Emotional Demand and Mental Health in Korean Employees

Background: Emotional demand (ED) at work is related to mental health in the general workforce, not just emotional workers. We investigated the relationships between ED and mental health outcomes, including distress, depressive symptoms (DS), experience of depression (DE), and suicidal ideation (SI) on the entire general workforce using nationally representative data. Methods: 5787 full-time employees were analyzed using cross-sectional design with the fourth Korean National Health and Nutrition Examination Survey (K-NHANES IV). Work-related psychosocial factors and mental health status were measured through face-to-face interviews. Multi-stage and stratified survey designs were considered in the analysis, and the mental health effects of ED were analyzed using multivariable logistic analysis. The Cochran–Armitage trend test was conducted to investigate increases in the relationship between the severity of ED and mental health outcomes. Results: The subjects comprised 3089 men and 2698 women. ED was reported by 36.7% of men and 39.3% of women. The estimated prevalence of distress was 27.5% in men and 34.6% in women. Adjusted odds ratios (ORs) of ED for distress were 2.62 (95% confidence interval (CI) = 2.10–3.28) for men and 2.57 (95% CI = 1.92–3.45) for women. DS was significantly related to ED (men: OR = 1.72, 95% CI = 1.18–2.50; women: OR = 1.91, 95% CI = 1.33–2.74). ED was also significant psychosocial risk factor for DE (men: OR = 1.88, 95% CI = 1.07–3.29; women: OR = 1.77, 95% CI = 1.15–2.75) and SI (men: OR = 1.64, 95% CI = 1.11–2.41; women: OR = 2.31, 95% CI = 1.63–3.28). Conclusions: ED was a risk factor for distress, DS, DE, and SI in the general workforce. Legal and social safety networks should be constructed for workers whose emotions may be hidden at work, as well as workers in emotion-related fields.

Women as Victims of Court Rulings: Consequences of Workplace Harassment in the Hospitality Industry in Spain (2000–2016)

Workplace harassment is a psychosocial risk factor that increasingly affects workers in the hospitality industry. Although this risk factor is recognised by legal regulations in Spain, in many cases the scope of these regulations and their interpretation by the courts remains unclear. The aim of this research is to conduct a qualitative, documentary, and descriptive study of the content of 61 rulings obtained from a search of 2335 rulings in the database of the Judicial Documentation Centre (CENDOJ) for the years 2000 to 2016. The main results show a steady increase in complaints over sixteen years; that women are predominantly the victims of work-related and sexual harassment; and that most harassment is carried out by men, is vertical in nature, and is frequently perpetrated by employers or bosses. Approximately half of the cases resulted in the awarding of some form of financial compensation, and although the amounts were small, over half of these cases involved workplace harassment, with the rest relating to sexual harassment at work. Most cases resulted in the termination of the victim’s contract, either through dismissal or employee abandonment. Based on the results found, we develop proposals that may facilitate future lines of action designed to enhance the defence and legal protection of workers and thus contribute to the promotion and sustainability of wellbeing in the workplace.

Factor de Riesgo Psicosocial y desempeño laboral del personal administrativo del Museo de la Ciudad

El Factor de Riesgo Psicosocial afectó de forma directa al talento humano en su desempeño laboral, principalmente, en su salud física y psicológica, como también causó inconvenientes y obstáculos importantes en el personal administrativo del Museo de la Ciudad, en sus políticas, procedimientos y reglamentos internos. Este estudio demostró que el desempeño laboral de los colaboradores, tiene una relación moderada, lo cual, generó nerviosismo e intranquilidad por su estabilidad laboral, cambios y traslados a otros sitios de trabajo de la Fundación. Los resultados permitieron afirmar que hubo una relación directamente inversa entre los factores de riesgo psicosocial y el desempeño laboral en los cuarenta empleados. Se recomendó actualizar la información ocupacional, definir los puestos de trabajo, mejorar las condiciones y sitios de trabajo; Es decir, se debe considerar cómo el puesto aporta valor a la organización, cómo contribuye a la productividad, así como cuánta oportunidad ofrece y quién lo desempeña para emplear sus capacidades; además, por lo que el colaborador desempeña sus funciones con el fin de fortalecer, mejorar la productividad y el clima laboral del Museo de la Ciudad.Palabras clave: Desempeño Laboral, Factor Riesgo Psicosocial, Talento Humano. The Psychosocial Risk Factor directly affected human talent in their work performance, mainly in their physical and psychological health, as well as caused significant inconveniences and obstacles in the administrative staff of the City Museum, in its policies, procedures and regulations internal This study showed that the work performance of employees has a moderate relationship, which generated nervousness and restlessness due to their job stability, changes and transfers to other work sites of the Foundation. The results allowed us to affirm that there was a directly inverse relationship between psychosocial risk factors and work performance in the forty employees. It was recommended to update occupational information, define jobs, improve working conditions and sites; In addition, there should be no political persecution, so the collaborator performs his duties in order to strengthen, improve productivity and the work environment of the City Museum.Keywords: Work Performance, Psychosocial Risk Factor, Talent job.

