Lecture slides 1 Flashcards
What is occupational health psychology?
An applied science, evidence-driven, oriented towards problem-solving, multidisciplinary, participatory, focused on intervention particularly primary prevention. This includes: job design, management, organization or work. Secondary is worker’s responses like coping. Tertiary is effects/outcomes and remedial support.
Psychosocial hazards
Aspects of work design, organization and management of work, social and org contexts, which have the potential for causing psychological, social or physical harm. Examples include: new forms of employment, job insecurity, aging workforce, work intensification, high emotional demands at work, poor work-life balance
How do workplaces prevent psychosocial risks?
- confidential counselling
- training on conflict resolution
- reorganization of work to reduce job demands + work pressure
- allowing employees to take more decisions on how to work
- intervention if long or irregular hours worked
What is important for motivation and health?
- why people engage in certain behaviours
- how managers motivate employees relates to their sense of self + psychological health
- cultural background for motivational strategies
- health status can impact motivation + engagement at work
Health belief model
Demographic variables & psychological characteristics-> perceived susceptibility, perceived severity, health motivation, perceived benefits, perceived barriers-> action (cues to action can also influence this). Health is the overall context in which motivational processes are explained
How to move from theory to practice for OHP?
- needs assessment: identify a topic of attention through assessment
- theory and evidence: identifying what is needed to address the topic/issue
- challenge: multiple forces at play
Intervention design
- what to change
- targets
- importance
- how will change happen
- return on investment
- where/what will the impact be
- evaluation
How to evaluate OHP interventions?
Through: reactions (learner satisfaction), learning (knowledge transferred to learners), behaviour (change post training), results (measurable impact on performance), ROI. Should consider, what, when and how to measure
Operationalization
The relationship between the conceptual definition (theory) and the measurement (operational definition)
How can motivation be defined?
- immediate influence on the direction, vigour and persistence of action
- process governing the choices people make between carrying out various activities
- the forces that cause people to behave in certain ways
- it activates, directs and sustains behaviour
How much of your life is spent working?
90,000 hours
How can team motivation change when working from home?
Higher when you have a choice on where to work (slightly higher when working in an office than remotely). Higher when allowed to experiment or solve meaningful problems
What factors can impact motivation?
- conscientiousness
- self esteem is chronic, situational and socially influence (less genetic)
- intrinsic motivation
- need for achievement, affiliation or power
What is the person by situation interaction model?
Assumes that individual traits can moderate situational outcomes and situations can moderate individual trait outcomes. The person and situation interact -> behaviour
How can work affect personality development?
- normative change eg increased conscientiousness as workers age
- deepening and strengthening of traits –the corresponsive principle
- unique experiences eg engagement in certain job roles result in personality traits development that run counter to normative developmental trends
Premack principle
Different things reinforce different people. We can get people to engage in behaviours they don’t like by reinforcing them with the opportunity to engage in behaviours they like more
What is culture?
A set of attitudes, behaviours, and symbols shared by a large group of people, and usually communicated from one generation to the next. It is a pair of glasses we constantly looking through. It is a schema to help us evaluate + organize info.
What do leaders need for motivation to be effective?
- Increased understanding of diversity in today’s workforce
- A multicultural perspective
- An understanding of the points of view of those who differ from themselves
What are Hofstede’s cultural values?
individualism-collectivism –NB
power distance
uncertainty avoidance
masculinity-femininity
long-vs. short-term orientation
Indulgence vs. restraint
What have recent findings found on the person by situation interaction model?
- Recent evidence suggests personality may affect work behaviour and also be affected by work
- Culture is crucial situational factor explaining the motivational effects of certain managerial practices
- Motivation, that is, what moves people to action, depends on cultural context
