Employee Effects of an Educational Program for Managers at an Insurance Company

Theorell, Töres; Emdad, Reza; Arnetz, Bengt B.; Weingarten, A. M.

doi:10.1097/00006842-200109000-00004

Cited by 131 publications

(88 citation statements)

References 24 publications

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“…These results showed an improvement in three of the four psychosocial work factors (high PD, low co-workers SS and low reward). These results are consistent with those of previous prospective intervention studies that observed an improvement in at least one psychosocial work factor (Anderzen and Arnetz 2005;Bourbonnais et al 2006;Kauffeld et al 2004;Logan and Ganster 2005;Mikkelsen and Gundersen 2003;Mikkelsen et al 2000;Sluiter et al 2005;Theorell et al 2001;Wahlstedt et al 2000). It is noteworthy that, in our study, only the respect and esteem dimension of reward improved.…”

Section: Discussionsupporting

confidence: 93%

“…Follow-up time was not long enough to allow the effects of the intervention to occur. Indeed, most recent studies evaluated the effects on health outcomes one year or less after the implementation of the intervention (Anderzen and Arnetz 2005;Berkhout et al 2004;Bond and Bunce 2001;Bourbonnais et al 2006;Eklof and Hagberg 2006;Fredriksson et al 2001;Jackson and Mallarky 2000;Kawakami et al 2005;Michie et al 2004;Mikkelsen and Gundersen 2003;Mikkelsen et al 2000;Park et al 2004;Parker 2003;Ryan et al 2005;Sluiter et al 2005;Theorell et al 2001;Wahlstedt et al 2000). An appropriate follow-up requires that sufficient time elapse since the implementation of the intervention to produce a meaningful decrease in adverse work factors and consequent improvement in health outcomes.…”

Section: Job Controlmentioning

confidence: 99%

See 1 more Smart Citation

Intervention Study on Psychosocial Work Factors and Mental Health and Musculoskeletal Outcomes

Gilbert-Ouimet¹,

Brisson²,

Vézina³

et al. 2011

hcpap

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Section: Discussionsupporting

confidence: 93%

Section: Job Controlmentioning

confidence: 99%

Intervention Study on Psychosocial Work Factors and Mental Health and Musculoskeletal Outcomes

Gilbert-Ouimet¹,

Brisson²,

Vézina³

et al. 2011

hcpap

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“…Of those, seven controlled studies that met the inclusion criteria were selected [5][6][7][8][9][10][11] (Tables 1 and 2). For the discussion of the content and types of training, five additional studies were included 1,[12][13][14][15][16] .…”

Section: Resultsmentioning

confidence: 99%

“…Immediately after and 6 mo after the training, the rate of insomnia significantly increased in the nurses of the pay-cut hospital, but the increase in insomnia complaints was suppressed in the nurses working under the supervisors who received the training 9) . Supervisors in an insurance company received education to enhance their managing ability, so as to improve the psychosocial occupational environment, for 2 h every other week for 1 yr (60 h in total) 10) . The training on the 3) Managers in an information technology company were randomly assigned to an intervention group (n=9) or control group (n=7), and their 92 and 84 subordinates, respectively, were compared.…”

Section: Summary Of Retrieved Literature: Quasi-experimental Studies mentioning

confidence: 99%

Development of an Evidence‐based Guideline for Supervisor Training in Promoting Mental Health: Literature Review

