工作环境压力源对煤矿工人反生产行为和安全的影响

为减少煤矿工人因工作压力而产生的不安全行为,进一步预防安全事故的发生,采用问卷调查的方法,探讨工作环境压力源(即物理环境和工作危险)对煤矿工人反生产行为(CWB)和安全的影响,以及一般自我效能感的调节作用。研究共收取有效样本250份。分析表明:工作危险对于煤矿工人的针对组织和针对个人的反生产行为均呈显著正相关;工作危险与受伤呈显著正相关;就工作危险与工人受伤次数间的关系而言,一般自我效能感有调节作用。研究结果表明,煤矿企业可通过减少危险源、开展提升员工自我效能感的培训等措施,来削弱工作环境因素对员工安全生产行为的消极影响。     

Efficacy beliefs and work stress: An exploratory study

This study investigated the possible role of self-efficacy in the stress process by examining relations between stressors (role ambiguity, situational constraints, and hours), strains (job dissatisfaction, anxiety, frustration, and turnover intent), and efficacy beliefs (both individual and collective). Individual efficacy was related to only two of the four strains and had no mediating or moderating effects. Collective efficacy, however, was strongly related to both stressors and strains. Collective efficacy also moderated the effect of work hours and mediated the relation between situational constraints and two of the strain measures. It was concluded that the theory of individual self-efficacy (Bandura, 1977) may not adequately explain collective efficacy. Future research on the self-efficacy construct as well as its role in the stress process was suggested.     

Relationship of safety climate perceptions and job satisfaction among employees in the construction industry: the moderating role of age

This study examines the degree to which construction sector employees perceive that safety is important in their organizations/sites and how job satisfaction affects these perceptions when age is introduced as a moderator variable. Two-way analysis of variance demonstrated that job satisfaction has a strong effect on perceived management commitment to work safety and that this relationship was moderated by respondents’ age. Job satisfaction was associated with perceived accident rate and safety inspection frequency, but the proposed role of age in this linkage was not confirmed. Consequently, the findings indicated that by increasing the level of job satisfaction, perceptions of these safety climate aspects proved to be more positive. The conclusion is that these relationships could further lead to a lower percentage of accidents and injuries in the workplace and better health among employees. A significant relationship between job satisfaction, age and perceived co-workers’ commitment to work safety was not found.     

Change in job conditions,change in psychological distress,and gender: a longitudinal study of dual-earner couples

Building on the Job-Strain Theory, we estimated three relationships in a random sample of 201 full-time employed men and women in dual-earner couples interviewed three times over a 2-year period. We first estimated the main effects relationships between change over time in employees' experiences of job demands and job control and change over time in psychological distress. Then we estimated the interaction effects relationship of change in job demands on the relationship between change in job control and change in distress. Finally, we estimated the interaction effects of gender on these relationships. Job control was disaggregated into two conceptually distinct job conditions: skill discretion and decision authority. Controlling for other potentially stressful job conditions such as pay adequacy, job security, and relations with supervisor, as well as trait anxiety (an indicator of negative affectivity), change over time in job demands and skill discretion, but not decision authority, was related to change over time in psychological distress. Equally, for full-time employed women and men in dual-earner couples, if concerns about having to do dull, monotonous work increase over time, distress increases; if concerns about having to work under pressure of time and conflicting demands increase over time, distress increases. Finally, neither average skill discretion nor change over time in skill discretion moderated the relationship between job demands and psychological distress. Thus, at every level of skill discretion, high job demands were related to high distress. © 1997 John Wiley & Sons, Ltd.     

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.     

The effect of job and environmental factors on job satisfaction in automotive industries.

A methodology was developed for diagnosing industrial work, which includes questionnaire, observation, measurements, data collection and statistical analysis. A survey was conducted to investigate the relationship between job satisfaction and factors that affect work design in 2 automotives manufacturing companies in Malaysia. A basic work design model was proposed. The aim of this model was to determine the factors that influence employees' perception towards their work. A set of multiple-choice questionnaires was developed and data was collected by interviewing employees at a production plant. The survey focused on job and environmental factors. The results supported the proposed model and showed that job and environmental factors were significantly related to job satisfaction. They highlighted the significant influence of age, work experience and marital status on job satisfaction. Further, environmental factors, especially the surroundings, context dependence and the building's function, also had a significant impact on job satisfaction.     

The Effect of Job and Environmental Factors on Job Satisfaction in Automotive Industries

A methodology was developed for diagnosing industrial work, which includes questionnaire, observation, measurements, data collection and statistical analysis. A survey was conducted to investigate the relationship between job satisfaction and factors that affect work design in 2 automotives manufacturing companies in Malaysia. A basic work design model was proposed. The aim of this model was to determine the factors that influence employees’ perception towards their work. A set of multiple-choice questionnaires was developed and data was collected by interviewing employees at a production plant. The survey focused on job and environmental factors. The results supported the proposed model and showed that job and environmental factors were significantly related to job satisfaction. They highlighted the significant influence of age, work experience and marital status on job satisfaction. Further, environmental factors, especially the surroundings, context dependence and the building’s function, also had a significant impact on job satisfaction.     

