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Sanecka E, Stasiła-Sieradzka M, Turska E. The role of core self-evaluations and ego-resiliency in predicting resource losses and gains in the face of the COVID-19 crisis: the perspective of conservation of resources theory. Int J Occup Med Environ Health 2023; 36:551-562. [PMID: 37811685 PMCID: PMC10691420 DOI: 10.13075/ijomeh.1896.02113] [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] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2022] [Accepted: 09/27/2023] [Indexed: 10/10/2023] Open
Abstract
OBJECTIVES The purpose of the present study was to investigate, through the lens of conservation of resources theory, the predictive role of 2 positive personality traits in the form of core self-evaluations (CSE) and ego-resiliency (ER) in resource losses and gains triggered by the COVID-19 crisis. MATERIAL AND METHODS The 2 personality traits, constituting positive person-related resources, were examined in relation to resource losses and gains in both general and distinct life domains: hedonistic and vital, spiritual, family, economic and political, and finally power and prestige. RESULTS The findings from a nationwide sample of 1000 working adults (65% women; age M±SD 38.93±10.9 years) indicated that CSE negatively predicted resource losses, whereas ER served as a positive predictor of resource gains. The predictive role of personality traits was demonstrated both for resource losses and gains in general and in different life domains. CONCLUSIONS The results of this study highlight in particular the role of CSE as a protective factor of resource losses, and the role of ER as a promotive factor of resource gains, suggesting that both traits might evoke divergent resilience responses when facing prolonged stressful life events. Int J Occup Med Environ Health. 2023;36(4):551-62.
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Affiliation(s)
- Elżbieta Sanecka
- University of Silesia in Katowice, Faculty of Social Sciences, Institute of Psychology, Katowice, Poland
| | - Marta Stasiła-Sieradzka
- University of Silesia in Katowice, Faculty of Social Sciences, Institute of Psychology, Katowice, Poland
| | - Elżbieta Turska
- University of Silesia in Katowice, Faculty of Social Sciences, Institute of Psychology, Katowice, Poland
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Stasiła-Sieradzka M, Sanecka E, Turska E. Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees. Int J Occup Med Environ Health 2023; 36:229-249. [PMID: 37184145 PMCID: PMC10464789 DOI: 10.13075/ijomeh.1896.02026] [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: 06/02/2022] [Accepted: 03/02/2023] [Indexed: 05/16/2023] Open
Abstract
OBJECTIVES The COVID-19 pandemic contributing to the dissemination of alternative work models such as fully remote or hybrid work models. The present study focused on these 2 types of unplanned changes in the working environment. The conservation of resources theory, the first aim of this study was to examine the predictive role of resource losses and gains since the outbreak of the COVID-19 pandemic in job burnout. Moreover, the authors investigated how non-remote, remote, and hybrid employees differ in resource losses and gains and job burnout. MATERIAL AND METHODS A cross-sectional online comparative study was conducted a year after the outbreak of the COVID-19 pandemic. The respondents provided sociodemographic data, reported their current work model, and completed validated measures of resource losses and gains and job burnout: the Conservation of Resources Evaluation and the Oldenburg Burnout Inventory. Based on the data collected from 1000 working adults from the Polish population, the authors tested the differences in losses and gains of different categories of resources and job burnout components between the 3 groups of employees representing distinct working models, i.e., non-remote, hybrid, and remote. RESULTS In general, the associations of losses and gains with job burnout subscales have been confirmed, regardless of the level of analysis of losses and gains. The authors' findings indicated that hybrid workers experienced significantly higher resource losses and gains (both in general and in different domains) in comparison to non-remote and remote workers. In turn, non-remote employees scored significantly higher on disengagement, which is one of the job burnout components. CONCLUSIONS Hybrid workers experienced the highest levels of both resource losses and gains during the COVID-19 pandemic, compared to non-remote and remote workers, suggesting that this form of working arrangement involves the greatest changes in different life domains, bringing both positive and negative consequences for the employee. Int J Occup Med Environ Health. 2023;36(2):229-49.
