Psychological Work Environment Research Articles

Workplace spirituality and its relevance to workplace flourishing

Orientation: Workplace spirituality may previously have been just a new buzzword in the corporate world, but it has now become a topic of serious scientific inquiry, which cannot be ignored or disregarded. The reason for the increased attention given to workplace spirituality in recent years is the positive psychological working environment that it creates for employees.Research purpose: The research established whether workplace spirituality at the individual, work unit and organisational levels influence each other and whether individual spirituality influences workplace flourishing.Motivation for the study: The work and life domains in which employees need to function are not always conducive to their well-being. Therefore, it is necessary to consider to what degree work-related factors such as workplace spirituality influence employees’ flourishing, that is, holistic well-being, in the work context.Research approach/design and method: The study used a deductive approach, employing a correlational cross-sectional research design. Data collection involved a structured questionnaire, resulting in a final sample of 394 respondents.Main findings: The study’s main findings were that individual spirituality impacted emotional well-being. Also, organisational and work unit spirituality influences individual spirituality, and organisational spirituality influences work unit spirituality.Practical/managerial implications: Workplace spirituality should be considered to increase employees’ experience of work-related well-being, expressed as a sense of happiness and contentment and feeling satisfied at work. Furthermore, the spiritual development and growth of spiritual employees should be emphasised.Contribution/value-add: The study contributes to theory development and knowledge creation of the constructs of workplace spirituality and workplace flourishing.

Experiences of psychological, social and organisational work environments in occupational health service in Sweden: a cross-sectional survey

BackgroundThe aim of this study was to compare and describe different professionals’ experiences of workplace psychological and social factors in occupational health (OH) organizations in Sweden.MethodsThis cross-sectional study with a descriptive and comparative design included 472 respondents with common professions in the occupational health service (OHS) in Sweden. Data were collected with “The General Nordic Questionnaire for Psychological and Social Factors at Work” (QPSNordic). The professions have been compared pairwise using the Independent Samples Kruskal-Wallis test, adjusted by Bonferroni correction for multiple tests on subscales and single items and these are presented descriptively.ResultsThe experience of the psychological and social work environment on job task measurement level differed between the professionals. Experiences on social and organizational as well as on individual measurement levels are similar between the professionals who perceive them as satisfactory. Out of the 472 respondents, 7% reported that they had seen someone being subjected to harassment and bullying at the workplace during the last six months.ConclusionsThe experience among the professionals differs most in the Job task measurement level. The results indicate that although different OH professionals experience psychological and social factors at work in different ways, their experiences are generally satisfactory even though harassment and bullying do exist. The research about occupational health professionals and their work environment is sparse. Further applied research is needed for the planning and development of occupational health services in Sweden.

Psychological distress, work environment quality, and motivation levels among nurses working in Saudi Arabia.

A favorable clinical environment and nurse motivation are both essential for achieving high-quality patient outcomes and organizational performance in healthcare systems, which can be highly distressing for nurses. The purpose of this study was thus to determine the associations among and influences of psychological distress, work environment quality, and motivation on one another. This was a cross-sectional, descriptive-correlational study conducted with a total sample of 204 nurses in two public tertiary hospitals. We used an online survey to collect nurses' responses, which comprised the Kessler Psychological Distress Scale-6, Brief Nurses' Practice Environment Scale, and Multidimensional Work Motivation Scale. We ran the necessary statistical analyses in SPSS version 28. We found that nurses' psychological distress, work environment quality, and motivation were moderate. A significant, positive, and moderate relationship existed between psychological distress and work environment quality, while nurses' educational level was statistically different with their motivation level. In the regression, only the nationality, current position, and work environment variables significantly influenced psychological distress. The hospital type also significantly influenced work environment quality. No variable was found to influence nurses' motivation level, though. We concluded that nurses' work environment quality and motivation are interconnected with the psychological stress they experience at work. Monitoring nurses' work environment quality, motivation levels, and psychological distress is thus vital to ensure better patient care.

