Stress management interventions in the workplace improve stress reactivity: a randomised controlled trial

Abstract

Objective To examine the long-term effects of a stress management intervention (SMI) based on the effortereward imbalance (ERI) model, on psychological and biological reactions to work stress. Methods 174 lower or middle management employees (99% male) were randomly assigned to an intervention or a waiting control group. The programme comprised 24345 min group sessions (2 full days followed by two 4345 min sessions within the next 8 months) on individual work stress situations. The primary endpoint was perceived stress reactivity (Stress Reactivity Scale, SRS), while secondary endpoints were salivary cortisol and a-amylase, anxiety and depression, and ERI.Assessments were repeated in 154 participants 1 year later. Results SRS score decreased in both groups. A twofactor ANOVA with repeated measures showed a significant time3group effect (F¼5.932; p¼0.016) with the greater reduction in the intervention group. For SRS, the effect size (Cohen's d) after 1 year was d¼0.416 in the intervention and d¼0.166 in the control group. a-Amylase as a measure of sympathetic nervous system activation, decreased more strongly in the intervention group (area under the daytime curve and daytime slope: time3group effect p¼0.076 and p¼0.075). No difference was observed for cortisol. For depression, anxiety and ERI, improvements were higher in the intervention group but did not reach statistical significance. Conclusions SMI based on work stress theory, is effective in reducing perceived stress reactivity and sympathetic activation in lower and middle management employees. Other mental health parameters and ERI show a tendency towards improvement. These beneficial effects are present 1 year later.

Validation of a Short Measure of Effort‐Reward Imbalance in the Workplace: Evidence from China

“…Considering the fact of rapid rise of chronic diseases (such as cardiovascular diseases, diabetes, depression, etc.) in China 8,26) , stress management interventions in the workplace might be taken into account to improve the psychosocial work environment and workers' health; for example, measures to reduce reward frustration at work seem to be of primary interest based on the effort-reward imbalance theory 27) . Importantly, this study applies a recently proposed 4-point Likert scale response format ranging from "strongly disagree" to "strongly agree," in contrast to a previously used two-step format 11, 19−21) .…”

Nine-Year Longitudinal Psychosocial and Mental Outcomes of a Stress Management Intervention at Work Using Psychotherapeutic Principles

“…SMI in the workplace could best be based on theoretical models that include a personal as well as a situational component of intervention. The Effort-Reward Imbalance (ERI) model [3] is one such model that has been used to guide intervention studies in recent years [4,5,6,7]. The ERI model includes the situation-specific component, which emphasizes the harmful effects of failed reciprocity between efforts spent at work and rewards received in turn (high effort/low reward), and the person-specific component termed ‘overcommitment', which is a distinct pattern of coping with demanding situations characterized by an inability to withdraw from work obligations.…”

Prevalence of Undiagnosed Cardiovascular Risk Factors and 10-Year CVD Risk in Male Steel Industry Workers

“…Employed individuals, especially within the industrial sector, are perceived to be a 'hard to reach' population (8) since they are unable to attend primary care services during the working day and may not wish to utilise their 'citizen time' (time spent outside of work) for this. The workplace is also an attractive option since many adults of various socio-economic statuses, lifestyles, and risk profiles can be targeted at once (9).…”