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1.
  • Bernhard-Oettel, Claudia, et al. (author)
  • How do Job Insecurity and Organisational Injustice relate to Mental Health Problems? A Multilevel Study on Synchronous and Delayed Effects
  • 2018
  • In: Book of Proceedings: 13th Conference of the European Academy of Occupational Health Psychology. - Nottingham : European Academy of Occupational Health Psychology. - 9780992878641 ; , s. 216-217
  • Conference paper (peer-reviewed)abstract
    • Background: With the continuous changing world of work towards more automatisation, and global competition that requires organisations to cut costs wherever possible, job insecurity is a concern of workers across many different occupations. Job insecurity is a stressful experience and its negative impact on wellbeing and health is well-documented. However, the exact mechanisms for the link between job insecurity and health need further study.We argue that job insecurity is a breach of the psychological contract for permanent workers, leading to perceptions that the employer acts unfairly, which is related to immediate (synchronous) and long-term (two years delayed) negative health effects. Thus, we firstly hypothesise indirect effects between job insecurity on depressive symptoms and sleep difficulties via organisational injustice at the within person level. Furthermore, because employees who often experience job insecurity may no longer have security expectations in their psychological contract, we suggest that the strength of the job insecurity-injustice relationship differs between individuals, such that the relationship is weaker for individuals with higher average levels of job insecurity over time. Finally, we hypothesised that the relationship between organisational injustice and depressive symptoms and sleep difficulties is stronger for individuals who experience more over time-variation in organisational injustice. We expect this pattern because recent research shows that injustice has stronger effects for individuals whose justice experiences vary as opposed to relatively stable injustice perceptions.Method: The study population consisted of participants in the Swedish Longitudinal Occupational Survey of Health (SLOSH) study, a nationally representative longitudinal cohort survey. We selected only permanent workers over four consecutive data waves (2010, 2012, 2014, 2016) and analyzed the data with multilevel analysis.Results: At the within-person level, we found significant direct effects of job insecurity on organisational injustice. Job insecurity and organisational injustice displayed direct synchronous effects on both health outcomes, but few delayed effects were found. The indirect effects were significant for synchronous but not for delayed health outcomes. Significant cross-level interactions were found for between-individual differences in job insecurity, but not for between- individual differences in organisational justice. In particular, as hypothesised, the link between job insecurity and organisational injustice at each wave was weaker for individuals with higher average levels of job insecurity perceptions but stronger for those who rarely experienced job insecurity during the time of the study.Discussion: This study is one of the few studies investigating within- and between-person mechanisms that link feelings of job insecurity to the experience of organisational injustice and health outcomes over time. It also adds to the debate whether job insecurity and organisational injustice associate with health via mediation or moderation mechanisms by showing that both mechanisms may operate simultaneously yet on different levels. Furthermore, this study highlights that permanent workers view their organisation as less fair when they experience job insecurity, the more so if their psychological contract is largely intact and builds on security expectations. Both job insecurity and injustice have rather direct effects for health.
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2.
  • Bernhard-Oettel, Claudia, et al. (author)
  • How Do Job Insecurity and Organizational Justice Relate to Depressive Symptoms and Sleep Difficulties : A Multilevel Study on Immediate and Prolonged Effects in Swedish Workers
  • 2020
  • In: Applied Psychology. - : Wiley. - 0269-994X .- 1464-0597. ; 69:4, s. 1271-1300
  • Journal article (peer-reviewed)abstract
    • Drawing on stress and justice literature, we argue that perceptions of job insecurity induce feelings of low procedural justice, which has immediate and prolonged negative effects on health (depressive symptoms, sleep difficulties). Moreover, we explore whether the strength of the job insecurity-justice relationship differs between individuals as a function of their average level of job insecurity over time. Finally, we explore whether the procedural justice-health relationship differs between individuals as a function of variability in justice perceptions over time. We analyzed Swedish panel data from permanent workers over four consecutive waves (with a two-year time lag between waves) using multilevel analysis, separating within- and between-person variance. Results showed that job insecurity associated negatively with procedural justice at the same time point for all waves. Prolonged effects were less stable. We found immediate (but not prolonged) indirect effects of job insecurity on health outcomes via procedural justice. Average levels in job insecurity over time moderated the within-person job insecurity-justice relationship. However, variability in procedural justice over time did not moderate the within-person justice-health relationship. In conclusion, disentangling within- and between-person variability of job insecurity and justice perceptions contributes to the understanding of health effects.
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3.
  • Eib, Constanze, PhD, 1985-, et al. (author)
  • Fairness at Work
  • 2021
  • In: Handbook on Management and Employment Practices. - Cham : Springer.
  • Book chapter (peer-reviewed)abstract
    • Fairness at work is a crucial factor for lasting work performance and well-being at work. The chapter begins with the conceptualizations of fairness at work and organizational justice, its different dimensions and developments over time, as well as the multiple ways on how to measure the concepts.Next, the chapter condenses the extensive empirical evidence on the consequences of fairness at work for employees’ work-related attitudes and behaviors as well as the consequences for groups, customers, and other stakeholders. We particularly highlight the growing literature on fairness and health, providing an account of longitudinal studies on a selection of health outcomes, underlying mechanisms for the justice-health relationships, and evidence of reversed effects.The chapter focuses on several aspects of fairness at work that are relevant at different stages of organizational changes. It is outlined how fairness at work can help employees manage uncertainties, threatened identities, and changed inputs and outputs that organizational changes often trigger. It is presented how, why, and when fairness perceptions may themselves undergo a change, triggered by organizational changes.Lastly, we briefly present issues relevant for implementing fairness at work effectively, outlining relevant boundary conditions and available intervention studies.
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4.
  • Eib, Constanze, et al. (author)
  • Organizational justice and health : Studying mental preoccupation with work and social support as mediators for lagged and reversed relationships
  • 2018
  • In: Journal of Occupational Health Psychology. - : American Psychological Association (APA). - 1076-8998 .- 1939-1307. ; 23:4, s. 553-567
  • Journal article (peer-reviewed)abstract
    • Organizational justice perceptions are considered a predictor of health and well-being. To date, empirical evidence about whether organizational justice perceptions predict health or health predicts organizational justice perceptions is mixed. Furthermore, the processes underlying these relationships are largely unknown. In this article, we study whether bidirectional relationships can be explained by 2 different mediation mechanisms. First, based on the allostatic load model, we suggest that the relationships between organizational justice perceptions and different health indicators are mediated through mental preoccupation with work. Second, based on the affective perception and affective reaction assumption, we investigate if the relationships between different health indicators and organizational justice perceptions are mediated by social support at work. Using a large-scale Swedish panel study (N = 3,236), we test the bidirectional mediating relationships between procedural justice perceptions and self-rated health, depressive symptoms, and sickness absence with a cross-lagged design with 3 waves of data. Significant lagged effects from procedural justice to health were found for models predicting depressive symptoms and sickness absence. Mental preoccupation with work was not found to mediate the longitudinal relationship between procedural justice perceptions and indicators of health. Significant lagged effects from health indicators to procedural justice were found for models involving self-rated health, depressive symptoms, and sickness absence. Social support mediated the longitudinal relationships between all 3 health indicators and procedural justice. Results are discussed in light of previous studies and implications for theory and practice are outlined.
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5.
  • Eib, Constanze, et al. (author)
  • Time to leave? Organizational justice as predictor of early or late retirement
  • 2019
  • In: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 1036-1036
  • Conference paper (other academic/artistic)abstract
    • Purpose: Research has highlighted that a poor psychosocial work environment is associated with early retirement, which constitutes a drain of knowledge and resources. Organizational justice is one aspect of the work environment that can be addressed by management representatives. In this study, we focus on organizational justice as important job resource with substantial relations to work and health outcomes. Justice theories suggest that organizational justice communicates to employees that they are valued members of the work group. Also, when feeling fairly treated, employees are more likely to want to reciprocate fairness, with, for instance, keep working with the company. The aim of the current research is to investigate the relationship between organizational justice and early and late retirement.Methodology: The Swedish Longitudinal Occupational Health Survey (SLOSH) was used. A total of 1570 retirees were available who retired in 2012, 2014 or 2016. Of these, 509 retired before they were 65 years old, 551 when they were 65 years old, and 510 above 65 years of age. Procedural justice was assessed with 7 items from a validated scale.Results: Preliminary findings show that those who retired after the statutory retirement age of 65 years reported higher procedural justice one year before they retired than the other two groups.Implications: Results suggest that organizational justice may be a good predictor to gauge whether employees want to continue working after their statutory retirement age.Originality: One of the few studies investigating how organizational justice relates to actual retirement using longitudinal data in Sweden.
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6.
