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Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job satisfaction, and advocates that these relationships are mediated by work–family conflict.

The model was tested in an Australian manufacturing organisation using survey data from employees, using structural equation modelling in Analysis of Moment Structures (AMOS).

The findings suggest that enhanced work–family related managerial support will decrease work–family conflict, eventually enhancing employees' affective commitment and job satisfaction.

This study provides important insights into the impact of managerial support on improvements in employees' work–family conflict, and, in turn, its impact on affective commitment and job satisfaction, in the Australian context.

源自領導者-成員交換理論，本研究就與工作、家庭有關的管理支援與情感承諾和工作滿足感之間的關係提出假設，並主張工作家庭衝突是引發這些關係的媒介。

有關的模型使用來自員工的調查數據，並使用AMOS內的結構方程式模式，在澳洲一個製造業組織內被測試。

研究結果暗示、若加強與工作家庭有關的管理支援，則工作家庭衝突便會減少，而這最後將會增加員工的情感承諾和工作滿足感。

本研究提出了重要的見解，使我們更了解在澳洲的背景下，管理支援對改善僱員工作家庭衝突之作用，進而更明白管理支援對情感承諾和工作滿足感的影響。

The occupational stress is a disadvantage resulting in mental health illnesses that have been found when looking at those migrants who were young adults and migrated to work in the urban areas, leaving behind their aging parents to live alone at home. The purpose of this paper is to compare the causal relationships of job stress between Thai immigrant employees with and without rearing aging parents.

The research was a cross-sectional survey. The sample for this study included 600 Thai immigrant employees (300 cases per group) in 2016. Measures included individual characteristics, working conditions, and a Thai Job Content Questionnaire (Thai-JCQ) on related job stress. The model was verified using a path model by Mplus software.

The distance traveled between the house and the workplace, wages, working conditions had a direct effect on job stress. Working conditions among Thai immigrants employees with rearing aging parents had the most direct effect on job stress with a standardized regression weight of 0.552 (p-value <0.05) as well as working conditions among their without rearing aging parents had the most direct effect on job stress with a standardized regression weight of −0.292.

This research demonstrated that working conditions were an important factor.

This study was conducted to determine the percentage and associated factors of workplace violence (WPV) among healthcare workers (HCW) working in the Emergency Departments (ED).

A cross-sectional study was conducted among 231 HCW using proportionate stratified random sampling. A validated and reliable self-administered questionnaire was distributed among respondents who fulfilled the eligibility criteria. Only Malaysians with a minimum employment of six months in the ED were included. The data was analysed through Multiple Logistic Regression using International Business Machines Statistical Package for Social Sciences software version 24 to determine the association between the independent variables and WPV. Significance level was set at 0.05 (p = 0.05) at 95% confidence interval (CI).

The percentage of WPV was 38%, of which 88.9% were psychological violence and were mostly perpetrated by combinations of perpetrator types (51.9%). Those aged 40 years and below, with low job support, and working in a secondary hospital have 5.4 (AOR = 5.366, 95% CI: 1.51–19.05), 2.9 (AOR = 2.871, 95% CI: 1.44–5.73) and 2.7 (AOR = 2.737, 95% CI: 1.50–5.01) times higher odds, respectively, of experiencing WPV.

The findings revealed a relatively high percentage of WPV among the HCW working at the ED with those of younger age with low job support and working in secondary hospitals being more at risk. Early interventions to reduce WPV are necessary in targeting those with identified risks.

This study aims to develop a reliable and valid German/Deutsch version of the management standards indicator tool (MSIT-D) to broaden the pool of instruments available to practitioners and to support international collaborations regarding this workplace management issue.

The MSIT-D was translated from English to German, then its psychometric properties examined using data from British employees (n = 321) and German employees (n = 358). Confirmatory factor analyses (CFAs) were used to evaluate the internal structure and measurement invariance, and Cronbach’s alpha was used to assess internal consistency. Comparisons were made with the German language risk assessment tool Fragebogen zur Gefährdungsbeurteilung psychischer Belastungen (FGBU) to examine concurrent and incremental validity. Criterion validity was checked using established measures of work-related health.

The MSIT-D has an equivalent seven-factor structure (demands, control, managerial support, peer support, relationships, role and change) as the original; the analyses confirmed configural and metric measurement invariance with the original scale. The internal consistency of the scales ranged from 0.82 to 0.91. Regarding criterion validity, the MSIT-D was positively correlated with emotional exhaustion and psychosomatic complaints and negatively correlated with work engagement and workability. The analyses yielded meaningful correlations between the MSIT-D dimensions and the FGBU.

This is the first study to develop a German version of the MSIT and confirm metric measurement invariance. This will allow a comparison of MSIT scores with related constructs between German- and English-speaking samples. As a reliable and valid instrument for assessing work-related stressors, the outcome of this study presents opportunities for developing a unified surveillance system for work-related stress at the European level.

Knowledge regarding the importance of the psychosocial work environment for health and well-being in the workplace is extensive. However, more knowledge is needed about how the managers’ organizational conditions are related to what occupational health and safety management (OHSM) is actually conducted and how this relates to the work-related health of employees. The aim of this study is therefore to investigate if managers’ organizational conditions are associated with the conducted OHSM, and if the conducted OHSM is associated with the psychosocial work environment and well-being of the employees.

An electronic questionnaire was sent to managers and their employees working in 10 different organizations in Sweden, resulting in 1,097 valid responses. Structural equation modeling (SEM) was used to analyze the results.

The SEM analysis showed that managers’ conditions were related to employee well-being via OHSM and psychosocial work environment (job demands and job resources).

This study contributes to the existing literature in the field of OHSM by placing explicit focus on the role of organizational conditions for conducting OHSM. By studying not only the link between work environment and health, but also focus on the underlying organizational structures for OHSM, provides additional possibilities for prevention of the increasing work-related illness. As such, this paper contributes to a more holistic perspective in the field of OHSM.

The purpose of this paper is to examine relationships between perceived bullying, work engagement and work performance among Estonian academics. Specifically, it details what forms of bullying affect work engagement and performance. Moreover, the study explores the relationship between engagement and performance among bullied academics.

A total of 864 faculty members from nine Estonian universities participated in an e-mail survey in Spring 2014. Bullying was measured using the Negative Acts Questionnaire-Revised (NAQ-R22), and work engagement was assessed using the nine-item Utrecht Work Engagement Scale. Respondents’ perceived performance and productivity were measured on a ten-point rating scale. Structural equation modelling was used to analyse the relationship between bullying, engagement and performance.

Perceived bullying – especially “professional understating” – decreased work engagement and work performance among Estonian academics. The decrease in performance preceded the decrease in engagement or vice versa. The decrease in engagement was followed by lowered performance.

A longitudinal study is needed to prove the specific one-way effect of (decreased) performance (because of perceived bullying) on engagement.

Preventing bullying and further increasing engagement and performance among Estonian academics requires getting out of policy of professional understating.

The authors need to determine why Estonian academics experience professional understating, which includes being ordered to perform tasks below one’s level of competence and having key areas of responsibility removed or replaced with more trivial or unpleasant tasks.

The present results prove that it is possible to differentiate between specific forms of bullying in a specific context and further reveal those factors specifically that affect work performance and work engagement. Among Estonian academics – revealed in this study – “professional understating” seems to be such a factor.