Divergent Influence of Different Type A Dimensions on Job Strain and Effort-Reward Imbalance

Work stress, overcommitment personality and alcohol consumption based on the Effort-Reward Imbalance model: A population-based cohort study

Work stress has been extensively supported to predict health outcomes like health behaviors. Evidence has linked work stress and personality independently to health, but the interrelationships between work stress and personality and their joint effects on health might deserve more attention in research. This study attempts to integrate recent developments in psychological research (diverse roles of personality in stress processes) into the well-established Effort-Reward Imbalance (ERI) model for work stress. Based on the ERI model, this population-based cohort study aims to investigate the relationships between work stress, personality and alcohol consumption; it particularly focuses on potential roles of overcommitment (OC) personality in ERI-drinking relations, including modifying, antecedent, mediator or direct effects. This two-wave cohort study was conducted in population samples of 3782 men and 3731 women (aged 45-69 years) from Czech Republic, Poland and Russia. Alcohol consumption was assessed by three drinking outcomes: binge drinking, heavy drinking and problem drinking. To assess modifying effect of OC in ERI-drinking relations, logistic regression was used. To assess antecedent or mediator role of OC in ERI-drinking relations, path analysis with the autoregressive and cross-lagged model was conducted. The results showed that OC had no significantly modifying effect in ERI-drinking relations. OC and ERI might have bidirectional relationships in the average follow-up period of 3.5 years; the effect of OC on ERI was remarkably stronger than the reversed causation. Antecedent role of OC in ERI-drinking relationship was significant, but mediator role of OC was not. In conclusion, our findings imply that "antecedent role" of OC in ERI-drinking relations is significant and promising as a potential target for individual intervention; future interventions are suggested to identify and target potential cognitive-behavioral mechanisms via which personality might influence work stress and subsequently health behaviors.

Associations between Hunter Type A/B Personality and Cardiovascular Risk Factors from Adolescence through Young Adulthood

PURPOSE

Type A personality, characterized by action-oriented tendencies, has been linked to cardiovascular disease in middle-aged and elderly adults. Alternatively, limited research has tested whether personality type A/B and cardiovascular (CVD) risk are linked prior to adulthood. Therefore, we used the Hunter-Wolf A/B personality score to determine whether personality type A/B is associated with traditional CVD risk factors during adolescence, and more importantly if personality type, or its individual type A components, are associated with cardiovascular risk through young adulthood. This study is the first to assess personality type A/B on a continuous spectrum with regard to its relationship with cardiovascular disease risk, as well as the first to examine this association in a biracial, adolescent population.

METHODS

Subjects (3396) from the Bogalusa Heart Study were surveyed from 1984 to 1986, and multivariable regression was used to test adjusted, cross-sectional associations between personality type A/B, as determined by Hunter-Wolf A/B personality questionnaire, and CVD risk factors during adolescence. To test whether associations existed longitudinally, subjects were followed through 2007, and general estimating equation (GEE) models were used to examine the associations of personality type A/B with CVD risk factors, as well as with Framingham risk score as a global score of CVD risk. The component traits of type A personality (leadership, hard-driving, eagerness-energy, and impatience-aggression) were tested individually to determine their independent, longitudinal associations with global CVD risk.

RESULTS

Baseline mean (SD) age was 15.9(5.2). Mean( SD) Hunter-Wolf score in was 96.9 (11.6). After adjustment, more type A Hunter-Wolf scores were cross-sectionally associated with lower alcohol consumption (p = 0.03), female gender (p < 0.0001), and black race (p < 0.0001) in adolescence. After follow-up (median = 11 years), personality type A/B as the continuous Hunter-Wolf score was non-linearly associated with young adult BMI (p = 0.01), fasting blood glucose (p < 0.01), and Framingham score (p = 0.05). Of the type A components, leadership and hard-driving were non-linearly associated with Framingham risk at follow-up (both p < 0.0001).

