Claire E Smith, Soomi Lee, Margaret E Brooks, Clare L Barratt, Haiyang Yang
Work demands can undermine engagement in physical exercise, posing a threat to employee health and well-being. Integrating resource theories and a novel decision-making theory called the decision triangle, we propose that this effect may emerge because work stress changes the energetic and emotional processes people engage in when making decisions about exercise after work. Using diary-style data across two workweeks (N = 83 workers, 783 days), we used multilevel latent profile analysis to extract common decision input profiles, or daily configurations of energy and affect as key decision-making resources. Consistent with the decision triangle, three profiles emerged: visceral inputs (low energy/high negative affect), automatic inputs (low energy/low negative affect), and logical inputs (high energy/low negative affect). Daily job demands were highest among the visceral profile. In turn, the daily visceral profile related to the lowest likelihood of and intensity of physical exercise after work, especially relative to the daily logical profile. Whether or not those in the daily automatic profile exercised depended on their health orientation, or trait-level value of maintaining personal health. Our results support decision-making as a promising mechanism explaining the link between work demands and healthy leisure choices. Organizational interventions can target work stress, health orientation, or logical decision-making to promote frequent and vigorous employee physical exercise. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
{"title":"Working and working out: Decision-making inputs connect daily work demands to physical exercise.","authors":"Claire E Smith, Soomi Lee, Margaret E Brooks, Clare L Barratt, Haiyang Yang","doi":"10.1037/ocp0000349","DOIUrl":"https://doi.org/10.1037/ocp0000349","url":null,"abstract":"<p><p>Work demands can undermine engagement in physical exercise, posing a threat to employee health and well-being. Integrating resource theories and a novel decision-making theory called the decision triangle, we propose that this effect may emerge because work stress changes the energetic and emotional processes people engage in when making decisions about exercise after work. Using diary-style data across two workweeks (N = 83 workers, 783 days), we used multilevel latent profile analysis to extract common decision input profiles, or daily configurations of energy and affect as key decision-making resources. Consistent with the decision triangle, three profiles emerged: visceral inputs (low energy/high negative affect), automatic inputs (low energy/low negative affect), and logical inputs (high energy/low negative affect). Daily job demands were highest among the visceral profile. In turn, the daily visceral profile related to the lowest likelihood of and intensity of physical exercise after work, especially relative to the daily logical profile. Whether or not those in the daily automatic profile exercised depended on their health orientation, or trait-level value of maintaining personal health. Our results support decision-making as a promising mechanism explaining the link between work demands and healthy leisure choices. Organizational interventions can target work stress, health orientation, or logical decision-making to promote frequent and vigorous employee physical exercise. (PsycInfo Database Record (c) 2023 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9556358","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}
Reports an error in "How strategies of selective optimization with compensation and role clarity prevent future increases in affective strain when demands on self-control increase: Results from two longitudinal studies" by Stefan Diestel (Journal of Occupational Health Psychology, 2022[Aug], Vol 27[4], 426-440). In the original article, Table 3 needed updates to align the columns properly and to add the asterisk and double asterisk symbols (indicating * p < .05 and ** p < .01) in several entries in the last 3 'Estimate' columns. In the same Table, the third decimal place of the standard error value for 'Affective strain at T1' needed to be corrected in the Step 2 section under the 'Changes in affective strain from T1 to T2 in Sample 2' header. Additionally, Figure 2 included an error in one of the t-values; for "High SOC-strategies and high role clarity at T1," t = 0.184 should have been t = 0.156. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-55823-001). In modern working environments effective strategies for regulating goal-directed behavior and allocating and investing limited resources (e.g., selection, optimization, and compensation [SOC] strategies) should enable employees to cope up with job demands that require volitional self-regulation, thereby preventing strain over time. However, theoretical insights suggest that the beneficial impact of SOC strategies on psychological health depends on the degree to which employees experience clarity in their job role. To understand how employees stabilize their psychological health when demands increase over time, I examine interaction effects of changes in self-control demands (SCDs), SOC strategies and role clarity at an earlier point in Time on changes in affective strain in two longitudinal samples from different occupational and organizational settings (international private bank: N = 389; heterogenous sample: N = 313, 2 year lag). In line with recent conceptualizations of chronic forms of distress, affective strain involved emotional exhaustion, depressive symptoms, and negative affect. In support of my predictions, structural equation modeling revealed significant three-way interactions of changes in SCDs, SOC strategies and role clarity on changes in affective strain in both samples. In particular, the positive relationships between changes of SCDs and changes in affective strain were jointly buffered by SOC strategies and role clarity. The present findings offer implications for stabilizing well-being when demands increase over long time periods. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
