BACKGROUND: Psychological conditions are experiences of the conscious and unconscious elements of the work context, which revolve around workers' perceptions of feeling either engaged or disengaged with the assigned tasks. In the psychosocial work environment of hazardous industries like petrochemicals where production lasts twenty-four hours a day and continues seven-days-a-week, a psychologically available worker is extremely important. Psychological availability refers to when workers who are physically, emotionally and psychologically engaged at the moment of performing tasks. OBJECTIVE:The broad objective of this study was to investigate the direct and indirect effects of behavioral factors on the psychological and physiological health of workers. METHODS: The latest, second generation technique, which is structural equation modeling, is used to identify the relationships between behavioral antecedents and health outcomes. A total of 277 technical workers participated, aged between 20 and 49 and were healthy in all aspects. RESULTS:The study results showed quantitative demands, emotional demands, work-family conflict, and job insecurity were significantly associated with both psychological (stress) and physiological (Body Mass Index) factors. The social support of colleagues produced mixed findings with direct and indirect paths. Stress also significantly mediates the psychosocial factors and burnout of the workers. CONCLUSION:The study concluded that workers were physically available, but they experienced distractions as members of social systems, affecting their physiological and psychological health.
Psychosocial hazards present in workplaces are being actively investigated by researchers from multiple domains. More research and resources are required to investigate the debilitating consequences of these hazards in the developing and underdeveloped countries where this issue remains one of grave concern. This study aims at investigating the psychometric properties of Malaysian version of Copenhagen Psychosocial Questionnaire for reliability and validity purpose. The Malaysian version of COPSOQ is a multidimensional questionnaire; it comprises of 7 major formative constructs and 28 variables with an additional inclusion of two variables which are organizational loyalty and physiological health biomarkers (blood pressure and body mass index) that explicate a reflective construct which has 93 items all catering to assess psychosocial determinants present in workplace environments. Each formative second-order construct is further categorized into different reflective first-order constructs. The focus of this study was only on first-order reflective constructs. Probability sampling was used for data collection from 300 respondents working in industries with a response rate of 100%; structural equation modeling technique was applied for data analysis. All psychometric analysis performed on reflective constructs gave reliable results which demonstrate the validity of Bahasa Melayu (BM-COPSOQ) and its comprehensiveness of including relevant dimensions particularly in context to Asian region. The BM-COPSOQ will fill up the knowledge gap and provide a bridge between researchers, work professionals and practitioners, and many other workplaces for the best understanding of psychosocial work environment.
Corporate scandals, environmental damages, and employment conditions have highlighted the importance of corporate social responsibility (CSR). However, little is known about (1) the simultaneous effects of board and top management team (TMT) gender diversity on CSR, (2) the mediating role of CSR between leadership (board/TM) gender diversity and organizational outcomes, and (3) the above-noted effects vary between large versus small organizations. Drawn from social role theory, we test our hypotheses using multisource time-lagged data from 248 organizations. The results indicate that both board and TMT gender diversity are positively associated with CSR. Moreover, CSR had a positive effect on both perceived organizational performance and employee productivity, with CSR also mediating the relationship between board gender diversity and perceived organizational performance. The findings also show the moderating effect of organization size on the CSR–organizational outcomes relationship. Our results refine (differential effects of gender diversity on CSR depending on the role), extend (some unprecedented effects were found for perceived organizational performance and employee productivity), and qualify (effects were significant for large organizations) social role theory. Our research addresses the above-noted knowledge gaps and informs the contextual leadership gender diversity practice for improved CSR and organizational outcomes. JEL Classification: M12, M14
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