Psychosocial Job Characteristics Research Articles

Investigating the association between work family conflict (WFC) and generalized anxiety disorder (GAD) in an Australian community-based cohort study.

Difficulties managing work and family demands are common and have been found to be associated with stress and poor mental health. However, very few studies have examined Work Family Conflict (WFC) in connection with diagnosable anxiety disorders (and none with Australian representative data). The current study investigated whether high WFC was significantly associated with a diagnosis of Generalised Anxiety Disorder (GAD) after controlling for a broad range of socio-demographic contextual factors, related psychosocial job, family and individual characteristics, and prior anxiety symptom history. Data was analysed from an Australian population-based community cohort - the Personality and Total Health (PATH) Through Life project. Eligible participants (N = 1159) were employed full-time or part-time, with data collected by both online questionnaire and face-to-face interview. Presence of Generalised Anxiety Disorder (GAD) in the past 12-months was diagnosed by the GAD module in the Composite International Diagnostic Interview (CIDI) (based on DSM-IV criteria) and severe anxiety symptoms were measured using the Patient Health Questionnaire (PHQ) 7-item 'other anxiety' model. The findings consistently showed that those experiencing high WFC had higher odds of a GAD diagnosis (final adjusted model: CIDI: OR: 2.55, CI: 1.38-4.70) as well as clinical levels of anxiety symptoms (PHQ: OR:2.61, CI:1.44,4.72). This was the case after controlling for an extensive range of covariates. This is one of the first studies to show that WFC is associated with greater likelihood of GAD. The challenge of juggling both work and family can have far-reaching impacts - not just increasing distress broadly, but also potentially increasing the likelihood of clinically diagnosable anxiety.

Psychosocial job characteristics comparison between work from home and work in the office: a study from the pandemic onwards

IntroductionThe Covid-19 pandemic changed office workers' work situation through the widespread use of the working from home (WFH) model. It also changed the demands for, and the resources allocated to, the same tasks depending on the location of their execution. The aim of this study was to identify potential differences in the level of theoretically established job stressors between WFH and regular office work, especially with respect to working parents with childcare responsibilities.MethodWe tested the relevant working conditions by conducting repeated online surveys with three measurement times between 2020 and 2022 (N = 1,144 in total).ResultsPaired sample t-tests for each measurement time showed significant differences between WFH and work in the office for six out of seven psychosocial risk factors (e.g., social relationships with supervisors and colleagues). Only work intensity did not differ between WFH and work in the office. The specific challenges for WFH parents caring for children were revealed in a decreased work continuity compared to employees without childcare responsibilities. Our results suggest that job stressors are contingent on the place of work.DiscussionIn conclusion, while WFH affords the opportunity to counterbalance job stressors in the long term, it requires the support of social relationships, especially for full-time WFH employees. Parents with childcare responsibilities require assistance in addressing their individual needs amidst the challenges of WFH.

Thirty Minutes Identified as the Threshold for Development of Pain in Low Back and Feet Regions, and Predictors of Intensity of Pain during 1-h Laboratory-Based Standing in Office Workers.

This study with 40 office workers investigated (a) the effect of time spent standing on low- back and lower limb pain during a 1-h laboratory-based task; (b) the standing time after which a significant increase in pain is likely; and (c) the individual, physical and psychosocial factors that predict pain. The primary outcome was bodily location of pain and pain intensity on a 100-mm Visual Analogue Scale recorded at baseline and every 15 min. Physical measures included trunk and hip motor control and endurance. Self-report history of pain, physical activity, psychosocial job characteristics, pain catastrophizing and general health status were collected. Univariate analysis and regression models were included. The prevalence of low-back pain increased from 15% to 40% after 30 min while feet pain increased to 25% from 0 at baseline. The intensity of low-back and lower limb pain also increased over time. A thirty-minute interval was identified as the threshold for the development and increase in low-back and feet pain. Modifiable factors were associated with low-back pain intensity—lower hip abductor muscle endurance and poorer physical health, and with feet symptoms—greater body mass index and less core stability.

