Healthy Worker and Healthy Organization: A Resource-Based Approach
Saved in:
| Main Author: | |
|---|---|
| Format: | Electronic eBook |
| Language: | English |
| Published: |
Milton
Taylor & Francis Group
2020
|
| Series: | Occupational Safety, Health, and Ergonomics Ser
|
| Subjects: | |
| Online Access: | HWR01 |
| Item Description: | Description based on publisher supplied metadata and other sources |
| Physical Description: | 1 online resource (149 pages) |
| ISBN: | 9781000166675 |
Staff View
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| 505 | 8 | |a Cover -- Half Title -- Series Page -- Title Page -- Copyright Page -- Table of Contents -- Acknowledgment -- Editor -- Contributors -- Series Editor -- Chapter 1 Introduction -- Chapter 2 Work-Life Balance and Its Determinants among Workers with Dependent Care Responsibilities -- 2.1 Introduction -- 2.2 Method -- 2.2.1 Participants and Procedure -- 2.2.2 Measures -- 2.2.3 Statistical Data Analysis -- 2.3 Results -- 2.3.1 Descriptive Statistics -- 2.3.2 The Predictors of the Positive vs. Negative Work-Home Interaction -- 2.3.3 The Predictors of the Negative Impact of Work on Home in the Entire Study Sample -- 2.3.4 The Predictors of the Negative Impact of Work on Home among Women and Men -- 2.3.5 The Predictors of the Positive Impact of Work on Home in the Entire Study Sample -- 2.3.6 The Predictors of the Positive Impact of Work on Home among Women and Men -- 2.3.7 The Predictors of the Negative Impact of Home on Work in the Entire Study Sample -- 2.3.8 The Predictors of the Negative Impact of Home on Work among Women and Men -- 2.3.9 The Predictors of the Positive Impact of Home on Work in the Entire Study Sample -- 2.3.10 The Predictors of the Positive Impact of Home on Work among Women and Men -- 2.4 Discussion -- 2.5 Strengths and Limitations -- 2.6 Conclusions -- References -- Chapter 3 Authentic Leadership Style and Worker Innovativeness and Wellbeing: The Role of Climate for Creativity -- 3.1 Introduction -- 3.1.1 Authentic Leadership Style and Worker Innovativeness and Wellbeing -- 3.1.2 Climate for Creativity -- 3.1.3 The Present Study -- 3.1.4 Study Hypotheses -- 3.2 Method -- 3.2.1 Participants and Procedure -- 3.2.2 Measures -- 3.2.2.1 Authentic Leadership Style -- 3.2.2.2 Climate for Creativity -- 3.2.2.3 Innovativeness -- 3.2.2.4 Worker Wellbeing -- 3.2.3 Statistical Analysis -- 3.3 Results -- 3.3.1 Descriptive Statistics | |
| 505 | 8 | |a 3.3.2 Mediation Analysis -- 3.3.2.1 The Relationship between the Authentic Leadership Style and Worker Innovativeness, and a Mediating Role of Climate for Creativity -- 3.3.2.2 The Relationship between the Authentic Leadership Style and Worker Wellbeing, and the Mediating Role of Climate for Creativity -- 3.4 Discussion of Results -- 3.5 Strengths and Limitations -- 3.6 Conclusions -- References -- Chapter 4 Selected Employment Characteristics and Employee Health and Performance: The Mediating Role of the Psychological Contract -- 4.1 Introduction -- 4.1.1 Fixed-Term Employment in Poland -- 4.1.2 Type of Employment and Employee Well-Being -- 4.1.3 Type of Employment, Work Engagement, and Employee Performance -- 4.1.4 Employment Contract Volition and Employee Health and Performance -- 4.1.5 Type of Work and Employee Health and Performance -- 4.1.6 The Mediating Role of Psychological Contract in the Relationship between Type of Employment Contract, Contract Volition, Type of Work Performed, and Employee Health and Performance -- 4.2 Present Study -- 4.2.1 Method -- 4.2.1.1 Study Procedure and Participants -- 4.2.1.2 Questionnaires -- 4.2.1.3 Statistical Analyses -- 4.3 Results -- 4.3.1 Preliminary Analyses -- 4.3.2 Age, Gender, and Employee Health and Performance, and Psychological Contract -- 4.3.3 Main Study Analyses - Hypotheses Testing -- 4.3.4 Type of Employment and Employee Health (Work Ability, Mental Health), Performance (Productivity, Work Engagement), and Psychological Contract -- 4.3.5 Employment Contract Volition and Employee Health, Performance, and Psychological Contract -- 4.3.6 Type of Work and Employee Health, Performance, and Psychological Contract -- 4.4 Discussion -- 4.5 Conclusions -- 4.6 Limitations -- References -- Chapter 5 Why Are Employees Counterproductive?: The Role of Social Stressors, Job Burnout and Job Resources | |
