Kelompok 3

Dinda Ramadhanti Puteri (1706046035)

Dwy Izati Ramadani (1706045833)
Mirza Dwi Irianti (1706045921)
Ravika Ramadhania (1706046073)
Rasyid Ardi Rahmana (1706046041)

BAHAYA DAN RISIKO PSIKOSOSIAL DI TEMPAT

KERJA

TOPIK 2 & 3
 Psychosocial Hazards

“Those aspects of work design and the organisation and management of work,
and their social and environmental contexts, which have the potential for
causing psychological, social or physical harm”
 Psychosocial Risks

“Arise from poor work design, organisation and management, as well as a

poor social context of work, and they may result in negative psychological,
physical and social outcomes such as work-related stress, burnout or
depression”
Examples of working conditions leading to psychosocial risks:

- Excessive workloads
- Conflicting demands and lack of role clarity
- Lack of involvement in making decisions that affect the worker and lack of
influence over the way the job is done
- Poorly managed organisational change, job insecurity
- Ineffective communication, lack of support from management or colleagues
- Psychological and sexual harassment, third party violence
 The Changing World of Work

Affected by the changes of:

Socio-economic Technology
This term encompasses a wide range of new patterns of work
organisation at a variety of levels, such as:

• A growing number of older workers

• New working conditions, e.g. higher workloads, work intensification from downsizing, poor
conditions associated with migration for work, jobs in the informal economy
• Teleworking and increased use of information and communication technology (ICT) in the
workplace
• Demands for workers’ flexibility both in terms of number and function or skills
• An increasing proportion of the population working in the service sector
• Emerging forms of employment, e.g. self-employment, outsourcing, temporary contracts
Defining, Conceptualization, and Framework of
Psychosocial Hazard and Risk Theory

TOPIC 3
 Enginering Approach ( Pendekatan Enginering )

 Sumber : rangsangan / stimulus berasal dari lingkungan individu

 Stress digambarkan sebagai stimulus dari lingkungan kerja ( dikenal, diketahui
dan dapat merusak )
 Murni dari faktor eksternal dan bukan dari dalam diri individu

Smesler , 1963
 (Psychological Approach Pendekatan Psikologik)

 Sumber : hubungan internal yang dinamis antara manusia dengan lingkungan

 Stress merupakan suatu keadaan yang tibul bila seseorang berinteraksi dengan
situasi yang dihadapinya dengan cara tertentu

Lazarus , 1966
 Peristiwa Kehidupan , Kondisi Kerja
Stressor

Kepribadian, Dukungan
Faktor Perantara Sosial

Perilaku , Psikologi
Stress ( Respon )

Faktor Perantara Watak, Life Style

Gengguan Yang Berhubungan Dengan Stress Sakit Otot, Sakit Kepala

Jantung Koroner, Dll

Stephen Pheasant, Ergonomi, Work And Health, 19gg

 Physiological Approach (Pendekatan Fisiologik)

 Sumber : rangsangan / stimulus berasal dari internal dan eksternal

 Stress digambarkan sebagai respon umum terhadap tuntutan fisik dan
emosional

Selye 1956
 Respon otomatis ( reaksi alaram ) berupa 3 fase fisiologis

1. Bila ada tuntutan atau ancaman maka tubuh akan meningkatkan hormon kortisol sehingga emosi
ertambah

2. Pertahanan diri kemudian stress meningkat dan usaha fisiologis untuk mencapai kapasitas penuh

3. Terjadi jika stress brkepanjangan, maka ditandai dengan kelelahan individu mengurus segala tenaga
hingga jatuh sakit

Cannon, 1928
Interactional Theories of Psychosocial Risk
Person-Environment Fit

 P-E fit merupakan suatu konsep teori tentang sejauh mana pekerja sesuai dengan lingkungan
kerjanya.
 Kesesuaian tersebut berpengaruh pada kepuasan, kinerja, stress, produktivitas, etc.
 Tingkat kesesuaian tinggi akan membuahkan hasil yang baik
 Menurut Rounds dan Tracey (1990), P-E fit merupakan suatu proses timbal balik yang
berkelanjutan dimana pekerja dapat membentuk lingkungan kerja dan begitu pula sebaliknya.
French, Rogers and Cobb's theory of PE fit
 Needs–supplies fit

Sejauh mana lingkungan kerja dapat memenuhi kebutuhan pekerja, khususnya

kebutuhan untuk menggunakan kemampuan dan keterampilan mereka.

