Lois E Tetrick
Biographic Data
| ID | 6099089 |
|---|---|
| NAME | Lois E Tetrick |
| GIVEN NAMES | Lois E |
| FAMILY NAME | Tetrick |
| SIGNATURE | TETRICK L E |
| AFFILIATIONS | George Mason University |
| VERIFIED | No |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 28 |
| AUTHOR COUNT | 18 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1984 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 4 |
Workplace Stress Management Interventions and Health Promotion
Employee health and wellness are important for employees, their families, and their organizations. We review the literature on both stress management interventions in organizations and workplace health promotion and wellness programs, from the lens of primary, secondary, and tertiary interventions as well as the framework provided by the job demands–resources model ( Bakker & Demerouti 2007 ). Stress management interventions tend to be ameliorati…
Mental work demands, retirement, and longitudinal trajectories of cognitive functioning.
Age-related changes in cognitive abilities are well-documented, and a very important indicator of health, functioning, and decline in later life. However, less is known about the course of cognitive functioning before and after retirement and specifically whether job characteristics during one's time of employment (i.e., higher vs. lower levels of mental work demands) moderate how cognition changes both before and after the transition to retireme…
Occupational Health Psychology
Occupational health psychology (OHP) has emerged as a growing branch of psychology interested in promoting individual and organizational health and well-being. As the interest and concern over how work affects the health and well-being of workers has increased over the years, the need to address this in our research and practice has grown as well. This chapter overviews what is meant by occupational health and provides a composite of work that is…
Perceived unfairness and employee health
A growing body of research has suggested that the experience of injustice, psychological contract breach, or unfairness can adversely impact an employee's health. We conducted a meta-analysis to examine the effects of unfairness perceptions on health, examining types of fairness and methodological characteristics as moderators. Results suggested that perceptions of unfairness were associated with indicators of physical and mental health. Furtherm…
Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors
This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized m…
The Individual in the Changing Working Life
Working life has been the subject of great change in recent years with contemporary conditions generally providing increased opportunities and autonomy for individuals. But these benefits can coincide with greater demands and responsibilities, increasing the pressure to work outside of traditional working hours and so creating conflict between work and family life. This book contributes towards our understanding of contemporary working life, cons…
Social and Economic Exchange
This study examined the economic and social exchanges between employee and employer within a model in which perceived organizational support and affective and continuance commitment served as predictors and performance, altruism citizenship behavior, absence, and lateness served as outcomes. Two samples were used. 384 master of business administration students participated in Study 1, and Study 2 consisted of 181 aerospace employees and their man…
Handbook of occupational health psychology
Perceived organizational support and work status
Employees who were attending classes at a local university responded to measures of perceived organizational support, the content of their psychological contracts (e.g., relational and transactional obligations), social and economic exchange, the level of fulfillment of both employee and organizational obligations, and organizational commitment. Part‐time employees ( N =319) reported higher levels of perceived organizational support and stronger …
The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange.
