Psychosocial Safety Climate Research Articles

How does psychosocial safety climate affect safety behavior in the construction industry? A cross-level analysis

IntroductionThe unsafe work of construction workers directly contributes to frequent accidents in workplaces. However, the factors influencing the safety behavior of Chinese construction workers are not yet clear.MethodsData from 381 construction workers were analyzed to test our hypotheses.This study aimed to investigate the impact of psychosocial safety climate (PSC) on safety behavior through a cross-level model, focusing on the mediating role of psychological resilience and the moderating effect of safety-related stress.ResultsThe results indicated that (1) PSC was positively associated with psychological resilience and safety behavior; (2) psychological resilience mediated the relationship between PSC and safety behavior; (3) the link between PSC and safety behavior was negatively influenced by safety-related stress; and (4) all three sub-dimensions of safety-related stress moderated the effect of PSC on safety participation.DiscussionThese findings elucidate the mechanisms underlying the connection between PSC, psychological resilience, safety-related stress, and safety behavior from a multi-level perspective. Additionally, strategies for enhancing the safety behavior of construction workers were discussed.

Effect of psychosocial safety climate on work-family conflict and psychological health among working couples.

The purpose of the study was to look into how work-family conflict (WFC), family-work conflict (FWC), and psychological health are affected by the psychosocial safety climate (PSC). First, the study suggested that for both husband and wife, PSC moderates the relationship between job demands and WFC. Second, the study predicted FWC mediates the relationship between WFC and depressive symptoms through the "crossover" process. The study design used a multi-source sample that involved 350 teachers and their working spouses (n = 700). The analysis of mediation and moderation among job demands, WFC, FWC, PSC, and depressive symptoms was conducted using SPSS and structural equation modeling AMOS software. For the teacher's sample, based on behavioral (β = 0.166, p < 0.05) and strain-based (β = 0.170, p < 0.05) aspects, the hierarchical regression analysis revealed that the PSC moderates the relationship between physical demand and WFC. The results also showed that the relationship between time-based WFC and emotional demand is moderated by PSC (β = 0.103, p < 0.05). Next, the analysis found that PSC moderates the association between cognitive demand and WFC of strain-based (β = 0.179, p < 0.05). For the spouse's sample, according to the analysis, PSC moderates the relationship between strain-based WFC and physical demand (β = 0.091, p < 0.05). The study also revealed that FWC serves as a mediator in the relationship between WFC and depressive symptoms in both husbands (β = 0.233, p < 0.01) and wives (β = 0.135, p < 0.001). Overall, this study contributes significant insights to the current literature by examining the impact of PSC on the psychological well-being of individuals and others through the crossover process.

Economic costs of poor PSC manifest in sickness absence and voluntary turnover

Abstract Work-related stress is a major occupational health and safety (OHS) issue that has industrial relations origins. Aside from the moral and human rights imperatives to improve the corporate climate for worker psychological health (as per psychosocial safety climate, PSC), there are strong economic costs for not doing so. PSC refers to worker perceptions of the corporate safety system to protect and promote workers’ psychological health and wellbeing. It is a leading indicator of working conditions, which in turn affect workers’ health and work engagement. In this study, we estimate the attributable economic cost of low PSC due to sickness absence and turnover. Data were collected from a multinational company using survey at Time 1 (T1) and objective company data (i.e., sickness absence and turnover) after one year (T2). Using regression analysis and a matched sample of 617 responses, PSC was negatively related to future sickness absence. A binomial logistic regression with 1268 respondents (i.e., all responses at T1) showed that PSC was negatively related to future voluntary turnover. An economic analysis suggests that improving OHS via PSC could save an organisation with 5000 employees USD 0.6–2.7 million per year. Building PSC to protect and promote workers’ psychological health is a likely economic saving on organisational productivity.

