Faktor Psikososial Kerja
Kristensen, T. S., Hannerz, H., Hogh, A. & Borg, V. · 2005
Juga dikenali sebagai: Psychosocial Risk Factors · Psychosocial Work Environment
Kerangka faktor kerja psikososial berpendapat bahawa ciri-ciri yang boleh diukur tentang cara kerja diatur, iaitu tuntutan kuantitatif dan emosi, pengaruh dan kawalan, kejelasan peranan, kebolehjangkaan, sokongan sosial, pengiktirafan dan keadilan organisasi, merupakan punca hasil kesihatan yang tersendiri, tidak bergantung pada disposisi individu. Akibat praktikalnya ialah unit penilaian dan intervensi ialah tempat kerja dan bukannya pekerja: jabatan yang mendapat skor lemah dalam tuntutan dan kawalan mempunyai masalah organisasi, bukannya himpunan individu yang lemah daya tindaknya.
Rangka kerja yang berpegang bahawa ciri-ciri yang boleh diukur tentang cara kerja diatur, iaitu tuntutan, kawalan, sokongan, ganjaran, kebolehjangkaan, keadilan dan ketidakjaminan, membentuk kesihatan, motivasi dan prestasi pekerja. Ia mengintegrasikan teori-teori utama persekitaran kerja dan bukannya mengikut satu sahaja: tuntutan-kawalan-sokongan (Karasek & Theorell), ketidakseimbangan usaha-ganjaran (Siegrist), tuntutan-sumber kerja, konflik kerja-keluarga, dan modal sosial tempat kerja. Pendedahan ialah ciri persekitaran kerja, diukur sebagai persepsi pekerja terhadap keadaan semasa, dimensi demi dimensi, bukan sifat individu.
- Sumber:
- 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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Penarafan ini merumuskan kepustakaan yang diterbitkan mengenai teori tersebut, bukan kualiti mana-mana ujian tunggal yang dibina berdasarkannya. Penarafan ini merupakan pertimbangan editorial berdasarkan sumber yang disenaraikan di bawah, dan akan berubah apabila bukti bertambah.
Konteks Sejarah
Asas bidang ini ialah model tuntutan-kawalan Karasek pada tahun 1979, yang meramalkan tekanan daripada gabungan tuntutan tinggi dan kebebasan membuat keputusan yang rendah, kemudian diperluas oleh Johnson dan Hall untuk merangkumi sokongan sosial, serta model ketidakseimbangan usaha-ganjaran Siegrist pada tahun 1996. Kedua-duanya dikritik kerana meliputi bahagian kehidupan bekerja yang terlalu sempit. Copenhagen Psychosocial Questionnaire, yang dibangunkan di National Research Centre for the Working Environment di Denmark dan diterbitkan dalam versi keduanya pada tahun 2005, direka sebagai alternatif yang menyeluruh, neutral dari segi teori dan tersedia secara percuma, dan mencapai versi antarabangsa ketiganya pada tahun 2019.
Konstruk
Tuntutan Kuantitatif
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.
Kadar Kerja
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).
Tuntutan Emosi
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).
Tuntutan untuk Menyembunyikan Emosi
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).
Pengaruh di Tempat Kerja
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).
Peluang untuk Pembangunan
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).
Kawalan ke atas Masa Bekerja
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).
Makna Pekerjaan
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).
Kebolehjangkaan
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).
Pengiktirafan
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).
Kejelasan Peranan
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).
Konflik Peranan
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).
Tugasan Tidak Sah
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).
Kualiti Kepimpinan
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).
Sokongan Sosial daripada Penyelia
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).
Sokongan Sosial daripada Rakan Sekerja
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).
Rasa Kemasyarakatan di Tempat Kerja
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).
Ketidakjaminan Pekerjaan
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).
Rasa Tidak Selamat terhadap Keadaan Kerja
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).
Kualiti Kerja
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).
Kepuasan Kerja
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).
Konflik Kerja-Kehidupan
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).
Kepercayaan Mendatar
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).
Kepercayaan Menegak
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).
Keadilan Organisasi
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).
Kesihatan Kendiri yang Dinilai
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).
Instrumen
- Soal Selidik Psikososial Copenhagen III(COPSOQ III)Burr, Berthelsen, Moncada, et al.2019
- Soal Selidik Psikososial Copenhagen II: versi pendek Brazil(COPSOQ II-Br)Gonçalves, Moriguchi, Chaves & Sato2021
Ujian yang dibina berdasarkan teori ini
Persekitaran Kerja Psikososial (COPSOQ III)
Soal selidik rujukan antarabangsa mengenai keadaan kerja psikososial, 26 dimensi persekitaran kerja anda, satu bacaan 0-100 untuk setiap satunya.
Ketahui lebih lanjut →Penilaian Risiko Psikososial Brazil (COPSOQ II-Br)
Instrumen Brazil yang telah disahkan untuk risiko psikososial di tempat kerja, 23 dimensi, setiap satunya dibaca berdasarkan jalur selamat/perhatian/risiko yang diterbitkan.
Ketahui lebih lanjut →Aplikasi Praktikal
Penilaian risiko psikososial merupakan keperluan undang-undang di banyak bidang kuasa dan COPSOQ ialah salah satu instrumen standard yang digunakan untuk memenuhinya, dengan nilai rujukan kebangsaan membolehkan sesebuah jabatan dibandingkan dengan sektornya. Keputusan membimbing intervensi organisasi: pengagihan semula beban kerja, penjelasan peranan, peningkatan pengaruh terhadap cara kerja dilakukan. Dalam epidemiologi pekerjaan, faktor-faktor ini meramalkan ketidakhadiran kerana sakit, permulaan kemurungan dan hasil kardiovaskular dalam kohort prospektif, yang merupakan asas bukti di sebalik keperluan peraturan tersebut.
Cara Ia Diukur
Diukur dengan skala Likert laporan kendiri yang merangkumi pelbagai dimensi bebas, diagregatkan ke peringkat jabatan atau organisasi dan dibandingkan dengan nilai rujukan nasional atau sektor dan bukannya dengan titik potong.
Kritikan & Batasan
Hampir semua bukti bergantung pada pendedahan yang dilaporkan sendiri dan hasil yang dilaporkan sendiri, maka varians kaedah sepunya dan bias pelaporan membesarkan perkaitan; kajian yang menggunakan ciri pekerjaan yang dinilai secara luaran mendapati kesan yang lebih kecil. Sebab-akibat songsang sukar diketepikan, kerana pekerja yang mengalami distres menilai pekerjaan mereka secara lebih negatif. Instrumen-instrumen ini panjang, dan bentuk ringkasnya kehilangan perincian dimensi yang menjadikan keputusan boleh diambil tindakan. Nilai rujukan kebangsaan juga tidak boleh dibandingkan secara langsung merentas negara kerana perbezaan gaya menjawab, yang merumitkan penanda aras pelbagai negara.
Penerbitan Utama
- 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