ORCID Profile
0000-0002-7448-6045
Current Organisation
University of South Australia
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In Research Link Australia (RLA), "Research Topics" refer to ANZSRC FOR and SEO codes. These topics are either sourced from ANZSRC FOR and SEO codes listed in researchers' related grants or generated by a large language model (LLM) based on their publications.
Environmental and Occupational Health and Safety | Industrial and Organisational Psychology | Psychology | Mental Health |
Mental health | Health and Support Services not elsewhere classified | Mental Health | Occupational health (excl. economic development aspects) | Occupational Health
Publisher: Informa UK Limited
Date: 12-2014
Publisher: Routledge
Date: 18-05-2017
Publisher: Elsevier BV
Date: 06-2018
Publisher: Wiley
Date: 25-07-2019
DOI: 10.1111/COBI.13177
Abstract: Zoos and aquariums are increasingly incorporating conservation education into their mission statements and visitor experiences to address global bio ersity loss. To advance knowledge and practice in the field, research is being conducted to evaluate the effect of zoo conservation-education experiences on visitor psychosocial outcomes (e.g., knowledge, attitude, emotions, motivations, behavior). Following recent discussions among scholars and practitioners concerning logistical and methodological challenges that likely undermine the conclusions of such research, we identified and reviewed the methods and reporting practices in peer-reviewed articles published in English from May 1998 to June 2016 that focused on adult visitor s les (47 articles, 48 studies). We examined elements of internal, external, construct, and statistical conclusion validity. Methodological quality of quantitative methods and reporting practices was determined using the Effective Public Health Practice Project Quality Assessment Tool. Each study was coded as either strong (no weak ratings), moderate (1 weak rating), or weak (≥2 weak ratings). The quantitative methods of 83.3% of studies were weak. The remaining 16.7% had methods of moderate quality. Using an existing checklist, we also assessed the quality and rigor of qualitative methods and reporting practices and found that some aspects of these methods were reported more comprehensively than others. For ex le, 69.6% of articles discussed methods for identifying key themes from the data, whereas only 34.8% reported how data verification was performed. We suggest increased application of intensive longitudinal methods (e.g., daily diary) to strengthen self-reported data, experimental and repeated-measures designs, and mixed-methods approaches. Our findings and recommendations could strengthen and guide the research and evaluation agenda for the field and ultimately enhance the contribution zoos make to global bio ersity conservation.
Publisher: Wiley
Date: 2003
DOI: 10.1002/ACP.906
Publisher: American Psychological Association (APA)
Date: 06-2007
Publisher: Elsevier BV
Date: 08-2018
Publisher: Elsevier BV
Date: 09-2011
DOI: 10.1016/J.AAP.2011.04.010
Abstract: Psychosocial safety climate (PSC) is defined as shared perceptions of organizational policies, practices and procedures for the protection of worker psychological health and safety, that stem largely from management practices. PSC theory extends the Job Demands-Resources (JD-R) framework and proposes that organizational level PSC determines work conditions and subsequently, psychological health problems and work engagement. Our s le was derived from the Australian Workplace Barometer project and comprised 30 organizations, and 220 employees. As expected, hierarchical linear modeling showed that organizational PSC was negatively associated with workplace bullying and harassment (demands) and in turn psychological health problems (health impairment path). PSC was also positively associated with work rewards (resources) and in turn work engagement (motivational path). Accordingly, we found that PSC triggered both the health impairment and motivational pathways, thus justifying extending the JD-R model in a multilevel way. Further we found that PSC, as an organization-based resource, moderated the positive relationship between bullying/harassment and psychological health problems, and the negative relationship between bullying/harassment and engagement. The findings provide evidence for a multilevel model of PSC as a lead indicator of workplace psychosocial hazards (high demands, low resources), psychological health and employee engagement, and as a potential moderator of psychosocial hazard effects. PSC is therefore an efficient target for primary and secondary intervention.
Publisher: American Psychological Association (APA)
Date: 08-2009
DOI: 10.1037/A0016841
Publisher: Wiley
Date: 04-05-2018
DOI: 10.1111/JAN.13580
Abstract: To present benchmarks for working conditions in healthcare industries as an initial effort into international surveillance. The healthcare industry is fundamental to sustaining the health of Australians, yet it is under immense pressure. Budgets are limited, demands are increasing as are workplace injuries and all of these factors compromise patient care. Urgent attention is needed to reduce strains on workers and costs in health care, however, little work has been done to benchmark psychosocial factors in healthcare working conditions in the Asia-Pacific. Intercultural comparisons are important to provide an evidence base for public policy. A cross-sectional design was used (like other studies of prevalence), including a mixed-methods approach with qualitative interviews to better contextualize the results. Data on psychosocial factors and other work variables were collected from healthcare workers in three hospitals in Australia (N = 1,258) and Malaysia (N = 1,125). 2015 benchmarks were calculated for each variable and comparison was conducted via independent s les t tests. Healthcare s les were also compared with benchmarks for non-healthcare general working populations from their respective countries: Australia (N = 973) and Malaysia (N = 225). Our study benchmarks healthcare working conditions in Australia and Malaysia against the general working population, identifying trends that indicate the industry is in need of intervention strategies and job redesign initiatives that better support psychological health and safety. We move toward a better understanding of the precursors of psychosocial safety climate in a broader context, including similarities and differences between Australia and Malaysia in national culture, government occupational health and safety policies and top-level management practices.