Unlocking the influence of psychosocial safety climate on work engagement and job satisfaction: exploring the mediating role of job demands

PurposeThis study aims to investigate the influence of psychosocial safety climate (PSC) on work engagement, job satisfaction and the mediating role of job demands among young academics in Malaysian research universities.Design/methodology/approachThe study participants consisted of 177 full-time lecturers employed by Malaysian research universities for at least one year. Respondents were selected using a purposive sampling technique.FindingsThe findings reveal the significance of PSC in fostering work engagement and job satisfaction by mitigating the impact of job demands. However, the finding indicates that the relationship between job demands and work engagement was not statistically significant.Research limitations/implicationsThe necessity for a thorough three-wave research to precisely analyze the model’s longitudinal impacts was discovered in all correlation and cross-sectional studies.Practical implicationsThe results indicate that the university should focus on job design and PSC support to enable university management to investigate further avenues for minimizing the impact of job demands to support academicians in RUs and enhance their job satisfaction. The results also indicated that young academicians’ work engagement might be improved by appropriate job demands.Originality/valueTo the best of the authors’ knowledge, this is the first study to examine these relationships among young academic staff in Malaysian universities. This paper offers recommendations to university policymakers on enhancing PSC, work engagement and job satisfaction among young academicians. It highlights the mediating role of job demands in Malaysian research universities.

Psychosocial workplace safety in mental health services - Commentary and considerations to improve safety.

Psychosocially unsafe workplaces are related to burnout, especially amongst trainees and psychiatrists. Burgeoning research on psychosocial workplace safety indicates the importance of organisational governance to reduce adverse professional, and consequently patient, outcomes in healthcare by balancing job demands and resources. We provide a brief commentary on the relevance of the concept of the Psychosocial Safety Climate model for mental health services and healthcare workers, and considerations for action. Based on the Extended Job Demand-Resource model, the Psychosocial Safety Climate model has been developed and validated in community and healthcare environments. Psychosocial safety is also an Australian workplace safety requirement. An important direction to improve working conditions, reduce adverse outcomes, and improve recruitment and retention of healthcare workers, may be to adopt and formalise psychosocial workplace safety as a key performance indicator of equal importance to productivity for mental healthcare services.

Linking organizational safety support and construction workers’ safety behavior: the roles of safety motivation, emotional exhaustion and psychosocial safety climate

Linking organizational safety support and construction workers’ safety behavior: the roles of safety motivation, emotional exhaustion and psychosocial safety climate

From social support to thriving at work via psychological capital: the role of psychosocial safety climate in a weekly study

From social support to thriving at work via psychological capital: the role of psychosocial safety climate in a weekly study

Psychological safety and psychosocial safety climate in workplace: A bibliometric analysis and systematic review towards a research agenda

Introduction: Research on workplace safety has seen significant growth in academic and industry-focused literature over the past 20 years. However, the extant literature on workplace safety tends to focus on safety outcomes of physical accidents and injuries while relegating its conceptual and theoretical development to the background. Psychological safety and psychosocial safety climate in the workplace are essential to workers’ health and safety. These concepts are crucial in enabling job satisfaction, work engagement, and performance productivity. Progressing the literature on this subject is necessary to keep abreast with the changing dynamics of the post-COVID challenges, such as working from home, isolation, and stress from AI, among others. A significant gap in the extant literature burrows in the lack of conceptual clarity of workplace safety from a psychological perspective and the poor understanding of its substantive effects on organizations. Hence, re-examining workplace safety's conceptual and theoretical foundations from a psychological lens offers a more nuanced understanding of its potential to contribute to employee well-being and organizational resilience, pursuing a better work-life safe and more comfortable working environment. Method: This study: (a) synthesizes the theoretical propositions and empirical findings from 990 research articles published between 2000 and 2023 to map the existing body of knowledge about psychological safety and psychosocial safety climate, including their theoretical underpinnings and mechanisms, to offer a state-of-the-art overview of the scope of workplace occupational health and safety research from a psychological perspective; (b) applied a data-based research design adhering to PRISMA; (c) compiled descriptive synthesis and textual narrative syntheses through bibliometric analysis and a systematic literature review; and (d) opens the black box of workplace safety research by presenting significant findings to inform future conceptual, theoretical, and methodological research as well as the practice of workplace safety through the lens of psychology. Results: This study’s findings further offer managerial implications to workplace safety policy-making and human resource management practices to enhance employees’ psychological safety and eliminate workplace psychosocial hazards.

