Low Supervisor Support Research Articles

The Impact of Correctional Officer Perceptions of Inmates on Job Stress

Research suggests that job-related stress affects correctional officers’ attitudes toward their work environment, coworkers, and supervisors, as well as their physical and mental health; however, very few studies have examined the relationship between stress and attitudes toward inmates. This study examined the relationship between correctional officers’ levels of stress and their perceptions of inmates by surveying a sample of 501 correctional officers employed by a Southern prison system. Hierarchical multiple regression analysis was used to test the principal hypothesis of this study—that more negative perceptions of inmates would result in higher levels of stress for correctional officers. Independent variables were grouped into four groups (demographic variables, supervisory support, job characteristics, and attitudes toward inmates) and were entered into the model in blocks. Lower supervisory support and perceptions of the job being dangerous were associated with higher levels of job stress. More importantly, correctional officers who saw inmates as intimidated (not arrogant) and nonmanipulative reported lower levels of job stress, while officers who perceived inmates as being unfriendly, antisocial, and cold reported higher levels of stress.

Sick building syndrome (SBS) and sick house syndrome (SHS) in relation to psychosocial stress at work in the Swedish workforce

Medical symptoms called sick building syndrome (SBS) and sick house syndrome (SHS) are usually investigated separately: in this study, SBS and SHS were explored simultaneously. The significance of personal factors, perceptions of air quality, and psychosocial work situation in explaining SBS and SHS were investigated. A random sample of 1,000 subjects (20-65 year) received a postal questionnaire including questions on personal factors, medical symptoms, and the psychosocial demand-control-support model. The response rate was 70 % (n = 695), of which 532 were occupationally active. In logistic regression models, atopy, poor air quality at work, and low social support, especially low supervisor support, were associated with both SBS and SHS when age, gender, smoking, and BMI were introduced. The general work-related symptoms (headache, tiredness, nausea, and sensation of a cold) were also related to low control over work. The perception of poor physical environmental conditions is associated with common medical symptoms that are both work and home related. The associations between medical symptoms and poor air quality are still present, even when controlling for the psychosocial environment.

Work time demands, work time control and supervisor support in the Australian construction industry

PurposeThis research aims to explore the relationship between work time demands, work time control and supervisor support in the Australian construction industry.Design/methodology/approachA survey was undertaken with waged and salaried construction workers in two construction organizations (n=261).FindingsWork time demands were positively correlated with time‐ and strain‐based work interference with family life (WIF) but inversely correlated with time‐ and strain‐based family interference with work (FIW). Work‐family enrichment was inversely correlated with work time demands and positively correlated with both work time control and social support from one's supervisor. Respondents with high work time demands and low work time control (or low supervisor support) reported the highest levels of time‐ and strain‐based WIF. The lowest levels of WIF were reported by respondents in low work time demands and high work time control (or high supervisor support) jobs classifications. However, jobs high in both work time demands and work time control reported the highest levels of work‐to‐family enrichment.Research limitations/implicationsThe results suggest that work‐family conflict and work‐family enrichment should be treated as two distinct concepts in work‐family research and that the job demands‐control theory is helpful in explaining work‐family conflict but that alternative theories are needed to explain positive work‐family interactions.Practical implicationsThe practical implication of the research is that reducing work time demands may be helpful in reducing work‐family conflict but that the provision of work domain resources is probably required to enable positive work‐family interactions.Originality/valuePrevious work‐family research has focused on job demands and resources separately, while the job strain literature has focused on the impact of job demands and the key resources of social support. The originality of this research is that it examines the extent to which different configurations of job demand and resource can explain experiences at the work‐family interface.

