1
|
Berretta S, Tausch A, Ontrup G, Gilles B, Peifer C, Kluge A. Defining human-AI teaming the human-centered way: a scoping review and network analysis. Front Artif Intell 2023; 6:1250725. [PMID: 37841234 PMCID: PMC10570436 DOI: 10.3389/frai.2023.1250725] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/30/2023] [Accepted: 09/11/2023] [Indexed: 10/17/2023] Open
Abstract
Introduction With the advancement of technology and the increasing utilization of AI, the nature of human work is evolving, requiring individuals to collaborate not only with other humans but also with AI technologies to accomplish complex goals. This requires a shift in perspective from technology-driven questions to a human-centered research and design agenda putting people and evolving teams in the center of attention. A socio-technical approach is needed to view AI as more than just a technological tool, but as a team member, leading to the emergence of human-AI teaming (HAIT). In this new form of work, humans and AI synergistically combine their respective capabilities to accomplish shared goals. Methods The aim of our work is to uncover current research streams on HAIT and derive a unified understanding of the construct through a bibliometric network analysis, a scoping review and synthetization of a definition from a socio-technical point of view. In addition, antecedents and outcomes examined in the literature are extracted to guide future research in this field. Results Through network analysis, five clusters with different research focuses on HAIT were identified. These clusters revolve around (1) human and (2) task-dependent variables, (3) AI explainability, (4) AI-driven robotic systems, and (5) the effects of AI performance on human perception. Despite these diverse research focuses, the current body of literature is predominantly driven by a technology-centric and engineering perspective, with no consistent definition or terminology of HAIT emerging to date. Discussion We propose a unifying definition combining a human-centered and team-oriented perspective as well as summarize what is still needed in future research regarding HAIT. Thus, this work contributes to support the idea of the Frontiers Research Topic of a theoretical and conceptual basis for human work with AI systems.
Collapse
Affiliation(s)
- Sophie Berretta
- Department of Psychology, Organizational, and Business Psychology, Ruhr University Bochum, Bochum, Germany
| | - Alina Tausch
- Department of Psychology, Organizational, and Business Psychology, Ruhr University Bochum, Bochum, Germany
| | - Greta Ontrup
- Department of Psychology, Organizational, and Business Psychology, Ruhr University Bochum, Bochum, Germany
| | - Björn Gilles
- Department of Psychology, Organizational, and Business Psychology, Ruhr University Bochum, Bochum, Germany
| | - Corinna Peifer
- Department of Psychology I, University of Lübeck, Lübeck, Germany
| | - Annette Kluge
- Department of Psychology, Organizational, and Business Psychology, Ruhr University Bochum, Bochum, Germany
| |
Collapse
|
2
|
Beutel T, Koestner C, Wild PS, Münzel T, Beutel ME, Lackner KJ, Pfeiffer N, Nübling M, Becker J, Letzel S. Burnout, self-rated general health and life satisfaction among teachers and other academic occupational groups. Front Public Health 2023; 11:1209995. [PMID: 37637828 PMCID: PMC10451082 DOI: 10.3389/fpubh.2023.1209995] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2023] [Accepted: 07/26/2023] [Indexed: 08/29/2023] Open
Abstract
Introduction Teachers work in a job with specific demands that can strain individual coping capabilities and can pose a risk for the development of psychological problems. Prior studies showed that teachers - in comparison with other occupational groups - had high risks of job-related psychological exhaustion. In our study we compared teachers and other occupational groups on burnout, general life satisfaction and self-rated general health. In addition, we analyzed if sociodemographic and job-related factors were relevant predictors of these outcomes. Methods We analyzed data from a total of 1,500 subjects arising from the Gutenberg Health Study. Binary logistic regression models and descriptive statistics were calculated to determine potential differences between the occupational group membership and the predictive values of sociodemographic and job-related variables. Results The occupational groups did not differ significantly in terms of burnout, self-rated general health and satisfaction with life. Logistic regression models showed which sociodemographic and job-related variables were associated with the outcomes. Female sex, part-time employment as well as work-privacy conflicts showed particular predictive relevance. Discussion Job-related interventions for teachers should aim at specific strains, e.g., arising out of work-privacy conflicts where interventions should focus on support of female teachers.
