Measuring work-related psychosocial and physical risk factors using workplace observations: a validation study of the “Healthy Workplace Screening”

Tomaschek, Anne; Lanfer, Sarah S. Lütke; Melzer, Marlen; Debitz, Uwe; Buruck, Gabriele

doi:10.1016/j.ssci.2017.09.006

Cited by 24 publications

(17 citation statements)

References 56 publications

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“…Different explanations are possible. In addition to subjectivity bias, the observability of job demands and theoretical conceptualization are mentioned as reasons for differences [19]. For instance, if job demands are conceptualized, in items like “due to the high volume of work, there is a high time pressure,” the person-centred interpretation of items and not the work-related demands are assessed [12].…”

Section: Introductionmentioning

confidence: 99%

“…Furthermore, it is suggested by the literature that “conditions (e.g., task conflicts, work interruptions, multitasking, etc.) leading to high job demands are observable, and they might be more appropriate for observation-based measures” [19, p. 198]. We agree that you cannot observe every demand at every time for any work activity, but you can ask experts to rate the demands.…”

Section: Introductionmentioning

confidence: 99%

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Comparability of Self-Ratings and Observer Ratings in Occupational Psychosocial Risk Assessments: Is There Agreement?

Schneider

Mädler

Lang

2019

BioMed Research International

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Objective. The suitability of self-ratings and observer ratings within organisational management approaches is controversial. The aim of this study was to compare the degree of agreement between self-rated and observer-rated occupational psychosocial demands. The comparison took place within a work-activity and not worker-centred assessment, according to official policies for psychosocial risk assessment. Through simultaneous application of two versions of the same instrument, we aimed to reduce the rating bias to a minimum demonstrating the suitability of self-ratings and observer ratings in companies of all kinds. Methods. A multimethod online assessment of 22 different work activities was conducted in Germany from October 2016 to October 2017. Workers (self-ratings) and occupational safety and health (OSH) committees (observer ratings) rated the occupational psychosocial risks of each activity with the same instrument (N = 669). The instrument measured psychosocial risk conditions at work. Reliability and agreement indices were computed. Results. The within-group agreement (WGA; rwg,mean = .42) of the workers’ self-ratings was good for each psychosocial risk and the interrater reliability (IRR) was excellent on average (ICC 2 = .77) with a medium effect size of ICC 1 = .15. The interrater agreement (IRA) between the two groups varied across the activities depending on rating group and activity composition (from ICCunjust,mean = .39 to ICCunjust,mean = .86) but was good to excellent on average (ICCunjust,mean = .71). Conclusion. The reasonable agreement and excellent reliability in workers’ self-ratings justify aggregation of item means at the group level. Furthermore, if the work activities are homogenous and the committee consists of members from different OSH specialties, observer ratings and self-ratings provide comparable results. According to this study’s results, both methods are reliable assessment strategies in the context of psychosocial risk assessment. The observer rating approach is especially suitable for small-to-medium enterprises that do not have access to a large anonymous survey assessment.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Comparability of Self-Ratings and Observer Ratings in Occupational Psychosocial Risk Assessments: Is There Agreement?

Schneider

Mädler

Lang

2019

BioMed Research International

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“…The event made the research regarding mental health at work more prominent ever since. It also shows that the psychological and physical health of a person can be affected by psychosocial work environment 2,3 . In addition to that, a poor working environment substantially compromises workers' performance and affect the productivity of the organization.…”

Section: Introductionmentioning

confidence: 99%

The Correlation Between Psychosocial Risk Factors and Work Performance in Manufacturing Industry

