Pub Date : 2023-02-20DOI: 10.1080/02678373.2023.2180784
Fabiola H. Gerpott, W. Rivkin, S. Diestel
ABSTRACT Previous research has demonstrated that work-related self-control demands deplete regulatory resources and thus impair employees’ functioning. But what is more harmful to employees – facing consistent self-control demands throughout the day or frequently switching between activities that require varying levels of self-control (i.e. self-control demands variability)? To answer this question, we draw from theories of psychological contrast to propose the variability of self-control demands (i.e. changes in self-control demands within a day) as a contingency that amplifies the negative impact of daily (mean) self-control demands on evening ego depletion, which in turn spills over to next-day work engagement. This amplifying effect occurs because on days with high self-control demands variability, the contrast between unpleasant and pleasant activities at work becomes particularly salient, which requires additional self-control due to stronger experienced goal-desire conflicts. We propose that employees with high levels of burnout may be particularly vulnerable to the exacerbating effects of self-control demands variability because they suffer from chronic impairments of their ability to exert self-control. A daily diary study with 86 employees across ten days (N = 525 measurement points) largely supports our conceptual framework.
{"title":"Keep it steady? Not only average self-control demands matter for employees’ work engagement, but also variability","authors":"Fabiola H. Gerpott, W. Rivkin, S. Diestel","doi":"10.1080/02678373.2023.2180784","DOIUrl":"https://doi.org/10.1080/02678373.2023.2180784","url":null,"abstract":"ABSTRACT\u0000 Previous research has demonstrated that work-related self-control demands deplete regulatory resources and thus impair employees’ functioning. But what is more harmful to employees – facing consistent self-control demands throughout the day or frequently switching between activities that require varying levels of self-control (i.e. self-control demands variability)? To answer this question, we draw from theories of psychological contrast to propose the variability of self-control demands (i.e. changes in self-control demands within a day) as a contingency that amplifies the negative impact of daily (mean) self-control demands on evening ego depletion, which in turn spills over to next-day work engagement. This amplifying effect occurs because on days with high self-control demands variability, the contrast between unpleasant and pleasant activities at work becomes particularly salient, which requires additional self-control due to stronger experienced goal-desire conflicts. We propose that employees with high levels of burnout may be particularly vulnerable to the exacerbating effects of self-control demands variability because they suffer from chronic impairments of their ability to exert self-control. A daily diary study with 86 employees across ten days (N = 525 measurement points) largely supports our conceptual framework.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47411952","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 : 2023-02-08DOI: 10.1080/02678373.2023.2176945
Jacob McCartney, J. Franczak, Katerina Gonzalez, A. Hall, Wayne A. Hochwarter, Samantha L. Jordan, Wajda Wikhamn, A. Khan, Mayowa T. Babalola
ABSTRACT Constant connectivity is prevalent in modern workplaces, aided by smartphones and email. Supervisors may further pressure their subordinates to remain connected to work through their after-hours communications. We develop the concept of supervisor off-work boundary infringements (SBI) or supervisor intrusions during subordinates’ nonwork hours, which are becoming widespread due to expectations of immediate accessibility. Through the conservation of resources theory lens, we explore whether these unnecessary intrusions by supervisors increase subordinate strain outcomes (i.e. job tension and depressed mood at work). We also examine the role of perspective-taking, a cognitive resource deployed as a coping strategy that allows individuals to understand the viewpoint of others, which in turn facilitates changes in one’s attitudes and behaviours. Specifically, we propose that employee perspective-taking can lessen the adverse effects of SBI. Across a four-study constructive replication, we find evidence that SBI positively relates to job tension and a depressed mood at work. Heightened levels of perspective-taking attenuated this relationship. Our study presents evidence that individuals who engage in perspective-taking can protect themselves by buffering the adverse effects of SBI. Importantly, we advocate for corporate policies and laws that protect workers from SBI and encourage supervisors to cease such infringements on their employees.
