Psychological Workplace Research Articles

산재노동자의 심리회복 과정에 관한 현상학적 연구

The purpose of this study is to provide a contextual examination of the process of psychological recovery of injured workers after industrial accidents and to understand the nature of common experiences in the recovery process. This study uses Colaizzi's method of phenomenological research. A total of 4 times, 4 themes, and 11 categories were identified through the analysis of interviews with eight workers with recognized compensation claims for physical, psychological workplace. The 4 themes and times of the study were:‘ A Life of Running Ahead (Before an Industrial Accident),’‘Feeling Like I've been Struck by Lightning (Immediately After an Industrial Accident),’‘A Desperate Effort to Recover (During a Medical Care Duration),’ and ‘Rewriting a Second Life (After a Termination of Care Duration). Based on these findings, practical and policy suggestions were presented for the psychological recovery of injured workers, welfare improvement, and social insurance improvement as a social protection network.

Effectiveness of psychological workplace counseling for South Korean employees: A longitudinal study

Purpose: This study aimed to determine the effectiveness of psychological workplace counseling for South Korean employees.Methods: Psychological counseling sessions were conducted for 93 employees from 11 companies that signed a contract for psychological counseling services with the Workplace Mental Health Institute, Kangbuk Samsung Hospital. Each 50-minute session was tailored to the individual needs of the clients. The Clinical Outcomes in Routine Evaluation-Outcome Measure (CORE-OM) counseling effectiveness assessment scale was administered before and after the counseling. A paired t-test was used to compare the mean scores before and after the sessions, and an analysis of variance (ANOVA) was performed, followed by a Scheffe post hoc analysis.Results: In the overall sample, the mean CORE-OM scores before and after counseling showed a significant decrease from 1.343 to 0.883, with improvements observed in all four sub-domains. ANOVA showed that the group with more than 11 sessions showed greater change in scores than the group with four sessions or fewer. The reliable change index scores showed that 38% of the employees demonstrated a reliable change, and the groups with eight or more sessions exhibited greater change than the group with fewer than eight sessions.Conclusion: Among South Korean employees who received workplace counseling services, both the mean total score of the CORE-OM and the mean scores of the four sub-domains decreased after counseling. In addition, the effectiveness of counseling significantly increased as the total number of sessions increased.

Mental health challenges of recent immigrants in precarious work environments - a qualitative study.

Recent immigrants from racialized minority backgrounds and those who are not proficient in the local language are some of the most vulnerable members of society. Despite having postsecondary educational qualifications and permanent residency status, many are engaged in precarious employment. There is a scarcity of research that has explicitly focused on the work experiences and mental health challenges faced by these immigrants. Using a grounded theory approach and semi-structured face-to-face interviews, this study examined the work experiences and mental health challenges of 42 recent immigrant employees from two cities in Canada who were working in various industries and engaged in precarious employment. Eighty-one percent of the employee participants were overqualified for their jobs. Findings highlighted several ongoing mental problems that participants experienced, stemming from challenging physical and psychological workplace conditions, negative mindsets associated with their recent immigrant status, and other contextual factors and barriers. However, various coping strategies, both constructive and unconstructive, were used to address this mental distress. The study proposes a multidimensional approach to address workplace conditions to promote good mental health for these employees. This includes preventative programs for raising awareness among employers about the importance of recent immigrant employees' mental health and well-being and policy and legislation changes to ensure the employer's commitment to creating a safe and culturally friendly workplace. The approach also recommends that recent immigrant employees receive occupational health and safety training, learn about Canadian workplace norms and culture, and have access to professional healthcare services.

Psychological workplace injury and incapacity: A call for action

The financial cost to workplaces associated with mental health conditions is considerable. Consequently, this article explores the last two decades of Australian data pertaining to work-related psychological injuries, work capacity and benefit/compensation pathways. The presented data highlights the increasing costs and duration of mental health-related workers’ compensation claims, indicating a steady intensification of the complexity or severity of psychological injury claims. Equally, psychiatric conditions form the largest proportion of longer-term incapacity benefits received in the working population. This article then considers why there has not been reduction in rates of work-related psychological injury, and moreover, why are workers who functional recovery appears to be worsening in recent years. Firstly, despite regulatory reform, there is little practical direction available to guide preventative change, as such, establishing an evidence base for effective tools to mitigate workplace psychosocial hazards is critical. Secondly, an increased focus on workers who are already unwell is urgently needed. Multi-component work interventions, upskilling managers, and rehabilitation-focused treatments have demonstrated effectiveness and require considered implementation. Finally, at a policy level, it is important to redress aspects of the Workers’ Compensation Scheme that may be impeding recovery.

