Santé psychologique : nouveautés

risquephyscologiqueCe billet présente 32 ressources reliées à la santé psychologique. Parmi celles-ci, notons un dossier bien étoffé sur l’incivilité; des articles sur la santé psychologique des infirmières; des recherches sur l’importance de la gestion et le leadership sur la rétention du personnel et sur la santé et la sécurité au travail; une série de documents de l’INSPQ sur l’identification des risques psychosociaux du travail, entre autres.

Accès aux documents : Les documents sans icône (environ la moitié) sont disponibles en accès ouvert. Deux icônes indiquent les conditions d’accès aux autres documents :

Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Ressource en accès restreint (il faut la faire demander en prêt entre bibliothèques ou bien l’acheter auprès de l’éditeur)

ressource disponible par abonnement (réseau ASSTSAS / CNESST)Ressource pour laquelle l’ASSTSAS ou un autre centre du réseau de la CNESST a un abonnement

Accéder aux titres par thème :

Bien-être au travail
Épuisement
Gestion et leadership
Harcèlement et intimidation
Organisation des tâches et du temps de travail
Questionnaires et outils d’évaluation
Réactions post-traumatiques
Risques psychosociaux
Santé psychologique du personnel infirmier
Stress

Bien-être au travail

Finding Joy Through Meaningful Work
Source : Hospital Employee Health 37(3), 2018-03-01

After a demanding shift rife with unexpected stress and complications, the last word healthcare workers may use to describe their job is “joyful.” Nevertheless, researchers who study healthcare work culture say such an emotional state is possible. The joy that comes from meaningful, important work is a tonic to burnout and compassion fatigue.
This document refers to the IHI Framework for Improving Joy in Work

Integrating health and safety can lead to greater employee well-being: Report
Source : Canadian Occupational Safety Prépublication, 2018-03-08

To get the most out of their well-being programs, a new report from the Campbell Institute recommends that organizations consider improving the areas of highest risk to their team. These areas may include employee fitness and nutrition, but can also encompass broader health and safety issues, such as workplace fatigue, stress, overtime management and job security. The report recommends that employers follow the plan-do-check-act model.

Épuisement

Gendered Pathways to Burnout: Results from the SALVEO Study
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Source : Annals of Work Exposures and Health Prépublication, 2018-02-19

Burnout is a pervasive mental health problem in the workforce, with mounting evidence suggesting ties with occupational and safety outcomes such as work injuries, critical events and musculoskeletal disorders. While environmental [work and non-work, work-to-family conflict (WFC)] and individual (personality) pathways to burnout are well documented, little is known about how gender comes to influence such associative patterns. The aim of the study consisted in examining gendered pathways to burnout. The study analysed data derived from the SALVEO study, a cross-sectional study of 2026 workers from 63 workplaces from the province of Québec (Canada). Study results supported our hypotheses positing that gender distinctively shapes environmental and individual pathways to burnout. OHS prevention efforts striving for better mental health outcomes in the workforce could relevantly be informed by a gendered approach to burnout.

Hardiness as moderator of the relationship between structural and psychological empowerment on burnout in middle managers
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Occupational and Organizational Psychology Prépublication, 2017-12-12

This study tested whether hardiness moderates the relationship between structural empowerment (SE), psychological empowerment (PE), and burnout among middle managers. Results show that the propensity to experience burnout is linked to structural empowerment (SE) and that psychological empowerment (PE) mediates the relationship between SE and burnout. In order for SE to raise PE and diminish burnout symptoms, a moderate-to-high level of hardiness is needed. In the case of low hardiness middle managers, organizations must develop hardiness through training programmes before effecting changes in the structural conditions of the working environment to enhance structural empowerment.

