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Some issues on practical application of WrS assessment in italian enterprises are pointed out, from the specific point of view of a private-held company dealing with consulting and training on safety at work. Results from statistical analysis (conducted on a sample of 1.274 workers from 10 companies in Services; Health Care; and Industry sector) are also discussed.
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Work-related Stress assessment: an organizational approach.
G. M. Vecchio 1 , S. Fiaschi 2 , F. Pacelli 2 , E. Pacelli 3
1 Sapienza Università di Roma - Facoltà di Psicologia 2
2 Eco-Format S.r.l. - Roma
3 Eco-Consult S.r.l. - Roma
Conclusions
Results
The study
Assessing WrS
Introduction
2 / 20
Questions about Work-related Stress
is it an organizational or individual phenomenon ?
should it be assessed via objective tools or using social research methodologies ?
workers participation : extended or limited to key roles ?
which professional should carry out the assessment ?
…what could be the benefits of assessing WrS (beside fulfilling a legal obligation) ?
Introduction
Conclusions
Results
The study
Assessing WrS
Introduction
3 / 20
European Framework Agreement on WrS
Assessing Work-related Stress entails investigations on :
organization and its processes(working time arrangements, degree of autonomy,
match between skills and job requirements, workload, …)
work environmental conditions (exposure to abusive behaviour, noise, heat, dangerous substances, …)
communication flows(uncertainty about what is expected at work, employment prospects, or forthcoming change,
…)
and subjective factors(emotional and social pressures, feeling unable to
cope, perceived lack of support, …)
Introduction
Conclusions
Results
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Assessing WrS
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Organizational Context , Job Content
ORGANIZATIONAL CONTEXTOrganizational culture and functionRole in organisationCareer developmentDecision latitude / ControlInterpersonal relationships at workHome / Work interface
JOB CONTENTWork environment and work equipmentTask designWorkload / workpaceWork schedule
Adapted from : European Agency for Safety and Healthat Work (2002)
Introduction
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Why an organizational approach ?
We are dealing with a systemic phenomenon, concerning
«aspects about the design and management of work and its social and organizational contexts that have the potential for causing psychological or physical harms»
(Leka, Griffith, & Cox, 2003)
WrS assessment should be focused on the relationships between individuals and their organizational contexts, in order to identify factors promoting “Organizational Health”
Introduction
Conclusions
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Assessing WrS
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« The whole of organizational culture, processes and practices in workplaces contributing to promote, maintain and improve the quality of life and the degree of physical, psychological and social communities health »
(Avallone, Paplomatas, 2005)
“Healthy” organizations provide:
comfortable work environments higher work-safety awareness collaboration and efficiency management of internal conflicts clear goals, openness to innovation organizational equity
Organizational Health
Introduction
Conclusions
Results
The study
Assessing WrS
Introduction
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Guiding principles
Assessing WrS
Orientation to universal prevention
Participation of all members to the survey
Contextualization of research
Internal cut-off scores
Multidisciplinary approach
Conclusions
Results
The study
Assessing WrS
Introduction
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A six-step model
Assessing WrS
1) Start-up and Desk Analysis
sharing procedures and tools with stakeholders
data collection about company structure and functional processes
activities to inform and involve all workers
reconnaissance of the company departments
2) Questionnaire administration
collective sessions
stringent consent procedure on privacy
sealed envelopes
Conclusions
Results
The study
Assessing WrS
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Assessing WrS
3) Preliminary results
results from statistical analysis discussed in aggregated form
focus on critical issues and areas to be deepened with workers
4) Qualitative analysis
Focus Group sessions with workers
homogeneity criteria of professional roles and representativeness of company departments
A six-step model
Conclusions
Results
The study
Assessing WrS
Introduction
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Assessing WrS
5) Risks Evaluation Document for WrS
criteria and tools used
complete findings
corrective and/or improvement actions
dissemination strategies
6) Follow-up
monitoring the implementation progress of the proposed actions (six months later)
A six-step model
Conclusions
Results
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Objectives
The study
COMPANY SIZESmall
( ≤ 100 )Medium
( 101 - 200 )Large
( > 200 )
WORKING SENIORITYin the same company
≤ 10 years > 10 years
MANAGEMENTEFFICACY
Low perception(< 30th percentile)
High perception(> 70th percentile)
RELATIONSHIP WITH COLLEAGUES
Low perception(< 30th percentile)
High perception (> 70th percentile)
OCCUPATIONALSECTORS
Services Health Care Industry
ENVIRONMENTALCOMFORT AND SAFETY
Low perception(< 30th percentile)
High perception (> 70th percentile)
ORGANIZATIONAL CONTEXT factors
JOB CONTENT factors
Conclusions
Results
The study
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The study
Measures
MOHQ - Multidimensional Organizational Health Questionnaire (Avallone, Paplomatas, 2005)
109 items (4-point scale) assessing behaviour and situations perceived in work contexts, each related to a dimension of Organizational Health.
