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Chang MY, Fu CK, Huang CF, Chen HS. The Moderating Role of Psychological Safety in the Relationship between Job Embeddedness, Organizational Commitment, and Retention Intention among Home Care Attendants in Taiwan. Healthcare (Basel) 2023; 11:2567. [PMID: 37761764 PMCID: PMC10530319 DOI: 10.3390/healthcare11182567] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2023] [Revised: 08/16/2023] [Accepted: 09/15/2023] [Indexed: 09/29/2023] Open
Abstract
As Taiwan's population ages, the need for long-term care, such as home care, is increasing due to improved medical services and longer life expectancy; however, the current coverage rate for home care services is only 50%, highlighting the importance of retaining home care workers. This study applies job embeddedness, organizational commitment, and psychological safety as variables to explore the retention intention of Taiwan's home care workers. A questionnaire survey was distributed among home care workers using convenience sampling, resulting in 547 collected questionnaires, of which 458 were valid. Data analysis was conducted with SPSS 22.0 and AMOS 22.0, and a structural equation model (SEM) was used to test the hypotheses. Our findings suggest that job embeddedness has a positive impact on organizational commitment (γ = 0.649, γ = 0.607, and γ = 0.628; p < 0.001) and retention intention (γ = 0.253, γ = 0.242, γ = 0.271; p < 0.001), similar to organizational commitment (γ = 0.721, p < 0.001). Additionally, organizational commitment mediates job embeddedness and retention intention, while psychological safety moderated organizational commitment and retention intention (β = 0.639; p < 0.001). This study aims to provide information for the development of more effective human resource policies and contribute to practical advancements in the home care service environment and management structure of home care organizations. By analyzing and exploring the main factors contributing to home care workers' retention intention, we hope to enhance the overall benefits of home service organizations and the industry.
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Affiliation(s)
- Min-Yen Chang
- Department of Accounting, Jiaxing University, Jiaxing 314001, China;
| | - Chih-Kuang Fu
- Department of International Health Industry Management, Chung Shan Medical University, Taichung City 40201, Taiwan; (C.-K.F.); (C.-F.H.)
| | - Chi-Fu Huang
- Department of International Health Industry Management, Chung Shan Medical University, Taichung City 40201, Taiwan; (C.-K.F.); (C.-F.H.)
| | - Han-Shen Chen
- Department of Health Industry Technology Management, Chung Shan Medical University, Taichung City 40201, Taiwan
- Department of Medical Management, Chung Shan Medical University Hospital, No. 110, Section 1, Jianguo North Road, Taichung City 40201, Taiwan
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Li J, Li S, Jing T, Bai M, Zhang Z, Liang H. Psychological Safety and Affective Commitment Among Chinese Hospital Staff: The Mediating Roles of Job Satisfaction and Job Burnout. Psychol Res Behav Manag 2022; 15:1573-1585. [PMID: 35769176 PMCID: PMC9236165 DOI: 10.2147/prbm.s365311] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/23/2022] [Accepted: 06/10/2022] [Indexed: 11/23/2022] Open
Abstract
Purpose The affective commitment of hospital staff is important for human resources management and the sustainable development of hospitals. Psychological safety is an important factor that contributes to an emotional connection to an organization among staff, yet its functional mechanism remains unclear. This study explored how psychological safety influenced affective commitment through the mediating roles of job satisfaction and job burnout. Methods A battery of surveys were administered to all medical staff (n = 267) in a local second-grade comprehensive hospital. The surveys included the Psychological Safety Scale, Affective Commitment Scale, Minnesota Satisfaction Questionnaire, Maslach Burnout Inventory–Human Service Survey, and Perceived Organizational Support Scale. Results Job satisfaction and job burnout fully mediated the relationship between psychological safety and affective commitment among hospital staff. In addition, perceived organizational support moderated the mediating path via job burnout, and the indirect effect of job burnout decreased when perceived organizational support increased. Conclusion Psychological safety may enhance the affective commitment of hospital staff through improving job satisfaction or reducing job burnout. Perceived organizational support may counteract the deleterious effect of job burnout on affective commitment. Effective strategies to improve affective commitment among hospital staff may require consideration of job burnout and job satisfaction.
