Dutch Workers Research Articles

Metabolic syndrome as predictor of work exit type: A longitudinal study among 55,817 Dutch workers

Abstract Background Chronic diseases like cardiovascular disease or type two diabetes mellitus are related to work exit types such as unemployment and work disability. It is unknown whether metabolic syndrome as a risk factor preceding these chronic diseases is related to work exit type. Metabolic syndrome is present when people have at least three out of the following five risk factors: hypertension, abdominal obesity, raised triglycerides, raised blood glucose, and reduced HDL-cholesterol. We examined the association of metabolic syndrome with work exit type while controlling for socio-demographic and occupational factors. Methods The sample included 55,817 Dutch workers aged 40-65 years from the Lifelines Cohort Study and Biobank. We used data from five measurement waves with a mean follow-up time of 4.1 years. Metabolic syndrome was measured at baseline and based on physical examinations, blood markers, and medication use. Follow-up work exit types were self-reported and included unemployment, work disability, early and regular retirement. Competing risk regression analysis was used. Preliminary Results Metabolic syndrome increased the risk of work disability (adjusted SHR: 1.69, 95% CI: 1.42, 2.02) and unemployment (adjusted SHR: 1.11, 95% CI: 1.01, 1.22), and was not associated with early and regular retirement. Conclusions Metabolic syndrome increases the risk of work disability and unemployment. More awareness about and prevention of metabolic syndrome is needed among general practitioners and occupational physicians. Early detection of metabolic syndrome as a risk factor preceding chronic diseases might prevent premature work exit in middle- and late-career. Key messages • Metabolic syndrome increases the risk of work disability and unemployment among middle-aged and older workers. • More metabolic syndrome awareness and prevention might help to extend healthy working years.

The Moderating Roles of Resilience and Coping Strategy on Well-Being of Victimized Forensic Workers.

Previous research on workplace victimization has often disregarded forensic psychiatric populations and not yet been extended to the coronavirus pandemic. The present study expected the isolation of the government-issued lockdown to increase aggressive behavior in forensic patients, ultimately decreasing the general well-being of victimized forensic workers. Possible buffering protective factors (resilience and active coping) and enhancing risk factors (avoidant coping and passive coping) were investigated with the intention of optimizing the general well-being of at-risk forensic workers. The valid sample (N = 311) consisted of Dutch and Belgian forensic workers (74.6% females) with at least 9 hours of weekly patient contact, and with a mean age of 37.99 (SD = 12.20). Participants reported the number of violent incidents in the past 2 months, as well as completed a questionnaire battery including measures of well-being, resilience, and coping strategies. A significant increase of victimization during the lockdown compared to after it was lifted was found, however, the study did not find evidence to support that this negatively influenced the worker's general well-being. Active coping was found to be a significant moderator and protective factor for the general well-being of victimized forensic workers. In contrast, resilience, avoidant and passive coping were not significant moderators in this association. The present study has valuable clinical implications that could lead to preparatory and preventative measures for forensic workers at risk of being victimized. Future research may investigate constructs such as life satisfaction and post-traumatic growth, as well as be broadened into prison populations.

Occupational recovery of Dutch workers with low back pain.

BackgroundLow back pain (LBP) is a world leading cause of disability and has substantial impact on individuals and society as a whole. The largest part of the societal burden of LBP is caused by indirect costs, including sick leave.AimsWe aimed to describe occupational recovery and associated costs for workers consulting an occupational physician (OP) with LBP, and to determine to what extent this differs by diagnoses: non-specific favourable LBP, non-specific unfavourable LBP, lumbosacral radicular syndrome (LRS) and specific LBP.MethodsWe analysed longitudinal dynamic cohort data from an occupational health service, representing ~1.2 million workers from various companies and sectors throughout the Netherlands. The OP registered data on sick leave and LBP diagnoses. A survival analysis was performed on sick leave duration to determine recovery and a linear regression analysis on cost per episode, adjusting for sex, age and working hours.ResultsWe analysed 5951 LBP episodes from 5472 workers who consulted an OP, with a median and mean duration sick leave of 95 and 151 days, respectively. The probability of not recovering was 82% at 30 days and 10% at 1 year. The mean cost per episode was €15 350. Specific LBP (€22 999; beta (95% confidence interval [CI]): 16 278 (13 325–19 165)) and LRS (€20 111; beta (95% CI): 13 589 (12 527–14 659)) had the longest and most costly episodes, compared to non-specific favourable LBP (€6745; reference group).ConclusionsWith LRS and non-specific unfavourable LBP accounting for over 83% of LBP-associated sick leave costs, the work-directed care of workers with these two diagnoses deserves increased attention.