Stefan Diestel在《当自我控制需求增加时,补偿和角色明确的选择性优化策略如何防止未来情感压力的增加:两项纵向研究的结果》(《职业健康心理学杂志》,2022年[8],第27卷[4],426-440)中报告错误。在最初的文章中,表3需要更新以正确对齐列,并在最后3个“Estimate”列中的几个条目中添加星号和双星号符号(表示* p < .05和** p < .01)。在同一表中,“T1时的情感应变”的标准误差值的小数点后第三位需要在“样品2中情感应变从T1到T2的变化”标题下的步骤2部分中进行校正。此外,图2中包含了一个t值中的错误;对于“T1时的高soc策略和高角色清晰度”,t = 0.184应该是t = 0.156。本文的在线版本已被更正。(原文摘要见记录:2022-55823-001)在现代工作环境中,调节目标导向行为和分配和投资有限资源的有效策略(例如,选择、优化和补偿[SOC]策略)应该使员工能够应对需要自愿自我调节的工作需求,从而防止长期紧张。然而,理论见解表明,SOC策略对心理健康的有益影响取决于员工对其工作角色的清晰程度。为了了解当需求随着时间的推移而增加时,员工是如何稳定他们的心理健康的,我在两个来自不同职业和组织环境的纵向样本中,研究了自我控制需求(SCDs)、SOC策略和角色清晰度在较早时间点的变化对情感紧张变化的相互作用效应(国际私人银行:N = 389;异质性样本:N = 313,滞后2年)。与最近对慢性痛苦形式的概念一致,情感紧张包括情绪衰竭、抑郁症状和负面影响。为了支持我的预测,结构方程模型显示,在两个样本中,scd、SOC策略和角色清晰度的变化对情感应变的变化具有显著的三方相互作用。其中,情感应变变化与scd变化之间的正相关关系被SOC策略和角色清晰度共同缓冲。目前的研究结果为长期需求增加时稳定幸福感提供了启示。(PsycInfo数据库记录(c) 2023 APA,版权所有)。
{"title":"Correction to Diestel (2022).","authors":"","doi":"10.1037/ocp0000350","DOIUrl":"https://doi.org/10.1037/ocp0000350","url":null,"abstract":"<p><p>Reports an error in \"How strategies of selective optimization with compensation and role clarity prevent future increases in affective strain when demands on self-control increase: Results from two longitudinal studies\" by Stefan Diestel (<i>Journal of Occupational Health Psychology</i>, 2022[Aug], Vol 27[4], 426-440). In the original article, Table 3 needed updates to align the columns properly and to add the asterisk and double asterisk symbols (indicating * p < .05 and ** p < .01) in several entries in the last 3 'Estimate' columns. In the same Table, the third decimal place of the standard error value for 'Affective strain at T1' needed to be corrected in the Step 2 section under the 'Changes in affective strain from T1 to T2 in Sample 2' header. Additionally, Figure 2 included an error in one of the t-values; for \"High SOC-strategies and high role clarity at T1,\" t = 0.184 should have been t = 0.156. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-55823-001). In modern working environments effective strategies for regulating goal-directed behavior and allocating and investing limited resources (e.g., selection, optimization, and compensation [SOC] strategies) should enable employees to cope up with job demands that require volitional self-regulation, thereby preventing strain over time. However, theoretical insights suggest that the beneficial impact of SOC strategies on psychological health depends on the degree to which employees experience clarity in their job role. To understand how employees stabilize their psychological health when demands increase over time, I examine interaction effects of changes in self-control demands (SCDs), SOC strategies and role clarity at an earlier point in Time on changes in affective strain in two longitudinal samples from different occupational and organizational settings (international private bank: <i>N</i> = 389; heterogenous sample: <i>N</i> = 313, 2 year lag). In line with recent conceptualizations of chronic forms of distress, affective strain involved emotional exhaustion, depressive symptoms, and negative affect. In support of my predictions, structural equation modeling revealed significant three-way interactions of changes in SCDs, SOC strategies and role clarity on changes in affective strain in both samples. In particular, the positive relationships between changes of SCDs and changes in affective strain were jointly buffered by SOC strategies and role clarity. The present findings offer implications for stabilizing well-being when demands increase over long time periods. (PsycInfo Database Record (c) 2023 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9542463","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}
Contemporary work environments are characterized by increasing job demands, extensive use of communication technologies, blurred boundaries between work and private lives, and growing uncertainty. Under these stressful conditions, employee health and well-being are among the central topics studied by organizational researchers. Extant research has shown that psychological detachment from work is a key recovery experience that is essential for employees' health, well-being, and work performance. This systematic qualitative review aims to advance our understanding of what facilitates or inhibits detachment. We review 159 empirical studies and evaluate the accumulated knowledge on predictors of detachment. Further, we offer actionable recommendations for organizational practitioners on how to facilitate this vital recovery experience in their organizations and highlight important avenues for future research aimed at improving our understanding of employee detachment. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
