Terry A. Beehr's research while affiliated with Central Michigan University and other places
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Publications (221)
Purpose
The main purpose of the current research is to examine affective and cognitive mechanisms by which the trickle-down effect of work engagement from leader to follower takes place.
Design/methodology/approach
The current research consisted of two independent studies. In study 1, an experience sampling method was used ( N = 1,321 data points...
Purpose
Employees' entrepreneurial behavior, innovativeness, proactiveness and risk-taking can contribute to business performance and success, making it important for the organization. Yet, little is known about how management can promote their employees' entrepreneurial behaviors. Based on workplace resources theories, the present study tested a s...
In this Cambridge Companion, global thought leaders in the fields of workplace stress and well-being highlight how theory and research can improve employee health and well-being. The volume explains how and why the topics of workplace stress and well-being have evolved and continue to be highly relevant, and why line managers have great influence o...
Based on the Conservation of Resources theory, we develop dual mechanisms by which lunchtime recovery activities predict creativity. Specifically, by conceptualizing the quality of lunchtime naps and meals as examples of recovery activities, we expect these recovery activities help individuals replenish their psychological resources in the form of...
Based on the job demand-resources framework, we developed and tested a serial mediation model where employees’ political skill predicts their withdrawal behaviors and subjective well-being, with job crafting as a first mediator, and job-based psychological ownership and perceived stress as second mediators. Full-time
U.S. employees (n = 322) in a v...
Drawing from Conservation of Resources theory, the present study examines a serial mediation model in which competitive climate predicts work‐to‐family conflict via two mediators – first, excessive and compulsive workaholism, and then emotional exhaustion. As organizations may differ in terms of their competitive climate, we test our model based on...
Based on conservation of resources theory, the present study examines a serial mediation model in which empowering leadership predicts the nature of work-home interfaces via cognitive states and processes (interactional justice and work rumination). Two waves of data with a one-month interval were obtained from 195 full-time Korean employees. Struc...
Previous research extensively studied reasons for and ways to avoid low response rates, but it largely ignored the primary research issue of the degree to which response rates matter, which we address. Methodological survey research on response rates has been concerned with how to increase responsiveness and with the effects of response rates on va...
Based on conservation of resources theory, this study investigates how work‐to‐family conflict may lead to job strain and job search behavior. Using social identity theory, it also examines how organizational identification and worker cooperatives influence the relationships of both work‐to‐family conflict and job strain with job search behavior. U...
The purpose of this study is to develop and test a theoretical model that distinguishes how death anxiety and death reflection influence organizational citizenship behavior (OCB) directed towards the organization (OCB-O) and individuals within it (OCB-I). We draw from terror management and posttraumatic growth (PTG) theories to argue for prosocial...
Based on the Threat‐to‐Self‐Esteem (TSE) model integrated with the Conservation of Resource (COR) theory, we proposed an inverted U‐shaped curvilinear relationship between receiving instrumental social support and task performance, mediated by work engagement. Further, grounded on the TSE model, we proposed the provision of instrumental social supp...
Based on workplace resources theories, especially conservation of resources theory, the present study examines if empowering leadership promotes subordinates’ innovative work behavior and reduces workplace bullying through two mediators, an energic state (thriving at work) and an attentional state (job boredom). U.S. employees answered questionnair...
The present study examines a serial mediation model based on conservation of resources theory, in which empowering leadership predicts the nature of work-family interfaces via work engagement and work reflection. The examination of work reflection extends prior research on the work-family interface and allows for testing the effects of resources cr...
In 2019, we put out the call for submissions to a special issue of Journal of Occupational Health Psychology (OHP) on preventing interpersonal stressors. At that time, we could not imagine that in 2020, a global pandemic (coronavirus disease [COVID-19]) would suddenly shut down our workplaces and result in a loss of face-toface interpersonal intera...
Asian economies have experienced extraordinary growth in recent decades, and yet individual employee happiness and satisfaction has remained relatively stagnant. This can be explained in part by a related shift toward materialist goal aspirations. Goal Contents Theory (GCT) suggests that not all goals are created equal: intrinsic goal orientations...
