\u0130\u015f Talepleri<\/strong><\/h1>\n\u0130\u015f talepleri, fiziksel, bili\u015fsel veya duygusal \u00e7aba gerektiren bir i\u015fin t\u00fcm fiziksel, psikolojik, sosyal veya \u00f6rg\u00fctsel y\u00f6nleridir.<\/p>\n
Bir i\u015f talebi, talebin kendisine ve bireyin bununla ba\u015fa \u00e7\u0131kma yetene\u011fine ba\u011fl\u0131 olarak, olumlu oldu\u011fu kadar olumsuz sonu\u00e7lara da sahip olabilir. Olumlu tepkiler motivasyon, te\u015fvik veya i\u015f tatmini olabilirken olumsuz tepkiler depresyon, kayg\u0131 veya t\u00fckenmi\u015flik (burnout) olarak ortaya \u00e7\u0131kabilir.<\/p>\n
Genel olarak, d\u00f6rt t\u00fcr i\u015f talebinden s\u00f6z edilebilir:<\/p>\n
Nicel talepler<\/strong> (\u00f6rne\u011fin, zaman bask\u0131s\u0131 veya i\u015fin miktar\u0131); \u00f6ncelikle bilgi i\u015flemeyle ilgili beyin s\u00fcre\u00e7lerini etkileyen bili\u015fsel talepler <\/strong>(\u00f6rne\u011fin, i\u015fin zorlu\u011fu); ki\u015fileraras\u0131 ileti\u015fim s\u0131ras\u0131nda kurumsal olarak istenen g\u00f6revlerde ortaya \u00e7\u0131kacak duygularla ba\u015fa \u00e7\u0131kmak i\u00e7in gereken \u00e7abay\u0131 ifade eden duygusal talepler<\/strong>; ve kas-iskelet sistemi ile ili\u015fkili fiziksel talepler (yani davran\u0131\u015f\u0131n motor ve fiziksel y\u00f6nleri (\u00f6rne\u011fin dinamik ve statik y\u00fckler).<\/p>\n
\n\u0130\u015f Talepleri ve Psikososyal Riskler<\/strong><\/h1>\nBir\u00e7ok insan, \u00e7al\u0131\u015fma ortamlar\u0131nda kar\u015f\u0131la\u015ft\u0131klar\u0131 zorluklarla motive olur. Di\u011fer taraftan i\u015f taleplerinden ve ilgili di\u011fer stres fakt\u00f6rlerinden gelen bask\u0131, alg\u0131lanan ba\u015fa \u00e7\u0131kma yetene\u011fi ile birlikte de\u011ferlendirildi\u011finde, a\u015f\u0131r\u0131 ve uzun s\u00fcreli oldu\u011funda stres deneyimine yol a\u00e7abilir.<\/p>\n
\u0130\u015f yerinde ba\u015f edilebilir zorluklar ya\u015famak bize psikolojik ve fiziksel olarak iyi gelebilir ve yeni beceriler \u00f6\u011frenmeye te\u015fvik edebilir. Bir \u00e7al\u0131\u015fan\u0131n, i\u015finin zorlu\u011funu hissetmesi, psikososyal olarak sa\u011fl\u0131kl\u0131 bir \u00e7al\u0131\u015fma ortam\u0131 geli\u015ftirmenin ve s\u00fcrd\u00fcrmenin \u00f6nemli bir bile\u015fenidir.<\/p>\n
Bununla birlikte, \u00e7al\u0131\u015fan\u0131n alg\u0131lanan kaynaklar\u0131n\u0131, yeteneklerini ve ba\u015f etme becerilerini a\u015fan a\u015f\u0131r\u0131 ve uzun s\u00fcreli bask\u0131 ve talepler, i\u015f taleplerine ba\u011fl\u0131 psikososyal risklerin olu\u015fmas\u0131na neden olabilir.<\/p>\n
