Arbeitsbedingungen und Gesundheit von Beschäftigten
Der Zusammenhang von Arbeitsbedingungen bzw. Arbeitsbelastungen und der Gesundheit von Beschäftigten erhält durch die demografische Entwicklung, Digitalisierung und Klimawandel neues Gewicht. Wie muss Arbeit gestaltet sein, damit die Beschäftigten langfristig und gesund erwerbstätig sein können?
Dieses Themendossier dokumentiert die Ergebnisse empirischer Forschung der letzten Jahre.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
-
Literaturhinweis
Occupational-class trends in diagnosis-specific sickness absence in Finland: a register-based observational study in 2011–2021 (2025)
Zitatform
Blomgren, Jenni & Riku Perhoniemi (2025): Occupational-class trends in diagnosis-specific sickness absence in Finland: a register-based observational study in 2011–2021. In: BMJ open, Jg. 15, H. 2. DOI:10.1136/bmjopen-2024-098001
Abstract
"Objectives: To examine the prevalence and days of long-term sickness absence (LTSA) by occupational class and by most important diagnostic groups in Finland during 2011–2021. Design: Population-based cross-sectional study. Setting and participants: National comprehensive register data were linked for all employed persons and entrepreneurs in Finland aged 25–64 for years 2011–2021 (yearly number of individuals in the study population around 2 million persons). Main outcome measures: LTSA was measured by sickness allowance that covers over 10-day long absences. Yearly age-standardised LTSA prevalences and average number of LTSA days were calculated for women and men in four occupational classes, separately for all-cause LTSA and LTSA due to mental disorders, musculoskeletal diseases and injuries. Modified Poisson regression and negative binomial regression models were run to assess relative differences between occupational classes, adjusted for age, marital status, education and region of residence. Results: All-cause LTSA slightly decreased between years 2011 and 2021, but the trends varied by occupational class and diagnostic group. LTSA due to mental disorders increased in all occupational classes after 2016 among both sexes, while LTSA due to musculoskeletal diseases and injuries continued to decrease in all occupational classes. The increase in LTSA due to mental disorders was largest among lower non-manual employees, especially among women, whereby all-cause LTSA prevalence among female lower non-manual employees reached the level of female manual workers. Men showed broadly similar trends, but manual workers still had the highest all-cause LTSA prevalence at the end of the study period. The main results were similar adjusted for covariates. Conclusions: The magnitude and order of the occupational-class differences in LTSA changed between 2011 and 2021, along with increasing LTSA due to mental disorders, especially among employees, and decreasing LTSA due to somatic diagnoses, especially among manual workers. Occupational-class differences should be taken into account when aiming to prevent LTSA and especially further increases in LTSA due to mental disorders." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Relative Importance of the Establishment in the Determination of Job Quality (2025)
Zitatform
Bryson, Alex, John Forth & Francis Green (2025): The Relative Importance of the Establishment in the Determination of Job Quality. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17724), Bonn, 44 S.
Abstract
"Using linked employer-employee data from the British Workplace Employment Relations Survey we examine how much of the variation in job quality is accounted for by establishment-level variation, and the relative importance of the establishment compared with occupation and employee characteristics. We do so for pay, six dimensions of non-pay job quality and overall job quality. We show that the establishment is the dominant explanatory factor for non-pay job quality, and as important as occupation in accounting for pay. Where you work accounts for between 38% and 76% of the explained variance in job quality, depending on the dimension. We also find that establishments which are 'good' on one dimension of non-pay job quality are 'good' on others. When we relate the estimated establishment effects (after allowing for the effects of occupation and of employee characteristics) to observed establishment characteristics, we find that non-pay job quality is greater in smaller establishments." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Poor psychosocial work environment: a ticket to retirement? Variations by gender and education (2025)
Eyjólfsdóttir, Harpa S. ; Herlofson, Katharina ; Pedersen, Axel West ; Veenstra, Marijke ; Lennartsson, Carin ; Hellevik, Tale ;Zitatform
Eyjólfsdóttir, Harpa S., Tale Hellevik, Katharina Herlofson, Axel West Pedersen, Carin Lennartsson & Marijke Veenstra (2025): Poor psychosocial work environment: a ticket to retirement? Variations by gender and education. In: European Journal of Ageing, Jg. 22. DOI:10.1007/s10433-025-00855-z
Abstract
