Though workplace bullying is conceptualized as an organizational problem, there remains a gap in understanding the contexts in which bullying manifests-knowledge vital for addressing bullying in practice. In three studies, we leverage the rich content contained within workplace bullying complaint records to explore this issue then, based on our discoveries, investigate people management practices linked

Working parents of children with special needs (i.e., emotional, behavioral, and/or learning difficulties) face recurrent stressors that can make balancing work and family demands difficult. This strain has been magnified during the COVID-19 pandemic, as these parents often need to take on greater responsibility in supporting their children's remote learning, while still meeting their own job-related

Job-related burnout has become a central construct in occupational health psychology. Given the considerable emphasis on burnout in both basic research and organizational initiatives, affirming the validity of inferences from commonly used measures is imperative to explore this phenomenon. The Shirom-Melamed burnout measure (SMBM) is well grounded with strong theoretical roots stemming from conservation

Affect spin refers to shifts in emotional states over time; it captures people's reactivity to affective events. Recent evidence suggests that affect spin has costs for both organizations and for employees, yet little is known about the antecedents of affect spin and possibilities to reduce it. The present study builds on existing research by examining mindfulness as an antecedent of affect spin in

The burgeoning occupational callings literature has shown that feeling called to a job is associated with an array of positive job-, career-, and health-related outcomes. However, recent studies have begun to indicate that there may also be a "negative side" of callings. The present study builds on this emerging perspective to examine whether feeling called to a job makes helping professionals more

Affective well-being of employees is a key outcome in the occupational health literature. Yet, researchers of emotions and affect have long called for a better understanding of the dynamic nature of such experiences. Directly addressing this call, we have built on temporal schema theories and the notion of temporal depth to develop and test the anticipation of work account as a theoretical explanation

Hiding errors can undermine safety by amplifying the risks of undetected errors. This article extends research on occupational safety by investigating error hiding in hospitals and applies self-determination theory to examine how mindfulness decreases error hiding through authentic functioning. We examined this research model in a randomized control trial (mindfulness training vs. active control group

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

Workplace incivility is generally viewed as a deleterious interpersonal stressor. Yet, alternative theories suggest that incivility may have instrumental implications for some targets. Applying signaling theory, we study client-provider relationships in a health care context to unpack linkages between incivility enacted by organizational outsiders and work creativity responses by employee targets.

This study uses a life course stress and attachment framework to examine the relationship between childhood psychological maltreatment and adulthood work interference with family (WIF) and family interference with work (FIW). We analyze longitudinal survey data across 20 years collected in the Midlife Development in the United States (MIDUS) study (N = 307). We suggest childhood psychological maltreatment

In modern working environments effective strategies for regulating goal-directed behavior and allocating and investing limited resources (e.g., selection, optimization, and compensation [SOC] strategies) should enable employees to cope up with job demands that require volitional self-regulation, thereby preventing strain over time. However, theoretical insights suggest that the beneficial impact of

The increasing prevalence of information communication technologies (e.g., computers, smartphones, and the internet) has made the experience of email incivility and the engagement in cyberloafing more common in the workplace. In this present study, we examined how experiencing email incivility at work can positively predict employees' cyberloafing. Based on affective events theory, we examined negative

In two studies, we examined primary appraisal as a potential mechanism of workplace mindfulness, grounded in the Transactional Model of Stress and Coping. In Study 1, multilevel structural equation modeling utilizing diary data from 58 employees across 5 working days showed that daily challenge appraisal mediated the positive relationship between mindfulness and high-activation positive affect, and

Our study seeks to contribute to scholarly understanding of the antecedents and consequences of the crucial, but so far overlooked within-person daily fluctuations in presenteeism. Drawing on theoretical frameworks of presenteeism, which conceptualize presenteeism as an adaptive behavior to deliver work performance despite limitations due to ill-health, we develop a within-person model of daily presenteeism

The measures against the coronavirus disease (COVID-19) pandemic, such as lockdown, pose a major challenge to those who manage work and caregiving demands. Drawing on social cognitive theory, which emphasizes the critical role of self-referent thought and human agency in overcoming obstacles and striving toward goals, the present longitudinal study (prepandemic, during lockdown, and postlockdown) investigated

