Psychosocial Work Environment Research Articles

The Relationship between Patients' Demands and Workplace Violence among Healthcare Workers: A Multilevel Look Focusing on the Moderating Role of Psychosocial Working Conditions.

Workplace violence against healthcare workers is a widespread phenomenon with very severe consequences for the individuals affected and their organizations. The role played by psychosocial working conditions in healthcare workers' experiences of violence from patients and their family members has received relatively scant attention. In the present study, we investigated the idea that psychosocial working conditions (workload, job control, supervisor support, and team integration), by affecting the well-being and job performance of healthcare workers, play a critical role in the relationship between patients' demands and the escalation of workplace violence. Specifically, we tested the hypothesis that psychosocial working conditions moderate the relationship between patients' demands and workplace violence. Participants were 681 healthcare workers distributed in 55 work groups of three public healthcare facilities in Italy. Multilevel analysis showed significant interactions between patients' demands and each of the investigated psychosocial factors on workplace violence, which in all the cases were in the expected direction. The results suggest that improving the quality of the psychosocial work environment in which healthcare workers operate may be a critical aspect in the prevention of workplace violence.

The effect of decision making related rationalization on fraud and the mediating role of psychosocial work environment

This study aims to examine the influence of the psychosocial work environment on the proclivity for asset misuse in the context of local government management, with a focus on the perceptions of administrators in Central Sulawesi Province. Employing purposive sampling, a total of 39 government units constituted the study's population, with a final sample size of 114 participants, comprising administrators, officers, and managers. WarpPLS software was employed to analyze the data. The findings reveal a positive relationship between rationalization and the inclination toward asset misuse. Additionally, rationalization exhibits a negative impact on the psychosocial work environment. Finally, the psychosocial work environment demonstrates a negative influence on the propensity for asset abuse. These outcomes suggest that the psychosocial work environment plays a pivotal role in mitigating the inclination for asset misuse within the local government of Central Sulawesi Province. This research sheds light on the significance of fostering a positive psychosocial work environment to enhance decision-making processes and reduce the likelihood of fraudulent activities in the management of government assets. Understanding these dynamics is crucial for the development of strategies to promote ethical and responsible asset management in local government entities.

Healthy Work Environment Ecosystems for Teleworking and Hybrid Working

The COVID-19 pandemic has brought global physical, psychological, social and occupational health challenges. Telework and hybrid work have been a necessary response that has sustained and transformed companies and work at a global level.The main objective of this paper is to understand and characterize how ecosystems of healthy work environments in the context of telework and hybrid work. The Healthy Workplace Model proposed by the World Health Organization (Burton, 2010) was adopted. Thus, we analyzed the relationship between core principles related to physical work environment, psychosocial work environment, organizational culture, enterprise internal and external social responsibility and resources for occupational health in teleworking and hybrid working contexts. The study involved a total of 1829 participants, 1246 (68.1%) female and 571 (31.2%) male. The age of the professionals varies between 18 and 72 years, with a mean of 43 years and standard deviation of 10.45. The Healthy Workplaces Ecosystems Tool (EATS) was used (Gaspar et al., 2022). 57% of participants were in telework, 16% in hybrid work and 27% in face-to-face work. The comparative results showed statistically significant differences in relation to all dimensions of healthy work environments between the three types of work. The professionals in hybrid work situations have a more positive perception of the organisational culture, psychosocial work environment, physical work environment, resources for health and social responsibility, and better mental health indicators. The professionals in hybrid situations are followed by the professionals in telecommuting and, finally, the professionals in face-to-face situations. Three linear regression models were performed to understand the factors that best explain the psychosocial risks related to mental health (PRMH) in the three types of work. The results reveal that for workers who are in face-to-face exclusive work what best explains PRMH (R2 =.41) is marital status, psychosocial environment, leadership commitment, professional engagement, physical environment and stress management skills. For professionals in hybrid work what best explains the PRMH (R2 =.36) is age, marital status, psychosocial environment, professional engagement and stress management skills. For teleworking professionals that best explains the PRMH (R2 =.39) is psychosocial environment, leadership commitment, professional engagement, community engagement/social responsibility, physical environment and stress management competencies. The results show that workers in hybrid situation reveal a more positive perception of the ecosystems of healthy work environment. The professionals who have exclusive face-to-face job are those who report a more negative perception of the work environment. For all workers, PRMH are explained by the psychosocial environment, the professional’s involvement and stress management skills. Specificities are identified for each type of work that should be taken into account in the promotion of healthy work environment ecosystems adapted to the new types and diversity of work models in order to promote mental health and prevent psychosocial risks at work.

