The authors propose that broad aspects of lateral relationships, conceptualized as coworker support and coworker antagonism, are linked to important individual employee outcomes (role perceptions, work attitudes, withdrawal, and effectiveness) in a framework that synthesizes several theoretical predictions. From meta-analytic tests based on 161 independent samples and 77,954 employees, the authors find support for most of the proposed linkages. Alternative explanations are ruled out, as results hold when controlling for leader influences and mediation processes. The authors also observe differential strengths of coworker influence based on its valence, content, and severity, and on the social intensity of the task environment. The authors conclude with a call for more comprehensive, complex theory and investigation of coworker influences as part of the social environment at work.

Do Peers Make the Place? Conceptual Synthesis and Meta-Analysis of Coworker Effects on Perceptions, Attitudes, OCBs, and Performance

Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance.

A meta-analysis of burnout with job demands, resources, and attitudes

This study estimates the effects of perceived work stress in police officers and determines the impact of coping on both perceived work stress and health. Officers from a large, urban police department (N = 1,072) completed detailed questionnaires. Exposure to critical incidents, workplace discrimination, lack of cooperation among coworkers, and job dissatisfaction correlated significantly with perceived work stress. Work stress was significantly associated with adverse outcomes, including depression and intimate partner abuse. Officers who relied on negative or avoidant coping mechanisms reported both higher levels of perceived work stress and adverse health outcomes. Results have implications for improving stress-reducing efforts among police officers. Interventions that address modifiable stressors and promote effective coping and resiliency will probably be most beneficial in minimizing police stress and associated outcomes.

Mental, Physical, and Behavioral Outcomes Associated With Perceived Work Stress in Police Officers:

The organisational health framework is a theory-based approach delineating how key individual and organisational factors interact to determine employee wellbeing and organisational performance. The present review focuses on a particular research model derived from the organisational health framework, and summarises studies that have investigated the applicability of the framework across different occupational groups. In particular, the review focuses on the determinants of employee wellbeing, discretionary performance, and withdrawal behaviour intentions, including the submission of stress-related workers compensation claims and the use of uncertified sick leave. We also discuss research that links employee wellbeing to performance-related outcomes, and provide an overview of the major practical implications stemming from the research to date. The consistency of findings across a range of settings demonstrates that the organisational health framework provides a robust evidence-based approach to the manage...

Occupational wellbeing and performance: a review of organisational health research

This study aimed to test a path model in which work stress affects policewomen's functioning in their family environment through a component of burnout, emotional exhaustion. Work role stressors assessed were role ambiguity and role overload. Work based support from supervisors, but not colleagues, was predicted to reduce role stressors and emotional exhaustion, and improve perceptions of family functioning (cohesion and conflict). Data was collected via a mail out survey to all (1081) policewomen in an Australian state police service. Useable surveys were returned by 421 policewomen. Path analysis using LISREL 8.5 indicated a good fit to the model. Supervisor, but not coworker support reduced role stressors, which had a significant path to family cohesion and conflict, through emotional exhaustion. The findings suggest that a fruitful avenue of exploration of stress transmission to the family would be an examination of behaviours linked to emotional exhaustion. Additionally, interventions designed to reduce stress in policewomen should include supervisor training in social support. Copyright © 2005 John Wiley & Sons, Ltd.

Work based support, emotional exhaustion, and spillover of work stress to the family environment: A study of policewomen

Employee Assistance Programs (EAPs) provide counselling and consulting services that focus on the prevention and/or remediation of personal problems experienced by employees, or members of their families. EAPs are currently considered one of the main vehicles for occupational stress management and are rapidly evolving into providers of holistic wellbeing programs in the workplace. This form of service delivery has, however, been criticised for focusing interventions at the individual rather than at the organisational level. This review examines the history and development of Australian EAPs, discusses issues unique to the delivery of psychological services in a workplace environment, and considers evidence for the effectiveness of EAPs. While research evidence is not fully supportive of the effectiveness of EAPs, data suggests that these programs do impact positively on employee mental health, and are perceived by employees as a desirable workplace resource.

Employee assistance programs: a review of the management of stress and wellbeing through workplace counselling and consulting

The concept of a maximum-typical performance dimension has received theoretical and empirical support in research on the construct of job performance. The critical distinction between maximum and typical performance resides in the postulate that under maximum test conditions motivational factors will be constant and maximal. The present study challenges the notion of the maximum performance paradigm by testing the effects of proximal (self-efficacy) and distal (need for achievement) motivation on performance under maximum test conditions. The authors used a walk-through performance test to evaluate the performance of 90 employees. The structural model demonstrates significant pathways between latent measures of motivation and performance ratings. The findings confirm the explanatory power of the motivation construct under maximum test conditions.

Latent constructs of proximal and distal motivation predicting performance under maximum test conditions.

It has been argued that models of stress need to be occupation specific. Policewomen are an occupational subgroup which experiences stress differently from male officers. Sixteen sources of felt stress were rated by 206 policewomen. Exploratory factor analysis suggested a three factor model of operational, interpersonal, and management/organizational stress. Confirmatory factor analysis with a second sample of 213 policewomen confirmed the three factor structure. Interpersonal stressors accounted for most variance in ratings of felt stress. The suggests that the interpersonal climate experienced by female officers contributes significantly to rated stress levels, and consideration of this finding should be given in interventions to reduce work stress for female officers

David F Brown

Papers

Work based support, emotional exhaustion, and spillover of work stress to the family environment: A study of policewomen

Employee assistance programs: a review of the management of stress and wellbeing through workplace counselling and consulting

Latent constructs of proximal and distal motivation predicting performance under maximum test conditions.

Sources of Stress in Policewomen: A Three-Factor Model.

Women Police: The Impact of Work Stress on Family Members