Jain Aditya, Torres Luis D, Teoh Kevin, Leka Stavroula
Nottingham University Business School, Jubilee Campus, Wollaton Road, Nottingham, NG8 1BB, UK.
Department of Organizational Psychology, Birkbeck, University of London, London, WC1E 7HX, UK.
Soc Sci Med. 2022 Jun;302:114987. doi: 10.1016/j.socscimed.2022.114987. Epub 2022 Apr 25.
Work-related psychosocial hazards are recognised as a key priority in the future of work. Even though European Union (EU) legislation requires employers to assess and manage all types of risks to workers' health and safety associated with all types of hazards in the work environment, it does not include clear reference to psychosocial risks and work-related stress. In several EU member states, there is now more specific legislation on psychosocial risks that clarifies employer responsibilities. The aim of this study is to explore whether the introduction of specific legislation on psychosocial risks and/or work-related stress is related to organisations implementing action plans to prevent work-related stress, and in turn, better psychosocial working conditions (job demands and resources), and less reported work-related stress in the workforce. It does so by comparing EU member states and candidate countries that have introduced more specific legislation to those that have not, conducting multilevel modelling analysis by linking two representative European-level datasets, the 2014 employer European Survey of Enterprises on New & Emerging Risks and the 2015 employee European Working Conditions Survey. Findings indicate that the presence of specific national stress legislation is associated with more enterprises having a work-related stress action plan. The existence of action plans was found to be associated with increased job resources but not decreased job demands. Furthermore, only in those countries with specific national legislation on stress, job resources were found to be associated with less reported stress through the existence of organisational action plans. Findings lend support to the argument for more specific legislation on psychosocial risks/work-related stress in the EU. However, they also raise questions on whether current interventions implemented at organisational level to deal with work-related stress may be geared more towards the development of individual resources and less towards better work organisation and job design.
与工作相关的社会心理危害被视为未来工作中的一个关键优先事项。尽管欧盟立法要求雇主评估和管理与工作环境中各类危害相关的对工人健康和安全的所有风险类型，但其中并未明确提及社会心理风险和与工作相关的压力。在几个欧盟成员国，现在有关于社会心理风险的更具体立法，明确了雇主的责任。本研究的目的是探讨引入关于社会心理风险和/或与工作相关压力的具体立法是否与组织实施预防与工作相关压力的行动计划相关，进而与更好的社会心理工作条件（工作要求和资源）以及劳动力中报告的与工作相关压力的减少相关。研究通过将已引入更具体立法的欧盟成员国和候选国家与未引入的国家进行比较来实现这一目的，通过链接两个具有代表性的欧洲层面数据集进行多层次建模分析，这两个数据集分别是2014年雇主欧洲新兴风险企业调查和2015年员工欧洲工作条件调查。研究结果表明，国家层面存在具体的压力立法与更多企业制定与工作相关的压力行动计划相关。研究发现行动计划的存在与工作资源的增加相关，但与工作要求的减少无关。此外，仅在那些有国家层面压力具体立法的国家，通过组织行动计划的存在，发现工作资源与报告的压力减少相关。研究结果支持了在欧盟制定关于社会心理风险/与工作相关压力的更具体立法的观点。然而，它们也引发了一些问题，即当前在组织层面实施的应对与工作相关压力的干预措施是否可能更多地侧重于个人资源的开发，而较少侧重于更好的工作组织和工作设计。
