Coping Strategies Adopted by Construction Employees to Deal with the Causes and Effects of Occupational Psychological Disorders: A Study in Ghana

Coping strategies adopted to deal with psychological health issues could have influences on the general health, productivity and task performance of the employee. This study sought to investigate the coping strategies adopted by construction employees to deal with the causes and effects of occupational psychological disorders such as burnout and workaholism. To achieve this aim, the methods of focus group discussions were first employed. A total of 16 semi-structured focus group discussions were held in Ghana, with 90 construction employees. The focus group study revealed 25 coping strategies adopted as efforts to mitigate the causes and 22 coping strategies adopted as responses to moderate the effects of occupational psychological disorders. A quantitative study involving 150 construction professionals and 150 construction trade workers were also conducted in Ghana to investigate the coping strategies that were highly adopted by the two construction working groups. The findings from the study revealed that the construction professionals adopted delegating complicated tasks and seeking medical attention as the most common coping strategies to manage the causes and effects respectively. The construction trade workers were also revealed to adopt withdrawing from work duties or changing jobs and taking in more caffeinated drinks as the most common coping strategies to manage the causes and effects respectively. Exploratory factor analysis was employed, and the findings were put into the main constructs. The causes focused coping strategies were categorized under avoidance, alteration, adaptation, and acceptance. The effects focused coping strategies were also categorized under healthy and unhealthy coping strategies. This study recommends appropriate coping strategies and interventions in the construction industry such as education of construction personnel on the consequences of various coping strategies.

Exploring Personal Factors That Might Influence the Vulnerability of Construction Employees to Occupational Psychological Disorders

Personal factors could act as intervening variables between the causes and effects of psychological health conditions of employees. This study focused on six personal intervening factors that were associated with the risks of occupational psychological disorders namely: low self-esteem, negative personality trait, unproductive core beliefs, poor self-concept evaluation on performance, poor relationship with others and poor time management skills. An investigation on the level of severity of these personal intervening factors was conducted involving 150 construction professionals and 150 construction trade workers, who were purposively selected in Ghana. The personal factors that were found to be prevalent among the construction employees were low self-esteem and poor time management skills. Correlation analysis and regression analysis were used to determine the relationships between the personal intervening factors and demographic factors such as the age, educational levels and marital status of the research participants. The results of the study indicated that the age and marital status of the respondents had no significant relationship with any of the personal intervening factors. Personal factors such as personality trait and relationship with others also had no relation with any of the demographic factors analyzed. The educational level of the respondents, however, had a significant relationship with the factors of self-esteem, productive core beliefs, self-evaluation on performance and time management skills. An independent two-sample T-test was used to compare the means of the factors with significant relations. This study revealed that construction employees who were highly educated had better self-esteem and time management skills than those who were less educated. The findings from this study broaden the view of moderators on influential sources of psychological health conditions of employees.

Psychological Influence Factors Analysis of the New Generation Employees’ Moral Choices from the Perspective of Cognitive Neurology

At present,the academic researches on moral choices focus mainly on the individuals’external behaviors,without fully considering the influences of the individuals’internal psychological factors.Based on the model of complete information static games in the Non-cooperative Game theory,the present research has designed a“Red and Blue Experiment”to explore the psychological influencing factors of the new generation employees’moral choices.The research has conducted psychoanalysis on the new generation employees through experiments and interviews with 118 data sources,and concluded the characteristics in relation to the different stages of psychological processes and moral choices of the experimental population.Through comparative analysis,it is found that:the psychological factors,such as trust,doubt,and guilt will influence the new generation employees’moral choices,guiding them to make choices,such as risk aversion and mutual benefit and win-win,in the process.Additionally,the research has also provided effective scientific evidence for the new generation employees’mental health development and career planning.

Exploring the Effects of Occupational Psychological Disorders on Construction Employees and the Construction Industry

Construction employees could experience occupational psychological disorders, such as workaholism and burnout due to their work, personality characteristics or lifestyle. This study sought to explore the effects of psychological disorders on construction employees and the construction industry. To achieve this aim, both the methods of focus group discussions and survey questionnaire were employed. The focus group discussions revealed 17 potential effects and 12 potential effects of psychological disorders on the construction employees and the construction industry respectively. A quantitative study was then employed to determine the key effects and to test the reliability of the findings from the focus group study. The results revealed that the highly perceived effects of psychological disorders on construction employees were accident-prone, chronic pain, insomnia or sleep disturbances, as these had the highest mean scores. The key effects also identified as perceived effects of construction employees’ psychological health conditions on the construction industry were: absenteeism/sick leave, errors in work, job dissatisfaction and increased medical costs. Exploratory factor analysis was employed, and the 17 effects on construction employees were categorized under behavioural effects and physiological effects. The 12 effects on the construction industry were also categorized under direct costs and indirect costs. The results from this study confirm the need for strategic interventions to mitigate the effects of occupational psychological disorders on construction employees and the construction industry of Ghana and to some extent globally. The exploratory nature of the study using preliminary findings from focus group discussions contributes to the literature on occupational health psychology.

