Pub Date : 2020-07-02DOI: 10.1080/02678373.2019.1666434
C. Leineweber, Constanze Eib, C. Bernhard‐Oettel, Anna Nyberg
ABSTRACT The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.
{"title":"Trajectories of effort-reward imbalance in Swedish workers: Differences in demographic and work-related factors and associations with health","authors":"C. Leineweber, Constanze Eib, C. Bernhard‐Oettel, Anna Nyberg","doi":"10.1080/02678373.2019.1666434","DOIUrl":"https://doi.org/10.1080/02678373.2019.1666434","url":null,"abstract":"ABSTRACT The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1666434","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45641274","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 : 2020-06-05DOI: 10.1080/02678373.2020.1774939
S. Iavicoli, S. Leka, K. Nielsen
In 2019, the European Academy of Occupational Health Psychology (EAOHP) celebrated its 20th Anniversary. EAOHP is a non-profit, non-governmental, scientific and professional organisation and a regi...
{"title":"Promoting Occupational Health Psychology through professional bodies: The role of the European Academy of Occupational Health Psychology","authors":"S. Iavicoli, S. Leka, K. Nielsen","doi":"10.1080/02678373.2020.1774939","DOIUrl":"https://doi.org/10.1080/02678373.2020.1774939","url":null,"abstract":"In 2019, the European Academy of Occupational Health Psychology (EAOHP) celebrated its 20th Anniversary. EAOHP is a non-profit, non-governmental, scientific and professional organisation and a regi...","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1774939","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42094132","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 : 2020-06-05DOI: 10.1080/02678373.2020.1774938
J. H. Wong, Nick Turner, E. Kelloway, E. Wadsworth
ABSTRACT We conducted 3 studies to investigate how poor quality sleep relates to work injuries. First, using a sample of employed people living in the United Kingdom (N = 4,238; Study 1), we found that poor quality sleep was related to more frequent workplace injuries via negative affect rather than cognitive failures. Second, we again compared parallel pathways using a sample of USA employees (N = 202; Study 2): poor quality sleep was related to more frequent work injuries via work-related negative affect but not work-related cognitive failures. Third, we used a 2-wave sample of employees from the United Kingdom (N = 71; Study 3) finding that poor quality sleep was related to more frequent work injuries 7 weeks later via negative affect. Comparing high arousal and low arousal negative affect as competing pathways showed that there was a significant indirect effect of the former on the poor quality sleep-work injuries relationship but not the latter. Across 3 studies, we implicated the role of self-control failure stemming from poor quality sleep in predicting more frequent work injuries and suggested initiatives targeting high arousal negative affect as a way of reducing work injuries.
{"title":"Tired, strained, and hurt: The indirect effect of negative affect on the relationship between poor quality sleep and work injuries","authors":"J. H. Wong, Nick Turner, E. Kelloway, E. Wadsworth","doi":"10.1080/02678373.2020.1774938","DOIUrl":"https://doi.org/10.1080/02678373.2020.1774938","url":null,"abstract":"ABSTRACT We conducted 3 studies to investigate how poor quality sleep relates to work injuries. First, using a sample of employed people living in the United Kingdom (N = 4,238; Study 1), we found that poor quality sleep was related to more frequent workplace injuries via negative affect rather than cognitive failures. Second, we again compared parallel pathways using a sample of USA employees (N = 202; Study 2): poor quality sleep was related to more frequent work injuries via work-related negative affect but not work-related cognitive failures. Third, we used a 2-wave sample of employees from the United Kingdom (N = 71; Study 3) finding that poor quality sleep was related to more frequent work injuries 7 weeks later via negative affect. Comparing high arousal and low arousal negative affect as competing pathways showed that there was a significant indirect effect of the former on the poor quality sleep-work injuries relationship but not the latter. Across 3 studies, we implicated the role of self-control failure stemming from poor quality sleep in predicting more frequent work injuries and suggested initiatives targeting high arousal negative affect as a way of reducing work injuries.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1774938","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45135529","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 : 2020-06-05DOI: 10.1080/02678373.2020.1774937
L. Lavaysse, T. Probst
ABSTRACT This study examines the impact of stereotype threat (ST), the fear of confirming negative assumptions about a group to which one belongs (Steele, C. M. [1997]. A threat in the air: How stereotypes shape intellectual identity and performance. American Psychologist, 52(6), 613–629), on the safety performance of pregnant workers. To avoid being stereotyped, pregnant employees may engage in concealing or supra-performance as coping strategies, which is predicted to jeopardise their safety. The strength and direction of the proposed causal relationships was tested using a rigorous longitudinal design with survey data from pregnant employees working in physically demanding jobs at three separate time points over two months (N 1 = 402; N 2 = 229; N 3 = 191). Latent growth curve modelling analysis indicated that ST is associated with greater use of concealment and supra-performance as coping strategies, as well as more experienced workplace accidents. Moreover, supra-performance appears to partially account for the relationship between ST and accidents. Scientifically, this study uniquely contributes to the literature by bridging two areas of research (stereotype threat and occupational safety) that have largely proceeded independently of each other. Given that pregnant workers represent a vulnerable and increasing sector of the workforce, it is critical to establish an empirical basis that can inform targeted and strategic interventions for improving the safety and health of pregnant employees.
