Abstract:Objective
The purpose of this study is to evaluate the association between psychosocial aspects at work and dissatisfaction among health workers in five cities in Bahia, Brazil.
Methods
The evaluation was based on different models proposed to measuring occupational stress and possible combinations between them: demand-control model (DCM) and effort-reward imbalance (ERI). We conducted a cross-sectional epidemiological study including… Show more
“…Effort-reward imbalance is characterized by a recurring lack of reciprocity between the efforts expended at work and the rewards—both direct and indirect—received in return ( 23 ). In similar fields with similar demands, i.e., human health care, high levels of occupational stress and effort-reward imbalances have been noted with job dissatisfaction rates reported of up to 1 in every 4 workers ( 24 , 25 ). In addition to mental health effects, chronic work stress can contribute to increased risks for coronary heart disease ( 23 ).…”
Section: Factors Contributing To Workplace Stress In Animal Research mentioning
In recent years, there has been an increased recognition of the potential cost of caring on the mental well-being of research animal facility personnel. While this issue is considered a normal consequence of caring for others, these stressors must be acknowledged and managed to ensure that the workplace culture remains positive and that employees are engaged. Factors that can contribute to these feelings in those working with animals in research include compassion and moral stress, issues related to staffing and scheduling of work, insufficient communication in the workplace, and public ambivalence toward the use of animals in science. The first step in developing a program is to survey facility personnel about their concerns, either formally (e.g., using a needs analysis) or informally. Two examples are provided to demonstrate different institutional approaches to assessing personnel needs and developing an internal compassion-resiliency program. The best programs are based on the needs and wants of personnel and these can be cost effective and geared at a grassroots level. Social support in the workplace, for example, through peer counseling, can be a highly effective means of helping personnel to build compassion-resiliency. Addressing mental well-being of research animal facility personnel is an important component of ensuring a positive culture of care in the workplace.
“…Effort-reward imbalance is characterized by a recurring lack of reciprocity between the efforts expended at work and the rewards—both direct and indirect—received in return ( 23 ). In similar fields with similar demands, i.e., human health care, high levels of occupational stress and effort-reward imbalances have been noted with job dissatisfaction rates reported of up to 1 in every 4 workers ( 24 , 25 ). In addition to mental health effects, chronic work stress can contribute to increased risks for coronary heart disease ( 23 ).…”
Section: Factors Contributing To Workplace Stress In Animal Research mentioning
In recent years, there has been an increased recognition of the potential cost of caring on the mental well-being of research animal facility personnel. While this issue is considered a normal consequence of caring for others, these stressors must be acknowledged and managed to ensure that the workplace culture remains positive and that employees are engaged. Factors that can contribute to these feelings in those working with animals in research include compassion and moral stress, issues related to staffing and scheduling of work, insufficient communication in the workplace, and public ambivalence toward the use of animals in science. The first step in developing a program is to survey facility personnel about their concerns, either formally (e.g., using a needs analysis) or informally. Two examples are provided to demonstrate different institutional approaches to assessing personnel needs and developing an internal compassion-resiliency program. The best programs are based on the needs and wants of personnel and these can be cost effective and geared at a grassroots level. Social support in the workplace, for example, through peer counseling, can be a highly effective means of helping personnel to build compassion-resiliency. Addressing mental well-being of research animal facility personnel is an important component of ensuring a positive culture of care in the workplace.
“…Independent of these differences, several occupational studies demonstrated the importance of working conditions for health [ 7 , 9 , 11 ]. Brazilian studies with the working population demonstrated an association between job strain and cardiovascular risk [ 36 ], metabolic syndrome [ 37 ], migraine [ 38 ], poor quality of life [ 39 ], poor self-rated health [ 40 ], job dissatisfaction [ 41 ], and sickness-absenteeism from the job [ 42 ]. Our study also adds to the knowledge about working and health conditions since low decision authority at work, and low skill discretion were related to obesity and poor self-rated health.…”
Background
Self-rated health (SRH) - one of the most common health indicators used to verify health conditions - can be influenced by several types of socioeconomic conditions, thereby reflecting health inequalities. This study aimed to evaluate the participant profiles regarding the association between self-rated health and social and occupational characteristics of the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil).
