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RTD 5 Psychosocial Hazard - FOR STUDENTS - 2021-2022
RTD 5 Psychosocial Hazard - FOR STUDENTS - 2021-2022
PSYCHOSOCIAL HAZARD
FOR STUDENTS
SEVENTH SEMESTER
PROGRAM FACULTY OF MEDICINE
UNIVERSITAS ISLAM BANDUNG
2021/2022
ROUND TABLE DISCUSSION
PSYCHOSOCIAL HAZARD
Learning Objectives
1. The student identifies the definition psychosocial hazard at the workplace
2. The student identifies sources of psychosocial hazard at the workplace
3. The student explains the halth and safety risks of psychosocial hazard at the workplace
4. The student explains the tools for psychosocial hazard monitoring at the workplace
5. The student gives examples how to manage and prevent potential cases of occupational psychosocial
risks
6. The students explains the diagnostic criteria of several psychiatric problems in the workplace
7. The students able to perform seven step approach in diagnosing psychosocial work-related illmess
Concept Map
Framework
Occupational
Mental health SDS Productivity
Management
Psychiatric Problems
Depression
Anxiety
Stress and Stressor Holmes Rahe
etc.
Type of Psychosocial
Hazard
Workplace Stress
Bullying
Violence
3. What is the definition of Psychosocial Hazard/Psychosocial work environtment? The content of work
and work demands, the social relationships at work, the organization of work and the work culture
which can each affect the mental and physical well-being of workers. All these work aspects are
sometimes referred to as workplace stressors, which may have cognitive, emotional, physical, or
motivational effects on workers.
4. What is the definition of work stress/distress? Subjective feelings and physiological responses that
result from the psychosocial work environment that put an individual in a position of being unable to
cope or respond appropriately to demands being made upon him or her.
5. What is the definition of work stressor? Describe the example of stressors based on internal and
external sources of individual stressors and their workplace!
A variety of psychosocial risk factors has been studied in relation to the onset of mental disorders.
Some of these factors stem from stress theories, such as the influential Job Demand-Control theory by
Karasek and the Effort-Reward Imbalance Model by Siegrist. Over the last decade the concept of
Organizational Justice, a concept from industrial/organizational psychology where it was used to study
outcomes such as motivation or commitment, has also been studied in relation to the onset of mental
health problems.
a. Explain the Job Demands-Resources model (Demerouti et al., 2001) and Job-Demand Control
(JDC) theory (Karasek & Theorell, 1990) to explain the psychosocial risk factor at the workplace
b. Explain the ERI Model to explain the psychosocial risk factor at the workplace
c. Explain this concept in front of your group!
e. Explain working condition related to these 12 Psychosocial Hazard and discuss with your groups
1. Time pressure
2. Cognitive demands
3. Emotional demands
5. Work Roles
6. Conflict
7. Change
9. Job Control
e. Explain the Physiciatric disorder risks from the psychosocial hazard! Find the diagnostic
criteria in DSM V
3. Insomnia Disorder
b. Describe the goals and examples for each level in a comprehensive psychosocial hazard
management at the level of individual, organizational, and industry
c. The medical approach to diagnose and manage of the psychosocial risk at the workplace
Please perform role play to understand the seven step approach in managing
patient/worker with psychosocial hazard:
CASE DISCUSSION & ROLE PLAY 7 Step Occupational Diagnosis
Read Carefully, simulate a role play if needed, and discuss with your group!
Action plans consider what a student as a future physician will do. In cases where a disease/health
condition is the starting point, this is a seven-step procedure: (1) disease; (2) exposure; (3) finding the
evidence; (4) finding the hazard dose (5) finding individual factor contributing to the diseases other
possible causes; (6) finding the external psychosocial factor; (7) judgment as to the disease is work
related or not; and intervention.
In this subchapter, the 5-step procedure will be applied to the case of a 48-year-old woman who consults
her general physician because of emotional problems.
Case:
A 48-year-old woman, Mrs. W, consults her general physician because of emotional problems. She
o Mrs. W. tells her GP about her job as a bank employee and her work activities.
- Are there any aspects of or circumstances in your work that may have contributed to your health
complaints?
o Mrs. W. answers that she believes that her work has played a major role in the emotional
problems.
- The GP refers Mrs. W to her Employee Assistance Program for a clinical treatment of her depression
She also advises her to see her occupational physician to discuss the work problems.
Mrs. W. meets with her Occupational Physician (OP) for a first consultation two weeks later. Eventhough
her symptoms are still present, Mrs. W. feels that the worst is behind her. The OP requested information
from Mrs. W’s supervisor. Her supervisor reports that she has always worked well under her leadership.
She does, however, due to uncertainty and perfectionism, have trouble working quickly and meeting
deadlines. She often works late. The interaction with colleagues can be troublesome. Since last year older
colleagues ignore and tease her for always being so uptight and such a high achiever. The OP wonders
whether these circumstances, unpleasant as they may be, are cause enough to call Mrs. W’s depression
work-related. The OP decides to inventory the nature, intensity and timing of Mrs. W’s exposure to
psychosocial stressors in the workplace.
