Effect Of Psychosocial Work Environment Research Articles

Burnout among nurses: Examining psychosocial work environment causes

Medical personnel, and especially staff working in hospitals such as doctors and nurses are exposed to a number of important psychosocial risk factors as a consequence of the type of work. The consequence can be the occurrence of job burnout among nurses. the researchers wanted to analyze work psychosocial support in an effort to control burnout in health workers at Semen Gresik Hospital. This research is an analytical observational quantitative research. The research was conducted by interviewing respondents regarding the independent variables and the dependent variable without giving any treatment. This research is included in the analytical research design with the aim of analyzing the relationship between variables This research is analyzed using Semi Equation Model (SEM) by calculating outer model, inner model, and the goodness of fit of the model. The results of testing the first hypothesis give the result that there is a significant positive effect of Psychosocial Work Environment on Burnout with a T-Statistic value (59.577) >1.96 and p-value (0.000) <0.05 so it can be stated that there is a significant positive influence of Psychosocial Work Environment on Burnout. This means that hypothesis 1 can be supported. The most influenced factor from psychosocial work environment are job demand as well as conflict and offensive behavior. Because nurses have several workload especially during the pandemic, they have the obligation to do administrative, preventive, and curative action in the meantime.

Psychosocial Work Environment and Employees’ Performance in Nigerian Oil and Gas Firms

This study investigated the effect of psychosocial work environment on the performance of employees of eight (8) oil and gas firms in Nigeria. Survey research design was used and questionnaire was the major data collection instrument which was administered to employees of oil and gas firms. Four (4) psychosocial work environment dimensions (proactive work behaviour, interpersonal relationship, feeling of safety, and job engagement) were used and data obtained were analyzed via descriptive and inferential statistical methods. The simple regression results established positive relationships between employee performance and proactive work behavior, interpersonal relationships, and feeling of safety. For job engagement variable, a negative effect was established. The study recommended that management of oil and gas firms should use proactive work behaviours such as motivational incentives to improve employees’ performance. Also, management should use other options of engaging employees on the job via creating a conducive, safe and less hazardous work environment for employees.

Gender Differences in the Indirect Effect of Psychosocial Work Environment in the Association of Precarious Employment and Chronic Stress: A Cross-Sectional Mediation Analysis

Gender differences in the association between precarious employment and chronic stress have been found but the mechanisms underlying this relationship have not been explored. The main objective of this study was to evaluate the mediating effects of psychosocial risk factors at work (i.e., demands, control, and support) and work-life conflicts in the relationship between precarious employment and chronic stress as measured through the production of steroid hormones (both adrenal and gonadal) for men and women separately. Cross-sectional data were derived from a sample of workers from Barcelona (n = 125-255 men; 130 women). A set of 23 markers were determined from hair samples to evaluate the production of both adrenal and gonadal steroids. Decomposition analyses were applied to estimate the indirect effects of psychosocial risk factors and work-life conflict using linear regression models. Gender differences in the association between precarious employment and steroids production were confirmed. Psychosocial risk factors and work-life conflicts had indirect effects only among women (βCortisol = 0.18; 95% CI: 0.04-0.32; βCortisol/Cortisone 0.19; 95% CI: 0.08-0.31; β%Cortisol 0.12; 95% CI: 0.05-0.20). Gender differences suggest that the physiological response to precarious employment could be determined by the social construction of gender identities, as well as by positions and roles in the labour market and family. Future studies should delve further into these differences to improve employment and working policies, thus mitigating gender inequalities in the labour market to prevent work-related stress.

An Analysis of the Effects of Psychosocial Work Environment on the Retention Intentions of Primary Care Coordinators Nursing Patients with Chronic Illness.

This study aimed to investigate the effects of psychosocial work environment on the retention intentions of care coordinators taking care of patients with chronic illness. A descriptive survey study was conducted with a convenience sample of care coordinators who organized patients and treatment teams that offered professional and persistent treatment. A total of 132 participants were recruited from 19 October to 19 November 2020. The data were analyzed through descriptive statistics, t-tests, ANOVA, Scheffé post hoc, and hierarchical multiple regression using SPSS 26.0. The results showed that work organization and job content (β = 0.254, p = 0.014) and value at the workplace (β = 0.245, p = 0.034) had significant effects on the retention intentions of participants. The final model of the study explained 40.1% of participants’ retention intentions (F = 11.830, p < 0.001). The development of educational programs and implementation of policies for improving the psychosocial work environment were found to be essential for increasing the retention intentions of professional care coordinators.

The Effect of Psychosocial Work Environment on Psychological Strain among Banking Employees in Malaysia

This study was conducted to examine the psychosocial work environment dimensions as predictors of psychological strain among bank employees specifically bank tellers. The restructuring of financial institutions exposed banking employees to stressful conditions such as unfeasible sales target, lower salaries, high workload and job insecurity. These conditions lead to adverse health outcomes. The researcher integrated the effort-reward imbalance model and the organizational justice model as the psychosocial work environment dimensions that represent the stressful working condition. Thus, these dimensions were hypothesized to affect psychological strain in terms of anxiety, depression and social dysfunction. The data was collected quantitatively by distributing questionnaires to employees in a Malaysian domestic bank. A total number of 306 respondents participated in this study. The data was analysed by performing structural equation modeling using AMOS 22. The finding indicates that effort, reward, overcommitment, procedural justice and interactional justice significantly affect psychological strain. Only effort-reward ratio was not significant in predicting psychological strain. These findings added the empirical evidence in the stress-strain literature that involves psychosocial work environment specifically among banking employees in Malaysian context.

