Endocrinological and psychological responses to job stressors: an experimental test of the job demand--control model

To be or not to be stressed: Designing autonomy to reduce stress at work

BACKGROUND

Many organizations are undertaking efforts to reduce the stress of (oftentimes overworked) employees. Information Technology (IT) (e.g., smartphones) has the potential to be a key instrument for reducing stress. One design-relevant factor considered to reduce stress is the concept of autonomy. Unfortunately, little research exists using autonomy as a characteristic of technology design.

OBJECTIVE

Against this background, this study aimed to investigate specific autonomy-related design options with the potential to prevent stress.

METHODS

In a factorial survey, this experimental study tested three design options in an overwork scenario: 1) autonomy (no intervention by design), 2) nudge ("nudging" by design), and 3) enforcement (hard stop by design). 51 participants (mean age 38 years, 50% women, mean work experience 18 years) from the Netherlands, United Kingdom, United States of America, and Germany participated in the experiment for 330 seconds on average. To test our hypothesis, we used a two-step approach. First, a multiple linear regression was applied. Second, we carried out a one-way ANCOVA comparing the effects of our design options.

RESULTS

Our results indicate that autonomy can be manipulated through technology design and is negatively correlated with stress. Additionally, the design options autonomy and nudge were associated with lower levels of perceived stress than was enforcement.

CONCLUSION

The study proposes a careful use of IT and policies that limit the perceived autonomy of employees. Overall, this study offers a set of design recommendations arguing that organizations should implement technology that helps employees prevent overwork and maintain their autonomy.

Self-soothing touch and being hugged reduce cortisol responses to stress: A randomized controlled trial on stress, physical touch, and social identity

Background

Being touched by others improves stress coping. However, when touch from others is unavailable, feels uncomfortable, or is not considered to be safe (as in the COVID-19 pandemic), self-touch gestures, like placing a hand on the heart, may provide an alternative way to experience less strain.

Methods and materials

In this study, 159 healthy participants (96 women, 62 men, and 1 non-binary person), aged 18–35 years, were exposed to a standardized psychosocial stressor (Trier Social Stress Test) to investigate whether self-soothing touch or receiving a hug from others has a buffering effect on their stress responses. In addition, the study explored whether the effectiveness of these interventions is moderated by participants' assignment to a “personal” or “social” identity condition. Participants provided salivary cortisol samples, wore an ECG to record their heart rate, and completed self-report measures on stress-related subjective-emotional states during the study.

Results

For cortisol, mixed-effects regression models with Touch and Identity as between-subject factors and Time as the within-subject factor yielded a significant main effect for touch and a significant interaction of Touch x Time indicating that cortisol levels differed between the experimental touch interventions. Post-hoc contrast tests showed that participants in both touch conditions had lower cortisol levels after the stressor than those in the control conditions. Heart rates and self-reported measures of stress neither differed across touch nor identity conditions. The three-way interaction for Touch x Identity x Time was non-significant for either outcome measure.

Discussion

These results are in line with previous work indicating that physical touch has protective effects on physiological stress responses but not necessarily on self-reported stress and suggest that self-soothing touch and receiving hugs are simple and yet potentially powerful means for buffering individuals' resilience against stress.

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Self-soothing touch gestures reduce cortisol responses to psychosocial stress.

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Receiving hugs also reduces cortisol responses to psychosocial stress.

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Benefits from receiving hugs are independent of social identification.

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Self-soothing touch might reduce stress-responses in times of limited social resources.

Job Strain and Trajectories of Cognitive Change Before and After Retirement

OBJECTIVES

We examined associations between job strain and trajectories of change in cognitive functioning (general cognitive ability plus verbal, spatial, memory, and speed domains) before and after retirement.

METHODS

Data on indicators of job strain, retirement age, and cognitive factors were available from 307 members of the Swedish Adoption/Twin Study of Aging. Participants were followed up for up to 27 years (mean = 15.4, SD = 8.5).

RESULTS

In growth curve analyses controlling for age, sex, education, depressive symptoms, cardiovascular health, and twinness, greater job strain was associated with general cognitive ability (estimate = -1.33, p = .002), worse memory (estimate = -1.22, p = .007), speed (estimate = -1.11, p = .012), and spatial ability (estimate = -0.96, p = .043) at retirement. Greater job strain was also associated with less improvement in general cognitive ability before retirement and a somewhat slower decline after retirement. The sex-stratified analyses showed that the smaller gains of general cognitive ability before retirement (estimate = -1.09, p = .005) were only observed in women. Domain-specific analyses revealed that greater job strain was associated with less improvement in spatial (estimate = -1.35, p = .010) and verbal (estimate = -0.64, p = .047) ability before retirement in women and a slower decline in memory after retirement in women (estimate = 0.85, p = .008) and men (estimate = 1.12, p = .013). Neither preretirement nor postretirement speed was affected significantly by job strain.

