Journal of occupational health psychology
-
J Occup Health Psychol · Jan 2012
Promoting safety voice with safety-specific transformational leadership: the mediating role of two dimensions of trust.
Although safety-specific transformational leadership is known to encourage employee safety voice behaviors, less is known about what makes this style of leadership effective. We tested a model that links safety-specific transformational leadership to safety voice through various dimensions of trust. ⋯ Moreover, we found that reliance trust intentions moderated the effect of disclosure: employees' disclosure intentions mediated the effects of affect-based trust on safety voice behaviors only when employees' intention to rely on their leader was moderate to high. These findings suggest that leaders seeking to encourage safety voice behaviors should go beyond "good reason" arguments and develop affective bonds with their employees.
-
J Occup Health Psychol · Jul 2011
Work-family enrichment and job performance: a constructive replication of affective events theory.
Based on affective events theory (AET), we hypothesize a four-step model of the mediating mechanisms of positive mood and job satisfaction in the relationship between work-family enrichment and job performance. We test this model for both directions of enrichment (work-to-family and family-to-work). We used two samples to test the model using structural equation modeling. ⋯ For the family-to-work direction, results from the first sample support our conceptual model but results from the second sample do not. Our findings help elucidate mixed findings in the enrichment and job performance literatures and contribute to an understanding of the mechanisms linking these concepts. We conclude with a discussion of the practical and theoretical implications of our findings.
-
J Occup Health Psychol · Jul 2011
Adaptation and readaptation to different shift work schedules measured with sleep diary and actigraphy.
In this study we examine sleep during adaptation and readaptation to different shift work schedules in the offshore oil industry. The sleep of 19 offshore workers was assessed daily for 1 week before, during the work period, and for 1 week after 3 different work schedules: (1) day (14 consecutive days of work), (2) night (14 consecutive nights of work), and (3) swing shift work (first 7 nights with night work then 7 days of day work). The workers' sleep was assessed for 84 days. ⋯ To conclude, adaptation to swing shift was more difficult than adaptation to regular day and night shifts in terms of sleep. Readaptation to day work after 1 week of night work affected sleep negatively. There were no differences between the shift schedules the week after the work period.
-
J Occup Health Psychol · Apr 2011
Meta AnalysisA meta-analysis of work-family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.
A literature review of studies analyzing work-family conflict and its consequences was conducted, and 427 effect sizes were analyzed meta-analytically. Work-family conflict was analyzed bidirectionally in terms of work interference with family (WIF) and family interference with work (FIW). We assessed 3 categories of potential outcomes: work-related outcomes, family-related outcomes, and domain-unspecific outcomes. ⋯ Thus, WIF was more strongly associated with work-related than with family-related outcomes, and FIW was more strongly associated with family-related than with work-related outcomes. In moderator analyses, parenthood could not explain variability in effect sizes. However, time spent at work did moderate the relationships between WIF and family-related outcomes, as well as FIW and domain-unspecific outcomes.
-
J Occup Health Psychol · Apr 2011
Emotional display rules as work unit norms: a multilevel analysis of emotional labor among nurses.
Emotional labor theory has conceptualized emotional display rules as shared norms governing the expression of emotions at work. Using a sample of registered nurses working in different units of a hospital system, we provided the first empirical evidence that display rules can be represented as shared, unit-level beliefs. ⋯ Finally, unit-level display rules also interacted with individual-level dispositional affectivity to predict employee use of emotion regulation strategies. We discuss how future research on emotional labor and display rules, particularly in the health care setting, can build on these findings.