A meta-analytic examination of the potential correlates and consequences of workload

Over the last four decades, occupational stress researchers have given considerable attention to the potential correlates and consequences of workload. In the current study, we use meta-analysis (overall k = 336) to quantitatively review the workload literature. In analyses of hypothesized correlate...

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Veröffentlicht in:Work and stress Jg. 29; H. 2; S. 95 - 113
Hauptverfasser: Bowling, Nathan A., Alarcon, Gene M., Bragg, Caleb B., Hartman, Michael J.
Format: Journal Article
Sprache:Englisch
Veröffentlicht: Abingdon Routledge 03.04.2015
Taylor & Francis Ltd
Schlagworte:
Absenteeism
Commitments
employee well-being
Families & family life
Family conflict
Family roles
Family work relationship
job demands
Job performance
Literature reviews
Meta-analysis
Negative emotions
Occupational health
Occupational stress
Organizational commitment
Psychological well being
Quality of life
Role ambiguity
Role conflict
role overload
Social support
Supervisors
Systematic review
Well being
Work study
workload
Workloads
ISSN:0267-8373, 1464-5335
Online-Zugang:Volltext
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Zusammenfassung:Over the last four decades, occupational stress researchers have given considerable attention to the potential correlates and consequences of workload. In the current study, we use meta-analysis (overall k = 336) to quantitatively review the workload literature. In analyses of hypothesized correlates, we found that social support was negatively associated (ρ = −.20 for supervisor support; ρ = -.11 for co-worker support) and that trait negative affectivity (ρ = .22), role ambiguity (ρ = .28), role conflict (ρ = .44) and work-family conflict (ρ = .44 for work-to-family conflict; ρ = .20 for family-to-work conflict) were each positively associated with workload. Analyses examining hypothesized outcome variables suggest that workload is negatively associated with several indices of psychological and physical well-being (ρs were generally in the -.20s and -.30s), and affective organizational commitment (ρ = -.11), and is positively associated with turnover intention (ρ = .16) and absenteeism (ρ = .07).
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ISSN:0267-8373
1464-5335
DOI:10.1080/02678373.2015.1033037