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1 – 10 of over 12000Babette Bronkhorst and Brenda Vermeeren
The purpose of this paper is to investigate the relationship between organizational safety climate and organizational health performance outcomes (i.e. absenteeism, presenteeism…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between organizational safety climate and organizational health performance outcomes (i.e. absenteeism, presenteeism, health care utilization) mediated by individual worker health. The authors used three pathways to examine this relationship: a physical pathway starting with physical safety climate and mediated by musculoskeletal disorders (MSDs), a psychosocial pathway starting with psychosocial safety climate and mediated by emotional exhaustion, and a combined pathway starting with psychosocial safety climate and mediated by both MSDs and emotional exhaustion.
Design/methodology/approach
Three mediational multilevel analyses were conducted using a sample of 8,761 employees working in 177 health care organizations.
Findings
Although the findings did not support the hypothesized physical pathway, they showed that the psychosocial pathway worked satisfactorily for two of the three health performance outcomes (absenteeism and presenteeism). The combined physical and psychosocial pathway explained differences in the third outcome: health care utilization.
Originality/value
This is one of the few studies to include both physical and psychosocial pathways that lead to employee health and organizational performance. The results underscore the importance of paying attention to psychological health and safety in the health care workplace. Not only for the psychological health of employees, but also to improve their physical health and subsequent organizational health performance.
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Deirdre McCaughey, Gwen McGhan and Amy Yarbrough Landry
Occupational injury in the health care sector in the United States rates among the highest of all industries. Specific to hospital support service workers (e.g., Food & Nutrition…
Abstract
Occupational injury in the health care sector in the United States rates among the highest of all industries. Specific to hospital support service workers (e.g., Food & Nutrition, Environmental Services), studies have shown that injury rates for support service workers tend to be among the highest of hospital personnel, and yet there is a shortage of research investigating the safety climate of these workers. Therefore, the purpose of this study is to examine safety perceptions of support service workers. Surveys were used to measure safety climate leadership factors (per the AHRQ's Survey of Patient Safety Culture) to determine if they are related to individual safety perceptions, as well as ratings of work unit safety. Following established safety climate research, we examined the role of the work environment (e.g., supervisor support and work unit culture) on safety perceptions. We found that both supervisor and organizational safety leadership are positively related to individual safety perceptions and supervisor support. Organizational safety leadership and work unit culture were positively related to work unit safety rating. Our findings demonstrate that the antecedent factors and pathways that promote a positive safety climate among health care providers functions in a similar manner for support service workers. These findings contribute to a better understanding of occupational safety of this understudied work group and provide evidence to hospital administration that developing a strong safety climate among support service workers is not entirely different from what is required to promote a robust safety climate across an organization.
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Morten Birkeland Nielsen, Lars Glasø, Stig Berge Matthiesen, Jarle Eid and Ståle Einarsen
The purpose of this paper is to investigate the relative impact of workplace bullying and risk perception on the mental health among employees in safety critical organisations…
Abstract
Purpose
The purpose of this paper is to investigate the relative impact of workplace bullying and risk perception on the mental health among employees in safety critical organisations. The paper also aims to examine whether self‐esteem moderates the relationship between bullying and risk perception as stressors and mental health as an outcome variable.
Design/methodology/approach
Employing a survey design, the variables were assessed in a cross‐sectional sample of 1,017 employees in the Norwegian offshore oil and gas industry.
Findings
The results show that workplace bullying is a stronger predictor of mental health problems than is risk perception. Self‐esteem had a buffering effect on the relationship between risk perception and mental health problems, whereas no protective effect of self‐esteem was found with regard to the association between bullying and mental health.
Originality/value
The findings have implications for how organisations may promote employee well‐being and health. It is suggested that organisations develop interventions that are aimed at reducing the occurrence of both.
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Michelle Chin Chin Lee and Mohd. Awang Idris
The importance of organizational climates in enhancing employees’ job performance is well studied in the literature. The purpose of this paper is to investigate the effect of…
Abstract
Purpose
The importance of organizational climates in enhancing employees’ job performance is well studied in the literature. The purpose of this paper is to investigate the effect of psychosocial safety climate (PSC) and team climate on job performance, particularly through job engagement, by using a multilevel survey. The study also predicted that only PSC (and not team climate) predicted job resources (i.e. role clarity and performance feedback).
Design/methodology/approach
A total of 412 employees from 44 teams (72.6 per cent response rate) in Malaysian private organizations participated in the current study.
Findings
Research findings revealed that performance feedback and role clarity mediate the relationship between PSC and job engagement, and that there is no direct effect between the variables, team climate, and job resources. As expected, the study also discovered that job engagement mediates the relationship between PSC and team climate related to job performance.
Practical implications
This paper suggests the importance of PSC as the precursor to better working conditions (i.e. job resources) and to indirectly boosting employees’ engagement and job performance.
Originality/value
The study compared two distinctive organizational climate constructs that affect the different types of job resources using multilevel approach within the Asian context.
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Job satisfaction assesses extrinsic and intrinsic motivation, leading to productivity. Job engagement internalizes an organizationʼs mission. Job engagement focuses an…
Abstract
Job satisfaction assesses extrinsic and intrinsic motivation, leading to productivity. Job engagement internalizes an organizationʼs mission. Job engagement focuses an individualʼs efforts towards achieving meaningful results. Conceptually, job engagement must (1) establish the link between job engagement and organizational outcomes and (2) offer substantially more than currently provided by job satisfaction. Job engagement must be better than a common placebo or only a marginal improvement over job satisfaction. The Federal Employee View Survey (2013) includes global satisfaction and Job engagement indexes. Job satisfaction and job engagement are used as independent variables linked to productivity outcomes (accountability) and exit (intent to leave). Global satisfaction clearly provides a useful measure for productivity outcomes and exit. Job engagement adds usefully with regard to the accountability productivity outcome. However, using both constructs introduces redundancy.
