Testing reciprocal relationships between job characteristics and psychological well‐being: A cross‐lagged structural equation model

Jonge, Jan de; Dormann, Christian; Janssen, Peter P. M.; Dollard, Maureen F.; Landeweerd, Jan A.; Nijhuis, Frans

doi:10.1348/096317901167217

Cited by 303 publications

(272 citation statements)

References 57 publications

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“…In that, consistent with the findings of De Jonge et al (2001), noted above, we found that none of these three outcomes at Time 1 predicted job control at Time 2.…”

Section: Job Controlsupporting

confidence: 92%

The Role of Acceptance and Job Control in Mental Health, Job Satisfaction, and Work Performance.

Bond¹,

Bunce²

2003

Journal of Applied Psychology

540

434

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Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N ϭ 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.

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“…In that, consistent with the findings of De Jonge et al (2001), noted above, we found that none of these three outcomes at Time 1 predicted job control at Time 2.…”

Section: Job Controlsupporting

confidence: 92%

The Role of Acceptance and Job Control in Mental Health, Job Satisfaction, and Work Performance.

Bond¹,

Bunce²

2003

Journal of Applied Psychology

540

434

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“…De Witte et al 2015). In sum, although the effects of work characteristics (de Lange et al 2004), unemployment (Griep et al 2014;McKee-Ryan et al 2005;Paul 2006;Paul and Moser 2009), and job insecurity (De Witte et al 2015) on health and well-being are causally predominant, several studies found evidence for reciprocal relationships (Christensen et al 2008;de Jonge et al 2001;Demerouti et al 2004;Herbig et al 2013;Hornung et al 2013;Paul 2006;Paul and Moser 2009;Varekamp and van Dijk 2010). Therefore, we warrant some caution when interpreting the discussed results in a causal way.…”

Section: Limitationsmentioning

confidence: 75%

The effects of unemployment and perceived job insecurity: a comparison of their association with psychological and somatic complaints, self-rated health and life satisfaction

Griep

Kinnunen

Nätti

et al. 2015

Int Arch Occup Environ Health

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Results Covariance analyses adjusted for background variables support findings from earlier studies that long-term unemployment and perceived job insecurity are detrimental: short-term unemployed and secure permanent employees experienced fewer psychological complaints and lower subjective complaints load, reported a higher self-rated health, and were more satisfied with their life compared to long-term unemployed and insecure permanent employees. Second, whereas unemployment was found to be more detrimental than insecure employment in terms of life satisfaction, insecure employment was found to be more detrimental than unemployment in terms of psychological complaints. No differences were found regarding subjective complaints load and self-rated health. Conclusions Our findings suggest that (1) insecure employment relates to more psychological complaints than short-term unemployment and secure permanent employment, (2) insecure employment and long-term unemployment relate to more subjective complaints load and poorer health when compared to secure permanent employment, and (3) insecure employment relates to higher life satisfaction than both short-and long-term unemployment.Keywords Unemployment · Job insecurity · Psychological complaints · Subjective complaints load · Life satisfaction · Self-rated health IntroductionOver the last 20 years, globalization along with the economic recession has put considerable strain on the labour market. Therefore, organizations have been forced to cutback costs, resulting in job loss and increased perceptions of job insecurity among workers (Daly et al. 2013; AbstractPurpose Research has provided convincing evidence for the adverse effects of both short-and long-term unemployment, and perceived job insecurity on individuals' health and well-being. This study aims to go one critical step further by comparing the association between short-and longterm unemployment, and perceived job insecurity with a diverse set of health and well-being indicators. Methods We compare four groups: (1) secure permanent employees (N = 2257), (2) insecure permanent employees (N = 713), (3) short-term unemployed (N = 662), and (4) long-term unemployed (N = 345) using cross-sectional data from the nationally representative Living Conditions Survey in Finland. 2000, 2011). These phenomena, in turn, have raised concerns about their potential impact on employees' health and well-being. Unemployment typically refers to individuals between the age of 16 and 64 who do not have a paid job or are not self-employed during a specific reference period even though they are physically and psychologically available for work and actively seeking employment (International Labour Organization, ILO 2000). There is convincing evidence from diverse fields such as life sciences (e.g. medicine) and social sciences (e.g. psychology) that unemployment has adverse effects that go beyond effects associated with income loss (for a review see Frey 2008; McKee-Ryan et al. 2005). First, unemployment negatively impacts physical h...

