A meta-analysis of experienced incivility and its correlates: Exploring the dual path model of experienced workplace incivility.

The present study proposes and examines a theoretical Dual Path Model of Experienced Workplace Incivility using meta-analytic relationships (k = 246; N = 145, 008) between experienced incivility and frequent correlates. The stress-induced mechanism was supported with perceived stress mediating the meta-analytical relationship between experienced incivility and occupational health (i.e., emotional exhaustion and somatic complaints). The commitment-induced mechanism was also supported with affective commitment to the organization mediating the relationship between experienced incivility and organizational correlates (i.e., job satisfaction and turnover intentions). However, these paths were not able to explain the strong relationship between experienced and enacted workplace incivility. Moderating analysis revealed that the experienced-enactment link is stronger between coworkers, in comparison to incivility experienced from supervisors; experienced incivility is more strongly related to organizational correlates, when incivility is enacted by supervisors in comparison to coworkers, and in human service samples when compared to samples comprised of mixed occupations. We discuss theoretical and practical implications as well as directions for future research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Defeating abusive supervision: Training supervisors to support subordinates.

Although much is known about the antecedents and consequences of abusive supervision, scant attention has been paid to investigating procedures to reduce its frequency. We conducted a quasiexperiment to examine the effects of supervisor support training on subordinate perceptions of abusive supervision and supervisor support. Supervisors (n = 23) in 4 restaurants were trained in 4 supportive supervision strategies (benevolence, sincerity, fairness, and experiential processing) during 4 2-hr sessions over a period of 2 months. We compared perceived supervisor support and abusive supervision before and 9 months after training for 208 employees whose supervisors received support training and 241 employees in 4 similar control restaurants. Compared to employees in the control restaurants, employees whose supervisors received the support training reported higher levels of perceived supervisor support and less abusive supervision. These findings suggest that a relatively brief training program can help managers become more supportive and less abusive. Theoretical and practical implications for effectively managing abusive supervision are discussed. (PsycINFO Database Record

Promoting personal resources and reducing exhaustion through positive work reflection among caregivers.

The aim of this study was to test the effects of a daily positive work reflection intervention on fostering personal resources (i.e., hope and optimism) and decreasing exhaustion (i.e., emotional exhaustion and fatigue) among caregivers for the elderly and caregivers who provide services at patients' homes. Using an intervention/waitlist control group design, 46 caregivers in an intervention group were compared with 44 caregivers in a control group at 3 points of measurement: pre-intervention, post-intervention, and at a 2-week follow-up. The results show that emotional exhaustion and fatigue were reduced for the intervention group. Primarily, caregivers with a high need for recovery at baseline benefited from the intervention. The results reveal no intervention effects for personal resources; however, they reveal a trend that the intervention led to an increase in hope and optimism among caregivers with a high need for recovery. Overall, the findings show that caregivers benefit from a daily positive work reflection intervention, particularly when their baseline levels of resources and well-being are low. (PsycINFO Database Record

Exploring daily affective changes in university students with a mindful positive reappraisal intervention: A daily diary randomized controlled trial.

Brief and cost-effective interventions focused on emotion regulation techniques can buffer against stress and foster positive functioning. Mindfulness and positive reappraisal are two techniques that can mutually enhance one another to promote well-being. However, research testing the effectiveness of interventions combining mindfulness and reappraisal is lacking. The current pilot examined the effect of a combined mindful-reappraisal intervention on daily affect in a 5-day diary study with 106 university students. Participants were randomized to a mindful-reappraisal intervention (n = 36), a reappraisal-only intervention (n = 34), or an active control activity (n = 36). All participants described a negative event each day but only reappraised the event in the intervention conditions. Using multilevel growth modelling, results indicated that negative affect in both interventions declined over 5 days compared to the control; however, there were no differences in the growth of positive affect. Compared to reappraisal-only, the mindful-reappraisal group reported overall lower daily negative affect and marginally higher daily positive affect over the 5-day intervention. These findings suggest that brief daily practice combining mindfulness and positive reappraisal can be trained as a self-regulatory resource to promote positive affect and buffer negative affect above and beyond reappraisal practice alone.

Demands, control, and support: a meta-analytic review of work characteristics interrelationships.

The job demands-control-support model (DCS; Karasek, 1979) is an influential theory for understanding how work characteristics relate to employee well-being, health, and performance. However, previous research has largely neglected theory-building regarding the interrelationships between job demands, control, and support. We remedy such theoretical underdevelopment by reviewing and integrating theory on the relationships between demands, control, and support to develop five hypotheses. We test our hypotheses within a meta-analytic framework using a set of 106 studies. Our results show negative demands-supervisor support and demands-coworker support relationships, but no significant demand-control relationship. Our findings also indicate positive control-supervisor support and control-coworker support relationships. Using the meta-analytic effect sizes, we also estimate two competing structural equation models intended to discern which theoretical model using DCS work characteristics to predict occupational strain and well-being is more consistent with our data. Our results suggest that job control and both sources of social support should be treated independently, as opposed to indicators of a shared latent factor, in terms of their prediction of well-being and job demands. Our study offers support for the usefulness of the DCS and more modern conceptualizations of the working environment in understanding the employee work experience and for predicting important work outcomes. (

Perceived collective burnout: a multilevel explanation of burnout.

