The Interactive Effects of Coworker and Supervisor Support on Prenatal Stress and Postpartum Health: a Time-Lagged Investigation

Author(s):  
Kristen P. Jones ◽  
Jacquelyn M. Brady ◽  
Alex P. Lindsey ◽  
Lilia M. Cortina ◽  
C. Kendall Major
2016 ◽  
Vol 23 (3) ◽  
pp. 321-336 ◽  
Author(s):  
Farooq Ahmed Jam ◽  
Magda B L Donia ◽  
Usman Raja ◽  
Chong Hui Ling

AbstractIn a time-lagged study with independent measures (N=115, paired responses), we examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity. The data were collected from a diverse sample of employees from various workplaces in Pakistan. The findings showed that perceived politics had a positive effect on job stress, while overall satisfaction had a negative effect on interpersonal conflict and a positive effect on creative performance. The results also revealed that in the face of high politics, highly satisfied individuals demonstrated higher levels of creativity and job performance. However, in this context of high politics negative effects were also observed, namely that highly satisfied individuals participated in interpersonal conflict and experienced high stress.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mudassar Ali ◽  
Zhang Li ◽  
Dilawar Khan Durrani ◽  
Adnan Muhammad Shah ◽  
Waqas Khuram

PurposeUsing the lens of conservation of resources (COR) theory, the purpose of this paper is to explore the effect of humble leadership on project success by integrating the mediating role of goal clarity. The authors also argue that organizational culture moderates these direct and indirect relationships through goal clarity.Design/methodology/approachTime-lagged data were collected from 329 employees in the civil construction sector of Pakistan.FindingsThe results indicate that humble leadership enhances project success through mediating and moderating mechanisms.Research limitations/implicationsThe present research ends with an argument, managerial consequences, limits and guidance for future research.Practical implicationsThe results influence a project-based organization on the selection and promotion of humility among project managers.Originality/valueThis research answers the following research question, which has been ignored in the literature: What are the suggested mechanisms for humble leadership in promoting project success?


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Inam Ul Haq ◽  
Usman Raja ◽  
Imtiaz Alam ◽  
Dirk De Clercq ◽  
Sharjeel Saleem

PurposeWith a foundation in social exchange theory, this study examines the relationship between servant leadership and three types of workplace mistreatment – bullying, incivility and ostracism – while also considering a mediating role of trust in the leader and a moderating role of the ethical climate.Design/methodology/approachThree time-lagged sets of data (N = 431) were collected among employees working in various sectors.FindingsServant leadership relates significantly to trust in the leader, as well as to workplace bullying, incivility and ostracism. In turn, trust in the leader mediates the relationship between servant leadership and all three types of workplace mistreatment. The results also indicate the presence of moderated mediation, in that the indirect effect of servant leadership on workplace mistreatment is moderated by the ethical climate.Originality/valueThis study adds to extant research by examining the mediating mechanism of trust in leaders with servant leadership and workplace mistreatment, along with interactive effects of ethical climate.


2017 ◽  
Vol 8 (6) ◽  
pp. 638-648 ◽  
Author(s):  
L. R. Lipton ◽  
K. J. Brunst ◽  
S. Kannan ◽  
Y.-M. Ni ◽  
H. B. Ganguri ◽  
...  

Prenatal stress and prenatal nutrition each have demonstrable impact on fetal development, with implications for child neurodevelopment and behavior. However, few studies have examined their joint influences despite evidence of potential interactive effects. We examined associations among prenatal stress, prenatal antioxidant intakes, and child temperament in a sociodemographically diverse pregnancy cohort (N=137 mother–child dyads). In mid-pregnancy, mothers completed an assessment of recent negative life events as a measure of prenatal stress and an assessment of prenatal diet. When the children were 30 months of age, mothers completed the Early Childhood Behavior Questionnaire-Very Short form, which provides scores on child Negative Affectivity, Effortful Control, and Surgency/Extraversion. Linear regressions tested associations between maternal prenatal negative life events and child temperament, and effect modification by maternal prenatal antioxidant intakes (vitamins A, C, and E, magnesium, zinc, selenium, β-carotene). Analyses revealed that increased maternal prenatal negative life events were associated with higher child Negative Affectivity (β=0.08, P=0.009) but not with child Effortful Control (β=−0.03, P=0.39) or Surgency/Extraversion (β=0.04, P=0.14). Prenatal intakes of zinc and selenium modified this effect: Maternal exposure to prenatal negative life events was associated with higher child Negative Affectivity in the presence of lower intakes of zinc and selenium. Modification effects approached significance for vitamins A and C. The results suggest that the combination of elevated stress exposures and lower antioxidant intakes in pregnancy increases the likelihood of heightened child temperamental negative affectivity. Increased antioxidant intakes during pregnancy may protect against influences of prenatal stress on child temperament.


2020 ◽  
pp. 089484532090646
Author(s):  
Jie Li ◽  
Xue Han ◽  
Jipeng Qi ◽  
Xiao He

In the contemporary work environment, which is characterized by change and uncertainty, employees must proactively manage their careers to develop and maintain their competitiveness. Drawing on self-determination theory, this study developed an interactive model that uses job autonomy, supervisor support, and calling to predict career self-management. With a sample of 245 full-time employees in China, the time-lagged survey showed that job autonomy has a direct effect on career self-management, which is moderated by supervisor support and employees’ calling. Furthermore, the three-way interaction indicated that the moderating effect of supervisor support on the relationship between job autonomy and career self-management is stronger when calling is low. Finally, the implications, limitations, and future research directions are discussed.


2019 ◽  
Vol 123 (5) ◽  
pp. 1635-1662
Author(s):  
Marcus J. Fila ◽  
Erin Eatough

We replicate several studies that have shown illegitimate tasks to be related to strain above and beyond job demands, but extend previous work by addressing (i) whether they are when accounting for job demands and resources and (ii) whether resources mitigate strain relationships. We separately examine unreasonable and unnecessary task subdimensions. Using hierarchical regression analyses, results show that unreasonable tasks account for additional variance in anxiety (9.9%) and depressive symptoms (7.3%) beyond both main and multiplicative effects of job demands and resources of control, and support from supervisors and coworkers, in 214 early-career employees. In addition, unreasonable tasks, control, and supervisor support interact, such that task unreasonableness is less strongly tied to depressive symptoms for those perceiving high supervisor support; and high levels of control and supervisory support resources buffer links between unreasonable tasks and both outcomes. Unexpectedly, task unreasonableness is unrelated to anxiety for those perceiving low control and supervisor support, suggesting a possible habituation effect under undesirable workplace conditions. No interactive effects are found for unnecessary tasks or for coworker support. Our findings offer new understanding of the construct domain space and dimensionality of illegitimate tasks, and address several important practical and theoretical implications surrounding the role of resources.


2018 ◽  
Vol 22 (3) ◽  
pp. 253-263 ◽  
Author(s):  
Md. Hassan Jafri

This study examined the relationship between trait-based emotional intelligence and employee creativity. Drawing from the trait activation theory (TAT), the current study also examined job autonomy and supervisor support as interactive effects on emotional intelligence—employee creativity relationship. The study was conducted on 233 employees working at different positions, in two financial sector organizations. Using random sampling approach, data were taken on standard questionnaire from employees of the organizations of the study. Correlations and regression analyses revealed that the trait-based emotional intelligence has positive and significant influence on employee creativity. Moderated regression analysis showed that both job autonomy and supervisor support strengthened the emotional intelligence—employee creativity relationship. The implications of the study have been explicated in the research.


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