Pub Date : 2022-05-30DOI: 10.1080/02678373.2022.2080776
Mari Herttalampi, B. Wiese, T. Feldt
ABSTRACT To study the ever-increasing pace of work practices, we investigated leader experiences of intensified job demands (IJDs) and their effects on followers. Based on the challenge-hindrance approach, different kinds of job demands may produce either negative or positive work-related outcomes. Using this perspective, we investigated the leaders IJDs against their followers’ satisfaction with them as leaders, follower evaluations of the leader-member exchange (LMX) relationship quality, and their personal well-being (burnout and work engagement). Of the four IJDs, (1) work intensification and (2) career-related planning demands were conceptualised as negative hindrances for leaders, whereas (3) job-related planning/decision-making and (4) knowledge/skill-related learning demands were conceptualised as positive challenges. The data included 236 leaders and 990 followers, analysed with multilevel modelling. Leader feelings of increasing pressure to autonomously plan their job associated positively with followers’ satisfaction. These job planning demands also associated with lower burnout and higher work engagement among followers. Contrary to expectation, leaders’ career planning demands were positively associated with follower engagement. Our findings contribute to leadership literature by providing novel evidence of the role of IJDs in leadership, not only as strenuous work demands, but also as positive challenges that can be beneficial for leader-follower relationships and follower well-being.
{"title":"Leaders’ intensified job demands: Their multi-level associations with leader-follower relationships and follower well-being","authors":"Mari Herttalampi, B. Wiese, T. Feldt","doi":"10.1080/02678373.2022.2080776","DOIUrl":"https://doi.org/10.1080/02678373.2022.2080776","url":null,"abstract":"ABSTRACT\u0000 To study the ever-increasing pace of work practices, we investigated leader experiences of intensified job demands (IJDs) and their effects on followers. Based on the challenge-hindrance approach, different kinds of job demands may produce either negative or positive work-related outcomes. Using this perspective, we investigated the leaders IJDs against their followers’ satisfaction with them as leaders, follower evaluations of the leader-member exchange (LMX) relationship quality, and their personal well-being (burnout and work engagement). Of the four IJDs, (1) work intensification and (2) career-related planning demands were conceptualised as negative hindrances for leaders, whereas (3) job-related planning/decision-making and (4) knowledge/skill-related learning demands were conceptualised as positive challenges. The data included 236 leaders and 990 followers, analysed with multilevel modelling. Leader feelings of increasing pressure to autonomously plan their job associated positively with followers’ satisfaction. These job planning demands also associated with lower burnout and higher work engagement among followers. Contrary to expectation, leaders’ career planning demands were positively associated with follower engagement. Our findings contribute to leadership literature by providing novel evidence of the role of IJDs in leadership, not only as strenuous work demands, but also as positive challenges that can be beneficial for leader-follower relationships and follower well-being.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48869922","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 : 2022-05-30DOI: 10.1080/02678373.2022.2080777
Anne Mäkikangas, Soile Juutinen, J. Mäkiniemi, Kirsi Sjöblom, Atte Oksanen
ABSTRACT The aim of this study was to investigate characteristics associated with employees’ ability to cope with the challenges of remote working as flexible work arrangements are predicted to constitute an increasingly pervasive model of work. More specifically, we investigated job resources specific to remote work and employees’ strengths and behaviours that may be crucial for enhancing work engagement when working outside a traditional office environment. The present study adopted a person-centered approach to investigate work engagement and its antecedents. A sample of 455 employees completed a questionnaire four times across a ten-month period during the enforced remote work occasioned in response to the corona pandemic. The results revealed four distinct work engagement profiles. Most employees (75%) belong to profiles with either average or high levels of work engagement, which remained stable after a slight initial increase. A decrease was observed in 25% of those employees whose work engagement was already low at the study baseline. High levels of organisational support, the functionality of home as a work environment, job-related self-efficacy, and job crafting characterised the profile in which work engagement remained at a high level during the remote work. Implications for practice concerning well-being protective multi-locational work are presented.
