Journal of occupational health psychology
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J Occup Health Psychol · Jul 2006
The interactive effects of positive affect and conscientiousness on strain.
The purpose of our study was to more fully investigate a combination of personal resources, namely positive affect (PA) and conscientiousness, on emotional exhaustion, depersonalization, and job tension. We examined a sample of nurses employed by a metropolitan hospital and found that the combination of high positive affect and high levels of conscientiousness was associated with lower levels of all strain variables. ⋯ Our results were consistent with the view that some dispositions can act as resources protecting individuals from experienced stress. Implications of these results, strengths and limitations, and directions for future research are discussed.
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J Occup Health Psychol · Jul 2006
Work-to-relationship conflict: crossover effects in dual-earner couples.
To better understand the outcomes for couples whose work interferes with their relationships, with an emphasis on the crossover effects that can occur in close relationships, we examined experienced work-to-relationship conflict and perceptions of partner's work-to-relationship conflict for both members of 113 dual-earner couples. Outcomes of interests included relationship tension, health symptoms, and relationship satisfaction. Results indicate that personal work-to-relationship conflict and perceptions of partner's work-to-family conflict were related to personal as well as partner outcomes; a variety of direct crossover effects were demonstrated. The actor-partner interdependence model was incorporated to account for issues of interdependent data that naturally occur in relationship dyads, a methodological issue not typically addressed and accounted for in the dyadic work-family interface literature.
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J Occup Health Psychol · Jul 2006
I get by with a little help from my friends: the interaction of chronic pain and organizational support on performance.
The authors conducted three studies to examine the interactive effects of perceived organizational support (POS) and chronic pain on performance outcomes (i.e., effectiveness, work intensity, citizenship behavior, and task performance). After controlling for demographic factors, tenure variables, the number of subordinates, and main effects, the POS chronic pain interaction explained criterion variance for perceived effectiveness and citizenship behavior in Study 1; effectiveness, work intensity, and citizenship behavior in Study 2; and supervisor-rated task performance in Study 3. ⋯ Conversely, high levels of POS reduced the adverse effects of chronic pain on performance. Contributions, strengths and limitations, and future research directions are provided.
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J Occup Health Psychol · Jul 2006
Job characteristics, flow, and performance: the moderating role of conscientiousness.
The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. ⋯ Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.
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J Occup Health Psychol · Apr 2006
The social stressors-counterproductive work behaviors link: are conflicts with supervisors and coworkers the same?
The differential impact of conflict with supervisors and coworkers on the target of counterproductive work behaviors (CWB) was investigated using multiple data sources. The mediating role of negative emotions was also tested using an emotion-centered model of CWB. Data were obtained from 133 dyads (incumbents plus a coworker) of full-time working participants representing a variety of occupations at the University of South Florida. ⋯ The coworker was asked to respond to a shorter questionnaire measuring conflict and CWB regarding the incumbent's job. Evidence for a differential relationship between conflict sources and the target of CWB was found. The emotion-centered model of voluntary work behavior received partial support.