Adverse psychosocial working conditions and subjective health in freelance media workers

In recent years there has been a steady growth of non-standard work contracts in advanced societies. These contracts are characterized by increased flexibility of work arrangements and increased job instability, which holds particularly true for the media industry. This pilot study analyses associations of work stress with subjective health in a group of German freelancers (N = 290) working in the media industry. The measurement of work stress is based on the effort-reward imbalance model. Results of logistic regression analyses indicate significant effects of high effort in combination with low reward (money, esteem, promotion prospects, job security) on subjective health in men and women, with the effects being higher in men. Moreover, among men a critical pattern of coping with work stress enhanced the reported effect. In conclusion, the preliminary evidence from this study indicates an elevated risk of poor subjective health among freelance workers who are exposed to adverse psychosocial work conditions.     

Trajectories of effort-reward imbalance in Swedish workers: Differences in demographic and work-related factors and associations with health

ABSTRACT

The aim of the study was to identify trajectories of effort-reward imbalance (ERI), to examine these with respect to demographic (age, gender, socio-economic position) and work-related (employment contract, work hours, shift work, sector) factors, and to investigate associations with different health indicators (self-rated health, depressive symptoms, migraine, sickness absence). The study used four waves of data (N?=?6702), collected biennially within the Swedish Longitudinal Occupational Survey of Health (SLOSH). Using latent class growth modelling, we identified four trajectories: a stable low imbalance trajectory, which comprised 90% of all participants, and three change trajectories including a decreasing trajectory (4% of the participants), an inverted U-shaped trajectory and an increasing imbalance trajectory, both in 3% of the participants. Results indicate that a sizeable proportion of Swedish employees’ experience imbalance between efforts and rewards at work. The most favourable trajectory comprised relatively more men and was characterised by better work-related characteristics than the less favourable ERI trajectories. All change trajectories were dominated by women and employees in the public sector. Health developments followed ERI trajectories, such that less favourable trajectories associated with impaired health and more favourable trajectories associated with better health. Sickness absence increased among all ERI trajectories, most so for the decreasing and increasing ERI trajectory.     

Effort-reward imbalance and work-home interference: a two-wave study among European male nurses

ABSTRACT

This one-year follow-up study among 1,421 male nurses from seven European countries tested the validity of the Effort-Reward Imbalance (ERI) model in predicting prospective vital exhaustion and work-home interference. We hypothesised that effort and lack of reward would have both main and interactive effects on future outcomes. Results of structural equation modelling (SEM) showed that effort was positively related to exhaustion and work-home interference, both simultaneously and over time. Lack of reward predicted increased exhaustion at follow-up, but effort-reward imbalance did not influence the outcomes. Additionally, Time 1 exhaustion predicted increased work-home interference and exhaustion at follow-up. These results do not support the ERI model, which postulates a primacy of effort-reward imbalance over main effects. Instead, the findings are in line with dual path models of job stress and work-home interference. Multi-group SEM showed partial cross-cultural metric invariance for the ERI measure of effort, but the ERI measure of rewards showed no metric measurement invariance, indicating its meaning is qualitatively different across cultures. Nevertheless, the main conclusions were markedly similar for each national sub-sample. We discuss the theoretical and practical implications of our study.     

The Effort-Reward Imbalance model of psychosocial stress at the workplace—a comparison of ERI exposure assessment using two estimation methods

It is not unusual for old data to be used in epidemiological studies. Recently developed instruments for measuring work-related stress did not exist when the data collection was carried out. Therefore, approximate questions are sometimes used. An apparent problem is the lack of validation of proxy questions. The aim of this study was to compare the original questions for measuring Effort-Reward Imbalance (ERI) with approximate questions. The study population corresponded with a subgroup in the WOLF-n (WOrk, Lipids, Fibrinogen-north) cohort study of cardiovascular risk in a working population in the north of Sweden: 655 men and 178 women. The agreement in exposure between the original and the approximate ERI single questions was relatively low throughout, whereas the correlation between the ERI subscales and the ERI ratios was reasonable. The latter agreement between the original and the approximate ERI ratio indicates that the approximate measures might have been useful in the past. Yet, whenever possible the implementation of the original questionnaire in study protocols is recommended since a complete measurement of ERI might help to further improve the internal consistency and the predictive validity of this exposure to effort-reward imbalance.     