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Affiliation(s)
- Marta Stasiła-Sieradzka
- University of Silesia in Katowice, Faculty of Social Sciences, Institute of Psychology, Katowice, Poland
| | - Elżbieta Sanecka
- University of Silesia in Katowice, Faculty of Social Sciences, Institute of Psychology, Katowice, Poland
| | - Elżbieta Turska
- University of Silesia in Katowice, Faculty of Social Sciences, Institute of Psychology, Katowice, Poland
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Chudzicka-Czupała A, Grabowski D, Czerw A, Stasiła-Sieradzka M. Assessment of worklife areas, trust in supervisor and interpersonal trust as conditions of severity of stress at work. Int J Occup Med Environ Health 2022; 35:719-730. [PMID: 36052947 PMCID: PMC10464817 DOI: 10.13075/ijomeh.1896.01990] [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] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/25/2022] [Accepted: 06/20/2022] [Indexed: 10/15/2022] Open
Abstract
OBJECTIVES The aim of the paper is to present the findings from a study of the relationships between perception of worklife areas and trust in supervisor and interpersonal trust on the one hand, and assessment of the severity of stress at work on the other hand. MATERIAL AND METHODS The study involved 1113 individuals working in different Polish organizations. The Perceived Stress Scale (PSS-10) was used to measure stress severity. Assessments of worklife areas were measured using the Areas of Worklife Survey, while trust was measured using the Trust in Supervisor Scale and the Interpersonal Trust Measures, a tool for measuring trust in co-workers. RESULTS The regression analysis results prove that stress severity depends to the largest extent on the assessment of worklife areas (workload, reward, and values), as well as trust in the skills and competencies of the supervisor and trust in co-workers, based on cognitive factors. The role of trust in the supervisor, emphasizing the latter's benevolence and the belief in their integrity and of trust in co-workers, based on emotions, and the relationships of these variables with stress require clarification. The model turned out to be statistically significant, the variables included in the model explain 45% of the variability of the dependent variable. CONCLUSIONS Assessment of worklife areas is more significant for stress level prediction than the trust dimensions studied. Conclusions concerning the relationships between trust and stress must be cautious, and the matter should be studied further. Int J Occup Med Environ Health. 2022;35(6):719-30.
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Affiliation(s)
- Agata Chudzicka-Czupała
- SWPS University of Social Sciences and Humanities, Katowice, Poland (Faculty of Psychology in Katowice, Department of Social and Organizational Behavior Psychology)
| | - Damian Grabowski
- SWPS University of Social Sciences and Humanities, Katowice, Poland (Faculty of Psychology in Katowice, Department of Social and Organizational Behavior Psychology)
| | - Agnieszka Czerw
- SWPS University of Social Sciences and Humanities, Poznań, Poland (Faculty of Psychology in Poznań, Department of Work and Organizational Psychology)
| | - Marta Stasiła-Sieradzka
- University of Silesia in Katowice, Katowice, Poland (Faculty of Social Sciences, Institute of Psychology)
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Znajmiecka M, Roszko-Wójtowicz E, Stasiła-Sieradzka M. In Search of Differences in the Perception of Safety Climate by Employees of an International Manufacturing Company. Int J Environ Res Public Health 2022; 19:14980. [PMID: 36429702 PMCID: PMC9690140 DOI: 10.3390/ijerph192214980] [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] [Figures] [Subscribe] [Scholar Register] [Received: 09/22/2022] [Revised: 11/03/2022] [Accepted: 11/09/2022] [Indexed: 06/16/2023]
Abstract
