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The importance of work conditions and health for voluntary job mobility: a two-year follow-up
Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences. (HELIX Vinn Excellence Centre)
Linköping University, Department of Behavioural Sciences and Learning, Learning in Working Life and Educational Settings. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Arts and Sciences. (HELIX Vinn Excellence Centre)
Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences. (HELIX Vinn Excellence Centre)
Linköping University, Department of Medical and Health Sciences, Work and Rehabilitation. Linköping University, HELIX Vinn Excellence Centre. Linköping University, Faculty of Health Sciences. (HELIX Vinn Excellence Centre)ORCID iD: 0000-0002-8031-7651
2012 (English)In: BMC Public Health, ISSN 1471-2458, E-ISSN 1471-2458, Vol. 12, no 682Article in journal (Refereed) Published
Abstract [en]

Background

Changing jobs is part of modern working life. Within occupational health, job mobility   has mainly been studied in terms of employees' intentions to leave their jobs. In contrast to actual turnover, turnover intentions are not definite and only reflect the probability that an individual will change job. The aim of this study was to determine what work conditions predict voluntary job mobility and to examine if good health or burnout predicts voluntary job mobility.

Methods

The study was based on questionnaire data from 792 civil servants. The data were analysed   using logistic regressions.

Results

Low variety and high autonomy were associated with increased voluntary job mobility.   However, the associations between health and voluntary job mobility did not reach   significance. Possible explanations for the null results may be that the population   was homogeneous, and that the instruments for measuring global health are too coarse   for a healthy, working population.

Conclusions

Voluntary job mobility may be predicted by high autonomy and low variety. The former may reflect that individuals with high autonomy have stronger career development motives; the latter may reflect the fact that low variety leads to job dissatisfaction. In contrast to our results on job content, global health measurements are not strong   predictors of voluntary job mobility. This may be because good health affects job mobility through several offsetting channels, involving the resources and ability to seek a new job. Future work should use more detailed measurements of health or   examine other work settings so that we may learn more about which of the offsetting effects of health dominate in different contexts.

Place, publisher, year, edition, pages
2012. Vol. 12, no 682
National Category
Medical and Health Sciences
Identifiers
URN: urn:nbn:se:liu:diva-73497DOI: 10.1186/1471-2458-12-682ISI: 000311956700001OAI: oai:DiVA.org:liu-73497DiVA: diva2:473111
Available from: 2012-01-05 Created: 2012-01-05 Last updated: 2017-12-08
In thesis
1. Psychosocial Work Conditions and Aspects of Health
Open this publication in new window or tab >>Psychosocial Work Conditions and Aspects of Health
2013 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

Today’s working life has led to new requirements and conditions at the workplace, and additional factors may be of importance for employees’ health. Most earlier research has taken place in stable organizations, and has not taken changes in organizations into account. The way in which psychosocial work conditions affect employees’ health and well-being has been the topic of several studies but mental ill health is still one of the most common causes of sick leave in Sweden. Little attention is given to the importance of the workplace and organizational context for employees’ health. The overall aim of this thesis is to investigate how different aspects of health are associated with psychosocial work conditions in today’s working life.

This thesis comprises two empirical studies. The first study is a longitudinal study, based on questionnaire data from 1010 employees at the Swedish Labour Market Administration. The second study is designed as a prospective cohort study, based on questionnaire data from 8430 employees in ten organizations, participating in the LOHP project. Linear and logistic regressions were performed to investigate associations between psychosocial work conditions and different aspects of health. Multilevel analysis was performed in one paper.

The main findings in Paper I are that traditional job stress models are better for predicting ill health than good health. Different psychosocial work conditions may however, be useful for measuring different aspects of health, depending on whether the purpose is to prevent ill health or to promote health. In Paper II, psychosocial work conditions and symptoms of burnout were found to differ between different hierarchical levels, and different psychosocial work conditions were associated with symptoms of burnout at different hieratical levels. Paper III showed that psychosocial work conditions predict voluntary job mobility, and this may be due to two forces for job mobility: job dissatisfaction and career development. In Paper IV, a strong association between high work ability and better performance was found. Clear goals and expectations may result in improved psychosocial work conditions and work ability, which in turn affects employees’ performance.

This thesis has provided knowledge regarding different aspects of health and psychosocial work conditions. Conditions at the organizational and workplace level set the prerequisites for if and how employees use their resources and their ability to act. Access to resources and the capacity to use them may vary depending on the employees’ hierarchal position. Occupational health research needs to focus on differences in psychosocial work conditions at different hierarchical levels. Organizations with clear goals and expectations may create more favourable conditions at work, supporting employees’ room for manoeuver, social capital and their ability to cope with working life, hence promoting health. Health promotion has a holistic approach and considers the work environment, the individual and the interplay between them. However, most health interventions at workplaces are directed to employees’ health behaviour rather than improvements in organizational and work conditions. To develop a good work environment it is necessary to identify conditions at work that promote different aspects of health. These conditions need to be tackled at the organizational, workplace and individual level, as good health is shaped by the interplay between the employee and the conditions for work.

Place, publisher, year, edition, pages
Linköping: Linköping University Electronic Press, 2013. 52 p.
Series
Linköping University Medical Dissertations, ISSN 0345-0082 ; 1366
National Category
Medical and Health Sciences
Identifiers
urn:nbn:se:liu:diva-95578 (URN)978-91-7519-599-5 (ISBN)
Public defence
2013-08-30, Aulan, Hälsans Hus, Campus US, Linköpings universitet, Linköping, 13:00 (Swedish)
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Supervisors
Available from: 2013-07-09 Created: 2013-07-09 Last updated: 2013-09-03Bibliographically approved

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Reineholm, CathrineGustavsson, MariaLiljegren, MatsEkberg, Kerstin

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