Stress e benessere lavorativo: una rilettura alla luce del modello richieste-risorse.
Testo completo
(2) VLIDULIHULPHQWRD XQDVHULHGLDVSHWWLUHODWLYLDOODSURJHWWD]LRQHRUJDQL]]D]LRQHHJHVWLRQH GHO ODYRUR H DOOH FDUDWWHULVWLFKH GHL FRQWHVWL DPELHQWDOL H VRFLDOL LQ FXL LO ODYRUR VL VYROJH FKH SRVVRQR FDXVDUH UHD]LRQL GD VWUHVV H DYHUH FRQVHJXHQ]H SHU OD VDOXWH VLD GHL ODYRUDWRUL VLD GHOOH RUJDQL]]D]LRQL (VLVWH LQIDWWL XQR VWUHVV µSRVLWLYR¶ eustress
(3) FKH FRQVHQWH GL UHDJLUH LQ. PERSONALE E LAVORO N. 584 DICEMBRE 2016. .
(4) PRGR HIILFDFH HG HIILFLHQWH DJOL VWLPROL HVWHUQL H GL LQQHVFDUH XQD DGHJXDWD VRJOLD GL DWWHQ]LRQH YHUVR OH HVLJHQ]H GHOO¶DPELHQWH WXWWDYLD XQD HVSRVL]LRQH SUROXQJDWD D IDWWRUL VWUHVVRJHQL distress R VWUHVV ODYRUDWLYR
(5) SXzLQYHFHHVVHUHIRQWHGLULVFKLRSHUODVDOXWHGHOO¶LQGLYLGXR VLDGLWLSRSVLFRORJLFRVLDILVLFRULGXFHQGRO¶HIILFLHQ]DGHOODYRUDWRUHHOD VXDSHUIRUPDQFH DVVHQWHLVPRPDODWWLDULFKLHVWHGLWUDVIHULPHQWR«
(6) /RVWUHVVODYRUDWLYRUDSSUHVHQWDODSHUFH]LRQHGHOVRJJHWWRODYRUDWRUHGL XQR VTXLOLEULR DYYHUWLWR TXDQGR OH ULFKLHVWH GHO FRQWHQXWR GHOO¶RUJDQL]]D]LRQH H GHOO¶DPELHQWH GL ODYRUR VXSHUDQR OH FDSDFLWj H OH ULVRUVH D GLVSRVL]LRQH GHO VRJJHWWR SHU IURQWHJJLDUH WDOL ULFKLHVWH /R VWUHVV ODYRUDWLYR SURGXFH HIIHWWL QHJDWLYL LQ WHUPLQL GL LPSHJQR GHO ODYRUDWRUH SUHVWD]LRQH H SURGXWWLYLWj GHO SHUVRQDOH LQFLGHQWL FDXVDWL GD HUURUH XPDQR WXUQRYHU GHO SHUVRQDOH HG DEEDQGRQR SUHFRFH WDVVL GL SUHVHQ]DVRGGLVID]LRQHSHULOODYRURSRWHQ]LDOLLPSOLFD]LRQLOHJDOL &R[H *ULIILWKV
(7) 7XWWL TXHVWL HOHPHQWL UDSSUHVHQWDQR SHU O¶D]LHQGD HYLGHQWL FRVWL FKH SRWUHEEHUR HVVHUH VHQVLELOPHQWH ULGRWWL DSSOLFDQGR LQ PDQLHUD FRQVDSHYROH H SDUWHFLSDWD XQ SHUFRUVR GL YDOXWD]LRQH GHOOR VWUHVV ODYRUDWLYRFKHQRQVLDXQLFDPHQWHXQDGHPSLPHQWRQRUPDWLYRPDDQFKH XQDSUHVDGLFRVFLHQ]DGHOO¶D]LHQGDHGHLODYRUDWRULVXOORVSHFLILFRULVFKLR (PDQXHOHWDO
