Type of Job Loss and its Impact on Decision Control,Mastery, and Depression: Comparison of Employee and Company-Stated Reasons

In the present study, we explore agreement between company versus self-reported reasons for job loss and the degree of perceived control employees report over the job loss, looking to see if either job loss type or perceived control is related to subsequent levels of mastery and depression. Two thousand two hundred seventy-nine of 3,700 (61%) employees responded to a survey at Time One; of these participants, 310 later lost their jobs and were mailed a Time Two survey. Comparison of self- versus company-reported reasons for the job loss from the 171 usable surveys (55% response rate) revealed relatively good agreement. Roughly one third of the former employees, however, categorized the job loss in more than one way. There was also a very strong tendency for employees to report that they had very high control over the decision to leave the company, and nearly all employees reported improvements to their levels of mastery and depression; exceptions to this pattern were observed for those losing their jobs due to “rule violation” or “involuntary layoff.” Control over the job loss was related to Time Two levels of mastery and depression, but only weakly related to changes in these outcomes moving from Time One to Time Two.     

Decreasing Psychiatric Symptoms by Increasing Choice in Services for Adults with Histories of Homelessness

Despite the increase in consumer-driven interventions for homeless and mentally ill individuals, there is little evidence that these programs enhance psychological outcomes. This study followed 197 homeless and mentally ill adults who were randomized into one of two conditions: a consumer-driven “Housing First” program or “treatment as usual” requiring psychiatric treatment and sobriety before housing. Proportion of time homeless, perceived choice, mastery, and psychiatric symptoms were measured at six time points. Results indicate a direct relationship between Housing First and decreased homelessness and increased perceived choice; the effect of choice on psychiatric symptoms was partially mediated by mastery. The strong and inverse relationship between perceived choice and psychiatric symptoms supports expansion of programs that increase consumer choice, thereby enhancing mastery and decreasing psychiatric symptoms.     

Different Media for Organizational Communication: Perceptions of Quality and Satisfaction

We examined the satisfaction in and perceived quality of information about one’s job, business unit, and company, as well as perceived quality of urgent news (i.e., news about changes in business and generally considered legally sensitive material), communicated via different media. Results from 598 fulltime employees revealed that rich media (e.g., face-to-face) was most related to satisfaction in information about one’s job and business unit and in perceived quality of information from the supervisor; lean media (e.g., company newsletter) was most related to satisfaction in and quality of information from top management, while moderate media (e.g., e-mail) was only significantly related to perceived quality of urgent news. Trust in top management was positively related to satisfaction in and quality of information shared by management. Lean media most strongly related to quality of urgent news, over and above rich communication.The authors would like to thank Monica Moloney for her support on this project.     

Experiential differences between voluntary and involuntary job redundancy on depression,job‐search activity,affective employee outcomes and re‐employment quality

The current study used learned helplessness theory and legacy theory to examine experiential differences in voluntary vs. involuntary job redundancy in a baseline study (Study 1) and a 3‐month retest (Study 2). The sample for Study 1 comprised 102 job seekers who had voluntarily taken a job redundancy and 114 job seekers who had been made involuntarily redundant from their last job. Results at Study 1 showed that voluntarily redundant participants experienced lower levels of depression and engaged in more job‐search activity than those who experienced involuntary redundancy. Employees who became re‐employed 3 months later (voluntarily redundant N = 28, involuntarily redundant N = 26) were compared on depression, organizational commitment, perceived job insecurity and perceived re‐employment quality. The involuntarily redundant employees reported higher depression, lower organizational commitment, higher perceived job insecurity and lower perceived re‐employment quality. The voluntarily redundant employees also experienced a significant drop in depression upon re‐employment while the involuntarily redundant employees reported no significant changes to depression scores from baseline. Implications for practice and future research are discussed together with the limitations of the two studies.     

Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support

Perceived job autonomy has been recognized as a central tenet of work design, leading to a range of positive outcomes. Still, scholars have rightfully questioned its predictive role for several outcomes, including turnover intention as the two have been found to be virtually unrelated. In line with calls for more complex research on the predictive role of perceived job autonomy on employee outcomes, the purpose of this study was to investigate whether the relationship between perceived job autonomy and turnover intention may be prone to contextual influences. Two cross-sectional surveys among 680 Norwegian employees from different public service organizations showed that the relationship between perceived job autonomy and turnover intention was moderated by perceived supervisor support. In support of our hypothesis, the form of the moderations revealed that perceived job autonomy was negatively related to turnover intention only for employees reporting high levels of perceived supervisor support. Implications for practice and directions for future research are discussed.     

