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}
Pub Date : 2021-06-14DOI: 10.1080/02678373.2021.1936286
D. Fikretoglu, B. Easterbrook, A. Nazarov
ABSTRACT The scientific literature on workplace interventions that target individual-level determinants of mental health for primary or secondary prevention is mixed, with many studies failing to show statistically significant, sizeable effects. A methodological characteristic that may explain these mixed findings is fidelity, a multidimensional construct that captures the extent to which an intervention is implemented as intended, in a standardized manner. In this narrative review, we examined the extent to which workplace mental health intervention studies try to enhance or measure the twelve different dimensions of fidelity that have been identified. We conducted comprehensive searches of MEDLINE, Embase, and PsycINFO. Following review, 370 articles were selected for inclusion, of which only 21% explicitly mentioned fidelity. About two-thirds of the articles considered less than half of all relevant fidelity dimensions. Most studies tried to enhance rather than measure fidelity. Only a handful of included studies (n=7, 2%) measured half or more of all relevant fidelity dimensions. Some fidelity dimensions (e.g. theoretical) were considered less often than others (e.g. receipt and enactment). Our review shows that fidelity is insufficiently considered in current workplace mental health literature. We discuss implications for internal and external validity, scalability, and directions for future research.
{"title":"Fidelity in workplace mental health intervention research: A narrative review","authors":"D. Fikretoglu, B. Easterbrook, A. Nazarov","doi":"10.1080/02678373.2021.1936286","DOIUrl":"https://doi.org/10.1080/02678373.2021.1936286","url":null,"abstract":"ABSTRACT The scientific literature on workplace interventions that target individual-level determinants of mental health for primary or secondary prevention is mixed, with many studies failing to show statistically significant, sizeable effects. A methodological characteristic that may explain these mixed findings is fidelity, a multidimensional construct that captures the extent to which an intervention is implemented as intended, in a standardized manner. In this narrative review, we examined the extent to which workplace mental health intervention studies try to enhance or measure the twelve different dimensions of fidelity that have been identified. We conducted comprehensive searches of MEDLINE, Embase, and PsycINFO. Following review, 370 articles were selected for inclusion, of which only 21% explicitly mentioned fidelity. About two-thirds of the articles considered less than half of all relevant fidelity dimensions. Most studies tried to enhance rather than measure fidelity. Only a handful of included studies (n=7, 2%) measured half or more of all relevant fidelity dimensions. Some fidelity dimensions (e.g. theoretical) were considered less often than others (e.g. receipt and enactment). Our review shows that fidelity is insufficiently considered in current workplace mental health literature. We discuss implications for internal and external validity, scalability, and directions for future research.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"6 - 29"},"PeriodicalIF":6.1,"publicationDate":"2021-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2021.1936286","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45664598","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 : 2021-06-10DOI: 10.1080/02678373.2021.1936287
Nicole V Shifrin, Jesse S. Michel
ABSTRACT Flexibility regarding where and when work is completed is becoming increasingly available to employees, especially following the COVID-19 outbreak and subsequent shift in the nature of work. There is a plethora of research linking various flexible work arrangements (FWA) to a variety of positive outcomes across domains including reduced work–family conflict, better psychological health, and increased role satisfaction. While several studies have suggested that FWA are related to positive health, others have found no relationship between flexible work arrangements and health outcomes. To clarify these inconsistent findings, the current meta-analytic review (k = 33, n = 90,602) examines the relationship between flexible work arrangements available to employees and health behaviours and outcomes, specifically physical health, absenteeism, somatic symptoms, and physical activity. Results demonstrate that FWA are associated with better physical health, reduced absenteeism, and fewer somatic symptoms, suggesting that flexible work arrangements can facilitate employees in maintaining their health. There was no association between FWA and physical activity, though these results should be interpreted cautiously given the limited number of primary studies examining this relationship. These findings hold implications for future research and practice, including support for offering individualised flexible work arrangements as means of promoting employee health.
