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Workplace Wellbeing is a complete guide to understanding and implementing the principles of a psychologically healthy workplace for psychologists and other practitioners. * Grounded in the latest theory and research yet filled with plenty of case studies and proven techniques * Introduces the core components of psychologically healthy workplaces, including health and safety, leadership, employee involvement, development, recognition, work-life balance, culture and communication * Addresses important issues such as the role of unions, the importance of leadership, healthy workplaces in small businesses, respectful workplace cultures, and corporate social responsibility * Discusses factors that influence the physical safety of employees, as well as their physical and psychological health * Brings together stellar scholars from around the world, including the US, Canada, Europe, Israel, and Australia

We compared the susceptibility of two emotional intelligence (EI) tests to faking. In a laboratory study using a within-subjects design, participants completed the EQ-i and the MSCEIT in two sessions. In the first session (i.e., the 'applicant condition'), participants were given a job description and asked to respond to the EI measures as though they were applying for that job. Participants returned 2 weeks later to repeat the tests in a 'non-applicant' condition in which they were told to answer as honestly as possible. Mean differences between conditions indicated that the EQ-i was more susceptible to faking than the MSCEIT. Faking indices predicted applicant condition EQ-i scores, after controlling for participants' non- applicant EQ-i scores, whereas the faking indices were unrelated to applicant condition MSCEIT scores, when the non-applicant MSCEIT scores were controlled. Using top-down selection, participants were more likely to be selected based on their applicant condition EQ-i scores than their non-applicant EQ-i scores, but they had an equal likelihood of being selected based on their MSCEIT scores from each condition. Implications for the use of these two EI tests are discussed.

This special Issue of the Canadian Journal of Behavioural Science hopes to achieve 3 interrelated goals. First, it defines what it means by a \"healthy workplace,\" and it delineates the ways in which work is associated with mental health. Second, it reviews the individual, organizational, and societal costs of unhealthy work and workplaces, and, consequently, of poor mental and physical health. Finally, it provides a framework in terms of a healthy workplace model to help summarize this literature.

Although researchers have found that social support is an effective coping mechanism to deal with stress, there has been little research on gender differences in perceived stress and use of social support. In the present study, 186 undergraduate students from a Maritime university rated the perceived stressfulness of five scenarios, and identified the type and source of social support they would use to cope with each of the situations. Women perceived three of the five scenarios as significantly more stressful than did men. Women indicated that they would turn to their partner and friends to a greater extent than men would. Women also reported that they would seek emotional support to a greater degree than did men. However, when the perceived stressfulness of the scenarios was controlled, some of the gender differences in the sources and types of support disappeared. Même si plusieurs chercheurs ont démontré que le soutien social est un mécanisme d'adaptation efficace pour faire face au stress, très peu de recherches se sont penchées sur les différences entre les sexes en ce qui a trait au stress perçu et au recours au soutien social. Dans la présente étude, 186 étudiants du premier cycle d'une université des Maritimes ont noté la nature stressante perçue de cinq scénarios et ont identifié le type et la source de soutien social vers lesquels ils se tourneraient pour faire face à chacune des situations. Comparativement aux hommes, les femmes ont perçu trois des cinq scénarios comme étant considérablement plus stressants. Les femmes, beaucoup plus que les hommes, ont indiqué qu'elles chercheraient du soutien de la part de leur partenaire ou d'amis. Les femmes ont également rapporté qu'elle chercheraient un soutien affectif à un niveau plus élevé que ne l'ont indiqué les hommes. Cependant, lorsque la nature stressante perçue des scénarios était déterminée, certaines différences entre les sexes quant aux sources et aux types de soutien disparaissaient.

Workplace Wellbeing is a complete guide to understanding and implementing the principles of a psychologically healthy workplace for psychologists and other practitioners. * Grounded in the latest theory and research yet filled with plenty of case studies and proven techniques * Introduces the core components of psychologically healthy workplaces, including health and safety, leadership, employee involvement, development, recognition, work-life balance, culture and communication * Addresses important issues such as the role of unions, the importance of leadership, healthy workplaces in small businesses, respectful workplace cultures, and corporate social responsibility * Discusses factors that influence the physical safety of employees, as well as their physical and psychological health * Brings together stellar scholars from around the world, including the US, Canada, Europe, Israel, and Australia