A cross-sectional survey on the relationship between workplace psychological violence and empathy among Chinese nurses: the mediation role of resilience

BackgroundWorkplace violence is one of the most serious public health issues worldwide in healthcare occupations, nurse is a profession which faces the greatest risk of exposure to workplace violence among healthcare occupations.ObjectiveThe present study aimed to explore the relationship between workplace psychological violence and empathy among Chinese nurses, and further examine the mediation role of resilience in this relationship.MethodA cross-sectional survey was conducted among a convenience sample of clinical registered nurses in Xinjiang China from 29 September 2023 to 19 October 2023.The online questionnaire, contained the general information form, the Workplace Psychologically Violent Behaviors Instrument, the Jefferson Scale of Empathy-Healthcare Professionals Version, and the Connor-Davidson Resilience Scale, was used to collect data. The IBM SPSS statistics software version 22.0 was used to perform data analyses in forms of descriptive statistics, correlation analysis, and mediation analysis.ResultThis survey recruited a convenience sample of 1613 clinical registered nurses aged 22 to 55 years who come from diverse ethnicities and worked in different departments. A total of 534 nurse experienced psychological violent, which yielded a positive rate of 33.1% for psychological violent among nurses. Pearson analysis reported a negative correlation between psychological violences and empathy (r=-0.724, P < 0.01) as well as a negative correlation between psychological violences and resilience (r=-0.681, P < 0.01). Mediation analysis reported that resilience mediated the negative relationship between psychological violence and empathy, the mediation effect accounted for ab/(ab + c’) = 23.40% of the total effect.ConclusionThis study supported an inverse ralationship between psychological violence and empathy among Chinese nurses where resilience acted as a protective factor to mediated the negative impacts of psychological violences on empathy These results directed health policies and clinical interventions to equip nurses with resilience to copy with and recover from workplace psychological violence.

HEMŞİRELERE YÖNELİK PSİKOLOJİK ŞİDDET İLE ÇATIŞMA EYLEM STİLLERİ ARASINDAKİ İLİŞKİ: KESİTSEL BİR ÇALIŞMA

Aims: This study aimed to evaluate correlation between psychological violence and conflict action styles against nurses and in order to identify factors affecting.. Materials and Methods: This is a descriptive and correlational study. All registered nurses who communicate with patients and colleagues and work in a hospital setting were included in the study. The data of the study were collected using the "Personal Data Collection Form", "Workplace Psychological Violence Instrument (WPVBI)" and "Conflict Activity Styles Inventory (CASI)". Mann Whitney U test was determined by the Kruskal Wallis H test for independent groups. Dunn's multiple comparison test was used to determine the differences between groups. Extension of Generalized Linear Models (GDM) for assumptions of regression analysis were used. Results:The current study found that the CASI and WPVBI subscale scores of the nurses statistically differ in relation to the clinics they work in, the type of hospital they are in, their working hours, the number of patients they are caring for, the number of nurses working in shifts, the belief in teamwork, manager support, and the level of communication with the clinicians (p&amp;lt;0.05). Further analysis demonstrated that the total score effects of avoidant and compulsive approaches on WPVBI scores were statistically significant (p&amp;lt;0.05). Conclusions: Nurses should be taught to use effective conflict action styles in order not to be exposed to psychological violence.