Performance Analysis and Optimization Proposal Using Balanced Scorecard Framework for IT Outsourcing Company, PT IT Expert System

IT outsourcing companies enable businesses to delegate their IT functions, focusing on core activities, cost efficiency, and access to advanced expertise and technology. The success of these companies hinges on employee performance, influenced by factors like psychological well-being, work environment, and organizational culture. In Indonesia, the IT outsourcing industry is rapidly transforming due to increasing demand for digital solutions and technology experts. Companies strive to provide faster, more efficient services while being flexible and adaptable. The IT services market revenue in Indonesia is expected to grow from $4.89 billion in 2023 to $9.07 billion in 2028, driven by digital transformation, supportive government policies, and increased IT infrastructure investments. PT IT Expert System (PT IES), established in 2010, provides IT services like software development and IT outsourcing. Despite sector growth, PT IES’s financial performance has declined, with monthly revenue dropping from Rp. 220 million to Rp. 140 million, affecting liquidity and leading to debt for paying salaries. This financial strain is partly due to 46% of their IT professionals being idle and a lack of software development projects. The research aims to identify the main causes of PT IES’s business problems, determine an appropriate performance management system framework, and establish suitable Key Performance Indicators (KPIs). The root cause identified is the absence of a performance management system, leading to an ineffective appraisal system and poor decision-making. The Balanced Scorecard framework is recommended for PT IES, translating strategic objectives into measurable processes across four perspectives. This framework streamlines performance evaluation and forecasting. The Balanced Scorecard framework proposal includes 4 perspectives, 9 strategic themes, and 18 strategies with key objectives. These strategies are cascaded into 92 business strategies and objectives with 92 KPIs.

Work environment as predictors of perceived organisational performance of private university libraries in South-west, Nigeria

The library is the major source of information provider in the university community, which makes it a storehouse of information for intellectual development for staff and students. The effective and efficient performance of any private university library personnel will greatly depend on the work environment of the private university library which can be conducive or unconducive for them to perform their task. To this effect, this study investigated the influence of the work environment on organisational performance of private university libraries in South-west, Nigeria. Two research questions were answered while one hypothesis was tested at 0.05 alpha level. The study adopted survey research design of the correlational type with the study population of 430 librarians from 30 private universities established as at 2021, in the six states of South-west, Nigeria. The study used total enumeration method to cover all the professional and para-professional library personnel. A validated questionnaire was used for data collection. The Cronbach alpha was used to compute the reliability coefficient of the instruments as follows: Work environment (0.730) and organisational performance (0.885). Sample of 378 questionnaires were retrieved and used for data analysis using descriptive statistics, while inferential statistics was used for data analysis. Findings revealed that the state of work environment of private university libraries in the south-west is conducive. Result from the finding indicated that there is large organisational performance in the private university libraries, the result also revealed that there is a significant relationship between work environment and organisational performance of private university libraries in South-West, Nigeria (r=.513, n=378, p (.000)<.05) and Psychological work environment (r=.449, p(.000)<.05), has the highest influence. Hence, work environment influenced/enhanced organisational performance of private university libraries in the study.

Factors Related to Musculoskeletal Disorders Among Hospital Nurses

Nurses are a high-risk group for musculoskeletal disorders. Few studies conducted in Taiwan have been published regarding the relationships among work characteristics, psychological well-being, and musculoskeletal discomfort in nursing personnel. This study was designed to investigate musculoskeletal discomfort among hospital nursing staff, as well as its associated factors. A secondary data analysis design was used to examine hospital staff health survey data for 2018 from two regional hospitals in southern Taiwan. Data from 328 full-time nurses who had passed their probationary period and been employed for more than 6 months were included in the analysis, which was conducted using a logistic regression model. The prevalence of musculoskeletal disorders was found to be highest in the shoulders (73.8%), lower back (72.9%), and neck (64.0%), respectively. Number of sleep hours, work stress, confidence in dealing with work stress, workload, supervisor support, workplace justice, and depression level differed significantly between the groups with and without full-body musculoskeletal disorders (p < .05). The results of the logistic regression model analysis showed individuals with severe depression have 4.27 times higher odds of experiencing musculoskeletal discomfort compared to those without depression (odds ratio 4.27, 95% confidence interval [1.27, 14.41]). Severe depression was found to be a significant predictor of musculoskeletal disorders. Nurses are at high risk for musculoskeletal disorders. The results of this study indicate that level of risk is influenced significantly by psychological well-being, work environment, and workload. Efforts should be made to improve the relevant risk factors in the workplace to reduce the incidence of musculoskeletal disorders among nurses.

