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The coronavirus disease 2019 (COVID-19) pandemic has caused considerable uncertainty in workplaces. Building on a transactional model of stress perspective, this study develops and examines a model describing how COVID-19 generates employee job insecurity and decreases organizational citizenship behavior (OCB). This study also identified psychological strain as an important mediating factor of COVID-19 in the relationship between helping behavior and job insecurity. Data were obtained from a large private company in Taiwan in three waves of measurements to replicate the mediating effects of psychological strain on the relationship between perceived COVID-19 and its outcomes (i.e., job insecurity and OCB) with structural equation modeling. A COVID-19 event was found to evoke employees' psychological strain, resulting in increased job insecurity and diminished OCB. Such findings should assist employers in the improvement and positive appraisal of the disease crisis, as they realize that employees feel job insecurity and tend to display less helping behavior during the pandemic. Furthermore, this study contributes to a developing stream of psychological and behavioral studies on COVID-19 and its mediating role and outcomes. [ABSTRACT FROM AUTHOR]

We proposed that (a) Demands-Abilities fit (D-A fit) would be related to psychological strain (anxiety and depression), and (b) personality characteristics (optimism, internal locus of control, and general self-efficacy) would moderate this relationship. Two dimensions, quantitative workload and job complexity, were examined regarding D-A fit. The hypotheses were tested in a sample of 289 workers of South Korean companies in the United States. There were significant relationships between D-A fit and psychological strain and a few significant moderating effects of personality. Optimism, internal locus of control, and general self-efficacy moderated the relationship between job complexity D-A difference and depression. Personality also interacted with ability in explaining psychological strain. Implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Recent changes in employment conditions have resulted in the increased exposure of workers to unfavorable job characteristics and to consequential increases in adverse individual and organizational health outcomes. In this article the authors evaluate the steps undertaken by one proactive employer to reduce these adverse outcomes. Three organization-wide surveys (n 350, 316, and 405) were conducted over a 3-year period within the New Zealand Customs Service to determine the influence of perceived job conditions on individual and organizational health outcomes. Staff retention and employee satisfaction significantly improved over time and these increases were attributable to workplace improvements. Stable predictors of job satisfaction included minor daily stressors, positive work experiences, job control, and perceived supervisor support. [ABSTRACT FROM AUTHOR]

This study examined organizational family-responsive policies, perceptions of the organization as family supportive, and supervisor support as issues that may be salient to the experience of conflict between paid employment (work) and family roles. Data were collected from 355 managerial personnel in New Zealand. Although work-family conflict and psychological strain were strongly linked, the availability of organizational policies had no significant association with levels of conflict or strain, whereas policy usage was related only to work-to-family interference and not to family-to-work interference. On the other hand, perceptions of the organization as family supportive and supervisor support for work-family balance displayed significant relationships with key variables, highlighting the importance of these variables for interventions designed to ameliorate the negative impact of work-family conflict on managerial well-being. Implications for the effective implementation of family-responsive interventions are discussed. [ABSTRACT FROM AUTHOR]