Psychosocial risks in the workplace stem from a variety of factors, impacting workers' mental and emotional well-being. These risks arise primarily from the way work is organized, managed, and carried out.
Key Causes of Psychosocial Risks
Here's a breakdown of the main causes:
Imbalance Between Effort and Reward
One significant cause of psychosocial risks is a perceived imbalance between the effort a worker puts in and the recognition or reward they receive. This can manifest in several ways:
- Lack of Recognition: When employees' hard work and contributions go unnoticed or unappreciated, it can lead to feelings of frustration, devaluation, and stress.
- Example: An employee consistently exceeding performance goals but receiving no acknowledgement or praise.
- Inadequate Rewards: Rewards aren't just monetary; they include benefits, opportunities for growth, and a supportive work environment. When these are lacking, it can create a sense of injustice.
- Example: A high-performing team receives no bonuses or career advancements, despite their efforts.
- Effort-Reward Imbalance: If a worker feels that they expend more effort than they receive in return (whether recognition, pay, or other benefits), it creates stress and negative feelings.
- Example: An employee working long hours without adequate compensation or career progression opportunities.
Poor Organisational Justice
Another crucial factor is poor organisational justice. This refers to the perceived fairness of processes and interactions within the workplace. It includes the following:
- Lack of Procedural Justice: This arises when the rules and procedures used to make decisions (such as promotions, task assignments, etc.) are perceived as unfair or inconsistent.
- Example: Promotion criteria are unclear and seem to favour certain individuals over others.
- Lack of Informational Fairness: This occurs when there is a lack of transparency or inadequate communication regarding decisions that affect employees.
- Example: Major changes are implemented without clear communication, leaving employees feeling unsure and anxious.
- Lack of Interpersonal Fairness: When employees feel that they are not treated with dignity, respect, or kindness by their supervisors or colleagues, it contributes to an unsafe psychosocial environment.
- Example: A supervisor consistently dismisses employees' concerns or treats them disrespectfully.
Other Contributing Factors
While the reference focuses on effort-reward balance and organisational justice, other crucial factors contribute to psychosocial risks:
- High Workload: Unrealistic deadlines and excessive workloads.
- Job Insecurity: Fear of job loss due to restructuring or economic uncertainty.
- Lack of Control: Limited autonomy and decision-making power in one's work.
- Poor Work Relationships: Negative or unsupportive relationships with managers or colleagues, including bullying or harassment.
Solutions and Mitigating Factors
Addressing psychosocial risks requires proactive measures:
- Regularly review and refine the balance of workload and employee's ability to cope.
- Ensure that reward systems are fair and transparent.
- Promote open communication and transparency in decision-making.
- Foster a supportive and respectful workplace culture.
- Provide training and resources to manage stress effectively.
- Address employee concerns promptly and fairly.
By understanding and addressing these causes, organizations can create a healthier and more productive work environment.