Impact of Workplace Conflicts on Self-Reported Medically Certified Sickness Absence in Latvia

Sickness absence is one of the most important working population health indicators. It is a complex phenomenon that is investigated by health care and occupational health specialists, economists, and work psychologists. Sickness absence is used as a predictor for morbidity and mortality, but besides the health status of an individual, sickness absence is influenced by demographic, socio-economic factors, and work environment factors. Conflicts at work are a common psychosocial risk factor that can affect sickness absence. The aim of the study was to investigate the association between different types of workplace conflict and self-reported medically certified sickness absence using cross-sectional survey data pooled from four periodic national surveys—Work conditions and risks in Latvia (2006–2018). The sample is representative of the working population of Latvia, as respondents were randomly drawn from different regions and industries. In total, the study sample (n = 8557) consisted of employees between 16 and 80 years old (average 42.8 +/− 12.6) of which 46.2% were males and 53.8% were females. Researchers used the computer-assisted personal interviewing (CAPI) method for collecting data. The association between workplace conflicts and sickness absence was analysed by using binomial logistic regression and calculated as odds ratios (OR) with 95% confidence intervals (CI), with adjustment for gender, age, education and survey year. The risk of sickness absence was higher among women (OR = 1.24, CI 1.13–1.35), employees aged 25–44 years old and employees with higher income. Controlling for socio-demographic factors and survey year, the odds of sickness absence increased significantly for all types of workplace conflict analysed. The strongest association with sickness absence was related to conflicts between managers and employees (OR = 1.51, CI 1.37–1.66) and conflicts between groups of employees (OR = 1.45, CI 1.31–1.61). Conflicts between employees and with customers also increased the odds of sickness absence (OR = 1.39, CI 1.27–1.52 and OR = 1.11, CI 1.01–1.23, respectively). Our findings suggest that tailored interventions at a company level for reducing workplace conflicts as risk factors of sickness absence are required. Those should focus on the improvement of managers’ leadership and human resource management skills.

