Work related well-being is associated with individual subjective well-being

An urgent call to address work-related psychosocial hazards and improve worker well-being

Work-related psychosocial hazards are on the verge of surpassing many other occupational hazards in their contribution to ill-health, injury, disability, direct and indirect costs, and impact on business and national productivity. The risks associated with exposure to psychosocial hazards at work are compounded by the increasing background prevalence of mental health disorders in the working-age population. The extensive and cumulative impacts of these exposures represent an alarming public health problem that merits immediate, increased attention. In this paper, we review the linkage between work-related psychosocial hazards and adverse effects, their economic burden, and interventions to prevent and control these hazards. We identify six crucial societal actions: (1) increase awareness of this critical issue through a comprehensive public campaign; (2) increase etiologic, intervention, and implementation research; (3) initiate or augment surveillance efforts; (4) increase translation of research findings into guidance for employers and workers; (5) increase the number and diversity of professionals skilled in preventing and addressing psychosocial hazards; and (6) develop a national regulatory or consensus standard to prevent and control work-related psychosocial hazards.

Life satisfaction and job and personal resources among public workers with non-standard work schedules

BACKGROUND

While the link between non-standard work schedules and poor health outcomes is established, few studies have examined how resources both in and outside of work can support the well-being of workers with non-standard work schedules.

METHODS

Using a cross-sectional survey, we assessed the association between one facet of well-being, life satisfaction, and job and personal resources. In 2019, an electronic survey was administered to two unionized, public service populations who work non-standard work schedules: transportation maintainers and correctional supervisors. We assessed life satisfaction with a 10-item scale; a broad set of job resources (reward satisfaction, supervisor support, co-worker support, schedule satisfaction, and working hours fit); and a broad set of personal resources (health status, sleep, physical activity, and finances). We used log-binomial regression models to estimate prevalence ratios and 95% confidence intervals among statistically significant univariate predictors.

RESULTS

Of the 316 workers surveyed, the majority were male (86%), White (68%), and reported positive life satisfaction (56%). In multivariate models, the prevalence of positive life satisfaction was higher in workers reporting reward satisfaction (PR:1.35, 95% CI: 1.11, 1.65; p = 0.003), good work schedule fit (PR:1.43, 95% CI: 1.12, 1.83; p = 0.004), good health (PR:2.92, 95% CI: 1.70, 4.99; p < 0.0001), and good finances (PR:1.32, 95% CI: 1.01, 1.72; p = 0.04).

CONCLUSION

Employers should consider increasing work recognition, as well as improving schedule fit, financial well-being, and overall good health in support of worker life satisfaction and ultimately well-being.

The new normal of remote work: exploring individual and organizational factors affecting work-related outcomes and well-being in academia

Background

Flexible work arrangements have become increasingly popular, driven by the widespread adoption of digital technologies in the workplace because of the pandemic. However, there is a scarcity of studies concerning remote work, especially related to technical-administrative staff (TAS) in academia. Therefore, the current study, adopting the Job Demands-Resources model, aimed to investigate the relationships between remote working self-efficacy, organizational support, techno-complexity, mental well-being, and job performance among TAS during remote working.

Methods

A total of 373 individuals from TAS of a large Italian university participated in this study by completing a self-report questionnaire.

Results

The findings showed positive and significant relationships between remote self-efficacy and job satisfaction as well as between such a perceived efficacy and mental well-being. Perceived support from supervisors acted as a protective factor against techno-complexity. In contrast, perceived support from colleagues emerged as able to promote well-being and job satisfaction. In addition, the latter was positively associated with well-being. Finally, individual job performance was positively affected by job satisfaction and negatively by techno-complexity.

Conclusion

This study highlights the need for interventions to support TAS in remote working environments by leveraging employees' self-efficacy as a key factor in reducing stress related to new technologies as well as enhancing well-being, job satisfaction, and, in turn, their performance.

Association of Well-Being in Middle-Aged and Older Adults With Enhanced Personal Health and Social Support: A Nationally Representative Cohort Study

OBJECTIVES

This study aimed to explore the relationship between multidimensional factors, such as environment, health status, behavior, social support, and the well-being of middle-aged and older adults.

METHODS

This study utilized data from 2 waves of the nationally representative Taiwan Longitudinal Study on Aging Survey Report (TLSA) conducted in 2015 and 2019. The TLSA assesses socioeconomic status, physical and health status, the 5-item World Health Organization Well-Being Index (WHO-5 index), and social support. Data regarding the degree of digital development were obtained from the 2020 Township Digital Development Report. We applied a generalized estimating equation (GEE) to analyze the influencing factors.

RESULTS

This study included 4796 participants. Residing in areas with a higher degree of digital development, having a higher socioeconomic status, and experiencing better physical and mental health were significantly associated with well-being. Furthermore, emotional and attentive support mediated the association between physical and mental status and well-being.

CONCLUSION

People's awareness of searching for and receiving social support and medical resources is important for enhancing their well-being. It is also crucial to pay attention to the living environment and maintain one's health status to promote well-being.

