Stress,coping and safety compliance in a multinational gold mining company

The primary objective of this study was to investigate the relationship of work stress, consisting of role stressors and job insecurity, with safety compliance at work. A secondary objective was to test for the possible moderating effect of individual employees’ coping behaviour between experienced work stress and job insecurity, and their safety compliance. A cross-sectional survey design was used (n?=?771). An electronic survey, with a biographical questionnaire and scales on role conflict, role ambiguity, role overload, job insecurity, coping and safety compliance at work, was administered. The results indicated that specific aspects of work stress, notably role conflict, role ambiguity and quantitative job insecurity, and of coping, namely an avoidance style and changing the situation, were important in understanding safety compliance. A moderating effect of avoidance coping was also found.     

Stress and strain among union lay officials and rank-and-file members

This study explored the effects of fulfilling, on a voluntary basis, the role of lay officials in a local union of teachers on stress, strain, and the relationship between stress and strain. Levels of typical teachers' stress, and their effects on strain, were systematically compared for lay officials and rank-and-file members. Data were gathered from 1045 teachers who constituted 60 per cent of the staff in a representative sample of 30 high schools in Israel. Respondents completed a questionnaire that included measures of several types of occupation-specific stresses and two psychological strains: Somatic complaints and burnout. Relative to the rank-and-file members, union officials reported higher levels of overload and parent–teacher conflict, but the same levels of strain. The results of the regression analyses indicated, as expected, that union officials' strain was predicted by stresses associated with their representational duties. For the two groups of teachers, the measures of stress exerted the same detrimental effect on each of the strains. Thus, it was concluded that lay union officials were not at greater risk of psychological strain relative to their fellow teachers.     

Abusive supervision and feedback avoidance: The mediating role of emotional exhaustion

The occurrence of abusive supervision is steadily rising. Extant literature continues to expand the number of destructive consequences linked to such improper workplace behavior. This study tested a model linking abusive supervision to feedback avoidance through emotional exhaustion. We invoked conservation of resources theory in our examination of the role that the loss of valued resources plays in instances where abuse is perceived. Results from three rounds of matched data from 460 nurses and 220 working adults demonstrated support for our model, suggesting a mediating effect for exhaustion on the relationship between abuse and feedback avoidance. Findings also revealed that feedback avoidance was associated with subsequent exhaustion, representing a loss spiral. These findings are important as they reveal the link between a subordinate's reactions (exhaustion) and coping behavior (feedback avoidance) when supervisory abuse is perceived. Theoretical and practical implications, limitations, and directions for future research are offered. Copyright © 2012 John Wiley & Sons, Ltd.     

Crossover of stress,strain and resources from one spouse to another

The main focus of the study was the crossover of burnout and of coping resources from husbands to wives and vice versa. The study was carried out on 101 couples, male military officers and their wives, who were randomly selected by the Israel Defense Force computer. They filled out questionnaires that measured their level of burnout, job stress, work support, family support concerning work problems, and their sense of control. Findings reveal that the husbands' sense of control and burnout were positively related to the corresponding variables measured for their wives. To establish the crossover effect, the theoretical model was tested by structural equation analysis (LISREL), which showed a positive effect of wives' burnout on husbands' burnout, after controlling for the husbands' own job stress and coping resources. The husbands' burnout likewise affected their wives' burnout. Thus, a crossover of burnout was exhibited from husbands to wives and vice versa. Furthermore, for both sexes, sense of control had the highest impact on their own burnout and on their spouse's burnout, after controlling for their own job stress and resources. Thus, the spouse's sense of control was found to be an additional resistance resource working to the benefit of the other partner. The relevance of these findings to burnout prevention is discussed.     

Identifying the antecedents of coping with an organizational acquisition: a structural assessment

This study used Lazarus and Folkman's ( 1984 ) cognitive–phenomenological model of coping and Lazarus's ( 1991 ) theory of emotions to develop and test a model of how individuals cope with an organizational acquisition. The model identifies the origins and process used to select both problem‐focused and emotion‐focused coping strategies. Covariance structure analysis of data from 172 individuals indicated that problem‐focused coping was directly influenced by primary appraisal and negative emotion, while only certain types of emotion‐focused coping were directly related to negative emotion. All coping strategies were impacted by social support. Furthermore, negative emotion was predicted by primary appraisal, which in turn was related to perceived control, coping efficacy, and environmental conditions. Recommendations for future research and applications are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

