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Icekson T, Kaye-Tzadok A, Zeiger A. Childhood Maltreatment and Adult Work Absenteeism: Work Meaningfulness as a Double-Edged Sword. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2024; 21:451. [PMID: 38673362 PMCID: PMC11050126 DOI: 10.3390/ijerph21040451] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/21/2024] [Revised: 03/27/2024] [Accepted: 04/02/2024] [Indexed: 04/28/2024]
Abstract
The adverse impacts of childhood maltreatment (CM) on an individual's health and economic welfare are widely recognized, yet its occupational and organizational effects remain less explored. Employee absenteeism, known as absenteeism, is often a sign of workplace maladjustment and may be linked to a history of CM. Some individuals in the helping professions, who exhibit a strong sense of purpose in their employment and pursue it in demanding environments, are CM survivors. This study investigates whether a heightened sense of meaningfulness in their work is associated with increased absenteeism among this subgroup. We recruited 320 helping professionals from a variety of social and mental health settings, one third of whom reported experiencing CM. As hypothesized, CM was positively correlated with work absenteeism. Furthermore, the relationship between work meaningfulness and absenteeism was moderated by their CM history: among those with CM experiences, greater work meaningfulness was associated with higher absenteeism rates. Our findings highlight the possibility that work meaningfulness may operate as a double-edged sword, and the importance of better understanding the challenges that high-functioning survivors of CM face within organizational contexts.
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Affiliation(s)
- Tamar Icekson
- School of Behavioral Sciences, Peres Academic Center, Rehovot 7610202, Israel
- Department of Management, School of Education, Ben-Gurion University of the Negev, Beer-Sheva 8410501, Israel
| | - Avital Kaye-Tzadok
- The Lior Tsfaty Center for Suicide and Mental Pain Studies, Social Work Department, Ruppin Academic Center, Emek Hefer 4025000, Israel;
| | - Aya Zeiger
- Coller School of Management, Tel Aviv University, Tel Aviv 6139001, Israel;
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Ahmadi E, Lundqvist D, Bergström G, Macassa G. A qualitative study of factors that managers in small companies consider important for their wellbeing. Int J Qual Stud Health Well-being 2023; 18:2286669. [PMID: 38010829 PMCID: PMC11000680 DOI: 10.1080/17482631.2023.2286669] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/05/2023] [Accepted: 11/19/2023] [Indexed: 11/29/2023] Open
Abstract
PURPOSE Given the importance of small businesses for society, and the significance of managers' wellbeing for employee health, leadership, and business performance, more knowledge is needed on the sources of managers' wellbeing. This study explored factors within the small business context that were perceived by managers to hinder or enable their wellbeing. METHODS Data were collected through qualitative semi-structured interviews with 20 managers from 12 small companies, and analysed with content analysis. RESULTS The factors that these managers in small businesses experienced as enhancing or hindering their personal wellbeing covered five categories: demands and resources in the daily managerial work, achievement of results, social factors, organizational factors, and individual factors. CONCLUSIONS The specific context of managerial work in small companies encompasses unique factors. For instance, the small company managers' wellbeing was affected by vulnerability due to the smallness of the business and the absence of available resources. Simultaneously, a small company context provided a strong social climate and close relationships with employees and customers that strengthened the managers' wellbeing. The findings suggest that the availability of financial, personnel, and organizational resources varies between small companies of different size, which may have implications for small business managers' work and wellbeing.
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Affiliation(s)
- Elena Ahmadi
- Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Daniel Lundqvist
- Department of Behavioural Sciences and Learning, Division of Education and Sociology, Linköping University, Linköping, Sweden
| | - Gunnar Bergström
- Department of Occupational Health Science and Psychology, Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Gloria Macassa
- Department of Public Health and Sports Science, Faculty of Occupational and Health Sciences, University of Gävle, Gävle, Sweden
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Irehill H, Lundmark R, Tafvelin S. The well-being of young leaders: demands and resources from a lifespan perspective. Front Psychol 2023; 14:1187936. [PMID: 37251053 PMCID: PMC10211335 DOI: 10.3389/fpsyg.2023.1187936] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/16/2023] [Accepted: 04/21/2023] [Indexed: 05/31/2023] Open
Abstract
Building on the job demand resources (JD-R) model, we examined the experience of work environment and well-being among young leaders in a two-wave survey study of 1,033 leaders within the private sector in Sweden. Our results reveal that young leaders report higher levels of burnout and lower rates of vigor compared to older colleagues. Further, they appraise demand and resources differently, perceiving higher emotional demands and less organizational support, and they seem to struggle with the leader role, seeing it as unclear and conflicting. Our findings underline the necessity of viewing the leader role from a lifespan perspective as well as considering age-specific aspects in the JD-R model. In practice, we urge organizations to improve prerequisites for young leaders by providing support and role clarifications to prevent impaired well-being and improve retention. By bringing leadership and lifespan studies together, we aim for a better understanding of what specific prerequisites young leaders need to thrive in the leader role thus showing how age matters and bring the field of research forward.
