Workplace Discrimination and Depressive Symptoms: A Study of Multi-Ethnic Hospital Employees

Gender discrimination in the workplace and the onset of problematic alcohol use among female wage workers: A longitudinal study in Korea

This study explored the association between workplace gender discrimination (WGD) and the onset of problematic alcohol use among female wage workers. This longitudinal study analyzed data from a nationwide sample of 4654 women, with 11,484 observations collected between 2012 and 2020. The participants reported their experiences with WGD across six dimensions: hiring practices, promotion opportunities, wage disparities, work assignments, access to training opportunities, and termination procedures. Participants were categorized into three groups based on the number of these WGD dimensions they experienced: no WGD (no experiences in any dimension), moderate WGD (experiences in 1-3 dimensions), and severe WGD (experiences in 4-6 dimensions). Problematic alcohol use was evaluated using the Cutting Down, Annoyance by Criticism, Guilty Feeling, and Eye-openers questionnaire. Generalized estimating equations were utilized to assess the relationship between the experience of WGD and the development of problematic alcohol use over a two-year period. The relative risk (RR) and its 95 % confidence interval (CI) were calculated. Among the participants, 68.8 %, 18.0 %, and 13.2 % experienced no, moderate, and severe WGD at the baseline, respectively. Compared with no experience of WGD, the RRs (95 % CI) for the onset of problematic alcohol use were 0.93 (0.50-1.71) and 2.08 (1.23-3.50) for moderate and severe WGD experience, respectively. For each WGD dimension, WGD related to promotion (RR: 1.66, 95 % CI: 1.01-2.72), wages (RR: 1.71, 95 % CI: 1.05-2.78), and termination (RR: 1.88, 95 % CI: 1.13-3.13) were related to the development of problematic alcohol use during the follow-up. WGD was associated with the onset of problematic alcohol use during the follow-up period. These findings underscore the necessity of proactive governmental and organizational initiatives to promote a gender-equitable work environment and mitigate WGD to protect women's health.

Implications of the decline in LGBT rights for population mental health: Evidence from Polish "LGBT-free zones"

Theories of minority stress suggest recent legislation limiting LGBT rights can reduce the health of LGBT individuals and their families. We investigate how the creation of LGBT-free zones across Poland during 2019 and 2020 affected mental health and mortality. We find that annual suicide attempts increased by 16.5 %, or 5 attempts per 100k, deaths from external causes, including automobile accidents, suicides and other accidents and injuries increased 10.6 %, or 5.6 deaths per 100k, and suicide deaths increased 17.0 % (p = 0.108), or 1.9 deaths per 100k, in LGBT-free zones. The rise in suicide attempts was concentrated among individuals aged 13-18 and 45-49 and coincided with an 8.8 % increase in sales of prescription drugs for addictive disorders. However, there was no change in the use of psychotropic medications used to treat mental health conditions, indicative of limited access to mental health care.

Chronic Work Discrimination, Allostatic Load, and HbA1c in Older Workers

BACKGROUND AND OBJECTIVE

Work discrimination is an important public health problem with consequences for health. This study examined the effect of chronic work discrimination on 4-year changes in HbA1c, as a reflection of glucose control and type 2 diabetes risk in older workers and assessed whether allostatic load (AL) affected the strength of this association.

RESEARCH DESIGN AND METHODS

We used Health and Retirement Study data (2010-2016, n = 3,246). Conditional change multinomial logistic regression examined the association between chronic work discrimination, high AL (4 or more out of 8 high-risk biomarkers), and HbA1c, while accounting for relevant covariates.

RESULTS

Black participants had the highest rates of baseline (22.7%) and follow-up (28%) HbA1c levels, AL (38%), and chronic work discrimination (39%; p < .01). Severe chronic work discrimination was associated with elevated HbA1c (relative risk ratio [RRR] = 1.61, 95% confidence interval [CI] = 1.07, 2.43). AL was associated with elevated HbA1c (RRR = 1.49, 95% CI = 1.04, 2.14). Relative to White participants, Hispanic (RRR = 1.52, 95% CI = 1.07, 2.16, RRR = 1.81, 95% CI = 1.051, 3.12), and Black (RRR = 2.42, 95% CI = 1.82, 3.23; RRR = 3.00, 95% CI = 1.97, 4.56) participants had an increased risk of intermediate and elevated HbA1c, respectively. Among those with long job tenure (≥5 years), both moderate (RRR = 1.81, 95% CI = 1.11, 2.96) and severe (RRR = 1.90, 95% CI = 1.15, 3.12) chronic work discrimination was associated with elevated HbA1c.

