682Do job stressor—mental health relationships vary by migrant status? An Australian comparative analysis

Background Migrants may be more likely to experience occupational health inequities (OHIs) than native-born workers due to higher occupational exposure, higher vulnerability to exposure-associated health impacts, or both. This study explores migrant status-related differences in vulnerability to job stressor exposures in terms of mental health in Australia. Methods Data were from wave 14 of the Household Income and Labour Dynamics in Australia Survey. Migrant status was defined by country of birth (COB), the dominant language of COB, and the years since arrival in Australia. Job stressors included skill discretion, decision authority, and job insecurity. Mental health was assessed using the Mental Health Inventory-5 score (MHI-5). Data were analysed using linear regression, adjusting for gender, age, and education. Migrant status was analysed as the effect modifier of job stressor—mental health relationships. Results As expected, skill discretion and decision authority were positively, while job insecurity was negatively associated with the MHI-5 score. However, there was no statistical evidence of migrant status acting as an effect modifier of job stressor—mental health relationships even though the dominant language of COB and years since arrival in Australia have been taken into account. Conclusions The magnitudes of job stressor—mental health relationships do not differ between migrant workers and Australia-born workers. Key messages Differential exposure rather than differential vulnerability is a more important mechanism for generating occupational mental health inequities between migrants and Australian-born workers. Reducing job stressor exposures could reduce the OHIs among migrant workers in Australia.

The Demand–Control Model as a Predictor of Depressive Symptoms—Interaction and Differential Subscale Effects: Prospective Analyses of 2212 German Employees

Testing assumptions of the widely used demand–control (DC) model in occupational psychosocial epidemiology, we investigated (a) interaction, i.e., whether the combined effect of low job control and high psychological demands on depressive symptoms was stronger than the sum of their single effects (i.e., superadditivity) and (b) whether subscales of psychological demands and job control had similar associations with depressive symptoms. Logistic longitudinal regression analyses of the 5-year cohort of the German Study of Mental Health at Work (S-MGA) 2011/12–2017 of 2212 employees were conducted. The observed combined effect of low job control and high psychological demands on depressive symptoms did not indicate interaction (RERI = −0.26, 95% CI = −0.91; 0.40). When dichotomizing subscales at the median, differential effects of subscales were not found. When dividing subscales into categories based on value ranges, differential effects for job control subscales (namely, decision authority and skill discretion) were found (p = 0.04). This study does not support all assumptions of the DC model: (1) it corroborates previous studies not finding an interaction of psychological demands and job control; and (2) signs of differential subscale effects were found regarding job control. Too few prospective studies have been carried out regarding differential subscale effects.

The relative importance of various job resources for work engagement: A concurrent and follow-up dominance analysis

Job resources are known to be key drivers of work engagement, but surprisingly, little is known about the relative importance of specific job resources in comparison to one another. We investigated the relative importance of eight job resources both cross-sectionally and over a 3-year time period. We hypothesized that job resources at the task level are “universally” important and contribute relatively more to work engagement than other types of job resources. We employed dominance analyses to a large cross-sectional data set ( N = 11,468 from 87 organizations), focusing specifically on 11 jobs, and to a two-wave data set ( N = 2,334). Three job resources emerged as the most important both for concurrent and future work engagement across the jobs and samples: skill discretion, job feedback, and team empowerment. Practically, this study suggests that interventions to enhance work engagement could focus on increasing skill discretion and job feedback and on building team empowerment. JEL: L200 Firm Objectives, Organization, and Behavior: General

Psychosocial job characteristics and mental health: Do associations differ by migrant status in an Australian working population sample?

