Published in Work & Stress: An International Journal of Work, Health & Organisations (Ahead of Print, 2024)

A significant percentage of the global workforce is now working remotely, thus prompting managers and organisations to adopt practices geared towards monitoring a remote workforce. Although remote ...

Accumulating empirical evidence suggests that citizenship pressure (CP) in the workplace, the pressure to engage involuntarily in citizenship behaviour, has a detrimental effect on both the individ...

It is commonly believed that job autonomy has a positive impact on employee well-being and protects workers from strain. However, an emerging counter-narrative challenges this assumption and identi...

Information and communication technologies (ICTs) profoundly permeated employees’ day-to-day jobs, offering benefits like improved communication and flexibility, but also posing challenges such as ...

This study aims to clarify what are the short-term effects of customer incivility on targeted employees’ self-esteem and job satisfaction. We hypothesised that daily customer incivility reported at...

Although studies have shown that work-related information communication technology (WICT) use after hours may result in adverse effects within workdays, little is known about whether and how it aff...

Burnout has garnered considerable attention from occupational health specialists for nearly 50 years. In this paper, we discuss three beliefs about burnout that remain ill-supported despite their p...

The Occupational Depression Inventory (ODI) reflects a novel approach to job-related distress anchored in depression research. To date, the extent to which the ODI exhibits measurement invariance a...

Workplace stress is related to job turnover and intention to leave (ITL) the job and/or profession. The specific mechanisms that drive this association have received less attention, however substan...

Organisational interventions are recommended to address the root causes of ill-health in organisations. Yet, the evidence for their effectiveness is inconclusive, likely because such interventions ...

Extant research suggests the effectiveness of Occupational Health Psychology (OHP) interventions depends on their design in the broader organisational context. While the field recognises that pre- ...

Work–family conflict (WFC) is a common experience which frequently affects employees’ performance and wellbeing. But among dual-earner couples, is it possible that employees’ WFC relates to spouses...

This study examines potential negative human resource consequences of leadership development. Applying theoretical perspectives on job demands and resources, we argue that leadership development ma...

Published in Work & Stress: An International Journal of Work, Health & Organisations (Vol. 38, No. 2, 2024)

Understanding the mechanisms of work interruptions is crucial for reducing employee strain and maintaining performance. For this purpose, a study was conducted that examined how different interrupt...

Few studies have examined the dynamics involved in situations where managers are bullied by subordinates – a phenomenon known as upwards bullying. In this study, we combine interview data from targ...

Illegitimate tasks violate the norms of what is considered part of the employee’s work role and have been found to harm individuals, groups and organisations. The purpose of this study was to inves...

Despite the extant research on work and well-being in the healthcare sector, a comprehensive overview of the key work characteristics, and a meta-analytic investigation of their over-time relations...

Research on long COVID is still in its infancy with the primary focus being on symptoms, treatment, and prevalence. Due to the severity and longevity of long COVID that has also affected the workin...

Recent reviews of occupational resilience have called for this personal resource to be included as both a predictor and moderator of the stress appraisal-emotion relationship. This research address...

Previous research on psychosocial working conditions as risk factors of workplace bullying builds on the underlying assumption that targets’ subjective reports of their psychosocial working conditi...

A lack of recovery like psychologically detaching from work can be detrimental to health. High cognitive demands may jeopardise detachment from work. Longitudinal studies concerning the long-term e...

In two studies, we investigated the effects of workplace bullying on objective measures of cognitive functioning. In Study 1, 47 university employees, self-identified as current targets of bullying...

Studies investigating the stressor–strain relation using daily diary designs have been interested in within-person deviations that predict well-being outcomes on the same day. These models typicall...

ABSTRACT Process evaluation enables us to gain insights into the complex organisational intervention processes, but has mostly taken place post intervention, thus failing to support implementation. Using the theory of planned behaviour, we developed and validated a 7-item process evaluation questionnaire (the Intervention Preparedness Tool) that aims to evaluate the preparatory phases of the intervention

Workplace burnout has strong negative consequences for both workers and organisations. Following Self-determination theory (SDT), we hypothesised that workplace materialism – the relative importanc...

