Work–family conflict and depressive complaints among Dutch employees: examining reciprocal
                    associations in a longitudinal study

Bergs, Yoy; Hoofs, Huub; Kant, IJmert; Slangen, J. J. M.; Jansen, Nicole

doi:10.5271/sjweh.3658

Cited by 29 publications

(28 citation statements)

References 39 publications

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“…Unfortunately, we could not estimate the effect of private-life roles interfering with work on cardiovascular health. Research shows that these reciprocal forms of conflicts, WLC and Life-Work Conflict, are distinct but related constructs [ 37 ]. Conflicts arising from private-life factors may have different effects on health.…”

Section: Discussionmentioning

confidence: 99%

“…Conflicts arising from private-life factors may have different effects on health. For example, Bergs et al [ 37 ] found conflicts arising from private life had an effect on later depressive complaints, while conflicts arising from work did not. Also, we have no information on the effects of work facilitating private-life roles ("work-life balance"), which is also considered a distinct dimension of the interaction between work and private life [ 15 ].…”

Section: Discussionmentioning

confidence: 99%

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Work-life conflict and cardiovascular health: 5-year follow-up of the Gutenberg Health Study

et al. 2021

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Introduction Work-life conflicts (WLC) may impact health, but few studies prospectively consider the impact of WLC on objective outcomes such as cardiovascular disease. Using data from the Gutenberg Health Study (GHS), we examined if WLC at baseline was associated with an increased five-year incidence of cardiovascular events (myocardial infarct, stroke, atrial fibrillation, peripheral artery disease, coronary artery disease, chronic heart failure, sudden cardiac death). We also considered if WLC was associated with incident hypertension and arterial stiffness and if the effects of WLC on cardiovascular health differ for men and women. Methods A working subsample of the 15,010 GHS cohort participants completed the Copenhagen Psychosocial Questionnaire, which included five "work-privacy conflict" questions at baseline and at the five-year follow-up. Relative risks for incident hypertension due to increased WLC at baseline (WLC scores exceeding 60 out of 100) were estimated with Poisson regression in the subgroup of participants without hypertension at baseline (n = 2426). Categories of WLC at baseline and follow-up were also used to examine the risk of hypertension due to chronic/recurrent WLC. In this subgroup, we also examined the association between WLC as a continuous score ranging from 0 to 100 with change to arterial stiffness after five years using linear regression. Hazard ratios were estimated for incident cardiovascular events in a larger subsample of participants without prevalent cardiovascular disease at baseline (n = 3698) using Cox regression. We used various multivariable regression models to adjust for sex, age, socioeconomic status, occupational, household, and cardiovascular risk factors. Results We found no association between WLC and incident hypertension or increased arterial stiffness. The fully-adjusted relative risk for WLC >60 at baseline and hypertension was 0.93 (95% 0.74–1.17). The risk of hypertension due to chronic/recurrent WLC >60 was increased but not statistically significant (RR = 1.13, 95% CI 0.83–1.54). Overall, hazard ratios for incident cardiovascular events were also not increased. However, stratifying the results by sex resulted in a hazard ratio of 1.47 (95% CI 0.54–3.98) for incident cardiovascular disease among women in the fully adjusted model. Conclusions Although our results were not statistically significant, they indicate that WLC is negatively impacting the cardiovascular health of women. While these results need to be confirmed with additional research and a longer follow-up, interventions to prevent WLC will promote health and could be especially beneficial for women.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Work-life conflict and cardiovascular health: 5-year follow-up of the Gutenberg Health Study

et al. 2021

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“…Les conséquences de ces conflits, notamment en lien avec l'insatisfaction dans la vie conjugale et familiale et les loisirs, ainsi qu'en lien avec l'épuisement, l'anxiété, la dépression, le stress et les troubles du sommeil, sont bien documentées (Davis et al, 2017;Kossek et al, 2011;Mansour et Mohanna, 2018). Sur le plan organisationnel, les répercussions concernent surtout la dégradation du climat de travail, la diminution du rendement, de la motivation et de l'implication et une augmentation des accidents du travail, des maladies professionnelles et des invalidités au travail (Bergs et al, 2018;Duxbury et Higgins, 2012;Mansour et Tremblay, 2018;McCutcheon et Morrison, 2017). Le conflit travail-vie personnelle peut nuire également à la qualité des services, particulièrement dans le secteur hôtelier où elle est un avantage concurrentiel (Mansour et Mohanna, 2018).…”

