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... Pour déterminer la solution factorielle qui explique le mieux la relation entre les variables, plusieurs indices ont été utilisés. L'indice de Kaiser-Meyer-Olkin (KMO) évalue la configuration des corrélations entre les énoncés et permet de déterminer si elle est adéquate pour procéder à son analyse factorielle (Rick et al., 2001). Un résultat de 0,70 ou plus est recommandé (Rick et al., 2001). ...
... L'indice de Kaiser-Meyer-Olkin (KMO) évalue la configuration des corrélations entre les énoncés et permet de déterminer si elle est adéquate pour procéder à son analyse factorielle (Rick et al., 2001). Un résultat de 0,70 ou plus est recommandé (Rick et al., 2001). Le test de sphéricité de Bartlett a été utilisé pour vérifier s'il est possible de rejeter l'hypothèse nulle selon laquelle les corrélations ne différeraient pas sérieusement de zéro (Tabachnick & Fidell, 2013). ...
... Analyse factorielle exploratoire L'indice KMO pour la matrice d'intercorrélations de nos 23 énoncés est d'une valeur de 0,77, ce qui est adéquat pour procéder à l'analyse factorielle (Rick et al., 2001). Le résultat au test de sphéricité de Bartlett était significatif ( p < ,001), ce qui permet également de poursuivre les analyses. ...
... Foram consultadas as bases de dados Web of Science® (Thomson Reuters) e Scopus® (Elsevier), ambas consideradas bases com o maior alcance de publicações científicas na atualidade, bem como alto fator de impacto (Aghaei Chadegani et al., 2013). Optou-se por investigar os conceitos referidos por meio dos quais são encontrados no Medical Subject Headings (MeSH) e no sistema de thesaurus da American Psychological Association (APA), além de outros descritores que são utilizados nas publicações especializadas: psychosocial hazards, psychosocial factors, psychosocial risks, psychosocial stressors e psychosocial aspects (Chirico, 2017;International Labour Organization, 2017;Jacukowicz, 2016;Rick, Briner, Daniels, Perryman, & Guppy, 2001). Os termos encontrados foram testados individualmente e, por fim, chegouse à combinação: "Psychosocial risk*" OR "psychosocial factor*" OR "psychosocial aspect*" OR "psychosocial hazard*" OR "psychosocial stressor*" AND Job OR occupational OR work* AND Review OR overview OR "systematic review" OR "integrative review" AND Theor* OR model* OR concept* OR definition*. ...
... Entende-se que o estresse no trabalho pode ser um fator de risco que contribui para o aparecimento de determinadas doenças (Eller et al., 2009), porém não é um risco ocupacional em si, sendo consequência da exposição a um determinado agente de risco. Esta diferenciação nem sempre é adequada na literatura (Chirico, 2017;Rick et al., 2001), e é mais comum quando se investigam riscos psicossociais sob os termos "estressores psicossociais" (Lang et al., 2012;Van Laethem et al., 2013) ou "fatores psicossociais" (Kraatz et al., 2013;J. Park et al., 2011;Solovieva et al., 2013). ...
... Frente a isso, tenta-se reduzir o viés do risco percebido pelo uso do termo "risco psicossocial relacionado ao trabalho", ao invés de "fator psicossocial". Os termos hazard e risks são utilizados, ao invés de stressors (estressores), quando se aborda tais agentes (Rick et al., 2001). Essa perspectiva representa um corte importante com teorias do estresse clássicas, incluindo as perspectivas modernas de Karasek e Siegrist, por caracterizar riscos psicossociais como agentes que existem no ambiente independentemente da percepção. ...
