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  1. 1. ISSN 1743-16737 (online) the Occupational Health Psychologist Newsletter of the European Academy of Occupational Health PsychologySupporting research, practice and education in occupational health psychology V ol 9 Issue 1, March 2012Forthcoming EAOHP conference inZürich, April 2012P reparations are nearing completion for the Academy’s 2012 conference, which will be hostedin partnership with the Division of Public Health of theUniversity of Zürich. It will take place at the SwissFederal Institute of Technology (ETH Zürich) from 11thto 13th April. The conference will bring togetherresearchers, practitioners, educators, and studentsworking at the cutting edge of occupational healthpsychology and its contributory disciplines fromEurope and beyond. The scientific and socialprogrammes promise to provide excellentopportunities for sharing new knowledge, innovationand best practice, and for networking with colleagues Riverside situation of the Zunfthaus zur Meisenfrom around the globe. We are delighted with the (centre, with church towers behind), where theresponse we have received to the call for abstracts – conference dinner will be held. Photo: Roland zh.over 450 were submitted, allowing us to develop a fulland exciting scientific programme. The final scientific recognition of high quality research conducted by anprogramme includes four keynote presentations, 20 individual early into a promising career.symposia and over 50 posters across the full range ofconference topics (for details see http://eaohp.org/ The social programme includes a reception andProgramme2012.aspx). Also included are special joint conference dinner, which will be held in the beautifuleducation and practice forum, and policy forum and historic Zunfthaus zur Meisen, notable for itssessions. Keynote presentations will be delivered by breathtaking views and housing the porcelain andGeorg Bauer, ETH Zürich/University of Zürich, faience collection of the Swiss National Museum.Switzerland; Sabine Geurts, Radboud UniversityNijmegen, the Netherlands; Michael Marmot, Conference registration still openUniversity College London, UK; and Wilmar Schaufeli, Please note registration remains open until 8th April,Utrecht University, the Netherlands. EAOHP lifetime with discounts available for students and delegatesFellowships have been awarded to Philip Dewe, from developing countries. In addition, the non-Michael Marmot and Norbert Semmer, in recognition member registration fee includes one-yearof their exceptional contributions to occupational membership to the Academy, entitling new membershealth psychology. The Fellowship awards will be to EAOHP member benefits. So if you have not yetpresented at the award ceremony, along with the registered, you still have time. We look forward toAndre Büssing Memorial Prize. This is awarded in seeing you in Zürich!
  2. 2. Editorial CONTENTS W elcome to the Spring edition of the Occupational Health Psychologist. This issue sees some changes to the editorship of the newsletter. Kate Sang has stepped down as Editor and we have recently taken over. On behalf of the Editorial Team and the 1 FORTHCOMING EAOHP readership of the newsletter, we would like to thank Kate for her CONFERENCE IN ZÜRICH excellent work as Editor over the past three and a half years. We begin this edition with details of next month’s Academy 4 INTERVIEW WITH GEORG conference in Zürich (11th to 13th April). The conference promises to BAUER be another landmark Academy conference that will be of interest to researchers, educators, practitioners and students working in the 8 ACADEMY NEWS AND field of OHP and its contributory disciplines in Europe and beyond. INFORMATION Registration will remain open until 8th April. Our interview in this edition is with Georg Bauer from ETH Zürich/ 10 WORK & STRESS NEWS, by University of Zürich, who is chairing the Zürich conference and will Toon Taris be delivering one of the keynote presentations. In his interview he tells us about how he came to become involved in OHP, and 15 RESEARCH REPORT: THE discusses his research, and his views on the future direction of the HIDDEN COSTS OF ON-CALL discipline. We are hoping to conduct similar interviews with leading figures in the field of OHP at the Zürich conference for publication in WORKING, by Fiona Earle future editions. and Tracey Reid As always, we are grateful to Toon Taris for contributing Work & 17 BOOKS SECTION Stress news, which includes information on recently published papers and changes to the journal website. We also include 19 ACADEMY INFORMATION information on the forthcoming Academy elections. We are pleased to introduce a new feature in this edition, which we 20 GUIDELINES ON SUBMITTING hope will become a regular item. This provides updates on each of CONTRIBUTIONS TO THE the three Academy forums – Research Forum, Education Forum and NEWSLETTER Practice Forum. We are grateful to Aditya Jain, Stavroula Leka and Peter Kelly, respectively, for providing this information. In a Research Report Fiona Earle and Tracey Reid describe some of the findings of a mixed methods study examining the psychological impact of on-call working. The findings presented here suggest that being on-call can have a significant impact on workers’ health, even when they are not called out. These findings have important implications for the ways in which organizations schedule on-call working shifts. Remember this is your newsletter! We are happy to receive your contributions in the form of short research papers, reflections on practice, reports of OHP developments in your country, or anything that you think would be of interest to the OHP community. We also welcome any feedback regarding the content of the newsletter, or suggestions that you might have relating to the types of features you would like to see included in the future. In the meantime, weThe views expressed herein are those of hope you enjoy this edition.the authors and do not necessarilyrepresent those of any other person or Sue Cowan and Jennie Guise, Editorsorganisation. The Occupational Health On behalf of the Editorial TeamPsychologist does not in any way endorsethe views expressed. email: suecowan@workingwelltogether.eu; jennieguise@workingwelltogether.eu EAOHP NEWSLETTER PAGE 2
  3. 3. Next EAOHP conference: Conference theme: The contribution of occupational health psychology to individual, organizational and public healthThe European Academy of Occupational Health Psychology in collaboration with the Division of Publicand Organizational Health (POH) of the University of Zurich and the ETH Zurich would like to invite youto the Cultural Capital of Switzerland, Zurich, to attend the 10th conference of the European Academyof Occupational Health Psychology. The event will take place 11 -13 April, 2012, at the Swiss FederalInstitute of Technology - ETH ZurichIn our complex, fast changing service and knowledge society, health is strongly influenced by thecontinuously changing interaction between organizations and their employees. Occupational healthpsychology aims to improve this interaction and thus can simultaneously contribute to individual,organizational and public health. The conference will address how to balance interventions andoutcomes on these levels and thus how to increase equal health opportunities in our society.Keynote speakers. The programme will include a distinguished line-up of keynote speakers: WilmarSchaufeli, University of Utrecht, Georg Bauer, ETH Zurich/University of Zürich, Switzerland. SabineGuerts, Radboud University Nijmegen and Michael Marmot, University College London. The conference programme is available at: http://eaohp.org/Programme2012.aspx Delegate registration open until 8th April! http://eaohp.org/delegateregistration.aspxGeorg Bauer, Conference Chair Tom Cox, President, EAOHP EAOHP NEWSLETTER PAGE 3
