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Surveillance of psychological disorders in the workplace.
Abstract
Comments by panel members follow this chapter. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... Research on the hazard-stress-health relationship has focused on both physical work hazards (e.g. Jones, 1999;Kasl, 1992;Levi, 1981;Warr, 1992) and on psychosocial hazards (e.g. Cox, Griffiths and Rial-González, 2000;Levi, 1984;NIOSH, 2002). ...
... Noise can act as a physical and a psychological stimulus (Akerstedt & Landstrom, 1998;Kasl, 1992;Kryter, 1972). Smith (1991) suggests that the (non auditory) health effects of noise may often reflect psychological reactions to the noise-stress as well as objective exposure levels. ...
... On the other hand, if the organisation is perceived to be good in these respects then the relationship between the experience of stress and the report of symptoms of ill-health is attenuated (Cox & Kuk, 1991). Kasl (1992) has listed various aspects of organisation which he believes may be hazardous; for example, organisational size and structure (having a flat structure with relatively few levels), cumbersome and arbitrary procedures, and role-related issues. Kuoppala et al. (2008) in a systematic review of the literature on the association between leadership and well-being at work and work-related health found that there is a relative lack of well-founded prospective studies targeting the association between leadership and employee health, but the few available good studies suggest an important role of leadership on employee job satisfaction, job well-being, sickness absence, and disability pensions. ...
... However, the problem of workplace health that currently exists and that is tending to spread will not be stemmed until its originating factors are determined, recognized and corrected. The National Institute for Occupational Safety and Health already expressed this opinion in 1990 (Kasl, 1992). While it is fair to say that employee health problems can be caused by personal dispositions, disorganized lifestyles or personal problems, it is time to recognize that they may also result from job design problems and poor working conditions. ...
... Indeed, Kasl (1992) explains that an employee can adapt to a situation that seems absurd to him, a situation that makes no sense, but this adaptation is achieved at a price: adjustment of aspirations, change of work values; diversion of attention to work relationships, increase in the value attributed to pay, disaffection with the job and the employer, loss of selfesteem, etc. ...
... Work-related suffering factors were clearly determined by studies on work-related stress (Karasek and Theorell, 1990;Kasl, 1992;Dejours, 1993;Davezies, 1999). These generally are: workload and work pace; work schedules (rotating shifts, variable schedules, unpredictable schedules, night shifts, number of working hours); the future of employment (security); recognition and support; autonomy and exercise of skills. ...
This research report presents the results of 4 field surveys designed to test relationships between six work characteristics and these variables: work meaningfulness, psychological well-being, psychological distress and organizational commitment. The work characteristics that have been tested are: social purpose, moral correctness, learning and development opportunities, autonomy, recognition and positive relationships. Following correlation analyses performed on the 4 data sets, all hypotheses were retained. The linear regression analyses pinpointed the determining effects of recognition and the meaning of work both, on mental health and affective commitment, as well as the mediating effect of work meaningfulness in the relationship between the work characteristics, mental health and affective commitment. Based on these results, a theoritical model is proposed to guide future researches.
... In Belastungssituationen kann in Abhängigkeit von der Funktionalität der eingesetzten Bewältigungsstrategien das Wohlbefinden aufrechterhalten oder eine psychobiologische Stressreaktion ausgelçst werden. Von einer gesundheitlichen Gefährdung ist dann auszugehen, wenn der fortgesetzte Einsatz dysfunktionaler Bewältigungsstrategien einen Zustand chronischen Stresses bedingt (Kasl, 1992;Lovallo, 2004;Shirom, 2003). ...
... Für die Beurteilung der gesundheitlichen Funktionalität von Bewältigung ist die Validität der Erfolgskriterien von entscheidender Bedeutung, aber häufig nicht ausreichend begründet. Da unabhängige und abhängige Variablen überwiegend durch Selbstratingverfahren erfasst werden (Lazarus, 1999), kçnnen Zusammenhänge durch gemeinsame Methodenvarianz artifiziell erhçht sein (Kasl, 1992;Mohr & Semmer, 2002;Zapf, Dormann & Frese, 1996). Zudem führt der systematische Ausschluss erkrankter Personen (Healthy Worker Effect) zu einer verzerrten Einschätzung von Risikofaktoren (vgl. ...
... Cropley & Millward Purvis, 2003;Mohr, Rigotti & Müller, 2005) und zu einem gesundheitlichen Spillover-Effekt führen (vgl. Geurts & Demerouti, 2003;Kasl, 1992). ...
... Verifica-se que a insegurança laboral é geradora de ansiedade, assim como a percepção de injustiça do aumento do stress (Brune t al., 2007;Gil-Monte, 2009Porter, 1990cit por Cox et al., 2000). Por seu turno, salários baixos, bem como como o método e organização do seu pagamento são fontes de stress (Warr, 1992), passíveis, portanto, de afectar o bem-estar no trabalho (Silva & Ferreira, 2013) e o ritmo de trabalho (Kasl, 1992). ...
... -Esta categoria inclui diversos aspectos como: falta de variedade nas tarefas, subutilização das capacidades e competências do colaborador, falta de oportunidades de aprendizagem e formação, elevadas exigências e recursos insuficientes, trabalho fragmentado ou desprovido de significado, e elevada incerteza (Gil-Monte, 2009Kasl, 1992;Leka et al., 2010;Leka et al., 2008;Shouteten & Witte, 1999, citado por Silva & Ferreira, 2013. -Funções em que as tarefas sejam repetitivas e monótonas estão associadas a aborrecimento, ansiedade, depressão e saúde mental debilitada (Broadbent & Gath, 1981;Caplan, Cobb, French, van Harrison & Pinneau, 1975;Gardell, 1971;Kornhauser, 1965;Laville & Teiger, 1976;Smith, 1981). ...
Positive and negative work-related psychosocial factors comprise the inherent aspects of the work organization, scope, conditions and environment, and are responsible for the worker’s occupational health variability.
This project main objectives included the study of: (i) the mediating effect of different managerial roles in the relationship between organizational culture and work-related psychosocial factors; (ii) the mediating effect of the variables job satisfaction, stress, burnout sleeping problems and depressive symptoms, in the relationship between work-related psychosocial factors and self-perceived general health.
A correlation cross-sectional study was carried out taking into consideration online data collection, through a self-completion questionnaire, with the support of a Portuguese public administration entity. The sample (n=624) consists exclusively of Portuguese employees, aged between 19 and 66 years (M=46.45, SD=8.97), of which 63% are female.
The results allow to conclude there is: (i) a positive partial mediating effect of broker, coordinator, and producer management roles in the relationship between the human relations culture model and the majority of positive psychosocial factors (e.g., meaning of work); and (ii) a total mediation effect of intrinsic satisfaction, burnout, and depressive symptoms in the relationship between the labor role conflict psychosocial factor and self-perceived general health.
