| 1. |
- Arapovic-Johansson, Bozana, et al.
(författare)
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Participatory work place intervention for stress prevention in primary health care. A randomized controlled trial
- 2018
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Ingår i: European Journal of Work and Organizational Psychology. - : Routledge. - 1359-432X .- 1464-0643. ; 27:2, s. 219-234
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study is to explore whether a participatory, organizational intervention can reduce work-related risk factors, and thereby prevent stress-related ill health. We build on the job demand-control and effort-reward imbalance models of stress. It is a two-armed randomized trial, with one primary health care unit receiving the intervention and a two-unit control group. Validated questionnaires for the assessment of psychosocial work environment and health were administered, at the baseline and at 6 and 12-month follow up. The primary outcome was job strain. Secondary outcomes were effort-reward imbalance, exhaustion, sleep, and recovery. Group-level objective data on workload and data about relevant processes during the study were continuously collected. The changes in the intervention group with regard to job strain, effort-reward imbalance, exhaustion, sleep and recovery were not statistically different from changes in the control group. For the non-exhausted employees though, reward was significantly higher at follow up compared to baseline, but only in the intervention group. An important piece of information is that the objective workload was statistically significantly higher in the intervention group throughout the study. Not all the components of the intervention were implemented as intended. Context and process information, such as objective data and implementation fidelity are necessary for a valid interpretation of the results.
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| 2. |
- Asplund, Kajsa, et al.
(författare)
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The future of workplace commitment : Key questions and directions
- 2018
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Ingår i: European Journal of Work and Organizational Psychology. - : Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles. - 1464-0643 .- 1359-432X. ; 27:2, s. 153-167
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Tidskriftsartikel (refereegranskat)abstract
- This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) Temporary work, and (B) Cross-boundary work. Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice.
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| 3. |
- Bankins, Sarah, et al.
(författare)
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Charting directions for a new research era : addressing gaps and advancing scholarship in the study of psychological contracts
- 2020
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Ingår i: European Journal of Work and Organizational Psychology. - 1359-432X .- 1464-0643. ; 29:2, s. 159-163
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Tidskriftsartikel (refereegranskat)abstract
- The nature of work and the contexts in which firms operate have changed significantly in the many decades since the study of psychological contracts (PCs) at work began in earnest. These changes have altered the contours of the traditional employer-employee relationship and are key motivators of this Special Issue. We seek to chart new directions for PC research over the next decade by widening the theoretical and methodological lenses used to explore PC processes. In the introductory editorial we briefly outline the PC construct, overview the collected papers, and discuss the next exciting wave of PC research (exploring PC dynamics, PC counterparties, and the PC context) inspired by this collection.
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| 4. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Job insecurity and well-being in the temporary workforce : Testing volition and contract expectations as boundary conditions
- 2013
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Ingår i: European Journal of Work and Organizational Psychology. - 1359-432X .- 1464-0643. ; 22:2, s. 203-217
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Tidskriftsartikel (refereegranskat)abstract
- This study investigates whether temporary contract volition and workers' expectations for contract renewal are boundary conditions to explain differences in temporary workers' job insecurity feelings and well-being. It is hypothesized that (1) low volition through higher job insecurity indirectly associates with lower well-being and that (2) temporary workers' expectations of contract renewal weakens the links between both low volition and high job insecurity and high job insecurity and impaired well-being. Results based on an international data set of 1755 temporary workers employed in the education, manufacturing, and service sectors supported the first hypothesis and partly also the second. More specifically, low preferences for temporary contracts associated via higher job insecurity with lower job satisfaction, impaired health, and higher irritation. Contract expectations placed a boundary condition upon this indirect relation; however, the negative association between high job insecurity and impaired well-being was not weakened but strengthened. In conclusion, particularly temporary workers with low contract volition and high job insecurity feelings, who have high expectations for contract renewal are at risk for impaired well-being. Hence, this study sheds light onto the question how volition for temporary work and expected contract renewal relate to job insecurity and associate with individual well-being.
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| 5. |
- Berntson, Erik, et al.
(författare)
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Investigating the relationship between employability and self-efficacy : A cross-lagged analysis
- 2008
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Ingår i: European Journal of Work and Organizational Psychology. - : Informa UK Limited. - 1359-432X .- 1464-0643. ; 7:4, s. 413-425
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Tidskriftsartikel (refereegranskat)abstract
- The construct of employability has been conceptually related to self-efficacy in different ways. Employability has sometimes been regarded as an equivalent to self-efficacy, or as a distinct but related phenomenon. Since the relationship between the two phenomena has not been subjected to empirical scrutiny, the aim of the present study is to analyze whether self-efficacy and employability are two distinct but related constructs, and if they are, to investigate the direction of their relationship. The data (N = 1730) were collected through a two-wave longitudinal survey with one year between each data collection (2005 and 2006). The results of confirmatory factor analysis showed that the measures of employability and self-efficacy were distinct from one another, within and over measurement points, indicating that these are related but separate constructs. The results of latent variable cross-lagged analysis showed that employability predicted subsequent self-efficacy, even after controlling for age, gender, educational level, and regional differences. Thus, employability is not an expression of efficacy beliefs, but rather, the strengthening of employability perceptions may have beneficial effects on more general efficacy beliefs.
