Santé psychologique : nouveautés

Ce billet présente 35 nouveautés portant sur la santé psychologiquerisquephyscologique. Notons particulièrement des ressources pratiques, dont une nouvelle norme pour la santé psychologique dans les organismes paramédicaux, une charte pour le bien-être des médecins et un guide, inspirée de données probantes, sur comment soutenir des personnes souffrant de dépression en milieu de travail. Quelques nouveautés ont été lancées en marge de l’ACFAS 2018, notamment un nouveau livre des Presses de l’Université du Québec sur les Enjeux humains et psychosociaux du travail. Enfin, plusieurs ressources interpellent les gestionnaires : une étude sur les conséquences des heures supplémentaires volontaires ou imposées, l’importance de la sécurité émotionnelle pour la SST, entre autres.

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

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Consultez les ressources par sujet

Bien-être
Dépression / épuisement
Enjeux psychosociaux
Gestion et organisation du travail
Harcèlement / intimidation
Norme sur la santé psychologique dans les services paramédicaux
Stress

Bien-être

Charter on Physician Well-beingRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : JAMA 319(15), avril 2018

When physicians are well, they are best able to meaningfully connect with and care for patients. However, challenges to physician well-being are widespread, with problems such as dissatisfaction, symptoms of burnout, relatively high rates of depression, and increased suicide risk affecting physicians from premedical training through their professional careers. These problems are associated with suboptimal patient care, lower patient satisfaction, decreased access to care, and increased health care costs. (…) On behalf of the Collaborative for Healing and Renewal in Medicine, we set forth guiding principles and key commitments as a framework for key groups to address physician well-being from medical training through an entire career.

Document d’Études 2018-217 – Travail et bien-être psychologique: l’apport de l’enquête CT-RPS 2016
Source : Direction de l’animation de la recherche, des études et des statistiques, mars 2018

Comment le travail peut-il contribuer au bien-être psychologique des personnes ? Quels sont les conditions de travail et les facteurs psychosociaux, de risque ou d’épanouissement, qui jouent le plus ? Pour quels métiers le travail impacte-t-il le plus le bien-être, en positif ou en négatif ? Et si, comme l’a montré une récente étude du Cepremap, le bien-être psychologique des personnes est nettement corrélé à leur comportement électoral, en va-t-il de même pour les conditions de travail ? L’enquête Conditions de travail-Risques psychosociaux de 2016 (CT-RPS 2016) permet d’éclairer ces questions de façon inédite.

Facteurs de risques : où en sommes-nous en tant qu’équipe?
Source : Portail RH, avril 2018

Pour obtenir le fonctionnement optimal d’une équipe et assurer le mieux-être des membres, il importe d’identifier ensemble les facteurs de risques et de reconnaître la responsabilité de chacun.

Increase Workplace Wellness to Decrease Workplace Violence
Source : EHS Today, avril 2018

The job-related physical and mental health issues that can most trigger workplace violence are stress, anxiety, depression and other lifetime emotional issues that the worker brings to—and which may be exacerbated by—the workplace. Employee wellness programs are usually ineffective over the longer term in identifying and preventing possible health issues that could impact an employee’s emotional wellbeing. To have a lasting impact on employees, and have a higher probability of success in reducing the consequences of mental and physical health issues in the workplace, they need to include a personalized, ongoing educational component, to create the attitude and behavior changes that result in long-term benefits.

Why Workplace Wellness Works
Source : EHS Today, avril 2018

Proving ROI is difficult when it comes to implementing new initiatives, but when it comes to health and wellness, more companies are recognizing the benefits.

Dépression / épuisement

Age, burnout and physical and psychological work ability among nursesressource disponible par abonnement (réseau ASSTSAS / CNESST)
Source : Occupational Medicine 68(4), mars 2018

This study aims to examine how age and burnout interact in predicting physical and psychological work ability. Using a cohort of actively working nurses, we assessed factors on the Work Ability Index at 12-month follow-up and determined how these were related to age and exhaustion-related burnout at baseline. The study group consisted of 402 nurses aged 25–67 (mean = 41.7). Results indicated age by burnout interactions in which decrements in physical work ability with greater age were observed at all but the lowest level of burnout. In contrast, we observed decrements in psychological work ability with age at higher levels of burnout only; at lower levels of burnout, older age was associated with improvements in this. Findings indicated physical and psychological dimensions of work ability that differed by age and occupational burnout. This emphasizes the need for interventions to reduce burnout and to address age-related strengths and vulnerabilities relating to physical and psychological work ability.

