Daily reports of distress: Not for women only

A context-dependence paradigm was developed for research into effects of the menstrual cycle in women. This involved the investigation of situational effects on self-reported distress in both men and women. For 35 consecutive days, 25 women and 36 men working in two occupations that varied in degree of situational stress completed Body Awareness Questionnaires (modified menstrual distress questionnaires) and daily subjective stress ratings. After controlling for contraceptive use, age range, and percentage of body fat, the following variables were selected for a multiple regression analysis as predictors of distress: (a) job stress, (b) feminine values, (c) life stress, (d) subjective stress, (e) type of job, (f) sex, (g) job experience, and (h) history of menstrual distress. Women working in the high-stress job (military police) reported significantly more distress than all the other groups. Life stress was identified as the dominant predictor of distress. In a separate analysis of daily distress scores and menstrual cycle phases for all the women, there was no interaction between the type of job and the menstrual cycle phase on reports of distress. A similar analysis of the effects on sex and shift revealed shift effects in distress for men but not women. Sources of variability for both sexes (shift-work rotation and cycle phase) are discussed.     

Working shifts—different effects for women and men?

Abstract

Results are reported of a survey on the effects of shiftwork on women and men working rotating shifts under comparable job conditions. Discriminant analyses revealed that gender-related effects of shiftwork could not be found. However, off-the-job work stress, e.g. a gender-related unequal division of domestic duties, clearly differentiated between women and men and the presence or absence of children in the house. The ‘double burden’ for women, in particular for those with children, did not result in more severe psychosocial or subjective health impairments.     

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.     

Health habits,type A behaviour and job burnout

Abstract

This study examined the effects of health habits and type A behaviour on psychological health outcomes in the face of daily life stress. Measures of the experience of life stress, health habits, type A behaviour, job burnout and psychological distress were collected for 146 employees at the UCLA Medical Centre. Analyses of covariance revealed that health habits contributed significant main effects to psychological distress but not job burnout. Type A behaviour, but not life stress or health habits, directly affected both job burnout and psychological distress. The implications of the research for employee health programmes are discussed.     

Job stressors,coping, and psychological distress among Japanese employees: Interplay between active and non-active coping

In this study the sole and the combined effects of active and non-active forms of coping on psychological distress across various kinds of job stressors were examined. Data on job stressors, coping and psychological distress were obtained from 4487 male employees of a research institute in the automobile industry in Japan (mean age=36.27 years, SD = 7.43). A hierarchical moderated multiple regression analysis was conducted to estimate and test the significance of the main effects and their interactions. The results show that although active coping was effective in decreasing psychological distress regardless of the type of job stressor, the effectiveness was weaker in situations that require effortful coping, such as role ambiguity and insufficient authority. Furthermore, the effectiveness of active coping was influenced by the other strategies, especially in effortful coping situations. While distancing or seeking social support improved the effectiveness, restraint coping reduced it. These results suggest that the type of non-active coping that individuals combine with active coping can be critical in determining health outcomes in more complex and effortful coping situations. Consideration of the coping combinations, not merely the situational context, is important in explaining how the work environment influences employees' psychological distress.     

The four-dimensional symptom questionnaire (4DSQ): measuring distress and other mental health problems in a working population

In non-clinical (working) populations it is important to differentiate between general distress, on the one hand, and psychiatric symptoms—depression, anxiety and somatization—on the other hand. The Four-Dimensional Symptom Questionnaire (4DSQ) is a new instrument that measures these four symptom dimensions (Terluin, ). This study aimed to investigate the psychometric properties of the 4DSQ in a working population. A postal stress and health survey was sent to all employees of a Dutch telecom company, 51% of whom responded (N=3852). The mailing included the 4DSQ, a set of questionnaires concerning job stress (e.g. psychological demands), coping style (e.g. problem-focused coping, avoidant coping), and indicators of strain (e.g. emotional exhaustion, fatigue). Cronbach's α for the four sub-scales of the 4DSQ ranged from .79 to .90. Factor analysis showed four factors corresponding to the four scales of the 4DSQ: distress, depression, anxiety, and somatization. The validity of the 4DSQ was assessed using (partial) correlations with job stress, coping, and strain. As expected, the distress scale showed the strongest correlations with the indicators of strain, as well as with job stress and coping. In conclusion, the 4DSQ is a reliable and valid instrument that can be used in a working population to distinguish between stress-related symptoms and psychiatric illness.     