Psychosocial Antecedents and Consequences of Workplace Aggression for Hospital Nurses

To test a full model of the antecedents to and consequences of various forms of workplace aggression, considering psychosocial factors, for hospital nursing staff. Cross-sectional survey design. Two hundred and seven nurses and midwives working across wards within a medium to large Australian hospital completed the survey. The survey response rate was 26.9%. High frequencies of nurses reported exposure to workplace bullying and internal and external emotional abuse violence types. In terms of antecedents, bullying was linked to high negative affectivity (NA), as well as low supervisor support and coworker support. Internal emotional abuse was associated with low levels of these support variables, as well as high outside work support and low job control. External threat of assault was related to high job demands and NA. In terms of consequences, bullying and verbal sexual harassment were linked to increased psychological distress levels. Bullying and internal emotional abuse were related to lowered organizational commitment. Changes in job satisfaction were not found for any of the workplace aggression types. NA was a significant covariate for all analyses examining consequences of aggression. Different combinations of work conditions (job demands-resources) and individual levels of NA predicted certain types of aggression. Further, nurse perceptions of psychological distress and organizational commitment were affected by exposure to several types of aggression, even after controlling for NA as a potential perceptual bias. This study therefore extends previous research on workplace bullying as a stressor to other types of workplace aggression for nurses. The findings highlight factors that are important in considering effective prevention and intervention of workplace aggression among nursing staff, particularly those working in hospital settings.

Predictors of the Willingness and the Ability to Continue Working Until the Age of 65 Years

To identify predictors of the willingness and ability of older workers to continue working until the age of 65. In this longitudinal study, 4937 employees aged 45 to 63 years included in the Netherlands Working Conditions Cohort Study were studied. Logistic regression analyses were applied. Employees who experienced emotional exhaustion and bullying or harassment by colleagues/supervisor were less often willing to continue working, whereas employees sometimes using force were more often willing to continue working. Emotional exhaustion, a work handicap, higher physical and emotional demands, lower supervisor's support, and intermediate satisfaction with salary predicted a lower likelihood to be able to continue working. Prevention of emotional exhaustion and promotion of a healthy social work climate may support both the willingness and ability to work until the age of 65 years.

Job conditions, job satisfaction, somatic complaints and burnout among East African nurses

To describe job conditions, job satisfaction, somatic complaints and burnout of female East African nurses working in public and private hospitals and to determine how these well-being outcomes are associated with job conditions. Insight into job conditions, health and well-being status and their interrelation is virtually lacking for East African nurses. Cross-sectional survey of 309 female nurses in private and public hospitals in Kenya, Tanzania and Uganda. Nurses completed a survey assessing job conditions and job satisfaction (the Leiden Quality of Work Life Questionnaire-nurses version), somatic complaints (subscale of the Symptom CheckList) and burnout (Maslach Burnout Inventory). The East African nurses show high levels of somatic complaints, and nearly one-third of the sample would be labelled as burned out. In comparison with a Western European nurses reference group, the nurses score unfavourably on job conditions that require financial investment (e.g. workload, staffing, equipment and materials). On aspects related to the social climate (e.g. decision latitude, cooperation), however, they score more favourably. In comparison with private hospital nurses, public hospital nurses score similarly on aspects related to the social climate, but worse on the other job conditions. Public hospital nurses have a lower job satisfaction than private hospital nurses, but show comparable levels of somatic complaints and burnout. Strongest correlates of low job satisfaction are low supervisor support and low financial reward. Burnout is mainly associated with high workload and inadequate information provision, whereas somatic complaints are associated with demanding physical working conditions. Improvement in job conditions may reduce the high levels of burnout and somatic complaints and enhance job satisfaction in East African nurses. Efforts and investments should be made to improve the job conditions in East African nurses as they are key persons in the delivery of health care.

Comparison of risk factors for shoulder pain and rotator cuff syndrome in the working population

To compare risk factors for shoulder pain without and with rotator cuff syndrome (RCS). A total of 3,710 workers of a French region were randomly included in the cross-sectional study between 2002 and 2005. Personal and occupational risk factors were assessed during a physical examination and by a self-administered questionnaire. Multinomial logistic modeling was used for the following outcomes: no shoulder pain and no RCS (reference), shoulder pain without RCS (called "shoulder pain") and RCS, separately for men and women. The prevalence rates of "shoulder pain" for men and women were 28.0% and 31.1%, respectively, and the prevalence rates of RCS were 6.6% and 8.5%, respectively. In men, "shoulder pain" and RCS were associated with age, high-perceived physical exertion, and arm abduction. Automatic work pace and low supervisor support were associated with "shoulder pain," and high psychological demand and low skill discretion with RCS. In women, "shoulder pain" and RCS were associated with age, repetitiveness of tasks, and low supervisor support. High perceived physical exertion and exposure to cold temperatures were associated with "shoulder pain." Age was more strongly associated with RCS than with shoulder pain without RCS for both genders. Biomechanical and psychosocial factors were associated with "shoulder pain" and RCS and differed between genders.