{"title":"Pregnancy and workplace accidents: The impact of stereotype threat","authors":"L. Lavaysse, T. Probst","doi":"10.1080/02678373.2020.1774937","DOIUrl":"https://doi.org/10.1080/02678373.2020.1774937","url":null,"abstract":"ABSTRACT This study examines the impact of stereotype threat (ST), the fear of confirming negative assumptions about a group to which one belongs (Steele, C. M. [1997]. A threat in the air: How stereotypes shape intellectual identity and performance. American Psychologist, 52(6), 613–629), on the safety performance of pregnant workers. To avoid being stereotyped, pregnant employees may engage in concealing or supra-performance as coping strategies, which is predicted to jeopardise their safety. The strength and direction of the proposed causal relationships was tested using a rigorous longitudinal design with survey data from pregnant employees working in physically demanding jobs at three separate time points over two months (N 1 = 402; N 2 = 229; N 3 = 191). Latent growth curve modelling analysis indicated that ST is associated with greater use of concealment and supra-performance as coping strategies, as well as more experienced workplace accidents. Moreover, supra-performance appears to partially account for the relationship between ST and accidents. Scientifically, this study uniquely contributes to the literature by bridging two areas of research (stereotype threat and occupational safety) that have largely proceeded independently of each other. Given that pregnant workers represent a vulnerable and increasing sector of the workforce, it is critical to establish an empirical basis that can inform targeted and strategic interventions for improving the safety and health of pregnant employees.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1774937","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44845105","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 : 2020-05-21DOI: 10.1080/02678373.2020.1767723
A. Espedido, Ben J. Searle
ABSTRACT Problem-solving demands have been shown to exert both positive and negative effects on employees. We examined whether these inconsistencies could be explained by the way people appraise (interpret) their problem-solving demands, either as a challenge or a threat. We proposed a cross-level moderated mediation model whereby the effects of problem-solving demands on a range of proactive behaviours (i.e. proactive innovation, problem prevention, voice, and proactive undermining) would be mediated by stress appraisals and moderated by psychological safety climate. Surveys were administered twice daily for 5 consecutive workdays to 248 employees from a variety of industries. Multilevel analyses showed that appraisals of challenge mediated the relationship between problem-solving demands and favourable forms of proactivity, whereas appraisals of threat mediated the relationship with unfavourable forms of proactivity. Depending on the type of proactive behaviour, these effects manifested at either the within- or between-person level. Finally, we observed a cross-level moderated mediation effect in which psychological safety climate strengthened the positive effects of within-person problem-solving demands on challenge appraisal, which in turn promoted proactive innovation. These results emphasise the explanatory power of stress appraisals and climate in shaping a range of proactive behaviours.
