Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction, and Organizational Commitment

Geisler, Martin; Berthelsen, Hanne; Muhonen, Tuija

doi:10.1080/23303131.2019.1569574

Cited by 107 publications

(116 citation statements)

References 67 publications

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“…The nomological validity has been corroborated by operationalization of an extended JD-R model by the instrument with aspects of workability as outcome [11] as well as need for recovery [12] and also in relation to the newly introduced dimensions in the COPSOQ III of Work Engagement, Quality of Work [13] and Cyber Bullying [14]. Studies across different occupations have corroborated the internal consistency reliability and construct validity of the scales [11][12][13][15][16][17][18][19]. The ability to distinguish different groups (organizations with similar missions, work teams or occupational groups) has been demonstrated [20][21][22], as also the relevance of multilevel analyses and for intervention and organizational change studies [23][24][25][26][27][28][29].…”

Section: Introductionmentioning

confidence: 88%

“…An iterative process including translation-back-translation procedures and cognitive interviewing methods supported the face and content validity, as well as the cross-cultural equivalency of COPSOQ II and COPSOQ III test items [8][9][10]. The nomological validity has been corroborated by operationalization of an extended JD-R model by the instrument with aspects of workability as outcome [11] as well as need for recovery [12] and also in relation to the newly introduced dimensions in the COPSOQ III of Work Engagement, Quality of Work [13] and Cyber Bullying [14]. Studies across different occupations have corroborated the internal consistency reliability and construct validity of the scales [11][12][13][15][16][17][18][19].…”

Section: Introductionmentioning

confidence: 90%

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Validation of the Copenhagen Psychosocial Questionnaire Version III and Establishment of Benchmarks for Psychosocial Risk Management in Sweden

Berthelsen

Westerlund

Bergström

et al. 2020

IJERPH

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This study presents the Swedish standard version of the Copenhagen Psychosocial Questionnaire, COPSOQ III, and investigates its reliability and validity at individual and workplace levels with the aim of establishing benchmarks for the psychosocial work environment. Cross-sectional data from (1) a random sample of employees in Sweden aged 25–65 years (N = 2847) and (2) a convenience sample of non-managerial employees at 51 workplaces (N = 1818) were analysed. Internal consistency reliability was evaluated as well as the effects of sex, work sector and blue/white-collar work. Population benchmarks and mean scores for major occupational groups were computed based on weighted data. ICC(1) and ICC(2) estimates were computed to evaluate aggregation to the workplace level and Pearson inter-correlations to evaluate construct validity at individual and aggregated levels. The reliability and scale characteristics were satisfactory, with few exceptions, at both individual and workplace levels. The strength and direction of correlations supported the construct validity of the dimensions and the amount of variance explained by workplace justified aggregation to the workplace level. The present study thus supports the use of COPSOQ III for measurement at the workplace level and presents benchmarks for risk management as well as for research purposes.

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Section: Introductionmentioning

confidence: 88%

Section: Introductionmentioning

confidence: 90%

Validation of the Copenhagen Psychosocial Questionnaire Version III and Establishment of Benchmarks for Psychosocial Risk Management in Sweden

Berthelsen

Westerlund

Bergström

et al. 2020

IJERPH

Self Cite

View full text Add to dashboard Cite

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“…Abundant previous studies were found on the antecedents of employees' OC in various contexts (Lambert et al, 2018;Luz et al, 2018;Pathak & Tripathi, 2010;Top et al, 2015). Several variables received great attention from previous researchers, such as different leadership styles (Chen et al, 2019;Choi et al, 2015b;Gul et al, 2012), employees' burnout (Sarisik et al, 2019), job related variables like job security and work style (Pathak & Tripathi, 2010;Spanuth & Wald, 2017), job characters (Coetzer & Rothmann, 2006), employee training and teamwork (Hanaysha, 2016a), environment and organizational learning (Hanaysha, 2016b), psychosocial safety climate (Geisler et al, 2019), corporate values, and corporate social responsibility (Asrar-ul-Haq et al, 2017;Obalola et al, 2012). However, few studies probe deeply into the impact of ethics variables on OC of employees in Chinese context where employees and managers may confront different ethical situations from other countries.…”

