Occupational
Health
Psychology
Psychology of Health
and Safety
Fernand Léger, 1950, Builders with Rope
Occupational Health Psychology
• OHP concerns the application of
psychology to improving the quality of
work life, and to protecting and promoting
the safety, health and well-being of
workers” NIOSH
OHP Issues
•
•
•
•
•
•
•
•
Accidents/injuries
Health promotion
Musculoskeletal disorders
Physical illness
Psychological well-being
Stress
Violence
Work-family
Accident
Illness
Stressor
Violence
MSD
Work/Family
Accident
Illness
Strain
Violence
MSD
Work/Family
OHP Field
• Next major area of psychology
• Interdisciplinary
– Within psychology
– Public health, medicine, nursing, safety
• Society for OHP (SOHP)
– www.sohp-online.org
• European Academy of OHP (EA-OHP)
– www.ea-ohp.org
• Journal of OHP
• Work & Stress
History of SOHP
• 2001 USF Meeting
– Established OHP Forum
– Representatives from 11 schools who got
APA/NIOSH training grants.
– About 35 attended
– Set goals to promote OHP
• 2003 Portland State U meeting
– Continued discussion
– Serious talk about starting SOHP
SOHP Membership
• 2005
– 31 Founding members donated $100 to start
society
• 2006
– 95 Charter members joined.
• 2012
SOHP Activities
• Members receive Journal of Occupational
Health Psychology
• Joint sponsor of Work, Stress & Health
conference
• Newsletter
• Promote OHP
• Website
– Clearinghouse for OHP information
OHP Training
• 11 schools in US got APA/NIOSH grants
– USF 2001
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•
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Most associated with I/O Psychology
Specialization attached to core discipline
PhD level training
Prepares for academic-research and practice
Supported by NIOSH
– Colorado State, Portland State, U Conn, USF
OHP At USF
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•
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Specialization for I/O and other students
Interdisciplinary with public health and nursing
Coursework and research collaboration
Sunshine Education and Research Center (ERC)
NIOSH-funded OHP training grant for I/O students
– Stipends
– Conference travel funds
• Ten OHP trainees from psychology
National Institute for Occupational
Safety and Health (NIOSH)
• Promote health and safety
– Training
– Research
– Outreach
•
•
•
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Internal research on health & safety
External funding for research and training
ERCs
Program grants
National Occupational Research Agenda
NORA
NIOSH ERCs
• 17 throughout US
• Sunshine ERC at USF
• Promote workplace health safety
– Graduate training programs
– Research
– Continuing education/outreach
• Supported through NIOSH center grants
Sunshine ERC
• Began 1998
• Four Colleges
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Public Health (EOH)
Nursing
Medicine
Arts and Sciences (Psychology)
• Director: Tom Bernard (EOH)
• Deputy Director: Candace Burns (Nursing)
Sunshine ERC Programs
• Five training programs
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Industrial Hygiene
Occupational Health Medicine
Occupational Health Nursing
Occupational Health Psychology
Occupational Safety
• Continuing Education
– Occupational safety
– Hazardous materials
Program Focus
• Industrial hygiene
– Effects of hazardous substances
• Occupational health medicine & nursing
– Treatment of occupational disease/injury
• OHP
– Psychological factors in health/safety/well-being
• Occupational safety
– Safety policies and practices
• Occupational Ergonomics
– Design of the physical environment
Exposures
• Acute: Incident leading to outcome
– Risk behavior Accidents/injury
– Posttraumatic stress
• Chronic: Degenerative disease/disorder
– Stressors  Cardiovascular disease
– Physical activity  Musculoskeletal disorders
MSD
Concepts
•
•
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Prevention and health promotion
Healthy organization—for whom?
Positive health—not just absence of disease
Public health model
– Primary prevention—change job for everyone
– Secondary prevention—help those at risk
– Tertiary prevention—intervene after
sick/injured
Week 3
Occupational Stress
Concepts
• Stressor: Environmental condition requiring
adaptation
– Environmental versus perceived
• Appraisal: Cognitive processing of stressor
• Strain: Response to stressor
– Psychological
– Physical
– Behavioral
• Coping: Way of dealing with stressors
– Emotion vs. Problem
• Social support
Basic Stress Model
Stressor
Strain
Moderators
Control
Coping
Personality
Social Support
Appraisal
Stressors
•
•
•
•
•
Objective vs. psychosocial
Task-based vs. social
Challenge vs. hindrance
Acute vs. chronic
Exposure
Methodology
• Human reports
– Self-report
– Other-report
• Quantitative vs. qualitative
• Too subjective?
