Human resource development,organization development,organizational learning,and organizational effectiveness: all needed more than ever

In this study the Job Demand-Control model was used to study the quality of working life of Dutch secondary teachers. The Job Demand-Control model of Karasek is a theoretical model in which stress and learning are both considered as dependent variables which are influenced by three different task characteristics: job demands, job control, and social support. This model was tested for Dutch secondary teachers (n = 542). Results shed light on the relationship between stress and learning, on the one hand, and the effects of task characteristics on work stress and on work-based learning, on the other hand. It is concluded that the relationship between stress and learning is mediated by the amount of job control as the model predicts. However, the results also reveal that the Karasek model is better suited for explaining stress than for explaining learning. To explain work-based learning variables other than task characteristics have to be taken into account.     

The effects of fitness training on the physiological stress response

The favourable psychological and physiological profile found in fit sportsmen does not necessarily follow from their exercise behaviour. Alternatively it may depend on endowment and/or self-selection. In that case, participation in regular exercise may not always result in a reduction of susceptibility to stress. The present article reviews several well-controlled laboratory studies that have directly examined the effect of fitness training programmes on the physiological responses to a set of standardized stressors. It was generally expected that fitness training would enhance psychological stress resistance and thus mitigate the physiological response to stress. The results of most studies belie these expectations. Intensive training programmes of up to 8 months do not change stress reactivity, even if initially low fit and high stress-reactive subjects are used. The failure to find a training effect on the intensity of the stress reactions in laboratory studies does not rule out possible psychosocial effects of regular exercise on the frequency and duration of the stress reactions in real-life situations. Furthermore, although the dynamics of the physiological response to stress are not changed, there is a clear downward shift in the overall level of heart rate and blood pressure in stressful situations. Several possible mechanisms are suggested by which these training effects may help us to deal with work stress without suffering health problems.     

UNPACKING COUNTRY EFFECTS: ON THE NEED TO OPERATIONALIZE THE PSYCHOLOGICAL DETERMINANTS OF CROSS-NATIONAL DIFFERENCES

Most cross-national research examines employees from two or more countries, who are assumed to differ on psychological dimensions in ways that influence their work attitudes or behaviors. However, the psychological dimensions assumed to influence employees’ attitudes or behaviors sometimes have not been operationalized (i.e. measured or manipulated) in previous research. Moreover, even when the relevant psychological dimensions have been operationalized, their role in mediating the relationships between people’s country and their work attitudes and behaviors have not been fully examined. By operationalizing (and appropriately examining the mediating role of) these psychological dimensions, cross-national researchers may make a variety of conceptual contributions, including: (a) accounting for both between- and within-country differences in work attitudes and behaviors; (b) providing greater clarity in accounting for unexpected null effects of country; and (c) providing insight into the basic theoretical processes underlying the relationships between people’s country and their work attitudes and behaviors. Future research opportunities based on operationalizing the psychological dimensions hypothesized to account for country effects also are discussed.     

When I'm 64: Psychological contract breach,work motivation and the moderating roles of future time perspective and regulatory focus

Abstract

There is an increasing need for managers to understand what motivates younger versus older workers to continue work within their company. We believe that this two-wave study among 90 Dutch employees is the first to examine: (1) the cross-lagged relationships between breach of psychological contract (which includes transactional and relational obligations) and intrinsic work motivation, and (2) the moderating role of the age-related variables future time perspective and regulatory focus. Regulatory focus concerns the orientation (either promotion-focused or prevention-focused) by which an individual pursues their goals. Based on psychological contract theory, we expected and found that relational contract breach predicts lower work motivation. Furthermore, based on lifespan developmental and regulatory focus theory, we assumed that this relationship would be stronger when workers experienced an open future time perspective and a promotion focus rather than a prevention focus. The results showed that future time perspective indeed had a strengthening, and prevention focus a reducing moderating effect in the relationship between psychological contract breach and work motivation. However, no significant effects for promotion focus were found. These findings indicate that age-related processes such as future time perspective and regulatory focus are important variables to include in future psychological contract research.     

On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed.     

