35 / 2023-05-15 11:03:52

Occupational Health and Well-being of Miners: Conceptualization, Antecedents, and Integrated Framework

miner,health and well-being,person-work-family system,antecedents,Loss-Gain

Purpose: The imperious call for ambitious goals such as the Sustainable Development Goals and the Healthy China Strategy provides an opportunity to enhance well-being in the workplace. It is the high level of commitment of miners that fuels the supply of energy production and national economic development worldwide. The occupational health and well-being (OHW) of this group is a higher quality goal now being pursued and a way to promote performance, prevent accidents, build healthy and resilient organizations, and reduce the burden on society. But miners worldwide still face significant distress. The study aims to explain when, why, and how miners’ OHW can be promoted and suppressed. Methods: Qualitative description and quantitative analysis were carried out. A total of 52 empirical articles meeting the conditions were obtained. Firstly, antecedents (traditional occupational hazards as well as risk factors such as psychosocial stress) that may play a role together in the person-work-family system were identified and were classified into six categories, including work characteristics, family environment, individual features, stress, burnout, and motivation. Four characteristics of antecedents were condensed. a) The personal is in the combined context of work and family systems. b) Demand-resource are involved in personal, work, and family systems. c) OHW varies from person to person, with hierarchical features emerging. d) Stress, burnout, and motivation are attention-grabbing antecedents. Secondly, through the driving-pressure-state-impact-response (DPSIR) model, a resource flow conceptual framework was proposed. Thereinto, antecedents were divided into distal drivers (demands and resources), mid-mediators (challenges and hindrances), proximal determinants (burnout and motivation), and moderating or controlling variables (personal characteristics), and their relationship to OHW terminations (I) was described, followed by organizational responses (R). The framework was explained in more detail through four proposals. a) "Loss-Gain" bidirectional circulation resource flow. b) "Demand-Resource" interaction resource flow. c) Individual trait shaping role resource flow d) Organizational feedback role resource flow. In addition, meta-analysis was conducted to investigate the correlation between antecedents and OHW, as well as the correlation in the conceptual framework. Results: Focus on the direct correlation between antecedents and OHW. Demand, Hindrance Stress, and Burnout were negatively correlated with OHW. Resource and Motivation were positively correlated with OHW. Overall challenge stress was not associated with OHW, when positive and negative views of challenging stress were separated and combined, a positive effect (0.16) and a negative effect of (-0.14) were confirmed. Look at the dependencies in the framework constructed. The loss circulation resource flow of OHW was Demand-Hindrance-Burnout. The gain circulation resource flow of OHW was Resource-Challenge-Motivation. Moreover, interestingly, overall challenging stress positive correlation with burnout. The positive correlation was 0.16, and the negative correlation was -0.28. Proving that challenging stress can cause or alleviate burnout. Conclusions: This study defines the connotation of OHW and deconstructs its dimensions. Antecedents of miners’ OHW were classified and a dual-cycle resources flow conceptual framework was established and verified. Significances: It provides a dialectical perspective on the positive or negative effects of stress in the workplace, enriches the literature, and hopefully stimulates further discussion. The intuitive, systematic, and scientific avoidance and utilization of "Loss-Gain" circulation resource flow in this study, lays a scientific basis for OHW management.