Journal of Occupational Health Psychology最新文献

The role of occupational stress on male fertility is understudied. We examined associations between male occupational stress and fecundability. We used data from Pregnancy Study Online (PRESTO), a North American preconception cohort study. At baseline (2013-2019), male participants aged ≥ 21 years completed a baseline questionnaire on employment status, hours worked per week, time of day worked (daytime, evening, nights, and changing or rotating shifts), and job title. We used the O*NET occupational database to rate independence by job title. Female partners were followed via bimonthly follow-up questionnaires for 12 months or until pregnancy. We restricted analyses to 1,818 couples attempting conception for ≤ 6 cycles at enrollment. We used proportional probabilities regression to estimate fecundability ratios (FRs) and 95% confidence intervals (CIs). The FR comparing unemployed with employed men was0.84 (95% CI: 0.62-1.14). Among employed men, FRs and 95% CIs for evening shift work, night shift work, and rotating shift work were 0.89 (95% CI: 0.68-1.17), 0.94 (95% CI: 0.66-1.33), and 0.91 (95% CI: 0.75-1.11) relative to daytime shift work. The FR for any nondaytime shift work was 0.91 (95% CI: 0.78-1.07). Total work hours (long or short) and job independence scores were not appreciably associated with fecundability. In conclusion, working nondaytime shifts and being unemployed were associated with slightly decreased fecundability. However, the variability in these estimates was substantial and the results were reasonably consistent with chance. Little association was observed for other occupation measures. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Heightened affective and physical reactions to daily stressful events predict poor long-term physical and mental health outcomes. It is unknown, however, if an experimental manipulation designed to increase interpersonal resources at work can reduce associations between daily stressors and physical and affective well-being. The present study tests the effects of a workplace intervention designed to increase supervisor support for family and personal life and schedule control on employees' affective and physical reactivity to daily stressors in different domains (i.e., work, home, interpersonal, and noninterpersonal stressors). Participants were 102 employed parents with adolescent children from an information technology (IT) division of a large U.S. firm who participated in the Work, Family, and Heath Study. Participants provided 8-day daily diary data at baseline and again at a 12-month follow-up after the implementation of a workplace intervention. Multilevel models revealed that the intervention significantly reduced employees' negative affect reactivity to work stressors and noninterpersonal stressors, compared to the usual practice condition. Negative reactivity did not decrease for nonwork or interpersonal stressors. The intervention also did not significantly reduce positive affect reactivity or physical symptom reactivity to any stressor type. Results demonstrate that making positive changes in work environments, including increasing supervisor support and flexible scheduling, may promote employee health and well-being through better affective responses to common daily stressors at work. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Humanity will mount interplanetary exploration missions within the next two decades, supported by a growing workforce operating in isolated, confined, and extreme (ICE) conditions of space. How will future space workers fare in a closed social world while subjected to persistent stressors? Using a sample of 32 participants operating in ICE conditions over the course of 30-45 days, we developed and tested a dynamic model of conflict and strain. Drawing on conservation of resources (COR) theory, we investigated reciprocal relationships between different forms (i.e., task and relationship) of conflict, and between conflict and strain. Results demonstrated evidence for a resource threat feedback loop as current-day task conflict predicted next-day relationship conflict and current-day relationship conflict predicted next-day task conflict. Additionally, results indicated support for a resource loss feedback loop as current-day relationship conflict predicted next-day strain, and current-day strain predicted next-day relationship conflict. Moreover, we found that job conditions affected these associations as current-day relationship conflict was more associated with next-day task conflict when next-day workload was high, but not when next-day workload was low. Similarly, current-day relationship conflict was more associated with next-day strain when next-day workload was high; however, this association decreased when next-day workload was low. Therefore, the results suggest that workload plays a critical role in weakening the effect of these spirals over time, and suggests that targeted interventions (e.g., recovery days) can help buffer against the negative impact of relationship conflict on strain and decrease the extent that relationship conflict spills over into task disputes. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

