Current issues relating to psychosocial job strain and cardiovascular disease research.

[Correction Notice: An erratum for this article was reported in Vol 3(4) of Journal of Occupational Health Psychology (see record 2008-09594-001). On p. 12, in the caption to Figure 2, the copyright statement is missing. The caption should have read "The environment, the worker, and illness: Dynamic associations linking environmental strain and learning to evolution of personality. From Healthy Work: Stress, Productivity, and the Reconstruction of Working Life (p. 99), by R. A. Karasek and T. Theorell, 1990, New York: Basic Books. Copyright 1990 by Basic Books. Used with permission."] Examines recent reviews of cardiovascular (CV) job strain (JS) research by P. L. Schnall and P. A. Landsbergis (1994) and T. S. Kristensen (see record 1995-39109-001), which conclude that JS as defined by the demand–control model (the combination of contributions of low job decision latitudes and high psychological job demands) is confirmed as a risk factor for CV mortality in a large majority of studies. Lack of social support at work appears to increase this risk. Several still-unresolved issues are discussed in light of recent research. Methodological issues related to the use of occupational & career aggregate estimates, use of standard scales for job analysis, and recall bias in issues of self-reporting are examined. Confounding factors and differential strengths of associations by subgroups in JS–CV disease analyses with respect to social class, gender, and working hours are addressed. A review of results of monitoring JS–blood pressure associations and associated methodological issues is provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job stress and cardiovascular disease: A theoretic critical review.

During the last 15 yrs, the research on job stress and cardiovascular diseases has been dominated by the job strain model developed by R. Karasek (1979) and colleagues (R. Karasek & T. Theorell, 1990). In this article the results of this research are briefly summarized, and the theoretical and methodological basis is discussed and criticized. A sociological interpretation of the model emphasizing theories of technological change, qualifications of the workers, and the organization of work is proposed. Furthermore, improvements with regard to measuring the job strain dimensions and to sampling the study base are suggested. Substantial improvements of the job strain research could be achieved if the principle of triangulation were used in the measurements of stressors, stress, and sickness and if occupation-based samples were used instead of large representative samples. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Behavioral determinants of occupational exposure to chemical agents.

Used the passive-active dimension of the job demand–control model (T. Theorell and R. A. Karasek, see record 83:28881) to examine the impact of behavioral factors on the exposure to and actual uptake of airborne lead in 2 lead exposed populations of male workers (18 from an electric accumulator factors and 18 from a lead smeltery) and to ascertain work-related determinants of hygienic behavior. Environmental exposure was assessed by measurement of the concentration of lead dust in ambient air at the workplace, and the intake of lead was assessed by measurement of the lead in blood level. In the work environment of Ss in active jobs, lower concentrations of lead in air were measures, but higher levels of lead in blood were observed in these workers. The opposite was true of workers in passive jobs. Differences in hygienic behavior (e.g., use of protective equipment) at work may explain these results. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An experience sampling study of learning, affect, and the demands control support model.

The demands control support model (R. A. Karasek & T. Theorell, 1990) indicates that job control and social support enable workers to engage in problem solving. In turn, problem solving is thought to influence learning and well-being (e.g., anxious affect, activated pleasant affect). Two samples (N = 78, N = 106) provided data up to 4 times per day for up to 5 working days. The extent to which job control was used for problem solving was assessed by measuring the extent to which participants changed aspects of their work activities to solve problems. The extent to which social support was used to solve problems was assessed by measuring the extent to which participants discussed problems to solve problems. Learning mediated the relationship between changing aspects of work activities to solve problems and activated pleasant affect. Learning also mediated the relationship between discussing problems to solve problems and activated pleasant affect. The findings indicated that how individuals use control and support to respond to problem-solving demands is associated with organizational and individual phenomena, such as learning and affective well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of the work environment on cardiovascular health: a historical, conceptual, and methodological perspective

The framework of psychosocial epidemiology is used to examine research developments that characterize the accumulation of knowledge regarding the role of the work environment in cardiovascular health and disease. The discussion of current programs of research focuses on the work of T. Theorell and R. Karasek (1996) and J. Siegrist (1996) as exemplars of European and American studies that have contributed the most to the understanding of occupational cardiovascular health. It is argued that researchers need to maintain and nurture relatively broad conceptual models of etiology because cardiovascular disease involves multiple biomedical risk factors and because specific aspects of the work environment are embedded in a large, complex matrix of other psychosocial influences. At the same time, investigators need to push ahead with focused research strategies to clarify the precise nature of the work environmental risk factors that emerge in the broad, somewhat imprecise epidemiologic study designs.     