DISCRIMINATION IN THE WORKPLACE, PSYCHOLOGICAL SAFETY OF THE SUBJECT OF LABOR AND RESILIENCE

В статье рассматривается дискриминация на рабочем месте как психосоциальный фактор риска, влияющий на психологическую безопасность субъекта труда и предъявляющий особые требования к его жизнеспособности, вне зависимости от того, применительно к какому уровню жизнедеятельности субъекта анализируется жизнеспособность. Безопасность в современной психологической науке и сопряженных дисциплинах трактуется многообразно: через объективные показатели безопасности деятельности, как социально-психологический феномен, как психологическая безопасность личности. Единая теория, которая связывала бы два конструкта, безопасности и жизнеспособности, имеющих единое семантическое поле, отсутствует. Представлен краткий анализ исследований по безопасности, жизнеспособности профессионала, дискриминации как фактору риска безопасности и жизнеспособности. Подчеркивается, что значимым аспектом анализа безопасности и жизнеспособности является внимание к их антецедентами возможным факторам риска. Дискриминация на рабочем месте служит одним из них; ее проявления в современных организациях наблюдаются по разным основаниям, включая расовое или этническое разнообразие в пределах организации, культурные и семейные ценности, возраст. В данной статье уделяется внимание дискриминации, в том числе по возрастному признаку как фактору риска, способного оказывать влияние на жизнеспособность профессионала. The article considers discrimination in the workplace as a psychosocial risk factor that affects the psychological safety of the subject of labor and imposes special requirements on his resilience, regardless of what level of the subject's vital activity the viability is analyzed. Safety in modern psychological science and related disciplines is interpreted in a variety of ways: through objective indicators of the safety of activities, as a socio-psychological phenomenon, as the psychological safety of personal. There is no unified theory that would link two constructs, safety and resilience that have a single semantic field. In this regard, attention to the antecedents of safety and resilience is significant. Workplace discrimination is one of them. Its manifestations in modern organizations are observed for various reasons, including racial or ethnic diversity within the organization, cultural and family values, and age. A brief analysis of research studies on safety, professional resilience, discrimination as a risk factor to safety and resilience is presented. It is emphasized that an important aspect of safety and resilience analysis is attention to their antecedents of possible risk factors. Workplace discrimination is one of them; its manifestations in modern organizations are observed for various reasons, including racial or ethnic diversity within the organization, cultural and family values, age. This article focuses on discrimination, including on the basis of age as a risk factor that can influence the viability of a professional.

Mobbing process as a psychosocial risk factor in educational groups

The socio-psychological phenomenon of mobbing in educational groups requires a detailed study and identification of new factors and dependencies. The purpose of this study is to analyze statistical information, identify the features of the formation and development of the mobbing process in the student team, and develop relevant techniques for timely response at any stage of the mobbing process. The article discusses the results of research by domestic and foreign authors on the problems of mobbing. A brief overview of the history of the term is given. Participants are identified and the main prerequisites for the formation of the mobbing process are identified. In accordance with the stages of formation and development of mobbing as a socio-psychological phenomenon, the stages in the structure of the mobbing process in educational groups are defined. A diagram of the relationship between objects and subjects of the mobbing process is presented. Based on the analysis, a standard version of the actions of a potential victim of mobbing has been developed. The article considers the mobbing process as a factor that negatively affects the moral and psychological climate of educational groups. The lack of a psychologically healthy climate in the educational team leads to a reluctance to work in a team and a possible decrease in the effectiveness of perception of educational material and involvement in the educational process. The authors note the need to use techniques for timely response at any stage of the mobbing process. An attempt is made to develop tools for potential victims of the mobbing process in educational groups in order to resolve a conflict situation at any stage of the process.

Socioeconomic and Psychosocial Mechanisms Underlying Racial and Ethnic Disparities in Cognition Among Older Adults

Racial/ethnic disparities in cognitive aging are only partly attributable to socioeconomic indicators. Emerging literature highlights psychosocial factors, such as related constructs of discrimination and perceived control. Using data from 1,463 older adults (51% Hispanic, 27% non-Hispanic Black, 22% non-Hispanic White) in the Washington Heights-Inwood Columbia Aging Project, cross-sectional mediation models quantified separate indirect effects of Black race and Hispanic ethnicity on global cognitive composite scores. Socioeconomic status explained approximately 50% of Black-White and Hispanic-White disparities in cognition. Perceived control explained an additional 5-8%. Discrimination was not associated with cognition. Significant racial/ethnic disparities remained after accounting for the included socioeconomic and psychosocial factors, indicating that future studies should consider additional potential mediators. Lower perceived control, which likely reflects chronic exposure to interpersonal and institutional marginalization, may be a particularly salient psychosocial risk factor for poorer cognitive aging among certain racial/ethnic minority groups.

