Transcript Current Challenges and Initiatives in Occupational Mental

Best Practice in Interventions for the
Management of Psychosocial Risks
Dr Maarit Vartia, FIOH
Dr Stavroula Leka, I-WHO
Aim
The aim of the study was to conduct a
review and analysis of case studies of
evidence-based, best practice
interventions for
- work-related stress
- workplace violence, bullying
(mobbing) and harassment at work
© PRIMA-ef Consortium
Methods
• Literature review of case studies of psychosocial
risk managent interventions for work-related stress,
workplace violence, bullying and harassment in
different occupational sectors, worker groups,
enterprise sizes and EU countries was conducted
• Using the PRIMA-EF framework, best practice
criteria for the evaluation of interventions were
formulated and outlined, and on the basis of these
criteria a best practice inventory was developed
• Complementary information was collected through
semi-structured interviews with experts who have
developed, implemented, and evaluated
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interventions
Key aspects of interventions for the
prevention of workplace violence and
bullying
• The basis in the management of workplace violence
is zero tolerance; violence, bullying and harassment
in all their physical and psychological forms both
from outside and inside the workplace should be
condemned
• Workplace violence and bullying should be seen as
work environment problems. Prevention and
management should concentrate on reducing the
risks of violence and bullying in the physical and
psychosocial work environment. To identify the risks
in a specific workplace a proper risk assessment
and situation analysis should be conducted
• Planning of interventions should be based on
research based knowledge on the causes and
escalating nature of violence and bullying at work,
and on scientific theory
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Best Practice Guidance for Bullying at
Work
• Awareness and recognition as well as knowledge and
know how of bullying at work differ a lot between EU
countries and between organizations nationally.
Awareness and recognition should be promoted.
Managers' and workers' competencies and skills of
organizations to combat workplace bullying should be
developed by training
• Organizations should carry out preventative actions
against bullying. Cases of bullying should be handled in
the workplaces. Policies and codes of conduct including
clear and operable procedures to prevent and deal with
bullying should be build in organizations to support the
management of bullying. Special attention should be paid
to the organization of work, atmosphere in the workplace,
organizational culture and leadership practices
• Management interventions should be conducted.
Managers should be given training on conflict
management, and responsible and legally sound
management of bullying cases
Best Practice Guidance for
Third Party Violence at Work
• All workplaces with a high risk for violence of third
parties should have codes of conduct, guidelines and
crisis plans for the prevention and management of
violent incidents
• All workers should be given training to help them handle
and deal with violent incidents. Also fear of violence
should be addressed
• Systematic registration and analysis of violent incidents
form a basis for the prevention of violent incidents. Also
psychological violence by third parties should be
included
• Customers and clients also need to be trained not to
behave in a threatening and violent way
--------------------------------------------------------------------• Bullying and violence at work arouse shame and quilt.
Success Factors for Interventions for
Work-related Stress
Intervention Content:
• Aspects and elements of design of intervention:
- Theory-based intervention and evidence-based
practice
- Conducting a proper risk assessment
- Tailored-focus/ adaptable approach
- Systematic and stepwise approach
- Accessible to all key stakeholders and user-friendly
format
- Comprehensive stress management approach
- Competency building skills development
© PRIMA-ef Consortium
Success Factors for Interventions for
Work-related Stress
Intervention Design:
•
Evaluation of intervention:
- Strong study design with control
- Planned systematic evaluation as part of
intervention design
- Intervention evaluation should be linked to
intervention aims, goals, and identified problems
- Use of a variety of outcomes measures and
evaluative approaches (including process
evaluation)
- Short-term and long-term follow-up up over
several time points
- Comparative analysis across groups and subgroups within intervention
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Success Factors for Interventions for
Work-related Stress
Intervention Context:
• Implementation success factors:
- Top-down and bottom-up approach
- Facilitate dialogue and communication among key
stakeholders
- Raising awareness on psychosocial issues and
their management within organisation
- Accessibility and usability of tools, methods and
procedures across all members of the organisation
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Special Issues
• Social dialogue: key issue underpinning success
• CSR: PRIMA often not linked to responsible
business practices
• Gender and diversity issues: Not addressed in
interventions
• SMEs: need to adapt tools and methods
Key Priorities for Action
Developing Capacity Building Programmes to support continuous improvement cycle
Evaluating and researching process issues and mechanisms that underpin Interventions
Developing the knowledge base on preventative approaches for work-related stress
Research into practice
Developing a framework on guidance and standards for work-related management and
prevention and in their evaluation
Movement towards increased multidisciplinary research and practice
Awareness raising on psychosocial issues in workplace and work-related stress at the level of
the employee and the organisation
Building the business case for psychosocial risk management
More research examining and evaluating comprehensive management interventions
More high quality intervention research and evaluation examining long term effects
Developing and maintaining social dialogue among stakeholders
Increased research and evaluation for organisational level intervention with a complex system
© PRIMA-ef Consortium
Thank you!
Maarit Vartia
[email protected]
Stavroula Leka
[email protected]
www.prima-ef.org