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Affiliation(s)
- Jiahui Li
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Sisi Li
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Tiantian Jing
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Mayangzong Bai
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Zhiruo Zhang
- School of Public Health, Shanghai Jiao Tong University School of Medicine, Shanghai, 200025, People's Republic of China
| | - Huigang Liang
- Department of Business Information & Technology, Fogelman College of Business & Economics, University of Memphis, Memphis, TN, USA
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Bessing B, Claflin SB, Taylor BV, Blizzard L, Honan CA, van Dijk P, Kirk-Brown A, van der Mei I. Estimating the impact of work difficulties, work self-efficacy and work psychological safety on MS-related work productivity loss. Mult Scler 2022; 28:1983-1996. [PMID: 35652440 DOI: 10.1177/13524585221097573] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
BACKGROUND A comprehensive understanding of factors associated with multiple sclerosis (MS)-related work productivity loss will inform targeted interventions. We have previously shown the strong impact of symptom severity on MS-related work productivity loss. However, the effect of work difficulties, work self-efficacy and work psychological safety is yet to be well evaluated in this context. OBJECTIVES This study evaluates the association between work difficulties, work self-efficacy and work psychological safety, and MS-related presenteeism, absenteeism and total work productivity loss. METHODS We analysed data from employed participants of the Australian MS Longitudinal Study (AMSLS) who took part in both the 2015 Medication and Disease Course survey, and 2015 Employment survey (n = 744). Data were analysed using Cragg Hurdle regression models. RESULTS We found that low workplace self-esteem, interpersonal difficulties at work and work self-efficacy were associated with total work productivity loss. In a multivariable model, a 10-unit decrease in workplace self-esteem, increase in interpersonal difficulties at work and 5-unit increase in work self-efficacy were independently associated with a 3.75% increase, 2.89% increase and 3.36% reduction in total work productivity loss, respectively. When separating total work productivity loss in presenteeism and absenteeism, stronger effects were seen for presenteeism than absenteeism. Surprisingly, work psychological safety was not associated with MS-related work productivity loss. CONCLUSION Work psychosocial well-being such as self-confidence at work, work self-efficacy and interpersonal difficulties at work are crucial factors governing work productivity in people with MS (PwMS). Multidisciplinary support team assistance of PwMS in symptom self-care, skills around effective communication about MS in the workplace, the psychological impact of work and the modification of work demands may positively influence the employment outcomes.
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Affiliation(s)
- Barnabas Bessing
- Menzies Institute for Medical Research, University of Tasmania, Hobart, TAS, Australia
| | - Suzi B Claflin
- Menzies Institute for Medical Research, University of Tasmania, Hobart, TAS, Australia
| | - Bruce V Taylor
- Menzies Institute for Medical Research, University of Tasmania, Hobart, TAS, Australia
| | - Leigh Blizzard
- Menzies Institute for Medical Research, University of Tasmania, Hobart, TAS, Australia
| | - Cynthia A Honan
- Division of Psychology, School of Medicine, University of Tasmania, Launceston, TAS, Australia
| | - Pieter van Dijk
- Department of Management, Monash University, Frankston, VIC, Australia
| | - Andrea Kirk-Brown
- Department of Management, Monash University, Frankston, VIC, Australia
| | - Ingrid van der Mei
- Menzies Institute for Medical Research, University of Tasmania, Hobart, TAS, Australia
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Wang W, Kang SW, Choi SB. Servant Leadership and Creativity: A Study of the Sequential Mediating Roles of Psychological Safety and Employee Well-Being. Front Psychol 2022; 12:807070. [PMID: 35185702 PMCID: PMC8854215 DOI: 10.3389/fpsyg.2021.807070] [Citation(s) in RCA: 8] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2021] [Accepted: 12/29/2021] [Indexed: 12/18/2022] Open
Abstract
With today’s increasingly dynamic and competitive business environment, creativity is critical for enterprises to enhance their competitiveness. Companies today invest and seek new ways to enhance creativity of employees within the organization. Our study describes the effects of servant leadership, psychological safety, and employee well-being on creativity under the conservation of resources theory. We used a sample of 252 full-time employees in the United Kingdom who had been recruited online and collected their data for analysis. We conducted confirmatory factor analyses to test the validity of the measurement model and regression to evaluate the direct effects. Subsequently, we used bootstrapping to confirm mediation and serial mediation effects. The results showed that servant leadership was positively related to creativity and that psychological safety and employee well-being were serial mediators between them.