Correlation between psychological resilience and burnout among female employees in a shopping mall in Xi Xian New Area,China:A cross-sectional survey

Objective:The objective of this study is to investigate the correlation between psychological resilience and burnout levels of female employees in a shopping mall.Materials and Methods:A convenience sampling method was used to select 213 female employees of a shopping mall in Xi Xian New District,Shaanxi Province,in October 2020,who were surveyed using general condition questionnaire,Connor-Davidson Resilience Scale,and burnout scale.Results:The psychological resilience score of 213 female employees was 60.52±10.12 and the burnout score was 52.44±10.76.The differences were statistically significant in psychological resilience scores regarding female employees’different age(F=46.715,P=0.000),educational level(F=3.955,P=0.021),and whether they suffered from polycystic ovary syndrome(PCOS)(F=−11.660,P<0.01).The differences in burnout scores were statistically significant among female employees’different age(F=19.805,P<0.01),years of work(F=53.277,P<0.01),and whether they suffered from PCOS(F=16.119,P<0.01).There was a negative correlation between psychological resilience and burnout(r=−0.787,P<0.01).Conclusion:The psychological resilience score of female employees was generally low,and they suffered from a certain level of burnout.The mall managers should take corresponding measures for female employees to improve their psychological resilience level and reduce the degree of burnout.

Voice More and Be Happier: How Employee Voice Influences Psychological Well-Being in the Workplace

The recently recognized core construct of employee voice has been demonstrated to be related to various out-comes.However,to date,the impact of employee voice over time and on important employee well-being has been rarely tested.In the present research,we studied in particular how employee voice behavior is related to psycho-logical well-being.Employing the theory of self-determination,we developed three hypotheses pertinent to this relationship,including the mediating role of authentic self-expression and the moderating role of collectivist orientation.We tested our hypotheses using data from 217 employees in China' Mainland over two time periods.As we hypothesized,we found positive relationships between the employee voice and psychological well-being.Our results also verified that these relationships are fully mediated by authentic self-expression and partially moderated by collectivist orientation.

Effect of Positive Workplace Gossip on Employee Silence: Psychological Safety as Mediator and Promotion-Focused as Moderator

The development of electronic information technology has made workplace gossip more ubiquitous.As a part of interpersonal communication on informal occasions,positive workplace gossip affects individuals’mood,cogni-tion,and behaviors.In light of this and based on the Social Interdependence Theory,the study proposed that positive workplace gossip has a negative effect on employee silence,and psychological safety mediates this rela-tionship.In addition,the promotion-focused moderates the relationship between psychological safety and employee silence.Based on a two-wave sampling design from 311 innovative enterprises employees,the results of Structural Equation Model by AMOS 22.0 and Mplus 7.0 supported all the hypotheses.Results revealed that positive workplace gossip can decrease the employee silence through the mediating role of psychological safety and moderating role of promotion-focused.Thesefindings provided theoretical implications and practical sugges-tions for enterprise managers to create positive communication climate to reduce employee silence.

Effect of Knowledge about Workers' Psychological Contract Imbalance on Organizational Performance

Knowledge-based employees are the inexhaustible motive force for the sustainable development of modern enterprises. Being consistent with the psychological expectation of knowledge-based employees is conducive to stimulating the intrinsic motivation of knowledge-based employees and promoting the innovation performance of enterprises. Based on 175 valid questionnaires,the analysis shows that the knowledge about employees' psychological contract can be divided into two-dimension, transactional or relational dimension. Both of them are independent to each other.The correlation analysis shows that the transactional psychological contract and relational psychological contract have positive correlation with team performance and organization performance.At the same time, the team performance and organization performance have positive correlation. Regression analysis shows that compared with relational psychological contract,transactional psychological contract can promote team performance and organizational performance more effectively. Both two psychological contracts can mediate the organizational performance by virtue of team performance.

Recognition and Appreciation and the Moderating Role of Self-esteem on Job Satisfaction and Performance among IT Employees in Melaka

The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.