{"title":"Work engagement and its antecedents in remote work: A person-centered view","authors":"Anne Mäkikangas, Soile Juutinen, J. Mäkiniemi, Kirsi Sjöblom, Atte Oksanen","doi":"10.1080/02678373.2022.2080777","DOIUrl":"https://doi.org/10.1080/02678373.2022.2080777","url":null,"abstract":"ABSTRACT The aim of this study was to investigate characteristics associated with employees’ ability to cope with the challenges of remote working as flexible work arrangements are predicted to constitute an increasingly pervasive model of work. More specifically, we investigated job resources specific to remote work and employees’ strengths and behaviours that may be crucial for enhancing work engagement when working outside a traditional office environment. The present study adopted a person-centered approach to investigate work engagement and its antecedents. A sample of 455 employees completed a questionnaire four times across a ten-month period during the enforced remote work occasioned in response to the corona pandemic. The results revealed four distinct work engagement profiles. Most employees (75%) belong to profiles with either average or high levels of work engagement, which remained stable after a slight initial increase. A decrease was observed in 25% of those employees whose work engagement was already low at the study baseline. High levels of organisational support, the functionality of home as a work environment, job-related self-efficacy, and job crafting characterised the profile in which work engagement remained at a high level during the remote work. Implications for practice concerning well-being protective multi-locational work are presented.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48290798","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 : 2022-05-25DOI: 10.1080/02678373.2022.2080778
S. Mauno, Mari Herttalampi, J. Minkkinen, T. Feldt, Bettina Kubicek
ABSTRACT Work intensification (WI) is a notable job stressor, which has been hypothesised to result in various negative outcomes for employees. However, earlier empirical studies regarding this stressor hypothesis have not yet been reviewed. Our narrative review focused on the outcomes for employees of WI as a perceived job stressor. Our review was based on selected qualitative and quantitative empirical studies (k = 44) published in peer-reviewed journals between the years 2000 and 2020. Altogether, the findings of these studies showed that WI was related to various negative outcomes for employees, such as impaired well-being and motivation, supporting the stressor hypothesis. Stressful WI manifested as perceived accelerated pace of work and increased effort and demands for effectivity at work. Nevertheless, other manifestations of WI (e.g. increased demands for learning) were not always associated with negative outcomes. The implications of these findings are discussed together with future directions.
{"title":"Is work intensification bad for employees? A review of outcomes for employees over the last two decades","authors":"S. Mauno, Mari Herttalampi, J. Minkkinen, T. Feldt, Bettina Kubicek","doi":"10.1080/02678373.2022.2080778","DOIUrl":"https://doi.org/10.1080/02678373.2022.2080778","url":null,"abstract":"ABSTRACT Work intensification (WI) is a notable job stressor, which has been hypothesised to result in various negative outcomes for employees. However, earlier empirical studies regarding this stressor hypothesis have not yet been reviewed. Our narrative review focused on the outcomes for employees of WI as a perceived job stressor. Our review was based on selected qualitative and quantitative empirical studies (k = 44) published in peer-reviewed journals between the years 2000 and 2020. Altogether, the findings of these studies showed that WI was related to various negative outcomes for employees, such as impaired well-being and motivation, supporting the stressor hypothesis. Stressful WI manifested as perceived accelerated pace of work and increased effort and demands for effectivity at work. Nevertheless, other manifestations of WI (e.g. increased demands for learning) were not always associated with negative outcomes. The implications of these findings are discussed together with future directions.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47994747","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 : 2022-04-03DOI: 10.1080/02678373.2022.2093517
