A Three-Way Synergistic Effect of Work on Employee Well-Being: Human Sustainability Perspective.

We explored the interaction of the United Nation's sustainable development goals to facilitate human sustainability using occupational health and sustainable HRM perspectives. In Study 1 ( = 246), we assessed the preconditions to empirically confirm the distinctiveness of the dimensions of health harm of work from other study constructs. Subsequently, we tested the hypotheses across two studies ( = 332, Study 2; = 255, Study 3).

Are coworkers getting into the act? An examination of emotion regulation in coworker exchanges.

Research on emotional labor-the process through which employees enact emotion regulation (i.e., surface and deep acting) to alter their emotional displays-has predominately focused on service-based exchanges between employees and customers where emotions are commoditized for wage.

Creating One's Reality: The Interaction of Politics Perceptions and Enactment Behavior.

The current study investigated the previously unexamined relationship between politics perceptions and employee enactment behavior. Consistent with previous job stress and sense-making research, we hypothesized that individuals reporting low levels of enactment behaviors would be more adversely affected by politics perceptions than those who engaged in high levels of enactment behavior. Results across two samples provided strong support for the hypothesized relationships.

Strain reactions to perceived entitlement behavior by others as a contextual stressor: Moderating role of political skill in three samples.

Observing others entitlement behavior can create a stressful work context fraught with accompanying strain consequences. The present investigation examined the interactive effects of perceived entitlement behavior by others and political skill on job tension in three samples (N = 440, 167, and 140, respectively) designed to establish a consistent pattern of results. Specifically, perceived entitlement behavior by others was hypothesized to predict heightened levels of job tension in the absence of political skill.

The moderating effects of personal reputation on accountability-strain relationships.

Although felt accountability has predicted positive outcomes in some studies, it has demonstrated anxiety-provoking properties in others. This inconsistency has led researchers to search for moderating variables that explain why felt accountability promotes or impedes favorable outcomes. Building on these studies, the authors examine the moderating effects of personal reputation on the felt accountability-strain relationship.

The interactive effects of work-induced guilt and ability to manage resources on job and life satisfaction.

American workers are spending more time at work and less time at home than ever before--a consequence of which is an inability to devote adequate attention to nonwork activities. Utilizing a literal replication format (Lykken, 1968), the authors conducted two studies to examine the effects of work-induced guilt and the ability to manage work resources on job and life satisfaction. The authors found that work-induced guilt had its most negative association on job and life satisfaction when individuals were unable to manage work resources.

Reputation as a moderator of political behavior-work outcomes relationships: a two-study investigation with convergent results.

Personal reputation has been acknowledged to have an important influence on work outcomes. However, substantive research has been relatively scarce to date. The 2-study research plan reported here supports reputation's role as a moderator of the relationships between political behavior and the work outcomes of uncertainty, emotional exhaustion, and job performance ratings (i.

The interactive effects of positive affect and conscientiousness on strain.

The purpose of our study was to more fully investigate a combination of personal resources, namely positive affect (PA) and conscientiousness, on emotional exhaustion, depersonalization, and job tension. We examined a sample of nurses employed by a metropolitan hospital and found that the combination of high positive affect and high levels of conscientiousness was associated with lower levels of all strain variables. Our findings suggested that conscientiousness strengthened the negative relationship between PA and job strain.

I get by with a little help from my friends: the interaction of chronic pain and organizational support on performance.

The authors conducted three studies to examine the interactive effects of perceived organizational support (POS) and chronic pain on performance outcomes (i.e., effectiveness, work intensity, citizenship behavior, and task performance).

The interaction of social skill and organizational support on job performance.

The present study examined the moderating effect of perceived organizational support (POS) on the relationship between social skill and supervisor-rated job performance. On the basis of regulatory and activation models of behavior, the authors argue that low-POS environments activate social skill because they reflect situations in which interpersonal acuity is required to demonstrate effective job performance. Accordingly, the authors hypothesize that social skill is more strongly related to performance among workers reporting low rather than high levels of organizational support.

Relationships between felt accountability as a stressor and strain reactions: the neutralizing role of autonomy across two studies.

Felt accountability, conceptualized as a workplace stressor, has been gaining increased attention in terms of its importance for explaining variance in work attitudes and behaviors. Building on these investigations, the present research tests in 2 studies a conceptualization that positions job autonomy as a moderator of the relationships between felt accountability and strain reactions. In Study 1, the interactions of Felt Accountability x Job Autonomy on job tension and job satisfaction were investigated.

The relationship between perceptions of politics and depressed mood at work: unique moderators across three levels.

The authors examined the unique moderating potential of need for achievement, perceived organizational support, and faith in management on the relationship between perceptions of politics across 3 hierarchical levels (one's peer level, 1 level up, and at the highest level in the organization) and depressed mood at work. Results from 173 full-time employees, representing a wide range of occupations, supported the hypotheses. Specifically, the authors found that need for achievement interacted with perceived politics at one's peer level, perceived organizational support interacted with perceived politics at 1 level up, and faith in management interacted with politics perceived at the highest levels in the organization to relate to depressed mood at work.

Political skill: an antidote in the role overload-strain relationship.

Political skill is characterized by social perceptiveness and the ability to adjust one's behavior to different and changing situational needs to influence others. The authors argue that politically skilled individuals enjoy a sense of personal security that allows them to perceive interpersonal control over the process and outcomes of interpersonal interactions within organizations. The authors examine the buffering effects of political skill on the perceived role overload-strain relationship, with strain operationalized as job tension, job (dis)satisfaction, and general anxiety.