Looking after employees is high stakes for casinos: employee well-being in the gambling industry

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThis study explores employee well-being in casinos, and finds that the economic benefits of working in a casino are offset by a highly challenging social, physical and psychological work environment and the psychological stress of handling customers who become aggressive when they lose. Casinos that want to retain skilled employees should look to improve employee satisfaction by reducing emotional stress and creating a more positive work environment.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Peran work engagement sebagai variabel intervening pada pengaruh psychological well being dan work environment terhadap employee performance pada PT Pelabuhan Indonesia (Persero) Regional 3 Kantor Surabaya

This study aims to study the effect of psychological well-being and work environment on employee performance through work engagement in PT Pelabuhan Indonesia Regional 3 Surabaya Office. This study uses a type of causality research that uses quantitative. This study employs a quantitative method of causality research. stratified random sampling is a method of sampling. There are 54 employees who have responded. With Smart PLS 4.0 program, the Structural Equation Model (SEM) was used for the statistical analysis in this study. The results showed that psychological well being and work engagement has a positive and significant effect. The work environment has a positive and significant effect on work engagement. The work engagement is positively and significantly impacted on employee performance. Employee performance was not positively impacted by psychological well bein. The work environment has a positive and significant effect on employee performance. The Work engagement mediates the effect of psychological well being on employee performance. Work engagement does not mediate the effect of the work environment on employee performance. Keywords: employee performance; psychological well being; work environment; work engagement.

Linkage between hiring and retention of diverse workforce, affective commitment and counterproductive work behavior

PurposeThe social exchange theory (SET) and the principle of reciprocity advocate the give and take relationship between counterparts. Perceived justice and fairness engage employees in pro-organizational behavior, while perceived injustice or biases invoke anti-organizational behavior. On similar grounds, the current research aims to find the relationship between employee perception regarding “hiring and retention of diverse employees (HRDE),” “affective commitment,” and “counterproductive work behavior (CWB).” Furthermore, assessing differences in the perception of age diversity concerning studied variables.Design/methodology/approachThe data for the current study were collected from various private organizations in India with a sample size (n = 457). The data were further analyzed using factor analysis, regression analysis and analysis of variance.FindingsUnlike previous research, the findings suggested a positive effect of the variable “hiring and retention of the diverse workforce” on both “affective commitment” and “CWB.” Interestingly, “affective commitment” also indicated a positive relationship with CWB. Further, various age groups showed differences in the perception of “affective commitment” and not “HRDE” and “CWB”.Originality/valueThe findings of the study not only focus on the brighter side of becoming a more diverse workplace (i.e. higher affective commitment) but also highlights the side effects (i.e. CWB) aiding management to be mindful for effective, sustainable management and creation of psychological safe work environment for all.

Influence Analysis of Competence, Service Quality and Work Environment on Employee Performance with Motivation as an Intervening Variable in the Personnel and Human Resources Development Agency (BKPSDM) Batu City

The purpose of this study is to describe the impact of competence, quality of service, and work environment on employee performance with motivation as an intervening variable. Several analytical techniques were performed in this study and the analyzes were performed using his SEM data analysis technique using his AMOS application. Descriptive results for competency variables are consistent with the presence of traits in paying attention to employee autonomy in coping with stress, solving work problems, and working overtime. Skills to complete tasks and responsibilities are also approved by employees, and skills with employee confidence, expertise, and communication skills are also approved by Batu City BKPSDM employees. Different service quality pays average attention to reliability, responsiveness, courtesy and reliability, approved by her BKPSDM staff in Batu City to provide the best service in fulfilling duties and responsibilities to do. The physical and psychological work environment is also very influential in determining the performance of BKPSDM employees. This includes lighting work areas, providing good air circulation, avoiding conflicts between employees, and ensuring protection and safety from authorities. Performance variable success is also due to aspects of collaboration, responsibility, and goal attainment, while motivation variable success is done by considering motivations, expectations, and incentives. This is also endorsed by all employees of BKPSDM K Batu City i.e. competence. , Service quality and working environment can improve performance through motivation in BKPSDM Batu City. Competence, quality of service, and working environment have a significant impact on the performance of the Human Resources and Human Resources Development Board (BKPSDM) Batu City employees