The level of burnout and cognitive stress in managers when teleworking: the impact of psychosocial safety climate and the mediating role of demand-control-support

PurposeThe current research investigates the managers' perception of teleworking and attempts to understand how the psychosocial safety climate and psychosocial job characteristics affect their levels of burnout and cognitive stress levels while teleworking.Design/methodology/approachThis study used a survey, collecting data via questionnaires from five distinct organizations. N = 161 responses from managers were analyzed using the confirmatory factor analysis and regression analysis.FindingsThe findings show that managers who telework do not experience numerous psychosocial stressors. This means that they experience less burnout and cognitive stress. However, results also show that managers benefit from working in an environment with a high psychosocial safety climate.Practical implicationsOur study highlights the need to address managers' working conditions and well-being in telework, given their unique challenges, by fostering a supportive psychosocial climate and providing resources to mitigate stress and burnout.Originality/valuePrevious studies have thoroughly examined the dynamics of telework employees, including the challenges they face and the strategies their immediate supervisors employ to foster a positive remote work environment. Such research has illuminated various stressors that these individuals may confront while teleworking. Despite this, scant attention has been paid to the experiences of managers themselves when they operate from home. The concept of psychosocial safety climate becomes crucial when considering managers grappling with high job demands, low control, and insufficient support from their own superiors and peers. This gap has prompted the present study to explore the unique experiences of managers in a teleworking context, particularly concerning cognitive stress and burnout.

Methodological issues in measuring psychosocial safety climate: a systematic review protocol

IntroductionThis systematic review aims to highlight the methodological inconsistencies in studying psychosocial safety climate (PSC). Highlighting the diverse dimensions and implications of PSC, this review seeks to enhance the replicability...

Linking Health-Specific Leadership to Helping Behavior: The Role of Psychosocial Safety Climate

Linking Health-Specific Leadership to Helping Behavior: The Role of Psychosocial Safety Climate

Investigating the Relationship Between Psychosocial Safety Climate and Mental Illness Stigma Among Emergency Medical Service Clinicians

Objectives To examine the relationship between psychosocial safety climate (PSC) and mental illness stigma among emergency medical service (EMS) clinicians. Despite the presence of mental health services at many EMS agencies, workers often do not seek treatment due to mental illness stigma. To facilitate treatment receipt and maintain a healthy workforce, we must understand factors contributing to stigma. Psychosocial safety climate refers to the degree to which workers perceive that their organization fosters a work environment focused on the protection of psychological health and safety. Despite its relevance, the relationship between PSC and mental illness stigma has yet to be examined. Methods Participants were recruited from EMS agencies in the Northeastern U.S. Census Region. We used an observational research design and multiple linear regression to investigate the relationship between overall levels of PSC using the Psychosocial Climate Scale (PSC-12) and mental illness stigma using the Endorsed and Anticipated Stigma Inventory - Workplace Stigma Subscale. We also examined separate facets of PSC to determine if one was more related to stigma. Using established guidelines and the Wilcoxon rank-sum test, we compared workers rating their agencies as having high-risk (≤37 points) or low-risk PSC levels (≥41 points). Results The sample was n = 124 EMS clinicians (Mage = 29.6, SDage = 9.2, 53.2% male). Most were White (88.7%) with some college/college degree (79.8%). After adjusting for age, gender, race, education, and mental health treatment receipt, clinicians reporting that their workplaces were less focused on psychosocial safety and health (i.e., lower overall levels of PSC) also reported elevated levels of stigma (b = −0.27, SE = 0.05, 95% CI = −0.37, −0.17, p < .001). Exploratory analyses indicated that no PSC facet was more related to stigma than another. Clinicians reporting high-risk levels displayed stigma levels that were 38% higher compared to clinicians reporting low-risk PSC levels. Conclusions Psychosocial safety climate is an important and modifiable intervention target linked to mental illness stigma in EMS clinicians. Organizational policies, practices, and procedures that convey that mental health is valued and should be protected may reduce stigma and facilitate treatment receipt among this high-risk population.