(8) . Stress, richieste e risorse ,Q TXDOL FRQGL]LRQL VL JHQHUD OR VWUHVV ODYRUDWLYR" 3HUFKp LQ VLWXD]LRQL ODYRUDWLYH PROWR VLPLOL YL VRQR SHUVRQH FKH SHUFHSLVFRQR DOWL OLYHOOL GL VWUHVV H DOWUH FKH QRQ OR VSHULPHQWDQR" 6X TXDOL DVSHWWL q SRVVLELOH LQWHUYHQLUHSHUOLPLWDUHORVWUHVV". Un modello di analisi dell’esperienza lavorativa. 4XHVWH VRQR OH GRPDQGH FKH SL VSHVVR FL VHQWLDPR ULYROJHUH TXDQGR ODYRULDPRLQSURJHWWLGLULFHUFDRLQWHUYHQWRFHQWUDWLVXOWHPDGHOORVWUHVV 8Q WHQWDWLYR GL ULVSRVWD SXz HVVHUH DJHYRODWR GDOOD SUHVHQWD]LRQH GL XQ PRGHOOR GL DQDOLVL GHOO¶HVSHULHQ]D ODYRUDWLYD LO Job Demands-Resources Model %DNNHU H 'HPHURXWL &RUWHVH $ULDQR H %DNNHU 'HPHURXWL %DNNHU 1DFKUHLQHU H 6FKDXIHOL 6FKDXIHOL H 7DULV
(9) FKH DWWXDOPHQWH FRVWLWXLVFH LO SULQFLSDOH ULIHULPHQWR SHU OD ULFHUFD GL PDWULFH SVLFRORJLFD LQ WHPD GL GLQDPLFKH GL EHQHVVHUH H VWUHVV ODYRUDWLYR /R VFRSR LQL]LDOH GHO PRGHOOR q TXHOOR GL FHUFDUH GL FRPSUHQGHUH JOL DQWHFHGHQWL GHOOR VWUHVV H GHO EXUQRXW QRQ ID SDUWH GHL QRVWUL RELHWWLYL DSSURIRQGLUH TXHVWR VHFRQGR DVSHWWR
(10) H DO WHPSR VWHVVR SUHYHGHUH LO OLYHOOR GL EHQHVVHUH GHL ODYRUDWRUL QRQFKp OD ORUR IXWXUD SHUIRUPDQFH ODYRUDWLYD. *OL DXWRUL DIIHUPDQR FKH WXWWR FLz ULVXOWHUHEEH GDOO¶HTXLOLEULR R GDO GLVHTXLOLEULR
(11) WUD FDUDWWHULVWLFKH SRVLWLYH ULVRUVH
(12) H FDUDWWHULVWLFKH QHJDWLYH ULFKLHVWH
(13) FKH TXDOLILFDQR LO SDUWLFRODUH ODYRUR VYROWR GDJOL LQGLYLGXL (VVL GHILQLVFRQR OH richieste lavorative FRPH ³TXHJOL DVSHWWL ILVLFLVRFLDOLRRUJDQL]]DWLYLGHOODYRURFKHULFKLHGRQRXQRVIRU]RILVLFRR PHQWDOH H FKH VRQR TXLQGL DVVRFLDWL DG DOFXQL FRVWL ILVLRORJLFL H SVLFRORJLFL´ 'HPHURXWLHWDOS
(14) FRPHDGHVHPSLRLFRQIOLWWLR LOVRYUDFFDULFRGLODYRUR/Hrisorse lavorativeVRQRLQYHFHGHVFULWWHFRPH ³TXHJOLDVSHWWLILVLFLVRFLDOLRRUJDQL]]DWLYLGHOODYRURFDUDWWHUL]]DWLGDXQR PERSONALE E LAVORO N. 584 DICEMBRE 2016 .
