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Kobayashi Y, Haseda M, Kondo N. Bidirectional work-family conflicts and work engagement: A longitudinal study. Soc Sci Med 2025; 367:117707. [PMID: 39892046 DOI: 10.1016/j.socscimed.2025.117707] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/13/2024] [Revised: 01/04/2025] [Accepted: 01/13/2025] [Indexed: 02/03/2025]
Abstract
Increasing work engagement (WE) for worker health and turnover prevention has gained attention recently. Work-family conflict (WFC), which includes Work Interference with Family (WIF) and Family Interference with Work (FIW), is negatively associated with WE. The effects of WIF/FIW on WE are not fully understood. This study examined the longitudinal associations of WIF/FIW on WE by gender and household composition among employees. We conducted web-based surveys in 2020 and 2021, targeting full-time workers of a single private company (N = 3,437). The analysis included 425 respondents who completed two surveys. Multiple regression analyses stratified by gender and household composition were conducted, with WE at 1 year as the dependent variable and baseline WIF/FIW as independent variables. Higher WIF tend to be associated with lower WE (men in single-person households (SP): B = -0.07 [95% CI: -0.27, 0.14]; men in multi-person households (MP): B = -0.01 [95% CI: -0.12, 0.10]; SP women:B = -0.02 [95% CI: -0.31, 0.27]; MP women: B = -0.06 [95% CI: -0.25, 0.14]). The association between FIW and WE tended to be present only for women; higher FIW tend to be associated with lower WE (SP women: B = -0.03 [95% CI: -0.37, 0.30]; MP women: B = -0.06 [95% CI: -0.34, 0.21]). WIF, such as work-related stress, may reduce the energy available for personal activities among all workers. FIW, such as household tasks, may diminish the energy devoted to paid work, particularly among women living with family.
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Affiliation(s)
- Yumiko Kobayashi
- Research Department, Institute for Health Economics and Policy, Association for Health Economics Research and Social Insurance and Welfare, Tokyo, Japan; Department of Health and Social Behavior, Faculty of Medicine, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Maho Haseda
- Department of Health and Social Behavior, Faculty of Medicine, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan; Department of Social Epidemiology, Graduate School of Medicine and School of Public Health, Kyoto University, Kyoto, Japan
| | - Naoki Kondo
- Department of Health and Social Behavior, Faculty of Medicine, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan; Department of Social Epidemiology, Graduate School of Medicine and School of Public Health, Kyoto University, Kyoto, Japan.
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Margheritti S, Corthésy-Blondin L, Vila Masse S, Negrini A. Work-Related Psychosocial Risk and Protective Factors Influencing Workplace Sickness Absence: A Systematic Literature Review. JOURNAL OF OCCUPATIONAL REHABILITATION 2025:10.1007/s10926-024-10265-0. [PMID: 39776359 DOI: 10.1007/s10926-024-10265-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 12/22/2024] [Indexed: 01/11/2025]
Abstract
PURPOSE Employee sickness absence (SA) is a significant issue facing organizations and individuals worldwide, leading to multiple negative consequences, such as increased costs, early retirement, decreased productivity, and reduced quality of work. Therefore, within the occupational health and safety (OHS) framework, it is crucial to explore the factors that help workforces stay at work sustainably. This study investigates the role of work-related psychosocial factors (WRPFs) as predictors of SA and suggests proactive measures to prevent its occurrence. METHODS A systematic literature review was conducted within the Job Demands-Resources Model framework. Following the PRISMA Checklist, 1087 articles from PsycINFO, Medline, and Web of Science databases were screened, and 30 longitudinal studies were included. RESULTS The findings describe SA as a multifaceted phenomenon influenced by risk (e.g., poor quality leadership, bullying, and violence) and protective WRPFs (e.g., developmental opportunities and social support). These factors, spanning contextual, content-related, and relational dimensions, collectively influence workers' SA over time. CONCLUSIONS These insights provide valuable guidance for researchers and OHS stakeholders, supporting the development of research and interventions aimed at preventing SA. This research contributes important knowledge to the field, paving the way for more targeted strategies that address the organizational causes of SA and promote healthier, more productive work environments.
