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Journal of Occupational Health Psychology - Vol 21, Iss 1

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Journal of Occupational Health Psychology The Journal of Occupational Health Psychology publishes research, theory, and public policy articles in occupational health psychology, an interdisciplinary field representing a broad range of backgrounds, interests, and specializations. Occupational health psychology concerns the application of psychology to improving the quality of worklife and to protecting and promoting the safety, health, and well-being of workers. The Journal has a threefold focus on the work environment, the individual and the work family interface.
Copyright 2016 American Psychological Association
  • Editorial.
    This editorial discusses the history of the Journal of Occupational Health Psychology (JOHP), citing the various editors and the length of their editorships, as well as the support they received from the associate editors, editorial board members, reviewers, and the contributions of the authors' high quality articles. JOHP has become an international flagship journal, which plays an important role in advancing the field of occupational health psychology. The most recent impact factor and ranking reported by the American Psychological Association (2015) further supports the quality of this journal. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Developing and investigating the use of single-item measures in organizational research.
    The validity of organizational research relies on strong research methods, which include effective measurement of psychological constructs. The general consensus is that multiple item measures have better psychometric properties than single-item measures. However, due to practical constraints (e.g., survey length, respondent burden) there are situations in which certain single items may be useful for capturing information about constructs that might otherwise go unmeasured. We evaluated 37 items, including 18 newly developed items as well as 19 single items selected from existing multiple-item scales based on psychometric characteristics, to assess 18 constructs frequently measured in organizational and occupational health psychology research. We examined evidence of reliability; convergent, discriminant, and content validity assessments; and test–retest reliabilities at 1- and 3-month time lags for single-item measures using a multistage and multisource validation strategy across 3 studies, including data from N = 17 occupational health subject matter experts and N = 1,634 survey respondents across 2 samples. Items selected from existing scales generally demonstrated better internal consistency reliability and convergent validity, whereas these particular new items generally had higher levels of content validity. We offer recommendations regarding when use of single items may be more or less appropriate, as well as 11 items that seem acceptable, 14 items with mixed results that might be used with caution due to mixed results, and 12 items we do not recommend using as single-item measures. Although multiple-item measures are preferable from a psychometric standpoint, in some circumstances single-item measures can provide useful information. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Distinct longitudinal patterns of absenteeism and their antecedents in full-time Australian employees.
    This paper investigated distinct longitudinal trajectories of absenteeism over time, and underlying demographic, work, and health antecedents. Data from the Household, Income, and Labor Dynamics in Australia Survey were used; this is a panel study of a representative sample of Australian households. This paper focused on 2,481 full-time employees across a 5-year period. Information on annual sick leave and relevant sociodemographic, work, and health-related factors was collected through interviews and self-completed surveys. Growth mixture modeling indicated 4 distinct longitudinal patterns of absenteeism over time. The moderate absenteeism trajectory (34.8%) of the sample had 4–5 days of sick leave per year and was used as the reference group. The low absenteeism trajectory (33.5%) had 1 – 2 days of absenteeism per year, while the no absenteeism trajectory (23.6%) had very low rates of absenteeism (11 days per year). Compared with the moderate absenteeism trajectory, the high absenteeism trajectory was characterized by poor health; the no absenteeism and low absenteeism trajectories had better health but may also reflect processes relating to presenteeism. These results provide important insights into the nature of absenteeism in Australian employees, and suggest that different patterns of absenteeism over time could reflect a range of demographic, work, and health related factors. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • The supportive spouse at work: Does being work-linked help?
    Using a sample of 639 dual-career couples, we examined the role of work-related spousal support on work–family balance and subsequent outcomes for both the job incumbent as well as his or her spouse. We further investigated whether the resource of work-related spousal support contributed to greater balance for those couples who were work-linked (work in same organization, same occupation, or both) and those who were not. We found work-related spousal support contributed to work–family balance and subsequent improved family satisfaction and job satisfaction of the job incumbent. Furthermore, support crossed over to the spouse through increased work–family balance to decrease stress transmission to enhance family satisfaction and reduce relationship tension of the spouse. Implications for researchers and organizational leaders are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Who benefits from family support? Work schedule and family differences.
    Prior research has demonstrated the benefits of family-supportive organization perceptions (FSOP) for reducing stress, increasing satisfaction, and increasing worker commitment; however, less research has studied health outcomes or possible differences in the effects of FSOP based on worker characteristics. The present study examined relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Using a sample of 330 acute care nurses, the findings indicated that FSOP predicted several health and well-being outcomes obtained 9 months later. Further, the relationships between FSOP and the outcome variables depended on some work schedule and family differences. In terms of family differences, FSOP was most strongly related to life satisfaction for those who cared for dependent adults. The relationship between FSOP and health outcomes of depression, musculoskeletal pain, and physical health symptoms were generally significant for workers with dependent children, but not significant for workers with no children. Regarding schedule differences, the relationship between FSOP and life satisfaction was significant for those on nonstandard (evening/night) shifts but not significant for standard day shift workers; however, there were no differences in FSOP relationships by number of hours worked per week. The findings demonstrate that FSOP may benefit some employees more than others. Such differences need to be incorporated into both future work–family theory development and into efforts to document the effectiveness of family-supportive policies, programs, and practices. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • The effect of job insecurity on employee health complaints: A within-person analysis of the explanatory role of threats to the manifest and latent benefits of work.
