I can't get no job satisfaction: Meta‐analysis comparing permanent and contingent workers

Scholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta‐analytic results from 72 primary studies (N = 237 856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d = ?0.21); but when outlying primary studies are removed, the mean difference is small but significant (d = ?0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover. Copyright © 2012 John Wiley & Sons, Ltd.     

The role of production and teamwork practices in construction safety: A cognitive model and an empirical case study

Problem

In construction, the challenge for researchers and practitioners is to develop work systems (production processes and teams) that can achieve high productivity and high safety at the same time. However, construction accident causation models ignore the role of work practices and teamwork. This study investigates the mechanisms by which production and teamwork practices affect the likelihood of accidents.

Method

The paper synthesizes a new model for construction safety based on the cognitive perspective (Fuller's Task-Demand-Capability Interface model, 2005) and then presents an exploratory case study. The case study investigates and compares the work practices of two residential framing crews: a 'High Reliability Crew' (HRC)—that is, a crew with exceptional productivity and safety over several years, and an average performing crew from the same company.

Results

The model explains how the production and teamwork practices generate the work situations that workers face (the task demands) and affect the workers ability to cope (capabilities). The case study indicates that the work practices of the HRC directly influence the task demands and match them with the applied capabilities. These practices were guided by the 'principle' of avoiding errors and rework and included work planning and preparation, work distribution, managing the production pressures, and quality and behavior monitoring.

Summary

The Task Demand-Capability model links construction research to a cognitive model of accident causation and provides a new way to conceptualize safety as an emergent property of the production practices and teamwork processes. The empirical evidence indicates that the crews' work practices and team processes strongly affect the task demands, the applied capabilities, and the match between demands and capabilities.

Impact on Industry

The proposed model and the exploratory case study will guide further discovery of work practices and teamwork processes that can increase both productivity and safety in construction operations. Such understanding will enable training of construction foremen and crews in these practices to systematically develop high reliability crews.     

Occupational and public health and safety in a changing work environment: An integrated approach for risk assessment and prevention

During recent years the work environment has undergone significant changes regarding working time, years of employment, work organization, type of employment contracts and working conditions. In this paper, consequences of these changes on occupational and public health and safety are examined. These include the disruption of human biological rhythms, the increase of workers fatigue due to changes in patterns of working hours and years of employment, job insecurity and occupational stress, which have a serious impact on workers’ health and may result in an increase in occupational accidents. Unsafe work practices related to workload and time pressure, the impact of work changes on public safety and the deterioration of workers’ living conditions with respect to income, social-family life, health and insurance benefits, are also described. In this context, difficulties that occur due to the changing work environment in conducting effective occupational risk assessments and implementing OSH measures are discussed (for example, frequent changes between tasks and workplaces, underreporting of occupational accidents and diseases, lack of methodological tools, etc.). A fundamental criterion used while studying consequences on health and safety and the relative preventive measures is that health and safety must be approached as ‘the promotion and maintenance at the highest degree of the physical, mental and social well-being of workers’ and not only as retention of their work ability. Limits in combining “flexibility” at work and overall protection of occupational and public safety and health in a competitive market are put forward for discussion.     

Flexible work schedules and mental and physical health. A study of a working population with non‐traditional working hours

The relationship between health complaints and flexible work schedules was studied in a patient population selected by general practitioners. Four hundred and eighty patients between 20 and 60 years, currently employed or on sick leave, completed questionnaires which compiled data on their work situation, subjective physical health, psychological well‐being, and quality of sleep. Subjective health measurements were performed by using the 21‐item Subjective Health Questionnaire (VOEG). Psychological well‐being was measured by applying a selection of the Sickness Impact Profile. Duration and quality of sleep were measured through a selection of the Groningen Sleep Scale. Patients working rotating shifts, compressed weeks, and irregularly changing hours showed significantly more health complaints, more problems related to their psychological performance, and more sleeping problems than a control group of workers with non‐flexible work schedules. Patients working on temporary employment contracts reported significantly more problems with their psychological performance. Copyright © 1999 John Wiley & Sons, Ltd.     

