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":"36 1","pages":"292 - 311"},"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}
Pub Date : 2021-11-17DOI: 10.1080/02678373.2021.2002971
Sascha Abdel Hadi, A. Mojzisch, Stefan Krumm, J. Häusser
ABSTRACT The physical activity-mediated Demand-Control model (Häusser, J. A., & Mojzisch, A. (2017). The physical activity-mediated Demand–Control (pamDC) model: Linking work characteristics, leisure time physical activity, and well-being. Work & Stress, 31(3), 209–232. doi:10.1080/02678373.2017.1303759) posits that leisure-time physical activity (LTPA) is an important variable mediating the effects of job characteristics on well-being. Building on this model, we hypothesise that day-specific job demands and job control predict LTPA after work (via self-regulation and self-determination). LTPA after work, in turn, is predicted to be positively related to evening well-being. We tested these hypotheses by conducting a 14-day ambulatory assessment study. A sample of 207 employees wore an accelerometer to monitor physical activity and answered, three times a day, questionnaires addressing job characteristics, self-regulatory capacity, self-determination, and well-being. Results show that day-specific job demands were negatively related to LTPA and different indicators of evening well-being. We also found evidence for the mediation of the relationship between day-specific job demands and evening well-being via LTPA after work. However, contrary to our predictions, job control was not related to LTPA on a daily basis. These findings help to advance theory and, in particular, to understand the importance of LTPA for employee well-being.
{"title":"Day-level relationships between work, physical activity, and well-being: Testing the physical activity-mediated demand-control (pamDC) model","authors":"Sascha Abdel Hadi, A. Mojzisch, Stefan Krumm, J. Häusser","doi":"10.1080/02678373.2021.2002971","DOIUrl":"https://doi.org/10.1080/02678373.2021.2002971","url":null,"abstract":"ABSTRACT The physical activity-mediated Demand-Control model (Häusser, J. A., & Mojzisch, A. (2017). The physical activity-mediated Demand–Control (pamDC) model: Linking work characteristics, leisure time physical activity, and well-being. Work & Stress, 31(3), 209–232. doi:10.1080/02678373.2017.1303759) posits that leisure-time physical activity (LTPA) is an important variable mediating the effects of job characteristics on well-being. Building on this model, we hypothesise that day-specific job demands and job control predict LTPA after work (via self-regulation and self-determination). LTPA after work, in turn, is predicted to be positively related to evening well-being. We tested these hypotheses by conducting a 14-day ambulatory assessment study. A sample of 207 employees wore an accelerometer to monitor physical activity and answered, three times a day, questionnaires addressing job characteristics, self-regulatory capacity, self-determination, and well-being. Results show that day-specific job demands were negatively related to LTPA and different indicators of evening well-being. We also found evidence for the mediation of the relationship between day-specific job demands and evening well-being via LTPA after work. However, contrary to our predictions, job control was not related to LTPA on a daily basis. These findings help to advance theory and, in particular, to understand the importance of LTPA for employee well-being.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"355 - 376"},"PeriodicalIF":6.1,"publicationDate":"2021-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46404253","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 : 2021-10-08DOI: 10.1080/02678373.2021.1976881
Julia Schoellbauer, S. Sonnentag, Roman Prem, C. Korunka
ABSTRACT Particularly in knowledge-intensive jobs, employees are increasingly challenged by complex and dynamically changing work tasks. These developments make it difficult for employees to anticipate a day's upcoming work tasks and associated activities including methods, time requirements, and potential problems arising in the work process. We present three arguments why this work unpredictability represents a contemporary occupational stressor causing that affects employees until beyond working hours and is thus associated with lower daily wellbeing in the evening: Work unpredictability can be perceived as a lack of control at work, as a lack of mastery expectancies, and it might add high-effort planning and self-regulation demands to employees’ daily psychological workload. In a diary study with 105 employees, we collected 666 observations at three daily measurement occasions over two weeks. The results supported our hypotheses and demonstrated that work unpredictability relates negatively to evening serenity via employees’ elevated strain levels after work. These relationships were also found when controlling for time pressure as a representative of an established daily work stressor. We conclude that work unpredictability is a so far neglected work stressor that should receive more research attention in the future.
