Psychosocial safety climate

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Psychosocial safety climate (PSC) is a term used in organisational psychology that refers to the shared belief held by workers that their psychological health and safety is protected and supported by senior management. PSC builds on other work stress theories and concerns the corporate climate for worker psychological health and safety. Studies have found that a favourable PSC is associated with low rates of absenteeism and high productivity, while a poor climate is linked to high levels of workplace stress and job dissatisfaction. PSC can be promoted by organisational practices, policies and procedures that prioritise the psychosocial safety and wellbeing of workers. The theory has implications for the design of workplaces for the best possible outcomes for both workers and management.

Contents

The PSC theory

PSC theory is a work stress theory in the field of workplace health and safety and organisational psychology. [1] PSC refers to the shared perceptions of employees of their organisation’s “systems, policies, practices and procedures for the protection of worker psychological health and safety”. [1] PSC largely reflects management values regarding the psychological health of workers.

PSC theory is that when senior management value and prioritise worker psychological health and safety, corporate decisions are made to provide and design work that is meaningful, manageable, amply resourced and free from psychosocial risks. Numerous work stress theories exist within occupational health psychology, work and organisational psychology, and work health and safety disciplines (Job Demands-Resources Theory; [2] Job Demand Control Theory [3] ). These are major job design theories that emphasize that work stress arises largely from the way work is designed (‘the cause’), such as when the requirements of the job (demands) outweigh one’s capacity to perform with the resources available, job stress occurs.

PSC predicts future work design, such as the level of demands a worker will be exposed to and the amount of resources that will be available to carry out job tasks. PSC is therefore proposed as a ‘cause of the causes’ of work stress, a cause of stressful work design and other work conditions. [1]

Four subsystems of psychosocial safety climate

Psychosocial safety climate is composed of four subsystems: [4]

  1. Management commitment: Senior management demonstrate a commitment to stress prevention through support and involvement.
  2. Management priority: Senior management prioritises the health and safety of their employees over productivity goals.
  3. Organisational communication: Organisations provide safe and usable channels for communication and listen to the concerns all their members.
  4. Organisational participation: All levels of the organisation (e.g., unions, occupational health and safety representatives, employees, and management) participate and consult on protecting and promoting the psychological health and safety of staff.

Relation to other concepts

PSC is related to safety culture, perceived organizational support, and psychological safety but is a distinct construct. [5] Safety climate concerns the climate that protects workers from accidents and injuries and emphasizes safe systems and safe worker behavior. [6] [7]

Evidence

PSC research has been undertaken in Australia, [10] [11] [12] [13] New Zealand, [14] [15] Malaysia, [16] Japan, [17] China, [18] Iran, [19] Ghana, [20] Vietnam, [21] Netherlands, [22] Norway, [23] Germany, [24] Portugal, [25] India, [26] Sweden, [27] France, [28] Canada, [29] US, [30] [31] and Spain, [32] across many industries / occupations. Evidence shows that PSC predicts workplace psychosocial risks and health and productivity outcomes.

PSC and health and work outcomes

PSC predicts psychological distress [16] and emotional exhaustion, [1] [7] [33] [34] depression, [35] exhaustion and cynicism, [36] sickness absence, [1] [37] presenteeism, [37] [38] work engagement, [39] [40] [41] [42] and workers’ compensation claims for physical injuries, [43] work injuries, [44] injury underreporting, [45] stress-related concerns reporting, [30] safety behaviors and performance [16] [46] [47] [48] and turnover intention. [28]

Intervention research

Studies show that PSC can change through organizational [50] [51] and individual [52] interventions. Participative organizational intervention research shows significant improvements in PSC within a 4-month period for interventions aimed to tackle work stressors focusing on the PSC principles. [12]

Work health and safety implications

PSC concerns the system of psychosocial risk management in organizations and covers crucial elements of the NSW SafeWork Code of Practice 2021 and Australian WHS regulations. The fundamentals of a psychosocial risk management system are captured by PSC. PSC has been used as an evidence-based evaluation indicator for the Australian WHS policy change. [53] The Regulatory Impact Statement [54] concerning WorkSafe Victoria’s 2022 proposed amendments to the Occupational Health and Safety Regulations 2017 to improve workplace mental health, indicates that PSC could be used as an indicator for future policy evaluation efforts.

See also

Related Research Articles

Industrial and organizational psychology "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations." It is an applied discipline within psychology and is an international profession. I-O psychology is also known as occupational psychology in the United Kingdom, organisational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for the science and profession.

Work design is an area of research and practice within industrial and organizational psychology, and is concerned with the "content and organization of one's work tasks, activities, relationships, and responsibilities" (p. 662). Research has demonstrated that work design has important implications for individual employees, teams, organisations, and society.

