Society for Occupational Health Psychology Newsletter

Winter 2020 - Volume 24

SOHP President’s Column

It is ironic that a year which began with endless puns about “seeing clearly” and “looking forward” is now characterized by obscurity and ambiguity. I count my blessings that my family and close friends have been spared all but a few close Inside this issue encounters with the more difficult aspects of this year. I am thankful for many things that have transpired in 2020, in SOHP President’s Column ...... 1 spite of (and in some cases because of) the hard reset and Eulogy for Kari Lindstrom………….3 continuing wake-up calls that this year has included. Looking Diversity Perspectives ...... 3 forward, I am filled with hope for all the potential that exists for improvements in 2021 and the years to come. COVID-19: Job Market ...... 4 SIOP Updates ...... 5

I am confident that when it comes to the Society for Occupa- GSI Committee Updates ...... 5 Christopher Cunningham, PhD tional Health Psychology (SOHP), great things are already happening. Even in a “normal” year, I would be proud of the EAHOP Updates ...... 6 SOHP President work that the SOHP Executive Committee has been doing. Success for AIHA 2020 ...... 6

University of Tennessee at This is especially true over the past few months, as we have NIOSH NPPTL Commentary ...... 8 Chattanooga focused our attention on improving our membership experi- Upcoming Conferences ...... 10 ence and offerings, increasing our public education and outreach efforts, and strengthening our connections with the broader world of occupational health and safety professionals. Here are some specific highlights to note: Editorial Team

A new SOHP newsletter editor – After the release of our previous newsletter, Dr. Gary Giumetti decided it was time to step down from his post as newsletter editor to focus on other priorities. Gary is missed and we are thankful that we have been able to add Dr. Kyle J. Page to our leadership team as our new newsletter editor. Kyle previously chaired the Graduate Student Issues Committee and acted as part of the communication team handling the Facebook portion of our social media. We are so grateful to have Kyle involved in this new post.

Improved LinkedIn group – https://www.linkedin.com/groups/78908/ – Kyle J. Page, PhD Full access to professional networking and development opportunities is now reserved SOHP Newsletter Editor for interested and active SOHP members. Please use this amazing resource to share information about work in the OHP domain, job opportunities, and internships. Also keep an eye our for SOHP-sponsored and facilitated events.

Streamlined membership processing – http://sohp-online.org/membership/ – To take advantage of the many valuable SOHP benefits and maintain your professional identity as a member of SOHP, all you need to do is keep your SOHP membership active. We have updated our payment processing steps and improved membership-related messaging efforts. Please help us to continue this momentum by encouraging your colleagues and students to join SOHP. Katrina Burch, PhD Production Editor