Evidence-informed guide to supporting people with depression in the workplace
Source : Institute for Work & Health, 2017

While depression in the workplace is an extensive burden for all involved, information gaps related to implementation may prevent employers from making investments to reduce its impact. This guide helps address these gaps by drawing upon the best research evidence and integrating it with both practitioner expertise and stakeholder values and preferences. This guide consists of three main sections: workplace culture, workplace processes, and workplace and non-workplace resources. Each covers different aspects of supporting individuals with depression in the workplace, and offers actionable messages for a range of workplace audiences.

Experiences of primary care physicians and staff following lean workflow redesign
Source : BMC Health Services Research 18, avril 2018

In response to growing pressures on primary care, leaders have introduced a wide range of workforce and practice innovations, including team redesigns that delegate some physician tasks to nonphysicians. One important question is how such innovations affect care team members, particularly in view of growing dissatisfaction and burnout among healthcare professionals. We examine the work experiences of primary care physicians and staff after implementing Lean-based workflow redesigns. This included co-locating physician and medical assistant dyads, delegating significant responsibilities to nonphysician staff, and mandating greater coordination and communication among all care team members. We found that both physicians and nonphysician staff reported higher levels of engagement and teamwork after implementing redesigns. However, they also experienced higher levels of burnout and perceptions of the workplace as stressful. Although teamwork and engagement increased, the redesigns in our study were not enough to moderate long-standing challenges facing primary care. Yet higher levels of empowerment and engagement, as observed in the pilot clinic, may be particularly effective in facilitating improvements while combating fatigue. To help practices cope with increasing burdens, interventions must directly benefit healthcare professionals without overtaxing an already overstretched workforce.

Heal the clinician, protect the patient: HCWs suffering depression commit more errors
Source : Hospital Employee Health 37(5), mai 2018

Nurses with physical and mental health issues were more likely to self-report medical errors, showing a clear link between clinician wellness and patient safety, a new study reports.

La santé mentale au travail : mieux la connaître pour mieux la préserver
Source : Convergence 34(1), avril 2018

Près de 20 % de la population du Québec, soit 1 personne sur 5, souffrira d’une maladie mentale au cours de sa vie. Pourtant, parmi ces personnes, moins de la moitié consulteront un professionnel. L’organisation mondiale de la santé (OMS) estime qu’en 2020, la dépression sera la 2e cause de maladie et d’incapacité, après les maladies cardiovasculaires.

Testing a Strategy to Identify Incidence of Nurse Suicide in the United StatesRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : Journal of Nursing Administration 48(5), mai 2018

The aim of this study was to test a strategy for quantifying incidence of nurse suicide using San Diego County Medical Examiner data from 2005 to 2015 as a pilot for national investigation. Analysis of this deidentified data suggests that overall RN (18.51) and physician (40.72) incidences of suicide per 100 000 person-years were higher than the San Diego general population. Nurse executives need to proactively develop workplace systems to identify those with burnout, depression, and suicide risk who would benefit from treatment. Identifying and preventing modifiable work-related stress are also indicated and should be a priority for nurse executives. Death by suicide should be considered in healthcare occupational health statistics so that timely internal evaluation of workplace stressors can be evaluated and remediated where indicated. Standardization of reporting nationwide would provide a more reliable data set to explore the phenomena of suicide among nurses. With standardization, accurate reporting, and evaluation of the data efforts can be taken to proactively address the precipitating factors and incidence among nurses and other healthcare providers.

Work values and their association with burnout/work engagement among nurses in long‐term care hospitalsRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : Journal of Nursing Management Prépublication, mars 2018

Nursing managers must help improve nurses’ well?being; however, no research has considered strategies to improve staff outcomes in long-term care hospitals. We propose that individual nurse’s work values and the congruence of these values with those of their organisations may influence burnout and work engagement. A survey of nurses in long-term care hospitals revealed that higher individual intrinsic and altruistic work values were associated with improvements in nurses’ burnout and work engagement. Nurse-organisation non-congruence in altruistic values was associated with lower work engagement, whereas that of intrinsic work values was not associated with either outcome variable. Implications for Nursing Management : Opportunities such as case conferences could foster intrinsic and altruistic work values through the review of good care practices and communication between managers/colleagues about feelings and thoughts.

Enjeux psychosociaux

Associations of psychosocial working conditions with health outcomes, quality of care and intentions to leave the profession: results from a cross-sectional study among physician assistants in Germany
Source : International Archives of Occupational and Environmental Health Prépublication, avril 2018

Numerous epidemiological studies among health care staff have documented associations of adverse psychosocial working conditions with poorer health-related outcomes, a reduced quality of patient care and intentions to leave the profession. The evidence for physician assistants in Germany remains limited though.

