Occupational health psychology

About: Occupational health psychology is a research topic. Over the lifetime, 267 publications have been published within this topic receiving 23329 citations. The topic is also known as: OHP & Occupational health psychologist.

The job demands-resources model of burnout

Abstract: The job demands-resources (JD-R) model proposes that working conditions can be categorized into 2 broad categories, job demands and job resources. that are differentially related to specific outcomes. A series of LISREL analyses using self-reports as well as observer ratings of the working conditions provided strong evidence for the JD-R model: Job demands are primarily related to the exhaustion component of burnout, whereas (lack of) job resources are primarily related to disengagement. Highly similar patterns were observed in each of 3 occupational groups: human services, industry, and transport (total N = 374). In addition, results confirmed the 2-factor structure (exhaustion and disengagement) of a new burnout instrument--the Oldenburg Burnout Inventory--and suggested that this structure is essentially invariant across occupational groups.

Adverse health effects of high-effort/low-reward conditions.

Abstract: In addition to the person-environment fit model (J. R. French, R. D. Caplan, & R. V. Harrison, 1982) and the demand-control model (R. A. Karasek & T. Theorell, 1990), a third theoretical concept is proposed to assess adverse health effects of stressful experience at work: the effort-reward imbalance model. The focus of this model is on reciprocity of exchange in occupational life where high-cost/low-gain conditions are considered particularly stressful. Variables measuring low reward in terms of low status control (e.g., lack of promotion prospects, job insecurity) in association with high extrinsic (e.g., work pressure) or intrinsic (personal coping pattern, e.g., high need for control) effort independently predict new cardiovascular events in a prospective study on blue-collar men. Furthermore, these variables partly explain prevalence of cardiovascular risk factors (hypertension, atherogenic lipids) in 2 independent studies. Studying adverse health effects of high-effort/low-reward conditions seems well justified, especially in view of recent developments of the labor market.

Handbook of Occupational Health Psychology

Abstract: Prevention at Work - Public Health in Occupational Settings A History of Occupational Health Psychology Controlling Occupational Safety and Health Hazards Toward an Integrated Framework for Comprehensive Organizational Wellness - Concepts, Practices, and Research in Workplace Health Promotion Health Psychology and Work Stress - A More Positive Approach Safety Climate - Conceptual and Measurement Issues Work-Family Balance Shiftwork and Working Hours Occupational Stress - Job Pressures and Lack of Support To Be Able to Exert Control Over One's Own Situation - A Necessary Condition for Coping with Stresses Technology and Workplace Health Job-Related Burnout - A Review The Workplace and Cardiovascular Disease Employee Assistance Programs Worksite Health Interventions - Targets for Change and Strategies for Attaining Them Job Stress Interventions and Organization of Work Stress Management at Work An Epidemiological Perspective on Research Design, Measurement, and Surveillance Strategies Program Evaluation - The Bottom Line in Organizational Health Economic Evaluations of Workplace Health Interventions - Theory and Literature Review.

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.