Collapse
Affiliation(s)
- Till Beutel
- Institute for Teachers’ Health, University Medical Center of the Johannes Gutenberg University of Mainz, Mainz, Germany
| | - Clemens Koestner
- Institute of Occupational, Social and Environmental Medicine, University Medical Center of the University of Mainz, Mainz, Germany
| | - Philipp S. Wild
- Preventive Cardiology and Preventive Medicine, Department of Cardiology, University Medical Center of the Johannes Gutenberg-University Mainz, Mainz, Germany
- Center for Thrombosis and Hemostasis, University Medical Center of the Johannes Gutenberg-University Mainz, Mainz, Germany
- DZHK (German Center for Cardiovascular Research), Partner Site RhineMain, Mainz, Germany
- Institute of Molecular Biology (IMB), Mainz, Germany
| | - Thomas Münzel
- DZHK (German Center for Cardiovascular Research), Partner Site RhineMain, Mainz, Germany
- Department of Cardiology – Cardiology I, University Medical Center of the Johannes Gutenberg-University Mainz, Mainz, Germany
| | - Manfred E. Beutel
- Department of Psychosomatic Medicine and Psychotherapy, University Medical Center of the Johannes Gutenberg-University Mainz, Mainz, Germany
| | - Karl J. Lackner
- DZHK (German Center for Cardiovascular Research), Partner Site RhineMain, Mainz, Germany
- Institute of Clinical Chemistry and Laboratory Medicine, University Medical Center of the Johannes Gutenberg-University Mainz, Mainz, Germany
| | - Norbert Pfeiffer
- Department of Ophthalmology, University Medical Center of the Johannes Gutenberg-University Mainz, Mainz, Germany
| | - Matthias Nübling
- FFAW: Freiburg Research Centre for Occupational Sciences, Freiburg, Germany
| | - Jan Becker
- Institute for Teachers’ Health, University Medical Center of the Johannes Gutenberg University of Mainz, Mainz, Germany
| | - Stephan Letzel
- Institute for Teachers’ Health, University Medical Center of the Johannes Gutenberg University of Mainz, Mainz, Germany
- Institute of Occupational, Social and Environmental Medicine, University Medical Center of the University of Mainz, Mainz, Germany
| |
Collapse
|
3
|
Zhang H, Xu Y, Zhang X, Chen B, Li C, Peng Z, Coyte PC. The Association Between Work Environment, Work Attitudes, and Turnover Intentions Among Geriatric Social Workers in China. J Gerontol Soc Work 2023; 66:642-661. [PMID: 36309980 DOI: 10.1080/01634372.2022.2140373] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/17/2022] [Revised: 10/20/2022] [Accepted: 10/22/2022] [Indexed: 06/16/2023]
Abstract
The psychological state of geriatric social workers affects the intention to leave and thus the quality of services provided to older adults. This study explored the relationship between the work environment, work attitudes, and turnover intentions of geriatric social workers. This study obtained an analytic sample comprising 999 geriatric social workers from the 2019 Longitudinal Study of Social Work in China. Multivariate regression techniques combined with a mediation analysis was performed to explore the relationships. The study results provided preliminary evidence on the complex associations between and among work environment, work attitudes, and turnover intentions of geriatric social workers in China. We demonstrated that perceived organizational support reduced the turnover intentions of geriatric social workers through increased collective psychological ownership and reduced burnout. Regular inter- and intra-agency communication between social workers and their supervisors and colleagues have important roles in reducing turnover by enhancing support and emotional commitment to organizations. Policy decision-makers are suggested to clearly define the roles and responsibilities of geriatric social works to release their administrative burdens, which may help to reduce their burnout level and improve the stability of the geriatric social work force.
