Impact mechanism of strengths-based psychological climate on employees' safety performance

doi:10.16265/j.cnki.issn1003-3033.2021.08.006

Abstract

Abstract: In order to explore influencing factors of employees' safety performance so as to improve it, with work-related flow and organization-based self-esteem as mediating variables, and Zhong-Yong thinking style as a regulating variable, a conceptual model of influence mechanism of strengths-based psychological climate on safety performance was constructed. Then, valid questionnaire responses of 543 employees from high-risk industries who were engaged in production management were collected and a structural equation model was used to test the impact mechanism. The results show that strengths-based psychological climate has a significant positive impact on safety performance. Work-related flow and organization-based self-esteem both play a mediating role between employees' advantage-based psychological atmosphere and safety performance while Zhong-Yong thinking style positively regulates their mediating role.

Key words: strengths-based psychological climate, safety performance, work-related flow, organization-based self-esteem, Zhong-Yong thinking style

CLC Number:

X911

DING Tianwei, SHEN Yuzhi. Impact mechanism of strengths-based psychological climate on employees' safety performance[J]. China Safety Science Journal, 2021, 31(8): 38-46.

References

[1] 牛莉霞,刘勇,李乃文.正念对安全绩效影响的链式中介机制分析[J].中国安全科学学报,2020,30(6): 14-22.
NIU Lixia,LIU Yong,LI Naiwen. Analysis on chain intermediary mechanism of mindfulness's influence on safety performance[J].China Safety Science Journal,2020,30(6): 14-22.
[2] SEO D C . An explicative model of unsafe work behavior[J]. Safety Science, 2005, 43(3):187-211.
[3] 刘海滨,梁振东.基于SEM的不安全行为与其意向关系的研究[J].中国安全科学学报,2012,22(2):23-29.
LIU Haibin,LIANG Zhendong. Study on relationship between unsafe behavior and unsafe behavioral intention based on SEM[J]. China Safety Science Journal,2012,22(2):23-29.
[4] GOVINDJI R, LINLEY P A. Strengths use, self-concordance and well-being: implications for strengths coaching and coaching psychologists[J].International Coaching Psychology Review, 2007, 2(2): 143-153.
[5] NIELSEN K, TARIS T W, COX T. The future of organizational interventions: addressing the challenges of today-s organizations[J]. Work & Stress, 2010, 24(3): 219-233.
[6] PROYER R T, GANDER F, WELLENZOHN S, et al. Strengths based positive interventions: a randomized placebo-controlled online trial on long-term effects for a signature strengths-vs. a lesser strengths-intervention[J]. Frontiers in Psychology, 2015, 6: 1-14.
[7] VANWOERKOM M, MEYERS M C. My strengths count! effects of a strengths-based psychological climate on positive affect and job performance[J].Human Resource Management, 2015,54(1): 81-103.
[8] CABLE D M, GINOF, STAATS B R. Breaking them in or eliciting their best? reframing socialization around newcomers'authentic self-expression[J].Administrative Science Quarterly, 2013, 58 (1):1-36 .
[9] GHIELEN S T S , VANWOERKOM M, MEYERS M C. Promoting positive outcomes through strengths interventions:a literature review[J].The Journal of Positive Psychology, 2018,13(1):573-585.
[10] 丁贺,林新奇,徐洋洋. 基于优势的心理氛围对创新行为的影响机制研究[J].南开管理评论, 2018,21(1):28-38.
DING He, LIN Xinqi, XU Yangyang.Mechanism research on effect of strengths-based psychological climate on employee innovative behavior[J].Nankai Business Review, 2018,21(1):28-38.
[11] BAKKER A B.Flow among music teachers and their students: the crossover of peak experiences[J].Journal of vocational behavior,2005,66: 26-44.
[12] PIERCE J L,GARDNER D G, CUMMINGS L, et al. Organization-based self-esteem: construct definition measurment and validation[J]. Academy of Management Journal, 1989, 32(3): 622-648.
[13] 徐劲松,陈松.沉浸体验对心理资本的新拓展:基于对研发人员的研究[J].华东经济管理,2017,31 (2):126-133.
XU Jinsong,CHEN Song. Extending psychological capital through flow experience:an empirical study of R&D employees[J].East China Economic Management,2017,31(2):126-133.
[14] 严丹,黄培伦.辱虐管理对员工建言行为的影响: 组织自尊和个性控制点的作用[J].商业经济与管理,2011(12) : 28－37.
YAN Dan,HUANG Peilun. Abusive supervision and subordinates' voice behavior:the roles of organization-based self-esteem and locus of control[J].Journal of Business Economics,2011(12):28-37.
[15] BOWLING N A,ESCHLEMAN K J,WANG Q,et al. A meta-analysis of the predictors and consequences of organization-based self-esteem[J].Journal of Occupational and Organizational Psychology,2010,83(3): 601-626.
