Psychological Health Of Employees Research Articles

Effects of Psychosocial Risks on the Performance of Teacher-Researchers: Moroccan Context

In recent years, the concept of psychosocial risks has assumed enormous importance in working life. Indeed, PSR at work has become almost synonymous with work life and more specifically work stress, and it is widely accepted that work experiences can have a major impact on the psychological health of employees. Psychological risks are the human pressures that arise as a result of implementing an organization's strategy, and take different forms such as anxiety, pressure, violence, mental load and poor communication, musculoskeletal disorders and other pressures that are transmitted differently among employees depending on their position in the organization. Thus, mental health is an integral part of health and a state of happiness. In this state, a person can achieve self-actualization, overcome the normal pressures of life, engage in productive work and contribute to community life. Its degree is determined by social, psychological and biological factors. In the workplace, it is associated with psychosocial risk (PSR), which can cause a variety of discomforts and negative emotions about work. The assessment of PSR in the workplace is necessary, their identification allows to take preventive measures to have an objective impact on absenteeism, performance, productivity and health of workers and organizations In this sense, the objective of this work is to evaluate the prevalence of work-related psychological organizational constraints in the group of practicing teachers based on the Karasek model. This is a cross-sectional survey with data from 100 qualified teachers in elementary school, secondary schools and universities. The respondents were informed in advance of the purpose of the survey and the anonymity of the data. They are teachers, men and women of all ages, different learning levels, different cycles, different teaching professions and different levels of experience.

Professional reliability of personnel and corporate wellness programs

To consider the key aspects of providing professional reliability of the personnel and their connection with the health preservation programs and transformation into corporate wellness programs. The importance of a healthy lifestyle is generally recognized. At the same time motivating employees to a healthy lifestyle is generally considered to be a complex task as well. The need to shift towards a comprehensive approach is noted, the development of corporate well-being programs aimed at supporting and improving the physical and psychological health of employees in particular, as well as enhancing their professional skills and qualities. This becomes a strategic move for the company, aimed at creating a healthy and supportive environment. Moreover, the development of such programs may not only be a business initiative but also align with the trends of the state policy of the Russian Federation. It can be confidently stated that the issue requires further discussion and exploration. A balanced approach to professional training, motivation, psychological support, and health programs is a key to creating a productive and steady labor potential for the enterprise.

The relieving effect of innovation in enterprise financial performance management model on employee anxiety disorders

BackgroundWith the complexity of enterprises’ operating environment, employees face increasing work pressure and task requirements, which may increase anxiety symptoms. Effective financial performance management can improve enterprises’ economic benefits and create a more stable and positive work atmosphere for employees. This study explores the effectiveness of innovative financial performance management models in alleviating employee anxiety.Subjects and MethodsFive companies were selected for innovative financial performance management models, with 1,200 employees participating in the study. The study subjects were evaluated using the Self-Rating Anxiety Scale (SAS) and Hamilton Anxiety Scale (HAMA). The experiment lasts one year and tracks, studies, and evaluates employees’ anxiety symptoms and job satisfaction.Results Through the innovation of the financial performance management model, 75% of employees stated that their work pressure was significantly alleviated. At the same time, employee job satisfaction increased by 23%. In the mental health assessment, anxiety symptoms among employees who experienced innovative management models decreased by 18% compared to before the reform.ConclusionsThe innovation of enterprise financial performance management mode not only promotes the economic benefits of the enterprise but also effectively alleviates employees’ anxiety symptoms and improves their job satisfaction. To ensure the sustained and healthy development of enterprises and the psychological health of employees, it is recommended that more enterprises consider innovating and optimizing their financial performance management models.