Thus, it is admissible to proclaim that the type of organizational culture, as well as the different managerial roles of the hierarchical superior, can be important predictors of the psychosocial factors (positive and negative). Methodological and practical implications are discussed in this research, in particular how to properly manage work-related psychosocial factors within the organizations in order to achieve healthier work places.
... Dans ce contexte professionnel, le sens peut être considéré « comme un effet de cohérence entre les caractéristiques qu'un sujet recherche dans son travail et celles qu'il perçoit dans le travail qu'il accomplit » (Morin, 2008, p.10). Même si des auteurs comme Stanislav Kasl (1992) ont montré, que les professionnels peuvent s'adapter à une situation qui aux caractéristiques personnelles, du contexte organisationnel…. Sur ces questions nous renvoyons le lecteur à notre ouvrage (Ben Mrad, 2017). ...
Burnout has become such a well-worn subject and so widely disseminated and mediatized, that we almost forget those who experience it. The subtitle of this book reflects the author's desire to take an interest in the way in which certain professionals are affected by their situation, from a physical, psychological and social point of view. What are the profound personal changes that individuals experience when they are confronted with the experience of burnout and when they have to deploy some of their resources to resist and cope with their situation (coping)? This change must also be linked to socio-political transformations such as the New Public Management (NPM) which impacts and crosses the issue of burnout in many professions (administrative agents, medical staff, social workers, etc.). The author compares the expert definitions of burn-out, the parliamentary and trade union positions with those emanating from professionals concerned by this syndrome. His sociological approach is based on academic tools (interviews) and is complemented by a rather rare approach which consists of investigating digital platforms (forums). He is particularly interested in social workers in a burnout situation, then notes the various causes and manifestations that they put forward to talk about their syndrome. Based on his observations and analyses, the author proposes to better consider certain significant elements that have been undermined in international work on the subject. This book is intended for professionals, trainers, researchers and all those interested in the relationship between humans and work.
... Different from our findings, in a study of Las Vegas hotel room cleaners mostly consisting of Hispanics and female workers, no differences in job demand, job control, and job strain were found between Asian and Hispanic workers [40]. Previous studies have identified older, migrant, and low educated workers as a vulnerable group who experiences more stress from exposure to hazardous work conditions [41]. In our study, Asian workers had a higher proportion of older, immigrant, and low-educated workers than Hispanic and other workers. ...
This study explored racial and ethnic differences in perception of work environment, safe work practices, general health status, experience of work-related injury or illness and subsequent symptom reporting and health care seeking behaviors among cleaning workers. This study analyzed cross-sectional data obtained from 183 cleaning workers employed in a university hospital or a health sciences campus in Northern California. The sample included 120 Asians (65.6%), 37 Hispanics (20.2%), and 27 other ethnicities (14.2%); 85.7% were foreign-born. Asian workers perceived lower job control and supervisor support and higher job strain than other workers. The odds of perceiving general health as excellent or very good were lower among Asians compared to Hispanics and Others. Asians who experienced chemical-related symptoms were less likely than Hispanics and others to report the symptoms to their supervisor or seek healthcare. Our study findings indicated racial/ethnic differences in perceptions of work and general health, seeking healthcare, and reporting behaviors among cleaning workers. Asian workers, specifically, may need special attention to improve their experiences of work environments and health in the workplace.
... Job insecurity and redundancy related stress is even increased when the companies in which people work expect commitment [147]. Poor pay, or poor payment schedule (payment/piece instead of payment/hour) is a stress source that causes negative effects in the rate of working [84]. Due to the routine of the job and getting used to the demands that it has on workers, "more experienced warehouse workers are less inclined to give up on their current jobs than less experienced warehouse workers" [117]. ...
Technology has disrupted each current industry, and supply chain is not going to be an exception. Businesses are already starting to establish interconnected global networks of Cyber-Physical Systems with the help of the Internet of Things and Cloud Computing. In this context, the chapter will debate aspects related to the new challenges of reducing ergonomics risks in manufacturing warehouse logistics by valorizing emerging technologies to create workplace wellbeing. After an extended literature review regarding the relevant ergonomics approaches in warehouse logistics, there will be presented some warehouse ergonomics solutions to be considered for the next generation of logistics system. The solutions described will refer to the monitoring and improvement of the ergonomic reality. Finally, conclusions and future trends will end the chapter.
... Dans le contexte du travail, Kasl (1992) explique qu'un employé peut s'adapter à une situation qui lui paraît absurde, c'est-à-dire qui n'a pas de sens, mais cette adaptation se fait au prix de quelque chose : ajustement des aspirations, modification des valeurs de travail, détournement de l'attention vers les relations professionnelles, augmentation de la valeur attribuée au salaire, désaffection à l'égard du travail et de l'employeur, mésestime de soi, etc. S'inspirant des conclusions de Frankl (1969), Yalom (1980), Gorz (1988) (Roberson, 1990). (Warr, 1987). ...
En Afrique subsaharienne et plus particulièrement au Togo, la problématique de l’investissement subjectif des enseignants dans leur travail a de tout temps été traitée en mettant en relief les conditions, surtout salariales de travail. La présente étude a par contre pour objectif de vérifier l’existence de relation et d’estimer l’indice de corrélation entre le Sens du travail, le Sentiment de responsabilité personnelle et l’Investissement subjectif dans le travail. Pour ce faire, nous avons adopté une approche méthodologique mixte avec l’utilisation du questionnaire et du guide d’entretien. Le questionnaire fut construit à base de trois échelles de mesure : l’échelle du sens du travail de Mor Barack (1995), la Teacher Responsibility Scale de Lauermann et Karabenick (2013) et l’échelle de l’investissement subjectif dans le travail conçue aux fins de cette étude. Trois cent trente-quatre (334) enseignants des cours moyens 1ère et 2ème année ont eu à répondre à ce questionnaire, et au total 26 enseignants ont été interviewés soit individuellement, soit collectivement. L’analyse et l’interprétation des résultats obtenus ont été réalisées sur la base des théories de l’organisation du travail (Hackman & Oldham, 1976 ; Trist, 1978), du modèle de la dynamique globale de l’acteur (Sardas, 1994), de la théorie ERD de Alderfer (1969), de la théorie de l’investissement personnel de Maehr et Braskamp (1986) et de la Psychology of Working Theory (PWT) de Duffy et al. (2016).Les résultats de l’étude montrent que le sens du travail est positivement et significativement corrélé avec l’investissement subjectif dans le travail, que le sens du travail est partiellement corrélé avec le sentiment de responsabilité personnelle, et que le sentiment de responsabilité personnelle joue un rôle modérateur entre le sens du travail et l’investissement subjectif dans le travail. Ainsi, à partir de ces résultats et de la littérature, un modèle théorique mettant en relation entre le sens du travail, le sentiment de responsabilité personnelle et l’investissement subjectif dans le travail est proposé.
