Pub Date : 2021-01-01Epub Date: 2021-02-18DOI: 10.1080/02678373.2021.1888821
Katie M Lawson, Soomi Lee, Danka Maric
Individuals with higher work-to-family conflict (WTFC) in general are more likely to report poorer physical and mental health. Less research, however, has examined the daily implications of WTFC, such as whether individuals' reactions to minor WTFC day-to-day (e.g., missing family dinner due to work obligation) are associated with health outcomes. We examined whether affective reactivity to daily WTFC was associated with poorer sleep, health behaviors, and mental health in a sample who may be particularly vulnerable to daily WTFC. Employed parents in the IT industry with adolescent-aged children (N = 118, Mage = 45.01, 44.07 % female) reported daily WTFC and negative affect on 8 consecutive days, in addition to completing a survey that assessed sleep, health behaviors (smoking, drinking, exercise, fast food consumption), and psychological distress. Multilevel modeling outputted individual reactivity slopes by regressing daily negative affect on the day's WTFC. Results of general linear models indicated that affective reactivity to WTFC was associated with poorer sleep quality and higher levels of psychological distress - even when controlling for average daily negative affect on non-WTFC days. Individual differences in reactivity to daily WTFC have implications for health. Interventions aimed to reduce daily WTFC and reactivity to it are needed.
{"title":"Not Just Work-to-Family Conflict, But How you React to It Matters for Physical and Mental Health.","authors":"Katie M Lawson, Soomi Lee, Danka Maric","doi":"10.1080/02678373.2021.1888821","DOIUrl":"10.1080/02678373.2021.1888821","url":null,"abstract":"<p><p>Individuals with higher work-to-family conflict (WTFC) in general are more likely to report poorer physical and mental health. Less research, however, has examined the daily implications of WTFC, such as whether individuals' reactions to minor WTFC day-to-day (e.g., missing family dinner due to work obligation) are associated with health outcomes. We examined whether affective reactivity to daily WTFC was associated with poorer sleep, health behaviors, and mental health in a sample who may be particularly vulnerable to daily WTFC. Employed parents in the IT industry with adolescent-aged children (<i>N</i> = 118, <i>M</i> <sub><i>age</i></sub> = 45.01, 44.07 % female) reported daily WTFC and negative affect on 8 consecutive days, in addition to completing a survey that assessed sleep, health behaviors (smoking, drinking, exercise, fast food consumption), and psychological distress. Multilevel modeling outputted individual reactivity slopes by regressing daily negative affect on the day's WTFC. Results of general linear models indicated that affective reactivity to WTFC was associated with poorer sleep quality and higher levels of psychological distress - even when controlling for average daily negative affect on non-WTFC days. Individual differences in reactivity to daily WTFC have implications for health. Interventions aimed to reduce daily WTFC and reactivity to it are needed.</p>","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 4","pages":"327-343"},"PeriodicalIF":5.6,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8845083/pdf/nihms-1675566.pdf","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"39791806","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-12-14DOI: 10.1080/02678373.2020.1857465
N. Semmer, N. Jacobshagen, Anita C. Keller, Laurenz L. Meier
ABSTRACT Implying an offense to self, appraising a stressor as indicating a lack of consideration by others should have effects beyond its stressfulness per se. In Stress-as-Offense-to-Self theory (SOS), such stressors are called “illegitimate stressors.” We assessed situations appraised as stressful in two diary studies (N1 = 117, N2 = 137). Outcome variables were feelings of resentment in both studies, plus nervousness, anxiety, and sadness in Study 1 and depressive mood, threat to social self-esteem, and desire for revenge in Study 2. Controlling for stressfulness, perceived illegitimacy predicted affective reactions that are outward-directed (feelings of resentment [Studies 1 and 2], threat to social self-esteem and desire for revenge [Study 2]); it also predicted sadness in Study 1 but not depressive mood in Study 2, nor nervousness (Study 1). Thus, not all hypotheses were confirmed but the pattern was as expected, in that results were consistent regarding outcomes typically associated with the attribution of blame. The independent contribution of perceived illegitimacy aligns well with the underlying Stress-as-Offense-to-Self theory. Practical implications refer to efforts to avoid illegitimate stressors, for instance by perspective-taking, by showing appreciation and support, and by supporting such behaviours through keeping stressors in general at a manageable level.
