Industrial Safety & Risk Prevention
Psychosocial risk factors
in the workplace
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Objective: To identify the psychological risk factors that might affect
employee’s health.
Content:
Psychosocial risk factors in the workplace
• Balance
• Civility and respect
• Clear leadership and expectation
• Growth and development
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• Psychological competences and demands
• Workload Management
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Psychosocial risk factors (PSR)
Some PSR that impact organizational health and
the health of individual employees, are:
• Balance
• Civility and respect
• Clear leadership and expectations
• Growth and development
• Psychological competencies and demands
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• Workload management
Psychosocial risk factors in the workplace
Balance
A state of well-being that allows a
personto effectively manage multiple
responsibilities at work, at home and in
their community. Worklife balance is
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different for everyone and it supports physical, emotional, family and
community health.
Civility and respect
A civil and respectful workplace is related to greater job
satisfaction, greater perceptions of fairness,
a more positive attitude, improved morale,
better teamwork, greater interest in personal
development, engagement in problem
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resolution, and reduction in sick leave and turnover.
Clear leadership and expectation fffective
leadership increases employee morale, resiliency, and trust;
and decreases employee frustration and
conflict. Good leadership results in
employees with higher job well-being
and
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reduced sick leave.
Engagement
fmployee engagement can be physical, emotional or cognitive.
fngagement is similar to but should not be
mistaken for job satisfaction, job involvement,
organizational commitment, psychological
empowerment, and intrinsic motivation.
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Growth and development
fmployee development increase goal
commitment, organizational commitment
and job satisfaction.
Skill acquisition and career development
directly enhance employee well-being.
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Involvement and Influence
It refers to a workplace where employees are included in discussions about
how their work is done and how important
decisions are made. When employees
feel they have meaningful input into their
work they are more likely to be engaged,
to have higher morale, and to take pride
in their organization.
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Psychological competences and demands
The employees possess the technical
skills and knowledge for a particular
position as well as the psychological skills
and emotional intelligence such as self-
awareness, impulse control, persistence,
self-motivation, empathy, and social deftness, to do the job.
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Recognition and Reward It refers to the acknowledgement and
appreciation of employees' efforts in a
fair and timely manner. This includes
financial compensation as well as
employee or team celebrations,
recognition of years served, and/or
milestones reached.
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Workload Management
It refers to a workplace where tasks and responsibilities can be
accomplished successfully within the time
available. A large workload is described by
employees as the biggest workplace stressor.
Workload management is important because
there is a unique relationship between job
demands, intellectual demands and job
satisfaction.
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Stigma and Discrimination
Stigma is defined as negative attitudes, beliefs, or behaviors
toward people because of a characteristic they share. It includes
discrimination, prejudice, judgment, and
stereotypes. For instance, stigma happens
when someone sees you in a negative way
because of your substance use disorder.
Discrimination happens when someone treats
you in a negative way because of your substance use disorder.
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Quiz
1. It refers to the acknowledgement and appreciation of employees' efforts.
a. Workload Management b. Recognition and Reward c. fngagement
2. Is similar to but should not be mistaken for job satisfaction, job involvement.
a. fngagement b. Recognition and Reward c. Stigma & Discrimination
3. Is described by employees as the biggest workplace stressor.
a. Stigma & Discrimination b. Growth & development c. Workload Management
4. It increases goal commitment, organizational commitment and job satisfaction.
a. Growth & development a. Stigma & Discrimination c. Workload Management
5. Negative attitudes, beliefs, or behaviors toward people because of a characteristic they share.
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a. Workload Management b. Stigma & Discrimination c. Recognition & Reward
Quiz
1. It refers to the acknowledgement and appreciation of employees' efforts.
a. Workload Managementc. b. Recognition & Reward fngagement
2. Is similar to but should not be mistaken for job satisfaction or job involvement.
a. fngagement b. Recognition and Reward c. Stigma & Discrimination
3. Is described by employees as the biggest workplace stressor.
a. Stigma & Discrimination b. Growth & development c. Workload Management
4. It increases goal commitment, organizational commitment and job satisfaction.
a. Growth & development a. Stigma & Discrimination c. Workload Management
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5. Negative attitudes, beliefs, or behaviors toward people because of a characteristic they share.
a. Workload Managementc. b. Stigma & Discrimination Recognition & Reward
Conclusions
Psychosocial risk factors are situations that can put the employees mental and
physical health at risk such as stress at work, burnout, absences...
They are accompanied by a series of factors of varied intensity that can be
cumulative in more serious cases: excessive mental workload, painful
conditions at the workstation, lack of autonomy; harassment, value conflicts,
degraded social relations; insults, threats. Increasingly prevalent in
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companies, they are divided into three categories: Stress, internal violence,
and external violence. The consequences for employees' health go from
burnout, anxiety, depression, cardiovascular diseases, etc., to suicide.
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