The psychological benefits of exercise in work settings: A review, critique, and dispositional model

Abstract

Evidence on the psychological effects of exercise on employees is considered. Studies which examined the effect of company-sponsored exercise programmes as well as those examining the more general effect of exercise in work settings are reviewed. It is concluded that the evidence for psychological benefits is equivocal. Due to methodological problems, it is difficult to determine whether exercise is responsible for the positive effects reported. Four personality characteristics which may be responsible for both exercise and psychological reactions to work are considered, and a model is then presented. It was concluded that future studies examining the impact of exercise should consider this dispositional model.

Sleep Locus of Control: Report on a New Scale

“…For example, several studies have found that those with an external locus of control, more than those with an internal locus of control, report problems with depression, anxiety, hypochondriasis, phobic avoidance, and socially prescribed perfectionism (Benassi, Sweeney, & Dufour, 1988;Hewitt & Flett, 1991;Hutner & Locke, 1984;Katerndahl, 1991;Scott & Severance, 1975). Studies have also shown that those with an internal, more than an external, health locus of control seek health care knowledge, use specific information about their disease and treatment, engage in more preventive health behaviors, and feel less vulnerable to health problems (Bundek, Marks, & Richardson, 1993;Jex, 1991;Kirscht, 1972;Slenker, Price, & O'Connell, 1985). Although having an internal locus of control is often assumed to be an asset, several investigations have identified that feeling in control of personal health may not always be beneficial or desired (see Shapiro, Schwartz, & Astin, 1996 for a review).…”

Exercising at work and self‐reported work performance

“…However, the study offers a fascinating range of possibilities for exploring these issues of frequency, type, duration and intensity and how they link to performance. There is scope, too, to broaden this dual paradigm approach by examining potential intra-employee moderators such as personality traits (Jex, 1991), perceived decision latitude within the workplace (Head et al, 2006) and physical activity and mental well-being corporate typologies (Thøgersen-Ntoumani and Fox, 2005).…”

“…Exercise is increasingly portrayed to employers as an effective means of combating workplace stress (Flood and Long, 1996) and of supporting organisations' aspirations to corporate social responsibility and organisational justice (Kivimäki et al, 2003). Indeed, employers may make considerable investment to support work-based exercise facilities (Jex, 1991;Shephard, 1989Shephard, , 1992. Almost half (48 per cent) of "The 100 Best Companies to Work For 2006" offered gym access to employees (Sunday Times, 2006), possibly to emphasise care for employees and/or to heighten their workplace satisfaction.…”

La constitution d’un milieu de travail sain: Ce que nous savons jusqu’à maintenant.

“…L’expérience d’avoir un surcroît de travail n’est pas nouvelle, et s’il s’en trouve, certains employés et chercheurs suggéreraient que la charge de travail accroît dans des secteurs particuliers (Cartwright & Cooper, 1997). Il a été trouvé que les tensions associées au surcroît de travail sont négatives de façon uniforme dans tous les domaines du résultat comportemental, psychologique et physiologique (par ex., Jex & Beehr, 1991). Les mesures de la surcharge de travail en raison d’un rôle sont liées de façon empirique aux évaluations de la santé mentale générale et hors contexte (par ex., Day & Jreige, 2002; Day & Livingstone, 2001; Kelloway & Barling, 1991) et les attitudes particulières au travail et à la santé mentale (par ex., Day & Jreige, 2002; Posig & Kickul, 2003).…”