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Affiliation(s)
| | - Laurent Corthésy-Blondin
- IRSST-Institut de Recherche Robert-Sauvé en Santé et en Sécurité du Travail, Montréal, Canada
- Faculty of Nursing, Université de Montréal, Montréal, Canada
| | - Samantha Vila Masse
- IRSST-Institut de Recherche Robert-Sauvé en Santé et en Sécurité du Travail, Montréal, Canada
| | - Alessia Negrini
- IRSST-Institut de Recherche Robert-Sauvé en Santé et en Sécurité du Travail, Montréal, Canada
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3
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Paúles-Cuesta IM, Montoro-Huguet M, Fueyo-Díaz R. [Burnout syndrome in health professionals at a university hospital in Spain]. Semergen 2023; 49:102023. [PMID: 37348253 DOI: 10.1016/j.semerg.2023.102023] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/06/2023] [Revised: 04/23/2023] [Accepted: 05/17/2023] [Indexed: 06/24/2023]
Abstract
OBJECTIVE To evaluate the risk of Burnout in the health professionals of the Huesca University Hospital, 50 years after its inauguration, to investigate the variables related to the work motivation of the hospital health personnel and to assess the predisposing and protective factors of the risk of Burnout. MATERIAL AND METHODS An observational, analytical, prospective and unicentric study was conducted from September 2017 to April 2019, evaluating all the health professionals who worked at the Hospital San Jorge de Huesca (n=209). RESULTS The mean age was 42.86 years. 72.2% were women. 12.4% had moderate risk of burnout. There was 12.4% of high emotional exhaustion, 36.8% of high depersonalization and 44.5% of low personal accomplishment. Burnout was statistically significant associated with the professional category (P=.010), work experience (P=.026), hours of work per week (P=.036), choice of the same profession (P=.001) and recommendation to the offspring (P<.001). CONCLUSIONS One tenth of the sample had a moderate risk of burnout. Almost half of the health workers confirmed a high degree of satisfaction with the work environment and the majority expressed an adequate use of well-being strategies and a high degree of autonomy, recognition and satisfaction at work.
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Affiliation(s)
- I M Paúles-Cuesta
- Medicina Familiar y Comunitaria, Centro de Salud Amando Loriga, Caspe, Zaragoza, España.
| | - M Montoro-Huguet
- Unidad de Gastroenterología y Hepatología, Hospital San Jorge, Huesca, España
| | - R Fueyo-Díaz
- Departamento de Psicología y Sociología, Facultad de Ciencias Humanas y de la Educación, Universidad de Zaragoza, Zaragoza, España
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Beauchamp Legault MÈ, Chênevert D, Maisonneuve F, Mansour S. How do Informal Caregivers of Seniors' Tasks Lead to Presenteeism and Absenteeism Behaviors? A Canadian Quantitative Study. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:5392. [PMID: 37048005 PMCID: PMC10094296 DOI: 10.3390/ijerph20075392] [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: 02/07/2023] [Revised: 03/23/2023] [Accepted: 03/31/2023] [Indexed: 06/19/2023]
Abstract
This study extends our knowledge on the role of informal caregivers of seniors and the impact of this role on presenteeism and absenteeism at work. Based on the conservation of resources theory, this article seeks to gain insights into the mechanisms and antecedents of presenteeism and absenteeism among employees who are also informal caregivers of seniors. Specifically, this article argues that family-work conflict and emotional exhaustion mediate the relationship between the informal caregiver's role, presenteeism, and absenteeism. Quantitative data (questionnaire) from this cross-sectional study were collected from 915 informal caregivers of seniors from 8 Canadian organizations. Structural equation modelling (SEM) was undertaken using IBM SPSS AMOS 28.0 to test all hypotheses. Informal caregivers of seniors who need to coordinate and organize healthcare are at a higher risk of experiencing family-work conflict. Family-work conflict experienced by informal caregivers subsequently leads to emotional exhaustion, presenteeism, and absenteeism. Because informal caregiving of seniors is likely to increase in coming years for many workers, organizations must be aware of the possible consequences of this role on work productivity. This study shows that not all tasks of informal caregivers of older adults lead to presenteeism and absenteeism through family-work conflict and emotional exhaustion. This study is innovative because, to our knowledge, no study of informal caregivers of older adults has examined the effect of different tasks in this role on presenteeism and absenteeism.
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Affiliation(s)
- Marie-Ève Beauchamp Legault
- HEC Montréal, Human Resources Management Department, 3000 Côte-Sainte-Catherine, Montreal, QC H3T 2A7, Canada
| | - Denis Chênevert
- HEC Montréal, Human Resources Management Department, 3000 Côte-Sainte-Catherine, Montreal, QC H3T 2A7, Canada
| | - Francis Maisonneuve
- HEC Montréal, Human Resources Management Department, 3000 Côte-Sainte-Catherine, Montreal, QC H3T 2A7, Canada
| | - Sari Mansour
- School of Administration Sciences, TÉLUQ University, Montréal, QC H2S 3L5, Canada
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Modeling Conflicts at Work: The Case of Elementary School Employees in Croatia. ADMINISTRATIVE SCIENCES 2023. [DOI: 10.3390/admsci13010020] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/12/2023] Open
Abstract
This paper aims to explore conflict as a process that includes antecedents, management strategy, and outcomes while examining the role of affective states in an elementary school working environment. After a theoretical overview and systematization of the conflict elements, a questionnaire was developed that satisfies internal reliability and construct validity. Conflicts at the workplace were modeled with Bayesian SEM, and the results point out the prominent role of affective states in conflicts. Findings confirmed that (1) affective states affect the conflict management strategy choice; (2) different conflict management strategies lead to different conflict consequences; and (3) different affective states lead to differently perceived conflict consequences/outcomes. In addition, we conclude that conflicts with dominantly positive and negative affective states behave structurally differently. The revealed role of affective states facilitates future intervention possibilities in education about conflict management strategies and control of emotions and affective states. Raising awareness about affective states’ role in the conflict might increase mutual un-understanding and contribute to a healthy school social environment as a safe space for learning, sharing ideas, and joint actions toward a common goal.