The perceived compatibility of safety and production expectations in hazardous occupations

INTRODUCTION: Safety hazards are unavoidable in many work environments. Employees must be both productive and safe, however, conflicting safety and production demands can negatively affect safety, production, or both. The employee's perception of the compatibility of management's safety and production expectations is a possible predictor of such consequences. This paper defines "safety-production compatibility" and describes how measures of safety-production compatibility, as well as safety pressure and production pressure, were developed. METHOD: We used LISREL structural equation modeling to test the influences of safety-production compatibility, safety pressure, and production pressure on safe work behavior and interference with performing other work tasks. The 239 study participants were workers employed in diverse but hazardous occupations. RESULTS: Pressure to work safely was positively associated with safe work behavior. The perceived compatibility of safety and production demands positively influenced safe work behavior and reduced the interference of safety hazards performing other tasks. Safety-production compatibility was also found to mediate the relationship between trust in management and safe work behavior. CONCLUSIONS: The results of this field study suggest increased compatibility, and thus less conflict, between safety and production demands influences safe work behavior and the interference of safety hazards with performing other work tasks. More broadly, the worker's reaction to multiple work demands is a safety and performance influence. IMPACT ON INDUSTRY: Safety management efforts that focus only on the hazards fail to eliminate many accidents because accidents arise from many factors including technology, safety climate, social influences, production, and safety demands. This study suggests that workers differ in their perception of the compatibility of safety and production demands. These differences will show up in safe work behavior, influencing the effectiveness of safety management efforts and the trust workers have in management's concern for safety.     

Psychosocial safety climate: Conceptual distinctiveness and effect on job demands and worker psychological health

Psychosocial safety climate is an emerging construct that refers to shared perceptions regarding policies, practices, and procedures for the protection of worker psychological health and safety. The purpose of the research was to: (1) demonstrate that psychosocial safety climate is a construct distinct from related climate measures (i.e., physical safety climate, team psychological safety, and perceived organizational support); and (2) test the proposition that organizational psychosocial safety climate determines work conditions (i.e., job demands) and subsequently worker psychological health. We used samples from two different cultures; an Australian sample (N = 126 workers in 16 teams within a primary health care organization) and a Malaysian sample (N = 180 workers in 31 teams from different organizations and diverse industries). In both samples confirmatory factor analysis verified that psychosocial safety climate is a construct distinct from related climate measures. Using hierarchical linear modeling, psychosocial safety climate was superior to other team level climate measures in its negative relationship to both job demands and psychological health problems. Results supported a mediation process, psychosocial safety climate → job demands → psychological health problems, corroborating psychosocial safety climate as a preeminent stress risk factor, and an efficient target for intervention. We found both physical and psychosocial safety climates were stronger in the Australian, compared with the Malaysian work context. Levels of psychosocial safety climate were significantly lower than those of physical safety climate in both countries indicating a ‘universal’ lack of attention to workplace psychological health.     

Perceived safety climate, job demands, and coworker support among union and nonunion injured construction workers

PROBLEM: This study evaluated injured construction workers' perceptions of workplace safety climate, psychological job demands, decision latitude, and coworker support, and the relationship of these variables to the injury severity sustained by the workers. METHODS: Injury severity was assessed using the Health Assessment Questionnaire (HAQ), which evaluates functional limitations. Worker perceptions of workplace variables were determined by two instruments: (a) the Safety Climate Measure for Construction Sites and (b) the Job Content Questionnaire (JCQ). RESULTS: The overall model explained 23% of the variance in injury severity, with unique contributions provided by union status, the Safety Climate Score, and Psychological Job Demands. A positive significant correlation was found between injury severity and the Safety Climate Scores (r = .183, P = .003), and between the Safety Climate Scores and union status (r = .225, P < .001). DISCUSSION: There were statistically significant differences between union and nonunion workers' responses regarding perceived safety climate on 5 of the 10 safety climate items. Union workers were more likely than nonunion workers to: (a) perceive their supervisors as caring about their safety; (b) be made aware of dangerous work practices; (c) have received safety instructions when hired; (d) have regular job safety meetings; and (e) perceive that taking risks was not a part of their job. However, with regard to the 49-item JCQ, which includes Coworker Support, the responses between union and nonunion workers were very similar, indicating an overall high degree of job satisfaction. However, workers who experienced their workplace as more safe also perceived the level of management (r = -.55, P < .001) and coworker (r = -.31, P < .001) support as being higher. IMPACT ON INDUSTRY: The findings of this study underscore the critical need for construction managers to alert workers to dangerous work practices and conditions more frequently, and express concern and praise workers for safe work in a manner that is culturally acceptable in this industry. Workplace interventions that decrease the incidence and severity of injuries, but that are flexible enough to meet a variety of potentially competing imperatives, such as production deadlines and client demands, need to be identified.     