General questions
o I come in at 8 a.m. to start up my work and then I usually work one half or whole day at
the front desk. If I am not at the front desk dealing with customers, I work at the back
office tending to my administrative duties.
o I work 5 days a week but I usually work late to round up things after closing time.
o Yes
o No
Control
o Yes
o Yes
Social Support
- Can you rely on your supervisor when your work is getting hard?
o Well, she doesn’t complain about the quality of my work, but she does pressure me to
work faster.
- Do you believe you can count on your colleagues when your work is getting hard?
o No, if I ask for help they’ll say that they’re too busy at that moment. Even if I know that
can’t be true. I am also never invited to join them for lunch or outings.
o No
o I wouldn’t call it a conflict really but she refuses to help me with the problems I am having
with my co-workers. I guess she wants to stay popular with them.
Workplace bullying/harassment
- Are you confronted with jokes or comments that you consider hurtful or inappropriate?
o Yes, I find their comments about me hurtful and their jokes about me not very funny.
Reward
- Do you feel you get paid enough for the work you provide?
o Yes
- Do you feel you get enough recognition for the work you deliver?
o Yes
- Does your job provide opportunities for personal growth and development?
o I do get to go on courses that I need for my work whenever procedures change or when
there’s new developments.
- Does your work gives you the feeling you have achieved something?
o Yes
- Conclusion: low level of exposure to insufficient rewards and as a consequence, there does not
seem to be an imbalance between effort and reward.
Procedural justice
- Are formal procedures at your work designed to hear everyone with a stake in the decision?
o They may be designed that way, but it usually does not turns out that way
- Are formal procedures at your work aimed to collect accurate information necessary for the
decision?
o Yes
- Do formal procedures at your work generate standards so that decisions can be taken
consistently?
o Yes
o Yes
- Are the extra benefits distributed fairly amongst employees in your work organization?
o Yes
Relational justice
o No, she refuses to help me out with the problems I’ve been having with my colleagues.
She even asked me to drop the complaint I filed about the behavior of my co-workers.
o Partly.
- Does your supervisor provides timely feedback on decisions and their implications?
o Yes
- The occupational history of Mrs. W. reveals that she has a high exposure to work demands and
puts a lot of effort into her job. Moreover, she is the butt of jokes almost every day, because she
often claims to be so busy. Her supervisor has not discussed the teasing with her colleagues as
she believes that Mrs. W. should be able to put a stop to this herself. But Mrs. W. was unable to
stop the teasing and feels that she has not received enough support. She has even started a
formal complaint procedure about the behavior of her co-workers. However, her supervisor
urgently advised her to drop the complaint as she assured her that her working life would be
miserable if the co-workers found out about this.
Step (3) Finding the evidence between MDD (clinical diagnosis) and the summary
of psychosocial hazard exposure
Step (4) Measuring the Psychosical Hazard
- You perfomed the SDS, WSS and repeating the DASS 42 questionaires with results as follow:
o SDS score:
Score Am :9
Score Co : 14
Score Oqn : 26
Score Oqi : 25
Score Cd : 12
Score Re :9
o WSS score: Score 29
o DASS 42 Result :
Depression score: 25
Anxiety score: 14
Stress score: 30
Step (5 & 6) Individual factor and external factors/other possible causes
Information on factors that may have contributed to the onset of the mental health condition will be
reviewed. This phase focuses on individual susceptibility for mental health conditions and on concurrent
events outside the working life of the employee.
- Previous mental health problems enhance the susceptibility to subsequent episodes of mental
health problems.
- Does any close relative has or has had mental health problems?
- Especially for major depression, a genetic preposition to develop this disorder may be hereditary.
- Were there any circumstances outside work that may have affected your mental health?
- Did you experience any of the following life events in the year before your mental health problem
started: death or illness of a spouse or family member; divorce or separation, a physical injury or
illness; marital/relational problems; pregnancy; gain of new family member? life events (even
positive life events such as pregnancy) can increase the susceptibility for mental health problems.
Intervention
- The OP decides to intervene. First, he wonders whether any evidence-based treatment for
workrelated depression exists
Refferences:
• https://www.worksafe.qld.gov.au/
• https://www.ccohs.ca/oshanswers/psychosocial/mentalhealth_risk.html
• Permenaker No 5 Tahun 2018
• Preventing and managing risks to work-related psychological health. The State of Queensland 2019.
• Hayati. 2019. Kesehatan Mental Karyawan di Lingkungan Pekerjaan. Sebuah Studi pada Divisi
Support Perusahaan Multinasional. JP3SDM. Vol. 8(2)
• www.emutom.eu
• Lovibond, S.H. & Lovibond, P.F. (1995). Manual for the Depression Anxiety Stress Scales (2nd. Ed.).
Sydney: Psychology Foundation.
• AIHS (Australian Institute of Health and Safety). (2019). The Core Body of Knowledge for Generalist
OHS Professionals. 2nd Ed. Tullamarine, VIC: Safety Institute of Australia.
• DSM V.2013. Amerucan Psychiatric Association