Psihosocijalni čimbenici na radu
Kristensen, T. S., Hannerz, H., Hogh, A. & Borg, V. · 2005
Poznato i kao: Psychosocial Risk Factors · Psychosocial Work Environment
Okvir psihosocijalnih čimbenika rada polazi od toga da su mjerljiva obilježja organizacije rada (kvantitativni i emocionalni zahtjevi, utjecaj i kontrola, jasnoća uloge, predvidljivost, socijalna podrška, priznanje i organizacijska pravednost) sama po sebi uzroci zdravstvenih ishoda, neovisno o individualnoj dispoziciji. Praktična je posljedica da je jedinica procjene i intervencije radno mjesto, a ne radnik: odjel s lošim rezultatima na zahtjevima i kontroli ima organizacijski problem, a ne skup pojedinaca koji se loše nose sa situacijom.
Okvir prema kojem mjerljive značajke organizacije rada, zahtjevi, kontrola, podrška, nagrade, predvidljivost, pravednost, nesigurnost, oblikuju zdravlje, motivaciju i uspješnost radnika. Objedinjuje glavne teorije radne okoline umjesto da slijedi jednu: zahtjevi-kontrola-podrška (Karasek i Theorell), neravnoteža truda i nagrade (Siegrist), zahtjevi i resursi posla, sukob posla i obitelji te socijalni kapital na radnom mjestu. Izloženost je svojstvo radne okoline, mjereno kao percepcija radnika o trenutačnim uvjetima, dimenziju po dimenziju, a ne crta osobe.
- Izvor:
- 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.
Riješi validirani test utemeljen na ovoj teoriji
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Dokazi na prvi pogled
- Empirijska potpora
- Snažni dokazi
- Replikacija
- Dobro repliciran
- Međukulturno
- Uglavnom univerzalno
- Metaanalize
- 14 indeksirano
Ove ocjene sažimaju objavljenu literaturu o teoriji, a ne kvalitetu pojedinog testa koji se na njoj temelji. Riječ je o uredničkim procjenama na temelju dolje navedenih izvora i mijenjaju se kako se dokazi gomilaju.
Povijesni kontekst
Temelji područja su Karasekov model zahtjeva i kontrole iz 1979., koji je predviđao napetost iz kombinacije visokih zahtjeva i niske slobode odlučivanja, a koji su Johnson i Hall kasnije proširili socijalnom podrškom, te Siegristov model neravnoteže uloženog truda i nagrade iz 1996. Oba su modela kritizirana zbog obuhvaćanja preuskog dijela radnog života. Kopenhaški psihosocijalni upitnik (Copenhagen Psychosocial Questionnaire), razvijen u danskom Nacionalnom istraživačkom centru za radno okruženje i objavljen u drugoj verziji 2005., osmišljen je kao sveobuhvatna, teorijski neutralna i slobodno dostupna alternativa, a treću međunarodnu verziju dosegnuo je 2019.
Konstrukti
Kvantitativni zahtjevi
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.
Tempo rada
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).
Emocionalni zahtjevi
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).
Zahtjevi za skrivanjem emocija
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).
Utjecaj na poslu
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).
Mogućnosti za razvoj
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).
Kontrola nad radnim vremenom
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).
Smisao rada
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).
Predvidljivost
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).
Priznanje
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).
Jasnoća uloge
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).
Sukobi uloga
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).
Nelegitimni zadaci
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).
Kvaliteta vodstva
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).
Socijalna podrška nadređenog
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).
Socijalna podrška kolega
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).
Osjećaj zajedništva na poslu
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).
Nesigurnost zaposlenja
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).
Nesigurnost u pogledu radnih uvjeta
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).
Kvaliteta rada
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).
Zadovoljstvo poslom
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).
Sukob posla i privatnog života
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).
Horizontalno povjerenje
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).
Vertikalno povjerenje
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).
Organizacijska pravednost
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).
Samoprocijenjeno zdravlje
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).
Instrumenti
- Kopenhaški psihosocijalni upitnik III(COPSOQ III)Burr, Berthelsen, Moncada, et al.2019
- Kopenhagenski psihosocijalni upitnik II: brazilska kratka verzija(COPSOQ II-Br)Gonçalves, Moriguchi, Chaves & Sato2021
Testovi utemeljeni na ovoj teoriji
Psihosocijalno radno okruženje (COPSOQ III)
Međunarodni referentni upitnik o psihosocijalnim radnim uvjetima: 26 dimenzija tvog radnog okruženja, svaka s rezultatom od 0 do 100.
Saznaj više →Brazilska procjena psihosocijalnog rizika (COPSOQ II-Br)
Validiran brazilski instrument za psihosocijalne rizike na radu: 23 dimenzije, svaka procijenjena u odnosu na objavljene raspone za sigurnost, pažnju i rizik.
Saznaj više →Praktične primjene
Procjena psihosocijalnih rizika zakonska je obveza u mnogim jurisdikcijama, a COPSOQ je jedan od standardnih instrumenata kojima se ona ispunjava, pri čemu nacionalne referentne vrijednosti omogućuju usporedbu odjela s njegovim sektorom. Rezultati usmjeravaju organizacijske intervencije: preraspodjelu radnog opterećenja, pojašnjavanje uloga, povećanje utjecaja na način obavljanja posla. U medicini rada ti čimbenici u prospektivnim kohortama predviđaju bolovanje, nastup depresije i kardiovaskularne ishode, što je baza dokaza na kojoj počiva zakonska obveza.
Kako se mjeri
Mjeri se Likertovim ljestvicama samoprocjene koje obuhvaćaju više neovisnih dimenzija, agregira se na razinu odjela ili organizacije i uspoređuje s nacionalnim ili sektorskim referentnim vrijednostima, a ne s graničnom vrijednošću.
Kritike i ograničenja
Gotovo svi dokazi počivaju na samoprocijenjenoj izloženosti i samoprocijenjenim ishodima, pa varijanca zajedničke metode i pristranost u izvješćivanju napuhuju povezanosti; istraživanja koja koriste izvana procijenjena obilježja posla nalaze manje učinke. Obrnutu uzročnost teško je isključiti jer uznemireni radnici svoje poslove ocjenjuju negativnije. Instrumenti su dugi, a kratki oblici gube dimenzionalnu razradu zbog koje su rezultati primjenjivi u praksi. Nacionalne referentne vrijednosti također nisu izravno usporedive među zemljama zbog razlika u stilu odgovaranja, što otežava multinacionalnu usporedbu.
Ključne publikacije
- 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