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.

Dimensional structure of the items from The Swedish Demand-Control-Support Questionnaire (DCSQ) used in The HUNT Study.

The Swedish Demand-Control-Support Questionnaire (DCSQ) is used to measure psychosocial work environment. Nine of the original 17 DCSQ items were used in the Trøndelag Health Study (HUNT) in 2017-2019 (HUNT4); three items from each of the three dimensions of demand, control, and support. The goal of this paper was to assess the internal reliability and dimensional structure of the nine DCSQ items used in HUNT4. HUNT4 participants registered with an occupation, and who had responded to all DCSQ items were included in the sample. Internal reliability and consistency of the nine DCSQ items were tested using composite reliability and item total correlation. A confirmatory factor analysis (CFA) was performed to determine whether the nine DCSQ items used in HUNT4 had a similar factor structure as the original 17 items. CFA was performed on the sample as a whole, before testing the models on different occupational groups to check if the dimensional structure remained the same. Of 56,041 HUNT4 participants (participation rate: 54%), 21,187 had a known occupation and responded to all nine DCSQ items. The mean age of the sample was 50.6 years (SD = 10.2), and the sample consisted of 57.3% females and 42.7% males. The best model fit was achieved by removing the item "Work creativity" (λ = 0.398, item total correlation 0.334) from the model. The same three-factorial structure as in the original DCSQ was seen with the remaining eight DCSQ items, with good internal consistency of all three dimensions (composite reliability ranged from 0.709 to 0.851). This dimensional structure remained the same when tested on all occupational groups. The results indicate that the shortened version of the Swedish DCSQ used in HUNT4 can be used to assess aspects of demand, control, and social support at work.

Wellbeing and Happiness and Their Association With Working Conditions at Sea: A Cross-sectional Study Among the Global Workforce of Seafarers.

The aim of this study was to investigate whether seafarers' self-reported work experiences were associated with wellbeing and happiness while onboard. The study also examined which indicators of the work experiences had an effect in what direction. We analyzed the survey responses from 13 008 seafarers onboard, from 154 different nationalities, serving in 44 different international shipping companies. The outcome measures were wellbeing and happiness, and the exposure variables were work environment factors: satisfaction, expectations, ideal, skills and training, challenges, and workload. General psychosocial work environment onboard and socioeconomic independent variables were also included. We conducted different logistic regression analyses, and presented the results as odds ratios (OR) and 95% confidence intervals (CIs). The study found that most seafarers reported high levels of wellbeing and happiness and that these were significantly associated to the work environment factors, except for workload. A stratified analysis, showed that workload modified the effect of the other work environment factors. The study found that there were independently significant associations between work related factors and wellbeing and happiness among seafarers at sea. The findings suggest that a greater emphasis on these outcomes could have a positive impact both on crew retention and safety at sea.

Characteristics of mental disorders among information technology workers in 238 compensated cases in Japan.

This study aimed to investigate the circumstances, characteristics, and background factors of mental disorders within the information technology (IT) industry, which is known for the frequent occurrence of mental disorders from overwork and poor psychosocial work environment. The study analyzed 238 cases of mental disorders and suicides in the IT industry from fiscal years 2010 to 2018 on the database constructed by the Japan Research Center for Overwork-Related Disorders. The results showed a higher number of cases among men (n=178, 74.8%) and an increasing number among women. The data for diagnosis of mental diseases indicated a high number of depressive episodes (150 cases, 63.0%). Regarding work-induced psychological burden, 37 cases (15.5%) reported "extremely long working hours" for "special events" and 65 cases (27.3%) reported "constantly long working hours". For "specific events", 87 cases (36.6%) reportedly "caused (major) changes in the content and amount of work". Among women, 13 cases (21.7%) of "sexual harassment" (SH), which showed an increasing trend. Therefore, in the IT industry, the working hours must be properly managed. Mental health measures should also accompany improved psychosocial environment in the workplace, and prohibition of SH at work in particular.