{"title":"Proactivity, stress appraisals, and problem-solving: A cross-level moderated mediation model","authors":"A. Espedido, Ben J. Searle","doi":"10.1080/02678373.2020.1767723","DOIUrl":"https://doi.org/10.1080/02678373.2020.1767723","url":null,"abstract":"ABSTRACT Problem-solving demands have been shown to exert both positive and negative effects on employees. We examined whether these inconsistencies could be explained by the way people appraise (interpret) their problem-solving demands, either as a challenge or a threat. We proposed a cross-level moderated mediation model whereby the effects of problem-solving demands on a range of proactive behaviours (i.e. proactive innovation, problem prevention, voice, and proactive undermining) would be mediated by stress appraisals and moderated by psychological safety climate. Surveys were administered twice daily for 5 consecutive workdays to 248 employees from a variety of industries. Multilevel analyses showed that appraisals of challenge mediated the relationship between problem-solving demands and favourable forms of proactivity, whereas appraisals of threat mediated the relationship with unfavourable forms of proactivity. Depending on the type of proactive behaviour, these effects manifested at either the within- or between-person level. Finally, we observed a cross-level moderated mediation effect in which psychological safety climate strengthened the positive effects of within-person problem-solving demands on challenge appraisal, which in turn promoted proactive innovation. These results emphasise the explanatory power of stress appraisals and climate in shaping a range of proactive behaviours.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-05-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1767723","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46386382","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 : 2020-05-04DOI: 10.1080/02678373.2020.1758833
L. Alden, L. Matthews, Shannon L. Wagner, T. Fyfe, Christine Randall, C. Regehr, Marc White, N. Buys, Mary G. Carey, W. Corneil, Nicole White, Alex Fraess-Phillips, E. Krutop
ABSTRACT We conducted a systematic review of the empirical literature examining the effectiveness of psychological interventions for post-traumatic symptomatology in police, firefighters, and paramedic personnel. The review process was guided by the PRISMA statement (Moher et al. [2009]. Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. PLoS Medicine, 6(7), e1000097. https://doi.org/10.1371/journal.pmed.1000097) and Institute of Medicine’s Standards for Systematic Reviews (IOM [2011]. Finding what works in health care: Standards for systematic reviews. nihlibrary.nih.gov/sites/default/files/Finding_What_Works_in_Health_Care_StandardsforSystematic_Reviews_IOM_2011.pdf). An inter-disciplinary, multi-national research team with expertise in mental health trauma and occupational stress in high risk professions was engaged at each stage of the review. Two team members rated each study in terms of quality and contribution to the research question. Twenty-one studies were identified: 9 case studies, 2 single-group studies, 8 randomised controlled trials, and 2 studies examining work leave. Most of the studies were limited by small sample sizes and absence of active control conditions. Research limitations reduce the ability to draw definitive best practices recommendations; however, the increase in randomised controlled trials provides encouraging signs that trauma-focused psychotherapies can be effective for first responders.
{"title":"Systematic literature review of psychological interventions for first responders","authors":"L. Alden, L. Matthews, Shannon L. Wagner, T. Fyfe, Christine Randall, C. Regehr, Marc White, N. Buys, Mary G. Carey, W. Corneil, Nicole White, Alex Fraess-Phillips, E. Krutop","doi":"10.1080/02678373.2020.1758833","DOIUrl":"https://doi.org/10.1080/02678373.2020.1758833","url":null,"abstract":"ABSTRACT We conducted a systematic review of the empirical literature examining the effectiveness of psychological interventions for post-traumatic symptomatology in police, firefighters, and paramedic personnel. The review process was guided by the PRISMA statement (Moher et al. [2009]. Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. PLoS Medicine, 6(7), e1000097. https://doi.org/10.1371/journal.pmed.1000097) and Institute of Medicine’s Standards for Systematic Reviews (IOM [2011]. Finding what works in health care: Standards for systematic reviews. nihlibrary.nih.gov/sites/default/files/Finding_What_Works_in_Health_Care_StandardsforSystematic_Reviews_IOM_2011.pdf). An inter-disciplinary, multi-national research team with expertise in mental health trauma and occupational stress in high risk professions was engaged at each stage of the review. Two team members rated each study in terms of quality and contribution to the research question. Twenty-one studies were identified: 9 case studies, 2 single-group studies, 8 randomised controlled trials, and 2 studies examining work leave. Most of the studies were limited by small sample sizes and absence of active control conditions. Research limitations reduce the ability to draw definitive best practices recommendations; however, the increase in randomised controlled trials provides encouraging signs that trauma-focused psychotherapies can be effective for first responders.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2020.1758833","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47837238","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 : 2020-04-02DOI: 10.1080/02678373.2019.1577310
K. Heinrichs, P. Angerer, Jian Li, A. Loerbroks, M. Weigl, A. Müller
ABSTRACT This study set out to explore the effects of accumulating work experience on the association between job decision latitude and its interaction with job demands and work engagement. Our ten-year longitudinal study followed 333 junior physicians in postgraduate training at baseline. We used self-report measures in four assessment waves, and we conducted path analyses to investigate linear and curvilinear regression effects. Results show that high job decision latitude was associated with high work engagement at all levels of work experience, with strongest associations at baseline and after ten years. Only for novices did job decision latitude buffer the negative association between job demands and work engagement. At the stage of high work experience, low levels of job decision latitude were weakly associated with work engagement, whereas with higher levels of job decision latitude, the positive association seemed to strengthen. Our findings indicate that job decision latitude is a key job resource at all stages of work experience, with stronger effects among novices and experts. Organisations’ work design efforts should include job decision latitude to promote work engagement across employees’ different career stages, with consideration to job entrants and experts in order to tailor specific work design solutions.
