Impact of a manager-oriented intervention on occupational exposures and well-being among pregnant hospital and day-care employees: A cluster randomised trial

2021 ◽  
pp. 140349482110183
Author(s):  
Luise Mølenberg Begtrup ◽  
Charlotte Brauer ◽  
Johan Høy Jensen ◽  
Sandra Søgaard Tøttenborg ◽  
Esben Meulengracht Flachs ◽  
...  
Keyword(s):  
Work Environment ◽  
Day Care ◽  
Randomised Trial ◽  
Occupational Exposures ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Cluster Randomised Trial ◽  
Control Group ◽  
Psychosocial Work ◽  
Work Units

Background: Pregnancy can make it difficult to cope with demands at work and may affect women’s well-being. We investigated if a manager-targeted educational intervention reduced demanding occupational exposures and improved the psychosocial work environment and well-being among pregnant employees. Methods: Data came from a cluster randomised trial in Danish hospitals and day-care institutions. Work units were assigned randomly and were non-blinded to the intervention, where managers were either invited to participate in a three-hour seminar addressing job adjustment in pregnancy or assigned to a control group undertaking their usual practice. Self-reported outcomes by pregnant employees at the work units were the proportion of pregnant employees with demanding occupational exposures, good psychosocial work environment and good well-being. Mixed logistic regression was applied in the population of responders and in intention-to-treat analyses using multiple imputations. Results: We included 915 pregnant employees: 451 in the intervention group and 464 in the control group. Of 216 invited managers, 103 (48%) participated in the seminar. A total of 339 (37%) pregnant employees answered the questionnaire. The proportion of pregnant employees who had demanding occupational exposures, good psychosocial work environment and good well-being in the intervention versus the control group were 36% versus 39% (odds ratio (OR)=0.90, 95% confidence interval (CI) 0.57–1.44), 56% versus 59% (OR=1.01, 95% CI 0.60–1.71) and 77% versus 73% (OR=1.13, 95% CI 0.68–1.87), respectively. Conclusions: This manager-targeted educational intervention did not reduce demanding occupational exposures and did not improve the psychosocial work environment or the well-being among pregnant employees in hospital and day-care settings. Comprehensive and participatory interventions may be considered in future studies.

Comparing the new interdisciplinary Health in work intervention to conventional monodisciplinary welfare interventions at Norwegian workplaces: Protocol for a pragmatic cluster-randomized trial (Preprint)

2022 ◽  
Author(s):  
Anje Christina Höper ◽  
Christoffer Lilja Terjesen ◽  
Nils Fleten
Keyword(s):  
Work Environment ◽  
Sickness Absence ◽  
Intraclass Correlation ◽  
Health Anxiety ◽  
Randomised Trial ◽  
Psychosocial Work Environment ◽  
Cluster Randomised Trial ◽  
Health Complaints ◽  
Psychosocial Work ◽  
Treatment As Usual

BACKGROUND Musculoskeletal and mental health complaints are the dominant diagnostic categories in long-term sick leave and disability pensions in Norway. Continuing to work despite health complaints is often beneficial, and a good work environment can improve work inclusion for people affected. In 2001, the Norwegian Labour and Welfare Administration (NAV) began to offer inclusive work measures (IWM) to improve the psychosocial work environment, as well as work inclusion of people with health complaints. In 2018, NAV and specialist health services started offering the new collaborative Health in work programme. Its workplace intervention (HIW) presents health- and welfare information that may improve employees´ coping ability regarding common health complaints. It encourages understanding of coworkers´ health complaints and appropriate work adjustments, in order to increase work participation. OBJECTIVE This protocol presents an ongoing, two-arm, pragmatic cluster-randomised trial. Its aim is to compare the effect of monodisciplinary IWM (treatment as usual) and interdisciplinary HIW in terms of changes in overall sickness absence, healthcare utilisation, health-related quality of life, and costs. Secondary objectives are to compare changes in individual sickness absence, psychosocial work environment, job and life satisfaction, health, and health anxiety, both at the individual and the group level. METHODS Data will be collected from national registers, trial-specific registrations and questionnaires. Effects will be explored by difference-in-difference analysis, and regression modelling. Multilevel analysis will visualise any cluster effects by intraclass correlation coefficients. RESULTS Inclusion is completed with 97 workplaces and 1383 individual consents. CONCLUSIONS Data collection will be finished with the last questionnaires to be sent out in July 2023. This trial will contribute to fill knowledge gaps about effectiveness and costs of workplace interventions, thereby benefitting health and welfare services, political decision-makers, and the public and business sectors. CLINICALTRIAL The trial is approved by the Norwegian Regional Committee for Medical and Health Research Ethics and registered in Clinicaltrials.gov (NCT04000035). Findings will be published in reports, peer-reviewed journals and at conferences.

scholarly journals What happens to the physical and psychosocial work environment when activity-based offices are introduced into academia?

