Kristin Hildenbrand, Anna Topakas, Jennifer K. Dimoff, Karina M. Nielsen, Kevin E. Kelloway
{"title":"What factors shape the effectiveness of a leader-focused mental health training?","authors":"Kristin Hildenbrand, Anna Topakas, Jennifer K. Dimoff, Karina M. Nielsen, Kevin E. Kelloway","doi":"10.1037/ocp0000424","DOIUrl":"https://doi.org/10.1037/ocp0000424","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"34 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-02-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146122164","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Supplemental Material for What Factors Shape the Effectiveness of a Leader-Focused Mental Health Training?","authors":"","doi":"10.1037/ocp0000424.supp","DOIUrl":"https://doi.org/10.1037/ocp0000424.supp","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"1 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146101598","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Daily shifts in work–nonwork boundaries: The roles of perceived boundary misfit and boundary preferences.","authors":"Nicolas Mueller, Regina Kempen","doi":"10.1037/ocp0000425","DOIUrl":"https://doi.org/10.1037/ocp0000425","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"44 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"146101599","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Yan Pan,Yuhui Jiang,Yasin Rofcanin,Mireia Las Heras,Siqi Wang
This study draws on cognitive appraisal theory to unpack the paradoxical effects of supervisors' negative family events on their engagement in family-supportive supervisor behaviors. We theorize that negative family events act as a double-edged sword: While such events may deplete personal resources, they may also trigger self-reflection and growth, depending on how supervisors regulate work-family demands. Specifically, we propose that supervisors' action regulation at the work-family interface moderates how these events are appraised-as either challenges that inspire efficacy and support or hindrances that undermine confidence. Across four time points, using matched data from 299 supervisor-follower dyads, we find that when action regulation is high, negative family events are associated with greater challenge appraisal, which sequentially boost work-family balance self-efficacy and ultimately family-supportive supervisor behaviors. In contrast, when action regulation is low, negative family events lead to hindrance appraisal, which do not predict self-efficacy or family-supportive supervisor behaviors. These findings illuminate the cognitive and motivational mechanisms through which family challenges can either activate or suppress leadership supportive behaviors, thereby advancing theorizing on the integration of nonwork experiences into leadership functioning. (PsycInfo Database Record (c) 2026 APA, all rights reserved).
{"title":"Leaders under pressure: How supervisors' negative family events translate into (or undermine) family-supportive behaviors.","authors":"Yan Pan,Yuhui Jiang,Yasin Rofcanin,Mireia Las Heras,Siqi Wang","doi":"10.1037/ocp0000423","DOIUrl":"https://doi.org/10.1037/ocp0000423","url":null,"abstract":"This study draws on cognitive appraisal theory to unpack the paradoxical effects of supervisors' negative family events on their engagement in family-supportive supervisor behaviors. We theorize that negative family events act as a double-edged sword: While such events may deplete personal resources, they may also trigger self-reflection and growth, depending on how supervisors regulate work-family demands. Specifically, we propose that supervisors' action regulation at the work-family interface moderates how these events are appraised-as either challenges that inspire efficacy and support or hindrances that undermine confidence. Across four time points, using matched data from 299 supervisor-follower dyads, we find that when action regulation is high, negative family events are associated with greater challenge appraisal, which sequentially boost work-family balance self-efficacy and ultimately family-supportive supervisor behaviors. In contrast, when action regulation is low, negative family events lead to hindrance appraisal, which do not predict self-efficacy or family-supportive supervisor behaviors. These findings illuminate the cognitive and motivational mechanisms through which family challenges can either activate or suppress leadership supportive behaviors, thereby advancing theorizing on the integration of nonwork experiences into leadership functioning. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"83 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145986299","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Cristian A Vasquez,Karina Nielsen,Rita Chiesa,Beate Muschalla,Anne Etzelmüller,Josefina Peláez Zuberbuhler,Marisa Salanova,Roy B L Sijbom,Judith Schmitt
Training transfer represents a crucial mechanism for understanding how occupational health psychology training interventions achieve their effects, yet no validated instruments exist to systematically assess the implementation process surrounding transfer within well-being-focused contexts. This study develops and validates the Intervention and Multiphase Training Transfer Assessment Questionnaire, designed specifically to capture contextual elements, transfer mechanisms, and behavioral outcomes across the implementation phases of occupational health psychology training interventions. We tested the Intervention and Multiphase Training Transfer Assessment Questionnaire's psychometric properties, convergent and discriminant validity, and predictive validity using data from a large multinational, multiwave study across 10 organizations (N = 1,966 at T1) in five European countries, with data collected over six time points. Results demonstrated (a) strong psychometric properties, including robust factor structure and temporal reliability, (b) convergent and discriminant validity with expected relationships between subscales, and (c) predictive validity showing that pretraining contextual constructs and training experiences predicted posttraining integration and well-being outcomes. The Intervention and Multiphase Training Transfer Assessment Questionnaire provides a validated tool for systematically assessing training transfer across temporal phases (pretraining, during training, and posttraining integration), enabling researchers and practitioners to evaluate the contextual constructs and mechanisms that facilitate successful workplace learning integration in occupational health psychology interventions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).