T. Taris
According to a 2019 external review, bullying and harassment are “systemic” in the New Zealand parliamentary workplace (Francis, 2019). Its culture is “toxic,” involving “harmful behaviour by and between staff, managers, members, media and the public,” and “unacceptable behaviour is too often tolerated or normalised.” Destructive gossip, undermining, lack of cooperation and support, aggressive behaviour and demeaning language are common. Although there is “a majority of absolutely lovely MPs and Ministers,” others engage in “frequent shouting, abuse calls or texts, character assassination... or ‘just continually being aggressive and shouting... ’.” One staff member said “I was warned... But I just couldn’t cope with it. It shocked me. It’s taken me years to recover.” The review concludes with a list of 85 recommendations to improve matters, including the development of training programmes on combating bullying, a zero-tolerance approach to bullying and harassment, leadership development programmes, and providing access to the services of accredited social workers or psychologists. Is the New Zealand parliamentary workplace a rare bad apple among an unspoilt bunch? I doubt it. The prevalence of bullying, mobbing, harassment, emotional abuse, and mistreatment (to name just a few very similar terms, Einarsen, 1999) is high. In an 86-sample review study, Nielsen et al. (2010) found that on average 14.6% – 1 out of 7 – of the participants in these samples was bullied. This implies that most of us have experience with this type of behaviour; as a (colleague of a) victim, a witness, but perhaps also as a perpetrator. In his seminal paper on workplace bullying, Heinz Leymann (1990) defined mobbing as “hostile and unethical communication which is directed in a systematic way by one or a number of persons mainly toward one individual... These actions take place often... and over a long period... and... result in considerable psychic, psychosomatic and social misery” (p. 120). Other definitions (notably that of Einarsen & Skogstad, 1996) emphasise that bullying is subjectively experienced by a victim, that bullying not only concerns communication issues but negative acts in general (e.g. physical violence or changing work tasks), and that victims should have difficulties in defending themselves against these acts (Nielsen et al., 2010). Several reviews on the antecedents and outcomes of bullying have been conducted, identifying among others perpetrator characteristics, victim characteristics, work design problems, deficiencies in leadership behaviour, and organisational characteristics (such as a low moral standard, bad leadership, or a toxic culture) as possible antecedents (Cao et al., in press; Einarsen, 1999; Einarsen et al., 2002; Van den Brande et al., 2016). Outcomes of bullying include physical health problems, depression, posttraumatic stress, burnout, and strain in general (Boudrias et al., 2021; Nielsen & Einarsen, 2012). Overall, it is fair to s
根据2019年的一项外部审查，欺凌和骚扰在新西兰议会工作场所是“系统性的”（Francis，2019）。它的文化是“有毒的”，涉及“员工、经理、成员、媒体和公众之间的有害行为”，“不可接受的行为往往被容忍或正常化”。破坏性的流言蜚语、破坏、缺乏合作和支持、攻击性行为和有辱人格的语言很常见。尽管有“大多数绝对可爱的议员和部长”，但其他人“经常大喊大叫、辱骂电话或短信、人格暗杀……或者‘只是不断地咄咄逼人和大喊大叫……’。”一名工作人员说：“我被警告了……但我就是无法应对。这让我很震惊。我花了很多年才恢复过来。”。“审查最后提出了85项改进建议，包括制定打击欺凌的培训计划、对欺凌和骚扰采取零容忍态度、领导力发展计划，以及提供获得认可的社会工作者或心理学家服务的机会。新西兰议会工作场所是一群未受破坏的人中罕见的害群之马吗？我对此表示怀疑。欺凌、聚众斗殴、骚扰、情感虐待和虐待（仅举几个非常相似的术语，Einarsen，1999）的普遍性很高。在一项86个样本的回顾研究中，Nielsen等人（2010）发现，在这些样本中，平均14.6%（七分之一）的参与者受到了欺凌。这意味着我们大多数人都有这种行为的经验；作为受害者的同事，证人，但也可能是犯罪者。Heinz Leymann（1990）在其关于职场欺凌的开创性论文中，将聚众斗殴定义为“一个人或多个人以系统的方式主要针对一个人的敌对和不道德的交流……这些行为经常发生……而且持续很长时间……导致相当大的心理、身心和社会痛苦”（第120页）。其他定义（尤其是Einarsen和Skogstad，1996年的定义）强调，欺凌是受害者主观经历的，欺凌不仅涉及沟通问题，还涉及一般的负面行为（如身体暴力或改变工作任务），受害者在保护自己免受这些行为侵害方面应该有困难（Nielsen等人，2010）。已经对欺凌的前因和结果进行了几次审查，确定了施暴者特征、受害者特征、工作设计问题、领导行为缺陷、，以及组织特征（如低道德标准、糟糕的领导或有毒的文化）作为可能的前因（Cao等人，出版；埃纳森，1999年；埃纳尔森等人，2002年；Van den Brande等人，2016年）。欺凌的结果包括身体健康问题、抑郁、创伤后压力、倦怠和一般压力（Boudrias等人，2021；Nielsen和Einarsen，2012年）。总的来说，可以公平地说，工作场所欺凌的前因和结果已经在大量研究中得到了解决。然而，当《工作与压力》杂志最近收到五篇关于欺凌的论文时，我们决定将其作为本特刊的基础。除了主题之外，这些论文的共同点是，它们超越了当前对预测因素和后果的见解
