We quantitatively integrated 169 samples (N = 35,265 employees) that have been used to investigat... more We quantitatively integrated 169 samples (N = 35,265 employees) that have been used to investigate the relationships of the following 7 workrelated stressors with job performance: role ambiguity, role conflict, role overload, job insecurity, work-family conflict, environmental uncertainty, and situational constraints. Overall, we obtained a negative mean correlation between each job performance measure and each stressor included in our analyses. As hypothesized, role ambiguity and situational constraints were most strongly negatively related to performance, relative to the other work-related stressors. Analysis of moderators revealed that (a) the negative correlation of role overload and performance was higher among managers relative to nonmanagers; (b) publication year moderated the relation of role ambiguity and role overload with performance, although in opposite directions; (c) the correlations obtained for published versus unpublished studies were not significantly different; and (d) using the Rizzo et al. scale of role ambiguity and role conflict decreased the magnitude of the correlations of these stressors with performance, relative to other scales. Theoretical contributions, future research directions, and practical implications are discussed.
This research provides further clarification to the age-old quest to better understand the happy/... more This research provides further clarification to the age-old quest to better understand the happy/ productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r ϭ .36, p Ͻ .01, 95% CI ϭ .18 to .52) and psychological well-being (PWB; r ϭ .43, p Ͻ .01, 95% CI ϭ .26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies.
In 1959, Hereberg, Mausner and Snyderman reported research findings that suggested that man has t... more In 1959, Hereberg, Mausner and Snyderman reported research findings that suggested that man has two sets of needs: his need as an animal to avoid pain, and his need as a human to grow psychologically. These findings led them to advance a "dual factor" theory of motivation. Since that time, the theory has caught the attention of both industrial managers and psychologists. Management training and work-motivation programs have been installed on the basis of the dual-factor theory. Psychologists have both advanced criticisms and conducted substantial research relevant to the dual-factor theory. The purpose of this paper is to review the theory, the criticisms, and the empiric investigations reported to date, in an effort to assess the validity of the theory.
International Journal of Nursing Studies, Jan 1, 2007
Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a ... more Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. Aim: The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors. Methods: To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.
In this paper, we contrast the effects of leader-member exchange (LMX) with the effects of percei... more In this paper, we contrast the effects of leader-member exchange (LMX) with the effects of perceived job mobility on inrole performance and organizational citizenship behavior (OCB). We further model negative affectivity as the antecedent of both LMX and perceived job mobility and suggest that LMX and perceived job mobility mediated the relationship between negative affectivity and performance. We obtained matching data from supervisor and subordinates in a major battery manufacturing company in southern China. Subordinates provided the negative affectivity, perceived job mobility, and LMX assessment, and their immediate supervisors provided the in-role performance and OCB assessment. Results from a structural equation analysis show that both LMX and perceived job mobility predicted OCB. Instead of being a direct antecedent of OCB, the relationship between negative affectivity and OCB is found to be mediated by LMX and perceived job mobility. Theoretical implications of the results are discussed. ᭧
... Improving productivity and the quality of work life. Post a Comment. CONTRIBUTORS: ... PAGES ... more ... Improving productivity and the quality of work life. Post a Comment. CONTRIBUTORS: ... PAGES (INTRO/BODY): xvi, 305 p. SUBJECT(S): Personnel management; Organizational change; Labor productivity; Quality of work life. DISCIPLINE: No discipline assigned. ...
We sought to provide evidence for the relationship between health risks and self-reported product... more We sought to provide evidence for the relationship between health risks and self-reported productivity, including health-related absence and impaired performance on the job. A cross-sectional analysis was implemented consisting of 2264 employees of a large national employer located in the Northeast. Participants responded to a health risk assessment and work productivity scale. Mean productivity loss was compared for individuals with different levels of risk factors using analysis of variance. Multivariate analyses, including logistic and linear regression, were used to determine the significance of health risks on productivity loss. Participants with more risk factors reported greater productivity loss (P < 0.001). The odds of any productivity loss were most significant for individuals with diabetes (absenteeism) and stress (presenteeism). In conclusion, higher risks are strongly associated with greater productivity loss, and different risks are associated with absenteeism than with presenteeism.
Employers who are developing strategies to reduce health-related productivity loss may benefit fr... more Employers who are developing strategies to reduce health-related productivity loss may benefit from aiming their interventions at the employees who need them most. We determined whether depression's negative productivity impact varied with the type of work employees performed. Subjects (246 with depression and 143 controls) answered the Work Limitations Questionnaire and additional work questions. Occupational requirements were measured objectively. In multiple regression analyses, productivity was most influenced by depression severity (P < 0.01 in 5/5 models). However, certain occupations also significantly increased employee vulnerability to productivity loss. Losses increased when employees had occupations requiring proficiency in decision-making and communication and/or frequent customer contact (P < 0.05 in 3/5 models). The Work Limitations Questionnaire can help employers to reduce productivity loss by identifying health and productivity improvement priorities.