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Yang D, Fang G, Fu D, Hong M, Wang H, Chen Y, Ma Q, Yang J. Impact of work-family support on job burnout among primary health workers and the mediating role of career identity: A cross-sectional study. Front Public Health 2023; 11:1115792. [PMID: 36908407 PMCID: PMC9998699 DOI: 10.3389/fpubh.2023.1115792] [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: 12/04/2022] [Accepted: 02/08/2023] [Indexed: 03/14/2023] Open
Abstract
Objective In China, medical workers in the primary sector shoulder the task of providing people with the basic medical and public health services, and are the "gatekeepers" of the public health. This study aims to analyze the current situation of job burnout among primary health workers of China, and shed light on the effect of work-family support and career identity on job burnout among them and their relationships. This may provide a new perspective for primary health care institutions and health administrative departments so as to formulate policies to "attract, retain and stabilize" primary health workers. Methods A multi-stage sampling method was adopted to select 8,135 primary health workers from 320 primary health care institutions in a province of central China. A descriptive statistical analysis, univariate analysis, Pearson correlation analysis, and mediation effect analysis were applied to analyze the effects of work-family support and career identity on job burnout among primary health workers as well as the mediating role of career identity. Results Among 8,135 primary health workers, 4,911 (60.4%) participants had mild to moderate levels of job burnout, 181 (2.2%) participants had severe job burnout, and the burnout detection rate is 62.6%. Work-family support was negatively correlated with job burnout (r = -0.46, p < 0.01) and positively correlated with career identity (r = 0.42, p < 0.01). Work-family support (β = -0.346, p < 0.01) and career identity (β = -0.574, p < 0.01) were negative predictors of job burnout respectively. In addition, career identity had a mediating effect between work-family support and job burnout, with the mediating effect contributing 33.7% to the overall effect. Conclusions The findings of this study demonstrate that work-family support is a protective factor against job burnout in primary health workers and reveal that career identity is a critical mediating mechanism linking work-family support to burnout. We propose to reduce job burnout by strengthening work-family support (especially work support), enhancing career identity, increasing the number of primary health workers and reducing the workload of existing incumbents, which can provide important practical implications for the future prevention and intervention programs.
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Affiliation(s)
- Diling Yang
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
| | - Guixia Fang
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
| | - Danmin Fu
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
| | - Mengyuan Hong
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
| | - Haoyu Wang
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
| | - Yuqing Chen
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
| | - Qinglian Ma
- School of Marxism, Anhui Medical University, Hefei, China
| | - Jinxia Yang
- Department of Health Service Management, School of Health Service Management, Anhui Medical University, Hefei, China
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Bergin AJ, Tucker MK, Jimmieson NL. Praise and recognition from supervisors buffers employee psychological strain: A two-sample investigation with tourism workers. Work 2021; 70:531-546. [PMID: 34657863 DOI: 10.3233/wor-213590] [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 Focusing on employees with psychological strain, this research draws on Fredrickson's 'undoing hypothesis' to examine praise and recognition from one's supervisor as an organizational resource. OBJECTIVE A model is tested in which psychological strain is a mediator in the positive relationship between role demands and employees' intentions to take sick leave and seek medical advice, and positions supervisor praise and recognition as a buffer of psychological strain on such intentions. METHODS The model was tested using two Australian samples in the tourism sector, consisting of motel workers (n = 104) and museum workers (n = 168). RESULTS For museum workers, but not motel workers, there was a positive indirect effect of each role demand on sick leave intentions through psychological strain that weakened as a function of supervisor praise and recognition. The proposed moderated mediated model was supported for both samples in regards to intentions to seek medical advice. CONCLUSIONS This research contributes new evidence regarding the antecedents of employees' intentions to take sick leave and seek medical advice for work stress-related problems. It also contributes to the limited evidence regarding supervisor praise and recognition as a protective factor for employees exhibiting the symptoms of psychological strain.
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Affiliation(s)
- Adele J Bergin
- School of Management, Queensland University of Technology, Queensland, Australia
| | - Michelle K Tucker
- School of Management, Queensland University of Technology, Queensland, Australia
| | - Nerina L Jimmieson
- School of Management, Queensland University of Technology, Queensland, Australia
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8
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Fu CM, Ou J, Chen XM, Wang MY. Potential effects of the nursing work environment on the work-family conflict in operating room nurses. World J Clin Cases 2021; 9:7738-7749. [PMID: 34621824 PMCID: PMC8462227 DOI: 10.12998/wjcc.v9.i26.7738] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/09/2021] [Revised: 06/16/2021] [Accepted: 07/20/2021] [Indexed: 02/06/2023] Open
Abstract
BACKGROUND The nursing working environment is an important subsystem in the hospital environment. A good working environment could have a positive impact on nurses. However, the work-family conflict and unsatisfactory working environment could significantly reduce their working enthusiasm, efficacy as well as the overall quality of the nursing, increase their fatigue, and thereby compromise their career status.