{"title":"I'd rather know what to expect … Work unpredictability as contemporary work stressor with detrimental implications for employees’ daily wellbeing","authors":"Julia Schoellbauer, S. Sonnentag, Roman Prem, C. Korunka","doi":"10.1080/02678373.2021.1976881","DOIUrl":"https://doi.org/10.1080/02678373.2021.1976881","url":null,"abstract":"ABSTRACT Particularly in knowledge-intensive jobs, employees are increasingly challenged by complex and dynamically changing work tasks. These developments make it difficult for employees to anticipate a day's upcoming work tasks and associated activities including methods, time requirements, and potential problems arising in the work process. We present three arguments why this work unpredictability represents a contemporary occupational stressor causing that affects employees until beyond working hours and is thus associated with lower daily wellbeing in the evening: Work unpredictability can be perceived as a lack of control at work, as a lack of mastery expectancies, and it might add high-effort planning and self-regulation demands to employees’ daily psychological workload. In a diary study with 105 employees, we collected 666 observations at three daily measurement occasions over two weeks. The results supported our hypotheses and demonstrated that work unpredictability relates negatively to evening serenity via employees’ elevated strain levels after work. These relationships were also found when controlling for time pressure as a representative of an established daily work stressor. We conclude that work unpredictability is a so far neglected work stressor that should receive more research attention in the future.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"274 - 291"},"PeriodicalIF":6.1,"publicationDate":"2021-10-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43044121","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 : 2021-09-16DOI: 10.1080/02678373.2021.1976880
Daniela Adiyaman, Laurenz L. Meier
ABSTRACT Research on workplace incivility principally has focused on targets’ reactions to uncivil behaviours. Moreover, incivility’s consequences have been separately investigated for targets and observers. In the present diary study (N = 164), we examined the short-term effects of experienced incivility on targets’ angry mood, depressive mood, and self-esteem. Also, we investigated the interplay between experienced and observed incivility in predicting targets’ well-being. Specifically, we expected daily observed incivility to buffer the detrimental effects of experienced incivility on depressive mood and self-esteem. Findings revealed that daily experienced incivility positively predicted targets’ angry and depressive mood. Moreover, observed incivility did moderate experienced incivility’s effects at the between-person level. In line with our assumption, the effects of experienced incivility on depressive mood and self-esteem were weaker for targets who observed frequent incivility. In general, our findings confirmed the detrimental effects of experienced incivility on well-being and support the buffering role of observed incivility.
{"title":"Short-term effects of experienced and observed incivility on mood and self-esteem","authors":"Daniela Adiyaman, Laurenz L. Meier","doi":"10.1080/02678373.2021.1976880","DOIUrl":"https://doi.org/10.1080/02678373.2021.1976880","url":null,"abstract":"ABSTRACT Research on workplace incivility principally has focused on targets’ reactions to uncivil behaviours. Moreover, incivility’s consequences have been separately investigated for targets and observers. In the present diary study (N = 164), we examined the short-term effects of experienced incivility on targets’ angry mood, depressive mood, and self-esteem. Also, we investigated the interplay between experienced and observed incivility in predicting targets’ well-being. Specifically, we expected daily observed incivility to buffer the detrimental effects of experienced incivility on depressive mood and self-esteem. Findings revealed that daily experienced incivility positively predicted targets’ angry and depressive mood. Moreover, observed incivility did moderate experienced incivility’s effects at the between-person level. In line with our assumption, the effects of experienced incivility on depressive mood and self-esteem were weaker for targets who observed frequent incivility. In general, our findings confirmed the detrimental effects of experienced incivility on well-being and support the buffering role of observed incivility.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"133 - 146"},"PeriodicalIF":6.1,"publicationDate":"2021-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47560962","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 : 2021-09-16DOI: 10.1080/02678373.2021.1976882
Karen Niven, C. Connolly, C. Stride, Samuel Farley
ABSTRACT Many workers are subjected to incidents of rudeness and ignorance at work. Emerging evidence suggests that exposure to such incivility has an immediate impact on people’s well-being and commitment. In this article we contribute to this nascent area of enquiry by investigating the role of discrete emotions in explaining how exposure to incivility translates into detrimental daily consequences, and by examining whether the role of emotions varies depending on whether incivilities occur during face-to-face versus online interactions. In a diary study of 69 workers, we find that face-to-face incivility has a pronounced daily impact on workers’ exhaustion and turnover intention, and that this impact is mediated by increased feelings of sadness and anger, but not fear. In contrast, cyber incivility only affects workers’ emotional exhaustion as a result of increases in sadness. Our findings provide insight into the mechanisms of daily effects of workplace incivility and the divergent daily effects of face-to-face versus cyber incivility.
