Factorial validity of the effort-reward imbalance scale: evidence from multi-sample and three-wave follow-up studies.

PURPOSE: The present study investigated whether the factor structure of the effort-reward imbalance (ERI) scale (Siegrist et al. Soc Sci Med 58:1483-1499, 2004) remains same across two white-collar samples (i.e., factorial group invariance) and across three measurement times (i.e., factorial time invariance). METHODS: The factorial group invariance was tested using two different samples including 1,301 managers and 758 young white-collar professionals. The factorial time invariance was tested in the latter sample with a four-year three-wave follow-up design. RESULTS: The confirmatory factor analysis performed supported the theoretically based structure of the ERI scale, that is, the scale included two first-order factors of effort and overcommitment and one second-order factor of reward with first-order factors of esteem, career opportunities, and job security. The factorial group invariance of this structure was also supported. In addition, the factor loadings of all factors remained same across three measurements; thus, lending support for the factorial time invariance. CONCLUSION: The ERI scale was found to be a valid tool to measure costs and gains of social exchanges at work as well as individual orientation toward work in these two occupational samples including a longitudinal study design.

Do work ability and job involvement channel later personal goals in retirement? An 11-year follow-up study.

OBJECTIVE: The present study investigates the role of work ability and job involvement in personal life goals later in retirement. METHODS: The study is based on longitudinal research on Finnish employees working in managerial positions. At the study baseline (in 1996), 120 employed managers responded to a questionnaire regarding their work ability and job involvement, and 11 years later (in 2007) when they were retired, they responded to an open-ended question regarding their personal goals. The retired participants were 58-76 years old (M = 66 years), and they had been retired for 1-10 years (M = 4.3 years, SD = 2.9). RESULTS: On the basis of the participants' responses to the open-ended question, six main content categories of personal goals were formed. According to these categories, the personal goals in retirement focused on (1) hobbies and leisure time, (2) social relationships, (3) health and well-being, (4) housing and finance, (5) self-development and ideology, and (6) other activities. The managers with better work ability and job involvement at the baseline of the study had fewer personal goals related to health and well-being later in retirement. In addition, better work ability predicted more personal goals related to self-development and ideology views. CONCLUSIONS: The preceding work ability and job involvement seem to channel personal goal pursuit in retirement. Thus, sustaining employees' work ability and job involvement are not only essential for developing employees' ability to cope with work demands but also for their functional capacity in their later stages of life, such as in retirement.

Prospective relationships between career disruptions and subjective well-being: evidence from a three-wave follow-up study among Finnish managers.

OBJECTIVES: The objective of this study was to examine the prospective relationships between career disruptions and subjective well-being by using a three-way follow-up data with a 10-year time lag. Specifically, we investigated the causation and selection hypotheses by examining the directions of causal associations between career disruptions and subjective well-being. The causation hypothesis states that negative career changes will result in poorer well-being, whereas the selection hypothesis expects this linkage to be vice versa, that is, employees' well-being impacts their career line. METHODS: The sample consisted of Finnish managers (n = 528) who participated in this questionnaire study 3 times: in 1996 (T1), 1999 (T2), and 2006 (T3). Career disruptions covered the periods of unemployment, layoffs, and redundancies. Subjective well-being was assessed with sense of coherence (SOC) and psychosomatic symptoms (PSS). The causation versus selection hypotheses were tested with Structural Equation Modeling using a full-panel design, that is, the variables of career disruptions, SOC, and PSS were measured in each wave. RESULTS: Support was found for both the causation and selection hypotheses. First, career disruptions experienced before T1 predicted increased PSS at T1, providing support for the causation hypothesis. Second, low SOC in T2 predicted subsequent career disruptions 7 years later at T3, supporting the selection hypothesis. Furthermore, SOC and PSS showed high stability over time, whereas career disruptions accumulated over time: those who reported career disruptions at T1 had a higher risk to experience disruptions also at T2 and T3. CONCLUSIONS: Negative career changes seem to associate with low subjective well-being (PSS) on short term and, in turn, low subjective well-being (SOC) seems to associate with negative career changes on long term among managers. The different results depending on the well-being measure might relate to the conceptual differences between the well-being indicators used (PSS, SOC) and the different time frame needed for causation and selection. Thus, in examining the causation versus selection hypotheses, it is important to evaluate subjective well-being using different indicators and time lags. Managers may benefit from interventions targeting to enhance their mental resilience and employability in the cases of negative career changes.

Bergen Burnout Inventory: reliability and validity among Finnish and Estonian managers.