{"title":"Supervisor off-work boundary infringements: Perspective-taking as a resource for after-hours intrusions","authors":"Jacob McCartney, J. Franczak, Katerina Gonzalez, A. Hall, Wayne A. Hochwarter, Samantha L. Jordan, Wajda Wikhamn, A. Khan, Mayowa T. Babalola","doi":"10.1080/02678373.2023.2176945","DOIUrl":"https://doi.org/10.1080/02678373.2023.2176945","url":null,"abstract":"ABSTRACT Constant connectivity is prevalent in modern workplaces, aided by smartphones and email. Supervisors may further pressure their subordinates to remain connected to work through their after-hours communications. We develop the concept of supervisor off-work boundary infringements (SBI) or supervisor intrusions during subordinates’ nonwork hours, which are becoming widespread due to expectations of immediate accessibility. Through the conservation of resources theory lens, we explore whether these unnecessary intrusions by supervisors increase subordinate strain outcomes (i.e. job tension and depressed mood at work). We also examine the role of perspective-taking, a cognitive resource deployed as a coping strategy that allows individuals to understand the viewpoint of others, which in turn facilitates changes in one’s attitudes and behaviours. Specifically, we propose that employee perspective-taking can lessen the adverse effects of SBI. Across a four-study constructive replication, we find evidence that SBI positively relates to job tension and a depressed mood at work. Heightened levels of perspective-taking attenuated this relationship. Our study presents evidence that individuals who engage in perspective-taking can protect themselves by buffering the adverse effects of SBI. Importantly, we advocate for corporate policies and laws that protect workers from SBI and encourage supervisors to cease such infringements on their employees.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43416212","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 : 2023-01-25DOI: 10.1080/02678373.2023.2169967
Hadar Nesher Shoshan, Laura Venz, S. Sonnentag
ABSTRACT Service employees’ surface acting is exhausting, but it is unclear if exhaustion appears instantly after a single service episode. Moreover, evidence regarding the reversed causality in which exhaustion predicts surface acting is scarce and unequivocal. Our experience-sampling study investigates dynamic reciprocal relations between service employees’ exhaustion and surface acting, and additionally deep acting, across two service episodes, the first one of the day and the last one before lunchtime. Drawing on conservation of resources theory, we hypothesised that exhaustion is an antecedent of episode-specific surface acting and that episode-specific surface acting is an antecedent of exhaustion directly following the service episode. During five days, 120 service employees answered three daily surveys between morning and lunchtime. Multilevel path analysis showed that exhaustion before work was not related to first-episode surface acting. First-episode surface acting was positively related to subsequent exhaustion, which was positively related to subsequent surface acting, which was positively related to subsequent exhaustion. Exhaustion experienced after the first service episode was also positively related to subsequent deep acting. Findings highlight the importance of integrating reciprocal relations between exhaustion and surface acting into the emotional labour literature and studying the direct well-being costs of surface acting in single service episodes.
{"title":"Reciprocal relations between emotional exhaustion and episode-specific emotional labour: An experience-sampling study","authors":"Hadar Nesher Shoshan, Laura Venz, S. Sonnentag","doi":"10.1080/02678373.2023.2169967","DOIUrl":"https://doi.org/10.1080/02678373.2023.2169967","url":null,"abstract":"ABSTRACT Service employees’ surface acting is exhausting, but it is unclear if exhaustion appears instantly after a single service episode. Moreover, evidence regarding the reversed causality in which exhaustion predicts surface acting is scarce and unequivocal. Our experience-sampling study investigates dynamic reciprocal relations between service employees’ exhaustion and surface acting, and additionally deep acting, across two service episodes, the first one of the day and the last one before lunchtime. Drawing on conservation of resources theory, we hypothesised that exhaustion is an antecedent of episode-specific surface acting and that episode-specific surface acting is an antecedent of exhaustion directly following the service episode. During five days, 120 service employees answered three daily surveys between morning and lunchtime. Multilevel path analysis showed that exhaustion before work was not related to first-episode surface acting. First-episode surface acting was positively related to subsequent exhaustion, which was positively related to subsequent surface acting, which was positively related to subsequent exhaustion. Exhaustion experienced after the first service episode was also positively related to subsequent deep acting. Findings highlight the importance of integrating reciprocal relations between exhaustion and surface acting into the emotional labour literature and studying the direct well-being costs of surface acting in single service episodes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49347473","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 : 2023-01-23DOI: 10.1080/02678373.2023.2169968
