Various job demands continuously threaten Emergency Medical Service (EMS) first responders’ safety and wellbeing. Drawing on Job Demands–Resources Theory, the present study examines the effects of the organizational context—safety climate—and the psychological context—emotional exhaustion—on safety behaviors and wellbeing over time. We tested our hypotheses in a longitudinal study of 208 EMS first responders nested within 45 stations from three fire departments in US metropolitan areas over 6 months during the beginning of the COVID-19 pandemic. Multilevel modeling showed that the relationship between safety climate and safety compliance behaviors can be attenuated when EMS first responders experience high emotional exhaustion. Emotional exhaustion was also negatively associated with morale while safety climate was positively associated with morale. Additionally, EMS first responders experienced increased depression when their emotional exhaustion levels were high. Higher safety climate was associated with decreased depression when emotional exhaustion was within a low-to-medium range. Higher safety climate was also associated with lower absolute levels of depression across the entire range of emotional exhaustion. These findings suggest that promoting safety climate and mitigating emotional exhaustion can augment EMS first responders’ safety behaviors and wellbeing.]

The present study seeks to demonstrate how Bayesian Network analysis can be used to support Total Worker Health^® research on correction workers by (1) revealing the most probable scenario of how psychosocial and behavioral outcome variables in corrections work are interrelated and (2) identifying the key contributing factors of this interdependency relationship within the unique occupational context of corrections work. The data from 353 correction workers from a state department of corrections in the United States were utilized. A Bayesian Network analysis approach was used to probabilistically sort out potential interrelations among various psychosocial and behavioral variables. The identified model revealed that work-related exhaustion may serve as a primary driver of occupational stress and impaired workability, and also that exhaustion limits the ability of correction workers to get regular physical exercise, while their interrelations with depressed mood, a lack of work engagement, and poor work-family balance were also noted. The results suggest the importance of joint consideration of psychosocial and behavioral factors when investigating variables that may impact health and wellbeing of correction workers. Also, they supported the value of adopting the Total Worker Health^® framework, a holistic strategy to integrate prevention of work-related injury and illness and the facilitation of worker well-being, when considering integrated health protection and promotion interventions for workers in high-risk occupations.

It is important for the research produced by industrial-organizational (I-O) psychologists to be rigorous, relevant, and useful to organizations. However, I-O psychology research is often not used in practice. In this paper, we (both practitioners and academics) argue that engaged scholarship—a particular method of inclusive, collaborative research that incorporates multiple stakeholder perspectives throughout the research process—can help reduce this academic–practice gap and advance the impact of I-O psychology. To examine the current state of the field, we reviewed empirical evidence of the current prevalence of collaborative research by examining the number of articles that contain nonacademic authors across 14 key I-O psychology journals from 2018 to 2023. We then build on these findings by describing how engaged scholarship can be integrated throughout the research process and conclude with a call to action for I-O psychologists to conduct more collaborative research. Overall, our goal is to facilitate a fruitful conversation about the value of collaborative research that incorporates multiple stakeholder perspectives throughout the research process in hopes of reducing the academic–practice gap. We also aim to inspire action in the field to maintain and enhance the impact of I-O psychology on the future world of work.

Objective: This study aimed to examine the COVID-19 pandemic's impact on fire service safety culture, behavior and morale, levers of well-being, and well-being outcomes. Methods: Two samples (Stress and Violence against fire-based EMS Responders [SAVER], consisting of 3 metropolitan departments, and Fire service Organizational Culture of Safety [FOCUS], a geographically stratified random sample of 17 departments) were assessed monthly from May to October 2020. Fire department–specific and pooled scores were calculated. Linear regression was used to model trends. Results: We observed concerningly low and decreasing scores on management commitment to safety, leadership communication, supervisor sensegiving, and decision-making. We observed increasing and concerning scores for burnout, intent to leave the profession, and percentage at high risk for anxiety and depression. Conclusions: Our findings suggest that organizational attributes remained generally stable but low during the pandemic and impacted well-being outcomes, job satisfaction, and engagement. Improving safety culture can address the mental health burden of this work.