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Slowiak JM, McDonough M. Job Burnout, Work Health Management Interference, and Organizational Health Climate Among Employees with Varied Levels of Work Ability. JOURNAL OF OCCUPATIONAL REHABILITATION 2024:10.1007/s10926-024-10198-8. [PMID: 38684640 DOI: 10.1007/s10926-024-10198-8] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 04/14/2024] [Indexed: 05/02/2024]
Abstract
PURPOSE The presence of chronic health conditions (CHCs), without sufficient personal and job resources, can impede one's ability to effectively perform work tasks and manage job demands. The aim of this study was to evaluate the level of job burnout and perceptions of work health management interference (WHMI) and organizational health climate (OHC) among employees with varied levels of work ability (WA). We also examined relationships among these variables and with sociodemographic and job-related variables (e.g., age, number of physician-diagnosed conditions). METHODS A convenience sample of 878 adults living and working in the United States who responded to a recruitment message via professional listservs/email lists and social media participated in a non-experimental, cross-sectional online survey. Participants reported sociodemographic and job-related items, as well as measures to evaluate WA, burnout, WHMI, and OHC. RESULTS Statistically significant differences in burnout, WHMI, and OHC were observed across WA groups. Workers with poor WA reported the highest levels of overall burnout, WMHI, and the least supportive OHC. A more supportive OHC was associated with lower burnout. A strong inverse relationship between WA and the number of physician-diagnosed conditions was observed; weak relationships between WA and age, as well as WA and managerial status, were found. CONCLUSION Employees with lower levels of WA tended to report higher levels of burnout and WHMI and lower levels of OHC. Findings provide a foundation for future research to examine causal relationships among these variables and to inform actions to both preserve WA and support worker well-being.
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Affiliation(s)
- Julie M Slowiak
- Department of Psychology, University of Minnesota Duluth, 1207 Ordean Ct., 320 Bohannon Hall, Duluth, MN, 55812-3011, USA.
| | - Mariah McDonough
- Department of Psychology, University of Minnesota Duluth, 1207 Ordean Ct., 320 Bohannon Hall, Duluth, MN, 55812-3011, USA
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2
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Cheng Y, Li YJ, Cheng W. Gender- and age-specific associations between psychosocial work conditions and perceived work sustainability in the general working population in Taiwan. PLoS One 2023; 18:e0293282. [PMID: 37878636 PMCID: PMC10599519 DOI: 10.1371/journal.pone.0293282] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/18/2023] [Accepted: 10/10/2023] [Indexed: 10/27/2023] Open
Abstract
OBJECTIVES One aspect of work sustainability pertains to workers' intention to remain in their current job until reaching retirement age. Various adverse working conditions are expected to diminish work sustainability among different social groups. This study aims to examine these associations across gender and age groups. METHODS The study participants were 19,152 economically-active adults in a national survey conducted in Taiwan. Information concerning psychosocial working conditions were obtained through interviews, using the Job Content Questionnaire. Work sustainability was evaluated by one question that asked whether the participants felt they would be able to do their current job until the age of 60. The association between psychosocial work conditions and work sustainability was examined by logistic regression analysis. We further performed stratified analysis to explore age and gender-specific associations. RESULTS We observed that 14.2% and 17.1% of male and female workers reported low work sustainability. Workers in the electronics industries and female workers in the healthcare and education sectors reported low work sustainability. Gender-specific analyses showed that low job control among men and shift work among women were significantly associated with low work sustainability. Age-specific analyses indicated that having poor health, shift work, and long working hours in younger workers, and having low job control in older workers were associated with low work sustainability. CONCLUSION To retain older workers in the labor market, policies should aim at the improvement of psychosocial work conditions, and gender- and age-specific issues should be taken into consideration.
