The moderating role of psychosocial working conditions on the long-term relationship between depressive symptoms and work ability among employees from the Baby Boom generation

Psychological problems and work ability in unemployed people diagnosed with a mental illness

BACKGROUND

Research shows that unemployed individuals are more often affected by mental illness, and that mental illness can impede an individual's work ability, creating a significant obstacle to (re)entering the workforce.

AIMS

The objective of this study is to examine the relationships between psychological symptoms and work ability in unemployed individuals with mental illnesses (UMIs). This will enable us to identify the symptoms that are most relevant for future research and application.

METHOD

Our study is based on a sample from the project LIPSY, which aims to maintain and/or restore the employability of UMIs. We conducted regression analyses with the outcome variable work ability in a sample of unemployed individuals with a mental illness (ICD-10: F-diagnosis). In the initial analysis, age, gender, education, and cohabitation status were used as predictors; in the final model, all nine symptom dimensions (SCL-90) were added, that is, (1) Somatization, (2) Obsessive-Compulsive, (3) Interpersonal Sensitivity, (4) Depression, (5) Anxiety, (6) Anger-Hostility, (7) Phobic Anxiety, (8) Paranoid Ideation, and (9) Psychoticism.

RESULTS

Our sample comprised 402 participants, with a mean age of 35.7 years, 52.5% were female. In the final analysis, we found significant positive associations between education, Paranoid Ideation, and work ability, and a significant negative one between Depression and work ability, but no other significant associations.

CONCLUSIONS

The elevated scores on all SCL-90 dimensions, along with the associations between two dimensions and work ability, underscore the need for psychological screening, diagnosis, prevention, and therapy (Depression) as well as additional public health attention and research (Paranoid Ideation) in this high-risk population.

Prepartum working conditions predict mental health symptoms 14 months postpartum in first-time mothers and their partners - results of the prospective cohort study "DREAM"

BACKGROUND

During the vulnerable transition to parenthood, (expectant) parents may be particularly susceptible to the negative effects of adverse working conditions. However, research on the influence of work-related factors on peripartum mental health issues is scarce. This study aims to enhance our understanding of work-related risk factors for the adjustment of parents in the transition to parenthood by investigating the role of prepartum precarious employment, abusive supervision, job insecurity, and job demand on postpartum mental health symptoms in first-time mothers and their partners.

METHODS

In the prospective-longitudinal cohort study "DREAM", N = 1,259 mothers and N = 811 male and female partners were asked about their working conditions during pregnancy and their mental health 14 months postpartum. We conducted several hierarchical multiple regression analyses with prepartum precarious employment, abusive supervision, job insecurity, and job demand (the latter three in joint regression analyses) as predictors of postpartum symptoms of depression, somatization, obsessive-compulsiveness, anxiety, and anger/hostility. In Model 1 we controlled for sociodemographic variables, and in Model 2 we also controlled for pre-existing symptoms of the respective mental health variable during pregnancy. Separate analyses were calculated for mothers and partners, and each mental health outcome.

RESULTS

Multiple regression analyses revealed that prepartum precarious employment and abusive supervision predicted mothers' and partners' mental health symptoms 14 months postpartum even after controlling for pre-existing symptoms. Prepartum job insecurity and job demand also predicted mental health symptoms 14 months postpartum but were no longer significant predictors in most models after controlling for pre-existing mental health symptoms. There were only minor differences regarding the considered mental health outcomes and between mothers' and partners' results.

CONCLUSIONS

Our study demonstrates that adverse working conditions are important risk factors for the adjustment of parents in the transition to parenthood, requiring more attention from research and practice. Precarious employment and abusive supervision appear to be particularly important factors affecting new parents' mental health. Future research should investigate the mechanisms behind these variables, including comparisons between mothers and their partners, and the role of stress-related biomarkers. Additionally, developing screening methods for clinical use to facilitate targeted preventive interventions is essential.

Associations between Psychosocial Working Conditions and Work-Specific Self-Efficacy Beliefs Among Employees Receiving Psychotherapeutic Consultation at Work

PURPOSE

By considering work-related aspects during early intervention and treatment of employees with (subclinical) symptoms of common mental disorders, psychotherapeutic consultation at work (PT-W) aims to increase work-specific self-efficacy (SE) to finally reduce sickness absence and contribute to successful return to work. This study, thus, aims to investigate interrelations between working conditions and work-specific SE among employees before receiving PT-W.

METHODS

The study uses baseline data of a randomized controlled trial testing the efficacy of PT-W in Germany (n = 535). Working conditions were assessed by six scales of the validated Copenhagen Psychosocial Questionnaire (COPSOQ). SE was assessed by the validated general short occupational self-efficacy (OSE) scale and return-to-work self-efficacy (RTW-SE) scale, two specific forms of self-efficacy. Multiple linear regression models were calculated using working conditions as independent and self-efficacy as dependent variables. Interactions between working conditions and age, gender and current extent of work were added to those models.

