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In this paper we examine: (1) recency and duration effects of layoff contact; and (2) the order effects associated with different types of layoff contact experiences. Workers employed by a large company engaged in repeated waves of downsizing completed questionnaires in 1997, 1999, and 2003. Using data only from workers who experienced indirect or direct layoff contact at each time period ( N =460), we found some evidence that recent direct experiences were associated with significant group differences for intent to quit and depression. There was also some evidence to suggest that a single direct layoff experience still affected workers’ levels of job security, even when this experience occurred some 6 years prior to the Time 3 measurement. The largest within-group changes in scores over time were typically found among workers experiencing an indirect experience followed by a direct experience, suggesting that the order of events impacted worker job security, intent to quit, and depression. For workers experiencing back-to-back direct downsizing, the rate of decline slowed for depression. These findings are examined in light of the stress vulnerability and resiliency hypotheses. [ABSTRACT FROM AUTHOR]

This article examines the relationship between workplace transformation (or restructuring) and the well-being of employees in terms of both psychological and physical heath, at a large manufacturing corporation in the United States. While the previous literature has been largely divided over the issue - some researchers providing unqualified enthusiasm and others equally strong criticism of workplace changes - we found after decomposing workplace transformation Into five distinct dimensions of intensity autonomy, team-work sklling and computing, that certain components were harmful while others were benefical to the employees Furthermore, some effects of reengineering varied between managers and non managers. Overall increases in workplace intensity were associated with the largest increases in stress and symptoms of poor health. The data were produced by a longitudinal (two-wave) survey questionnaire of over 1000 employees and were analyzed by means of a structural equations model. [ABSTRACT FROM AUTHOR]

In the present study, we examined alcohol consumption and alcohol problems between managerial and nonmanagerial men and women. We also examined alcohol problems as a function of drinking context (i.e., when they drink and with whom they drink) for each of these four groups. Survey data and data from company records were collected from a large sample of blue and white collar employees (n = 2279). Participants completed a detailed questionnaire aimed at assessing many work-related attitudes, general mental and physical health-related perceptions, motivations for alcohol use, alcohol consumption indices, and alcohol problems. We found that several of the demographic variables differentially predicted alcohol consumption and problems for the four groups. In addition, drinking alone and immediately after work were associated with alcohol problems for women managers at a significantly higher rate than for the other groups of employees. These results support the assertion that more complex models are needed to understand the linkages between work and alcohol use. [ABSTRACT FROM AUTHOR]

The article focuses on the correlation between drug testing policies of the companies and job attitudes of the employees. In an attempt to curb work related alcohol and drug use, many employers currently use drug testing (DT) as a means of both screening job applicants and monitoring job incumbents. The characteristics of these programs vary widely: reasons for testing range from random, mandatory screens to "for cause" testing, while test outcomes range from substance abuse treatment to immediate dismissal. The purpose of the present investigation is to examine DT attitudes with respect to a number of work-related attitudes and behaviors using a large, blue collar sample. Apparent danger on the job and public contact are two variables that have been significantly related to DT attitudes. Attitudes toward DT programs have been examined with respect to both procedural and outcome aspects of the DT program. Limited evidence suggests that drug testing programs arc received more favorably when employees perceive them to be fair and when the program is designed to protect worker privacy.