Using computerized ambulatory diaries for the assessment of job characteristics and work-related stress in nurses

Much research into work-related stress is based on retrospective self-reports, whereas records made at the time could be more valuable. In this study the primary components of two models of work stress, Karasek's demand-control (DC) model and Siegrist's effort-reward imbalance (ERI), were assessed in trained nurses using ambulatory diaries and traditional questionnaire methods. The diaries were entered on small hand-held computers and the method used has been termed ecological momentary assessment (EMA), in which recordings are made in real time in the working environment. The participants were 36 nurses who completed standardized questionnaires evaluating ERI, strain (from DC model), and, over three shifts, computerized behavioural diaries that measured effort-demand, control, reward, and stress every 90 minutes on average, enabling determination of strain and ERI repeatedly in the work situation. A total of 674 observations were recorded. Using multilevel linear modelling, it was found that the questionnaire and computerized diary derived measures of strain (DC) and ERI were reliably correlated. In addition, the ambulatory measures of both strain (DC) and ERI correlated with ratings of stress taken at the same time. From this study it would appear that ambulatory diaries could be a powerful and flexible way of assessing work related stress and its putative determinants in a real life work setting.     

Evaluating the Effectiveness of Education,Feedback, & Task Clarification to Increase Workplace Physical Activity

ABSTRACT

Modern office workers spend the majority of their work days in sedentary positions. The risk of preventable diseases such as cardiovascular disease and various cancers increase with increased sedentary time. Thus, targeting office worker health by increasing physical activity is imperative to improve long-term risk factors. This study measured physical activity in the workplace using a commercially-available accelerometer and evaluated the extent to which feedback, and feedback and task clarification increased workplace physical activity relative to a recommended guideline to move every 30-minutes. Results indicated that feedback increased workplace physical activity to varying degrees for 4/8 participants. A social validity questionnaire indicated that workplace variables (e.g., type of task, meetings, deadlines) prevented physical activity. These variables will need to be addressed in future studies.     

The Effort-Reward Imbalance model of psychosocial stress at the workplace—a comparison of ERI exposure assessment using two estimation methods

It is not unusual for old data to be used in epidemiological studies. Recently developed instruments for measuring work-related stress did not exist when the data collection was carried out. Therefore, approximate questions are sometimes used. An apparent problem is the lack of validation of proxy questions. The aim of this study was to compare the original questions for measuring Effort-Reward Imbalance (ERI) with approximate questions. The study population corresponded with a subgroup in the WOLF-n (WOrk, Lipids, Fibrinogen–north) cohort study of cardiovascular risk in a working population in the north of Sweden: 655 men and 178 women. The agreement in exposure between the original and the approximate ERI single questions was relatively low throughout, whereas the correlation between the ERI subscales and the ERI ratios was reasonable. The latter agreement between the original and the approximate ERI ratio indicates that the approximate measures might have been useful in the past. Yet, whenever possible the implementation of the original questionnaire in study protocols is recommended since a complete measurement of ERI might help to further improve the internal consistency and the predictive validity of this exposure to effort-reward imbalance.     

