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Cited by 237Workplace Health and Well-beingJob Satisfaction and Organizational BehaviorMindfulness and Compassion Interventions

The influence of psychological flexibility on work redesign: Mediated moderation of a work reorganization intervention.

Open access
Bond, Frank W., Flaxman, Paul E., Bunce, David·2008·Journal of Applied Psychology
DOI 10.1037/0021-9010.93.3.645
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Abstract

This quasi-experiment tested the extent to which an individual characteristic, psychological flexibility, moderated the effects of a control-enhancing work reorganization intervention in a call center. Results indicated that, compared with a control group, this intervention produced improvements in mental health and absence rates, particularly for individuals with higher levels of psychological flexibility. Findings also showed that these moderated intervention effects were mediated by job control. Specifically, the intervention enhanced perceptions of job control, and hence its outcomes, for the people who received it, especially for those who had greater psychological flexibility. Discussion highlights the benefits of understanding the processes (e.g., mediators, moderators, and mediated moderators) involved in work reorganization interventions.

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Crossref · 10.1037/0021-9010.93.3.645

Cites

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  • Higher levels of psychological flexibility are associated with improved mental health, job performance and absenteeism in UK workers.

    “Higher levels of psychological flexibility have been shown to be associated with improved mental health, job performance and absenteeism in UK workers [21, 22].”

    From A workplace Acceptance and Commitment Therapy (ACT) intervention for improving healthcare staff psychological distress: A randomised controlled trial (2022) · cites this paper as [22]

    The Participants section identifies UK call-center workers, and the Discussion (p. 17) reports that those with higher psychological flexibility benefited more from the intervention in mental health and absence rates. The Psychological flexibility at work section (p. 6) reports an association with job performance from earlier studies, but this paper does not establish a job-performance finding in its UK sample. (LLM, conf=0.84)

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  • ACT-based stress management interventions have a positive impact on employees' psychological health, well-being, and stress management skills.

    “research suggests that stress management interventions based on the acceptance and commitment therapy (ACT) have a positive impact on employees’ psychological health, well-being, and stress management skills [12-19].”

    From Feasibility of a personal health technology-based psychological intervention for men with stress and mood problems: Randomized controlled pilot trial (2013) · cites this paper as [18]

    In “Psychological flexibility at work” (p. 6), the paper reports that randomized trials found ACT interventions improved mental health and reduced burnout, supporting the psychological-health and well-being portion of the claim. It does not report improvements in employees’ stress management skills. The intervention tested in this paper was work reorganization, not ACT (“Implications and conclusions,” p. 19). (LLM, conf=0.86)

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Research works printed but not linked: 6

  1. [18]18. Donaldson-Feilder, E., & Bond, F. W. (2004). Psychological acceptance and emotional intelligence in relation to workplace well-being. British Journal of Guidance and Counselling, 34, 187-203.
  2. [23]23. Ganster, D. C., & Fusilier, M. R. (1989). Control in the workplace. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology. Chichester, UK: Wiley.
  3. [43]43. McDowell, I., & Newell, C. (1996). Measuring health. Oxford, England: Oxford University Press.
  4. [46]46. Murphy, L. R., & Hurrell, J. J. (1987). Stress management in the process of organizational stress reduction. Journal of Managerial Psychology, 2, 18 -23.
  5. [47]47. Nunnally, J.C. & Bernstein, I.H. (1994). Psychometric theory (3 rd ed.). New York: McGraw-Hill.
  6. [59]59. Wells, A. (2000). Emotional disorders and metacognition: Innovative cognitive therapy. Chichester, UK: Wiley & Sons.

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Authors
Bond, F. W., Flaxman, P. E., & Bunce, D.
Affiliations
University of London (GB)
ORCID
Venue
Journal of Applied Psychology
Publisher
American Psychological Association (APA)
Published
2008-05
Volume
93
Issue
3
Pages
645-654
ISSN
  • 0021-9010 (ISSN-L)
  • 1939-1854
DOI
10.1037/0021-9010.93.3.645
OpenAlex
W2003799758
Cited by
235
References
70
Citations by year
2026: 9 · 2025: 12 · 2024: 16 · 2023: 7 · 2022: 19 · 2021: 12 · 2020: 15 · 2019: 15 · 2018: 9 · 2017: 13 · 2016: 20 · 2015: 13 · 2014: 12 · 2013: 21 · 2012: 13
FWCI
18.64
Type
journal article
Language
en
Open access
Locations
  • Journal of Applied Psychology (publishedVersion)
  • PubMed (publishedVersion)
  • Goldsmiths (University of London) (acceptedVersion)
  • City Research Online (City University London) (submittedVersion)
Funders
British Occupational Health Research Foundation
Topics
  • Health Sciences › Health Professions › General Health Professions › Workplace Health and Well-being
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Clinical Psychology › Mindfulness and Compassion Interventions
Keywords
psychological flexibility, job redesign, job control, moderated mediation, call center employees, mental health, absenteeism
MeSH terms
Absenteeism, Affect, Decision Making, Organizational, Humans, Mental Health, Personality, Surveys and Questionnaires, Negotiating, Workplace

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