The relationship between lifestyle, occupational health, and work-related factors with presenteeism amongst general practitioners

Occupation and employment is a major determinant of health and healthy aging. Despite the temporal increase in time spent in employment and profound changes in working life, there is limited coordinated research on occupation and health.We recently estimated that in Europe alone there is information available on more than 30 million individuals that could be used to study the association between working life and health. However, lack of standardization, inability to code large numbers of job-entries and inabilities to share data have hindered progress. In order to unlock the vault of occupational-health information novel ways of data acquisition, standardization, pooling and analyses have to be developed and implemented. The ability of pooling studies would greatly improve occupational health studies by increasing sample size for robust inference, and would allow risk stratification, identification of new risks, exploration of interactions with work and non-work-related factors and detailed analyses on the shapes of the exposure-response curves.In recent years we have seen progress in several different methodological aspects. Currently, new tools are available to collect information on work and work exposures. These include amongst others the use of sensors and mobile phone applications. Standardization of occupational information is essential for comparison of results between studies and for pooling of studies. This could be achieved by using common occupational coding schemes, use of automatic coding instruments and common exposure assessment tools. Virtual pooling of data has become possible by using data-shields which instead of bringing the data to the analyses bring the analyses to the data allowing federated analyses.As part of the OMEGA-NET symposium we will discuss the need for new tools and avenues of how to bring occupational health information together. We will present our inventory of novel tools to aid this process, and will discuss future needs.

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Work engagement, job satisfaction, and turnover intentions

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-07-2014-0360 ◽

2016 ◽

Vol 28 (4) ◽

pp. 737-761 ◽

Cited By ~ 76

Author(s):

Lu Lu ◽

Allan Cheng Chieh Lu ◽

Dogan Gursoy ◽

Nathan Robert Neale

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intentions ◽

Related Factors ◽

Content Type ◽

Work Related ◽

Depth Analysis ◽

Hotel Managers ◽

Line Level ◽

The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

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How authentic leadership and inclusion benefit organizations

Equality Diversity and Inclusion An International Journal ◽

10.1108/edi-05-2012-0041 ◽

2014 ◽

Vol 33 (3) ◽

pp. 275-292 ◽

Cited By ~ 41

Author(s):

Kenna Cottrill ◽

Patricia Denise Lopez ◽

Calvin C. Hoffman

Keyword(s):

Organizational Citizenship Behavior ◽

Authentic Leadership ◽

Online Survey ◽

Self Esteem ◽

Theory And Practice ◽

Citizenship Behavior ◽

Related Factors ◽

Content Type ◽

Work Related ◽

The Relationship

Purpose – The purpose of this paper is to examine perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation of employees. The research explored authentic leadership (AL) as an antecedent of inclusion, and two outcomes, organization-based self-esteem (OBSE) and organizational citizenship behavior (OCB). Design/methodology/approach – Using an online survey, data were collected from 107 primary and 219 peer participants in various industries throughout the USA. Primary participants provided perceptual ratings on inclusion, AL, OBSE and OCB. Co-workers assessed primary participants’ OCB. Findings – AL was positively related to inclusion (β=0.58, p<0.01) as well as self-rated OCB (β=0.36, p<0.01). Inclusion was positively associated with OBSE (β=0.48, p<0.01) and self-rated OCB (β=0.63, p<0.01). Inclusion mediated the relationship between AL and self-rated OCB. OBSE mediated the relationship between inclusion and self-rated OCB. All analyses controlled for the effects of race and gender. Practical implications – Results suggest organizations can promote inclusive environments through AL, and that inclusive environments promote employees’ work-related self-esteem and their willingness to go above and beyond in their jobs. Originality/value – This paper examines previously unstudied relationships, thus contributing to organizational theory and practice.

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Fatigue in employees with diabetes: Problem definition and the relationship with disease- and work-related factors

PsycEXTRA Dataset ◽

10.1037/e536932011-061 ◽

2002 ◽

Author(s):

I. Weijman ◽

W. J. G. Ros ◽

G. E. H. M. Rutten ◽

W. B. Schaufeli ◽

M. J. Schabracq ◽

...

