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Geczik AM, Lee J, Allen JA, Raposa ME, Robinson LF, Quistberg DA, Davis AL, Taylor JA. An updated analysis of safety climate and downstream outcomes in two convenience samples of U.S. fire departments (FOCUS 1.0 and 2.0 survey waves). Inj Epidemiol 2024; 11:19. [PMID: 38773566 PMCID: PMC11106928 DOI: 10.1186/s40621-024-00502-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/04/2024] [Accepted: 04/24/2024] [Indexed: 05/24/2024] Open
Abstract
BACKGROUND The Fire service Organizational Culture of Safety (FOCUS) survey is an assessment tool comprised of psychometrically validated metrics of safety climate, safety behavior, and downstream outcomes (organizational and injury) that are specific to the U.S. fire and rescue service. METHODS This analysis consists of a descriptive summary of two independent survey waves (FOCUS 1.0 and 2.0). The fire departments included in these survey waves were from convenience sampling (n1.0 = 275; n2.0 = 170). In addition to department level characteristics, we examined individual level characteristics for firefighters and EMS providers in participating departments (n1.0 = 22,719; n2.0 = 16,882). We conducted regression analyses to examine the associations between safety climate and safety behaviors, organizational outcomes, and safety outcomes. All analyses were stratified by organization type (career, volunteer). RESULTS Our analysis indicated that a majority of respondents were males (90.7%FOCUS 1.0; 90.4%FOCUS 2.0), non-officers (68.4%FOCUS 1.0; 66.4%FOCUS 2.0), and non-Hispanic Whites (70.8%FOCUS 1.0; 69.5%FOCUS 2.0). For both samples there was a higher prevalence of injuries among individuals in career departments (nFOCUS 1.0 = 3778 [17.5%]; nFOCUS 2.0 = 3072 [18.7%]) than volunteer departments (nFOCUS 1.0 = 103 [8.8%]; nFOCUS 2.0 = 34 [7.4%]). We observed an approximate 10-point difference between the mean scores of Management Commitment to Safety for career and volunteer departments in both samples. We observed associations for two organizational outcomes, Safety Behavior and Job Satisfaction, with Management Commitment to Safety and Supervisor Support for Safety overall and when stratified by organization type. We observed a decrease in the odds of injuries associated with a one-unit increase in Management Commitment to Safety (OR1.0 overall: 0.98, 95% CI 0.97-0.99; OR2.0 volunteer: 0.90, 95% CI 0.85-0.95) and Supervisor Support for Safety (OR1.0 overall: 0.95, 95% CI 0.93-0.97; OR1.0 career: 0.95, 95% CI 0.92-0.98). CONCLUSIONS From our current study, and a prior analysis of a geographically stratified random sample of U.S. fire departments, we identified that from all the organizational outcomes, job satisfaction was most consistently associated with FOCUS safety climate. Further, firefighters in our samples consistently rated Supervisor Support for Safety higher than Management Commitment to Safety. Future interventions should support fire departments in improving their departmental Management Commitment to Safety and maintaining their Supervisor for Safety.
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Affiliation(s)
- Ashley M Geczik
- Department of Environmental and Occupational Health, Dornsife School of Public Health, Drexel University, Philadelphia, PA, 19104, USA.
| | - Jin Lee
- Department of Psychological Sciences, Kansas State University, Manhattan, KS, USA
| | - Joseph A Allen
- Department of Family and Preventative Medicine, University of Utah, Salt Lake City, UT, USA
| | - Madison E Raposa
- Department of Environmental and Occupational Health, Dornsife School of Public Health, Drexel University, Philadelphia, PA, 19104, USA
| | - Lucy F Robinson
- Department of Epidemiology and Biostatistics, Dornsife School of Public Health, Drexel University, Philadelphia, PA, USA
| | - D Alex Quistberg
- Department of Environmental and Occupational Health, Dornsife School of Public Health, Drexel University, Philadelphia, PA, 19104, USA
- Dornsife School of Public Health, Urban Health Collaborative, Drexel University, Philadelphia, PA, USA
| | - Andrea L Davis
- Department of Environmental and Occupational Health, Dornsife School of Public Health, Drexel University, Philadelphia, PA, 19104, USA
| | - Jennifer A Taylor
- Department of Environmental and Occupational Health, Dornsife School of Public Health, Drexel University, Philadelphia, PA, 19104, USA
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Sun K, Lan T, Goh YM, Safiena S, Huang YH, Lytle B, He Y. An interpretable clustering approach to safety climate analysis: Examining driver group distinctions. ACCIDENT; ANALYSIS AND PREVENTION 2024; 196:107420. [PMID: 38159513 DOI: 10.1016/j.aap.2023.107420] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/24/2023] [Revised: 11/23/2023] [Accepted: 12/01/2023] [Indexed: 01/03/2024]
Abstract
The transportation industry, particularly the trucking sector, is prone to workplace accidents and fatalities. Accidents involving large trucks accounted for a considerable percentage of overall traffic fatalities. Recognizing the crucial role of safety climate in accident prevention, researchers have sought to understand its factors and measure its impact within organizations. While existing data-driven safety climate studies have made remarkable progress, clustering employees based on their safety climate perception is innovative and has not been extensively utilized in research. Identifying clusters of drivers based on their safety climate perception allows the organization to profile its workforce and devise more impactful interventions. The lack of utilizing the clustering approach could be due to difficulties interpreting or explaining the factors influencing employees' cluster membership. Moreover, existing safety-related studies did not compare multiple clustering algorithms, resulting in potential bias. To address these problems, this study introduces an interpretable clustering approach for safety climate analysis. This study compares five algorithms for clustering truck drivers based on their safety climate perceptions. It also proposes a novel method for quantitatively evaluating partial dependence plots (QPDP). Then, to better interpret the clustering results, this study introduces different interpretable machine learning measures (Shapley additive explanations, permutation feature importance, and QPDP). The Python code used in this study is available at https://github.com/NUS-DBE/truck-driver-safety-climate. This study explains the clusters based on the importance of different safety climate factors. Drawing on data collected from more than 7,000 American truck drivers, this study significantly contributes to the scientific literature. It highlights the critical role of supervisory care promotion in distinguishing various driver groups. Moreover, it showcases the advantages of employing machine learning techniques, such as cluster analysis, to enrich the scientific knowledge in this field. Future studies could involve experimental methods to assess strategies for enhancing supervisory care promotion, as well as integrating deep learning clustering techniques with safety climate evaluation.
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Affiliation(s)
- Kailai Sun
- National University of Singapore, Singapore
| | | | | | | | | | | | - Yimin He
- University of Nebraska Omaha, United States
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Estudillo B, Forteza FJ, Carretero-Gómez JM, Rejón-Guardia F. The role of organizational factors in promoting workers' health in the construction sector: A comprehensive analysis. JOURNAL OF SAFETY RESEARCH 2024; 88:41-55. [PMID: 38485384 DOI: 10.1016/j.jsr.2023.10.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 11/18/2022] [Revised: 05/12/2023] [Accepted: 10/16/2023] [Indexed: 03/19/2024]
Abstract
INTRODUCTION The number of physical and mental problems caused by occupational accidents and diseases increases every year. To control them, the safety climate at work is a recognized critical factor. However, a widely applicable model to capture the safety climate for various industries and organizations is lacking. METHOD This study proposes a theoretical model to measure the direct and indirect effects of safety climate on workers' physical and mental health, mediated by job satisfaction, in the construction sector. We propose a multidimensional construct of safety climate, considering the most salient factors from the literature, and including psychological capital as a new factor. Using data from the last wave of the European Working Conditions Survey (2015) in Spain, the proposed model was validated using structural equation modeling. RESULTS Our findings suggest that to further improve the mental health of construction workers, work-life balance and job rewards and compensation must be prioritized along with safety climate. As for physical health, safety climate and work-life balance are crucial. Finally, we provide some recommendations for construction company managers based on a ranking of all the factors affecting the safety climate and the workers' health.
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Affiliation(s)
- Barbara Estudillo
- University of the Balearic Islands, Ctra. Valldemossa Km. 7.5, 07122 Palma, Spain.
| | - Francisco J Forteza
- University of the Balearic Islands, Ctra. Valldemossa Km. 7.5, 07122 Palma, Spain.
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Aryal A, Janssen B, Casteel C, Fethke NB, Buikema B, Cho H, Rohlman DS. Applying the Worker Well-Being Framework to Identify Factors that Impact Turnover Among Long-Haul Truck Drivers. Workplace Health Saf 2023; 71:419-428. [PMID: 37387518 DOI: 10.1177/21650799231178636] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/01/2023]
Abstract
BACKGROUND Drivers in the long-haul trucking industry have chronic health conditions, engage in unhealthy behaviors, and leave the industry at high rates. Previous work has not considered the health and safety outcomes resulting from the conditions of work in the trucking industry and their role in turnover. The goal of this study was to understand the expectations of an incoming workforce, explore how work conditions impact their well-being, and identify strategies for retention. METHODS Semi-structured interviews were conducted among current long-haul drivers and supervisors at trucking companies, and students and instructors at trucking schools (n = 33). Participants were asked about why they decided to enter the industry, their health challenges related to being in the trucking industry and whether these challenges were related to turnover, and strategies for retention. FINDINGS Health conditions, differences in job expectations, and work demands were associated with leaving the industry. Workplace policies and culture (e.g., lack of supervisor support, schedules that limited home time, company size, and lack of benefits) were associated with workers' intention to leave an organization. Strategies identified to improve retention included integrating health and wellness into onboarding, creating realistic job expectations for those entering the industry, establishing relationships with drivers and dispatchers, and developing policies to limit time away from family. CONCLUSION/APPLICATION TO PRACTICE Turnover in the trucking industry is a persistent problem and leads to a shortage of skilled workers, increases the workload, and reduces productivity. Understanding the relationship between the conditions of work and well-being provides a more holistic approach to address the health, safety, and well-being of long-haul truck drivers. Health conditions, differences in job expectations, and work demands were associated with leaving the industry. Workplace policies and culture (e.g., supervisor support, schedules that limited home time, lack of benefits) were associated with workers' intention to leave an organization. These conditions provide an opportunity for occupational health interventions to promote the physical as well as psychological health of long-haul truck drivers.
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Affiliation(s)
- Ashamsa Aryal
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
- Arkansas Department of Health
| | - Brandi Janssen
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
| | - Carri Casteel
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
| | - Nathan B Fethke
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
| | - Brenda Buikema
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
| | - Hyunkeun Cho
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
| | - Diane S Rohlman
- College of Public Health, Department of Occupational and Environmental Health, University of Iowa
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Mullins-Jaime C, Smith TD. Interconnected pathways: The role of integrated programs, safety climate, and safety professional engagement in safety and other organizational outcomes. JOURNAL OF SAFETY RESEARCH 2023; 86:286-297. [PMID: 37718056 DOI: 10.1016/j.jsr.2023.07.007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/13/2022] [Revised: 04/25/2023] [Accepted: 07/14/2023] [Indexed: 09/19/2023]
Abstract
BACKGROUND This study evaluated interconnected pathways of the use of safety management systems (SMS), environmental management systems (EMS), Lean, participatory programs, and integrated systems and their effect on safety management and other organizational outcomes from the perspective of safety professionals working within complex work systems. METHOD Data were collected from 136 safety professionals. A structural path analysis assessed direct and indirect effects within the model and a confirmatory factor analysis evaluated high impact risk management practices and safety incidents as a model to assess safety management outcomes. RESULTS SMS implementation had significant direct effects on safety climate and high impact risk management practices. EMS implementation had significant direct effects on environmental management outcomes. Integration of SMS and EMS with Lean had significant direct effects on safety climate and safety professional engagement. Participatory programs had significant direct effects on high impact risk management practices and safety incidents. Safety professional engagement and safety climate had significant mediating effects on safety and organizational outcomes as did the use of high impact risk management practices. CONCLUSION Results of this study present a case for the use of high impact risk management practices and safety incidents as a measurement of safety management outcomes and the use of participatory programs, SMS, and integrated systems, driven by highly engaged individuals to influence safety and organizational outcomes.