Do chronic diseases moderate the association between psychosocial working conditions and work exit? Longitudinal results from 55 950 Dutch workers

BackgroundThis study aims to examine whether the presence of chronic diseases or multimorbidity moderates the associations between psychosocial working conditions and work exit through unemployment, work disability or early retirement.MethodsData...

Transitioning out of work and metabolic syndrome incidence: a longitudinal study among 13 303 older workers from the Lifelines Cohort Study and Biobank

BackgroundThis study investigates (1) whether different employment transition types (ie, unemployment, work disability, early retirement and regular retirement) are associated with metabolic syndrome (MetS) incidence among older workers (50–64 years)...

Measuring sustainable employability: psychometric properties of the capability set for work questionnaire

BackgroundThe capability set for work questionnaire (CSWQ) is being used to measure the new model of sustainable employability building on the capability approach. However, previous studies on the psychometric properties of the instrument are limited and cross-sectional. This two-way study aimed to (1) evaluate the convergent validity of the CSWQ with the theoretically related constructs person-job fit, strengths use, and opportunity to craft and (2) test the predictive and incremental validity of the questionnaire for the well-established work outcomes, including work ability, work engagement, job satisfaction, and task performance.MethodsA representative sample of 303 Dutch workers, chosen with probably random sampling, were surveyed using a one-month follow-up, cross-lagged design via the Longitudinal Internet Studies for the Social Sciences panel. The convergent validity was assessed by exploring the strength of associations between the capability set for work questionnaire and the theoretically related constructs using Pearson’s correlations. The predictive and incremental validity was evaluated by performing a series of linear hierarchical regression analyses.ResultsWe found evidence of the convergent validity of the capability set score by moderate correlations with person-job fit, strengths use, and opportunity to craft (r = 0.51–0.52). A series of multiple regression analyses showed that Time 1 capability set score and its constituents (i.e., importance, ability, and enablement) generally had predictive and incremental validity for work ability, work engagement, job satisfaction, and task performance measured at Time 2. However, the incremental power of the CSWQ over and above conceptually related constructs was modest.ConclusionsThe findings support the convergent, predictive, and incremental validity of the capability set for work questionnaire with not previously investigated work constructs. This provided further evidence to support its utility for assessing a worker’s sustainable employability for future research and practical interventions.

Development and validation of a prediction model for unemployment and work disability among 55 950 Dutch workers

BackgroundThis study developed prediction models for involuntary exit from paid employment through unemployment and disability benefits and examined if predictors and discriminative ability of these models differ between five common chronic diseases.MethodsData from workers in the Lifelines Cohort Study (n = 55 950) were enriched with monthly information on employment status from Statistics Netherlands. Potential predictors included sociodemographic factors, chronic diseases, unhealthy behaviours and working conditions. Data were analyzed using cause-specific Cox regression analyses. Models were evaluated with the C-index and the positive and negative predictive values (PPV and NPV, respectively). The developed models were externally validated using data from the Study on Transitions in Employment, Ability and Motivation.ResultsBeing female, low education, depression, smoking, obesity, low development possibilities and low social support were predictors of unemployment and disability. Low meaning of work and low physical activity increased the risk for unemployment, while all chronic diseases increased the risk of disability benefits. The discriminative ability of the models of the development and validation cohort were low for unemployment (c = 0.62; c = 0.60) and disability benefits (c = 0.68; c = 0.75). After stratification for specific chronic diseases, the discriminative ability of models predicting disability benefits improved for cardiovascular disease (c = 0.81), chronic obstructive pulmonary disease (c = 0.74) and diabetes mellitus type 2 (c = 0.74). The PPV was low while the NPV was high for all models.ConclusionTaking workers’ particular disease into account may contribute to an improved prediction of disability benefits, yet risk factors are better examined at the population level rather than at the individual level.

