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311 results on '"Tetrick, Lois E."'

1. Handbook of Occupational Health Psychology

Author

Tetrick, Lois E., Fisher, Gwenith G., Ford, Michael T., Quick, James Campbell, Tetrick, Lois E., Fisher, Gwenith G., Ford, Michael T., and Quick, James Campbell

Published
2023

4. Implementation Science and Employer Disability Practices: Embedding Implementation Factors in Research Designs

Author

Main, Chris J., Nicholas, Michael K., Shaw, William S., Tetrick, Lois E., Ehrhart, Mark G., Pransky, Glenn, Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean-Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and the Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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7. Sustaining Work Participation Across the Life Course

Author

Pransky, Glenn S., Fassier, Jean-Baptise, Besen, Elyssa, Blanck, Peter, Ekberg, Kerstin, Feuerstein, Michael, Munir, Fehmidah, Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean-Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and the Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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8. Employer Policies and Practices to Manage and Prevent Disability: Conclusion to the Special Issue

Author

Main, Chris J., Shaw, William S., Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean-Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and the Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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9. New Business Structures Creating Organizational Opportunities and Challenges for Work Disability Prevention

Author

Ekberg, Kerstin, Pransky, Glenn S., Besen, Elyssa, Fassier, Jean-Baptise, Feuerstein, Michael, Munir, Fehmidah, Blanck, Peter, Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean-Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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10. Employer Policies and Practices to Manage and Prevent Disability: Foreword to the Special Issue

Author

Shaw, William S., Main, Chris J., Pransky, Glenn, Nicholas, Michael K., Anema, Johannes R., Linton, Steven J., Young, Amanda E., Amick, III, Benjamin C., Boot, Cécile R. L., Chan, Chetwyn C. H., Main, Chris J., Gimeno, David, Viikari-Juntura, Eira, Besen, Elyssa, Munir, Fehmidah, Delclos, George L., Pransky, Glenn, Fassier, Jean-Baptiste, Anema, Johannes R., Williams-Whitt, Kelly, Ekberg, Kerstin, Tetrick, Lois E., Ehrhart, Mark G., Feuerstein, Michael, Sullivan, Michael J., Nicholas, Michael K., Blanck, Peter, Linton, Steven J., Tveito, Torill H., Bültmann, Ute, Kristman, Vicki L., Shaw, William S., and the Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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11. Workplace Interventions to Prevent Disability from Both the Scientific and Practice Perspectives: A Comparison of Scientific Literature, Grey Literature and Stakeholder Observations

Author

Williams-Whitt, Kelly, Bültmann, Ute, Amick, III, Benjamin, Munir, Fehmidah, Tveito, Torill H., Anema, Johannes R., Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean-Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and the Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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12. Workplace Outcomes in Work-Disability Prevention Research: A Review with Recommendations for Future Research

Author

Young, Amanda E., Viikari-Juntura, Eira, Boot, Cécile R. L., Chan, Chetwyn, de Porras, David Gimeno Ruiz, Linton, Steven J., Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean-Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and The Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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13. Researching Complex and Multi-Level Workplace Factors Affecting Disability and Prolonged Sickness Absence

Author

Kristman, Vicki L., Shaw, William S., Boot, Cécile R. L., Delclos, George L., Sullivan, Michael J., Ehrhart, Mark G., Amick, III, Benjamin C., Anema, Johannes R., Besen, Elyssa, Blanck, Peter, Boot, Cécile R. L., Bültmann, Ute, Chan, Chetwyn C. H., Delclos, George L., Ekberg, Kerstin, Ehrhart, Mark G., Fassier, Jean Baptiste, Feuerstein, Michael, Gimeno, David, Kristman, Vicki L., Linton, Steven J., Main, Chris J., Munir, Fehmidah, Nicholas, Michael K., Pransky, Glenn, Shaw, William S., Sullivan, Michael J., Tetrick, Lois E., Tveito, Torill H., Viikari-Juntura, Eira, Williams-Whitt, Kelly, Young, Amanda E., and the Hopkinton Conference Working Group on Workplace Disability Prevention

Published
2016
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19. Construct Validity of Measures of Becker's Side Bet Theory.

