Dorota Merecz

Aggression at the workplace--psychological consequences of abusive encounter with coworkers and clients.

OBJECTIVES The aim of the study was to evaluate the consequences of the exposure to workplace aggression from coworkers and clients. MATERIALS AND METHODS Participants belonged to two professional groups: nurses (N = 1163) and public service workers (N = 391). Aggression from coworkers and clients/patients was analysed separately. Several multiple regression models were tested to assess the effect of work-related aggression experienced by the subjects on their job satisfaction, professional functioning and mental health status. The frequency and type of violent behaviours against employee was measured by Exposure to Workplace Aggression Questionnaire (EWAQ), level of burnout was determined by Maslach Burnout Inventory (MBI), mental health status by General Health Questionnaire (GHQ-28), and the level of work satisfaction was measured by 22-items survey, developed at NIOM Work Psychology Department. In the regression models, several possible confounders were controlled (sex, age, individual direct reaction to aggressive act, and physical health status). RESULTS Results of our study point to adverse consequences of exposure to aggression at workplace, irrespective of its source. Employees experiencing workplace aggression are less satisfied with work, show symptoms of burnout, and their general health is poorer. CONCLUSION We assume that aggression towards coworkers by peers and supervisors, as the phenomenon reflecting quality of long term interpersonal relationships, may affect health and functioning of workers stronger than a single incident in the short term contacts with clients. Aggression from clients usually results in compassion of peers, and it is perceived as the organisational problem that should be solved. On the contrary, dealing with an aggressive coworker usually is perceived as employees own business and results in the sense of unfairness and isolation.

RELATIONSHIP BETWEEN PERSON-ORGANIZATION FIT AND OBJECTIVE AND SUBJECTIVE HEALTH STATUS (PERSON-ORGANIZATION FIT AND HEALTH)

ObjectvePerson-Environment fit (P-E fit) paradigm, seems to be especially useful in explaining phenomena related to work attitudes and occupational health. The study explores the relationship between a specific facet of P-E fit as Person-Organization fit (P-O fit) and health.Materials and MethodsResearch was conducted on the random sample of 600 employees. Person-Organization Fit Questionnaire was used to asses the level of Person-Organization fit; mental health status was measured by General Health Questionnaire (GHQ-28); and items from Work Ability Index allowed for evaluation of somatic health. Data was analyzed using non parametric statistical tests. The predictive value of P-O fit for various aspects of health was checked by means of linear regression models.ResultsA comparison between the groups distinguished on the basis of their somatic and mental health indicators showed significant differences in the level of overall P-O fit (χ2 = 23.178; p < 0.001) and its subdimensions: for complementary fit (χ2 = 29.272; p < 0.001), supplementary fit (χ2 = 23.059; p < 0.001), and identification with organization (χ2 = 8.688; p = 0.034). From the perspective of mental health, supplementary P-O fit seems to be important for men’s well-being and explains almost 9% of variance in GHQ-28 scores, while in women, complementary fit (5% explained variance in women’s GHQ score) and identification with organization (1% explained variance in GHQ score) are significant predictors of mental well-being. Interestingly, better supplementary and complementary fit are related to better mental health, but stronger identification with organization in women produces adverse effect on their mental health.onclusionsThe results show that obtaining the optimal level of P-O fit can be beneficial not only for the organization (e.g. lower turnover, better work effectiveness and commitment), but also for the employees themselves. Optimal level of P-O fit can be considered as a factor maintaining workers’ health. However, prospective research is needed to confirm the results obtained in this exploratory study.

Burnout and demographic characteristics of workers experiencing different types of work-home interaction

ObjectivesThe purpose of this study was to explore configurations of positive versus negative interactions between work and home (WHI) and their relation to burnout and demographic characteristics.Material and MethodsSample of 533 Polish workers were interviewed by means of self-administered questionnaires (SWING and MBI-GS). Demographic and work characteristics were also controlled.ResultsCluster analysis distinguished 5 types of WHIs: positive WHI (18%), negative WHI (15.9%), no interaction (29.3%), mutual positive interactions (15.4%) and positive HWI (21.4%). The quality of WHI was associated with number of work hours and tenure at main place of employment. The effect of gender on the quality of work-home interaction was not significant. Configuration of WHIs affected the level of burnout. Again, there was no significant difference between men and women in terms of burnout and its sub-dimensions. The least burned-out were people from positive WHI, positive HWI and mutual positive interaction groups. The most burned-out were people who experienced negative WHI the most often. In this group, predominance of men working more than 10 h per day was observed. The majority of study group (71%) experienced rather integration than segmentation of both spheres.ConclusionsOur results suggest that segmentation is not an universal and effective strategy of coping with work and home demands — it may prevent the positive home-work spillover, which can be buffer or remedy against stress or burnout. We consider cluster analysis the appropriate method in research on relation to work-family balance issue, which may be useful in unraveling relationships between this phenomenon and attitudes and behaviors.

