Psychosocial Work Environment Factors Research Articles

Factors associated with approaching Pilot Peer Support: a cross-sectional study

Abstract Background Pilot Peer Support Programs (PPSP) have been introduced in Europe as a measure to facilitate commercial pilots’ mental health help-seeking in a confidential and non-punitive manner. However, research is scarce regarding what promotes and prevents pilots from approaching PPSP. Aims To investigate if, and in which way, different organizational and individual factors are associated with pilots’ attitudes towards approaching PPSP, and to examine the prevalence of possible cases of depression and anxiety disorders among commercial pilots in Europe. Methods Data were collected using an anonymous web-based survey (n = 4494), covering pilots’ work conditions, health and flight safety. Logistic regression was used to determine the impact of objective and psychosocial work environment factors, mental health factors, and demographic factors. Results Key findings were that just culture (odds ratio [OR] = 2.65, 95% confidence interval [CI] 1.97, 3.56), type of employment (OR = 0.60, 95% CI 0.46, 0.78), minimum guaranteed pay (OR = 1.98, 95% CI 1.48, 2.65), and symptoms of depression (OR = 0.62, 95% CI 0.50, 0.76) and anxiety (OR = 0.66, 95% CI 0.54, 0.80) significantly predicted pilots’ attitude towards approaching PPSP. The prevalence of pilots scoring above threshold for possible depression (18%) and anxiety disorders (23%) were determined. Conclusions Pilot Peer Support in its current form appears to be an insufficient means to facilitate pilots’ mental health help-seeking, but could have an important preventive purpose. The findings could assist authorities and operators in developing measures to facilitate pilots’ help-seeking, and improve mental health and flight safety.

Does the level of burnout differ between occupational groups in Lithuania?

The strain on workers of the healthcare system and education sector increased psychological distress and burnout. This study aimed to distinguish the occupational group that is the most affected by occupational burnout and to reveal the scope of psychosocial risk factors among each occupational group. This is a cross-sectional study that analyzed burnout syndrome among 1,046 participants of different occupational groups in association with psychosocial work environment factors in Lithuania. The anonymous questionnaire was composed of the standardized Job Content Questionnaire (JCQ), and the Copenhagen Burnout Inventory (CBI). To find out associations between psychosocial work environment factors and burnout dimensions, a multiple logistic regression model using the stepwise method was applied. The burnout levels in all three dimensions (personal, work-related, and client-related burnout) were significantly higher in physicians' and nurses' groups compared with public health professionals, teachers, and managers (p < 0.05). The job demands were associated with the personal burnout subscale for all occupations, except public health specialists - each one-unit increase of this variable significantly increased the probability of personal burnout from 10 to 16%, respectively by the occupation. Co-worker support was found to have a buffering effect for all occupational groups, except managers - and significantly reduced personal burnout for physicians (OR = 0.80), nurses (OR = 0.75), public health specialists (OR = 0.75), and teachers (OR = 0.79). The burnout levels in all three dimensions differed between occupational groups: there were significantly higher in physicians' and nurses' groups compared with public health professionals, teachers, and managers. Considering the occupational preventive measures in the healthcare sector attention should be paid to the reduction of workload and ensuring good relations between co-workers.

Review Article] Measurement Tools to Evaluate Psychosocial Factors in a Changing Work Environment: A Rapid Literature Review

This literature review examines the measurement instruments and questionnaires used to assess psychosocial factors in work environments. The focus is on their applicability across diverse professional settings. The review begins with identifying keywords and MeSH/EMTREE terms. Searches were then conducted across multiple databases and grey literature sources. The screening process identified 60 relevant articles. From these, 30 were selected to discuss the validity and reliability of various scales. The Copenhagen Psychosocial Questionnaire (COPSOQ) was found to be the most commonly used instrument, followed by the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance (ERI) model, and the NIOSH General Job Stress Instrument. In Colombia, the evaluation of psychosocial risk factors in organizations is conducted using the _Batería de Instrumentos para la Evaluación de Factores de Riesgo Psicosocial_. This assessment provides a detailed evaluation of both intra-laboral and extra-laboral occupational psychosocial risk factors. Regarding reliability, all instruments identified and reviewed in this article had Cronbach's alpha values ranging from 0.7 to 0.9, indicating acceptable to excellent internal consistency, reliability, and validity for evaluating psychosocial risk factors in a representative work environment sample. Although each instrument is useful, adapting to evolving workplace dynamics is necessary for more comprehensive evaluations. The article emphasizes the impact of the COVID-19 pandemic on work arrangements, specifically remote and hybrid work, and highlights the need to evaluate psychosocial risk factors. The review provides insights into the changing landscape of work and the importance of addressing psychosocial factors to promote employee well-being and organizational effectiveness.

