Occupational Health Psychology Research Articles

Characteristics of Multiprofessional and Client-Oriented Approach in Occupational Health Services: A Cross-Sectional Survey Among Occupational Health Professionals.

Multiprofessional and client-oriented approaches are considered key factors for successful occupational health services, and for impressive occupational health cooperation between a client organisation and occupational health service provider. The purpose of this study was to find out the views of occupational health physicians, occupational health nurses, occupational physiotherapists, and occupational health psychologists about multiprofessional and client-oriented working methods. These working methods describe the guidelines for good occupational health practice in Finland, also serving the framework of the present study. The survey was conducted in May and June 2022. The data consisted of answers to open-ended questions of a larger questionnaire. The data was analysed with the method of theory-related thematic analysis. Seven occupational health service providers committed to the study. Altogether 121 professionals responded to the question surveying the multiprofessional approach, and 119 professionals responded to the question of client-oriented approach. The results showed that both the multiprofessional and client-oriented approaches are closely related to each other, and the views of these approaches are in line with the good occupational health practice. Multiprofessional approach was most commonly described with the theme of sharing expertise. Respectively, the theme of smooth cooperation most commonly described the client-oriented approach. At its best, the answers showed that a multiprofessional working strategy takes into account the expertise of different professionals so that the client can be offered high-quality, accurate content and timely occupational health services. The results provide up-to-date information on working strategies of occupational health services in Finland. The results can be used in further development of multiprofessional and client-oriented work in occupational health services.

Opportunities and challenges in designing and evaluating complex multilevel, multi-stakeholder occupational health interventions in practice

ABSTRACT Extant research suggests the effectiveness of Occupational Health Psychology (OHP) interventions depends on their design in the broader organisational context. While the field recognises that pre- and posttest evaluation do not sufficiently capture the complex dynamics around OHP interventions, complex multi-level OHP interventions are still scarce in the literature. As established intervention implementation frameworks suggest, it remains difficult to address this complexity in practice. The present position paper re-evaluates lessons learned from two complex European OHP intervention projects, by applying the Integrated Process Evaluation Framework (IPEF) and related theories to bridge the gap between the theoretically recognised complexity and practical challenges. The re-evaluations emphasise that programme-multilevel theories rooted in OHP-perspectives contribute to adequately hypothesising around systemic factors and mechanisms relevant to OHP interventions. Concretely, middle range theories that outline how an intervention’s mechanisms work within a specific context to produce certain outcomes are crucial. Additionally, strategically and actively involving key stakeholders at all levels of the system and across the different intervention phases improves the embedding of OHP interventions in organisations. We elaborate on these insights with seven concrete recommendations for complex OHP intervention research.

Conirmatory Factor Analysis of Depression, Anxiety and Stress 21 (DASS 21) scale in a study on Occupational Health Psychology in Health Care Professionals from Anand, Gujarat

Introduction: Confirmatory factor analysis (CFA) is a statistical technique to verify the factor structure of a set of observed variables. Objective: The study was conducted with an objective to study the psychometric properties of DASS 21 scale by Confirmatory factor analysis Method: This study used a Multi Method Design (Multiple approach Design), one was a cross sectional study of 228 participants and the other was a Solomon 4 group Design with total 64 participants. Four groups of health care professionals viz Allopathic doctors, Physiotherapists, Nursing professionals and Community Health Officers (CHOs) were chosen for the study. Convenience sampling was done at two stages. Results: Confirmatory factor analysis was used to evaluate the construct validity of DASS 21 scale. The model was overidentified as the estimated parameters were less than the number of observed variances and covariances. CMIN/DF(Chi square (minimum discrepancy function) /Degree of freedom) value was 2.021 which was < 5. Goodness of Fit Index (GFI) value (0.892) was near to .9. Root Mean square Residuals (RMR) and Root Mean Square Error of Approximation (RMSEA) value were 0.031 and 0.063 respectively which were less than 0.08. Average variance extracted (AVE) for the three constructs were less than the squared interconstruct correlation. Conclusion: DASS-21 scale demonstrated a good convergent validity, but in this study, discriminant validity was found to be poor as determined by average variance extracted in comparison to squared Interconstruct correlation.