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Affiliation(s)
- Charmaine Mullins-Jaime
- Department of Built Environment, Bailey College of Engineering & Technology, Indiana State University, Terre Haute, IN, USA.
| | - Todd D Smith
- Department of Applied Health Science, School of Public Health, Indiana University - Bloomington, Bloomington, IN, USA
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Quansah PE, Zhu Y, Guo M. Assessing the effects of safety leadership, employee engagement, and psychological safety on safety performance. JOURNAL OF SAFETY RESEARCH 2023; 86:226-244. [PMID: 37718051 DOI: 10.1016/j.jsr.2023.07.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/26/2021] [Revised: 03/06/2023] [Accepted: 07/14/2023] [Indexed: 09/19/2023]
Abstract
INTRODUCTION The study assessed the impact mechanisms of employee engagement and psychological safety in safety leadership and safety performance relationships. METHOD We collected 539 valid responses from contract miners using a multi-wave survey research design. We analyzed the data quantitatively using the structural equation model (SEM) and hierarchical regression analysis (HRA) in AMOS and SPSS version 26 software. We used SEM to examine our proposed framework's main and structural mediation effects. HRA was used to test the moderation effect of our framework. RESULTS From the SEM results of our study, safety leadership significantly and positively influenced all two dimensions of safety performance-safety compliance and safety participation -- and all three dimensions of employee engagement-vigor, dedication, and absorption. Also, vigor, dedication, and absorption partially mediated the relationship between safety leadership and safety compliance, but fully mediated the safety leadership-safety participation relationship. From the HRA results, psychological safety significantly moderated two employee engagement variables (thus, vigor and dedication) and safety compliance. Also, it moderated all three variables of employee engagement (vigor, dedication, and absorption) and safety participation. PRACTICAL APPLICATIONS This current study highlights the importance of examining safety leadership on specific job performance, such as safety performance. It also highlights the necessity of having psychological safety and enhancing employee engagement in the mines.
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Affiliation(s)
| | - Yongyue Zhu
- School of Management, Jiangsu University, Zhenjiang, China.
| | - Minyu Guo
- School of Management, Jiangsu University, Zhenjiang, China
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Li C, Murad M, Awais-E-Yazdan M. The impact of leadership styles on employee safety behaviour among Chinese healthcare workers: The moderating role of cooperation facilitation. Int J Health Plann Manage 2023; 38:1377-1395. [PMID: 37269063 DOI: 10.1002/hpm.3666] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2022] [Revised: 05/04/2023] [Accepted: 05/19/2023] [Indexed: 06/04/2023] Open
Abstract
With the support of social exchange theory and social impact theory, this study aimed to examine the impact of transactional and transformational leadership on safety behaviour with the moderating role of cooperation facilitation in Chinese healthcare workers. This study used a simple random sampling method and data were collected from healthcare workers in Zhenjiang city, Jiangsu province, China. A total of 376 questionnaires were utilised and partial least squares structural equation modelling (PLS-SEM) technique was used for data analysis. The result showed that transactional and transformational leadership positively impact safety behaviour of health care workers. The findings also indicated that cooperation facilitation positively moderates the relationship between transactional and transformational leadership on safety behaviour. This study provides an insightful contribution that leadership must encourage the workers to cooperate in safety-related activities to make the work environment healthier and safer. Lastly, this study also discussed some theoretical and practical implications for researchers and policymakers.
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Affiliation(s)
- Cai Li
- School of Management, Jiangsu University, Zhenjiang, China
| | - Majid Murad
- School of Management, Jiangsu University, Zhenjiang, China
| | - Muhammad Awais-E-Yazdan
- Faculty of Business and Management Sciences, The Superior University Lahore, Lahore, Pakistan
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Fan J, Fan Y, Wang H. The impact of overqualification on the intention of urban withdrawal from the perspective of talent crowding. Heliyon 2023; 9:e16174. [PMID: 37215874 PMCID: PMC10199214 DOI: 10.1016/j.heliyon.2023.e16174] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/28/2023] [Revised: 05/06/2023] [Accepted: 05/09/2023] [Indexed: 05/24/2023] Open
Abstract
Talent agglomeration greatly promotes the development of cities as a special form of talent allocation. However, excessive agglomeration of talent also leads to talent crowding and overqualification, which undermines the effectiveness of employing human resources and stimulates talent urban withdrawal. Based on the data from 327 questionnaires, data analysis was performed using Mplus 8.0 and HLM 6.08, this study explores the internal mechanism between overqualification and talent's intention of urban withdrawal from the perspective of talent crowding. The following conclusions were drawn: (1) Overqualification is positively correlated with talents' intention of urban withdrawal. (2) Psychological contract breach plays a mediating effect between overqualification and the talents' intention of urban withdrawal. (3) Relational mobility is negatively correlated with talents' intention of urban withdrawal. (4) Relational mobility plays a moderating role in the relationship between overqualification and talents' intention of urban withdrawal. (5) Urban livability is negatively correlated with talents' intention of urban withdrawal. (6) Urban livability plays a moderating role in the relationship between overqualification and talents' intention of urban withdrawal. The results can further improve the human resource management theory and serve as a foundation for developing and implementing population management policies in cities.
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Affiliation(s)
| | - Yukun Fan
- Henan University of Technology, Zhengzhou, China
| | - He Wang
- Henan University of Animal Husbandry and Economy, Zhengzhou, China
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Raposa ME, Mullin G, Murray RM, Shepler LJ, Castro KC, Fisher AB, Gallogly VH, Davis AL, Resick CJ, Lee J, Allen JA, Taylor JA. Assessing the Mental Health Impact of the COVID-19 Pandemic on US Fire-Based Emergency Medical Services Responders: A Tale of Two Samples (The RAPID Study I). J Occup Environ Med 2023; 65:e184-e194. [PMID: 36730580 PMCID: PMC10090321 DOI: 10.1097/jom.0000000000002745] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
OBJECTIVE This study aimed to examine the COVID-19 pandemic's impact on fire service safety culture, behavior and morale, levers of well-being, and well-being outcomes. METHODS Two samples (Stress and Violence against fire-based EMS Responders [SAVER], consisting of 3 metropolitan departments, and Fire service Organizational Culture of Safety [FOCUS], a geographically stratified random sample of 17 departments) were assessed monthly from May to October 2020. Fire department-specific and pooled scores were calculated. Linear regression was used to model trends. RESULTS We observed concerningly low and decreasing scores on management commitment to safety, leadership communication, supervisor sensegiving, and decision-making. We observed increasing and concerning scores for burnout, intent to leave the profession, and percentage at high risk for anxiety and depression. CONCLUSIONS Our findings suggest that organizational attributes remained generally stable but low during the pandemic and impacted well-being outcomes, job satisfaction, and engagement. Improving safety culture can address the mental health burden of this work.
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Abolnasser MSA, Abdou AH, Hassan TH, Salem AE. Transformational Leadership, Employee Engagement, Job Satisfaction, and Psychological Well-Being among Hotel Employees after the Height of the COVID-19 Pandemic: A Serial Mediation Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:3609. [PMID: 36834304 PMCID: PMC9963422 DOI: 10.3390/ijerph20043609] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/13/2023] [Revised: 02/15/2023] [Accepted: 02/16/2023] [Indexed: 06/18/2023]
Abstract
Over the past few years, great attention has been given to the impacts of the COVID-19 pandemic and its consequences on employee psychological well-being (PWB), particularly in the hospitality industry. Like many aspects of human life, employee PWB is influenced by multiple factors. One of the factors that may affect employee PWB is transformational leadership (TLS). Accordingly, we aim through this study to empirically (1) examine the direct effect of transformational leadership on employee PWB and (2) investigate the potential independent and serial mediation effects of employee engagement (EEG) and job satisfaction (JS) on the TLS-PWB relationship after the height of the COVID-19 pandemic. Data were gathered using an online questionnaire from a convenience sample of 403 front-line employees from five-star hotels in Saudi Arabia. The partial least squares structural equation modeling (PLS-SEM) with the bootstrapping technique was utilized to test the study hypotheses. Based on the demands-resources (JD-R) theory, the findings of this study reveal a significant positive effect of TLS on hotel employees' PWB. Additionally, drawing on the stimulus-organism-response (S-O-R) model, the two main contributions of this study are: (1) EEG and JS serially and independently have a significant partial mediational effect on the TLS-PWB relationship among hotel employees, and (2) EEG has a greater impact on the TLS-PWB relationship as an intervening variable than the two other mediators (JS, as well as EEG and JS serially). Based on these findings, hotel management should mainly consider developing and encouraging TLS behavior among their managers to promote EEG and increase JS among their followers, which consequently enhances their PWB and alleviates negative psychological outcomes due to experiencing a disaster such as the COVID-19 pandemic.
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Affiliation(s)
- Magdy Sayed Ahmed Abolnasser
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Department of Geography, Faculty of Arts, Ain Shams University, Cairo 11566, Egypt
| | - Ahmed Hassan Abdou
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Hotel Studies Department, Faculty of Tourism and Hotels, Mansoura University, Mansoura 35516, Egypt
| | - Thowayeb H. Hassan
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotel Management, Helwan University, Cairo 12612, Egypt
| | - Amany E. Salem
- Social Studies Department, College of Arts, King Faisal University, Al-Ahsa 31982, Saudi Arabia
- Tourism Studies Department, Faculty of Tourism and Hotel Management, Helwan University, Cairo 12612, Egypt
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Zhu Y, Obeng AF, Azinga SA. Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction. CURRENT PSYCHOLOGY 2023; 43:1-17. [PMID: 36819753 PMCID: PMC9918823 DOI: 10.1007/s12144-023-04326-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/29/2022] [Revised: 01/23/2023] [Accepted: 01/24/2023] [Indexed: 02/13/2023]
Abstract
While emerging studies pay much attention to the supervisory support-employee performance relationship, the supportive supervisor consequences on employees' attitudes and behaviors have attracted little attention in this relationship. In spite of the growing concern about employees' helping behaviors as a tool that directly benefit coworkers to be work-role focused and improve performance, supportive supervisor behavior that represents the psychological, physical, cognitive, and esteem assistance has also been deemed to be a catalyst of employees' helping behaviors. Also, it is worth noting that employees exhibit helping behaviors when they are highly engaged in work role focus, activation, and positive affect. However, little has been espoused on how supportive behaviors could enhance employees' loyalty to spark helping behaviors. Owing to this narrative, this study draws on social exchange theory and reciprocity norm to examine the mediating role of employee engagement in the effects of supportive supervisor behavior on hotel employees' helping behaviors. Also, this study examined the boundary role of perceived organizational obstruction based on perceived organizational support as proposed by organizational support theory. Using a time lag of six months, a two-wave data were gathered from 461 full‒time frontline employees working in 3-5 star hotels in Ghana. Hierarchical regression was used to analyze the hypothesized relationships. The results demonstrated that supportive supervisor behavior positively related to employees' helping behaviors. Besides, intellectual, social, and affective engagement partly mediated the relationship between supportive manager behavior and employees' helping behavior. Moreover, perceived organizational obstruction moderated the relationship between intellectual engagement and employees' helping behavior. However, failed to moderate social and affective engagement relationships with employees' helping behaviors.
