Various psychological trauma management programs (PTMPs) are offered to assist employees who have been exposed to a traumatic event in the workplace. There is, however, limited literature available on how employees in high-risk occupations experience these programs. This study qualitatively explored the experiences of PTMPs from the perspective of employees working in three high-risk occupations. The purpose of this study was to explore the experiences of the participants in order to compile a framework that could help support and improve the productivity and wellbeing of employees affected by work-related trauma. The study used a qualitative research design based on an approach informed by interpretivism and social constructivism. A multiple-case study was used as research strategy to incorporate three sectors in South Africa, namely mining, policing, and emergency medical services. Data were gathered through semi-structured interviews and focus groups, and analyzed using thematic analysis. The findings across the three sectors showed effective strategies considered by participants to manage psychological trauma. These strategies include multiple counseling sessions, face-to-face counseling, regaining control, and receiving support. Strategies that were viewed as ineffective include inability of counselors to relate to the participants' work environments, lack of involvement, lack of supervisor support, unavailability of counseling and specialized skills, premature resuming of duties, and a single-dimension approach. Based on the findings, an intervention framework is proposed to address psychological trauma in high-risk occupations.
Recently, the world experienced dramatic changes due to the onset of the COVID-19 pandemic. Working remotely led to employees feeling isolated and experiencing fatigue and depression. The responsibility of addressing the psychological wellbeing of employees lies with industrial psychology practitioners. They support line management by counseling employees experiencing social and psychological problems. The objective of the present study was to explore the role of the industrial psychology practitioner in managing the psychological impact of COVID-19 on employees. Using a homogeneous sampling technique, a qualitative research design was employed based on social constructivism. Semi-structured interviews and a qualitative survey were utilized to gather the data from industrial psychology practitioners (n = 22) registered as psychologists and interns. Thematic analysis was employed to analyze the data. Most participants believed that the onset of COVID-19 led to accelerated change in the workplace. The findings suggest that an industrial psychology practitioner’s role in the changing world of work enables organizations to be prepared for the changes by providing multi-level interventions. Recommendations are made to organizations to implement interventions to facilitate support for employees in their attempt to deal with the psychological impact of COVID-19 on employees.
Orientation: Organisations must do whatever it takes to ensure sustainability and longevity, and extend benefits into the communities where they operate.Research purpose: The general aim of this study was to explore the contribution that the profession of industrial psychology can make towards improving mental health by means of a CSR programme.Motivation for the study: This study was motivated by the notion that, in South Africa, organisations are encouraged to be socially responsible and Industrial-organisational Psychology (IOP) can be of service to this goal for the organisation.Research approach/design and method: A qualitative research design with a combination of purposive and convenience sampling was utilised. Participants consisted of the project team who participated in a training institution’s CSR initiative in the North West province. Data gathering took place in the form of semi-structured in-depth interviews, which were transcribed verbatim and analysed using thematic analysis.Main findings: The results showed that typical IOP topics that could be formulated into a CSR programme included life skills and topics related to personal growth and self-worth. The results also showed that universities are able to play a vital part in community engagement, and an inter-relationship of benefits can be established.Practical/managerial implications: The research indicates that industrial and organisational psychologists could also contribute to organisations when they operate in the CSR scope.Contribution/value-add: On an individual level, this study contributed to clarify the understanding whether IOP has a place in social investment and contributions.
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