Search results

The current study is an examination of the effects of psychosocial safety climate on work engagement, organisational commitment and to mediate job resources in Malaysian research universities (RUs) during pandemic.

The population of this study consisted of full-time lecturers who work in Malaysian RUs at least a year. A sampling technique was used to select the respondents for this study. A total of 1,000 questionnaires were administered to respondents from 5 Malaysian RUs with 484 usable questionnaires were returned, giving a response rate of 48.4%.

The present study’s objective is to examine psychosocial safety climate’s (PSC) effect, job resources on work engagement and organizational commitment. The study also aims to test the mediating roles of job resources on PSC’s relationship, work engagement and organizational commitment. It is interesting to note that the relationship between PSC and work engagement was not significant.

Although the present study had contributed to the existing literature, the present study’s result cannot be generalized. Suggestions for future research include an attempt to conduct a study over three-time points that looks at both the employee’s perspective, managerial perspective and organizational perspective within the workplace. All correlation and cross-sectional studies identified the need for a comprehensive three-wave study to examine the model’s longitudinal effects accurately.

The finding shown that university is suggested to apply higher PSC to allow their management discover more ways to increase the adequate job resources to support lecturers in RUs and in improving their work engagement and organizational commitment.

The integration of PSC in academicians of Malaysian RUs provides a novel perspective.

This study aims to investigate the influence of psychosocial safety climate (PSC) on work engagement, job satisfaction and the mediating role of job demands among young academics in Malaysian research universities.

The study participants consisted of 177 full-time lecturers employed by Malaysian research universities for at least one year. Respondents were selected using a purposive sampling technique.

The findings reveal the significance of PSC in fostering work engagement and job satisfaction by mitigating the impact of job demands. However, the finding indicates that the relationship between job demands and work engagement was not statistically significant.

The necessity for a thorough three-wave research to precisely analyze the model’s longitudinal impacts was discovered in all correlation and cross-sectional studies.

The results indicate that the university should focus on job design and PSC support to enable university management to investigate further avenues for minimizing the impact of job demands to support academicians in RUs and enhance their job satisfaction. The results also indicated that young academicians’ work engagement might be improved by appropriate job demands.

To the best of the authors’ knowledge, this is the first study to examine these relationships among young academic staff in Malaysian universities. This paper offers recommendations to university policymakers on enhancing PSC, work engagement and job satisfaction among young academicians. It highlights the mediating role of job demands in Malaysian research universities.