Stavroula Leka

Publications of Stavroula Leka

• Occupational psychosocial health policies in Hong Kong schools: a review and exploration of key stakeholder perceptions.

  Authors: Jessica Janice Tang, Stavroula Leka, Nigel Hunt, Sara MacLennan

  Health policy (Amsterdam, Netherlands). 08/2011; 103(2-3):266-75.

  It is widely acknowledged that teachers are suffering from work-related health problems. However, the implementation of relevant occupational safety and health (OSH) policies is complex andIt is widely acknowledged that teachers are suffering from work-related health problems. However, the implementation of relevant occupational safety and health (OSH) policies is complex and under-studied. This study reviews key legislation of relevance to psychosocial health and explores stakeholders' perceptions on their implementation in Hong Kong (HK) schools. The content of OSH legislation applicable to psychosocial health was systematically reviewed by the modified WHO checklist on legislation. Semi-structured interviews were then conducted with 38 key stakeholders. These were transcribed and subjected to Framework Analysis. The review showed that there were several ambiguities in the legislation and the interviews found that awareness and understanding in relation to OSH issues and policies differed on the basis of the level of implementation bodies. The importance of management, trust, communication and interpersonal relationships was emphasised. On the basis of the study it is concluded that implementation of psychosocial health policies in HK schools is poor and there appears to be a gap among stakeholder communication. Also, the content of these policies needs to be clarified so that it can be more conducive to implementation in practice. The improvement of OSH climate and social capital could foster a more effective implementation of OSH policies.

• Occupational health and safety policy and psychosocial risks in Europe: the role of stakeholders' perceptions.

  Authors: Sergio Iavicoli, Elena Natali, Patrizia Deitinger, Bruna Maria Rondinone, Michael Ertel, Aditya Jain, Stavroula Leka

  Health policy (Amsterdam, Netherlands). 06/2011; 101(1):87-94.

  Psychosocial risks are now largely acknowledged throughout Europe as important challenges in occupational health and safety. However, there appear to be wide gaps in perception between experts andPsychosocial risks are now largely acknowledged throughout Europe as important challenges in occupational health and safety. However, there appear to be wide gaps in perception between experts and the general population on the nature and the relevance of psychosocial risks that have a potential impact on policy development and implementation in this area. This study investigated the level of knowledge among European stakeholders, of legislation on occupational safety and health, focusing particularly on psychosocial risk factors. 75 members of employers' associations, trade unions and government institutions from 21 countries in the European Union (EU) participated in the study. In addition, to further elaborate the findings of the survey, focus groups were organised during a 2-day stakeholder workshop. The level of application of European Directive 89/391 for the assessment and management of psychosocial risks and work-related stress was largely reported by the stakeholders as inadequate. This opinion was more marked in the new EU27 countries than the older EU15, and the difference was significant as regards the impact of the Directive on the assessment and management of psychosocial risks. Overall, psychosocial risks and work-related stress were reported to be important occupational health and safety concerns; however there were important differences among stakeholders in different countries. Despite the development of knowledge and activities on both the policy and practice levels in recent years, further work is still needed to harmonize stakeholder perceptions in this area in the various EU member states.

• Perceptions of psychosocial hazards, work-related stress and workplace priority risks in developing countries.

  Authors: Evelyn Kortum, Stavroula Leka, Tom Cox

  Journal of occupational health. 02/2011; 53(2):144-55.

  During the last few decades, major global developments in the world of work include an international trend to shift production to developing countries, with wide variations in working conditions andDuring the last few decades, major global developments in the world of work include an international trend to shift production to developing countries, with wide variations in working conditions and exposure to traditional and emerging occupational risks, such as psychosocial risks. The latter have rarely been addressed or explored in developing and economically-emerging country contexts while we find an abundant body of research from industrialized countries. The research presented, which is part of a larger study, explored the perception of multi-disciplinary experts from different regions, as defined by the World Health Organization (WHO), of the nature of psychosocial hazards, and work-related stress, as well as their views on workplace priorities that require urgent attention. Semi-structured interviews were conducted with 29 experts from developing countries which were subjected to thematic analysis. A two-tiered Delphi survey was completed by 74 experts in the first round with 53 of these experts completing the survey in the second round. Psychosocial hazards and work-related stress were mostly seen as interchangeable in terms of source and effect and all participants perceived them as concern to their workforce. Through the interviews and the Delphi surveys they allude to our contemporary understanding of psychosocial risks. Workplace risks of priority differed by region but primarily work-related stress, injury and accident prevention, and substance abuse and risk behaviors were reported to require urgent attention. The current lack of awareness and research in the area of psychosocial risks and work-related stress hampers action in developing countries. International experts should support the exchange of information and the development of interventions in workplaces in developing countries with a view to integrating these emerging risks into comprehensive occupational health and safety policy frameworks to make such approaches more effective.

