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1.
Front Psychol ; 15: 1355378, 2024.
Article in English | MEDLINE | ID: mdl-38596324

ABSTRACT

Introduction: Although fairness is a pervasive and ongoing concern in organizations, the fairness of human resource management practices is often overlooked. This study examines how individual differences in justice sensitivity influence the extent to which human resource management practices are perceived to convey principles of organizational justice. Methods: Analysis was performed on a matching sample of 283 university students from three academic units in two countries having responded at two time points. Justice sensitivity was measured with the 40-item inventory developed and validated by Schmitt et al. (2010). Respondents were instructed to indicate to what extent each of 61 human resource management practices generally conveys principles of organizational justice. Results: Justice sensitivity was positively associated with subsequent assessments of the justice contents of human resource management practices. The distinction between self-oriented and other-oriented justice sensitivities was helpful in determining perceptions of these human resource management practices and of a subset of pay-for-performance practices. Discussion: The findings inform current research about the meanings borne by human resource management practices, and also increase understanding of entity judgment formation as an important aspect of systemic justice.

2.
Ann Work Expo Health ; 62(4): 426-437, 2018 04 18.
Article in English | MEDLINE | ID: mdl-29471461

ABSTRACT

Aim: Burnout is a pervasive mental health problem in the workforce, with mounting evidence suggesting ties with occupational and safety outcomes such as work injuries, critical events and musculoskeletal disorders. While environmental [work and non-work, work-to-family conflict (WFC)] and individual (personality) pathways to burnout are well documented, little is known about how gender comes to influence such associative patterns. The aim of the study consisted in examining gendered pathways to burnout. Methods: Data were derived from the SALVEO study, a cross-sectional study of 2026 workers from 63 workplaces from the province of Québec (Canada). Data were analyzed using multilevel path analysis. Results: Direct effects of gendered pathways were evidenced for work (e.g. decision latitude) and non-work (e.g. child-related strains) environmental pathways, as well as for individual pathways (i.e. internal locus of control). Indirect effects of gendered pathways were also evidenced, with women reporting higher levels of burnout compared to men due to lower levels of decision latitude and of self-esteem, as well as higher levels of WFC. Women also reported lower burnout levels through investing more time into domestic tasks, which could represent a recovery strategy to highly demanding work. WFC further mediated the associations between working hours and burnout, as well as the between irregular work schedules and burnout. These result suggest than men distinctively reported higher levels of burnout due to the specific nature of their work contract negatively impacting on WFC, and incidentally, on their mental health. Conclusion: Study results supported our hypotheses positing that gender distinctively shapes environmental and individual pathways to burnout. OHS prevention efforts striving for better mental health outcomes in the workforce could relevantly be informed by a gendered approach to burnout.


Subject(s)
Burnout, Professional/psychology , Occupational Exposure/adverse effects , Workplace/psychology , Adult , Cross-Sectional Studies , Female , Humans , Male , Middle Aged , Quebec , Sex Factors , Young Adult
3.
Work ; 55(3): 539-548, 2016 Nov 22.
Article in English | MEDLINE | ID: mdl-27814318

ABSTRACT

BACKGROUND: This study investigates the determinants of long working hours from the perspectives of the demand-control model [Karasek, 1979] and social exchange theory [Blau, 1964; Goulder, 1960]. OBJECTIVE: These two theoretical perspectives are tested to understand why individuals work longer (or shorter) hours. METHODS: The hypotheses are tested with a representative sample of 1,604 employed Canadians. RESULTS: In line with Karasek's model, the results support that high job demands are positively associated with longer work hours. The social exchange perspective would predict a positive association between skill discretion and work hours. This hypothesis was supported for individuals with a higher education degree. Finally, the results support a positive association between active jobs and longer work hours. CONCLUSIONS: Our research suggests that job demands and social exchange dynamics need to be considered together in the explanation of longer (or shorter) work hours.


Subject(s)
Models, Psychological , Workload/psychology , Adolescent , Adult , Aged , Decision Making , Educational Status , Female , Humans , Job Satisfaction , Male , Middle Aged , Motivation , Time Factors , Workplace/psychology , Young Adult
4.
Soc Sci Med ; 166: 160-168, 2016 10.
Article in English | MEDLINE | ID: mdl-27566045

ABSTRACT

OBJECTIVE: Research has shown that employed women are more prone to depression than men, but the pathways linking gender to depression remain poorly understood. The aim of this study was to examine how work and family conditions operated as potentially gendered antecedents of depression. It evaluated more specifically how differences in depressive symptoms in women and men could be explained by their differential vulnerability and exposure to work and family conditions, as well as by the mediating role of work-to-family conflict (WFC) and family-to-work conflict (FWC). METHODS: Data were collected in 2009-2012 from a sample of 1935 employees (48.9% women) nested in 63 workplaces in the province of Quebec (Canada). Data were analyzed with multilevel path analysis models to test for the differential exposure hypothesis, and stratified by gender to test for the differential vulnerability hypothesis. RESULTS: Results supported both hypothesizes, but only WFC played a mediating role between work-family stressors and depression. Regarding the vulnerability hypothesis, WFC was more strongly associated with women depressive symptoms, and the magnitude of the association between family income and WFC was stronger for women. Overall, the differential exposure hypothesis seemed to reach a greater empirical support. After accounting for work and family stressors as well as WFC, differences in depressive symptoms in women and men were no longer significantly, as WFC, working hours, irregular work schedule and skill utilization acted as mediators. WFC associated with higher depressive symptoms and skill utilization with lower depressive symptoms. WFC related to higher working hours and irregular work schedule. Compared to men, women reported higher WFC, but lower working hours, less irregular work schedule and lower skill utilization at work. CONCLUSION: Women's higher rate of depression is intrinsically linked to their different social experiences as shaped by a gendered social structure and gendered organizations.