  • Eib, Constanze, et al. (author)
  • Trajectories of Procedural and Interactional Justice as Predictors of Retirement among Swedish Workers : Differences between Three Groups of Retirees
  • 2021
  • In: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 18:12
  • Journal article (peer-reviewed)abstract
    • Organizational justice is an important aspect of the psychosocial work environment, but there is a lack of studies on whether justice perceptions also predict retirement decisions. The aim of this study is to examine trajectories of procedural and interactional justice perceptions prior to retirement of three groups of retirees while considering self-rated health and important demographics. Data from the Swedish Longitudinal Occupational Survey of Health (2006-2018, N = 3000) were used. Respondents were grouped into early retirement, normative retirement and late retirement. Latent growth curve models and multinomial logistic regressions were conducted to test whether trajectories of justice perceptions prior to retirement differed between retirement groups while controlling for self-rated health development and demographic variables. Late retirees had higher intercept levels of interactional justice and higher intercept levels of self-rated health prior to retirement, compared to early retirees. Late retirees also showed a slower decrease in procedural justice compared to early retirees. Only intercept levels of self-rated health differed between early retirees and normative retirees, such that early retirees had lower levels of self-rated health prior to retirement. Keeping employees in the workforce is a major challenge for any aging society. Organizational justice perceptions in the years prior to retirement seem particularly influential for delaying retirement.
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7.
  • Eib, Constanze, et al. (author)
  • You can't always get what you want : Mechanisms and consequences of intra-organizational job change among middle managers in Sweden
  • 2022
  • In: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 33:15, s. 2961-2990
  • Journal article (peer-reviewed)abstract
    • An intra-organizational change process involving all middle managers was studied in a public sector organization in Sweden over three time points, spanning two years in total. Using sensemaking and the person-environmental fit literature as well studies on promotion and demotion, hypotheses about the effects of managerial status loss and being offered a non-preferred role (non-preference) on change reactions (job satisfaction, turnover intentions, mental health) are made. Data from 140 middle managers was analyzed with path models, where two process factors (perceived organizational support during the change, procedural justice of the change) and two job characteristics (job demand, job control) were tested simultaneously as mediators. Results revealed that managerial status loss had negative effects on work attitudes but mental health was positively affected over time through decreased job demands. Non-preference had negative consequences for all outcome variables and these effects were mediated through lower procedural justice of the change, lower job control, and for some outcomes, lower perceived organizational support during the change. The results provide insight into how middle managers react to change, and suggest that process justice and job characteristics play an important part in shaping these reactions.
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8.
  • Leineweber, Constanze, et al. (author)
  • How is low interpersonal justice related to organizational turnover over time? Results from a longitudinal cohort study
  • 2019
  • In: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 1184-1184
  • Conference paper (other academic/artistic)abstract
    • Purpose: The aim of the current study is to investigate associations between justice perceptions and turnover behavior over time. We focus on interpersonal justice, which captures the respectful and dignified treatment from the supervisor, because it evokes strong emotional reactions. We relate interpersonal justice to two aspects of turnover (group, employer) over time.Design: The project is based on data collected in the Swedish Longitudinal Occupational Survey of Health (SLOSH) 2012-2016 (n=2450). We used autoregressive cross-lagged models within a multilevel structural equation modelling (MSEM) framework to address reciprocal influences on justice perceptions and turnover behavior.Results: We found that high interpersonal justice at tn-1 was associated with a decreased risk of having left the employer at tn (B=-.037 p≤.001) and having changed the workgroup (B=-.067 p≤.001). Having changed the employer during the past two years was related to higher perceived interpersonal justice at tn (B=.220, p≤.001). Also, having changed the workgroup was related to increased interpersonal justice (B=.082, p≤.017).Limitations: Causality cannot be proven despite the longitudinal design.Practical Implications: Interpersonal justice is a potential target for interventions in order to keep employees in the organization.Originality: We investigate cross-lagged associations between justice perceptions and two aspects of turnover behaviour taking four repeated measurements into account.Conclusion: Poor interpersonal justice is a risk factor for leaving the group and organization.
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9.
  • Leineweber, Constanze, et al. (author)
  • Interactional justice at work is related to sickness absence : a study using repeated measures in the Swedish working population
  • 2017
  • In: BMC Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 17
  • Journal article (peer-reviewed)abstract
    • Background: Research has shown that perceived unfairness contributes to higher rates of sickness absence. While shorter, but more frequent periods of sickness absence might be a possibility for the individual to get relief from high strain, long-term sickness absence might be a sign of more serious health problems. The Uncertainty Management Model suggests that justice is particularly important in times of uncertainty, e.g. perceived job insecurity. The present study investigated the association between interpersonal and informational justice at work with long and frequent sickness absence respectively, under conditions of job insecurity.Methods: Data were derived from the 2010, 2012, and 2014 biennial waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final analytic sample consisted of 19,493 individuals. We applied repeated measures regression analyses through generalized estimating equations (GEE), a method for longitudinal data that simultaneously analyses variables at different time points. We calculated risk of long and frequent sickness absence, respectively in relation to interpersonal and informational justice taking perceptions of job insecurity into account.Results: We found informational and interpersonal justice to be associated with risk of long and frequent sickness absence independently of job insecurity and demographic variables. Results from autoregressive GEE provided some support for a causal relationship between justice perceptions and sickness absence. Contrary to expectations, we found no interaction between justice and job insecurity.Conclusions: Our results underline the need for fair and just treatment of employees irrespective of perceived job insecurity in order to keep the workforce healthy and to minimize lost work days due to sickness absence.
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10.
  • Leineweber, Constanze, et al. (author)
  • Is interpersonal justice related to group and organizational turnover? Results from a Swedish panel study
  • 2020
  • In: Social Science and Medicine. - : Elsevier BV. - 0277-9536 .- 1873-5347. ; 265
  • Journal article (peer-reviewed)abstract
    • Rational: Research on the relationship between organizational justice and turnover has mainly focused on turnover intentions rather than behavior, and the role of health in this relationship has been widely ignored.Objective: In his study, we hypothesized that interpersonal justice perceptions and self-rated health impact on later group (changing work groups while staying in the organization) and organizational turnover (changing organizations). The main effect of self-rated health on group and organizational turnover, as well as its moderating influence on the relationship between interpersonal justice perceptions and turnover, was investigated. Finally, we investigated whether group and organizational turnover are related to changes in subsequent interpersonal justice perceptions.Methods: Swedish panel data from permanent workers answering at up to five consecutive time points were used, and multilevel structural equation models were calculated.Results: Results showed that low interpersonal justice perceptions increase the risk of subsequent organizational, but not group, turnover. Lower levels of self-rated health predicted group, but not organizational, turnover. The effect of interpersonal justice perceptions on organizational turnover differed depending on self-rated health. Among those with poorer self-rated health, the negative association between interpersonal justice perceptions and organizational turnover was less pronounced. We also found that organizational turnover associated positively and group turnover negatively with changes in interpersonal justice perceptions.Conclusion: In conclusion, perceiving interpersonal justice decreases the risk of organizational turnover, but the association is less pronounced among employees with poor self-rated health.
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11.
  • Leineweber, Constanze, et al. (author)
  • The influence of and change in procedural justice on self-rated health trajectories : Swedish Longitudinal Occupational Survey of Health results
  • 2016
  • In: Scandinavian Journal of Work, Environment and Health. - : Scandinavian Journal of Work, Environment and Health. - 0355-3140 .- 1795-990X. ; 42:4, s. 320-328
  • Journal article (peer-reviewed)abstract
    • Objectives: Procedural justice perceptions are shown to be associated with minor psychiatric disorders, long sickness absence spells, and poor self-rated health, but previous studies have rarely considered how changes in procedural justice influence changes in health. Methods: Data from four consecutive biennial waves of the Swedish Longitudinal Survey of Health (SLOSH) (N=5854) were used to examine trajectories of self-rated health. Adjusting for age, sex, socioeconomic position, and marital status, we studied the predictive power of change in procedural justice perceptions using individual growth curve models within a multilevel framework. Results: The results show that self-rated health trajectories slowly decline over time. The rate of change was influenced by age and sex, with older people and women showing a slower rate. After adjusting for age, sex, socioeconomic position, and marital status, procedural justice was significantly associated with self-rated health. Also, improvements in procedural justice were associated with improvements in self-rated health. Additionally, a reverse relationship with and change in self-rated health predicting procedural justice was found. Conclusions: Our findings support the idea that procedural justice at work is a crucial aspect of the psychosocial work environment and that changes towards more procedural justice could influence self-rated health positively. The reciprocal association of procedural justice and self-rated health warrants further research.
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12.
  • Leineweber, Constanze, et al. (author)
  • The mediating effect of exhaustion in the relationship between effort-reward imbalance and turnover intentions : A 4-year longitudinal study from Sweden
  • 2021
  • In: Journal of Occupational Health. - : Wiley. - 1341-9145 .- 1348-9585. ; 63:1
  • Journal article (peer-reviewed)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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13.