• Physical measures
– Stressors
– Strains
Confounds
• Personality
• Demographics
• Confounded stressors
– Workhours confounded with work-family conflict
– Role ambiguity confounded with poor
management
• Establish relationship and rule out alternatives
Design Issues
• Alternative measures (to self-report)
– Lack precision
• Longitudinal designs
– Arbitrary points in time
Week 4:
Control and Buffering
Factors that Buffer Effects of
Stressors
•
•
•
•
Control
Social-Support
Coping
Reverse Buffering
Control-Demand Model
High
Low Control
Strain
High Control
Low
Low
High
Stressor
Control
• Control relates to stressors
• Control relates to strains
• Buffering effect inconsistent
– Methodological issues
• Small samples
• General control
Types of Control
• Primary: Control the environment
• Secondary: Control reaction to the
environment
Social Support
• Thought to buffer like control
• Reverse buffering
– Demands of social support
• Instrumental support
• Emotional support
Coping
•
•
•
•
How people deal with stressors
Problem-focused coping
Emotion-focused coping
Style vs. situational
Control, Coping, and Support
• Focus on stressor
– Primary control
– Instrumental support
– Problem focused coping
• Focus on reaction to stressor
– Secondary control
– Emotional support
– Emotion focused coping
Week 5: Schedules & WorkFamily
Schedules: Time Demands
• Number of hours
– Daily, Weekly
• Scheduling of hours
– Shift work
– Night work
– Flex time
• Conflicting hours
– Work-family conflict (WFC)
Hours/Day
• 5 days/8 hour standard
• 4 days/10 hour
• Longer work days inconsistent results
–
–
–
–
More fatigue?
More days off
Preferred by employees
More satisfaction
Hours/Week
•
•
•
•
Magic number 48/week
Little relation to psychological strain
Relates to heart disease
European Union 48 hour rule
– 48 hours/week
– 11 hours off/24 hours
Shifts
• Rotating Shifts and night work
• Physical issues
– Sleep disturbance
– Stomach distress
– More accidents/injuries
• Social issues
– Interference with nonwork activities
– Higher divorce rate
Work-Family Conflict
• Work & Nonwork interference
– Work to family: WIF
– Family to work: FIW
• Types
–
–
–
–
Time-based
Strain-based
Behavior-based
Energy-based
WFC as Stressor
•
•
•
•
Job dissatisfaction
Family dissatisfaction
Psychological strain
Physical strain
– Symptoms
– Cortisol elevation
Interventions
• Flextime
• Family-friendly benefits
• Family supportive organization climate
Week 6: Cross-National Issues
CC/CN
Basic Question
• How do cultural and national differences
relate to job stress?
Why Is This Important
• Psychology the study of humans not just
Americans
• Explore principles in the context of different
cultural/national conditions
• We’re curious scientists
• The field is interested, i.e. it’s publishable
Types of CC-CN studies
•
•
•
•
International replication in a single country
Comparison of two countries
Comparison of multiple countries
Country-level analysis of culture-national
variable with other variables
International Replication
• Many examples of job stress and other
studies outside of North America
• Jia Lin Xie 1996: Test of Karasek’s
demand-control model in PRC
– Anxiety, depression, and job satisfaction
– Support for interactive effects in sample of
1200 Chinese
Comparison of Two Countries
• Narayanan, Menon, Spector (1999)
International Journal of Stress Management
• Comparison of India and U.S.
• Open-ended Stress Incident Record
• Stress incident in prior 30 days
• Content analyzed
• University clerks: 130 India, 133 U.S.
Most Frequent Stressors By
Country
Stressor
India
U.S.
Lack of control
Work overload
0%
0%
23%
26%
Lack of clarity/
structure
Constraints
27%
0%
15%
0%
Conflict
12%
17%
Reactions By Country
Reaction
Anger
India
U.S.
0%
18%
Resignation
20%
0%
Talk to boss
5%
60%
35%
17%
Talk to family
Comparison of Multiple
Countries
• Peterson, Smith et al. 1995
• Spector, Cooper, Sanchez, Sparks,
O’Driscoll, et al. 2002
Methodological Issues
• Measurement equivalence
– Can measures be transported?