| 505 | 8 | |a 5.1 Introduction -- 5.1.1 Counterproductive Work Behaviors -- 5.1.2 Typology of Counterproductive Work Behavior -- 5.1.3 Social Stressors as a Source of Counterproductive Work Behavior -- 5.1.3.1 Interpersonal Conflicts and Counterproductive Work Behavior -- 5.1.3.2 Workplace Bullying and Counterproductive Work Behavior -- 5.1.4 Job Burnout as a Mediator of the Relationship between Social Stressors and Counterproductive Work Behavior -- 5.1.5 The Moderating Role of Job Control and Social Support at Work -- 5.2 Study Method -- 5.2.1 Study Sample and Procedure -- 5.2.2 Measurement of the Study Variables -- 5.2.3 Analytical Procedures -- 5.3 Study Results and Verification of the Study Hypotheses -- 5.4 Discussion -- References -- Chapter 6 Workplace Bullying, Mental Health and Job Satisfaction: The Moderating Role of the Individual Coping Style -- 6.1 Introduction -- 6.1.1 Workplace Bullying -- 6.1.2 Workplace Bullying, Mental Health and Job Satisfaction -- 6.1.3 Ways of Coping with Workplace Bullying as a Form of Extreme Stress -- 6.1.4 Workplace Bullying and Psychosocial Working Conditions -- 6.1.5 The Present Study -- 6.2 Method -- 6.2.1 Participants and Procedure -- 6.2.2 Measures -- 6.2.2.1 NAQ questionnaire -- 6.2.2.2 CISS Questionnaire -- 6.2.2.3 GHQ-12 Questionnaire -- 6.2.2.4 Job Satisfaction Scale -- 6.2.2.5 Demographic Variables -- 6.2.2.6 Control Variables -- 6.2.3 Statistical Analysis -- 6.3 Results -- 6.3.1 Descriptive Statistics -- 6.3.2 Regression Analysis -- 6.3.2.1 Workplace Bullying - Stress-Coping Styles' Interaction and Mental Health Status -- 6.3.2.2 Workplace Bullying - Stress-Coping Styles' Interaction and Job Satisfaction -- 6.4 Discussion of Results -- 6.4.1 Task-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction | |
| 505 | 8 | |a 6.4.2 Emotion- and Avoidance-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction -- 6.5 Strengths and Limitations -- 6.6 Conclusions and Practical Implications -- References -- Index | |
| 650 | 4 | |a Employee health promotion | |
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Record in the Search Index
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| author | Żołnierczyk-Zreda, Dorota |
| author_facet | Żołnierczyk-Zreda, Dorota |
| author_role | aut |
| author_sort | Żołnierczyk-Zreda, Dorota |
| author_variant | d ż z dżz |
| building | Verbundindex |
| bvnumber | BV047693676 |
| collection | ZDB-30-PQE |
| contents | Cover -- Half Title -- Series Page -- Title Page -- Copyright Page -- Table of Contents -- Acknowledgment -- Editor -- Contributors -- Series Editor -- Chapter 1 Introduction -- Chapter 2 Work-Life Balance and Its Determinants among Workers with Dependent Care Responsibilities -- 2.1 Introduction -- 2.2 Method -- 2.2.1 Participants and Procedure -- 2.2.2 Measures -- 2.2.3 Statistical Data Analysis -- 2.3 Results -- 2.3.1 Descriptive Statistics -- 2.3.2 The Predictors of the Positive vs. Negative Work-Home Interaction -- 2.3.3 The Predictors of the Negative Impact of Work on Home in the Entire Study Sample -- 2.3.4 The Predictors of the Negative Impact of Work on Home among Women and Men -- 2.3.5 The Predictors of the Positive Impact of Work on Home in the Entire Study