Job demands and work-related psychological responses among Malaysian technical workers: The moderating effects of self-efficacy

Abstract

Job design has long been found to affect the work-related psychological responses of employees, such as psychological strain, job satisfaction, and turnover intentions, but scholars have begun to question whether established theoretical relations regarding job design continue to hold given the enormous changes in the nature of work during the past two decades. It is also increasingly recognized that individual differences affect work behaviours in substantial ways, but few studies on work design have investigated these differences. We addressed these concerns with a two-wave longitudinal study among 245 technical workers at a telecommunications company in Malaysia, a country that has a collectivist culture and a high power distance between managers and subordinates. We examined the moderating effects of job control and self-efficacy on the relationships between job demands and employee responses. The results failed to support the job demands-control model, as job control variables did not moderate the impact of demands on employee work-related psychological responses. However, self-efficacy moderated their impact on psychological strain (although not on job satisfaction or turnover intentions). Our findings provide insight into the moderating effect of self-efficacy, and suggest that practitioners interested in reducing psychological strain should consider making efforts to increase self-efficacy among employees.     

The relationship of work stressors, coping and social support to psychological symptoms among female secretarial employees

A conceptual framework is advanced that assumes that psychological symptoms emerge within multiple contexts, such as the workplace, and are influenced by the interplay of individual and situational risk and protective factors over time. This framework was utilized to examine the impact of work and work-family role stressors, coping, and work-related social support on psychological symptoms among 239 female, secretarial employees in the USA, using both cross-sectional and longitudinal structural equation models. Work stressors and avoidance coping were viewed as risk factors, and active coping and social support as protective factors. Work stressors contributed substantially to increased symptoms, primarily through a direct pathway in the cross-sectional model, but also indirectly to both Time 1 and Time 2 symptoms (4 months later) via pathways through active and avoidance coping. In both models, avoidance coping also predicted increased symptoms. Avoidance coping also served to partially mediate the relationship between work stressors and symptoms in the cross-sectional model, but not in the longitudinal model. Active coping was related to fewer psychological symptoms in both models, thereby reducing the negative effect of work stressors on symptoms. Likewise, work-related social support served an indirect protective function by contributing to lower levels of reported work stressors and greater use of active coping. Work stressors but not active coping mediated the relationship between social support and symptoms. Implications for future research and workplace interventions are discussed.     

信贷资产证券化、异质性投资者和金融风险

在Gennaioli等人^[1]建立的标准模型基础上,引入投资者异质性时间偏好和由投资者过度自信引起的异质性信念,探讨投资者非理性对金融风险的影响。研究发现,与Gennaioli等人^[1]的结论不一样,银行金融中介并不会利用投资者非理性发行更多的表面无风险实际有风险的债券,因此,非理性投资者参与资产证券化产品的交易并不会增加金融市场的风险。这一结论为信贷资产证券化产品在交易所发行交易,允许中小投资者参与其中提供了理论依据。     

Stress, physical activity and coronary heart disease

Recent years have witnessed an increasing popularity of corporate fitness programmes. Regular physical activity and, in particular, high aerobic fitness are associated with a lower risk of coronary heart disease. Apart from its beneficial effects on resting levels of blood pressure and cholesterol, fitness is believed to reduce the impact of psychological stress. This hypothesis has been put to the test in 33 studies examining the physiological stress response of groups selected to differ in their fitness level. Although some evidence was found for a reduced response to stress in high fit subjects, the effects were not very strong. During 54 confrontations with a stressful task, significantly lower heart rate reactions in high fit subjects were seen in only nine tasks (17%). With nine out of 36 stressors (28%), fit subjects showed a lower diastolic blood pressure response. However, in combination with a frequently found reduction in basal levels, the high fit showed a consistently favourable cardiovascular profile under stress. This adaptation may reflect the benefits of regular exercise over a more sedentary lifestyle, but a combined influence of genetic make-up on cardiovascular reactivity and fitness cannot be ruled out.     

认知偏差、异质期望与资产定价

借鉴行为金融理论的研究成果,构造了符合一般心理活动的两类投资者,并在这个假设基础上推导出了基于异质期望的股票收益率均衡解析模型.该模型关注认知偏差间的内在联系,认为以预期方式为载体的不同认知偏差的互动作用是影响风险资产定价的深层原因.最后,据此统一解释了股票收益率运动中的若干典型现象.     