• The development of the European framework for psychosocial risk management: PRIMA-EF.

  Authors: Stavroula Leka, Aditya Jain, Tom Cox, Evelyn Kortum

  Journal of occupational health. 02/2011; 53(2):137-43.

  This paper presents the development process of the European framework for psychosocial risk management (PRIMA-EF). It also summarises and discusses key findings of research conducted through thisThis paper presents the development process of the European framework for psychosocial risk management (PRIMA-EF). It also summarises and discusses key findings of research conducted through this policy-orientated research programme. This paper presents an overview of the development process of PRIMA-EF. The background, methods and outcomes are described and discussed. The paper summarises the key findings of PRIMA-EF and concludes by a discussion of the merit of PRIMA-EF in the area of psychosocial risk management and its intended use. PRIMA-EF has been built on a review, critical assessment, reconciliation and harmonisation of existing European approaches for the management of psychosocial risks and the promotion of mental health at the workplace. The framework has been built from a theoretical analysis of the risk management process, identifying its key elements in logic and philosophy, strategy and procedures, areas and types of measurement, and from a subsequent analysis of European risk management approaches. It is meant to accommodate all existing psychosocial risk management approaches across Europe. It also provides a model and key indicators that relate to the psychosocial risk management process both at the enterprise and macro levels. Experts, researchers, social partners, key European and international organisations and networks were involved throughout the development of PRIMA-EF. A number of methods were applied including literature, case study and policy reviews, interviews, surveys, focus groups and workshops. The scientific findings have been used to develop user-friendly tools for use at the enterprise and policy levels such as guidelines, indicators, guidance sheets, inventories and web-based tools. PRIMA-EF is intended as a framework for harmonizing practice and current methods in the area of psychosocial risk management. It can also be used as a guidance tool for the development of further methods both in Europe and internationally as it can provide a benchmark for validation of new methods. A number of priorities have been identified on the basis of PRIMA-EF for the future of psychosocial risk management and the promotion of mental health at workplace in Europe.

• Psychosocial risks and work-related stress in developing countries: health impact, priorities, barriers and solutions.

  Authors: Evelyn Kortum, Stavroula Leka, Tom Cox

  International journal of occupational medicine and environmental health. 10/2010; 23(3):225-38.

  The current research explores experts' perceptions of psychosocial risks and work-related stress in emerging economies and developing countries. This paper focuses on knowledge of potential healthThe current research explores experts' perceptions of psychosocial risks and work-related stress in emerging economies and developing countries. This paper focuses on knowledge of potential health impact of psychosocial risks and preliminary priorities for action, and discusses potential barriers and solutions to addressing psychosocial risks and work-related stress in developing countries. This research applied a mixed methodology including semi-structured interviews, two rounds of an online Delphi survey, and four focus groups. Twenty nine experts with expertise in occupational health were interviewed. Seventy four experts responded to the first round of an online Delphi survey and 53 responded to the second round. Four groups of experts with a total of 37 active participants with specific or broader knowledge about developing country contexts participated in focus group discussions. High concern was expressed for the need to address psychosocial risks and work-related stress and their health impact. Developing country experts' knowledge about these issues was comparable to knowledge from industrialized countries, however, application of expert knowledge was reported to be weak in developing countries. Socio-economic conditions were regarded as important considerations. Priorities to be addressed were identified, and barriers to implementing possible solutions were proposed. The future research and action paradigms in relation to psychosocial risk management will need to be broadened to include the larger social, political and economic contexts in developing countries beyond issues focusing solely on the working environment. Work-related psychosocial risks and the emerging priority of work-related stress should urgently be included in the research and political agendas and action frameworks of developing countries.