Publisher: EDP Sciences
Date: 09-2020
DOI: 10.1051/0004-6361/202038378
Abstract: The propagation of radio waves from distant compact radio sources through turbulent interstellar plasma in our Galaxy causes these sources to twinkle, a phenomenon called interstellar scintillation. Such scintillations are a unique probe of the micro-arcsecond structure of radio sources as well as of the sub-AU-scale structure of the Galactic interstellar medium. Weak scintillations (i.e. an intensity modulation of a few percent) on timescales of a few days or longer are commonly seen at centimetre wavelengths and are thought to result from the line-of-sight integrated turbulence in the interstellar plasma of the Milky Way. So far, only three sources were known that show more extreme variations, with modulations at the level of some dozen percent on timescales shorter than an hour. This requires propagation through nearby ( d ≲ 10 pc) anomalously dense ( n e ∼ 10 2 cm −3 ) plasma clouds. Here we report the discovery with Apertif of a source (J1402+5347) showing extreme (∼50%) and rapid variations on a timescale of just 6.5 min in the decimetre band (1.4 GHz). The spatial scintillation pattern is highly anisotropic, with a semi-minor axis of about 20 000 km. The canonical theory of refractive scintillation constrains the scattering plasma to be within the Oort cloud. The sightline to J1402+5347, however, passes unusually close to the B3 star Alkaid ( η UMa) at a distance of 32 pc. If the scintillations are associated with Alkaid, then the angular size of J1402+5347 along the minor axis of the scintels must be smaller than ≈10 μ as, yielding an apparent brightness temperature for an isotropic source of ≳10 14 K.
Publisher: Public Library of Science (PLoS)
Date: 23-01-2020
Publisher: American Psychological Association (APA)
Date: 08-2023
DOI: 10.1037/STR0000290
Publisher: Asia Pacific Centre for Work Health and Safety
Date: 2015
Publisher: American Psychological Association (APA)
Date: 05-2015
DOI: 10.1037/A0038986
Publisher: Wiley
Date: 19-07-2014
DOI: 10.1002/SMI.2495
Abstract: In response to global financial pressures, retail companies have introduced measures to reduce costs by cutting staff allocations to in idual outlets. On the basis of interview data from four employees of a large retail organization, this paper employs an ideographic case-study approach to illustrate how the processes linking job characteristics to job-related strain and well-being (e.g. appraisal, action regulation, coping, resource utilization) unfold within four in idual workers, as they attempt to manage perceived increases in demands resulting from staff cuts. We highlight the importance that these employees place on their own psychological resources (e.g. self-efficacy) and coping mechanisms (e.g. disengagement) in dealing with these changes, as well as how the perceived availability or absence of job resources (e.g. social support, decision authority, organizational justice) influences their ability to cope with increased demands. We use the insights gained from the case studies to illustrate the value of integrating multiple theoretical perspectives towards achieving a nuanced understanding of the intricacies involved in these experiences and to suggest ways in which the coping capacities of in idual employees might be increased.
Publisher: Edward Elgar Publishing
Date: 23-09-2021
Publisher: Informa UK Limited
Date: 26-08-2021
Publisher: Exeley, Inc.
Date: 2016
Publisher: SAGE Publications
Date: 11-2011
Abstract: The management of emotions at work has been conceptualized in terms of its association with emotional inauthenticity and dissonance. In contrast, we integrate the idea of emotion regulation at work with basic strategic and adaptive functions of emotion, offering a new way of understanding how emotions can be harnessed for task achievement and personal development. Through a content analysis of interview data we examined how and why emotion regulation is carried out by employees, focusing on the in situ experiences of nurses. The manipulation of emotional boundaries, to create an emotional distance or connection with patients and their families, emerged as a nascent strategy to manage anticipated, evolving, and felt emotions. The emotional boundary perspective offers possibilities for knowledge development that are not rooted in assumptions about the authenticity of emotion or the professional self but that instead account for the dynamic, complex, multi-layered, and adaptive characteristics of emotion management.
Publisher: Wiley
Date: 25-10-2023
DOI: 10.1002/HRM.22199
Publisher: Elsevier BV
Date: 03-2012
DOI: 10.1016/J.AAP.2011.09.042
Abstract: Psychosocial safety climate (PSC) arises from workplace policies, practices, and procedures for the protection of worker psychological health and safety that are largely driven by management. Many work stress theories are based on the fundamental interaction hypothesis - that a high level of job demands (D) will lead to psychological distress and that this relationship will be offset when there are high job resources (R). However we proposed that this interaction really depends on the organizational context in particular high levels of psychosocial safety climate will enable the safe utilization of resources to reduce demands. The study s le consisted of police constables from 23 police units (stations) with longitudinal survey responses at two time points separated by 14 months (Time 1, N=319, Time 2, N=139). We used hierarchical linear modeling to assess the effect of the proposed three-way interaction term (PSC×D×R) on change in workgroup distress variance over time. Specifically we confirmed the interaction between emotional demands and emotional resources (assessed at the in idual level), in the context of unit psychosocial safety climate (aggregated in idual data). As predicted, high emotional resources moderated the positive relationship between emotional demands and change in workgroup distress but only when there were high levels of unit psychosocial safety climate. Results were confirmed using a split-s le analysis. Results support psychosocial safety climate as a property of the organization and a target for higher order controls for reducing work stress. The 'right' climate enables resources to do their job.
