Mambo ya Kisaikolojia na Kijamii ya Kazi
Kristensen, T. S., Hannerz, H., Hogh, A. & Borg, V. · 2005
Pia inajulikana kama: Psychosocial Risk Factors · Psychosocial Work Environment
Mfumo wa mambo ya kisaikolojia ya kazi unashikilia kwamba sifa zinazopimika za jinsi kazi inavyopangwa, mahitaji ya kiasi na ya kihisia, ushawishi na udhibiti, uwazi wa jukumu, kutabirika, msaada wa kijamii, kutambuliwa, na haki ya shirika, ni vyanzo vya matokeo ya afya peke yake, bila kutegemea mwelekeo wa kibinafsi. Matokeo yake ya kivitendo ni kwamba kitengo cha tathmini na uingiliaji kati ni mahali pa kazi badala ya mfanyakazi: idara inayopata alama duni katika mahitaji na udhibiti ina tatizo la shirika, si mkusanyiko wa watu binafsi wanaokabiliana vibaya.
Mfumo unaoshikilia kwamba sifa zinazopimika za jinsi kazi inavyopangwa, mahitaji, udhibiti, usaidizi, thawabu, kutabirika, haki, ukosefu wa usalama, hutengeneza afya, motisha, na utendaji wa wafanyakazi. Inajumuisha nadharia kuu za mazingira ya kazi badala ya kufuata moja: mahitaji-udhibiti-usaidizi (Karasek & Theorell), usawa wa juhudi-thawabu (Siegrist), rasilimali za mahitaji ya kazi, migogoro ya kazi-familia, na mtaji wa kijamii mahali pa kazi. Mfiduo ni mali ya mazingira ya kazi, iliyopimwa kama mitazamo ya wafanyakazi kuhusu hali ya sasa, mwelekeo kwa mwelekeo, si sifa ya mtu.
- Chanzo:
- 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.
Fanya jaribio lililothibitishwa linalotokana na nadharia hii
Kusoma kuhusu dhana kunakuambia ni nini. Zana ya kupima iliyoidhinishwa inakuambia pale ulipo. Ni bure kufanya, matokeo kwa dakika.
Ushahidi kwa muhtasari
- Usaidizi wa kimajaribio
- Ushahidi imara
- Urudufishaji
- Imenakiliwa vizuri
- Kitamaduni mtambuka
- Kwa kiasi kikubwa ni ya ulimwengu wote
- Tathmini jumuishi
- zilizoorodheshwa 14
Ukadiriaji huu unatoa muhtasari wa maandishi yaliyochapishwa kuhusu nadharia hii, si ubora wa jaribio lolote moja lililojengwa juu yake. Hizi ni hukumu za uhariri kulingana na vyanzo vilivyoorodheshwa hapa chini, na hubadilika kadiri ushahidi unavyokusanywa.
Muktadha wa Kihistoria
Misingi ya uwanja huu ni mfumo wa Karasek wa 1979 wa udhibiti wa mahitaji, ambao ulitabiri mkazo kutokana na muunganiko wa mahitaji ya juu na uhuru mdogo wa maamuzi, baadaye ulipanuliwa na Johnson na Hall kujumuisha msaada wa kijamii, na mfumo wa Siegrist wa 1996 wa kukosekana kwa usawa kati ya juhudi na thawabu. Zote zilikosolewa kwa kufunika sehemu finyu sana ya maisha ya kazi. Dodoso la Kisaikolojia la Kijamii la Copenhagen, lililotengenezwa katika Kituo cha Kitaifa cha Utafiti wa Mazingira ya Kazi cha Denmaki na kuchapishwa katika toleo lake la pili mnamo 2005, liliundwa kama mbadala kamili, usioegemea nadharia na unaopatikana bila malipo, na kufikia toleo lake la tatu la kimataifa mnamo 2019.
Dhana
Mahitaji ya kiwango cha kazi
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.
Kasi ya Kazi
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).
Mahitaji ya Kihisia
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).
Mahitaji ya Kuficha Hisia
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).
Ushawishi kazini
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).
Fursa za kujiendeleza
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).