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Affiliation(s)
- Yawen Cheng
- Institute of Health Policy and Management, College of Public Health, National Taiwan University, Taipei, Taiwan
| | - Yi-Jing Li
- Institute of Health Policy and Management, College of Public Health, National Taiwan University, Taipei, Taiwan
| | - Wan‐Ju Cheng
- National Center for Geriatrics and Welfare Research, National Health Research Institutes, Miaoli, Taiwan
- Department of Psychiatry, China Medical University Hospital, Taichung, Taiwan
- Department of Public Health, China Medical University, Taichung, Taiwan
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Lippke S, Keller FM, Schüz N, Hessel A, Dahmen A. [Occupational and Health Strains of Pensioners with Reduced Earning Capacity Due to Mental or Physical Illnesses - Implications for the Health Care System]. DAS GESUNDHEITSWESEN 2023; 85:289-297. [PMID: 35654398 PMCID: PMC11248722 DOI: 10.1055/a-1775-8104] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Abstract
OBJECTIVE Demographic changes with an increasing number of people receiving pensions and a decreasing number of working people paying into the pension system represent major challenges for the German social security system. In particular, it is important to support people to continue working so that there is no (premature) reduction in their earning capacity and pensioners with reduced earning capacity (disability pensioners) should be helped to return to gainful employment. The aim of this study was to investigate the differing needs of two kinds of disability pensioners, namely those with mental illness and those who were physically ill. METHODS A total of 453 persons receiving disability pension because of temporararily reduced earning capacity were interviewed over the telephone. Differences in demographic variables, occupational characteristics before applying for disability pension, and general resources were examined in descriptive analyses and multivariate analyses of variance with post-hoc tests. RESULTS A third of the sample (33.1%) suffered from mental illness and the rest from somatic disorders. Those with mental illness reported higher perceived mental age, lower work-related self-efficacy, and lower quality of life concerning their mental health. Moreover, they reported higher levels of mental stressors at work. CONCLUSION Mentally ill disability pensioners differ considerably from those with somatic illnesses. Accordingly, to promote a return to work, interventions need to target different factors in these two groups.
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Affiliation(s)
- Sonia Lippke
- Health Psychology & Behavioral Medicine, Psychology & Methods, Jacobs University Bremen gGmbH, Bremen, Germany
| | - Franziska M Keller
- Health Psychology & Behavioral Medicine, Psychology & Methods, Jacobs University Bremen gGmbH, Bremen, Germany
| | - Natalie Schüz
- Rehabilitationsforschung, Deutsche Rentenversicherung Oldenburg-Bremen, Bremen, Germany
| | - Aike Hessel
- Sozialmedizin, Deutsche Rentenversicherung Oldenburg-Bremen, Bremen, Germany
| | - Alina Dahmen
- Health Psychology & Behavioral Medicine, Psychology & Methods, Jacobs University Bremen gGmbH, Bremen, Germany
- Medizinische Direktion, Klinikum Wolfsburg, Wolfsburg, Germany
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Aubouin-Bonnaventure J, Fouquereau E, Coillot H, Lahiani FJ, Chevalier S. A New Gain Spiral at Work: Relationships between Virtuous Organizational Practices, Psychological Capital, and Well-Being of Workers. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:1823. [PMID: 36767190 PMCID: PMC9914792 DOI: 10.3390/ijerph20031823] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/19/2022] [Revised: 01/16/2023] [Accepted: 01/17/2023] [Indexed: 06/18/2023]
Abstract
Identifying antecedents of well-being at work is an active field of research, focusing notably on organizational practices that promote employees' optimal health. To date, whereas studies have demonstrated that some organizational practices, considered in isolation, are positively associated with indicators of well-being, none tested the joint effect of a bundle of practices on these. Moreover, few studies have examined the psychological mechanisms underlying these relationships. The present study aimed to identify the relationships between virtuous organizational practices, a new psychological integrative construct, and three indicators of workers' hedonic, eudaimonic, and social well-being, namely job satisfaction, thriving at work, and work-life balance, and to test the mediational role of psychological capital in these relationships. The sample comprised 400 French employees working in non-profit, private, and public organizations. Structural equation modeling confirmed the direct effects of virtuous organizational practices on the three indicators of well-being, and a bootstrapping procedure demonstrated that psychological capital partially mediates these relationships. The results of this study have many practical applications because virtuous organizational practices can easily be implemented and optimized in work organizations to develop the individual resources of workers and, in detail, to promote their psychological well-being. Finally, the contributions of this study, avenues for future research, and limitations are discussed.