This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and con…
Implications of Item Wording for Hardiness Structure, Relation with Neuroticism, and Stress Buffering
Social exchange and union commitment
In general, previous research suggests that the primary determinant of union members' level of union commitment is their satisfaction with the union's ability to secure desired levels of various work-related outcomes (wages, benefits etc.). This research is consistent with a social exchange based view of union commitment. Eisenberger et al. (1986, 1990) obtained support for the idea that social exchange is not entirely economic: perceptions of or…
Developing and maintaining union commitment
This article presents a dynamic model of the process in which union commitment is developed and maintained. Central to the model is the fact that commitment occurs in a context of organizational rights which are provided by the union as well as organizational responsibilities or citizenship behaviors on the part of union members. Based on an integration of the literature on organizational citizenship behaviors, psychological contracts, and organi…
Industrial relations
Identifying Organizational Identification
Identification with a psychological group or organization (IDPG) is defined as the perception of sharing experiences of a focal group and sharing characteristics of the group's members. IDPG is conceptually distinct from the related concept of organizational commitment. In the present study with 263 employed persons, IDPG was shown to be empirically distinct from organizational commitment. In addition, IDPG was shown to have significantly less ov…
Commitment to the union
The generalizability (to a Canadian sample) of the four‐factor commitment to the union scale developed by Gordon, Philpot, Burt, Thompson and Spiller, (1980) was assessed. Four groups of subjects were utilized, two from Canada (white and blue‐collar workers) and two from the United States (white and blue‐collar workers). Confirmatory factor analysis indicated that the four factor solution of Gordon et al. , (1980) generalized to the sample of Can…
A Longitudinal Examination of the Dimensionality and Stability of the Organizational Commitment Questionnaire (OCQ)
Confirmatory factor analytic techniques were used to examine the dimensionality and stability of the Organizational Commitment Questionnaire (OCQ). Based on the item responses of a cohort of 440 Navy personnel at three time periods, the results suggest that the OCQ is composed of two separate, but highly correlated, dimensions. The dimensions of the OCQ were not stationary, but the results suggest that the value commitment dimension comprised of …
A Multivariate Test of Homogeneity of Regression Weights for Correlated Data
An analytic procedure is presented for testing the homogeneity of unstandardized regression weight vectors in the condition that the regression weight vectors are correlated. The basic design involves repeated measurements on a dependent variable and a set of independent variables in each of S time periods or situations. Use of the test is illustrated in a study of cross-situational consistency versus cross-situational specificity of the correlat…
Implications of Item Wording for Hardiness Structure, Relation with Neuroticism, and Stress Buffering
Perceived organizational support and work status
Employees who were attending classes at a local university responded to measures of perceived organizational support, the content of their psychological contracts (e.g., relational and transactional obligations), social and economic exchange, the level of fulfillment of both employee and organizational obligations, and organizational commitment. Part‐time employees ( N =319) reported higher levels of perceived organizational support and stronger …
Developing and maintaining union commitment
This article presents a dynamic model of the process in which union commitment is developed and maintained. Central to the model is the fact that commitment occurs in a context of organizational rights which are provided by the union as well as organizational responsibilities or citizenship behaviors on the part of union members. Based on an integration of the literature on organizational citizenship behaviors, psychological contracts, and organi…
Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors
This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized m…
Social exchange and union commitment
In general, previous research suggests that the primary determinant of union members' level of union commitment is their satisfaction with the union's ability to secure desired levels of various work-related outcomes (wages, benefits etc.). This research is consistent with a social exchange based view of union commitment. Eisenberger et al. (1986, 1990) obtained support for the idea that social exchange is not entirely economic: perceptions of or…
Commitment to the union
The generalizability (to a Canadian sample) of the four‐factor commitment to the union scale developed by Gordon, Philpot, Burt, Thompson and Spiller, (1980) was assessed. Four groups of subjects were utilized, two from Canada (white and blue‐collar workers) and two from the United States (white and blue‐collar workers). Confirmatory factor analysis indicated that the four factor solution of Gordon et al. , (1980) generalized to the sample of Can…
A Multivariate Test of Homogeneity of Regression Weights for Correlated Data
An analytic procedure is presented for testing the homogeneity of unstandardized regression weight vectors in the condition that the regression weight vectors are correlated. The basic design involves repeated measurements on a dependent variable and a set of independent variables in each of S time periods or situations. Use of the test is illustrated in a study of cross-situational consistency versus cross-situational specificity of the correlat…
A Longitudinal Examination of the Dimensionality and Stability of the Organizational Commitment Questionnaire (OCQ)
Confirmatory factor analytic techniques were used to examine the dimensionality and stability of the Organizational Commitment Questionnaire (OCQ). Based on the item responses of a cohort of 440 Navy personnel at three time periods, the results suggest that the OCQ is composed of two separate, but highly correlated, dimensions. The dimensions of the OCQ were not stationary, but the results suggest that the value commitment dimension comprised of …