Daily work pressure and exposure to bullying-related negative acts: The role of daily transformational and laissez-faire leadership

The present study integrates the work environment hypothesis and the effort-reward imbalance model to argue that work-related antecedents of workplace bullying are moderated by the day-to-day leadership practices of one’s immediate leader. Specifically, we propose that individuals’ daily experiences of work pressure are positively related to their daily experiences of bullying-related negative acts. Moreover, we claim that this relationship is weaker on days when those individuals report high (vs. low) levels of transformational leadership behaviour, and stronger on days when they report high (vs. low) levels of laissez-faire leadership behaviour. To test these three hypotheses, we asked 61 naval cadets on a tall ship sailing from Northern Europe to North America to fill out a diary questionnaire for 36 days yielding 1509 observations. The results of multilevel analyses supported our hypothesis of a positive relationship of cadets’ daily reports of work pressure with their daily reports of bullying-related negative acts. In addition, laissez-faire leadership behaviour (but not transformational leadership behaviour) moderated the work pressure–bullying-related negative acts relationship. Our findings support the assumption that laissez-faire leadership is an important component in the development of conflict escalation and workplace bullying, while transformational leadership is not. We discuss theoretical as well as practical implications of these findings.     

Organizational Injustice as an Occupational Health Risk

Abstract

Content to conceive of inequity distress as a hypothetical construct instead of an intervening variable, a half century of research inspired by equity theory has paid little attention to measuring inequity distress. At the turn of the twenty‐first century, however, European epidemiologists, interested in determinants of ill health, found that injustice is a source of adverse emotional reactions that put people at risk for mental and physical morbidity (e.g., depression and coronary heart disease). This research is reviewed here, along with studies identifying pathways accounting for these connections. Specifically, perceived injustices lead to negative emotional reactions and to unhealthy behaviors (e.g., being sedentary, smoking, and drinking excessively), both of which trigger various negative bodily reactions (e.g., elevated serum lipids). These, in turn, subsequently put people at risk of illness. Research has found that such effects are mitigated by organizational interventions that promote perceptions of justice. Three limitations warranting consideration in future research are discussed: (a) the need to address methodological concerns (e.g., reducing common method variance, improving efforts to determine causality), (b) the need to assess the cultural generalizability of research findings, and (c) the need to supplement the existing attention to disease with a new focus on health and well‐being.     

Public Perceptions of Everyday Food Hazards: A Psychometric Study

In this paper, we discuss the conduct and results of a study aimed at eliciting public perceptions of food-related hazards. This study employs the psychometric approach of Paul Slovic and colleagues and aims to extend the recent work of Sparks and Shepherd⁽¹⁾ on defining the primary dimensions of food-related risk perceptions. The study surveyed a nationally representative sample of the general public (respondents = 293; adjusted response rate = 30.1%). Respondents provided ratings on subsets of 22 potential food hazards (e.g., food irradiation and presence of listeria) on a total of 19 risk characteristics (e.g., "perceived severity of risk" and "adequacy of governmental regulations"). In spite of the use of a number of new characteristics and food hazards, Principal Components Analysis revealed a broadly similar factor structure to that obtained by Sparks and Shepherd,⁽¹⁾ suggesting the generalizability of the key dimensions (concerning the severity and awareness of hazards). Interestingly, the positioning in the factor space of potential hazards about which little was generally known (e.g., campylobacter) as being serious and in need of regulation, may suggest a possible "starting position" in the perception of new hazards that have not previously been the subject of risk communications.     

Using computerized ambulatory diaries for the assessment of job characteristics and work-related stress in nurses

Abstract

Much research into work-related stress is based on retrospective self-reports, whereas records made at the time could be more valuable. In this study the primary components of two models of work stress, Karasek's demand-control (DC) model and Siegrist's effort-reward imbalance (ERI), were assessed in trained nurses using ambulatory diaries and traditional questionnaire methods. The diaries were entered on small hand-held computers and the method used has been termed ecological momentary assessment (EMA), in which recordings are made in real time in the working environment. The participants were 36 nurses who completed standardized questionnaires evaluating ERI, strain (from DC model), and, over three shifts, computerized behavioural diaries that measured effort-demand, control, reward, and stress every 90 minutes on average, enabling determination of strain and ERI repeatedly in the work situation. A total of 674 observations were recorded. Using multilevel linear modelling, it was found that the questionnaire and computerized diary derived measures of strain (DC) and ERI were reliably correlated. In addition, the ambulatory measures of both strain (DC) and ERI correlated with ratings of stress taken at the same time. From this study it would appear that ambulatory diaries could be a powerful and flexible way of assessing work related stress and its putative determinants in a real life work setting.     

