Prelims

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EXAMINING AND EXPLORING THE SHIFTING NATURE OF OCCUPATIONAL STRESS AND WELL-BEING

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RESEARCH IN OCCUPATIONAL STRESS AND WELL-BEING

Series Editors: Pamela L. Perrewé, Jonathon R. B. Halbesleben and Christopher C. Rosen

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RESEARCH IN OCCUPATIONAL STRESS AND WELL-BEING

Editorial Advisory Board

• Terry Beehr – Department of Psychology, University of Central Michigan, USA

• Yitzhak Fried – Rawls College of Business, Texas Tech University, USA

• Dan Ganster – Department of Management, Colorado State University, USA

• Leslie Hammer – Department of Psychology, Portland State University, USA

• Russ Johnson – Department of Management, Michigan State University, USA

• John Kammeyer-Mueller – Center for HR Labor Studies, University of Minnesota, USA

• E. Kevin Kelloway – Department of Psychology, Saint Mary’s University, USA

• Jeff LePine – Department of Management, Arizona State University, USA

• Paul Levy – Department of Psychology, University of Akron, USA

• John Schaubroeck – Trulaske College of Business, University of Missouri

• Norbert Semmer – Department of Psychology, University of Berne, USA

• Sabine Sonnentag – Department of Psychology, University of Mannheim, Germany

• Paul Spector – Department of Psychology, University of South Florida, USA

• Lois Tetrick – Department of Psychology, George Mason University, USA

• Mo Wang – Department of Management, University of Florida, USA

Editors

• Pamela L. Perrewé – Department of Management, Florida State University, USA

• Peter Harms – Department of Management, University of Alabama, USA

• Chu-Hsiang Chang – Department of Psychology, Michigan State University, USA

Title Page

RESEARCH IN OCCUPATIONAL STRESS AND WELL-BEING VOLUME 19

EXAMINING AND EXPLORING THE SHIFTING NATURE OF OCCUPATIONAL STRESS AND WELL-BEING

EDITED BY

PETER D. HARMS

University of Alabama

PAMELA L. PERREWÉ

Florida State University

AND

CHU-HSIANG (DAISY) CHANG

Michigan State University

United Kingdom – North America – Japan – India – Malaysia – China

Copyright Page

Emerald Publishing Limited

Howard House, Wagon Lane, Bingley BD16 1WA, UK

First edition 2021

Editorial matter and selection © 2021 Peter D. Harms, Pamela Perrewe and Chu-Hsiang (Daisy) Chang. Published under exclusive licence. Individual chapters © 2021 Emerald Publishing Limited.

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No part of this book may be reproduced, stored in a retrieval system, transmitted in any form or by any means electronic, mechanical, photocopying, recording or otherwise without either the prior written permission of the publisher or a licence permitting restricted copying issued in the UK by The Copyright Licensing Agency and in the USA by The Copyright Clearance Center. Any opinions expressed in the chapters are those of the authors. Whilst Emerald makes every effort to ensure the quality and accuracy of its content, Emerald makes no representation implied or otherwise, as to the chapters’ suitability and application and disclaims any warranties, express or implied, to their use.

British Library Cataloguing in Publication Data

A catalogue record for this book is available from the British Library

ISBN: 978-1-80117-423-7 (Print)

ISBN: 978-1-80117-422-0 (Online)

ISBN: 978-1-80117-424-4 (Epub)

ISSN: 1479-3555 (Series)

Overview

Volume 19 of Research in Occupational Stress and Well-Being is focused on the issue of time and changes in stress and well-being at work. Although almost all organizational scholars who are engaged in the study of occupation health and well-being will acknowledge that the psychological experience of stress and feelings of well-being are dynamic and constantly changing, all too often our models rely on studies that fail to account for this. Rather, there is a tendency to rely on relatively simple models where a set of predictors (usually personality or contextual factors) lead to increases or decreases in stress and/or well-being. In this issue, we wanted to break with that tradition and really demonstrate the many different ways that time and change could be conceptualized and measured and how this could enrich our understanding of stress and well-being in the workplace.

Given the complexity of this topic, it is no surprise that each of the nine chapters in this volume had unique perspectives and insights into the issue of how to meaningfully integrate time and change in the occupational stress and well-being literature. Broadly, the first three chapters focused on the consequences of stressful events in the workplace for personal development. The fourth and fifth chapters took a much longer timeframe to look at occupational stress and well-being over the life course. Finally, each of the final four chapters reviews and illustrates different advances and novel approaches for conceptualizing, assessing, and analyzing occupational stress and well-being.