\u0130\u015f taleplerinden kaynaklanabilecek psikososyal riskleri kapsayan ayr\u0131nt\u0131l\u0131 bir psikososyal riskler tan\u0131mlamas\u0131 Cox ve Griffiths taraf\u0131ndan yap\u0131lm\u0131\u015ft\u0131r; g\u00f6rev tasar\u0131m\u0131, i\u015f y\u00fck\u00fc ve \u00e7al\u0131\u015fma temposu, \u00e7al\u0131\u015fma program\u0131, kontrol ve karar serbestisi, \u00e7al\u0131\u015fma ortam\u0131 ve ekipman, organizasyon k\u00fclt\u00fcr\u00fc ve i\u015flevi, i\u015fte ki\u015fileraras\u0131 ili\u015fkiler, organizasyondaki rol, kariyer geli\u015fimi ve i\u015f-ya\u015fam dengesi.<\/p>\n
Genel olarak, g\u00f6rev tasar\u0131m\u0131<\/strong>, \u00e7e\u015fitlili\u011fin olmamas\u0131 veya k\u0131sa \u00e7al\u0131\u015fma d\u00f6ng\u00fcleri, becerilerin yetersiz kullan\u0131m\u0131, par\u00e7alanm\u0131\u015f veya anlams\u0131z i\u015fler, y\u00fcksek belirsizlik ve sosyal temas\u0131n uygun olmayan s\u0131kl\u0131\u011f\u0131 anlam\u0131na gelir.<\/p>\n\u0130\u015f y\u00fck\u00fc ve \u00e7al\u0131\u015fma temposu<\/strong>, s\u00fcrekli olarak son teslim tarihlerine tabi olan y\u00fcksek d\u00fczeyde zaman bask\u0131s\u0131, a\u015f\u0131r\u0131 i\u015f y\u00fck\u00fc veya d\u00fc\u015f\u00fck i\u015f y\u00fck\u00fc anlam\u0131nda de\u011ferlendirilir.<\/p>\n\u00c7al\u0131\u015fma program\u0131 <\/strong>ile ilgili fakt\u00f6rler vardiyal\u0131 \u00e7al\u0131\u015fmay\u0131, gece vardiyalar\u0131n\u0131, \u00f6ng\u00f6r\u00fclemeyen saatleri, esnek olmayan \u00e7al\u0131\u015fma programlar\u0131n\u0131, uzun veya sosyal olmayan saatleri i\u00e7erir.<\/p>\nKarar serbestisi\/ kontrol<\/strong>, i\u015f y\u00fck\u00fc veya ilerleme h\u0131z\u0131 \u00fczerinde \u00e7al\u0131\u015fan\u0131n kontrol eksikli\u011fi veya karar alma s\u00fcre\u00e7lerinde d\u00fc\u015f\u00fck kat\u0131l\u0131m\u0131n\u0131 i\u00e7erir<\/p>\n\u00c7al\u0131\u015fma ortam\u0131 ve ekipman<\/strong>, yetersiz ekipman mevcudiyeti, ekipman uygunlu\u011fu veya bak\u0131m\u0131n\u0131 ve k\u00f6t\u00fc \u00e7evre ko\u015fullar\u0131n\u0131 (yer eksikli\u011fi, yetersiz ayd\u0131nlatma veya a\u015f\u0131r\u0131 g\u00fcr\u00fclt\u00fc gibi) i\u00e7erir.<\/p>\nOrganizasyon k\u00fclt\u00fcr\u00fc ve i\u015flevi<\/strong>, zay\u0131f ileti\u015fim, \u00f6rg\u00fctsel hedeflerin tan\u0131mlanmamas\u0131, problem \u00e7\u00f6zme ve ki\u015fisel geli\u015fim i\u00e7in destek mekanizmalar\u0131n\u0131n d\u00fc\u015f\u00fck d\u00fczeyde olmas\u0131n\u0131 i\u00e7erir.<\/p>\n\u0130\u015fyerinde interpersonal relations<\/strong>, sosyal veya fiziksel izolasyon, ki\u015fileraras\u0131 \u00e7at\u0131\u015fma, sosyal destek eksikli\u011fi, \u00fcstlerle zay\u0131f ili\u015fkiler, olas\u0131 zorbal\u0131k veya taciz durumlar\u0131n\u0131 de\u011ferlendirmeyi i\u00e7erir.