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1、Chapter 11: Occupational HealthPSYC 352October 21Occupational Healthn Occupational health: Broad-based concept that refers to the mental, emotional, and physical wellbeing of employee in relation to the conduct of their work.n Work plays a critical role in ones identity, self-esteem, and psychologic

2、al wellbeing.Positive Psychologyn Positive psychology: The study of the factors and conditions in life that lead to pleasurable and satisfying outcomes for individuals.Environmental Influences on Mental Health (1 of 3; Warr, 1987)There are 9 determinants of psychological wellbeing:1.Opportunity for

3、control Opportunity to decide and act in ones chosen way Potential to predict the consequences of actionEnvironmental Influences on Mental Health (2 of 3; Warr, 1987)2. Opportunity for skill use Those that prevent people from using skills they already possess Restrictions on the acquisition of new s

4、kills3. Externally generated goals or challenges4. Environmental varietyEnvironmental Influences on Mental Health (3 of 3; Warr, 1987)5. Environmental clarity Feedback about actions Clarity of role requirement6. Availability of money7. Physical security8. Opportunity for interpersonal contact9. Valu

5、ed social position Esteem Role membershipThe Components of Mental Health(1 of 4;Warr, 1987)There are 5 major components of mental health:1. Affective wellbeing Pleasure Arousal2. Competence A competent person has adequate psychological resources to deal with lifes pressuresThe Components of Mental H

6、ealth(2 of 4;Warr, 1987)3. Autonomy The ability to resist environmental influences and determine ones own opinions/actions “Employees control of the timing and method of her/his work tasks” (Turnbull, 1988)Autonomy appears to be more important in predicting wellbeing in Western cultures than Eastern

7、 cultures. The Components of Mental Health(3 of 4;Warr, 1987)4. Aspiration Someone with high aspiration engages with the environment, establishes goals, and makes efforts to attain them.Aspiration High motivationAlertness to new opportunitiesCommitment to meet personal challengesThe Components of Me

8、ntal Health(4 of 4;Warr, 1987)5. Integrated functioning People who are integrated exhibit balance, harmony, and inner relatedness5 components work together to make up well-being:1. Affective well-being2. Competence3. Autonomy4. Aspiration5. Integrated FunctioningWork Stress (1 of 2)n Work stress: Th

9、e response to stimuli that are present on the job that lead to the negative consequences, physical or psychological, to the people who are exposed to them.Stress symptoms can cause individuals suffering, significantly affect absenteeism and productivity levels within organizations.Outcomes include l

10、ower levels of self-esteem, job satisfaction, and motivation as well as higher blood and cholesterol levels, depression, ulcers, and heart disease.Work Stress (2 of 2)n 46% of American workers felt that their jobs were very or somewhat stressful.n 27% state that jobs were the single greatest source

11、of stress in their lives.n In a survey of American managers, 88% reported elevated levels of stress.n Stress affects almost 1/3 of the European working population.A Model of Stress (1 of 7; Kahn & Byosiere, 1992)Kahn and Byosieres (1992) model of stress conceptualizes stress in organizations in term

12、s of 7 major categories.1. Organizational antecedents to stress Stress markers Organizational characteristicsn Size n Work scheduleA Model of Stress (2 of 7; Kahn & Byosiere, 1992)2. Stressors in organizational life There are 2 major types of stressors:Psychological- Role ambiguity- Role conflict- R

13、ole overloadIll health is related to monotonous work and sustained vigilanceTask contentRole Properties StrainA Model of Stress (3 of 7; Kahn & Byosiere, 1992)3. Perception and cognition Helps explain why people react differently to stressors that are objectively the same.n Primary appraisal: Initia

14、l determination that a stimulus is positive, negative, or neither in its implications for wellbeing.n Secondary appraisal: Judgment about what can be done to minimize damage or maximize gain.A Model of Stress (4 of 7; Kahn & Byosiere, 1992)4. Response to stress Physiological: e.g., cardiovascular sy

15、mptoms (blood pressure, cholesterol level) Psychological: e.g., job dissatisfaction Behavioral: nWork rolenAntisocial behavior at worknFlight from the jobnDegradation of other rolesnSelf-damaging behaviorA Model of Stress (5 of 7; Kahn & Byosiere, 1992)5. Consequences of stress The consequences of s