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Affiliation(s)
- Yongyue Zhu
- School of Management, Jiangsu University, Zhenjiang, China
| | | | - Samuel Awini Azinga
- Department of Human Resource and Organizational Development, School of Business, Kwame Nkrumah University of Science and Technology, Kumasi, Ghana
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Lee J, Resick CJ, Allen JA, Davis AL, Taylor JA. Interplay between Safety Climate and Emotional Exhaustion: Effects on First Responders' Safety Behavior and Wellbeing Over Time. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 39:1-23. [PMID: 36573129 PMCID: PMC9772603 DOI: 10.1007/s10869-022-09869-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 12/14/2022] [Indexed: 06/17/2023]
Abstract
Various job demands continuously threaten Emergency Medical Service (EMS) first responders' safety and wellbeing. Drawing on Job Demands-Resources Theory, the present study examines the effects of the organizational context-safety climate-and the psychological context-emotional exhaustion-on safety behaviors and wellbeing over time. We tested our hypotheses in a longitudinal study of 208 EMS first responders nested within 45 stations from three fire departments in US metropolitan areas over 6 months during the beginning of the COVID-19 pandemic. Multilevel modeling showed that the relationship between safety climate and safety compliance behaviors can be attenuated when EMS first responders experience high emotional exhaustion. Emotional exhaustion was also negatively associated with morale while safety climate was positively associated with morale. Additionally, EMS first responders experienced increased depression when their emotional exhaustion levels were high. Higher safety climate was associated with decreased depression when emotional exhaustion was within a low-to-medium range. Higher safety climate was also associated with lower absolute levels of depression across the entire range of emotional exhaustion. These findings suggest that promoting safety climate and mitigating emotional exhaustion can augment EMS first responders' safety behaviors and wellbeing.].
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Affiliation(s)
- Jin Lee
- Department of Psychological Sciences, Kansas State University, Manhattan, USA
| | - Christian J. Resick
- Department of Management, LeBow College of Business at Drexel University, Philadelphia, USA
| | - Joseph A. Allen
- Department of Family & Preventive Medicine, University of Utah Health, Salt Lake City, USA
| | - Andrea L. Davis
- Department of Environmental & Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, USA
| | - Jennifer A. Taylor
- Department of Environmental & Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, USA
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Bricka TM, He Y, Schroeder AN. Difficult Times, Difficult Decisions: Examining the Impact of Perceived Crisis Response Strategies During COVID-19. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 38:1-21. [PMID: 36531152 PMCID: PMC9734964 DOI: 10.1007/s10869-022-09851-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 10/11/2022] [Indexed: 06/17/2023]
Abstract
Crises, such as the COVID-19 pandemic, require rapid action to be taken by leaders, despite minimal understanding of the impact of implemented crisis management policies and procedures in organizations. This study's purpose was to establish a greater understanding of which perceived crisis response strategies were the most beneficial or detrimental to relevant perceptions and outcomes during the recent COVID-19 crisis. Using a time-lagged study design and a sample of 454 healthcare employees, latent profile analysis was used to identify strategy profiles used by organizations based on several policy/procedure categories (i.e., human-resource supportive, human-resource disadvantaging, behavioral/interactional human safety and protection-focused, and environmental and structural safety supports-focused policies and procedures). Results indicated that four perceived crisis response strategies were employed: (1) human resource-disadvantaging, (2) maximizing, (3) safety and human resource-supportive, and (4) inactive. Perceived crisis response strategy was linked to several employee well-being (e.g., work stress) and behavioral (e.g., safety behavior) outcomes via proximal perceptions (i.e., perceived organizational support, ethical leadership, and safety climate). Proximal perceptions were the most positive for employees within organizations that enacted safety and human resource-supportive policies and procedures or that utilized a maximizing approach by implementing a wide array of crisis response policies and procedures. This paper contributes to the literature by providing crucial information needed to reduce organizational decision-making time in the event of future crises.
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Affiliation(s)
- Traci M. Bricka
- Department of Psychology, The University of Texas at Arlington, 313 Life Science, Box 19528, Arlington, TX 76019 USA
| | - Yimin He
- Department of Psychology, The University of Nebraska Omaha, ASH 347 F, 222 University Dr. E, Omaha, NE 68182 USA
| | - Amber N. Schroeder
- Department of Psychology, The University of Texas at Arlington, 313 Life Science, Box 19528, Arlington, TX 76019 USA
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14
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Arefin MS, Roy I, Chowdhury S, Alam MS. Employer safety obligations, safety climate, and safety behaviors in the ready-made garment context in Bangladesh. JOURNAL OF SAFETY RESEARCH 2022; 83:238-247. [PMID: 36481014 DOI: 10.1016/j.jsr.2022.08.020] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/20/2020] [Revised: 04/26/2022] [Accepted: 08/30/2022] [Indexed: 06/17/2023]
Abstract
PURPOSE The impact of employer safety obligations on safety climate and safety outcomes has become an important area of research in organizational and safety sciences. Evidence shows that employer safety obligations positively impact safety outcomes, including safety climate and safety behaviors. However, these relationships have not been thoroughly explored within the garment settings. This study is one of the first known studies to examine the relationships between employer safety obligations, safety climate, and safety behavior outcomes in a sample of garment employees. METHODS Two-wave time-lagged data were collected from 347 garment employees and their supervisors in Bangladesh. Hierarchical regression analysis was applied to examine hypothesized relationships using AMOS a SPSS. RESULTS Employer safety obligations positively influenced safety climate perceptions among garment employees. Safety climate perceptions are positively and significantly associated with safety behaviors, including safety compliance behaviors, prosocial safety behaviors, and proactive safety behaviors. Moreover, the safety climate mediates the influence of employer safety obligations on safety behaviors. CONCLUSIONS These findings provide important evidence of the relationships between employer safety obligations, safety climate, and safety behaviors in the garment industry of Bangladesh. PRACTICAL APPLICATIONS Ultimately, these findings guide the government, garment manufacturers, and managers to bolster garment employees' safety outcomes.
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Affiliation(s)
- Md Shamsul Arefin
- Department of Management Studies, Faculty of Business Studies, Bangabandhu Sheikh Mujibur Rahman Science and Technology University, Gopalganj 8100, Bangladesh.
| | - Ishita Roy
- Department of Management Studies, Faculty of Business Studies, Bangabandhu Sheikh Mujibur Rahman Science and Technology University, Gopalganj 8100, Bangladesh
| | - Swapna Chowdhury
- Department of Business Administration, University of Development Alternative, Dhaka, Bangladesh
| | - Md Shariful Alam
- Faculty of Business and Economics, United International University, Dhaka, Bangladesh.
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Durrah O. Do we need friendship in the workplace? The effect on innovative behavior and mediating role of psychological safety. CURRENT PSYCHOLOGY 2022; 42:1-14. [PMID: 36406853 PMCID: PMC9645324 DOI: 10.1007/s12144-022-03949-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/31/2022] [Indexed: 11/10/2022]
Abstract
Employees spend a huge time of their lives at work. As a result, friendships are often formed between individuals in the workplace. Workplace friendship is a fundamental value of human nature. Forming friendships in the workplace is vital to increase satisfaction and engagement at work. The present study proposes and tests a theoretical framework to explore the workplace friendship mechanisms and their impact on the innovative behavior of employees in the Omani service sector, and to clarify the mediating role of psychological safety. The data was gathered from the employees of private service sector in Oman. An online questionnaire form was distributed to the participants and 405 valid questionnaires were analyzed by SmartPLS software using structural equation modeling. The results indicated that workplace friendship aspects namely, friendship opportunity and friendship prevalence positively affected innovative behavior. Furthermore, friendship prevalence was positively correlated in relation to psychological safety. However, psychological safety did not have a mediating role between workplace friendship and innovative behavior. The findings are meaningful for the academic research and also give some practical suggestions for managers from a new viewpoint for the evaluation of workplace friendship in the context of the service sector, in order to achieve psychological safety, and to promote the innovative behavior of employees in this sector.
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Affiliation(s)
- Omar Durrah
- Department of Management, College of Commerce and Business Administration, Dhofar University, Salalah, Oman
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Thabet WM, Badar K, Aboramadan M, Abualigah A. Does green inclusive leadership promote hospitality employees’ pro-environmental behaviors? The mediating role of climate for green initiative. SERVICE INDUSTRIES JOURNAL 2022. [DOI: 10.1080/02642069.2022.2120982] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
Affiliation(s)
- Wael Mohammed Thabet
- Faculty of Economic and administrative sciences, Al-Azhar University, Gaza, Palestine
| | - Kamal Badar
- School of Management, Victoria University of Wellington, Wellington, New Zealand
| | - Mohammed Aboramadan
- School of Economics, Administration and Public policy, Doha Institute for Graduate Studies, Doha, Qatar
| | - Ahmad Abualigah
- College of Business Administration, Al Falah University, Dubai, UAE
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Nam S, Kwon S, Lee SJ. Differences in employment, job characteristics, and work-related perceptions by sociodemographic factors among registered nurses of diverse race/ethnicity. Nurs Outlook 2022; 70:737-748. [PMID: 35933181 DOI: 10.1016/j.outlook.2022.05.014] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2022] [Revised: 05/22/2022] [Accepted: 05/27/2022] [Indexed: 12/14/2022]
Abstract
BACKGROUND Available research on registered nurses (RNs) indicates that RNs with diverse race/ethnicity are more likely to work in disadvantaged workplaces. PURPOSE To examine differences in employment, job characteristics and perceptions about work among RNs by sociodemographic characteristics. METHODS We analyzed data from statewide random samples of California RNs (N=895). FINDINGS Increased age was associated with increased likelihoods of working part-time, day-shift, and in non-hospital settings and having managerial positions. Asian and Black nurses were more likely to work in urban areas than White nurses. The levels of job demand, job control, job satisfaction, perceived organizational culture, and safety climate were significantly different by sociodemographic characteristics. Greater intention to leave the job was associated with younger age and working in non-hospital settings. DISCUSSION The findings suggest that differences exist in nurses' employment, job characteristics, and perceptions about their work and work environment by sociodemographic characteristics among RNs of diverse race/ethnicity.
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Affiliation(s)
- Soohyun Nam
- School of Nursing, Yale University, Orange, CT.
| | - Suyoung Kwon
- School of Nursing, Health Sciences Building, University of Washington, Seattle, WA
| | - Soo-Jeong Lee
- School of Nursing, University of California, San Francisco, CA
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Zhang L. Impact of psychological contract breach on firm’s innovative performance: A moderated mediation model. Front Psychol 2022; 13:970622. [PMID: 36092046 PMCID: PMC9450954 DOI: 10.3389/fpsyg.2022.970622] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/16/2022] [Accepted: 07/19/2022] [Indexed: 11/29/2022] Open
Abstract
Organizations are seeking ways to be more competitive in the market. Globalization also paves the way for additional challenges for firms to compete in today’s knowledge-based economy and competitive corporate settings. The psychological contract breach (PCB) of employees could be a possible reason to slow down the firm’s innovative performance. Based on the social exchange theory, the present study assumes that a PCB negatively affects a firm’s innovative performance. The present study also assessed the mediating role of knowledge hiding (KH) and moral disengagement (MD) in the relationship between PCB and a firm’s innovative performance. This study also attempts to check the moderating role of perceived supervisor support (PSS) in the relationship between PCB and KH and between PCB and MD. For empirical investigation, the present study collected the data from 303 employees of various textile organizations in china through a structured questionnaire method using a convenient sampling technique. The present study applied partial least square structural equation modeling for empirical analyses using Smart PLS software. The present study revealed that a PCB does not directly influence a firm’s innovative performance. However, the results confirmed that KH negatively mediates the relationship between PCB and a firm’s innovative performance. On the other hand, results also confirmed that MD negatively mediates the relationship between PCB and a firm’s innovative performance. The finding also acknowledged that the PSS does not moderate the relationship between PCB and KH. Additionally, the findings confirmed that PSS positively moderates the relationship between PCB and moral disengagement. The present study offers important practical, theoretical, and managerial implications.
