Effort reward imbalance is associated with vagal withdrawal in Danish public sector employees
The current study analyzed the relationship between psychosocial work environment assessed by the Effort Reward Imbalance Model (ERI-model) and heart rate variability (HRV) measured at baseline and again, two years later, as this relationship is scarcely covered by the literature.
Measurements of HRV during seated rest were obtained from 231 public sector employees. The associations between the ERI-model, and HRV were examined using a series of mixed effects models. The dependent variables were the logarithmically transformed levels of HRV-measures. Gender and year of measurement were included as factors, whereas age, and time of measurement were included as covariates. Subject was included as a random effect.
Effort and effort reward imbalance were positively associated with heart rate and the ratio between low frequency (LF) and high frequency power (HF) and negatively associated with total power (TP) and HF. Reward was positively associated with TP.
Adverse psychosocial work environment according to the ERI-model was associated with HRV, especially in the form of vagal withdrawal and most pronounced in women.
Available from: Peter Wallace Johnson
- "Studies of the relationship between ERI and HRV have provided evidence that this workplace psychosocial factor can affect workers' autonomic arousals. Previous studies have reported that workers with high ERI had lower HRV compared to their colleagues during periods while participants were sitting quietly during work (Eller et al. 2011; Hintsanen et al. 2007) and over a workday (Uusitalo et al. 2011; Vrijkotte et al. 2000). The results of these studies, compiled in recent reviews, have indicated that increased ERI is associated with decreased HRV (Chandola et al. 2010; Jarczok et al. 2013). "
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High levels of workplace psychosocial factors have been associated with adverse cardiovascular outcomes, possibly through the pathway of increasing autonomic arousal. The purpose of this study was to investigate whether the workplace psychosocial factors of effort–reward imbalance (ERI) and overcommitment were associated with greater decreases in heart rate variability (HRV) across a 2-h working period in a cohort of office workers performing their own work at their own workplaces.
Measurements of HRV in 5-min time epochs across a 2-h morning or afternoon working period, as well as self-reports of ERI and overcommitment, were collected for 91 office workers.
There was a negative and significant (p
International Archives of Occupational and Environmental Health 09/2014; 88(5). DOI:10.1007/s00420-014-0983-0 · 2.20 Impact Factor
Available from: Daniel A. Boullosa
- "Overall, the current review provides further support of the applicability of cardiac autonomic function monitoring for work related stress. Factors related to adverse working conditions such as excessive effort (Vrijkotte et al., 2004), effort-reward imbalance (Eller et al., 2011a; Uusitalo et al., 2011), over commitment (Vrijkotte et al., 2004; Lindholm et al., 2012), irregular shift work (Lindholm et al., 2012), and work stress (Chandola et al., 2008) were significantly related to reduced cardiac autonomic function. Therefore, HRV monitoring may provide a simple and non-invasive assessment of stress and allostatic load in working environments that employers could utilize in the efficient management of employees. "
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ABSTRACT: Physical activity (PA) and exercise are often used as tools to reduce stress and therefore the risk for developing cardiovascular diseases (CVD). Meanwhile, heart rate variability (HRV) has been utilized to assess both stress and PA or exercise influences. The objective of the present review was to examine the current literature in regards to workplace stress, PA/exercise and HRV to encourage further studies. We considered original articles from known databases (PubMed, ISI Web of Knowledge) over the last 10 years that examined these important factors. A total of seven studies were identified with workplace stress strongly associated with reduced HRV in workers. Longitudinal workplace PA interventions may provide a means to improve worker stress levels and potentially cardiovascular risk with mechanisms still to be clarified. Future studies are recommended to identify the impact of PA, exercise, and fitness on stress levels and HRV in workers and their subsequent influence on cardiovascular health.
Frontiers in Physiology 02/2014; 5:67. DOI:10.3389/fphys.2014.00067 · 3.53 Impact Factor
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Hypertensive disorders of pregnancy (HDP) are leading causes of morbidity and mortality and have been rising in incidence. Little is known about the effects of worker classifications on HDP. This large-scale study examines associations between occupational classifications and HDP.
We examined 385,537 Texas Electronic Registrar Birth Registration 2005 birth certificates. Maternal occupations were coded using the Standard Occupational Classification (SOC). Crude and adjusted risks for HDP among working women within occupational groupings were analyzed and compared with risks of nonemployed women.
The risk of developing HDP varies across SOC occupational classifications. After controlling for known confounders, women employed in business, management, and the legal and social services, teaching, counseling, and healthcare professions are at higher risk for developing HDP than women employed in support industries, such as food preparation, housekeeping, cosmetic and personal care services, or nonemployed women. Women employed in computer, engineering, architectural, and scientific occupations also carry greater risks, although these increased risks do not affect women of normal weight.
Worker classification is an independent risk factor for HDP. Additional work must be done to examine the complex interactions among individual maternal genetics, biology, and physical and mental abilities and how they affect adverse health outcomes. Examining job stressors may shed light on these occupational variations and their potential HDP associations. Strategies to mitigate job stressors in the workplace should be considered.
Journal of Women's Health 01/2013; 22(2). DOI:10.1089/jwh.2012.3975 · 2.05 Impact Factor
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