16、tress typically affect the performance of the individual on the job and in other life roles.n Health and illnessn Organizational effectivenessn Performance in other life rolesA Model of Stress (6 of 7; Kahn & Byosiere, 1992)6. Properties of people as stress mediators 2 personality characteristics me

17、diate effects of stress stressor individual difference strainn Personality type: Type A: Personality construct that describes individuals who tend to be aggressive and competitive and feel under chronic time pressures. Type B: Personality construct that describes individuals who tend not to be compe

18、titive, intense, or feel under chronic time pressures.n Locus of control: Personality construct relating to the perceived cause or locus of control for events in ones life being either internal or external.A Model of Stress (7 of 7; Kahn & Byosiere, 1992)7. Properties of situation as stress mediator

19、s Situations buffer stress. The primary situation factor is social support Other situations can buffer against stress:n Predictability, understandability, controllabilityStressor StrainSituationsPrevention and Interventionn Organizational Level Selection and placementTraining and education programs

20、Physical and environmental characteristics CommunicationJob redesign/restructuringn Individual/Organizational LevelCoworker support groups Role issuesParticipation and autonomyPrevention and Interventionn Individual Level Relaxation Meditation Biofeedback Cognitive-behavioral therapy Exercise Time m

21、anagement Employee assistance programsIs Stress Always Bad (1 of 2)?n Certain job demands that, although pressure-laden and stressful, are viewed as rewarding work experiences. n McCauley and colleagues labeled these job demands challenges (e.g., job overload, time pressures, and high levels of resp

22、onsibility)n Managers reports that challenging job demands or work circumstances produce positive feelings, even though they may be stressful. n This is consistent with the theoretical distinction that has been made in the general stress literature between eustress and distress. Source: Cavanaugh, M

23、. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85, 65-74. Is Stress Always Bad (2 of 2)?n Challenge Stressors The number of projects and or assignments I have. The amount of time

24、 I spend at work. The volume of work that must be accomplished in the allotted time. Time pressures I experience. The amount of responsibility I have. The scope of responsibility my position entails.n Hindrance Stressors The degree to which politics rather than performance affects organizational dec

25、isions. The inability to clearly understand what is expected of me on the job. The amount of red tape I need to go through to get my job done. The lack of job security I have. The degree to which my career seems “stalled.”Source: Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (

26、2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85, 65-74. Work-Family Conflict (1 of 6)n Changes in the workforce and in the family domain have renewed interest in the study of work-family conflict.Family-related changes:Increased role

27、for fathersWidespread maternal employmentGreater life expectancyMacro level changes:Methods of productionIncreased technological sophisticationWidespread downsizingChanges in the psychological experience of work:Role overload Contingent workJob Insecurity Self-employment, working from homeSkills Fin

28、ancial strainWork-Family Conflict (2 of 6)n 3 Targets of Research in WFC (Zedeck, 1992): Effects of work on family Effects of family on work Family-work interactionWork-Family Conflict (3 of 6)n 3 Models of WFC:Spillover Model: similarity between what occurs in the work and family environmentsnSpill

29、over between work and family can be negative or positive (Zedeck & Mosier, 1990)Compensation Model: inverse relationship between work and familySegmentation Model: work and nonwork spheres are distinctWork-Family Conflict (4 of 6)n Gender Differences in WFC (Kossek & Ozeki, 1998):Correlation between

30、 WFC and job satisfaction = -.35 for women, -.29 for menCorrelation between WFC and life satisfaction = -.42 for women, -.32 for menn Mental Health and WFC (Frone, 2000):EEs who experience WFC were 30 times more likely to experience mental health problems.Work-Family Conflict (5 of 6) Why Study WFC?

