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Lay theory explanations of occupational stress: the Malaysian context
In: Cross cultural management, Band 17, Heft 2, S. 135-153
ISSN: 1758-6089
PurposeThe purpose of this paper is to examine the causes and consequences of job stress in Malaysia and make a comparison between Western and Eastern perspectives.Design/methodology/approachA grounded theory approach was used to develop a lay representation of Malay people's descriptions of their experiences at work, including job stress. Interviews were conducted with 48 employees in Malaysia, using six semi‐structured interview questions adopted from Kinman and Jones and translated into the Malay language, as a guide.FindingsAlthough most respondents perceived that individual factors play an important role in work stress, organizational factors seemed to be the dominant factor identified that contributes to work stress. Respondents also perceived the individual as key to stress reduction rather than management interventions. A new concept emerged in this study that was related to external factors impinging on work (such as globalization).Practical implicationsOrganizations should formulate strategies to prevent job stress among employees. They must also be alert to the impact of external factors that are now common in the Malay workplace.Originality/valueResearch of job stress in employees in Eastern cultures is rare. The paper provides in‐depth preliminary research which will lead to further investigations of job stress in Eastern workplace settings.
Psychosocial Factors at Work in the Asia Pacific: From Theory to Practice
This book presents research and practice from the Asia Pacific to address the gap in the global stock of knowledge of psychosocial factors at work. It explores the region and focuses on practices that promote healthy workplaces and workers by presenting research from around the globe on issues such as telework, small and medium-sized enterprises, disaster areas, suicide prevention, and workplace client violence. It discusses multidisciplinary efforts with a practical approach to addressing worker occupational health and provides examples and research. It also explores psychosocial risk and prevention as well as the significant cultural variations and practices in the diverse range of countries covered.
Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 26, Heft 6, S. 844-857
ISSN: 1464-0643
The role of the psychosocial safety climate in coping with workplace bullying: A grounded theory and sequential tree analysis
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 25, Heft 1, S. 133-148
ISSN: 1464-0643
Job characteristics and employee outcomes: criterion validity of the U.S. Occupational Information Network (O*NET) job analysis database in the Australian context
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 33, Heft 3, S. 325-339
ISSN: 1464-0643
An exploration of the component validity of job crafting
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 29, Heft 5, S. 776-793
ISSN: 1464-0643
Work‐family conflict in East vs Western countries
In: Cross cultural management, Band 17, Heft 1, S. 30-49
ISSN: 1758-6089
PurposeThe purpose of this paper is to advance the understanding of both directions of work‐family conflict (WFC), work interference with family (WIF) and family interference with work (FIW) in an Eastern culture. Findings are compared with those of 14 other Western studies and the relationships among WIF, FIW and job, family, community and life satisfaction are explored.Design/methodology/approachThis study is conducted in Malaysia, a country with Islam as the official religion. Data are obtained from 506 employees in three public and three private sector organizations. Questionnaires are distributed via human resource managers.FindingsResults show that similar to Western studies, WIF scores are higher than FIW scores. Malaysians are significantly lower on WIF than Westerners. Nevertheless, Malaysians score significantly higher on FIW than all Western samples. Within the Malaysian sample, FIW also has a stronger negative relationship with all facets of satisfaction and WIF has a positive relationship with family satisfaction.Research limitations/implicationsCross‐sectional data are presented which could result in common method bias.Practical implicationsOrganizations can assist in minimizing WIF and FIW by providing family‐friendly policies and parenting related programmes. The importance of family in an individual's life in Eastern cultures is different than in Western cultures. Therefore multi‐national companies operating in Eastern settings would be well‐advised to take cultural aspects such as collectivism into consideration.Originality/valueThe study provides insights into Eastern experiences of WIF and FIW compared with Western experiences. The study expands previous studies by measuring both directions of WFC and employing a heterogeneous sample (e.g. not just female, those married, those with children).
Burnout and connectedness among Australian volunteers: A test of the Job Demands–Resources model
In: Journal of vocational behavior, Band 71, Heft 3, S. 429-445
ISSN: 1095-9084
The Relationship Between the Big Five Personality Factors and Burnout: A Study Among Volunteer Counselors
In: The Journal of social psychology, Band 146, Heft 1, S. 31-50
ISSN: 1940-1183
Assessing a national work health and safety policy intervention using the psychosocial safety climate framework
Despite support for work health and safety (WHS) policy interventions, the evaluation of their effectiveness has been overlooked. As such, many important policy developments have not been assessed for their impact within jurisdictions and organisations. We addressed this research gap by using the Psychosocial Safety Climate (PSC) framework, theory, measurement tool – the PSC-12, and benchmarks - to investigate the impact of a WHS policy intervention, across Australian jurisdictions, that standardised policy approaches (i.e. harmonisation) and legislated the protection of psychological health. PSC refers to a facet of organisational climate that relates to psychological health and safety and is a predictor of job design and employee health. We investigated perceived organisational PSC across jurisdictions, across time, and contrasted effects between those that did (harmonised) and did not (non-harmonised) adopt the policy. Results showed Time X Group effects for the global PSC measure, indicating a significant difference over time between the harmonised and non-harmonised jurisdictions. Specifically, PSC levels significantly decreased in the non-harmonised jurisdiction over time. Analysis of PSC subscales showed that a significant decline in management commitment and priority, and communication (marginally) in relation to employee psychological health, within the non-harmonised group underpinned these effects. We noted no significant overall PSC change across the harmonised jurisdictions, with the exception that participation and consultation in relation to employee psychological health significantly increased. Results imply that without harmonisation the PSC levels reduced. Future research should seek detailed information regarding policy implementation, regulator perspectives and employer data to compliment results from the PSC-12.
BASE
When do job demands particularly predict burnout?: The moderating role of job resources
In: Journal of managerial psychology, Band 22, Heft 8, S. 766-786
ISSN: 1758-7778
PurposeThe purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism).Design/methodology/approachHypotheses were tested with a cross‐sectional design among 747 Dutch employees from two home care organizations.FindingsResults of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two‐way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout.Practical implicationsThe conclusions may be particularly useful for occupational settings, including home care organizations, where reducing or redesigning demands is difficult.Originality/valueThe findings confirm the JD‐R model by showing that several job resources can buffer the relationship between job demands and burnout.