About The Project
​Mind the Worker: Transformative Change for a Human-Centred Corporate Climate 

Australian Laureate Fellow (ALF), for building world class research teams and outputs and establishing the new Psychosocial Safety Climate (PSC) Global Observatory research platform. These results provide clear evidence of Dollard’s ability to, face the unknown, be a global transformative leader, inspire and promote international advances in the field, build effective platforms (conferences, expert meetings), share and generate knowledge, and build greater and powerful networks. Prof Dollard has received many awards for international and industry engagement, and her advice is sought on many advisory boards. 

Plans to Build World Class Research Capacity and Diverse Teams 
The PSC Global Observatory is a proposed new ALF research platform that will lead to ground-breaking, interdisciplinary, international, research. It will bring together world class researchers, will inspire and conduct rigorous research on PSC, and will collect, collate, analyse, synthesise and publish PSC data and informatics at the global, national, and corporate level, with the potential to change workplace policy-making world-wide. 
It will comprise four functional aspects: 
  1. an action team involving the Laureate Fellow, Post Docs and PhDs; 
  2. an International Research and Industry Advisory Board to enhance excellent ethical academic outputs, industry relevance, and potential policy translation; 
  3. a Data Analytics and Visualisation Hub; and 
  4. a Translation Brain (policy and practice expert) to improve the translation of research projects into policy and practice. 
Title 
Authors (Year)
​Country
​Industry
Occupation
​PSC-12 (Total)
​​PSC-12 (Mean)
​PSC-12 (SD)
​​DOI/link
​Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement
​Dollard, M. F., & Bakker, A. B. (2010)
Australia
​Education
​Teachers (80%) and administrators (20%)
32.37
2.7
0.42
​Click Here
Psychosocial safety climate, workplace bullying, and symptoms of posttraumatic stress
​Bond, S. A., Tuckey, M. R., & Dollard, M. F. (2010)
​Australia
​Police
​Police officers 
21.51
1.79
N/A
​Click Here
​Psychosocial Safety Climate: Development of the PSC-12
​Hall, Garry B. Dollard, Maureen F. Coward, Jane
​Australia
​STUDY 1 PILOT PSC SCALE DEVELOPMENT (wide range of industries by a random sampling)  STUDY 2 PSC-12 SCALE VALIDATION ()
STUDY 1 PILOT PSC SCALE DEVELOPMENT (N = 100), STUDY 2 PSC-12 SCALE VALIDATION (N=500), STUDY 3 PSC UNIQUE AND GROUP LEVEL PROPERTIES (N = 106)
41.79
3.48
.86
Click Here
​​Lay theory explanations of occupational stress: the Malaysian context
Mohd Awang Idris , Maureen F. Dollard , Anthony H. Winefield (2010)​
 Malaysia
Multiple
A range of occupations (e.g. manager, lecturer, teacher, newspaper reporter, government employee, production worker, nurse, medical doctor), ​48 employees (31 male and 17 female).
N/A
​N/A
N/A
Click Here
Building psychosocial safety climate
Maureen F Dollard & Robert A. Karasek (2010)
Australia
​Education
​DE workers in 18 different schools
N/A
N/A
N/A
​Click Here
Click Here
​Click Here
​Click Here
Click Here
Note: The table is in progress! 
How to cite the table: 
Afsharain, A., Dollard, M., (2021),  PCS League Table. Retrieved from ​https://www.stresscafe.com.au/awbproject-278749.html. ​

What is Psychosocial Safety Climate (PSC)?

PSC is a specific aspect of organisational climate, defined as “policies, practices, and procedures for worker psychological health and safety”. PSC is largely determined by management and leadership within organisations. The PSC construct has four main aspects that connect to best practice principles in the stress prevention, intervention, and safety climate literature.
  • First is senior management support and commitment to psychological health through involvement and proactivity. This aspect is evident when senior management take quick and decisive action to address and correct issues that affect psychological health.​
  • Second is priority the management give to employee psychological health and safety versus productivity goals. For example, job demands (e.g., work pressure, emotional labour, physical demands) may be modified to make them more manageable, and management have the discretion to offer a variety of resources, such as work flexibility, autonomy, and social support that may buffer demands and reduce work stress. 
  • Third is organisational communication that concerns how the members of the organisation communicate about psychological health and safety, including identification of risks to mental health, strategies for risk control and hazard management.   
  • The final aspect, organisational participation concerns expectations for involvement from all levels within the organisation regarding stress prevention. It includes the integration of stakeholders such as employees, unions, and health and safety representatives in occupational (psychological) health and safety processes. (to read more click here)

How to interpret PSC results?  

​PSC is measured using a 12 item scale (PSC-12) with scores ranging from 12 to 60. The following benchmarks were created to show risk levels and prognosis for PSC scores.
Click HERE, to see more about the PSC benchmarks from the Australian Workplace Barometer (AWB) for the 2014-15 data collection.

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​Website Editor: Prof. Maureen Dollard
​Publication officer: Dr Ali Afsharian
How to cite this website: 
Centre for Workplace Excellence (CWeX) (2019) StressCafé [Promoting healthier, happier, safer, and more productive work environments]. Retrieved from https://www.stresscafe.com.au/
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