• Work-place social capital and smoking cessation: the Finnish Public Sector Study.

  Authors: Anne Kouvonen, Tuula Oksanen, Jussi Vahtera, Ari Väänänen, Roberto De Vogli, Marko Elovainio, Jaana Pentti, Stavroula Leka, Thomas Cox, Mika Kivimäki

  Addiction (Abingdon, England). 09/2008;

  Aims To examine whether high social capital at work is associated with an increased likelihood of smoking cessation in baseline smokers. Design Prospective cohort study. Setting Finland. ParticipantsAims To examine whether high social capital at work is associated with an increased likelihood of smoking cessation in baseline smokers. Design Prospective cohort study. Setting Finland. Participants A total of 4853 employees who reported to be smokers in the baseline survey in 2000-2002 (response rate 68%) and responded to a follow-up survey on smoking status in 2004-2005 (response rate 77%). Measurements Work-place social capital was assessed using a validated and psychometrically tested eight-item measure. Control variables included sex, age, socio-economic position, marital status, place of work, heavy drinking, physical activity, body mass index and physician-diagnosed depression. Findings In multi-level logistic regression models adjusted for all the covariates, the odds for being a non-smoker at follow-up were 1.26 [95% confidence interval (CI) = 1.03-1.55] times higher for baseline smokers who reported high individual-level social capital than for their counterparts with low social capital. In an analysis stratified by socio-economic position, a significant association between individual-level social capital and smoking cessation was observed in the high socio-economic group [odds ratio (OR) (95% CI) = 1.63 (1.01-2.63)], but not in intermediate [(OR = 1.10 (0.83-1.47)] or low socio-economic groups [(OR = 1.28 (0.86-1.91)]. Work unit-level social capital was not associated with smoking cessation. Conclusions If the observed associations are causal, these findings suggest that high perceived social capital at work may facilitate smoking cessation among smokers in higher-status jobs.

• A European framework to address psychosocial hazards.

  Authors: Stavroula Leka, Evelyn Kortum

  Journal of occupational health. 06/2008; 50(3):294-6.

  Over the past decades, emphasis has been placed on the changing nature of work and new forms of risk that could negatively affect employee health and safety. These are mainly associated with newOver the past decades, emphasis has been placed on the changing nature of work and new forms of risk that could negatively affect employee health and safety. These are mainly associated with new types of occupational hazards that have been termed psychosocial. Issues such as work-related stress, bullying and harassment are now receiving attention on a global basis and efforts have been made to address them at the workplace level. However, it has been acknowledged that despite developments of policy in this area, there still appear to be a broad science-policy gap and an even broader one between policy and practice. The WHO Network of Collaborating Centers in Occupational Health has, since the late 1990s, been supporting a dedicated program of work on psychosocial factors and work-related stress. Part of the Network's work is currently focusing on the translation of existing knowledge into practice in the area of psychosocial risk management. This program has identified that the optimum way forward lies in the development of a European framework for psychosocial risk management. This framework will serve as the basis for coordination of research activities and preventive action with an emphasis on evidence based interventions and best practice on an international basis.

• Work factors related to psychological and health-related distress among employees with chronic illnesses.

  Authors: Fehmidah Munir, Joanna Yarker, Cheryl Haslam, Helen Long, Stavroula Leka, Amanda Griffiths, Sara Cox

  Journal of occupational rehabilitation. 07/2007; 17(2):259-77.

  Objective: This study examined specific psychosocial factors associated with psychological and health-related distress amongst employees reporting different chronic illnesses. Methods: The sampleObjective: This study examined specific psychosocial factors associated with psychological and health-related distress amongst employees reporting different chronic illnesses. Methods: The sample consisted of 1029 employees managing either musculoskeletal pain (n=324), arthritis and rheumatism (n=192), asthma (n=174), depression and anxiety (n=152), heart disease (n=96) or diabetes (n=91). Information on psychological distress, work limitations, illness management, disclosure, absence, presenteeism, support and demographic factors were obtained through self-administered questionnaires. Results: Both low psychological well-being and high health-related distress were associated with an increase in work limitations (beta=0.20, SE=.03; and beta=0.19, SE=.01, respectively), poorer management of illness symptoms at work (beta=-0.17, SE=.12; and beta=-0.13, SE=.02), high presentieesm (beta=0.19, SE=.25; and beta=0.14, SE=.05) and low workplace support (beta=-0.05, SE=.22; and beta=-0.12, SE=.05). Health-related distress was additionally associated with disclosure of illness at work (beta=0.18, SE=.08) and long-term sickness absence (beta=0.10, SE=.06). Conclusions: To enable individuals to effectively manage both their illness and their work without serious repercussions, it is important for both healthcare professionals and employers alike, to improve the well-being of workers with chronic illness by supporting and facilitating their efforts to over-come health-related limitations at work.