{"title":"Adding insult to injury: Illegitimate stressors and their association with situational well-being, social self-esteem, and desire for revenge","authors":"N. Semmer, N. Jacobshagen, Anita C. Keller, Laurenz L. Meier","doi":"10.1080/02678373.2020.1857465","DOIUrl":"https://doi.org/10.1080/02678373.2020.1857465","url":null,"abstract":"ABSTRACT Implying an offense to self, appraising a stressor as indicating a lack of consideration by others should have effects beyond its stressfulness per se. In Stress-as-Offense-to-Self theory (SOS), such stressors are called “illegitimate stressors.” We assessed situations appraised as stressful in two diary studies (N1 = 117, N2 = 137). Outcome variables were feelings of resentment in both studies, plus nervousness, anxiety, and sadness in Study 1 and depressive mood, threat to social self-esteem, and desire for revenge in Study 2. Controlling for stressfulness, perceived illegitimacy predicted affective reactions that are outward-directed (feelings of resentment [Studies 1 and 2], threat to social self-esteem and desire for revenge [Study 2]); it also predicted sadness in Study 1 but not depressive mood in Study 2, nor nervousness (Study 1). Thus, not all hypotheses were confirmed but the pattern was as expected, in that results were consistent regarding outcomes typically associated with the attribution of blame. The independent contribution of perceived illegitimacy aligns well with the underlying Stress-as-Offense-to-Self theory. Practical implications refer to efforts to avoid illegitimate stressors, for instance by perspective-taking, by showing appreciation and support, and by supporting such behaviours through keeping stressors in general at a manageable level.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"262 - 282"},"PeriodicalIF":6.1,"publicationDate":"2020-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1857465","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46258972","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 : 2020-12-10DOI: 10.1080/02678373.2020.1857466
Anja Baethge, N. Junker, T. Rigotti
ABSTRACT Based on the conservation of resources theory, we argue that work engagement involves resource investment, and therefore physiologically depletes resources. On this basis, we propose that work engagement accompanies high sympathetic arousal at the within- and the between-person levels, i.e. a negative objective health effect contrary to previous findings of beneficial effects on subjective psychological outcomes. To test our hypotheses, we examined heart rate variability via ambulatory assessment of 118 public office employees across five workdays. We measured daily work engagement at the end of each workday and calculated low frequency normalised and low to high frequency ratio (indicators of sympathetic activation) for work, leisure, and sleeping times of each day. As assumed, multilevel analyses showed a positive relationship between work engagement and sympathetic activation at work, during leisure, and sleeping time at the between-person level. Our hypotheses concerning the within-person associations were not supported. Thus, elevated work engagement over one workweek is associated with higher sympathetic activation, which is discussed to be a health risk.
{"title":"Does work engagement physiologically deplete? Results from a daily diary study","authors":"Anja Baethge, N. Junker, T. Rigotti","doi":"10.1080/02678373.2020.1857466","DOIUrl":"https://doi.org/10.1080/02678373.2020.1857466","url":null,"abstract":"ABSTRACT Based on the conservation of resources theory, we argue that work engagement involves resource investment, and therefore physiologically depletes resources. On this basis, we propose that work engagement accompanies high sympathetic arousal at the within- and the between-person levels, i.e. a negative objective health effect contrary to previous findings of beneficial effects on subjective psychological outcomes. To test our hypotheses, we examined heart rate variability via ambulatory assessment of 118 public office employees across five workdays. We measured daily work engagement at the end of each workday and calculated low frequency normalised and low to high frequency ratio (indicators of sympathetic activation) for work, leisure, and sleeping times of each day. As assumed, multilevel analyses showed a positive relationship between work engagement and sympathetic activation at work, during leisure, and sleeping time at the between-person level. Our hypotheses concerning the within-person associations were not supported. Thus, elevated work engagement over one workweek is associated with higher sympathetic activation, which is discussed to be a health risk.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"283 - 300"},"PeriodicalIF":6.1,"publicationDate":"2020-12-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1857466","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47144895","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 : 2020-10-26DOI: 10.1080/02678373.2020.1832608
Godelieve Hofstee, P. Jansen, A. D. De Lange, B. Spisak, Maaike Swinkels
ABSTRACT In our increasingly service-based world, employees are now, more than ever before, required to manage the emotional demands inherent to client interactions. These emotional demands can be fuelled by emotional display rules that are part of an organisational policy. However, what differentiates client interactions from other circumstances is that not only emotional performance standards should be met but also concurrent cognitive performance standards. In some professions, lives may even depend on the interplay between both kinds of performance. This systematic review is the first to offer a systematic synthesis of the surprisingly limited number of studies on this emotion–cognition relationship (N = 18). This synthesis clearly demonstrates that cognitive performance reduces when individuals are instructed to also modify their emotional expressions (expression focused emotion regulation) concurrently. However, although combinations of emotional and cognitive requirements most likely occur during professional events, only two studies used service simulations and none used real client interactions. Other outcomes of the systematic synthesis make it even more astonishing that the cognitive-emotional performance relationship has escaped the notice of the professional field. The most striking outcome is that emotion regulation is not only getting in the way of parallel but also of subsequent cognitive tasks.
