Interventions on promoting workers' health, decreasing job stress, and enhancing WSC may contribute to decreasing AP in Chinese workplaces.

BackgroundUnderstanding the determinants of social capital is the prerequisite to building social capital. However there was few studies to explore factors related to workplace social capital. We aim to examine associations between psychosocial work environments and social capital in a Chinese context through a cross-sectional study.MethodsA cross-sectional study was conducted in Shanghai, China from December 2016 through March 2017. In total, 2380 workers from 32 workplaces were randomly sampled by a two-stage sampling procedure. Workplace social capital (WSC), psychosocial work environments (PWEs), and workplace Chinese Confucian values (CCVs), were assessed using validated and psychometrically tested measures. Multilevel ordinal regression models were used to examine the associations of WSC with individual- and workplace-level PWEs and workplace CCVs after controlling for individual socioeconomic characteristics.ResultsAfter controlling for individual socioeconomic characteristics, all individual-level PWEs (unstandardized coefficients [B] ranging from 0.280 to 2.467) were positively associated with WSC. Individual-level workplace CCVs had mixed associations with WSC—high individual levels of respect for authorities (B: 0.325; 95%CI: 0.134, 0.516) and altruism (B: 0.347; 95%CI: 0.155, 0.539) were associated with high WSC, while high individual levels of acceptance of authorities (B: − 0.214; 95%CI: − 0.381, − 0.046) and the mianzi rule (B: − 0.258; 95%CI: − 0.435, − 0.080) were associatecd with low WSC. No workplace-level variable was associated with WSC.ConclusionThese findings suggest that workplace social capital associates with multiple factors. Psychosocial work environments and cultural context are important in understanding variations in workplace social capital between individuals.

IntroductionAlthough researchers have recently paid more attention workplace social capital(WSC), which was found to associate with health and health-related behaviours, such as smoking, physical activity and medicine adherence. Theoretically, WSC facilitates to solve collective action problems, so WSC may associate with job performance. However, there was sparse evidence on association between WSC and job performance, and most of them conducted in developed countries. In order to fill the gap, a multilevel study was conducted in shanghai, China.MethodsA cross-sectional study was conducted among 2380 workers from 33 workplace in Shanghai from December 2016 to March 2017. Job performance was measured by The World Health Organisation Health and Work Performance Questionnaire. WSC was measured by Chinese version of Workplace Social Capital Scale. Data were analysed using STATA 13.0.ResultsFour-week relative absenteeism was 0.055 (95% CI: 0.045 to 0.065), and relative presenteeism was 1.037 (95% CI: 1.030 to 1.045). Multilevel generalised linear models indicated that individual-level WSC was negatively associated with relative absenteeism (β=−0.065, 95% CI: −0.100 to −0.029), both individual-level and aggregated-level WSC were positively associated with relative presenteeism (β=0.038, 95% CI: 0.015 to 0.061; β=0.042, 95% CI: 0.019 to 0.065) after controlling for demographic characteristic and self-rated health.ConclusionConsistent with previous findings, the current study found that workplace social capital is also associated with job performance in China context. So building workplace social capital may improve job performance.