Although previous research suggests that off-job activities are generally important for recovery from work stress, a profound understanding of which aspects of recovery activities benefit the recovery process and why is still lacking. In the present work, we introduce a dimensional approach toward studying recovery activities and present a taxonomy of key recovery activity dimensions (physical, mental

Previous studies show that sleep is essential in preventing symptoms related to chronic levels of fatigue. In the present study, we move beyond the traditional variable-centered approach and adopt a person-centered approach by considering antecedents and outcomes of sleep profiles. Specifically, we consider job characteristics (i.e., workload, job control, and their interaction) as predictors of sleep

Work demands can undermine engagement in physical exercise, posing a threat to employee health and well-being. Integrating resource theories and a novel decision-making theory called the decision triangle, we propose that this effect may emerge because work stress changes the energetic and emotional processes people engage in when making decisions about exercise after work. Using diary-style data across

Contemporary work environments are characterized by increasing job demands, extensive use of communication technologies, blurred boundaries between work and private lives, and growing uncertainty. Under these stressful conditions, employee health and well-being are among the central topics studied by organizational researchers. Extant research has shown that psychological detachment from work is a

Guided by self-determination and social exchange theories, we examine how leader-member exchange (LMX) quality impacts follower well-being. Despite LMX relationships being dynamic in nature, the way relationship quality varies over time and its impact on well-being has not been examined in detail. To address this important issue, a daily diary study is reported of employees from a variety of organizations

The economic recession in the service sector during the COVID-19 pandemic has jeopardized service employees' job security. While the daily fluctuations of perceived job insecurity may have implications for service employees' emotional labor, the day-to-day relationship between these two variables and their mediating and moderating mechanisms in the pandemic context remain unknown. To fill this gap

We use experience sampling methodology and adopt the integrative needs model of crafting to investigate employees' daily energy trajectories, and to test whether employees' energy can be conserved or increased throughout the day through the proactive behavioral strategy of needs-based crafting. We first examine the daily trajectories of energy and then investigate the role of employees' daily crafting

Cohabiting dual-earner couples are increasingly common. However, previous recovery research mainly focused on employees independently of others, thereby overlooking an essential part of their life. Therefore, we take a closer look at dual-earner couples' recovery processes and link this research to a circadian perspective. We assumed that unfinished tasks impede engagement in time with the partner

Reports an error in "Flaws and all: How mindfulness reduces error hiding by enhancing authentic functioning" by Ellen Choi, Hannes Leroy, Anya Johnson and Helena Nguyen (Journal of Occupational Health Psychology, 2022[Oct], Vol 27[5], 451-469). In the original article, in the first sentence of the paragraph under "Participants" in the "Part I: Method" section, changes were needed to correct four numbers

Sleep affects employees' functioning. In this study, we differentiate biological (chronotype), quantitative (daily sleep duration), and qualitative (daily sleep quality) sleep characteristics and examine their relationship with the trajectory of employees' vigor over the course of the day. Building on the two-process model of sleep regulation and the job demands-resources model, we examine whether

The COVID-19 pandemic has dramatically impacted the relational nature of work, particularly for frontline workers who provide their labor in person. However, little is known about how relational job characteristics during the pandemic may affect workers or how frontline and nonfrontline workers may respond differently. We integrate theory on relational job architecture with the job demands-resources

Applying dynamic equilibrium theory (DET), we examined the temporal dynamics between role overload and three health behaviors (sleep, diet, physical activity). Participants (N = 781) completed five surveys, with 1-month lag between assessments, and the data were analyzed using general cross-lagged panel modeling (GCLM). Results indicated that people had stable health behavior patterns (i.e., there

The relationship between masculinity contest culture (MCC) and emotional exhaustion was examined with hypotheses informed by the job demands-resources model. Additionally, trait competitiveness and gender were considered as predictors within a three-way interaction model informed by social role theory. Hypotheses were tested using a two-timepoint survey with a sample of 494 full-time employed adults

Based on self-determination theory, this two-sample study investigates the effects of negative acts on psychological need frustration in greater depth using a within-person perspective. More specifically, through two distinct diary studies, we aim to contribute to the dearth of research on the daily effects of bullying by investigating the daily relationship between exposure to negative acts and need

While extant passion research has predominantly highlighted the benefits of work passion, such passion may also have a dark side and provoke negative behaviors that harm others. This work examines abusive supervision as an outcome of leaders' obsessive work passion, and explores leaders' importance of performance to self-esteem (IPSE) as an antecedent of such passion. We test our predictions across

Workers tend to experience many benefits when they work for supportive supervisors and organizations. But what happens when workers experience changes in perceived support, more or less support than they typically experience? We studied family-supportive supervision (FSS) and perceived organizational support (POS) to test how changes in the perception of support in response to the COVID-19 pandemic

Recovery from work is a critical component for employees' proper functioning. While research has documented the beneficial effects of after-work recovery, it has focused far less on the recovery that happens while at work in the form of work breaks. In this review, we systematically review available empirical evidence on the relationship between work breaks and well-being and performance among knowledge

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