A challenge for leadership and health/well-being research and applications relying on web-based data collection is false identities-cases where participants are not members of the targeted population. To address this challenge, we investigated the effectiveness of a new approach consisting of using internet protocol (IP) address analysis to enhance the validity of web-based research involving constructs relevant in leadership and health/well-being research (e.g., leader-member exchange [LMX], physical [health] symptoms, job satisfaction, workplace stressors, and task performance). Specifically, we used study participants' IP addresses to gather information on their IP threat scores and internet service providers (ISPs). We then used IP threat scores and ISPs to distinguish between two types of respondents: (a) targeted and (b) nontargeted. Results of an empirical study involving nearly 1,000 participants showed that using information obtained from IP addresses to distinguish targeted from nontargeted participants resulted in data with fewer missed instructed-response items, higher within-person reliability, and a higher completion rate of open-ended questions. Comparing the entire sample against targeted participants showed different mean scores, factor structures, scale reliability estimates, and estimated size of substantive relationships among constructs. Differences in scale reliability and construct mean scores remained even after implementing existing procedures typically used to compare web-based and nonweb-based respondents, providing evidence that our proposed approach offers clear benefits not found in data-cleaning methodologies currently in use. Finally, we offer best-practice recommendations in the form of a decision-making tree for improving the validity of future web-based surveys and research in leadership and health/well-being and other domains. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Acknowledging increasing demands for workforce health, new theoretical concepts of health-oriented leadership (HoL) have been introduced, emphasizing the supervisor's direct and explicit engagement in workplace health by focusing on their self- and staff-care. However, empirical evidence of the effectiveness of HoL interventions for supervisors and their staff is still scarce. We developed a mindfulness- and skill-based HoL intervention and investigated its effectiveness in a quasi-experimental multisite field study including supervisor and employee ratings from 12 German companies. A total of n = 117 supervisors and their employees (n = 744) completed assessments on mental distress and perceived HoL before and after the intervention as well as during the 3-month follow-up period. The intervention group was compared to a passive control cohort based on propensity score matching. Hierarchical linear models showed that the supervisors who had participated in the HoL intervention experienced a significantly larger decrease in mental distress and an increase in health-oriented self-care as well as staff-care than did their matched controls (g = 0.18-0.59). These results were confirmed by intent-to-treat analyses. The effect on supervisors' mental distress was mediated by an increase of their health-oriented self-care and moderated by the frequency of their mindfulness practice. No significant effects appeared between groups regarding outcomes at the employee level. Overall, these findings indicate how HoL can be effectively trained to increase supervisors' self- and staff-care and reduce their mental distress. Future research should explore additional moderator variables, linkages to established work stress models, and improvements of these interventions to increase their effectiveness for employees. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

We investigated the moderating role of employee socioeconomic status (SES) in the relationship between leadership and employee well-being. Leadership forms an important predictor of how (un)well employees feel. Conceptualizing leadership effects and employee SES from a job demands-resources perspective, we propose that the relationship between leadership and employee well-being is stronger among employees with lower SES. These workers tend to have fewer resources and can benefit more from constructive leadership, but are burdened more by destructive leadership. We find support for this in two studies: In the first, a comprehensive meta-analysis of 219 studies and 241 independent samples (N = 120.596), we found that two markers of lower employee SES (i.e., lower education and lower occupation status) moderate the relationship of constructive and destructive leader behaviors with well-being. In the second study, we analyzed a large-scale representative employee sample (N = 62.602) and extended these findings by examining nonpermanent work contract as an additional occupation facet, and low income as another marker of lower SES. Additionally, we show that resources (autonomy, self-efficacy) and demands (work pressure, cognitive demands) represent possible mechanisms through which constructive and destructive leadership relate to well-being. Specifically, the indirect relationship of constructive and destructive leadership with well-being, through job demands and resources, was generally stronger among employees with lower SES. In addition, the findings provide support for a stronger role of leadership in the well-being of employees with lower SES, a large group of employees who are oftentimes not the central focus of leadership scholars or organizations. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

This special issue introduces a set of papers that contribute to research on leadership and health/well-being from multiple perspectives. To situate these papers in current research debates, this introduction to the special issue provides an overview of research on leadership and health/well-being by using a microscope-macroscope perspective as an organizing framework. The microscope-macroscope organizing framework highlights that a comprehensive understanding of leadership and well-being requires researchers to consider multiple perspectives, including those of leaders and followers, embedded in their context and time. It encourages researchers to transcend more narrow input-process-output perspectives that are typically adopted when studying leadership and health/well-being. (PsycInfo Database Record (c) 2022 APA, all rights reserved).