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Affiliation(s)
| | - Evelyne Fouquereau
- QualiPsy EE 1901, Psychology Department, University of Tours, 37041 Tours, France
| | - Hélène Coillot
- QualiPsy EE 1901, Psychology Department, University of Tours, 37041 Tours, France
| | | | - Séverine Chevalier
- QualiPsy EE 1901, Psychology Department, University of Tours, 37041 Tours, France
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5
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Miglioretti M, Gragnano A, Simbula S, Perugini M. Telework quality and employee well-being: Lessons learned from the COVID-19 pandemic in Italy. NEW TECHNOLOGY WORK AND EMPLOYMENT 2022; 38:NTWE12263. [PMID: 36718468 PMCID: PMC9877874 DOI: 10.1111/ntwe.12263] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/20/2021] [Revised: 11/08/2022] [Accepted: 11/25/2022] [Indexed: 12/13/2022]
Abstract
The coronavirus disease 2019 (COVID-19) forced organisations to implement intensive telework for many of their workers overnight. This scenario was completely new, and the emergency caused by COVID-19 created the possibility of experimenting with new ways of working with an unknown impact on employee well-being. Drawing on previous literature, we defined a model of telework quality consisting of the following four core domains: agile offices within organisations, functional remote workstations, flex-time and engaging management. We identified two high-quality and low-quality telework profiles using latent profile analysis on a data sample of 2295 insurance and financial sector employees. Demographic, occupational and procedural characteristics were associated with the probability of being in the positive or negative profiles. Our results showed that employees' emotional exhaustion and work engagement levels were related to telework quality. This study suggests that organisations need to consider the quality of telework to effectively adopt new ways of working that foster employee well-being.
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Affiliation(s)
- Massimo Miglioretti
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Andrea Gragnano
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Silvia Simbula
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
| | - Marco Perugini
- Department of Psychology, Bicocca Center for Applied PsychologyUniversity of Milano‐BicoccaMilanItaly
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Previtali F, Picco E, Gragnano A, Miglioretti M. The Relationship between Work, Health and Job Performance for a Sustainable Working Life: A Case Study on Older Manual Employees in an Italian Steel Factory. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph192114586. [PMID: 36361464 PMCID: PMC9654428 DOI: 10.3390/ijerph192114586] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/29/2022] [Revised: 10/17/2022] [Accepted: 10/24/2022] [Indexed: 05/12/2023]
Abstract
BACKGROUND Supporting and retaining older workers has become a strategic management goal for companies, considering the ageing of the workforce and the prolongation of working lives. The relationship between health and work is especially crucial for older workers with manual tasks, considering the impact of long-standing health impairments in older age. Although different studies investigated the relationship between work ability and job performance, few studies have analysed the impact of workers' capability to balance between health and work demands, including managerial and organisational support (work-health balance). Considering health as a dynamic balance between work and health demands influenced by both individual and environmental factors, we assess the mediator role of work-health balance in the relation between work ability and job performance, both self-reported and assessed by the supervisor. METHODS The study utilises data from a case study of 156 manual workers, who were 50 years old or older and employed in a steel company in Italy. Data were collected inside the company as an organiational initiative to support age diversity. RESULTS The findings show that work-health balance partially mediates the relationship between work ability and self-rated job performance, while it does not mediate the relationship with job performance as rated by the supervisor. Supervisor-rated job performance is positively associated with work ability, while it decreases with the increasing perceived incompatibility between work and health. CONCLUSION A perceived balance between health and work is a strategic factor in increasing manual older workers' job performance. For older workers, not only the perceived capability to work is important but also the organisational health climate and supervisor's support. More studies are needed to verify if managers overlook the importance of health climate and support, as strategic elements that can foster performance for older employees.
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Affiliation(s)
- Federica Previtali
- Faculty of Social Sciences, Tampere University, 33100 Tampere, Finland
- Gerontology Research Centre, Tampere University, 33100 Tampere, Finland
- Correspondence:
| | - Eleonora Picco
- Bicocca Center for Applied Psychology–BiCApP, Department of Psychology, University of Milano-Bicocca, 20126 Milan, Italy
| | - Andrea Gragnano
- Bicocca Center for Applied Psychology–BiCApP, Department of Psychology, University of Milano-Bicocca, 20126 Milan, Italy
| | - Massimo Miglioretti
- Bicocca Center for Applied Psychology–BiCApP, Department of Psychology, University of Milano-Bicocca, 20126 Milan, Italy
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Garzaro G, Clari M, Ciocan C, Albanesi B, Guidetti G, Dimonte V, Sottimano I. Physical Health and Work Ability among Healthcare Workers. A Cross-Sectional Study. NURSING REPORTS 2022; 12:259-269. [PMID: 35466246 PMCID: PMC9036298 DOI: 10.3390/nursrep12020026] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/07/2022] [Revised: 03/25/2022] [Accepted: 03/31/2022] [Indexed: 11/30/2022] Open
Abstract
Healthcare workers’ age is increasingly rising, negatively affecting their physical health. In particular, workability is an emerging phenomenon that predominantly affects healthcare workers. This study aims to assess physical health status and workability among ageing healthcare workers. A cross-sectional study using the Work Ability Index (WAI) was performed. Data were collected in a university hospital in northern Italy. Data were collected voluntary through a questionnaire. Healthcare workers participating in the survey were contacted personally by two resident physicians. Thus, the total number of study participants was 220 among nursing aides, nurses, and physicians. Data were analyzed by performing ANOVA and regression to assess the differences between the healthcare workers and age groups. A generalized linear model was tested to evaluate the effect of age and task on workability. The majority of healthcare workers had good WAI values. Physicians’ workability was higher than nursing aides. Nursing aides suffered more from cardiovascular disorders, while physicians and nurses had more musculoskeletal disorders. However, the distribution was statistically different (χ2 = 24.03, p = 0.00), as most of the physicians’ workability values were good and good, while those of nursing aides and nurses were good and medium. In line with previous studies, the decrease in WAI with ageing is strictly dependent on the type of task assigned. Due to heavy physical tasks, nurses and nurses’ aides showed a greater WAI than physicians. This study highlights the critical issues faced by ageing healthcare professionals. In the near future, it is necessary to find solutions to cope with these changes and devise possible interventions aimed at ameliorating workability.
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Affiliation(s)
- Giacomo Garzaro
- Department of Public Health and Pediatrics, University of Torino, 10126 Turin, Italy; (G.G.); (C.C.); (B.A.); (V.D.)
- Città della Salute e della Scienza University Hospital, 10126 Turin, Italy
| | - Marco Clari
- Department of Public Health and Pediatrics, University of Torino, 10126 Turin, Italy; (G.G.); (C.C.); (B.A.); (V.D.)
- Correspondence: ; Tel.: +39-01-16705831
| | - Catalina Ciocan
- Department of Public Health and Pediatrics, University of Torino, 10126 Turin, Italy; (G.G.); (C.C.); (B.A.); (V.D.)
- Città della Salute e della Scienza University Hospital, 10126 Turin, Italy
| | - Beatrice Albanesi
- Department of Public Health and Pediatrics, University of Torino, 10126 Turin, Italy; (G.G.); (C.C.); (B.A.); (V.D.)
| | - Gloria Guidetti
- Dipartimento di Scienze Psicologiche, della Salute e del Territorio University G. D'Annunzio, 66100 Chieti-Pescara, Italy;
| | - Valerio Dimonte
- Department of Public Health and Pediatrics, University of Torino, 10126 Turin, Italy; (G.G.); (C.C.); (B.A.); (V.D.)
- Città della Salute e della Scienza University Hospital, 10126 Turin, Italy
| | - Ilaria Sottimano
- Department of Psychology, University of Torino, 10124 Turin, Italy;
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Picco E, Houkes I, De Rijk A, Miglioretti M. The MAastricht Instrument for Sustainable Employability - Italian version (MAISE-IT): a validation study. BMC Public Health 2022; 22:541. [PMID: 35303849 PMCID: PMC8933982 DOI: 10.1186/s12889-022-12872-z] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2021] [Accepted: 02/28/2022] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Governments and employers aim to promote sustainable employability (SE) in aging societies. In the Netherlands, an instrument for capturing the employee perspective on SE, the MAastricht Instrument for Sustainable Employability (MAISE-NL), has recently been developed. This study seeks to validate the Italian version of the MAISE (MAISE-IT). METHODS The MAISE-IT (a translated and culturally adapted version of the MAISE for the Italian population), the Work-Health Balance questionnaire and a demographic survey (age, gender, education, and occupational activity) were completed online by 455 respondents (328 public administration workers and 127 respondents recruited from social networks). Construct and criterion validity were tested by CFA; reliability, correlational analyses and subgroup differences with ANOVAs. RESULTS The CFA analysis revealed that the MAISE-IT consists of 12 scales distributed in four areas: (1) Meaning of SE; (2) Level and Factors affecting SE; (3) Overall responsibility for SE; and (4) Responsibility for factors affecting SE. Construct and criterion validity and reliability were good. Italian workers reported a moderately high level of SE. They regarded employers to be somewhat more responsible for SE than employees. CONCLUSIONS This study showed the validity of the MAISE-IT in the Italian context. The MAISE-IT is valuable for tapping employees' needs in order to develop SE interventions tailored to the employee perspective.