• Sample equivalence
– Are working populations similar
Approaches to Sample Equivalence
• Choose similar working groups
• Not always possible due to economic
differences
Approaches To Scale Equivalence
• Translation—Back Translation
• Analysis of equivalence
– Comparison of factor structure with SEM
– Comparison of item response with IRT
• Create cross-national scales
– Parallel development in more than one place
Parallel Scale Development
• Spector, Sanchez, Siu, Salgado, Ma, 2004,
Applied Psychology: An International Review
• Development of scales for new constructs
• Avoid ethnocentrism with multi-national team
– American, Chinese, and Spanish colleagues
• Sample equivalence with similar samples
Background
• Asians score much lower than Americans
on locus of control
• View of passive Asian
• Primary vs. Secondary control
– Primary: Direct control of environment
– Secondary: Control of reaction to environment
• Socioinstrumental control: Control through
development of social networks
Background 2
• Individualists focus on primary control
• Collectivists focus on secondary and
socioinstrumental control
Hypotheses/Purpose
• Americans will score higher than Chinese
on locus of control
• Chinese will score higher than Americans
on secondary and socioinstrumental control
• Scale exists for LOC
• Need to develop scales for other forms of
control
Scale Development
1. Spector-Sanchez developed definitions of
primary-secondary and socioinstrumental
2. Each partner wrote items to tap constructs
3. Large item pool administered to 126 employed
students
4. Item analysis reduced to 11 items (Secondary)
and 24 items (Socio)
5. Administered as part of larger questionnaire in
PRC, Hong Kong, and U.S.
Items
• I take pride in the accomplishments of my
superiors at work (vicarious control)
• I sometimes consider failure as payment for
future success (interpretative control)
• It is important to cultivate relationships with
superiors at work to be effective (socio)
• You can get your own way if you learn how
to get along with others (socio)
Coefficient Alphas
Country
Secondary
Socioinstru
Job
mental
Satisfaction
Hong Kong
.87
.91
.82
PRC
.70
.88
.65
U.S.
.76
.91
.89
Comparison of Means
Variable
Hong
Kong
PRC
U.S
R2
Secondary
43.8A
46.0B
45.6B
.01
Socio
93.4A
97.1B
91.9A
.02
Work
LOC
51.0B
57.0C
40.2A
.38
Results/Conclusions
• Scale internal consistency did not degrade
when used in China
• Chinese as high or higher than Americans
on new control scales
• Differences on new scales small
• Differences on Work LOC huge
• View of passive Asians incorrect based on
American view of control
Concluding Thoughts
• CC-CN research in its infancy
• Evolving from descriptive to theory testing
studies
• Challenging methodological issues
• International colleagues eager to collaborate
• Lots to be done
Week 7: Negative Affectivity
Affect Central Role in Stress
• Emotional response
– Psychological Strain
– Immediate response to stressor
• State vs. Trait
Negative Affectivity
• Watson & Clark
• Noted high correlations among measures of
affect
– Trait anxiety
– Neuroticism
– Depression
• Concluded they are all manifestations of
NA
– Tendency to experience negative emotion
across situations and time
Nature of NA
• NA mainly anxiety and related states/traits
• Other emotions distinct
– Anger
– Depression
– Boredom
The Great Debate about NA
• What is the role of NA trait in stress
research?
Watson, Pennebaker, Folger 1986
• NA is a confounder
• Questions validity of survey research
• If correct, reshapes entire field
Brief, Burke, George, Robinson,
Webster, 1988
• Test of Watson et al.
• Conclude they are correct
• Recommend partialling NA routinely
Chen & Spector, 1991
• Another test of Watson et al.
• Conclude general confounding does not
occur
• Amount of overlap variable across measures
• Criticized Brief et al. for item overlap and
affect-laden measures
Burke, Brief George, 1993
• Reanalyzed data from Frese and Spector
• Concluded confounding a problem
• Agrees with Watson et al. and Brief et al.
Spector, Zapf, Chen, & Frese,
2000
• Reanalyzed Burke et al reanalysis & came
to different conclusions
• Summarized evidence for confounding
• Discusses several NA mechanisms
• Argues against routine partialling of NA
Week 8: Interventions
Level of Intervention
• Primary: Sound management
– Positive impact on performance
• Secondary: Stress management training
– Quick fix
• Tertiary: EAPs
– Failure?