HOW TO START AN UNBIASED CONVERSATION ABOUT EXHAUSTION

AbstractThe author, a self‐employed occupational health psychologist, presents her research on various nuanced aspects of exhaustion, stress, and burnout, as they related to leadership and organizations. She also notes her TEDx talk “Let’s talk about the bright side of exhaustion,” and writes that “using study results based on data of more than 26,000 participants and illustrative anecdotes, I will explain why exhaustion is more complicated than most realize, that there is not only a dark but also a bright side, and how leaders can make sure that people in their environment experience the bright side of exhaustion by improving person‐job matches.” She describes her own personal background within these issues, and Figure 1 depicts a Conversation Starter for Exhaustion Model. The Venn diagram has “Joyfully Exhausted” in the middle, surrounded by the keywords Meaning, Support, Autonomy, and Appreciation. In the article text, regarding meaning, she writes “As a leader you need to know what kind of work is meaningful for each person around you and ideally create work environments where people can mainly focus on performing these tasks. This makes it easier for individuals in your work environment to better perform and make the effort feel worthwhile.”

Workers' emotional exhaustion and mental well-being over the COVID-19 pandemic: a Dynamic Structural Equation Modeling (DSEM) approach.

The COVID-19 pandemic has presented significant challenges to the workforce, particularly concerning emotional and mental well-being. Given the prolonged periods of work-related stress, unexpected organizational changes, and uncertainties about work faced during the pandemic, it becomes imperative to study occupational health constructs under a dynamic methodological perspective, to understand their stable and unstable characteristics better. In this study, drawing on the Dynamic Structural Equation Modeling (DSEM) framework, we used a combination of multilevel AR(1) models, Residual-DSEM (RDSEM), multilevel bivariate VAR(1) models, and multilevel location-scale models to investigate the autoregression, trend, and (residual) cross-lagged relationships between emotional exhaustion (EmEx) and mental well-being (MWB) over the COVID-19 pandemic. Data were collected weekly on 533 workers from Germany (91.18%) and Italy (8.82%) who completed a self-reported battery (total number of observations = 3,946). Consistent with our hypotheses, results were as follows: (a) regarding autoregression, the autoregressive component for both EmEx and MWB was positive and significant, as well as it was their associated between-level variability; (b) regarding trend, over time EmEx significantly increased, while MWB significantly declined, furthermore both changes had a significant between-level variability; (c) regarding the longitudinal bivariate (cross-lagged) relationships, EmEx and MWB negatively and significantly affected each other from week to week, furthermore both cross-lagged relationships showed to have significant between-level variance. Overall, our study pointed attention to the vicious cycle between EmEx and MWB, even after controlling for their autoregressive component and trend, and supported the utility of DSEM in occupational health psychology studies.

Vicenarian of workplace incivility: a bibliometric analysis and systematic review

PurposeThe purpose of this paper is twofold: first is to map and analyse prominent contributions, current dynamics, patterns, gaps and research prospects in the field of workplace incivility (WI); second is to provide a coherent theoretical research framework for future research.Design/methodology/approachThis study adopts a two-step analysis approach by combining bibliometric analysis and systematic literature review to explore the research topic of WI, besides, using multiple methodologies including bibliometric, network and content analyses.FindingsThis study found that L. M. Cortina and M. S. Hershcovis are the top two most influential authors among all authors in the sample publications. Journal of Occupational Health Psychology is one of the top-ranking journal that often publishes this topic of articles. USA and The Bowling Green State University are the most influential country and institutions, respectively. Besides, burnout and retention are also common keywords were identified based on keywords co-occurrence map, showing that WI has a major impact on burnout and employee retention. Based on the above analysis, this paper constructed a theoretical research framework of WI.Research limitations/implicationsThis paper only draw data from one database—Scopus—which cannot provide broad coverage of the research topic. WI research trends and trajectories may be assessed to enable academics and practitioners better understand the current and future trends and research directions. Future studies in this field might use the findings as a starting point to highlight the nature of the topic.Originality/valueThis study is the first to use an systematic literature review (SLR) to evaluate the association between WI and other organizational behaviour. The study contributions are fourfold, extending the work and overcoming the methodologies of prior research that only focussed on characteristics of incivility in nursing. In addition, this paper presents an in-depth analysis of this topic and provides a comprehensive theoretical research framework for future study.