  • Leineweber, Constanze, et al. (author)
  • Trajectories in Effort-Reward Imbalance Over Time and their Associations with Health Complaints
  • 2018
  • In: Book of Proceedings 13th Conference of the European Academy of Occupational Health Psychology. - Nottingham : European Academy of Occupational Health Psychology. - 9780992878641 ; , s. 223-223
  • Conference paper (peer-reviewed)abstract
    • Objectives: The effort-reward imbalance (ERI) model is one of the predominant models in contemporary stress research. It defines stress as a combination of high efforts at work and low work-related rewards. While ERI has been found to be related to a range of health outcomes, little is known about developments in ERI over time. The aim of this study is to (i) identify long- term patterns (trajectories) of effort-reward imbalance in the Swedish working population, to (ii) describe these trajectories with respect to background and work-related factors, and to (iii) evaluate health complaints associated with these trajectories.Methods: The study was based on panel data with four measurement points (2010, 2012, 2014, 2016) collected within the Swedish Longitudinal Occupational Survey of Health. Latent class growth modelling was conducted and differences in background and work factors as well as differences in health outcomes, covering self-rated health, sickness absence, depression, musculoskeletal disorder, migraine, cardiovascular heart disease, and blood pressure between trajectories, were analysed.Results: Four trajectories were found. A low imbalance trajectory characterised by moderate values of effort and reward comprised the majority of the study population (90%). The next largest trajectory, comprising 4% of all participants, showed the highest baseline value of effort and the lowest baseline value of reward. This trajectory was characterised by a decrease in ERI score followed by an increase and labelled as U-shaped imbalance. The third trajectory, which we called inverted U-shaped, represented 3% of all participants. It was characterised by moderate values of effort matched with moderate values of reward. Its development showed an increase in ERI followed by a decrease. The last trajectory also represented 3% of all participants and was characterised by a rather high mean value in effort in combination with a moderate mean value of reward. This trajectory showed an accelerating increase in ERI over time. We labelled it the increasing imbalance trajectory. The most favourable trajectory was dominated by men working in the private sector, while women were overrepresented in the less favourable ERI trajectories. Also, being in a less favourable trajectory was found to be associated with health complaints and diseases. For the increasing imbalance trajectory, this association remained stable also after controlling for baseline health.Conclusion: Our results indicate that about 10% of all employees experience an imbalance between efforts and received rewards at work. To a large extent, these workers are women working in the public sector. As effort-reward imbalance is a contributing factor to these workers’ill-health, measures should be taken to increase balance between efforts and rewards, particularly in the most vulnerable groups identified in this study.
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14.
  • Leineweber, Constanze, 1973-, et al. (author)
  • Trajectories of effort-reward imbalance in Swedish workers : Differences in demographic and work-related factors and associations with health
  • 2020
  • In: Work & Stress. - : Informa UK Limited. - 0267-8373 .- 1464-5335. ; 34:3, s. 238-258
  • Journal article (peer-reviewed)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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15.
  • Peristera, Paraskevi, 1976-, et al. (author)
  • Organizational injustice and sickness absence : The moderating role of locked-in status
  • 2023
  • In: SSM - Population Health. - : Elsevier. - 2352-8273. ; 23
  • Journal article (peer-reviewed)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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16.
  • Persson, Viktor, et al. (author)
  • Effects of procedural justice on prospective antidepressant medication prescription : a longitudinal study on Swedish workers
  • 2020
  • In: BMC Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 20:1
  • Journal article (peer-reviewed)abstract
    • Background: Procedural justice has been linked to several mental health problems, but most studies have used self-reported data. There exist a need to assess the link between procedural justice and health using outcomes that are not only self-reported. The aim of the current study was to examine whether perceived procedural justice at work is prospectively associated with antidepressant medication prescription.Methods: Data from 4374 participants from the Swedish Longitudinal Survey of Health (SLOSH) were linked to the Swedish National Prescribed Drug register. Based on their perceived procedural justice at two times (2010 and 2012), participants were divided into four groups: stable low, increasing, decreasing and stable high justice perceptions. Using Cox regression, we studied how the course of stability and change in perceived procedural justice affected the rate of prescription of antidepressant medication over the next 2 years. Participants with missing data and those who had been prescribed antidepressant medication in the period leading up to 2012 were excluded in the main analyses to determine incident morbidity.Results: The results showed that after adjustment for sex, age, education, socioeconomic position, marital status, and insecure employment a decrease in perceived procedural justice over time was associated with greater receipt of antidepressants compared to people with stable high perceptions of procedural justice (HR 1.76, 95% CI: 1.16 to 2.68). Being female and having insecure employment were also associated with higher hazards of antidepressant prescription.Conclusions: These findings strengthen the notion that procedural justice at work influences psychological well-being, as well as provide new insights into how procedural justice perceptions may affect mental health.
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17.
  • Aboagye, Emmanuel, et al. (author)
  • Exhaustion and Impaired Work Performance in the Workplace : Associations With Presenteeism and Absenteeism
  • 2019
  • In: Journal of Occupational and Environmental Medicine. - : Wolters Kluwer. - 1076-2752 .- 1536-5948. ; 61:11, s. 438-444
  • Journal article (peer-reviewed)abstract
    • Objective: The aim of this study was to investigate the association between presenteeism and absenteeism during the previous year and the current levels of exhaustion and impaired work performance in a Swedish university setting.Methods: In a study of 3525 employees, an ordinal logistic regression and general linear model was used to examine the association between presenteeism and absenteeism during the previous year and the current exhaustion and impaired work performance, respectively.Results: Presenteeism, but not absenteeism, during the previous year independently increased the risk of having moderate or severe exhaustion. Presenteeism, absenteeism, and exhaustion remained positively associated with impaired work performance when health status and other confounders had been adjusted for.Conclusions: Presenteeism, but not absenteeism, was associated with exhaustion. Both presenteeism and absenteeism were the salient correlates of impaired work performance.
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18.
  • Aboagye, Emmanuel, et al. (author)
  • What is Number of Days in Number of Times? : Associations Between, and Responsiveness of, Two Sickness Presenteeism Measures
  • 2020
  • In: Journal of Occupational and Environmental Medicine. - : Wolters Kluwer. - 1076-2752 .- 1536-5948. ; 62:5, s. e180-e185
  • Journal article (peer-reviewed)abstract
    • Objective: To examine the associations between sickness presenteeism (SP) reported as number of days with SP reported as number of times and to evaluate their responsiveness.Methods: The study population (n = 454) consisted of employed individuals, at risk of long-term sickness absence. Correlation analyses were performed to examine associations between the two SP measures and external constructs such as work performance, general health, and registered sick leave. Both SP constructs were measured several times to examine responsiveness.Results: The SP measures are moderately correlated. They moderately correlated with work performance and health status measures. SP reported as number of times seems to be more sensitive than number of days in detecting changes after rehabilitation.Conclusions: Numerical or categorical constructs are valid sources of data on SP. However, categorized SP seems to be more responsive.
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19.
  • Albrecht, Sophie Charlotte, et al. (author)
  • Association of work-time control with sickness absence due to musculoskeletal and mental disorders : An occupational cohort study
  • 2020
  • In: Journal of Occupational Health. - : Wiley. - 1341-9145 .- 1348-9585. ; 62:1
  • Journal article (peer-reviewed)abstract
    • Objectives: Work-time control is associated with lower sickness absence rates, but it remains unclear whether this association differs by type of diagnosis and sub-dimension of work-time control (control over daily hours and control over time off) and whether certain vulnerable groups benefit more from higher levels of work-time control.Methods: Survey data from the Finnish 10-town study in 2004 were used to examine if baseline levels of work-time control were associated with register data on diagnose-specific sickness absence for 7 consecutive years (n = 22 599). Cox proportional hazard models were conducted, adjusted for age, sex, education, occupational status, shift work including nights, and physical/mental workload.Results: During follow-up, 2,818 individuals were on sick leave (>= 10 days) due to musculoskeletal disorders and 1724 due to mental disorders. Employees with high (HR = 0.80, 95% CI 0.74-0.87; HR = 0.76, 95% CI 0.70-0.82, respectively) and moderate (HR = 0.83, 95% CI 0.77-0.90; HR = 0.85, 95% CI 0.79-0.91, respectively) levels of control over daily hours/control over time off had a decreased risk of sickness absence due to musculoskeletal disorders. Sub-group analyses revealed that especially workers who were older benefitted the most from higher levels of work-time control. Neither sub-dimension of work-time control was related to sickness absence due to mental disorders.Conclusions: Over a 7-year period of follow-up, high and moderate levels of work-time control were related to lower rates of sickness absence due to musculoskeletal disorders, but not due to mental disorders.