The Effect of High Involving Human Resource Practices on Employee Wellbeing and Performance: A Moderating Role of Psychosocial Safety Climate

The Effect of High Involving Human Resource Practices on Employee Wellbeing and Performance: A Moderating Role of Psychosocial Safety Climate

Restaurant employees’ Thriving at Work: The Roles of Psychosocial Safety Climate and Self-Compassion

ABSTRACT This study proposes thriving at work as a vehicle for promoting employees’ mental health and aims to investigate how restaurants’ commitment to employees’ mental health is translated into their experience of thriving and how the mechanisms vary upon employees’ self-compassion. Using the convenience sampling method, the 431 responses from full-service restaurant employees in the United States were recruited from Qualtrics. Structural equation modeling, bootstrapping analysis, and multi-group analysis were used to analyze the collected data. The results contribute to thriving literature by highlighting the role of a psychosocial safety climate as a triggering factor, employees’ psychological resource as an underlying mechanism, and the moderating effect of personal resources on the process of thriving at work.

Poster 296: Comparing Outcomes of Osteochondral Allograft Transplantation of the Knee Preserved by the Missouri Osteochondral Preservation System to Standard Preservation Methods

Objectives: Osteochondral allograft (OCA) transplantation is an established surgical intervention for full-thickness chondral defects. Standard Preservation (SP) protocols currently allow for osteochondral allografts to be stored for a maximum of 28 days after procurement. The Missouri Osteochondral Allograft Preservation System allows for grafts to be stored for at least 60 days after procurement. The purpose of this study is to compare clinical and radiographic outcomes in patients that have undergone OCA transplantation utilizing Missouri Osteochondral Allograft Preservation System (MOPS) to standard preservation protocols. Methods: Retrospective review identified all patients who underwent OCA transplantation between 2012 and 2018. Patients without appropriate follow-up, postoperative outcomes, or necessary imaging were excluded. All patients had at least 2-year follow-up data. Patient demographics, outcomes, and graft information were compared between patients who received grafts preserved by MOPS and standard preservation as previously defined. Results: Sixty-four patients were included. Twenty-five were in the MOPS group and 39 in the SP group. Members of the MOPS group were younger at the time of surgery than those in the SP group (28.6 ± 10.7 years in MOPS vs. 36.7 ± 10.9 in SP group, P = 0.005). Seventy-six grafts were analyzed with 39 grafts in the MOPS group and 37 in the SP group. Grafts in the MOPS group were stored longer (average 50.03 days) than grafts in the SP group (average 23.18 days) (P &lt; 0.001). No difference between groups was found in complications or reoperation rates. Outcomes between the 2 groups showed no statistical differences for complications or revisions as well as similar Knee Injury and Osteoarthritis Outcome Scores for Joint Replacement, International Knee Documentation Committee scores, 12-item psychosocial safety climate scores, and 12-item mental health component summary scores. Conclusions: Grafts preserved using the MOPS were stored for more than double the length of time than grafts preserved with standard preservation techniques. There was no difference in postoperative outcomes following OCA transplantation regardless of preservation method used.

PSC as an organisational level determinant of working time lost and expenditure following workplace injuries and illnesses

ObjectivesFinding an association between organisational factors and working time loss following workplace injury and illness (hereafter injury) could rightfully shift the focus in injury management strategies from the individual to the organisation. We investigate whether working time loss and expenditure following compensable injury can be predicted by knowing about organisational characteristics, particularly the Psychosocial Safety Climate (PSC) − the organisation’s climate for worker psychological health. MethodsOur prospective multisource study linked ‘objective’ reports of working conditions assessed in an independent Australian Workplace Barometer (AWB) sample (random population interviews of 1067 workers) to future workers compensation claims data held by a government safety regulator, by aggregating both data sets to the organisational (employer) level. We selected compensation data prior to big policy changes to a short tail scheme. We selected claims with working time loss due to injury or illness ≥1 day yielding 100 organisations and 12,624 claims. ResultsResults support organisational PSC as a leading indicator of future time loss and expenditure, and its effect was mediated through skill discretion, job satisfaction, and rewards. Decision authority, supervisory support, and bullying were also related to time loss but not as strongly as PSC. In very low PSC organisations, days lost were 160 % higher than for those in high PSC organisations (177 vs 68 days). Likewise, expenditure for the injury or illness (e.g., health expenses, wages) was 104 % higher in very low PSC vs high PSC organisations (AUD $67 260 vs $32 939). ConclusionPSC is a modifiable social determinant of injured workers working time loss and expenditure. Practically, it is essential to target PSC for safety improvement — beyond injury prevention PSC is important for return to work and to prevent the shift of the burden of organisational problems to the individual and public health.

