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Too depressed and anxious to speak up: The relationships between weekly fluctuations in mental health and silence at work. 过于抑郁和焦虑而不敢说话:每周的心理健康波动与工作中的沉默之间的关系。
IF 5.9 1区 心理学 Q1 Medicine Pub Date : 2024-06-01 DOI: 10.1037/ocp0000375
Kyle M Brykman, Anika Cloutier, Erica L Carleton, Daniel Samosh

While it is widely acknowledged that some employees are more prone to silence than others, emerging research suggests that silence is much more dynamic than previously indicated, as even the most vocal employee will withhold input in some situations. However, given scant empirical attention to intraindividual fluctuations in silence, several important questions remain regarding its etiological antecedents, the mechanisms underlying such effects, and potential factors mitigating them. We respond by integrating the silence and mental health literature to consider how fluctuations in employees' experiences of depression and anxiety relate to fluctuations in silence via distinct silence motives. Specifically, we propose that employees are likely to engage in silence while experiencing episodes of depression because depressive symptomology shifts perceptions toward voice being pointless (i.e., ineffectual silence motive). Likewise, we propose that employees are likely to engage in silence while experiencing flare-ups of anxiety because anxious symptomology shifts perceptions toward voice being dangerous (i.e., defensive silence motive). Finally, we argue that voice endorsement attenuates these relationships by interrupting the link between silence motives and behaviors, such that employees experiencing heightened ineffectual and defensive silence motives are less likely to remain silent during weeks in which they experience high voice endorsement. We find support for these predictions via an experience sampling methodology study conducted with 136 employees across 4 weeks. We discuss how these results enhance theoretical clarity on the dynamic links between mental health and silence and offer insights into how organizations can counteract intrapersonal variations in silence. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

尽管人们普遍认为,有些员工比其他员工更容易保持沉默,但新的研究表明,沉默的动态性比以前所指出的要大得多,因为即使是最善于表达的员工在某些情况下也会保持沉默。然而,由于对沉默的个体内部波动缺乏实证关注,关于沉默的病因、这种影响的内在机制以及缓解这种影响的潜在因素等几个重要问题依然存在。对此,我们整合了沉默和心理健康方面的文献,考虑员工抑郁和焦虑经历的波动如何通过不同的沉默动机与沉默的波动相关联。具体来说,我们认为,员工在经历抑郁发作时很可能会保持沉默,因为抑郁症状会使他们认为声音毫无意义(即无效沉默动机)。同样,我们认为员工在焦虑发作时也可能保持沉默,因为焦虑症状会使他们认为声音是危险的(即防御性沉默动机)。最后,我们认为,声音认可通过中断沉默动机和行为之间的联系,削弱了这些关系,因此,在经历高声音认可的几周内,经历无效和防御性沉默动机增强的员工不太可能保持沉默。我们通过对 136 名员工进行了为期 4 周的经验取样方法研究,发现这些预测得到了支持。我们讨论了这些结果如何提高了心理健康与沉默之间动态联系的理论清晰度,并为组织如何应对沉默中的个人内部差异提供了见解。(PsycInfo 数据库记录 (c) 2024 APA,保留所有权利)。
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引用次数: 0
The chains of the past: A life course perspective on childhood adversity and organizational attitudes and behaviors. 过去的枷锁:从生命历程的角度看童年逆境与组织态度和行为。
IF 5.9 1区 心理学 Q1 Medicine Pub Date : 2024-06-01 DOI: 10.1037/ocp0000379
Baylor A Graham, Robert R Sinclair

