Psychological Health and Safety in the Workplace: Exploration and Understanding of Perceptions and Practice of Workplace Job Control, Flexibility and Mental Health in COVID-19
Bibliographic record
Abstract
Abstract Purpose: The purpose of this research is to explore and understand perceptions of workplace flexibility and job control/ autonomy policy in practice as related to mental health and psychological health & safety in the workplace within the context of COVID-19 Pandemic (1-15). This thesis explored: (i) how employees perceive workplace practices related to job control/ autonomy and (ii) better understand the effects of job control/ autonomy and flexibility in the workplace. Methods: This qualitative research project was guided by focused ethnography methodology grounded in constructivism and subjectivism theories (16-19). One large Organization in Alberta with psychological health & safety practices and flexible working options was recruited and invited their employees to participate in the study (20). 14 self-selected participants from various job functions and authority, confidentially volunteered to participate in a 60-minute semi-structured interview. Data was co-created through participant interviews using a semi-structured interview guide (21). Analysis was guided by the work of Srivastava and Hopwood, 2009 (22). Results: Three main themes, each with three sub-themes, emerged from the data to capture the employee perception of working at PO through the context of the COVID-19 pandemic restrictions and the transition to normalcy post March 2023. The themes and subthemes included 1. Leadership Response, subthemes; Benefits & Mental Health Resources, Communication During the COVID-19 Pandemic and Response Action, Flexible Working Policy. 2. Context, subthemes; Company Culture, The COVID-19 Pandemic, and Personal Context. 3. Equity, Job Role and Function, Workplace Flexibility, and Experience of Job Control/Autonomy. Conclusion: Perceptions of workplace job control/autonomy and flexibility are influenced by many factors in the workplace. Participants in this study supported the identification of key actions that either supported or hindered their experience of these factors. Clear communication, modern leadership skill sets, and an ability to balance employee needs, organizational function, and company ideals such as vision, mission, and goals played a crucial role in developing employee perception of job control/autonomy and flexibility. Therefore, impacting productivity, employee satisfaction, and company culture. Key words: Psychological Health & Safety, Workplace Mental Health, Job Control, Workplace Flexibility, Post-Pandemic Workplace Mental Health Practices, Workplace Mental Health Promotion
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.006 | 0.005 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.005 | 0.007 |
| Scholarly communication | 0.004 | 0.002 |
| Open science | 0.001 | 0.005 |
| Research integrity | 0.001 | 0.003 |
| Insufficient payload (model declined to judge) | 0.001 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".