Journal of occupational health psychology
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J Occup Health Psychol · Apr 2009
Individual reactions to high involvement work processes: investigating the role of empowerment and perceived organizational support.
This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. ⋯ With exception for the empowerment-job satisfaction association, support was found for our predictions. Future directions for research and the practical implications of our findings for both employees and organizations are discussed.
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J Occup Health Psychol · Apr 2009
Does the need to belong moderate the relationship between perceptions of spirit of camaraderie and employees' happiness?
The authors show how the perceptions of spirit of camaraderie explain 5 dimensions of employees' affective well-being and how this relationship is moderated by the employees' need to belong. The sample comprised 296 individuals working in 78 organizations. The authors found the following: (a) Perceptions of spirit of camaraderie predict unique variance of all affective well-being dimensions; (b) the need to belong moderates the relationship between perceptions of spirit of camaraderie and affective well-being in such a way that employees with a strong need to belong are more sensitive or reactive to perceptions of spirit of camaraderie; (c) among those with low need to belong, the relationship between perceptions of spirit of camaraderie and affective well-being is not linear in such a way that a "surplus" of spirit of camaraderie can be detrimental to their affective well-being.
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J Occup Health Psychol · Apr 2009
Linking goal progress to subjective well-being at work: the moderating role of goal-related self-efficacy and attainability.
Although goal progress is often hypothesized to be positively linked to well-being, existing research points to an inconsistent relationship and suggests that potential moderators need to be examined. This longitudinal study investigated whether 2 aspects of goal cognition-goal attainability and self-efficacy-influence the relationship between goal progress and well-being (viz., job satisfaction and emotional exhaustion) in a sample of 172 nurses. Work goal progress was not directly associated with well-being. ⋯ Progress appears to have compensated for low initial goal cognition in the prediction of well-being, and high initial goal cognition appears to have undermined this predictive relationship. Also, goal progress was associated with an increase in self-efficacy and goal attainability from Time 1 to Time 2. Results are discussed in relation to goal theories and the concept of self-correcting goal cycles.
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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.