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High-performance work systems and safety performance in the mining sector: exploring the mediating influence of workforce agility and moderating effect of safety locus of control. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03606-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Taylor JA, Murray RM, Davis AL, Brandt-Rauf S, Allen JA, Borse R, Pellechia D, Picone D. Model Policies to Protect U.S. Fire-Based EMS Responders From Workplace Stress and Violence. New Solut 2022; 32:119-131. [PMID: 35322702 PMCID: PMC9280702 DOI: 10.1177/10482911221085728] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 06/14/2023]
Abstract
The stress and violence to fire-based emergency medical service responders (SAVER) Systems-Level Checklist is an organizational-level intervention to address stress and violence in emergency medical service (EMS), focused on the development of policy and training. Fire and EMS leadership, first responders, dispatchers, and labor union representatives participated in the SAVER Model Policy Collaborative to develop model policies that resulted from the most feasible checklist items. ThinkLets technology was employed to achieve consensus on the model policies, and an Action SWOT analysis was then conducted to assess facilitators and barriers to policy implementation. The resultant model policies are a systems-level workplace violence intervention for the U.S. fire and rescue service that is ready for implementation. Expected improvements to organizational outcomes such as burnout, job engagement, and job satisfaction are anticipated, as are decreasing assaults and injuries. The SAVER Model Policies have the potential to inform national standards and regulations on workplace violence in EMS.
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Affiliation(s)
- Jennifer A. Taylor
- Department of Environmental and Occupational Health, Drexel University School of Public Health, Philadelphia, PA, USA
| | - Regan M. Murray
- Health, Human Performance and Recreation, University of Arkansas College of Education and Health Professions, Fayetteville, AR, USA
| | - Andrea L. Davis
- Department of Environmental and Occupational Health, Drexel University School of Public Health, Philadelphia, PA, USA
| | - Sherry Brandt-Rauf
- Department of Environmental and Occupational Health, Drexel University School of Public Health, Philadelphia, PA, USA
| | | | | | | | - David Picone
- San Diego Fire-Rescue Department, San Diego, CA, USA
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21
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Korenevskiy NA, Al-kasasbeh RT, Shawawreh F, Ahram T, Rodionova SN, Salman M, Filist SA, Namazov M, Shaqadan AA, Ilyash M. Prediction of operators cognitive degradation and impairment using hybrid fuzzy modelling. THEORETICAL ISSUES IN ERGONOMICS SCIENCE 2022. [DOI: 10.1080/1463922x.2022.2086645] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
| | | | | | - Tareq Ahram
- Institute for Advanced Systems Engineering, Orlando, FL, USA
| | | | - Mahdi Salman
- Faculty of Engineering Technology, Al-Balqa Applied University, Salt, Jordan
| | | | - Manafaddin Namazov
- Engineering Faculty, Baku Engineering University, Khirdalan city, Azerbaijan
| | | | - Maksim Ilyash
- Mechanics and Optics, ITMO University – University of Information Technologies, Saint Petersburg, Russia
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22
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Singh S, Randhawa G. Good soldier syndrome. Do organizational cynicism and work alienation matter? EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2022. [DOI: 10.1108/ebhrm-01-2021-0004] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study is to examine the impact of organizational cynicism (OCyn) on organizational citizenship behavior (OCB) among bank employees with a focus on the role of work alienation (WA) as a potential mediator.Design/methodology/approachUsing standardized questionnaire, data were collected from 381 employees working in the banking sector of Punjab, a northern state of India. Statistical techniques such as hierarchical multiple regression and confirmatory factor analysis along with PROCESS macro were used for data analysis.FindingsResults reveal that OCyn has a significant negative effect on OCB. Further, WA is found to be significantly partially mediating the relationship between the aforementioned constructs.Research limitations/implicationsThis study pertains to a single sector i.e., banking sector restricting the generalizability to other industrial and vocational settings. Further, it may be difficult to draw any causal inferences as the research design adopted for this study is cross-sectional in nature.Practical implicationsIn order to promote OCBs among bank employees, the formation of negative workplace attitudes such as OCyn and WA needs to be regulated. This can be achieved through improving communications network, encouraging participative decision-making activities, conducting psychological counseling and stress management training sessions.Originality/valueThis study is one of the scarce empirical research works that have substantiated the direct impact along with the indirect impact of OCyn (through work alienation) on OCB among bank employees.
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Geczik AM, Lee J, Davis AL, Allen JA, Taylor JA. Size matters: How safety climate and downstream outcomes vary by fire department organization type. Inj Epidemiol 2022; 9:11. [PMID: 35321756 PMCID: PMC8941800 DOI: 10.1186/s40621-022-00373-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/09/2021] [Accepted: 01/25/2022] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Safety climate is an upstream predictor of safety behaviors (e.g., safety compliance), organizational outcomes (e.g., burnout, engagement), and safety outcomes (e.g., injuries). The Fire Service Organizational Culture of Safety (FOCUS) survey, which was psychometrically validated, measures the industry-specific safety climate of the US fire and rescue service. It is expressed by two factors, Management Commitment to Safety and Supervisor Support for Safety. METHODS The FOCUS beta-test included a random sample of 132 fire departments stratified by Federal Emergency Management Agency region and organization type (career, combination, volunteer). We conducted descriptive analysis with the responses from 8414 firefighters nested within 611 stations in 125 fire departments. We reported descriptive statistics to assess the distribution of all continuous [mean ± standard deviation (SD)] and categorical variables (counts, percentages) stratified by organization type. Regression analyses were conducted to investigate the associations between safety climate, safety behaviors, organizational outcomes, and safety outcomes stratified by organization type. RESULTS The mean age of the analytic sample was 40.2 years, and the mean years of experience was 16.1 years. This sample included 53.6% career, 27.2% combination (career and volunteer), and 19.2% volunteer fire departments. The mean Management Commitment score was 71.4 (SD = ± 10.4), and the mean Supervisor Support score was 81.7 (± 5.2). The mean Management Commitment scores were 67.1 (± 8.4), 72.2 (± 10.7), and 82.1 (± 6.1), respectively, for career, combination, and volunteer fire departments. The mean Supervisor Support scores were not notably different by organization type. Regression analyses generally supported the beneficial role of safety climate, while suggesting organization type as a potential effect modifier. Specifically, we observed a more negative association between Management Commitment as departments became more career. CONCLUSIONS Analysis of nationally representative data from the US fire and rescue service indicates safety climate is positively associated with safety behavior, organizational outcomes, and safety outcomes reflecting employee well-being. The findings also suggest that this association varies by organization type. In fact, a dose-response relationship was observed, with Management Commitment to safety lowest among career departments. Thus, our results suggest that it is not just being busy that decreases Management Commitment.
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Affiliation(s)
- Ashley M Geczik
- Department of Environmental and Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, PA, USA.
| | - Jin Lee
- Department of Psychological Sciences, Kansas State University, Manhattan, KS, USA
| | - Andrea L Davis
- Department of Environmental and Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, PA, USA
| | - Joseph A Allen
- Department of Family and Preventative Medicine, University of Utah, Salt Lake City, UT, USA
| | - Jennifer A Taylor
- Department of Environmental and Occupational Health, Dornsife School of Public Health at Drexel University, Philadelphia, PA, USA
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Ahmed S, Qamar F, Soomro SA. Ergonomic work from home and occupational health problems amid COVID-19. HUMAN SYSTEMS MANAGEMENT 2022. [DOI: 10.3233/hsm-211548] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
BACKGROUND: The COVID-19 pandemic has displaced millions of people worldwide, forcing them to work from home offices in a situation of “new normal". Many home office workers were pushed to work in less than ideal settings in the pandemic situation. Work from home causes complications for employees related to their home workplaces lacking appropriate support from the employers. OBJECTIVE: This article aims to analyse how pandemic has changed and affected workplace ergonomics. We addressed, amidst the pandemic, how work is being performed, the layout of the workplace, and its effects on an employee at home workplace. METHODS: In this descriptive study, we used chain referral sampling to collect data from 273 home-based faculty members employed in the universities and HEIs of Pakistan. Finally, we used inferential statistics for our data analysis. RESULTS: Results showed that employees faced problems because they had no prior training for setting up an ergonomically proper workspace. According to the results based on home-based ergonomic examinations, difficulties were associated with using laptops, desktop computers, and nonadjustable seats with no functionalities of flexibility and armrests. CONCLUSIONS: It is vital to employ appropriate instruments and mechanisms, like risk assessment, feedback for the actions performed, and the deployment of adaptive measures (similar to the preventive system of management of occupational safety and health - OSH). These tools must be regularly utilised and/or modified as the scenario changes.
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Affiliation(s)
- Shuaib Ahmed
- Department of Business Administration, Sukkur IBA University, Sukkur, Pakistan
| | - Faisal Qamar
- Department of Business Administration, Sukkur IBA University, Sukkur, Pakistan
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Afshan G, Serrano-Archimi C, Lacroux A. Raising voice: Effect of psychological contract breach on employee voice through organizational cynicism. HUMAN SYSTEMS MANAGEMENT 2021. [DOI: 10.3233/hsm-201108] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/06/2023]
Abstract
BACKGROUND: Given the importance of the roles of psychological contract and voice in organizational life, this study highlights the effect of contract breach on managers and their voice directed at top management members, key representatives of the organization. OBJECTIVE: Drawing on social exchange theory, this study examines the relationship between a psychological contract breach (PCB) and concurrent organizational cynicism resulting in a considerate and aggressive managerial voice behavior. METHODS: Data came from an online survey on PCB and subsequent behaviors from a sample of 336 in-company European and Asian employees with managerial responsibilities working in France. RESULTS: The results provide partial support for the hypothesized relationships and show the consequences of the bi-dimensionality of aggressive voice behavior (fight and negativity). Moreover, organizational cynicism mediates the relationship between PCB and the negativity dimension of aggressive voice. However, data analysis shows no support for organizational cynicism’s mediating role in the relationship between PCB and considerate voice. CONCLUSIONS: The study results of 336 in-company European and Asian employees having a managerial position, like project managers, middle managers, executives, employs a great insight into managerial voice behavior. This study contributes to the limited research conducted on the managerial voice in response to PCB. The findings have important implications for employers to understand managers’ psychological contracts and related voice behavior.
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Affiliation(s)
| | | | - Alain Lacroux
- IAE de Valenciennes, Université Polytechnique Hauts-de-France, Famars, France
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26
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Khoshakhlagh AH, Yazdanirad S, Kashani MM, Khatooni E, Hatamnegad Y, Kabir S. A Bayesian network based study on determining the relationship between job stress and safety climate factors in occurrence of accidents. BMC Public Health 2021; 21:2222. [PMID: 34876073 PMCID: PMC8650553 DOI: 10.1186/s12889-021-12298-z] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/23/2021] [Accepted: 11/24/2021] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Job stress and safety climate have been recognized as two crucial factors that can increase the risk of occupational accidents. This study was performed to determine the relationship between job stress and safety climate factors in the occurrence of accidents using the Bayesian network model. METHODS This cross-sectional study was performed on 1530 male workers of Asaluyeh petrochemical company in Iran. The participants were asked to complete the questionnaires, including demographical information and accident history questionnaire, NIOSH generic job stress questionnaire, and Nordic safety climate questionnaire. Also, work experience and the accident history data were inquired from the petrochemical health unit. Finally, the relationships between the variables were investigated using the Bayesian network model. RESULTS A high job stress condition could decrease the high safety climate from 53 to 37% and increase the accident occurrence from 72 to 94%. Moreover, a low safety climate condition could increase the accident occurrence from 72 to 93%. Also, the concurrent high job stress and low safety climate could raise the accident occurrence from 72 to 93%. Among the associations between the job stress factor and safety climate dimensions, the job stress and worker's safety priority and risk non-acceptance (0.19) had the highest mean influence value. CONCLUSION The adverse effect of high job stress conditions on accident occurrence is twofold. It can directly increase the accident occurrence probability and in another way, it can indirectly increase the accident occurrence probability by causing the safety climate to go to a lower level.