Publisher: American Psychological Association (APA)
Date: 10-2021
DOI: 10.1037/OCP0000244
Publisher: Wiley
Date: 03-2010
Publisher: American Psychological Association (APA)
Date: 11-2012
DOI: 10.1037/A0030317
Publisher: American Psychological Association (APA)
Date: 08-2022
DOI: 10.1037/OCP0000324
Abstract: In two studies, we examined primary appraisal as a potential mechanism of workplace mindfulness, grounded in the Transactional Model of Stress and Coping. In Study 1, multilevel structural equation modeling utilizing diary data from 58 employees across 5 working days showed that daily challenge appraisal mediated the positive relationship between mindfulness and high-activation positive affect, and daily threat appraisal mediated the negative relationship between mindfulness and high-activation negative affect. In Study 2, 69 employees participated in a randomized control trial comparing self-directed mindfulness training with a wait-list control. Latent growth curve modeling demonstrated that the intervention produced a greater increase in daily mindfulness relative to the control condition. In turn, the rate of change in daily mindfulness influenced the change rate of appraisal, and daily appraisal influenced affect, as expected. Together, these studies indicate one way in which mindfulness may help employees to thrive at work is by adaptively shaping the stressor appraisal process, and that connecting mindfulness training to primary appraisal may bolster the potential beneficial effects in the work context. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Publisher: EDP Sciences
Date: 11-2022
DOI: 10.1051/0004-6361/202244007
Abstract: Context. Apertif is a phased-array feed system for the Westerbork Synthesis Radio Telescope, providing forty instantaneous beams over 300 MHz of bandwidth. A dedicated survey program utilizing this upgrade started on 1 July 2019, with the last observations taken on 28 February 2022. The imaging survey component provides radio continuum, polarization, and spectral line data. Aims. Public release of data is critical for maximizing the legacy of a survey. Toward that end, we describe the release of data products from the first year of survey operations, through 30 June 2020. In particular, we focus on defining quality control metrics for the processed data products. Methods. The Apertif imaging pipeline, Apercal, automatically produces non-primary beam corrected continuum images, polarization images and cubes, and uncleaned spectral line and dirty beam cubes for each beam of an Apertif imaging observation. For this release, processed data products are considered on a beam-by-beam basis within an observation. We validate the continuum images by using metrics that identify deviations from Gaussian noise in the residual images. If the continuum image passes validation, we release all processed data products for a given beam. We apply further validation to the polarization and line data products and provide flags indicating the quality of those data products. Results. We release all raw observational data from the first year of survey observations, for a total of 221 observations of 160 independent target fields, covering approximately one thousand square degrees of sky. Images and cubes are released on a per beam basis, and 3374 beams (of 7640 considered) are released. The median noise in the continuum images is 41.4 uJy beam −1 , with a slightly lower median noise of 36.9 uJy beam −1 in the Stokes V polarization image. The median angular resolution is 11.6″/sin δ . The median noise for all line cubes, with a spectral resolution of 36.6 kHz, is 1.6 mJy beam −1 , corresponding to a 3- σ H i column density sensitivity of 1.8 × 10 20 atoms cm −2 over 20 km s −1 (for a median angular resolution of 24″ × 15″). Line cubes at lower frequency have slightly higher noise values, consistent with the global RFI environment and overall Apertif system performance. We also provide primary beam images for each in idual Apertif compound beam. The data are made accessible using a Virtual Observatory interface and can be queried using a variety of standard tools.
Publisher: Academy of Management
Date: 08-2019
Publisher: American Psychological Association (APA)
Date: 04-2017
DOI: 10.1037/OCP0000048
Abstract: There is growing research interest regarding the significance of mindfulness in the workplace. Within this body of knowledge, research investigating the effects of mindfulness interventions on employee health and well-being has strong practical implications for organizations. A sound understanding of the current state of the workplace mindfulness intervention literature will help inform the suitability of these interventions within the workplace domain, and how to improve the conduct and communication of intervention-oriented research. Accordingly, in this article, we systematically review 40 published articles of mindfulness interventions in the workplace to identify ways in which these interventions could be improved, and how to overcome methodological concerns that threaten study validity. Studies selected for review were published peer-reviewed, primary empirical research studies written in English, with a focus on a workplace mindfulness intervention. We discuss a range of issues evident within this body of literature, including conceptualizations of mindfulness the adaptation of protocols to work settings internal validity in relation to random allocation and control conditions the use of manipulation checks attrition, adherence, acceptability, and maintenance of interventions utilizing objective cognitive measures examining organizational and well-being outcomes and establishing boundary conditions. Overall, this review provides a resource to inform scholars to advance this line of inquiry and practitioners who are considering implementing a mindfulness intervention for employees. (PsycINFO Database Record
Publisher: Informa UK Limited
Date: 29-08-2023
Publisher: MDPI AG
Date: 29-03-2016
Publisher: Informa UK Limited
Date: 03-07-2015
Publisher: Wiley
Date: 19-02-2020
DOI: 10.1002/SMI.2931
Abstract: This study investigated the daily relationships between mindfulness and job satisfaction via affect and mindfulness and task performance via problem solving confidence. Participants were 57 full-time and part-time employees who completed a baseline survey and five daily diary entries. Data were analysed using multilevel modelling. On days when they experienced greater mindfulness, employees also experienced (a) greater daily job satisfaction via high-activation positive affect (but not low-activation positive affect nor negative affect) and (b) greater daily self-reported task performance via problem solving confidence. Our findings suggest that high-activation positive affect and problem solving confidence may be important daily mechanisms of mindfulness at work. Growing evidence links mindfulness to work-related outcomes however, limited research has investigated the mechanisms involved. The present study is one of the first to collect empirical observations regarding how state mindfulness operates at work on a daily basis, providing support for both affective and cognitive pathways. Advances in this area can underpin a robust theoretical framework to guide the implementation of daily mindfulness practice and interventions targeting specific work-related outcomes.