Section: Le Conflit Travail-vie Personnelleunclassified

“…Le conflit travail-vie personnelle peut nuire également à la qualité des services, particulièrement dans le secteur hôtelier où elle est un avantage concurrentiel (Mansour et Mohanna, 2018). Au sens plus large, les conflits entre le travail et la vie personnelle ont des impacts négatifs sur la société, plus particulièrement, sur le système de santé avec une augmentation des consultations médicales, des visites à l'urgence et des chirurgies (Bergs et al, 2018).…”

Section: Le Conflit Travail-vie Personnelleunclassified

“…Maintes études ont démontré les conséquences néfastes du conflit travail-vie personnelle sur les individus (Davis et al, 2017; Institut de la statistique du Québec, 2016;Mihelic et Tekavcic, 2014;Molino et al, 2013), sur les familles (Hoffman, et al, 2017; Institut de la statistique du Québec, 2016), sur les milieux de travail (Mansour et Tremblay, 2018;Schieman et al, 2018) ainsi que sur le système de santé (Baur et al, 2018;Bergs et al, 2018). Ces constats préoccupants incitent les acteurs du monde du travail (personnes en emploi, employeurs, syndicats) à chercher des solutions au conflit travail-vie personnelle.…”

Section: Introductionunclassified

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L’ autoformation à l’harmonisation travail-vie personnelle : une action concertée des personnes en emploi, des employeurs et des syndicats

2021

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Cet article documente les avantages et les limites d’une démarche d’autoformation à l’harmonisation travail-vie personnelle (HTVP) destinée aux personnes en emploi, aux employeurs et aux syndicats1. Les résultats suggèrent une diminution du conflit et une augmentation de l’enrichissement travail-vie personnelle chez les personnes en emploi, lorsque les employeurs et les représentants syndicaux ont été sensibilisés et outillés en matière d’HTVP. L’autoformation constitue un outil de gestion des ressources humaines pour améliorer la qualité de vie au travail, pour se démarquer et pour développer une culture organisationnelle favorable à l’HTVP. Les limites de l’autoformation sont le manque de temps et de ressources pour s’engager dans une démarche autogérée.

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Working hours, side work, and depressive symptoms in physicians: A nationwide cross-sectional study in Japan

Okawara

Ishimaru

Yoshikawa

et al. 2022

Journal of Occupational Health

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Objectives Long working hours in Japan is a social concern. This is also true for the working hours of physicians, who often do side work in addition to working at their main hospital. New physician work regulations to be implemented in Japan require work‐hour management, including side work. This study examined the association between physicians' overtime and side work hours and their health outcomes. Methods We conducted a cross‐sectional study using data from a survey of working physicians conducted by the Japan Medical Association from 2021 to 2022. Questionnaires completed by 2906 full‐time working physicians aged 24–69, excluding junior resident doctors, were analyzed. Depressive symptoms and the presence of thoughts of death or suicide using the Quick Inventory of Depressive Symptomatology ‐ Japanese version was used to assess health outcomes. Logistic regression analysis was performed using overtime at the main place of employment and side work hours as exposure factors. Results Both depressive symptoms and thoughts of death or suicide increased in the group with longer overtime hours at the main place of work. A similar tendency was observed for side work but adjusting for overtime hours eliminated the association. In other words, total working hours had an impact on health, regardless of whether overtime work at the main place of employment or side work. Conclusions Despite the existence of multiple hurdles to managing working hours, including side work, the working environment for physicians needs to be improved to protect their health and quality of medical care.

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Work–family conflict and depressive complaints among Dutch employees: examining reciprocal associations in a longitudinal study

Cited by 29 publications

References 39 publications

Work-life conflict and cardiovascular health: 5-year follow-up of the Gutenberg Health Study

Work-life conflict and cardiovascular health: 5-year follow-up of the Gutenberg Health Study

L’ autoformation à l’harmonisation travail-vie personnelle : une action concertée des personnes en emploi, des employeurs et des syndicats

Working hours, side work, and depressive symptoms in physicians: A nationwide cross-sectional study in Japan

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