Psychological Consequences Studies investigating the relationship between

Psychological consequences studies investigating the

This preview shows page 23 - 25 out of 35 pages.

Psychological Consequences. Studies investigating the relationship between employees’ psychological well-being and job stressors have usually depended upon paper and pencil, self-report measures, and this presents the methodological problem mentioned earlier. Accord- ing to the model presented in Figure 1, perceived job stressors (part of the process facet) should be closely reiated to the human con- sequences. Both perceptions and psychological consequences are rou- tinely assessed via self-reports; correlating two self-report measures, however, is likely to lead to over-estimates of the strength of the relationships between constructs, due to this common method vari- ance. Therefore, interpretation of the results of such studies must be guarded. The simplest and most obvious psychological effect of job stressors is dissatisfaction with the job. Studies in which this is the onfy psycho- logical consequence of working conditions are not reviewed here, however, as this consequence alone is usually not sufficient (i.e., not noxious enough) for researchers to consider their work to be in the job stress-employee health research domain. Many job stress researchers have included job dissatisfaction as one of many consequences, how- ever. Such studies have usually found that perceived job stressors are
Image of page 23