Resource‐based interventions in the workplace: Integration, commentary, and recommendations

Baumeister, Roy F.; Alghamdi, Nawal G.

doi:10.1111/joop.12130

Cited by 16 publications

(24 citation statements)

References 30 publications

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“…Resources based interventions are useful tools to improve people’s work experience. However, as other researchers have highlighted ( Baumeister and Alghamdi, 2015 ), this kind of interventions need to be adjusted to a specific target. Therefore, although we have seen that supervisor support does not moderate the mediation model we tested with truckers, it represents a powerful resource that might contribute to the well-being of workers of others sectors/job positions.…”

Section: Discussionmentioning

confidence: 99%

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

et al. 2018

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Many studies have focused on the negative effects of discrimination on workers’ well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers’ psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers’ well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.

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Section: Discussionmentioning

confidence: 99%

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

et al. 2018

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“…And, as noted by Baumeister and Alghamdi (2015, p. 624), “Meanwhile, though, practitioners cannot generally wait until research has identified what works best. Practitioners need to do the best they can for people who have issues right now.…”

Section: Discussionmentioning

confidence: 99%

The great recession and employee alcohol use: A U.S. population study.

Frone¹

2016

Psychology of Addictive Behaviors

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This is the first study to examine broadly the overall net change in U.S. population estimates of alcohol use related to a recession—The Great Recession—among individuals who remain employed. The alcohol variables included drinker status, usual frequency and quantity of alcohol use, frequency of heavy drinking and intoxication, as well as contextual assessments of the frequency and quantity of alcohol use during the workday and after work. The moderating influence of gender, race, and age also was explored. Data for this repeated cross-sectional study were obtained from two national telephone surveys of U.S. workers. The first survey occurred prior to the Great Recession (2002–2003; N = 2,501), whereas the second survey occurred during and after the official end of the Great Recession (2008–2011; N = 2,581). The results revealed that the recession was related to a higher proportion of drinkers among middle-aged employees, but not among young employees. Gender and race did not moderate the relation of the recession to drinker status. Among drinkers, the recession was not related to usual alcohol use (frequency and quantity), but was positively related to the frequency of heavy drinking and intoxication. Further, the recession had a differential relation to the contextual alcohol measures. It was negatively related to the frequency and quantity of workday alcohol use, but was positively related to the frequency and quantity of after-work alcohol use. Among drinkers, gender, race, and age did not moderate the relation of the recession to alcohol use.

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“…Traditional workplace wellbeing interventions have focused on individual stress management, but evidence suggests that traditional stress interventions are often ineffective in the long term and do not result in improved organizational outcomes (LaMontagne et al, 2007; Baumeister and Alghamdi, 2015; Vanhove et al, 2016). Stress and wellbeing constitute separate, but related, constructs.…”

Section: Introductionmentioning

confidence: 99%

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

et al. 2017

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This research presents two studies conducted to evaluate the Wellbeing Game in two different contexts: In a student sample and in an organizational setting. Study 1 investigated the efficacy of the Wellbeing Game, in terms of its effect of wellbeing, stress, and an image valence test, among 60 university students. The results showed that after playing the Wellbeing Game, students reported a significant positive change in wellbeing compared to those who did not play the Wellbeing Game, but there was no decrease in stress or any change in classification of image valence. Study 2 evaluated the Wellbeing Game in an organizational context. Employees (n = 52) in a financial organization played the Wellbeing Game for 4 weeks and answered survey questions about wellbeing and stress at the beginning and end of this period. The results showed that after playing the Wellbeing Game, employees reported lower stress levels, and higher wellbeing levels for those who felt that it had helped them connect more with colleagues. The results from the two studies provide preliminary support that the Wellbeing Game may be an effective wellbeing intervention tool in both an organization and a non-organizational context.

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Resource‐based interventions in the workplace: Integration, commentary, and recommendations

Cited by 16 publications

References 30 publications

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment

The great recession and employee alcohol use: A U.S. population study.

Employee Wellbeing: Evaluating a Wellbeing Intervention in Two Settings

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