ABSTRACT
Objectives@#The purpose of this study was to compare the prevalence of workplace violence in European countries and Korea, and to determine the relationship between the prevalence of workplace violence and gender equality in each country. The level of gender equality was used as a proxy for the sensitivity to and awareness of workplace violence. @*Methods@#This study included 30,032 Europeans from the 6th European Working Conditions Survey and 39,675 Koreans from the 5th Korean Working Conditions Survey.Workplace violence included verbal abuse, unwanted sexual attention, threats, and humiliating behaviors over the past month and physical violence, sexual harassment, and bullying or harassment over the past year. The prevalence of workplace violence was standardized using the direct standardization method. Spearman’s rank correlation analysis was used to examine the relationship between the prevalence of workplace violence and Gender Gap Index (GGI) adjusted for the Gini coefficient, unemployment rate, and share of temporary employment. @*Results@#Countries with a high GGI showed a higher prevalence of workplace violence.Even after adjusting for the Gini coefficient, unemployment rate, and share of temporary employment, the positive correlations between the GGI and workplace violence over the past month (r=0.475, P=0.019) and workplace violence over the past year (r=0.692, P=0.001) were still significant. @*Conclusion@#This study is significant in that it addressed the issue of underreporting violence despite data limitations. Public intervention should be considered to increase sensitivity to workplace violence and prevent workplace violence.
ABSTRACT
Objectives@#The purpose of this study was to compare the prevalence of workplace violence in European countries and Korea, and to determine the relationship between the prevalence of workplace violence and gender equality in each country. The level of gender equality was used as a proxy for the sensitivity to and awareness of workplace violence. @*Methods@#This study included 30,032 Europeans from the 6th European Working Conditions Survey and 39,675 Koreans from the 5th Korean Working Conditions Survey.Workplace violence included verbal abuse, unwanted sexual attention, threats, and humiliating behaviors over the past month and physical violence, sexual harassment, and bullying or harassment over the past year. The prevalence of workplace violence was standardized using the direct standardization method. Spearman’s rank correlation analysis was used to examine the relationship between the prevalence of workplace violence and Gender Gap Index (GGI) adjusted for the Gini coefficient, unemployment rate, and share of temporary employment. @*Results@#Countries with a high GGI showed a higher prevalence of workplace violence.Even after adjusting for the Gini coefficient, unemployment rate, and share of temporary employment, the positive correlations between the GGI and workplace violence over the past month (r=0.475, P=0.019) and workplace violence over the past year (r=0.692, P=0.001) were still significant. @*Conclusion@#This study is significant in that it addressed the issue of underreporting violence despite data limitations. Public intervention should be considered to increase sensitivity to workplace violence and prevent workplace violence.
ABSTRACT
BACKGROUND: South Korea is one of the countries with the longest working hours in the OECD countries. The aim of this study was to evaluate the effect of working hours on depressive symptoms and the role of job stress factors between the two variables among employees in South Korea. METHODS: This study used data from the Korea Working Conditions Survey in 2014. Study subjects included 23,197 employees aged 19 years or older who work more than 35 h per week. Working hours were categorized into 35–39, 40, 41–52, 53–68, and more than 68 h per week. Depressive symptoms were assessed using the WHO’s Well-Being Index with a cut-off score of 13. We calculated prevalence ratios of depressive symptoms according to working hours using log-binomial regression. Through the percentage change in prevalence ratios, we identified the extent of the role of job stress factors that explain depressive symptoms. RESULTS: The risks of depressive symptoms were significantly higher in people who worked 35–39 h per week (PR: 1.09, CI: 1.01–1.18), 53–68 h/week (PR: 1.21, CI: 1.16–1.25), and more than 68 h/week (PR: 1.14, CI: 1.07–1.21) than 40 h/week, after adjusting for confounding variables. Job stress explained the effects of long working hours on depressive symptoms in about 20–40% of the groups working more than 40 h/week. Among the factors of job stress, social support was 10–30%, which showed the highest explanatory power in all working hours. Reward explained 15–30% in the more than 52 h working group, and reward was the most important factor in the working group that exceeded 68 h. CONCLUSIONS: We showed the working hours could be an independent risk factor for depressive symptoms in employees. To improve workers’ mental health, it is important to strengthen social support in the workplace, to provide adequate rewards as they work, and ultimately to regulate the appropriate amount of working hours.