{"title":"What we need to know about workplace bullying","authors":"T. Taris","doi":"10.1080/02678373.2022.2093517","DOIUrl":"https://doi.org/10.1080/02678373.2022.2093517","url":null,"abstract":"According to a 2019 external review, bullying and harassment are “systemic” in the New Zealand parliamentary workplace (Francis, 2019). Its culture is “toxic,” involving “harmful behaviour by and between staff, managers, members, media and the public,” and “unacceptable behaviour is too often tolerated or normalised.” Destructive gossip, undermining, lack of cooperation and support, aggressive behaviour and demeaning language are common. Although there is “a majority of absolutely lovely MPs and Ministers,” others engage in “frequent shouting, abuse calls or texts, character assassination... or ‘just continually being aggressive and shouting... ’.” One staff member said “I was warned... But I just couldn’t cope with it. It shocked me. It’s taken me years to recover.” The review concludes with a list of 85 recommendations to improve matters, including the development of training programmes on combating bullying, a zero-tolerance approach to bullying and harassment, leadership development programmes, and providing access to the services of accredited social workers or psychologists. Is the New Zealand parliamentary workplace a rare bad apple among an unspoilt bunch? I doubt it. The prevalence of bullying, mobbing, harassment, emotional abuse, and mistreatment (to name just a few very similar terms, Einarsen, 1999) is high. In an 86-sample review study, Nielsen et al. (2010) found that on average 14.6% – 1 out of 7 – of the participants in these samples was bullied. This implies that most of us have experience with this type of behaviour; as a (colleague of a) victim, a witness, but perhaps also as a perpetrator. In his seminal paper on workplace bullying, Heinz Leymann (1990) defined mobbing as “hostile and unethical communication which is directed in a systematic way by one or a number of persons mainly toward one individual... These actions take place often... and over a long period... and... result in considerable psychic, psychosomatic and social misery” (p. 120). Other definitions (notably that of Einarsen & Skogstad, 1996) emphasise that bullying is subjectively experienced by a victim, that bullying not only concerns communication issues but negative acts in general (e.g. physical violence or changing work tasks), and that victims should have difficulties in defending themselves against these acts (Nielsen et al., 2010). Several reviews on the antecedents and outcomes of bullying have been conducted, identifying among others perpetrator characteristics, victim characteristics, work design problems, deficiencies in leadership behaviour, and organisational characteristics (such as a low moral standard, bad leadership, or a toxic culture) as possible antecedents (Cao et al., in press; Einarsen, 1999; Einarsen et al., 2002; Van den Brande et al., 2016). Outcomes of bullying include physical health problems, depression, posttraumatic stress, burnout, and strain in general (Boudrias et al., 2021; Nielsen & Einarsen, 2012). Overall, it is fair to s","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41457875","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 : 2022-04-03DOI: 10.1080/02678373.2021.1969479
G. Plimmer, Diep T. N. Nguyen, S. Teo, Michelle R. Tuckey
ABSTRACT Although workplace bullying has been long recognised as an organisational level phenomenon, few studies have explored how different organisational factors come together to influence bullying risk. In this study, we integrate theories on organisational psychosocial safety climate (PSC) and social information processing to understand how PSC is related to bullying exposure, mediated through leadership. We conceptualise and find support for how both organisational and supervisory factors align to shape the likelihood of bullying. Both constructive and laissez-faire leadership are incorporated into the model to explore the positive and negative pathways from PSC to bullying in a high-risk sample: 1,231 employees from 47 New Zealand public sector agencies who face high levels of emotional labour demands in their work. Findings from multilevel modelling corroborate the direct negative effect of PSC on bullying and confirm the predicted mediated pathways through both types of leadership to bullying, which is negatively associated with job satisfaction. Our findings shed light on how organisational factors at different levels combine to influence bullying, highlighting the potential (and need) for a multi-faceted approach to the prevention of bullying and mitigation of its negative effects.
