Documents Lerouge, Loïc 36 results

"Workplace psychological harassment has existed as long as have labour relations. For instance, Professor Christophe Dejours points out that psychological harassment was com¬mon on assembly lines in the 1970s, carried on by what were known as “little dictators.”1 Nevertheless, the question was only really broached in public discourse with the publication of the book by Dr Marie-France Hirigoyen, “Le harcèlement moral. La violence perverse au quoti¬dien,”2 which marked a turning point. The term “psychological harassment3” has been used to designate a form of workplace violence manifesting itself as re¬peated actions against a worker that produce a degradation of his or her working conditions. The terme “bullying” can also be used, especially regarding the re¬search from the International Association on Workplace Bullying and Harassment (IAWBH).4 We are going to use the term “Pyschological Harassment” in this article"

"We strive to increase public (PH) and occupational health (OSH) inter-linkages by building a collaborative framework. Besides Covid-19 pandemic, recent approaches such as Human Exposome and Total Worker Health TM, have led to a shift to improving health of working population and consequently the total population. These health objectives can be best realised through primary care actors in specific contexts. Work, school, home and leisure are the four multi-stakeholder contexts in which health and healthcare (goal-oriented care) objectives needs to be set and defined. PH policy makers need to establish a shared decision-making process involving employees, employers and OSH representatives to set PH goals and align with OSH goals. The policy making process in OSH can serve as a potential way forward, as the decisions and policies are being decided centrally in consultation with social partners and governments. This process can then be mirrored on company level to adopt and implement."