On the relationships among work characteristics and learning-related behavior: Does age matter?

This 3-wave longitudinal study examined (a) the causal direction of the relationships among psychosocial work characteristics (e.g., job demands, job control, and supervisor support) and indicators of learning-related behavior (e.g., motivation to learn and active problem solving), and (b) whether these relationships differed across age, by comparing the results for young (≤30), middle-aged (31–44) and older (≥45) workers. The results for the total sample revealed significant reciprocal causal relationships among job demands, job control, and learning-related behavior. Furthermore, significant age differences were found in the level of the work characteristics and learning-related behavior, as well as in the cross-lagged relationships among the variables. Compared to earlier—predominantly cross-sectional—results, the present study underlines the importance of taking a dynamic as well as a life-span view on the relationships between work and learning-related behavior. Copyright © 2009 John Wiley & Sons, Ltd.     

The European Working Conditions Survey( EWCS) :a growing instrument: a reflection on the methodology,the reasons for and the use of the survey

The European Working Conditions(the EWCS)Series Eurofound,the European Foundation for the improvement of working and living conditions is a European tripartite agency which contributes to the improvement of working and living conditions.A key instrument to do so is the EWCS.The EWCS aims to comparably measure working conditions across European countries and beyond.This allows for the analysis of relationships between different aspects of working conditions,the identification of groups at risk and issues of concern,as well as areas of progress and the monitoring of trends over time.These analyses contribute to European policy development,in particular on issues with regard to the quality of work and employment.Following earlier editions of the EWCS in1991,1995,2000,2005 and 2010,a sixth wave of the survey will be fielded in 2015.Eurofound develops the questionnaire and outlines the design of the survey as well as a strict quality assurance framework.The actual preparation and implementation of fieldwork is contracted out.The development of the questionnaire is user led.Tripartite users of the survey are key in setting priorities for change.The questionnaire of the 6th EWCS maintain many trend questions which allow mapping changes over time.Yet a number of new questions will be included in the 6th editions which cover recent changes in work,sustainability of work,boundaryless work,work life balance,organisational justice,engagement,sleeping problems,chronic diseases,blurring frontiers in employment status.Changes over time On average there are little changes:this is because work situations and working conditions are becoming more diverse and inequalities in working conditions are increasing.On average,workers work less and less workers work long hours.They also work less"atypical"working hours.Work is taking place in more collective environment(clients,devolution of coordination tasks down to employee level etc.).Yet employment relations are more individualised.Technology use is on the increase but level of reported cognitive demands has remained the same.Exposure to physical risks remains high.Exposure to psychosocial risks is probably on the increase as illustrated by work intensification.Employment status in evolution:frontiers between categories less strict:the employment contract plays a key role in framing working conditions.Over time,there has been slow progress in gender segregation.Women still bear much of the burden of care activities.Sustainable work on the increase:good working conditions are key for sustainability as well as the provision of meaningful work.Less people report a good/very good work life balance.Important differences are lost at the aggregate level.Unfavourable working conditions tend to cluster disproportionally in some groups.Policy conclusions The improvement of working conditions is not automatic and need to be supported.Lifecourse perspective is important to understand trade-offs between job quality features.Social and economic policies are linked together:good work and good working conditions are key in facilitating good performance and wellbeing.Actions to support the improvement of working conditions are not necessarily costly.Many actors contribute to the improvement of working conditions and their efforts need to be supported.     

Is fixed-term employment a new risk for adverse physical working conditions?

Relationships between employment type and the physical work environment were studied among blue-collar workers (n = 1,127). Based on survey data, we set out to compare the evaluations of environmental load and physical strain at work given by fixed-term (17% of all) and permanent workers. The type of employment was not related to environmental load. However, working on a fixed-term basis increased the risk of physical strain at work. Analyses revealed that this connection was evident only among fixed-term construction workers. The results did not support the much-cited view that the disintegration of standard employment has given rise to a new series of work environment problems. Such problems are concentrated in an area with a long tradition of work environment problems, that is, in the construction industry.     