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Affiliation(s)
- Wenxian Wang
- College of Business, Gachon University, Seongnam, South Korea
| | - Seung-Wan Kang
- College of Business, Gachon University, Seongnam, South Korea
- *Correspondence: Seung-Wan Kang,
| | - Suk Bong Choi
- College of Global Business, Korea University, Sejong City, South Korea
- Suk Bong Choi,
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5
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Hebles M, Trincado-Munoz F, Ortega K. Stress and Turnover Intentions Within Healthcare Teams: The Mediating Role of Psychological Safety, and the Moderating Effect of COVID-19 Worry and Supervisor Support. Front Psychol 2022; 12:758438. [PMID: 35173646 PMCID: PMC8841584 DOI: 10.3389/fpsyg.2021.758438] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2021] [Accepted: 12/24/2021] [Indexed: 12/25/2022] Open
Abstract
Employees at healthcare organizations are experiencing more stress than ever given the current COVID-19 pandemic. Different types of stress are affecting diverse organizational outcomes, including the employees' voluntary turnover. This is the case of cognitive stress, a type of stress that affects how individuals process information, which can influence employees' turnover intentions. In this study, we look at the mechanisms that can reduce the adverse effects of cognitive stress on turnover intentions, particularly the role of employees' perceived psychological safety (i.e., how safe they perceive the interactions with their colleagues are). We hypothesize that psychological safety mediates the relationship between cognitive stress and turnover intentions, and COVID-19 worry and supervisor support moderate the relationship between cognitive stress and psychological safety. To test our hypothesis, we invited two public health care organizations in Chile to join this study. In total, we obtained a sample of 146 employees in 21 different teams. Using a multilevel model, we found that psychological safety prevents the harmful effects of cognitive stress on employees' turnover intentions. In addition, while COVID-19 worry can worsen the relationship between cognitive stress and psychological safety, supervisor support only directly affects psychological safety. This study contributes to expanding the stress and psychological safety literature and informs practitioners in healthcare organizations about how to deal with cognitive stress in the "new normality" that the pandemic has brought.
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Affiliation(s)
- Melany Hebles
- Administration Department, Universidad Catolica de la Santisima Concepcion, Concepcion, Chile
| | - Francisco Trincado-Munoz
- Business School for the Creative Industries, University for the Creative Arts, Epsom, United Kingdom
| | - Karina Ortega
- Administration Department, Universidad Catolica de la Santisima Concepcion, Concepcion, Chile
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6
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Lin CP, Wang YM, Liu NT, Chen YL. Assessing turnover intention and the moderation of inclusive leadership: training and educational implications. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2021. [DOI: 10.1080/14783363.2021.1974293] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Chieh-Peng Lin
- Institute of Business and Management, National Yang Ming Chiao Tung University, Taipei, Taiwan
| | - Yu-Min Wang
- Department of Information Management, National Chi Nan University, Puli, Taiwan
| | - Na-Ting Liu
- Department of Business Administration, Ming Chuan University, Taipei, Taiwan
| | - Yu-Lin Chen
- Institute of Business and Management, National Chiao Tung University, Taipei, Taiwan
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7
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Bushell H, Lee S, Keppich-Arnold S, Anderson S, Batu G, Hopkins L. How Do Mental Health Nurses Define Success? A Comparative Study of Bed-Based and Community-Based Services. Issues Ment Health Nurs 2021; 42:836-844. [PMID: 33539193 DOI: 10.1080/01612840.2020.1871133] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Abstract
Nursing is the single largest professional group within both hospital and community mental health care services, however the role of mental health nurses in under-defined. The nursing workforce is also coming under increasing pressure from internal and external requirements, and nurses themselves are on the frontline of providing patient care in what can be a risky and unpredictable workplace environment. This project explored via interview the ways in which mental health nurses experience and reflect on their personal and professional feelings of nursing success. Participants were 19 nurses who were employed in a range of bed-based and community mental health services in inner south eastern Melbourne. This study complies with the Consolidated Criteria for Reporting Qualitative Research (COREQ). The findings of the project align with existing evidence from the literature. Factors which helped mental health nurses feel successful included: therapeutic success; good teamwork; targeted education; and feedback. Barriers to success included: patients/clients do not engage or recover; poor communication amongst staff; lack of psychological safety in the workplace; and lack of respect from management. Nurses in community settings were more able than nurses in bed-based settings to: make effective use of clinical supervision; make use of targeted training and educational offerings; and practice therapeutically and holistically. Project results offer an opportunity to understand nurses' motivations and reward systems. Better understanding of these issues can improve the way mental health care services manage their workforce planning, maintain staff personal wellbeing, increase staff retention and ultimately improve patient/client care.
