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":"210 2 1","pages":""},"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}
Pub Date : 2022-10-15DOI: 10.1080/02678373.2022.2120560
S. Buttigieg, Pascale Daher, V. Cassar, Yves R. F. Guillaume
ABSTRACT Arguably burnout and engagement of employees play an important role in driving sustainable organisational change. Surprisingly little is known about how organisational change affects employee burnout and engagement. Drawing on the Job Demands-Resources model and the Conservation of Resources perspective, we utilise an integrative theoretical model proposing that the more employees appraise organisational change as a job demand the more burnout and less engagement they will display. We further argue transformational leadership, a change-oriented leadership style, is a resource that moderates these effects buffering against burnout and maintaining engagement. We tested our model with a cross-lagged design and collected data at two time points (six months interval) from 623 employees in a hospital in Malta that was facing a major change. Results show that the more employees appraise organisational change as a job demand at Time 1 the more burnout and less engagement they display at Time 2 but not vice versa, and transformational leadership maintained engagement but did not buffer against burnout. Theoretical and practical implications, as well as avenues for future research are discussed.
{"title":"Under the shadow of looming change: linking employees’ appraisals of organisational change as a job demand and transformational leadership to engagement and burnout","authors":"S. Buttigieg, Pascale Daher, V. Cassar, Yves R. F. Guillaume","doi":"10.1080/02678373.2022.2120560","DOIUrl":"https://doi.org/10.1080/02678373.2022.2120560","url":null,"abstract":"ABSTRACT Arguably burnout and engagement of employees play an important role in driving sustainable organisational change. Surprisingly little is known about how organisational change affects employee burnout and engagement. Drawing on the Job Demands-Resources model and the Conservation of Resources perspective, we utilise an integrative theoretical model proposing that the more employees appraise organisational change as a job demand the more burnout and less engagement they will display. We further argue transformational leadership, a change-oriented leadership style, is a resource that moderates these effects buffering against burnout and maintaining engagement. We tested our model with a cross-lagged design and collected data at two time points (six months interval) from 623 employees in a hospital in Malta that was facing a major change. Results show that the more employees appraise organisational change as a job demand at Time 1 the more burnout and less engagement they display at Time 2 but not vice versa, and transformational leadership maintained engagement but did not buffer against burnout. Theoretical and practical implications, as well as avenues for future research are discussed.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"148 - 170"},"PeriodicalIF":6.1,"publicationDate":"2022-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46307721","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 : 2022-10-13DOI: 10.1080/02678373.2022.2129513
Sharon Glazer, A. Ion
ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes.
{"title":"Challenging challenge and hindrance appraisals","authors":"Sharon Glazer, A. Ion","doi":"10.1080/02678373.2022.2129513","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129513","url":null,"abstract":"ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"299 - 324"},"PeriodicalIF":6.1,"publicationDate":"2022-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42682107","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 : 2022-10-11DOI: 10.1080/02678373.2022.2129515
Madelon L. M. van Hooff, Edwin A. J. van Hooft
ABSTRACT This study aimed to advance insight into how employees cope with work-related boredom by developing and testing a control-process model of coping with boredom. We examined (1) the role of trait self-control in explaining whether employees cope with daily work-related boredom by engaging in distractive behaviour or job crafting, and (2) how these two coping behaviours link to changes in work-related boredom and subsequent depressed mood and job satisfaction. Data were collected among 94 participants with a general questionnaire and a 5-day diary study (with measures during the lunchbreak, n = 341, and at the end of the workday, n = 314). Multilevel path-analysis showed that trait self-control moderated the relationships of daily work-related boredom with coping, such that employees high on self-control engaged less in distractive behaviour and more in job crafting than those low on self-control. Distractive behaviour related to increased levels of subsequent work-related boredom, and – through these elevated levels – to higher depressed mood and lower job satisfaction. Job crafting was not significantly related to subsequent work-related boredom and its outcomes. Our study illustrates the importance of self-control in the boredom coping process, and underscores the ineffectiveness of distractive behaviour as a coping strategy.
