BACKGROUND
The Job-Demand-Control-Support model of Karasek is the gold standard to assess perception of work, however this has been poorly studied among managers.
OBJECTIVE
We aimed to explore the perception of work (job demand, control and support) in managers, and to quantify their risk of job strain and isostrain.
METHODS
We conducted a cross-sectional study on workers using the Wittyfit software. Job demand, control, and support were evaluated by self-reported questionnaires, as well as sociodemographic data.
RESULTS
We included 9257 workers: 8488 employees (median age of 45 years old and median seniority of 10 years, 39.4% of women) and 769 managers (463 with more than 45 years old, 343 with more than 10 years of service, 33.3% of women). Managers had higher levels than employees in job control (79.1±15.9 vs 75.5±17.6) and job support (25.1±5.6 vs 23.9±6.4) (p<0.001). Compared to employees, managers had a 40% decreased risk of job strain (high job demand and low job control) (OR=0.60, 95%CI 0.49 to 0.73), and a 46% decreased risk of isostrain (job strain with low job support) (0.54, 0.42 to 0.71) (p<0.001). Oldest workers (1.32, 1.18 to 1.48, p<0.001) and women (1.12, 1.01 to 1. 24, p=0.03) were at greater risk of job strain. Also, oldest workers (1.77, 1.52 to 2.06), and women (1.15, 1.00 to 1.31) were at greater risk of isostrain, as well as most senior workers (1.25, 1.08 to 1.45).
CONCLUSIONS
Managers seem to have higher autonomy and social support, and therefore are less at risk of job or isostrain than employees. Other factors such as age, seniority and gender may influence this relationship.
CLINICALTRIAL
Clinicaltrials.gov: NCT02596737;
https://www.clinicaltrials.gov/ct2/show/NCT02596737.