AIM To explore the possible status quo and to analyze the correlation between work environment perception and the work-family conflict among nurses in the operating room.
METHODS A total of 312 operating room nurses from two first-class hospitals at Grade 2 and two first-class hospitals at Grade 3 in China from May to September 2017 were included in this research using the cluster sampling method. The data, including the general information questionnaire, the practice environment scale of the nursing work index (PES-NWI), and the work-family conflict scale, were systematically collected. Pearson correlation analysis was applied to analyze the correlation between the two scores, with influencing factors analyzed by hierarchical regression analysis.
RESULTS A total of 312 questionnaires were issued, and the response rate and effective questionnaire rate were both 96.15% (300/312). The total scores of the PES-NWI scale and the work-family conflict scale were 3.07 ± 0.43 (vs maximum up to 4 points) and 52.32 ± 8.79 (vs maximum up to 90 points), respectively. The scores of the PES-NWI scale were negatively correlated with that of work-family conflict scale (all P < 0.05). The perception of the nursing work environment and the number of night shifts per month were the major factors contributing to the work-family conflict (all P < 0.05).
CONCLUSION The nursing work environment and the work-family conflict among nurses in the operating room were both found at a medium level with a negative correlation between the two.
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Affiliation(s)
- Chun-Mei Fu
- Department of Ophthalmology, Hainan West Central Hospital, Danzhou 571700, Hainan Province, China
| | - Jie Ou
- Department of Critical Care Medicine, Hainan General Hospital, Haikou 570311, Hainan Province, China
| | - Xiao-Mei Chen
- Operation Room, The Second Affiliated Hospital of Hainan Medical College, Haikou 570311, Hainan Province, China
| | - Mei-Ye Wang
- Department of General Practice, Hainan West Central Hospital, Danzhou 571700, Hainan Province, China
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Vignoli M, Mazzetti G, Converso D, Guglielmi D. How workers' emotional dissonance explains the association between customers' relations, burnout and health in an Italian supermarket chain. LA MEDICINA DEL LAVORO 2021; 112:200-208. [PMID: 34142678 PMCID: PMC8223935 DOI: 10.23749/mdl.v112i3.9907] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/25/2020] [Accepted: 10/16/2020] [Indexed: 12/11/2022]
Abstract
Introduction: Dealing with customers has increasingly became a risk factor that organisations should be aware of. Having to deal with difficult customers, pupils, patients it has been found to be the second most frequent reported risk factor in the recent 2019 ESENER survey (61%, up from 58%), just after repetitive hand or arm movements. Objectives: The aim of the present study is to explore the relationship between negative relations with customers and its association with employees’ burnout and general health. Methods: Data were collected using an anonymous, self-report questionnaire employed in an Italian company working in the large-scale retail sector. The sample was composed of 610 employees (70% women) working in 28 supermarkets. Results: Results showed that negative customer relations were associated to higher levels of emotional dissonance (b = .25; p = .000), which in turn was associated with higher levels of burnout (b = .72; p = .017) and consequently to higher levels of poor general health (b = .03; p = .000). Conclusion: This study contributed to the current understanding of how negative relationship with clients could trigger a health impairment process which could lead to higher levels of burnout and poorer general health in employees. Findings suggest that organizations whose employees’ work activities are characterized by a daily contact with customers should implement interventions such as training activities in order to enhance the employees’ skills in dealing with custumers, for example on how to manage emotions at work.
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Affiliation(s)
- Michela Vignoli
- Department of Psychology and Cognitive Sciences, University of Trento.
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Wang D, Hao L, Zong Z, Siu O, Xiao Y, Zhao C, Zhang X, O'Neill P, Hu Y. The evaluation of a new multidimensional job insecurity measure in a Chinese context. Stress Health 2021; 37:32-44. [PMID: 32602640 DOI: 10.1002/smi.2970] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/06/2020] [Revised: 06/22/2020] [Accepted: 06/24/2020] [Indexed: 11/06/2022]
Abstract
This study examines the psychometric properties of a new multidimensional job insecurity measure (JIM) by O'Neill and Sevastos in a Chinese context. Overall, the results corroborate the construct validity, reliability and criterion-related validity of the JIM. Based on the results of the exploratory factor analysis, the new scale has 15 items and three items were removed from the dimensions of job loss and job change because of differences in culture and understanding between Chinese and Western employees. Additionally, the relationship between job insecurity and theoretically viable antecedents (three different types of conflicts) and outcomes (i.e., job satisfaction and counterproductive work behaviour) were also examined, and the results show that the three conflicts are effective predictors of job insecurity and job insecurity is predictor of outcomes variables. All findings show that this new JIM is more parsimonious and more effective in assessing job insecurity in the Chinese context.
