Nine-Year Longitudinal Psychosocial and Mental Outcomes of a Stress Management Intervention at Work Using Psychotherapeutic Principles

Li, Jian; Riedel, Natalie; Barrech, Amira; Herr, Raphael M.; Aust, Birgit; Mörtl, Kathrin; Siegrist, Johannes; Gündel, Harald; Angerer, Peter

doi:10.1159/000451028

Cited by 11 publications

(7 citation statements)

References 11 publications

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“…At the individual level, interventions that strengthen workers' coping ability with stressful work are also needed, considering the strong effects produced by over-commitment in this study. In this regard, some studies reported beneficial effects of becoming psychologically detached from work (i.e., recovery intervention) on workers' well-being 51 , 52) .…”

Section: Discussionmentioning

confidence: 99%

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

Herr

Allen

et al. 2017

Journal of Occupational Health

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Objectives: The objective of this study was to validate a short version of the Effort-Reward-Imbalance (ERI) questionnaire in the context of New Zealand among older full-time and part-time employees. Methods: Data were collected from 1694 adults aged 48-83 years (mean 60 years, 53% female) who reported being in full- or part-time paid employment in the 2010 wave of the New Zealand Health, Work and Retirement study. Scale reliability was evaluated by item-total correlations and Cronbach's alpha. Factorial validity was assessed using multi-group confirmatory factor analyses assessing nested models of configural, metric, scalar and strict invariance across full- and part-time employment groups. Logistic regressions estimated associations of effort-reward ratio and over-commitment with poor physical/mental health, and depressive symptoms. Results: Internal consistency of ERI scales was high across employment groups: effort 0.78-0.76; reward 0.81-0.77, and over-commitment 0.83-0.80. The three-factor model displayed acceptable fit in the overall sample (X2/df = 10.31; CFI = 0.95; TLI = 0.94; RMSEA = 0.075), and decrements in model fit indices provided evidence for strict invariance of the three-factor ERI model across full-time and part-time employment groups. High effort-reward ratio scores were consistently associated with poor mental health and depressive symptoms for both employment groups. High over-commitment was associated with poor mental health and depressive symptoms in both groups and also with poor physical health in the full-time employment group. Conclusions: The short ERI questionnaire appears to be a valid instrument to assess adverse psychosocial work characteristics in old full-time and part-time employees in New Zealand.

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Section: Discussionmentioning

confidence: 99%

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

Herr

Allen

et al. 2017

Journal of Occupational Health

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“…Our 9-year follow-up study based on a randomized wait-list controlled trial found that this SMI in the workplace according to a well-established work stress model (i.e., ERI theory), in particular, using psychodynamic and cognitive behavioural techniques, showed significant long-term effectiveness preliminarily (for details, please see [ 23 ]) and extensively (this current report, with post hoc external control group), particularly on the effort-reward ratio ( p < 0.001); though the trajectory of overcommitment and depressive symptoms did not sustain to the same extent, the long-term effects on them remained significant ( p < 0.05 and p < 0.01, resp.). To the best of our knowledge, three ERI-based work stress intervention studies at individual level have been conducted.…”

Section: Discussionmentioning

confidence: 99%

“…Preliminary results suggest that some positive effects on work stress and mental health are based on differences in these measures between three time points: preintervention in 2006, postintervention in 2008, and post-trial-follow-up in 2015. Because the initial wait-list control group also received the SMI, the findings provided evidence on effectiveness in the internal before-after comparisons only, without providing findings of a respective control group [ 23 ]. Therefore, we decided to recruit a post hoc external control group with corresponding sociodemographic characteristics, providing comparable longitudinal data on work stress and mental health.…”

Section: Introductionmentioning

confidence: 99%

Long-Term Effectiveness of a Stress Management Intervention at Work: A 9-Year Follow-Up Study Based on a Randomized Wait-List Controlled Trial in Male Managers

Riedel

Barrech

et al. 2017

BioMed Research International

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Objective Short- and medium-term effectiveness (up to 3 years) of individual level stress management interventions (SMI) at work were demonstrated, yet long-term effectiveness remains unexplored. We therefore aimed to address this research gap. Methods 94 male middle managers participated in a randomized wait-list controlled trial between 2006 and 2008 and in a post-trial-follow-up survey in 2015. During the first two years, all received an 18-hour psychotherapeutic SMI intervention which was based on the Effort-Reward Imbalance (ERI) model: tackling stressor on mismatch between effort and reward and promoting recovery on overcommitment. Work stress (i.e., ERI indicators) was the primary outcome, and the secondary outcome was depressive symptoms. The long-term effectiveness of the SMI was examined by mixed modeling, using an external control group (n = 94). Results Effort and reward were substantially improved with significant intervention ⁎ time interaction effects (p < 0.001) compared to the external control group; effects on overcommitment and depressive symptoms were also significant (p < 0.05 and p < 0.01, resp.), though their trajectories in the intervention group were less sustainable. Conclusions The effectiveness of this psychotherapeutic SMI at work based on the ERI model was observed over a 9-year period, particularly on the effort-reward ratio.

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“…In addition, the participants were encouraged to identify and strengthen individual resources (e.g., social networking and social support) and to exercise to recover from work [ 9 ]. This stress management intervention has shown to be effective in the direct improvement of stress reactivity [ 9 ] and to influence the long-term progression of mental health and work stress perception significantly [ 15 ]. However, so far nothing can be said about the combination of both, i.e., how the degree of change in stress reactivity affects mental health and sleep problems in the long run, which was therefore the aim of this study.…”

Section: Methodsmentioning

confidence: 99%

Long-Term Effectiveness of Stress Management at Work: Effects of the Changes in Perceived Stress Reactivity on Mental Health and Sleep Problems Seven Years Later

Herr

Barrech

Riedel

et al. 2018

IJERPH

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The reduction of stress reactivity resulting from stress management interventions prevents disorders and improves mental health, however, its long-term sustainability has been little examined. The objective of this study was, therefore, to determine the effectiveness of a stress management intervention, designed to improve stress reactivity, for mental health and sleep problems seven years later, using longitudinal data from 101 male industrial workers. Linear regressions estimated the adjusted effects of the changes in stress reactivity in general as well as in its six subdimensions (work overload, social conflict, social stress, failure at work, and anticipatory and prolonged reactivity) on depression, anxiety, and sleep problems seven years later. The improvement of the prolonged reactivity had positive effects on depression, anxiety, and sleep problems (unstandardized regression coefficients [Bs] ≥ 0.35, all p-values ≤ 0.01). Depression and sleep problems were further improved by a reduction of the reactivity to social conflicts (Bs ≥ 0.29, p-values < 0.05), and an improvement in the overall reactivity score positively influenced sleep problems (B = 0.07, p = 0.017). In conclusion, the improvement of stress reactivity resulting from a work stress intervention was effective and generally long-lasting in preventing mental health and sleep problems. The reduction of the prolonged reactivity seems of particular importance and efficient in inhibiting negative stress manifestations.

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Nine-Year Longitudinal Psychosocial and Mental Outcomes of a Stress Management Intervention at Work Using Psychotherapeutic Principles

Cited by 11 publications

References 11 publications

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

Long-Term Effectiveness of a Stress Management Intervention at Work: A 9-Year Follow-Up Study Based on a Randomized Wait-List Controlled Trial in Male Managers

Long-Term Effectiveness of Stress Management at Work: Effects of the Changes in Perceived Stress Reactivity on Mental Health and Sleep Problems Seven Years Later

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