The demand-control/support model of work stress was tested in a sample of 419 correctional officers. The results suggest a link between certain work characteristics (high demands, low control, and low support) and strain symptoms (e.g., psychological distress, job dissatisfaction) as well as with negative affectivity (NA). On the other hand, other job characteristics (high demands and high control) were associated with positive behavioral outcomes (seeking feedback, looking at work as a challenge). Workers in high-isolation strain jobs with the greatest work exposure showed higher levels of strain and NA than workers with less experience working in the same job. Results suggest that work experience may affect long-term personality evolution. It is concluded that studies that control for the nuisance aspects of trait NA may underestimate the impact of the work environment on strain.

The aim of the study was to test the main and interactive eVects of the key dimensions of the demand-control-support model in predicting levels of strain (speci cally emotional exhaustion, depersonalization and job dissatisfaction) and feelings of productivity and competency (personal accomplishment) in a multioccupational sample of human service workers (N = 813). Controlling for demographics, negative aVectivity (NA), and quadratic terms, structural equation analyses showed some support for the additive iso-strain hypothesis: jobs combining high demands, low control and low support produced the lowest levels of satisfaction in workers. High demands and low supports only were associated with high depersonalization, and high emotional exhaustion. Support was also found for the additive active learning hypotheses: jobs combining high demands and high control produced the highest levels of personal accomplishment. The study supports job redesign interventions for improving worker well-being and productivity.

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Psychosocial safety climate (PSC) is a facet-specific organizational climate that relates to employee psychological safety and health. Since the proposal of PSC over 10 years ago, PSC has received significant attention from researchers interested in the effect of the meso-level organizational context and its relationship with occupational health and safety. The theory of PSC is an emergent phenomenon which proposes that organizations differ in terms of their prioritization of psychological aspects of individual's well-being over productivity imperatives. Empirical evidence relating to PSC theory has largely supported the notion that PSC is a lead indicator of workplace psychological health and safety, largely through its influence on the job design and socio-relational aspects of the work environment. To date, more than 62 research outputs, including books, journal articles, book chapters, and industry reports, have been published in relation to PSC theory and its negative relationship with occupational health issues using qualitative, quantitative, and meta-analytic research designs. However despite substantial evidence outlining the preeminent role of PSC as a predictor of psychosocial workplace factors, several questions remain to be answered. This chapter summarizes the propositions of PSC theory and empirical evidence relating to PSC to date. It provides an overview about what is known in the PSC literature and suggests further areas for exploration to expand on our understanding of the influence of meso-level PSC measured at the organizational and group level as a cause of the workplace conditions that affect workplace psychological health.