Author

Shore, Lynn M., Tetrick, Lois E., Shore, Ted H., and Barksdale, Kevin

Abstract

Becker's side bet theory (remaining in a job because of perceived costs of leaving) was tested using data from 327 working business students. Three factors were most consistent with the theory: bureaucratic organization, nonwork-related concerns, and adjustment to social position. Attachment to the organization was significantly linked to tangible losses of leaving. (Contains 37 references.) (SK)

Published
2000

23. Identifying Organizational Identification.

Author

Mael, Fred A. and Tetrick, Lois E.

Abstract

A study of attitudes toward the job of 263 daytime-employed college students demonstrates that identification with a psychological group or organization (IDPG) is conceptually and empirically distinct from organizational commitment. IDPG also has less overlap than commitment with job satisfaction, organizational satisfaction, and job involvement. (SLD)

Published
1992

32. Leader--member exchange, differentiation, and psychological contract fulfillment: a multilevel examination

Author

Henderson, David J., Wayne, Sandy J., Bommer, William H., Shore, Lynn M., and Tetrick, Lois E.

Subjects
Psychological contract -- Social aspects, Leader-member exchange theory -- Research, Workers -- Beliefs, opinions and attitudes, Workers -- Social aspects, Psychology and mental health, Social sciences
Abstract

Prior integrations of the leader--member exchange (LMX) and psychological contract literatures have not clarified how within-group LMX differentiation influences employees' attitudes and behaviors in the employment relationship. Therefore, using a sample of 278 members and managers of 31 intact work groups at 4 manufacturing plants, the authors examined how LMX operating at the within-group level (relative LMX, or RLMX) and the group level influenced perceptions of psychological contract fulfillment and employee-level outcomes. Controlling for individual-level perceptions of LMX quality, results indicated a positive relationship between RLMX and fulfillment, which was strengthened as group-level variability in LMX quality increased. Perceptions of fulfillment mediated the relationship between RLMX and performance and sportsmanship behaviors. The importance of conceptualizing LMX as simultaneously operating at multiple levels is highlighted. Keywords: psychological contract, leader--member exchange, social exchange

Published
2008

33. A model of union participation: the impact of perceived union support, union instrumentality, and union loyalty

Author

Tetrick, Lois E., McClurg, Lucy Newton, Shore, Lynn M., and Vandenberg, Robert J.

Subjects
Labor unions -- Organizing, Labor unions -- Analysis, Workers -- Beliefs, opinions and attitudes, Workers -- Analysis, Psychology and mental health, Social sciences
Abstract

Perceived union support and union instrumentality have been shown to uniquely predict union loyalty. This study was the first to explicitly examine the relation between perceived union support and union instrumentality. Surveys were completed by 273 union members and 29 union stewards. A comparison of 2 models, 1 based on organizational support theory and 1 based on union participation theories, found that the model based on organizational support theory, in which union instrumentality was an antecedent to perceived union support and led to union loyalty and subsequently union participation, best fit the data. The model based on union participation theories, in which perceived union support was an antecedent of union instrumentality and led to union loyalty and subsequently union participation, was not supported. Union instrumentality was related to union commitment, but the relation was completely mediated by perceived union support. Keywords: union participation, union support, union instrumentality

Published
2007

35. Social and economic exchange: construct development and validation

Author

Shore, Lynn M., Lynch, Patricia, Tetrick, Lois E., and Barksdale, Kevin

Subjects
Organizational behavior -- Analysis, Social exchange -- Analysis, Psychology and mental health, Sociology and social work
Abstract

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 I, and Study 2 consisted of 181 aerospace employees and their managers, working for a single organization. Both studies supported the distinctiveness between economic and social exchanges. Study 2 showed the overall fit of the proposed model was adequate, though only social exchange, and not economic exchange, directly predicted the performance outcomes. These results suggest the importance of perceived exchanges between employee and employer.