"Change in job strain and progression of atherosclerosis: The Cardiovascular Risk in Young Finns study": Correction to Rosenstr?m et al. (2011).

Reports an error in "Change in job strain and progression of atherosclerosis: The Cardiovascular Risk in Young Finns study" by Tom Rosenstr?m, Mirka Hintsanen, Mika Kivim?ki, Markus Jokela, Markus Juonala, Jorma S. Viikari, Olli T. Raitakari and Liisa Keltikangas-J?rvinen (Journal of Occupational Health Psychology, 2011[Jan], Vol 16[1], 139-150). The order of authorship was listed incorrectly. The correct order is listed in the correction. (The following abstract of the original article appeared in record 2011-01470-011.) Evidence of the association between job strain, that is, a combination of high psychological demands and low job control, and markers of atherosclerosis is mixed, but few studies with repeat measures are available. The purpose of this study was to examine cross-sectional and longitudinal associations between job strain and atherosclerosis. The participants were 335 men and 374 women from the prospective Cardiovascular Risk in Young Finns study (mean age 38.5 years). Two sequential measurements of job strain and carotid intima-media thickness (IMT) were analyzed. No cross-sectional or longitudinal association between job strain and IMT was observed in women. In men, a cross-sectional association was found in 2001, but not in 2007. No dose-response effect was visible, nor a simple association between progression of job strain and progression of IMT. Instead, a more complex pattern of correlation was found in men with large decreases in job strain being associated with slower progression of IMT and combined decreases in job control and demands (a change toward passive jobs) being associated with greater IMT progression. These data suggest that temporal changes in job demands and control are associated with IMT in men via multiple mechanisms. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Adverse health effects of high-effort/low-reward conditions

In addition to the person-environment fit model (J. R. French, R. D. Caplan, & R. V. Harrison, 1982) and the demand-control model (R. A. Karasek & T. Theorell, 1990), a third theoretical concept is proposed to assess adverse health effects of stressful experience at work: the effort-reward imbalance model. The focus of this model is on reciprocity of exchange in occupational life where high-cost/low-gain conditions are considered particularly stressful. Variables measuring low reward in terms of low status control (e.g., lack of promotion prospects, job insecurity) in association with high extrinsic (e.g., work pressure) or intrinsic (personal coping pattern, e.g., high need for control) effort independently predict new cardiovascular events in a prospective study on blue-collar men. Furthermore, these variables partly explain prevalence of cardiovascular risk factors (hypertension, atherogenic lipids) in 2 independent studies. Studying adverse health effects of high-effort/low-reward conditions seems well justified, especially in view of recent developments of the labor market.     

"Teachers’ stressors and strains: A longitudinal study of their relationships": Correction.

Reports an error in "Teachers’ stressors and strains: A longitudinal study of their relationships" by Arie Shirom, Amalya Oliver and Esther Stein (International Journal of Stress Management, 2009[Nov], Vol 16[4], 312-332). In the article, the two co-authors’ affiliations were incorrectly listed. The co-authors’ correct affiliations are as follows: Amalya Oliver, Hebrew University of Jerusalem and Esther Stein, Beit Berl Educational College. They appear correctly in this record. (The following abstract of the original article appeared in record 2009-21667-004.) The authors tested the hypothesized unidirectional or bidirectional effects of 5 types of teachers’ work-related stressors on each of the 4 types of psychological strain: somatic complaints, burnout, and intrinsic and extrinsic job dissatisfaction. The authors used structural regression analyses to analyze the responses of a representative sample of 404 high school teachers who had completed both our T1 (beginning of school year) and T2 (end of school year) questionnaires. The authors found support for the expected unidirectional effects of the T1 work-related stressors on the respondents’ T2 somatic complaints (with baseline somatic complaints controlled for), and also for the expected unidirectional effects of T1 intrinsic and extrinsic job dissatisfaction on the T2 values of the five types of stressors (with baseline stressors controlled for). Only partial support was found for the expected bidirectional relationships between the stressors and teachers’ burnout. The authors suggest that the directionality across time of the relationships between stressors and strains may depend on the intrinsic properties of the strain under consideration. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"The very best of the millennium": Longitudinal research and the demand-control-(support) model.

