| 1. |
- Bean, Christopher, 1990-, et al.
(författare)
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Short sleep, psychosocial work stressors, and measures of obesity: results from an Australian cohort study
- 2019
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Konferensbidrag (refereegranskat)abstract
- Introduction: Short sleep and workplace stress are both established risk factors for overweight and obesity, yet few studies have considered how these two factors may intersect. The aim of this study was to establish the associations between these two exposures and their relative associations with body mass index (kg/m2 ) and waist circumference (cm).Methods: A cross-sectional design sampled current employees (N=423) from an Australian cohort using a computer-assisted telephone interview and clinic-measured height, weight, and waist circumference. Short sleep (≤6h/ night) was reported by 25.8% of the participants. Psychosocial work stressors were defined using the Job Demand-ControlSupport (JDCS) model and calculated at the subscale level (psychological demands; skill discretion; decision authority; coworker support; supervisor support). General linear models were used to assess associations between short sleep, the JDCS subscales (split at median), and BMI and waist circumference.Results: Separate analyses identified short sleep and a lack of skill discretion at work as predictors of both BMI and waist circumference. Furthermore, when both predictors were entered in the same model, each was associated with elevated BMI (b=1.79, p=.003; b=1.08, p=.045) and waist circumference (b=4.20, p=.005; b=2.97, p=.028). Short sleep was also associated with high perceived psychological demands at work (b=1.81, p=.003). All models were adjusted for gender, age, work hours, blue vs. white collar job, and household income.Discussion: These findings indicate the importance of considering the interplay between short sleep and psychosocial work stressors, and their respective associations with measures of overweight Sleep Sci. 2019;12(Supl.3):1-75 26 and obesity. Further research using longitudinal data is needed to model potential mechanisms (e.g., behavioral and physiological). A novel feature was the subscale consideration of the prominent JDCS model of work stress. Advocacy for both improved habitual sleep (e.g., ≥7h/night) and job redesign to increase skill discretion at work may promote lower levels of overweight and obesity for employees.
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| 2. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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How Are They Now? : Managers’ Well-Being and Organizational Attitudes after the Restructuring of Their Job Positions in a Swedish Governmental Agency
- 2014
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Ingår i: Book of Proceedings, 11th Conference of the European Academy of Occupational Health Psychology. - Nottingham, UK : European Academy of Occupational Health Psychology. - 9780992878603 ; , s. 257-258
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Planned organizational changes often aim to secure organizational sustainability through the means of optimising structures and strategies. However, for employees such organizational changes often imply job changes and the loss of familiar routines. Plausibly, this increases perceived uncertainty and may have negative effects on employees’ organizational attitudes and well-being during the change. If levels of well-being and organizational attitudes are negatively affected in the long run, this may pose threats to the initial aim to secure organizational sustainability. This may even more so be the case if employees such as managers show long-term negative reactions, since managers are in key positions to promote the organizations aims vis à vis employees. Whereas there is much research on employees’ reactions towards organizational change, few studies have specifically analysed managers’ reactions at different organizational levels. Also, many studies focus on certain aspects of uncertainty, but few inspect the consequences of (unwanted) job, task or responsibility changes.Accordingly, this study aimed to investigate managers’ well-being and organizational attitudes after organizational changes of management structures. More specifically, it studied how changes in managers’ organizational attitudes and well-being related to changes in job positions, tasks and responsibilities shortly after the organizational restructuring, and more than a year later.The study used questionnaire data collected from managers in a Swedish governmental agency undergoing structural changes. During this period all managers had to go through a new recruitment process. Questionnaires were sent out at T1 (summer 2011, one month before the change process started), T2 (spring 2012, two months after the organizational change was finalised) and T3 (summer 2013, 18 months after the organizational change was finalised).Data are currently being analysed cross-sectionally (N = 173, 144, and 125) and longitudinally (N = 91 with complete date for t1, t2 and t3). The preliminary findings show the percentage of managers who rated their job positions favorably steadily decreased from T1 to T3, and this related to a significant decrease in self-rated health and job satisfaction. Interestingly, perceptions of tasks and responsibilities of their old and new jobs were still rather similar at T2. How the perceptions of changes in tasks and responsibilities relate to attitudes and well-being a year later (T3) is currently under analysis.