Enjeux humains et psychosociaux du travailRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : Presses de l’Université du Québec, 2018

Le rapport au travail n’est pas neutre. Lieu de réalisation personnelle ou de consolidation de l’identité, le travail peut aussi être source de souffrances, d’atteintes physiques ou psychologiques. Dans le pré­sent ouvrage, différentes thématiques sont abordées afin de cir­conscrire certains enjeux humains et psychosociaux du travail. Ce livre con­tribue aux réflexions sur le rôle de l’organisation du monde profes­sionnel dans le maintien en emploi de ses acteurs. Plus précisément, il vise une conception pluridisciplinaire des processus organisationnels qui concourent au mieux-être au travail, mais également une meilleure compréhension des processus de désinsertion et de réinsertion des travailleurs. Ce collectif propose des réflexions issues de recherches effectuées au Québec, au Canada et en Belgique touchant la santé psychologique en contexte professionnel (de la prévention au retour au travail), la gestion en situation d’urgence, la violence et les dysfonctions sociales ainsi que certaines réalités des femmes au travail. Il s’adresse à toute personne qui agit en prévention ou en intervention relative à la santé psychologique en emploi, de même qu’aux chercheurs, décideurs, étudiants et intervenants qui préconisent un milieu de travail et un maintien en emploi sains.

Factors related to intention to stay in the current workplace among long-term care nurses: A nationwide surveyRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : International Journal of Nursing Studies 80, avril 2018

Keeping long-term care nurses employed is necessary to sustain the current and future demand for high-quality long-term care services. To identify the factors associated with long-term care nurses’ intention to stay in their current workplace, cross-sectional questionnaire survey was used in 257 hospitals with long-term care wards across Japan. The questionnaire assessed nurses’ intention to continue working in the current workplace as well as potential related factors, including individual factors. Analysis revealed that long-term care nurses’ intention to stay was positively associated with nurses’ age, work engagement, getting appropriate support from nurse managers, perceived quality of care process, educational opportunities, and various specific reasons for choosing their workplace. By contrast, intention to stay was negatively associated with emotional exhaustion and depersonalization. Intention to stay was associated with neither nurses’ qualifications nor patient medical acuity. Authors conclude that promoting nurses’ work engagement, provision of high-quality care, and access to educational opportunities might augment long-term care nurses’ intention to stay.

Lack of supportive leadership behavior predicts suboptimal self-rated health independent of job strain after 10 years of follow-up: findings from the population-based MONICA/KORA study
Source : International Archives of Occupational and Environmental Health, avril 2018

Emerging cross-sectional research has identified lack of supportive leadership behavior (SLB) as a risk factor for workforce health. However, prospective evidence is hitherto lacking. SLB denotes support in difficult situations, recognition and feedback on work tasks. This study aims to determine the effect of SLB on suboptimal self-rated health (SRH) after 10 years considering potential moderators such as ages, sex, occupation and job strain. Lack of supportive leadership was associated with suboptimal SRH at 10 years’ follow-up in men, even if SRH at baseline and other risk factors were taken into account. This effect is likely to be moderated by job strain.

Prévenir les risques psychosociaux : une étude des perceptions et des pratiques des employeursressource disponible par abonnement (réseau ASSTSAS / CNESST)
Source : Relations industrielles / Industrial Relations 73(1), 2018

Nous avons élaboré un cadre d’analyse exploratoire des relations entre la prévention des RPS, la perception des facteurs de risques par les employeurs et diverses caractéristiques des entreprises. Ce cadre a servi de base à une enquête auprès de 404 établissements.À partir d’analyses factorielles et de régressions multiples, l’étude a fait émerger deux modes de prévention : 1- des mesures de gestion spécifique des RPS axées sur les procédures et la formation et liées principalement au risque d’atteinte à l’intégrité personnelle (harcèlement, agressions, discrimination, confrontation à des événements traumatisants) ; et 2- des mesures d’amélioration générale des conditions de travail (organisation, horaires, équipements et environnement de travail) qui peuvent contribuer à renforcer les ressources, mais que les employeurs ne perçoivent guère comme de la prévention des RPS.

Revoir l’intervention contre la détresse psychologique au travail
Source : Radio-Canada – Zone Science, mai 2018

Dans un nouveau livre lancé au congrès de l’Association francophone pour le savoir (Acfas) à Saguenay cette semaine, des spécialistes en relations de travail de partout au Québec suggèrent aux employeurs de jouer un rôle plus important pour freiner la détresse psychologique et favoriser la réinsertion de leurs travailleurs. « Les actions axées sur les individus qu’on fait depuis 40 ans, si ça fonctionnait on n’en serait pas où on en est avec des taux de détresse psychologique si élevés », soutient la professeure Jacinthe Douesnard, qui a dirigé la publication du livre Enjeux humains et psychosociaux du travail.

