1. The dark side of high-skilled work Assessing work-related stress risk in the Italian National Research Council By Giuseppe Ponzini and Roberto Moccaldi

2. An ongoing project aimed at providing a risk assessment tool for work-related stress, applicable to research and administrative units of the Italian National Research Council (CNR), to comply with legislative decrees n. 81 of 2008 and n. 106 of 2009 and to identify strategies for tackling stress. The project has been designed and is carried on by the Institute of Research on Population and Social Policy (Irpps) and by the Prevention and Protection Service (UPP) of the CNR. Working group: Giuseppe Ponzini (Irpps Cnr, coordinator), Michele Falivene (Irpps Cnr, computer and information systems manager), Annabella Corcione (Irpps Cnr), Vincenzo Bisogno (Irpps Cnr), Roberto Moccaldi (UPP Cnr), Gabriella Liberati (UPP Cnr).

3. Objectives The project is aimed to offer a chance to better understand the relevance of differencies arising from the allocation of workers over jobs with different requirements and characteristics (research staff, administrative staff) or from working in different scientific fields (biomedical, technological, theoretical). The project is also aimed to practically discriminate between endogenous and exogenous causes of stress. As a final result, the project will provide guidelines and recommendations to reduce the levels of work-related stress reported by the CNR staff. A simplified risk assessment tool for work-related stress and a standardized strategy for tackling the key causes of stress will be defined and made available to all the research and administrative units of CNR.

4. Methodology Data collection Online self-administered questionnaire Focus group discussions Scenario planning sessions

5. The questionnaire structure The online self-administered questionnaire is based on the HSE Management Standards Indicator Tool, revised by inserting some items derived from the two-factor theory and some items related to general characteristics of respondents. 53 questions (closed format questions and five-point Likert items) Open source online survey application: LimeSurvey

6. HSE Stressor Groups and average key Demands Control Management Support Peer Support Relationships Role Change

7. Other Stressor Groups considered Perception of the quality of physical work environment Level of career satisfaction Career development and opportunity for advancement at work

8. First results. The sample 250 respondents representative of various disciplinary fields (biomedical research, ICT, social sciences, technological research, Prevention and Protection Service ) 58% belonging to the research staff and 42% belonging to the non-research staff. 57% Male and 43% Female

9. All respondents. HSE Stressor Groups Stressor GroupsAverageWork-related stress risk Demands 3,52 Doing very well Control 4,09 Doing very well Role 3,98 Urgent action needed Relationships 4,04 Good, but need for improvement Peer Support 3,77 Clear need for improvement Management Support 3,25 Urgent action needed Change 3,37 Doing very well

10. Research Staff. HSE Stressor Groups Stressor GroupsAverageWork-related stress risk Demands 3,40 Doing very well Control 4,16 Doing very well Role 3,92 Urgent action needed Relationships 3,99 Good, but need for improvement Peer Support 3,70 Clear need for improvement Management Support 3,08 Urgent action needed Change 3,24 Doing very well (Borderline)

11. All respondents. HSE Stressor Groups Question by Question

12. All respondents. Other Stressor Groups considered StressorsAll RespondentsResearch Staff Quality of the physical work environment 3,203,25 Level of career satisfaction 2,872,93 Career development and opportunity for advancement at work 2,752,69

13. Motivators and Hygiene Factors

14. Summing up, first results emphasize the potential for negative consequences of unsatisfactory subjective experience of organizational functioning (see Role) and of conflictual relationships (both formal and informal) in the workplace. As well, support (including both management support and peer support) seems to be a critical factor. In this way the relevance of endogenous stressors, tipically belonging to the workplace, is underlined.

15. Thank you for your attention