| 1. |
- Blomqvist, Sandra, et al.
(författare)
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Associations between cognitive and affective job insecurity and incident purchase of psychotropic drugs : A prospective cohort study of Swedish employees
- 2020
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Ingår i: Journal of Affective Disorders. - : Elsevier BV. - 0165-0327 .- 1573-2517. ; 266, s. 215-222
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Tidskriftsartikel (refereegranskat)abstract
- Background: Previous research suggests that job insecurity is associated with poor mental health, but research examining how different aspects of job insecurity relate to clinical measures of poor mental health are lacking. We aimed to investigate the association between cognitive and affective job insecurity and incident purchases of psychotropic drugs.Methods: We included 14,586 employees participating in the Swedish Longitudinal Occupational Survey of Health (SLOSH), who answered questions on cognitive and/or affective job insecurity in 2010, 2012 or 2014. Respondents were followed in the Swedish Prescribed Drug Register (2.5 years on average). We investigated the association between job insecurity and incident psychotropic drugs with marginal structural Cox models.Results: Affective job insecurity was associated with an increased risk of purchasing any psychotropic drugs (Hazard Ratio (HR) 1.40 (95% Confidence Interval (CI) 1.04–1.89)) while cognitive job insecurity was not (HR 1.15 (95% CI 0.92–1.43)). Cognitive and affective job insecurity were both associated with antidepressants, affective job insecurity with anxiolytics, but no association was found with sedatives. Women and younger workers seemed to have higher risk compared to men and older workers, but differences were not statistically significant.Limitations: Although job insecurity and psychotropic drugs were assessed through independent sources and several covariates were considered, unmeasured confounding cannot be ruled out.Conclusions: The findings support that affective job insecurity is a risk factor for psychotropic drug treatment, that it may be relevant to distinguish between different types of job insecurity, and to consider sex and age as moderating factors.
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| 2. |
- Leineweber, Constanze, et al.
(författare)
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The mediating effect of exhaustion in the relationship between effort-reward imbalance and turnover intentions : A 4-year longitudinal study from Sweden
- 2021
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Ingår i: Journal of Occupational Health. - : Wiley. - 1341-9145 .- 1348-9585. ; 63:1
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Tidskriftsartikel (refereegranskat)abstract
- Objectives: Earlier studies suggest that imbalance between effort and reward at work associates with exhaustion. Others have found that exhaustion increases turnover intentions; an important precursor of actual turnover that also associates with counterproductive work behaviors. Few, however, have studied the associations between effort-reward imbalance (ERI) and employees’ intentions to leave their current employment, and whether exhaustion is underpinning that relationship. Here, we investigate the mediating role of exhaustion in the effort-reward imbalance – turnover intentions relationship.Methods: Data from three waves covering a time span of four years from the Swedish Longitudinal Occupational Survey of Health (SLOSH) were analysed using structural equation modeling. Cross-lagged mediation analyses were conducted to estimate if associations from ERI to subsequent turnover intentions were mediated by exhaustion. Other causal directions (direct and reversed direct effects, reversed mediation) were also examined.Results: A direct path from ERI T1 to turnover intentions T2 was found, but not from ERI T2 to turnover intentions T3. Additionally, results showed that ERI at time points T1/T2 associated significantly with exhaustion two years later (T2/T3). Also, exhaustion at T1 showed a small but statistically significant direct association with turnover intentions at T2 (no association was found between exhaustion T2 and turnover intentions T3). A small, but statistically significant indirect effect from ERI to turnover intentions was found (estimate 0.005; 95% CI 0.002-0.010).Conclusions: Providing a good balance between effort and reward for workers is essential to protect employee health and help retain employees in the organization.
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| 3. |
- Nyberg, Anna, et al.
(författare)
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Psychosocial Working Conditions for Women and Men in Industries with Different Types of Production and Gender Composition : Sweden, 1991–2017
- 2021
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Ingår i: Gendered Norms at Work. - Cham : Springer Nature. - 2213-0497 .- 2213-0470. - 9783030777333 - 9783030777340 ; , s. 35-61
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Bokkapitel (refereegranskat)abstract
- The chapter aims to contribute to the understanding of increased gender differences in sickness absence and health by applying a structural approach, and by analysing and describing the development of and differences in psychosocial working conditions in differently gendered industries. Some psychosocial work factors are expected to vary by differently gendered industries, and others are expected to vary by differently gendered industries and gender combined. Descriptive and comparative data of psychosocial working conditions for women and men in Sweden from the 1990s and onwards are presented. The results show that job demands and decision authority have developed more negatively in female-gendered industries for both genders since the early 1990s, although more negatively for women. Job demands are furthermore higher and decision authority lower in these industries among both men and women. Gender-based and sexual harassment, on the other hand, show a pattern between gendered industries and gender combined, such that more harassment occurs for men in female-gendered industries and for women in male-gendered industries. The results are discussed in relation to contextual and gender perspectives.
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| 4. |
- Stengård, Johanna, et al.
(författare)
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The role of managerial leadership in sickness absence in health and social care : antecedent or moderator in the association between psychosocial working conditions and register-based sickness absence? A longitudinal study based on a swedish cohort
- 2021
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Ingår i: BMC Public Health. - : BioMed Central (BMC). - 1471-2458. ; 21:1
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Tidskriftsartikel (refereegranskat)abstract
- BackgroundThe prevalence of sickness absence is particularly high among employees in health and social care, where psychosocial work stressors are pertinent. Managerial leadership is known to affect sickness absence rates, but the role leadership plays in relation to sickness absence is not fully understood; that is, whether poor leadership (i) is associated with sickness absence directly, (ii) is associated with sickness absence indirectly through the establishment of poor psychosocial working conditions, or (iii) whether good leadership rather has a buffering role in the association between work stressors and sickness absence.MethodsFour biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, 2010–2016, N=2333) were used. Autoregressive cross-lagged analyses within a multilevel structural equation modelling (MSEM) framework were conducted to test hypotheses i)–iii), targeting managerial leadership, register-based sickness absence and psychosocial work stressors (high psychological demands, poor decision authority and exposure to workplace violence).ResultsA direct association was found between poor leadership and sickness absence two years later, but no associations were found between leadership and the psychosocial work stressors. Finally, only in cases of poor leadership was there a statistically significant association between workplace violence and sickness absence.ConclusionsPoor managerial leadership may increase the risk of sickness absence among health and social care workers in two ways: first, directly and, second, by increasing the link between workplace violence and sickness absence.
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