SAMPLE SEGMENTED REPORT Psychosocial Hazards
Psychosocial Hazards
In International Organization for Standardization (ISO) 45003:20211 – Occupational Health and Safety Management – Psychological Health and Safety at Work – Guidelines for Managing Psychosocial Risks, clause 6.1.2.1 covers psychosocial hazard identification. In this standard it states that “the organization should understand the underlying sources of harm before control measures are considered to improve the effectiveness of activities to manage psychosocial risk.”
What follows is an independent interpretation of how you might use hazard identification to inform your approach to psychological health and safety. The results in your Guarding Minds at Work survey will point to employee concerns related to these psychosocial hazards but will not identify the specific individuals or circumstances involved.
There are many ways to understand the underlying sources of harm, but the most critical is a discussion with employees about the issues identified. Employees are also a great source of practical and relevant solutions. Many resources are available to help guide and support a facilitated employee discussion such as the On the agenda workshop series.
The psychosocial factors were intentionally written in the positive for the most part to contribute to solution-based thinking and avoid increasing dissatisfaction. The occupational health and safety process includes hazard identification which is described below. Note that the same validated Guarding Minds survey statements included in psychosocial factors are used in psychosocial hazards.
Review actions and responses to help with Psychosocial hazard mitigationopens a new window.
1International Organization for Standardization. (2021). Occupational health and safety management — Psychological health and safety at work — Guidelines for managing psychosocial risks (ISO Standard No. 45003). Retrieved from https://www.iso.org/standard/64283.html
Note: Bullying and harassment can occur both face to face and electronically (e.g., online meetings, social media).
Examples of how bullying/harassment may be a psychosocial hazard include:
- unwanted, offensive, intimidating behaviours (sexual or non-sexual in nature) which relate to one or more specific characteristics of the targeted individual, e.g.:
- race
- gender
- religion or belief
- sexual orientation
- disability
- age
- repeated (more than once) unreasonable behaviours which can present a risk to health, safety and well-being at work; behaviours can be overt or covert, e.g.:
- social or physical isolation
- assigning meaningless or unfavourable tasks
- name calling, insults and intimidation
- undermining behaviour
- undue public criticism
- withholding information or resources critical for one’s job
- malicious rumours or gossiping
- assigning impossible deadlines
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I am currently being bullied at work.
Note: For this statement, any answer other than Never [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
2. I am currently being harassed (verbally, physically, or sexually) at work.
Note: For this statement, any answer other than Never [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
3. I am currently experiencing discrimination at work.
Note: For this statement, any answer other than Never [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how career development may be a psychosocial hazard include:
- career stagnation and uncertainty, under-promotion or over-promotion, lack of opportunity for skill development
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I have the opportunity to take on new challenges.
Organization Team Prediction:
2. My employer values employees’ ongoing personal development.
Organization Team Prediction:
3. I am provided with the necessary training to perform my job well.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how civility and respect may be a psychosocial hazard include:
- lack of trust, honesty, respect, civility and fairness
- lack of respect and consideration in interactions among workers, as well as with customers, clients and the public
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. People treat each other with respect at work.
Organization Team Prediction:
2. People from all backgrounds are treated fairly in my workplace.
Organization Team Prediction:
3. Employees and management trust one another.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Note: In the ISO 45003:20211, Harm is called violence at work. To capture the psychological harm that can come from emotional or verbal violence, we modified the name of this psychosocial hazard.
Examples of how harm may be a psychosocial hazard include:
- incidents involving an explicit or implicit challenge to health, safety or well-being at work; violence can be internal, external or client initiated, e.g.:
- abuse
- threats
- assault (physical, verbal or sexual)
- gender-based violence
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. My employer makes efforts to prevent harm to employees from discrimination.
Note: For this statement, any answer other than Always [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
2. My employer makes efforts to prevent harm to employees from bullying.
Note: For this statement, any answer other than Always [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
3. My workplace has effective ways of addressing inappropriate behaviour from the people we serve.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how interpersonal relationships may be a psychosocial hazard include:
- poor communication, including poor information sharing
- poor relationships between managers, supervisors, co-workers, and clients or others that workers interact with
- interpersonal conflict
- harassment, bullying, victimization (including using electronic tools such as email and social media), third-party violence
- lack of social support
- unequal power relationships between dominant and non-dominant groups of workers
- social or physical isolation
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. My workplace effectively handles conflict among employees.
