Psychosocial Safety Climate as a Factor in Organisational Resilience: Implications for Worker Psychological Health, Resilience, and Engagement

Taylor, C. S.; Dollard, Maureen F.; Clark, Angela; Dormann, Christian; Bakker, Arnold B.

doi:10.1007/978-3-030-20319-1_8

Cited by 24 publications

(22 citation statements)

References 67 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…While a pandemic of this nature is rare, we can anticipate increasing periods of disruption due to COVID‐19 flare‐ups and additionally, for example, in response to climate‐induced events (e.g., recent Australian Fires, UK Flooding), which are predicted to occur more frequently (Banholzer, Kossin, & Donner, 2014). Although we know a lot about individual resilience, we know relatively little about organizational resilience, especially in the context of well‐being and performance (Taylor, Dollard, Clark, Dormann, & Bakker, 2019; Fasey, Sarkar, Wagstaff & Johnston, under review) and the ingredients such as the structures, processes, culture, and leadership that are essential for developing organizational resilience.…”

Section: Research Priority Domainsmentioning

confidence: 99%

Research priorities for the COVID‐19 pandemic and beyond: A call to action for psychological science

O’Connor

Aggleton

Chakrabarti

et al. 2020

British J of Psychology

170

View full text Add to dashboard Cite

show abstract

Section: Research Priority Domainsmentioning

confidence: 99%

Research priorities for the COVID‐19 pandemic and beyond: A call to action for psychological science

O’Connor

Aggleton

Chakrabarti

et al. 2020

British J of Psychology

170

View full text Add to dashboard Cite

show abstract

“…However, although the results of the regression analyses demonstrated that both job resources and credence in the organization's ability to respond to change were the independent variables most strongly related to work engagement and job satisfaction, the results do not provide any information with regard to the possible interplay of these relations. In line with the notion supported by recent research (e.g., Taylor et al, 2019), job resources (influence at work and social community at work) were inserted as the mediating variables of the association between employees' credence in the organization's ability to respond to change (independent variable) and well-being (dependent variables: work engagement and job satisfaction).…”

Section: Mediation Analysesmentioning

confidence: 94%

“…However, research has also attended to organizational resilience, related to the strength of the organization, its ability to recover, and/or its capacity to find innovative solutions to contextual challenges (Linnenluecke, 2015;Mallak and Yildiz, 2016). Furthermore, in the context of occupational health and well-being from an organizational perspective, recent research suggests that organizational resilience is an upstream factor that has an indirect, positive relationship to individual resilience and work engagement through job resources (Taylor et al, 2019).…”

Section: Credence In the Organization's Ability To Respond To Changementioning

confidence: 99%

Credence in the Organization’s Ability to Respond to Change – Implications on Work Engagement and Job Satisfaction in the Church of Sweden

et al. 2020

View full text Add to dashboard Cite

As part of society, religious organizations are exposed to contextual conditions and challenges. However, adapting to external conditions is an act of balance since too much compromising may risk having a negative effect on employees' perception of organizational authenticity and, in turn, employees' well-being and attitudes toward work. In this study, we examined how specific characteristics of the work, in terms of job demands (role conflict and emotional demands) and job resources (influence at work and social community at work), as well as employees' credence in the organization's ability to respond to change, relate to employee well-being within the Church of Sweden. In total 2,112 employees (58% participation rate) answered a web-based survey. The results of regression analyses showed that job resources and credence in the organization's ability to respond to change provided a clear contribution to the explanation of variance in work engagement and, especially, job satisfaction. However, the contribution of job demands was less clear. Moreover, to further the understanding of the association between employees' credence in the organization's ability to respond to change and employee well-being, the mediating effect of job resources was tested. The results showed that the association between credence and well-being is in part mediated by job resources. In sum, the study demonstrate that employees' credence in the organization's ability to respond to change is important to consider for understanding employee well-being within religious organizations. In conclusion, our study suggest that organizations that are built up on strong values and institutionalized beliefs, such as religious and faith-based organizations, need to tread carefully in the process of adapting to conformal pressure for change. This, since the actions and choices of the organization are important for employees' credence in the organization and, in turn, employee well-being. Implications and recommendations for future research are discussed.

show abstract

“…Individual resilience factors are linked to good intellectual functioning (particularly to deal with trauma by having the ability to trigger a psychological coping strategy to solve problems), relational skills such as empathy, self-confidence that often induces self-esteem, a positive vision from a strong belief system and a good use of psychological defense mechanisms: denial, cleavage, sublimation, intellectualization and avoidance, minimization…). Positive emotions using humor, relaxation techniques and optimistic thinking are also an important element of resilience (Taylor et al 2019;Tugade & Fredrickson, 2004).…”

Section: Individual Factorsmentioning

confidence: 99%

“…However, the adaptive capacity of the organization depends mainly on the adaptive capacity of its employees. Therefore, promoting resilience is fundamental to enable individuals to cope with the current context of organizations (Taylor et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Individual Resilience in the Organization in the Face of Crisis: Study of the Concept in the Context of COVID-19

Mokline¹,

Abdallah

2021

Glob J Flex Syst Manag

View full text Add to dashboard Cite

In the context of a health crisis of unprecedented magnitude that we have experienced such as COVID-19 we join the efforts of practitioners and researchers to answer the question: ‘What is the organizational context that promotes individual adaptation in a context of adversity?’. Specifically, our research aims to explore organizational practices that promote individual resilience in a COVID-19 crisis situation and in a Tunisian context. Therefore, we believe that the paradigm (resilience in the face of the COVID-19 crisis) and the context (Tunisian) both constitute the originality of our article. Our research contribution consists in demonstrating that the company has a managerial need to strengthen the psychological protective factors of its employees, which will promote their individual resilience in the organization. This necessarily leads it to develop the individual’s defense mechanisms against trauma, psychological reconstruction and post-resilience learning. This modeling of resilience allowed us to observe and recognize it in sixteen Tunisian companies by using a qualitative study based on sixteen semi-structured interviews analyzed by the ‘Nvivo 12’ software in order to explore the functioning of individual resilience in a real organizational context.

show abstract

Psychosocial Safety Climate as a Factor in Organisational Resilience: Implications for Worker Psychological Health, Resilience, and Engagement

Cited by 24 publications

References 67 publications

Research priorities for the COVID‐19 pandemic and beyond: A call to action for psychological science

Research priorities for the COVID‐19 pandemic and beyond: A call to action for psychological science

Credence in the Organization’s Ability to Respond to Change – Implications on Work Engagement and Job Satisfaction in the Church of Sweden

Individual Resilience in the Organization in the Face of Crisis: Study of the Concept in the Context of COVID-19

Contact Info

Product

Resources

About