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Affiliation(s)
- Eleonora Picco
- Department of Psychology, Bicocca Center for Applied Psychology - BiCApP, University of Milano-Bicocca, 20126, Milan, Italy.
| | - Inge Houkes
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, PO Box 616, 6200, MD, Maastricht, The Netherlands
| | - Angelique De Rijk
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, PO Box 616, 6200, MD, Maastricht, The Netherlands
| | - Massimo Miglioretti
- Department of Psychology, Bicocca Center for Applied Psychology - BiCApP, University of Milano-Bicocca, 20126, Milan, Italy
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Systematic Review of Intervention Studies to Foster Sustainable Employability Core Components: Implications for Workplace Promotion. SUSTAINABILITY 2022. [DOI: 10.3390/su14063300] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
This review aims to outline the effectiveness of employer-initiated workplace interventions in promoting sustainable employability (SE), which means developing workers’ capabilities to foster productivity, health, and valuable work in the long term. A systematic search of the literature is performed in three databases covering the period from January 1999 to February 2022. Fourteen studies are included. Considering SE core components, all interventions cover the valuable work component in terms of content, and the majority also cover the health component. Interventions addressing at least three SE components have more positive effects on SE outcomes. More positive effects are found for valuable work outcomes. Overall, the findings highlight the importance of developing workplace interventions considering a comprehensive model of SE and promoting an organizational culture for SE. Future directions and limits are discussed.
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Aubouin-Bonnaventure J, Fouquereau E, Coillot H, Lahiani FJ, Chevalier S. Virtuous Organizational Practices: A New Construct and a New Inventory. Front Psychol 2021; 12:724956. [PMID: 34721186 PMCID: PMC8548739 DOI: 10.3389/fpsyg.2021.724956] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2021] [Accepted: 09/10/2021] [Indexed: 12/29/2022] Open
Abstract
Research on the identification of organizational practices that promote individual and organizational performance is now very extensive. However, several studies have revealed the dark side of these practices on employees' psychological health. Consequently, researchers have called on the scientific community to focus on the well-being of workers and to identify the organizational practices that promote it. Thus, the aim of the present research was to fill this gap by introducing a new conceptualization of organizational practices supporting the psychological health of employees and proposing a new improved measure to assess them. Drawing on the American Psychological Association's model of Psychologically healthy workplace, we first conceptualized the innovative multidimensional construct of virtuous organizational practices. We then conducted four studies (N = 1,407) to develop and validate the Virtuous Organizational Practices inventory. Results of exploratory statistical analyses provide strong evidence of the second-order factor structure of the inventory in different French samples and of the convergent, predictive and incremental validity of this tool. Implications for researchers, organizations and practitioners and avenues for future research are discussed.
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Affiliation(s)
| | - Evelyne Fouquereau
- QualiPsy EE 1901, Psychology Department, University of Tours, Tours, France
| | - Hélène Coillot
- QualiPsy EE 1901, Psychology Department, University of Tours, Tours, France
| | | | - Séverine Chevalier
- QualiPsy EE 1901, Psychology Department, University of Tours, Tours, France
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Gragnano A, Miglioretti M, Magon G, Pravettoni G. Work with cancer or stop working after diagnosis? Variables affecting the decision. Work 2021; 70:177-185. [PMID: 34511522 DOI: 10.3233/wor-213563] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Studies about work and cancer predominantly considered the return to work of cancer survivors. However, some studies highlighted that many patients work with cancer even immediately after the diagnosis. Little is known about the frequency, causes, and consequences of this behavior. OBJECTIVE This study aimed to estimate how many cancer patients continue working in the month after the diagnosis in an Italian context and to determine which factors affect the decision to stop working in the same period. METHODS One hundred seventy-six patients with breast, gastrointestinal, prostate, or female reproductive system cancer completed a survey with demographic, occupational, and psychosocial information. Clinical information was collected from medical records. We measured how many workers continued working in the month after cancer diagnosis without substantial interruptions and selected the best logistic regression model of this behavior's predictors. RESULTS Sixty-eight percent of the patients continued working in the month after the diagnosis. Patients were more likely to stop working with a higher level of perceived work-health incompatibility (OR = 2.64; 95%CI: 1.48-4.69), an open-ended contract (OR = 3.20; CI: 1.13-9.09), and a complex treatment (surgery+chemo-/radio-therapy, OR = 4.25; CI: 1.55-11.65) and less likely with breast cancer (OR = 0.20; CI: 0.07-0.56), and more children (OR = 0.59; CI: 0.37-0.96). CONCLUSIONS To continue working with cancer is a common practice among the newly diagnosed. The decision to suspend work activity relates to evaluating how much work activities hamper one's health care needs and the practical difficulties expected in handling cancer care and work.
