1 / 23

Conference on Work, Family, Health, and Well-being

Conference on Work, Family, Health, and Well-being. Washington, D.C. June 16 – 18, 2003. The psychosocial work environment and the associations with work-family conflict. Tage S. Kristensen, Denmark. Lars Smith-Hansen, Denmark. Nicole Jansen, The Netherlands. Program:.

woods
Download Presentation

Conference on Work, Family, Health, and Well-being

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Conference onWork, Family, Health, and Well-being Washington, D.C. June 16 – 18, 2003. The psychosocial work environment and the associations with work-family conflict. Tage S. Kristensen, Denmark. Lars Smith-Hansen, Denmark. Nicole Jansen, The Netherlands.

  2. Program: • A tool for the assessment and improvement of the psychosocial work environment: The Copenhagen Psychosocial Questionnaire (COPSOQ) • The associations between psychosocial factors at work and work-family conflict (WFC). • Conclusions

  3. The 3-level concept Researchers Work environment professionals The workplaces

  4. COPSOQThe three levels 141 questions 30 dimensions 95 questions 26 dimensions 44 questions 8 dimensions Research questionnaire: Questionnaire for work environment professionals: Questionnaire for workplaces:

  5. Special features of the COPSOQ Three levels of different length and complexity National normative values Five different kinds of job demands

  6. Purposes of the 3-level concept To develop valid instruments for use at different levels • To improve communication between researchers, workenvironment professionals, and the workplaces To make national and international comparisons possible • To improve surveys of the work environment and • evaluations of interventions To make it easier to operationalize complicated theories andconcepts

  7. The philosophy of the three level concept Empowerment of employees and workplaces Improved quality of the work of work environment professionals Theory based interventions and assessments

  8. Copenhagen Psychosocial Questionnaire Scales and number of questions at all three levels

  9. The three types of psychosocial work environment dimensions 1. Demands • Quantitative (working hours, work pace) • Emotional demands • Demands for hiding emotions • Cognitive demands • Sensory demands

  10. The three types of psychosocial work environment dimensions 2. Organization and content of work • Influence at work • Possibilities for development • Degrees of freedom • Meaning of work • Commitment to the workplace

  11. The three types of psychosocial work environment dimensions 3. Interpersonal relations and leadership • Social support • Feedback • Social relations • Role clarity • Role conflicts • Predictability • Quality of leadership • Sense of community

  12. Associations between psychosocial factors at work and WFC in the COPSOQ database Multivariate associations:  p<0.05;  p<0.01;  p<0.001

  13. Basic model for work-family conflict 3 Familiy situation 1 Work- family conflict • Health & • well-being • fatigue • mental health 5 2 Working conditons 4

  14. Family situation and WFC in the SARA Study WFC

  15. Quantitative demands and WFC in the SARA Study % 65% Energy conflict 49% 37% 30% 24% General conflict 22% 16% 11% Quantitative demands (quartiles)

  16. Family situation and psychological well-being in the SARA Study Points 79.3 78.8 78.2 77.5 72.6 Mental health 65.2 64.7 63.0 62.7 58.4 Vitality Family situation Children Adult(s) 2 1 1 2 2

  17. Quantitative demands and psychological well-being in the SARA Study Points 81.4 79.5 77.4 73.7 Mental health 68.6 65.4 62.0 57.8 Vitality Quantitative demands

  18. WFC and psychological well-being in the SARA Study Points on scale from 0 to 100 84 Men 80 77 83 Women 71 71 76 Mental health 67 71 Men 68 61 68 59 61 Vitality Women 54 49 General work-family conflict

  19. Prospective results on WFC from the Maastricht Cohort Study on ”Fatigue at Work”. Significant predictors of WFC over one year of follow-up (N=12,095)

  20. Feedback loop in the Maastricht Cohort Study Long working hours Work-Family Conflict Work-Family Conflict Reduced working hours (In particular among women) Implications for gender differences and for study design.

  21. Conclusions In two Danish and one Dutch study of WFC all three types of psychosocial factors were strongly related to WFC. Demands: In Particular quantitative and emotional demands. Work structure & content: In particular influence at work. Interpersonal relations and leadership. Intervention studies aiming at reducing WFC should be guided by a comprehensive model of the psychosocial work environment.

  22. Modern work: ”Work without limits” • Modern professional work tends to be ”work without • limits”: • No limits with regard to time • No limits with regard to space • In the balance between family and ”work without limits”, • the family will lose. Work will invade the family sphere of • life. • Only conscious and deliberate efforts related to psychosocial • factors at work can prevent a drastic increase in Work- • Family Conflict.

  23. The End This presentation is available on www.ami.dk/presentations/

More Related