Stacey L. Parker

Employee Green Behavior: A Theoretical Framework, Multilevel Review, and Future Research Agenda

We propose a conceptual model based on person–environment interaction, job performance, and motivational theories to structure a multilevel review of the employee green behavior (EGB) literature and agenda for future research. We differentiate between required EGB prescribed by the organization and voluntary EGB performed at the employees’ discretion. The review investigates institutional-, organizational-, leader-, team-, and employee-level antecedents and outcomes of EGB and factors that mediate and moderate these relationships. We offer suggestions to facilitate the development of the field, and call for future research to adopt a multilevel perspective and to investigate the outcomes of EGB.

General self-efficacy influences affective task reactions during a work simulation: the temporal effects of changes in workload at different levels of control

This study investigated the effects of workload, control, and general self-efficacy on affective task reactions (i.e., demands-ability fit, active coping, and anxiety) during a work simulation. The main goals were (1) to determine the extent general self-efficacy moderates the effects of demand and control on affective task reactions and (2) to determine if this varies as a function of changes in workload. Participants (N=141) completed an inbox activity under conditions of low or high control and within low and high workload conditions. The order of trials varied so that workload increased or decreased. Results revealed individuals with high general self-efficacy reported better demands-abilities fit and active coping as well as less anxiety. Three interactive effects were found. First, it was found that high control increased demands-abilities fit from trial 1 to trial 2, but only when workload decreased. Second, it was found that low efficacious individuals active coping increased in trial 2, but only under high control. Third, it was found that high control helped high efficacious individuals manage anxiety when workload decreased. However, for individuals with low general self-efficacy, neither high nor low control alleviated anxiety (i.e., whether workload increased or decreased over time).

Resource effects in the caregiving process

One of the key issues facing contemporary society is the increasingly complex intersection between work and home. On account of various social changes (e.g., aging baby boomers, greater female workforce participation, and declining birth rates), the literature in this field has expanded significantly, thereby reshaping our understanding of employees’ work and home lives. The boundaries between work and non-work are often blurred for employees with caregiving responsibilities, with work demands encroaching on caregiving responsibilities and vice versa, creating tension between the two roles (Kelliher and Anderson, 2009; Jin et al., 2013). This tension occurs as a result of competition for the scarce and finite resources available, which places domains such as work and home in direct competition (Marks, 1977). To better understand how employees manage these competing responsibilities, the work–life balance literature is largely composed of research examining employees’ appraisal of conflict between their work and home lives. We diverge from this perspective by offering a taxonomy of resource effects, to better understand how multiple resources combine to enable (or hinder) employees in the negotiation of balancing their work and home roles.

Regulatory focus moderates the relationship between task control and physiological and psychological markers of stress: a work simulation study

This experiment examined whether trait regulatory focus moderates the effects of task control on stress reactions during a demanding work simulation. Regulatory focus describes two ways in which individuals self-regulate toward desired goals: promotion and prevention. As highly promotion-focused individuals are oriented toward growth and challenge, it was expected that they would show better adaptation to demanding work under high task control. In contrast, as highly prevention-focused individuals are oriented toward safety and responsibility they were expected to show better adaptation under low task control. Participants (N=110) completed a measure of trait regulatory focus and then three trials of a demanding inbox activity under either low, neutral, or high task control. Heart rate variability (HRV), affective reactions (anxiety & task dissatisfaction), and task performance were measured at each trial. As predicted, highly promotion-focused individuals found high (compared to neutral) task control stress-buffering for performance. Moreover, highly prevention-focused individuals found high (compared to low) task control stress-exacerbating for dissatisfaction. In addition, highly prevention-focused individuals found low task control stress-buffering for dissatisfaction, performance, and HRV. However, these effects of low task control for highly prevention-focused individuals depended on their promotion focus.

Daily Use of Energy Management Strategies and Occupational Well-being: The Moderating Role of Job Demands

We examine the relationships among employees’ use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosocial, organizing, and meaning-related strategies), compared to employees with low job demands. We tested this proposition using a quantitative diary study. Fifty-four employees provided data twice daily across one work week (on average, 7 daily entries). Supporting the hypotheses, prosocial energy management was positively related to job satisfaction. Moreover, employees with high job demands were less emotionally exhausted when using prosocial strategies. Contrary to predictions, when using organizing strategies, employees with low job demands had higher job satisfaction and lower emotional exhaustion. Under high job demands, greater use of organizing strategies was associated with lower job satisfaction and higher emotional exhaustion. Finally, use of meaning-related strategies was associated with higher emotional exhaustion when job demands were low. With this research, we position energy management as part of a resource investment process aimed at maintaining and improving occupational well-being. Our findings show that this resource investment will be more or less effective depending on the type of strategy used and the existing drain on resources (i.e., job demands). This is the first study to examine momentary effects of distinct types of work-related energy management strategies on occupational well-being.

Measures of coping for psychological well-being

The chapter describes six prominent measures of coping that are broken into two categories covering (1) trait coping and (2) state coping. The measures reviewed are The Miller Behavioral Style Scale (Miller, 1987); The Mainz Coping Inventory (Krohne, 1993); The Coping Inventory for Stressful Situations (Endler & Parker, 1990, 1994); The COPE Inventory (Carver et al., 1989); The Coping Strategy Indicator (Amirkhan, 1990); and The Ways of Coping Questionnaire (Folkman & Lazarus, 1988). The chapter reviews antecedents and triggers of coping, and theoretical distinctions (or ‘frameworks’) in coping research. Challenges and future directions in coping research are discussed.

The motivational mechanisms underlying active and high-strain work: consequences for mastery and performance

ABSTRACT We test if the motivating potential of active work and the demotivating consequences of high-strain work can be explained by the “quality” of motivation experienced. Study 1, an experiment (N = 205), revealed active work maintained intrinsic motivation and identified regulation (compared to baseline). High-strain work decreased these motivations. Moreover, demand was negatively related to mastery only at low control, through reduced intrinsic motivation. Demand was negatively related to task performance at low control, through reduced identified regulation. Study 2, an online survey (N = 516 employees), revealed an energising effect of active work on intrinsic motivation and identified regulation, both of which had positive associations with job performance. A demotivating effect of high-strain work on intrinsic motivation was revealed, which had negative associations with job performance. In conclusion, internalised motivations are important mechanisms, through which active work protects and enhances mastery/performance, and through which high-strain work can deplete these outcomes.