Our lead chapter by Patrick L. Hill, Rachel D. Best, and M. Teresa Cardador examines how job stress and how a sense of purpose, quite often used as a predictor of how resilient individuals are in the face of stressful events, can be developed as individuals appraise and cope with the hardships and stressors they face. The model developed in this chapter shows how the stress and feedback relationship does not necessarily have to be negative, but rather can be associated with positive outcomes as well. In a similar vein, the second chapter by Clodagh Butler, Deirdre O’Shea, and Donald M. Truxillo centers on resilience and present a dual-pathway model showing how adaptive and proactive coping processes can facilitate not just recovery from stressor events, but positive developments in resilience levels over time. They then lay out possible paths for developmental interventions that could be used by organizations to promote resilience. In the third chapter, drawing on both personal experience and military research, Paul B. Lester provides insights into crucible experiences, highly stressful events that do not simply change levels of stress, well-being, and associated factors, but which fundamentally change the nature of the person experiencing them. Lester examines the potential positive and negative consequences of exposing individuals to such experiences, evaluates the moral implications of developmental interventions based on crucible experiences, and lays out best practices for implementing them.

Using self-regulation feedback loop models, the fourth chapter by Jenna A. Van Fossen, Chu-Hsiang Chang, and Russell E. Johnson bridges the goal setting and careers literatures with the occupational stress literature by demonstrating how the distance from one’s goals and the speed at which one is moving to achieve them can impact well-being as well as how these processes may play out over the career cycle. The fifth chapter by Youjeong Huh and Michael T. Ford takes a step back and investigates how occupational stress processes not only change over the life course, but how they may also shift across generations. Their chapter provides unique insights into generational differences in expectations of work and adaption to workplace stressors.

Leading off the section on methodological best practices and innovations in the assessment of occupational stress and well-being, the sixth chapter by Rachel S. Rauvola, Cort W. Rudolph, and Hannes Zacher provides a review of temporal issues in the study of occupational stress and well-being as well as covering the time-based assumptions surrounding time lags in research. They also helpfully provide guidance on best practices for longitudinal study design and provide a tutorial with both data and code for individuals interested in implementing robust approaches to analyzing longitudinal models. In the seventh chapter, Stuti Thapa, Louis Tay, and Daphne Hou examine phenomena and models on a shorter time frame by reviewing and presenting best practices for designing, implementing, and analyzing experience sampling studies. Such models allow researchers to investigate not just general trends in how occupational stress and well-being can change over time, but also accounts for, and can help provide meaning to, variability in such experiences on a shorter timeframe. The eighth chapter by Kristin Lee Sotak and Barry A. Friedman expands on this issue of variability in occupational stress and well-being to investigate specific patterns in levels over different time frames, to enhance our understanding of both regular and aberrant shifts in affective experiences, and how such patterns can be used to provide nuance to phenomena that is often lost when aggregating data across time. The final chapter by Rachel M. Saef, Emorie Beck, and Joshua J. Jackson builds on the insights presented throughout these other chapters by using multi-wave idiographic techniques to move beyond trends for single variables to consider the relationships between variables themselves as indicators and predictors of occupational stress and well-being.

Our goal for this issue was to challenge our field to think about occupational stress and well-being as it is experienced, as a dynamic process unfolding over time. We could not be happier with our author teams and how they rose to the challenge of reflecting so many novel and important ideas, not just in terms of theory and methods, but also in terms of implementation in both research and practice. This volume represents the very best of the insightful and cutting-edge work going on in our field and we are thrilled to be able to assemble it here together in the present volume of Research in Occupational Stress and Well-Being.

Peter D. Harms, Pamela L. Perrewé, and Chu-Hsiang (Daisy) Chang

Contents

About the Contributors

Emorie Beck is a Postdoctoral Researcher in the Department of Medical Social Sciences at Northwestern University’s Feinberg School of Medicine in Chicago, IL, and received her PhD from Washington University in St. Louis. Her ongoing research addresses the role of descriptive, predictive, and explanatory questions at between-person, within-person, and idiographic levels of aggregation. Her primary interests center around how dynamics are fundamental to understanding personality, and how they may underscore relationships across levels of aggregation.

Rachel D. Best completed her undergraduate degree in the combined Psychology-Neuroscience-Philosophy program at Washington University in St. Louis and is now a first-year student at Yeshiva University’s Ferkauf Graduate School of Psychology getting her PhD in Clinical Health Psychology. Her research interests include finding ways to live purposefully in challenging situations, specifically during late life transitions or through health problems.

