Journal of Occupational Health Psychology最新文献

Reports an error in "Flaws and all: How mindfulness reduces error hiding by enhancing authentic functioning" by Ellen Choi, Hannes Leroy, Anya Johnson and Helena Nguyen (Journal of Occupational Health Psychology, 2022[Oct], Vol 27[5], 451-469). In the original article, in the first sentence of the paragraph under "Participants" in the "Part I: Method" section, changes were needed to correct four numbers from percentages to whole numbers. The sentence "Of the 230 participants, most were women (93.5%), which is representative of the health-care context, and 29.6% of participants were between the ages of 25% and 34%, 39.6% between 35% and 44%, and 20.0% between 45 and 54" should have said "Of the 230 participants, most were women (93.5%), which is representative of the health-care context, and 29.6% of participants were between the ages of 25 and 34, 39.6% between 35 and 44, and 20.0% between 45 and 54." The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-60042-001). Hiding errors can undermine safety by amplifying the risks of undetected errors. This article extends research on occupational safety by investigating error hiding in hospitals and applies self-determination theory to examine how mindfulness decreases error hiding through authentic functioning. We examined this research model in a randomized control trial (mindfulness training vs. active control group vs. waitlist control group) within a hospital setting. First, we used latent growth modeling to confirm that our variables were related as hypothesized, both statically or cross-sectionally as well as dynamically as they evolved over time. Next, we analyzed whether changes in these variables were a function of the intervention and confirmed the effects of the mindfulness intervention on authentic functioning and indirectly on error hiding. To elaborate on the role of authentic functioning, in a third step, we qualitatively explored the phenomenological experience of change experienced by participants in mindfulness and Pilates training. Our findings reveal that error hiding is attenuated because mindfulness encourages a receptive view of one's whole self, and authentic functioning enables an open and nondefensive way of relating to positive and negative information about oneself. These results add to research on mindfulness in organizations, error hiding, and occupational safety. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Cohabiting dual-earner couples are increasingly common. However, previous recovery research mainly focused on employees independently of others, thereby overlooking an essential part of their life. Therefore, we take a closer look at dual-earner couples' recovery processes and link this research to a circadian perspective. We assumed that unfinished tasks impede engagement in time with the partner (absorption in joint activities, directing attention toward the partner) as well as recovery experiences (detachment, relaxation), whereas engagement in time with the partner should boost recovery experiences. Integrating a circadian perspective, we proposed that employees from couples with matching circadian preferences (chronotype) benefit more from engagement in time with their partner (i.e., stronger relationships with recovery experiences). Additionally, we explored whether a match between partners' chronotypes buffers the negative relationship between unfinished tasks and engagement in joint time. We conducted a daily diary study with 143 employees from 79 dual-earner couples, providing data on 1,052 days. A three-level path model showed that unfinished tasks were negatively related to absorption in joint activities and detachment, whereas absorption positively predicted recovery experiences. Furthermore, the couples' chronotype match mattered in the interplay with engagement in joint time: for couples with higher (vs. lower) chronotype match, experiencing detachment depended on absorption while for couples with lower (vs. higher) chronotype match, attention was even harmful for experiencing relaxation. Thus, it is crucial to consider employees' partners when investigating their recovery processes because employees cannot act independently if they also need to take their partner's circadian rhythms into account. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The relationship between masculinity contest culture (MCC) and emotional exhaustion was examined with hypotheses informed by the job demands-resources model. Additionally, trait competitiveness and gender were considered as predictors within a three-way interaction model informed by social role theory. Hypotheses were tested using a two-timepoint survey with a sample of 494 full-time employed adults. Results indicate MCC relates to emotional exhaustion. Support is also provided for a three-way interaction between overall MCC, trait competitiveness, and gender with men with lower trait competitiveness displaying the strongest positive relationship. Overall, results suggest MCC operates as a stressor with the potential to harm psychological well-being and that the strength of this relationship varied based on gender and trait competitiveness. Specifically, higher trait competitiveness buffered relationships between MCC and exhaustion for men but intensified this relationship for