Burnout has been related to increased suicidal thoughts, lower self-esteem and dropout in university students. Engagement in students, however, has been underexplored. This study uses the Job Demands-Resources (JD-R) model and the Conservational of Resources (COR) model to contribute to the knowledge about burnout and engagement in health profession university students. In particular, the role of personal resources, including psychological flexibility, was examined. Participants were 260 nursing, social work, occupational therapy and psychology students from 10 Australian universities. Regression analyses were used to test the JD-R model with a health profession student sample. The model was extended by including personal resources and testing mediation and moderation hypotheses. Personal resources contributed significant additional variance to the model. Mediation effects of study demands and resources with psychological flexibility were found, while moderation effects were not. The results indicate the validity of the JD-R model in a health profession student population and the important role of personal resources. Further design and evaluation of interventions targeting personal resources and study demands and resources are indicated.

Despite more than three decades of research, there is a limited understanding of the transactional process of appraisal, stress and coping. This has led to calls for more focused research on the entire process that underlies these variables. To date, there remains a paucity of such research. The present study examined Lazarus and Folkman's (1984) transactional model of stress and coping. One hundred and twenty nine Australian participants with full time employment (i.e., nurses and administration employees) were recruited. There were 49 male (age mean = 34, SD = 10.51) and 80 female (age mean = 36, SD = 10.31) participants. The analysis of three path models indicated that in addition to the original paths, which were found in Lazarus and Folkman's transactional model (primary appraisal→secondary appraisal→stress→coping), there were also direct links between primary appraisal and stress level time one and between stress level time one to stress level time two. This study has provided additional insights into the transactional process that will extend our understanding of how individuals appraise, cope and experience occupational stress.

Despite the importance of moral distress in the nursing scholarship, little attention is paid to the phenomena in the psychological literature as an important occupational stressor. A factor limiting the application of moral distress to other occupational settings is its definitional features. First, a necessary condition of moral distress is the acknowledgment prior to behaviour initiation that behaviour will contravene personal moral ideals. Second, the definition of moral distress specifies that the inability to act in accordance with one's moral framework is driven by institutional constraints (non-autonomous behaviour). This article proposes that moral distress not be limited in these ways, and makes two central contributions to resolve this core problem. We offer a critique and extension of the conceptual definition of moral distress. Fourteen Australian medical doctors participated in a semi-structured interview regarding occupational morally distressing events. Medical doctors were chosen for our interviews because they are an occupational population with considerable decision-making autonomy. Based on the findings, two recommendations are made: (1) that the definition of moral distress is not limited to events where decision-making and behaviour is non-autonomous, and (2) moral distress should not be limited to occasions where the moral conflict is identified prior to decision-making or behaviour. An alternative definition of moral distress is proposed. We conclude that while organisational limitations are an important precipitate of moral distress, they are not a necessary condition for its emergence.

This study investigated fatigue, sleep quality, mental health and physical activity in paramedic shiftworkers. Although limited, previous studies have established high fatigue levels and poor health in this sector from shiftwork rostering and occupational demands. A modified version of the Standard Shiftwork Index was completed by 342 paramedics (243 male and 98 females). Single sample t tests found significantly higher levels of fatigue, depression, anxiety, and stress, and significantly poorer sleep quality than reference samples. Paramedics also reported less physical activity than community samples. Depression and sleep quality explained the greatest amount of variance in fatigue scores, followed by level of exercise. No differences were detected in levels of depression or fatigue on the basis of gender. The findings suggest that ambulance paramedic shiftworkers are at particular risk for increased levels of fatigue and depression (regardless of age or gender) and poor quality sleep. Organisational intervention was suggested.

This study had two main aims. (1) To examine the role of discretionary effort (DE) in the multidimensional performance domain consisting of in-role behaviour (IRB) and organisational citizenship behaviour (OCB); and (2) to assess whether skills and autonomy are important predictors of DE and show variance in common with DE over and above IRB and OCB. A managers/supervisors sample (n = 476) and a sample with both managerial and nonmanagerial employees (n = 424) were employed. Confirmatory factor analyses showed that the three factor hierarchical model was superior compared to three other models tested, indicating that DE is a separate construct to both IRB and OCB but together with these forms part of the performance domain. Regression analysis showed that both skills and autonomy are important predictors of DE; however, only autonomy explained variance in DE over and above IRB, OCB and skills. Together these results add to the construct validity of DE. Implications and suggestions for future research are discussed.

