Psykosociale arbejdsfaktorer
Kristensen, T. S., Hannerz, H., Hogh, A. & Borg, V. · 2005
Også kendt som: Psychosocial Risk Factors · Psychosocial Work Environment
Rammen for psykosociale arbejdsmiljøfaktorer fastholder, at målbare kendetegn ved, hvordan arbejdet er organiseret (kvantitative og følelsesmæssige krav, indflydelse og kontrol, rolleklarhed, forudsigelighed, social støtte, anerkendelse og organisatorisk retfærdighed), i sig selv er årsager til helbredsudfald, uafhængigt af individuel disposition. Den praktiske konsekvens er, at enheden for vurdering og intervention er arbejdspladsen snarere end medarbejderen: en afdeling, der scorer dårligt på krav og kontrol, har et organisatorisk problem, ikke en samling af individer, der mestrer dårligt.
Ramme, der fastholder, at målbare kendetegn ved, hvordan arbejdet er organiseret, nemlig krav, kontrol, støtte, belønninger, forudsigelighed, retfærdighed og usikkerhed, former medarbejdernes helbred, motivation og præstation. Den integrerer de vigtigste teorier om arbejdsmiljø i stedet for at følge én: krav-kontrol-støtte (Karasek & Theorell), ubalance mellem indsats og belønning (Siegrist), job demands-resources, konflikt mellem arbejde og familie samt social kapital på arbejdspladsen. Eksponering er en egenskab ved arbejdsmiljøet, målt som medarbejdernes opfattelse af de aktuelle forhold, dimension for dimension, ikke et træk ved personen.
- Kilde:
- Burr, H., Berthelsen, H., Moncada, S., et al. (2019). The Third Version of the Copenhagen Psychosocial Questionnaire. Safety and Health at Work, 10(4), 482-503.
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Disse vurderinger opsummerer den publicerede litteratur om teorien, ikke kvaliteten af en enkelt test bygget på den. De er redaktionelle vurderinger baseret på kilderne nedenfor, og de ændres, efterhånden som evidensen vokser.
Historisk kontekst
Feltets grundlag er Karaseks krav-kontrol-model fra 1979, som forudsagde belastning ud fra kombinationen af høje krav og lav beslutningsfrihed, senere udvidet af Johnson og Hall med social støtte, samt Siegrists model for ubalance mellem indsats og belønning fra 1996. Begge blev kritiseret for at dække et for snævert udsnit af arbejdslivet. Copenhagen Psychosocial Questionnaire, udviklet ved Det Nationale Forskningscenter for Arbejdsmiljø i Danmark og udgivet i sin anden version i 2005, blev designet som et omfattende, teorineutralt og frit tilgængeligt alternativ og nåede sin tredje internationale version i 2019.
Konstrukter
Kvantitative krav
The mismatch between the volume of work and the time available to perform it — tasks piling up, work left undone, insufficient time. A core demand dimension of the psychosocial work environment (Burr et al., 2019); high scores indicate exposure to work overload.
Arbejdstempo
The speed the work demands from moment to moment — working very fast and at a high pace throughout the day. Distinct from the volume of work (quantitative demands), it captures sustained work speed as its own exposure (Burr et al., 2019).
Følelsesmæssige krav
The extent to which work places the worker in emotionally disturbing situations or requires dealing with other people's personal problems. An exposure reading characteristic of care, teaching, and service work (Burr et al., 2019).
Krav om at skjule følelser
The requirement to conceal feelings and keep opinions unexpressed at work — staying kind regardless of how one is treated. It names the self-containment load carried by many people-facing roles (Burr et al., 2019).
Indflydelse i arbejdet
The degree of say a worker has over decisions concerning their own work, including the amount of work and how it is done. A classic buffering resource in the demand-control tradition: the same demands weigh differently with and without it (Karasek & Theorell; Burr et al., 2019).
Udviklingsmuligheder
Whether the work offers the possibility of learning new things and using one's skills and expertise. A resource dimension of the work environment: work that neither stretches nor draws on the worker is a documented path to disengagement (Burr et al., 2019).
Kontrol over arbejdstiden
The worker's control over the timing of their own work — deciding when to take a break, taking holidays roughly when wanted, leaving the workplace for private business. Small time freedoms measured as a distinct resource dimension (Burr et al., 2019).
Meningen med arbejdet
Whether the work is experienced as meaningful and important. One of the strongest sustaining resources a job can offer; its absence makes even light work heavy (Burr et al., 2019).
Forudsigelighed
Whether information arrives when needed — advance notice of important decisions and changes, and all the information required to do the work well. Uncertainty about one's own near future at work is a stressor in its own right (Burr et al., 2019).
Anerkendelse
Whether one's work is recognized and appreciated by the management. Measured by a single item in the COPSOQ III middle version, it reads whether sustained effort visibly registers above (Burr et al., 2019).
Rolleklarhed
Whether the work has clear objectives, known areas of responsibility, and explicit expectations. High clarity lets energy go to the work itself instead of to decoding what counts (Burr et al., 2019).
Rollekonflikter
Exposure to contradictory demands at work and to tasks one believes should be done differently. A property of how the role is designed — work that argues with itself (Burr et al., 2019).
Illegitime opgaver
The share of work tasks that seem unnecessary to the person performing them. The operational reading of illegitimate tasks — work experienced as an offence to one's professional sense of self (stress-as-offence-to-self tradition; Burr et al., 2019).