Soldiers deployed to combat zones are likely to experience some stressful situations that can result in individual strains or ill health. In addition to the stressors originating in situ, problems at home can also affect soldiers' strains and attitudes about deployment. However, they may also possess resources in the form of social support from bot...
Employees’ job crafting is important because it can result in better person-job fit and motivate better performance, producing favorable outcomes for both employees and organizations. Based on conservation of resources and job crafting theories, we examined effects of environmental resources (job security, autonomy, and feedback) on employees’ craf...
Based on resources theories, the present study examines a serial mediation model, in which empowering leadership predicts employee job crafting through psychological capital (PsyCap) and trust in leader, and job crafting subsequently predicts three different work behaviors: psychological withdrawal, physical withdrawal, and positive work behavior....
Social information processing theory argues that information available from coworkers and the general social environment in the workplace are related to employees’ attitudes and behaviors. Focusing on valence of coworker communication content (i.e., positive or negative conversation about work), we proposed and tested two models: first, communicati...
We investigated whether the congruence between (a) a leader’s perceptions of an actual follower and (b) that leader’s implicit perception of a generalized follower (leaders’ implicit followership theory, IFT), both measured at Time 1, would predict five outcomes measured 10 weeks later at Time 2. These included four outcomes assessed by leaders (le...
The present study examines a serial mediation model based on resources theories, in which empowering leadership predicts the nature of work-home interfaces via organizational justice and work rumination. The study’s examination of work rumination extends prior research on work-home interfaces and allows for testing the potential effects of organiza...
By Norbert K. Semmer & Franziska Tschan & Nicola Jacobshagen & Terry A. Beehr & Achim Elfering & Wolfgang Kälin & Laurenz L. Meier was originally published Online First without Open Access.
Relationships found between substantive variables in organizational psychology research are commonly used both to develop theory and propose applied projects. Researchers are therefore concerned with response rates in employee samples if they think relationships among the variables will be affected by response rates. General social science survey r...
Employee entrepreneurial behavior, their innovativeness, proactiveness, and risk-taking, can improve business performance. Employees’ abilities to identify and use opportunities can engender entrepreneurial capacities, activities, and strategies by introducing newer, better products, services, and processes (de Jong, Parker, Wennekers, & Wu, 2015)....
Employees who hold collectivistic values care more about the interests of their group or collective than do their individualistic counterparts. We examined the potential effects of the combination of individual values, nations, and job satisfaction on organizational citizenship behaviours among 308 public school teachers in China, Kuwait, and the U...
Based on workplace resource theories, we examine if empowering leadership promotes followers’ innovative work behavior and reduces workplace bullying through two important mediators, thriving at work and job boredom. Data were collected from U.S. employees at three separate times with one-month lags. Results from structural equation modeling along...
Purpose
Procedural justice consists of employees' fairness judgments about decision-making processes used to allocate organizational rewards and has been linked to positive work outcomes. The study drew from social exchange and reciprocity theories to examine a model proposing psychological empowerment and organization-based self-esteem (OBSE) as t...
Work-home enrichment occurs when employees' work roles and experiences lead to benefits and resources that improve the quality of life in the home role. Guided by the self-determination theory (SDT), we developed a serial mediation model in which empowering leadership predicted work-home enrichment via satisfaction of innate psychological needs of...
Based on job crafting theory and workplace resources theories, the present study develops a model of both antecedents and consequences of job crafting. We hypothesized subordinates’ perceptions of empowering leadership and core self-evaluations influence employee job crafting behaviours, which subsequently influence four outcomes: improving three e...
The present study tested a serial mediation model in which political skill is associated with employee withdrawal behaviors and subjective well-being with job crafting as a first mediator, and job-based psychological ownership and perceived work stress as second mediators. Full-time U.S. employees recruited via TurkPrime participated in a four-wave...