Employee Performance at PT. Pos Indonesia Persero Medan Barat Medan City: The Impact of Psychological Workload and Internal Work Environment

The purpose of this study is to determine the impact of psychological workload and the internal work environment on the performance of PT. Pos Indonesia Persero Medan Barat Medan City personnel. This study employs a quantitative approach. This study began in November 2021 and ended in April 2022. Observation, documentation studies, and questionnaires were employed to obtain data in this study. The employees of PT. Pos Indonesia Persero Medan Barat Medan City, a total of 62 people, will be studied. A quota sampling technique was used to sample all populations. The multiple linear regression method was employed with the SPSS application as the analytical method. The study's findings show that psychological workload affects employee performance in a good and significant way. Employee performance is influenced by the internal work environment in a favorable and important way. Employee performance is influenced by the overall psychological workload and the internal work environment. The coefficient of determination (R2) in this study is 0.640, indicating that the psychological workload and the internal work environment account for 64% of employee performance.

Nurses' Workplace Social Capital and the Influence of Transformational Leadership: A Theoretical Perspective.

Workplace social capital is the relational network, created by respectful interactions among members of a workforce, can contribute to the formation of a wholesome psychological work environment in an organization. Nurses' workplace social capital is a derivative of the workplace social capital, formed because of the complex interactions among the nursing and between the other healthcare professionals. Transformational leadership is a style of leadership that addresses the emotional wellbeing of its workforce and inspires shared group ethics, norms, and goals. The philosophy of transformational leadership is grounded on the premise of workforce as human beings with specific needs. Transformational leadership has been confirmed as a strong predictor of nurses' workplace social capital. Meanwhile, it is of an academic and/or healthcare industry operational value to scholarly assess and discern the theoretical influence of transformational leadership on nurses' workplace social capital. In this paper, we have attempted to explore the associations between transformational leadership and nurses' workplace social capital from a theoretical perspective. We have discussed the importance of each sub-dimension of transformational leadership (modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging the heart) in building up the social capital relational network. Finally, we have proposed a graphic framework of our analysis to facilitate understanding of the associations between the transformational leadership and nurses' workplace social capital, in formation of a healthy work environment which is the foundation for efficiency and productivity of the workforce.

Perceived risk of contracting COVID-19 among healthcare workers in Ghana: A cross-sectional study.

Background and AimsThe COVID‐19 pandemic has stretched many healthcare systems, and it is having detrimental impacts on healthcare workers at the forefront, fighting to save lives. This study sought to assess the relationship between job factors and the perceived risk of contracting COVID‐19 at the workplace among healthcare workers and how the relationships are augmented when sociodemographic characteristics are taken into consideration in a limited resource setting (Ghana).MethodsA cross‐sectional survey of 455 respondents was conducted.ResultsOverall, 5.93% of the respondents perceived low risk of contracting COVID‐19 while 69.45% and 24.62% perceived medium and high risks of contracting COVID‐19 at the workplace, respectively. The odds of a high perceived risk versus the combined medium and low perceived risk of contracting COVID‐19 at the workplace was 0.461 times lower for healthcare workers who rated their workplace safety systems as good and 0.515 and 0.170 times lower for healthcare workers who indicated occasional and frequent work environment situational assessment (situational awareness), respectively. The odds of high perceived risk were 2.239 times higher for workers who are always emotionally fatigued and 1.829 times higher for healthcare workers who frequently contribute personally to workplace decision‐making. The perceived risk of contracting COVID‐19 at the workplace was also 1.780 times higher for healthcare workers with tertiary education.ConclusionIn terms of health and safety at work, this study recommends that there should be an improvement in implementing safety protocols at health facilities to increase the confidence of healthcare workers. Furthermore, social and psychological support and work environment situational assessment, which can reduce stress and anxiety levels among the healthcare workers, should be implemented if contributing factors such as working outside their area of expertise or job scope cannot be eliminated.

