Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement

By Maureen Dollard, Arnold B. Bakker. 2010

906 citations recorded by the source corpus.

Subfields: General Health Professions, Radiological and Ultrasound Technology

View Paper: https://www.semanticscholar.org/paper/a1e2f75bcf09a9653f55d289b89281a41dd495b2

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In General Health Professions

In Radiological and Ultrasound Technology

Citations in the corpus

Psychosocial safety climate as a moderator of the moderators: Contextualizing JDR models and emotional demands effects (2018, background): “This study aimed to examine how a facet-specific aspect of organizational climate, namely psychosocial safety climate (PSC; Dollard & Bakker, 2010), interrelates with job demands to affect psychological health (i.e., emotional exhaustion and somatic symptoms).”
Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context (2012, background): “More recently, Dollard and Bakker (2010) constructed a model of workplace psychosocial safety climate (PSC) to explain the origins of job demands– resources (JD–R), worker psychological health and employee engagement in a sample of Australian education workers.”
Challenging the Universality of Job Resources: Why, When, and For Whom Are They Beneficial? (2019, neutral): “Cherns, 1987; Clegg, 2000; Dollard & Bakker, 2010; Van de Voorde & Boxall, 2014; Ogbonnaya et al., 2017.”
Interplay between performance measurement and management, employee engagement and performance (2017, background): “Furthermore, factors such as a clear sense of purpose, autonomy, a supportive learning environment and psychological safety enhance engagement levels of employees (Saks, 2006; Cartwright and Holmes, 2006; Garvin et al, 2008; Dollard and Bakker, 2010).”
A Conservation of Resources Perspective on Negative Affect and Innovative Work Behaviour: the Role of Affect Activation and Mindfulness (2016, neutral): “COR theory suggests that all individuals have a tendency to retain and accumulate valuable resources, which, in the organizational context, may include work conditions, job rewards, social support, employment opportunities, and personal energy (Dollard and Bakker 2010; Hobfoll 1989).”
Multiple levels in job demands-resources theory: implications for employee well-being and performance (2018, neutral): “PSC refers to shared perceptions of organizational policies, practices, and procedures for the protection of worker psychological health and safety (Dollard & Bakker, 2010).”
Depression in the workplace: An economic cost analysis of depression-related productivity loss attributable to job strain and bullying (2013, background): “Management values are reflected in organizational policies, practices and procedures that are implemented to protect worker psychological health and safety (Dollard & Bakker, 2010).”
The Job Demands-Resources model: challenges for future research (2011, background): “Finally, Dollard and Bakker (2010) constructed a model of workplace psychosocial safety climate (PSC) to explain the origins of job demands and resources, worker psychological health, and employee engagement.”
Process evaluation for organizational stress and well-being interventions: Implications for theory, method, and practice. (2014, background): “Notable exceptions are the work by Dollard et al. on psychosocial safety climate (PSC) (Dollard & Bakker, 2009; Dollard & Karasek, 2010) and enabling work environments (Karanika-Murray, under review).”
The role of climate: implications for service employee engagement and customer service performance (2017, background): “6Previous researchers have tr ated “climate” variables as a resource or demand, testing it at the individual (Schmitz and Ganesan 2014) or group (Dollard and Bakker 2010) level.”
Antecedents to Employee Engagement (2011, background): “Supportive, emotionally positive workplace climates (Dollard & Bakker, 2010) have been operationalized to include the perception of supportive management, role clarity for in-role tasks, ability to contribute to organizational success, recognition, ability to self-express, and appropriate levels of…”
Work engagement: Further reflections on the state of play (2011, positive): “That is, do employees perceive that senior management set employee workloads that are realistic and challenging? Do employees perceive that senior management actively facilitate a sense of collaboration and community across the organization? We hypothesize that climate for engagement (measured at th”
Job Demands–Resources Theory: Taking Stock and Looking Forward (2017, background): “Dollard and Bakker (2010) showed how a higher, organizational level construct—workplace psychosocial safety climate—ex-plained the origins of job demands and resources, worker psychological health, and employee engagement as lower level constructs.”