{"title":"Workplace bullying as an organisational issue: Aligning climate and leadership","authors":"G. Plimmer, Diep T. N. Nguyen, S. Teo, Michelle R. Tuckey","doi":"10.1080/02678373.2021.1969479","DOIUrl":"https://doi.org/10.1080/02678373.2021.1969479","url":null,"abstract":"ABSTRACT Although workplace bullying has been long recognised as an organisational level phenomenon, few studies have explored how different organisational factors come together to influence bullying risk. In this study, we integrate theories on organisational psychosocial safety climate (PSC) and social information processing to understand how PSC is related to bullying exposure, mediated through leadership. We conceptualise and find support for how both organisational and supervisory factors align to shape the likelihood of bullying. Both constructive and laissez-faire leadership are incorporated into the model to explore the positive and negative pathways from PSC to bullying in a high-risk sample: 1,231 employees from 47 New Zealand public sector agencies who face high levels of emotional labour demands in their work. Findings from multilevel modelling corroborate the direct negative effect of PSC on bullying and confirm the predicted mediated pathways through both types of leadership to bullying, which is negatively associated with job satisfaction. Our findings shed light on how organisational factors at different levels combine to influence bullying, highlighting the potential (and need) for a multi-faceted approach to the prevention of bullying and mitigation of its negative effects.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46546978","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 : 2022-03-22DOI: 10.1080/02678373.2022.2028319
Yiqiong Li, Michelle R. Tuckey, A. Bakker, Peter Y. Chen, M. Dollard
ABSTRACT The Job Demands-Resources (JD-R) model is a well-recognized theoretical framework assessing the impact of job demands and resources on well-being. Though the model conceptualises job demands and resources in terms of how jobs are both objectively designed and subjectively experienced, most studies have relied only on subjective self-reported data. In a comprehensive test of the model, our study investigates how objective job characteristics at the occupation level are associated with employees’ perceptions of job demands and resources in their role, and examines the indirect effect of objective characteristics on employee outcomes via perceived characteristics. Multilevel analyses of multisource and lagged data from 2,049 employees in 97 jobs indicated that perceived job characteristics mediate the effects of objective job characteristics on employee outcomes. Specifically, the objective requirement for positive emotional displays is positively related to exhaustion through perceived emotional demands. Second, objective job hazard exposure is positively related to physical health problems through perceived physical demands. Finally, objective job complexity has a significant positive indirect relationship with work engagement through perceived skill discretion. The results suggest that risk identification and enrichment processes should consider the nature of the job itself instead of merely focusing on employees’ cognitive appraisals.