Satisfactions and stresses in the sorting of mail

Abstract

The effects of two types of letter-sorting technology on job stress and satisfaction were compared. Manual sorting, which uses the traditional method of assigning letters to classified pigeon-holes, was judged to provide elements of discretion, autonomy, and social interaction which are largely absent in coding-desk work, in which a keyboard is used to enter postcodes. Between and within-subject methodology was used in the analysis of data from those engaged in sorting (n = 160). In addition, these groups were compared with supervisors (n = 36) and engineers (n = 26) also working in the sorting area.

The key findings were: (a) higher levels of satisfaction were found amongst manual sorters and those spending 50–75% of their time in code-sorting; (b) stress is closely related to satisfaction in the code-sort group but not in the manual group; (c) in manual groups and in supervisors stress was manifested in fatigue, but in the code-sort group stress took the form of anxiety. The results are discussed in terms of the impact of the type of work on fatigue, as well as on job stress and satisfaction.     

Do Benefit Hikes Damage Job Finding? Evidence from Swedish Unemployment Insurance Reforms

Abstract. In 2001 and 2002, Sweden introduced several unemployment insurance reforms. A major innovation in the first reform was the introduction of a two‐tiered benefit structure for some unemployed individuals. This system involved supplementary compensation during the first 20 weeks of unemployment. The 2002 reform retained the two‐tiered benefit structure but involved also substantial benefit hikes for spells exceeding 20 weeks. This paper examines how these reforms affected transitions from unemployment to employment. We take advantage of the fact that the reforms had quasi‐experimental features where the ‘treatments’ differed considerably among unemployed individuals. We find that the reforms had strikingly different effects on job finding among men and women. The two reforms in conjunction are estimated to have increased the expected duration of unemployment among men but to have decreased the duration of unemployment among women. The overall effect on the duration of unemployment is not statistically different from zero. However, the reforms reduced job finding among men who remained unemployed for more than 20 weeks.     

Job Strain,Effort-Reward Imbalance and Mental Distress: A study of occupations in general medical practice

There is increasing evidence to support the predictive power of social epidemiological models such as Effort-Reward Imbalance (Siegrist, 1996) and the Job-Strain Model (Karasek, and Theorell, 1990) for explaining occupational stress, although it has been suggested that the models may have distinctive contributions towards explaining work stress in specific work settings. Alternatively, it has been suggested that the explanatory power of the different models might be enhanced if they were combined. The aim of this paper is to explore these questions by examining the power of the two different models both separately and in combination for explaining job satisfaction and mental distress in general medical practice. This analysis was based on data collected from a postal survey of the members of staff (N=1089, response rate = 70%) of 81 practices, which were randomly selected from all general practices in the National Health Service Executive South East region. The results show that while both models were predictors of mental distress and job satisfaction the models that combined different dimensions were the strongest predictors.     

Unemployment Duration of Spouses: Evidence From France

This paper analyses the conditional probability of leaving unemployment of French married individuals from 1991 to 2002. We find that the effect of spousal labor income on unemployment duration is asymmetric for men and women. In particular, the probability of men to find a job is increasing in wife's labor income, while it is decreasing in husband's earnings for women. To adjust for endogenous selection into marriage, we use the quarter of birth as an instrumental variable for the spousal wage. Finally, we show that introducing a breadwinner stigma in a joint job search model generates the positive correlation observed for men in the data.     

The impact of a participatory organizational intervention on job stress in community health care institutions

The aim of the present study was to investigate the effect of a short-term participatory intervention in health care institutions in Norway on workers' control, other job characteristics, job stress, subjective health and job satisfaction. Participants (including managers and supervisors) were randomly allocated to intervention groups and to a control group. Actions to solve problems based on the employees' own perceptions of the main problems were seen as the key motivators for organizational improvement and increased control at the task and office level in the work situation. The main stressors identified by the participants in this study were lack of information, communication and respect between professions, as well as the need for professional and personal development. The participatory intervention had a positive, but limited effect on work-related stress, job characteristics, learning climate and management style, and seemed to have started a beneficial change process. There were no negative short-term effects on work-related stress and job demands. Organizational interventions may be a potential training ground for acquiring participatory skills and resources, and if sustained after the intervention period, they can have long-term effects on problem solving, job stress and employee satisfaction.     