培训迁移是理解职业健康心理学培训干预措施如何实现其效果的关键机制，但目前还没有经过验证的工具来系统地评估以福祉为重点的环境中围绕迁移的实施过程。本研究开发并验证了干预和多阶段培训迁移评估问卷，该问卷专门设计用于捕捉跨职业健康心理培训干预实施阶段的背景因素、迁移机制和行为结果。我们使用来自5个欧洲国家10个组织（N = 1966 at T1）的大型跨国多波研究数据，在6个时间点收集数据，测试了干预和多阶段训练迁移评估问卷的心理测量特性、收敛效度和判别效度以及预测效度。结果显示：(a)强大的心理测量特性，包括稳健的因素结构和时间信度；(b)收敛效度和判别效度与子量表之间的预期关系；(c)预测效度显示训练前情境结构和训练经验预测训练后整合和幸福感结果。干预和多阶段培训迁移评估问卷为系统评估跨时间阶段（训练前、训练中和训练后整合）的培训迁移提供了一个有效的工具，使研究人员和从业者能够评估促进职业健康心理学干预中成功的工作场所学习整合的情境结构和机制。（PsycInfo数据库记录(c) 2026 APA，版权所有）。
{"title":"Design and validation of the Intervention and Multiphase Training Transfer Assessment Questionnaire (IMTTAQ) for individual, group, and leader occupational health psychology training interventions.","authors":"Cristian A Vasquez,Karina Nielsen,Rita Chiesa,Beate Muschalla,Anne Etzelmüller,Josefina Peláez Zuberbuhler,Marisa Salanova,Roy B L Sijbom,Judith Schmitt","doi":"10.1037/ocp0000420","DOIUrl":"https://doi.org/10.1037/ocp0000420","url":null,"abstract":"Training transfer represents a crucial mechanism for understanding how occupational health psychology training interventions achieve their effects, yet no validated instruments exist to systematically assess the implementation process surrounding transfer within well-being-focused contexts. This study develops and validates the Intervention and Multiphase Training Transfer Assessment Questionnaire, designed specifically to capture contextual elements, transfer mechanisms, and behavioral outcomes across the implementation phases of occupational health psychology training interventions. We tested the Intervention and Multiphase Training Transfer Assessment Questionnaire's psychometric properties, convergent and discriminant validity, and predictive validity using data from a large multinational, multiwave study across 10 organizations (N = 1,966 at T1) in five European countries, with data collected over six time points. Results demonstrated (a) strong psychometric properties, including robust factor structure and temporal reliability, (b) convergent and discriminant validity with expected relationships between subscales, and (c) predictive validity showing that pretraining contextual constructs and training experiences predicted posttraining integration and well-being outcomes. The Intervention and Multiphase Training Transfer Assessment Questionnaire provides a validated tool for systematically assessing training transfer across temporal phases (pretraining, during training, and posttraining integration), enabling researchers and practitioners to evaluate the contextual constructs and mechanisms that facilitate successful workplace learning integration in occupational health psychology interventions. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"385 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145956241","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sarah Elena Althammer,Sarah Foeller,Deirdre E O'Shea,Lucia Piehl,Alexandra Michel
The way in which people work is changing, with workplaces characterized by greater variations in where, when, and how people work. Across two studies, we evaluated a web-based intervention introducing self-regulation strategies based on Action Regulation Theory to enable workers in hybrid working environments to organize their workday effectively, to manage work and private life demands, and thus to improve work performance (indicated by task performance and proactivity), occupational self-efficacy, and psychological detachment and reduce work-life conflict. In two randomized controlled trials, participants were assigned to an intervention group or a waitlist control group, filling out questionnaires before and after the intervention. In Study 1, using a randomized controlled trial with a convenience sample of 128 German employees (intervention group: n = 65; control group: n = 64) with baseline and two follow-up measurement points, multilevel analyses revealed positive effects on occupational self-efficacy, task performance, and proactivity. Moreover, we found a delayed effect on both work-life conflict and detachment after 2 weeks. In Study 2, in a randomized controlled trial with a sample of 125 Irish employees from one organization (intervention group: n = 59; control group: n = 66), we found positive effects directly after the intervention on occupational self-efficacy and work-life conflict. The results of both studies converge to support the effectiveness of the developed self-regulation intervention. Findings suggest that the intervention is an effective tool for promoting certain aspects of work performance. Furthermore, training self-regulation in the work context can improve occupational self-efficacy and reduce work-life conflict. (PsycInfo Database Record (c) 2026 APA, all rights reserved).