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Affiliation(s)
- Amir Hossein Khoshakhlagh
- Department of Occupational Health Engineering, Faculty of Health, Kashan University of Medical Sciences, Kashan, Iran
| | - Saeid Yazdanirad
- School of Health, Shahrekord University of Medical Sciences, Shahrekord, Iran. .,Social Determinants of Health Research Center, Shahrekord University of Medical Sciences, Shahrekord, Iran.
| | - Masoud Motalebi Kashani
- Occupational Health & Safety Department, Kashan University of Medical Sciences, Kashan, Iran
| | - Elham Khatooni
- Department of Epidemiology and Biostatistics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran
| | - Yaser Hatamnegad
- Students' Scientific Research Center, Tehran University of Medical Sciences, Tehran, Iran
| | - Sohag Kabir
- Department of computer science, University of Bradford, Bradford, BD7 1DP, UK
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Lee J, Huang YH, Dainoff MJ, He Y. Where to focus? Insights from safety personnel and external safety consultants on lessons learned about safety climate interventions - A qualitative approach. JOURNAL OF SAFETY RESEARCH 2021; 79:51-67. [PMID: 34848020 DOI: 10.1016/j.jsr.2021.08.005] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/10/2020] [Revised: 03/12/2021] [Accepted: 08/09/2021] [Indexed: 06/13/2023]
Abstract
INTRODUCTION Safety climate is important for promoting workplace safety and health. However, there is a dearth of empirical research on the effective ways of planning, designing, and implementing safety climate interventions, especially regarding what is going to be changed and improved. To address this gap, the present study sought to extract a comprehensive pool of compiled suggestions for safety climate intervention based on qualitative interviews with professionals in occupational safety and health management from potentially hazardous industries. METHOD A series of systematic semi-structured interviews, guided by a comprehensive sociotechnical systems framework, were conducted with company safety personnel (n = 26) and external safety consultants (n = 15) of 21 companies from various industries. The taxonomy of five work system components of the sociotechnical systems approach served as overarching themes, representing different areas of improvement in an organization for occupational safety and health promotion, with an aim of enhancing safety climate. RESULTS Of the 36 codes identified, seven codes were based on the theme of external environment work system, four were based on the theme of internal environment work system, five were based on the theme of organizational and managerial structure work system, 14 codes were based on the theme of personnel subsystem, and six were based on the theme of technical subsystem. CONCLUSIONS Safety climate intervention strategies might be most commonly based upon the principles of human resource management (i.e., codes based on the personnel subsystem theme and organizational and managerial structure work system theme). Meanwhile, numerous attributes of external/internal environment work system and technical subsystem can be jointly improved to bolster safety climate in a holistic way. Practical Applications: More systematic and organized management of safety climate would be available when various interrelated codes pertinent to a given context are carefully considered for a safety climate intervention.
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Affiliation(s)
- Jin Lee
- Kansas State University, Manhattan, KS, USA.
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28
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Khoshakhlagh AH, Yazdanirad S, Hatamnejad Y, Khatooni E, Kabir S, Tajpoor A. The relations of job stress dimensions to safety climate and accidents occurrence among the workers. Heliyon 2021; 7:e08082. [PMID: 34632148 PMCID: PMC8488494 DOI: 10.1016/j.heliyon.2021.e08082] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2021] [Revised: 08/26/2021] [Accepted: 09/24/2021] [Indexed: 10/26/2022] Open
Abstract
Based on a literature review, likely, there is a relationship between job stress and safety climate, and in this way, the accident occurrence is affected. Therefore, the present study was aimed to investigate the relations of job stress dimensions to safety climate and accidents occurrence among the workers using regression models. This cross-sectional study was carried out on 1530 male employees in 2019. People were randomly selected from various departments. The participants filled out the questionnaires, including demographical information and accident history questionnaire, the NIOSH generic job stress questionnaire, and the Nordic safety climate questionnaire. In addition, information on occupational experience and accident history was obtained from the health unit of the petrochemical company. In the end, data were analyzed using statistical tests of bivariate correlation, multivariate correlation, and logistic regression. Based on the bivariate analysis, the variables of job satisfaction (0.998), problem at work (0.900), depression (-0.836), and physical environment (-0.796) among the job stress dimensions had the highest correlation coefficients with the total score of the safety climate, respectively. The results of the logistic regression analysis with the adjustment of the effect of the safety climate indicated that the relationships between the dimensions of the job satisfaction (Wald = 6.50, OR = 4.96, and p-value<0.05) and social supports (Wald = 5.88, OR = 3.20, and p-value<0.05) with the accident occurrence were significant. To increase the positive safety climate and decrease the accident occurrence, industries must try to reduce job stress in the workplaces through controlling the important factors, such as low job satisfaction and poor social supports.
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Affiliation(s)
- Amir Hossein Khoshakhlagh
- Department of Occupational Health Engineering, Faculty of Health, Kashan University of Medical Sciences, Kashan, Iran.,Social Determinants of Health (SDH) Research Center, Kashan University of Medical Sciences, Kashan, Iran
| | - Saeid Yazdanirad
- School of Health, Shahrekord University of Medical Sciences, Shahrekord, Iran.,Modeling in Health Research Center, Shahrekord University of Medical Sciences, Shahrekord, Iran
| | - Yaser Hatamnejad
- Students' Scientific Research Center, Tehran University of Medical Sciences, Tehran, Iran
| | - Elham Khatooni
- Department of Epidemiology and Biostatistics, School of Public Health, Tehran University of Medical Sciences, Tehran, Iran
| | - Sohag Kabir
- Department of Computer Science, University of Bradford, BD7 1DP, Bradford, UK
| | - Ali Tajpoor
- Department of Occupational Health, Faculty of Medical Sciences, Tarbiat Modares University, Tehran, Iran
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Rice SPM, Greenspan LS, Bauer TN, Rimby J, Bodner TE, Olson R. The Impact of COVID-19 on Transit Workers: Perceptions of Employer Responses and Associations with Health Factors. Ann Work Expo Health 2021; 66:334-347. [PMID: 34623393 DOI: 10.1093/annweh/wxab080] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/07/2021] [Revised: 08/23/2021] [Accepted: 09/07/2021] [Indexed: 12/13/2022] Open
Abstract
COVID-19 has had a substantial impact on transit workers' lives, especially among public-facing vehicle operators. The current project examined relationships between workers' knowledge and perceptions of their employer's COVID-19 safety responses, job attitudes, and health. We surveyed transit workers (N = 174) between July and August 2020 and followed up 3 months later. Fifty-seven workers responded to the follow-up survey. Surveys addressed workers' knowledge and perceptions of their employer implementing Centers for Disease Control and Prevention (CDC)-recommended COVID-19 safety responses, COVID-19 risk perceptions, job attitudes, and health factors. Employees reported knowledge of their employer implementing ~8 of 12 CDC-recommended responses. The most reported response was informational poster placements; the least reported was designating a point-person for COVID-19 concerns. Significant associations were found between knowledge of employer safety responses and lower COVID-19 risk perceptions, better job attitudes, and greater mental and global health. Operators (i.e. public-facing workers) reported worse perceptions of employer responses, and higher COVID-19 risk perceptions, work stress, and turnover intentions, compared with non-operators. A time-lagged panel model found that COVID-19 risk perceptions significantly mediated the relationship between public-facing work status and follow-up depression, anxiety, stress, and global health. Results reveal opportunities for transit authorities to broaden and better communicate their responses to emergent occupational safety and health crises.
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Affiliation(s)
- Sean P M Rice
- Oregon Institute of Occupational Health Sciences, Oregon Health & Science University, Portland, OR, USA
| | - Leah S Greenspan
- Oregon Institute of Occupational Health Sciences, Oregon Health & Science University, Portland, OR, USA
| | - Talya N Bauer
- The School of Business, Portland State University, Portland, OR, USA
| | - Jarred Rimby
- Oregon Institute of Occupational Health Sciences, Oregon Health & Science University, Portland, OR, USA
| | - Todd E Bodner
- Department of Psychology, Portland State University, Portland, OR, USA
| | - Ryan Olson
- Oregon Institute of Occupational Health Sciences, Oregon Health & Science University, Portland, OR, USA.,Department of Psychology, Portland State University, Portland, OR, USA.,Oregon Health & Science University-Portland State University School of Public Health, Portland, OR, USA
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Safety Climate in MT Mining: A Case Study. MINING, METALLURGY & EXPLORATION 2021; 38:1861-1875. [PMID: 34405130 PMCID: PMC8361823 DOI: 10.1007/s42461-021-00472-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/21/2021] [Accepted: 07/13/2021] [Indexed: 11/04/2022]
Abstract
A safety climate case study was carried out at a surface metal mine where investigators administered the Liberty Mutual Short Scale Safety Climate Survey to 365–368 miners to measure safety climate in consecutive years. Following the baseline safety climate survey in 2019, Foundations for Safety Leadership (FSL) training was conducted with 81 middle to upper management employees at the mine site. Investigators found statistically significant differences in the pre vs. posttraining FSL assessment scores of the middle to upper management employees who attended the training. The follow-up safety climate evaluation was compared to baseline scores and revealed no significant improvement. The overall baseline company safety climate score of 76.38 increased minimally to 76.50 (p-value = 0.616). Investigators also evaluated differences in safety climate between the company’s three major divisions (operations, maintenance, and administration). Both years administration had the highest mean score and operations had the lowest mean score. The authors attributed the statistically significant differences found among the three major divisions to various dissimilarities in their work environments.
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31
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Sears JM, Edmonds AT, MacEachen E, Fulton‐Kehoe D. Workplace improvements to support safe and sustained return to work: Suggestions from a survey of workers with permanent impairments. Am J Ind Med 2021; 64:731-743. [PMID: 34254343 DOI: 10.1002/ajim.23274] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/14/2021] [Revised: 06/22/2021] [Accepted: 07/01/2021] [Indexed: 11/12/2022]
Abstract
BACKGROUND Roughly 10% of occupational injuries result in permanent impairment. After initial return to work (RTW), many workers with permanent impairments face RTW interruption due to reinjury, unstable health, disability, and layoff. This study used open-ended survey data to: (1) explore workplace factors identified by workers as important levers for change, some of which may previously have been unrecognized; and (2) summarize workers' suggestions for workplace improvements to promote sustained RTW and prevent reinjury. METHODS This study included data from workers' compensation claims and telephone surveys of 582 Washington State workers who had RTW after a work-related injury involving permanent impairment. The survey was conducted in 2019, about a year after claim closure. We used qualitative content analysis methods to inductively code open-ended survey responses. RESULTS The most frequent themes were: safety precautions/safer workplace (18.1%), adequate staffing/appropriate task distribution (16.2%), and safety climate (14.1%). Other frequent themes included ergonomics, rest breaks, job strain, predictability and flexibility in work scheduling practices, employer response to injury, social support, communication, and respect. Many workers reported that they were not listened to, or that their input was not sought or valued. Workers often linked communication deficiencies to preventable deficiencies in safety practices, safety climate, and RTW practices, and also to lack of respect or distrust. In counterpoint, nearly one-third of respondents reported that no change was needed to their workplace. CONCLUSIONS Policies and interventions targeting worker-suggested workplace improvements may promote safe and sustained RTW, which is essential for worker health and economic stability.