Publisher: Wiley
Date: 22-10-2019
DOI: 10.1002/SMI.2898
Abstract: Little is known about how safety climates concerning physical safety and psychosocial safety interact in the prediction of working conditions and subsequent worker health. Frontline healthcare was selected as the setting for this study on the dynamic interplay between physical and psychosocial safety climates because of a recent call for attention to working conditions in this industry. Poor safety climates for healthcare workers spill over into adverse outcomes for worker health, and when workers are compromised, then so too is their provision of quality patient care. We developed an integrated model of the relationships between psychosocial and physical safety climates, working conditions, and health and safety outcomes. A multilevel model was tested (N = 463 workers nested within n = 60 teams), and lagged analysis was conducted across four time points, each 6 months apart. The combination of safety climates significantly predict objective outcomes from hospital safety system records on staff accidents, absence, and patient incidents (quality of care), suggesting a dynamic interplay in the prediction of impacts on the worker, organization, and end-user. Integrated physical and psychosocial safety climate measures can be incorporated into hospital occupational health and safety reporting and response systems as effective lead indicators and key performance metrics for work health and safety.
Publisher: Wiley
Date: 06-2002
Publisher: Informa UK Limited
Date: 09-07-2019
Publisher: MDPI AG
Date: 03-12-2021
DOI: 10.3390/SOC11040143
Abstract: Workplace bullying is a serious psychosocial risk which, when poorly managed, results in detrimental outcomes for in iduals, organizations, and society. Some of the most common strategies for addressing bullying within the workplace centre on attempts to document and contextualise the bullying situation—that is, the internal complaint and investigation process. Scholarly inquiries of these investigative mechanisms, however, are limited, and most have neglected the influence of organisational justice as an underpinning mechanism in explaining complainant dissatisfaction. Using evidence from 280 real-life cases of workplace bullying lodged with a peak work, health, and safety agency, we identify how organizational justice manifests in externally referred cases of workplace bullying. Specifically, we match complainant evaluations of the internal complaint and investigation handling process to domains of organisational justice, thereby ascertaining potential threats to efforts to effectively manage and prevent bullying in the workplace. Four types of justice—distributive, procedural, interpersonal, and informational—were identified within the cases. Specifically, in cases of workplace bullying where distributive justice is not upheld (usually by virtue of unsubstantiated claims), the way in which information is gathered and decisions are made (procedural), the way in which the parties are treated (interpersonal), and the timeliness and validity of explanations provided (informational) are all cited by complainants as key factors in their decision to escalate the complaint to an external investigative body. These results signal the need for timely, clear, and compassionate investigative processes that validate complainants’ experiences and serve as a tool for rebuilding trust and repairing damaged relationships in the workplace.
Publisher: Wiley
Date: 27-01-2017
DOI: 10.1002/SMI.2740
Abstract: Preventing work injuries requires a clear understanding of how they occur, how they are recorded, and the accuracy of injury surveillance. Our innovation was to examine how psychosocial safety climate (PSC) influences the development of reported and unreported physical and psychological workplace injuries beyond (physical) safety climate, via the erosion of psychological health (emotional exhaustion). Self-report data (T2, 2013) from 214 hospital employees (18 teams) were linked at the team level to the hospital workplace injury register (T1, 2012 T2, 2013 and T3, 2014). Concordance between survey-reported and registered injury rates was low (36%), indicating that many injuries go unreported. Safety climate was the strongest predictor of T2 registered injury rates (controlling for T1) PSC and emotional exhaustion also played a role. Emotional exhaustion was the strongest predictor of survey-reported total injuries and underreporting. Multilevel analysis showed that low PSC, emanating from senior managers and transmitted through teams, was the origin of psychological health erosion (i.e., low emotional exhaustion), which culminated in greater self-reported work injuries and injury underreporting (both physical and psychological). These results underscore the need to consider, in theory and practice, a dual physical-psychosocial safety explanation of injury events and a psychosocial explanation of injury underreporting.
