Patterns of Psychosocial Working Conditions as Predictors of Public Sector Manager’s Sustainability: A Two Year Follow Up
2014 (English)In: Book of Proceedings, 11th Conference of the European Academy of Occupational Health Psychology: Looking at the past-planning for the future: Capitalizing on OHP multidisciplinarity / [ed] N.J.A. Andreou, A. Jain, D. Hollis, J. Hassard & K. Teoh, Nottingham, UK: European Academy of Occupational Health Psychology , 2014, 316- p.Conference paper, Poster (Other academic)
The purpose of this presentation is to demonstrate that by applying the Job Demand- Resources (JD-R) framework using cluster analysis and logistic regression, one important challenge that has been identified as central in the future JD-R research, can be met, i.e. helping organizations to identify potentially hazardous patterns or profiles of psychosocial working conditions. Such profiles are crucial for targeting groups of employees with specific needs, and thus facilitate interventions and prevention strategies relevant to particular profiles of psychosocial working conditions in contemporary working life. Although the body of research in line with the JD-R model is extensive, variable-centered approaches as well as cross-sectional studies are dominating. Thus, the aim of this study is to validate the JD-R model by using a person-centered approach and longitudinal data. Specifically, the study examines whether different patterns of psychosocial working conditions i.e. job demands and job resources are predictors of public sector manager’s sustainability in terms of health, turnover intentions and actual turnover.
The study uses a manager sensitive instrument developed from numerous qualitative studies in the Swedish public sector. In a baseline study (N=548, Response rate 72.5 %), eight clusters with different patterns of psychosocial working conditions were identified by means of cluster analysis. In the present study, these eight clusters were followed up by a questionnaire two years after baseline (N=491, Response rate 66.5 %) resulting in a longitudinal response rate of 56.7 % (N=311). Logistic regression analyses were used to establish whether any of the eight clusters were associated with the outcomes of interest.
In line with the JD-R model, the clusters of psychosocial working conditions display a clear association with health and turnover intentions and to some extent even actual turnover. The results support the hypothesis that different patterns of psychosocial working conditions influence the sustainability of managers. Hence, the JD-R model is a framework that can be used in order for organizations to promote managerial health as well as improving organizational outcomes in terms of turnover and can thus be considered a valuable complement to traditional risk-identification strategies.
Place, publisher, year, edition, pages
Nottingham, UK: European Academy of Occupational Health Psychology , 2014. 316- p.
Research subject Psychology
IdentifiersURN: urn:nbn:se:su:diva-112262ISBN: 978-0-9928786-0-3OAI: oai:DiVA.org:su-112262DiVA: diva2:778589
11th Conference of the European Academy of Occupational Health Psychology, 14-16 April 2014.