INTRODUCTION

After the global pandemic and economic crisis, work-related health problems among the population have been increasing rapidly, causing significant damage to the stable operation of the organization. According to the 2022 Gallup World Poll Center on the Psychological Health of Workers Around the World, stress levels among working people are at an all-time high. The «absenteeism» syndrome of workers in countries will double from 23% in 2018 to 47.3% in 2021, and psychological problems in the workplace are serious and affect work productivity and well-being of the modern population. It is a negative behavior.

Over the past 20 years, research has been actively conducted at the international level on how interpersonal and psychological factors in the workplace affect safety. It has also been proven that occupational safety and health problems are related to the psychological health of employees in addition to the work environment, technical equipment, HSE regulations, policy documents, and protective clothing (Idrees, Hafeez, and Kim, 2017). In Mongolia, the National Labor Safety Program, laws, regulations and standards on occupational health and safety aimed at reducing negative workplace factors have been approved and implemented, but the number of industrial accidents and occupational diseases has not actually decreased due to neglecting the psychological problems of employees (Urjinbadam, 2022). year)

A THEORETICAL REVIEW

The World Health Organization defines health as «a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.» The employee is exposed to psychological stress in the workplace due to excessive workload, family relationships, high professional responsibility, management pressure, conflict in workplace relationships. Theories have been put forward to account for occupational accidents, which emphasize human error, worker distraction, etc. Accidents occur because there is risk, and they are caused by working conditions that influence worker behavior. If these working conditions and associated risks are properly controlled, accidents can be prevented regardless of the individual factors of each case.

One of the hidden problems in the workplace is depression or mental illness (clinical depression). People who suffer from depression are emotionally unstable and vulnerable, and have a negative impact on themselves and others. This disease not only affects people’s psyche, but also damages the brain in a short period of time. According to statistics, 10 percent of adults in the world have this dangerous diagnosis. In other words, one out of every 20 working employees has depression. It is estimated that there are 300 million people worldwide suffering from depression and one person dies by suicide every 40 seconds. On the other hand, employees with depressive disorders in the organization have negative effects such as inability to work, reduced productivity, leave from work, lateness, increased absenteeism and other costs. (J.Ganchimeg, 2020)

The stress that occurs in an employee depending on the characteristics of work, working conditions, workload, and management methods is called workplace stress. Various conditions will cause stress in the organization, and by identifying the causes of that stress, it will be possible to manage the stress and prevent it from reoccurring.

The field of organizational psychology was first announced as an independent branch of science in 1973, and the unit of industrial and organizational psychology was opened. H.Mintzberg laid the foundations of industrial and organizational psychology.

• First used psychological tests to select employees, and in 1911 his research became widely publicized, producing laboratory and experimental psychological findings on interest, fatigue, training, satisfaction, and profit. (Ch. Beh, 2017)
• The 14th branch of the American Psychological Association «Sector of Industrial Psychology» was established in 1946.
• Organizational psychology continued to develop in the 1950s and 1960s, enriched by behavioral and motivational theories. The main representatives are A. Maslow, D. McGregor, D. McClelland, O. Herzberg, and E. Locke.
• The philosophical ideas of John Locke (1960) were later reflected in the Declaration of Independence of the United States, where management was addressed.
• In 1965, the «Dictionary of Occupations» was released, which brought about a significant change in the development of organizational psychology.
• Since the 1980s, there has been great interest in the issue of organizational management, and many classical management theories have been created.
• From 1983, it was expanded into «Industrial and Organizational Psychology Society». (Ch. Beh, 2017)

Occupational psychology is the unique psychological features of human labor activities, the pattern of work habits, the problem of how work conditions affect the human psyche, the problems of physical and mental fatigue and stress caused by work, and its prevention. and began to study. (B. Batsaikhan, 2015)

Occupational safety and hygiene is caused by chemical, physical, biological, physical and psychological factors affecting the employee’s health due to technical and technological activities during production and service. Now, it is necessary to implement a set of social, economic, technical, technological, and organizational measures aimed at preventing the reduction of work ability, illness, and accidents. (Ch. Avdai, 2009)

RESEARCH SECTION

In 2010, the World Health Organization’s «Mental Health and Well-Being in the Workplace» survey was conducted with more than 130 participants. The research explores many topics such as the challenges of today’s work life, mental development, social participation, career roles and trajectories, integration capacity, career roles, mental health promotion strategies, mental health prevention strategies to overcome stigma and discrimination in the workplace. Mental health programs are still not meeting the quality standards of the major companies in the world. The purpose of this study is to analyze the impact of working conditions on industrial accidents from data collected by the VI National Survey of Working Conditions (VI NSWCs) conducted in 2007.  This study used a random sample of the Spanish active population (5,917 men and 5,137 women). Research has shown a strong correlation between hygienic conditions and industrial accidents, and evidence that poor hygiene doubles the probability of accidents, and a high correlation between physical and psychological symptoms.

Factors that lead to negative psychological behavior include the employee’s physiological safety, limited opportunities for self-development and advancement, poor job esteem, and the comfort of the work environment. There are 8 types of people who have a positive effect on the employee in the work environment. It includes:

1. An optimist. Such people never lose hope and are able to focus on the positive. Optimists inspire and empower those around them and those they work with, and lead with their positive and powerful behavior. It relieves the employee from negative factors and pressure, and prevents him from falling into a state of despair and hopelessness.
2. Whether the employee is uncertain, confused, faced with an important decision, or needs advice, he or she provides guidance and support to help find direction. He notices and feels the employee more than himself. Perhaps the mentor is no longer present in the work environment, but his influence and advice remain. Because the employee is advised what to do and say under what conditions.
3. Cruel and just. When an employee is down, he is told immediately and clearly knows where he is. Brutal honest people sometimes bring complaints. But often the complaints of such people are temporary and save the employee from negative factors and conditions that could worsen.
4. A person who is a source of inspiration. Gives employees new ideas and helps them dream. He is the type of person who helps to find the many opportunities offered by work life. This type of person is a useful companion for an employee.
5. A good listener. These types of people are very rare and very valuable. By paying attention and interest to the employee, it is possible to organize himself and strengthen his own values. An employee who has a good listener at work can count himself lucky. There is a chance to learn more from that person.
6. Invitation to the competition. Most employees like to be told that they are doing a good job. There are times when an employee wishes someone could stand up to their actions. In this way, the employee is able to reconsider the ideas, plans, and opinions of the work he is going to implement. There are also cases where competitors who aim to criticize can confuse an employee, but you need to learn to distinguish between them. However, it is a guarantee of safety, preventing the employee from making mistakes and preventing confusion.
7. Someone who thinks like an employee. It is possible to meet someone who thinks the same way as the employee in the work environment. Such an employee knows what he is thinking and planning. Working with such an employee seems to make work and life easy and meaningful. He is the kind of person who can never leave an employee alone.

According to the results of the research, there are 5 types of people who have a negative impact on the work environment. It is inevitable to work with people who grew up in different social and family environments and have different opinions. It is necessary to identify these people.

1. Gossip hunter. The kind of people who worry about other people’s lives, not their own, and always slander and slander others. At first, it might be fun to talk to them. If you stay and work with this type of person for a long time, you may become an employee who is rude to others, unethical, and unappreciative of your husband’s success.
2. They are the type of people who always talk about the difficulties of their lives and work, and show the state of a person who has suffered. This type of people try to make others feel sorry for them. At the end of it all, you feel guilty. It is difficult to work as a team with these types of people who have no job responsibilities.
3. Envious people. Jealous of everything, including the success and marriage of colleagues and friends. Compare it to your own life. This type of people hardly know what it means to be «Happiness» and «Peace». The self-esteem of the employee who constantly interacts and works with these people is negatively affected.
4. Overwhelming person. On the surface, someone is called a friend or partner, but these employees belong to the representatives of people who work for their own interests. For these people, friendship and love are just a cover. It refers to a person who is greedy and selfish, who dominates in all relationships and is self-centered.
5. Energy stealers /Dementors/. Even if such people say and do positive things, they cover them with negativity. No matter how beautiful, holy, or joyful things are, they darken them with pessimism. If such people do not keep their distance in the workplace environment, they may become pessimistic and talk about bad things[1].

