Work Factors Survey | ScienceGate

We assessed neuroticism, perceived stress, and work-related factors among obstetrician-gynecologists (ob-gyns), and examined the relationships between these variables. Surveys were sent to 500 physician members of the American College of Obstetricians and Gynecologists and we received 287 (57.4%) completed responses. Analyses included descriptive statistics and linear regressions. Ob-gyns reported high levels of perceived stress. After controlling for neuroticism, variables that significantly predicted stress levels included average hours worked, perception of working too many hours, colleague support for work–home balance, isolation due to gender/cultural differences, and perception of workplace control. Because these work-related factors are linked to stress even when controlling for neuroticism, administrators and physicians may consider whether any of these factors are modifiable to mitigate physician stress. This in turn may affect physicians' own health and the quality of care patients receive.

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Changes in work factors and concurrent changes in leisure time physical activity: a 12-year longitudinal analysis

Occupational and Environmental Medicine ◽

10.1136/oemed-2019-106158 ◽

2020 ◽

Vol 77 (5) ◽

pp. 309-315

Author(s):

Aviroop Biswas ◽

Kathleen G Dobson ◽

Monique A M Gignac ◽

Claire de Oliveira ◽

Peter M Smith

Keyword(s):

Physical Activity ◽

Fixed Effects ◽

Leisure Time ◽

Leisure Time Physical Activity ◽

Logistic Models ◽

Physical Exertion ◽

Work Hours ◽

Work Factors ◽

Skill Discretion ◽

Psychological Demands

ObjectivesThere is a paucity of longitudinal population-based studies examining whether changes in work factors are associated with concurrent changes in leisure time physical activity (LTPA). This study examines this issue using 12 years of longitudinal survey data.MethodsData were drawn from the Canadian National Population Health Survey. The initial analytical sample in 1994 of 6407 working individuals was followed every 2 years from 2000 to 2010. Seven work factors were measured as independent variables: skill discretion, decision authority, psychological demands, physical exertion, number of jobs, hours at work and shift schedule. LTPA was categorised as inactive, moderately active or active based on metabolic equivalent task values. Fixed-effects multinomial logistic models were used to examine associations between work factors and LTPA controlling for time-invariant effects and adjusted for covariates.ResultsWorkers with lower skill discretion (OR=0.96; 95% CI 0.92 to 0.99), higher psychological demands (OR=0.95; 95% CI 0.92 to 0.99), higher physical exertion (OR=0.93; 95% CI 0.88 to 0.99) and longer work hours (OR=0.97; 95% CI 0.95 to 098) were associated with a lower odds of transitioning from inactive to active and moderately active. There was no evidence of effect modification by age or sex.ConclusionResults suggest that as participants’ skill discretion decreased, and their physical and psychological demands, and work hours increased, their likelihood of becoming more active and moderately active also decreased, supporting the value of targeting improvements in these work factors for physical activity interventions.

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Retirement intentions: what is the role of push factors in predicting retirement intentions?

Ageing and Society ◽

10.1017/s0144686x12000281 ◽

2012 ◽

Vol 33 (6) ◽

pp. 988-1008 ◽

Cited By ~ 34

Author(s):

JODI OAKMAN ◽

YVONNE WELLS

Keyword(s):

Job Satisfaction ◽

Social Cohesion ◽

Multivariate Regression ◽

Regression Analyses ◽

Length Of Service ◽

Older Employees ◽

Work Factors ◽

Retirement Intentions ◽

Insight Into

ABSTRACTPopulation ageing will significantly impact labour markets in most Organisation for Economic Cooperation and Development countries and as a result individuals will need to remain in paid employment for longer to fund their retirement years. This study examines the retirement intentions of employees of a large public-sector organisation located in Victoria, Australia that was interested in developing policies to assist with retention of their mature-age workforce. Multivariate regression analyses were used to identify the most important predictors of intention to retire. The dependent variable, Intended timing of retirement, was analysed in two forms, as continuous and dichotomised measures. Age and Length of service were strong independent predictors of Intention to retire soon (within five years). Of the work factors that were analysed (Job satisfaction, Job demands, Job control, and Social cohesion), low Job satisfaction and high Social cohesion scores indicated an increased likelihood of retiring soon. The results provide some insight into the development of organisational interventions that might assist with retaining older employees for longer.

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