Validation of a COVID-19 Job Exposure Matrix (COVID-19-JEM) for Occupational Risk of a SARS-CoV-2 Infection at Work: Using Data of Dutch Workers.

ObjectivesA COVID-19 Job Exposure Matrix (COVID-19-JEM) has been developed, consisting of four dimensions on transmission, two on mitigation measures, and two on precarious work. This study aims to validate the COVID-19-JEM by (i) comparing risk scores assigned by the COVID-19-JEM with self-reported data, and (ii) estimating the associations between the COVID-19-JEM risk scores and self-reported COVID-19.MethodsData from measurements 2 (July 2020, n = 7690) and 4 (March 2021, n = 6794) of the Netherlands Working Conditions Survey-COVID-19 (NWCS-COVID-19) cohort study were used. Responses to questions related to the transmission risks and mitigation measures of Measurement 2 were used to calculate self-reported risk scores. These scores were compared with the COVID-19-JEM attributed risk scores, by assessing the percentage agreement and weighted kappa (κ). Based on Measurement 4, logistic regression analyses were conducted to estimate the associations between all COVID-19-JEM risk scores and self-reported COVID-19 (infection in general and infected at work).ResultsThe agreement between the COVID-19-JEM and questionnaire-based risk scores was good (κ ≥ 0.70) for most dimensions, except work location (κ = 0.56), and face covering (κ = 0.41). Apart from the precarious work dimensions, higher COVID-19-JEM assigned risk scores had higher odds ratios (ORs; ranging between 1.28 and 1.80) on having had COVID-19. Associations were stronger when the infection were thought to have happened at work (ORs between 2.33 and 11.62).ConclusionsGenerally, the COVID-19-JEM showed a good agreement with self-reported infection risks and infection rates at work. The next step is to validate the COVID-19-JEM with objective data in the Netherlands and beyond.

The influence of chronic diseases and poor working conditions in working life expectancy across educational levels among older employees in the Netherlands.

ObjectivesThis study aims to estimate the influence of chronic diseases and poor working conditions – across educational levels – on working life expectancy (WLE) and working years lost (WYL) in the Dutch workforce after age 50.MethodsInformation on demographics, chronic diseases, and working conditions from 11 800 Dutch workers aged 50–66 years participating in the Study on Transitions in Employment, Ability and Motivation (STREAM) from 2010/2015 was enriched with monthly information on employment status from Statistics Netherlands up to 2018. In a multistate model, transitions were calculated between paid employment and involuntary exit (disability benefits, unemployment) and voluntary exit (economic inactivity, early retirement) to estimate the impact of education, chronic diseases, and working conditions on WLE and WYL between age 50 and 66.ResultsWorkers with a chronic disease (up to 1.01 years) or unfavorable working conditions (up to 0.63 years) had more WYL due to involuntary pathways than workers with no chronic disease or favorable working conditions. The differences in WYL between workers with and without a chronic disease were slightly higher among workers with a lower education level (male: 0.85, female: 1.01 years) compared to workers with a high educational level (male: 0.72, female: 0.82 years). Given the higher prevalence of chronic diseases and unfavorable working conditions, WYL among lower educated workers were higher than among higher educated workers.ConclusionsThe presence of a chronic disease or unfavorable working conditions, more prevalent among lower educated workers, contribute substantially to WYL among older workers. This will increase educational inequalities in working careers.

Associations of within-individual changes in working conditions, health behaviour and BMI with work ability and self-rated health: a fixed effects analysis among Dutch workers

ObjectivesThis study assessed the associations of (1) within-individual improvements and (2) within-individual deteriorations in working conditions, health behaviour and body mass index (BMI) with changes in work ability and self-rated...

