The contribution of gender-role orientation, work factors and home stressors to psychological well-being and sickness absence in male- and female-dominated occupational groups

Evans, Olga; Steptoe, Andrew

doi:10.1016/s0277-9536(01)00044-2

Cited by 175 publications

(130 citation statements)

References 46 publications

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“…Previous studies have examined whether those working in typical occupations of the opposite gender, such as male nurses or female metal workers, have equally high sickness absence rates as the majority gender in these occupations (18,19). Similar levels of sickness absence among women and men would suggest that working conditions rather than gender affect the sickness absence rates.…”

mentioning

confidence: 99%

Gender differences in sickness absence – the contribution of occupation and workplace

Laaksonen¹,

Mastekaasa²,

Martikainen³

et al. 2010

Scand J Work Environ Health

119

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mentioning

confidence: 99%

Gender differences in sickness absence – the contribution of occupation and workplace

Laaksonen¹,

Mastekaasa²,

Martikainen³

et al. 2010

Scand J Work Environ Health

119

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“…Lower work domain satisfaction compared to job satisfaction may suggest that the job contributes more positively to the person's life and well-being than non-job work activities. A possible explanation might be that in previous research, the prevalent non-job work people typically engaged in was housework, which is well-recognized as less satisfying than other types of work activities (e.g., Eichler & Matthews, 2007;Evansa & Steptoeb, 2002;Gjerdingen et al, 2001Gjerdingen et al, , 2005 …”

Section: Wdss and Ojsmentioning

confidence: 96%

Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

Bérubé¹,

Donia²,

Gagné³

et al. 2016

IJPS

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We used the samples of six studies to validate the Work Domain Satisfaction Scale (WDSS), a global, five-item and mid-level measure of work domain well-being. English and French versions of the scale were included in the studies to assess the stability of the instrument across these languages. Confirmatory factor analysis yielded a one-factor structure, which was shown invariant across languages and samples. Test-retest reliability of the scale was high, indicating that it measures a stable construct over time. Confirmatory factor analysis also provided evidence that satisfaction with work, measured with the WDSS, is related, but conceptually and empirically distinct from both life satisfaction and job satisfaction. The WDSS was also correlated in predictable ways with affective organizational commitment, a measure of how attached people are to their organizations. Work domain satisfaction also explained a significant amount of variance in affective organizational commitment, beyond job satisfaction. Moreover, the WDSS was positively related to inclusion of work into the self, a psychological variable that reflects the importance of work in the lives of individuals. The results indicate that the WDSS is a reliable, stable, and valid mid-level measure of satisfaction with work as a domain within people's lives.

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“…Delovni napori respondentov Delovne napore smo merili v skladu z modelom zahtev, nadzora in standardizacije opravil, ki je imel postavljenih deset trditev na večstopenjskih merskih lestvicah. Vprašalnik je že bil uporabljen v več raziskavah za raziskovanje značil-nosti določenih poklicev (Karasek 1990, de Jonge, Bosma, Peter in Siegrist 2000, Evans in Steptoe 2002 Steptoe in Joekes 1999). Ta del vprašalnika je vseboval tri trditve, povezane z zahtevami dela (npr.…”

Section: čAs Dela Respondentovunclassified

“…Spremenljivko delovni napori smo izračunali s seštevkom zahtev dela, deljenim s povprečjem postavk nadzora nad delom in standardiziranja dela, to pa smo pomnožili s številom 100. Podobno so delovne napore preverjali že v več raziskavah (Elsass in Veiga 1997, Evans in Steptoe 2002. Izračuni so bili izdelani za vsak primer posebej, ne pa s končnimi povprečji posameznih postavk.…”

Section: čAs Dela Respondentovunclassified

“…Tudi Dular-Markičeva raziskava (2012) je pokazala, da na absentizem vpliva več dejavnikov pri opravljanju dela, med njimi je lahko tudi vrsta poklica. Na podlagi ugotovitev predhodnih raziskav (Bernardi 1997, Williams in Cooper 1998, Evans in Steptoe 2002, Cottini 2012 vzorca medsebojnih odnosov v poklicih z dominacijo enega spola so raziskovalci ugotovili večje delovne napore pri osebah moškega spola, pri čemer je bil v omenjenih raziskavah ta spol v manjšini. V navedenih raziskavah veljajo kot glavni razlog, da so napori za manjšinski spol večji, manj standardizirana opravila, manjša pogajalska moč in večji občutek osamljenosti.…”

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How Hard are Accountants’ Jobs?

