Tianchang Ji

Psychosocial safety climate (PSC) is defined as the corporate climate in relation to employees’ perceptions of organizational policies, procedures, and practices for the protection of employee psychosocial safety and well-being. The present study was based on the Demand-Induced Strain Compensation (DISC) Model and proposed that the interplay between identical job demands and resources would be conditioned by PSC. Particularly, high levels of PSC would enable employees to optimally perceive and utilize more job resources in dealing with corresponding job demands. A study was conducted among 406 Chinese workers from various occupational sectors. The findings of hierarchical regression analyses suggested that PSC a) mitigates the negative relation between emotional resources and exhaustion, b) enhances the positive relation between emotional resources and work engagement, and c) mitigates the negative relation between emotional demands and work engagement. We also found that PSC is a compensatory factor for low cognitive resources and demands encouraging high work engagement. Although we did not find the proposed three-way interactions, the present findings support the idea that high PSC is a fundamental contextual factor conducive to workers’ health and well-being, especially in perceiving and obtaining emotional resources.

The present study investigated the role of job/home resources in the relation between job/home demands and exhaustion, job satisfaction, work-home interference, and home-work interference during the COVID-19 pandemic. We explored the prevalence of job/home demands and resources during the COVID-19 pandemic, and examined whether working at different locations (i.e., working from home or at the office) affects how both job/home demands and resources are associated with employees’ health and well-being. An online cross-sectional survey study using self-report questionnaires was carried out among the networks of the International Commission on Occupational Health (ICOH) association (N=153). The findings of this study illustrated that (1) cognitive job demands/resources and emotional home demands/resources were crucial in predicting employee health and well-being; (2) a conceptual match was detected between corresponding demands and resources; (3) subgroup analysis showed that employees were not heavily affected by the different working locations during the pandemic. In conclusion, this study confirms the positive role of job/home resources. We suggest that cultivating specific job/home resources and establishing an appropriate match between specific job/home resources and corresponding job/home demands is necessary to ensure employees’ health and well-being in times of a pandemic.

Although the concept of employee sustainable performance has received considerable attention in the practitioner literature, academic research still lacks a clear conceptualization and empirical operationalization of this concept. Defining employee sustainable performance as a regulatory process in which an individual worker enduringly and efficiently achieves particular desired work goals while maintaining a satisfactory level of well-being, this paper describes a corresponding instrument called E-SuPer, and examines its psychometric properties. The E-SuPer instrument was tested and cross-validated using two cross-sectional survey studies (n = 153 and n = 160), focusing on factorial validity, internal consistency, and discriminant and concurrent validity. Psychometric findings across the two samples revealed that the E-SuPer instrument consists of one general factor of ten items with good internal consistency. Discriminant validity and concurrent validity with other relevant constructs (task performance, counterproductive work behavior, and employee vitality) were also confirmed, showing promising results. Finally, theoretical and practical implications, as well as suggestions for future research, are outlined.