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The purpose of this study is to identify new psychosocial risk factors in the assessment of job demands and job resources in hospitality employment and to initiate the development of a psychosocial hospitality risk indicator (PHRI). The argument is underpinned by the findings from an exploratory study of health and safety representatives (HSE) in the hospitality sector.

Using focus-group interviews with 15 HSE representatives from 13 hospitality companies in lodging, housekeeping, and food and beverage segments, this research explored perceived psychosocial risks in different hospitality jobs through the lens of the JD-R (job demands-job resources) model.

This study suggests that factors such as conditioned flexibility, technological requirements, multicultural workforce interactions, lack of support from customers and lack of emotion ventilation represent new risk factors in the psychosocial work environment if not properly managed. A list of items to assess these new psychosocial risks is provided, and a model of different knowledge sources for the further development of the PHRI is suggested.

This is the first paper to identify new psychosocial risks in hospitality employment through the lens of a health and safety work perspective. A key theoretical contribution of this research is the extension of the JD-R model with new variables representing service-specific job demands and resources and the development of items for future risk assessment in hospitality jobs.

Mental health problems are a grave concern in construction. Although the distinction between high job demands and low job resources, as reflected in the Job Demands-Resources (JD–R) model, has been used to examine the extent to which psychosocial hazards influence mental health for construction practitioners, limited research has reflected on the nature of these psychosocial hazards by exploring experiences of site-based construction practitioners.

This study adopted a phenomenological approach to examine people’ experiences and thoughts of the complex phenomena of psychosocial hazards and mental health in construction. In total, 33 semi-structured interviews were undertaken with site-based construction practitioners in Australia to unveil construction-focused psychosocial hazards and their effects on mental health. The data were analysed via content analysis, employing an interpretation-focused coding strategy to code text and an individual-based sorting strategy to cluster codes.

Eighteen psychosocial hazards were identified based on the JD–R model. Six of these represented a new contribution, describing salient characteristics inherent to the construction context (i.e. safety concerns, exposure to traumatic events, job insecurity, task interdependency, client demand and contract pressure). Of particular importance, a number of interrelationships among psychosocial hazards emerged.

The significance of this qualitative research lies in elucidating psychosocial hazards and their complex interrelatedness in the context of the mental health of construction practitioners, enriching the understanding of this central health and safety issue in the high-risk setting of construction work. The findings contribute to addressing mental health issues in the Australian construction industry by identifying higher order control measures, thereby creating a mentally healthy workplace.

The study objectives were to (1) identify if providing solution-focused interaction training enables managers and employees to develop and implement actions to improve their psychosocial work environment and (2) test a recontextualization of the psychosocial work environment as social structures affecting members of the workplace and verify if social interactions effectively change the local psychosocial work environment.

The intervention involved training managers, supervisors and employees in solution-focused interaction. This study used a controlled interrupted time-series design, with an intervention and control group (CG) and pre- and post-measurements.

The psychosocial work environment improved, indicating that the training led to better social interactions, contributing to changes in the social structures within the intervention group (IG). Collective reflection between participants in the take action phase was the key to success. The recontextualization uncovered these mechanisms.

The present study supports a recontextualization of the psychosocial work environment as primarily decided by social structures that emerge in recurrent interactions within work teams. The same social structures also seem to be important for other features of the production system, like job performance.

Training designed to enable high-quality social interactions, like dialogue and collective reflection, has proven to be effective in changing social structures. Moreover, managers may need training in facilitating the collective reflection between participants. Increased focus on social interactions within work teams is suggested for future study of organizational change processes, psychosocial work environment and practical psychosocial work environment management.

The intervention was delivered in the preparation phase to enable an effective take action phase. Both phases are less studied in psychosocial risk assessments research. The recontextualization has never been fully used in psychosocial research.

