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Transcript of Occupational Health Psychology Psychology of Health and Safety Fernand Léger, 1950, Builders with...
![Page 1: Occupational Health Psychology Psychology of Health and Safety Fernand Léger, 1950, Builders with Rope.](https://reader035.fdocuments.net/reader035/viewer/2022062407/56649dda5503460f94ad097e/html5/thumbnails/1.jpg)
Occupational Occupational Health Health
PsychologyPsychology
Psychology of Health Psychology of Health and Safetyand Safety
Fernand Léger, 1950, Builders with Rope
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Occupational Health Psychology
• OHP concerns the application of psychology to improving the quality of work life, and to protecting and promoting the safety, health and well-being of workers” NIOSH
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OHP Issues
• Accidents/injuries
• Health promotion
• Musculoskeletal disorders
• Physical illness
• Psychological well-being
• Stress
• Violence
• Work-family
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StressorIllness
Violence Work/Family
MSD
Accident
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StrainIllness
Violence Work/Family
MSD
Accident
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OHP Field• Next major area of psychology• Interdisciplinary
– Within psychology– Public health, medicine, nursing, safety
• Society for OHP (SOHP)– www.sohp-online.org
• European Academy of OHP (EA-OHP)– www.ea-ohp.org
• Journal of OHP• Work & Stress
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History of SOHP
• 2001 USF Meeting– Established OHP Forum– Representatives from 11 schools who got
APA/NIOSH training grants.– About 35 attended– Set goals to promote OHP
• 2003 Portland State U meeting– Continued discussion– Serious talk about starting SOHP
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SOHP Membership
• 2005– 31 Founding members donated $100 to start
society
• 2006– 95 Charter members joined.
• 2012
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SOHP Activities
• Members receive Journal of Occupational Health Psychology
• Joint sponsor of Work, Stress & Health conference
• Newsletter
• Promote OHP
• Website– Clearinghouse for OHP information
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OHP Training
• 11 schools in US got APA/NIOSH grants– USF 2001
• Most associated with I/O Psychology
• Specialization attached to core discipline
• PhD level training
• Prepares for academic-research and practice
• Supported by NIOSH– Colorado State, Portland State, U Conn, USF
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OHP At USF• Specialization for I/O and other students• Interdisciplinary with public health and nursing• Coursework and research collaboration• Sunshine Education and Research Center (ERC)• NIOSH-funded OHP training grant for I/O students
– Stipends
– Conference travel funds
• Ten OHP trainees from psychology
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National Institute for Occupational Safety and Health (NIOSH)
• Promote health and safety– Training– Research– Outreach
• Internal research on health & safety• External funding for research and training • ERCs• Program grants• National Occupational Research Agenda
NORA
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NIOSH ERCs
• 17 throughout US
• Sunshine ERC at USF
• Promote workplace health safety– Graduate training programs– Research– Continuing education/outreach
• Supported through NIOSH center grants
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Sunshine ERC
• Began 1998
• Four Colleges– Public Health (EOH)– Nursing– Medicine– Arts and Sciences (Psychology)
• Director: Tom Bernard (EOH)
• Deputy Director: Candace Burns (Nursing)
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Sunshine ERC Programs• Five training programs
– Industrial Hygiene– Occupational Health Medicine– Occupational Health Nursing– Occupational Health Psychology– Occupational Safety
• Continuing Education– Occupational safety– Hazardous materials
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Program Focus• Industrial hygiene
– Effects of hazardous substances
• Occupational health medicine & nursing– Treatment of occupational disease/injury
• OHP– Psychological factors in health/safety/well-being
• Occupational safety– Safety policies and practices
• Occupational Ergonomics– Design of the physical environment
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Exposures
• Acute: Incident leading to outcome– Risk behavior Accidents/injury– Posttraumatic stress
• Chronic: Degenerative disease/disorder– Stressors Cardiovascular disease– Physical activity Musculoskeletal disorders
MSD
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Concepts
• Prevention and health promotion
• Healthy organization—for whom?