Building up on the socially induced model of burnout and the job demands-resources model, we examine how burnout can transfer without direct contagion or close contact among employees. Based on the social information processing approach and the conservation of resources theory, we propose that perceived collective burnout emerges as an organizational-level construct (employees' shared perceptions about how burned out are their colleagues) and that it predicts individual burnout over and above indicators of demands and resources. Data were gathered during the first term and again during the last term of the academic year among 555 teachers from 100 schools. The core dimensions of burnout, exhaustion, and cynicism were measured at the individual and collective level. Random coefficient models were computed in a lagged effects design. Results showed that perceived collective burnout at Time 1 was a significant predictor of burnout at Time 2 after considering previous levels of burnout, demands (workload, teacher-student ratio, and absenteeism rates), and resources (quality of school facilities). These findings suggest that perceived collective burnout is an important characteristic of the work environment that can be a significant factor in the development of burnout.

Consequences of job insecurity and the moderator role of occupational group.

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.

Consequences of job insecurity and the moderator role of occupational group

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed (AU)

Las transformaciones en el mercado laboral y las organizaciones de las últimas décadas han conllevado un aumento de la inseguridad laboral de los trabajadores. En respuesta a esta inseguridad, los trabajadores presentan distintas reacciones negativas. Sin embargo, la intensidad de estas reacciones varía en los estudios que se han centrado en examinar estos efectos asociados. Una posible explicación de esta variabilidad se basa en la influencia de otros factores, como por ejemplo el grupo ocupacional (Sverke y col., 2002). El objetivo del presente trabajo es proporcionar evidencia adicional a la relación entre la inseguridad laboral y sus efectos asociados (ej: satisfacción con la vida, satisfacción laboral, desempeño percibido y compromiso organizacional), así como examinar el papel modulador del grupo ocupacional en esta relación. La muestra de este estudio estuvo compuesta por 321 trabajadores de diversas organizaciones españolas. Los resultados mostraron que la inseguridad laboral se relacionaba directa y negativamente con la satisfacción con la vida, la satisfacción laboral y el compromiso organizacional. Los resultados sugirieron que el grupo ocupacional modulaba la relación entre inseguridad laboral y tres de los efectos asociados estudiados. En el caso de la satisfacción con la vida, y el desempeño percibido esta relación era más intensa en el grupo de empleados de cuello azul. La relación entre inseguridad laboral y satisfacción laboral resultó más fuerte en el caso de los empleados de cuello blanco. Se discuten las implicaciones y limitaciones de este estudio (AU)

Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment.

In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater. This interaction carried through to in-role and extra-role performance. With regard to antecedents, we found in Study 1 that supervisor's self-reported identification with the organization increased supervisor's expression of positive statements about the organization, which in turn increased subordinates' SOE.

A longitudinal study of coping and gender in a female-dominated occupation: predicting teachers' burnout.

This study investigates the role of gender in the benefits of coping (direct action and social support seeking) on the core dimensions of burnout (exhaustion and cynicism) using a longitudinal design. Specifically, the study examined these relationships on teachers, which is typically a female-dominated occupation. Data were gathered during the first term and again during the last term of the academic year. The Time 2 sample was composed of 141 male and 303 female teachers from 100 Spanish primary and secondary schools. Lagged and concurrent longitudinal designs were tested using random coefficient models. Concurrent interactive effects of gender in the relationship among coping strategies and cynicism as well as exhaustion were found. Direct action coping was beneficial only for men. Social support seeking coping was not beneficial for women; moreover, it was found to be detrimental for men. These results were in accord with previous studies confirming the coping-gender match hypothesis. Implications of these results and their significance for practical interventions in the work stress field are discussed.

Un análisis transnivel de las relaciones de la calidad de servicio y la confirmación de expectativas con la satisfacción de los usuarios / A cross-level analysis of the links between service quality and disconfirmation of expectations and customer satisfaction

Este artículo examina las relaciones de la confirmación de expectativas y de la calidad de servicio funcional y relacional con la satisfacción de los usuarios que se atienden. Se contó con la participación de156 empleados que estaban trabajando en 52 unidades de trabajo. Asimismo, se pasó un cuestionario a 517 usuarios que habían sido atendidos por dichas unidades de trabajo. Partiendo de un enfoque transnivel, se utilizó un modelo de coeficientes aleatorios para examinar las relaciones entre dichas variables. La confirmación de expectativas mantuvo una fuerte relación con la satisfacción. Además, los resultados confirmaron la existencia de una relación adicional estadísticamente significativa entre calidad de servicio funcional y satisfacción. En cambio, no se observaron relaciones estadísticamente significativas entre calidad de servicio relacional y satisfacción del usuario. El trabajo termina con una discusión de estos resultados (AU)

This article examines links between disconfirmation of expectations and functional and relational service quality perceived by employees and customer satisfaction. A total of 156 employees, who were working in 52 work units, participated in the research study. In addition, 517customers who were assisted by these work units were surveyed. Using a cross-level approach, we used a random coefficient model to test the aforementioned relationships. A strong relationship between disconfirmation of expectations and customer satisfaction was observed. Also, the results confirmed that functional service quality maintains an additional and significant association with customer satisfaction. In contrast, there were no significant relationships between relational service quality and customer satisfaction. The article concludes with a discussion of these results (AU)

[A cross-level analysis of the links between service quality and disconfirmation of expectations and customer satisfaction]. / Un análisis transnivel de las relaciones de la calidad de servicio y la confirmación de expectativas con la satisfacción de los usuarios.