... The role of PWB on presenteeism and productivity and the need of further studies in the pandemic and post-COVID-19 era are highlighted. lack of task variety and repetitiveness in work, uncertainty, lack of opportunity to learn, high attentional demands, conflicting demands and insufficient resources, which are experienced as stressful and carry the potential for harm [9]. ...
... L'approche toxicologique est dominante mais les conditions de travail sont aussi étudiées sous l'angle des risques de contagion ou ceux d'ambiances extrêmes (chaleur, humidité…) Face aux discours des hygiénistes, la rhétorique patronale veut ignorer les risques réels avec une volonté de protéger l'activité économique de toute intrusion externe. A la recherche d'une définition de la santé mentale au travail, Morin (2008) cite le modèle de Kasl (1992) qui met l'accent sur la valeur du sens du travail et son influence sur la santé mentale au travail. Elle cite également Isaksen (2000) qui observe comment les sujets qui donnent un sens au travail supportent mieux le stress que les autres. ...
Il s'agit de comprendre comment les nouveaux intervenants de la prevention des risques en ssti Peuvent se professionnalise dans leur abord des risques psychosociaux. Nous souhaiterions comparer leur pratique a celle des intervenants espagnols pour mieux saisir en quoi les caractéristiques des organisations et la présence ou l'absence d'un travail collectif ainsi que leurs compétences émotionnelles facilitent l'apprentissage de la prévention des risques psychosociaux
... ⎯ Demands on executive control: complexity, variability, social demands, requirement to cooperate (qualitative demands) ⎯ Resources: Control, opportunities for cooperation and communication 2. Obstacles to task performance ⎯ Overtaxing task requirements: Time pressure, monotony (quantitative demands) ⎯ Work organization: Quality, availability of tools and materials, disruptions ⎯ Insecurity: Unclear or conflicting goals, unclear results, unclear feedback Kasl (Kasl, 1992) suggested that occupational stressors can be considered a long-term risk for health and well-being if four conditions are met: (1) The stressful situation is chronic, (2) an adaptation is difficult, because permanent adaptation and concentration is required, (3) there are serious consequences associated with failure to meet demands, and (4) the problems affect other spheres of living, resulting in cumulative effects. In the long run, a vicious circle of increasing vulnerability may ensue that diminishes resources, while the individual needs more resources to meet the external challenges (Schönpflug, 1987). ...
Das Modell beruflicher Gratifikationskrisen (engl. effort-reward-imbalance, ERI model) gilt in der Stressforschung als ein viel versprechendes Modell zur Vorhersage des Erkrankungsrisikos insbesondere kardiovaskulärer Erkrankungen. Kernpunkt des Modells ist die Annahme, dass ein Ungleichgewicht zwischen beruflicher Verausgabung und Belohnung mit Gesundheitsrisiken verbunden ist. In dieser Arbeit wird die prädiktive Validität des Modells unter Einbezug von Indikatoren allostatischer Last sowie psychologischer Aussenkriterien (gesundheitsbezogene Lebensqualität, depressive Verstimmung, vitale Erschöpfung, Schlafqualität) untersucht. Weiterhin wurde die zugrunde liegende Faktorenstruktur des ERI-Modells durch Strukturgleichungsmodellierung getestet. Die Studienpopulation umfasste mehrere hundert Mitarbeiter in der Fertigung eines europäischen Flugzeugherstellers. Die Ergebnisse bestätigen die prädiktive Validität des Modells im Hinblick auf gesundheitsbezogene Lebensqualität, vitale Erschöpfung, depressive Verstimmung und Schlafstörungen, sowie im Hinblick auf Indikatoren biologischer Verschleissprozesse (Allostatic Load). Konfirmatorische Faktorenanalysen bestätigten die faktorielle Validität des ERI Modells mit der Annahme von "effort" und "reward" und "overcommitment" als eigenständige Subskalen. Die Befunde unterstreichen die Bedeutung der subjektiv wahrgenommenen Austauschgerechtigkeit für die psychische und biologische Gesundheit der Mitarbeitenden. The effort-reward-imbalance model has received considerable attention in occupational health research. This model defines stressful experiences at work as an imbalance between high effort and low reward - a combination that can be aggravated by a particular individual coping style (overcommitment). General aim of this thesis was to evaluate the predictive and internal validity of this model in terms of a wide range of biological indicators of allostatic load and several indices of self-reported health and well-being (health-related quality of life, depressed mood, vital exhaustion, and sleep quality). Further, it was aimed to evaluate the underlying factorial structure of the current ERI model, using the structural equation approach. The studies of this thesis are based on a stratified random sample of employees from two European aircraft manufacturing plants. In general, the studies demonstrate that the effort-reward- imbalance model provides important measures for the evaluation of an adverse working environment. Its predictive validity is high for various psychological health outcomes, such as vital exhaustion, self-reported quality of life, depressed mood, and indicators of allostatic load. The model has high reliability and factorial validity. The findings underline the significance of effort-reward-imbalance as a critical psychological factor for employees' health.
... To sum up, the literature related to stress is vast andin detail with key contributions from many researchers across the globe (Danna & Griffin,1999;Cartwright & Cooper, 1997;Borg, 1990;Hiebert& Farber, 1984). Furthermore Kasl (1992) has suggested that many reviews in this area are an attempt either to "paint the big picture" or to present a detailed evaluation of a specific hypothesis. Therefore the former researches can suffer because they are too superficial and the latter can suffer simply because they fail to place the hypotheses of concern in their wider context and, hence, fail to make an evaluation on the basis of the whole picture. ...
In the wild chase of success, power and wealth we are pushing ourselves beyond the limits. Recent studies have shown that the challenges faced in the workplace and the continuous demands of personal life results in an imbalance and this ultimately leads to stress. However there is a huge gap in empirical studies on work place stress in software industry, particularly in the Indian context. Moreover the research has been done mainly on the causes of stress and no remedies have been identified. Literature was reviewed and the aspects related to stress were identified and captured in a survey instrument which was later administered to employees of software companies in Delhi region. The purpose of this research is three fold; first it identifies the perceived job stress levels among software professionals, second, identifies the most significant stressors related to job and third, it identifies the most appropriate approaches to effectively cope with stress relevant for software industry. The findings suggest that the software professionals are definitely under stress be it moderate or high. In addition the number one stressor at work place was found to be ‟work-family imbalance‟ followed by „work overload‟. One of the important finding emerged; a little amount of stress is required to feel motivated to work in this industry. Employees perform better if they are moderately aroused/ stressed. As a result of these findings there are strong implications for management and employees of software industry interested in applying and improving the effectiveness and efficiency of employees by reducing the stress levels.
Keywords: Job Stress, employee satisfaction, stress management, work-life balance Organizational Stressors.