{"title":"Daily effects of face-to-face and cyber incivility via sadness, anger and fear","authors":"Karen Niven, C. Connolly, C. Stride, Samuel Farley","doi":"10.1080/02678373.2021.1976882","DOIUrl":"https://doi.org/10.1080/02678373.2021.1976882","url":null,"abstract":"ABSTRACT Many workers are subjected to incidents of rudeness and ignorance at work. Emerging evidence suggests that exposure to such incivility has an immediate impact on people’s well-being and commitment. In this article we contribute to this nascent area of enquiry by investigating the role of discrete emotions in explaining how exposure to incivility translates into detrimental daily consequences, and by examining whether the role of emotions varies depending on whether incivilities occur during face-to-face versus online interactions. In a diary study of 69 workers, we find that face-to-face incivility has a pronounced daily impact on workers’ exhaustion and turnover intention, and that this impact is mediated by increased feelings of sadness and anger, but not fear. In contrast, cyber incivility only affects workers’ emotional exhaustion as a result of increases in sadness. Our findings provide insight into the mechanisms of daily effects of workplace incivility and the divergent daily effects of face-to-face versus cyber incivility.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"147 - 163"},"PeriodicalIF":6.1,"publicationDate":"2021-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46708211","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 : 2021-09-10DOI: 10.1080/02678373.2021.1976883
C. Balducci, P. Spagnoli, S. Toderi, Malissa A. Clark
ABSTRACT Most research on workaholism has been conducted at the between-person level and has considered mainly psychological outcomes of the phenomenon (e.g. burnout, job satisfaction). Building on the allostatic load model and on the idea that workaholic cognition and behaviour may show variation at the within-person level, we tested the hypothesis that fluctuations in daily workaholism would be related to parallel fluctuations in daily systolic blood pressure as reported at the end of the working day. Additionally, based on previous research and theoretical contributions in the field, we also tested the hypothesis that the daily workaholism-systolic blood pressure relationship would be particularly accentuated for women, when compared to men. Data have been collected from a sample of 61 participants who were followed for ten consecutive working days, for a total of 544 observations. In line with the hypotheses, workaholism revealed substantial variation at the day level and daily workaholism predicted daily systolic blood pressure. The workaholism-systolic blood pressure relationship was only partially mediated by the objective number of hours worked in the day and, as hypothesised, was more accentuated in women. The study contributes to advancing workaholism research by showing micro-processual (i.e. day-level) aspects of the health impairment path potentially activated by workaholism.
{"title":"A within-individual investigation on the relationship between day level workaholism and systolic blood pressure","authors":"C. Balducci, P. Spagnoli, S. Toderi, Malissa A. Clark","doi":"10.1080/02678373.2021.1976883","DOIUrl":"https://doi.org/10.1080/02678373.2021.1976883","url":null,"abstract":"ABSTRACT Most research on workaholism has been conducted at the between-person level and has considered mainly psychological outcomes of the phenomenon (e.g. burnout, job satisfaction). Building on the allostatic load model and on the idea that workaholic cognition and behaviour may show variation at the within-person level, we tested the hypothesis that fluctuations in daily workaholism would be related to parallel fluctuations in daily systolic blood pressure as reported at the end of the working day. Additionally, based on previous research and theoretical contributions in the field, we also tested the hypothesis that the daily workaholism-systolic blood pressure relationship would be particularly accentuated for women, when compared to men. Data have been collected from a sample of 61 participants who were followed for ten consecutive working days, for a total of 544 observations. In line with the hypotheses, workaholism revealed substantial variation at the day level and daily workaholism predicted daily systolic blood pressure. The workaholism-systolic blood pressure relationship was only partially mediated by the objective number of hours worked in the day and, as hypothesised, was more accentuated in women. The study contributes to advancing workaholism research by showing micro-processual (i.e. day-level) aspects of the health impairment path potentially activated by workaholism.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"337 - 354"},"PeriodicalIF":6.1,"publicationDate":"2021-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42634246","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 : 2021-08-27DOI: 10.1080/02678373.2021.1969475
Corinna Brauner, A. Wöhrmann, Alexandra Michel
ABSTRACT Employees who remain available for work outside regular work hours often experience strain and work–home conflicts. This study clusters employees in distinct availability types based on different aspects of unregulated extended work ability, which are contacting frequency, availability expectations and perceived legitimacy of availability. Moreover, we examined covariates of class membership and relationships with employees’ well-being. We used data from 17,410 employees who took part in a representative survey of the German working population. Latent class analysis with double cross-validation revealed three availability types. Satisfaction with work–life balance was higher and internal work–home interference was lower in the “rarely available”-class than in the “legitimate available”-class and the “illegitimate available”-class. Members of the “illegitimate available”-class reported worse subjective health, more psychovegetative health complaints, and higher levels of exhaustion than members of the “legitimate available”-class and the “rarely available”-class. Several socio-demographic variables, job characteristics, and factors associated with boundary management predicted class membership. Overall, the study highlights the risks for employees’ well-being associated with unregulated extended work availability – particularly when it is perceived as illegitimate – and points towards implications on the individual, organisational, and political level that may help reduce and better manage extended work ability.