(15) R SL GHL VHJXHQWL DVSHWWL D
(16) VRQR IXQ]LRQDOL DO UDJJLXQJLPHQWR GHJOL RELHWWLYLODYRUDWLYLE
(17) ULGXFRQROHULFKLHVWHODYRUDWLYHHLFRVWLILVLRORJLFLH SVLFRORJLFL DVVRFLDWL F
(18) VWLPRODQR OD FUHVFLWD H OR VYLOXSSR SHUVRQDOH´ LELGHP
(19) FRPH DG HVHPSLR OD SRVVLELOLWj GL ULFHYHUH IHHGEDFN H LO VXSSRUWRVRFLDOH 6HFRQGR LO PRGHOOR ULFKLHVWH H ULVRUVH GDQQR YLWD D GXH SURFHVVL LQGLSHQGHQWL ,O SULPR q LO SURFHVVR GL LQGHEROLPHQWR GHOOD VDOXWH health impairment
(20) ULFKLHVWH ODYRUDWLYH WURSSR HOHYDWH FKH QRQ SHUPHWWRQR DO ODYRUDWRUH GL UHFXSHUDUH D OXQJR WHUPLQH SRUWDQR DG XQD DWWLYD]LRQH FRVWDQWH H DOO¶HFFHVVLYR FRQVXPR GL ULVRUVH FKH VRJJHWWLYDPHQWH YLHQH SHUFHSLWDFRPHXQD³VHQVD]LRQHGLVWUHVV´HVLPDQLIHVWDFRQPROWHSOLFL VLQWRPL SVLFRILVLFL HVDXULPHQWR HPRWLYR LQVRQQLD HPLFUDQLD GLVWXUEL DOO¶DSSDUDWRJDVWURLQWHVWLQDOHHFF
(21) ,O VHFRQGR SURFHVVR q TXHOOR PRWLYD]LRQDOH OH ULVRUVH ODYRUDWLYH VRGGLVIDFHQGR L ELVRJQL SVLFRORJLFL GHOO¶LQGLYLGXR FRPH LO ELVRJQR GL DXWRQRPLDRGLFRPSHWHQ]DSRUWDQRDLPSHJQRHPRWLYD]LRQHGDSDUWH GHO ODYRUDWRUH LQ PDQFDQ]D GL ULVRUVH O¶LQGLYLGXR QRQ ULHVFH D IDU IURQWH DOOH ULFKLHVWH JLXQJHQGR D PHWWHUH LQ DWWR FRPSRUWDPHQWL GL DXWR SURWH]LRQH FKH YHQJRQR SHUFHSLWL GDOO¶HVWHUQR FRPH XQR VWDWR GL GH PRWLYD]LRQH HV ULGX]LRQH GHL ULWPL GL ODYRUR
(22) RSSXUH GRSR XQ FHUWR SHULRGR DQGDQGR LQFRQWUR DL VLQWRPL SVLFRILVLFL GHOOR VWUHVV VRSUD GHVFULWWL ,Q VLQWHVL OH ULVRUVH ODYRUDWLYH VYROJRQR XQ UXROR GL SURWH]LRQH GHO ODYRUDWRUH DWWHQXDQGR O¶HIIHWWR QHJDWLYR GHOOH ULFKLHVWH ODYRUDWLYH ILJXUD
(23) )LJXUD,OPRGHOORULFKLHVWHULVRUVH. . Health impairment process. . . 6WUHVV EXUQRXW
(24) . -REGHPDQGV. 1HJDWLYH RXWFRPHV. . KHDOWKSUREOHPV
(25) . . . . . . . -REUHVRXUFHV. . . :HOOEHLQJ HQJDJHPHQW
(26) . . 3RVLWLYH RXWFRPHV SHUIRUPDQFH
(27). Motivational process. . &RQ O¶DLXWR GL TXHVWR PRGHOOR q SHUWDQWR SRVVLELOH ULVSRQGHUH DOOH GRPDQGHSURSRVWHLQDSHUWXUD In quali condizioni si genera lo stress lavorativo? /R VWUHVV q O¶HIIHWWR GL XQR VTXLOLEULR WUD ULFKLHVWH H ULVRUVH H VL PERSONALE E LAVORO N. 584 DICEMBRE 2016. .