{"title":"Linking objective and subjective job demands and resources in the JD-R model: A multilevel design","authors":"Yiqiong Li, Michelle R. Tuckey, A. Bakker, Peter Y. Chen, M. Dollard","doi":"10.1080/02678373.2022.2028319","DOIUrl":"https://doi.org/10.1080/02678373.2022.2028319","url":null,"abstract":"ABSTRACT The Job Demands-Resources (JD-R) model is a well-recognized theoretical framework assessing the impact of job demands and resources on well-being. Though the model conceptualises job demands and resources in terms of how jobs are both objectively designed and subjectively experienced, most studies have relied only on subjective self-reported data. In a comprehensive test of the model, our study investigates how objective job characteristics at the occupation level are associated with employees’ perceptions of job demands and resources in their role, and examines the indirect effect of objective characteristics on employee outcomes via perceived characteristics. Multilevel analyses of multisource and lagged data from 2,049 employees in 97 jobs indicated that perceived job characteristics mediate the effects of objective job characteristics on employee outcomes. Specifically, the objective requirement for positive emotional displays is positively related to exhaustion through perceived emotional demands. Second, objective job hazard exposure is positively related to physical health problems through perceived physical demands. Finally, objective job complexity has a significant positive indirect relationship with work engagement through perceived skill discretion. The results suggest that risk identification and enrichment processes should consider the nature of the job itself instead of merely focusing on employees’ cognitive appraisals.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46666618","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 : 2022-01-19DOI: 10.1080/02678373.2022.2028318
K. Nielsen, R. Shepherd
ABSTRACT In this paper, we present the Integrated Training Transfer and Effectiveness Model (ITTEM), a dynamic model integrating dominant training transfer and training effectiveness models that can be used to evaluate whether mental health and wellbeing training interventions are transferred to the workplace and result in changes in emotions, cognitions and behaviours post-training. Through the integration of training transfer and training effectiveness literatures, the ITTEM aims to further our understanding of how we may enhance the effectiveness of training through optimising training transfer. We employ realist evaluation as our theoretical framework and argue that developing our understanding of what works for whom in which circumstances will enable us to improve how we design, implement, and evaluate training. We propose that pre- and post-training contextual factors influence the extent to which training mechanisms are triggered and bring about intended outcomes, in terms of emotions, cognitions, behaviours and improved employee mental health and wellbeing. The ITTEM can be used to develop our understanding of how and when training succeeds or fails. The ITTEM provides valuable insights in to how organisations may design future training to maximise the impact of transfer thus achieving the aims of protecting and promoting mental health and wellbeing.
{"title":"Understanding the outcomes of training to improve employee mental health: A novel framework for training transfer and effectiveness evaluation","authors":"K. Nielsen, R. Shepherd","doi":"10.1080/02678373.2022.2028318","DOIUrl":"https://doi.org/10.1080/02678373.2022.2028318","url":null,"abstract":"ABSTRACT In this paper, we present the Integrated Training Transfer and Effectiveness Model (ITTEM), a dynamic model integrating dominant training transfer and training effectiveness models that can be used to evaluate whether mental health and wellbeing training interventions are transferred to the workplace and result in changes in emotions, cognitions and behaviours post-training. Through the integration of training transfer and training effectiveness literatures, the ITTEM aims to further our understanding of how we may enhance the effectiveness of training through optimising training transfer. We employ realist evaluation as our theoretical framework and argue that developing our understanding of what works for whom in which circumstances will enable us to improve how we design, implement, and evaluate training. We propose that pre- and post-training contextual factors influence the extent to which training mechanisms are triggered and bring about intended outcomes, in terms of emotions, cognitions, behaviours and improved employee mental health and wellbeing. The ITTEM can be used to develop our understanding of how and when training succeeds or fails. The ITTEM provides valuable insights in to how organisations may design future training to maximise the impact of transfer thus achieving the aims of protecting and promoting mental health and wellbeing.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46044043","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 : 2022-01-02DOI: 10.1080/02678373.2022.2033349
T. Taris, A. D. De Lange, K. Nielsen
Work & Stress was established in 1987 as one of the first journals specifically dedicated to publishing research in occupational health psychology (OHP), that is, psychological research aiming to improve the quality of work life, and to protect and promote the safety, health and well-being of workers (NIOSH, 2022). Other journals have not held back in publishing research in this area. To date a wealth of findings is available on a wide range of OHP-relevant topics like work stress, organisational and individual-level interventions, safety at work, recovery, work characteristics, and interpersonal relations at work. Moreover, much of this research can be retrieved in a split second using search engines such as PsycInfo and Google Scholar; a situation that could hardly be foreseen back in the days when Work & Stress was established! The downside of the availability of this treasure trove of findings is that these often diverge and sometimes contradict each other. Creating an overview can be confusing and the precise state of affairs in a particular area may be unclear. What do we know about a particular phenomenon? What is still under discussion? What are the research gaps that still need to be addressed? Responding to the growing need for summarising, reviewing, interpreting and integrating the findings that are available, over the years Work & Stress has paid much attention to publishing review studies. For example, over the past three years about one in five papers published in the journal was a review study. Moreover, these reviews figure prominently among the most highly-sought articles in Work & Stress. Clearly, there is a great need for such studies. Unfortunately, whereas to date we receive many submissions that present reviews, not all of these are equally interesting and useful. This raises questions like (a) What makes for a really valuable review study in the area of OHP?, and (b) Which recommendations can be formulated for new review studies to bring the research field of occupational health further?
