An Approach Based on the Job Demands–Resources Model
Since the coming into force of Bill 27, preventing psychosocial risks (PSR) has become an essential responsibility for Québec employers. The CNESST emphasizes that these risks must be identified, corrected and controlled just like other workplace risks. Decision-making autonomy, workload, recognition, support and organizational justice are all factors that directly influence psychological health and the sustainable performance of teams.
To support organizations in this prevention process, EPSI offers a survey-based assessment grounded in the scientific Job Demands–Resources (JD-R) model. This approach helps organizations understand internal workplace dynamics and act where risks are concentrated, using concrete, comparable data.
The JD-R Model: Understanding the Balance Between Demands and Resources
The Job Demands–Resources model (Bakker and Demerouti, 2007) provides a nuanced view of well-being at work. It is based on two simple observations:
- Job demands — such as quantitative workload, complexity and emotional demands — can lead to exhaustion when they exceed coping capacities.
- Job resources — such as autonomy, support, recognition and development opportunities — sustain motivation, protect against stress and strengthen engagement.
Analyzing these two dimensions together provides a balanced picture of organizational health, particularly when the absence of a resource is experienced as a shortfall and becomes a demand in itself (Bakker and Demerouti, 2007). This makes it possible to identify both areas of overload and resources to strengthen in order to restore a healthy, engaging workplace climate.
Through its survey platform, EPSI turns this model into a practical assessment tool. Drawing on databases containing nearly 30 million responses across various sectors, the solution offers a reliable, contextualized view of the realities experienced in each organization.
Survey Measurement: Primary Prevention Based on Perceptions
Psychosocial risks are not visible to the naked eye: they emerge through the experience of work. Employee perceptions therefore become an essential indicator for detecting imbalances at an early stage, before consequences such as distress, conflict or turnover appear.
That is why EPSI’s solution uses a research-based questionnaire, available in French and English, covering the main dimensions recognized by the CNESST, INSPQ and CCOHS, as well as in the scientific literature (Gilbert et al., 2011; Vézina et al., 2006): autonomy, support, communication, recognition, justice, role clarity, psychological safety, workload, leadership and organizational culture.
This process is firmly grounded in primary prevention: it allows organizations to act before problems take hold rather than correcting them afterwards. Rigorous analyses guide action plans tailored to each workplace’s circumstances.
The Distinctive Advantages of EPSI’s Approach
- Detailed Organizational Breakdowns
The platform allows results to be broken down by unit, site or occupation. This level of detail is essential: it helps identify specific work environments at risk rather than relying solely on overall averages. - Robust Industry Reference Groups
With its extensive comparative databases, EPSI places each organization’s results within its industry context. Differences become more meaningful, making it easier to identify areas of vulnerability and distinctive strengths. - Synergy with Engagement and Employer Branding Initiatives
The PSR module integrates with EPSI’s engagement survey, reducing the response burden and maximizing the strategic value of the data collected. The results can also support obtaining EPSI’s employer brand certification, publicly recognizing the quality of internal practices.
Meaningful Compliance Focused on Organizational Health
Psychosocial risk assessment should not be viewed as an administrative burden. When carried out effectively, it becomes a powerful way to strengthen organizational health, work quality and talent retention.
By adopting EPSI’s survey solution, organizations gain:
- complete regulatory traceability, in accordance with Bill 27 requirements;
- precise assessments of specific work environments, supporting targeted action;
- tangible strategic value, through data that supports compliance, engagement and performance;
- reliable comparisons to establish realistic alert thresholds for their industry.
Conclusion
Compliance with Bill 27 is an obligation, but it is also an opportunity to build healthier, more motivating and higher-performing workplaces. By rigorously assessing demands and resources, organizations reduce risks at the source, support psychological health and strengthen collective engagement.
Based on the Job Demands–Resources model, EPSI’s survey solution turns prevention into a practical, measurable and sustainable process that supports a meaningful organizational health and engagement initiative.
Want to learn more?
Our team helps organizations take the pulse of their workplace climate and build environments where psychological health and performance go hand in hand. Contact us to learn how our survey solution can help you prevent risks… and strengthen collective engagement!