  4. 4. Interview Georg Bauer is Head of the Division of Public and Organizational Health (POH) a joint venture between the Institute of Social and Preventive Medicine (University of Zürich) and the Centre for Organizational and Occupational Science (ETH Zürich). He is Chair of the forthcoming tenth conference of the EAOHP in Zürich. In this interview he discusses how he came to work in the field of occupational health psychology, his research, and some ideas for the future development of the discipline. Georg BauerHow did you first become interested in Programme conveyed how to design, implement andoccupational health psychology? evaluate complex, participatory interventions inMy interest in OHP has a long history. As far back as complex social systems, such as organizations.the 1980s, during my medical studies, I observed Through active involvement in the service-orientedsocial inequalities amongst hospital patients, with Labor Occupational Health Programme and in ongoingpeople who were more socially disadvantaged tending studies of public transport workers at the School ofto be more vulnerable to ill-health, and more severely Public Health, Berkeley, I could immediately applyaffected. This triggered my interest in socio-ecological this knowledge to the working environment. My finaldeterminants of health and preventive medicine. step into OHP was through my attendance at the thirdDuring an internship in occupational medicine I saw a APA/NIOSH Work, Stress and Health Conference inbroad range of workplaces and working conditions, Washington DC in 1995, which led to my first,some of them so poorly designed that I felt compelled inspiring, personal contacts with key researchers into work in the area of illness prevention and health the then emerging field. Alongside my continuingpromotion, particularly in the workplace. As I did engagement in the health promotion community andparts of my medical education in five different the Global Working Group on Salutogenesis, OHP hascountries, I also had first-hand experience of how increasingly become my scientific home disciplinestrongly national and organizational cultures influence over the last decade.the quality of one’s own working life. What are your current activities and in whichAfter I had spent some years at the Institute of Social area of OHP are you most interested?and Preventive Medicine at the University of Zürich, I Given my interdisciplinary background, I am primarilyhad the opportunity to undertake a Masters and interested in enhancing public health throughDoctoral programme in Community Health Sciences at improvements in the working environment. First, thisthe School of Public Health, University of California, requires a more comprehensive conceptualization ofBerkeley, from 1993 to 1998. This social science- health, which includes physical health (the main focusbased programme addressed how health develops of occupational medicine and ergonomics), mentalthrough the continuous interaction with diverse life health (the main focus of OHP), and social health. Thedomains, including schools, workplaces, family and latter has, until now, been little addressed in theneighbourhoods. I was intrigued by social- context of the work environment, except for theepidemiological studies that identified specific negative manifestation of mobbing and bullying.psychosocial determinants of inequalities of health in Second, a public health agenda needs to identify howmodern societies. But I was particularly influenced by health, and particularly determinants of health, areAaron Antonovsky’s salutogenic perspective of health, distributed in the working population and withinand how this perspective leads to a more asset-, organizations, in order to set evidence-basedstrengths- and resource-oriented approach to priorities for interventions. Third, interventionstudying and intervening in health in real-life approaches need to be developed that are effective incontexts. Further, the Community Health Sciences EAOHP NEWSLETTER PAGE 4
  5. 5. the ‘real world’, are adopted by companies, reach examined (led by Rebecca Brauchli). This Group hasemployees with particular health needs, are easily also been involved in developing a survey-basedimplemented, and result in long-term effects: see RE- indicator system for monitoring work and healthAIM (Reach Effectiveness Adoption Implementation issues in Switzerland.Maintenance) criteria on http://www.re-aim.org). Inrelation to the last point, it is particularly important • The Organizational Health Development andfor organizations to build the capacity to address Systems Ergonomics Group (headed by myself, inhealth issues on their own, as the fast changing world collaboration with Gregor Jenny) focuses on health-of work limits the effectiveness of institutionalized and performance-oriented assessment tools foroccupational health expert systems. On the one hand, organizations, and large-scale intervention andthese practical public health requirements structure dissemination studies. Of particular interest are thethe research agenda of our Division. On the other (reciprocal) relationships between job demands, jobhand, we aim to implement this agenda on a sound resources, negative/positive health and performance,theoretical and empirical basis, which can contribute and how these relationships can be influencedto advancing OHP and related fields. through organizational capacity building.How did your Division evolve and who are the • The Consulting Centre for Organizational Healthleading researchers? Development (until recently headed by KatharinaUpon my return from Berkeley to Zürich in 1998, I Lehmann) as an in-house research-practicebuilt up a collaboration with the Chair of Work and partnership offers access to companies to developOrganizational Psychology at the Swiss Federal and test new intervention approaches, and to collectInstitute of Technology (ETH), Zürich. Out of that longitudinal data in organizations.informal partnership, in 2006 the Division of Public • The postgraduate Master of Advanced Studies Workand Organizational Health (POH) was founded as a and Health (headed by Ruth Förster) was establishedcollaboration between the Institute of Social and in 1993 in cooperation with the University ofPreventive Medicine (headed by Prof. F. Gutzwiller) of Lausanne to meet the legal requirements ofthe Medical Faculty, University of Zürich, and the specialists in occupational health and safety. TheCentre for Organizational and Occupational Science interdisciplinary programme trains specialists in(headed by Prof. T. Wehner) of the Department of occupational medicine, occupational hygiene andManagement, Technology and Economics, ETH Zürich. ergonomics. To better address OHP topics, and toGiven its interdisciplinary governing body, POH has a more immediately transfer our current researchbroad scope. From a public health perspective, in a results into practice, in 2008 we launched acomplex, demanding economy, population health is Certificate of Advanced Studies in Organizationalincreasingly influenced by the changing interactions Health Development. It enables companies tobetween organizations and their employees. From an introduce and run systemic organizational healtheconomic perspective, sustainable health and systems.performance of human resources are key, particularly To strengthen our research base, in 2011 we startedconsidering the ageing workforce. Thus, POH bridges a three-year PhD programme in Health at Work,occupational, organizational and public health jointly with the Institute for Work and Health,research to broaden the evidence base, legitimacy University of Lausanne. Funded by the Swiss Nationaland efficacy of organizational health interventions, Science Foundation, it offers PhD courses inand to increase their public health and economic occupational health, as well as funds for ten PhDimpact. research projects, and is open to international PhDCurrently, POH includes 21 researchers who are students in OHP.grouped into the following five units: Where do you see your Division going in the• The Ergonomics and Environment Group (headed by future?Thomas Läubli) focuses on musculoskeletal strain,disorders and recovery, as well as on the design of Literally, to the University of Zürich! Unfortunately,work stations and work equipment. ETH Zürich decided to shift more to technology- and treatment-oriented health research, and thus to• The Work and Psychosocial Health Group (headed terminate its support for our social science-basedby Oliver Hämmig) focuses on emerging psychosocial organizational health research. Therefore, from 2014risk factors at work, especially on life-domain- on we will continue our research agenda on thebalance, from both a conflict and enhancement University of Zürich side only. In order to keep ourperspective. Further, the relationships between life- interdisciplinary focus, we aim to build updomain balance, volunteering and health are EAOHP NEWSLETTER PAGE 5
  6. 6. collaborations with the Institute of Psychology of that students.University in the future. As we repeatedly observed limited institutionalizationCould you describe some of the OHP projects in and maintenance of occupational health interventionswhich your Division has been, and is currently,involved? in the field, we started to reconceptualize how health in organizations is continuously recreated. Building onOne key study was the analysis of representative a generic health development model, wehealth survey data in Switzerland that showed that conceptualized ‘organizational health development’ asmost social inequalities in self-rated health (a strong the naturally ongoing reproduction, and the targetedpredictor of future morbidity and mortality) can be improvement of health in organizations as socialexplained by physical and psychosocial working systems. Following the capacity-building literature inconditions. Along these lines, we later conducted health promotion and development studies, weseveral studies on work-life conflict in larger postulate that organizational health can be improvedpopulation samples that showed the high public by building up both individual capacities (i.e.health relevance for both mental and musculoskeletal competence, motivation and identity) andhealth outcomes. Currently, we are advancing our life organizational capacities (i.e. structure, strategy and-domain balance research by including more positive, culture) within the organization. Finally, theseenhancing aspects, and by considering the possible