Associations between psychosocial work environment factors and first-time and recurrent treatment for depression: a prospective cohort study of 24,226 employees.

Adverse factors in the psychosocial work environment are associated with the onset of depression among those without a personal history of depression. However, the evidence is sparse regarding whether adverse work factors can also play a role in depression recurrence. This study aimed to prospectively examine whether factors in the psychosocial work environment are associated with first-time and recurrent treatment for depression. The study included 24,226 participants from the Danish Well-being in Hospital Employees study. We measured ten individual psychosocial work factors and three theoretical constructs (effort-reward imbalance, job strain and workplace social capital). We ascertained treatment for depression through registrations of hospital contacts for depression (International Statistical Classification of Diseases and Related Health Problems version 10 [ICD-10]: F32 and F33) and redeemed prescriptions of antidepressant medication (Anatomical Therapeutic Chemical [ATC]: N06A) in Danish national registries. We estimated the associations between work factors and treatment for depression for up to 2 years after baseline among those without (first-time treatment) and with (recurrent treatment) a personal history of treatment for depression before baseline. We excluded participants registered with treatment within 6 months before baseline. In supplementary analyses, we extended this washout period to up to 2 years. We applied logistic regression analyses with adjustment for confounding. Among 21,156 (87%) participants without a history of treatment for depression, 350 (1.7%) had first-time treatment during follow-up. Among the 3070 (13%) participants with treatment history, 353 (11%) had recurrent treatment during follow-up. Those with a history of depression generally reported a more adverse work environment than those without such a history. Baseline exposure to bullying (odds ratio [OR] = 1.72, 95% confidence interval [95% CI]: 1.30-2.32), and to some extent also low influence on work schedule (OR = 1.27, 95% CI: 0.97-1.66) and job strain (OR = 1.24, 95% CI: 0.97-1.57), was associated with first-time treatment for depression during follow-up. Baseline exposure to bullying (OR = 1.40, 95% CI: 1.04-1.88), lack of collaboration (OR = 1.31, 95% CI: 1.03-1.67) and low job control (OR = 1.27, 95% CI: 1.00-1.62) were associated with recurrent treatment for depression during follow-up. However, most work factors were not associated with treatment for depression. Using a 2-year washout period resulted in similar or stronger associations. Depression constitutes a substantial morbidity burden in the working-age population. Specific adverse working conditions were associated with first-time and recurrent treatment for depression and improving these may contribute to reducing the onset and recurrence of depression.

The Interaction Between Leadership, the Patient-to-Nurse Ratio and Nurses’ Work-Life Balance in the Psychiatric Inpatient Setting in Switzerland: A Secondary Data Analysis of Cross-Sectional Data

Psychiatric nurses’ work environment factors, including long hours, heavy workloads and leadership issues, can serve as barriers to achieving a healthy work-life balance. However, for both individuals and organizations, that balance is crucial as it is a key determinant of job satisfaction and leaving intentions. To address the limiting evidence to that topic, this study had two objectives: (1) to describe the work-life balance of nurses working in psychiatric inpatient settings; and (2) to examine those nurses’ work-life balance and its associations with individual (i.e., age, gender), psychosocial (i.e., leadership) and structural factors (i.e., employment percentage). To analyze these factors and their impacts, we conducted a cross-sectional study in a sample of 1209 nurses from 116 units in 13 psychiatric hospitals of the German-speaking part of Switzerland and analyzed the resulting data via multilevel analysis. This led to three main results. First, nurses reported a high mean value regarding their work-life balance. Second, multivariable regression results indicated that their work-life balance ratings correlated directly with certain psychosocial work environment factors (leadership and support of nurses, perceived staffing resources) and inversely with structural factors (employment percentage, overtime). And third, we found an interaction between leadership and support of nurses and the patient-to-nurse ratio: the lower the leadership level, the stronger the inverse association between patient load and work-life balance. No individual factors were significantly associated with work-life balance. Overall, though, we found that organizational factors are vital to nurses’ work-life balance. Therefore, interventions to improve nurses’ work-life balance should be institution-level, and should focus on improving either leadership or structural factors, e.g., employment percentage, overtime, and patient-to-nurse ratios.