Stress is related to goals being thwarted. Arguably, protecting one’s self, both in terms of personal self-esteem and in terms of social self-esteem, is among the most prominent goals people pursue. Although this line of thought is hardly disputed, it does not play the prominent role in occupational health psychology that we think it deserves. Stre...
There are many ways to categorize work‐related stressors, and in recent years, a common distinction in occupational health psychology is between stressors viewed as challenges versus hindrances. Is this a useful conceptualization that provides practical and theoretical implications for IO psychologists? As Kurt Lewin famously prescribed, “there is...
Resources theories of occupational stress (e.g., conservation of resources theory) argue that job demands deplete employees’ resources, and the challenge– hindrance model of occupational stress proposes that some demands tend to be appraised by employees more as challenges and others more as hindrances.
Focusing on challenge demands, we propose and...
Empowering leadership spills over positively to family life via employees’ work engagement and work reflection. Supervisors can help employees become more engaged by empowering them to take charge of their own jobs, and such engagement leads employees to reflect about the positive aspects of their work, which then has a positive impact on their aft...
The set of studies in this issue focus on applied interventions in occupational health psychology (OHP), that is, interventions that are intended to treat employee health and well-being problems or prevent these problems from occurring in the first place. An issue regarding many past evaluations of the effectiveness of these treatments was the rela...
An increasingly older U.S. population, driven by the aging baby-boomer generation born after World War II, is resulting in a rapidly aging workforce. This phenomenon will almost necessarily lead to larger numbers of retirements, which may bring new challenges to individuals, organizations, and society. Retirement is not just a function of aging, ho...
Based on resources theories, the present study examines a serial mediation model, in which empowering leadership predicts employee job crafting through psychological capital (PsyCap) and trust in leader, and job crafting subsequently predicts three different work behaviors: psychological withdrawal, physical withdrawal, and positive work behavior....
Purpose. Job satisfaction facets are theoretically and practically important variables. Most existing facet satisfaction scales, however, fail to adequately assess affective content. In the current paper we examined the measurement qualities of the Facet Satisfaction Scale (FSS; Beehr et al., 2006), a measure that may address the limitations of exi...
Empowering leaders provide autonomy and power sharing, foster responsibilities and self-leadership skills, promote participative decision making, and offer development support through guiding and modeling (Amundsen & Martinsen, 2014). Given these characteristics, empowering leadership is likely to be associated with positive work outcomes, and meta...
We build and empirically test an integrative model of gender, workplace politics, and stress by integrating social role theory and prescriptive gender stereotypes with the transactional theory of stress. To examine the effect of gender on the relation between exposure to non-sanctioned political influence tactics (NPITs; e.g., self-serving and soci...
Job crafting, employees’ behaviors customizing their own work roles, results in better person-job fit and motivates them toward task achievement. Empowering leadership and employees’ core self-evaluations together explain why employees are motivated to engage in job crafting. Empowering leaders provide subordinates with motivational and development...
Procedural justice consists of employees’ fairness judgments about decision-making processes used to allocate organizational rewards, and it has been linked to positive work outcomes. However, a full understanding why this occurs is lacking. From motivational perspectives, we propose that psychological empowerment and organization-based self-esteem...
Work family enrichment occurs when work roles and experiences lead to benefits, resources, and enrichment that may improve the quality of life in the family role. To examine the work-family enrichment process, we developed a serial mediation model in which empowering leadership predicted work-family enrichment over time. Empowering leadership enhan...
Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem, and meaningful work, over an 8-week period. With 347 full-time employees, results from structu...
A recent and growing number of studies examined how empowering leadership influences employee outcomes. At the individual level, we meta-analyzed 55 independent samples to determine the association between empowering leader behaviors and subordinates’ responses. Results confirmed the positive links of empowering leadership with evaluations of the l...
Based on the job demand-resource theory, this study examined the differential relationships of two types of job demands, challenge and hindrance stressors, with three outcomes: ill health, organizational citizenship behaviour, and work engagement. These relationships were mediated by two personal resources: psychological empowerment and organizatio...
