Journal of occupational health psychology
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J Occup Health Psychol · Jul 2008
The interactive effects of proactive personality and work-family interference on well-being.
Proactive personality was expected to moderate the relationship between controllable work and nonwork stressors (e.g., time-based work-family interference) and job/life satisfaction. Moderated multiple regression analyses of survey data from a sample of professionals (N=133) revealed a significant interaction between time-based family interfering-with work and proactive personality predicting life satisfaction and several main effects offering partial support for the hypothesized relationships (alpha<.05). No other interactions between proactive personality and other forms of work-family interference were observed. The benefits of proactive personality may only emerge when personal control over occupational stressors can be exercised.
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J Occup Health Psychol · Apr 2008
The moderating effects of task complexity on the relationship between regulatory foci and safety and production performance.
Regulatory foci of promotion and prevention have been shown to relate differentially to occupational safety and production. This research proposes that task complexity can help explain the differences reported between these 2 self-regulatory processes and safety and productivity performance. ⋯ Implications for work motivation theory and research, as well as avenues for future research, are discussed. Practical implications for managerial interventions to optimize both safety and productivity are also presented.
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J Occup Health Psychol · Apr 2008
Effects of racial and sexual harassment on work and the psychological well-being of African American women.
Research on workplace harassment has typically examined either racial or sexual harassment, without studying both simultaneously. As a result, it remains unknown whether the co-occurrence of racial and sexual harassment or their interactive effects account for unique variance in work and psychological well-being. In this study, hierarchical linear regression analyses were used to explore the influence of racial and sexual harassment on these outcomes among 91 African American women involved in a sexual harassment employment lawsuit. ⋯ Moreover, their interaction was statistically significant when predicting supervisor satisfaction and perceived organizational tolerance of harassment. Using a sample of African American women employed in an organizational setting where harassment was known to have occurred and examining sexual and racial harassment concomitantly makes this study unique. As such, it provides novel insights and an important contribution to an emerging body of research and underscores the importance of assessing multiple forms of harassment when examining organizational stressors, particularly among women of color.
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J Occup Health Psychol · Apr 2008
Sex and ethnicity as moderators in the sexual harassment phenomenon: a revision and test of Fitzgerald et al. (1994).
Fitzgerald, Hulin, and Drasgow (1994) proposed that personal vulnerability characteristics (such as sex and ethnicity) would moderate the effect of sexual harassment on its outcomes. This paper argues that personal vulnerability characteristics instead moderate the effect of organizational sexual harassment climate on sexual harassment because of their role as identity markers within social hierarchies. ⋯ Further, sex and ethnicity were not found to moderate the effect of sexual harassment on its outcomes. Potential generalizability of these results to other types of harassment (e.g., racial harassment, bullying), as well as needed future research in this area, is discussed.
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J Occup Health Psychol · Oct 2007
The relationship among work-family conflict and enhancement, organizational work-family culture, and work outcomes for older working women.
This article examines the relationship among work-family conflict and enhancement, organizational work-family culture, and four work outcomes for 489 working women over the age of 50. Survey results from two U. S. health care organizations and one U. ⋯ Hypotheses relating organizational work-family culture to work-family conflict and enhancement were partially supported, and hypotheses relating conflict and enhancement to four work outcomes were partially supported. Work-to-family conflict and work-to-family enhancement partially mediate the relationship between organizational work-family culture and selected work outcomes. Implications for theory and practice, limitations of this study, and directions for future research are also presented.