Stressors, locus of control, and social support as consequences of affective psychological well-being.

Abstract

Tests of the influence of affective psychological well-being on stressors, locus of control, and social support in a 1-month follow-up study of 210 male and 34 female British accountants is reported. There was a marginally significant association between the level of psychological symptoms and subsequent reports of intensity of quantitative workload stressors. A significant interaction between psychological symptoms and a measure of depression-enthusiasm was found to predict subsequent locus of control. The results indicate a differential pattern of associations between aspects of affective well-being and subsequent reports of social support. The results also indicate that initially more frequent stressors are associated with subsequently less intense stressors of the same type. The findings highlight the dynamic and reciprocal nature of the occupational stress process

A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the “reversed” effect

“…In other words, people are thought to be "both products and producers of their environment" and not just passive recipient of environmental influences over the course of lifespan development (8,10,11). In line with this notion of "reciprocal determinism", scholars are increasingly postulating a reciprocal (bidirectional) occupational stressor-strain relationship, where not only job stressors can influence worker well-being (ie, "normal" or stressor-to-strain effect), but conversely, worker well-being can also have influence on the work environment (ie, "reversed" or strain-to-stressor effect) (5,(12)(13)(14)(15)(16). In the context of the DCS model, this implies job demands, job control, or workplace social support are a consequence of worker well-being.…”

“…First, the "health selection" hypothesis posits that as healthy workers are likely to retain (or be promoted to) jobs with more favorable work environments (ie, upward selection), unhealthy workers (ie, strained) on the contrary are susceptible to drift off to more negative work environments with unfavorable job characteristics, such as greater job demands, less control, and/or less workplace social support (ie, downward selection, also known as the "drift" hypothesis) (12)(13)(14)17). A number of contributing reasons for downward selection, in particular, have been put forth: (i) job performance may be negatively impacted for strained workers, which makes them susceptible to dismissal or being relegated to more undesirable or stressful work tasks (18); (ii) this also undermine their ability to negotiate favorable changes (within the same job), receive a job promotion, or secure employment with a new organization with favorable characteristics (10,11,18); (iii) depressed or emotionally exhausted workers may experience cognitive and/or behavioral withdrawal, which hinder their ability to develop and maintain a positive and collaborative rapport with supervisors and/or co-workers (15,19,20); (iv) strained workers may be especially challenged to make the significant investment of time/effort required to seek new jobs with more favorable characteristics; and lastly, (v) employers in desirable workplaces may also be reluctant to hire employees perceived to be unhealthy (18,21).…”

“…The former suggests that healthy workers are more likely to re-interpret their jobs positively over time as they are able to maintain engaged in their work, accumulate, and conserve job resources (eg, develop good rapport with co-workers), and ultimately, increase job proficiency (23). On the other hand, the gloomy perception mechanism suggests that strained workers may reinterpret their work environment more negatively over time due to a few reasons: (i) job demands are perceived as more burdensome as a worker's capacity declines due to increased strain and/or poor health (24) and (ii) individuals with poor affective health (eg, negative moods, depressed) may exhibit a selective (increased) recall of negative information or situations (18,25,26), especially circumstances that are outside their control (eg, lack of job autonomy) (15,27,28).…”

Process evaluation for organizational stress and well-being interventions: Implications for theory, method, and practice.

“…To an extent, individuals' emotions are affected by the emotions of those with whom they interact (Parkinson, 1995). Poor affective well-being (Daniels & Guppy, 1997) (Schein, 2004). In the context of work-related stress and well-being and organizational interventions, this concept of shared meaning has not been explored much.…”

A Study On The Locus Of Control In Patients With Depression And Anxiety

“…The results indicated that external locus of control was simultaneously related to depressed mood and behavior. The data tend to support much of the research done on locus of control and depression, which generally indicates that externality, is linked to depression [10]. While understanding the relationship between these two constructs (Depression and Externality in Locus of Control) which are so closely studied in literature, it is difficult to state the cause and effect [9].…”