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Research and theory support the notion that flexible work arrangements (i.e., job resources in the form of formal policies that allow employees the latitude to manage when, where, and how they work) can have a positive influence on various outcomes that are valued both by organizations and their constituents. In the present study, we integrate propositions from various theoretical perspectives to investigate how flexible work arrangements influence work engagement. Then, in 2 studies we test this association and model the influence of different conceptualizations of health and age as joint moderators of this relationship. Study 1 focuses on functional health and chronological age in an age-diverse sample, whereas study 2 focuses on health symptom severity and subjective age in a sample of older workers. In both studies, we demonstrate that the influence of flexible work arrangements on work engagement is contingent upon age and health. (PsycINFO Database Record, ((c) 2016 APA, all rights reserved).)

An experience sampling methodology was used to study the direct and conditional within-person relationship between job stressors and job satisfaction. One hundred and one full-time administrative staff completed momentary measures of job stressors and job satisfaction three times a day on six different workdays over a 3-week period (N = 1818 observations). Multilevel random coefficients models were specified, and the results suggest that within-person stressors are negatively related to within-person job satisfaction. These results stand when controlling for the effects of time, demographics, work characteristics, baseline levels of job stressors and satisfaction, and between-person effects of job stressors. Furthermore, consistent with the differential reactivity model, the results suggest that the observed within-person stressors-satisfaction relationship is conditional upon locus of control and positive affect. Copyright © 2015 John Wiley & Sons, Ltd., (Copyright © 2015 John Wiley & Sons, Ltd.)

Objective: This article presents an updated meta-analysis of field and laboratory studies that examine the influence of age on a number of evaluative workplace outcomes (advancement, selection, general evaluations, interpersonal skills, and reliability). Method. A random effects meta-analytic procedure was used., Results: In line with the perspective that perceptions of older workers are multidimensional, the observed meta-analytic correlations indicate that age has medium-sized negative effects on majority of the outcomes investigated (r(advancement) = -.21, r(selection) = -.30, r(general evaluations) = -.24, and r(interpersonal skills) = -.23, and a medium-sized positive effect on perceptions of reliability (r(reliability) = .31). Additionally, evidence of moderation by study design for the selection outcome is presented, such that within-subjects designs elicit stronger effects of age than between-subjects designs. Discussion. The present study demonstrates that it is likely that older workers are not viewed entirely negatively or entirely positively in the workplace; rather, the perceptions of older workers are more are varied, and even positive in some cases.

Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed., (((c) 2003 APA, all rights reserved))

An experience sampling methodology was used to study the direct and conditional within‐person relationship between job stressors and job satisfaction. One hundred and one full‐time administrative staff completed momentary measures of job stressors and job satisfaction three times a day on six different workdays over a 3‐week period (N = 1818 observations). Multilevel random coefficients models were specified, and the results suggest that within‐person stressors are negatively related to within‐person job satisfaction. These results stand when controlling for the effects of time, demographics, work characteristics, baseline levels of job stressors and satisfaction, and between‐person effects of job stressors. Furthermore, consistent with the differential reactivity model, the results suggest that the observed within‐person stressors–satisfaction relationship is conditional upon locus of control and positive affect. Copyright © 2015 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Empirical research on workaholism has been hampered by a lack of consensus regarding the definition and appropriate measurement of the construct. In the present study, we first review prior conceptualizations of workaholism in an effort to identify a definition of workaholism. Then, we conduct a meta-analysis of the correlates and outcomes of workaholism to clarify its nomological network. Results indicate that workaholism is related to achievement-oriented personality traits (i.e., perfectionism, Type A personality), but is generally unrelated to many other dispositional (e.g., conscientiousness, self-esteem, positive affect) and demographic (e.g., gender, parental status, marital status) variables. Findings are mixed regarding the relationship between workaholism and affectively laden variables, which speaks to the complex nature of workaholism. Results also show that workaholism is related to many negative outcomes, such as burnout, job stress, work–life conflict, and decreased physical and mental health. Overall, results provide solid evidence that workaholism is best conceptualized as an addiction to work that leads to many negative individual, interpersonal, and organizational outcomes. [ABSTRACT FROM AUTHOR]

Psychological climate is defined as individual employee perceptions of their work environment. This study advances our understanding of the psychological climate construct by addressing a generally ignored issue of frame of reference through measuring psychological climate with an organizational referent (PCo) and an individual referent (PCi). PCo reflects employee perceptions of their organizational environment in general; whereas, PCi reflects employee perceptions of their own experiences within an organization. This study found that a) there are mean level differences between the two types of psychological climate, b) the two types of psychological climate uniquely predict job satisfaction, and c) a discrepancy between the two types of psychological climate is found to relate to job satisfaction. [ABSTRACT FROM AUTHOR]

Abstract: This paper is a comprehensive meta-analysis of over 20 years of work-family conflict research. A series of path analyses were conducted to compare and contrast existing work-family conflict models, as well as a new model we developed which integrates and synthesizes current work-family theory and research. This new model accounted for 40% of the variance in job satisfaction, 38% of the variance in family satisfaction, and 35% of the variance in life satisfaction. In a critical examination of work-family linkages, a series of analyses excluding work-family conflict constructs and pathways resulted in a well-fitting and more parsimonious model that still accounted for 39% of the variance in job satisfaction, 37% of the variance in family satisfaction, and 33% of the variance in life satisfaction. Results indicate that direct effects drive work-family conflict models while indirect effects provide little incremental explanation in regards to satisfaction outcomes. [Copyright &y& Elsevier]

In this study, meta-analytic procedures were used to examine the relationships between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta-analytic findings indicate that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation, and performance. Structural equation modeling analyses of the meta-analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees' work attitudes. We also found that the James and James (1989) PCg model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual-level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences. [ABSTRACT FROM AUTHOR]