Despite its highly detrimental potential, most standard questionnaires assessing psychosocial stress at work do not include mobbing as a risk factor. In the German standard version of COPSOQ, mobbing is assessed with a single item. In the Gutenberg Health Study, this version was used together with a newly developed short scale based on the Leymann Inventory of Psychological Terror. The purpose of the present study was to evaluate the psychometric properties of these two measures, to compare them and to test their differential impact on relevant outcome parameters. This analysis is based on a population-based sample of 1441 employees participating in the Gutenberg Health Study. Exploratory and confirmatory factor analyses and reliability analyses were used to assess the mobbing scale. To determine their predictive validities, multiple linear regression analyses with six outcome parameters and log-binomial regression models for two of the outcome aspects were run. Factor analyses of the five-item scale confirmed a one-factor solution, reliability was α = 0.65. Both the single-item and the five-item scales were associated with all six outcome scales. Effect sizes were similar for both mobbing measures. Mobbing is an important risk factor for health-related outcomes. For the purpose of psychosocial risk assessment in the workplace, both the single-item and the five-item constructs were psychometrically appropriate. Associations with outcomes were about equivalent. However, the single item has the advantage of parsimony, whereas the five-item construct depicts several distinct forms of mobbing.
Several instruments have been developed to assess psychosocial workload. We compared two of these instruments, the Effort-Reward Imbalance (ERI) model and the Copenhagen Psychosocial Questionnaire (COPSOQ) with regard to congruent validity and internal validity. This analysis is based on a population-based sample of the baseline examination of 2,783 employees from the Gutenberg Health Study (GHS). About half of the participants completed the ERI questionnaire (n = 1,342), the other half completed the COPSOQ (n = 1,441). First, the two samples were compared and descriptive analyses were carried out calculating mean values for both instruments in general, then separately for age, gender and main occupational groups. Second, we analyzed the relationship between ERI and COPSOQ scales on the workplace situation and on the workplace outcomes: job satisfaction, general health, burnout, satisfaction with life, by applying stepwise logistic regression analysis. For the majority of occupations, high effort as reflected by the ERI corresponded with high demands as reflected by the COPSOQ. Comparably, high reward (according to ERI) yielded a good agreement with high "influence and development" (according to COPSOQ). However, we could also find differences between ERI and COPSOQ concerning the intensity of psychosocial workload in some occupations (e.g., physicians/pharmacists or warehouse managers/warehousemen/transport workers). These differences point to differing theoretical concepts of ERI and COPSOQ. When the ability of ERI and COPSOQ was examined to determine the associations with health and work outcomes, burnout could be better predicted by the COPSOQ; this might be due to the fact that COPSOQ comprises the constructs "work-privacy conflict" and "emotional demand", which are closely related to burnout. However, methodological differences between these instruments limit their direct comparability. The ERI and COPSOQ instrument yielded similar results for most occupational groups. The slightly stronger association between psychosocial workload as assessed by COPSOQ and burnout might be explained by its broader approach. The ability of the ERI and COPSOQ instrument to reflect relevant risk factors for clinically manifest disorders (e.g., coronary heart disease) will be derived from subsequent prospective analyses of the GHS with the follow-up data.
At the interface of the occupational setting and rehabilitation, normative values for functional ability are desirable and worthwhile. The Norwegian Function Assessment Scale (NFAS) is a 39 item self-report instrument based on the International Classification of Functioning, Disability and Health (ICF). As the questionnaire was not used in a working population, we aimed to obtain functional levels of employees in Germany as measured through the NFAS. The NFAS was included in the Study on Mental Health at Work (S-MGA) 2011/12, a representative German survey of employees aged 31 to 60 years. For descriptive analyses, 95% confidence intervals were applied through bootstrap estimation to the skewed data of the NFAS (range from 1 = ‘no difficulty’ to 5 = ‘could not do it’). The data were analysed by age decades, professional qualification, and by disabilities, congenital diseases and accidents, stratified by sex. Linear regression analyses were conducted to estimate adjusted effects of age, professional qualification, and health limitations. The NFAS total score was 1.17 (95% CI = 1.15–1.17). Thirty-five percent of the employees’ (1378 out of 3937 participants) reported the best possible functional ability (NFAS total score of 1.00). Managing and walking/standing were the NFAS’ most affected domains with a score of 1.26 (95% CI = 1.23–1.27), respectively. The regression analysis confirmed more functional difficulties for elder employees, females, employees with low professional qualification, and for employees suffering from disability and accidents. The study presents normative values of functional ability for the workforce. The results are useful for score interpretation in rehabilitation and return-to-work processes.
