Today the world is a global village. Technology also has achieved a global dimension. As a re- sult of these global influences, the theatre today is witnessing a breakdown of conventionally adopted traditional barriers in favour of individually defined barriers. In the current global trends, the intellectual creation of individual nations becomes common property.
The report was prepared under the auspices of the National Advisory Environmental Health Committee to provide direction to Federal programmes in occupational health. Technological change and the increasing psychological demands of the workplace were listed as contributing factors.
Thirty years later, this report has proven remarkably prophetic. Job stress has become a leading source of worker disability in North America and Europe.
These developments are understandable considering the demands of modern work. Similarly, a more recent study of the Dutch working population found that one-half of the sample reported a high work pace, three-fourths of the sample reported poor possibilities of promotion, and one-third reported a poor fit between their education and their jobs Houtman and Kompier On the American side, data on the prevalence of job stress risk factors in the workplace are less available.
The impact of this problem in terms of lost productivity, disease and reduced quality of life is undoubtedly formidable, although difficult to estimate reliably. However, recent analyses of data from over 28, workers by the Saint Paul Fire and Marine Insurance company are of interest and relevance.
This study found that time pressure and other emotional and personal problems at work were more strongly associated with reported health problems than any other personal life stressor; more so than even financial or family problems, or death of a loved one St.
Paul Fire and Marine Insurance Company Looking to the future, rapid changes in the fabric of work and the workforce pose unknown, and possibly increased, risks of job stress. For example, in many countries the workforce is rapidly ageing at a time when job security is decreasing. In the United States, corporate downsizing continues almost unabated into the last half of the decade at a rate of over 30, jobs lost per month Roy In the above-cited study by Galinsky, Bond and Friedman nearly one-fifth of the workers thought it likely they would lose their jobs in the forthcoming year.
The aim of this chapter is to provide an overview of current knowledge on conditions which lead to stress at work and associated health and safety problems. These conditions, which are commonly referred to as psychosocial factors, include aspects of the job and work environment such as organizational climate or culture, work roles, interpersonal relationships at work, and the design and content of tasks e.
The concept of psychosocial factors extends also to the extra-organizational environment e. Frequently, the expressions work organization or organizational factors are used interchangeably with psychosocial factors in reference to working conditions which may lead to stress.
This section of the Encyclopaedia begins with descriptions of several models of job stress which are of current scientific interest, including the job demands-job control model, the person- environment P-E fit model, and other theoretical approaches to stress at work. Like all contemporary notions of job stress, these models have a common theme: According to this view, job stress and the potential for ill health develop when job demands are at variance with the needs, expectations or capacities of the worker.
This core feature is implicit in figure In this model, work-related psychosocial factors termed stressors result in psychological, behavioural and physical reactions which may ultimately influence health.
However, as illustrated in figure But putting aside this conceptual similarity, there are also non-trivial theoretical differences among these models. For example, unlike the NIOSH and P-E fit models of job stress, which acknowledge a host of potential psychosocial risk factors in the workplace, the job demands-job control model focuses most intensely on a more limited range of psychosocial dimensions pertaining to psychological workload and opportunity for workers to exercise control termed decision latitude over aspects of their jobs.Below is the uncorrected machine-read text of this chapter, intended to provide our own search engines and external engines with highly rich, chapter-representative searchable text of each book.
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