Information and communication technologies (ICTs) are seen as essential tools for mastering knowledge work in the twenty-first century. However, ICTs do not solely improve workflows, but are experi...

Role conflicts and role ambiguity have been identified as important risk factors for exposure to workplace bullying, particularly when combined with inadequate leadership practices. Even though rol...

This study disentangles positive and negative reactions to home-to-work transitions (i.e. transitions from the home role to the work role during non-work hours; HWTs) and examines their consequence...

The positive impact of coworker social support on employee behaviour and well-being is well-described in the job demands–resources model. However, the specific mechanisms through which it operates ...

Previous research on compassion work has focused on the emotion regulation of human services workers. However, little attention has been paid to the job characteristics of this work. In this paper,...

Previous research has demonstrated that work-related self-control demands deplete regulatory resources and thus impair employees’ functioning. But what is more harmful to employees – facing consist...

ABSTRACT Constant connectivity is prevalent in modern workplaces, aided by smartphones and email. Supervisors may further pressure their subordinates to remain connected to work through their after-hours communications. We develop the concept of supervisor off-work boundary infringements (SBI) or supervisor intrusions during subordinates’ nonwork hours, which are becoming widespread due to expectations

Service employees’ surface acting is exhausting, but it is unclear if exhaustion appears instantly after a single service episode. Moreover, evidence regarding the reversed causality in which exhau...

ABSTRACT Researchers have consistently shown the detrimental effects that workplace bullying has on employee well-being. While there have been many studies examining moderating factors that worsen or mitigate bullying’s effects, the field lacks a common theoretical framework to integrate and explain these diverse moderators. The aim of this systematic review is to identify, categorise, and evaluate

ABSTRACT Although expecting to undertake core tasks affirming their professional identity, employees often have to deal with tasks they perceive as unnecessary or unreasonable. The concept of illegitimate tasks captures this phenomenon and has attracted growing attention since its first appearance. Illegitimate tasks have been found to explain unique variance in well-being and strain. Given a burgeoning

Supervisors play an important role in supporting employees to return to work following sickness absence due to common mental disorders; stress, anxiety and depression, however, employees may not al...

ABSTRACT Previous meta-analyses showed that challenge stressors are, though stressful, also motivating. However, their hypothesised gains related to learning are less well understood. In addition to the lack of meta-analytical assessments, there are conflicting theoretical perspectives on the learning effects of challenge stressors. In contrast to the challenge–hindrance stressor framework, action

We expand research on the daily dynamics of employee effectiveness at work by integrating the core tenets of the Conservation of Resources Theory with the Broaden-and-Build Theory of positive emoti...

Fly-in, fly-out (FIFO) workers are exposed to demanding work schedules (including extended rosters, long shifts, and night work) which may contribute to the high levels of psychological distress th...

ABSTRACT Arguably burnout and engagement of employees play an important role in driving sustainable organisational change. Surprisingly little is known about how organisational change affects employee burnout and engagement. Drawing on the Job Demands-Resources model and the Conservation of Resources perspective, we utilise an integrative theoretical model proposing that the more employees appraise

ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey

ABSTRACT This study aimed to advance insight into how employees cope with work-related boredom by developing and testing a control-process model of coping with boredom. We examined (1) the role of trait self-control in explaining whether employees cope with daily work-related boredom by engaging in distractive behaviour or job crafting, and (2) how these two coping behaviours link to changes in work-related

ABSTRACT Our study examined construct validity evidence for a measure of perceptions of Stress as a Badge of Honour, consisting of four dimensions: stress as achievement, relaxation remorse, stress-related social comparison, and stress-related impression management. A pilot study among college students (Study 1; N = 120) informed the initial development of the measure, which was further tested in two