CONCLUSIONS

Adolescent personality type A is associated with female gender and black race. Generally, type A children have higher CVD risk during young adulthood, though this relationship is non-linear. Additionally, adolescents exhibiting strong leadership-oriented personality traits have worse cardiovascular risk profiles in early adulthood, whereas hard-driving adolescent personalities are protective of young adult CVD risk. Our results warrant consideration of personality as a continuous, non-categorical, trait in studies of cardiovascular disease.

Associations between Hunter Type A/B Personality and Cardiovascular Risk Factors from Adolescence through Young Adulthood

PURPOSE

Type A personality, characterized by action-oriented tendencies, has been linked to cardiovascular disease in middle-aged and elderly adults. Alternatively, limited research has tested whether personality type A/B and cardiovascular (CVD) risk are linked prior to adulthood. Therefore, we used the Hunter-Wolf A/B personality score to determine whether personality type A/B is associated with traditional CVD risk factors during adolescence, and more importantly if personality type, or its individual type A components, are associated with cardiovascular risk through young adulthood. This study is the first to assess personality type A/B on a continuous spectrum with regard to its relationship with cardiovascular disease risk, as well as the first to examine this association in a biracial, adolescent population.

METHODS

Subjects (3396) from the Bogalusa Heart Study were surveyed from 1984 to 1986, and multivariable regression was used to test adjusted, cross-sectional associations between personality type A/B, as determined by Hunter-Wolf A/B personality questionnaire, and CVD risk factors during adolescence. To test whether associations existed longitudinally, subjects were followed through 2007, and general estimating equation (GEE) models were used to examine the associations of personality type A/B with CVD risk factors, as well as with Framingham risk score as a global score of CVD risk. The component traits of type A personality (leadership, hard-driving, eagerness-energy, and impatience-aggression) were tested individually to determine their independent, longitudinal associations with global CVD risk.

RESULTS

Baseline mean (SD) age was 15.9(5.2). Mean( SD) Hunter-Wolf score in was 96.9 (11.6). After adjustment, more type A Hunter-Wolf scores were cross-sectionally associated with lower alcohol consumption (p = 0.03), female gender (p < 0.0001), and black race (p < 0.0001) in adolescence. After follow-up (median = 11 years), personality type A/B as the continuous Hunter-Wolf score was non-linearly associated with young adult BMI (p = 0.01), fasting blood glucose (p < 0.01), and Framingham score (p = 0.05). Of the type A components, leadership and hard-driving were non-linearly associated with Framingham risk at follow-up (both p < 0.0001).

CONCLUSIONS

Adolescent personality type A is associated with female gender and black race. Generally, type A children have higher CVD risk during young adulthood, though this relationship is non-linear. Additionally, adolescents exhibiting strong leadership-oriented personality traits have worse cardiovascular risk profiles in early adulthood, whereas hard-driving adolescent personalities are protective of young adult CVD risk. Our results warrant consideration of personality as a continuous, non-categorical, trait in studies of cardiovascular disease.

Effort–reward imbalance at work, over-commitment personality and diet quality in Central and Eastern European populations

The aims of this study were to investigate the associations between work stress defined by the effort–reward imbalance (ERI) model and diet quality and to examine the potential role of over-commitment (OC) personality in ERI–diet relationships. A cross-sectional study was conducted in random population samples of 6340 men and 5792 women (age 45–69 years) from the Czech Republic, Russia and Poland. Dietary data were collected using FFQ. The healthy diet indicator (HDI) was constructed using eight nutrient/food intakes (HDI components) to reflect the adherence to WHO dietary guideline. The extent of imbalance between effort and reward was measured by the effort:reward (ER) ratio; the effort score was the numerator and the reward score was multiplied by a factor adjusting for unequal number of items in the denominator. Logistic regression and linear regression were used to assess the associations between exposures (ER ratio and OC) and outcomes (HDI components and HDI) after adjustment for confounders and mediators. The results showed that high ER ratio and high OC were significantly associated with unhealthy diet quality. For a 1-sd increase in the ER ratio, HDI was reduced by 0·030 and 0·033 sd in men and women, and for a 1-sd increase in OC, HDI was decreased by 0·036 and 0·032 sd in men and women, respectively. The modifying role of OC in ERI–diet relationships was non-significant. To improve diet quality at workplace, a multiple-level approach combining organisational intervention for work stress and individual intervention for vulnerable personality is recommended.

