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"Does contemporary employment arrangements affect employee mental well-being and social variations in employee mental well-being regardless of intrinsic job characteristics? A gender perspective", by ...

"Does contemporary employment arrangements affect employee mental well-being and social variations in employee mental well-being regardless of intrinsic job characteristics? A gender perspective", by Deborah De Moortel & Christophe Vanroelen from Vrije Universiteir Brussel.

Presented at "2013 Special Interest Meeting on Comparative research in health sociology and social epidemiology in European Societies"

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Does contemporary employment arrangements affect employee mental well-being... Does contemporary employment arrangements affect employee mental well-being... Presentation Transcript

  • Does contemporary employment arrangements affect employee mental well-being and social variations in employee mental well-being regardless of intrinsic job characteristics? A gender perspective. Deborah De Moortel & Christophe Vanroelen
  • Introduction  Frameworks in job stress literature:  Job Demand-Control(-Support) (Karasek & Theorell, 1990)  Effort-Reward Imbalance (Siegrist, 1996)  …  Recent development: rise of new forms of employment arrangements which affect well- being of working population  Intrinsic features of work tasks need to be complimented with indicators for the quality of the "surrounding" employment arrangement
  •  Multidimensional approach of employment quality  Based upon framework of Benach et al.  Dual labour market  Vulnerable position of women  Sociological stress model  Gender roles Background
  • Methods Data  European Social Survey 2010 (ESS5)  Module on "Work, Family and Wellbeing“  21 EU-member states  People in wage employment aged 15 to 65  total sample:  7,197 male workers  7,038 female workers
  • Methods Measures Dimensions of employment quality
  • Dimensions of intrinsic quality of work Methods Measures
  • Methods Measures  Outcome: poor mental well-being  Based upon WHO-5 Well-being index  Only 3 items of the 5 item scale measured  1. positive mood  2. calmness (absence of stress/anxiety)  3. vigour and energy  Continuous outcome - range 0-10
  •  Gender stratified  Multivariate linear regression models  Controlled for age, SES and country dummies  Listwise deletion  4 steps 1. Null model 2. Crude effects of covariates 3. Effect of QOE 4. Effect of Intrinsic QOW 5. Full model Methods Analyses
  • Results Crude effects on poor well-being n.s.n.s.
  • Results Estimates of the relation between job quality and poor mental well-being in female employees n.s. n.s. n.s.
  • Results Full model estimates of the relation between job quality and poor mental well-being
  •  Additional to a low intrinsic QOW, low QOE lowers employee well-being  Higher vulnerability could arise from gender differences in the investment in family responsibilities – Income situation: single parents – Part-time work: increases opportunity for housework – Irregular unsocial hours: increases WLB  Positive female well-being effect of lack of training – Training opportunities could have effect on WLB Discussion
  •  Negative male well-being effect of lack of representation – Different type of jobs or sectors – Important meaning for male identity – Different coping styles  Women with high QOE relations have a higher well-being because they have better intrinsic QOW, compared to women with a low QOE relations – Insider-outsider divide Discussion
  • Discussion Limitations • Cross-sectional data source • Use of proxies for underlying theoretical concept • Psychological demands scale • Reverse causation
  • Discussion Future research  include interaction effects of gender and family characteristics or housework responsibilities when researching the mental well-being effect of job quality  Include mediator effect of welfare regimes and social context  Always use gender-stratified analyses when researching employment quality
  • Thank you for your attention