The Work-Health-Check (WHC): a brief new tool for assessing psychosocial stress in the workplace.

OBJECTIVE: Brief, psychometrically robust questionnaires assessing work-related psychosocial stressors are lacking. The purpose of the study is to evaluate the psychometric properties of a brief new questionnaire for assessing sources of work-related psychosocial stress. PARTICIPANTS: Managers, blue- and white-collar workers (n= 628 at measurement point one, n=459 at measurement point two), sampled from an online panel of a German marketing research institute. METHODS: We either developed or identified appropriate items from existing questionnaires for ten scales, which are conceptually based in work stress models and reflected either work-related demands or resources. Factorial structure was evaluated by confirmatory factor analyses (CFA). Scale reliability was assessed by Cronbach's Alpha, and test-retest; correlations with work-related efforts demonstrated convergent and discriminant validity for the demand and resource scales, respectively. Scale correlations with health indicators tested criterion validity. RESULTS: All scales had satisfactory reliability (Cronbach's Alpha: 0.74-0.93, retest reliabilities: 0.66-0.81). CFA supported the anticipated factorial structure. Significant correlations between job-related efforts and demand scales (mean r=0.44) and non-significant correlations with the resource scales (mean r=0.07) suggested good convergent and discriminant validity, respectively. Scale correlations with health indicators demonstrated good criterion validity. CONCLUSION: The WHC appears to be a brief, psychometrically robust instrument for assessing work-related psychosocial stressors.

Work-related stress, inability to relax after work and risk of adult asthma: a population-based cohort study.

BACKGROUND: There is an extensive literature linking stressful work conditions to adverse health outcomes. Notwithstanding, the relationship with asthma has not been examined, although various other measures of psychological stress have been associated with asthma. Therefore, we aimed to investigate the relation between work stress and asthma prevalence and incidence. METHODS: We used data from a population-based cohort study (n = 5114 at baseline in 1992-1995 and n = 4010 at follow-up in 2002/2003). Asthma was measured by self-reports. Two scales that assessed psychologically adverse work conditions were extracted from a list of work-condition items by factor analysis (these scales were termed 'work stress' and 'inability to relax after work'). For each scale, the derived score was employed both as continuous z-score and as categorized variable in analyses. Associations with asthma were estimated by prevalence ratios (PRs) and risk ratios (RRs) using Poisson regression with a log-link function adjusting for demographics, health-related lifestyles, body mass index and family history of asthma. Analyses were restricted to those in employment (n = 3341). RESULTS: Work stress and inability to relax z-scores were positively associated with asthma prevalence (PR = 1.15, 95%CI = 0.97, 1.36 and PR = 1.43, 95%CI = 1.12, 1.83, respectively). Prospective analyses using z-scores showed that for each 1 standard deviation increase in work stress and inability to relax, the risk of asthma increased by approximately 40% (RR for work stress = 1.46, 95%CI = 1.06, 2.00; RR for inability to relax = 1.39, 95%CI = 1.01, 1.91). Similar patterns of associations were observed in analyses of categorized exposures. CONCLUSIONS: This is the first study to show a cross-sectional and longitudinal association of work stress with asthma.

Gender moderates the health-effects of job strain in managers.

PURPOSE: To investigate cross-sectional associations between main, interactive and gender-dependent effects of the demand-control-support (DCS) model and subjective health in managers. METHODS: Data of 424 German, Austrian and Swiss managers were collected at leadership seminars and through presentation of the study at meetings of staff managers and senior executives. Hierarchical regression models controlling for age, hierarchy and non-linear relationships were computed to assess associations between main, interactive and gender-dependent effects of the DCS dimensions (measures of job demands, job control, social support) and subjective health (measures of self rated health and psychosomatic complaints). RESULTS: Social support was associated with both indicators of subjective health. Inconsistent results were obtained for the main effects of job demands and job control. Concerning the interaction effects of the model, a significant three-way interaction was observed: high job control and high social support seem to buffer the adverse health effects of high job demands. This interaction was moderated by gender. Female managers experience more psychosomatic complaints working in high demand, low control, low support settings than their male colleagues. While women seem to experience a higher buffering effect from social support than from job control, male managers may benefit equally from social support and job control. CONCLUSIONS: In managers, gender moderates the health-related effects of the psychosocial work environment. The gender-dependent effects of the DCS model may play a crucial role in the understanding of female managers' adverse health perceptions. Increasing social support for female managers may help to overcome gender inequalities in management positions.