Psychotherapeutische Sprechstunde am Arbeitsplatz: Zusammenhänge zwischen Unternehmensgröße und psychosomatischer Gesundheit

ZusammenfassungHintergrundDie Inanspruchnahme der psychotherapeutischen Sprechstunde am Arbeitsplatz (PT-A) wurde bislang in Großunternehmen (GU) untersucht. Diese unterscheiden sich strukturell von mittleren und Klein(st)unternehmen (KMU). Unterschiede der Nutzerprofile einer PT‑A hinsichtlich psychosomatischer Gesundheit, arbeitsbezogener Selbstwirksamkeit und Arbeitsfähigkeit sowie des psychosozialen Sicherheitsklimas (PSC) abhängig von der Unternehmensgröße wurden bisher kaum betrachtet.MethodenIn der Interventionsstudie „Frühe Intervention am Arbeitsplatz“ (friaa) wurden zwischen 09/2021 und 01/2023 an einer PT‑A interessierte Beschäftigte aus GU und KMU deutschlandweit befragt. Mittels t‑ und χ2-Tests wurden Unterschiede zwischen Beschäftigten in GU (n = 439) und KMU (n = 109) hinsichtlich F‑Diagnosen nach ICD-10 („International Statistical Classification of Diseases and Related Health Problems“; psychische und Verhaltensstörungen), Depressivität (PHQ-9), Ängstlichkeit (GAD-2), allgemeinen Funktionsniveaus (GAF), somatischer Symptombelastung (SSS-8), Gesundheit (VR-12), Arbeitsfähigkeit (WAI), Selbstwirksamkeit (SOSES) und psychosozialen Sicherheitsklimas (PSC-4) geprüft und mittels Korrelationsanalyse explorativ deren Zusammenhänge untersucht.ErgebnisseBeide Gruppen zeigten sich ähnlich stark beansprucht. In GU wurden aus Sicht der Beschäftigten psychosoziale Themen signifikant häufiger thematisiert als in KMU mit einer mittleren Effektgröße. Die Studie lieferte erste Hinweise, dass in GU positive Zusammenhänge des PSC‑4 mit SOSES und WAI sowie negative mit PHQ‑9 und SSS‑8 vorliegen.DiskussionDie vergleichbare psychische Beanspruchung der Beschäftigten in GU und KMU weist auf den Bedarf von verhältnis- und verhaltenspräventiven Maßnahmen unabhängig von der Unternehmensgröße hin. Vor allem in KMU sollte die Thematisierung psychosozialer Gesundheit einen größeren Stellenwert einnehmen.

Web-based occupational stress prevention in German micro- and small-sized enterprises – process evaluation results of an implementation study