"Many countries, including Norway, are implementing policies to delay retirement and encourage older workers to remain in the labour market. Improving psychosocial working conditions may motivate older workers to continue working. While research has linked psychosocial working characteristics to retirement intentions and work exit, there is a knowledge gap regarding gender and socioeconomic differences in these influences. This study investigates the impact of psychosocial working characteristics on employment exit among older workers, examining variations by gender and educational attainment. Data were drawn from the Norwegian Life Course, Ageing, and Generation study (NorLAG) collected in 2007 and 2017 (N = 2,065) linked to income register data for four subsequent years. Time-to-event analyses revealed that poorer psychosocial working environment increased the likelihood of employment exit. For women, low autonomy was significant, while for men significant associations were found for high job stress, low job variety, lack of appreciation, limited learning opportunities, accumulation of poor job resources, and job strain. Interaction analysis showed only significant gender differences for few learning opportunities and poor job resources. Separate analyses stratified by educational attainment showed no significant association for those with compulsory education, while those with higher levels of education were more likely to retire if faced with low job variety, low autonomy, and poor job resources–yet interaction analysis showed no significant differences. These findings suggest that interventions aimed at delaying retirement should consider gender and socioeconomic differences, providing older workers with more control over their tasks and equitable access to learning opportunities and resources." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Why downsizing may increase sickness absence: longitudinal fixed effects analyses of the importance of the work environment (2025)
Zitatform
Grønstad, Anniken & Vilde Hoff Bernstrøm (2025): Why downsizing may increase sickness absence: longitudinal fixed effects analyses of the importance of the work environment. In: BMC health services research, Jg. 25. DOI:10.1186/s12913-025-12454-w
Abstract
"Background: Downsizing can often have a detrimental effect on employee health and increase sickness absence. Earlier research has theoretically argued that such negative consequences are due to taxing alterations in the work environment, but research efforts to empirically test this argument remain limited. Methods: In this study, we investigate whether the environment for control, role clarity, and commitment in different work units can explain the relationship between unit-level downsizing and sickness absence. We combined register- and self-reported data from 19,173 employees in a large Norwegian health trust in the period 2011–2015 and conducted a longitudinal fixed effects analysis. Results: Unit-level downsizing was found to be significantly related to increased short-term sickness absence, reduced organizational commitment, and reduced control. Reduced commitment explained a small part of the increase in short-term sickness absence after unit-level downsizing. There was no mediating effect of either control or role clarity. Conclusion: The study contributes to a better understanding of the underlying mechanisms that help explain why downsizing leads to adverse health consequences and sickness absence by highlighting the complexity of this relationship and introducing organizational commitment as a relevant mediator." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Werther at Work: Intra-firm Spillovers of Suicides (2025)
Zitatform
Halla, Martin & Bernhard Schmidpeter (2025): Werther at Work: Intra-firm Spillovers of Suicides. (Department of Economics working paper / Vienna University of Economics and Business 374), Wien, 41 S.
Abstract
"Suicide is a leading cause of death worldwide and a critical public health concern. We examine the hypothesis of suicide contagion within in the workplace, investigating whether exposure to a coworker's suicide increases an individual's suicide risk. Using high-quality administrative data from Austria and an event study approach, we compare approximately 150,000 workers exposed to a coworker's suicide with a matched group exposed to a "placebo suicide". We find a significant increase in suicide risk for exposed individuals, with a cumulative treatment effect of 0.04 percentage points (33.3 percent) over a 20-year post-event period. Exposed individuals who also die by suicide are more likely to use the same method as their deceased coworker, strongly suggesting a causal link. Two placebo tests bolster this interpretation: workers who left the firm before the suicide and those exposed to a coworker's fatal car accident do not show an elevated suicide risk." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Association between the Volatility of Income and Life Expectancy in the U.S. (2025)
Zitatform
Hotz, V. Joseph, Anna Ziff & Emily Wiemers (2025): The Association between the Volatility of Income and Life Expectancy in the U.S. In: Journal of labor economics, Jg. 43, H. S1, S. S153-S178. DOI:10.1086/732668
Abstract
"We examine the relationship between income volatility and life expectancy in mid-sized U.S. commuting zones between 2006 and 2014. We use a commercial dataset, Info USA, to measure income volatility which we link to estimates of life expectancy by gender, county,race, and income. We find that higher income volatility in a county is associated with lower life expectancy, but only at the bottom of the income distribution and primarily for non-HispanicWhites. Though we cannot extrapolate our findings to individual-level relationships, we dolink them to existing literatures on place-based differences in mortality and the relationship between volatility and health." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study (2025)