This study addressed the methodological quality of longitudinal research examining R. Karasek and T. Theorell's (1990) demand-control-(support) model and reviewed the results of the best of this research. Five criteria for evaluating methodological quality were used: type of design, length of time lags, quality of measures, method of analysis, and nonresponse analysis. These criteria were applied to 45 longitudinal studies, of which 19 (42%) obtained acceptable scores on all criteria. These high-quality studies provided only modest support for the hypothesis that especially the combination of high demands and low control results in high job strain. However, good evidence was found for lagged causal effects of work characteristics, especially for self-reported health or well-being outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Combining dispositions and evaluations of vocation and job to account for counterproductive work behavior in adolescent job apprentices": Correction.

Reports an error in "Combining dispositions and evaluations of vocation and job to account for counterproductive work behavior in adolescent job apprentices" by Bernd Marcus and Uwe Wagner (Journal of Occupational Health Psychology, 2007[Apr], Vol 12[2], 161-176). The following errors were committed: (1) In Table 1, item 7 in the variable column is mislabeled. (2) On page 171, in the paragraph before the Discussion section, the sentence beginning on line 14 reads incorrectly. (3) The caption for Figure 1 reads incorrectly. (4) On page 166, left column, 4th line from the bottom, the sentence reads incorrectly. The corrected information is provided. (The following abstract of the original article appeared in record 2007-05780-007.) In the present research, we investigated the joint impact of selected antecedents of counterproductive work behavior (CWB). A sample of German apprentices reported on their CWB and completed measures of situational evaluations (vocational preference, level and constructiveness of job satisfaction) believed to trigger CWB and of dispositional motivators (measured by integrity test subscales) and controls (self-control and another subset of integrity scales) of CWB. All predictors investigated showed the expected bivariate relationships with CWB. Multivariate analyses revealed that the triggering effect of an unfavorable vocational choice on CWB was fully mediated by job satisfaction. When predictors were aggregated, a composite of dispositional control variables had the largest effect on CWB and moderated the effects of motivational dispositions and situational evaluations. These results extend the knowledge on antecedents of CWB by investigating previously overlooked variables and samples and partially replicate recent findings on the joint impact of dispositions and work-related evaluations on CWB. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correction to Petterson et al. (2005).

Reports an error in "Are Trends in Work and Health Conditions Interrelated? A Study of Swedish Hospital Employees in the 1990s" by Inga-Lill Petterson, Anna Hertting, Lars Hagberg and T?res Theorell (Journal of Occupational Health Psychology, 2005[Apr], Vol 10[2], 110-120). This particular study was based upon a unique database (the Springlife database), with repeated questionnaire self-reports from hospital staff in the ?rebro Regional Hospital in Sweden regarding work environment and mental health in the years 1994, 1995, 1997, 1999, and 2001. The Springlife database was referred to in the text and references of the article noted above, but it should have been more clearly acknowledged. Herewith the authors want to make this late acknowledgement. The database actually started in the fall of 1993 with the regional hospital's physicians and continued with all hospital staff during the spring 1994. (The following abstract of the original article appeared in record 2005-03471-003.) Swedish hospital personnel were followed over an 8-year period, characterized by staff redundancies and restructuring processes. Self-rated and administrative data sets from 1994 to 2001 allowed for studying long-term consequences of organizational instability for staff health and work conditions. The aim was to identify, on a work-unit level, trends in work and health conditions and their interdependence. Regression analysis showed a downward trend in mental health and an upward trend in long-term sick leave. Increasing trends of work demands were accompanied by deteriorating mental health, and decreasing time to plan work showed the strongest association with increasing long-term sick leave. Job satisfaction and support were decreasing. A stable short-term sick leave rate over years related to lack of support. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correction to Kornblum et al.