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Fida R, Watson D, Ghezzi V, Barbaranelli C, Ronchetti M, Di Tecco C. Is Gender an Antecedent to Workplace Stressors? A Systematic Review and an Empirical Study Using a Person-Centred Approach. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:ijerph20085541. [PMID: 37107823 PMCID: PMC10139098 DOI: 10.3390/ijerph20085541] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/24/2023] [Revised: 04/03/2023] [Accepted: 04/04/2023] [Indexed: 05/11/2023]
Abstract
OBJECTIVE Work is a key domain of life in which gender inequality can manifest, yet gender is rarely the explicit focus of research seeking to understand exposure to stressors. We investigated this research gap in two studies. METHODS Study 1 was a systematic review of the relationship between gender and key stressors (e.g., high demands, poor support, lack of clarity and control). From a total of 13,376,130 papers met our inclusion criteria. Study 2 was a cross-sectional study that included 11,289 employees nested within 71 public organisations (50.6% men). Through a latent profile analysis, we investigated the profiles of stressors separately from men and women. RESULTS The systematic review revealed that, for all stressors, a significant proportion of studies found no significant gender differences, and the review found mixed evidence of greater exposure for both men and women. The results of Study 2 revealed that both genders could be optimally represented by three psychosocial risk profiles reflecting medium, low and high stressors. The results also showed that while the shape of profiles was similar for both genders, men had a higher probability than women of being in the virtuous (i.e., low stressors) profile, and the opposite pattern emerged for the average profile (i.e., medium levels of stressors). Men and women displayed the same likelihood of being classified in the at-risk profile (i.e., high levels of stressors). CONCLUSION Gender differences in exposure to stressors are inconsistent. Although the literature on gender role theory and the gendering of work suggests different exposures to stressors in men and women, we find little empirical support for this.
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Affiliation(s)
- Roberta Fida
- Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK
| | - David Watson
- Norwich Business School, University of East Anglia, Norwich NR4 7TJ, UK
| | - Valerio Ghezzi
- Department of Psychology, Sapienza University of Rome, 00185 Rome, Italy
| | - Claudio Barbaranelli
- Department of Psychology, Sapienza University of Rome, 00185 Rome, Italy
- Correspondence:
| | - Matteo Ronchetti
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority (INAIL), Monte Porzio Catone, 00078 Rome, Italy
| | - Cristina Di Tecco
- Department of Occupational and Environmental Medicine, Epidemiology and Hygiene, Italian Workers’ Compensation Authority (INAIL), Monte Porzio Catone, 00078 Rome, Italy
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Herttuala N, Konu A, Kokkinen L. Working as a nurse manager and being in the middle of one’s career is connected to lower work well-being. INTERNATIONAL JOURNAL OF HEALTHCARE MANAGEMENT 2023. [DOI: 10.1080/20479700.2023.2173831] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Affiliation(s)
- Niina Herttuala
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - A. Konu
- Faculty of Social Sciences, Tampere University, Tampere, Finland
| | - L. Kokkinen
- Faculty of Social Sciences, Tampere University, Tampere, Finland
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Lundqvist D. Psychosocial work environment and health when entering or leaving a managerial position. Work 2022; 73:505-515. [DOI: 10.3233/wor-210469] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND: Recruiting and retaining managers has become increasingly difficult in recent years, primarily because of a pressured work situation. A better understanding of managers’ work situation is required, and of the support they need. OBJECTIVE: The purpose of the study is to increase the understanding of managers’ psychosocial work environment and health by investigating individuals as they enter or leave a managerial position. METHODS: Longitudinal questionnaire data from 1971 individuals distributed across four groups were used: individuals who 1) entered or 2) left a managerial position between measuring points, and those who remained employed as 3) managers or 4) non-managers at both measuring points. RESULTS: Demands increased between the measuring points for those who entered a managerial position. Their resources and health were, however, rated higher than non-managers already before the transition. Demands decreased for those who left a managerial position, while their resources remained higher than non-managers. Health did not change by changing position. CONCLUSION: This study contributes to knowledge of what happens when someone enters or leaves a managerial position and increases the understanding of differences between managers and non-managers. Organizations should develop supportive strategies through talent management programs to help build resources in employees and future managers. Support should also aim to reduce the increased level of demands in newly hired managers.