Samuel Farley, Daniella Mokhtar, Ka-ming Ng, Karen Niven
ABSTRACT Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there have been many studies examining moderating factors that worsen or mitigate bullying’s effects, the field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is to identify, categorise, and evaluate variables that have been tested as moderators of the relationship between workplace bullying and well-being using the job demands resources model. Searches of the literature were carried out in the PsycINFO, Web of Science and Scopus databases. Sixty-eight studies met the inclusion criteria, which reported on 209 tests of moderation. Using an established taxonomy, the moderators were categorised into home demands/resources (n = 2), personal demands/resources (n = 136), job demands/resources (n = 4), social demands/resources (n = 24), and organisational demands/resources (n = 43). Analysis revealed that social resources, such as co-worker support, and organisational resources, such as supportive organisational climates, consistently buffered the harmful effects of bullying. In contrast, personal resources had little influence as moderators. Further cross-cultural and longitudinal research is needed to understand whether the influence of these moderators extends across time and different cultural contexts.
{"title":"What influences the relationship between workplace bullying and employee well-being? A systematic review of moderators","authors":"Samuel Farley, Daniella Mokhtar, Ka-ming Ng, Karen Niven","doi":"10.1080/02678373.2023.2169968","DOIUrl":"https://doi.org/10.1080/02678373.2023.2169968","url":null,"abstract":"ABSTRACT Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there have been many studies examining moderating factors that worsen or mitigate bullying’s effects, the field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is to identify, categorise, and evaluate variables that have been tested as moderators of the relationship between workplace bullying and well-being using the job demands resources model. Searches of the literature were carried out in the PsycINFO, Web of Science and Scopus databases. Sixty-eight studies met the inclusion criteria, which reported on 209 tests of moderation. Using an established taxonomy, the moderators were categorised into home demands/resources (n = 2), personal demands/resources (n = 136), job demands/resources (n = 4), social demands/resources (n = 24), and organisational demands/resources (n = 43). Analysis revealed that social resources, such as co-worker support, and organisational resources, such as supportive organisational climates, consistently buffered the harmful effects of bullying. In contrast, personal resources had little influence as moderators. Further cross-cultural and longitudinal research is needed to understand whether the influence of these moderators extends across time and different cultural contexts.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43879179","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 : 2023-01-02DOI: 10.1080/02678373.2022.2080775
K. Nielsen, Marco de Angelis, S. T. Innstrand, G. Mazzetti
ABSTRACT Interventions to improve mental health can target individuals, working groups, their leaders, or organisations, also known as the Individual, Group, Leader, and Organisational (IGLO) levels of intervention. Evaluating such interventions in organisational settings is complex and requires sophisticated evaluation designs taking into account the intervention process. In the present systematic literature review, we present state of the-art of quantitative measures of process evaluation. We identified 39 papers. We found that measures had been developed to explore the organisational context, the intervention design, and the mental models of the intervention and its activities. Quantitative process measures are often poorly validated, and only around half of the studies linked the process to intervention outcomes. Fifteen studies used mixed methods for process evaluation. Most often, a qualitative process evaluation was used to understand unexpected intervention outcomes. Despite the existence of theoretical process evaluation frameworks, these were not often employed, and even when included, frameworks were rarely acknowledged, and only selected elements were included. Based on our synthesis, we propose a new framework for evaluating interventions, the Integrative Process Evaluation Framework (IPEF), together with reflections on how we may optimise the use of quantitative process evaluation in conjunction with a qualitative process evaluation.
