scholarly journals 34 Determinants of health, work ability and sickness absence: the influence of lifestyle, work-related factors, and work engagement

2013 ◽  
Vol 70 (Suppl 1) ◽  
pp. A12.1-A12
Author(s):  
A Rongen ◽  
Robroek ◽  
Schaufeli ◽  
Burdorf
Keyword(s):  
Sickness Absence ◽  
Work Engagement ◽  
Work Ability ◽  
Determinants Of Health ◽  
Health Work ◽  
Related Factors ◽  
Work Related

scholarly journals Impact of work-related factors, lifestyle, and work ability on sickness absence among Dutch construction workers

2009 ◽  
Vol 35 (5) ◽  
pp. 325-333 ◽  
Author(s):  
Seyed M Alavinia ◽  
Tilja IJ van den Berg ◽  
Cor van Duivenbooden ◽  
Leo AM Elders ◽  
Alex Burdorf
Keyword(s):  
Sickness Absence ◽  
Work Ability ◽  
Construction Workers ◽  
Related Factors ◽  
Work Related

scholarly journals Work-Related Exposures and Sickness Absence Trajectories: A Nationally Representative Follow-up Study among Finnish Working-Aged People

2019 ◽  
Vol 16 (12) ◽  
pp. 2099 ◽  
Author(s):  
Tea Lallukka ◽  
Leena Kaila-Kangas ◽  
Minna Mänty ◽  
Seppo Koskinen ◽  
Eija Haukka ◽  
...  
Keyword(s):  
Sickness Absence ◽  
Developmental Trajectories ◽  
Physical Workload ◽  
Physical Work ◽  
Annual Number ◽  
Related Factors ◽  
Aged People ◽  
Work Related ◽  
Nationally Representative

The contribution of physically demanding work to the developmental trajectories of sickness absence (SA) has seldom been examined. We analyzed the associations of 12 physical work exposures, individually and in combination, with SA trajectories among the occupationally active in the Finnish nationally representative Health 2000 survey. We included 3814 participants aged 30–59 years at baseline, when exposure history to work-related factors was reported. The survey and interview responses were linked with the annual number of medically confirmed SA spells through 2002–2008 from national registries. Trajectory analyses identified three SA subgroups: 1 = low (54.6%), 2 = slowly increasing (33.7%), and 3 = high (11.7%). After adjustments, sitting or use of keyboard >1 year was inversely associated with the high SA trajectory (odds ratio, OR, 0.57; 95% 95% confidence interval, CI, 0.43–0.77). The odds of belonging to the trajectory of high SA increased with an increasing number of risk factors, and was highest for those with ≥4 physical workload factors (OR 2.71; 95% CI 1.99–3.69). In conclusion, these findings highlight the need to find ways to better maintain the work ability of those in physically loading work, particularly when there occurs exposure to several workload factors.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
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.

Effect of job and individual factors on Work Ability Index (WAI) in a dairy company

2016 ◽  
pp. 34-39
Author(s):  
Haji Omid Kalte
Keyword(s):  
Sleep Quality ◽  
Work Ability ◽  
Job Insecurity ◽  
Statistical Analyses ◽  
Work Ability Index ◽  
Related Factors ◽  
Cross Sectional ◽  
Work Related ◽  
Ability Index ◽  
The Mean

Abstract Background: The work ability index (WAI) is one the most widely used instruments for measuring perceived work ability. However, very few studies have used this instrument in Iran. The present study is designed to assess effect of individual and work-related risk factors on the WAI in one dairy factory. Methods: This cross-sectional study was designed among 117 workers. Work ability was measured by the Persian versions of Work Ability Index (P-WAI). An author-developed measure was used to assess individual and work-related factors. All Statistical analyses were performed using IBM SPSS Statistics 21 (USA, SPSS Inc.). Results: The mean age of participants was 32.38 ± 7.3 and the Mean score of the WAI was 44.92 ± 5.56. According to the categorical classification of WAI score, 10.9, 35.6, and 53.5 % of participants had moderate, good and excellent work ability, respectively. The results of statistical analyses showed that mean WAI significantly differed with age (0.049), sleep quality (p= 0.035) and employment status (p= 0.014). Conclusion: To improve the workers’ work ability, intervention programs should focus on improving sleep quality and exercise. Also, we suggest that increasing job insecurity should be considered an important intervention in promoting worker’s work ability. Keywords: Work Ability Index (WAI), Sleep Quality, Job Insecurity

Managing Diabetes in the Workplace

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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