Zitatform
Kirkegaard, Tanja, Vita Ligaya P. Dalgaard & R. Grytnes (2025): Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study. In: Industrial relations journal, Jg. 56, H. 1, S. 3-21. DOI:10.1111/irj.12447
Abstract
"Repeated short‐term sickness absence has been linked to poor psychosocial work environment. However, the handling of short‐term sickness absence is often driven by a formal monitoring of employees' absence records rather than by a focus on enhancing well‐being at work. In this paper, based on interview data, we found that repeated short‐term sickness absence was primarily addressed as an individual employee issue, with limited focus on prevention through improvements in the work environment such as fostering trust between employees' and managers and promoting overall well‐being at work." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity (2025)
Llosa, José Antonio ; Agulló-Tomás, Esteban ; Iglesias-Martínez, Enrique ; Oliveros, Beatriz ; Menéndez-Espina, Sara;Zitatform
Llosa, José Antonio, Enrique Iglesias-Martínez, Esteban Agulló-Tomás, Sara Menéndez-Espina & Beatriz Oliveros (2025): The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity. In: Economic and Industrial Democracy, Jg. 46, H. 1, S. 239-255. DOI:10.1177/0143831X241240616
Abstract
"Suicidal ideation is a variable prior to suicidal behavior and one of the main producers of risk of death by suicide. The sample consisted of a total of 1,288 people living in Spain who at the time of answering the questionnaire were in active employment. Contractual status is a significant variable for the prediction of suicidal ideation. Contractual temporality is a risk factor for suicidal ideation, whereas permanent employment is a protective factor. In suicidal ideation, job insecurity is a mediating risk factor and a key dimension of job precariousness because of the adverse effects on mental health it causes. Job insecurity interacts with objective causes of precariousness and is presented as a necessary variable for understanding the relationship between these material causes and suicidal thoughts." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Reducing Counterproductive Work Behavior: Examining the Interplay Between Mental Load and Emotional Load (2025)
Zitatform
Machek, Ondřej & Martin Machek (2025): Reducing Counterproductive Work Behavior. Examining the Interplay Between Mental Load and Emotional Load. In: Zeitschrift für Arbeits- und Organisationspsychologie, Jg. 69, H. 1, S. 15-27. DOI:10.1026/0932-4089/a000436
Abstract
"This study explores the effects of mental load and emotional load on counterproductive work behavior (CWB). Building on the conservation of resources theory and the challenge–hindrance stressor framework, we hypothesize that mental load enhances the effort and engagement of employees to accomplish goals and subsequently reduces organizational deviance (e. g., working time fraud), while emotional load, through resource depletion, weakens this relationship. We also suggest that by depleting emotional resources, emotional load could increase interpersonal deviance, with mental load exacerbating this effect due to synergistic effects. The results of a two-wave survey among 303 UK employees show that mental load reduces organizational deviance only when emotional load is low to moderate; when emotional load is high, mental load may even increase organizational deviance. The results also show that emotional load increases interpersonal deviance, irrespective of the level of mental load. The findings underscore the distinct nature of interpersonal and organizational deviance, challenges previous interpretations of the relationship between workplace stressors and CWB, and highlights the importance of considering the complex interplay between different types of stressors in predicting workplace outcomes." (Author's abstract, IAB-Doku, © 2024 Hogrefe Verlag) ((en))
-
Literaturhinweis
Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication (2025)
Zitatform
Raj, Asha Binu & Ashok Kumar Goute (2025): Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication. In: Acta Psychologica, Jg. 255. DOI:10.1016/j.actpsy.2025.104943
Abstract
"Integrating technology with communication makes work comfortable, but it simultaneously interrupts employees' personal life. Internal branding strategies attempts to improve employee's psychological and physiological wellbeing, yet the extensive integration of technology with work and workplace activities posit serious challenges in the form of technostress. In the context of communication, digital tools and mode of work increases efficiency, yet their impact of wellbeing and technostress experienced by employees needs to be examined.The present study aims to analyze the impact of internal branding on employee wellbeing and technostress under the influence of digital internal communication. The paper also examines if digital internal communication can moderate the impact of internal branding on employee wellbeing and also the impact of employee wellbeing on technostress experienced at workplace. The mediation effect of employee wellbeing between internal branding and technostress is also analyzed.The conceptual model was built on the premises of job demands-resources theory, technology acceptance model, and transactional theory of stress and coping. Data collected from 401 employees from information technology sector was analyzed using Smart PLS4. Results of structural and measurement model using PLS SEM indicate that internal branding improves wellbeing and reduces technostress under the influence of digital internal communication. Employee wellbeing is found to mediate the impact of internal branding as well as digital internal communication on technostress. Findings support the moderating effects of digital internal communication in reducing technostress and improving employee wellbeing. The hypothesised research model integrates three theories making a novel contribution by analysing wellbeing and technostress and exploring internal branding and internal communication in the digital context." (Author's abstract, IAB-Doku, © 2025 The Authors. Published byElsevier B.V.) ((en))