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Affiliation(s)
- Daniel Lundqvist
- Unit of Education and Sociology, Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden. E-mail:
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Flood T, McFadden S, Shepherd P. The impact of COVID-19 on the mental health of radiography staff and managers in Northern Ireland, UK: The radiography managers’ perspective. Radiography (Lond) 2022; 28 Suppl 1:S27-S34. [PMID: 35803870 PMCID: PMC9234019 DOI: 10.1016/j.radi.2022.06.011] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/09/2022] [Revised: 06/16/2022] [Accepted: 06/19/2022] [Indexed: 12/02/2022]
Abstract
Introduction Increasing evidence suggests that the COVID-19 pandemic has influenced the mental health of health professionals, including radiographers. Less is known about the effect of the pandemic on the mental health of radiography managers. Radiography managers have led their teams through the pandemic, making unpopular decisions to safeguard staff and patients. This study explores radiography managers’ perceptions regarding the impact of the COVID-19 pandemic on the mental health of themselves and their staff. Methods Ethical approval was obtained from the NHS Research Ethics Committee (ID 287032). Eleven interviews were conducted with therapeutic and diagnostic radiography managers between March–April 2021. Written information was also included from a paediatric diagnostic radiography manager. Data was analysed independently by 2 researchers using thematic analysis. Results Three central themes emerged: 1) Factors perceived to have negatively influenced mental health, which included changing PPE guidance, restructuring of work conditions, social isolation, challenges to patient care and lack of quality vacation leave. 2) Factors perceived to have positively influenced mental health, which included witnessing staff resilience and team camaraderie. 3) Support provided for mental health. Conclusion Managers felt that they had implemented appropriate strategies to support their staff throughout the first year of the pandemic and expressed feeling responsible for the wellbeing of their staff. Strong empathy was evident towards staff and their experiences. Despite the availability of mental health support services, managers felt that resources were underutilised by radiography teams. Implications for practice Managers should be proactive in communicating their appreciation for their staff in an era where remote working can add to disconnect between staff and management. Mental health support services should be promoted and continually reviewed, to ensure that appropriate support services are maintained.
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Affiliation(s)
- T Flood
- Radiotherapy and Oncology, School of Health Sciences, Ulster University, UK.
| | - S McFadden
- Diagnostic Imaging, School of Health Sciences, Ulster University, UK
| | - P Shepherd
- Radiotherapy and Oncology, School of Health Sciences, Ulster University, UK
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Sex and Gender Differences in Occupational Hazard Exposures: a Scoping Review of the Recent Literature. Curr Environ Health Rep 2021; 8:267-280. [PMID: 34839446 PMCID: PMC8627292 DOI: 10.1007/s40572-021-00330-8] [Citation(s) in RCA: 33] [Impact Index Per Article: 11.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 10/28/2021] [Indexed: 01/08/2023]
Abstract
PURPOSE OF REVIEW Comparative research on sex and/or gender differences in occupational hazard exposures is necessary for effective work injury and illness prevention strategies. This scoping review summarizes the peer-reviewed literature from 2009 to 2019 on exposure differences to occupational hazards between men and women, across occupations, and within the same occupation. RECENT FINDINGS Fifty-eight studies retrieved from eight databases met our inclusion criteria. Of these, 30 studies were found on physical hazards, 38 studies on psychological/psychosocial hazards, 5 studies on biological hazards, and 17 studies on chemical hazards. The majority of studies reported that men were exposed to noise, vibration, medical radiation, physically demanding work, solar radiation, falls, biomechanical risks, chemical hazards, and blood contamination; while women were exposed to wet work, bullying and discrimination, work stress, and biological agents. Within the same occupations, men were more likely to be exposed to physical hazards, with the exception of women in health care occupations and exposure to prolonged standing. Women compared to men in the same occupations were more likely to experience harassment, while men compared to women in the same occupations reported higher work stress. Men reported more exposure to hazardous chemicals in the same occupations as women. The review suggests that men and women have different exposures to occupational hazards and that these differences are not solely due to a gendered distribution of the labor force by occupation. Findings may inform prevention efforts seeking to reduce gender inequalities in occupational health. Future research is needed to explain the reasons for sex/gender inequality differences in exposures within the same occupation.