{"title":"Taming the flood of findings: What makes for a really useful literature review in occupational health psychology?","authors":"T. Taris, A. D. De Lange, K. Nielsen","doi":"10.1080/02678373.2022.2033349","DOIUrl":"https://doi.org/10.1080/02678373.2022.2033349","url":null,"abstract":"Work & Stress was established in 1987 as one of the first journals specifically dedicated to publishing research in occupational health psychology (OHP), that is, psychological research aiming to improve the quality of work life, and to protect and promote the safety, health and well-being of workers (NIOSH, 2022). Other journals have not held back in publishing research in this area. To date a wealth of findings is available on a wide range of OHP-relevant topics like work stress, organisational and individual-level interventions, safety at work, recovery, work characteristics, and interpersonal relations at work. Moreover, much of this research can be retrieved in a split second using search engines such as PsycInfo and Google Scholar; a situation that could hardly be foreseen back in the days when Work & Stress was established! The downside of the availability of this treasure trove of findings is that these often diverge and sometimes contradict each other. Creating an overview can be confusing and the precise state of affairs in a particular area may be unclear. What do we know about a particular phenomenon? What is still under discussion? What are the research gaps that still need to be addressed? Responding to the growing need for summarising, reviewing, interpreting and integrating the findings that are available, over the years Work & Stress has paid much attention to publishing review studies. For example, over the past three years about one in five papers published in the journal was a review study. Moreover, these reviews figure prominently among the most highly-sought articles in Work & Stress. Clearly, there is a great need for such studies. Unfortunately, whereas to date we receive many submissions that present reviews, not all of these are equally interesting and useful. This raises questions like (a) What makes for a really valuable review study in the area of OHP?, and (b) Which recommendations can be formulated for new review studies to bring the research field of occupational health further?","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59781999","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 : 2022-01-02DOI: 10.1080/02678373.2022.2028317
W. W. T. Lam, K. Nielsen, C. Sprigg, Ciara M. Kelly
ABSTRACT This systematic literature review synthesises the existing knowledge about the impact on working caregivers managing dual responsibilities of paid work and informal eldercare, as well as the demands and resources related to juggling these duties. Due to the increasing volume of research in this area, it is important to synthesise current knowledge and identify gaps for future research in the area of Occupational Health Psychology. We identified 45 papers for inclusion in our systematic literature review. Demands and resources were categorised according to the Individual, Group, Leader, and Organisation (IGLO) model. Findings suggested ways that the workplace can provide support to informal caregivers, such as from peer-to-peer, manager-to-subordinate, organisational policy, and cultural aspects. Evidence showed that certain levels of the IGLO model, such as the individual, leader, and organisational-level resources as well as individual demands have received more research attention. Current studies mostly focused on one or two specific levels of the IGLO model rather than taking a holistic approach to examine factors at all levels. Our findings suggested that future research should take into account all levels of the IGLO model to fully capture the dynamics of juggling paid work and eldercare and we proposed a future agenda for research.
