This study explored the relationship between occupational health risk perception and job satisfaction. Based on the job demand-resources model and resource conservation theory, eight hypotheses were proposed in this study. In a survey of 237 production line workers and managers, we found that perceived occupational health risks significantly negatively affected job satisfaction. Both work stress and organizational commitment mediate the relationships between perceived occupational health risks and job satisfaction. We also examined whether safety culture could weaken the negative impact of perceived occupational health risks on job satisfaction. However, the results of our study did not support this hypothesis. This study not only helped managers to realize the hazards of occupational health risks, but also encouraged employees to actively participate in safety construction and pay attention to their own health. In addition, we also put forward some targeted intervention measures to reduce the negative impact of perceived occupational health risks on job satisfaction. Therefore, this study had certain practical implications.
The relationship between employee mental health and job performance has been one of the key concerns in workplace. However, extant studies suffer from incomplete results due to their focus on developed economies’ contexts and the unclear path of employee mental health’s impact on performance. In this paper, we investigate the mechanism of employee mental health influencing job performance. We use the data of Chinese firms to test these hypotheses. Drawing on a sample of 239 firms from China, we find that employee mental health positively impacts job performance, and such relationship is mediated by innovative behavior and work engagement. The findings not only enrich the discipline’s knowledge on mental health in an emerging economy setting but also extend the implications of mental health, innovative behavior, and work engagement to job performance.
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