Collapse
Affiliation(s)
- Huimin Zhang
- School of International and Public Affairs, Shanghai Jiao Tong University, Shanghai, China
| | - Yanping Xu
- School of International and Public Affairs, Shanghai Jiao Tong University, Shanghai, China
| | - Xiaoyi Zhang
- School of International and Public Affairs, Shanghai Jiao Tong University, Shanghai, China
| | - Beili Chen
- School of Social and Public Administration, East China University of Science and Technology, Shanghai, China
| | - Chunshen Li
- School of International and Public Affairs, Shanghai Jiao Tong University, Shanghai, China
| | - Zixuan Peng
- Institute of Health Policy, Management and Evaluation, Dalla Lana School of Public Health, University of Toronto, Toronto, Canada
| | - Peter C Coyte
- Institute of Health Policy, Management and Evaluation, Dalla Lana School of Public Health, University of Toronto, Toronto, Canada
| |
Collapse
|
4
|
Berretta S, Tausch A, Peifer C, Kluge A. The Job Perception Inventory: considering human factors and needs in the design of human-AI work. Front Psychol 2023; 14:1128945. [PMID: 37287772 PMCID: PMC10243195 DOI: 10.3389/fpsyg.2023.1128945] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/21/2022] [Accepted: 04/20/2023] [Indexed: 06/09/2023] Open
Abstract
Introduction Artificial intelligence (AI) is seen as a driver of change, especially in the context of business, due to its progressive development and increasing connectivity in operational practice. Although it changes businesses and organizations vastly, the impact of AI implementation on human workers with their needs, skills, and job identity is less considered in the development and implementation process. Focusing on humans, however, enables unlocking synergies as well as desirable individual and organizational outcomes. Methods The objective of the present study is (a) to develop a survey-based inventory from the literature on work research and b) a first validation with employees encountering an AI application. The Job Perception Inventory (JOPI) functions as a work-analytical tool to support the human-centered implementation and application of intelligent technologies. It is composed of established and self-developed scales, measuring four sections of work characteristics, job identity, perception of the workplace, and the evaluation of the introduced AI. Results Overall, the results from the first study from a series of studies presented in this article indicate a coherent survey inventory with reliable scales that can now be used for AI implementation projects. Discussion Finally, the need and relevance of the JOPI are discussed against the background of the manufacturing industry.
Collapse
Affiliation(s)
- Sophie Berretta
- Department of Work and Organizational Psychology, Ruhr University Bochum, Bochum, Germany
| | - Alina Tausch
- Department of Work and Organizational Psychology, Ruhr University Bochum, Bochum, Germany
| | - Corinna Peifer
- Institute of Psychology I, University of Lübeck, Lübeck, Germany
| | - Annette Kluge
- Department of Work and Organizational Psychology, Ruhr University Bochum, Bochum, Germany
| |
Collapse
|
5
|
Kapica Ł, Baka Ł, Stachura-Krzyształowicz A. [Job resources and work engagement: the mediating role of basic need satisfaction]. Med Pr 2022; 73:407-416. [PMID: 36222469 DOI: 10.13075/mp.5893.01257] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022] Open
Abstract
BACKGROUND Contemporary work psychology indicates that improving the functioning of employees and organizations takes place not only through the prevention of harmful factors but also through the development of positive attitudes towards work. According to the job demands-resources model, it can be assumed that resources are an important factor leading to work engagement. However, the authors of this concept also suggest that the role of resources is also to meet needs. In turn, according to the self-determination theory, the key to the development of intrinsic motivation and thus also work engagement is the satisfaction of basic needs. Therefore, hypotheses argue that resources in the form of the influence at work, possibilities for development, and social community at work are positively related to work engagement. And also that the satisfaction of basic needs, respectively autonomy, competence, and relatedness, are the mediators of these relationships. MATERIAL AND METHODS Data were collected among 200 workers aged 18-35, employed to work in direct contact with customers. Job resources were measured with the Copenhagen Psychosocial Questionnaire (COPSOQ II) subscales. Basic psychological need satisfaction was measured with the Basic Psychological Needs Satisfaction and Frustration Scale at Work. Work Engagement was measured with the Utrecht Work Engagement Scale. RESULTS Regression analyses with mediation effects were performed for 3 models. It has been shown that Influence at work is a predictor of Work engagement and this relationship is mediated by Autonomy satisfaction. Possibilities for development are positively related to Work engagement, in this relationship, the mediator is Competence satisfaction. In the relationship between the Social community at work and Work engagement, the mediator is the relatedness satisfaction. CONCLUSIONS The results have confirmed hypotheses regarding the mediating role of need satisfaction in the relationship between job resources and work engagement. Despite the limitations of the study, the results obtained confirm and develop the job demands-resources and self-determination theories. Med Pr. 2022;73(5):407-16.