New “Virtual Conversations” webinar series – SOHP’s Education & Training committee Associate Editors: (led by Dr. Ashley Nixon) hosted our first three events in September and October. First Jonathan Burlison up was Dr. Leslie Hammer, discussing Supervisor and Co-worker Support for Employees Lauren Murphy During and After COVID-19 Return to Work. Second, Dr. Carles Muntaner presented a talk entitled,Causation, Ontology, Racism, and Industrial Hygiene Association (AIHA), with Class: Consequence of occupational gradients for additional professionals representing other mental health equity. Third, Dr. Tammy Allen dis- disciplines associated with occupational cussed Work and Nonwork Boundary Manage- health and safety being added over time. To ment in the Time of COVID-19. Stay tuned for our build initial momentum, MCOHP will hold next series of webinars in late winter and early quarterly virtual meetings with additional spring 2021. Note that these webinars are open electronic communications and digital tools to all interested individuals, including students to connect participants and support their and colleagues so please help to spread the word networking and collaboration. If you or your when you hear about future events in the series. colleagues are interested in participating in the MCOHP, contact David Ballard. Ongoing student-focused development events – [email protected] We are continuing to focus on supporting future OHP professionals through our efforts to develop This list of work is even more impressive when programming that directly addresses the needs we remember that SOHP is entirely run by volun- of our student members. Already this year, SOHP teers who all are simultaneously managing very has hosted two virtual events for students. Stay demanding personal work and nonwork lives. tuned for more details and let me know if you are What makes all of this possible, is a shared pas- interested in getting involved with these efforts sion and drive to continue building SOHP into the in any way (as a student or professional). home for OHP professionals to which we all can be proud to belong. Please join me in extending a Increasing collaboration with the international huge thank you to the incredible team of OHP OHP community – SOHP continues to be engaged professionals I get to work with as your current in efforts to coordinate international research, SOHP President. application, and education efforts pertaining to OHP. This is done largely through involvement On a less positive, yet still gratitude-filled note, with the International Coordinating Group for one of our most integral team members needs to OHP, as well as concerted efforts to engage inter- rotate off to manage other responsibilities. Dr. national collaborators in SOHP-supported events Songqi Liu has served a number of years as the such as our webinars and the ongoing Work, Membership manager for SOHP and we will miss Stress, and Health conference series. SOHP is not his involvement very much. We need to make a geographically specific organization and we sure that we can fill his shoes with another con- welcome worldwide members to our growing scientious professional. Any chance you might be professional network and family. By the way, the interested or know of someone else who might 2021 Work, Stress, and Health conference is still be looking for a new and meaningful service op- happening – stay tuned for details here: https:// portunity? If so, please reach out to me directly www.apa.org/wsh. at [email protected] so we can discuss the position and any questions you might have. New professional collaboration opportunities – Please also reach out to me if you were excited In November 2020, the SOHP Practice Committee by any of the other updates in this column or (led by Dr. David Ballard) launched a new Multi- newsletter and you would like to figure out how disciplinary Collaborative for Occupational Health to get more involved in SOHP operations. Professionals (MCOHP) as a hub to connect members from various occupational health and safety- No matter what the remainder of 2020 or all of related disciplines, industries, and professionals 2021 may bring us, remember that SOHP is a so- who work to promote worker health, safety, and ciety built by OHP professionals for OHP profes- performance. This collaborative will serve as a sionals. This society exists for your benefit and facilitated forum to identify common interests, you can help us to sustain and grow its impact by share knowledge, and develop joint opportunities maintaining your membership and participating for research and practice. in SOHP-related programming. Until our next  MCOHP will initially be composed of interest- newsletter, best wishes from me and the entire ed members from SOHP and the American SOHP Executive Committee to you and yours!

2 Our Thoughts and Prayers for Kari Lindstrom (1946-2019)

Professor Kari Lindstrom, Finland’s “Grand Old and in developing effective occupational health Man” of work and organizational psychology, died and safety interventions. He published hundreds in Porkkala, Finland on August the 3rd 2019 follow- of articles and numerous book chapters and edit- ing a prolonged illness. After graduating from the ed books on these topics. Along with colleagues in University of Helsinki and briefly working in the FIOH’s Department of Psychology, Kari had a re- field of vocational guidance, Kari started a long markable influence on the training of occupational and enormously productive career at the Finnish health and safety professionals in Finland and Institute of Occupational Health (FIOH) in 1969; abroad. His collaborations with researchers in the serving first as a clinical psychologist and continu- United States (including many at the National In- ing as a researcher, Department of Psychology stitute for Occupational Safety and Health), Eu- Pictured: Director (at the age of 32) and ultimately member rope and other Scandinavian countries were ex- Professor of FIOH’s Board of Directors. tensive and extremely productive. Kari Lindstrom

As the Director of the Psychology Department, he He was the recipient of many honors throughout Written by: Joe Hurrell helped shift the focus away from behavioral neu- his career including being named to the College of Steve Sauter rotoxicology (the subject of his dissertation) to- Fellows of the European Academy of Occupational ward an emphasis on psychological and social fac- Health Psychology in 2006. He will be remem- tors in occupational and organizational health. He bered by his many national and international col- had a keen interest in the impact of psychosocial leagues as a true pioneer in the field of occupa- working conditions on mental and physical health tional health psychology.

Diversity Perspectives: COVID-19 For months, we’ve been enjoying a little extra body. That stress varies from systemic racism, home time with our families and loved ones. income inequality, and violence leading to weak- We’ve been hoping this crazy, unreal year ends at ened immune systems thus increasing the risk of any moment. A great portion of Americans have- COVID-19. As a black female working in a semi- n’t had to experience job loss or endure any men- diverse industry of consultants, I am continuously tal health issues as a result of this time. However, having conversations around the emotional and we may be in a privileged group of people as Psy- physical impacts systemic racism has on me, my chologists and unfortunately, there are people in friends, and individuals within my community. I our community who aren’t making lemonade out can only imagine the experience of our essential of the lemons 2020 has given us. workers during this time.