capacities will influence the levels of both jobhealth effects of voluntary work outside paid demands and job resources, and thus moreemployment. pathogenic and salutogenic health development inThe first, large-scale intervention research project of organizations.our Division was the participatory development and The resulting organizational health developmentformative evaluation of an internet-based toolbox for model integrates perspectives of positive psychology,comprehensive worksite health promotion – a joint salutogenesis and organizational behaviour. It hasventure with six service providers and nine pilot scientific relevance for a structured analysis ofcompanies. The freely available toolbox was intended complex work and health issues, as well as for theoryto enable small and medium sized enterprises to -driven planning and evaluation of systems-levelconduct a broad, survey-based assessment of job interventions. In practical terms, thisdemands and resources, as well as health outcomes, conceptualization balances both individual andto develop improvements in participatory health organizational responsibility for health, and suggestscircles, and to offer standardized intervention that the decision-makers of organizations are themodules covering individual health issues, personnel/ primary actors in relation to organizational health. Toleadership development and job redesign. Further, in show managers and employees leverage points forcollaboration with our Consulting Centre, in several improving health in their own organizations, weprojects we studied the passive diffusion, and developed a model-based cockpit visualizing survey-strategies for active dissemination, of comprehensive based data relating to key strengths and weaknessesworkplace health promotion approaches in Swiss of the respective organizational units. For the future,companies – applying the Trans-Theoretical Model of we intend to study how the capacity of organizationsBehavior Change (TTM) at the organizational level. to improve health issues can be built up, and how farMore recently, we had the opportunity to evaluate an this will improve organizational health outcomes.extensive stress management intervention study in What do you think has been the biggesteight medium to large companies with 5,000 contribution of OHP – and will be the biggestemployees. The intervention included individual stress challenge?management courses for employees, leadershiptraining, and survey-based team reflection to improve As occupational medicine has been heavily concernedwork organization. Overall, we found that the with physical health and work-ability, OHP hasintervention had a positive impact for about 25% of contributed a complementary focus on mental health.employees, and succeeded in improving the balance Further, following the trend towards positivebetween job demands and resources, and between psychology, OHP increasingly pays attention to jobnegative and positive health outcomes. The study resources and positive health outcomes. For theprovides a rich, three-wave longitudinal data base, future, I find it an interesting challenge to expand thewhich we are currently analyzing with a team of PhD logic of the Job Demands-Resource Model to study EAOHP NEWSLETTER PAGE 6
  7. 7. more broadly the interrelated pathogenic path from and demonstrate how it can simultaneously contributejob demands to negative health, and the salutogenic to ‘individual, organizational and public health’. At thepath from job resources to positive health for mental, same time, drawing from related disciplines, and morephysical and social health. Further, a clearer intensively linking the various levels of analysis,conceptualization of an organization as a unit of should provide a new impulse for advancing our field.analysis, and particularly of interventions, is needed. In preparation for the conference, and to supportThe last point is particularly interesting in times of sustained interdisciplinary exchange, together with myflexible working hours, 24-hour information colleague Oliver Hämmig, I have invited keytechnology, telework, limited work contracts, ‘me researchers from the fields of OHP, occupationalcorporations’ etc. that might shift attention from medicine, health promotion and public health toorganizational- to individual-level responsibility for contribute to a book entitled ‘Bridging Occupational,occupational health issues. Here, the public discourse Organizational and Public Health’ that will be publishedon the role of the overall economy, and of single shortly after the conference.companies, triggered by the current economic crisis, Contact: gfbauer@ifspm.uzh.chprovides an opportunity for OHP to show its potentialcontribution to health, quality of working life and thesustainable performance of organizations. This should Look out for Georg’s forthcoming chapter, co-writtenbe highly valued by society at large. with Gregor Jenny, on ‘Moving towards positive organizational health: challenges and a proposal of aHow can the forthcoming EAOHP conference research model of organizational health development’raise the profile of the discipline? to be published in April in: Houdmont, J., Leka, S. &In preparation for the conference, together with the Sinclair, R. R. (Eds.) (2012). ContemporaryEAOHP organizing team in Nottingham, we agreed Occupational Health Psychology. Global perspectivesthat a more intensive exchange with relevant on research and practice, Vol. 2. Chichester: Wiley- Blackwell. See also page 18 of this newsletter.neighbour disciplines could raise the profile of OHP, Contribute to the Newsletter! This is your newsletter! We do our best to cover what interests you, but we need your input. We welcome contributions of all kinds – for instance, news of people in practice, education and/or research, including new professional appointments and contracts, conference announcements, reports of symposia, accounts of work in progress, and letters to the Editor. We are keen to include content from any contributory discipline, in order that we can encourage discussion and debate around Occupational Health Psychology in its fullest possible sense. You don’t have to be an EAOHP member to contribute, nor do you have to be based in Europe. We welcome contributions from all parts of the globe. We will publish any item that is of interest to Newsletter readers (who number some 1,000 individuals worldwide). If English is not your first language, don’t let this put you off – if you need it, you will be provided with help to prepare your item. If you have a contribution for the Newsletter then just send it to a member of the Newsletter team or, if you are undecided, contact Sue, Jennie or Mary first to discuss your ideas. The next newsletter for this year will be distributed around June. To contact Sue Cowan, Jennie Guise or Mary Tisserand, see the back page of this Newsletter. EAOHP NEWSLETTER PAGE 7
  8. 8. Academy news and informationConference programme nowavailable on EAOHP websiteT he full programme for the EAOHP’s forthcoming conference in Zürich this April is now available inboth PDF form and an interactive form on the Nevertheless, the policy context and policy-level interventions have been largely ignored in theAcademy’s website at: occupational health psychology literature. It is the process of policy development and stakeholderhttp://eaohp.org/Programme2012.aspx engagement at international, regional, national, and sector level that determines whether awareness isSpecial session on policy raised, common understanding emerges, norms develop, decisions are made, actions are promotedA t the Academy’s conference in Zürich there will be a symposium entitled “Policy Development &Occupational Health Psychology”, which will be and sustainability is ensured. This session will discuss the role of occupational health psychology in policy development. The session willchaired by Stavroula Leka from the Institute of Work, focus on key OHP policy-related issues and how OHPHealth & Organisations, at the University of research can feed into the policy process. SpeakersNottingham, UK. The symposium will include will share their perspectives on what are some keypresentations from the International Labour issues that are particularly important for policyOrganisation (ILO); World Health Organisation (WHO) development, how they have used OHP research in theand examples from national contexts. development of policy initiatives and what areIt can never be fully understood why an intervention important priorities to be addressed for the future. Theat company level works or does not work unless the session will be followed by a discussion during whichpolicy context is taken into consideration. participants will have the opportunity to ask questions. EAOHP elections Elections for the EAOHP Executive Committee will be organised in March. Only members of the Europe- an Academy can take part in the election. Any member can nominate themselves for the following posi- tions: 1. President 2. Conference Chair 3. External Relations Officer 4. Membership Officer 5. Finance Director 6. Chair of Education Forum 7. Chair of Practice Forum 8. Chair of Research Forum Nominations forms and additional information will be sent to all EAOHP members with details of the roles and responsibilities for each position. Completed nomination forms must be returned by email to Aditya Jain (executive@eaohp.org), EAOHP Executive Officer, who will act as the returning officer for the election. The deadline for nominations is: Friday 16th March. Voting will take place from Monday 19th March to Friday 30th March. Ballot papers will be sent to all members by email and must be returned by the voting deadline (by email or post) to be counted. The results will be declared on 3rd April and the new committee will take over at the Zürich conference . EAOHP NEWSLETTER PAGE 8
