What are the 14 Psychosocial Factors?

Psychosocial Factors are the foundational elements—functioning as either risks or protective factors—that determine the organizational health, behaviour, and psychological safety of a workplace.

The 14 Psychosocial Factors: Definition and Workplace PHS Impact

Psychosocial Factors are the foundational elements that dictate the Psychological Health and Safety (PHS) of a workplace. Functioning as either risks or protective factors, they determine the organizational health and collective behaviour of your environment.

How the Factors Relate to the PHS Standard (CSA Z1003)

These factors were identified through extensive research by the team at Guarding Minds at Work (Simon Fraser University). In 2013, this research was formalized into the National Standard, making Canada a global leader in providing a roadmap for promoting psychological health and preventing harm.

This framework moves PHS from an abstract concept into a practical management tool, allowing leaders to fulfill their Duty to Inquire and exercise Reasonable Care.

The 14 Factors	Impact on the Workplace
Psychological Support	Perception that the organization cares about mental health.
Organizational Culture	The "way things are done" regarding trust, honesty, and fairness.
Clear Leadership & Expectations	Transparency in role requirements and organizational change.
Civility & Respect	Absence of bullying; presence of esteem and professionalism.
Psychological Competencies	Ensuring an individual's behaviour and skills match emotional demands.
Growth & Development	Opportunities for internal advancement and skill-building.
Recognition & Reward	Appropriate acknowledgement of effort and milestones.
Involvement & Influence	Meaningful participation in decisions affecting their work.
Workload Management	Ensuring tasks can be completed within the time available.
Engagement	Connection to the work and the organization's mission.
Balance	Healthy boundaries between professional and personal life.
Psychological Protection	Freedom to speak up without fear of reprisal or stigma.
Protection of Physical Safety	Ensuring physical risks do not create psychological distress.
Other Stressors	Industry-specific risks (e.g., secondary trauma in First Responders).

Integrated Assessment: The Psychosocial Hazard Audit

A truly integrated PHS-IMS moves beyond awareness and embeds these 14 factors into every stage of the Worker Life Cycle. Use the following audit to identify gaps in your current strategy.

1. Recruitment: The Foreseeability Check

Analyze your current postings. Most descriptions list "Requirements" as degrees or years of experience. A PHS-informed description identifies the Psychological Demands.

The Analysis Question: "If someone were to struggle in this role within 90 days, would it be because they lacked a technical skill, or because they weren't prepared for the emotional/cognitive environment?"

Action: Explicitly define the environment. Instead of "Must be a team player," use: "Must be able to maintain professional civility during high-pressure, time-sensitive conflict resolution."

Psychological Demand Examples:

Cognitive Load: High volume of data switching or frequent interruptions.
Emotional Labour: Frequent interaction with frustrated clients or the need to remain "neutral" during high-stress encounters.
Sensory Environment: High noise levels or open-office distractions.

2. The Interview: Duty to Inquire in Reverse

Traditional interviews focus on can they do the job. A PHS-lens interview focuses on how the job affects the person through a "Realistic Job Preview" (RJP).

The Analysis Question: "Are we providing a Realistic Job Preview that allows the candidate to self-select out if the psychological demands don't align with their Psychological Competencies?"

Action: Use behavioural questions targeting the 14 Factors. "Tell us about a time you had to manage a conflicting workload (Workload Management). How did you navigate the stress of competing priorities?"

3. Onboarding: Integration vs. Information

Onboarding is often just an "Information Dump." A PHS-lens onboarding focuses on Psychological Protection and Clear Leadership & Expectations.

The Analysis Question: "Does the new hire know exactly who to go to when they feel 'Yellow Zone' stressors, and do they feel safe doing so without it impacting their probation?"

Action: Map Administrative Controls during the first 30 days, such as scheduled 1-on-1s that prioritize workload clarity over task completion.

4. Retention: Root Cause of Early Turnover

If turnover is high within the first 6 months, the root cause is often a mismatch between candidate Psychological Competencies and actual Psychosocial Hazards.

The Analysis Question: "In exit interviews for new hires, are we asking about 'role clarity' and 'support,' or just 'compensation'?"

Action: Compare job descriptions to exit feedback. If the exit interview mentions "unpredictable hours" but the description said "flexible environment," you have a gap in Reasonable Care.

Consult with iMindify on PHS-IMS Integration

iMindify PHS Expert Insight

Most organizations already have psychosocial factors in play through basic legal compliance. However, operating through a formal PHS Lens means moving away from "accidental safety" toward a systematic PHS-IMS. It’s the difference between hoping people are okay and knowing you have the Internal Responsibility System (IRS) in place to protect behaviour and mental health.