The importance of monitoring nurses' workplace satisfaction of nurses for the well-being of all employees in nursing

Introduction: Work is an important constituent of an individual’s life since the experience of work influences well-being and health. The well-being of employees is an important issue in the work environment. The aim was to examine the relationship between satisfaction in the workplace and the well-being of employees in nursing. Methods: Quantitative research based on a cross-sectional study was used, with 640 employees in nursing from eight Slovenian hospitals participating in the study. A structured survey questionnaire was administered. The relationship between psychological well-being and workplace satisfaction was analysed with correlation and linear regression analysis. Results: The workplace satisfaction (x = 3.69, s = 1.13) and well-being ( x=161.27, s = 55.19) of employees in nursing are at a middle level. With the correlation analysis we established that well-being statistically significantly correlates with workplace satisfaction (r = 0.611, p < 0.001). Workplace satisfaction explains 42 % of the total variability of well-being of employees in nursing. Discussion and conclusion: It is necessary for every health care organization to take care of its employees' workplace satisfaction and well-being. Health care organizations can be successful and achieve their organisational objectives if their employees are satisfied with their work and have a high level of well-being.

The associations between personality characteristics and absenteeism: a cross-sectional study in workers with and without depressive and anxiety disorders

PURPOSE

Although numerous studies have identified risk factors for sickness absence, few studies have addressed the role of personality characteristics in absenteeism. The aim of this study was to examine the associations of the Big 5 personality characteristics (neuroticism, extraversion, openness, agreeableness and conscientiousness) and locus of control with absenteeism, taking the presence of depressive and anxiety disorders into account.

METHODS

Cross-sectional data from the baseline measurement of the Netherlands Study of Depression and Anxiety (NESDA) were examined. NESDA includes persons with current or remitted depressive and anxiety disorders and healthy controls, of which 1883 working participants were selected. Personality characteristics were included as predictor variables, short-term (0-2 weeks) and long-term (>2 weeks) absenteeism as outcome measure. The presence of depressive and anxiety disorders was considered as modifying covariate.

RESULTS

In healthy workers, high neuroticism, external locus of control, low extraversion, low agreeableness and low conscientiousness were associated with short-term absenteeism. In addition, high neuroticism, low extraversion and low openness were related to long-term absenteeism in healthy workers. In workers with psychopathology, similar associations were found for persons with this profile (high neuroticism, external locus of control, low extraversion and low conscientiousness) with long-term absenteeism, but no associations of these characteristics were found with short-term absenteeism.

CONCLUSIONS

Personality characteristics were significantly associated with work absenteeism in both workers with and without anxiety or depression. Interventions aimed at preventing sickness absence may focus on reducing neuroticism and strengthening extraversion, conscientiousness and locus of control.

Effort-reward imbalance at work is predicted by temporal and energetic characteristics of behavior: a population-based study

OBJECTIVE

Personality dispositions may influence perceptions of work stress. The paper examines the relationship between temperament in terms of Strelau’s Regulative Theory of Temperament and the effort-reward imbalance and its components.

MATERIAL AND METHODS

There were 890 participants (360 men) aged 37.9 years on average. Temperament traits of briskness and perseveration (temporal characteristics of behavior), sensory sensitivity, emotional reactivity, endurance and activity (energetic characteristics of behavior) were measured by Strelau & Zawadzki’s Formal Characteristics of Behavior- Temperament Inventory (FCB-TI) in 1997 and 2001. Effort and reward at work were assessed with the original effort- reward imbalance (ERI) questionnaire of 2007.