Ledelseskvalitet
How good the immediate superior is at the concrete craft of leading — planning the work, solving conflicts, developing people. Read as a working capability of the leader, not charisma (Burr et al., 2019).
Social støtte fra nærmeste leder
How often help, support, and a willing ear are available from the immediate superior when needed. A support resource that determines whether difficulties escalate to solutions or accumulate (demand-control-support tradition; Burr et al., 2019).
Social støtte fra kolleger
How often help, support, and a willing ear are available from colleagues when needed. One of the classic protective factors in demanding work; without it, individual difficulties are carried alone (Burr et al., 2019).
Fællesskab på arbejdspladsen
The atmosphere between colleagues and the feeling of being part of a community at the workplace — the social fabric dimension of the work environment (Burr et al., 2019).
Jobusikkerhed
Worry about becoming unemployed and about how difficult it would be to find another job. A documented stressor that acts well before — and whether or not — any job is actually lost (Burr et al., 2019).
Utryghed ved arbejdsvilkår
Worry about unwanted changes to the conditions of the job — being transferred, having the schedule changed, or pay reduced against one's will. Insecurity about the shape of the job, distinct from insecurity about keeping it (Burr et al., 2019).
Kvalitet af arbejdet
Satisfaction with the quality of the work performed at one's workplace. Measured by a single item in the COPSOQ III middle version; low scores often mark conditions that force work below one's own standard (Burr et al., 2019).
Jobtilfredshed
Overall satisfaction with the job — work prospects, pay, and the job as a whole, everything taken into consideration. The summary evaluation that the other work environment dimensions feed (Burr et al., 2019).
Konflikt mellem arbejde og privatliv
Whether work drains so much energy, and takes so much time, that it negatively affects private life. The spillover dimension of the work-family conflict tradition: the job's cost measured where it lands outside work (Burr et al., 2019).
Horisontal tillid
Whether employees in general trust each other. A workplace social capital dimension: trust between colleagues makes information move and cooperation cheap, and its absence taxes every interaction (Burr et al., 2019).
Vertikal tillid
Trust between management and employees, in both directions — whether management trusts the employees to do their work well, whether the employees can trust the information coming from management, and whether views and feelings can be expressed upward (Burr et al., 2019).
Organisatorisk retfærdighed
Whether conflicts are resolved in a fair way and the work is distributed fairly — the perceived fairness of the organization's procedures, a workplace social capital dimension (Burr et al., 2019).
Selvvurderet helbred
The worker's general rating of their own health, from excellent to poor. A single-item measure with a long epidemiological record as a predictor of health outcomes; in the COPSOQ III it provides individual context for the environmental dimensions (Burr et al., 2019).
Instrumenter
- Københavnerspørgeskemaet om psykosocialt arbejdsmiljø III(COPSOQ III)Burr, Berthelsen, Moncada, et al.2019
- Copenhagen Psychosocial Questionnaire II, brasiliansk kort version(COPSOQ II-Br)Gonçalves, Moriguchi, Chaves & Sato2021
Test baseret på denne teori
Psykosocialt arbejdsmiljø (COPSOQ III)
Det internationale referencespørgeskema om psykosociale arbejdsvilkår: 26 dimensioner af dit arbejdsmiljø, hver med en aflæsning fra 0-100.
Læs mere →Brasiliansk psykosocial risikovurdering (COPSOQ II-Br)
Det validerede brasilianske instrument for psykosociale risici på arbejdet: 23 dimensioner, der hver fortolkes ud fra publicerede intervaller for sikker, opmærksomhed og risiko.
Læs mere →Praktiske anvendelser
Vurdering af psykosociale risici er et lovkrav i mange jurisdiktioner, og COPSOQ er et af standardinstrumenterne til at opfylde det, idet nationale referenceværdier gør det muligt at benchmarke en afdeling mod dens sektor. Resultaterne styrer organisatoriske indsatser: omfordeling af arbejdsmængde, afklaring af roller og øget indflydelse på, hvordan arbejdet udføres. I arbejdsmedicinsk epidemiologi forudsiger faktorerne sygefravær, debut af depression og kardiovaskulære udfald i prospektive kohorter, hvilket er det evidensgrundlag, der understøtter lovkravet.
Sådan måles det
Måles med Likert-skalaer til selvrapportering, der dækker flere uafhængige dimensioner, aggregeres til afdelings- eller organisationsniveau og sammenlignes med nationale eller branchespecifikke referenceværdier frem for med et skæringspunkt.
Kritik og begrænsninger
Næsten al evidens bygger på selvrapporteret eksponering og selvrapporterede udfald, så fælles metodevarians og rapporteringsbias puster sammenhængene op; studier, der bruger eksternt vurderede jobkarakteristika, finder mindre effekter. Omvendt kausalitet er vanskelig at udelukke, da belastede medarbejdere vurderer deres job mere negativt. Instrumenterne er lange, og kortformerne mister den dimensionelle detalje, der gør resultaterne handlingsanvisende. Nationale referenceværdier er heller ikke direkte sammenlignelige på tværs af lande på grund af forskelle i svarstil, hvilket komplicerer multinational benchmarking.
Centrale publikationer
- Kristensen, T. S., Hannerz, H., Hogh, A. & Borg, V.. (2005). The Copenhagen Psychosocial Questionnaire: A tool for the assessment and improvement of the psychosocial work environment. 10.5271/sjweh.948
- Karasek, R. A.. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. 10.2307/2392498
- Siegrist, J.. (1996). Adverse health effects of high-effort/low-reward conditions. 10.1037/1076-8998.1.1.27