Sample -- 2.3.6 The Predictors of the Positive Impact of Work on Home among Women and Men -- 2.3.7 The Predictors of the Negative Impact of Home on Work in the Entire Study Sample -- 2.3.8 The Predictors of the Negative Impact of Home on Work among Women and Men -- 2.3.9 The Predictors of the Positive Impact of Home on Work in the Entire Study Sample -- 2.3.10 The Predictors of the Positive Impact of Home on Work among Women and Men -- 2.4 Discussion -- 2.5 Strengths and Limitations -- 2.6 Conclusions -- References -- Chapter 3 Authentic Leadership Style and Worker Innovativeness and Wellbeing: The Role of Climate for Creativity -- 3.1 Introduction -- 3.1.1 Authentic Leadership Style and Worker Innovativeness and Wellbeing -- 3.1.2 Climate for Creativity -- 3.1.3 The Present Study -- 3.1.4 Study Hypotheses -- 3.2 Method -- 3.2.1 Participants and Procedure -- 3.2.2 Measures -- 3.2.2.1 Authentic Leadership Style -- 3.2.2.2 Climate for Creativity -- 3.2.2.3 Innovativeness -- 3.2.2.4 Worker Wellbeing -- 3.2.3 Statistical Analysis -- 3.3 Results -- 3.3.1 Descriptive Statistics 3.3.2 Mediation Analysis -- 3.3.2.1 The Relationship between the Authentic Leadership Style and Worker Innovativeness, and a Mediating Role of Climate for Creativity -- 3.3.2.2 The Relationship between the Authentic Leadership Style and Worker Wellbeing, and the Mediating Role of Climate for Creativity -- 3.4 Discussion of Results -- 3.5 Strengths and Limitations -- 3.6 Conclusions -- References -- Chapter 4 Selected Employment Characteristics and Employee Health and Performance: The Mediating Role of the Psychological Contract -- 4.1 Introduction -- 4.1.1 Fixed-Term Employment in Poland -- 4.1.2 Type of Employment and Employee Well-Being -- 4.1.3 Type of Employment, Work Engagement, and Employee Performance -- 4.1.4 Employment Contract Volition and Employee Health and Performance -- 4.1.5 Type of Work and Employee Health and Performance -- 4.1.6 The Mediating Role of Psychological Contract in the Relationship between Type of Employment Contract, Contract Volition, Type of Work Performed, and Employee Health and Performance -- 4.2 Present Study -- 4.2.1 Method -- 4.2.1.1 Study Procedure and Participants -- 4.2.1.2 Questionnaires -- 4.2.1.3 Statistical Analyses -- 4.3 Results -- 4.3.1 Preliminary Analyses -- 4.3.2 Age, Gender, and Employee Health and Performance, and Psychological Contract -- 4.3.3 Main Study Analyses - Hypotheses Testing -- 4.3.4 Type of Employment and Employee Health (Work Ability, Mental Health), Performance (Productivity, Work Engagement), and Psychological Contract -- 4.3.5 Employment Contract Volition and Employee Health, Performance, and Psychological Contract -- 4.3.6 Type of Work and Employee Health, Performance, and Psychological Contract -- 4.4 Discussion -- 4.5 Conclusions -- 4.6 Limitations -- References -- Chapter 5 Why Are Employees Counterproductive?: The Role of Social Stressors, Job Burnout and Job Resources 5.1 Introduction -- 5.1.1 Counterproductive Work Behaviors -- 5.1.2 Typology of Counterproductive Work Behavior -- 5.1.3 Social Stressors as a Source of Counterproductive Work Behavior -- 5.1.3.1 Interpersonal Conflicts and Counterproductive Work Behavior -- 5.1.3.2 Workplace Bullying and Counterproductive Work Behavior -- 5.1.4 Job Burnout as a Mediator of the Relationship between Social Stressors and Counterproductive Work Behavior -- 5.1.5 The Moderating Role of Job Control and Social Support at Work -- 5.2 Study Method -- 5.2.1 Study Sample and Procedure -- 5.2.2 Measurement of the Study Variables -- 5.2.3 Analytical Procedures -- 5.3 Study Results and Verification of the Study Hypotheses -- 5.4 Discussion -- References -- Chapter 6 Workplace Bullying, Mental Health and Job Satisfaction: The Moderating