 Demands–abilities fit

Sejauh mana kemampuan pekerja dapat memenuhi tuntutan pekerjaan.

Terdapat dua hal yang berbeda dalam teori ini :
 Antara environmental variables (E) dan person variables (P)

P : needs, abilities, etc.

E : supplies, opportunities, demands

 Antara subjective perceptions atau perspektif pekerja terhadap P dan E dan objective
reality atau keadaan sesungguhnya.
Demand Control Model

 Karasek (1979)

Menurut Karesek, kunci dari Demand Control Model ialah control atau pengendalian terhadap
dampak tuntutan pekerjaan dan peningkatan kepuasan kerja dengan memberikan kesempatan kepada
pekerja untuk terlibat dalam tugas yang menantang serta hal-hal baru

 Faktor penting :
 Job demand (tuntutan kerja) : segala tekanan psikologis yang ada di lingkungan keja, seperti jumlah pekerjaan, waktu
kerja, proporsi pekerjaan, tingkat kesulitan, dll.

 Decision latitude (lintang keputusan) : kebebasan pekerja untuk menangani pekerjaannya.

Job Characterisic Model Theory

 Menurut Hackman dan Oldham, teori ini berfokus pada pentingnya desain pekerjaan
untuk meningkatkan motivasi pekerja yaitu dengan mempertimbangkan faktor
perilaku dan kebutuhan psikologis pekerja saat melakukan pekerjaan.
 Terdapat lima aspek yang menjadi faktor penting, yaitu
 Skill variety
 Task identity
 Task significance
 Autonomy
 Feedback from job
Effort Reward Imbalance Model
 Effort merupakan usaha yang dilakukan pekerja, sedangkan reward adalah imbalan yang akan didapat
oleh pekerja.

 Pada ERI model, costs merepresentasikan tuntutan pekerjaan atau kewajiban yang dikenakan pada
pekerja. Imbalan yang didapat dari pekerjaan itu termasuk penghargaan, keamanan, gaji, dan peluang
karir (Siegrist, 1996, 2002).

 Ketidakseimbangan antara usaha yang dilakukan oleh pekerja dengan imbalan yang mereka dapatkan
akan berdampak pada psikologis. Contoh dari stress akibat ketidakseimbangan itu adalah jika seorang
pekerja mengalami beban pekerjaan yang tinggi, tetapi tidak mendapat apresiasi yang sesuai.
 Social
Engineering
Based on Webster’s Dictionary

SOCIAL

ENGINEERING
Jadi Apa Artinya?

• memanipulasi
• mengambil tindakan
• ketertarikan tertinggi/bukan
• informasi, akses, melakukan
hal tertentu

Christopher Hadnagy, 2011

Warr’s vitamin model

 Why vitamin model?: Nine features divided into two types.The physical
body reacts against excessive levels of vitamin A or D, but high intakes of
vitamins C or E do not cause negative effects.
 High levels of type AD environmental features (e.g. Opportunity for
control) produce a negative effect on mental health, whereas high levels of
type CE features (e.g. Money) do not.
Tabel karakteristik pekerjaan yang mempengaruhi
kesehatan mental

Environmental feature Type (AD – CE)

1. Opportunity for control Additional Decrement
2. Opportunity for skill use Additional Decrement
3. Externally generated goals Additional Decrement
4.Variety Additional Decrement
5. Environmental clarity Additional Decrement
6. Availability of money Constant Effect
7. Physical security Constant Effect
8. Opportunity for interpersonal contact Additional Decrement
9.Valued social position Constant Effect
Action theory
 Action theory, Subfield of philosophy of mind that is specially important for
ethics; it concerns the distinction between things that happen to a person and
things one does or makes happen. Action theorists consider issues such as
motive, desire, purpose, deliberation, decision, intention, trying, and free will. A
central problem is the question of volition, or what connects intention with
bodily movement; in Ludwig Wittgenstein’s formulation, “What is left over if I
subtract the fact that my arm goes up from the fact that I raise my arm?”
Socio-technical systems

 complex interaction between humans,

machines and the environmental aspects of
the work system
 Technical : work
 Social : people and their habbit
 Goals : joint optimization
WHO psychosocial risk Model theory
 Mental health problems
 other stress-related disorders
 early retirement from work
 high absence rates
 overall health impairment
 low organizational productivity.
WHO Psychosocial Risk Asessment
Coping Stressor
Definisi Coping(WHO, 1999)
Menangani

