Occupational Health Psychology Research Articles

“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).

Fear and Trembling While Working in a Pandemic: an Exploratory Meta-Analysis of Workers' COVID-19 Distress.

The online version contains supplementary material available at 10.1007/s41542-022-00131-x.

Perceived 21st-century competencies as capabilities of secondary school teachers in a South African context

Orientation: The capability for work framework led to a shift in thinking about occupational health psychology. The value of work can only be preserved if decision-makers recognise that employees value their work and the competencies needed to excel at work. Research purpose: This study aimed to develop a list of capabilities from 21st-century competencies found in literature and to quantitatively measure the resulting 21st-century competency (21CC) capabilities of secondary school teachers (SSTs) – valued knowledge and skill dimensions that are enabled and can be realised. Motivation for study: This framework is an appropriate outline for studying the functioning of employees but lacks specificity regarding the specific competencies (knowledge and skills) needed to function well. Research approach/design and method: A convenience sample of SSTs ( N = 144) in the Gauteng province completed the 21st-century competencies as capabilities questionnaire. Main findings: The results indicated that the 21CC capabilities are most likely to form part of SSTs’ capability set (i.e. the competencies that they value, are enabled in and achieve) were collaboration, constructive relationships and educational literacy. The 21CC capabilities least likely to form part of the teachers’ capability set included cognitive and digital literacy, processing and personal and professional development. Practical/managerial implications: Managers and practitioners should consider the concept of capability (value, empowerment and achievement) in management interventions and conceptualise occupation-specific competencies for use and development of knowledge and skills capabilities. Contribution/value-add: This study contributes to scientific knowledge regarding the integration of specific competencies using the capability approach.

Modeling cause-and-effect relationships among variables affecting work stress based on fuzzy DEMATEL method

Purpose Several variables can affect work stress. This study aims to model the cause-and-effect relationships among different variables that can predict work stress based on one of the most important fuzzy multicriteria decision-making methods used to investigate the cause-and-effect relationships among variables. Design/methodology/approach This study was conducted in 2020, including 17 experts in safety management, occupational health and work psychology, based on the fuzzy decision-making trial and evaluation laboratory method as a robust approach to identify the cause-and-effect relationships among different variables. Findings Shift work, lack of job satisfaction, mental health, mental overload, fatigue, job security, sleep disorders, environmental discomfort, work pressure, job knowledge (this could mean expertise/level of qualifications/familiarity with the job), work complexity and role conflict were found to be the most significant variables affecting work stress. Moreover, the cause-and-effect model of relationships among variables showed that shift work and lack of job satisfaction are root causes, and mental health, fatigue, mental workload, sleep disorder and environmental discomfort are direct causes. Originality/value Although the results of this study demonstrate that work stress can be influenced by 12 different variables, the modeling results show that some variables, such as shift work and lack of job satisfaction, can directly or indirectly impact other variables and thus result in work stress.

The Challenging and Hindering Potential of Time Pressure: Qualitative Job Demands as Suppressor Variables

AbstractThis study aims at resolving the inconsistent findings regarding the effects of time pressure on work engagement and personal resources by considering time pressure’s qualitative sources. Specifically, using the notion of statistical suppression, we argue that qualitative challenge and hindrance demands operate as suppressor variables and thus determine whether time pressure itself exerts a challenging or hindering potential. To test our assumptions, we conducted a daily diary study over the course of one workweek in a sample of 396 employees. We tested our hypotheses at the day-level. Results of multilevel structural equation modeling revealed that when controlling for qualitative challenge demands, time pressure positively related to exhaustion, but negatively related to work engagement and self-esteem. Suppression was significant. In contrast, when controlling for qualitative hindrance demands, time pressure was unrelated to work engagement, negatively related to self-esteem, and positively related to exhaustion, whereby qualitative hindrance demands did not act as a suppressor variable at the day-level. Additional analyses revealed that qualitative challenge and hindrance demands operated as suppressor variables at the person-level. In summary, when qualitative challenge demands were controlled for, time pressure operated as a hindrance demand. Yet, when qualitative hindrance demands were controlled for, time pressure operated as a challenge demand at the person-level. Our findings outline the need to account for the quality of work when assessing time pressure’s effects and further highlight the relevance of suppressor variables within the field of occupational health psychology.

Workplace empowerment, psychological empowerment and work-related wellbeing in southeast Asian employees: a cross-sectional survey.

