Psychosocial working conditions and psychological well-being among employees in 34 European countries

Schutte, Sabine; Chastang, Jean-François; Malard, Lucile; Parent-Thirion, Agnès; Vermeylen, Greet; Niedhammer, Isabelle

doi:10.1007/s00420-014-0930-0

Cited by 145 publications

(132 citation statements)

References 48 publications

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“…Our results corroborate findings from prospective studies on the active work force which have reported health-effects of job insecurity in up to 9.5 years (on average) of follow-up (1,7,9,10). The size of the effect observed in our study was comparable to that reported in the latest cross-sectional European study on the association between job insecurity and SWB (17). Concerning the underlying mechanisms of our findings, job insecurity is considered to be a work-related stressor which can induce physiological or mental arousal (2).…”

Section: Discussionsupporting

confidence: 91%

“…SWB was assessed at follow-up using the World Health Organization (WHO)-5 Well-Being Index (26) and dichotomized for reasons of comparability with other studies [eg, (17)]. Following WHO recommendations, participants with a sum score of ≤50 were defined as having low SWB (19,27,28).…”

Section: Measures At T2mentioning

confidence: 99%

“…While an unemployed individual can take active measures that help to cope with job loss (eg, by looking for a new job), the uncertainty inherent in job insecurity impedes preparations for the future (5). Job insecurity has been associated with somatic (6)(7)(8)(9)(10)(11) and minor psychiatric morbidity (6,(12)(13)(14)(15), poorer self-rated health (8,12,(14)(15)(16) and diminished subjective well-being (SWB) (2,5,17,18). SWB represents a multi-dimensional concept reflecting the positive dimensions of mental health and captures positive mood, vitality, future orientation and a general interest in life (19).…”

mentioning

confidence: 99%

“…SWB has been associated with health (22) and shown to protect against negative health outcomes and mortality among older adults (23). While job insecurity has been negatively associated with SWB in the working population (17,18), no study Barrech et al has yet examined the long-term consequences of job insecurity on SWB after retirement. Therefore, the aim of this prospective study was to investigate the effect of exposure to job insecurity during working life on SWB after retirement.…”

mentioning

confidence: 99%

See 3 more Smart Citations

Mid-life job insecurity associated with subjective well-being in old age: results from the population-based MONICA/KORA study

Barrech¹,

Baumert²,

Emeny³

et al. 2016

Scand J Work Environ Health

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Section: Discussionsupporting

confidence: 91%

Section: Measures At T2mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

See 2 more Smart Citations

Mid-life job insecurity associated with subjective well-being in old age: results from the population-based MONICA/KORA study

Barrech¹,

Baumert²,

Emeny³

et al. 2016

Scand J Work Environ Health

View full text Add to dashboard Cite

“…Emotions can be saved, with interest and excitement ' drawn back' and retained for future purposes. Interesting enough, one psychosocial work factor found to be associated with poor employee well-being is the demand for emotions to be hidden (Schütte et al, 2014). In the context of fixed-term contracts, these demands are related to the restricted and obscured time-span, which forces employees to anticipate loss and a lack of involvement while performing, thus detaching themselves.…”

Section: Regulating and Hiding Emotionsmentioning

confidence: 99%

Anticipatory Orientation in Temporary Employment and Employee Performance: A Qualitative Exploratory Study

Åkerblad

2017

Scandinavian Journal of Work and Organizational Psychology

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The aim of this qualitative inquiry is to offer novel insights on the individual and organisational consequences of temporary work, especially in relation to performance. This study examines how fixed-term employees engage, and are enabled to engage, in their day-to-day work activities under the conditions marked by limited time horizon and resulting anticipatory orientation. The data consist of 30 open-ended interviews with highly educated fixed-term employees. A thematic analysis of the data showed that the anticipatory orientation -a necessity for predicting the future and preparing for it at the cost of the present -related to performance in several ways. Employees were forced to slide elsewhere while simultaneously trying to perform, which was associated with feelings of restlessness and the need to regulate and hide emotions at the workplace. In addition, employees could experience detachment from work due to the soon-to-beoutsider position within the organisation. Especially in the context of serial fixed-term contracts and hope for permanent position, intensive efforts to earn a place by adjusting and appearing as 'appropriate' were present. Overall, the results imply that fixed-term working conditions may lead to a deterioration of one critical performance resource: a reasonable time horizon in harmony with the work requirements. Without this resource, employees may not be able to perform at a self-satisfactory level and thus are exposed to stress. In order to understand the consequences of non-permanent work, the role of temporality and the conditions of self-satisfactory performance should be acknowledged and further examined.

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Workplace bullying and tiredness at work: A cross-lagged prospective study of causal directions and the moderating effects of a conflict management climate

Rosander

Nielsen

2022

Journal of Occupational Health

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Objectives To prospectively investigate the reciprocal associations between tiredness at work (TAW) and exposure to bullying behaviors and to determine the role of conflict management climate (CMC) as a moderator of these associations. Methods A two‐wave national probability sample of employees in Sweden (18 months between waves, 921 participated at both waves) measuring TAW, workplace bullying, and CMC. Structural equation modelling was used to test four hypotheses about the longitudinal associations between feeling tired at work and bullying, and CMC as a moderator for the two directions. Results In the analyses of cross‐lagged effects, tiredness was significantly associated with an increase in subsequent bullying (β = 0.08, P = .01). Exposure to bullying was not associated with changes in tiredness. CMC moderated the association between tiredness and subsequent bullying (β = −0.13, 95% CI [−0.19, −0.08]), showing an increased risk of exposure to bullying behaviors following tiredness when CMC was low and decreased risk when CMC was high. Conclusions TAW is a risk factor for subsequent bullying. Finding ways to help employees to reduce tiredness not only will help them perform better at work but also reduce the risk of them becoming targets of bullying. A strong CMC can act as a buffer if a tired person provoke aggression from co‐workers.

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Psychosocial working conditions and psychological well-being among employees in 34 European countries

Abstract: A large number of psychosocial work factors were associated with poor well-being. Almost no country and occupational differences were found in these associations. This study gave a first European overview and could be useful to inform cross-national policy debate.

Cited by 145 publications

References 48 publications

Mid-life job insecurity associated with subjective well-being in old age: results from the population-based MONICA/KORA study

Mid-life job insecurity associated with subjective well-being in old age: results from the population-based MONICA/KORA study

Anticipatory Orientation in Temporary Employment and Employee Performance: A Qualitative Exploratory Study

Workplace bullying and tiredness at work: A cross-lagged prospective study of causal directions and the moderating effects of a conflict management climate

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