| 1. |
- Bernhard-Oettel, Claudia, et al.
(author)
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Stuck at a workplace : What’s work control, demands and learning got to do with it? A longitudinal multilevel study on Swedish permanent employees in situations of ‘workplace locked-in’
- 2020
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In: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 31:14, s. 1771-1792
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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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| 2. |
- Brulin, Emma, 1980-, et al.
(author)
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Work–Life Enrichment and Interference Among Swedish Workers : Trends From 2016 Until the COVID-19 Pandemic
- 2022
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In: Frontiers in Psychology. - : Frontiers Media SA. - 1664-1078. ; 13
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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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| 3. |
- Eib, Constanze, et al.
(author)
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Trajectories of Procedural and Interactional Justice as Predictors of Retirement among Swedish Workers : Differences between Three Groups of Retirees
- 2021
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In: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 18:12
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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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| 4. |
- Eyjólfsdóttir, Harpa Sif, et al.
(author)
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Are trajectories of self-rated health and physical working capacity during the retirement transition predicted by work-related factors and social class?
- 2024
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In: Work, Aging and Retirement. - 2054-4642 .- 2054-4650.
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Journal article (peer-reviewed)abstract
- We aimed to identify short and long-term trajectories of self-rated health (SRH) and physical working capacity during the retirement transition, and investigate whether work-related factors and social class predict belonging to these trajectories. We used the representative, biennial Swedish Longitudinal Occupational Survey of Health (SLOSH) 2006–2018. We applied group-based trajectory modeling with B-spline smoothers to model trajectories of SRH (n = 2,183) and physical working capacity (n = 2,152) during the retirement transition. Multinomial logistic regression analyses were conducted to investigate trajectory belonging by work-related factors and social class. There was a small “honeymoon effect” in SRH for the total sample. We found four trajectories of SRH and five of physical working capacity. The large majority sustained excellent or good SRH and physical working capacity throughout the study period. Almost 6% had Fairly poor SRH and physical working capacity starting from years before retirement, which remained throughout the study period. High job demands, low job control, adverse physical working conditions, and being in manual occupation increased the likelihood of belonging to the trajectory groups Deteriorating or Fairly poor when compared with the Excellent trajectory group for both SRH and physical working capacity. Our findings suggest that for most people health status is already established some years’ preretirement and maintained for years after retirement, except a short improvement in SRH in accordance with a honeymoon effect. In order to improve health and employability, interventions focusing on working environment should be aimed at younger and midlife employees as well as older workers.
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| 5. |
- Ghilagaber, Gebrenegus, 1958-, et al.
(author)
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Regional Differences in the Effects of Education on Parity Progression Ratios in Ethiopia : A Random Effect Sequential Probit Modeling Approach
- 2022
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Conference paper (other academic/artistic)abstract
- Sequential probit approach is used to model differentials in the effects of women’seducation on parity progression in Ethiopia. Since reasons to have a first childmay differ from those to have, say, a second or third child, we allow the effects ofcovariates on the progression propensities to vary between parities in the same model.Data used for illustration come from the Ethiopian Mini Demographic and HealthSurvey of 2019 in which 8885 women from 11 regions were interviewed. Resultsshow that the sequential model provides more insight than conventional modelswhen exploring the association between education and parity progression. We alsofound similarities and differences in the effects of education on parity progressionamong the regions. A random effect term to account for women’s clustering withinhouseholds was significant in a model for the entire country but disappeared whenregion was included as a covariate in the model.
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| 6. |
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| 7. |
- Leineweber, Constanze, et al.
(author)
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Is interpersonal justice related to group and organizational turnover? Results from a Swedish panel study
- 2020
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In: Social Science and Medicine. - : Elsevier BV. - 0277-9536 .- 1873-5347. ; 265
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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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| 8. |
- Nyberg, Anna, et al.