Childhood adversity stains the past of millions of working adults worldwide. The impact on health and well-being is substantial-a now-acknowledged public health crisis. Yet, research in the organizational sciences has failed to recognize the burden that individuals with this difficult history carry with them into the workforce. By synthesizing an interdisciplinary body of scholarship into a cohesive theoretical framework, we provide a foundation for emerging work in occupational health psychology. Empirically, across two single-level multiwave studies, we demonstrate the importance of adversity in one's childhood and its impact on the workplace specifically showing that child adversity, directly and indirectly, impacts worker attitudes and discretionary behaviors. Further, providing one of the few examinations of stress proliferation theory in the workplace, we demonstrate adulthood adversity as an essential mediating mechanism that leads to these work outcomes. From an applied perspective, our results highlight a need to focus on the healing and recovery of adult survivors as they work toward breaking the chains of the past in their lives and at work. In presenting this life course perspective on organizational attitudes and behaviors, our work offers a unique and vital contribution to occupational health theory, practice, and research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

童年的不幸玷污了全世界数百万工作成人的过去。这对健康和幸福的影响是巨大的--是现在公认的公共健康危机。然而,组织科学领域的研究却未能认识到有过这种艰难经历的人在进入职场后所背负的负担。通过将跨学科的学术研究综合为一个具有凝聚力的理论框架,我们为职业健康心理学的新兴研究奠定了基础。从经验上讲,通过两项单层次多波研究,我们证明了童年逆境的重要性及其对工作场所的影响,特别是儿童逆境直接或间接地影响了工人的态度和自由裁量行为。此外,作为为数不多的对工作场所压力扩散理论的研究之一,我们证明了成年期的逆境是导致这些工作结果的重要中介机制。从应用的角度来看,我们的研究结果强调,在成年幸存者努力打破生活和工作中过去的枷锁时,有必要关注他们的愈合和恢复。通过对组织态度和行为的生命历程透视,我们的工作为职业健康理论、实践和研究做出了独特而重要的贡献。(PsycInfo Database Record (c) 2024 APA,保留所有权利)。
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引用次数: 0
Biophilia in the home-workplace: Integrating dog caregiving and outdoor access to explain teleworkers' daily physical activity, loneliness, and job performance. 家庭工作场所的生物恋情:将照看宠物狗和户外活动结合起来,解释远程工作者的日常体育活动、孤独感和工作表现。
IF 5.9 1区 心理学 Q1 PSYCHOLOGY, APPLIED Pub Date : 2024-06-01 DOI: 10.1037/ocp0000378
Joni Delanoeije, Marijke Verbruggen

We examined whether dog caregiving and outdoor access affect the relationships between a teleworking day and teleworkers' daily physical activity, loneliness, and job performance during the pandemic in two different seasons in 2021. Building on the biophilia hypothesis, we hypothesized that dog caregiving and outdoor access would attenuate the adverse effects of telework on our outcomes. We tested our cross-level moderation hypotheses in a Belgian daily diary data set combining two data collections during 10 workdays in two seasons: One in 284 teleworking employees in spring and one in 151 teleworking employees in autumn-of whom 75 also participated in spring (Npersons = 360, Ndatapoints = 3,809). Consistent with our hypotheses, mixed coefficient modeling showed two-way interactions between teleworking day and dog caregiving, and between teleworking day and outdoor access on daily physical activity, daily loneliness, and daily job performance. Specifically, both dog caregiving and outdoor access buffered against the harmful effects of a teleworking day on these three outcomes: On teleworking days compared to nonteleworking days, there was a smaller decrease in physical activity and in job performance for employees who had a dog or who had outdoor access compared to employees who did not. Likewise, dog caregiving and outdoor access buffered against an increase in loneliness on teleworking days, with a less steep increase for employees with a dog or outdoor access. Our study shows the importance of contextualizing the home context more broadly by including dogs and outdoor access at home when considering the effects of telework during and after the pandemic. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