An assessment of the impact of emotional labour and burnout on the employees’ work performance

PurposeThe purpose of this study is to identify and assess the factors that influence the work performance of employees in the service sector of Mauritius during the post-COVID-19 period. Factors like emotional labour, burnout, job satisfaction and psychological health of employees have been identified as those potential factors influencing the work performance of employees.Design/methodology/approachThis study adopts the survey-based approach for data collection. Employees from the service sector were targeted, that is, those who have direct contact with the customers. A response rate of 197 was recorded. The partial least square structural equation modelling has been used to run the data analysis.FindingsTen hypotheses were proposed, and four hypotheses were accepted. Job satisfaction appears to positively influence the work performance of employees in the service sector. Emotional labour, burnout and psychological health of employees appeared not to significantly affect the work performance of employees.Practical implicationsFrom a practical perspective, the author recommends that employers need to provide more support in terms of employee counselling, more job rotation for the employees to avoid burnout. Other support mechanisms as a supportive supervisor/manager where the employees can voice their concerns. It is also recommended that employers should have a more humane way to handle their human resources despite they are having the pressure to maximise profits. Employers need to understand that commercialisation of emotions demand a lot of emotional pressure on the employees and job re-design might be a solution to provide employees with more autonomy in the workplace. The level of flexibility also needs to be reviewed and employees should be more trusted.Originality/valueThis study acknowledges that a lot of research has been done in identifying and assessing factors that significantly impact employees’ work performance. Nevertheless, this study brings together two theories, namely, the social exchange theory and the psychological contract theory to better understand the relationship between the variables. This study also brings a methodological contribution with second-order factor analysis of factors like emotional labour and burnout which enabled better assessment and understanding of the factors and their effect on work performance. Some practical recommendations have also been made.

Is Too Much Work Intensification Harmful? Impact on Psychological Health and Work Engagement of Employees

The article empirically investigates the relationship between work intensification (WI) and employee well-being by considering high-performance work systems (HPWS) and perceived organisational support (POS) as mediators. An integrated model is designed to discover the interactions between WIs, indicators of employee well-being (psychological health and work engagement), POS and HPWS. Our sample consists of 411 executives working in Indian IT organisations. Data analyses were performed by structural equation modelling. The research found that WI adversely impacts employee well-being. The findings revealed that POS and HPWS mediate the linkage between WI and employee well-being. The research findings make significant contributions by demonstrating how WI affects employee well-being and by assisting organisations in implementing sustainable HRM practices and constructing a congenial atmosphere. Finally, we sum up the impact of WI on workers, their families and society, and present a broad variety of implications for researchers and practitioners to comprehend sustainable HRM and its role in enhancing employee well-being.

Correlation of Workplace surveillance with Psychological Health, Productivity, and Privacy of employees.

Correlation of Workplace surveillance with Psychological Health, Productivity, and Privacy of employees.

Psychological distress and post-traumatic growth in France during the COVID-19 pandemic: A mediation model of psychosocial safety climate as a determinant of work performance.

The psychosocial safety climate (PSC) reflects workers' perceptions of senior management's concern for mental health. Because the COVID-19 pandemic has exacerbated organizational issues, PSC could be a target for interventions attempting to preserve both the psychological health of employees and the economic health of companies. This study examines the direct and indirect relationships between PSC and work performance through two indicators of psychological health, psychological distress and post-traumatic growth, during a health crisis, i.e., prior to the second confinement in France. To this end, 2,004 participants from the French workforce completed a survey in October 2020. The results of mediation analyses indicate that PSC has a direct and positive influence on post-traumatic growth (PTG) and performance, as well as a direct negative influence on psychological distress. PSC also has an indirect positive influence on performance via psychological distress. Organizations that wish to jointly address mental health and performance at work would benefit from optimizing PSC.

Effects of mobile mindfulness training on mental health of employees: A CONSORT-compliant pilot randomized controlled trial.

