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.     

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high‐quality supervisor–employee relationships. A full cross‐lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.     

Job demands and resources as antecedents of work engagement: A longitudinal study

By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel (n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be the best lagged predictors of the three dimensions of work engagement. However, only the positive effect of job control on dedication remained statistically significant after controlling for the baseline level of work engagement (Time 1).     

Impulsivity as a precedent factor for problematic Internet use: How can we be sure?

Previous research has suggested that problematic Internet use (PIU) is associated with impulse control disorder. Although researchers have suggested that impulsivity is a risk factor for PIU, the literature lacks longitudinal evidence on the relationship between impulsivity and PIU. We aimed to use a cross‐lagged analytic framework to identify temporal order effects and hypothesised that impulsivity was the precedent factor for PIU. In a panel sample of college students (N = 367), trait impulsivity and PIU were measured in the spring of freshman year and in their junior year. The measures included a self‐developed PIU Scale and the revised Impulsiveness Scale based on Barratt's concept. We found that “non‐planning impulsivity” was not associated with PIU. The “motor impulsivity” subfactor was thus adopted in the cross‐lagged model. The results suggest that motor impulsivity and PIU were stable across time. Motor impulsivity at Time 1 positively predicted PIU at Time 2, but PIU at Time 1 did not predict motor impulsivity at Time 2. A further investigation using gender as a moderator found a gender difference in the temporal relationship. Because motor impulsivity is a risk factor for PIU, potential prevention strategies based on this result are suggested.     

A Longitudinal Test of the Job Demands‐Resources Model among Australian University Academics

A longitudinal test of the Job Demands‐Resources (JD‐R) model of work stress and engagement ( Bakker & Demerouti, 2007 ; Demerouti et al., 2001 ) was conducted in a sample of Australian university academics (N= 296). The aim was to extend the JD‐R model by (1) determining how well job demands (work pressure, academic workload) and job resources (procedural fairness, job autonomy) would predict psychological strain and organisational commitment over a three‐year period, and (2) incorporating longitudinal tests of reversed causation. The results of SEM analyses showed that Time 1 resources directly predicted Time 2 strain and organisational commitment, but that Time 1 demands predicted Time 2 strain only indirectly via job resources. We did not find evidence for reversed causation. We discuss possible mediators of the relationships between working conditions and work stress outcomes, and the practical implications of the results.     

Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation

Innstrand, S. T., Langballe, E. M., Espnes, G. A., Aasland, O. G. & Falkum, E. (2010). Personal vulnerability and work‐home interaction: The effect of job performance‐based self‐esteem on work/home conflict and facilitation. Scandinavian Journal of Psychology 51, 480–487. The aim of the present study was to examine the longitudinal relationship between job performance‐based self‐esteem (JPB‐SE) and work‐home interaction (WHI) in terms of the direction of the interaction (work‐to‐home vs. home‐to‐work) and the effect (conflict vs. facilitation). A sample of 3,475 respondents from eight different occupational groups (lawyers, physicians, nurses, teachers, church ministers, bus drivers, and people working in advertising and information technology) supplied data at two points of time with a two‐year time interval. The two‐wave, cross‐lagged structural equations modeling (SEM) analysis demonstrated reciprocal relationships between these variables, i.e., job performance‐based self‐esteem may act as a precursor as well as an outcome of work‐home interaction. The strongest association was between job performance‐based self‐esteem and work‐to‐home conflict. Previous research on work‐home interaction has mainly focused on situational factors. This longitudinal study expands the work‐home literature by demonstrating how individual vulnerability (job performance‐based self‐esteem) contributes to the explanation of work‐home interactions.     