Unemployed and exhausted? Job-search fatigue and reemployment quality

Job loss and job search are particularly devastating and stressful events that individuals can experience in their careers. However, less research attention has been paid to fatigue or burnout in the context of unemployment and job search. Drawing from Conservation of Resources theory, this study highlights the role that fatigue plays during unemployment and job search among displaced employees — defined as individuals who have lost their jobs involuntarily and are currently not engaged in any form of paid employment. In a two-wave longitudinal study involving 89 displaced employees, we illustrate how financial difficulties and social exclusion can lead to job search fatigue, while psychological capital serves as a personal resource that reduces job seekers' fatigue. We also demonstrate how job search fatigue at Time 1 can lead to lower reemployment quality at Time 2, which, in turn, can lead to lower organizational commitment and increased turnover intentions. Our findings bring into attention the important role that fatigue can play in the context of unemployment and job search.     

Trading jobs for health: Ionizing radiation,occupational ethics,and the welfare argument

Blue-collar workers throughout the world generally face higher levels of pollution than the public and are unable to control many health risks that employers impose on them. Economists tend to justify these risky workplaces on the grounds of the compensating wage differential (CWD). The CWD, or hazard-pay premium, is the alleged increment in wages, all things being equal, that workers in hazardous environments receive. According to this theory, employees trade safety for money on the job market, even though they realize some of them will bear the health consequences of their employment in a risky occupational environment. To determine whether the CWD or hazard-pay premium succeeds in justifying alleged environmental injustices in the workplace, this essay (1) surveys the general theory behind the “compensating wage differential”; (2) presents and evaluates the “welfare argument” for the CWD; (3) offers several reasons for rejecting the CWD, as a proposed rationale for allowing apparent environmental injustice in the workplace; and (4) applies the welfare argument to an empirical case, that of US nuclear workers. The essay concludes that this argument fails to provide a justification for the apparent environmental injustice faced by the 600,000 US workers who have labored in government nuclear-weapons plants and laboratories. Shrader-Frechette is O’Neill Professor of Philosophy and Concurrent Professor of Biological Sciences. She teaches ethics, philosophy of science, quantitative risk assessment, and environmental science. The latest of her 280 articles and 14 books is her 2002 volume from Oxford University Press, Environmental Justice: Creating Equality, Reclaiming Democracy. Shrader-Frechette is grateful to the National Science Foundation, Ethics and Values Program, for research support for this article through grant SES-98-10611. All opinions are those of the author, not the NSF.     

Differential incidence of procrastination between blue and white-collar workers

The present study compared chronic procrastination tendencies claimed by “whitecollar” working adults (n = 141) with rates reported by Harriott and Ferrari ( 1996) of “blue-collar” working adults (n - 211). Participants completed reliable and valid measures of everyday procrastination tendencies (decisional, arousal, and avoidant), and socio-demographic items at one of several public forums. Results showed no significant difference between classes of working adults on age, gender, marital status, or the number of children, although “white-collar” workers claimed higher levels of education than “blue-collar” workers. “White-collar” workers also reported significantly higher scores on all three forms of chronic procrastination than “blue-collar” workers. It seems that professional employees report procrastination more frequently than unskilled workers. Further research is needed to explore the causes and consequences associated with differences in chronic procrastination by occupational group.     

Exploring antecedents of individual grieving stages during an anticipated worksite closure

A grieving stages framework based on Kubler‐Ross (1969) was successfully operationalized and applied to an anticipated worksite closure for 53 complete data employees across four times in a pharmaceutical manufacturing facility. As predicted, the means for denial, bargaining, and depression significantly decreased, while exploration increased. However, anger and acceptance remained stable over time. Grieving stages were used as individual outcomes at Times 2 (N=89), 3 (N=77), and 4 (N=53) in regression analyses to test additional study hypotheses. Perceived contract violation had the strongest influence on grieving stages. Perceived job alternatives became more important for exploration and acceptance of leaving at Time 4. Being the primary income source, having lower core self‐evaluation, and stronger community ties were generally linked to greater employee depression about leaving the company across times. Additional applications for the suggested grieving stages measure are needed in future job loss research.     

Evaluation in the private sector: Evolution and professionalization of quality management

This article reviews different approaches to quality management in the private sector from an evolutionary perspective. Two dimensions of this evolution are crucial: the scope of evaluation (“product” versus “system”) and the objective versus intersubjective orientation. Experiences within the private sector can be relevant for the public sector, with adaptation for public sector characteristics. Complexity of both object and process of evaluation has implications for the professionalization of the evaluation function.     