  9. 9. Academy forums: updatesT he Academy has three forums, which support research, education and professional practice.Here we provide updates on their aims, functions, publications (such as the first textbook in OHP), as well as develop courses in this area. A key issue that the Forum has been concerned with is accreditation ofand current and future activities. practitioner education and training. As such, at the 2012 EAOHP conference in Zürich, a joint session will be organised in collaboration with the EAOHP Practice Forum to address this issue. The session will includePractice Forum invited presentations by OHP academics and practi- tioners who will present experiences from differentBy Peter Kelly, Chair, Practice Forum countries, views on existing practices and currentThe EAOHP Practice Forum is concerned with translat- needs. The presentations will be followed by a discus-ing education and research in OHP into workplace in- sion on the way forward, and the role that EAOHP canterventions. It aims to support the practitioner com- play in developing and recognising professional prac-munity in identifying best practice and initiatives tice training in OHP.through which OHP practitioners can demonstrate thevalue of applied OHP practice to the world of work.We arrange sessions at EAOHP conferences to allow Research Forumpractitioners to present, address and discuss emerg-ing areas of work in the practitioner community. by Aditya Jain, EAOHP Executive OfficerThe EAOHP Practice Forum Chair has been working The EAOHP Research Forum aims to promote researchalongside practitioner representatives from SOHP and and innovation in OHP. The Forum seeks to promotethe APA to promote practitioner issues through the not only the development of research but also itsInternational Co-coordinating Group for Occupational translation into practice. The Forum, with input fromHealth Psychology (ICG-OHP). The ICG-OHP helps to both academics and practitioners, is involved in pro-coordinate international developments in OHP re- ducing and making available high quality outputs tosearch, education and professional practice. One re- all those interested in the area of OHP. The key out-cent development has been the OHP Practitioners APA puts include the inclusion and dissemination of highListserv. This can be joined at http://lists.apa.org/cgi- quality research at the biennial EAOHP conferencebin/wa.exe?A0=OHP-PRACTITIONERS The Listserv and showcasing cutting edge research through chap-will work in the same way as the APA Listserv for OHP ters in ‘Contemporary occupational health psycholo-but the emphasis is on practitioner issues. gy: Global perspectives on research and practice’, a biennial series of books published by Wiley-BlackwellAt the EAOHP 2012 Zürich conference we will be run- on behalf of EAOHP and the Society for Occupationalning a joint workshop with the Education Forum on Health Psychology (SOHP). To promote wider dissemi-accreditation of practitioner education and training in nation of the research presented at the EAOHP con-OHP, which is an emerging area. ferences, all materials are in the process of being added to the APA PsycEXTRA database. The Research Forum also issues small grants of up toEducation Forum €1,000 to support activities that promote research, and it maintains the Postgraduate Area. The latter isBy Stavroula Leka, Chair, Education Forum being developed to cater to the needs of postgraduateThe EAOHP Education Forum aims to promote occupa- OHP students. As the area develops it will provide ational health psychology education and training by forum for discussion and contain frequently updatedadvising on the development of education and train- reports regarding postgraduate research from acrossing programmes, fostering partnerships for the devel- Europe and beyond. Future plans for the Forum in-opment of such programmes, and working together clude creating an MSc and PhD theses database with-with similar bodies in other OHP organisations to do in the postgraduate area that can be stored and ac-so. The Education Forum deals with both academic cessed online, increasing the level of funding offeredand practitioner education and training issues. Over under the small grants scheme, and developing athe past years, members of the Forum have worked factsheet series to promote knowledge and under-to define a core curriculum in OHP (by conducting standing of key OHP topics for those working bothresearch in collaboration with SOHP), produce key within the discipline and beyond. EAOHP NEWSLETTER PAGE 9
  10. 10. News Work & StressWork & Stress news and updateon published papersby Toon Taris, Scientific Editor, Work & StressO n these pages we are very happy to tell you about some events that have taken place withregard to Work & Stress over the last year or so. Here Toon Taris outlines papers that have been published in the journal Work & Stress over the last year, including those newly published. He alsoSince the previous issue of the newsletter appeared introduces a new Associate Editor and provides some words of caution regarding citation counts.we have published three editions of Work & Stress(parts 2-4 of 2011), and the first edition for 2012 hasjust been published. To begin, we roughly group the employee well-being. A two-study paper by Kelloway,papers in these four issues on the basis of their main Turner, Barling and Loughlin (2012) indicated that thistopic, as follows. Full references to the papers are lack of attention is not justified. They showed thatgiven on page 13. employees having a manager who employed aBullying and conflict transformational leadership style reported higher levelsOne broad theme concerns bullying, aggression and of well-being than other workers, and that this is mostconflict at work. Workplace conflict is widely likely because the subordinates of a transformationalconsidered to be an important stressor. This was leader place more trust in that person. These findingsconfirmed in a study by Dijkstra, Beersma and Evers are in line with those of Gurt, Schwennen and Elke(2011) in 774 health care workers; they also showed (2011), who reported that leaders who explicitly takethat for individuals, having an internal locus of control into account the health of their followers tend to haveand employing a problem-solving conflict subordinates who report higher levels of well-being.management strategy mitigated the adverse effects of These findings suggest that leaders should be moreconflict on strain. As regards the antecedents of aware of the fact that they can directly affect thebullying, Baillien, Rodriguez-Muñoz, Van den Broeck psychological health of employees.and De Witte (2011) found in a longitudinal study that Work-family interfaceadverse work characteristics (high demands and low The work-family interface remains a popular issue inresources) were associated with higher levels of occupational health psychology, and three papers inbullying. Two US-based studies focused on the these editions have focused on this topic. Using dataoutcomes of being bullied. Perhaps not surprisingly, from 790 law firm lawyers, De Grood and Wallaceboth studies (Bowling and Michel, 2011, and (2011) showed that high levels of spousal support areHershcovis, Reich, Parker and Bozeman, 2012) found related to better health. This confirms the idea thatthat bullied workers are motivated to retaliate, with within-family support is important for employee well-their employer, colleagues or supervisors as possible being. Two other papers on this theme focused ontargets. This effect depended on the employee’s organizational work-family culture. Mauno, Kiuru andattributions regarding the cause of abuse (Bowling Kinnunen (2011) showed that a positive work-familyand Michel), or on the type of working relationship culture (e.g., managers supportiveness) was positivelybetween the victim and with the perpetrator in terms related to employee attitudes towards work (such asof power and task interdependence (Hershcovis et al). job satisfaction and turnover intentions), whereasLeadership Somech and Drach-Zahavy (2012) tested three modelsHow does leadership affect the health and well-being of how organizational work-family support and personalof employees? Although many studies examine the coping strategies might act together in decreasing workeffects of supervisor support on health, leadership -family conflict. These papers indicate that both within-style has seldom been examined as an antecedent of EAOHP NEWSLETTER PAGE 10