{"title":"Quantitative process measures in interventions to improve employees’ mental health: A systematic literature review and the IPEF framework","authors":"K. Nielsen, Marco de Angelis, S. T. Innstrand, G. Mazzetti","doi":"10.1080/02678373.2022.2080775","DOIUrl":"https://doi.org/10.1080/02678373.2022.2080775","url":null,"abstract":"ABSTRACT Interventions to improve mental health can target individuals, working groups, their leaders, or organisations, also known as the Individual, Group, Leader, and Organisational (IGLO) levels of intervention. Evaluating such interventions in organisational settings is complex and requires sophisticated evaluation designs taking into account the intervention process. In the present systematic literature review, we present state of the-art of quantitative measures of process evaluation. We identified 39 papers. We found that measures had been developed to explore the organisational context, the intervention design, and the mental models of the intervention and its activities. Quantitative process measures are often poorly validated, and only around half of the studies linked the process to intervention outcomes. Fifteen studies used mixed methods for process evaluation. Most often, a qualitative process evaluation was used to understand unexpected intervention outcomes. Despite the existence of theoretical process evaluation frameworks, these were not often employed, and even when included, frameworks were rarely acknowledged, and only selected elements were included. Based on our synthesis, we propose a new framework for evaluating interventions, the Integrative Process Evaluation Framework (IPEF), together with reflections on how we may optimise the use of quantitative process evaluation in conjunction with a qualitative process evaluation.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2023-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46943286","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 : 2022-11-18DOI: 10.1080/02678373.2022.2148308
Haien Ding, B. Kuvaas
ABSTRACT Although expecting to undertake core tasks affirming their professional identity, employees often have to deal with tasks they perceive as unnecessary or unreasonable. The concept of illegitimate tasks captures this phenomenon and has attracted growing attention since its first appearance. Illegitimate tasks have been found to explain unique variance in well-being and strain. Given a burgeoning body of literature, a systematic narrative review of illegitimate tasks is warranted. This review summarises research regarding illegitimate tasks’ antecedents (leadership, workplace characteristics, individual characteristics, and job characteristics) and outcomes (emotions, work attitudes and cognition, work behaviour, health and well-being, and interpersonal relationships). In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for research.
{"title":"Illegitimate tasks: A systematic literature review and agenda for future research","authors":"Haien Ding, B. Kuvaas","doi":"10.1080/02678373.2022.2148308","DOIUrl":"https://doi.org/10.1080/02678373.2022.2148308","url":null,"abstract":"ABSTRACT Although expecting to undertake core tasks affirming their professional identity, employees often have to deal with tasks they perceive as unnecessary or unreasonable. The concept of illegitimate tasks captures this phenomenon and has attracted growing attention since its first appearance. Illegitimate tasks have been found to explain unique variance in well-being and strain. Given a burgeoning body of literature, a systematic narrative review of illegitimate tasks is warranted. This review summarises research regarding illegitimate tasks’ antecedents (leadership, workplace characteristics, individual characteristics, and job characteristics) and outcomes (emotions, work attitudes and cognition, work behaviour, health and well-being, and interpersonal relationships). In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for research.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-11-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42050734","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 : 2022-11-14DOI: 10.1080/02678373.2022.2145622
K. Nielsen, J. Yarker
ABSTRACT Supervisors play an important role in supporting employees to return to work following sickness absence due to common mental disorders; stress, anxiety and depression, however, employees may not always feel supported. We examined employees’ perceptions of their supervisors’ attitudes and behaviours pre, during and following sickness absence due to common mental disorders, placing a particular focus on post-return. In a qualitative study, using purposeful sampling, we recruited and interviewed 39 returned employees up to four times. We identified three types of supervisor behaviours: the compassionate, the indifferent and the demeaning. Compassionate supervisors possessed empathy and communication skills, worked collaboratively to identify appropriate work adjustments and provided ongoing support and adjustment. Indifferent supervisors lacked the skills and motivation to support returning employees. They did what was required according to organisational policies. Demeaning supervisors lacked understanding and displayed stigmatising behaviour. The results extend our understanding of how supervisors may support returned employees in two ways: First, our results identified three distinct sets of supervisor behaviours. Second, the results indicate that it is important to understand return to work as lasting years where employees are best supported by supervisors making adjustments that fit the needs of returned employees on an ongoing basis.