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| 6. |
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| 7. |
- Blomberg, Stefan, et al.
(författare)
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When do poor health increase the risk of subsequent workplace bullying? The dangers of low or absent leadership support
- 2022
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Ingår i: European Journal of Work and Organizational Psychology. - : Routledge; Taylor & Francis. - 1359-432X .- 1464-0643. ; 31:4, s. 485-495
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Tidskriftsartikel (refereegranskat)abstract
- Studies have shown that mental health problems may lead to workplace bullying, a so-called reversed effect. The current study investigated if this effect can be found also for poor health in general. When the reverse effect occurs is unclear. Supervisor support has been shown to moderate different antecedents and consequences associated with bullying. It was hypothesized that poor health would be a risk factor for bullying and that a supportive leadership style would moderate this risk. Using a two-wave design with 958 participants, logistic regression was used to test the association between health and workplace bullying. A moderation analysis tested supportive leadership style as a moderator. The study resulted in two novel findings: (a) a supportive leadership style has a strong mitigating effect on bullying behaviours, both directly and as a buffer; (b) poor health in general, including poor physical health, about doubles the risk of becoming a victim of workplace bullying. Together, these two findings make a boundary condition for the reverse effect clearer. The reversed effect only seems to be present when the level of leadership support is low or absent.
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| 8. |
- Brav, Agneta, 1955-, et al.
(författare)
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Group initiative and self-organizational activities in industrial work groups
- 2009
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Ingår i: European Journal of Work and Organizational Psychology. - : Informa UK Limited. - 1359-432X .- 1464-0643. ; 18:3, s. 347-377
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Tidskriftsartikel (refereegranskat)abstract
- Autonomous work groups are involved in goal setting and planning and hence can define their jobs and the outcome idiosyncratically. Our interest lies in how job design restricts or creates possibilities for groups to redefine their work and thus go beyond formal requirements. The aim was to test a model of the relationships between dimensions of job design, group processes, group initiative, and self-organizational activities. The results are based on work task analyses and questionnaires administered to 31 work groups at four Swedish industrial companies. The theoretical input-process-output model received substantial support. Dimensions of job design affect whether a group, through collective reflexivity, can redefine work and proactively create conditions and organize work so that uncertainty can be handled and new tasks mastered. Group processes such as cooperation and social support enhance group initiative to achieve such meaningful change. In this study, reflexivity does not impact on group initiative, but does explain the major amount of variance in self-organizational activities. Work task analyses can be a useful tool for providing groups with the prerequisites for self-organizational activities. We believe these to be essential for the groups' capacity to be involved in the innovation process from idea to finished product.
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| 9. |
- Clausen, Thomas, et al.
(författare)
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Job autonomy and psychological well-being : A linear or a non-linear association?
- 2022
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Ingår i: European Journal of Work and Organizational Psychology. - 1359-432X .- 1464-0643. ; 31:3, s. 395-405
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Tidskriftsartikel (refereegranskat)abstract
- This study investigates whether increasing levels of job autonomy are linearly associated with improved psychological well-being, or whether the association is non-linear with higher levels of job autonomy being negatively associated with psychological well-being. The study is based on a survey in 4,340 individuals. After six months a follow-up survey was conducted. Associations were analysed using spline models in cross-sectional and prospective analyses of the full study population. We stratified the study population in four types of work for further cross-sectional analyses. The cross-sectional analysis of the full study population indicated a non-linear relationship as the association attenuated but remained positive at all levels of job autonomy. The prospective analysis indicated a positive linear association. The stratified cross-sectional analyses indicated a linear association in three of the four types of work and a non-linear but positive association among respondents in client-related work. Findings are supported in sensitivity analyses using alternative outcomes: vigour, job satisfaction and work stress. We conclude that job autonomy is positively associated with psychological well-being. Findings have relevance for job redesign by indicating that higher levels of job autonomy are beneficial for the psychological well-being of workers – especially among workers with low levels of job autonomy.
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| 10. |
- Dawson, Alexandra, et al.
(författare)
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Behavioural outcomes of next-generation family members’ commitment to their firm
- 2014
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Ingår i: European Journal of Work and Organizational Psychology. - 1359-432X .- 1464-0643. ; 23:4, s. 570-581
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Tidskriftsartikel (refereegranskat)abstract
- Are there variations in behaviours and leadership styles of next-generation family members or descendants who join their family business due to different forms of commitment? Evidence from a dual respondent study of 109 Canadian and Swiss family firms suggests that descendants with affective commitment to their family firms are more likely to engage in discretionary activities going beyond the job description, thereby contributing to organizational performance. Next-generation members with normative commitment are more likely to engage in transformational leadership behaviours. Both affectively and normatively motivated next-generation members use contingent reward forms of leadership. A surprising finding of this study is the binding force of normative commitment on positive leadership behaviours of next-generation members. This study empirically tests the generalizability of the three-component model of commitment to family businesses, a context in which different forms of commitment may play a unique role.
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