(author)
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Does Exposure to High Job Demands, Low Decision Authority, or Workplace Violence Mediate the Association between Employment in the Health and Social Care Industry and Register-Based Sickness Absence? : A Longitudinal Study of a Swedish Cohort
- 2022
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In: International Journal of Environmental Research and Public Health. - : MDPI AG. - 1661-7827 .- 1660-4601. ; 19:1
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Journal article (peer-reviewed)abstract
- Background: The aim of this paper was to investigate if job demands, decision authority, and workplace violence mediate the association between employment in the health and social care industry and register-based sickness absence.Methods: Participants from the Swedish Longitudinal Occupational Survey of Health who responded to questionnaires in 2006-2016 (n = 3951) were included. Multilevel autoregressive cross-lagged mediation models were fitted to the data. Employment in the health and social care industry at one time point was used as the predictor variable and register-based sickness absence >14 days as the outcome variable. Self-reported levels of job demands, decision authority, and exposure to workplace violence from the first time point were used as mediating variables.Results: The direct path between employment in the health and social care industry and sickness absence >14 days was, while adjusting for the reverse path, 0.032, p = 0.002. The indirect effect mediated by low decision authority was 0.002, p = 0.006 and the one mediated by exposure to workplace violence was 0.008, p = 0.002. High job demands were not found to mediate the association.Conclusion: Workplace violence and low decision authority may, to a small extent, mediate the association between employment in the health and social care industry and sickness absence.
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| 9. |
- Paulin, Johan, et al.
(author)
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Bi-directional associations between gender-based harassment at work, psychological treatment and depressive symptoms
- 2023
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In: Frontiers in Psychology. - : Frontiers Media S.A.. - 1664-1078. ; 14
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Journal article (peer-reviewed)abstract
- Introduction: The objective of this study was to investigate the bi-directional associations between experienced and witnessed gender-based harassment (GBH) on the one hand, and depressive symptoms and psychological treatment on the other, in an occupational setting. GBH are behaviors that derogate, demean, or humiliate an individual based on his or her gender.Methods: The analyses were based on data from the Swedish Longitudinal Occupational Survey of Health at 2018 (T1) and 2020 (T2), including 6,679 working participants (60.3% women) with a majority in the age range of 45–64. Using cross-lagged structural equational models, we analyzed experienced and witnessed GBH in relation to depressive symptoms and having received psychological treatment (talked to a counselor or psychological professional) over time.Results: Our results showed that neither experienced nor witnessed GBH was prospectively associated with depressive symptoms or psychological treatment over two years. Both higher levels of depressive symptoms (β = 0.002, p ≤ 0.001) and having received psychological treatment (β = 0.013, p = 0.027) weakly predicted experiences of GBH over time. Having received psychological treatment was furthermore weakly associated with witnessed GBH (β = 0.019, p = 0.012).Discussion: In conclusion, the hypothesized associations between exposure to GBH and mental health outcomes were not statistically significant, while a weak reverse association was noted. More research addressing bidirectional associations between GBH and mental health outcomes are needed.
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| 10. |
- Peristera, Paraskevi, et al.
(author)
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A comparison of the B-spline group-based trajectory model with the polynomial group-based trajectory model for identifying trajectories of depressive symptoms around old-age retirement
- 2020
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In: Aging & Mental Health. - : Informa UK Limited. - 1360-7863 .- 1364-6915. ; 24:3, s. 445-452
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Journal article (peer-reviewed)abstract
- Objectives: The life event of retirement may be associated with changes in levels of depressive symptoms. The use of polynomial group-based trajectory modelling allows any changes to vary between different groups in a sample. A new approach, estimating these models using B-splines rather than polynomials, may improve modelling of complex changes in depressive symptoms at retirement.Methods: The sample contained 1497 participants from the Swedish Longitudinal Occupational Survey of Health (SLOSH). Polynomial and B-spline approaches to estimating group-based trajectory models were compared.Results: Polynomial group-based trajectory models produced unexpected changes in direction of trajectories unsupported by the data. In contrast, B-splines provided improved insights into trajectory shapes and more homogeneous groups. While retirement was associated with reductions in depressive symptoms in the sample as a whole, the nature of changes at retirement varied between groups.Conclusions: Depressive symptoms trajectories around old age retirement changed in complex ways that were modelled more accurately by the use of B-splines. We recommend estimation of group-based trajectory models with B-splines, particularly where abrupt changes might occur. Improved trajectory modelling may support research into risk factors and consequences of major depressive disorder, ultimately assisting with identification of groups which may benefit from treatment.
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