{"title":"Facilitating detachment from work: A systematic review, evidence-based recommendations, and guide for future research.","authors":"Anastasiia Agolli, Brian C Holtz","doi":"10.1037/ocp0000353","DOIUrl":"https://doi.org/10.1037/ocp0000353","url":null,"abstract":"<p><p>Contemporary work environments are characterized by increasing job demands, extensive use of communication technologies, blurred boundaries between work and private lives, and growing uncertainty. Under these stressful conditions, employee health and well-being are among the central topics studied by organizational researchers. Extant research has shown that psychological detachment from work is a key recovery experience that is essential for employees' health, well-being, and work performance. This systematic qualitative review aims to advance our understanding of what facilitates or inhibits detachment. We review 159 empirical studies and evaluate the accumulated knowledge on predictors of detachment. Further, we offer actionable recommendations for organizational practitioners on how to facilitate this vital recovery experience in their organizations and highlight important avenues for future research aimed at improving our understanding of employee detachment. (PsycInfo Database Record (c) 2023 APA, all rights reserved).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9551558","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}
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).
{"title":"Correction to Choi et al. (2022).","authors":"","doi":"10.1037/ocp0000348","DOIUrl":"https://doi.org/10.1037/ocp0000348","url":null,"abstract":"<p><p>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 (<i>Journal of Occupational Health Psychology</i>, 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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9548396","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}
Jette Völker, Anne Casper, Theresa J S Koch, Sabine Sonnentag
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).
{"title":"It's a match: The relevance of matching chronotypes for dual-earner couples' daily recovery from work.","authors":"Jette Völker, Anne Casper, Theresa J S Koch, Sabine Sonnentag","doi":"10.1037/ocp0000351","DOIUrl":"https://doi.org/10.1037/ocp0000351","url":null,"abstract":"<p><p>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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9548863","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}
Pub Date : 2023-04-01Epub Date: 2022-12-08DOI: 10.1037/ocp0000344
Joseph Regina, Tammy D Allen
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).
{"title":"Masculinity contest culture: Harmful for whom? An examination of emotional exhaustion.","authors":"Joseph Regina, Tammy D Allen","doi":"10.1037/ocp0000344","DOIUrl":"10.1037/ocp0000344","url":null,"abstract":"<p><p>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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.9,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10159876/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9426264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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).
{"title":"Daily relationships between job insecurity and emotional labor amid COVID-19: Mediation of ego depletion and moderation of off-job control and work-related smartphone use.","authors":"Won-Moo Hur, Yuhyung Shin","doi":"10.1037/ocp0000352","DOIUrl":"https://doi.org/10.1037/ocp0000352","url":null,"abstract":"<p><p>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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9399348","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-Geneviève Trépanier, Clayton Peterson, Julie Ménard, Guy Notelaers
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).
{"title":"When does exposure to daily negative acts frustrate employees' psychological needs? A within-person approach.","authors":"Sarah-Geneviève Trépanier, Clayton Peterson, Julie Ménard, Guy Notelaers","doi":"10.1037/ocp0000338","DOIUrl":"https://doi.org/10.1037/ocp0000338","url":null,"abstract":"<p><p>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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9765776","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}
Robin Martin, Masakatsu Ono, Alison Legood, Silvia Dello Russo, Geoff Thomas
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).
{"title":"Leader-member exchange (LMX) quality and follower well-being: A daily diary study.","authors":"Robin Martin, Masakatsu Ono, Alison Legood, Silvia Dello Russo, Geoff Thomas","doi":"10.1037/ocp0000346","DOIUrl":"https://doi.org/10.1037/ocp0000346","url":null,"abstract":"<p><p>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 (<i>k</i> = 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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"9837347","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}
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).
{"title":"Passionate leaders behaving badly: Why do leaders become obsessively passionate and engage in abusive supervision?","authors":"Marina N Astakhova, Violet T Ho","doi":"10.1037/ocp0000340","DOIUrl":"https://doi.org/10.1037/ocp0000340","url":null,"abstract":"<p><p>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).</p>","PeriodicalId":48339,"journal":{"name":"Journal of Occupational Health Psychology","volume":null,"pages":null},"PeriodicalIF":5.1,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"10590310","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}