OBJECTIVES: This study introduces a short measure for burnout (the Bergen Burnout Inventory, BBI) and examines its validity and reliability among managers in Finland and Estonia by means of confirmatory factor analysis. Burnout comprises three dimensions: (1) exhaustion at work (emotional component), (2) cynicism toward the meaning of work (cognitive component), and (3) the sense of inadequacy at work (behavioral component). METHODS: A total of 742 young Finnish managers and 414 Estonian managers responded to burnout (BBI) and effort-reward imbalance (ERI) scales. RESULTS: The results showed that the three-factor solution for burnout, compared to the one- or two-factor solutions, fitted the data best and gave the best reliability indices. The three theoretically derived dimensions of burnout were closely related but separate constructs. The BBI also had high item scale reliabilities among the managers in both countries. Finally, the effort-reward imbalance (ERI) model and the three dimensions of burnout had similar associations among Finnish and Estonian managers providing evidence for the concurrent validity of the BBI. That is, high effort was related to high exhaustion and high cynicism. High reward was related to low exhaustion, but especially to low cynicism and low inadequacy. High overcommitment was related particularly to high exhaustion, but also to high cynicism and high inadequacy. CONCLUSIONS: The BBI can be used for the measurement of burnout in both research and occupational health contexts.

Flow With Nature Treatment for Depression: Participants' Experiences.

This study examined Flow with Nature (FWN) treatment, which is an integrative intervention (rehabilitation) based on eco and environmental psychology, psychotherapeutic theories and professional psychological practice. FWN is intended for depression rehabilitation with the help of social support, nature environments and FWN exercises. Exercises encourage sensing the environment, mindful awareness, psychological processing and focusing on the future. The FWN treatment proceeds in separate stages (horizon, growth and path), which emphasise nature, group (social support) and FWN exercises differently. This study focused on the experiences of the participants in the FWN treatment. Finnish adults who had been diagnosed with clinical depression took part in the FWN treatment (N = 82) and answered feedback questions (by paper, electronic questionnaire or phone discussion). Answers were analysed using theory-based content analysis. Data were collected between spring 2019 and spring 2020. The majority of the participants were women (82%) and on average 44 years old. Content analysis revealed that the participant feedback answers were in agreement with the central theoretical themes of FWN. The participants emphasised the significance of nature, social support and exercises differently. Moreover, the significance of these ingredients differed according to the stages of treatment: in the horizon stage restorative (e.g., fascination) and comprehensive nature experiences (e.g., connectedness with nature), in the growth stage social support (e.g., peer support) and in the path stage environmental self-regulation (e.g., nature as a part of life) were emphasised. These results are in accordance with the objectives of the stages and seem to support the phase-based rationale. The participants' experiences of the key elements of the intervention, social support and nature environment were experienced mainly positively, which supports their inclusion in future intervention versions. In the future, FWN exercises should be developed to better enable participants' possibilities for concentration and being present in the moment (mindfulness). Exercises should also be simplified to match the target group's cognitive abilities.

The Profiles of Body Image Associate With Changes in Depression Among Participants in Dance Movement Therapy Group.

This mixed-methods study analyzed the body image quality of 143 patients with depression. The participants received a 20 × 75 min dance movement therapy (DMT) group treatment, sessions twice a week. Body Image Assessment (BIA) was the data collection tool, with pre-, post-, and 3-mos follow-up assessments. Pre-intervention body image quality characteristics were low energy and activity levels, discomfort, shame and disgust toward the body, tension in social interactions. On the BIA scores, a statistical method of Latent Profile Analysis was utilized to identify participant profiles in the data. The two identified profiles were participant with initial negative body image and participant with initial neutral body image. Depression symptoms were measured with BDI, and symptoms decreased for both participant profiles following the DMT intervention. The neutral profile participants had a significantly lower depression level, better energy level, and more frequently used mindfulness factors of acting aware, non-judgmentality and non-reactivity (measured with FFMQ). Findings suggest a systemic interaction between depression symptoms, body image, attachment style, activity level, and mindfulness skills. In an interactive DMT setting it is possible to address all of these factors simultaneously.

The Effects of Dance Movement Therapy in the Treatment of Depression: A Multicenter, Randomized Controlled Trial in Finland.

This multicenter research investigates the effects of dance movement therapy (DMT) on participants diagnosed with depression. In total, 109 persons participated in the study in various locations in Finland. The participants were 39 years old, on average (range = 18-64 years), and most were female (96%). All participants received treatment as usual (TAU). They were randomized into DMT + TAU (n = 52) or TAU only (n = 57). The participants in the DMT + TAU group were offered 20 DMT sessions twice a week for 10 weeks in addition to standard care. The measurement points included pretreatment measurement at the baseline, posttreatment measurement at the end of the intervention, and a follow-up measurement 3 months afterward. The observed effects of the intervention among participants in the DMT+TAU group were a greater reduction in depression and in indicators of physical and psychological distress in comparison to the participants who received TAU-only. At the 3-month follow-up, the corrected between-group effect sizes (ESs) were medium and in favor of the DMT + TAU group (d = 0.60-0.72). These results are in line with the increasing number of research studies showing the benefits of DMT intervention among participants with depression, and these results indicate that DMT may improve the effectiveness of standard care. Clinical Trial Registration: www.ClinicalTrials.gov, identifier NCT04421651.

Development trajectories of Finnish managers' work ability over a 10-year follow-up period.

