Plume - Organizational Initiative

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Saint Louis University - Organizational Health Psychology

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Organizational Health Psychology Organizational Initiative:

Organizational Health Psychology Organizational Initiative Saint Louis University Matt Plume

Agenda:

Agenda Organizational Health Psychology’s Organizational Health Need for Interventions Intervention Initiatives Outcomes Holistic Models Conclusion and References

Organizational Health:

Organizational Health Comprised of a psychologically healthy workplace Integrates employees and the organizational objectives Focus on employee health and well-being Use interventions to change organizational health using Organizational Healthy Workplace Practices

Need for Interventions:

Need for Interventions Turnover is 60% Frustration is constant (mental health concern) Absence of Rewards (ERI Theory) Stress or Stressors (mental health concern) Quality of Relationships (Injustice and Leadership) Work Performance (Burnout)

Intervention Initiatives:

Intervention Initiatives Designed a new organizational intervention Rewards for absence of injuries Rewards for absence of accidents Rewards for accepting late orders Training to minimize burn exposure

Outcomes:

Outcomes Reduced Turnover (distal) Improved Mental Health (proximal and distal) Improved Work Performance (proximal and distal)

Holistic Model Pre-Intervention:

Holistic Model Pre-Intervention Stressors 1. Role Conflict 2. Role Ambiguity 3. Absence of Rewards Interpersonal Demands 1. Leadership 2. Team pressures 3. Trust 4. Status Workplace Policies 1. Promotion 2. Discrimination 3. Benefits Job Conditions 1. Routine jobs 2. Work overload 3. Wages 4. Skill discretion 5. Justice Individual Differences 1. Optimism 2. Hardiness 3. Locus of Control 4. Self-Reliance DISTRESS 1. Anger/Hostility 2. Job Alienation 3. Frustration 4. Negative Affect 5. Burnout 6. Anxiety OUTCOMES Mental Health Work Performance Quality of Relationships

Holistic Model Post-Intervention:

Holistic Model Post-Intervention Stressors 1. Role Conflict 2. Role Ambiguity 3. Absence of Rewards Interpersonal Demands 1. Leadership 2. Team pressures 3. Trust 4. Status Workplace Policies 1. Promotion 2. Discrimination 3. Benefits Job Conditions 1. Routine jobs 2. Work overload 3. Wages 4. Skill discretion 5. Justice Individual Differences 1. Optimism 2. Hardiness 3. Locus of Control 4. Self-Reliance Eustress Hope Positive Affect Meaningfulness Manageability Satisfaction Commitment OUTCOMES Mental Health Work Performance Quality of Relationships

Conclusion:

Conclusion Measurement and Evaluation (NEGD) Independent and Dependent Variables Limitations on intervention

References:

References American Psychological Association (Sept. 25, 2013). Creating a Psychologically Healthy Workplace – Introduction. Retrieved from: http://www.apaexcellence.org/resources/creatingahealthyworkplace/ Northouse, Peter G. (2013). Leadership: Theory and Practice (6th ed.). Thousand Oaks, CA. Sage Publications Quick, J.C. & Terrick, L.E. (Eds.). (2011). Handbook of Occupational Health Psychology (2nd ed.). Washington, DC: American Psychological Association Straub, Richard O. (2007). Health Psychology: A Biopsychosocial Approach (2nd ed.) Worth Publishers. New York, NY

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