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Using Programme for the International Assessment of Adult Competencies (PIAAC) data for twenty†one countries, I study the impact of employment protection laws (EPL) on job content. I find that workers’ use of influence, reading, writing, planning, numeracy and information and computer technology skills, and their task discretion, were higher in permanent than in temporary jobs. Moreover, stricter EPL on permanent jobs raised the gap in job content for influence, reading, writing, and planning skills used in permanent jobs versus temporary jobs.

Tiina Saari – Post Doctoral Researcher, University of Tampere, Finland. Address: 4 Kalevantie, 33100, Tampere, Finland.E-mail: tiina.p.saari@uta.fi Markku Sippola – University Lecturer, University of Tampere, Finland. Address: 4 Kalevantie,33100, Tampere, Finland.E-mail: Markku.Sippola@uta.fi Harry Melin – Professor, Vice Rector, University of Tampere, Finland. Address: 4 Kalevantie, 33100, Tampere, Finland. E-mail: harri.melin@uta.fi Azer Efendiev – DSc in Philosophy, Professor, National Research University Higher School of Economics. Address: 20 Myasnitskaya St., Moscow, 101000, Russian Federation. E-mail: efendiev@hse.ru Evgeniya Balabanova – DSc in Sociology, Professor, National Research UniversityHigher School of Economics. Address: 20 Myasnitskaya St., Moscow, 101000, RussianFederation. E-mail: balabanova@hse.ru Citation: Saari T., Sippola M., Melin H., Efendiev A., Balabanova E. (2018) Comparing Finnish and Russian Work Life. Mir Rossii, vol. 27, no 2, pp. 90–108. DOI: 10.17323/1811-038X-2018-27-2-90-108 This article compares the differences and similarities between Finnish and Russian work life, with special focus on how employees perceive the importance of employment and pay, favouritism in the workplace, and satisfaction with leadership. The contrasts between the two countries make for an interesting comparison: Finland is one of the world leaders in quality of work life, while many workplace practices in Russia date from the Soviet era. Our analysis shows that, as expected, pay is much more important than job content to Russian employees, while job content is more important than pay to Finnish employees. Work and employment is highly valued in both countries, but more so in Russia. Russia is often described as backward in its management and leadership styles, yet we found that Russian employees are more satisfied with some aspects of leadership in the workplace than Finnish employees.

Very little research has examined how career constructs are related to career plateaus. Given the dysfunctional consequences of plateauing, it is important to understand how career constructs, such as career adaptability, influence plateauing. Drawing on career construction theory and the theory of work adjustment, we propose that fit perceptions will mediate the career adaptability and plateauing relationship. Using data collected from 294 banking employees from the Punjab Province of Pakistan, we used the PROCESS macro to test for mediation. Results indicate that career adaptability reduces the likelihood of experiencing job content and hierarchical plateaus. Perceptions of fit related negatively to perceptions of plateauing, with one exception—demands–ability fit perceptions were unrelated to hierarchical plateaus. Mediation analysis indicated that needs–supply fit perceptions mediate the influence of career adaptability on both job content and hierarchical plateaus, whereas demands–ability fit perceptions mediate the influence of career adaptability on job content plateau but not hierarchical plateau. Implications of results for theory and practice are discussed.

The purpose of this study was to determine the level of psychosocial safety climate (PSC) at fuel stations in Accra and test the paths via which PSC predicts health and safety of the attendants. We surveyed 876 conveniently sampled attendants from four major Oil Marketing Companies (OMCs). A questionnaire derived from three pre-existing ones (PSC-12, Job Content Questionnaire and Short Form Health Survey) was used for data collection. It yielded composite reliability between 0.91 and 0.95. Partial Least Squared-Structural Equation Model was used for analysis. Results shows a high risk of (36.08) PSC perception among the attendants. PSC directly, and indirectly, via the path of job resources, predict health and safety of the attendants. Job demands have significant direct influence on health and safety with its path being the strongest (r = -0.66) and most significant (t = 39.48, p = 0.00) compared with PSC (r = 0.16) and job resources (r = -0.12). The health, safety and well-being of the fuel station attendants appears to be preserved where management takes practical steps to raise PSC of the fuel stations and supervisor provides increased support for the attendants. An increase in PSC is most likely to cause increase in supervisor support to the attendants. In such stations, daily productivity is more likely to increase due to well-being of the workers.

