vith those aspects of work design andthe organization andl management of work, and theie social and envizonmentl both ‘unfavorable organiation and management in. the workplace, which include but is aot Limited to excessively demanding work and/or insufficient time to complete tasks, role conflict and cole ambiguity, ineffective communication, poorly managed organizational change and job inseeusty, and difficulty in combining work commitments with person al life (Toukas, Delichas, Toufekoula, & Spyrouli, 2015). Work-related psychosocial factors have been shown as major contributors tr mental health problems so that mental health Correspondence address [Direccion para comespondenca rol. De Albert Set. Faculty of Paychalogy. Haleane Manes University. (Gir de Vallemona mn 75 (7222 Para (Spe) emai alher wud ex Arie made 23062017: iad 122017 apd 24.03.2018) complaints such as stress, depression of anxiety arc the see- ‘ond most frequently reported work-related health problem in Earopean countries after musculoskeletal diseases (To- ‘maschck, Liitke, Melzer, Debitz, & Buruck, 2018). ‘Although the prevalence and impact of psychosocial risks is now widely acknawledged as a priosity in Health & Safety (H&S) in Eusope, there is an importance resistance by key stakeholders in prioritizing psychosocial risk management both in business and policy making (Leka, Van Wasseahove, & Jain, 2015). One ceason for this barrier is that psychosocial sks are not easy to link dizectly to classical understandings, of what isa risk to H&S (Walters, 2011). [tis also important tw note that psychosocial risks would be managed acither solely through a H&S perspective aoe theough solely from 3 human resource management perspective, but from a strate= gic perspective both at omanizational and at policy level (Langenhan, Leka, & Jain, 2013). Despite of these bartiers, there is empirical evidence about ro reducing the level of psychosocial risk has a positive effect on workers satisfaction, well-being and health (Aust & Ducki, 2004; Kompéer, Aust, van den Begg, & Siegrist, 200; ‘Kristensen, 2000), Supervision and leadership, and associated psychosocial risks (conflict and zole ambiguity, development = 106