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Affiliation(s)
- Jeanne M. Sears
- Department of Health Services University of Washington Seattle Washington USA
- Department of Environmental and Occupational Health Sciences University of Washington Seattle Washington USA
- Harborview Injury Prevention and Research Center Seattle Washington USA
- Institute for Work and Health Toronto Ontario Canada
| | - Amy T. Edmonds
- Department of Health Services University of Washington Seattle Washington USA
| | - Ellen MacEachen
- School of Public Health Sciences University of Waterloo Waterloo Ontario Canada
| | - Deborah Fulton‐Kehoe
- Department of Environmental and Occupational Health Sciences University of Washington Seattle Washington USA
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Zutavern S, Seifried J. Exploring Well-being at Work-An Interview Study on How IT Professionals Perceive Their Workplace. Front Psychol 2021; 12:688219. [PMID: 34408707 PMCID: PMC8366063 DOI: 10.3389/fpsyg.2021.688219] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/30/2021] [Accepted: 06/24/2021] [Indexed: 11/15/2022] Open
Abstract
The workplace is particularly important for promoting well-being at work and general life satisfaction, as performing a professional activity can be perceived as satisfying and motivating. In addition, employment opens up opportunities for individual development that employees may be perceived as fulfilling. By conducting an interview study with IT professionals of a German medium-sized company, we investigate which factors of the individual work environment are perceived as conducive to the performance of everyday job duties and thus increase well-being at work. Furthermore, we analyze the extent to which participants are satisfied with the implementation of the factors that are important to them, whether socio-demographic differences are relevant, and whether the perception of the work environment has an effect on employees' commitment. Results show that interpersonal factors in particular are considered to be important in everyday working life. About individual factors, a mixed picture emerged, whereby sociodemographic differences play only a minor role. Furthermore, there are indications of a positive relationship between the perception of the work environment and the IT professionals' commitment. In-depth analysis of the employee statements helps to determine which aspects of the work environment should be implemented, developed, or promoted. In the long term, this can support individual learning and development paths and generates a work environment that sustainably promotes employees' well-being at work and fosters long-term employment relationships.
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Affiliation(s)
- Stefanie Zutavern
- Economic and Business Education - Professional Teaching and Learning, University of Mannheim, Mannheim, Germany
| | - Jürgen Seifried
- Economic and Business Education - Professional Teaching and Learning, University of Mannheim, Mannheim, Germany
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Haque A. The effect of presenteeism among Bangladeshi employees. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/ijppm-06-2020-0305] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Presenteeism refers to attending work while ill and not being able to work to full capacity. Applying the social cognitive theory (SCT), this paper examines the relationships among presenteeism, job satisfaction (JS), and employee turnover intentions (ETIs), and the mediational influence of JS on the relationship between presenteeism and ETIs.
Design/methodology/approach
A web-based survey, including a pilot test, was administered to collect data targeting a sample of 200 full-time Bangladeshi employees. With a two-step method of the structural equation modelling technique, this paper examines four hypotheses among the variables of presenteeism, JS and ETIs.
Findings
Significant negative relationships were identified between presenteeism and JS, as well as between JS and ETIs. Further investigations showed a significant positive relationship between presenteeism and ETIs. Notably, presenteeism on ETIs was found to be fully mediated by JS.
Practical implications
The study results suggest that presenteeism can be detrimental to both JS and ETIs among Bangladeshi employees; however, a reduction in rates of presenteeism can be achieved if employees' JS is valued and increased. Both the theoretical and managerial implications, including future research opportunities, are discussed.
Originality/value
Following the SCT, this paper extends the knowledge of presenteeism in a non-Western context. It is also a first reported empirical study among Bangladeshi employees demonstrating the influence of presenteeism and its detrimental effects on employees' motivational behaviour. This study makes a unique contribution to the presenteeism literature by examining JS and ETIs from the perspective of SCT.
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Kritsotakis G, Gkorezis P, Andreadaki E, Theodoropoulou M, Grigoriou G, Alvizou A, Kostagiolas P, Ratsika N. Nursing practice environment and employee silence about patient safety: The mediating role of professional discrimination experienced by nurses. J Adv Nurs 2021; 78:434-445. [PMID: 34337760 DOI: 10.1111/jan.14994] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2020] [Revised: 05/18/2021] [Accepted: 07/20/2021] [Indexed: 12/29/2022]
Abstract
AIMS To examine the associations between nurse work environment with nurses' silence about patient safety and the mediating effects of professional discrimination experienced by nurses. DESIGN Multicentre cross-sectional study. METHODS Between January and April 2019, 607 nurses and nursing assistants from seven hospitals in Greece assessed their clinical environment using the 'Practice Environment Scale of the Nursing Work Index Revised-PES-NWIR', and the silence about patient safety. The 'Experiences of Discrimination Index' was adapted to specifically address experienced discrimination based on the nursing profession. The PROCESS macros for SPSS were used to examine the above associations. FINDINGS Better nurse practice environment, with the exception of 'staffing and resource adequacy' dimension, was directly associated with less experienced professional discrimination, and directly and indirectly associated with less silence about patient safety, through the mediating role of professional discrimination experienced by nurses. CONCLUSIONS Silence about patient safety is dependent on the clinical work environment and may be a response of nurses to discrimination in the work context. Both an improvement in the nurse work environment and a decrease in professional discrimination would minimize silence about patient safety. IMPACT On many occasions, nurses are directly or indirectly discouraged from voicing their concerns about patient safety or are ignored when they do, leading to employee silence and decreasing the standard of care (Alingh et al., BMJ Quality & Safety, 2019, 28, 39; Pope, Journal of Change Management, 2019, 19, 45). Nurses' work-related determinants for silence are not clearly understood in the patient safety context. A favourably evaluated nurse practice environment is associated with less experienced professional discrimination and less silence about patient safety. To minimize silence about patient safety, both the nurse work environment and the experienced professional discrimination should be taken into consideration by nurse and healthcare managers.
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Affiliation(s)
- George Kritsotakis
- Department of Bussiness Administration & Tourism, Hellenic Mediterranean University, Crete, Greece.,School of Social Sciences, Hellenic Open University, Patras, Greece
| | - Panagiotis Gkorezis
- School of Social Sciences, Hellenic Open University, Patras, Greece.,Faculty of Economics and Political Sciences, Aristotle University of Thessaloniki, Thesaloniki, Greece
| | - Eirini Andreadaki
- School of Social Sciences, Hellenic Open University, Patras, Greece.,Aghios Nikolaos General Hospital, Crete, Greece
| | | | | | | | - Petros Kostagiolas
- School of Social Sciences, Hellenic Open University, Patras, Greece.,Department of Archives, Library Science and Museology, School of Information Science and Informatics, Ionian University, Kerkyra, Greece
| | - Nikoleta Ratsika
- Department of Social Work, Hellenic Mediterranean University, Crete, Greece
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Sesen H, Ertan SS. The effect of the employee perceived training on job satisfaction: the mediating role of workplace stress. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2021. [DOI: 10.1108/ejtd-01-2021-0014] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to mediate the impact of workplace stress and job satisfaction on nurses’ perception of training. It sheds light on the links between job satisfaction, Certified Nursing Assistants’ perception of training and workplace stress in nursing homes.
Design/methodology/approach
A cross-sectional questionnaire was distributed in 12 different elderly home care centres in Northern Cyprus during September to October 2017. The sampling frame consists of 317 full-time Certified Nursing Assistants who completed measures of perception of training, job satisfaction and workplace stress. This paper used structural equation modelling to test a theoretical model and hypothesis.
Findings
The findings emphasize that Certified Nursing Assistants’ perception of training has a positive impact on their job satisfaction and negative impact on workplace stress while workplace stress mediates the relationship between their perception of training and job satisfaction. The results indicate that while the motivation for training and support for training have an effect on job satisfaction, access to training and benefits for training do not yield any significant impact on it and workplace stress plays a mediating role.
Originality/value
This study confirms that the CNAs’ perception of training and job stress affect the emergence of job satisfaction, and workplace stress mediated the relation between training and satisfaction posited by social exchange theory.
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Sears JM, Schulman BA, Fulton-Kehoe D, Hogg-Johnson S. Workplace Organizational and Psychosocial Factors Associated with Return-to-Work Interruption and Reinjury Among Workers with Permanent Impairment. Ann Work Expo Health 2021; 65:566-580. [PMID: 33843964 DOI: 10.1093/annweh/wxaa133] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2020] [Revised: 11/30/2020] [Accepted: 12/03/2020] [Indexed: 11/14/2022] Open
Abstract
OBJECTIVES Roughly 10% of occupational injuries result in permanent impairment and a permanent partial disability (PPD) award. After initial return to work (RTW) following a work injury, many workers with permanent impairment face RTW interruption (breaks in ongoing employment due to reinjury, poor health, disability, lay-off, etc.). Most RTW and reinjury research has focused on worker-level risk factors, and less is known about contextual factors that may be amenable to workplace or workers' compensation (WC)-based interventions. The aim of this study was to identify modifiable organizational and psychosocial workplace factors associated with (i) RTW interruption and (ii) reinjury among workers with a permanent impairment. METHODS This retrospective cohort study included WC claims data and survey data for 567 injured workers who RTW at least briefly after a work-related injury that resulted in permanent impairment. Workers were interviewed once by phone, 11-15 months after WC claim closure with a PPD award. Logistic regression models were used to estimate associations between each workplace factor of interest and each outcome, controlling for whole body impairment percentage, gender, age, nativity, educational level, State Fund versus self-insured WC coverage, employer size, union membership, industry sector, and employment duration of current/most recent job. RESULTS Twelve percent of workers had been reinjured in their current or most recent job, 12% of workers were no longer working at the time of interview, and <1% of workers reported both outcomes. The most frequently reported reason for RTW interruption was impairment, disability, and/or pain from the previous work injury. Lower reported levels of safety climate, supervisor support, and ability to take time off work for personal/family matters were significantly associated with both RTW interruption and reinjury. Inadequate employer/health care provider communication, perceived stigmatization from supervisors and/or coworkers, and lower levels of coworker support were significantly associated with RTW interruption but not with reinjury. Discomfort with reporting an unsafe situation at work, absence of a health and safety committee, and higher job strain were significantly associated with reinjury, but not with RTW interruption. Inadequate safety training and lack of needed job accommodations were not significantly associated with either outcome. There were no notable or statistically significant interactions between workplace factors and degree of impairment, and no consistent direction of association. CONCLUSIONS This study provides evidence that several potentially modifiable organizational and psychosocial factors are associated with safe and sustained RTW among injured workers with work-related permanent impairment. The lack of interaction between any of these workplace factors and degree of impairment suggests that these findings may be generalizable to all workers, and further suggests that workplace interventions based on these findings might be useful for both primary and secondary prevention. Though primary prevention is key, secondary prevention efforts to sustain RTW and prevent reinjury may reduce the considerable health, economic, and social burden of occupational injury and illness.