Work & Home Life Balance In addition to how COVID-19 has impacted BIPOC, In March, a CBS news report indicated that indi- we have to be cognizant of the increased mental viduals who identify as Black and/or Hispanic have health issues overcoming this community. Studies a higher likelihood of contracting COVID. This is show an increase of anxiety and depression lead- Char Brown, because they are more likely to work lower-paid ing to overuse of alcohol, drugs, and an increase in jobs and work within the service industry, making violence. To further exacerbate the issue, access CEO & Resume it almost impossible to work remotely. Char to mental health within the BIPOC and Latinx com- Writer of Char Brown Solutions has seen an increase in resume munity is either unreachable due to a lack of Brown Solutions, LLC writing needs from this community with an in- healthcare or roadblocked due to the cultural and crease of layoffs in the service industry. Addition- social stigma around seeking treatment. One of ally, black and indigenous people of color (BIPOC) my most recent resume clients is a stay at home are 1.5 to 2.0 times more susceptible to being se- mom who is going through a divorce and just verely impacted by COVID-19 due to preexisting starting to go back to school for a Master’s degree conditions such as diabetes, lung disease, and in Social Work. However, while going through this heart conditions than whites. Moreover, individu- divorce, becoming a single parent, and going to als within this community face a higher level of school, she now has to find a minimum wage job stress which has a physiological impact on the just to survive. What was once an enjoyable time

3 to raise her children at home, has now turned into have had at least 1 course in counseling or coach- increased stress on her and her family. She is one of ing. Draw on those skills and reach out to your many Americans who are facing more difficult times friends and colleagues who might be a single par- during the COVID-19 pandemic. ent, recently separated, or living alone. Mental health is crucial during this time and a quick text or Call to Action call could save a life. As an Occupational Health Psychologist, you may

COVID-19 and the Changing American Job Market: An OHP Overview

The Covid-19 pandemic introduced a sudden, industries are struggling with understaffing. They profound decline in the American job market. are also under the stress of enforcing Covid-19 Within weeks 20.5 million jobs disappeared, and safety protocols that will keep their workers safe. the unemployment rate rose to 14.7%. Entire These challenges often lead to burnout for both Lauren Kiproff- industries faltered and struggling companies workers and industry leaders. Downer made difficult decisions to reorganize to survive. Performance These strategic changes have resulted in wide- Roughly 11.4 million new jobs have emerged Coach/Talent spread layoffs and furloughs. since the economic recovery began in May 2020. Development Though this is good news, it is imperative to note Specialist Some sectors were more affected than others. that hiring practices are not necessarily the same United Methodist Among the industries most damaged were "non- as they once were. Some businesses have imple- Publishing House essential" pre-pandemic strongholds like hospi- mented strategic hiring freezes as they struggle tality, travel, manufacturing, entertainment, fash- to keep their doors open. When new positions ion, higher education, and dentistry. Airbnb, Boe- open up, companies of all sizes are opting to hire ing, Carnival Cruise Line, Coca-Cola, Hertz, Hilton internally when possible. These new roles often Hotels, NBCUniversal, Macy's, Uber, and Walt require less experience and offer lower pay and Disney World are among the prominent business- fewer benefits. When new positions get posted es that have announced major Covid-19 related externally, experienced workers are down-skilling layoffs. Still, more companies have announced to jobs for which they are overqualified in the intentions to file for bankruptcy protection or name of continuing to draw an income. In turn, suspend operations altogether. These layoffs and less experienced professionals are relegated to closures present overt and underlying complica- whatever opportunities they can find. tions. These changes mean financial insecurity for millions of workers. These reductions also repre- Many more workers are dropping out of the la- sent less access to and higher costs for necessary bor force entirely. An estimated 1.1 million peo- products, services, and options for safe stress ple over the age of 20 suspended their job relief and self-care. searches between August and September 2020. Women are being forced to leave the job market Industries supported by continued demand for at an alarming rate of four times as often as their essential workers, products, and services such as male counterparts. These departures stem from health care and human services, grocery sales, multiple factors. Women are facing increased food delivery, public safety, transportation and housework demands, caregiver responsibilities, logistics, and online retail have provided much- and other expectations not often imposed upon needed signs of hope amid the economic chal- men. Older workers are also disproportionately lenges. Amazon, Netflix, Costco, and Zoom bene- vulnerable to involuntary retirement as a result fited greatly from the pandemic boom in de- of the pandemic. Since March 2020, 2.9 million mand. Though essential workers and industries workers between ages 55 and 70 involuntarily enjoy relative job security, they also experience left the labor force. More than half of those dis- significant challenges. Many are dealing with in- placed employees attempted to find work only to creased workloads as well as an elevated risk of give up due to a lack of opportunities and the exposure to the virus. At the same time, essential elevated health risks from Covid-19. Forced re-