Consequences of implementing activity-based flexible offices in academia: a follow-up study of perceived changes in the physical and psychosocial work environment after relocation

PurposeThis study aims to investigate university staff relocation from multiple separate buildings to a new building with activity-based flexible offices (AFOs) at a University in Sweden. The aim was to assess staff perceptions of the physical and psychosocial work environment and whether there were any changes in these perceptions before and after the move.Design/methodology/approachA mixed-methods design was used, analyzing closed-ended survey data at two time points (T1, n = 169 and T2, n = 160) and open-ended responses (n = 180) at T2.FindingsThe main findings revealed that employees started working more from home and that there were significant decreases in perceptions of the physical and psychosocial work environment, as well as job satisfaction, after the move to the new premises.Practical implicationsA comprehensive analysis of existing work processes, tasks and collaborations is crucial when planning new university premises. The planning process needs to be done in close collaboration with different stakeholders with multiple perspectives.Originality/valueIntroduction of AFOs in an academic setting can lead to negative consequences for occupational health and efficiency.

Fifty years of research in the Scandinavian Journal of Work, Environment & Health.

The Scandinavian Journal of Work, Environment & Health was launched 50 years ago. In this paper we describe how research topics have changed over time. A complete list of all 2899 articles in the past 50 years was compiled. Each article was coded for type of exposure, type of health outcome, research design, first author, and country of correspondence address. Count of citations was based on the Scopus database. Overall, the attention for chemical exposure in the first 30 years has shifted towards the psychosocial work environment, shift work, and physical work load. These shifts in exposure are mirrored by increased attention over time for mental disorders and musculoskeletal disorders. Cardiovascular disorders and cancer have been studied consistently over the past 50 years. Researchers from Scandinavian countries have been responsible for about 50% of the Journal's content, while authorship has broadened to about 30 countries in recent years. During the past 50 years, some research topics have consistently remained highly visible in the Journal, whereas other topics have gained or lost interest. In terms of authors' contribution, the Journal has its roots in research from the Nordic countries, but has evolved over time as a truly international periodical with a well-recognized position in research on occupational health.

Uncovering the main and interacting impact of workaholism on momentary hedonic tone at work: An experience sampling approach.

Workaholism is a current issue in modern organizations with well-characterized implications for individual health and well-being. Yet, the affective experience of workaholics at work and their emotional reactivity to job stressors have been poorly investigated, with the few available studies being cross-sectional or based on retrospective reports obtained outside the working time. Here, we conducted an experience sampling study to characterize workaholics' affective experience during work and their emotional reactivity to workday accumulation and momentary workload. A total of 139 full-time back-office workers participated in a 3-day protocol by reporting on their hedonic tone and momentary workload up to six times per workday. Multilevel modeling was used to investigate the relationship between trait workaholism and job-related hedonic tone as well as the cross-level interactions between workaholism and both workday accumulation and momentary workload. As expected, our results showed lower job-related hedonic tone for individuals with higher workaholic tendencies, with workaholism interacting with the two investigated job stressors. However, contrary to our hypotheses, we found that workaholism weakened, rather than strengthening, the negative trend of hedonic tone over the levels of both predictors, a result possibly explained by a blunted reactivity condition due to chronic job strain. Moreover, we corroborated previous findings suggesting worse outcomes in workaholic women compared to workaholic men. Organizations should consider taking action to monitor and manage the workaholism levels in the workforce and to create a psychosocial work environment that discourages the enactment of workaholic tendencies. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Clarity and adaptability of instructions preventing the spread of the COVID-19 virus and its association with individual and organisational factors regarding the psychosocial work environment: a cross-sectional study

