Terry A. Beehr

Bio: Terry A. Beehr is an academic researcher from Central Michigan University. The author has contributed to research in topics: Job satisfaction & Occupational stress. The author has an hindex of 62, co-authored 179 publications receiving 16724 citations. Previous affiliations of Terry A. Beehr include Illinois State University.

Job stress, employee health, and organizational effectiveness: a facet analysis, model, and literature review

Abstract: Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.

Workplace harassment from the victim's perspective: A theoretical model and meta-analysis.

Abstract: Although workplace harassment affects the lives of many employees, until recently it has been relatively ignored in the organizational psychology literature. First, the authors introduced an attribution- and reciprocity-based model that explains the link between harassment and its potential causes and consequences. The authors then conducted a meta-analysis to examine the potential antecedents and consequences of workplace harassment. As shown by the meta-analysis, both environmental and individual difference factors potentially contributed to harassment and harassment was negatively related to the well-being of both individual employees and their employing organizations. Furthermore, harassment contributed to the variance in many outcomes, even after controlling for 2 of the most commonly studied occupational stressors, role ambiguity and role conflict.

Antecedents and Consequences of Employees’ Adjustment to Overseas Assignment: A Meta‐analytic Review

Abstract: La recherche sur les antecedents et les consequences de l’ajustement des expatries a ete revue de facon qualitative et avec la methode quantitative de meta-analyse. Les predicteurs individuels, environnementaux, relies au travail et relies a la famille, de l’ajustement general, interactionnel et au travail ont ete analyses. L’efficacite personnelle, la frequence des interactions dans le pays hote, et le soutien familial ont predit les trois types d’ajustement. De plus, des competences elevees en relations interpersonnelles ont ete associees a un meilleur ajustement a l’environnement en general. Les resultats ont egalement demontre que la variable “conflit de role”etait correlee negativement avec l’ajustement au travail alors que l’ambiguite du role et la discretion ont ete associes avec l’ajustement au travail. Un modele d’equations structurelles a ete developpe avec les correlations agregees pour illustrer les relations causales possibles impliquant un facteur general d’ajustement et les resultats des tensions au travail, la satisfaction au travail, l’engagement organisationnel, l’intention de quitter, ainsi que la performance au travail. L’hypothese etait que l’ajustement influencerait les tensions et la satisfaction au travail et que ces deux dernieres variables auraient un effet sur l’engagement organisationnel, la performance et l’intention de quitter. Le modele a bien correspondu aux donnees. Research on the antecedents and consequences of expatriate adjustment was reviewed using meta-analytic methods. The antecedents and outcomes of three facets of adjustment were examined. Self-efficacy, frequency of interaction with host nationals, and family support consistently predicted all three types of adjustment. In addition, better interpersonal skills were associated with greater adjustment to general environment. Greater cultural novelty was associated with less interactional adjustment. Role conflict, ambiguity, and discretion were also strong predictors of work adjustment. A structural equations model that illustrated causal relationships involving expatriate adjustment and outcomes of job strain, job satisfaction, organisational citizenship, intent to turnover, and job performance generated a good fit with the data.

Sources of Conflict Between Work and Family Roles

Abstract: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.

Remembering. A Study in Experimental and Social Psychology, Cambridge (University Press) 1964.

Abstract: Part I. Experimental Studies: 2. Experiment in psychology 3. Experiments on perceiving III Experiments on imaging 4-8. Experiments on remembering: (a) The method of description (b) The method of repeated reproduction (c) The method of picture writing (d) The method of serial reproduction (e) The method of serial reproduction picture material 9. Perceiving, recognizing, remembering 10. A theory of remembering 11. Images and their functions 12. Meaning Part II. Remembering as a Study in Social Psychology: 13. Social psychology 14. Social psychology and the matter of recall 15. Social psychology and the manner of recall 16. Conventionalism 17. The notion of a collective unconscious 18. The basis of social recall 19. A summary and some conclusions.