tirement before workers can prepare financial- Below are a few recommendations for ways we ly elevates the risk of old-age poverty faced by can help. these workers and the likelihood that they will 1. Assist underemployed workers and em- be dependent on a familial caregiver, only add- ployees forced out of the job market in ing potential stress to caregivers in these al- developing meaningful strategies for ready overwhelming times and deepening al- relaunching their careers ready entrenched generational divides. 2. Study the impact of long-term pandemic isolation related stressors on the The changes to the American job market have mental and physical well-being of work- been profound. OHP professionals possess criti- ers cal skills and insight that can help meet the 3. Offer research and intervention assis- challenges of the long and uncertain recovery tance for caregivers and others facing ahead. As such, we must take every opportuni- increased work-life conflict issues ty to partner with employees and businesses as they continue to navigate the way forward.

SIOP Updates

Many of us look forward to the annual Society for umn, submissions are under review. Conference Industrial and Organizational Psychology confer- registration will open in January, 2021. Check the ence typically held in April each year. SIOP 2021 is SIOP website for the latest information (https:// scheduled to be held in New Orleans April 15-17. www.siop.org/Annual-Conference). The current plan is to hold a “hybrid” event that will include in person live sessions, virtual live ses- In other SIOP news, the Executive Board recently sions, and virtual asynchronous sessions available adopted a new Strategic Plan. The new plan is the during and after the in-person conference result of an extensive planning and revision pro- (available until May 7, 2021). Of course, the ever cess conducted over the last year and the full plan evolving COVID-19 pandemic could necessitate can be found here: https://www.siop.org/About- Tammy Allen, PhD changes to the current plan. SIOP/Mission. Something exciting for SOHP members and all interested in employee health, safety, APA Council of Regardless of format, the SIOP conference com- and wellbeing is the extent that the mission and Representatives mittee is committed to providing a valuable educa- values statements incorporate worker wellbeing. - SIOP tional program to attendees. Over 1000 submis- The new strategic plan underscores the extent sions covering a wide variety of content were re- that individual health and wellbeing have become ceived this year, suggesting that many members accepted as central to the work of organizational are eager to connect in any format and discuss psychologists, thus amplifying the mission and research and practice! As you are reading this col- message of SOHP.

GSI Committee Updates

We will be hosting a SOHP networking event for will send out updates indicating whether this students and faculty during the week of SIOP 2021. event will be held in person or virtually. Please be This will be a great opportunity for all SOHP mem- on the lookout for emails with more details. We bers to reconnect as well as meet new members look forward to connecting with you all at our next and expand our networks. Due to the pandemic, SIOP networking event! we have not yet decided on the format of this event. Once we get closer to the event date, we Nikola Fedorowicz GSI chair 5 EAOHP Updates