Kolar

2012

OurEconomy

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IzvlečekV raziskavi obravnavamo značilnosti opravljanja poklica računovodje. Rezultati raziskave kažejo, da slovenski računovodje delajo v povprečju več ur na teden, kot je povprečje v Sloveniji in 27 državah EU. Proučevanje bolniške odsotnosti respondentov raziskave je pokazalo, da je bolniška odsotnost računovodij v povprečju manjša kot pri drugih poklicih v Sloveniji in tudi v 27 državah EU. Zbrani podatki kažejo, da poklic računovodje za moške ni bolj naporen kot za ženske. Eksplorativna faktorska analiza je razkrila vzroke za delovne napore pri opravljanju poklica računovodje, ki so: velik pritisk nadrejenih na njihovo delo, pomanjkanje avtonomije pri opravilih in pogoste spremembe delovnih nalog. Največjo težavo pri opravljanju poklica računovodje trenutno predstavljajo nenehne spremembe zakonodaje in roki za dokončanje delovnih opravil.Ključne besede: poklic računovodje, delovni čas, spol, bolniška odsotnost, delovni napori AbstractThis paper investigates the characteristics of the accountant's profession. The results of our research indicate that accountants are working more hours per week on average than typically worked in Slovenia and the 27 EU countries. The results of studying the absenteeism of respondents indicated that accountants take fewer sick leaves on average in Slovenia and the 27 EU countries. The collected data show that male accountants have no more of a taxing job than the opposite sex. The results of the exploratory factor analysis indicate the reasons for job efforts of the accounting profession; the great pressure inherent in their work, the lack of autonomy, and frequent changes of tasks and accounting rules. The greatest strains in the profession are caused by the great control at work and the rapid changes of state regulations and timelines for accountants' tasks.Key words: accountant's profession, work time, gender, sick leave, job strain UvodRačunovodje morajo slediti razvoju stroke in se vsak dan spopadati s spremembami pravnih in strokovnih pravil, ki določajo vsebino, naloge in roke njihovega poklicnega vsakdanjika. Ob tem se nam poraja vprašanje, kako têžko je opravljanje poklica računovodje. Ali nenehne spremembe in različni pritiski na delo računovodij zahtevajo tudi povečane napore pri opravljanju poklica? Če so posledice opravljanja poklica računovodje negativne, bi veljalo sprejeti ukrepe za njihovo ublažitev. Četu-di je veliko oz. večina stvari pri vsakem delu potencialno nevarnih za zdravje (Warr 1987, Karasek 1990, Cottini 2012, raziskovalci posvečajo pozornost predvsem izstopajočim temam, kot so vedno nove zahteve, nadzor nad delom, stresni dejavniki, delovni čas in bolniška odsotnost. Tako je nekaj presečnih in longitudinalnih raziskav pokazalo, da so visoke zahteve delodajalcev značilno povezane s psihološko stisko, stresom, bolniško odsotnostjo, slabim počutjem in drugimi zdravstvenimi težavami zaposlenih

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The contribution of gender-role orientation, work factors and home stressors to psychological well-being and sickness absence in male- and female-dominated occupational groups

Cited by 175 publications

References 46 publications

Gender differences in sickness absence – the contribution of occupation and workplace

Gender differences in sickness absence – the contribution of occupation and workplace

Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

How Hard are Accountants’ Jobs?

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