{"title":"The cognitive costs of managing emotions: A systematic review of the impact of emotional requirements on cognitive performance","authors":"Godelieve Hofstee, P. Jansen, A. D. De Lange, B. Spisak, Maaike Swinkels","doi":"10.1080/02678373.2020.1832608","DOIUrl":"https://doi.org/10.1080/02678373.2020.1832608","url":null,"abstract":"ABSTRACT In our increasingly service-based world, employees are now, more than ever before, required to manage the emotional demands inherent to client interactions. These emotional demands can be fuelled by emotional display rules that are part of an organisational policy. However, what differentiates client interactions from other circumstances is that not only emotional performance standards should be met but also concurrent cognitive performance standards. In some professions, lives may even depend on the interplay between both kinds of performance. This systematic review is the first to offer a systematic synthesis of the surprisingly limited number of studies on this emotion–cognition relationship (N = 18). This synthesis clearly demonstrates that cognitive performance reduces when individuals are instructed to also modify their emotional expressions (expression focused emotion regulation) concurrently. However, although combinations of emotional and cognitive requirements most likely occur during professional events, only two studies used service simulations and none used real client interactions. Other outcomes of the systematic synthesis make it even more astonishing that the cognitive-emotional performance relationship has escaped the notice of the professional field. The most striking outcome is that emotion regulation is not only getting in the way of parallel but also of subsequent cognitive tasks.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"301 - 326"},"PeriodicalIF":6.1,"publicationDate":"2020-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1832608","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41736175","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 : 2020-10-21DOI: 10.1080/02678373.2020.1832607
Désirée Schumacher, B. Schreurs, Nele de Cuyper, Ilke Grosemans
ABSTRACT In two intra-individual studies, we examine how felt job insecurity relates to job performance. Based on conservation of resources theory, we argue that there is a negative intra-individual relation between felt job insecurity and job performance. Informational justice is expected to moderate this within-person relationship, so that the relationship between felt job insecurity and job performance is weaker when informational justice is higher than on average. Hypotheses were tested in two studies conducted over a time span of six weeks (Study 1, N = 90) and four weeks (Study 2, N = 99) in organisations undergoing some form of change. Employees reported lower levels of contextual performance (Study 1) and productivity (Study 2) in weeks that felt job insecurity was higher than usual, unless employees perceived that their organisation had adequately informed them about the change. In the latter case, contextual performance and productivity levels remained intact. Our findings extend existing research by showing that intra-individual variations in felt job insecurity and informational justice help explain intra-individual variations in job performance. Our interpretation, though tentative, is that informational justice may serve as a substitute for the resources lost due to felt job insecurity.
{"title":"The ups and downs of felt job insecurity and job performance: The moderating role of informational justice","authors":"Désirée Schumacher, B. Schreurs, Nele de Cuyper, Ilke Grosemans","doi":"10.1080/02678373.2020.1832607","DOIUrl":"https://doi.org/10.1080/02678373.2020.1832607","url":null,"abstract":"ABSTRACT In two intra-individual studies, we examine how felt job insecurity relates to job performance. Based on conservation of resources theory, we argue that there is a negative intra-individual relation between felt job insecurity and job performance. Informational justice is expected to moderate this within-person relationship, so that the relationship between felt job insecurity and job performance is weaker when informational justice is higher than on average. Hypotheses were tested in two studies conducted over a time span of six weeks (Study 1, N = 90) and four weeks (Study 2, N = 99) in organisations undergoing some form of change. Employees reported lower levels of contextual performance (Study 1) and productivity (Study 2) in weeks that felt job insecurity was higher than usual, unless employees perceived that their organisation had adequately informed them about the change. In the latter case, contextual performance and productivity levels remained intact. Our findings extend existing research by showing that intra-individual variations in felt job insecurity and informational justice help explain intra-individual variations in job performance. Our interpretation, though tentative, is that informational justice may serve as a substitute for the resources lost due to felt job insecurity.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"171 - 192"},"PeriodicalIF":6.1,"publicationDate":"2020-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1832607","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48130788","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}
ABSTRACT In this study, we draw on conservation of resources theory to suggest that transformational leaders’ encouragement of extra effort in followers might reduce or increase followers’ emotional exhaustion depending on their ability to replenish energy reserves. Specifically, we argue that the indirect relationship between transformational leadership (TFL) and followers’ emotional exhaustion via extra effort varies depending on followers’ levels of psychological detachment from work. We tested the hypothesised conditional indirect effect model using three-wave data from 214 employees working in various industries. Regression analyses showed that psychological detachment moderated the indirect relationship between TFL and emotional exhaustion through extra effort such that the indirect relationship was negative with high psychological detachment and positive with low psychological detachment. The findings of this study indicate the importance of recognising that the beneficial effects of TFL in reducing emotional exhaustion may not hold for all followers but are contingent on followers’ levels of psychological detachment. Returning to one of the original premises of the TFL model, i.e. that transformational leaders bring about extra effort from followers, contributes to further understanding that TFL might have a dark side for employee well-being.