{"title":"Employees’ experience of supervisor behaviour – a support or a hindrance on their return-to-work journey with a CMD? A qualitative study","authors":"K. Nielsen, J. Yarker","doi":"10.1080/02678373.2022.2145622","DOIUrl":"https://doi.org/10.1080/02678373.2022.2145622","url":null,"abstract":"ABSTRACT Supervisors play an important role in supporting employees to return to work following sickness absence due to common mental disorders; stress, anxiety and depression, however, employees may not always feel supported. We examined employees’ perceptions of their supervisors’ attitudes and behaviours pre, during and following sickness absence due to common mental disorders, placing a particular focus on post-return. In a qualitative study, using purposeful sampling, we recruited and interviewed 39 returned employees up to four times. We identified three types of supervisor behaviours: the compassionate, the indifferent and the demeaning. Compassionate supervisors possessed empathy and communication skills, worked collaboratively to identify appropriate work adjustments and provided ongoing support and adjustment. Indifferent supervisors lacked the skills and motivation to support returning employees. They did what was required according to organisational policies. Demeaning supervisors lacked understanding and displayed stigmatising behaviour. The results extend our understanding of how supervisors may support returned employees in two ways: First, our results identified three distinct sets of supervisor behaviours. Second, the results indicate that it is important to understand return to work as lasting years where employees are best supported by supervisors making adjustments that fit the needs of returned employees on an ongoing basis.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42523816","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 : 2022-11-11DOI: 10.1080/02678373.2022.2142986
Bettina Kubicek, Lars Uhlig, Ute R. Hülsheger, C. Korunka, Roman Prem
ABSTRACT Previous meta-analyses showed that challenge stressors are, though stressful, also motivating. However, their hypothesised gains related to learning are less well understood. In addition to the lack of meta-analytical assessments, there are conflicting theoretical perspectives on the learning effects of challenge stressors. In contrast to the challenge–hindrance stressor framework, action regulation theory posits that cognitive demands, but not workload, are conducive to learning. Furthermore, job control, the level of a stressor, and the type of occupation may moderate the effects of these two challenge stressors. Based on 417 independent samples collectively including 319,306 individuals, this meta-analysis tested the associations of workload and cognitive demands with learning, motivation, and strain and examined potential moderation effects. Results showed that workload was negatively related to learning and motivation and positively related to strain. Cognitive demands were positively related to learning and motivation and negatively related to strain. The detrimental effects of workload were more pronounced for care and social worker and for measures of overload. No moderations were found for country-level job control. Taken together, the results cast doubts on whether stressors can actually be simultaneously detrimental and beneficial, as neither workload nor cognitive demands were found to have such a pattern.
{"title":"Are all challenge stressors beneficial for learning? A meta-analytical assessment of differential effects of workload and cognitive demands","authors":"Bettina Kubicek, Lars Uhlig, Ute R. Hülsheger, C. Korunka, Roman Prem","doi":"10.1080/02678373.2022.2142986","DOIUrl":"https://doi.org/10.1080/02678373.2022.2142986","url":null,"abstract":"ABSTRACT Previous meta-analyses showed that challenge stressors are, though stressful, also motivating. However, their hypothesised gains related to learning are less well understood. In addition to the lack of meta-analytical assessments, there are conflicting theoretical perspectives on the learning effects of challenge stressors. In contrast to the challenge–hindrance stressor framework, action regulation theory posits that cognitive demands, but not workload, are conducive to learning. Furthermore, job control, the level of a stressor, and the type of occupation may moderate the effects of these two challenge stressors. Based on 417 independent samples collectively including 319,306 individuals, this meta-analysis tested the associations of workload and cognitive demands with learning, motivation, and strain and examined potential moderation effects. Results showed that workload was negatively related to learning and motivation and positively related to strain. Cognitive demands were positively related to learning and motivation and negatively related to strain. The detrimental effects of workload were more pronounced for care and social worker and for measures of overload. No moderations were found for country-level job control. Taken together, the results cast doubts on whether stressors can actually be simultaneously detrimental and beneficial, as neither workload nor cognitive demands were found to have such a pattern.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48904631","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 : 2022-11-08DOI: 10.1080/02678373.2022.2142988