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Affiliation(s)
- Dawei Wang
- School of Psychology, Shandong Normal University, Jinan, Shandong, China
| | - Leilei Hao
- School of Psychology, Shandong Normal University, Jinan, Shandong, China
| | - Zhaobiao Zong
- School of Psychology, Shandong Normal University, Jinan, Shandong, China
| | - OiLing Siu
- Department of Psychology, Lingnan University of Hongkong, Hong Kong, China
| | - Yilin Xiao
- School of Psychology, Shandong Normal University, Jinan, Shandong, China
| | - Chaoyue Zhao
- School of Psychology, Shandong Normal University, Jinan, Shandong, China
| | - Xinyong Zhang
- Department of Applied Psychology, Guangdong University of Foreign Studies, Guangdong, China
| | | | - Yixin Hu
- School of Psychology, Shandong Normal University, Jinan, Shandong, China
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Buruck G, Pfarr AL, Penz M, Wekenborg M, Rothe N, Walther A. The Influence of Workload and Work Flexibility on Work-Life Conflict and the Role of Emotional Exhaustion. Behav Sci (Basel) 2020; 10:bs10110174. [PMID: 33207774 PMCID: PMC7697797 DOI: 10.3390/bs10110174] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/04/2020] [Revised: 11/05/2020] [Accepted: 11/10/2020] [Indexed: 11/29/2022] Open
Abstract
The purpose of this study is to examine the relationship between contextual work-related factors in terms of job demands (workload—WL) and job resources (work flexibility—WF), work–life conflict (WLC) and the burnout dimension emotional exhaustion (EE) in a large population-based sample. Building on the job demands resources model (JDRM), we have developed the hypothesis that WL has an indirect effect on EE that is mediated by WLC. We conducted a secondary analysis using data from the Dresden Burnout Study (DBS, N = 4246, mean age (SD) = 42.7 years (10.5); 36.4% male). Results from structural equation modelling revealed that EE is positively associated with WL (β = 0.15, p = 0.001) and negatively associated with WF (β = −0.13, p = 0.001), also after accounting for potential confounding variables (demography, depressive symptoms, and lifetime diagnosis of burnout). Both effects are mediated by WLC (β = 0.18; p = 0.001 and β = 0.08; p = 0.001, respectively) highlighting the important role of WLC in employee health. In summary, WF may help to reduce burnout symptoms in employees, whereas WL may increase them. Study results suggest that both associations depend on WLC levels.
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Affiliation(s)
- Gabriele Buruck
- Professor for health promotion and prevention, Faculty of Health and Healthcare Sciences, University of Applied Sciences Zwickau, 08056 Zwickau, Germany;
- Correspondence:
| | - Anna-Lisa Pfarr
- Professor for health promotion and prevention, Faculty of Health and Healthcare Sciences, University of Applied Sciences Zwickau, 08056 Zwickau, Germany;
| | - Marlene Penz
- Institute for Education and Psychology, University of Applied Sciences, 4040 Linz, Austria;
| | - Magdalena Wekenborg
- Institute of Biopsychology, Faculty of Psychology, Technische Universität Dresden, 01069 Dresden, Germany; (M.W.); (N.R.)
| | - Nicole Rothe
- Institute of Biopsychology, Faculty of Psychology, Technische Universität Dresden, 01069 Dresden, Germany; (M.W.); (N.R.)
| | - Andreas Walther
- Clinical Psychology and Psychotherapy, Department of Psychology, University of Zurich, 8006 Zürich, Switzerland;
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12
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Unshrouding the Sphere from the Clouds: Towards a Comprehensive Conceptual Framework for Sustainable Employability. SUSTAINABILITY 2020. [DOI: 10.3390/su12166366] [Citation(s) in RCA: 21] [Impact Index Per Article: 4.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Abstract
Sustainable employability refers to individuals’ long-term abilities to work and remain employed. Despite its societal importance in the light of aging populations and rapidly changing skill demands, sustainable employability still requires further definition and conceptualization. As such, the present paper aims to define and conceptualize sustainable employability comprehensively by reviewing existing studies on the concept. Additionally, the paper discusses and integrates sustainable employment, sustainable work, and sustainable work ability into our broad framework of sustainable employability. The resulting conceptual framework positions sustainable employability as an inherently longitudinal multidimensional individual characteristic that is the outcome of complex interactions between individual-, work- and work environmental characteristics. This framework enables researchers to identify the employment characteristics that promote sustainable employability and thereby comprise sustainable employment. Finally, the framework links to notions of person-environment fit, and job- and organizational design to create a basis for future research on sustainable employability.
