2013-07-01 12:00 - Messages

Relationships between organizational workplace characteristics and perceived workplace strain in call-centers in France

Background Our objective was to study the associations between organizational workplace characteristics (OC) reported by call-center (CC) managers and workplace stressors reported by call-handlers. Methods The managers of 107 CCs were interviewed by their occupational physicians using a questionnaire designed to specifically explore OC in the CCs. Four thousand two call-handlers from these CCs completed a self-report questionnaire including the Karasek and Siegrist work stressor questionnaires and two specific items on other workplace stressors. Results Around one-third of the OC examined were associated with the demand/control ratio, the perception of demanding work and ethical conflicts, however, far fewer OC were associated with the effort/reward ratio. Most OC were associated with higher levels of job stressors. Some had strong, systematic negative associations with stressors (e.g., highly formatted instructions for the client relationship). Conclusions These findings could help in targeting job stressor prevention and health improvement strategies in CCs. 

Source : Boini, S., Chouanière, D., Colin, R. and Wild, P. (2013), Relationships between organizational workplace characteristics and perceived workplace strain in call-centers in France. Am. J. Ind. Med. http://dx.doi.org/10.1002/ajim.22227

 

Evaluer les RPS dans le secteur sanitaire et social : Un nouvel outil pour faire le point sur les risques psychosociaux

Cet outil a été développé pour aider les petites structures (moins de 50 salariés) du secteur sanitaire et social à évaluer les risques psychosociaux (RPS) et à intégrer ces risques dans leur document unique.
Il est composé :
- d'une grille sous forme Excel comprenant une quarantaine de questions, à renseigner collectivement (responsable de la structure et salariés). Elle permet de s'interroger et d'identifier la présence ou non d'éventuels RPS dans la structure.
- d'un tableau de résultats qui est généré lorsque l'ensemble des réponses aux questions a été reporté dans l'outil. Celui-ci permet de se situer par rapport aux principaux facteurs de RPS.
- d'une synthèse qui fournit des clés de compréhension et donne les pistes d'actions pour planifier des mesures de prévention des RPS.
Ce document fait partie d'une démarche d'accompagnement des petites entreprises, démarche exposée de manière complète sur le site www.travailler-mieux.gouv.fr/Petites-entreprises.html
Cet outil est une déclinaison sectorielle de l'outil générique destiné aux entreprises de moins de 50 salariés : "Faire le point. Une aide pour évaluer les risques psychosociaux dans les petites entreprises"

Source : http://www.inrs.fr/accueil/produits/mediatheque/doc/outils.html?refINRS=outil42

Conflits de cuisine : les syndicats québécois repensent l’organisation pour améliorer l’atmosphère de travail

"Au Québec, la Confédération de syndicats nationaux considère la prévention des problèmes de santé mentale comme une de ses priorités d’action en santé et sécurité au travail. Récemment, elle a mené un projet dans un centre de soins pour personnes âgées afin d’améliorer le climat de travail et le bien-être des salariés." HESAmag_07_FR_p48-51.pdf

Source : Guéricolas, Pascale. HesaMag, 2013, no 7,p. 48-51. http://www.labourline.org/dyn/portal/index.seam?binaryFileId=14249&page=listalo&aloId=0&actionMethod=dyn%2Fportal%2Findex.xhtml%3AdownloadAttachment.download&cid=532

Development and validation of safety climate scales for mobile remote workers using utility/electrical workers as exemplar

PURPOSE: The objective of this study was to develop and test the reliability and validity of a new scale designed for measuring safety climate among mobile remote workers, using utility/electrical workers as exemplar. The new scale employs perceived safety priority as the metric of safety climate and a multi-level framework, separating the measurement of organization- and group-level safety climate items into two sub-scales. The question of the emergence of shared perceptions among remote workers was also examined. RESULTS: Six dimensions (Safety pro-activity, General training, Trucks and equipment, Field orientation, Financial Investment, and Schedule flexibility) with 29 items were extracted from the EFA to measure the organization-level safety climate. Three dimensions (Supervisory care, Participation encouragement, and Safety straight talk) with 19 items were extracted to measure the group-level safety climate. Acceptable ranges of internal consistency statistics for the sub-scales were observed. Whether or not to aggregate these multi-dimensions of safety climate into a single higher-order construct (overall safety climate) was discussed. CFAs confirmed the construct validity of the developed safety climate scale for utility/electrical workers. Homogeneity tests showed that utility/electrical workers' safety climate perceptions were shared within the same supervisor group. Both the organization- and group-level safety climate scores showed a statistically significant relationship with workers' self-reported safety behaviors and injury outcomes. IMPLICATIONS: A valid and reliable instrument to measure the essential elements of safety climate for utility/electrical workers in the remote working situation has been introduced. The scale can provide an in-depth understanding of safety climate based on its key dimensions and show where improvements can be made at both group and organization levels. As such, it may also offer a valuable starting point for future safety interventions.

Source : Huang YH, Zohar D, Robertson MM, Garabet A, Murphy LA, Lee J. Accid. Anal. Prev. 2013; 59C: 76-86. http://dx.doi.org/10.1016/j.aap.2013.04.030

 

Une étude sociologique de la CFE-CGC pointe les effets délétères des pratiques managériales

La recherche réalisée par le sociologue Eric Roussel ouvre des pistes nouvelles d'analyse, de compréhension et de réflexions sur les risques psychosociaux des pratiques managériales. Cette recherche très poussée a porté exclusivement sur une population de cadres. L'auteur s'est intéressé aux conséquences des dissonances existant entre ce qu'il est demandé aux cadres de faire et ce qu'ils jugeraient bon de devoir faire. Le projet tente d'établir une typologie des effets identifiés, certains s'apparentant à des risques psychosociaux, tout en soulignant la difficulté à apparenter mécaniquement certains effets à des causes identifiées. Le sociologue en vient donc à dessiner un tableau d'effets susceptibles de se muer en risques psychosociaux, ces effets étant produits par la rupture entre l'identité et les valeurs de l'individu et les exigences gestionnaires de l'organisation auquel il appartient.  

Source : Eric Roussel, Les risques psychosociaux des pratiques managériales chez les cadres, 2013 http://www.cfecgc.org/content/externals/docs.php?action=open&id=1252

Attitude and flexibility are the most important work place factors for working parents' mental wellbeing, stress, and work engagement

Aims: The need to combine active employment and parenthood is a reality for many parents today. Knowing more about which work place factors are associated with better or worse health could help employers to form a work environment that provides optimal conditions to maintain or increase health and work engagement in this group. The aim of this study was to explore possible associations between different subjective and objective work factors and benefits, and a range of outcome variables such as stress, symptom report, wellbeing, work-related fatigue, work engagement, and work-family conflict among working mothers and fathers with small children. Methods: Cross-sectional analyses of associations between work place factors categorised into three different dimensions; flexibility, benefits, and attitude and the outcome measures were performed, including questionnaire responses from 1562 working parents. Results: The results showed that work place factors related to flexibility and, especially among women, attitude to parenthood appear to have the strongest effect on working parents' subjective stress and wellbeing, while benefits appear to have less impact. Except regarding factors related to attitudes at the work place, most associations were similar among men and women. Conclusions: Most likely, different factors are better suited or more important for some individuals than others depending on their total work, as well as family situation and also depending on individual factors such as personality and priorities. A positive attitude towards parenthood and a flexible work situation seem, however, beneficial for the general wellbeing and work engagement among working parents.

Source : Eek F, Axmon A. Scand. J. Public Health 2013; ePub http://dx.doi.org/10.1177/1403494813491167

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