There is a growing body of research examining the nature and correlates of salutogenic factors in the workplace and employee wellbeing, and the role of empowerment therewithin. A paucity of research has distinguished between structural and psychological forms of empowerment in the workplace and examined how they independently and collectively relate to employee wellbeing. Much of the existing research has examined such considerations in western samples, with limited exploration of eastern working populations. The aim of this study is to investigate the association between structural empowerment (SE) and employee self-reported work-related wellbeing (operationalized as psychological wellbeing and job satisfaction), and the postulated mediating role of psychological empowerment (PE). With a sample of 324 southeast Asian employees from a single organization, this study used a cross-sectional case study design using self-report measures to examine the relationships between SE, PE and employee job satisfaction and psychological wellbeing. PE was postulated to mediate the relationship between SE and work-related wellbeing outcomes of job satisfaction and psychological wellbeing. Mediation analyses revealed that SE was positively associated with PE which, in turn, completely mediated the positive relationships between SE, and job satisfaction and psychological wellbeing. The results of this study contribute empirically and practically in the following ways: (i) it expands upon previous research on employee empowerment, (ii) contributes to the developing field of positive occupational health psychology and (iii) highlights the crucial role of organizations in creating sources of SE and PE.

Editorial introductions.

Editorial introductions.

A Historical Review and Vision on Taiwan's Occupational Mental Health Development: Taking Government Policies as the Main Axis

<p>本研究嘗試回顧臺灣職場心理健康領域在實務場域之發展歷史，特別是以政府相關政策面向為主軸，輔以社會環境脈絡為參照。本研究先從美國的相關領域，即員工協助方案與職場健康心理學之發展歷史簡要描述作為相關背景。然後再進到臺灣職場心理健康領域之實務界與政策面做回顧與爬梳，結果發現除去早期缺乏政策引導的零星組織案例外，大約可分為四期，分別為勞工輔導期、導入員工協助方案期、政府積極落實EAP期以及多面向職場健康促進期等。基於過去歷史之發展，本研究提出未來臺灣職場心理健康領域發展方向包括：專業深化、跨領域合作整合以及本土化等。透過本研究之回顧可提供相關研究學者、政府部門、實務工作者未來推動職場心理健康之努力方向。</p> <p> </p><p>This study attempted to review the history of the development of mental health in Taiwan’s workplaces, focusing mainly on the direction of government policies against the backdrop of social context as a reference. This study begins with a brief description of the development history of employee assistance programs and occupational health psychology in the related fields in the United States. Next up, the study segued into the field of mental health in Taiwan’s workplace practice and policy aspects to do a review, the findings, excluding some isolated cases without policy guidance in the early period, can be divided into four periods: labor counseling, the implementation of employee assistance programs, the EAP implementation by the government and multi-oriented occupational health promotion. Based on the development of history, this study provides the future development direction of Taiwan’s occupational mental health field, including professional deepening, cross-disciplinary cooperation and integration, and localization. It’s expected that by taking stock of the historical review in this study, the future direction of mental health in the workplace can be provided for scholars, public sectors, and workers in this regard.</p> <p> </p>

Are Tourism Practitioners Happy? The Role of Explanatory Style Played on Tourism Practitioners’ Psychological Well-Being

Research on tourism has gradually focused on the study of well-being, but relatively little attention has been paid to the psychological well-being of tourism practitioners. This study adopted the theoretical lens of explanatory style and the PERMA model (P = positive emotion, E = engagement, R = relationships, M = meaning, A = accomplishment) to investigate the influence of tourism practitioners’ explanatory style on their psychological well-being (PWB). The survey study demonstrated that explanatory style was significantly related to PWB; whilst an optimistic explanatory style was positively related to PWB, a pessimistic explanatory style was negatively related to it. Additionally, in the context of Chinese culture, tourism practitioners were inclined to attribute PWB to internal, stable, and specific causes. This study falls within the extensive field of occupational health psychology and theoretically contributes to the literature by connecting positive psychology and its effects on practitioners in the tourism context. Meanwhile, there are similarities and differences between the PWB and explanatory style in the Chinese cultural context and in the Western context. This finding has practical implications for generalizing the PWB of tourism practitioners in different cultural backgrounds, especially in countries with Eastern cultural backgrounds, further improving the sustainable development of tourism destinations.

About the Contributors

About the Contributors

Modelo de liderazgo saludable integral y su desarrollo como competencia psicosocial adaptativa en ambientes organizacionales complejos

The prevention of negative leadership as a psychosocial risk factor at work has shown relevant results in organizations from the theoretical framework of Occupational Health Psychology. The aim of this paper is to propose a Healthy-Extended Leadership Model with three elements: 1) a comprehensive definition; 2) a model with five dimensions: a) Constructive Social Relationships; b) Support for Training and Adaptive Development; c) Extended Health and Wellbeing Care; d) Provision of Resources for High Performance; e) Promotion of Favorable and Productive Workplaces; and 3) it is developed as a competency for its application in organizations. As conclusions, the propose model: can contribute to the balance between health and outstanding performance; contribute to the creation of favorable work environments; and, together with other protective psychosocial factors and competencies, have a larger impact on the development of healthy workers, organizations, and societies.