[16] 杨中芳. 传统文化与社会科学结合之实例:中庸的社会心理学研究[J].中国人民大学学报, 2009,23 (3): 53-60.
YANG Zhongfang. A case of attempt to combine the Chinese traditional culture with the social science:the social psychological research of "Zhongyong"[J].Journal of Renmin University of China,2009,23 (3): 53-60.
[17] LINLEY P A, HARRINGTON S. Playing to your strengths[J]. Psychologist, 2006, 19(2): 86-89.
[18] LINLEY P A, HARRINGTON S. Strengths coaching: a potential-guided approach to coaching psychology[J]. International Coaching Psychology Review, 2006, 1(1): 37-46.
[19] ZOHAR D.The effects of leadership dimensions,safety climate,and assigned priorities on minor injuries in work groups[J].Journal of Organizational Behavior,2002,23 (1):75-92.
[20] NEAL A F , GRIFFIN M A , HART P D . The impact of organisational climate on safety climate and individual behaviour[J]. Safety Science, 2000, 34(1):99-109.
[21] 曹庆仁,杨笑冰,曹明,等.员工安全参与行为对事故的影响作用研究[J].中国安全科学学报, 2018,28(11):1-7 .
CAO Qingren,YANG Xiaobing,CAO Ming,et al. Impact of workers' safety participation on accidents[J].China Safety Science Journal,2018,28(11):1-7 .
[22] 段文婷,江光荣.计划行为理论述[J].心理科学进展,2008, 16(2): 315-320.
DUAN Wenting, JIANG Guangrong. A review of the theory of planned behavior[J].Advances in Psychological Science,2008, 16(2): 315-320.
[23] AJZEN I. The theory of planned behavior[J].Organizational Behavior and Human Performance,1991,50(2): 179-211.
[24] LAWRENCE E R, KACMAR K M. Leader-Member exchange and stress:the mediating role of job involvement and role conflict[J].Journal of Behavioral and Applied Management, 2012, 14 (1) :39-52.
[25] JAMES L R, BRETT J M. Mediators, moderators and tests form ediation[J].Journal of Applied Psychology,1984, 69(2):307-321.
[26] 温忠麟,侯杰泰,张雷.调节效应和中介效应的比较和应用[J].心理学报,2005,37(2):268-274.
WEN Zhonglin, HOU Jietai, ZHANG Lei. A comparison of moderator and mediator and their applications[J].Acta Psychologica Sinica,2005,37(2):268-274.
[27] 曾垂凯.人-工作匹配与工作惬意感: LMX 的调节作用[C].中国心理学会:第十五届全国心理学学术会议论文摘要集,2012:22.
[28] 祝丽怜.员工工作沉浸及其对工作绩效的影响[D].武汉:华中科技大学,2013.
ZHU Lilian. The impact of employees' work-related flow on job performance[D].Wuhan:Huazhong University of Science and Technology,2013.
[29] GHANJ J A, DESHPANDE S P. Task characteristics and the experience of optimal flow in human-computer interaction[J].The Journal of Psychology,1994,128: 381-391.
[30] PIERCE J L,GARDNER D G.Self-esteem within the work and organizational context: a review of the organization-based self-esteem literature[J].Journal of Management,2004,30(5):591-622.
[31] MCALLISTER D J,BIGLEY G A. Work context and the definition of self:how organizational care influences[J].Academy of Management Journal,2002,45(5):894-904.
[32] SWANN W B. The trouble with change: self-verification and allegiance to the self [J].Psychological Science, 1997,8(3):177-180.
[33] CARSON K D ,CARSON P P,LANFORD H, et al.The effects of organization-based self-esteem on workplace outcomes:an examination of emergency medical technicians[J].Public Personnel Management,1997,26(1):139-155.
[34] VANDYNE L, PIERCE J L. Psychological ownership and feelings of possession:three field studies predicting employee attitudes and organizational citizenship behavior[J]. Journal of Organizational Behavior,2004,25(4):439-459.
[35] BARON R M, KENNY D A. The moderator-mediator variable distinction in social psychological research:conceptual, strategic,and statistical considerations[J]. Journal of Personality and Social Psychology, 1986, 51(6):1 173-1 182.
[36] 何轩. 互动公平真的就能治疗“沉默”病吗?:以中庸思维作为调节变量的本土实证研究[J].管理世界,2009(4):128-134.
[37] VINODKUMAR M N, BHASI M. Safety management practices and safety behaviour: assessing the mediating role of safety knowledge and motivation[J]. Accident Analysis & Prevention, 2010, 42(6): 2 082-2 093.
[38] 高伟明,曹庆仁,宋学锋.安全遵从行为与安全参与行为的差异性研究[J].中国安全科学学报,2015,25(4):10-16.
GAO Weiming,CAO Qingren,SONG Xuefeng. Difference between safety compliance and safety participation[J].China Safety Science Journal,2015,25(4):10-16.
[39] 杜旌,姚菊花.中庸结构内涵及其与集体主义关系的研究[J].管理学报,2015,12( 5) : 638-646.
DU Jing,YAO Juhua. Zhongyong:the connotation and its relationship with collectivism[J].Chinese Journal of Management,2015,12(5):638-646.
[40] PREACHER K J, HAYES A F. SPSS and SAS procedures for estimating indirect effects in simple mediation models[J]. Behavior Research Methods Instruments & Computers, 2004, 36(4):717-731.