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The desired retirement age (DRA) becomes more important because some countries adapt their strict retirement regulations to it. A process is tested for how psychological empowerment influences the DRA mediated by psychological and physical strain and how the DRA is connected to the expected retirement age (ERA). The paper aims to discuss these issues.

Structured interviews with 1,485 German employees (55 years and older) were conducted via telephone.

Psychological and physical strain mediated both the relationship between psychological empowerment and the DRA. DRA and ERA were positively associated. The control variables – age, net income, and organizational size – also significantly affected the DRA.

The results are only valid for the German job market. All variables were collected at one measurement point.

The strengthening of psychological empowerment can be one measure to motivate older employees to delay their retirement and finally keep them longer in the labor force.

A large sample was collected and interviewed via telephone, which helps to overcome some limitations of questionnaire research. The process model helps to understand how job characteristics are connected with the DRA and the ERA.

The purpose of this study is to examine when perceived organizational support (POS) may be more likely to play a mediator versus moderator role in stressor and strain relationships by considering POS relative to challenge and hindrance stressors, cognitive/emotional and physical strains.

This cross‐sectional survey research was conducted in two samples (n=720, 829) of employees working for a large retail organization in the USA. Hypotheses were tested using structural equation modeling.

As hypothesized, results indicate POS mediates relationships between hindrance stressors and cognitive/emotional strains, but does not mediate relationships between challenge stressors and physical strains. POS does not moderate any of the relationships examined.

This paper is one of few studies to examine challenge and hindrance stressors and to examine POS relative to physical strains.

Managerial stress exists and has to be coped with. The author describes a study that demonstrates that cue‐controlled relaxation can be applied to groups of managers to reduce psychological and physical stress. The study involved 36 middle managers with stress problems who were randomly exposed to treatment and non‐treatment, which consisted of a three‐week programme to teach conditioned relaxation responses to self‐administered cues. Three months after both groups completed measures of psychological strain, physical strain and job satisfaction. Results indicated that the treatment reduced psychological and physical strain and improved job satisfaction, but had a negligible impact on performance and physiological strain.

The purpose of this study is to examine the relationship of social capital with the negative externalities associated with stress, or the psychological and physiological strains experienced by police officers.

Using data collected in 1999 from a survey of Baltimore Police officers designed to examine questions about the relationship between police stress and domestic violence in police families and using multivariate regression analysis, the paper focuses on five different proxies for stress and strain, and two proxies for social capital and conducting several robustness checks.

Results show that an increase in social capital is significantly correlated to a decrease in the level of strain, in the psychological, physical, burnout and health areas.

While this study examines the social capital/strain relationship with US officers, more research is needed, as these findings may not extrapolate well into other national settings. It may also be interesting to further explore sub‐cultures within departments. Additionally, the data may be dated and, as major changes and events have occurred since the survey, a newer study of officers would be needed to observe whether these changes have had significant impact.

From a policy perspective, the findings suggest that stress reduction programs should actively engage employees to build stronger social networks.

This study comprehensively examines the ability of social capital at negating the impacts of strains, and significantly reduces the impact of major trauma events. This paper adds to the literature as there are few multivariate analyses of the social capital/strain relationship.

The purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P).

The study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region.

The prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted.

The study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here.

First, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying).

The study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.

The purpose of this paper is to examine stressor-strain relationships that play a role in foreign-born Hispanic workers’ well-being and family-to-work facilitation (FWF) as a moderator in this relationship.

The authors used a unique sample of foreign-born Hispanic workers employed in blue-labor jobs in Texas (n=163).

Consistent with the theoretical assertions, the authors found support for the negative relationship between legal status concern and Hispanic workers’ psychological and perceived physical health. Further, FWF attenuated the negative consequences of lack of English language proficiency on psychological well-being.

Both organizations and Hispanic workers can benefit from the results of the study. Hispanic immigrants can enhance their well-being by relying more on their families and seeking more support from their friends and families when dealing with immigration-related stressors. Organizations and policymakers can improve Hispanic workers’ well-being by educating them about immigration-related issues and by offering help with mastering English language.

The authors studied psychological and physical well-being of a population that is generally underrepresented in the literature – foreign-born Hispanic immigrant employees. The paper also examined what employers can do to improve the work experience of these workers.

A survey of employed workers was conducted at two time periods to assess relationships between work‐family conflict, well‐being, and job and family satisfaction, along with the role of social support from work colleagues and family members. Levels of work‐to‐family interference (WFI) were found to be uniformly higher than family‐to‐work interference (FWI). However, at each time period FWI showed more consistent negative relationships with well‐being and satisfaction, indicating that family‐to‐work interference may have a greater bearing on employees’ affective reactions. There were few cross‐time relationships between work‐family conflict and these reactions, which suggests that the association of work‐family conflict with well‐being and satisfaction may be time‐dependent. Although there was some evidence that social support from work colleagues moderated the relationship of WFI with psychological strain and family satisfaction, family support did not display a consistent moderator influence. Instead, both forms of support tended to exhibit direct (rather than moderator) relationships with the outcome variables. Implications of the findings for research and interventions are discussed.

There is a large literature devoted to the stresses and strains of work and work‐related activities. This research effort shows no sign of abating. The aim of this paper is to highlight and discuss several centrally important questions and assumptions in the nature of this research which, in our view, require more careful consideration in future work.

The purpose of this study was to investigate the relationship between witnessing workplace bullying behavior and employee attitudes and intentions to turnover.

A sample of 150 full‐time employees from two mid‐sized indigenous private manufacturing plants from the province of Henan, China were surveyed at a single point in time.

Findings indicate a negative relationship between witnessing workplace bullying and employee satisfaction and commitment. In addition, strain and satisfaction fully mediate the relationship between witnessing workplace bullying and employee intention to turnover.

Given the link between witnessing workplace bullying and employee attitudes, it is important for Chinese managers to ensure that interactions with employees maintain a positive and professional tone.

The paper's findings suggest that it is not necessary for an employee to be the personal victim of bullying behavior, rather an employee need only be an observer of workplace bullying in order to experience increases in physical and emotional strain.

Presents a special methodological approach to the study of stress and strain at work, in order to reduce excessive workload by allowing extra time for the operation. In the study three methods were used: activity sampling; job analysis and evaluation; and measurement of workplace conditions. Also, a method was used which gives criteria and grades for research and evaluation of stresses at the workplace. These are physical stress (dynamical and statical); thermal; visual; noise stress; stress caused by contact with aerosols; gases; vapours; stress caused by monotony. They are measured as ecological, physiological and comfort indexes. It is clear that stress factors enable the evaluation of most physical work. The application scope for our model of defining the ergonomic coefficient was the clothing industry. The defined ergonomic coefficient represents a smaller addition to standard time than the strain and the environmental coefficients used at present.