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.     

Social support and managerial affective responses to job stress

This research examines the moderating or buffering effects of two social support variables—support from the work group and from the supervisor—on the relationships of role conflict and ambiguity to intrinsic job satisfaction, job involvement and job anxiety. Data were collected from a sample of 89 middle-lower managerial personnel in a large, heavy equipment manufacturing firm in the Midwest. The moderated regression technique was used in data analysis. Significant interactions were obtained between the role variables and both social support variables. The results were in the predicted direction for positive work outcomes (i.e. job satisfaction and involvement) and contrary to prediction for negative work outcome (i.e. job anxiety). Implications of the findings for future research, the management of stress and leadership behaviour are discussed.     

Age and learning during unemployment

This study investigated age, past job control, social support and financial hardship as predictors of continuous learning among a sample of unemployed job seekers. A total of 172 participants completed measures of continuous learning (motivation to learn, education initiative and updating behaviour) and of potential predictors. Analysis showed that age was not related to motivation to learn and education initiative. Past job control and social support moderated the relationship between age and continuous learning. Age was positively related to some types of continuous learning for unemployed people with high social support and high past job control. Future research should identify more individual and situational characteristics, which support continuous learning throughout the lifespan. Copyright © 2006 John Wiley & Sons, Ltd.     

Leader–member exchange and job performance: The effects of taking charge and organizational tenure

We theorized and tested the mechanisms by which leader–member exchange (LMX) quality is associated with job performance. The results obtained using 212 employee–supervisor pairs from eight Chinese companies indicated that LMX quality had an indirect and positive relationship with taking charge via psychological empowerment and had an indirect and positive relationship with job performance via taking charge. In addition, organizational tenure significantly moderated the relationship between taking charge and job performance, such that the positive effect of taking charge on job performance became weaker as organizational tenure increased. Furthermore, organizational tenure significantly moderated the indirect positive relationship between LMX quality and job performance via taking charge; the indirect effect became weaker as organizational tenure increased. These results suggest that organizations should encourage managers to develop high‐quality LMX with their subordinates, which may make them feel more empowered and engage in more taking charge, and result in better job performance. Copyright © 2014 John Wiley & Sons, Ltd.     

Redesigning computer call center work: a longitudinal field experiment

Computer technology call centers provide technical assistance to customers via the telephone to solve computer hardware and software problems. The simultaneous demands for technical and customer service skills often place strain on call center employees, frequently producing poor job attitudes. We utilized a field experiment (N = 149) with a randomly assigned pretest–posttest and control group design to compare three interventions' effectiveness on employee job attitudes in a computer technology call center: Intervention 1 focused on aligning organizational structures; Intervention 2 focused on increasing employee involvement in work processes (high‐involvement); and Intervention 3 implemented autonomous work teams. We found that high‐involvement work processes produced the most potent effects on job satisfaction and organizational commitment attitudes, as well as on performance (i.e., improved customer satisfaction scores, increased closed problems, reduced problems escalated, and fewer repeat calls). Further, we found that group work preference moderated the results between the group‐oriented interventions and employees' job satisfaction. Under high involvement and in autonomous work teams, high preferences for group work resulted in greater job satisfaction than when employees had lower preferences for group work. However, preferences for group work were not associated with increased organizational commitment in either intervention. Copyright © 2004 John Wiley & Sons, Ltd.     

The moderating effects of job control and selection,optimization, and compensation strategies on the age–work ability relationship

Work ability describes employees' capability to carry out their work with respect to physical and psychological job demands. This study investigated direct and interactive effects of age, job control, and the use of successful aging strategies called selection, optimization, and compensation (SOC) in predicting work ability. We assessed SOC strategies and job control by using employee self‐reports, and we measured employees' work ability using supervisor ratings. Data collected from 173 health‐care employees showed that job control was positively associated with work ability. Additionally, we found a three‐way interaction effect of age, job control, and use of SOC strategies on work ability. Specifically, the negative relationship between age and work ability was weakest for employees with high job control and high use of SOC strategies. These results suggest that the use of successful aging strategies and enhanced control at work are conducive to maintaining the work ability of aging employees. We discuss theoretical and practical implications regarding the beneficial role of the use of SOC strategies utilized by older employees and enhanced contextual resources at work for aging employees. Copyright © 2012 John Wiley & Sons, Ltd.     