Methods
Cross-sectional design, including 11,305 individuals. Self-rated health was categorized as good, fair, and poor. The relationship between socio-demographic, psychosocial work environment, health-related variables, and self-rated health was analyzed by multiple correspondence analysis (stratified by age: up to 49 years old and 50 years old or more).
Results
For both age strata, group composition was influenced by socioeconomic conditions. Poor SRH was related to lower socioeconomic conditions, being women, black self-declared race/ethnicity, being non-married/non-united, low decision authority, low skill discretion, and obesity.
Conclusion
To promote health, interventions should focus on reducing existing socioeconomic, race, and gender inequalities in Brazil.
“…A insatisfação com o trabalho mediou o efeito dos aspectos psicossociais e da SAP na ocorrência de TMC. Os resultados encontrados corroboram o conhecimento descrito na literatura: o impacto negativo da insatisfação com o trabalho na saúde mental 1,2,3,7 ; a repercussão do estresse ocupacional na insatisfação com o trabalho 1,32,33 ; bem como a associação entre estressores ocupacionais e TMC 12 . Também fortalecem as duas hipóteses de trabalho investigadas: (1) associação entre a insatisfação e transtornos mentais (a insatisfação contribui diretamente para a ocorrência de TMC); (2) os aspectos psicossociais do trabalho (estressores e protetores) e a SAP podem associar-se positiva ou negativamente tanto à insatisfação quanto aos transtornos mentais, modificando a relação entre a insatisfação com o trabalho e os TMC.…”
Section: Discussionunclassified
“…A variável latente AE esteve associada positivamente à insatisfação e aos TMC, confirmando a nocividade das dimensões deste construto (elevados níveis de demanda psicológica, demanda física, esforço e comprometimento excessivo com o trabalho) sobre os níveis de satisfação laboral e também sobre a saúde mental dos/as trabalhadores/as. Estudos prévios observaram que as demandas físicas e psicológicas do trabalho, variáveis indicadoras do construto AE, quando elevadas, contribuem para o aumento do estresse ocupacional com repercussão nos níveis de satisfação com o trabalho 1,33 O esforço refere-se à resposta do indivíduo às demandas que lhe são apresentadas. Quando o esforço com o trabalho não é recompensado adequadamente, contribui para elevar o grau de insatisfação com o trabalho.…”
Resumo: O objetivo foi avaliar a relação da insatisfação no trabalho e ocorrência de transtornos mentais comuns (TMC), considerando os aspectos psicossociais do trabalho e a satisfação pessoal (SAP). Estudo transversal, em amostra de 3.084 trabalhadores/as de saúde de cinco municípios baianos. Empregou-se análise de modelagem de equações estruturais, estratificada por gênero. A insatisfação com o trabalho foi a variável de exposição principal. Os TMC, variável desfecho, foram avaliados pelo Self-Reporting Questionaire (SRQ-20). Satisfação pessoal, avaliada por questões do World Health Organization Quality of Life (WHOQOL), e os aspectos psicossociais estressores (AE) e protetores (AP), mensurados pelo Job Content Questionnaire (JCQ) e pela escala Effort-Reward Imbalance (ERI), foram tratadas como variáveis latentes. A insatisfação com o trabalho associou-se positivamente aos TMC, entre homens (0,160; IC95%: 0,024; 0,295) e mulheres (0,198; IC95%: 0,135; 0,260). Os AE associaram-se positivamente à insatisfação com o trabalho e aos TMC, enquanto os AP associaram-se negativamente a esses dois eventos, entre homens e mulheres. A insatisfação com o trabalho mediou o efeito dos aspectos psicossociais e da SAP na ocorrência de TMC. O modelo final apresentou bom ajuste nos grupos analisados. Elevada insatisfação, presença de aspectos psicossociais estressores, carência de aspectos protetores e insatisfação pessoal associaram-se aos TMC direta ou indiretamente. Os resultados reforçam a necessidade de ações voltadas à proteção da saúde mental no trabalho em saúde com o redesenho dos aspectos nocivos identificados e fortalecimento dos aspectos associados à menor ocorrência de TMC.
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