Quality of Work-Life and Work-Life Balance as Predictors of Employee Job Satisfaction

Finding the right balance between one's work and other facets of life is essential for an individual to be in the right state of mind and to be satisfied with one's job that one commits to. Specifically, it aims to determine whether the quality of work-life and work-life balance would predict employees' job satisfaction in the selected banks. A survey research design consisting of 100 workers was selected from branches of selected banks in Ijebu-Ode, Ogun State, Nigeria, wherein they responded to questions relating to the variables of interest in the study. The result of the study revealed that quality of work-life and work-life balance has a significant influence on job satisfaction (β= .648, t= 8.597, p&gt; .05) and work-life balance also has a significant influence on job satisfaction (β= .212, t= 2.849, p&gt; .05). Both work-life and work-life balance qualities were also found to jointly influence the job satisfaction of these bank employees. It was recommended that organizations take straightforward steps to improve the working conditions in which people work and the organizations' physical and psychological working environment that will improve the level of job satisfaction that their employees experience.

ANALYSIS OF THE EFFECT OF JOB INSECURITY AND WORK ENVIRONMENT PSYCHOLOGY ON TURNOVER INTENTION

High turnover intention in an organizations is a wonder that regularly happens. Turnover intention refers to an individual assessment of the continuation of a relationship with an organization that has not yet been acknowledged through leaving the organizations. Numerous things can be the reason for somebody find employment elsewhere. In this research work engagement, job insecurity, and psychological work environment found to significantly affect turnover intention of health workers, and job insecurity and psychological work environment found to significantly affect work engagement. This research also found the mediation effect of work engagement on the correlation from psychological work environment and turnover intention and also the mediation effect of work engagement on the correlation from job insecurity and turnover intention.

HUBUNGAN ANTARA PERILAKU SAFETY RIDING DAN STRES KERJA TERHADAP KECELAKAAN KERJA PADA PENGENDARA OJEK ONLINE KOMUNITAS X TEMBALANG

Traffic accidents are still a serious problem in Indonesia, where cases tend to increase every year. Motorcycles are the type of vehicle that dominates traffic accidents that occur. One group of motorcycle riders who have a high risk of having an accident is an online motorcycle taxi driver. For online motorcycle taxi drivers, traffic accidents are work accidents. This study aims to analyze the relationship between safety riding behavior and work stress on accidents among online motorcycle taxi drivers in the X Tembalang Community. A cross sectional approach and data analysis using the chi-square method. The data was taken using a questionnaire instrument with the number of samples determined through the total sampling method of 30 people. The results showed that as many as 53.3% of respondents had safe driving behavior and as many as 70% of respondents had moderate work stress levels and the rest had low work stress levels. There was a relationship between safety riding behavior and work accidents (p-value = 0.017), there was no relationship between work stress and work accidents (p-value = 0.389) on online motorcycle taxi drivers in the X Tembalang community. The company should supervise the implementation of rider partner safety riding and involve the driver partner in setting policies. Riders should also implement and remind each other about safety riding and keep in touch to create a good psychological work environment to reduce work stress levels.

