1,721,012 research outputs found
HSE management standards indicator tool and positive work-related outcomes
No full textPurpose – The purpose of this paper is to evaluate if the Management Standards (MS) Indicator Tool developed by the Health and Safety Executive (HSE) for the assessment of work-related stress is associated with positive work-related outcomes.
Design/methodology/approach – In total, 326 employees of an Italian firm filled in a questionnaire including the HSE Indicator Tool (measuring MS) and validated scales investigating personal development, job performance and Organizational Citizenship Behaviour (OCB).
Regression analyses were run to evaluate the explained variance of the outcomes and the demands/control interaction effect hypothesized by Karasek’s active learning hypothesis.
Findings – The MS explained variance of all the outcomes analysed and the active learning hypothesis was confirmed for personal development. Contrary to previous studies on negative stress-related outcomes, “job content” MS were the most important predictors. However, higher job demands were unexpectedly positively associated with the outcomes.
Practical implications – Taking into account positive work-related outcomes could provide organizations with additional information for the development of interventions with greater emphasis on preventive orientation (improvement of health, well-being and motivation, rather than only work stress reduction).
Originality/value – The study provides new insight into the relationship between MS and positive work-related outcomes, thus expanding the nomological network of the Indicator Tool questionnaire and giving empirical evidence to the notion of the “business case” for work stress prevention. Firms performing well on MS could expect greater worker development and higher performance
Safety-specific transformational and passive leadership styles: A contribution to their measurement
Full text linkResearch concerning the effects of leadership on work safety is characterized by two biases: a) in spite of its potential negative impact, passive leadership is understudied; b) general rather than specific measures of leadership are typically used, with the risk of not fully capturing the effects of superiors' behaviors on safety. Two studies examined the reliability and validity of an Italian version of two scales measuring safety-specific transformational and passive leadership, as proposed by Kelloway, Mullen, and Francis (2006). In Study 1, 340 workers from the manufacturing sector completed a questionnaire with the original items previously translated into Italian. Exploratory factor analysis revealed content ambiguity in one item and led to its reformulation. In Study 2, 216 construction workers completed a questionnaire with the adapted scales and a measure of safety climate. Results provided evidence of reliability as well as convergent and concurrent validity of the adapted scales
Effetti delle àncore di carriera sulla vita organizzativa: L’importanza di promuovere il commitment
No full textQuesto contributo ha lo scopo di verificare se le àncore di carriera (come attributi del sé professionale) sono associate al commitment organizzativo. 161 dipendenti di una pubblica amministrazione di una regione del Nord-Italia hanno compilato un questionario comprendente il COI–IT Career Orientation Inventory e l’OCS–Organizational Commitment Scale. I risultati mostrano che le àncore basate sui talenti e le àncore basate sui valori sono correlate al commitment affettivo e normativo, mentre le àncore basate sui bisogni sono correlate al commitment di continuità. Inoltre, le varie categorie di àncore influenzano in modo differenziale e in misura significativa i tre tipi di commitment. Vengono infine sottolineate le implicazioni pratiche di tali evidenze
Stress-Preventive Management Competencies, Psychosocial Work Environments, and Affective Well-Being: A Multilevel, Multisource Investigation
Full text linkThe Management Competencies for Preventing and Reducing Stress at Work framework represents one of the few tailored models of leadership for work stress prevention purposes, but it has never been empirically evaluated. The aim of this study was to investigate whether supervisors’ stress-preventive management competencies, as measured by the Stress Management Competencies Indicator Tool (SMCIT), are related to employees’ affective well-being through psychosocial work environmental factors. To this end, multilevel structural equation modelling (MSEM) was developed and tested, including data provided by both supervisors and employees. Supervisors (n = 84) self-assessed their stress-preventive management competencies (i.e., being respectful and responsible, managing and communicating existing and future work, reasoning and managing difficult situations, and managing the individual within the team) with a previously validated reduced version of the SMCIT. The supervised employees (n = 584) rated job content (e.g., job demands) and work context (e.g., role clarity) psychosocial factors and their job-related affective well-being. Supervisors’ job-related affective well-being was also included in the tested model. The results revealed that the stress-preventive competencies factor was related to employees’ affective well-being through the psychosocial work environment only when the latter was operationalized by means of contextual work factors. Supervisors’ affective well-being was related to their stress-preventive competencies, but it was not related to employees’ affective well-being. We discuss the implications of the results obtained.</jats:p