• Positive health—not just absence of disease
• Public health model– Primary prevention—change job for everyone– Secondary prevention—help those at risk– Tertiary prevention—intervene after
sick/injured
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Week 3Occupational Stress
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Concepts• Stressor: Environmental condition requiring
adaptation– Environmental versus perceived
• Appraisal: Cognitive processing of stressor• Strain: Response to stressor
– Psychological– Physical– Behavioral
• Coping: Way of dealing with stressors– Emotion vs. Problem
• Social support
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Basic Stress Model
Stressor AppraisalStrain
ModeratorsControlCopingPersonalitySocial Support
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Stressors
• Objective vs. psychosocial
• Task-based vs. social
• Challenge vs. hindrance
• Acute vs. chronic
• Exposure
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Methodology
• Human reports– Self-report– Other-report
• Quantitative vs. qualitative
• Too subjective?
• Physical measures– Stressors– Strains
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Confounds
• Personality
• Demographics
• Confounded stressors– Workhours confounded with work-family conflict– Role ambiguity confounded with poor
management
• Establish relationship and rule out alternatives
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Design Issues
• Alternative measures (to self-report)– Lack precision
• Longitudinal designs– Arbitrary points in time
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Week 4:Control and Buffering
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Factors that Buffer Effects of Stressors
• Control
• Social-Support
• Coping
• Reverse Buffering
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Control-Demand Model
Stressor
Low High
Strain
Low
High Low Control
High Control
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Control
• Control relates to stressors
• Control relates to strains
• Buffering effect inconsistent– Methodological issues
• Small samples
• General control
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Types of Control
• Primary: Control the environment
• Secondary: Control reaction to the environment
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Social Support
• Thought to buffer like control
• Reverse buffering– Demands of social support
• Instrumental support
• Emotional support
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Coping
• How people deal with stressors
• Problem-focused coping
• Emotion-focused coping
• Style vs. situational
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Control, Coping, and Support
• Focus on stressor– Primary control– Instrumental support– Problem focused coping
• Focus on reaction to stressor– Secondary control– Emotional support– Emotion focused coping
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Week 5: Schedules & Work-Family
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Schedules: Time Demands
• Number of hours– Daily, Weekly
• Scheduling of hours– Shift work– Night work– Flex time
• Conflicting hours – Work-family conflict (WFC)
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Hours/Day
• 5 days/8 hour standard• 4 days/10 hour• Longer work days inconsistent results
– More fatigue?– More days off– Preferred by employees– More satisfaction
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Hours/Week
• Magic number 48/week
• Little relation to psychological strain
• Relates to heart disease
• European Union 48 hour rule– 48 hours/week– 11 hours off/24 hours
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Shifts
• Rotating Shifts and night work• Physical issues
– Sleep disturbance– Stomach distress– More accidents/injuries
• Social issues– Interference with nonwork activities– Higher divorce rate
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Work-Family Conflict
• Work & Nonwork interference– Work to family: WIF– Family to work: FIW
• Types– Time-based– Strain-based– Behavior-based– Energy-based
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WFC as Stressor
• Job dissatisfaction
• Family dissatisfaction
• Psychological strain
• Physical strain– Symptoms– Cortisol elevation
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Interventions
• Flextime
• Family-friendly benefits
• Family supportive organization climate
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Week 6: Cross-National Issues CC/CN
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Basic Question
• How do cultural and national differences relate to job stress?
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Why Is This Important
• Psychology the study of humans not just Americans
• Explore principles in the context of different cultural/national conditions
• We’re curious scientists
• The field is interested, i.e. it’s publishable
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Types of CC-CN studies
• International replication in a single country
• Comparison of two countries
• Comparison of multiple countries
• Country-level analysis of culture-national variable with other variables
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International Replication
• Many examples of job stress and other studies outside of North America
• Jia Lin Xie 1996: Test of Karasek’s demand-control model in PRC– Anxiety, depression, and job satisfaction– Support for interactive effects in sample of
1200 Chinese
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Comparison of Two Countries
• Narayanan, Menon, Spector (1999) International Journal of Stress Management
• Comparison of India and U.S.
• Open-ended Stress Incident Record
• Stress incident in prior 30 days
• Content analyzed
• University clerks: 130 India, 133 U.S.
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Most Frequent Stressors By Country
Stressor India U.S.
Lack of control 0% 23%
Work overload 0% 26%
Lack of clarity/ structure
27% 0%
Constraints 15% 0%
Conflict 12% 17%
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Reactions By Country
Reaction India U.S.