... Am treffendsten erscheint uns das Résumé von Kasl (1992) , wonach Streß in der Arbeit ein Risiko für Gesundheit und Wohlbefinden darstellt, wenn vier Bedingungen erfüllt sind: 1. Die Streßsituation ist chronisch; 2. eine Anpassung ist schwierig, weil ständige Anstrengung und Aufmerksamkeit gefordert sind; 3. den Anforderungen nicht zu genügen, hat gravierende Konsequenzen und 4. die Probleme übertragen sich in andere Lebensbereiche. Längerfristig ist hier ein Teufelskreis von steigender Verletzlichkeit denkbar, bei dem genau die Ressourcen immer geringer werden, die nötig wären, um den Herausforderungen zu begegnen (Schönpflug, 1987 ). ...
Zusammenfassung. Der vorliegende Beitrag nimmt Stellung zu einigen grundsatzlichen Kontroversen, die fur die Debatte uber Arbeit und Gesundheit wesentlich sind. Zunachst wird diskutiert, ob ein Konzept objektiv bestimmbarer Stressoren und Ressourcen in der Arbeit angesichts der Individualitat von Situationsbewertungen uberhaupt sinnvoll ist. Dies wird bejaht, wenn man diese Merkmale im Sinne eines Risikofaktorenmodells begreift und kulturelle Gemeinsamkeiten in Bewertungsprozessen berucksichtigt. Im Hinblick auf die Frage, ob die gefundenen Zusammenhange real sind oder auf Grund der haufigen Verwendung von Fragebogen eher Methodenartefakte widerspiegeln, wird aufgezeigt, das sich auch bei Kontrolle konfundierender Einflusse Effekte ergeben, die nicht auf Artefakte reduziert werden konnen. Als drittes wird dargestellt, das hinter der - auch in diesem Bereich typischen - Varianzaufklarung von zehn Prozent durchaus substantielle Effekte stehen konnen, wenn man die involvierten relativen Risiken betrachtet. U...
... Ces atteintes ne seront supportables que dans la mesure où le travail à réaliser laisse des marges de manoeuvre suffisantes et fournit, comme nous l'indique Karasek (1979),un minimum de soutien social permettant au salarié d'envisager sa tâche sous de meilleurs auspices. De la même façon Kasl (1992) ajoute à ces éléments des aspects contribuant au mal-être du salarié : la faible utilisation de ses capacités, le manque d'opportunités dans le travail, des exigences conflictuelles ou encore des tâches manquant de variété. ...
Résumé La question du management des questions de santé et de sécurité au travail trouve une nouvelle actualité à travers deux phénomènes : la dégradation des conditions de travail et la montée de nouvelles pathologies du travail (violences, stress, harcèlement...). Dans ce contexte, le responsable des ressources humaines se retrouve en charge d’une nouvelle mission. L’analyse de deux enquêtes portant sur les conditions de travail des commerciaux bancaires et sur le stress professionnel, permet de mettre en évidence les difficultés actuelles des salariés face aux évolutions récentes de l’organisation du travail. Face à cela, le management de la santé et de la sécurité du travail doit être partagé entre les différents niveaux du management : management global pour le DRH et management local pour l’encadrant de proximité.
... Am treffendsten erscheint uns das Résumé von Kasl (1992) , wonach Streß in der Arbeit ein Risiko für Gesundheit und Wohlbefinden darstellt, wenn vier Bedingungen erfüllt sind: 1. Die Streßsituation ist chronisch; 2. eine Anpassung ist schwierig, weil ständige Anstrengung und Aufmerksamkeit gefordert sind; 3. den Anforderungen nicht zu genügen, hat gravierende Konsequenzen und 4. die Probleme übertragen sich in andere Lebensbereiche. Längerfristig ist hier ein Teufelskreis von steigender Verletzlichkeit denkbar, bei dem genau die Ressourcen immer geringer werden, die nötig wären, um den Herausforderungen zu begegnen (Schönpflug, 1987 ). ...
Zusammenfassung. Dieser Beitrag gibt einen Uberblick uber Konzepte und Ergebnisse der arbeitspsychologischen Stresforschung. Zunachst werden grundlegende Konzepte zum Thema Arbeit und Gesundheit referiert. Dies mundet in eine Darstellung relevanter Arbeits-Merkmale in aufgabenbezogener, sozialer und organisationaler Hinsicht, mit Verweisen auf Moglichkeiten ihrer Messung. Schlieslich wird die Befundlage zu allgemeinen Zusammenhangen zwischen Arbeitsstres und Indikatoren psychischer und physischer Gesundheit, zu Stressor-Ressourcen-Konstellationen und zu differentiellen Effekten skizziert, und es wird auf Untersuchungen zu Copingtendenzen im allgemeinen sowie zu gesundheitsrelevanten Verhaltensweisen im speziellen eingegangen. Dies mundet in das Fazit, das Zusammenhange im allgemeinen inzwischen recht gut belegt sind, wenngleich in masiger Hohe, das aber das Wissen um spezifische Prozesse und deren Zusammenspiel bei der langfristigen Entstehung von Stressymptomen noch sehr begrenzt ist. Im Ausblick wird be...
... Consistent with this conclusion, a computer search on the key words occupational health in the ABI/Inform Index and PsychLit data bases identified over 1000 articles for potential inclusion in the review. To aid in developing an overarching taxonomy or model that conceptually integrates the variables used in these studies, we examined models of occupational health and stress (e.g., Cooper & Payne, 1992;Edwards, 1992;Matteson & Ivancevich, 1987;Ryff & Keyes, 1995) and related review articles (e.g., Baron, 1994;Cooper & Cartwright, 1994;Ironson, 1992;Kasl, 1992;Latack, Kinicki, & Prussia, 1995). This effort led to two conclusions. ...
The article reviews the diverse literature on occupational health for the years 1991–1995. Models of occupational health and stress were used to develop an overarching taxonomy to conceptually integrate the literature. Key constructs included environmental characteristics, individual characteristics, cognitive appraisal, coping, and short- and long-term outcomes. The literature pertaining to each major construct in this taxonomy is reviewed and then summarized by identifying gaps in the literature and recommendations for future research. The final section of the paper provides general conclusions.
... An organization of work surveillance strategy must at least assess organizational factors that have recognized associations with illness and injury or with psychological and physical stress at work. Good examples of these factors include job characteristics (i.e., Work Context factors in Figure 1), such as work roles and workload demands, degree of support and control afforded workers, job security, etc., that have been the subject of extensive study in the job stress and psychosocial epidemiology fields (see Kasl [1992] for a more expansive listing and discussion of these factors). ...
... Therefore organizational theory and mental health can be considered as bedfellows (Thomas & Hite, 2002). Employees' psychological health is largely affected by interpersonal factors -such as relations with co-workers and management -work content, organizational and structural aspects, society and social aspects -such as prestige and status of the work role (Kasl, 1992). ...
