Sociology Department, Faculty of Sociology and Political Sciences, Autonomous University of Barcelona (UAB), Cerdanyola del Vallès, Spain.
Union Institute of Work, Environment and Health (ISTAS), Reference Centre on Work Organization and Health, Barcelona, Spain.
Am J Ind Med. 2022 Oct;65(10):800-812. doi: 10.1002/ajim.23414. Epub 2022 Aug 8.
Despite the growing number of studies on direct participation labor-management practices, little is known about the role of their different discretionary degrees (delegation or consultation) and topics in their relationship with the psychosocial work environment by occupational groups.
Cross-sectional study on the relationship between direct participation and work-related psychosocial risks (using COPSOQ-ISTAS21 v3) on a representative sample of the salaried and wage-earning employees in Spain (n = 1807). Prevalence ratios were calculated using adjusted Poisson regression models, controlling for 10 other labor-management practices, sex, and age, and stratified by occupational group.
The use of direct participation was either associated consistently with a healthier psychosocial work environment (mostly in manual occupations, which presented twice as many positive associations as nonmanual occupations, and of greater strength, mostly in the control and social support dimensions) or there were no significant associations (mostly among nonmanual occupations and in relation to work pace). More frequent and stronger associations were observed when consultation and delegation were used in combination. If used separately, consultation achieved better results among manual occupations and delegation among nonmanual occupations. Direct participation topics were not important for results in manual occupations whereas results were better on tactical (vs. operational) issues in nonmanual occupations.
Direct participation does not change power structure, but it may be a useful intervention at the company level to reduce work-related psychosocial exposures and associated diseases among workers in manual occupations, and consequently for decreasing occupational exposures and health inequalities.
尽管关于直接参与劳资管理实践的研究越来越多，但对于其不同的自由裁量权程度（授权或咨询）及其在不同职业群体中与心理社会工作环境的关系中的作用，人们知之甚少。
这是一项关于直接参与和与工作相关的心理社会风险（使用 COPSOQ-ISTAS21 v3）之间关系的横断面研究，在西班牙的受薪和领薪员工中选择了有代表性的样本（n=1807）。使用调整后的泊松回归模型计算了比值比，同时控制了 10 种其他劳资管理实践、性别和年龄，并按职业群体进行了分层。
直接参与的使用与更健康的心理社会工作环境有关（主要在体力劳动职业中，其阳性关联的数量是脑力劳动职业的两倍，且强度更大，主要在控制和社会支持维度上），或者没有显著关联（主要在脑力劳动职业中，与工作节奏有关）。当咨询和授权同时使用时，观察到更频繁和更强的关联。如果单独使用，咨询在体力劳动职业中效果更好，而授权在非体力劳动职业中效果更好。直接参与的主题在体力劳动职业中并不重要，但在非体力劳动职业中战术（相对于操作）问题的效果更好。
直接参与不会改变权力结构，但它可能是公司层面的一项有用干预措施，可以减少体力劳动职业工人与工作相关的心理社会暴露和相关疾病，从而减少职业暴露和健康不平等。