Who Cares? The Role of Job Involvement in Psychological Contract Violation

This study examined survey data from full‐time employees employed in a variety of occupations. We empirically examined how psychological involvement with one's job affects reactions to psychological contract violation. Data for control variables (i.e., age, gender, organizational tenure), the independent variable (i.e., psychological contract violation), and the moderator (i.e., job involvement) were taken at Time 1; and dependent variables (i.e., depressed mood at work, turnover intention) were taken at Time 2. Results illustrated that job involvement was an important construct in understanding individuals' negative reactions to psychological contract violations. Implications and limitations are discussed, and suggestions for future research are offered.     

Employee perceptions of climate as an antecedent of time banditry in the workplace

Time banditry has recently been introduced as a distinct construct in the organizational behavior literature. An employee is engaged in time banditry when he or she pursues nontask‐related activities during work time (i.e., chatting with a co‐worker or surfing the web). This study examines the novel concept of time banditry and the impact of climate on its prevalence in the workplace. Climate is a direct reflection of how employees feel about where they work, and is postulated to have a direct effect on engagement in time banditry behaviors. Results provide evidence that employee perceptions of process, policies, and satisfaction as they relate to the job climate are positively related to engagement in time banditry. Thus, when climates promote positive feelings at the job level, employees actually engage in more time banditry behavior. However, no significant relationship was found between time banditry and climate perceptions at the team or the organizational level.     

Job autonomy and workload as antecedents of workplace bullying: A two‐wave test of Karasek's Job Demand Control Model for targets and perpetrators

The current study aims to test the hypotheses that are central to Karasek's Job Demand Control Model in relation to workplace bullying. Particular contributions are, first, the focus upon both targets and perpetrators of workplace bullying, and second, the two‐wave design with a 6‐month time lag. We assume that (a) workload at Time 1 associates positively with being a target/perpetrator at Time 2, (b) job autonomy at Time 1 associates negatively with being a target/perpetrator at Time 2, and (c) the positive relationship between workload at Time 1 and being a target/perpetrator at Time 2 is stronger under the condition of low (vs. high) job autonomy at Time 1 (i.e., interaction between workload and job autonomy). Moderated hierarchical regression analyses (N= 320) revealed lagged main effects for being a target, and interaction effects for being a perpetrator. In particular, Time 1 workload was positively and Time 1 job autonomy negatively associated with being a target at Time 2. Job autonomy at Time 1 reduced the positive relationship between workload at Time 1 and being a perpetrator at Time 2. Overall, our results suggest that high strain jobs relate to both being a target and to being perpetrator of workplace bullying, yet through different processes: main effects and interactions, respectively.     

Interface between work and family: A longitudinal individual and crossover perspective

This study assessed longitudinal individual and crossover relationships between work‐family conflict and well‐being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual‐earner couples. The results revealed only longitudinal individual effects over a 1‐year period. First, high family‐to‐work conflict (WFC) at Time 1 was related to a high level of work‐to‐family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work‐family conflict led to poor well‐being outcomes or increased perceived work‐family conflict later on. Longitudinal crossover effects from one partner to another were not observed within a 1‐year perspective.     

THE ROLE OF AFFECT AND LEADERSHIP DURING ORGANIZATIONAL CHANGE

Based on multilevel data collected at 2 points in time, we examine the role of employees’ affective experiences in shaping their commitment and behavioral responses to both the initial (Time 1) and later (Time 2) phases of organizational change (12 months later). We also test the cross‐level effect of workgroup managers’ transformational leadership on their employees’ responses to change. We find strong support for predicted longitudinal relationships between employees’ affective experiences and their commitment and behavioral responses to change. In particular, employees’ positive and negative affect (NA) at Time 1 significantly predict both their commitment to change and the 3 dimensions (supportive, resistant, and creative) of behavioral responses at Time 2. Further, the effects of NA directly influence employee change commitment and behaviors at Time 2, whereas the long‐term effects of positive affect occur both directly and indirectly through commitment to change at Time 1. Finally, our results support the hypothesized role of workgroup managers’ transformational leadership in shaping employees’ affective reactions and commitment to change at the initial phase of change and thereby, their subsequent behavioral responses in the later phase. We discuss the implications for theory and practice in organizational change.     