The Organizations’Psychological Environment Traits Modification When Adopting an Ethics and Compliance Program

Ethics and compliance programs have a direct linkage to key tenets of employee behaviors.The employee behaviors are building blocks of the organizations’psychological environment traits.They are characterized by role identity,self-awareness,motivation,and misconduct.It is crucial to unravel the diversity of the perspectives of the programs to design an appropriate framework of the relationship between ethics and compliance and organizational psychology.According to Weinstein(2019),“Compliance is a fundamental pillar of any corporate operation and culture,and it should be based upon the principles of transparency,impartiality,responsibility,integrity,professionalism and ethics”.While“Ethics goes beyond what the law requires.It involves doing the right thing and following both the spirit and not just the letter of the law”.The founding facets of effective ethics and compliance are culture,leaders,and risks management.Policies and procedures that integrate these factors reduce the risks of non-compliance.The organization psychological environment aligns with key characteristics of the workplace such as physical setting,culture,and job characteristics.Aspects such as noise,heat,and lighting measures may considerably impact concentration,thus affecting psychological well-being.According to Ruiz-Palomino,Martínez-Cañas,and Fontrodona(2013,p.173),ethical culture directly impacts an individual’s emotional and well-being,which characterizes organizational psychology.Culture and ethics influence perceived corporate support and social exchange,which trigger ethics and compliance.

企业社交媒体使用与员工行为及心理结果间关系的元分析

作为一种内部沟通与协作的工具,企业社交媒体的使用如何影响员工绩效、工作满意度和工作/生活冲突等一直是企业界与学术界关注的焦点,但相关研究并未得到一致的结论。本文采用元分析方法,基于自2006年“企业2.0”的概念被提出到2021年6月间的54篇中英文实证研究文献,探究企业社交媒体使用对员工任务绩效、创新绩效、工作满意度、工作投入、组织承诺、工作/生活冲突及情绪耗竭这些行为与心理结果变量的影响及其中潜在的调节变量。元分析结果显示:(1)企业社交媒体使用与员工的任务绩效和创新绩效分别有中等强度和高度的正相关关系;(2)企业社交媒体使用与员工的工作满意度、工作投入、组织承诺、工作/生活冲突和情绪耗竭有弱正相关关系;(3)员工使用企业社交媒体的目的是调节企业社交媒体的使用与员工个体结果关系的关键变量,社交媒体类型、国家地域文化和员工职位也会对变量间的关系具有不同程度的调节作用。本文结论对调和以往不一致的研究结果、全面认识企业社交媒体使用行为对员工行为和心理结果变量的影响机理、科学制定企业社交媒体管理决策具有重要意义。

顾客授权行为对员工服务主动性的影响和作用机制研究

从资源保存理论视角出发,引入心理可得性和权力需要作为中介和调节变量,通过一项时间滞后的问卷设计和两项基于场景的实验设计,深入探讨了顾客授权行为对员工服务主动性的影响机制和作用边界。研究结论表明:顾客授权行为对员工服务主动性具有显著正向影响;心理可得性在顾客授权行为与员工服务主动性之间起中介作用;权力需要不仅调节顾客授权行为对员工心理可得性的直接作用,还进一步调节顾客授权行为通过员工心理可得性对其服务主动性的间接效应。

员工内部创业对变革抵制的影响和作用机制研究

基于自我拓展理论,依据338名员工的3个时段的调研数据,构建了有关理论模型,探究了员工内部创业中变革抵制的作用机制及其边界条件。研究结果表明:员工内部创业对变革抵制具有显著正向影响;工作心理所有权在员工内部创业与变革抵制之间起中介作用;组织公平感在工作心理所有权与变革抵制之间起到调节作用;组织公平感程度越高,工作心理所有权与变革抵制之间的关系越弱;同时进一步调节了员工内部创业通过工作心理所有权对其变革抵制的中介作用。

企业社会责任与员工情感承诺——基于酒店兼职员工的研究

服务企业尤其是旅游企业中兼职员工已经呈现出常态化与规模化发展,兼职员工逐渐从关注薪酬的经济人向注重自我发展的社会人转变,这一群体日益增长的非经济需求成为企业内部社会责任实践与研究所面对的重要问题。文章以酒店企业兼职员工为研究对象,在501份调查问卷数据基础上,围绕酒店兼职员工感知的企业内部社会责任对其情感承诺的影响作用,同时引入心理契约破裂与工作年限等变量展开实证研究。研究结果表明:酒店企业内部社会责任与兼职员工情感承诺之间存在倒U形关系,心理契约破裂在其间起到中介作用,工作年限正向调节酒店企业内部社会责任与心理契约破裂的正U形关系,拓展了对兼职员工这一特殊群体的研究,揭示了企业内部社会责任与情感承诺之间的作用机制。在此基础上进一步提出了提供良好的内部社会责任环境、关注员工心理变化状态、精细化管理不同细分员工群体等人力资源管理优化措施建议。

