Organizational justice evaluations, job control, and occupational strain.

To explore how organizational justice evaluations affect the occupational stress process, the authors formulated and tested the following 2 hypotheses: (a) The effect of job control on strain is mediated by justice evaluations, and (b) justice evaluations moderate the effect of job control on occupational strain. The results of structural equation modeling, based on data collected from 688 employees, suggest that job control affects strain through justice evaluations. Thus, the results of this study supported the lst hypothesis and provided evidence that perceptions of the organization are potential factors contributing to employee health. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work-Family Concerns of Norwegian Police Officers: Antecedents and Consequences.

This research examined (a) potential predictors of work-family conflict and marital partner concerns and (b) consequences of these 2 work-family measures on indicators of psychological and physical well-being. Data were collected, using self-report questionnaires, from 766 male and female police officers in Norway. Job demands and burnout components (exhaustion, cynicism) emerged as strong predictors of the 2 work-family measures. Work-family conflict was also found to have significant negative relationships with measures of psychological health but not physical health. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Effect of a Participatory Organizational Intervention on Work Environment, Job Stress, and Subjective Health Complaints.

To improve occupational health, a participatory organizational intervention study was carried out in a sorting terminal in the Norwegian Postal Service. A questionnaire was administered 3 times to an intervention group and to a control group. During the intervention period, targeted improvement activities were selected and carried out. The intervention had a long-term effect on job autonomy and a positive but limited effect on job stress and subjective health complaints. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Occupational role stress in the Canadian forces: Its association with individual and organizational well-being.

Studies on workplace stress have been conducted in various occupational environments. However, published reports exploring occupational stress in the military are rare. This study examines occupational stress in the Canadian Forces within the framework of social role theory and its relation to employee health, job satisfaction, and organizational commitment. Ss were 1,068 Regular Forces military members who completed a survey questionnaire. Of interest were the psychological resources (e.g., individual coping skills, workplace leadership, and perceived organizational support) that have the potential to alter the perception of work stress and/or alleviate its association with individual and organizational outcomes. Regression analyses indicated a negative association between occupational role stress and both individual (strain) and organizational (job satisfaction and organizational commitment) well-being. No moderating effects were found for coping strategies, workplace leadership, or perceived organizational support, although these factors had direct relationships with both individual and organizational well-being The results are discussed in terms of the potential of organizational resources and role stress to cascade across organizational levels. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stressful Work, Psychological Job Strain, and Turnover: A 2-Year Prospective Cohort Study of Truck Drivers.

Based on a model that combines existing organizational stress theory and job transition theory, this 2-year longitudinal study examined antecedents and consequences of turnover among Dutch truck drivers. For this purpose, self-reported data on stressful work (job demands and control), psychological strain (need for recovery after work and fatigue), and turnover were obtained from 820 drivers in 1998 and 2000. In agreement with the model, the results showed that strain mediates the influence of stressful work on voluntary turnover. Also in conformity with the model, job movement to any job outside the trucking industry (i.e., interoccupational turnover) resulted in a larger strain reduction as compared to job movement within the trucking industry (intraoccupational turnover). Finally, strain was found to stimulate interoccupational turnover more strongly than it stimulated intraoccupational turnover. These findings provide a thorough validation of existing turnover theory and give new insights into the turnover (decision) process. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological adjustment and the worker role: An analysis of occupational differences.

How does the place of worker role on his personal adjustment vary from nonmanual to manual type of employment? "301 Ss, all between the ages of 55 and 65, were divided into two occupational statuses, nonmanual and manual workers. The former status included 116 of the managerial, supervisory, professional-technical, and clerical-sales personnel of a Midwestern oil refinery, while the latter status contained 185 of that company's skilled, semiskilled, and unskilled laborers. Both groups were then treated as separate populations in an analysis of the worker role as it related to personal adjustment, social adjustment, and job satisfaction… . the personal adjustment of nonmanual employees was not significantly related with their work-role competency, while the personal adjustment of manual employees showed a significant correlation with the worker role variable… . It was therefore concluded that the degree to which personal adjustment is related with the worker role depends to some extent upon an employee's occupational status." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Stable predictors of job satisfaction, psychological strain, and employee retention: An evaluation of organizational change within the New Zealand Customs Service.

Recent changes in employment conditions have resulted in the increased exposure of workers to unfavorable job characteristics and to consequential increases in adverse individual and organizational health outcomes. In this article the authors evaluate the steps undertaken by one proactive employer to reduce these adverse outcomes. Three organization-wide surveys (n = 350, 316, and 405) were conducted over a 3-year period within the New Zealand Customs Service to determine the influence of perceived job conditions on individual and organizational health outcomes. Staff retention and employee satisfaction significantly improved over time and these increases were attributable to workplace improvements. Stable predictors of job satisfaction included minor daily stressors, positive work experiences, job control, and perceived supervisor support. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Recovery, Health, and Job Performance: Effects of Weekend Experiences.

This study extended research on respites by examining the extent to which experiences during the weekend contribute to health and job performance after the weekend. Longitudinal data including 3 measurement occasions from 87 emergency service workers indicated that nonwork hassles, absence of positive work reflection, and low social activity during the weekend predicted burnout and poor general well-being after the weekend. Weekend experiences also predicted different aspects of job performance after the weekend. The results reveal practical implications for individual and organizational optimization of recovery processes. Suggestions for future research on specific recovery processes and their effects on individual health and performance are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Influence of Prior Commitment on the Reactions of Layoff Survivors to Organizational Downsizing.

