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Loh MY, Dollard MF. Acting out when psychosocial safety climate is low: understanding why middle-level managers experience upward mistreatment. Front Psychol 2024; 15:1336130. [PMID: 38694437 PMCID: PMC11061357 DOI: 10.3389/fpsyg.2024.1336130] [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: 11/10/2023] [Accepted: 03/29/2024] [Indexed: 05/04/2024] Open
Abstract
Introduction Upward mistreatment, despite being under studied, is an influential phenomenon affecting middle managers' well-being and performance. The work environment hypothesis of bullying proposes that an undesirable work context is the main cause of workplace bullying, suggesting the importance of creating an anti-mistreatment climate, that is, psychosocial safety climate (PSC). In this study, we argue that upward bullying and aggression are unsafe behaviors, a "retaliation" by employees resulting from their unsafe work context. Methods Using a large-scale multisource sample collected from 123 organizations, 6,658 middle managers and 34,953 employees, we examined the relationship between collective PSC, individual-perceived PSC and middle managers' experience of upward mistreatment. Results Single-level and multi-level modeling results suggested that PSC is an important element in reducing the likelihood of upward bullying and aggression, in turn, protecting managers' well-being. More importantly, upward bullying is a way that employees act out when there is an undesirable working context. Discussion Future research on workplace mistreatment should examine PSC and upward mistreatment. Interventions provided should focus on improving PSC which could in turn preventing upward mistreatment, thereby improving psychosocial safety for both employees and middle managers to prevent negative actions.
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Affiliation(s)
- May Young Loh
- Psychosocial Safety Climate Global Observatory, Centre for Workplace Excellence, University of South Australia, Adelaide, SA, Australia
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Amoadu M, Ansah EW, Sarfo JO. Preventing workplace mistreatment and improving workers' mental health: a scoping review of the impact of psychosocial safety climate. BMC Psychol 2024; 12:195. [PMID: 38589902 PMCID: PMC11003102 DOI: 10.1186/s40359-024-01675-z] [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: 07/03/2023] [Accepted: 03/19/2024] [Indexed: 04/10/2024] Open
Abstract
BACKGROUND Work environment is rapidly evolving, unfortunately, it is also becoming increasingly hostile for workers due mostly to common psychosocial hazards. This situation is posing significant challenges for organisations to protect the psychological well-being of their workers. Hence, this review aims to map studies to understand the influence of psychosocial safety climate (PSC) on workplace mistreatment and mental health of workers. METHODS The guidelines outlined by Arksey and O'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review. RESULTS Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males. CONCLUSION Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity.
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Affiliation(s)
- Mustapha Amoadu
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana.
| | - Edward Wilson Ansah
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana
| | - Jacob Owusu Sarfo
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana
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3
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Ibrahim ME, El-Zoghby SM, Zaghloul NM, Shehata SA, Farghaly RM. Musculoskeletal pain among medical residents: role of workplace safety climate and sexual harassment. BMC Musculoskelet Disord 2024; 25:167. [PMID: 38388888 PMCID: PMC10882788 DOI: 10.1186/s12891-024-07272-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 03/27/2023] [Accepted: 02/08/2024] [Indexed: 02/24/2024] Open
Abstract
BACKGROUND Workplace factors are important predictors of occurrence of musculoskeletal pain among different occupational populations. In healthcare, a psychologically unsafe work environment can negatively affect the emotional, physical and psychological well-being of physicians. This study aimed to examine the relationship between workplace violence, sexual harassment and musculoskeletal pain among Egyptian physicians in their years of residency. METHODS We distributed an online self-administered questionnaire to 101 residents working in various healthcare sectors in Egypt. It included sections on demographic data, working conditions, widespread pain index (WPI), pain interference short-form, workplace violence and harassment questionnaire, psychosocial safety climate questionnaire (PSC) and sexual harassment climate questionnaire. RESULTS All residents had at least one painful site on the WPI (range 1-11). The mean WPI was 3.5 ± 2.4, and 39.6% satisfied the criteria of having widespread pain by having at least 4 pain sites. Widespread pain index showed a weak statistically significant negative correlation with workplace PSC score (rho = - 0.272, p = 0.006), and a statistically significant weak positive correlation with the calculated total abuse index (rho = 0.305, p = 0.002). Workplace violence and abuse, as measured by a calculated abuse index was the only significant predictors of widespread pain among residents. CONCLUSION WPV was found to be a predictor of musculoskeletal pain among medical residents. Healthcare organizations need to address WPV by employing preventive strategies to minimize its hazardous effects and ensure a safe working environment for physicians.
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Affiliation(s)
- Maha E Ibrahim
- Department of Physical Medicine, Rheumatology and Rehabilitation, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt.
| | - Safaa M El-Zoghby
- Department of Family Medicine, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt
| | - Nancy M Zaghloul
- Department of Forensic Medicine and Clinical Toxicology, Misr University for Science and Technology, Cairo, Egypt
| | - Shaimaa A Shehata
- Department of Forensic Medicine and Clinical Toxicology, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt
| | - Rasha M Farghaly
- Department of Community, Occupational and Environmental Medicine, Faculty of Medicine, Suez Canal University, Ismailia, 41522, Egypt
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Amoadu M, Ansah EW, Sarfo JO. Influence of psychosocial safety climate on occupational health and safety: a scoping review. BMC Public Health 2023; 23:1344. [PMID: 37438724 DOI: 10.1186/s12889-023-16246-x] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2023] [Accepted: 07/05/2023] [Indexed: 07/14/2023] Open
Abstract
BACKGROUND Creating a healthy, decent and safe workplace and designing quality jobs are ways to eliminate precarious work in organisations and industries. This review aimed at mapping evidence on how psychosocial safety climate (PSC) influence health, safety and performance of workers. METHODS A literature search was conducted in four main databases (PubMed, Scopus, Central and Web of Science) and other online sources like Google Scholar. A reference list of eligible studies was also checked for additional papers. Only full-text peer-reviewed papers published in English were eligible for this review. RESULTS A search in the databases produced 13,711 records, and through a rigorous screening process, 93 papers were included in this review. PSC is found to directly affect job demands, job insecurity, effort-reward imbalance, work-family conflict, job resources, job control and quality leadership. Moreover, PSC directly affects social relations at work, including workplace abuse, violence, discrimination and harassment. Again, PSC has a direct effect on health, safety and performance outcomes because it moderates the impact of excessive job demands on workers' health and safety. Finally, PSC boosts job resources' effect on improving workers' well-being, safety and performance. CONCLUSION Managers' efforts directed towards designing quality jobs, prioritising the well-being of workers, and fostering a bottom-up communication through robust organisational policies, practices, and procedures may help create a high organisational PSC that, in turn, promotes a healthy and decent work environment.
