Ben Searle - Macquarie University - Improving workplace well-being by resourcing your "resources"
Upcoming SlideShare
Loading in...5
×
 

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

on

  • 465 views

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 ...

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

Statistics

Views

Total Views
465
Views on SlideShare
397
Embed Views
68

Actions

Likes
0
Downloads
8
Comments
0

2 Embeds 68

http://www.informa.com.au 64
http://www.slideee.com 4

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

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

  • 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