Keyword(s):

Problem Definition ◽

Related Factors ◽

Work Related ◽

The Relationship

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Managing Diabetes in the Workplace

Workplace Health & Safety ◽

10.1177/2165079920965538 ◽

2020 ◽

pp. 216507992096553

Author(s):

Margaret McCarthy ◽

Allison Vorderstrasse ◽

Joeyee Yan ◽

Angie Portillo ◽

Victoria Vaughan Dickson

Keyword(s):

Work Ability ◽

Work Life ◽

Work Life Balance ◽

Full Time ◽

Related Factors ◽

Life Balance ◽

Coworker Support ◽

Work Related ◽

Excellent Work ◽

The Relationship

Background: Although many adults with diabetes are productive members of the workforce, loss of work productivity has been associated with diabetes. The purpose of this study was to explore the interrelationship between work-related factors and current work ability in adults with type 1 diabetes (T1D) and type 2 diabetes (T2D). Methods: This study used a convergent mixed-method design. We assessed the relationship between work-related factors and work ability using bivariate statistics and logistic regression. Work ability was measured using the Work Ability Index and Karasek’s Job Content Questionnaire (JCQ) was employed to measure job demands. Qualitative interviews ( n = 30) explored the relationship between diabetes and work. Findings: The sample ( n =101) was mostly female (65%) and White (74%). Most worked full-time (65%), had T2D (87%), an elevated glycated hemoglobin A1c ≥ 7% (56%), and were overweight (22%) or obese (68%). Only 33% of subjects self-reported their work ability as excellent. Four of the JCQ subscales (skill discretion, psychological demands, supervisor support, and coworker support), and work–life balance were significantly associated with work ability (all p < .05). In adjusted models, better coworker support (OR = 1.4; 95% CI = [1.04, 1.9]) and better work–life balance (OR = 1.3; 95% CI = [1.1, 1.5]) were associated with excellent work ability. Many stated their diabetes impacted them at work and spoke of the effects of stress. Few engaged in workplace wellness programs. Conclusion/Application to Practice: Social support and work–life balance were associated with excellent work ability. Engaging workers with diabetes in workplace educational programs may take strategic efforts by occupational health staff.

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Relationship between lifestyle pattern and blood pressure - Iranian national survey

Scientific Reports ◽

10.1038/s41598-019-51309-3 ◽

2019 ◽

Vol 9 (1) ◽

Author(s):

Samaneh Akbarpour ◽

Davood Khalili ◽

Hojjat Zeraati ◽

Mohammad Ali Mansournia ◽

Azra Ramezankhani ◽

...

Keyword(s):

Physical Activity ◽

Risk Factors ◽

Blood Pressure ◽

National Survey ◽

Related Factors ◽

Work Related ◽

Sweetened Beverages ◽

The Individual ◽

High Level ◽

The Relationship

Abstract We aimed to evaluate the relationship between different lifestyle patterns and blood pressure. This study is based on the national survey of the risk factors for non-communicable diseases in Iran in 2012. A total of 8244 people aged 25–70 years old have been enrolled in the survey. Clustering on the individual data of lifestyle factors (nutrition, physical activity, and smoking) were carried out using self-organizing neural network method. Multivariable regression models were used to determine the relationship between blood pressure and the clusters. This study revealed seven lifestyle clusters in the national survey. The first cluster had a healthier lifestyle (15%), and the rest of the clusters had at least one or more lifestyle-related risk factors. Among all the clusters, people in two clusters, i.e. one characterized by consumption of sugar-sweetened beverages, salt, and fast foods, and the other one characterized by physical inactivity, were more exposed to the risk of hypertension (odds ratios of 1.44 and 1.12, respectively). People in another cluster who were 100% smokers and had a very high level of work-related physical activity were about 30% less likely to experience elevated blood pressure. Although a lifestyle with cigarette smoking was associated with a reduction in blood pressure, this might be due to other related factors, such as work-related physical activity, which lower blood pressure. Of course, this hypothesis still needs to be further studied in the future.

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Associations of work–family conflicts with food habits and physical activity

Public Health Nutrition ◽

10.1017/s1368980007248487 ◽

2007 ◽

Vol 10 (3) ◽

pp. 222-229 ◽

Cited By ~ 46

Author(s):

Eva Roos ◽

Sirpa Sarlio-Lähteenkorva ◽

Tea Lallukka ◽

Eero Lahelma

Keyword(s):