{"title":"Changes in the association between job decision latitude and work engagement at different levels of work experience: A 10-year longitudinal study","authors":"K. Heinrichs, P. Angerer, Jian Li, A. Loerbroks, M. Weigl, A. Müller","doi":"10.1080/02678373.2019.1577310","DOIUrl":"https://doi.org/10.1080/02678373.2019.1577310","url":null,"abstract":"ABSTRACT This study set out to explore the effects of accumulating work experience on the association between job decision latitude and its interaction with job demands and work engagement. Our ten-year longitudinal study followed 333 junior physicians in postgraduate training at baseline. We used self-report measures in four assessment waves, and we conducted path analyses to investigate linear and curvilinear regression effects. Results show that high job decision latitude was associated with high work engagement at all levels of work experience, with strongest associations at baseline and after ten years. Only for novices did job decision latitude buffer the negative association between job demands and work engagement. At the stage of high work experience, low levels of job decision latitude were weakly associated with work engagement, whereas with higher levels of job decision latitude, the positive association seemed to strengthen. Our findings indicate that job decision latitude is a key job resource at all stages of work experience, with stronger effects among novices and experts. Organisations’ work design efforts should include job decision latitude to promote work engagement across employees’ different career stages, with consideration to job entrants and experts in order to tailor specific work design solutions.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1577310","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43690624","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 : 2020-04-02DOI: 10.1080/02678373.2019.1616333
M. Tomprou, D. Xanthopoulou, M. Vakola
ABSTRACT Daily exchanges between employees and their organisation pertain mainly to socio-emotional resources. We investigate how daily employee-organizational resource exchanges relate to daily strain and work-related self-efficacy. We also examine the role of perceived organisational monetary investments on the relationship between daily employee resource investments and outcomes. To do so, we assess the psychometric properties of the Resource Exchange Scale (RES) that we developed for measuring general and daily employee and organisational resource investments (Study 1 and Study 2). Seventy-six health-care employees completed a general survey and a 10-day diary survey twice: at mid-shift and at the end of their shift (Study 3). Analyses supported the validity of the RES. Findings revealed that daily, under-reciprocal exchange related to increased physical symptoms. Mutual high daily resource investments related to greater work-related self-efficacy. The relationship between daily employee resource investments and self-efficacy was positive under conditions of both high and low perceived monetary investments. Lagged analyses showed that the previous day’s self-efficacy related positively to employees’ next day resource investments. Our findings suggest that socio-emotional resource exchanges matter for daily employee functioning, over and above between-person effects.
{"title":"Socio-emotional and monetary employee-organization resource exchanges: Measurement and effects on daily employee functioning","authors":"M. Tomprou, D. Xanthopoulou, M. Vakola","doi":"10.1080/02678373.2019.1616333","DOIUrl":"https://doi.org/10.1080/02678373.2019.1616333","url":null,"abstract":"ABSTRACT Daily exchanges between employees and their organisation pertain mainly to socio-emotional resources. We investigate how daily employee-organizational resource exchanges relate to daily strain and work-related self-efficacy. We also examine the role of perceived organisational monetary investments on the relationship between daily employee resource investments and outcomes. To do so, we assess the psychometric properties of the Resource Exchange Scale (RES) that we developed for measuring general and daily employee and organisational resource investments (Study 1 and Study 2). Seventy-six health-care employees completed a general survey and a 10-day diary survey twice: at mid-shift and at the end of their shift (Study 3). Analyses supported the validity of the RES. Findings revealed that daily, under-reciprocal exchange related to increased physical symptoms. Mutual high daily resource investments related to greater work-related self-efficacy. The relationship between daily employee resource investments and self-efficacy was positive under conditions of both high and low perceived monetary investments. Lagged analyses showed that the previous day’s self-efficacy related positively to employees’ next day resource investments. Our findings suggest that socio-emotional resource exchanges matter for daily employee functioning, over and above between-person effects.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1616333","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47258857","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 : 2020-04-02DOI: 10.1080/02678373.2019.1598515
A. Nixon, Savaş Ceylan, C. Nelson, Merve Alabak
ABSTRACT Global growth in service employment highlights the need to understand how cross-cultural differences impact emotional labour processes for service employees. The current study investigates these differences by examining the impact of national and individual level collectivistic values on emotional labour strategies and employee strain (emotional strain, turnover intentions, job satisfaction, and organisational commitment). Cross-sectional data was collected from U.S. (n = 191) and Turkish (n = 249) customer service employees. Results indicate that collectivism impacts the process model of emotional labour via direct and interaction effects. Collectivism was associated with higher emotional labour engagement and lower employee strains. Surface acting was uncorrelated with Turkish employees’ strain, though moderated regression analyses revealed interaction effects associated with national and individual level collectivism. These results suggest that collectivistic values may serve as a buffer against harmful effects associated with surface acting. This study is the first to directly compare emotional labour processes in U.S. and Turkish service employees and expand the process model of emotional labour to include collectivism. The theoretical implications of this expanded model are discussed, along with future research directions and practical applications of these findings.