Stephanie A. Andel, Derek M. Hutchinson and Paul E. Spector
The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on…
Abstract
The modern workplace contains many physical and interpersonal hazards to employee physical and psychological health/well-being. This chapter integrates the literatures on occupational safety (i.e., accidents and injuries) and mistreatment (physical violence and psychological abuse). A model is provided linking environmental (climate and leadership), individual differences (demographics and personality), motivation, behavior, and outcomes. It notes that some of the same variables have been linked to both safety and mistreatment, such as safety climate, mistreatment climate, conscientiousness, and emotional stability.
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Michael J. Burke and Sloane M. Signal
While research on workplace safety spans across disciplines in medicine, public health, engineering, psychology, and business, research to date has not adopted a multilevel…
Abstract
While research on workplace safety spans across disciplines in medicine, public health, engineering, psychology, and business, research to date has not adopted a multilevel theoretical perspective that integrates theoretical issues and findings from various disciplines. In this chapter, we integrate research on workplace safety from a variety of disciplines and fields to develop a multilevel model of the processes that affect individual safety performance and safety and health outcomes. In doing so, we focus on cross-level linkages among national, organizational, and individual-level variables in relation to the exhibition of safe work behavior and occurrence of individual-level accidents, injuries, illnesses, and diseases. Our modeling of workplace safety is intended to fill a theoretical gap in our understanding of how the multitude of individual differences and situational factors interrelate across time to influence individual level safety behaviors and the consequences of these actions, and to encourage research to expand the limits of our knowledge.
Marcel Levy de Andrade, Elke Stedefeldt, Lais Mariano Zanin, Luis D’Avoglio Zanetta and Diogo Thimoteo da Cunha
This study aims to explore whether the application of a positive food safety (FS) climate reduces the number of FS violations in the hospitality industry.
Abstract
Purpose
This study aims to explore whether the application of a positive food safety (FS) climate reduces the number of FS violations in the hospitality industry.
Design/methodology/approach
The sample comprised 271 food handlers in six hotels and 12 restaurants in Brazil. FS climate and risk perceptions were evaluated by self-applicable questionnaires. FS violations were evaluated through observations during the workday. Structural equation modeling with partial least squares was used to test four hypotheses.
Findings
The findings of this study suggest that a positive FS climate reduces the number of FS violations. It was also observed that risk perception moderated the relationship between FS climate and violations. Physical structure was also identified as a predictor of adequate FS practices.
Practical implications
The results indicate that restaurant owners and managers should invest in actions toward a positive FS climate.
Originality/value
It is evident that FS climate elements should be evaluated together, providing a better understanding of the organizational climate and FS culture. Additionally, the bi-directional effect of risk perception was discussed, affecting and being affected by adequate FS practices. To the best of authors’ knowledge, this is the first study to model the FS climate in the hospitality sector and discuss the implications.
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Sari Mansour and Diane-Gabrielle Tremblay
Conducted with a staff of 562 persons working in the health sector in Quebec, mainly nurses, the purpose of this paper is to test the indirect effects of psychosocial safety…
Abstract
Purpose
Conducted with a staff of 562 persons working in the health sector in Quebec, mainly nurses, the purpose of this paper is to test the indirect effects of psychosocial safety climate (PSC) on workarounds through physical fatigue, cognitive weariness and emotional exhaustion as mediators.
Design/methodology/approach
The structural equation method, namely CFA, was used to test the structure of constructs, the reliability and validity of the measurement scales as well as model fit. To test the mediation effects, Hayes’s PROCESS (2013) macro and 95 percent confidence intervals were used and 5,000 bootstrapping re-samples were run. The statistical treatments were carried out with the AMOS software V.24 and SPSS v.22.
Findings
The results based on bootstrap analysis and Sobel’s test demonstrate that physical fatigue, cognitive weariness and emotional exhaustion mediate the relationship between PSC and safety workarounds.
Practical implications
The study has important practical implications in detecting blocks and obstacles in the work processes and decreasing the use of workaround behaviors, or in converting their negative consequences into positive contributions.
Originality/value
To the authors’ knowledge, this is the first study to examine the relationship between PSC, burnout and workaround behaviors. These results could contribute to a better understanding of this construct of workarounds and how to deal with it. Moreover, the test of the concepts of PSC in this study provides support for the theory of “conservation of resources” by proposing an extension of this theory.
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A. Cheyne, A. Oliver, J.M. Tomás and S. Cox
This study examines the relationships between components of organisational safety climate, including: employee attitudes to organisational and individual safety issues;…
Abstract
This study examines the relationships between components of organisational safety climate, including: employee attitudes to organisational and individual safety issues; perceptions of the physical work environment and perceptions of workplace hazards; and relates these to self‐reported levels of safety activity. It also attempts to replicate the explicative model derived by Cheyne et al. in a similar study within the manufacturing sector. Data were collected from a large manufacturing organisation using a questionnaire. A total of 708 valid questionnaires were returned and formed the basis for the subsequent analyses. These data showed that a common structure of attitudes to safety issues and perceptions of the work environment can be constructed in line with the previous model, with a few differences, providing some evidence of a sector‐wide safety culture. The strength of employees’ attitudes with regard to safety management and individual responsibility once again played central roles in the model and are consistent with earlier findings. Comparisons are made between the two organisations and mean scores on each of the model components show that there are differences between the two organisations in terms of individual responsibility and personal involvement, as well as levels of safety activity and perceived levels of workplace hazards. The results are discussed in terms of generating general models of attitudes to safety, which in turn may facilitate climate change.
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