Family mastery enhances work engagement in Chinese nurses: A cross-lagged analysis

Based on Greenhaus and Powell's (2006) theory of work–family enrichment and the job demands-resources (JD-R) model of work engagement (Bakker & Demerouti, 2008), this study focused on the family-to-work enrichment process by investigating the effect of family mastery on work engagement in a Chinese context. A sample of 279 Chinese female nurses completed questionnaires in a two-wave longitudinal survey. With a cross–lagged analysis, the results indicated that family mastery at Time 1 had a significant positive effect on work engagement at Time 2. Furthermore, the relationship between family mastery and work engagement was stronger in a context of high (vs. low) job demand. These findings suggested that resource generated in family could directly help people stay engaged in the workplace, particularly under stressful working conditions. Our findings have expanded the JD-R model of work engagement and bridged it with theory of work–family enrichment. Implications for theory and practices are discussed.     

The Relation of Pro‐Sociality to Self‐Esteem: The Mediational Role of Quality of Friendships

The present longitudinal study examined the role of quality of friendship in mediating the relation of pro‐sociality to self‐esteem over time. Participants were 424 Italian young adults (56% females) assessed at two waves (M_age = 21.1 at Time 1; M_age = 25 at Time 2). An autoregressive cross‐lagged panel model was used to test the mediational model. Self‐ and friend‐report measures of pro‐sociality, quality of friendship, and self‐esteem were included in the analyses. Results were in line with the hypothesized paths, with quality of friendship mediating the relation of pro‐sociality to later self‐esteem above and beyond its high stability. Self‐esteem, in turn, predicted pro‐sociality 4 years later. Overall, the present findings support the potential benefits of behaving pro‐socially for an actor in terms of increased perceived self‐worth and also expand previous work by outlining the specific mediational role of the quality of friendships. The theoretical and practical implications of these results are discussed.     

Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction

Bullying at work has profound effects on both the individual and organization. We aimed to determine if organizational psychosocial safety climate (PSC; a climate specific to worker psychological health) could reduce workplace bullying and associated psychological health problems (i.e., distress, emotional exhaustion, depression) if specific procedures were implemented (PSC enactment). We theorized that the PSC enactment mechanism works via psychosocial processes such as bullying mistreatment climate (anti-bullying procedures), work design (procedures reduce stress through work redesign), and conflict resolution (procedures to resolve conflict). We used two-wave national longitudinal interview data from 1,062 Australian employees (Australian Workplace Barometer project) and structural equation modelling to explore relationships over 4 years. PSC Time 1 predicted enacted PSC and reduced bullying 4 years later. PSC Time 1 was indirectly negatively related to poor psychological health Time 2 through enacted PSC and bullying. Bullying Time 1 also gave rise to procedures which in turn reduced bullying Time 2. Our findings suggest a multi-component approach to prevent or reduce bullying. Procedures (to reduce psychosocial hazards) that emerge in a high PSC context are more comprehensive than those triggered by bullying (reactive procedures), and can therefore be more effective in reducing worker mistreatment. Building PSC and a strong climate for psychological health, and enacting PSC is fundamental to bullying prevention.     

Role of Political Skill in Job Performance Prediction Beyond General Mental Ability and Personality in Cross‐Sectional and Predictive Studies1

Political skill is the capacity to understand others in working life effectively, and to apply such knowledge to induce others to act in ways that add to one's personal or organizational goals. The present investigation reported the results of 2 studies designed to examine the job performance prediction effectiveness of political skill when investigated in conjunction with general mental ability (GMA) and personality characteristics. The results demonstrated that political skill accounted for a significant proportion of job performance variance beyond GMA and personality variables cross‐sectionally in Study 1, and predictively (i.e., using a 1‐year timeframe) in Study 2 examining effects on multiple dimensions of job performance. The implications of these results, strengths, limitations, and directions for future research are discussed.     