<\/p>\nOrganizasyondaki rol ve kariyer geli\u015fimi<\/strong>; rol belirsizli\u011fi, rol \u00e7at\u0131\u015fmas\u0131 ve insanlara kar\u015f\u0131 sorumluluk, kariyer durgunlu\u011fu ve belirsizli\u011fi, i\u015f g\u00fcvencesizli\u011fi, yetersiz terfi veya a\u015f\u0131r\u0131 terfi, d\u00fc\u015f\u00fck \u00fccret ve d\u00fc\u015f\u00fck sosyal i\u015f prestijini i\u00e7erir.<\/p>\nSon olarak, i\u015f-ya\u015fam dengesi<\/strong>, i\u015f ve evin \u00e7at\u0131\u015fan talepleri sosyal hayatta d\u00fc\u015f\u00fck i\u015f deste\u011fi ve \u00e7ift – kariyer sorunlar\u0131na at\u0131fta bulunur<\/p>\n
\nConclusion<\/h1>\n
\u0130\u015f talepleri, i\u015fle ilgili stresin en yayg\u0131n kaynaklar\u0131ndan biri olarak tan\u0131mlanm\u0131\u015ft\u0131r. \u00d6rne\u011fin, uzun \u00e7al\u0131\u015fma saatleri ve yo\u011fun \u00e7al\u0131\u015fma vardiyalar\u0131, y\u00fcksek zaman bask\u0131s\u0131, ergonomik sorunlar ve k\u00f6t\u00fc fiziksel ko\u015fullar\u0131n strese ve uzun vadeli olumsuz sonu\u00e7lara neden olma riski y\u00fcksektir.<\/p>\n
Bu t\u00fcr taleplerin olumsuz k\u0131sa ve uzun vadeli etkileri, i\u015f s\u00fcreci \u00fczerindeki kontrol, i\u015f tatmini sa\u011flanmas\u0131 ve \u00f6d\u00fcllendirme gibi i\u015f kaynaklar\u0131 taraf\u0131ndan hafifletilip a\u015f\u0131labilir hale getirilebilir. Bu \u00e7\u00f6z\u00fcm mekanizmalar\u0131n\u0131n geli\u015ftirilmesi i\u00e7in i\u015f taleplerine dair psikososyal risklerin i\u015fletme kapsam\u0131nda de\u011ferlendirilmesi ve ilgili risk alanlar\u0131 i\u00e7in al\u0131nacak eylemlerin planlanmas\u0131 \u00f6nemlidir.<\/p>\n
N_HumaN Dan\u0131\u015fmanl\u0131k, 5 A\u015famal\u0131 \u0130YRS Modeli kapsam\u0131nda i\u015fletmelerde psikososyal risklerin de\u011ferlendirilmesi ve belirlenen risk alanlar\u0131na dair iyile\u015ftirmelerin hayata ge\u00e7irilmesi i\u00e7in kapsaml\u0131 hizmetler sunmaktad\u0131r.<\/p>\n
\n![\"\"](\"https:\/\/www.nhumandanismanlik.com\/myimages\/talepkapak.jpg\")
![\"\"](\"https:\/\/www.nhumandanismanlik.com\/myimages\/job-demands-and-psychosocial-risks.jpg\")
<\/a><\/p>\n
\n1. European Foundation for the Improvement of Living and Working Conditions (2007). \u2018Work-related stress. Retrieved 11 February 2013, from www.eurofound.europa.eu<\/a>
2. Workplace Health and Safety Queensland, \u2018Work demands’, Department of Justice and Attorney-General, Queensland, 2012.
3. Schaufeli, W. & Bakker, Ar., \u2018Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study.\u2019 Journal of Organizational Behaviour, Vol. 25, 2004, pp. 293-315. DOI: 10.1002\/job.248
4. Cox, T. & Griffiths, A.J. (1995). \u2018The assessment of psychosocial hazards at work.\u2019 In M.J. Shabracq, J.A.M. Winnubst & CL Cooper (Eds.) Handbook of Work and Health Psychology. Chichester: Wiley & Sons.
