| 41. |
- Tafvelin, Susanne, 1975-, et al.
(författare)
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Leading well is a matter of resources : Leader vigour and peer support augments the relationship between transformational leadership and burnout
- 2019
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Ingår i: Work & Stress. - : TAYLOR & FRANCIS LTD. - 0267-8373 .- 1464-5335. ; 33:2, s. 156-172
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Tidskriftsartikel (refereegranskat)abstract
- Although studies suggest that transformational leaders play an important role in employee health and well-being, the relationship between transformational leadership and employee burnout remains unclear. One reason may be that moderators may play an important role. Building on conservation of resources theory, we examined if leaders' perceptions of internal and external resources in terms of vigour and peer support augmented the relationship between transformational leadership and employee burnout in a sample of municipality workers and their leaders in Sweden (N = 217). Multilevel analyses over two time points revealed that both vigour and peer support enhance this relationship, such that when leaders experience high levels of vigour or peer support, the negative relationship between transformational leadership behaviours and employee burnout was strengthened. Our findings suggest that both personal and contextual resources may help leaders to better engage in transformational leadership, which is important in order to protect employees from burning out.
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| 42. |
- THEORELL, T, et al.
(författare)
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ENDOCRINE MARKERS DURING A JOB INTERVENTION
- 1995
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Ingår i: WORK AND STRESS. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 9:1, s. 67-76
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Tidskriftsartikel (övrigt vetenskapligt/konstnärligt)
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| 43. |
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| 44. |
- Torkelson, Eva, et al.
(författare)
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Factors contributing to the perpetration of workplace incivility: the importance of organizational aspects and experiencing incivility from others
- 2016
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 30:2, s. 115-131
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Tidskriftsartikel (refereegranskat)abstract
- In recent years a growing amount of research has been conductedin the area of workplace incivility. Whereas many studies havefocused on the victims and the consequences of incivility, littleattention has been paid to the perpetrators and antecedents ofworkplace incivility. This study aims to identify possibleantecedents of workplace incivility, by investigating organizationalaspects as well as the possibility that being the target of incivilityfrom co-workers and supervisors could induce incivility. A total of512 employees (378 women and 133 men) in the school sector ina Swedish municipality completed an online questionnaire.Overall, the results of structural equation modelling analysesshowed that organizational variables were related to theperpetration of incivility. A direct relationship was found betweenbeing uncivil and organizational change, job insecurity, low socialsupport from co-workers and high job demands. However, thestrongest relationship was found between experienced incivilityfrom co-workers and instigated incivility. This could be reflecting aclimate or culture of incivility in the organization, and carryimplications for future practice in interventions against workplaceincivility. The results indicate the importance of focusing on theperspective of the instigator to gain knowledge about the processof workplace incivility.
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| 45. |
- Torkelson, Eva, et al.
(författare)
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The role of gender and job level in coping with occupational stress
- 2004
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Ingår i: Work & Stress. - : Informa UK Limited. - 1464-5335 .- 0267-8373. ; 18:3, s. 267-274
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Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to investigate the relationship between coping and health problems in the context of gender and level in the organization. Questionnaire data were collected from 279 women and men (100 managers and 179 non-managers) at a sales department in a Swedish telecom company in which men and women worked at similar tasks. It was hypothesized that, if gender and level in the organization were controlled for, the use of problem-focused strategies would be associated with fewer health problems and the use of emotion-focused strategies with greater health problems. It was also predicted that men and women at a similar organizational level would not differ in their use of problem-focused coping strategies. The results showed, contrary to the hypothesis, that when level and gender were controlled for, no relation between problem-focused strategies and health was obtained. Instead the emotion-focused strategy of Seeking emotional support was associated with fewer health problems, whereas Focus on emotions and Alcohol/drug disengagement were associated with more symptoms. Coping was at least partly related to level. At a managerial level the men and the women used basically the same strategies whereas at a non-managerial level traditionally-conceived coping patterns were evident.
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| 46. |
- Tornroos, Maria, et al.
(författare)
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High-involvement work practices and conflict management procedures as moderators of the workplace bullying-wellbeing relationship
- 2020
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 34:4, s. 386-405
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Tidskriftsartikel (refereegranskat)abstract
- Despite the serious consequences of exposure to workplace bullying for the wellbeing of individuals and functioning of organisations, few studies have investigated how organisational practices could reduce the negative impact of bullying on employee wellbeing. In the present study, we investigate the longitudinal association of exposure to workplace bullying with depressive symptoms and sleep problems, and whether high-involvement work practices (HIWP) and conflict management (CM) procedures moderate these associations. The data for the study were drawn from the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final sample comprised 21,029 individuals with 45,678 person-observations from 4 waves. Longitudinal multilevel models (with study waves nested under individuals) showed that exposure to workplace bullying increased depressive symptoms and sleep problems. Furthermore, both HIWPs and CM procedures were moderators of the association between exposure to bullying and depressive symptoms and sleep problems. The results support previous findings, suggesting that workplace bullying has severe consequences for subsequent wellbeing. Moreover, it extends previous research by showing that organisational practices, such as high-involvement work practices and collaborative conflict management procedures, may act as organisational resources that buffer the negative effects of exposure to bullying on wellbeing.
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| 47. |
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| 48. |
- Van Hootegem, Anahi, et al.
(författare)
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Does occupational self-efficacy mediate the relationships between job insecurity and work-related learning? A latent growth modelling approach
- 2022
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 36:3, s. 229-250
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Tidskriftsartikel (refereegranskat)abstract
- This study investigates whether job insecurity is related to employee learning (i.e. the acquisition of knowledge, skills and competencies/characteristics; KSAOs) and whether occupational self-efficacy functions as a mediating mechanism in this relationship. We used three-wave longitudinal data, with a time lag of six months, collected among Flemish employees (N = 1708), and employed a latent growth curve modelling approach. The results provide support for a dynamic relationship between job insecurity and employee learning. More specifically, changes in employees' levels (i.e. the slope) of job insecurity were related to changes in occupational self-efficacy. Changes in self-efficacy, in turn, were related to changes in levels of newly acquired KSAOs, in such a way that occupational self-efficacy operated as a mediator between job insecurity and newly acquired KSAOs. These results contribute to the understanding of the relationship between job insecurity and work-related learning, and to the general understanding of the mechanisms linking job insecurity to outcomes.
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| 49. |
- 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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| 50. |
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