women. Implications for employee well-being and disparate health outcomes across groups are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The economic recession in the service sector during the COVID-19 pandemic has jeopardized service employees' job security. While the daily fluctuations of perceived job insecurity may have implications for service employees' emotional labor, the day-to-day relationship between these two variables and their mediating and moderating mechanisms in the pandemic context remain unknown. To fill this gap, our research examined the day-level relationship between job insecurity perceptions, ego depletion, and emotional labor, as well as the moderating effects of overnight off-job control and work-related smartphone use. To assess these relationships, we conducted two daily studies during the COVID-19 pandemic. In study 1 (March-April 2020), 135 service employees responded to morning and evening online surveys for five workdays. In study 2 (June 2022), which administered morning and evening online surveys to 90 flight attendants for five workdays, work-related COVID-19 exposure risk was controlled in the analyses. The results of the two studies demonstrated that on a day when service employees perceived a high level of job insecurity, they felt ego-depleted, which, in turn, was associated with decreased deep acting and increased surface acting. Post hoc findings indicated a significant three-way interaction between off-job control, off-job work-related smartphone use, and daily job insecurity, such that the job insecurity-ego depletion-emotional labor was most pronounced when off-job control was low and off-job work-related smartphone use was high. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Based on self-determination theory, this two-sample study investigates the effects of negative acts on psychological need frustration in greater depth using a within-person perspective. More specifically, through two distinct diary studies, we aim to contribute to the dearth of research on the daily effects of bullying by investigating the daily relationship between exposure to negative acts and need frustration as well as the moderating role of perceived emotional support at work in this relationship. Overall, results from both studies show that employees experience greater need frustration (perceptions of rejection, oppression, and incompetence) on days they are confronted with negative acts and that daily emotional support buffers the impact of direct negative acts (humiliation, physical intimidation) on frustration of the needs for competence and relatedness at the daily level. As such, the results of the present two-sample study provide a better understanding of the boundary conditions under which exposure to negative acts may result in psychological costs by identifying emotional support as a key resource in the workplace that can offset the immediate harmful effects of certain negative behaviors. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Guided by self-determination and social exchange theories, we examine how leader-member exchange (LMX) quality impacts follower well-being. Despite LMX relationships being dynamic in nature, the way relationship quality varies over time and its impact on well-being has not been examined in detail. To address this important issue, a daily diary study is reported of employees from a variety of organizations. One hundred and fifty-eight participants completed a daily diary in the morning and evening for five consecutive workdays (k = 603 observations). Measures included hedonic and eudaimonic well-being, and social and economic LMX exchanges. There was a significant variation of LMX quality over the diary days. Daily LMX quality predicted daily follower well-being (while controlling for morning well-being). Further, for those that interacted with their manager, social LMX exchanges but not economic LMX exchanges predicted daily well-being. Interaction characteristics (frequency, time, content) had a relatively small impact on daily well-being. As predicted, work engagement mediated the relation between daily LMX quality and social LMX exchanges (but not daily economic LMX exchanges) with well-being. The results show how LMX quality affects followers' well-being that varies daily, that is affected by leaders' behaviors. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

While extant passion research has predominantly highlighted the benefits of work passion, such passion may also have a dark side and provoke negative behaviors that harm others. This work examines abusive supervision as an outcome of leaders' obsessive work passion, and explores leaders' importance of performance to self-esteem (IPSE) as an antecedent of such passion. We test our predictions across two studies. In an initial test of whether leaders' obsessive passion (OP) is predicted by their IPSE and predicts abusive supervision, Study 1 employs a time-lagged sample of leader-subordinate dyads and examines abusive supervision as reported by subordinates. Study 2 expands on the model by incorporating two components of burnout, exhaustion, and disengagement, as explanatory mechanisms linking leader OP to abusive supervision as reported by supervisors. Overall, we find that high-IPSE leaders are more likely than their low-IPSE counterparts to