... The literature of stress in the workplace is abundant, both from the perspective of theory and research and from practical management of the problem (Ivancevich, Matteson, Freedman & Phillips, 1990). Efforts to define stress and measure the phenomena (Beehr and Franz, 1987;Watson, Pennebaker, & Folger, 1987;Kasl, 1990;Landy, 1990), to identify moderating variables of the stress-strain relationship, as well as target stress research to specific occupations (Cooper and Payne, 1980) are also widely reported. Matteson and Ivancevich (1987) identify a broad array of associations and organizations involved in stress management or research. ...
Stress management training typically emphasizes strategies to help individuals alleviate sources of stress and to reduce or compensate for their experience of stress-induced symptoms. This paper addresses making the intact work unit a focal target for stress management training. A pilot test of such training is reported, highlighting expected requirements for team-focused stress management above and beyond programs directed at individuals. Facilitators and inhibitors of the transfer of training are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... On the contrary, stressful events that one successfully copes with can become a source of increased self-esteem and self-efficacy (Schaefer & Moos, 1992;Thoits, 1994). Only if the stress experience becomes chronic, negative effects are to be expected (Kasl, 1992). Being chronic implies lack of control, but not necessarily with regard to the single stressor but rather with regard to the continuous reappearance of stressors. ...
Discusses control as an issue in the psychology of work. More specifically examined are control as an individual difference variable, as a concept for job design and stress at work; the role of context and specificity, generality, and levels in judging positive and negative effects of control. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
... It seems highly unlikely that, given the multiple causes and consequences of psychological distress and the large number of moderating and mediating variables involved, the same kind of prevention opportunities are feasible in this context (cf. Kasl, 1992). That is not to say that, in very general terms, prevention is not better than cure but rather to suggest that such a proposition is likely to be more relevant in some contexts than others and that the blanket application of such an idea may in fact lead, as indicated above, to a degree of bias and oversimpli®cation in thinking about interventions. ...
Models of organizational stress posit that a number of undesirable employee states and behaviors, such as lower levels of well-being and performance, and higher levels of absence and turnover are caused by organizational stress. It is often suggested that organizational level interventions which aim to reduce stress, such as job redesign, will therefore reduce or eliminate these states and behaviors. This suggestion is, however, based on two unsupportable assertions. The first is that these states and behaviors are caused by organizational stress. While there is some limited evidence for the role of stress, the quality of this evidence is severely compromised by numerous methodological and conceptual problems. The second assertion is that organizational level interventions aimed at changing some of these states and behaviors will actually have an effect, and that these effects will be uniformly positive. However, the available evidence suggests that these interventions often have little or no effect, and where they do have effects, these may be both positive and negative., The implications of this analysis for future work on organizational level stress interventions are discussed. Copyright © 1999 John Wiley & Sons, Ltd.
... Outcome variables typically refer to chronic characteristics, such as psychosomatic complaints, or job satisfaction. This approach makes sense if one assumes that stress will have an impact on health and well-being to the extent that it is chronic (Kasl, 1992). ...
The present study investigates how chronic work characteristics relate to situational work characteristics, and their effect on outcomes such as well-being, problem solving, and calming down. It also examines how the relationship between situational work characteristics and coping strategies affect these outcomes. Based on an event-sampling approach, 23 employees of a counselling agency reported 120 stressful events over 7 days, yielding 92 work-related and 28 private events. Multi-level analyses revealed that with regard to chronic conditions, job control was positively associated with successful calming down and problem solving in stressful situations, whereas job stressors were negatively related to immediate well-being. Chronic stressors and job control can be seen as ‘background’ variables that influence the response to stressful events. For situational factors, stressfulness was negatively associated and controllability was positively associated with immediate well-being and problem solving. In addition, problem-focused coping predicted positively situation-related success in calming down and problem solving. An effect on well-being was found when situational controllability was high, confirming the active coping rule of Perrez and Reicherts (1992). Palliative coping was positively related to successful calming down.
... Am treffendsten erscheint uns das Résumé von Kasl (1992) , wonach Streß in der Arbeit ein Risiko für Gesundheit und Wohlbefinden darstellt, wenn vier Bedingungen erfüllt sind: 1. Die Streßsituation ist chronisch; 2. eine Anpassung ist schwierig, weil ständige Anstrengung und Aufmerksamkeit gefordert sind; 3. den Anforderungen nicht zu genügen, hat gravierende Konsequenzen und 4. die Probleme übertragen sich in andere Lebensbereiche. Längerfristig ist hier ein Teufelskreis von steigender Verletzlichkeit denkbar, bei dem genau die Ressourcen immer geringer werden, die nötig wären, um den Herausforderungen zu begegnen (Schönpflug, 1987 ). ...
... This is important, since stressful situations that are resolved should not be detrimental, and may even be a source of development and pride (Holahan and Moos, 1990;Thoits, 1994). Kasl (1992) therefore includes chronicity as a necessary condition for job stress to have long term adverse impact. THE SITUATIONAL PERSPECTIVE (MICRO-LEVEL APPROACH) Compared with studies that focus on chronic conditions, research that concentrates on situational aspects of stress is rather limited (e.g., Cutrona, 1986;Parkes, 1986;Reicherts and Pihet, 2000;Sonnentag, 2001). ...
Most studies on occupational stress concentrateon chronic conditions, whereas research onstressful situations is rather sparse. Using anevent-sampling approach, 80 young workersreported stressful events over 7 days (409work-related and 127 private events). Contentanalysis showed the newcomers' work experiencesto be similar to what is typically found inolder samples (e.g., social stressors,quantitative overload, problems ofcooperation). At work and in private life,social stressors were dominant. Inmultilevel-analyses active coping predictedhigher success in calming down and problemsolving, particularly in controllablesituations. Palliation was positively relatedto successful calming down and negatively toevent-related well-being. With regard to therelationship between chronic conditions andsituational variables, (stable) job control wasassociated with successful calming down instressful situations, and it buffered theeffect of chronic job stressors on successfulsituational calming down, yielding a specificvariant of the demands-control model. Number ofwork-related stressful events, weighted bysignificance, was moderately associated withchronic job stressors. However, while chronicjob stressors predicted momentary well-beingover and above the weighted number of events,events did not predict momentary well-being,and its prediction of stable well-beingdisappeared once chronic stressors werecontrolled. These results show how chronicconditions represent background variables thatnot only have a stronger influence onwell-being but also influence the immediatereaction to stressful encounters.
... In the developed world there is extensive evidence regarding the effects of poor working conditions on worker's mental and physical health [3,5,9,12,14,17,19,21,31,33,35]. Unfortunately, there have been few parallel studies on the effects of working conditions in IDCs. ...
To further investigate Peruvian blue collar workers' perceptions of their conditions of work and find out relationships between these conditions and overall worker well being.