Stress management consists of a wide spectrum of techniques and psychotherapies aimed at controlling a person's level of stress, especially chronic stress, usually for the purpose of improving everyday functioning. Stress produces numerous physical and mental symptoms which vary according to each individual's situational factors. These can include a decline in physical health, such as headaches, chest pain, fatigue, and sleep problems, as well as depression. The process of stress management is named as one of the keys to a happy and successful life in modern society. Life often delivers numerous demands that can be difficult to handle, but stress management provides a number of ways to manage anxiety and maintain overall well-being.

Applied psychology is the use of psychological methods and findings of scientific psychology to solve practical problems of human and animal behavior and experience. Educational and organizational psychology, business management, law, health, product design, ergonomics, behavioural psychology, psychology of motivation, psychoanalysis, neuropsychology, psychiatry and mental health are just a few of the areas that have been influenced by the application of psychological principles and scientific findings. Some of the areas of applied psychology include counseling psychology, industrial and organizational psychology, engineering psychology, occupational health psychology, legal psychology, school psychology, sports psychology, community psychology, neuropsychology, medical psychology and clinical psychology, evolutionary psychology, human factors, forensic psychology and traffic psychology. In addition, a number of specialized areas in the general area of psychology have applied branches. However, the lines between sub-branch specializations and major applied psychology categories are often mixed or in some cases blurred. For example, a human factors psychologist might use a cognitive psychology theory. This could be described as human factor psychology or as applied cognitive psychology. When applied psychology is used in the treatment of behavioral disorders there are many experimental approaches to try and treat an individual. This type of psychology can be found in many of the subbranches in other fields of psychology.

Organizational climate is a concept that has academic meaning in the fields of organizational behavior and I/O psychology as well as practical meaning in the business world There is continued scholarly debate about the exact definition of organizational climate for the purposes of scientific study. The definition developed by Lawrence R. James (1943-2014) and his colleagues makes a distinction between psychological and organizational climate.

"Psychological climate is defined as the individual employee’s perception of the psychological impact of the work environment on his or her own well-being. When employees in a particular work unit agree on their perceptions of the impact of their work environment, their shared perceptions can be aggregated to describe their organizational climate ."

<span class="mw-page-title-main">Safety culture</span> Attitude, beliefs, perceptions and values that employees share in relation to risks in the workplace

Safety culture is the collection of the beliefs, perceptions and values that employees share in relation to risks within an organization, such as a workplace or community. Safety culture is a part of organizational culture, and has been described in a variety of ways; notably the National Academies of Science and the Association of Land Grant and Public Universities have published summaries on this topic in 2014 and 2016.

Workplace bullying is a persistent pattern of mistreatment from others in the workplace that causes either physical or emotional harm. It can include such tactics as verbal, nonverbal, psychological, and physical abuse, as well as humiliation. This type of workplace aggression is particularly difficult because, unlike the typical school bully, workplace bullies often operate within the established rules and policies of their organization and their society. In the majority of cases, bullying in the workplace is reported as having been done by someone who has authority over the victim. However, bullies can also be peers, and subordinates. When subordinates participate in bullying this phenomenon is known as upwards bullying .The least visible segment of workplace bullying involves upwards bullying where bully- ing tactics are manipulated and applied against “the boss,” usually for strategically designed outcomes.

<span class="mw-page-title-main">Musculoskeletal disorder</span> Medical condition

Musculoskeletal disorders (MSDs) are injuries or pain in the human musculoskeletal system, including the joints, ligaments, muscles, nerves, tendons, and structures that support limbs, neck and back. MSDs can arise from a sudden exertion, or they can arise from making the same motions repeatedly repetitive strain, or from repeated exposure to force, vibration, or awkward posture. Injuries and pain in the musculoskeletal system caused by acute traumatic events like a car accident or fall are not considered musculoskeletal disorders. MSDs can affect many different parts of the body including upper and lower back, neck, shoulders and extremities. Examples of MSDs include carpal tunnel syndrome, epicondylitis, tendinitis, back pain, tension neck syndrome, and hand-arm vibration syndrome.

Occupational rehabilitation is the science and practices of returning injured workers to a level of daily work activities that is appropriate to their functional and cognitive capacity related to their position of which may be influenced by the severity of a worker's injuries.

Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers. OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms of mistreatment, psychosocial workplace factors that affect accident risk and safety, and interventions designed to improve and/or protect worker health. Although OHP emerged from two distinct disciplines within applied psychology, namely, health psychology and industrial and organizational psychology, for a long time the psychology establishment, including leaders of industrial/organizational psychology, rarely dealt with occupational stress and employee health, creating a need for the emergence of OHP. OHP has also been informed by other disciplines, including occupational medicine, sociology, industrial engineering, and economics, as well as preventive medicine and public health. OHP is thus concerned with the relationship of psychosocial workplace factors to the development, maintenance, and promotion of workers' health and that of their families. The World Health Organization and the International Labour Organization estimate that exposure to long working hours causes an estimated 745,000 workers to die from ischemic heart disease and stroke in 2016, mediated by occupational stress.

The Society for Occupational Health Psychology (SOHP) is the first organization in the United States to be devoted to occupational health psychology. It is dedicated to the application of scientific knowledge for the purpose of improving worker health and well-being.