This study tested a mediation model in which empowering leadership was negatively related to three withdrawal behaviors: lateness, absenteeism, and turnover intention, with affective organizational commitment as a mediator. With 294 full-time US employees, results from structural equation modeling indicated that empowering leader behaviors at one t...
Purpose
The purpose of this paper is to test the effects of subordinates’ individual differences or traits and their performance behavior on the formation of leaders’ LMX, based on leader-member exchange (LMX) theory, thus proposing that both who subordinates are and what they do may affect supervisors’ LMX perceptions.
Design/methodology/approac...
This study examined the effects of empowering leadership on employees’ well-being and career outcomes through their job crafting behaviors over three time points during a 2-month period. With 325 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with employees’ job craft...
Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem and meaningful work, over an eight-week period. With 347 full-time employees, results from stru...
Purpose
The purpose of this paper is to examine the potential effects of empowering leadership on followers’ subjective career success through psychological empowerment, protean career orientation, and career commitment.
Design/methodology/approach
Full-time employees working in the USA were recruited through Amazon’s Mechanical Turk. Participants...
Resources theories of occupational stress (e.g., conservation of resources theory; COR) argue that demands deplete employees’ resources, but the present study proposes that cognitive appraisals (from transactional stress theory) explain how demands can also increase employees resources. We propose and test a model in which work demands influence tw...
Employees’ use of job crafting is important because it can result in better person-job fit and help motivate them toward task accomplishment, producing favorable outcomes for both the person and the organization. Based on resources and sense-of-self theories, this study examined the effects of environmental resources (job security, job autonomy, an...
Purpose
The purpose of this paper is to examine work-to-family conflict and family-to-work conflict, taking into account generational cohort and life cycle stage differences.
Design/methodology/approach
Survey participants (428 employed individuals with families) represented different generations and life cycles. Key variables were work/family cha...
Employees’ experiences of self-efficacy and psychological ownership explain why empowering leadership may result in followers’ desirable behaviors. Empowering leaders who give subordinates autonomy and support for pursuing unstructured tasks make them feel more personally accountable and more engaged in work processes; this can result in favorable...
Empowering leadership has been overlooked in career literature. Empowering leadership behaviors focus on potentially career-enhancing factors including providing individual employees with the confidence, inspiration, and authority to assume control of their work lives. Leaders who empower their subordinates provide the opportunity to develop and be...
A recent growing body of research examines how empowering leadership influences employees’ work outcomes. At the individual level, we meta-analyzed 51 independent samples based on 33,706 participants to determine the association between empowering leader behaviors and followers’ outcomes. The meta- analytic tests showed that the highest correlation...
This study examined the potential effects of empowering leadership on followers’ in-role performance and deviant behaviors via self-efficacy and psychological ownership over a 3-week period in a sample of 299 full-time employees working in the United States. Results from structural equation modeling demonstrated that empowering leadership was posit...
Ingratiation is a common form of influence in the workplace and, in particular, in job applicants. This experiment tested whether attribution errors can be used to explain how ingratiation by applicants is perceived. Participants viewed videos of an ingratiating applicant during a job interview. Results indicate that there is evidence to support th...
Purpose
The purpose of this paper is to examine affective events theory (AET) by testing the mediating effect of employees’ positive affect at work in the relationships of leaders’ use of positive humor with employees’ work engagement, job performance, and organizational citizenship behaviors (OCBs); and the moderating effect of transformational l...
Focusing on the mediating role of psychological states, this study examines how empowering leadership influences followers’ job performance and three withdrawal behaviors: lateness, absenteeism, and turnover intention. With 249 full-time employees, results from mediation analyses indicate that self-efficacy, job satisfaction, affective commitment,...
Employees' recovery from the effects of occupational stress can be affected by their actions during time away from work. Conservation of resources theory argues that a key to an effective stress recovery process is the replenishment of resources during off-work time (a weekend in the present study). We test a model of the stress recovery process du...
Older employees are increasingly accepting bridge employment, which occurs when older workers take employment for pay after they retire from their main career. This study examined predictors of workers' decisions to engage in bridge employment versus full retirement and career employment. A national sample of 482 older people in the United States w...
