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Industrial and Organizational Psychology Commons™
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Articles 1 - 4 of 4
Full-Text Articles in Industrial and Organizational Psychology
Building Resources At Home And At Work: Day-Level Relationships Between Job Crafting, Recovery Experiences, And Work Engagement, Allison Marie Ellis
Building Resources At Home And At Work: Day-Level Relationships Between Job Crafting, Recovery Experiences, And Work Engagement, Allison Marie Ellis
Dissertations and Theses
Work engagement is an increasingly popular construct in organizational and occupational health psychology. However, despite substantial advances in our understanding of work engagement at the between-person level, scholars have argued for increased investigation into what drives engagement on a daily level for individual employees. In the current study, a within-person, day-level design was employed to examine the relationships between nonwork mastery experiences, job crafting behaviors, and daily work engagement. Drawing on Conservation of Resources (Hobfoll, 1989) theory, nonwork mastery experiences and job crafting were operationalized as employee-driven, resource-building strategies that assist employees in generating important psychological and job resources that …
Generational Differences In The Interaction Between Valuing Leisure And Having Work-Life Balance On Altruistic And Conscientious Behaviors, Sandeep Kaur Chahil
Generational Differences In The Interaction Between Valuing Leisure And Having Work-Life Balance On Altruistic And Conscientious Behaviors, Sandeep Kaur Chahil
Industrial-Organizational Psychology Dissertations
This study examined generational differences in the interaction between valuing leisure and having work-life balance to predict the extra-role behaviors of altruism and conscientiousness. I predicted that Millennial’s (b. 1981-2000) higher value of leisure and desire to have work-life balance would negatively influence their willingness to engage in organizational citizenship behaviors (OCBs). Specifically, I hypothesized that a) Millennials would report valuing leisure more yet have less work-life balance compared to Baby Boomers (b. 1946-1965) and Gen Xers (b. 1966-1980); b) Baby Boomers would report higher levels of altruistic and conscientious behaviors and c) Millennials who showed a negative interaction of …
Culture, Elder-Care, Interrole Transitions, And Work-Family Conflict : A U.S.-Chinese Comparison, John Paul Agosta
Culture, Elder-Care, Interrole Transitions, And Work-Family Conflict : A U.S.-Chinese Comparison, John Paul Agosta
Legacy Theses & Dissertations (2009 - 2024)
This study provides an exploratory cross-cultural comparison of the role of culture, elder-care demands, and interrole transitions within the work-family conflict context. The two main research questions were focused on how eldercare demands relate to familial collectivism, and how these two constructs related to interrole transitions. One sample from the U.S. (n= 820) and one sample from China (n= 685) were obtained via online survey panels and compared on the same variables. The findings were for the most part similar for China and America overall, and mediation analyses indicated a relationship between elder-care demands and work-family conflict through family-to-work transitioning …
A Marathon, Not A Sprint: The Benefits Of Taking Time To Recover From Work Demands, Charlotte Fritz, Allison Marie Ellis
A Marathon, Not A Sprint: The Benefits Of Taking Time To Recover From Work Demands, Charlotte Fritz, Allison Marie Ellis
Psychology Faculty Publications and Presentations
“Are you binge working?” was the title of a recent NBC News article14 de-scribing recent cases in which people reported working as many as three days straight without any breaks, and in some cases literally dying as a result. Although cases like these are extreme, they point to a growing trend in today’s workplace—one that suggests employees are working longer hours, coping with increasing work demands, and readily adopting technology that tethers them to their work 24/7. Coupled with a working culture that equates face time and being “always on” with high job com-mitment, we’re left—perhaps not surprisingly—with a workforce …