  11. 11. level and organizational-level support is important for Work characteristicsimproving employee well-being and morale. In recent editions we have also published someFatigue papers addressing the relationships between work characteristics and employee health and well-being. AA further broad category of published papers is those paper by Panatik, ODriscoll and Anderson (2011)that have dealt with fatigue and exhaustion. Previous replicated earlier findings that high job demands areresearch has focused on the antecedents of these longitudinally associated with high levels of strain.concepts, relating them to unfavourable work However, this association was further moderated bycircumstances. However the processes underlying self-efficacy, suggesting that high levels of self-these associations have rarely been studied. One efficacy buffer the adverse effects of high demands.exception is the large-scale study among Dutch Hauke, Flintrop, Brun and Rugulies (2011) examinedworkers by Van Ruysseveldt, Verboon and Smulders the impact of psychosocial work stressors on(2011). They showed that the presence of job musculoskeletal disorders. They presented anresources promotes opportunities for growth and extensive review and meta-analysis of 54 longitudinallearning, and that good opportunities for personal studies on this association, providing strong evidencedevelopment are associated with lower levels of for the assumption that psychosocial factors areexhaustion. A study by Bernerth, Walker and Harris important predictors of musculoskeletal problems.(2011) examined another possible antecedent ofexhaustion – the impact of the continuous Whereas sick workers will usually stay at home, it isorganizational changes that workers are currently also possible that they will continue to go to workoften exposed to. They found that their measure of (sickness presence). In a large study, Claes (2011)"change fatigue" significantly predicted levels of examined the antecedents of this phenomenon cross-burnout, turnover intentions and (low) commitment. nationally, showing that factors such as time pressureFinally, the consequences of high levels of exhaustion at work, job satisfaction and work involvement werefor employee performance have so far been largely positively related to sickness presence. Thus, highunexplored. Van Dam, Keijsers, Eling and Becker demands can not only make you sick, they may also(2011) started from previous findings showing that make you go to work, in spite of this sickness.burnout/exhaustion results in reduced cognitiveperformance, due to a low motivation to spend effort. Personal characteristicsTherefore, in an experiment that included both Three papers fell into the broad theme of the effectshealthy and burned-out participants, by means of an of personal characteristics on employee health andincentive they attempted to manipulate the performance. Schmidt, Hupke and Diestel (2012)participants motivation to perform well. Whereas this showed that a high level of dispositional self-controlwas successful for the healthy participants, the mitigated the adverse effects of high self-controlburned-out workers motivation to perform well demands at work on job strain. De Lange, Bal, Vanremained low. This is in line with contemporary der Heijden, De Jong and Schaufeli (2011) focused ontheories that propose that physiological changes age and regulatory focus. In their longitudinal study,associated with burnout may result in a relatively long these authors found that experiencing psychological-term decrease in motivation, with cognitive contract breach (the degree to which transactionalperformance in employees with burnout may remain and relational obligations are met) was related tolow. lower work motivation, and that this especiallyPerformance applied to workers holding a prevention focus – i.e., workers who value safety and security, rather thanThe study by Van Dam and colleagues is also relevant strive towards maximizing gains. The third paper into the fifth category of papers, on the association this category examined the moderator effect ofbetween health and performance. In a 111-study narcissism in the relation between feeling under-meta-analysis, Ford, Cerasoli, Higging and Decesare benefited and irritation. Using data from two samples,(2011) found that psychological health, in the form of Meier and Semmer (2012) showed that lack ofpsychological well-being, depression, general anxiety, reciprocity was positively related to irritation, and thatand life satisfaction, is a moderate-to-strong correlate this was especially so for individuals who scored highof work performance. Bruursema, Kessler and Spector on narcissism. This is in line with previous notions(2011) found that bored employees tended to engage holding that such individuals hold an inflated self-viewmore often in counterproductive work behaviours. and a sense of entitlement and are thereforeThis shows that boredom is an important variable and particularly vulnerable to perceived lack of fairness. Inshould not be neglected in research on such conjunction, these three studies show that personalitybehaviours. characteristics may explain why workers sometimes EAOHP NEWSLETTER PAGE 11
  12. 12. respond differently to the characteristics of a As this overview shows, we have published manyparticular work situation. interesting papers in the last few editions of Work & Stress. Of course, we intend to keep doing so, andPersonal goals therefore heartily invite you to submit your papers toLastly, we published a longitudinal study by Hyvönen, us – whether or not they relate to one of the themesFeldt, Kinnunen and Tolvanen (2011), who examined discussed above, your manuscripts are always veryhow changes in the psychosocial work environment welcome!affected personal work goals (i.e., workersaspirations regarding issues of competence, well-being, job change, job security, organization, andfinance) among Finnish managers. Their study Read the papers. References to all the papersshowed that especially adverse changes in job mentioned in this article are listed over the page. Therewards (e.g., decreases in salary and job security) papers can be accessed from the contents list on thewere related to changes in workers personal work journal’s website at:goals (e.g., a higher desire to become more http://www.tandfonline.com/toc/twst20/currentcompetent and to change jobs).Karina Nielsen: New Citation counts. T&F have also added several new features to the Work & Stress website. MostAssociate Editor importantly, on the web page there is now a new menuW on the left. Among other things it includes links to e are delighted to welcome Karina Nielsen to “most read” and “most cited” papers in the journal. the Work & Stress panel of Associate Editors. Clicking these links will take you to papers listed on theKarina is Professor of Work and Organisational basis of the number of times they have beenPsychology at The National Research Centre for the downloaded from the T&F website or cited,Working Environment (NRCWE) and is based in respectively. This is potentially interesting information,Copenhagen, Denmark. She is also an Honorary but be aware that the citations collected by T&F onlyProfessor at the University of Leicester, UK. Karina has refer to citations collected by Crossref. The Crossrefparticular expertise in the areas of organizational database yields similar information about citations tochange, interventions and leadership. She supported better-known databases such as ISI Web ofthe editorial team in producing the successful special Knowledge, but from a much more limited set ofedition of Work & Stress entitled “Organizational journals (see http://www.crossref.org/citedby/ for aninterventions: Issues and challenges” that was overview of publishers associated with Crossref).published in 2010 (volume 24, part 3). She has Therefore the citation counts presented on our webpublished frequently in Work & Stress and other high- page exclude citations in many publications in the fieldimpact journals, and has extensive experience as a of occupational health psychology, and tend to bereviewer. Thus, we are confident that she will be an considerably lower than citation counts obtained usingextremely valuable addition to our board. Karina joins the Google Scholar, Web of Knowledge or ScopusPaul Spector, Mike O’Driscoll, Ulla Kinnunen and Philip databases.Dewe in helping Toon Taris to assess submissions anddecide journal policy. We thank all our Associate Also, time has a great influence on these lists, as theEditors for their important contributions to the journal. T&F figures do not only apply to a limited period. These "most read" and "most cited" lists largely consist of more or less classic papers that may have been published some time ago. Indeed, any recentlyChanges to the Work & Stress published paper, however much read and cited, willwebsite - and citations usually appear low on the list. The current ISI impact factor of Work & Stress is 3.07, with the journal beingYou may have seen on our web site that Taylor & ranked 6th out of 69 journals in its category. This givesFrancis (T&F), the publisher of Work & Stress, have a much better impression of the rate at which paperscreated a new presence for their journals on the web. published in Work & Stress are being picked up in theAs before, the Work & Stress page can be accessed field. On the plus side, these lists on our web page areat: http://www.tandfonline.com/toc/twst20/ a useful reminder of some popular published papers, tocurrent , which will take you to the current edition which direct links are provided.and links to other pages. EAOHP NEWSLETTER PAGE 12