The importance of context specificity in work stress research: A test of the Demand-Control-Support model in academics

Abstract

The Demand-Control (D-C) (Karasek, 1979) and the Demand-Control-Support (D-C-S) (Johnson & Hall, 1988; Johnson, Hall, & Theorell, 1989; Karasek & Theorell, 1990) models of work stress suggest that jobs with high demands and low control (and low support) are stressful. In line with the support in the literature for context-specificity in occupational stress research (Sparks & Cooper, 1999) and the limited and even contradictory support for interaction effects, the main aim of the present study was to examine how the D-C-S model applied in a well-defined occupational group. Using hierarchical regression analyses, and controlling for negative affect, the D-C-S model accounted for 26%, 6%, and 8% of the variance in job satisfaction, psychological distress and burnout, respectively, among 166 academics in a UK university. No two-way or three-way interactive effects were evident, but additive effects of job demands and control on psychological well-being and of job demands and support on both burnout and job satisfaction were shown, corroborating research showing that high job strain is linked to ill health and job dissatisfaction in this homogenous occupational sample. It is recommended that, in future, research includes more variables that are specific to a particular occupation.     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.     

Individual differences in the perception of occupational stress and their association with blood pressure status

Abstract

Casual blood pressure (BP) was recorded in a sample of 217 working adults. A questionnaire was used to obtain subjective reports of job stress. comparisons were made between a group with elevated BP and a normotensive group. The high BP group appeared to perceive more stress. In particular, scores on the role conflict, job versus non-job conflict and type A scales reliably differentiated the groups. In contrast, for the job satisfaction items, no difference between the groups was observed. There appeared to be some association between reported occupational stress and BP level.     

Lifestyle habits,substance use and predictors of job burnout in professional working women

Abstract

This study explores differences in self-reported lifestyle habits, substance use (alcohol, drugs and smoking) and predictors of job burnout in a sample of 879 professional working women employed in dental health ofices in a cross-sectional design. Job burnout was measured using the Maslach Burnout Inventory (MBI) and self-reported substance use and lifestyle habits were assessed using the Stress Assessment Profile. Self-reported drinking, smolung and drug use were only modestly correlated with each other in this sample. Employed women with higher levels of drinking reported significantly lower quality overall lifestyle practices, eating/nunition habits, and more frequent use of avoidant coping strategies in the face of work and life hassles compared to non-drinkers. Women who smoked also reported significantly lower overall lifestyle practices and eating/nutrition habits. Those who reported using drugs for recreational purposes reported significantly greater hassles, poorer lifestyle habits, a less hardy outlook on life, and more frequent use of dysfunctional coping strategies. Although women who reported using drugs experienced significantly higher interpersonal burnout (depersonalization) compared to non-drug users, in general, self-reported substance use was not significantly related to job burnout. After controlling for age and psychological distress, perceived stress, type A behaviour, cognitive hardiness and lifestyle habits significantly contributed to predictions of job burnout in multiple regression analyses. Despite methodological limitations, the prevalence of substance use found in this study supports previous research findings. Professional working women who practise poor lifestyle and health habits appear to be at risk of experiencing job burnout.     

Job design and levels of physical and mental strain among Australian prison officers

Abstract

Over the past 15 years much has been made of the moderating influence of job discretion and support in occupations that are perceived to be high in demands. Such an effect seems to be most prevalent when subject populations are large and heterogeneous. One aim of this study was to examine the influence of subjective perceptions of these variables on strain reactions among a group of relatively homogeneous workers such as, in the present study, prison officers (n = 274). A second aim was to extend previous research and examine the joint influence of negative affectivity and perceptions of demands, discretion, and support on mental and physical well-being. It was hypothesized that those high in negative affect would be particularly strained by jobs perceived as being demanding. The hypothesized relationship between job demands, discretion and support were found to be weak and at times inconsistent. Social support, in particular, was found to have both positive and negative consequences for different aspects of well-being. Those high in negative affect were in general found to suffer lower mental well-being. More importantly, the interactive effect of negative affectivity and job demands was found to significantly predict the majority of the dependent variables used in this study. The valences of these relationships were inconsistent and are interpreted in light of Warr's (1987) vitamin model of stress.