IMPACT OF NURSE PRACTICE ENVIRONMENT, ORGANIZATIONAL COMMITMENT ON JOB SATISFACTION AND INTENT TO LEAVE IN HOSPITALS OF PAKISTAN

Aim: To measure impact of nurses’ practice environment, organizational commitment on job satisfaction and intent to leave in hospitals of Pakistan. Study Design: Cross sectional survey; Convenience sampling. Methods: Sample of 240 nurses were drawn from private and public sector hospitals. Nurses’ practice environment (Aiken, Clarke, & Sloane, Hospital Staffing, Organisation and Quality Care: Crossnational Findings, 2002), organizational commitment (Mowday, Steers, & Porter, 1979) , job satisfaction (Carbonell & Escudero, 2013) and intent to leave (Zopaitis, Constanti, & Theocharous, 2014) were used as instruments of measurement. Results: Nurse Practice environment with estimate of 0.176 has no significant effect on job satisfaction as the p value was 0.43 which was statistically insignificant ant 0.05. Hospital nurses’ organizational commitment with estimate of 0.043 has no significant effect on job satisfaction as was 0.526 which was statistically insignificant at 0.05. Job satisfaction with estimate of 0.254 has a significant effect on intent to leave as the p value was 0.007 which was statistically significant at 0.05. Hence, it is claimed that job satisfaction has significant impact on intent to leave. Conclusion: The study is integral to have in the field of occupational health psychology and to make sure that nurses are satisfied in their work whether employed in private or public hospitals. Keywords: nurse practice environment, organizational commitment, job satisfaction, intent to leave, nursing, Pakistan

IMPACT OF NURSE PRACTICE ENVIRONMENT, ORGANIZATIONAL COMMITMENT ON JOB SATISFACTION AND INTENT TO LEAVE IN HOSPITALS OF PAKISTAN

Aim: To measure impact of nurses’ practice environment, organizational commitment on job satisfaction and intent to leave in hospitals of Pakistan. Study Design: Cross sectional survey; Convenience sampling. Methods: Sample of 240 nurses were drawn from private and public sector hospitals. Nurses’ practice environment (Aiken, Clarke, & Sloane, Hospital Staffing, Organisation and Quality Care: Crossnational Findings, 2002), organizational commitment (Mowday, Steers, & Porter, 1979) , job satisfaction (Carbonell & Escudero, 2013) and intent to leave (Zopaitis, Constanti, & Theocharous, 2014) were used as instruments of measurement. Results: Nurse Practice environment with estimate of 0.176 has no significant effect on job satisfaction as the p value was 0.43 which was statistically insignificant ant 0.05. Hospital nurses’ organizational commitment with estimate of 0.043 has no significant effect on job satisfaction as was 0.526 which was statistically insignificant at 0.05. Job satisfaction with estimate of 0.254 has a significant effect on intent to leave as the p value was 0.007 which was statistically significant at 0.05. Hence, it is claimed that job satisfaction has significant impact on intent to leave. Conclusion: The study is integral to have in the field of occupational health psychology and to make sure that nurses are satisfied in their work whether employed in private or public hospitals. Keywords: nurse practice environment, organizational commitment, job satisfaction, intent to leave, nursing, Pakistan

"When the medium massages perceptions: Personal (vs. public) displays of information reduce crowding perceptions and outsider mistreatment of frontline staff": Correction.

Reports an error in "When the medium massages perceptions: Personal (vs. public) displays of information reduce crowding perceptions and outsider mistreatment of frontline staff" by Jean-Nicolas Reyt, Dorit Efrat-Treister, Daniel Altman, Chen Shapira, Arie Eisenman and Anat Rafaeli (Journal of Occupational Health Psychology, 2022[Feb], Vol 27[1], 164-178). In the original article, changes were needed to the labels under the images in the Appendix. Personal media were mistakenly labeled as public and vice versa. The four legends, from left to right, top to bottom, should be "Low crowding, public medium," "Low crowding, personal medium," "High crowding, public medium," and "High crowding, personal medium." The results and conclusions are unchanged. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-30403-003). Crowded waiting areas are volatile environments, where seemingly ordinary people often get frustrated and mistreat frontline staff. Given that crowding is an exogenous factor in many industries (e.g., retail, healthcare), we suggest an intervention that can "massage" outsiders' perceptions of crowding and reduce the mistreatment of frontline staff. We theorize that providing information for outsiders to read while they wait on a personal medium (e.g., a leaflet, a smartphone) reduces their crowding perceptions and mistreatment of frontline staff, compared to providing the same information on a public medium (e.g., poster, wall sign). We report two studies that confirm our theory: A field experiment in Emergency Departments (n = 939) and an online experiment simulating a coffee shop (n = 246). Theoretical and managerial implications are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Correction to Diestel (2022).

