LEADER 03502nam 2200481z- 450 001 9910346742803321 005 20210212 035 $a(CKB)4920000000094286 035 $a(oapen)https://directory.doabooks.org/handle/20.500.12854/57335 035 $a(oapen)doab57335 035 $a(EXLCZ)994920000000094286 100 $a20202102d2018 |y 0 101 0 $aeng 135 $aurmn|---annan 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 00$aPsychosocial Job Dimensions and Distress/Well-Being: Issues and Challenges in Occupational Health Psychology 210 $cFrontiers Media SA$d2018 215 $a1 online resource (261 p.) 225 1 $aFrontiers Research Topics 311 08$a2-88945-408-8 330 $aOver the last three decades a large body of research has showed that psychosocial job dimensions such as time pressure, decision authority and social support, could have significant implications for psychological distress and well-being. Theoretical models, such as the job demand-control-social support model (JDCS model), the effort-reward imbalance model (ERI model), the job demands-resources model (JDR model) and the vitamin model suggest that distress and positive dimensions at work (well being and motivation) can be considered as two sides of the same coin. If the job is designed to provide the right mix of psychosocial job dimensions (e.g., optimal time pressure, decision authority and social support), work can boost job engagement and well-being as well as productive behaviors at work. When the job is not designed in an optimal way (e.g., too much time pressure and too little decision authority) work can trigger stress reactions and burnout. Although some insight has been gained on how job dimensions could predict distress and well-being, and also into the dimensions that might moderate and mediate these associations; research still faces several challenges. Firstly, most of this research has been cross-sectional in nature, thus making it difficult to conclude on the long-term effects of psychosocial job dimensions. Another challenge concerns how the contextual dimensions can be incorporated into micro-levels models on employee stress and well-being. Nowadays, work is carried out in the context of a wider environment that includes organizational variables. So far the role of the organizational variables in the theoretical frameworks for explaining the relationships between psychosocial job dimensions, employee distress and well-being, has often been underplayed. The main aim of this research topic is to bring together international research from different theoretical and methodological perspectives in order to advance knowledge and practice in the field of work stress. 517 $aPsychosocial Job Dimensions and Distress/Well-Being 606 $aPsychology$2bicssc 610 $aBurnout 610 $aEngagement 610 $aIllegitimate tasks 610 $aIndividual differences 610 $aJob resources 610 $aJob satisfaction 610 $aJob strain 610 $aOccupational stress 610 $aPsychosocial job dimensions 610 $aRecovery dimensions 615 7$aPsychology 700 $aAnthony J. Montgomery$4auth$01331080 702 $aRenato Pisanti$4auth 702 $aJames Campbell Quick$4auth 906 $aBOOK 912 $a9910346742803321 996 $aPsychosocial Job Dimensions and Distress$93040108 997 $aUNINA