Psychosocial work stress is associated with poor self-rated health in Danish nurses: a test of the effort-reward imbalance model

2006 ◽  
Vol 20 (1) ◽  
pp. 26-34 ◽  
Author(s):  
Simone Weyers ◽  
Richard Peter ◽  
Henrik Boggild ◽  
Hans Jeppe Jeppesen ◽  
Johannes Siegrist
Keyword(s):  
Work Stress ◽  
Psychosocial Work ◽  
Self Rated Health ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Psychosocial Work Stress

scholarly journals Changes in work stress among doctors in Norway from 2010 to 2019: a study based on repeated surveys

BMJ Open ◽  
2020 ◽  
Vol 10 (10) ◽  
pp. e037474
Author(s):  
Judith Rosta ◽  
Fredrik Bååthe ◽  
Olaf G Aasland ◽  
Karin Isaksson Rø
Keyword(s):  
Work Stress ◽  
Private Practice ◽  
Mixed Models ◽  
Short Form ◽  
Gender And Age ◽  
Effort Reward Imbalance ◽  
Marginal Means ◽  
Reward Imbalance ◽  
Hospital Doctors ◽  
Questionnaire Surveys

ObjectivesTo explore and discuss the changes in the levels of work stress for Norwegian doctors in different job positions (hospital doctors, general practitioners (GPs), private practice specialists, doctors in academia) from 2010 to 2019.DesignRepeated questionnaire surveys in 2010, 2016 and 2019, where samples were partly overlapping.SettingNorway.ParticipantsA representative sample of 1500–2200 doctors in different job positions. Response rates were 66.7% (1014/1520) in 2010, 73.1% (1604/2195) in 2016 and 72.5% (1511/2084) in 2019.Main outcome measureValidated 9-item short form of the ‘Effort–Reward Imbalance’ questionnaire. A risky level of work stress was defined as an effort/reward ratio above 1.0.AnalysesLinear mixed models with estimated marginal means of job positions controlled for gender and age. Proportions with 95% CIs.ResultsFrom 2010 to 2016 and further to 2019, GPs reported a significant increase in levels on the effort scale (ES: 2.96, 3.25, 3.51) and significant decrease in levels on the reward scale (RS: 4.27, 4.05, 3.67). No significant changes were reported by hospital doctors (ES: 3.13, 3.10, 3.14; RS: 4.09, 3.98, 4.04), private practice specialists (ES: 2.58, 2.61, 2.59; RS: 4.32, 4.32, 4.30) and doctors in academia (ES: 2.63, 2.51, 2.52; RS: 4.09, 4.11, 4.14). The proportion of doctors with risky levels of work stress increased significantly for GPs (10.3%, 27.7%, 40.1%), but did not significantly change for hospital doctors (23.0%, 27.3%, 26.9%), private practice specialists (8.2%, 12.7%, 9.4%) and doctors in academia (11.9%, 19.0%, 16.4%).ConclusionDuring a 9-year period, the proportion of risky levels of work stress increased significantly for GPs but did not significantly change for other job positions. This may be partly due to changes in expectations of younger GPs and several healthcare reforms and regulations.

scholarly journals ‘Life in the Travelling Circus’: A Study of Loneliness, Work Stress, and Money Issues in Touring Professional Golf

2017 ◽  
Vol 34 (2) ◽  
pp. 148-159 ◽  
Author(s):  
John Fry ◽  
Daniel Bloyce
Keyword(s):  
Social Support ◽  
Work Stress ◽  
Well Being ◽  
Decision Latitude ◽  
Personal Problems ◽  
Work Related ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Professional Golfers ◽  
Health And Well Being