Publisher: Informa UK Limited
Date: 22-03-2022
Publisher: Elsevier BV
Date: 2020
Publisher: Centre for Workplace Excellence (UniSA)
Date: 2019
Publisher: Springer Singapore
Date: 2020
Publisher: Pleiades Publishing Ltd
Date: 03-2013
Publisher: American Psychological Association (APA)
Date: 04-2019
DOI: 10.1037/OCP0000133
Abstract: Work environment hypothesis, a predominant theoretical framework in workplace bullying literature, postulates that job characteristics may trigger workplace bullying. Yet, these characteristics are often assessed by employees based on their experience of the job. This study aims to assess how job characteristics, independently assessed via Occupational Information Network (O*NET), are related to perceived job characteristics reported by employees, which, in turn, are associated with self-reported workplace bullying. Multilevel mediation analyses from 3,829 employees in 209 occupations confirmed that employees, whose work schedules are more irregular and whose work involves a higher level of conflictual contact (as assessed by O*NET), report experiencing higher job demands, which are associated with higher exposure to bullying. Moreover, employees working in jobs structured to allow for more discretion in decision-making (as assessed by O*NET) report experiencing more job autonomy and are less likely to experience bullying. The results offer some clues as to how the way in which a job is structured is related to how that job is perceived, which in turn is associated with exposure to bullying. Our findings also suggest that a job design perspective to redesign certain job characteristics may offer an additional viable approach to prevent workplace bullying. (PsycINFO Database Record (c) 2019 APA, all rights reserved).
Publisher: Informa UK Limited
Date: 02-01-2018
Publisher: Informa UK Limited
Date: 31-10-2017
Publisher: Elsevier BV
Date: 07-2015
Publisher: Emerald
Date: 24-06-2022
Publisher: Springer International Publishing
Date: 2016
Publisher: Wiley
Date: 05-2023
DOI: 10.1111/JADE.12459
Abstract: Co‐design and other associated design approaches often deploy creative and making approaches in facilitating collaborative practices. In a therapeutic setting, engagement in creative and making activities have been associated with improvements in people's well‐being, yet when deploying these as part of co‐design practices, these outcomes are often overlooked. This paper presents the results from a series of workshops that focused on the well‐being benefits of participating in co‐design practices. The research uses Max‐Neef's (1991). Theory of Needs to explore how innate human needs might be satisfied through participation in co‐design practices, and demonstrates how this framework might be used for planning and evaluating co‐design practices through a wellbeing lens. Finally, it suggests that future generations of design practitioners would benefit from exposure to the consideration of co‐design as a process of “welldoing.”
Publisher: American Psychological Association (APA)
Date: 12-2022
DOI: 10.1037/OCP0000335
Abstract: Though workplace bullying is conceptualized as an organizational problem, there remains a gap in understanding the contexts in which bullying manifests-knowledge vital for addressing bullying in practice. In three studies, we leverage the rich content contained within workplace bullying complaint records to explore this issue then, based on our discoveries, investigate people management practices linked to bullying. First, through content analysis of 342 official complaints lodged with a state health and safety regulator (over 5,500 pages), we discovered that the risk of bullying primarily arises from ineffective people management in 11 different contexts (e.g., managing underperformance, coordinating working hours, and entitlements). Next, we developed a behaviorally anchored rating scale to measure people management practices within a refined set of nine risk contexts. Effective and ineffective behavioral indicators were identified through content analysis of the complaints data and data from 44 critical incident interviews with subject matter experts indicators were then sorted and rated by two independent s les to form a risk audit tool. Finally, data from a multilevel multisource study of 145 clinical healthcare staff nested in 25 hospital wards showed that the effectiveness of people management practices predicts concurrent exposure to workplace bullying at in idual level beyond established organizational antecedents, and at the team level beyond leading indicator psychosocial safety climate. Overall, our findings highlight where the greatest risk of bullying lies within organizational systems and identifies effective ways of managing people within those contexts to reduce the risk, opening new avenues for bullying intervention research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Publisher: Emerald
Date: 05-09-2017
DOI: 10.1108/JOEPP-01-2017-0008
Abstract: The purpose of this paper is to examine the moderating role of transformational leadership on the relationship between job characteristics of both leaders and followers and workplace bullying within the workgroup. The central hypotheses were that, in a process of resource erosion, leaders’ task demands would be positively associated with workplace bullying in the workgroup, but that transformational leadership would moderate this effect, and the effect of followers’ autonomy on bullying. Anonymous surveys were completed by 540 volunteer fire-fighters’ from 68 fire brigades and, separately, by 68 brigade captains. The multi-level analyses show that leaders’ task demands positively predicted both bullying outcomes, after controlling for followers’ emotional demands and autonomy. Of most interest, transformational leadership moderated the influence of leaders’ task demands and followers’ autonomy on workplace bullying assessed by two approaches: self-labeling and behavioral experience. Further, a significant three-way interaction demonstrated that transformational leadership is actually associated with higher bullying as followers’ emotional demands increase under conditions wherein followers’ autonomy is constrained, but not when followers’ autonomy is high. This study offers important practical implications in terms of leadership development in bullying prevention and reduction. For transformational leadership to be effective in reducing bullying at work, the situation must be matched to support this leadership style, or bullying could actually increase. The study contributes to the research on workplace bullying by advancing the understanding of organizational factors that can influence bullying at work. The study also provides the first quantitative evidence of a relationship between the demands faced by leaders and the bullying experienced by members of the workgroup.