Air medical healthcare (AMH) professionals care for critically‐ill individuals while conveying them to healthcare centres from distant, and frequently dangerous, locations. AMH professionals experience additional health and safety issues beyond the “typical” stressors faced by other healthcare professionals. Therefore, we integrated the safety and psychosocial health literatures to examine the relationship between workplace stressors (risk perception, worries, and patient‐care barriers) and two components of burnout (emotional exhaustion; depersonalization), and the moderating impact of job control and team efficacy for 106 Canadian AMH professionals. Worries over medical hassles and barriers to patient care uniquely predicted emotional exhaustion. Lack of perceived control over one's job was related to exhaustion and depersonalization after controlling for stressors. Job control and team efficacy buffered some of the stressor‐burnout relationships. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd. Les professionnels de la santé qui travaillent dans les avions (AMH) s'occupent des personnes gravement malades tout en les transportant des coins éloignés et le plus souvent dangereux vers des centres de soins. C'est pourquoi les professionnels ont des problèmes de santé et de sécurité particuliers qui viennent s'ajouter aux éléments stressants « classiques» auxquels les autres professionnels de la santé sont confrontés. Dans la présente étude, nous nous basons sur les publications relatives à la sécurité et à la santé psychosociale pour examiner les relations entre les facteurs stressants dans le milieu de travail (perception du risque, inquiétudes, obstacles aux soins des malades) et deux composantes de la fatigue professionnelle (la fatigue émotionnelle et la dépersonnalisation) auprès de 106 AMH canadiens. Nous nous penchons aussi sur l'impact modérateur du contrôle du travail et de l'efficacité collective. Les résultats indiquent (1) que les inquiétudes liées aux complications médicales et aux obstacles aux soins des malades prédisent exceptionnellement l'épuisement émotionnel; (2) qu'une fois les facteurs stressants pris en compte, le manque de contrôle perçu relie à l'épuisement et la dépersonnalisation; (3) que le contrôle du travail et l'efficacité collective exercent un effet tampon sur la relation facteur stressant‐épuisement professionnel. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.

Although knowledge transfer (KT) in healthcare organizations is increasingly important, models have typically focused on the transfer of clinical knowledge. Despite numerous reports and studies on worklife issues for healthcare professionals, few recommendations have been implemented, and many of these professionals are unfamiliar with the reports. Using measures of knowledge transfer of quality of worklife information developed from a model of transfer of clinical knowledge, we tested the relationship between individual and organizational knowledge transfer among 769 nurses in hospitals across four provinces in Canada. We also examined a model that integrated these two knowledge transfer measures with burnout/engagement in the workplace. Our data supported a two factor structure for the measure of knowledge transfer involving a) individual perceptions of personal knowledge transfer activities and b) organizations' support for knowledge transfer. Data from structural equation modeling demonstrated the importance of knowledge transfer pertaining to quality of worklife to nurses' experience of energy, involvement, and efficacy that underlies the burnout/engagement construct.

The use of information and communication technology (ICT) in the workplace has gained considerable research attention in the occupational health field due to its effects on employee stress and well-being. Consequently, new ICT-related constructs have proliferated in occupational health research, resulting in a need to take stock of both potential redundancies and deficiencies in the current measures. This paper disentangles ICT-related constructs, developing a taxonomy of ICT-related constructs in terms of ICT demands, resources, motivation, use, and strains. We then integrate this taxonomy with stress and motivation theories to identify three key implications for ICT and workplace health research and practices in terms of providing suggestions on understudied areas for building better theories, highlighting important psychometric issues for building better constructs and measures, and offering recommendations for building better interventions. This review aims to serve as a guide for researchers to move forward with the current state of research and provide recommendations for organizations in terms of both potential repercussions and best practices for ICT use in the workplace.

Several decades of research have addressed the role of information and communication technologies (ICTs) in industrial-organizational (I-O) psychology. However, segmented research streams with myriad terminologies run the risk of construct proliferation and lack an integrated theoretical justification of the contributions of ICT concepts. Therefore, by identifying important trends and reflecting on key constructs, findings, and theories, our review seeks to determine whether a compelling case can be made for the uniqueness of ICT-related concepts in studying employee and performance in I-O psychology. Two major themes emerge from our review of the ICT literature: (a) a technology behavior perspective and (b) a technology experience perspective. The technology behavior perspective with three subcategories (the “where” of work design, the “when” of work extension, and the “what” of work inattention) explores how individual technology use can be informative for predicting employee well-being and performance. The technology experience perspective theme with two subcategories (the “how” of ICT appraisals and “why” of motives) emphasizes unique psychological (as opposed to behavioral) experiences arising from the technological work context. Based on this review, we outline key challenges of current ICT research perspectives and opportunities for further enhancing our understanding of technological implications for individual workers and organizations.

By way of introduction to this Special Issue of the Canadian Journal of Behavioural Science, we hope to achieve three interrelated goals. First, we define what we mean by a \"healthy workplace,\" and we delineate the ways in which work is associated with mental health. We argue that work is both a causal factor in mental and physical ill-health as well as a potential health resource that both may protect us and assist in our recovery from psychological ill-health. Second, we review the individual, organizational, and societal costs of unhealthy work and workplaces, and, consequently, of poor mental and physical health. Our argument is simply that we are incurring horrific economic and social costs when we have unhealthy workplaces. Finally, we provide a framework in terms of a healthy workplace model to help summarize this literature, and to present the articles in this Special Issue. Throughout this introduction, we emphasize that these goals are highly compatible with organizations' traditional focus on enhancing productivity and profitability. Put simply, what is good for Canadian workers is good for Canadian industry. (PsycInfo Database Record (c) 2025 APA, all rights reserved) (Source: journal abstract)