在完成工作的地点和时间方面，员工的灵活性越来越高，尤其是在2019冠状病毒病(COVID-19)爆发和随后工作性质的转变之后。有大量的研究将各种灵活的工作安排(FWA)与各个领域的各种积极成果联系起来，包括减少工作与家庭冲突、改善心理健康和提高角色满意度。虽然有几项研究表明，弹性工作制与积极健康有关，但其他研究发现，灵活的工作安排与健康结果之间没有关系。为了澄清这些不一致的发现，当前的荟萃分析综述(k = 33, n = 90,602)检查了员工可获得的灵活工作安排与健康行为和结果之间的关系，特别是身体健康、缺勤、躯体症状和身体活动。结果表明，弹性工作制与更好的身体健康、更少的缺勤和更少的身体症状有关，这表明灵活的工作安排可以促进员工保持健康。FWA和身体活动之间没有关联，尽管考虑到检验这种关系的初步研究数量有限，这些结果应该谨慎解释。这些发现对未来的研究和实践具有启示意义，包括支持提供个性化的灵活工作安排作为促进员工健康的手段。
{"title":"Flexible work arrangements and employee health: A meta-analytic review","authors":"Nicole V Shifrin, Jesse S. Michel","doi":"10.1080/02678373.2021.1936287","DOIUrl":"https://doi.org/10.1080/02678373.2021.1936287","url":null,"abstract":"ABSTRACT Flexibility regarding where and when work is completed is becoming increasingly available to employees, especially following the COVID-19 outbreak and subsequent shift in the nature of work. There is a plethora of research linking various flexible work arrangements (FWA) to a variety of positive outcomes across domains including reduced work–family conflict, better psychological health, and increased role satisfaction. While several studies have suggested that FWA are related to positive health, others have found no relationship between flexible work arrangements and health outcomes. To clarify these inconsistent findings, the current meta-analytic review (k = 33, n = 90,602) examines the relationship between flexible work arrangements available to employees and health behaviours and outcomes, specifically physical health, absenteeism, somatic symptoms, and physical activity. Results demonstrate that FWA are associated with better physical health, reduced absenteeism, and fewer somatic symptoms, suggesting that flexible work arrangements can facilitate employees in maintaining their health. There was no association between FWA and physical activity, though these results should be interpreted cautiously given the limited number of primary studies examining this relationship. These findings hold implications for future research and practice, including support for offering individualised flexible work arrangements as means of promoting employee health.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"60 - 85"},"PeriodicalIF":6.1,"publicationDate":"2021-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2021.1936287","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47171847","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 : 2021-05-20DOI: 10.1080/02678373.2021.2002972
H. M. Gavelin, M. Domellöf, Elisabeth Åström, A. Nelson, Nathalie H. Launder, A. Stigsdotter-Neely, A. Lampit
ABSTRACT Clinical burnout has been associated with impaired cognitive functioning; however, inconsistent findings have been reported regarding the pattern and magnitude of cognitive deficits. The aim of this systematic review and multivariate meta-analysis was to assess cognitive function in clinical burnout as compared to healthy controls and identify the pattern and severity of cognitive dysfunction across cognitive domains. We identified 17 studies encompassing 730 patients with clinical burnout and 649 healthy controls. Clinical burnout was associated with impaired performance in episodic memory (g = −0.36, 95% CI −0.57 to −0.15), short-term and working memory (g = −0.36, 95% CI −0.52 to −0.20), executive function (g = −0.39, 95% CI −0.55 to −0.23), attention and processing speed (g = −0.43, 95% CI −0.57 to −0.29) and fluency (g = −0.53, 95% CI −1.04 to −0.03). There were no differences between patients and controls in crystallized (k = 6 studies) and visuospatial abilities (k = 4). Our findings suggest that clinical burnout is associated with cognitive impairment across multiple cognitive domains. Cognitive dysfunction needs to be considered in the clinical and occupational health management of burnout to optimise rehabilitation and support return-to-work.