Job crafting is a hot topic in the field of organizational behavior researches and human resource management. Job crafting is a bottom to up behavior, which is different from traditional up to bottom job design, representing the staff’s proactivity. Under job crafting, staffs incline to redefine and reshape the job content, working mode and cooperation relationship with teammates. Besides, job crafting can optimize organizational design and working relationship, which improves the staff’s working identification and adversity coping ability. Based on the previous research results, this article attempts to summarize the definition, measurement, antecedents and consequences of job crafting. Meanwhile, this article also puts forward future research directions of job crafting.

Aims and methodTo review the literature to examine the factors that may be affecting recruitment into psychiatry in the UK. We systematically searched four databases to identify studies from 1974 to 2016 and identified 27 papers that met the specified inclusion criteria.ResultsMost papers (n= 24) were based on questionnaire surveys. The population in all studies comprised of 1879 psychiatrists, 6733 students and 220746 trainees. About 4–7% of students opt for a career in psychiatry. Enrichment activities helped to attract students more towards psychiatry than just total time spent in the specialty. Job content in terms of the lack of scientific basis, poor prognosis and stigma towards psychiatry, work-related stress and problems with training jobs were common barriers highlighted among students and trainees, affecting recruitment. Job satisfaction and family-friendly status of psychiatry was rated highly by students, with lifestyle factors appearing to be important for trainees who tend to choose psychiatry.Clinical implicationsNegative attitudes and stigma towards psychiatry continue to persist. Teaching and training in psychiatry needs rethinking to improve student experience and recruitment into the specialty.

Academic literature identifies job satisfaction as an important determinant of effective organisational performance, though the contemporary attention of theorists and practitioners for job satisfaction of individuals working in Lithuanian civil service is still fragmented. The article discusses the concept of job satisfaction, examines the significance of various motivational factors for civil servants’ job satisfaction and analyses the determinants of job satisfaction in the Civil Service Department of Lithuania. The empirical analysis is based on the results of quantitative research conducted in 2017. The research results revealed that job satisfaction of individuals working in the above mentioned institution is more determined by intrinsic rather than extrinsic motivational factors. Higher levels of job satisfaction are associated with sense of achievement arising from work, interesting, exciting job content and adequate promotional opportunities. The research finding also proposed the challenging trend indicating the negative correlation between job satisfaction and possibilities for to grow personal skills. This paradox is possibly explained by Simon’s bounded rationality theory, as well as by methodological specificity, and eventually opens wide platform for further research in public sector. DOI: http://dx.doi.org/10.5755/j01.ppaa.16.3.19337

This study is the third in a series of studies comparing the development of the working conditions of child welfare social workers in Sweden during the last decade. The same questionnaire was distributed in 2014 (n = 349) to the social workers handling investigations of children and youth who were working with the same types of tasks in the districts previously investigated in 2003 (n = 309). The questionnaire (QPS Nordic) contained questions about their job content, role conflicts, demands, organisational climate, job satisfaction and intention to leave the workplace or change profession. The aim of the present study was to analyse this development in relation to the low-income, middle-income and high-income districts where the social workers were employed. The results reveal two different patterns. The first concerns the social workers’ perception of their work tasks where the situation seems to have deteriorated in all three income areas but more so in the low income areas. Furthermore, the soc...