Cross‐level,three‐way interactions among work‐group climate,gender, and frequency of harassment on morale and withdrawal outcomes of sexual harassment

We examined the effects of gender and work‐groups' perceptions of climate for sexual harassment on the relationship between individuals' sexual harassment experiences and job‐related outcomes (namely, job satisfaction, affective organizational commitment, work withdrawal, and job withdrawal). Drawing from a variety of theories, we proposed that a beneficial climate would buffer men from negative outcomes, but would intensify negative outcomes for women. Significant three‐way interactions were found for job satisfaction, affective organizational commitment, and job withdrawal. Results indicated that beneficial work‐group climate perceptions buffered men from decrements in job satisfaction and work withdrawal, but intensified decrements in all three outcomes for women. Implications for research and practice are discussed.     

ANTECEDENTS AND CONSEQUENCES OF PSYCHOLOGICAL WORKPLACE STRAIN DURING EXPATRIATION: A CROSS-SECTIONAL AND LONGITUDINAL INVESTIGATION

In this study, we examined nonlinear/interaction effects associated with the antecedents and consequences of psychological workplace strain, using cross-sectional ( N = 165) and longitudinal ( N = 133) data collected from Western expatriates in China. The results of this study indicate that family characteristics interact to affect the level of psychological workplace strain experienced by expatriates. In addition, we find an inverse u-curve relationship between psychological workplace strain and supervisory rated job performance for both cross-sectional and longitudinal analyses. Finally, the empirical results lend support to the hypothesized positive relationship between work adjustment measured at Time 1 and job performance measured at Time 2. Implications for expatriate adjustment research and practice are discussed.     

A Compositional Analysis of the Organizational Climate-Performance Relation: Public Schools as Organizations

The present study examined specific aspects of organizational climate related to job satisfaction, employee turnover, and organizational performance in public elementary schools. Survey data were obtained from school staff and students and from school district archives. Hypotheses tested included: (1) Employee perceptions of organizational climate and job satisfaction, when aggregated to an organizational level, would represent group-level constructs; (2) Employee perceptions of positive organizational climate would be associated with higher levels of job satisfaction and organizational performance and with lower levels of employee turnover; (3) Relations of organizational climate to organizational performance and to employee turnover would be mediated by employee job satisfaction; and (4) Employee perceptions of positive organizational climate and job satisfaction would be associated with less achievement disparity between minority and non-minority students. Study results supported all but one hypothesis. There was no evidence for the mediating effects of job satisfaction on relations of organizational climate to organizational performance and to employee turnover. Results were consistent with the broader organizational literature, which has shown the importance of orderly work environments, collegial relations, and supportive leaders for effectively functioning groups and organizations.     

Directionality of the Association Between Social Support and Posttraumatic Stress Disorder: A Longitudinal Investigation1

This study examined the nature of the association between social support and posttraumatic stress disorder (PTSD) symptomatology among 2,249 male veterans of the 1990‐1991 Gulf War. Using structural equation modeling, a cross‐lagged panel analysis indicated a strong negative relationship between PTSD at Time 1 and social support at Time 2, while social support at Time 1 did not predict PTSD at Time 2. Findings suggest that, over time, interpersonal problems associated with PTSD may have a detrimental influence on the quality and quantity of available social support resources. It is recommended that greater focus be placed on the interpersonal skills of those suffering from PTSD.     

学校组织气氛与教师工作绩效的关系分析

本研究借助于自编的学校组织气氛量表和教师工作绩效量表,通过对分层随机抽取的378名教师进行了调查,探讨了学校组织气氛与教师工作绩效的关系,结果发现学校组织气氛与教师工作绩效相关非常显著。回归分析和差异检验的结果进一步揭示:学校组织气氛是教师工作绩效的较好预测变量。其中,教学气氛是教师工作绩效的显著预测变量。同时,本研究还发现学校组织气氛对教师任务绩效影响非常显著,但对教师情境绩效影响不显著。