The role of workplace health promotion in addressing job stress

Noblet, Andrew; LaMontagne, Anthony D.

doi:10.1093/heapro/dal029

Cited by 148 publications

(115 citation statements)

References 32 publications

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“…None of the tested JDCS interaction effects were significant predicators within the given sample of teachers. Previous studies have observed consistent evidence of the main effects of the JDCS work characteristics (Noblet and LaMontagne 2006;Hausser et al, 2010;Luchman and Gonzales-Morales, 2013); however, evidence of their interactive nature of these variables is mixed and observably weak (van der Doef and Maes, 1999;De Lange et al, 2003).…”

Section: The Influence Of Jdcs Work Characteristicsmentioning

confidence: 84%

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Hassard

Teoh

Cox

2016

Health Promot. Int.

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A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions.

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Section: The Influence Of Jdcs Work Characteristicsmentioning

confidence: 84%

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Hassard

Teoh

Cox

2016

Health Promot. Int.

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“…Although the impact of job stress on employee well-being and performance is well acknowledged (Bakker et al, 2008;Demerouti et al, 2005) we see that measurement of PSC could provide a useful tool to assist in the change of management practices and in turn worker health and effectiveness. Given that job stress prevention strategies are now becoming more popular in organisations (Noblet & LaMontagne, 2006) and also in Malaysian workplace settings with initiatives from the government to promote healthy working conditions, we consider building a strong PSC may play a key role. Criticisms regarding current practices of job stress prevention suggest that they focus too much on the individual without consideration of working conditions (Noblet & LaMontagne, 2006).…”

Section: Practical Implicationsmentioning

confidence: 99%

“…Given that job stress prevention strategies are now becoming more popular in organisations (Noblet & LaMontagne, 2006) and also in Malaysian workplace settings with initiatives from the government to promote healthy working conditions, we consider building a strong PSC may play a key role. Criticisms regarding current practices of job stress prevention suggest that they focus too much on the individual without consideration of working conditions (Noblet & LaMontagne, 2006). We believe that focussing on PSC can remedy this problem.…”

Section: Practical Implicationsmentioning

confidence: 99%

Integrating psychosocial safety climate in the JD-R model: A study amongst Malaysian workers

2011

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Orientation: Job characteristics are well accepted as sources of burnout and engagement amongst employees; psychosocial safety climate may precede work conditions. Research purpose:We expanded the Job Demands and Resources (JD-R) model by proposing psychosocial safety climate (PSC) as a precursor to job demands and job resources. As PSC theoretically influences the working environment, the study hypothesized that PSC has an impact on performance via both health erosion (i.e. burnout) and motivational pathways (i.e. work engagement).Motivation for the study: So far, integration of PSC in the JD-R model is only tested in a Western context (i.e. Australia). We tested the emerging construct of PSC in Malaysia, an Eastern developing country in the Asian region.Research design, approach and method: A random population based sample was derived using household maps provided by Department of Statistics, Malaysia; 291 employees (response rate 50.52%) from the State of Selangor, Malaysia participated. Cross-sectional data were analysed using structural equation modelling. Main findings:We found that PSC was negatively related to job demands and positively related to job resources. Job demands, in turn, predicted burnout (i.e. exhaustion and cynicism), whereas job resources predicted engagement. Both burnout and engagement were associated with performance. Bootstrapping showed significant indirect effects of PSC on burnout via job demands, PSC on performance via burnout and PSC on performance via the resources-engagement pathway.Practical/managerial implications: Our findings are consistent with previous research that suggests that PSC should be a target to improve working conditions and in turn reduce burnout and improve engagement and productivity.Contribution/value-add: These findings suggest that JD-R theory may be expanded to include PSC as an antecedent and that the expanded JD-R model is largely valid in an Eastern, developing economy setting.

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“…75 Although individual-centered approaches may favorably modify behavioral issues such as smoking cessation or sedentary behaviors, they are less likely to reduce workplace stress because they do not address the organization of the workplace management approach. 76 In a systematic review of organizational-level interventions designed to improve employee control, workers experienced health benefits. Egan et al 77 reviewed 18 relevant studies, 11 of which noted improvements in health and none of which reported adverse health effects; however, the authors acknowledged that the organizational interventions were complemented by health education efforts.…”

Section: Stress Management/reductionmentioning

confidence: 99%

Worksite Wellness Programs for Cardiovascular Disease Prevention

Carnethon¹,

Whitsel²,

Franklin³

et al. 2009

Circulation

220

137

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W ith Ͼ130 million Americans employed across the United States, workplaces provide a large audience for cardiovascular disease (CVD) and stroke prevention activities. Experience has shown that workplace wellness programs are an important strategy to prevent the major shared risk factors for CVD and stroke, including cigarette smoking, obesity, hypertension, dyslipidemia, physical inactivity, and diabetes. An estimated 25% to 30% of companies' medical costs per year are spent on employees with the major risk factors listed above. 1 Employees and their families share the financial burden through higher contributions to insurance, higher copayments and deductibles, reduction or elimination of coverage, and trade-offs of insurance benefits against wage or salary increases. When programs are successful, their influence extends beyond the individual workers to immediate family members, who are often exposed to their favorable lifestyle changes. Worksite wellness programs that can reduce these risk factors can ultimately decrease the physical and economic burden of chronic diseases, including CVD, stroke, and certain cancers.The societal benefits of a healthy employed population extend well beyond the workplace. As such, comprehensive, culturally sensitive health promotion within the workplace can improve the nation's health. The Healthy People 2010 goal is for 75% of all worksites, regardless of size, to develop comprehensive wellness programming. 2 However, the development of comprehensive programs takes time and resources, especially for smaller employers. Because program development and initiation can be resource intensive, the American Heart Association (AHA) supports incremental efforts to achieve a comprehensive worksite wellness program to address CVD and stroke prevention and makes the following recommendations. Summary of Recommendations Components of Wellness Programs• A comprehensive program aimed at improving employees' cardiovascular and general health should include the following: Tobacco cessation and prevention, regular physical activity, stress management/ reduction, early detection/screening, nutrition education and promotion, weight management, disease management, CVD education that includes cardiopulmonary resuscitation and automated external defibrillator training, and changes in the work environment to encourage healthy behaviors and promote occupational safety and health.• Programming should be integrated into the organizational structure of the workplace by use of the following proven strategies: Health education that relies on existing valid sources and is focused on skill development that is consistent with employees' readiness to make behavior changes; initiatives that are incorporated into existing employee assistance programs; and voluntary worksite screening linkedThe American Heart Association makes every effort to avoid any actual or potential conflicts of interest that may arise as a result of an outside relationship or a personal, professional, or business interest of a member of the ...

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The role of workplace health promotion in addressing job stress

Cited by 148 publications

References 32 publications

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

Integrating psychosocial safety climate in the JD-R model: A study amongst Malaysian workers

Worksite Wellness Programs for Cardiovascular Disease Prevention

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