La « fatigue de compassion » : on en parle à l’Hôpital car les soignants en souffrent…
Source : managersante.com, 2018-03-16

Une nouvelle notion émerge dans le champ sanitaire et social, précisant les relations entre charge de travail, perte de sens, effort affectif et épuisement professionnel (burn out). Il s’agit de l’usure ou fatigue de la compassion. Celle-ci développe un rapport particulier entre le soignant, l’accompagnant ou bien tout salarié, et l’autre, celui dont il est responsable. Mais derrière une innovation conceptuelle bien commode pour apprécier les modes de travail marqués par l’individualisme, la fatigue de compassion questionne la valeur même de l’hospitalité, voire l’action altruiste elle-même.

Personal, professional and workplace factors that contribute to burnout in Australian midwives
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Advanced Nursing 74(4), 2018-03-09

This study aimed to identify personal, professional and workplace factors that contribute to burnout in midwives. Authors conclude that family‐friendly work environments that facilitate work–life balance can help to reduce the personal and organizational costs of burnout. Similarly, providing continuity of midwifery care in a caseload model can facilitate work–life balance and provide significant mental health benefits to participating midwives.

The effect of profession on burnout in hospital staff
Source : Occupational Medicine, 2018-03-13

This study aims to assess the prevalence of burnout in different professional groups of hospital staff and how the professional category is associated with levels of burnout. High levels of burnout due to emotional exhaustion were observed in all professional categories according to a self-administered questionnaire. Nurses, administrative staff and technicians more frequently scored higher levels of emotional exhaustion and lack of personal accomplishment than physicians and healthcare assistants. Not all professionals scored highly for depersonalization. Emotional exhaustion scores were significantly lower in healthcare assistants than nurses. Authors conclude that burnout affects all professional categories of hospital staff.

Gestion et leadership

Nurses’ turnover intention: the impact of leader‐member exchange, organizational identification, and job embeddedness
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Advanced Nursing, 2018-03-25

This study aims to examine the influence of three factors on turnover intention: leader-member exchange quality, organizational identification and job embeddedness. This area of inquiry has not been fully investigated in the literature. The results revealed the direct relationship between leader-member exchange quality and job embeddedness. Organizational identification played an intermediary role that partially mediated the relationship between leader-member exchange quality on job embeddedness. Analysis also provided support for the mediating effect of organizational identification and turnover intention through job embeddedness.

Participatory approaches to workplace safety management: bridging the gap between behavioral safety and participatory ergonomics
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Source : International Journal of Occupational Safety and Ergonomics Prépublication, 2018-02-08

Many researchers and practitioners argue the importance of end-user involvement in workplace safety management, but the research literature and practices remain fractured across orientations. The primary aim of this article is to bridge the gap between two major participatory safety management approaches: behavioral safety and participatory ergonomics. First, an overview and brief history of participative management is presented to provide context for its application to workplace safety. Next, behavioral safety and participatory ergonomics are separately examined in terms of their origins and core elements. Finally, based on this examination, unifying elements between behavioral safety and participatory ergonomics will be presented to provide a comprehensive account of participatory safety management.

The impact of nurse managers’ leadership styles on ward staff
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : British Journal of Nursing 27(4), 2018-02-19

Leadership style is related to job satisfaction, staff retention, costs, and quality of care, but few studies examine leadership styles in the healthcare sector. This study employed qualitative methodology, involving 35 nurses working in different specialties of a medical city in Saudi Arabia. Findings showed that participants described four types of leadership styles: relational leadership, preferential leadership, communication chain leadership, and ineffectual leadership. Authors conclude that the leadership style employed by nurse managers has a major impact on nurses’ satisfaction, turnover, and the quality of patient care they deliver.

Harcèlement et intimidation

Civilité en milieu de travail : dossier spécial
Source : Portail RH , s.d.

Saluer ses collègues le matin, se regarder dans les yeux lorsqu’on se parle, ne pas exclure des collègues lors d’une activité, cela peut sembler banal. Cependant, à la longue, le manque de civilité a de lourdes conséquences tant pour les travailleurs que pour l’organisation. Découvrez-en plus sur la civilité en milieu de travail dans ce dossier spécial.

Code de pratique sur le harcèlement au travail
Source : Gouvernement de l’Ontario, 2018-01-09

Le présent code de pratique sur le harcèlement au travail a pour but d’aider les employeurs à remplir leurs obligations en ce qui a trait aux dispositions sur le harcèlement au travail de la LSST.