-
Literaturhinweis
Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector (2025)
Zitatform
Trevino Garcia, Lorena Edith & Jan Olav Christensen (2025): Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector. In: International Archives of Occupational and Environmental Health. DOI:10.1007/s00420-025-02136-9
Abstract
"Objective: Few studies have investigated the relationship between post-pandemic hybrid work-from-home (WFH), mental health, and work-life balance. We examined the association between hybrid WFH, mental distress, availability demands, work-life conflict, and life-work conflict. Methods: Data from 24,763 office workers in the public sector in Norway were analyzed by linear and logistic regressions. Results: Employees practicing flexible hybrid WFH (i.e., when needed/desired) were less likely to report mental distress (measured by the Hopkins Symptom-Checklist; HSCL-5) than those not practicing WFH. WFH being self-chosen was associated with less distress. Flexible WFH was also associated with availability demands, work-life conflict, and life-work conflict, which were, in turn, linked to distress. The risk of distress increased with the number of weekly days of flexible WFH. Workers with fixed agreements to regularly WFH did not report significantly less distress than those with no WFH. However, fixed WFH was associated with lower availability demands, not with work-life conflict, and was more often self-chosen than flexible WFH. Conclusion: Flexible WFH may alleviate distress but may also indicate attempts to cope with taxing availability demands, and may even introduce stressors that could reverse beneficial effects. Our results should motivate nuanced, multifactorial assessments of WFH in organizational practice and research." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Does the Sector of Employment Matter? A Study of Employee Absenteeism in Public, Nonprofit, and For-Profit Organizations (2025)
Zitatform
Wang, Rui & Yifei Hou (2025): Does the Sector of Employment Matter? A Study of Employee Absenteeism in Public, Nonprofit, and For-Profit Organizations. In: The American Review of Public Administration, Jg. 55, H. 3, S. 264-279. DOI:10.1177/02750740251325305
Abstract
"While public sector employees differ from private sector employees in important aspects, limited knowledge exists regarding what accounts for these differences. This study focuses on employee absenteeism, examining variations across public, nonprofit, and for-profit sectors. We argue that the differences are shaped by both sectoral conditions and employees’ selection into sectors. Using data from the U.S. Current Population Survey between 1994 and 2019, we find that absenteeism is the highest among public sector employees, followed by nonprofit and for-profit sector employees. By tracking individuals’ absenteeism after sector switching, we reveal that entering the for-profit sector is associated with decreased absenteeism, and employees with low absenteeism propensities are equally likely to enter and leave public and nonprofit sectors. These findings indicate that public and nonprofit sector managers could effectively reduce absenteeism by retaining low-absenteeism employees." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Performance-related pay, mental and physiological health (2024)
Zitatform
Andelic, Nicole, Julia Allan, Keith A. Bender, Daniel Powell & Ioannis Theodossiou (2024): Performance-related pay, mental and physiological health. In: Industrial Relations, Jg. 63, H. 1, S. 3-25. DOI:10.1111/irel.12334
Abstract
"Much of the literature on performance-related pay (PRP) and poor health relies on self-reported data, and the relationship is difficult to examine due to confounding variables. We examine the relationship between PRP and three groups of health measures using data from the UKHLS: blood pressure, inflammation markers in blood, and self-reported health. Regressions correcting for self-selection bias and socio-demographic covariates find that PRP contracts are associated with poorer mental health, higher systolic blood pressure, and higher levels of fibrinogen. These findings suggest that firms that use PRP may need to implement policies to mitigate against PRP-related stress." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Does employability help to cope with job insecurity? An analysis of workers' well-being with Swiss panel data (2024)
Canzio, Leandro Ivan;Zitatform
Canzio, Leandro Ivan (2024): Does employability help to cope with job insecurity? An analysis of workers' well-being with Swiss panel data. In: Research in Social Stratification and Mobility, Jg. 90. DOI:10.1016/j.rssm.2024.100915
Abstract