OBJECTIVES: The study investigated the development trajectories of managers' work ability over a 10-year period. In addition, baseline factors affecting the development course were sought from the managers' background variables, work resources, and attitudes. Differences in retirement age in the detected trajectory groups were also examined. METHODS: Questionnaire data were collected from Finnish managers (N=1033) in 1996, 1999, and 2006. In 1996, the mean age of the participants was 44 (range 20-65) years, and 28.5%, 35.5%, and 36% of the participants were in upper, middle, and lower management, respectively. RESULTS: The analysis identified the following five trajectories over the follow-up period: (i) work ability consistently excellent (N=662), (ii) work ability good but declining (N=252), (iii) work ability declined from good to poor (N=54), (iv) work ability improved from moderate to good (N=46), and (v) work ability consistently poor (N=19). In the first group, the participants were more likely to be younger and to work in upper management, as compared with the other groups. They also gave their job control, organizational climate, and organizational commitment the highest rating. The mean retirement age was the highest (61.3 years) in the two most favorable work ability groups (1 and 2) and the lowest (55.4 years) in the group "work ability consistently poor." CONCLUSIONS: Aging managers and lower-level managers are at risk of having their work ability develop in an unfavorable direction. Therefore, more attention should be given to psychosocial work conditions in organizations in order to prevent poor work ability.

Profiles of Nature Exposure and Outdoor Activities Associated With Occupational Well-Being Among Employees.

This research addresses the profiles of nature exposure and outdoor activities in nature among Finnish employees (N = 783). The profiles were formed on the bases of nature exposure at work and the frequency and type of outdoor activities in nature engaged in during leisure time. The profiles were investigated in relation to work engagement and burnout. The latent profile analysis identified a five-class solution as the best model: High exposure (8%), Versatile exposure (22%), Unilateral exposure (38%), Average exposure (13%), and Low exposure (19%). An Analysis of Covariance (ANCOVA) was conducted for each well-being outcome in order to evaluate how the identified profiles related to occupational well-being. Participants with a High, Versatile, or Unilateral exposure profile reported significantly higher work engagement in the dimensions of vigor and dedication than did the participants with a Low exposure profile. The participants with the High exposure profile also reported lower burnout in the dimensions of cynicism and professional inadequacy than the participants with the Low exposure profile. Nature exposure during the workday and leisure time is an under researched but important aspect in promoting occupational well-being.

Overcommitment as a predictor of effort-reward imbalance: evidence from an 8-year follow-up study.

OBJECTIVE: The effort-reward imbalance (ERI) model includes the personal characteristic of overcommitment (OC) and the job-related characteristics of effort, reward, and ERI, all of which are assumed to play a role in an employee's health and well-being at work. The aim of the present longitudinal study was to shed more light on the dynamics of the ERI model by investigating the basic hypotheses related to the role of OC in the model, ie, to establish whether an employee's OC could be a risk factor for an increased experience of high effort, low reward, and high ERI at work. METHODS: The study was based on 5-wave, 8-year follow-up data collected among Finnish professionals in 2006 (T1, N=747), 2008 (T2, N=422), 2010 (T3, N=368), 2012 (T4, N=325), and 2014 (T5, N=273). The participants were mostly male (85% at T1) and the majority of them worked in technical fields. OC, effort, reward, and ERI were measured at each time point with the 23-item ERI scale. RESULTS: Three cross-lagged structural equation models (SEM) were estimated and compared by using full information maximum likelihood method: (i) OC predicted later experiences of effort, reward, and ERI (normal causation model), (ii) effort, reward, and ERI predicted later OC (reversed causation model), and (iii) associations in normal causal and reversed causal models were simultaneously valid (reciprocal causation model). The results supported the normal causation model: strong OC predicted later experiences of high effort, low reward and high ERI. CONCLUSIONS: High OC is a risk factor for an increased experience of job strain factors; that is, high effort, low reward, and high ERI. Thus, OC is a risk factor not only for an employee's well-being and health but also for an increasing risk for perceiving adverse job strain factors in the working environment.

The 9-item Bergen Burnout Inventory: factorial validity across organizations and measurements of longitudinal data.

The present study tested the factorial validity of the 9-item Bergen Burnout Inventory (BBI-9). The BBI-9 is comprised of three core dimensions: (1) exhaustion at work; (2) cynicism toward the meaning of work; and (3) sense of inadequacy at work. The study further investigated whether the three-factor structure of the BBI-9 remains the same across different organizations (group invariance) and measurement time points (time invariance). The factorial group invariance was tested using a cross-sectional design with data pertaining to managers (n=742), and employees working in a bank (n=162), an engineering office (n=236), a public sector organization divided into three service areas: administration (n=102), education and culture (n=581), and social affairs and health (n=1,505). Factorial time invariance was tested using longitudinal data pertaining to managers, with three measurements over a four-year follow-up period. The confirmatory factor analysis revealed that the three-factor structure of the BBI-9 was invariant across cross-sectional samples. The factorial invariance was also supported across measurement times. To conclude, the factorial structure of the BBI-9 was found to remain the same regardless of the sample properties and measurement times.