Of discovery and dread: The importance of work challenges for international business travelers' thriving and global role turnover intentions

As frequent travel across international borders has become common for an ever-increasing number of workers, it is essential to understand what helps these international business travelers (IBTs) thrive and embrace their global work responsibilities. This study's purpose is to examine the role of developmental opportunities (i.e., work role challenges) in helping IBTs see frequent travel as a predominantly beneficial experience. By integrating two theories of motivation—conservation of resources theory and the challenge-hindrance demands framework—I build a moderated mediation model of IBTs' intent to cease their global work responsibilities (i.e., global role turnover intentions). Using latent moderated structural equation modeling, I test the model on a sample of 204 IBTs collected at two time points. Results show that, through the psychological state of thriving at work, travel frequency has a negative indirect association with IBTs' global role turnover intentions when IBTs' work roles are challenging and a positive association when their work lacks challenge. This is primarily the case regarding the challenge of being responsible for others at work. The novelty of IBTs' work tasks is also a salient challenge but to a lesser extent. This study contributes to literatures on global work, work role design, and thriving.     

Attracting retirees to apply: desired organizational characteristics of bridge employment

This research examined the impact of three organizational policies on applicant attraction of 120 older workers with an interest in bridge employment (i.e., work after formal retirement). Using a mock newspaper ad to manipulate policies, scheduling flexibility, and a targeted equal employment opportunity (EEO) statement positively influenced older workers' attraction to the organization, while opportunities to transfer knowledge had little impact. A significant and positive three‐way interaction suggested that older workers are sensitive to the strength of the overall message such that the effects of all three policies when seen together were greater than the sum of their individual effects. Copyright © 2005 John Wiley & Sons, Ltd.     

Working conditions,psychological/physical symptoms and occupational accidents. Bayesian network models

Each day thousands of workers suffer occupational accidents of varying degrees of severity. Accidents at work render workers incapable of carrying out their day to day activities, either temporarily or permanently, and they also have detrimental effects on family life, the company, and the general public. In order to reduce the occupational accident rate, it is necessary to determine the causes of those accidents. Although there are many different types of accidents, they generally stem from poor working conditions. The purpose of this study was to analyze the influence of working conditions on occupational accidents from data gathered in the VI National Survey of Working Conditions (VI NSWCs) in 2007. This survey utilized a random sample of the active population of Spain. The sample comprised 11,054 people (5917 males and 5137 females). In order to carry out the study, a probabilistic model was built using Bayesian networks. The model included the following variables: hygiene conditions, ergonomic conditions, job demands, physical symptoms, psychological symptoms, and occupational accidents. The study demonstrated that there were strong relationships between hygiene conditions and occupational accidents; it has been shown that poor hygienic conditions duplicate the probability of accident. Physical symptoms increased almost 50% due to poor ergonomic conditions. And finally, high job demands almost duplicated the psychological symptoms. The investigation also showed a high degree of interdependence between physical and psychological symptomatologies and the relationship between these and occupational accidents.     

When work is wanted after hours: Testing weekly stress of information communication technology demands using boundary theory

Information communication technologies (ICTs; e.g., smartphones) enable employees to work anywhere and anytime, blurring work and family boundaries. Building on this trend, this study draws from work–family border/boundary theory to examine antecedents and consequences of employees' weekly experiences of ICT demands (i.e., being accessible and contacted for work after hours via ICTs). A sample of 546 elementary teachers completed a registration survey and a weekly diary for 5 weeks. Multilevel modeling results suggest that ICT demands as a form of work intrusion in the home can constitute a source of significant weekly strain (i.e., negative rumination, negative affect, and insomnia). As border crossers, teachers' adoption of a technological boundary tactic (i.e., keeping work email alerts turned off on mobile phones) was related to lower weekly ICT demands. As important border keepers at work, school principals' work–family support was related to teachers' lower weekly ICT demands, whereas parents' after-hours boundary expectations were related to teachers' higher weekly ICT demands. Moreover, teachers' boundary control was found as a mediating mechanism by which the two border keepers influenced teachers' ICT demands−negative rumination link. That is, teachers who received fewer boundary expectations and/or more work–family support had greater boundary control, which in turn buffered the ICT demands–negative rumination relationship.     