{"title":"Dealing with daily boredom at work: does self-control explain who engages in distractive behaviour or job crafting as a coping mechanism?","authors":"Madelon L. M. van Hooff, Edwin A. J. van Hooft","doi":"10.1080/02678373.2022.2129515","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129515","url":null,"abstract":"ABSTRACT\u0000 This study aimed to advance insight into how employees cope with work-related boredom by developing and testing a control-process model of coping with boredom. We examined (1) the role of trait self-control in explaining whether employees cope with daily work-related boredom by engaging in distractive behaviour or job crafting, and (2) how these two coping behaviours link to changes in work-related boredom and subsequent depressed mood and job satisfaction. Data were collected among 94 participants with a general questionnaire and a 5-day diary study (with measures during the lunchbreak, n = 341, and at the end of the workday, n = 314). Multilevel path-analysis showed that trait self-control moderated the relationships of daily work-related boredom with coping, such that employees high on self-control engaged less in distractive behaviour and more in job crafting than those low on self-control. Distractive behaviour related to increased levels of subsequent work-related boredom, and – through these elevated levels – to higher depressed mood and lower job satisfaction. Job crafting was not significantly related to subsequent work-related boredom and its outcomes. Our study illustrates the importance of self-control in the boredom coping process, and underscores the ineffectiveness of distractive behaviour as a coping strategy.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"248 - 268"},"PeriodicalIF":6.1,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47658877","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 : 2022-10-03DOI: 10.1080/02678373.2022.2129514
Michael Rosander, J. Hetland, S. Einarsen
ABSTRACT We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one’s work.
{"title":"Workplace bullying and mental health problems in balanced and gender-dominated workplaces","authors":"Michael Rosander, J. Hetland, S. Einarsen","doi":"10.1080/02678373.2022.2129514","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129514","url":null,"abstract":"ABSTRACT We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to one’s work.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"325 - 344"},"PeriodicalIF":6.1,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49509599","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 : 2022-10-03DOI: 10.1080/02678373.2022.2129511
K. Black, T. Britt
ABSTRACT Our study examined construct validity evidence for a measure of perceptions of Stress as a Badge of Honour, consisting of four dimensions: stress as achievement, relaxation remorse, stress-related social comparison, and stress-related impression management. A pilot study among college students (Study 1; N = 120) informed the initial development of the measure, which was further tested in two worker samples recruited from Amazon’s Mechanical Turk (MTurk). The results of Study 2 (N = 248) supported a four-factor structure of the measure. Study 3 utilised data collected at two time points (Matched N = 752), assessing stress badge perceptions, convergent and discriminant validity measures (Time 1), and measures of health, well-being, and performance (Time 2). The four subscales were related to, but unique from, convergent validity measures (e.g. workaholism, perfectionism) and were not highly related to discriminant validity measures (i.e. social desirability, positive and negative affect). The stress badge perceptions demonstrated some positive relationships with job performance, but predominantly negative relationships with psychological and physical health, and work-family conflict. Our findings expand our understanding of the dark side of viewing high stress in a laudatory manner by introducing a novel measure and can inform interventions to promote optimal views of stress.