{"title":"Work availability types and well-being in Germany – a latent class analysis among a nationally representative sample","authors":"Corinna Brauner, A. Wöhrmann, Alexandra Michel","doi":"10.1080/02678373.2021.1969475","DOIUrl":"https://doi.org/10.1080/02678373.2021.1969475","url":null,"abstract":"ABSTRACT Employees who remain available for work outside regular work hours often experience strain and work–home conflicts. This study clusters employees in distinct availability types based on different aspects of unregulated extended work ability, which are contacting frequency, availability expectations and perceived legitimacy of availability. Moreover, we examined covariates of class membership and relationships with employees’ well-being. We used data from 17,410 employees who took part in a representative survey of the German working population. Latent class analysis with double cross-validation revealed three availability types. Satisfaction with work–life balance was higher and internal work–home interference was lower in the “rarely available”-class than in the “legitimate available”-class and the “illegitimate available”-class. Members of the “illegitimate available”-class reported worse subjective health, more psychovegetative health complaints, and higher levels of exhaustion than members of the “legitimate available”-class and the “rarely available”-class. Several socio-demographic variables, job characteristics, and factors associated with boundary management predicted class membership. Overall, the study highlights the risks for employees’ well-being associated with unregulated extended work availability – particularly when it is perceived as illegitimate – and points towards implications on the individual, organisational, and political level that may help reduce and better manage extended work ability.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"251 - 273"},"PeriodicalIF":6.1,"publicationDate":"2021-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46414857","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 : 2021-08-26DOI: 10.1080/02678373.2021.1969476
Kimberly E. Fox, S. Johnson, L. Berkman, Marjaana Sianoja, Yenee Soh, L. Kubzansky, E. Kelly
ABSTRACT As a social determinant of health, work influences the health and well-being of workers. Interventions to change the conditions of work are an important complement to individually-focused wellness initiatives. This systematic literature review identified organisational- and group-level workplace intervention studies using experimental or quasi-experimental designs. It considered 83 studies with well-being outcomes that span the mental health continuum from ill-being to positive mental health, including context-free well-being (e.g. psychological distress), work-specific well-being (e.g. job satisfaction), and work-family well-being (e.g. work-family conflict). Interventions were categorised into four types: flexible work and scheduling changes; job and task modifications; relational and team dynamic initiatives; and participatory process interventions. There is significant heterogeneity in conceptualisation and measurement of well-being with job satisfaction being most commonly measured. Our review finds that strategies aiming to change work conditions have the potential to improve working well-being with demonstrable effects in all three well-being domains. Regardless of type, interventions involving increased control and opportunities for workers’ voice and participation more reliably improve worker well-being, suggesting these components are critical drivers of well-being. We recommend further research incorporate process evaluation to clarify how interventions create positive changes and examine the conditions in which specific interventions may be most effective.
{"title":"Organisational- and group-level workplace interventions and their effect on multiple domains of worker well-being: A systematic review","authors":"Kimberly E. Fox, S. Johnson, L. Berkman, Marjaana Sianoja, Yenee Soh, L. Kubzansky, E. Kelly","doi":"10.1080/02678373.2021.1969476","DOIUrl":"https://doi.org/10.1080/02678373.2021.1969476","url":null,"abstract":"ABSTRACT As a social determinant of health, work influences the health and well-being of workers. Interventions to change the conditions of work are an important complement to individually-focused wellness initiatives. This systematic literature review identified organisational- and group-level workplace intervention studies using experimental or quasi-experimental designs. It considered 83 studies with well-being outcomes that span the mental health continuum from ill-being to positive mental health, including context-free well-being (e.g. psychological distress), work-specific well-being (e.g. job satisfaction), and work-family well-being (e.g. work-family conflict). Interventions were categorised into four types: flexible work and scheduling changes; job and task modifications; relational and team dynamic initiatives; and participatory process interventions. There is significant heterogeneity in conceptualisation and measurement of well-being with job satisfaction being most commonly measured. Our review finds that strategies aiming to change work conditions have the potential to improve working well-being with demonstrable effects in all three well-being domains. Regardless of type, interventions involving increased control and opportunities for workers’ voice and participation more reliably improve worker well-being, suggesting these components are critical drivers of well-being. We recommend further research incorporate process evaluation to clarify how interventions create positive changes and examine the conditions in which specific interventions may be most effective.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"30 - 59"},"PeriodicalIF":6.1,"publicationDate":"2021-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46918938","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 : 2021-08-24DOI: 10.1080/02678373.2021.1969477
Ivana Vranjes, Denise Salin, Elfi Baillien
ABSTRACT While most of the workplace bullying research has focused on targets and the devastating consequences they face from being exposed to such negative behaviour, bullying does not occur in a social vacuum. Previous research has suggested that people who are exposed to bullying sometimes engage in such behaviour themselves. In this paper, we wanted to test the reciprocal nature of bullying behaviour over time and potential moderators of this relationship in two studies. In Study 1, using two-wave full panel data, we test whether bullying exposure predicts bullying enactment and vice versa. In Study 2, using another two-wave dataset, we test whether individual coping styles moderate the relationship between bullying exposure and enactment. The results of the two studies provide support for the reciprocal nature of bullying behaviour and show that employees who tend to cope actively and instrumentally with being exposed to bullying have a higher chance of engaging in bullying. The reverse holds for people who tend to cope by disengaging and talking to others. This study has important implications for both the bullying literature and for practitioners working on bullying prevention and resolution.