我们研究了在 2021 年的两个不同季节中,照看狗狗和户外活动是否会影响远程工作日与远程工作者的日常体力活动、孤独感和大流行病期间的工作表现之间的关系。基于 "恋犬假说",我们假设照看狗狗和户外活动会减轻远程工作对结果的不利影响。我们通过比利时的每日日记数据集测试了我们的跨层调节假设,该数据集结合了两个季节 10 个工作日的两次数据采集:一个是春季 284 名远程工作员工的数据,另一个是秋季 151 名远程工作员工的数据,其中 75 人也参与了春季的数据收集(Npersons = 360,Ndatapoints = 3,809)。与我们的假设一致,混合系数建模显示,远程办公日与照看宠物狗之间,以及远程办公日与户外活动之间,在日常体力活动、日常孤独感和日常工作表现方面存在双向交互作用。具体来说,照看宠物狗和户外活动可以缓冲远程工作日对这三种结果的有害影响:与非远程工作日相比,在远程工作日,养狗或有户外活动机会的员工与没有养狗或没有户外活动机会的员工相比,体力活动和工作表现的下降幅度较小。同样,在远程工作日,照看狗和户外活动可以缓冲孤独感的增加,养狗或有户外活动的员工的孤独感增加幅度较小。我们的研究表明,在考虑大流行病期间和之后远程工作的影响时,通过将狗和户外活动纳入家中来更广泛地考虑家庭背景是非常重要的。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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引用次数: 0
Job demands-resources theory: Frequently asked questions. 工作需求-资源理论:常见问题。
IF 5.9 1区 心理学 Q1 Medicine Pub Date : 2024-06-01 DOI: 10.1037/ocp0000376
Arnold B Bakker, Evangelia Demerouti

Job demands-resources (JD-R) theory is commonly used to predict employee well-being, work behaviors, and performance. This article provides a short description of JD-R theory and discusses issues and questions that have been raised regarding the theory. These issues include the differences between conservation of resources theory and JD-R theory, whether a job resource can be a job demand, the impact of job resources on strain and health, the role of hindrance and challenge job demands in JD-R theory, the relationship between job demands and resources, and the likelihood of work engagement being a redundant concept. We also discuss whether JD-R theory can be falsified, the role of personality in the theory, within- and between-person effects in JD-R theory, the question whether there is a standard JD-R questionnaire, and the existence of loss and gain spirals. Finally, we discuss the use of JD-R theory in domains other than work and answer the question whether JD-R theory is universally applicable. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

