职场孤独感的前因与后果

职场孤独感是个体在工作场所中体验到的孤独感,包括情感和社交两个维度。在介绍其定义、结构和测量后,根据现有研究总结出职场孤独感的前因与后果。在群体层面上,职场孤独感的前因变量包括组织规模、地位和气氛;结果变量包括团队绩效、领导成员交换和团队成员交换。在个体层面上,职场孤独感的前因变量包括人格特征、职场排斥、工作倦怠、工作过载、经济地位和教育水平等;结果变量包括工作绩效、工作压力感、工作满意度、离职倾向和组织承诺等。     

Psychology doctoral training in work and health

Psychology as a profession has an opportunity and obligation to advocate for and develop healthy work environments. This will require the design and conduct of doctoral-level training in occupational health psychology. A model for training might well be based on the assumptions that there is a viable role for occupational health psychologists trained at the doctoral level for both academic and applied work settings, and that doctoral training would be based on the integration of health psychology and public health. Issues remaining to be addressed in the development of doctoral training programs include appropriate predoctoral training, academic standards, the interdisciplinary nature of faculties, and appropriate settings for training. Future directions in establishing doctoral training in occupational health psychology will best be taken in dialogue with several other professions and institutions that share a common interest in reducing leading work-related diseases and injuries and promoting public health in the workplace.     

Determinants of religious expression in the workplace

With the importance of religion to many individuals and the legal protections present in various countries, religious expression in the workplace is a phenomenon worthy of greater research and understanding. This study examined several potential antecedents of religious expression in the workplace. Results from a sample of employed individuals suggest that both individual and organisational factors, including individual religiosity, company culture and value congruence, influence the level of workplace religious expression.     

Character Strengths and Job Satisfaction: Differential Relationships Across Occupational Groups and Adulthood

Character strengths are a central construct within positive psychology, and their importance for the workplace was supported recently. Little is known, however, which strengths matter the most at the workplace. The aim of the present investigation was thus to assess the relationship between the level of the 24 character strengths with overall job satisfaction in a general working population (N = 12,499) as well as in eight occupational subgroups (nurses, physicians, supervisors, office workers, clinical psychologists, social workers/educators, economists, and secondary-school teachers) and in six age groups (from 18 to 61+ years) and to compare the overall level of character strengths across the eight occupational subgroups. Results showed that, similar to life satisfaction, zest, hope, curiosity, love, and gratitude, and emotional strengths in general, related most strongly to overall job satisfaction. However, the relationships of the strengths with job satisfaction differed depending on the facet of job satisfaction, the occupational subgroup, and the age group under study. Knowing which individual strengths as well as strengths factors are more important for specific working populations can help to develop and apply more effective strength-based interventions in the workplace, thus improving positive and reducing negative work-related outcomes.

     

秒回?信息通讯技术时代的职场通讯压力

职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。     

中国心理健康服务从业者的职业压力现状及影响因素

本研究目的是考察心理健康从业者的压力现状及其影响因素。769名来自全国20个省份的心理健康从业者填写了研究者自编的有93个多项选择题和填空题的问卷,其中2个从本问卷中抽取的5点量表具有可接受的心理测量学指标。主因素分析表明,心理健康从业者的职业压力可分为三类:专业能力不足、缺乏单位支持、工作负担过重。回归分析表明:影响职业压力的非专业因素有:年龄,性别,教育水平,全职或兼职,场所是否专用,以及每周咨询的小时数。在专业因素中,督导和培训能显著地缓解心理健康从业者的职业压力。治疗中的困难情况会显著地引发心理健康从业者的职业压力。     

Personality-performance correlations at work: Individual and aggregate levels of analyses

In the occupational community, there is a widespread faith in the utility of personality assessment for selection, development, etc. This faith has been immune to arguments, supported by empirical evidence, regarding the poor correlation between personality and performance in the workplace (these correlations rarely exceed the 0.2–0.3 level). The difference between perception of utility and the actual empirical reality is large. We investigated one possible source of this perceived-actual discrepancy. In two separate samples, we compared the magnitude of validity coefficients from individual and aggregate (i.e. organizational) levels. Our results indicated that strong actual personality-performance correlations exist at the aggregate level of analysis, but not at the individual level of analysis. We suggest that this aggregate-individual correlation discrepancy may, in part at least, account for the perceived-actual discrepancy noted above. We conclude that the continued faith in personality testing in the workplace may be a consequence of test users' sensitivity to actual aggregate level personality-performance correlations. However, we warn of the danger of drawing inferences from aggregate level correlations when making decisions about individuals, and point out the statistical artefacts that may account for some of the magnitude increase in aggregate level correlations. Several foci for further research are indicated.     