Does Workplace Bullying Affect Long-Term Sickness Absence Among Coworkers?
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Source : Journal of Occupational and Environmental Medicine 60(2), 2018-02

This study examines if non-bullied employees at work units (WUs) with workplace bullying have more long-term sickness absence (LTSA) than employees in non-bullying WUs. 3158 of 7229 public health employees from 302 WUs answered a questionnaire on working conditions and health in 2007. WUs were classified as (1) no bullying; (2) moderate and (3) high prevalence of bullying. LTSA during the following 2 years was obtained by linkage to the Danish register of sickness absence compensation benefits. Non-bullied coworkers in WUs where bullying was reported had 15% to 22% more LTSA compared with non-bullying WUs. Authors conclude that workplace bullying may be associated with LTSA in the entire WU.

Is Sexual Harassment of Nurses Prevalent in Health Care?
Source : ONS Voice, 2018-03-07

A survey of U.S. academic medical faculty members found that 30%–40% of women in health care experienced sexual harassment, and those who complained or reported it received negative consequences to their careers. Moreover, 60% of trainees and medical students also experienced sexual harassment. However, most did not report the incidents.

Mental Health Expenditures: Association with Workplace Incivility and Bullying Among Hospital Patient Care Workers
Source : Journal of Occupational and Environmental Medicine Prépublication, 2018-03-19

Bullied workers have poor self-reported mental health; monetary costs of bullying exposure are unknown. We tested associations between bullying and health plan claims for mental health diagnoses. Results show that workers experiencing incivility or bullying had greater odds of any mental health claims. Employers could avoid these monetary costs through work environment modification.

Organisation des tâches et du temps de travail

The effect of working in an infection isolation room on hospital nurses’ job satisfaction
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Nursing Management 26(2), 2017-12-28

This study aims to examine how the nature of working in a carbapenemase‐producing Klebsiella pneumoniae infection isolation room affects nurses’ job performance and job satisfaction. Authors conclude that prolonged work in isolation can negatively impinge upon both performance and job satisfaction. Managers can consider refraining from lengthy nurse assignment to the isolation room. This would also apply to other areas of nursing practice where work is performed in isolation.

Factors predicting Registered Nurses’ intentions to leave their organization and profession: A job demands-resources framework
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Advanced Nursing 74(4), 2017-12-05

This study aims to develop a comprehensive model of nursing turnover intention by examining the effects of job demands, job resources, personal demands and personal resources on burnout and work engagement and subsequently on the intention to leave the organization and profession. A cross-sectional e-survey received 2876 responses from RNs in New Zealand. Authors found that work-life interference and high workloads are major threats to nursing retention while challenge demands and higher levels of self-efficacy support better retention.

Interventions to improve working conditions of nursing staff in acute care hospitals: Scoping review
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Nursing Management 26(2), 2018-03-13

This scoping review found measures that can be applied in order to reduce the levels of burnout, job dissatisfaction and negative perception of the quality of care among nursing staff. Measures identified include improving the patient–nurse ratio at the macro-management level, horizontal hierarchies at the meso-management level, and mind–body techniques at the micro-management level.

Mental Health in the Working World – Determining the current state of scientific evidence.
Source : Federal Institute for Occupational Safety and Health (BAuA), 2017

The Federal Institute for Occupational Safety and Health (BAuA), agence fédérale responsable de la santé et de la sécurité en Allemagne, a mené une recherche qui visait à évaluer les contraintes psychologiques liées aux nouvelles exigences professionnelles découlant des changements du monde du travail. Les chercheurs ont analysé vingt conditions de travail ayant une incidence sur la santé mentale des travailleurs et ont identifié les facteurs de stress, mais aussi les ressources pouvant contribuer à réduire ses effets. Les recommandations du rapport, destinées à tous les acteurs de la prévention des risques professionnels, portent sur les actions qui peuvent contribuer à une organisation du travail favorable à la santé mentale des travailleurs.

