Ben Searle - Macquarie University - Improving workplace well-being by resourcing your "resources"

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Published on February 28, 2014

Author: informaoz

Source: slideshare.net

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Dr Ben Searle, Senior Lecturer: Department of Psychology, Macquarie University presented this at the National Workers' Compensation Summit 2014. The Summit focused on minimising workplace injury claims through establishing a successful safety culture and embrace working towards successful outcomes should a workers compensation claim arise.

Find out more at http://www.informa.com.au/nwc14

Improving workplace well-being by resourcing your “resources” Dr Ben Searle Macquarie University

Resourcing your “resources” • Prevention, recovery, and improvement • Work characteristics and their links to wellbeing and safety outcomes • Actions and priorities for healthy work • Managing interpretations, expectations and other challenges – case studies

Demands, resources and OH&S • Research has shown significant OH&S links – Illness, absenteeism, exhaustion/burnout, safety – Engagement

Work characteristics

Resources

Challenges vs Hindrances (Cavenaugh et al., 2000; Crawford et al., 2010)

Resources

Hindrance Demands Challenge Demands Resources

Challenges vs Hindrances vs Threats (Searle & Auton, in review; Tuckey, Searle et al, in review)

Hindrance Demands Challenge Demands Resources

Threats Challenge Demands Hindrances Resources

Challenges, Hindrances, Threats & Resources • Different risk profiles and management strategies for each • Context is critical! In different industries / organisations, different things are perceived as challenges, hindrances and threats – Merits of profiling your organisation

Actions and priorities for healthy work Maintenance 1. Monitor threats, hindrances, demands and resources 2. Strive to maintain existing resources 3. Consider new resources to develop Improvement 1. Manage threats 2. Introduce / enhance appropriate resources 3. Manage hindrances 4. Manage challenges

Which resources do I need? A matter of fit • Tailored approaches – What matches your biggest problem? – Problem diagnosis & needs analysis • Fit guidelines – Match by level (Searle, in review) – “Triple match principle” (De Jonge & Dormann, 2003)

Job Level • Autonomy • Training • Equipment • Time • Feedback • Instructions Team Level Org. Level • Supervisor support (e.g. recognition) • Co-worker support • Team climate (e.g. safety, cohesion) • Leader support (e.g. respect) • Org. climate (e.g., trust) • Employee resources (e.g. environment)

Triple-match principle Physical • Safety • Equipment • Environment • Ergonomics Cognitive Emotional • Clarity (of roles & goals) • Skill development • Knowledge management • Trust and justice • Recognition • Respect and professional, civil conduct

Managing interpretations, expectations and other challenges

Managing interpretations, expectations and other challenges

Case Study 1: Private education org. Job insecurity

Case Study 2: Public Sector org.

Summary • Many aspects of work can affect health, engagement, safety and other behaviour • Resources are critical to prevention, improvement and recovery – consistently stronger effects on engagement and resilience, but also affect fatigue, burnout, & safety – often a larger range of options, especially pre-crisis

Where to next? Organisation appraisal profiling • Organisation-level prevention/improvement • Looking at appraisals of work features specific to certain industries / orgs • Results can be used to direct future monitoring and inform interventions

Where to next? Organisation appraisal profiling • Organisation-level prevention/improvement • Looking at appraisals of work features specific to certain industries / orgs • Results can be used to direct future monitoring and inform interventions Dynamic stress risk & response modelling • Employee/team-level stress management • Looking at within-day relations between work factors, appraisals, wellbeing and behaviour • Results can be used to develop day-to-day wellbeing management skills • Pre-funded!

Thank you! For involvement in our projects, or for other workplace research / advice, please contact me at: ben.searle@mq.edu.au 02 9850 8066

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