Reports an error in "Dimensional overlap: Cognitive basis for stimulus-response compatibility--A model and taxonomy" by Sylvan Kornblum, Thierry Hasbroucq and Allen Osman (Psychological Review, 1990[Apr], Vol 97[2], 253-270). In this article, erroneous data were included in Figure 2. The figure and original caption are corrected in the erratum. (The following abstract of the original article appeared in record 1990-18942-001.) The classic problem of stimulus–response (S-R) compatibility (SRC) is addressed. A cognitive model is proposed that views the stimulus and response sets in S-R ensembles as categories with dimensions that may or may not overlap. If they do overlap, the task may be compatible or incompatible, depending on the assigned S-R mapping. If they do not overlap, the task is noncompatible regardless of the assigned mapping. The overlapping dimensions may be relevant or not. The model provides a systematic account of SRC effects, a taxonomy of simple performance tasks that were hitherto thought to be unrelated, and suggestive parallels between these tasks and the experimental paradigms that have traditionally been used to study attentional, controlled, and automatic processes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"What predicts weight regain in a group of successful weight losers?": Erratum.

Reports an error in the original article by M. T. McGuire et al (Journal of Consulting and Clinical Psychology, 1999[Apr], 67[2], 177–185). On page 181, the Figure 1 caption was incorrect. The correct caption is provided. (The following abstract of this article originally appeared in record 1999-10771-002.) This study identified predictors of weight gain versus continued maintenance among individuals already successful at long-term weight loss. Weight, behavior, and psychological information was collected on entry into the study and 1 year later. Thirty-five percent gained weight over the year of follow-up, and 59% maintained their weight losses. Risk factors for weight regain included more recent weight losses (less than 2 years vs. 2 years or more), larger weight losses (greater than 30% of maximum weight vs. less than 30%), and higher levels of depression, dietary disinhibition, and binge eating levels at entry into the registry. Over the year of follow-up, gainers reported greater decreases in energy expenditure and greater increases in percentage of calories from fat. Gainers also reported greater decreases in restraint and increases in hunger, dietary disinhibition, and binge eating. … (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Employee perceptions on the implementation of robotic manufacturing technology": Correction to Chao and Kozlowski.

Reports an error in "Employee perceptions on the implementation of robotic manufacturing technology" by Georgia T. Chao and Steve W. Kozlowski (Journal of Applied Psychology, 1986[Feb], Vol 71[1], 70-76). Several crucial horizontal rules were omitted from Table 2. The corrected table appears in the erratum. (The following abstract of the original article appeared in record 1986-18758-001.) A review of the industrial robotics literature identified 4 areas of employee concern during the implementation of robots: general robotics orientation, job security, management concern, and expected changes. A principal factors analysis of a 58-item questionnaire generated to measure these dimensions extracted 4 factors that reproduced the a priori conceptual areas. Composite scales formed from items loading on these factors yielded acceptable reliabilities. A discriminant analysis using the scale scores indicated significant group differences among 316 manufacturing employees in 3 occupational classes--assembly line workers, job setters, and skilled trades. These results, corroborated by a content analysis of an open-ended question, show that low-skill workers reacted negatively toward the implementation of robots, perceiving them largely as threats to their job security. High-skill workers reacted more positively toward the robots and perceived the implementation as providing opportunities to expand their skills. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Selected views of family assessment: A commentary.

Comments on articles concerning family assessment by H. D. Grotevant (see record 1990-12120-001); R. B. Hampson et al (see record 1990-12122-001); D. C. Bell and L. G. Bell (see record 1990-12106-001); C. I. Carlson (see record 1990-12110-001); and T. L. Huston and J. K. Rempel (see record 1990-12126-001). It is suggested that theory needs to be related to research and practice more consistently. It would be useful to identify the principle theories in family science and critically examine the unique assessment issues raised by each perspective. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Memory and the hippocampus: A synthesis from findings with rats, monkeys, and humans": Correction.