{"title":"Being the bigger person: Investigating the relationship between workplace bullying exposure and enactment and the role of coping in ending the bullying spiral","authors":"Ivana Vranjes, Denise Salin, Elfi Baillien","doi":"10.1080/02678373.2021.1969477","DOIUrl":"https://doi.org/10.1080/02678373.2021.1969477","url":null,"abstract":"ABSTRACT While most of the workplace bullying research has focused on targets and the devastating consequences they face from being exposed to such negative behaviour, bullying does not occur in a social vacuum. Previous research has suggested that people who are exposed to bullying sometimes engage in such behaviour themselves. In this paper, we wanted to test the reciprocal nature of bullying behaviour over time and potential moderators of this relationship in two studies. In Study 1, using two-wave full panel data, we test whether bullying exposure predicts bullying enactment and vice versa. In Study 2, using another two-wave dataset, we test whether individual coping styles moderate the relationship between bullying exposure and enactment. The results of the two studies provide support for the reciprocal nature of bullying behaviour and show that employees who tend to cope actively and instrumentally with being exposed to bullying have a higher chance of engaging in bullying. The reverse holds for people who tend to cope by disengaging and talking to others. This study has important implications for both the bullying literature and for practitioners working on bullying prevention and resolution.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"183 - 201"},"PeriodicalIF":6.1,"publicationDate":"2021-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49294258","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 : 2021-08-23DOI: 10.1080/02678373.2021.1969478
Zhanna Lyubykh, Kathryne E. Dupré, J. Barling, Nick Turner
ABSTRACT In this study, we examine the relationship between abusive supervision and employee retaliatory behaviours. We conceptualise retaliation as both in-kind retaliation (i.e. supervisor-directed aggression) and intensified retaliation (i.e. supervisor-directed violence) to abusive supervision. We explore whether organisational intolerance of aggression prevents these retaliatory responses. In a three-wave time-lagged study, we collected data from 233 employees. Our findings indicate that employees retaliate against abusive supervision by engaging in supervisor-directed aggression and supervisor-directed violence. We also find support for the moderating role of organisational intolerance of aggression: organisational intolerance moderated the relationship between abusive supervision and both types of retaliatory behaviours. We discuss the implications for how perceptions of organisational intolerance of aggression may work, and the importance of timing in preventing both abusive supervision and employee retaliation.
{"title":"Retaliating against abusive supervision with aggression and violence: The moderating role of organizational intolerance of aggression","authors":"Zhanna Lyubykh, Kathryne E. Dupré, J. Barling, Nick Turner","doi":"10.1080/02678373.2021.1969478","DOIUrl":"https://doi.org/10.1080/02678373.2021.1969478","url":null,"abstract":"ABSTRACT In this study, we examine the relationship between abusive supervision and employee retaliatory behaviours. We conceptualise retaliation as both in-kind retaliation (i.e. supervisor-directed aggression) and intensified retaliation (i.e. supervisor-directed violence) to abusive supervision. We explore whether organisational intolerance of aggression prevents these retaliatory responses. In a three-wave time-lagged study, we collected data from 233 employees. Our findings indicate that employees retaliate against abusive supervision by engaging in supervisor-directed aggression and supervisor-directed violence. We also find support for the moderating role of organisational intolerance of aggression: organisational intolerance moderated the relationship between abusive supervision and both types of retaliatory behaviours. We discuss the implications for how perceptions of organisational intolerance of aggression may work, and the importance of timing in preventing both abusive supervision and employee retaliation.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"164 - 182"},"PeriodicalIF":6.1,"publicationDate":"2021-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47852477","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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