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Psychosocial Work Environment (psychosocial + work_environment)
Selected AbstractsA Review of the Effect of the Psychosocial Working Environment on Physiological Changes in Blood and UrineBASIC AND CLINICAL PHARMACOLOGY & TOXICOLOGY, Issue 2 2009Åse M. Hansen Literature databases (PubMed, Toxline, Biosis and Embase) were screened using the key words job, work-related and stress in combination with selected physiological parameters. In total, 51 work place studies investigated the associations between the psychosocial working environment and physiological changes, of which 20 were longitudinal studies and 12 population-based studies. The studied exposures in work place/population-based studies included: job demands (26/8 studies), job control (24/10 studies), social support and/or leadership behaviour (12/3 studies), effort,reward imbalance (three/one studies), occupational changes (four studies), shift work (eight studies), traumatic events (one study) and other (five studies). The physiological responses were catecholamines (adrenaline, noradrenaline) (14 studies), cortisol (28 studies), cholesterol (23 studies), glycated haemoglobinA1c (six studies), testosterone (nine studies), oestrogens (three studies), dehydroepiandrosterone (six studies), prolactin (14 studies), melatonin (one study), thyroxin (one study), immunoglobulin (Ig) A (five studies), IgG (four studies), IgM (one study) and fibrinogen (eight studies). In general, fibrinogen and catabolic indicators, defined as energy releasing, were increased, whereas the anabolic indicators defined as constructive building up energy resources were decreased when the psychosocial working environment was perceived as poor. In conclusion, in this review the association between an adverse psychosocial working environment and HbA1c, testosterone and fibrinogen in serum was found to be a robust and potential candidate for a physiological effect of the psychosocial working environment. Further, urinary catecholamines appear to reflect the effects of shift work and monotonous work. [source] Psychosocial work environment and medical symptoms among Swedish commercial airline cabin crewAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 7 2010Kurt Wahlstedt MD Abstract Background Associations between stress measured by the demands-control model, iso-strain model, and stress-related symptoms among cabin crew were studied. Methods A questionnaire about psychosocial work environment and symptoms was answered by 918 (82%) flight attendants, stewards, and pursers at one airline company in 2005. Adjustment was made for age, gender, smoking, job category, and flight length using multiple logistic regression. Results Weekly headaches, concentration difficulties, fatigue, and gastrointestinal symptoms were reported at rates of 18%, 10%, 56%, and 13%, respectively. Pursers scored higher on control than the others and they had lower associations between the strain measured by the demands-control model and symptoms than stewards and flight attendants. All symptoms were more common in the high strain situation than in the low strain (reference). An active situation was related to an excess of symptoms. Low social support in the iso-strain model increased risk of symptoms. Conclusions Demands-control and iso-strain models are useful in studying stress-related symptoms in cabin crews. The dimension of social support adds explanatory value. Am. J. Ind. Med. 53:716,723, 2010. © 2010 Wiley-Liss, Inc. [source] The incidence of anxiety and depression among employees,the role of psychosocial work characteristicsDEPRESSION AND ANXIETY, Issue 11 2009Helene Andrea Ph.D. Abstract Background: Anxiety and depression are prevalent among employees and are associated with functional disability and work impairment. To date, little is known about the incidence and possible risk factors for developing anxiety and depression in the working population. Study aims were to (a) determine the incidence of subclinical anxiety and depression in a general working population and (b) identify the psychosocial work characteristics associated with the onset of subclinical anxiety and depression. Methods: This prospective study is based on 3,707 employees participating in the Maastricht Cohort Study on Fatigue at Work. Psychosocial work characteristics were measured in May 2000; anxiety and depression were measured with the Hospital Anxiety and Depression Scale in April 2002. Results: The cumulative 23-month incidence for subclinical anxiety and depression was 4.6 and 3.3%, respectively. High psychological job demands increased the risk for both subsequent anxiety and depression. Moreover, low social support was predictive for the onset of anxiety, whereas job insecurity increased the risk for the onset of depression. These prospective associations were independent of potential confounding