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Hagqvist E, Nyberg A, Leineweber C. A Theoretical Development of the Gender Embodiment of Enrichment: A Study of Gender Norms in Enrichment and Factors Related to Enrichment in a Sample of the Swedish Working Population. FRONTIERS IN SOCIOLOGY 2021; 6:669789. [PMID: 33996993 PMCID: PMC8116733 DOI: 10.3389/fsoc.2021.669789] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/19/2021] [Accepted: 03/31/2021] [Indexed: 06/12/2023]
Abstract
Enrichment is a phenomenon described as the synergistic and beneficial effects of participating in both work and private life. Far too few studies have acknowledged the role of gender in enrichment. By applying a gender theoretical approach, this article has two aims; first, we aim to study the role of gender in enrichment by examining the factorial structure of enrichment in men and women; secondly, we aim to study the relationship between enrichment and work and private life factors in an approximately representative sample of the Swedish working population. A multigroup confirmatory factor analysis with measurement in variance was performed and this resulted in a two-factor solution for enrichment for both men and women, representing the two directions of enrichment: work-to-life enrichment (WLE) and life-to-work enrichment (LWE). Factor loadings differ across genders, indicating that men and women construct and value items of enrichment differently. Next, linear mixed models were used to answer the second aim. Results show that gendered cultural norms in work and private life manifest in the relationship between factors in the work and home sphere and enrichment. Factors in work and private life with more or less masculine or feminine epithets relate differently to WLE and LWE for men and women. The main conclusion is that masculine and feminine norms are embodied in the values and experiences of enrichment and factors related to enrichment.
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Affiliation(s)
- Emma Hagqvist
- Department of Psychology, Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Anna Nyberg
- Department of Psychology, Stress Research Institute, Stockholm University, Stockholm, Sweden
- Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
- Unit of Occupational Medicine, Institute of Environmental Medicine, Karolinska Institutet, Stockholm, Sweden
| | - Constanze Leineweber
- Department of Psychology, Stress Research Institute, Stockholm University, Stockholm, Sweden
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Technostress operationalised as information and communication technology (ICT) demands among managers and other occupational groups – Results from the Swedish Longitudinal Occupational Survey of Health (SLOSH). COMPUTERS IN HUMAN BEHAVIOR 2021. [DOI: 10.1016/j.chb.2020.106486] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
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Herttuala N, Kokkinen L, Konu A. Social- and healthcare managers' work wellbeing – literature review and key informant interviews. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2020. [DOI: 10.1108/ijwhm-05-2019-0077] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.