espanolObjetivo: determinar el nivel de satisfaccion laboral del personal dependiente de la Direccion de Enfermeria del Complejo Asistencial Universitario de Burgos (CAUB). Metodo: se diseno un estudio descriptivo transversal. La muestra de estudio (n= 1.844) se conformo con los profesionales activos, dependientes de la Direccion de Enfermeria del CAUB en la fecha de estudio, excluyendo a los liberados sindicales o a los que estaban de vacaciones. Se uso el cuestionario Font Roja validado en el ambito hospitalario, incluyendo variables sociodemograficas y laborales, y una pregunta sobre satisfaccion global (de 0 a 10). Se realizo analisis univariante y bivariante. La relacion entre las distintas variables se evaluo mediante pruebas estadisticas. Resultados: se recogieron 1.089 encuestas. La edad media fue de 46 anos (DE: 10,677). El 96% (n= 904) de los encuestados era mujer. El 59% (n= 563) de las encuestas analizadas fue respondida por enfermeras. El 93% (n= 889) llevaba ejerciendo la profesion mas de cinco anos. Un 53% (n= 506) de la muestra del estudio llevaba mas de cinco anos trabajando en la misma unidad. La puntuacion media de la satisfaccion global autopercibida fue de 6,74 (DE: 1,925). Las variables edad, tiempo desde la finalizacion de los estudios, tiempo de ejercicio de profesion, categoria profesional y area de trabajo mostraron relaciones estadisticamente significativas (p Conclusiones: los profesionales se declaran satisfechos en su situacion laboral global autopercibida. Las dimensiones mejor valoradas son las que se refieren a la relacion interprofesional con superiores y al contenido del trabajo. Por su parte, la presion de trabajo, monotonia laboral y promocion/expectativas fueron los aspectos con los que los profesionales se sienten menos satisfechos. EnglishObjective: to determine the level of job satisfaction among the staff under the Nursing Management of the Complejo Asistencial Universitario de Burgos (CAUB). Method: a cross-sectional descriptive study was designed. The study sample (n= 1,844) was formed with those active professionals under the authority of the Nursing Management of the CAUB at the time of the study, excluding full-time union representatives or those on holidays. The Font Roja questionnaire validated in the hospital setting was used, including sociodemographical and occupational variables, and one question on overall satisfaction (on a scale from 0 to 10). Univariate and bivariate analyses were conducted, and the relationship between different variables was evaluated through statistical tests. Results: in total, 1,098 surveys were collected; the mean age was 46-year-old (SD: 10.677), and 96% (n= 904) of the survey participants were female. Of the surveys analyzed, 59% (n= 563) were answered by nurses; 93% (n= 889) of them had been in practice for over five years, and 53% (n= 506) of the study sample had been working in the same hospital unit for over five years. The mean score for self-perceived overall satisfaction was 6.74 (SD: 1.925). The following variables: age, time since completing their education, time of professional practice, professional job category and area of work, showed a statistically significant relationship (p Conclusions: professionals stated that they were satisfied in terms of their self-perceived overall working situation. The best valued dimensions were those regarding interprofessional relationship with superiors and job content; on the other hand, work pressure, monotony of tasks and promotion/expectations were the aspects with which professionals were less satisfied.

Occupational choices remain strongly segregated by gender, for reasons not yet fully understood. In this paper, we use detailed information on the cognitive requirements in 130 distinct learnable occupations in the Swiss apprenticeship system to describe the broad job content in these occupations along the things-versus-people dimension. We first show that our occupational classification along this dimension closely aligns with actual job tasks, taken from an independent data source on employers' job advertisements. We then document that female apprentices tend to choose occupations that are oriented towards working with people, while male apprentices tend to favor occupations that involve working with things. In fact, our analysis suggests that this variable is by any statistical measure among the most important proximate predictors of occupational gender segregation. In a further step, we replicate this finding using individual-level data on both occupational aspirations and actual occupational choices for a sample of adolescents at the start of 8th grade and the end of 9th grade, respectively. Using these additional data, we finally also show that the gender difference in occupational preferences is largely independent of individual, parental, and regional controls.

A cross-sectional study was conducted among 171 doctors and nurses in a National Dermatology hospital using the Karasek's Job Content Questionnaire which has been validated in Vietnamese (JCQ-V), to assess the prevalence of occupational stress and to explore the association with some associated factors among them. The result showed that doctors and nurses with occupational stress accounted for 6.4%. This proportion was higher among nurse compared to doctor (8.0% vs. 2.2%); among those with diploma literacy compared to bachelor and above (10.6% and 2.3%). This rate was also higher in health workers under 30 years old (12.9%), health workers under 5 years at work (12.1%), working night shift from 3–4 nights (33.3%), temporary employment (12.8%), heavy workload occasionally (12.5%), and working hard occasionally (17.2%) compared to those in the comparison groups with p value

Work stress has become a widespread problem in Mexico due to new forms of work organization, new work relationships, and new employment patterns especially in maquiladora industry. The objective of this research is to diagnose work stress by gender using the Job Strain Index in a sample of middle and high managers of the maquiladora industry in Ciudad Juarez, Mexico. As methods, the Job Content Questionnaire (JCQ) and the Job Strain Index were used and statistical tests for the verification of proportion differences by gender were applied. The sample is composed of 177 men and 55 women, of which the proportion that suffers stress (JSI > 1) is 19.2% for men and 38.2% for women. Results show that the proportion of stressed men is significant less than the proportion of stressed women. This means that there is a direct relationship between gender and work stress in middle and senior managers in this sample where women are more likely to suffer work stress than men are.