Supervisors’ power to deal with employees’ inner resignation: How perceived power of the organization and the supervisor relate to employees’ voluntary and enforced work behavior

Power is fundamental in organizations and is exerted on employees by the organization itself as well as by supervisors. In this study, I applied the slippery slope framework (SSF) and interpersonal power interaction (IPI) model to shed light on how power dynamics relate to employees’ inner resignation and contextual performance.Survey data was obtained from 1102 employees of Austrian and German organizations. In line with expectations, the results of path modeling revealed that perceived coercive power of the organization and supervisors positively relates to employees’ inner resignation. Perceived legitimate power of the organization and supervisors is positively associated with contextual performance and negatively associated with inner resignation. Finally, supervisor reward power further strengthens the beneficial relationship between legitimate organizational power and inner resignation. The results are discussed in light of self-determination theory and the effort-reward imbalance model.     

Effort-reward imbalance,overcommitment and sleep in a working population

The relationship between workplace characteristics and nocturnal sleep in a working population was investigated. Data from 709 employees (mean age=39 years; 87% men) from two German companies were analysed at the entry of the longitudinal cohort study (overall accrual 73%). We investigated the association between the effort-reward imbalance model at work (Siegrist, ) and self-reported sleep quality and sleep disturbances, as assessed by the Jenkins Sleep Quality Index. Effort and overcommitment were found to be higher, and reward was lower in participants with lower (N=328) vs. higher sleep quality (N=381), as well as in participants with (N=217) vs. without (N=492) disturbed sleep (all ps<.001). In regression analyses, lower sleep quality (R ²=.33) and sleep disturbances (R ² _Nagelkerke=.33) were predicted by older age, female gender (only significant for sleep disturbances), shift-work, lower physical and mental health functioning, and higher overcommitment. Individuals were 1.7 times more likely to report disturbed sleep per standard deviation increase in overcommitment. Gender-stratified analyses revealed that higher overcommitment was associated with unfavourable sleep in men, while in women poor sleep was related to lower reward. The findings suggest that overcommitment at work interferes with restful sleep in men, while in women disturbed sleep may be associated with the amount of overcommitment and perceived job reward and sleep quality associated with the perceived reward.     

Perspectives on Incorporating Human Neurobehavioral End Points in Risk Assessments

Three topics are addressed: (1) measurement issues (e.g., the reliability and validity of neurobehavioral test scores), (2) general principles of assessment, including test selection, and (3) interpretation of scores. Psychological tests generally perform as well as medical tests in terms of reliability and validity. Test manuals, assessment textbooks, and psychologists are useful resources to the risk assessor. The variety of different tests employed in neurobehavioral studies complicates interstudy comparisons. In addition, tests that ostensibly assess the same general domain of function might assess somewhat different abilities within that domain. Although a uniform battery for use in all studies seems desirable, the battery appropriate for a specific study depends on study goals, knowledge about the mechanism(s) of neurotoxicity, nature of the study population, and pattern of exposure. Exposure-related neurobehavioral deficits are generally indicators of "altered function" rather than of "clinical disease." Limiting concern to end points corresponding to clinical disease might not be appropriate. Many neurobehavioral diagnoses are phenomenological and a neurotoxicant might cause a unique pattern of deficits for which no label has been created. The concern that a small shift in the central tendency of a distribution of test scores has no significance for the individual should be reexamined in light of the prevention paradox, formulated on the basis of epidemiologic studies of chronic disease. Poor performance on a neurobehavioral test does not necessarily map clearly onto underlying behavioral or neural substrate. The absence of such linkages, given current knowledge about brain-behavior relationships, should not reduce confidence in neurobehavioral end points. Use of neurobehavioral test scores involves considerations that differ little from those that the risk assessor routinely addresses in using end points commonly used in research on other topics in environmental epidemiology.     

