Skip to main page content
U.S. flag

An official website of the United States government

Dot gov

The .gov means it’s official.
Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

Https

The site is secure.
The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

Access keys NCBI Homepage MyNCBI Homepage Main Content Main Navigation
. 2019 Apr 19;110(2):142-154.
doi: 10.23749/mdl.v110i2.7224.

How to improve performance and prevent burnout in safety representatives

Laura Dal Corso  1 , Francesca Carluccio, Malì Scarcella, Giovanni Battista Bartolucci, Rosana Bizzotto, Liviano Vianello, Doriano Magosso, Nicola Alberto De Carlo
Affiliations

How to improve performance and prevent burnout in safety representatives

Laura Dal Corso et al. Med Lav. .

Abstract
in English, Italian

Background: The present work is part of a greater research project, aimed to examine Safety Representatives' (SRs) role, twenty years after the appointment of this figure.

Objectives: The study aims to investigate the role of some personal and organizational dimensions in the promotion of SRs' well-being, in terms of reducing burnout and improving performance.

Methods: The study involved 455 SRs operating in North East Italy. They completed a self-report questionnaire, regarding conflicts with co-workers, ethical conflict, training satisfaction, work engagement, performance, and burnout.

Results: Structural equation models show that work engagement partially mediates (γ=-0.52, p<0.001; β=0.23, p<0.01) the relationship between conflict with co-workers and performance (γ=-0.26; p<0.01), as well as partially mediating (γ=0.14, p<0.05; β=0.23; p<0.01) the relationship between training satisfaction and performance (γ=0.21, p<0.001). Moreover, it totally mediates the relationship between conflict with co-workers and burnout (γ=-0.52, p<0.001; β=-0.40, p<0.001), as well as totally mediating the relationship between training satisfaction and burnout (γ=0.14, p<0.05; β=-0.40, p<0.001). Finally, ethical conflict is positively associated with burnout (γ=0.047, p<0.001).

Conclusions: This study provides useful information about the improvement of SRs' well-being, highlighting the importance of their involvement in this role.

«Come migliorare la performance e prevenire il burnout nei rappresentanti dei lavoratori per la sicurezza».

Introduzione:: Il presente lavoro si colloca nell’ambito di un più ampio progetto di ricerca, volto ad approfondire il ruolo dei rappresentanti dei lavoratori per la sicurezza (RLS) a vent’anni dalla loro istituzione.

Obiettivi:: L’indagine si propone di indagare il ruolo che alcune dimensioni personali e organizzative rivestono nella promozione del benessere di tale figura, riducendone il rischio di burnout e migliorandone la percezione di performance.

Metodi:: L’indagine ha coinvolto 455 lavoratori impegnati nell’attività di RLS nel territorio padovano, i quali hanno completato un questionario self-report inerente al conflitto con i colleghi ed etico, alla soddisfazione per la formazione ricevuta, al work engagement, alla performance e al burnout.

Risultati:: I modelli di equazioni strutturali evidenziano che il work engagement media parzialmente (γ=-0.52, p<0.001; β=0.23, p<0.01) la relazione tra conflitto con i colleghi e performance (γ=-0.26; p<0.01), così come media parzialmente (γ=0.14, p<0.05; β=0.23; p<0.01) la relazione tra la soddisfazione per la formazione ricevuta e la performance (γ=0.21, p<0.001). Inoltre, il work engagement media totalmente la relazione tra conflitto con i colleghi e burnout (γ=-0.52, p<0.001; β=-0.40, p<0.001), così come la relazione tra soddisfazione per la formazione ricevuta e burnout (γ=0.14, p<0.05; β=-0.40, p<0.001). Infine, il conflitto etico risulta associato positivamente al burnout (γ=0.047, p<0.001).

Conclusioni:: Questo studio ha permesso di arricchire e approfondire le dimensioni utili al miglioramento del benessere del RLS, sottolineando l’importanza del suo coinvolgimento in tale ruolo e delineando riflessioni sulle possibili ricadute applicative.

PubMed Disclaimer

Figures

Figure 1
Figure 1
Hypothesized model
Figure 2
Figure 2
Final model
See this image and copyright information in PMC

References

    1. Ahmed U, Isa N, Majid AHA, et al. Towards understanding work engagement: can HR really buffer HR? Test of a moderated model. Int J Econ Res. 2017;14:85–102.
    1. Akkermans J, Brenninkmeijer V, Schaufeli WB, Blonk RWB. It’s all about career skills: effectiveness of a career development intervention for young employees. Hum Resour Manage. 2014;54:533–551. doi: 10.1002/hrm.21633.
    1. Ales E. L’articolo 9 statuto dei lavoratori alla luce della legislazione più recente in materia di salute e sicurezza: partecipazione o controllo? Riv It Dir Lav. 2011;1:57–71.
    1. Alessandri G, Consiglio C, Luthans F, Borgogni L. Testing a dynamic model of the impact of psychological capital on work engagement and job performance. Career Dev Int. 2018;23:33–47. doi: 10.1108/CDI-11-2016-0210.
    1. Baka L. Does job burnout mediate negative effects of job demands on mental and physical health in a group of teachers? Testing the energetic process of job demands-resources model. Int J Occup Med Environ Health. 2015;28:335–346. http://dx.doi.org/10.13075/ijomeh.1896.00246 . - PubMed

LinkOut - more resources