A survey study conducted on-the-job via a self-administered questionnaire translated into Spanish. Main study variables included work satisfaction, self-reported health status, musculoskeletal pain, and mental distress symptoms. Working conditions and extra-organizational factors were included in this multilevel assessment using multiple regression analyses.
Blue collar workers from the formal manufacturing sector in Lima, Perú.
A total of 305 women and 761 men completed the questionnaires. Female and male perceptions of their work environment differed significantly in magnitude and occasionally in direction. Among women, the extra-organizational factors played a key role in perceived mental distress. For men, task and organizational aspects together with the extra-organizational factors were important correlates of life and work satisfaction.
The combination of higher strain due to work plus extra-organizational factors for women is an important finding in this study and is critical for developing ideas about interventions in IDCs. Inclusion of extra-organizational factors contributed to a better understanding of workers' job satisfaction and health.
... What are the characteristics of a healthy workplace psychosocial environment? Reviewing the work of healthy work proponents (e.g., Cooper & Williams, 1994;Emery & Thorsrud, 1976;Gilbreath, 2004;Karasek & Theorell, 1990;Kasl, 1992;Landy, 1992;Moos, 1988) suggests it would possess most, if not all, of these features: ...
The problem and the solution. This article introduces the concept of career-conducive organizations and suggests ways human resource development (HRD) professionals can help to create them. A healthy psychosocial environment is proposed to be the foundation of career conduciveness. A case is made for making healthy psychosocial environments one of an organizations' primary goals and for HRD playing a significant role in achieving this goal. Methods for improving the workplace psychosocial environment are discussed, including stress audits, work environment monitoring, person— environment matching, and participatory action research. It is argued that creating career-conducive organizations is not only an important strategic HRD contribution but also an important quality-of-life contribution and an ethical duty.
... An organization of work surveillance strategy must at least assess organizational factors that have recognized associations with illness and injury or with psychological and physical stress at work. Good examples of these factors include job characteristics (i.e., Work Context factors in Figure 1), such as work roles and workload demands, degree of support and control afforded workers, job security, etc., that have been the subject of extensive study in the job stress and psychosocial epidemiology fields (see Kasl [1992] for a more expansive listing and discussion of these factors). ...
Recent trends in the organization of work may affect worker health through a variety of pathways--by increasing the risk of stress-related illnesses, such as cardiovascular disease, musculoskeletal disorders, and psychological disorders, by increasing exposure to hazardous substances and violence on the job, or by affecting occupational health services and training programs. Much remains to be learned about the nature of changes in work organization, and how they affect worker health and safety. While available evidence is limited, such evidence suggests that recent trends in work organization may be increasing the risk of occupational illnesses. In a groundbreaking publication, the National Institute for Occupational Safety and Health has provided a concise summary of available knowledge and a detailed agenda for research and development.
Objectives: The study aims to assess perceived job stress levels among software professionals in Chennai, identify major stressors, and explore effective coping mechanisms to improve workplace well-being and productivity. Methods: A survey was conducted among software professionals in Chennai. The study gathered data on perceived stress levels, identified key stressors, and examined the role of stress in motivation and productivity. Results: The survey revealed that stress is prevalent among software professionals, with "career-family disparities" and "work stress" identified as the main stressors. However, the study noted that mild stress can enhance motivation and productivity, highlighting the complex role of stress in this industry. Conclusion: The findings underscore the importance of addressing workplace stress to enhance employee well-being and organizational efficiency. Implementing stress-reduction measures can create a healthier work environment, benefiting both employees and companies in the software sector.
Cette étude porte sur la pénibilité du travail et s'intéresse plus particulièrement à la pénibilité psychique. Elle a pour objectif la distinction de la pénibilité psychique de la dimension physique dans tout secteur d'activité et la compréhension de ses articulations avec le stress et l'épuisement professionnel afin de mieux saisir ses enjeux. Ainsi, 39 salariés d’une industrie agroalimentaire et 32 salariés d'une entreprise de prestation de services ont pris part à cette étude. Les analyses ont diagnostiqué la présence de la pénibilité psychique dans les deux secteurs d'activité et les résultats montrent qu'elle constitue l'un des prédicteurs du stress et de l'épuisement professionnel. Cette pénibilité est distincte de la pénibilité physique, se caractérise à la société agroalimentaire P par les facteurs indirects liés à l'activité, tels que le poids de la responsabilité relatif au poste occupé, l'inexpérience dans un poste de travail, la crainte de commettre une erreur à lourde conséquence pour l'entreprise et l’hyper vigilance imposée par le rythme de la machine ; et à la chambre consulaire professionnelle A, elle se caractérise par une forte pression de travail liée au travail de dernière minute, aux contraintes de délais très courts, au travail dans l'urgence, à une charge de travail importante associée à l'ajout régulier des dossiers, à un style de management trop directif, à une organisation du travail inappropriée et au manque de reconnaissance du travail de certaines catégories socioprofessionnelles par la hiérarchie. En outre, la satisfaction au travail et le sens du travail participent à la variabilité interindividuelle de la pénibilité psychique
Study Design
This study is a single-phase, qualitative study using grounded theory methodology.
Introduction
Cumulative trauma disorders (CTDs) are musculoskeletal disorders that impact health and productivity. CTD risk factors are present in the workplace, home, and community. Occupational and physical therapists specializing in hand and upper extremity rehabilitation (hand therapists) are widely involved with this population. Hand therapists often employ a medical model in the assessment and treatment of these conditions; however, the medical model has not proven to be consistently effective in relieving symptoms or producing a durable return to daily living activities.
Purpose of the Study
The purpose of this study was to explore the lived experiences of individuals diagnosed with CTD, and investigate the psychosocial phenomena influencing CTD development as an impediment to occupational performance.
Methods
The principal investigator recruited 11 participants who met specific inclusion criteria, then used semi-structured interviews aimed at exploring the lived experiences of the participants while investigating the psychosocial phenomenon influencing CTD development. Interviews were transcribed and analyzed using a process of constant comparison, up until saturation occurred. Trustworthiness techniques were used in the data analysis phase and included peer reviews and member checking.
Findings
The findings suggest that many psychosocial factors contribute to the development and impact of CTDs, at both onset of symptoms and throughout the duration of the condition. A significant number of contextual factors influence participants’ function, behavior, relationships, and the course of medical care. Themes derived from the participants’ expressions, included the following: 1) an initial strategy of “work through the pain,” can be detrimental to symptom resolution and leads to progressive failure to meet role expectations, 2) a pervasive notion of CTDs as “an invisible disability,” leaving participants feeling isolated and frustrated when significant others fail to offer support or reject them, 3) participants often delayed reporting symptom development to employers, family members, and medical personnel, risking permanent injury and disability, 4) a “stigma” is attached to CTDs that encourages isolation; however, the social support of even one significant other in a person's life can facilitate adaptation.