工作需求-资源(JD-R)理论通常用于预测员工的福利、工作行为和绩效。本文简要介绍了 JD-R 理论,并讨论了与该理论相关的问题。这些问题包括资源保护理论和 JD-R 理论之间的区别、工作资源是否可以成为工作需求、工作资源对压力和健康的影响、阻碍性和挑战性工作需求在 JD-R 理论中的作用、工作需求和资源之间的关系以及工作投入成为多余概念的可能性。我们还讨论了 JD-R 理论能否被证伪、人格在该理论中的作用、JD-R 理论中的人内效应和人际效应、是否存在标准 JD-R 问卷的问题,以及损失和收益螺旋的存在。最后,我们讨论了 JD-R 理论在工作以外领域的应用,并回答了 JD-R 理论是否普遍适用的问题。(PsycInfo Database Record (c) 2024 APA, all rights reserved)。
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引用次数: 0
The development and validation of a Multidimensional Perceived Work Ability Scale. 多维感知工作能力量表的开发与验证。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2024-04-01 DOI: 10.1037/ocp0000373
Gemma S. McCarthy, D. Truxillo, Deirdre O’shea, Grant M. Brady, David M. Cadiz
Research on the concept of existing unidimensional Perceived Work Ability scale (PWA) in organizational science has recently increased due to its prediction of important work, individual, and labor force outcomes. To date, PWA has been measured as a unidimensional construct. The present study outlines the need for the multidimensional conceptualization of PWA and its measurement. We describe the development and validation of the Multidimensional Perceived Work Ability Scale (M-PWAS), comprising four dimensions: physical, cognitive, interpersonal, and emotional. In line with Hinkin's (1998) approach to scale validation, we use four samples (total N = 1,152) to establish the M-PWAS as a reliable and valid measure of PWA. Through an iterative item generation and review process, we found evidence for content validity. Furthermore, each subscale demonstrated high internal consistency and factorial validity, and analysis of the PWA nomological network demonstrated evidence for convergent and discriminant validity. Finally, we found that the M-PWAS showed incremental validity over an existing unidimensional PWA measure in the prediction of perceived stress, emotional exhaustion, work engagement, and turnover. We discuss implications for theory, research, and workplace interventions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
组织科学中现有的单维感知工作能力量表(PWA)的研究近来有所增加,因为它可以预测重要的工作、个人和劳动力结果。迄今为止,PWA 一直是作为一种单维度结构来测量的。本研究概述了多维概念化 PWA 及其测量的必要性。我们介绍了多维感知工作能力量表(M-PWAS)的开发和验证过程,该量表包括四个维度:身体、认知、人际和情感。根据 Hinkin(1998 年)的量表验证方法,我们使用四个样本(总人数 = 1,152 人)将 M-PWAS 确立为一种可靠有效的 PWA 测量方法。通过迭代项目生成和审查过程,我们发现了内容效度的证据。此外,每个分量表都显示出较高的内部一致性和因子效度,而对 PWA 命名网络的分析则显示出收敛效度和区分效度。最后,我们发现 M-PWAS 与现有的单维度 PWA 测量相比,在预测感知压力、情绪衰竭、工作投入度和离职率方面表现出更高的有效性。我们讨论了该研究对理论、研究和工作场所干预措施的影响。(PsycInfo Database Record (c) 2024 APA,保留所有权利)。
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引用次数: 0
Needs-based job crafting: Validation of a new scale based on psychological needs. 基于需求的工作设计:验证基于心理需求的新量表。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2024-04-01 DOI: 10.1037/ocp0000372
M. Tušl, Georg F. Bauer, Miika Kujanpää, Hiroyuki Toyama, Akihito Shimazu, J. de Bloom
We present the conceptualization and validation of the Needs-Based Job Crafting Scale (NJCS), a new assessment tool theoretically grounded in the Identity-Based Integrative Needs Model of Crafting and DRAMMA psychological needs (detachment, relaxation, autonomy, mastery, meaning, and affiliation). The article is composed of three studies. In Study 1, we develop the NJCS and test its factorial structure using a cross-sectional sample of Finnish employees (N = 578). In Study 2, we validate the factor structure and test the scale for measurement invariance across time with longitudinal samples from Finland (N = 578) and Japan (N = 228). In Study 3, we examine the convergent, criterion, and incremental validity using a sample of German and Swiss employees (N = 1,101). The results confirm a six-factor structure of the scale as defined by the detachment, relaxation, autonomy, mastery, meaning, and affiliation needs in all three samples. The NJCS showed convergent validity when correlated with the conceptually related Needs-Based Off-Job Crafting Scale (NOCS), a job crafting scale based on the job demands-resources (JD-R) model, and the Proactive Personality Scale. Further, the six job crafting dimensions explain a large amount of variance in work engagement, job satisfaction, burnout, and psychological needs satisfaction; thus, supporting criterion validity of the scale. Finally, the NJCS explains variance beyond the existing JD-R based job crafting scale in work engagement, job satisfaction, burnout, and recovery experiences; thus, supporting incremental validity of the NJCS. Together with the existing NOCS, the NJCS facilitates the examination of crafting dynamics within and across work and nonwork life domains, applying a shared theoretical framework of psychological needs. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