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Affiliation(s)
- Andrea Gragnano
- Department of Psychology, University of Milano-Bicocca, Milan, Italy
| | | | | | - Gabriella Pravettoni
- European Institute of Oncology (IEO), Milan, Italy.,Department of Oncology and Hematooncology, University of Milan, Milan, Italy
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12
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Thanapop S, Thanapop C. Work ability of Thai older Workers in Southern Thailand: a comparison of formal and informal sectors. BMC Public Health 2021; 21:1218. [PMID: 34167501 PMCID: PMC8228923 DOI: 10.1186/s12889-021-10974-8] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/04/2021] [Accepted: 05/04/2021] [Indexed: 12/22/2022] Open
Abstract
BACKGROUND Thai society is becoming an ageing society. Independent older persons need to be able to continue to work after retirement. The Work Ability Index (WAI) is an assessment tool for improving the health and work environment of the older workers. The objective of this study is to explore work ability and its related factors among older workers in formal and informal sectors in southern Thailand. METHODS This cross-sectional study with multistage sampling focused on 324 Thai older workers, aged between 45 and 70 years, working in Nakhon Si Thammarat province. Data on sociodemographic status, health history, and work-related factor questionnaires were collected, including anthropometric measures and the WAI instrument between March and September 2019. Descriptive and logistic regression analyses were used to examine associations. RESULTS The participants were predominantly general labourers (23.8%) and female (70.7%). Nearly half of them had noncommunicable chronic diseases (NCDs) (48.2%) and were obese (more than 60%). Approximately 60% (59.9%) engaged in safe working practices. The participants sometimes received occupational health services (51.9%) and frequently accessed health promotion services (78.1%). There was a significant difference in the total average WAI score of the formal and informal workers: 40.6 (S.D. = 4.6) and 37.5 (S.D. = 5.0), respectively. The multivariate analysis showed that workers aged 55 years and older (adj. OR = 1.45; 95% CI [1.21, 1.74]), those with NCDs (adj. OR = 2.85; 95% CI [1.69, 4.80]), and those who were exposed to unsafe working practices (adj. OR = 2.11; 95% CI [1.26, 3.55]) had a higher risk of a poor to moderate WAI. CONCLUSIONS Most of the older workers had good to excellent work ability. Older age and the presence of NCDs were negatively associated with good to excellent work ability. Safe working practices improved older workers' work ability. Integrated occupational health protections and health promotion programmes for older informal workers should be provided by community health services to improve work ability.
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Affiliation(s)
- Sasithorn Thanapop
- The Department of Environmental Health and Technology, School of Public Health, Walailak University, Nakhon Si Thammarat, Thailand.,Research Center of Workers Health, Walailak University, Nakhon Si Thammarat, Thailand
| | - Chamnong Thanapop
- Research Center of Workers Health, Walailak University, Nakhon Si Thammarat, Thailand. .,The Department of Community Public Health, School of Public Health, Walailak University, Nakhon Si Thammarat, Thailand.
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13
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Figueredo JM, García-Ael C, Gragnano A, Topa G. Well-Being at Work after Return to Work (RTW): A Systematic Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17207490. [PMID: 33076302 PMCID: PMC7602369 DOI: 10.3390/ijerph17207490] [Citation(s) in RCA: 19] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/21/2020] [Revised: 10/08/2020] [Accepted: 10/09/2020] [Indexed: 12/26/2022]
Abstract
Background: Employees’ well-being at work after the return to work (RTW) is considered a key aspect of rehabilitation and maintenance of workability. This systematic review aimed at identifying the common psychosocial factors that predict the subjective and psychological well-being in RTW processes after having a long-standing health problem or disability. Objective: To evaluate the subjective and psychological well-being at work of employees with chronic or long-standing health problems or those returning to work after any cause of disability. Data source: Systematic review of articles published in English or Spanish using PsycINFO, PsycARTICLES, MEDLINE, Psychology, and Behavioral Sciences Collection, and Pubpsych. An additional study was identified by contacting expert academics in the field. The search equations used included terms such as Return to Work, Long-Standing Health Problems or Disability, Work Health Balance, and job satisfaction or subjective well-being. Eligibility criteria for the studies: Studies that included a measure of employees’ well-being at work following return to work were selected for the review. Evaluation of the studies and synthesis methods: The studies were selected using predefined fields which included quality criteria. Results: Of the 264 articles returned by the initial search, a total of 20 were finally selected. Results were organized around the three different theoretical approaches for understanding RTW and its antecedents and consequences: (a) RTW and autonomy at work have a positive effect on psychological well-being; (b) job demand is linked to less job satisfaction, whereas a higher level on the work–health balance is associated with job satisfaction and work engagement; (c) internal and external support is linked to job satisfaction in the case of a disease. Limitations: The evidence provided by the results is restricted by the limited availability of studies focusing on well-being at work following return to work. Moreover, the studies identified are of different kinds, thereby preventing comparisons. Conclusions and implications of the main findings: Employees’ subjective well-being after return to work has received very little attention to date. Given its importance in the current configuration of the labor market, it should be the object of more research.