31、In a meta-analysis on the consequences of WF conflict, Allen, Herst, Bruck, and Sutton (2000) reported that WF conflict was related to:Life satisfaction (-.28)Marital satisfaction (-.23)Family satisfaction (-.17)General psychological health (.29)Physical symptoms (.29)Depression (.32)Job burnout (.4

32、2)Alcohol use (.17) Distress (.41)Family distress (.31)Job sat (.-24)Career satisfaction (-.04)Org commitment (-.23)Turnover intentions (.29)Absenteeism (-.02)Job performance (-.12)Work-Family Conflict (6 of 6)n Family-Friendly Policies:On-site child care centersFamily and Medical Leave Act (1993):n

33、Employees can withdraw from the workforce to attend to family needs without risking the loss of their jobsnWorkers get up to 12 weeks unpaid leave each year for the birth, adoption, or foster care of a child; care for a spouse, parent or child with health condition; or employees own health condition

34、.nThe FMLA covers private employers with 50 or more employees.Dual-Career Families (1 of 2)n Rapoport and Rapoport (1969) first proposed the term “dual-career family” in the late 1960s, when more and more women were entering the workplace. They originally described a dual-career family as “both husb

35、and and wife pursue careers and at the same time establish a family life with at least one child” (p. 1).Dual-Career MarriageMarried couple in which both spouses are employed but the main purpose of one or both of the jobs is to establish and maintain a career. Dual-Earner MarriageMarried couple in

36、which both spouses are employed but the main purpose of one or both of the jobs is to produce income.Dual-Career Families (2 of 2)n Approximately 60% married couples are dual-earnersn Only 17% of families conform to the 50s model of the working dad and stay-at-home momn More women adjust careers for

37、 families Mothers with young children work 77 hours/weed in the home, on averagen There is a differential in division of labor between spousesWork Schedules: Shift Workn Shift work: the period of time a person must perform her/his hob; usually an 8-hour period.n Set vs. rotating shiftsn Problems ass

38、ociated with shift work:PhysiologicalSocialn Shift workers are more likely to quitWork Schedules: Flextimen Flextime: a schedule of work hours that permits employees flexibility in when they arrive at and leave work.n 73% of US employers offer flextimen Lateness is virtually eliminatedn Findings are

39、 positiveWork Schedules: Compressed Workweekn Compressed work week: a schedule of work hours that typically involves more hours per day and fewer days per week.AdvantagesMore time for recreationChance to work 2nd jobMore time with familyLess company overhead DisadvantagesWorker fatigueFewer producti

40、ve hoursMore accidentsSubstance Abuse and Work (1 of 4)n Substance Abuse: the ingestion of a broad array of substances (such as alcohol, tobacco, or drugs) that are deemed to have a harmful effect on the individual.n Statisticsn ADA considers former drug use a disabilityn Performance impairmentn Eco

41、nomic issuesn Societal costsSubstance Abuse and Work (2 of 4)n Critics view of drug screening: Screening violates individuals right to privacy Tests are frequently inaccuraten Most support drug testing in jobs where public safety is crucial (e.g., nuclear power plant operators)n Postal Services foun

42、d that 6 months after drug testing had occurred, workers who had tested positive prior to employment were absent 41% more and fired 38% more than those who were not positive (Wessel, 1989).Substance Abuse and Work (3 of 4)n Is drug screening legal?n In 1989, the Supreme Court upheld the rulings:The

43、constitutionality of the government regulations that require railroad crews involved in accidents to submit to prompt urinalysis and blood tests.Urine tests for US customs service employees seeking drug-enforcement posts.Substance Abuse and Work (4 of 4)n To avoid legal challenges, an employer shoul

44、d:Inform all employees and job applicants of drug use policyInclude drug policy in employment contractsPresent the program in a medical and safety contextIf drug screening is used with employees, tell employees in advance that it will be part of employmentUnemployment (1 of 3)n Employment has intend

45、ed and unintended consequencesIntended: Earning a livingUnintended:nImposed time structurenRegular interactions with peoplenLinking of goals to purposesnStatus and identitynEnforcement of activityUnemployment (2 of 3)Opportunity for control Opportunity for skill use Externally generated goals or cha

46、llenges Environmental variety Environmental clarity Availability of money Physical security Opportunity for interpersonal contactValued social position 9 environmental factors needed for mental healthIntended and unintended consequences of unemployment Negative effect on well-beingUnemployment (3 of

47、 3)n Relationship between unemployment and mental well-being:Gaining employment Improved well-beingLosing employment Decreased well-beingr = .36r = .54Child Labor and Exploitationn Child Labor: economic activities carried out by a person less than 15 years of age.Not common in USNot rare in other countries (250 million children worldwide)Harmful because it interferes with healthy development (physical and psychological)