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Schmid M, Michaud L, Bovio N, Guseva Canu I. Prevalence of somatic and psychiatric morbidity across occupations in Switzerland and its correlation with suicide mortality: results from the Swiss National Cohort (1990-2014). BMC Psychiatry 2020; 20:324. [PMID: 32571249 PMCID: PMC7310107 DOI: 10.1186/s12888-020-02733-7] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/13/2020] [Accepted: 06/12/2020] [Indexed: 12/12/2022] Open
Abstract
BACKGROUND Suicide is a major and complex public health problem. In Switzerland, suicide accounts for about 1000 deaths yearly and is the fourth leading cause of mortality. The first nationwide Swiss study of suicides identified eight male and four female occupations with statistically significant excess of suicide compared to the general Swiss population. Working time, self-employer status, low socio-economic status and low skill level required for occupation were associated with increase in suicide risk. Presently, we aim to compare the distribution of suicide risk across occupations with the prevalence of somatic and psychiatric morbidity in Swiss working-aged adults. We hypothesized that some diseases would cluster in particular occupations, indicating potential work-relatedness of suicides found in these occupations. METHODS We used the Swiss National Cohort (SNC) and included 10575 males and 2756 females deceased by suicide between 1990 and 2014. We estimated the prevalence of 16 categories of concomitant diseases in each occupation, using national mortality records, and assessed the homogeneity of diseases distribution across occupations. For diseases, which prevalence varied significantly across occupations, we analyzed the correlation with the distribution of suicide risk, estimated as the standardized mortality ratio (SMR) of suicide. RESULTS Mental and behavioral disorders were the most commonly reported concomitant diseases in our population. In men, the prevalence of these disorders and more specifically, the prevalence of substance-related and addictive disorders, and of psychotic disorders varied significantly across occupations and was correlated with the SMR of suicide. The prevalence of malignant neoplasms and the prevalence of diseases of the musculoskeletal system and connective tissue also varied significantly across male occupations, while in women, such a variation was observed for neoplasms of uncertain or unknown behavior and diseases of the nervous system and sense organs, without being correlated with the SMR of suicide. CONCLUSION Some of the identified morbidities can be occupation-related and could negatively affect the working capacity and the employability, which in turn could be related to the suicide. Disentangling concomitant diseases according to their work-relatedness and relationship with the suicide risk is important for identifying occupation-related suicides, understanding their characteristics, and developing appropriated interventions for their prevention.
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Affiliation(s)
- M. Schmid
- grid.9851.50000 0001 2165 4204Center for Primary Care and Public Health (Unisanté), University of Lausanne, Département Sante, Travail, Environnement (DSTE), Biopôle, Route de la Corniche, 2, 1066 Epalinges-Lausanne, Switzerland ,grid.150338.c0000 0001 0721 9812Geneva University Hospital, Geneva, Switzerland
| | - L. Michaud
- grid.8515.90000 0001 0423 4662Psychiatric Liaison Service, Lausanne University Hospital, Lausanne, Switzerland
| | - N. Bovio
- grid.9851.50000 0001 2165 4204Center for Primary Care and Public Health (Unisanté), University of Lausanne, Département Sante, Travail, Environnement (DSTE), Biopôle, Route de la Corniche, 2, 1066 Epalinges-Lausanne, Switzerland
| | - I. Guseva Canu
- grid.9851.50000 0001 2165 4204Center for Primary Care and Public Health (Unisanté), University of Lausanne, Département Sante, Travail, Environnement (DSTE), Biopôle, Route de la Corniche, 2, 1066 Epalinges-Lausanne, Switzerland
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Nyberg A, Peristera P, Bernhard-Oettel C, Leineweber C. Does work-personal life interference predict turnover among male and female managers, and do depressive symptoms mediate the association? A longitudinal study based on a Swedish cohort. BMC Public Health 2018; 18:828. [PMID: 29973166 PMCID: PMC6031119 DOI: 10.1186/s12889-018-5736-7] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/22/2018] [Accepted: 06/21/2018] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND In the present study we used a longitudinal design to examine if work-personal life interference predicted managerial turnover, if depressive symptoms mediated the association, and if the relationships differed by gender. METHODS Data were drawn from four waves (2010, 2012, 2014 and 2016) of the Swedish Longitudinal Occupational Survey of Health (SLOSH), a cohort of the Swedish working population. Participants who in any wave reported to have a managerial or other leading position were included (n = 717 men and 741 women). Autoregressive longitudinal mediation models within a multilevel structural equation modelling (MSEM) framework, in which repeated measures (level 1) were nested within individuals (level 2), were fitted to data. First, bivariate autoregressive and cross-lagged paths between the variables were fitted in gender stratified models. Secondly, a full gender stratified mediation model was built to estimate if the association between work-personal life interference and turnover was mediated through depressive symptoms. Gender differences in cross-lagged paths were estimated with multiple-group analysis. All analyses were adjusted for age, education, labour market sector, civil status and children living at home, and conducted in MPLUS 7. RESULTS In both genders there were significant paths between work-personal life interference and turnover. Depressive symptoms were, however, not found to mediate in the relationship between work-personal life interference and turnover. The models differed significantly between genders. CONCLUSIONS Establishing organisational prerequisites for good work-personal life balance among managers may be a means to retain both male and female managerial talent.