{"title":"Stress as a badge of honour: relationships with performance, health, and well-being","authors":"K. Black, T. Britt","doi":"10.1080/02678373.2022.2129511","DOIUrl":"https://doi.org/10.1080/02678373.2022.2129511","url":null,"abstract":"ABSTRACT Our study examined construct validity evidence for a measure of perceptions of Stress as a Badge of Honour, consisting of four dimensions: stress as achievement, relaxation remorse, stress-related social comparison, and stress-related impression management. A pilot study among college students (Study 1; N = 120) informed the initial development of the measure, which was further tested in two worker samples recruited from Amazon’s Mechanical Turk (MTurk). The results of Study 2 (N = 248) supported a four-factor structure of the measure. Study 3 utilised data collected at two time points (Matched N = 752), assessing stress badge perceptions, convergent and discriminant validity measures (Time 1), and measures of health, well-being, and performance (Time 2). The four subscales were related to, but unique from, convergent validity measures (e.g. workaholism, perfectionism) and were not highly related to discriminant validity measures (i.e. social desirability, positive and negative affect). The stress badge perceptions demonstrated some positive relationships with job performance, but predominantly negative relationships with psychological and physical health, and work-family conflict. Our findings expand our understanding of the dark side of viewing high stress in a laudatory manner by introducing a novel measure and can inform interventions to promote optimal views of stress.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"222 - 247"},"PeriodicalIF":6.1,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44694513","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 : 2022-09-16DOI: 10.1080/02678373.2022.2120562
Shani Pindek, W. Shen, Cheryl E. Gray, Paul E. Spector
ABSTRACT Despite converging theoretical arguments regarding non-linear relationships between workload and employee attitudes (i.e. job satisfaction) and mental well-being outcomes, prior empirical support for these curvilinear effects has been mixed. In this study we offer and test two potential explanations that may help to reconcile this discrepancy. First, existing workload scales do not assess the full range of workload, thereby making it difficult to detect curvilinear relationships. Second, outcomes typically examined are too distal and there are different mediators (i.e. boredom and frustration) that explain effects at the low and high ends of the workload continuum, respectively, which also serves to obscure curvilinear effects. We examined these possibilities in two North American samples (N = 499 and 493) that employed different designs (i.e. cross-sectional versus multi-wave surveys). Overall, we find support for our hypotheses; ability to detect curvilinear effects is enhanced when using too much/too little rating scales that capture the entire workload continuum. Furthermore, boredom mediated the impact of low workload on outcomes, whereas frustration mediated the impact of high workload on outcomes. Therefore, this study helps clarify why prior studies may have inconsistently observed non-linear relationships between workload and outcomes. We discuss the implications for both researchers and practitioners.
{"title":"Clarifying the inconsistently observed curvilinear relationship between workload and employee attitudes and mental well-being","authors":"Shani Pindek, W. Shen, Cheryl E. Gray, Paul E. Spector","doi":"10.1080/02678373.2022.2120562","DOIUrl":"https://doi.org/10.1080/02678373.2022.2120562","url":null,"abstract":"ABSTRACT Despite converging theoretical arguments regarding non-linear relationships between workload and employee attitudes (i.e. job satisfaction) and mental well-being outcomes, prior empirical support for these curvilinear effects has been mixed. In this study we offer and test two potential explanations that may help to reconcile this discrepancy. First, existing workload scales do not assess the full range of workload, thereby making it difficult to detect curvilinear relationships. Second, outcomes typically examined are too distal and there are different mediators (i.e. boredom and frustration) that explain effects at the low and high ends of the workload continuum, respectively, which also serves to obscure curvilinear effects. We examined these possibilities in two North American samples (N = 499 and 493) that employed different designs (i.e. cross-sectional versus multi-wave surveys). Overall, we find support for our hypotheses; ability to detect curvilinear effects is enhanced when using too much/too little rating scales that capture the entire workload continuum. Furthermore, boredom mediated the impact of low workload on outcomes, whereas frustration mediated the impact of high workload on outcomes. Therefore, this study helps clarify why prior studies may have inconsistently observed non-linear relationships between workload and outcomes. We discuss the implications for both researchers and practitioners.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"195 - 221"},"PeriodicalIF":6.1,"publicationDate":"2022-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48056979","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 : 2022-09-11DOI: 10.1080/02678373.2022.2120561
A. Afsharian, M. Dollard, C. Dormann, T. Ziaian, T. Winefield
ABSTRACT We investigated the Psychosocial Safety Climate (PSC) construct and its role in attenuating the negative effects of job demands (i.e. emotional and psychological) on psychological health (distress, emotional exhaustion, and depression). In particular, we used composition theory to understand how organisational PSC could be derived from individual perceptions of PSC. We introduce a relatively new construct, PSC Ideal, which combines PSC level and dispersion (variability; SD). We expected that the attenuating role would be strongest when organisational PSC Ideal was high; high (on level) and strong (less variability). Statistically, PSC Ideal implies taking account of PSC Level and its variability simultaneously. A hierarchical sample of 41 organisations with 495 participants was analysed from Australian Workplace Barometer data. In four out of six analyses, PSC Ideal significantly moderated the effects of job demands (particularly emotional demands) on psychological health (emotional exhaustion, psychological distress, depression). The promising moderation role of PSC Ideal implies that the disruption of the job demands and poor psychological health relationship requires consideration of PSC levels and strength in combination, rather than level alone. Theoretical and practical recommendations highlight the role of PSC Ideal in ameliorating and preventing the negative impact of work demands.