Objective Job Demands of Oneself and One's Partner, and Depressive Symptoms. Evidence from a Nationally Representative Longitudinal Study.

Background: Job characteristics are an important predictor of depressive symptoms. Recent research detected unemployment’s spillover effects on spouses’ depressive symptoms, but there is still a lack of studies that examine the association between objective job demands of oneself and one’s partner and depressive symptoms. Methods: Data were derived from the German Ageing Survey (DEAS), which is a representative sample that includes individuals aged 40 years and older. Psycho-social, physical, and overall job characteristics were assessed objectively, using a validated index developed by Kroll. Depressive symptoms were quantified by the Center for Epidemiologic Studies Depression Scale (CES-D). Results: Regarding fixed-effects regression, we found no significant association between the own or the partner’s job demands and depression among the total sample and among men. However, among women, both increasing psychosocial demands of one’s own occupation and physical job demands of one’s partner’s occupation were related to higher levels of depression, as well as the partner’s overall job demands. Conclusions: The findings of the present longitudinal study highlight the association between job demands and depressive symptoms in women, but not in men, especially regarding the partner’s employment characteristics. Efforts to reduce the burden of high job demands may be helpful. This could help alleviate depressive symptoms. In turn, geriatric giants caused by increased depressive symptoms, such as frailty, could be postponed.

Psychosocial job characteristics and mental health: Do associations differ by migrant status in an Australian working population sample?

Migrant workers may experience higher burdens of occupational injury and illness compared to native-born workers, which may be due to the differential exposure to occupational hazards, differential vulnerability to exposure-associated health impacts, or both. This study aims to assess if the relationships between psychosocial job characteristics and mental health vary by migrant status in Australia (differential vulnerability). A total of 8969 persons from wave 14 (2014-2015) of the Household Income and Labour Dynamics in Australia Survey were included in the analysis. Psychosocial job characteristics included skill discretion, decision authority and job insecurity. Mental health was assessed via a Mental Health Inventory-5 score (MHI-5), with a higher score indicating better mental health. Migrant status was defined by (i) country of birth (COB), (ii) the combination of COB and English/Non-English dominant language of COB and (iii) the combination of COB and years since arrival in Australia. Data were analysed using linear regression, adjusting for gender, age and educational attainment. Migrant status was analysed as an effect modifier of the relationships between psychosocial job characteristics and mental health. Skill discretion and decision authority were positively associated with the MHI-5 score while job insecurity was negatively associated with the MHI-5 score. We found no statistical evidence of migrant status acting as an effect modifier of the psychosocial job characteristic-MHI-5 relationships. With respect to psychosocial job characteristic-mental health relationships, these results suggest that differential exposure to job stressors is a more important mechanism than differential vulnerability for generating occupational health inequities between migrants and native-born workers in Australia.

Assessment of the impact of lifestyle and psychosocial working conditions on older employees’ work ability

Objective. The purpose of this article was to assess the impact of selected elements of lifestyle, psychosocial working conditions and general mental health on older employees’ ability to work. Methods. Employees (N = 1067) aged 50–65 years (M 54.8, SD 3.95) responded to a questionnaire on demographics, lifestyle characteristics, general mental health (general health questionnaire), psychosocial job characteristics (job content questionnaire) and work ability (work ability index [WAI]). A logistic regression model was used to assess the impact of the selected factors on work ability. Results. Older employees were characterized by good (44.4%) and moderate (36.4%) work ability. The average WAI scores were significantly higher among employees who did not smoke, consumed the recommended daily intake of vegetables, drank enough water, ate breakfast every morning, cut down on sweets and were on a vegetarian diet. Good physical (no sick leave) and mental health, high level of job control, low job insecurity and use of over-the-counter drugs were found to be the strongest predictors of WAI scores. Conclusions. The results of the research indicate that most of the determinants of work ability identified at work are impacted, thus giving the opportunity to conduct some occupational health and preventive programmes in the workplace.

