Phil Leather

Bio: Phil Leather is an academic researcher from University of Nottingham. The author has contributed to research in topics: Poison control & Job satisfaction. The author has an hindex of 17, co-authored 25 publications receiving 1613 citations.

Windows in the Workplace: Sunlight, View, and Occupational Stress

Abstract: This article investigates the direct and indirect effects of windows in the workplace onjob satisfaction, intention to quit, and general well-being. The impact of three specific influencing mechanisms are examined: general level of illumination, sunlight penetration, and view. The extent to which these environmental features might moderate the negative consequences of job stress is investigated. The sample consisted of 100 white-and blue-collar workers who were employed in a large wine-producing organization in the Mediterranean region of Southern Europe. The results showed a significant direct effect for sunlight penetration on job satisfaction, intention to quit, and general well-being. A view of natural elements (i.e., trees, vegetation, plants, and foliage) was found to buffer the negative impact of job stress on intention to quit and to have a similar, albeit marginal, effect on general well-being. No effects for general level of illumination were found.

Outcomes of Environmental Appraisal of Different Hospital Waiting Areas

Abstract: This article evaluates the intuitively informed interior design changes made to a United Kingdom neurology outpatient waiting area following relocation to an alternative building. This nouveau environment is compared withthe more traditional waiting area used before the relocation. The two waiting areas are compared in terms of their effects on the environmental appraisals, self-reported stress and arousal, satisfaction ratings, and pulse readings of 145 outpatients. The equivalence of the outpatient samples attending each clinic is demonstrated in terms of their common demographic characteristics and their similar health profiles. The results provide convergent evidence that the nouveau waiting area is associated with more positive environmental appraisals, improved mood, altered physiological state, and greater reported satisfaction. These findings provide support for the concept of a therapeutic hospital environment.

Exposure to occupational violence and the buffering effects of intra-organizational support.

Abstract: This paper presents a conceptually distinct analysis of the data first reported by Leather et al. Specifically, it investigates the effects of exposure to a variety of forms of work-related violence upon work attitudes and general well-being within a sample of UK public house licensees—individuals who manage public houses and hold the licence permitting the sale of alcoholic drinks on the premises. In addition, it examines the role of social support in moderating such effects. Based upon a sample of 242 licensees, it reports a consistent interaction between exposure to such violence and the availability of perceived intra-organizational support in determining the size of any negative effects upon individual well-being, job satisfaction and organizational commitment. It is argued that exposure to all forms of work-related violence, including intimidation, verbal abuse and threat, should be seen as a potential stressor within the work environment, the negative effects of which are buffered by perce...

Perceived organizational support: A review of the literature.

Abstract: The authors reviewed more than 70 studies concerning employees' general belief that their work organization values their contribution and cares about their well-being (perceived organizational support; POS). A meta-analysis indicated that 3 major categories of beneficial treatment received by employees (i.e., fairness, supervisor support, and organizational rewards and favorable job conditions) were associated with POS. POS, in turn, was related to outcomes favorable to employees (e.g., job satisfaction, positive mood) and the organization (e.g., affective commitment, performance, and lessened withdrawal behavior). These relationships depended on processes assumed by organizational support theory: employees' belief that the organization's actions were discretionary, feeling of obligation to aid the organization, fulfillment of socioemotional needs, and performance-reward expectancies.

Incivility in the workplace: Incidence and impact.

Abstract: This study extends the literature on interpersonal mistreatment in the workplace by examining the incidence, targets, instigators, and impact of incivility (eg, disrespect, condescension, degradation) Data were collected from 1,180 public-sector employees, 71% of whom reported some experience of workplace incivility in the previous 5 years As many as one third of the most powerful individuals within the organization instigated these uncivil acts Although women endured greater frequencies of incivility than did men, both genders experienced similarly negative effects on job satisfaction, job withdrawal, and career salience Uncivil workplace experiences were also associated with greater psychological distress; however, indices of psychological and physical health were relatively unaffected The authors discuss these findings in the context of organizational and cognitive stress theories