Exposure to work-related violence and/or threats of violence as a predictor of certified sickness absence due to mental disorders: a prospective cohort study of 16,339 Swedish men and women in paid work

ObjectivesThe aim of this prospective cohort study was to investigate if exposure to work-related violence and/or threats of violence predict certified sickness absence due to mental disorders.MethodsInformation on work-related exposure to violence and/or threats of violence were derived from the biannual Swedish Longitudinal Occupational Survey of Health (SLOSH) study 2012–2016, including individuals in paid work across Sweden and from different occupations/sectors (n = 16,339). Certified sickness absence due to mental disorders were ascertained from register data from the Swedish Social Insurance Agency. Odds ratios of certified sickness absence due to mental disorders according to exposure to work-related violence were estimated using multiple logistic regression. Several potential confounding variables, such as demographic and socio-economic factors, age, sex, cohabitation, children living at home, socio-economic status, educational level, as well as other types of psychosocial work environmental factors, were adjusted for in the analyses.ResultsIn the total study sample, 9% reported exposure to violence and/or threats of violence and the prevalence of sickness absence due to mental disorders was 5%. Exposure to work-related violence and/or threats of violence was associated prospectively with certified sickness absence due to mental disorders (odds ratio 1.46, 95% confidence interval 1.17–1.82, p < 0.01). Analysis of possible interaction showed no difference in association when comparing women to men and different age groups.ConclusionsExposure to work-related violence and/or threats of violence appear to increase the odds of certified sickness absence due to mental disorders. Preventive measures aiming to lower the risk of exposure is thus of great importance.

Nursing Home, Ward and Worker Level Determinants of Perceived Quantitative Work Demands: A Multi-Level Cross-Sectional Analysis in Eldercare.

IntroductionPerceived quantitative demands at work have been associated with poor mental and physical health, long-term sickness absence and subsequent early retirement. Identifying modifiable determinants of perceived quantitative demands at different levels of the organization is key to developing effective interventions. The aim of the study was to identify determinants of perceived quantitative demands at work and examine the extent to which they occur at different levels of the eldercare organisation (i.e. the worker, ward and nursing home levels).MethodsWe collected data on 383 eldercare workers in 95 wards at 20 nursing homes in Denmark using workplace observations and questionnaires to workers and their managers. Perceived quantitative work demands were assessed using two items from the Copenhagen Psychosocial Questionnaire, II. We identified contributions to overall variability from the three organisational levels using variance components analysis, and examined associations between determinants at these three levels and quantitative demands.ResultsAlmost all (90.9%) the variability in perceived quantitative demands occurred between eldercare workers (within wards). Determinants significantly associated with lower quantitative demands were: having a job as a care helper, working fixed evening shifts, being born outside Denmark, having lower influence at work, higher quality of leadership and lower emotional demands. None of the investigated physical factors (e.g. resident handlings, push/pull tasks, step-count) were associated with perceived quantitative demands.ConclusionWe found that the variability in perceived quantitative demands occurred primarily between eldercare workers within wards. Our study indicates that psychosocial work environment factors are the strongest modifiable determinants of perceived quantitative demands in eldercare, while organisational factors related to job position, shift, and resident-staff ratio also play a role. Interventions should test if changes in these determinants can reduce perceived quantitative demands at work in eldercare.

Work environment and labour market participation in early adulthood.

Investigating whether a poor physical or psychosocial work environment is associated with low labour market participation in early adulthood is important to avoid negative health-related consequences and to improve job prospects. To investigate associations between the physical or psychosocial work environment and labour market participation in early adulthood. The study was based on data from the West Jutland Cohort, an ongoing study of individuals born in 1989 who lived in the western part of Jutland, Denmark, in 2004. Participants were employed individuals who had questionnaire data on their work environment at age 28 and register information on labour market participation at ages 28-29 (n = 1312). The outcome was categorized into low (>4 weeks) versus high (≤4 weeks) labour market participation based on the total number of weeks receiving any unemployment or health-related benefits during a 52-week period. Logistic regression analyses were performed to examine associations between work environment factors and labour market participation, taking confounders into account. Low influence, low quality of leadership, high job insecurity and temporary employment were associated with low labour market participation. High job insecurity (OR: 2.2; 95% CI 1.5-3.1) and temporary employment (OR: 3.1; 95% CI 2.1-4.5) were strongly associated with low labour market participation. An association was seen between hard physical work and low labour market participation. Several physical and psychosocial work environment factors, especially high job insecurity and temporary employment, have a negative impact on labour market participation in early adulthood.

