Exploration of Psychosocial Hazards: Job Demands, Rewards and Recognitions, and Autonomy to Address Workforce...

High rates of turnover among employees (faculty, administrators, and staff) in higher education, exacerbated by workplace stress and burnout, pose significant challenges to institutions. This first narrative review of a 2-part series explores the psychosocial hazards faced by employees and proposes strategies to foster a supportive organizational culture.

Key findings from focus groups with administrators revealed several critical themes: psychological safety and trust, coping mechanisms and support systems, effective communication, personalized approaches to well-being, leadership and resource allocation, and professional development and recognition.

From these themes, 6 psychosocial hazards were explored in detail, through evidence-based definitions, assessments, interventions, monitoring, and additional resources and recommendations for each hazard. Three hazards are explored in each part of this 2-part series. Within each of the 3 primary areas of focus, we provide evidence-based recommendations for schools and colleges of pharmacy to best support their employees. For Job Demands/Task Stressors, employers are encouraged to provide clear workload policies, role clarity, and work-family conflict strategies. For Rewards/Recognition, employers should provide equitable compensation, establish practices to provide personalized recognition, and engage in ongoing monitoring. For Autonomy/Flexibility, we recommend that employers investigate flexible work arrangements and job crafting opportunities and provide organizational support for employees. A proactive and holistic approach that encompasses individual, departmental, and institutional levels to address psychosocial hazards can create a more supportive and healthier environment to improve employee well-being and reduce turnover rates.