Crowdsourcing is an increasingly popular method for organizational and occupational health research. Amazon's Mechanical Turk (MTurk) is at the forefront of this trend, but few studies have examined the labor market characteristics of MTurk workers (Turkers) or results of organizational and occupational health data as compared to published benchmarks. To address these gaps, we review the current MTurk literature and present the results of a multi-wave study of Turker labor characteristics and organizational and occupational health variable relationships. We found Turkers to be broadly distributed across the labor market, indicating MTurk is a viable option for both generalizable and understudied samples, as well as a source for targeted occupational sectors. Additionally, we found effect size magnitudes to be comparable to published benchmarks, and data displayed high levels of test-retest reliability and stability of relationships across time. Our results support the use of MTurk as a viable source for organizational and occupational health research assuming general methodological concerns and validity threats are addressed (see Cheung et al. Journal of Business and Psychology 1-15, 2016).Keywords Crowdsourcing . Mechanical Turk . Occupational health research . Organizational research . Survey research Amazon's Mechanical Turk (MTurk) is a virtual labor marketplace where "requesters" create Human Intelligence Tasks (HITs) for "workers" to complete for monetary compensation. There are two primary actors on MTurk -requesters (requesters create HITs) and workers (workers complete HITs). Requesters are analogous to employers in an organizational context or researchers in a research context, while workers are Occup Health Sci (2018) 2:83-98 https://doi

Balancing work and personal life roles has become a major focus of research and is a practical concern for individuals and organizations. This article draws from positive psychology, work-family, and leadership literatures to provide guidelines for managers to promote work-family balance. Recent research documents the value of positive psychology in work-family literature with novel constructs such as enrichment. Informal leadership practices including positive communication, role-modeling, and relationship building offer promising directions for work-family intervention. In particular, work-family balance is considered from an authentic leadership perspective, emphasizing self-care as an ethical concern. Training (i.e., cognitive and PsyCap) and appreciative inquiry are offered as formal intervention strategies for promoting work-family balance at individual, group, and organizational levels.

Employees manage work and nonwork boundaries, or socially constructed lines of demarcation, in different ways due to their preferences and ability to do so. When an individual’s integration‐segmentation boundary enactment matches their boundary preference, they possess greater boundary fit. We examined the impact of work and nonwork boundary fit on subjective well‐being, mediated by work and nonwork satisfaction. Results from a three‐wave study confirmed positive direct effects for work/nonwork boundary fit on role satisfaction and role satisfaction on subjective well‐being. We also found significant mediation effects for role satisfaction between work/nonwork boundary fit and subjective well‐being. Overall, work boundary fit had stronger direct and indirect effects than nonwork boundary fit. This research helps clarify theoretical distinctions among work‐nonwork fit constructs and extends the boundary fit literature through an atomistic fit perspective. Future research could consider examining boundary fit through cross‐lagged panel designs and response surface modelling, as well as extending our model to examine nuanced aspects of boundary fit (e.g., physical, temporal, cognitive) and its relationship with additional outcomes (e.g., performance, burnout) and contextual factors (e.g., part‐time vs. full‐time employment, frontline vs. office‐based employment).

s a m pl e a de quac y a n d i m pl ic at ion s 193 industrial-organizational psychology literature.Bergman and Jean (2016) skillfully summarize how the industrial and organizational (I-O) psychology literature generally overrepresents salaried, core, managerial, professional, and executive employees. We concur that that the underrepresentation of traditional workers (i.e., wage earners, laborers, first-line personnel, freelancers, contract workers, and other workers outside managerial, professional, and executive positions) can negatively affect our science. In our commentary we extend the arguments of Bergman and Jean by (a) discussing the appropriate use of samples, which are determined by study goals and hypotheses, and (b) further examining samples in occupational health psychology (OHP) and related journals, which generally require worker samples.