RESULTS

Higher ERI at work was predicted by higher emotional reactivity, higher perseveration, lower briskness, and lower endurance. Higher effort and lower rewards at work were predicted by higher perseveration and lower endurance. The FCB-TI temperament characteristics accounted for 5.2%, 4.8% and 6.5% of the variance in the ERI, effort and reward, respectively. Lower emotional reactivity, lower perseveration, higher brisk- ness and higher endurance predicted higher esteem at work, job promotion and job security.

CONCLUSIONS

Individual differences in arousability, reflected in temporal and energetic characteristics of behavior, may predispose to or to protect from an effort-reward imbalance at work. Individual differences should be acknowledged in work stress prevention and developing interventions.

Personality traits of the five-factor model are associated with effort-reward imbalance at work: a population-based study

OBJECTIVE

This study examined the association between personality traits and work stress.

METHODS

The sample comprised 757 women and 613 men (aged 30 to 45 years in 2007) participating in the Young Finns study. Personality was assessed with the NEO-FFI questionnaire and work stress according to Siegrist's effort-reward imbalance (ERI) model.

RESULTS

High neuroticism, low extraversion, and low agreeableness were associated with high ERI. Low conscientiousness was associated with high ERI in men. No association was found between openness and ERI. High neuroticism, high extraversion, and low agreeableness were associated with high effort and low neuroticism, high extraversion, and high agreeableness with high rewards. High conscientiousness was associated with high effort, and in women, with high rewards. High openness was associated with high effort.

CONCLUSIONS

This study suggests that personality traits may predispose to and protect from work stress.

Moderating effects of leisure-time physical activity on the association between job strain and depressive symptoms: the Cardiovascular Risk in Young Finns Study

OBJECTIVE

We examined whether long-term leisure-time physical activity (LTPA) has a moderating effect on the association between job strain and depressive symptoms using prospective data.

METHODS

Full-time employees (455 men and 480 women) aged 30 to 45 years were followed from 2001 to 2007. Data were collected using questionnaires.

RESULTS

Sustained participation in LTPA was inversely associated with depressive symptoms in employed men and women. The direct relationship of job strain to depressive symptoms was significantly moderated by LTPA only in women when the potential confounders were controlled for.

CONCLUSIONS

Depressive symptoms are inversely associated with regular LTPA and directly associated with chronic job strain in both sexes. In women, persistent participation in LTPA may modify the relation between chronic job stress and subthreshold depressive symptoms by reducing depressive symptoms associated with job strain.

Negative emotionality, activity, and sociability temperaments predicting long-term job strain and effort-reward imbalance: a 15-year prospective follow-up study

OBJECTIVE

This study examined a longitudinal association between innate temperament and perceptions of long-term work stressors.

METHODS

The sample consisted of 276 men and 345 women (aged 30-45 years in 2007) participating in the prospective population-based Cardiovascular Risk in Young Finns study. In 1992, temperament was self-assessed with the EAS questionnaire that assesses three temperamental traits: negative emotionality, activity, and sociability. Perceived work stressors were measured in 2001 and in 2007 using two models: Karasek's demand/control-model in which a combination of high demands and low control results in job strain, and Siegrist's Effort-reward imbalance (ERI) model.

RESULTS

The results showed that higher negative emotionality and lower sociability systematically predicted higher perceived job strain and ERI (P<.001). Activity predicted higher perceived ERI (P<.05). Activity did not predict perceived job strain, as it was related to both higher perceived demands and higher control.

CONCLUSIONS

The results suggest that temperament may be a predisposing factor to the experiences of work stressors in adulthood. Although self-reported job strain and ERI are measures of job characteristics, they are affected by individual temperament.

The role of leader behaviors in hospital-based emergency departments' unit performance and employee work satisfaction

The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction.