1
|
Pulido-Martos M, Cortés-Denia D, Luque-Reca O, Lopez-Zafra E. Authentic leadership and personal and job demands/resources: A person-centered approach and links with work-related subjective well-being. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03938-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Abstract
AbstractThe job demands-resources theory considers an open group of personal and job demands and resources. Thus, it allows us to include personal resources not yet covered (i.e., vigor at work) or less explored (i.e., emotional abilities), as well as personal demands not yet explored (i.e., overcommitment). Additionally, from this theory, it is proposed that leaders may influence employee wellbeing. Therefore, of particular interest is to analyze positive leadership styles, such as authentic leadership (AL). This study addresses three research objectives: 1) to identify profiles of employees from a person-centered approach, combining personal resources (self-perception of emotional abilities, vigor at work and self-efficacy) and personal demands (overcommitment) with job resources and demands; 2) to analyze the relation of the identified profiles with indicators of work-related subjective well-being; and 3) to acknowledge whether the AL style determines the pertaining to a profile probability. A large heterogeneous sample of Spanish employees (N = 968) responded to a questionnaire. Data were analyzed by adopting a person-centered approach using latent profile analysis. The results revealed five patterns of job and individual characteristics: Profile 5 (very low personal resources, and low job resources and demands); Profile 4 (low resources and high demands); Profile 3 (mid-level personal resources, high job resources and low demands); Profile 2 (high personal resources, mid-level job resources and high demands); and Profile 1 (high resources and low demands). Analyses showed that workers differed significantly in well-being depending on their profile membership, with Profile 1 having the highest well-being. Profiles that yielded the worst outcomes were Profile 4 and Profile 5, especially the latter. Finally, the results indicated that AL increased the probability that a profile would show a high well-being level.
Collapse
|
2
|
Szurgacz D, Zhironkin S, Pokorný J, Spearing AJS(S, Vöth S, Cehlár M, Kowalewska I. Development of an Active Training Method for Belt Conveyor. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 19:ijerph19010437. [PMID: 35010694 PMCID: PMC8744991 DOI: 10.3390/ijerph19010437] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/29/2021] [Revised: 12/27/2021] [Accepted: 12/29/2021] [Indexed: 12/20/2022]
Abstract
The global situation related to the COVID-19 pandemic has forced employers to find an adequate way to conduct training in order to ensure work safety. The underground mining industry is one of the industries which, due to its nature, was not able to switch to remote work. Conducting traditional training risked spreading the virus among workers. For this purpose, it was necessary to start a search for a form of training that would be safe and would not cause additional stress for employees. Research on the development of an active employee training method and testing of the method itself was conducted online. In order to develop a method of active training, one of the most important workstations was selected, which is the operation of the conveyor belt. The training method comprises four training modules. The modules cover questions related to the operation of the conveyor belt, emergencies, its assembly and disassembly, repair and maintenance. The developed issues also take into account questions concerning natural hazards and work safety. The entire training course lasts 10 days. Every day, an employee receives a set of eight questions sent to their email address, which they must answer before starting work. The article describes the methodology and implementation of the training.
Collapse
Affiliation(s)
- Dawid Szurgacz
- Center of Hydraulics DOH Ltd., 41-906 Bytom, Poland;
- Polska Grupa Górnicza S.A., ul. Powstańców 30, 40-039 Katowice, Poland
| | - Sergey Zhironkin
- Department of Trade and Marketing, Siberian Federal University, 79 Svobodny av., 660041 Krasnoyarsk, Russia
- Department of Open Pit Mining, T.F. Gorbachev Kuzbass State Technical University, 28 Vesennya st., 650000 Kemerovo, Russia
- School of Core Engineering Education, National Research Tomsk Polytechnic University, 30 Lenina st., 634050 Tomsk, Russia
- Correspondence:
| | - Jiří Pokorný
- Faculty of Safety Engineering, VSB—Technical University of Ostrava, Lumírova 13/630, 700 30 Ostrava-Výškovice, Czech Republic;
| | - A. J. S. (Sam) Spearing
- School of Mines, China University of Mining and Technology, 1 Daxue Road, Tongshan District, Xuzhou 221116, China;
| | - Stefan Vöth
- Technische Hochschule Georg Agricola (THGA), Westhoffstraβe 15, 44791 Bochum, Germany;
| | - Michal Cehlár
- Faculty of Mining, Ecology, Process Technologies and Geotechnology, Institute of Earth Sources, Technical University of Košice, Letná 9, 042 00 Košice, Slovakia;
| | - Izabela Kowalewska
- Faculty of Geoengineering, Mining and Geology, Wroclaw University of Science and Technology, Na Grobli 15, 50-421Wroclaw, Poland;
| |
Collapse
|
3
|
Emerging Issues in Occupational Health Psychology. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182111621. [PMID: 34770135 PMCID: PMC8583061 DOI: 10.3390/ijerph182111621] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 10/27/2021] [Revised: 11/02/2021] [Accepted: 11/02/2021] [Indexed: 11/16/2022]
|