{"title":"A conservation of resources view of the relationship between transformational leadership and emotional exhaustion: The role of extra effort and psychological detachment","authors":"Maie Stein, Marlies Schümann, Sylvie Vincent-Höper","doi":"10.1080/02678373.2020.1832610","DOIUrl":"https://doi.org/10.1080/02678373.2020.1832610","url":null,"abstract":"ABSTRACT In this study, we draw on conservation of resources theory to suggest that transformational leaders’ encouragement of extra effort in followers might reduce or increase followers’ emotional exhaustion depending on their ability to replenish energy reserves. Specifically, we argue that the indirect relationship between transformational leadership (TFL) and followers’ emotional exhaustion via extra effort varies depending on followers’ levels of psychological detachment from work. We tested the hypothesised conditional indirect effect model using three-wave data from 214 employees working in various industries. Regression analyses showed that psychological detachment moderated the indirect relationship between TFL and emotional exhaustion through extra effort such that the indirect relationship was negative with high psychological detachment and positive with low psychological detachment. The findings of this study indicate the importance of recognising that the beneficial effects of TFL in reducing emotional exhaustion may not hold for all followers but are contingent on followers’ levels of psychological detachment. Returning to one of the original premises of the TFL model, i.e. that transformational leaders bring about extra effort from followers, contributes to further understanding that TFL might have a dark side for employee well-being.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"241 - 261"},"PeriodicalIF":6.1,"publicationDate":"2020-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1832610","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42039988","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 : 2020-10-01DOI: 10.1080/02678373.2019.1695294
Cheryl E Gray, Paul E Spector, Kayla N Lacey, Briana G Young, Scott T Jacobsen, Morgan R Taylor
While social support is generally considered a helpful resource for employees, it can also serve as a job stressor. Unhelpful workplace social support (UWSS) is any action taken by a supervisor and/or colleague that the recipient believes was intended to benefit him or her but is perceived as unhelpful or harmful. Two studies, one qualitative and one quantitative, identified types of UWSS and demonstrated that unhelpful support can operate as a job stressor in relating to strains. In Study 1, critical incidents were collected from 116 employees, and a content analysis revealed 11 distinct categories of UWSS. In Study 2, the taxonomy of UWSS was further refined using quantitative methods. Results of two samples (176 diverse employees and 496 registered nurses) demonstrate that UWSS is associated with higher job-related negative affect, lower competence-based self-esteem, lower coworker satisfaction, higher work-related burnout, higher organisational frustration, and more physical symptoms (e.g. headache, nausea, and fatigue) among recipients. Together, the studies demonstrate that unhelpful workplace social support is a meaningful job stressor worthy of further investigation.