Objectives: To evaluate the perceived mental workload and to identify its individual and professional determinants among Tunisian caregivers in university hospitals. Methods: A cross-sectional study was carried out in two university hospitals of the center of Tunisia, which employ 1179 paramedics providing care activities. The survey was conducted within a representative sample, of 301 caregivers assigned to 28 medical and surgical services, randomly drawn, after being paired according to age, gender and work schedule. It included structured inquiry (socio-professional characteristics, occupational perceived workload) and validated questionnaires (Job Content Questionnaire of Karasek, SF12, WAI). Results: Mental workload was perceived as “moderate” by 145 caregivers (48.49%) and as “heavy” by 119 caregivers (40.61% of them). Among the sample, 209 paramedics endured at least once the fixed night work schedules along their respective careers, with an average of 5.63 ± 7.54 years. According to the WAI index, 39.59% of subjects considered their capacity of work as low. Moreover, job strain was noted in 19.79%. Indeed, work latitude was unsatisfactory among 41% of caregiver, 60.1% of them mentioned the absence of colleagues’ support. A feeling of job insecurity was reported by 73.72% of subjects. Multi-varied analytic study concluded that heavier perceived mental work load was correlated to individual determinants particularly age >45 years (p < 10-3), overweight or obesity (p = 0.02), more than three depending children (p < 10-3), lower degree obtained (p < 10-3), working grade as nurse assistant (P = 0.001), lower quality of physical life (0.010) and expressed willingness to retire early (p = 0.003). Conclusion: The heavy perception of mental workload associated to care activities, is one of the reasons of premature departure among nurses from professional activity. Preventive actions on professional determinants of perceived workload can reduce this phenomenon.

This study is the first to test career adaptability as an antecedent of the job content plateau. Based on career construction theory and person-environment fit theory, it examined the mediating effects of person-job fit and person-organization fit on the relationship between career adaptability and the job content plateau. Results from 270 full time workers showed that employees with higher levels of career adaptability were less likely to experience job content plateaus. Partial mediating effects were found for both person-job fit and person-organization fit. Specifically, career adaptability firstly led to increased person-job fit and person-organization fit, which in turn resulted in decreased job content plateaus. Additional analyses showed that the mediating effect of person-job fit was stronger for female than for male employees. This study identified a new antecedent (i.e., career adaptability) of the job content plateau and revealed the functional mechanism underlying the effect of this antecedent. It offers innovative and useful insights for career management practice.

The objective was to determine the work stress level among nursing staff in the Intensive Care Unit of a university hospital and to analyse its relationship with the various sociodemographic and working variables of the studied sample. A study was designed using a quantitative, descriptive and cross-sectional approach. The target population of the study was the nursing staff selected by non-random sampling. The instrument used was the Job Content Questionnaire. Data analysis was performed using SPSS 20. The mean, ranges and standard deviation for each of the variables were calculated. A bivariate analysis was also performed on the social and occupational variables of the sample. The participation rate was 80.90% (N=89). The mean of the Social support dimension was 3.13±0.397, for the Psychological demands at work dimension it was 3.10±0.384, with a mean of 2.96±0.436 being obtained for the Control over the work dimension. In the analysis of sociodemographic and work variables of the sample, only the professional category was significant, with nurses recording higher values in perception of job demands and control over their work compared to nursing assistants. In conclusion, there is a moderate perception of work stress in the analysed group of professionals. Among the sources of stress in the workplace was the low control in decision-making by practitioners, as well as the need to continually learn new things. On the other hand, the support received from colleagues is valued positively by the sample.