BackgroundIn Sweden, older people in residential care had the highest mortality rates, followed by those who received home care, during the coronavirus disease 2019 (COVID-19) pandemic. Staff working in the care of older people assumed responsibility for preventing the spread of the virus despite lacking the prerequisites and training. This study aimed to investigate the psychosocial work environment during the COVID-19 pandemic among staff in the care of older people and examine the factors associated with staff’s perceptions of the clarity of instructions and the ability to follow them.MethodsA cross-sectional study design was employed using a web survey. The staff’s perceptions of their psychosocial environment were analysed using descriptive statistics. The association between organisational and individual factors, as well as the degree of clarity of the instructions and the staff’s ability to follow them, were assessed using multivariate (ordinal) regression analysis.ResultsThe main findings show that perceptions of the clarity and adaptability of the instructions were primarily correlated with organisational factors, as higher responses (positive) for the subscales focusing on role clarity, support and encouragement in leadership at work were associated with the belief that the instructions were clear. Similarly, those indicating high job demands and high individual learning demands were less likely to report that the instructions were clear. Regarding adaptability, high scores for demands on learning and psychological demands were correlated with lower adaptability, while high scores for role clarity, encouraging leadership and social support, were associated with higher adaptability.ConclusionsHigh job demands and individual learning demands were demonstrated to decrease the staff’s understanding and adoption of instructions. These findings are significant on an organisational level since the work environment must be prepared for potential future pandemics to promote quality improvement and generally increase patient safety and staff health.

Psychosocial work environment and burnout among employees of a Ghanaian Public University

ABSTRACT The psychosocial climate of universities becomes very important because of the increasing student enrolment, academic-administrative duties, the quest for promotion, the fast-changing mode of lesson delivery, all leading to work overload. This study aims to examine the influence of psychosocial factors on burnout of employees of a public university in Ghana. A survey measuring burnout and psychosocial work characteristics with the Maslach Burnout Inventory – Educators Survey (MBI-ES) and job demands – Swedish Demand-Control-Support Questionnaire (DCSQ) was completed by 1,222 employees. We developed structural models that suggested that the elements of burnout – emotional weariness, personal accomplishment, and depersonalization – are positively impacted by job demands, social support, job decision freedom, harassment, and discrimination. The results further indicated that job demands, job decision latitude, social support, and harassment have significant effect on emotional exhaustion of the workers. Again, job decision latitude and discrimination significantly influenced depersonalization of the workers. In addition, job demands, job decision latitude, social support, and discrimination affected personal accomplishment. However, there was no statistically significant influence of discrimination on emotional exhaustion, job demand and depersonalization, social support and depersonalization, harassment and depersonalization, and harassment and diminished personal accomplishment. We conclude that by implementing practical interventions, such as regular training on how to reduce job demands, either physical or psychological, and enhancing social support and job control, burnout among the employees can be improved for improved health and quality teaching.

Psychosocial work environment and mental health among the global workforce of seafarers in the wake of the COVID-19 pandemic

BackgroundThe aim of this study was to investigate the impact of the COVID-19 pandemic on the mental health outcomes of international seafarers, who played a crucial role in maintaining global trade during the pandemic. The study examined how changes in psychosocial work environment and policies affected mental health outcomes among seafarers.MethodsWe analyzed a survey including answers from 17,861 seafarers, serving on 44 different international commercial vessels with 154 different nationalities. Stress, anxiety, and depression were applied as outcome measures in this study. Three sets of independent variables were included; work-related consequences of the COVID-19 pandemic, general psychosocial work environment onboard, and socioeconomic variables. First, we applied binary linear regression, followed by a multivariate linear regression analysis.ResultsThe study found that changes in safety consciousness and clear communication from employers were associated with better mental health outcomes among seafarers. Eroded policies related to crew changes had a significant negative effect on mental wellbeing due to delays caused by national quarantine guidelines and travel restrictions. The results also showed a discrepancy in mental health outcomes between those onboard and those onshore, with stress being present in both groups.ConclusionsThe findings suggest that crisis management within shipping companies played an important role in mitigating adverse mental health outcomes during the pandemic. Clear communication from employers and emphasizing safety issues onboard were effective strategies for promoting better mental wellbeing among seafarers. However, delays in crew changes had a significant negative impact on mental health outcomes, highlighting the need for global cooperation and overarching agreements to protect international seafarers during times of crises.

Work environment development using cognitive work analysis’ decision ladders.