The 14th EAOHP Conference was first postponed from terloo, Canada). April, before being moved entirely online from the 2nd to the 4th September 2020. Still adhering to the local For the first time at an EAOHP conference, delegates Cyprus time, the theme this year was‘ Promoting were able to vote for their preferred oral and poster healthy and sustainable work’. There were three key- presentations during the online conference. Recipi- note addresses given by Paul Schulte, Paula Brough ents of this award where: The ‘Delegate Choice – Oral and Stale Einarsen. In addition, the programme in- Presentation’ was awarded to Carolina Rodrigues- Silveira (Applied Psychology Center of the Brazilian Juliet Hassard, cluded 121 individual oral paper presentations, 31 PhD individual posters, and 84 symposium sessions. The Army, Brazil), and the ‘Delegate Choice – Poster Presentation’ went to Ella Hatton (Coventry Universi- University of book of proceedings is now available in electronic Nottingham format on the Academy’s website. It includes ab- ty, UK). stracts of the presentations, posters and keynote The outbreak of COVID-19 meant that the organising speeches, and can be downloaded from the committee for the 14th EAOHP Conference had to es- ‘Publications’ section at www.eaohp.org. sentially organise two conferences this year. We were Despite it being an online setting, there was active just over three weeks away from the Conference be- participation in sessions with the number of partici- ing held in Cyprus when the rapid spread of COVID-19 pants equivalent, and at times exceeding, what we meant that there was no choice but to postpone the would normally see at an “in-person” conference. At conference. Nevertheless, we are very excited that the end of each Conference day an informal drinks the conference was very well attended despite the session was held on Zoom for those who wanted to rapid change to its online setting and the ongoing connect in a more casual way. pandemic. th At each conference, the Academy awards several While we are working on the details for the 15 prestigious awards and fellowships to recognise ex- EAOHP Conference in 2020, we are also following this ceptional contributions to the field of OHP. A Lifetime online conference with the intention for a follow-up Fellowships were awarded to Paula Brough and Stale face-to-face EA-OHP Symposium in June 2021 in Einarsen for their significant and enduring contribu- Rome. The focus of this event will be on ‘Mental tion to the field OHP. The ‘EAOHP Andre Bussing Me- health and Well-being at work in times of crisis’. All morial Prize’ recognises high quality research by an delegates who have registered for full participant at early career researcher and was awarded to Luis the recent 14th EAOHP conference will be invited to Torres for his research on gender, work, and health. participate in this event. For more information on this The ‘Eusebio Rial-González Innovation and Practice event, please see the EA-OHP website for further de- Award in Occupational Health Psychology’ was award- tails. ed Jukka Vuori in recognition of his work on career management and transitions. The ‘Best Poster Award’ was awarded to Janet A. Boekhorst (University of Wa-

Success Amidst Adversity for AIHA in 2020

The year 2020 has been difficult worldwide, but none- environmental health and safety (OEHS) experts con- theless, AIHA has produced remarkable successes and vened virtually to draft practical, science-based guide- achievements as well—in large part through the or- lines which businesses, schools, and other organiza- ganization’s unique role in national pandemic re- tions could use to prevent the spread of the virus sponse. among their employees, students, or members. The Ina Xhani guidelines and other resources were made available AIHA Communi- In March, as COVID-19 cases spiked and the country for free download on a new website titledBack to cations Specialist braced for the coming pandemic, occupational and