Relationship between nurse psychological empowerment and job satisfaction: A systematic review and meta‐analysis
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Advanced Nursing , 2018-03-24

The results of this systematic review provided evidence for the importance of psychological empowerment for the job satisfaction of among nurses. Exploring the correlation between psychological empowerment and job satisfaction can provide guidelines and recommendation for the development of strategies to promote nurse retention and alleviate nursing shortage.

Questionnaires et outils d’évaluation

Optimal Cut-Off Points for the Short-Negative Act Questionnaire and Their Association with Depressive Symptoms and Diagnosis of Depression
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Source : Annals of Work Exposures and Health 62(3), 2018-03-12

The behavioural experience method has been extensively used in the literature for the measurement of potential bullying behaviours at work. However, this approach presents limitations when used to classify respondents as targets or non-targets of workplace bullying. Therefore, the present study aimed to: (i) identify optimal cut-off points, reflecting a possible subjectively experienced exposure to occasional and frequent workplace bullying, for the 9-item Short Negative Act Questionnaire (S-NAQ), and (ii) examine the criterion validity of these cut-off points in relation to depressive symptoms and diagnosis of depression. The two cut-off points for the S-NAQ identified in this study showed a significant association with both depressive symptoms and diagnosis of depression. However, future prospective studies are needed to establish the predictive validity of the proposed cut-off points.

Questionnaire d’évaluation de la santé au travail et du bien-être au travail pour la prévention, le diagnostic et l’intervention (SATIN)
Source : Références en santé au travail 153, 2018-03

Cet article traite de SATIN, un questionnaire transversal (atteinte à la santé, stress perçu, évaluation des contraintes de l’environnement psychosocial au travail). L’article appartient à une série régulière de la revue RSF qui analyse des questionnaires utilisés dans les démarches de diagnostic et de prévention du stress et des risques psychosociaux au travail.

Réactions post-traumatiques

Post-traumatic Reactions and Their Predictors among Workers Who Experienced Serious Violent Acts: Are There Sex Differences?
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Source : Annals of Work Exposures and Health, 2018-03-14

This study aimed to describe sex differences in the post-traumatic reactions of serious violent acts and the predictors of such reactions. The study was conducted among a convenience sample of 2889 French-speaking workers from Quebec, Canada by using a self-administrated survey. Preliminary results confirmed that while men are more exposed to violence at work, women experience a greater number of post-traumatic reactions. Women were more affected by flashbacks, avoidance, and hypervigilance than men. The results also showed that being victimized by a male aggressor was associated with a greater number of post-traumatic reactions for women, whereas being victimized by an insider (e.g. colleague, supervisor, employee) was associated with a greater number of post-traumatic reactions for both sexes.These findings highlight the necessity to better consider sex as a potential determinant of mental health in studies on workplace violence.

Risques psychosociaux

Gender/Sex Differences in the Relationship between Psychosocial Work Exposures and Work and Life Stress
ressource disponible par abonnement (réseau ASSTSAS / CNESST)Source : Annals of Work Exposures and Health , 2018-03-15

Stress is an important factor affecting the health of working population. This study aimed to formally examine male/female differences in the relationships between psychosocial work exposures and work and life stress. Using data from the 2012 CCHS, differences were observed in the relationships between supervisor support and work stress levels as well as between job control, job insecurity, job strain, and life stress levels. Higher levels of supervisor support at work were associated with lower work stress among women, but not men. Low job control had a direct protective effect on life stress for men but not for women, while high job strain had a direct adverse effect on life stress among women but not men. Higher job insecurity was more strongly associated with higher life stress among men compared with women. Findings suggest that the relationships between psychosocial exposures and work and life stress differ for men and women. Our study also raised important questions about which work exposures are considered when assessing work stress.

Intervenir sur les risques psychosociaux du travail : leviers et stratégies de mobilisation
Source : Institut national de santé publique du Québec, 2018

Il peut parfois être difficile d’obtenir l’adhésion d’un milieu de travail à une démarche d’identification et d’évaluation des risques psychosociaux du travail. Cette fiche propose quelques stratégies pour faire face aux différentes objections soulevées par le représentant du milieu de travail, en s’appuyant sur les principes de l’entrevue motivationnelle.