Based on transactional stress theory and theoretical propositions regarding affective perceptions and reactions, we develop and test a model of reciprocal within-person relations between perceptions of directive and empowering leadership and employee emotional engagement and fatigue. A sample of n = 1,610 employees participated in a study with a three-wave, fully crossed and lagged panel design across

Crowded waiting areas are volatile environments, where seemingly ordinary people often get frustrated and mistreat frontline staff. Given that crowding is an exogenous factor in many industries (e.g., retail, healthcare), we suggest an intervention that can "massage" outsiders' perceptions of crowding and reduce the mistreatment of frontline staff. We theorize that providing information for outsiders

This is an introduction to the special issue "Preventing Interpersonal Stressors at Work." The articles in this special issue are organized into three main themes: (a) factors that stop the vicious cycle of experiencing- enacting interpersonal stressors, (b) multilevel work conditions that reduce interpersonal stressors, and (c) evidence for interventions to reduce interpersonal work stressors. (PsycInfo

In this brief article, the editor of the Journal of Occupational Health Psychology notes that there has been a rapid increase in the visibility of occupational health psychology over the last 25 years, which has seen growing impact and importance of OHP topics. In this time, the nature of work has changed considerably due to significant societal and technological transformations and particularly over

Performing emotional labor impairs mood as well as regulatory control of employees, and we compare these mechanisms to explain critical health-related behaviors: eating and exercise. Two studies examine the relationship of surface acting at work with unhealthy eating and physical activity at home as mediated by negative and positive affect. Emotion regulation (ER) self-efficacy is tested as a moderator

This study extends previous research on time pressure and well-being by investigating the relevance of distinct time pressure trajectories for indicators of well-being at the end of the working week and start of the next week. Drawing on the Effort-Recovery Model and Conservation of Resources theory, we applied latent class growth analyses and a manual stepwise Bolck-Croon-Hagenaar approach to examine

Previous research has demonstrated the crucial association between employee stressors and workplace bullying. In this article, we argue that a nurturing organizational context will protect employees from exposure to workplace bullying and will interact with individual demands and resources known to have effect on exposure to bullying in the workplace. In specific, we look at high-involvement work practices

Drawing on conservation of resources theory, we developed and evaluated a supportive leadership training (SLT) intervention designed to teach leaders ways to be supportive of their employees. Given the important role of supportive leaders in helping employees deal with excessive workloads, we theorized that the beneficial intervention effects on employee well-being would be particularly evident for

Although evidence has been mounting that supervisor support training interventions promote employee job, health, and well-being outcomes, there is little understanding of the mechanisms by which such interventions operate (e.g., Hammer et al., 2022; Inceoglu et al., 2018), nor about the integration of such organizational-level interventions with individual-level interventions (e.g., Lamontagne et al

We investigated the moderating role of employee socioeconomic status (SES) in the relationship between leadership and employee well-being. Leadership forms an important predictor of how (un)well employees feel. Conceptualizing leadership effects and employee SES from a job demands-resources perspective, we propose that the relationship between leadership and employee well-being is stronger among employees

Psychosocial safety climate (PSC) reflects the priority an organization sets for the psychological health and safety of its employees, important to predict future job design and worker health. PSC is assessed by aggregating employee perceptions to determine PSC level (mean scores) and strength (converging perceptions). Theoretically, the ideal climate is when PSC is high and strong, yet we do not know

While managers play a critical role in supporting employee wellbeing, prior research suggests that doing so can take a toll on managers themselves. However, we know little about the potential implications of this for employees. Drawing from the leadership-wellbeing literature and social psychological theories of guilt, we propose that manager caring behavior is associated with both positive (vitality)

This special issue introduces a set of papers that contribute to research on leadership and health/well-being from multiple perspectives. To situate these papers in current research debates, this introduction to the special issue provides an overview of research on leadership and health/well-being by using a microscope-macroscope perspective as an organizing framework. The microscope-macroscope organizing

Drawing upon Stress-as-Offense-to-Self theory, we develop a moderated mediation model whereby subordinate poor performance and leader well-being is linked by abusive supervision and this mediated relationship is further moderated by leaders' motives for abuse. Specifically, we posit that higher performance promotion motives will attenuate, whereas higher injury motives will exacerbate the relationship

Creating sustainable employment-that is, a condition in which employees remain productive but also enjoy good health and well-being-is a challenge for many organizations. Work environment factors are major contributors to these employee outcomes. The job demands-resources model categorizes work environment factors into demands versus resources, which are, respectively, detrimental versus beneficial

