This study among 514 security guards examines the relationship between perceptions of unfairness ... more This study among 514 security guards examines the relationship between perceptions of unfairness at work and absenteeism during a one-year follow-up. On the basis of previous theoretical work and fragmented empirical evidence, it was hypothesized that distributive unfairness causes absence behavior in a direct or indirect way (through health complaints). Procedural unfairness was hypothesized to cause absence behavior through affective commitment or through health complaints. Results of a series of structural equation modelling analyses offer support for the mediating role of health complaints in the relationship between (distributive and procedural) unfairness at work and absenteeism. Moreover, our ®ndings demonstrate that perceived unfairness contributes to explaining T2-absenteeism over and above the impact of T1-absenteeism and traditional work-related stressors (i.e., work load and low job control). The theoretical and practical implications of these ®ndings are discussed.
The main aim of the present study is to investigate when “loss of self” results in scaredness or ... more The main aim of the present study is to investigate when “loss of self” results in scaredness or anxiety during or after an out-of body-experience (OBE). An OBE is an intense form of (bodily) self loss in which people have the impression that their self is located outside their body. In a sample of respondents reporting to have had an OBE (n = 171), anxiety and different conceptualizations of “self loss” were assessed. In addition, questions were asked about meaning making processes after the OBE. Results show that there was no relationship between anxiety and self loss with a relational component (i.e., mystical experiences, positive spiritual experiences). However, there was significantly more anxiety in respondents who (1) (have) experience(d) ego loss/deconstruction, (2) have difficulties to (re)turn their attention to an internal bodily state (low mindfulness) and/or (3) experience a lack of self-concept clarity. Respondents who did not succeed in making sense of their OBE expe...
The main aim of the present study is to investigate when "loss of self" results in scaredness or ... more The main aim of the present study is to investigate when "loss of self" results in scaredness or anxiety during or after an out-of body-experience (OBE). An OBE is an intense form of (bodily) self loss in which people have the impression that their self is located outside their body. In a sample of respondents reporting to have had an OBE (n = 171), anxiety and different conceptualizations of "self loss" were assessed. In addition, questions were asked about meaning making processes after the OBE. Results show that there was no relationship between anxiety and self loss with a relational component (i.e., mystical experiences, positive spiritual experiences). However, there was significantly more anxiety in respondents who (1) (have) experience(d) ego loss/deconstruction, (2) have difficulties to (re)turn their attention to an internal bodily state (low mindfulness) and/or (3) experience a lack of self-concept clarity. Respondents who did not succeed in making sense of their OBE experience more anxiety, more ego loss/deconstruction, lower mindfulness and higher self-unclarity. Finally, the article examines how respondents explain their OBE (by using, for instance, medical, spiritual or psychological explanations) and how and why respondents do (not) succeed in making sense of the OBE.
This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model t... more This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and attachment to work and the organization. Consistent with hypotheses derived from the JD-R model and the absenteeism literature, results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration, whereas job resources are unique predictors of organizational commitment, and indirectly of absence spells. These findings have implications for individual and organizational interventions aimed at reducing absenteeism.
This study evaluated the effectiveness of a large-scale job stress reduction program implemented ... more This study evaluated the effectiveness of a large-scale job stress reduction program implemented in the Dutch domiciliary care sector. The employees of 81 organizations were interviewed twice (only nurses in executive jobs; total sample size exceeded 26,000). Organizations that implemented many interventions were expected to be more successful in reducing job stress than were other organizations. It was found that (a) levels of job stress decreased during the observed interval; (b) organizations with many suboptimal scores on selected work characteristics took, on average, more measures to reduce job stress than others; (c) organizations usually implemented a wide variety of measures; and (d) work-directed (but not other) interventions were linked to job stress reduction. The effects of these interventions, however, were weak.
This study among 514 security guards examines the relationship between perceptions of unfairness ... more This study among 514 security guards examines the relationship between perceptions of unfairness at work and absenteeism during a one-year follow-up. On the basis of previous theoretical work and fragmented empirical evidence, it was hypothesized that distributive unfairness causes absence behavior in a direct or indirect way (through health complaints). Procedural unfairness was hypothesized to cause absence behavior through affective commitment or through health complaints. Results of a series of structural equation modelling analyses offer support for the mediating role of health complaints in the relationship between (distributive and procedural) unfairness at work and absenteeism. Moreover, our ®ndings demonstrate that perceived unfairness contributes to explaining T2-absenteeism over and above the impact of T1-absenteeism and traditional work-related stressors (i.e., work load and low job control). The theoretical and practical implications of these ®ndings are discussed.
The main aim of the present study is to investigate when “loss of self” results in scaredness or ... more The main aim of the present study is to investigate when “loss of self” results in scaredness or anxiety during or after an out-of body-experience (OBE). An OBE is an intense form of (bodily) self loss in which people have the impression that their self is located outside their body. In a sample of respondents reporting to have had an OBE (n = 171), anxiety and different conceptualizations of “self loss” were assessed. In addition, questions were asked about meaning making processes after the OBE. Results show that there was no relationship between anxiety and self loss with a relational component (i.e., mystical experiences, positive spiritual experiences). However, there was significantly more anxiety in respondents who (1) (have) experience(d) ego loss/deconstruction, (2) have difficulties to (re)turn their attention to an internal bodily state (low mindfulness) and/or (3) experience a lack of self-concept clarity. Respondents who did not succeed in making sense of their OBE expe...
The main aim of the present study is to investigate when "loss of self" results in scaredness or ... more The main aim of the present study is to investigate when "loss of self" results in scaredness or anxiety during or after an out-of body-experience (OBE). An OBE is an intense form of (bodily) self loss in which people have the impression that their self is located outside their body. In a sample of respondents reporting to have had an OBE (n = 171), anxiety and different conceptualizations of "self loss" were assessed. In addition, questions were asked about meaning making processes after the OBE. Results show that there was no relationship between anxiety and self loss with a relational component (i.e., mystical experiences, positive spiritual experiences). However, there was significantly more anxiety in respondents who (1) (have) experience(d) ego loss/deconstruction, (2) have difficulties to (re)turn their attention to an internal bodily state (low mindfulness) and/or (3) experience a lack of self-concept clarity. Respondents who did not succeed in making sense of their OBE experience more anxiety, more ego loss/deconstruction, lower mindfulness and higher self-unclarity. Finally, the article examines how respondents explain their OBE (by using, for instance, medical, spiritual or psychological explanations) and how and why respondents do (not) succeed in making sense of the OBE.
This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model t... more This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and attachment to work and the organization. Consistent with hypotheses derived from the JD-R model and the absenteeism literature, results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration, whereas job resources are unique predictors of organizational commitment, and indirectly of absence spells. These findings have implications for individual and organizational interventions aimed at reducing absenteeism.
This study evaluated the effectiveness of a large-scale job stress reduction program implemented ... more This study evaluated the effectiveness of a large-scale job stress reduction program implemented in the Dutch domiciliary care sector. The employees of 81 organizations were interviewed twice (only nurses in executive jobs; total sample size exceeded 26,000). Organizations that implemented many interventions were expected to be more successful in reducing job stress than were other organizations. It was found that (a) levels of job stress decreased during the observed interval; (b) organizations with many suboptimal scores on selected work characteristics took, on average, more measures to reduce job stress than others; (c) organizations usually implemented a wide variety of measures; and (d) work-directed (but not other) interventions were linked to job stress reduction. The effects of these interventions, however, were weak.
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