Migrant workers may experience higher burdens of occupational injury and illness compared to native-born workers, which may be due to the differential exposure to occupational hazards, differential vulnerability to exposure-associated health impacts, or both. This study aims to assess if the relationships between psychosocial job characteristics and mental health vary by migrant status in Australia (differential vulnerability). A total of 8969 persons from wave 14 (2014–2015) of the Household Income and Labour Dynamics in Australia Survey were included in the analysis. Psychosocial job characteristics included skill discretion, decision authority and job insecurity. Mental health was assessed via a Mental Health Inventory-5 score (MHI-5), with a higher score indicating better mental health. Migrant status was defined by (i) country of birth (COB), (ii) the combination of COB and English/Non-English dominant language of COB and (iii) the combination of COB and years since arrival in Australia. Data were analysed using linear regression, adjusting for gender, age and educational attainment. Migrant status was analysed as an effect modifier of the relationships between psychosocial job characteristics and mental health. Skill discretion and decision authority were positively associated with the MHI-5 score while job insecurity was negatively associated with the MHI-5 score. We found no statistical evidence of migrant status acting as an effect modifier of the psychosocial job characteristic―MHI-5 relationships. With respect to psychosocial job characteristic―mental health relationships, these results suggest that differential exposure to job stressors is a more important mechanism than differential vulnerability for generating occupational health inequities between migrants and native-born workers in Australia.

The Impact of Employee’s Job Stress on Staff’s Job Performance at Administrative Office in Bahagian Samarahan, Sarawak

Job performance refers to an employee’s proficiency to perform well in achieving goals and behaviors which involve deliberate arts that are useful to the organization. Job performance can be improved if the employees manage to handle their job stress. This study investigates the significant effects and the relationships between job stress factors and job performance among the staffs at Pejabat Residen, Bahagian Samarahan, Sarawak. This study utilizes Job Demands-Control (JDC) Model by Karasek, which focuses on job demand and job control groups. Job demand consists of two dimensions; workload and time pressure while job control incorporates skill discretion and decision authority. One hundred questionnaires were conveniently distributed, and only 91 were returned and considered usable. This study used correlation and Multiple Linear Regression (MLR) analysis using SPSS version 25. The results show that job demand, job control, workload and time pressure had a significant relationship towards job performance. When the candidates had adequate time, decision-making empowerment and task-related skills, the employees could perform better. Among the predictors investigated, workload and skill discretion showed a significant effect on job performance. The recommendation for future research was also discussed and highlighted.

Changes in work factors and concurrent changes in leisure time physical activity: a 12-year longitudinal analysis

ObjectivesThere is a paucity of longitudinal population-based studies examining whether changes in work factors are associated with concurrent changes in leisure time physical activity (LTPA). This study examines this issue using 12 years of longitudinal survey data.MethodsData were drawn from the Canadian National Population Health Survey. The initial analytical sample in 1994 of 6407 working individuals was followed every 2 years from 2000 to 2010. Seven work factors were measured as independent variables: skill discretion, decision authority, psychological demands, physical exertion, number of jobs, hours at work and shift schedule. LTPA was categorised as inactive, moderately active or active based on metabolic equivalent task values. Fixed-effects multinomial logistic models were used to examine associations between work factors and LTPA controlling for time-invariant effects and adjusted for covariates.ResultsWorkers with lower skill discretion (OR=0.96; 95% CI 0.92 to 0.99), higher psychological demands (OR=0.95; 95% CI 0.92 to 0.99), higher physical exertion (OR=0.93; 95% CI 0.88 to 0.99) and longer work hours (OR=0.97; 95% CI 0.95 to 098) were associated with a lower odds of transitioning from inactive to active and moderately active. There was no evidence of effect modification by age or sex.ConclusionResults suggest that as participants’ skill discretion decreased, and their physical and psychological demands, and work hours increased, their likelihood of becoming more active and moderately active also decreased, supporting the value of targeting improvements in these work factors for physical activity interventions.

Differential Exposure to Job Stressors: A Comparative Analysis Between Migrant and Australia-Born Workers