Reports an error in "How strategies of selective optimization with compensation and role clarity prevent future increases in affective strain when demands on self-control increase: Results from two longitudinal studies" by Stefan Diestel (Journal of Occupational Health Psychology, 2022[Aug], Vol 27[4], 426-440). In the original article, Table 3 needed updates to align the columns properly and to add the asterisk and double asterisk symbols (indicating * p < .05 and ** p < .01) in several entries in the last 3 'Estimate' columns. In the same Table, the third decimal place of the standard error value for 'Affective strain at T1' needed to be corrected in the Step 2 section under the 'Changes in affective strain from T1 to T2 in Sample 2' header. Additionally, Figure 2 included an error in one of the t-values; for "High SOC-strategies and high role clarity at T1," t = 0.184 should have been t = 0.156. The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-55823-001). In modern working environments effective strategies for regulating goal-directed behavior and allocating and investing limited resources (e.g., selection, optimization, and compensation [SOC] strategies) should enable employees to cope up with job demands that require volitional self-regulation, thereby preventing strain over time. However, theoretical insights suggest that the beneficial impact of SOC strategies on psychological health depends on the degree to which employees experience clarity in their job role. To understand how employees stabilize their psychological health when demands increase over time, I examine interaction effects of changes in self-control demands (SCDs), SOC strategies and role clarity at an earlier point in Time on changes in affective strain in two longitudinal samples from different occupational and organizational settings (international private bank: N = 389; heterogenous sample: N = 313, 2 year lag). In line with recent conceptualizations of chronic forms of distress, affective strain involved emotional exhaustion, depressive symptoms, and negative affect. In support of my predictions, structural equation modeling revealed significant three-way interactions of changes in SCDs, SOC strategies and role clarity on changes in affective strain in both samples. In particular, the positive relationships between changes of SCDs and changes in affective strain were jointly buffered by SOC strategies and role clarity. The present findings offer implications for stabilizing well-being when demands increase over long time periods. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Correction to Choi et al. (2022).

Reports an error in "Flaws and all: How mindfulness reduces error hiding by enhancing authentic functioning" by Ellen Choi, Hannes Leroy, Anya Johnson and Helena Nguyen (Journal of Occupational Health Psychology, 2022[Oct], Vol 27[5], 451-469). In the original article, in the first sentence of the paragraph under "Participants" in the "Part I: Method" section, changes were needed to correct four numbers from percentages to whole numbers. The sentence "Of the 230 participants, most were women (93.5%), which is representative of the health-care context, and 29.6% of participants were between the ages of 25% and 34%, 39.6% between 35% and 44%, and 20.0% between 45 and 54" should have said "Of the 230 participants, most were women (93.5%), which is representative of the health-care context, and 29.6% of participants were between the ages of 25 and 34, 39.6% between 35 and 44, and 20.0% between 45 and 54." The online version of this article has been corrected. (The following abstract of the original article appeared in record 2022-60042-001). Hiding errors can undermine safety by amplifying the risks of undetected errors. This article extends research on occupational safety by investigating error hiding in hospitals and applies self-determination theory to examine how mindfulness decreases error hiding through authentic functioning. We examined this research model in a randomized control trial (mindfulness training vs. active control group vs. waitlist control group) within a hospital setting. First, we used latent growth modeling to confirm that our variables were related as hypothesized, both statically or cross-sectionally as well as dynamically as they evolved over time. Next, we analyzed whether changes in these variables were a function of the intervention and confirmed the effects of the mindfulness intervention on authentic functioning and indirectly on error hiding. To elaborate on the role of authentic functioning, in a third step, we qualitatively explored the phenomenological experience of change experienced by participants in mindfulness and Pilates training. Our findings reveal that error hiding is attenuated because mindfulness encourages a receptive view of one's whole self, and authentic functioning enables an open and nondefensive way of relating to positive and negative information about oneself. These results add to research on mindfulness in organizations, error hiding, and occupational safety. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Second Wind: Understanding How Academics from the Philippines Adjust to Retirement

Review of the psychometric properties of the Patient Health Questionnaire-9 (PHQ-9) Spanish version in a sample of Puerto Rican workers.

