Sherry A. Maykrantz, Brandye D Nobiling, Richard A. Oxarart, Luke A. Langlinais, Jeffery D. Houghton
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The authors further hypothesize that work context (home vs workplace) will moderate the relationships between coping styles and perceived stress.Design/methodology/approachAfter receiving Institutional Review Board approval, data were collected during the first week of May 2020 using an online survey. The hypothesized model was tested using structural equation modeling (SEM) techniques, specifically Mplus 8. The authors validated their initial findings using PROCESS Model 14 with 5,000 boot-strapped samples and a 95% confidence interval.FindingsThe authors’ results show that adaptive and maladaptive coping styles differentially mediate the effects of PsyCap on perceived stress with the indirect effects of PsyCap on perceived stress through maladaptive coping being stronger than the indirect effects through adaptive coping. 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引用次数: 12
摘要
目的新冠肺炎大流行极大地改变了世界各地数百万人的日常生活,大大增加了许多人的焦虑和压力水平。心理资本(PsyCap)是一种包括希望、乐观、韧性和自我效能感的多维结构,可以作为一种资源,帮助人们更有效地应对不确定性,从而降低感知压力。作者假设心理资本与感知压力之间存在负相关,这种负相关部分且不同地由适应和不适应的应对方式介导。作者进一步假设,工作环境(家庭与工作场所)将调节应对方式与感知压力之间的关系。设计/方法/方法在获得机构审查委员会批准后,在2020年5月的第一周使用在线调查收集数据。使用结构方程建模(SEM)技术,特别是Mplus 8,对假设的模型进行了测试。作者使用PROCESS Model 14验证了他们的初步发现,该模型包含5000个带靴样本和95%的置信区间。研究结果表明,适应和不适应应对方式对心理资本对感知压力的影响存在差异,心理资本通过不适应应对对感知压力产生的间接影响强于通过适应应对的间接影响。作者在我们的假设模型中发现了对这些关系的支持。实际意义作者的研究结果表明,旨在增加心理资本的健康干预措施可能是减少适应不良应对和感知压力的有效手段。未来的研究应该继续探索心理资本作为塑造积极健康行为的潜在手段。原创/价值这项研究通过解释PsyCap如何在新冠肺炎大流行的背景下通过应对来影响压力感知,对文献做出了独特的贡献。
Coping with the crisis: the effects of psychological capital and coping behaviors on perceived stress
PurposeThe COVID-19 pandemic has dramatically altered the daily lives of millions of people around the world, substantially increasing anxiety and stress levels for many. Psychological capital (PsyCap), a multidimensional construct that includes hope, optimism, resilience and self-efficacy, may serve as a resource for helping people more effectively cope with uncertainty resulting in lower levels of perceived stress. The authors hypothesize a negative relationship between PsyCap and perceived stress that is partially and differentially mediated by adaptive and maladaptive coping styles. The authors further hypothesize that work context (home vs workplace) will moderate the relationships between coping styles and perceived stress.Design/methodology/approachAfter receiving Institutional Review Board approval, data were collected during the first week of May 2020 using an online survey. The hypothesized model was tested using structural equation modeling (SEM) techniques, specifically Mplus 8. The authors validated their initial findings using PROCESS Model 14 with 5,000 boot-strapped samples and a 95% confidence interval.FindingsThe authors’ results show that adaptive and maladaptive coping styles differentially mediate the effects of PsyCap on perceived stress with the indirect effects of PsyCap on perceived stress through maladaptive coping being stronger than the indirect effects through adaptive coping. The authors found support for the relationships in our hypothesized model.Practical implicationsThe authors’ findings suggest that health interventions aimed at increasing PsyCap may be an effective means of reducing maladaptive coping and perceived stress. Future research should continue to explore PsyCap as a potential means of shaping positive health behaviors.Originality/valueThis study makes a unique contribution to the literature by explaining how PsyCap operates through coping to affect perceptions of stress in the context of the COVID-19 pandemic.
期刊介绍:
Coverage includes, but is not restricted to: ■Best practice examples of successful workplace health solutions ■Promoting compliance with workplace health legislation ■Primary care and primary prevention ■Promoting health in the workplace ■The business case for workplace health promotion ■Workplace health issues and concerns, such as mental health, disability management, violence and the workplace, stress, workplace hazards, risk factor modification and work-life balance ■Workplace Culture ■Workplace policies supporting healthy workplace ■Inducing organizational change ■Occupational health & safety issues ■Educating the employer and employee ■Promoting health outside of the workplace