Factors associated with the ability and willingness to continue working until the age of 65 in construction workers

The working population is aging and a shortage of workers is expected in the construction industry. As a consequence, it is considered necessary that construction workers extend their working life. The purpose of this study was to explore factors associated with construction workers' ability and willingness to continue working until the age of 65. In total, 5,610 construction workers that participated in the Netherlands Working Conditions Survey filled out questionnaires on demographics, work-related and health-related factors, and on the ability and willingness to continue working until the age of 65. Logistic regression analyses were applied. Older workers were more often able, but less willing, to continue working until the age of 65. Frequently using force, lower supervisor support, lower skill discretion, and the occurrence of musculoskeletal complaints were associated with both a lower ability and willingness to continue working. In addition, dangerous work, occasionally using force, working in awkward postures, lack of job autonomy, and reporting emotional exhaustion were associated with a lower ability to continue working, whereas working overtime was associated with a higher ability. Furthermore, low social support from colleagues was associated with a higher willingness. In addition to physical job demands, psychosocial job characteristics play a significant role in both the ability and willingness to continue working until the age of 65 in construction workers. Moreover, preventing musculoskeletal complaints may support the ability and willingness to continue working, whereas preventing emotional exhaustion is relevant for the ability to continue working.

Are demographics, work and health associated with the ability and motivation to continue working until the age of 65 in construction workers?

ObjectivesBecause of the ageing and decreasing working population in the construction industry, it is important to encourage workers to prolong their working life. The objective of this study was to...

The Role of the Work Context in Multiple Wellness Outcomes for Hospital Patient Care Workers

To examine the relationships among low back pain (LBP), inadequate physical activity, and sleep deficiency among patient care workers, and of these outcomes to work context. A cross-sectional survey of patient care workers (N = 1572, response rate = 79%). A total of 53% reported LBP, 46%, inadequate physical activity, and 59%, sleep deficiency. Inadequate physical activity and sleep deficiency were associated (P = 0.02), but LBP was not significantly related to either. Increased risk of LBP was significantly related to job demands, harassment at work, decreased supervisor support, and job title. Inadequate physical activity was significantly associated with low decision latitude. Sleep deficiency was significantly related to low supervisor support, harassment at work, low ergonomic practices, people-oriented culture, and job title. These findings point to shared pathways in the work environment that jointly influence multiple health and well-being outcomes.

Social support at work and work changes among cancer survivors in Norway

To investigate how cancer survivors (CSs) experience the cancer-related support they get at the workplace, the proportion of CSs who change work due to cancer and the sociodemographic and work-related factors associated with CSs' work changes. CSs of the 10 most common invasive types of cancer for men and women in Norway completed a mailed questionnaire 15-39 months after primary treatment. All CSs who were working when diagnosed were included in the analyses (n = 1115). Leaving the workforce and making other important changes in paid work were regarded as work changes. When diagnosed with cancer, 84% of the CSs experienced their supervisor as caring vs. 90% for colleagues. At the time of the survey, 84% were still working; 24% had made changes in work due to the cancer. Work changes due to cancer were most common among CSs who reported low supervisor support related to the cancer (odds ratio (OR) 0.78) and high physical (OR 2.48) and psychological job demands (OR 1.39) at the time of diagnosis. Work changes were more common among self-employed CSs than among employees (OR 2.03). CSs with high education (OR 0.59) and medium income (OR 0.66) made fewer work changes than other CSs, but these differences were not significant when controlled for the work factors. Close follow-up by supervisors should be a key element in workplace health promotion programmes for CSs. Further, the programmes should target both physical and psychosocial work factors.