Resumo Riscos psicossociais no trabalho são discutidos sob diferentes nomenclaturas, tais como como fatores psicossociais, fatores de riscos psicossociais, estressores e aspectos psicossociais. O objetivo desta revisão é analisar criticamente os aspectos teóricos e conceituais que sustentam as diferentes denominações para riscos psicossociais relacionados ao trabalho. Foram selecionados 64 artigos para composição desta revisão, publicados entre os anos de 2006-2016, nas bases Scopus e Web of Science. Em função dos termos serem descritos indistintamente na literatura, não há uma clara definição de quais fatores são considerados riscos psicossociais ocupacionais. Este cenário afeta a maneira como se compreendem os riscos psicossociais no trabalho, tornando-os de difícil definição e avaliação. O construto riscos psicossociais ainda é um conceito ambíguo e precisa ser melhor operacionalizado em suas facetas e na legislação em Saúde e Segurança do Trabalho. Salienta-se a necessidade de um aperfeiçoamento do conceito de riscos psicossociais ocupacionais, pouco explorado na literatura. Palavras chave: Riscos psicossociais no trabalho, Fatores psicossociais. Riscos psicossociais ocupacionais, Saúde e Segurança no Trabalho. Abstract Psychosocial risks at work are discussed under different terminologies-psychosocial factors, psychosocial risk factors, psychosocial stressors and aspects. The objective of this review is to critically analyze the theoretical and conceptual aspects that support the different denominations for psychosocial risks. For this review, 64 publications were selected, published from the years of 2006 to 2016, on Scopus and Web of Science databases. Since psychosocial risks are described by different terms, indiscriminately, there is a lack of definition about which factors are actually considered occupational psychosocial risks. This scenario affects how psychosocial risks at work are understood, making it harder to define and measure them. Psychosocial risks at work require more theoretical and operational definitions, and more support from Occupational Safety and Health laws. The construct of psychosocial risks is still an ambiguous concept and needs to be better operationalized in its facets and legislation on Occupational Health and Safety. It is necessary to improve the concept of occupational psychosocial risks, little explored in the literature.
... The variables that were chosen represent those used in previous research applying a multifaceted approach to workplace well-being [9,32,38,39]. Variables were congruent with international and national well-being definitions [40,41], had strong research evidence for their association with well-being [32, and were recommended for well-being assessment [46,47]. ...
Previous research shows that nurses have high levels of stress, but less is known about their well-being. The present research used an adapted version of the Demands-Resources-Individual Effects (DRIVE) model to investigate these areas. The Well-Being Process Questionnaire (WPQ), which consists of single items derived from longer scales, was also used. One hundred and seventy-seven British nurses (160 female, 17 male) participated in an online survey. The results showed that work characteristics could be grouped into three factors (resources; demands; and role/change/bullying), as were personality scores (positive personality; openness, agreeable, conscientious; and extraversion, emotional stability). Coping (positive and negative coping) and outcomes (positive and negative outcomes, and positive and negative job appraisals) had a two-factor solution. Results from logistic regressions showed that well-being outcomes were predicted by high positive personality and low negative coping. Positive job appraisals were predicted by high resources and low demands. These findings confirm that the use of the DRIVE model and a single short item measuring instrument can quickly provide information about factors predicting the well-being of nurses.
... According to Lunt , safety psychosocial risk is related to employee's perceptions of the safety conditions at the workplace. A more positive safety psychosocial risk has been found to maintain the participation of the workers in safety-related issues, for which the influence of a worker's perception of the psychosocial safety risk will determine the safety-related behavior of the worker . As noted in previous studies, a positive level of safety psychosocial risk will encourage and enhance the worker's safety performance at work . ...
We conceptualize that safety culture (SC) has a positive impact on employee’s safety performance by reducing their psychosocial hazard. A higher level of safety culture environment reduces psychosocial hazards by improving the employee performance towards safety concerns. The purpose of this study was to evaluate how psychosocial hazard mediates the relationship between safety culture and safety performance. Data were collected from 380 production employees in three states of Malaysia from the upstream oil and gas sector. Structural equation modeling was implemented to test the suggested hypotheses. The proposed model was evaluated using structural equation modeling. A stratified sampling with a Likert 5-point scale was used to distribute the questionnaires. Furthermore, the proposed model was tested using the simulation of the structural equation and partial. All hypotheses results showed strong support. According to our findings, all hypotheses are significant. A review of prior studies was used to select the items of the dimension for the data collection. Safety culture was assessed with psychosocial hazard to determine its direct and indirect impact on safety performance. Results suggested that to enhance safety performance (leading and lagging), psychosocial concerns in the workplace environments should be taken into consideration by employees. In addition, the findings showed that the psychosocial hazard fully mediates the relationship between safety culture and safety performance.