• Work limitations and employer adjustments for employees with chronic illness.

  Authors: Fehmidah Munir, David Jones, Stavroula Leka, Amanda Griffiths

  International journal of rehabilitation research. Internationale Zeitschrift für Rehabilitationsforschung. Revue internationale de recherches de réadaptation. 07/2005; 28(2):111-7.

  This study measured work limitations and work adjustments among chronically ill employees with regard to three distinct job characteristics: physical work demands, cognitive work demands and socialThis study measured work limitations and work adjustments among chronically ill employees with regard to three distinct job characteristics: physical work demands, cognitive work demands and social work demands. The study presents findings from an organizational-based survey, from which 610 respondents reported managing employees with a chronic illness. These included arthritis, musculoskeletal pain, diabetes, asthma, migraine, heart disease, irritable bowel syndrome and depression. The results indicate that depression had the largest impact in all three work demand categories, while musculoskeletal pain principally affected physical work demands and migraine and diabetes largely affected cognitive work demands. For other chronic illnesses, it was the generic symptoms of the illness (for example, fatigue) that resulted in a work limitation, rather than the specific nature of the illness itself. Employer work adjustments were available to those people with illnesses that required a physical work adjustment (for example, musculoskeletal pain). For other chronic illnesses, with the exception of depression, disclosing an illness was the strongest predictor for work adjustments in cognitive tasks and the provision of social support. Those with depression were least likely to receive a cognitive work adjustment, indicating either a low disclosure rate in this group or that employers' perceptions of depression may be a barrier to providing suitable work adjustments.

• Psychosocial hazards and seafarer health: priorities for research and practice.

  Authors: Stavroula Leka

  International maritime health. 02/2004; 55(1-4):137-53.

  This paper discusses the changing nature of work and the emergence and prevalence of psychosocial hazards. It addresses their effect on worker health with particular emphasis on the issue ofThis paper discusses the changing nature of work and the emergence and prevalence of psychosocial hazards. It addresses their effect on worker health with particular emphasis on the issue of work-related stress. It then considers how these hazards affect seafarer health in the light of current working conditions in the maritime sector. Finally, specific recommendations are made for future directions for research and practice in relation to these issues.

• The Definition of Curriculum Areas in Occupational Health Psychology

  Authors: Jonathan Houdmont, Stavroula Leka, Carrie Bulger

  Across the international educational landscape, numerous higher education institutions (HEIs) offer postgraduate programmes in occupational health psychology (OHP). These seek to empower the nextAcross the international educational landscape, numerous higher education institutions (HEIs) offer postgraduate programmes in occupational health psychology (OHP). These seek to empower the next generation of OHP practitioners with the knowledge and skills necessary to advance the understanding and prevention of workplace illness and injury, improve working life and promote healthy work through the application of psychological principles and practices. Among the OHP curricula operated within these programmes there exists considerable variability in the topics addressed. This is due, inter alia, to the youthfulness of the discipline and the fact that the development of educational provision has been managed at the level of the HEI where it has remained undirected by external forces such as the discipline’s representative bodies. Such variability makes it difficult to discern the key characteristics of a curriculum which is important for programme accreditation purposes, the professional development and regulation of practitioners and, ultimately, the long-term sustainability of the discipline. This chapter has as its focus the imperative for and development of consensus surrounding OHP curriculum areas. It begins by examining the factors that are currently driving curriculum developments and explores some of the barriers to such. It then reviews the limited body of previous research that has attempted to discern key OHP curriculum areas. This provides a foundation upon which to describe a study conducted by the current authors that involved the elicitation of subject matter expert opinion from an international sample of academics involved in OHP-related teaching and research on the question of which topic areas might be considered important for inclusion within an OHP curriculum. The chapter closes by drawing conclusions on steps that could be taken by the discipline’s representative bodies towards the consolidation and accreditation of a core curriculum.

