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Psychosocial Stressor
A psychosocial hazard or work stressor is any occupational hazard related to the way work is designed, organized and managed, as well as the economic and social contexts of work. Unlike the other three categories of occupational hazard ( chemical, biological, and physical), they do not arise from a physical substance, object, or hazardous energy. Psychosocial hazards affect the psychological and physical well-being of workers, including their ability to participate in a work environment among other people. They cause not only psychiatric and psychological outcomes such as occupational burnout, anxiety disorders, and depression, but they can also cause physical injury or illness such as cardiovascular disease or musculoskeletal injury. Psychosocial risks are linked to the organization of work as well as workplace violence and are recognized internationally as major challenges to occupational safety and health as well as productivity. Types of hazard In general, workpla ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Occupational Hazard
An occupational hazard is a hazard experienced in the workplace. This encompasses many types of hazards, including chemical hazards, biological hazards (biohazards), psychosocial hazards, and physical hazards. In the United States, the National Institute for Occupational Safety and Health (NIOSH) conduct workplace investigations and research addressing workplace health and safety hazards resulting in guidelines. The Occupational Safety and Health Administration (OSHA) establishes enforceable standards to prevent workplace injuries and illnesses. In the EU, a similar role is taken by EU-OSHA. Occupational hazard as a term signifies both long-term and short-term risks associated with the workplace environment. It is a field of study within occupational safety and health and public health. Short term risks may include physical injury (e.g., eye, back, head, etc.,), while long-term risks may be an increased risk of developing occupational disease, such as cancer or heart disease. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
European Agency For Safety And Health At Work
The European Agency for Safety and Health at Work (EU-OSHA) is a decentralised agency of the European Union with the task of collecting, analysing and disseminating relevant information that can serve the needs of people involved in safety and health at work. Set up in 1994 by Council Regulation (EC) No 2062/94 of 18 July 1994, EU-OSHA is based in Bilbao, Spain, where it has a staff of occupational safety and health, communication and administrative specialists. William Cockburn is the current Interim Executive Director of EU-OSHA. EU-OSHA collects, analyses and disseminates information related to occupational safety and health across the EU and contributes to an evidence base which policymakers can use to establish future policies regarding occupational safety and health. EU-OSHA publishes a monthly newsletter, OSHmail, which deals with occupational health and safety topics, and provides in-depth publications, such as detailed reports, regarding occupational safety and health i ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Person–environment Fit
Person–environment fit (P–E fit) is the degree to which individual and environmental characteristics match. Person characteristics may include an individual's biological or psychological needs, values, goals, abilities, or personality, while environmental characteristics could include intrinsic and extrinsic rewards, demands of a job or role, cultural values, or characteristics of other individuals and collectives in the person's social environment. Due to its important implications in the workplace, person–environment fit has maintained a prominent position in Industrial and organizational psychology and related fields. Person–environment fit can be understood as a specific type of person–situation interaction that involves the match between corresponding person and environment dimensions. Even though person–situation interactions as they relate to fit have been discussed in the scientific literature for decades, the field has yet to reach consensus on how to concept ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Work–family Conflict
Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult. This imbalance creates conflict at the work-life interface. It is important for organizations and individuals to understand the implications linked to work-family conflict. In certain cases, work–family conflict has been associated with increased occupational burnout, job stress, decreased health, and issues pertaining to organizational commitment and job performance. Foundation Work–family conflict was first studied in the late 19th century. During this time period, work and income moved from inside the home (agricultural work) to outside the home (factories). Industrialization challenged the current relationship between working and family. Boundary theory and border theory are the foundations used to study work-family conflict. Boundary theory divides social life into two interdependent sections, wo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Perceived Psychological Contract Violation
Perceived psychological contract violation (PPCV) is a construct that regards employees’ feelings of disappointment (ranging from minor frustration to betrayal) arising from their belief that their organization has broken its psychological contract of work-related promises, and is generally thought to be the organization’s contribution to a negative reciprocity dynamic, as employees tend to perform more poorly to pay back PPCV. Differentiation from perceived organizational support Both PPCV and perceived organizational support (POS) are based on the norm of reciprocity. Both POS and PPCV are types of social exchanges and therefore involve implicit obligations, rather than economic exchanges, which involve explicit obligations. Perceived organizational support is focused on favorable treatment and the degree to which employees engage in positive reciprocity with the organization, whereas PPCV is focused on unfavorable treatment and the degree to which employees engage in negat ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Perceived Organizational Support