Publisher: Elsevier BV
Date: 02-2012
DOI: 10.1016/J.APPET.2011.11.009
Abstract: The aim of this research was to examine relationships between tea, coffee and other beverage consumption and associates of work performance and mood among in iduals in relatively stressful and cognitively demanding work-place settings. Using a naturalistic, cross-sectional study design, 95 professional and academic staff logged their beverage intake and completed self-reports of associates of work performance (fatigue/exhaustion, mindfulness, work engagement), subjective work performance, mood, work-related strain and recovery four times daily during ten working days. Data were analysed using multilevel modelling in keeping with the hierarchical structure of the data. Tea consumption was associated with increased perceived work performance and reduced tiredness, especially when consumed without milk or sugar. Consumption of non-caffeinated beverages was associated with increased relaxation and recovery from work. In contrast, tea and other caffeinated beverages were found to enhance the negative effects of evening recovery and morning mood on mindfulness during the day. The findings suggest that beverage intake may have a role in optimising work-related psychological states and performance.
Publisher: Elsevier BV
Date: 11-2018
Publisher: Informa UK Limited
Date: 09-2013
Publisher: Oxford University Press (OUP)
Date: 21-11-2017
Publisher: Wiley
Date: 20-02-2020
DOI: 10.1111/SJOP.12622
Publisher: Hindawi Limited
Date: 29-01-2011
DOI: 10.1111/J.1365-2524.2010.00983.X
Abstract: Research within the disciplines of Social Work and Education has for sometime acknowledged the tragedy, trauma, conflict and misery that can be experienced by workers in their associated professions. More recently, there has been an aligned interest in the role of passion, emotion and energy in sustaining these professionals through such experiences. This paper contributes to the growing literature in this area by reporting on a study conducted with five social workers and six teachers who work in Australian lower socioeconomic, urban-fringe and communities. It also engages the concept of the 'personal domain' to explore how these social workers and teachers cannot only survive, but can actually thrive in demanding work contexts. The methodology adopted for the study was an appreciative enquiry approach, where these professionals, each with over a decade of experience in urban-fringe communities, were recruited via non-probability, purposive, snowballing techniques and interviewed about what sustained them in their work during November 2008-February 2009. Thematic analysis of the interviews found that participants not only identified specific survival strategies, but could also articulate how their life experiences, ideologies, beliefs, values and other life resources informed their work in ways that aided their flourishing as professionals. The paper concludes by calling for further research into the work of social work and teaching professionals from a 'personal domain' perspective and considering the potential implications of such research for these professions, particularly in terms of promoting professional trajectories characterised first by endurance, and then by development and triumph.
Publisher: Informa UK Limited
Date: 15-10-2018
Publisher: Informa UK Limited
Date: 2007
Publisher: Emerald
Date: 07-03-2008
DOI: 10.1108/13639510810852549
Abstract: The aim of the present study is to examine, in detail, the magnitude and profile of police turnover across Australasia. Sworn officer turnover statistics (total separations and voluntary resignations) for four financial years were collected from all Australian and New Zealand police jurisdictions. Comparisons were made with the Australian and international public sector. The age and years of service of resigning officers were also obtained. Despite concerns about the high level of turnover, benchmarking data showed that total police turnover was lower than in other Australian public sector organizations and comparable with that in international public sector organizations. Voluntary resignations were also lower in policing than in the Australian public sector, but higher than in the international public sector. Further, resignations were the major form of turnover, and female officers resigned at a higher rate than male officers with a peak in the 25‐39‐year age bracket. Although, over the last few years, turnover within Australasian police organizations has been low, the high proportion of resignations suggests that it is possible to achieve further reductions. This finding has an important implication for police agencies currently experiencing difficulty in maintaining sufficient numbers namely, that the overall turnover rate in police organizations should be responsive to organizational initiatives. Police jurisdictions should therefore endeavor to investigate the causes of voluntary resignation to inform strategies to minimize avoidable turnover. In addition to highlighting a variety of issues relevant to the consideration of turnover within policing, the present study obtained objective and reliable data to challenge the alleged problem of high turnover within Australasian policing. The benchmarking conducted here offers a detailed insight into the nature and extent of voluntary turnover within Australasian police organizations, and provides clear directions for future work in this area.
Publisher: American Psychological Association (APA)
Date: 04-2015
DOI: 10.1037/A0038280
Abstract: The challenge-hindrance framework has proved useful for explaining inconsistencies in relationships between work stressors and important outcomes. By introducing the distinction between threat and hindrance to this framework, we capture the potential for personal harm or loss (threat) associated with stressors, as distinct from the potential to block goal attainment (hindrance) or promote gain (challenge). In Study 1, survey data were collected from 609 retail workers, 220 of whom responded 6 months later. The results supported a 3-factor threat-hindrance-challenge stressor structure and showed that threat stressors are associated with increased psychological distress and emotional exhaustion, and reduced dedication, whereas hindrance stressors undermine dedication but may not be related to distress or exhaustion with threats included in the model. Study 2 utilized a diary study design, with data collected from 207 workers over 3 workdays. Findings revealed that the threat, hindrance, and challenge appraisals of in idual workers are statistically distinct, and associated with stressors and well-being as anticipated: threats with role conflict and anxiety, hindrances with organizational constraints and fatigue, and challenges with skill demands and enthusiasm. Overall, moving to a 3-dimensional challenge-hindrance-threat framework for stressors and stress appraisals will support a more accurate picture regarding the nature, processes, and effects of stressors on in iduals and organizations, and ensure prevention efforts are not misguided.
