Volume 12, Issue 2 (2024)
Health Educ Health Promot 2024, 12(2): 291-298 |
Back to browse issues page
Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:
Karimi M, Sahragard A, Rahimi Pordanjani T, Mohammadi A, Cousins R, Mokarami H. Development and Validation of a Model for Predicting Productivity Based on Psychosocial Factors in Administrative Staff; The Mediating Role of Physical and Mental Health. Health Educ Health Promot 2024; 12 (2) :291-298
URL: http://hehp.modares.ac.ir/article-5-74075-en.html
URL: http://hehp.modares.ac.ir/article-5-74075-en.html
1- “Research Center for Health Sciences, Institute of Health” and “Department of Health Promotion, School of Health”, Shiraz University of Medical Sciences, Shiraz, Iran
2- Department of Public Health, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
3- Department of Psychology, Faculty of Humanities, University of Bojnord, Bojnord, Iran
4- “Student Research Committee” and “Department of Health Promotion, School of Health”, Shiraz University of Medical Sciences, Shiraz, Iran
5- Department of Psychology, Liverpool Hope University, Liverpool, UK
6- Department of Ergonomics, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
2- Department of Public Health, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
3- Department of Psychology, Faculty of Humanities, University of Bojnord, Bojnord, Iran
4- “Student Research Committee” and “Department of Health Promotion, School of Health”, Shiraz University of Medical Sciences, Shiraz, Iran
5- Department of Psychology, Liverpool Hope University, Liverpool, UK
6- Department of Ergonomics, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran
Abstract: (730 Views)
Aims: This study aimed to develop and validate a model for predicting productivity in university administrative staff.
Instrument & Methods: In this cross-sectional study, 614 participants completed a survey that included the Job Stress Questionnaire, Job Security Scale, Role Clarity Scale, Distributive Justice Subscale, Procedural Justice Subscale, Job Content Subscale, Physical Health Questionnaire, Depression, Anxiety, and Stress Scale, and Stanford Presenteeism Scale. To validate the proposed model, structural equation modeling was conducted using SPSS 23 and AMOS 23 software.
Findings: Distributive justice, job content, and procedural justice had the greatest direct impact on employee productivity. Additionally, workload, colleague support, management support, role clarity, and procedural justice were found to have significant positive relationships with mental health. Workload, management support, and job content also showed significant positive relationships with physical health, and both mental health and physical health positively predicted presenteeism. The findings revealed a mediating pathway in the relationship between mental health, physical health, and productivity. The data further suggested that mental health has a substantial impact on physical health. Moreover, mental health was found to mediate the relationship between job stressors and presenteeism through its effect on physical health.
Conclusion: Psychosocial factors, including distributive justice, job content, and procedural justice, have the greatest impact on employee productivity.
Instrument & Methods: In this cross-sectional study, 614 participants completed a survey that included the Job Stress Questionnaire, Job Security Scale, Role Clarity Scale, Distributive Justice Subscale, Procedural Justice Subscale, Job Content Subscale, Physical Health Questionnaire, Depression, Anxiety, and Stress Scale, and Stanford Presenteeism Scale. To validate the proposed model, structural equation modeling was conducted using SPSS 23 and AMOS 23 software.
Findings: Distributive justice, job content, and procedural justice had the greatest direct impact on employee productivity. Additionally, workload, colleague support, management support, role clarity, and procedural justice were found to have significant positive relationships with mental health. Workload, management support, and job content also showed significant positive relationships with physical health, and both mental health and physical health positively predicted presenteeism. The findings revealed a mediating pathway in the relationship between mental health, physical health, and productivity. The data further suggested that mental health has a substantial impact on physical health. Moreover, mental health was found to mediate the relationship between job stressors and presenteeism through its effect on physical health.
Conclusion: Psychosocial factors, including distributive justice, job content, and procedural justice, have the greatest impact on employee productivity.