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| 3. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Inlåsning, anställningsbarhet och välbefinnande efter en omorganisation
- 2013
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Ingår i: Arbetsmarknad & Arbetsliv. - Stockholm : Arbetsmarknadsstyrelsen. - 1400-9692 .- 2002-343X. ; 19:4, s. 101-112
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Tidskriftsartikel (refereegranskat)abstract
- Under perioder där arbetsmarknaden erbjuder färre alternativ är det troligt att fler människor accepterar arbetsplatser där de inte trivs eller stannar kvar på arbeten som de inte vill ha och känner sig inlåsta i. Tidigare forskning har kopplat inlåsning till sämre välbefinnande. Hur inlåsning och välbefinnande förändras när människor byter jobb är mindre känt. Föreliggande studie belyser förändringar i inlåsning, upplevd anställningsbarhet och välbefinnande vid en svensk myndighet efter en organisationsförändring som medfört organisationsinterna arbetsplatsbyten. Resultaten visar på negativa effekter av inlåsning: att stanna kvar på eller flytta till en arbetsplats som man inte önskar ha i framtiden är inte gynnsamt för hälsan.
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| 4. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Stuck at a workplace : What’s work control, demands and learning got to do with it? A longitudinal multilevel study on Swedish permanent employees in situations of ‘workplace locked-in’
- 2020
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 31:14, s. 1771-1792
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Tidskriftsartikel (refereegranskat)abstract
- Whilst health consequences of being locked-in at the workplace have been documented in several research studies, it is largely unknown how work characteristics and their changes over time relate to risks for becoming locked-in at a certain workplace. Accordingly, this paper studied how perceived control, learning opportunities and quantitative demands at work associate with workplace-locked-in (WPLI). The study included permanent employees who participated in the Swedish Longitudinal Occupational Survey of Health (SLOSH) study in wave 3 through 5 (n = 2918 individuals; n = 7460 observations). Results from multi-level analysis show that there was significant individual variation in WPLI changes over time, even though on average, WPLI decreased slightly. Differences in work characteristics between individuals (L2) and across time (L1) associated significantly with WPLI: higher levels of job control and learning opportunities related to lower odds ratios for WPLI, whereas higher quantitative job demands associated with higher odds ratios of WPLI. Moreover, differences in quantitative job demands, number of job changes and educational achievements explained the individual variations of WPLI developments over time. The result shows that WPLI can – to some extent – be prevented or reduced through good work design, and implications for HR managers and organizations are discussed.
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| 5. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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The role of social embeddedness for remaining in non-desired workplaces and mental health consequences : Results from Scania Public Health Cohort
- 2019
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Ingår i: Scandinavian Journal of Public Health. - : SAGE Publications. - 1403-4948 .- 1651-1905. ; 47:3, s. 334-343
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Tidskriftsartikel (refereegranskat)abstract
- Aims: The aim of the study was to investigate the role of social embeddedness on and off the job in relation to remaining in non-desired workplaces (NDWs) and the development of mental health. Method: The study used questionnaire data from the Scania Public Health cohort (N=2410) that were collected in 2000 (T1), 2005 (T2) and 2010 (T3). Logistic regression models were calculated to probe how NDWs and social embeddedness factors measured at baseline (T1) related to NDWs five years later (T2), and to investigate how NDWs and social embeddedness factors at T2 related to poor mental health at T3. Synergy indices were calculated in both analyses to test for additive v. interactive effects between NDWs and social embeddedness factors on the outcomes. Results: NDWs at baseline and low social embeddedness on and off the job was associated with NDWs at T2. For those in a desired workplace, low support from co-workers as well as low workplace affinity increased the risk to be in an NDW at T2. NDWs and low social embeddedness also associated with impaired mental health (T3). For those in an NDW, low support from co-workers as well as low workplace affinity increased the risk of poor mental health at T3. Conclusions: This study underlines the importance of social embeddedness for NDWs and the development of poor mental health over time. Particularly low social support from co-workers and low workplace affinity seem to be risk factors for future experience of an NDW and impaired mental health.
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| 6. |
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| 7. |
- Björk, Lisa, 1981, et al.
(författare)
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Beginning teachers’ work satisfaction, self-efficacy and willingness to stay in the profession: a question of job demands-resources balance?
