model whereby the effects of problem-solving demands on a range of proactive behaviours (i.e. proactive innovation, problem prevention, voice, and proactive undermining) would be mediated by stress appraisals and moderated by psychological safety climate. Surveys were administered twice daily for 5 consecutive workdays to 248 employees from a variety of industries. Multilevel analyses showed that appraisals of challenge mediated the relationship between problem-solving demands and favourable forms of proactivity, whereas appraisals of threat mediated the relationship with unfavourable forms of proactivity. Depending on the type of proactive behaviour, these effects manifested at either the within- or between-person level. Finally, we observed a cross-level moderated mediation effect in which psychological safety climate strengthened the positive effects of within-person problem-solving demands on challenge appraisal, which in turn promoted proactive innovation. These results emphasise the explanatory power of stress appraisals and climate in shaping a range of proactive behaviours.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"132 - 152"},"PeriodicalIF":6.1,"publicationDate":"2020-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1767723","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46386382","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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