ABSTRACT
Unlike environmental sustainability, social sustainability in the workplace is a relatively new concept that is still searching for its own definition and explanation. Therefore, in this paper, we systematically reviewed and critically evaluated recent research on this topic. In doing so, we identified important constructs that help us better define and understand the phenomenon of social sustainability in the workplace. We focused on articles from 2016 to 2022 with content related to three Sustainable Development Goals (SDGs), namely health and wellbeing (SDG-3), gender equality (SDG-5), and decent work (SDG-8). Given the harrowing events of the past 2 years, triggered by the COVID-19 pandemic and the global impact of the war in Ukraine, we also wanted to learn whether other categories, such as security (SDG-11) and peace (SDG-16), are embedded in the concept of social sustainability at work. The articles we studied were found through EBSCOhost, specifically in the Academic Search Complete, Business Source Premier, APA PsycInfo, SocINDEX with Full Text, and GreenFILE databases. We selected 67 articles and organized them according to the four levels of research and practice in work and organizational psychology. In reviewing the literature, we identified several constructs that can be classified at four levels of interest in work and organizational psychology. At the level focused on the job/work, we identified two main topics: (i) sustainable job/work characteristics and (ii) sustainable job (re)design. At the people-focused level, we identified the following topics: (i) pro-sustainable self-system, (ii) pro-sustainable job attitudes and motivation, (iii) sustainability work environment perceptions and other mediating mechanisms, and (iv) sustainable job behavior. The organization-focused level includes (i) organizations as human systems and (ii) pro-sustainable organizational policies and practices. The last (society-focused) level is defined by two main topics: (i) understanding society as a human system and (ii) pro-social mechanisms. In the discussion, we categorized specific constructs identified within the described focus levels into the theoretical model describing the psychological concept of social sustainability in the workplace from the perspective of sustainable goals.
ABSTRACT
In this study, we evaluated the impact of long-term occupational exposure to elemental mercury vapor (Hg0) on the personality traits of ex-mercury miners. Study groups included 53 ex-miners previously exposed to Hg0 and 53 age-matched controls. Miners and controls completed the self-reporting Eysenck Personality Questionnaire and the Emotional States Questionnaire. The relationship between the indices of past occupational exposure and the observed personality traits was evaluated using Pearson's correlation coefficient and on a subgroup level by machine learning methods (regression trees). The ex-mercury miners were intermittently exposed to Hg0 for a period of 7-31 years. The means of exposure-cycle urine mercury (U-Hg) concentrations ranged from 20 to 120 microg/L. The results obtained indicate that ex-miners tend to be more introverted and sincere, more depressive, more rigid in expressing their emotions and are likely to have more negative self-concepts than controls, but no correlations were found with the indices of past occupational exposure. Despite certain limitations, results obtained by the regression tree suggest that higher alcohol consumption per se and long-term intermittent, moderate exposure to Hg0 (exposure cycle mean U-Hg concentrations > 38.7 < 53.5 microg/L) in interaction with alcohol remain a plausible explanation for the depression associated with negative self-concept found in subgroups of ex-mercury miners. This could be one of the reason for the higher risk of suicide among miners of the Idrija Mercury Mine in the last 45 years.
