Job Conditions and Wellness among Finnish Upper Secondary School Teachers

The aim of the present study was to compare the work situation of Finnish upper secondary school teachers to that of average European teachers and to examine to what extent various job conditions and coping strategies explain their well-being. The Finnish data (n = 232) were gathered in the spring term of 1998 by postal questionnaires (response rate 62%). The European reference sample consisted of 1950 upper secondary school teachers from ten European countries. The Finnish upper secondary school teachers assessed, in particular, their job conditions (e.g., lower job demands and higher job control), but also their well-being (higher level of job satisfaction and lower level of depersonalisation and somatic complaints) as better than their European colleagues. Job demands and control had only main effects on well-being: high demands explained low job satisfaction, high emotional exhaustion and high depersonalisation, and high control explained high job satisfaction and high personal accomplishment. The additional job conditions and coping strategies increased the explained variance of somatic complaints, emotional exhaustion, and personal accomplishment.     

The CODE: A revised battery for coping and defense and its relations to subjective health

A condensed test battery (the CODE) based on the Utrecht Coping List (UCL) and part of the Defense Mechanisms Inventory (DMI) has been developed to assess coping and defense in large population studies. It was tested for reliability and validity in students and back pain patients. Principal components factor analysis of the subscales of the UCL and DMI in the student sample revealed two coping clusters: “Instrumental mastery-oriented coping” and “Emotion-focused coping” and two defensive clusters: “Cognitive defense” and “Defensive hostility”. “Instrumental mastery-oriented coping” was negatively related to subjective health complaints measured with Ursins Health Inventory (UHI). The back pain patients were clearly different from the students, using less coping and more defensive strategies. They had more subjective health complaints that showed negative correlations with “Instrumental mastery-oriented coping”. The CODE is a comprehensive battery that may be valid for large population studies of psychological determinants of muscle pain and other subjective health problems.     

Work-related stress and well-being: the roles of direct action coping and palliative coping

The purpose of the present study is to analyze the roles of direct action coping and palliative coping in the relationship between work stressors and psychological well-being, as well as their possible interactions, in a sample of 464 bank employees. Hierarchical regression analyses showed main effects of direct action coping on well-being. Palliative coping predicts higher levels of psychological distress. Contrary to what was expected, the interactions between work stressors and direct action coping were not significant. Palliative coping interacted with work stressors when predicting psychosomatic complaints. The interaction between the two types of coping was significant on psychosomatic complaints and psychological distress, but not on job satisfaction. The paper discusses theoretical and practical implications of these results, in order to design intervention strategies to prevent and manage job stress.     

The impact of structuring information in a patient decision aid

The current study aims to investigate the relationship between the components of the Karasek model and burnout, somatic complaints and job satisfaction in teachers. Questionnaires were collected from 166 teachers from six secondary schools in the greater London area. The European reference group consisted of 2017 teachers from 10 other countries who participated in the EUROTEACH Project. Regression analyses show that of the Karasek components, job demands was the most consistent predictor for the study outcomes, whereas control and social support appeared to have less predictive power. The inclusion of other job aspects (e.g. physical exertion, environmental risks, and job meaningfulness) significantly added varying degrees to the explained variance of the outcomes. The addition of coping strategies marginally adds to overall explained variances of the burnout components. The UK teachers were considerably worse off than their European colleagues on all outcome measures, and the majority of the predictor variables. They appear to use different coping strategies, work under worse conditions and report lower levels of psychological and physical well-being.     

Subjective health complaints and health related quality of life in a population of health care workers

The aim of this study was to assess whether Subjective Health Complaints (SHC), demands and coping are associated with health-related quality of life in a population of health care workers. One hundred and nineteen employees in two nursing homes for the elderly filled in a questionnaire on health, exercise, psychological factors, and work conditions. Main outcome measures were SHC and quality of life measured by SF-36. High level of SHC was associated to low health-related quality of life. Low coping and high demands were related to low scores (low quality of life), and high coping and low demands to high scores on mental health. Pseudoneurological complaints (e.g. tiredness, sadness), high demands and low coping were associated with low mental health. The expected negative association between SHC and health-related quality of life was found. There was a positive association between coping and quality of life.     