Physical Activity ◽

Family Structure ◽

Food Habits ◽

Work And Family ◽

Family Conflicts ◽

Related Factors ◽

Family Work ◽

Work Related ◽

Work Family ◽

The Relationship

AbstractObjectiveThis study examines the relationship between family–work conflicts with food habits and physical activity, and whether the relationship is dependent on family structure and work-related factors.Design and settingCross-sectional postal surveys were carried out in 2001 and 2002 among employees of the City of Helsinki, Finland, aged 40–60 years (n = 5346, response rate 66%; for women 70% and for men 60%). Dependent variables in logistic regression analyses were nationally recommended food habits and physical activity. Independent variables were work–family conflicts and family–work conflicts. Covariates included age, marital status, number of children, occupational class, working hours, time travelling to work, and physical and mental work load.ResultsWomen reporting strong work–family conflicts were more likely to follow recommended food habits (odds ratio (OR) and 95% confidence intervals 1.49 (1.19–1.86)), but this relationship weakened when adjusting for work-related factors (OR 1.20 (0.93–1.55)). Women and men with strong family–work conflicts were less likely to report recommended food habits after adjusting for family structure and work-related factors (women OR 0.75 (0.61–0.92), men OR 0.57 (0.34–0.96)). Women and men with strong work–family conflicts were less likely to follow the recommended amount of physical activity (women OR 0.76 (0.60–0.96), men OR 0.54 (0.34–0.87)). Additionally, women with strong family–work conflicts were less likely to follow the recommended amount of physical activity (OR 0.77 (0.63–0.94)). Adjusting for family and work-related factors did not affect these associations.ConclusionsConflicts between paid work and family life are likely to constitute barriers for a physically active lifestyle and possibly also for healthy food habits. Improving the balance between work and family may provide a route for promoting health-related behaviours.

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Identifying work-related factors influencing job satisfaction using job descriptive index questionnaire: a study of IT companies in Hanoi

10.38203/jiem.021.1.0023 ◽

2021 ◽

Author(s):

Hieu Duong Van ◽

Nhung Duong Thi Hoai ◽

Linh Tran My

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

It Professionals ◽

Related Factors ◽

Job Descriptive Index ◽

Work Related ◽

Business Executives ◽

General Index ◽

The Relationship ◽

Overall Job Satisfaction

IT professionals’ job satisfaction is important in minimizing turnover, improving job performance, minimizing absenteeism, and increasing the level of job involvement. The primary purpose of this study is to measure the job satisfaction of IT professionals and to identify which factors influence job satisfaction the most in Hanoi’s IT companies. The study also investigates the relationship between job satisfaction factors and the overall job satisfaction by using the Job Descriptive Index (JDI) and Job General Index (JGI) questionnaire to evaluate the construct validity of factors. Data were gathered from a survey of 326 IT professionals in systems development to capture perceptions regarding workrelated factors on job satisfaction and organizational commitment. The results of this study indicate that compensation and benefits, co-worker, promotion opportunities, nature of work, and supervision are positively related to job satisfaction. Based on these findings, the study provides implications to business executives in the IT businesses.

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The association between physicians’presenteeism and job burnout: a cross-sectional survey study in China

10.21203/rs.2.19216/v1 ◽

2019 ◽

Author(s):

pei pei ◽

Guohua Lin ◽

Gaojie Li ◽

Yifan Zhu ◽

Xiaoyu Xi

Keyword(s):

Emotional Exhaustion ◽

Job Burnout ◽

Three Dimensions ◽

Survey Study ◽

Cross Sectional Survey ◽

Related Factors ◽

Cross Sectional ◽

Work Related ◽

Medical Institutions ◽

The Relationship

Abstract Background: Research shows that physicians often report job burnout and have a high level of presenteeism, but few studies concerns the relationship between job burnout and presenteeism. The purpose of this study was to explore the relationship between physicians’ presenteeism and three dimensions of job burnout in China, and to identify aspects that can help alleviate presenteeism. Methods: A cross-sectional survey involving physicians in second-and third-class medical institutions was conducted in the interior of China. Using a single presenteeism questionnaire and a 15-item Chinese version of the BMI-GS questionnaire, this study investigated prevalence of physicians' presenteeism behavior and job burnout in three dimensions, and determined the relationship between presenteeism and job burnout by logistical model. Results: Relationships between presenteeism and three dimensions of job burnout were explored, and the influence of demography and work factors were evaluated. The survey was completed by 1376/1547 hospital doctors, with a response rate of 88.9%. 30.7%(n=422) of the subjects reported having presenteeism behavior. Using MBI-GS, 86.8%(n=1195) of physicians were moderately burnout and 6.0%(n=82) were severely job burnout. Logistic regression analysis showed that physicians with moderate, severe emotional exhaustion and severe cynicism were more likely to engage in presenteeism (all p < 0.05). In addition, two other work-related factors, including the physician's department and position, were also more likely to influence their presenteeism (all p < 0.05). Conclusions: At present, there is quite presenteeism among physicians in the second-and third-class medical institutions in China, which is significantly related to emotional exhaustion and cynicism. Considering the modifiable job-related factors, health care institutions must take appropriate measures to relieve physicians' job burnout, help them adjust their self-awareness properly, and ensure occupational mental health to alleviate the prevalence of presenteeism. Keywords: presenteeism, job burnout, emotional exhaustion, cynicism, physicians

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