What Psychosocial and Physical Characteristics Differentiate Office Workers Who Develop Standing-Induced Low Back Pain? A Cross-Sectional Study.

This study examines demographic, physical and psychosocial factors associated with an increase in low back pain (LBP) during a one-hour standing task. A cross-sectional survey with 40 office workers was conducted. The primary outcome was pain severity during a one-hour standing task recorded every 15 min using a 100 mm Visual Analogue Scale (VAS). Participants were defined as pain developers (PD), if they reported a change in pain of ≥10 mm from baseline, or non-pain developers (NPD). Physical outcomes included participant-rated and examiner-rated trunk and hip motor control and endurance. Self-report history of LBP, physical activity, psychosocial job characteristics, general health and pain catastrophising were collected. Fourteen participants were PD. Hip abduction, abdominal and spinal muscle endurance was lower for PD (p ≤ 0.05). PD had greater self-reported difficulty performing active hip abduction and active straight leg raise tests (p ≤ 0.04). Those reporting a lifetime, 12 month or 7-day history of LBP (p < 0.05) and lower self-reported physical function (p = 0.01) were more likely to develop LBP during the standing task. In conclusion, a history of LBP, reduced trunk and hip muscle endurance and deficits in lumbopelvic/hip motor control may be important to consider in office workers experiencing standing-induced LBP.

Psychological distress symptoms among healthcare professionals are significantly influenced by psychosocial work context, Ethiopia: A cross-sectional analysis.

Work-related psychosocial hazards result in numerous adverse effects on physical and psychological health, a reduction in quality of life and a decline in performance capacity to workers. While the condition is widespread across various occupations, healthcare sectors are acknowledged to be at high risk. In developing countries such as Ethiopia, however, the lack of reliable data on psychosocial hazards including psychological distress (PD) often hampers officials from planning for preventive actions. This study assessed the magnitude and influencing factors of PD among healthcare professionals in Gondar city, Ethiopia. We employed a cross-sectional survey of 422 healthcare professionals selected with a stratified random sampling technique between April and March 2019. The symptoms of psychological distress were assessed with a standardized 10 items Kessler Psychological Distress Scale instrument. Bivariate and multivariate analyses were conducted by use of SPSS program version 20. Factors associated with psychological distress symptoms were ascertained at < 0.05 p-value. Adjusted odds ratio (AOR) with a confidence interval (CI) of 95% was used to determine the strength of associations. In total, 417questionnaires fully completed and returned with a response rate of 98.8%. Age ranges from 23 to 57 with a mean of 31.00 (± 8.219 SD) years. Work-related psychological distress symptoms in the past 4weeks stood at 44.4% (N = 185) [95%CI (39.8, 49.4)]. Being female worker [AOR: 2.07; 95% CI (1.29, 3.32)], high job demand [(AOR: 1.53; 95% CI (1.10, 2.57)] and low job control [AOR: 2.54; 95% CI (1.60, 4.04)] were significant factors of psychological distress. This study underscores the level of psychological distress among healthcare professionals is high. The experiences of psychological distress symptoms were significantly influenced by socio-demographic factors including sex and psychosocial job characteristics such as job demand and job control. Efforts to prevent the mental health of workers including psychological distress symptoms need to focus on individual attributes and job contexts.

Psychosocial job characteristics, employee well‐being, and quit intentions in Pakistan's insurance sector

Researchers applied Karasek's job demand–control–social support model to examine the impact of psychosocial job characteristics on frontline sales employees' well‐being and intentions to quit. Focused on the demanding insurance industry, their study gathered feedback from 331 frontline sales employees in four major insurance companies in Pakistan to analyze their level of job satisfaction, burnout, and quit intentions. The results indicated that the level of job demands and supervisor support and peer support were associated with employee well‐being, but that the level of job control was not. In addition, the study found that burnout, along with low levels of supervisor support and peer support, is a significant predictor of quit intentions. It also revealed that burnout partially mediates the effect of peer support on quit intentions and fully mediates the effect of job demands on quit intentions. These findings point to several policy recommendations to foster the favorable psychosocial job characteristics needed to improve employees’ job satisfaction and reduce turnover.