variables and the other psychosocial work characteristics. Conclusions: Adverse psychosocial work characteristics are significant predictors for the onset of subclinical anxiety and depression in the general working population. These findings encourage intervention studies testing whether modifying the psychosocial work environment reduces both anxiety and depressive symptoms among employees. Depression and Anxiety 26:1040,1048, 2009. © 2009 Wiley-Liss, Inc. [source] Dental hygienists' work environment: motivating, facilitating, but also tryingINTERNATIONAL JOURNAL OF DENTAL HYGIENE, Issue 3 2010A Candell To cite this article: Int J Dent Hygiene,8, 2010; 204,212 DOI: 10.1111/j.1601-5037.2009.00420.x Candell A, Engström M. Dental hygienists' work environment: motivating, facilitating, but also trying Abstract:, The aim of the present study was to describe dental hygienists' experiences of their physical and psychosocial work environment. The study was descriptive in design and used a qualitative approach. Eleven dental hygienists participated in the study and data were collected during spring 2008 using semi-structured interviews. The material was analysed using qualitative content analysis. The results showed that the dental hygienists experienced their work environment as motivating and facilitating, but at the same time as trying. The three categories revealed a theme: Being controlled in a modern environment characterized by good relationships. Motivating factors were the good relationship with co-workers, managers and patients, seeing the results of your work, having your own responsibility and making your own decisions. The new, pleasant and modern clinics, good cooperation between co-workers and varying duties were described as facilitating factors. The trying factors, as described by the dental hygienists, were above all being controlled by time limits or by some elements of the work, such as teamwork. The dental hygienists also felt stress because appointments were too-short. To conclude, the participants described their work environment as trying in several ways, despite the modern clinics and good relationships. [source] Burnout, psychosomatic symptoms and job satisfaction among Dutch nurse anaesthetists: a surveyACTA ANAESTHESIOLOGICA SCANDINAVICA, Issue 5 2010V. MEEUSEN Background: To meet the increasing demand for healthcare providers, it is crucial to recruit and retain more nurse anaesthetists (NAs). The majority of NAs in the Netherlands are >45 years old, and retaining them in their jobs is very important. This study investigates the relationships among burnout, physical health and job satisfaction among Dutch NAs. Methods: Two thousand NAs working in Dutch hospitals were invited to participate in this online questionnaire. We tested the relationships among burnout, psychosomatic symptoms, sickness absence, perceived general health and job satisfaction. Results: Nine hundred and twenty-three questionnaires were completed and analysed (46% response rate). Burnout and psychosomatic symptoms were negatively associated with job satisfaction, and predicted 27% of job satisfaction. Perceived general health was positively and sickness absence was negatively related to job satisfaction. Older NAs had a higher incidence of burnout than their younger counterparts. Conclusions: The results confirmed the importance of a healthy psychosocial work environment for promoting job satisfaction. To prevent burnout, further research is necessary to determine the factors causing stress. These findings may also apply to anaesthesiologists who share many tasks and work in close cooperation with NAs. [source] Work, health and welfare: new challenges,INTERNATIONAL JOURNAL OF SOCIAL WELFARE, Issue 2006Johannes SiegristArticle first published online: 19 JUN 200 Gainful employment is a core prerequisite of individual autonomy and the well-being of a majority of adult people, preventing them from economic dependence on welfare transfer. Yet, the quality of work and employment acts as an important determinant of work ability and health. This contribution offers an extended framework for analysing quality of work by introducing a theoretical approach towards assessing an adverse psychosocial work environment. Two models are briefly described, the demand-control and effort-reward imbalance models, and selected empirical evidence demonstrating their health-adverse effects is summarised. Importantly, poor quality of work in addition reinforces employees' intentions to leave their job as soon as possible. Results from a recent survey in ten European countries support this observation. In view of these findings and their relevance for occupational health and the prevention of early retirement, policy implications aimed at improving quality of work are discussed. [source] Managing complex workplace stress in health care organizations: leaders' perceived