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)     

Social Cognitive Predictors of Domain and Life Satisfaction: Exploring the Theoretical Precursors of Subjective Well-Being.

Central variables of social cognitive theory were adapted to forge an integrative model of well-being, which was designed to offer greater utility for therapeutic and self-directed change efforts than the dominant personality view of well-being. The authors present 2 studies using versions of the social cognitive model to predict domain-specific and overall life satisfaction. In both studies--one nomothetic, the other idiographic in measurement approach--findings indicated that satisfaction in particular life domains is predicted by domain-specific social cognitive variables (e.g., self-efficacy, perceived goal progress, environmental resources). Domain satisfaction in valued life domains also explained unique variance in overall life satisfaction, even after controlling for trait positive affectivity or extraversion. Implications for theory, research, and counseling aimed at well-being promotion and maintenance are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Moderating Influence of Procedural Fairness on the Relationship Between Work-Life Conflict and Organizational Commitment.

To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Role of Change in the Relationship Between Commitment and Turnover: A Latent Growth Modeling Approach.

Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the change trajectories such that the steeper the decline in an individual's affective and normative commitments across time, the greater the rate of increase in that individual's intention to quit, and, further, the greater the likelihood that the person actually left the organization over the next 9 months. Findings regarding continuance commitment and its components were mixed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors.

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Commitment to legal claiming: Influences of attributions, social guidance and organizational tenure.

This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance received, their organizational tenure, and their commitment to legal claiming were assessed. Results showed that individuals who made strong external attributions had a higher commitment to legal claiming than did those who made weak external attributions. Social guidance and organizational tenure were significant moderators of the attribution-claiming relationship. Specifically, commitment to legal claiming was more strongly related to external attributions when social guidance was low and organizational tenure was high. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Group Cohesiveness, Group-Derived Collective Self-Esteem, Group-Derived Hope, and the Well-Being of Group Therapy Members.

I. D. Yalom's (1995) hypothesis that group therapy cohesiveness is the precursor to the development of group-derived collective self-esteem (CSE), hope for the self (HS), and psychological well-being (personal self-esteem and depression) was tested. Participants were 102 university counseling center group therapy clients from process (n = 54) and theme (n = 48) groups. Path analyses supported Yalom's theory that cohesiveness is the primary group factor and that it directly related to curative group factors such as CSE and HS. Additional path analyses showed that the relationship between group therapy CSE and personal self-esteem was moderated by HS, such that a significant relationship between CSE and personal self-esteem was no longer found once HS was entered into the model. Implications of these findings for research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Depth of History and Explanation as Benefit and Bane for Psychological Control Theories.

A longstanding debate has recently re-erupted in the self-regulation literature around the concept of self-efficacy. This article presents an argument that the debate emerges from a lack of understanding of the history of control theories within both the social and physical sciences and the various levels of explanation to which phenomena can be subjected. This history, coupled with the issues of determinism, materialism, and empiricism evoked by the deeper level of explanation that some versions of control theory provide, has led some critics to misapply nonpsychological properties to control theories and obscure their usefulness. Here, the usefulness of a deeper control theory level of explanation is illustrated using comparisons with explanations found in goal-setting theory and social cognitive theory. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Why managers should care about fairness: The effects of aggregate justice perceptions on organizational outcomes.

This work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

From Ideal to Real: A Longitudinal Study of the Role of Implicit Leadership Theories on Leader-Member Exchanges and Employee Outcomes.

The results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX. Results also indicated that the implicit-explicit leadership traits difference had indirect effects on employee attitudes and well-being. These findings were consistent across employee groups that differed in terms of job demand and the duration of manager-employee relation, but not in terms of motivation. Furthermore, crossed-lagged modeling analyses of the longitudinal data explored the possibility of reciprocal effects between implicit-explicit leadership traits difference and LMX and provided support for the initially hypothesized direction of causal effects. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The Affective Underpinnings of Job Perceptions and Attitudes: A Meta-Analytic Review and Integration.

Using psychometric meta-analysis, the authors present a quantitative and qualitative review (k = 205, total pairwise N = 62,527) of the literature relating trait and state positive affect (PA) and negative affect (NA) to job-related attitudes, including job satisfaction, organizational commitment, turnover intentions, and dimensions of job burnout. Results indicated substantial correlations, ranging in absolute value from -.17 (PA and turnover intentions; NA and personal accomplishment) to .54 (NA and emotional exhaustion). Correlational results largely were consistent across hypothesized and exploratory moderator conditions. Meta-analytic multiple regression results generally supported the unique contribution of each affect to each attitude variable of interest. Implications and suggestions for future research on emotion-related aspects of job attitudes are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Social cognitive predictors of Mexican American college students' academic and life satisfaction.

In this study, we used Lent's (2004) social cognitive model of well being to examine the academic and life satisfaction of 457 Mexican American college students attending a Hispanic-Serving Institution. Using structural equation modeling, results indicated that the model provided a good fit to the data. Specifically, we found positive relations from positive affect to enculturation, acculturation, college self-efficacy, academic satisfaction, and life satisfaction; from enculturation to college self-efficacy; from acculturation to college self-efficacy and college outcome expectations; from college self-efficacy to college outcome expectations, academic goal progress, academic satisfaction, and life satisfaction; from college outcome expectations to academic satisfaction; from academic goal progress to academic and life satisfaction; and from academic satisfaction to life satisfaction. Findings indicated the model was invariant across gender groups, and overall, 38% and 14% of the variance in academic satisfaction and life satisfaction, respectively, were explained by the predictor variables. Implications for research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Multilevel Effects of Occupational Stressors on Soldiers' Well-Being, Organizational Attachment, and Readiness.