Anger 0% 18%
Resignation 20% 0%
Talk to boss 5% 60%
Talk to family 35% 17%
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Comparison of Multiple Countries
• Peterson, Smith et al. 1995
• Spector, Cooper, Sanchez, Sparks, O’Driscoll, et al. 2002
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Methodological Issues
• Measurement equivalence– Can measures be transported?
• Sample equivalence– Are working populations similar
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Approaches to Sample Equivalence
• Choose similar working groups
• Not always possible due to economic differences
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Approaches To Scale Equivalence
• Translation—Back Translation
• Analysis of equivalence– Comparison of factor structure with SEM– Comparison of item response with IRT
• Create cross-national scales– Parallel development in more than one place
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Parallel Scale Development
• Spector, Sanchez, Siu, Salgado, Ma, 2004, Applied Psychology: An International Review
• Development of scales for new constructs• Avoid ethnocentrism with multi-national team
– American, Chinese, and Spanish colleagues
• Sample equivalence with similar samples
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Background
• Asians score much lower than Americans on locus of control
• View of passive Asian• Primary vs. Secondary control
– Primary: Direct control of environment– Secondary: Control of reaction to environment
• Socioinstrumental control: Control through development of social networks
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Background 2
• Individualists focus on primary control
• Collectivists focus on secondary and socioinstrumental control
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Hypotheses/Purpose
• Americans will score higher than Chinese on locus of control
• Chinese will score higher than Americans on secondary and socioinstrumental control
• Scale exists for LOC
• Need to develop scales for other forms of control
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Scale Development
1. Spector-Sanchez developed definitions of primary-secondary and socioinstrumental
2. Each partner wrote items to tap constructs3. Large item pool administered to 126 employed
students4. Item analysis reduced to 11 items (Secondary)
and 24 items (Socio)5. Administered as part of larger questionnaire in
PRC, Hong Kong, and U.S.
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Items
• I take pride in the accomplishments of my superiors at work (vicarious control)
• I sometimes consider failure as payment for future success (interpretative control)
• It is important to cultivate relationships with superiors at work to be effective (socio)
• You can get your own way if you learn how to get along with others (socio)
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Coefficient Alphas
Country Secondary Socioinstrumental
Job Satisfaction
Hong Kong .87 .91 .82
PRC .70 .88 .65
U.S. .76 .91 .89
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Comparison of Means
Variable Hong Kong
PRC U.S R2
Secondary 43.8A 46.0B 45.6B .01
Socio 93.4A 97.1B 91.9A .02
Work LOC
51.0B 57.0C 40.2A .38
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Results/Conclusions
• Scale internal consistency did not degrade when used in China
• Chinese as high or higher than Americans on new control scales
• Differences on new scales small• Differences on Work LOC huge• View of passive Asians incorrect based on
American view of control
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Concluding Thoughts
• CC-CN research in its infancy
• Evolving from descriptive to theory testing studies
• Challenging methodological issues
• International colleagues eager to collaborate
• Lots to be done
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Week 7: Negative Affectivity
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Affect Central Role in Stress
• Emotional response– Psychological Strain– Immediate response to stressor
• State vs. Trait
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Negative Affectivity
• Watson & Clark• Noted high correlations among measures of
affect– Trait anxiety– Neuroticism– Depression
• Concluded they are all manifestations of NA– Tendency to experience negative emotion across
situations and time
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Nature of NA
• NA mainly anxiety and related states/traits
• Other emotions distinct– Anger– Depression– Boredom
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The Great Debate about NA
• What is the role of NA trait in stress research?
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Watson, Pennebaker, Folger 1986
• NA is a confounder
• Questions validity of survey research
• If correct, reshapes entire field
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Brief, Burke, George, Robinson, Webster, 1988
• Test of Watson et al.
• Conclude they are correct
• Recommend partialling NA routinely
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Chen & Spector, 1991
• Another test of Watson et al.
• Conclude general confounding does not occur
• Amount of overlap variable across measures
• Criticized Brief et al. for item overlap and affect-laden measures
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Burke, Brief George, 1993
• Reanalyzed data from Frese and Spector
• Concluded confounding a problem
• Agrees with Watson et al. and Brief et al.
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Spector, Zapf, Chen, & Frese, 2000
• Reanalyzed Burke et al reanalysis & came to different conclusions
• Summarized evidence for confounding
• Discusses several NA mechanisms
• Argues against routine partialling of NA
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Week 8: Interventions
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Level of Intervention
• Primary: Sound management– Positive impact on performance
• Secondary: Stress management training– Quick fix
• Tertiary: EAPs– Failure?
