Journal of occupational health psychology
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J Occup Health Psychol · Oct 2005
Core self-evaluations and job burnout: the test of alternative models.
Research on job burnout has traditionally focused on contextual antecedent conditions, although a theoretically appropriate conception implicates person-environment relationships. The authors tested several models featuring various combinations of personal and contextual influences on burnout and job satisfaction. ⋯ Results from structural equations modeling analyses revealed an influence of core self-evaluations and perceived organizational constraints on job burnout and satisfaction, suggesting personal and contextual contributions. These results favor a broadening of current thinking about the impact of situational constraints on the expression of job burnout, as well as for the role of disposition for affective responding to effectively address occupational health problems.
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J Occup Health Psychol · Oct 2005
Railing for safety: job demands, job control, and safety citizenship role definition.
This study investigated job demands and job control as predictors of safety citizenship role definition, that is, employees' role orientation toward improving workplace safety. Data from a survey of 334 trackside workers were framed in the context of R. A. ⋯ High job demands were negatively related to safety citizenship role definition, whereas high job control was positively related to this construct. Safety citizenship role definition of employees with high job control was buffered from the influence of high job demands, unlike that of employees with low job control, for whom high job demands were related to lower levels of the construct. Employees facing both high job demands and low job control were less likely than other employees to view improving safety as part of their role orientation.
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J Occup Health Psychol · Oct 2005
Countering the negative effects of job insecurity through participative decision making: lessons from the demand-control model.
This study examined the effectiveness of increased organizational participative decision making in attenuating the negative consequences of job insecurity. Data were collected from 807 employees in 6 different companies. ⋯ However, employees with greater participative decision-making opportunities reported fewer negative consequences of job insecurity compared with employees with fewer participative decision-making opportunities. Results are interpreted using the demand-control model and suggest that organizations that allow greater employee participative decision making may experience fewer negative side effects from today's rising levels of employee job insecurity.
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J Occup Health Psychol · Oct 2005
The relationship between perceptions of politics and depressed mood at work: unique moderators across three levels.
The authors examined the unique moderating potential of need for achievement, perceived organizational support, and faith in management on the relationship between perceptions of politics across 3 hierarchical levels (one's peer level, 1 level up, and at the highest level in the organization) and depressed mood at work. Results from 173 full-time employees, representing a wide range of occupations, supported the hypotheses. Specifically, the authors found that need for achievement interacted with perceived politics at one's peer level, perceived organizational support interacted with perceived politics at 1 level up, and faith in management interacted with politics perceived at the highest levels in the organization to relate to depressed mood at work. Contributions of this study, strengths and limitations, and future research directions are provided.
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J Occup Health Psychol · Oct 2005
Consequences of boundary-spanning demands and resources for work-to-family conflict and perceived stress.
Using work-family border theory, this article examines relationships between boundary-spanning demands and resources and work-to-family conflict and perceived stress. The analysis uses data from 2,109 respondents from the 2002 National Study of the Changing Workforce. ⋯ For resources, time off for family responsibilities and a supportive work-family culture showed negative associations with conflict and stress. Work-to-family conflict partially mediated relationships between several demands and resources and perceived stress.