(28) PDQLIHVWDOjGRYHDGDOWLOLYHOOLGHOOHSULPHFRUULVSRQGRQREDVVLOLYHOOL GHOOHVHFRQGH$OWHULFKLHVWHHDOWHULVRUVHFRQGXFRQRDOEHQHVVHUHH DOOD PRWLYD]LRQH EDVVH ULFKLHVWH H DOWH ULVRUVH DOOD QRLD EDVVH ULFKLHVWHHEDVVHULVRUVHDOO¶DSDWLD Perché in situazioni lavorative molto simili vi sono persone che percepiscono alti livelli di stress e altre che non lo sperimentano? 2OWUH DOOH GLIIHUHQ]H LQGLYLGXDOL FDUDWWHULVWLFKH GL SHUVRQDOLWj TXDOL OD UHVLOLHQ]D O¶DSHUWXUD DO QXRYR O¶RWWLPLVPR LO ORFXV RI FRQWURO LQWHUQR VRQR IDWWRUL SURWHWWLYL ULVSHWWR DOOR VWUHVV PHQWUH FDUDWWHULVWLFKH TXDOL OD FRPSHWLWLYLWj LO ELVRJQR GL DSSURYD]LRQH H OD GLIILFROWj D VWDFFDUH GDO ODYRUR ± workaholism ± VRQR IDWWRUL GL ULVFKLR
(29) FLz FKH VSHVVR GLIIHUHQ]LD OH VLWXD]LRQLODYRUDWLYH QRQ VRQR WDQWR OH ULFKLHVWH TXDQWR OD GLVSRQLELOLWj GL ULVRUVH D IURQWH GHOOH PHGHVLPH ULFKLHVWH q OD GLVSRQLELOLWjGLULVRUVHDIDUHODGLIIHUHQ]D /D ILJXUD ULSRUWD XQ HOHQFR GL ULFKLHVWH H ULVRUVH WUDWWR GDOOD OHWWHUDWXUDVFLHQWLILFDLQWHPDGLVWUHVVODYRUDWLYR. . )LJXUD(VHPSLGLULFKLHVWHHULVRUVHODYRUDWLYH 5,&+,(67(/$925$7,9( $PELJXLWjFRQIOLWWLGLUXROR &HQWUDOL]]D]LRQH &RPSOHVVLWj &RQGL]LRQLODYRUDWLYHVIDYRUHYROL &RQIOLWWLLQWHUSHUVRQDOL &RQIOLWWRODYRURIDPLJOLD ,QVLFXUH]]DODYRUDWLYD SUHFDULDWR
(30) 3UHVHQ]DGLULVFKLVXOODYRUR 3UHVVLRQHWHPSRUDOH 5HVSRQVDELOLWjHFFHVVLYH 5LFKLHVWHILVLFKHFRJQLWLYHHPRWLYH 6RYUDFFDULFRGLODYRUR «. 5,6256(/$925$7,9( $XWRQRPLD &KLDUH]]DGHJOLRELHWWLYL &RPSHWHQ]D ,QIRUPD]LRQH 2SSRUWXQLWjGLVYLOXSSR 3DUWHFLSD]LRQHDOOHGHFLVLRQL 3UHVHQ]DGLIHHGEDFN 4XDOLWj GHOOH UHOD]LRQLFRHVLRQH GLJUXSSR 5LFRPSHQVHILQDQ]LDULH 6LFXUH]]D 6XSSRUWRVRFLDOH 9DULHWjGHLFRPSLWL «. Su quali aspetti è possibile intervenire per limitare lo stress?. 3HUULSULVWLQDUHO¶HTXLOLEULRVSHVVRqSLSURGXWWLYR HWDOYROWDqO¶XQLFD VROX]LRQHSRVVLELOH
(31) LQFUHPHQWDUHOHULVRUVHSLXWWRVWRFKHGLPLQXLUHOH ULFKLHVWH 7DOYROWD QHO FRQWHVWR ODYRUDWLYR VRQR SUHVHQWL ULVRUVH QRQ XWLOL]]DWHRSSXUH³DFRVWR]HUR´FKHqVXIILFLHQWHDWWLYDUHDOWUHYROWHVL WUDWWD GL GHILQLUH XQ SURJUDPPD GL LQWHUYHQWR ,QROWUH OD QRVWUD HVSHULHQ]DFLKDSRUWDWLDRVVHUYDUHVLWXD]LRQLLQFXLYLVRQRULFKLHVWH FKHSRVVRQRGLPLQXLUHLOORURLPSDWWRQHJDWLYRVHQ]DLQWHUIHULUHFRQOD TXDQWLWjTXDOLWjGLSUHVWD]LRQLPDVRORRWWLPL]]DQGRO¶RUJDQL]]D]LRQH ,QTXHVWRVHQVRXQ¶DWWHQ]LRQHFRVWDQWHDQRQJHQHUDUHULFKLHVWHLQXWLOL GD SDUWH GL FKL q FKLDPDWR D RUJDQL]]DUH H FRRUGLQDUH LO ODYRUR DOWUXL ULVXOWDSDUWLFRODUPHQWHLPSRUWDQWH. . PERSONALE E LAVORO N. 584 DICEMBRE 2016. .