We examined why overqualified employees may report heightened levels of experienced incivility, particularly when they have successfully negotiated task i-deals from their employers. Adopting a person-job fit perspective, we examined our proposed model in two studies with employees in the higher education industry (Study 1) and workers from a range of industries and occupations (Study 2). In Study

As organizational scholarship increasingly recognizes the dynamic nature of interpersonal stressors like workplace incivility, the present study investigates workplace incivility change and the mechanisms through which it affects employees. Whereas prior research demonstrates that employees who experience workplace incivility are likely to engage in similar behavior because of depleted self-control

Customer sexual harassment (CSH) is a persistent problem that harms worker well-being in many service industries. In turn, bystander intervention in the workplace is critical for preventing and stopping customers' inappropriate behaviors as well as mitigating the detrimental effects of such harassment on workers. However, previous research has rarely examined what can facilitate bystander employees'

Transitioning into leadership remains a distinct, common career experience that may have implications for employee health and wellbeing, yet these effects are not well understood. We draw upon role theory (role transitions and role expansion) to frame leadership as a dynamic career phenomenon with implications that change as individuals become socialized into their leadership role. This study adds

Acknowledging increasing demands for workforce health, new theoretical concepts of health-oriented leadership (HoL) have been introduced, emphasizing the supervisor's direct and explicit engagement in workplace health by focusing on their self- and staff-care. However, empirical evidence of the effectiveness of HoL interventions for supervisors and their staff is still scarce. We developed a mindfulness-

Virtually every employee will experience bereavement and grief at some point in their careers, but organizations are often ill-prepared to support grieving employees. Little empirical work has been conducted on the experience of grief in the workplace, and this study answers calls for research on the subject. We interviewed bereaved employees (N = 14) who continued to work full-time. Data was analyzed

Drawing on conservation of resources and related theories, this study develops and tests an interpersonal model of work-family spillover. Our model specifies how social stressors at work (i.e., workplace incivility, abusive supervision, interpersonal conflict) result in the experience of a social-based form of work-family conflict, ultimately influencing marital behaviors at home, on a daily basis

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

The present study explores the "social oil" function of humility at the workgroup level. Specifically, we examine collective humility, which reflects observable and consistent patterns of behavioral regularities exhibited by teams, as an explanation for linking group humility composition to reduced group experienced incivility. Drawing on the collective personality perspective, we hypothesize that

Workplace bullying has negative effects on targets' well-being. Researchers are increasingly aware that bullying occurs within social contexts and is often witnessed by others in the organization, such as bystanders. However, we know little about how bystanders' responses influence outcomes for those exposed to bullying. In this multilevel study, involving 572 employees within 55 work groups, we explore

Humanity will mount interplanetary exploration missions within the next two decades, supported by a growing workforce operating in isolated, confined, and extreme (ICE) conditions of space. How will future space workers fare in a closed social world while subjected to persistent stressors? Using a sample of 32 participants operating in ICE conditions over the course of 30-45 days, we developed and

In this article, we draw on interdisciplinary research and theorizing to posit change in managerial active listening as a lever shaping change in affective job insecurity (AJI). Specifically, drawing on transactional theory, we argue that an increase (decrease) in active listening from one's manager should facilitate a dynamic coping process by strengthening (diminishing) perceived control. In turn

The present research examined social connection as a mediator through which perceived resilience prior to a combat deployment predicts fewer posttraumatic stress disorder (PTSD) symptoms for soldiers exposed to high levels of combat. Soldiers (N = 1,222) completed the Brief Resilience Scale (BRS) and a measure of PTSD symptoms prior to deploying to Afghanistan (Time 1) and measures of combat exposure

The COVID-19 pandemic continues to generate threats to occupational health, safety, and well-being. As a result, it presents an opportunity to deepen the field's insights into occupational health psychology (OHP), and to offer practical guidance that may help workers, organizations, and society mitigate the pandemic's negative effects. This special section of the Journal of Occupational Health Psychology

We examined the role of daily recovery for morning cognitive appraisal of work demands in a daily diary study. We predicted that psychological detachment from work during the evening would be associated with changes in cognitive appraisal from afternoon to the next morning. Additionally, we predicted that these associations are mediated by state of being recovered in the morning. We collected data