Collapse
Affiliation(s)
- Łukasz Kapica
- Centralny Instytut Ochrony Pracy - Państwowy Instytut Badawczy / Central Institute for Labour Protection - National Research Institute, Warsaw, Poland (Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy / Department of Ergonomics, Laboratory of Psychology and Sociology of Work)
| | - Łukasz Baka
- Centralny Instytut Ochrony Pracy - Państwowy Instytut Badawczy / Central Institute for Labour Protection - National Research Institute, Warsaw, Poland (Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy / Department of Ergonomics, Laboratory of Psychology and Sociology of Work)
| | - Aleksandra Stachura-Krzyształowicz
- Centralny Instytut Ochrony Pracy - Państwowy Instytut Badawczy / Central Institute for Labour Protection - National Research Institute, Warsaw, Poland (Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy / Department of Ergonomics, Laboratory of Psychology and Sociology of Work)
| |
Collapse
|
6
|
Bella RLF, Quelhas OLG, Ferraz FT, Barboza DV, França SLB. An Initial Approach to Increase Job Satisfaction Through Workplace Spirituality. Front Psychol 2021; 12:768290. [PMID: 34867671 PMCID: PMC8632702 DOI: 10.3389/fpsyg.2021.768290] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2021] [Accepted: 10/04/2021] [Indexed: 11/13/2022] Open
Abstract
Job satisfaction is a widely discussed topic in work psychology, but what might be the contributions of recent discussions of workplace spirituality? This research allows a qualitative measure of workplace spirituality relevance by workforce perspective that can be reproduced in other organizations through a questionnaire application. The spiritual factors of the workplace were classified according to the Kano model that identifies the potential for actions and investments to be transformed into job satisfaction. In this application, it was identified that investments in the coherence and purpose of work factors can generate more than proportional satisfaction in the individuals of this organization. The identity, values, cohesion, meaning, and climate of work factors could generate a proportional satisfaction to the investments. The inner life and community factors cannot generate satisfaction, but when investment levels in these factors did not meet the expectations, it potentially generates dissatisfaction. Finally, investments in belonging, connection, and environmental factors were indifferent to the satisfaction level in this organization. The researchers also pointed out opportunities of investments to the organization.
Collapse
|
7
|
Kapica Ł, Baka Ł. [What is job crafting? Review of theoretical models of job crafting]. Med Pr 2021; 72:423-436. [PMID: 34254592 DOI: 10.13075/mp.5893.01115] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022] Open
Abstract
In recent years, there has been a clear increase in the interest in positive phenomena in work psychology. One of such issues is employee-initiated behavior aimed at transforming working conditions in order to increase job satisfaction and match it to one's needs and abilities. These behaviors are referred to as job crafting. With the development of research on this issue, different theoretical concepts and definitions of job crafting were created and then evolved. The aim of the work is to systematize them and perform a critical analysis. The article analyzes 5 theoretical models of job crafting: Wrzesniewski and Dutton's model, Tims and Bakker's model, Zhang and Parker's model, Bindl et al.'s model, and Kooij et al.'s model The publication presents the differences between these models, and strengths and critical points of each of them. Med Pr. 2021;72(4).