{"title":"Helping may be Harming: unintended negative consequences of providing social support.","authors":"Cheryl E Gray, Paul E Spector, Kayla N Lacey, Briana G Young, Scott T Jacobsen, Morgan R Taylor","doi":"10.1080/02678373.2019.1695294","DOIUrl":"10.1080/02678373.2019.1695294","url":null,"abstract":"<p><p>While social support is generally considered a helpful resource for employees, it can also serve as a job stressor. Unhelpful workplace social support (UWSS) is any action taken by a supervisor and/or colleague that the recipient believes was intended to benefit him or her but is perceived as unhelpful or harmful. Two studies, one qualitative and one quantitative, identified types of UWSS and demonstrated that unhelpful support can operate as a job stressor in relating to strains. In Study 1, critical incidents were collected from 116 employees, and a content analysis revealed 11 distinct categories of UWSS. In Study 2, the taxonomy of UWSS was further refined using quantitative methods. Results of two samples (176 diverse employees and 496 registered nurses) demonstrate that UWSS is associated with higher job-related negative affect, lower competence-based self-esteem, lower coworker satisfaction, higher work-related burnout, higher organisational frustration, and more physical symptoms (e.g. headache, nausea, and fatigue) among recipients. Together, the studies demonstrate that unhelpful workplace social support is a meaningful job stressor worthy of further investigation.</p>","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"359-385"},"PeriodicalIF":6.1,"publicationDate":"2020-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1695294","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43307494","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-08-04DOI: 10.1080/02678373.2020.1801888
István Tóth‐Király, A. Morin, K. Salmela‐Aro
ABSTRACT The purpose of this two-wave longitudinal study was to examine the associations between work engagement and workaholism to better understand the psychological mechanisms underpinning high levels of work investment. These associations were examined in a sample of 514 employees using latent change models, allowing us to obtain a direct and explicit estimate of change occurring in both constructs over a 3-year period. These analyses relied on a bifactor representation of work engagement and workaholism, allowing us to properly disaggregate the global and specific levels of both constructs in the estimation of these longitudinal associations. To further enrich our theoretical understanding of the mechanisms at play in these relations, we also considered associations between these two constructs and employees’ levels of harmonious and obsessive work passion, two other facets of heavy work investment. Our results revealed the longitudinal independence of employees’ global levels work engagement and workaholism, showing that longitudinal associations between these two constructs occurred at the specific, rather than global, level. Harmonious work passion was only found to be associated to global and specific components of work engagement, whereas obsessive work passion was found to be associated with global and specific components of both work engagement and workaholism.
{"title":"A longitudinal perspective on the associations between work engagement and workaholism","authors":"István Tóth‐Király, A. Morin, K. Salmela‐Aro","doi":"10.1080/02678373.2020.1801888","DOIUrl":"https://doi.org/10.1080/02678373.2020.1801888","url":null,"abstract":"ABSTRACT The purpose of this two-wave longitudinal study was to examine the associations between work engagement and workaholism to better understand the psychological mechanisms underpinning high levels of work investment. These associations were examined in a sample of 514 employees using latent change models, allowing us to obtain a direct and explicit estimate of change occurring in both constructs over a 3-year period. These analyses relied on a bifactor representation of work engagement and workaholism, allowing us to properly disaggregate the global and specific levels of both constructs in the estimation of these longitudinal associations. To further enrich our theoretical understanding of the mechanisms at play in these relations, we also considered associations between these two constructs and employees’ levels of harmonious and obsessive work passion, two other facets of heavy work investment. Our results revealed the longitudinal independence of employees’ global levels work engagement and workaholism, showing that longitudinal associations between these two constructs occurred at the specific, rather than global, level. Harmonious work passion was only found to be associated to global and specific components of work engagement, whereas obsessive work passion was found to be associated with global and specific components of both work engagement and workaholism.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"35 1","pages":"27 - 56"},"PeriodicalIF":6.1,"publicationDate":"2020-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1801888","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47744812","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 : 2020-07-31DOI: 10.1080/02678373.2020.1801887
Maria Törnroos, Denise Salin, Linda L. Magnusson Hanson
ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
{"title":"High-involvement work practices and conflict management procedures as moderators of the workplace bullying–wellbeing relationship","authors":"Maria Törnroos, Denise Salin, Linda L. Magnusson Hanson","doi":"10.1080/02678373.2020.1801887","DOIUrl":"https://doi.org/10.1080/02678373.2020.1801887","url":null,"abstract":"ABSTRACT Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"386 - 405"},"PeriodicalIF":6.1,"publicationDate":"2020-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1801887","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47644978","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 : 2020-07-02DOI: 10.1080/02678373.2019.1686440
T. Lesener, B. Gusy, Anna Jochmann, C. Wolter
ABSTRACT Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.
{"title":"The drivers of work engagement: A meta-analytic review of longitudinal evidence","authors":"T. Lesener, B. Gusy, Anna Jochmann, C. Wolter","doi":"10.1080/02678373.2019.1686440","DOIUrl":"https://doi.org/10.1080/02678373.2019.1686440","url":null,"abstract":"ABSTRACT Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":"34 1","pages":"259 - 278"},"PeriodicalIF":6.1,"publicationDate":"2020-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1686440","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45463400","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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