Udhibiti wa Muda wa Kazi
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).
Maana ya kazi
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).
Kutabirika
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).
Kutambuliwa
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).
Uwazi wa jukumu
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).
Migongano ya majukumu
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).
Kazi Zisizostahili
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).
Ubora wa uongozi
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).
Msaada wa kijamii kutoka kwa msimamizi
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).
Msaada wa kijamii kutoka kwa wafanyakazi wenzako
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).
Hisia ya jamii kazini
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).
Kukosa uhakika wa kazi
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).
Kukosa uhakika kuhusu hali za kazi
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).
Ubora wa kazi
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).
Kuridhika na kazi
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).
Mgogoro kati ya Kazi na Maisha
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).
Kuaminiana kwa Usawa
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).
Kuaminiana Wima
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).
Haki ya shirika
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).
Afya kama unavyoitathmini mwenyewe
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).
Zana za kupima
- Copenhagen Psychosocial Questionnaire III(COPSOQ III)Burr, Berthelsen, Moncada, et al.2019
- Copenhagen Psychosocial Questionnaire II: toleo fupi la Kibrazili(COPSOQ II-Br)Gonçalves, Moriguchi, Chaves & Sato2021
Majaribio yaliyojengwa kwenye nadharia hii
Mazingira ya Kazi ya Kisaikolojia-Kijamii (COPSOQ III)
Dodoso la marejeo la kimataifa kuhusu mazingira ya kisaikolojia na kijamii ya kazi: mielekeo 26 ya mazingira yako ya kazi, kila mmoja kwa kipimo cha 0-100.
Jifunze zaidi →Tathmini ya Hatari za Kisaikolojia-Kijamii ya Brazili (COPSOQ II-Br)
Zana ya kupima iliyothibitishwa ya Brazili kuhusu hatari za kisaikolojia na kijamii kazini: mielekeo 23, kila mmoja ukisomwa kulingana na viwango vilivyochapishwa vya salama/angalizo/hatari.
Jifunze zaidi →Matumizi ya Kimatendo
Tathmini ya hatari ya kisaikolojia na kijamii ni hitaji la kisheria katika mamlaka nyingi na COPSOQ ni mojawapo ya zana za kiwango cha kupima zinazotumika kuitimiza, huku kanuni linganishi za kitaifa zikiruhusu idara kupimwa dhidi ya sekta yake. Matokeo huelekeza uingiliaji kati wa shirika, ugawaji wa mzigo wa kazi, kufafanua majukumu, kuongeza ushawishi juu ya jinsi kazi inavyofanywa. Katika magonjwa ya kazi sababu hutabiri kutokuwepo kwa ugonjwa, mwanzo wa sonona na matokeo ya moyo na mishipa katika makundi yanayotarajiwa, ambalo ndilo msingi wa ushahidi unaounga mkono hitaji la udhibiti.
Jinsi Inavyopimwa
Inapimwa kwa vipimo vya Likert vya kujiripoti vinavyofunika mielekeo kadhaa huru, iliyojumuishwa kwa idara au shirika na kulinganishwa na viwango vya kitaifa au vya sekta badala ya kiwango cha mpaka.
Ukosoaji na Mipaka
Takriban ushahidi wote unategemea mfiduo wa kujiripoti na matokeo ya kujiripoti, kwa hivyo tofauti ya njia ya kawaida na upendeleo wa kuripoti hukuza ushirika; tafiti zinazotumia sifa za kazi zilizotathminiwa nje hupata athari ndogo. Usababishaji wa kinyume ni ngumu kuondoa, kwani wafanyakazi waliofadhaika hukadiria kazi zao kwa ubaya zaidi. Zana za kupima ni ndefu, na fomu fupi hupoteza maelezo ya mwelekeo ambayo hufanya matokeo yaweze kufanyiwa kazi. Kanuni linganishi za kitaifa pia hazina ulinganisho wa moja kwa moja katika nchi mbalimbali kwa sababu ya tofauti za mtindo wa kujibu, ambayo huchanganya ulinganishaji wa kimataifa.
Machapisho Makuu
- 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