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Affiliation(s)
- José-María Figueredo
- International School of Doctorate, National Distance Education University (UNED), 28040 Madrid, Spain;
| | - Cristina García-Ael
- Department of Social and Organizational Psychology, National Distance Education University (UNED), 28040 Madrid, Spain;
| | - Andrea Gragnano
- Department of Psychology, University of Milano-Bicocca, 20126 Milan, Italy;
| | - Gabriela Topa
- Department of Social and Organizational Psychology, National Distance Education University (UNED), 28040 Madrid, Spain;
- Correspondence:
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Viotti S, Guidetti G, Converso D, Sottimano I. Fostering Work Ability Among Menopausal Women. Does Any Work-Related Psychosocial Factor Help? Int J Womens Health 2020; 12:399-407. [PMID: 32440234 PMCID: PMC7213898 DOI: 10.2147/ijwh.s230796] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/12/2019] [Accepted: 03/21/2020] [Indexed: 11/26/2022] Open
Abstract
Introduction Due to the aging workforce, it will become even more common for organizations to count, among their employees, women who are dealing with menopause. To date, no knowledge is available regarding the work ability among menopausal women. With this view, the aim of the present study was to identify work-related psychosocial factors associated with work ability in a sample of menopausal working women. Methods A self-report questionnaire was administered to 1069 menopausal women employed as administrative officers in the Italian public sector. The study design was cross-sectional. Results Work ability was found to be negatively associated with family–work conflict (β = −0.21, p = 0.0001) and positively associated with health-oriented organizational climate (β = 0.12, p = 0.0001), job autonomy (β = 0.08, p= 0.006), and skill discretion (β = 0.08, p= 0.048). Conversely, work ability did not show significant associations with job demands, flexible working hours, and social support. Discussion From a practical point of view, our study identifies various areas of intervention that could foster job sustainability during menopause. In particular, our findings suggest that, to improve women’s job sustainability across their entire work-life span, it may be crucial to develop organizational policies, training, and activities specifically dedicated to sustaining menopausal women’s well-being.
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Affiliation(s)
- Sara Viotti
- Department of Psychology, University of Turin, Turin, Italy
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Converso D, Sottimano I, Viotti S, Guidetti G. I'll Be a Caregiver-Employee: Aging of the Workforce and Family-to-Work Conflicts. Front Psychol 2020; 11:246. [PMID: 32153465 PMCID: PMC7047731 DOI: 10.3389/fpsyg.2020.00246] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/09/2019] [Accepted: 02/03/2020] [Indexed: 11/23/2022] Open
Abstract
Background The double role of caregiver-employee (CE) defines those workers who simultaneously serve as an informal, unpaid care provider for sick, disabled, or elderly relatives, and it is a situation that is on the increase in most western countries. Providing informal caregiving can lead to detrimental effects on emotional well-being and several physical and psychological diseases (e.g., caregiver-burden). CEs can suffer double discomfort (at work and at home), but, first of all, they can be exposed to a high level of home-to-work conflict (HWI). In this study, we analyzed the CE phenomenon in a typical Italian public company, where the mean age of workers is particularly high. Methods An online questionnaire related to the perception of HWI, well-being, and discomfort at work (depression, emotional exhaustion, job engagement) in relation to the family load (none, parents with <12 children to care for, caregiver to other adults, or children and older adults to care for/old/children to care for employees) was answered by 1704 administrative workers. Results More than 20% of our sample was included in the elder caregiver condition or in the double role or “sandwiched” condition with older adults and children to care for. The family load changed significantly between the different age groups: for workers aged between 55 and 64 years, the percentage was nearly 27%. CEs had higher levels of HWI and of personal and job discomfort and lower levels of engagement, when compared with non-CEs. Having “only” older adults to care for (the typical CE condition) was associated with having the most negative results. Conclusion This study confirms and underlines the increasing number of CEs in western organizations and their higher levels of HWI, work disengagement, emotional exhaustion, and depression. As the general population and workforce experience increased “graying,” and many more workers become CEs out of necessity, stable caregiver-friendly workplace policies (CFWPs) should be developed.