This article examines the effects of globalization on the well-being of migrant professional athletes. Interviews with 20 touring professional golfers reveal that players experience many of the personal problems—such as loneliness, isolation, low decision latitude, low social support, and effort-reward imbalance—which have been identified as “strong predictors of mental ill-health” (Leka & Jain, 2010, p. 65). Feelings of loneliness and isolation developed as players were regularly apart from family and friends, and spent most of their time with other golfers whom they had somewhat superficial relationships with. These feelings coupled with, for many, uncertain income generated through golf added further to their work-related anxieties. Overall, results highlight the importance of considering how workplace anxieties and vulnerabilities impact on athlete migrants’ health and well-being.

scholarly journals Effort–reward imbalance at work, over-commitment personality and diet quality in Central and Eastern European populations

2016 ◽  
Vol 115 (7) ◽  
pp. 1254-1264 ◽  
Author(s):  
Sung-Wei Chen ◽  
Anne Peasey ◽  
Denes Stefler ◽  
Sofia Malyutina ◽  
Andrzej Pajak ◽  
...  
Keyword(s):  
Work Stress ◽  
Diet Quality ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Men And Women ◽  
Dietary Guideline ◽  
Effort Reward Imbalance ◽  
Unhealthy Diet ◽  
Reward Imbalance

AbstractThe aims of this study were to investigate the associations between work stress defined by the effort–reward imbalance (ERI) model and diet quality and to examine the potential role of over-commitment (OC) personality in ERI–diet relationships. A cross-sectional study was conducted in random population samples of 6340 men and 5792 women (age 45–69 years) from the Czech Republic, Russia and Poland. Dietary data were collected using FFQ. The healthy diet indicator (HDI) was constructed using eight nutrient/food intakes (HDI components) to reflect the adherence to WHO dietary guideline. The extent of imbalance between effort and reward was measured by the effort:reward (ER) ratio; the effort score was the numerator and the reward score was multiplied by a factor adjusting for unequal number of items in the denominator. Logistic regression and linear regression were used to assess the associations between exposures (ER ratio and OC) and outcomes (HDI components and HDI) after adjustment for confounders and mediators. The results showed that high ER ratio and high OC were significantly associated with unhealthy diet quality. For a 1-sd increase in the ER ratio, HDI was reduced by 0·030 and 0·033 sd in men and women, and for a 1-sd increase in OC, HDI was decreased by 0·036 and 0·032 sd in men and women, respectively. The modifying role of OC in ERI–diet relationships was non-significant. To improve diet quality at workplace, a multiple-level approach combining organisational intervention for work stress and individual intervention for vulnerable personality is recommended.

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2020 ◽  
Author(s):  
Danping Liu ◽  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Significant Negative Correlation ◽  
Perfect State ◽  
Self Rated Health ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background: Healthcare workers, whose job is to protect and improve the health of populations, are critical to the success of health systems and to achieving national and global health goals. To respond effectively to the health needs of populations, healthcare workers themselves must be in a perfect state of health. However, healthcare workers face various psychosocial pressures, including night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. This study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers, which is conducive to providing policy guidance from several aspects as possible as to improve healthcare workers’ health. Methods : The Chinese Sixth National Health and Services Survey in Sichuan Province was conducted from August 2018 to October 2018, and we analysed 1327 valid responses. We used structural equation modelling (SEM) to test the hypothesized relationship among the variables. Results: Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β=-0.053, 95%CI: (-0.163) -(-0.001)). The relationships of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95%CI: (-0.150) -(-0.050), (0.011) -(0.022)). Work engagement mediated the relationship between effort-reward imbalance and self-rated health (95%CI: (-0.064) -(-0.008)). Conclusion: In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training for healthcare workers. In addition, health managers should help healthcare workers realize the significance and value of work and help keep them actively devoted to their work through incentive mechanisms.

scholarly journals 1175Work stress and loss of years lived without chronic disease; an 18-year prospective cohort study

