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24 ReferencesA longitudinal study of relations between job stressors and job strains while controlling for prior negative affectivity and strains
Abstract
Interpretation of observed relations between job stressors and job strains in cross-sectional surveys is often ambiguous because of possible 3rd variables (both stable background factors, such as personality, and transitory occasion factors, such as mood). In this longitudinal study, negative affectivity (NA) and strains were assessed both in college and later on the job. Stressors were assessed only on the job. Evidence was found that some background factors affected measures of job stressors and job strains in that college measures were significantly related to subsequent measures on the job. Relations between job stressors and job strains, however, were in most cases not affected significantly when prior strains and NA were controlled for. Furthermore, the results suggested that NA measures are subject to occasion factors.
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- Ensuite, les traits spécifiques s'appliquent à des comportements plus précis, telle la recherche de solution pour s'adapter aux diverses situations et peuvent varier davantage que les traits généraux selon les situations. Il s'agit des caractéristiques intrinsèques à l'individu qui peuvent influencer sa capacité d'adaptation (coping) (Cohen & Edwards, 1989 ; Spector et al., 2000). 2.3.1.
[Show abstract] [Hide abstract] ABSTRACT: Cette étude vise à évaluer l’effet modérateur des traits de personnalité sur la relation entre les conditions de l’organisation du travail et l’épuisement professionnel. Selon les théories du stress (Lazarus & Folkman, 1984 ; Marchand, 2004 ; Pearlin, 1999), certains traits de personnalité dont le travailleur dispose seraient susceptibles d’influencer son adaptation au stress, et ainsi agir comme des modérateurs de la relation entre les stresseurs du travail et l’épuisement professionnel. Les principaux résultats obtenus confirment que l’estime de soi et le centre de contrôle sont des traits de la personnalité qui modèrent la relation entre le travail et l’épuisement professionnel. Les résultats de cette étude peuvent être utiles pour des activités de gestion de ressources humaines, notamment la gestion des carrières, la gestion des promotions et la sélection de personnel.- In the present study, we intentionally focus on role clarity and role conflict. These two role constructs were selected on the basis of past research wherein it has been shown that role conflict and the absence of role clarity consistently predict a variety of well-being outcomes, as well as workplace behaviors such as bullying and counterproductive work behavior (Nixon, Mazzola, Bauer, Krueger, & Spector, 2011; Spector et al., 2000). Further, role clarity and role conflict have been shown to have strong relationships with job attitudes (compared with role over- load; Jackson & Schuler, 1985; Örtqvist & Wincent, 2006).
[Show abstract] [Hide abstract] ABSTRACT: In this study, we seek to highlight a potentially fundamental shift in how dynamic stressor-strain relationships should be conceptualized over time. Specifically, we provide an integrated empirical test of adaptation and role theory within a longitudinal framework. Data were collected at 3 time points, with a 6-week lag between time points, from 534 respondents. Using latent change modeling, results supported within-person adaptation to changes in job satisfaction and role conflict. Specifically, over the 12-week course of the study, changes in role clarity tended to be maintained, whereas changes in job satisfaction and role conflict tended to be fleeting and reverse themselves. Theoretical implications and future directions are discussed. (PsycINFO Database Record- Therefore, teams that implement more innovations in a given period will have a higher work load than teams that implement fewer innovations (Anderson et al., 2004; Janssen et al., 2004). This increased work load will result in greater feelings of tension and anxiety among team members of the more innovative teams (Spector, Chen, & O'Connell, 2000), that is, a higher level of negative team mood. Based on these ideas, we hypothesize the following:
[Show abstract] [Hide abstract] ABSTRACT: We investigated whether the number of innovations implemented in work teams is positively related to team task conflict and negative team mood, and whether the latter variables mediate the relationship between the number of innovations implemented and aggregate job satisfaction and team performance. The results obtained in a sample of 89 bank branches, where measures were obtained at three different times, partially supported our hypotheses. Whereas the number of innovations implemented had a positive direct effect on team performance, it had a negative indirect effect on team performance and aggregate job satisfaction, via negative team mood. These findings help uncover some of the dysfunctional consequences of innovation in work teams.- Although there may be many outcomes of stressors, strain is considered a key outcome of the stress process. Most strains discussed in the literature are related to personal strains which may be associated with roles, finances, and relationships (Bitsika, Sharpley, & Rubenstein, 2010;Spector, O'Connell, & Chen, 2000). How a student copes with their stressors and strains is significant for personal and academic reasons and involves a constant process of cognitive and behavioural attempts to manage demands, often perceived as being beyond an individual's resources.
- When a person perceives a situation as a threat, threat responses (including negative emotions) are a likely result (Blascovich & Tomaka, 1996; Weiss & Cropanzano, 1996). A few empirical studies have indeed examined and confirmed a positive association between conflict at work and discrete negative emotions (e.g., anger, contempt), increased feelings of depression, and lowered satisfaction (De Dreu et al., 2004; Spector, Chen, & O'Connell, 2000; Spector & Jex, 1998; see also Morris & Perez, 1972). It is therefore conceivable that the experience of bystander conflict will increase people's negative emotions such as anxiousness, frustration, and nervousness, and at the same time, decrease positive emotions such as enthusiasm .
- When a person perceives a situation as a threat, threat responses (including negative emotions) are a likely result (Blascovich & Tomaka, 1996; Weiss & Cropanzano, 1996). A few empirical studies have indeed examined and confirmed a positive association between conflict at work and discrete negative emotions (e.g., anger, contempt), increased feelings of depression, and lowered satisfaction (De Dreu et al., 2004; Spector, Chen, & O'Connell, 2000; Spector & Jex, 1998; see also Morris & Perez, 1972). It is therefore conceivable that the experience of bystander conflict will increase people's negative emotions such as anxiousness, frustration, and nervousness, and at the same time, decrease positive emotions such as enthusiasm .
[Show abstract] [Hide abstract] ABSTRACT: Bystander conflict is a situation in which employees are hindered in their work by parties not involved in the primary process. Public service employees and emergency care workers, such as ambulance employees and firefighters, often encounter this kind of conflict with potentially far-reaching detrimental effects for public or patient safety. Unfortunately, until now, bystander conflict has hardly received scientific attention. In this paper, we will present the results of an experiment (Study 1) and a simulation study (Study 2). Taken together, the results indicate that bystander conflict is negatively related to the affective, behavioural, and cognitive outcomes of individuals. Higher levels of bystander conflict were associated with more negative and less positive feelings (Studies 1, 2), unfavourable bystander appraisals (Studies 1, 2), and lower levels of performance (Study 2). Additionally, Study 2 revealed that bystander conflict was negatively and indirectly related to positive affect and performance through cognitive capacity. We investigated the moderating role of resilience, in order to provide insight into potential factors alleviating these negative associations. In both studies, resilience alleviated the negative associations of bystander conflict. Overall, the results of the two studies provide a first step towards a theory on bystander conflict.
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