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Primary• Selection/placement• Training• Leadership• Reward systems
– Justice
• Climate– Safety, civility, violence
• Empowerment• Petterson study
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Secondary
• Skills at handling stressors/strains
• Bruning– Exercise, relaxation, management skills
(primary?)
• Ganster– Stress management
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Tertiary: EAPs
• Popular among large organizations
• Employee benefit
• Multiple purposes– Stress– Alcohol/drug problems– Psychological problems
• Self vs. supervisor referral
• Research inconsistent on effectiveness
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Semmer Chapter Comments
• More attention to task than social stressors
• Concludes interventions effective– Intervention-stressor/strain match unclear
• Health Circle
• Job satisfaction general well-being indicator
• Strains persist after stressor removed– “I’ll remove the cause but not the symptom”
• Tim Currey to Brad and Janet in Rocky Horror
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Week 9: Spring BreakWeek 10: Appraisal Vs.
Environment Debate
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Week 11: Cardiovascular disease, Immune Functioning, and Post-
traumatic Stress
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Psychological Factors Important
• Stress
• Exposures through behavior– Over-eating– Smoking
• Diseases– Cardiovascular– Cancer– Diabetes
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Points from Landisbergis
• No hypertension in hunter-gatherers, herders, or family farmers
• SES and stress risk factors
• Job control important work factor
• Threat-avoidance vigilant work
• Econeurocardiology—Social environment and CNS
• Work and family stressors compound
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Relative Weight
• Parkes
• Obesity important risk factor– Heart disease– Cancer– Diabetes
• RW = W/H2 (W in kg, H is M)
• I am 21.3
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Model of Physical Illness
Stressors
Emotion
Physiology Catecholamines Cortisol
PhysicalSymptoms
Disease
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Job Stressors & Cardio ResponseFox, Dwyer & Ganster
• 198 hospital nurses
• Workload– Patient load & Contact
• Perceived control
• Blood pressure
• Cortisol
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HighLow
Workload
BPSy
Work
Low
High
Low control
High control
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HighLow
Workload
CortisolHome
Low
HighLow control
High control
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Stressor-Physical Symptom Meta-Analysis
Ashley Nixon and Joe Mazzola
k Mean wr
Workhours 5 .14
Workload 28 .31
Role ambiguity
16 .27
Role conflict 16 .38
Abuse 4 .30
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Week 12: Accidents and Safety
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Not So Fun Facts• US 2005
– 5702 workplace fatalities– Rate declining recent years: 4/100,000– 4.2 million illnesses/injuries
• Least safe occupations– Agriculture/fishing/forestry/hunting– Mining
• Safest– Education/health service– Services
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Gender and Safety
• Men– 54% of workforce– 93% of fatalities
• Reasons– Men in more dangerous jobs– Less safe behavior?
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Accident causes
• Unsafe conditions
• Unsafe behavior
• How do we get management to make conditions safer?
• How do we get employees to engage in safer behavior?
