Papers by Christian Dormann
Psychological Methods, 2015
Cross-lagged regression coefficients are frequently used to test hypotheses in panel designs. How... more Cross-lagged regression coefficients are frequently used to test hypotheses in panel designs. However, these coefficients have particular properties making them difficult to interpret. In particular, cross-lagged regression coefficients may vary, depending on the respective time lags between different sets of measurement occasions. This article introduces the concept of an optimal time lag. Further, it is demonstrated that optimal time lags in panel studies are related to the stabilities of the variables investigated, and that in unidirectional systems they may be unrelated to the size of possible true effects. The results presented also suggest that optimal time lags for panel designs are usually quite short. Implications are (a) that interpreting cross-lagged regression coefficients requires taking the time lag between measurement occasions into account and (b) that in much research, far shorter time lags than those frequently found in the literature are justifiable, and we call for more "shortitudinal" studies in the future. Panel designs, in which data are gathered from the same individuals on two or more occasions, are very popular. However, designing a panel study can be problematic. As Mitchell and James noted, "With impoverished theory about issues such as when events occur, when they change, or how quickly they change, the empirical researcher is in a quandary. Decisions about when to measure and how frequently to measure critical variables are left to intuition, chance, convenience, or tradition. None of these are particularly reliable guides [….]" (2001, p. 533; see also . The lack of systematic methods for determining "when to measure" means researchers have little practical guidance for choosing appropriate time lags in longitudinal studies. In this article, we address the problem of "when to measure" by deriving methods to estimate the optimal time lag between measurement occasions. We focus on the optimal time lag between two variables, X and Y, in a panel design. The regression-based twowave, two-variable (2w2v) panel design is one of the most common types of repeated measure designs in the applied psychology literature. We derive general principles that are algebraic rather than simulation-based. We also provide practical guidance for estimating lagged effects regardless of the content domain. Optimal time lags should be considered within the broader question of "when events occur, when they change, and how quickly they change." argues that an effective longitudinal design depends on capturing the theoretical process that is consistent with the temporal change being investigated. In this study we assume a process of continuous change through which independent variables exert an ongoing influence on lagged dependent variables. This continuous process can include reciprocal effects between variables, and assumes that there is some level of stability in all variables across time. This theoretical process is very common in panel studies, and some assumptions regarding the underlying process are necessary for general conclusions to be drawn (cf. Voelkle, Oud, . The only alternative approach to finding the optimal time interval would be to conduct a multi-wave study with many waves separated by very short intervals, and interpolate from the results. The present article provides new insights into the temporal design of panel studies. Ultimately, our approach encourages researchers to estimate optimal time lags through
The purpose of this study was to replicate the dimensions of the customer-related social stressor... more The purpose of this study was to replicate the dimensions of the customer-related social stressors (CSS) concept across service jobs, to investigate their consequences for service providers' well-being, and to examine emotional dissonance as mediator. Data of 20 studies comprising of different service jobs (N = 4,199) were integrated into a single data set and meta-analyzed. Confirmatory factor analyses and explorative principal component analysis confirmed four CSS scales: disproportionate expectations, verbal aggression, ambiguous expectations, disliked customers. These CSS scales were associated with burnout and job satisfaction. Most of the effects were partially mediated by emotional dissonance. Further analyses revealed that differences among jobs exist with regard to the factor solution. However, associations between CSS and outcomes are mainly invariant across service jobs.
Cross-lagged regression coefficients are frequently used to test hypotheses in panel designs. How... more Cross-lagged regression coefficients are frequently used to test hypotheses in panel designs. However, these coefficients have particular properties making them difficult to interpret. In particular, cross-lagged regression coefficients may vary, depending on the respective time lags between different sets of measurement occasions. This article introduces the concept of an optimal time lag. Further, it is demonstrated that optimal time lags in panel studies are related to the stabilities of the variables investigated, and that in unidirectional systems, they may be unrelated to the size of possible true effects. The results presented also suggest that optimal time lags for panel designs are usually quite short. Implications are (a) that interpreting cross-lagged regression coefficients requires taking the time lag between measurement occasions into account, and (b) that in much research, far shorter time lags than those frequently found in the literature are justifiable, and we call for more "shortitudinal" studies in the future.