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Affiliation(s)
- Mustapha Amoadu
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana.
| | - Edward Wilson Ansah
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana
| | - Jacob Owusu Sarfo
- Department of Health, Physical Education and Recreation, University of Cape Coast, Cape Coast, Ghana
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Zahlquist L, Hetland J, Notelaers G, Rosander M, Einarsen SV. When the Going Gets Tough and the Environment Is Rough: The Role of Departmental Level Hostile Work Climate in the Relationships between Job Stressors and Workplace Bullying. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:4464. [PMID: 36901473 PMCID: PMC10002256 DOI: 10.3390/ijerph20054464] [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: 01/11/2023] [Revised: 02/23/2023] [Accepted: 02/24/2023] [Indexed: 06/18/2023]
Abstract
In line with the work environment hypothesis, the present study investigates whether department-level perceptions of hostile work climate moderate the relationship between psychosocial predictors of workplace bullying (i.e., role conflicts and workload) and exposure to bullying behaviours in the workplace. The data were collected among all employees in a Belgian university and constitutes of 1354 employees across 134 departments. As hypothesized, analyses showed positive main effects of role conflict and workload on exposure to bullying behaviours. In addition, the hypothesized strengthening effect of department-level hostile work climate on the relationship between individual-level job demands and individual exposure to bullying behaviours was significant for role conflict. Specifically, the positive relationship between role conflict and exposure to bullying behaviours was stronger among employees working in departments characterized by a pronounced hostile work climate. In contrast to our predictions, a positive relationship existed between workload and exposure to bullying behaviours, yet only among individuals in departments with low hostile work climate. These findings contribute to the bullying research field by showing that hostile work climate may strengthen the impact of role stress on bullying behaviours, most likely by posing as an additional distal stressor, which may fuel a bullying process. These findings have important theoretical as well as applied implications.
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Affiliation(s)
- Lena Zahlquist
- BI Norwegian Business School, Kong, Chr. Frederiks gate 5, 5006 Bergen, Norway
| | - Jørn Hetland
- BI Norwegian Business School, Kong, Chr. Frederiks gate 5, 5006 Bergen, Norway
- Department of Psychosocial Science, University of Bergen, Christiesgate 12, 5020 Bergen, Norway
| | - Guy Notelaers
- Department of Psychosocial Science, University of Bergen, Christiesgate 12, 5020 Bergen, Norway
| | - Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, 581 83 Linköping, Sweden
| | - Ståle Valvatne Einarsen
- Department of Psychosocial Science, University of Bergen, Christiesgate 12, 5020 Bergen, Norway
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Vranjes I, Griep Y, Fortin M, Notelaers G. Dynamic and Multi-Party Approaches to Interpersonal Workplace Mistreatment Research. GROUP & ORGANIZATION MANAGEMENT 2023. [DOI: 10.1177/10596011231162498] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/05/2023]
Affiliation(s)
| | - Yannick Griep
- Radboud University, Nijmegen, The Netherlands
- Stockholm University, Stockholm, Sweden
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7
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Maqsood S, Sohail M, Naeem F, Nazri M, Fatima D. Psychosocial safety climate and self-efficacy: Moderating role of job-related expectations in Pakistani private-sector employees during the COVID-19 pandemic. Front Psychol 2023; 13:1016050. [PMID: 36926534 PMCID: PMC10011180 DOI: 10.3389/fpsyg.2022.1016050] [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: 08/10/2022] [Accepted: 12/20/2022] [Indexed: 03/08/2023] Open
Abstract
The labor force in Pakistan comprises 59.8 million individuals. The employees have faced major changes in work dynamics and psychosocial safety climate during the COVID-19 pandemic. The purpose of the current study is to find the relationship between psychosocial safety climate, self-efficacy, and job-related expectations. It explores the moderating role of job-related expectations on the relationship between psychosocial safety climate and self-efficacy. It was hypothesized that there is likely to be a significant relationship between psychosocial safety climate, self-efficacy, and job-related expectations, job-related expectations are likely to moderate the relationship between psychosocial safety climate and self-efficacy, and there are likely to be differences between married and unmarried employees; men and women; satisfied and unsatisfied employees with respect to psychosocial safety, self-efficacy, and job-related expectations. A correlational research design and a convenience sampling strategy were used. A total of 281 employees (M = 30.74 years, SD = 10.99) of the private-sector (including educational, industrial, and IT) organizations during the COVID-19 pandemic were part of the study. Results show that psychosocial safety climate had a positive significant relationship with job-related expectations and self-efficacy. Job expectations also significantly correlated with self-efficacy. There were significant differences in measures of study variables with respect to gender, marital status, and employee satisfaction. This research has implications for administration, managers, policymakers, and organizational psychologists.
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Affiliation(s)
- Saira Maqsood
- Department of Psychology, Lahore Garrison University, Lahore, Pakistan
| | - Marva Sohail
- Department of Psychology, Lahore Garrison University, Lahore, Pakistan
| | - Fatima Naeem
- Department of Psychology, Lahore Garrison University, Lahore, Pakistan
| | - Mohammad Nazri
- Faculty of business and economics, Department of Management, University of Malaya, Kuala Lumpur, Malaysia
| | - Deep Fatima
- Department of Psychology, Lahore Garrison University, Lahore, Pakistan
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Weaver B, Kirk-Brown A, Goodwin D, Oxley J. Psychosocial safety behavior: A scoping review of behavior-based approaches to workplace psychosocial safety. JOURNAL OF SAFETY RESEARCH 2023; 84:33-40. [PMID: 36868661 DOI: 10.1016/j.jsr.2022.10.006] [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: 05/17/2022] [Revised: 07/13/2022] [Accepted: 10/17/2022] [Indexed: 06/18/2023]
Abstract
INTRODUCTION In an era of workplace safety where psychosocial risks are widely recognized as occupational hazards, emerging research has sought to clarify the impact of these risks and the requisite interventions for improving psychosocial safety climate and reducing psychological injury risk. METHOD The construct of psychosocial safety behavior (PSB) provides a novel framework for emerging research that seeks to apply a behavior-based safety approach to workplace psychosocial risks across several high-risk industries. This scoping review aims to provide a synthesis of existing literature on PSB, including its development as a construct and application in workplace safety interventions to date. RESULTS Although a limited number of studies of PSB were identified, the findings of this review provide evidence for growing cross-sector applications of behaviorally-focused approaches to improving workplace psychosocial safety. In addition, the identification of a broad spectrum of terminology surrounding the construct of PSB provides evidence of key theoretical and empirical gaps, with implications for future intervention-based research to address emerging areas of focus.
