The Effects of Temporal Separation on the Relations between Self-Reported Work Stressors and Strains

Sánchez, Juan I.; Viswesvaran, Chockalingam

doi:10.1177/1094428102005002003

Cited by 17 publications

(11 citation statements)

References 43 publications

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“…Regardless of the type of constraint, employees are likely to experience negative emotions, including frustration and anxiety (Fox & Spector, 1999;Spector & Jex, 1998). Over time, such emotions would account for employees' decreased job satisfaction and increased turnover intentions (Fox & Spector, 1999), as well as more physical strains (e.g., physical symptoms; Sanchez & Viswesvaran, 2002;Spector & Jex, 1998).…”

Section: I-c and Cross-national Differences In The Work Hours-perceivmentioning

confidence: 97%

“…Indeed, employees who have high workloads tend to experience goal blocking and frustration, as well as dissatisfaction and turnover intentions (Fritz & Sonnentag, 2006;Spector & Jex, 1998). Once work overload becomes chronic, it may eventually endanger physical well-being as well (e.g., Sparks, Cooper, Fried, & Shirom, 1997;Torres Harding, 2001), as psychological strains are often followed by physical symptoms (Sanchez & Viswesvaran, 2002).…”

Section: I-c and Cross-national Differences In The Work Hours-perceivmentioning

confidence: 99%

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Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination

et al. 2012

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Surveying 6509 managers from 24 countries/geopolitical entities, we tested the process through which individualism-collectivism at the country level relates to employees' appraisals of and reactions to three types of work demands (i.e., work hours, workload, and organizational constraints). Our multilevel modeling results suggested that, while working the same number of hours, employees from individualistic countries reported a higher perceived workload than their counterparts in collectivistic countries. Furthermore, relationships of perceived workload and organizational constraints with job dissatisfaction and turnover intentions were stronger in individualistic than in collectivistic countries. Importantly, results of supplementary analyses suggested that the cultural value of individualism-collectivism moderated the mediation effect of perceived workload between work hours and both job dissatisfaction and turnover intentions. Our findings highlight the need to expand contemporary theories of work stress by applying multilevel approaches and incorporating crossnational differences in dimensions such as individualism-collectivism while studying how employees appraise and react to important work stressors.

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Section: I-c and Cross-national Differences In The Work Hours-perceivmentioning

confidence: 97%

Section: I-c and Cross-national Differences In The Work Hours-perceivmentioning

confidence: 99%

Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination

et al. 2012

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“…In addition, we have used different measurement scales (5-point and 7-point Likert scale, 5-point and 7-point semantic scale, and 5-point reversed frequency scale) (Podsakoff et al, 2003). In addition, other studies have shown that when data on the perceptions of work stressors and mental health are collected at the same time, the common method variance bias is not significant, and a temporal separation in the data collection is not superior (Sachez & Viswesvaran, 2002).…”

Section: Limitationsmentioning

confidence: 99%

Understanding the effect of procedural justice on psychological distress.

Cloutier

Vilhuber

Harrisson

et al. 2018

International Journal of Stress Management

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Studies on the effect of procedural justice on psychological distress present conflicting results. Drawing on instrumental and relational perspectives of justice, we test the hypothesis that the perception of procedural justice influences the level of workers' psychological distress. Using a number of validated instruments to collected data from 659 workers in three call centers, we use OLS regressions and Hayes' PROCESS tool to show that the perception of procedural justice has a direct, unique, and independent effect on psychological distress. The perception of procedural justice has no instrumental role, the key mechanism being the relational role, suggesting that perceived injustice influences psychological distress because it threatens self-esteem. Distributive justice perceptions (recognition, promotions, job security) are not associated with psychological distress, calling into question Siegrist's model. Our findings suggest that perceived procedural justice provides workers better evidence of the extent to which they are valued and appreciated members of their organizations than do perceptions of distributive justice. The results highlight the greater need for workers to be valued and appreciated for who they are (consideration and esteem), rather than for what they do for their organization (distributive justice of rewards). 1 Disciplines Economics | Psychology Understanding the effect of procedural justice on psychological distress AbstractStudies on the effect of procedural justice on psychological distress present conflicting results. Drawing on instrumental and relational perspectives of justice, we test the hypothesis that the perception of procedural justice influences the level of workers' psychological distress. Using a number of validated instruments to collected data from 659 workers in three call centers, we use OLS regressions and Hayes' PROCESS tool to show that the perception of procedural justice has a direct, unique, and independent effect on psychological distress. The perception of procedural justice has no instrumental role, the key mechanism being the relational role, suggesting that perceived injustice influences psychological distress because it threatens self-esteem. Distributive justice perceptions (recognition, promotions, job security) are not associated with psychological distress, calling into question Siegrist's model. Our findings suggest that perceived procedural justice provides workers better evidence of the extent to which they are valued and appreciated members of their organizations than do perceptions of distributive justice. The results highlight the greater need for workers to be valued and appreciated for who they are (consideration and esteem), rather than for what they do for their organization (distributive justice of rewards).

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“…A second study limitation lies in the common variance bias arising from the collection of data from a single source (i.e., workers) (Podsakoff, Mackenzie, Lee, & Podsakoff, 2003). It has however been shown that this bias may not be of concern when data are gathered on perceived stress factors in the workplace and on mental health (Sanchez & Viswesvaran, 2002).…”

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

The effects of rewards on psychological health in the workplace: Underlying mechanisms

Pellerin

Cloutier

2017

Can J Adm Sci

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The effort‐reward imbalance (ERI) model in the workplace (Siegrist, 1996) suggests that inequity of rewards contributes to a degradation of mental health through a process of devaluation. The objective of our study is to test this hypothesis empirically. Data were collected from 659 agents in three call centres located in the province of Quebec. A bootstrap mediation test show that perceived inequity with respect to rewards (recognition, promotion, job security) affects the level of psychological distress through the perception of being valued by the organization. Perceived inequity affects mental health because it signals to workers the extent to which they are valued by their organization. Our correlational study provides evidence of the internal validity of the ERI model. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd.

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The Effects of Temporal Separation on the Relations between Self-Reported Work Stressors and Strains

Cited by 17 publications

References 43 publications

Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination

Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination

Understanding the effect of procedural justice on psychological distress.

The effects of rewards on psychological health in the workplace: Underlying mechanisms

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