Recovery from work shifts: How long does it take?

Although regulations on work hours usually include a minimum weekly rest period, there is little empirical evidence concerning recovery from work. Shift-working nurses (N?=?61) used a handheld computer for 28 days to complete self-ratings, cognitive-performance tasks, and a sleep diary. Many measures were worse on rest days that followed a night shift rather than a day shift and tended to be worse on 1st rest days compared with subsequent rest days. Alertness was lowest on the 1st rest day following a night shift. Social satisfaction was better on workdays that were preceded by 2 rather than 1 rest day. Reaction time (RT) decreased over consecutive night shifts and tended to increase over rest days following night shifts. The results are interpreted as being consistent with the combined adaptive costs of fatigue and adjustment to and from a nocturnal routine. The practical implications for scheduling rest days are considered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Rushed, unhappy, and drained: An experience sampling study of relations between time pressure, perceived control, mood, and emotional exhaustion in a group of accountants.

Experience sampling methodology was used to examine how work demands translate into acute changes in affective response and thence into chronic response. Seven accountants reported their reactions 3 times a day for 4 weeks on pocket computers. Aggregated analysis showed that mood and emotional exhaustion fluctuated in parallel with time pressure over time. Disaggregated time-series analysis confirmed the direct impact of high-demand periods on the perception of control, time pressure, and mood and the indirect impact on emotional exhaustion. A curvilinear relationship between time pressure and emotional exhaustion was shown. The relationships between work demands and emotional exhaustion changed between high-demand periods and normal working periods. The results suggest that enhancing perceived control may alleviate the negative effects of time pressure. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A process model of shiftwork and health.

The authors developed and tested a process model of adaptation to shiftwork, which hypothesizes that various individual and situational variables influence the development of sleep and social and domestic disturbances. Both types of disturbances trigger various types of coping behavior, leading to several proximal outcomes. The end result is the development of chronic health problems in the form of digestive and cardiovascular symptoms. The model was tested with survey data collected from 2 samples of nurses (N?=?1,532) in the United Kingdom and was cross-validated against a 3rd sample of industrial workers (N?=?370). Results indicate support for the model across the 3 samples, although some sample-specific and subgroup effects were found. Results have direct implications for the development of shiftwork theory and interventions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Topographical organization of projections from the entorhinal cortex to the striatum of the rat

The efferent projections of the entorhinal cortex to the striatum were studied with retrograde (horseradish peroxidase wheat germ agglutinin) and anterograde (biocytin and biotinylated dextran amine) tracing methods. The bulk of the entorhinal cortical fibres were found to project to the nucleus accumbens in the ventral striatum, but the caudate putamen is only sparsely and diffusely innervated, rostrally, along its dorsal and medial borders. Fibres arising from neurons in the lateral entorhinal cortex project throughout the rostrocaudal extent of the nucleus accumbens but are most abundant in the core and lateral shell of that nucleus. The rostral neurons of the medial entorhinal cortex were found to project sparsely to the striatum, whereas caudal neurons provide a dense input to the rostral one-third of the nucleus accumbens, especially to the rostral pole, where they concentrate more in the core than in the shell. Contralateral entorhinal projections, which are very sparse, were found in the same parts of the nucleus accumbens and the caudate-putamen as the ipsilateral terminal fields. The present observations that entorhinal inputs to the nucleus accumbens are regionally aligned suggest that disruption of these connections could produce site-specific deficits with, presumably, specific behavioural consequences.     

A classification of controlled interpersonal affect regulation strategies.

Controlled interpersonal affect regulation refers to the deliberate regulation of someone else’s affect. Building on existing research concerning this everyday process, the authors describe the development of a theoretical classification scheme that distinguishes between the types of strategy used to achieve interpersonal affect regulation. To test the theoretical classification, the authors generated a corpus of 378 distinct strategies using self-report questionnaires and diaries completed by student and working samples. Twenty participants then performed a card-sort of the strategies. Hierarchical cluster analysis was used to determine how well the theoretical classification represented spontaneous understandings of controlled interpersonal affect regulation. The final classification primarily distinguished between strategies used to improve versus those used to worsen others’ affect, and between strategies that engaged the target in a situation or affective state versus relationship-oriented strategies. The classification provides a meaningful basis for organizing existing research and making future conceptual and empirical distinctions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Affect Networks: A Structural Analysis of the Relationship Between Work Ties and Job-Related Affect.