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20.
  • Albrecht, Sophie C., 1988-, et al. (author)
  • Prospective effects of work-time control on overtime, work-life interference and exhaustion in female and male knowledge workers
  • 2024
  • In: Scandinavian Journal of Public Health. - : SAGE Publications. - 1403-4948 .- 1651-1905. ; 52:2, s. 205-215
  • Journal article (peer-reviewed)abstract
    • Aims: Employee-based flexible working hours are increasing, particularly among knowledge workers. Research indicates that women and men use work–time control (WTC; control over time off and daily hours) differently: while men work longer paid hours, women use WTC to counteract work–life interference. In a knowledge-worker sample, we examined associations between WTC and overtime, work–life interference and exhaustion and tested whether gender moderates the mediating role of overtime. Methods: The sample contained 2248 Swedish knowledge workers. Employing hierarchical regression modelling, we examined effects of control over time off/daily hours on subsequent overtime hours, work–life interference and exhaustion in general and in gender-stratified samples. Using conditional process analysis, we tested moderated mediation models. Results: Control over time off was related to less work–life interference (βmen= −0.117; 95% confidence interval (CI): −0.237 to 0.003; βwomen= −0.253; 95% CI: −0.386 to −0.120) and lower exhaustion (βmen= −0.199; 95% CI: −0.347 to −0.051; βwomen= −0.271; 95% CI: −0.443 to −0.100). For control over daily hours, estimates were close to zero. While men worked more overtime (42 min/week), we could not confirm gender moderating the indirect effect of control over time off/daily hours on work–life interference/exhaustion via overtime. Independent of gender, effects of control over time off on work–life interference were partly explained by working fewer overtime hours. Conclusions: Control over time off was related to lower exhaustion and better work–life balance (in particular for women). We found no evidence for men’s work–life interference increasing with higher WTC owing to working more overtime. Knowledge workers’ control over time off may help prevent work–life interference and burnout.
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21.
  • Albrecht, Sophie Charlotte, 1988- (author)
  • The Highs and Lows of Work-Time Control : Exploring the role of control over working hours for health
  • 2021
  • Doctoral thesis (other academic/artistic)abstract
    • Flexible work-time arrangements are thought to create ways of aligning work and private life and facilitate recovery. While temporal flexibility is found to generally bolster work–life balance, its effects on health outcomes are less well known. The present thesis seeks to examine if and how perceived control over working hours benefits workers’ health. Utilising a large Swedish cohort study, four empirical studies explored the association of work-time control (WTC) with subsequent mental and physical health as well as the underlying mechanisms and moderating influences.Study I assessed the factorial structure of an instrument to measure WTC and found two sub-dimensions: control over daily hours (the length, starting and ending times of a workday) and control over time off (the taking of breaks/time/days off, paid and unpaid). Levels of control per sub-dimension were described by demographic and work-related factors for a large sample of Swedish workers. In particular, shift, public sector and female workers reported low levels of WTC.Study II examined effects of control over daily hours and time off on depressive symptoms. Increasing control over time off was related to decreasing depressive symptoms over time, whereas only initial level of control over daily hours was associated with lower levels of depressive symptoms. For both sub-dimensions of WTC, the direction of this effect was predominantly from perceived control to subsequent depressive symptoms; reversed processes were of less importance.Study III focused on work–life interference as one step on the causal chain between WTC and depressive symptoms and musculoskeletal complaints, respectively. For both sub-dimensions of WTC, part of the effect on depressive symptoms went through work–life interference. Reversed processes played a role between depressive symptoms and work–life interference only. Control over time off was found to mitigate work–life interference and subsequent depressive symptoms more than control over daily hours, albeit with generally small effects. Regarding musculoskeletal complaints, effects were even smaller and work–life interference appeared to be less important.Study IV assessed gender differences in the impact of WTC on work–life interference and exhaustion regarding the mediating role of overtime hours. In a sample of knowledge workers, higher control over time off was associated with lower subsequent work–life interference and exhaustion, while control over daily hours was unrelated to both outcomes. Although men worked more overtime hours than women on average, no evidence was found for men with high control over time off/daily hours to perceive more work–life interference/exhaustion due to increased overtime compared to women.This thesis found that higher levels of WTC were beneficial for a range of health outcomes, which was partly explained by fewer work–life conflicts. While these effects were generally small, control over time off in particular was consistently associated with favourable outcomes in health, work-life balance and working hours. Given that the level of workers’ discretion over working hours varies starkly by work and demographic factors, enhancing the availability of flexible work-time arrangements is in the interest of public health. WTC, with a particular focus on employees’ ability to take time off from work, may improve the daily work–life interface and support a sustainable working life.
  •  
22.
  • Albrecht, Sophie C., et al. (author)
  • The longitudinal relationship between control over working hours and depressive symptoms : Results from SLOSH, a population-based cohort study
  • 2017
  • In: Journal of Affective Disorders. - : Elsevier BV. - 0165-0327 .- 1573-2517. ; 215, s. 143-151
  • Journal article (peer-reviewed)abstract
    • BACKGROUND: Psychosocial work factors can affect depressive moods, but research is inconclusive if flexibility to self-determine working hours (work-time control, WTC) is associated with depressive symptoms over time. We investigated if either sub-dimension of WTC, control over daily hours and control over time off, was related to depressive symptoms over time and examined causal, reversed-causal, and reciprocal pathways.METHODS: The study was based on four waves of the Swedish Longitudinal Occupational Survey of Health which is a follow-up of representative samples of the Swedish working population. WTC was measured using a 5-item index. Depressive symptoms were assessed with a brief subscale of the Symptom Checklist. Latent growth curve models and cross-lagged panel models were tested.RESULTS: Best fit was found for a model with correlated intercepts (control over daily hours) and both correlated intercepts and slopes (control over time off) between WTC and depressive symptoms, with stronger associations for control over time off. Causal models estimating impacts from WTC to subsequent depressive symptoms were best fitting, with a standardised coefficient between -0.023 and -0.048.LIMITATIONS: Results were mainly based on self-report data and mean age in the study sample was relatively high.CONCLUSION: Higher WTC was related to fewer depressive symptoms over time albeit small effects. Giving workers control over working hours - especially over taking breaks and vacation - may improve working conditions and buffer against developing depression, potentially by enabling workers to recover more easily and promoting work-life balance.
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23.
  • Albrecht, Sophie C., et al. (author)
  • The mediating effect of work-life interference on the relationship between work-time control and depressive and musculoskeletal symptoms
  • 2020
  • In: Scandinavian Journal of Work, Environment and Health. - : Scandinavian Journal of Work, Environment and Health. - 0355-3140 .- 1795-990X. ; 46:5, s. 469-479
  • Journal article (peer-reviewed)abstract
    • Objectives Evidence shows that work-time control (WTC) affects health but underlying mechanisms are still unclear. Work-life interference (WLI) might be a step on the causal pathway. The present study examined whether WLI mediates effects on mental and physical health and contrasted these to other causal pathways.Methods Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, N=26 804) were used. Cross-lagged analyses were conducted to estimate if WLI mediated effects from WTC (differentiating between control over daily hours and time off) to subsequent depressive and musculoskeletal symptoms. Other causal directions (reversed mediation, direct and reversed direct effects) and robustness of mediation (by including covariates) were examined.Results WLI partially mediated the relationship of WTC (control over daily hours/time off) with both health outcomes. Indirect effect estimates were small for depressive symptoms (-0.053 for control over time off and -0.018 for control over daily hours) and very small for musculoskeletal symptoms (-0.007 and -0.003, respectively). While other causal directions were generally weaker than causal mediational pathways, they played a larger role for musculoskeletal compared to depressive symptoms. Estimates relating to control over time off were in general larger than for control over daily hours.Conclusions Our results suggest that WLI mediates part of the effect from WTC to mental/musculoskeletal symptoms, but small estimates suggest that (i) WTC plays a small but consistent role in effects on health and (ii) particularly regarding musculoskeletal disorders, other causal directions and mediators need to be further examined.
  •  
24.
