| 1. |
- Björk, Lisa, et al.
(författare)
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I shouldn't have to do this : Illegitimate tasks as a stressor in relation to organizational control and resource deficits
- 2013
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Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 27:3, s. 262-277
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Tidskriftsartikel (refereegranskat)abstract
- The performance of tasks that are perceived as unnecessary or unreasonable - illegitimate tasks - represents a new stressor concept that refers to assignments that violate the norms associated with the role requirements of professional work. Research has shown that illegitimate tasks are associated with stress and counterproductive work behaviour. The purpose of this study was to provide insight into the contribution of characteristics of the organization on the prevalence of illegitimate tasks in the work of frontline and middle managers. Using the Bern Illegitimate Task Scale (BITS) in a sample of 440 local government operations managers in 28 different organizations in Sweden, this study supports the theoretical assumptions that illegitimate tasks are positively related to stress and negatively related to satisfaction with work performance. Results further show that 10% of the variance in illegitimate tasks can be attributed to the organization where the managers work. Multilevel referential analysis showed that the more the organization was characterized by competition for resources between units, unfair and arbitrary resource allocation and obscure decisional structure, the more illegitimate tasks managers reported. These results should be valuable for strategic-level management since they indicate that illegitimate tasks can be counteracted by means of the organization of work.
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| 2. |
- Björk, Lisa, 1981, et al.
(författare)
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I shouldn’t have to do this: Illegitimate tasks as a stressor in relation to organizational control and resource deficits
- 2013
-
Ingår i: Work & Stress. - 0267-8373. ; 27:3, s. 262-277
-
Tidskriftsartikel (refereegranskat)abstract
- Illegitimate tasks represent a new stressor concept that refers to assignments that violate the norms associated with the role requirements of professional work. Research has shown that Illegitimate tasks are associated with stress and counterproductive work behaviour. The purpose of the present study is to provide insight into the contribution of organizational properties on the prevalence of Illegitimate tasks in operative managerial work. Using the Bern Illegitimate Task Scale (BITS) in a sample of 440 operational local government managers in 28 different organizations, this study supports the theoretical assumptions that Illegitimate tasks are positively related to stress and negatively related to satisfaction with work performance. Results further show that 10% of the variance in Illegitimate tasks can be attributed to the organization where managers work. Multilevel referential analysis shows that the more the organization is characterized by competition for resources between units, unfair and arbitrary resource allocation and obscure decisional structure, the more Illegitimate tasks managers report. These results should be valuable for strategic-level management since they indicate that Illegitimate tasks can be counteracted by means of organization.
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| 3. |
- Harter Griep, R, et al.
(författare)
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Beyond simple approaches to studying the association between work characteristics and absenteeism : Combining the DCS and ERI models
- 2010
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 24:2, s. 179-195
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Tidskriftsartikel (refereegranskat)abstract
- The Demand-Control-Support (DCS) and the Effort-Reward Imbalance (ERI) models assess different psychosocial factors. This study investigates whether a combination of these models increases their ability to predict sickness absence, as compared to results based on each model separately. A cross-sectional study with nursing personnel (N = 1307) in Brazil was performed. Regression analyses were conducted in three stages: analysis of each scale of the models and sickness absences; assessment of the independent association of each model with sickness absences; assessment of the associations of three combinations of models/scales with sickness absences: DC and social support (SS), ERI and overcommitment, and DC and ERI. As regards comparisons between the stress models, ERI was shown to be independently associated with short (up to 9 days) and long (10 days or more) spells of absenteeism. The same result held true for low social support. The combinations DC-ERI and DC-SS were better predictors for short spells than each model/scale separately, whereas for long spells, the combination DC-SS was the best predictor. ERI seems to be a good instrument for predicting absenteeism if used alone, whereas DC performed better when combined with ERI or SS. An improved risk estimation of sickness absences by combining information from the two models was observed.
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| 4. |
- Hasson, Henna, et al.
(författare)
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An organizational- level occupational health intervention: Employee perceptions of exposure to changes, and psychosocial outcomes
- 2014
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Ingår i: Work & Stress. - : Informa UK Limited. - 1464-5335 .- 0267-8373. ; 28:2, s. 179-197
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Tidskriftsartikel (refereegranskat)abstract
- This study aimed to investigate the association between employees' perceptions of their exposure to an organizational-level occupational health intervention and its psychosocial outcomes. Participants were employees of an insurance firm (N = 1084) in Quebec, Canada. The intervention was designed to reduce adverse psychosocial work factors (high psychological demands, low decision latitude, low social support and low rewards). Departmental managers were responsible for implementing changes to reduce exposure to these factors. Employees' perceptions of exposure to the intervention and its impact on their work were measured in 2007 through questionnaires. Psychological demands, decision latitude, social support and rewards measured in 2005 and 2007 were used to assess outcomes. Employees who perceived that they had been exposed to the intervention changes showed more improvement in outcomes than those who did not perceive changes. The greatest differences in outcomes were found in those participants who perceived that workplace changes had improved their work situation as compared to those who perceived the changes as neutral or negative. The results suggest that measurement of employee-perceived impact of each intervention change on their work situation may be even more important than actual exposure, and should be included in the measurement of exposure to organization-level interventions.
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| 5. |
- Näswall, Katharina, et al.
(författare)
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Is work affecting my health? : Appraisals of how work affects health as a mediator in the relationship between working conditions and work-related attitudes
- 2014
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 28:4, s. 342-361
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Tidskriftsartikel (refereegranskat)abstract
- This study investigates the role of appraisals by employees of how work is affecting their health, or could end up affecting it in the future. The study tests a model of health appraisals as a mediator of the effect of demands and control on employee attitudes (job satisfaction, organizational commitment and turnover intentions). This was investigated in a sample of employees in a Swedish white-collar organization, who participated in three waves of a longitudinal study conducted in 2007, 2008 and 2009; a final sample of 292 employees participated at all three waves. The results indicate that employee appraisals of how work affects their health have an important role in how working conditions relate to subsequent work-related attitudes. The study supports the importance of including employee appraisals when studying the effects of working conditions.
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| 6. |
- Vander Elst, Tinne, et al.
(författare)
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Threat of losing valued job features : The role of perceived control in mediating the effect of qualitative job insecurity on job strain and psychological withdrawal
- 2014
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 28:2, s. 143-164
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Tidskriftsartikel (refereegranskat)abstract
- Quantitative job insecurity, relating to threat of job loss, has received considerable research attention, but relatively little is known about qualitative job insecurity. The latter relates to uncertainty regarding valued job characteristics, such as career and wage progression. The aim of this study was to investigate whether situational appraisals of control may account for the relationship between qualitative job insecurity and both job strain (depressive symptoms and upper musculoskeletal complaints) and psychological withdrawal (affective organizational commitment and turnover intentions). The hypotheses were tested by means of two-wave longitudinal data (time lag of 14 months) from 722 Swedish white-collar workers in four samples. The results of cross-lagged structural equation modelling showed that qualitative job insecurity was negatively related to subsequent perceived control. Furthermore, perceptions of high control over the job situation were associated with decreased depressive symptoms and increased affective organizational commitment over time. Formal tests pointed at a significant indirect effect of qualitative job insecurity on affective organizational commitment through perceived control. No effects of perceived control on upper musculoskeletal complaints and turnover intentions were found. This study indicates the importance of qualitative job insecurity for employees' functioning and highlights perceived control as an explanation of job insecurity outcomes.
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