Publisher: American Psychological Association (APA)
Date: 11-2016
DOI: 10.1037/STR0000032
Publisher: Elsevier BV
Date: 09-2023
Publisher: Psychology Press
Date: 13-11-2015
Publisher: American Psychological Association (APA)
Date: 2003
DOI: 10.1037/1076-898X.9.2.101
Abstract: The authors examined how a crime schema influenced the types of details witnesses recalled over multiple interviews that varied in delay before the initial interview and between subsequent interviews. Accuracy data showed that, in general, schema-irrelevant traces experienced greater decay than schema-consistent and schema-inconsistent traces after the initial interview and that delaying the initial interview negatively affected recall at the initial interview but led to less decay over subsequent interviews. Ambiguity of the crime stimulus was also manipulated. Witnesses used their schema to interpret ambiguous information and, as a result, made more schema-consistent intrusions and less correct responses and were more likely to report false memories that involved conscious recollection (using the remember-know paradigm).
Publisher: Springer Singapore
Date: 2019
Publisher: Ovid Technologies (Wolters Kluwer Health)
Date: 09-2009
Publisher: Springer Netherlands
Date: 2014
Publisher: Springer Netherlands
Date: 2014
Publisher: American Psychological Association (APA)
Date: 10-2018
DOI: 10.1037/OCP0000102
Abstract: Despite a surge in workplace mindfulness research, virtually nothing is known about how organizations can cultivate everyday mindfulness at work. Using the extended job demands-resources model, we explored daily psychological demands and job control as potential antecedents of daily mindfulness, and the moderating effect of psychosocial safety climate (PSC, which relates to the value organizations place on psychological health at work). We also examined the relationship between mindfulness and learning to augment understanding of the benefits of everyday mindfulness at work. A s le of 57 employees, primarily working in education, health care, and finance, completed a diary for five days within a 2-week period, covering mindfulness, psychological demands, job control, and learning. PSC was measured in a baseline survey, with in idual ratings combined with those of up to four colleagues to tap objective (shared) climate. Hierarchical linear modeling showed that daily psychological demands were negatively related to daily mindfulness, and daily job control was positively related to daily mindfulness especially as PSC increased. Additionally, daily mindfulness was positively associated with daily workplace learning. This study is one of the first to identify work-related antecedents to everyday mindfulness. The findings suggest that (a) to support everyday mindfulness at work, jobs must be designed with manageable demands and a variety of tasks that allow for creativity and skill discretion, and (b) the benefits of mindfulness interventions for employee psychological health and well-being may not be sustainable unless employees have influence over when and how they do their work, in the "right" climate. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
Publisher: American Psychological Association (APA)
Date: 10-2014
DOI: 10.1037/A0037728
Abstract: Workplace bullying is a serious psychosocial occupational hazard. Despite a wealth of empirical study, research has rarely examined the mechanisms through which bullying has its negative effects. Accordingly, using both between- and within-person approaches, we investigated the erosion of job (Study 1) and personal (Study 2) resources following workplace bullying, mediated by the depletion of emotional energy. In Study 1, self-report survey data were collected from 221 retail workers at 2 time-points spaced 6 months apart. Structural equation modeling revealed that over time bullying depletes coworker support, partially mediated by emotional exhaustion. In Study 2, a 6-week diary was completed by a separate s le of 45 workers employed in various occupations. Within-person weekly variability in bullying exposure was 34%. Hierarchical linear modeling showed that weekly emotional exhaustion partially mediated the negative effects of weekly workplace bullying on both optimism and self-efficacy. The consistent pattern across both studies supports the idea of a resource loss process whereby exposure to bullying at work erodes job and personal resources by depleting energy. Future research should clarify the role of exhaustion in utilizing resources to respond to bullying, focus on predictors of within-person variability in bullying exposure, and more explicitly model the resource loss spiral following workplace bullying.