Digital Stress-Preventive Management Competencies: Definition, Identification and Tool Development for Research and Practice
Full text linkThe digital transformation of work and the rise of remote workers (RWs) are gaining growing interest in occupational health science. However, research on managers’ role in well-being can be developed more. Aiming to bridge this gap, this study first defines and explores the Digital Stress-Preventive Management Competencies (DMCs) and then develops and validates an indicator tool with a three-phase procedure. Phase 1 consisted of a literature review and interviews with experts to identify DMCs, followed by item generation, content analysis and competencies conceptualization. Phase 2 was devoted to tool validation, comprising exploratory and confirmatory factor analysis with 247 RWs. Phase 3 explored the concurrent validity by investigating the relationship between DMCs and psychosocial factors via structural equation modeling (sample Phase 2) and polynomial regression with response surface analysis on 50 manager–team dyads (RWs 218). Two key competencies were identified: supportive ICT-mediated interaction (SIMI) and avoidance of abusive ICT adoption (AAIA). The final nine-item tool revealed a two-factor structure and good psychometric properties. SIMI was associated with superior support and role, while AAIA was linked to demands and control reported by RWs. These findings suggest that the DMCs identified and the related tool have potential applications in future organizational intervention content and for research purposes
Psychometric properties of a 36-item version of the “stress management competency indicator tool”
No full textThe development of supervisors’ behaviours has been proposed as an innovative approach for the reduction of employees’ work stress. The UK Health and Safety Executive (HSE) developed the “Stress Management Competency Indicator Tool” (SMCIT), designed to be used within a learning and development intervention. However, its psychometric properties have never been evaluated, and the length of the questionnaire (66 items) limits its practical applicability. We developed a brief 36-item version of the questionnaire, assessed its psychometric properties and studied the relationship with the employees’ psychosocial work environment. 353 employees filled in the brief SMCIT and the “Stress Management Indicator Tool”. The latter is a self-report questionnaire developed by the UK HSE, measuring workers’ perceptions of seven dimensions of the psychosocial work environment that if not properly managed can lead to harm. Data were analysed with structural equation modelling and multiple regressions. The results confirmed the factorial structure of the brief SMCIT questionnaire and mainly supported the convergent validity and internal consistency of the scales. Furthermore, with few exceptions, the relations hypothesized between supervisors’ competencies and the psychosocial work environment were confirmed, supporting the criterion validity of the revised questionnaire and the UK HSE framework. We conclude that the brief 36-item version of the SMCIT represents an important step toward the development of interventions directed at supervisors and we discuss the practical implications for work stress prevention
Can I Work With Older Workers if I Hold Stereotypes Regarding Their Competence? The Consequences for Stereotype Holders
Full text linkThe ageing workforce and increasing workplace age diversity have directed research attention to the consequences of age-related stereotypes. Prior research has mainly focused on the effects for the target of these stereotypes (e.g., older workers). Using the social identity approach and social capital theories as a framework, we suggest that holding negative age-related stereotypes (i.e., about older workers’ competence) is negatively associated with individual (i.e., positive job-related affective well-being), group-related (i.e., work group involvement and group relations), and organizational-related outcomes (i.e., perceived organizational climate) for younger and middle-aged employees. In addition, we expect this relationship to be mediated by ineffective
work interactions, which captures a decrease in younger/middle-aged workers’ frequency and appreciation of task-oriented interactions with their older coworkers. Our hypotheses were tested with a time-lagged design involving 104 participants between 23 and 49 years old (M = 35.62, SD = 6.75). The findings supported our
hypotheses. We conclude by discussing theoretical implications and practical recommendations.Le vieillissement de la main-d’œuvre et la diversité croissante des âges sur le lieu de travail ont attiré l’attention de chercheurs sur les conséquences des stéréotypes liés à l’âge. Les recherches antérieures se sont principalement concentrées sur les effets pour la cible de ces stéréotypes (par exemple, les travailleurs âgés). En utilisant
l’approche de l’identité sociale et les théories du capital social comme cadre, nous suggérons que l’existence de stéréotypes négatifs liés à l’âge (c’est-à-dire concernant la compétence des travailleurs âgés) est associée de manière négative aux résultats individuels (c’est-à-dire au bien-être affectif lié à l’emploi), collectifs (c’est-à-dire à l’implication dans le groupe de travail et aux relations de groupe) et organisationnels (c’est-à-dire à la perception du climat organisationnel) pour les employés plus jeunes et d’âge moyen. En outre, nous nous attendons à ce que cette relation soit influencée par des interactions professionnelles inefficaces, qui reflètent une diminution de la fréquence et de l’appréciation des interactions axées sur les tâches par les travailleurs jeunes ou d’âge moyen avec leurs collègues plus âgés. Nos hypothèses ont été testées à l’aide d’un modèle décalé dans le temps impliquant 104 participants âgés de 23 à 49 ans (M = 35,62, écart-type = 6,75). Les résultats ont confirmé nos hypothèses. Nous concluons en discutant des implications théoriques et des recommandations pratiques