Structural Equation Modeling-a Multidisciplinary Journal, 2001
ABSTRACT
Anxiety Stress and Coping, 2012
In a general population sample of 2343 Australian workers from a wide ranging employment demograp... more In a general population sample of 2343 Australian workers from a wide ranging employment demographic, we extended research testing the buffering role of psychosocial safety climate (PSC) as a macro-level resource within the health impairment process of the Job Demands-Resources (JD-R) model. Moderated structural equation modeling was used to test PSC as a moderator between emotional and psychological job demands and worker depression compared with control and social support as alternative moderators. We also tested PSC as a moderator between depression and positive organizational behaviors (POB; engagement and job satisfaction) compared with control and social support as moderators. As expected we found PSC moderated the effects of job demands on depression and further moderated the effects of depression on POB with fit to the data that was as good as control and social support as moderators. This study has shown that PSC is a macro-level resource and safety signal for workers acting to reduce demand-induced depression. We conclude that organizations need to focus on the development of a robust PSC that will operate to buffer the effects of workplace psychosocial hazards and to build environments conducive to worker psychological health and positive organizational behaviors.
Accident Analysis and Prevention, 2011
Psychosocial safety climate (PSC) is defined as shared perceptions of organizational policies, pr... more Psychosocial safety climate (PSC) is defined as shared perceptions of organizational policies, practices and procedures for the protection of worker psychological health and safety, that stem largely from management practices. PSC theory extends the Job Demands-Resources (JD-R) framework and proposes that organizational level PSC determines work conditions and subsequently, psychological health problems and work engagement. Our sample was derived from the Australian Workplace Barometer project and comprised 30 organizations, and 220 employees. As expected, hierarchical linear modeling showed that organizational PSC was negatively associated with workplace bullying and harassment (demands) and in turn psychological health problems (health impairment path). PSC was also positively associated with work rewards (resources) and in turn work engagement (motivational path). Accordingly, we found that PSC triggered both the health impairment and motivational pathways, thus justifying extending the JD-R model in a multilevel way. Further we found that PSC, as an organization-based resource, moderated the positive relationship between bullying/harassment and psychological health problems, and the negative relationship between bullying/harassment and engagement. The findings provide evidence for a multilevel model of PSC as a lead indicator of workplace psychosocial hazards (high demands, low resources), psychological health and employee engagement, and as a potential moderator of psychosocial hazard effects. PSC is therefore an efficient target for primary and secondary intervention.
Accident Analysis and Prevention
European Journal of Work and Organizational Psychology, 2012
The aim of this study is to investigate the moderating effect of matching job resources as well a... more The aim of this study is to investigate the moderating effect of matching job resources as well as matching off-job recovery (i.e., detachment from work) on the relation between corresponding job demands and psychological outcomes. Using the Demand-Induced Strain Compensation (DISC) Model as a theoretical framework, we conducted a cross-sectional survey study with 399 employees from three Dutch organizations. Results showed that (1) cognitive demands, resources, and lack of detachment are predictors of cognitive outcomes (i.e., active learning and creativity), (2) emotional demands and lack of detachment are predictors of emotional outcomes (i.e., emotional exhaustion), and (3) physical demands, lack of detachment, and lack of resources are predictors of physical outcomes (i.e., physical health complaints). Specifically, cognitive detachment from work might have negative effects on learning and creativity, whereas emotional and physical detachment from work might have positive effects on employees' health, and even on creativity. In conclusion, in order to cope with specific job demands, employees need corresponding job resources and detachment from work to balance health and performance-related outcomes.