The Black Woman Servant Leader

There are few studies on black women leaders, in general, and black women servant leaders specifically. Previous research has categorized the ten characteristics of servant leadership developed by Spears as being agentic (masculine) or communal (feminine). The characteristics of persuasion, awareness conceptualization and foresight have been categorized as agentic, whilst the characteristics of listening, empathy, commitment to the growth of people, healing, stewardship and building communities have been categorized as being communal. These communal attributes ascribed to servant leadership have also been ascribed to women. The relationship between black women servant leaders and Spears’ ten characteristics of servant leadership has never been deeply examined. However, some characteristics of black women leaders in the education and private sectors have been. Prevailing research on servant leadership has primarily been done through a Western-centric white male lens. Little is known about black women servant leaders and how intersectionality affects how they lead. Their multiple identities are believed to influence their leadership experiences, but much research has not been done in this area. Even though little research that exists shows that the number of racially and ethnically diverse leaders has increased, they are still significantly underrepresented in senior leadership positions. Men are still being promoted to managerial positions over women, and this negatively affects women of colour more. The negative stereotyping of the “angry black woman” at work has misrepresented them, leading to fewer of them being promoted. Organizations can better utilize the resources that black women servant leaders offer by implementing the Darrell Burrell Supervisory Workplace Psychological Safety Model, which supports people of colour and women. Future research should explore the impact of black women servant leaders in other sectors. Research can also examine the impact that specific servant leadership characteristics may have on black women’s leadership styles.

Increase in Trauma Leading to Psychological Injury Among Canadian Homelessness Services Workers During the COVID-19 Pandemic.

This study examined the traumatic psychological impact of the pandemic on frontline workers in homelessness services. Staff from homelessness serving organizations completed pre- and mid-COVID pandemic surveys measuring traumatic stress symptoms (PTSS), burnout, and job-related traumatic experiences. The mid-pandemic survey was expanded to seven Canadian cities to determine prevalence of workplace PTSS nationally. In the comparison group, baseline rates of PTSS (41%) rose to 47.3% ( n = 164), while 75% reported low-moderate levels of burnout both times. Nationwide, PYSS was 51% ( n = 574). Case managers working at remotely had greater levels of PTSS. COVID-19 exacerbated risk of psychological workplace injury from traumatic stress; however, burnout did not increase significantly, indicating the primary dynamic as anxiety and emotional exhaustion associated with ubiquitous trauma induced by COVID-19. Working remotely increased the hazards of psychological workplace injury.

Psychological Workplace Violence Against Older People in Lithuania

Abstract Changes in regulation and legislation place an obligation on employers to provide proper and safe working conditions for employees. In this context, it is important to determine if psychological violence prevention efforts are actually effective and whether the more vulnerable employees, older workers, are exercising their rights to defend themselves against the psychological violence they experience without fear of losing their jobs. This article presents theoretical and empirical data which sheds light on the nature of the psychological violence experienced by older people, the positions of people who exercise psychological violence in the employer’s organization, and the prevalence of, reasons behind, and forms and consequences of this psychological violence. The study behind this article was conducted by giving questionnaires to employers and employee representatives – i.e. trade unions – with identical questions. The responses of employers and employee representatives on the topic of psychological violence experienced by older workers are fundamentally different, which means that there is not enough social dialogue in this area between employees and employers.

Workplace Violence among Nurses in Public Hospitals in Vietnam: A Cross-sectional Study

Workplace violence causes negative impacts on the health of nurses, and the prevalence of workplace violence against nurses is rising globally. Studies to date in Vietnam have only concentrated on describing the frequency of types of violence within a specific healthcare facility with small sample sizes. This study aimed to determine the prevalence, impact and responses to workplace violence among registered nurses in public hospitals in Vietnam. This was the first nationwide study that has been carried out. A cross-sectional study design using an online questionnaire was conducted to achieve the study objectives with 2543 nurses working in 163 public hospitals. The frequency distribution and percentages were employed to describe the prevalence of workplace violence and nurses’ responses. The researchers also used the average value of the total score of each question to rank the impacts of workplace violence on nurses. The rate of workplace violence was 30.8%, of which physical and psychological violence were 5.3% and 29.7%, respectively. Among the types of psychological workplace violence, verbal abuse was the most common. The primary violent offenders were patients and caregivers. The biggest impact of workplace violence on nurses included always feeling stressed at work, decreased job satisfaction, and signs of stress or depression. The most common methods of responding to workplace violence were telling the perpetrator to stop or trying to defend themselves. These findings provide information for hospital leaders, health administrators and the Ministry of Health to reduce workplace violence against nurses. This can be done by increasing training on workplace violence management for nurses, creating a safe working environment to decrease the potential risks, and developing an appropriate system for reporting and responding to workplace violence incidents.