{"title":"The demands and resources of working informal caregivers of older people: A systematic review","authors":"W. W. T. Lam, K. Nielsen, C. Sprigg, Ciara M. Kelly","doi":"10.1080/02678373.2022.2028317","DOIUrl":"https://doi.org/10.1080/02678373.2022.2028317","url":null,"abstract":"ABSTRACT\u0000 This systematic literature review synthesises the existing knowledge about the impact on working caregivers managing dual responsibilities of paid work and informal eldercare, as well as the demands and resources related to juggling these duties. Due to the increasing volume of research in this area, it is important to synthesise current knowledge and identify gaps for future research in the area of Occupational Health Psychology. We identified 45 papers for inclusion in our systematic literature review. Demands and resources were categorised according to the Individual, Group, Leader, and Organisation (IGLO) model. Findings suggested ways that the workplace can provide support to informal caregivers, such as from peer-to-peer, manager-to-subordinate, organisational policy, and cultural aspects. Evidence showed that certain levels of the IGLO model, such as the individual, leader, and organisational-level resources as well as individual demands have received more research attention. Current studies mostly focused on one or two specific levels of the IGLO model rather than taking a holistic approach to examine factors at all levels. Our findings suggested that future research should take into account all levels of the IGLO model to fully capture the dynamics of juggling paid work and eldercare and we proposed a future agenda for research.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2022-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43282667","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 : 2021-12-26DOI: 10.1080/02678373.2021.2009055
Shani Pindek, Zhiqing E. Zhou, Stacey R. Kessler, Alexandra Krajcevska, Paul E. Spector
ABSTRACT A high workload has long been considered a harmful stressor that adversely affects employees. In the current study, we propose that work underload also has negative implications for employees, and that there is a curvilinear relationship between daily workload and rumination. These negative consequences can carry over to the next day. We collected data from a sample of 137 employees over the course of 9 days to examine how deviations from employees’ average workload impacts their negative rumination at the conclusion of the workday and their negative emotions the following morning. Results of the multilevel analyses indicated that daily workload had a significant curvilinear, J-shaped association with subsequent evening negative rumination that carries over into the following day in the form of higher negative emotions. These effects were stronger for employees with high levels of trait negative affectivity. Our findings suggest that while the effect of upward deviation from the typical workload is worse for employee rumination and subsequent negative emotions than the effect of downward deviation, deviations in either direction have negative effects on employees, especially for individuals with high levels of trait negative affectivity. In conclusion, this study highlights the importance of examining daily fluctuation in workload.
{"title":"The lingering curvilinear effect of workload on employee rumination and negative emotions: A diary study","authors":"Shani Pindek, Zhiqing E. Zhou, Stacey R. Kessler, Alexandra Krajcevska, Paul E. Spector","doi":"10.1080/02678373.2021.2009055","DOIUrl":"https://doi.org/10.1080/02678373.2021.2009055","url":null,"abstract":"ABSTRACT A high workload has long been considered a harmful stressor that adversely affects employees. In the current study, we propose that work underload also has negative implications for employees, and that there is a curvilinear relationship between daily workload and rumination. These negative consequences can carry over to the next day. We collected data from a sample of 137 employees over the course of 9 days to examine how deviations from employees’ average workload impacts their negative rumination at the conclusion of the workday and their negative emotions the following morning. Results of the multilevel analyses indicated that daily workload had a significant curvilinear, J-shaped association with subsequent evening negative rumination that carries over into the following day in the form of higher negative emotions. These effects were stronger for employees with high levels of trait negative affectivity. Our findings suggest that while the effect of upward deviation from the typical workload is worse for employee rumination and subsequent negative emotions than the effect of downward deviation, deviations in either direction have negative effects on employees, especially for individuals with high levels of trait negative affectivity. In conclusion, this study highlights the importance of examining daily fluctuation in workload.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2021-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44570005","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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