"Can perceived employability mitigate the negative impacts of job insecurity on wellbeing?. We address this question using fixed-effects models on panel data from. Switzerland. To measure job insecurity, we use two subjective indicators (risk of job. loss and fear of job loss in the last year) and an objective one (having a temporary contract). We assess well-being by studying job satisfaction, life satisfaction, and mental health, and perform separate analyses for men and women. Results suggest that employability does not mitigate the impacts of job insecurity on job satisfaction. For life satisfaction, employability reduces the impacts of the risk of job loss in the last year, but only among men. Regarding mental health, employability partially offsets the impacts of the risk of job loss in the last year for both men and women. We conclude that even though employability might help, it does not shield workers from the negative impacts of job insecurity. This suggests that the flexicurity strategy falls short of mitigating the non-pecuniary impacts of job insecurity." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Job quality in worker cooperatives: Beyond degeneration and intrinsic rewards (2024)
Zitatform
Dorigatti, Lisa, Francesco E. Iannuzzi, Valeria Piro & Devi Sacchetto (2024): Job quality in worker cooperatives: Beyond degeneration and intrinsic rewards. In: BJIR, Jg. 62, H. 3, S. 591-613. DOI:10.1111/bjir.12798
Abstract
"While there are normally positive expectations concerning job quality in cooperatives, many studies have described a more complex picture. The extant literature has, however, found it difficult to deal with evidence of poor working conditions in these organisations. Some contributions downplay the relevance of this issue, arguing that poor extrinsic aspects of job quality are compensated by intrinsic rewards, as confirmed by higher levels of job satisfaction. Others focus on external market pressure and interpret bad labour conditions as a form of degeneration of originally good employment practices. Through a qualitative analysis of job quality in cooperatives in three sectors of the Italian economy (social services, hotel cleaning and meat processing), we advance a different argument: we contend that employment practices associated with poor job quality are not the result of difficult market conditions but are rather the key explanation for the quantitative expansion of this form of economic organisation, which has moved from being an instrument for promoting good employment to a way of ensuring lower labour costs and higher flexibility within outsourcing relationships." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Diversity of flexible working time arrangements and workers' health: An analysis of a workers’ panel and linked employer-employee data for France (2024)
Zitatform
Erhel, Christine, Mathilde Guergoat-Larivière & Malo Mofakhami (2024): Diversity of flexible working time arrangements and workers' health: An analysis of a workers’ panel and linked employer-employee data for France. In: Social Science & Medicine, Jg. 356. DOI:10.1016/j.socscimed.2024.117129
Abstract
"Flexible working time arrangements (FWTA) have increased over the last decades, favored by labor market deregulation, the decentralization of collective bargaining and the development of new technologies. The negative impact of some non-standard working hours on health (like night work, shift work) is quite well-known but other forms of FWTA have been studied less so far. This article aims to investigate the relationship between FWTA and workers’ health. It focuses on employer-oriented FWTA and uses a job demands-control framework to identify different types of working time demands and control. The study uses individual data from the French working conditions survey, including panel data from 2013 to 2019 (64,981 observations) and cross-sectional employer-employee linked data from 2019 (5687 employees from 4672 workplaces). We identify empirically two main dimensions of employer-oriented FWTA, based on 14 working time variables. The first type involves “atypical working hours”, such as working weekends, nights, early mornings, evenings, or doing shift work. The second type - “work overflow” - is characterized by long working hours, overtime, taking work home, and having variable working hours. Using a fixed-effects model based on panel data, we show that both types of FWTA have a negative impact on workers' self-rated general health and mental health, as measured by the WHO-5 index. The study also finds that workers who have more control - both individual and collective – to face these demands demonstrate better health. Workers with control over their working hours report better health and are less negatively affected by FWTA. Moreover, workplace-level practices have ambiguous relationships with workers' health. However, those involving social dialogue and workers ’ participation have more favorable effects: the positive effect of health and safety committees is especially clear. To improve workers’ health in the context of increased flexible working time arrangements, public policies should promote the development of control over working time and participation of workers to social dialogue on working time related issues." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy (2024)
Zitatform
Fleischer, Julia & Camilla Wanckel (2024): Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy. In: Review of Public Personnel Administration, Jg. 44, H. 3, S. 431-452. DOI:10.1177/0734371X221148403