Risk factors
Perception on Interpersonal Conflicts
Perception of Stress
Perception of Psychosomatic Symptoms.
Protective factors
Work Environmental ComfortWork Environmental SafetyPerception of Management EfficacyPerception of Relationship with ColleaguesPerception of Company EfficiencyPerception of Organizational EquityPerception of Innovation Openness
Job Satisfaction
Conclusions
Results
The study
Assessing WrS
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The study
the Sample
Companies : 10Services(41.6%)
Health Care(31.9%)
Industry(26.5%)
Participants : 1274(out of 1483) r.r. = 85,9%
men(49.6%)
women(48.0%)
missing(2.4%)
Age≤ 35 years(39.4% )
36 - 45(34.1% )
> 45(26.5%)
Job Tenure≤ 10 years
(38.5%)> 10 years
(61.5%)
Working seniorityin the same company
≤ 10 years(45.3%)
> 10 years(54.7% )
Conclusions
Results
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significant Gender and Age differences were found in all Organizational Health dimensions
women (regardless of age) and older workers (regardless of gender) experienced higher levels of all Risk factors
Gender and Age were included as covariates in all subsequent One-Way Univariate Analyses of Covariance (ANCOVA)
Gender and Age differences
Results
Conclusions
Results
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workers in Large companies experimented higher levels of Risk factors workers in Small companies experimented higher levels of Protective factors and Job satisfaction
workers with higher Working seniority experimented higher levels of Risk factors, but a better Environmental conditions perception
workers reporting effective Management Efficacy and better Relationship with Colleagues experimented lower levels of Risk factors, higher levels of Protective factors and Job Satisfaction
Organizational Context impact
Results
Conclusions
Results
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workers in Health Care sector experimented higher levels of Stress
workers in Industry sector experimented better Environmental conditions (followed by Services)
workers in both Industry and Health Care sector experimented higher levels of Company Efficiency and Innovation Openness, and higher level of Job Satisfaction
workers with a perception of bad Environmental conditions experimented higher levels of Risk Factors, and lower level of Protective Factors and Job Satisfaction
Job Content impact
Results
Conclusions
Results
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Outcomes for WrS assessment
By law, the Risk Evaluation Document on Work-related Stress must provide a series of recommendations on corrective and/or improvement actions to prevent or reduce accidents on workplaces.
Information gathered by this model can provide to the top management further indications about organizational development strategies
Conclusions
Conclusions
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Paths of organizational development
Management of communication flows to bridge the gap between processes, "who directs“/"who is directed”, and improve integration
effective Human Resources Management Systems to achieve higher level of organizational equity and organizational commitment
coherent Corporate Training Plan, aiming all training activities to a common goal of promoting Safety culture and organizational citizenship
Conclusions
Conclusions
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Advantages
Conclusions
Findings can easily be translated into specific measures to prevent and protect the whole company and homogeneous work groups from psycho-social risks, giving insights on even wider organizational development strategies
This model can be adapted to specific situations, yielding proposals that fit the actual conditions of each company
Conclusions
Results
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Limitations
Conclusions
Difficulties in dealing with bureaucratic approach to safety and organizational health issues
Still not able to find effective alternatives to the in-presence questionnaire administration which can protect the participants’ privacy and ensure the effective involvement of workers and the quality of data collected
Conclusions
Results
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Corresponding author :
Stefano Fiaschi
email : [email protected]
web : www.eco-format.com
Thank you