| 1. |
- Johansson Hanse, Jan, 1954, et al.
(författare)
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Sense of Coherence and Ill Health Among the Unemployed and Re-employed After Closure of an Assembly Plant
- 1999
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Ingår i: Work and Stress. - 0267-8373 .- 1464-5335. ; 13:3, s. 204-222
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study was to investigate the relationship between employment status, ill health and sense of coherence (SOC). A cross-sectional sample of the former workers at the closed down Volvo Kalmar plant in Sweden was used. A questionnaire was mailed to all identified subjects 2 years after the closure of the plant. Responses were obtained from 344 persons, of whom 173were re-employed and 92were unemployed. They answered the questionnaire anonymously on background variables, SOC and ill health (physical and psychological symptoms). A notable difference was found between the re-employed and unemployed, where the unemployed reported symptoms significantly more often as well as a significantly weaker SOC. The main finding in a four-cell model indicated that unemployment had a rather low impact on symptoms in the presence of a strong SOC. Structural equation modelling (SEM) was performed with simultaneous analysis of the unemployed and reemployed. The SEM analysis indicated that SOC seemed to have a greater impact on psychological symptoms among unemployed compared with re-employed persons. However, it should be noted that the present study does not allow for the determination of cause-effect relationships. A comment: This publication is authored together with a senior research competency within psychology with whom Engström have had long time cooperation procedures.
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| 2. |
- M. Gavelin, Hanna, 1982-, et al.
(författare)
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Cognitive function in clinical burnout: A systematic review and meta-analysis
- 2022
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Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 36:1, s. 86-104
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Forskningsöversikt (refereegranskat)abstract
- Clinical burnout has been associated with impaired cognitive functioning; however, inconsistent findings have been reported regarding the pattern and magnitude of cognitive deficits. The aim of this systematic review and multivariate meta-analysis was to assess cognitive function in clinical burnout as compared to healthy controls and identify the pattern and severity of cognitive dysfunction across cognitive domains. We identified 17 studies encompassing 730 patients with clinical burnout and 649 healthy controls. Clinical burnout was associated with impaired performance in episodic memory (g = −0.36, 95% CI −0.57 to −0.15), short-term and working memory (g = −0.36, 95% CI −0.52 to −0.20), executive function (g = −0.39, 95% CI −0.55 to −0.23), attention and processing speed (g = −0.43, 95% CI −0.57 to −0.29) and fluency (g = −0.53, 95% CI −1.04 to −0.03). There were no differences between patients and controls in crystallized (k = 6 studies) and visuospatial abilities (k = 4). Our findings suggest that clinical burnout is associated with cognitive impairment across multiple cognitive domains. Cognitive dysfunction needs to be considered in the clinical and occupational health management of burnout to optimise rehabilitation and support return-to-work.
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| 3. |
- Anderzén, Ingrid, 1952-, et al.
(författare)
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Psychophylogcal reactions during the first year of a foreign assignment: result from a controlled longitudinal study.
- 1997
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Ingår i: Work & Stress. - : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 11, s. 304-
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Tidskriftsartikel (refereegranskat)abstract
- Previous studies reveal that employees are exposed to several potential stressors during foreign assignments. This prospective multidisciplinary study followed managers (expatriate group) before and during their first year of an international work assignment. Concurrently, a matched reference group that did not relocate was observed. The secretion of the stress-sensitive hormone prolactin increased in the expatriate group during the first year abroad, compared to the reference group. Selfesteem, family relations, language skills, decreased internal locus of control and job promotion explained 32% of the variance in serum prolactin levels. Lower self-esteem and sense of coherence was related to increased serum prolactin. Increased working hours were associated with decreased work satisfaction. Job promotion was not related to work satisfaction. Mental well-being decreased in the expatriate group, compared to the reference group. Individual factors such as a strong sense of coherence and social provision attenuated decreases in mental well-being. A significant increase in cigarette and alcohol consumption was found in the expatriate group during the first year abroad. This study indicates that there are important psychosocial determinants influencing psychophysiological response patterns in expatriates. The present results put into question the generalizability of the ‘culture shock’ syndrome. The results have practical implications for guiding expatriates on time-limited assignments.