사무직 남성 근로자의 직무스트레스 및 사회 심리적 요인과 피로수준과의 관련성

본 연구는 사무직 남성 근로자들을 대상으로 이들의 직무스트레스 요인 및 사회심리적 요인과 피로수준 간 의 관련성을 파악하며, 피로수준에 유의하게 영향을 미치는 요인들을 규명하고자 하였다. 조사대상은 50인 이상 300 인 미만 중소규모 사업장 42개소에 근무하고 있는 사무직 남성 근로자 872명으로 하였으며, 자료수집방법은 2009년 2월 1일부터 2009년 4월 30일까지의 기간 동안에 자기기입식 설문조사를 실시하였다. 연구결과, 조사대상자의 직무스 트레스 요인에 따른 피로수준은 업무요구도가 높을수록, 업무의 자율성이 낮을수록, 상사의 지지도가 낮을수록 유의 하게 높았다. 사회심리적 요인에 따른 피로수준은 자기존중감이 높을수록 유의하게 높았다. 다중회귀분석을 실시한 결과, 피로수준에 영향을 미치는 요인으로는 연령, 주관적 건강상태, 근무경력, 결근횟수, 직장생활만족도, 규칙적 운 동유무, 수면시간, 외래진료유무, 업무요구도, 상사의 지지도 및 자기존중감이 유의한 변수로 선정되었다. 위와 같은 연구결과를 볼 때, 직장인의 피로수준은 인구사회학적 특성, 직업관련 특성 및 건강관련행위의 실천여부 뿐만 아니라, 직무스트레스 요인 및 사회심리적 요인과도 유의한 관련이 있음을 시사하였다.

Mental stress and psychosocial factors at work in relation to multiple-site musculoskeletal pain: A longitudinal study of kitchen workers

Among 385 female kitchen workers, we examined (1) whether mental stress and psychosocial factors at work (job control, skill discretion, supervisor support, co-worker relationships, and hurry) predict multiple-site musculoskeletal pain (MSP; defined as pain at ⩾3 of seven sites) and (2) reversedly, whether MSP predicts these psychosocial factors. Data were collected by questionnaire at 3-month intervals during 2 years. Trajectory analysis was applied. Four trajectories of MSP prevalence emerged: Low, Descending, Ascending, and High. For the psychosocial factors, a two-trajectory model (Ascending or High vs. Low) yielded the best fit. In logistic regression analysis, with the Low MSP trajectory as reference, poor co-worker relationships (odds ratio [OR] 3.9), mental stress (3.1) and hurry (2.1) at baseline predicted belonging to the High MSP trajectory. Also MSP at baseline predicted the trajectories (Ascending vs. Low) of low job control (2.2) and mental stress (3.2). Adverse changes in most psychosocial factors were associated with belonging to the High (ORs between 2.3 and 8.6) and Ascending (2.7–5.5) MSP trajectories. In generalized estimating equations, time-lagged by 3 months, all psychosocial factors but two predicted MSP (1.4–2.1), allowing, e.g. for MSP at baseline, and vice versa, MSP predicted low job control, low supervisor support, and mental stress (1.4–2.0), after adjustment for e.g. the relevant psychosocial factor at baseline. In conclusion, we found that several psychosocial factors predicted MSP and that MSP predicted several psychosocial factors. The results suggest a cumulative process in which adverse psychosocial factors and MSP influence each other.

Intention to Leave a Job: The Role of Individual Factors, Job Tension, and Supervisory Support

This study examined the role of individual and organizational factors on intention to leave the job using a sample of 176 Maryland-chapter NASW social workers. Using hierarchical regression analysis, it was determined that lower income, higher job tension, and lower supervisory support are related to higher intention to leave. Gender moderates the relation between supervisory support and intention to leave: for women there is a smaller difference in intention to leave for low and high supervisory support, whereas for men low supervisory support leads to much higher intention to leave than high supervisory support. Implications for research and practice are provided.

