الفهرس 
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Abstract
There is a wide range of upstream determinants on psychosocial health in the oil and gas workplace, such as the socioeconomic status, the relationship between employees and working environment, and the nature of contractual governing workers‘ job description. High-pressure work tasks can give rise to professional burnout or even workplace stress. Furthermore, an abusive managerial authority with setting unreasonable targets is the most likely to induce emotional abuse and reflected violent events at different worksites. The literature revealed that the psychosocial correlates of job-related fatigue are seldom studied. In addition, there is a dearth of studies that assessed the psychosocial factors and industrial fatigue at different workplaces. Our study aimed to enhance the general well-being and workplace productivity among workers in Suez Oil and Gas Processing company by establishing an Organisational Fatigue Management Policy through two phases; phase (I) Identifying the psychosocial hazards and estimating the prevalence of the different types of fatigue among the industrial workers, and phase (II) Designing a final preventive fatigue management manual for the employees after testing its suitability and relevance to each industrial sector. The study was proceeded by a priori pilot survey to culturally adopt and validate the study tools [Occupational Fatigue Exhaustion/ Recovery Scale (OFER 15) and the second long version of Copenhagen Psychosocial Questionnaire (COPSOQ II)]. Findings revealed the Arabic version of both study tools are reliable and valid instrument to answer our research hypothesis. Workers in joint extinguishing and geographical areas were prone to express the highest level of both chronic and acute fatigue with marked suffering in the inter-shift recovery.
Operating sectors including distillation, civil engineering, it and computer, reforming and NAPHTA treatment, electricity and automatic control, utility& water treatment and steam production, and conversion process sectors came next for chronic fatigue after the firefighters. While, the assistant sectors including health &safety and environmental protection, risk assessment and crisis management, technology development and research projects, human development and training, and medical sectors showed a higher level of acute fatigue rather than chronic fatigue. The administrative legal and commercial sectors showed the lowest score of acute and chronic fatigue.
Consequently, workers had a share in drafting the fatigue management policy upon approval from the top managers (Take Down Policy Establishment). Three-month training schedule was assigned in specific for the fatigued industrial sectors and industrial fatigue was evaluated again using A-OFER 15. The participating workers exerted satisfaction with improvement in the inter-shift recovery score; except for firefighters; they depicted a little bit of improvement with borderline significance. Fatigue management is not an easy process and needs cohesive efforts of education, training and time to build resilience, mitigate the accident and injury incidence rates associated with workplace fatigue, and promote a safe and healthy life for all workers.
Summary, Conclusion and Recommendations
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6.2 Conclusion
from the present study, we concluded that:
Identification of psychosocial hazards is sophisticated and so complex. However, it does not have to be exhaustive. Workers in the oil and gas industry are exposed to a varied level of fatigue according to their job-related pattern and the associated psychosocial factors.
Workers in the administrative legal and commercial sectors showed the lowest score of acute and chronic fatigue.
Workers in joint extinguishing and geographical areas exposed to the highest level of psychosocial hazards with reported highest level of both acute fatigue and chronic fatigue with marked suffering in the inter-shift recovery.
Workers in Operating sectors including distillation, civil engineering, it and computer, reforming and NAPHTA treatment, electricity and automatic control, utility & water treatment and steam production, and conversion process sectors came next after firefighters for chronic fatigue. It was noticed that they showed a higher level of chronic fatigue rather than acute fatigue. On the other hand, Workers in assistant sectors including health &safety and environmental protection, risk assessment and crisis management, technology development and research projects, human development and training. Medical sectors showed a higher level of acute fatigue rather than chronic fatigue.
Work pace, role conflict, and extra working hour schedule were the main significant predictors for both chronic and acute fatigue.
- Commitment to work, recognition, sleeping troubles, lack of physical activity, excessive somatic stress, and low general health perception were significantly associated with chronic fatigue.
- Acute fatigue could be markedly predicted by lack of job satisfaction, self-efficacy, poor relationships and social support from co-workers, and cognitive work-related stress.
Based on the results of phase (I), the fatigue management policy with scheduled psychosocial educational training for fatigue mitigation strategies were assigned for all suffered industrial sectors; except for the administrative commercial, and legal sectors. It was noticed in phase (II) after 3 months of policy implementation that the inter-shift recovery scale is the only improved parameter which means that continual policy implementation and regular training are still needed to mitigate the levels of acute and chronic fatigue.
Note: Workers in joint extinguishing and geographical areas showed a borderline improvement in the inter-shift recovery scale, thus these workers are in need for further psychosocial consideration due to their emergency tasks.
Summary, Conclusion and Recommendations
87
6.3 Recommendations
In light of the results and conclusions of the current study, the following is recommended:
Assigning a regular educational training schedule for continual psychosocial hazards identification and implementing the fatigue mitigation strategies with subsequent evaluation and improvement of the established fatigue management policy under the responsibility of qualified collaborative health and safety team.
Monitoring employment outcomes with commitments to equity and recognition of the excellent workers who have an add on the company targets without any discrimination.
Supporting the innovation and smart ideas through a non-blame culture of acceptable risk-taking by providing social support from top managers for ideas to flourish.
In-depth investigation of accidents and injury incidence rates and their associations with industrial fatigue.
Further studies are recommended to comprehensively validate the psychometrics of Copenhagen Psychosocial Questionnaire in terms of other Job-related strain questionnaires and other manifested psychological diseases.
Further studies are recommended to assess the relationship of other types of hazards (e.g. Noise, vibration, workstation physical design, and others) and psychosocial hazards. Furthermore, it is recommended studying in-depth the subsequent psychosomatic complaints.
Further studies are recommended to assess and compare the psychosocial hazards among different companies in the same sector [oil and gas sector], and other the other sectors.
Further studies are recommended to assess the economic burden of fatigue on an organisational level, and national level.