Psychosocial stressors and well-being in health care workers. The impact of an intervention program.

There have been few prospective studies of the impact of workplace interventions on employee and organizational well-being within health care settings. This study was conducted at a large regional hospital in Sweden in 1994 with a follow-up in 1995. Effects of a structured organizational and staff intervention program on perceived psychosocial work quality, supporting resources and self-reported health and well-being were evaluated. Based on department-specific results from the baseline assessment in 1994, each department formulated their own improvement goals. They also made their own decisions on relevant improvement activities. Since there was no formal reference group in this study, departments with high and low rating levels, respectively, with regard to intervention activities were compared. Despite an overall worsening in most of the measures most likely due to a notice of 20% staff reduction prior to the follow-up assessment, the intervention appeared to have attenuated negative changes in the high as compared with the low activity group. Manager-rated impact of the program as well as positive staff attitudes and staff involvement in the enhancement process were identified as important determinants for more favourable changes. The study points out the relevance of structured workplace interventions for organizational and employee well-being especially in times of cut-backs and organizational turmoil. Department-specific factors will determine the impact of such programs. The study indicates that the psychosocial impact of personnel cut-backs in health care may be attenuated through management initiatives.

Measuring psychosocial work quality and health: development of health care measures of measurement.

Demands on workload and work efficiency have increased because of ongoing global changes in health care organizations. Assessing and evaluating effects of changes on organizational and individual well-being require valid and reliable methods. Questionnaires from 3 large health care studies were used to develop instruments for work quality and health. Variable fields of work quality, health and well-being, and modifying factors were factor analyzed with replicated structures in new samples, including 6 factors of work quality, 5 health factors, and 2 modifying factors. All except 2 factors had high internal consistency (Cronbach's alpha = .69-.84) and low factor intercorrelations within areas. Social climate (but not individual resources) had, according to our model, a modifying effect on the work-health interaction.

Perceived relevance of psychosocial work site interventions for improved quality of health care work environment.

Changes due to reorganization of Swedish health care would have greater impact if the measures taken were strongly supported by the occupational groups involved. In a representative study of Swedish nurses, 90% considered psychosocial issues of great importance to their work environment. No differences were found between male and female nurses. 78% of the physicians in a large hospital study stated that their psychosocial work environment could be improved. Responses to an open-ended question to nurses and physicians showed differences in prioritized suggestions for an improved psychosocial work environment. Work climate, work load, competence development and organization appeared as the most important areas of changes to both nurses and physicians. Almost 40% of the total responses from the nurses compared to 20% from the physicians had to do with work climate interventions. Increased feedback and information, better means of communication and group relations were mentioned. Work load had higher priority according to the physicians. Other potential interventions were organizational issues like management, clarity of goals as well as competence development. In particular, there was a need for supervision and new competence in coping with critical incidents.

Suicidal feelings and work environment in psychiatric nursing personnel.

Suicidal feelings, attempted suicide and aspects of work environment and well-being in Swedish psychiatric nursing personnel were studied using a questionnaire. The questionnaire, containing 190 questions, was mailed to all 242 nurses and attendants working in psychiatric care at the department of psychiatry at Karolinska Hospital. Eighty-one percent (n = 197) returned the questionnaire. Suicidal feelings "last year" were lower than in the general population, but suicidal feeling and attempted suicide "earlier than last year" were much more common, and 13% reported that they had attempted suicide earlier in life. In order to study the possible association between work environment and suicide, a factor analysis was performed. Four factors were extracted and labelled: suicidality, quality of work, negative work environment and burn out/depression. The correlation between the factors suggests that negative work environment is associated with burn out/depression, which in turn is related to suicidality. No direct link was demonstrated between suicidality and work environment, and completed suicide was not investigated. The study provides some indirect evidence that a negative work environment may increase suicidal feelings.

Work environment, skills utilization and health of Swedish nurses--results from a national questionnaire study.

Nurses make up a considerable proportion of the Swedish health care staff. Few nationally representative studies of their work environment and health, however, have been published. The present questionnaire study on work conditions, skill utilization, health and well-being of a national representative sample of 3,500 Swedish nurses, indicates a high degree of job satisfaction. Despite high satisfaction, 40% of the respondents felt too tired after work to socialize with family and 45% had seriously considered quitting their jobs. Factors such as improved work climate and development of supervisory skills were suggested as psychosocial interventions. Improvement in physical work environment factors had low priority. Medical care nurses perceive a higher work load and higher job demands in relation to decision latitude, and geriatric nurses report less work development. No differences between disciplines were found in work relations. In conclusion, there is a need to further develop skills development and utilization and work organization. Results will be used in interventions to enhance the work environment for nurses.

Predictors of job satisfaction and job influence--results from a national sample of Swedish nurses.

Results from a questionnaire study on work conditions, job satisfaction, job influence, health and well-being, based on a representative sample of 3,500 Swedish nurses, indicate a high rate of overall job satisfaction. High decision latitude, consistency between work assignments and education, as well as low sickness absenteeism did all associate with high job satisfaction, number of working years did not. Compared to nurses satisfied with their jobs, twice as many sick days were found among those dissatisfied. Greater job influence related to lower job demands, more stimulating work and skills development as well as more responsibility and involvement. Anxiety and depression, intellectual satisfaction, job demands, job control and perceived general health explained 22% of the total variance in job satisfaction. The study has identified some key factors influencing overall job satisfaction. By focusing on these, job satisfaction among nurses should improve.

Neuroendocrine and immunologic effects of unemployment and job insecurity.

We prospectively followed a cohort of 354 blue-collar men and women, some of whom lost their jobs. Results show marked effects during the anticipatory and early unemployment phase on mental well-being, serum cortisol, prolactin, total cholesterol, HDL cholesterol, and phytohemagglutinin reactivity of lymphocytes. Most of these changes appear to be of short-term duration. However, changes in cardiovascular risk factors are observed at least 2 years following the loss of one's job. Coping style appears to be a major determinant whether or not and how people will react to unemployment.

Structural changes, ill health, and mortality in Sweden, 1963-1983: a macroaggregated study.

An exploratory time series analysis was performed on selected indicators of structural change, health behavior, and ill health in Sweden in the years 1963-1983. Both synchronic (nonlagged) and asynchronic (lagged) analyses were made. The synchronic analysis of variations in the suicide rate reveals two main contributory factors: level of employment and overtime work. For cardiovascular mortality in men, the synchronic and the two-year time lagged analyses reveal that the sale of alcohol and, to a certain extent, the length of the period of unemployment play a major role. In an analysis with a three-year time lag, only one significant factor for both men and women is revealed, namely the level of employment. In the synchronic analysis of cirrhosis mortality in men, the sale of alcohol plays a dominant role. The results of the synchronic analysis of the variations in sick leave show a similar pattern for both men and women. In both cases, the sale of alcohol is positively associated and the proportion of unemployed industrial workers negatively associated with sick leave. The results give rise to a number of questions. For example, how should these findings be interpreted and how should they be related to existing knowledge about the links between business cycles and changes in the health of the population? The answers to such questions are of importance both from a scientific viewpoint and with regard to health policy. We argue that the answers require further studies of the characteristics of the periods in the business cycle and of how these periods affect people's lives, living conditions, and behavioral patterns in general.