Discussion and Conclusion
All participants experienced hardship because of their conditions; however, two of the eleven participants capably navigated the process, using past experience and support from family and employer to successfully adapt. These findings offer support that CTDs are adaptive disorders. The study's conclusion suggests a new model to describe CTD dysfunction and presents new ways of thinking for clinicians who treat the CTD population.
The purpose of this research is to: first, determine the influence of mergers and acquisition on job stress, and second, to investigate whether the type A behaviour and Type B behaviour moderates the relationship between organizational stress variables on personality. The sample consisted of 100 bank managers. Analyses using Critical ratio revealed that Organizational Stress variables (Job Requirement Capability Mismatch, Role conflict, Role Ambiguity and Feeling of Inequality) had significant and positive effects on Type B (Personality) Bank Managers compared to Type A (Personality) Bank Managers. In addition to that, the study discussed implications of job stress due to mergers and acquisition at individual, and organizational level. The investigator envisages, through the findings, a better organizational management through strategic HR interventions during merger.
Citation: Kumar D.M. (2008) Post-Merger Organizational Change & Occupational Stress, Vidwat - The Indian Journal of Management Vol 1, Issue 1. p. 20-31.
This chapter summarizes the current knowledge about the relationships between job stress and heart diseases, particularly coronary heart disease (CHD). In recent decades, job stress seems to have increased in modern societies, while the nature of work and employment underwent significant changes. For instance, there has been a shift in the prevalence of health-adverse work environments from material to mental and emotional stressors (Siegrist & Rödel, 2006; Marmot, Theorell, & Siegrist, 2002; Schrijvers, van de Mheen, Stronks, & Mackenbach, 1998). Computer-based information processing is part of a growing number of job profiles, and the service sector continues to increase. In a macroeconomic context, with the advent of globalization, work pressure has increased considerably along with growing job insecurity and job loss (Siegrist & Rödel, 2006). Moreover, women and elderly people comprise a growing proportion of the work force. Part-time working and flexible work arrangements have also increased. A significant proportion of middle-aged men and women are no longer participating in the labor market partly due to early and involuntary retirement (Brugiavini, 2001). Early retirement is often consequent to job stress-related mental and physical diseases, including cardiovascular diseases (CVD). For instance, the burnout syndrome is understood as a complex of symptoms, primarily exhaustion, in response to prolonged emotional and interpersonal stress at work (Maslach, Schaufeli, & Leiter, 2001). The prevalence of burnout among North American residents fluctuates between 18% and 82% (Prins et al., 2007). Importantly, not all work is carried out in organizations such that work stress issues are also relevant for the self-employed and even those who work in the home, all of which may also be at risk for overwork and associated exhaustion. © 2012 Springer Science+Business Media, LLC. All rights reserved.
Mental health at work: keeping it meaningful
Why is it important for people to find meaning in their work? What are the characteristics of meaningful work? In this article, meaningful work is presented as a determining factor in improving mental health and psychological well-being as well as reducing mental illness and psychological distress. After discussing the individual characteristics that affect how people find meaning in their work, we propose steps executives and managers can take to help ensure that work is perceived as meaningful by employees, namely by: highlighting its social purpose; reinforcing moral correctness at work; providing opportunities for learning and development; giving employees autonomy; showing concern for the quality of professional relationships, and; ensuring employee recognition.
Work-family balance at top management level: Work-family conflict as a mediator of the relationship between stressors and strain
Abstract. Compared to other populations, top management is not investigated very often. The current study was conducted in close collaboration between the University of Berne and an internationally operating Swiss corporation. Different stressors and resources as well as their relationship with strain parameters among 143 top managers were analysed using an intranet-based questionnaire. Work- family conflict was rather high and correlated with work-related stressors (r = .23 -.48) as was expected. In hierarchical regression analyses, work-family conflict predicted the strain parameters irritation, psychosomatic complaints, and work-related depressive mood even when resources (positive social relationships, job control) and work-related stressors (overload, insecurity, and number of hours worked) were controlled for. Almost all existing relationships between stressors and strain were mediated by work-family conflict.
Key words: Stress, top management, work-life balance, mediation
We examine the effects of negative and positive industrial relations stress on both mood (negative and positive) and job satisfaction. Twenty industrial relations practitioners completed daily reports of industrial relations stress, mood, and job satisfaction over a 20-day period. After controlling for serial correlation, negative industrial relations stress affected negative mood and, in turn, job satisfaction. Positive industrial relations stress had direct effects on both positive mood and job satisfaction with positive mood also affecting job satisfaction. All effects were concurrent with no next-day effects of stress on mood or job satisfaction. Further research on industrial relations stress is both warranted and encouraged.
This article attempts to provide a practical template for the psychologic assessment of chronic pain and disability. Topics
discussed include differential diagnosis, goals of psychosocial assessment, psychologic constructs, personality issues, pain-drawing
ratings, and multidimensional assessment instruments. Other factors affecting psychologic assessment, such as litigation,
perception of disability, pain behavior, and cultural factors are also discussed.
Zusammenfassung. Ziel der Studie war es, die gesundheitliche Relevanz von Mustern der habituellen Stressbewältigung zu untersuchen. Dies geschah auf der Grundlage des Flexibilitätskonzepts, welches die Balance, Breite und Ausgewogenheit des individuellen Bewältigungsrepertoires in den Fokus der Betrachtung stellt. In einer Querschnittsstudie wurde die habituelle Stressbewältigung durch fünf Kurzskalen des Stressverarbeitungsfragebogens (SVF) und eine neu entwickelte Skala zum Aufsuchen positiver Erlebensinhalte erfasst. Weitere sechs Parameter dienten der Beurteilung des Gesundheitsstatus. Die Stichprobe umfasste 145 Lehrkräfte, eine Berufsgruppe mit relativ homogenen Belastungen und hoher Beanspruchung. Es wurden hierarchische (Ward) und iterativ partionierende (k-means) Clusteranalysen sowie ANOVAs durchgeführt. Drei reproduzierbare Cluster konnten identifiziert werden: flexibel-kompensierendes, inkonsistent-kompensierendes und ruminativ-selbstisolierendes Bewältigungsmuster. Die Bewältigungsmuster unterschieden sich in klinisch bedeutsamem Ausmaß hinsichtlich ihres Risikos eine psychische Störung aufzuweisen sowie in den Bereichen Depressivität, Burnout, Arbeitszufriedenheit, Wohlbefinden und subjektive Erwerbstätigkeitsprognose. Die Ergebnisse legen nahe, in Forschungsarbeiten zur betrieblichen Gesundheitsförderung verstärkt differenzielle Muster der Stressbewältigung zu fokussieren.
The aim of this work was to introduce a new combined method of subjective and objective measures to assess psychosocial risk factors at work and improve workers' health and well-being. In the literature most of the research on work-related stress focuses on self-report measures and this work represents the first methodology capable of integrating different sources of data.
