PDF(Pubmed)
Abstract：
BACKGROUND: Work environment is rapidly evolving, unfortunately, it is also becoming increasingly hostile for workers due mostly to common psychosocial hazards. This situation is posing significant challenges for organisations to protect the psychological well-being of their workers. Hence, this review aims to map studies to understand the influence of psychosocial safety climate (PSC) on workplace mistreatment and mental health of workers.
METHODS: The guidelines outlined by Arksey and O\'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review.
RESULTS: Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers\' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males.
CONCLUSIONS: Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity.
METHODS: The guidelines outlined by Arksey and O\'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review.
RESULTS: Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers\' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males.
CONCLUSIONS: Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity.
摘要：
背景：工作环境正在迅速发展，不幸的是,由于常见的社会心理危害，对工人的敌意也越来越大。这种情况对组织保护工人的心理健康构成了重大挑战。因此，这篇综述旨在绘制研究图，以了解心理社会安全氛围（PSC）对工作场所虐待和工人心理健康的影响。
方法：本综述采用Arksey和O\'Malley概述的指南。PubMed,Scopus,WebofScience,JSTOR,搜索了Google和GoogleScholar的相关论文。本综述仅包括使用PSC-12，PSC-8或PSC-4测量PSC的同行评审研究。
结果：38项研究符合纳入标准。这篇评论发现，PSC与工作场所虐待如欺凌有负面影响，骚扰,暴力,歧视和虐待。Further,PSC与心理健康有积极的联系，个人的韧性和希望。低水平的组织PSC也会加剧心理困扰，压力，抑郁症,认知疲劳和情绪疲惫。PSC的缓冲效果是公认的。此外，PSC调解了以健康为中心的领导与工人心理健康问题之间的联系。女性的PSC与抑郁症状之间的反比关系强于男性。
结论：组织应优先考虑培训和发展主管，以提高他们的支持技能，鼓励尊重的行为，鼓励使用资源，促进开放和自下而上的沟通，并就解决冲突提供指导。通过促进高PSC环境，组织可以创造一种阻止虐待的文化，导致员工福祉增加，工作满意度,和生产力。
方法：本综述采用Arksey和O\'Malley概述的指南。PubMed,Scopus,WebofScience,JSTOR,搜索了Google和GoogleScholar的相关论文。本综述仅包括使用PSC-12，PSC-8或PSC-4测量PSC的同行评审研究。
结果：38项研究符合纳入标准。这篇评论发现，PSC与工作场所虐待如欺凌有负面影响，骚扰,暴力,歧视和虐待。Further,PSC与心理健康有积极的联系，个人的韧性和希望。低水平的组织PSC也会加剧心理困扰，压力，抑郁症,认知疲劳和情绪疲惫。PSC的缓冲效果是公认的。此外，PSC调解了以健康为中心的领导与工人心理健康问题之间的联系。女性的PSC与抑郁症状之间的反比关系强于男性。
结论：组织应优先考虑培训和发展主管，以提高他们的支持技能，鼓励尊重的行为，鼓励使用资源，促进开放和自下而上的沟通，并就解决冲突提供指导。通过促进高PSC环境，组织可以创造一种阻止虐待的文化，导致员工福祉增加，工作满意度,和生产力。