5. International Labour Organization (2020). \u0130\u015f Yerinde Stres: Ortak Bir Zorluk.(N Human Dan\u0131\u015fmanl\u0131k, \u00c7ev.) \u0130zmir: N Human Dan\u0131\u015fmanl\u0131k Yay\u0131nlar\u0131 (Orijinal Bas\u0131m Tarihi 2016) ISSN: 9786050646801<\/p>\n<\/blockquote>\n\n\n
\n
\u0130\u015f Talepleri ve Psikososyal Riskler<\/strong><\/h1>\nBir\u00e7ok insan, \u00e7al\u0131\u015fma ortamlar\u0131nda kar\u015f\u0131la\u015ft\u0131klar\u0131 zorluklarla motive olur. Di\u011fer taraftan i\u015f taleplerinden ve ilgili di\u011fer stres fakt\u00f6rlerinden gelen bask\u0131, alg\u0131lanan ba\u015fa \u00e7\u0131kma yetene\u011fi ile birlikte de\u011ferlendirildi\u011finde, a\u015f\u0131r\u0131 ve uzun s\u00fcreli oldu\u011funda stres deneyimine yol a\u00e7abilir.<\/p>\n
\u0130\u015f yerinde ba\u015f edilebilir zorluklar ya\u015famak bize psikolojik ve fiziksel olarak iyi gelebilir ve yeni beceriler \u00f6\u011frenmeye te\u015fvik edebilir. Bir \u00e7al\u0131\u015fan\u0131n, i\u015finin zorlu\u011funu hissetmesi, psikososyal olarak sa\u011fl\u0131kl\u0131 bir \u00e7al\u0131\u015fma ortam\u0131 geli\u015ftirmenin ve s\u00fcrd\u00fcrmenin \u00f6nemli bir bile\u015fenidir.<\/p>\n
Bununla birlikte, \u00e7al\u0131\u015fan\u0131n alg\u0131lanan kaynaklar\u0131n\u0131, yeteneklerini ve ba\u015f etme becerilerini a\u015fan a\u015f\u0131r\u0131 ve uzun s\u00fcreli bask\u0131 ve talepler, i\u015f taleplerine ba\u011fl\u0131 psikososyal risklerin olu\u015fmas\u0131na neden olabilir.<\/p>\n
\u0130\u015f taleplerinden kaynaklanabilecek psikososyal riskleri kapsayan ayr\u0131nt\u0131l\u0131 bir psikososyal riskler tan\u0131mlamas\u0131 Cox ve Griffiths taraf\u0131ndan yap\u0131lm\u0131\u015ft\u0131r; g\u00f6rev tasar\u0131m\u0131, i\u015f y\u00fck\u00fc ve \u00e7al\u0131\u015fma temposu, \u00e7al\u0131\u015fma program\u0131, kontrol ve karar serbestisi, \u00e7al\u0131\u015fma ortam\u0131 ve ekipman, organizasyon k\u00fclt\u00fcr\u00fc ve i\u015flevi, i\u015fte ki\u015fileraras\u0131 ili\u015fkiler, organizasyondaki rol, kariyer geli\u015fimi ve i\u015f-ya\u015fam dengesi.<\/p>\n
Genel olarak, g\u00f6rev tasar\u0131m\u0131<\/strong>, \u00e7e\u015fitlili\u011fin olmamas\u0131 veya k\u0131sa \u00e7al\u0131\u015fma d\u00f6ng\u00fcleri, becerilerin yetersiz kullan\u0131m\u0131, par\u00e7alanm\u0131\u015f veya anlams\u0131z i\u015fler, y\u00fcksek belirsizlik ve sosyal temas\u0131n uygun olmayan s\u0131kl\u0131\u011f\u0131 anlam\u0131na gelir.<\/p>\n\u0130\u015f y\u00fck\u00fc ve \u00e7al\u0131\u015fma temposu<\/strong>, s\u00fcrekli olarak son teslim tarihlerine tabi olan y\u00fcksek d\u00fczeyde zaman bask\u0131s\u0131, a\u015f\u0131r\u0131 i\u015f y\u00fck\u00fc veya d\u00fc\u015f\u00fck i\u015f y\u00fck\u00fc anlam\u0131nda de\u011ferlendirilir.<\/p>\n\u00c7al\u0131\u015fma program\u0131 <\/strong>ile ilgili fakt\u00f6rler vardiyal\u0131 \u00e7al\u0131\u015fmay\u0131, gece vardiyalar\u0131n\u0131, \u00f6ng\u00f6r\u00fclemeyen saatleri, esnek olmayan \u00e7al\u0131\u015fma programlar\u0131n\u0131, uzun veya sosyal olmayan saatleri i\u00e7erir.