Lecture 3

Question 1

What are the occupational hazards in working on a roof?

Answer 1

• Working on a height
• Not having protective equipment

Question 2

What should the employer do about the occupational hazards of working on a roof?

Answer 2

• They should provide protective equipment, instruct them to use it and train them on how to use it safely
• They should tackle the risk at the source
• They have to reduce the risk of hazards
• They should promote a safety climate

Question 3

What can a W&O psychologist do?

Answer 3

• We can analyse and identify the risks, and come up with the best way to reduce the risks
• All the thing we do in the group assignment
  o Do interviews with the employer
  o You can help do interviews with the employees
  o Use theories to analyse the problem
  o Design interventions
  o Test the interventions
  o Evaluate the interventions

Question 4

What are examples of theories a W&O psychologist can use?

Answer 4

• JD-R model
• PE-fit
• Planned behaviour theory
  o What kind of attitudes do people have
• Social comparison theory
• Elaboration likelihood model
• Systematic heuristic model
• Social judgement theory
• Nudging

Question 5

What is important to keep in mind about risky behaviour?

Answer 5

People have different perspectives on what risky behaviour is.

Question 6

What are possible explanations for why the number of fatal accident at work has gone down in Romania?

Answer 6

• Labour regulations is more strict now than years before
• Labour regulations is enforced more
• Risky work is going down (e.g., construction)

Question 7

What are the results of the study on emotional labour by Ybema et al. (2014)

Answer 7

Negative display rules are related to higher emotional exhaustion and lower work engagement.

Positive display rules was related to higher work engagement and lower emotional exhaustion.

Question 8

What are negative display rules?

Answer 8

Not showing negative emotions that you actually experience

Question 9

What are positive display rules?

Answer 9

Having to show positive emotions

Question 10

De Jonge et al. (2012) study question 17

Explain what the authors mean with ‘Finally, with regard to the emotion regulation literature (e.g., Brotheridge & Grandey, 2022), emotional detachment resembles the coping strategy of “surface acting”, but might also incorporate aspects of “deep acting”.

Answer 10

• Surface acting is about trying to push away negative emotions, which is similar to emotional detachment in which you are trying not to experience certain emotions that you are actually experiencing.
• Trying to distance yourself emotionally can also be deep acting because you are trying to experience different emotions than the ones you are experiencing.
• Emotional detachment is after work, whereas surface acting is at work in an interaction with customer.

Question 11

Peter & Knight (2024) study question 11

Explain what is shown in step 5. “In Step 5, we showed that an average of 37% (min = 20%, max = 61%) of the variance in the manifest variables was attributable to the higher order factor, with 35 of the 40 items meeting the benchmark of 25%. An average of 35% (min = 5%, max = 71%) of the variance was “attributable to the idiosyncratic influence of the first-order factor” (Credé & Harms, 2015, p. 854), meeting the benchmark of 24%.”.

Answer 11

The single items are clustered in a first order factor, and that is clustered in the higher order factor.

• E.g., single items: ma1, ma2 or ma3 are clustered in the first order factor method autonomy, which is clustered in the higher order factor autonomy

The variance of the manifest variables (e.g., ma1) can for 37% be explained by the higher order factor autonomy, for 35% by the first order factor method autonomy and the remains, some error variance, is attributable to the uniqueness of the single item.

Question 12

Parker & Knight (2024) study question 9

Consider the underlying work characteristics for each of the SMART higher order factors (e.g., in Table 1). Are there work characteristics that you would place under a different higher order factor? If so, why?

Answer 12

• Feedback from others to relational
• Task significance to stimulating
• Role clarity to autonomy, relational or tolerable
• Work-home conflict is after work, so it doesn’t really fit, except for if you work from home a lot

Question 13

Peter & Knight (2024) study question 13

Study 2 is a longitudinal study in which the work design is measured at T1, the psychological processes at T2 and the outcome job satisfaction at T3. How could the internal validity of the study design be improved? To what extent can we conclude from this study that the work design improves job satisfaction?

Answer 13

How could the internal validity of the study design be improved?

• Internal validity is if you can say something about what causes what. An experimental study generally has a high internal validity.
• You can improve the internal validity of the study design by doing a complete panel design in which you measure all variables at all three measurement points.
  o That way you can control for the base line and job satisfaction when predicting the outcome variable at T3.
  o You should also look at what the work design aspects add to this changing job satisfaction.
  o You can also look at reversed effects, so to what extent does job satisfaction influence the ratings of the work design on T3.
• At least Measure the outcome variable at T1 so you can control for that.

To what extent can we conclude from this study that the work design improves job satisfaction?

• We do not really know, because it could also be the other way around. That people that are satisfied with their job also rate their job more positively.

Question 14

Job craftin

Answer 14

Taking initiative yourself to change something about your job.

• You often do this within your formal job description.
  o You do this in such a way that it better matches your own strengths, needs, wishes, capacities, interests.

Question 15

What can you change about your job when you’re job crafting?

Answer 15

• Tasks
• Context
• Relations
• Cognitions
  o How you think about your job

Question 16

What can you change about the person aspect of your job when you’re job crafting?

Answer 16

• Strengths
• Needs
• Capacities
• Interests

Question 17

What do work & organisational psychologists think about job crafting?

Answer 17

Job crafting it really booming in work & organisational psychology. So there are a lot of interventions focussing on job crafting, often in teams.

Question 18

What is job crafting closely related to?

Answer 18

Person-Environmennt Fit