Reports an error in the original article by L. R. Squire (Psychological Review, 1992[Apr], Vol 99[2], 195–231). The caption for Figure 7 was incorrect. The corrected caption is given. (The following abstract of this article originally appeared in record 1992-26428-001.) Considers the role of the hippocampus in memory function. A central thesis involving work with rats, monkeys, and humans (which has sometimes seemed to proceed independently in 3 separate literatures) is now largely in agreement about the function of the hippocampus and related structures. A biological perspective is presented that proposes multiple memory systems with different functions and distinct anatomical organizations. The hippocampus (together with anatomically related structures) is essential for a specific kind of memory, here termed declarative memory (similar terms include explicit and relational). Declarative memory is contrasted with a heterogeneous collection of nondeclarative (implicit) memory abilities that do not require the hippocampus (skills and habits, simple conditioning, and the phenomenon of priming). The hippocampus is needed temporarily to bind together distributed sites in the neocortex that together represent a whole memory. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"On the application of within and between analysis: Are absence and affect really group-based phenomena?": Correction to Yammarino and Markham.

Reports an error in "On the application of within and between analysis: Are absence and affect really group-based phenomena" by Francis J. Yammarino and Steven E. Markham (Journal of Applied Psychology, 1992[Apr], Vol 77[2], 168-176). The exponents in Equations 4 and 5 are incorrect. The correct exponent in each equation is 1/2. (The following abstract of the original article appeared in record 1992-29454-001.) J. M. George (1990) examined personality, affect, and absence behavior as group-level phenomena. The recognition of level of analysis issues in that study was important, and the formulation of group-level hypotheses was interesting. However, the incomplete application of within and between analysis (WABA) led to suspect conclusions about group-based effects. The current study reexamined and reinterpreted George's results in light of an appropriate application of WABA. Personality, affect, and absence behavior appear to be based primarily on individual rather than group differences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correction to Franzoi and Davis.

Reports an error in "Adolescent self-disclosure and loneliness: Private self-consciousness and parental influences" by Stephen L. Franzoi and Mark H. Davis (Journal of Personality and Social Psychology, 1985[Mar], Vol 48[3], 768-780). In this article, there was an error in Figure 2 and an error in its caption. The figure and caption are corrected in the erratum. (The following abstract of the original article appeared in record 1985-19892-001.) Structural equation techniques were used to test a theoretical model designed to describe the causal relations existing among loneliness, self-disclosure to peers and parents, and specific antecedent variables. 350 high school students completed the short version of the UCLA Loneliness Scale and measures of interpersonal reactivity and private self-consciousness. Results indicate a good fit between the theoretical model and the observed relations. In addition to replicating the findings of previous studies concerning the relation between self-disclosure and loneliness, results also indicate an indirect relation between private self-consciousness and loneliness via peer self-disclosure: High private self-conscious Ss' greater willingness to self-disclose to peers resulted in their feeling less lonely. Results are discussed in terms of the effects of parental variables, sex differences, and the motivational bases of self-reflection. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Team negotiation: An examination of integrative and distributive bargaining": Correction.

Reports an error in "Team negotiation: An examination of integrative and distributive bargaining" by Leigh Thompson, Erika Peterson and Susan E. Brodt (Journal of Personality and Social Psychology, 1996[Jan], Vol 70[1], 66-78). Susan E. Brodt's department affiliation was listed incorrectly on p. 66. Her correct affiliation is The Fuqua School of Business, Duke University. (The following abstract of the original article appeared in record 1996-01707-006.) Two experiments compared the effectiveness of team and solo negotiators in integrative and distributive bargaining. When at least 1 party to a negotiation was a team, joint profit increased. Teams, more than solos, developed mutually beneficial trade-offs among issues and discovered compatible interests. The presence of at least 1 team increased information exchange and accuracy in judgments about the other party's interests in comparison with solo negotiations. The belief by both teams and solos that teams have a relative advantage over solo opponents was not supported by actual outcomes. Unexpectedly, neither private meetings nor friendships among team members improved the team's advantage. Teams of friends made less accurate judgments and reached fewer integrative agreements compared to teams of nonfriends. (PsycINFO Database Record (c) 2010 APA, all rights reserved)