{"title":"Cognitive function in clinical burnout: A systematic review and meta-analysis","authors":"H. M. Gavelin, M. Domellöf, Elisabeth Åström, A. Nelson, Nathalie H. Launder, A. Stigsdotter-Neely, A. Lampit","doi":"10.1080/02678373.2021.2002972","DOIUrl":"https://doi.org/10.1080/02678373.2021.2002972","url":null,"abstract":"ABSTRACT Clinical burnout has been associated with impaired cognitive functioning; however, inconsistent findings have been reported regarding the pattern and magnitude of cognitive deficits. The aim of this systematic review and multivariate meta-analysis was to assess cognitive function in clinical burnout as compared to healthy controls and identify the pattern and severity of cognitive dysfunction across cognitive domains. We identified 17 studies encompassing 730 patients with clinical burnout and 649 healthy controls. Clinical burnout was associated with impaired performance in episodic memory (g = −0.36, 95% CI −0.57 to −0.15), short-term and working memory (g = −0.36, 95% CI −0.52 to −0.20), executive function (g = −0.39, 95% CI −0.55 to −0.23), attention and processing speed (g = −0.43, 95% CI −0.57 to −0.29) and fluency (g = −0.53, 95% CI −1.04 to −0.03). There were no differences between patients and controls in crystallized (k = 6 studies) and visuospatial abilities (k = 4). Our findings suggest that clinical burnout is associated with cognitive impairment across multiple cognitive domains. Cognitive dysfunction needs to be considered in the clinical and occupational health management of burnout to optimise rehabilitation and support return-to-work.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"86 - 104"},"PeriodicalIF":6.1,"publicationDate":"2021-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45190798","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 : 2021-03-09DOI: 10.1080/02678373.2021.1891584
A. Nixon, Maryana L. Arvan, Paul E. Spector
ABSTRACT Using two diverse cross-sectional samples (n = 361, 579), the authors investigated measurement impediments in current behavioural methods of operationalising workplace mistreatment by examining perceived intensity and intention attributions. Results indicated that bullying and incivility, assessed using common measures and analytical techniques, have moderate negative effects on employees that are not significantly different in effect size from one another, which is consistent with prior research. Using a separate measure of workplace aggression, participants were categorised using latent class clustering into groups reporting: 1. no mistreatment over the prior month (representing no mistreatment), 2. low intensity and low intentional mistreatment (representing incivility), and 3. high intensity and high intentional mistreatment (representing bullying). One-way ANOVAs with Tukey post-hoc tests indicated that those who experience bullying consistently reported more strain than the other two groups across both samples. Those reporting incivility reported significantly different turnover intentions from the other groups, but did not differ with regard to affective commitment and psychological strain. These results highlight the need for more attention to be paid to construct validity and advanced analytic techniques in mistreatment research, particularly with regard to incivility. Implications for the measurement of mistreatment constructs are discussed.