Role of Psychosocial Job Stressors on Sexual Function of Male Nurses: The Mediator Role of Work Ability
Full text linkThere is limited information on the specific psychosocial risks at work that can impact sexual function. The general aim of this study was to investigate the effects of multiple dimensions of psychosocial work stressors on the male sexual function. This was a cross-sectional study conducted among 153 male nurses working in two hospitals in Iran. Sexual function and psychosocial job stressors were measured using the Persian version of the International Index of Erectile Function (P-IIEF) and the Persian version of the Health and Safety Executive (P-HSE) Management Standards Indicator Tool. The Persian version of the Work Ability Index (P-WAI) was used to assess the mediating effect of work ability on the relationship between overall stress and subscales of sexual function. The data were analyzed using Pearson product–moment correlation, one-way analysis of variance (ANOVA), and multiple linear regressions. The subscales of psychosocial job stressors, especially the subscale of role, had a significant correlation with several domains of sexual function. The regression modeling indicated that the subscales of role and job demands were significant predictors of various domains of sexual function. The effect of overall stress on intercourse satisfaction was fully mediated by WAI. In the other indicators of sexual function, overall stress score had only a significant direct effect, not mediated by WAI. Intervention programs to improve sexual function should focus on increasing nurses’ involvement in making decisions related to jobs and on using ergonomic principles related to balancing job demands and the level of nurses’ capabilities
Stress-Preventive Management Competencies
Full text linkDefinition: Work-related stress is a critical issue that demands prevention strategy and continuous monitoring due to its widespread influence on workers, businesses, and the global economy. The primary drivers of employees’ work-related stress are psychosocial risks, which arise when key work characteristics—such as job demands, autonomy, or role clarity—are mismanaged, leading to harmful consequences. Conversely, effectively managing these factors can promotes well-being and performance. Supervisors play a central role in this dynamic process of either mitigating or exacerbating psychosocial working conditions. As such, stress-preventive management competencies (SPMCs) are essential for promoting employee and organisational health. SPMCs refer to a set of supervisory behaviours—including planning, organising, setting objectives, and creating and monitoring systems—that contribute to a positive perception of the psychosocial work environment among employees. This entry, by approaching the existing literature on work stress models, psychosocial perspectives, and related management competencies frameworks, aims to provide a comprehensive overview of SPMCs, identifying key insights and proposing directions for future research
Reducing psychosocial risks through supervisors’ development: a contribution for a brief version of the “Stress Management Competency Indicator Tool”
No full textWith the recent changes in the world of work psychosocial risks are increasingly prevalent, causing work stress and physical and mental illnesses, which have a tremendous impact on public health and social participation. Supervisors' behaviour development was proposed as an innovative intervention that can reduce psychosocial risks. The "Stress Management Competency Indicator Tool" is one of the most important questionnaires that assess managers' preventive behaviour. However, its psychometric properties have never been evaluated and the length of the questionnaire (66 items) limits its practical applicability. The aim of this study was to contribute to the development of the questionnaire by providing psychometric evidence on a brief version of the tool focusing on the "Managing and Communicating existing and future Work" cluster of behaviours, which has been found to be the crucial one in terms of stress prevention. A questionnaire was administered to 178 employees of two Italian public organizations (a municipality and a hospital), measuring the supervisors' "Managing and Communicating existing and future Work" competency, and the affective well-being and work team effectiveness. The results showed excellent psychometric properties of the supervisors' behaviour scale and confirmed the expected relationships with criterion outcomes (affective well-being and team effectiveness). Overall, the factorial structure and dimensionality, the construct validity and reliability, and the concurrent validity of the tool were strongly supported by this study. We concluded that the brief version of the scale is a valid and reliable measure that can be easily used in practice and that can contribute to the development of research and practice on this topic
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