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

Objective: 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 two-part series explores the psychosocial hazards faced by employees and proposes strategies to foster a supportive organizational culture.

Findings: 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.

Summary: From these themes, six 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 two-part series. Within each of the three 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.