legitimacy conflictsJOURNAL OF NURSING MANAGEMENT, Issue 8 2009LOTTA DELLVE RN, MScPH Aim, To conceptualize how health care leaders' strategies to increase their influence in their psychosocial work environment are experienced and handled, and may be supported. Background, The complex nature of the psychosocial work environment with increased stress creates significant challenges for leaders in today's health care organizations. Method, Interviews with health care leaders (n = 39) were analysed in accordance with constructivist grounded theory. Results, Compound identities, loyalty commitments and professional interests shape conditions for leaders' influence. Strategies to achieve legitimacy were either to retain clinical skills and a strong occupational identity or to take a full leadership role. Ethical stress was experienced when organizational procedural or consequential legitimacy norms were in conflict with the leaders' own values. Leadership support through socializing processes and strategic support structures may be complementary or counteractive. Conclusions, Support programmes need to have a clear message related to decision-making processes and should facilitate communication between top management, human resource departments and subordinate leaders. Ethical stress from conflicting legitimacy principles may be moderated by clear policies for decision-making processes, strengthened sound networks and improved communication. Implications for nursing management, Supportive programmes should include: (1) sequential and strategic systems for introducing new leaders and mentoring; (2) reflective dialogue and feedback; (3) team development; and (4) decision-making policies and processes. [source] Psychosocial work environment and medical symptoms among Swedish commercial airline cabin crewAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 7 2010Kurt Wahlstedt MD Abstract Background Associations between stress measured by the demands-control model, iso-strain model, and stress-related symptoms among cabin crew were studied. Methods A questionnaire about psychosocial work environment and symptoms was answered by 918 (82%) flight attendants, stewards, and pursers at one airline company in 2005. Adjustment was made for age, gender, smoking, job category, and flight length using multiple logistic regression. Results Weekly headaches, concentration difficulties, fatigue, and gastrointestinal symptoms were reported at rates of 18%, 10%, 56%, and 13%, respectively. Pursers scored higher on control than the others and they had lower associations between the strain measured by the demands-control model and symptoms than stewards and flight attendants. All symptoms were more common in the high strain situation than in the low strain (reference). An active situation was related to an excess of symptoms. Low social support in the iso-strain model increased risk of symptoms. Conclusions Demands-control and iso-strain models are useful in studying stress-related symptoms in cabin crews. The dimension of social support adds explanatory value. Am. J. Ind. Med. 53:716,723, 2010. © 2010 Wiley-Liss, Inc. [source] Psychosocial Work Characteristics as Predictors of Affective Organisational Commitment: A Longitudinal Multi-Level Analysis of Occupational Well-BeingAPPLIED PSYCHOLOGY: HEALTH AND WELL-BEING, Issue 2 2010Thomas Clausen The purpose of this study was to identify longitudinal associations between psychosocial work characteristics and affective organisational commitment among 6,299 employees in the Danish eldercare services. Individual-level measures and group-level measures of psychosocial work characteristics were included in multi-level analyses. At the workgroup level, quality of leadership, influence at work, emotional demands, and work pace predicted affective organisational commitment at follow-up. At the individual level, quality of leadership, influence at work, team climate, role ambiguity, and work pace predicted affective organisational commitment at follow-up. Finally, a multi-level model including both individual- and group-level measures showed that quality of leadership measured at the group level and influence at work and quality of leadership measured at the individual level contributed to predicting affective organisational commitment at follow-up, while adjusting for baseline levels of affective organisational commitment. The results thus imply that affective organisational commitment is conditioned by individual and contextual factors in the psychosocial work environment and that multi-level models add to our understanding of complex organisational phenomena. As affective organisational commitment can be considered an important constituent of occupational well-being, implications for interventions in the psychosocial work environment to increase affective organisational commitment are also discussed. [source] | ||||||||||