Primary
•
•
•
•
Selection/placement
Training
Leadership
Reward systems
– Justice
• Climate
– Safety, civility, violence
• Empowerment
• Petterson study
Secondary
• Skills at handling stressors/strains
• Bruning
– Exercise, relaxation, management skills
(primary?)
• Ganster
– Stress management
Tertiary: EAPs
• Popular among large organizations
• Employee benefit
• Multiple purposes
– Stress
– Alcohol/drug problems
– Psychological problems
• Self vs. supervisor referral
• Research inconsistent on effectiveness
Semmer Chapter Comments
• More attention to task than social stressors
• Concludes interventions effective
– Intervention-stressor/strain match unclear
• Health Circle
• Job satisfaction general well-being indicator
• Strains persist after stressor removed
– “I’ll remove the cause but not the symptom”
• Tim Currey to Brad and Janet in Rocky Horror
Week 9: Spring Break
Week 10: Appraisal Vs.
Environment Debate
Week 11: Cardiovascular disease,
Immune Functioning, and Posttraumatic Stress
Psychological Factors Important
• Stress
• Exposures through behavior
– Over-eating
– Smoking
• Diseases
– Cardiovascular
– Cancer
– Diabetes
Points from Landisbergis
• No hypertension in hunter-gatherers,
herders, or family farmers
• SES and stress risk factors
• Job control important work factor
• Threat-avoidance vigilant work
• Econeurocardiology—Social environment
and CNS
• Work and family stressors compound
Relative Weight
• Parkes
• Obesity important risk factor
– Heart disease
– Cancer
– Diabetes
• RW = W/H2 (W in kg, H is M)
• I am 21.3
Model of Physical Illness
Emotion
Stressors
Physiology
Catecholamines
Cortisol
Physical
Symptoms
Disease
Job Stressors & Cardio Response
Fox, Dwyer & Ganster
• 198 hospital nurses
• Workload
– Patient load & Contact
• Perceived control
• Blood pressure
• Cortisol
High
Low control
BPSy
Work
High control
Low
Low
High
Workload
High
Low control
Cortisol
Home
High control
Low
Low
High
Workload
Stressor-Physical Symptom Meta-Analysis
k
Mean wr
Workhours
5
.14
Workload
28
.31
Role
ambiguity
Role conflict
16
.27
16
.38
4
.30
Abuse
Ashley Nixon and Joe Mazzola
Week 12: Accidents and Safety
Not So Fun Facts
• US 2005
– 5702 workplace fatalities
– Rate declining recent years: 4/100,000
– 4.2 million illnesses/injuries
• Least safe occupations
– Agriculture/fishing/forestry/hunting
– Mining
• Safest
– Education/health service
– Services
Gender and Safety
• Men
– 54% of workforce
– 93% of fatalities
• Reasons
– Men in more dangerous jobs
– Less safe behavior?
Accident causes
• Unsafe conditions
• Unsafe behavior
• How do we get management to make
conditions safer?
• How do we get employees to engage in
safer behavior?
Areas of Concern
• Physical conditions
– Equipment
– Lighting
• Psychological factors
– Job skill
– Personality
– Stress
• Organizational factors
– Leadership
– Safety climate
Psychological Factors
• Personality
–
–
–
–
People high on openness to experience
Low on conscientiousness
Low on agreeableness
Grumpy, lazy, sensation seekers
• Job Dissatisfaction
• Job stress
–
–
–
–
Divorce
Heavy workload
Unclear expectations
Conflicting job demands
Organizational Factors
• Balance between production and safety
– Higher accident rates with incentive system
(piece rate) vs. hourly
• Workplace norms
– Rickett et al. Hoist usage in hospitals
• Beliefs about reactions of others related to use
• Safety climate
– Shared perception that safety is important
Safety Climate
• Shared perception that safety is important
• Reflected
– Policies
– Practices
• Supervisor main source of climate
– Actions (model safe working)
– Words (talks about safety)
• Related to
– Safe behavior
– Accidents/injuries
Focus of Intervention
• Recruitment/selection: Hire safe people
• Training
– Safe procedures
– Skills
– Attitudes
• Control stress
• Goal setting
– Careful to affect behavior and not just reporting