Section: Introductionmentioning

confidence: 99%

Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

Zhang

2020

JGBI

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This research explored the impact of job satisfaction, the ethical behavior of coworkers, successful managers, and employees themselves. Also explored were six types of ethical climate on organizational commitment and its three dimensions, including affective, continuance, and normative commitment through an investigation on 476 Chinese insurance agents. The empirical results showed that ethical behavior of coworkers and a caring climate had a significantly positive impact on both organizational commitment and its three dimensions, while independence climate had no significant influence on overall organizational commitment or its three dimensions. Job satisfaction, ethical behavior of successful managers and employees themselves, and the other five types of ethical climates only had a significant impact on organizational commitment or some of its dimensions.

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“…Degree of quality of work, in terms of workers’ perceptions of the level of quality in the services provided, has been reported to have a beneficial relationship to workers’ job performance (McHugh and Stimpfel, 2012), job satisfaction, work engagement, and organizational commitment (Geisler et al, 2019), health and turnover (Castle and Engberg, 2005; Astvik and Melin, 2012). The relevance of attending to service quality as a positive outcome in JD-R research has been noted (Schaufeli and Taris, 2014).…”

Section: Introductionmentioning

confidence: 99%

No Job Demand Is an Island – Interaction Effects Between Emotional Demands and Other Types of Job Demands

2019

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Emotional demands are an inevitable feature of human services, and suggested to be a defining antecedent for workers’ stress and ill health. However, previous research indicate that emotional demands can have a favorably association to certain facets of human service workers’ motivation and well-being. Furthermore, recent research report that the effect of emotional demands on workers’ health and well-being seem to be contingent on the parallel level of other job demands. Still, initial investigations of interaction effects between emotional demands and other types of job demands have primarily focused on negative outcomes in terms of stress-related concerns and absenteeism. The present study investigated interaction effects between emotional demands and other types of job demands in relation to positive outcomes. In a larger sample of human service workers (social workers, n = 725), interaction effects were investigated between emotional demands and other job demands (quantitative demands, work pressure, and role conflict) for meaning in work and quality of work. Hypotheses stated that other job demands would moderate the relationship between emotional demands and positive outcomes, so that emotional demands would have a positive relation (i.e., act as a challenge) when the level of other demands is lower, but have a negative relation (i.e., act as a hindrance) when the level of other demands is high. Overall, the results provided support for the idea that emotional demands may act as a challenge. We found small but significant interaction effects between emotional demands and work pressure – in relation to meaning of work, as well as between emotional demands and quantitative demands, work pressure, and role-conflict, respectively – in relation to quality of work. Yet, the results did not support the assumption that emotional demands act as a hindrance when the level of other types of job demands is high. In sum, the results contribute by showing that emotional demands may promote human-service workers’ job attitudes when the level of parallel job demands is lower. We discuss the contribution of the study and the potential practical implications of the results, and give some suggestions for future research.

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Retaining Social Workers: The Role of Quality of Work and Psychosocial Safety Climate for Work Engagement, Job Satisfaction, and Organizational Commitment

Cited by 107 publications

References 67 publications

Validation of the Copenhagen Psychosocial Questionnaire Version III and Establishment of Benchmarks for Psychosocial Risk Management in Sweden

Validation of the Copenhagen Psychosocial Questionnaire Version III and Establishment of Benchmarks for Psychosocial Risk Management in Sweden

Antecedents of organizational commitment of insurance agents: Job satisfaction, ethical behavior, and ethical climate

No Job Demand Is an Island – Interaction Effects Between Emotional Demands and Other Types of Job Demands

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