Work-related violence as a predictor of fatigue: A 5-year follow-up of the Danish Work Environment Cohort Study

The purpose of this study was to examine whether time management behaviours moderated relations between stressors (role conflict, role overload, work-family conflict, and family-work conflict) and strain, as measured by scores on the General Health Questionnaire. It was predicted that use of time management behaviours would be negatively associated with strain. These relations, however, were expected to be mediated by feelings of control over time. It was further predicted that the use of time management behaviours would attenuate stressor-strain relations. Data collected from 525 employed men and women indicated, as predicted, that use of time management behaviours was negatively associated with strain. These relations were partially mediated by feelings of control over time. Moderator tests failed to provide support for time management behaviour as a moderator of stressor-strain relations. Implications of findings are discussed and future directions for time management research are suggested.     

The effects of new dimensions of psychological job demands and job control on active learning and occupational health

Abstract

Recent changes in job content may have led to changes in job demands and control, and earlier operationalizations of the demand concept may be too general (MT). The aim of this paper is to show how new dimensions of psychological job demands are related to two sets of outcome variables, employee health and active learning, and how these relationships are modified or interact with social support and types of job control. The study was carried out as a survey among employees of 13 electric companies in Norway, N=2435. Lisrel was used to assess the fit of the proposed models. Compared to the traditional demands control model, an extended version used in this study increased the explained variance on an average by 4% on various occupational health variables. It was found that various dimensions of demands were differentially related to the outcome variables. Skill discretion uniformly reduced the effect of the demands: for groups low in skill discretion there was a stronger relationship between demands and outcomes than for groups high in skill discretion. The interaction pattern for the remaining control and support variables was however more complicated and warrants further study. The practical implications are that employers should carefully consider the quality of work. Special attention should be given to the quantitative demands of the jobs, since there seems to be few moderators for the relationship between those demands and job stress and subjective health complaints.     

‘There is Nothing Here for Us..!’ How Girls Create Meaningful Places of Their Own Through Movement

This article focuses on how girls create places of meaning and opportunity through collective movement. It is based on an ethnographic study of the everyday experiences and mobility of 10–13 year old girls living in a suburb of Copenhagen, Denmark. 1 The girls ventured for a sense of freedom and a ‘place of their own’ to pursue their interests and social relationships. For some girls the creation of places where they felt ‘at home’ would entail breaking rules and transgressing spatial boundaries set by adults.     

The effects of new dimensions of psychological job demands and job control on active learning and occupational health

Recent changes in job content may have led to changes in job demands and control, and earlier operationalizations of the demand concept may be too general (MT). The aim of this paper is to show how new dimensions of psychological job demands are related to two sets of outcome variables, employee health and active learning, and how these relationships are modified or interact with social support and types of job control. The study was carried out as a survey among employees of 13 electric companies in Norway, N=2435. Lisrel was used to assess the fit of the proposed models. Compared to the traditional demands control model, an extended version used in this study increased the explained variance on an average by 4% on various occupational health variables. It was found that various dimensions of demands were differentially related to the outcome variables. Skill discretion uniformly reduced the effect of the demands: for groups low in skill discretion there was a stronger relationship between demands and outcomes than for groups high in skill discretion. The interaction pattern for the remaining control and support variables was however more complicated and warrants further study. The practical implications are that employers should carefully consider the quality of work. Special attention should be given to the quantitative demands of the jobs, since there seems to be few moderators for the relationship between those demands and job stress and subjective health complaints.     

A process evaluation of individual and organizational occupational stress and health interventions

There is reason to believe that many health and stress interventions fail due to inattention to the effects of intervention implementation processes, but evaluations of these processes are found only rarely in the literature. The objective of the present study was to explore the issue of obstacles to implementation that may occur when stress and health interventions are introduced in work organizations. The study was conducted as a process evaluation of seven different individual and organizational interventions. Interviews were conducted in 22 post offices, 12 organizational units (such as care homes and local administrative units) of a Norwegian municipality, and in 10 shops in a shopping mall. The interviews took place before and after the interventions. The following key process factors were identified: (1) the ability to learn from failure and to motivate participants; (2) multi-level participation and negotiation, and differences in organizational perception; (3) insight into tacit and informal organizational behaviour; (4) clarification of roles and responsibilities, especially the role of middle management; and (5) competing projects and reorganization. For improved studies of interventions in the future we recommend that qualitative and quantitative methods be combined, that researchers build more on natural interventions that occur naturally within the organization, and that a pilot study be undertaken in order to investigate the cultural maturity of the organization.     

Contention and Social Movements in an International and Transnational Perspective: Denmark 1914 – 1995

Ever since the emergence of mass movements as a mode of political organization in the 19th century we have witnessed simultaneous waves of protest in different countries and the diffusion of social movements across nations. After a presentation of data, methods, and theory, this article endeavors to analyse the development of contentious politics in Denmark, 1914 –1995, as a function of the international distribution of power, international political and economic crises, and the diffusion of social movements. The important analytical implication is that social movements and contentious politics must not only be understood in the light of national factors, but the existence of international opportunity structures must also be considered.     

The impact of a respite volunteer ‘buddy’ programme on behavioural and psychological well-being in young carers

Young carers often face a great amount of emotional burden and have high practical and social responsibilities. The role of being a young carer is associated with behavioural, developmental, physical and psychosocial problems that may not only affect the individual in childhood but also in adulthood. The aim of this study was to investigate the effect of a Danish respite volunteer programme called The Buddies for Children and Youngsters Programme on young carers' (n = 49; aged 6–16) social–emotional functioning. A pre–post-design was applied, and data were collected through the parent version of the strengths and difficulties questionnaire (SDQ), here with an impact supplement at baseline and at the end of the programme (after 4 months). The programme showed a positive impact on emotional symptoms, hyperactivity symptoms, conduct problems, peer problems, prosocial aspects and impact aspects, with mean differences values of −2.50 (p = .000), −0.62 (p = .271), −1.18 (p = .000), −0.74 (p = .008), 0.62 (p = .004) and −0.88 (p = .007), respectively. Furthermore, a large effect was found for the total difficulties score: −5.03 (p = .000). In conclusion, the programme seems promising considering its effect on young carers' social–emotional functioning. However, future research should include comparative studies with a longer duration.     

An appraisal of key factors in the implementation of occupational stress interventions

Empirical research on stress intervention in organizations, and experience from organizational change programmes in general, indicates that obtaining intended change is often more difficult than it had been conceived to be at the outset. In order to facilitate the accomplishment of stress prevention and effective organizational change, this paper examines the importance of the social and cognitive processes influencing the implementation of any intervention. It states that if change is to be managed skilfully, it is important (1) to create a social climate of learning from failure, (2) to provide opportunities for multi-level participation and negotiation in the design of interventions, (3) to be aware of tacit behaviours that possibly undermine the objectives of interventions, and (4) to define roles and responsibilities before and during the intervention period.     

The relationship between brain lateralization measured with self-reporting techniques and with dichotic listening

Hypotheses derived from brain lateralization research have had considerable influence on contemporary personal selection and training as well as upon communication and advertising testing. These applications, however, rely upon measurements the validity of which is not proven. In the present paper research on the validity of these measurements is reviewed and findings from studies aimed at throwing further light on the cross validity of selected measurements such as self-administered questionnaires, and dichotic listening are reported. The review as well as the reported findings suggests that one has to be cautious with the application of brain lateralization theories to normal individuals till more is known about the precise functioning of the alternative measurements applied. Eventually, research on cross validation of self-reporting techniques and dichotic listening with EEC-measures is suggested.