“She’ll Be Right, Mate!”

Brough, Paula; Raper, Mitchell J.; Spedding, Jason

doi:10.4324/9780429292538-2

Cited by 4 publications

(4 citation statements)

References 55 publications

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“…Standardized work environment surveys also may not capture occupational-specific work demands or local aspects of the work environment that significantly influence worker wellbeing (Brough et al, 2020). The impact of occupational-specific work demands such as frequently dealing with fatal road traffic accidents as a police officer, or the daily exposure to abusive prisoners or patients as a corrections officer or a healthcare worker, have been demonstrated to have as much or even a greater impact upon these workers' well-being over time as compared to common standardized job demands .…”

Section: Sense-making In Workplacesmentioning

confidence: 99%

“…workers together in one physical location for their participation in formal training and interventions. Before the COVID-19 pandemic 'remote workers' generally referred to those workers geographically isolated by distance from their central work base Brough et al (2020). for example, discussed the occurrence of additional stressors reported by workers based in rural and remote communities within Australia, who are geographically isolated from towns and their colleagues Brough et al (2020).…”

mentioning

confidence: 99%

“…Before the COVID-19 pandemic 'remote workers' generally referred to those workers geographically isolated by distance from their central work base Brough et al (2020). for example, discussed the occurrence of additional stressors reported by workers based in rural and remote communities within Australia, who are geographically isolated from towns and their colleagues Brough et al (2020). also discussed the 'fly-in fly-out' (FIFO) mining and construction workers in Australia, who commute long distances to rural inland work sites by aeroplane, living and working intensively on-site for several weeks, followed by one or two weeks leave when they commute back to their homes and families.…”

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confidence: 99%

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Organizational interventions within occupational health psychology

Nielsen,

Brough

2023

Job Insecurity, Precarious Employment and Burnout

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Organizational interventions aim to improve worker health and wellbeing through changing the work environment. This is conducted by making changes to work policies, practices, and procedures. Determining what to change and how to make these changes involve several techniques, but best practices focus on participatory processes involving workers, managers, and key stakeholders with a responsibility for managing worker health and wellbeing in the workplace. Despite participation being the recommended method to determine the "what and how" of these changes, there is little consensus about what participation is and how it works. The evidence of the effectiveness of these participatory processes is unfortunately quite mixed. In this chapter, we discuss these issues and focus on three key challenges of participation in organizational interventions. First, we discuss issues around different forms of participation, including the advantages and disadvantages of direct and indirect participation and what form of participation may be effective during the different phases of the intervention process. Second, we discuss how participation should work, that 2 is the underlying mechanism for what makes participation facilitate a successful intervention outcome. Third, we discuss how diverse workplaces may challenge traditional ways of conducting organizational interventions.

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Section: Sense-making In Workplacesmentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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Organizational interventions within occupational health psychology

Nielsen,

Brough

2023

Job Insecurity, Precarious Employment and Burnout

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“…Failure to do so incurs significant expenses for governments, which must offer social welfare support to persons who would like to work. There is also a developing knowledge that (long-term) joblessness is bad for physical and mental health, so it is reasonable to infer that the contrary is true: work is good for you [14,15]. A study by Westerlund et al [16] found that when people retire, their fatigue and depression symptoms improve, especially for those who were subjected to some of the worst workplace environments.…”

Section: Introductionmentioning

confidence: 99%

Do Leadership, Organizational Communication, and Work Environment Impact Employees’ Psychosocial Hazards in the Oil and Gas Industry?

Naji

Isha

Alazzani

et al. 2022

IJERPH

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Workplace hazards can have a significant influence on a worker’s physical and mental health, reducing an organization’s effectiveness in terms of safety. However, psychosocial hazards are being recognized as a crucial component that must be addressed for the individual’s and organization’s safety. The purpose of this research was to propose and statistically evaluate a brief theoretical framework based on leadership, organizational communication, work environment, and psychosocial hazards in Malaysia’s upstream oil and gas sector. The framework was tested on 380 Malaysian upstream oil and gas workers. The collected data were analyzed using partial least squares and structural equation modelling (PLS-SEM). The study’s findings revealed that in the Malaysian oil and gas industry, leadership, communication, and work environment negatively influenced the psychosocial hazards. This negative association between predictors and psychosocial hazards, particularly job expectations, control, role, and relationships, indicates new grounds for research. It is discussed how the findings could be used to track employees’ well-being over time and generate focused treatments.

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