This article examines links between disconfirmation of expectations and functional and relational service quality perceived by employees and customer satisfaction. A total of 156 employees, who were working in 52 work units, participated in the research study. In addition, 517 customers who were assisted by these work units were surveyed. Using a cross-level approach, we used a random coefficient model to test the aforementioned relationships. A strong relationship between disconfirmation of expectations and customer satisfaction was observed. Also, the results confirmed that functional service quality maintains an additional and significant association with customer satisfaction. In contrast, there were no significant relationships between relational service quality and customer satisfaction. The article concludes with a discussion of these results.

El estrés como amenaza y como reto: un análisis de su relación / Stress as a threat and as a challenge: an analysis of their relationship

El enfoque tradicional de la psicología acerca de las reacciones ante una situación de estrés ha estado centrado en los resultados patológicos (Siegel y Schrimshaw 2000; Peiró 2008). Por otro lado, desde la psicología positiva se hace hincapié en las emociones, actitudes y acciones que conducen al bienestar y a la obtención de lugares de trabajo positivos (Simmons y Nelson 2001). No obstante, ambas perspectivas no son excluyentes, ya que se ha puesto de manifiesto que las emociones positivas pueden coexistir con las negativas durante circunstancias estresantes y adversas. Este enfoque ha sido recogido en los modelos transaccionales del estrés. En esta línea, el presente trabajo tiene como objetivo principal investigar el proceso de valoración del estrés para explorar los patrones de las relaciones existentes entre la valoración de los potenciales estresores como amenaza y como reto. La muestra está compuesta por 603 profesionales de centros de Servicios Sociales de la Comunidad Valenciana, España; el 82 por ciento son mujeres, con una edad media de 37.52 años. Se realizaron análisis de conglomerados (2 fases). Los resultados muestran que existen tres patrones diferentes de valoración del estrés como amenaza y como reto. Un primer patrón (cluster1) se caracteriza por niveles medios de valoración de estrés como amenaza y como reto; un segundo patrón (cluster 2) se caracteriza por niveles bajos valoración de estrés como amenaza y como reto; y, por último, un tercer patrón (cluster 3) se caracteriza por altos niveles de valoración de estrés como amenaza y bajos niveles de valoración de estrés como reto. Sin embargo, en los tres casos, la responsabilidad personal se valora como un reto en los tres patrones. Se discuten los resultados, aportaciones y limitaciones del presente estudio.

The traditional approach of psychology to reactions to a stress situation has been focused on the pathological results (Siegel and Schrimshaw, 2000; Peiró, 2008). On the other hand, from positive psychology emphasis is put on emotions, attitudes and actions that lead to wellbeing and to getting positive work places (Simmons y Nelson, 2007). However, both perspectives are not excluding, since it is has been shown that positive emotions may coexist with negative ones during stressing and adverse circumstances. This approach has used in the transactional models of stress. In this line, this paper has as its main objective to investigate the process of stress assessment for exploring the clusters of relationships existing between the assessment of potential stressors as a threat and as a challenge. The sample is made up of 603 professionals of Social Service Centers of the Valentian Community, Spain; an 82 percent are females with a mean age of 37.52 years. Cluster analyses were conducted ( 2 phases). The findings show that there are three different patterns of stress assessment as a threat and as a challenge. The first pattern (cluster 1) is characterized by medium levels of stress assessment as a threat and as a challenge, a second pattern (cluster 2) is characterized by low levels of stress assessment as a threat and as a challenge and lastly, a third pattern (cluster 3) which is characterized by high levels of stress assessment as a threat and low levels of stress assessment as a challenge. However, in the three cases, personal responsibility is assessed as a challenge in the three patterns. Findings, contributions and limitations of this study are discussed.

Work-related stress and well-being: the roles of direct action coping and palliative coping.

The purpose of the present study is to analyze the roles of direct action coping and palliative coping in the relationship between work stressors and psychological well-being, as well as their possible interactions, in a sample of 464 bank employees. Hierarchical regression analyses showed main effects of direct action coping on well-being. Palliative coping predicts higher levels of psychological distress. Contrary to what was expected, the interactions between work stressors and direct action coping were not significant. Palliative coping interacted with work stressors when predicting psychosomatic complaints. The interaction between the two types of coping was significant on psychosomatic complaints and psychological distress, but not on job satisfaction. The paper discusses theoretical and practical implications of these results, in order to design intervention strategies to prevent and manage job stress.