 Gestion et organisation du travail

À vous de gérer : avez-vous dit trouble de la personnalité?
Source : Convergence 34(1), avril 2018

Au cours de leur carrière, nombre de gestionnaires auront affaire avec un employé difficile à gérer. Gérer des travailleurs implique d’avoir à composer avec différentes personnalités. Le gestionnaire peut parfois se sentir démuni face à la réaction ou au comportement de son employé. Posons-nous la question, s’agit-il d’un problème situationnel ou de quelque chose de plus profond? Comment doit-on intervenir lors de la survenue de certaines situations plus délicates? Quand et comment doit-on mettre en place un plan d’action pour modifier le comportement? Comment peut-on susciter l’adhésion et la collaboration du travailleur concerné?

Different types of workplace safety: Do your workers feel emotionally safe on the job?
Source : Canadian Occupational Safety, avril 2018

Trust in the employee-employer relationship can be defined as the ability of the employee and employer to show candour and vulnerability in discussions about workplace matters, without fear of personal repercussions. If trust is strained, then people don’t feel comfortable or capable of signalling a hazard, and in turn, accidents are more likely to happen.

Supporting Second Victims Will Make Your Practice SaferRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : ONS Voice, avril 2018

Adverse events and traumatic moments send shockwaves through the entire care team. As families grieve the loss of a loved one, providers can often suffer from feelings of overwhelming guilt, remorse, or helplessness. When clinicians struggle with the aftermath of a tragic care event, they become known as second victims. Second victim experiences can lead to lapses in safety and care and could be potentially dangerous for future patients.

The effect of quality of overtime work on nurses’ mental health and work engagementRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : Journal of Nursing Management Prépublication, avril 2018

Recent research has suggested that the reasons why nurses work overtime hours exert differential effects on the overall impact of the work. This study aimed to clarify why nurses work overtime, and whether well-being effects differed by reason, at both the ward and individual level. Nurses typically worked overtime due to a pressure to conform, high workload and to enhance self-development. Involuntary overtime work demonstrated a detrimental effect on mental health and work engagement at both the ward and individual level, whereas voluntary overtime work exerted a beneficial effect on well-being. These results suggest the importance of assessing the reasons for overtime, aside from the length of overtime hours. When trying to reduce overtime work, hospital managers and nurse managers need to advance the plan by ward as a whole, and also carefully assess the reasons for overtime.

Harcèlement / intimidation

Do you have a toxic employee? Some of your best workers may seek other jobs
Source : Hospital Employee Health 37(4), avril 2018

Toxic employees in healthcare can undermine patient and worker safety while driving off your best and brightest employees, a corporate psychologist tells Hospital Employee Health. Mitchell Kusy, PhD, a professor in the Antioch University Graduate School of Leadership and Change, addresses the issue in his new book Why I Don’t Work Here Anymore: A Leader’s Guide to Offset the Financial and Emotional Costs of Toxic Employees.

Employers Can Stop Workplace Bullying When They Know How
Source : EHS Today, avril 2018

Workplace bullying is defined as the repeated, malicious, health-endangering verbal and non-verbal mistreatment of one employee by one or more other employees. It can endanger employee safety. Attorney Marie Burke Kenny of the law firm of Procopio Cory Hargreaves & Savitch has practical advice for employers on how to protect themselves. “No matter the circumstances, bullying should never be tolerated,” she states. “In today’s workplace, it is critical that employers create a work culture that rejects bullying, promotes reporting and promptly resolves any incidents of bullying.”

Le harcèlement au travail : comment le prévenir ou y remédier?
Source : Convergence 34(1), avril 2018

Quels sont les types de harcèlement? À quels recours s’expose un employeur impliqué dans cette situation complexe? Comment peut-il améliorer ses pratiques de gestion afin de répondre à ses obligations légales? Voilà ce que nous verrons dans cet article.

