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Attempts to improve work and well-being: Test of the Karasek model. Sandra Ohly & Zan Strabac. EAWOP 2007, Stockholm. Overview. Karasek model Research questions and hypotheses Sample and method Results Implications. Prior research. Model supported for health outcomes

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attempts to improve work and well being test of the karasek model
Attempts to improve work and well-being:Test of the Karasek model
  • Sandra Ohly & Zan Strabac

EAWOP 2007, Stockholm

overview
Overview
  • Karasek model
  • Research questions and hypotheses
  • Sample and method
  • Results
  • Implications
prior research
Prior research
  • Model supported for health outcomes
  • Mixed support for psychological well-being and active behavior
  • Problem
  • mostly homogeneous samples
  • mostly from single European countries
hypotheses
Hypotheses
  • Well-being:
  • Job control will be positively related to general psychological well-being.
  • Job demands will be negatively related to general psychological well-being.
  • Job demands and job control will shown an interactive effect on general psychological well-being.
  • Proactive behavior
  • Job control will be positively related to proactive behavior.
  • Demands will positively related to proactive behavior.
  • Job demands and job control will show an interactive effect proactive behavior.
method
Method
  • Data collected in the European Social Survey
  • 9217 full-time employees from 19 countries
  • 60.5% male,
  • mean age = 40.0 years (SD = 11.0)
  • mean level of education = 13.2 years (SD = 3.56)
  • Methodological advantages
  • large, representative, cross-national samples
  • Methodological challenges
  • quality of measures; clustering (VPCwell = 9%)
measures
Measures
  • Well-being „How happy/satisfied are you with your life?“ a = .65
  • Proactive behavior „Have you made any attempt to improve conditions at work?“
  • Job control „ ... organize your own work“ a = .87
  • Job demand: Working hours, overtime included
analysis
Analysis
  • Correcting for sampling design and clustering
  • Controlling for
  • Age
  • Gender
  • Living with partner
  • Education
  • Household income
  • Supervisor position
results well being
Results: Well-being
  • Delta R-square Beta
  • Controls 9.8 %
  • Job control 2.2 % .007***
  • Job demand -.010**
  • Interaction 0.2% .004*
proactive behavior
Proactive behavior
  • Delta R-square Beta
  • Controls 7.5 %
  • Job control 2.2 % .157***
  • Job demand .003
  • Interaction 0.0 % .001
summary
Summary
  • Hypotheses 1-3 supported:
  • Well-being is
  • positively related to job control
  • negatively related to job demands
  • Job control buffers the negative effect of demands.
  • Hypotheses 4 supported:
  • Job control is positively related to active behavior.
  • Hypotheses 5-6 not supported.
discussion
Discussion
  • Job control is an important work characteristic
  • for well-being
  • and proactive work behavior
  • Long working hours are detrimental
  • Small effect size of interaction effect
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