Workplace Violence among Nurses at a Tertiary Hospital in Myanmar: A Cross-sectional Study

Abstract Among all types of health-care workers, nursing professionals are at the highest risk of violence since they have to deal with patients and their families directly and frequently. This study aimed to assess the magnitude of both physical and psychological workplace violence (WPV) among nurses at a public hospital in Myanmar and identify related factors. A cross-sectional study was carried out among 192 nurses with a minimum 1-year of working service at a large tertiary hospital using a standard self-administered questionnaire developed by the World Health Organization/International Labour Organization in 2003. The prevalence of overall WPV in the past 12 months was 29.2%. In particular, verbal abuse was the most frequent type (27.1%), followed by bullying/mobbing (7.8%) and physical violence (1.6%). Majority of perpetrators were patient’s relatives (62.7%) for verbal abuse and staff members (64.3%) for bullying/mobbing. The reporting rate was very low for verbal abuse (13.5%) and bullying/mobbing were not reported. Logistic regression analysis showed that respondents who were older than 45 years’ group (adjusted odds ratio [AOR]: 19.32; 95% confidence interval (CI): 1.99–186.95, P = 0.011), those who were staff nurses (AOR: 17.87; 95% CI: 1.05–33.20, P = 0.046), and those who 1–5 years and 5.1–10 years of working experiences (AOR: 18.68; 95% CI: 3.43–101.65, P = 0.001) (AOR: 15.74; 95% CI: 2.80–88.42, P = 0.002) were more likely to be exposed to WPV than their respective counterparts. Awareness generation about the importance of WPV, enforcing available legal instruments, and establishing management strategies for safe working environments should be emphasized.

Gender biases in attributions of blame for workplace mistreatment: a video experiment on the effect of perpetrator and target gender.

Ambiguous psychological workplace mistreatment such as insulting or ignoring a co-worker might trigger gender bias. This study aims to examine whether female perpetrators receive more moral anger and blame from observers than men. A sample of Austrian workforce members (n = 880, 55.00% women, 44.89% men, 0.11% diverse) responded to standardized videos showing a perpetrator's angry insult and a perpetrator's exclusion of a co-worker from lunch. In total, we edited 32 video clips with four female and four male professional actors. We manipulated the following variables: 2 perpetrator gender (male/female) * 2 target gender (male/female) * 2 types of mistreatment (insult/exclusion). As hypothesized, linear mixed-effects modeling revealed more moral anger and attributions of intent against female perpetrators than against men. Significant three-way interactions showed that female perpetrators were judged more harshly than men when the target was female and the mistreatment was exclusion. Female targets were blamed less when the perpetrator was female rather than male. Male targets did not evoke attributional biases. Observer gender had no significant interaction with perpetrator or target gender. Our findings suggest that gender biases in perpetrator-blaming are dependent on target gender and type of mistreatment. The stereotype of women having it out for other women or being "too sensitive" when mistreated by men requires more attention in organizational anti-bias trainings.

Returning to Normalcy: an Evidence-Based Overview of Strategies for Creating a Psychologically Safer Workplace in Ghanaian Health Industry

