Suchergebnisse

Sources of occupational stress and their impact on job satisfaction and psychological well‐being were examined in a questionnaire survey of 617 Malaysian firefighters. The role of coping strategies and work motivation as moderating factors were also tested. Sources of occupational stress had significant reverse correlations with job satisfaction and well‐being. The hierarchical regression analysis was used to examine the moderating effect of work motivation and coping strategies on job satisfaction and psychological well‐being. The result suggested that coping strategies and work motivation are one of the potential moderating variables between sources of stress and job satisfaction.

Workplace accidents and errors cost organizations hundreds of billions of dollars each year, and the injured workers and their families endure considerable financial and emotional suffering. It's obvious that increasing employee health and safety pays. The accumulating evidence shows that investing in occupational health and safety results in improved financial and social responsibility performance. There are extensive country differences and wide occupational differences in the incidence of accidents and errors. The International Labour Organization (ILO) estimates that every year there are 2.2 million fatal and 270 million non-fatal accidents or occupational diseases worldwide. Occupational Health and Safety looks at the research into what causes accidents and errors in the workplace. In line with other titles in the series, Occupational Health and Safety emphasizes the psychological and behavioral aspects of risk in organizations. It highlights how organizations differ in their health and safety performance, with case studies throughout and best practices. Key elements focus on: employee selection and training, fostering employee understanding, participation and engagement in health and safety matters, developing a health and safety culture at organizational and group/work unit levels, communicating and reinforcing safe workplace practices and bench-marking one's organization against the industry leaders. The contributors to this volume come from various countries, reflecting unique interest and knowledge in particular areas.

The effects of social support, job control, participative decision making practices, and locus of control upon the relationship between occupational stress and psychological well-being have been well discussed and researched. In order to synthesize these areas of research, a 1-month follow-up study of 244 accountants was conducted. The results indicated complex interactions between stressors, locus of control, and social support or job autonomy in predicting psychological well-being, controlling for initial measures of well-being. These interactions reveal that an internal locus of control, and social support/job autonomy synergistically buffer the effects of stressors upon well-being.

This paper is the second of a three part series that examines the development of selection testing. Part I focused on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention was given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.