OBJECTIVE: This study aimed to determine if there is an increased risk of incident cardiovascular diseases (CVD) resulting from cumulative night shift work in the German population-based Gutenberg Health Study (GHS). METHODS: We examined working participants of the GHS at baseline and after five years. Cumulative night shift work in the 10 years before baseline was assessed and categorized as low (1–220 nights ≙ up to 1 year), middle (221–660 nights ≙ 1–3 years), and high (>660 nights ≙ more than 3 years) night shift exposure. Hazard ratios (HR) were estimated for incident “quality-assured CVD events” using Cox proportional hazard models. RESULTS: At baseline, 1092 of 8167 working participants performed night shift work. During the follow-up, 202 incident cardiovascular events occurred. The crude incidence rates for CVD per 1000 person-years were 6.88 [95% confidence interval (CI) 4.80–9.55] for night shift workers and 5.19 (95% CI 4.44–6.04) for day workers. Cumulative incidence curves showed a higher cumulative incidence in workers exposed to night shift work compared to day workers after five years. The adjusted HR for incident CVD events were 1.26 (95% CI 0.68–2.33), 1.37 (95% CI 0.74–2.53) and 1.19 (95% CI 0.67–2.12) for employees in the low, middle and high night shift categories compared to employees without night shift work, respectively. CONCLUSIONS: The observed tendencies indicate that night shift work might be negatively associated with cardiovascular health. We expect the continued follow-up will clarify the long-term impact of night shift work.
Abstract When auditory stimulation contains infrequent task‐irrelevant changes (deviants), behavioral responses to task‐relevant aspects of the stimulation are prolonged. Event‐related brain potentials (ERPs) show that deviants elicit mismatch negativity (MMN), P3a, and reorienting negativity (RON). Here, we examine whether distraction effects can also be elicited within fixed auditory sequences with deviant probabilities of 0.25, 0.33, and 0.5. Deviants varied either in pitch, loudness, or sound source location. In all conditions MMN and P3a were elicited, suggesting that an automatic detection of and an attentional allocation to the change occurred. With relative frequencies of 25% and 33%, deviants also yielded a RT prolongation and a RON, suggesting reorientation to the relevant task. Our study demonstrates the ability to detect frequent and predictable changes automatically and shows behavioral effects in two conditions.
Einleitung In Deutschland müssen Arbeitgeber langzeit-arbeitsunfähige Beschäftigte bei der beruflichen Rückkehr durch das Angebot eines Betrieblichen Eingliederungsmanagements (BEM) unterstützen und sollten ihnen eine ärztlich empfohlene Stufenweise Wiedereingliederung (StW) ermöglichen. Allerdings scheinen Umsetzungslücken insbesondere bei kleinen und mittelständischen Unternehmen zu bestehen. Zugleich ist unklar wie Betroffene den Nutzen der Verfahren bewerten. Wir untersuchen, welche Beschäftigtengruppen sich bei der beruflichen Rückkehr durch den Arbeitgeber unterstützt fühlen und ob Unterschiede abhängig von der Unternehmensgröße bestehen.