Tsutsumi

2011

Journal of Occupational Health

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To review published studies to assess the effects of supervisor training on the mental health of subordinate workers, and thereby develop an evidence-based guideline for supervisor training in promoting workers' mental health. Method: Seven studies that assessed the effect of supervisor training, whose outcomes included psychological stress responses of (subordinate) employees, were retrieved for assessment from PubMed, the Cochrane Library, MEDLINE, the Web of Science, and Ichushi-Web. An additional five studies were also reviewed for discussion on the content and types of training. Results: Providing supervisors with necessary skills and information on mental health, including relevant occupational stressors, has a favorable effect on workers' mental health, at least in the short term. The subject populations had a background of requiring mental health measures. The effect of the training varied depending on the participation rate of supervisors, suggesting that the overall effect on an organization may be limited without a certain extent of participation by supervisors. There is no evidence of a long-term (over 1 yr) effect of supervisor training, and the effect of education on the supervisors' knowledge and behavior tends to be lost after 6 mo. Conclusion:The current evidence indicates that the following items should be taken into consideration for the development of a guideline for supervisor training: identification of high-priority populations requiring education, development of a strategy to improve the participation rate in education, inclusion of occupational stressors as well as basic information in workplace The primary prevention of mental health problems among workers has become a high-priority health care issue in many workplaces. Supervisor training is one of the most important measures to this end, because supervisors' attitudes and skills were found to be related to favorable working conditions and mental health among their subordinates 1) . Although the effect of supervisor training on workers' mental health has been suggested through research 2) , its utilization rate in workplaces in Japan is only 35% 3) . Reasons found for the lack of mental health measures in workplaces included "lack of knowledge on such measures" as well as lack of personnel who are in charge of the issue 3) . Therefore, the development of an evidence-based guideline and the preparation of instructions for training that can be carried out in workplaces may promote the training of supervisors. Although a trial of this process has begun 4) , to the best of my knowledge there have been no systematic reviews on the effect of supervisor training on workers' mental health. This study reviewed relevant effect assessment studies, for the purpose of developing an evidence-based guideline for supervisor training, as a primary measure to support workers' mental health. MethodsThe studies published within the period of January 2000 to June 2009 were searched from the retrieval databases of PubMed, the Cochrane Library, MEDLINE, the ...

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“…Selain itu juga dapat dinilai menggunakan beberapa paramater lain (misalnya self efficacy, stresor dan distres psikologi dari kuesioner BJSQ, kuesioner Nordic Body Map dan keluhan muskulo-skeletal/fisik lainnya, dan beberapa marker biologi dari pemeriksaan darah/urin/saliva) (Theorell, Emdad, Arnetz, & Weingarten, 2001;Appels & Kop, 2007;Bellingrat, Weigl, & Kudielka, 2009;Maina, Bovenzi, Palmas, & Filon 2009;Den, Toda, Ohira, & Kanehisa, 2011). Agar lebih akurat pengukuranpengukuran efektivitas program sebaiknya dilakukan sebelum dan sesudah pelaksanaan program.…”

Section: Acuan-acuan Dalam Melaksanakan Program Manajemen Stres Kerjaunclassified

Program Manajemen Stres Kerja di Perusahaan: sebuah Petunjuk untuk Menerapkannya

Purnawati¹

2014

bpsi

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Job stress is an iceberg phenomen. A great number of unreported cases and there is no aplicative program in Keywords: stress management programs, job performance, company image1 Stres kerja (job stress) merupakan sebuah fenomena gunung es. Banyaknya kasus-kasus yang tidak terlaporkan dan berisiko makin meluasnya masalah stres kerja dengan segala dampak negatifnya di masyarakat. Tuntutan beban tugas yang semakin kompleks disertai relationship yang tidak harmonis di tempat kerja merupakan sumber utama timbulnya stres pada pekerja. Stres kerja harus dikenali sedini mungkin untuk kemudian dikelola dengan benar. Sampai saat ini berbagai program manajemen stres telah diperkenalkan oleh para pakar kesehatan kerja 1 Korespondensi mengenai isi artikel ini dapat melalui: s_purnawati@yahoo.com dan industri. Akan tetapi, masih banyak program yang masih memiliki kelemahan karena cakupan program tidak memuat aspek perbaikan kondisi kerja. Selain itu, informasi-informasi mencakup mekanisme perubahan dalam tubuh yang diharapkan terjadi setelah diaplikasikannya program ataupun dampak dari stres kerja secara biologi belum disajikan secara mendalam. Kajian dampak stres kerja dari aspek biologi akan memberi acuan untuk dapat mengukur dampak stres kerja melalui pengukuran secara objektif serta bermanfaat untuk dapat melakukan penanganan secara lebih dini.

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Employee Effects of an Educational Program for Managers at an Insurance Company

Abstract: The study indicates that a moderately intensive psychosocial manager program lasting for 1 year can be beneficial for the employees with regard to both lowered serum cortisol and improved authority over decisions.

Cited by 131 publications

References 24 publications

Intervention Study on Psychosocial Work Factors and Mental Health and Musculoskeletal Outcomes

Intervention Study on Psychosocial Work Factors and Mental Health and Musculoskeletal Outcomes

Development of an Evidence‐based Guideline for Supervisor Training in Promoting Mental Health: Literature Review

Program Manajemen Stres Kerja di Perusahaan: sebuah Petunjuk untuk Menerapkannya

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