The implementation of effective workforce safety programmes ought to be linked to an understanding of the specificity of the work in the organisation concerned, taking into consideration the assessment of the level of safety expressed by the professional group representing it at the executive level. The main purpose of the study presented in the paper, which is part of a broader project of researching safety culture in the organisation, is a diagnosis of the safety climate in the Polish branch of an international manufacturing company. The following research question was formulated: Is the examined international manufacturing company a homogeneous organisation from the point of view of assessing its safety culture? The research was exploratory. In total, 203 respondents, which amounts to 35% of the employees, participated in the study. The selection of the sample was representative-in proportion to the number of employees in individual departments and their positions in the examined organisation. The presented paper includes an analysis of the results obtained on the basis of the abbreviated version of the Safety Climate Questionnaire, a self-developed tool to assess ten separate dimensions of safety climate. The results of a single-factor analysis of variance (ANOVA) along with post hoc tests prove that there is a statistically significant difference between the respondents representing different positions in the organisation and different areas of employment. The position held in the company significantly differentiates the employees in a statistically significant way-in eight out of eleven diagnostic areas, including the Summary Safety Climate Indicator (SSCI). In the case of department, statistically significant differences were found in seven out of eleven diagnostic areas. Education proved to be the factor that differentiates the respondents the least in terms of the assessment of workplace safety climate. Statistically significant differences occurred only in three out of eleven diagnostic areas. The observed differences in the assessment of the dimensions of workplace safety climate point to the need for the promotion of more diversified and individualised measures, taking into account the specificity of work and the nature of hazards in a given position, and the creation of practical safety programmes not only in the procedural and technical dimensions but also in social and psychological ones.
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Affiliation(s)
- Marta Znajmiecka
- Institute of Psychology, University of Lodz, 90-001 Lodz, Poland
| | | | - Marta Stasiła-Sieradzka
- Faculty of Social Sciences, Institute of Psychology, University of Silesia in Katowice, 40-126 Katowice, Poland
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Stasiła-Sieradzka M, Chudzicka-Czupała A, Znajmiecka-Sikora M. Work safety climate. Comparison of selected occupational groups. PLoS One 2020; 15:e0243056. [PMID: 33315928 PMCID: PMC7735595 DOI: 10.1371/journal.pone.0243056] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/18/2020] [Accepted: 11/15/2020] [Indexed: 11/18/2022] Open
Abstract
Implementation of effective programs to improve occupational safety should be linked to an understanding of the specific nature of the given job. The aim of the research was to compare occupational groups with different job-related specificities: industrial production line workers, retail workers and mine rescuers, in terms of their assessment of the work safety climate. The survey covered 2,995 respondents with diversified demographic characteristics. The study used an abridged version of the Safety Climate Questionnaire by Znajmiecka-Sikora (2019) to assess 10 separate safety climate dimensions. The results of the MANOVA multivariate analysis, Wilks' multivariate F-tests and univariate F tests prove that there is a statistically significant difference between the respondents representing the three occupational groups collectively in terms of global assessment of all work safety climate dimensions, and also indicate significant differences between workers belonging to the three occupational groups in terms of their assessment of the individual dimensions of the work safety climate, except the organization's occupational health and safety management policy as well as technical facilities and ergonomics, which may be due to the universality of the requirements set for organizations with regard to these two aspects of safe behavior. The differences observed in the assessment of the remaining work safety climate dimensions induces one to promote more differentiated and individualized activities, taking into account the work specificity and the nature of the threats occurring in the respective working environment of the representatives of the different occupations. The difference in assessment of the work safety climate found in the research encourages one to create practical programs for safety, not only in the procedural and technical dimension, but also in the social and psychological one.