Psychosocial safety climate as an antecedent of work characteristics and psychological strain: A multilevel model

Abstract

Psychosocial safety climate (PSC) refers to a specific organizational climate for the psychological health of workers. It is largely determined by management and at low levels is proposed as a latent pathogen for psychosocial risk factors and psychological strain. Using an extended Job Demands-Control-Support framework, we predicted the (24 month) cross-level effects of PSC on psychological strain via work conditions. We used a novel design whereby data from two unrelated samples of nurses working in remote areas were used across time (N=202, Time 1; N=163, Time 2), matched at the work unit level (N= 48). Using hierarchical linear modelling we found that unit PSC assessed by nurses predicted work conditions (workload, control, supervisor support) and psychological strain in different nurses in the same work unit 24 months later. There was evidence that the between-group relationship between unit PSC and psychological strain was mediated via Time 2 work conditions (workload, job control) as well as Time 1 emotional demands. The results support a multilevel work stress model with PSC as a plausible primary cause, or “cause of the causes”, of work-related strain. The study adds to the literature that identifies organizational contextual factors as origins of the work stress process.     

The recovery paradox: Portraying the complex interplay between job stressors,lack of recovery,and poor well-being

Job stressors such as time pressure, organizational constraints, and interpersonal conflicts matter for individual well-being within organizations, both at the day level and over longer periods of time. Recovery-enhancing processes such as psychological detachment from work during nonwork time, physical exercise, and sleep have the potential to protect well-being. Although the experience of job stressors calls for effective recovery processes, empirical research shows that recovery processes actually are impaired when job stressors are high (recovery paradox). This article presents explanations for the recovery paradox, discusses moderating factors, and suggests avenues for future research.     

How extended work availability affects well-being: The mediating roles of psychological detachment and work-family-conflict

Studies have identified availability for work during non-work time as a widespread demand that is related to impaired well-being. Whereas existing research results are based on cross-sectional designs, the present study applied a three-wave longitudinal design to improve interpretations of the direction and causation of the effects of extended work availability. In addition, this study investigated mediating processes such as the reduction of psychological detachment and the increase in work-to-family conflict (WFC). A total of 416 people responded to an online survey at three measurement points, with a time lag of 2 months between each survey, to assess the organisational expectations of being available during one’s off-job time as well as psychological detachment, WFC and emotional exhaustion. The results of structural equation modelling indicated that extended work availability is associated with increases in emotional exhaustion over time. A mediation analysis revealed that WFC and psychological detachment mediated this effect. The results of this study provide strong evidence that extended work availability negatively affects employee well-being over time. Furthermore, this study contributes to an explanation of the mediating process of the detrimental effect. This finding can be used for health-related interventions in cases where extended work availability cannot be completely avoided.     

Meaningful work at a distance: A case study in a hospital

Having a positive impact on other people's lives typically increases the likelihood of regarding one's work as meaningful. In some settings, however, employees have little or no contact to those who experience the impact of their work. Our paper examines how such distance affects these employees' construction of their work as meaningful. We present the findings of an in-depth case study of medical laboratory workers who do not typically interact with their patients. Drawing on interviews and observational data, we identify three sensemaking practices through which employees overcome the physical and perceived psychological distance to patients: assembling various pieces of information about the patient, sharing patient-related stories with colleagues, and relating themselves to patients and their medical problems. We also find that overcoming distance to patients can result in emotional stress, which is why some employees prefer staying at a ‘safe’ psychological distance. Our paper contributes to the meaningful work literature by examining how actors make work meaningful when they are physically distant from their object of work. We also contribute to a critical understanding of meaningful work by showing how efforts to render one's work more meaningful can intensify stress and emotional tension.     

Changes in mental well-being, blood pressure and total cholesterol levels during workplace reorganization: the impact of uncertainty

The aim of this study was to investigate the effects of uncertainty caused by large-scale workplace reorganization, on psychological well-being, blood pressure and total cholesterol levels. Employees (98 women and 86 men) were assessed four times, at approximately 6-monthly intervals, twice before and twice after reorganization. Self-reported psychological well-being was at its lowest level shortly prior to reorganization, as predicted. Greater self-reported uncertainty about one's own future occupational situation was associated with a bigger reduction in mental well-being before reorganization, as was role ambiguity after reorganization. Systolic blood pressure was elevated over initial levels just prior to reorganization, and shortly after reorganization, but at the final assessment was not significantly different from initial levels. A bigger increase in systolic blood pressure was seen in those reporting greater future job uncertainty before reorganization, and in those who started a new job or who reported greater role ambiguity after reorganization. Diastolic blood pressure was also significantly elevated over initial levels just before reorganization, but this effect became nonsignificant once changes in body mass index were statistically controlled. Total cholesterol also reached its highest level just prior to reorganization, but this effect was not significant. It is concluded that workplace reorganization caused significant increases in distress and in systolic blood pressure and that uncertainty contributed to these effects.     