Publisher: Springer Netherlands
Date: 2014
Publisher: Elsevier BV
Date: 10-2020
Publisher: Springer Singapore
Date: 2021
Publisher: Informa UK Limited
Date: 06-2012
Publisher: American Psychological Association (APA)
Date: 02-2014
DOI: 10.1037/A0035903
Publisher: Springer Netherlands
Date: 2014
Publisher: American Psychological Association (APA)
Date: 12-2021
DOI: 10.1037/OCP0000308
Abstract: Psychosocial safety climate (PSC) reflects the priority an organization sets for the psychological health and safety of its employees, important to predict future job design and worker health. PSC is assessed by aggregating employee perceptions to determine PSC level (mean scores) and strength (converging perceptions). Theoretically, the ideal climate is when PSC is high and strong, yet we do not know how to build these fundamentals. Since team leaders may transmit and shape PSC as set down by senior management, we explore their role (i.e., PSC and transformational leadership) in increasing and converging PSC perceptions in a team. We used three-wave longitudinal data (6-month lags) from 49 team leaders and 281 Australian health care workers nested in 49 teams. Multilevel analysis showed that team PSC levels increased over time. Using the consensus emergence model, PSC strength was moderated by PSC leadership. Considering PSC starting levels, when low, high PSC leaders were associated with increasing PSC, but if starting levels were high, low PSC leaders were associated with decreasing PSC levels and strength while high PSC leaders were associated with sustaining PSC strength. Transformational leaders had smaller effects than PSC leaders on PSC levels and no effect on strength. Mid-leaders' values and actions for employee psychological health are important to build PSC level and sustain strength. In this, they can reinforce PSC certainty and its safety signal effect which is shown to be important for reducing psychological problems. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
Publisher: Springer Netherlands
Date: 2014
Publisher: Informa UK Limited
Date: 25-06-2014
DOI: 10.1080/10615806.2013.809421
Abstract: Although single-session in idual debriefing is contraindicated, the efficacy of group psychological debriefing remains unresolved. We conducted the first randomized controlled trial of critical incident stress debriefing (CISD) with emergency workers (67 volunteer fire-fighters) following shared exposure to an occupational potentially traumatic event (PTE). The goals of group CISD are to prevent post-traumatic stress and promote return to normal functioning following a PTE. To assess both goals we measured four outcomes, before and after the intervention: post-traumatic stress, psychological distress, quality of life, and alcohol use. Fire brigades were randomly assigned to one of three treatment conditions: (1) CISD, (2) Screening (i.e., no-treatment), or (3) stress management Education. Controlling for pre-intervention scores, CISD was associated with significantly less alcohol use post-intervention relative to Screening, and significantly greater post-intervention quality of life relative to Education. There were no significant effects on post-traumatic stress or psychological distress. Overall, CISD may benefit broader functioning following exposure to work-related PTEs. Future research should focus on in idual, group, and organizational factors and processes that can promote recovery from operational stressors. Ultimately, an occupational health (rather than victim-based) approach will provide the best framework for understanding and combating potential threats to the health and well-being of workers at high risk for PTE exposure.
Publisher: Wiley
Date: 21-03-2014
Publisher: Springer International Publishing
Date: 2019
Publisher: Springer Netherlands
Date: 2014
Publisher: Emerald Group Publishing Limited
Date: 23-09-2013
Publisher: Routledge
Date: 29-01-2018
Publisher: Wiley
Date: 16-12-2011
Publisher: Asia Pacific Centre for Work Health and Safety (UniSA)
Date: 2018
Publisher: Wiley
Date: 03-03-2014
DOI: 10.1111/JOOP.12059
Publisher: SAGE Publications
Date: 09-07-2015
Publisher: Elsevier BV
Date: 10-2021
Publisher: MDPI AG
Date: 28-02-2023
Abstract: In view of the discrepancy between anti-bullying strategies used in organisations and knowledge of bullying that is grounded in the international scholarly literature, the aim of this study is to implement and evaluate an intervention program specifically targeting the root causes of workplace bullying by identifying, assessing, and changing the contexts of people management in which bullying arises. The present research describes the development, procedures, and co-design principles underpinning a primary intervention that is focused on improving organisational risk conditions linked to workplace bullying. Our study evaluates the effectiveness of this intervention using deductive and abductive approaches and multi-source data. Specifically, our quantitative analysis examines changes in job demands and resources as a central mechanism underlying how the intervention takes effect and provides support for job demands as a mediator. Our qualitative analysis expands the inquiry by identifying additional mechanisms that form the foundations of effective change and those that drive change execution. The results of the intervention study highlight the opportunity to prevent workplace bullying through organisational-level interventions and reveal success factors, underlying mechanisms, and key principles.
Publisher: American Psychological Association (APA)
Date: 2013
DOI: 10.1037/A0025942
Abstract: Using a multilevel framework, this study examined the role of empowering leadership at the group level by fire brigade captains in facilitating the in idual level motivational processes that underpin work engagement in volunteer firefighters. Anonymous mail surveys were completed by 540 volunteer firefighters from 68 fire brigades and, separately, by 68 brigade captains. As predicted on the basis of the Job Demands-Resources model, increased levels of cognitive demands and cognitive resources partially mediated the relationship between empowering leadership and work engagement. In a three-way Leadership × Demands × Resources interaction, empowering leadership also had the effect of optimizing working conditions for engagement by strengthening the positive effect of a work context in which both cognitive demands and cognitive resources were high. Our findings shed light on a process through which leaders can empower workers and enhance well-being: via their influence on and interaction with the work environment. They also underscore the need to examine work engagement from a multilevel theoretical perspective.
Start Date: 2010
End Date: 2012
Funder: Australian Research Council
View Funded ActivityStart Date: 2013
End Date: 2016
Funder: Australian Research Council
View Funded ActivityStart Date: 2010
End Date: 12-2013
Amount: $240,000.00
Funder: Australian Research Council
View Funded ActivityStart Date: 01-2014
End Date: 12-2017
Amount: $357,900.00
Funder: Australian Research Council
View Funded Activity