<span class="mw-page-title-main">Occupational stress</span> Tensions related to work

Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates through increased psycho-social occupational stress. It is the occupational risk factor with the largest attributable burden of disease, according to these official estimates causing an estimated 745,000 workers to die from ischemic heart disease and stroke events in 2016.

Despite a large body of positive psychological research into the relationship between happiness and productivity, happiness at work has traditionally been seen as a potential by-product of positive outcomes at work, rather than a pathway to business success. Happiness in the workplace is usually dependent on the work environment. During the past two decades, maintaining a level of happiness at work has become more significant and relevant due to the intensification of work caused by economic uncertainty and increase in competition. Nowadays, happiness is viewed by a growing number of scholars and senior executives as one of the major sources of positive outcomes in the workplace. In fact, companies with higher than average employee happiness exhibit better financial performance and customer satisfaction. It is thus beneficial for companies to create and maintain positive work environments and leadership that will contribute to the happiness of their employees.

Counterproductive work behavior (CWB) is employee's behavior that goes against the legitimate interests of an organization. This behavior can harm the organization, other people within it, and other people and organizations outside it, including employers, other employees, suppliers, clients, patients and citizens. It has been proposed that a person-by-environment interaction (the relationship between a person's psychological and physical capacities and the demands placed on those capacities by the person's social and physical environment.) can be utilized to explain a variety of counterproductive behaviors. For instance, an employee who is high on trait anger is more likely to respond to a stressful incident at work with CWB.

The job demands-resources model is an occupational stress model that suggests strain is a response to imbalance between demands on the individual and the resources he or she has to deal with those demands. The JD-R was introduced as an alternative to other models of employee well-being, such as the demand-control model and the effort-reward imbalance model.

Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. The authors hypothesize there is an "incivility spiral" in the workplace made worse by "asymmetric global interaction".

Positive psychology is defined as a method of building on what is good and what is already working instead of attempting to stimulate improvement by focusing on the weak links in an individual, a group, or in this case, a company. Implementing positive psychology in the workplace means creating an environment that is more enjoyable, productive, and values individual employees. This also means creating a work schedule that does not lead to emotional and physical distress.

<span class="mw-page-title-main">Occupational safety and health</span> Field concerned with the safety, health and welfare of people at work

Occupational safety and health (OSH) or occupational health and safety (OHS), also known simply as occupational health or occupational safety, is a multidisciplinary field concerned with the safety, health, and welfare of people at work. These terms also refer to the goals of this field, so their use in the sense of this article was originally an abbreviation of occupational safety and health program/department etc. OSH is related to the fields of occupational medicine and occupational hygiene.

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, they do not arise from a physical substance, object, or hazardous energy.

Occupational cardiovascular diseases (CVD) are diseases of the heart or blood vessels caused by working conditions, making them a form of occupational illness. These diseases include coronary heart disease, stroke, cardiomyopathy, arrythmia, and heart valve or heart chamber problems. Cardiovascular disease is the leading cause of death in the United States and worldwide. In the United States, cardiovascular diseases account for one out of four deaths. The 6th International Conference on Work Environment and Cardiovascular Diseases found that within the working age population about 10-20% of cardiovascular disease deaths can be attributed to work. Ten workplace stressors and risk factors were estimated to be associated with 120,000 U.S. deaths each year and account for 5-8% of health care costs.

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  48. ↑ Yu, Min; Li, Jizu (8 August 2020). "Psychosocial safety climate and unsafe behavior among miners in China: the mediating role of work stress and job burnout". Psychology, Health & Medicine. 25 (7): 793–801. doi:10.1080/13548506.2019.1662068. PMID   31475861. S2CID   201714243.
  49. ↑ Dollard, Maureen F.; Bailey, Tessa (2019). "PSC in Practice". Psychosocial Safety Climate. pp. 411–430. doi:10.1007/978-3-030-20319-1_17. ISBN   978-3-030-20318-4. S2CID   202255670.
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  51. ↑ Rickard, Greg; Lenthall, Sue; Dollard, Maureen; Opie, Tessa; Knight, Sabina; Dunn, Sandra; Wakerman, John; MacLeod, Martha; Seiler, Jo; Brewster-Webb, Denise (December 2012). "Organisational intervention to reduce occupational stress and turnover in hospital nurses in the Northern Territory, Australia". Collegian. 19 (4): 211–221. doi:10.1016/j.colegn.2012.07.001. PMID   23362607.
  52. ↑ Rasdi, Irniza; Ismail, Nadia Farhana; Andy, Shin Shyen Kong; Saliluddin, Suhainizam Muhammad (23 August 2018). "Introduction to customized occupational safety and health website and its effectiveness in improving Psychosocial Safety Climate (PSC) among police officers". Malaysian Journal of Medicine and Health Sciences. 14 (2).
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  54. ↑ Deloitte (2022). Occupational health and safety (psychological health) regulations amendment, WorkSafe Victoria.[ verification needed ]
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