Abstract Background In order to implement targeted type 2 diabetes (T2D) prevention measures for the workplace, it is important to identify high-risk occupations. Most previous studies examine the association between T2D and occupation cross-sectionally, but longitudinal studies are missing. This study aims to investigate the 10-year incidence of T2D in the working population of a German cohort and identify occupations with an increased risk. Methods Data from the population-based Gutenberg Health Study (GHS) were used to examine occupation at baseline (2007-2012) and T2D incidence at the 10-year follow-up. Occupational phases were coded into categories according to the KldB 2010. T2D was defined as either a physician-diagnosed T2D, HbA1c-level ≥6.5% or use of antidiabetic drugs. Age- and sex-standardised incidence and 95% confidence intervals (CI) were calculated for occupational groups based on the age- and sex-distribution of the German population. Standardised incidence ratios (SIR) and 95% CI were calculated using the incidence in the total GHS working population as the reference. Results Of 8130 workers at baseline, 45.2% were female, the mean age was 48.4 years and 4.5% had prevalent T2D. 388 cases occurred between baseline and the 10-year follow-up within the subgroup of persons without prevalent T2D at baseline and with follow-up data (n = 5954). The standardised incidence was 6.9%. “Food production and processing” (20.7%), “cleaners” (16.5%) and “drivers and mobile plant operators” (14.8%) had the highest standardised incidences. Compared to the total working population, we observed a threefold increased SIR for employees in “food production and processing” (3.0, 95% CI 1.8-4.7) and a two times higher SIR for “cleaners” (2.2, 95% CI 1.0-4.7) and “drivers and mobile plant operators” (2.2, 95% CI 1.3-3.3). Conclusions We identified occupations with an increased risk of T2D. Preventive measures and etiological research on work-related risks should focus on these occupations. Key messages • The highest standardised incidence was observed in the occupational groups “food production and processing”, “cleaners” and “drivers and mobile plant operators”. • Targeted prevention measures for type 2 diabetes in the workplace should focus on these occupational groups with increased incidence.
Abstract Background Psychosocial working conditions were previously analyzed using the first recruitment wave of the Gutenberg Health Study (GHS) cohort ( n = 5000). We aimed to confirm the initial analysis using the entire GHS population at baseline ( N = 15,010) and at the five-year follow-up. We also aimed to determine the effects of psychosocial working conditions at baseline on self-rated outcomes measured at follow-up. Methods At baseline, working GHS participants were assessed with either the Effort-Reward-Imbalance questionnaire (ERI) ( n = 4358) or with the Copenhagen Psychosocial Questionnaire (COPSOQ) ( n = 4322); participants still working after five years received the same questionnaire again (ERI n = 3142; COPSOQ n = 3091). We analyzed the association between working conditions and the outcomes job satisfaction, general health, burnout, and satisfaction with life at baseline, at follow-up and also prospectively from baseline to follow-up using linear regression models. We examined the outcome variance explained by the models (R 2 ) to estimate the predictive performance of the questionnaires. Results The models’ R 2 was comparable to the original baseline analyses at both t0 and t1 (R 2 range: ERI 0.10–0.43; COPSOQ 0.10–0.56). However, selected scales of the regression models sometimes changed between assessment times. The prospective analysis showed weaker associations between baseline working conditions and outcomes after five years (R 2 range: ERI 0.07–0.19; COPSOQ 0.07–0.24). This was particularly true for job satisfaction. After adjusting for the baseline levels of the outcomes, fewer scales still explained some of the variance in the distribution of the outcome variables at follow-up. The models using only data from t 0 or t 1 confirmed the previous baseline analysis. We observed a loss of explained variance in the prospective analysis models. This loss was greatest for job satisfaction, suggesting that this outcome is most influenced by short-term working conditions. Conclusions Both the COPSOQ and ERI instruments show good criterion validity and adequately predict contemporaneously measured self-reported measurements of health and (occupational) well-being. However, the COPSOQ provides a more detailed picture of working conditions and might be preferable for improvment strategies in workplaces. Additional prospective research with shorter follow-up times would be beneficial for estimating dose-response relationships.
