Link Between Musculoskeletal Disorders and Psychosocial Factors

A review conducted by the European Agency for Safety and Health at Work (EU-OSHA) has identified a multidirectional relationship between psychosocial risks and musculoskeletal disorders (MSDs).

EU-OSHA reviewed 53 research papers on the association between psychosocial risks and MSDs.

The review revealed psychosocial risks can cause MSDs, while having an MSD exacerbates a person’s perception of psychosocial factors and makes it difficult for them to work or return to work.

Common psychosocial risks include job demands, management and co-worker support, role conflict or lack of role clarity, job security, and violence, bullying and harassment.

According to EU-OSHA, the negative impact of MSDs on both workers and employers does not always arise from MSDs primarily caused by workplace factors, with a significant portion arising from chronic MSDs.

In cases of chronic MSDs, physical and psychosocial risk factors provoke symptoms or aggravate the underlying disorder.

According to EU-OSHA, it is important to understand the role of psychosocial factors in rehabilitating workers with MSDs.

“There is clear evidence that ongoing MSDs present at least as great a burden to industry (and to the individual sufferer) as the initial occurrence of MSDs in the workplace.”

There have been growing concerns recently over the failure to reduce workplace MSDs, which has led to renewed recognition of the role psychosocial factors play in these conditions.

According to the review, possible explanations around the mechanisms of injury include increased muscle tension and task-related biomechanical strain caused by psychosocial demands.

Efforts to reduce MSDs in the workplace have traditionally focused on physical work factors.

EU-OSHA says workplace MSD interventions should be an active process addressing both psychosocial and physical risk factors, with consultation and discussion at each stage of the risk identification and prevention cycle.

“Some psychosocial factors can work positively – especially positive support from co-workers and managers. Ideally such support should develop as part of an open and supportive culture.”

According to EU-OSHA, it could be necessary to implement more formal support procedures into systems of work and ensure supervisors and managers have necessary training.

Employers are encouraged to support honest feedback and apply measures to protect worker confidentiality when psychosocial risk assessment tools are used.

EU-OSHA’s review can be found here.