As contemporary organizations are met with increasing demands and uncertainty, their continued success relies on employees' willingness and ability to think proactively and take action in the face of challenges. Some scholars have reasoned that stressors in the work environment may serve as indicators, to employees, that change is needed, therefore promoting proactive work behavior. However, current theories related to work stress assert that demands in the environment may exert effects dependent on the degree to which resources are available to cope with demands. Drawing on the Job Demands-Resources model and others, the present research examines the interplay between psychological resources, work stressors, and proactive work behavior in a sample of 229 preschool teachers in Germany. Specifically, the focus is on the moderating role of state-level psychological resources (e.g., enthusiasm, self-assurance, attentiveness, and feeling recovered) in the relationship between work stressors and proactive work behavior. Data was collected at three time points and included both self- and co-worker reports of proactive work behavior. Results indicate that psychological resources, characterized by positive mood and high energy, play an important motivational role in the face of work stressors. Findings support the importance of considering individual factors (e.g. availability of psychological resources) when examining relationships between environmental factors and proactive behavior. Implications for future research are discussed.

Negative events encountered in daily life influence individual well-being. Individuals vary in their reactivity to these events, the extent to which they are behaviorally, physiologically, and psychologically influenced by them (Almeida, 2005; Neupert, Almeida, & Charles, 2007). Reactivity to events in the form of changes in health behavior could represent either an attempt at coping (Cooper, Frone, Russell, & Mudar, 1995) or a stressor-related failure of self-control (Muraven & Baumeister, 2000). Such changes in behavior could have later effects on health. Although a great deal of attention has been paid to both the immediate and long-term effects of stressors on individuals, little is understood about the potential relationship between these immediate and long-term consequences. Exploration of this connection could not only expand the understanding of the relationships between stressors, behavior, and well-being, but also inform intervention strategies. One important domain in which stressors occur is work; certain occupations such as nursing expose individuals to a greater likelihood of experiencing stressors simply by nature of the tasks and/or environment involved. As a nursing shortage continues, stress is in fact one of the most-often cited reasons for nurses to leave the profession (Cangelosi, Markham, & Bounds, 1998). Using a sample drawn from the Oregon Nurse Retention Project and the relatively novel statistical method of slopes-as-predictors, I examined the relationships between work stressors and nurses' health behaviors (alcohol consumption, diet, exercise) and then used those relationships as predictors of follow-up outcomes (depression, life satisfaction, perceived health). Significant variability was found for five combinations of stressors and health behaviors, indicating that varying patterns of health behavior reactivity were indeed present in this sample; moreover four of those five stressor-behavior (reactivity) slopes emerged as significant predictors of later health and well-being. Notably, reactivity in the form of increased days of exercise during weeks of greater demands or negative events was associated with lower depression scores, and reactivity in the form of increased days of exercise during weeks of greater conflicts was associated with greater satisfaction with life. Implications of these findings, including the importance of exercise in maintaining well-being, are discussed.

This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.

The purpose of this project was to examine the factors affecting coaches with stress burnout. This project was intended for all coaches from high school to college level.

Recent decades have seen an explosion of research centered on understanding the influential impact that job stressors have on employees' subjective well-being, and now more recently, on objective assessments of physical health. Utilizing baseline data from a larger study funded by the National Institute for Occupational Safety and Health (NIOSH), I conducted a field study on blue-collar employees from two organizations in the construction industry, with the goal of exploring the impact of job stressors on job satisfaction (subjective well-being) and body mass index (objective health), as well as the influence of organizational justice as a moderator and exercise as a mediator in those relationships. In support of previous research, results show that job stressors (job demands, low skill discretion, and low decision authority) all had significant direct effects on job satisfaction in the expected directions, signifying that the fewer demands and more control one has in their work role, the more satisfied one is. Results also indicate that distributive and procedural justice have significant main effects on job satisfaction, illustrating that higher perceptions of justice are related to higher levels of job satisfaction. With respect to objective health, the data provides empirical support for the relationship between job control (skill discretion and decision authority) and BMI; however, job demands did not have a significant main effect on BMI. More importantly, the rarely studied relationship between organizational justice and BMI was investigated (Robbins et al., 2012), with results indicating that procedural and distributive justice are important influences on one's BMI level. Post hoc analyses revealed that distributive and procedural justice are two relevant mediators to consider in the job stressor-job satisfaction relationship, illustrating the importance of considering employees' fairness perceptions with regards to their satisfaction levels. Moreover, exercise was found to be a significant moderator to the relationship between job demands and BMI, as well as the relationship between distributive justice and job satisfaction, shedding light on physical activity within the work and health contexts as a factor that interacts with employees' perceptions of justice and their workload demands to impact their psychological and physical health. Considering the cross-sectional nature of these data, all mediation and moderation results should be interpreted with caution. With empirical support found for the direct association between job stressors and organizational justice and the outcomes of job satisfaction and BMI, this study has significant implications for researchers and practitioners alike to further expand upon these findings and implement them into organizational practice in support of the Total Worker Health initiative, which aims to promote employee safety and health (Schill & Chosewood, 2013). Results suggest a healthy workforce is the result of the combination of employers transforming the work environment into a more just, transparent and trustworthy place to work, starting with the dynamics between supervisors and their employees, in conjunction with targeted interventions on employees' modifiable behaviors, such as engaging in physical activity and healthier eating habits.