Stavroula Leka

Work Factors Related to Psychological and Health-Related Distress Among Employees with Chronic Illnesses

Objective: This study examined specific psychosocial factors associated with psychological and health-related distress amongst employees reporting different chronic illnesses. Methods: The sample consisted of 1029 employees managing either musculoskeletal pain (n=324), arthritis and rheumatism (n=192), asthma (n=174), depression and anxiety (n=152), heart disease (n=96) or diabetes (n=91). Information on psychological distress, work limitations, illness management, disclosure, absence, presenteeism, support and demographic factors were obtained through self-administered questionnaires. Results: Both low psychological well-being and high health-related distress were associated with an increase in work limitations (β=0.20, SE=.03; and β=0.19, SE=.01, respectively), poorer management of illness symptoms at work (β=−0.17, SE=.12; and β=−0.13, SE=.02), high presentieesm (β=0.19, SE=.25; and β=0.14, SE=.05) and low workplace support (β=−0.05, SE=.22; and β=−0.12, SE=.05). Health-related distress was additionally associated with disclosure of illness at work (β=0.18, SE=.08) and long-term sickness absence (β=0.10, SE=.06). Conclusions: To enable individuals to effectively manage both their illness and their work without serious repercussions, it is important for both healthcare professionals and employers alike, to improve the well-being of workers with chronic illness by supporting and facilitating their efforts to over-come health-related limitations at work.

Work-place social capital and smoking cessation: The Finnish Public Sector Study

AIMS To examine whether high social capital at work is associated with an increased likelihood of smoking cessation in baseline smokers. DESIGN Prospective cohort study. SETTING Finland. PARTICIPANTS A total of 4853 employees who reported to be smokers in the baseline survey in 2000-2002 (response rate 68%) and responded to a follow-up survey on smoking status in 2004-2005 (response rate 77%). MEASUREMENTS Work-place social capital was assessed using a validated and psychometrically tested eight-item measure. Control variables included sex, age, socio-economic position, marital status, place of work, heavy drinking, physical activity, body mass index and physician-diagnosed depression. FINDINGS In multi-level logistic regression models adjusted for all the covariates, the odds for being a non-smoker at follow-up were 1.26 [95% confidence interval (CI)=1.03-1.55] times higher for baseline smokers who reported high individual-level social capital than for their counterparts with low social capital. In an analysis stratified by socio-economic position, a significant association between individual-level social capital and smoking cessation was observed in the high socio-economic group [odds ratio (OR) (95% CI)=1.63 (1.01-2.63)], but not in intermediate [(OR=1.10 (0.83-1.47)] or low socio-economic groups [(OR=1.28 (0.86-1.91)]. Work unit-level social capital was not associated with smoking cessation. CONCLUSIONS If the observed associations are causal, these findings suggest that high perceived social capital at work may facilitate smoking cessation among smokers in higher-status jobs.

Policy-level interventions and work-related psychosocial risk management in the European Union

Abstract There exists a substantial degree of diversity across strategies to prevent and manage work-related psychosocial risks and their associated health effects. Whereas it is common to distinguish between organizational and individual interventions, the important level of policy-level interventions has been largely neglected in the mainstream academic literature. Despite a number of significant developments towards the management of psychosocial risks that have been achieved at the policy level in the European Union (EU), these initiatives have not had the impact anticipated both by experts and policy makers. This paper discusses the policy context to the management of work-related psychosocial risks in the EU, identifying major achievements and challenges in relation to policy and practice. It draws on the findings of the PRIMA-EF project, a policy-oriented research programme funded by the European Commissions 6th Framework Programme for Research. It is concluded that although a common policy context in the area of psychosocial risk management has developed in the EU, there still exists great variation in the translation of these initiatives into practice in different EU member states. Moreover, evaluation in this area is sporadic, even though it could inform the way forward as concerns both policy and practice developments.

Work, employment and mental health in Europe

In May 2004 the World Health Organization (WHO European Region) called a consultation meeting of its Collaborating Centres in Occupational Health to discuss mental health in the workplace. The meeting took place in Copenhagen. This paper presents an interpretation of the discussion that took place and the thinking that developed as a result. It was argued that increased interest and research and improved practice in the area of occupational mental health are required to promote good mental health in the European population. A framework of risk management and prevention based on sound evidence and good understanding could provide the basis for the translation of existing research knowledge into effective practice.