Relationship Between Psychosocial Work Environment Factors and Presenteeism Among Workers With Diarrhea/Constipation Symptoms: A Cross-Sectional Study.

This study aimed to investigate the relationship of diarrhea/constipation symptoms with presenteeism and psychosocial work environment factors. This study analyzed 16,975 workers of 10 Japanese companies. Presenteeism was measured using a work functioning impairment scale. Odds ratios (ORs) and 95% confidence intervals (cis) for the relationship between diarrhea/constipation and presenteeism were estimated using a logistic model, adjusting for the psychosocial work environment. Diarrhea/constipation symptoms were related to presenteeism. This relationship was weakened, but remained significant after adjusting for psychosocial work environment factors. Diarrhea and constipation, which are highly prevalent in the workplace, are important pathological factors for presenteeism. Presenteeism can be partially suppressed by improving the psychosocial work environment.

Prioritizing Psychosocial Work Environment Factors for Knowledge Workers using Analytic Hierarchy Process (AHP)

Existing literature has acknowledged various factors that influence psychosocial work environment. Nevertheless, these factors need prioritisation so that policymakers and practitioners may design an effective workplace policy. This study prioritises psychosocial work environment factors using the Analytic Hierarchy Process (AHP). Fifty-seven experts from six knowledge-based industries of Pakistan provided their inputs on 36 dimensions grouped in 6 domains. Using the AHP approach, the results suggest that out of six domains, Conflict and Offensive Behaviour is the most critical domain for knowledge workers in Pakistan. Further, this study calculated Global Composite Priority Weight (GCPW) for decision making and indexing purposes for the Psychosocial Work environment. Based on GCPW results, the study suggests that highly prioritised dimensions are conflicts and quarrels, workplace bullying, unpleasant teasing, organisational justice and the threat of violence. This study also finds the traditional well studied factors such as quantitative demands, demands for hiding emotions and emotional demands are relatively least important factors for knowledge workers. The results offer the guidelines for policymakers and organisational behaviour practitioners to devise new workplace policies for knowledge workers at the national and international levels. The prioritised factors give new avenues for academic researchers to investigate further on these factors.

Psychological distress and its associations with psychosocial work environment factors in four professional groups: A cross-sectional study.

This study aimed to explore associations between psychosocial work environment factors and psychological distress in four groups of professionals in Norway. Eight hundred fifty-six professionals participated in this cross-sectional study 6 years after graduation. Data were analyzed with linear and logistic regression analyses. For the sample as a whole, higher psychological distress was associated with higher demands, lower support, lower job satisfaction, more work-home interaction problems, and lower coping in the job. Work-home interaction problems increased the likelihood of having case-level psychological distress. The strength of associations between psychological distress and other factors, such as demands, support, and coping in the job, varied by professional group. In conclusion, problems concerned with work-home interaction were generally associated with higher psychological distress. Between professional groups, other independent variables were differently associated with psychological distress. Work environment factors should receive continued attention in efforts to promote mental health.

Are Demanding Job Situations Associated with Alcohol-Related Presenteeism? The WIRUS-Screening Study.

Alcohol-related presenteeism (impaired work performance caused by alcohol use) is an important but under-researched topic. The aim of this study was to explore whether psychosocial work environment factors were associated with alcohol-related presenteeism. A cross sectional study of Norwegian employees (n = 6620) was conducted. Logistic regression analyses were used for estimating associations with alcohol-related presenteeism, which was reported among 473 (7.1%) of the employees. Adjusted by age, gender, education level and managerial level, higher levels of overcommitment to work were associated with alcohol-related presenteeism. Higher age, male gender and higher education were also associated with alcohol-related presenteeism. Occupational health services and employers should especially focus on overcommitted employees when designing workplace health promotion programs. Modifying attitudes towards alcohol-related presenteeism among overcommitted employees may be of importance for safety at work.

The Burnout Syndrome among Women Working in the Retail Network in Associations with Psychosocial Work Environment Factors.