{"title":"Take control: A two-study evaluation of a self-regulation intervention with randomized controlled trials.","authors":"Sarah Elena Althammer,Sarah Foeller,Deirdre E O'Shea,Lucia Piehl,Alexandra Michel","doi":"10.1037/ocp0000418","DOIUrl":"https://doi.org/10.1037/ocp0000418","url":null,"abstract":"The way in which people work is changing, with workplaces characterized by greater variations in where, when, and how people work. Across two studies, we evaluated a web-based intervention introducing self-regulation strategies based on Action Regulation Theory to enable workers in hybrid working environments to organize their workday effectively, to manage work and private life demands, and thus to improve work performance (indicated by task performance and proactivity), occupational self-efficacy, and psychological detachment and reduce work-life conflict. In two randomized controlled trials, participants were assigned to an intervention group or a waitlist control group, filling out questionnaires before and after the intervention. In Study 1, using a randomized controlled trial with a convenience sample of 128 German employees (intervention group: n = 65; control group: n = 64) with baseline and two follow-up measurement points, multilevel analyses revealed positive effects on occupational self-efficacy, task performance, and proactivity. Moreover, we found a delayed effect on both work-life conflict and detachment after 2 weeks. In Study 2, in a randomized controlled trial with a sample of 125 Irish employees from one organization (intervention group: n = 59; control group: n = 66), we found positive effects directly after the intervention on occupational self-efficacy and work-life conflict. The results of both studies converge to support the effectiveness of the developed self-regulation intervention. Findings suggest that the intervention is an effective tool for promoting certain aspects of work performance. Furthermore, training self-regulation in the work context can improve occupational self-efficacy and reduce work-life conflict. (PsycInfo Database Record (c) 2026 APA, all rights reserved).","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"196 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2026-01-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145956041","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Dehumanized yet agentic? When and how organizational dehumanization mediates the effects of abusive supervision on burnout and interpersonal helping behavior.","authors":"Wen Zhang, Liu-qin Yang, Miaosi Li, Shumin Zheng, Xichao Zhang","doi":"10.1037/ocp0000419","DOIUrl":"https://doi.org/10.1037/ocp0000419","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"1 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2025-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145770925","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Supplemental Material for Dehumanized yet Agentic? When and How Organizational Dehumanization Mediates the Effects of Abusive Supervision on Burnout and Interpersonal Helping Behavior","authors":"","doi":"10.1037/ocp0000419.supp","DOIUrl":"https://doi.org/10.1037/ocp0000419.supp","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"13 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2025-12-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145717839","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Lucas A. Maunz, Leon T. De Beer, Bernad Batinic, Christian Seubert, Jürgen Glaser
{"title":"Revisiting the stressor–burnout relationship: Evidence for reverse causation and conditional change.","authors":"Lucas A. Maunz, Leon T. De Beer, Bernad Batinic, Christian Seubert, Jürgen Glaser","doi":"10.1037/ocp0000417","DOIUrl":"https://doi.org/10.1037/ocp0000417","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"3 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2025-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145703889","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Acknowledgment of Ad Hoc Reviewers 2025","authors":"","doi":"10.1037/ocp0000421","DOIUrl":"https://doi.org/10.1037/ocp0000421","url":null,"abstract":"","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":"26 1","pages":""},"PeriodicalIF":5.1,"publicationDate":"2025-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145689117","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：