Aims Previous studies have suggested that migrants have higher exposures to psychosocial job stressors than native-born workers. We explored migrant status-related differences in skill discretion/job complexity and decision authority, and whether the differences varied by gender, age, and educational attainment. Methods Data were from Wave 14 of the Household Income and Labour Dynamics in Australia (HILDA) Survey. A total number of 9031 persons were included in the analysis. Outcomes included skill discretion/job complexity and decision authority. Exposure included migrant status defined by (i) country of birth (COB), (ii) the combination of COB and English/Non-English dominant language of COB, and (iii) the combination of COB and years since arrival in Australia. Data were analysed using linear regression, adjusting for gender, age, and educational attainment. These covariates were also analysed as effect modifiers of the relationship between migrant status and job stressor exposure. Results In the unadjusted analysis, only migrant workers from Non-English-speaking countries (Non-ESC-born) had significantly lower skill discretion and job complexity than Australia-born workers (−0.29, 95% CI: −0.56; −0.01); however, results from fully adjusted models showed that all migrant groups, except migrant workers from Main-English-speaking countries, had significantly lower skill discretion and job complexity than Australia-born workers (overseas-born workers, −0.59, 95% CI: −0.79; −0.38; Non-ESC-born, −1.01, 95% CI: −1.27; −0.75; migrant workers who had arrived ≤5 years ago, −1.33, 95% CI: −1.94; −0.72; arrived 6–10 years ago, −0.92, 95% CI: −1.46; −0.39; and arrived ≥11 years ago, −0.45, 95% CI: −0.67; −0.22). On the contrary, the unadjusted model showed that migrant workers had higher decision authority than Australia-born workers, whereas in the fully adjusted model, no difference in decision authority was found between migrant workers and Australia-born workers. Effect modification results showed that as educational attainment increased, differences in skill discretion and job complexity between Australia-born workers and Non-ESC-born migrants progressively increased; whereas Non-ESC-born migrants with postgraduate degree showed significantly lower decision authority than Australia-born workers. Conclusions This study suggests that skill discretion and job complexity but not decision authority is associated with migrant status. Migrants with high educational attainment from Non-English-speaking countries appear to be most affected by lower skill discretion/job complexity and decision authority; however, differences in skill discretion and job complexity attenuate over time for Non-ESC-born migrants, consistent with an acculturation effect. Low skill discretion and job complexity, to the extent that it overlaps with underemployment, may adversely affect migrant workers’ well-being. Targeted language skill support could facilitate migrant integration into the Australian labour market.

Drivers of working longer: Results from a large-scale and representative German employee survey

Most research on the factors driving employees to work longer than expected or preagreed has focused on behaviors of work extension and has widely neglected work intensification. Therefore, the aim of this study is to investigate whether job demands, as well as employees' job-related resources and personal resources (skill discretion, educational level), predict behavioral indicators of work extension (total working hours, overtime) and work intensification (skipping mandatory rest breaks). We use data from the sixth wave of a large cross-sectional and representative German employee survey (N = 10 148). The findings suggest that job demands and skill discretion are positively associated with the different behaviors of working longer. The relationship between work extension and skill discretion is stronger for higher-educated employees than for lower-educated employees. Our findings suggest that specific job demands and resources must be considered simultaneously to explain working longer and to differentiate between behaviors of working longer.

Association between dimensions of the psychosocial and physical work environment and latent smoking trajectories: a 16-year cohort study of the Canadian workforce

BackgroundThis study aimed to determine the number of latent smoking trajectories among Canadians employed in the workforce over a 16-year period, and if latent trajectories in dimensions of the physical and psychosocial work environment were associated with specific smoking trajectories.MethodsWe studied 5461 employed adults from the longitudinal Canadian National Population Health Survey. Daily cigarette consumption was measured biannually from 1994 to 2010. Work environment factors (skill discretion, decision authority, psychological demands, job insecurity, physical exertion and workplace social support) were measured in 1994 and then from 2000 to 2010 using an abbreviated form of the Job Content Questionnaire. Smoking and work environment trajectories were derived using group-based trajectory modelling. Associations between work environment trajectory classes and smoking trajectory classes were estimated using multinomial logistic regression.ResultsFour latent smoking trajectories were seen: non-smokers; ceasing smokers (consuming ~14 cigarettes/day in 1994 and 0 in 2008–2010); smokers (consuming ~7 cigarettes/day between 1994 and 2010); and heavy smokers (consuming ~22 cigarettes/day in 1994 and ~14 in 2010). Lower skill discretion, high psychological demands, high physical exertion and low social support trajectories were associated with membership in the heavy smoking trajectory compared with the non-smoking trajectory. Low decision authority, high psychological demands and high physical exertion trajectories were associated with membership in the ceasing compared with the non-smoking trajectory.ConclusionsCertain physical and psychosocial work environment trajectories were associated with heavy and ceasing smoking behaviours over a 16-year period. The role of the work environment should be further considered in smoking cessation programmes.