Perspectives on Incorporating Human Neurobehavioral End Points in Risk Assessments

Three topics are addressed: (1) measurement issues (e.g., the reliability and validity of neurobehavioral test scores), (2) general principles of assessment, including test selection, and (3) interpretation of scores. Psychological tests generally perform as well as medical tests in terms of reliability and validity. Test manuals, assessment textbooks, and psychologists are useful resources to the risk assessor. The variety of different tests employed in neurobehavioral studies complicates interstudy comparisons. In addition, tests that ostensibly assess the same general domain of function might assess somewhat different abilities within that domain. Although a uniform battery for use in all studies seems desirable, the battery appropriate for a specific study depends on study goals, knowledge about the mechanism(s) of neurotoxicity, nature of the study population, and pattern of exposure. Exposure-related neurobehavioral deficits are generally indicators of "altered function" rather than of "clinical disease." Limiting concern to end points corresponding to clinical disease might not be appropriate. Many neurobehavioral diagnoses are phenomenological and a neurotoxicant might cause a unique pattern of deficits for which no label has been created. The concern that a small shift in the central tendency of a distribution of test scores has no significance for the individual should be reexamined in light of the prevention paradox, formulated on the basis of epidemiologic studies of chronic disease. Poor performance on a neurobehavioral test does not necessarily map clearly onto underlying behavioral or neural substrate. The absence of such linkages, given current knowledge about brain-behavior relationships, should not reduce confidence in neurobehavioral end points. Use of neurobehavioral test scores involves considerations that differ little from those that the risk assessor routinely addresses in using end points commonly used in research on other topics in environmental epidemiology.     

Long-term patterns of effort-reward imbalance and over-commitment: Investigating occupational well-being and recovery experiences as outcomes

The aim of this study was, first, to identify long-term patterns of effort-reward imbalance (ERI) and over-commitment (OVC), and, second, to examine how occupational well-being (burnout, work engagement) and recovery experiences (psychological detachment, relaxation, mastery and control) differ in these patterns. The study was based on follow-up data with three measurement points (2006, 2008, 2010) collected from Finnish managers (N=298). Latent Profile Analysis resulted in five long-term ERI-OVC patterns: a high-risk pattern (high ERI, high OVC), found in 20% of the participants; a low-risk pattern (low ERI, low OVC), found in 24% of participants; a relatively low-risk pattern (low ERI, moderate OVC), found in 47% of participants; a favourable change pattern (decreasing ERI and OVC), in 7%; and an unfavourable change pattern (high ERI with increasing linear trend, OVC with curvilinear trend) in 2%. The results showed, in line with the ERI model, that managers in the high-risk pattern showed higher burnout scores and poorer recovery experiences compared to those in the low-risk patterns. However, no differences were found in work engagement between the high and low-risk patterns. Thus, the ERI model seemed better to explain stress-related indicators of occupational well-being than motivational indicators.     

A Comparison of Egg Consumption with Other Modifiable Coronary Heart Disease Lifestyle Risk Factors: A Relative Risk Apportionment Study

Guidelines from the American Heart Association (AHA) recommend that healthy adults limit their intake of dietary cholesterol to less than 300 mg per day. Since a large egg contains about 71% of that amount, the AHA recommends restricting egg consumption unless dietary cholesterol intakes from other sources are limited. We applied a risk apportionment approach to estimate the contribution of egg consumption and other modifiable lifestyle risk factors (e.g., smoking, poor diet, minimal exercise, and alcohol intake) to coronary heart disease (CHD) risk at the population level. Specifically, we categorized the U.S. adult population ages 25+ into distinct risk groups based on the prevalence of modifiable lifestyle risk factors and applied an apportionment model, typically used to assess risk contribution at the individual level, to estimate the contribution of egg intake to CHD risk. Our analysis shows that the combination of modifiable lifestyle risk factors accounts for less than 40% of the population CHD mortality. For the majority of U.S. adults age 25+, consuming one egg a day accounts for <1% of CHD risk. Hence, focusing on decreasing egg intake as an approach to modify CHD risk would be expected to yield minimal results relative to changing other behaviors such as smoking and other dietary habits.     