Commitment to the union
The generalizability (to a Canadian sample) of the four‐factor commitment to the union scale developed by Gordon, Philpot, Burt, Thompson and Spiller, (1980) was assessed. Four groups of subjects were utilized, two from Canada (white and blue‐collar workers) and two from the United States (white and blue‐collar workers). Confirmatory factor analysis indicated that the four factor solution of Gordon et al. , (1980) generalized to the sample of Can…
Identifying Organizational Identification
Identification with a psychological group or organization (IDPG) is defined as the perception of sharing experiences of a focal group and sharing characteristics of the group's members. IDPG is conceptually distinct from the related concept of organizational commitment. In the present study with 263 employed persons, IDPG was shown to be empirically distinct from organizational commitment. In addition, IDPG was shown to have significantly less ov…
Industrial relations
Social exchange and union commitment
In general, previous research suggests that the primary determinant of union members' level of union commitment is their satisfaction with the union's ability to secure desired levels of various work-related outcomes (wages, benefits etc.). This research is consistent with a social exchange based view of union commitment. Eisenberger et al. (1986, 1990) obtained support for the idea that social exchange is not entirely economic: perceptions of or…
Developing and maintaining union commitment
This article presents a dynamic model of the process in which union commitment is developed and maintained. Central to the model is the fact that commitment occurs in a context of organizational rights which are provided by the union as well as organizational responsibilities or citizenship behaviors on the part of union members. Based on an integration of the literature on organizational citizenship behaviors, psychological contracts, and organi…
Implications of Item Wording for Hardiness Structure, Relation with Neuroticism, and Stress Buffering
The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange.
This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and con…
Handbook of occupational health psychology
Perceived organizational support and work status
Employees who were attending classes at a local university responded to measures of perceived organizational support, the content of their psychological contracts (e.g., relational and transactional obligations), social and economic exchange, the level of fulfillment of both employee and organizational obligations, and organizational commitment. Part‐time employees ( N =319) reported higher levels of perceived organizational support and stronger …
Social and Economic Exchange
This study examined the economic and social exchanges between employee and employer within a model in which perceived organizational support and affective and continuance commitment served as predictors and performance, altruism citizenship behavior, absence, and lateness served as outcomes. Two samples were used. 384 master of business administration students participated in Study 1, and Study 2 consisted of 181 aerospace employees and their man…
The Individual in the Changing Working Life
Working life has been the subject of great change in recent years with contemporary conditions generally providing increased opportunities and autonomy for individuals. But these benefits can coincide with greater demands and responsibilities, increasing the pressure to work outside of traditional working hours and so creating conflict between work and family life. This book contributes towards our understanding of contemporary working life, cons…
Occupational Health Psychology
Occupational health psychology (OHP) has emerged as a growing branch of psychology interested in promoting individual and organizational health and well-being. As the interest and concern over how work affects the health and well-being of workers has increased over the years, the need to address this in our research and practice has grown as well. This chapter overviews what is meant by occupational health and provides a composite of work that is…
Perceived unfairness and employee health
A growing body of research has suggested that the experience of injustice, psychological contract breach, or unfairness can adversely impact an employee's health. We conducted a meta-analysis to examine the effects of unfairness perceptions on health, examining types of fairness and methodological characteristics as moderators. Results suggested that perceptions of unfairness were associated with indicators of physical and mental health. Furtherm…
Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors
This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized m…
Mental work demands, retirement, and longitudinal trajectories of cognitive functioning.
Age-related changes in cognitive abilities are well-documented, and a very important indicator of health, functioning, and decline in later life. However, less is known about the course of cognitive functioning before and after retirement and specifically whether job characteristics during one's time of employment (i.e., higher vs. lower levels of mental work demands) moderate how cognition changes both before and after the transition to retireme…
Workplace Stress Management Interventions and Health Promotion
Employee health and wellness are important for employees, their families, and their organizations. We review the literature on both stress management interventions in organizations and workplace health promotion and wellness programs, from the lens of primary, secondary, and tertiary interventions as well as the framework provided by the job demands–resources model ( Bakker & Demerouti 2007 ). Stress management interventions tend to be ameliorati…
Psychology (17 works) · Social Psychology (13 works) · Job Satisfaction and Organizational Behavior (7 works) · Organizational commitment (7 works) · Political science (6 works) · Employment and Welfare Studies (5 works) · Social Psychology (5 works) · Computer Science (4 works) · Organizational citizenship behavior (4 works) · Perception (4 works)