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Affiliation(s)
- Bodhi Weaver
- Monash Sustainable Development Institute, Australia.
| | | | | | - Jennie Oxley
- Monash University Accident and Research Centre (MUARC), Australia
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Farley S, Mokhtar D, Ng K, Niven K. What influences the relationship between workplace bullying and employee well-being? A systematic review of moderators. WORK AND STRESS 2023. [DOI: 10.1080/02678373.2023.2169968] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/25/2023]
Affiliation(s)
- Samuel Farley
- Sheffield University Management School, University of Sheffield, Sheffield, UK
| | - Daniella Mokhtar
- Centre for Research in Psychology & Human Well-being, The National University of Malaysia, Ampang, Malaysia
| | - Kara Ng
- Alliance Manchester Business School, University of Manchester, Manchester, UK
| | - Karen Niven
- Sheffield University Management School, University of Sheffield, Sheffield, UK
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Anasori E, De Vita G, Gürkan Küçükergin K. Workplace bullying, psychological distress, job performance and employee creativity: the moderating effect of psychological resilience. SERVICE INDUSTRIES JOURNAL 2023. [DOI: 10.1080/02642069.2022.2147514] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/11/2023]
Affiliation(s)
- Elham Anasori
- Eastern Mediterranean University, Famagusta, North Cyprus
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11
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Gilbert-Ouimet M, Zahiriharsini A, Biron C, Langlois L, Ménard C, Lebel M, Pelletier J, Duchaine C, Beaulieu M, Truchon M. Predict, prevent and manage moral injuries in Canadian frontline healthcare workers and leaders facing the COVID-19 pandemic: Protocol of a mixed methods study. SSM - MENTAL HEALTH 2022; 2:100124. [PMID: 35669531 PMCID: PMC9158246 DOI: 10.1016/j.ssmmh.2022.100124] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/31/2021] [Revised: 05/24/2022] [Accepted: 05/28/2022] [Indexed: 11/20/2022] Open
Abstract
Moral injuries can occur when perpetrating, failing to prevent, or bearing witness to acts that transgress deeply held moral beliefs and expectations. The COVID-19 crisis highlighted the fact that psychosocial stressors at work, such as high emotional demands, are placing Canadian healthcare workers at risk of moral injuries. Evidence linking psychosocial stressors at work to moral injuries are needed to better predict, prevent and manage moral injuries, as these stressors are frequent and modifiable occupational risk factors. This protocol presents a study aiming to: 1) understand workplace events having the potential to either cause or reduce moral injuries, 2) predict the risk and severity of moral injuries using a disease prevention model, 3) identify biological signatures (biomarkers) associated with psychosocial stressors at work and moral injuries and 4) elaborate preliminary guidelines of organizational practices for frontline healthcare workers to reduce and manage moral injuries. This study is a mixed methods research with three components: qualitative, quantitative and biological. The data collection has been completed and because of the COVID-19 pandemic, it was adjusted to allow for gathering qualitative and quantitative data remotely. Frontline healthcare workers and leaders were included. Through focus groups and individual interviews, and an online questionnaire, events and psychosocial working conditions that may increase the risk of moral injuries will be documented. In addition, blood samples which were collected from a sub-sample of volunteer participants will measure an innovative set of biomarkers associated with vulnerability to stress and mental health. Data analyses are ongoing. We anticipate to identify workplace events that may trigger moral injuries. We expect that potential predictors of moral injury risk occurrence and severity will be identified from psychosocial stressors at work that can be improved by implementing organizational practices. We also expect to observe a different mental health state and biological inflammation signature across workers exposed compared to workers not exposed to psychosocial stressors at work. Based on these future findings, we intend to develop preliminary recommendations of organizational practices for managers. This research will contribute to expand our knowledge of the events in the workplace likely to generate or lessen the impact moral injuries, to build a model for predicting the risk of moral injuries at work, all in the specific context of the COVID-19 health crisis among healthcare workers.
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Affiliation(s)
- Mahée Gilbert-Ouimet
- Department of Health Sciences, Université du Québec à Rimouski, 1595 Boulevard Alphonse-Desjardins, Lévis, QC, G6V 0A6, Canada
- CHU de Québec-Laval University Research Center, 1050 Chemin Ste-Foy, Quebec City, QC, G1S 4L8, Canada
| | - Azita Zahiriharsini
- Department of Health Sciences, Université du Québec à Rimouski, 1595 Boulevard Alphonse-Desjardins, Lévis, QC, G6V 0A6, Canada
- CHU de Québec-Laval University Research Center, 1050 Chemin Ste-Foy, Quebec City, QC, G1S 4L8, Canada
| | - Caroline Biron
- Department of Management, Laval University, Quebec City, QC, G1V 0A6, Canada
| | | | - Caroline Ménard
- Department of Psychiatry and Neuroscience, Faculty of Medicine, Laval University and CERVO Brain Research Center, Quebec City, QC, G1V 0A6, Canada
| | - Manon Lebel
- Department of Psychiatry and Neuroscience, Faculty of Medicine, Laval University and CERVO Brain Research Center, Quebec City, QC, G1V 0A6, Canada
| | - Jérôme Pelletier
- Department of Health Sciences, Université du Québec à Rimouski, 1595 Boulevard Alphonse-Desjardins, Lévis, QC, G6V 0A6, Canada
| | - Caroline Duchaine
- Faculty of Medicine, Laval University, 1050 ave de la Médecine, Quebec City, QC, G1V 0A6, Canada
- CHU de Québec-Laval University Research Center, 1050 Chemin Ste-Foy, Quebec City, QC, G1S 4L8, Canada
| | | | - Manon Truchon
- School of Psychology, Laval University, Quebec City, QC, G1V 0A6, Canada
- Centre de recherche interdisciplinaire en réadaptation et intégration sociale(CIRRIS), Quebec City, QC, G1M 2S8, Canada
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Syed-Yahya SNN, Idris MA, Noblet AJ. The relationship between safety climate and safety performance: A review. JOURNAL OF SAFETY RESEARCH 2022; 83:105-118. [PMID: 36481002 DOI: 10.1016/j.jsr.2022.08.008] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/08/2022] [Revised: 03/25/2022] [Accepted: 08/10/2022] [Indexed: 06/17/2023]
Abstract
INTRODUCTION Since its inception more than four decades ago, research on safety climate has been conducted in many industries. Subsequently, a plethora of systematic literature reviews on safety climate in various work environments has focused on research trends and measurement scales. Yet, despite these reviews, the overall picture of how safety climate influences performance is still not well understood. The current study reviews existing literature on safety climate, specifically how it affects safety performance. METHOD Literature searches were conducted using EBSCOhost and Web of Science databases in March 2021. We included English-language, peer-reviewed studies that reported the results of research done on safety climate and safety performance. We extracted data (contextual, theoretical, methodological and definition of safety performance) from these studies and were deductively analyzed and categorized into common themes. RESULTS One hundred and sixty-two safety climate studies were identified. We found that studies on safety climate-performance were conducted in 16 types of industries while 23 different theories explained the safety climate-performance relationship. The quantity and quality of variables and methods used varied considerably across the surveys. Safety climate is predominantly used as a predictor while safety-related behavior is the most common definition of safety performance among the articles we reviewed. Few papers from the current review were methodologically strong, suggesting that current evidence on the link between safety climate and safety performance still suffers from common method bias. CONCLUSIONS Although literature has provided evidence for the positive effect on safety performance via a strong safety climate, strong and convincing methods are still lacking and the causality of an improved safety climate still needs to be demonstrated. PRACTICAL APPLICATIONS The findings of the current review offer a better understanding of how employers can improve safety climate in the workplace in various settings.