Role of the Individual Coping Style -- 6.1 Introduction -- 6.1.1 Workplace Bullying -- 6.1.2 Workplace Bullying, Mental Health and Job Satisfaction -- 6.1.3 Ways of Coping with Workplace Bullying as a Form of Extreme Stress -- 6.1.4 Workplace Bullying and Psychosocial Working Conditions -- 6.1.5 The Present Study -- 6.2 Method -- 6.2.1 Participants and Procedure -- 6.2.2 Measures -- 6.2.2.1 NAQ questionnaire -- 6.2.2.2 CISS Questionnaire -- 6.2.2.3 GHQ-12 Questionnaire -- 6.2.2.4 Job Satisfaction Scale -- 6.2.2.5 Demographic Variables -- 6.2.2.6 Control Variables -- 6.2.3 Statistical Analysis -- 6.3 Results -- 6.3.1 Descriptive Statistics -- 6.3.2 Regression Analysis -- 6.3.2.1 Workplace Bullying - Stress-Coping Styles' Interaction and Mental Health Status -- 6.3.2.2 Workplace Bullying - Stress-Coping Styles' Interaction and Job Satisfaction -- 6.4 Discussion of Results -- 6.4.1 Task-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction 6.4.2 Emotion- and Avoidance-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction -- 6.5 Strengths and Limitations -- 6.6 Conclusions and Practical Implications -- References -- Index |
| ctrlnum | (ZDB-30-PQE)EBC6267021 (ZDB-30-PAD)EBC6267021 (ZDB-89-EBL)EBL6267021 (OCoLC)1178639195 (DE-599)BVBBV047693676 |
| dewey-full | 658.38199999999995 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.38199999999995 |
| dewey-search | 658.38199999999995 |
| dewey-sort | 3658.38199999999995 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| format | Electronic eBook |
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| id | DE-604.BV047693676 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T18:57:26Z |
| indexdate | 2024-07-10T09:19:20Z |
| institution | BVB |
| isbn | 9781000166675 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-033077668 |
| oclc_num | 1178639195 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 online resource (149 pages) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2020 |
| publishDateSearch | 2020 |
| publishDateSort | 2020 |
| publisher | Taylor & Francis Group |
| record_format | marc |
| series2 | Occupational Safety, Health, and Ergonomics Ser |
| spelling | Żołnierczyk-Zreda, Dorota Verfasser aut Healthy Worker and Healthy Organization A Resource-Based Approach Milton Taylor & Francis Group 2020 ©2021 1 online resource (149 pages) txt rdacontent c rdamedia cr rdacarrier Occupational Safety, Health, and Ergonomics Ser Description based on publisher supplied metadata and other sources Cover -- Half Title -- Series Page -- Title Page -- Copyright Page -- Table of Contents -- Acknowledgment -- Editor -- Contributors -- Series Editor -- Chapter 1 Introduction -- Chapter 2 Work-Life Balance and Its Determinants among Workers with Dependent Care Responsibilities -- 2.1 Introduction -- 2.2 Method -- 2.2.1 Participants and Procedure -- 2.2.2 Measures -- 2.2.3 Statistical Data Analysis -- 2.3 Results -- 2.3.1 Descriptive Statistics -- 2.3.2 The Predictors of the Positive vs. Negative Work-Home Interaction -- 2.3.3 The Predictors of the Negative Impact of Work on Home in the Entire Study Sample -- 2.3.4 The Predictors of the Negative Impact of Work on Home among Women and Men -- 2.3.5 The Predictors of the Positive Impact of Work on Home in the Entire Study Sample -- 2.3.6 The Predictors of the Positive Impact of Work on Home among Women and Men -- 2.3.7 The Predictors of the Negative Impact of Home on Work in the Entire Study Sample -- 2.3.8 The Predictors of the Negative Impact of Home on Work among Women and Men -- 2.3.9 The Predictors of the Positive Impact of Home on Work in the Entire Study Sample -- 2.3.10 The Predictors of the Positive Impact of Home on Work among Women and Men -- 2.4 Discussion -- 2.5 Strengths and Limitations -- 