DISCUSSION

Greater job strain may have a negative influence on overall cognitive functioning prior to and at retirement, while interrupting exposure to job strain (postretirement) may slow the rate of cognitive aging. Reducing the level of stress at work should be seen as a potential target for intervention to improve cognitive aging outcomes.

Positive verbal feedback about task performance is related with adaptive physiological responses: An experimental study of the effort-reward imbalance stress model

Effort-reward imbalance in the workplace has been related with poor mental and physical health and a variety of negative organisational outcomes including increased rates of absenteeism, presentism, and job turnover, but the model has rarely been assessed using experimental designs. Female participants (N = 90) were randomly assigned to positive verbal feedback and no verbal feedback conditions. Within a simulated office environment, all participants were under time-pressure to successfully complete computer-based tasks in order to gain remuneration. Positive verbal feedback about task performance was provided to improve the aspect of 'esteem reward' (while keeping effort constant) using a mixed within-between subjects design. Psychological, behavioural (task performance), and physiological (heart rate variability, salivary alpha amylase) measures assessed the impact of the positive verbal feedback. Participants receiving the esteem manipulation did not self-report increased rewards, but performed moderately better on the task, and had more adaptive physiological reactivity in the high reward versus the standard condition. Similar to recent research our findings highlight the importance of concurrent assessments of both self-reports and physiological measures of stress, and suggest that positive verbal feedback about work performance can elicit adaptive physiological responses and may also positively influence task efficacy.

Chronic work stress and decreased vagal tone impairs decision making and reaction time in jockeys

The inverse relationship between acute stress and decision-making is well documented, but few studies have investigated the impact of chronic stress. Jockeys work exhaustive schedules and have extremely dangerous occupations, with safe performance requiring quick reaction time and accurate decision-making. We used the effort reward imbalance (ERI) occupational stress model to assess the relationship of work stress with indices of stress physiology and decision-making and reaction time. Jockeys (N=32) completed computerised cognitive tasks (Cogstate) on two occasions; September and November (naturally occurring lower and higher stress periods), either side of an acute stress test. Higher ERI was correlated with the cortisol awakening responses (high stress r=-0.37; low stress r=0.36), and with decrements in decision-making comparable to having a blood alcohol concentration of 0.08 in the high stress period (p<0.001) The LF/HF ratio of heart rate variability impacted the association of ERI with decision-making. Potentially, this may be attributed to a 'tipping point' whereby the higher ERI reported by jockeys in the high stress period decreases vagal tone, which may contribute to reduced decision-making abilities.

An experimental examination of the effort-reward imbalance model of occupational stress: Increased financial reward is related to reduced stress physiology

Effort-reward imbalance in the workplace is linked to a variety of negative health and organisational outcomes, but it has rarely been assessed experimentally. We manipulated reward (while keeping effort constant) in a within-subjects design with female participants (N=60) who were randomly assigned to high and standard reward conditions within a simulated office environment. Self-report, behavioural (task performance), and physiological (heart rate variability, salivary alpha amylase) measures assessed the impact of increased financial reward. Participants reported increased perceptions of reward, performed moderately better on the task, and were less physiologically reactive in the high reward versus the standard condition. These findings highlight the importance of assessing both subjective self-reports of stress together with objective physiological measures of stress, and suggest that increasing monetary rewards has the potential to decrease stress physiological reactivity, and in turn, reduce the risk of ill-health in employees, and may also positively influence task efficacy.

Job Strain and the Cortisol Diurnal Cycle in MESA: Accounting for Between- and Within-Day Variability

Evidence of the link between job strain and cortisol levels has been inconsistent. This could be due to failure to account for cortisol variability leading to underestimated standard errors. Our objective was to model the relationship between job strain and the whole cortisol curve, accounting for sources of cortisol variability. Our functional mixed-model approach incorporated all available data-18 samples over 3 days-and uncertainty in estimated relationships. We used employed participants from the Multi-Ethnic Study of Atherosclerosis Stress I Study and data collected between 2002 and 2006. We used propensity score matching on an extensive set of variables to control for sources of confounding. We found that job strain was associated with lower salivary cortisol levels and lower total area under the curve. We found no relationship between job strain and the cortisol awakening response. Our findings differed from those of several previous studies. It is plausible that our results were unique to middle- to older-aged racially, ethnically, and occupationally diverse adults and were therefore not inconsistent with previous research among younger, mostly white samples. However, it is also plausible that previous findings were influenced by residual confounding and failure to propagate uncertainty (i.e., account for the multiple sources of variability) in estimating cortisol features.