Digital Stress. Effects of Different Intensities of Working From Home on Workers' Health

OBJECTIVE

Because hybrid and remote work models have exponentially expanded with digitalization and the COVID-19 pandemic, this study examines how different intensities of WFH impact workers' health.

METHODS

Drawing on the job demands-resources model, we applied two-way analysis of variance and regression models to the sixth European Working Conditions Survey to examine how the type and magnitude of WFH effects on health depend on its intensity.

RESULTS

A key aspect in relation to remote work is the frequency with which the worker carries out this type of work, with best results among those WFH only several times a month, for women, and several times a week, for men.

CONCLUSIONS

Reasonable intensity of WFH may have beneficial effects on health, but these positive effects are reduced when working fully home-based.

Measuring Well-Being of Migrant Gig Workers: Exampled as Hangzhou City in China

The consistent innovations and applications of information technology drive the vigorous development of the gig economy, and generate gig workers such as food delivery workers and couriers, and make a great contribution to stabilizing employment and increasing income. Gig workers, mostly made up of migrants, and suffer from job and status difficulties. Research on the well-being of migrant gig workers can reveal the practical problems and provide suggestions for narrowing the wealth gap to promote social fairness and justice. Taking Hangzhou city in China as an example, this paper explores the well-being of food delivery workers, couriers, and online car-hailing drivers as representatives of migrant gig workers. Firstly, the relevant data are acquired through the questionnaire. Secondly, the characteristics of this group are analyzed through descriptive analysis, namely: most of them are migrant workers aged between 20 and 39 with low occupation satisfaction due to insufficient social security coverage and limited well-being, despite relatively high income. Based on the analysis of differences in demographic variables and structural equation modeling, the factors affecting the well-being of migrant gig workers are studied, which mainly are occupation satisfaction, social interaction, and social security. The results show that occupation satisfaction is positively affected by family characteristics, social interaction, and social security. In addition, family characteristics and social security positively impact social interaction, but the former has no significant effect on well-being. Finally, this paper enriches the research on the well-being of specific migrant gig workers and gives policy suggestions for enhancing the well-being of migrant gig workers in Hangzhou city from the perspective of optimizing the mechanism, pilot construction, and platform provision.

Working Conditions and Work Engagement by Gender and Digital Work Intensity

Telework and other flexible working arrangements, which have exponentially expanded with new advancements in digitalization and the impact of COVID-19, are modifying working conditions and workers’ engagement. Using the ‘job demands-resources’ model, we applied multivariate techniques to examine the different ways in which telework intensity impacts working conditions by gender. Increased intensity of remote working was positively associated with better skills and discretion and work engagement, while it was negatively associated with the other dimensions of job quality (particularly with working time quality). Even though women usually score higher than men in work intensity or working time quality, high intense female teleworkers experience a downturn with respect to these two items. Low and medium intensities of teleworking were positively associated with skills and discretion, working time quality, improved physical environment, and especially with better prospects and earnings. In conclusion, the intensity of teleworking and gender affect job quality and work engagement in different degrees, highlighting the importance of including these multiple effects on the design of flexible working arrangements.

Impact of occupational exposure on job satisfaction and overall happiness among Chinese physicians and nurses: A cross-sectional study

AIMS

To investigate the impact of occupational exposure on job satisfaction and overall happiness, and to identify related factors of job satisfaction and overall happiness among physicians and nurses.

BACKGROUND

Occupational exposure against physicians and nurses has become one of the most serious public health issues worldwide.

METHODS

A cross-sectional study was conducted among physicians and nurses from 14 public tertiary hospitals using purposive sampling. Propensity score matching was used to compare job satisfaction and overall happiness among physicians and nurses with and without occupational exposure. Furthermore, binary logistic regression analysis was used to identify and analyze the influencing factors of job satisfaction and overall happiness.

RESULTS

A total of 2139 physicians and nurses (55.59%) from 3791 participants had experienced occupational exposure hazards. Before matching, the job satisfaction and overall happiness among the physicians and nurses was 38.54% and 42.14%, respectively. Participants who experienced occupational exposure were more likely to develop job dissatisfaction (OR = 1.08, 95%CI: 0.90-1.28) and overall unhappiness (OR = 1.24, 95%CI: 1.05- 1.46) than those who did not. Participants' work experience, self-evaluated health status, satisfaction with the work environment, evaluation of doctor-patient relationship, and stress were common factors affecting job satisfaction and overall happiness.

CONCLUSIONS

Our findings suggest that physicians and nurses who experience occupational exposure are more likely to develop job dissatisfaction and overall unhappiness, especially if they have shorter work experience and a tense or neutral relationship with patients.

IMPLICATIONS FOR NURSING MANAGEMENT

It is necessary to pay attention to the occupational exposure. When physicians and nurses experience occupational exposure, managers could provide support to prevent job dissatisfaction and unhappiness.