Differential incidence of procrastination between blue and white-collar workers

The present study compared chronic procrastination tendencies claimed by “whitecollar” working adults (n = 141) with rates reported by Harriott and Ferrari ( 1996) of “blue-collar” working adults (n - 211). Participants completed reliable and valid measures of everyday procrastination tendencies (decisional, arousal, and avoidant), and socio-demographic items at one of several public forums. Results showed no significant difference between classes of working adults on age, gender, marital status, or the number of children, although “white-collar” workers claimed higher levels of education than “blue-collar” workers. “White-collar” workers also reported significantly higher scores on all three forms of chronic procrastination than “blue-collar” workers. It seems that professional employees report procrastination more frequently than unskilled workers. Further research is needed to explore the causes and consequences associated with differences in chronic procrastination by occupational group.     

Resistance to Women in Ministry and the Psychodynamics of Sadness

The relationship between losses within mainline Protestant churches and the resistance to women in ministry is explored. Loss in congregations and denominations awakens an unconscious desire for a “dominant other” that will save the church from real or perceived loss or even the threat of death. Women are not seen as “dominant” and are thus overlooked when leadership for restoration is sought. Loss may also awaken unconscious resentment and hatred against women. Women are associated with the “wombishness” of Jesus, a trait historically rejected, but one that could not be destroyed even as it remained life-giving and nurturing.     

Perception and Reactions to Inequity as a Function of Social Comparison Referents and Hierarchical Levels1

Perceptions and reactions to inequity may hinge on referents of comparison and also on employees' rank in the organization. This study examined how three comparison referents—internal same-rank, external same-rank and external whole-organization—and respondents' hierarchical status in the company influence perceptions of inequity. The study also examined the relationship of perceived inequity with affect, job satisfaction, job involvement, organizational commitment, and stress. Seventy-five employees randomly selected from the three hierarchical levels of a manufacturing company (managers, supervisors, and workers) were the respondents. Results suggest that when individuals made comparisons with external same-rank and external whole-organization referents they experienced more inequity than when they made internal same-rank comparisons. Managers in comparison to supervisors and workers perceived less inequity related to pay, general rules administration, promotion, company and fringe benefits, advancement opportunities, and social power. Perception of inequity was found to be negatively related to job involvement, job satisfaction, and affect, and positively related to stress. Results implicate the role of social comparison referents in the evaluation of organizational rewards and perceptions of inequity.     

The Influence of Emotional Dissonance on Subjective Health and Job Satisfaction: Testing the Stress–Strain–Outcome Model

We adopted the stress–strain–outcome model ( Koeske & Koeske, 1993 ) to examine the influence of work stressors on subjective health and job satisfaction among Chinese service employees. Two independent studies were reported. In the first study, 271 employees provided cross‐sectional data on work characteristics, emotional dissonance, work strain, and job satisfaction. Structural equation modeling showed that work characteristics were related to emotional dissonance, which, in turn, was associated with work strain, with the latter eventually predicting job satisfaction. Study 2 was a 3‐month longitudinal survey with a separate sample of 155 call‐center and retail‐shop representatives. Longitudinal data showed that emotional dissonance at Time 1 significantly predicted work strain at Time 2, which predicted job satisfaction at Time 2.     

Gender Differences in the Incidence of Depression and Anxiety: Econometric Evidence from the USA

Using data from the Collaborative Psychiatric Epidemiology Surveys (CPES) for the United States for the period 2001–2003, this paper addresses a vexed question relating to inter-gender differences in depression rates, namely how much of the observed difference in depression rates between men and women may be explained by differences between them in their exposure, and how much may be explained by differences between them in their response, to depression-inducing factors. The contribution of this paper is to propose a method for disentangling these two influences and to apply it to US data. The central conclusion of the paper was differences between men and women in rates of depression and anxiety were largely to be explained by differences in their responses to depression-inducing factors: the percentage contribution of inter-gender response differences to explaining the overall difference in inter-gender probabilities of being depressed was 93 percent for “sad, empty type depression”; 92 percent for “very discouraged” type depression; and 69 percent for “loss of interest” type depression.     

The use of the occupational stress indicator (OSI) in factory workers in China

The purpose of the study was to investigate occupational stress among Chinese factory workers (N=342), from three cities of South East China, using the shortened version of the Occupational Stress Indicator (OSI)-2. The results showed that the reliabilities and predictive validity of the OSI-2 subscales and other subscales used for the study were reasonably high. Quite a high percentage of workers perceived high work pressure. The main sources of stress were intrinsic to the job; and the coping strategies that were most frequently used to tackle stress were “control” methods. In addition, “satisfaction on environmental condition” seemed to be a common predictor for job satisfaction, and mental and physical well-being. The logical relationships between job satisfaction, mental well-being and physical well-being in Chinese workers have provided support to the findings obtained in Western countries.     