The objectives of the study included the analysis of the relationship between work-related risks and occupational burnout as well as answering the question whether active coping strategies can alleviate the negative effects of such risks. The hypotheses were verified based on the survey conducted among a sample of 340 academic staff. The Psychosocial Risk Scale and the Oldenburg Burnout Inventory were used in the survey. All three groups of hazards (job content, job context, pathology) correlate significantly with both the overall measure of burnout and its components. For both of these (exhaustion and disengagement) the burnout shows the strongest correlation to job context related risks. However, less clear conclusions can be drawn from the analysis of the role played by active stress management strategies in this process. Only within the relationship between job content hazards and exhaustion, those reaching for active strategies were affected by negative consequences less frequently.

Background Several authors have analyzed how certain driver characteristics can lead drivers not to comply with traffic regulations and commit traffic violations. In this paper we use the following indicators to develop a model for predicting the attitudes of professional drivers towards safety regulations: Personality, Job diagnostic survey, Job content questionnaire, Burnout, Driver Fatigue and Fatigue. Method Participants were 511 professional drivers from various transport sectors recruited through non-probability sampling using the SPSS 25.0 program. Results Our results are in line with the concept that certain variables have predictive power over factors studied in relation to Attitudes Toward Safety Regulations Scale (ATSRS). Conclusions Attitudes towards safety regulations can be predicted through certain variables. Professional efficiency (22.7%) and Emotional Stability (22.3%) are the best predictors since they explain a greater degree of variance. This study will enable us to better understand which factors help to improve attitudes towards Safety Regulations and therefore to reduce penalties and road collisions.

"Green is great, and with diligence, will become even better." The term 'green jobs' refer to employment in a narrowly defined set of industries providing environmental services or can be regarded as those associated with environmental objectives and policies. UNEP has adopted a definition that attempts to incorporate aspects of job content as well as the characteristics of industry goods and services.

As in many Western countries, eldercare services in Sweden have changed dramatically over recent decades. Population ageing, ageing-in-place policies, pressures to contain costs and organisational reforms linked to New Public Management are challenging public home care. There is, however, limited knowledge about how the job content and working conditions have changed in the Swedish home care across this period. This article aims to analyse and compare the work situation in the Swedish home care in 2005 and 2015. The analysis is based on the international Nordcare survey and draws on the subsample of respondents working in Swedish home care 2005 and 2015 (n = 371). The data were analysed with bivariate and multivariate methods. The results suggest that, overall, the work situation of home-care workers was worse in 2015 compared to 2005. For example, those surveyed in 2015 reported meeting a larger number of clients per day, receiving less support from their supervisors, and having less time to discuss difficult situations with colleagues and considerably less scope to affect the planning of their daily work. Care workers in 2015 were also more mentally exhausted than those surveyed in 2005. In addition, the workers in 2015 experienced an accumulation of work-related problems. Deteriorating working conditions could be related to cutbacks and organisational reforms, and evidence suggests that home-care workers are paying a high price for ageing-in-place policies. Improvements of the work situation in home care are necessary not only to ensure the quality of care for older people, but also to ensure workers' well-being and to recruit and retain care workers, and thus, to meet the future needs for home care in an ageing society.

Background: Workplace hazards are a significant source of health impairment for workers and of financial losses for firms. EU directives on workers’ health and safety standards significantly contributed to reduce reported occupational injuries, yet the incidence and prevalence of work-related mental illness is still very high. Objectives: We investigated the association between work-related hazards and individuals’ perceived mental health. We reviewed the existing evidence on the channels through which task-related factors, adverse agents and psychosocial factors are expected to affect workers’ health, with specific regard to mental health. Methods: We used data from the fifth wave of the European Working Conditions Survey, covering over 40,000 face-to-face interviews with workers in 34 countries, which includes information on socio-demographic characteristics, firms and jobs attributes, employment status, as well as working conditions and health status. We carried out an empirical analysis with multivariate regression models in order to estimate the relationship between workers’ mental health problems and workplace risk factors. Results: 21,020 interviews were used in the multivariate analysis. We found strong correlations between hazards and various indicators of mental health. Among hazardous agents, low temperatures (β=0.0287) and contact with infectious materials (β=0.0394) were positively associated with mental health outcomes. Among task/sequence-related factors, tiring or painful positions (β=0.0713), repetitive hand/arm movements (β=0.0255), working with VDUs (β=0.0301), repetitive tasks