Collapse
Affiliation(s)
- Łukasz Kapica
- Centralny Instytut Ochrony Pracy - Państwowy Instytut Badawczy / Central Institute for Labour Protection - National Research Institute, Warsaw, Poland (Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy / Department of Ergonomics, Laboratory of Psychology and Sociology of Work)
| | - Łukasz Baka
- Centralny Instytut Ochrony Pracy - Państwowy Instytut Badawczy / Central Institute for Labour Protection - National Research Institute, Warsaw, Poland (Zakład Ergonomii, Pracownia Psychologii i Socjologii Pracy / Department of Ergonomics, Laboratory of Psychology and Sociology of Work)
| |
Collapse
|
8
|
Sott MK, Bender MS, Furstenau LB, Machado LM, Cobo MJ, Bragazzi NL. 100 Years of Scientific Evolution of Work and Organizational Psychology: A Bibliometric Network Analysis From 1919 to 2019. Front Psychol 2020; 11:598676. [PMID: 33343470 PMCID: PMC7744602 DOI: 10.3389/fpsyg.2020.598676] [Citation(s) in RCA: 15] [Impact Index Per Article: 3.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2020] [Accepted: 11/12/2020] [Indexed: 01/04/2023] Open
Abstract
In this study, we explore a 100 years of Work and Organizational Psychology (WOP). To do this, we carry out a bibliometric performance and network analysis (BPNA) to understand the evolution structure and the most important themes in the field of study. To perform the BNPA, 8,966 documents published since 1919 were exported from the Web of Science and Scopus databases. The SciMAT software was used to process data and to create the evolution structure, the strategic diagram, and the thematic network structure of the strategic themes of the field of WOP. We identified 29 strategic clusters and discuss the most important themes (motor themes) and their relationship with other clusters. This research presents the complete evolution of the field of study, identifying emerging themes and others with a high degree of development. We hope that this work will support researchers and future research in the field of WOP.
Collapse
Affiliation(s)
- Michele K. Sott
- Graduate Program of Industrial Systems and Processes, University of Santa Cruz do Sul, Santa Cruz do Sul, Brazil
| | - Mariluza S. Bender
- Multiprofessional Residency Program in Urgency and Emergency, Santa Cruz Hospital, Santa Cruz do Sul, Brazil
| | - Leonardo B. Furstenau
- Graduate Program of Industrial Systems and Processes, University of Santa Cruz do Sul, Santa Cruz do Sul, Brazil
| | - Laura M. Machado
- Department of Psychology, Lutheran University of Brazil, Cachoeira do Sul, Brazil
| | - Manuel J. Cobo
- Department of Computer Science and Engineering, University of Cádiz, Cádiz, Spain
| | - Nicola L. Bragazzi
- Laboratory for Industrial and Applied Mathematics, Department of Mathematics and Statistics, York University, Toronto, ON, Canada
| |
Collapse
|
9
|
Tausch A, Kluge A, Adolph L. Psychological Effects of the Allocation Process in Human-Robot Interaction - A Model for Research on ad hoc Task Allocation. Front Psychol 2020; 11:564672. [PMID: 33071891 PMCID: PMC7530530 DOI: 10.3389/fpsyg.2020.564672] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2020] [Accepted: 08/12/2020] [Indexed: 11/23/2022] Open
Abstract
Task allocation is immensely important when it comes to designing human–robot interaction (HRI), but although it is the shaping part of the interaction, it is merely regarded as a process with its own effects on human thinking and behavior. This study aims at linking research from different fields like psychological theory, HRI and allocation optimization to create a new process model of ad hoc task allocation in human–robot interaction. It addresses the process characteristics and psychological outcomes of a real-time allocation process that integrates the worker. To achieve this, we structured the process into steps and identified relevant psychological constructs associated with them. The model is a first step toward ergonomic research on the self-organized allocation of tasks in HRI, but may also be an inspiration for practitioners designing HRI systems. To create successful work in HRI, designing the technology is an important foundation, but a participative, thought-out process for allotting tasks could be the key to adequate autonomy, work satisfaction and successful cooperation.
Collapse
Affiliation(s)
- Alina Tausch
- Department Products and Work Systems, Federal Institute for Occupational Safety and Health, Dortmund, Germany
| | - Annette Kluge
- Chair of Work and Organisational Psychology, Ruhr University Bochum, Bochum, Germany
| | - Lars Adolph
- Department Products and Work Systems, Federal Institute for Occupational Safety and Health, Dortmund, Germany
| |
Collapse
|
10
|
Abstract
BACKGROUND The interest among researchers and practitioners in job crafting has been growing for the last dozen of years. Job crafting refers to behaviors that employees engage in to align aspects of their jobs with their own skills and needs. The aim of this paper was to analyze psychometric properties of the Polish version of a job crafting measure - the <i>Job Crafting Scale</i> (JCS). MATERIAL AND METHODS The original JCS consists of 21 items and has 4 subscales: <i>Increasing Structural Job Resources</i>, <i>Increasing Social Job Resources</i>,<i> Increasing Challenging Job Demands</i>, and <i>Decreasing Hindering Job Demands</i>. Confirmatory factor analysis, internal consistency analysis, theoretical validity analysis and test-retest stability analysis were carried out among 249 white collar workers who use information and communication technology (ICT) in their daily work. Multigroup confirmatory factor analysis and invariance test were carried out among 228 white collar workers using ICT and additionally working in a team for most of the week. RESULTS The Polish version of the JCS displays satisfactory internal consistency, theoretical validity, and test-retest stability. The results of the confirmatory factor analysis showed a 4-dimensional structure of the JCS. Four items were excluded from the Polish version of the JCS because of low factor loadings. The results of invariance test showed that factor loadings were invariant across groups. CONCLUSIONS The Polish version of the JCS consists of 17 items and - like the original scale - has 4 subscales. Additional studies are recommended to confirm the internal structure of the JCS and measurement invariance across different occupational groups. Med Pr. 2019;70(4):445-57.