Expectations of Mental Illness Disclosure Outcomes in the Work Context: A Cross-Sectional Study Among Dutch Workers

Purpose The decision whether to disclose mental illness at work can have important positive and negative consequences for sustainable employment and well-being. The aim of the study is (1) to examine workers’ expectations of outcomes of mental illness disclosure in the workplace and to evaluate their expectations regarding which factors are of influence on these outcomes, (2) to identify distinct subgroups of workers, and (3) to characterize these subgroups in terms of personal, sociodemographic, and work-related characteristics. Methods In this cross-sectional survey study, a sample of 1224 Dutch workers was used. Latent Class Analysis (LCA) was used to identify classes of workers based on expected workplace mental illness outcomes. A three-step approach LCA was chosen to investigate whether the classes differed in characteristics. Results The majority of workers expected predominantly positive outcomes of workplace mental illness disclosure (e.g., being able to be one’s authentic self; 82.4%), even though they simultaneously expected disclosure to lead to advancement-related discrimination (e.g., lower chances of contract renewal; or getting a promotion; 68.4% and 57%, respectively). Six distinct subgroups of workers were identified based on expected workplace mental illness disclosure outcomes: two positive classes (50.1%), two negative classes (33.3%), and two classes who indicated not to know what the outcomes would be (16.7%). Significant differences between the classes were found on personal experience, work-related association with mental illness, gender, educational level, and workplace atmosphere. Conclusion The disclosure process is complex, as most workers were optimistic (i.e., expected generally positive outcomes) whilst simultaneously expecting workplace discrimination. Subgroup differences in expectations regarding workplace mental illness disclosure outcomes were found.

Social Insurance Literacy of Dutch Workers Receiving Disability Benefits and its Associations with Socio-Economic Characteristics

Purpose This study explores the concept social insurance literacy (SIL) and corresponding questionnaire (SILQ) among workers receiving disability benefits and the comprehensibility of the social security institute (SSI), and examines associations with socio-economic characteristics. Methods 1753 panel members of the Dutch SSI were approached to complete the SILQ-NL37. This measure was based on the original SILQ. The SILQ-NL37 contains domains for obtaining, understanding and acting upon information for both individual SIL and system comprehensibility. A higher score means better SIL or comprehensibility. Data on age, gender, education, living situation, Dutch skills and time receiving disability benefits were also collected. With k-means clustering, groups with adequate and limited SIL were created. Associations with socio-economic characteristics were examined with independent t-tests and linear regression analyses for both the total scores and within domain scores. Cronbach α and Spearman rho’s indicated measurement properties were good to acceptable for the SILQ-NL37. Results Thirty-five percent of the 567 participants were in the group with limited SIL. Higher individual SILQ-NL37 scores were associated with having a partner (p = 0.018) and northeastern living region (p = 0.031). Higher scores for obtaining (p = 0.041) and understanding (p = 0.049) information were associated with female sex, and for acting on information with younger age (p = 0.020). People with limited Dutch skills (p = 0.063) and a partner (p = 0.085) rated system comprehensibility higher. Conclusions According to the SILQ-NL37 scores, about 35% of the panel members have limited ability to obtain, understand and act upon social insurance systems information. Limited SIL is associated with several socio-economic factors. Future researches should study the concept in a more representative sample, and in different countries and social insurance contexts.

Career insecurity and burnout complaints of young Dutch workers

ABSTRACT Burnout complaints among young workers in The Netherlands are high and increasing. Our research question is whether and how the high burn-out complaints of young workers in the Netherlands are associated with the employment relationships in the flexible labour market. We argue that especially an insecure career perspective contributes to burn-out complaints. Young workers in career jobs feel more insecure and this is a main reason why they have greater burnout complaints. We use the Netherlands Working Conditions Survey 2018 to test this argument. The analyses show that young workers in career jobs feel relatively insecure about their jobs and report a considerable higher level of burn-out complaints than student workers. Especially the workers in flexible career jobs suffer from insecurity and burnout complaints.

