Psychosocial Safety Climate Global Observatory, University of South Australia, Adelaide, Australia.
Centre for Work, Organisation and Wellbeing, Griffith University, Nathan, Australia.
J Occup Health. 2024 Jan 4;66(1). doi: 10.1093/joccuh/uiae051.
Translating research into practice is often a goal for evidence-based organizational researchers to help improve workplace conditions and worker well-being. Improving worker well-being can be achieved by using empirical evidence to inform organizational interventions. However, despite the well-established intervention literature, practitioners appear not to appreciate fully how research findings can inform real-world practice. Using our understanding about workplace safety and health issues, we proposed that employers themselves could undertake interventions that focus on building psychosocial safety climate (PSC), an essential organizational climate that protects and promotes the psychological well-being of workers.
Here we present 2 case studies to illustrate strategies that improve psychosocial safety and to increase our understanding about how interventions help improve PSC over time. Case Study 1 was conducted in an Australian public organization and Case Study 2 was in an international private organization. We collected survey data using the PSC-12 scale, to assess the level of PSC of the organization before and after the intervention, and details of the intervention and other initiatives for promoting employees' psychological health.
Our evaluation supported the proposition that interventions that combine organizational-level and individual-level (and the interface between the two) approaches with a focus on the core elements of PSC (such as commitment, priority, communication, and participation) improve an organization's PSC over time.
The research not only elucidates important practical implications for organizations trialing new psychosocial safety initiatives, but also makes an important contribution to theory in work stress intervention on best practice and principles to build a psychologically healthy work context.
将研究转化为实践通常是循证组织研究人员的目标，以帮助改善工作场所条件和员工福祉。通过利用实证证据为组织干预措施提供信息，可以提高员工的福祉。然而，尽管干预措施的文献已经很完善，但从业者似乎并没有充分认识到研究结果如何为实际工作提供信息。利用我们对工作场所安全和健康问题的了解，我们提出雇主自己可以进行干预，重点是建立心理安全氛围（PSC），这是一种保护和促进员工心理健康的基本组织氛围。
在这里，我们提出了 2 个案例研究，说明可以改善心理安全的策略，并增加我们对干预措施如何随着时间的推移帮助改善 PSC 的理解。案例研究 1 是在澳大利亚的一个公共组织中进行的，案例研究 2 是在一家国际私营组织中进行的。我们使用 PSC-12 量表收集调查数据，以评估组织在干预前后的 PSC 水平，以及干预措施和其他促进员工心理健康的举措的详细信息。
我们的评估支持了这样的主张，即结合组织层面和个人层面（以及两者之间的接口）的干预措施，并侧重于 PSC 的核心要素（如承诺、优先级、沟通和参与），随着时间的推移可以提高组织的 PSC。
这项研究不仅阐明了组织试行新的心理安全举措的重要实际意义，而且对工作压力干预的最佳实践和原则理论做出了重要贡献，以建立一个心理健康的工作环境。