我们介绍了 "基于需求的工作雕琢量表"(NJCS)的概念化和验证,这是一种新的评估工具,其理论基础是基于身份的雕琢综合需求模型和 DRAMMA 心理需求(脱离、放松、自主、掌握、意义和归属)。本文由三项研究组成。在研究 1 中,我们使用芬兰员工的横截面样本(N = 578)开发了 NJCS 并测试了其因子结构。在研究 2 中,我们利用芬兰(N = 578)和日本(N = 228)的纵向样本验证了因子结构,并测试了量表在不同时期的测量不变性。在研究 3 中,我们使用德国和瑞士员工样本(样本数 = 1,101)检验了收敛效度、标准效度和增量效度。研究结果证实,在所有三个样本中,该量表都具有由疏离、放松、自主、掌握、意义和归属需求定义的六因素结构。当 NJCS 与概念相关的 "基于需求的工作外加工量表"(NOCS)(一个基于工作需求-资源(JD-R)模型的工作加工量表)和 "积极主动人格量表 "相关联时,NJCS 显示了收敛有效性。此外,六个工作雕琢维度可以解释工作投入、工作满意度、职业倦怠和心理需求满意度的大量差异,从而支持量表的标准效度。最后,在工作投入度、工作满意度、职业倦怠和恢复体验方面,新工作塑造量表对现有基于 JD-R 的工作塑造量表方差的解释超出了现有的工作塑造量表;因此,这支持了新工作塑造量表的增量效度。与现有的 NOCS 一起,NJCS 应用心理需求的共同理论框架,促进了对工作和非工作生活领域内部和之间的工作塑造动态的研究。(PsycInfo Database Record (c) 2024 APA, all rights reserved)。
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引用次数: 0
Why does using personal strengths at work increase employee engagement, who makes the most out of it, and how? 为什么在工作中利用个人优势能提高员工的参与度,谁能最大限度地利用个人优势,以及如何利用?
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2024-04-01 DOI: 10.1037/ocp0000374
Remus Ilies, Yukun Liu, S. Aw, Mireia Las Heras, Yasin Rofcanin
Engaging in behaviors that take advantage of one's personal strengths at work can promote employee flourishing in the workplace and mental health. Personal strengths use has thus gained increasing attention within occupational psychology and positive organizational scholarship. In this article, we first integrate work on personal strengths use with the latest developments in the job demands-resources theory (and its extensions) to develop a conceptual model explaining how and why personal strengths use on the job increases work engagement. Specifically, we propose that feelings of inspiration and meaningfulness explain the relationship between personal strengths use and work engagement. Second, we identify two mechanisms through which employees can amplify the benefits associated with personal strengths use at work; that is, we propose that the increased engagement associated with strengths use makes employees more likely to capitalize on the positive aspects of their work by engaging in work-family interpersonal capitalization and positive work reflection. Further, our model predicts that employees' psychological capital moderates the effects of personal strengths use. We tested our theoretical predictions in a sample of 160 full-time employees who provided ratings that comprise a three-level data set (person, week, and day) comprising 943 matched weekly ratings and 2,787 daily ratings. Our hypotheses were largely supported by these data. Implications for theory, practice, and future research are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
在工作中参与利用个人优势的行为可以促进员工在工作场所的蓬勃发展和心理健康。因此,个人优势的使用在职业心理学和积极组织学术界越来越受到关注。在本文中,我们首先将个人特长的使用与工作需求-资源理论(及其扩展)的最新发展结合起来,建立了一个概念模型,解释工作中个人特长的使用如何以及为什么会提高工作投入度。具体来说,我们提出灵感和意义感可以解释个人优势的使用与工作投入之间的关系。其次,我们确定了两种机制,通过这两种机制,员工可以放大在工作中使用个人特长所带来的益处;也就是说,我们提出,与使用特长相关的工作投入度的提高使员工更有可能通过参与工作-家庭人际资本化和积极的工作反思来利用其工作的积极方面。此外,我们的模型还预测,员工的心理资本会调节个人优势运用的效果。我们以 160 名全职员工为样本,对我们的理论预测进行了检验,这些员工提供的评分构成了一个三级数据集(人、周、日),其中包括 943 个匹配的每周评分和 2,787 个每日评分。这些数据在很大程度上支持了我们的假设。本文讨论了理论、实践和未来研究的意义。(PsycInfo 数据库记录 (c) 2024 APA,保留所有权利)。
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引用次数: 0
A weekly diary within-individual investigation of the relationship between exposure to bullying behavior, workplace phobia, and posttraumatic stress symptomatology. 以每周日记的形式对遭受欺凌行为、职场恐惧症和创伤后应激症状之间的关系进行个体内部调查。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2024-04-01 Epub Date: 2024-01-01 DOI: 10.1037/ocp0000371
Cristian Balducci, Paul M Conway, Michela Vignoli