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| 4. |
- Fahlén, Göran, et al.
(författare)
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The effort-reward imbalance model of psychosocial stress at the workplace : a comparison of ERI exposure assessment using two estimation methods
- 2004
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Ingår i: Work & Stress. - Abingdon : Taylor & Francis. - 0267-8373 .- 1464-5335. ; 18:1, s. 81-88
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Tidskriftsartikel (refereegranskat)abstract
- It is not unusual for old data to be used in epidemiological studies. Recently developed instruments for measuring work-related stress did not exist when the data collection was carried out. Therefore, approximate questions are sometimes used. An apparent problem is the lack of validation of proxy questions. The aim of this study was to compare the original questions for measuring Effort-Reward Imbalance (ERI) with approximate questions. The study population corresponded with a subgroup in the WOLF-n (WOrk, Lipids, Fibrinogen-north) cohort study of cardiovascular risk in a working population in the north of Sweden: 655 men and 178 women. The agreement in exposure between the original and the approximate ERI single questions was relatively low throughout, whereas the correlation between the ERI subscales and the ERI ratios was reasonable. The latter agreement between the original and the approximate ERI ratio indicates that the approximate measures might have been useful in the past. Yet, whenever possible the implementation of the original questionnaire in study protocols is recommended since a complete measurement of ERI might help to further improve the internal consistency and the predictive validity of this exposure to effort-reward imbalance.
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| 5. |
- Hasson, Henna, et al.
(författare)
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An organizational- level occupational health intervention: Employee perceptions of exposure to changes, and psychosocial outcomes
- 2014
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Ingår i: Work & Stress. - : Informa UK Limited. - 1464-5335 .- 0267-8373. ; 28:2, s. 179-197
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Tidskriftsartikel (refereegranskat)abstract
- This study aimed to investigate the association between employees' perceptions of their exposure to an organizational-level occupational health intervention and its psychosocial outcomes. Participants were employees of an insurance firm (N = 1084) in Quebec, Canada. The intervention was designed to reduce adverse psychosocial work factors (high psychological demands, low decision latitude, low social support and low rewards). Departmental managers were responsible for implementing changes to reduce exposure to these factors. Employees' perceptions of exposure to the intervention and its impact on their work were measured in 2007 through questionnaires. Psychological demands, decision latitude, social support and rewards measured in 2005 and 2007 were used to assess outcomes. Employees who perceived that they had been exposed to the intervention changes showed more improvement in outcomes than those who did not perceive changes. The greatest differences in outcomes were found in those participants who perceived that workplace changes had improved their work situation as compared to those who perceived the changes as neutral or negative. The results suggest that measurement of employee-perceived impact of each intervention change on their work situation may be even more important than actual exposure, and should be included in the measurement of exposure to organization-level interventions.
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| 6. |
- Knutsson, Anders, et al.
(författare)
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The healthy-worker effect : Self-selection among Swedish shift workers
- 1992
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 6:2, s. 163-167
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Tidskriftsartikel (refereegranskat)abstract
- This paper reports a study on the 'healthy-worker effect' related to shift work. The study sample comprised 53 male applicants for blue-collar jobs. The subjects who applied for shift work (m = 30) did not differ from those who applied for day work (n = 23) regarding previous illnesses or current symptoms. However, data on self-reported sleep behaviour indicated that a higher percentage of prospective shift workers had a less rigid sleep pattern than did prospective day workers. The results suggest that there might be a self-selection to shift work by individuals with specific sleep behaviours that might facilitate future coping with odd work hours.
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| 7. |
- Leineweber, Constanze, 1973-, et al.