Recueil de fiches portant sur les indicateurs de la Grille d’identification de risques psychosociaux du travail
Source : Institut national de santé publique du Québec, 2018

En réponse au grand nombre de demandes d’obtenir de l’information simple et précise sur les risques psychosociaux du travail (RPS), ce recueil de fiches se veut un outil pratique destiné à tous les intervenants en santé au travail. Elles sont complémentaires à une démarche d’identification des RPS à l’aide de la Grille d’identification de risques psychosociaux du travail, laquelle requiert, pour son utilisation, une formation complète développée également par l’INSPQ.

Risques psychosociaux du travail : des risques à la santé mesurables et modifiables
Source : Institut national de santé publique du Québec, 2018

De nombreuses évidences scientifiques à travers le monde font état des effets nocifs des risques psychosociaux du travail sur la santé psychologique et physique. Au cours des dernières années, l’Institut national de santé publique du Québec (INSPQ) et ses collaborateurs ont développé une Grille d’identification de risques psychosociaux du travail qui permet de repérer ces risques et de proposer des orientations à privilégier dans le milieu de travail.

Santé psychologique du personnel infirmier

“It breaks your soul”: An in‐depth exploration of workplace injustice in nursing
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : Journal of Nursing Management 26(2), 2018-03-13

Research indicates that perceptions of injustice and of its impact on well-being are central to workplace practices such as performance management and outcomes such as employee well-being. This study aims to understand nurses’ experiences of injustice in the workplace and to identify the impact of injustice on well-being. Results show that experiences of injustice and unfairness negatively impacted on performance and the personal health of nurses. Unfair treatment was met with reduced effort and commitment.

Does self-compassion mitigate the relationship between burnout and barriers to compassion? A cross-sectional quantitative study of 799 nurses
Ressource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)Source : International Journal of Nursing Studies 81, 2018-05-01

Understanding the lack of compassion and the effects of burnout in patient care are priorities in health. This report extends evidence on the association between burnout and compassion-fatigue to show that burnout also predicts the experience of specific barriers to compassion. While self-compassion predicted lower burnout and barriers, it may not necessarily reduce the extent to which burnout contributes to the experience of barriers to compassion in medicine. Implications for understanding how burnout manifests in barriers to clinical compassion, interventions and professional training, and future directions in nursing are discussed.

Factors associated with mental health status of hospital nurses
Source : International Journal of Industrial Ergonomics 66, 2018-07

This study found that mental health problems (MHPs), fatigue and poor quality of life were frequent among nurses. Total fatigue score of the MFI–20 and its general fatigue and mental fatigue dimensions were associated with the MHPs. Psychological health and social relationship domains of the WHOQOL–BREF were associated with the MHPs.

Stress

Age differences in the association between stressful work and sickness absence among full-time employed workers: evidence from the German socio-economic panel
Source : International Archives of Occupational and Environmental Health , 2018-02-28

This study aims to extend current knowledge on associations between stressful work and sickness absence, first, by studying associations between ERI and sickness absence among full-time employees from various occupations, and second, by investigating if associations vary by age. Our findings support that stressful work is linked to sickness absence across a wide spectrum of jobs with varying incomes and educational levels, and also that associations are slightly more pronounced among older workers.

 

Laisser un commentaire

Entrez vos coordonnées ci-dessous ou cliquez sur une icône pour vous connecter:

Logo WordPress.com

Vous commentez à l'aide de votre compte WordPress.com. Déconnexion /  Changer )

Photo Google+

Vous commentez à l'aide de votre compte Google+. Déconnexion /  Changer )

Image Twitter

Vous commentez à l'aide de votre compte Twitter. Déconnexion /  Changer )

Photo Facebook

Vous commentez à l'aide de votre compte Facebook. Déconnexion /  Changer )

w

Connexion à %s