Impulsive choice and workplace safety: a new area of inquiry for research in occupational settings

A conceptual argument is presented for the relevance of behavior-analytic research on impulsive choice to issues of occupational safety and health. Impulsive choice is defined in terms of discounting, which is the tendency for the value of a commodity to decrease as a function of various parameters (e.g., having to wait or expend energy to receive the commodity). A high degree of discounting is often considered an index of impulsivity. We argue that for workers, possible negative consequences (e.g., injury or disease) are often disregarded, or discounted, in choices about workplace safety because such consequences are typically delayed and uncertain. Furthermore, some evidence suggests that certain environmental conditions, such as those that lead to stress or sleep deprivation, may increase discounting. Increased discounting, by extension, leads to a further devaluation of safety practices and their benefits. A call is made for research aimed at more clearly delineating the relation between impulsive choice and workplace safety.     

Introduction to special issue on burnout and health

Abstract

In recent years, the issue of occupational stress and burnout have received increasing research attention. Given the amount of time people spend on work-related activities and the central importance of work to one's sense of identity and self-worth, it is not surprising that occupational stress is regarded as a central area of study. Although burnout is linked to the extensive literature on occupational health, burnout goes beyond occupational health by focusing on specific stressors in the workplace to emphasize total life and environmental pressures affecting health.     

Impact of Workplace Bullying on Emotional and Physical Well-Being: A Longitudinal Collective Case Study

Bullying and mobbing are occupational safety hazards pervasive in developed and developing countries. Our study aim was to determine whether bullying and mobbing caused poor health for a victim and a witness from the same workplace in western Canada. Longitudinal semistructured interviews were conducted in 2007 and 2008 with both parties. The interviews were transcribed, analyzed, and arranged into arrays using chronological ordering and time sequencing. The victim felt targeted because she represented a threat to the bully, with victim and witness experiencing negative health outcomes. The authors suggest that wellness programs should place greater emphasis on mental health promotion to discourage workplace bullying.     

Multifaceted Personality Predictors of Workplace Safety Performance: More Than Conscientiousness

This article concerns individual differences in workplace safety behavior. We identify six performance dimensions related to overall safety performance, which in turn, leads to occupational accidents and injuries. We define these dimensions and develop personality-based safety scales to predict them by combining facets of Five-Factor Model scales. Next, we validate these safety scales by aggregating results from independent criterion-related studies and show that a composite safety scale is more predictive of overall safety performance than individual Five-Factor Model scales. Also, results show that safety scales predict accidents and injuries, but this relationship is mediated by safety performance. We consider implications of using individual differences to study links between personality, safety performance, and accidents and injuries in selection, training, and organizational safety culture.     

The Effect of Knowledge Accumulation on Support for Workplace Accommodation

We investigated the relationship between knowledge about the demonstrated benefits of breastfeeding and individual support for breastfeeding accommodation in the workplace. We tested our hypotheses by asking participants to respond to vignettes that described the factors a Director of Human Resources had to consider in responding to the needs of a breastfeeding employee. We found that participants had a low level of knowledge about the benefits of breastfeeding for child, mother, and organization. Participants with children reported stronger support for accommodation, and the level of knowledge about the benefits of breastfeeding mediated this effect. The results showed that participants in executive level positions, and who had no children, were the least supportive of accommodation. There were no occupational differences in responses to the support measure.     

MORE THAN NUMBERS: INDIVIDUAL AND CONTEXTUAL FACTORS IN HOW GENDER DIVERSITY AFFECTS WOMEN'S WELL-BEING

This study examined factors related to workplace gender diversity in a sample of 87 college-educated White women. Specifically, we investigated the moderating effects of one individual difference variable (sensitivity to sexism) and one contextual variable (perceptions of the workplace climate) in the relationship between the gender composition at the hierarchical level above the woman and her well-being (job satisfaction and general health). Results indicated that more negative well-being was associated with having more women working at the level above when women worked in a perceived negative climate whereas more positive well-being was associated with having more women working at the level above when women worked in a perceived positive climate. For general health, these findings were stronger for women who were also sensitive to sexism. Implications for research on gender diversity in work organizations are discussed.     

Caught between Scylla and Charybdis: How Economic Stressors and Occupational Risk Factors Influence Workers’ Occupational Health Reactions to COVID-19

Workers and their families bear much of the economic burden of COVID-19. Even though they have declined somewhat, unemployment rates are considerably higher than before the start of the pandemic. Many workers also face uncertainty about their future employment prospects and increasing financial strain. At the same time, the workplace is a common source of transmission of COVID-19 and many jobs previously seen as relatively safe are now viewed as potentially hazardous. Thus, many workers face dual threats of economic stress and COVID-19 exposure. This paper develops a model of workers’ responses to these dual threats, including risk perception and resource depletion as mediating factors that influence the relationship of economic stress and occupational risk factors with COVID-19 compliance-related attitudes, safe behavior at work, and physical and mental health outcomes. The paper also describes contextual moderators of these relationships at the individual, unit, and regional level. Directions for future research are discussed.     