Published
2006

38. Promoting service quality and client adherence to the service plan: the role of top management's support for innovation and learning

Author

Latting, Jean Kantambu, Beck, Mary H., Slack, Kelley J., Tetrick, Lois E., Jones, Allan P., Etchegaray, Jason M., and Da Silva, Nancy

Subjects
Organizational behavior -- Forecasts and trends, Organizational behavior -- Reports, Nonprofit organizations -- Management, Leadership, Market trend/market analysis, Company business management, Political/non-profit organization software, Human resources and labor relations, Sociology and social work
Abstract

Relationships were examined among management's support for innovation and learning, employee attitudes, and client outcomes. Results from an employee sample within six nonprofit service organizations indicated that if organizational leaders create a work environment supportive of learning and innovation, supervisors may support their staff's empowerment, and staff may respond with increased trust and perceive service quality as higher. The results also indicated that as employees increase their trust in management, they become more affectively committed to the organization. Although fostering employee commitment may provide benefits not shown in this study, commitment did not appear to be directly related to increased perceptions of service quality. KEYWORDS. Service quality, organizational learning, leadership, empowerment, trust, organizational commitment

Published
2004

42. The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange

Author

Wayne, Sandy J., Shore, Lynn M., Bommer, William H., and Tetrick, Lois E.

Subjects
Organizational research -- Psychological aspects, Fairness -- Psychological aspects, Reward (Psychology) -- Research, Psychology and mental health, Social sciences
Abstract

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 contingent rewards) and punishment behavior would be important antecedents. Results based on a sample of 211 employee-supervisor dyads indicated that organizational justice, inclusion, and recognition were related to POS and contingent rewards were related to LMX. In terms of consequences, POS was related to employee commitment and organizational citizenship behavior, whereas LMX predicted performance ratings.

Published
2002

43. Attributional complexity: a link between training, job complexity, decision latitude, leader--member exchange, and performance

Author

Townsend, Joellyn C., Da Silva, Nancy, Mueller, Lorin, Curtin, Pat, and Tetrick, Lois E.

Subjects
Job evaluation -- Psychological aspects, Workers -- Psychological aspects, Psychology and mental health, Sociology and social work
Abstract

Previous research demonstrated that individuals differ in the relative sophistication of their schemas for organizing and interpreting social stimuli (i.e., attributional complexity, or AC) and that AC has been linked to performance in social situations. In the present study, 420 employed students completed surveys for an investigation of the relationship between individual, work role, and job characteristics; AC; and job performance. Educational level and major predicted AC, but leader-member exchange (LMX), decision latitude (DL), and social/task complexity of the job did not. Contrary to expectations, social and task complexity did not interact with DL and LMX to predict AC. AC, DL, LMX, and educational level predicted job performance. Further, AC interacted with social complexity of the job to predict performance. The results suggest that AC may be both content and process based, and predictive of performance in certain jobs.

Published
2002

48. Training in occupational health psychology: initial efforts and alternative models

Author

Schneider, Dianne L., Camara, Wayne J., Tetrick, Lois E., and Stenberg, Craig R.

Subjects
United States. National Institute for Occupational Safety and Health -- Training, Clinical health psychology -- Models, Industrial psychology -- Models, Psychology and mental health, American Psychological Association -- Training
Abstract

In 1992, the American Psychological Association and the National Institute for Occupational Safety and Health collaborated in establishing a pilot program that would select, place, and train postdoctoral-level psychologists in a new specialty, occupational health psychology (OHP), that bridges existing domains both within and external to psychology. This article describes the initial assumptions and prescriptions concerning training in OHP, an early postdoctoral training model, and alternative models that may meet both the stated needs in the workplace and existing training paradigms in psychology. Initial outcomes from the pilot project, along with future directions and alternative models for training psychologists interested in OHP, are considered.

Published
1999

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