ABSTRACT We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in

ABSTRACT Despite converging theoretical arguments regarding non-linear relationships between workload and employee attitudes (i.e. job satisfaction) and mental well-being outcomes, prior empirical support for these curvilinear effects has been mixed. In this study we offer and test two potential explanations that may help to reconcile this discrepancy. First, existing workload scales do not assess

ABSTRACT We investigated the Psychosocial Safety Climate (PSC) construct and its role in attenuating the negative effects of job demands (i.e. emotional and psychological) on psychological health (distress, emotional exhaustion, and depression). In particular, we used composition theory to understand how organisational PSC could be derived from individual perceptions of PSC. We introduce a relatively

ABSTRACT The COVID-19 pandemic forced many workers globally to work from home, suddenly, and often without choice, during a highly uncertain time. Adopting a longitudinal, person-centered approach, we explored patterns of change in employees’ psychological distress over three months following the early phase of the pandemic. We investigated how change in distress unfolded for different latent subgroups

Published in Work & Stress: An International Journal of Work, Health & Organisations (Vol. 36, No. 2, 2022)

ABSTRACT Safety training, especially when based on the active participation of trainees and aiming for transfer of learning into the workplace, is an important tool to prevent accidents and promote occupational safety, and may be particularly powerful among vulnerable groups, such as migrant workers. The present study, employing a mixed methods, before-and-after study design, evaluated a training programme

ABSTRACT To study the ever-increasing pace of work practices, we investigated leader experiences of intensified job demands (IJDs) and their effects on followers. Based on the challenge-hindrance approach, different kinds of job demands may produce either negative or positive work-related outcomes. Using this perspective, we investigated the leaders IJDs against their followers’ satisfaction with them

ABSTRACT The aim of this study was to investigate characteristics associated with employees’ ability to cope with the challenges of remote working as flexible work arrangements are predicted to constitute an increasingly pervasive model of work. More specifically, we investigated job resources specific to remote work and employees’ strengths and behaviours that may be crucial for enhancing work engagement

ABSTRACT Interventions to improve mental health can target individuals, working groups, their leaders, or organisations, also known as the Individual, Group, Leader, and Organisational (IGLO) levels of intervention. Evaluating such interventions in organisational settings is complex and requires sophisticated evaluation designs taking into account the intervention process. In the present systematic

Abstract While implementing participation in an organisational health intervention (OHI), the formation of a group of representatives responsible for developing and realising action plans is a common approach. This mixed-methods study aimed (a) to examine differential intervention effects for employees who are directly involved in intervention decision making (direct participants [DPs], N = 84) compared

ABSTRACT Work intensification (WI) is a notable job stressor, which has been hypothesised to result in various negative outcomes for employees. However, earlier empirical studies regarding this stressor hypothesis have not yet been reviewed. Our narrative review focused on the outcomes for employees of WI as a perceived job stressor. Our review was based on selected qualitative and quantitative empirical

ABSTRACT The Job Demands-Resources (JD-R) model is a well-recognized theoretical framework assessing the impact of job demands and resources on well-being. Though the model conceptualises job demands and resources in terms of how jobs are both objectively designed and subjectively experienced, most studies have relied only on subjective self-reported data. In a comprehensive test of the model, our

ABSTRACT This systematic literature review synthesises the existing knowledge about the impact on working caregivers managing dual responsibilities of paid work and informal eldercare, as well as the demands and resources related to juggling these duties. Due to the increasing volume of research in this area, it is important to synthesise current knowledge and identify gaps for future research in the

(2022). Taming the flood of findings: What makes for a really useful literature review in occupational health psychology? Work & Stress: Vol. 36, Literature reviews in occupational health psychology, pp. 1-5.

ABSTRACT In this paper, we present the Integrated Training Transfer and Effectiveness Model (ITTEM), a dynamic model integrating dominant training transfer and training effectiveness models that can be used to evaluate whether mental health and wellbeing training interventions are transferred to the workplace and result in changes in emotions, cognitions and behaviours post-training. Through the integration