Background:Employee stress and well-being affect organizational efficiency and productivity, as well as physical and psychological health of employees. Mindfulness is believed to reduce stress, prevent diseases, and promote well-being. Mindfulness has been used as the main component of various smartphone-based healthcare applications. Previous studies have suggested that mindfulness applications have a positive effect on employee stress and mental health. However, relatively few randomized controlled trials have examined the effectiveness of mindfulness applications on employees. This study aims to evaluate whether mobile mindfulness training (MMT) as a stress self-management tool improves employees’ perceived stress, subjective well-being, and Mibyeong, a condition that is not a disease but shows obvious health abnormalities.Methods:Participants were recruited through advertisements displayed at 3 workplaces, including a patent attorney’s office, a construction company, and a public relations firm. A total of 45 employees were randomly assigned to 1 of 2 groups: the MMT group (Group A) receiving smartphone application-based mindfulness training, and a wait-list control (WLC) group (Group B), who received no intervention. Group A employees conducted MMT following daily and event guidelines for 4 weeks. In contrast, Group B employees did not receive any intervention in that time. The outcome variables were perceived stress, subjective well-being, and Mibyeong. Surveys were conducted at baseline, post-intervention, and follow-up (fourth week post-intervention).Results:Demographic characteristics and baseline assessments were not significantly different between the 2 groups. The results of this study revealed that subjective well-being and Mibyeong were significantly improved in the MMT group compared with the WLC group. Moreover, this improvement was maintained up to at least 4 weeks later. However, perceived stress was not significantly reduced in the MMT group compared to the WLC group.Conclusion:Four weeks of MMT improved the subjective well-being and Mibyeong of employees. However, further studies are required to investigate the effect of MMT on other areas of mental health.

Impact of Agile Learning on Innovative Behavior: A Moderated Mediation Model of Employee Engagement and Perceived Organizational Support.

This study analyzed learning agility, employee engagement, perceived organizational support (POS), and innovative behavior related to the development of innovative environment and the mental and psychological health of employees. A substantial body of research has examined the antecedents of innovative behavior of employees in their work environment, but our current understanding of how learning and motivational aspects of employees synthetically influence the innovative behavior remains incomplete. To address this gap, we developed and tested a moderated mediation model of the relationship between learning agility and employee engagement, POS, and innovative behavior. Following the job-demand resource model, componential theory, and social exchange theory, our postulated model predicted that the mediating effect of employee engagement on the relationship between learning agility and innovative behavior would be moderated by POS. The result of the analysis of the data on 331 corporate employees in South Korea supported this model. Specifically, learning agility was related to innovative behavior, while employee engagement mediated the relationship between learning agility and innovative behavior; POS strengthened the positive effect of learning agility on innovative behavior via employee engagement. We also discuss the implications of the results, future direction, and limitations of this study based on these findings.

The Impact on the Psychological Health of Employees through Egotism of Managers Resorting to Workplace Bullying and Destructive Leadership- a Hypothetical Case Study Approach.

Past research has focused on workplace bullying and destructive leadership in times of crises has restrained its prejudiced boundaries by relying excessively upon psychological and social-psychological perspectives. Alarming stress reactions can result from Workplace bullying which refers to continuous exposure to frequent hostile behaviors at work. Due to workplace bullying, a vast number of people and organizations are being impacted in several ways leading to serious psychological issues for employees. In the larger view, workplace bullying and adopting a destructive or tyrannical leadership impacts working conditions, health and safety, personal life, and the right of all to equal opportunity and treatment. In this paper, an effort is made to understand how leaders respond during crucial stages of organization restructuring and how the leadership styles affect the psychological well-being of employees through a hypothetical case study. On the whole, this paper suggests the approaches that could lead to a more rational approach in maintaining the psychological health of employees rather than resorting to workplace harassment and adopting a destructive leadership style.Keywords: Workplace Bullying, Destructive Leadership, Tyrannical leadership, Psychological Health

Occupational Stress and Psychological Health of Employees of University Libraries in Osun State, Nigeria

This study examined the influence of occupational stress on the psychological health of the employees of university libraries in Osun State, Nigeria. A random sample of 32 participants from selected university libraries in Osun State, Nigeria. The result of the hypothesis revealed a weak positive correlation between occupational stressors and psychological health status (N = 32, r = 0.427, p = 0.015). The test also shows a weak positive correlation between the level of occupational stress and psychological health status (N = 32, r = 0.493, p = 0.004). The study concluded that employees who do not experience work-related stress would enjoy good health. The study also recommended that the management of university libraries should ensure that they provide mentorship, funds, Internet facilities, and encouragement to their employees to ensure a stress-free work environment so that library employees would continue to enjoy good health.