The study focused on returning to normalcy: an evidence-based overview of strategies for creating a psychologically safer workplace in Ghanaian health industry. The study used a Qualitative Research Approach, specifically, a phenomenological research approach, and an exploratory research design to explore and comprehend individuals' lived experiences, views, and strategies for creating a safe psychological workplace. The study used the non-probability sampling method, which involved purposive sampling method to select participants for the study. The study found that most health professionals communicate politely with patients. There were mixed reactions regarding the overall sense of safety and well-being within the Ghanaian health industry. On one hand, most of the Ghanaian health institutions has put in place excellent support systems, and there is a culture of camaraderie among colleagues that generates a reassuring work atmosphere. On the other hand, there is a lack of financial resources in the health industry, which has adverse effect on staff well-being, producing an environment of frustration and tension. Due to budget restrictions, the health industry frequently translates to insufficient worker levels, outmoded equipment, and poor support systems. According to the results of the poll, most policies regarding staff allowances favour senior leaders and senior staff over junior employees. As a result, an organization's policy on allowances allocation favour senior leaders and management over junior employees. The study acknowledged that creating a psychologically safe workplace is a complex and ongoing process that involves various stages. These stages are interconnected and require ongoing commitment and effort from leadership and employees. The study found eight (8) key stages to consider when creating a psychologically safe workplace. These stages covered Assessment and Diagnosis, Leadership Commitment and Training, Communication and Transparency, Inclusive Decision-Making, Feedback and Recognition, Training and Skill Development, Continuous Monitoring and Adaptation, and Support for Mental Health and Well-being.

Workplace Psychological Contract an Empirical Analysis of the Manufacturing Sector in Punjab

Introduction: In order to achieve the goal of creating an organisation, employee and employer behaviour should generally be in accordance with one another. Aim of the study: the main aim of the study is Workplace Psychological Contract an Empirical Analysis of the Manufacturing Sector Material and method: The study design serves as a model for the different phases and the order in which they should be completed. Conclusion: However, if there are discrepancies between the emotions of various groups of people, the management must act quickly to solve the issue because in that case.

Workplace Predictors of Violence against Nurses Using Machine Learning Techniques: A Cross-Sectional Study Utilizing the National Standard of Psychological Workplace Health and Safety

Nurses experience an alarming rate of violence in the workplace. While previous work has indicated that working conditions play an important role in workplace violence outcomes, these studies have not used comprehensive and systematically operationalized variables. Through cross-sectional survey responses from 4066 British Columbian nurses, we identified which of the 13 psychosocial factors, as outlined in the National Standard of Psychological Workplace Health and Safety, are most predictive of workplace violence perpetrated against nurses by patients and their visitors (Type II violence) and organizational employees (Type III violence). Eighty-seven percent of respondents indicated that they had experienced Type II violence, whereas 48% indicated they had experienced Type III violence over the last year. Lack of physical safety, workload management, and psychological protection were the top three psychosocial factors in the workplace predictive of Type II violence, whereas lack of civility and respect, organizational culture, and psychological support were the top three factors associated with Type III violence. The findings in this study shed light on the distinct psychosocial factors in the workplace in need of investment and intervention to address Type II and III violence.

Impacts of university lecturers demographic characteristics on their psychosocial work hazards

There are a number of psychological risks associated with work for the majority of workers, and lecturers in particular. Nigerian workplaces are known to present psychosocial dangers, however, no studies have examined how the lecture attributes may affect these risks. In order to determine whether demographic factors can affect psychological workplace risks of academics, researchers examined factors such as age, education, and location of the university. A sample of 185 lecturers from universities in southeast Nigeria participated in the study, which utilized a qualitative research strategy and an ex-post facto research design. The study's data were collected using an adapted Copenhagen Psychosocial Questionnaire. A reliability index of 0.87 was calculated for the survey items. In order to analyze the data, we applied the statistical procedure called analysis of variance. While lecturers' ages and university location affected their psychosocial occupational hazards, their educational qualification did not play a significant role. As a result, lecturers are more likely to experience psychological workplace risks as they grow older. It is recommended that University authorities should consider the age of candidates when making their hiring decisions in order to avoid recruiting lecturers more likely to suffer psychological hazards.

Why Not Pedal for the Planet? The Role of Perceived Norms for Driver Aggression as a Deterrent to Cycling