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Affiliation(s)
| | - Mohd Awang Idris
- Faculty of Arts and Social Sciences, Universiti Malaya, Malaysia.
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Mansour S, Faisal Azeem M, Dollard M, Potter R. How Psychosocial Safety Climate Helped Alleviate Work Intensification Effects on Presenteeism during the COVID-19 Crisis? A Moderated Mediation Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:13673. [PMID: 36294252 PMCID: PMC9603230 DOI: 10.3390/ijerph192013673] [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: 09/23/2022] [Revised: 10/17/2022] [Accepted: 10/19/2022] [Indexed: 06/16/2023]
Abstract
Healthcare sector organizations have long been facing the issue of productivity loss due to presenteeism which is affected by psychosocial safety climate (PSC) and work intensification. Presenteeism has visibly increased among nurses during COVID-19 pandemic period. Grounded in COR theory and sensemaking theory, the current study aimed to examine the role PSC plays as driver or moderator to reduce presenteeism by lessening work intensification over time and the impact of work intensification over time on presenteeism during the COVID-19 pandemic. Adopting a time-lagged research design, this study gathered data from randomly selected registered nurses, practicing in Québec, Canada in two phases, i.e., 800 at Time 1 and 344 at Time 2 through email surveys. The study results showed that (1) PSC reduces presenteeism over time by reducing work intensification at time 1; (2) PSC moderates the relationship between work intensification at time 1 and work intensification at time 2; and (3) PSC as moderator also lessens the detrimental effect of work intensification at time 2 on presenteeism at time 2. Presenteeism among nurses affects their health and psychological well-being. We find that PSC is likely an effective organizational tool particularly in crises situations, by providing an organizational mechanism to assist nurses cope (through a resource caravan, management support) with managing intensified work.
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Affiliation(s)
- Sari Mansour
- School of Business Administration, TÉLUQ University of Quebec, Montreal, QC H2S 3L5, Canada
| | - Malik Faisal Azeem
- School of Business Administration, TÉLUQ University of Quebec, Montreal, QC H2S 3L5, Canada
| | - Maureen Dollard
- Psychosocial Safety Climate Global Observatory, Justice & Society, University of South Australia, Adelaide, SA 5001, Australia
- School of Medicine, University of Nottingham, Nottingham NG7 2RD, UK
| | - Rachael Potter
- Psychosocial Safety Climate Global Observatory, Justice & Society, University of South Australia, Adelaide, SA 5001, Australia
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Bouzikos S, Afsharian A, Dollard M, Brecht O. Contextualising the Effectiveness of an Employee Assistance Program Intervention on Psychological Health: The Role of Corporate Climate. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19095067. [PMID: 35564466 PMCID: PMC9099973 DOI: 10.3390/ijerph19095067] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/10/2022] [Revised: 04/20/2022] [Accepted: 04/20/2022] [Indexed: 12/04/2022]
Abstract
Organisations often engage Employee Assistance Programs (EAPs) to assist employees experiencing psychological distress, yet EAPs primarily focus on individual remedies rather than addressing the context of the problem (e.g., the corporate climate) which may render them limited in effectiveness. We investigated the effectiveness of EAPs and the role of organisation psychosocial safety climate (PSC) (the corporate climate for worker psychological health and safety) and client satisfaction in reducing client psychological distress. Client participants (Time 1, n = 100, Time 2, n = 28, Matched n = 25) from Australia and New Zealand entering an EAP took part in two online surveys, pre- and post-EAP, around five weeks apart. Multilevel analysis showed a significant reduction in psychological distress due to the EAP (individual effect) but particularly at high levels of PSC (organisational effect). Thus, EAPs could engender a more significant impact by also assisting organisations to improve their PSC (i.e., through implementation of policies, practices and procedures for worker psychological health and safety), in combination with individual interventions.
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Affiliation(s)
- Sophia Bouzikos
- PSC Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA 5001, Australia; (S.B.); (M.D.)
| | - Ali Afsharian
- PSC Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA 5001, Australia; (S.B.); (M.D.)
- Correspondence: ; Tel.: +61-8-8302-4515
| | - Maureen Dollard
- PSC Global Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA 5001, Australia; (S.B.); (M.D.)
| | - Oliver Brecht
- Employee Assistance Professional Association of Australia, Willoughby, NSW 2068, Australia;
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15
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Rosander M, Nielsen MB. Workplace bullying and tiredness at work: A cross-lagged prospective study of causal directions and the moderating effects of a conflict management climate. J Occup Health 2022; 64:e12327. [PMID: 35388598 PMCID: PMC9176713 DOI: 10.1002/1348-9585.12327] [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: 09/29/2021] [Revised: 02/10/2022] [Accepted: 03/19/2022] [Indexed: 11/07/2022] Open
Abstract
OBJECTIVES To prospectively investigate the reciprocal associations between tiredness at work (TAW) and exposure to bullying behaviors and to determine the role of conflict management climate (CMC) as a moderator of these associations. METHODS A two-wave national probability sample of employees in Sweden (18 months between waves, 921 participated at both waves) measuring TAW, workplace bullying, and CMC. Structural equation modelling was used to test four hypotheses about the longitudinal associations between feeling tired at work and bullying, and CMC as a moderator for the two directions. RESULTS In the analyses of cross-lagged effects, tiredness was significantly associated with an increase in subsequent bullying (β = 0.08, P = .01). Exposure to bullying was not associated with changes in tiredness. CMC moderated the association between tiredness and subsequent bullying (β = -0.13, 95% CI [-0.19, -0.08]), showing an increased risk of exposure to bullying behaviors following tiredness when CMC was low and decreased risk when CMC was high. CONCLUSIONS TAW is a risk factor for subsequent bullying. Finding ways to help employees to reduce tiredness not only will help them perform better at work but also reduce the risk of them becoming targets of bullying. A strong CMC can act as a buffer if a tired person provoke aggression from co-workers.
