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Item does not contain fulltext, This study focused on the relationship between overtime and psychological health in high and low reward jobs, and in jobs with high and low external pressure to work overtime. Data were collected for 535 full-time employees of the Dutch Postal Service. In general, overtime was associated with negative work-home interference and negative home-work interference. Split-sample logistic regression analyses showed that employees reporting low rewards had elevated risks of burnout, negative work-home interference and slow recovery. In addition, the combination of overtime and low rewards was associated with negative home-work interference. A second analysis was conducted separately for employees who reported overtime in order to study the effects of external pressure to work overtime. In this subgroup, low rewards were associated with elevated risks of health complaints, emotional exhaustion and negative home-work interference. Moreover, employees who reported overtime and a high pressure to work overtime in combination with low rewards had elevated risks of poor recovery, cynicism, and negative work-home interference. The results suggest that even a limited number of hours of involuntary overtime is associated with adverse mental health, but only in low reward situations.

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Item does not contain fulltext, The purpose of the current paper is to provide an overview and evaluation, covering the past decade, of developments and experiences in the Netherlands with respect to the prevention and reduction of sickness absence and work disability. The government has made various attempts to restrict expenditure in this area by increasing the (financial) responsibility of employers. It is concluded that the legislative changes do not seem to have long-lasting effects on sickness absence and work disability rates and have not worked out in practice as well as was foreseen. Employers — particularly small and medium-sized enterprises (SMEs)— often buy minimum service packages from occupational health services (OHSs), show risk-avoiding behaviour, and primarily undertake procedural and person-oriented measures. Some lessons may be learned from the Netherlands' approach, concerning (1) the principle of self-regulation; (2) the position of SMEs; (3) the privatizing of OHSs; (4) examples of good practice.

Item does not contain fulltext, In this field study a preliminary social exchange model was proposed that related perceived inequity in the employment relationship to subsequent absenteeism and turnover intention. From an equity perspective, it was hypothesized that absenteeism and turnover intention are indirectly related to perceived inequity in the exchange relationship with the organization, mediated by feelings of resentment and poor organizational commitment. By employing covariance structure modelling, the model was tested among mental health care professionals (N = 90). The results demonstrated that the relationship between perceived inequity and turnover intention was fully mediated by poor organizational commitment, which was, in turn, partially triggered by feelings of resentment that were associated with perceived inequity. In contrast, there was a strong direct link between inequity in the employment relationship and absenteeism, not mediated by resentment and poor organizational commitment. It was concluded that absenteeism and turnover intention can both be considered to be withdrawal reactions to perceived inequity, but that the two reactions differ in their underlying dynamics. The implications of these findings were discussed.

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Contains fulltext : 151299.pdf (publisher's version ) (Closed access), A cross-sectional field study is reported in which a comprehensive model of work–home interference (WHI) was developed and tested among 166 medical residents of an academic hospital in the Netherlands. It was hypothesized that WHI functions as a critical mediating pathway in the relationship between work and home characteristics on the one hand, and work-related and general psychological health indicators on the other. The results revealed that one home characteristic and three work characteristics put pressure on the interface between the work and home life, that is, (1) having a spouse who works overtime frequently, (2) an unfavorable worktime schedule, (3) a high quantitative workload and (4) a problematic dependency on the superior. The results further showed that WHI was positively associated with emotional exhaustion and depersonalization (i.e. work-related health indicators), as well as with psychosomatic health complaints and sleep deprivation (i.e. general health indicators). More importantly, the results strongly supported our basic hypothesis that WHI mediates the impact of some work and home characteristics on psychological health indicators. This seems to be particularly true for the general health indicators: none of the home and work characteristics just mentioned, had a direct impact on these general indicators, independent of WHI. With respect to the work-related health indicators, particularly depersonalization, the mediating role of WHI was also strong, though less consistent. The theoretical and practical implications of the findings are discussed.

Contains fulltext : 28712.pdf (publisher's version ) (Open Access), This study shows that (1) the perception of inequity is related to intentions to withdraw, i.e. the intent to report sick and the intent to leave, and to actual absence behaviour; (2) deprived employees were less likely to leave the organization when they felt involved in their jobs; (3) deprived employees who perceived an intolerant group absence norm were less apt to report sick.