An evaluation of occupational accidents in the wooden furniture industry - A regional study in South East Asia

Studies on the rate of occupational accidents among workers in the wooden furniture industry is sparse, although the industry is deemed to be highly accident prone. Therefore, the rate of occupational accidents among workers in the wooden furniture industry in Malaysia, Thailand, Indonesia and Vietnam were studied, in 240 furniture manufacturing factories, using a structured questionnaire. The findings of the study suggest that contract workers are less prone to occupational accidents compared to their permanent counterparts, and hence, are more productive. Further, the results also revealed that the contract workers have a more positive attitude towards the work, and hence, pick up the essentials of safe working practices quickly. It must therefore be recognized that the “production oriented mentality” prevalent in the wooden furniture industry, which has been argued to compromise occupational safety and health standards in the industry may be debatable. In this context, it is essential for the policy makers to re-examine the employment of contract workers for the furniture manufacturing industry, as changing the psycho-economic parameters of the industry may be warranted before the industry is deemed attractive to a permanent workforce.     

They don't want to be temporaries: similarities between temps and core workers

This study investigated the impact of employment status (temporary/regular) on the employee–organization relationship in samples from two firms employing both temps (n = 234) and regular or core (n = 204) workers. Temps and regular workers held similar beliefs regarding the nature of their employment relationship. However, among those temps for whom temporary work was their preferred status, the employment relationship was less socioemotional and more economic than was the case for other workers. When these temps preferred regular employment, their relationships were high socioemotional and low economic, comparable with that of core workers. A employee–organization relationship high on socioemotional terms was positively related to satisfaction with the organization, an attitude which in turn mediated the relationship between employment relationship and employees' performance and civic virtue behaviors (behaviors as assessed by their supervisors). Copyright © 2007 John Wiley & Sons, Ltd.     

Behaving safely under pressure: The effects of job demands,resources, and safety climate on employee physical and psychosocial safety behavior

Introduction: Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Method: Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Results: Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work–family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Conclusions: Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change.     

Work stress among long-distance coach drivers: A survey and correlational study

This paper presents findings from an Australian survey of work conditions, coping behaviors and stress among 93 long-distance coach drivers. A tripartite model of coach driver stress is presented. The model proposes that the impacts of job demands (e.g. driving hours) on work-related stress outcomes (e.g. doctor visits) are mediated by a set of maladaptive coping behaviors and responses (e.g. stimulant use, speeding). Correlational analyses of the survey data provided general support for the model. Results suggested that long driving hours provide the single best predictor of maladaptive behaviors such as stimulant use and sleep disturbance among the drivers. The maladaptive behaviors, in turn, consistently predicted stress outcomes such as doctor visits and symptom reports. Direct correlations between job demands and stress outcomes were also consistent with the model, but the correlations were of a lower magnitude. The data suggests that stimulant use and sleep disturbance may be important mediators in the link between job demands and stress outcomes for long-distance coach drivers. Path modelling with larger samples is recommended for future research along the present lines. Implications for work practices within the long-distance transport industry are briefly considered.     

Carpal tunnel syndrome in occupational medicine practice.

Work-related overload syndromes are chiefly associated with the upper limbs, where carpal tunnel syndrome (CTS) plays a leading role. This article analyses methods of diagnosing CTS, with special emphasis on those that can be used by physicians in early diagnosis of CTS in workers doing monotonous work. It also discusses occupational (e.g., assembly work, typing, playing instruments, packaging and work associated with the use of a hammer or pruning scissors) and extra-occupational factors (e.g., post-traumatic deformation of bone elements of the carpal tunnel, degenerative and inflammatory changes in tendon sheaths, connective tissue hypertrophy or formation of crystal deposits) leading to CTS; diagnostic methods (subjective symptoms, physical examination and manual provocative tests, vibration perception threshold, electrophysiological examination and imaging methods); and therapeutic and preventive management tools accessible in occupational medicine practice.     

浅析新形势下的“三工”交全教育工作

随着经济体制改革的深化，传统的用工制度已经被打破，一线作业人员“三工”比例增加。本文分析了“三工”作业人员安全生产的薄弱之处，提出了强化“三工”人员安全教育工作主要对策。