Measuring bullying at work with the short-negative acts questionnaire: identification of targets and criterion validity
Source : Work & Stress Prépublication, avril 2018

The current study aims to investigate the psychometric properties of the abbreviated version of the Negative Acts Questionnaire, also known as the SNAQ (Short Negative Acts Questionnaire). A Latent Class analysis of 7,790 observation from 38 Belgian organizations demonstrated that four latent classes of respondents can be distinguished in our data: ‘not bullied’, ‘work-related criticism’, ‘occasionally bullied’, and ‘severe targets’. Like with the original full version, both occasionally bullied and the severe targets align with the theoretical definition of workplace bullying as exposure to repeated and systematic negative behavior. The extent to which these clusters report bullying does not only account for their difference, yet also the type of behavior sets the two categories apart. Whereas severe targets had a high probability to report social isolation, this type of social behaviors was more likely to be absent among the occasionally bullied group. The results from the HSD post-hoc test demonstrated that both occasionally bullied and severe targets experienced deteriorating health, more sickness absenteeism and lower for job satisfaction than the two other latent class clusters. Hence, the SNAQ seems to be a psychometrically sound and easy to use instrument to identify targets exposed to varying degrees of workplace bullying.

Seeing the unseen: ostracism interventionary behaviour and its impact on employeesRessource en accès restreint (acheter à l'éditeur ou demandez un prêt entre bibliothèques)
Source : European Journal of Work and Organizational Psychology Prépublication, avril 2018

This article outlines the development and validation of the ostracism interventionary behaviour (OIB) scale. Based on in-depth interviews with employees, leaders, and content experts in addition to 603 survey respondents from Canada and the United States, 3 dimensions emerged to describe the ways in which leaders confront workplace ostracism-related cues and a measure was created to assess them. These refer to the ability for leaders to foster an inclusive workgroup dynamic and enact effective third-party interpersonal interventions through displays of (1) social awareness, (2) proactivity, and (3) harmony-seeking behaviour. In addition to possessing convergent and discriminant validity, the OIB scale demonstrated criterion-related validity through its relation with perceived workplace ostracism and well-being. Furthermore, evidence supported the scale’s test–retest reliability and predictive validity over and above leader–member exchange. Overall, the measure was found to be both reliable and valid, with important implications for the effective management of instances of ostracism at work.

Workplace bullying in risk and safety professionals
Source : Journal of Safety Research, 2018

Previous research demonstrates that workplace bullying (WB) impacts the welfare of victimized employees, with further consequences for the organization and profession. There is, however, a paucity of information relating to the bullying directed at risk and safety professionals. The present study was conducted to address this issue. Among 420 risk and safety professionals who responded to the questionnaire those experiencing WB were more likely to engage in a range of coping behaviors, with exposure to work-related and personal bullying particularly influential. WB also predicted pressure to make or change a risk or safety based decision. Work related and physically intimidating bullying were particularly important for this aspect of professional practice. Risk and safety professionals require additional support in relation to workplace bullying and specifically guidance to resist pressure to make or change a risk or safety based decision.

Norme sur la santé psychologique dans les services paramédicaux

Psychological health and safety in the paramedic service organization
Source : CSA, 2018

This is the first edition of CSA Z1003.1, Psychological health and safety in the paramedic service organization. This Standard provides paramedic service organizations and other key stakeholders with guidance on good practice for the identification and assessment of hazards and management of psychological health and safety (PHS) risks for paramedic service organizations and the promotion of improved psychological health and safety.

Stress

Stress : are we coping?
Source : Mental Health Foundation, mai 2018

This report looks at stress as one of the great drivers of mental ill-health. Sections include definitions, prevalence and distribution, effects, causes, advice for prevention, and finally 7 key recommendations for the healthcare sector, the workplace, education and government.

Stress au travail : que nous disent les statistiques de la CNESST et la norme?
Source : Convergence 34(1), avril 2018

Ces dernières années, environ 1 000 dossiers ont été annuellement ouverts et acceptés à la Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST), en vertu de la Loi sur les accidents du travail et les maladies professionnelles (LATMP), en lien avec le stress au travail. De ces dossiers, on note, entre autres, les éléments suivants : les genres d’évènements auxquels les travailleurs ont été exposés, les types de stress, les professions les plus à risque ainsi que la durée d’indemnisation des cas acceptés. Voyons quelques-unes de ces données.

Workplace stress should be regulated as safety hazard says charity after third of Britons admit feeling suicidal
Source : The Independent, mai 2018

Launched to coincide with Mental Health Awareness Week, the Stress: are we coping? report is thought to be the most comprehensive look at the damage being caused by self-neglect. Figures released today from a survey of more than 4,600 UK adults found three out of four have felt overwhelmed or unable to cope in the past year because of stress – though this was 81 per cent among women.To address this crisis the MHF is calling on the government to introduce new standards for employers, to consider psychological hazards in workplace safety assessments. “There are very few workplaces left in the UK in which employees working with hazardous chemicals would not be provided with protective equipment, and failures resulting in injury or even death prosecuted,” the report says. “We do not currently adopt the same attitudes and behaviours towards psychological hazards.”

 

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