We quantitatively integrated 169 samples (N = 35,265 employees) that have been used to investigat... more We quantitatively integrated 169 samples (N = 35,265 employees) that have been used to investigate the relationships of the following 7 workrelated stressors with job performance: role ambiguity, role conflict, role overload, job insecurity, work-family conflict, environmental uncertainty, and situational constraints. Overall, we obtained a negative mean correlation between each job performance measure and each stressor included in our analyses. As hypothesized, role ambiguity and situational constraints were most strongly negatively related to performance, relative to the other work-related stressors. Analysis of moderators revealed that (a) the negative correlation of role overload and performance was higher among managers relative to nonmanagers; (b) publication year moderated the relation of role ambiguity and role overload with performance, although in opposite directions; (c) the correlations obtained for published versus unpublished studies were not significantly different; and (d) using the Rizzo et al. scale of role ambiguity and role conflict decreased the magnitude of the correlations of these stressors with performance, relative to other scales. Theoretical contributions, future research directions, and practical implications are discussed.
This research provides further clarification to the age-old quest to better understand the happy/... more This research provides further clarification to the age-old quest to better understand the happy/ productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r ϭ .36, p Ͻ .01, 95% CI ϭ .18 to .52) and psychological well-being (PWB; r ϭ .43, p Ͻ .01, 95% CI ϭ .26 to .58) were associated with supervisory performance ratings. Using Fredrickson's (2001) broaden-and-build model as the theoretical base, the authors found that PWB moderates the relation between job satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies.
In 1959, Hereberg, Mausner and Snyderman reported research findings that suggested that man has t... more In 1959, Hereberg, Mausner and Snyderman reported research findings that suggested that man has two sets of needs: his need as an animal to avoid pain, and his need as a human to grow psychologically. These findings led them to advance a "dual factor" theory of motivation. Since that time, the theory has caught the attention of both industrial managers and psychologists. Management training and work-motivation programs have been installed on the basis of the dual-factor theory. Psychologists have both advanced criticisms and conducted substantial research relevant to the dual-factor theory. The purpose of this paper is to review the theory, the criticisms, and the empiric investigations reported to date, in an effort to assess the validity of the theory.
International Journal of Nursing Studies, Jan 1, 2007
Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a ... more Background: The United Kingdom (UK), alongside other industrialised countries, is experiencing a shortage of nurses partly due to low retention rates. Job satisfaction has been highlighted as a contributing factor to intent to leave and turnover, yet this is a complex area with many elements affecting its measurement. Aim: The aim of this paper is to explore the impact of job satisfaction components on intent to leave and turnover for hospital-based nurses in order to identify the most influential factors. Methods: To achieve this, a systematic search of the literature was undertaken to identify relevant international research. Three databases (i.e. BNI, CINAHL and PsychInfo) were utilised, resulting in nine articles that met the inclusion criteria. Four recurrent themes were identified in the literature: leadership, educational attainment, pay and stress.
In this paper, we contrast the effects of leader-member exchange (LMX) with the effects of percei... more In this paper, we contrast the effects of leader-member exchange (LMX) with the effects of perceived job mobility on inrole performance and organizational citizenship behavior (OCB). We further model negative affectivity as the antecedent of both LMX and perceived job mobility and suggest that LMX and perceived job mobility mediated the relationship between negative affectivity and performance. We obtained matching data from supervisor and subordinates in a major battery manufacturing company in southern China. Subordinates provided the negative affectivity, perceived job mobility, and LMX assessment, and their immediate supervisors provided the in-role performance and OCB assessment. Results from a structural equation analysis show that both LMX and perceived job mobility predicted OCB. Instead of being a direct antecedent of OCB, the relationship between negative affectivity and OCB is found to be mediated by LMX and perceived job mobility. Theoretical implications of the results are discussed. ᭧
... Improving productivity and the quality of work life. Post a Comment. CONTRIBUTORS: ... PAGES ... more ... Improving productivity and the quality of work life. Post a Comment. CONTRIBUTORS: ... PAGES (INTRO/BODY): xvi, 305 p. SUBJECT(S): Personnel management; Organizational change; Labor productivity; Quality of work life. DISCIPLINE: No discipline assigned. ...
We sought to provide evidence for the relationship between health risks and self-reported product... more We sought to provide evidence for the relationship between health risks and self-reported productivity, including health-related absence and impaired performance on the job. A cross-sectional analysis was implemented consisting of 2264 employees of a large national employer located in the Northeast. Participants responded to a health risk assessment and work productivity scale. Mean productivity loss was compared for individuals with different levels of risk factors using analysis of variance. Multivariate analyses, including logistic and linear regression, were used to determine the significance of health risks on productivity loss. Participants with more risk factors reported greater productivity loss (P < 0.001). The odds of any productivity loss were most significant for individuals with diabetes (absenteeism) and stress (presenteeism). In conclusion, higher risks are strongly associated with greater productivity loss, and different risks are associated with absenteeism than with presenteeism.
Employers who are developing strategies to reduce health-related productivity loss may benefit fr... more Employers who are developing strategies to reduce health-related productivity loss may benefit from aiming their interventions at the employees who need them most. We determined whether depression's negative productivity impact varied with the type of work employees performed. Subjects (246 with depression and 143 controls) answered the Work Limitations Questionnaire and additional work questions. Occupational requirements were measured objectively. In multiple regression analyses, productivity was most influenced by depression severity (P < 0.01 in 5/5 models). However, certain occupations also significantly increased employee vulnerability to productivity loss. Losses increased when employees had occupations requiring proficiency in decision-making and communication and/or frequent customer contact (P < 0.05 in 3/5 models). The Work Limitations Questionnaire can help employers to reduce productivity loss by identifying health and productivity improvement priorities.
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Papers by Raphael Blaboe