Journal of Occupational Health Psychology最新文献

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).

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).

The dynamic development of employee health is increasingly addressed by occupational health scholarships. Based on the job demands-resources theory, this study examines reciprocal relationships among job resources, job demands, psychological capital (PsyCap), work engagement, and burnout over time. We hypothesize that PsyCap, job resources, and work engagement are part of a reciprocal gain cycle that is based on static levels and changes in these variables. Further, we assume that PsyCap has multiplicative buffering and boosting relationships with job demands and burnout. We test our hypotheses using latent change score modeling with data from 661 employees surveyed over 3 consecutive months. The results reveal a complex reciprocal cycle between PsyCap, work engagement, and job resources. However, PsyCap does not interact with the reciprocal relationship between job demands and burnout, as it is directly reciprocally related to burnout and certain types of job demands. Against the background of these results, our study contributes to research and practice on the role of personal resources, specifically PsyCap, by identifying individual differences in change patterns and highlighting the importance of considering individual differences and temporal aspects in the context of occupational health. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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).

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).

Can adopting one's morning routines influence employees' experiences throughout the day? To answer this focal question, we examine the daily effects of a brief meditation in the morning on well-being throughout the day considering spillover effects from the home to the work domain and back. To identify the dominant underlying mechanisms of this daily spillover, we draw on the personality systems interactions theory that distinguishes between autonomous self-regulation and effortful self-control as two psychological processes that reflect the regulation of thoughts, emotions, and behaviors in alignment or contradiction with one's interests, values, and goals. Accordingly, we hypothesized that meditating in the morning before work fosters autonomous self-regulation and reduces effortful self-control in the work domain, which subsequently facilitates the experience of flow at work and hence fosters subjective vitality in the home domain after work. A quasi-experimental daily-diary study over 10 days with a brief 10-min mindfulness intervention during the final 5 days with 78 participants (588 day-level data points) supported most of our predictions. More specifically, our data suggest a positive indirect effect of the intervention on subjective vitality in the evening via self-regulation and flow experience. However, there was no indirect effect of the intervention on subjective vitality via self-control. The results help to clarify how a mindfulness-based intervention can influence distinct regulatory processes and well-being, crossing boundaries between the work and home domains. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Applying job demands-resources theory, this quasiexperimental, three-wave study investigated whether work engagement can be increased via an eLearning intervention aiming to increase job crafting behavior. Furthermore, proposing a refinement to job demands-resources theory, that is, adding "a health enhancement process," this study also investigated whether through improvements in work engagement, the intervention would yield health-related benefits, utilizing an objective indicator of physical health (i.e., optimal functioning of autonomic nervous system activity indicated by increased heart rate variability [HRV]). The study was conducted among all the employees of a municipality (n = 69/experimental group, n = 45/control group), and the effects were assessed 2 weeks and 4 months after the intervention. Job crafting and work engagement were measured using an electronic questionnaire, and HRV using ambulatory monitoring period of two nights' sleep. Latent change score modeling revealed, as expected, that job crafting increased both immediately and delayed after the intervention. Furthermore, as hypothesized, the intervention increased work engagement via increased job crafting when measured immediately after the intervention, but there was no indirect delayed effect on work engagement. There were no indirect immediate or delayed effects on HRV. However, unexpectedly, HRV decreased among the control group after the intervention. Thus, an eLearning intervention based on the principles of job crafting is a promising tool to increase job crafting and consequently work engagement. Furthermore, the findings provide an initial indication that a job crafting eLearning intervention could have a buffering effect on autonomic nervous system activity and help to maintain its optimal functioning. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Workaholism is a current issue in modern organizations with well-characterized implications for individual health and well-being. Yet, the affective experience of workaholics at work and their emotional reactivity to job stressors have been poorly investigated, with the few available studies being cross-sectional or based on retrospective reports obtained outside the working time. Here, we conducted an experience sampling study to characterize workaholics' affective experience during work and their emotional reactivity to workday accumulation and momentary workload. A total of 139 full-time back-office workers participated in a 3-day protocol by reporting on their hedonic tone and momentary workload up to six times per workday. Multilevel modeling was used to investigate the relationship between trait workaholism and job-related hedonic tone as well as the cross-level interactions between workaholism and both workday accumulation and momentary workload. As expected, our results showed lower job-related hedonic tone for individuals with higher workaholic tendencies, with workaholism interacting with the two investigated job stressors. However, contrary to our hypotheses, we found that workaholism weakened, rather than strengthening, the negative trend of hedonic tone over the levels of both predictors, a result possibly explained by a blunted reactivity condition due to chronic job strain. Moreover, we corroborated previous findings suggesting worse outcomes in workaholic women compared to workaholic men. Organizations should consider taking action to monitor and manage the workaholism levels in the workforce and to create a psychosocial work environment that discourages the enactment of workaholic tendencies. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The present study advances research on the negative consequences of precarious work experiences (PWE), which include perceptions of threats to one's job and financial security as well as a sense of powerlessness and inability to exercise rights in the workplace. Using the COVID-19 pandemic as a backdrop, we examine how PWE relate to sickness presenteeism and worry about work-related COVID-19 exposure. In a 12-week, four-wave study of workers working fully in-person, perceptions of powerlessness and job insecurity were associated with presenteeism (e.g., general presenteeism as well as attending work with known or possible COVID-19 infection) and concerns about disease exposure at work. Whereas powerlessness primarily operated at the between-person level of analysis, job insecurity's effects emerged at both levels of analysis. A sense of powerlessness at work also predicted sending children to school/daycare sick. In sum, the findings suggest that precarity related to being able to keep one's job and a sense of powerlessness at work contribute to concerns about the risk of COVID-19 exposure at work and, simultaneously, behaviors that may contribute to the health risks faced by others. This research provides added support to the argument that precarious work should be addressed in order to improve both worker well-being and public health. (PsycInfo Database Record (c) 2023 APA, all rights reserved).