Gender differences in the effect of downward influence strategies on perceived stress and general-health: The mediating role of organizational justice

Tripathi, Nachiketa; Ghosh, Vinit

doi:10.1007/s10672-017-9307-3

Cited by 7 publications

(6 citation statements)

References 68 publications

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“…However, the result might not be reliable and precise due to the small male sample size, as reflected in the SE of 0.42 logit for the male specific item 4 in Table V. Given evidence of differences in perception of stress and coping styles between genders (43), and that stress might be caused by an imbalance in meaningful and valued roles or by being under-occupied or over-occupied (44), it could be suggested that item 4 be modified to encompass aspects directly related to the concept of OB. No DIF was found for age.…”

Section: Discussionmentioning

confidence: 94%

Danish translation and validation of the Occupational Balance Questionnaire

Hansen

Boll

Skaarup

et al. 2020

Scandinavian Journal of Occupational Therapy

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Background: Occupational balance is a key concept in occupational science and occupational therapy. However, it is not well operationalised and instruments to evaluate occupational balance are scarce. Aim:To translate and validate a Danish version of the 10-item Occupational Balance Questionnaire (OB-Quest).Material and Methods: Translation was conducted using the dual-panel approach. Thereafter, data from 262 healthy Danish students were analysed regarding fit to the Rasch model. Results:The translation of the questionnaire to Danish required only minor cultural adaptations.Ninety percent of the participants were female. The mean age (+/-SD) was 26.10 (7.05) years. The reliability (person separation index) was questionable (0.63), and the scale showed multidimensionality. Two items (1 and 9) showed misfit to the Rasch model. Differential item function by gender was detected in one item (item 4). After deleting items 1 and 9 and splitting item 4 into two gender-specific items, the new 9-item scale showed good overall and individual item fit.However, reliability remained low (0.59) and some elements of the latent variable (occupational balance) were not sufficiently represented. Conclusions and Significance:Further development and testing of the Danish OB-Quest is needed before implementation in clinical practice or research involving healthy subjects.

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Section: Discussionmentioning

confidence: 94%

Danish translation and validation of the Occupational Balance Questionnaire

Hansen

Boll

Skaarup

et al. 2020

Scandinavian Journal of Occupational Therapy

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“…On the other hand, exposure to low organizational justice at work has been linked to higher levels of burnout, job stress, emotional exhaustion, and psychological distress in this sample. As with sleep problems, stress may work as a mediator between OJ and other health outcomes and as a protective factor buffering the effects of other stressors on health, such as the performance of innovative behaviour [21], negative leadership styles [68], job insecurity [78], or job control [69].…”

Section: Discussionmentioning

confidence: 99%

“…Heponiemi et al [67] showed that OJ was associated with lower levels of patient-related stress and stress symptoms among Finnish female elderly care staff. Overall, levels of OJ seemed to mediate between team climate and occupational strain among Finnish municipal employees [8] and between OJ and the impact of negative leadership styles on stress and general health among Indian employees [68]. In addition, procedural justice seemed to mediate between job control and the development of strain symptoms in the same sample [69].…”

Section: Organizational Justice and Job Stress: Cross-sectional Studiesmentioning

confidence: 90%

Organizational Justice and Health: Reviewing Two Decades of Studies

Alonso

Elovainio

2022

Journal of Theoretical Social Psychology

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Organizational justice refers to employees’ perceptions of the fairness of decision-making rules and policies in the workplace. Lack of justice is suggested to be a significant psychosocial risk factor that affects employees’ attitudes and health. The aim of this narrative review was to compile the evidence available about the effects of organizational justice on health. To this end, a literature search was carried out using the Web of Science, PubMed, and PsycINFO databases. The final sample consisted of 103 articles that studied the effects of justice on mental health (40 results), job stress (26), sickness absence (15), physical health (14), absenteeism/presenteeism (3), safety at work (3), and health of third parties (2). The results show that perceptions of workplace justice predict employees’ mental health, stress-related health problems, and lower levels of sickness absence were relatively compelling. Future studies should focus on less-researched outcomes and on how these associations are modified by other variables for a better understanding of how justice affects health, with a view to being able to carry out preventive measures more efficiently.

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“…Also, most of the organizations have mechanisms in place to address issues related to gender inequality and sexual harassment. According to recent findings, affirmative action by the State and the organizations has significantly contributed toward diminishing the gender differences at work place in terms of workplace justice perceptions and perceived stress (Tripathi and Ghosh, 2018).…”

Section: Discussionmentioning

confidence: 99%

Psychological empowerment and stress: role of personality and power distance

Tripathi

Bharadwaja

2019

JIBR

Self Cite

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Purpose The negative links between psychological empowerment (PE) and perceived stress may be arguable when evaluated in Indian work settings characterized by socio-cultural values like dependence proneness and high power distance. To explore this possibility, the present study aimed to examine the links between PE at work and perceived stress in the Indian milieu. Potential moderating effects of gender, personality (generalized self-efficacy and Big-5 traits) and power distance on this relationship were also investigated. Design/methodology/approach An experiment with 2 (high PE/low PE) × 2 (male/female) between-subjects design was used on 120 employees from four commercialized banks. PE was manipulated by presenting a work scenario to each participant, where employees experience either high or low PE. Relevant scales were used to measure perceived stress, personality and power distance. Findings PE has a significant negative relationship with perceived stress, thus validating the effectiveness of PE in Indian work settings. Emotional stability and agreeableness are established as significant moderators which enhanced the negative links between PE and perceived stress. Originality/value The current research has uniquely contributed to the limited literature regarding the role of personality in empowerment and its outcomes. Furthermore, it has captured the theoretical and practical underpinnings of the PE-perceived stress link in Indian work-context.

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Gender differences in the effect of downward influence strategies on perceived stress and general-health: The mediating role of organizational justice

Cited by 7 publications

References 68 publications

Danish translation and validation of the Occupational Balance Questionnaire

Danish translation and validation of the Occupational Balance Questionnaire

Organizational Justice and Health: Reviewing Two Decades of Studies

Psychological empowerment and stress: role of personality and power distance

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