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Affiliation(s)
- Hannah Bushell
- Alfred Mental and Addiction Health, Melbourne, VIC, Australia
| | - Stuart Lee
- Alfred Mental and Addiction Health, Melbourne, VIC, Australia.,Centre for Forensic Behavioural Science, Swinburne University of Technology, Melbourne, VIC, Australia.,Victorian Institute for Forensic Mental Health (Forensicare), Fairfield, VIC, Australia
| | | | | | - Gamze Batu
- Alfred Mental and Addiction Health, Melbourne, VIC, Australia
| | - Liza Hopkins
- Alfred Mental and Addiction Health, Melbourne, VIC, Australia
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Huang W, Shen J, Yuan C. How Decent Work Affects Affective Commitment Among Chinese Employees: The Roles of Psychological Safety and Labor Relations Climate. JOURNAL OF CAREER ASSESSMENT 2021. [DOI: 10.1177/10690727211029673] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This two-study research evaluates the validity of the decent work scale (DWS) developed by Duffy et al. (2017) in the United States and the effect of decent work on affective commitment among Chinese employees. Study 1 aims to validate the DWS and examine the predictability of decent work for psychological safety and affective commitment. Drawing from a sample of 307 full-time employees (149 females and 158 males), Study 1 reveals that the bifactor model of the DWS has valid application in the Chinese context, and that decent work is positively related to psychological safety and affective commitment. Study 2 seeks to explore the relationship between decent work and affective commitment, the underlying mechanism, and the boundary condition. With a new sample of 568 full-time employees (268 females and 300 males) collected at two time points, Study 2 demonstrates that decent work is directly and indirectly related to employee affective commitment through the mediation of psychological safety; this indirect relationship is moderated by labor relations climate. This research extends decent work research and psychology of working theory in relation to the DWS validation and predictability for employee workplace attitudes, psychological process, and boundary conditions in a non-Western context.
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Affiliation(s)
- Wenyuan Huang
- Shenzhen Audencia Business School, Shenzhen University, People’s Republic of China
| | - Jie Shen
- Shenzhen Audencia Business School, Shenzhen University, People’s Republic of China
| | - Chuqin Yuan
- School of MBA, Guangdong University of Finance and Economics, Guangzhou, People’s Republic of China
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Kalfa S, Branicki L, Brammer S. Organizational accommodation of employee mental health conditions and unintended stigma. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1910536] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Senia Kalfa
- Macquarie Business School, Macquarie University, Macquarie Park, NSW, Australia
| | - Layla Branicki
- The Open University Business School, The Open University, Milton Keynes, United Kingdom
| | - Stephen Brammer
- Bath School of Management, University of Bath, Bath, United Kingdom
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10
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Koch LC, Glade R, Manno CM, Zaandam A, Simon LS, Rumrill PD, Rosen CC. On-the-Job Treatment of Employees With Disabilities: A Grounded Theory Investigation. REHABILITATION COUNSELING BULLETIN 2021. [DOI: 10.1177/0034355221993571] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Workplace mistreatment is common for workers with and without disabilities. Overt forms of mistreatment in the workplace (e.g., abuse, bullying, harassment) have been well studied; however, less is known about more subtle forms of workplace mistreatment for employees with disabilities. The purpose of this study was to examine how workers with disabilities are treated on the job, the types of mistreatment present in the workplace, the consequences involved (if any), the courses of action taken (if any), and workers’ satisfaction with the outcomes of actions taken. We used a grounded theory approach to learn from 26 employees with disabilities about their experiences with workplace treatment. Primary themes that emerged from the data were (a) the emotional toll of being mistreated on the job; (b) attempting to “grin and bear it,” as one participant described it, to avoid mistreatment; (c) a desire to feel a sense of belongingness at the workplace; and (d) the intersection of disability characteristics, individual characteristics, and work environment characteristics that influences how people with disabilities are treated on the job. Implications are presented for understanding the role that rehabilitation counselors play in helping workers and employers to respond to mistreatment of employees with disabilities.