(32) Obblighi del datore di lavoro in riferimento allo stress lavorativo. Il D. Lgs. 81/08. $ SDUWLUH GD JHQQDLR q GLYHQWDWR REEOLJDWRULR SHU WXWWH OH D]LHQGH LWDOLDQH HIIHWWXDUH OD YDOXWD]LRQH GHO ULVFKLR VWUHVV ODYRURFRUUHODWR XQLWDPHQWHDTXHOODUHODWLYDDJOLDOWULULVFKLOHJDWLDOODDWWLYLWjODYRUDWLYD,O 7HVWR8QLFRVXOODVDOXWHHODVLFXUH]]DVXOODYRUR'/JVHVPL KDLQIDWWLLQWURGRWWRDQFKHQHOQRVWURSDHVHO¶REEOLJRSHUWXWWHOHD]LHQGH GL FRQGXUUH XQ¶DQDOLVL GHL ULVFKL SVLFRVRFLDOL D WXWHOD GHOOD VLFXUH]]D H GHOOD VDOXWH GHL ODYRUDWRUL /D OHJJH KD UHFHSLWR TXDQWR VWDELOLWR QHOO¶$FFRUGR(XURSHRGHOVRWWRVFULWWRGDOOHPDJJLRULRUJDQL]]D]LRQL GDWRULDOL (XURSHH QHO TXDOH HUDQR VWDWL LQWURGRWWL L FRQFHWWL GL ULVFKLR SVLFRVRFLDOH H GL VWUHVV ODYRUDWLYR H GHILQLWL L FULWHUL GL SUHYHQ]LRQH GL TXHVWR ULVFKLR /D &RPPLVVLRQH &RQVXOWLYD 3HUPDQHQWH QHO KD GHILQLWRLQROWUHO¶REEOLJRSHULGDWRULGLODYRURGLULSHWHUHODYDOXWD]LRQHFRQ XQDIUHTXHQ]DQRQLQIHULRUHDLWUHDQQLVDOYRFKHJOLHVLWLGHOOHYDOXWD]LRQL SUHFHGHQWLQRQLQGLFKLQRSDUWLFRODULVLWXD]LRQLGLGLVDJLRFKHQHFHVVLWDQR GLSURYYHGLPHQWLUHVWULWWLYLHGLWHPSLVWLFKHSLUDYYLFLQDWH*UD]LHDTXHVWL LQWHUYHQWL QRUPDWLYL VL ULFRQRVFH FKH OD VLFXUH]]D H OD VDOXWH SVLFRILVLFD GHLODYRUDWRULSRVVRQRHVVHUHPLQDFFLDWHQRQVRORGDIDWWRULDPELHQWDOLGL WLSRILVLFRFKLPLFRHELRORJLFRPDDQFKHGDIDWWRULGLQDWXUDSVLFRVRFLDOH JHVWLRQDOHHRUJDQL]]DWLYD )UDFFDUROLH%DOGXFFL
(33) /H LQGLFD]LRQL QRUPDWLYH VRWWROLQHDQR LQROWUH O¶LPSRUWDQ]D GL FRLQYROJHUH QHO SURFHVVR GL YDOXWD]LRQH GHOOR VWUHVV ODYRUDWLYR WXWWH OH ILJXUH D]LHQGDOL QRQ VROR LO GDWRUH GL ODYRUR H OH ILJXUH GHOOD SUHYHQ]LRQH 5HVSRQVDELOHGHO6HUYL]LR3UHYHQ]LRQHH3URWH]LRQH5HVSRQVDELOHGHL /DYRUDWRUL SHU OD 6LFXUH]]D 0HGLFR &RPSHWHQWH
(34) PD DQFKH WXWWL L ODYRUDWRUL FKH GHYRQR HVVHUH FRVWDQWHPHQWH LQIRUPDWL H DJJLRUQDWL ULVSHWWRDOWHPDHDOSURFHVVRGLYDOXWD]LRQH. Modalità di rilevazione dello stress lavorativo 'DOO¶HQWUDWD LQ YLJRUH GHO ' /JV H VPL DWWRUQR DO WHPD GHOOD YDOXWD]LRQHGHLULVFKLFRQQHVVLDOORVWUHVVODYRUDWLYRVLqFUHDWRXQDPSLR GLEDWWLWRPHWRGRORJLFRHGHSLVWHPRORJLFR/DYDOXWD]LRQHqGHILQLWDLQGXH IDVL ,QDLO