... Il questionario è stato inizialmente chiamato Filter Tool e più tardi Indicator Tool. Si parte dal presupposto che nessuno strumento è capace, da solo, di stimare il rischio stress lavoro-correlato (Rick, Briner, Daniels, Perryman, & Guppy, 2001) e tale nome è stato scelto per sottolineare la sua capacità di fornire solo un'indicazione di massima circa i rischi psicosociali. Se, però, esso viene affiancato ad altri strumenti (ad esempio per la misura di variabili organizzative, o variabili di modulazione ed esito), si rivela di particolare utilità ed efficacia. ...
Il metodo Management Standards, dell'ente inglese HSE, e tra quelli utilizzabili per l'attivita di gestione dei rischi psicosociali, prevista dal D.Lgs. 81/08. Esso si fonda su due aspetti: la definizione di Standard per i fattori psicosociali; il questionario Indicator Tool (IT), che valuta la prestazione di un'organizzazione rispetto agli standard di riferimento. L'obiettivo di questo studio e di presentare brevemente il metodo e proporre una prima versione italiana dell'IT, valutandone le caratteristiche psicometriche e la struttura fattoriale. Il questionario a 35 item e stato somministrato a 1298 lavoratori di 45 aziende. I risultati avvalorano la struttura fattoriale della versione inglese e mostrano buoni indici di affidabilita delle scale, anche se si evidenziano alcuni punti di criticita, che vengono discussi.
... The exploratory analysis revealed several low loading items. Items with loadings lower than 0.5 were removed as per Rick, Briner, Daniels, Perryman and Guppy's (2001) instructions. Accordingly, WCS1, GWB4, and HWI3 were deleted. ...
The study evaluates the Happiness Department initiative in a Gulf Higher Education Institute (GHEI). The Department seeks to create a state of wellbeing among the teaching faculty members by mitigating the identified key stressors. The objectives of the study were: (i) To determine the correlation between stressors and faculty perception of the Happiness Department. (ii) Propose amendments to the WRQoL questionnaire to assist administrators in testing program efficacy. (iii). We found that to boost happiness, schools should indeed focus on the identified stressors. This exploratory study design uses the predetermined WRQoL Scale. It was found to be an accurate measure of overall work satisfaction. However, we present an adaptive model. The adaptive model we propose may be better suited for Gulf-based institutions. Faculty members unanimously perceive that a happiness department should exist that is tasked with minimising the workplace stressors.
... For example, in a commemorative article to celebrate the 100 years since the foundation of the British Psychological Society, Sparks et al. (2001) provided an overview of the work stress topography and backed up by contemporary realities of the 21st century, focused on the need for more research on four specific domains, namely, job insecurity, work hours, control at work, and managerial style. Rick, Briner, Daniels, Perryman, and Guppy (2001) offered a strong critique on the construct validity of psychosocial measurement tools in terms of what they actually assess and what further needs to be considered in developing predictive and diagnostic measures. Similarly, Tetrick (2006) urged scholars in the area to rethink their areas of investigations and, basing his conclusions on somewhat arbitrary analyses, suggested that future work must cover more ground in helping individuals and organizations to manage and cope through effective stress interventions. ...
... This qualitative study represents their beliefs and attitudes, and offers a valuable contribution to the staff turnover literature about extending working life, as personal perceptions, cognitions and emotions are integral to the experience of work behaviour and occupational health.  ...
To explore and portray the perspectives of National Health Service Ambulance personnel related to the latest rise in the National Health Service occupational pension age.
Data gathering took the form of 35 in-depth interviews. A thematic analysis was used to characterise and articulate key concepts and meanings. The analysis applied interpretive techniques, as views expressed were from personal experiences, and allowed for an in-depth analysis of shared meanings.
The themes reported captured the desire of many Ambulance personnel to exit their employment well in advance of their retirement age, despite satisfaction gained from patient care. This early exit is being driven by increased worry that the work demands of the job are unsustainable, especially for older workers, as clinical responsibilities increase and their social support diminishes. Also, Ambulance personnel feel betrayed by their employers, because their retirement is being delayed further by another change in their pensionable age.
There is an increased orientation for ‘living for today’ and indications of a willingness to sacrifice salary and pension income in order to protect their health in older age, which has implications for long-term financial and general well-being in retirement.
