The Handbook of Work and Health Psychology

Cover......Page 1
Contents......Page 8
About the Editors......Page 12
List of Contributors......Page 14
Preface......Page 18
1.1 A REVISED EDITION......Page 20
1.2 THE INCREASING INTEREST IN WORK AND HEALTH PSYCHOLOGY......Page 21
1.3 OUTLINE......Page 24
PART I. Understanding Work and Health Psychology: Theoryand Concepts......Page 26
2.2 EVERYDAY WORKING LIFE......Page 28
2.3 INTEGRITY......Page 33
2.4 MOTIVATION......Page 38
2.5 WHAT IS STRESS?......Page 46
2.6 STRESS PROBLEMS AS SIGNALS......Page 51
REFERENCES......Page 53
3.2 WHAT IS ORGANISATIONAL CULTURE?......Page 56
3.3 FUNCTIONALITY......Page 61
3.4 ORDERLINESS......Page 62
3.5 SOCIAL EMBEDDING......Page 66
3.6 COMPATIBILITY OF CONVICTIONS AND VALUES......Page 71
3.7 SAFETY......Page 75
3.8 DISCUSSION......Page 77
REFERENCES......Page 80
4.1 THE OBJECTIVES AND SCOPE OF THE REVIEW......Page 82
4.2 A GENERAL FRAMEWORK FOR THE STUDY OF THE HEALTH CONSEQUENCES OF STRESS AT WORK......Page 83
4.3 EFFECTS OF WORK STRESS ON PHYSIOLOGICAL RISK FACTORS......Page 86
4.4 EFFECTS OF WORK STRESS ON BEHAVIORAL OUTCOMES......Page 89
4.5 SUMMARY AND CONCLUSIONS......Page 94
REFERENCES......Page 97
5.1 INTRODUCTION......Page 102
5.2 WHAT MAKES STRESSORS STRESSFUL? THE ROLE OF GOALS AND ASPIRATIONS IN THE STRESS PROCESS......Page 104
5.3 VULNERABLE VERSUS RESILIENT PERSONS......Page 110
5.4 RESPONSE TENDENCIES AND COPING......Page 120
5.5 FINAL COMMENTS......Page 126
REFERENCES......Page 127
CHAPTER 6. Job Control, Physical Health and Psychological Well-Being......Page 141
6.1 JOB STRESS AND WORK DESIGN THEORIES......Page 142
6.2 EFFECTS OF JOB CONTROL ON HEALTH AND WELL-BEING......Page 145
6.3 THE NATURE OF THE RELATIONSHIP BETWEEN JOB CONTROL AND STRAINS......Page 150
6.4 INDIVIDUAL DIFFERENCES AND THE IMPACT OF JOB CONTROL......Page 151
6.5 HAS JOB CONTROL RESEARCH HELPED GUIDE INTERVENTIONS AND JOB REDESIGNS?......Page 154
6.6 JOB-SPECIFIC APPROACHES......Page 156
REFERENCES......Page 157
7.2 WHAT IS THE PSYCHOLOGICAL CONTRACT?......Page 163
7.3 WHY THE INTEREST IN THE PSYCHOLOGICAL CONTRACT?......Page 164
7.4 HOW HAS THE PSYCHOLOGICAL CONTRACT TYPICALLY BEEN STUDIED?......Page 165
7.5 VIOLATION OF THE PSYCHOLOGICAL CONTRACT......Page 166
7.6 A MODEL OF THE STATE OF THE PSYCHOLOGICAL CONTRACT AND INDIVIDUAL WELL-BEING......Page 171
7.7 EVIDENCE ON THE STATE OF THE PSYCHOLOGICAL CONTRACT, HEALTH AND WELL-BEING......Page 173
7.8 CONCLUSIONS AND A RESEARCH AGENDA FOR THE FUTURE......Page 176
REFERENCES......Page 177
8.2 PSYCHOLOGICAL FLEXIBILITY......Page 179
8.3 ORGANIZATIONAL FLEXIBILITY......Page 181
8.4 PHYSIOLOGICAL COUNTERPARTS OF THE DEMAND–CONTROL–SUPPORT MODEL......Page 184
8.5 COMBINING THE INDIVIDUAL’S NEED FOR FLEXIBILITY WITH THAT OF THE WORK ORGANIZATION......Page 185
8.6 PUBLIC HEALTH PERSPECTIVES......Page 188
REFERENCES......Page 189
PART II. Research and DiagnosisIssues......Page 191
9.1 INTRODUCTION......Page 193
9.2 ORIGINS AND CONTRIBUTORY DISCIPLINES......Page 194
9.3 THE STUDY OF MALFUNCTION, FUNCTION AND CHANGE......Page 195
9.4 INTERVENTION STUDIES......Page 197
9.5 CONCLUDING REMARKS......Page 205
REFERENCES......Page 206
10.1 BACKGROUND......Page 211
10.2 ADAPTING THE RISK MANAGEMENT PARADIGM FOR WORK STRESS......Page 212
10.3 PSYCHOSOCIAL HAZARDS AND WORK STRESS......Page 213