Professor Sharon Clarke (Editor, Journal of Occupational Health Psychology).

In this brief article, the editor of the Journal of Occupational Health Psychology notes that there has been a rapid increase in the visibility of occupational health psychology over the last 25 years, which has seen growing impact and importance of OHP topics. In this time, the nature of work has changed considerably due to significant societal and technological transformations and particularly over the last 2 years as the result of the coronavirus disease (COVID-19) global pandemic, which has impacted all of our lives, including our mental health, well-being, and safety in the context of work. The author welcomes the incoming editorial team, thanks members of the outgoing editorial team, and thanks the editorial board for their support as she starts her editorial tenure in 2022. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Teleworking “is here to stay”?

Over the last decade advances in Information and Communication Technologies (ICTs) have significantly changed the world of work, making it possible to work anytime anywhere in many sectors and occupations. This is occurring in the context of a growing knowledge-based and service economy where ICTs are key tools for work. The article emphasizes that the term “telework” encompasses various types of working styles that involve the use of information and communications technology equipment, such as telecommuting, mobile work or self-employed home-based work. There are two dominant theories in occupational health literature that facilitate our understanding of the relationship between telework and occupational health: the job-demands-resources model in occupational health psychology, and macroergonomics systems theory in ergonomics. This article analyzes that telework is not without potential negative health and wellness outcomes. In particular, employees: suffer stress and burnout from the feeling they are expected to be available outside of regular hours, regardless of whether they are actually working; feel frustration over unclear boundaries between work and life; feel isolated and disconnected from their colleagues.It is important to note that if there is to be a significant shift to telework, workers and their managers will need to manage the arrangement consciously. When the same physical space is both home and place of work, the boundary between the two worlds blurs easily, creating conflict and stress. Permanent connectivity of devices promotes an ‘always-on’. However, at the EU and national levels current legislation addresses most of the issues which have been highlighted as potential challenges linked to telework such as working time, health and safety and work-life balance.

Contributo para um retrato dos Socorristas da Cruz Vermelha Portuguesa: Saúde, Trabalho, Coping e Suporte Social

Introduction and objectives In Portugal, one of the organizations operating in the pre-hospital emergency context is the Portuguese Red Cross. Working at this level is considered a risky activity, including exposure to high levels of stress, which may lead to the development of health problems. The main objectives of this study were describe the profile of these first responders considering health, work, coping and social support variables, explore age/gender differences, as well as the relationship between these variables. Methodology A cross-sectional study was conducted and the following instruments were used: General Health Questionnaire - 28, Posttraumatic Stress Disorder Checklist 5, Warr's Job-Related Affective Well-Being Scale, Brief COPE, and the Survey of Perceived Organizational Support. Results and Conclusions The results showed satisfactory levels of general health and psychological well-being, good levels of job satisfaction, and moderate levels of perceived social support. The coping strategies most used by these first responders were emotion-focused coping. The differences found and the relationships between the variables identified constitute important clues to be taken into account in the planning and implementation of actions and interventions with these populations. Optimizing the first responders' working conditions, providing support and promoting the development of skills will make a crucial contribution to their health and psychological well-being, which will be reflected in the quality of the support provided to the population. Keywords: first responders, occupational health, work, coping, social support, occupational or organizational psychology.

Even Superheroes Need Rest: A Guide to Facilitating Recovery from Work for Health-care Workers during COVID-19 and beyond.

The COVID-19 pandemic burdens health-care workers (HCWs) worldwide. Amid high-stress conditions and unprecedented needs for crisis management, organizations face the grand challenge of supporting the mental health and well-being of their HCWs. The current literature on mental health and well-being primarily focuses on improving personal resilience among HCWs. However, this puts the responsibility for coping with COVID-19-related stress almost fully on the individual. This chapter discusses an important alternative framing of this issue - how health-care organizations (HCOs) can facilitate recovery from work processes (i.e., returning to a baseline level by engaging in nonwork activities after work) for their workers. Based on a narrative review of the occupational health psychology literature, we provide practical strategies for supporting the four key recovery experiences of detachment, control, mastery, and relaxation, as well as present general recommendations about how to promote recovery. These strategies can help HCOs facing the grand challenge of sustaining worker well-being and functioning during the COVID-19 pandemic, as well as during future pandemics and for workers facing high work pressure in general.