Hardiness and support at work as predictors of work stress and job satisfaction.

Purpose: To test a theoretically and empirically based model linking potential protective resources (hardiness, coworker and supervisor support) to the outcomes of work stress and job satisfaction and replicating the relationship of work stress to job satisfaction while accounting for the potential influence of negative affectivity.

Design: A cross-sectional research design using survey data collected from two convenience samples.

Setting: Two worksites: (1) a high-tech company and (2) a government agency.

The association of health status, worksite fitness center participation, and two measures of productivity.

Objectives: We sought to examine the associations between participation in a worksite fitness center and worker productivity.

Methods: A modified Work Limitations Questionnaire (WLQ) and employees' short-term disability claims were used as productivity measures with multivariate logistic regression models to control for health risk, age, gender, and work location.

Results: Nonparticipants in a worksite fitness center were more likely to report health-related work productivity limitations for time management (odds ratio [OR] = 1.

Reliability and validity of a single-item measure of job satisfaction.

Purpose: To investigate the reliability and validity of a single-item overall job satisfaction measure.

Methods: Public agency employees (n = 745) were surveyed regarding job satisfaction, work, personality, and health variables. The single-item measure underwent the following analyses: correction for attenuation formula to estimate minimum reliability; correlations with multiple-item job satisfaction, work, personality, and health measures to determine concurrent validity, construct validity, and specific relevance to health promotion; and logistic regression to determine the predictability of turnover intention.

The relationship between hardiness, supervisor support, group cohesion, and job stress as predictors of job satisfaction.

Purpose: This study tested a conceptual model based on research supporting the relationship between the predictors of hardiness, supervisor support, and group cohesion and the criterions of job stress and job satisfaction and between the predictor of job stress and the criterion of job satisfaction.

Design: The study employed a cross-sectional research design. Survey data were collected as part of the baseline measures assessed prior to an organizational hardiness intervention.