INTRODUCTION 
The railway industry is known as challenging workplace 
because of the high demand placed on individuals 
because of the psychological demand of the job. Strict 
regulations, shift work, lone work, irregular hours, 
conflicting tasks and aggressive co-workers and 
customers are just some of the issues this type of worker 
have to deal with. The railway sector has a large 
workforce that operates and maintains the rail system 
and there are a number of psychosocial issues prevalent 
in the rail industry that influence workers’ health and 
wellbeing. 
METHODOLOGY
A survey and review of literature conducted to 
determine the assessments done to identify 
psychosocial issues impacting workers in the railway 
industry and how these psychosocial hazards are 
managed. 
RESULTS
Effective solutions is needed for the prevention 
of psychosocial risks as these offer good returns 
in improved efficiency and productivity, better 
health, reduced absenteeism and lower 
medical Information that could provide insight 
into the magnitude of the problem that can 
influence policies and practices in the 
workplace.
Adequate strategies is needed to assessing 
psychosocial issues and reducing psychosocial 
risks in the workplace. Awareness amongst 
managers, culture of openness to raise issues that 
increases stress, adequate support systems and 
training.
A comprehensive approach and new patterns of 
prevention is necessary to face current 
psychosocial issues in the workplace. 
SASOHN
M Bester
PRACTICES IN THE RAILWAY INDUSTRY FOR ASSESSMENT AND 
MANAGEMENT OF PSYCHOSOCIAL ISSUES
Psychosocial hazards in the workplace concerns 
the management of work and the organisational 
contexts that have the potential for causing 
psychological or physical harm. The working 
environment and the nature of work itself are 
both important influences on health mainly 
associated with stress, burnout, anxiety and 
depression. Continuous exposure to psychosocial 
hazards in the workplace can have a negative 
effect on workers’ health and wellbeing and over 
a period cause deterioration of mental and 
physical health. 
The operator has a duty of care under the 
National legislation to provide a workplace that is 
safe and without risks thereby ensuring the health 
and safety of employees. According to SANS 
3000-4, the Human factors standard in design is 
developed for the South African railway industry 
to match machine, environment including 
physical and psychological capabilities to 
optimize efficiency and performance of 
individuals and at the same time keep them safe 
and healthy whilst optimizing their performance. 
REFERENCES
1. Leka, S & Jain, A. 2010. Health impact of 
psychosocial hazards at work. Geneva: World 
health organisation. 
2. SANS 3000-4. Railway Safety management: 
Human Factor standard.
CONCLUSION
DISCUSSION
Interventions in workplaceActions
PrimaryTaking action to reduce or eliminate stress
SecondaryEarly detection of individual stress and 
management of distress
TertiaryMinimizing the effects of stress related 
problems through treatment of symptoms