An integrated method entitled St.A.R.T. (STress Assessment and Research Toolkit) was used in order to assess psychosocial risk factors and two health outcomes. In particular, a self-report questionnaire combined with an observational structured checklist was administered to 113 workers from an Italian retail company.
The data showed a correlation between subjective data and the rating data of the observational checklist for the psychosocial risk factors related to work contexts such as customer relationship management and customer queue. Conversely, the factors related to work content (workload and boredom) measured with different methods (subjective vs. objective) showed a discrepancy. Furthermore, subjective measures of psychosocial risk factors were more predictive of workers' psychological health and exhaustion than rating data. The different objective measures played different roles, however, in terms of their influence on the two health outcomes considered.
It is important to integrate self-related assessment of stressors with objective measures for a better understanding of workers' conditions in the workplace. The method presented could be considered a useful methodology for combining the two measures and differentiating the impact of different psychological risk factors related to work content and context on workers' health.
In the late 1990s, the Health and Safety Commission, as the lead authority in the UK responsible for Health and Safety at Work, conducted an extensive consultation exercise to elicit views about how work-related stress should be tackled. The Commission subsequently decided that regulation was not justified and opted for an approach with four strands. One of these was to work with stakeholders to develop clear, agreed standards of good management practice. This paper describes and discusses the rationale behind a standards-based approach that is essentially based on a method of controlling hazards. The Management Standards approach uses a taxonomy of six stressors that has evolved out of extensive research carried out on behalf of the UK's Health and Safety Executive (HSE) and in conjunction with stakeholders, and a three-phase risk assessment methodology. Further developmental work on the standards (which are to be subjected to public consultation) and associated measurement tools is described in a companion paper in this issue of Work & Stress (Cousins, Mackay, Clarke, Kelly, Kelly, & McCaig, 200417.
Cousins , R ,
Mackay , CJ ,
Clarke , SD ,
Kelly , C ,
Kelly , PJ and
McCaig , RH . (2004). ‘Management Standards’ and work-related stress in the UK: Practical development. Work & Stress, 18(2): 113–136. View all references). The emphasis is on prevention towards reducing stress in the UK working population. We review current thinking on models of work stress, consider evidence linking workplace psychosocial factors and various health and organizational outcomes, and examine the effectiveness of organizational interventions. We argue that the literature supports an approach that aims to move organizational states (represented by the current situation) to more desirable ones (represented by the six Management Standards), and that this is an effective ‘population’ based approach to tackling workplace stress and promoting individual and organizational health.
To examine how self-esteem measured during university studies would impact on the characteristics of the work career 10 years later, 297 university students completed the Rosenberg’s self-esteem inventory four times while at university and various career-related questionnaires 10 years later. Latent Growth Curve Modeling showed that a high overall level of self-esteem predicted being in permanent employment 10 years later, having a high salary, and reporting a high level of work engagement, and job satisfaction, and a low level of burnout. By contrast, low self-esteem predicted unemployment, feelings of exhaustion, cynicism and reduced accomplishment at work, and low levels of work engagement and job satisfaction.
Job burnout has long been recognized as a problem that leaves once-enthusiastic professionals feeling drained, cynical, and ineffective. This article proposes two new approaches to the prevention of burnout that focus on the interaction between personal and situational factors. The first approach, based on the Maslach multidimensional model, focuses on the exact opposite of burnout: increasing engagement with work by creating a better “fit” between the individual and the job. The second approach draws from the decision-making literature and reframes burnout in terms of how perceptions of the risk of burnout may lead to suboptimal choices that actually increase the likelihood of burning out. These new approaches provide a more direct strategy for preventing burnout than typical unidimensional “stress” models because these new approaches (1) specify criteria for evaluating outcomes and (2) focus attention on the relationship between the person and the situation rather than one or the other in isolation.
O Programa de Saúde da Família tem o objetivo de reorganizar a atenção básica à saúde através de equipes multiprofissionais que correspondam às necessidades da população. Desenvolver este tipo de atividade junto à comunidade, onde a realidade do indivíduo é próxima, os problemas são de diversas ordens e as limitações incontáveis, expõem os trabalhadores a riscos psicossociais, tornando-o pessoa vulnerável ao estresse. Esta investigação tem o objetivo de identificar e analisar as estratégias utilizadas pelos trabalhadores para gerenciar os riscos psicossociais presentes no ambiente de trabalho. Este estudo do tipo exploratório utilizou-se da abordagem qualitativa, através do método de análise de conteúdo, modalidade temática. Participaram do estudo 24 trabalhadores pertencentes a seis equipes de saúde da família e os dados foram coletados por meio de uma entrevista que transcorreu no ano de 2005. As estratégias utilizadas pelos trabalhadores para o controle dos riscos são predominantemente individuais, tais como: exercício físico, religião e cinema. No entanto, o serviço tem uma reunião semanal programada com a equipe, para discussão dos problemas e sugestões. É inquestionável a importância de intervenções que promovam resultados benéficos ao trabalhador a nível psicológico e fisiológico, minimizando assim os efeitos dos eventos geradores de estresse no trabalho.
Recent surveys have highlighted sources of stress for UK general practitioners (GPs). Interventions to reduce stress in general practice have been introduced at both an individual and an organizational level, but there is little published evidence of their effectiveness. This paper systematically reviews the literature and reports that the research evidence from stress management programmes employed with other workforces is equivocal. Results so far suggest that relaxation and cognitive behavioural skills are helpful and that group methods are both more cost-effective and more beneficial than individual counselling. It is important for scientific, practical, and financial reasons that stress management programmes be properly evaluated. This paper suggests possible avenues for future interventions to alleviate stress.
Work-related stress is a serious and growing problem in the UK and as such, is regarded as a significant health and safety issue. It is vital that this issue is addressed and that action is taken to address the problems that this may create both for individuals and the organisations in which individuals work.
This paper reviews the concept of work-related stress showing how its deleterious impact may exert both direct and indirect effects on the workforce thus affecting both individual and organisational effective ness. It also shows how individual and organisational factors may contribute to the development of occupa tional stress. However, since not all the stress which affects people at work is caused by the workplace, the home/work interface is also considered. The paper concludes by considering how work-related stress may be managed.
The mean of self-report and observer ratings of working conditions was used to predict 3 types of well-being in 52 young workers: general well-being, job-related well-being, and spillover from work to nonwork domains. Longitudinally, job control predicted spillover. There was no strong evidence for reverse causation. Synchronously, Time 2 job stressors predicted all types of well-being, and job control predicted general well-being. Because dependent variables at Time 1 are controlled for, this indicates short-term effects. Results for stressors are in line with a stress reaction model, indicating a rather quick symptom development but reversibility. The effect of control on spillover, however, suggests a sleeper effect model, with symptoms appearing with delay.
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