<\/p>\nKarar serbestisi\/ kontrol<\/strong>, i\u015f y\u00fck\u00fc veya ilerleme h\u0131z\u0131 \u00fczerinde \u00e7al\u0131\u015fan\u0131n kontrol eksikli\u011fi veya karar alma s\u00fcre\u00e7lerinde d\u00fc\u015f\u00fck kat\u0131l\u0131m\u0131n\u0131 i\u00e7erir<\/p>\n\u00c7al\u0131\u015fma ortam\u0131 ve ekipman<\/strong>, yetersiz ekipman mevcudiyeti, ekipman uygunlu\u011fu veya bak\u0131m\u0131n\u0131 ve k\u00f6t\u00fc \u00e7evre ko\u015fullar\u0131n\u0131 (yer eksikli\u011fi, yetersiz ayd\u0131nlatma veya a\u015f\u0131r\u0131 g\u00fcr\u00fclt\u00fc gibi) i\u00e7erir.<\/p>\nOrganizasyon k\u00fclt\u00fcr\u00fc ve i\u015flevi<\/strong>, zay\u0131f ileti\u015fim, \u00f6rg\u00fctsel hedeflerin tan\u0131mlanmamas\u0131, problem \u00e7\u00f6zme ve ki\u015fisel geli\u015fim i\u00e7in destek mekanizmalar\u0131n\u0131n d\u00fc\u015f\u00fck d\u00fczeyde olmas\u0131n\u0131 i\u00e7erir.<\/p>\n\u0130\u015fyerinde interpersonal relations<\/strong>, sosyal veya fiziksel izolasyon, ki\u015fileraras\u0131 \u00e7at\u0131\u015fma, sosyal destek eksikli\u011fi, \u00fcstlerle zay\u0131f ili\u015fkiler, olas\u0131 zorbal\u0131k veya taciz durumlar\u0131n\u0131 de\u011ferlendirmeyi i\u00e7erir.<\/p>\nOrganizasyondaki rol ve kariyer geli\u015fimi<\/strong>; rol belirsizli\u011fi, rol \u00e7at\u0131\u015fmas\u0131 ve insanlara kar\u015f\u0131 sorumluluk, kariyer durgunlu\u011fu ve belirsizli\u011fi, i\u015f g\u00fcvencesizli\u011fi, yetersiz terfi veya a\u015f\u0131r\u0131 terfi, d\u00fc\u015f\u00fck \u00fccret ve d\u00fc\u015f\u00fck sosyal i\u015f prestijini i\u00e7erir.<\/p>\nSon olarak, i\u015f-ya\u015fam dengesi<\/strong>, i\u015f ve evin \u00e7at\u0131\u015fan talepleri sosyal hayatta d\u00fc\u015f\u00fck i\u015f deste\u011fi ve \u00e7ift – kariyer sorunlar\u0131na at\u0131fta bulunur<\/p>\n
\nConclusion<\/h1>\n
\u0130\u015f talepleri, i\u015fle ilgili stresin en yayg\u0131n kaynaklar\u0131ndan biri olarak tan\u0131mlanm\u0131\u015ft\u0131r. \u00d6rne\u011fin, uzun \u00e7al\u0131\u015fma saatleri ve yo\u011fun \u00e7al\u0131\u015fma vardiyalar\u0131, y\u00fcksek zaman bask\u0131s\u0131, ergonomik sorunlar ve k\u00f6t\u00fc fiziksel ko\u015fullar\u0131n strese ve uzun vadeli olumsuz sonu\u00e7lara neden olma riski y\u00fcksektir.<\/p>\n
Bu t\u00fcr taleplerin olumsuz k\u0131sa ve uzun vadeli etkileri, i\u015f s\u00fcreci \u00fczerindeki kontrol, i\u015f tatmini sa\u011flanmas\u0131 ve \u00f6d\u00fcllendirme gibi i\u015f kaynaklar\u0131 taraf\u0131ndan hafifletilip a\u015f\u0131labilir hale getirilebilir. Bu \u00e7\u00f6z\u00fcm mekanizmalar\u0131n\u0131n geli\u015ftirilmesi i\u00e7in i\u015f taleplerine dair psikososyal risklerin i\u015fletme kapsam\u0131nda de\u011ferlendirilmesi ve ilgili risk alanlar\u0131 i\u00e7in al\u0131nacak eylemlerin planlanmas\u0131 \u00f6nemlidir.<\/p>\n
N_HumaN Dan\u0131\u015fmanl\u0131k, 5 A\u015famal\u0131 \u0130YRS Modeli kapsam\u0131nda i\u015fletmelerde psikososyal risklerin de\u011ferlendirilmesi ve belirlenen risk alanlar\u0131na dair iyile\u015ftirmelerin hayata ge\u00e7irilmesi i\u00e7in kapsaml\u0131 hizmetler sunmaktad\u0131r.<\/p>\n
\n<\/a><\/p>\n
\n1. European Foundation for the Improvement of Living and Working Conditions (2007). \u2018Work-related stress. Retrieved 11 February 2013, from www.eurofound.europa.eu<\/a>
2. Workplace Health and Safety Queensland, \u2018Work demands’, Department of Justice and Attorney-General, Queensland, 2012.