Journal of Applied Psychology, 2006
Two longitudinal studies investigated the issue of match between job stressors and job resources ... more Two longitudinal studies investigated the issue of match between job stressors and job resources in the prediction of job-related strain. On the basis of the triple-match principle (TMP), it was hypothesized that resources are most likely to moderate the relation between stressors and strains if resources, stressors, and strains all match. Resources are less likely to moderate the relation between stressors and strains if (a) only resources and stressors match, (b) only resources and strains match, or (c) only stressors and strains match. Resources are least likely to moderate the relation between stressors and strains if there is no match among stressors, resources, and strains. The TMP was tested among 280 and 267 health care workers in 2 longitudinal surveys. The likelihood of finding moderating effects was linearly related to the degree of match, with 33.3% of all tested interactions becoming significant when there was a triple match, 16.7% when there was a double match, and 0.0% when there was no match. Findings were most consistent if there was an emotional match or a physical match.
International Journal of Behavioral Medicine, 2010
Background Supportive studies of the demand–control (DC) model were more likely to measure specif... more Background Supportive studies of the demand–control (DC) model were more likely to measure specific demands combined with a corresponding aspect of control. Purpose A longitudinal test of Karasek’s (Adm Sci Q. 24:285–308, 1) job strain hypothesis including specific measures of job demands and job control, and both self-report and objectively recorded well-being. Method Job strain hypothesis was tested among 267 health care employees from a two-wave Dutch panel survey with a 2-year time lag. Results Significant demand/control interactions were found for mental and emotional demands, but not for physical demands. The association between job demands and job satisfaction was positive in case of high job control, whereas this association was negative in case of low job control. In addition, the relation between job demands and psychosomatic health symptoms/sickness absence was negative in case of high job control and positive in case of low control. Conclusion Longitudinal support was found for the core assumption of the DC model with specific measures of job demands and job control as well as self-report and objectively recorded well-being.
Psychologische Rundschau, 2008
Wir greifen die durch neuerlich entzündete Debatte um das Veröffentlichen von Forschungsergebniss... more Wir greifen die durch neuerlich entzündete Debatte um das Veröffentlichen von Forschungsergebnissen der angewandten psychologischen Forschung als deutsch-versus englischsprachige Publikation auf. Aus unserer Sicht, sowohl als Herausgeber englischsprachiger Fachzeitschriften als auch als Autoren, halten wir eine Reihe von Argumenten von Kanning et al. für nicht zutreffend. Wir argumentieren, dass die Schwierigkeiten bei dem internationalen Publizieren vor allem auf die hohen Standards und die harten Selektionskriterien zurückführbar sind. Irgendwelche Besonderheiten der angewandten Disziplinen sind dafür ebenso wenig verantwortlich wie fehlendes internationales Interesse an unseren kulturellen Besonderheiten. Wir elaborieren die existierenden Schwierigkeiten und geben Empfehlungen, wie mit ihnen umgegangen werden kann. Weiterhin gehen wir davon aus, dass internationale Publikationen auch im Inland kaum weniger rezipiert werden als deutschsprachige Werke. Allgemein allerdings gilt, dass ohne aktivere Öffentlichkeitsarbeit (Interviews im Radio oder Fernsehen, Kooperation mit Wissenschaftsjournalisten etc.) die Verbreitung und Wahrnehmung psychologischer Forschungsergebnisse weit unter einem wünschenswerten Niveau bleiben.
European Journal of Work and Organizational Psychology, 2011
The aim of this study is to investigate the moderating effect of matching job resources as well a... more The aim of this study is to investigate the moderating effect of matching job resources as well as matching off-job recovery (i.e., detachment from work) on the relation between corresponding job demands and psychological outcomes. Using the Demand-Induced Strain Compensation (DISC) Model as a theoretical framework, we conducted a cross-sectional survey study with 399 employees from three Dutch organizations. Results showed that (1) cognitive demands, resources, and lack of detachment are predictors of cognitive outcomes (i.e., active learning and creativity), (2) emotional demands and lack of detachment are predictors of emotional outcomes (i.e., emotional exhaustion), and (3) physical demands, lack of detachment, and lack of resources are predictors of physical outcomes (i.e., physical health complaints). Specifically, cognitive detachment from work might have negative effects on learning and creativity, whereas emotional and physical detachment from work might have positive effects on employees' health, and even on creativity. In conclusion, in order to cope with specific job demands, employees need corresponding job resources and detachment from work to balance health and performance-related outcomes.