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Vijayasingham L, Jogulu U, Allotey P. Ethics of care and selective organisational caregiving by private employers for employees with chronic illness in a middle-income country. Soc Sci Med 2020; 269:113608. [PMID: 33360218 DOI: 10.1016/j.socscimed.2020.113608] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Revised: 12/08/2020] [Accepted: 12/10/2020] [Indexed: 11/18/2022]
Abstract
For people with chronic illnesses in low-and-middle-income countries, access to enabling resources that contribute to health, economic and social resilience such as continued employment, often fall outside the health sector's remit or delivery of national structural protection. In the absence of sufficient laws and policies that mitigate discrimination and enhance reasonable work modifications, private employers have a high degree of agency and discretion in how they hire, manage, or terminate employees with chronic illnesses (ECI). There is a scarcity of research on how employers make decisions under these conditions. Using a constructivist grounded theory approach, we interviewed and analysed data from 30 human resource (HR) professionals and decision-makers within private organisations in Klang Valley, Malaysia (June 2015-September 2016). In this paper, we use 'ethics of care' as an analytic, and moral lens to present HR's decision-making rationales in caring for and managing ECI. Respondents described the positive influence of international practices, including through parent company policies, as a reference for best practice. While overt bias and discriminatory perceptions were predictably described, participants also discussed care as relational organisational culture, and strategy, albeit selectively. Apart from illness factors such as duration and severity, descriptions of 'selective caregiving' included considerations of an employee's duration in organisations, the perceived value of the employee to employers, organisation size, ethos, resources and capabilities, and how organisations managed the uncertainty of illness futures as a potential risk to organisation outcomes. Selective caregiving can contribute to social, economic and health inequalities in populations with chronic illness. Nevertheless, global health actors can use the problems identified by participants, as entry points to engage more closely with employers and the broader private and commercial sectors in LMICs, to facilitate more inclusive care, and care-based intersectoral work to address the social and economic determinants of health.
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Affiliation(s)
- Lavanya Vijayasingham
- United Nations University-International Institute for Global Health, UNU-IIGH Building, UKM Medical Centre Jalan Yaacob Latiff, 56000, Cheras, Wilayah Perseketuan, Malaysia.
| | - Uma Jogulu
- School of Business, Edith Cowan University, 270 Joondalup Drive, Joondalup, 6207, Western Australia, Australia
| | - Pascale Allotey
- United Nations University-International Institute for Global Health, UNU-IIGH Building, UKM Medical Centre Jalan Yaacob Latiff, 56000, Cheras, Wilayah Perseketuan, Malaysia
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12
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Zhang Z, Song P. Multi-Level Effects of Humble Leadership on Employees' Work Well-Being: The Roles of Psychological Safety and Error Management Climate. Front Psychol 2020; 11:571840. [PMID: 33262726 PMCID: PMC7685992 DOI: 10.3389/fpsyg.2020.571840] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2020] [Accepted: 10/22/2020] [Indexed: 11/18/2022] Open
Abstract
Employees’ work well-being (WWB) is vital to employees’ performance and organizations’ sustainable development. This study aims to explore the role of psychological safety and error management climate (EMC) between humble leadership and WWB in Chinese organizations. Drawing upon social information processing theory, a multi-level study was conducted to test the underlying mechanisms between humble leadership and employees’ WWB. A time-lagged data of 221 team members was collected from 12 small and medium sized companies in China. Results showed that team-level humble leadership was positively related to WWB. Psychological safety and EMC both played a partial mediating role linking humble leadership and WWB. EMC positively moderated the relationship between humble leadership and psychological safety. This paper contributes to revealing the multi-level effects of humble leadership on work well-being. These findings also provide some important implications for managerial practices.