Abstract
"Worldwide, governments have introduced novel information and communication technologies (ICTs) for policy formulation and service delivery, radically changing the working environment of government employees. Following the debate on work stress and particularly on technostress, we argue that the use of ICTs triggers “digital overload” that decreases government employees’ job satisfaction via inhibiting their job autonomy. Contrary to prior research, we consider job autonomy as a consequence rather than a determinant of digital overload, because ICT-use accelerates work routines and interruptions and eventually diminishes employees’ freedom to decide how to work. Based on novel survey data from government employees in Germany, Italy, and Norway, our structural equation modeling (SEM) confirms a significant negative effect of digital overload on job autonomy. More importantly, job autonomy partially mediates the negative relationship between digital overload and job satisfaction, pointing to the importance of studying the micro-foundations of ICT-use in the public sector." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Precarious employment and associations with socio-demographic characteristics and self-reported health in Wales, UK (2024)
Zitatform
Gray, B.J., M.L. Griffiths, R.G. Kyle, K.R. Isherwood, C. Humphreys & A.R. Davies (2024): Precarious employment and associations with socio-demographic characteristics and self-reported health in Wales, UK. In: Public health, Jg. 236, S. 452-458. DOI:10.1016/j.puhe.2024.08.015
Abstract
"Objectives: The study's aim was to explore the prevalence of precarious employment (PE) in Wales prior to the COVID-19 pandemic and examine associations with PE domains across socio-demographics and self-reported health. Study design: A cross-sectional design was used to explore the prevalence of PE in Wales prior to the COVID-19 pandemic, in February 2020. Methods: Data were collected from a national household survey carried out in May/June 2020, with a sample of 1032 residents in Wales. PE was determined using the Employment Precariousness Scale. Associations between experiencing PE and socio-demographic/health characteristics were examined using Chi-squared tests and logistic regression models (multinomial and binary). Results: Overall, before the pandemic, one in four respondents (26.5%) was in PE, with the most prevalent domains, wages, and disempowerment being experienced by at least 50% of respondents. Worse perceived treatment at work was twice as likely in those reporting pre-existing conditions (adjusted odds ratio [aOR]: 2.45 95% confidence interval [CI]: [1.33–4.49]), poorer general health (aOR: 2.33 95% CI: [1.22–4.47]), or low mental wellbeing (aOR: 2.81 95% CI: [1.34–5.88]). Those with high wage precariousness were three times more likely to report low mental wellbeing (aOR 3.12 95% CI [1.54–6.32]). Conclusions: The creation and Provision of secure, adequately paid job opportunities has the potential to reduce the prevalence of PE in Wales. Targeting such employment opportunities to those people currently unwell would have better population health gains." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Economic Burden of Burnout (2024)
Nekoei, Arash; Sigurdsson, Jósef; Wehr, Dominik;Zitatform
Nekoei, Arash, Jósef Sigurdsson & Dominik Wehr (2024): The Economic Burden of Burnout. (CESifo working paper 11128), München, 84 S.
Abstract
"We study the economic consequences of stress-related occupational illnesses (burnout) using Swedish administrative data. Using a mover design, we find that high-burnout firms and stressful occupations universally raise burnout risk yet disproportionately impact low-stress-tolerance workers. Workers who burn out endure permanent earnings losses regardless of gender—while women are three times more susceptible. Repercussions of burnout extend to the worker’s family, reducing spousal income and children’s educational achievements. Through sick leaves, earnings scars, and spillovers, burnout reduced the national labor income by 2.3% in 2019. We demonstrate how estimated costs, combined with a prediction model incorporating workers ’ self-reported stress, can improve the design of prevention programs." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Relationships matter: how workplace social capital affects absenteeism of public sector employees (2024)
Zitatform
Pihl-Thingvad, Signe, Vera Winter, Michelle Schelde Hansen & Jurgen Willems (2024): Relationships matter: how workplace social capital affects absenteeism of public sector employees. In: Public Management Review, Jg. 26, H. 4, S. 1033-1060. DOI:10.1080/14719037.2022.2142652
Abstract
"Although absenteeism is a key concern in most western societies, research on reducing absenteeism in public sector organizations is scarce, particularly regarding the impact of organizational relationships. By building on the concept of workplace social capital (WSC) and using a large longitudinal cohort of Danish municipal employees, this study shows that three types of WSC (bridging, direct-leader-linking, and top-level-linking WSC) reduce absenteeism, while there is no significant effect of bonding WSC. Our empirical results further suggest that the relationships with the immediate leader and the top management (direct-leader-linking and top-level-linking WSC) are most important for employees' absenteeism." (Author's abstract, IAB-Doku) ((en))