Negative Cognitions and Emotional Distress Following Job Loss: Development and Validation of the Beliefs About Loss of Work (BLOW) Scale

Negative cognitions following job loss can contribute to emotional distress by motivating individuals to adopt coping styles that reduce stress in the short run while obstructing adjustment in the long run. It is unclear which specific cognitions are related to symptoms of complicated grief, depression, and anxiety following job loss. To fill this gap, this study introduces the Beliefs about Loss of Work (BLOW) scale and examines its psychometric properties. We recruited 222 Dutch workers who had lost their job, including 70 men and 152 women, with an average age of 52.5 years. Confirmatory factor analyses revealed that a second-order eight-factor model had the best fit to the data. The BLOW scale is a reliable instrument with a good convergent and divergent validity. This instrument may stimulate research on mechanisms involved in job loss-related distress and could inform the development of interventions to reduce this distress.

Immigrant-Biased Technological Change: The Effect of New Technology Implementation on Native and Non-Western Immigrant Employment in the Netherlands

Abstract This study examines how workplace technological innovation is associated with individual-level employment turnover. We advance the literature by studying how the impact of technology differs for Dutch native workers and workers with non-Western immigrant backgrounds. Furthermore, we examine the disparate impacts of organizational context, as indexed by the proportion of workers with non-Western immigrant backgrounds and workplace job volatility, as well as industry-level unionization. Using large-scale Dutch matched employer–employee longitudinal data for the period 2001–2014, we find technology implementation to decrease chances of job ending, but this innovation protection is smaller and sometimes absent for workers with non-Western immigrant backgrounds than for native Dutch workers. This pattern is most marked for first-generation immigrants and immigrants from non-Dutch-speaking countries. We also find evidence of organization-level ethnic competition effects among low and middle educated workers, but not for workers with tertiary degrees. Among lower educated workers technological displacement is exaggerated in workplaces that employ many workers with immigrant backgrounds, although unionization mutes this effect. Among middle educated workers technological displacement is exaggerated in high-turnover workplaces.

Adaptation or Exploration? Understanding Older Workers’ Plans for Post-Retirement Paid and Volunteer Work

Abstract Numerous investigations have sought to understand the types of individuals who engage in post-retirement work. However, little is known about why older adults are motivated to engage. The aim of the present article is to examine the extent to which two possible mechanisms—adaptation (adjusting to the loss of work role) and exploration (retirement as opportunity to engage in activities in line with personal values)—play a role in explaining planning for paid work or volunteering after retirement. Analyses are based on large-scale survey data collected in 2015 among older workers in the Netherlands (N = 6,278). Results show that the large majority of older Dutch workers have plans for post-retirement paid and/or volunteer work. Moreover, both mechanisms appear to contribute to the understanding of post-retirement work plans, yet in different ways. Specifically, older workers who expect to miss latent work functions are more likely to have plans for post-retirement work, with their general values guiding the type of work they gravitate toward. Having plans for post-retirement paid work was more prevalent among older workers who attached more importance to personal growth, whereas having plans for volunteer work was more prevalent among older workers who had a stronger social orientation. Moreover, results suggest that men, more often than women, translate the anticipated loss of latent work functions into plans for post-retirement paid work. These insights regarding the motivational antecedents of post-retirement work plans are highly relevant in light of policy discussions of active and healthy aging.

Work-related physical and psychosocial risk factors cluster with obesity, smoking and physical inactivity

ObjectiveThis study investigated associations between the co-existence of multiple types of work-related psychosocial and physical risk factors, and (1) obesity; (2) smoking; and (3) leisure-time physical inactivity. It also aimed to identify sociodemographic characteristics related to clustering of work-related risk factors and lifestyle factors.MethodsCross-sectional data on work-related risk factors (e.g., decision authority and repetitive movements) and lifestyle was measured using a standardized questionnaire among 52,563 Dutch workers in health care, services, manufacturing and public sector. Multiple-adjusted logistic regression models assessed associations between the co-existence of multiple types of psychosocial and physical risk factors and lifestyle factors. Additionally, logistic regression models related age, gender and educational level to clustering of risk factors and lifestyle factors.ResultsThe co-existence of multiple types of work-related psychosocial risk factors was associated with higher odds of smoking and being physically inactive. For example, workers exposed to three psychosocial risk factors had a 1.55 times higher odds of being physically inactive (95%CI: 1.42–1.70) compared to unexposed workers. A higher number of physical risk factors was also significantly associated with higher odds of smoking and obesity. The co-existence of multiple types of physical risk factors was not associated with higher odds of physical inactivity. Clustering of work-related risk factors and at least one unhealthy lifestyle factor occurred in particular among workers with low educational level.ConclusionsResults imply that interventions are needed that focus on workers with a low educational level and address work-related physical and psychosocial risk factors as well as lifestyle.

