The impact of fly-in, fly-out (FIFO) on the health and well-being of employees: what organisations can do to mitigate the risks and improve outcomes
Elizabeth Brook A C , Melanie Freeman B and Graeme Ditchburn A
+ Author Affiliations
- Author Affiliations
A College of Science, Health, Engineering and Education, Murdoch University, 90 South Street, Murdoch, WA 6150, Australia.
B Performance Science HPO Pty Ltd, PO Box 111, West Perth, WA 6872, Australia.
C Corresponding author. Email: l.brook@murdoch.edu.au
The APPEA Journal 60(2) 397-402 https://doi.org/10.1071/AJ19146
Accepted: 25 February 2020 Published: 15 May 2020
Abstract
Concerns about the increased risk to mental health in fly-in, fly-out (FIFO) workers in the construction and resources industries led to increased public and government scrutiny, resulting in Western Australia’s adoption of a code of practice. In general, research has found that a higher incidence of psychological distress in FIFO workers has resulted from high compression rosters and work–family conflict, as well as feelings of isolation. Risk controls, such as perceived levels of support, have been found to be significantly related to improved mental health and organisational outcomes. Organisations need to address the non-financial needs of their workers and look to develop their perceived support, job satisfaction and adjustment to the FIFO lifestyle. This paper outlines practical risk controls and interventions organisations can take to improve psychological and organisational outcomes.
Keywords: anxiety, control, coping, depression, job demands, job satisfaction, locus of control, mental health, organisational commitment, organisational support, personality, recruitment, relationship quality, relationship, rosters, social support, stress, suicide, supervisor support, turnover, work–family conflict.
Libby (Elizabeth) Brook has a Masters degree in Applied Psychology and is also a Doctoral Candidate. Libby is an organisational psychologist, with over 15 years of experience in psychological research and interventions, fatigue research and psychosocial risk prevention. She is an adjunct lecturer, member of the Australian Psychological Society, fellow of the College of Organisational Psychologists, principal member of the Society for Industrial and Organisational Psychology Australia and a member of the Human Factors and Ergonomics Society of Australia. |
Melanie Freeman is a registered psychologist and organisational development consultant with over 25 years or experience consulting across the oil and gas, mining, defence, energy, public sector, utilities and finance sectors. Melanie’s practice focuses on leader and team performance, as well as psychosocial risk prevention, mental health and resilience in the workplace. Melanie is a military psychologist (Army Reserve) and has worked for over 12 years with Special Forces. Melanie is a professional member of the Society for Industrial and Organisational Psychology Australia. |
Graeme Ditchburn has a Masters degree and a PhD in Psychology, and is an organisational psychologist. Graeme is Academic Chair of Organisational Psychology at Murdoch University. His interests focus on the individual at work and include personality and work performance, expatriate adjustment, organisational commitment, culture and values. |
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