Aim: Workers who are satisfied with their job are the cornerstones of healthy and productive companies. This study investigated factors associated with job satisfaction in the general working population. Methods: From the 2010 round of the Danish Work Environment Cohort Study, currently employed wage earners (N=10,427) replied to questions about work, lifestyle and health. Multinomial logistic regression controlled for sex, age, job group, smoking, body mass index, chronic disease and general health assessed the association between work factors and job satisfaction (very satisfied and satisfied, respectively, with unsatisfied as reference). Results: Psychosocial work factors – social support from superiors, social support from colleagues and influence at work – had the strongest association with job satisfaction. For example, for high social support from superiors, the odds ratio (OR) for being very satisfied with the job was 12.35 (95% confidence interval [CI] 8.71–17.51). With sedentary work as reference, the OR for being very satisfied with the job for ‘standing and walking work that is not strenuous’ was 1.57 (95% CI 1.06–2.33), while the opposite was seen for ‘heavy and strenuous work’ with an OR of 0.34 (95% CI 0.18–0.62). Only two out of five types of workplace health-promotion offers (physical exercise and healthy diet) were associated with job satisfaction. For example, for offers of physical exercise the OR for being very satisfied with the job was 1.84 (95% CI 1.33–2.55). Conclusions: While psychosocial work factors and to some extent physical work demands are important for job satisfaction, workplace health-promotion offers appear to play a minor role.

International audienceFor more than fifty years, OH-related disciplines have witnessed the emergence of theoretical models explaining the impact of work environment on health. This paper provides a review of these models from a historical viewpoint. It also introduces a meta-theoretical framework enabling to characterise and compare them. Seventeen models were selected based on explicit criteria and described in accordance with the mediator and moderator variables they use, classified into categories (three for mediators and five for moderators). In short, over half the models include perceptual processes as mediators, whereas evaluative processes are more rarely included. As for moderators, individual characteristics prevail and are more frequently mobilised than those associated with work environment. The paper ends with a discussion of the limits of this conceptual framework

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Tous droits réservés pour tous pays.La reproduction ou représentation de cet article, notamment par photocopie, n'est autorisée que dans les limites des conditions générales d'utilisation du site ou, le cas échéant, des conditions générales de la licence souscrite par votre établissement. Toute autre reproduction ou représentation, en tout ou partie, sous quelque forme et de quelque manière que ce soit, est interdite sauf accord préalable et écrit de l'éditeur, en dehors des cas prévus par la législation en vigueur en France. Il est précisé que son stockage dans une base de données est également interdit.

This paper describes an experiment where operators have to deal with various parallel asynchronous processes. The authors were interested in the level of 'temporal awareness' developed by the operator. By temporal awareness, one means the ability of the operator to build a representation of the situation including the recent past and the near future. The hypothesis was that this ability is linked to other elements of performance. The authors also looked at the effects of an aid aimed at supporting the construction of temporal representation. The experiment showed that this support system was largely ineffective, but that the presence of temporal awareness proves to be a good indicator of performance, both in terms of errors committed and multiple-goal optimization.