Career plateau is often associated with undesirable outcomes, but the reasons for this association remain unclear and the evidence for the effects of plateau has mainly been cross-sectional. The current study adopts a three-wave longitudinal design to explore a potential mechanism of the negative effects of career plateau on job attitudes. Drawing on the psychological contract and careers literature, we hypothesised that unmet expectations would mediate the effects of two key forms of career plateau, namely hierarchical plateau and job content plateau, and that these mediated effects would vary by age. Regression analysis on 110 individuals over an 8-month period revealed only two main effects, with job content plateau associated with lower job satisfaction and higher turnover intentions. However, there were indirect effects of both types of plateau on job satisfaction and turnover intentions, and indirect effects of hierarchical plateau on organisational commitment, via unmet expectations. Although the experience of career plateau was positively related to workers' age, the mediated effects of career plateau on job attitudes were observed irrespective of workers' age. This study contributes to the field by offering a new explanation as to why plateaued individuals develop unfavourable job attitudes, by offering evidence of the longitudinal links between career plateau and job attitudes, and by suggesting that organisations need to be mindful of the damaging effects of career plateau for employees of all ages.

espanolLa calidad de vida laboral es un factor relevante para la salud laboral de la organizacion, razon por la cual se presenta un estudio exploratorio-correlacional, que busca asociacion entre las variables Estres Laboral y Dieta Mediterranea (DM). La investigacion tuvo por objetivo determinar la relacion entre Estres Laboral y Adherencia a la DM en funcionarios de una Institucion de Educacion Superior. El universo de estudio corresponde a 628 funcionarios, academicos y no academicos, de los cuales 237 fueron parte de la muestra. El criterio de exclusion de los sujetos de la muestra fue llevar menos de un ano trabajando en la institucion. Los encuestados contestaron de forma voluntaria un cuestionario autoadministrado y anonimo de 49 preguntas divididas en 3 secciones: Informacion General del Encuestado, Cuestionario de Contenido del Trabajo y Cuestionario de Adherencia a la DM. Para el analisis de fiabilidad del cuestionario, se utilizo el alfa de Cronbach. Los resultados, obtenidos del analisis de datos mediante el coeficiente de Spearman, indicaron que las mujeres que perciben mayor apoyo social de sus jefaturas presentaron mayor tendencia al consumo de frutas y jugo de estas (p = 0,492). Por otro lado, cuando los hombres perciben mayor inseguridad en su empleo tuvieron mayor tendencia a consumir alimentos altos en grasas saturadas (p = 0,667). En general, los funcionarios presentaron una baja adherencia a este patron alimentario, demostrando que no se presento una relacion entre Estres Laboral y DM. EnglishWellness at work is relevant for employee's health status. The present exploratory correlational study pursues the relationship between occupational stress as a determinant in the adherence for Mediterranean Diet (MD) among employees of a Chilean University. The goal of this study was to determine the links between occupational stress and adherence for Mediterranean Diet in employees of a Chilean University. The universe of study was 628 employees, academics and non academics, and the sample was 237 subjects. The exclusion criteria of the subjects of the sample was take less than a year working in the institution. The respondents voluntarily answered a self-administered and anonymous questionnaire of 49 questions divided into 3 sections: General Information from the respondent, Job Content Questionnaire (JCQ) and MD Adherence Questionnaire. For the analysis of the instrument fiability, was use Cronbach's alpha. The results, obtained of the data analysis with the Spearman coefficient, indicated that when women receive more social support from their headquarters, have a greater tendency to consume fruits and fruit juice (p = 0,492) and when men percive greater insecurity in their jobs are more likely to consume high insaturated fats food (p = 0,667). In general, employees had low adherence to this dietary pattern, demostrating that the relationship between occupational stress and MD is not present.

The aim of this study was to explore the associations between occupational stress measured through job demand control (JDC), and burnout among lawyers in Sri Lanka. The job demand-control model and the burnout model are among the most used theoretical frameworks that relate job characteristics to health and well-being of individuals. This study included 290 respondent lawyers practicing in the metropolitan districts in Sri Lanka. Karasek's job content questionnaire was used to measure occupational stress, while the Copenhagen Burnout Inventory were used to measure personal, work-related and client-related burnout. Regression analysis was used to determine the association between occupational stress and burnout among lawyers. Lawyers reported relatively high scores of job control and psychological job demand. They also reported high social support. High levels of personal burnout and client-related burnout were also reported. Personal burnout and work-related burnout were associated with psychological job demand.