10.4 PARTICIPATION AND CONTEXT DEPENDENCY......Page 215
10.5 STAGES OF RISK MANAGEMENT......Page 216
10.6 CASE STUDY EXAMPLES......Page 220
10.7 CONCLUDING SUMMARY......Page 223
REFERENCES......Page 224
PART III. Specific Issues in Work and Health Psychology......Page 227
11.1 INTRODUCTION......Page 229
11.2 THE IMPACT OF NEW TECHNOLOGIES ON STRESS......Page 230
11.3 RESEARCH ON THE IMPLEMENTATION OF NEW TECHNOLOGIES......Page 234
11.4 PRACTICAL IMPLICATIONS......Page 240
11.5 CONCLUSIONS......Page 250
REFERENCES......Page 251
12.1 STRESSORS IN THE WORKPLACE......Page 257
12.2 EXAMINING THE MODEL OF RUGGED INDIVIDUALISM......Page 259
12.3 THE STRESS OF WORK AND ITS INFLUENCE ON WOMEN......Page 260
12.5 WORKPLACE SUPPORT......Page 261
12.6 EMPHASIS ON INDIVIDUALISTIC ORIENTATION IN THE WORKPLACE......Page 262
12.7 STRESS AT HOME......Page 263
12.9 HOME-BASED SUPPORT......Page 264
12.10 COMMUNAL ORIENTATION: DEVELOPING A COLLECTIVIST PERSPECTIVE......Page 265
12.11 THE MULTIAXIAL MODEL OF COPING......Page 266
12.12 HOW THE MULTIAXIAL MODEL OF COPING CHANGES COMMON COPING ASSUMPTIONS......Page 267
12.13 IMPLICATIONS FOR INTERVENTION......Page 271
12.14 CONCLUSIONS......Page 272
REFERENCES......Page 273
13.1 INTRODUCTION......Page 279
13.3 BARRIERS TO WOMEN’S ADVANCEMENT......Page 281
13.4 OCCUPATIONAL STRESS......Page 282
13.5 WORK AND FAMILY......Page 284
13.6 DUAL-CAREER COUPLES......Page 285
13.7 SEXUAL HARASSMENT......Page 286
13.9 WORKAHOLISM......Page 287
13.11 WOMEN-FRIENDLY ORGANIZATIONS......Page 288
13.12 INTERVENTION AND POLICY IMPLICATIONS......Page 289
13.13 FUTURE RESEARCH AND ACTION DIRECTIONS......Page 293
REFERENCES......Page 294
14.1 GENERAL INTRODUCTION......Page 299
14.2 WHAT CONSTITUTES “WORK” AND “NON-WORK”?......Page 300
14.3 WHAT THEORETICAL PERSPECTIVES HAVE BEEN APPLIED IN RESEARCH ON THE WORK/NON-WORK INTERFACE?......Page 301
14.4 WHAT IS THE PREVALENCE OF (THE VARIOUS DIMENSIONS OF) THE WORK/NON-WORK INTERFACE?......Page 310
14.5 WHAT ARE THE POSSIBLE ANTECEDENTS OF (THE VARIOUS DIMENSIONS OF) THE WORK/NON-WORK INTERFACE?......Page 312
14.6 WHAT ARE THE POSSIBLE CONSEQUENCES OF (THE VARIOUS DIMENSIONS OF) THE WORK/NON-WORK INTERFACE?......Page 316
14.7 WHAT DO WE KNOW ABOUT EFFECTIVE STRATEGIES TO IMPROVE THE WORK/NON-WORK INTERFACE?......Page 319
14.8 WHAT ARE THE LIMITATIONS OF CURRENT RESEARCH ON THE WORK/NON-WORK INTERFACE?......Page 322
14.9 WHAT CONCLUSIONS AND FUTURE SUGGESTIONS CAN BE DERIVED FROM RESEARCH ON THE WORK/NON-WORK INTERFACE?......Page 325
REFERENCES......Page 329
15.1 DEGREE OF OCCURRENCE OF ALCOHOL AND DRUG USE IN ORGANIZATIONS......Page 334
15.2 SUBSTANCE MISUSE IN RELATION TO OTHER ORGANIZATIONAL PHENOMENA......Page 338
15.3 WORKPLACE COSTS OF SUBSTANCE MISUSE......Page 341
15.4 WORKPLACE MANAGEMENT OF SUBSTANCE RELATED PROBLEMS......Page 345
15.5 SUMMARY AND CONCLUSIONS......Page 349
REFERENCES......Page 350
16.1 INTRODUCTION......Page 354
16.2 THE AGEING PROCESS......Page 355
16.3 MIDLIFE AND MID-CAREER......Page 356
16.4 THE LAST CAREER STAGE......Page 358
16.5 DEVELOPMENTAL RISKS......Page 360
16.6 GETTING STUCK......Page 361
16.8 AGEING OF NETWORKS......Page 363
16.10 STEREOTYPING......Page 364
16.12 CONCLUDING REMARKS......Page 365
REFERENCES......Page 366
17.1 INTRODUCTION......Page 370