Relations Between Psychosocial Job Characteristics and Work Ability in Employees with Chronic Headaches

Purpose The aim of the study was to determine (a) to which extent job demands and job resources predict work ability in employees with chronic headaches, and (b) whether work ability in these employees is more hampered by high demands and more enhanced by resources than in employees without chronic disease. Methods All employees with chronic headaches (n = 593) and without chronic disease (n = 13,742) were selected from The Netherlands Working Conditions Survey conducted in 2013. This survey assessed amongst others job characteristics and various indicators of work ability, i.e. sick leave, employability, work engagement, and emotional exhaustion. Hierarchical regression analyses were conducted for employees with chronic headaches and compared to employees without chronic disease, controlling for age, gender and educational level. Results In employees with chronic headaches higher quantitative and emotional demands contributed to higher emotional exhaustion, and higher emotional demands to higher sick leave. Higher cognitive demands were however associated with higher work engagement. Higher autonomy was related to higher employability and lower emotional exhaustion. Higher supervisor and colleague support was associated with higher employability, higher engagement and lower emotional exhaustion. Higher supervisor support was associated with lower sick leave. Supervisor support emerged as a stronger predictor for emotional exhaustion in the employees with chronic headaches than in the employees without chronic disease. Conclusions Job demands and job resources are important for work ability in employees with chronic headaches. Furthermore, results suggest that these employees benefit more strongly from supervisor support than employees without chronic disease.

Workplace bullying and mental health among teachers in relation to psychosocial job characteristics and burnout.

The objective of the study has been to assess the associations between psychological distress and exposure to workplace bullying, taking into account possible influence of adverse psychosocial job characteristics and occupational burnout in a sample of Kaunas (Lithuania) teachers. The study sample included 517 teachers from 13 secondary schools and was conducted in 2014. The participants filled in the anonymous questionnaire (response rate 71.3%). Twenty-two-item Negative Acts Questionnaire (H. Hoel and S. Einarsen) was used for measuring the exposure to workplace bullying, Goldberg 12-item General Health Questionnaire (GHQ-12) - psychological distress, Maslach Burnout Inventory (MBI) - occupational burnout, Karasek Demand-Control questionnaire - psychosocial job stressors. The IBM SPSS Statistics version 20.0 was used for performing the statistical analysis. Associations between psychological distress, exposure to workplace bullying, psychosocial job characteristics and occupational burnout were analyzed in the logistic regression and expressed in terms of odds ratios (OR). Statistical significance was determined using the 95% confidence interval (CI) level. Workplace bullying was prevalent among Kaunas teachers (occasional - 8.3%, severe - 2.9%). Twenty-five percent of teachers suffered from psychological distress. High emotional exhaustion was found in 25.6% of them, high depersonalization in 10.6% and low personal achievement in 33.7% of cases. Almost a half of respondents (47.4%) reported job strain and 59.6% - low social support at work. Occasional and severe bullying was associated with psychological distress after adjusting to job strain, social support and emotional exhaustion, depersonalization, personal accomplishment (adjusted OR was 3.27, 95% CI: 1.56-6.84 for occasional and 4.98, 95% CI: 1.27-19.62 for severe bullying). Occasional and severe bullying were strong predictors for psychological distress. Burnout did not mediate those associations. The effect of job strain and low social support decreased to the insignificant level in the final model. Preventive measures are necessary to improve psychosocial working conditions in secondary education institutions. Int J Occup Med Environ Health 2017;30(4):629-640.

Bullying behavior and mental health in healthcare and educational sectors in Kaunas, Lithuania.

