Effect of Anxiety About COVID-19 Infection in the Workplace on the Association Between Job Demands and Psychological Distress

Eguchi, Hisashi; Hino, Ayako; Inoue, Akiomi; Tsuji, Mayumi; Tateishi, Seiichiro; Ando, Hajime; Nagata, Tomohisa; Matsuda, Shinya; Fujino, Yoshihisa

doi:10.3389/fpubh.2021.722071

Cited by 20 publications

(18 citation statements)

References 32 publications

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“…According to the literature, people that needed to work on-site during the COVID-19 pandemic feared a possible exposure to the virus at work [ 65 ] and felt anxious about being infected by the virus [ 67 ]. Our findings suggest that this type of worker has high levels of imagined surveillance, and that this negatively impacts anxiety and stress, but that it is not directly correlated to mobile expectations.…”

Section: Discussionmentioning

confidence: 99%

Telework and Mental Health during COVID-19

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Coelho

Ferrajão

et al. 2022

IJERPH

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COVID-19 has come to change societal organization. Due to lockdowns, work typologies have been rethought and telework has gained strength. However, the impact of the constant use of information and communication technologies on the mental health of workers needs to be considered. We aimed to investigate the impact of different work conditions on mental health, to which end we disseminated an online questionnaire during lockdowns to assess imagined surveillance, mobile maintenance expectation, communication overload, feelings of entrapment, depression, anxiety, stress, and flourishing in four groups (employed in telework, employed on-site, employed in layoff, and unemployed). We computed mean comparisons and serial mediations. We show that depression and anxiety were more prevalent in women; parents flourished more than people without children; and people with a higher level of education feel more entrapment. Crucially, we show that telework was associated with imagined surveillance and communication overload, which mediated the association with mobile maintenance expectations and entrapment (which was exacerbated by parenthood), impacting mental health and the quality of life. However, this was also partially observed in the remaining work conditions. Finally, flourishing worked as a protector against mental health issues in all work conditions. We discuss this given the massification of digital migration.

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Section: Discussionmentioning

confidence: 99%

Telework and Mental Health during COVID-19

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Ferrajão

et al. 2022

IJERPH

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“…For example, it has been reported that anxiety about COVID-19 infection in the workplace may enhance job demands and psychological distress. 11 It has likewise been reported that telecommuting, which is implemented as a COVID-19 IPC measure, has a positive impact on workers' work engagement. 12 Thus, it is important to clarify how workplace environmental factors and work-related behaviors affect workers' mental health during the COVID-19 pandemic.…”

Section: Introductionmentioning

confidence: 98%

Workplace Infection Prevention Control Measures and Work Engagement During the COVID-19 Pandemic among Japanese Workers: A Prospective Cohort Study

Ikegami

Ando

Fujino

et al. 2022

Preprint

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Objectives: It has been widely reported that the COVID-19 pandemic may have a psychological influence on people. Thus, it could be important to note how workplace infection prevention and control (IPC) measures for COVID-19 contribute to positive mental health among workers. We hypothesized that if workplace IPC measures are adequately implemented, they would have a positive effect on employees' work engagement. Methods: We conducted an internet-based prospective cohort study from December 2020 (baseline) to December 2021 (follow-up after one year) using self-administered questionnaires. At baseline, 27,036 workers completed the questionnaires, while 18,560 (68.7%) participated in the one-year follow-up. After excluding the 6,578 participants who changed jobs or retired during the survey period, or telecommuted more than four days per week, 11,982 participants were analyzed. We asked participants about the implementation of workplace IPC measures at baseline and conducted a nine-item version of the Utrecht Work Engagement Scale (UWES–9) at follow-up. Results: Four groups were created according to the number of workplace IPC measures implemented. The mean (SD) UWES–9 score of the "0–2" group was the lowest at 18.3 (13.2), while that of the "8" group was the highest at 22.6 (12.6). The scores of the "3–5," "6–7," and "8" groups were significantly higher than that of the "0–2" group (all, p<0.001). The p trend of the four groups was also significant (p<0.001). Conclusions: Promoting workplace IPC measures improves workers' work engagement, and a dose-response relationship exists between workplace IPC measures and work engagement.

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“…For example, it has been reported that anxiety about COVID‐19 infection in the workplace may enhance job demands and psychological distress. 11 It has likewise been reported that telecommuting, which is implemented as a COVID‐19 IPC measure, has a positive impact on workers' work engagement. 12 Thus, it is important to clarify how workplace environmental factors and work‐related behaviors affect workers' mental health during the COVID‐19 pandemic.…”

Section: Introductionmentioning

confidence: 98%

Workplace infection prevention control measures and work engagement during the COVID-19 pandemic among Japanese workers: A prospective cohort study

Ikegami

Ando

Fujino

et al. 2022

Journal of Occupational Health

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Objectives Our objective was to assess the effect of appropriate workplace IPC measures on employees' work engagement. It could be important to note how workplace infection prevention control (IPC) measures for COVID‐19 contribute to positive mental health among workers. We hypothesized that if workplace IPC measures are adequately implemented, they would have a positive effect on employees' work engagement. Methods We conducted an internet‐based prospective cohort study from December 2020 (baseline) to December 2021 (follow‐up after 1 year) using self‐administered questionnaires. At baseline, 27036 workers completed the questionnaires, while 18 560 (68.7%) participated in the one‐year follow‐up. After excluding the 6578 participants who changed jobs or retired during the survey period, or telecommuted more than 4 days per week, 11 982 participants were analyzed. We asked participants about the implementation of workplace IPC measures at baseline and conducted a follow‐up using a nine‐item version of the Utrecht Work Engagement Scale (UWES‐9). Results Four groups were created according to the number of workplace IPC measures implemented. The mean (SD) UWES‐9 score of the “0–2” group was the lowest at 18.3 (13.2), while that of the “8” group was the highest at 22.6 (12.6). The scores of the “3–5,” “6–7,” and “8” groups were significantly higher than that of the “0–2” group (all, p < .001). The p trend of the four groups was also significant ( p < .001). Conclusions Promoting workplace IPC measures improves workers' work engagement, and a dose–response relationship exists between workplace IPC measures and work engagement.

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Effect of Anxiety About COVID-19 Infection in the Workplace on the Association Between Job Demands and Psychological Distress

Cited by 20 publications

References 32 publications

Telework and Mental Health during COVID-19

Telework and Mental Health during COVID-19

Workplace Infection Prevention Control Measures and Work Engagement During the COVID-19 Pandemic among Japanese Workers: A Prospective Cohort Study

Workplace infection prevention control measures and work engagement during the COVID-19 pandemic among Japanese workers: A prospective cohort study

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