Psy­cho­log­i­cally Healthy Work­places: Schol­arly reports

Note: Posted links are rec­om­men­da­tions of the Amer­i­can Psy­cho­log­i­cal Asso­ci­a­tion Cen­ter for Orga­ni­za­tional Excel­lence

Safety is everyone’s job (Plant Ser­vices, Jan­u­ary 2013)

http://www.plantservices.com/articles/2013/01-From-the-Editor-responsibility-for-safety.html

Focuses on the issue of employee safety. While most would say that the envi­ron­men­tal health and safety man­ager would be in charge of employee safety, the plant man­ager must also make sure safety pro­ce­dures are in place. One way to improve safety is to have employ­ees report near-miss acci­dents, so that a poten­tial issue can be solved before it leads to a safety con­cern. To assist in improv­ing safety, man­agers ulti­mately should involve employ­ees in the process.

Work ori­en­ta­tions in the job-demands-resources model (Jour­nal of Man­age­r­ial Psy­chol­ogy, 2012)

http://www.emeraldinsight.com/journals.htm?articleid=17047846

The cur­rent arti­cle focuses on work ori­en­ta­tions in the job demands resources model. The find­ings revealed that hav­ing an increase in job resources over time improved expe­ri­enced flow at Time 2 for employ­ees who had an instru­men­tal work ori­en­ta­tion (ver­sus an intrin­sic work ori­en­ta­tion). Hence, the results sug­gest that pro­vid­ing peo­ple with more job resources can help to increase engage­ment over time for work­ers who view work as a means to an end rather than for those who take intrin­sic value from their work.

Con­tin­gent self-esteem, stres­sors and burnout in work­ing women and men (Work: Jour­nal of Pre­ven­tion, Assess­ment & Rehabilitation)

http://iospress.metapress.com/content/w42r238276g71250/

The cur­rent arti­cle focuses on the influ­ence of high work involve­ment and stres­sors on burnout. The authors focused on high involve­ment in terms of performance-based self-esteem. The results revealed that the rela­tion­ship between stres­sors and burnout was par­tially medi­ated by performance-based self-esteem, sug­gest­ing that more stres­sors results in lower self-esteem, which then increases burnout. Gen­der also influ­enced out­comes, with men hav­ing stronger asso­ci­a­tions between stres­sors and burnout and with women hav­ing stronger asso­ci­a­tions between performance-based self-esteem and burnout.

Out­comes of expo­sure to work­place bul­ly­ing: A meta-analytic review (Work and Stress, October-December 2012)

http://www.tandfonline.com/doi/abs/10.1080/02678373.2012.734709#preview

The cur­rent arti­cle focuses on the out­comes of work­place bul­ly­ing. The authors con­ducted two meta-analyses to iden­tify these out­comes, which included job out­comes and health and well-being out­comes. Work­place bul­ly­ing results in men­tal and phys­i­cal health prob­lems, symp­toms of post-traumatic stress, burnout, turnover inten­tions, reduced job sat­is­fac­tion, and reduced orga­ni­za­tional com­mit­ment. Lon­gi­tu­di­nal rela­tion­ships between bul­ly­ing and out­comes were also shown, sug­gest­ing that bul­ly­ing leads to men­tal health prob­lems and absen­teeism over time.

Job strain and inci­dent meta­bolic syn­drome over 5 years of follow-up: The coro­nary artery risk devel­op­ment in young adults study (Jour­nal of Occu­pa­tional and Envi­ron­men­tal Med­i­cine, Decem­ber 2012)

http://journals.lww.com/joem/Abstract/2012/12000/Job_Strain_and_Incident_Metabolic_Syndrome_Over_5.3.aspx

The cur­rent arti­cle focuses on iden­ti­fy­ing whether job strain increases the risk of stress-induced meta­bolic syn­drome. The authors con­trolled for sociode­mo­graphic fac­tors, health behav­iors, and depres­sive symp­toms. Job strain was mea­sured by the amount of job demands and job auton­omy work­ers reported. The results revealed that, in com­par­i­son with per­sons in low-strain jobs, men in active jobs and women in high strain jobs were sig­nif­i­cantly more at risk of devel­op­ing meta­bolic syn­drome. Hence, inter­ven­tions may be needed to tar­get these groups of workers.

An exam­i­na­tion of strate­gies for pre­vent­ing work­place homi­cides com­mit­ted by per­pe­tra­tors that have a prior rela­tion­ship with the work­place or its employ­ees (Jour­nal of Occu­pa­tional and Envi­ron­men­tal Med­i­cine, Decem­ber 2012)

http://journals.lww.com/joem/Abstract/2012/12000/An_Examination_of_Strategies_for_Preventing.15.aspx

The cur­rent arti­cle focuses on pre­ven­tion of work­place homi­cides. The authors attempted to pre­dict whether cer­tain work­places were more or less likely to expe­ri­ence prior-relationship homi­cide (i.e., com­mit­ted by an indi­vid­ual who has a rela­tion­ship with the work­place or employee). The results revealed that work­places in an indus­trial park, employ­ing minori­ties, report­ing a his­tory of vio­lence, open night hours, or open 24 hours were more likely to expe­ri­ence prior-relationship homi­cide. Hav­ing a secu­rity device and keep­ing entrances locked when employ­ees were present reduced these odds. Hence, there are some risk fac­tors that exist regard­ing work­place homi­cide, and there are some poten­tial ways to mit­i­gate that risk.

 

Com­ments? Thoughts or resources to share?

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NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Human Solu­tions, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.