Clodagh Butler graduated with a BA in Psychology and an MSc in Health Psychology from NUI, Galway. She moved her studies to the University of Limerick and undertook an MSc in Sport Performance. She received the Kemmy Business Schools Dean scholarship to undertake her PhD in Occupational Health Psychology. Her research interests relate to occupational well-being within high-performance/high-stress environments that focuses on stress, resilience, coping, self-regulation, and well-being. Currently, she is lecturing in the University of Limerick and working on applied research projects within sport, business, and psychometrics. She is an accredited Psychologist with Sport Ireland Institute and a Member of Psychological Society of Ireland.

M. Teresa Cardador is an Associate Professor of Labor and Employment Relations at the University of Illinois, Urbana-Champaign. Her research centers on how occupations, work environments, and personal orientations toward work (e.g., callings) affect how workers experience meaningfulness and a sense of purpose in work. She is particularly interested in the experience of workers in sex-segregated occupations, such as engineering, surgery, policing, and nursing. She earned her PhD in Organizational Behavior from the Gies College of Business at the University of Illinois, Urbana-Champaign, and also holds a BA in Psychology and an MPH from the University of California at Berkeley.

Chu-Hsiang Chang is a Professor at the Department of Psychology of Michigan State University. She received her PhD in Industrial and Organizational Psychology from the University of Akron. Her research interests focus on occupational health and safety, leadership, and motivation. Specifically, she studies issues related to occupational stress, workplace violence, and how employee motivation and organizational leadership intersect with issues concerning employee health and well-being.

Michael T. Ford is an Associate Professor of Management at the University of Alabama. His research focuses on the interface between work and family and the employee–organization relationship, with an emphasis on implications for worker motivation and well-being. He also teaches courses in human resource management and organizational behavior.

Dr. Barry A. Friedman is a Professor of Organizational Behavior and Human Resource Management at the State University of New York at Oswego, and has taught in Singapore, Turkey, China, Japan, and Germany, the latter as a Fulbright Specialist. He earned his PhD in Industrial/Organizational Psychology from the Ohio State University, then worked 25 years at ExxonMobil, Xerox, and Harris Interactive where he served in various positions, including Director of Training and Development. He has published over 100 peer reviewed journal articles and conference presentations about organizational behavior, human resource management, and motivation.

Patrick L. Hill is an Associate Professor of Psychological and Brain Sciences at Washington University in St. Louis. His research centers on how individuals find and maintain a purpose in life across the lifespan, and how the process is impacted by educational, occupational, and developmental experiences. His work considers how purposeful individuals manage their daily experiences and stressors differently than their peers. He earned his BA in Psychology and Economics at Indiana University, and received his MA and PhD in Psychology from the University of Notre Dame.

Daphne Hou is a first-year graduate student in the I-O Psychology Program at Purdue University. Her research interests include well-being, vocational interests and careers, conflict management, and culture. Previously, she has worked in Talent Management and HR operations for over three years in the industry. She has earned a master’s degree in Human Resources from the Krannert School of Management at Purdue.

Youjeong Huh is a PhD student in Management at the University of Alabama. She received her MA in Psychology with a specialization in Industrial/Organizational Psychology from the University at Albany, SUNY, and her BA in Psychology from the University of Michigan. She is broadly interested in investigating factors that influence the physical/psychological well-being of employees and their work-life conflict/enrichment. Her recent research interests include diversity and inclusion and prosocial behaviors in the workplace.

Joshua J. Jackson is the Saul and Louise Rosenzweig Associate Professor of Personality Science at Washington University in St. Louis. He received the J.S. Tanaka Dissertation Award for methodological and substantive contributions to the field of personality and was named a Rising Star Award from both the Association for Research in Personality and the Association for Psychological Science. His work addresses three broad and overlapping questions: (1) How do life experiences impact personality? (2) What are the processes by which personality impacts important life outcomes? and (3) What is the optimal way to assess personality?

Russell E. Johnson is an MSU Foundation Professor of Management in the Eli Broad College of Business at Michigan State University. He received his PhD in Industrial and Organizational Psychology from the University of Akron in 2006. His research examines the roles of motivation-, justice-, and leadership-based processes that underlie work attitudes and behaviors.

