Psychosocial safety climate as resource passageways to alleviate work-family conflict

Abstract

Purpose The purpose of this paper is to examine a multidimensional mediating model of psychosocial safety climate (PSC) and work-family interference. More precisely, it tests the direct and indirect effects of PSC on work-family conflict (WFC)/family-work conflict (FWC)-time and WFC/FWC-strain via family-supportive supervisor behavior (FSSB). Design/methodology/approach The structural equation method was used to test the direct effect of PSC on WFC/FWC time and strain. As for the mediation effects, they were tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Findings The results show that PSC is negatively and directly related to WFC-time, FWC-time, WFC-strain and FWC-strain. In addition, the bootstrap analyses indicate that PSC is related indirectly to WFC-time, FWC-time, WFC-strain and FWC-strain via FSSB. Practical implications WFC is a workplace issue that warrants intervention in order to reduce organizational costs and increase worker well-being and PSC should be considered as an appropriate target for intervention (Dollard et al., 2012). However, although this management tool can be useful to reduce FWC, it is more appropriate to decrease WFC. Employers and HR managers not only should understand from the findings the importance of PSC, but also that all employees do not have the same problems, depending on the level of responsibilities at home, for example. Hence, they should offer the appropriate resources according to the need of workers. Indeed, the implementation of a unique work-family measure may not be appropriate for all workers, and it is important that employers and HR managers understand the details of WFC and FWC, as well as the possible effects of a series of different variables, in order to design the best work-family programs. Originality/value This research examined the effects of two new and specific resources at work, which are PSC and FSSB on WFC and FWC (time and strain), as recommended by Kossek et al. (2011). In addition, this study tested a new multidimensional mediating model which examined the mediation role of FSSB between PSC and time- and strain-based WFC and FWC. To the authors’ knowledge, this is the first study to examine these relations. Moreover, the test of the concepts of PSC in this study provides a support for the theory of conservation of resources and proposes an extension of this theory.

Psychosocial Safety Climate of Employees During the COVID-19 Pandemic in Iran: A Policy Analysis

“…Mansour and Trembly 40 showed that PSC is related directly and negatively to conflict between the work and family. Dormann et al 41 indicated that lower levels of PSC among workers and employees increase psychosocial risk for the development of depression.…”

L’ autoformation à l’harmonisation travail-vie personnelle : une action concertée des personnes en emploi, des employeurs et des syndicats

“…Les conséquences de ces conflits, notamment en lien avec l'insatisfaction dans la vie conjugale et familiale et les loisirs, ainsi qu'en lien avec l'épuisement, l'anxiété, la dépression, le stress et les troubles du sommeil, sont bien documentées (Davis et al, 2017;Kossek et al, 2011;Mansour et Mohanna, 2018). Sur le plan organisationnel, les répercussions concernent surtout la dégradation du climat de travail, la diminution du rendement, de la motivation et de l'implication et une augmentation des accidents du travail, des maladies professionnelles et des invalidités au travail (Bergs et al, 2018;Duxbury et Higgins, 2012;Mansour et Tremblay, 2018;McCutcheon et Morrison, 2017). Le conflit travail-vie personnelle peut nuire également à la qualité des services, particulièrement dans le secteur hôtelier où elle est un avantage concurrentiel (Mansour et Mohanna, 2018).…”

“…Maintes études ont démontré les conséquences néfastes du conflit travail-vie personnelle sur les individus (Davis et al, 2017; Institut de la statistique du Québec, 2016;Mihelic et Tekavcic, 2014;Molino et al, 2013), sur les familles (Hoffman, et al, 2017; Institut de la statistique du Québec, 2016), sur les milieux de travail (Mansour et Tremblay, 2018;Schieman et al, 2018) ainsi que sur le système de santé (Baur et al, 2018;Bergs et al, 2018). Ces constats préoccupants incitent les acteurs du monde du travail (personnes en emploi, employeurs, syndicats) à chercher des solutions au conflit travail-vie personnelle.…”

“…Compte tenu des constats de la recension des écrits de Létourneau, Chrétien et Lécine (2012), des outils d'autoformation sont apparus comme une forme pratique et économique pour intervenir sur l'individu (prévention tertiaire) et sur l'organisation (prévention secondaire et tertiaire). Ces actions en synergie pourraient diminuer le conflit travail-vie personnelle et augmenter l'enrichissement travail-vie personnelle (Heskiau, 2018;Kossek et al 2011;Mansour et Tremblay, 2018;Morganson, Litano et O'Neill, 2014). Les données recueillies à ce jour sur l'évaluation de la formation à l'HTVP sont encourageantes (Ascentia, 2005;Cahan et al, 2010;Doherty et Mandredi, 2006;Dutta et al, 2011;Hammer et al, 2011;Liossis et al, 2009;Molino et al, 2013;Wales, 2003).…”

Psychosocial Safety Climate and Occupational Health

“…In my organization, the prevention of stress involves all levels of the organization a a Items included in the short PSC-4 scale (with permission, Hall et al 2010) 2012), confusion remains among the researchers. This can be seen from a constant need to explain and compare how PSC is distinct and even precedes some of the psychological safety-related concepts for nearly a decade (Mansour and Tremblay 2018;Huyghebaert et al 2018a). Although these constructs, safety climate, organizational support, and team psychological safety are very similar to PSC, even sharing some characteristics, they are theoretically and empirically distinct from each other.…”