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Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Morten Birkeland Nielsen
- National Institute of Occupational Health, Oslo, Norway.,Department of Psychosocial Science, University of Bergen, Bergen, Norway
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16
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Do Leadership, Organizational Communication, and Work Environment Impact Employees' Psychosocial Hazards in the Oil and Gas Industry? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19084432. [PMID: 35457300 PMCID: PMC9027864 DOI: 10.3390/ijerph19084432] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/04/2022] [Revised: 03/29/2022] [Accepted: 03/30/2022] [Indexed: 11/16/2022]
Abstract
Workplace hazards can have a significant influence on a worker's physical and mental health, reducing an organization's effectiveness in terms of safety. However, psychosocial hazards are being recognized as a crucial component that must be addressed for the individual's and organization's safety. The purpose of this research was to propose and statistically evaluate a brief theoretical framework based on leadership, organizational communication, work environment, and psychosocial hazards in Malaysia's upstream oil and gas sector. The framework was tested on 380 Malaysian upstream oil and gas workers. The collected data were analyzed using partial least squares and structural equation modelling (PLS-SEM). The study's findings revealed that in the Malaysian oil and gas industry, leadership, communication, and work environment negatively influenced the psychosocial hazards. This negative association between predictors and psychosocial hazards, particularly job expectations, control, role, and relationships, indicates new grounds for research. It is discussed how the findings could be used to track employees' well-being over time and generate focused treatments.
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17
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How discretionary behaviors promote customer engagement: the role of psychosocial safety climate and psychological capital. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2020.29] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractThe study examines the effect of psychosocial safety climate (PSC) and psychological capital (PsyCap) on customer engagement through discretionary service behaviors including adaptive and proactive service behaviors (ASB and PSB). A field study of 56 managers, 513 service employees, and 560 customers in 56 branches of insurance companies was carried out to test a theoretical model using hierarchical linear modeling (HLM7). The results demonstrated that PsyCap and PSC were both positively associated with ASB and PSB at the individual level. The results also showed that an interaction between PsyCap and PSC was related to ASB but not PSB. This suggested that PsyCap and PSC interact in a synergic manner to affect service employees' engagement in ASB, beyond their direct effects. At the branch level, ASB was not associated with customer engagement behavior, but PSB was. Furthermore, PSB mediated the relationship between PSC and customer engagement behavior, although ASB did not.
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18
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Vveinhardt J, Bendaraviciene R. How Do Nepotism and Favouritism Affect Organisational Climate? Front Psychol 2022; 12:710140. [PMID: 35069307 PMCID: PMC8776827 DOI: 10.3389/fpsyg.2021.710140] [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: 05/15/2021] [Accepted: 11/30/2021] [Indexed: 11/13/2022] Open
Abstract
This study seeks to determine the effect of nepotism and favouritism on organisational climate. Using the method of random sampling, 269 persons working in Lithuanian organisations were surveyed. The received data was analysed via the application of the methods of correlation and linear regression. It was determined that organisational climate is influenced significantly by variables such as the manager’s behaviour, safety and relationships with employees, values and traditions, communication, sharing of information, behaviour of employees, and interrelationships and tolerance of one another. Meanwhile, nepotism and favouritism are influenced by the lower number of climate variables (fear related to the absence of concreteness and security, such as joining an organisation, union and tolerance of individuals who have shared interests). This work fills the void in the knowledge of connections that nepotism and favouritism have with organisational climate, drawing attention to the mutual interaction between these phenomena. The article presents a discussion and the research limitations, and provides guidelines for further research.
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Affiliation(s)
- Jolita Vveinhardt
- Department of Management, Faculty of Economics and Management, Vytautas Magnus University, Kaunas, Lithuania
| | - Rita Bendaraviciene
- Department of Management, Faculty of Economics and Management, Vytautas Magnus University, Kaunas, Lithuania
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19
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Gazica MW, Powers SR, Kessler SR. Imperfectly perfect: Examining psychosocial safety climate's influence on the physical and psychological impact of perfectionism in the practice of law. BEHAVIORAL SCIENCES & THE LAW 2021; 39:741-757. [PMID: 34672030 DOI: 10.1002/bsl.2546] [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: 03/05/2021] [Revised: 08/17/2021] [Accepted: 10/04/2021] [Indexed: 06/13/2023]
Abstract
Existing evidence suggests that perfectionism is related to depressive symptoms, burnout, and clinical disorders and that socially prescribed, rather than self-oriented, perfectionism is the most maladaptive. Thus, social expectations of perfection can have detrimental effects on workers that may result in negative organizational outcomes. Using a sample of 176 Arizona attorneys, this two-wave longitudinal study examined whether psychosocial safety climate (PSC) may reduce perfectionist ideals and, in turn, improve employee well-being. Expectedly, PSC negatively influenced physical and psychological distress 2 months later directly and indirectly via socially prescribed perfectionism, suggesting that the beneficial impacts of positive PSCs may manifest over a relatively short period of time. Contrarily, self-oriented perfectionism was not related to PSC, suggesting a demand-resource mismatch, and positively related to physical symptoms only. These results suggest a more complex relationship between self-oriented perfectionism and employee well-being, perhaps depending on other variables.
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Affiliation(s)
- Michele W Gazica
- Behavioral & Social Sciences Department, Embry-Riddle Aeronautical University, Prescott, Arizona, USA
| | - Samantha Rae Powers
- Department of Strategic, Legal and Management Communication, Cathy Hughes School of Communications, Howard University, Washington, District of Columbia, USA
| | - Stacey R Kessler
- Michael A. Leven School of Management, Entrepreneurship and Hospitality, Coles College of Business, Kennesaw State University, Kennesaw, Georgia, USA
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20
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Biron C, Karanika-Murray M, Ivers H, Salvoni S, Fernet C. Teleworking While Sick: A Three-Wave Study of Psychosocial Safety Climate, Psychological Demands, and Presenteeism. Front Psychol 2021; 12:734245. [PMID: 34777119 PMCID: PMC8581213 DOI: 10.3389/fpsyg.2021.734245] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/30/2021] [Accepted: 08/24/2021] [Indexed: 11/13/2022] Open
Abstract
Introduction: The COVID-19 pandemic has led to a significant increase in the proportion of employees for whom teleworking became mandatory. Presenteeism, or the behavior of working while ill, has hardly been studied in the context of telework. The pandemic forced millions of workers to abruptly transition to working from home for a prolonged period of time, leaving employers often unaware of their health status or work capacity of the workers. This change also eroded the work experience itself, the workplace, and their protective impact on both individual health and work outcomes. This study focused on the longitudinal relationships among psychosocial safety climate (PSC), a lead indicator of workplace conditions, psychological demands, an indicator of quality of work, and presenteeism among a representative sample of teleworkers. PSC was expected to have an indirect impact on presenteeism with psychological demands as a mediator of this impact. Method: We collected the data from a representative sample of teleworkers in the first months (T1: April, T2: June, and T3: December 2020) of the pandemic using a three-wave online survey (n = 275). We tested a model of PSC as a determinant of presenteeism in teleworkers with psychological demands as a mediator. A cross-lagged panel model was estimated to test cross-sectional and longitudinal relationships. Findings: As expected, psychological demands increased over time. Contrary to expectations, the prevalence of presenteeism remained unchanged while PSC increased over time. The data fully supported the mediating effect of psychological demands such that a higher evaluation of PSC at T1 led to lower psychological demands at T2, which led to reduced presenteeism at T3. We also found a reciprocal relationship, with higher psychological demands at T2 leading to decreased evaluation of PSC at T3. These results show that the perception of teleworkers on their organization as giving a high priority to their psychological health is an important determinant of their work experience, ultimately influencing their decision to work while ill. The context of the pandemic has highlighted the importance of a positive workplace climate and working conditions for reducing the behaviors that can be harmful to health and productivity. Implications for theory and practice, beyond the pandemic, are discussed.
