Sickness absence and workplace levels of satisfaction with psychosocial work conditions at public service workplaces.

BACKGROUND: The objective of this study was to examine the impact of psychosocial work conditions on sickness absence while addressing methodological weaknesses in earlier studies. METHODS: The participants were 13,437 employees from 698 public service workplace units in Aarhus County, Denmark. Satisfaction with psychosocial work conditions was rated on a scale from 0 (low) to 10 (high). Individual ratings were aggregated to workplace scores. Analysis of variance was used to compare the average number of days of yearly sickness absence in three groups with different levels of satisfaction with psychosocial work conditions. RESULTS: Sickness absence was 30.8% lower in the most satisfied group (11.7 days/year (CI 95%: 10.2; 13.1)) than in the least satisfied group (16.9 days/year (CI 95%: 15.3; 18.6)) adjusted for the covariates included. CONCLUSIONS: Satisfaction with psychosocial work conditions has a strong and independent impact on sickness absence. Am. J. Ind. Med. 52:153-161, 2009. (c) 2008 Wiley-Liss, Inc.

[The psychosocial work environment of junior physicians in Danish oncology departments. A questionnaire-based cross-sectional study]. / Psykisk arbejdsmiljø blandt yngre laeger på onkologiske afdelinger. Et spørgeskemabaseret tvaersnitsstudie.

INTRODUCTION: Employees in departments of oncology in Denmark are faced with the public's expectations of increased productivity and quality. Understaffing is a serious obstacle to the fulfillment of these expectations. In 2006, the psychosocial work environment was examined among junior physicians working in Danish departments of oncology. MATERIALS AND METHODS: The Department of Occupational Medicine at Aarhus University Hospital conducted a psychosocial work environment-questionnaire among 121 junior physicians employed at six departments of oncology in May 2006. Participation was voluntary and anonymous. RESULTS: The response rate was 87%. Meaningfulness and developing potentiality of employment as well as involvement in the workplace were rated higher by the junior physicians than by average Danish workers. However, as for quantitative and emotional work demands and the experience of influence and predictability at work, the assessment of the psychosocial work environment is significantly poorer. There is considerable inter-departmental variation. The junior physicians call for more staff, a higher prioritization of education, and an improved psychosocial work environment. CONCLUSION: Despite meaningfulness and developing potentiality of employment, the psychosocial work environment of junior physicians in Danish departments of oncology is perceived as significantly poorer than that of average Danish workers. This study provides a basis for developing strategies to improve working conditions and facilitate the recruitment and maintenance of junior physicians in clinical oncology.