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Affiliation(s)
- Anna Nyberg
- Stress Research Institute, Stockholm University, SE-106 91 Stockholm, Sweden
| | - Paraskevi Peristera
- Stress Research Institute, Stockholm University, SE-106 91 Stockholm, Sweden
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Leineweber C, Bernhard-Oettel C, Peristera P, Eib C, Nyberg A, Westerlund H. Interactional justice at work is related to sickness absence: a study using repeated measures in the Swedish working population. BMC Public Health 2017; 17:912. [PMID: 29216856 PMCID: PMC5721595 DOI: 10.1186/s12889-017-4899-y] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2017] [Accepted: 11/12/2017] [Indexed: 11/25/2022] Open
Abstract
Background Research has shown that perceived unfairness contributes to higher rates of sickness absence. While shorter, but more frequent periods of sickness absence might be a possibility for the individual to get relief from high strain, long-term sickness absence might be a sign of more serious health problems. The Uncertainty Management Model suggests that justice is particularly important in times of uncertainty, e.g. perceived job insecurity. The present study investigated the association between interpersonal and informational justice at work with long and frequent sickness absence respectively, under conditions of job insecurity. Methods Data were derived from the 2010, 2012, and 2014 biennial waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final analytic sample consisted of 19,493 individuals. We applied repeated measures regression analyses through generalized estimating equations (GEE), a method for longitudinal data that simultaneously analyses variables at different time points. We calculated risk of long and frequent sickness absence, respectively in relation to interpersonal and informational justice taking perceptions of job insecurity into account. Results We found informational and interpersonal justice to be associated with risk of long and frequent sickness absence independently of job insecurity and demographic variables. Results from autoregressive GEE provided some support for a causal relationship between justice perceptions and sickness absence. Contrary to expectations, we found no interaction between justice and job insecurity. Conclusions Our results underline the need for fair and just treatment of employees irrespective of perceived job insecurity in order to keep the workforce healthy and to minimize lost work days due to sickness absence. Electronic supplementary material The online version of this article (10.1186/s12889-017-4899-y) contains supplementary material, which is available to authorized users.
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Affiliation(s)
| | | | | | - Constanze Eib
- Norwich Business School, University of East Anglia, Norwich, UK
| | - Anna Nyberg
- Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Hugo Westerlund
- Stress Research Institute, Stockholm University, Stockholm, Sweden
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Quality of Life in Workers and Stress: Gender Differences in Exposure to Psychosocial Risks and Perceived Well-Being. BIOMED RESEARCH INTERNATIONAL 2017; 2017:7340781. [PMID: 29349081 PMCID: PMC5733932 DOI: 10.1155/2017/7340781] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 05/20/2017] [Accepted: 11/02/2017] [Indexed: 11/18/2022]
Abstract
Background Quality of working life is the result of many factors inherent in the workplace environment, especially in terms of exposure to psychosocial risks. Objectives The purpose of this study is to assess the quality of life with special attention to gender differences. Methods The HSE-IT questionnaire and the WHO-5 Well-Being Index were administered to a group of workers (74 males and 33 females). The authors also used Cronbach's alpha test to assess the internal consistency of both questionnaires and the Mann–Whitney test to evaluate the significance of gender differences in both questionnaires. Results The HSE-IT highlighted the existence of work-related stress in all the population with a critical perception regarding the domain “Relationships.” Furthermore, gender analysis highlighted the presence of two additional domains in the female population: “Demand” (p = 0,002) and “Support from Managers” (p = 0,287). The WHO-5 highlighted a well-being level below the standard cut-off point with a significant gender difference (p = 0.009) for males (18, SD = 6) as compared to females (14, SD = 6,4). Cronbach's alpha values indicated a high level of internal consistency for both of our scales. Conclusions The risk assessment of quality of working life should take into due account the individual characteristics of workers, with special attention to gender.
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Psychosocial Work Hazards, Self-Rated Health and Burnout: A Comparison Study of Public and Private Sector Employees. J Occup Environ Med 2017; 60:e193-e198. [PMID: 29135836 DOI: 10.1097/jom.0000000000001233] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Abstract
OBJECTIVES To compare psychosocial work conditions and health status between public and private sector employees and to examine if psychosocial work conditions explained the health differences. METHODS Two thousand four hundred fourty one public and 15,589 private sector employees participated in a cross-sectional survey. Psychosocial work hazards, self-rated health (SRH), and burnout status were assessed by questionnaire. RESULTS As compared with private sector employees, public sector employees reported better psychosocial work conditions and better SRH, but higher risk of workplace violence (WPV) and higher levels of client-related burnout. Regression analyses indicated that higher psychosocial job demands, lower workplace justice, and WPV experience were associated with poor SRH and higher burnout. The public-private difference in client-related burnout remained even with adjustment of psychosocial work factors. CONCLUSION Greater risks of WPV and client-related burnout observed in public sector employees warrant further investigation.
