Heart rate variation (HR) being identified as depending on subjects' stress state when submitted to short term mental stress, this study aimed at analyzing whether or not it could be possible to find a mathematical relationship between the average heart rate variation and the intensity S of a stress indicator in case of short term mental stress, whatever the stress indicator is. The method consisted in working the hypothesis by gathering data providing HR and ratio of frequency power of HRV (Heart Rate Variability) for different level of stress, HRV being considered as a stress indicator and presenting the advantage of being widely used in studies, therefore providing numerous data in the literature. From this data, a mathematical model was designed and then assessed by testing its reliability when applied to HR variation versus different types of stress indicators (EMG, GSR, Work Load, questionnaires such as STAI-S, ALES). The correlation obtained between the model and the data provided by the literature (24 points from 8 studies
Aims: Experiments undertaken with two professions (engineers and anesthesiologists) have shown the possible overestimation of perceived stress by subjects when self-assessing stress through questionnaires for high levels of acute stress. Previous analyses having demonstrated that the overestimation was effective, the present study aimed at analyzing a possible effect due to professional traits. Study Design: Data were compared with models of professional personality: Myers-Briggs Type Indicator approach, Holland’s theory of careers and vocational choice and the Five-Factor model of personality. Place and Duration of Study: Data from previous studies were used: A sample of engineers working at the nuclear power plant of Chinon in France (published in 2014) and a sample of anesthesiologists working at the University Hospital of Angers, France (published in 2015). Methodology: Anesthesiologists (N=11, 50% male, 25 to 35 years old) experienced a stress episode in an operating theater simulator. Engineers (N=8, 38% male, 25 to 35 years old) underwent a stress-test in their office. Heart rate was measured for each subject. Comparison was examined between the stress perceived by the subjects through the Post-traumatic Disorder Inventory and the expected levels of stress estimated using the heart rate data. Characterization of the difference was undertaken using models of professional personality. Results: While a Myers-Briggs Type Indicator approach did not provide any relevant information, an approach based on Holland’s theory of careers and vocational choice and on the Five-Factor model of personality showed that overestimation of stress was linked with occupational preoccupations specific to the professions. Limitations, perspectives and scientific implications are discussed. Conclusion: As a major recommendation for researchers, during experiments inducing high levels of acute stress, it is worth to consider the possibility to compare self-assessment of stress with physiological measurements in order to detect a possible overestimation of perceived stress.
Studies and surveys undertaken by the European Agency for Safety and Health at Work indicate an "increasing number of workers exposed to psychosocial risks at work and affected by work-related stress" affecting mental health. Any innovative methods for psychosocial risk assessment at work are thus welcome. On the basis of the Square of Perceived Action model elaborated regarding competencies in action for work activities integrated in a psychodynamic approach, a protocol was developed and applied in a French company for psychosocial risk assessment regarding 35 professions and focusing on difficulties related to skill discretion. Four illustrating cases, the insight of the in-depth analysis for one profession and a macro-approach taking all the professions into account were considered. Beyond the characterization of the psychosocial risks and the orientation regarding remedial measures implemented, the method enabled analysts to objectify and quantify the risks and helped them to center the remedial measures on the right target or to better assess the degree of emergency for remedial measures. These results also showed that the method is exhaustive for psychosocial risk assessment provided that it is combined with other tools. Benefits and limits of this innovative method are discussed. things or to develop special abilities or to be creative, and the repetitive nature of tasks. This was based on the early work of Karasek [9] who designated these criteria under the concept of "skill discretion". It was then widely applied as an indicator of the quality of mental health. For example, Sheldon and Elliot [3] showed that "the accumulation of activity-based experiences of competence, autonomy, and relatedness over a period of time predicts enhanced well-being" and that they were "the psychological nutriments necessary for enhanced wellbeing and psychological development", matching previous works of Ryan [10]. Joensuu et al. [13] obtained quantified results showing that "skill discretion had a significant protective effect" (p.121) and "high skill discretion [were] associated with a reduced risk of depressive disorders and other mental disorders" (not including alcohol-related mental disorders) whereas "low skill discretion as well as high decision authority were associated with increased risk". More recently, Bentley et al. [15] showed that when people's level of decision authority and skill discretion increased, so did their mental health. These considerations highlighted the direct and indirect contribution of perceived competencies to the subjective well-being at work and thus to the mental health. Consequently, any method permitting to identify what could make the subjects' perception of competencies positive or negative might contribute to improve mental
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