Grief reactions, depression, and anxiety following job loss: patterns and correlates

ABSTRACT Background: Research on grief, depression, and anxiety reactions following job loss is sparse. More insight in this matter could be important for the development of preventive and curative interventions targeting different manifestations of emotional distress following job loss, including grief reactions. Objective: The aim of this study was to examine job loss-related grief reactions in relation to depression and anxiety symptoms. Method: A sample of 525 Dutch workers (59.8% women, mean age of 50.6 years) who had lost their job was recruited. Latent class analysis was used to examine whether separate classes could be distinguished based on the endorsement of grief reactions and symptoms of depression of anxiety. We also examined factors associated with class membership. Results: Four classes were identified, including a so-called ‘mixed’, a ‘grieving’, a ‘depressed’, and a ‘resilient’ class. Job loss circumstances and coping strategies (but not socio-demographic and work characteristics) were associated with class membership. Conclusion: These results shed light on unique characteristics that might be targeted with specific clinical methods to increase mental health of different subgroups of individuals confronted with job loss.

Reciprocal relations between symptoms of complicated grief, depression, and anxiety following job loss: A cross‐lagged analysis

ObjectiveInvoluntary job loss can lead to symptoms of complicated grief (CG), depression, and anxiety. Information about the temporal linkage between these symptoms is limited and may have implications for the treatment of those suffering from mental health complaints after dismissal. The aim of this study was to explore the possible reciprocal relationships between symptoms of CG, depression, and anxiety following involuntary job loss.MethodWe recruited 128 Dutch workers who had lost their job within the past 12 months, including 72 males and 56 females with an average age of 49.8 (SD = 9.0) years. They completed questionnaires tapping CG, depression, and anxiety symptoms at baseline (Time 1) and a 6‐month follow‐up (Time 2). Several cross‐lagged panel models were compared.ResultsOur analyses indicated that CG symptom severity following job loss at Time 1 predicted depression at Time 2, but not vice versa. Similar results were found for job loss‐related CG and anxiety symptoms.ConclusionsSymptom‐levels of CG following job loss predict later depression and anxiety symptoms more strongly than vice versa. This implies that screening and targeting job loss‐related CG symptoms with early interventions might protect individuals from developing depression or anxiety symptoms after their dismissal.

What Could Influence Workers' Decisions to Disclose a Mental Illness at Work?

Background: Stigma can be a barrier for workers experiencing a mental illness to access accommodations at work. However, work accommodations may be necessary to maintain a worker's ability to work. Therefore, it may be important to develop effective interventions to address workplace stigma. Objective: To determine (1) what proportion of workers would probably disclose their mental health issue to their manager, (2) what are the motivating factors for the decision of whether or not to disclose, and (3) what would potentially change the disclosure decision? Methods: A link to a Web-based questionnaire was sent to a nationally representative sample of 1671 Dutch adults over 18 years of age. The response rate was 74%. We focused on the 892 respondents who indicated they were either employed for pay or looking for employment, not in management positions, and never experienced a mental health issue. This group comprised 73% of the total sample. They were asked if they would disclose their mental health issue to their manager. For what reasons would they disclose/not disclose the issue? And, what could change their decision? Results: We found that almost 75% of workers would disclose to their managers. The perceived relationship with their managers and feelings of responsibility to their workplaces were important contributors to the decision. A large minority of workers would not tell, preferring to deal with their issues alone. In addition, a significant proportion of workers would choose not to disclose fearing negative consequences. Conclusion: Our results indicate that the majority of these Dutch workers would disclose a mental health issue to their managers. The relationship with the manager plays a central role. The advice from a trusted individual and the experiences of colleagues are also significant factors in the disclosure decision.