    The current study contributes to the literature on job insecurity by highlighting threat to the benefits of work as an explanation of the effect of job insecurity on health complaints. Building on the latent deprivation model, we predicted that threats to both manifest (i.e., financial income) and latent benefits of work (i.e., collective purpose, social contacts, status, time structure, activity) mediate the relationships from job insecurity to subsequent mental and physical health complaints. In addition, in line with the conservation of resources theory, we proposed that financial resources buffer the indirect effect of job insecurity on health complaints through threat to the manifest benefit. Hypotheses were tested using a multilevel design, in which 3 measurements (time lag of 6 months between subsequent measurements) were clustered within 1,994 employees (in Flanders, Belgium). This allowed for the investigation of within-person processes, while controlling for variance at the between-person level. The results demonstrate that job insecurity was related to subsequent threats to both manifest and latent benefits, and that these threats in turn were related to subsequent health complaints (with an exception for threat to the manifest benefit that did not predict mental health complaints). Three significant indirect effects were found: threat to the latent benefits mediated the relationships between job insecurity and both mental and physical health complaints, and threat to the manifest benefit mediated the relationship between job insecurity and physical health complaints. Unexpectedly, the latter indirect effect was exacerbated by financial resources. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Incivility is (not) the very essence of love: Passion for work and incivility instigation.
    This study explored the relationship between obsessive passion for work and incivility instigations, as well as the moderating role of a mastery motivational climate. A longitudinal, 3-wave study was conducted among 1,263 employees from a large Norwegian workers’ union across a 10-month time span. The results show that obsessive passion for work relates positively to incivility instigations and that this relationship is stable over time. Building on the person–environment fit perspective, we find that the relationship between obsessive passion for work and incivility instigations is stronger for employees with both high levels of obsessive passion and high perceptions of a mastery climate. Our results underline the importance of considering not only the individual in his or her context but also of considering the match between the individual’s values and the contextual values. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Linking insomnia to workplace injuries: A moderated mediation model of supervisor safety priority and safety behavior.
    This study investigated why and how insomnia can relate to workplace injuries, which continue to have high human and economic costs. Utilizing the self-regulatory resource theory, we argue that insomnia decreases workers’ safety behaviors, resulting in increased workplace injuries. Moreover, in order to ultimately derive organizational interventions to alleviate the detrimental impact of insomnia on workplace injuries, we propose that supervisor safety priority can create situational strength that can prevent workers from behaving unsafely despite experiencing insomnia. Our theoretical model was examined and empirically supported using hierarchically nested data collected from supervisors (N = 482) and workers (N = 2,737) in a midsized construction services company. Results were consistent with the proposed conceptual framework; the relationship between insomnia and injuries is explained by the influence of insomnia on safety behaviors. For workers supervised by supervisors with high safety priority, both the relationship between insomnia and safety behaviors and the indirect relationship between insomnia and workplace injuries were weaker. We provide theoretical implications for future safety research and suggest tentative directions for practitioners working to reduce workplace injuries through sleep-oriented interventions. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Extended work availability and its relation with start-of-day mood and cortisol.
    The opportunity to work at any time and place, which is facilitated by mobile communication technologies, reinforces employer expectations that employees are available for work beyond regular work hours. This study investigates the relation of daily extended work availability with psychological and physiological well-being and the mediating role of recovery experiences. We hypothesized that recovery is limited under conditions of extended work availability, which may impair well-being. A sample of 132 individuals from 13 organizations provided daily survey measures over a period of 4 days during which they were required to be available during nonworking hours and 4 days during which they were not required to be available. A subsample of 51 persons provided morning cortisol levels in addition to the survey data. The analysis of within-person processes using multilevel structural equation modeling revealed significant effects of extended work availability on the daily start-of-day mood and cortisol awakening response. Mediation analysis revealed that the recovery experience of control over off-job activities mediated the observed relationship with start-of-day mood but not the relationship with the cortisol awakening response. The results demonstrate that nonwork hours during which employees are required to remain available for work cannot be considered leisure time because employees’ control over their activities is constrained and their recovery from work is restricted. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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  • Use of family-friendly work arrangements and work–family conflict: Crossover effects in dual-earner couples.
    This study uses a dyadic approach to examine how an employee’s work–family conflict is affected when his or her partner makes use of family-friendly work arrangements. We focused on 2 types of family-friendly practices, that is, reduced work hours and schedule or workplace flexibility. Hypotheses were tested with multilevel structural equation modeling using information of 186 dual-earner couples. In line with our hypotheses, we found support for both a positive and a negative crossover effect, though the results showed differences between the 2 types of family-friendly work arrangements. First, a positive crossover effect was found for both reduced work hours and schedule or workplace flexibility; however, the specific mechanisms explaining this effect differed per type of arrangements. In particular, employees whose partner made use of reduced work hours were found to experience less home demands, which was in turn associated with lower family-to-work conflict, whereas employees whose partner made use of schedule or workplace flexibility experienced a similar positive crossover effect but through an increase in the social support they perceived. Second, a negative crossover effect was found only for reduced work hours and not for schedule or workplace flexibility. Specifically, employees whose partner made use of reduced work hours were found to work on average more hours a week, which was in turn related with more work-to-family conflict, whereas employees whose partner made use of schedule or workplace flexibility worked on average fewer hours a week and consequently experienced lower work-to-family conflict. Implications for literature and practice are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved)
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