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Affiliation(s)
| | | | - Sara Viotti
- Department of Psychology, University of Turin, Turin, Italy
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Work-Life Balance: Weighing the Importance of Work-Family and Work-Health Balance. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17030907. [PMID: 32024155 PMCID: PMC7037206 DOI: 10.3390/ijerph17030907] [Citation(s) in RCA: 39] [Impact Index Per Article: 9.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/17/2019] [Revised: 01/27/2020] [Accepted: 01/29/2020] [Indexed: 12/30/2022]
Abstract
To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.
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Converso D, Viotti S, Sottimano I, Loera B, Molinengo G, Guidetti G. The relationship between menopausal symptoms and burnout. A cross-sectional study among nurses. BMC WOMENS HEALTH 2019; 19:148. [PMID: 31775724 PMCID: PMC6882317 DOI: 10.1186/s12905-019-0847-6] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/20/2018] [Accepted: 11/14/2019] [Indexed: 01/10/2023]
Abstract
Background Despite the growing presence of menopausal women in workplaces, studies aimed at exploring the link between menopausal symptoms and job well-being are scarce. In the interest of addressing this gap, the present study aimed to explore whether menopausal symptoms might contribute to increased levels of burnout and whether this relationship can be moderated by social or personal resources. Method The study design was cross-sectional and non-randomized. Ninety-four menopausal nurses completed a self-report questionnaire including scales aimed at measuring menopausal symptoms, burnout, social (i.e., support from superiors and colleagues) and personal (i.e., self-efficacy, resilience, and optimism) resources. Moderated regression analyses were performed to test study hypotheses. Results Whereas menopausal symptoms were associated significantly with emotional exhaustion, no social or personal resources were found to moderate this relationship. Regarding depersonalization, our study indicated that it was affected by menopausal symptoms only among nurses who reported low social support (from superiors and colleagues), optimism, and resilience. Conclusion The present study highlights the importance of organizations that employ a growing number of menopausal women to seek solutions at the individual and social levels that help these women deal with their menopausal transition while working.
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Affiliation(s)
- Daniela Converso
- Department of Psychology, University of Turin, Via Giuseppe Verdi 10, 10124, Turin, Italy
| | - Sara Viotti
- Department of Psychology, University of Turin, Via Giuseppe Verdi 10, 10124, Turin, Italy.
| | - Ilaria Sottimano
- Department of Psychology, University of Turin, Via Giuseppe Verdi 10, 10124, Turin, Italy
| | - Barbara Loera
- Department of Psychology, University of Turin, Via Giuseppe Verdi 10, 10124, Turin, Italy
| | - Giorgia Molinengo
- Department of Psychology, University of Turin, Via Giuseppe Verdi 10, 10124, Turin, Italy
| | - Gloria Guidetti
- Department of Psychology, University of Turin, Via Giuseppe Verdi 10, 10124, Turin, Italy
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Converso D, Sottimano I, Guidetti G, Loera B, Cortini M, Viotti S. Aging and Work Ability: The Moderating Role of Job and Personal Resources. Front Psychol 2018; 8:2262. [PMID: 29367848 PMCID: PMC5767849 DOI: 10.3389/fpsyg.2017.02262] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/20/2017] [Accepted: 12/13/2017] [Indexed: 11/13/2022] Open
Abstract
Objective: Demographic changes involving western countries and later retirements due to the recent pension reforms induce a gradual aging of the workforce. This imply an increasing number of workers with health problems and a decreasing of ability to work. In this direction, the present study aims at examining the role of job and personal resources between age and work ability within nurses. Method: The study was cross-sectional and not randomized; data were collected by a self-report questionnaire during a multi-center survey conducted in two Italian hospitals in 2016. In this way, 333 nurses were reached. Results: Multiple linear regression showed that age is significantly and negatively associated to work ability, and that job resources (e.g., decision authority and meaning of work) and personal resources (e.g., hope and resilience) moderate the relationship between age and work ability. Discussion: These results highlight that investing in work and personal resources to support WA is even more relevant for those professions where high physical effort is required.
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Affiliation(s)
- Daniela Converso
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Ilaria Sottimano
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Gloria Guidetti
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Barbara Loera
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
| | - Michela Cortini
- Department of Psychological Sciences, Università degli Studi "G. d'Annunzio" Chieti - Pescara, Chieti, Italy
| | - Sara Viotti
- Department of Psychology, Università degli Studi di Torino, Turin, Italy
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Quality of work experience after angioplasty or heart surgery: a monocentric cohort study. Int Arch Occup Environ Health 2017; 91:337-348. [DOI: 10.1007/s00420-017-1282-3] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/13/2017] [Accepted: 11/28/2017] [Indexed: 11/25/2022]
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