Nurses (N := 179; Study 1) and managers (N = 154; Study 2) participated in 2 panel studies examining the relationship among prior commitment (affective and continuance commitment and perceived organizational support), coping strategies, and survivors' attitudes and perceptions during and following downsizing. In Study 1, perceived organizational support was significantly positively related to control-oriented coping, job satisfaction, and intention to remain and negatively related to perceived job insecurity and burnout 2 years later. In Study 2, coping mediated the relationship between the prior commitment variables and job alienation, health symptoms, and burnout following the downsizing. Control-oriented coping was associated with elevated levels of health symptoms and burnout following the downsizing, suggesting that control-oriented coping may have positive effects in the short term but potentially harmful effects in the long term. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A Longitudinal Study of Employee Adaptation to Organizational Change: The Role of Change-Related Information and Change-Related Self-Efficacy.

This study examined the role of information, efficacy, and 3 stressors in predicting adjustment to organizational change. Participants were 589 government employees undergoing an 18-month process of regionalization. To examine if the predictor variables had long-term effects on adjustment, the authors assessed psychological well-being, client engagement, and job satisfaction again at a 2-year follow-up. At Time 1, there was evidence to suggest that information was indirectly related to psychological well-being, client engagement, and job satisfaction, via its positive relationship to efficacy. There also was evidence to suggest that efficacy was related to reduced stress appraisals, thereby heightening client engagement. Last, there was consistent support for the stress-buffering role of Time 1 self-efficacy in the prediction of Time 2 job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Stress in the Nursing Profession: The Influence of Organizational and Environmental Conditions and Job Characteristics.

The aim of the current study was to examine the influence of organizational and environmental work conditions on the job characteristics of nurses and on their health and well-being. The sample consisted of 807 registered nurses working in an academic hospital in Leiden (the Netherlands). The direct influence of work conditions on outcomes was examined. Mediation of job characteristics in the relationships between work conditions and outcomes was tested by means of regression analyses. The results indicated that job characteristics, such as demands and control, mediated the relationship between work conditions, such as work agreements/rewards, and outcomes. By managing organizational and environmental conditions of work, job characteristics can be altered, and these in turn influence nurses' job satisfaction and distress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Relationship Between Person-Organization Congruence, Perceived Violations of the Psychological Contract, and Occupational Stress Symptoms.

Along with rapid changes in the workplace have been changes in the workforce, including decreased congruence between personal and organizational values (P-OC), an increase in perceived psychological contract violations (PCV), and an increase in work stress. This study examined the relationship between these variables in the context of age, gender, and job tenure. Results indicated that employees reporting higher levels of PCV are more likely to experience low P-OC, be relatively older, and have been in their current jobs for a relatively shorter time. Employees reporting higher stress symptoms are more likely to be male, and to have been in their current jobs and with the company relatively longer. Study findings have implications for consulting and human resource management practices. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Chronicity of Psychological Strain in Occupational Settings and the Accuracy of the General Health Questionnaire.

This article examines the proposition that the traditional scoring method of the General Health Questionnaire (GHQ) underestimates the number of respondents classified as "cases." A revised "chronic" scoring method (the CGHQ) is used and demonstrates superior construct validity and greater sensitivity. A comparison of the CGHQ and GHQ also shows the CGHQ to be a superior criterion measure. These claims are demonstrated by survey data gathered from 3 occupational samples (Ns = 11,637, 2,253, and 2,124). Results show that the CGHQ is more appropriate as a screening instrument for psychological morbidity. Tests of construct validity also favor the CGHQ with only a slight advantage for predictive validity in terms of variance explained. The more desirable statistical properties of the CGHQ result in a reduction of significant interaction terms and are strongly recommended in future studies as a means of controlling Type I errors when tests of moderation are examined. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of accent as a work stressor on attitudinal and health-related work outcomes.

Previous research has indicated that perceived discrimination can be a powerful work stressor influencing employees' outcomes beyond well-documented work stressors such as role ambiguity and role conflict. However, the incremental predictive validity of perceived discrimination based on foreign accent as a work stressor remains poorly understood. It was proposed that perceived discrimination based on accent influences employee outcomes such as job satisfaction and work tension above and beyond role ambiguity and role conflict. Data from 114 Hispanic employees who speak English with an accent supported this prediction. The moderating roles of group identity, self-efficacy, and perceived control in the process were examined. None of the proposed coping mechanism buffered the impact of perceived discrimination based on accent on employee outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of participation and control in the effects of computer monitoring on fairness perceptions, task satisfaction, and performance.

Procedural justice and social facilitation theories were used to investigate effects of 2 kinds of process control on fairness perceptions, task satisfaction and performance of complex, computer-monitored tasks. A laboratory study manipulated participation (high or low voice) and monitoring approach (monitoring, control over monitoring, or no monitoring). High-voice participants perceived higher justice. Monitored participants reported higher satisfaction with high voice and lower satisfaction with low voice. Task performance was poorer for monitored participants unless they had control over monitoring. Among those with control, performance was not impaired for higher baseline performers. The 2 kinds of process control had different effects on the outcome variables. Results suggest the value of considering variations in the kinds of control provided and the justice principles that may apply in predicting effects of monitoring procedures. (PsycINFO Database Record (c) 2010 APA, all rights reserved)