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: 10.1080/02678373.2021.1976882
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 : 2021-09-16DOI: 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 : 2021-09-10DOI: 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}
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。
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