Investigations on workplace bullying in the countries of Eastern Europe are yet not too extensive. The aim of the study has been to identify the most frequent bullying behavior and to explore the associations with psychological distress and post-traumatic stress symptoms in 3 female-dominated occupations in Kaunas, Lithuania. This crosssectional study employed 517 teachers (response rate (RR) = 71.3%), 174 family physicians (RR = 65.7%) and 311 internal medicine department nurses (RR = 69.1%). The twenty-two-item Negative Acts Questionnaire was used for measuring the exposure to bullying behavior, Goldberg 12-item General Health Questionnaire (GHQ-12) - psychological distress, Event Scale-Revised (IES-R) inventory - post-traumatic stress symptoms, Karasek & Theorell Demand-Control questionnaire - psychosocial job characteristics. The International Business Machines Corporation (IBM) SPSS Statistics version 20.0 was used for performing the statistical analysis. Logistic regression was used for assessing the associations among 22 negative acts as continuous variable and mental health outcomes adjusting to age, psychosocial factors at work and everyday life. Exposure to workplace bullying behavior on a weekly/daily basis was prevalent among family physicians at the rate of 19%, among nurses - 12.9%, among teachers - 4.1%. Even after adjustment to age, psychosocial job characteristics and threatening life events, the exposure to 22 negative acts as continuous variable was significantly associated with psychological distress and post-traumatic stress symptoms for all 3 occupations. Health care sector is particularly affected by workplace bullying. Exposure to bullying behavior was associated with mental health problems for all 3 occupations. Preventive measures are necessary to improve psychosocial work environment conditions in healthcare and educational institutions in Lithuania. Med Pr 2017;68(3):307-314.

Copenhagen Psychosocial Questionnaire (COPSOQ) - Psychometric properties of selected scales in the Polish version

The Copenhagen Psychosocial Questionniare (COPSOQ) has many advantages as compared to other similar instruments, i.a., it is not related to one single theoretical model and it measures a wide spectrum of psychosocial working conditions that have shown proven impact on health. The aim of the article is to summarize information on psychometric properties of 11 scales in the Polish version: Quantitative Demands, Emotional Demands, Influence at Work, Social Support, Possibilities for Development, Meaning of Work, Role Clarity, Quality of Leadership, Job Insecurity, Job Satisfaction, and General Health. Analyses were based on the results of 4 research projects, in which the Polish version of the COPCOQ scales has been used: on a representative sample of Polish nurses (N = 4354), job insecurity in 2 groups of civil servants (N = 295, N = 724), mobbing among teachers (N = 1037) and psychological consequences of restructuring (N = 1396). The following psychometric characteristics were analysed: internal reliability, theoretical validity, and factorial validity. Internal reliability of the following 8 scales was found satisfactory: Quantitative Demands, Influence at Work, Social Support, Possibilities for Development, Meaning of Work, Quality of Leadership, Job Satisfaction, and General Health (Cronbach's α = 0.7-0.91, depending on the scale). The results of exploratory factor analyses indicated factorial separateness of the above mentioned scales. Theoretical validity of 11 scales was confirmed; they were associated with variables that can be regarded as their validity criteria. The 8 COPSOQ scales, in the Polish version, can be recommended for using in the research involving psychosocial job characteristics. Mean scores on these scales and standard deviations given in the article can serve as reference points during an evaluation of received results. Med Pr 2017;68(3):329-348.

Intention to leave profession, psychosocial environment and self-rated health among registered nurses from large hospitals in Brazil: a cross-sectional study