The effects of transformational leadership on followers' perceived work characteristics and psychological well-being: A longitudinal study

Transformational leaders employ a visionary and creative style of leadership that inspires employees to broaden their interest in their work and to be innovative and creative. There is some evidence that transformational leadership style is linked to employee psychological well-being. However, it is not clear whether this is due to (1) a direct relationship between leadership behaviour and affective well-being outcomes, or (2) a relationship between leadership behaviour and well-being that is mediated by followers' perceived work characteristics. (Such characteristics include role clarity, meaningfulness, and opportunities for development.) This study aims to extend previous work by examining the validity of these two mechanisms in a longitudinal questionnaire study. The study was carried out within the elderly care sector in a Danish local governmental department. A theory-driven model of the relationships between leadership, work characteristics, and psychological well-being was tested using Structural Equation Modelling. The results indicated that followers' perceptions of their work characteristics did mediate the relationship between transformational leadership style and psychological well-being. However, there was only limited evidence of the existence of a direct path between leadership behaviour and employee well-being. These findings have implications for design, implementation, and management of efforts to improve employee well-being.     

Integration of Critical Infrastructure and Societal Consequence Models: Impact on Swedish Power System Mitigation Decisions

Critical infrastructures provide society with services essential to its functioning, and extensive disruptions give rise to large societal consequences. Risk and vulnerability analyses of critical infrastructures generally focus narrowly on the infrastructure of interest and describe the consequences as nonsupplied commodities or the cost of unsupplied commodities; they rarely holistically consider the larger impact with respect to higher‐order consequences for the society. From a societal perspective, this narrow focus may lead to severe underestimation of the negative effects of infrastructure disruptions. To explore this theory, an integrated modeling approach, combining models of critical infrastructures and economic input–output models, is proposed and applied in a case study. In the case study, a representative model of the Swedish power transmission system and a regionalized economic input–output model are utilized. This enables exploration of how a narrow infrastructure or a more holistic societal consequence perspective affects vulnerability‐related mitigation decisions regarding critical infrastructures. Two decision contexts related to prioritization of different vulnerability‐reducing measures are considered—identifying critical components and adding system components to increase robustness. It is concluded that higher‐order societal consequences due to power supply disruptions can be up to twice as large as first‐order consequences, which in turn has a significant effect on the identification of which critical components are to be protected or strengthened and a smaller effect on the ranking of improvement measures in terms of adding system components to increase system redundancy.     

Changes in mental well-being,blood pressure and total cholesterol levels during workplace reorganization: The impact of uncertainty

The aim of this study was to investigate the effects of uncertainty caused by large-scale workplace reorganization, on psychological well-being, blood pressure and total cholesterol levels. Employees (98 women and 86 men) were assessed four times, at approximately 6-monthly intervals, twice before and twice after reorganization. Self-reported psychological well-being was at its lowest level shortly prior to reorganization, as predicted. Greater self-reported uncertainty about one's own future occupational situation was associated with a bigger reduction in mental well-being before reorganization, as was role ambiguity after reorganization. Systolic blood pressure was elevated over initial levels just prior to reorganization, and shortly after reorganization, but at the final assessment was not significantly different from initial levels. A bigger increase in systolic blood pressure was seen in those reporting greater future job uncertainty before reorganization, and in those who started a new job or who reported greater role ambiguity after reorganization. Diastolic blood pressure was also significantly elevated over initial levels just before reorganization, but this effect became nonsignificant once changes in body mass index were statistically controlled. Total cholesterol also reached its highest level just prior to reorganization, but this effect was not significant. It is concluded that workplace reorganization caused significant increases in distress and in systolic blood pressure and that uncertainty contributed to these effects.     

Control at work: a generalized resource factor for the prevention of musculoskeletal symptoms?

During the last two decades two potent groups of predictors for work-related musculoskeletal problems have been identified: physical work load and poor psychosocial working conditions. However, little is known about their combined effects. In this study the buffering effect of control at work with respect to the negative effects of psychological demands and physical work load on musculoskeletal problems is examined. All study variables were sampled from 431 people working in geriatric nursing homes in Germany by means of questionnaires. Main effects and interactions were tested with multiple regression analysis. The results showed that control buffered the effects of high psychological demands, but not of high physical work load; the buffering effect of control was observed only when physical work load was low. The combined effects of demands and physical work load were over-additive. Thus, the power of different predictors for musculoskeletal symptoms depended on the level of other predictors. This suggests that the efficiency of certain strategies for the prevention of musculoskeletal problems is likely to depend on the level of risk factors, with different strategies being appropriate for different levels of risk.