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Affiliation(s)
- Zheng Zhang
- School of Business Administration, Shanxi University of Finance and Economics, Taiyuan, China
| | - Peng Song
- College of Business and Economics, University of Australian National, Canberra, ACT, Australia
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13
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Factors associated with employment and expected work retention among persons with multiple sclerosis: findings of a cross-sectional citizen science study. J Neurol 2020; 267:3069-3082. [PMID: 32529580 PMCID: PMC7501110 DOI: 10.1007/s00415-020-09973-3] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2020] [Revised: 05/28/2020] [Accepted: 06/03/2020] [Indexed: 11/29/2022]
Abstract
Background Multiple sclerosis (MS) notably affects adults of working age. For persons with MS (PwMS), being employed enhances their quality of life and it may be regarded as an indicator of overall functioning. Thus, ensuring work participation in PwMS is of general public health interest. Objective To examine relevant socio-demographic, MS-, health- and work-related factors, including psychosocial working conditions, associated with currently working PwMS in Switzerland and their expected work retention. Methods Using cross-sectional data of PwMS in the Swiss MS Registry (n = 541, median age = 48 [IQR 40;55]), multivariable logistic regression models were computed. First, currently working PwMS were characterised in comparison with those not currently working. Second, expected work retention, operationalized as subjective judgement “likely to work in the same job in 2 years”, was examined within the group of currently working PwMS. Results The factors age (OR 0.96, 95% CI 0.92–0.99), sex (OR 0.28, 95% CI 0.13–0.60), highest achieved job position (OR 1.21, 95% CI 1.01–1.46), health-related quality of life (HRQoL) (OR 1.02, 95% CI 1.01–1.04) and the number of MS symptoms (OR 0.90, 95% CI 0.82–0.98) were associated with currently working PwMS. Moreover, HRQoL (OR 1.07, 95% CI 1.04–1.10) and psychosocial working conditions, such as job resources (e.g. autonomy, control or social support) (OR 2.83, 95% CI 1.50–5.33) and job demands (e.g. workload, time pressure) (OR 0.41, 95% CI 0.18–0.90) were important factors for expected work retention among this group. Conclusions Resourceful psychosocial working conditions are crucial for PwMS to maintain employment. Employers could contribute to work retention among PwMS by creating a work environment with resourceful psychosocial working conditions and providing, for instance, social support. Electronic supplementary material The online version of this article (10.1007/s00415-020-09973-3) contains supplementary material, which is available to authorized users.
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Rafiq M, Chin T. Three-Way Interaction Effect of Job Insecurity, Job Embeddedness and Career Stage on Life Satisfaction in A Digital Era. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2019; 16:ijerph16091580. [PMID: 31064119 PMCID: PMC6540120 DOI: 10.3390/ijerph16091580] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 02/12/2019] [Revised: 04/18/2019] [Accepted: 05/03/2019] [Indexed: 01/07/2023]
Abstract
Along with the severe global employment challenges caused by the rapid rise of digital technologies, the job insecurity (JI)-life satisfaction (LS) association has attracted increasing attention. However, there is still a dearth of studies investigating the crucial boundary conditions of JI-LS relationships in non-Western contexts. To fill this gap, we choose China, the world's largest emerging economy, which is undergoing a radical digital transformation, as our research setting. Building on the conservation of resource (COR) theory, we focus on exploring two critical buffers of the JI-LS mechanism, of which job embeddedness (JE) characterizes a significant psychological resource and career stage embodies the time dynamics of this model. Data were collected from a sample of 317 Chinese media organization employees and were analyzed by the moderated hierarchical multiple regression approach. Our results show that JI is negatively related to LS and this relationship becomes stronger when employees have low JE (vs. high). Further, this two-way interaction is moderated by career stage; the impact of JI on LS is (1) stronger only for mid-late career stage employees who experienced low JE, and (2) weaker also only for mid-late career stage employees who experienced high JE. This study enriches the existing body of knowledge on the JI-LS model by highlighting the three-way interaction effect of JI, a critical psychological resource (i.e., JE), and time effect (i.e., career stage) on LS; it implies that older people with a certain amount of career experience and resource accumulation may perceive the effect of JI on LS differently than younger people.