Measuring Workplace Bullying: Reliability and Validity of the Japanese Version of the Negative Acts Questionnaire

Workplace bullying is increasingly being recognized as a serious problem within the work environment. Previous studies in European countries have reported the prevalence of workplace bullying and its association with poor mental health, using the Negative Acts Questionnaire-Revised (NAQ-R: Einarsen & Hoel, 2001), but there have been very few studies in Japan. The authors translated the 22-item NAQ-R into the Japanese language and examined the internal consistency reliability and concurrent and construct validity, including factor-based validity, of this scale in a sample of Japanese civil servants. A total of 830 males and 796 females were surveyed, using anonymous questionnaires including the NAQ-R, Leymann Inventory of Psychological Terror (LIPT), and scales for interpersonal relations at work and psychological distress (response rate, 46.7%). Cronbach's alpha coefficients of the internal consistency reliability of the NAQ-R were high (0.91-0.95) for males and females. Workplace bullying measured by the NAQ-R was strongly associated with that measured by the LIPT and other scales on workplace bullying. The NAQ-R was associated with high psychological distress, high intragroup and intergroup conflict, low supervisor and coworker support, and low interactional justice, as expected. Although three factors were extracted, this findings differed slightly from the factor structure previously reported (Einarsen et al., 2009). However, Factor 1 explained most of the variance, indicating that a one factor structure fitted the data better. The present study showed acceptable levels of reliability and validity of the Japanese version of the NAQ-R among Japanese civil servants.

Psychosocial work environment and stress-related disorders, a systematic review

Knowledge on the impact of the psychosocial work environment on the occurrence of stress-related disorders (SRDs) can assist occupational physicians in the assessment of the work-relatedness of these disorders. To systematically review the contribution of work-related psychosocial risk factors to SRDs. A systematic review of the literature was carried out by searching Medline, PsycINFO and Embase for studies published up until October 2008. Studies eligible for inclusion were prospective cohort studies or patient-control studies of workers at risk for SRDs. Studies were included in the review when data on the association between exposure to psychosocial work factors and the occurrence of SRDs were presented. Where possible, meta-analysis was conducted to obtain summary odds ratios of the association. The strength of the evidence was assessed using four levels of evidence. From the 2426 studies identified, seven prospective studies were included in this review. Strong evidence was found that high job demands, low job control, low co-worker support, low supervisor support, low procedural justice, low relational justice and a high effort-reward imbalance predicted the incidence of SRDs. This systematic review points to the potential of preventing SRDs by improving the psychosocial work environment. However, more prospective studies are needed on the remaining factors, exposure assessment and the relative contributions of single factors, in order to enable consistent assessment of the work-relatedness of SRDs by occupational physicians.

Effect of occupational stress on ambulatory blood pressure

To explore the effect of occupational stress on ambulatory blood pressure. 30 male healthy workers from the refrigerator assembly line in Henan province in China were investigated. Psychosocial work conditions were measured by using the Job Demand-control Model, the Effort-reward Imbalance Model questionnaires and Occupational Stress Measurement Scale. Ambulatory blood pressure(ABP) was measured by using mobile ABP monitor. The t test was utilized to analyze the difference of parameters of ABP monitoring between different groups of occupational stress and other variables scores. The stepwise regression analysis was used to analyse the effect of occupational stress factors on parameters of ABP. (1) As to stressors, systolic blood pressure variability (SBPV), mean arterial blood pressure variability (MABPV) and heart rate at 30 minute after work in workers with high role conflict score were significantly higher than those in workers with low score (P < 0.05). Workers with high skill utilization score had significantly lower mean systolic blood pressure (SBP) at 30 minute after work than workers with low score (P < 0.05). Diastolic blood pressure variability (DBPV) and heart rate variability (HRV) in workers with high decision latitude score were significantly higher than those in workers with low score (P < 0.05). Workers with high job psychological demands score had significantly higher SBPV, DBPV and MABPV than workers with low score (P < 0.05). Heart rate-pressure product(RPP) and SBPV in workers with high effort score were significantly higher than those in workers with low score (P < 0.05). Workers with low rewards score had higher mean heart rate and heart rate at 30 minute after work than workers with high score (P < 0.05). (2) For personalities, workers with high work locus of control score had significantly higher mean diastolic blood pressure (DBP) and mean arterial blood pressure (MABP) than workers with low score (P < 0.05). Workers with high patience score had significantly lower mean SBP at 30 minute after work than workers with low score (P < 0.05). Heart rate at 30 minute after work in workers with high organization commitment score was significantly lower than that in workers with low score (P < 0.05). (3) Concerning buffer factors, HRV in workers with high control strategies score were significantly lower than that in workers with low score (P < 0.05). Workers with low supervisor support score had higher RPP and MABPV than workers with high score (P < 0.05). (4) In the multiple stepwise regression, daily life stress affected SBPV (R2 = 0.12) and MABPV (R2 = 0.05), depression was related to DBPV at 30 minute after work (R2 = 0.15) and SBPV (R = 0.03), mental health was predictor of MABPV (R2 = 0.07) and negative affection was predictor of heart rate at 30 minute after work (R2 = 0.24). Occupational stressors, personality and social support have effect on parameters of ABP. Parameters of ABP monitoring could be used to evaluate occupational stress in the field research.

