Are job stress models capturing important dimensions of the psychosocial work environment?

Occupational and environmental medicine (Impact Factor: 3.64). 11/2007; 64(10):640-1. DOI: 10.1136/oem.2007.032979
Source: PubMed
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    ABSTRACT: BACKGROUND: Organizational justice has recently been introduced as a new concept as psychosocial determinants of employee health, and an increase in precarious employment is a challenging issue in occupational health. However, no study investigated the association of organizational justice with mental health among employees while taking into account employment contract. PURPOSE: The purpose of the present study was to investigate the prospective association of organizational justice (procedural justice and interactional justice) with psychological distress by employment contract among Japanese employees. METHODS: A total of 373 males and 644 females from five branches of a manufacturing company in Japan were surveyed. At baseline (August 2009), self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the K6 scale (psychological distress scale), the Eysenck Personality Questionnaire-Revised (EPQ-R), and other covariates, were used. After one-year follow-up (August 2010), the K6 scale was used again to assess psychological distress. Multiple logistic regression analyses were conducted by sex and employment contract. RESULTS: After adjusting for demographic characteristics, psychological distress, and neuroticism at baseline, low procedural justice was significantly associated with a higher risk of psychological distress at follow-up among non-permanent female employees, while no significant association of procedural justice or interactional justice with psychological distress at follow-up was observed among permanent male or female employees. The results of non-permanent male employees could not be calculated because of small sample size. CONCLUSIONS: Low procedural justice may be an important predictor of psychological distress among non-permanent female employees.
    International Journal of Behavioral Medicine 02/2012; · 2.63 Impact Factor
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    ABSTRACT: Different initiatives have been implemented in healthcare organizations to improve efficiency, such as transforming care at the bedside (TCAB). However, there are important gaps in understanding the effect of TCAB on healthcare teams' work environments. The specific aim of the study is to describe findings regarding the TCAB initiative effects on healthcare teams' work environments. A pretest and posttest study design was used for this study. The TCAB initiative was implemented in fall 2010 in a university health center in Montreal, Canada. The sample consisted of healthcare workers from four different care units. Statistically significant improvement was observed with the communicating specific information subscale from the measure of processes of care variable, and a significant difference was found between the support from colleagues variable, which was higher at baseline than postprogram. The differences for psychological demand, decisional latitude, and effort-reward were not significant. TCAB is an intervention that allows healthcare teams to implement change to improve patients' and families' outcomes. Ongoing energy should focus on how to improve communication among all members of the team and ensure their support.
    Worldviews on Evidence-Based Nursing 07/2013; · 1.35 Impact Factor
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    ABSTRACT: To assess which work stressors are substantially contributing to work strain and examine their relative contribution. We prospectively examined the association between work stressors and work strain, which was defined as employees reporting ill due to work stress. Relevant work stressors were combined into a stressor score with each stressor having its own relevance. Standardized odds ratios (SORs) were calculated using logistic regression analysis and used to compare the associations obtained between already existing scales and the stressor score with work strain. The stressor score yielded an SOR of 1.89 (95% confidence interval: 1.49 to 2.41) for work strain, while psychological demands (JCQ) yielded an SOR of 1.46 (95% confidence interval: 1.09 to 1.88) for work strain. We were able to extend and substantiate the range of relevant work stressors into a more comprehensive measure, which should be used to optimize prevention strategies.
    Journal of occupational and environmental medicine / American College of Occupational and Environmental Medicine 02/2012; 54(3):363-70. · 1.88 Impact Factor


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