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Affiliation(s)
- Caroline Biron
- Department of Management, Université Laval, Québec, QC, Canada.,Center of Research for Sustainable Health-VITAM, Québec, QC, Canada.,Centre of Expertise for the Management of Occupational Health and Safety, Québec, QC, Canada
| | - Maria Karanika-Murray
- Department of Psychology, School of Social Sciences, Nottingham Trent University, Nottingham, United Kingdom
| | - Hans Ivers
- School of Psychology, Université Laval, Québec, QC, Canada
| | - Sandra Salvoni
- Department of Management, Université Laval, Québec, QC, Canada.,Center of Research for Sustainable Health-VITAM, Québec, QC, Canada.,Centre of Expertise for the Management of Occupational Health and Safety, Québec, QC, Canada
| | - Claude Fernet
- Department of Human Resources Management, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
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21
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Sanderson K. Re-positioning workplace aggression interventions: a violence framework. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2021. [DOI: 10.1108/ijoa-06-2021-2827] [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
This paper aims to investigate the socio-psychological systems in organizations that structurally support workplace aggression.
Design/methodology/approach
Using both a structural and contextual model of intimate partner violence (IPV), the factors supporting workplace aggression were analyzed. The narratives were provided from the participants’ lived experiences of workplace aggression, producing clear indications of where formal and informal power reside.
Findings
The methods of power and control used by workplace perpetrators parallel those illustrated in IPV. The inaction of management and the lack of social support enabled informal power asymmetries and the organizational norm of silence. The findings have implications for how workplaces view and intervene in relationship-based violence.
Originality/value
Workplace aggression has been studied from a conflict management perspective, without exploring the components that enable and support organizational abuse. As a result, organizational responses to workplace aggression have failed to address the complex relationship-based components and consequences. The primary contribution of this study is the disruption of the conflict-based perspective of workplace aggression into a more appropriate framework of violence, power and control.
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22
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Burrell E, Brauner E. Knowing and sharing: Transactive knowledge systems and psychological safety. ORGANISATIONSBERATUNG, SUPERVISION, COACHING 2021. [PMCID: PMC8356548 DOI: 10.1007/s11613-021-00722-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Erin Burrell
- School of Management | Te Kāhui Kahurangi, Massey University, Private Bag 102904, North Shore, 0745 Auckland, New Zealand
| | - Elisabeth Brauner
- Brooklyn College, The City University of New York, 2900 Bedford Avenue, 11210 Brooklyn, NY USA
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23
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Plimmer G, Nguyen D, Teo S, Tuckey MR. Workplace bullying as an organisational issue: Aligning climate and leadership. WORK AND STRESS 2021. [DOI: 10.1080/02678373.2021.1969479] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Geoff Plimmer
- School of Management, Victoria University of Wellington, Wellington, New Zealand
| | - Diep Nguyen
- School of Business and Law, Edith Cowan University, Joondalup, Australia
| | - Stephen Teo
- School of Business and Law, Edith Cowan University, Joondalup, Australia
| | - Michelle R. Tuckey
- Centre for Workplace Excellence, University of South Australia, Adelaide, Australia
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24
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Mansour S, Nogues S, Tremblay DG. Psychosocial safety climate as a mediator between high-performance work practices and service recovery performance: an international study in the airline industry. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1949373] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Sari Mansour
- School of Business Administration, University TÉLUQ, Montreal, Canada
| | - Sarah Nogues
- School of Business Administration, University TÉLUQ, Montreal, Canada
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25
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Klinefelter Z, Sinclair RR, Britt TW, Sawhney G, Black KJ, Munc A. Psychosocial safety climate and stigma: Reporting stress-related concerns at work. Stress Health 2021; 37:488-503. [PMID: 33277820 DOI: 10.1002/smi.3010] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 01/31/2020] [Revised: 09/10/2020] [Accepted: 11/15/2020] [Indexed: 11/12/2022]
Abstract
While researchers have begun to investigate theory and methods related to attenuating stress-related issues at work, one underexplored area is a barrier to reporting stress-related concerns in the workplace. Research on organizational climate broadly covers psychosocial safety at work. However, the literature has not examined other, more specific factors such as stigma towards reporting stress-related concerns in the workplace. Using a prospective design, the current study examined the distinction between psychosocial safety climate (PSC) and stigmas surrounding reporting stress that may exist in organizations. Furthermore, we investigated whether PSC would buffer against the effects of such stigmas. The findings of this study indicate that stigma and PSC are distinct and can independently predict psychosocial outcomes. The results also indicate that PSC may play a role in attenuating the effects of these stigmas on some psychosocial outcomes. Implications and potential avenues for future research in this area are discussed.
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Affiliation(s)
| | - Robert R Sinclair
- Department of Psychology, Clemson University, Clemson, South Carolina, USA
| | - Thomas W Britt
- Department of Psychology, Clemson University, Clemson, South Carolina, USA
| | - Gargi Sawhney
- Department of Psychological Sciences, Auburn University, Auburn, Alabama, USA
| | - Kristen Jennings Black
- Department of Psychology, The University of Tennessee at Chattanooga, Chattanooga, Tennessee, USA
| | - Alec Munc
- Facebook, Menlo Park, California, USA
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26
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Malik A, Sinha S, Goel S. A Qualitative Review of 18 Years of Research on Workplace Deviance: New Vectors and Future Research Directions. HUMAN PERFORMANCE 2021. [DOI: 10.1080/08959285.2021.1948548] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
| | | | - Sanjay Goel
- University at Albany, New York State University
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27
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Escartín J, Dollard M, Zapf D, Kozlowski SWJ. Multilevel emotional exhaustion: psychosocial safety climate and workplace bullying as higher level contextual and individual explanatory factors. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1939412] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Jordi Escartín
- Departament Psicologia Social I Psicologia Quantitativa, Universitat de Barcelona, Barcelona, Spain
| | - Maureen Dollard
- Centre for Applied Psychological Research, University of South Australia, South Australia, Adelaide, Australia
- PSC Global Observatory, Centre for Workplace Excellence, Nottingham University
| | - Dieter Zapf
- Department of Pyschology, Institute of Psychology, Johann Wolfgang Goethe University, Frankfurt Am Main, Germany
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28
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Liu X, Yang S, Yao Z. Silent Counterattack: The Impact of Workplace Bullying on Employee Silence. Front Psychol 2020; 11:572236. [PMID: 33329212 PMCID: PMC7719624 DOI: 10.3389/fpsyg.2020.572236] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/02/2020] [Accepted: 10/12/2020] [Indexed: 01/04/2023] Open
Abstract
The purpose of this paper is to explore the relationship between workplace bullying (WB) and employee silence (ES) as well as its mechanism. This paper collects data from 322 employees of three Chinese enterprises in two waves, with a 2 months interval between the two waves. Moreover, this paper uses confirmatory factor analysis, a bootstrapping mediation test, a simple slope test, and other methods to verify the hypothesis. We find that: (1) WB is positively correlated with ES; (2) psychological safety (PS) and affective commitment mediated the relationship between WB and ES, respectively, and these two variables have a chain mediating effect in the above relationship; and (3) a forgiveness climate moderates this chain mediating effect by weakening the negative impact of WB on PS. Our findings can effectively guide organizations to ultimately adjust their management style, pay attention to employees’ cognitive and emotional resources, and formulate some measures to curb WB in organizations.