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13
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Katić I, Nešić A. Socio-psychological effects of stress in organizations' absenteeism problems. Work 2020; 66:689-697. [PMID: 32651348 DOI: 10.3233/wor-203211] [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 Absence from work due to illness is one of the important problems in organizations in Serbia. The subjective experience of stress contributes to the degree of absenteeism for several reasons: the demands of the organization in relation to its employees, the low standard of living and care for existence, poor health prevention, and many others. According to European standards, subjective stress contributes to high absenteeism in organizations and to relatively significant health problems. The lack of preventive health care measures, and unclear organizational requirements that do not correspond to the capacities of employees are among the causes of this phenomenon. OBJECTIVE The objective of the research is to determine and identify the existence of stress indicators manifested through self-evaluation of the respondents, as well as to establish the nature of the relationship between stress symptoms and general demographic indicators, personal health assessment and the existence of stressful events of the respondents. This paper presents an analysis of the results of stress indicators, as well as psychosomatic difficulties whose existence could indicate the occurrence or increase of absenteeism of employees in organizations. RESULTS Significant differences between stress symptoms with respect to age, years of service, the self-evaluation of health, and recorded unpleasant events were apparent. CONCLUSIONS In Serbia, the problem of absenteeism, primarily sickness-related, is quite pronounced and significantly higher than in other European countries. Researching the causes of stress and the possibilities for decreasing and preventing it would help reduce adverse effects on the health, economic and psychological state of both employees and organizations.
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Affiliation(s)
- Ivana Katić
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
| | - Ana Nešić
- Faculty of Technical Sciences, University of Novi Sad, Trg Dositeja Obradovića 6, 21000 Novi Sad, Serbia
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Bergin AJ, Jimmieson NL. The importance of supervisor emotion recognition for praise and recognition for employees with psychological strain. ANXIETY STRESS AND COPING 2020; 33:148-164. [DOI: 10.1080/10615806.2020.1716975] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
Affiliation(s)
- Adele J. Bergin
- School of Management, Queensland University of Technology, Brisbane, Australia
| | - Nerina L. Jimmieson
- School of Management, Queensland University of Technology, Brisbane, Australia
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15
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Erum H, Abid G, Contreras F, Islam T. Role of Family Motivation, Workplace Civility and Self-Efficacy in Developing Affective Commitment and Organizational Citizenship Behavior. Eur J Investig Health Psychol Educ 2020; 10:358-374. [PMID: 34542490 PMCID: PMC8314215 DOI: 10.3390/ejihpe10010027] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/25/2019] [Revised: 12/19/2019] [Accepted: 01/04/2020] [Indexed: 12/23/2022] Open
Abstract
The mechanism connecting the antecedents to positive attitudes like affective commitment (AC) and positive behaviors like organizational citizenship behavior (OCB) is an under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation and civility as antecedents of affective commitment and organizational citizenship behavior through the mediating mechanism of self-efficacy. The process by Hayes (2013) was used to analyze time-lagged and multi-source data collected from 335 employees of educational and telecom sector. Results indicate that the relationship of affective commitment with family motivation and civility is partially mediated whereas the relationship of organizational citizenship behavior with family motivation and civility is fully mediated by self-efficacy. This study adds to the literature of family-work enrichment accounts by validating family motivation as a novel antecedent for positive behavioral outcomes. The implications of the study are discussed.
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Affiliation(s)
- Humaira Erum
- School of Business Administration, National College of Business Administration & Economics, Lahore 54000, Pakistan;
- Correspondence:
| | - Ghulam Abid
- School of Business Administration, National College of Business Administration & Economics, Lahore 54000, Pakistan;
| | - Francoise Contreras
- Escuela de Administración, Universidad Del Rosario, Bogotá 111711, Colombia;
| | - Talat Islam
- Institute of Business Administration, Uiversity of the Punjab, Lahore 54000, Pakistan;
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16
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Merino-Plaza MJ, Carrera-Hueso FJ, Arribas-Boscá N, Martínez-Asensi A, Vázquez-Ferreiro P, Vargas-Morales A, Fikri-Benbrahim N. [Staff burnout and psychosocial risk factors in a long-stay hospital in Spain]. CAD SAUDE PUBLICA 2018; 34:e00189217. [PMID: 30484563 DOI: 10.1590/0102-311x00189217] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2017] [Accepted: 07/19/2018] [Indexed: 12/13/2022] Open
Abstract
The aim of this study was to assess the relationship between psychosocial risks and burnout syndrome in a long-stay hospital in Spain. A cross-sectional study was conducted in 2017, applying the Spanish version of the MBI-HSS and the F-Psico 3.1 questionnaire of Spain's National Institute of Work Safety and Health. The predictive variables were sociodemographic characteristics, modulators, and psychosocial risk factors. The outcome variables were prevalence of burnout and the effects on his subscales. Associations between variables were measured by odds ratio. Burnout was directly associated with psychosocial risks related to workload, psychological demands, participation/supervision, role performance and social support, and consumption of anxiolytics. Meanwhile, protective factors were having children, feeling valued by patients and coworkers, satisfaction at work, optimism, and social support. The associations found on depersonalization were similar but weaker. Low personal fulfillment was directly associated with the psychosocial risks related to length of workweek, limited autonomy and variety/content of work, and role performance and social support. Low personal fulfillment was the subscale with the most modulating and protective sociodemographic variables included marital status, children, night shift, feeling valued by patients and family members, social support, self-efficacy, and optimism. According to our results, there is an association between psychosocial risks and burnout syndrome. Individuals with greater work satisfaction, self-efficacy, and optimism cope better with stress and are less vulnerable to psychosocial risks and burnout.