Study assessed the dimensional structure of the Job Content Questionnaire’s (JCQ 2.0) main scales in two different work contexts. We evaluated two surveys among Brazilian workers, comprising 3084 health workers and 489 industrial workers. An exploratory factor analysis with oblique Geomin rotation explored the model, and subsequently, a confirmatory factor analysis assessed the factor structure and possible modifications of the model. The internal consistency of JC scales was assessed by using estimates of composite reliability and Cronbach’s alpha. The structural model was confirmed, with a good fit in the two studies, despite low factors’ loads for some items of “decision authority” and “psychological job demands”. We concluded that the JCQ dimensional structure corresponded to its theoretical framework in the two work contexts analyzed.

This paper attempts to identify the factors influencing the overall satisfaction of Indian physicians, using stepwise regression and ANOVA (Analysis of Variance).Understanding the physicians’ satis...

The aim of this study is to show the design of an instrument that contextualises the intention to leave (IL) in terms of spaces and job content (SJC), the perceived supervisor support (PSS), the perceived peer support (PPS), the organisational extrinsic motivation (OEM), the available opportunities outside the organisation (AO) and family–work conflict (FWC) as a tool to make diagnostic evaluations of Mexican hotel companies. The method used for the design of this instrument included literature review, establishment of dimensions and items and items validation. The reliability of the instrument was evaluated through the technique of split halves, and eventually it was calculated using Cronbach’s alpha coefficient in the different components of the instrument, as an indicator of internal consistency. The correlation coefficients obtained were acceptable in 38 of the 40 and significant at 0.01 level with only two at the 0.05 level. The tool proved to be reliable as a whole and in all dimensions in the first scan. Thus, the results revealed that this instrument measures the following: the causal dimensions, intention to leave and its variables.

ResumenEste estudio analizó los factores psicosociales que explicaban el presentismo o deterioro laboral autopercibido asociado a trabajar enfermo. La muestra fue de 676 trabajadores del sistema de salud chileno (84% de mujeres, M=35.9 años, en su mayoría enfermeras y técnicos paramédicos). Se aplicó un cuestionario sociodemográfico, el Job Content Questionnaire, el Effort-Reward Imbalance, el Health Performance Questionnaire y una escala de interferencia del trabajo en la vida familiar. La regresión lineal explicó el 21% de la varianza del deterioro laboral percibido. Este último se asoció a asistir a trabajar enfermo. Los resultados sugieren que el deterioro del desempeño y asistir a trabajar enfermo son dos aspectos del mismo proceso. El ausentismo por razones de salud, la interferencia del trabajo en la vida familiar y la sintomatología emocional predijeron el deterioro laboral. Éste último se asoció negativamente a trabajar en turnos, controlando edad y salario. Los resultados sugieren que el presentismo es explicado por factores del contexto de trabajo y el conflicto trabajo-familia.AbstractThis study analyzed the psychosocial factors that explained the presenteeism as a self-perceived deterioration of work performance associated with sick working. The sample consisted of 676 employees of the Chilean health system (84% women, average age 35.9 years, mostly nurses and paramedics). A sociodemographic questionnaire, the Job Content Questionnaire, the Effort-Reward Imbalance, the Health Performance Questionnaire, and a scale of family work interference were applied. Linear regression explained 21% of the variance of presenteeism as self-perceived deterioration of work performance. The last variable was associated to attending sick to work. The results confirm that going to work sick and work performance deterioration are two aspects of the same process. Self-perceived deterioration of work performance was predicted by absenteeism for health reasons, family-labor interference, emotional symptoms, and (negatively) shift working, controlling for age and salary. The findings also suggest that presenteeism is explained by psychosocial factors and work-family conflict.

