Sickness absence and workplace levels of satisfaction with psychosocial work conditions at public service workplaces

2009 ◽  
Vol 52 (2) ◽  
pp. 153-161 ◽  
Author(s):  
Torsten Munch-Hansen ◽  
Joanna Wieclaw ◽  
Esben Agerbo ◽  
Niels Westergaard-Nielsen ◽  
Mikael Rosenkilde ◽  
...  
Keyword(s):  
Sickness Absence ◽  
Public Service ◽  
Work Conditions ◽  
Psychosocial Work

scholarly journals Sickness absence and psychosocial work conditions: a multilevel study

2008 ◽  
Vol 58 (6) ◽  
pp. 425-430 ◽  
Author(s):  
C. A. M. Roelen ◽  
S. H. Weites ◽  
P. C. Koopmans ◽  
J. J. L. van der Klink ◽  
J. W. Groothoff
Keyword(s):  
Sickness Absence ◽  
Work Conditions ◽  
Psychosocial Work ◽  
Multilevel Study

scholarly journals Estimating the potential reduction in future sickness absence from optimizing group-level psychosocial work characteristics: a prospective, multicenter cohort study in German industrial settings

2020 ◽  
Author(s):  
Joachim E Fischer ◽  
Bernd Genser ◽  
Peter Nauroth ◽  
David Litaker ◽  
Daniel Mauss
Keyword(s):  
Risk Factors ◽  
Sickness Absence ◽  
Work Groups ◽  
Work Group ◽  
Work Conditions ◽  
Work Characteristics ◽  
Group Level ◽  
Psychosocial Work ◽  
Psychosocial Characteristics

Abstract Background Absence from work due to sickness impairs organizational productivity and performance. Even in organizations with perfect work conditions, some inevitable baseline sickness absence exists amongst working populations. The excess sickness absence observed above this baseline rate has become the focus of traditional health promotion efforts, addressing preventable physical illness, health behavior and mental health at the personal level. However, a health and safety approach following the TOP-rule would consider work-group psychosocial work characteristics as a potential risk factor amenable to organizational measures. To date, there is a scarcity of studies relating psychosocial work characteristics to possible reduction of excess sickness-absence rates. MethodsWe aimed to estimate the potentially avoidable excess fraction of absence attributable to work-group psychosocial characteristics. We considered work-group averaged perception of psychosocial work conditions as the best proxy to an “objective” assessment of organizational characteristics. Participants were recruited from multiple sites of a German automotive manufacturer with individuals nested within work groups. We predicted 12-month follow-up work-group sickness absence rates using data from a baseline comprehensive health examination assessing work characteristics, health behavior, and biomedical risk factors. We considered the quartile of work-groups yielding favorable psychosocial work characteristics as a realistic existing benchmark. Using the population attributable fraction method we estimated the potentially amenable sickness absence from improving work-group psychosocial characteristics. Results Data from 3992 eligible participants from 29 work groups were analyzed (39 percent participation rate, average age 41.4 years (SD = 10.3 years), 89.9% males and 49% manual workers.). Work-group absence rates at follow up varied from 2.1% to 8.9% (mean 5.1%, 11.7 missed days). A prediction model of seven psychosocial work characteristics at the work group level explained 70 percent of the variance of future absence rates. The estimated reduction from improving psychosocial work characteristics to the benchmark level amounted to 32% of all sickness absence, compared to a 31% reduction from eliminating health behavioral and medical risk factors to the benchmark target. Conclusions Psychosocial characteristics at the work-group level account for a relevant proportion of all sickness absence. Health promotion interventions should therefore address psychosocial characteristics at the work group level.

scholarly journals Psychosocial work conditions associated with sickness absence among hospital employees

2014 ◽  
Vol 64 (7) ◽  
pp. 503-508 ◽  
Author(s):  
P. Suadicani ◽  
K. Olesen ◽  
J. P. Bonde ◽  
F. Gyntelberg
Keyword(s):  
Sickness Absence ◽  
Work Conditions ◽  
Psychosocial Work ◽  
Hospital Employees

Workplace health promotion and working conditions as determinants of employee health

2014 ◽  
Vol 7 (2) ◽  
pp. 89-104 ◽  
Author(s):  
Cecilia Ljungblad ◽  
Fredrik Granström ◽  
Lotta Dellve ◽  
Ingemar Åkerlind
Keyword(s):  
Work Environment ◽  
Sickness Absence ◽  
Social Care ◽  
Workplace Health Promotion ◽  
Work Conditions ◽  
Employee Health ◽  
Workplace Health ◽  
Psychosocial Work ◽  
Content Type ◽  
Self Rated Health