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Affiliation(s)
- Muhammad Rafiq
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China.
| | - Tachia Chin
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China.
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15
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van der Doef MP, Schelvis RMC. Relations Between Psychosocial Job Characteristics and Work Ability in Employees with Chronic Headaches. JOURNAL OF OCCUPATIONAL REHABILITATION 2019; 29:119-127. [PMID: 29637456 DOI: 10.1007/s10926-018-9769-7] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
Purpose The aim of the study was to determine (a) to which extent job demands and job resources predict work ability in employees with chronic headaches, and (b) whether work ability in these employees is more hampered by high demands and more enhanced by resources than in employees without chronic disease. Methods All employees with chronic headaches (n = 593) and without chronic disease (n = 13,742) were selected from The Netherlands Working Conditions Survey conducted in 2013. This survey assessed amongst others job characteristics and various indicators of work ability, i.e. sick leave, employability, work engagement, and emotional exhaustion. Hierarchical regression analyses were conducted for employees with chronic headaches and compared to employees without chronic disease, controlling for age, gender and educational level. Results In employees with chronic headaches higher quantitative and emotional demands contributed to higher emotional exhaustion, and higher emotional demands to higher sick leave. Higher cognitive demands were however associated with higher work engagement. Higher autonomy was related to higher employability and lower emotional exhaustion. Higher supervisor and colleague support was associated with higher employability, higher engagement and lower emotional exhaustion. Higher supervisor support was associated with lower sick leave. Supervisor support emerged as a stronger predictor for emotional exhaustion in the employees with chronic headaches than in the employees without chronic disease. Conclusions Job demands and job resources are important for work ability in employees with chronic headaches. Furthermore, results suggest that these employees benefit more strongly from supervisor support than employees without chronic disease.
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Affiliation(s)
- Margot P van der Doef
- Institute of Psychology, Health, Medical, and Neuropsychology Unit, Leiden University, Leiden, The Netherlands.
| | - Roosmarijn M C Schelvis
- Netherlands Organization for Applied Scientific Research TNO, Work, Health & Technology, Leiden, The Netherlands
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Lee MCC, Idris MA, Tuckey M. Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2018. [DOI: 10.1080/13678868.2018.1530170] [Citation(s) in RCA: 29] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
| | - Mohd. Awang Idris
- Department of Anthropology and Sociology, University of Malaya, Kuala Lumpur, Malaysia
| | - Michelle Tuckey
- Asia Pacific Centre for Work Health and Safety, School of Psychology, Social Work and Social Policy, University of South Australia, Magill, Adelaide, Australia
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Diversity management and OCB: the connection evidence from the Lebanese banking sector. EQUALITY, DIVERSITY AND INCLUSION: AN INTERNATIONAL JOURNAL 2018. [DOI: 10.1108/edi-03-2017-0059] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeResearch has shown that organizational citizenship behavior (OCB) has a positive and significant impact on organizational performance at a time when traditional monitoring and supervision practices are showing a declining influence. This has triggered numerous research undertakings exploring the antecedents of OCB, and how it can best be enhanced. Though many variables have been identified as predictors of OCB, the purpose of this paper is to focus on the influence of diversity management on OCB and two of its important antecedents: organizational commitment and work engagement.Design/methodology/approachThe study used a survey instrument of pre-validated scales to measure banking sector employees’ perceptions of their affective and normative commitment (NC), OCB, and diversity management practices at their organizations. Structural equation modeling was used with AMOS (20) to empirically assess the relationships among constructs.FindingsThis study empirically confirmed the positive impact of diversity management on employees’ feelings of affective commitment to the organization and engagement at work, which in turn positively impact employees’ OCB. However, the findings negate any direct influence of diversity management on NC or on OCB.Originality/valueThis study fills a gap in the literature by questioning the validity of applying the social exchange theory to the concept of OCB.
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