Person-organization fit and organizational identification as predictors of positive and negative work-home interactions

ObjectivesThe aim of the presented research was to explore the links between complementary and supplementary dimensions of Person-Organization fit (P-O fit), organizational identification (OI) and negative (WHI−) versus positive (WHI+) work-home interactions. It was assumed that both complementary and supplementary P-O fit and OI were positively related to WHI+ and negatively to WHI−.Materials and MethodsThe study was conducted on a large sample of Polish blue and white collar workers. The subjects were interviewed by means of questionnaires measuring: supplementary and complementary dimensions of P-O fit, OI and WHI. General work ability and demographic variables were also controlled in the study, and statistical analysis of ANOVA, pairwise comparison as well as regression were performed.ResultsP-O fit and OI differentiated the subjects in terms of WHI. For women supplementary fit was a significant predictor of WHI− and explained 12% of its variance, for men it was complementary fit with the number of working days per week and the level of education, which explained 22% of variance. Supplementary fit and OI explained 16% of WHI+ variance in women; OI, tenure at the main place of employment and the level of education explained 8% of WHI+ variance in men.ConclusionsIt has been proven that not only are the effects of P-O fit and OI limited to the work environment but they also permeate boundaries between work and home and influence private life — good level of P-O fit and good OI play facilitating role in the positive spillover between work and home. Gender differences in the significance and predictive values of P-O fit and OI for WHI were also found. The innovative aspect of the work is the inclusion of P-O fit and OI in the range of significant predictors of work-home interaction. The results can serve as rationale for employers that improvement of P-O fit and employees’ organizational identification should be included in work-life balance programs.

Effect of a 10-week yoga programme on the quality of life of women after breast cancer surgery

Aim of the study The following research is aimed at determining the effect of yoga on the quality of life of women after breast cancer surgery. Material and methods A 10-week yoga programme included 90-minute yoga lessons once a week. To estimate the quality of life, questionnaires developed by the European Organisation for Research and Treatment of Cancer (QLQ-C30 and QLQ-BR23) were used. An experimental group consisted of 12 women who practised yoga, a control group – of 16 women who did not. Between groups there were no differences in age, time from operation and characteristics associated with disease, treatment and participation in rehabilitation. Results Our results revealed an improvement of general health and quality of life, physical and social functioning as well as a reduction of difficulties in daily activities among exercising women. Also their future prospects enhanced – they worried less about their health than they used to before participating in the programme. As compared to baseline, among exercising women, fatigue, dyspnoea and discomfort (pain, swelling, sensitivity) in the arm and breast on the operated side decreased. Conclusions Participation in the exercising programme resulted in an improvement of physical functioning, reduction of fatigue, dyspnoea, and discomfort in the area of the breast and arm on the operated side. Based on our results and those obtained in foreign studies, we conclude that rehabilitation with the use of yoga practice improves the quality of life of the patients after breast cancer surgery. However, we recommend further research on this issue in Poland.

Predictors of short- and long-term sickness absence in female post office workers in Poland

BACKGROUND The aim of this study was to highlight major predictors of the frequency of sickness absence in a group of workers directly involved in customer service. MATERIAL AND METHODS The study was carried out on a random sample of 229 women employed as assistants and clerks in post offices. The survey was based on the Subjective Work, Health Status and Life Style Characteristics Questionnaire, and sickness absence data for the years 2004-2006. RESULTS The negative binominal regression model of sickness absence risk revealed the following significant predictors of short-term absence spells (1-29 days): 1) marital status, sickness absence risk for single women was (rate ratio (RR)) = 1.56 (95% confidence interval (CI): 1.01-2.39) vs. married women; 2) post offices employing 7 workers had a rate ratio of sickness absence of 1.6 (95% CI: 1.04-2.42); 13-25 workers - RR = 2.03 (95% CI: 1.41-2.93); > 25 workers - RR = 1.82 (95% CI: 1.15-2.88) compared with an average number of 8-12 workers; 3) shift work, RR = 1.57 (95% CI: 1.14-2.14); 4) breaks from work - the risk of absence in the case of any breaks amounted to RR = 1.5 (95% CI: 1.07-2.07) in comparison with the statutory breaks; 5) self-rated health reported as moderate relative to good health, RR = 1.71 (95% CI: 1.26-2.32); and 6) occurrence of respiratory diseases resulted in the risk of RR = 1.51 (95% CI: 1.08-2.08). The Poisson regression model of long-term sickness absence spells (≥ 30 days) revealed the following significant predictors: 1) number of clients per shift: 51-100 clients, RR = 3.62 (95% CI: 1.07-22.6) compared with a lower number of clients; 2) self-rated health, assessed as moderate, RR = 1.97 (95% CI: 1.06-3.78) and 3) household chores performed for at least 4 h a day, RR = 0.4 (95% CI: 0.18-0.79). CONCLUSIONS Association between sickness absence and workload as well as work organization indicates directions of corrective actions, which could reduce the scale of the problem.