The study aimed to create decision-making content for workplace work environment development, followed by a limited evaluation to determine the perception of the importance of the identified content in different sectors. Enforcement/administrative orders in workplace inspection reports were used as empirical infor-mation on workplaces. This information was used to design decision ladders, which form the second phase of cognitive work analysis, the activity analysis. The decision ladders, which support decision-making, cov-ered work functions identified in an earlier work domain analysis study, i.e., exposure prevention, organisa-tional management, competence realisation, workers’ empowerment, psychosocial work environment man-agement, and administration. Specified content of decision ladders for each function was used to prepare a questionnaire for evaluating the content validity for work environment development.
 Altogether, 29 items were identified as the content for work environment development. Statistical analysis of the limited evaluation showed no significant difference between the different sectors in their perceptions of the importance of the content in developing work environments. Similar sectoral perceptions' trends support the content utility and validity in work environment development.
 The procedure formulation step of the decision ladders, with the phrase “What steps are needed to...” applied preceding the identified content constructs, provides practical activities regarded as essential for work environment development.
 Using enforcement inspection reports as the basis for work environment development is a novel approach to addressing workplace safety and health management challenges. Further, the universal utility of the content allows for its implementation across sectors, allowing for workplace-specific decision-making on management measures.

DETERMINANTSOF BURNOUT AND ITS PREVALENCE AMONG EMPLOYEES IN A MOROCCAN PRIVATE COMPANY

Burnout or occupational exhaustion syndrome is a neuropsychological disorder resulting from chronic stress at work. Employees of private companies are highly exposed to this risk because of the overload of work in addition to the long daily working hours. We have therefore conducted a study whose aim is to assess the prevalence of burnout and its components, as well as to study socio-professional determinants among employees.We tested 102 employees aged between 22 and 60 years with an average age of 36.76 years 10.5 years. 77% were men and 24% were women. They were asked to complete freely and anonymously a general information sheet and the MBI questionnaire “Maslach Burn-out Inventory” in its French version with language adaptation. This consists of 22 items, evaluating three dimensions: emotional exhaustion (EE), depersonalization (DP) and personal accomplishment (PA). A score was calculated and a rating in the degree of severity (low, moderate and high) was given for each of the dimensions, according to internationally accepted standards.The analysis of the results showed a high prevalence of burnout. Statistical analyses show that the rate of burnout in the age group over 40 equals 47.2% against 31.8% only among employees aged under 40. Similarly, the burnout rate among women is about the same as men (p=0.977). Emotional exhaustion (EE) is the most widespread component in exhausted subjects. It was found to be high for 14.7% of em- ployees; while depersonalization (DP) or high cynicism affects only 3.9% of subjects. Significant links between depersonalization and gender as well as professional seniority are obtained. Concerning the level of schooling, the rate of burnout decreases when the school level increases but without significance (p = 0.474). The rate of burnout is high among executing workers followed by senior managers. However, this link remains statistically insignificant. Concerning seniority, we note that the prevalence of burnout increases with professional seniority and even in the meaningless position. We also observe a higher rate of burnout among employees withcompany seniority of less than 10 years in addition to the oldest, but without any meaning.Professional exhaustion or burnout exists strongly in Moroccan compa- nies. In order to be able to adapt to the rapid development of the market and its increased demands, it is essential that business leaders prevent this pathology by improving the psychosocial work environment.

COVID-19-related changes at work and psychosocial work environment: a prospective cohort study

