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Leadership plays an important role in occupational health psychology in explaining worker psychological health. However, to date, there is limited work on how cultural context affects a leader's effectiveness. The purpose of this study is to identify types of leadership that can have beneficial effects on employees' health in the Malaysian context. Further this study examines the mechanism (mediating role of psychosocial safety climate) linking health-centric leadership styles and employees' psychological health. At Time 1, data were collected from the employees of petrochemical and gas processing plants (n = 303, response rate = 61%), and at Time 2 (n = 192, response rate = 48%) completed the questionnaires. Partial Least Squares Structural Equation Modeling (PLS-SEM), using SmartPLS3.0, was used to test the proposed framework. Results confirm a positive association between health-centric leadership styles and psychosocial safety climate. Psychosocial safety climate was negatively related with psychological health. Further, the findings confirm the mediating role of psychosocial safety climate between health-centric leadership styles and psychological health among Malaysian oil and gas employees. The present study fills a gap in the literature by proposing a health-centric leadership framework based on contextual requirements. Additionally, this is the first study that examines psychosocial safety climate as a mediator, thereby fills an important research gap in the existing literature., Author(s): Muhammad Zeeshan Mirza [sup.1] , Mumtaz Ali Memon [sup.2] , Maureen Dollard [sup.3] Author Affiliations: (1) grid.412117.0, 0000 0001 2234 2376, Department of Engineering Management, National University of Sciences [...]

We explore how digital communication relates to worker health and wellbeing within Australian universities prior to COVID-19. To investigate effects of digital communication we sought perspectives of senior Human Resource and wellbeing personnel for semi-structured interviews. Analyses revealed that digital communication creates both negative and positive aspects of work, leading to differing effects and outcomes of health and wellbeing. Themes that emerged included flexibility, collaboration and access to resources, a sense of continual accessibility and connectivity to work, information overload and interpersonal relationships. Depending on how digital communication is managed, we found each aspect has the capacity to be simultaneously positive (i.e., resourceful) or negative (e.g., demanding). Drawing on organisational theory, we propose new ways to conceptualise workplace digital communication and propose practical management approaches. Future research should continue to unpack the relationship between digital communication and work practices, while considering potential management and policy strategies to protect worker health and safety.

The rise in working university students is a global phenomenon with more than half of the student population working while studying at university. Within this trend of dual participation, working students face unique stressors such as work-study conflict and facilitation. Work-study conflict drives students' poor health, whereas work-study facilitation drives positive academic outcomes. In this article, we review and critique several work-study interface models proposed to explain the development and consequences of these stressors. The review uncovers important omissions and limitations of the models, reducing their utility and generalizability. Therefore, we propose a new work-to-study model, which addresses the omissions of the previous models. The work-to-study model builds on the current literature and models and integrates psychosocial safety climate theory, as it relates to the extended job demands-resources model to advance our understanding of the development and consequences of work-study conflict and facilitation.

Occupational Information Network (O*NET) is a comprehensive job analysis repository, developed and periodically updated in the U.S. The study aims to validate O*NET in the Australian context and illustrate the potential to use O*NET as a source of robust occupational research data internationally. We first link O*NET data at the occupational level with individual-level data in the Australian Workplace Barometer (AWB) database containing a sample of 3,829 individuals working in 209 occupations. We then conceptually replicate the primary hypothesized relationships from nine published studies that used O*NET ratings of four job characteristics (job hazards, emotional labour requirements, job autonomy, and task significance) to predict work-related outcomes. Specifically, we selected the same O*NET job descriptors used in the nine studies and linked them to similar but not identical employee outcomes obtained from the AWB database. Multi-level analyses showed that the hypothesized relationships were predominantly supported at the occupational level, demonstrating the criterion validity of the O*NET job characteristic profiles in the Australian context. Overall, our research highlights the potential to use O*NET in research and policy applications on a broader international scale, predicated on obtaining solid validation evidence. [ABSTRACT FROM AUTHOR]

Introduction: Upward mistreatment, despite being under studied, is an influential phenomenon affecting middle managers' well-being and performance. The work environment hypothesis of bullying proposes that an undesirable work context is the main cause of workplace bullying, suggesting the importance of creating an anti-mistreatment climate, that is, psychosocial safety climate (PSC). In this study, we argue that upward bullying and aggression are unsafe behaviors, a "retaliation" by employees resulting from their unsafe work context. Methods: Using a large-scale multisource sample collected from 123 organizations, 6,658 middle managers and 34,953 employees, we examined the relationship between collective PSC, individual-perceived PSC and middle managers' experience of upward mistreatment. Results: Single-level and multi-level modeling results suggested that PSC is an important element in reducing the likelihood of upward bullying and aggression, in turn, protecting managers' well-being. More importantly, upward bullying is a way that employees act out when there is an undesirable working context. Discussion: Future research on workplace mistreatment should examine PSC and upward mistreatment. Interventions provided should focus on improving PSC which could in turn preventing upward mistreatment, thereby improving psychosocial safety for both employees and middle managers to prevent negative actions. [ABSTRACT FROM AUTHOR]