Subject(s)
Depression/etiology , Family Relations/psychology , Sex Factors , Workplace/standards , Adult , Depression/psychology , Family Conflict/psychology , Female , Humans , Male , Middle Aged , Psychometrics/instrumentation , Psychometrics/methods , Quebec , Regression Analysis , Stress, Psychological/etiology , Stress, Psychological/psychology , Surveys and Questionnaires , Workplace/psychology
5.
Stress Health ; 32(5): 569-577, 2016 Dec.
Article in English | MEDLINE | ID: mdl-26644043

ABSTRACT

This study examines the associations between health and stress management (HSM) practices and mental-health disability claims. Data from the Salveo study was collected during 2009-2012 within 60 workplaces nested in 37 companies located in Canada (Quebec) and insured by a large insurance company. In each company, 1 h interviews were conducted with human resources managers in order to obtain data on 63 HSM practices. Companies and workplaces were sorted into the low-claims and high-claims groups according to the median rate of the population of the insurer's corporate clients. Logistic regression adjusted for design effect and multidimensional scaling was used to analyse the data. After controlling for company size and economic sector, task design, demands control, gratifications, physical activity and work-family balance were associated with low mental-health disability claims rates. Further analyses revealed three company profiles that were qualified as laissez-faire, integrated and partially integrated approaches to HSM. Of the three, the integrated profile was associated with low mental-health disability claims rates. The results of this study provide evidence-based guidance for a better control of mental-health disability claims. Copyright © 2015 John Wiley & Sons, Ltd.


Subject(s)
Administrative Claims, Healthcare/statistics & numerical data , Occupational Diseases/prevention & control , Occupational Health Services/statistics & numerical data , Persons with Mental Disabilities/statistics & numerical data , Stress, Psychological/prevention & control , Adult , Female , Humans , Male , Middle Aged , Quebec
6.
BMC Public Health ; 13: 443, 2013 May 04.
Article in English | MEDLINE | ID: mdl-23642223

ABSTRACT

BACKGROUND: This study advances a measurement approach for the study of organizational culture in population-based occupational health research, and tests how different organizational culture types are associated with psychological distress, depression, emotional exhaustion, and well-being. METHODS: Data were collected over a sample of 1,164 employees nested in 30 workplaces. Employees completed the 26-item OCP instrument. Psychological distress was measured with the General Health Questionnaire (12-item); depression with the Beck Depression Inventory (21-item); and emotional exhaustion with five items from the Maslach Burnout Inventory general survey. Exploratory factor analysis evaluated the dimensionality of the OCP scale. Multilevel regression models estimated workplace-level variations, and the contribution of organizational culture factors to mental health and well-being after controlling for gender, age, and living with a partner. RESULTS: Exploratory factor analysis of OCP items revealed four factors explaining about 75% of the variance, and supported the structure of the Competing Values Framework. Factors were labeled Group, Hierarchical, Rational and Developmental. Cronbach's alphas were high (0.82-0.89). Multilevel regression analysis suggested that the four culture types varied significantly between workplaces, and correlated with mental health and well-being outcomes. The Group culture type best distinguished between workplaces and had the strongest associations with the outcomes. CONCLUSIONS: This study provides strong support for the use of the OCP scale for measuring organizational culture in population-based occupational health research in a way that is consistent with the Competing Values Framework. The Group organizational culture needs to be considered as a relevant factor in occupational health studies.


Subject(s)
Burnout, Professional/psychology , Occupational Health/statistics & numerical data , Organizational Culture , Personality Inventory/standards , Workplace/psychology , Adult , Burnout, Professional/epidemiology , Canada/epidemiology , Depression/psychology , Factor Analysis, Statistical , Female , Humans , Interprofessional Relations , Male , Middle Aged , Models, Theoretical , Psychometrics/instrumentation , Reproducibility of Results , Social Values , Surveys and Questionnaires , Workplace/classification
7.
J Occup Health Psychol ; 11(4): 305-14, 2006 Oct.
Article in English | MEDLINE | ID: mdl-17059295

ABSTRACT

This study investigates whether workplace aggression experienced by one or both members of a couple accounts for increases in the psychological distress of the victim's partner. Viewing the work-family interface and stress-strain processes as dyadic, and open to interindividual and interdomain contagion, analyses were conducted on matched data from a large-scale population health survey containing information on both working adults from 2,904 couples. Multilevel analysis of bidirectional crossover, while controlling for common stressors, supports the proposition of a crossover of stress resulting from workplace aggression. This finding highlights the complexities of work-family dynamics and of the deep penetration of workplace aggression into the lives of dual-earner partners.


Subject(s)
Aggression/psychology , Employment/psychology , Family Characteristics , Epidemiologic Methods , Female , Humans , Male , Models, Psychological , Stress, Physiological/complications
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