There are several conclusions that can be drawn from the present study. Negative affectivity appears to have a truly interactive effect with job components, job demands in particular, to influence a range of variables relating to physical and mental health as well a job-related attitudes. The nature of these effects, however, suggests a dissociation in the ways that different independent variables influence a range of indices of well-being and affect. This result requires further investigation since there are important theoretical implications which will follow if the data are replicable.

In order to examine such complex effects, in addition to the need for more longitudinal studies, it is also important that standardized measures of job components are developed so that levels of stress exposure can be equated and their impact assessed across organizational settings.

Finally, the data reported in this study suggest that some effective stress management may be undertaken by adopting selection strategies which take into consideration individual characteristics. In view of the fact that individual stress management programmes are of unproven benefit (Murphy 1986, 1988) such an approach is recommended especially for those organizations which are highly constrained in the services that must be performed.     

Changes in mental well-being,blood pressure and total cholesterol levels during workplace reorganization: The impact of uncertainty

The aim of this study was to investigate the effects of uncertainty caused by large-scale workplace reorganization, on psychological well-being, blood pressure and total cholesterol levels. Employees (98 women and 86 men) were assessed four times, at approximately 6-monthly intervals, twice before and twice after reorganization. Self-reported psychological well-being was at its lowest level shortly prior to reorganization, as predicted. Greater self-reported uncertainty about one's own future occupational situation was associated with a bigger reduction in mental well-being before reorganization, as was role ambiguity after reorganization. Systolic blood pressure was elevated over initial levels just prior to reorganization, and shortly after reorganization, but at the final assessment was not significantly different from initial levels. A bigger increase in systolic blood pressure was seen in those reporting greater future job uncertainty before reorganization, and in those who started a new job or who reported greater role ambiguity after reorganization. Diastolic blood pressure was also significantly elevated over initial levels just before reorganization, but this effect became nonsignificant once changes in body mass index were statistically controlled. Total cholesterol also reached its highest level just prior to reorganization, but this effect was not significant. It is concluded that workplace reorganization caused significant increases in distress and in systolic blood pressure and that uncertainty contributed to these effects.     

Job stressors, coping, and psychological distress among Japanese employees: interplay between active and non-active coping

In this study the sole and the combined effects of active and non-active forms of coping on psychological distress across various kinds of job stressors were examined. Data on job stressors, coping and psychological distress were obtained from 4487 male employees of a research institute in the automobile industry in Japan (mean age=36.27 years, SD = 7.43). A hierarchical moderated multiple regression analysis was conducted to estimate and test the significance of the main effects and their interactions. The results show that although active coping was effective in decreasing psychological distress regardless of the type of job stressor, the effectiveness was weaker in situations that require effortful coping, such as role ambiguity and insufficient authority. Furthermore, the effectiveness of active coping was influenced by the other strategies, especially in effortful coping situations. While distancing or seeking social support improved the effectiveness, restraint coping reduced it. These results suggest that the type of non-active coping that individuals combine with active coping can be critical in determining health outcomes in more complex and effortful coping situations. Consideration of the coping combinations, not merely the situational context, is important in explaining how the work environment influences employees' psychological distress.     

Job Satisfaction,Comparison Earnings,and Gender

This paper examines sex differences in job satisfaction by utilizing data from the 1986 UK Social and Economic Life Initiative (SCELI) household survey. It attempts to ascertain the relationship between actual and comparison pay and job satisfaction. Employees were asked on a 0–10 scale how satisfied or dissatisfied they were with their present job. They were also asked to state whether they were equitably, over or underpaid and to say how much pay they thought they deserved. Uniquely, therefore, we are able to analyse the effects of both actual and objective and subjective comparative pay measures on job satisfaction. The paper rejects the view that the higher expressed job satisfaction of women represents an innate difference rather than the results of self‐selection into jobs with highly valued attributes.     

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.