International Journal of Stress Management, 2000
The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals.... more The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular demands in human services work and to incorporate these demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job demands and job control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high demand, low control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high demands, high control) give rise to positive outcomes (i.e., job challenge, job satisfaction).
The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals.... more The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular demands in human services work and to incorporate these demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job demands and job control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high demand, low control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high demands, high control) give rise to positive outcomes (i.e., job challenge, job satisfaction).
Journal of Occupational and Organizational Psychology, 2010
Research into work stress has attempted to identify job resources that can moderate the effects o... more Research into work stress has attempted to identify job resources that can moderate the effects of job demands on strain. The recently developed triple-match principle (TMP) proposes that job demands, resources, and strain can be conceptualized as being composed of cognitive, emotional, and physical dimensions. When a psychological imbalance is induced by job demands, individuals activate corresponding resources to reduce the effects of the demands. A closer match occurs when the resources are processed in the same psychological domain as the demands. The further away from a match, the less likely an interactive effect will become. Put simply, the likelihood of finding an interactive effect between job demands and job resources is greatest when demands, resources, and strain are based on qualitatively similar dimensions (i.e. cognitive, emotional, and physical). For example, emotional support from colleagues is likely to buffer the effects of emotional demands on emotional exhaustion. The TMP was tested in a sample of 179 Australian police officers in a two-wave longitudinal study. The likelihood of finding an interactive effect was related to the degree of match between job demands, job resources, and strain with 33.3% of triple-match interactions significant, 22.2% when there was a double-match, and 0.0% when there was no match. These findings lend support to the TMP as a guiding framework, for research, to explore possible interactive effects in work stress research, and for practice, to inform interventions matching resources to occupational demands, to offset strain.
International Journal of Stress Management, 2004
The purpose of the current study was to conduct a longitudinal test of the moderating effect of b... more The purpose of the current study was to conduct a longitudinal test of the moderating effect of both job control and social support on the relation between job demands and burnout in human service work. To adapt the study to human service work, quantitative as well as emotional demands were examined. A longitudinal survey with a 1-year time interval yielded a panel group encompassing 2,255 employees from the Social Insurance Organization in Sweden. Hierarchical regression analyses were used, controlling for demographic variables and the related dependent variable at Time 1. The analyses were conducted for quantitative and emotional demands separately and revealed main effects. Slightly more main effects were found for emotional demands. In addition, 1 interaction effect was found between emotional demands and job control with regard to emotional exhaustion. In
Journal of Occupational and Organizational Psychology, 2001
This article describes a two-wave panel study which was carried out to examine reciprocal relatio... more This article describes a two-wave panel study which was carried out to examine reciprocal relationships between job characteristics and work-related psychological well-being.
Journal of Applied Psychology, 1999
This study investigated the moderating effects of social support by supervisors and colleagues re... more This study investigated the moderating effects of social support by supervisors and colleagues relative to social stressors at work and depressive symptoms using a structural equations approach in a 3-wave longitudinal study over 1 year. The analyses were based on a randomly drawn sample (N = 543) of citizens in the area around Dresden in the former East Germany. LISREL analysis with latent moderating effects revealed a moderating effect for supervisor support. This applied only if the time lag was 8 months, but not for longer or shorter lags. Under low-support conditions depressive symptoms were increased by social stressors, whereas, contrary to expectations, social stressors reduced subsequent depressive symptoms under high-support conditions. No moderating effect for colleague support was found. Several mechanisms are discussed that may explain the results.
Journal of Organizational Behavior, 2001
Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and s... more Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and stability coefficients for job satisfaction in previous studies are analysed with a meta-analytic procedure. Previous longitudinal studies analysing job changer samples imply an upper limit estimate of 0.51 for direct dispositional influences on job satisfaction. A study of job changers considering the stability of working conditions suggests that this estimate has to be considerably corrected downwards. At present, it is concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes. Implications for job satisfaction as a tool for organizational assessment are discussed. Copyright © 2001 John Wiley & Sons, Ltd.
Journal of Occupational and Organizational Psychology, 2002
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Papers by Christian Dormann