Can work make you sick? A meta-analysis of the relationships between job stressors and physical symptoms

Nixon, Ashley E.; Mazzola, Joseph J.; Bauer, Jeremy A.; Krueger, Jeremy R.; Spector, Paul E.

doi:10.1080/02678373.2011.569175

Cited by 514 publications

(439 citation statements)

References 58 publications

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“…In 2006, a narrative review of mainly cross-sectional studies indeed showed that psychosocial work-related stress is closely related to impaired sleep quality (15). In line with this, a recent meta-analysis showed that several adverse psychosocial work characteristics (ie, workload, role conflict, role ambiguity, organizational constraints, lack of control, and interpersonal conflict) were significantly related to poor sleep quality (58). Although insightful, these previous reviews were predominantly based on crosssectional studies and consequently do not allow for causal inferences.…”

Section: Discussionmentioning

confidence: 70%

Psychosocial work characteristics and sleep quality: a systematic review of longitudinal and intervention research

Laethem¹,

Beckers²,

Kompier³

et al. 2013

Scand J Work Environ Health

102

100

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Section: Discussionmentioning

confidence: 70%

Psychosocial work characteristics and sleep quality: a systematic review of longitudinal and intervention research

Laethem¹,

Beckers²,

Kompier³

et al. 2013

Scand J Work Environ Health

102

100

View full text Add to dashboard Cite

show abstract

“…Such work designs are associated with, for example: better physical well-being, including physical fitness (Fransson et al, 2012), lower hypertension (Babu et al, 2014), fewer headaches/ gastrointestinal problems (Nixon, Mazzola, Bauer, Krueger, & Spector, 2011) and lowered incidence of musculoskeletal disorders (Eijckelhof et al, 2013); higher mental health and psychological well-being (Luchman & González-Morales, 2013); more positive job attitudes, such as job satisfaction and organizational commitment (Humphrey et al, 2007); better job performance (Humphrey et al, 2007); and higher levels of innovation (Hammond, Neff, Farr, Schwall, & Zhao, 2011). Studies also show positive effects at higher levels in the organization, such as group work design enhancing team effectiveness (Campion, Papper, & Medsker, 1996;Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2009) and team innovation (Hülsheger, Anderson, & Salgado, 2009).…”

Section: Mainstream Research: How Work Design Affects Outcomesmentioning

confidence: 99%

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

Parker

Broeck

Holman

2017

ANNALS

165

154

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High quality work design is a key determinant of employee well-being, positive work attitudes, and job/organizational performance. Yet many job incumbents continue to experience deskilled and demotivating work. We argue that there is a need to understand better where work designs come from. We review research that investigates the factors that influence work design, noting that this research is only a small fragment of the work design literature. The research base is also rather disparate, spanning distinct theoretical perspectives according to the level of analysis. To help integrate this literature, we use a framework that summarizes the direct and indirect ways in which work design is shaped by the higher-level external context (global/ international, national and occupational factors), the organizational context, the local work context (work group factors), and individual factors. We highlight two key indirect effects: first, factors affect formal decisionmaking processes via influencing managers' work design-related motivation, knowledge, skills, and abilities (KSAs), and opportunities; and second, factors shape informal and emergent work design processes via influencing employees' work design-related motivation, KSAs and opportunities. By reviewing the literature according to this framework, we set the stage for more comprehensive theoretical development and empirical studies on the factors that influence work design. 3Work Design Influences A Synthesis of Multi-Level Factors that Affect The Design of WorkWork design refers to "the content and organization of one's work tasks, activities, relationships, and responsibilities" (Parker, 2014, p. 662). When work is designed so that it has motivating characteristics like job autonomy and social support, as well as reasonable levels of job demands, multiple positive individual and organizational outcomes arise. A vast amount of research shows that work design affects work stress, job satisfaction, performance, absenteeism, accidents, team innovation, company financial revenue, and more (e.g. see the meta analysis by Humphrey, Nahrgang, & Morgeson, 2007).Yet, despite extensive evidence about the benefits of well-designed work, there are still many poorly designed jobs in both advanced and developing economies. For example, in Europe, Lorenz and Valeyre (2005) reported that one third of workers had jobs that were deskilled or that involved excessive demands. Significant technological and societal change is also affecting work and organizing, yet we know little about how this change might affect people's work design (Parker, 2014). Both of these forces -the continued prevalence of poor quality work designs and the vast change occurring in work -highlight the importance of having a comprehensive, evidence-based understanding of the forces that affect work design.Such an understanding is currently lacking. In most theory and research pertaining to the design of jobs, work design is modeled at the start of a causal chain leading to outcomes via intermediary pr...

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“…Furthermore, Giebels and Janssen (2005) report that stress experiences from conflicts at work are associated with employee withdrawal behaviours such as absenteeism and turnover intentions. Indeed, interpersonal conflict, as an acute stressor, is considered a predictor of future absenteeism (Nixon, Mazzola, Bauer, Krueger, & Spector, 2011), because exposure to conflict over long periods can increase the release of cortisol and damage the immune system (cf., de Dreu, 2010). However, conflict management strategies seem to moderate the relationship between conflict and well-being.…”

Section: The Dual-concern Model Of Conflict Resolutionmentioning

confidence: 99%

Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators

Pérez¹,

Notelaers

León-Rubio

2015

European Journal of Work and Organizational Psychology

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Can work make you sick? A meta-analysis of the relationships between job stressors and physical symptoms

Cited by 514 publications

References 58 publications

Psychosocial work characteristics and sleep quality: a systematic review of longitudinal and intervention research

Psychosocial work characteristics and sleep quality: a systematic review of longitudinal and intervention research

Work Design Influences: A Synthesis of Multilevel Factors that Affect the Design of Jobs

Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators

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