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Locus of Control and Well-Being at Work: How Generalizable are Western Findings?

Paul E. SpectorUniversity of South FloridaCary L. CooperUniversity of Manchester Institute of Science and TechnologyJuan I. SánchezFlorida International UniversityMichael P. O’DriscollUniversity of WaikatoKate SparksUniversity of Manchester Institute of Science and TechnologyPeggy BerninNational Institute for Psychosocial Factors and Health, SwedenAndré BüssingTechnical University of MiinchenPhilip DeweMassey UniversityPeter HartLuo LuKaohsiung Medical UniversityKaren MillerUniversity of WitwatersrandLucio Renault De MoraesFederal University of Minas GeraisGabrielle M. OstrognayMilan PagonUniversity of Ljubljana and University of MaribarHorea D. PitariuBabes-Bolyai UniversitySteven PoelmansIESE, University of NavarraPhanikiran RadhakrishnanUniversity of Texas at El PasoVesselina RussinovaBulgarian Academy of SciencesВ. СаламатовUkrainian Academy of Public AdministrationJesús SalgadoUniversity of SantiagoSatoru ShimaTokyo Keizai UniversityOi Ling SiuLingnan UniversityJean Benjamin StoraHautes Etudes Commerciales GroupeMare TeichmannTallinn Technical UniversityTöres TheorellNational Institute for Psychosocial Factors and Health, SwedenPeter VlerickUniversity of GhentMina WestmanTel Aviv UniversityMaria Widerszal‐BazylCentral Institute for Labor Protection, PolandPaul T. P. WongTrinity Western UniversityShanfa YuHenan Institute of Occupational Medicine

Academy of Management Journaljournal2002en

ABI

Annotatsiya

Managers from 24 geopolitical entities provided data on work locus of control, job satisfaction, psychological strain, physical strain, and individualism/collectivism. The hypothesis that the salutary effects of perceived control on well-being are universal was supported because relations of work locus of control with well-being at work were similar in almost all the sampled areas. Furthermore, the individualism/collectivism level of each sample did not moderate the magnitude of correlations of work locus of control with measures of well-being. Findings indicate that control beliefs contribute to well-being universally, but we suggest that how control is manifested can still differ.

Mavzular

Job Satisfaction and Organizational Behavior Psychological Well-being and Life Satisfaction Workplace Health and Well-being

Identifikatorlar

DOI: 10.5465/3069359

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