电网企业员工心理健康现状调研及影响因素分析

目的:通过调查电网企业员工的心理健康状态,分析员工心理应激的影响因素,为相应的心理干预提供理论依据。方法:通过随机抽样方法抽取2023年3—8月在岗的684名国家电网有限公司员工,采用症状自评量表(SCL-90)和员工工作压力源量表进行问卷调查,采用二元Logistic回归分析对SLC-90评分的相关因素进行分析。结果:684电网员工中,轻度倾向排名前3位的因子分别是抑郁、焦虑、偏执;中度以上倾向排名前3位的因子分别是焦虑情绪倾向、抑郁、躯体化。可能存在负面情绪(焦虑情绪、抑郁情绪)的员工超过50%。684名电网企业员工各来源的工作压力均较大,工作本身压力、技术更新与组织变革压力、角色压力、工作环境和氛围压力平均分均>4分,其中技术更新与组织变革压力平均分最高,为5.02分。女性员工SCL-90中躯体化、抑郁情绪、焦虑情绪因子评分均高于男性员工,差异有统计学意义(P<0.05);吸烟或饮酒员工SCL-90中躯体化、抑郁情绪、焦虑情绪因子评分均高于不吸烟且不饮酒的员工,差异有统计学意义(P<0.05)。Pearson相关分析结果显示,年龄、工作压力源评分与SCL-90中躯体化、抑郁情绪、焦虑情绪因子评分有相关性。非条件多因素Logistic回归分析结果显示,性别、年龄、吸烟饮酒、工作压力源是焦虑情绪、抑郁情绪、躯体化的影响因素(P<0.05)。结论:年龄、性别、吸烟饮酒、工作压力可能会影响电网企业员工的心理健康状态,应加强企业员工日常心理健康管理,提升员工的心理健康水平。

事业单位职工心理压力对主观幸福感的影响——以襄阳市机关行政事业单位为例

文章以350名襄阳市行政事业单位职工为研究对象,采用文献分析法和问卷调查法对他们的心理压力和主观幸福感的现状及相关关系进行研究。并根据调查结果对不同性别、学历、婚姻状况及职业群体等进行针对性的社会心理服务体系设置,为缓解行政事业单位职工心理压力、提高主观幸福感提供依据。

探讨授权理论结合结构式心理干预方式对急性心肌梗死患者应对的影响

目的探讨授权理论结合结构式心理干预方式对急性心肌梗死患者应对的影响。方法选取郑州市第三人民医院2021年3月至2022年12月收治的100例AMI患者,按照不同干预方法分为两组各50例,对照组采取结构式心理干预,观察组在对照组基础之上联合授权理论,对比分析两组干预前后应对方式、不良情绪的变化。结果干预后,两组积极应对评分有所上升,消极应对评分有所下降,且观察组优于对照组(P<0.05)。干预后,两组焦虑评分、抑郁评分有所下降,且观察组低于对照组(P<0.05)。结论对AMI患者采取授权理论结合结构式心理干预,可明显减轻患者不良情绪,改善其应对方式,具有较好的推广价值。

领导授权赋能对基层公务员职业成长的影响研究

公共部门领导者的行为风格对基层工作有着重要影响,如何有效促进基层公务员的职业成长是公共管理实践研究关注的话题。基于压力认知评价理论,构建领导授权赋能与基层公务员职业成长的影响模型,可以对心理契约和行政动力的中介效应及同事资源的调节作用进行有效考察。文章通过对265位基层公务员多时点数据的研究分析,发现领导授权赋能对基层公务员职业成长有显著正向影响,心理契约和行政动力分别在领导授权赋能和基层公务员职业成长之间起中介作用,二者共同发挥链式中介作用。此外,同事资源调节了领导授权赋能对心理契约的影响,在高同事资源支持下,领导授权赋能对心理契约的正向影响更为显著。研究结果解释了领导授权赋能对职业成长的作用机制,可为公共部门促进基层公务员职业成长提供一定的实践参考。

奖赏对员工心理契约的影响——情感承诺的中介作用

采用社会奖赏、心理契约和情感承诺问卷对588名企业员工进行问卷调查,发现社会奖赏水平和员工心理契约呈显著正相关,社会奖赏水平和情感承诺呈显著正相关,情感承诺和心理契约呈显著正相关,情感承诺在社会奖赏水平对心理契约的影响中起部分中介作用。社会奖赏水平不仅直接影响员工的心理契约,也可通过情感承诺对其产生间接地影响。