The burnout syndrome is a significant occupational health problem in various employees’ populations. The aim of this study was to evaluate burnout level among retail network workers and its associations with psychosocial work environment. The cross-sectional epidemiological study was conducted on workers of one Lithuanian retail network (n = 254), where all respondents were women. In order to assess their occupational stress and burnout, two instruments were used: HSE management standards work-related stress indicator tool and Copenhagen burnout inventory (CBI). The statistical analysis showed high prevalence of burnout—the frequency of personal, work-related and client-related burnout was 53.5%, 66.5% and 55.5% respectively. The Spearman’s correlation analysis revealed that job demands, control manager’s support, coworkers’ support and relationships significantly associated with all burnout subscales. The multivariable logistic regression analysis was performed to determine the independent associations between HSE indicators and burnout subscales. The multivariate logistic regression model revealed that job demands and manager’s support were significant factors for all burnout dimensions. In conclusion, in order to reduce occupational burnout among employees working in retail companies, it would be useful for occupational interventions to focus on workload reduction and optimization, and for the human resources management strategy to focus on maintaining this.

Associations between physical and psychosocial work environment factors and sickness absence incidence depend on the lengths of the sickness absence episodes: a prospective study of 27 678 Danish employees

ObjectivesThis study examined if the association between work environment factors and sickness absence (SA) depended on the inclusion or exclusion of short-term SA episodes.MethodsWe linked the ‘Work Environment and Health...

Psychosocial work environmental factors and workplace health, a systematic literature review

Abstract The psychosocial work environment is of importance for the health of individuals and organizations. The aim was to map the existing knowledge, as presented in relevant and well performed systematic reviews, that have investigated associations between psychosocial work environment factors and relevant health related outcomes. Systematic reviews of existing knowledge were sought without time restriction in three electronic databases: PubMed, PsycINFO, and Cinahl. A total of 42 systematic reviews of moderate or good quality studying psychosocial work factors' associations to individuals' health or the wellbeing of the organization were included. The main psychosocial work environment factors which were investigated were different models of strain due to stress, conflict and mobbing. About half of the included systematic reviews investigated associations between psychosocial work environment factors and mental health and about half of the systematic reviews investigated associations to somatic disorders, mainly cardiovascular disease, musculoskeletal disorders and pain. Most of the included systematic reviews based their results on workers/employees in general, whereas five systematic reviews focused on workers within health care and veterinary organizations, and a few focused on other work areas such as industrial workers, police and correctional workers, and people working with occupational groups affected by disasters. The vast majority of the included systematic reviews investigated psychosocial work environment factors as being risk factors for the development of illness, disease or consequences of disease, such as sick leave. A substantial amount of well performed systematic reviews add to the evidence that psychosocial work environmental factors can be viewed as risk factors for the development of illness, disease and consequences of diseases such as sick leave. Key messages A systematic mapping review of the existing knowledge about associations between psychosocial work environment factors and health related outcomes. The psychosocial work environment is of importance for the health of individuals as well as for the levels of sickness absence in organizations.

Perceived indoor air quality and psychosocial work environment in office, school and health care environments in Finland.

The study examined the extent and prevalence of perceived indoor environment-related (IE-related) symptoms environmental complaints and psychosocial work environmental factors in Finnish office, school and health care environments. The data were collected from non-industrial workplaces (N = 455) in 2011-2012 and 2015-2017 using the Finnish Institute of Occupational Health's Indoor Air Questionnaire (IA Questionnaire). Suspicion of IE-related problems was reported in 59% of workplaces. The data consisted of 28 826 employees' responses. The employees reported symptoms and environmental discomfort in office environments less often than in school or health care environments. The most often reported IE-related complaints were stuffy air (39% of respondents), dry air (34%) and insufficient ventilation (33%). The most often reported symptoms were irritation of the nose (27% of respondents), irritation of the eyes (26%), and hoarse or dry throat (24%). The results showed differences between the perceived IE in office, school and health care environments. Compared to earlier findings, the most often perceived IE-related symptoms and complaints have increased in Finnish health care environments. The office employees' perceptions of psychosocial work environment remained fairly unchanged whereas health care personnel more often assessed their psychosocial environment as positive compared to previous reports. Instead of exact reference values, comparing the results of IA Questionnaires with the distributions and mean values of the results of this study may be more informative for those striving to solve IE-related problems. The presented distribution and mean values of perceived symptoms, environmental complaints and psychosocial work environment might help to relate the results to other workplaces. This, in turn, might increase the understanding that IA Questionnaire results are influenced by many factors. The results presented can be used as new reference material when interpreting the results of IA Questionnaires in office, school and health care environments. Int J Occup Med Environ Health. 2020;33(4):479-95.