Experimental evidence for the effects of the Demand-Control model on the cognitive arousal: An EEG based study

The Demand-Control (DC) model has been extensively researched to find the imbalance of demand and control that cause work-related stress. Past research has been exclusively dedicated to evaluate the impact of this model on employees' well-being and job environment. However, the impact of high demands (strain hypothesis) and the influence of control (buffer hypothesis) on cognitive arousal have yet to be identified. We aimed to fill this void by measuring the influence of the DC model on the cognitive arousal. Electroencephalogram (EEG) was recorded to extract the cognitive arousal in an experiment that implemented the DC model. The experiment comprised four conditions having combination of varying demand and control. The strain and the buffer hypothesis were separately validated by the cognitive arousal in association with the task performance and subjective feedbacks. Results showed the maximum arousal and the worst performance occurred in high demand and low control condition. Also high control proved to significantly lower arousal and improved performance than in low control condition with high demand.

Endocrine and mood responses to two working days in female teachers

Currently, a considerable amount of work stress is present in school teachers, one of the occupational groups with the highest levels of job strain and burnout. As chronic stress produces significant modifications in emotional adjustment and neuroendocrine functioning, we aimed to investigate the role of these work stress constructs in the endocrine and mood responses of a group of female teachers during two working days (WD) at different moments in the academic year. We studied mood as well as levels of cortisol and testosterone, representative of a predominant catabolic or anabolic balance. Our results showed that higher "control" was associated with higher positive mood (p = .028 on WD1 and p = .057 on WD2) and salivary testosterone (Tsal) (p = .022 on WD1), whereas "demands" and "total job strain" were related to negative mood (p = .011 and p = .015, respectively). Participants with higher scores on "total burnout" and "emotional exhaustion" also had higher negative mood (p < .05 in all cases). Depersonalization correlated positively with negative mood (p = .019 and p = .006 on WD1 and WD2, respectively). Finally, personal accomplishment showed an inverse relationship with negative mood (p = .038 on WD2). These results are useful for job risk prevention and interventions that should focus on the control dimension of the job strain questionnaire and on personal accomplishment from the burnout scale.

Job strain and trajectories of change in episodic memory before and after retirement: results from the Health and Retirement Study

BACKGROUND

We examined indicators of job strain in relation to level and change in episodic memory in the years leading up to as well as following retirement.

METHODS

Our analyses centre on 3779 individuals from the nationally representative Health and Retirement Study (baseline age 57.3 years) who reported gainful employment in an occupation for 10+ years prior to retirement, and who were assessed for episodic memory performance over up to 20 years (median 8 waves over 16 years). We used ratings from the Occupational Information Network (O*Net) to score occupations for job control and job demands, and to measure job strain (job demands/job control).

RESULTS

Controlling for sociodemographic characteristics, depressive symptoms, and cardiovascular disease, less job control and greater job strain were not significantly associated with change in episodic memory in the period leading up to retirement, but were associated with significantly poorer episodic memory at retirement and an accelerated rate of decline in episodic memory following retirement. The results did not vary for men and women or by self-employment status.

CONCLUSIONS

Job strain expressed mainly as low job control is linked to poorer episodic memory at retirement and more decline after retirement. Job characteristics appear to have implications for cognitive ageing independent of relevant confounds.

An experimental study of the job demand-control model with measures of heart rate variability and salivary alpha-amylase: Evidence of increased stress responses to increased break autonomy

