Work Engagement and Its Relationship with Various Dimensions of Work-related Well-being in the Public Transport Industry

This study investigated work engagement and its relationship with various dimensions of employee well-being among Zimbabwean bus drivers ( n = 283). The participants completed variety of scales on various dimensions of work-related well-being: job satisfaction, happiness, stress/burnout, job demands and resources; and work engagement viz: the Utrecht Work Engagement Scale (UWES), the Minnesota Satisfaction Questionnaire (MSQ), Work-Related Flow inventory (WOLF), Oldenburg Burnout Inventory (OLBI) as well as the Job Demands-Resources Scale (JD-R). Data analysis consisted of correlations, multiple regressions and multivariate analysis of variance to determine, if relationship existed between various dimensions of work engagement, happiness, job satisfaction, burnout, job demands and resources, the influence of job demands and resources on work engagement, happiness, job satisfaction and burnout and to assess if differences existed between the variables. Findings contribute to an understanding of how job demands and resources impact on employee’s work engagement, job satisfaction, work happiness and burnout, as well as propose pathways on how to increase positive aspects of employee well-being.

Perceived Job Stress and Presence of Hypertension Among Administrative Officers in Sri Lanka

A cross-sectional survey was carried out among 275 and 760 randomly selected senior officers (SOs) and managerial assistants (MAs) aged between 30 and 60 years. Sum of scores of efforts, rewards, and overcommitment and effort-reward ratio assessed job stress. Blood pressure was measured and classified using JNC-7 guidelines. The response rates of SOs and MAs were 98.9% and 97.2%, respectively. The prevalence of job stress based on high effort-rewards imbalance among SOs and MAs was 74.6% and 80.5%, respectively. The prevalence of overcommitment among SOs and MAs was 35.3% and 29%, respectively. Statistically significant differences (P = .05) were observed between the prevalence of effort-reward imbalance and overcommitment among SOs and MAs. Multivariate analysis indicated effort-reward imbalance (odds ratio [OR] = 2.8; 95% confidence interval [CI] = 1.1-7.4), high efforts (OR = 2.5; 95% CI = 1.2-5.3), and overcommitment (OR = 2.5; 95% CI = 1.1-5.6) were significantly associated with hypertension among SOs. Similarly, effort-reward imbalance and high efforts increased the risk of hypertension by 2-fold (OR = 2.2; 95% CI = 1.1-4.2) and 3-fold (OR = 3.02; 95% CI = 1.9-4.8), respectively, among the MAs. A significant number of administrators are afflicted by job stress, and job stress was significantly associated with hypertension.

Predictors of health-promoting behavior associated with cardiovascular diseases among Korean blue-collar workers

The aim of this study was to investigate the contribution of actual cardiovascular disease (CVD) risks, psychosocial and work-related factors as predictors of health behavior. A sample of 234 Korean blue-collar workers, who worked in small companies, was included in this cross-sectional study. Data collection included a survey; anthropometric and blood pressure measures; and blood sampling. Multiple regression analyses showed that the model explained 30% of the variance in health behavior of blue-collar workers. The significant predictors for health behavior included education level, perceived general health, greater family function, higher social support, decision latitude, and non-shift work. Future research should focus on incorporating these significant predictors into effective behavioral interventions designed to promote cardiovascular health in this population.