- 2019
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Ingår i: Teachers and Teaching: Theory and Practice. - : Informa UK Limited. - 1354-0602 .- 1470-1278. ; 25:8, s. 955-971
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Tidskriftsartikel (refereegranskat)abstract
- As many other countries around the world, Sweden is currently facing an urgent need for new teachers. Creating sound work environments that can retain beginning teachers in the profession—as well as attract new ones—is one way to address the problem. In order to accomplish this task, research must be able to reflect the complex nature of work environments. In the present study, a cluster analysis of four job demands and five job resources among 328 Swedish teachers in their first year of teaching, resulted in four typical work situations: the advantageous situation (n =103); the balanced situation (n =148); the threat situation (n =34); and the pressed situation (n =43). Clear differences were found in how teachers in these different clusters perceived their work satisfaction, self-efficacy and willingness to stay, with the teachers in the former two work situations scoring significantly higher than the latter two. The results indicate that teachers can have a very different experience of work at the start of their careers. These findings imply that work environment interventions and induction programmes to support new teachers and prevent them from leaving the profession must be well adapted to the context.
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| 8. |
- Canivet, Catarina, et al.
(författare)
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The negative effects on mental health of being in a non-desired occupation in an increasingly precarious labour market
- 2017
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Ingår i: SSM - Population Health. - : Elsevier BV. - 2352-8273. ; 3, s. 516-524
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Tidskriftsartikel (refereegranskat)abstract
- Precarious employment has been associated with poor mental health. Moreover, increasing labour market precariousness may cause individuals to feel ‘locked-in’, in non-desired workplaces or occupations, out of fear of not finding a new employment. This could be experienced as a ‘loss of control’, with similar negative health consequences. It is plausible that the extent to which being in a non-desired occupation (NDO) or being in precarious employment (PE) has a negative impact on mental health differs according to age group. We tested this hypothesis using data from 2331 persons, 18–34, 35–44, and 45–54 years old, who answered questionnaires in 1999/2000, 2005, and 2010. Incidence rate ratios (IRR) were calculated for poor mental health (GHQ-12) in 2010, after exposure to NDO and PE in 1999/2000 or 2005. NDO and PE were more common in the youngest age group, and they were both associated with poor mental health. In the middle age group the impact of NDO was null, while in contrast the IRR for PE was 1.7 (95% CI: 1.3–2.3) after full adjustment. The pattern was completely the opposite in the oldest age group (adjusted IRR for NDO 1.6 (1.1–2.4) and for PE 0.9 (0.6–1.4)). The population attributable fraction of poor mental health was 14.2% and 11.6%, respectively, for NDO in the youngest and oldest age group, and 17.2% for PE in the middle age group. While the consequences of PE have been widely discussed, those of NDO have not received attention. Interventions aimed at adapting work situations for older individuals and facilitating conditions of job change in such a way as to avoid risking unemployment or precarious employment situations may lead to improved mental health in this age group.
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| 9. |
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| 10. |
- Peristera, Paraskevi, 1976-, et al.
(författare)
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Organizational injustice and sickness absence : The moderating role of locked-in status
- 2023
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Ingår i: SSM - Population Health. - : Elsevier. - 2352-8273. ; 23
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Tidskriftsartikel (refereegranskat)abstract
- Organizational injustice is known to negatively affect employees' health and to increase the risk for sickness absence. The negative health effects are also known to be more pronounced in uncontrollable, strain increasing, situations at the workplace. This study tests whether locked-in status, i.e., being stuck in a non-preferred workplace, modifies the associations between injustice perceptions and frequent (>= 2 times/yr) and long (>= 8 days/yr) sickness absence. The sample contained 2631 permanent employees from the Swedish Longitudinal Occupational Survey of Health in 2018 and 2020. Multigroup structural equation modelling was used to compare the proposed relationships between employees who are locked-in in their workplace and employees who are not. We found a positive association between higher overall organizational injustice and long sickness absence two years later, with the association being stronger for the locked-in group. Also, higher injustice was associated with more frequent sickness absence, but only for those not being locked-in.Employees being locked-in seem to have higher risk of long-term sickness absence which might indicate more serious health problems. Employees not being locked-in more often take short sickness absence, which could indicate a coping behaviour to handle high strain. This study adds knowledge to the role of locked-in status as a moderator in the much-studied relationship between organizational justice and health as well as to the multiple reasons underlying sickness absence.
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