3. Schaufeli, W. & Bakker, Ar., \u2018Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study.\u2019 Journal of Organizational Behaviour, Vol. 25, 2004, pp. 293-315. DOI: 10.1002\/job.248
4. Cox, T. & Griffiths, A.J. (1995). \u2018The assessment of psychosocial hazards at work.\u2019 In M.J. Shabracq, J.A.M. Winnubst & CL Cooper (Eds.) Handbook of Work and Health Psychology. Chichester: Wiley & Sons.
5. International Labour Organization (2020). \u0130\u015f Yerinde Stres: Ortak Bir Zorluk.(N Human Dan\u0131\u015fmanl\u0131k, \u00c7ev.) \u0130zmir: N Human Dan\u0131\u015fmanl\u0131k Yay\u0131nlar\u0131 (Orijinal Bas\u0131m Tarihi 2016) ISSN: 9786050646801<\/p>\n<\/blockquote>\n\n\n
\u0130\u015f y\u00fck\u00fc ve \u00e7al\u0131\u015fma temposu<\/strong>, s\u00fcrekli olarak son teslim tarihlerine tabi olan y\u00fcksek d\u00fczeyde zaman bask\u0131s\u0131, a\u015f\u0131r\u0131 i\u015f y\u00fck\u00fc veya d\u00fc\u015f\u00fck i\u015f y\u00fck\u00fc anlam\u0131nda de\u011ferlendirilir.<\/p>\n \u00c7al\u0131\u015fma program\u0131 <\/strong>ile ilgili fakt\u00f6rler vardiyal\u0131 \u00e7al\u0131\u015fmay\u0131, gece vardiyalar\u0131n\u0131, \u00f6ng\u00f6r\u00fclemeyen saatleri, esnek olmayan \u00e7al\u0131\u015fma programlar\u0131n\u0131, uzun veya sosyal olmayan saatleri i\u00e7erir.<\/p>\n Karar serbestisi\/ kontrol<\/strong>, i\u015f y\u00fck\u00fc veya ilerleme h\u0131z\u0131 \u00fczerinde \u00e7al\u0131\u015fan\u0131n kontrol eksikli\u011fi veya karar alma s\u00fcre\u00e7lerinde d\u00fc\u015f\u00fck kat\u0131l\u0131m\u0131n\u0131 i\u00e7erir<\/p>\n \u00c7al\u0131\u015fma ortam\u0131 ve ekipman<\/strong>, yetersiz ekipman mevcudiyeti, ekipman uygunlu\u011fu veya bak\u0131m\u0131n\u0131 ve k\u00f6t\u00fc \u00e7evre ko\u015fullar\u0131n\u0131 (yer eksikli\u011fi, yetersiz ayd\u0131nlatma veya a\u015f\u0131r\u0131 g\u00fcr\u00fclt\u00fc gibi) i\u00e7erir.<\/p>\n Organizasyon k\u00fclt\u00fcr\u00fc ve i\u015flevi<\/strong>, zay\u0131f ileti\u015fim, \u00f6rg\u00fctsel hedeflerin tan\u0131mlanmamas\u0131, problem \u00e7\u00f6zme ve ki\u015fisel geli\u015fim i\u00e7in destek mekanizmalar\u0131n\u0131n d\u00fc\u015f\u00fck d\u00fczeyde olmas\u0131n\u0131 i\u00e7erir.<\/p>\n \u0130\u015fyerinde interpersonal relations<\/strong>, sosyal veya fiziksel izolasyon, ki\u015fileraras\u0131 \u00e7at\u0131\u015fma, sosyal destek eksikli\u011fi, \u00fcstlerle zay\u0131f ili\u015fkiler, olas\u0131 zorbal\u0131k veya taciz durumlar\u0131n\u0131 de\u011ferlendirmeyi i\u00e7erir.<\/p>\n Organizasyondaki rol ve kariyer geli\u015fimi<\/strong>; rol belirsizli\u011fi, rol \u00e7at\u0131\u015fmas\u0131 ve insanlara kar\u015f\u0131 sorumluluk, kariyer durgunlu\u011fu ve belirsizli\u011fi, i\u015f g\u00fcvencesizli\u011fi, yetersiz terfi veya a\u015f\u0131r\u0131 terfi, d\u00fc\u015f\u00fck \u00fccret ve d\u00fc\u015f\u00fck sosyal i\u015f prestijini i\u00e7erir.