Psychosocial Hazards: Stress, Fatigue, and Workplace Violence
Psychosocial hazards are often less visible than physical or chemical hazards, yet they can have equally serious effects on workers’ health and organisational performance. Stress, fatigue, and workplace violence are three key psychosocial risks present across all sectors. This article explains these hazards, how to identify them, and strategies to control and prevent them effectively.
1. What Are Psychosocial Hazards?
Psychosocial hazards are aspects of work design, organisation, or social interactions that have the potential to cause psychological or physical harm. Unlike physical hazards, they stem from how work is structured and experienced by employees.
Examples:
- High workloads and tight deadlines (stress).
- Long shifts without adequate breaks (fatigue).
- Bullying, harassment, or physical assaults (workplace violence).
2. Stress at Work
2.1 Definition
Work-related stress arises when job demands exceed an employee’s ability to cope.
2.2 Common Causes
- Excessive workload or unrealistic deadlines.
- Lack of control over tasks.
- Poor communication and support.
- Role ambiguity and job insecurity.
2.3 Health Effects
- Anxiety, depression, and burnout.
- Increased absenteeism and reduced productivity.
- Cardiovascular problems and weakened immunity.
2.4 Identification
- Employee surveys and interviews.
- High turnover or sick leave rates.
- Observation of behavioural changes (irritability, withdrawal).
2.5 Control Measures
- Job redesign to balance workloads.
- Clear communication of roles and expectations.
- Employee assistance programs (EAPs).
- Stress management training and flexible work arrangements.
3. Fatigue at Work
3.1 Definition
Fatigue is a state of physical and mental exhaustion caused by prolonged exertion, inadequate rest, or long working hours.
3.2 Causes
- Extended or irregular shifts.
- Night work or excessive overtime.
- Inadequate breaks or recovery time.
- Physically demanding tasks.
3.3 Health Effects
- Reduced alertness and slower reaction times.
- Increased risk of accidents and errors.
- Chronic sleep disorders and health issues.
3.4 Identification
- Monitoring hours of work and overtime.
- Observing signs of tiredness (yawning, decreased performance).
- Incident analysis (fatigue-related errors).
3.5 Control Measures
- Implement work-rest schedules and limit overtime.
- Provide adequate break facilities.
- Educate workers on sleep hygiene.
- Use fatigue risk management systems.
4. Workplace Violence
4.1 Definition
Workplace violence includes any act of aggression—verbal, physical, or psychological—that occurs in a work context.
4.2 Types
- Type I (Criminal Intent): Robberies or intrusions.
- Type II (Customer/Client): Aggression from service recipients.
- Type III (Worker-on-Worker): Bullying or harassment among staff.
- Type IV (Personal Relationships): Domestic violence spilling into the workplace.
4.3 Effects
- Physical injury and psychological trauma.
- Increased turnover, absenteeism, and compensation claims.
- Damage to organisational reputation.
4.4 Identification
- Incident reporting and analysis.
- Employee complaints of harassment or bullying.
- Security assessments of facilities.
4.5 Control Measures
- Develop a zero-tolerance policy.
- Provide security measures (cameras, panic buttons).
- Train staff in conflict resolution and de-escalation.
- Offer support and counselling to victims.
5. Implementing a Psychosocial Hazard Management Program
- Policy Development: Commit to addressing psychosocial risks.
- Risk Assessment: Include psychosocial factors in HIRARC processes.
- Training and Awareness: Equip supervisors and workers with knowledge.
- Employee Engagement: Involve staff in designing solutions.
- Monitoring and Review: Track metrics like absenteeism, turnover, and incident reports.
For official guidance, see World Health Organization – Protecting Workers’ Mental Health.
Exam-Oriented Questions with Detailed Answers
Short Answer Questions
Q1. Define psychosocial hazard and give two examples.
Answer: A psychosocial hazard is an aspect of work design, organisation, or social interaction that may cause harm to workers. Examples: high workload stress and workplace bullying.
Q2. Name three causes of work-related fatigue.
Answer: Long shifts, inadequate breaks, and physically demanding tasks.
Q3. List two control measures for workplace violence.
Answer: Implementing a zero-tolerance policy and training staff in conflict resolution.
Long Answer Questions
Q1. Describe the health effects of work-related stress.
Answer: Stress can lead to anxiety, depression, burnout, cardiovascular issues, and lowered immunity. It also reduces productivity and increases absenteeism. Control measures include job redesign, clear communication, EAPs, and stress management training.
Q2. Explain how fatigue risk can be managed in workplaces operating 24/7.
Answer: Implement shift rotation to allow recovery time, limit overtime, provide break areas, educate workers on sleep hygiene, and use fatigue risk management systems to monitor and mitigate risks.
Q3. Discuss how an organisation can prevent and respond to workplace violence.
Answer: Prevention includes establishing a zero-tolerance policy, enhancing security, and training employees in de-escalation. Response includes prompt investigation, support for victims, and review of procedures to prevent recurrence.
Scenario-Based Questions
Q1. An employee regularly works 14-hour shifts and shows signs of exhaustion. How would you address this?
Answer: Review scheduling to limit shift length, provide additional breaks, educate on sleep hygiene, and assess workload. Consider using a fatigue risk management system.
Q2. A nurse reports being verbally abused by a patient’s family member. What steps should be taken?
Answer: Follow the workplace violence policy, document the incident, provide support to the nurse, and implement security or communication measures to prevent future incidents.
Q3. An office team reports high stress due to unclear roles and conflicting demands. How should management respond?
Answer: Clarify job roles, redistribute workload, provide training, and offer stress management resources like EAPs.
Frequently Asked Questions (FAQs)
1. What are psychosocial hazards?
Answer: Aspects of work design or social interactions that can cause psychological or physical harm, such as stress, fatigue, and workplace violence.
2. How can stress be reduced at work?
Answer: Through balanced workloads, clear communication, flexible scheduling, employee assistance programs, and training.
3. Why is fatigue dangerous in the workplace?
Answer: It reduces alertness, slows reaction times, increases errors and accidents, and may cause chronic health issues.
4. How should workplace violence incidents be reported?
Answer: Through a formal reporting system that ensures confidentiality, prompt investigation, and appropriate action.
5. Can psychosocial hazards be included in regular risk assessments?
Answer: Yes. They should be part of HIRARC or other safety management processes.
6. Who is responsible for managing psychosocial hazards?
Answer: Management has primary responsibility, but workers, supervisors, and HR all play roles in reporting, supporting, and implementing controls.
6. Conclusion
Psychosocial hazards like stress, fatigue, and workplace violence can have profound effects on workers’ mental and physical health. By identifying these hazards, assessing risks, and implementing controls — from policy and training to support services — safety professionals can create a healthier, more productive work environment.
Physical Hazards at Work (Noise, Vibration, Heat, Radiation): Identification & Control
Hazard Identification, Risk Assessment, and Risk Control (HIRARC)
The Hierarchy of Controls Explained: How to Manage Hazards Effectively
Difference Between Hazard and Risk: A Practical Guide for Safety Professionals