Organization Team Prediction:
2. I am currently being treated unfairly at work because I have a mental illness.
Note: For this statement, any answer other than Never [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
3. Difficult situations at work are addressed effectively.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how job control or autonomy may be a psychosocial hazard include:
- limited opportunity to participate in decision-making
- lack of control over workload
- low levels of influence and independence (e.g., not being able to influence the speed, order or schedule of work tasks and workload)
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I have some control over how I organize my work.
Organization Team Prediction:
2. I am encouraged to participate in decisions that impact my work.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how job demands may be a psychosocial hazard include:
- underuse of skills
- continual work exposure to interaction with people (e.g., the public, customers, students, patients)
- having too much to do within a certain time or with a set number of workers
- conflicting demands and deadlines
- unrealistic expectations of a worker’s competence or responsibilities
- lack of task variety or performing highly repetitive tasks
- fragmented or meaningless work
- requirements for excessive periods of alertness and concentration
- working with aggressive or distressed people
- exposure to events or situations that can cause trauma
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I feel burned out in my job.
Note: For this statement, any answer other than Never [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
2. My work threatens my psychological health.
Note: For this statement, any answer other than Never [green] should be cause for concern and may require swift action to avoid risk.
Organization Team Prediction:
3. I am able to do my job in a way that aligns with my values.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how job security and precarious work may be a psychosocial hazard include:
- uncertainty regarding work availability, including work without set hours
- possibility of redundancy or temporary loss of work with reduced pay
- low-paid or insecure employment, including non-standard employment
- working in situations that are not properly covered or protected by labour law or social protection
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. It is safe to speak up at work.
Organization Team Prediction:
2. The frequency of staff turnover is reasonable for our sector.
Organization Team Prediction:
3. I feel my job is secure.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how leadership may be a psychosocial hazard include:
- lack of clear vision and objectives
- management style unsuited to the nature of the work and its demands
- failing to listen or only casually listening to complaints and suggestions
- withholding information
- providing inadequate communication and support
- lack of accountability
- lack of fairness
- inconsistent and poor decision-making practices
- abuse or misuse of power
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. My suggestions are considered at work.
Organization Team Prediction:
2. People in my organization are held accountable for their actions.
Organization Team Prediction:
3. Organizational values are demonstrated at all levels.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how organizational change management may be a psychosocial hazard include:
- lack of practical support provided to assist workers during transition periods
- prolonged or recurring restructuring
- lack of consultation and communication about workplace changes, or consultation and communication which is of poor quality, untimely or not meaningful
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. The reasons behind organizational changes are explained.
Organization Team Prediction:
2. I am told about the impact of organizational change on my job.
Organization Team Prediction:
3. I have a say in how I will manage organizational changes that affect me.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how organizational and workgroup culture may be a psychosocial hazard include:
- poor communication
- low levels of support for problem-solving and personal development
- lack of definition of, or agreement on, organizational objectives
- inconsistent and untimely application of policies and procedures, unfair decision-making
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I feel I am part of a community at work.
Organization Team Prediction:
2. People in my workplace understand the importance of protecting employee psychological safety.
Organization Team Prediction:
3. Management appointments consider the “people skills” necessary for specific positions.
Organization Team Prediction:
4. When psychological risks are identified, my employer responds effectively.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how recognition and reward may be a psychosocial hazard include:
- imbalance between workers’ effort and formal and informal recognition and reward
- lack of appropriate acknowledgement and appreciation of workers’ efforts in a fair and timely manner
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I am paid fairly for the work I do.
Organization Team Prediction:
2. Our organization celebrates our shared accomplishments.
Organization Team Prediction:
3. I am recognized for good performance.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how remote and isolated work may be a psychosocial hazard include:
- working in locations that are far from home, family, friends and usual support networks (e.g., isolated working or “fly-in-fly-out” work arrangements)
- working alone in non-remote locations without social/human interaction at work (e.g., working at home)
- working in private homes (e.g., providing care or domestic roles in other people’s homes)
Only respondents who say yes to working remotely are included in this section.
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. My home life suffers because of my work.