  • Albrecht, Sophie, et al. (author)
  • Investigating the factorial structure and availability of work time control in a representative sample of the Swedish working population
  • 2016
  • In: Scandinavian Journal of Public Health. - : SAGE Publications. - 1403-4948 .- 1651-1905. ; 44:3, s. 320-328
  • Journal article (peer-reviewed)abstract
    • Aims: Past research has often neglected the sub-dimensions of work time control (WTC). Moreover, differences in levels of WTC with respect to work and demographic characteristics have not yet been examined in a representative sample. We investigated these matters in a recent sample of the Swedish working population. Methods: The study was based on the 2014 data collection of the Swedish Longitudinal Occupational Survey of Health. We assessed the structure of the WTC measure using exploratory and confirmatory factor analysis. Differences in WTC by work and demographic characteristics were examined with independent sample t-tests, one-way ANOVAs and gender-stratified logistic regressions. Results: Best model fit was found for a two-factor structure that distinguished between control over daily hours and control over time off (root mean square error of approximation = 0.06; 95% CI 0.04 to 0.09; Comparative Fit Index (CFI) = 0.99). Women, shift and public-sector workers reported lower control in relation to both factors. Age showed small associations with WTC, while a stronger link was suggested for civil status and family situation. Night, roster and rotating shift work seemed to be the most influential factors on reporting low control over daily hours and time off. Conclusions: Our data confirm the two-dimensional structure underlying WTC, namely the components 'control over daily hours' and 'control over time off'. Women, public-sector and shift workers reported lower levels of control. Future research should examine the public health implications of WTC, in particular whether increased control over daily hours and time off can reduce health problems associated with difficult working-time arrangements.
  •  
25.
  • Albrecht, Sophie, 1988-, et al. (author)
  • Prospective effects of work-time control on overtime, work-life interference and exhaustion in female and male knowledge workers
  • Other publication (other academic/artistic)abstract
    • Aims: Employee-based flexible working hours are increasing, particularly among knowledge workers. Research indicates that women and men use work–time control (WTC; control over time off and daily hours) differently: while men work longer paid hours, women use WTC to counteract work–life interference. In a knowledge-worker sample, we examined associations between WTC and overtime, work–life interference and exhaustion and tested if gender moderates the mediating role of overtime.Methods: The sample contained 2248 Swedish knowledge workers. Employing hierarchical regression modelling, we examined effects of control over time off/daily hours on subsequent overtime hours, work–life interference and exhaustion in general and in gender-stratified samples. Using conditional process analysis, we tested moderated mediation models.Results: Control over time off was related to less work–life interference (βmen=-0.117; CI95%: -0.237 to 0.003; βwomen=-0.253; CI95%: -0.386 to -0.120) and lower exhaustion (βmen=-0.199; CI95%: -0.347 to -0.051; βwomen=-0.271; CI95%: -0.443 to -0.100). For control over daily hours, estimates were close to zero. While men worked more overtime (42 minutes/week), we could not confirm gender moderating the indirect effect of control over time off/daily hours on work–life interference/exhaustion via overtime. Independent of gender, effects of control over time off on work–life interference were partly explained by working fewer overtime hours.Conclusion: Control over time off was related to lower exhaustion and better work–life balance (in particular for women). We found no evidence for men’s work–life interference increasing with higher WTC due to working more overtime. Knowledge workers’ control over time off may aid to prevent work–life interference and burnout.
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26.
  • Aronsson, Gunnar, et al. (author)
  • Health and motivation as mediators of the effects of job demands, job control, job support, and role conflicts at work and home on sickness presenteeism and absenteeism
  • 2021
  • In: International Archives of Occupational and Environmental Health. - : Springer Nature. - 0340-0131 .- 1432-1246. ; 94:3, s. 409-418
  • Journal article (peer-reviewed)abstract
    • Purpose: The first objective was to contribute to a better understanding of the contrasting and paradoxical results in studies of work environment factors and sickness presence and sickness absence. A second objective was to examine if, and under what conditions, employees choose to replace sickness absence with sickness presence, i.e., so-called substitution.Methods: The study utilizes a large body of cross-sectional questionnaire data (n = 130,161) gathered in Sweden from 2002 to 2007 in connection with a comprehensive health promotion initiative. Health and motivation were analyzed as mediators of the effects of five job factors, job control, job support, job demand, role conflict and “work to family conflict” on sickness presence and absence.Results: The results concerning job demands indicate substitution in that increased job demands are associated with increased presenteeism and reduced absenteeism. The direct effect of higher job support was increased absenteeism, but via the health and motivation paths, the total effect of more social support was health-promoting and associated with a reduction in sickness absence and sickness presence. High job control emerged as the most pronounced health-promoting factor, reducing sickness presenteeism as well as absenteeism. More role conflicts and work-to-family conflicts were directly and indirectly associated with decreased health and increased absenteeism as well as presenteeism. earlier research.Conclusion: The mediation analyzes shed light on some of the paradoxes in research on sickness presenteeism and sickness absenteeism, especially regarding job demands and job support. The substitution effect is important for workplace policy and occupational health practice.
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27.
  • Aronsson, Gunnar, et al. (author)
  • The changing nature of work - Job strain, job support and sickness absence among care workers and in other occupations in Sweden 1991-2013
  • 2021
  • In: SSM - Population Health. - : Elsevier BV. - 2352-8273. ; 15
  • Journal article (peer-reviewed)abstract
    • This study examined exposure changes in three psychosocial dimensions - job demands, job control, and social support - and the associations between these dimensions and sickness absence throughout the period 1991-2013. The analyses covered periods of economic ups and downs in Sweden and periods involving major fluctuations in sickness absence. Data on care workers (n = 16,179) and a comparison group of employees in other occupations (n = 82,070) were derived from the biennial Swedish Work Environment Survey and linked to register data on sickness absence. Eight exposure profiles, based on combinations of demands, control, and support, were formed. The proportion of individuals with work profiles involving high demands doubled among care workers (14%-29%) while increasing modestly in the comparison group (17%-21%) 1991-2013. The work profile that isolated high-strain (iso-strain), i.e., high demands, low control, and low social support, was more prevalent among care workers, from 4% in 1991 to 11% in 2013. Individuals with work profiles involving highdemand jobs had the highest number of days on sickness absence during the study period and those with the isostrain work profile had the highest increase in sickness absence, from 15 days per year during 1993-1994, to 42 days during 2000-2002. Employees with a passive work profile (low job demands and low job control) had the lowest rate and the lowest increase in sickness absence. Individuals with active work profiles, where high demands are supposed to be balanced by high job control, had a rather high increase in sickness days around 2000. A conclusion is that there is a long-term trend towards jobs with high demands. This trend is stronger among care workers than among other occupations. These levels of job demands seem to be at such a level that it is difficult to compensate for with higher job control and social support.
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28.
  • Aronsson, Vanda, et al. (author)
  • Can a poor psychosocial work environment and insufficient organizational resources explain the higher risk of ill-health and sickness absence in human service occupations? Evidence from a Swedish national cohort
  • 2019
  • In: Scandinavian Journal of Public Health. - : SAGE Publications. - 1403-4948 .- 1651-1905. ; 47:3, s. 310-317
  • Journal article (peer-reviewed)abstract
    • Aim: The aim of this study was to investigate differences in burnout, self-rated health (SRH) and sickness absence between human service occupations (HSOs) and other occupations, and whether they can be attributed to differences in psychosocial work environment and organizational resources. Methods: Data were derived from the Swedish Longitudinal Occupational Survey of Health, an approximately representative sample of the Swedish working population (n = 4408). Employment in HSOs, psychosocial work environment and organizational resources in 2012 predicted relative risks of sickness absence, burnout and suboptimal SRH in 2014 using modified Poisson regressions. The psychosocial work factors' and organizational resource variables' relative importance were estimated by adding them to the models one by one, and with population attributable fractions (PAFs). Results: Employment in HSOs was associated with a higher risk of sickness absence and the risk was explained by psychosocial and organizational factors, particularly high emotional demands, low work-time control and exposure to workplace violence. Employment in HSOs was not associated with burnout after sociodemographic factors were adjusted for, and furthermore not with SRH. A lower risk of suboptimal SRH was found in HSOs than in other occupations with equivalent psychosocial work environment and organizational resources. PAFs indicated that psychosocial work environment and organizational resource improvements could lead to morbidity reductions for all outcomes; emotional demands were more important in HSOs. Conclusions: HSOs had higher risks of sickness absence and burnout than other occupations. The most important work factors to address were high emotional demands, low work-time control, and exposure to workplace violence.
  •  
29.
  • Bergman, Louise E., et al. (author)
  • Comparing Depressive Symptoms, Emotional Exhaustion, and Sleep Disturbances in Self-Employed and Employed Workers : Application of Approximate Bayesian Measurement Invariance
  • 2021
  • In: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 11
  • Journal article (peer-reviewed)abstract
    • Studies investigating differences in mental health problems between self-employed and employed workers have provided contradictory results. Many of the studies utilized scales validated for employed workers, without collecting validity evidence for making comparisons with self-employed. The aim of this study was (1) to collect validity evidence for three different scales assessing depressive symptoms, emotional exhaustion, and sleep disturbances for employed workers, and combinators; and (2) to test if these groups differed. We first conducted approximate measurement invariance analysis and found that all scales were invariant at the scalar level. Self-employed workers had least mental health problems and employed workers had most, but differences were small. Though we found the scales invariant, we do not find them optimal for comparison of means. To be more precise in describing differences between groups, we recommend using clinical cut-offs or scales developed with the specific purpose of assessing mental health problems at work.
