Psychosocial Issues Related to the Work Environment

Rus, Mihaela; Buzarna-Tihenea, Alina

doi:10.1016/j.sbspro.2014.08.321

Cited by 2 publications

(2 citation statements)

References 4 publications

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“…In conditions like COVID-19 that have an element of shock, the psychosocial safety climate holds a crucial value as it can help build resilient workplaces (Dollard and Bailey, 2021) and change the practices of management (Teoh and Kee, 2020). The psychosocial factors can further influence an employee both positively, influencing work processes, development pathways, platforms, job security, and safety, as well as negatively, influencing salary deduction, limited job control, and job insecurity (Rus and Buzarna-Tihenea, 2014). Furthermore, worker attitude, leadership, and strategy lead management to ensure a better psychosocial safety climate (Elfi, 2020) that also serves as a precursor for individual as well as team motivation (Hu et al, 2022) and success (Raja et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Psychosocial safety climate and self-efficacy: Moderating role of job-related expectations in Pakistani private-sector employees during the COVID-19 pandemic

Maqsood

Sohail²,

Naeem³

et al. 2023

Front. Psychol.

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The labor force in Pakistan comprises 59.8 million individuals. The employees have faced major changes in work dynamics and psychosocial safety climate during the COVID-19 pandemic. The purpose of the current study is to find the relationship between psychosocial safety climate, self-efficacy, and job-related expectations. It explores the moderating role of job-related expectations on the relationship between psychosocial safety climate and self-efficacy. It was hypothesized that there is likely to be a significant relationship between psychosocial safety climate, self-efficacy, and job-related expectations, job-related expectations are likely to moderate the relationship between psychosocial safety climate and self-efficacy, and there are likely to be differences between married and unmarried employees; men and women; satisfied and unsatisfied employees with respect to psychosocial safety, self-efficacy, and job-related expectations. A correlational research design and a convenience sampling strategy were used. A total of 281 employees (M = 30.74 years, SD = 10.99) of the private-sector (including educational, industrial, and IT) organizations during the COVID-19 pandemic were part of the study. Results show that psychosocial safety climate had a positive significant relationship with job-related expectations and self-efficacy. Job expectations also significantly correlated with self-efficacy. There were significant differences in measures of study variables with respect to gender, marital status, and employee satisfaction. This research has implications for administration, managers, policymakers, and organizational psychologists.

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Section: Introductionmentioning

confidence: 99%

Psychosocial safety climate and self-efficacy: Moderating role of job-related expectations in Pakistani private-sector employees during the COVID-19 pandemic

Maqsood

Sohail²,

Naeem³

et al. 2023

Front. Psychol.

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show abstract

“…The non-physical work environment consists of the conditions related to social aspects, that is work relations, both work relationships with superiors, coworkers, and relationships with subordinates [3]. Rus & Tihenea (2014) state that social relations between colleagues and superiors can have an influence on someone's psychological condition at work [7]. Poor communication between superiors and subordinates can cause discomfort and increase the likelihood of employees quitting their job.…”

Section: Introductionmentioning

confidence: 99%

Effect of Work Environment Factors on Willingness to Stay Level

Zakirah¹,

Kusuma²

2021

J. Vis. Art & Des.

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The quality of a workspace is influenced by the surrounding environment, called the work environment. A good work environment has a positive influence on comfort and willingness to stay. A comfortable workspace can improve performance and productivity. This study looked at the effect of work environment factors, both physical and non-physical, on someone’s willingness to stay while working in a workspace. This research used qualitative-quantitative methods. Explorative-qualitative methods were used to collect data about the work environment factors. Explanatory quantitative methods were used to see how these work environment factors influence the respondent’s willingness to stay level. Data collection in both stages of the study used an online questionnaire that was distributed freely (non-random sampling). From this study, 11 work environment factors that affect someone’s willingness to stay and intention to move were identified: social interaction, quality of visual interior, natural environment, spaciousness, artificial ventilation, glare, crowd, natural air, facility, air temperature, and humidity. The result of the analysis revealed that there were factors that strongly affect someone’s willingness to stay, factors that weakly affect someone’s willingness to stay, and factors that strongly affect someone’s intention to move.

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Psychosocial Issues Related to the Work Environment

Cited by 2 publications

References 4 publications

Psychosocial safety climate and self-efficacy: Moderating role of job-related expectations in Pakistani private-sector employees during the COVID-19 pandemic

Psychosocial safety climate and self-efficacy: Moderating role of job-related expectations in Pakistani private-sector employees during the COVID-19 pandemic

Effect of Work Environment Factors on Willingness to Stay Level

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