Most studies on workplace bullying have adopted a between-person approach, neglecting the potential within-individual fluctuations in the experience of bullying behaviors. However, investigating such fluctuations may prove useful for uncovering processes and mechanisms associated with bullying and its antecedents and consequences as they unfold over time. In the present study, based on recent discoveries on traumatic experiences and posttraumatic stress (PTS), we hypothesized that even short-term exposure to bullying behaviors-such as the exposure that characterizes an individual when the time window considered is a working week-may already have a substantial psychological impact at the within-individual level, as indicated by the experience of PTS symptoms. Additionally, we hypothesized that the development of workplace phobia may act as a mechanism linking the exposure to bullying behaviors during the week and the reported PTS symptomatology, and that person-level vulnerability factors to PTS (e.g., a recent trauma and female gender) accentuate the within-individual relationships. We tested the proposed hypotheses on a sample of 158 workers that were followed for 6 consecutive working weeks for a total of 860 observations. In line with other recent within-individual investigations, we found that exposure to bullying behaviors shows substantial week-level fluctuations. We also found overall support for the hypotheses, including evidence of a within-level lagged impact of bullying behaviors on workplace phobia, suggesting that even nonpersistent exposure to such behaviors is related to potentially nonignorable psychological suffering and PTS symptoms. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

大多数有关工作场所欺凌行为的研究都采用了人与人之间的研究方法,忽视了个体内部在经历欺凌行为时可能出现的波动。然而,调查这种波动可能有助于揭示与欺凌行为及其前因后果相关的过程和机制。在本研究中,基于最近对创伤经历和创伤后应激反应(PTS)的发现,我们假设,即使是短期接触欺凌行为--例如,当考虑的时间窗口是一个工作周时,个人所接触的欺凌行为--可能已经在个体内部水平上产生了实质性的心理影响,表现为创伤后应激反应症状。此外,我们还假设,工作场所恐惧症的发展可能会成为一种机制,将一周内遭受的欺凌行为与所报告的创伤后应激障碍症状联系起来,而个人层面的创伤后应激障碍易感因素(如近期遭受的创伤和女性性别)会加剧个体内部的关系。我们以 158 名工人为样本,对其进行了连续 6 个工作周的跟踪调查,共观察到 860 次,从而检验了提出的假设。与最近的其他个体内部调查一致,我们发现,受欺凌行为影响的程度会在一周内出现大幅波动。我们还发现了对假设的整体支持,包括欺凌行为对职场恐惧症的内部水平滞后影响的证据,这表明即使不持续暴露于此类行为,也与潜在的不可忽视的心理痛苦和创伤后应激障碍症状有关。(PsycInfo Database Record (c) 2024 APA, 版权所有)。
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引用次数: 0
Good for you, bad for me? The daily dynamics of perspective taking and well-being in coworker dyads. 对你有利,对我不利?同事二人组的日常动态视角和幸福感。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2024-02-01 Epub Date: 2023-11-13 DOI: 10.1037/ocp0000367
Ulrike Fasbender, Wladislaw Rivkin, Fabiola H Gerpott

Perspective taking is encouraged by organizations as a form of supporting coworkers. Yet, its impact on employees' and coworkers' well-being is not well understood. We, therefore, take a dyadic approach to understand the daily dynamics of employees' perspective taking, its benefits for coworkers, and its costs for employees themselves. Specifically, we draw from self-regulation theory to examine the double-edged sword of perspective taking for one's own and one's coworker's well-being (reflected by subjective vitality). With regard to coworker well-being, we take an other-oriented resource lens and theorize that the focal employee's perspective taking increases the coworker's received support and well-being. With regard to the focal employee's well-being, we take a self-oriented resource lens and theorize that perspective taking increases the focal employee's self-regulatory resource depletion, which impairs their well-being. We examined our research model in a dyadic experience sampling study with three daily measurement occasions over 2 working weeks in a sample of 89 coworker dyads (178 individuals). Multilevel analyses showed that perspective taking had a positive indirect effect on coworker well-being via received coworker support, while it had a negative indirect effect on the focal employee's well-being via self-regulatory resource depletion. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