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Affiliation(s)
- Marta Stasiła-Sieradzka
- Institute of Psychology, Faculty of Social Sciences, University of Silesia in Katowice, Katowice, Poland
- * E-mail:
| | - Agata Chudzicka-Czupała
- Department of Social and Organizational Behavior Psychology, Katowice Faculty of Psychology, SWPS University of Social Sciences and Humanities, Katowice, Poland
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Chudzicka-Czupała A, Stasiła-Sieradzka M, Rachwaniec-Szczecińska Ż, Grabowski D. The severity of work-related stress and an assessment of the areas of worklife in the service sector. Int J Occup Med Environ Health 2019; 32:569-584. [PMID: 31241050 DOI: 10.13075/ijomeh.1896.01406] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [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: 10/26/2022] Open
Abstract
OBJECTIVES The aim of the study was to examine the potential differences in the assessment of the severity of work-related stress, and in the global assessment of the areas of worklife and individual worklife dimensions in employees working in service occupations. MATERIAL AND METHODS The research covered 61 emergency workers, 92 helping professionals, and 58 knowledge workers. A subjective assessment of the areas of worklife was carried out using the <i>Areas of Worklife Survey</i>, and the <i>Perceived Stress Scale</i> (PSS-10) was used to investigate stress severity. RESULTS The research has revealed statistically significant differences between workers belonging to the 3 groups of service occupations in their assessment of the severity of work-related stress. The findings have shown that 26% of the variance of the <i>Stress Severity Assessment</i> variable is explained by belonging to a specific occupational group. Police officers and helping professionals experience comparably severe stress, which is significantly stronger than that experienced by the laboratory staff. Statistically significant differences have also been found between the studied groups in terms of the global assessment of all areas of worklife, as well as in the assessment of particular areas, i.e., control, rewards, fairness and values. No significant differences have been found with regard to the workload and community areas. CONCLUSIONS Working in social service occupations, whether as emergency or helping professionals, may lead to a similar level of stress severity. The surveyed workers do not differ in their assessment of workload or of the sense of trust, cooperation and support received from their co-workers. Further research should be carried out to explore the sources of stress, which may be linked to other factors than the areas of worklife presented here, such as stress inducing contact with customers, environmental determinants of work, existing hazards to life or health, or the intrinsic predispositions of individuals performing specific types of work and gender. Int J Occup Med Environ Health. 2019;32(4):569-84.
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Affiliation(s)
- Agata Chudzicka-Czupała
- SWPS University of Social Sciences and Humanities, Katowice, Poland (Faculty of Psychology in Katowice, Department of Social and Organizational Behavior Psychology).
| | - Marta Stasiła-Sieradzka
- University of Silesia, Katowice, Poland (Faculty of Pedagogy and Psychology, Institute of Psychology, Work and Organizational Psychology Department).
| | - Żaneta Rachwaniec-Szczecińska
- Medical University of Silesia, Katowice, Poland (School of Health Sciences, Chair of Social Sciences and Humanities, Department of Psychology).
| | - Damian Grabowski
- SWPS University of Social Sciences and Humanities, Katowice, Poland (Faculty of Psychology in Katowice, Department of Social and Organizational Behavior Psychology).
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Stasiła-Sieradzka M, Turska E. [The feeling of threat and stress: the mediating role of social ties in the workplace on the example of the mine rescuer occupation]. Med Pr 2019; 70:295-304. [PMID: 31074747 DOI: 10.13075/mp.5893.00779] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [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: 10/26/2022] Open
Abstract
BACKGROUND Working in high-risk occupations is associated with the feeling of threat and stress. The aim of the research conducted from December 2016 to May 2017 was to examine the relationship between these variables in the group of mine rescuers. It was assumed that the quality of social ties with co-workers would act as a mediator of the assumed relationship. MATERIAL AND METHODS The sample consisted of 232 mine rescuers employed in emergency stations in Poland. The risk assessment at work was determined using Kwestionariusz poczucia zagrożenia w pracy (The Feeling of Threat at Work Questionnaire) by Mamcarz; Kwestionariusz poczucia stresu (The Feeling of Stress Questionnaire) by Plopa and Makarowski was used to study the feeling of stress, and the quality of social ties was measured using Skala więzi społecznych (The Social Ties Scale) by Skarżyńska. RESULTS A negative relationship was observed between the feeling of threat and the level of the experienced stress. The sense of social ties with co-workers acts as a mediator in the relationship between these variables. CONCLUSIONS Social ties reduce stress caused by the feeling of threat, and they are also an important factor supporting the coping with negative emotions. The obtained results make it possible to present practical recommendations, aimed mainly at strengthening the adaptation and integration activities in teams carrying out their tasks in hazardous conditions. The authors of the study point out that these activities should concern primarily the following 3 areas: the adaptation of new members of the group, the strengthening of positive relationships in teams, and support in a traumatic situation during convalescence. Med Pr. 2019;70(3):295-304.