The Demand-Control Model: Specific Demands, Specific Control, and Well-Defined Groups

The purpose of this study was to test the Demand-Control Model (DCM), accompanied by three goals. Firstly, we used alternative, more focused, and multifaceted measures of both job demands and job control that are relevant and applicable to today's working contexts. Secondly, this study intended to focus on particular demands in human services work and to incorporate these demands in the DCM. Finally, this occupation-based study investigated relatively large well-defined subgroups compared to a total sample. Workers from five human service sectors (n = 2,485) were included in a cross-sectional survey (i.e., health care, transport, bank/insurance, retail trade, and warehouse). Results showed that job demands and job control are able to show several interaction effects on employee well-being and health, but only in specific occupational groups. In conclusion, the current findings provide renewed empirical support for the view that high-strain jobs (high demand, low control) are conducive to ill health (i.e., emotional exhaustion, psychosomatic health complaints). Further, it appears that active jobs (high demands, high control) give rise to positive outcomes (i.e., job challenge, job satisfaction).     

Testing the triple-match principle among technology employees

The triple-match principle (TMP) proposes that the strongest, interactive relationships between job demands and job resources are observed when job demands, job resources and job-related outcomes are based on qualitatively identical dimensions. This principle is tested with regard to three outcomes: cognitive failure, emotional exhaustion, and physical health complaints. Data were collected in a large sample of employees in the technology sector (n = 1533). Results demonstrate that the positive association between emotional job demands and emotional exhaustion is compensated by the availability of emotional job resources. No triple-match interactions are found with regard to cognitive failure or physical health complaints. In line with the TMP, results show that the likelihood of finding theoretically valid interactions is related to the degree of match between job demands, job resources, and outcomes.     

中小学教师的工作倦怠与其相关因素的关系研究

本研究旨在探讨中小学教师的工作倦怠与其职业压力应对策略、教学效能感和社会支持的关系。用教师工作倦怠问卷、职业压力应对策略调查表、教学效能感量表和社会支持评定量表对766名中小学教师进行了问卷调查。结果发现：（1）中小学教师的工作倦怠与其职业压力应对策略、教学效能感和社会支持之间存在显著的相关关系;（2）教师的主动应对、被动应对、教学效能感和社会支持分别对教师的整体工作倦怠感及其情绪衰竭、非人性化和低成就感等维度具有显著的预测作用。     

Match making and match breaking: The nature of match within and around job design

We explore the notion of ‘match’. In the context of job design, this is congruence or correspondence between two or more job characteristics (e.g. cognitive demands and cognitive control). This congruence is thought to benefit health, well‐being, and performance. The origins of the match concept lie in buffering models of work stress, where resources such as workplace social support and job control are thought to attenuate deleterious effects of adverse job characteristics like excessive job demands. We outline the historical developments in work stress research that has led to notions of match, contrast match with the related concept of person‐environment fit, explore current conceptualizations and operationalizations of match, and outline how the concept of match can be developed.     

Psychosocial safety climate as a precursor to conducive work environments,psychological health problems,and employee engagement

We constructed a model of workplace psychosocial safety climate (PSC) to explain the origins of job demands and resources, worker psychological health, and employee engagement. PSC refers to policies, practices, and procedures for the protection of worker psychological health and safety. Using the job demands–resources framework, we hypothesized that PSC as an upstream organizational resource influenced largely by senior management, would precede the work context (i.e., job demands and resources) and would in turn predict psychological health and work engagement via mediation and moderation pathways. We operationalized PSC at the school level and tested meso‐mediational models using two‐level (longitudinal) hierarchical linear modelling in a sample of Australian education workers (N = 209–288). Data were repeated measures separated by 12 months, nested within 18 schools. PSC predicted change in individual psychological health problems (psychological distress, emotional exhaustion) through its relationship with individual job demands (work pressure and emotional demands). PSC moderated the relationship between emotional demands and emotional exhaustion. PSC predicted change in employee engagement, through its relationship with skill discretion. The results show that the PSC construct is a key upstream component of work stress theory and a logical intervention site for work stress intervention.     

The role of coping in the stress-strain relationship among senior police officers

In a large-scale study of senior police officers in Great Britain (Superintendent and Chief Superintendent ranks), the role of coping in the stress-strain relationship was explored. There was no indication of a direct impact of coping on physical well-being nor was there any evidence of a direct effect on job satisfaction, but coping was related to mental health. Coping also exhibited a direct relationship to subjectively perceived job stress. Moreover, coping moderated the relationship between job stress and job satisfaction, but a buffering influence was not observed on the job satisfaction-health linkages. Job satisfaction had a direct impact on both mental and physical ill-health (showing high satisfaction was associated with superior physical and psychological health). Likewise, there was a direct relationship between overall job stress and job satisfaction.     