Organization Team Prediction:
2. I feel lonely when working.
Organization Team Prediction:
3. I can do my job effectively with the tools and equipment provided.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how roles and expectations may be a psychosocial hazard include:
- role ambiguity
- role conflict
- duty of care for other people
- scenarios where workers do not have clear guidelines on the tasks they are expected to do (and not do)
- expectations within a role that undermine one another (e.g., being expected to provide good customer service, but also to not spend a long time with customers)
- uncertainty about, or frequent changes to, tasks and work standards
- performing work of little value or purpose
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I know what I am expected to do in my job.
Organization Team Prediction:
2. I am informed of important changes that may impact how my work is done.
Organization Team Prediction:
3. I am informed about important changes at work in a timely manner.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how supervision may be a psychosocial hazard include:
- lack of constructive performance feedback and evaluation processes
- lack of encouragement/acknowledgement
- lack of communication
- lack of shared organizational vision and clear objectives
- lack of support and/or resources to facilitate improvements in performance
- lack of fairness
- misuse of digital surveillance
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. My supervisor supports me to do my job successfully.
Organization Team Prediction:
2. My supervisor supports my personal growth.
Organization Team Prediction:
3. My supervisor is open to my ideas for taking on new opportunities at work.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how support may be a psychosocial hazard include:
- lack of support from supervisors and co-workers
- lack of access to support services
- lack of information/training to support work performance
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I feel supported at work when I am dealing with personal issues.
Organization Team Prediction:
2. People with mental health issues are supported to do their jobs effectively.
Organization Team Prediction:
3. People with physical health issues are supported to do their jobs effectively.
Organization Team Prediction:
4. My employer helps employees cope with workplace stress.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how work environment, equipment and hazardous tasks may be a psychosocial hazard include:
- inadequate equipment availability, suitability, reliability, maintenance or repair
- poor workplace conditions such as lack of space, poor lighting and excessive noise
- lack of the necessary tools, equipment or other resources to complete work tasks
- working in extreme conditions or situations, such as very high or low temperatures, or at height
- working in unstable environments such as conflict zones
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. When physical risks are identified, my employer responds effectively.
Organization Team Prediction:
2. I have what I need to do my job safely.
Organization Team Prediction:
3. People at work understand the importance of protecting employee physical safety.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how work/life balance may be a psychosocial hazard include:
- work tasks, roles, schedules or expectations that cause workers to continue working on their own time
- conflicting demands of work and home
- work that impacts the workers’ ability to recover
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I am able to reasonably balance the demands of work and personal life.
Organization Team Prediction:
2. My employer promotes work-life balance.
Organization Team Prediction:
3. I can talk to my supervisor when I am having trouble maintaining work-life balance.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how working hours and schedule may be a psychosocial hazard include:
- lack of variety of work
- shift work
- inflexible work schedules
- unpredictable hours
- long or unsociable hours
- fragmented work or work that is not meaningful
- continual requirements to complete work at short notice
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. I am willing to give extra effort at work if needed.
Organization Team Prediction:
2. I have sufficient time to complete my work.
Organization Team Prediction:
3. Deadlines are reasonable.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
Examples of how workload and work pace may be a psychosocial hazard include:
- work overload or underload
- high levels of time pressure
- continually subject to deadlines
- machine pacing
- high level of repetitive work
Employees were asked to rate the frequency with which they experienced each of the following statements on a 5-point scale: 1= Never, 2 = Rarely, 3 = Sometimes, 4 = Often, 5 = Always:
1. My employer encourages me to take my entitled breaks.
Organization Team Prediction:
2. The amount of work I am expected to do is reasonable for my position.
Organization Team Prediction:
3. I can talk to my supervisor about the amount of work I have to do.
Organization Team Prediction:
* Serious and Significant Concerns could require immediate attention. Review individual statements to understand more about the specific issues identified and share this information with senior leadership.
** Some Concerns indicate that this issue may happen Rarely for something negative or Often for something positive.
*** Relative Strengths indicate areas where the organization is currently doing well. Employees may have replied that something positive Always happens or something negative Never happens.
Note that some of the statements present more of a risk than others. For instance, if only one employee feels they are sometimes discriminated against, that can be a Serious Concern, but if only one employee feels their deadlines are sometimes not reasonable, that can be of Some Concern.