  13. 13. References their strain and well-being? , 108-127. Hauke, A., Flintrop, J., Brun, E., & Rugulies, R. (2011).These papers in Work & Stress were cited in the The impact of work-related psychosocial stressors onarticle ending on page 12. Those with volume 26 in the onset of musculoskeletal disorders in specific bodybold type are newly published. regions: A review and meta-analysis of 54 longitudinal studies. 25, 243-256.Baillien, E., Rodriguez-Muñoz, A., Van den Broeck, A., & Hershcovis, M.S., Reich, T., Parker, S., & Bozeman, J. De Witte, H. (2011). Do demands and resources affect (2012). The relationship between workplace targets and perpetrators reports of workplace aggression and target deviant behaviour: the bullying? A two-wave cross-lagged study. 25, 128- moderating roles of power and task interdependence. 146. 26, 1-20.Bernerth, J.B., Walker, H.J., & Harris, S.G. (2011). Hyvönen, K., Feldt, T., Kinnunen, U. & Tolvanen, A. Change fatigue: Development and initial validation of (2011). Changes in personal work goals in relation to a new measure. Work & Stress, 25, 321-337. the psychosocial work environment: A two-year followBowling, N.A., & Michel, J.S. (2011). Why do you treat -up study. 25, 289-308. me badly? The role of attributions regarding the cause Kelloway, K., Turner, N., Barling, J., & Loughlin, C. of abuse in subordinates responses to abusive (2012). Transformational leadership and employee supervision. 25, 309-320. psychological well-being: The mediating role ofBruursema, K., Kessler, S.R., & Spector, P.E. (2011). employee trust in leadership. 26, 39-55. Bored employees misbehaving: The relationship Mauno, S., Kiuru, N., & Kinnunen, U. (2011). between boredom and counterproductive work Relationships between work-family culture and work behaviour. 25, 93-107. attitudes at both the individual and the departmentalClaes, R. (2011). Employee correlates of sickness level. 25, 147-166. presence: A study across four European countries. 224 Meier, L.L., & Semmer, N.K. (2012). Lack of reciprocity -242. and strain: Narcissism as a moderator of theDe Grood, J.A., & Wallace, J.E. (2011). In sickness and in association between feeling under-benefited and health: An exploration of spousal support and irritation. 26, 56-67. occupational similarity. 25, 272-287. Panatik, S.A., ODriscoll, M.P., & Anderson, M.H. (2011).De Lange, A.H., Bal, P.M., Van der Heijden, B.I.J.M., De Job demands and work-related psychological Jong, N., & Schaufeli, W.B. (2011). When Im 64: responses among Malaysian technical workers: The Psychological contract breach, work motivation and moderating effects of self-efficacy. 25, 355-370. the moderating roles of future time perspective and Schmidt, K.H., Hupke, M., & Diestel, S. (2012). Does regulatory focus. 25, 338-354. dispositional capacity for self control attenuate theDijkstra, M.T.M., Beersma, B., & Evers, A. (2011). relation between self-control demands at work and Reducing conflict-related employee strain: The indicators of job strain? 26, 21-38. benefits of an internal locus of control and a problem- Somech, A., & Drach-Zahavy, (2012). Coping with work- solving conflict management strategy. 25, 167-184. family conflict: The reciprocal and additiveFord, M.T., Cerasoli, C.P., Higgins, J.A., & Decesare, A.L. contributions of personal coping and organizational (2011). Relationships between psychological, physical, family-friendly support. Work & Stress, 26, 68-90. and behavioural health and work performance: A Van Dam, A., Keijsers, G.P.J., Eling, P.A.T.M., & Becker, review and meta-analysis. 25, 185-204. E.S. (2011). Testing whether reduced cognitiveGurt, J., Schwennen, C., & Elke, G. (2011). Health- performance in burnout can be reversed by a specific leadership: Is there an association between motivational intervention. 25, 257-271. leader consideration for the health of employees and Van Ruysseveldt, J., Verboon, P., & Smulders, P. (2011). Call for Book Reviewers W e are looking to expand our team of book reviewers. There are a number of benefits to be- coming a book reviewer, including:  access to the latest books, allowing you to keep up to date with your areas of practice, education and/or research, or simply those that interest you most;  getting your name known in relevant circles;  expanding your CV;  and you get to keep any book that you review! Book reviews should be approximately 500 to 700 words in length. Books for review will be sent to you, so you will not incur any costs. If English is not your first language, don’t let this put you off – if you need it, you will be provided with help to prepare your review. If you would like to join our team of book reviewers, please email the Newsletter’s Book Reviews Editor, Gail Kinman (Gail.Kinman@beds.ac.uk) with details of your interests. EAOHP NEWSLETTER PAGE 13
  14. 14. 5th International Seminar on Positive Occupational Health Psychology Dublin City University, Dublin, Ireland 7th-8th June 2012 Call for AbstractsFollowing the success of previous seminars in Utrecht, Castellon, Trondheim and Lisbon we are pleasedto invite you to Dublin, Ireland home of U2, Guinness and the literary genius of James Joyce and OscarWilde for the 5th International Seminar on Positive Occupational Health Psychology. This 2-day seminarwill bring PhD students and junior researchers working in the field of positive occupational health psy-chology together in order to discuss the most recent theoretical and empirical advances in the field andto invite feedback on their own research from peers and leading experts in the field. Main themes cov-ered will be as follows: Work engagement, theoretical frameworks (e.g., job demands-resources theo-ry), positive interventions at work, healthy and resilient organizations, critical views on the develop-ment of positive psychology, and occupational health psychology methodological research. As the sem-inar is in the format of a small group meeting participant places will be limited.The seminar will be spread over two full days which will involve presentations of research by partici-pants, keynote presentations and workshops covering main themes in positive occupational health psy-chology theory, method and dissemination. Participants will present their research in a PowerPointpresentation followed by an interactive discussion with experts and peers. Participants are also asked tobring a poster of their work which will be displayed over the 2 day period for speakers, faculty and allparticipants to view and discuss with presenters between sessions. The programme will also include atraditional Irish social evening, which will consist of a dinner and a ‘Hooley Show’ of music and dancing inthe highest pub in Ireland (www.jfp.ie).We are proud to announce the following keynote speakers for the seminar: - Prof. Dr. Arnold Bakker, Erasmus University Rotterdam - Prof. Dr. Eva Demerouti, University of Technology Eindhoven - Prof. Dr. Wilmar Schaufeli, Utrecht UniversityAbstract Submission: Abstracts of 500 words should be submitted as a Word or .pdf email attachment topohp2012@dcu.ie Abstract Deadline: March 16thRegistration Fees: Early bird (before April 13th): Students- 180euro, Non Student- 230 euro Late Registration: Students- 230 euro, Non Student- 280 euroFor further seminar information please see www.link.dcu.ieFor enquiries contact seminar organisers:Sarah-Jane Cullinane : sarahjane.cullinane2@mail.dcu.ie or Janine Bosak: Janine.bosak@dcu.ie EAOHP NEWSLETTER PAGE 14
