Journal of occupational health psychology
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J Occup Health Psychol · Oct 2012
Getting better and staying better: assessing civility, incivility, distress, and job attitudes one year after a civility intervention.
Health care providers (n = 1,957) in Canada participated in a project to assess an intervention to enhance workplace civility. They completed surveys before the intervention, immediately after the intervention, and one year later. Results highlighted three patterns of change over the three assessments. ⋯ For work attitudes, the pattern followed a Steady State Model for the intervention group, in that they sustained their gains during intervention but did not continue to improve. For absences, the pattern reflected a Lost Momentum Model in that the gains from preintervention to postintervention were lost, as absences returned to the preintervention level at follow-up. The results are discussed in reference to conceptual and applied issues in workplace civility.
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J Occup Health Psychol · Oct 2012
Industry growth, work role characteristics, and job satisfaction: a cross-level mediation model.
The associations between industry revenue growth, individual work role characteristics, and job satisfaction were examined in this cross-level mediation analysis. Work roles were expected to be more autonomous, involve greater skill variety, and offer more opportunities for growth and development for workers in growing industries than for workers in declining industries. Supervisor support was also hypothesized to be stronger for workers in high-growth industries. ⋯ S.) sample of service industry workers, using multilevel modeling, supported these propositions and suggest that job enrichment mediates relations between industry growth and job satisfaction. Associations between industry growth and autonomy were also stronger among workers in occupations that are less normatively autonomous, suggesting that industry growth fosters a weakening, and industry decline a strengthening, of traditional differences in autonomy across work roles. These results contribute to a multilevel perspective on organizational environments, individual work roles, and worker attitudes and well-being.