{"title":"Will the real mistreatment please stand up? Examining the assumptions and measurement of bullying and incivility","authors":"A. Nixon, Maryana L. Arvan, Paul E. Spector","doi":"10.1080/02678373.2021.1891584","DOIUrl":"https://doi.org/10.1080/02678373.2021.1891584","url":null,"abstract":"ABSTRACT Using two diverse cross-sectional samples (n = 361, 579), the authors investigated measurement impediments in current behavioural methods of operationalising workplace mistreatment by examining perceived intensity and intention attributions. Results indicated that bullying and incivility, assessed using common measures and analytical techniques, have moderate negative effects on employees that are not significantly different in effect size from one another, which is consistent with prior research. Using a separate measure of workplace aggression, participants were categorised using latent class clustering into groups reporting: 1. no mistreatment over the prior month (representing no mistreatment), 2. low intensity and low intentional mistreatment (representing incivility), and 3. high intensity and high intentional mistreatment (representing bullying). One-way ANOVAs with Tukey post-hoc tests indicated that those who experience bullying consistently reported more strain than the other two groups across both samples. Those reporting incivility reported significantly different turnover intentions from the other groups, but did not differ with regard to affective commitment and psychological strain. These results highlight the need for more attention to be paid to construct validity and advanced analytic techniques in mistreatment research, particularly with regard to incivility. Implications for the measurement of mistreatment constructs are discussed.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"398 - 422"},"PeriodicalIF":6.1,"publicationDate":"2021-03-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2021.1891584","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47725681","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 : 2021-02-24DOI: 10.1080/02678373.2021.1891585
A. Van Hootegem, Magnus Sverke, H. De Witte
ABSTRACT This study investigates whether job insecurity is related to employee learning (i.e. the acquisition of knowledge, skills and competencies/characteristics; KSAOs) and whether occupational self-efficacy functions as a mediating mechanism in this relationship. We used three-wave longitudinal data, with a time lag of six months, collected among Flemish employees (N = 1708), and employed a latent growth curve modelling approach. The results provide support for a dynamic relationship between job insecurity and employee learning. More specifically, changes in employees’ levels (i.e. the slope) of job insecurity were related to changes in occupational self-efficacy. Changes in self-efficacy, in turn, were related to changes in levels of newly acquired KSAOs, in such a way that occupational self-efficacy operated as a mediator between job insecurity and newly acquired KSAOs. These results contribute to the understanding of the relationship between job insecurity and work-related learning, and to the general understanding of the mechanisms linking job insecurity to outcomes.
{"title":"Does occupational self-efficacy mediate the relationships between job insecurity and work-related learning? A latent growth modelling approach","authors":"A. Van Hootegem, Magnus Sverke, H. De Witte","doi":"10.1080/02678373.2021.1891585","DOIUrl":"https://doi.org/10.1080/02678373.2021.1891585","url":null,"abstract":"ABSTRACT This study investigates whether job insecurity is related to employee learning (i.e. the acquisition of knowledge, skills and competencies/characteristics; KSAOs) and whether occupational self-efficacy functions as a mediating mechanism in this relationship. We used three-wave longitudinal data, with a time lag of six months, collected among Flemish employees (N = 1708), and employed a latent growth curve modelling approach. The results provide support for a dynamic relationship between job insecurity and employee learning. More specifically, changes in employees’ levels (i.e. the slope) of job insecurity were related to changes in occupational self-efficacy. Changes in self-efficacy, in turn, were related to changes in levels of newly acquired KSAOs, in such a way that occupational self-efficacy operated as a mediator between job insecurity and newly acquired KSAOs. These results contribute to the understanding of the relationship between job insecurity and work-related learning, and to the general understanding of the mechanisms linking job insecurity to outcomes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"36 1","pages":"229 - 250"},"PeriodicalIF":6.1,"publicationDate":"2021-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2021.1891585","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"59781914","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 : 2021-02-23DOI: 10.1080/02678373.2021.1888822
Belinda Cham, D. Andrei, M. Griffin, M. Grech, A. Neal
ABSTRACT Workers in safety critical and 24-hour operating environments face sustained exposure to many stressful situations, ranging from long periods of monotony and boredom, to sudden periods of intense time pressure. This study examines how the combination of overload and underload contributes to fatigue and wellbeing in 943 seafarers. Using latent moderated structural equation modelling, we found that underload showed a stronger association with chronic fatigue and impaired wellbeing, compared to overload. An interaction between overload and underload was also significantly related to psychological wellbeing, with increasing levels of overload weakening the negative relationship between underload and psychological wellbeing. Our research highlights that underload, despite previously not receiving much attention, is an important area of concern. Our findings also underscore the importance of unpacking the joint effects of concurrent job demands, and to consider how certain job demands may help to reduce the negative effects caused by other demands. Where current and future jobs may be subject to a reduction in demands (e.g. automation), it is important to consider how underload may impact worker fatigue and wellbeing.
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