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“…Furthermore, a study by de Jonge et al, (2001) found weak evidence for the reverse effects of well-being on job characteristics, and only with regard to job demands. They did not find any evidence for reverse effects with regard to job control.…”

Section: Discussionmentioning

confidence: 97%

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

Holman¹,

Axtell²

2016

Journal of Occupational Health Psychology

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Many job redesign interventions are based on a 'multiple mediator/multiple outcome' model in which the job redesign intervention indirectly influences a broad range of employee outcomes by changing multiple job characteristics. As this model remains untested, the aim of this study is to test a 'multiple mediator/multiple outcome' model of job redesign. Multilevel analysis of data from a quasi-experimental job redesign intervention in a call centre confirmed the hypothesized model and showed that the job redesign intervention affected a broad range of employee outcomes (i.e., employee well-being, psychological contract fulfillment, and supervisor-rated job performance) through changes in two job characteristics (i.e., job control, feedback). The results provide further evidence for the efficacy and mechanisms of job redesign interventions. Key Words; job redesign, quasi-experiment, well-being, performance, psychological contract, call centre 3 Job redesign interventions are planned change initiatives that aim to modify job characteristics as a means of enhancing employee outcomes such as well-being and job performance (Parker & Wall, 1999;Semmer, 2006). Within the literature on job redesign, there is an increasing interest in understanding why job redesign interventions lead to successful outcomes (Biron, Karinka-Murray & Cooper, 2011). One approach to examining this issue has been to establish whether a change in job characteristics is the mechanism through which job redesign interventions have their effects. Specifically, studies have tested two models of this mediational process. The first is a 'single mediator/multiple outcome' model in which a job redesign intervention influences multiple types of employee outcome (e.g., affective, behavioral and attitudinal) through a change in one job characteristic, such as job control (Bond & Bunce, 2001;Bond, Flaxman & Bunce, 2008;Logan & Ganster, 2005). The second is a 'multiple mediator/single outcome' model in which a job design intervention influences one type of employee outcome (e.g., affect) by changing multiple job characteristics such as job control, feedback and participation (Holman, Axtell, Sprigg, Totterdell, & Wall, 2009).Many job redesign interventions are based on a 'multiple mediator/multiple outcome' model in which the job redesign intervention influences a broad range of employee outcomes by making changes to multiple job characteristics (Semmer, 2008). But this model of the job redesign process has not been tested, so there is little evidence for the efficacy of job redesign interventions based on it. Indeed, it is possible that intervention-induced changes to multiple job characteristics may only affect one type of employee outcome, or that changes to multiple outcomes might only occur when a single job characteristic is changed (Bond & Bunce, 2001).The main aim of this paper is therefore to test a 'multiple mediator/multiple outcome' model of 4 job redesign intervention by examining whether a job redesign intervention can enhance a range of...

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Testing reciprocal relationships between job characteristics and psychological well‐being: A cross‐lagged structural equation model

Cited by 303 publications

References 57 publications

The Role of Acceptance and Job Control in Mental Health, Job Satisfaction, and Work Performance.

The Role of Acceptance and Job Control in Mental Health, Job Satisfaction, and Work Performance.

The effects of unemployment and perceived job insecurity: a comparison of their association with psychological and somatic complaints, self-rated health and life satisfaction

Can job redesign interventions influence a broad range of employee outcomes by changing multiple job characteristics? A quasi-experimental study.

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