Noise Reduction in Tractor Cabs Using Coupled Resonance Acoustic Materials

The noise level in a tractor cab directly affects the driving experience. Reducing the noise level in a tractor cab is an important means of improving the image of the product brand and protecting the physical and psychological health of employees. To reduce medium- and low-frequency noise in a tractor cab, the influence of the installation of coupled resonance acoustic materials (CRAMs) on tractor driver ear noise is investigated in this study. Theories for sound absorption by perforated plates and sound insulation by thin membranes are used to design a CRAM composed of a perforated plate, elastic membrane and additional mass. The acoustic impedance and sound absorption coefficient of the CRAM are obtained by an equivalent circuit method, and the resonance frequency of a local resonance system composed of an elastic membrane and additional mass is calculated. The effects of different hole diameters and porosities of the perforated plate on the CRAM sound absorption coefficient are compared. The results of tests performed using impedance tubes over a wide frequency range of 50 Hz~1600 Hz show that the maximum sound absorption coefficient is 0.99 and several transmission loss peaks of 15 dB~26 dB. Measurement of the acoustic response of the CRAM installed on the cab front panel shows that an ear noise reduction of approximately 1.3 dB(A) for a tractor working speed of 2200 rpm. The results show that the designed CRAM has a relatively good effect on reducing driver ear noise over a wide frequency band and is a feasible scheme for noise reduction in a tractor cab.

Морально-психологічний та психоемоційний стан організації як показник якості менеджменту

In today's world, the process of developing and updating the concept of personnel management continues. Management methods, tools and technologies are being improved, innovative management technologies are being approved. Increasingly, the staff of the organization is seen as a base for the formation of its competitive advantages. Of particular importance is the environment in which the employee is. Moral and psychological atmosphere, psychological and emotional climate in the organization, formed and maintained corporate culture of the organization are components of the success of the organization, its competitive advantages, and, at the same time, an indicator of effective management. The relevance of the study is that in times of rapid technology development, in the pursuit of innovation, constant reorganization of the organization, the desire to make the employee more efficient and productive, the line of understanding between proactivity and employee productivity is lost. All this has a negative impact on productivity, physical and mental health, especially in difficult post-covid times. The main purpose of the proposed study is to analyze the importance of moral, psychological and psycho-emotional state of the organization as components of management. To achieve this goal, the following tasks are set: to give examples of traditional and innovative methods of personnel management, to prove the need to update the modern concept of management; show the components of a favorable moral, psychological and psycho-emotional climate of the organization, ways of their formation and diagnosis; to reveal the content and significance of corporate culture as a tool for managing the organization; show the effectiveness of innovative socio-psychological methods and technologies in the management of organizational behavior as team building, emotional intelligence, corporate humor, etc .; on the example of domestic and foreign experience to prove the need to restore the psycho-emotional health of employees in modern covid and post-covid times. Modern socio-psychological methods of management are generalized, the expediency of their application in the management of the organization is substantiated. A list of traditional and innovative methods of influencing staff, including foreign experience of management innovations. The components of a favorable moral-psychological and psycho-emotional climate of the organization, methods of their formation and diagnosis are determined. Special attention is paid to such innovative personal technologies as corporate culture, team building, emotional intelligence, corporate humor. The need to restore the psycho-emotional health of employees of the organization in modern covid times of fasting has been demonstrated by the example of foreign experience. It is concluded that the focus of management should be on the corporate well-being and psychological health of employees, psycho-emotional recovery and support in difficult times of the pandemic. The topic of finding solutions to the problem of psychological fatigue and excessive stress of employees, the search for new tools and technologies to restore psycho-emotional health in the post-pandemic period.