This study aimed to examine the internal structure and assess the psychometric properties of the Patient Health Questionnaire (PHQ-9) in a Puerto Rican sample of workers. This instrument is a nine-item questionnaire, which was conceptualized as a unidimensional structure; however, there are mixed results regarding this internal structure. This measure is used in the occupational health psychology context in organizations in Puerto Rico; nevertheless, there is little evidence of its psychometric properties with samples of workers. A total of 955 samples from two different study samples were used in this cross-sectional study design in which the PHQ-9 was used. We conducted confirmatory factor analysis, bifactor analysis, and random intercept item factor analysis to examine the internal structure of the PHQ-9. Moreover, a two-factor model was examined by randomly assigning items to the two factors. Measurement invariance across sex and the relationship with other constructs were examined. The best-fitted model was the bifactor model followed by the random intercept item factor. The five sets of two-factor models with items randomly assigned obtained acceptable and similar fit indices regardless of the items. The results suggest that the PHQ-9 appears to be a reliable and valid instrument to measure depression. The more parsimonious interpretation of its scores, for now, is a unidimensional structure. Comparison across sex appears to be useful in occupational health psychology research settings since the results suggest that the PHQ-9 is invariant regarding this variable.

“A Love–Hate Relationship with What I Do”: Protecting the Mental Health of Animal Care Workers

ABSTRACT Mental ill-health associated with animal care work, coupled with a current shortage of animal care workers (ACWs), highlights the need to support this population’s wellbeing. Guided by the Job Demands-Resources model of burnout and the principles of positive occupational health psychology, we aimed to explore mental ill-health in ACWs and identify potential risks and protective factors for their wellbeing. ACWs (n = 217) completed an anonymous online questionnaire with measures of post-traumatic stress disorder (PTSD) symptoms, psychological distress, burnout, grief, social support, organizational support, and empathy for animals. We also asked an open question about what participants liked about their work. Our sample had a higher incidence of mental ill-health than the Australian general population. Multiple regression analyses suggested grief may be a job demand for ACWs, significantly accounting for 2.8–4.3% of the variance in burnout. Likewise, organizational support may be a job resource for ACWs, significantly accounting for 17.3–25.5% of the variance in burnout. Finally, qualitative content analysis indicated that ACWs enjoyed professional accomplishments, interpersonal interactions, and contact with animals as part of their work. We discuss our results and how they may be used to inform the implementation of workplace changes that support ACWs’ wellbeing.

Digital Transformation: Inevitable Change or Sizable Opportunity? The Strategic Role of HR Management in Industry 4.0

Background: The impact of technologies on workers has been a recurring theme in occupational health psychology. In particular, the sudden digital transformation of the last two decades, accelerated by the COVID-19 pandemic, has stressed the urgency to investigate new ways of working that are characterized by flexibility and a constant increase of autonomy. In this perspective, this study aims to investigate the state of the art of the innovation process in Italian factories, explore whether and how digitalization can be seen as an opportunity, and imagine a new way of working characterized by adaptability, resilience, and openness to change. Methods: Thirty in-depth interviews of Italian experts in HR management were collected and analyzed using a mix-method approach. Results: The findings underline the Italian HR experts’ perceptions of the risks associated with rapid changes required by technological progress in terms of workers’ wellbeing and satisfaction and suggest how important it is that organizations rapidly set up learning and training programs to guide workers to the acquisition of new skills required by Industry 4.0. Conclusions: Future workplaces will be characterized by extreme versatility, which requires workers to increasingly have both technical and soft skills as well as the ability to collaborate and build functional relationships.

The Translation Process, Validity and Reliability Study in Occupational Health Psychology amongst Healthcare Professionals by MultitraitMultimethod Matrix: A Multimethod Study

Introduction: Questionnaires are designed to measure specific constructs. Occupational Health Psychology (OHP) includes various domains/areas like work place well-being, work related stress, flourishing, resilient coping, coping mechanisms, compassion satisfaction, burnout and secondary traumatic stress. At times, specific questionnaire may not be available and if available, may not be in the language intended to be used by the respondents. A new questionnaire needs to be developed or translation of an available questionnaire into the respondents’ language is required in such case. Aim: To detail out the translation process of the study tools (questionnaires/scales) and to assess the validity and reliability of these study tools used in OHP. Materials and Methods: The present cross-sectional, Quasiexperimental study was conducted in the Department of Community Medicine, Pramukhswami Medical college, Anand District, Gujarat, India, from February 2021 to January 2023 using multimethod study design amongst the healthcare professionals. For translation, standard World Health Organisation (WHO) translation guide was followed. Nine scales/questionnaires along with a socio-demographic and a qualitative proforma were finalised to achieve the objectives. The questionnaires availability in public domain was taken into consideration while selecting the questionnaires. Reliability analysis and validity assessment was done. Reliability measure was checked for internal consistency by calculating Cronbach’s alpha. Construct validity was assessed by Multitrait-Multimethod Matrix. Translation was done in Hindi and Gujarati languages. Results: Flourishing scale (FS), Brief resilient coping scale, compassion satisfaction and work satisfaction were positively correlated and all these were negatively correlated with all the stress measures, Depression, anxiety measures of Depression, Anxiety and Stress Scale (DASS), Burn out and secondary traumatic stress. Cronbach’s alpha for internal consistency measure was calculated for different sub domains of the nine questionnaires. Construct validity was analysed by calculating correlation coefficients between different identified constructs/ sub constructs. Variables measuring similar construct were found to be positively correlated and significant. Conclusion: Variables/questionnaires measuring a similar construct were found to be positively correlated and significant, whie opposite constructs were negatively correlated. The questionnaires need to be translated in the language in which the participants can understand. The better linguistic comprehension will increase the internal validity of the study.