2.6 Conclusions -- References -- Chapter 3 Authentic Leadership Style and Worker Innovativeness and Wellbeing: The Role of Climate for Creativity -- 3.1 Introduction -- 3.1.1 Authentic Leadership Style and Worker Innovativeness and Wellbeing -- 3.1.2 Climate for Creativity -- 3.1.3 The Present Study -- 3.1.4 Study Hypotheses -- 3.2 Method -- 3.2.1 Participants and Procedure -- 3.2.2 Measures -- 3.2.2.1 Authentic Leadership Style -- 3.2.2.2 Climate for Creativity -- 3.2.2.3 Innovativeness -- 3.2.2.4 Worker Wellbeing -- 3.2.3 Statistical Analysis -- 3.3 Results -- 3.3.1 Descriptive Statistics 3.3.2 Mediation Analysis -- 3.3.2.1 The Relationship between the Authentic Leadership Style and Worker Innovativeness, and a Mediating Role of Climate for Creativity -- 3.3.2.2 The Relationship between the Authentic Leadership Style and Worker Wellbeing, and the Mediating Role of Climate for Creativity -- 3.4 Discussion of Results -- 3.5 Strengths and Limitations -- 3.6 Conclusions -- References -- Chapter 4 Selected Employment Characteristics and Employee Health and Performance: The Mediating Role of the Psychological Contract -- 4.1 Introduction -- 4.1.1 Fixed-Term Employment in Poland -- 4.1.2 Type of Employment and Employee Well-Being -- 4.1.3 Type of Employment, Work Engagement, and Employee Performance -- 4.1.4 Employment Contract Volition and Employee Health and Performance -- 4.1.5 Type of Work and Employee Health and Performance -- 4.1.6 The Mediating Role of Psychological Contract in the Relationship between Type of Employment Contract, Contract Volition, Type of Work Performed, and Employee Health and Performance -- 4.2 Present Study -- 4.2.1 Method -- 4.2.1.1 Study Procedure and Participants -- 4.2.1.2 Questionnaires -- 4.2.1.3 Statistical Analyses -- 4.3 Results -- 4.3.1 Preliminary Analyses -- 4.3.2 Age, Gender, and Employee Health and Performance, and Psychological Contract -- 4.3.3 Main Study Analyses - Hypotheses Testing -- 4.3.4 Type of Employment and Employee Health (Work Ability, Mental Health), Performance (Productivity, Work Engagement), and Psychological Contract -- 4.3.5 Employment Contract Volition and Employee Health, Performance, and Psychological Contract -- 4.3.6 Type of Work and Employee Health, Performance, and Psychological Contract -- 4.4 Discussion -- 4.5 Conclusions -- 4.6 Limitations -- References -- Chapter 5 Why Are Employees Counterproductive?: The Role of Social Stressors, Job Burnout and Job Resources 5.1 Introduction -- 5.1.1 Counterproductive Work Behaviors -- 5.1.2 Typology of Counterproductive Work Behavior -- 5.1.3 Social Stressors as a Source of Counterproductive Work Behavior -- 5.1.3.1 Interpersonal Conflicts and Counterproductive Work Behavior -- 5.1.3.2 Workplace Bullying and Counterproductive Work Behavior -- 5.1.4 Job Burnout as a Mediator of the Relationship between Social Stressors and Counterproductive Work Behavior -- 5.1.5 The Moderating Role of Job Control and Social Support at Work -- 5.2 Study Method -- 5.2.1 Study Sample and Procedure -- 5.2.2 Measurement of the Study Variables -- 5.2.3 Analytical Procedures -- 5.3 Study Results and Verification of the Study Hypotheses -- 5.4 Discussion -- References -- Chapter 6 Workplace Bullying, Mental Health and Job Satisfaction: The Moderating Role of the Individual Coping Style -- 6.1 Introduction -- 6.1.1 Workplace Bullying -- 6.1.2 Workplace Bullying, Mental Health and Job Satisfaction -- 6.1.3 Ways of Coping with Workplace Bullying as a Form of Extreme Stress -- 6.1.4 Workplace Bullying and Psychosocial Working Conditions -- 6.1.5 The Present Study -- 6.2 Method -- 6.2.1 Participants and Procedure -- 6.2.2 Measures -- 6.2.2.1 NAQ questionnaire -- 6.2.2.2 CISS Questionnaire -- 6.2.2.3 GHQ-12 Questionnaire -- 6.2.2.4 Job