6 Work Safely. At the same time, theAIHA Media The former, launched in July, is dedicated to high- Outreach Center also became a hub for COVID-19 lighting the importance of worker health and safe- resources intended for the media and the general ty and to educating non-OEHS/IH professionals public. and stakeholders about the business value of OEHS/IH's in the workplace. This website aims to The Back to Work Safely initiative is designed to encourage businesses to make their employees' educate employers and consumers about the haz- health and safety a top priority, beyond simply ards associated with re-entry into the workplace complying with OSHA requirements. The first and correct widespread misinformation on PPE, three business subsectors targeted in this initial ventilation, disinfection, and other pandemic- phase of the campaign are chemical manufactur- related topics. The Back to Work Safely library is ing, construction, and emergency services. now comprised of guidelines recommending pandemic response practices for 26 classes of organi- The COVID-19 pandemic has thrown the OEHS/IH zation or business, including higher education, K- profession into the nationwide spotlight, providing 12 education, dental offices, bars, amateur sports, potential exposure to students considering profes- and more. Many of the guidelines are available in sional careers. The job market is strong, and over- Spanish as well as English. all, OEHS/IH provides young adults with a reward- ing, worthwhile vocation—especially considering At AIHce EXP, AIHA's annual conference—which that the average early-career OEHS/IH profession- this year was entirely virtual—AIHA revealed its al makes $58,300 per year, above the average brand evolution, the organization’s vision for its starting salary for all graduates, $50,044. Seeing future. The OEHS profession is advancing, and an opportunity to recruit for the profession, AIHA AIHA’s reimagined brand is necessary to reflect launched the OEHS Science Careers micro- the profession’s development, serve members website, aiming to encourage student awareness more completely, recruit the next generation of and interest in OEHS careers. professionals, and remain relevant to all industry stakeholders. The organization's new tagline re- The new microsite offers free resources for stu- flects AIHA's positioning statement and vision dents, teachers, and counselors interested in amid an evolving profession by simply summariz- learning more about the dynamic OEHS/IH profes- ing what AIHA strives for as an organization: sion. Featuring videos of young professionals dis- “Healthier Workplaces. A Healthier World.” cussing their jobs and a list of universities offering a degree in OEHS/IH, it also refers to AIHA's IH Legally, AIHA is still titled the "American Industrial Professional Pathway program, an innovative re- Hygiene Association." However, in order to better source to guide young professionals through the explain the services and activities provided by the various stages of an OEHS/IH career. As for the organization and its members to stakeholders out- younger students, AIHA's IH Heroes is a comic side the profession, who may be unfamiliar with book style program that includes a web-based IH/OEHS, the organization will now be referred to "smart" game and introduces the profession to as "AIHA" in marketing and public education mate- students in a fun, educational manner. This new rials. Regardless, the new brand is not a radical microsite also serves as a comprehensive resource departure from the original one. for STEM teachers and career or guidance counselors, who may not be familiar with the OEHS/IH The heart of the brand evolution is a multi-faceted career path. public awareness campaign entailing proactive outreach to media, businesses, and the general public, to inform them about the national association of occupational health and safety science professionals who safeguard workplaces worldwide, known as AIHA. This campaign included the crea- tion and launch of AIHA’s two new micro- websites, Worker Health Safety.org and OEHS Science Careers.

7 NIOSH, National Personal Protective Technology Laboratory (NPPTL): Commentary for SOHP

The foundation of the 1970 Occupational Safety the workplace, an automated environment may and Health Act (OSH Act) is to provide employees facilitate hazards that are less visible because of a workplace free from hazards. Since the 1970s, their mitigation being dependent on an individu- worker fatalities have went from 38 per day to 13, al’s characteristics. Consequently, the skills and Emily J. Haas, PhD while incidents have went from 10.9 per 100 competencies desired for employment may shift, workers to less than 3.3 per 100 workers in 2013. further initiating changes in recruitment, orienta- Research Health Scientist, NIOSH With the current workforce being doubled in size, tion, and training. Moving forward, soft skills (i.e., it is no question that the Act has been effective in skills that enhance effective interactions) may be reducing workplace deaths, injuries, and illnesses. the new power skills needed to proactively docu- Fifty years later, however, incidents are still high ment and mitigate new risks in the workplace. and the fatality and incident rates remain un- changed in recent years. This stagnation does not Along the same lines, the OSH Act was timely necessarily mean that the OSH Act has fallen when it was written in that it heavily emphasized short; rather, it highlights the degree to which the physical protections for workers. However, chang- workplace and workforce has evolved and the es in the organization of work and the workforce need to adapt to current economical and societal itself has exacerbated employees’ mental and changes. This commentary focuses on the gaps emotional stress. Relevant examples include stig- caused by these changes and the need for more ma and consequent discrimination around mental multidisciplinary, systematic interventions to pro- health, workplace bullying or harassment, per- tect today’s workforce. All challenges noted here ceived autonomy, presenteeism, pressure to pro- can be the subject of new research and, if deemed duce, and increased shift work. Such psychosocial warranted, further considered by regulatory agen- and mental health risks have been considered an cies. individual-level problem and as a result, a Total Worker Health approach is not yet standardized in First, the emergence of both the gig economy and OSH management systems. If companies view innovative technologies are advancing employ- these issues situationally, it may be more management opportunities but not without creating frac- able for organizations to intervene around psycho- tured workplaces. Specifically, not only do gig em- social risks. Moving forward, leaders may benefit ployees function as independent contractors (i.e., from fostering an OHS management system that they are not protected by the OSH Act), but they integrates practices and processes to address per- are also likely to have multiple employers, dispar- son-based factors (e.g., increased collaboration ate communication with those employers, and opportunities, conflict management skills, and varying processes for monitoring and reporting change management scenarios) rather than only hazards. Then, for both gig employees and those stress the priority of safety on the job. who report to physical locations, the introduction of smart systems, automation, and advanced sur- Finally, workplace injuries, emergencies, and natu- veillance methods have helped predict, identify, ral disasters demonstrate the continued need for and isolate workers from certain hazards. Howev- valid approaches to health, safety, and risk man- er, they also pose new and, in some cases, un- agement. The success of these systems, however, known risks. For example, the role of an employee is interdependent with the established safety cul- may change from physically operating a piece of ture in which they operate. Particularly, if workers equipment to monitoring a technology that now engage in more contract or subcontract work, they does their original job. may never have the chance to develop a positive relationship with their employer or understand It is important to acknowledge how this subtle the culture, much less execute the desired work- shift in job tasks could impact situational aware- place practices. In other words, the development ness, risk perception, and complacency in the and adoption of advanced technologies and com- work environment. While traditional health and munication mechanisms has not experienced a safety processes focus on observable hazards in seamless integration in OSH. Although organiza-