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Affiliation(s)
- Xiwei Liu
- College of Finance and Statistics, Hunan University, Changsha, China
| | - Shenggang Yang
- College of Finance and Statistics, Hunan University, Changsha, China
| | - Zhu Yao
- School of Economics and Management, Tongji University, Shanghai, China
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29
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Berthelsen H, Muhonen T, Bergström G, Westerlund H, Dollard MF. Benchmarks for Evidence-Based Risk Assessment with the Swedish Version of the 4-Item Psychosocial Safety Climate Scale. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17228675. [PMID: 33266458 PMCID: PMC7700640 DOI: 10.3390/ijerph17228675] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/27/2020] [Revised: 11/19/2020] [Accepted: 11/20/2020] [Indexed: 01/01/2023]
Abstract
The purpose of the present study was to validate the short version of The Psychosocial Safety Climate questionnaire (PSC-4, Dollard, 2019) and to establish benchmarks indicating risk levels for use in Sweden. Cross-sectional data from (1) a random sample of employees in Sweden aged 25–65 years (n = 2847) and (2) a convenience sample of non-managerial employees from 94 workplaces (n = 3066) were analyzed. Benchmarks for three PSC risk levels were developed using organizational compliance with Occupational Safety and Health (OSH) regulations as criterion. The results support the validity and usefulness of the Swedish PSC-4 as an instrument to indicate good, fair, and poor OSH practices. The recommended benchmark for indicating good OSH practices is an average score of >12.0, while the proposed cutoff for poor OSH practices is a score of ≤8.0 on the PSC-4. Scores between these benchmarks indicate fair OSH practices. Furthermore, aggregated data on PSC-4 supported its reliability as a workplace level construct and its association with quantitative demands, quality of leadership, commitment to the workplace, work engagement, job satisfaction, as well as stress and burnout. Thus, the Swedish version of PSC-4 can be regarded as a valid and reliable measure for both research and practical use for risk assessment at workplaces.
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Affiliation(s)
- Hanne Berthelsen
- Centre for Work Life and Evaluation Studies (CTA), Malmö University, 205 06 Malmö, Sweden;
- Section 4, Faculty of Odontology, Malmö University, 205 06 Malmö, Sweden
- Correspondence:
| | - Tuija Muhonen
- Centre for Work Life and Evaluation Studies (CTA), Malmö University, 205 06 Malmö, Sweden;
- Department of School Development and Leadership, Faculty of Education and Society, Malmö University, 205 06 Malmö, Sweden
| | - Gunnar Bergström
- Centre for Musculoskeletal Research, Department of Occupational Health Sciences and Psychology, University of Gävle, 801 76 Gävle, Sweden;
- Unit of Intervention and Implementation Research for Worker Health, Institute of Environmental Medicine, Karolinska Institute, 171 77 Stockholm, Sweden
| | - Hugo Westerlund
- Department of Psychology, Stress Research Institute, Stockholm University, 106 91 Stockholm, Sweden;
| | - Maureen F. Dollard
- PSC Observatory, Centre for Workplace Excellence, Justice and Society, University of South Australia, Adelaide, SA 5001, Australia;
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30
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Hansen ÅM, Grynderup MB, Clausen T, Bonde JP, Garde AH, Kaerlev L, Kolstad HA, Hogh A. Labour market affiliation among non-bullied colleagues at work units with reported bullying. Int Arch Occup Environ Health 2020; 94:547-556. [PMID: 33188448 DOI: 10.1007/s00420-020-01604-8] [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: 03/07/2019] [Accepted: 10/29/2020] [Indexed: 11/25/2022]
Abstract
AIM This study investigates if non-bullied employees in Work units (WUs) where bullying occur, are more prone to leave the WUs than employees in WUs with no bullying, and if the prevalence of workplace bullying had an impact on leaving the WUs. Leaving the workplace was defined by unemployment or change of workplace at follow-up. METHODS We had data from 8326 Danish public health invited employees from 302 WUs. Of these 3036 responded to a questionnaire on working conditions and health in 2007. WUs were classified into three categories of WUs: (1) no bullying (0% bullied), (2) moderate prevalence of bullying (< 10% bullied), and (3) high prevalence of bullying (≥ 10% bullied). Bullied respondents were used to classify the WUs and excluded in the analyses. RESULTS We found odds ratios (ORs) for unemployment 1 year later of 1.27 [95% CI 0.69-2.37] in WUs with moderate prevalence of bullying and 1.38 [95% CI 0.85-2.23] among employed in WUs with high prevalence of bullying, adjusted for size of WUs, age, sex, and job category. For turnover 1 year later the ORs were 1.27 [95% CI 0.78-2.15] and 1.46 [95% CI 0.99-2.15] in WUs with moderate and high prevalence of bullying, respectively. CONCLUSION We did not find that non-bullied employees leave the WUs with moderate and high prevalence of bullying more than employees in WUs with no bullying behaviour 1 year later. Leaving the workplace tended to be higher among employees in WUs with high prevalence of bullying compared to no and moderate bullying.
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Affiliation(s)
- Åse Marie Hansen
- Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark. .,The National Research Centre for the Working Environment, Copenhagen, Denmark.