The impact of job demands and behavioral control on experienced job stress

The present study examines the impact of behavioral control on the experience of work strain under conditions of work overload. Extending experimental laboratory findings that suggest that control can lessen the impact of aversive stimuli on psychological and physiological strain responses, we hypothesized an interaction between control and workload such that the effects of high demands on strain would be less if the worker had behavioral control over the task. This hypothesis is also consistent with Karasek's job demands-job decision latitude model of work strain and health. The hypothesis was tested in a laboratory experiment in which 125 subjects worked on a mail sorting task with either a high or moderate level of workload and either a high or low level of behavioral control. Strain responses were assessed with measures of job satisfaction, anxiety, and physiological arousal. The hypothesis was only partially supported in that high control lessened the impact that work overload had on anxiety. While not fully supportive of the model, the results are seen as conservative given the constraints on the manipulation of work overload inherent in the laboratory environment.     

The effects of unions on blue collar role stresses and somatic strain

This study explored the effects of union membership versus nonmembership on role based stress (i.e. ambiguity, overload, and interrole conflict), somatic complaints, and on the relationship between role stress and somatic complaints. The data analyzed came from the 1977 Quality of Employment Survey (Quinn and Staines, 1979). Only those respondents (N = 251) who held full-time nonsupervisory jobs in manufacturing were included in our sample. On the average, relative to nonmembers, union members reported higher levels of ambiguity and interrole conflict, but similar levels of overload and of somatic complaints. Union membership moderated the relationship between overload and somatic complaints. For union members, higher perceived performance of the union was associated with lower perceived stress and strain. We discuss the implications of those findings for further research on the impact of unions on stress, strain, and their interrelationship.     

A longitudinal examination of role overload and work–family conflict: The mediating role of interdomain transitions

Through the lens of boundary theory, we examine whether the relationship between role overload and work–family conflict is explained by the use of interdomain transitions. With a sample of 250 working adults, we examined whether individuals respond to role overload by engaging in interdomain transitions and how the frequency of these transitions influences work–family conflict both concurrently and over time. Results support our expectation that at a given time, interdomain transitions function as an episodic coping mechanism with short‐term costs (greater work–family conflict) and benefits (less role overload). Also, engaging in interdomain transitions was an explanatory variable linking role overload and work–family conflict. We expected that, over time, engaging in interdomain transitions would function as a preventive coping mechanism, serving to reduce role overload. Interestingly though, several of the longitudinal hypotheses were counter to prediction. Our findings provide further evidence for the use of boundary theory in examinations of the work–family interface. Insights on areas within the literature that require further theoretical development are discussed, along with a consideration of the application of emerging methodologies within our empirical designs. Copyright © 2013 John Wiley & Sons, Ltd.     

A moderated mediation test of personality,coping, and health among deployed soldiers

Our study examines how personality and coping influence soldiers' psychological health among 648 US Army personnel who were at that time deployed in Iraq at the height of an insurgency. Conscientiousness, neuroticism, and extraversion were associated with different coping behaviors, and these were in turn related to psychological distress. Conscientiousness was positively associated with problem‐focused coping and negatively with avoidance coping, whereas neuroticism was most positively associated with avoidance coping. Extraversion was positively related to both seeking social support and avoidance coping. As expected, avoidance coping was positively associated with psychological distress. Coping style explained more variance in the relationship between personality and distress among soldiers who perceived higher levels of threat, thus supporting a moderated mediation hypothesis. We discuss implications for facilitating the stress coping of workers who face acute and potentially traumatic stress exposures. Copyright © 2011 John Wiley & Sons, Ltd.     

The impact of preventive coping on business travelers' work and private life

Frequent business travel can be a burden for travelers' work and private life. We tested whether preventive coping (the proactive accumulation of resources in advance of potential stressors) makes such trips beneficial despite their potential to be stressful. In a longitudinal three‐wave study, we investigated whether frequent travel relates to an increase or decrease in work–life balance, emotional exhaustion, work engagement, and relationship satisfaction depending on preventive coping. Findings from a sample of 133 frequent business travelers revealed significant indirect effects for emotional exhaustion, work engagement, and relationship satisfaction through work–life balance. Among employees who engaged less in preventive coping, a higher number of business trips was related to a decrease in work–life balance, which, in turn, was related to more emotional exhaustion, less work engagement, and lower relationship satisfaction. Among those who reported higher preventive coping, we found opposing indirect effects: Frequent travel was related to an increase in work–life balance and, in turn, to less emotional exhaustion, more work engagement, and higher relationship satisfaction. These findings advance our knowledge in the field of business travel, future‐oriented coping, and work–life balance. They highlight that travelers and their organizations should resort to preventive coping to make frequent travel more beneficial.     

