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In organizational psychology research, autonomy is generally seen as a job resource with a monotone positive relationship with desired occupational outcomes such as well-being. However, both Warr's vitamin model and person-environment (PE) fit theory suggest that negative outcomes may result from excesses of some job resources, including autonomy. Thus, the current studies used survey methodology to explore cross-sectional relationships between environmental autonomy, person-environment autonomy (mis)fit, and well-being. We found that autonomy and autonomy (mis)fit explained between 6% and 22% of variance in well-being, depending on type of autonomy (scheduling, method, or decision-making) and type of (mis)fit operationalization (atomistic operationalization through the separate assessment of actual and ideal autonomy levels vs. molecular operationalization through the direct assessment of perceived autonomy (mis)fit). Autonomy (mis)fit (PE-fit perspective) explained more unique variance in well-being than environmental autonomy itself (vitamin model perspective). Detrimental effects of autonomy excess on well-being were most evident for method autonomy and least consistent for decision-making autonomy. We argue that too-much-of-a-good-thing effects of job autonomy on well-being exist, but suggest that these may be dependent upon sample characteristics (range of autonomy levels), type of operationalization (molecular vs. atomistic fit), autonomy facet (method, scheduling, or decision-making), as well as individual and organizational moderators. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

It is known that employment is important for psychological health. The present paper claims that the reasons why employed persons report better well-being than unemployed persons might also explain why those in some occupations report better well-being than others. Jahoda's latent deprivation theory (1982) was that employment provides a number of latent beneficial functions, which she identified as time structure, social contact, collective purpose, identity/status, and activity. We argue that this theory can be extended to account for differences in well-being between occupations with different levels of status. Data from two studies, one conducted on a representative German sample (n0565) and the other from a large-scale online study (n 0826), largely support this argument. Group differences in wellbeing and access to latent benefits were found, and mediation was partly supported. The findings are discussed not only in relation to the latent deprivation model but also in relation to common approaches to job satisfaction and mental health.

The high rates of training transfer failure that prevail still puzzle practitioners as well as researchers. The central aim of the present study is to analyze the relatively under-researched role of job dissatisfaction in the training transfer process. Specifically, we expect that job dissatisfaction would have a negative effect on transfer but that this effect would be buffered by the expectation of positive transfer consequences and motivation to transfer. To test these hypotheses, 220 participants in different training programs completed an online questionnaire 1 year after training. The results support our assumptions. They reveal that job dissatisfaction has a detrimental effect on training transfer, but that motivation to transfer and the expectation of positive transfer consequences have a buffering effect. The more motivated a person is towards transfer, the less negative is the effect of job dissatisfaction on actual transfer, but only if a person expects positive outcomes from transfer, such as acknowledgment or rewards. The findings are discussed in relation to existing training transfer models, as well as models of job (dis)satisfaction.

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This study investigates whether work involvement moderates the negative effect of job insecurity on general well-being, and whether reduced general well-being partially explains why job insecurity is associated with increased turnover intentions. The participants were 178 members (52% female) of an online panel who provided information about job insecurity, work involvement, two measures of general well-being (affective and cognitive), and turnover intentions on 2 occasions at an interval of 6 months. In line with expectations, work involvement buffered the negative effect of job insecurity on well-being; however, the buffering effect was significant only for the cross-sectional effect of job insecurity on cognitive well-being. Furthermore, multiple mediation analysis demonstrated that well-being partially mediated the effect of job insecurity on turnover intentions; interestingly, the cross-sectional effect of job insecurity on turnover intentions was partially mediated by cognitive well-being, whereas the longitudinal effect was partially mediated by affective well-being only. The results suggest that the stress process associated with job insecurity differs, depending on which aspect of general well-being and which time frame is investigated.

The authors examined the influence of parent–adolescent communication quality, as perceived by the adolescents, on the link between adolescents' Internet use and loneliness, controlling for perceived family support in general terms. Adolescents (N = 216, Mage = 15.80 years) provided data on Internet use, loneliness, Internet‐related parent–adolescent communication, and perceived family support. Moderated regression analyses showed that Internet‐related communication quality determined whether more extensive Internet use was associated with more loneliness. This moderation effect remained significant when perceived family support in general terms was controlled for. Gender and age of the participants did not influence the findings. Implications for successful Internet‐related parenting strategies are discussed.