Abstract Background Stressful events and uncertain times are known to pose occupational risks. COVID-19 pandemic brought many changes to work, work arrangements, and work environment. Prospective studies are needed to assess the potential effects of these changes on psychosocial work environment. Methods We followed a large cohort of Finnish public sector employees using biennial survey data from 2016 to 2022 (n = 22,688). Those who reported a change (over to remote work, other tasks, or team reorganization) in work due to the pandemic in 2020 were compared to those who did not report such a change. Sex-, age, and socioeconomic status -adjusted means for psychosocial factors were calculated in four timepoints separately for the groups of employees with and without changes. Multilevel modelling was applied to examine the change in psychosocial factors accounting for autocorrelation between observations. To examine the potential difference in trends between the groups, time x group interaction was tested. Results Transfer to working from home in 2020 (n = 10,587, 47%) was associated with increased work time control (b = 0.07; 95% CI 0.05, 0.08) and social capital (b = 0.03, 95% CI 0.01, 0.05) over time. A transfer to other work tasks in 2020 (n = 1660, 7%) was associated with suboptimal trend in work time control (b= -0.06; 95% CI -0.09, -0.03), and procedural justice (b= -0.05; 95% CI -0.10, 0.00), particularly in 2020 compared to those not exposed to such transfer. Team reorganization in 2020 ((n = 1067, 5%) was associated with suboptimal trend in work time control compared to those not exposed to team reorganization (b= -0.06; 95% CI -0.10, -0.02). Conclusions COVID-19 pandemic induced changes at work were associated with mixed changes in the perceived psychosocial work environment. Key messages • COVID-19 -induced changes at work may have had unequal impacts on different groups of employees in the public sector. • Promoting the resilience of the most vulnerable employee groups needs attention in the future.

The role of working conditions in educational differences in ischemic heart disease mortality

Abstract Background The educational gradient in cardiovascular mortality is well established, but still not completely understood. One important mechanism may be working conditions. This study aims to investigate the extent to which job control and heavy physical workload explain educational differences in ischemic heart disease (IHD) mortality while also accounting for risk factors established in childhood and adolescence. Methods This register-based cohort study is based on men who completed their mandatory conscription (age 18-20) for the Swedish military in 1969/1970. This includes 37,419 men who also had a registered occupation in 2005. IHD mortality was measured in the cause of death register. Educational differences in IHD mortality, followed between 2006 and 2019, were measured using Cox proportional hazards regression models. Models were first adjusted for socioeconomic, cognitive, health and behavioral factors measured in childhood and during conscription. Models were further adjusted for physical workload and job control in 2005 (measured during mid-50s). These occupational exposures were measured using Job Exposure Matrices (JEM). Percent attenuation in hazard ratios (HR) after adjustment were calculated using the formula ((HR crude-HR adjusted)/(HRcrude-1))*100. Results Crude models showed a clear educational gradient regarding IHD mortality (HR 2.67, 95% confidence interval 2.08-3.42 for the lowest educated compared to the highest educated). Adjusting for earlier risk factors resulted in a 39-50% reduction in HR estimates. Further adjusting for physical workload and job control resulted in around 75% reductions compared to the crude model. Conclusions Physical workload and job control explained around 25% of the increased risk of IHD mortality in those with lower education. Improvement of the physical and psychosocial work environment could lead to a reduction in IHD mortality and smaller educational differences. Key messages • Physical workload and job control played an important role in educational differences in IHD even when accounting for a variety of early life risk factors. • Improving the physical and psychosocial work environment could lead to a lower incidence of IHD deaths and reduced educational inequalities.

Work participation of elderly construction workers. A systematic review and qualitative analysis

Abstract Background Trends towards longer labor market participation are seen in international policies. In the EU countries, labor force participation rate for those past 60 years of age, has been raised extensively for the past decade. In 2035 Danish workers are expected to work till 69 years of age. The aim of the study was twofold, firstly to identify and synthesize findings from former studies of factors of importance in construction workers (age 55+) work participation and secondly to understand and explore how construction workers experience their work participation. Methods A systematic review and integrative thematic synthesis of qualitative and quantitative studies aiming to identify factors of importance in construction workers work participation were carried out followed by individual interview 20 Danish construction workers and thematic analysis. Results Four themes illustrating factors influencing construction workers work participation were identified in the review. Theme 1 Socioeconomical and cultural factors, Theme 2 Legislation and policy, Theme 3 Workplace factors and Theme 4 Individual factors. The identified themes helped structure the interview guide. Preliminary results of the individual interviews provide a deeper understanding of how both individual, social and workplace factors interacts and how it is possible for construction workers to compensate from the experienced age-related physical limitations. Elderly construction workers adjust and compensate for demanding work tasks by receiving support from co-workers and having less demanding work tasks during their workday. Both physical and psychosocial work environment and employers’ attitudes towards elderly workers seems to be significant for their ability for working late in life. Conclusions The interplay between individual, psychosocial, and work environmental factors are affecting elderly construction workers work participation which have an impact on their work retention late in life. Key messages • Elderly construction workers work participation depends on the physical and the psychosocial work environment and possibilities for adjustment and compensation for performing demanding work tasks. • individual, social and workplace factors interacts and how it is possible for construction workers to compensate from the experienced age-related physical limitations.