Article Type: Original Research |
Subject:
Health Promotion Setting
Received: 2024/02/28 | Accepted: 2024/05/8 | Published: 2024/06/21
Received: 2024/02/28 | Accepted: 2024/05/8 | Published: 2024/06/21
References
1. Idris MA, Dollard MF. Psychosocial safety climate, work conditions, and emotions in the workplace: A Malaysian population-based work stress study. Int J Stress Manag. 2011;18(4):324-47. [Link] [DOI:10.1037/a0024849]
2. Bentley RJ, Kavanagh A, Krnjacki L, LaMontagne AD. A longitudinal analysis of changes in job control and mental health. Am J Epidemiol. 2015;182(4):328-34. [Link] [DOI:10.1093/aje/kwv046]
3. ILO. Workplace stress: A collective challenge. World day for safety and health at work. Geneva: International Labour Organization; 2016. [Link]
4. Jegede A, Ola-Olorun O. Effects of work content and work context on job motivation of hospital pharmacists. Glob J Pharm Pharm Sci. 2017;1(3):58-64. [Link] [DOI:10.19080/GJPPS.2017.01.555561]
5. Wilson MG, Dejoy DM, Vandenberg RJ, Richardson HA, Mcgrath AL. Work characteristics and employee health and well‐being: Test of a model of healthy work organization. J Occup Organ Psychol. 2004;77(4):565-88. [Link] [DOI:10.1348/0963179042596522]
6. Diehl E, Rieger S, Letzel S, Schablon A, Nienhaus A, Escobar Pinzon LC, et al. The relationship between workload and burnout among nurses: The buffering role of personal, social and organisational resources. PLoS One. 2021;16(1):e0245798. [Link] [DOI:10.1371/journal.pone.0245798]
7. Johannsen R, Zak PJ. Autonomy raises productivity: An experiment measuring neurophysiology. Front Psychol. 2020;11:963. [Link] [DOI:10.3389/fpsyg.2020.00963]
8. Rousseau V, Salek S, Aubé C, Morin EM. Distributive justice, procedural justice, and psychological distress: The moderating effect of coworker support and work autonomy. J Occup Health Psychol. 2009;14(3):305-17. [Link] [DOI:10.1037/a0015747]
9. Zhou Q, Martinez LF, Ferreira AI, Rodrigues P. Supervisor support, role ambiguity and productivity associated with presenteeism: A longitudinal study. J Bus Res. 2016;69(9):3380-7. [Link] [DOI:10.1016/j.jbusres.2016.02.006]
10. Callea A, Lo Presti A, Mauno S, Urbini F. The associations of quantitative/qualitative job insecurity and well-being: The role of self-esteem. Int J Stress Manag. 2019;26(1):46-56. [Link] [DOI:10.1037/str0000091]
11. Lambert EG, Keena LD, Leone M, May D, Haynes SH. The effects of distributive and procedural justice on job satisfaction and organizational commitment of correctional staff. Soc Sci J. 2020;57(4):405-16. [Link] [DOI:10.1016/j.soscij.2019.02.002]
12. Baruch-Feldman C, Brondolo E, Ben-Dayan D, Schwartz J. Sources of social support and burnout, job satisfaction, and productivity. J Occup Health Psychol. 2002;7(1):84-93. [Link] [DOI:10.1037/1076-8998.7.1.84]
13. Cox T, Griffiths A. The nature and measurement of work-related stress: Theory and practice. In: Wilson JR, Corlett N, editors. Evaluation of human work. 3rd ed. Abingdon: Routledge; 2005. [Link] [DOI:10.1201/9781420055948.ch19]
14. Van Vianen AEM. Person-environment fit: A review of its basic tenets. Annu Rev Organ Psychol Organ Behav. 2018;5:75-101. [Link] [DOI:10.1146/annurev-orgpsych-032117-104702]
15. Kristof AL. Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Pers Psychol. 1996;49(1):1-49. [Link] [DOI:10.1111/j.1744-6570.1996.tb01790.x]