• Leadership
– Mentoring
– Modeling
– Support
Scale Development Project
Scale Development Steps
•
•
•
•
•
Define Construct
Write items
Administer
Item-analysis
Validity evidence
Item Analysis
•
•
•
•
Goal: Internally consistent scale
Items are intercorrelated
Reflect single construct
Coefficient alpha: Measure of internal
consistency
• Item-remainder: Correlation of item with
sum of other items in scale
Internal Consistency
• Coefficient alpha
– Standard at least .70
– Looks like correlation
• Item-remainder
– Take items with highest values
– Typically .30 or more
• Alpha with item removed
– Indicates if item contributes to internal
consistency
– Delete if alpha is larger without item
Data Analysis Steps
•
•
•
•
Enter data
First variable is ID
Reverse score oppositely worded items
Subtract item from difference between high and
low value
– Subtract item from 7 for 1 to 6 scale
– Subtract item from 5 for 1 to 4 scale
• Run item analysis
• Refine measure
• Relate measure with other variables
Refining the Scale
•
•
•
•
Delete items that reduce alpha
Delete one at a time iteratively
Sum final items into scale score
Relate scale with other variables
– T-test or correlation for 2 group differences
(e.g., gender)
– Correlation with continuous variables (e.g., job
satisfaction)
– ANOVA for multi-group differences (e.g.,
race)
Item Analysis Example
• Violence Climate Scale: VCS
• Three subscales
– Policies
– Practices
– Pressure for unsafe performance
• Example
– Practices (First 4 items)
– Pressure (Last item)
3. Management in this organization quickly responds to
episodes of violence.
4. Management in this organization requires each
manager to help reduce violence in his/her department.
18. Management encourages employees to report physical
violence.
19. Management encourages employees to report verbal
violence.
36. In my unit in order to get the work done, one must
ignore some violence prevention policies.
Variables
Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ
Raw
0.753049
Deleted
Correlation
Variable
with Total
Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ
x3
0.622879
0.673323
x4
0.627735
0.670671
x18
0.679266
0.650681
x19
0.719180
0.632802
x36
0.091843
0.865910
Variables
Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ
Raw
0.865702
Deleted
Correlation
Variable
with Total
Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ
x3
0.672844
0.845290
x4
0.665091
0.848473
x18
0.751180
0.813753
x19
0.774005
0.803730
What To Report
•
•
•
•
Item-remainder statistics for each item
Alpha if item removed for each item
Overall coefficient alpha
Mean, standard deviation and range of total
scale and other variables in study
• Relationships with other variables
• Factor analysis of scale (optional)
Week 13: SIOP
Week 14: Aggression and
Violence
Thomas McIlvane
•
•
•
•
•
•
Postal Employee
Royal Oak, Michigan
November 14, 1991
Killed 5
Wounded 4
Harassed and bullied
by supervisors
• Fired for
insubordination
What Are the Homicide Risks?
• 5.6% of homicides at work (2000)
– 677 out of 12,000 in US
• 8% by coworkers
– 54 cases in 2000
• 84% male victims
• Female deaths rare
– 2000 151 homicide plus suicide at work
• Workplace much safer than home and street
Workplace Nonfatal Violence
Common in many jobs
Workplace Verbal Aggression
Common in all jobs
Helen Green
• Successfully sued Deutsche
Bank in the UK
• Secretary
• Hospitalized for stressrelated disorder
• Abused and bullied at work
• Awarded $1,575,000
Types of Violence/Aggression
• Type 1: Strangers committing a crime
– Cab driver, Convenience store clerk
• Type 2: Clients, customers, patients
– Health care workers, nurses
• Type 3: Coworkers, supervisors
– Any job
• Type 4: Relationship
– Any job
How Prevalent
• 2 million violent episodes/year in U.S.
– NIOSH Report
• 16 million verbal aggression incidents/year
in U.S.