2018 ◽  
Vol 20 (4) ◽  
pp. 230-243 ◽  
Author(s):  
Hanne Berthelsen ◽  
Tuija Muhonen ◽  
Susanna Toivanen
Keyword(s):  
Work Environment ◽  
Response Rate ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Cross Sectional ◽  
Content Type ◽  
Long Run ◽  
Before And After ◽  
Cross Sectional Design

PurposeThere is an increased interest for introducing activity-based offices at universities. The purpose of this study is to contribute to the knowledge about the importance of the built environment for the psychosocial work environment within academia by analyzing how staff at a large Swedish university experienced the physical and psychosocial work environment before and after moving to activity-based offices.Design/methodology/approachA Web-based survey was distributed to all employees at two faculties at a university three months before (2015,n= 217, response rate 51 per cent) and nine months after (2016,n= 200, response rate 47 per cent) relocation to a new activity-based university building.FindingsIn the new premises, a vast majority (86 per cent) always occupied the same place when possible, and worked also more often from home. The social community at work had declined and social support from colleagues and supervisors was perceived to have decreased. The participants reported a lower job satisfaction after the relocation and were more likely to seek new jobs. No aspects in the physical or psychosocial work environment were found to have improved after the relocation.Research/limitations implicationsThe study had a two-wave cross-sectional design, which does not allow establishing causal relations.Practical implicationsThere is reason to be cautious about relocation to activity-based offices at universities. The potential savings in costs for premises may lead to may be followed by an increase in other costs. The risk that staff cannot concentrate on their work in activity-based university workplaces and lose their sense of community with colleagues are factors, which in the long run may lead to decreased efficiency, more conflicts and poorer well-being.Originality/valueThis paper contributes with new knowledge concerning changes in the physical and psychosocial work environment when relocating from cell offices to activity-based offices in a university setting.

scholarly journals Employment, psychosocial work environment and well-being among migrant and native physicians in Finnish health care

2014 ◽  
Vol 24 (3) ◽  
pp. 445-451 ◽  
Author(s):  
A.-M. Aalto ◽  
T. Heponiemi ◽  
I. Keskimaki ◽  
H. Kuusio ◽  
L. Hietapakka ◽  
...  
Keyword(s):  
Health Care ◽  
Work Environment ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work

Effect of a participative work conference on psychosocial work environment and well-being

2006 ◽  
Vol 15 (4) ◽  
pp. 459-476 ◽  
Author(s):  
Pauliina Mattila ◽  
Anna-Liisa Elo ◽  
Eeva Kuosma ◽  
Eeva Kylä-Setälä
Keyword(s):  
Work Environment ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work

At work but ill: psychosocial work environment and well‐being determinants of presenteeism propensity

2006 ◽  
Vol 5 (4) ◽  
pp. 26-37 ◽  
Author(s):  
Caroline Biron ◽  
Jean‐Pierre Brun ◽  
Hans Ivers ◽  
Cary Cooper
Keyword(s):  
Work Environment ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Psychosocial Work

The importance of the supervisor for the mental health and work attitudes of Australian aged care nurses

2012 ◽  
Vol 25 (3) ◽  
pp. 382-389 ◽  
Author(s):  
John Rodwell ◽  
Angela Martin
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Supervisor Support ◽  
Well Being ◽  
Work Attitudes ◽  
Aged Care ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Interpersonal Justice ◽  
The Impact

ABSTRACTBackground: The work attitudes and psychological well-being of aged care nurses are important factors impacting on the current and future capacity of the aged care workforce. Expanding our understanding of the ways in which the psychosocial work environment influences these outcomes is important in order to enable organizations to improve the management of human resources in this sector.Methods: Using survey data from a sample of 222 Australian aged care nurses, regression analyses were employed to test the relative impact of a range of psychosocial work environment variables derived from the demand-control-support (DCS) model and organizational justice variables on satisfaction, commitment, well-being, and depression.Results: The expanded model predicted the work attitudes and well-being of aged care nurses, particularly the DCS components. Specifically, demand was related to depression, well-being, and job satisfaction, job control was related to depression, commitment, and job satisfaction, and supervisor support and interpersonal fairness were related to well-being. The contributions of informational and interpersonal justice, along with the main and interaction effects of supervisor support, highlight the centrality of the supervisor in addressing the impact of job demands on aged care nurses.Conclusion: Psychosocial variables have utility beyond predicting stress outcomes to the work attitudes of nurses in an aged care setting and thus present further avenues of research for the retention of nurses and improved patient care.

scholarly journals Job-related Stress and Well-being Among Teachers: A Cross Sectional Study

2020 ◽  
Vol 16 (5) ◽  
pp. 19
Author(s):  
Ruth Wong
Keyword(s):  
Work Environment ◽  
Teaching Experience ◽  
Well Being ◽  
Psychosocial Work Environment ◽  
Work Life ◽  
Psychosocial Work ◽  
Life Balance ◽  
Years Of Teaching Experience ◽  
Related Stress ◽  
Job Related Stress

Teachers are believed to be a profession which brings relatively high job satisfaction as well as high level of stress in their job settings because of various reasons such as heavy workload, long teaching hours, large class size, students’ disciplinary problems, cramped classrooms, excessive administrative work and so on. To examine what the main stressors are and whether gender and teaching experiences will make a difference on how teachers perceive job-related stress, this study has designed a questionnaire called Stress and Job Satisfaction Scale for Teacher (SJSST) to explore the issues. Results showed that school teachers faced moderate level of job-related stress. The main stressors were ‘demands from job’, ‘work-life balance’ and ‘control over work’. It was also found that male teachers had higher level of stress in general. ‘Psychosocial work environment’, ‘health & well-being’, and ‘relations at work’ were found to have significant difference between male and female teachers. According to the results of ANOVA, years of teaching experience were significant for all stressors. Teachers with more than 30 years of teaching experience received highest level of stress from ‘demands from job’ and ‘work-life balance’ among other groups of teachers. Teachers with 11-20 years of experience had highest level of stress from ‘control over work’ and ‘psychosocial work environment’. While teachers with 6-10 years of experience, they suffered highest level of stress from ‘health and well-being’, ‘future and change’, ‘relations at work’, and ‘physical environment’.

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