International reference From 🇫🇷 France · Rapport Gollac (INSEE)

Gollac 6 dimensions of psychosocial risk at work

The Gollac framework (2011) is the French academic synthesis of Karasek + Siegrist + ANACT traditions into six dimensions that exhaustively map workplace psychosocial risk. Officially mandatory for risk assessment (DUERP) in France, but widely cited internationally as one of the most coherent conceptual maps of occupational mental health risk.

Use as a checklist when evaluating organisational psychosocial risk — each dimension below maps to the major instruments (Karasek JCQ, Siegrist ERI, COPSOQ III, HSE Indicator Tool) for cross-framework translation.

Work intensity and working time

Intensité et temps de travail

What it captures

Workload, time pressure, deadline density, working hours, work–family conflict, atypical schedules.

Quantitative and temporal demands placed on the worker: amount of work to perform, pace, interruptions, time available, fit with private life. Excessive demand without recovery is the single most replicated predictor of burnout.

Crosswalk to other frameworks

Karasek JCQ: Psychological demand subscale (job content questionnaire)
COPSOQ III: Quantitative demands · pace of work · emotional demands of pace
HSE Indicator Tool: Demands

Emotional demands

Exigences émotionnelles

What it captures

Contact with the public, exposure to suffering or aggression, requirement to hide one's emotions, fear at work.

Effort required to manage one's own emotions and those of others. Particularly relevant in healthcare, social work, customer service, teaching, emergency response. Often invisible in job descriptions but a major driver of compassion fatigue.

Crosswalk to other frameworks

COPSOQ III: Emotional demands · demands for hiding emotions
HSE Indicator Tool: Demands (partial)

Autonomy and room for manoeuvre

Autonomie et marges de manœuvre

What it captures

Decision latitude, predictability of tasks, monotony, use of skills, learning opportunities.

Degree to which the worker can influence the conditions, methods, pace and content of their work. Karasek's strain hypothesis: high demand + low autonomy = strain. Autonomy is the major buffer against intensity.

Crosswalk to other frameworks

Karasek JCQ: Decision latitude (decision authority + skill discretion)
COPSOQ III: Influence at work · possibilities for development · meaning of work
HSE Indicator Tool: Control

Social relationships and recognition

Rapports sociaux et reconnaissance

What it captures

Peer and supervisor support, fair treatment (organisational justice), recognition of effort, leadership quality, harassment.

Quality of relationships with peers, supervisors and management. Recognition matches Siegrist's effort–reward imbalance core: sustained effort without proportional recognition predicts cardiovascular events and depression.

Crosswalk to other frameworks

Karasek JCQ: Social support (peer + supervisor)
Siegrist ERI: Reward (esteem + career + salary)
COPSOQ III: Social support from colleagues + supervisor · leadership quality · sense of community · recognition
HSE Indicator Tool: Relationships · Manager support · Peer support · Role · Change

Value conflicts and obstructed quality of work

Conflits de valeurs et qualité empêchée

What it captures

Inability to do the work one believes is right ('hindered work'), ethical conflicts, perceived meaningfulness, alignment with personal values.

The gap between what the worker considers good work and what they are allowed to perform — a French conceptual contribution (Yves Clot, Christophe Dejours). Strongly predicts moral injury, especially in healthcare and education.

Crosswalk to other frameworks

COPSOQ III: Meaning of work · commitment to the workplace · value conflicts
HSE Indicator Tool: Role (partial)

Economic insecurity and organisational change

Insécurité économique et changements

What it captures

Job loss risk, fixed-term contracts, restructuring, technological change, uncertainty about future of the job.

Perceived precariousness of employment and exposure to organisational change without participation. Captures both objective contractual insecurity and subjective worry about the future. Rising relevance with platform work and AI-driven role redefinitions.

Crosswalk to other frameworks

Siegrist ERI: Job insecurity (overcommitment moderator)
COPSOQ III: Job insecurity · insecurity of work conditions
HSE Indicator Tool: Change

Reference instruments at a glance

Karasek Job Content Questionnaire (JCQ)

22 (short) / 49 (full) items

🇸🇪🇺🇸 Sweden / USA (1979)

Demand–Control–Support model. Gollac dimensions 1, 3 and 4 derive directly from Karasek.

Siegrist Effort–Reward Imbalance (ERI)

23 items

🇩🇪 Germany (1996)

Effort vs reward + overcommitment. Gollac dimensions 4 and 6 map here.

COPSOQ III (Copenhagen Psychosocial Questionnaire)

32 (short) / 40 (mid) / 88 (long) items

🇩🇰 Denmark (2019 v3)

Most comprehensive open-access psychosocial instrument. Covers all 6 Gollac dimensions.

HSE Management Standards Indicator Tool

35 items

🇬🇧 United Kingdom (2004, validated)

Seven dimensions (Demands · Control · Relationships · Manager Support · Peer Support · Role · Change) covering Gollac dimensions 1, 3, 4 and 6.

Gollac 6 dimensions of psychosocial risk at work

Work intensity and working time

What it captures

Crosswalk to other frameworks

Emotional demands

What it captures

Crosswalk to other frameworks

Autonomy and room for manoeuvre

What it captures

Crosswalk to other frameworks

Social relationships and recognition

What it captures

Crosswalk to other frameworks

Value conflicts and obstructed quality of work

What it captures

Crosswalk to other frameworks

Economic insecurity and organisational change

What it captures

Crosswalk to other frameworks

Reference instruments at a glance

Karasek Job Content Questionnaire (JCQ)

Siegrist Effort–Reward Imbalance (ERI)

COPSOQ III (Copenhagen Psychosocial Questionnaire)

HSE Management Standards Indicator Tool

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