Purpose – The purpose of this paper is to evaluate if the Management Standards (MS) Indicator Tool developed by the Health and Safety Executive (HSE) for the assessment of work-related stress is associated with positive work-related outcomes. Design/methodology/approach – In total, 326 employees of an Italian firm filled in a questionnaire including the HSE Indicator Tool (measuring MS) and validated scales investigating personal development, job performance and Organizational Citizenship Behaviour (OCB). Regression analyses were run to evaluate the explained variance of the outcomes and the demands/control interaction effect hypothesized by Karasek’s active learning hypothesis. Findings – The MS explained variance of all the outcomes analysed and the active learning hypothesis was confirmed for personal development. Contrary to previous studies on negative stress-related outcomes, “job content” MS were the most important predictors. However, higher job demands were unexpectedly positively associated with the outcomes. Practical implications – Taking into account positive work-related outcomes could provide organizations with additional information for the development of interventions with greater emphasis on preventive orientation (improvement of health, well-being and motivation, rather than only work stress reduction). Originality/value – The study provides new insight into the relationship between MS and positive work-related outcomes, thus expanding the nomological network of the Indicator Tool questionnaire and giving empirical evidence to the notion of the “business case” for work stress prevention. Firms performing well on MS could expect greater worker development and higher performance.

Objectives: This study aims to test the validity of the IPD-Work Consortium approach for creating comparable job strain groups between the Job Content Questionnaire (JCQ) and the Demand-Control Questionnaire (DCQ). Material and Methods: A random population sample (N = 682) of all middle-aged Malmo males and females was given a questionnaire with the 14-item JCQ and 11-item DCQ for the job control and job demands. The JCQ job control and job demands scores were calculated in 3 different ways: using the 14-item JCQ standard scale formulas (method 1); dropping 3 job control items and using the 11-item JCQ standard scale formulas with additional scale weights (method 2); and the approach of the IPD Group (method 3), dropping 3 job control items, but using the simple 11-item summation-based scale formulas. The high job strain was defined as a combination of high demands and low control. Results: Between the 2 questionnaires, false negatives for the high job strain were much greater than false positives (37-49% vs. 7-13%). When the method 3 was applied, the sensitivity of the JCQ for the high job strain against the DCQ was lowest (0.51 vs. 0.60-0.63 when the methods 1 and 2 were applied), although the specificity was highest (0.93 vs. 0.87-0.89 when the methods 1 and 2 were applied). The prevalence of the high job strain with the JCQ (the method 3 was applied) was considerably lower (4-7%) than with the JCQ (the methods 1 and 2 were applied) and the DCQ. The number of congruent cases for the high job strain between the 2 questionnaires was smallest when the method 3 was applied. Conclusions: The IPD-Work Consortium approach showed 2 major weaknesses to be used for epidemiological studies on the high job strain and health outcomes as compared to the standard JCQ methods: the greater misclassification of the high job strain and lower prevalence of the high job strain. (Less)

Background: The Job Content Questionnaire (JCQ), which is based on the Demand–Control–Support model, is designed to measure the psychosocial characteristics of the respondent's work, and has been identified to predict health and psychological outcomes. The purpose of this study was to investigate the psychometric properties of this instrument and the subsequent adaptation of its scales to the population of Greek health workers. Methods: The Greek version of the JCQ was developed by using forward- and back-translation in accordance with the JCQ policy. The reliability and validity of the measure were investigated in a sample of health workers working in a hospital in Athens, Greece. The internal consistency of the scales was examined based on Cronbach α coefficients, and the validity was evaluated subjecting the items of the three main scales of the JCQ (decision latitude, psychological job demands, and social support) to exploratory and confirmatory factor analysis. Results: The reliability of the scales was found to be acceptable for all the scales, except for the skill discretion subscale. Confirmatory factor analysis confirmed a slightly modified version of the original construct including several items to more than one factor. Conclusion: Our findings suggest that the Greek JCQ is reliable and valid for investigating psychosocial job characteristics among Greek health workers.

Penelitian ini bertujuan untuk menganalisis return saham yang akan diperoleh. Penelitian ini juga melibatkan variabel bebas yaitu arus kas operasi, arus kas investasi, arus kas pendanaan dan laba akuntansi. Sedangkan, return dihitung menggunakan geometric mean. Analisis data menggunakan analisis regresi berganda. Penelitian dilakukan terhadap 80 perusahaan yang memiliki kapitalisasi besar yang terdaftar di Bursa Efek Indonesia. Hasil penelitian ditemukan bahwa pengungkapan laba akuntansi memiliki pengaruh yang signifikan terhadap return saham. Hal ini berarti bahwa investor mempertimbangkan informasi laba akuntansi yang diungkapkan dalam laporan tahunannya untuk membuat keputusan. Sedangkan pada variabel bebas yang lainnya tidak terbukti secara signifikan berhubungan dengan return saham.