BackgroundNurses’ intention to leave their profession is a worldwide concern. Studies have shown that it can take the form of a chain reaction: many nurses first leave the unit, then the hospital, and finally the profession. Organisation and other labour factors, personal and conjunctural, have been associated with the intention to quit nursing. This study aimed to examine the factors associated with the intention to leave the profession among registered nurses (RNs) at large public hospitals in Brazil.MethodsThis was a cross-sectional study, conducted from 2010 to 2011: all RNs at Rio de Janeiro’s 18 largest public hospitals (>150 beds) were invited to participate. The study sample comprised 3,229 RNs (82.7% of those eligible), who answered a self-completed, multidimensional paper questionnaire. The outcome was defined as thoughts of leaving the profession sometimes a month or more. We based the analyses on hierarchical logistic regression models, considering three blocks of determinants: socio-demographic data (block I), occupational factors (block II), and health conditions (block III).ResultsOf the study population, 22.1% indicated the intention to leave the profession. In the final model after adjustment, the variables associated with the intention to leave were as follows: male sex (odds ratio [OR] = 1.65), not holding a leadership position (OR = 1.28), highly demanding work (OR = 2.49), passive work (OR = 2.10), effort-reward imbalance (OR = 2.00), poor self-rated health (OR = 1.92), over-commitment to the job (OR = 1.87), and poor supervisor support (OR = 1.33). The likelihood of expressing the intention to leave increased with age (OR = 0.98 for the oldest).ConclusionsSelf-rated health and factors connected with the work environment, particularly those that generate psychosocial strain, were most strongly associated with the intention to leave the profession. From the profiles of nurses who wished to leave the profession, we found that for many people who go into nursing—especially men and younger entrants—their prospects of remaining in the profession are poor. The potential role of psychosocial job characteristics and self-rated health indicates the need for long-term action involving all stakeholders, i.e. managers, employers, and workers.

Social supports and mental health: a cross-sectional study on the correlation of self-consistency and congruence in China.

BackgroundPsychosocial job characteristics require nursing staff with high self-consistency and good mental health. However, the attention and effort of such study remained very limited in China.MethodsA self-administered questionnaire was distributed to the bedside nurses in an affiliated hospital of Hebei Medical University, China. Of 218 registered bedside nurses eligible to participate in the survey anonymously, the data producing sample of 172 subjects resulted in a 79 % of effective response rate.. The Social Support Rating Scale was used to measure social support, and the Self-Consistency and Congruence Scale were used to measure mental health.ResultsCompared with the normal referenced group of college students, higher self-flexibility scores, lower self-conflict and self-stethoscope scores from the sample group were obtained with statistical significance in self-conflict scores. The close correlations were observed between participants’ social support and Self-Consistency and Congruence Scale score. The difference of Social Support Rating Scale score was significant in demographic features including years of work, marital status, only child family, and levels of cooperation with other health worker.ConclusionsBedside nurses in this study show a better inner harmony, and their Self-Consistency and Congruence closely correlates with the levels of social support. Thus, it is substantial to improve inner perception of support and external factors, such as the workplace support, and offer beneficial social environment to improve the bedside nurse’s sub-health symptoms and decrease the high turnover rate.Electronic supplementary materialThe online version of this article (doi:10.1186/s12913-016-1463-x) contains supplementary material, which is available to authorized users.

Swedish Police Officers’ Job Strain, Work-Related Social Support and General Mental Health

This study investigated the association between psychosocial job characteristics and general mental health among police officers and the extent to which social support at work plays a role in this ...

Domains of cognitive function in early old age: which ones are predicted by pre-retirement psychosocial work characteristics?

Psychosocial work characteristics may predict cognitive functioning after retirement. However, little research has explored specific cognitive domains associated with psychosocial work environments. Our study tested whether exposure to job demands, job control and their combination during working life predicted post-retirement performance on eight cognitive tests. We used data from French GAZEL cohort members who had undergone post-retirement cognitive testing (n=2149). Psychosocial job characteristics were measured on average for 4 years before retirement using Karasek's Job Content Questionnaire (job demands, job control and demand-control combinations). We tested associations between these exposures and post-retirement performance on tests for executive function, visual-motor speed, psychomotor speed, verbal memory, and verbal fluency using ordinary least squares regression. Low job control during working life was negatively associated with executive function, psychomotor speed, phonemic fluency and semantic fluency after retirement (p's<0.05), even after adjustment for demographics, socioeconomic status, health and social behaviours and vascular risk factors. Both passive (low-demand, low-control) and high-strain (high-demand, low-control) jobs were associated with lower scores on phonemic and semantic fluency when compared to low-strain (low-demand, high-control) jobs. Low job control, in combination with both high and low-job demands, is associated with post-retirement deficits in some, but not all, cognitive domains. In addition to work stress, associations between passive work and subsequent cognitive function may implicate lack of cognitive engagement at work as a risk factor for future cognitive difficulties.