Paul B. Lester is an Associate Professor and teaches Ethical Leadership at the Naval Postgraduate School (NPS) in Monterey, CA. A retired US Army officer, he received his undergraduate degree from the West Point and his doctorate from the University of Nebraska-Lincoln. He later served on the West Point faculty and taught leadership. He deployed to Iraq to study combat leadership and next mentored faculty at the National Military Academy of Afghanistan. Prior to joining NPS, he founded the Research Facilitation Laboratory, Department of Army’s premier people analytics and data science organization. His research interests include leadership, resilience, well-being, mentorship, and courage.

Deirdre O’Shea is a Senior Lecturer in Work and Organizational Psychology at the University of Limerick, Ireland. She is a Chartered Psychologist and Fellow of the Psychological Society of Ireland. She received her PhD from Dublin City University in 2011, awarded with no amendments. Her research focuses on self-regulation, work motivation, and well-being with a particular focus on psychological resource-based interventions. She has published her research in top academic journals and received the 2017 European Journal of Work and Organisational Psychology best paper award. Her research has been supported by grants from the Irish Research Council, Health Research Board, the European Association of Work and Organisational Psychology, among others.

Rachel S. Rauvola is an Assistant Professor of Industrial & Organizational Psychology at DePaul University. She received her BA from Macalester College, and her MS and PhD from Saint Louis University. Her research focuses on occupational health as it relates to aging, trauma, and marginalization, promoting attention to the intersections between diversity, equity, health, and work in a variety of veins.

Cort W. Rudolph is an Associate Professor of Industrial and Organizational Psychology at Saint Louis University. He received BA from the DePaul University, and MA and PhD from the Wayne State University. His research focuses on a variety of issues related to the aging workforce, including applications of lifespan development theories, wellbeing, work-longevity, and ageism/generationalism.

Rachel M. Saef is an Assistant Professor of Industrial–Organizational Psychology at Northern Illinois University, and received her PhD from Purdue University. Her research uses a variety of methods (e.g., daily diary, experience sampling, and big data) to investigate how personality (traits and states) shape worker cognition, emotion, and behavior. The aim of this research is to improve the well-being, performance, and relationships of people in the workplace.

Dr Kristin Lee Sotak Teaches Management, Organizational Behavior, Leadership, and Statistics Courses at the State University of New York (SUNY) at Oswego. She earned her PhD from SUNY at Binghamton in Organizational Behavior and Leadership. Her current research interests include leadership and workplace perceptions. She has published in psychology and management journals and presented at national and international conferences. She also has statistical book publications related to R, SAS, SPSS, and Stata applications.

Louis Tay is a William C. Byham Associate Professor of Industrial–Organizational Psychology at Purdue University. His research interests are in well-being, vocational interests, research methods, and data science. He is a Co-editor of the Handbook of Well-Being (2018), Big Data in Psychological Research (2020), and The Oxford Handbook of the Positive Humanities (2021). He serves as an Associate Editor on the Journal Organizational Research Methods.

Stuti Thapa is a PhD candidate in the Industrial–Organizational (I-O) Psychology Department at Purdue University. Her current interests include emotion dynamics, well-being, intensive longitudinal analyses, and novel statistical analyses. She received her master’s degree in I-O Psychology from the Purdue University and bachelor’s degree in Psychology from the St. Olaf College.

Donald M. Truxillo is a Professor at the Kemmy Business School, University of Limerick, Ireland, and Professor Emeritus at the Industrial–Organizational (I-O) Psychology Program at Portland State University. His research focuses on age differences at work, work ability, and applicant reactions. He currently serves as an Associate Editor at Work, Aging and Retirement. His research has been supported by the National Science Foundation (NSF) and the National Institute for Occupational Safety and Health (NIOSH). He is a Fellow of the Society for I-O Psychology, the American Psychological Association, the Association for Psychological Science, and the International Association for Applied Psychology.

Jenna A. Van Fossen is pursuing a PhD in Organizational Psychology at Michigan State University. She received her master’s degree in Organizational Psychology from the Michigan State University, and BA in Psychology from the California State University, Fresno. Her research interests focus on work motivation, emotions, ethical behavior in the workplace, and occupational health and well-being.

Hannes Zacher is a Professor of Work and Organizational Psychology at Leipzig University in Germany. He earned his PhD from the University of Giessen in 2009 and subsequently worked in academic positions in Australia and the Netherlands. In his research program, he investigates aging at work and career development, occupational health, and well-being, as well as proactive, adaptive, and pro-environmental employee behavior.

List of Contributors