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30.
  • Bergström, Gunnar, Professor, et al. (author)
  • A Resourceful Work Environment Moderates the Relationship between Presenteeism and Health : A Study Using Repeated Measures in the Swedish Working Population
  • 2020
  • In: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 17:13
  • Journal article (peer-reviewed)abstract
    • The objective of this study was to investigate if the psychosocial work environment moderates the proposed negative impact of presenteeism on future general health. We expect that the negative impact of presenteeism on general health is weaker if the psychosocial work environment is resourceful, and more pronounced if the environment is stressful. Data were derived from the 2008-2018 biennial waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH). The final analytic sample consisted ofn= 15,779 individuals. We applied repeated measures regression analyses through generalized estimating equations (GEE). Results from the autoregressive GEE models showed statistically significant interaction terms between presenteeism and all four investigated moderators, i.e., job demands, job control, job support and job strain. The results indicate that the psychosocial work environment moderates the negative association between presenteeism and general health and illustrates a buffering effect of the psychosocial work environment. A possible explanation for these results may be that psychosocially resourceful work environments give room for adjustments in the work situation and facilitate recovery. The results also indicate that by investing the psychosocial work environment employers may be able to promote worker health as well as prevent reduced job performance due to presenteeism.
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31.
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32.
  • Bernhard-Oettel, Claudia, et al. (author)
  • Flourish, fight or flight : Health and well-being in self-employment over time - associations with business success
  • 2019
  • In: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress. ; , s. 207-207
  • Conference paper (other academic/artistic)abstract
    • Purpose: Around 9% of the working population in Sweden consists of self-employed business owners, but a considerable amount of them struggle to consolidate or expand their businesses. Among the factors predicting business success the decisive role of long-term health of business owners has been acknowledged only recently, but longitudinal studies testing this assumption are scarce. Based on the conservation of resources theory, good health can be seen as a resource that helps business owners to tackle high workloads and make business succeed.Design: Data from the Swedish Longitudinal Occupational Health Survey is used. Starting in 2012, N=554 self-employed have answered three or more times in the biannual data collection. Latent growth curve modelling is employed to study general and mental health trajectories and their associations with business survival over time.Results: Preliminary descriptive analyses on biannual changes suggest that roughly one in ten self-employed leaves self-employment at follow-up. Job demands and emotional exhaustion are higher among those who leave compared to those who remain in business. After integrating new data collected in 2018, growth curve analyses are run over the whole longitudinal sample, and associations of health trajectories to business survival will be tested.Limitations: Data is collected with questionnaires, and business success is operationalized as business survival only.Research/Practical Implications: Study results increase knowledge on the self-employed’s health developments, vulnerable groups with poor health and risk of business failure can be detected.Originality/Value: This is one of few studies on longitudinal developments of health in selfemployed business owners.
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33.
  • Bernhard-Oettel, Claudia, et al. (author)
  • Flourish, fight or flight : health in self-employment over time-associations with individual and business resources
  • 2024
  • In: International Archives of Occupational and Environmental Health. - 0340-0131 .- 1432-1246. ; 97, s. 263-278
  • Journal article (peer-reviewed)abstract
    • Purpose: Using COR theory to study developments of health and other key resources in self-employed workers in Sweden over 6 years, this study: (1) explored whether the heterogenous group of self-employed workers contained subgroups with different health trajectories, (2) investigated whether these were more typical for certain individuals (with respect to age, gender, sector, education, employment status), and (3) compared the different health trajectories regarding resource development in mental well-being, business resources, employment status, work ability. Method: The study used data from the Swedish longitudinal occupational survey of health (SLOSH) and included participants working as self-employed or combiner (N = 2642). Result: Five trajectories were identified with latent class growth curve model analysis (LCGM). Two health trajectories with (1) very good, respective (2) good stable health (together comprising 78.5% of the participants), (3) one with moderate stable health (14.8%), (4) one with a U-shaped form (1.9%), and (5) one with low, slightly increasing health (4.7%). The first two trajectories flourish: they maintained or increased in all key resources and were more likely to remain self-employed. Trajectories three and five consist of those who fight to maintain or increase their resources. Workers in the U-shaped health trajectory show signs of fight and flight after loss in health and other key resources. Conclusions: Studying subgroups with different resource developments over time was suitable to understand heterogeneity in self-employed workers. It also helped to identify vulnerable groups that may benefit from interventions to preserve their resources.
  •  
34.
  • Bernhard-Oettel, Claudia, et al. (author)
  • Flourish, fight or flight: Health and well-being in self-employment over time-associations with business success
  • 2019
  • Conference paper (peer-reviewed)abstract
    • Purpose: Around 9% of the working population in Sweden consists of self-employed business owners, but a considerable amount of them struggle to consolidate or expand their businesses. Among the factors predicting business success the decisive role of long-term health of business owners has been acknowledged only recently, but longitudinal studies testing this assumption are scarce. Based on the conservation of resources theory, good health can be seen as a resource that helps business owners to tackle high workloads and make business succeed.Design: Data from the Swedish Longitudinal Occupational Health Survey is used. Starting in 2012, N= 554 self-employed have answered three or more times in the biannual data collection. Latent growth curve modelling is employed to study general and mental health trajectories and their associations with business survival over time.Results: Preliminary descriptive analyses on biannual changes suggest that roughly one in ten self-employed leaves self-employment at follow-up. Job demands and emotional exhaustion are higher among those who leave compared to those who remain in business. After integrating new data collected in 2018, growth curve analyses are run over the whole longitudinal sample, and associations of health trajectories to business survival will be tested.Limitations: Data is collected with questionnaires, and business success is operationalized as business survival only.
  •  
35.
  • Bernhard-Oettel, Claudia, et al. (author)
  • Staying in or switching between permanent, temporary and self-employment during 2008-2010 : Associations with changing job characteristics and emotional exhaustion
  • 2019
  • In: Economic and Industrial Democracy. - 0143-831X .- 1461-7099. ; 40:2, s. 215-237
  • Journal article (peer-reviewed)abstract
    • Labour market segmentation theories suggest that permanent and temporary workers are exposed to economic risks to different degrees, and differ in their working life quality and well-being. However, few studies have tested these ideas during times of economic crisis. Also, little is known about how the self-employed compare to permanent and temporary workers and are affected by economic downturns. This study investigated Swedish workers in different labour market segments before and after the financial crisis (2008 and 2010). More specifically, it looked at job characteristics and strain differences between permanent, temporary and self-employed workers. Data (N = 6335) came from SLOSH, a longitudinal representative cohort study of the Swedish workforce. Contradicting segmentation theories, differences between permanent and temporary workers were small. The self-employed stood out with favourable job characteristics, but comparable strain levels. During the crisis, work demands and strain declined for many of the workers studied here.
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36.
  • Bernhard-Oettel, Claudia, et al. (author)
  • 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
  • In: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 31:14, s. 1771-1792
  • Journal article (peer-reviewed)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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37.
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38.
  • Brenner, M. Harvey, et al. (author)
  • Organizational downsizing and depressive symptoms in the European recession : the experience of workers in France, Hungary, Sweden and the United kingdom
  • 2014
  • In: PLOS ONE. - : Public Library of Science (PLoS). - 1932-6203. ; 9:5
  • Journal article (peer-reviewed)abstract
    • Background: Organizational downsizing has become highly common during the global recession of the late 2000s with severe repercussions on employment. We examine whether the severity of the downsizing process is associated with a greater likelihood of depressive symptoms among displaced workers, internally redeployed workers and lay-off survivors. Methods: A cross-sectional survey involving telephone interviews was carried out in France, Hungary, Sweden and the United Kingdom. The study analyzes data from 758 workers affected by medium-and large-scale downsizing, using multiple logistic regression. Main Results: Both unemployment and surviving layoffs were significantly associated with depressive symptoms, as compared to reemployment, but the perceived procedural justice of a socially responsible downsizing process considerably mitigated the odds of symptoms. Perception of high versus low justice was assessed along several downsizing dimensions. In the overall sample, chances to have depressive symptoms were significantly reduced if respondents perceived the process as transparent and understandable, fair and unbiased, well planned and democratic; if they trusted the employer's veracity and agreed with the necessity for downsizing. The burden of symptoms was significantly greater if the process was perceived to be chaotic. We further tested whether perceived justice differently affects the likelihood of depressive symptoms among distinct groups of workers. Findings were that the odds of symptoms largely followed the same patterns of effects across all groups of workers. Redeploying and supporting surplus employees through the career change process-rather than forcing them to become unemployed-makes a substantial difference as to whether they will suffer from depressive symptoms. Conclusions: While depressive symptoms affect both unemployed and survivors, a just and socially responsible downsizing process is important for the emotional health of workers.
