Journal of occupational health psychology
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J Occup Health Psychol · Oct 2006
Review Meta AnalysisThe relationship between safety climate and safety performance: a meta-analytic review.
The current study used meta-analysis to examine the criterion-related validity of the relationships between safety climate, safety performance (participation and compliance), and occupational accidents and injuries. Support was found for the study's hypotheses linking organizational safety climate to employee safety compliance and participation, with the latter demonstrating the stronger relationship; however, the subsequent links to accident involvement were found to be weak, suggesting limited support for a fully mediated model. The relationship between safety climate and accident involvement was found to be moderated by the study design, such that only prospective designs, in which accidents were measured following the measurement of safety climate, demonstrated validity generalization. The implications of the findings and suggestions for further research are discussed.
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J Occup Health Psychol · Oct 2006
Overload, autonomy, and burnout as predictors of physicians' quality of care.
A model in which perceived overload and burnout mediated the relations of workload and autonomy with physicians' quality of care to their patients was examined. The study was based on data from 890 specialists representing six medical specialties. ⋯ Workload (number of work hours) indirectly predicted quality of care through perceived overload. Additionally, the authors found that the paths from the first order factors of emotional exhaustion, physical fatigue, and cognitive weariness predicted quality of care negatively, positively, and nonsignificantly, respectively.
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J Occup Health Psychol · Oct 2006
The work-family interface and job performance: moderating effects of conscientiousness and perceived organizational support.
Based on conservation of resources (COR) theory, the authors hypothesized that two aspects of the work-family interface--family-to-work conflict (FWC) and family-to-work enrichment (FWE)--are related to job performance. The authors also hypothesized that two variables moderate those relationships--individual differences in conscientiousness and aspects of the work environment in terms of perceived organizational support (POS). Data collected from a matched set of 136 private sector workers and their respective supervisors revealed that high FWC was more strongly related to lower job performance: (1) among high- than low-conscientiousness workers and (2) among workers reporting low rather than high levels of organizational support. However, FWE was unrelated to job performance.