COVID-19 and individual performance in global virtual teams: The role of self-regulation and individual cultural value orientations

Since the onset of the COVID-19 pandemic, global virtual teams (GVTs) have become increasingly important. Drawing on conservation of resources theory and self-regulation theory, we examined the mechanism and process underlying individuals' performance in GVTs in this specific situation. We posit that the local severity of the pandemic has a negative effect on individuals' performance in GVTs and that self-regulation functions as a coping mechanism in times of pandemic-related ambient stress, reducing its negative effect on performance. We suggest that three cultural value orientations, that is, uncertainty avoidance, collectivism, and long-term orientation, explain different levels of self-regulation, which in turn moderates the relationship between the local severity of the pandemic and individual performance in GVTs. Based on a sample of 2727 individuals from 31 countries participating in an international business consulting project during the early stage of the unfolding pandemic, we show that (a) the local severity of the pandemic had a negative effect on individuals' performance, (b) the negative effect of the pandemic on performance is weaker for individuals with high self-regulation, and (c) uncertainty avoidance and long-term orientation are positively associated with self-regulation, which mediates the moderating relationship between the cultural value orientations and the relationship between the COVID-19 pandemic and individual performance in GVTs.     

Effects of new technologies with special regard for the implementation process per se

The aim of this study was to investigate the effects of the implementation process to new technologies [e.g. drawing board/computer-aided design (CAD), microfiche/electronic data processing] on the employees concerned. Since the emphasis of the study lay in the intrinsic relationship of the implementation process with stress reactions, the parameters were measured at the place of work in a longitudinal design. Employees (n = 279) in seven companies (work fields: CAD, clerical work, telephone information desk) were tested three times — two months prior to, during, and 12 months after implementation. Aspects of strain and satisfaction were taken into account at each measurement phase. A special test-instrument was designed to describe the ’style of implementation‘ (manner in which implementation took place) particular to each company. The level of strain was found to increase during the implementation process. The amount of this increase was found to correlate with the company's style of implementation as well as with the type of the individual's work activity. The highest levels were found among those employees little included in the implementation process and those whose work is described as monotonous.     

The spillover effects of coworker,supervisor, and outsider workplace incivility on work‐to‐family conflict: A weekly diary design

This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that within individuals, weekly experiences of coworker incivility and outsider incivility were positively related to weekly experience of work‐to‐family conflict, and burnout mediated these relationships while controlling for initial level of burnout before participants started a week's work. In addition, display rules, defined as the extent to which individuals perceive they are expected to display desired positive emotions and suppress negative emotions at work, moderated the relationship between outsider incivility and burnout; specifically, the positive relationship between weekly outsider incivility and burnout was stronger for individuals who perceived a higher level of display rules. Our findings contribute to the literature by demonstrating the mediating effect of burnout and the moderating effect of perceived display rules in the relationship between workplace incivility from multiple sources and work‐to‐family conflict from a resource perspective.     

Family structure,job characteristics,rewards and strains as related to work-role centrality of employed and self-employed professional women with children

This study of the work-role centrality (WRC) of 419 professional women with children in Israel was carried out by means of a mailed questionnaire. WRC measures cognitive investments in the work role, relative to the person's other roles. The results show that these women generally are highly work-centred, autonomous and rewarded, and experience little work overload, but some person-role conflict on the job. Employment status, job scope, job autonomy and career anchorage, as well as job rewards, especially intrinsic, are strongly related to work-role centrality. Family characteristics are not related to WRC. Despite their demanding jobs, these women still perform the traditionally feminine tasks in the family, even when husbands are supportive. Employment status is an important intervening variable in the relationship of WRC and other job characteristics.     

Fathers' work experiences,the father-child relationship and children's behaviour

The effects of fathers' subjective work experiences on their children's behaviour have been largely neglected, despite increasing recognition accorded to the fathers' role in all aspects of child development. The present study redresses this issue by assessing whether (a) fathers' work experiences are related to children's behaviour, (b) the father-child relationship moderates the effects of fathers' work experiences on children's behaviour, and (c) specific child behaviours are associated with paternal work experiences. One hundred and forty two fathers (M age = 39.55 years) and their eldest child (M age = 9.2 years; 66 boys, 76 girls) participated. Moderated multiple regressions demonstrated that fathers' job satisfaction was related to specific child behaviours, viz. conduct problems and hyperactivity. More importantly, the father-child relationship moderated both these relationships: Where fathers were dissatisfied with their jobs, conduct problems and hyperactivity were significantly greater when the father-child relationship was of a higher quality. Implications for studying the effects of both mothers' and fathers' work experiences on their children's behaviour are drawn.     

