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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:.

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conference on work family health and well being
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.

program
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
slide3
The 3-level concept

Researchers

Work environment professionals

The workplaces

copsoq the three levels
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:

special features of the copsoq
Special features of the COPSOQ

Three levels of different length and complexity

National normative values

Five different kinds of job demands

purposes of the 3 level concept
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

the philosophy of the three level concept
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

slide8
Copenhagen Psychosocial Questionnaire

Scales and number of questions at all three levels

the three types of psychosocial work environment dimensions
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
the three types of psychosocial work environment dimensions10
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
the three types of psychosocial work environment dimensions11
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
associations between psychosocial factors at work and wfc in the copsoq database
Associations between psychosocial factors at work and WFC in the COPSOQ database

Multivariate associations:

 p<0.05;  p<0.01;  p<0.001

slide13
Basic model for work-family conflict

3

Familiy

situation

1

Work-

family

conflict

  • Health &
  • well-being
  • fatigue
  • mental health

5

2

Working

conditons

4

slide15
Quantitative demands and WFC in the SARA Study

%

65%

Energy conflict

49%

37%

30%

24%

General conflict

22%

16%

11%

Quantitative demands

(quartiles)

slide16
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

slide17
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

slide18
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

slide19
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)

slide20
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.

slide21
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.

slide22
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.
slide23
The

End

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