Despite previous studies that examined factors that would help service employees cope with customer incivility, the role of employee-initiated job strategies has rarely been explored in the context of customer incivility. Drawing on the job demand-control model, we proposed that a high-control job strategy (such as job crafting) alleviates the deleterious effect of customer incivility on job performance

People are generally thought to worry about potential job loss to the extent to which they view job loss as likely to occur. However, might there be some individuals for whom job loss may be so detrimental that they experience high levels of worry even if they view job loss as less likely? To answer this question, the present study leveraged research on future-oriented cognition to investigate profiles

Although job insecurity has been shown to predict numerous adverse outcomes, more is yet to be known about the mechanisms that explain when and why these effects will occur. Using social exchange as our theoretical foundation and three-wave lagged survey data collected from N = 300 employees within the United States, the current study found support for the contention that individuals with greater job

The role of occupational stress on male fertility is understudied. We examined associations between male occupational stress and fecundability. We used data from Pregnancy Study Online (PRESTO), a North American preconception cohort study. At baseline (2013-2019), male participants aged ≥ 21 years completed a baseline questionnaire on employment status, hours worked per week, time of day worked (daytime

In a permanent quest for profit, employees can be reduced to a mere function or instrument, dissociated from their quality as individuals for the organization's ends. Experiencing such a feeling as an employee has been called organizational dehumanization. Scholars have recently suggested that organizational dehumanization may play a key role in the development of emotional labor. However, how organizational

Incivility and its negative impacts on individuals, teams, and organizations have been widely studied in workplace contexts, but the literature lacks a comprehensive understanding of incivility from the instigator's perspective. This meta-analysis of instigated incivility included 35,344 workers from 76 independent samples. Results showed that instigated incivility was related to several correlates

The coronavirus pandemic resulted in national lockdown orders, followed by employment changes to reduce labor costs. We assess how health varied for hospitality workers due to the lockdown (i.e., comparing health a month before to a month after), employment change (i.e., comparing those with loss vs. no change), and employee response (i.e., more job threat vs. more personal recovery). Comparing pre-

The present study advances a within-person approach to the study of workaholism in line with whole trait theory, arguing that individuals have general workaholic tendencies as well as daily fluctuations in workaholism. We tested this model using an experience sampling study of 121 U.S. employees and their spouses who completed self-report surveys for 10 working days. Multilevel analyses supported the

A challenge for leadership and health/well-being research and applications relying on web-based data collection is false identities-cases where participants are not members of the targeted population. To address this challenge, we investigated the effectiveness of a new approach consisting of using internet protocol (IP) address analysis to enhance the validity of web-based research involving constructs

Subordinates who are abused by a supervisor tend to experience violated perceptions of interpersonal justice and deteriorated well-being. One way in which they may seek to cope with these consequences is by engaging in retaliatory behaviors intended to "get back" at their supervisor and even the score. Based on research suggesting that acts of retaliation can restore perceptions of justice, we propose

Soldiers deployed to combat zones are likely to experience some stressful situations that can result in individual strains or ill health. In addition to the stressors originating in situ, problems at home can also affect soldiers' strains and attitudes about deployment. However, they may also possess resources in the form of social support from both their comrades and family that, based on resources

Workplace mistreatment regularly occurs in the presence of others (i.e., observers). The reactions of observers toward those involved in the mistreatment episode have wide-reaching implications. In the current set of studies, we draw on theories of perspective-taking to consider how this form of interpersonal sensemaking influences observer reactions toward those involved in a witnessed incident of

The Victim Precipitation Theory states that people may exhibit certain characteristics or behaviors that may act as vulnerability factors for either being picked as a target or for provoking others, hence contributing to escalate an underlying conflict and then increase the risk of victimization from others. In line with this, previous research indicates that certain target personality characteristics

Psychological detachment from work during off-job time is crucial to sustaining employee health and well-being. However, this can be difficult to achieve, particularly when job stress is high and recovery is most needed. Boosting detachment from work is therefore of interest to many employees and organizations, and over the last decade numerous interventions have been developed and evaluated. The aim

Employee stress and related psychological strain is not only damaging for those that experience it, but is also costly for employers and society at large. This study aims to evaluate the effectiveness of individual-focused occupational health interventions in a comprehensive meta-analysis, improving the interpretability of results by analyzing the interventions' impact on specific outcome measures