{"title":"Emotional labour, collectivism and strain: a comparison of Turkish and U.S. service employees","authors":"A. Nixon, Savaş Ceylan, C. Nelson, Merve Alabak","doi":"10.1080/02678373.2019.1598515","DOIUrl":"https://doi.org/10.1080/02678373.2019.1598515","url":null,"abstract":"ABSTRACT Global growth in service employment highlights the need to understand how cross-cultural differences impact emotional labour processes for service employees. The current study investigates these differences by examining the impact of national and individual level collectivistic values on emotional labour strategies and employee strain (emotional strain, turnover intentions, job satisfaction, and organisational commitment). Cross-sectional data was collected from U.S. (n = 191) and Turkish (n = 249) customer service employees. Results indicate that collectivism impacts the process model of emotional labour via direct and interaction effects. Collectivism was associated with higher emotional labour engagement and lower employee strains. Surface acting was uncorrelated with Turkish employees’ strain, though moderated regression analyses revealed interaction effects associated with national and individual level collectivism. These results suggest that collectivistic values may serve as a buffer against harmful effects associated with surface acting. This study is the first to directly compare emotional labour processes in U.S. and Turkish service employees and expand the process model of emotional labour to include collectivism. The theoretical implications of this expanded model are discussed, along with future research directions and practical applications of these findings.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1598515","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42434847","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 : 2020-04-02DOI: 10.1080/02678373.2019.1577312
Hadar Nesher Shoshan, S. Sonnentag
ABSTRACT This study investigated the different effects of employee burnout dimensions (depersonalisation and emotional exhaustion) on customer service perceptions. We hypothesised that customers who interact with depersonalising employees will feel angry and hostile, which, in turn, should be related to low service perceptions. Emotional exhaustion was hypothesised to attenuate this effect because customers might perceive exhaustion as a reason for the depersonalising behaviour and may be affected less negatively. Each of the 156 study participants read 12 vignettes in which university employees displayed depersonalisation and emotional exhaustion symptoms. Multilevel analysis showed that employee depersonalisation negatively affected customer perceptions towards employee service and organisation service. Customer anger and hostility mediated this effect. Employee emotional exhaustion moderated the indirect effect such that depersonalisation had the strongest effect on customer service perceptions via anger and hostility when the employee did not display emotional exhaustion. Findings highlight the importance of studying the effects of depersonalisation and emotional exhaustion separately, and taking into account customer affective processes.
{"title":"The effects of employee burnout on customers: An experimental approach","authors":"Hadar Nesher Shoshan, S. Sonnentag","doi":"10.1080/02678373.2019.1577312","DOIUrl":"https://doi.org/10.1080/02678373.2019.1577312","url":null,"abstract":"ABSTRACT This study investigated the different effects of employee burnout dimensions (depersonalisation and emotional exhaustion) on customer service perceptions. We hypothesised that customers who interact with depersonalising employees will feel angry and hostile, which, in turn, should be related to low service perceptions. Emotional exhaustion was hypothesised to attenuate this effect because customers might perceive exhaustion as a reason for the depersonalising behaviour and may be affected less negatively. Each of the 156 study participants read 12 vignettes in which university employees displayed depersonalisation and emotional exhaustion symptoms. Multilevel analysis showed that employee depersonalisation negatively affected customer perceptions towards employee service and organisation service. Customer anger and hostility mediated this effect. Employee emotional exhaustion moderated the indirect effect such that depersonalisation had the strongest effect on customer service perceptions via anger and hostility when the employee did not display emotional exhaustion. Findings highlight the importance of studying the effects of depersonalisation and emotional exhaustion separately, and taking into account customer affective processes.","PeriodicalId":48199,"journal":{"name":"Work and Stress","volume":null,"pages":null},"PeriodicalIF":6.1,"publicationDate":"2020-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/02678373.2019.1577312","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42314750","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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