Cycling has many benefits for humans and the planet. This research investigates perceived norms and driver behavior toward cyclists as issues that may be useful for addressing reluctance to cycle. It connects perceived norms observed in the road context regarding aggressive driver behavior towards cyclists, and norms observed in workplaces regarding sustainability (perceived green psychological workplace climate) with driver aggressive behavior toward cyclists. Self-reported online survey responses from N = 426 Australian drivers were collected. Perceived norms regarding aggressive driver behavior toward cyclists were linked to drivers engaging more frequently in such behavior, but no such link was found for perceived green psychological workplace climate. However, perceived green psychological workplace climate moderated the link between perceived norms regarding aggressive driver behavior toward cyclists and drivers engaging in such behavior. When drivers perceived aggression toward cyclists to be common on the road, perceived green psychological workplace climate weakened the link between perceived norms regarding aggressive driver behavior towards cyclists and drivers engaging in such behavior. Findings reinforce the role of perceived road context norms regarding aggressive driver behavior toward cyclists for drivers engaging in such behavior. They illustrate that, while not directly linked, sustainability norms perceived in other contexts have a role in shaping car driver behavior towards cyclists. The study's findings suggest that interventions targeted at aggressive behavior toward cyclists in road contexts can focus on driver behavior norms and can be complemented by normative interventions in other settings to shape a key deterrent to cycling.

Psychological Workplace Climate, Emotional Intelligence and Employee Well-Being in Nepali Information Technology Industry

Objectives – This paper investigates the impact of psychological workplace climate (PWC) on employee well-being (EWB). It also examines the moderating effect of emotional intelligence (EI) on the relationship of psychological workplace climate and overall employee well-being. Design/Methodology/Approach – Quantitative approach is used as a design involving a self-administrated questionnaire for data collection from 125 information technology professionals working in 7 different software development companies of Kathmandu Valley. Different analytical tools like correlation analysis, hierarchical regression, and one-way analysis of variance (ANOVA) tests are executed to test the proposed hypotheses. Findings – The results highlight the positive impact of psychological workplace climate on overall employee well-being and the moderating effect of emotional intelligence is evident in the relationships between independent and dependent variables. Practical Implications – These findings highlight that managers must consider psychological workplace climate while formulating organizational policies and strategies. It also serves as a guideline for IT managers to improve their emotional intelligence for the well-being of their employees. Originality/Value – The study depicts the high value of moderating variable - emotional intelligence and independent variable- psychological workplace climate on employee well-being, which is crucial knowledge to managers and chief executive officer (CEO) for building successful businesses.

Association of work environment with stress and depression among Japanese workers.

There is a lack of studies that investigated the effect of a wide range of work environmental factors on stress and depression in Japan. To examine the association of work environment factors with stress and depression among workers in Japan. We conducted questionnaire surveys of workers that mainly engage in desk work in Japan. Stress was assessed through the Perceived Stress Scale (PSS), depression through the Patient Health Questionnaire-9 (PHQ-9), and work environment through physical and psychological workplace environment questionnaires. Workers were divided into low and high stress groups based on PSS score (median split), and divided into non-depressed and depressed groups based on their PHQ-9 score (< 5, and ≥5); these groups were then compared with their working environment. In addition, a multiple regression analysis was performed. Responses were obtained from 210 subjects. Multiple regression analysis showed that "Ability to work at one's own pace" and "Ability to apply personal viewpoint to work," etc., had effect on stress, while "Workplace harassment" and "Support from colleagues," etc., had effect on depression. The results suggest that stress and depression in Japanese workers are related to factors such as job demands, control of work, workplace harassment, and psychological safety.

Psychiatric nurses' experiences and the emotional and psychological sequelae after being psychologically or physically assaulted in psychiatric units: A phenomenological study

AimThis study aimed to describe psychiatric nurses' experiences and the emotional and psychological sequelae after being psychologically or physically assaulted in inpatient psychiatric units. MethodThe study employed a descriptive, phenomenological research approach. A purposive sample of 27 psychiatric nurses participated in in-depth one-on-one interviews. The collected data were transcribed and analyzed using ​Colaizzi's (1978) seven-step method. ResultsThree themes and ten sub-themes emerged: A Fertile Environment for Physical and Psychological Workplace Violence, Psycho-Emotional Sequelae Aftermath of Assault, and Proactive Strategies for Combating Violence. DiscussionA thorough understanding of workplace violence aids in the development of strategies for preventing and addressing this phenomenon and its psychological and emotional consequences. Implications for practiceThe current study provides new insights on the importance of offering mental health and emotional support to assaulted nurses, especially those with accumulated exposure to violence.