(författare)
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Trajectories of effort-reward imbalance in Swedish workers : Differences in demographic and work-related factors and associations with health
- 2020
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 34:3, s. 238-258
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Tidskriftsartikel (refereegranskat)abstract
- The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N = 6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.
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| 8. |
- Nielsen, Karina, et al.
(författare)
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Workplace resources to improve both employee well-being and performance : A systematic review and meta-analysis
- 2017
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 31:2, s. 101-120
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Forskningsöversikt (refereegranskat)abstract
- Organisations are becoming increasingly aware of the importance of employees in gaining and maintaining competitive advantage. The happy worker-productive worker thesis suggests that workers who experience high levels of well-being also perform well and vice versa; however, organisations need to know how to ensure such happy and productive workers. The present review and meta-analysis identifies workplace resources at the individual, the group, the leader, and the organisational levels that are related to both employee well-being and organisational performance. We examine which types of resources are most important in predicting both employee well-being and performance. We identified 84 quantitative studies published in print and online from 2003 to November 2015. Resources at either of the four levels were related to both employee well-being and performance. We found no significant differences in employee well-being and organisational performance between the four levels of workplace resources, suggesting that interventions may focus on any of these levels. Cross-sectional studies showed stronger relationships with well-being and performance than longitudinal studies. Studies using objective performance ratings provided weaker relationships between resources and performance than self-rated and leader/third-party-rated studies.
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| 9. |
- Rosander, Michael, 1965-, et al.
(författare)
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Workplace bullying and mental health problems in balanced and gender-dominated workplaces
- 2023
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Ingår i: Work & Stress. - : Taylor & Francis Ltd. - 0267-8373 .- 1464-5335. ; 37:3, s. 325-344
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Tidskriftsartikel (refereegranskat)abstract
- We investigate risks of exposure to workplace bullying and related mental health outcomes for men and women when being in a gender minority as opposed to working in a gender-balanced working environment or when belonging to a gender majority. Based on a social identity perspective, we tested hypotheses about the risks of bullying and differences in the increase in mental health problems in a probability sample of the Swedish workforce in a prospective design. The results showed an increased risk of bullying and an increase in mental health problems as an outcome for men when in a gender minority, however, there were no corresponding risks for women. The risks for men were most obvious for person-related negative acts and for anxiety as an outcome. Social identity may clarify why a minority might be more at risk as well as the outcome it may lead to. Deviating from the group prototype may be perceived as a threat to the group alienating the target and opening up for sanctions. The observed gender differences may further be understood using social role theory. Men in female-dominated workplaces may deviate more from the expected traditional gender role and may be more susceptible to sanctions and suffer graver consequences as a result. The outcomes may be more severe if exposed to person-related acts compared to acts related to ones work.
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| 10. |
- Soares, Joaquim, 1947-, et al.
(författare)
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The nature, extent and determinants of violence against psychiatric personnel
- 2000
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Ingår i: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 14:2, s. 105-120-
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Tidskriftsartikel (refereegranskat)abstract
- Violence against psychiatric staff seems to be on the increase. Such abuse can lead to mental health consequences for the staff and a reluctance to be closely involved with patients. Few Swedish investigations have examined violence against mental nurses and psychiatrists, or undertaken comparative studies between them. In this study we examined the extent, nature and determinants (i.e. risk factors) of violence against psychiatric nurses (n = 731) and psychiatrists (n = 320) working in the eight health care districts of Stockholm. These caregivers were assessed cross-sectionally by means of a questionnaire covering various areas (e.g. violence and work environment). The majority of the participants (85%) reported having been exposed to violence during their careers, with 57% being victimized in the past 12 months. Physical violence was common, and factors such as negative attitudes to work and diminished sense of autonomy were associated with an increased vulnerability to violence. Nurses and psychiatrists did not differ in violence variables. In spite of the weaknesses of the design (cross-sectional self-selecting sample), this study corroborates previous findings and identifies personal factors associated with violence that have received little attention in the literature (e.g. lack of respect for the organization of care).
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