Satisfaction Scale -- 6.2.2.5 Demographic Variables -- 6.2.2.6 Control Variables -- 6.2.3 Statistical Analysis -- 6.3 Results -- 6.3.1 Descriptive Statistics -- 6.3.2 Regression Analysis -- 6.3.2.1 Workplace Bullying - Stress-Coping Styles' Interaction and Mental Health Status -- 6.3.2.2 Workplace Bullying - Stress-Coping Styles' Interaction and Job Satisfaction -- 6.4 Discussion of Results -- 6.4.1 Task-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction 6.4.2 Emotion- and Avoidance-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction -- 6.5 Strengths and Limitations -- 6.6 Conclusions and Practical Implications -- References -- Index Employee health promotion Erscheint auch als Druck-Ausgabe Żołnierczyk-Zreda, Dorota Healthy Worker and Healthy Organization Milton : Taylor & Francis Group,c2020 9780367860608 |
| spellingShingle | Żołnierczyk-Zreda, Dorota Healthy Worker and Healthy Organization A Resource-Based Approach Cover -- Half Title -- Series Page -- Title Page -- Copyright Page -- Table of Contents -- Acknowledgment -- Editor -- Contributors -- Series Editor -- Chapter 1 Introduction -- Chapter 2 Work-Life Balance and Its Determinants among Workers with Dependent Care Responsibilities -- 2.1 Introduction -- 2.2 Method -- 2.2.1 Participants and Procedure -- 2.2.2 Measures -- 2.2.3 Statistical Data Analysis -- 2.3 Results -- 2.3.1 Descriptive Statistics -- 2.3.2 The Predictors of the Positive vs. Negative Work-Home Interaction -- 2.3.3 The Predictors of the Negative Impact of Work on Home in the Entire Study Sample -- 2.3.4 The Predictors of the Negative Impact of Work on Home among Women and Men -- 2.3.5 The Predictors of the Positive Impact of Work on Home in the Entire Study Sample -- 2.3.6 The Predictors of the Positive Impact of Work on Home among Women and Men -- 2.3.7 The Predictors of the Negative Impact of Home on Work in the Entire Study Sample -- 2.3.8 The Predictors of the Negative Impact of Home on Work among Women and Men -- 2.3.9 The Predictors of the Positive Impact of Home on Work in the Entire Study Sample -- 2.3.10 The Predictors of the Positive Impact of Home on Work among Women and Men -- 2.4 Discussion -- 2.5 Strengths and Limitations -- 2.6 Conclusions -- References -- Chapter 3 Authentic Leadership Style and Worker Innovativeness and Wellbeing: The Role of Climate for Creativity -- 3.1 Introduction -- 3.1.1 Authentic Leadership Style and Worker Innovativeness and Wellbeing -- 3.1.2 Climate for Creativity -- 3.1.3 The Present Study -- 3.1.4 Study Hypotheses -- 3.2 Method -- 3.2.1 Participants and Procedure -- 3.2.2 Measures -- 3.2.2.1 Authentic Leadership Style -- 3.2.2.2 Climate for Creativity -- 3.2.2.3 Innovativeness -- 3.2.2.4 Worker Wellbeing -- 3.2.3 Statistical Analysis -- 3.3 Results -- 3.3.1 Descriptive Statistics 3.3.2 Mediation Analysis -- 3.3.2.1 The Relationship between the Authentic Leadership Style and Worker Innovativeness, and a Mediating Role of Climate for Creativity -- 3.3.2.2 The Relationship between the Authentic Leadership Style and Worker Wellbeing, and the Mediating Role of Climate for Creativity -- 3.4 Discussion of Results -- 3.5 Strengths and Limitations -- 3.6 Conclusions -- References -- Chapter 4 Selected Employment Characteristics and Employee Health and Performance: The Mediating Role of the Psychological Contract -- 4.1 Introduction -- 4.1.1 Fixed-Term Employment in Poland -- 4.1.2 Type of Employment and Employee Well-Being -- 4.1.3 Type of Employment, Work Engagement, and Employee Performance -- 4.1.4 Employment Contract Volition and Employee Health and Performance -- 4.1.5 Type of Work and Employee Health and Performance -- 4.1.6 The Mediating Role of Psychological Contract in the Relationship between Type of Employment Contract, Contract