The relationship between organizational networks and employees' affect was examined in 2 organizations. In Study 1, social network analysis of work ties and job-related affect for 259 employees showed that affect converged within work interaction groups. Similarity of affect between employees depended on the presence of work ties and structural equivalence. Affect was also related to the size and density of employees' work networks. Study 2 used a 10-week diary study of 31 employees to examine a merger of 2 organizational divisions and found that negative changes in employees' affect were related to having fewer cross-divisional ties and to experiencing greater reductions in network density. The findings suggest that affect permeates through and is shaped by organizational networks. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Evidence of mood linkage in work groups.

Two studies investigated whether people's moods are influenced by the collective mood of their work teammates over time. In the first study, 65 community nurses in 13 teams recorded their moods and hassles daily for 3 weeks. A pooled time-series analysis showed a significant association between the nurses' moods and the collective mood of their teammates, which did not depend on shared hassles. The association was greater for nurses who were older, were more committed to their team, perceived a better team climate, or experienced fewer hassles with teammates. In Study 2, a team of 9 accountants rated their own moods and the moods of their teammates 3 times a day for 4 weeks using pocket computers. The accountants' moods and their judgments of their teammates' moods were significantly associated with the collective mood of their teammates. The findings suggest that people's mood at work can become linked to the mood of their teammates. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Use and effectiveness of self-regulation strategies for improving mood in a group of trainee teachers.

A field study investigated the ongoing use and effectiveness of self-regulation strategies for improving mood and the effects of a mood-regulation intervention. Thirty trainee teachers used pocket computers to complete ratings of their mood and their use of mood-regulation strategies every 2 hr during 2 weeks of a school placement. Cognitive distraction was the most frequently used strategy, but behavioral diversion and cognitive reappraisal were associated with the greatest improvements in reported mood. Neither avoidance nor venting was associated with mood improvements. Concurrent mood, mood awareness, and activity predicted the use of different regulation strategies. Half of the participants were instructed to use engagement strategies and the other half diversion strategies during the middle 6 days of the study. The engagement group reported significantly higher levels of cheerfulness during this intervention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Catching moods and hitting runs: Mood linkage and subjective performance in professional sport teams.

Are the moods and subjective performances of professional sports players associated with the ongoing collective moods of their teammates? Players from 2 professional cricket teams used pocket computers to provide ratings of their moods and performances 3 times a day for 4 days during a competitive match between the teams. Pooled time-series analysis showed significant associations between the average of teammates' happy moods and the players' own moods and subjective performances; the associations were independent of hassles and favorable standing in the match. Mood linkage was greater when players were happier and engaged in collective activity. An intraperson analysis of data from these teams and 2 other teams showed that mood linkage was also greater for players who were older, more committed to the team, and more susceptible to emotional contagion. The results support and extend previous findings concerning mood linkage. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Emotion regulation in customer service roles: Testing a model of emotional labor.

The study used a time-sampling method to test aspects of A. Grandey's (2000) emotion regulation model of emotional labor. Eighteen customer service employees from a call center recorded data on pocket computers every 2 hr at work for 2 weeks. Participants completed ratings of emotion regulation, events, expressed and felt emotions, well-being, and performance on 537 occasions and completed questionnaires containing individual and organizational measures. Multilevel analyses supported many aspects of the model but indicated that it has to be implemented precisely in terms of regulating emotion for organizational goals. Results also showed that deep and surface acting had different consequences for employees. Overall, the study found that emotion regulation is a viable platform for understanding emotional labor. (PsycINFO Database Record (c) 2010 APA, all rights reserved)