Journal of Occupational Health Psychology
IF
7.25
Papers
949
Papers 917
1 page of 92 pages (917 results)
Newest
#1Marta Roczniewska (KI: Karolinska Institute)H-Index: 6
#2Ewelina Smoktunowicz (SWPS: University of Social Sciences and Humanities)H-Index: 8
Last. Anne Richter (KI: Karolinska Institute)H-Index: 14
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Creating sustainable employment-that is, a condition in which employees remain productive but also enjoy good health and well-being-is a challenge for many organizations. Work environment factors are major contributors to these employee outcomes. The job demands-resources model categorizes work environment factors into demands versus resources, which are, respectively, detrimental versus beneficial to employee outcomes. Although conceptualized as workplace factors, these job characteristics have...
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#1Emika Howard (UWA: University of Western Australia)
#2Aleksandra Luksyte (UWA: University of Western Australia)H-Index: 12
Last. Christiane SpitzmuellerH-Index: 17
view all 4 authors...
We examined why overqualified employees may report heightened levels of experienced incivility, particularly when they have successfully negotiated task i-deals from their employers. Adopting a person-job fit perspective, we examined our proposed model in two studies with employees in the higher education industry (Study 1) and workers from a range of industries and occupations (Study 2). In Study 1 (N = 229), the moderated mediation model showed that task i-deals attenuated the positive relatio...
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#1Shiyang Su (UCF: University of Central Florida)
#2Shannon G. Taylor (UCF: University of Central Florida)H-Index: 16
Last. Steve Jex (UCF: University of Central Florida)H-Index: 4
view all 3 authors...
As organizational scholarship increasingly recognizes the dynamic nature of interpersonal stressors like workplace incivility, the present study investigates workplace incivility change and the mechanisms through which it affects employees. Whereas prior research demonstrates that employees who experience workplace incivility are likely to engage in similar behavior because of depleted self-control, the current investigation draws on Metcalfe and Mischel's (1999) dual-process model to examine ad...
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#1Ivana Vranjes (TiU: Tilburg University)H-Index: 9
#2Guy Notelaers (University of Bergen)H-Index: 33
Last. Denise SalinH-Index: 19
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#1Yijue Liang (UIUC: University of Illinois Urbana-Champaign)H-Index: 1
#2YoungAh Park (UIUC: University of Illinois Urbana-Champaign)H-Index: 14
Customer sexual harassment (CSH) is a persistent problem that harms worker well-being in many service industries. In turn, bystander intervention in the workplace is critical for preventing and stopping customers' inappropriate behaviors as well as mitigating the detrimental effects of such harassment on workers. However, previous research has rarely examined what can facilitate bystander employees' intervention behaviors in CSH incidents. Drawing from the empathy-prosocial behavior research and...
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Transitioning into leadership remains a distinct, common career experience that may have implications for employee health and wellbeing, yet these effects are not well understood. We draw upon role theory (role transitions and role expansion) to frame leadership as a dynamic career phenomenon with implications that change as individuals become socialized into their leadership role. This study adds clarity by focusing on changes over time and in response to the novel transition into leadership, a...
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Acknowledging increasing demands for workforce health, new theoretical concepts of health-oriented leadership (HoL) have been introduced, emphasizing the supervisor's direct and explicit engagement in workplace health by focusing on their self- and staff-care. However, empirical evidence of the effectiveness of HoL interventions for supervisors and their staff is still scarce. We developed a mindfulness- and skill-based HoL intervention and investigated its effectiveness in a quasi-experimental ...
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Drawing on conservation of resources and related theories, this study develops and tests an interpersonal model of work-family spillover. Our model specifies how social stressors at work (i.e., workplace incivility, abusive supervision, interpersonal conflict) result in the experience of a social-based form of work-family conflict, ultimately influencing marital behaviors at home, on a daily basis. The mediating role of burnout and the moderating role of trust were also examined. A 2-week experi...
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Virtually every employee will experience bereavement and grief at some point in their careers, but organizations are often ill-prepared to support grieving employees. Little empirical work has been conducted on the experience of grief in the workplace, and this study answers calls for research on the subject. We interviewed bereaved employees (N = 14) who continued to work full-time. Data was analyzed using thematic analysis conducted by three independent coders. The results suggested four key t...
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#1Kate A. Leger (University of Kentucky)H-Index: 5
#2Soomi Lee (USF: University of South Florida)H-Index: 15
Last. David M. Almeida (PSU: Pennsylvania State University)H-Index: 70
view all 4 authors...
Heightened affective and physical reactions to daily stressful events predict poor long-term physical and mental health outcomes. It is unknown, however, if an experimental manipulation designed to increase interpersonal resources at work can reduce associations between daily stressors and physical and affective well-being. The present study tests the effects of a workplace intervention designed to increase supervisor support for family and personal life and schedule control on employees' affect...
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