The effects of leadership dimensions,safety climate,and assigned priorities on minor injuries in work groups

This study is based on three premises: (a) Leadership style affects the level of concern for subordinate safety; (b) Concern for safety, operationalized with supervisory practices, provides the source for safety climate perceptions; and (c) Safety priority as assigned by higher superiors influences supervisory safety practice independently of leadership style. Assigned safety priority was expected to moderate the relationship between leadership style and injury rate in organizational subunits, with safety climate mediating this leadership–injury relationship due to its demonstrable effect on safety behavior. A within‐group split‐sample analysis of 42 work groups, coupled with prospective design, indicated that transformational and constructive leadership predicted injury rate, while corrective leadership provided indirect, conditional prediction. Leadership effects were moderated by assigned safety priorities and mediated by commensurate safety‐climate variables. The results suggest that transformational and transactional leadership provide complementary modes of (mediated and moderated) influence on safety behavior of group members. Copyright © 2002 John Wiley & Sons, Ltd.     

Psychological health and involvement in interpersonally demanding occupations: A longitudinal perspective

This longitudinal study examined relations among interpersonal demands of jobs and the psychological health, job and work involvements, and job satisfaction of workers. Two samples of archival data were collected between the 1940s and 1971. Workers of both sexes who were psychologically healthier in adolescence and earlier adulthood manifested greater involvement and (for men only) satisfaction later in adulthood. People in interpersonally demanding jobs showed greater involvement and satisfaction; men were more involved, but not more satisfied, than women. Older cohort members who were more psychologically healthy were more likely to enter, and remain in, interpersonally demanding jobs. However, this relationship was moderated by both chronological age and historical period, which are cohort variables that are often ignored in the occupational literature. The common practice of presuming generalizability across these dimensions may not be warranted.     

Daily performance at work: feeling recovered in the morning as a predictor of day‐level job performance

This study examined the state of being recovered in the morning (i.e., feeling physically and mentally refreshed) as a predictor of daily job performance and daily compensatory effort at work. Ninety‐nine employees from public service organizations completed a general survey and two daily surveys on pocket computers over the course of one workweek. Hierarchical linear modeling showed that being recovered in the morning was positively related to daily task performance, personal initiative, and organizational citizenship behavior and negatively related to daily compensatory effort at work. Relationships between the state of being recovered and day‐specific job performance were moderated by job control. For persons with a high level of job control, the relationship between being recovered and daily performance was stronger. Copyright © 2008 John Wiley & Sons, Ltd.     

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.     

Occupational embeddedness and job performance

While researchers have recently focused their attention on organizational embeddedness, occupational embeddedness has received little theoretical and empirical attention. Using multisource data on 162 employees in multiple jobs and organizations, we found that occupational embeddedness is positively related to both task performance and creativity and is negatively related to counterproductive work behavior, even after controlling for the effects of organizational embeddedness. In addition, we found that trait affect moderated the relationships of occupational embeddedness to job performance. Occupational embeddedness was more strongly related to counterproductive work behavior when trait negative affect was high, while occupational embeddedness was more strongly related to both citizenship behavior and creativity when trait positive affect was high. Results also indicated that the various components of occupational embeddedness had different effects on job outcomes. Fit had a strong positive effect on core task performance, links had a positive effect on creativity, and sacrifice had a small positive effect on citizenship behavior. The article concludes with a discussion of implications for future research and management practice. Copyright © 2009 John Wiley & Sons, Ltd.     

Fear of terror and increased job burnout over time: Examining the mediating role of insomnia and the moderating role of work support

While the prevalence of terrorism has increased substantially, there is a paucity of research on the effects of terrorism on employee behavior at work. Building on conservation of resources (COR) theory, and its extension, the conservation of social resources theory, we close gaps in the literature by investigating the effect of fear of terror on increased job burnout over time, the mediating effect of insomnia, and the moderating effect of supervisor and co‐worker support on these relationships. This longitudinal study followed a large sample of Israeli employees (n = 670) across three time measurements over 7 years, in a time period characterized by a high number of terror attacks. The results showed fear of terror to be related to elevated job burnout over time, even during a period in which terror attacks were reduced substantially. Further, insomnia mediated the relationship between fear of terror and increased burnout, while co‐worker support, but not supervisor support, moderated the relationships between fear of terror and increased insomnia and between increased insomnia and increased burnout. The results further support the notion of loss cycles in COR theory, as well as the importance of social resources, which are the cornerstones of conservation of social resources theory. Copyright © 2014 John Wiley & Sons, Ltd.     

Work—nonwork conflict and the perceived quality of life

From additive models of overall quality of life, two hypotheses were derived about the relationships among work—family conflict, work—leisure conflict, job satisfaction, family satisfaction, leisure satisfaction and global life satisfaction. In supporting these two hypotheses, path analyses of survey data from a national probability sample of United States workers (n = 823) showed: (1) the direct paths between work—nonwork conflict and global life satisfaction were nonsignificant; and (2) the indirect paths between work—nonwork conflict and global life satisfaction, which are mediated by job satisfaction and nonwork satisfaction, were all significant. Further analyses indicated that, in general, the magnitude of these path coefficients was not significantly moderated by sociodemographic variables. Discussion considered the role of additive models as conceptual frameworks for studies concerned with the effects of work experiences on the overall quality of life.