Volition, Type of Work Performed, and Employee Health and Performance -- 4.2 Present Study -- 4.2.1 Method -- 4.2.1.1 Study Procedure and Participants -- 4.2.1.2 Questionnaires -- 4.2.1.3 Statistical Analyses -- 4.3 Results -- 4.3.1 Preliminary Analyses -- 4.3.2 Age, Gender, and Employee Health and Performance, and Psychological Contract -- 4.3.3 Main Study Analyses - Hypotheses Testing -- 4.3.4 Type of Employment and Employee Health (Work Ability, Mental Health), Performance (Productivity, Work Engagement), and Psychological Contract -- 4.3.5 Employment Contract Volition and Employee Health, Performance, and Psychological Contract -- 4.3.6 Type of Work and Employee Health, Performance, and Psychological Contract -- 4.4 Discussion -- 4.5 Conclusions -- 4.6 Limitations -- References -- Chapter 5 Why Are Employees Counterproductive?: The Role of Social Stressors, Job Burnout and Job Resources 5.1 Introduction -- 5.1.1 Counterproductive Work Behaviors -- 5.1.2 Typology of Counterproductive Work Behavior -- 5.1.3 Social Stressors as a Source of Counterproductive Work Behavior -- 5.1.3.1 Interpersonal Conflicts and Counterproductive Work Behavior -- 5.1.3.2 Workplace Bullying and Counterproductive Work Behavior -- 5.1.4 Job Burnout as a Mediator of the Relationship between Social Stressors and Counterproductive Work Behavior -- 5.1.5 The Moderating Role of Job Control and Social Support at Work -- 5.2 Study Method -- 5.2.1 Study Sample and Procedure -- 5.2.2 Measurement of the Study Variables -- 5.2.3 Analytical Procedures -- 5.3 Study Results and Verification of the Study Hypotheses -- 5.4 Discussion -- References -- Chapter 6 Workplace Bullying, Mental Health and Job Satisfaction: The Moderating Role of the Individual Coping Style -- 6.1 Introduction -- 6.1.1 Workplace Bullying -- 6.1.2 Workplace Bullying, Mental Health and Job Satisfaction -- 6.1.3 Ways of Coping with Workplace Bullying as a Form of Extreme Stress -- 6.1.4 Workplace Bullying and Psychosocial Working Conditions -- 6.1.5 The Present Study -- 6.2 Method -- 6.2.1 Participants and Procedure -- 6.2.2 Measures -- 6.2.2.1 NAQ questionnaire -- 6.2.2.2 CISS Questionnaire -- 6.2.2.3 GHQ-12 Questionnaire -- 6.2.2.4 Job Satisfaction Scale -- 6.2.2.5 Demographic Variables -- 6.2.2.6 Control Variables -- 6.2.3 Statistical Analysis -- 6.3 Results -- 6.3.1 Descriptive Statistics -- 6.3.2 Regression Analysis -- 6.3.2.1 Workplace Bullying - Stress-Coping Styles' Interaction and Mental Health Status -- 6.3.2.2 Workplace Bullying - Stress-Coping Styles' Interaction and Job Satisfaction -- 6.4 Discussion of Results -- 6.4.1 Task-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction 6.4.2 Emotion- and Avoidance-Oriented Style and the Relationship between Experienced Workplace Bullying, Mental Health and Job Satisfaction -- 6.5 Strengths and Limitations -- 6.6 Conclusions and Practical Implications -- References -- Index Employee health promotion |
| title | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_auth | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_exact_search | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_exact_search_txtP | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_full | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_fullStr | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_full_unstemmed | Healthy Worker and Healthy Organization A Resource-Based Approach |
| title_short | Healthy Worker and Healthy Organization |
| title_sort | healthy worker and healthy organization a resource based approach |
| title_sub | A Resource-Based Approach |
| topic | Employee health promotion |
| topic_facet | Employee health promotion |
| work_keys_str_mv | AT zołnierczykzredadorota healthyworkerandhealthyorganizationaresourcebasedapproach |