Stress research in the UK policing has largely neglected to account for variance in the type of psychosocial hazard officers are exposed to across policing roles, highlighting the need for role‐specific research that is capable of informing similarly specific stress reduction interventions. This study aimed to develop and assess exposure to a taxonomy of psychosocial hazards specific to the UK police custody work, consider the burnout profile of custody officers, explore relations between psychosocial hazard exposure and burnout, and compare the exposures of burned out and non‐burned out custody officers.

Preliminary focus groups identified a series of psychosocial hazards specific to the custody officer role. A questionnaire administered to custody officers within a UK territorial police force assessed exposure to these psychosocial hazards and burnout.

Twenty‐six custody‐specific psychosocial hazards were identified, across nine themes. The proportion of custody officers who reported a high degree of burnout was above that found in normative data. Hierarchical regression analyses showed that exposures were positively related to emotional exhaustion and depersonalisation. Unrelated t‐tests showed that respondents who reported high burnout also reported significantly higher exposures across all nine psychosocial hazard themes than those with sub‐threshold burnout scores.

This is the first study to investigate the stress‐related working conditions of the UK custody officers. It provides a foundation for future large‐scale longitudinal studies concerned with validating the current findings and improving the health of officers engaged in this unique policing role.

Psychosocial factors have received increasing attention regarding significantly influencing safety in the construction industry. This research attempts to comprehensively summarize psychosocial factors related to safety performance of construction workers. In the context of coronavirus disease 2019, some typical psychosocial factors are selected to further analyze their influence mechanism of safety performance.

First, a literature review process was conducted to identify and summarize relevant psychosocial factors. Then, considering the impact of the epidemic, hypotheses on the relationship between six selected psychosocial factors (i.e. work stress, role ambiguity, work–family conflict, autonomy, social support and interpersonal conflict) and safety performance were proposed, and a hypothetical model was developed based on job demands-resources theory. Finally, a meta-analysis was used to examine these hypotheses and the model.

The results showed these psychosocial factors indirectly influenced workers’ safety performance by impacting on their occupational psychology condition (i.e. burnout and engagement). Work stress, role ambiguity, work–family conflict and interpersonal conflict were negatively related to safety performance by promoting burnout and affecting engagement. Autonomy and social support were positively related to safety performance by improving work engagement and reducing burnout.

This research is the pioneer systematically describing the overall picture of psychosocial factors related to the safety performance of construction workers. Through deeply discussed the mechanism of psychosocial factors and safety performance, it could provide a reference for the theory and application of psychosocial factors in the field of construction safety management.

The purpose of this paper is to investigate how adolescent arrest and correctional confinement impact psychosocial development during the transition to adulthood.

The research uses a US-based sample of 12,100 youth in junior and high school and again in early adulthood. Factor analyses determine measurement of psychosocial maturity (PSM) and subsequently compare baseline and subsequent psychosocial development in a multivariate framework for males and females.

Findings show that net of socio-demographic and delinquency-related controls, all three groups have similar baseline psychosocial measures pre-confinement but by early adulthood (ages 18–25) there are significant differences between the two justice-involved groups for multiple measure of psychosocial well-being, net of any differences at baseline. Differences are exacerbated for females.

Results suggest the need for juvenile correctional facilities to incorporate programming that allows juveniles to build psychosocial skills through activities that mirror typical adolescent responsibilities, behaviors and tasks.

The authors compare PSM development for three groups of adolescents: non-justice-involved youth, youth who were arrested but not confined before age 18 (arrested non-confined), and delinquent youth who served time in out-of-home correctional placement before age 18 (confined) to compare development and changes in psychosocial development over time. Further, the authors examine the interaction of gender and confinement to explore if the context of confinement disrupts PSM development differently for females.

The purpose of this paper is to investigate the relationship between organizational safety climate and organizational health performance outcomes (i.e. absenteeism, presenteeism, health care utilization) mediated by individual worker health. The authors used three pathways to examine this relationship: a physical pathway starting with physical safety climate and mediated by musculoskeletal disorders (MSDs), a psychosocial pathway starting with psychosocial safety climate and mediated by emotional exhaustion, and a combined pathway starting with psychosocial safety climate and mediated by both MSDs and emotional exhaustion.