| | - Matias Brødsgaard Grynderup
- Psychiatry Center Sct. Hans, Capital Region, Roskilde, Denmark.,Department of Psychology, University of Copenhagen, Copenhagen, Denmark
| | - Thomas Clausen
- Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark.,The National Research Centre for the Working Environment, Copenhagen, Denmark
| | - Jens Peter Bonde
- Department of Occupational and Environmental Medicine, Frederiksberg and Bispebjerg Hospital, Copenhagen, Denmark
| | - Anne Helene Garde
- Department of Public Health, University of Copenhagen, Øster Farimagsgade 5, 1014, Copenhagen K, Denmark.,The National Research Centre for the Working Environment, Copenhagen, Denmark
| | - Linda Kaerlev
- Research Unit of Clinical Epidemiology, Institute of Clinical Research, University of Southern Denmark, Odense, Denmark.,Center for Clinical Epidemiology, Odense University Hospital, Odense, Denmark
| | - Henrik A Kolstad
- Department of Occupational Medicine, Danish Ramazzini Centre, Aarhus University Hospital, Aarhus N, Denmark
| | - Annie Hogh
- Department of Psychology, University of Copenhagen, Copenhagen, Denmark
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31
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Evaluation of the Effects of a Bullying at Work Intervention for Middle Managers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17207566. [PMID: 33080951 PMCID: PMC7589764 DOI: 10.3390/ijerph17207566] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/02/2020] [Revised: 10/14/2020] [Accepted: 10/15/2020] [Indexed: 11/16/2022]
Abstract
The aim of the study is to evaluate the effects of a workplace bullying intervention based on the training of middle managers regarding bullying awareness, the consequences of bullying, strategies in conflict resolution and mediation/negotiation abilities. Overall, 142 randomly selected middle managers participated in the study. First, participants completed an information record and two scales assessing bullying strategies, role conflict and role ambiguity. The last two scales were completed again in a second phase three months after the intervention had finished. The intervention produced a decrease in the following bullying strategies: effects on self-expression and communication, effects on personal reputation and effects on occupational situation and quality of life, with all of the mentioned bullying strategies being suffered by part of the sample. In addition, the conflict role decreased in the group which received the intervention. Moreover, the decrease in the effects of the bullying strategy effects on occupational situation and quality of life was especially important in managers with higher responsibilities within the workplace. Results are discussed in the framework that (1) leadership practices and, more specifically, conflict resolution skills are strongly responsible for bullying at work; and (2) the importance of intervening in the early stages of the bullying process as a key element in the correction, but also as a potential prevention element, of bullying in the workplace.
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32
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Yulita Y, Idris MA, Dollard MF. Effect of psychosocial safety climate on psychological distress via job resources, work engagement and workaholism: a multilevel longitudinal study. INTERNATIONAL JOURNAL OF OCCUPATIONAL SAFETY AND ERGONOMICS 2020; 28:691-708. [PMID: 32912109 DOI: 10.1080/10803548.2020.1822054] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Abstract
Objective. Our innovation was to propose a multilevel model to explain how an organizational factor, psychosocial safety climate (PSC) - the climate for worker psychological health - related to work investment (work engagement and workaholism) and, in turn, psychological distress. Methods. Longitudinal data were collected in Peninsular Malaysia across 26 police departments from 392 police personnel, matched across 4 months, and were tested using hierarchical linear modeling. Results. The analysis revealed between-group effects linking PSC to job resources, to work engagement and to workaholism. When PSC operated by improving job resources, aside from increased work engagement, it could unwittingly boost workaholism. However, this only existed under low PSC conditions. The secondary function of PSC buffered the impact of job resources on workaholism and psychological distress. When PSC was high, job resources reduced both workaholism and psychological distress, suggesting that PSC enabled resources to do their job of mitigating unfavorable conditions. Conclusions. Results support a multilevel PSC-extended job demands-resources motivational path with cross-links, and PSC's moderation function, as an explanation of worker psychological health. Confirming PSC as a leading indicator and the importance of a motivational path, this article presents new evidence in support of targeting PSC to improve worker psychological health.
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Affiliation(s)
- Yulita Yulita
- Faculty of Business, Economics and Social Development, Universiti Malaysia Terengganu, Malaysia
| | - Mohd Awang Idris
- Faculty of Arts & Social Sciences, University of Malaya, Malaysia
| | - Maureen F Dollard
- School of Psychology, Social Work & Social Policy, University of South Australia, South Australia
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Gupta P, Gupta U, Wadhwa S. Known and Unknown Aspects of Workplace Bullying: A Systematic Review of Recent Literature and Future Research Agenda. HUMAN RESOURCE DEVELOPMENT REVIEW 2020. [DOI: 10.1177/1534484320936812] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/16/2022]
Abstract
Last decades showed a high interest in studying the workplace bullying (WB) phenomenon in a variety of disciplines and in a number of WB areas such as concepts and forms of WB, antecedents and consequences of WB, WB interventions, etc. This study offers classification and description of current WB literature, and identifies research gaps to be bridged by further empirical research. In the first part, authors systematically review 167 refereed journal articles, classify the WB research into five main research themes and summarize their findings. In the second part, the article uncovers various unknown aspects of WB and provides concrete directions for future empirical research. Thrust areas of attention are highlighted for industry and policy makers.
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Affiliation(s)
- Parul Gupta
- Management Development Institute Gurgaon, Haryana, India
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Berthelsen H, Ertel M, Geisler M, Muhonen T. Validating the Psychosocial Safety Climate Questionnaire – Integration of Findings from Cognitive Interviews in Germany and Sweden. SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.16993/sjwop.85] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
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Zahlquist L, Hetland J, Skogstad A, Bakker AB, Einarsen SV. Job Demands as Risk Factors of Exposure to Bullying at Work: The Moderating Role of Team-Level Conflict Management Climate. Front Psychol 2019; 10:2017. [PMID: 31551872 PMCID: PMC6738166 DOI: 10.3389/fpsyg.2019.02017] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/10/2019] [Accepted: 08/19/2019] [Indexed: 11/13/2022] Open
Abstract
Conflict management climate is an important organizational resource that is theorized to prevent interpersonal frustration from escalating into harsh interpersonal conflicts and even workplace bullying. The present study investigates whether team-level perceptions of conflict management climate moderate the relationship between previously investigated psychosocial predictors of workplace bullying (i.e., role conflicts, workload, cognitive demands) and perceived exposure to bullying behaviors in the workplace. We collected data from crews on ferries operating on the Norwegian coastline consisting of 462 employees across 147 teams. As hypothesized, multilevel analyses showed positive main effects of role conflict and cognitive demands (but not workload) on exposure to bullying behaviors. Also, the hypothesized moderation effect of team-level conflict management climate on the relationship between individual-level job demands and exposure to bullying behaviors was significant for role conflict and cognitive demands, but not for workload. Specifically, the positive relationships between the two job demands and exposure to bullying behaviors were stronger for employees working in teams with a weak (vs. a strong) conflict management climate. These findings contribute to the bullying research field by showing that conflict management climate may buffer the impact of stressors on bullying behaviors, most likely by preventing interpersonal frustration from escalating into bullying situations.
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Affiliation(s)
- Lena Zahlquist
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
| | - Jørn Hetland
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
| | - Anders Skogstad
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
| | - Arnold B Bakker
- Center of Excellence for Positive Organizational Psychology, Erasmus University Rotterdam, Rotterdam, Netherlands
| | - Ståle Valvatne Einarsen
- Department of Psychosocial Science, Faculty of Psychology, University of Bergen, Bergen, Norway
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Rosander M, Blomberg S. Levels of workplace bullying and escalation – a new conceptual model based on cut-off scores, frequency and self-labelled victimization. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1080/1359432x.2019.1642874] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Michael Rosander
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Stefan Blomberg
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
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