ORCID Profile
0000-0001-9125-3860
Current Organisation
University of South Australia
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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: 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: Routledge
Date: 29-01-2018
Publisher: MDPI AG
Date: 08-12-2021
Abstract: The 12-item psychosocial safety climate scale (PSC-12) has been used extensively in previous research, but its reliability and validity in a Japanese context are still unknown. We examined the psychometrics of the Japanese version of the PSC-12 (PSC-12J). The PSC-12J and scales on the relevant variables were administered to 2200 employees registered with an online survey company. A follow-up survey with 1400 of the respondents was conducted two weeks later. Internal consistency and test–retest reliability were examined via Cronbach’s alpha and Cohen’s weighted kappa coefficients, respectively. Structural, convergent, and known-group validities were examined using confirmatory factor analysis (CFA) and item response theory (IRT) analysis, correlation analysis, and Kruskal–Wallis test, respectively. Cronbach’s alpha and Cohen’s weighted kappa coefficients were 0.97 and 0.53, respectively. CFA based on the four-factor structure established in the previous literature showed an acceptable model fit. IRT analysis showed that each item was an adequate measure of the respondent’s latent trait. Correlations of the PSC-12J with the relevant variables and distribution of scores by demographic characteristics were also observed in the theoretically expected directions, supporting the construct validity of the PSC-12J. Our findings establish the PSC-12J as a reliable and valid measure of the psychosocial safety climate construct in the Japanese context.
Publisher: Elsevier BV
Date: 11-2018
Publisher: Edward Elgar Publishing
Date: 28-02-2013
Publisher: Ovid Technologies (Wolters Kluwer Health)
Date: 12-04-2021
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: Informa UK Limited
Date: 03-04-2015
Publisher: Stockholm University Press
Date: 2023
DOI: 10.16993/DFL.211
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: 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 International Publishing
Date: 2019
Publisher: Springer Netherlands
Date: 2014
Publisher: Asia Pacific Centre for Work Health and Safety
Date: 2015
Publisher: Routledge
Date: 29-01-2018
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: Omnia Publisher SL
Date: 29-06-2020
DOI: 10.3926/JAIRM.156
Abstract: Purpose: Disruptive airline passenger behaviour (DAPB), i.e. “air rage”, has an adverse impact on crew and passenger well-being and is costly to manage and prevent. Given recent changes in airport management, aircraft design, air traffic volume and behavioural norms this review summaries research findings 1985-2020.Methodology: A systematic review of the research literature containing qualitative or quantitative data examining DAPB. Findings: Nineteen articles satisfied the criteria for inclusion. Most studies involved surveys of cabin crew members and to a lesser extent pilots, airline representatives, passengers and business customers. Content primarily focussed on the frequency and characteristics of DAPB, whilst consequences for staff and evaluation of training to manage DAPB was less represented. A paucity of current research was noted which is not in keeping with the changes over the last decade in the aviation industry and the increase in DAPB events.Originality: This study presents a summary of current findings on DAPB.Practical Implications: A better understanding of the environmental, social and psychological factors underlying DAPB and the effectiveness of staff training and interventions that promote a safe travel environment are required.Social Implications: The current industry trend toward sustainability and better management of security challenges must extend its focus to DAPB, in order to reverse the recent trend of social irresponsibility in air travellers.
Publisher: Elsevier BV
Date: 2010
DOI: 10.1016/J.AAP.2009.07.016
Abstract: We investigated the relationship between work stress arising from effort-reward imbalance at work (ERI) and driving anger in a community s le of workers in Nagoya, a mid-sized city in Japan. We hypothesised that ERI would exert a positive effect on driving anger via its influence on trait anger. The study also pioneered the use of the Driving Anger Scale (DAS) in a non-western country and explored cultural differences in the experience of anger on the road. A random s le of 215 (N = 138, 64% females N = 77, 36% males) full-time Japanese workers was obtained through random selection of one participant per household in three randomly selected suburbs (response rate 71% of each eligible participant approached). Participants completed a confidential self-report questionnaire. Japanese motorists reported significantly higher levels of ERI than all comparative western s les, and lower total driving anger and anger on all DAS subscales compared with American and Australian s les. British and Japanese drivers did not differ significantly on total driving anger. The findings indicate that Japanese may possess a different acceptance and expression of anger on the road. Hierarchical multiple regression analyses supported our hypothesis. Stress experienced in the workplace originating from a perceived disparity in extrinsic efforts and rewards was associated with increased enduring feelings of anger in employees, and through this anger an elevated level of aggressive feelings on the road. Stress from ERI may spill over into other domains, and changes at work are necessary to alleviate the impact on the in idual, organisation and economy.
Publisher: Elsevier BV
Date: 06-2022
DOI: 10.1016/J.MIDW.2022.103298
Abstract: Some research attention has been paid to women's experiences of water immersion for labour and/or birth. Development of a psychometric scale specific to water immersion may provide further insight into women's experiences. The objective of this paper is to share the development, and preliminary psychometric evaluation, of the Water immersion Agency plus Expectations and Relief (WA+ER) scale for assessing women's experiences of using water for labour and/or birth. Items for the WA+ER scale were informed by a thorough literature review, and review by midwifery experts. An online survey was conducted, and 17 items were rated on a 7-point Likert scale (from entirely disagree to entirely agree) by 740 women who had used water immersion for labour and/or birth. An initial exploratory factor analysis was conducted to determine the initial structure of the scale. A confirmatory factor analysis showed that the initial 17-items were not a 'good fit' but with further statistical exploration, a good fit was achieved with 11-items. Results identified three factors with good reliability: Sense of Agency (4 items α = 0.87 ), Expectations (3 items α = 0.83) and Relief (4 items α = 0.82). A confirmatory factor analysis confirmed good model fit (CFI=0.93 GFI=0.91 AGFI=0.85 TLI=0.90). The WA+ER scale is a statistically and theoretically sound tool for measuring women's experiences of labouring and/or birthing in water. Additional testing is required to further assess the validity and reliability of the scale and to determine the appropriateness of its use in other populations.
No related grants have been discovered for Sarven McLinton.