The Relocation of a Health Care Department's Impact on Staff: A Cross-Sectional Survey.

This survey compares certain quality of work-life factors between a relocated work group and a control group. A self-administered, cross-sectional survey was conducted 12 months after five departments (304 workers) had been relocated between two public health sites. The survey explored the workers' psychosocial job characteristics, their perceived health, and psycho-organizational constraints. The results compared both the relocated and control groups by using univariate and then multivariate statistical analyzes. When compared with the control group (n = 272), the relocated group (n = 180) showed a higher prevalence of psychosocial job characteristic "isostrain." The relocated group showed greater psycho-organizational constraints regarding the organizations favoring communication and team relationships. It seems that staff relocation can provoke a sense of uncertainty and isolation. Perhaps better communication might have reduced this and deter possible negative health outcomes.

Psychosocial job characteristics and psychological distress / well-being: the mediating role of personal goal facilitation.

This study examined the mediating role of personal goal facilitation through work (PGFW), defined as perceptions of the extent to which one's job facilitates the attainment of one's personal goals, in the association between psychosocial job characteristics and psychological distress and job-related well-being. Questionnaire data from 217 nurses (84% female, with a mean age of 42.7 years, SD=7.2) were analyzed. Participants completed the following measures: the Leiden Quality of Work Questionnaire for Nurses, Workplace Goal Facilitation Inventory, Maslach Burnout Inventory-Human Services Survey, and Utrecht Work Engagement Scale (short version). A cross-sectional study design was applied. Hierarchical multiple regression analyses were conducted. The results indicated that unfavorable psychosocial job characteristics (high demands, low control, and low social support) were associated with lower PGFW. Furthermore, personal goal facilitation through work explained significant additional variance (from 2 to 11%) in psychological distress (somatic complaints and emotional exhaustion) and job-related well-being (personal accomplishment, job satisfaction, and work engagement), controlling for demographic indicators and psychosocial job characteristics. Finally, the results provided support for the mediating effects of PGFW between all psychosocial job characteristics and all outcomes, except in the case of depersonalization. This study suggests that hindered personal goal facilitation may be a mechanism through which psychosocial job characteristics have a negative impact on employees' well-being.

Perceived Work Ability in the Light of Long-Term and Stress-Related Unhealthy Behaviors-a Prospective Cohort Study.

Most of the few studies that exist on the longitudinal associations between health behaviors and work ability target to single health behaviors. To investigate how lifetime clusters of unhealthy behaviors associate with perceived work ability in early midlife. The study population consisted of 46-year-old men and women (n = 3107) born in Northern Finland in 1966. Their current perceived work ability compared to lifetime best, and their unhealthy behaviors (physical inactivity, smoking, and alcohol consumption) were assessed by questionnaires. We determined clusters of unhealthy behaviors at the ages of 14, 31, and 46 and created lifetime development trajectories of health behaviors. We also assessed stress-related eating and drinking at the ages of 31 and 46. Cross-tabulations and multivariate logistic regression models were used to investigate the associations between clusters of health behaviors, stress-related eating and drinking, and work ability at 46 years. The analyses were controlled for basic education and physical strenuousness of work, psychosocial job characteristics, perceived work ability, and BMI (kg/m(2)) at 31 years. Four health behavior trajectories emerged: always healthy, moderate (reference group), deteriorated. and always unhealthy. Among men, always unhealthy behaviors [OR (95 % confidence interval) 2.81 (1.35, 5.86)], and among women, deteriorated health behaviors [1.67 (1.07, 2.58)] associated with poor perceived work ability at 46 years. In addition, stress-related eating and drinking associated independently with poor perceived work ability at 46 years [men 2.58 (1.62, 4.12) and women 2.48 (1.70, 3.61)]. Long-lasting and stress-related unhealthy behaviors increase the risk of poor work ability in midlife.