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Affiliation(s)
- Marta Stasiła-Sieradzka
- Uniwersytet Śląski / University of Silesia, Katowice, Poland (Wydział Pedagogiki i Psychologii, Instytut Psychologii, Zakład Psychologii Pracy i Organizacji / Faculty of Pedagogy and Psychology, Institute of Psychology, Work and Organizational Psychology Department).
| | - Elżbieta Turska
- Uniwersytet Śląski / University of Silesia, Katowice, Poland (Wydział Pedagogiki i Psychologii, Instytut Psychologii, Zakład Psychologii Pracy i Organizacji / Faculty of Pedagogy and Psychology, Institute of Psychology, Work and Organizational Psychology Department).
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Grabowski D, Chudzicka-Czupała A, Chrupała-Pniak M, Rachwaniec-Szczecińska Ż, Stasiła-Sieradzka M, Wojciechowska W. [Work ethic, organizational commitment and burnout]. Med Pr 2019; 70:305-316. [PMID: 31070603 DOI: 10.13075/mp.5893.00800] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [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: 10/26/2022] Open
Abstract
BACKGROUND This work aims to present the results of a research study on the relations between work ethic, organizational commitment and job burnout. The authors investigated a sample of employees representing different industries and companies, e.g., lawyers, IT specialists, medical doctors, clerks, teachers and railwaymen (N = 335). MATERIAL AND METHODS The research study was based on the <i>Job Demands-Resources</i> model. The work ethic measured by the Polish adaptation of the <i>Multidimensional Work Ethic Profile</i> consisted of 8 factors: the value of hard work, work as a central value of life, unwillingness to waste time, aversion to free time, delayed gratification, self-reliance, morality, and work as a moral duty. The organizational commitment measured by the <i>Organizational Commitment Scale</i> consisted of 3 components: affective commitment, normative commitment and continuance commitment. To measure job burnout, the Polish adaptation of the <i>Link Burnout Questionnaire</i> was used, which is composed of 4 dimensions of burnout: psycho-physical exhaustion, relationship deterioration, the sense of professional failure, and disillusion. RESULTS The study shows that work ethic dimensions and organizational commitment are negatively correlated with job burnout. Significant predictors which can reduce job burnout include work as a moral duty, the value of hard work, work as a central value of life, aversion to free time and morality as dimensions of work ethic and affective commitment. CONCLUSIONS Some dimensions of work ethic and organizational commitment constitute job resources and can decrease job burnout. Work ethic, and affective and normative commitment reduce the sense of disillusion. Med Pr. 2019;70(3):305-16.
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Affiliation(s)
- Damian Grabowski
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Warsaw, Poland (Wydział Zamiejscowy w Katowicach, Zakład Psychologii Zachowań Społecznych i Organizacyjnych / Faculty of Psychology, Department of Social and Organizational Behavior Psychology).
| | - Agata Chudzicka-Czupała
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Warsaw, Poland (Wydział Zamiejscowy w Katowicach, Zakład Psychologii Zachowań Społecznych i Organizacyjnych / Faculty of Psychology, Department of Social and Organizational Behavior Psychology).
| | - Małgorzata Chrupała-Pniak
- Uniwersytet Śląski w Katowicach / University of Silesia, Katowice, Poland (Wydział Pedagogiki i Psychologii, Instytut Psychologii, Zakład Psychologii Pracy i Organizacji / Faculty of Pedagogy and Psychology, Institute of Psychology, Work and Organizational Psychology Department).