Collapse
Affiliation(s)
- Anna Rogala
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Warsaw, Poland (Wydział Psychologii / Faculty of Psychology).
| | - Roman Cieślak
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Warsaw, Poland (Wydział Psychologii / Faculty of Psychology).
| |
Collapse
|
11
|
Waszkowska M, Wężyk A. [Psychological examinations in occupational health services: Legal regulations. Part I]. Med Pr 2018; 69:561-572. [PMID: 30136706 DOI: 10.13075/mp.5893.00731] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022] Open
Abstract
In Poland psychological assessment for the purpose of fitness-to-work certification is regulated by the law. In the majority of cases, only psychologists registered with the occupational health services are authorized to conduct the assessment procedures. In this study 32 legal documents (17 acts and 15 directives) have been analyzed to identify the most problematic issues pertaining to psychological examination and to suggest certain changes in the regulations, as well as to raise the psychologists' awareness of the legal aspects of their work. Due to the number of the topics explored, the results of the study will be published as two separate, yet related articles. The first one concentrates on the qualifications of psychologists, the examination reference process, the aim and scope of the psychological assessment, and the validity of the assessment results. In part II other issues, not directly related to the diagnostic process, will be discussed. Med Pr 2018;69(5):561-572.
Collapse
Affiliation(s)
- Małgorzata Waszkowska
- Instytut Medycyny Pracy im. prof. J. Nofera / Nofer Institute of Occupational Medicine, Łódź, Poland (Zakład Psychologii Zdrowia i Pracy / Department of Health and Work Psychology).
| | - Agata Wężyk
- Instytut Medycyny Pracy im. prof. J. Nofera / Nofer Institute of Occupational Medicine, Łódź, Poland (Zakład Psychologii Zdrowia i Pracy / Department of Health and Work Psychology).
| |
Collapse
|
12
|
Perreira TA, Berta W, Laporte A, Ginsburg L, Deber R, Elliott G, Lum J. Shining a Light: Examining Similarities and Differences in the Work Psychology of Health Support Workers Employed in Long-Term Care and Home and Community Care Settings. J Appl Gerontol 2017; 38:1595-1614. [PMID: 29164989 DOI: 10.1177/0733464817737622] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
Health Support Workers (HSWs) provide up to 80% of care to residents and clients in the long-term care (LTC) and home and community care (HCC) sectors but have received little research attention compared with the regulated professions. The authors explore similarities and differences in the work psychology of HSWs employed in LTC and HCC settings. Data were collected via survey from 276 LTC and 184 HCC HSWs. Descriptive statistics and path analyses were conducted. HSWs in LTC and HCC settings have significant, positive associations between organizational citizenship behaviors directed toward the organization (OCB-Os) and psychological empowerment, as well as intention to stay (ITS) and job satisfaction. For LTC sector HSWs, there are significant relationships between OCB-Os and quality of work life (QWL), ITS and work engagement, and individual performance and both job satisfaction and QWL. For the HCC sector, OCB-Os and ITS are significantly and directly related to organizational commitment. This study has implications for organizations interested in developing targeted interventions to improve the retention of HSWs.
Collapse
Affiliation(s)
| | | | | | | | | | | | - Janet Lum
- Ryerson University, Toronto, ON, Canada
| |
Collapse
|