Provisions regarding organizational and social work environment and future sickness absence in Sweden

Abstract Background Sickness absence is high among healthcare employees in many European countries, including Sweden. In addition to physical workload, the importance of psychosocial work factors for this is emphasized. To promote a good psychosocial work environment, provisions on organisational and social work environment, mandatory to all work sectors, was launched in 2016 in Sweden. We compared sickness absence (SA) due to mental diagnoses two years before and two years after these provisions were introduced, among healthcare employees, employed by the municipality, the region, or private organisations. Methods Register microdata were used for analyses of all employees in the healthcare sector in Sweden in 2014 (N = 260,709) and in 2018 (N = 277,901). The odds ratios (OR) with 95% confidence intervals (CI) of new SA (in SA spells >14 days) and of long-term SA (>90 days) with a mental diagnosis in 2018 compared to 2014 were calculated, using logistic regression. Results The ORs of new SA and long-term SA with mental diagnoses among healthcare employees were somewhat higher in 2018 than in 2014 (OR = 1.14; 95% CI 1.11-1.17), (OR = 1.12; 1.07-1.17). The OR for the private sector for a new SA spell was 1.11; 1.02-1.19, and for the regional sector, OR 1.05; 1.01-1.08. The highest probability of long-term SA with mental diagnoses in 2018 compared to 2014 was found among employees in the municipal sector, OR 1.33, CI; 1.11-1.61, and in the private sector, OR 1.15, CI; 1.03-1.29. Discussion The mandatory provisions aim to promote good work environment and prevent risks of ill health due to organisational and social conditions at work. We observed a somewhat higher probability of SA with mental diagnoses two years after the provisions were introduced. SA due to mental diagnoses is influenced by many factors of which psychosocial work environment is only one part and maybe longer follow-ups are needed. Key messages • Sickness absence due to mental diagnoses among healthcare employees was somewhat higher two years after the introduction of an organisational and social work environment provision. • Many factors influence sickness absence with mental diagnoses; other factors and longer follow-ups are needed to gain knowledge on possible effects of the work environment provision.

The scope of psychosocial factors among resident physicians and their links to occupational burnout

Abstract Background High work demand, low authority and decision-making latitude and constantly changing situations put residents’ physicians under increased pressure, causing burnout resulting in reduced workability and wellness. The awareness of the most critical factors is crucial for the development of preventive occupational interventions to reduce burnout and stress. Methods A cross-sectional study was conducted. Data were collected with the Job Content Questionnaire (JCQ) and Copenhagen Burnout Inventory (CBI) from 233 hospital resident physicians. Results The descriptive analysis showed that the psychosocial work environment was negative in the resident physicians’ population - about a third (35.5%) of respondents had low job skill discretion and 40% complained about weak decision-making authority therefore 45% were classified as having low job control. More than one-third (39.1%) of respondents had high job demands and about a quarter had weak co-worker and supervisor support (24.9% and 24.5% respectively) and 37% felt insecure at work. The statistical analysis showed a high frequency of personal (PB), work-related (WB) and client-related burnout (CB) - 53.6%, 62.2%, and 33% respectively. The multiple stepwise regression models for each burnout dimension revealed that job skill discretion was found to have a buffering effect and reduced personal and work-related burnout odds by an average of 12% and 16% respectively. Each one-unit increase in job demands score increased the probability of all burnout dimensions by an average of 9% (PB), 13% (WB) and 18% (CB). The increase in scores of insecurity at work increased the probability of PB (B = 1.2) and CB (B = 1.3). The co-workers’ support reduced the probability of CB by 20%. Conclusions The result of this study indicated that promoting job skills discretion and co-workers’ support and reducing job demands and insecurity at work could be the most effective way to reduce occupational burnout among young physicians. Key messages • Physicians residents are particularly vulnerable to occupational burnout. • In solving the issue of professional burnout among young doctors, the focus must be directed to ensuring work control and optimizing workload.