BackgroundStructural and behavioral interventions to manage work-related stress are effective in employees. Nonetheless, they have been implemented insufficiently, particularly in micro- and small-sized enterprises (MSE). Main barriers include a lack of knowledge and limited resources, which could potentially be overcome with simplified web-based alternatives for occupational stress prevention. However, there is a lack of implementation research about web-based prevention in realistic settings of MSE.ObjectiveThe aim of this study is to evaluate the implementation process and success of an integrated web-based platform for occupational stress prevention (“System P”) and to identify potential barriers for its uptake and use in MSE in Germany.MethodsThis study with a mixed-methods approach investigates eight process-related outcomes in a quantitative part I (adoption, reach, penetration, fidelity/dose, costs, acceptability) and a qualitative part II (acceptability, appropriateness and feasibility). Part I has a pre-post design with two measurements (6 months apart) with 98 individual participants and part II consists of 12 semi-structured interviews with managers and intercorporate stakeholders.ResultsPart I revealed shortcomings in the implementation process. Adoption/Reach: Despite extensive marketing efforts, less than 1% of the contacted MSE responded to the offer of System P. A total of 40 MSE registered, 24 of which, characterized by good psychosocial safety climate, adopted System P. Penetration: Within these 24 MSE, 15% of the employees used the system. Fidelity/Dose: 11 MSE started a psychosocial risk-assessment (PRA), and no MSE finished it. The stress-management training (SMT) was started by 25 users and completed by 8. Costs: The use of System P was free of charge, but the time required to engage with was an indirect cost. Part II added insights on the perception of the web-based intervention: Acceptance of System P by users and stakeholders was good and it was assessed as appropriate for MSE. Results for feasibility were mixed.ConclusionsAlthough System P was generally perceived as useful and appropriate, only a small number of contacted MSE implemented it as intended. Prior experience and sensitivity for occupational (stress) prevention were mentioned as key facilitators, while (perceived) indirect costs were a key barrier. Enabling MSE to independently manage stress prevention online did not result in successful implementation. Increasing external support could be a solution.⁺ Full project name“PragmatiKK – Pragmatische Lösungen für die Implementation von Maßnahmen zur Stressprävention in Kleinst- und Kleinbetrieben” (= Pragmatic solutions for the implementation of stress prevention interventions in micro and small-sized enterprises).Trial registrationGerman Register of Clinical Studies (DRKS) DRKS00026154, date of registration 2021-09-16.

How does psychosocial safety climate cross-level influence work engagement and job burnout: the roles of organization-based self-esteem and psychological detachment

BackgroundExisting researches on nurses’ work engagement and job burnout have mostly stayed at the individual level, and limited researches test the cross-level effects of psychosocial safety climate (PSC). The study aimed to explore the cross-level mediating effect of organization-based self-esteem (OBSE) and the moderating effect of psychological detachment between the relationship of PSC and work engagement and job burnout in nurses.MethodsThe cross-sectional study was conducted during November to December 2022 at a tertiary hospital in a northeastern province of China. Data was collected from 1832 nurses through an online questionnaire. Correlation analyses and hierarchical linear modeling were used to test study hypotheses.ResultsThe results showed that PSC was positively associated with work engagement, and negatively associated with job burnout. OBSE mediated the effect of PSC on work engagement, as well as job burnout. Additionally, psychological detachment played a moderating role between PSC and work engagement, but no moderating effect was found between PSC and job burnout.ConclusionsPSC at the organizational level increases work engagement and reduces job burnout by stimulating nurses’ high levels of OBSE. Psychological detachment, as a situational factor, enhances the positive influence of PSC on work engagement. The implementation of measures to improve the PSC levels of the organization, and the levels of OBSE and psychological detachment among nurses could help to promote their good work performance.

Mechanisms Explaining the Longitudinal Effect of Psychosocial Safety Climate on Work Engagement and Emotional Exhaustion among Education and Healthcare Professionals during the COVID-19 Pandemic.

During the COVID-19 pandemic, the education and healthcare sectors were severely affected. There is a need to investigate the ways in which these workers in at-risk sectors can be protected and through what mechanisms. The aims of this research are, therefore, (1) to assess the mediating role of job demands and resources in the relationship between psychosocial safety climate (PSC) and work engagement and emotional exhaustion, and (2) to test for sector-specific differences among education and healthcare professionals during the COVID-19 pandemic. In the study, which employed a longitudinal design including three measurement times, 70 education professionals and 69 healthcare professionals completed a questionnaire measuring PSC, psychological demands, social support, recognition, work engagement, and emotional exhaustion. The results show that PSC was significantly higher among education professionals than among healthcare professionals. When considering both job sectors together, mediation analyses show that social support mediates the PSC-work engagement relationship, while psychological demands mediate the PSC-emotional exhaustion relationship. Moderated mediation analyses show that job sector is a moderator: among education professionals, colleague support and recognition mediate the PSC-work engagement relationship, and psychological demands mediate the PSC-emotional exhaustion relationship. PSC is associated with more balanced job demands and resources, higher work engagement, and lower emotional exhaustion among education and healthcare professionals. The study of these two sectors, which are both vital to society but also more exposed to adverse work conditions, shows the importance that managers and executives must attach to their mental health by improving their respective working conditions.