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Areas of Concern
• Physical conditions– Equipment– Lighting
• Psychological factors– Job skill– Personality– Stress
• Organizational factors– Leadership– Safety climate
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Psychological Factors• Personality
– People high on openness to experience
– Low on conscientiousness
– Low on agreeableness
– Grumpy, lazy, sensation seekers
• Job Dissatisfaction• Job stress
– Divorce
– Heavy workload
– Unclear expectations
– Conflicting job demands
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Organizational Factors
• Balance between production and safety– Higher accident rates with incentive system
(piece rate) vs. hourly
• Workplace norms– Rickett et al. Hoist usage in hospitals
• Beliefs about reactions of others related to use
• Safety climate– Shared perception that safety is important
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Safety Climate
• Shared perception that safety is important• Reflected
– Policies– Practices
• Supervisor main source of climate– Actions (model safe working)– Words (talks about safety)
• Related to– Safe behavior– Accidents/injuries
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Focus of Intervention• Recruitment/selection: Hire safe people• Training
– Safe procedures– Skills– Attitudes
• Control stress• Goal setting
– Careful to affect behavior and not just reporting
• Leadership– Mentoring– Modeling– Support
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Scale Development Project
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Scale Development Steps
• Define Construct
• Write items
• Administer
• Item-analysis
• Validity evidence
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Item Analysis
• Goal: Internally consistent scale
• Items are intercorrelated
• Reflect single construct
• Coefficient alpha: Measure of internal consistency
• Item-remainder: Correlation of item with sum of other items in scale
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Internal Consistency• Coefficient alpha
– Standard at least .70– Looks like correlation
• Item-remainder– Take items with highest values– Typically .30 or more
• Alpha with item removed– Indicates if item contributes to internal
consistency– Delete if alpha is larger without item
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Data Analysis Steps
• Enter data• First variable is ID• Reverse score oppositely worded items• Subtract item from difference between high and
low value– Subtract item from 7 for 1 to 6 scale– Subtract item from 5 for 1 to 4 scale
• Run item analysis• Refine measure• Relate measure with other variables
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Refining the Scale
• Delete items that reduce alpha• Delete one at a time iteratively• Sum final items into scale score• Relate scale with other variables
– T-test or correlation for 2 group differences (e.g., gender)
– Correlation with continuous variables (e.g., job satisfaction)
– ANOVA for multi-group differences (e.g., race)
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Item Analysis Example
• Violence Climate Scale: VCS• Three subscales
– Policies– Practices– Pressure for unsafe performance
• Example– Practices (First 4 items)– Pressure (Last item)
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3. Management in this organization quickly responds to episodes of violence.
4. Management in this organization requires each manager to help reduce violence in his/her department.
18. Management encourages employees to report physical violence.
19. Management encourages employees to report verbal violence.
36. In my unit in order to get the work done, one must ignore some violence prevention policies.
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Variables Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ Raw 0.753049 Deleted Correlation
Variable with Total Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ x3 0.622879 0.673323 x4 0.627735 0.670671 x18 0.679266 0.650681 x19 0.719180 0.632802 x36 0.091843 0.865910
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Variables Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ Raw 0.865702 Deleted Correlation
Variable with Total Alpha
ƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒƒ x3 0.672844 0.845290 x4 0.665091 0.848473 x18 0.751180 0.813753 x19 0.774005 0.803730
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What To Report
• Item-remainder statistics for each item
• Alpha if item removed for each item
• Overall coefficient alpha
• Mean, standard deviation and range of total scale and other variables in study
• Relationships with other variables
• Factor analysis of scale (optional)
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Week 13: SIOPWeek 14: Aggression and
Violence
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Thomas McIlvane
• Postal Employee• Royal Oak, Michigan• November 14, 1991• Killed 5• Wounded 4• Harassed and bullied
by supervisors• Fired for
insubordination
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What Are the Homicide Risks?
• 5.6% of homicides at work (2000)– 677 out of 12,000 in US
• 8% by coworkers– 54 cases in 2000
• 84% male victims• Female deaths rare
– 2000 151 homicide plus suicide at work
• Workplace much safer than home and street
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Workplace Nonfatal Violence
Common in many jobs
Workplace Verbal Aggression
Common in all jobs
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Helen Green
• Successfully sued Deutsche Bank in the UK
• Secretary• Hospitalized for stress-
related disorder• Abused and bullied at work• Awarded $1,575,000
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Types of Violence/Aggression
• Type 1: Strangers committing a crime– Cab driver, Convenience store clerk
• Type 2: Clients, customers, patients– Health care workers, nurses
• Type 3: Coworkers, supervisors– Any job
• Type 4: Relationship– Any job
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How Prevalent
• 2 million violent episodes/year in U.S.– NIOSH Report
• 16 million verbal aggression incidents/year in U.S.– Northwestern National Life Insurance
Company
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Type 1 & 2 Factors
Physical control over others
Handle weapons