16. Maasoumi R, Mokarami H, Nazifi M, Stallones L, Taban A, Yazdani Aval M, et al. Psychometric properties of the Persian translation of the sexual quality of life-male questionnaire. Am J Mens Health. 2017;11(3):564-72. [Link] [DOI:10.1177/1557988316629641]
17. Cousins R, Mackay CJ, Clarke SD, Kelly C, Kelly PJ, McCaig RH. Management standards' work-related stress in the UK: Practical development. Work Stress. 2004;18(2):113-36. [Link] [DOI:10.1080/02678370410001734322]
18. Kuhnert KW, Sims RR, Lahey MA. The relationship between job security and employee health. Group Organ Stud. 1989;14(4):399-410. [Link] [DOI:10.1177/105960118901400403]
19. Rizzo JR, House RJ, Lirtzman SI. Role conflict and ambiguity in complex organizations. Adm Sci Q. 1970;15(2):150-63. [Link] [DOI:10.2307/2391486]
20. Price JL, Mueller CW. Handbook of organizational measurement. Marshfield, MA: Pitman; 1986. [Link]
21. Greenberg J. Determinants of perceived fairness of performance evaluations. J Appl Psychol. 1986;71(2):340-2. [Link] [DOI:10.1037/0021-9010.71.2.340]
22. House JS, McMichael AJ, Wells JA, Kaplan BH, Landerman LR. Occupational stress and health among factory workers. J Health Soc Behav. 1979;20(2):139-60. [Link] [DOI:10.2307/2136435]
23. Abasi F, Kimiaei A, Safariyan MR, Abedi MR. Psychometric properties of the Persian version of physical health questionnaire. Res Med. 2017;41(4):275-81. [Persian] [Link]
24. Sahebi A, Asghari MJ, Salari RS. Validation of depression anxiety and stress scale (DASS-21) for an Iranian population. J Iran Psychol. 2005;1(4). [Persian] [Link]
25. Abdi F, Jahangiri M, Kamalinia M, Cousins R, Mokarami H. Presenteeism and work ability: Development of the Persian version of the Stanford Presenteeism Scale (P-SPS-6) and measurement of its psychometric properties. BMC Psychol. 2021;9:120. [Link] [DOI:10.1186/s40359-021-00617-3]
26. Brown M, Benson J. Managing to overload? Work overload and performance appraisal processes. Group Organ Manag. 2005;30(1):99-124. [Link] [DOI:10.1177/1059601104269117]
27. Kc DS, Terwiesch C. Impact of workload on service time and patient safety: An econometric analysis of hospital operations. Manag Sci. 2009;55(9):1486-98. [Link] [DOI:10.1287/mnsc.1090.1037]
28. Mauno S, Kubicek B, Feldt T, Minkkinen J. Intensified job demands and job performance: Does SOC strategy use make a difference?. Ind Health. 2020;58(3):224-37. [Link] [DOI:10.2486/indhealth.2019-0067]
29. Powell A, Savin S, Savva N. Physician workload and hospital reimbursement: Overworked physicians generate less revenue per patient. Manuf Serv Oper Manag. 2012;14(4):512-28. [Link] [DOI:10.1287/msom.1120.0384]
30. Pohling R, Buruck G, Jungbauer KL, Leiter MP. Work-related factors of presenteeism: The mediating role of mental and physical health. J Occup Health Psychol. 2016;21(2):220-34. [Link] [DOI:10.1037/a0039670]
31. De Beer LT, Pienaar J, Rothmann Jr S. Work overload, burnout, and psychological ill-health symptoms: A three-wave mediation model of the employee health impairment process. Anxiety Stress Coping. 2016;29(4):387-99. [Link] [DOI:10.1080/10615806.2015.1061123]
32. Janssens H, Clays E, De Clercq B, De Bacquer D, Casini A, Kittel F, et al. Association between psychosocial characteristics of work and presenteeism: A cross-sectional study. Int J Occup Med Environ Health. 2016;29(2):331-44. [Link] [DOI:10.13075/ijomeh.1896.00588]