17.2 DEVELOPMENTAL TASKS OF SENIOR EMPLOYEES......Page 371
17.3 WISDOM......Page 377
17.4 ORGANISATIONAL POLICY......Page 382
17.5 CONCLUDING REMARKS......Page 384
REFERENCES......Page 385
18.1 INTRODUCTION......Page 388
18.2 WHAT IS ACUTE STRESS?......Page 389
18.4 THE PROCESS OF COPING......Page 390
18.5 RISK FACTORS......Page 392
18.7 INTERVENTION......Page 393
18.8 CONCLUSIONS......Page 399
REFERENCES......Page 400
19.1 THE SHORT HISTORY OF AN ANCIENT PHENOMENON......Page 404
19.2 DEFINITIONS OF BURNOUT......Page 407
19.3 OLD WINE IN NEW BOTTLES?......Page 409
19.4 MEASUREMENT AND PREVALENCE OF BURNOUT......Page 412
19.5 CORRELATES, CAUSES, SYMPTOMS AND CONSEQUENCES OF BURNOUT......Page 415
19.6 THEORETICAL APPROACHES......Page 423
19.7 INTERVENTIONS......Page 435
REFERENCES......Page 439
PART IV. Preventive and Curative Interventions......Page 448
20.1 INTRODUCTION......Page 450
20.2 WELL-DESIGNED JOBS: SEVEN THEORETICAL APPROACHES......Page 451
20.3 LEGAL REGULATIONS WITH RESPECT TO JOB DESIGN AND WELL-BEING......Page 463
20.4 DO STRESS PREVENTION PROGRAMMES BUILD UPON JOB DESIGN PREREQUISITES?......Page 465
20.5 INTERVENTIONS......Page 467
REFERENCES......Page 471
21.1 INTRODUCTION......Page 476
21.2 LEARNING AS PRODUCT......Page 477
21.3 LEARNING AS PROCESS......Page 482
21.4 CONDITIONS FOR LEARNING......Page 489
REFERENCES......Page 493
22.1 INTRODUCTION......Page 496
22.2 THE NEW LOGIC ORGANIZATION......Page 497
22.3 MANAGING TEAMS FOR PRODUCTIVITY AND WELL-BEING......Page 499
22.4 PREVENTIVE STRESS MANAGEMENT AND HEALTH PSYCHOLOGY......Page 503
22.5 CAREER DEVELOPMENT......Page 507
22.7 THE MANAGER’S WHOLE-LIFE MODEL: FIVE ARENAS OF LIFE......Page 510
REFERENCES......Page 512
CHAPTER 23. Conflict at Work and Individual Well-Being......Page 516
23.1 CONFLICT AT WORK......Page 517
23.2 INDIVIDUAL WELL-BEING: A NEGLECTED CONSEQUENCE OF CONFLICT......Page 523
23.3 CONCLUSIONS, AVENUES FOR FUTURE RESEARCH AND POSSIBILITIES FOR INTERVENTION......Page 529
REFERENCES......Page 531
APPENDIX......Page 536
24.1 THE DILEMMA OF ACCOUNTABILITY......Page 538
24.2 CONVERSATIONS ABOUT ACCOUNTABILITY......Page 544
REFERENCES......Page 552
25.1 INTRODUCTION......Page 554
25.2 DESCRIPTION OF STRESS MANAGEMENT INTERVENTIONS......Page 555
25.4 EFFECTIVENESS OF STRESS INTERVENTIONS......Page 559
25.5 STRESS REDUCTION VERSUS STRESS MANAGEMENT......Page 562
25.6 STRESS PREVENTION: AN AGENDA FOR FUTURE RESEARCH......Page 564
REFERENCES......Page 566
26.1 INTRODUCTION......Page 570
26.2 THE ASSUMPTION OF EFFECT AND SCICHANGE......Page 573
26.3 AN ALTERNATIVE APPROACH: FITNESS AT WORK......Page 580
REFERENCES......Page 587
27.1 INTRODUCTION......Page 590
27.2 THEORETICAL CONTEXT......Page 591
27.4 ORGANIZATIONAL CULTURE AND STRESS......Page 595
27.5 COACHING KEY FIGURES IN ORGANIZATIONS......Page 599
27.6 THE MAIN APPROACH IN COACHING AND COUNSELLING......Page 600
27.7 FINAL CONSIDERATIONS......Page 602
REFERENCES......Page 603
28.1 INTRODUCTION......Page 606
28.2 WELL-BEING AND HEALTH WITHIN HRM......Page 607
28.3 LEADERSHIP......Page 608
28.4 THE GENERAL APPROACH......Page 610
28.5 HRM INTERVENTIONS......Page 611
28.6 OUTCOMES......Page 616
28.7 PROBLEMS......Page 617
28.8 CO-MANAGEMENT: A POSSIBLE APPROACH......Page 618
REFERENCES......Page 620
CHAPTER 29. Epilogue......Page 622
REFERENCE......Page 625
Index......Page 626