Psychosocial hazards of overpopulation debate
Sexually sensitive matters: relevance to handling overpopulation debate
Biohazards: relevance to handling overpopulation debate
Psychosocial adaptation of biohazard safety levels
Radioactive contamination: relevance to handling overpopulation debate
Security threat management: relevance to handling overpopulation debate
Document classification: relevance to handling overpopulation debate
Relevance of interaction with highly proactive advocates of alternative views
Psychoactive drugs: relevance to handling overpopulation debate
Challenge of psychosocially hazardous encounters with otherness
Psychoactive hazard warnings: symbols relevant to overpopulation debate
Conference centres as psychosocially safe environments: Copenhagen, 2009?
Mapping hot spots and degrees of psychosocial hazard
Purpose: This study investigated the relationship between three selected personality traits and contextual factors with safety performance.
Methods: This cross-sectional study was carried out among the operational staff of a gas refinery (n = 487) in Iran. Structural equation modeling was used to model the factors affecting safety performance based on personality traits and job and organizational related factors including consideration of future safety consequence, safety locus of control and impulsiveness, safety climate, job insecurity and role-overload, and mediator roles of safety knowledge and safety motivation.
Results: Structural equation modeling results indicated that consideration of future safety consequence was directly correlated with safety performance. Impulsiveness and safety locus of control indirectly associated with safety performance through the mediator role of safety knowledge and motivation. Furthermore, job insecurity and role overload were partially and directly correlated with safety performance. Moreover, safety climate had a significant relationship with safety performance.
Conclusion: Consideration of future safety consequence is a valid personality trait for predicting safety performance. It can therefore be used as an indicator in the employee selection process. Moreover, improving employee safety performance necessitates increased safety knowledge and motivation as well as improved occupational characteristics and safety climate.
Validation evidence is provided for scales that measure five aspects of affective well-being in relation to the work context: anxiety-comfort, depression-pleasure, bored-enthusiastic, tiredness-vigour and angry-placid. Confirmatory factor analysis is used to test four alternative structures for the items in the scales in two samples (n = 871, n = 1915). Analyses in both samples support one structure. The final scales have acceptable internal reliability. The unique explanatory power of each scale is suggested by partial correlations with theoretically related variables. Confirmatory factor analysis indicates that the five factor solution has a better fit with the data than other first order solutions with fewer factors. Second order factor analysis shows that two superordinate factors, corresponding to negative and positive affect, can account for the relationships amongst the five first order factors.
Empirical research on Karasek's job demand-control (JD-C) model has often failed to demonstrate the predicted interaction effect of high job demands and low job control on measures of strain. It has been suggested that the conceptualization of the control dimension as well as the neglect of workers' individual characteristics in the JD-C model map be responsible for its relative lack of empirical support. In the current study among 367 Dutch nurses from 18 intensive care units, a more focused measure of control was used. In addition, two individual characteristics (i.e. active coping and need for control) were included as potential moderators in the JD-C model. The demand-control interaction effect as predicted by the JD-C model could not be demonstrated. However, active coping turned out to moderate the interaction between job demands and job control. A misfit between level of control and individual coping style intensified the stress-enhancing effect of job demands. Further research on the extension of the JD-C model with personal characteristics is recommended.
In this article, the authors respond to comments in the October 1998 issue of the Journal of Occupational Health Psychology (Vol. 3, No. 4) in regard to measuring occupational stress with the Job Stress Survey (JSS). The authors are pleased that (a) the need to assess the perceived severity and frequency of occurrence of specific sources of occupational stress was acknowledged and (b) job pressure and lack of organizational support were recognized as key dimensions of stress in the workplace. In addressing concerns about the independence of JSS severity and frequency ratings and the utility of the JSS for assessing jobs with extensive person-machine interactions, the authors noted that correlations among JSS severity and frequency scores were relatively low, and that person-focused stressor items were relevant for employees with person-machine jobs because most workers are required to deal with supervisors and fellow employees. It was concluded that the JSS provides important information about sources of occupational stress that can adversely affect the health and productivity of men and women employed in a wide variety of work settings.
Item wording effects were investigated using scenarios depicting a fictitious leaders behavior, 496 respondents, and a questionnaire containing regular, polar opposite, negated polar opposite, and negated regular item versions. Oblique-rotated exploratory factor-analytic results showed clear item wording factors; confirmatory factor-analytic results showed the item formats to yield separate wording factors but that the regular items had substantially more trait variance than did the other item formats. Implications for future research are discussed.