The U.S. Army typifies the stressful nature of many contemporary work settings, as soldiers face a climate of increasing work demands coupled with declining resources. The authors used social identity theory to propose hypotheses regarding contextual and cross-level effects of shared stressors on individual outcomes critical to the functioning of military units (well-being, attachment, readiness). Although the authors found weak support for direct effects of shared stressors on individual outcomes, they found several compelling moderating effects for shared stressors on person-level stressor-outcome relationships. For most effects, shared stressors intensified the effects of person-level stressors on morale, commitment, and depression. However, some shared stressors exerted counterintuitive effects on stressor-outcome relationships. Implications for research and military personnel management are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Development and validation of the Uncivil Workplace Behavior Questionnaire.

This article describes the development and validation of a new measure of workplace incivility, the Uncivil Workplace Behavior Questionnaire (UWBQ). Participants included 5 samples of Australian adult employees (total N=368). Principal axis factoring of the UWBQ yielded 4 interpretable factors (Hostility, Privacy Invasion, Exclusionary Behavior, and Gossiping), all of which exhibited high internal consistency. The 4-factor structure received further support from a confirmatory factor analysis on a hold-out sample. A series of correlation and regression analyses revealed that the UWBQ subscales exhibited sound convergent, divergent, and concurrent validity. The psychometric properties of the UWBQ are contrasted with those of the Workplace Incivility Scale (L. M. Cortina, V. J. Magley, J. H. Williams, & R. D. Langhout, 2001), to the authors' knowledge the only other measure of the workplace incivility construct available to date. (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)     

Social Problem-Solving Abilities and Psychological Adjustment of Persons in Low Vision Rehabilitation.

Objective: Tested the relations of social problem-solving abilities to distress, depression, and well-being and impairment reported by persons participating in a low vision rehabilitation program. Study Design: Correlational and multiple regression analyses. Setting: Outpatient low vision rehabilitation clinic. Participants: 25 men (M = 73.88 years old, SD = 11.94 years) and 29 women (M = 68.79 years old, SD = 17.25 years) participating in a comprehensive admitting examination. Main Outcome Measures: Emotional distress specific to the condition, depressive behavior, satisfaction with life, and functional ability. Results: A negative problem orientation significantly predicted depression and emotional distress; rational problem-solving skills predicted life satisfaction. Conclusions: A negative problem orientation toward problem solving predicts poor emotional adjustment reported by persons with low vision, and proactive problem-solving skills appear to promote optimal adjustment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ovarian Cancer Patients' Psychological Distress: The Role of Physical Impairment, Perceived Unsupportive Family and Friend Behaviors, Perceived Control, and Self-Esteem.

Although research has indicated that illness-related and interpersonal stress are associated with greater psychological distress among cancer patients, little empirical attention has been given to mechanisms that account for these relationships. In the present study, 2 mechanisms for the association between illness-related stress (physical impairment) and interpersonal stress (family and friend unsupportive responses) and psychological distress of 143 ovarian cancer patients were examined cross-sectionally. Separate structural equation models tested whether physical impairment impacted patients' distress via decrements in perceived control over their illness and whether unsupportive behaviors impacted patients' distress via decrements in patients' self-esteem. Results supported the proposed models and suggest that perceived control and self-esteem are 2 mechanisms for explaining how illness-related and interpersonal stress may be associated with psychological distress among women with ovarian cancer. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Comparing the Influence of Traumatic and Organizational Stressors on the Psychological Health of Police, Fire, and Ambulance Officers.

This research compared the ability of organizational and traumatic stress to predict psychological strain and job satisfaction in 686 officers from New Zealand's police, fire, and ambulance services. Data were analyzed with structural equation modeling techniques. The police model was not replicable across the samples, indicative of the unique experience of occupational stress for police officers. A 2nd model best described the fire and ambulance data, indicating no difference in stress experiences for these respondents. Organizational and traumatic stress reactions were predictive of psychological strain to similar extents. However, organizational stressors predicted job satisfaction to a far greater extent than did trauma symptomatology. The management of occupational stress, psychological health, and job satisfaction within emergency service workers is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Main, mediating, and moderating effects of social support on the well-being of survivors of intimate partner violence across 2 years.

Intimate partner violence is a serious and pervasive social problem with deleterious consequences for survivors’ well-being. The current study involved interviewing 160 survivors 6 times over 2 years to examine the role of social support in explaining or buffering these negative psychological consequences. The authors examined both between- and within-persons variability to explore women’s trajectories regarding their experiences of abuse, social support, depression, and quality of life (QOL). Findings revealed the complex role of social support on women’s well-being. Evidence was found for main, mediating, and moderating effects of social support on women’s well-being. First, social support was positively related to QOL and negatively related to depression. Social support also partially explained the effect of baseline level and subsequent change in physical abuse on QOL and depression over time, partially mediated the effects of change in psychological abuse, and moderated the impact of abuse on QOL. The buffering effects of social support were strongest at lower levels of abuse. Implications for future research and intervention are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)