The Stress Responses of Unemployment in Tourism Industry of China

Due to the impacts of the COVID-19 outbreak, problems brought about by the resultant widespread unemployment have drawn great attention. The tourism industry is one of the bitter victims of this situation as, besides hardware facilities, the biggest asset of the tourism industry is its Human Resource. The major calamity for those who encounter a job loss is an unhealthy psychological state. This study examines the influence of unemployment on the psychological health of employees in the Tourism Industry of China after the COVID-19 outbreak. The findings of this study suggest that the unemployed not only suffers from the lingering adverse effects in economic and livelihood terms but also in terms of devastating physical and mental impact on their family and society. We adopt the stress theory to make a comparison in the intensity of stress due to unemployment in the presence and absence of mediators, namely financial status and marital status by Path analysis, aiming to provide inspirations for practitioners and policymakers. This study shows that the negative psychological effects of unemployment can be diluted if the original family is maintained in a stable and harmonious way as the over occupying job responsibilities and no job at all fosters the same potency of work-family conflict.

Psychological Distress and Psychological Well-Being among Bank Employees: A Gender Study

The mental health of employees has become important for the organizations as better psychological health of employees yield positive outcomes for individual as well as for the organizations. The psychological well-being and psychological distress among employees of State Bank of India in district Mandi (HP) has been investigated in current study. The study further examined the gender differences pertaining to psychological well-being and psychological distress. The findings reported that employees experience moderate anxiety, depression and loss of emotional/behavioural control while the indicators positive affect, emotional ties and life satisfaction are slightly higher side of the prescribed score range indicating slightly positive state of mental health. The results on gender difference have shown that males experience slightly higher anxiety and depression as compared to females, however on the component loss of behavioural control/emotional control males have been higher than females. The positive affect and emotional ties have been higher in females, but on life satisfaction males have been noted to be higher. The psychological distress is higher in male and lower in female employees while psychological well being is more in females than males. The effect of gender is found to be statistical significant only for component depression of mental health and non-significant for psychological distress and psychological well-being.

Transitional areas affect perception of workspaces and employee well-being: A study of underground and above-ground workspaces

Workspace design affects occupational health and performance as well as overall mental health. Using standardized and customized questionnaires (N = 195), this paper examines the relatively unexplored relationship between mental health, fatigue at work and factors relating to satisfaction within the workspace. Such factors include the subjective assessment of architectural properties of transitional spaces leading to the office and underground vs above-ground locations. Lower perceived confinement in transitional spaces was associated with better mental health, lower levels of perceived workload, and lower work-related physical and emotional fatigue. These associations were stronger than those with the perceived confinement in the workspace itself. Underground workers reported lower levels of physical and emotional fatigue. Among the participants working in above-ground offices, effects were stronger for those with higher levels of (non-clinical) claustrophobia. The present study highlights the effects, so far less acknowledged, of transitional spaces on the mental and psychological health of employees in underground and above-ground offices and suggests specific design interventions to enhance employee well-being.

Empowering Leadership and Occupational Burnout: A Moderated Mediation Model of Employee Optimism, Employee Hardiness and Job Crafting

Integration of social cognitive theory and hardiness theory, this study aimed to investigate the mediating mechanism of job crafting and the direct effect of empowering leadership that causes occupational burnout with the sample from law enforcement institutions. The authors also tested the moderating effect of employee optimism and employee hardiness between the linkage of job crafting and occupational burnout. To test the proposed hypothesis of this study, 192 participants from the law enforcement institution of Punjab, Pakistan participate in this study voluntarily. The findings of the study suggest that job crafting mediates the relationship between empowering leadership and occupational burnout. Furthermore, the authors found that employee optimism and hardiness moderate the relationship between empowering leadership and occupational burnout. The result of moderated mediation analysis revealed that the indirect effect of empowering leadership on occupational burnout was weakening when employee optimism and hardiness level was high. The findings of this study declared that empowering leadership has adverse consequences on employees’ physical and psychological health that decrease the well-being and employee optimism and hardiness reduce that stress level and enhance the intrinsic motivational level. Top management of law enforcement institutions must focus especially on the psychological health of employees and provide climate and psychological training that mitigates the harmful consequences of empowering leadership. Also, the authors through this study respond to the calls of prior researches as slight researches have studied the negative consequences of empowering leadership.