{"title":"PSC through the lens of a dispersion-composition model: the beneficial effects of PSC ideal as a high and strong PSC signal","authors":"A. Afsharian, M. Dollard, C. Dormann, T. Ziaian, T. Winefield","doi":"10.1080/02678373.2022.2120561","DOIUrl":"https://doi.org/10.1080/02678373.2022.2120561","url":null,"abstract":"ABSTRACT We investigated the Psychosocial Safety Climate (PSC) construct and its role in attenuating the negative effects of job demands (i.e. emotional and psychological) on psychological health (distress, emotional exhaustion, and depression). In particular, we used composition theory to understand how organisational PSC could be derived from individual perceptions of PSC. We introduce a relatively new construct, PSC Ideal, which combines PSC level and dispersion (variability; SD). We expected that the attenuating role would be strongest when organisational PSC Ideal was high; high (on level) and strong (less variability). Statistically, PSC Ideal implies taking account of PSC Level and its variability simultaneously. A hierarchical sample of 41 organisations with 495 participants was analysed from Australian Workplace Barometer data. In four out of six analyses, PSC Ideal significantly moderated the effects of job demands (particularly emotional demands) on psychological health (emotional exhaustion, psychological distress, depression). The promising moderation role of PSC Ideal implies that the disruption of the job demands and poor psychological health relationship requires consideration of PSC levels and strength in combination, rather than level alone. Theoretical and practical recommendations highlight the role of PSC Ideal in ameliorating and preventing the negative impact of work demands.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"171 - 194"},"PeriodicalIF":6.1,"publicationDate":"2022-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47242169","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 : 2022-09-03DOI: 10.1080/02678373.2022.2117879
Caroline Knight, Anita C. Keller, Sharon K. Parker
ABSTRACT The COVID-19 pandemic forced many workers globally to work from home, suddenly, and often without choice, during a highly uncertain time. Adopting a longitudinal, person-centered approach, we explored patterns of change in employees’ psychological distress over three months following the early phase of the pandemic. We investigated how change in distress unfolded for different latent subgroups. We modelled whether and how work characteristics, and individuals’ degree of detachment from work, predicted membership of different distress trajectories. Growth mixture modelling revealed two distress profiles: (i) a declining distress profile where employees experienced reduced distress over time, suggesting adaptation and/or improved coping; (ii) a rising distress profile where distress increased and eventually plateaued, suggesting a stress reaction process followed by adaptation. Employees with high workload, underload, or close monitoring, were more likely to belong to the rising distress profile. Detachment from work buffered the negative effect of workload and close monitoring on distress profile membership. Scheduling autonomy and colleague support did not predict profile membership. Contrary to predictions, manager support predicted membership in the rising distress profile. Our findings extend theoretical understanding of how distress unfolds over time, and show the importance of particular job demands in explaining these change processes.
