Quality of work life.

Hammer, Leslie B.; Zimmerman, Kristi L.

doi:10.1037/12171-011

Cited by 79 publications

(39 citation statements)

References 176 publications

(292 reference statements)

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“…The struggle to obtain decent work, particularly for workers without marketable 21st century skills, remains one of the major social justice challenges of our era. In this climate, we believe that linkages are needed between existing macro-level definitions of decent work and the psychological literature on quality of work life, social justice, and emancipatory views of human behavior (e.g., Prilleltensky, 1997; Blustein, 2006, 2013; Hammer and Zimmerman, 2011). In order to better understand the nature of the decent work concept, we first turn our attention to the emerging critiques, which have been generated from social philosophy (e.g., Deranty and MacMillan, 2012), economics (e.g., Burchell et al, 2013), public health (e.g., Di Ruggerio et al, 2015), and sociology (e.g., Standing, 2008).…”

Section: Decent Work: Prevalence and Featuresmentioning

confidence: 99%

“…Moreover, individuals who have the opportunity to experience job satisfaction also are more likely to have other forms of well-being and psychological health in their lives (Swanson, 2012; Lent and Brown, 2013). In addition, psychologists from the I/O and work psychology traditions have explored the various ways that people can obtain quality of life at work (Hammer and Zimmerman, 2011), job satisfaction (Schleicher et al, 2011), and other forms of meaning at work. Indeed, the scholarship within vocational and I/O psychology has generated considerable relevant knowledge in understanding many of the psychological attributes of a functional work environment (see Lent and Brown, 2013, for an excellent review of the existing research in both I/O and vocational psychology).…”

Section: The Psychology Of Decent Workmentioning

confidence: 99%

“…While nuanced disagreements across disciplines remain as to what constitutes a good job, the conversation has progressed from subjective measures of job satisfaction to efforts by I/O psychologists (e.g., Hammer and Zimmerman, 2011) and vocational psychologists (e.g., Blustein, 2013; Lent and Brown, 2013), economists (e.g., Burchell et al, 2013), business management scholars (e.g., Vidal, 2013), and others (e.g., Deranty and MacMillan, 2012) to develop a consensus on the defining dimensions of high quality work. The use of a consensually agreed upon definition of decent work as fair, dignified, stable, and secure has the potential to drive research, policy initiatives, and potential solutions to the growing crisis in work.…”

Section: Introductionmentioning

confidence: 99%

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Decent Work: A Psychological Perspective

Blustein¹,

Olle²,

et al. 2016

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This contribution, which serves as the lead article for the Research Topic entitled “From Meaning of Working to Meaningful Lives: The Challenges of Expanding Decent Work,” explores current challenges in the development and operationalization of decent work. Based on an initiative from the International Labor Organization [ILO] (1999) decent work represents an aspirational statement about the quality of work that should be available to all people who seek to work around the globe. Within recent years, several critiques have been raised about decent work from various disciplines, highlighting concerns about a retreat from the social justice ethos that had initially defined the concept. In addition, other scholars have observed that decent work has not included a focus on the role of meaning and purpose at work. To address these concerns, we propose that a psychological perspective can help to revitalize the decent work agenda by infusing a more specific focus on individual experiences and by reconnecting decent work to its social justice origins. As an illustration of the advantages of a psychological perspective, we explore the rise of precarious work and also connect the decent work agenda to the Psychology-of-Working Framework and Theory (Blustein, 2006; Duffy et al., 2016).

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Section: Decent Work: Prevalence and Featuresmentioning

confidence: 99%

Section: The Psychology Of Decent Workmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Decent Work: A Psychological Perspective

Blustein¹,

Olle²,

et al. 2016

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“…As part of the FSSB training intervention developed and evaluated by Hammer et al (2011), the FSSB is used as an assessment tool that is then fed back to supervisors to help motivate transfer of training. The motivation comes from learning that supervisors consistently tend to rate themselves as more supportive than do employees.…”

Section: Importance Of Fssb and Need For An Fssb-short Form (Fssb-sf)mentioning

confidence: 99%

Measurement development and validation of the Family Supportive Supervisor Behavior Short-Form (FSSB-SF).

Hammer¹,

Kossek²,

Bodner³

et al. 2013

Journal of Occupational Health Psychology

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214

232

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Recently, scholars have demonstrated the importance of Family Supportive Supervisor Behaviors (FSSB), defined as behaviors exhibited by supervisors that are supportive of employees’ family roles, in relation to health, well-being, and organizational outcomes. FSSB was originally conceptualized as a multidimensional, superordinate construct with four subordinate dimensions assessed with 14 items: emotional support, instrumental support, role modeling behaviors, and creative work-family management. Retaining one item from each dimension, two studies were conducted to support the development and use of a new FSSB-Short Form (FSSB-SF). Study 1 draws on the original data from the FSSB validation study of retail employees to determine if the results using the 14-item measure replicate with the shorter 4-item measure. Using data from a sample of 823 information technology professionals and their 219 supervisors, Study 2 extends the validation of the FSSB-SF to a new sample of professional workers and new outcome variables. Results from multilevel confirmatory factor analyses and multilevel regression analyses provide evidence of construct and criterion-related validity of the FSSB-SF, as it was significantly related to work-family conflict, job satisfaction, turnover intentions, control over work hours, obligation to work when sick, perceived stress, and reports of family time adequacy. We argue that it is important to develop parsimonious measures of work-family specific support to ensure supervisor support for work and family is mainstreamed into organizational research and practice.

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“…The interconnectedness between work and family has been well documented in the organizational literature (Crain & Hammer, 2013; Hammer & Zimmerman, 2011). However, work-family research has largely failed to consider other life domains (e.g., community involvement, leisure, recovery) which may compete with, or compliment, work and family roles and responsibilities.…”

mentioning

confidence: 99%

Work–family conflict, family-supportive supervisor behaviors (FSSB), and sleep outcomes.

Crain¹,

Hammer²,

Bodner³

et al. 2014

Journal of Occupational Health Psychology

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149

157

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Although critical to health and well-being, relatively little research has been conducted in the organizational literature on linkages between the work-family interface and sleep. Drawing on Conservation of Resources theory, we use a sample of 623 information technology workers to examine the relationships between work-family conflict, family-supportive supervisor behaviors (FSSB), and sleep quality and quantity. Validated wrist actigraphy methods were used to collect objective sleep quality and quantity data over a one week period of time, and survey methods were used to collect information on self-reported work-family conflict, FSSB, and sleep quality and quantity. Results demonstrated that the combination of predictors (i.e., work-to-family conflict, family-to-work conflict, FSSB) was significantly related to both objective and self-report measures of sleep quantity and quality. Future research should further examine the work-family interface to sleep link and make use of interventions targeting the work-family interface as a means for improving sleep health.

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Quality of work life.

Cited by 79 publications

References 176 publications

Decent Work: A Psychological Perspective

Decent Work: A Psychological Perspective

Measurement development and validation of the Family Supportive Supervisor Behavior Short-Form (FSSB-SF).

Work–family conflict, family-supportive supervisor behaviors (FSSB), and sleep outcomes.

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