This study investigates the negative relationship between fluid and crystallised intelligence and Conscientiousness subfactors within the New Zealand workplace. Fluid and crystallised intelligence were assessed via the General Reasoning Test Battery 2 (GRT2; N = 1629). Two personality inventories were employed: The Fifteen-Factor Questionnaire (15FQ; N = 546), and the Occupational Personality Profile (OPP; N = 1083). 15FQ subfactors of Conscientious and Disciplined negatively correlated with fluid and crystallised intelligence. OPP subfactors of Detail-Conscious and Conformity also negatively correlated with fluid and crystallised intelligence. Subfactors for both personality measures correlated more strongly with crystallised than fluid intelligence. This finding is contrary to an earlier finding that Conscientiousness negatively correlates with fluid, but not crystallised intelligence (Moutafi, Furnham, & Paltiel, 2004). An explanation for this difference is discussed and the Intelligence Compensation Theory is introduced as an explanation for the observed relationships.

Seventy-eight employees (32 males, 46 females) took part in a study to test the hypothesis that the core self-evaluation components of self-esteem and self-efficacy moderate the relationship between workplace stressors (role conflict and role-ambiguity) and strain (depression, anxiety, and tension-stress). Results supported our hypotheses in that self-efficacy moderated the relationship between role ambiguity and depression and between performance role ambiguity and stress, while self-esteem moderated the relationship between role ambiguity and anxiety, between performance role ambiguity and anxiety, and between performance role ambiguity and stress. These findings reinforce the importance of considering role stress variables in relation to the context of an interactive person/environment fit model and provide further insight into the nature of the stress process itself. Furthermore, these results indicate that the function of self-esteem and self-efficacy in the stress process is not identical. Implications for the conceptualisation of the transactional model of stress are discussed.

In this study, we investigated the prevalence, severity, and organisational factors of risk for psychological injury in a national sample of Australian school teachers, using the Psychological Injury Risk Indicator. We predicted that teachers would report higher levels of risk for psychological injury if working in schools located in rural areas, with a low socioeconomic index, and low psychosocial safety climate. Teachers from across Australia (N = 960) completed an online survey that measured risk for psychological injury and relevant organisational factors. We found a high number of teachers (26%) whose responses showed high risk, indicating the need for professional intervention in order to avoid potentially debilitating psychological injury. Analyses also showed main effects for two organisational factors, indicating that teachers most at risk for psychological injury tended to be employed by schools with low psychosocial safety climate and in areas with a low socioeconomic index. These results highlight the severe levels of work-related psychological injury risk in the Australian teacher population, and the important role for school administration and education departments in maintaining a working environment that supports staff psychologically.

The Occupational social support model has been described as producing weak and inconsistent results. There have been assertions that it has lost its popularity as an explanatory construct. However, lack of social support within workplaces has been implicated in the majority of work stress claims and is becoming a focal point of safety prosecutions against Australian employers for failure to provide a psychologically safe workplace. This article presents a review of contemporary (since 1999) cross-sectional and longitudinal studies that measure supervisory or co-worker support as a variable of interest in the published literature. The review examines the theoretical models, as well as general findings associated from over 61 studies. While there is substantial variation in the magnitude of effects, the majority of studies consistently produce positive evidence of the role of social support in offsetting the effects of strain. The review notes several well-constructed longitudinal studies, the increasing popularity of structural equation modelling, and the continued dominance of the Job Demands Control Support Model. The discussion includes consideration of studies where no mitigating effect was found for social support, and concludes that the magnitude of social support effect is determined by the history and context of social support being offered.

This study extends the limited body of research exploring the association between psychological resources and performance under pressure. It was anticipated that participants’ general self-efficacy and resilience would positively influence skill acquisition rate more under high pressure, than low pressure. Eighty-one undergraduate students (Mage = 22.93; SD = 7.53; 50.6% female) participated in a learning task: to fly a flight simulator. The within-subjects variable was the participant's ability to steadily control the aircraft roll across six trials. Psychological pressure was manipulated between-subjects and general self-efficacy and resilience were measured moderator variables. Findings indicated that under high pressure, higher levels of general self-efficacy and perceived resilience predicted faster initial skill acquisition compared to those with lower levels of these resources. In contrast, in the low-pressure condition, the skill acquisition rate was the same irrespective of psychological resources. This research highlights the importance of psychological resources in pressured training contexts.