– Northwestern National Life Insurance
Company
Type 1 & 2 Factors
Physical control over others
Handle weapons
Physical care of others
Contact with drug takers
Contact with alcohol drinkers
Decisions over others
LeBlanc & Kelloway, 2002
Exercise security functions
Work alone
Go to client’s home
Interacted with frustrated
Emotional care of others
Guard valuables
Type 2 and 3 Aggression & Violence: Emotion-related
Stress
Conflict
Constraints
Injustice
Workload
Personal
Gender
Hostile attribution
Locus of control
Trait Anger
Trait Anxiety
Emotion
Anger
Anxiety
Depression
Frustration
Aggression
Violence
Control a Vital Element
• Low control leads to aggression/violence to
deal with stressful incidents
• High control leads to constructive acts to
deal with stressful incidents
Relations With Predictors
Variable
Behavior
Behavior
(Employee) (Coworker)
Conflict
.36
.25
Constraints
.25
.12
Justice
-.20
-.29
Job satisfaction
-.14
-.18
The Relationship of Physical and
Psychological Violence With Safety Climate
Paul E. Spector, Psychology, USF
Martha L. Coulter, Public Health, USF
Heather G. Stockwell, Public Health, USF
Mary Matz, VA Patient Safety Research Center
Work & Stress, 2007
Current Study
•
•
•
•
Survey of Nurses in a VHA hospital
Incidence of physical and verbal assault
Relationship of violence climate with assault
Relationship of assault with physical and
psychological well-being
Participants
• 198 Nurses
• Variety of departments
– Medical, surgical, mental health, emergency
• All shifts
– Day, evening, night
Measures
• How often assaulted and who assaulted
– Physical and verbal
– Prior year
• Violence climate
• Physical symptoms
– Digestive problems, Sleep disturbance
• Emotional well-being (Brief Symptom Inventory)
Abuse Scale
•
•
•
•
Been yelled or sworn at
Been insulted or made fun of
Been hit or slapped
Been kicked, bit or punched with a fist
Safety Climate Items
•
•
•
•
•
•
Violence prevention training.
Violence prevention policies and procedures.
Procedures for reporting violence.
Encourage reporting physical violence.
Encourage reporting verbal violence.
Violence reports taken seriously by management.
Incidence
Physical
Source
n
Verbal
%
n
%
Coworker/
Supervisor
Patient
5
9%
38
33%
53
95% 98
85%
Patient family
5
9%
20%
Total
56
23
115
Correlations
Climate
Physical
assault
Verbal
assault
Abuse
Physical Verbal
assault
assault
Abuse
Physical Emotional
symptoms Well-being
-.28
-.32
-.57
-.22
-.26
.34
.63
.31
.31
.35
.30
.30
.34
.41
Conclusions
• Physical common: ¼ of nurses
– Missing data suggests underreporting
• Injuries occurred tended to be minor
– Most serious broken bone done by patient
• Verbal more common: over ½ of nurses
• Patients biggest source for both forms
• Verbal climate relates to assault/abuse
Week 15: Musculoskeletal
Disorders (MSDs)
MSD
• Acute
– Sudden injury
– Back injury
– Nurse lifting a patient
• Chronic
– Repetitive strain injury through overuse
– Carpal tunnel
– Employee typing
Common Injury Areas
• Upper extremities
– Fingers, hand/wrist, elbow, shoulder, neck
• Lower extremities
– Toes, foot/ankle, knee, hip
• Back
Symptoms
• Numbness
• Pain
– Muscle
– Tendon
– Joint
• Weakness
• Inflammation
• Fracture
Psychological Factors
• Neuroticism and pain
• Soft tissue
– No obvious physical injury
• Malingering
– Form of CWB
– Relates to injustice?
Physical Solutions
• Hardware to minimize physical strain
• Lifting device for acute
• Keyboard design for chronic
Patient Lifting Device
Split Keyboard
Psychological Factors
•
•
•
•
•
•
•
Heavy workload
Low control
High work pace
Monotonous work
Low social support
Job dissatisfaction
Negative mood
Week 16: Future Healthy Work Organization
What is a HWO?
• Organization that maximizes
– Effectiveness/productivity
– Employee health, safety, and well-being
• Joint Optimization
– Socio-technical systems theory
• Social and technical systems in balance
– Health and Performance systems in balance
Sauter HWO Characteristics
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Quality
Career development
Strategic planning
HR planning
Justice
Innovation
Cooperation
Diversity
Technology
Health Climates
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Safety
Civility
Violence
Health
Management of Stress
• Empowerment/control
• Social support
• Workload management
– Priorities
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Schedule flexibility
Clear expectations
Justice
KSAO – Job fit
– Selection/Placement
– Training
– Task assignment
Six OHP Topics Linked
• As Stressors
• As Strains
Stressors
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Accidents
Illness
MSD
Violence
Work-Family Conflict
Strains
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Response to stressor
By-product of behavioral strain
Accidents
Illness
MSD
Violence
Accident
Illness
Stressor
Violence
MSD
Work/Family
Accident
Illness
Strain
Violence
MSD
Work/Family
Employee Health, Safety, and
Well-Being Is a Psychological
Problem As Well As a Physical
Problem