| 1. |
- Aili, Katarina, 1980-, et al.
(författare)
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Reliability of Actigraphy and Subjective Sleep Measurements in Adults : The Design of Sleep Assessments
- 2017
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Ingår i: Journal of Clinical Sleep Medicine (JCSM). - Darien, IL : The American Academy of Sleep Medicine. - 1550-9389 .- 1550-9397. ; 13:1, s. 39-47
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Tidskriftsartikel (refereegranskat)abstract
- STUDY OBJECTIVES: The aim of the study was to investigate how many nights of measurement are needed for a reliable measure of sleep in a working population including adult women and men.METHODS: In all, 54 individuals participated in the study. Sleep was assessed for 7 consecutive nights using actigraphy as an objective measure, and the Karolinska sleep diary for a subjective measure of quality. Using intra-class correlation and the Spearman-Brown formula, calculations of how many nights of measurements were required for a reliable measure were performed. Differences in reliability according to whether or not weekend measurements were included were investigated. Further, the correlation between objectively (actigraphy) measured sleep and subjectively measured sleep quality was studied over the different days of the week.RESULTS/CONCLUSIONS: The results concerning actigraphy sleep measures suggest that data from at least 2 nights are to be recommended when assessing sleep percent and at least 5 nights when assessing sleep efficiency. For actigraphy-measured total sleep time, more than 7 nights are needed. At least 6 nights of measurements are required for a reliable measure of self-reported sleep. Fewer nights (days) are required if measurements include only week nights. Overall, there was a low correlation between the investigated actigraphy sleep parameters and subjective sleep quality, suggesting that the two methods of measurement capture different dimensions of sleep.
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| 2. |
- Bergman, Peter N., et al.
(författare)
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Do job demands and job control affect problem-solving?
- 2012
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Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 42:2, s. 195-203:42, s. 195-203
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Tidskriftsartikel (refereegranskat)abstract
- Objective: The Job Demand Control model presents combinations of working conditions that may facilitate learning, the active learning hypothesis, or have detrimental effects on health, the strain hypothesis. To test the active learning hypothesis, this study analysed the effects of job demands and job control on general problem-solving strategies. Participants: A population-based sample of 4,636 individuals (55% women, 45% men) with the same job characteristics measured at two times with a three year time lag was used. Methods: Main effects of demands, skill discretion, task authority and control, and the combined effects of demands and control were analysed in logistic regressions, on four outcomes representing general problem-solving strategies. Results: Those reporting high on skill discretion, task authority and control, as well as those reporting high demand/high control and low demand/high control job characteristics were more likely to state using problem solving strategies. Conclusions: Results suggest that working conditions including high levels of control may affect how individuals cope with problems and that workplace characteristics may affect behaviour in the non-work domain.
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| 3. |
- Stoetzer, Ulrich
(författare)
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Interpersonal relationships at work : organization, working conditions and health
- 2010
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- The overall aim of this thesis was to study the association between interpersonal relationships at work and organizational factors, working conditions and health. Interpersonal relationships are regarded as an important component of the psychosocial working conditions, but inadequately studied. Interpersonal relationships at work can be considered to be mainly governed by personality traits. Alternatively, interpersonal relationships are potentially affected by other psychosocial working conditions or rooted in the organizations, thus accentuating the need to study the relation to organizational factors. In epidemiology interpersonal relationships at work are traditionally defined as detrimental factors, for example conflicts. Among many measures designed to capture the concept of interpersonal relationships at work social support is probably the best known and the most studied. The first and second studies (I-II), examine the relation between working conditions, dimensions of interpersonal relationships and depression using a traditional longitudinal epidemiological design. The third and fourth studies (III-IV), explore the relation between interpersonal relationships at work, organizational factors and sickness absence using a qualitative analysis of interviews with managers at Swedish companies. In the first study (I) high demands showed effects on serious conflicts at work and exclusion by co-workers. Low skill discretion showed effects on exclusion by coworkers. The effects were adjusted for confounders. Furthermore, serious conflict or exclusion by co-workers developed over time for the groups that didn t indicate such problems at the time of the first questionnaire. In the second study (II) low social support, serious conflict, exclusion by superiors or co-workers showed effects on depression. These effects remained when adjusting for confounders and previous depression meaning that those exposed and not depressed risked depression over time. In the third study (III) organizational factors that seem to be distinguishing for companies with low sickness absence were found. These were elaborate, explicit strategies and procedures dealing with for example leadership, employee involvement, corporate values and visions, which can be related to interpersonal relationships between employees and leaders. In the fourth study (IV) strategies, procedures or values that could be related to items of the relational justice scale for example the supervisors considers the employees viewpoints were more expressed in companies with low numbers of sickness absence. In conclusion: improvements in psychosocial working conditions may help to diminish conflicts and exclusion. Promoting good interpersonal relationships at work may help to reduce the risk of employees developing depression. Furthermore, important factors on the organizational level associated to the interpersonal relationships appear to differentiate companies with low levels of sickness absence from companies with average levels. Organizations that seem to be healthy for the employees are organized in the spirit of relational justice i.e., perceived as fair, kind, considerate, and impartial and personal viewpoints are considered. Relational justice may be used as a proxy to measure organizational change and health at companies.
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| 4. |
- Stoetzer, Ulrich, et al.
