The Importance of Contextualized Psychosocial Risk Indicators in Workplace Stress Assessment: Evidence from the Healthcare Sector

Abstract

The routine assessment of workplace stress is mostly based on standardized self-report tools, including generic psychosocial risk indicators (G-PRIs) designed to fit very heterogeneous occupational sectors. However, the use “by default” of such indicators might be inadequate when they fail to characterize the specificity of the work environment; hence, the inclusion of more contextualized indicators (C-PRIs) has been recommended. We aimed at evaluating the additional contribution of three C-PRIs (Work–Family Conflict, Emotional Demands, and Excessive Demands from Patients) in predicting individual outcomes (Emotional Exhaustion, Turnover Intentions) compared to commonly used G-PRIs (e.g., Demand, Control, Support), in a sample of 787 healthcare workers involved in a routine workplace stress assessment. Multilevel hierarchical regression supported the additional contributions of C-PRIs in predicting both outcomes over G-PRIs, sex, age and shift work. More robust and consistent evidence emerged for Emotional Exhaustion, which was significantly predicted by all C-PRIs, whereas Turnover Intentions was only predicted by the C-PRI Emotional Demands. Importantly, not all G-PRIs showed a relationship with the two outcomes. Taken together, our results support the importance of including C-PRIs in workplace stress assessment carried out by organizations, which should be selected based on literature search and discussion with the stakeholders.

Workplace Bullying and Post-Traumatic Stress Disorder Symptomology: The Influence of Role Conflict and the Moderating Effects of Neuroticism and Managerial Competencies

“…Like bullying, role conflict and other role stressors have direct links to the experience of workplace stress [ 20 ]. Workplace stress describes the change in one′s physical and/or mental state in response to workplace situations that pose an appraised challenge or threat, such as being asked to fulfill roles that contradict one another [ 20 ]. Role conflict specifically refers to incompatible job demands placed on an employee [ 20 ].…”

“…Workplace stress describes the change in one′s physical and/or mental state in response to workplace situations that pose an appraised challenge or threat, such as being asked to fulfill roles that contradict one another [ 20 ]. Role conflict specifically refers to incompatible job demands placed on an employee [ 20 ]. Indeed, the workplace situations that contribute to workplace stress include role stressors such as role conflict as well as work overload, lack of autonomy, and a negative organizational climate [ 20 ].…”

“…Role conflict specifically refers to incompatible job demands placed on an employee [ 20 ]. Indeed, the workplace situations that contribute to workplace stress include role stressors such as role conflict as well as work overload, lack of autonomy, and a negative organizational climate [ 20 ]. If these stressors are continuous, employees are at significant risk of developing physiological and psychological disorders, which, in turn, can lead to organizational consequences such as increased absenteeism, decreased organizational function, and decreased work productivity [ 20 ].…”

First validation of the technical and administrative staff quality of life at work tool (TASQ@work) in academia

“…It intends to contribute to the literature on psychosocial risks in academic settings by developing and testing the psychometric properties of a questionnaire able to analyze and understand the specificities of the work challenges the TAS personnel has to handle and how the new ways of working introduced during the COVID-19 pandemic can affect their perceived quality of working life. Notably, previous research suggests the importance of investigating contextualized (i.e., occupation-specific) psychosocial risk factors in the assessment of WR-S risk and well-being, which should be identified according to the literature and/or through discussion with organizational stakeholders (Menghini and Balducci, 2021). In particular, we would address normality of the items, reliability, content, construct and nomological validity.…”

Psychological Distress and Psychosocial Factors in the Non-Formal Context of Basketball Coaches in Times of the COVID-19 Pandemic

“…Currently, the nature of these studies in work contexts in general is a growing concern [3][4][5][6][7][8][9][10][11][12]. There has also been an increase in research and practice related to psychosocial and health problems in sports, in particular, in recent years [13][14][15][16][17][18][19], especially in Australia, Europe and the United States.…”