  15. 15. Research reportThe hidden psychological costs ofon-call workingby Fiona Earle, Department of Psychology, University of Hull, UK and Tracey Reid, Instituteof Work Psychology, University of Sheffield, UKO does this have on the worker? Is being called out the n-call working has become a common feature in same as normal work? These are some of the many work scheduling. A large proportion of workers questions that need to be addressed in order to informacross a range of professions are now regularly organisational policy. However, there is currentlyrequired to be ‘on-call’ as part of their standard limited evidence on which to base any schedulingcontractual responsibilities. This requirement takes guidelines, at either the national or the professionalmany forms, but is characterised by a need to be level.available only if called. Most commonly this involvescover for specified on-call periods, often over-and- The current position is complex and arrangements doabove the full working week. vary greatly, both across and within professions, but it appears to be standard practice for organizationalThe increasing prevalence of on-call working is policies to only consider time ‘called-out’ as workingbusiness-driven and understandable from an time. On-call shifts where workers are available, butorganizational perspective. It is more financially not called, are often treated as equivalent to being atviable than providing full shift coverage, as it allows rest. From an anecdotal perspective, almost all on-callthe availability of service provision during off-peak workers would disagree with this assumption andhours without the full weight of associated costs argue that being on-call but not called out is very(Mabon, 1995). Given these significant financial different indeed from being at rest. Opportunities forbenefits, it is likely that organizations will continue to social activities are often quite limited and the senserely on on-call working to support the provision of key of ‘waiting for the phone to ring’ could be argued to beservices. a stressor in itself.Although on-call working is common and has Given the scale of on-call working in the UK and theoperational value, psychologists currently know very limited availability of evidence on which to baselittle about the effects of being on call. What impact scheduling decisions, we undertook a programme of research designed to investigate current operational practices and to develop an understanding of the psychological implications of on-call working. Methods The research employed various methods including a large-scale cross-occupational survey, interviews, a subjective diary study and a psychophysiological study. Some of the key results from the survey and the diary study were presented in Rome at the 9th conference of the EAOHP. The interviews and psychophysiological study are currently being prepared for publication. This report outlines some of the key findings from the diary study. The diary study participants were 22 on-call workers from two professional groups (11 physiotherapists andTracey Reid (left) and Fiona Earle 11 fire officers). Each participant completed four EAOHP NEWSLETTER PAGE 15
  16. 16. weeks of a daily diary that included measures of dailyactivity and scales to measure fatigue (Earle, 2004)and mood (Watson, Clarke and Tellegan, 1988). Joining the EAOHPMultiple daily measures were taken for four categoriesof shift. The shift types were: (i) normal working (ii) For information on EAOHP activitiesrest days (iii) on-call called out and (iv) on-call not and the benefits of joining thecalled out. Academy go to:Findings eaohp.orgThe central aim of this study was to investigate thelevel of psychological strain reported following thefour categories of shift. Specifically, Analysis of provide a foundation for the scheduling of on-callVariance was used to compare levels of anxiety and rotas, so that any negative impact on the individualfatigue following each of the different shifts, for the can be minimized. For example, it may be beneficialtwo professional groups. for organizations to ensure that there is a true periodIn summary, the levels of anxiety and fatigue of rest before returning to normal duties, as recoveryreported at the end of the shifts were highest when from work is unlikely to be optimal while on-call.the workers had been on-call and were called out. ConclusionThis was true for both the physiotherapists and thefire officers. Of further interest were the levels of On-call working is a regular feature in the lives ofanxiety and fatigue when on-call but not called out. individuals across a broad range of occupations. LittleFor both groups, anxiety and fatigue when not called is currently known about the impact of on-callout were equivalent to being at work (carrying out a working, but the research presented here suggestsfull normal shift). that being on-call can have a significant impact on the wellbeing of individuals, even when they are not calledImplications out. A greater understanding of the psychologicalAlthough the findings reported here were based on a impact of this type of work scheduling could provide asmall sample of workers across only two professions, solid foundation from which to improve operationalthey have a number of implications. Data from the practices.diary study provide clear evidence that being on-call Referenceshas a psychological cost for workers. When theworker was called out, levels of anxiety and fatigue Earle, F (2004). The construct of psychologicalwere found to be higher than the strain associated fatigue: A psychometric and experimentalwith a normal working shift. Although the data from analysis. Unpublished doctoral dissertation,the diary study did not provide a direct explanation University of Hull.for this finding, evidence from the preliminary Mabon, J. (1995). Call-back - the hidden issues.interviews suggests two explanations. First, call-outs Canadian Journal of Medical Technology, 57 (2),are often the result of an emergency, which would 116-117.naturally be associated with a stress response. Littlecan be done about this practically, as emergencies Contact:are a central feature of this kind of work. However, F.Earle@hull.ac.ukthe second explanation provides more of an T.Reid@sheffield.ac.ukopportunity for organizations to support their on-callworkers – it is not unusual for on-call workers to berequired to provide services that are different from Biographiestheir normal roles and responsibilities, taking thembeyond their comfort zone. It is vital that Fiona Earle is a Chartered Occupational Psychologistorganizations provide the maximum training to and a lecturer in Psychology at the University of Hull.support workers who face this situation. Her research interests are broadly based in the areas of stress, wellbeing and performance, with a specificThe second key finding of the diary study was that interest in the development of fatigue in different‘waiting for the phone to ring’ was not the same as working conditions.being at rest. Being on-call but not called out was Tracey Reid is a teaching associate in Occupationalfound to be associated with levels of anxiety and Psychology at the University of Sheffield. Tracey alsofatigue consistent with the psychological costs of a full has a broad interest in workplace stress and wellbeing,shift. This is a serious concern and provides a and Fiona and Tracey have recently collaborated on asignificant challenge in the modern workplace. It is series of investigations into the impact of on-callvital that more research is carried out in this area to working. EAOHP NEWSLETTER PAGE 16
  17. 17. Books for why workplace stress should be managed andBook review: some guidance is provided on how organisations can meet their legal and ethical duty of care to their staff. Information is also provided to help managers deter-Preventing Stress in Organizations: mine the “true” cost of work stress to their organiza-How to Develop Positive Managers tion by calculating the financial implications of stress- related absence, presenteeism, turnover, accidentsBy Donaldson-Feilder, E., Yarker, J. & Lewis, R. and injury as well as the more hidden costs such as(2011). West Sussex: Wiley-Blackwell. ISBN: 978-0- negative publicity. Chapter three introduces ways by470-66552-7 (Hardback) £60.00. ISBN: 978-0-470- which workplace stress can be managed from the per-66553-4 (Paperback) £30.00 spective of the organization, the manager, and the individual employee. Examples of primary, secondaryT and tertiary stress management approaches are pro- here is overwhelming evidence for the negative vided. Unsurprisingly, particular focus is placed on the impact of workplace stress on physical and psy- role of the line manager in identifying, monitoring,chological health, social functioning and job perfor- reducing, removing and reviewing the stressors thatmance. Numerous books have been published from his or her team experience. Line manager behaviour isvarious perspectives that focus on work stress and one of the most common causes of workplace stress,how it may be alleviated at a personal level, but very and the ways in which this can impact on employees’little is known about the skills, abilities and behav- experiences at work (both positive and negative) areiours that are required to manage stress in other peo- considered. The framework, and the programme ofple. Insight into this issue is essential in order to help research that underpinned it, is introduced in chapterdevelop managers who are able to manage and en- four. A clear rationale is provided both for developinghance the wellbeing of their employees. Preventing a stress management approach that focuses on posi-Stress in Organizations is therefore a much needed tive manager behaviour and the competency-basedbook. Written by three prominent UK occupational approach that is utilised. Chapters five to eight intro-health psychologists with a wealth of research and duce the four key competencies: a) managing emo-consultancy experience in the field, this innovative tions and having integrity; b) managing and communi-and well written book examines ways in which man- cating existing and future work; c) managing the indi-agers can prevent, manage and reduce stress in their vidual within the team; and d) reasoning/managingstaff. It draws on the findings of a rigorous five-year difficult situations. These chapters explore the clustersresearch programme conducted with hundreds of of behaviours