Stress factors related to social relationships and interaction factors
Other psychosocial stress factors
Job resources
Assessment of psychosocial workload
Psychosocial workload management methods
Own competencies and the challenge of managing psychosocial workload
Reform of the Occupational Safety and Health Act
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To what extent do the following stress factors related to the content of work occur at your workplace?
To what extent do the following stress factors related to the organization of work occur at your workplace?
To what extent do the following stress factors related to social relationships or interaction occur at your workplace?
Are there other harmful psychosocial stress factors that are constantly present at your workplace?
233 responses
Excerpts from the responses:
Power play between the CEO and the Chairman of the Board that affects everyone.
In general, there is a constant rush, new projects, "rules" that you do not have time to internalize
The noise of an open-plan office.
Challenging situations with clients, responsibility.
Excessive promises sales have made to the client.
There is a person in our unit who, with their strong personality, dominates other for their own benefit.
The idea of change negotiations has been floated for years and work has been re-organized for a smaller group.
Job descriptions have been too burdensome for years and are now being clarified.
Financial uncertainty and the need to get sales.
A threatening outlook for the industry.
Employees are not rewarded in any way
Agency contract workers are not in an equal position
Shortcomings in the flow of information.
What job resources have you identified at your workplace?
Job resources refer to things that are well at work and that promote the employees' ability to cope at work.
387 responses
Excerpts from the responses:
Work pairs that work well together, good team spirit.
There is flexibility in arranging working hours according to the employee's needs (e.g. family situation)
Good lunch options.
Values and meaningful work.
Well-being at work hours
The only thing that comes to mind is the work communities that have worked together for a long time.
The ability to influence one's own work tasks and working hours.
Premium tools.
The supervisor’s support and trust.
Support from the management.
Employee training and development of induction training.
Healthcare services.
Nice colleagues with a sense of humour.
Some are also able to prioritize and limit their work so that the work is done, but they do not drag themselves to the limits of coping.
A lot of peer support in actual professional skills, because there are a lot of good professionals.
Has a risk assessment of psychosocial stress factors been carried out at your workplace?
Has the workplace survey carried out by occupational health care examined psychosocial stress factors and assessed their significance to health and work ability?
What other means are used in your workplace to assess psychosocial workload?
212 responses
Excerpts from the responses:
Questions related to workload are included annually in the personnel survey
Personal performance appraisals annually (employee/supervisor discussions)
Open discussion between the supervisor and the employee
If necessary, a separately targeted workplace survey by occupational health care
The current situation and possible improvements to processes and working conditions are discussed approximately every two weeks.
The occupational safety representative visits locations several times per year and also contacts personnel electronically
What psychosocial workload management measures are in place at your workplace?
233 responses
Excerpts from the responses:
Mental health services in occupational healthcare
Each employee has a regular, monthly meeting with their supervisor
Taking breaks from work, coffee and lunch breaks
Discussion sessions about mental stress factors in workgroups
Clear responsibilities
Guidelines about preventive measures and identification
We have jointly developed our work culture.
We have an active occupational well-being committee that aims to develop occupational well-being and coping at work.
Well functioning meeting policies
How adequate is your competence in identifying the psychosocial stress factors of work?
How challenging do you find the management of psychosocial workload at your workplace?
Provide reasoning for your response.
286 responses
Excerpts from the responses:
There are various jobs and people, and some cope better and others not so well.
An open atmosphere and trust have a big impact on this.
The amount of work and the number of employees do not match in the unit, which makes identifying measures challenging.
People react differently to psychosocial workload. Identifying these can be difficult if you are not familiar with the matter.
Even when shortcomings arise, improvements or changes are not made until someone is completely exhausted.
Psychosocial stress factors cannot always be eliminated, for example, in work with clients.
I maintain processes and a culture of conversation in order to facilitate operations and the situation.
No training in the topic. We attempt to restore the joy of work purely on an amateur basis.
The power game at the level of the executive team causes the daily life of the company to be difficult to run.
Supervisors are not sufficiently familiar with the content of expert work, due to which stress is estimated to be lower than it actually is. In addition, supervisors have varying skills in risk assessment.
My workplace has a hybrid model and 2/3 of the staff works entirely remotely. There is fairly little interaction due to this, making it difficult to assess how things are going.
Different departments have very different stress factors and situations that cannot be fully known.
Changes in the company, growth, recruitment and orientation of new people pose challenges to the company.
Are you aware of the reform of the Occupational Safety and Health Act (1 January 2023)?
What changes have you made in occupational safety and health due to changes in the law?
304 responses
Excerpts from the responses:
Emphasize the assessment of individual prerequisites in terms of work tasks.
Our assessment is that we have already had the matters required by law in order before the amendment
Supervisors have had well-being at work discussions with people 55 and over and, job descriptions have been modified, if necessary and possible.
The matter has been discussed with occupational safety and health actors.
The supervisors have been acquainted with the matter. For example, I myself tell about the reform when visiting the work units
We have started to systematically include the assessment of psychosocial stress factors in our risk assessment.
More attention was paid to individual factors and their identification/management in risk assessment.
The occupational safety and health panel is a survey that is targeted at the occupational safety and health personnel and focuses on topics of current interest related to work life. In 2023, the changing theme was occupational safety and health and psychosocial factors of work.
Description
The results are based on the occupational safety and health panel, an electronic survey about occupational safety and health activities and topical matters related to current workplace activities and well-being sent once a year to a set of people in the occupational safety and health personnel register. The theme of the 2016 occupational safety and health panel was psychosocial stress factors and their assessment in workplaces. In the 2023 survey, we used some of the same questions, which made it possible to compare them over time.
The purpose of the occupational safety and health panel is to support the occupational safety and health personnel’s work: the results give tips on the matters to which attention should be paid at workplaces. The survey also provides information about the status of current topics related to work life at Finnish workplaces.
The panel is carried out in co-operation by the Finnish Institute of Occupational Health and the Centre for Occupational Safety.
What the graphs describe
The graphs present the occupational safety officers' and occupational safety representatives' own assessment of the psychosocial factors at work.
The data consists of a survey carried out in November–December 2023, with a total of 597 respondents. Of the respondents, 65% were occupational safety officers and 33% were occupational safety representatives. In the 2016 panel, there was a total of 822 respondents of whom 68% were occupational safety officers and 32% were occupational safety representatives.
Approximately every second workplace has recognized the effects of climate change at the workplace, but they have not been dealt with from the point of view of occupational safety
Excerpts from the responses: