Journal of occupational health psychology
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J Occup Health Psychol · Jan 2009
Workaholism and relationship quality: a spillover-crossover perspective.
This study of 168 dual-earner couples examined the relationship between workaholism and relationship satisfaction. More specifically, on the basis of the literature, it was hypothesized that workaholism is positively related to work-family conflict. In addition, the authors predicted that workaholism is related to reduced support provided to the partner, through work-family conflict, and that individuals who receive considerable support from their partners are more satisfied with their relationship. ⋯ The results of structural equation modeling analyses using the matched responses of both partners supported these hypotheses. Moreover, in line with predictions, the authors found that gender did not affect the strength of the relationships in the proposed model. The authors discuss workplace interventions as possible ways to help workaholics and their partners.
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J Occup Health Psychol · Jan 2009
Investigating individual differences among targets of workplace incivility.
The present study focused on individual differences in Big Five traits among targets of workplace incivility. The authors hypothesized a negative relation between agreeableness and incivility, a positive relation between neuroticism and incivility, and a negative relation between extraversion and incivility. ⋯ The mediation model was supported for agreeableness and neuroticism. Findings suggest that target traits are important components in incivility research, and should be considered in future research as well as in efforts to alleviate the consequences of incivility.
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J Occup Health Psychol · Jan 2009
The moderating effects of personal reputation on accountability-strain relationships.
Although felt accountability has predicted positive outcomes in some studies, it has demonstrated anxiety-provoking properties in others. This inconsistency has led researchers to search for moderating variables that explain why felt accountability promotes or impedes favorable outcomes. ⋯ As hypothesized, the results indicate that a positive personal reputation ameliorated the strain reactions caused by felt accountability. In particular, as felt accountability increased, individuals with strong personal reputations experienced less job tension and depressed mood at work, as well as more job satisfaction, but individuals with weak personal reputations experienced the opposite outcomes.