Working Conditions and Three Types of Well-Being: A Longitudinal Study With Self-Report and Rating Data.

Grebner, Simone; Semmer, Norbert K.; Elfering, Achim

doi:10.1037/1076-8998.10.1.31

Cited by 128 publications

(101 citation statements)

References 45 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Specific measures chosen to capture workplace social support were highly diverse. All studies relied entirely on self-report measures, except for one which incorporated observer ratings of job control (63).…”

Section: Methodological Properties Of Studiesmentioning

confidence: 99%

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

Tang¹

2014

Scand J Work Environ Health

107

View full text Add to dashboard Cite

A reciprocal interplay between psychosocial job stressors and worker well-being? A systematic review of the "reversed" effect by Tang K Scholars in the area of occupational health and epidemiology have increasingly theorized about a reciprocal stressor-strain. A systematic review of the recent literature found "moderate" evidence in support of a reciprocal relationship (ie, bidirectional effects) between psychosocial job stressors and worker well-being. The paper also sets out potential research avenues to advance the state of current knowledge. Affiliation 441Review Scand J Work Environ Health. 2014;40(5):441-456. doi:10.5271/sjweh.3431 A reciprocal interplay between psychosocial job stressors and worker wellbeing? A systematic review of the "reversed" effect Objectives Work represents an important role in society, and the nature and consequences of job stress have garnered significant research interest. In recent years, considerable effort has been made to elucidate the occupational stressor-strain relationship, or the interplay between unfavorable working conditions (stressor) and worker well-being (strain). In line with Bandura's notion of "reciprocal determinism", a reciprocal occupational stressor-strain relationship is now increasingly postulated, where variables exert mutual influences on each other over time. The objective of this study was to determine the extent of empirical support for three specific "reversed" (strain-to-stressor) effects, guided by the Demand-Control-Support Model.Methods A systematic literature review was conducted (1996-2012 inclusive) through a search of databases.After relevant studies were identified, a methodological quality appraisal was performed based on four key criteria: sample size, measurement, non-spuriousness, and non-response bias. Subsequently, a quantitative synthesis of evidence from high-quality studies was performed by calculating a standardized index of convergence for each reversed effect.Results Twenty-three qualifying studies were found and evidence from ten high-quality studies ultimately contributed to the synthesis. Moderately strong evidence in support of a positive strain-to-job demands effect was found, but there was no evidence in support of either a strain-to-job control or a strain-to-workplace social support effect. ConclusionsIn conjunction with available evidence on the corresponding "normal" (stressor-to-strain) effect, this review gives credence to the possibility of a reciprocal stressor-strain relationship involving job demands and worker well-being.

show abstract

Section: Methodological Properties Of Studiesmentioning

confidence: 99%

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

Tang¹

2014

Scand J Work Environ Health

107

View full text Add to dashboard Cite

show abstract

“…In addition, they will anticipate problems and constraints for the next working day. Empirical evidence suggests that stressful job situations are negatively related to psychological detachment from work during off-job time (Cropley & Purvis, 2003;Grebner, Semmer, & Elfering, 2005).…”

Section: Job Stressors and Job Control As Potential Predictors Of Recmentioning

confidence: 99%

The Recovery Experience Questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work.

Sonnentag¹,

Fritz²

2007

Journal of Occupational Health Psychology

1,511

2,623

View full text Add to dashboard Cite

Drawing on the mood regulation and job-stress recovery literature, four self-report measures for assessing how individuals unwind and recuperate from work during leisure time were developed (Study 1). Confirmatory factor analyses with a calibration and a cross-validation sample (total N ϭ 930) showed that four recovery experiences can be differentiated: psychological detachment from work, relaxation, mastery, and control (Study 2). Examination of the nomological net in a subsample of Study 2 (N ϭ 271) revealed moderate relations of the recovery experiences with measures of job stressors and psychological well-being; relations with coping and personality variables were generally low (Study 3). Potential applications for the future use of these short 4-item measures in longitudinal and diary research are discussed.

show abstract

“…Applied to the job, employees with high Enthusiasm-with high pleasure and stimulation from their work-are said to have feelings central to the model of ''thriving'' (Spreitzer et al 2005), while conversely those with low Enthusiasm express feelings of depression, who take no pleasure from their work and are passive. Those with high Contentment find their jobs acceptable but are said to have a ''resigned satisfaction'', while conversely those with low Contentment express feelings of anxiety, being both aroused by and experiencing displeasure from their work (Grebner et al 2005;Warr 2007: 22). These two dimensions have been found to affect behaviour, including quitting and absenteeism (Green 2010;Warr 2007: 427-434).…”

Section: Theory and Prior Evidence Linking Job Characteristics And Jomentioning

confidence: 99%

Job-Related Well-Being Through the Great Recession

Green¹,

Felstead

Gallie

et al. 2014

J Happiness Stud

View full text Add to dashboard Cite

We study how job-related well-being (measured by Warr's 'Enthusiasm' and 'Contentment' scales) altered through the Great Recession, and how this is related to changing job quality. Using nationally representative data for Britain, we find that jobrelated well-being was stable between 2001 and 2006, but then declined between 2006 and 2012. We report relevant changes in job quality. In modelling the determinants of jobrelated well-being, we confirm several previously-studied hypotheses and present some new findings: downsizing, work re-organisation, decreased choice, and linking pay to organisational performance each reduce well-being; indicators of skills challenge in jobs have more of a positive association with Enthusiasm than with Contentment, while effort has a more negative association with Contentment than with Enthusiasm. Our estimates are largely orthogonal to the effects of personality traits and demographic controls on wellbeing. Using a standard decomposition, we find that the 2006-2012 fall in job-related wellbeing is partly accounted for by accelerations in the pace of workplace change, rising job insecurity, increased effort and changing participation.Keywords Effort Á Job insecurity Á Downsizing Á Performance-related pay Á Organisational participation Á Job-related well-being Á Task discretion Á Skill IntroductionThis paper is concerned with what happens to the job-related well-being of those in employment in a major recession. Periods of economic crisis and stagnation are typically seen as occasions for accelerated changes in employment and production relations. Whether through Schumpeterian creative destruction or through a shift in the balance of power, the opportunity may be taken to renew working methods, relationships and pay bargains, with consequences for both employers and their employees. Major economic downturns are known to generate falls in general well-being (as manifested in overall life satisfaction and health indicators) which extend beyond those rendered involuntarily unemployed to the broader workforce who feel less secure and to their dependants (Burchell 1994;Di Tella et al. 2003;Green 2011). The focus here, however, is on how indicators of job-related wellbeing (feelings about one's job) are changed over a recession, and on how this is related to changing job quality. To investigate this, we examine the specific instance of employees in Britain before and after the 'Great Recession' of 2008-2009.Since job-related well-being is an end in itself, studying it needs no additional motivation. Nevertheless, there is evidence that job-related well-being is associated with productivity, absenteeism and labour turnover (e.g. De Neve et al. 2013;Warr 2007;Zelenski et al. 2008)-even if much remains to be done to determine the magnitude of the causal effects. In recent years well-being-including in the domain of work-has been assigned a place in the 'beyond GDP' agenda (Stiglitz et al. 2009). A better understanding of various dimensions of well-being at an aggregate level are re...

show abstract

Working Conditions and Three Types of Well-Being: A Longitudinal Study With Self-Report and Rating Data.

Cited by 128 publications

References 45 publications

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

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

The Recovery Experience Questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work.

Job-Related Well-Being Through the Great Recession

Contact Info

Product

Resources

About