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Nylén EC, Lindfors P, Le Blanc P, Aronsson G, Sverke M. Can a managerial intervention focusing on job demands, job resources, and personal resources improve the work situation of employees? NORDIC PSYCHOLOGY 2017. [DOI: 10.1080/19012276.2017.1381037] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
| | - Petra Lindfors
- Department of Psychology, Stockholm University, Stockholm, Sweden
| | - Pascale Le Blanc
- Department of Psychology, Stockholm University, Stockholm, Sweden
- Department of Industrial Engineering & Innovation Sciences, Eindhoven University of Technology, Eindhoven, Netherlands
| | - Gunnar Aronsson
- Department of Psychology, Stockholm University, Stockholm, Sweden
| | - Magnus Sverke
- Department of Psychology, Stockholm University, Stockholm, Sweden
- Faculty of Economic and Management Sciences, North-West University, Potchefstroom, South Africa
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Persson Asplund R, Dagöö J, Fjellström I, Niemi L, Hansson K, Zeraati F, Ziuzina M, Geraedts A, Ljótsson B, Carlbring P, Andersson G. Internet-based stress management for distressed managers: results from a randomised controlled trial. Occup Environ Med 2017; 75:105-113. [PMID: 28855344 PMCID: PMC5800342 DOI: 10.1136/oemed-2017-104458] [Citation(s) in RCA: 37] [Impact Index Per Article: 5.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2017] [Revised: 07/18/2017] [Accepted: 07/26/2017] [Indexed: 11/26/2022]
Abstract
Objective The aim of this randomised controlled trial (RCT) was to evaluate the efficacy of a guided internet-based stress management intervention (iSMI) among distressed managers compared with a attention control group (AC) with full access to treatment-as-usual. Method A total sample of 117 distressed managers, mainly employed in the healthcare, IT, communication and educational sector, were randomised to either iSMI (n=59) or an AC group (n=58). The iSMI consisted of eight modules including cognitive behavioural stress management and positive management techniques. Participants received a minimal and weekly guidance from a psychologist or master-level psychology student focusing on support, feedback and adherence to the intervention. Self-report data were assessed at pre, post and 6 months after the intervention. The primary outcome was perceived stress (Perceived Stress Scale-14). The secondary outcomes included mental and work-related health outcomes. Results Participants in the iSMI intervention reported significantly less symptoms of perceived stress (d=0.74, 95% CI 0.30 to 1.19) and burnout (d=0.95, 95% CI 0.53 to 1.37) compared with controls, at postassessment. Significant medium-to-large effect sizes were also found for depression, insomnia and job satisfaction. Long-term effects (6 months) were seen on the mental health outcomes. Conclusion This is one of the first studies showing that iSMIs can be an effective, accessible and potentially time-effective approach of reducing stress and other mental-related and work-related health symptoms among distressed managers. Future studies are needed addressing distressed managers and the potential of indirect effects on employee stress and satisfaction at work.