(35) XQD SULPD YDOXWD]LRQH RJJHWWLYD H XQD VHFRQGD YDOXWD]LRQHVRJJHWWLYD La valutazione oggettiva. /DYDOXWD]LRQHSUHOLPLQDUHFRQVLVWHQHOODDQDOLVLHULOHYD]LRQHGLLQGLFDWRUL GL ULVFKLR GD VWUHVV ODYRUDWLYR RJJHWWLYL H YHULILFDELOL DWWUDYHUVR PHWRGL GL RVVHUYD]LRQHGLUHWWDHFKHFNOLVWXQHVHPSLRqODFKHFNOLVWSURSRVWDGD ,QDLO
(36) FKHYDDULOHYDUHHYHQWLVHQWLQHOOD HVLQIRUWXQLDVVHQ]HSHU PDODWWLD«
(37) IDWWRULGLFRQWHQXWRGHOODYRUR ULIHULWLDGHVHPSLRDOO¶DPELHQWH GLODYRURDOFDULFRGLODYRURDOO¶RUDULRGLODYRUR«
(38) HIDWWRULGLFRQWHVWRGHO ODYRUR ULIHULWL DG HVHPSLR DOOD FXOWXUD RUJDQL]]DWLYD DOO¶DXWRQRPLD GHFLVLRQDOHDLUDSSRUWLLQWHUSHUVRQDOL«
(39) 6H OD YDOXWD]LRQH SUHOLPLQDUH QRQ ULOHYD HOHPHQWL GL ULVFKLR GD VWUHVV ODYRUDWLYR VHFRQGR OH GLVSRVL]LRQL QRUPDWLYH q VXIILFLHQWH DWWLYDUH XQ SLDQR GL PRQLWRUDJJLR DQFKH VH DSSDUH IRQGDPHQWDOH H LPSRUWDQWH DQDOL]]DUH H DSSURIRQGLUH OD SHUFH]LRQH VRJJHWWLYD GL VWUHVV ODYRUDWLYR 1HO FDVR LQFXL OD YDOXWD]LRQH SUHOLPLQDUH DEELDXQ ³HVLWR SRVLWLYR´ FLRqҒ HPHUJDQR HOHPHQWL GL ULVFKLR RFFRUUH GHILQLUH H SLDQLILFDUH LQWHUYHQWL FRUUHWWLYL H VH SRVVLELOH SURFHGHUH DOOD YDOXWD]LRQH DSSURIRQGLWD GL WLSR. PERSONALE E LAVORO N. 584 DICEMBRE 2016. .
(40) VRJJHWWLYR La valutazione soggettiva. /D YDOXWD]LRQH VRJJHWWLYD q UHDOL]]DWD WUDPLWH O¶DQDOLVL GHOOH SHUFH]LRQL FRQGLYLVH GHL ODYRUDWRUL PHGLDQWH XQ TXHVWLRQDULR VWUXWWXUDWR IRFXV JURXSRLQWHUYLVWH,QSDUWLFRODUHODYDOXWD]LRQHVRJJHWWLYDFRPSUHQGHOH D]LRQL GL LQGDJLQH GHOOD SHUFH]LRQH LQGLYLGXDOH GHO ULVFKLR GL VWUHVV ODYRUDWLYRVXLJUXSSLRPRJHQHLGLODYRUDWRULDOO¶LQWHUQRGHOO¶RUJDQL]]D]LRQH VXGGLYLVL LQ EDVH DOOD PDQVLRQH
(41) DWWUDYHUVR VWUXPHQWL GL YDOXWD]LRQH GHOOH SULQFLSDOL GLPHQVLRQL ODYRUDWLYH GHOOH ULVRUVH GHOOH ULFKLHVWH ODYRUDWLYH H GHL SRVVLELOL outcome OHJDWL DOOR VWUHVV ODYRUDWLYR TXDOL DG HVHPSLR VRGGLVID]LRQH ODYRUDWLYD PDOHVVHUH SVLFRILVLFR DO ODYRUR HVDXULPHQWRODYRUDWLYREXUQRXW. Un’esperienza di ricerca-intervento in un’ASO del Nord Italia 1HOFRUVRGHOELHQQLRqVWDWDUHDOL]]DWDXQDULFHUFDDOO¶LQWHUQR GL XQ¶$62 GHO 1RUG ,WDOLD GL JUDQGL GLPHQVLRQL FRQ GLSHQGHQWL RSHUDQWL LQ 6WUXWWXUH