• Education in occupational health psychology: Where have we been, where are we now and where are we going?

  Authors: Jonathan Houdmont, Stavroula Leka, Tom Cox

  At the first full conference of the European Academy of Occupational Health Psychology (Lund, 1999), the decision was ratified to organise activities around three fora. These together represented theAt the first full conference of the European Academy of Occupational Health Psychology (Lund, 1999), the decision was ratified to organise activities around three fora. These together represented the pillars on which the European Academy had been founded that same year: education, research and professional practice. Each forum was convened by a chair person and a small group of full members; it was agreed that a forum meeting would take place at each full conference and working groups would be established to move developments forward between conferences. The forum system has proven an effective means by which to channel the energies of individual members, and the institutions that they represent, towards advancements in all three areas of activity in occupational health psychology (OHP) in Europe. During the meeting of the education forum at the third full European Academy conference (Barcelona, 2001), the proposal was made for the establishment of a working party that would be tasked with the production of a strategy document on The Promotion of Education in Occupational Health Psychology in Europe. The proposal was ratified at the subsequent annual business meeting held during the same conference. The draft outline of the strategy document was published for consultation in the European Academy’s e-newsletter (Vol. 3.1, 2002) and the final document presented to the meeting of the education forum at the fourth full conference (Vienna, 2002). The strategy document constituted a seminal piece of literature in so far as it provided a foundation and structure capable of guiding pan-European developments in education in OHP – developments that would ensure the sustained growth of the discipline and assure it of a long-standing embedded place in both the scholarly and professional domains. To these ends, the strategy document presented six objectives as important for the sustained expansion and the promotion of education in the discipline in Europe. Namely, the development of: [1] A core syllabus for education in occupational health psychology [2] A mechanism for identifying, recognising and listing undergraduate and postgraduate modules and courses (programmes) in occupational health psychology [3] Structures to support the extension of the current provision of education in occupational health psychology [4] Ways of enhancing convergence of the current provision of education in occupational health psychology [5] Ways of encouraging regional cooperation between education providers across the regions of Europe [6] Ways of ensuring consistency with North American developments in education and promoting world wide co-operation in education Five years has elapsed since the presentation of these laudable objectives to the meeting of the education forum in Vienna in December 2002. In that time OHP has undergone considerable growth, particularly in Europe and North America. Expansion has been reflected in the evolution of existing, and emergence of new, representative bodies for the discipline on both sides of the Atlantic Ocean. As such, it might be considered timely to pause to reflect on what has been achieved in respect of each of the objectives set out in the strategy document. The current chapter examines progress on the six objectives and considers what remains to be done. This exercise is entered into not merely in order to congratulate achievements in some areas and lament slow progress in others. Rather, on the one hand it serves to highlight areas where real progress has been made with a view to the presentation of these areas as ripe for further capitalisation. On the other hand it serves to direct the attention of stakeholders (all those with a vested interest in OHP) to those key parts of the jigsaw puzzle that is the development of a self-sustaining pan-European education framework which remain to be satisfactorily addressed.

• Education and Training in Occupational Health Psychology: The Case for E-Learning

  Authors: Jonathan Houdmont, Stavroula Leka, Tom Cox

  For the discipline of occupational health psychology (OHP) to continue to evolve and to serve workers effectively it is imperative that education and training provision is available that enablesFor the discipline of occupational health psychology (OHP) to continue to evolve and to serve workers effectively it is imperative that education and training provision is available that enables students to acquire knowledge and skills, free of geographical and temporal constraints. This chapter begins with a brief introduction to the historical development of education and training in OHP in Europe. The review culminates with the assertion that higher education institutions are now required to act innovatively in regard to the expansion of provision. One such initiative involves the introduction of e-learning. A case study concerning the implementation of a Masters degree in OHP by e-learning is presented. On the outcomes of the case study, recommendations are offered for the design and implementation of such courses. The chapter concludes by raising some further questions that need to be addressed for education and training provision in OHP to continue to expand.