RESULTS

Results suggest that quantitative job demands are negatively and development opportunities are positively related to OSE and RTW-SE. Age did not moderate those relationships. The association between development opportunities and OSE was stronger among employees indicating working less number of hours than specified in their contract compared to employees indicating working their full contract hours. Furthermore, interactions with gender were found with social support being only (positively) associated with OSE among male and decision authority being only (positively) associated with OSE among female employees.

CONCLUSIONS

The associations between working conditions and work-specific SE support the usefulness of addressing potential reciprocal relationships between those two variables during PT-W to improve mental health of employees.

TRIAL REGISTRATION NUMBER

Registered at the German Clinical Trial Register (DRKS) at 01.03.2021-DRKS00023049.

A longitudinal perspective on the interplay of job demands and destructive leadership on employees' work ability in Germany

PURPOSE

Work ability as a predictor of early retirement or lengthy/frequent sick leaves becomes more and more relevant due to the demographic change. Therefore, factors, which affect employees' work ability, need to be further examined with a theoretical base. According to Karasek's job demands-control (JDC) model, high job demands and low control are related to poor employee health. The subsequent job demands-control support (JDCS) model proposed that a lack of support, also from leaders, has a negative impact on health indicators. This article looked at whether destructive leadership reinforces the negative influence of high job demands on employees' work ability.

METHODS

We used the BAuA Working Time Survey waves 2015, 2017, and 2019 (BAuA-WTS), which are representative of employees in Germany. Our data set covers 2448 respondents, who took part in all three waves. Central to the analyses were the variables job demands, control, destructive leadership, and work ability.

RESULTS

Results from pooled ordinary least squares (OLS) and fixed effect (FE) models revealed that job demands influenced work ability negatively, whereas neither control by the employee nor the interaction of job demands and control was significant regarding effecting work ability in the FE models. Destructive leadership exerted a negative effect on work ability and moderated job demands significantly in the FE models meaning a further decrease in work ability.

CONCLUSION

Leadership behavior should be further examined as an important factor for work ability.

Association between mobile work and work ability: a longitudinal study under the impact of the COVID-19 pandemic

Objective

This study examines the effect of mobile work on work ability as direct predictor and as factor moderating workplace stressors and resources. Originally, the study focused on the effects of mobile work on work ability in a mobile test group compared to office workers. As the study period of 1 year collided with the beginning of the COVID-19 pandemic and lockdown restrictions, we can now explore the association of mobile work and work ability before and during the first year of the COVID-19 pandemic.

Methods

This longitudinal, exploratory study took place in a medium-sized company in the social insurance sector in Germany. We used a mixed-methods design (online survey and focus group interviews) with two survey dates 1 year apart (T0: summer/autumn 2019 (before COVID-19 pandemic), T1: summer 2020 (during COVID-19 pandemic, after first strict lockdown)). Quantitative data, which are reported here, were collected by means of an online questionnaire, which includes questions on mobile work and validated measures for work-related stressors and resources and work ability. Non-parametric tests, regression analysis, and logistic regression models were used for data analysis.

Results

The linked data set of both survey dates includes N = 102 persons (men: 37%, mean age: 41–50 years). Interestingly, we found an improvement in work ability over the course of the study (p = 0.007), although it included the first and most drastic COVID-19 restrictions in Germany. Before the pandemic, correlations between work ability and work-related stressors (e.g., work–privacy conflicts) and resources (e.g., sense of community) were evident. Some of these factors are moderated by mobile work. During the COVID-19 pandemic, mobile work was identified as independent factor for work ability. In addition, technology competence conviction gained importance as a personal resource in our cohort.

Conclusions

Work ability can be influenced by many factors. Our study, which allowed for a comparison of work ability before and during COVID-19 pandemic, suggests that mobile work can be especially helpful to maintain work ability in times of change. Our findings support the notion that—under normal conditions—mobile work can influence work ability via work-related stressors and resources. In times of changes, it can have an independent effect on work ability. It must be assumed that the effects can be highly individual or context-specific.

Physical and psychosocial working conditions as predictors of 5-year changes in work ability among 2078 employees in Germany

OBJECTIVE

To examine 5-year prospective associations between working conditions and work ability among employees in Germany.

METHODS

A cohort study (2011/2012-2017), based on a random sample of employees in employments subject to payment of social contributions aged 31-60 years (Study on Mental Health at Work; S-MGA; N = 2,078), included data on physical and quantitative demands, control (influence, possibilities for development, control over working time), relations (role clarity and leadership quality) and work ability (Work Ability Index, WAI; subscale 'subjective work ability and resources'). Data were analysed using linear regression.

RESULTS

Physical demands and control were associated with small 5-year changes in work ability (ΔR² = 1%). Among the subgroup of employees with ≥ 25 sickness days, possibilities for development, control and quality of leadership were associated with changes in work ability (ΔR² = 8%).

CONCLUSIONS

The impact of working conditions on long term changes in work ability seems to be negligible. However, in vulnerable subpopulations experiencing poor health, working conditions may be associated to a larger extent to work ability over this time span.