(42) DO ILQH GL LQGLYLGXDUH OD SUHVHQ]D GL IDWWRUL GL ULVFKLR VWUHVV ODYRUDWLYR FRQGRWWD GD XQ JUXSSR GL HVSHUWL FRPSRVWR GD SVLFRORJL GHO ODYRUR GHO 'LSDUWLPHQWR GL 3VLFRORJLD GHOO¶8QLYHUVLWj GHJOL 6WXGLGL7RULQRHGDOOHILJXUHD]LHQGDOLGLULIHULPHQWR PHGLFRFRPSHWHQWH H UHVSRQVDELOH VHUYL]LR SUHYHQ]LRQH H SURWH]LRQH
(43) &RUWHVH *HUEDXGR 0DQFRQLH9LRODQWH
(44) I 6 passaggi dell’indagine. ,OSHUFRUVRGLLQGDJLQHKDSUHYLVWRVHLSDVVDJJL DQDOLVLGHJOLLQGLFDWRULD]LHQGDOL LQWHUYLVWH DL UHVSRQVDELOL GL VWUXWWXUD SULPDULR H FRRUGLQDWRUH LQIHUPLHULVWLFR
(45) RVVHUYD]LRQHVXOFDPSRPHGLDQWHWHFQLFDGHOORshadowing FRVWUX]LRQHGLXQDFKHFNOLVWFRQLQGLFDWRULGLVWUHVVODYRUDWLYR IRFXVJURXSFRQWHVWLPRQLSULYLOHJLDWLLQRJQLVWUXWWXUD VRPPLQLVWUD]LRQH GHOOD FKHFN OLVW D XQ FDPSLRQH UDSSUHVHQWDWLYR GL GLSHQGHQWL $OWHUPLQHGHOSURFHVVRGLULFHUFDqVWDWDPHVVDDSXQWRXQDPDWULFHLQ FXLLLQGLFDWRULYHQLYDQRLQFURFLDWLFRQOHVWUXWWXUHRULJLQDQGR FHOOH2JQLFHOODLQIXQ]LRQHGHOODSUHVHQ]DDVVHQ]DHGHOOLYHOORVWLPDWR GL VWUHVV ODYRUDWLYR GHILQLWR LQWHJUDQGR L GDWL UDFFROWL FRQ LQWHUYLVWH RVVHUYD]LRQH IRFXV JURXS H FKHFN OLVW SRWHYD DVVXPHUH XQ FRORUH ELDQFRYHUGHJLDOORRURVVR. Le azioni di intervento messe in atto. Ê VWDWR FRVu SRVVLELOH RWWHQHUH GLIIHUHQWL WLSL GL GDWL H LQ SDUWLFRODUH LQGLYLGXDUH GD XQ ODWR 6WUXWWXUH ³JLDOOH´ R ³URVVH´ RYYHUR FRQ PROWL HOHPHQWL GL ULVFKLR VWUHVV ODYRUDWLYR JLj SUHVHQWL GDOO¶DOWUR HOHPHQWL GL ULVFKLR WUDVYHUVDOL LQGLFDWRUL ³JLDOOL´ R ³URVVL´ QHOOD PDJJLRU SDUWH GHOOH 6WUXWWXUH
(46) 3HU TXHVWH VLWXD]LRQL VRQR VWDWH DYYLDWH GHOOH D]LRQL GL LQWHUYHQWR D OLYHOOR D]LHQGDOH ILQDOL]]DWH DG DFFUHVFHUH OH ULVRUVH R OLPLWDUH OH ULFKLHVWH LPSURSULH FKH KDQQR DG HVHPSLR OD IRUPD GHOOD ULRUJDQL]]D]LRQHGLDOFXQLSURFHVVLODYRUDWLYLGHOODUHYLVLRQHGHLSURFHVVL RUJDQL]]DWLYL GHOOD UHGLVWULEX]LRQH GHL FRPSLWL GHOOD IRUPD]LRQH SHU LO SHUVRQDOHGHOcoachingSHULUHVSRQVDELOLGHOODFRVWLWX]LRQHGLJUXSSLGL. PERSONALE E LAVORO N. 584 DICEMBRE 2016. .