develop obsessive work passion, which then contributes to their exhaustion and disengagement, ultimately resulting in higher abusive supervision. Implications for work passion research are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The COVID-19 pandemic has dramatically impacted the relational nature of work, particularly for frontline workers who provide their labor in person. However, little is known about how relational job characteristics during the pandemic may affect workers or how frontline and nonfrontline workers may respond differently. We integrate theory on relational job architecture with the job demands-resources model to understand the effects of contact and impact during the pandemic. We propose contact as a job demand that increases strain outcomes among frontline workers and impact as a job resource that increases motivational outcomes among all workers. In addition, we propose perceived safety climate as a critical resource for mitigating the negative effects of contact among frontline workers and amplifying the positive effects of impact among all workers. We test hypotheses among 452 full-time workers (209 frontline, 243 nonfrontline) using a two-wave survey design. We find no support for the idea that contact operates as a job demand among frontline workers. In contrast, among nonfrontline workers, contact was associated with higher levels of burnout at lower levels of job impact and perceived safety climate. Impact and perceived safety climate acted as important resources among all workers, predicting both motivational and strain outcomes 4 months later. In addition, the positive effects of impact on prosocial motivation were amplified at higher levels of perceived safety climate among all workers. Our results suggest that impactful work, when conducted in a safe climate, is a key resource for enhancing prosocial motivation during crisis situations. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Sleep affects employees' functioning. In this study, we differentiate biological (chronotype), quantitative (daily sleep duration), and qualitative (daily sleep quality) sleep characteristics and examine their relationship with the trajectory of employees' vigor over the course of the day. Building on the two-process model of sleep regulation and the job demands-resources model, we examine whether sleep characteristics are differentially related to the trajectory of vigor as an energetic state. Furthermore, we expect that favorable sleep characteristics have a protective function during the workday in the interplay with daily job demands (workload) and job resources (autonomy). We conducted an experience-sampling study across ten workdays with three daily measurement occasions (171 employees, 1,631 days, 4,351 measurement occasions). Multilevel growth curve modeling showed that, on average, vigor followed a positive quadratic daily trajectory, mainly characterized by a decrease in vigor over the course of the day-after a slight increase early in the day. The decrease in vigor was particularly strong after nights with high sleep quality and for employees with an early chronotype. However, the relation between sleep quality and decrease in vigor occurred only on days with high workload. These results emphasize the importance of looking at the differential effects of sleep characteristics and on-the-job experiences on employees' energetic state during the day. These findings provide helpful suggestions on how to structure work and leisure time. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Applying dynamic equilibrium theory (DET), we examined the temporal dynamics between role overload and three health behaviors (sleep, diet, physical activity). Participants (N = 781) completed five surveys, with 1-month lag between assessments, and the data were analyzed using general cross-lagged panel modeling (GCLM). Results indicated that people had stable health behavior patterns (i.e., there were strong unit effects) that were related to stable role overload patterns (i.e., the chronic role overload and health behavior factors were significantly related). Furthermore, while monthly increases (impulses) in role overload had a negative effect on health behaviors concurrently, health behaviors quickly adapted or regressed back toward previous levels (i.e., there were weak autoregressive and cross-lagged effects after accounting for chronic factors). Impulse response functions were created to show the specific proportion of the initial impulse effect that persisted on each health behavior over time. The results of these response functions indicated that diet and physical activity regressed back to previous levels within 1 month, whereas sleep regressed back to previous levels within 2 months. Collectively, our results suggest that people engage in fairly stable patterns of health behaviors and that these patterns are partly determined by chronic role overload. Our results also suggest that people are generally resilient to temporary changes in role overload, such that the resulting immediate changes in behavior do not persist or become habitual. These results underscore the strength of habits and the resistance to health behavior change, as well as provide support for the use of GCLM for studying DET. (PsycInfo Database Record (c) 2023 APA, all rights reserved).