Handbook of occupational health psychology

By James Campbell Quick, Lois E. Tetrick. 2003

1,369 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/1c6c57a36916773514603304b85b6d8a60dc66ba

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Social Psychology

Citations in the corpus

Work-Family Facilitation and Conflict, Working Fathers and Mothers, Work-Family Stressors and Support (2005, background): “However, almost all research has either been limited to WF conflict or has confounded the bidirectionality of the construct (Frone, 2003).”
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family. (2009, background): “Such behavior, then, may increase the likelihood of work interference with family, because spending additional energy and resources dealing with work issues takes away from the stores of physical and psychological resources available for one’s family (Frone, 2003; Major, Klein, & Ehrhart, 2002; Voyd”
Psychometric Properties of the Italian Version of the Utrecht Work Engagement Scale (UWES-9) A Cross-Cultural Analysis (2010, background): “Traditionally, organizational and occupational health psychology, like psychology more in general, has been concerned with the study of dysfunctional aspects of behavior, cognition, and emotion, in order to understand their causes and to develop interventions to protect or re-establish individuals’ ”
Organizational justice and extrarole customer service: The mediating role of well-being at work (2008, background): “Lack of professional efficacy was excluded because it was defined as a personality trait (González-Romá, Schaufeli, Bakker, & Lloret, 2006; Shirom, 2003).”
Work Demands and Work-to-Family and Family-to-Work Conflict (2005, background): “Despite this, most research on work demands focuses on their relationship with work-to-family conflict (Frone, 2003).”
Sources of social support and burnout: a meta-analytic test of the conservation of resources model. (2006, background): “Burnout has become a significant concern to organizations, in part because of its costs in terms of lower job performance, higher turnover, lower organizational commitment, lower job satisfaction, higher health care costs, and reductions in creativity and innovation (see Halbesleben & Buckley, 2004;”
Modeling the Experience of Psychological Health at Work: The Role of Personal Resources, Social- Organizational Resources, and Job Demands (2011, background): “This approach is limited because there is no guarantee that factors protecting an individual from experiencing ill-health also contribute to the promotion of well-being (Nelson & Simmons, 2003).”
Measuring and Managing Employee Work Engagement: A Review of the Research and Business Literature (2009, background): “More generally, research indicates that jobs characterized by high job strain—that is, psychologically demanding work coupled with little opportunity for make decisions or use personal skills—often can result in poor worker productivity (Quick & Tetrick, 2003).”