<\/p>\n Son olarak, i\u015f-ya\u015fam dengesi<\/strong>, i\u015f ve evin \u00e7at\u0131\u015fan talepleri sosyal hayatta d\u00fc\u015f\u00fck i\u015f deste\u011fi ve \u00e7ift – kariyer sorunlar\u0131na at\u0131fta bulunur<\/p>\n \u0130\u015f talepleri, i\u015fle ilgili stresin en yayg\u0131n kaynaklar\u0131ndan biri olarak tan\u0131mlanm\u0131\u015ft\u0131r. \u00d6rne\u011fin, uzun \u00e7al\u0131\u015fma saatleri ve yo\u011fun \u00e7al\u0131\u015fma vardiyalar\u0131, y\u00fcksek zaman bask\u0131s\u0131, ergonomik sorunlar ve k\u00f6t\u00fc fiziksel ko\u015fullar\u0131n strese ve uzun vadeli olumsuz sonu\u00e7lara neden olma riski y\u00fcksektir.<\/p>\n Bu t\u00fcr taleplerin olumsuz k\u0131sa ve uzun vadeli etkileri, i\u015f s\u00fcreci \u00fczerindeki kontrol, i\u015f tatmini sa\u011flanmas\u0131 ve \u00f6d\u00fcllendirme gibi i\u015f kaynaklar\u0131 taraf\u0131ndan hafifletilip a\u015f\u0131labilir hale getirilebilir. Bu \u00e7\u00f6z\u00fcm mekanizmalar\u0131n\u0131n geli\u015ftirilmesi i\u00e7in i\u015f taleplerine dair psikososyal risklerin i\u015fletme kapsam\u0131nda de\u011ferlendirilmesi ve ilgili risk alanlar\u0131 i\u00e7in al\u0131nacak eylemlerin planlanmas\u0131 \u00f6nemlidir.<\/p>\n N_HumaN Dan\u0131\u015fmanl\u0131k, 5 A\u015famal\u0131 \u0130YRS Modeli kapsam\u0131nda i\u015fletmelerde psikososyal risklerin de\u011ferlendirilmesi ve belirlenen risk alanlar\u0131na dair iyile\u015ftirmelerin hayata ge\u00e7irilmesi i\u00e7in kapsaml\u0131 hizmetler sunmaktad\u0131r.<\/p>\n 1. European Foundation for the Improvement of Living and Working Conditions (2007). \u2018Work-related stress. Retrieved 11 February 2013, from www.eurofound.europa.eu<\/a>
\nConclusion<\/h1>\n
\n<\/a><\/p>\n
\n
2. Workplace Health and Safety Queensland, \u2018Work demands’, Department of Justice and Attorney-General, Queensland, 2012.
3. Schaufeli, W. & Bakker, Ar., \u2018Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study.\u2019 Journal of Organizational Behaviour, Vol. 25, 2004, pp. 293-315. DOI: 10.1002\/job.248
4. Cox, T. & Griffiths, A.J. (1995). \u2018The assessment of psychosocial hazards at work.\u2019 In M.J. Shabracq, J.A.M. Winnubst & CL Cooper (Eds.) Handbook of Work and Health Psychology. Chichester: Wiley & Sons.
5. International Labour Organization (2020). \u0130\u015f Yerinde Stres: Ortak Bir Zorluk.(N Human Dan\u0131\u015fmanl\u0131k, \u00c7ev.) \u0130zmir: N Human Dan\u0131\u015fmanl\u0131k Yay\u0131nlar\u0131 (Orijinal Bas\u0131m Tarihi 2016) ISSN: 9786050646801<\/p>\n<\/blockquote>\n\n\n