Effect of Psychosocial Work Environment on Sickness Absence Among Patients Treated for Ischemic Heart Disease.

During the last decades mortality has declined in patients with coronary heart disease due to improvements in treatments and changes in life style, resulting in more people living with chronic heart disease. This implies that focus on rehabilitation and re-integration to the work-force becomes increasingly important. Previous studies among healthy workers suggest that the psychosocial working environment is associated with sickness absence. Whether the psychosocial working environment plays a role for patients with existing cardiovascular disease on return to work and sickness absence is less studied. A cohort of patients under 67 years and treated with percutaneous coronary intervention (PCI) was established in 2006. Three months after the procedure the patients (n = 625) answered a questionnaire about their psychosocial working environment. Patients were followed in registers for the following year. We examined the association between psychosocial working environment and sickness absence at 3 months, 1 year and new sick-listings during the first year with logistic regression. A total of 528 patients had returned to work 3 months after the PCI, while 97 was still sick-listed. After 1 year one was dead, 465 were working and 85 were receiving health related benefits, while 74 had left the workforce permanently. A number of 106 patients were sick-listed during the whole first year or had left the workforce permanently. After the initial return to work, 90 experienced a new sickness absence during the first year while the remaining 429 did not. High work pace, low commitment to the workplace, low recognition (rewards) and low job control were associated with sickness absence at 3 months, but not after 1 year. Low job control as well as job strain (combination of high demands and low control) was associated with new sick-listings. The psychosocial working environment was associated with sickness absence 3 months after the PCI, but not 1 year after.

사무직 근로자의 사회심리적 업무환경과 자기효능감이 정신건강에 미치는 영향

Purpose: This study aims to assess the effects of psychosocial work environment and self-efficacy on stress, depression, and burn-out among office workers. Methods: Survey data were collected from 331 office workers who worked in one workplace from April 10 to 30, 2012. The impact of psychosocial work environment and self-efficacy on stress, depression, and burn-out was analyzed with hierarchical multiple regression using SAS version 9.3. Results: Work-family conflicts and emotional demands were identified as main factors influencing mental health. Other work environment factors influencing mental health were role clarity for stress, possibilities for development, meaning-of work, social support-from supervisors and job insecurity for depression, and social community at work for burn-out. Self-efficacy was correlated with most psychosocial work environment and factor with independent influence on stress and depression. The final models including general characteristics, psychosocial work environment, and self-efficacy accounted for 34%, 44%, and 36% for stress, depression, and burn-out respectively. Conclusion: To promote mental health in office workers, there is a need to decrease work-family conflicts and emotional demands and to improve work organization and job contents, social support, and self-efficacy.

Psychological well‐being and psychosocial work environment characteristics among emergency medical and nursing staff

AbstractThe aim of this study was to determine if the effect of psychosocial work environment on psychological well‐being was different for doctors and nurses who work in emergency departments in Spain. A cross‐sectional survey was carried out among 945 emergency doctors and nurses staff from Spain. The outcome variable was the psychological well‐being measured by two dimensions of SF‐36 Health Survey (SF‐36) (mental health, vitality) and one dimension of Maslach's Burnout Inventory (emotional exhaustion). The explanatory variable was the psychosocial work environment evaluated according to Karasek and Johnson's demand‐control model that includes the dimensions of psychological demands, job control, supervisor social support and co‐workers' social support. The adjusted odds ratios and their 95 per cent confidence intervals were calculated by logistic regression. The prevalence of low vitality, bad mental health and high emotional exhaustion was higher among doctors than nurses. Exposure to high psychological demands increased the probability of low vitality, bad mental health and high emotional exhaustion among doctors and nurses. Low job control and low co‐workers' social support at work were associated with poor psychological well‐being only among doctors. Low job supervisors' social support increased the risk of bad mental health among doctors and of high emotional exhaustion among nurses. There is a different effect of psychosocial work environment on psychological well‐being between doctors and nurses. Copyright © 2007 John Wiley &amp; Sons, Ltd.

Psychosocial Work Environment and Mental Health: Job-strain and Effort-Reward Imbalance Models in a Context of Major Organizational Changes

This study explored the association between the two job-stress models, job-strain and effort-reward imbalance, and mental health outcomes in a working population exposed to major organizational changes. The cross-sectional study was based on 680 subjects, 504 men and 176 women. Psychosocial factors at work included: psychological demands, decision latitude, social support, effort, reward, and overcommitment. Mental health outcomes were depressive symptoms (CES-D) and psychiatric disorders (GHQ-12). Job strain, low decision latitude, effort-reward imbalance, and low reward (especially job instability) were found to be associated with depressive symptoms and/or psychiatric disorders among men. Overcommitment at work was a risk factor for both men and women. Social support at work played a role to reduce depressive symptoms for women. These findings emphasize the deleterious effects of psychosocial work environment on mental health during major organizational changes.