Safety in Occupational Driving: Development of a Driver Behavior Scale for the Workplace Context

International statistics indicate that occupational, or work‐related driving, crashes are the most common cause of workplace injury, death, and absence from work. The majority of research examining unsafe driver behavior in the workplace has relied on general road safety questionnaires. However, past research has failed to consider the organisational context in the use of these questionnaires, and thus, there is ambiguity in the dimensions constituting occupational driving. Using a theoretical model developed by Hockey (1993, 1997 ), this article proposes and validates a new scale of occupational driver behavior. This scale incorporates four dimensions of driver behavior that are influenced by demanding workplace conditions: speeding, rule violation, inattention, and driving while tired. Following a content validation process, three samples of occupational drivers in Australia were used to assess the scale. Data from the first sample (n= 145) were used to reduce the number of scale items and provide an assessment of the factorial validity of the scale. Data from the second sample (n= 645) were then used to confirm the factor structure and psychometric properties of the scale including reliability and construct validity. Finally, data from the third sample (n= 248) were used to establish criterion validity. The results indicated that the scale is a reliable and valid measure of occupational driver behavior.     

Workplace harassment from the victim's perspective: a theoretical model and meta-analysis

Although workplace harassment affects the lives of many employees, until recently it has been relatively ignored in the organizational psychology literature. First, the authors introduced an attribution- and reciprocity-based model that explains the link between harassment and its potential causes and consequences. The authors then conducted a meta-analysis to examine the potential antecedents and consequences of workplace harassment. As shown by the meta-analysis, both environmental and individual difference factors potentially contributed to harassment and harassment was negatively related to the well-being of both individual employees and their employing organizations. Furthermore, harassment contributed to the variance in many outcomes, even after controlling for 2 of the most commonly studied occupational stressors, role ambiguity and role conflict.     

Ethics culture and ethics climate in relation to employee engagement in a developing country setting

The study investigated the relationship between employees’ perceived workplace ethics culture and climate variables and their level of engagement. A non-probability sample (N?=?839; females?=?32%) was permanently employed in a railway organisation in the Democratic Republic of Congo (DRC). The research constructs were measured using the Corporate Ethical Virtues (CEV) Scale, Ethical Climate Questionnaire (ECQ), and Utrecht Work Engagement Scale (UWES). A canonical analysis indicated that the participants’ perceived workplace ethics culture and workplace ethics climate were significantly and positively related to their level of engagement. Structural equation modelling indicated a moderate fit between the workplace ethics culture, workplace ethics climate and employee engagement canonical variate constructs. The findings provide evidence that individual's perception of work ethics culture and work ethics climate explain their level of work engagement.     

Prévenir et agir sur les problèmes de santé au travail : les services de santé au travail à la croisée des chemins

This article presents an ongoing research regarding work-related health issues as they are perceived and identified by professionals practicing in occupational health services. The study is based on interviews with occupational doctors, nurses, technicians in prevention of occupational hazards and assistants, employed in two general services. The article starts with an overview of the recent changes in the workplace and in the practicing conditions of the professionals in the services. It then analyses the types of issues they identify among the employees they have in charge. Finally, the article examines the actions that can be done by the services, and the limitations of these actions. The professionals appear to be negotiating with various strains.     

Clergy involvement in occupational safety and health

The toll exacted by occupational injuries and illnesses on employed people involves a degree of personal and family suffering of such magnitude that clergy can legitimately consider it a part of their pastoral responsibilities to address the problem. Several cogent reasons for clergy involvement in occupational safety and health are provided, along with approaches clergy can implement to help parishioners reduce their workplace risks. Resources for assistance in engaging in these activities are suggested.This article represents an expansion of a paper that appeared originally inCurrents in Theology and Mission, Fall 1979.     

Behavior-based safety in industry: Realizing the large-scale potential of psychology to promote human welfare

In the spirit of giving psychology away in this “Decade of Behavior,” this article reviews the behavioral science approach to preventing workplace injuries, which is currently being applied successfully in numerous companies worldwide. Unlike the traditional command-and-control approach to occupational safety, behavior-based safety (BBS) provides tools and methods employees can use to take control of their own safety performance. The author offers strategies he and his colleagues have been using for more than a decade to teach BBS to safety leaders and line workers. In addition, two conceptual models are explained. One model suggests ways to match the awareness and behavior of an individual with a particular BBS intervention technique. The second model proposes that five psychological states or “establishing conditions” increase the probability a person will use the BBS tools and procedures to actively care for the safety and health of others.