The development of the European Framework for Psychosocial Risk Management: PRIMA-EF

The Development of the European Framework for Psychosocial Risk Management: PRIMA‐EF: Stavroula Leka, et al. Institute of Work, Health and Organisations, University of Nottingham, UK—Aim: This paper presents the development process of the European framework for psychosocial risk management (PRIMA‐EF). It also summarises and discusses key indings of research conducted through this policy‐orientated research programme.

European social dialogue on psychosocial risks at work: Benefits and challenges

In many European countries, psychosocial risks such as work-related stress, violence, bullying and harassment have become major concerns for occupational safety and health. Has the development of instruments and approaches to meet these challenges kept pace? This article examines the role of European social dialogue as a relatively novel mode of regulation (‘soft law’) in the field of psychosocial risks, considering also the changing political and economic context of the enlarged EU. Although some progress has been achieved, diverging stakeholder perspectives and structural weaknesses still pose serious challenges to effective social dialogue in this area. We draw on the results of a recently completed project on psychosocial risk management, including the findings of a European stakeholder survey among experts in occupational safety and health.

Psychosocial Risks: Is Risk Management Strategic Enough in Business and Policy Making?

Background In times of continuous change and volatile markets, organizations are increasingly characterized by downsizing, work intensification, and resource rationalization. This has resulted in diversification, and the emergence of new risks within the field of occupational health and safety, with an important impact. This paper focuses on one such type of risk in the modern workplace—psychosocial risks. The current study aimed to explore stakeholder perspectives, regarding the extent to which psychosocial risks are incorporated into strategic risk management practices, at both the business and policy level. Methods Semi-structured interviews were conducted with 14 professionals, representing employer, expert, policy maker, and trade union stakeholder perspectives. Results It was found that the majority of organizations do not sufficiently, if at all, understand and incorporate psychosocial risks into strategic decision making, whereby the key barrier related to practical difficulties of not knowing how to manage psychosocial risks adequately. Conclusion The study found that there is a need to close the gap between policy and practice on a number of levels. Future recommendations comprise a policy framework and infrastructure underpinned by educational initiatives, partnerships, and networks to drive a shift in attitudes toward recognizing the duality of the concept of risk (including both potential negative and positive outcomes) and moving beyond simple regulatory compliance.

Investigating the impact of psychosocial risks and occupational stress on psychiatric hospital nurses' mental well-being in Japan

A cross-sectional survey was conducted, with the aim to examine what stressors in the workplace and demographic factors were associated with signs and symptoms of poor well-being among psychiatric nurses. A structured questionnaire was distributed to nurses within six psychiatric hospitals in Japan. Information was collected on demographic information, work characteristics and two dimensions of well-being: feeling uptight and emotional exhaustion. Three hundred and sixty-one questionnaires were completed by participants. High rates of emotional exhaustion in psychiatric nurses were found to be predicted by young age, high psychological demands paired with low social support in the workplace, job strain (a proxy to occupational stress) and job strain paired with low social support. In addition, high rates of being tense/uptight were associated with high psychological job demand, low psychological job control, low social support in the workplace, high job strain and high job strain paired with low social support. The current study has found evidence of significant relationships between demographic factors and several work and organizational stressors and poor mental health among Japanese psychiatric nurses.

A European Framework to Address Psychosocial Hazards

A European Framework to Address Psychosocial Hazards: Stavroula Leka, et al. Institute of Work, Health and Organisations, University of Nottingham, UK—Over the past decades, emphasis has been placed on the changing nature of work and new forms of risk that could negatively affect employee health and safety. These are mainly associated with new types of occupational hazards that have been termed psychosocial. Issues such as work‐related stress, bullying and harassment are now receiving attention on a global basis and efforts have been made to address them at the workplace level. However, it has been acknowledged that despite developments of policy in this area, there still appear to be a broad science‐policy gap and an even broader one between policy and practice. The WHO Network of Collaborating Centers in Occupational Health has, since the late 1990s, been supporting a dedicated program of work on psychosocial factors and work‐related stress. Part of the Networks work is currently focusing on the translation of existing knowledge into practice in the area of psychosocial risk management. This program has identified that the optimum way forward lies in the development of a European framework for psychosocial risk management. This framework will serve as the basis for coordination of research activities and preventive action with an emphasis on evidence based interventions and best practice on an international basis.

Perceptions of psychosocial hazards, work-related stress and workplace priority risks in developing countries.

Perceptions of Psychosocial Hazards, Work‐related Stress and Workplace Priority Risks in Developing Countries: Evelyn Kortum, et al. Institute of Work, Health and Organisations, University of Nottingham, UK—