| | - Żaneta Rachwaniec-Szczecińska
- Śląski Uniwersytet Medyczny w Katowicach / Medical University of Silesia, Katowice, Poland (Wydział Nauk o Zdrowiu, Katedra Nauk Społecznych i Humanistycznych, Zakład Psychologii / School of Health Sciences, Chair of Social Sciences and Humanities, Department of Psychology).
| | - Marta Stasiła-Sieradzka
- Uniwersytet Śląski w Katowicach / University of Silesia, Katowice, Poland (Wydział Pedagogiki i Psychologii, Instytut Psychologii, Zakład Psychologii Pracy i Organizacji / Faculty of Pedagogy and Psychology, Institute of Psychology, Work and Organizational Psychology Department).
| | - Wanda Wojciechowska
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Warsaw, Poland (Wydział Zamiejscowy w Katowicach, Zakład Psychologii Zachowań Społecznych i Organizacyjnych / Faculty of Psychology, Department of Social and Organizational Behavior Psychology).
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Chudzicka-Czupała A, Stasiła-Sieradzka M, Dobrowolska M, Kułakowska A. Assessment of worklife areas and stress intensity among Border Guard officers. Med Pr 2018; 69:199-210. [DOI: 10.13075/mp.5893.00664] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022] Open
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Stasiła-Sieradzka M, Chudzicka-Czupała A, Grabowski D, Dobrowolska M. [Assessment of work environment vs. feeling of threat and aggravation of stress in job of a high risk - An attempt of organizational intervention]. Med Pr 2017; 69:45-58. [PMID: 29171842 DOI: 10.13075/mp.5893.00640] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [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: 10/18/2022] Open
Abstract
BACKGROUND The main purpose of this article was to examine, whether and to what extend an assessment of work environment and feeling of threat are associated with stress at work performed in health- and life-threatening conditions. Previous studies of the determinants of occupational stress have been carried out in relation to representatives of different occupational groups that are not, however, representatives of one organization. The research was also meant to provide practical guidance for a particular employer. MATERIAL AND METHODS The study was carried out in the factory of explosives. It involved 95 randomly selected employees of the production departments. Subjective evaluation of work was performed by the examined persons in the Areas of Worklife Survey. It allows to assess the functioning of the employee in the workplace and to recognize the discrepancies between the requirements of the organization and the needs, aspirations and abilities of the examined person. Feeling of insecurity at work was defined by using the Feeling of Danger at Work Survey. The level of stress was assessed using the Perceived Stress Scale (PSS-10). RESULTS The workload and feeling of danger are relevant to the stress felt by the employees. The workload is also the mediator of the relations between the sense of danger and the stress felt by the examined employees. CONCLUSIONS At the level of manufacturing process management in an organization, there is a need to reduce the negative impact of physical and mental strain associated with haste and uncertainty. Med Pr 2018;69(1):45-58.
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Affiliation(s)
- Marta Stasiła-Sieradzka
- Uniwersytet Śląski / University of Silesia, Katowice, Poland (Wydział Pedagogiki i Psychologii, Instytut Psychologii, Zakład Psychologii Pracy i Organizacji / Faculty of Pedagogy and Psychology, Institute of Psychology, Work and Organizational Psychology Department).
| | - Agata Chudzicka-Czupała
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Katowice, Poland (Wydział Zamiejscowy w Katowicach, Zakład Psychologii Zachowań Społecznych i Organizacyjnych / Faculty of Psychology, Department of Social and Organizational Behavior Psychology).
| | - Damian Grabowski
- SWPS Uniwersytet Humanistycznospołeczny / SWPS University of Social Sciences and Humanities, Katowice, Poland (Wydział Zamiejscowy w Katowicach, Zakład Psychologii Zachowań Społecznych i Organizacyjnych / Faculty of Psychology, Department of Social and Organizational Behavior Psychology).
| | - Małgorzata Dobrowolska
- Politechnika Śląska / Silesian University of Technology, Gliwice, Poland (Kolegium Nauk Społecznych i Filologii Obcych / University College of Social Sciences and Philologies).
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