2021 ◽  
Vol 50 (Supplement_1) ◽  
Author(s):  
Jeppe K. Sørensen ◽  
Elisabeth Framke ◽  
Jacob Pedersen ◽  
Kristina Alexanderson ◽  
Jens P. Bonde ◽  
...  
Keyword(s):  
Cohort Study ◽  
Chronic Disease ◽  
High Risk ◽  
Life Expectancy ◽  
Work Stress ◽  
Job Strain ◽  
Low Risk ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
Disease Free

Abstract Background Aim: To examine the association of work stress with future chronic disease incidence and loss of chronic disease-free life years in the Danish workforce. Method A population-based prospective register-based cohort study of all employees aged 30-59 in 2000 in Denmark, without chronic diseases at baseline (n = 1,592,491). Using job exposure matrices, we assessed exposure to work stress by a combined measure of job strain and effort-reward imbalance. We estimated the risk of incident hospital-diagnosed chronic disease or death (i.e., type 2 diabetes, coronary heart disease, stroke, cancer, asthma, chronic obstructive pulmonary disease, heart failure, and dementia) during 18 years of follow-up and corresponding chronic disease-free life expectancy. Results Individuals working in occupations with high risk of both job strain and effort-reward imbalance had a slightly higher risk of future incident chronic disease compared to those in occupations with low risk of both stressors. The hazard ratio was 1.04 (95% CI 1.02 to 1.05) in women and 1.12 (95% CI 1.11 to 1.14) in men. The corresponding loss in chronic disease-free life expectancy was 0.25 years in women and 0.84 years in men. Conclusion Working in occupations with a high risk of work stress was associated with a small loss of years lived without chronic disease compared to working in occupations with low risk of work stress. Key messages According to our findings, employees in occupations with high risk of work stress live slightly shorter lives free of chronic diseases compared to employees in occupations with low risk of work stress.

scholarly journals Effects of effort-reward imbalance, job satisfaction, and work engagement on self-rated health among healthcare workers

2020 ◽  
Author(s):  
Jingjing Ge ◽  
Jing He ◽  
Yan Liu ◽  
Juying Zhang ◽  
Jingping Pan ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Workplace Violence ◽  
Structural Equation ◽  
Healthcare Workers ◽  
Perfect State ◽  
Self Rated Health ◽  
Healthcare Needs ◽  
Effort Reward Imbalance ◽  
Reward Imbalance

Abstract Background Healthcare workers, who protect and improve the health of individuals, are critical to the success of health systems and achieving national and global health goals. To respond effectively to the healthcare needs of populations, healthcare workers themselves must be in a perfect state of health. However, healthcare workers face various psychosocial pressures, including having to work night shifts, long working hours, demands of patient care, medical disputes, workplace violence, and emotional distress due to poor interactions with patients and colleagues, and poor promotion prospects. Constant exposure to these psychosocial hazards adversely impacts healthcare workers’ health. Consequently, this study aimed to examine the influence of effort-reward imbalance, job satisfaction, and work engagement on self-rated health of healthcare workers. The results would be conducive to providing policy guidance to improve the health of healthcare workers. Methods We analysed the data of 1327 participants from The Chinese Sixth National Health and Services Survey in Sichuan Province that was conducted from August 2018 to October 2018. Structural equation modelling was used to test the hypothesized relationships among the variables. Results Only 40.1% of healthcare workers rated their health as ‘relatively good’ or ‘good’. Effort-reward imbalance had a significant negative correlation with self-rated health (β = -0.053, 95% CI [-0.163, -0.001]). The associations of effort-reward imbalance and work engagement with self-rated health were both mediated by job satisfaction (95% CI [-0.150, -0.050] and [0.011, 0.022]), and work engagement mediated the relationship between effort-reward imbalance and self-rated health (95% CI [-0.064, -0.008]). Conclusion In order to improve the health of healthcare workers, administrators should balance effort and reward and provide opportunities for career development and training. In addition, health managers should help healthcare workers realize the significance and value of their work and keep them actively devoted to their work through incentive mechanisms.

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