Perfectionism,life events,and depressive symptoms: A test of a diathesis-stress model

The present research tested the hypothesis that perfectionists who experience stress are vulnerable to depression, in part because negative life events represent a failure to maintain control over negative outcomes. In Study 1, 215 subjects completed the Multidimensional Perfectionism Scale (MPS) and control measures. The MPS assesses self-oriented, other-oriented, and socially prescribed perfectionism. It was confirmed that self-oriented and other-oriented perfectionism were associated with both higher desire for control and greater perceived personal control. Study 2 examined whether trait levels of perfectionism moderate the link between life stress and symptoms of depression. In addition, prospective analyses investigated whether perfectionism accounts for changes in levels of depressive symptomatology over time. Two samples comprised of 374 students (Sample 1) and 173 students (Sample 2) completed the MPS and measures of major life stress and depression symptoms. Subjects in Sample 2 completed these measures at two timepoints separated by a three-month interval. Regression analyses indicated that self-oriented perfectionism and life stress interact significantly to produce higher levels of depressive symptomatology. Moreover, in Sample 2, self-oriented perfectionism at Time 1 was associated with increases in depression symptoms three months later for those individuals who had experienced a major life event. The results provide support for diathesis-stress models, which maintain that perfectionists exposed to life stress are vulnerable to symptoms of depression. The results are discussed in terms of their implications for the study of personality, stress, and vulnerability to symptoms of depression. This research was supported by grants #410-89-0335, #410-91-8056, and #410-93-1256 from the Social Sciences and Humanities Research Council of Canada awarded to the authors.     

Assessing the impact of organizational communication on job satisfaction and job performance

The present paper analyses the impact of organizational communication on job satisfaction and job performance. Data were collected from 380 employees working at different managerial levels in various organizations in India by using Organizational Communication Scale (Roberts & O’Reilly, 1974), Job Satisfaction Survey scale (Spector, 1985), and Job Performance scale (Rodwell, Kienzle & Shadur, 1998). It was found that organizational communication had a significant effect on job satisfaction and job performance of the employees. The analysis further indicated that the employees at different levels perceived job satisfaction differently. Thus, it can be inferred that in Indian organizations, job satisfaction and performance are very much dependent on the communication behavior of the organization.     

Perfectionism, life events, and depressive symptoms: A test of a diathesis-stress model

The present research tested the hypothesis that perfectionists who experience stress are vulnerable to depression, in part because negative life events represent a failure to maintain control over negative outcomes. In Study 1, 215 subjects completed the Multidimensional Perfectionism Scale (MPS) and control measures. The MPS assesses self-oriented, other-oriented, and socially prescribed perfectionism. It was confirmed that self-oriented and other-oriented perfectionism were associated with both higher desire for control and greater perceived personal control. Study 2 examined whether trait levels of perfectionism moderate the link between life stress and symptoms of depression. In addition, prospective analyses investigated whether perfectionism accounts for changes in levels of depressive symptomatology over time. Two samples comprised of 374 students (Sample 1) and 173 students (Sample 2) completed the MPS and measures of major life stress and depression symptoms. Subjects in Sample 2 completed these measures at two timepoints separated by a three-month interval. Regression analyses indicated that self-oriented perfectionism and life stress interact significantly to produce higher levels of depressive symptomatology. Moreover, in Sample 2, self-oriented perfectionism at Time 1 was associated with increases in depression symptoms three months later for those individuals who had experienced a major life event. The results provide support for diathesis-stress models, which maintain that perfectionists exposed to life stress are vulnerable to symptoms of depression. The results are discussed in terms of their implications for the study of personality, stress, and vulnerability to symptoms of depression. This research was supported by grants #410-89-0335, #410-91-8056, and #410-93-1256 from the Social Sciences and Humanities Research Council of Canada awarded to the authors.     

Job crafting for lean engagement: The interplay of day and job-level characteristics

The quality of working life under the production system known as lean manufacturing (LM) is a heavily debated topic. Little is known about the engagement level of employees under this system. Our study is concerned with how employees in this context craft their jobs to enhance their own engagement, and we specifically consider how daily skill utilization triggers this process. Using a cross-level perspective, we further consider whether job-level characteristics relevant to the lean context, namely task interdependence and boundary control, restrict or facilitate the effects of daily skill utilization. A daily diary study was conducted over 4 working days with 64 employees in a large company utilizing LM. The results of multilevel structural equation modelling demonstrated that on a given day, skill utilization was associated with seeking resources, and this relationship was stronger when employees had high boundary control and low task interdependence in their general job roles. Results further demonstrated that employees experienced higher work engagement on days when they sought resources and challenges. Our findings illustrate the motivational potential of job crafting under LM and how crafting activities can be facilitated by the design of jobs and allocation of daily tasks.