Psychosocial job factors and symptoms from the locomotor system--a multicausal analysis

The effects of physical and psychosocial work environment factors on emotions, psychosomatic and endocrine (cortisol and testosterone) states, back pain, symptoms of degenerative joint disease, and absenteeism for sickness, were studied in 147 men and 60 women in six occupations representing widely different physical and psychological activities. In most subjects, measurements were carried out twice to four times over one year. Statistical analyses were performed of the associations between different factor levels, such as age, gender, height, body mass index, and physical stressors at work. It was found that psychological work demands were associated with physiological indicators of strain (plasma cortisol and self-reported muscle tension) and that self-reported muscle tension was associated with several emotional reactions as well as with symptoms from the back, neck and shoulders. Little possibility for decision-making was associated with a high rate of absenteeism for sickness. In men, a high plasma testosterone level was associated with self-reported muscle tension. The results indicate that work environment factors influence mood, bodily tension and somatic symptoms, but that load on the locomotor system and opportunity to influence decisions play an important and more direct role in absenteeism for sickness

An overlooked key to excellence in research: a longitudinal cohort study on the association between the psycho-social work environment and research performance

ABSTRACT Theories of what determines research performance have evolved from political and economic science, amongst other disciplines. Contemporary research shows that universities have a problematic work environment characterized by bullying, insecure jobs, and dysfunctional leadership. In this study, we explore the relationship between the psycho-social work environment (PSWE) and research performance. The study consists of longitudinal data from a medical university in Sweden. PSWE was assessed by employee surveys and the outcome was register data from 8 years of bibliometrics and external funding. SEM-analyses were applied building on theoretical and empirical models. Results show that PSWE explained future research performance, with the highest impact on the quality of publications. The most important PSWE factors for good performance were fair, considerate leaders and a supportive social climate. The results suggest that improving the psycho-social work environment at the universities could be one strategy to improve research performance.

Is physical and psychological work stress associated with fatigue in Danish ferry ship employees?

Fatigue is a recognised risk factor for safety in seafaring. While always dangerous, fatigue in ferry shipping is especially hazardous as it may jeopardise passengers' safety. To counteract fatigue, knowledge on its determinants is important. Little, however, is known on the influence from physical and psychosocial work environment factors within ferry shipping. The aim of the study was to investigate the association between work stress in terms of physical stressors, perceived job demands and job control and different dimensions of fatigue among ferry ship employees and to test whether a potential effect of work stress was mediated by sleep satisfaction. The design was cross-sectional. 193 respondents answered to a self-administered questionnaire including standardised scales, i.e. the Swedish Occupational Fatigue Inventory and the Copenhagen Psychosocial Questionnaire for job demands and control. The association of risk factors with fatigue was determined using hierarchical multiple linear regression analyses. Physical work stressors were positively associated with only one of five fatigue subscales: lack of energy. Higher levels of demands were related to more lack of energy, lack of motivation, physical exertion and sleepiness, while more control was related to lesser lack of energy, lack of motivation and sleepiness. No demand-control interaction was found. Effects of demand and control were partly mediated by sleep satisfaction. Although limited by its cross-sectional design this study provides support for the independent relevance of demands and control for employee fatigue in ferry shipping and for a mediating role of sleep satisfaction.

The Demand-Control model and work-related threats and violence: Short- and long-term associations.

Work-related violence and threats are frequent in human service sectors. Although previous studies have identified several psycho-social work environmental risk factors for work-related violence and threats, the research domain still remains mainly descriptive and non-theoretical in nature. Using the Job-Demands-Control model we analysed the relationship between the psycho-social work environment and work-related threats and violence. Using a two-wave (2011 and 2015) longitudinal study of 2678 participants, we analysed the main and interactive effects of quantitative demands and job control on exposure to work-related violence and threats. High work demands and low job-control were associated with elevated risk of work-related threats in 2011 and in 2015. The associations of work demands and job control and work-related violence were mixed. There were not statistically significant interaction effects between high demands and low job control on neither work-related violence nor threats. In sectors where work-related threats and violence are likely to occur, risk prevention may also require improving the work conditions for employees, more specifically by reducing work-demands and increasing job control for instance by differentiating between important and less important work demands and by implementing self-autonomous work-teams may be a way to increase job control.