Heightened affective and physical reactions to daily stressful events predict poor long-term physical and mental health outcomes. It is unknown, however, if an experimental manipulation designed to increase interpersonal resources at work can reduce associations between daily stressors and physical and affective well-being. The present study tests the effects of a workplace intervention designed to increase supervisor support for family and personal life and schedule control on employees' affective and physical reactivity to daily stressors in different domains (i.e., work, home, interpersonal, and noninterpersonal stressors). Participants were 102 employed parents with adolescent children from an information technology (IT) division of a large U.S. firm who participated in the Work, Family, and Heath Study. Participants provided 8-day daily diary data at baseline and again at a 12-month follow-up after the implementation of a workplace intervention. Multilevel models revealed that the intervention significantly reduced employees' negative affect reactivity to work stressors and noninterpersonal stressors, compared to the usual practice condition. Negative reactivity did not decrease for nonwork or interpersonal stressors. The intervention also did not significantly reduce positive affect reactivity or physical symptom reactivity to any stressor type. Results demonstrate that making positive changes in work environments, including increasing supervisor support and flexible scheduling, may promote employee health and well-being through better affective responses to common daily stressors at work. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

中文翻译：

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工作场所干预对日常压力源反应的影响。

对日常压力事件的强烈情感和身体反应预示着长期的身心健康状况不佳。然而，尚不清楚旨在增加工作中人际资源的实验性操作是否可以减少日常压力源与身体和情感健康之间的关联。本研究测试旨在增加主管对家庭和个人生活的支持以及日程控制对员工对不同领域（即工作、家庭、人际关系和非人际压力源）日常压力源的情感和身体反应的工作场所干预的效果。参与者是来自美国一家大型公司的信息技术 (IT) 部门的 102 名有青少年子女的受雇父母，他们参与了工作、家庭和健康研究。参与者在基线和实施工作场所干预后的 12 个月随访时提供了 8 天的每日日记数据。多层次模型显示，与通常的实践条件相比，干预显着降低了员工对工作压力源和非人际压力源的负面情绪反应。非工作或人际压力源的负面反应没有减少。干预也没有显着降低对任何压力源类型的积极影响反应性或身体症状反应性。结果表明，在工作环境中做出积极的改变，包括增加主管的支持和灵活的日程安排，可以通过对工作中常见的日常压力源做出更好的情感反应来促进员工的健康和福祉。（PsycInfo 数据库记录 (c) 2022 APA，