Three mediational multilevel analyses were conducted using a sample of 8,761 employees working in 177 health care organizations.

Although the findings did not support the hypothesized physical pathway, they showed that the psychosocial pathway worked satisfactorily for two of the three health performance outcomes (absenteeism and presenteeism). The combined physical and psychosocial pathway explained differences in the third outcome: health care utilization.

This is one of the few studies to include both physical and psychosocial pathways that lead to employee health and organizational performance. The results underscore the importance of paying attention to psychological health and safety in the health care workplace. Not only for the psychological health of employees, but also to improve their physical health and subsequent organizational health performance.

Due to the “European Union Framework Directive on Safety and Health at work” (Directive 89/391/EEC, 1989), every employer is obliged to avoid psychosocial hazards when designing work. Little is known empirically about the barriers that workplace actors experience while developing and implementing OSH measures that prevent psychosocial hazards. The purpose of this paper is to explore barriers, causes and attempts to overcome them and discusses them with reference to relevant theoretical concepts and models that help to explain how these barriers hinder the development and implementation of OSH measures.

Semi-structured interviews with workplace actors in charge of psychosocial risk assessment (PRA) were conducted in 41 business cases, and transcripts were analysed using a thematic analysis approach. Barriers, causes and attempts to overcome them were extracted inductively and discussed with reference to relevant theories and explanatory models.

The complex nature of psychosocial risks, hindering general beliefs, lack of a perceived scope for risk avoidance, lack of assumptions of responsibility among players on all hierarchical levels, discrepancies between formal responsibility and decision authority, and low reflexivity on processes of development and implementation of interventions were described as barriers. Causes and attempts to overcome these barriers were reflected upon by workplace actors.

Recommendations on the organisation of PRA will be given with respect to the reported results and relevant research in this field.

This qualitative study explores the barriers to developing and implementing OSH measures to eliminate psychosocial hazards, from the perspective of actors in charge of PRA, and why they might fail.

The purpose of this paper is to highlight the relation of psychosocial risks to information security (IS). Although psychosocial risks at the workplace have been extensively researched from a managerial point of view, their effect on IS has not been formally studied to the extent required by the gravity of the topic.

Based on existing research on psychosocial risks, their potential effects on IS are examined.

It is shown that as psychosocial risks affect people at the workplace, they diminish their ability to defend IS.

Psychosocial risks are identified as a factor in IS breakdown. Future research should be directed towards assessing the significance of the effects of various psychosocial risks on IS, creating an assessment methodology for the resulting IS posture of the organisation and devising mitigation methodologies.

The proposed approach will provide a significant part of the answer to the question of why IS fails when all prescribed measures and controls are in place and active. More effective controls for psychosocial risks at the workplace can be created as the incentive of upholding IS will be added to the equation of their mitigation.

The organisational environment in which human beings are called upon to function in a secure manner will be redefined, along with what constitutes a “reasonable request” from human operators in the context of IS.

Bringing together psychosocial risks and IS in research will provide a better understanding of the shortcomings of human nature with respect to IS. Organisations and employees will benefit from the resulting psychosocial risk mitigation.

Despite the efficacy, political will and numbers of mental health practitioners trained in psychosocial interventions, they remain scarcely available in routine clinical practice. External factors such as the inability of mental health organisations to develop strategies to support the use of psychosocial interventions have been implicated. This study compares data from two groups, one that had completed psychosocial intervention training (n=104) and one that had not received psychosocial intervention training (n=102). Both groups completed measures of self‐efficacy, locus of control and an application of psychosocial interventions to practice. Results showed that psychosocial intervention training significantly increased the level of self‐efficacy for using psychosocial interventions in practice. The group that had received psychosocial interventions training had lower internal locus of control orientation. Self‐efficacy was significantly related to using psychosocial interventions in practice. There is a discussion of the implications of these findings.