An Intervention Framework to Facilitate Psychological Trauma Management in High-Risk Occupations

Abstract

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.

A psychological health support scheme for medical teams in COVID-19 outbreak and its effectiveness

“…In recent qualitative research, Jonker et al proposed a framework for psychological trauma management in high-risk occupations that highlights three levels of interventions for acute stress. 42 The primary interventions are a job-related resource, management support and immediate needs; the secondary intervention is psychoeducation and a team-based approach; and the tertiary interventions are onsite psychological support, psychological assessment and connection with social support. The five modules in our psychological health support programme fit this framework.…”

Counselling preparedness and responsiveness of industrial psychologists in the face of COVID-19

“…What also became apparent was organisational ill-preparedness with regard to trauma management policy and practice. In this regard, effective pro-active psychological trauma management programmes and interventions should be put in place (Jonker et al, 2020 ) by IOPs.…”

“…As a psychologist in the workplace, the IOP often serves as the ‘first responder’ to help employees manage job-related distress and trauma (Barkhuizen et al, 2015 ). The responsiveness of the IOP in these cases may range from engaging directly with the employee to provide crisis counselling, to facilitating interventions on individual, environmental, organisational and group levels (Georganta & Montgomery, 2019 ; Jonker, Graupner, & Rossouw, 2020 ). Terblanche and Van Wyk ( 2014 ) posited that organisations should implement effective psychological trauma management programmes and interventions, to ensure that employees are able to maintain their levels of work performance and well-being.…”

Empathic Psychology: A Code of Risk Prevention and Control for Behavior Guidance in the Multicultural Context

“…Therefore, cultural identity is a characteristic of both individuals and groups with the same cultural background. At present, the academia believes that cultural identity includes three identities: personal identity, relational identity, and public identity (Jonker et al, 2020 ).…”

“…Cultural identity is an affirmative cultural value judgment, which refers to the recognition of the value utility of the emerging culture within the community or the foreign cultures outside the community by the members of the cultural group. It is an attitude and recognition method that conforms to traditional cultural value standards (Jonker et al, 2020 ). Huntington ( 1996 ) believes that cultural identity, which is an important basis for national identity and state identity, is the most important soft power in the overall performance of national power and has gradually become an important factor in dealing with crises.…”