Organisatiedruk

Organisatiedruk is a Dutch term that describes the pressure and demands placed on employees by the way work is organized within an organization. It refers to environmental factors rather than individual traits, and is studied within fields such as occupational health psychology, organizational studies, and human resource management. The concept encompasses how tasks, processes, governance, and performance expectations create or amplify strain on workers.

The main sources of organisatiedruk include time pressure, heavy or fluctuating workloads, high performance demands, frequent reorganizations, and strict compliance or reporting requirements. Other contributing factors are unclear or conflicting roles, limited autonomy, inadequate resources, and change fatigue. These conditions can manifest as psychological strain, fatigue, sleep problems, reduced concentration, lower morale, burnout, higher error rates, absenteeism, and turnover.

Mitigation strategies focus on altering the organizational factors that generate pressure. These include workload assessment and realignment, clear role definitions, participatory decision-making, empowering leadership, and ensuring adequate resources. Adjusting work design, setting realistic deadlines, offering flexible work arrangements, and improving communication are also important. Monitoring and feedback mechanisms, such as employee surveys, can help identify pressure points. Building a culture of psychological safety where concerns can be raised without fear of punishment supports reductions in organisatiedruk while maintaining performance.