Разработка мер по повышению эффективности деятельности транснациональных корпораций на территории КНР в условиях пандемии

This article presents the conditions of transnational corporations’ activity in the period of aggravated situation associated with coronavirus infection. The activities of large multinational companies in such industries as digital electronics (“Apple”, “Intel”, “Qualcomm”), automotive (“General Motors”, “Ford”, “Toyota”), air transportation (“American Airlines”, “Delta Air Lines”, “United Airlines”, “Lufthansa” and “British Airways”) are revealed. A list of measures that contribute to a painless way out of the crisis for multinational companies is presented. It is proposed to create agencies based on a multinational company to make decisions in emergency situations, which should contribute to earlier detection of threats and quickly make the right management decisions. The role of potential risk assessment and implementation of emergency response mechanisms is described. There is a need to create a positive and active mechanism for exchanging information for employees, customers and suppliers, as well as the formation of standard communication documents. The importance of maintaining the physical and psychological health of employees and the need to analyze the nature of jobs for the adoption of appropriate recovery plans is determined. The article presents the importance for multinational companies in establishing plans to respond to supply chain risks. This will make it possible to manage inventory more effectively in the short term in the context of reduced consumption. It is proposed to pay special attention to solutions for identifying risks related to productivity and maintaining customer relationships caused by the inability to resume production in the short term. It is stated that multinational companies should create or modernize mechanisms for systematic risk management and control, identify the main risks in advance and develop plans to respond to them

The Need for Recovery Scale: French adaptation and validation.

The study presents the French validation of the scale of Need for Recovery after work (Need for Recovery) as well as the average scores according to sex, age, occupation and branch of industry. A representative sample of the French employees completed a questionnaire made up of the Need for Recovery Scale, Perceived Stress Scale, Hospital Anxiety and Depression Scale and Maslach Burnout Inventory - General Survey. Analyses of internal consistency led us to withdraw an item from original scale; validity as well as discriminating quality were evaluated with the adequate analyses. The French version of the Need for Recovery Scale has very good psychometric qualities. Internal consistency (evaluated by Alpha of Cronbach) is 0.86. This scale is correlated mainly with the ?emotional exhaustion? dimension of the Maslach Burnout Inventory (r = 0.68). The analysis highlighted groups of French employees having levels of high need for recovery: men of less than 25 years, women of more than 55 years and people practicing the profession of Teachers and equivalents'. Given its predictive value on the physical and psychological health of employees, we recommend an individual or collective use of the Need for Recovery Scale in order to set up preventive actions in the workplaces.

The impact of disability-assistance animals on the psychological health of workplaces: A systematic review

This study presents a systematic review of the impact of disability-assistance animals in the workplace. While the importance of establishing workplace diversity initiatives is widely established, there is little thought as to how organizations can support it beyond legal compliance with anti-discrimination laws. This paper adopts an innovative approach to analysing diversity, combining business, psychology and law literature to identify the positive and negative implications of disability assistance animals in the workplace. The literature review reveals three benefits to having assistance animals in the workplace: it positively affects disability support; it improves the productivity and psychological health of employees; and it increases workplace attractiveness. However, because these positive effects may be moderated by individual preferences, we acknowledge potential negative effects, such as allergies, phobias and disruptions when animals are introduced to a workplace. We conclude by presenting a framework to guide future research, and analysing the practical and theoretical implications of assistance animals in the workplace.