Effectiveness of strengths use interventions in organizations: A pre‐registered meta‐analysis of controlled trials

AbstractThis meta‐analysis aims to clarify where we stand and where we are heading regarding the effectiveness of employee strengths use interventions. The systematic literature search yielded 21 independent controlled trials. Random‐effects meta‐analyses revealed a weak but significant effect for increasing individual strategies at post‐intervention (d = .37, 95% confidence interval [CI] [.07, .67]) and a non‐significant one at follow‐up (d = .15, 95% CI [−.11, .40]); personal resources demonstrated a moderate post‐intervention increase (d = .53, 95% CI [.25, .81]) and a small one at follow‐up (d = .33, 95% CI [.18, .49]); and small and significant improvements were also observed for workplace well‐being (post‐intervention: d = .31, 95% CI [.21, .41]; follow‐up: d = .27, 95% CI [.10, .43]), general well‐being (post‐intervention: d = .24, 95% CI [.10, .38]; follow‐up: d = .18, 95% CI [.07, .30]), and post‐intervention performance (d = .28, 95% CI [.11, .45]). Follow‐up performance ceased to be significant (d = .22, 95% CI [−.15, .59]). Lengthier interventions were associated with stronger long‐term gains in personal resources and workplace well‐being; younger participants had stronger immediate boosts to personal resources. Strengths use interventions are a promising new approach in the evidence‐based practice of organizational and occupational health psychologists, highlighting the benefits of building on human potential for employees and organizations alike.

A Review of Research on Perceived Employability and Its Consequences

Perceived employability is an individual's subjective perception of the possibility of obtaining and maintaining (current or future) employment, which has gradually become an important personal resource to help employees adapt to the uncertain workplace environment. From the perspective of enterprises, high employability awareness may stimulate high job turnover of employees, which leads enterprises into the risk of training and development costs being wasted. This paper first reviews the connotation, structure and measurement of perceived employability, and then systematically sorts out the effects and mechanisms of perceived employability from the perspectives of career management, occupational health psychology and organizational behavior, so as to clarify the internal reasons for the differentiated effects of perceived employability on individuals and enterprises to a certain extent.

A meta-analytic validation study of the Shirom-Melamed burnout measure: Examining variable relationships from a job demands-resources perspective.

Job-related burnout has become a central construct in occupational health psychology. Given the considerable emphasis on burnout in both basic research and organizational initiatives, affirming the validity of inferences from commonly used measures is imperative to explore this phenomenon. The Shirom-Melamed burnout measure (SMBM) is well grounded with strong theoretical roots stemming from conservation of resources theory to assess exhaustion across physical, cognitive, and emotional subscales. However, despite its strong theoretical foundation and consistent use to measure burnout across various disciplines, there have been no meta-analytic validation efforts of the SMBM. The goal of the present meta-analysis is to fill this gap and provide a comprehensive evaluation of the SMBM using 564 effect sizes retrieved from 100 samples (N = 53,484). Results revealed that the three subscales of physical fatigue, cognitive weariness, and emotional exhaustion all displayed strong intercorrelations and that the SMBM was stable over time, as suggested by high test-retest estimates. Relationships with demographic controls, such as age, sex, and hours worked, were low in magnitude or nonsignificant. Following a job demands-resources perspective, we examined the nomological network of the SMBM, finding strong support for associations with job and personal predictors, motivational covariates, and job and personal outcomes. These findings, inferring the construct validity of the SMBM, hold implications for future research and practice, including support for its use in organizational research and applied settings. (PsycInfo Database Record (c) 2022 APA, all rights reserved).