Individual differences in utilizing control to cope with job demands: effects on susceptibility to infectious disease

This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and those who perceived that they were not often responsible for negative job outcomes. Conversely, having high job control exacerbated the association between job demands and poor health among inefficacious individuals. Implications for promoting more healthful work environments and facilitating employee coping are discussed.     

The role of pain anxiety, coping, and pain self-efficacy in rheumatoid arthritis patient functioning

Anxiety about pain is increasingly recognized as one factor contributing to increased pain perception and pain behavior [McCracken, L. M., Faber S. D., & Janeck A. S. (1998) Pain-related anxiety predicts nonspecific physical complaints in persons with chronic pain. Behavior Research and Therapy, 36, 621-630; McCracken L., & Gross R. (1995). The pain anxiety symptoms scale (PASS) and the assessment of emotional responses to pain. Innovations in clinical practice: a source book, 14, 309-321]. To assess this emotional reaction to pain in chronic pain patients, McCracken, Zayfert and Gross [McCracken, L., Zayfert, C., & Gross, R. (1992). The Pain Anxiety Symptom Scale: development and validation of a scale to measure fear of pain. Pain, 50, 67-73] developed the Pain Anxiety Symptom Scale (PASS) composed of four subscales: Cognitive Anxiety, Fearful Appraisal, Escape Avoidance and Physiological Anxiety. The present study extended previous work by examining the relationship among pain anxiety dimensions, use of active and passive coping strategies and arthritis self-efficacy as predictors of functional status in 154 rheumatoid arthritis (RA) patients. Functional status was assessed using the Five-Factor Model of the Arthritis Impact Scale, 2nd ed., (AIMS2): Physical Functioning, Affective Experience, Symptoms, Social Interaction and Role Function. Hierarchical multiple regression analysis on each of the AIMS2 criterion variables showed that pain anxiety, pain and symptom self-efficacy, health status and coping strategies were able to explain between 9 and 38% of the variance in the five AIMS2 variables. The present results support the hypothesized role of pain anxiety along with previously established contributions of self-efficacy and coping strategies, in affecting physical, social, emotional and role functioning in chronic RA patients.     

Work–family conflict and coping strategies: Qualitative study of Muslim female academicians in Malaysia

This study seeks to explore the relationship between work demands related to causes of work–family conflict (WFC) and coping strategies among Muslim female academicians. Five interviews were conducted with five respondents. Two issues were discussed: primary sources of WFC and coping mechanisms for WFC. The participants included five Muslim female lecturers, aged 43–45 years. Most interviewees experienced conflict between work demand and family life. They believe that these conflicts were reasons for decline in productivity, higher rates of absenteeism, higher turnover, lower morale, lower job satisfaction, and lower family satisfaction. To manage WFC, three coping strategies were used by respondents.     

Coping orientation and psychological distress in healthcare professionals: The utility of appraising coping acceptability

The purpose of this study was to examine interaction effects of healthcare professionals' coping orientation (i.e., engagement versus disengagement) and appraisal of coping acceptability (ACA) on psychological distress, taking into account the individuals' job specificity and the psychological climate in their work environment. A cross‐sectional survey was conducted, and Japanese healthcare professionals (N = 189; 117 female; mean age: 40.1 ± 11.2 years) reported the coping strategies that they employed for task‐related or interpersonal stressors, their cognitive appraisal of the stressors, their ACA, and the psychological distress evoked by the stressors. The results showed that adding consideration of the ACA to the variable of coping orientation significantly improved predictions of psychological distress for both task and interpersonal stressors. There was no significant interaction between the coping orientation and the use of coping strategies that incorporated the ACA. These results suggest that considering the ACA, in addition to the coping orientation, would be useful for understanding individual differences in the mediators of healthcare professionals' coping in stressful situations.     

Is Grossarth-Maticek's coronary-prone type II an independent predictor of myocardial infarction?

