Cognitive-affective stress propensity: a field study

Wofford, J. C.; Goodwin, Vicki L.; Daly, Paula S.

doi:10.1002/(sici)1099-1379(199909)20:5<687::aid-job926>3.0.co;2-5

Cited by 20 publications

(10 citation statements)

References 45 publications

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“…Indeed, we suggested one purpose of affective avoidance coping is to protect progress toward such goals. Wofford and Daly (1997;Wofford, Goodwin, & Daly, 1999) have offered a cognitive explanation of how individual differences, such as negative affectivity, locus of control and type A behaviour, moderate the influence of work characteristics on affect. Such traits are taken as indicators of latent mental models in long-term memory.…”

Section: Control and Support Can Accentuate The Impact Of Aversive Evmentioning

confidence: 99%

Linking work conditions to unpleasant affect: Cognition, categorization and goals

Daniels

Harris

Briner

2004

J Occupat & Organ Psyc

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Current approaches to work stress do not address in detail the mental processes by which work events cause unpleasant affect. We propose a cognitive account that incorporates: (1) the distinction between controlled and automatic information processing; (2) the categorization of emotionally relevant stimuli; (3) the role of mental models in coping choice; (4) the enactment of beneficial job conditions through coping; and (5) reciprocal influences between cognition and affect. We conclude by discussing how this account can help explain a range of findings in the work stress literature and how a cognitive approach to work stress informs practice

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Section: Control and Support Can Accentuate The Impact Of Aversive Evmentioning

confidence: 99%

Linking work conditions to unpleasant affect: Cognition, categorization and goals

Daniels

Harris

Briner

2004

J Occupat & Organ Psyc

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“…Mediation does not imply causality between predictor and mediator variables, but rather describes a particular relationship in which the mediator accounts for variance between the predictor and the outcome variables. Beyond mediation, hope and other personality variables may moderate the mediated relationship, as described by Wofford, Goodwin, and Daly (1999).…”

mentioning

confidence: 99%

Firefighters’ psychological and physical outcomes after exposure to traumatic stress: The moderating roles of hope and personality.

Riolli¹,

Savicki²

2012

Traumatology

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Impacts of traumatic stress on psychological and physical outcomes were investigated in a moderated mediation model. Two groups of firefighters participated. The trauma group participated in the World Trade Center search and rescue operations in New York City, and the control group, from the same organization, worked at their regular jobs. A mediation analysis indicated that both psychological and physical indicators showed significantly higher negative reactions in the trauma group, above and beyond what might be expected from reported levels of stress exposure. A moderated mediation analysis indicated that personal resources that provided a buffer to damaging outcomes for the control group might not function effectively or may even make individuals more vulnerable under traumatic stress conditions. Implications for protective actions are discussed.

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“…The relationship between the stress of the employees and turnover intentions has been an important focus for administrators and researchers (Qureshi et al, 2013). Different studies have attempted to identify the stress factors that have the strongest relationship with turnover intention, given that the emotional state of the workers has a considerable influence on turnover in the workplace (Wofford et al, 1999).…”

Section: Psychological Safety Between Stress and Turnover Intentionmentioning

confidence: 99%

Stress and Turnover Intentions Within Healthcare Teams: The Mediating Role of Psychological Safety, and the Moderating Effect of COVID-19 Worry and Supervisor Support

2022

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Employees at healthcare organizations are experiencing more stress than ever given the current COVID-19 pandemic. Different types of stress are affecting diverse organizational outcomes, including the employees’ voluntary turnover. This is the case of cognitive stress, a type of stress that affects how individuals process information, which can influence employees’ turnover intentions. In this study, we look at the mechanisms that can reduce the adverse effects of cognitive stress on turnover intentions, particularly the role of employees’ perceived psychological safety (i.e., how safe they perceive the interactions with their colleagues are). We hypothesize that psychological safety mediates the relationship between cognitive stress and turnover intentions, and COVID-19 worry and supervisor support moderate the relationship between cognitive stress and psychological safety. To test our hypothesis, we invited two public health care organizations in Chile to join this study. In total, we obtained a sample of 146 employees in 21 different teams. Using a multilevel model, we found that psychological safety prevents the harmful effects of cognitive stress on employees’ turnover intentions. In addition, while COVID-19 worry can worsen the relationship between cognitive stress and psychological safety, supervisor support only directly affects psychological safety. This study contributes to expanding the stress and psychological safety literature and informs practitioners in healthcare organizations about how to deal with cognitive stress in the “new normality” that the pandemic has brought.

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Cognitive-affective stress propensity: a field study

Cited by 20 publications

References 45 publications

Linking work conditions to unpleasant affect: Cognition, categorization and goals

Linking work conditions to unpleasant affect: Cognition, categorization and goals

Firefighters’ psychological and physical outcomes after exposure to traumatic stress: The moderating roles of hope and personality.

Stress and Turnover Intentions Within Healthcare Teams: The Mediating Role of Psychological Safety, and the Moderating Effect of COVID-19 Worry and Supervisor Support

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