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17
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Kottwitz MU, Schade V, Burger C, Radlinger L, Elfering A. Time Pressure, Time Autonomy, and Sickness Absenteeism in Hospital Employees: A Longitudinal Study on Organizational Absenteeism Records. Saf Health Work 2018; 9:109-114. [PMID: 30363089 PMCID: PMC6111135 DOI: 10.1016/j.shaw.2017.06.013] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2016] [Revised: 01/19/2017] [Accepted: 06/28/2017] [Indexed: 12/20/2022] Open
Abstract
BACKGROUND Although work absenteeism is in the focus of occupational health, longitudinal studies on organizational absenteeism records in hospital work are lacking. This longitudinal study tests time pressure and lack of time autonomy to be related to higher sickness absenteeism. METHODS Data was collected for 180 employees (45% nurses) of a Swiss hospital at baseline and at follow-up after 1 year. Absent times (hours per month) were received from the human resources department of the hospital. One-year follow-up of organizational absenteeism records were regressed on self-reported job satisfaction, time pressure, and time autonomy (i.e., control) at baseline. RESULTS A multivariate regression showed significant prediction of absenteeism by time pressure at baseline and time autonomy, indicating that a stress process is involved in some sickness absenteeism behavior. Job satisfaction and the interaction of time pressure and time autonomy did not predict sickness absenteeism. CONCLUSION Results confirmed time pressure and time autonomy as limiting factors in healthcare and a key target in work redesign.
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Affiliation(s)
- Maria U. Kottwitz
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland
- Philipps University of Marburg, Germany
| | - Volker Schade
- Centre for Human Resource Management and Organizational Engineering, Bern, Switzerland
| | - Christian Burger
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland
| | | | - Achim Elfering
- Department of Work and Organizational Psychology, University of Bern, Bern, Switzerland
- National Centre of Competence in Research, Affective Sciences, University of Geneva, CISA, Geneva, Switzerland
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18
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Jacobsen DI, Fjeldbraaten EM. Shift work and sickness absence-the mediating roles of work-home conflict and perceived health. HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1002/hrm.21894] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/18/2022]
Affiliation(s)
- Dag Ingvar Jacobsen
- Department of Political Science and Management; Agder University; Kristiansand Norway
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Workplace Phobic Anxiety as a Mental Health Phenomenon in the Job Demands-Resources Model. BIOMED RESEARCH INTERNATIONAL 2017; 2017:3285092. [PMID: 29318143 PMCID: PMC5727632 DOI: 10.1155/2017/3285092] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/31/2017] [Revised: 09/08/2017] [Accepted: 10/01/2017] [Indexed: 12/19/2022]
Abstract
Purpose Anxiety-related problems at work are a serious problem in the occupational context, as they come along with sick leave and problems in work participation. The aim of this study is to analyse workplace phobic anxiety in nonclinical context using the Job Demands-Resources model. Methods The study involved a sample of 739 workers from a retail company, mostly with permanent contracts. Structural equation modelling analyses were performed using AMOS software. Results Both the health impairment and motivational variables in the JD-R model were significantly related to workplace phobic anxiety and subsequently to absenteeism, specifically, exhaustion mediated between perceived job demands and workplace phobic anxiety and work engagement mediated between perceived job resources and workplace phobic anxiety. Moreover, workplace phobic anxiety was significantly positively related to absenteeism. Conclusions Results suggest that workplace phobic anxiety is a specific concept and an important issue in organizations for both workers' health and the organizational costs linked to absenteeism. Supervisors and occupational physicians should be aware of workplace phobic anxiety, especially when workers are on sick leave often or for long periods.
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20
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Vignoli M, Nielsen K, Guglielmi D, Tabanelli MC, Violante FS. The Importance of Context in Screening in Occupational Health Interventions in Organizations: A Mixed Methods Study. Front Psychol 2017; 8:1347. [PMID: 28848468 PMCID: PMC5553012 DOI: 10.3389/fpsyg.2017.01347] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/15/2017] [Accepted: 07/24/2017] [Indexed: 12/04/2022] Open
Abstract
In occupational health interventions, there is a debate as to whether standardized or tailored measures should be used to identify which aspects of the psychosocial work environment should be targeted in order to improve employees' well-being. Using the Job Demands-Resources model, the main aim of the present study is to demonstrate how a mixed methods approach to conducting screening enables the identification of potential context-dependent demands and resources in the workplace, which should to be targeted by the intervention. Specifically, we used a mixed methods exploratory sequential research design. First, we conducted four focus groups (N = 37) in a sample of employees working in grocery stores in Italy. The qualitative results allowed to identify one possible context-specific job demand: the use of a work scheduling IT software, whose implementation resulted in a high rotation between different market's departments. From the qualitative results, this context-specific demand seemed to be related to workers' well-being. Thus, in a subsequent questionnaire survey (N = 288), we included this demand together with generic measures of social support and psychological well-being. Results confirmed that this context-specific job demand was related to emotional exhaustion. Furthermore, it was found that social support moderated the relationship between this specific job demand and emotional exhaustion showing among employees whose activities depended on the IT software, employees that perceived higher levels of social support from colleagues experienced lower levels of emotional exhaustion with respect to their colleagues who perceived lower levels of social support. The present study confirms that mixed methods approach is useful in occupational health intervention research and offers a way forward on helping organizations prioritize their intervention activities.