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Affiliation(s)
- Jeanne M Sears
- Department of Health Services, University of Washington, Seattle, WA, USA.,Department of Environmental and Occupational Health Sciences, University of Washington, Seattle, WA, USA.,Harborview Injury Prevention and Research Center, Seattle, WA, USA.,Institute for Work and Health, Toronto, Ontario, Canada
| | - Beryl A Schulman
- Department of Environmental and Occupational Health Sciences, University of Washington, Seattle, WA, USA
| | - Deborah Fulton-Kehoe
- Department of Environmental and Occupational Health Sciences, University of Washington, Seattle, WA, USA
| | - Sheilah Hogg-Johnson
- Institute for Work and Health, Toronto, Ontario, Canada.,Canadian Memorial Chiropractic College, Toronto, Ontario, Canada.,Dalla Lana School of Public Health, University of Toronto, Ontario, Canada
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Homann F, Limbert C, Matthews S, Castaldi D, Sykes P. Identifying management practices that drive production-line workers' engagement through qualitative analysis. JOURNAL OF SAFETY RESEARCH 2021; 77:296-310. [PMID: 34092321 DOI: 10.1016/j.jsr.2021.02.006] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/19/2020] [Revised: 10/20/2020] [Accepted: 02/08/2021] [Indexed: 06/12/2023]
Abstract
INTRODUCTION Engagement research - most often defined by a worker's psychological state of vigor, dedication, and absorption - pays little attention to production-line workers. This study therefore explores factors that drive workers' engagement with health and safety (H&S) in a production-line context as well as their perception of managerial influence Furthermore, the study adds to the body of research by exploring H&S engagement concepts through the use of qualitative research methods. METHOD 38 semi-structured interviews were conducted and analyzed through template analysis to identify themes that promote and hinder engagement. RESULTS The main engagement drivers were found to be: (a) the displayed safety focus of the company in organizational and social aspects; (b) the quality of the communication approach with respect to quality, consistency and direction; and (c) the environment encompassing the relationship between workers and supervisors and peers as well as the psychological environment. Notably, a trusting relationship between supervisors and workers appeared to be the most influential driver in determining engaged H&S behavior. Discussion and impact in industry: The study highlights factors that could be adapted to improve engagement and consequently enhance H&S approaches. Originality: The study reported in this paper offers a unique insight into individual production workers' perceived drivers of H&S engagement using Qualitative Analysis. Practical applications: The study identified the important role that supervisors play in workers' H&S engagement levels and what skills they need to employ to enhance workers' engagement in general and in the context of H&S behavior and performance. Furthermore, the importance of psychological and sociological factors in safety approaches are highlighted and were found to be key for creating safer workplaces.
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Affiliation(s)
- Franziska Homann
- Cardiff Metropolitan University, Western Ave, Cardiff CF5 2YB, UK.
| | - Caroline Limbert
- Cardiff Metropolitan University, Western Ave, Cardiff CF5 2YB, UK
| | - Simon Matthews
- Pembrokeshire Safety Service, 19 St Peters Rd, Johnston, Haverfordwest SA62 3PP, UK
| | - Darren Castaldi
- Ford Bridgend Engine Plant, Waterton Industrial Estate, Cowbridge Rd, Bridgend CF31 3BF, UK
| | - Peter Sykes
- Cardiff Metropolitan University, Western Ave, Cardiff CF5 2YB, UK
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Influence of knowledge sharing, innovation passion and absorptive capacity on innovation behaviour in China. JOURNAL OF ORGANIZATIONAL CHANGE MANAGEMENT 2021. [DOI: 10.1108/jocm-08-2020-0237] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis paper aims to address the question of what can significantly impact employees' IB and how employees' IB may be effectively stimulated by investigating key factors such as employees' knowledge sharing, innovation passion, absorptive capacity and risk-taking behaviour on workplace innovation. The moderating role of risk-taking behaviour on the link between absorptive capacity and innovation behaviour is also investigated.Design/methodology/approachBased on the principles of social exchange theory, the study design explores the complex relationship among knowledge sharing, innovation passion, absorptive capacity and risk-taking vis-à-vis employees' innovation behaviour within a unified analysis framework. Methodologically, employees in the information technology industry in China were surveyed via a questionnaire instrument, with a total of 318 valid questionnaires being collected online. Following a reliability and validity test of the questionnaire, the Smart PLS was used to verify the research model.FindingsStatistically significant results reported were as follows: (1) employees' innovation behaviour is positively impacted by knowledge sharing, innovation passion and absorptive capacity; (2) employees' innovation behaviour is negatively impacted by risk-taking behaviour; (3) knowledge sharing is positively impacted by innovation passion; (4) absorptive capacity is positively impacted by innovation passion; and (5) risk-taking behaviour regulates the relationship between absorptive capacity and innovation behaviour.Research limitations/implicationsOwing to limited research resources, 318 front-line employees were surveyed via an online questionnaire vis-à-vis the sampling method only, specifically taking knowledge sharing, innovation passion, absorptive capacity and risk-taking behaviour as antecedent variables with implications on how employees' innovation behaviour may be stimulated.Originality/valueThe mechanism of augmenting employees' innovation behaviour is chiefly explained from the perspective of innovation passion and risk-taking behaviour, which are conducive towards promoting employees' willingness to improve knowledge sharing and innovation behaviour. The social exchange theory is used as a basis to form an integrated model for the research, contributing to a cumulative theoretical perspective for future work on the impact of innovation passion and risk-taking behaviour on innovation.
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Hayati A, Marzban A, Rahnama M. Occupational safety and health in traditional date palm works. Int Arch Occup Environ Health 2021; 94:1455-1473. [PMID: 33900442 DOI: 10.1007/s00420-021-01664-4] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/24/2020] [Accepted: 02/03/2021] [Indexed: 01/25/2023]
Abstract
OBJECTIVE Date palm is mostly cultivated in Western Asia and North Africa and is the main wealth for the people of these regions. Traditional date palm crown access via manual climbing, as the main activity in date fruit production, suffers from occupational hazards. Mitigation of these problems through interventions or new designs initially needs to complete knowledge of safety and health aspects and relationships between them and characters of date palm climbers. This study provided detailed information about this concern. METHODS A questionnaire consisting of personal, operational, safety, satisfaction, financial and ergonomic demographics was used for data collection. 117 climbers participated in the study. Nonparametric correlations using Spearman's coefficient and logistic regressions investigated the linkage between characters obtained by the questionnaire. RESULTS The annual mortality rate of falls from height was calculated by 3.4 per one thousand men. Fall was a major challenge in traditional date palm crown access and its rate was highly greater in comparison with the estimation of International Labor Office (ILO) about fatal agricultural injuries. Safety and health condition was the main contributing factor in the status of date palm climbing and was significantly linked to job satisfaction. Safety risk-taking and non-awareness of technology had a significant linkage with together (r = - 0.195, p = 0.035). Safety risk-taking, also, had significant correlations with discomfort in back (r = - 0.201, p = 0.030). Regressions showed heavier climbers (> 75 kg) were expected about 4.3 (1/0.230) times than more lightweight ones to have an upper leg discomfort with high severity relative to low severity (p = 0.018). CONCLUSION Obesity, senescence, and awareness of technology as three personal characteristics of climbers need to be addressed. Future strategies are required to improve the safety condition of climbing and manage the workforces as well as governmental decision making to address the financial aspects of climbers for sustainable date production and reduction in reasons causing unemployment. Considering current status and modification of the present tool and equipment is recommended.
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Affiliation(s)
- Abdollah Hayati
- Department of Agricultural Machinery and Mechanization Engineering, Agricultural Sciences and Natural Resources University of Khuzestan, Mollasani, Khuzestan, Iran
| | - Afshin Marzban
- Department of Agricultural Machinery and Mechanization Engineering, Agricultural Sciences and Natural Resources University of Khuzestan, Mollasani, Khuzestan, Iran.
| | - Majid Rahnama
- Department of Agricultural Machinery and Mechanization Engineering, Agricultural Sciences and Natural Resources University of Khuzestan, Mollasani, Khuzestan, Iran
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Variations in Workplace Safety Climate Perceptions and Outcomes Across Healthcare Provider Positions. J Healthc Manag 2021; 65:202-215. [PMID: 32398531 DOI: 10.1097/jhm-d-19-00112] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Abstract
EXECUTIVE SUMMARY Injury rates reported among healthcare practitioners tend to vary depending on position. Nurses and healthcare aides report different rates of injury, which suggests that position and job duties may be key injury antecedents. The outcomes related to workplace safety climate perceptions (e.g., injury rates, job satisfaction, turnover) require reflection to identify antecedents of safety perception. The purpose of this study was to examine workplace safety perceptions and well-being (e.g., stress, job satisfaction) of healthcare practitioners by position. A cross-sectional survey of care teams (e.g., nurses, healthcare aides, allied health professionals) was conducted across three inpatient units. Data (N = 144) were analyzed using hierarchical linear regression and binomial logistic regression to examine the relationship between safety climate and self-reported injuries and ANOVA to determine variations in safety climate perceptions by position. Results indicated that nurses, healthcare aides, and allied health professionals report differing levels of workplace safety climate perceptions. Nurses reported the poorest safety perceptions, lowest job satisfaction, and highest stress, while allied health professionals reported the highest safety perceptions and job satisfaction and the lowest stress. Safety climate perceptions were found to be significantly related to care practitioner reported stress, turnover intent, and job satisfaction. Considering the importance of safety climate perceptions for the well-being of care practitioners, healthcare organizations need to prioritize workplace safety to optimize practitioners' perceptions. This study makes a unique contribution to the safety climate literature by identifying the variation in safety climate perceptions by care practitioner position. Practical implications are offered for enhancing workplace safety perceptions.
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Abstract
Although safety climate has been the object of multiple studies in the last thirty years, the relationship between safety climate and organizational climate has been scarcely investigated. The Organizational and Safety Climate Inventory (OSCI) was the first and only validated instrument to allow the assessment of organizational and safety climates simultaneously and by using the same theoretical framework. The present work investigated the psychometric properties of OSCI in an Italian sample at the group level; study 1 (N = 745) examined the factor structure of the scale by using confirmatory factor analyses. Study 2 (N = 471) advanced the original Portuguese validation by testing its measurement equivalence across gender and company sector through multiple-group confirmatory factor analyses. Results confirmed one higher-order factor structure with four first-order factors for both Organizational Climate and Safety Climate, with Organizational Climate predicting Safety Climate. Moreover, the scale was found to be invariant between men and women and between different types of company. Reliability, discriminant, and criterion validities of the scale showed very good values. Overall, the findings strengthened the original claim of the OSCI to be a valid and innovative instrument, which allows the identification of specific dimensions of safety climate, starting from a more general model of organizational climate.
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Linkage between Leaders’ Behaviour in Performance Management, Organisational Justice and Work Engagement in Public Sector. ECONOMIES 2021. [DOI: 10.3390/economies9010015] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
In the last decade, leaders’ behaviour in performance management has been gaining increasing attention, arguing that it is beneficial in terms of improved employee attitudes, behaviour, and performance in the public sector. However, empirical support for such claim is still scant. Given the relevance of work engagement and organisational justice in the public sector and acknowledging a worldwide employee engagement crisis, the paper aims at revealing the linkage between leaders’ behaviour in performance management, organisational justice, and employee engagement in the public sector. In doing this, quantitative data were collected in a survey from employees working in the public sector in Lithuania (299 responses). The findings showed that goal setting and feedback had a significant and positive effect on employee engagement, supporting the theoretical notion that leaders’ behaviour in performance management was crucial in engaging people. As it was expected, goal setting and feedback had a positive effect on organisational justice; meanwhile, organisational justice significantly and positively predicted employee engagement. Turning to the mechanism by which leaders’ behaviour influences work engagement, it seems that organisational justice partly mediated the relationships between goal setting and employee engagement and fully mediated the relationships between feedback and work engagement. These findings affirm that public sector should strive for improving the leaders’ behaviour in performance management as it in turn might impact overall organisational performance.