Inclusion of Dietary Evaluation in Cardiovascular Disease Risk Prediction Models Increases Accuracy and Reduces Bias of the Estimations

In the past few years, the prediction of CVD risk has received special attention; however, some investigators assert that risk models have so far not been very successful. Thus, we examined whether the inclusion of dietary evaluation in a risk prediction model that already contained the classical CVD risk factors increases the accuracy and reduces the bias in estimating future CVD events. The database of the ATTICA study (which included information from 1,514 men and 1,528 women) was used. At baseline, the HellenicSCORE values (based on age, gender, smoking, systolic blood pressure, and total cholesterol) were calculated, while overall assessment of dietary habits was based on the Mediterranean diet score (MDS) that evaluates adherence to this traditional diet. In 2006, a five-year follow-up was performed in 2,101 participants and development of CVD (coronary heart disease, acute coronary syndromes, stroke, or other CVD) was defined according to WHO-ICD-10 criteria. The MDS and the HellenicSCORE were significant predictors of CVD events, even after adjusting for various potential confounders ( p < 0.05). However, estimating bias (i.e., misclassification of cases) of the model that included HellenicSCORE and other potential confounders was 8.7%. The MDS was associated with the estimating bias of the outcome ( p < 0.001) and explained 5.5% of this bias. Other baseline factors associated with bias were increased body mass index, low education status, and increased energy intake/BMR ratio. The inclusion of dietary evaluation, as well as other Sociodemographic and anthropometric characteristics, increases the accuracy and reduces estimating bias of CVD risk prediction models.     

Psychosocial risk assessment in organizations: Concurrent validity of the brief version of the Management Standards Indicator Tool

The Management Standards Indicator Tool (MSIT) is a 35-item self-report measure of the psychosocial work environment designed to assist organizations with psychosocial risk assessment. It is also used in work environment research. Edwards and Webster presented a 25-item version of the MSIT based on the deletion of items having a factor loading of < .65. Stress theory and research suggest that psychosocial hazard exposures may result in harm to the health of workers. Thus, using data collected from three UK organizations (N = 20,406) we compared the concurrent validity of the brief and full versions of the MSIT by exploring the strength of association between each version of the instrument and a measure of psychological wellbeing (GHQ-12 and Maslach Burnout Inventory). Analyses revealed that the brief instrument offered similar but not always equal validity to that of the full version. The results indicate that use of the brief instrument, which would be less disruptive for employees, would not elevate the risk of false negative or false positive findings in risk assessment.     

Determinants of Seeking and Avoiding Risk‐Related Information in Times of Crisis

This research is designed to provide insight into the psychological (e.g., threat appraisal or coping appraisal) and other determinants (e.g., information quality judgments or demographics) of risk information seeking or avoidance in times of an acute risk, as part of the process of increasing public resilience through adherence to risk mitigating advice. Data were collected via telephone interviews. A specialized agency interviewed 1,000 Dutch citizens, randomly confronted with one of eight fictitious, but realistic, acute risk and emergency situations. Results indicate that information seeking in an acute situation is anticipated by a less elaborate set of predictors (age and risk perception) than information seeking in a nonacute situation (age and risk perception, as well as educational level and social norm). Although risk perception is a predictor for risk information seeking, its predictive value for acute‐risk‐related behavior, as one might have assumed based on theories such as protection motivation theory (PMT) or the extended parallel process model (EPPM), appears to be limited. Implications for risk communication are discussed.