Psychosocial Risks, Work Engagement, and Job Satisfaction of Nurses During COVID-19 Pandemic

Context: COVID-19 pandemic is a serious health emergency that has affected countries all over the world. Health emergencies are a critical psychosocial risk factor for nurses. In general, psychosocial risks constitute serious problems as they impact workers' health, productivity, and efficiency. Despite their importance, few studies analyze nurses' psychosocial risks during a health emergency caused by a pandemic or analyze their perception of the emergency and its relation to such risks.Objectives: To analyze the perception of COVID-19 by nurses, especially about measures, resources, and impact on their daily work. Also, to analyze these professionals' psychosocial risks and the relationship between perception of COVID-19 and these risks.Methods: A descriptive correlational study was performed in a convenience sample of 92 nurses from two public hospitals in the Valencian Community (Spain), (74 women, 79.1%), aged 24–63 (M = 43.37, SD = 11.58). Data were collected via an online self-completed questionnaire during the rise of the pandemic from March 29 to April 8, when the number of infections went from 78,797 to 146,690.Results: The measures and resources available about COVID-19 are relatively low, and the impact on their work is high. Similarly, the most prominent psychosocial risks appear to be emotional work and workload. In contrast, nurses' work engagement is medium, and their satisfaction is high. Finally, there seems to be a negative and significant relationship between the information available to nurses, the measures implemented, and resources with some of their psychosocial risks, and a positive one with job satisfaction and work engagement. There is also a positive and significant relationship only between the impact of COVID-19 and their work inequality, but not for other risks.Conclusions: The resources, measures, and information can be a protective factor facing nurses' psychosocial risks, especially during a pandemic. Studying the relationships between psychosocial risk and perception of a health emergency would be relevant and fundamental to protecting and caring for nurses, health professionals, and society.

Experiences of Discrimination Are Associated With Worse Metabolic Syndrome Severity Among African Americans in the Jackson Heart Study

Background Metabolic syndrome (MetS) is a risk factor for the development of cardiovascular disease and type 2 diabetes. Although the development of MetS is attributed to known lifestyle factors, perceived discrimination may also contribute to MetS development and severity. Purpose We examined the associations of perceived discrimination with MetS severity among African American adults at baseline and 8-year follow-up. Methods Three thousand eight hundred and seventy participants (mean age 53.8 ± 13.0; 63.1% female) without diabetes and no missing MetS severity scores at baseline were included. Each self-reported measure of discrimination at baseline (everyday, lifetime, and burden of lifetime) was classified into tertiles (low, medium, high). After adjustment for demographics and MetS risk factors, associations of discrimination were examined with a sex- and race/ethnicity-specific MetS severity Z-score. We employed a mixed model approach that allowed for the assessment of an overall association between reported discrimination at baseline and MetS severity, and for the possible change over time. Results Sex and age differences were observed in experiences with discrimination, such that men reported higher levels of all aspects of discrimination relative to women. Everyday discrimination decreased with age, whereas lifetime discrimination increased with age (p < .05). Independent of lifestyle and demographic factors, everyday and lifetime discrimination were significantly associated with MetS severity (p = .003 and p = .017, respectively) and the associations remained constant over the 8 years (i.e., no interaction with time). Conclusions Our results suggest that, in a large community-based sample of African Americans, discrimination is a salient psychosocial risk factor for severity of MetS.

Longitudinal associations between loneliness, social isolation and cardiovascular events

ObjectiveThis study aimed to examine the association between loneliness, social isolation and cardiovascular disease (CVD), looking at both self-reported CVD diagnosis and CVD-related hospital admissions.MethodsData were derived from the English Longitudinal Study of Ageing linked with administrative hospital records and mortality registry data. The analytical sample size was 5850 for the analysis of self-reported CVD and 4587 of CVD derived from hospital records, with a follow-up up to 9.6 years. Data were analysed using survival analysis, accounting for competing risks events.ResultsThe mean age was 64 years (SD 8.3). About 44%–45% were men. Within the follow-up, 17% participants reported having newly diagnosed CVD and 16% had a CVD-related hospital admission. We found that loneliness was associated with an increased risk of CVD events independent of potential confounders and risk factors. The hazard of people with the highest level of loneliness was about 30% higher for onset CVD diagnosis (HR: 1.05, 95% CI: 1.01 to 1.09) and 48% higher for CVD-related hospital admissions (HR: 1.08, 95% CI: 1.03 to 1.14), compared with the least lonely. There was little evidence that social isolation was independently associated with the risk of either CVD diagnosis or admission.ConclusionsOur findings provided strong evidence for the relationship between loneliness and cardiovascular events. Loneliness should be considered as a psychosocial risk factor for CVD in both research and interventions for cardiovascular prevention.