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39.
  • Brulin, Emma, 1980-, et al. (author)
  • Work–Life Enrichment and Interference Among Swedish Workers : Trends From 2016 Until the COVID-19 Pandemic
  • 2022
  • In: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 13
  • Journal article (peer-reviewed)abstract
    • The COVID-19 pandemic has altered workers' possibilities to combine work and private life. Work and private life could either interfere with each other, that is, when conflicting demands arise, or enrich, that is, when the two roles are beneficial to one another. Analyzing data from the Swedish Longitudinal Occupational Survey of Health through individual growth models, we investigated time trends of interference and enrichment between work and private life from 2016 through March to September 2020, which is during the first wave of the pandemic. The sample included workers who had remained in the same workplace throughout the study period and worked at least 30% of full time, reaching 5,465 individuals. In addition, we examined trends in level of interference and enrichment across gender and industries. Results showed that Life-to-work interference increased over time in the Swedish working population, but neither did work-to-life interference nor enrichment. We observed only marginal differences across gender. Also, in the industries of fine manufacturing and real-estate activities, a decrease in interference, work-to-life interference, and life-to-work interference, respectively, was observed. In the human health and social care industry, an increase in interference and life-to-work interference was seen. Our conclusion is that overall changes to the possibilities to balance work and private life have occurred for workers in Sweden during the first period of the pandemic. Further studies are needed to study development time trends throughout the pandemic and across different occupations.
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40.
  • Canivet, Catarina, et al. (author)
  • The negative effects on mental health of being in a non-desired occupation in an increasingly precarious labour market
  • 2017
  • In: SSM - Population Health. - : Elsevier BV. - 2352-8273. ; 3, s. 516-524
  • Journal article (peer-reviewed)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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41.
  • Deter, Hans-Christian, et al. (author)
  • Behavioral factors predict all-cause mortality in female coronary patients and healthy controls over 26 years – a prospective secondary analysis of the Stockholm Female Coronary Risk Study
  • 2022
  • In: PLOS ONE. - : Public Library of Science (PLoS). - 1932-6203. ; 17:12
  • Journal article (peer-reviewed)abstract
    • ObjectiveThe prognosis of coronary artery disease (CAD) is related to its severity and cardiovascular risk factors in both sexes. In women, social isolation, marital stress, sedentary lifestyle and depression predicted CAD progression and outcome within 3 to 5 years. We hypothesised that these behavioral factors would still be associated with all-cause mortality in female patients after 26 years.MethodsWe examined 292 patients with CAD and 300 healthy controls (mean age of 56 ± 7 y) within the Fem-Cor-Risk-Study at baseline. Their cardiac, behavioral, and psychosocial risk profiles, exercise, smoking, and dietary habits were assessed using standardized procedures. Physiological characteristics included a full lipid profile, the coagulation cascade and autonomic dysfunction (heart rate variability, HRV). A new exploratory analysis using machine-learning algorithms compared the effects of social and behavioral mechanisms with standard risk factors. Results: All-cause mortality records were completed in 286 (97.9%) patients and 299 (99.7%) healthy women. During a median follow-up of 26 years, 158 (55.2%) patients and 101 (33.9%) matched healthy controls died. The annualized mortality rate was 2.1% and 1.3%, respectively. After controlling for all available confounders, behavioral predictors of survival in patients were social integration (HR 0.99, 95% CI 0.99–1.0) and physical activity (HR 0.54, 95% CI 0.37–0.79). Smoking acted as a predictor of all-cause mortality (HR 1.56, 95% CI 1.03–2.36). Among healthy women, moderate physical activity (HR 0.42, 95% CI 0.24–0.74) and complete HRV recordings (≥50%) were found to be significant predictors of survival.ConclusionsCAD patients with adequate social integration, who do not smoke and are physically active, have a favorable long-term prognosis. The exact survival times confirm that behavioral risk factors are associated with all-cause mortality in female CAD patients and healthy controls.
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42.
  • Drake, Emma, et al. (author)
  • Is combining human service work with family caregiving associated with additional odds of emotional exhaustion and sickness absence? : A cross-sectional study based on a Swedish cohort
  • 2020
  • In: International Archives of Occupational and Environmental Health. - : Springer Science and Business Media LLC. - 0340-0131 .- 1432-1246. ; 93:1, s. 55-65
  • Journal article (peer-reviewed)abstract
    • Purpose: The aim of the study is to examine to what extent human service work and family caregiving is associated with emotional exhaustion and sickness absence, and to what extent combining human service work and family caregiving is associated with additional odds. Methods: Data were derived from participants in paid work from the Swedish Longitudinal Occupational Survey of Health, year 2016 (n = 11 951). Logistic regression analyses were performed and odds ratios and 95% confidence intervals estimated for the association between human service work and family caregiving, respectively, as well as combinations of the two on one hand, and emotional exhaustion and self-reported sickness absence on the other hand. Interaction between human service work and family caregiving was assessed as departure from additivity with Rothman's synergy index. Results: Human service work was not associated with higher odds of emotional exhaustion, but with higher odds of sickness absence. Providing childcare was associated with higher odds of emotional exhaustion, but lower odds of sickness absence, and caring for a relative was associated with higher odds of both emotional exhaustion and sickness absence. There was no indication of an additive interaction between human service work and family caregiving in relation to neither emotional exhaustion nor sickness absence. Conclusions: We did not find support for the common assumption that long hours providing service and care for others by combining human service work with family caregiving can explain the higher risk of sickness absence or emotional exhaustion among employees in human service occupations.
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43.
  • Edvall, Niklas K., et al. (author)
  • Alterations in auditory brain stem response distinguish occasional and constant tinnitus
  • 2022
  • In: Journal of Clinical Investigation. - : American Society for Clinical Investigation. - 0021-9738 .- 1558-8238. ; 132:5
  • Journal article (peer-reviewed)abstract
    • BACKGROUND. The heterogeneity of tinnitus is thought to underlie the lack of objective diagnostic measures.METHODS. Longitudinal data from 20,349 participants of the Swedish Longitudinal Occupational Survey of Health (SLOSH) cohort from 2008 to 2018 were used to understand the dynamics of transition between occasional and constant tinnitus. The second part of the study included electrophysiological data from 405 participants of the Swedish Tinnitus Outreach Project (STOP) cohort.RESULTS. We determined that with increasing frequency of the occasional perception of self-reported tinnitus, the odds of reporting constant tinnitus after 2 years increases from 5.62 (95% CI, 4.83–6.55) for previous tinnitus (sometimes) to 29.74 (4.82–6.55) for previous tinnitus (often). When previous tinnitus was reported to be constant, the odds of reporting it as constant after 2 years rose to 603.02 (524.74–692.98), suggesting that once transitioned to constant tinnitus, the likelihood of tinnitus to persist was much greater. Auditory brain stem responses (ABRs) from subjects reporting nontinnitus (controls), occasional tinnitus, and constant tinnitus show that wave V latency increased in constant tinnitus when compared with occasional tinnitus or nontinnitus. The ABR from occasional tinnitus was indistinguishable from that of the nontinnitus controls.CONCLUSIONS. Our results support the hypothesis that the transition from occasional to constant tinnitus is accompanied by neuronal changes in the midbrain leading to a persisting tinnitus, which is then less likely to remit.
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44.
  • Ervasti, Jenni, et al. (author)
  • Long working hours and risk of 50 health conditions and mortality outcomes : a multicohort study in four European countries
  • 2021
  • In: The Lancet Regional Health. - : Elsevier BV. - 2666-7762. ; 11
  • Journal article (peer-reviewed)abstract
    • Background: Studies on the association between long working hours and health have captured only a narrow range of outcomes (mainly cardiometabolic diseases and depression) and no outcome-wide studies on this topic are available. To achieve wider scope of potential harm, we examined long working hours as a risk factor for a wide range of disease and mortality endpoints.Methods: The data of this multicohort study were from two population cohorts from Finland (primary analysis, n=59 599) and nine cohorts (replication analysis, n=44 262) from Sweden, Denmark, and the UK, all part of the Individual-participant Meta-analysis in Working Populations (IPD-Work) consortium. Baseline-assessed long working hours (≥55 hours per week) were compared to standard working hours (35-40 h). Outcome measures with follow-up until age 65 years were 46 diseases that required hospital treatment or continuous pharmacotherapy, all-cause, and three cause-specific mortality endpoints, ascertained via linkage to national health and mortality registers.Findings: 2747 (4·6%) participants in the primary cohorts and 3027 (6·8%) in the replication cohorts worked long hours. After adjustment for age, sex, and socioeconomic status, working long hours was associated with increased risk of cardiovascular death (hazard ratio 1·68; 95% confidence interval 1·08-2·61 in primary analysis and 1·52; 0·90-2·58 in replication analysis), infections (1·37; 1·13-1·67 and 1·45; 1·13-1·87), diabetes (1·18; 1·01-1·38 and 1·41; 0·98-2·02), injuries (1·22; 1·00-1·50 and 1·18; 0·98-1·18) and musculoskeletal disorders (1·15; 1·06-1·26 and 1·13; 1·00-1·27). Working long hours was not associated with all-cause mortality.Interpretation: Follow-up of 50 health outcomes in four European countries suggests that working long hours is associated with an elevated risk of early cardiovascular death and hospital-treated infections before age 65. Associations, albeit weak, were also observed with diabetes, musculoskeletal disorders and injuries. In these data working long hours was not related to elevated overall mortality.