The study examined attitudes toward work–life balance (WLB) using survey data from 292 employees in an Australian university. Organisational culture, as it relates to how and when employees can use WLB initiatives, was investigated. In particular, the study examined employees' differing perceptions of organisational culture within a single organisation, with particular reference to: managerial support of WLB initiatives, career consequences of using WLB initiatives, organisational time expectations that may interfere with non-work activities, and the level of employee control over workload and when employees can take time off. As predicted, perceptions of managerial support of WLB initiatives were related to initiative use; however, overall initiative use was not related to perceived career consequences (e.g. using initiatives will damage one's career progress), organisational time expectations (e.g., long working hours), or levels of employee control (e.g., employee control over workload). Results showed that perceptions of a supportive organisational culture were positively related to organisational commitment and negatively related to work–life conflict and employees' intentions to leave. Further, the study results show that employees' perception of organisational culture was more strongly associated with the outcomes (e.g., work attitudes, work–life conflict) than the number of WLB initiatives used by employees.

Each year Australian fire and land management agencies deploy Incident Management Teams (IMTs) to manage bushfires. An important question is: what are the key competencies required for IMT personnel? Recent research in high reliability organisations suggests that teamwork-related competencies are likely to be most important because incident management depends critically upon interdependent team members, often operating in dynamic, uncertain, time pressured, and high stakes environments. This study used semi-structured interviews with experienced IMT personnel (N = 15) to identify 12 key competencies important for bushfire IMT roles. Analysis of 30 bushfire incidents described by interviewees confirmed that three competencies (a) interpersonal and communication skills, (b) leadership, and (c) IMT procedural knowledge were central. Potential implications for organisational decision making in emergency contexts in general are outlined.

This study investigated organisational factors impacting disability support worker (DSW) psychosocial wellbeing and work safety to understand the relationship between wellbeing, using measures of burnout and job satisfaction, and work conditions and safety performance. This study also investigated factors predicting wellbeing using the Job Demand-Control-Support (JDCS) model. A sample of 87 DSWs completed normed measures of burnout, work conditions, and safety climate. Results showed DSWs experienced significantly higher personal and work-related burnout but significantly lower client-related burnout. Although the JDCS model components did not all predict any single wellbeing measure, they each predicted aspects of burnout and job satisfaction, with these wellbeing measures associated with safety performance. Findings highlighted the importance of monitoring worker job demands, support availability, and job control to improve safety performance. Compared to normative data, DSWs were experiencing significantly higher role conflict, the negative impact of which was effectively moderated by support for personal and work-related burnout and job satisfaction. Findings suggest the need to consider DSW work conditions, and particularly work practices contributing to role conflict, as well as increasing support for DSWs to prevent the development of personal and work-related burnout. Findings suggest further research associated with client-related burnout is required.

Australian communities are very dependent on volunteer-based fire services for protection against fires and other hazards. However, overall volunteer numbers have declined significantly over the past decade, due mostly to the impact of economic and demographic changes on Australian society. One effect of these is that volunteer fire service memberships are ageing. Little is known with certainty about what motivates individuals to become fire service volunteers. A survey of 455 CFA volunteers suggested that those who volunteer do so because of a mix of community-safety, community-contribution, and self-oriented motivations. It appears that younger volunteers are more likely to be motivated by self-oriented perceived benefits from volunteering compared with older volunteers. However, they are no less motivated, on average, by community-safety concerns and community contribution desires than are older volunteers.

This study examined the reliability and validity over a 5-year period of a new measure of emotional intelligence (EI), the Emotional Capital Report (Newman & Purse, 2007), in a sample of 6,874 professional people from 11 different geographical regions. Results indicated that the ECR had adequate factor structure and the component scales had good internal consistency and test–retest reliability. Age and gender analyses revealed minor differences between males and females on seven ECR scales and significant age-related differences across all scales. The ECR scales had a meaningful pattern of convergent validities in relation to measures of normal personality, depression, and psychopathology. Construct validity revealed that although measuring similar constructs to personality and another well-known general measure of EI, the ECR was measuring something distinctive that pertains to the experience of people in professional roles. Furthermore, high scores on the ECR correlated with jobs involving high emotional labour requirements. Results indicated that these groups scored consistently higher on all ECR scales. It is recommended future research develop strategies for further validation of the ECR, as well as the construct of EI.