Purpose – The purpose of this paper is to investigate general psychosocial work conditions and specific workplace health promotion (WHP) measures in relation to employee health and sickness absence in Swedish municipal social care organizations. Design/methodology/approach – In a random sample of 60 out of the 290 municipalities in Sweden, 15,871 municipal social care employees working with elderly and disabled clients were sent a questionnaire concerning psychosocial work environment, WHP, and self-rated health. The responses (response rate 58.4 per cent) were complemented by register data on sickness absence (>14 days). All data were aggregated to employer level. Findings – A structural equation modelling analysis using employer-level data demonstrated that employers with more favourable employee ratings of the psychosocial work conditions, as well as of specific health-promoting measures, had better self-rated health and lower sickness absence level among employees. Practical implications – The results from this representative nationwide sample of employers within one sector indicate that employers can promote employee health both by offering various health-specific programmes and activities, such as work environment education, fitness activities, and lifestyle guidance, as well as by forming a high-quality work environment in general including developmental and supportive leadership styles, prevention of role conflicts, and a supportive and comfortable social climate. Originality/value – This study with a representative nationwide sample demonstrates: results in line with earlier studies and explanations to the challenges in comparing effects from specific and general WHP interventions on health.

scholarly journals Global measure of satisfaction with psychosocial work conditions versus measures of specific aspects of psychosocial work conditions in explaining sickness absence

2008 ◽  
Vol 8 (1) ◽  
Author(s):  
Torsten Munch-Hansen ◽  
Joanna Wieclaw ◽  
Esben Agerbo ◽  
Niels Westergaard-Nielsen ◽  
Jens Peter Bonde
Keyword(s):  
Sickness Absence ◽  
Work Conditions ◽  
Global Measure ◽  
Psychosocial Work

scholarly journals The Psychosocial Work Environment and Perceived Stress among Seniors with Physically Demanding Jobs: The SeniorWorkingLife Study

2021 ◽  
Vol 18 (14) ◽  
pp. 7437
Author(s):  
Jonas Vinstrup ◽  
Annette Meng ◽  
Emil Sundstrup ◽  
Lars L. Andersen
Keyword(s):  
Work Environment ◽  
Perceived Stress ◽  
High Stress ◽  
Organizational Factors ◽  
Work Conditions ◽  
Psychosocial Work Environment ◽  
Psychosocial Work ◽  
Decision Latitude ◽  
Collegial Support ◽  
Increased Risk

Background: Poor psychosocial work conditions are known to foster negative health consequences. While the existing literature on this topic focus mainly on white-collar workers, the influence of different aspects of the psychosocial work environment in physically demanding jobs remain understudied. Likewise, senior workers represent a population of the workforce at increased risk of adverse health outcomes and premature exit from the labour market. This study investigates the association between psychosocial work factors and perceived stress among the senior work force. Methods: Utilizing cross-sectional findings, this study reports associations between psychosocial factors (organizational justice, cooperation and collegial support, decision latitude, clarity of tasks, and quality of leadership) and the outcome of perceived stress quantified by Cohen’s Perceived Stress Scale (CPSS). Currently employed senior workers with physically demanding jobs were included in the analyses (n = 3386). Associations were modeled using general linear models with weights to make the estimates representative. Results: For all individually adjusted psychosocial variables, the category of “good” was consistently associated with lower stress scores compared to the categories of both “moderate” and “poor” (all p < 0.0001). Likewise, in the mutually adjusted analysis, the category of “good” was statistically different from “poor” for all included variables, while the category of “moderate” remained different from “poor” for “clarity of tasks”, “cooperation and collegial support”, and “decision latitude”. Conclusions: Among senior workers with physically demanding jobs, poor ratings of organizational factors related to the psychosocial work environment are consistently associated with high stress scores. Blue-collar occupations focusing primarily on physical risk factors are recommended to increase awareness on psychosocial aspects that may be relevant to the local work environment.

scholarly journals ASSESMENT OF PSYCHOSOCIAL WORK CONDITIONS OF NURSES AT SELECTED HOSPITAL WARDS

2014 ◽  
Author(s):  
Iwona Rotter ◽  
Ewa Kemicer-Chmielewska ◽  
Paweł Lipa ◽  
Artur Kotwas ◽  
Anna Jurczak ◽  
...  
Keyword(s):  
Work Conditions ◽  
Psychosocial Work ◽  
Hospital Wards

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.

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