Journal of occupational health psychology
-
J Occup Health Psychol · Jul 2005
Political skill: an antidote in the role overload-strain relationship.
Political skill is characterized by social perceptiveness and the ability to adjust one's behavior to different and changing situational needs to influence others. The authors argue that politically skilled individuals enjoy a sense of personal security that allows them to perceive interpersonal control over the process and outcomes of interpersonal interactions within organizations. ⋯ Results support the hypothesized moderating effects of political skill such that greater political skill reduces the negative effects of role overload on all types of strain. The contributions and limitations of the study are discussed, as are directions for future research.
-
J Occup Health Psychol · Apr 2005
The longitudinal effects of work-family conflict and positive spillover on depressive symptoms among dual-earner couples.
This study assessed longitudinal and cross-sectional relationships between work-family conflict, positive spillover, and depression in a national sample of 234 dual-earner couples. The authors also assessed crossover effects (i.e., the transmission of emotions, affect, or stress from 1 member of a dyad to another) of work-family conflict and positive spillover on spouses' depression. Two general findings of the study were that (a) positive spillover has a stronger impact on depression than does work-family conflict, and (b) the effects of spouses' positive spillover were more strongly related to decreased depression than were the effects of one's own positive spillover. Significant longitudinal effects were related to the crossover of positive spillover on decreased spouse depression.
-
J Occup Health Psychol · Apr 2005
The impact of job characteristics on work-to-family facilitation: testing a theory and distinguishing a construct.
This study used objective measures of job characteristics appended to the National Survey of Midlife Development in the United States (MIDUS), self-reported job characteristics, and an individual resource characteristic (orientation toward personal growth) to test a theory of work-family facilitation. Results indicated that resource-rich jobs enable work-to-family facilitation. ⋯ There was no support for the hypotheses that these effects would be more pronounced for individuals with higher levels of personal growth. The authors found significant differences in the strength of the associations of job characteristics with work-to-family facilitation and work-tofamily conflict, suggesting they are different constructs with distinct antecedents.
-
J Occup Health Psychol · Oct 2004
Implications of work and community demands and resources for work-to-family conflict and facilitation.
Based on a differential salience approach, this article examines the combined effects of work and community demands and resources on work-to-family conflict and facilitation. The study uses information from 2,507 employed respondents from the 1995 National Survey of Midlife Development in the United States. ⋯ Community resources also show weak amplifying effects on some of the positive relationships between work resources and work-to-family facilitation. The findings provide modest support for the hypotheses.
-
J Occup Health Psychol · Apr 2004
The effects of individual differences and charismatic leadership on workplace aggression.
This study examined the effects of individual differences variables (trait anger, self-control, negative affectivity, attitudes toward revenge, and attributional style) and charismatic leadership on incidents of workplace aggression in a sample of 213 employees from a wide range of organizations. Hierarchical multiple regression analyses indicated that the individual differences variables accounted for 27% of the variance in workplace aggression and that charismatic leadership accounted for an additional 3% after controlling for individual differences. In addition, psychological empowerment partially mediated the relationship between charismatic leadership and workplace aggression.