D도시에 종사하는 일부 치과위생사의 직무스트레스 및 우울과의 관련성

Abstract The degree of depression of dental hygienist was analyzed to reveal the various factors related to them. The self-administered between June 1st, and 30st, 2009, questionnaires were filled out from 221 dental hygienist in D City. 1.The distribution for depression degree has shown the rate as 79.1% in normal range group , 15.4% in mild depression group, 4.1% in moderate depression group and 1.4% in severe depression group,2.As for depression, junior college, lower salary, poor sense satisfaction in work, not fit to the job, low personal relation with peer works or supervisors, poor subjective condition of health, without regular eating habits, without alcohol drinking, without regular exercise, in the group with higher level of job demand, lower job autonomy and lower supervisor support than their respective counterparts. 3.Concerning correlation between depression and various factors, while level of depression correlated with was negatively sense satisfaction, fit to the job, personal relation with peer works or supervisors, subjective condition of health, spervisor support, coworker support, it was positively correlated with job demand. Resulting from these results, in order to resolve depression properly, implementation and maintenance of program should be renewed to improve various kinds of factors.Key Words : Dental hygienist, Job stress, Depression

The influence of job satisfaction on child welfare worker's desire to stay: An examination of the interaction effect of self-efficacy and supportive supervision

Prior research shows child welfare workforce has constantly been challenged by worker's turnover issue. Although improving job satisfaction is adopted by many agencies as a solution to encourage workers to stay, little is known whether its effect remains under the influence of certain psychosocial factors of workers. The present study attempts to explore the effect of job satisfaction on child welfare worker's desire to stay through examining the intervening effects of worker's work related self-efficacy and supervisor's support. Our findings showed that the interaction effect did exist such that job satisfaction had greater positive impact for workers of high self-efficacy in terms of the desire to stay. Findings further revealed that job satisfaction had substantial impacts on improving worker's desire to stay under most of the circumstances, except for the circumstance when workers concurrently perceiving low work related self-efficacy and low supervisor's support. Finding also revealed that supervisor's support was particularly important to retain workers of low self-efficacy. In conclusion, improving job satisfaction may not be a universal approach for worker retention due to the influence of worker's self-efficacy. On the other hand, we recognize that supervisor's support is an important factor in addition to job satisfaction that cannot be overlooked in child welfare worker retention. In light of the significant interaction effect that was identified in the present study, we suggested the need to examine the interaction effect among retention predictors in future research.

A Multivariate Analysis of Factors Associated With Early Offer and Acceptance of a Work Accommodation Following an Occupational Musculoskeletal Injury

To identify factors associated with offer and acceptance of work accommodation. In 401 claimants with musculoskeletal injuries, two logistic regressions identified individual and workplace factors associated with work accommodation offer and acceptance. Unionized status, strong disability management policies and practices, low supervisor support, and pink collar occupation were associated with work accommodation offer. Job tenure over 1 year and lighter physical work were associated with acceptance. Younger age and more repetitive physical work demands were positively associated with both outcomes. Pink-collar status was positively associated with offers, but negatively with acceptance. Gender, mental health, pain, job satisfaction, firm size, people-oriented culture, safety climate, and ergonomic practices were not significant predictors. One month post-injury, workplace factors and age are determinants of offer and acceptance of work accommodation, while individual health factors play no significant role.