Journal of occupational health psychology
-
J Occup Health Psychol · Jul 2015
Workplace surface acting and marital partner discontent: Anxiety and exhaustion spillover mechanisms.
Surface acting (i.e., faking and suppressing emotions at work) is repeatedly linked to employee negative moods and emotional exhaustion, but the consequences may also go beyond work boundaries. We provide a unique theoretical integration of these 2 emotional labor consequences with 2 work-to-family conflict mechanisms, mood spillover and resource drain, to explain why surface acting is likely to create marital partner discontent (i.e., partner's perceived work-to-family conflict and desire for the employee to quit). ⋯ Importantly, controlling for dispositional negativity and job demands did not weaken these effects. Implications for theory and future research integrating work-family and emotional labor are discussed.
-
J Occup Health Psychol · Jul 2015
Lagged effects of family-supportive organization perceptions and supervision in relation to generalized work-related resources.
In the present study, grounded in organizational support and social exchange theory, the dynamic lagged interplay between family supportive supervision (FSS), family supportive organization perceptions (FSOP), perceived organizational support (POS), and leader-member exchange (LMX) was examined. Data were collected from 435 respondents over 3 time points with 6-week lags between assessments. ⋯ Results further indicated that LMX and FSS were reciprocally related over time, suggesting the potential for a dynamic, mutually beneficial exchange relationship between subordinates and supervisors. Theoretical implications and considerations for research and practice are discussed. (PsycINFO Database Record
-
J Occup Health Psychol · Jan 2015
A longitudinal investigation of workplace bullying, basic need satisfaction, and employee functioning.
Drawing on self-determination theory, this study proposes and tests a model investigating the role of basic psychological need satisfaction in relation to workplace bullying and employee functioning (burnout, work engagement, and turnover intention). For this study, data were collected at 2 time points, over a 12-month period, from a sample of 699 nurses. ⋯ In addition, when taking into account the cross-lagged effect of workplace bullying on employee functioning, basic need satisfaction fosters work engagement and hinders turnover intention over time. Implications for workplace bullying research and managerial practices are discussed.
-
J Occup Health Psychol · Apr 2014
An eye for an eye? Exploring the relationship between workplace incivility experiences and perpetration.
We examined the effects of gender and organizational climate for incivility on the relationship between individuals' incivility experiences and perpetration. Based on Andersson and Pearson's (1999) concept of the incivility spiral, Naylor, Pritchard, and Ilgen's (1980) theory of behavior in organizations, and social interactionist theory (Felson & Tedeschi, 1993), we proposed an interaction between incivility experiences, organizational climate for incivility (organizational tolerance and policies), and gender in predicting incivility perpetration. ⋯ Women's incivility experiences were associated with increased incivility perpetration, but were unaffected by incivility climate. Implications for research and practice are discussed.
-
J Occup Health Psychol · Oct 2013
Associations between five-factor model traits and perceived job strain: a population-based study.
This study examined the association between Five-Factor Model personality traits and perceived job strain. The sample consisted of 758 women and 614 men (aged 30-45 years in 2007) participating in the Young Finns study. Personality was assessed with the Neuroticism, Extraversion, Openness, Five-Factor Inventory (NEO-FFI) questionnaire and work stress according to Karasek's demand-control model of job strain. ⋯ Low openness and low conscientiousness were also related to low control. This study suggests that personality is related to perceived job strain. Perceptions of work stressors and decision latitude are not only indicators of structural aspects of work but also indicate that there are individual differences in how individuals experience their work environment.