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Affiliation(s)
- Robert Persson Asplund
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Jesper Dagöö
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden
| | - Ida Fjellström
- Department of Clinical Neuroscience Division of Psychology, Karolinska Institutet, Stockholm, Sweden
| | - Linnea Niemi
- Department of Clinical Neuroscience Division of Psychology, Karolinska Institutet, Stockholm, Sweden
| | - Katja Hansson
- Department of Psychology, Uppsala Universitet, Uppsala, Sweden
| | - Forough Zeraati
- Department of Psychology, Uppsala Universitet, Uppsala, Sweden
| | - Masha Ziuzina
- Department of Psychology, Uppsala Universitet, Uppsala, Sweden
| | - Anna Geraedts
- Department of Clinical Psychology, Vrije University Amsterdam, Amsterdam, The Netherlands
| | - Brjánn Ljótsson
- Department of Clinical Neuroscience Division of Psychology, Karolinska Institutet, Stockholm, Sweden
| | - Per Carlbring
- Department of Psychology, Stockholms Universitet, Stockholm, Sweden
| | - Gerhard Andersson
- Department of Behavioural Sciences and Learning, Linköping University, Linköping, Sweden.,Department of Clinical Neuroscience, Karolinska Institutet, Stockholm, Sweden
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Nyberg A, Peristera P, Westerlund H, Johansson G, Hanson LLM. Does job promotion affect men's and women's health differently? Dynamic panel models with fixed effects. Int J Epidemiol 2017; 46:1137-1146. [PMID: 28040745 DOI: 10.1093/ije/dyw310] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 09/28/2016] [Indexed: 11/13/2022] Open
Abstract
Background Higher occupational status has consistently been shown to be associated with better health, but few studies have to date examined if an upward change in occupational status is associated with a positive change in health. Furthermore, very little is known about whether this association differs by sex. Methods Data were derived from four waves (2008-14) of the Swedish Longitudinal Occupational Survey of Health (SLOSH), a follow-up study of a nationally representative sample of the Swedish working population. The present study comprises 1410 men and 1926 women. A dynamic panel model with fixed effects was used to analyse the lagged association between job promotion on the one hand and self-rated health (SRH) and symptoms of depression on the other. This method allowed controlling for unobserved time-invariant confounders and determining the direction of causality between the variables. Multigroup comparisons were performed to investigate differences between the sexes. Results The results showed that job promotion was associated with decreased subsequent SRH and increased symptoms of depression among both men and women. Women reported a larger relative worsening of self-rated health following a job promotion than men and men reported a larger relative worsening of depression symptoms. There was limited evidence that SRH and symptoms of depression were associated with subsequent job promotion. Conclusions The present study indicates that a job promotion could lead to decreased SRH and increased symptoms of depression in a 2-4-year perspective. Associations appear to differ for women and men.
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Affiliation(s)
| | | | | | - Gunn Johansson
- Department of Psychology, Stockholm University, Stockholm, Sweden
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How do We Make Them Listen to Us? SCANDINAVIAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.16993/sjwop.15] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
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Deguchi Y, Iwasaki S, Konishi A, Ishimoto H, Ogawa K, Fukuda Y, Nitta T, Inoue K. The Usefulness of Assessing and Identifying Workers' Temperaments and Their Effects on Occupational Stress in the Workplace. PLoS One 2016; 11:e0156339. [PMID: 27227771 PMCID: PMC4881989 DOI: 10.1371/journal.pone.0156339] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/20/2015] [Accepted: 05/12/2016] [Indexed: 12/29/2022] Open
Abstract
The relationship between temperaments and mental disorders has been reported in previous studies, but there has been little attention to temperaments in the occupational safety and health research. The aim of this study was to clarify the effects of temperaments on occupational stress among local government employees. The subjects were 145 Japanese daytime workers in local government. Temperaments were assessed by the Temperament Evaluation of Memphis, Pisa, Paris, and San Diego-Auto questionnaire (TEMPS-A). Occupational stress was assessed using the Generic Job Stress Questionnaire (GJSQ). Hierarchical multiple linear regression analysis was used. Hyperthymic temperament predicted a higher level of job control, and a lower level of role ambiguity and job future ambiguity. Irritable temperament predicted a lower level of social support from supervisors and a higher level of role conflict, variance in workload and intragroup conflict. Anxious temperament predicted a lower level of social support from coworkers and a higher level of job future ambiguity. The sample size was small. Only Japanese local government employees were surveyed. Hyperthymic temperament played a protective role, and irritable, anxious temperament played a vulnerable role against one's own occupational stress and recognizing the roles they play in work life would lead to self-insight. Additionally, recognition of the temperaments and temperament-related stressors by one's supervisors or coworkers would facilitate provision of social support.
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Affiliation(s)
- Yasuhiko Deguchi
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
- * E-mail:
| | - Shinichi Iwasaki
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
| | - Akihito Konishi
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
| | - Hideyuki Ishimoto
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
| | - Koichiro Ogawa
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
| | - Yuichi Fukuda
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
| | - Tomoko Nitta
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
| | - Koki Inoue
- Department of Neuropsychiatry, Graduate School of Medicine, Osaka City University, Osaka, Japan
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