Physical care of others
Contact with drug takers
Contact with alcohol drinkers
Decisions over others
Exercise security functions
Work alone
Go to client’s home
Interacted with frustrated
Emotional care of others
Guard valuables
LeBlanc & Kelloway, 2002
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StressConflictConstraintsInjusticeWorkload
PersonalGenderHostile attributionLocus of controlTrait AngerTrait Anxiety
EmotionAngerAnxietyDepressionFrustration
AggressionViolence
Type 2 and 3 Aggression & Violence: Emotion-related
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Control a Vital Element
• Low control leads to aggression/violence to deal with stressful incidents
• High control leads to constructive acts to deal with stressful incidents
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Relations With Predictors
Variable Behavior
(Employee)
Behavior
(Coworker)
Conflict .36 .25
Constraints .25 .12
Justice -.20 -.29
Job satisfaction -.14 -.18
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The Relationship of Physical and
Psychological Violence With Safety Climate
Paul E. Spector, Psychology, USF
Martha L. Coulter, Public Health, USF
Heather G. Stockwell, Public Health, USF
Mary Matz, VA Patient Safety Research Center
Work & Stress, 2007
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Current Study• Survey of Nurses in a VHA hospital• Incidence of physical and verbal assault• Relationship of violence climate with assault• Relationship of assault with physical and
psychological well-being
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Participants
• 198 Nurses
• Variety of departments– Medical, surgical, mental health, emergency
• All shifts– Day, evening, night
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Measures• How often assaulted and who assaulted
– Physical and verbal– Prior year
• Violence climate• Physical symptoms
– Digestive problems, Sleep disturbance• Emotional well-being (Brief Symptom Inventory)
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Abuse Scale• Been yelled or sworn at• Been insulted or made fun of• Been hit or slapped• Been kicked, bit or punched with a
fist
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Safety Climate Items
• Violence prevention training.• Violence prevention policies and procedures.• Procedures for reporting violence.• Encourage reporting physical violence.• Encourage reporting verbal violence.• Violence reports taken seriously by management.
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Incidence
Source n % n %
Coworker/
Supervisor
5 9% 38 33%
Patient 53 95% 98 85%
Patient family 5 9% 23 20%
Total 56 115
Physical Verbal
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CorrelationsPhysical assault
Verbal assault
Abuse Physical symptoms
Emotional Well-being
Climate -.28 -.32 -.57 -.22 -.26
Physical assault
.34 .63 .31 .31
Verbal assault
.35 .30 .30
Abuse .34 .41
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Conclusions• Physical common: ¼ of nurses
– Missing data suggests underreporting
• Injuries occurred tended to be minor– Most serious broken bone done by patient
• Verbal more common: over ½ of nurses• Patients biggest source for both forms• Verbal climate relates to assault/abuse
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Week 15: Musculoskeletal Disorders (MSDs)
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MSD
• Acute– Sudden injury– Back injury– Nurse lifting a patient
• Chronic– Repetitive strain injury through overuse– Carpal tunnel– Employee typing
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Common Injury Areas
• Upper extremities– Fingers, hand/wrist, elbow, shoulder, neck
• Lower extremities– Toes, foot/ankle, knee, hip
• Back
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Symptoms
• Numbness
• Pain– Muscle– Tendon– Joint
• Weakness
• Inflammation
• Fracture
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Psychological Factors
• Neuroticism and pain
• Soft tissue– No obvious physical injury
• Malingering– Form of CWB– Relates to injustice?
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Physical Solutions
• Hardware to minimize physical strain
• Lifting device for acute
• Keyboard design for chronic
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Patient Lifting Device
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Split Keyboard
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Psychological Factors
• Heavy workload
• Low control
• High work pace
• Monotonous work
• Low social support
• Job dissatisfaction
• Negative mood
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Week 16: Future - Healthy Work Organization
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What is a HWO?
• Organization that maximizes– Effectiveness/productivity– Employee health, safety, and well-being
• Joint Optimization– Socio-technical systems theory
• Social and technical systems in balance
– Health and Performance systems in balance
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Sauter HWO Characteristics
• Quality• Career development• Strategic planning• HR planning• Justice• Innovation• Cooperation• Diversity• Technology
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Health Climates
• Safety
• Civility
• Violence
• Health
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Management of Stress• Empowerment/control• Social support• Workload management
– Priorities
• Schedule flexibility• Clear expectations• Justice• KSAO – Job fit
– Selection/Placement– Training– Task assignment
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Six OHP Topics Linked
• As Stressors
• As Strains
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Stressors
• Accidents
• Illness
• MSD
• Violence
• Work-Family Conflict
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Strains
• Response to stressor
• By-product of behavioral strain
• Accidents
• Illness
• MSD
• Violence
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StressorIllness
Violence Work/Family
MSD
Accident
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StrainIllness
Violence Work/Family
MSD
Accident
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Employee Health, Safety, and Well-Being Is a Psychological Problem As Well As a Physical
Problem
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