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45.
  • Fransson, Eleonor, 1971-, et al. (author)
  • Comparison of alternative versions of the job demand-control scales in 17 European cohort studies : the IPD-Work consortium
  • 2012
  • In: BMC Public Health. - : Springer Science and Business Media LLC. - 1471-2458. ; 12, s. 62-
  • Journal article (peer-reviewed)abstract
    • Background: Job strain (i.e., high job demands combined with low job control) is a frequently used indicator of harmful work stress, but studies have often used partial versions of the complete multi-item job demands and control scales. Understanding whether the different instruments assess the same underlying concepts has crucial implications for the interpretation of findings across studies, harmonisation of multi-cohort data for pooled analyses, and design of future studies. As part of the 'IPD-Work' (Individual-participant-data meta-analysis in working populations) consortium, we compared different versions of the demands and control scales available in 17 European cohort studies. Methods: Six of the 17 studies had information on the complete scales and 11 on partial scales. Here, we analyse individual level data from 70 751 participants of the studies which had complete scales (5 demand items, 6 job control items). Results: We found high Pearson correlation coefficients between complete scales of job demands and control relative to scales with at least three items (r > 0.90) and for partial scales with two items only (r = 0.76-0.88). In comparison with scores from the complete scales, the agreement between job strain definitions was very good when only one item was missing in either the demands or the control scale (kappa > 0.80); good for job strain assessed with three demand items and all six control items (kappa > 0.68) and moderate to good when items were missing from both scales (kappa = 0.54-0.76). The sensitivity was > 0.80 when only one item was missing from either scale, decreasing when several items were missing in one or both job strain subscales. Conclusions: Partial job demand and job control scales with at least half of the items of the complete scales, and job strain indices based on one complete and one partial scale, seemed to assess the same underlying concepts as the complete survey instruments.
  •  
46.
  • Fransson, Eleonor I, et al. (author)
  • Job strain and the risk of stroke : an individual-participant data meta-analysis
  • 2015
  • In: Stroke. - 0039-2499 .- 1524-4628. ; 46:2, s. 557-559
  • Journal article (peer-reviewed)abstract
    • BACKGROUND AND PURPOSE: Psychosocial stress at work has been proposed to be a risk factor for cardiovascular disease. However, its role as a risk factor for stroke is uncertain.METHODS: We conducted an individual-participant-data meta-analysis of 196 380 males and females from 14 European cohort studies to investigate the association between job strain, a measure of work-related stress, and incident stroke.RESULTS: In 1.8 million person-years at risk (mean follow-up 9.2 years), 2023 first-time stroke events were recorded. The age- and sex-adjusted hazard ratio for job strain relative to no job strain was 1.24 (95% confidence interval, 1.05;1.47) for ischemic stroke, 1.01 (95% confidence interval, 0.75;1.36) for hemorrhagic stroke, and 1.09 (95% confidence interval, 0.94;1.26) for overall stroke. The association with ischemic stroke was robust to further adjustment for socioeconomic status.CONCLUSION: Job strain may be associated with an increased risk of ischemic stroke, but further research is needed to determine whether interventions targeting job strain would reduce stroke risk beyond existing preventive strategies.
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47.
  •  
48.
  • Fransson, Eleonor, 1971-, et al. (author)
  • Job strain as a risk factor for leisure-time physical inactivity : an individual-participant meta-analysis of up to 170,000 men and women
  • 2012
  • In: American Journal of Epidemiology. - Cary : Oxford University Press. - 0002-9262 .- 1476-6256. ; 176:12, s. 1078-1089
  • Research review (peer-reviewed)abstract
    • Unfavorable work characteristics, such as low job control and too high or too low job demands, have been suggested to increase the likelihood of physical inactivity during leisure time, but this has not been verified in large-scale studies. The authors combined individual-level data from 14 European cohort studies (baseline years from 19851988 to 20062008) to examine the association between unfavorable work characteristics and leisure-time physical inactivity in a total of 170,162 employees (50 women; mean age, 43.5 years). Of these employees, 56,735 were reexamined after 29 years. In cross-sectional analyses, the odds for physical inactivity were 26 higher (odds ratio 1.26, 95 confidence interval: 1.15, 1.38) for employees with high-strain jobs (low control/high demands) and 21 higher (odds ratio 1.21, 95 confidence interval: 1.11, 1.31) for those with passive jobs (low control/low demands) compared with employees in low-strain jobs (high control/low demands). In prospective analyses restricted to physically active participants, the odds of becoming physically inactive during follow-up were 21 and 20 higher for those with high-strain (odds ratio 1.21, 95 confidence interval: 1.11, 1.32) and passive (odds ratio 1.20, 95 confidence interval: 1.11, 1.30) jobs at baseline. These data suggest that unfavorable work characteristics may have a spillover effect on leisure-time physical activity.
  •  
49.
  • Germeys, Lynn, et al. (author)
  • Divergent concurrent and lagged effects of the reciprocal relation between work-nonwork interactions and sleep disturbance
  • 2019
  • In: Sleep. - : Oxford University Press (OUP). - 0161-8105 .- 1550-9109. ; 42:3
  • Journal article (peer-reviewed)abstract
    • Study ObjectivesWork-nonwork interactions and sleep disturbances are found to be important predictors of well-being and job performance outcomes. However, little is known about the mutual interrelations of the interactions between life domains and disturbed sleep over short and long periods of time.MethodsIn total, 4079 representative individuals of the Swedish working population completed three subsequent waves of surveys with a time interval of 2 years (i.e. longitudinal design).ResultsConcurrent, cross-lagged, and reverse directionality effects were simultaneously examined using autoregressive longitudinal path analysis. Contemporarily, interference between work and nonwork increased sleep disturbances, whereas work-nonwork enhancement decreased sleep disturbances. From one time point to the other, work-nonwork interference negatively related to sleep disturbances, and work-nonwork enhancement was mostly no longer (or positively) related to sleep disturbances. Over time sleep disturbances, in turn, predicted more interference and less enhancement between both life domains.ConclusionsThe results highlight that problematic work-nonwork interactions (i.e. high work-nonwork interference and low work-nonwork enhancement) disturb an individual's sleep in the short term (i.e. cross-sectional). Furthermore, the results suggest that individuals adapt to negative work-nonwork interactions over time, but that sleep disturbances impair an individual's work-nonwork interactions 2 years later.
  •  
50.
  • Griep, Yannick, et al. (author)
  • Feeling stressed and depressed? : A three-wave follow-up study of the beneficial effects of voluntary work
  • 2023
  • In: International Journal of Clinical and Health Psychology. - : Elsevier. - 1697-2600 .- 2174-0852. ; 23:3
  • Journal article (peer-reviewed)abstract
    • While symptoms of stress are a major risk factor in the onset of depressive symptoms and major depression, a better understanding of intervening mechanisms in breaking down this positive association is urgently required. It is within this literature that we investigate (1) how symptoms of stress are associated with depressive symptoms and the onset of major depression, and (2) the buffering effect of hours spent on voluntary work on the stress-depression relationship. Using 3-wave longitudinal data, we estimated a direct and reverse auto-regressive path model. We found both cross-sectional and longitudinal support for the positive association between symptoms of stress and depressive symptoms. Next, we found that individuals who experienced more symptoms of stress at T1, T2, and T3 were 1.64 (95%CI [1.46;1.91]), 1.49 (95%CI [1.24;1.74]), and 1.40 (95%CI [1.21;1.60]) times more likely to be prescribed an anti-depression treatment at T3, respectively. Moreover, we found that the number of hours spent volunteering mitigated the (1) longitudinal-but not cross-sectional-stress-depression relationship, and (2) cross-sectional but not the longitudinal-association between symptoms of stress at T3 and the likelihood of being prescribed an anti-depression treatment. These results point toward the pivotal role of voluntary work in reducing the development of depressive symptoms and major depression in relation to the experience of symptoms of stress.
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