作为一种支持同事的形式,组织鼓励采取观点。然而,它对员工和同事幸福感的影响还没有得到很好的理解。因此,我们采用二元方法来理解员工视角的日常动态,它对同事的好处,以及员工自己的成本。具体来说,我们从自我调节理论出发,考察了为自己和同事的幸福(通过主观活力反映)采取观点的双刃剑。关于同事的幸福感,我们采取了一种以他人为导向的资源视角,并推断出焦点员工的观点会增加同事获得的支持和幸福感。对于焦点员工的幸福感,我们从自我导向的资源视角出发,认为视角的获取增加了焦点员工的自我调节资源枯竭,从而损害了他们的幸福感。我们在一个二元经验抽样研究中检验了我们的研究模型,在两个工作周的时间里,对89个同事二元(178个人)进行了三次每日测量。多层次分析表明,视角采取通过获得同事支持对同事幸福感产生积极的间接影响,而通过自我调节资源耗竭对焦点员工幸福感产生消极的间接影响。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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引用次数: 0
Negative cognitive-affective involvement as a mechanism linking job demands to occupational well-being: The moderating role of maladaptive thinking patterns. 负性认知情感投入:工作需求与职业幸福感的关联机制:不适应思维模式的调节作用。
IF 5.1 1区 心理学 Q1 Medicine Pub Date : 2024-02-01 Epub Date: 2023-11-16 DOI: 10.1037/ocp0000364
Andrea Noja, Sara Tement, Bettina Kubicek

Negative cognitions and emotions about work during off-job time (e.g., worry about work tasks) can hinder the necessary recovery from work and lead to impaired occupational well-being. To better understand when this negative cognitive-affective involvement arises, we considered simultaneous and interactive effects of external and individual factors. Specifically, we investigated whether job demands (i.e., time pressure, cognitive demands, emotional demands) and maladaptive thinking patterns are independently and jointly related to negative cognitive-affective involvement and whether this is in turn associated with impaired occupational well-being (i.e., emotional exhaustion, cynicism). Using a diary study, we collected daily data from 109 employees twice a day over two working weeks (N = 667 day-level observations). Multilevel analyses showed that negative cognitive-affective involvement mediates the relationship between job demands (i.e., cognitive demands, emotional demands) and the two occupational well-being indicators. The relationship between cognitive and emotional demands, respectively, and negative cognitive-affective involvement is moderated by work-related maladaptive thinking patterns, with stronger relationships for employees reporting more frequent maladaptive thinking patterns. Moreover, work-related maladaptive thinking patterns moderate the indirect effects of job demands on occupational well-being via negative cognitive-affective involvement. Overall, we expanded the research on negative cognitive-affective involvement by providing a more comprehensive picture of its antecedents and outcomes. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

非工作时间对工作的负面认知和情绪(例如,对工作任务的担忧)会阻碍从工作中恢复过来,并导致职业幸福感受损。为了更好地理解这种消极的认知情感参与何时出现,我们考虑了外部和个人因素的同时和互动影响。具体而言,我们调查了工作需求(即时间压力、认知需求、情感需求)和适应不良思维模式是否与负性认知情感投入独立或共同相关,以及这是否反过来与受损的职业幸福感(即情绪耗竭、玩世不恭)相关。使用日记研究,我们在两个工作周内每天两次收集109名员工的日常数据(N = 667天水平观察)。多水平分析表明,负性认知-情感投入在工作需求(即认知需求、情感需求)与两项职业幸福感指标的关系中起中介作用。认知需求和情绪需求与负性认知情感投入之间的关系被工作相关的不良思维模式所调节,且工作相关的不良思维模式越频繁,这种关系越强。此外,与工作相关的适应不良思维模式通过负向认知情感投入调节工作需求对职业幸福感的间接影响。总的来说,我们通过提供更全面的前因和结果,扩展了对负性认知情感卷入的研究。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
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Journal of Occupational Health Psychology
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