We assessed in an experimental design whether the stress response towards a work task was moderated by the autonomy to choose a break during the assigned time to complete the task. This setting is defined in accordance with the theoretical framework of the job-demand-control (JDC) model of work related stress. The findings from naturalistic investigations of a stress-buffering effect of autonomy (or 'buffer hypothesis') are equivocal and the experimental evidence is limited, especially with relation to physiological indices of stress. Our objective was to investigate if increased autonomy in a particular domain (break time control) was related with adaptive physiology using objective physiological markers of stress; heart rate variability (HRV) and salivary alpha amylase (sAA). We used a within-subject design and the 60 female participants were randomly assigned to an autonomy (free timing of break) and standard conditions (fixed timing of break) of a word processing task in a simulated office environment in a random order. Participants reported increased perceptions of autonomy, no difference in demand and performed worse in the task in the break-time autonomy versus the standard condition. The results revealed support for the manipulation of increased autonomy, but in the opposing direction. Increased autonomy was related with dysregulated physiological reactivity, synonymous with typical increased stress responses. Potentially, our findings may indicate that autonomy is not necessary a resource but could become an additional stressor when it adds additional complexity while the amount of work (demands) remains unchanged. Further, our findings underscore the need to collect objective physiological evidence of stress to supplement self-reported information. Self-report biases may partially explain the inconsistent findings with the buffer hypothesis.

The active learning hypothesis of the job-demand-control model: an experimental examination

The active learning hypothesis of the job-demand-control model [Karasek, R. A. 1979. "Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign." Administration Science Quarterly 24: 285-307] proposes positive effects of high job demands and high job control on performance. We conducted a 2 (demands: high vs. low) × 2 (control: high vs. low) experimental office workplace simulation to examine this hypothesis. Since performance during a work simulation is confounded by the boundaries of the demands and control manipulations (e.g. time limits), we used a post-test, in which participants continued working at their task, but without any manipulation of demands and control. This post-test allowed for examining active learning (transfer) effects in an unconfounded fashion. Our results revealed that high demands had a positive effect on quantitative performance, without affecting task accuracy. In contrast, high control resulted in a speed-accuracy tradeoff, that is participants in the high control conditions worked slower but with greater accuracy than participants in the low control conditions.

Implicit need for achievement predicts attenuated cortisol responses to difficult tasks

The present research tested the hypothesis that the implicit need for achievement (n Achievement) predicts attenuated cortisol (C) responses to difficult tasks, because it represents a propensity to view difficulty as a cue to mastery reward. In two studies, n Achievement was assessed through content-coding of imaginative stories and salivary C was assessed both at baseline and post-task. In Study 1 (N = 108 US students), n Achievement predicted an attenuated C response to a one-on-one competition in the laboratory, regardless of whether participants won or lost. In Study 2 (N = 62 German students), n Achievement predicted an attenuated C response to the Trier Social Stress Test (Kirschbaum, Pirke, & Hellhammer, 1993), but not to a non-stressful control task. In Study 2 only, the attenuating effect of n Achievement was moderated by gender, with only men showing the effect. Across both studies, the average effect size of the association between n Achievement and C responses to difficult tasks was r = -.28. These findings point to a role of n Achievement in emotion regulation.

Work-related stress may increase the risk of vascular dementia

OBJECTIVES

To examine job control, job demands, social support at work, and job strain (ratio of demands to control) in relation to risk of any dementia, Alzheimer's disease (AD), and vascular dementia (VaD).

DESIGN

Cohort study.

SETTING

The population-based Study of Dementia in Swedish Twins.

PARTICIPANTS

Two hundred fifty-seven people with dementia (167 AD, 46 VaD) and 9,849 without.

MEASUREMENTS

Dementia diagnoses were based on telephone screening for cognitive impairment followed by in-person clinical examination. An established job exposure matrix was matched to main occupation categories to measure work characteristics.

RESULTS

In generalized estimating equations (adjusted for the inclusion of complete twin pairs), lower job control was associated with greater risk of any dementia (odds ratio (OR) = 1.17, 95% confidence interval (CI) = 1.04-1.31) and VaD specifically (OR = 1.39, 95% CI = 1.07-1.81). Lower social support at work was associated with greater risk of dementia (OR = 1.15, 95% CI = 1.03-1.28), AD (OR = 1.14, 95% CI = 1.00-1.31), and VaD (OR = 1.28, 95% CI = 1.02-1.60). Greater job strain was associated with greater risk of VaD only (OR = 1.28, 95% CI = 1.02-1.60), especially in combination with low social support (OR = 1.35, 95% CI = 1.11-1.64). Age, sex, and education were controlled for. Work complexity, manual work, and vascular disease did not explain the results. No differences in work-related stress scores were observed in the 54 twin pairs discordant for dementia, although only two pairs included a twin with VaD.

CONCLUSION

Work-related stress, including low job control and low social support at work, may increase the risk of dementia, particularly VaD. Modification to work environment, including attention to social context and provision of meaningful roles for employees, may contribute to efforts to promote cognitive health.