This study aimed to identify factors that predict employees' commitment to and support for organisational change. The three components of Herscovitch and Meyer's (2002) commitment to organisational change model were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change. Data were collected from a Queensland government department (N = 342). Analysis of correlations revealed that organisational climate, commitment to change, and behavioural support for change variables were all significantly related. Structural equation modelling demonstrated that affective, normative, and continuance commitment to change were all predictors of behavioural support for organisational change. Positive work climate also contributed directly to the prediction of behavioural support for change over and above the indirect influence through commitment to organisational change, indicating a partial mediation effect. These findings support Herscovitch and Meyer's (2002) three-component model of commitment to organisational change and extend their nomological network by showing the relevance of two types of organisational climate to the core components of the model. Affective commitment to organisational change is a positive influence on employees' behavioural support for change and also reflects healthy aspects of the organisational climate. However, continuance commitment to organisational change is detrimental influence on employees' behavioural support for change and is linked with unhealthy dimensions of the organisational climate.

The planning women (N = 199) do during pregnancy for their return to work post birth and the factors that influence employment planning during late pregnancy were investigated in this study. The findings revealed three components of planning: Planning for Childcare, Planning with Partner, and Planning with Employer. Several factors emerged as consistent cross-sectional predictors of these components (work satisfaction, hours worked before commencing maternity leave, anticipated weeks of maternity leave and anticipated hours per week on the return to work). Anticipated support from family and friends, and from the workplace also predicted Planning with Partner and Planning with Employer, respectively. The theoretical and practical implications of these findings are discussed.

In multinational organisations, individuals who mediate or bridge between different national and cultural groups, such as headquarters (HQ) and foreign subsidiaries, play a critical role and are known as ‘bridge individuals’. This perspective article reviews the recent literature on bridge individuals and offers future research directions in which organisational psychology can contribute to the deeper understanding of the individuals in this role. I propose the interdisciplinary approach, in which knowledge of organisational psychology and other academic fields, such as cognitive linguistics, cross-cultural communication, and social network theory, are integrated when studying bridge individuals.

This study explored the multidimensionality of voice climate, extending the theoretical model to incorporate three components: encouragement, safety, and efficacy. The utility of this multidimensional conceptualisation as a determinant of affective organisational commitment, work engagement, neglect, and exit was then examined. Online questionnaires were completed by 119 employees from several organisations (Mage = 36, SD = 14). Factor analysis confirmed the multidimensional nature of voice climate and path analysis suggested that organisations may benefit by focusing on each of the voice climate dimensions. Voice encouragement was positively associated with work engagement and affective organisational commitment, while voice climate efficacy was positively related to work engagement. Future research should consider the specific antecedents of each component of voice climate as well as their differential impact on important organisational outcomes, while factoring in appropriate time lag effects.

While previous research has contributed to our understanding of the effect of person-organisation fit on a range of job outcomes (e.g., Chatman, 1989; Kristof-Brown & Jansen, 2007; Schneider, 1987), the relationship between person–organisation fit, perceived organisational support and job outcomes, such as job satisfaction and organisation commitment has not been fully explored. Further research examining the relationship between these variables is needed, particularly in organisational settings that experience high turnover such as hospitals. This study examined the relationship between person–organisation fit, perceived organisational support, job satisfaction and organisational commitment among employees in an Australian hospital setting. Person–organisation fit was assessed in terms of the fit, or congruence, between perceived organisational values and ideal organisational values. The study also examined the extent to which perceived organisational support moderated the relationship between person–organisation fit and job satisfaction and organisational commitment. Results showed that person–organisation fit and perceived organisational support were significant predictors of job satisfaction and organisational commitment. However, perceived organisational support was not a moderator in the relationship between person–organisation fit and job satisfaction and organisational commitment. Results also showed that perceived organisational support may be a stronger predictor of job satisfaction and organisational commitment than person–organisation fit, highlighting the importance of providing nursing and support staff with adequate support to carry out their work in hospital settings. The implications of the study are discussed and future research opportunities are highlighted.