(47) LQWHUYLVLRQH ,QROWUH VL VRQR LQGLYLGXDWH FULWLFLWj SXQWXDOL RYYHUR FDVHOOH ³URVVH´VRORLQDOFXQH6WUXWWXUHGLSHUVpQRQSUREOHPDWLFKH ,Q TXHVWR FDVR VL q SRWXWR PHWWHUH D SXQWR XQ LQWHUYHQWR PLUDWR SHU HYLWDUHFKHDQFKHXQVRORHOHPHQWRVWUHVVDQWHULVXOWDVVHFRQLOSDVVDUH GHOWHPSRYLDYLDSLGDQQRVRSHULOEHQHVVHUHGHLODYRUDWRUL %LEOLRJUDILD. . %DNNHU$%'HPHURXWL(
(48) -RE'HPDQGV5HVRXUFHV7KHRU\,Q 3<&KHQ&/&RRSHUWork and Wellbeing: Wellbeing: A Complete Reference Guide, vol. III &KLFKHVWHU:LOH\%ODFNZHOOSS &RUWHVH&*$ULDQR0%DNNHU$%
(49) ,OPRGHOORULFKLHVWHULVRUVH XQDJXLGDSHUORVYLOXSSRRUJDQL]]DWLYR Sviluppo & Organizzazione SS &RUWHVH &* *HUEDXGR / 0DQFRQL 03 9LRODQWH %
(50) /¶LGHQWLILFD]LRQH GHL IDWWRUL GL ULVFKLR VWUHVV ODYRURFRUUHODWR LQ XQ¶$]LHQGD6DQLWDULD2VSHGDOLHUDXQDSSURFFLRTXDOLTXDQWLWDWLYRLa Medicina del Lavoro
(51) SS &R[7*ULIILWKV$-
(52) 7KHDVVHVVPHQWRISV\FKRVRFLDOKD]DUGVDW ZRUN,Q0-6KDEUDFT-$0:LQQXEVW&/&RRSHUHandbook of Work and Health Psychology&KLFKHVWHU:LOH\ 6RQVSS 'HPHURXWL(%DNNHU$%1DFKUHLQHU)6FKDXIHOL:%
(53) 7KHMRE GHPDQGVUHVRXUFHVPRGHORIEXUQRXWJournal of Applied Psychology SS (PDQXHO ) 0ROLQR 0 *KLVOLHUL & *KLQL 5 7RUWRQH 5 &RUWHVH &* LQ SUHVV
(54) 'DOOD YDOXWD]LRQH GHOOR VWUHVV ODYRURFRUUHODWR DOOD SURPR]LRQH GHO EHQHVVHUH RUJDQL]]DWLYR LOFDVR GL XQD D]LHQGD IDUPDFHXWLFDLWDOLDQDLa Medicina del LavoroSS )UDFFDUROL ) %DOGXFFL &
(55) Stress e rischi psicosociali nelle organizzazioni%RORJQD,O0XOLQR ,1$,/
(56) 9DOXWD]LRQH H JHVWLRQH GHO ULVFKLR GD VWUHVV ODYRUR FRUUHODWR 0DQXDOH DG XVR GHOOH D]LHQGH LQ DWWXD]LRQH GHO ' /JV HVPL0LODQR7LSRJUDILD,QDLO 6FKDXIHOL :% 7DULV 7:
(57) $ &ULWLFDO 5HYLHZ 2I 7KH -RE 'HPDQGV5HVRXUFHV 0RGHO ,PSOLFDWLRQV )RU ,PSURYLQJ :RUN $QG 3DUROHFKLDYH +HDOWK ,Q *) %DXHU 2 +lPPLJ Bridging Occupational, 3VLFRORJLDGHO/DYRUR Organizational and Public Health: A Transdisciplinary Approach 6WUHVV 'RUGUHFKW6SULQJHU6FLHQFH%XVLQHVV0HGLDSS ««««««««««««««««««««««««««««««« ««««««««««««««««««««««««««««««« . . . PERSONALE E LAVORO N. 584 DICEMBRE 2016. .
(58)
Documenti correlati
152/2006 e s.m.i., in quanto trattasi di progetto per la realizzazione di una struttura funzionale polivalente assimilabile ad un esercizio alberghiero con un numero
Nel complesso, gli infermieri del SPDC indagati non percepiscono le situazioni di lavoro come particolarmente stressogene né accusano disturbi psichici degni di
ISTITUTO SUPERIORE “ARCHIMEDE”.. SEGNALE LUMINOSO: la luce emessa da un segnale deve produrre un contrasto luminoso adeguato al suo ambiente, in rapporto alle condizioni
Ergo-Agyla unisce l’analisi e la valutazione del rischio riferito all’ergonomia delle postazioni di lavoro ad uno specifico programma formativo e di addestramento volto a
la valutazione del rischio stress lavoro-correlato è una valutazione sull’organizzazione del lavoro e non sul livello di stress positivo o negativo dei singoli lavoratori o sui
Migliore organizzazione del Lavoro e ambientale (Stress Disequilibrium Theory) e riduzione dei fattori di rischio: chimico, fisici, biologici e psicosociali. Elaborazione interna
«Se il reato è stato commesso dalle persone indicate nell’articolo 5, comma 1, lettera a), l’ente non risponde se prova che: a) l’organo dirigente ha
Nel TU, riguardo alla “Valutazione dei rischi”, l’art. 28, comma 1-bis, ne precisa l’oggetto e, richiamando gli obblighi citati nell’art. 17, comma 1, lettera a), stabilisce