that underpin each competency in con-managers and employees working in a range of sec- siderable depth and provide examples of the contextstors. The research was sponsored by the UK Health in which positive and negative management behaviourand Safety Executive (HSE), the Chartered Institute may occur. In-depth case studies and exercises areof Personnel Development, and Investors in People, also provided to guide training and consultancy.and has been promoted widely to organizations andhuman resource and occupational health profession- Chapters nine to twelve highlight ways in which theals. The authors present a framework of positive positive manager behaviours embraced by the frame-management behaviours that they consider to be crit- work could be put into practice within an organizationical in managing work-related stress and promoting and become embedded in organizational culture. Cru-healthy working environments. Detailed guidance is cially, the factors that might impede or support theprovided on how managers can develop these skills utilisation and expression of these behaviours are con-and behaviours and incorporate them into their every- sidered and addressed both from a manager and prac-day interactions with team members. An innovative titioner perspective. The authors argue that managersprogramme of case studies and exercises is included should be aware of the personal and organizationalthroughout the book in order to illustrate the practical barriers that they are likely to encounter and considerapplication of the competencies in a range of organi- how they can be overcome. Theoretical approaches tosational settings. Key references and other resources behaviour change are outlined, with particular focusare also provided to guide further reading. placed on Prochaska and DiClemente’s Stages of Change theory, and how they might be used to shapeThe book comprises 12 chapters. The first explores positive manager behaviours are considered.key definitions and theories of workplace stress, andconsiders its antecedents and consequences. A com- Review by Gail Kinman, University ofpelling business and legal case is made in chapter two Bedfordshire, UK EAOHP NEWSLETTER PAGE 17
  18. 18. New volumeT he second volume of Contemporary Occupational Health Psychology: Global Perspectives on Research and Practice will be launched in April atthe Academy’s 2012 conference in Zürich. It will also be available from allgood booksellers. The series is published by Wiley-Blackwell on behalf of theEuropean Academy of Occupational Health Psychology and the Society forOccupational Health Psychology; the first volume (2010-2011) was well re-ceived by researchers, practitioners, and students of the discipline. This ledWiley-Blackwell to commission this second volume (2012-2013), in what willhopefully become a long-standing series of value to the discipline.We hope that readers will be similarly engaged by the variety of contempo-rary topics addressed in the second volume. Chapters have been contributedby a host of high-profile international researchers and practitioners. Contemporary Occupational Health Psychology: Global Perspectives on Research and Practice, Vol. 2 Edited by Jonathan Houdmont, Stavroula Leka and Robert SinclairChapters in this volume :Organizational Politics and Occupational Health New Directions in Positive Psychology:Psychology: A Demands-Resources Perspective Implications for a Healthy WorkplaceSimon L. Albrecht and Erin M. Landells Clive Fullagar and E. Kevin KellowayEmployee Commitment and Well-being The Management of Psychosocial Risks acrossJohn P. Meyer, Elyse R. Maltin, and Sabrina P. C. Thai the European Union: Findings from ESENER William Cockburn, Malgorzata Milczarek, XabierDeveloping Evidence-Based Occupational Health Irastorza, and Eusebio Rial GonzálezPsychologyRob B. Briner The Public Health Perspective: Useful for Occupational Health Psychologists and HealthUnderstanding Mental Health Treatment-Seeking and Safety Professionals?in High Stress Occupations Birgit A. GreinerThomas W. Britt and Anna C. McFadden Presenteeism: A Short History and a CautionaryHumor as a Human Resource Tool in TaleOrganizations Gary JohnsJosje Dikkers, Sibe Doosje, and Annet de Lange Workload: A Review of Causes, Consequences,Predicting Abusive Supervision and Potential InterventionsM. Sandy Hershcovis and Alannah E. Rafferty Nathan A. Bowling and Cristina KirkendallDesigning Jobs for an Aging Workforce: An Work Stress and Health BehaviorsOpportunity for Occupational Health Nicola Payne, Gail Kinman, and Fiona JonesDonald M. Truxillo, David M. Cadiz, and Jennifer R.RineerMoving Towards Positive Organizational Health: Houdmont, J., Leka, S., & Sinclair, R. R. (Eds.) (AprilChallenges and a Proposal for a Research Model 2012). Contemporary Occupational Healthof Organizational Health Development Psychology. Global perspectives on research andGeorg F. Bauer and Gregor J. Jenny practice, Vol. 2. Chichester: Wiley-Blackwell. EAOHP NEWSLETTER PAGE 18
  19. 19. Information European Academy of Occupational Health Psychology Offices President Tom Cox Tom.cox@nottingham.ac.uk Executive Officer Aditya Jain Aditya.jain@nottingham.ac.uk Finance Director Phillip Dewe p.dewe@bbk.ac.uk Membership Officer Birgit Greiner b.greiner@ucc.ei Research Forum Chair Vacant Professional Practice Forum Peter Kelly peter.kelly@hse.gsi.gov.uk Chair Education Forum Chair Stavroula Leka Stavroula.leka@nottingham.ac.uk Media Officer Gail Kinman Gail.Kinman@beds.ac.uk Newsletter Editors Sue Cowan suecowan@workingwelltogether.eu Jennie Guise jennieguise@workingwelltogether.eu Design Mary Tisserand Mary.Tisserand@nottingham.ac.uk Book Reviews Gail Kinman Gail.Kinman@beds.ac.uk Members’ representatives Evelyn Kortum Kortume@who.int Maria Karanika-Murray Maria.Karanika-Murray@ntu.ac.uk Academy Trustees: Cary Cooper, Frank Bond, Sayeed Khan, Steve Adam Information on Academy membership and associated benefits can be found at: www.eaohp.orgAcademy Publicationsthe Occupational Health Psychologist: Published three times per annum. ISSN 1743-16737 (Online). Backcopies can be downloaded at www.eaohp.orgWork & Stress: A journal of work, health and organisations. Published by Taylor & Francis in association withthe European Academy of Occupational Health Psychology. ISSN 0267-8373Contemporary Occupational Health Psychology: Global Perspectives on Research andPractice, Volume 2 (2012-2013).A biennial series published by Wiley-Blackwell on behalf of the European Academy of Occupational HealthPsychology and the Society for Occupational Health Psychology. Available from the Wiley-Blackwell websites andthrough large online retailers including Amazon. EAOHP NEWSLETTER PAGE 19
  20. 20. the Occupational Health Psychologist GUIDELINES FOR CONTRIBUTORSPlease find below general guidelines for submitting articles for future issues of the OccupationalHealth Psychologist. We are keen to publish many different kinds of articles, and we hope thiswill encourage a broad range of submissions. We welcome articles from people involved inpractice, education and/or research, and with a range of levels of experience. If English is notyour first language, don’t let this put you off – if you need it, you will be provided with help toprepare your item. We aim to publish three issues per year (Spring, Summer and Autumn).OHP Research / PracticeWe welcome short reports (of no more than about 1000 words) of research findings, practiceissues, case studies, brief literature reviews, and theoretical articles. This could be a valuableopportunity for you to disseminate information on your work to both academics andpractitioners. When writing these reports please make them as accessible as possible to thebroad readership of the Newsletter.OHP BriefingsWe also welcome overviews of your OHP-related activities, or those of your research group,consultancy or organisation. This type of article provides a useful insight into the sort of workthat is being undertaken across the OHP world community. Additionally, this section enables thecommunication of policy developments that may have implications for OHP research, practiceand education in your country. We ask that such articles are no longer than 1,200 words long.OpportunitiesWe welcome advertisements for job opportunities, internships or PhD studentships. If you havean opportunity that you would like to make our community aware of, please send a shortdescription to the Editors.Other articlesWe welcome news, conference announcements, open letters to your fellow Occupational HealthPsychologists regarding any OHP-related topics, responses to published articles and briefsummaries (in English) of OHP issues that have been reported by your national news media.To accompany all contributions, we welcome appropriate photographs Please email your questions, announcements or contributions to the Editors: Sue Cowan: suecowan@workingwelltogether.eu Jennie Guise: jennieguise@workingwelltogether.eu The Occupational Health Psychologist Editorial Team: The Joint Editors, Sue Cowan and Jennie Guise, are Chartered Psychologists and Directors of Working Well Together Ltd., Edinburgh, UK Mary Tisserand (newsletter design) is an independent editor