17 Psychosocial risks
Job Demands
Work or job demands - high and low - are one of the most common sources of workplace stress and psychological harm.
Workers who experience high job demands such as excessive workloads, resource constraints or time pressures can often feel overwhelmed or unable to cope. Those experiencing low job demands, such as repetitive or monotonous tasks, may feel bored, disengaged or under-utilised. Sustained high or low levels of job demands are more likely to cause psychological and physical harm, particularly when combined with low levels of support and/or other psychosocial risks.
The impact of high job demands is mediated by receiving high levels of support from managers and co-workers. Where it is not reasonably practicable to eliminate or adequately minimise high job demands – for example, in the case of frontline responders – it is even more critical to provide high levels of support that can cushion the impact of demands. Where workers perceive support levels to be low and job demands to be high the risk of harm to health increases significantly.
When job demands are in balance with our individual capability and capacity they are an important part of our work and help to give us meaning, purpose, motivation and a sense of achievement.
Time
Unrealistic timeframes or time pressures
Long work hours or shift work
Cognitive
Highly repetitive or monotonous tasks
Long periods of vigilance for infrequent events
Complex or challenging decision making
Low role clarity
Workload
Long periods of insufficient work
Unrealistic or unachievable amounts of work
Physical
Sitting or standing for long periods
Unpleasant or hazardous conditions (for example, hazardous chemicals or dangerous equipment)
Emotional
Responding to distressing or emotional situations
Managing other people’s emotions
Suppressing emotions or displaying false emotions
Environmental
Remote and isolated work
Poor environmental conditions (for example, extreme temperatures or noise, air quality)
What the job involves
Work environment and equipment
Task design
Workload
Work schedules
Worker skills, capabilities and training.
How the work is organised
Organisational function and culture
Leadership
Organisational change management
Interpersonal relationships at work
Role in organisation
Career development
Decision latitude and control
Resource allocation.
Explore other
psychosocial risks
Please note that the information on this page is based on guidance from Comcare’s psychosocial resources. Definitions, terminology, and regulatory expectations may vary by state, territory, or country. Each psychosocial risk has its own dedicated page, and ReFresh is designed to adapt to the specific regulations and frameworks that apply in your jurisdiction, supporting organisations operating across different regions worldwide.