Personality disorder or «personality disorder» in English is a very common personality disorder. This disorder is different from personality type in that the pattern of behavior established in a person exceeds normal limits and causes serious problems in personal life and relationships. A personality disorder is defined as the manifestation of one behavior or multiple behavioral symptoms. However, it is necessary to distinguish between personality traits and personality disorders. This is because there are cases where people are mistaken for personality disorders because they do not distinguish between personality types and personality disorders.

The definition of personality disorders in the Diagnostic and Statistical Manual of Mental Disorders «DSM V» issued by the American Psychiatric Association is widely used worldwide.

Since «DSM III» separated personality disorders from clinical symptoms and labeled them as second axis disorders, many theoretical and other studies on personality disorders have been conducted (Baasandorj.E, 2020). From DSM III to DSM V, some disorders were added and some disorders were removed, including the 10 personality disorders of the current DSM. Also, these pathological symptoms are considered to be a disorder when the person’s typology is manifested in a tense form, and it is wrong to diagnose it as a disorder if it is at a normal level.

The table below shows the characteristics of the 10 personality types included in «DSM V» and how they are manifested at the pathological level.

Table 1

10 personality types included in «DSM V».

Nowadays, organizations pay special attention to office atmosphere and structure. This is because dozens of studies have proven that the work environment has a significant impact on people’s productivity and health.

New York-based research organization Future Workplace conducted a study (Workplace Wellness Study) to determine the relationship between the work environment and the health of employees. This study, conducted in April 2019, included 1,601 people who work in buildings and structures connected to modern technology and equipped with smart systems. The results of the above study confirmed that the office environment affects employee satisfaction, productivity and engagement more than people think. Specifically, 67 percent of the people surveyed said that they work more productively in environments and conditions that support a healthy lifestyle. About 30 percent said that they would lose at least one hour a day or work unproductively if the work environment is unhealthy. In addition, more than a third of the respondents believed that environmental discomfort has a significant negative impact on their work productivity and health.

A healthy workplace environment involves three things. It includes:

1. Physical health: Creating healthy behaviors, exercise, and comfort in the work environment,
2. Environmental health: Taking into account air, light, temperature, and noise in the workplace and providing comfort,
3. Psychological health: Creating a stress-free work environment is influenced by several factors such as organizational culture and connection to the external environment (nature).

Among the above-mentioned factors, the researchers pointed out that fresh air has the most positive effect on healthy life. For example, 44 percent of respondents said that poor air quality causes them to feel sleepy and lack energy, 28 percent said that poor air quality causes itching, red eyes, and sore throat, and 37 percent said that these symptoms disappear when they leave work.

The second factor that positively affects a healthy existence includes lighting. About 60% of the respondents believed that the organization does not provide adequate and suitable lighting for work performance. In addition, natural light, daylight, and visibility to the outside environment are more important than gyms and pet-friendly workplace policies.

CONCLUSION

1. According to researchers, 90-95% of factory accidents are due to dangerous actions, or people do things that cause accidents. It is incorrect to say that industrial accidents are caused only by human error, as they are caused by many other factors.
2. Many negative phenomena occurring in today’s society have a strong impact on human spirit and psychology and cause many types of diseases. A person’s loss of interest in work, poor sleep, lack of attention, and poor memory can be the basis for the development of neurological diseases if it continues for 2-3 months.
3. Psychiatrists and psychologists are not consulted because mental and psychological problems are not considered important. Psychiatric diseases and mental diseases have a negative effect on a person’s mental and concentration processes, and increase the likelihood of putting oneself and others at risk of accidents. According to this study, workplace psychological health working conditions, night sleep, workplace stress, team atmosphere, and family relationships directly affect employee’s workplace psychology.
4. Learning how to manage stress is important for preventing risks. Therefore, it is important for the employer to provide training and counseling services to improve the ability to solve problems, focus on important tasks, manage time properly, and cope with difficult life events.

[1] Forbes сэтгүүл, 2017 он