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Affiliation(s)
- Michela Vignoli
- Department of Education Studies, University of BolognaBologna, Italy
- Istituto Nazionale per la Valutazione del Sistema Educativo di Istruzione e di FormazioneRome, Italy
| | - Karina Nielsen
- Management School, University of SheffieldSheffield, United Kingdom
| | - Dina Guglielmi
- Department of Education Studies, University of BolognaBologna, Italy
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Sugawara N, Danjo K, Furukori H, Sato Y, Tomita T, Fujii A, Nakagami T, Kitaoka K, Yasui-Furukori N. Work-family conflict as a mediator between occupational stress and psychological health among mental health nurses in Japan. Neuropsychiatr Dis Treat 2017; 13:779-784. [PMID: 28331330 PMCID: PMC5356920 DOI: 10.2147/ndt.s127053] [Citation(s) in RCA: 32] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 12/03/2022] Open
Abstract
BACKGROUND Occupational stress among mental health nurses may affect their psychological health, resulting in reduced performance. To provide high-quality, sustainable nursing care, it is necessary to identify and control the factors associated with psychological health among mental health nurses. The purpose of this study was to examine the role of work-family conflict (WFC) in the well-known relationship between occupational stress and psychological health among mental health nurses in Japan. METHODS In this cross-sectional study, data were gathered from 180 mental health nurses who had a coresident child or were married. Data from the Work-Family Conflict Scale, the Generic Job Stress Questionnaire, the Maslach Burnout Inventory-General Survey, and the Center for Epidemiologic Studies for Depression Scale were obtained via self-report questionnaires. The effects of occupational stress and WFC on psychological health were explored by hierarchical linear regression analysis. RESULTS The relationship between emotional exhaustion and occupational factors, including quantitative workload and the variance in workload, disappeared with the addition of WFC (each work interference with family [WIF] or family interference with work [FIW]). The relationship between emotional exhaustion and mental demands disappeared only with the addition of WIF. The relationship between depressive symptoms and variance in workload disappeared with the addition of WFC (each WIF or FIW). CONCLUSION Our findings may encourage hospital administrators to consider the risks of medical staff WFC. Furthermore, longitudinal investigations into the factors associated with WFC are required for administrative and psychological interventions.
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Affiliation(s)
- Norio Sugawara
- Department of Clinical Epidemiology, Translational Medical Center, National Center of Neurology and Psychiatry, Kodaira, Tokyo; Department of Neuropsychiatry, Hirosaki University School of Medicine, Hirosaki, Aomori
| | | | - Hanako Furukori
- Department of Psychiatry, Kuroishi-Akebono Hospital, Kuroishi
| | - Yasushi Sato
- Department of Neuropsychiatry, Hirosaki University School of Medicine, Hirosaki, Aomori; Department of Psychiatry, Mutsu General Hospital, Mutsu
| | - Tetsu Tomita
- Department of Neuropsychiatry, Hirosaki University School of Medicine, Hirosaki, Aomori; Department of Psychiatry, Hirosaki-Aiseikai Hospital, Kitazono, Hirosaki
| | - Akira Fujii
- Department of Psychiatry, Seihoku-Chuoh Hospital, Goshogawara, Aomori
| | - Taku Nakagami
- Department of Neuropsychiatry, Hirosaki University School of Medicine, Hirosaki, Aomori; Department of Psychiatry, Odate Municipal General Hospital, Odate, Akita
| | - Kazuyo Kitaoka
- Mental Health Nursing, Institute of Medical, Pharmaceutical and Health Sciences, Kanazawa University, Kanazawa, Ishikawa, Japan
| | - Norio Yasui-Furukori
- Department of Neuropsychiatry, Hirosaki University School of Medicine, Hirosaki, Aomori
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Ebrahimzade N, Mooghali A, Bagheri Lankarani K, Kalateh Sadati A. Relationship Between Nursing Managers’ Leadership Styles and Nurses’ Job Burnout: A Study at Shahid Dr. Faghihi Hospital, Shiraz, Iran. SHIRAZ E-MEDICAL JOURNAL 2015; 16. [DOI: 10.17795/semj27070] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
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