{"title":"Job demands, not resources, predict worsening psychological distress during the early phase of the COVID-19 pandemic","authors":"Caroline Knight, Anita C. Keller, Sharon K. Parker","doi":"10.1080/02678373.2022.2117879","DOIUrl":"https://doi.org/10.1080/02678373.2022.2117879","url":null,"abstract":"ABSTRACT The COVID-19 pandemic forced many workers globally to work from home, suddenly, and often without choice, during a highly uncertain time. Adopting a longitudinal, person-centered approach, we explored patterns of change in employees’ psychological distress over three months following the early phase of the pandemic. We investigated how change in distress unfolded for different latent subgroups. We modelled whether and how work characteristics, and individuals’ degree of detachment from work, predicted membership of different distress trajectories. Growth mixture modelling revealed two distress profiles: (i) a declining distress profile where employees experienced reduced distress over time, suggesting adaptation and/or improved coping; (ii) a rising distress profile where distress increased and eventually plateaued, suggesting a stress reaction process followed by adaptation. Employees with high workload, underload, or close monitoring, were more likely to belong to the rising distress profile. Detachment from work buffered the negative effect of workload and close monitoring on distress profile membership. Scheduling autonomy and colleague support did not predict profile membership. Contrary to predictions, manager support predicted membership in the rising distress profile. Our findings extend theoretical understanding of how distress unfolds over time, and show the importance of particular job demands in explaining these change processes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"37 1","pages":"55 - 77"},"PeriodicalIF":6.1,"publicationDate":"2022-09-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44662825","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 : 2022-07-03DOI: 10.1080/02678373.2022.2080774
A. I. Lehmann, G. Bauer, R. Brauchli
Abstract While implementing participation in an organisational health intervention (OHI), the formation of a group of representatives responsible for developing and realising action plans is a common approach. This mixed-methods study aimed (a) to examine differential intervention effects for employees who are directly involved in intervention decision making (direct participants [DPs], N = 84) compared with the remaining employees (indirect participants [IPs], N = 99) and (b) to explore the transfer process between these groups. Quantitative surveys were collected at two time points (follow-up after six months), and four focus group discussions were conducted during the follow-up phase. The results show that DPs experienced an improvement in intervention outcomes (psychosocial working conditions and affective states at work) compared with IPs. For IPs, no positive change was observed. However, further subgroup analyses found that IPs in “successful teams” were also able to experience improvement in intervention outcomes. Qualitative focus group data gave insights into the beneficial and less beneficial transfer process mechanisms between DPs and IPs that could explain these differential effects for IPs. This study highlights the importance of considering the forms and quality of participation in OHIs and offers insights into the processes shaping the intervention effects for whole teams.
在实施组织健康干预(OHI)的参与时，形成一个负责制定和实现行动计划的代表小组是一种常见的方法。本混合方法研究旨在(a)检验直接参与干预决策的员工(直接参与者[dp]， N = 84)与其他员工(间接参与者[IPs]， N = 99)的干预效果差异，(b)探索这些群体之间的迁移过程。在两个时间点收集定量调查(六个月后随访)，并在随访阶段进行了四次焦点小组讨论。结果表明，与IPs相比，dp在干预结果(社会心理工作条件和工作情感状态)方面有所改善。对于IPs，未观察到阳性变化。然而，进一步的亚组分析发现，“成功团队”中的IPs也能够体验到干预结果的改善。定性焦点小组数据提供了对dp和ip之间有利和不利的转移过程机制的见解，可以解释ip的这些差异效应。本研究强调了在OHIs中考虑参与的形式和质量的重要性，并提供了对整个团队形成干预效果的过程的见解。
{"title":"Intervention effects for direct and indirect participants in an organisational health intervention: A mixed-methods study","authors":"A. I. Lehmann, G. Bauer, R. Brauchli","doi":"10.1080/02678373.2022.2080774","DOIUrl":"https://doi.org/10.1080/02678373.2022.2080774","url":null,"abstract":"Abstract While implementing participation in an organisational health intervention (OHI), the formation of a group of representatives responsible for developing and realising action plans is a common approach. This mixed-methods study aimed (a) to examine differential intervention effects for employees who are directly involved in intervention decision making (direct participants [DPs], N = 84) compared with the remaining employees (indirect participants [IPs], N = 99) and (b) to explore the transfer process between these groups. Quantitative surveys were collected at two time points (follow-up after six months), and four focus group discussions were conducted during the follow-up phase. The results show that DPs experienced an improvement in intervention outcomes (psychosocial working conditions and affective states at work) compared with IPs. For IPs, no positive change was observed. However, further subgroup analyses found that IPs in “successful teams” were also able to experience improvement in intervention outcomes. Qualitative focus group data gave insights into the beneficial and less beneficial transfer process mechanisms between DPs and IPs that could explain these differential effects for IPs. This study highlights the importance of considering the forms and quality of participation in OHIs and offers insights into the processes shaping the intervention effects for whole teams.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"312 - 336"},"PeriodicalIF":6.1,"publicationDate":"2022-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42333271","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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