Perceived organizational support (POS) is the degree to which employees believe that their organization values their contributions and cares about their well-being and fulfills socioemotional needs. POS is generally thought to be the organization's contribution to a positive reciprocity dynamic with employees, as employees tend to perform better to reciprocate received rewards and favorable treatment. This idea bloomed from Eisenberger and Rhoades' organizational support theory.Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. 1986. Perceived organizational support. ''Journal of Applied Psychology'', 71: 500 –507; Rhoades, L., & Eisenberger, R. 2002 Overview According to the POS website: Perceived Organizational Support website Research on POS began with the observation that managers' concern with their employees' commitment to the organization is positively correlated with employees' focus on the organization's commitment to them. For employees, organizations serve as ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Hostile Work Environment
In United States labor law, a hostile work environment exists when one's behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in, due to illegal discrimination. Common complaints in sexual harassment lawsuits include fondling, suggestive remarks, sexually-suggestive photos displayed in the workplace, use of sexual language, or off-color jokes. Small matters, annoyances, and isolated incidents are usually not considered to be statutory violations of the discrimination laws. For a violation to impose liability, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person. An employer can be held liable for failing to prevent these workplace conditions, unless it can prove that it attempted to prevent the harassment and that the employee failed to take advantage of existing harassment counter-measures or tools provided by the employer. A hostile work environment may al ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Toxic Workplace
A “toxic workplace” is a colloquial term used to describe a place of work, usually an office environment, that is marked by significant personal conflicts between those who work there. Such infighting can often harm productivity. Toxic workplaces are often considered the result of toxic employers and/or toxic employees who are motivated by personal gain (power, money, fame or special status), use unethical means to psychologically manipulate and annoy those around them; and whose motives are to maintain or increase power, money or special status or divert attention away from their performance shortfalls and misdeeds. Toxic workers do not recognize a duty to the organization for which they work or their co-workers in terms of ethics or professional conduct toward others. Toxic workers define relationships with co-workers, not by organizational structure but by co-workers they favour and those they do not like or trust. Quite similarly, Harder et al. (2014) define a toxic work ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Precarious Work
Precarious work is a term that critics use to describe non-standard or temporary employment that may be poorly paid, insecure, unprotected, and unable to support a household. From this perspective, globalization, the shift from the manufacturing sector to the service sector, and the spread of information technology have created a new economy which demands flexibility in the workplace, resulting in the decline of the standard employment relationship, particularly for women. The characterization of temporary work as "precarious" is disputed by some scholars and entrepreneurs who see these changes as positive for individual workers. Contrast with regular and temporary employment The term "precarious work" is frequently associated with the following types of employment: Part-time jobs, self-employment, fixed-term work, temporary work, on-call work, and remote workers. Scholars and critics who use the term "precarious work" contrast it with the "standard employment relationship", which ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Job Insecurity
Job security is the probability that an individual will keep their job; a job with a high level of security is such that a person with the job would have a small chance of losing it. Many factors threaten job security: globalization, outsourcing, downsizing, recession, and new technology, to name a few. Basic economic theory holds that during periods of economic expansion businesses experience increased demand, which in turn necessitates investment in more capital or labor. When businesses are experiencing growth, job confidence and security typically increase. The opposite often holds true during a recession: businesses experience reduced demand and look to downsize their workforces in the short term. Governments and individuals are both motivated to achieve higher levels of job security. Governments attempt to do this by passing laws (such as the U.S. Civil Rights Act of 1964) which make it illegal to fire employees for certain reasons. Individuals can influence their degree o ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Emotional Labor
Emotional labor is the process of managing feelings and expressions to fulfill the emotional requirements of a job. More specifically, workers are expected to regulate their emotions during interactions with customers, co-workers, clients and managers. This includes analysis and decision making in terms of the expression of emotion, whether actually felt or not, as well as its opposite: the suppression of emotions that are felt but not expressed. This is done so as to produce a certain feeling in the customer or client that will allow the company or organization to succeed. Roles that have been identified as requiring emotional labor include those involved in public administration, law, childcare, health care, social work, hospitality, media, advocacy and espionage. As particular economies move from a manufacturing to a service-based economy, more workers in a variety of occupational fields are expected to manage their emotions according to employer demands when compared to sixty ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