2020

MJPHM

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Nature of psychosocial risk as to the unseen hazards in the working population, potentially exposing the workers towards the adverse effect of mental health. Compromising the well- being of mental health could lead to deterioration of work performance. The objective of this study is to analyze the constructed measure of psychosocial risk factors and work performance of manufacturing workers using statistical analysis. Then, the constructed measure is used to find the correlations between the two factors. A set of the questionnaire is administered to 258 manufacturing workers. The questionnaires were adapted and adopted from Copenhagen Psychosocial Questionnaire (COPSOQ III), NIOSH Generic Job Stress Questionnaire, and Individual Work Performance Questionnaire (IWPQ 1.0) and the instrument were found to be reliable (Cronbach Alpha value = 0.7 ). After conducting Exploratory Factor Analysis by using Principal Component Analysis, the construct validity to conduct data collection in the manufacturing industry is tested. Using eight factors understudy that already extracted using factor analysis, it is found that there are significant psychosocial risk factors present in the manufacturing industry. As for the association between psychosocial and work performance, it is found that there is a significant association between psychosocial risk factors and work performance. This study is essential to explore the presence of psychosocial risk factors that underlies in the manufacturing industry, which might affect worker performance and well-being. For future research, it is recommended so that this study can be replicated to other manufacturing industry or different types of industries to see the robustness of the developed instruments. At the same time, the issue of psychosocial risk factors and workers' performance also can be identified, and the mitigation can be planned.

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“…Psychosocial risks are associated with negative psychological, physical, and social outcomes that arise from both unfavorable organization and management in the workplace, which include but is not limited to excessively demanding work and/or insufficient time to complete tasks, role conflict and role ambiguity, ineffective communication, poorly managed organizational change and job insecurity, and difficulty in combining work commitments with personal life (Toukas, Delichas, Toufekoula, & Spyrouli, 2015). Work-related psychosocial factors have been shown as major contributors to mental health problems so that mental health complaints such as stress, depression or anxiety are the second most frequently reported work-related health problem in European countries after musculoskeletal diseases (Tomaschek, Lütke, Melzer, Debitz, & Buruck, 2018).…”

Section: Introductionmentioning

confidence: 99%

Psychosocial risk factors, organizational conflict and job satisfaction in Health professionals: A SEM model.

2018

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Objetivo: Poner a prueba un modelo de interdependencia sobre el efecto que los factores de riesgo psicosocial generan sobre el conflicto organizacional y la satisfacción laboral en profesionales sanitarios. Método: Se utilizó un diseño selectivo transversal con una muestra de 249 trabajadores de un hospital público. Los riesgos psicosociales se evaluaron mediante la herramienta F-PSICO, la variable conflicto organizacional fue operacionalizada mediante un conjunto de indicadores contenidos en una encuesta elaborada por un equipo multidisciplinar de profesionales sanitarios expertos en mediación laboral; y la satisfacción laboral fue medida con cuatro dimensiones del cuestionario Font Roja. El ajuste del modelo se estimó con modelos de ecuaciones estructurales. Resultados: Se obtuvo un ajuste adecuado del modelo, que supone que cuanto mayor es el riesgo psicosocial, mayor es el conflicto organizacional, y menor la satisfacción laboral percibida. También sitúa la conflictividad laboral como mediadora entre los riesgos psicosociales y la satisfacción laboral. Conclusiones: La contribución única del estudio aporta evidencias empíricas del papel de predictor directo de los riesgos psicosociales sobre la conflictividad en el lugar de trabajo para los profesionales de la salud. Así, la prevención del riesgo psicosocial puede ser una vía eficiente para reducir la conflictividad y para aumentar la satisfacción laboral.

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Measuring work-related psychosocial and physical risk factors using workplace observations: a validation study of the “Healthy Workplace Screening”

Cited by 24 publications

References 56 publications

Comparability of Self-Ratings and Observer Ratings in Occupational Psychosocial Risk Assessments: Is There Agreement?

Comparability of Self-Ratings and Observer Ratings in Occupational Psychosocial Risk Assessments: Is There Agreement?

The Correlation Between Psychosocial Risk Factors and Work Performance in Manufacturing Industry

Psychosocial risk factors, organizational conflict and job satisfaction in Health professionals: A SEM model.

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