K. Parkes, L. Fruhen, Sharon K. Parker
ABSTRACT Fly-in, fly-out (FIFO) workers are exposed to demanding work schedules (including extended rosters, long shifts, and night work) which may contribute to the high levels of psychological distress they report. However, existing evidence is inconsistent. To address these issues, we developed a model of FIFO work schedules and formulated three hypotheses linking objective schedule attributes to psychological distress through direct and indirect paths. We tested these hypotheses in survey data from FIFO workers (N = 2595). Objective schedule attributes (work/leave ratio, cycle duration, hours per shift, and night work) jointly accounted for significant variance in psychological distress; work/leave ratio and hours per shift contributed unique variance. Tests of indirect paths from schedule attributes to psychological distress through two subjective measures (roster satisfaction and lifestyle adaptation) showed that one or both of these paths was significant for each attribute. Moreover, parental status acted as a moderator; having children (relative to no children) interacted with work/leave ratio to predict poorer lifestyle adaptation, and hence higher distress. These findings offer new insights into the complex paths linking FIFO work schedules and psychological distress. The discussion highlights the need for interventions focusing on the design of roster/shift patterns to improve the mental health of FIFO workers.
{"title":"Direct, indirect, and moderated paths linking work schedules to psychological distress among fly-in, fly-out workers","authors":"K. Parkes, L. Fruhen, Sharon K. Parker","doi":"10.1080/02678373.2022.2142988","DOIUrl":"https://doi.org/10.1080/02678373.2022.2142988","url":null,"abstract":"ABSTRACT Fly-in, fly-out (FIFO) workers are exposed to demanding work schedules (including extended rosters, long shifts, and night work) which may contribute to the high levels of psychological distress they report. However, existing evidence is inconsistent. To address these issues, we developed a model of FIFO work schedules and formulated three hypotheses linking objective schedule attributes to psychological distress through direct and indirect paths. We tested these hypotheses in survey data from FIFO workers (N = 2595). Objective schedule attributes (work/leave ratio, cycle duration, hours per shift, and night work) jointly accounted for significant variance in psychological distress; work/leave ratio and hours per shift contributed unique variance. Tests of indirect paths from schedule attributes to psychological distress through two subjective measures (roster satisfaction and lifestyle adaptation) showed that one or both of these paths was significant for each attribute. Moreover, parental status acted as a moderator; having children (relative to no children) interacted with work/leave ratio to predict poorer lifestyle adaptation, and hence higher distress. These findings offer new insights into the complex paths linking FIFO work schedules and psychological distress. The discussion highlights the need for interventions focusing on the design of roster/shift patterns to improve the mental health of FIFO workers.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49295373","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 : 2022-11-08DOI: 10.1080/02678373.2022.2142987
Vera M. Schweitzer, Wladislaw Rivkin, Fabiola H. Gerpott, Stefan Diestel, Jana Kühnel, Roman Prem, Mo Wang
We expand research on the daily dynamics of employee effectiveness at work by integrating the core tenets of the Conservation of Resources Theory with the Broaden-and-Build Theory of positive emoti...
我们将资源保护理论的核心原则与积极情绪的拓展与构建理论相结合，扩展了员工工作效率的日常动态研究。
{"title":"Some positivity per day can protect you a long way: A within-person field experiment to test an affect-resource model of employee effectiveness at work","authors":"Vera M. Schweitzer, Wladislaw Rivkin, Fabiola H. Gerpott, Stefan Diestel, Jana Kühnel, Roman Prem, Mo Wang","doi":"10.1080/02678373.2022.2142987","DOIUrl":"https://doi.org/10.1080/02678373.2022.2142987","url":null,"abstract":"We expand research on the daily dynamics of employee effectiveness at work by integrating the core tenets of the Conservation of Resources Theory with the Broaden-and-Build Theory of positive emoti...","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-11-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138532284","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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