Interpretation of the “Job strain” factor
Job strain negatively influences RTW or sickness absence duration.
Definition of the “Job strain” factor
Short definition: The term job strain refers to the presence of stress resulting from a high level of psychological demands combined with the worker’s lack of control over their work. For example, a person who is required to perform a large amount of work appears to experience more stress if he or she is also unable to decide how to perform his or her tasks (Kain et Jex, 2015).
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Job strain negatively influences RTW in workers with an MSD (Haveraaen, Skarpaas et Aas, 2017; Haveraaen, Skarpaas, Berg et Aas, 2015; Soucy, Truchon et Cote, 2006) or CMD (Haveraaen et al., 2017; Haveraaen et al., 2015). Of the various occupational stress models, Karasek’s demand-control model has been the most frequently studied. It postulates that, depending on their jobs and work environments, workers are exposed to varying levels of psychological demands and have varying levels of control over their work. “Worker control” means the degree of autonomy they have in organizing tasks, making decisions and developing their skills. A person who has control over his or her work thus has decision latitude regarding the job demands that arise (Van Wassenhove, 2014). In this model, the combination of these factors leads to four job categories: active, passive, low strain and high strain. High-strain jobs are characterized by the presence of high work demands and low worker control. In this type of job, a worker has difficulty completing his or her work in the required time and is unable to perform the job as he or she wishes. This leads to heavy use of his or her cognitive resources and high physiological activation.
An example of a worker experiencing high job strain is one working on a production line involving a fast work pace, where neither the speed nor method of production can be modified (Kain et Jex, 2015). In the demand-control model, an increase in work demands would theoretically have less impact on stress levels if the worker also had increased control (de Jonge, van Vegchel, Shimazu, Schaufeli et Dormann, 2010). Increased resources in the workplace could also help reduce job strain (Bakker et Demerouti, 2007).
Bakker, A. B. et Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
de Jonge, J., van Vegchel, N., Shimazu, A., Schaufeli, W. et Dormann, C. (2010). A longitudinal test of the demand–control model using specific job demands and specific job control. International Journal of Behavioral Medicine, 17(2), 125-133.
Haveraaen, L. A., Skarpaas, L. S. et Aas, R. W. (2017). Job demands and decision control predicted return to work: the rapid-RTW cohort study. BMC Public Health, 17(1), 154. doi: 10.1186/s12889-016-3942-8
Haveraaen, L. A., Skarpaas, L. S., Berg, J. E. et Aas, R. W. (2015). Do psychological job demands, decision control and social support predictreturn to work three months after a return-to-work (RTW) programme? The rapid-RTW cohort study. Work, 53 1 61-71.
Kain, J. et Jex, S. (2015). Karasek’s (1979) job demands-control model: A summary of current issues and recommendations for future research. Dans P. Perrewé, J. Halbesleben et C. Rose (édit.), New developments in theoretical and conceptual approaches to job stress (vol. 8, p. 237-268). Bingley, UK: Emerald Group Publishing Limited.
Soucy, I., Truchon, M. et Cote, D. (2006). Work-related factors contributing to chronic disability in low back pain. Work, 26(3), 313-326.
Van Wassenhove, W. (2014). Modèle de Karasek : Le Seuil.
Tools for measuring the “Job strain” factor
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* Overall value assigned to measurement tools (☆☆☆, ☆☆, ☆) taking into account scientific and practical considerations. (interlien vers Return to Work: The Perspective of Health Care Professionals, Insurers and Other Stakeholders – L’incapacité et le retour au travail |