The labor motivation in professional groups of medical organization

The motivation of work is based on personnel needs. The directivity of organization management to meeting needs of employees of any professional group is capable to increase their labor motivation and job satisfaction creating at that favorable working environment. The purpose of the study is to determine value of motivational factors-needs for employees of professional groups of medical organization and to justify application of obtained motivational complexes of factors-requirements for increasing labor motivation of personnel. The continuous anonymous survey of 603 employees of six departmental medical organizations was carried out. The respondents were distributed in such professional groups as Administration (42); Experts (97); Nurses (257); Other professionals (86) and Paramedical staff (121). The group Specialists included subgroups Surgical (13) and Therapeutic (84 people) profiles. The group Other specialists included subgroups with higher (51 people) and secondary education (40 people). The factors-needs determining work motivation were estimated by P. Martin and S. Ritchie "Motivational profile Test". The statistical data processing was carried out using "Statistica-10" software. The criteria of Kruskal-Wallis, Kolmogorov-Smirnov and Kendall τ-criterion were applied. The motivational value of factors-needs in employees of professional groups of medical organization, including characteristics of estimates of needs respondents with different work experience considering their gender and marital status is defined. The hierarchical structure of factors-needs according to degree of their motivational value in employees of each professional group can be represented in form of group motivational complex. The indices of motivational value of factors-needs of complex correspond to specific expectations of employees of professional groups. The derived motivational factors-needs complexes can be applied in determining directions of management activities targeted to increasing of work motivation of personnel, creating favorable social and psychological work environment and establishing social responsibility of organization in terms of personnel.

Does psychological work environment matter? Relationship between psychological climate reflecting individual perception of work environment and stress among public servants

This study examines how individual perceptions of the work environment reflecting the psychological climate could influence the stress felt by public servants. This study adopts a transactional perspective to argue that valuation of the work environment and the job itself influences the perception of potential stressors and hypothesizes the relationship between the self-engagement psychological climate, stress, and intention to stay in public service. The proposed hypotheses are validated through a cross-sectional survey of 332 public servants in Switzerland. First, the study finds that role clarity, contribution, and supportive management characterize the psychological climate of public servants. Second, the results of the multiple regression analysis indicate that the psychological climate reduces the felt stress with the highest impact of the role clarity. Third, mediation analysis indicates that the psychological climate mediates the relationship between intention to stay and stress. These findings suggest an important theoretical role for the work environment perception in alleviating stress. In practice, findings imply that public managers can foster a higher psychological climate by setting clear organizational roles and predictable task norms, as well as by providing opportunities for career development.

Language teachers’ accounts of challenges in two European settings of integration training

This study investigates the work of second language teachers in two institutional settings responsible for integration training. By exploring teachers’ accounts in Finland and Germany, we seek to deepen the understanding of the daily practice of second language education. Bridging conceptual and practical approaches, the aim is to contribute to the current discourse on the development of adult second language education in Europe. A phenomenographic analysis of semi-structured interviews reveals challenges that influence instruction from inside and outside institutional practice. Accounts in the Finnish setting depict issues in how language education, teachers’ work, and adult education are perceived. Administration and language teachers disagree on what needs to be improved in a changing societal environment. Professional pride and appreciation are strongly demanded in a profession that is still being established, and challenges specific to adult education translate into priorities in delivering instruction. In the German setting, expressions culminate in prerequisites, and challenges lie in the way external factors influence course design and instruction. They also touch upon learning: methods, materials, and abilities. Feelings of inadequacy describe teachers’ psychological working environment. A comparison concludes a need to defend contact teaching in Finland and to improve tracking of slower learners’ progress in Germany.

Psychological Distress and Work Environment Perception by Physical Therapists from Southern Italy during COVID-19 Pandemic: The C.A.L.A.B.R.I.A Study.

The psychosocial impact of the work environment during the COVID-19 pandemic on health professionals is a growing issue. The present study examined specific psychosocial work environment indicators during the COVID-19 pandemic, through a multiple regression model of a self-administered cross-sectional online survey in a cohort of physical therapists from a region of Southern Italy from March 2020 to May 2021. The questionnaire contained items on work and healthcare issues related to COVID-19. Eighty physical therapists (29 male and 51 female), mean age 32.5 ± 10.1 years, were involved in this survey. The multiple regression analysis showed that “management activity” was significantly correlated to “therapist frustration” during the COVID-19 pandemic (ΔR2 = 0.16; p < 0.03). Findings of this study underline the importance of a healthy psychosocial work environment to enhance job satisfaction of all health professionals and to avoid role conflict and burnout syndrome during the COVID-19 pandemic.