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: The aim of this study was to investigate the relationships between 4 dimensions of the psychosocial work environment (psychological demands, decision latitude, social support, and effort-reward) among health care professionals as well as their psychological distress during a reorganization process. A correlational descriptive design was used for this quantitative study. A total of 159 health care professionals completed the questionnaire at T1, and 141 at T2. First, before the work reorganization, effort-reward imbalance was the sole variable of the psychological work environment that significantly predicted psychological distress. Second, the high overall level of psychological distress increased during the process of organizational change (from T1 to T2). Finally, effort-reward imbalance, high psychological demands, and low decision latitude were all significant predictors of psychological distress at T2, during the organizational change. In conclusion, to reduce the expected negative outcomes of restructuring on health care practitioners, managers could increase the number of opportunities for rewards, carefully explain the demands, and clarify the tasks to be performed by each of the employees to reduce their psychological burden and increase their perceptions of autonomy.
    The health care manager 29(4):293-304.
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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: The aim of this study is to establish which psychosocial factors at work are related to depression among female white-collar workers in Vilnius. The data was collected in a case-control study in 2002-2004. The cases were selected from patients treated at Vilnius mental health centers. The controls were randomly selected from employed Vilnius residents. A descriptive statistic and logistic regression was applied. 3 psychosocial factors and possible confounders within the evaluated model were statistically reliable (model χ(2): 44.47, p < 0.05 ). The adjusted odds ratio for uneven work distribution was 2.17 (95% CI: 1.38-3.51, p < 0.005), the odds ratio for possibility to control was 10.81 (95% CI: 2.13-54.71, p < 0.005), and the odds ratio for family esteem was 2.13 (95% CI: 1.01-4.59, p < 0.005). This study suggests that work distribution, possibility to control and family esteem, together with stressful life events and mental health disorders in the family, are related to depression among female white-collar workers.
    International Journal of Occupational Medicine and Environmental Health 06/2011; 24(2):166-76. · 1.31 Impact Factor


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