(författare)
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Organization, relational justice and absenteeism
- 2014
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Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 47:4, s. 521-529
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Tidskriftsartikel (refereegranskat)abstract
- BACKGROUND: There is a need for more knowledge on how to manage companies towards healthier and more prosperous organizations with low levels of absenteeism. Relational Justice can be a useful concept when managing such organizations. OBJECTIVE: Organizational factors can help to explain why some companies have relatively low absenteeism rates, even though they are equal to other companies in many other aspects. Previous studies suggest that management may be one important factor. Efficient management may depend on good relations between the leaders and the employees. The concept of Relational Justice is designed to capture these relations. Consequently, a Relational Justice framework may be used to understand why some companies have a low incidence of absenteeism. PARTICIPANTS: Managers from a representative body of Swedish companies. METHODS: Interviews were analyzed to explore whether the items representing the concept of Relational Justice can be used to further understand the strategies, procedures and structures that characterize organizations and management in companies with a low incidence of absenteeism. RESULTS: Strategies, procedures or principles related to Relational Justice were common and highlighted in companies with an incidence of absenteeism. The most frequently occurring factors were; to be treated with kindness and consideration, personal viewpoint considered and to be treated impartially. CONCLUSIONS: The results suggested that a Relational Justice framework could be used to increase understanding of the organizational and managerial factors typical for companies with a low incidence of absenteeism. A Relational Justice approach to organizational management may be used to successfully lower absenteeism, change organizations and promote healthy and prosperous companies.
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| 5. |
- Stoetzer, Ulrich, et al.
(författare)
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Organizational factors related to low levels of sickness absence in a representative set of Swedish companies
- 2014
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Ingår i: Work. - : IOS Press. - 1051-9815 .- 1875-9270. ; 47:2, s. 193-205
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Tidskriftsartikel (refereegranskat)abstract
- OBJECTIVE: The aim of this qualitative study was to identify manageable organizational factors that could explain why some companies have low levels of sickness absence. There may be factors at company level that can be managed to influence levels of sickness absence, and promote health and a prosperous organization. PARTICIPANTS: 38 representative Swedish companies. METHODS: The study included a total of 204 semi-structured interviews at 38 representative Swedish companies. Qualitative thematic analysis was applied to the interviews, primarily with managers, to indicate the organizational factors that characterize companies with low levels of sickness absence. RESULTS: The factors that were found to characterize companies with low levels of sickness absence concerned strategies and procedures for managing leadership, employee development, communication, employee participation and involvement, corporate values and visions, and employee health. CONCLUSIONS: The results may be useful in finding strategies and procedures to reduce levels of sickness absence and promote health. There is research at individual level on the reasons for sickness absence. This study tries to elevate the issue to an organizational level. The findings suggest that explicit strategies for managing certain organizational factors can reduce sickness absence and help companies to develop more health-promoting strategies.
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| 6. |
- Stoetzer, Ulrich, et al.
(författare)
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Problematic interpersonal relationships at work and depression : a Swedish prospective cohort study
- 2009
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Ingår i: Journal of Occupational Health. - 1341-9145 .- 1348-9585. ; 51:2, s. 144-151
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Tidskriftsartikel (refereegranskat)abstract
- OBJECTIVES: Studies have shown that interpersonal relations at work are important for several health related outcomes. The aim of the present study was to investigate whether low social support, serious conflict, exclusion by superiors or by co-workers at work may be determinants of depression. METHODS: In a representative Swedish cohort study data were obtained in two waves three years apart. 4,040 women and men who did not change their jobs between the waves were chosen for the study. Exposure and confounders were obtained at Time 1 and outcome, depression according to Bech's MDI at Time 2. Previous depression was controlled for by adjusting for depression at Time 1. Data were analyzed using multiple logistic regression analyses. RESULTS: Odds-ratios adjusted for possible confounders and depression at base-line showed significant effects for all four exposures on depression (adjusted OR, low social support 1.5 CI 95% 1.1-2.0, serious conflict 1.4 CI 95% 1.1-1.9, exclusion by superiors 1.6 CI 95% 1.2-2.1 and exclusion by co-workers 1.7 CI 95% 1.2-2.3). CONCLUSIONS: The present results support the conclusion that problematic interpersonal relationships at work can be determinants of depression. These prospective findings may be of relevance for prevention and when rehabilitating depressed patients.
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| 7. |
- Stoetzer, Ulrich, et al.
(författare)
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Working conditions predicting interpersonal relationship problems at work
- 2009
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Ingår i: European Journal of Work and Organizational Psychology. - : Informa UK Limited. - 1359-432X .- 1464-0643. ; 18:4, s. 424-441
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Tidskriftsartikel (refereegranskat)abstract
- Interpersonal relationships have been shown to be an important component of the psychosocial work environment that may affect health, job satisfaction, and productivity. The question whether interpersonal relationships at work are influenced by other psychosocial working conditions such as demands and control has not been studied. The aim of the present study is to investigate if high work demands and aspects of low work control could predict three indicators of detrimental interpersonal relationships at work. In a representative Swedish cohort study, data were obtained in two waves three years apart from 4049 participants, who did not change their jobs between the waves. These data were analysed by multiple logistic regression analyses. Odds ratios adjusted for possible confounders and negative interpersonal relationships at base-line showed that high demands predicted serious conflict and exclusion by co-workers. Low skill discretion predicted exclusion by co-workers. It is argued that these prospective findings are of relevance to interventions targeting troublesome and detrimental interpersonal relationships at work and that the findings can be important in understanding the development of work-related mental ill-health.
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