Are older workers more active copers? Longitudinal effects of age‐contingent coping on strain at work

This study addresses coping processes as explanation of age‐related differences in strain experience. Based on the life‐span theory of control, we posit that older workers employ more active problem‐focused and more active emotion‐focused coping strategies than younger workers, which should mediate age effects on strain at work. The correlation between age and passive avoidance coping, in contrast, is expected to be qualified by external resources such as job control. Hypotheses were tested in a two‐wave panel study (8 months lag) with 634 workers (age range 16–65 years). Job demands were considered as control variables. As predicted, older as compared with younger workers reported more active problem‐focused coping, which mediated age differences on strain in the longitudinal analysis. No mediation was found for active emotion‐focused coping. Moreover, age‐contingent effects of passive avoidance coping were moderated by job control. When job control was low, younger as compared with older workers reported more avoidance coping, which in turn decreased strain in the longitudinal analysis. Finally, reverse longitudinal effects of age‐contingent strain on active problem‐focused and active emotion‐focused coping provide initial evidence for age‐contingent resource spirals. Together, the results reveal specific strengths of older workers for stress management at work. Copyright © 2015 John Wiley & Sons, Ltd.     

The reciprocal nature of trust: a longitudinal study of interacting teams

This research develops and investigates the concept of reciprocal trust between interacting teams. Reciprocal trust is defined as the trust that results when a party observes the actions of another and reconsiders one's trust‐related attitudes and subsequent behaviors based on those observations. Twenty‐four teams of systems analysis and design students were involved in a 6‐week controlled field study focused on the development of an information systems project. Each team was responsible for both developing a system (development role) and for supervising the development of a system by another team (management role). Risk‐taking actions exhibited by one team in an interacting pair were found to predict the other team's trustworthiness perceptions and subsequent trust. The level of trust formed in turn predicted the team's subsequent risk‐taking behaviors with respect to the other team. This pattern of reciprocal trust repeated itself as the teams continued to interact over the duration of the project, thus supporting our model of reciprocal trust. Findings also indicate that trust and trust formation can occur at the team level. Copyright © 2005 John Wiley & Sons, Ltd.     

Predictors of coping behavior after a layoff

In a longitudinal study of laid-off industrial workers, we examined the effects of individual differences and situational characteristics on individuals' use of six job loss coping strategies. In each case the predictors explained a significant portion of the variance (30–47 percent) although different predictors were significantly associated with each of the six coping strategies. The results also suggest that the use of problem-focused and symptom-focused coping strategies are complementary rather than mutually exclusive. The study's implications and directions for future research are discussed as well. © 1998 John Wiley & Sons, Ltd.     

Stress in the workplace: a comparison of gender and occupations

Stressful incidents at work were examined using an open‐ended technique for three different occupations: clerical workers, university professors and sales associates. The study revealed both similarities and differences in stressors and coping techniques reported across occupations. Interpersonal conflict, work overload and time wasters were common across all occupations. Lack of control and work overload were reported as major stressors by the clerical group and interpersonal conflict as a major stressor by the academic and sales groups. Gender differences were also found. Copyright © 1999 John Wiley & Sons, Ltd.     

Error orientation questionnaire (EOQ): reliability,validity, and different language equivalence

An Error Orientation Questionnaire (EOQ) was developed, consisting of eight scales on attitudes to and on coping with errors at work. In Study I (representative sample of a German city, N=478) six scales were developed with the help of a confirmatory factor analysis using LISREL techniques. They comprise error competence, learning from errors, error risk taking, error strain, error anticipation, covering up errors. All constructs were validated. In a second study, items were added to the scales and two additional scales, ‘error communication’ and ‘thinking about errors’, were included. The scales were translated into English and Dutch and 160 students in the Netherlands filled out both language versions (Study II). The 8‐factor solutions in English and Dutch were replicated. The issue of language equivalence of these two language versions were taken up (equivalence across correlations exists). Potentially biasing variables did not influence the solutions. Practical uses of the EOQ are pointed out. Copyright © 1999 John Wiley & Sons, Ltd.