33. Al-Jammal HR, Al-Khasawneh AL, Hamadat MH. The impact of the delegation of authority on employees' performance at great Irbid municipality: Case study. Int J Hum Resour Stud. 2015;5(3):48-69. [Link] [DOI:10.5296/ijhrs.v5i3.8062]
34. Carayon P, Zijlstra F. Relationship between job control, work pressure and strain: Studies in the USA and in the Netherlands. Work Stress. 1999;13(1):32-48. [Link] [DOI:10.1080/026783799296174]
35. Karasek RA. Job demands, job decision latitude, and mental strain: Implications for job redesign. Adm Sci Q. 1979;24(2):285-308. [Link] [DOI:10.2307/2392498]
36. Heponiemi T, Elovainio M, Pentti J, Virtanen M, Westerlund H, Virtanen P, et al. Association of contractual and subjective job insecurity with sickness presenteeism among public sector employees. J Occup Environ Med. 2010;52(8):830-5. [Link] [DOI:10.1097/JOM.0b013e3181ec7e23]
37. Johns G. Presenteeism in the workplace: A review and research agenda. J Organ Behav. 2010;31(4):519-42. [Link] [DOI:10.1002/job.630]
38. Jimenez H, Didona T. Perceived job security and its effects on job performance: :union:ized vs. non:union:ized organizations. Int J Soc Sci Humanit Invent. 2017;4(7):3761-7. [Link] [DOI:10.18535/ijsshi/v4i8.11]
39. Yang T, Lei R, Jin X, Li Y, Sun Y, Deng J. Supervisor support, coworker support and presenteeism among healthcare workers in China: The mediating role of distributive justice. Int J Environ Res Public Health. 2019;16(5):817. [Link] [DOI:10.3390/ijerph16050817]
40. Grandpierre A, Cibereova K, Bavais M. Sickness presenteeism: Antecedents and effects. LSE, Mémoire de MSc Human Resource Management; 2007. [Link]
41. Orgambídez-Ramos A, Borrego-Alés Y. Social support and engagement as antecedents of job satisfaction in nursing staff. Enfermería Glob. 2017;16(4):217-25. [Link] [DOI:10.6018/eglobal.16.4.260771]
42. Neves P, Eisenberger R. Management communication and employee performance: The contribution of perceived organizational support. Hum Perform. 2012;25(5):452-64. [Link] [DOI:10.1080/08959285.2012.721834]
43. Inoue A, Kawakami N, Eguchi H, Tsutsumi A. Interaction effect of job insecurity and role ambiguity on psychological distress in Japanese employees: A cross-sectional study. Int Arch Occup Environ Health. 2018;91(4):391-402. [Link] [DOI:10.1007/s00420-018-1288-5]
44. Korsgaard MA, Roberson L. Procedural justice in performance evaluation: The role of instrumental and non-instrumental voice in performance appraisal discussions. J Manag. 1995;21(4):657-69. [Link] [DOI:10.1177/014920639502100404]
45. Harvey SB, Modini M, Joyce S, Milligan-Saville JS, Tan L, Mykletun A, et al. Can work make you mentally ill? A systematic meta-review of work-related risk factors for common mental health problems. Occup Environ Med. 2017;74(4):301-10. [Link] [DOI:10.1136/oemed-2016-104015]
46. Murtaza G, Shad I, Shahzad K, Shah MK, Khan NA. Impact of distributive and procedural justice on employees' commitment: A case of public sector organization of Pakistan. Eur J Econ Finance Adm Sci. 2011;29(29):73-80. [Link]
47. Williams S. The effects of distributive and procedural justice on performance. J Psychol. 1999;133(2):183-93. [Link] [DOI:10.1080/00223989909599732]
48. Cloutier J, Vilhuber L, Harrisson D, Béland-Ouellette V. Understanding the effect of procedural justice on psychological distress. Int J Stress Manag. 2018;25(3):283-300. [Link] [DOI:10.1037/str0000065]
| Rights and permissions | |
 |
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License. |