Amber M. Louie

A Systematic Review of the Job-stress Intervention Evaluation Literature, 1990–2005

Abstract Ninety reports of systematic evaluations of job-stress interventions were rated in terms of the degree of systems approach used. A high rating was defined as both organizationally and individually focused, versus moderate (organizational only), and low (individual only). Studies using high-rated approaches represent a growing proportion of the job-stress intervention evaluation literature. Individual-focused, low-rated approaches are effective at the individual level, favorably affecting individual-level outcomes, but tend not to have favorable impacts at the organizational level. Organizationally focused high- and moderate-rated approaches are beneficial at both individual and organizational levels. Further measures are needed to foster the dissemination and implementation of systems approaches to examining interventions for job stress.

Psychosocial and other working conditions in relation to body mass index in a representative sample of Australian workers

BackgroundThe aim of the study was to examine the relationship between psychosocial and other working conditions and body-mass index (BMI) in a working population. This study contributes to the approximately dozen investigations of job stress, which have demonstrated mixed positive and negative results in relation to obesity, overweight and BMI.MethodsA cross-sectional population-based survey was conducted among working Australians in the state of Victoria. Participants were contacted by telephone from a random sample of phone book listings. Information on body mass index was self-reported as were psychosocial work conditions assessed using the demand/control and effort/reward imbalance models. Other working conditions measured included working hours, shift work, and physical demand. Separate linear regression analyses were undertaken for males and females, with adjustment for potential confounders.ResultsA total of 1101 interviews (526 men and 575 women) were completed. Multivariate models (adjusted for socio-demographics) demonstrated no associations between job strain, as measured using the demand/control model, or ERI using the effort/reward imbalance model (after further adjustment for over commitment) and BMI among men and women. Multivariate models demonstrated a negative association between low reward and BMI among women. Among men, multivariate models demonstrated positive associations between high effort, high psychological demand, long working hours and BMI and a negative association between high physical demand and BMI. After controlling for the effort/reward imbalance or the demand/control model, the association between physical demand and working longer hours and BMI remained.ConclusionAmong men and women the were differing patterns of both exposures to psychosocial working conditions and associations with BMI. Among men, working long hours was positively associated with higher BMI and this association was partly independent of job stress. Among men physical demand was negatively associated with BMI and this association was independent of job stress.

Job stress as a preventable upstream determinant of common mental disorders: A review for practitioners and policy-makers

Abstract There is growing recognition of the important role of mental health in the workforce and in the workplace. At the same time, there has been a rapid growth of studies linking job stress and other psychosocial working conditions to common mental disorders, and a corresponding increase in public concern media attention to job stress and its impact upon worker health and well-being. This article provides a summary of the relevant scientific and medical literature on this topic for practitioners and policy-makers. It presents a primer on job stress concepts, an overview of the evidence linking job stress and common mental disorders, a summary of the intervention research on ways to prevent and control job stress, and a discussion of the strengths and weakness of the evidence base. We conclude that there is strong evidence linking job stress and common mental disorders, and that it is a substantial problem on the population level. On a positive note, however, the job stress intervention evidence also shows that the problem is preventable and can be effectively addressed by a combination of work- and worker-directed intervention.

The impact of psychosocial work conditions on attempted and completed suicide among western Canadian sawmill workers

Background: Using a large cohort of western Canadian sawmill workers (n=28,794), the association between psychosocial work conditions and attempted and completed suicide was investigated. Methods: Records of attempted and completed suicide were accessed through a provincial hospital discharge registry to identify cases that were then matched using a nested case control method. Psychosocial work conditions were estimated by expert raters using the demand—control model. Univariate and multivariate conditional logistic regression was used to estimate the association between work conditions and suicide. Results: In multivariate models, controlling for sociodemographic (marital status, ethnicity) and occupational confounders (job mobility and duration), low psychological demand was associated with increased odds for completed suicide, and low social support was associated with increased odds for attempted suicides. Conclusions: This study indicates that workers with poor psychosocial working conditions may be at increased risk of both attempted and completed suicide.

Psychosocial and other working conditions: Variation by employment arrangement in a sample of working Australians†

BACKGROUND The evidence linking precarious employment with poor health is mixed. Self-reported occupational exposures in a population-based Australian sample were assessed to investigate the potential for differential exposure to psychosocial and other occupational hazards to contribute to such a relationship, hypothesizing that exposures are worse under more precarious employment arrangements (EA). METHODS Various psychoscial and other working conditions were modeled in relation to eight empirically derived EA categories with Permanent Full-Time (PFT) as the reference category (N = 925), controlling for sex, age, and occupational skill level. RESULTS More precarious EA were associated with higher odds of adverse exposures. Casual Full-Time workers had the worst exposure profile, showing the lowest job control, as well as the highest odds of multiple job holding, shift work, and exposure to four or more additional occupational hazards. Fixed-Term Contract workers stood out as the most likely to report job insecurity. Self-employed workers showed the highest job control, but also the highest odds of long working hours. CONCLUSIONS Psychosocial and other working conditions were generally worse under more precarious EA, but patterns of adverse occupational exposures differ between groups of precariously employed workers.

Unwanted sexual advances at work : variations by employment arrangement in a sample of working Australians

Objective: We tested the hypothesis that the risk of experiencing unwanted sexual advances at work (UWSA) is greater for precariously‐employed workers in comparison to those in permanent or continuing employment.

Stakeholder perceptions of job stress in an industrialized country: implications for policy and practice.

We used a secondary, qualitative analysis of stakeholder perceptions of work stress in Australia to characterize the context for policy and practice intervention. Themes included: Individual versus contextual descriptions of stress; perceived ‘gender’ differences in manifesting and reporting of stress; the work/home interface; and perceived sectoral and occupational differences in compensation claim rates. We found that people often still perceive stress as an individual rather than organizational problem and view work stress as a stereotypically feminine weakness that affects only certain people. Organizations downplay and overlook risks, increasing worker reluctance to report stressors, creating barriers to job stress interventions. Our study may be relevant to other industrial countries where researchers currently study job stress interventions to improve their effectiveness. Comprehensive approaches can increase knowledge and decrease stigma about job stress and mental illness, and target both work- and non-work-related influences on mental health.

Potential barriers to engineered noise control in food and beverage manufacturing in British Columbia, Canada: A qualitative study

Abstract Objective: Noise is probably the most ubiquitous of occupational hazards. While many jurisdictions require hearing conservation programs (HCP), the most effective intervention—engineered noise controls (ENC)—is rarely implemented. We used a qualitative study design to investigate barriers to the implementation of ENC. Design & study sample: Fifty-five individuals at eight food and beverage manufacturers participated. In-depth interviews were conducted and analysed using grounded theory techniques. HCP audits provided contextual information. Results: None of the companies had fully implemented HCP as required by regulation. Many factors emerged as possible barriers to the implementation of engineered noise control, including: poor knowledge of relevant regulations, noise reduction options and the health impacts of noise; weak technical skills and experience; low ranking of noise as a hazard by stakeholders; issues around job insecurity, weak language skills; lack of ‘quiet’ machine options and information from equipment manufacturers; poor employer-regulator relationships; barriers to employee-employer reporting; informal valuation of ENC costs; and feasibility issues. Conclusions: Potential barriers to the implementation of ENC were identified, and classified at three levels at which they operated. Many barriers could be addressed by a more rigorous application of existing HCP regulation and improvements in education, technical support, and regulatory enforcement.