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Huang YH, He Y, Lee J, Hu C. Key drivers of trucking safety climate from the perspective of leader-member exchange: Bayesian network predictive modeling approach. ACCIDENT; ANALYSIS AND PREVENTION 2021; 150:105850. [PMID: 33310427 DOI: 10.1016/j.aap.2020.105850] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/24/2020] [Revised: 10/12/2020] [Accepted: 10/13/2020] [Indexed: 06/12/2023]
Abstract
PURPOSE Safety climate, which is defined as workers' shared perceptions of organizational policies, procedures, and practices as they relate to the true or relative value and importance of safety within an organization, is one of the best indicators of organizational safety outcomes. This study identifies key drivers of safety climate from the perspective of leader-member exchange (LMX). LMX is a theory describing the nature and processes of social interactions between a supervisor and a subordinate. This study examines the impact of individual drivers and combinations of drivers on safety climate through Bayesian Network simulations to predict practices which most effectively improve safety climate in the trucking industry. METHOD Survey data were collected from 5083 truck drivers in a large U.S. trucking company. Bayesian Network analysis was used to identify key drivers (factors) of safety climate and the best joint strategies for improvement. The impact of the drivers on safety climate was assessed and the simulation identified their potential impact independently and in concert with other drivers. RESULTS The results from Bayesian Network analyses showed that the effects of LMX on organization- and group-level safety climate were conditionally dependent on four other drivers including psychological ownership, supervisory integrity, situation awareness, and safety communication. Among the five contributing factors, supervisory integrity and LMX had the strongest independent effects on organization- and group-level safety climate. Moreover, the results indicated that the best two joint strategies for promoting organizational (company/top management level) safety climate were LMX and psychological ownership as well as LMX and situation awareness, whereas the best two joint strategies for improving group (workgroup/supervisor level) safety climate were joint optimization of LMX and safety communication as well as LMX and psychological ownership. IMPLICATIONS Based on the study results, the strategies that may have the most potential to improve trucking safety climate are: enhancing leaders' ability to engage in high-quality exchanges (e.g., caring about employees), developing training to encourage employees/leaders to deliver on promises, and providing employees with more autonomy to enhance their ownership.
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Affiliation(s)
| | - Yimin He
- Oregon Health and Science University, Portland, OR, USA; University of Nebraska, Omaha, NE, USA
| | - Jin Lee
- Kansas State University, Manhattan, KA, USA
| | - Changya Hu
- National Chengchi University, Taipei, Taiwan
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Yang Z, Qi S, Zeng L, Han X, Pan Y. Work-Family Conflict and Primary and Secondary School Principals' Work Engagement: A Moderated Mediation Model. Front Psychol 2021; 11:596385. [PMID: 33584432 PMCID: PMC7876373 DOI: 10.3389/fpsyg.2020.596385] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2020] [Accepted: 12/18/2020] [Indexed: 11/30/2022] Open
Abstract
With the development of positive psychology, work engagement has received widespread attention from researchers in the fields of positive organizational behavior and occupational health. Some studies have shown that work-family conflict has an important influence on individual behaviors and attitudes, but little research has studied the influence of work-family conflict on work engagement. The present study examined whether the relationship between work-family conflict and work engagement was mediated by job satisfaction, and whether the mediating role was moderated by affective commitment. We surveyed 358 Chinese primary and secondary school principals using the Work-Family Conflict Scale, Job Satisfaction Scale, Affective Commitment Scale, and Work Engagement Scale. The results revealed that there is a significant negative correlation between work-family conflict and primary and secondary school principals' work engagement, and this relationship was partially mediated by job satisfaction. Moreover, affective commitment played a moderating role in the relationship between job satisfaction and work engagement. Specifically, the relationship between job satisfaction and work engagement was significant for primary and secondary school principals with high and low affective commitment. The current study contributes to a better understanding of the relationship between work-family conflict and work engagement.
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Affiliation(s)
- Zhongping Yang
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Shisan Qi
- School of Psychology, Inner Mongolia Normal University, Hohhot, China
| | - Lianping Zeng
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Xiaohong Han
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Yun Pan
- School of Psychology, Guizhou Normal University, Guiyang, China
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Job Insecurity and Safety Behaviour: The Mediating Role of Insomnia and Work Engagement. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18020581. [PMID: 33445577 PMCID: PMC7826735 DOI: 10.3390/ijerph18020581] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/08/2020] [Revised: 01/07/2021] [Accepted: 01/08/2021] [Indexed: 12/22/2022]
Abstract
From the perspective of resource conservation theory, this study selected 568 enterprise employees as subjects and conducted data collection using a random sampling method to explore the relationship between job insecurity and safe behaviours as well as the role of insomnia and job engagement in this relationship. The results show that (1) job insecurity is negatively correlated with safety behaviour, (2) insomnia mediates the relationship between job insecurity and safety behaviour, (3) work engagement plays a mediating role in the relationship between job insecurity and safety behaviour, and (4) insomnia and work engagement play a serial mediating role in the relationship between job insecurity and safety behaviour.
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Soltani-Nejad N, Taheri-Azad F, Zarei-Maram N, Saberi MK. Developing a model to identify the antecedents and consequences of user satisfaction with digital libraries. ASLIB J INFORM MANAG 2020. [DOI: 10.1108/ajim-04-2020-0099] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe primary objective of the present study was to design and develop a model to identify the antecedents and consequences of user satisfaction with digital libraries.Design/methodology/approachThe theoretical framework of this study was based on information system success theory, technology acceptance model (TAM), media affinity theory, satisfaction-loyalty theory and engagement theory. In so doing, eight hypothesized relationships were formulated to develop the conceptual model. The study approach was quantitative. Using simple random sampling technique, a total of 409 Iranian students participated in the study and responded to the survey. Descriptive and inferential data analysis was also performed using SPSS and SmartPLS3 software.FindingsThe results showed that the generic usability of digital library and the quality of digital resources could be used as a functional theoretical framework to predict and understand the factors contributing to user satisfaction in the domain of digital library. Increasing user satisfaction with digital library may have implications including recommending the digital library to others, the digital library reusing as well as the digital library engaging and integrating with them. It should be noted that system quality, service quality, and information quality are important factors in the formation of perceived usefulness, perceived ease of use, and digital libraries' affinity.Originality/valueThis study is the first attempt to empirically evaluate the antecedents and consequences of the user satisfaction with digital library presenting a new model. The model presented in this study can be used in future research as well. Also, this study has eloquently expanded the theories of user satisfaction with digital libraries.
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Renecle M, Gracia FJ, Tomas I, Peiró JM. Developing Mindful Organizing in Teams: A Participation Climate is not Enough, Teams Need to Feel Safe to Challenge their Leaders. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2020. [DOI: 10.5093/jwop2020a18] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
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Occupational Violence and PTSD-Symptoms: A Prospective Study on the Indirect Effects of Violence Through Time Pressure and Nontraumatic Strains in the Occupational Context. J Occup Environ Med 2020; 61:572-583. [PMID: 31022098 DOI: 10.1097/jom.0000000000001612] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/27/2023]
Abstract
OBJECTIVE The aim of this study was to assess whether frequency of occupational violence (OV) affects posttraumatic stress disorder (PTSD) symptoms through nontraumatic strains in the occupational context. METHODS Twelve-month prospective survey data on 1763 Social educators were used. Path-analysis measured direct and indirect pathways of frequency of OV on PTSD through change in time pressure, change in burnout, change in sense of safety at work, and change in coping with regret in patient work. RESULTS Forty-two pct. of the variance in PTSD symptoms was predicted; F (20, 1541) = 36.8, P < 0.001, R = 0.42. Frequency of OV indirectly affected level of PTSD through all the mediators; estimated indirect effects = 0.14, 95% confidence interval 0.07 to 0.22. CONCLUSION PTSD resulting from OV is not only a result of the violent acts themselves but is also caused by nontraumatic strains. It is essential to include the broader context of work environment factors in prevention of work-related PTSD.
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Shahabinejad M, Khoshab H, Najafr K, Haghshenas A. The Relationship between Patient Safety Climate and Medical Error Reporting Rate among Iranian Hospitals Using a Structural Equation Modeling. Ethiop J Health Sci 2020; 30:319-328. [PMID: 32874074 PMCID: PMC7445949 DOI: 10.4314/ejhs.v30i3.2] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Background Improving patient safety is a global health imperative, and patient safety climate is one of the components one that plays an important role in promoting patient safety. Medical error reporting is a way through which it can be evaluated and prevented in the future. The aim of this study was to assess the relationship between patient safety climate and medical error reporting in military and civilian hospitals. Methods This research was conducted by using structural equation modeling in the selected hospitals of Iran in 2018. The study community consisted of 200 nurses in the military and 400 nurses in the civilian hospitals. By using Structural Equation Modeling, the relationship between patient safety climate and the rate of medical error reporting in the hospitals was measured by a questionnaire. Data was analyzed using SPSS 17 and LISREL 8.8 software. Results The mean score of patient safety climate was moderate in the hospitals. There was no significant relationship between the rate of medical error reporting and patient safety climate, while a significant difference was found between patient safety climate score and age, sex, job category, and type of hospital (P < 0.05). Conclusion The results suggested that patient safety climate and the rate of reporting errors were not favorable in the studied hospitals, while there was a difference between safety climate dimensions.
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Affiliation(s)
- Mostefa Shahabinejad
- Institute for Futures Studies in Health, Kerman University of Medical Sciences, Kerman, Iran
| | - Hadi Khoshab
- School of Nursing and Midwifery, Bam University of Medical Sciences, Bam, Iran
| | - Kazem Najafr
- School of Nursing and Midwifery, Shahid Beheshti University of Medical Sciences, Tehran, Iran
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Davis AL, Allen J, Shepler L, Resick C, Lee J, Marinucci R, Taylor JA. Moving FOCUS - The Fire Service Organizational Culture of Safety survey - From research to practice. JOURNAL OF SAFETY RESEARCH 2020; 74:233-247. [PMID: 32951788 DOI: 10.1016/j.jsr.2020.06.011] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/15/2019] [Revised: 05/01/2020] [Accepted: 06/23/2020] [Indexed: 06/11/2023]
Abstract
INTRODUCTION FOCUS, the Fire Service Organizational Culture of Safety survey, has evolved from a research to practice enterprise within the United States fire and rescue service. The FOCUS tool was developed through a FEMA Assistance to Firefighters Research & Development grant. Then it moved to practice in the field. To date over 35,000 firefighters have participated. A current FEMA Fire Prevention & Safety grant can support FOCUS assessment in up to 1,000 fire departments, with the potential of nearly 120,000 respondents. With each funding cycle, the goal of the FOCUS program is to grow and measure its research to practice impact. METHODS We describe how FOCUS safety culture results are disseminated to fire service stakeholders. By utilizing customized reports and a training curriculum we demonstrate how FOCUS is moving research to practice by: (1) illustrating how survey results can be delivered effectively to practitioners, (2) providing examples of how fire departments are using results, and (3) sharing the reactions of the fire service to the FOCUS instrument, reports, and our flagship data training curriculum - Culture Camp. Results' Conclusions: Qualitative and quantitative data are analyzed to demonstrate the impact and acceptance of the FOCUS report and Culture Camps. Stakeholders reflect on the report and the experience of having quantitative safety culture data. Culture Camps are evaluated qualitatively and quantitatively using a matching game exercise, pre/post-test, a fire department teach back, and a Qualtrics evaluation. Practical Applications: Traditionally, the fire service has focused on reducing negative safety outcomes. FOCUS is helping shift their attention further upstream in the prevention pathway through the measurement of important organizational outcomes. The research to practice evolution of the FOCUS program may hold utility for other occupational groups when considering how to steadily move occupational health and safety research to practice in the field for measurable impact.
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Affiliation(s)
- Andrea L Davis
- Dornsife School of Public Health at Drexel University, United States
| | | | - Lauren Shepler
- Dornsife School of Public Health at Drexel University, United States
| | | | - Jin Lee
- Kansas State University, United States
| | | | - Jennifer A Taylor
- Dornsife School of Public Health at Drexel University, United States.
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