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Article
Publication date: 12 September 2016

Babette Bronkhorst and Brenda Vermeeren

The purpose of this paper is to investigate the relationship between organizational safety climate and organizational health performance outcomes (i.e. absenteeism, presenteeism…

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Abstract

Purpose

The purpose of this paper is to investigate the relationship between organizational safety climate and organizational health performance outcomes (i.e. absenteeism, presenteeism, health care utilization) mediated by individual worker health. The authors used three pathways to examine this relationship: a physical pathway starting with physical safety climate and mediated by musculoskeletal disorders (MSDs), a psychosocial pathway starting with psychosocial safety climate and mediated by emotional exhaustion, and a combined pathway starting with psychosocial safety climate and mediated by both MSDs and emotional exhaustion.

Design/methodology/approach

Three mediational multilevel analyses were conducted using a sample of 8,761 employees working in 177 health care organizations.

Findings

Although the findings did not support the hypothesized physical pathway, they showed that the psychosocial pathway worked satisfactorily for two of the three health performance outcomes (absenteeism and presenteeism). The combined physical and psychosocial pathway explained differences in the third outcome: health care utilization.

Originality/value

This is one of the few studies to include both physical and psychosocial pathways that lead to employee health and organizational performance. The results underscore the importance of paying attention to psychological health and safety in the health care workplace. Not only for the psychological health of employees, but also to improve their physical health and subsequent organizational health performance.

Details

International Journal of Workplace Health Management, vol. 9 no. 3
Type: Research Article
ISSN: 1753-8351

Keywords

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Article
Publication date: 27 May 2014

Lars G. Tummers and Babette A.C. Bronkhorst

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange…

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Abstract

Purpose

The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange (LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). The authors hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment.

Design/methodology/approach

The authors hypothesize that a good relationship with your supervisor (high LMX) diminishes work pressure, which in turn reduces work-family interference. Furthermore, the authors expect that a good relationship with your supervisor positively relates to the meaningfulness of work, as you could get more interesting work and more understanding of your role within the organization. In turn, this will increase work-family facilitation. These hypotheses are tested using a nation-wide survey among Dutch healthcare professionals.

Findings

Findings of structural equation modeling (SEM) indeed indicate that high-quality LMX is negatively related to work-family interference, and that this is mediated by work pressure (53 percent explained variance). Furthermore, the authors found that a good relationship with your supervisor is positively related to meaningfulness of work, which in turn positively correlates to work-family facilitation (16 percent explained variance).

Originality/value

The added value of the paper lies in introducing two mediators – work pressure and meaningful work – which worked adequately both theoretically and empirically, instead of the sometimes problematic mediators empowerment and stress; a focus on healthcare professionals; and using sophisticated techniques to test the model (SEM with bootstrapping).

Details

Personnel Review, vol. 43 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Available. Open Access. Open Access
Article
Publication date: 3 June 2021

Phuong Anh Tran, Sadia Mansoor and Muhammad Ali

Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job satisfaction…

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Abstract

Purpose

Derived from leader–member exchange theory, this study hypothesises the relationships between work–family related managerial support and affective commitment and job satisfaction, and advocates that these relationships are mediated by work–family conflict.

Design/methodology/approach

The model was tested in an Australian manufacturing organisation using survey data from employees, using structural equation modelling in Analysis of Moment Structures (AMOS).

Findings

The findings suggest that enhanced work–family related managerial support will decrease work–family conflict, eventually enhancing employees' affective commitment and job satisfaction.

Originality/value

This study provides important insights into the impact of managerial support on improvements in employees' work–family conflict, and, in turn, its impact on affective commitment and job satisfaction, in the Australian context.

研究目的

源自領導者-成員交換理論,本研究就與工作、家庭有關的管理支援與情感承諾和工作滿足感之間的關係提出假設,並主張工作家庭衝突是引發這些關係的媒介。

研究設計/方法/理念

有關的模型使用來自員工的調查數據,並使用AMOS內的結構方程式模式,在澳洲一個製造業組織內被測試。

研究結果

研究結果暗示、若加強與工作家庭有關的管理支援,則工作家庭衝突便會減少,而這最後將會增加員工的情感承諾和工作滿足感。

研究的原創性/價值

本研究提出了重要的見解,使我們更了解在澳洲的背景下,管理支援對改善僱員工作家庭衝突之作用,進而更明白管理支援對情感承諾和工作滿足感的影響。

Details

European Journal of Management and Business Economics, vol. 32 no. 1
Type: Research Article
ISSN: 2444-8451

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