Komponen Utama(Lazarus, 1996)

1. Process: yang orang lakukan dan pikirkan pada saat menghadapi
tekanan (stress).
2. Context-dependent: coping dipengaruhi oleh suatu kejadian
khusus yang akan memulai coping, dan hal tersebut akan di
tangani dengan sumber-sumber yang ada.
3. Independent of outcome: penilaian apakah coping berhasil
dilakukan atau tidak.
 Coping Taxonomies

Adaptation of the Adaptation to the

Environment Environment

Ditargetkan untuk mengurangi

Ditargetkan untuk menghadapi
emotional experience yang terkait
sumber stress
dengan stress tersebut

Menurut Lazarus, 1996 :

 Coping Taxonomies
Seeking Social Support

Postponing Action by Relaxation

and Distracting Attention

Developing Greater Ability to Deal

with the Problem

Rationalising the Problem

Drawing on Support Through
Spiritual Commitment
Strategi Coping (Dewe, 1987)
 Coping as Problem Solving

Melalui pemecahan masalah yang ideal (Cox, 1987)

Rekognisi dan Aksi Problem

Diagnosis dan Evaluasi Solved
Individual and Group Difference

Vulnerable
Type A Selection
Groups
Socio-demography, social
Control status, behavioural style,
skill, health status
treated in a number of
ways depending as much
on moral and legal
young workers, older
Anger and workers, migrant workers,
Hospitality disabled workers and
women worker
 Referensi
 Tom Cox CBE, Amanda Griffiths, Eusebio Rial-Gonzales, Research on Work Related Stress., European Agency for Safety and Health at Work, ISBN 92-828-9255-7,
Belgium 2000
 ILO. Emerging Risks and New Patterns of Prevention in A Changing World of Work. Geneva, 2010
 EU-OHSA. Psychological Risks and Stress at Work. Available at: https://osha.europa.eu/en/themes/psychosocial-risks-and-stress (Accessed: 16/09/18)
 Su, R., Murdock, C. D., & Rounds, J. (2015). Person-environment fit. APA handbook of career intervention, 1, 81-98.
 Caplan, R. D. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational behavior, 31(3),
248-267.
 Karesek, Robert. Demand/Control Model: a Social, Emotional, and Physiological Approach to Stress Risk and Active Behaviour. Available at :
http://www.iloencyclopaedia.org/component/k2/item/12-psychosocial-factors-stress-and-health (Accessed : 17/09/18)
 Guise, M. T. (1988). Test of Hockman and Oldham's job characteristics model in a post-secondary educational setting.
 Feuerhahn, N., Kühnel, J., & Kudielka, B. M. (2012). Interaction effects of effort–reward imbalance and overcommitment on emotional exhaustion and job performance.
International Journal of Stress Management, 19(2), 105.
 Monat, A & Lazarus, R S, 1981, Stress and Coping an Anthology, Colombia University Press, New York
 Stephen Pheasent, Ergonomi, Work And Health, 1966
 Christopher Hadnagy. 2011. Social Engineering: The Art of Human Hacking. Wiley Publishing: Indianapolis.
 Jan de Jonge & Wilmar B. Schaufeli. 1998. Job characteristics and employee well-being: a test of Warr's Vitamin Model in health care workers using structural equation
modelling. John Wiley & Sons, Ltd.
 Gloria Lotha. 2011. Stanford Encyclopedia of Philosophy - Action.
 Stravoula Leka & Tom Cox. 2008. Guidance on the European Framework for Psychosocial Risk Management.
 Ababa, A. (1999). EMERGENCY HEALTH TRAINING PROGRAMME FOR AFRICA. [ebook] WHO, p.3. Available at: http://apps.who.int/disasters/repo/5517.pdf [Accessed 17 Sep.
2018]
 Peŕezgonzaĺez, J., Cox, T., Griffiths, A. and Rial-Gonzales, E. (2000). Research on work-related stress. United Kingdom: European Agency for Safety and Health Work, pp.46 - 52.