8 tions are encouraged to adopt any type of OSH program (e.g., OSHA’s Voluntary Protection Pro- Disclaimer: The findings and conclusions in this gram), more guidance around the implementation report are those of the author(s) and do not nec- of such systems is imperative to assist companies. essarily represent the official position of the Na- Most organizations can develop or adapt a pro- tional Institute for Occupational Safety and Health, gram that fits their needs but due to lack of Centers for Disease Control and Prevention. knowledge, resources, experience, or management support, execution is often a barrier. Michaels, D. (2015). Statement of David Michaels before the To that end, more intervention strategies are Committee on Education and the Workforce Subcommittee on needed based on company size, diversity, and Workforce Protections, US House of Representatives, October 7, 2015. Accessed from https://www.osha.gov/news/ location. To advance this level of research to prac- testimonies/10072015 on September 1, 2020. tice first, researchers and organizational leaders US Bureau of Labor Statistics (2019). Survey of occupational may need to revitalize their own research inquir- injuries and illnesses data. Summary and historical data ac- ies, processes, policies, and practices while more cessed from https://www.bls.gov/iif/soii-data.htm#summary on September 1, 2020. time-intensive standards are developed and re- Leka, S. & Jain, A. (2010). Health impact of psychosocial haz- viewed. Second, collaborative case studies be- ards at work: An overview. World Health Organization, Geneva. tween government and industry are critical to Accessed from https://apps.who.int/iris/bitstream/ demonstrating the business case of health and handle/10665/44428/9789241500272_eng.pdf;jsessi on Sep- tember 1, 2020. safety in the workplace. If large organizational entities can work together to demonstrate leadership by example, it may serve as motivation for employees to engage and participate in workplace safety and health as well.

9 About SOHP Upcoming Conferences

The Society for Occupational Health Meeting Location Date Website Psychology (SOHP) is a non-profit Society for Industrial New Orleans, LA April 15-17, 2021 https:// organization dedicated to the generation, dissemination, and applica- and Organizational www.siop.org/Annual tion of scientific knowledge in order Psychology Hybrid Event -Conference to improve worker health and well- Association for Psy- Virtual May 26-27, 2021 https:// being. chological Science www.psychologicalsci In order to achieve these goals, Convention ence.org/ SOHP seeks to:

 Promote psychological re- European Academy of Virtual June, 2021 https://eaoph.org/ search on significant theoreti- Occupational Health conference.html cal and practical questions Psychology Symposi- related to occupational health; um  Encourage the application of Academy of Manage- Virtual July 30 - https://aom.org/ findings from psychological ment Conference August 3, 2021 events/annual- research to workplace health meeting concerns; and

 Improve education and training related to occupational Work, Stress, and Miami, FL November 3-6, https://www.apa.org/ health psychology at both the Health Conference 2021 wsh graduate and undergraduate levels.

For comments on the newsletter or submissions, please contact the co-editors:

Kyle J. Page [email protected]

Carrie Bulger [email protected]

On Facebook https://www.facebook.com/SOHP1/ On Twitter: https://twitter.com/SocietyforOHP On LinkedIn: https://www.linkedin.com/groups/78908