We read the focal article by Britt, Shen, Sinclair, Grossman, and Klieger (2016) with special interest. About 10 years ago, we were asked to write a chapter on hardiness (Beehr & Bowling, 2005), and in doing so we had many observations about hardiness that were similar to Britt et al.’s observations about resilience. Our chapter was most closely al...
In a sample of 336 full-time US employees, work stressors were negatively associated with two motivational constructs of psychological empowerment and organization-based self-esteem, both of which were positively related to life satisfaction and negatively related to physical and psychological health.
In a sample of 283 full-time US employees, psychological ownership played a key role in the indirect relationships of empowering leadership with work engagement, absenteeism, and turnover intentions. Empowering leadership had a weak direct relationship with only work engagement and no direct effects on withdrawal behaviors.
Workplace error management research has focused on performance, especially in training settings. The connection of error management strategies to employees' well-being has not been examined despite the fact that errors can include making mistakes that are threatening to one's sense of self-worth. The present study connects the number of errors comm...
Retirement is now considered a transitional process as opposed to an event in the lives of older adults. The term retirement itself can easily be defined in numerous ways. This entry provides an overview of different trajectories following full-time work (including bridge employment), theoretical approaches to the topic, the retirement decision-mak...
Previous research on the job demand–control–support (JDCS) model of occupational stress has generally been inconsistent at best regarding a key issue: the interaction of demands, control, and support in predicting employee health and well-being. However, the model continues to be tested in a variety of studies and academic journals owing to its int...
The present study adds to the emerging empirical research on psychopathy in the workplace by examining its potential influence on employees’ interpersonal relationships at work, their experience of work-related strain, and their turnover intentions. A total of 211 participants employed in various occupations in the United States were examined to in...
Illegitimate tasks represent a task-level stressor derived from role and justice theories within the framework of " Stress-as–Offense-to-Self " (SOS; Semmer, Jacobshagen, Meier, & Elfering, 2007). Tasks are illegitimate if they violate norms about what an employee can properly be expected to do, because they are perceived as unnecessary or unreason...
The majority of (U.S.) retirees now work for pay after they retire from their major/longer-term job, a phenomenon referred to as bridge employment. Retirement can take many forms, as can bridge employment, which is sometimes considered a form of partial retirement spanning the period from full-time work to full retirement. Although bridge employmen...
Retirement decisions are multiple choice, not true–false, because retirement takes many forms. Multiple theories have been used to predict retirement and to do research on it, but rational-economic decision-making theories, often assuming intentional behavior, dominate the retirement research domain. Although employment serves both manifest (econom...
The aim of the present study was to test the path-goal theory of leadership and analyze its relationship with expectancies and behavioral outcomes. In a sample of 230 pairs of supervisor and subordinates, the relationships between four leadership styles (directive, achievement oriented, supportive and participative), two motivational outcomes (expe...
Resource theories of occupational stress argue that employees' personal and environmental resources protect them from too much distress or strain during stressful work experiences. We examined four resources (emotional stability, previous experience, low drain on pre-existing resources, and workgroup quality) available to soldiers at the beginning...
We report a new analysis of data from a multi-year study, some of which were previously published in the current journal. A longitudinal sample of 380 computer specialists was followed over two years, yielding three measures each of job satisfaction, organizational commitment, and turnover intentions, as well as actual turnover, and reasons for lea...
Leader-member exchange (LMX) is a leadership construct that addresses concerns about leadership being an average management style approach; instead, it examines individual dyadic relationships among supervisors and subordinates. The present study tests the effects of subordinates on the formation of LMX. Study 1 is a laboratory experiment showing t...
Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance-based and nonperformance-based. Then we use justice and...
Richard just started his job at a new multinational company. Although he has prior experience in his field, he has not worked at a global company before, particularly one so large. In addition his new organization utilizes a lot of teamwork, which is new to him because in his previous job he was very independent and had little contact with coworker...