Biomedical factors (hypertension, abnormal lipid metabolism, clotting factors) and behavioural factors (cigarette smoking, alcohol, fat intake) are established risk factors for ischaemic heart disease (IHD). Accumulating evidence suggests that psychosocial factors (e.g. type A behaviour, interpersonal relations and personality) also exert some influence. These factors seem to account for about 3% of the variance in IHD over and above the traditional risk factors [[Reference to Amelang, M. (1997)]. Using personality variables to predict cancer and heart disease. European Journal of Personality, 11, 319–342.] Grossarth-Maticek and colleagues have, in three prospective longitudinal studies, found that a particular type of coping in interpersonal relations (type II) predicted death from IHD over 10–15 years. The effect sizes have been of a magnitude far exceeding those reported in similar studies. This paper reports results from a cross-sectional, population-based, mailed questionnaire survey (N=5014). Using logistic regression, we did not find a significant relation between type II and myocardial infarction, when controlling for age, IHD in the family, diet, job stress and health complaints. Type II, however, had an effect on health complaints when controlling for age, IHD in the family, and job stress. A path model including an indirect effect from type II to IHD via health complaints explained 23 and 44% of the variance in health complaints and IHD, respectively. A possible explanation for results showing that type II significantly affects IHD may be that smoking is the core factor in such a way that type II is related to health complaints and smoking.     

A Longitudinal Test of the Job Demands‐Resources Model among Australian University Academics

A longitudinal test of the Job Demands‐Resources (JD‐R) model of work stress and engagement ( Bakker & Demerouti, 2007 ; Demerouti et al., 2001 ) was conducted in a sample of Australian university academics (N= 296). The aim was to extend the JD‐R model by (1) determining how well job demands (work pressure, academic workload) and job resources (procedural fairness, job autonomy) would predict psychological strain and organisational commitment over a three‐year period, and (2) incorporating longitudinal tests of reversed causation. The results of SEM analyses showed that Time 1 resources directly predicted Time 2 strain and organisational commitment, but that Time 1 demands predicted Time 2 strain only indirectly via job resources. We did not find evidence for reversed causation. We discuss possible mediators of the relationships between working conditions and work stress outcomes, and the practical implications of the results.     

Interactive Effects of Approach and Avoidance Job Crafting in Explaining Weekly Variations in Work Performance and Employability

Meta-analyses on job crafting reveal that while approach-oriented job crafting (e.g., increasing job resources or challenging job demands) relates positively to employee performance, avoidance-oriented job crafting (e.g., decreasing hindering job demands) has either non-significant or negative implications for employee functioning. However, the joint effects of approach and avoidance job crafting remain an underdeveloped area of research. We administered a three-week diary survey among 87 employees to test interaction effects of approach and avoidance job crafting on employee (other-referenced and past-referenced) work performance and employability. Results revealed that decreasing hindering job demands related positively to other-referenced performance when increasing social job resources was higher than employees’ average, and to past-referenced performance when increasing structural job resources was higher than employees’ average. Also, decreasing hindering job demands related negatively with employability only at lower levels of increasing challenging job demands, while the relationship was non-significant at higher levels of increasing challenging demands. These results indicate that considering job crafting strategies in tandem adds to our understanding of their role for employee functioning.     

Subjective career success: A meta-analytic review

This study proposes that employees have to face a variety of obstacles over the course of their careers, each of which can create stress for employees and, in so doing, lower their subjective career success (SCS). Using a meta-analysis of 216 samples published over the past three decades (N = 94,090), we found that career hurdles associated with dispositional traits (e.g., low emotional stability), motivation (e.g., low work engagement), social networks (e.g. low supervisor support), and organizational and job support (e.g., job insecurity) were all significantly related to lower SCS. Counter to expectations, background-related hurdles (e.g., being female) and skill-related hurdles (e.g., lack of job changes and international experience) were not significantly related to SCS.     

The Influence of Emotional Dissonance on Subjective Health and Job Satisfaction: Testing the Stress–Strain–Outcome Model

We adopted the stress–strain–outcome model ( Koeske & Koeske, 1993 ) to examine the influence of work stressors on subjective health and job satisfaction among Chinese service employees. Two independent studies were reported. In the first study, 271 employees provided cross‐sectional data on work characteristics, emotional dissonance, work strain, and job satisfaction. Structural equation modeling showed that work characteristics were related to emotional dissonance, which, in turn, was associated with work strain, with the latter eventually predicting job satisfaction. Study 2 was a 3‐month longitudinal survey with a separate sample of 155 call‐center and retail‐shop representatives. Longitudinal data showed that emotional dissonance at Time 1 significantly predicted work strain at Time 2, which predicted job satisfaction at Time 2.