DISCUSSION AND IMPLICATIONS

Chronic work discrimination was associated with HbA1c; however, no moderating effects of AL were observed. Findings underscore a need for organizational and public health measures to establish strong anti-discrimination laws in the workplace to improve the work environment of older workers and reduce diabetes risk.

Adding injury to insult: Unfair treatment at work and occupational injury among hospital patient-care workers

BACKGROUND

Hospital patient-care workers have high occupational injury rates. While physical hazards within hospital work environments are established determinants of injury, social exposures may also contribute. This study examined how reports of unfair treatment at work, a dimension of work-related experiences of discrimination, were associated with injury among hospital-based patient-care workers.

METHODS

We used data from the Boston Hospital Workers Health Study, a longitudinal cohort of nurses and nursing assistants at two Boston-area hospitals. In 2018, we conducted a worker survey asking about three types of unfair treatment at work and occupational injuries during the past year. We used mixed-effects logistic regression models to evaluate associations between specific types, total load, and high-frequency exposure of unfair treatment with injury, adjusting for age, gender, race and ethnicity, job title, and unit type.

RESULTS

Among 1001 respondents, 21% reported being humiliated in front of others at work, 28% reported being watched more closely than other workers, and 47% reported having to work twice as hard as others for the same treatment. For each type of unfair treatment, we observed a monotonic relationship with occupational injury wherein increasing frequency of exposure was associated with increased odds of injury. We also observed monotonic relationships between total load and high-frequency exposure to unfair treatment and odds of injury.

CONCLUSIONS

Work-related unfair treatment is associated with injury among hospital workers. Programs and policies that focus on preventing unfair treatment may lessen injury burden in hospital workers.

Perceived discrimination and mental health in the Japanese general population

BACKGROUND

Research has shown that discrimination is prevalent in many countries and associated with poorer mental health. However, little is known about discrimination and its effects in Japan.

AIMS

To address this deficit this study examined the association between perceived discrimination and mental health outcomes in the Japanese general population and the role of general stress in these associations.

METHOD

Data were analyzed from 1,245 individuals (age 18-89) that were collected in an online survey in 2021. Perceived discrimination was assessed with a single-item measure as was lifetime suicidal ideation. Depressive and anxiety symptoms were respectively measured with the Patient Health Questionnaire (PHQ-9) and Generalized Anxiety Disorder-7 (GAD-7) scale. General stress was assessed with the Perceived Stress Scale (PSS-14). Logistic regression was used to assess associations.

RESULTS

Perceived discrimination was prevalent (31.6%) in the study sample. In fully adjusted analyses discrimination was associated with all of the mental health outcomes/general stress with odds ratios (ORs) ranging from 2.78 (suicidal ideation) to 6.09 (general stress) among individuals with a high level of discrimination. When the analyses were adjusted for general stress (as a continuous score) there was a large reduction in the ORs although high discrimination continued to be significantly associated with anxiety (OR: 2.21), while a mid level of discrimination was related to depressive symptoms (OR: 1.87) and had a borderline association with suicidal ideation.

CONCLUSION

Perceived discrimination is common in the Japanese general population and associated with worse mental health, with stress possibly playing a role in this association.

Workplace discrimination and onset of depressive disorders in the Danish workforce: A prospective study

OBJECTIVES

Experiences of discrimination at work are a long-standing problem, but research on its mental health effect is sparse. The purpose of this study was to examine the prospective association between workplace discrimination and onset of depressive disorders among Danish workers.

METHODS

The prospective cohort study comprised 2157 workers, all free of depressive disorders at baseline. Using logistic regression models, we estimated the association between workplace discrimination at baseline and depressive disorders at 6-months follow-up, adjusted for demographics, health behaviors, job group, educational attainment and other psychosocial working conditions.

RESULTS

At baseline, 103 participants (4.8 %) reported workplace discrimination during the previous 12 months. Among the 103 exposed participants and the remaining 2054 unexposed participants, onset of depressive disorders during follow-up occurred in 16 (15.5 %) and 88 (4.3 %) participants, respectively. After adjustment for all covariates, the odds ratio was 2.73 (95 % confidence interval: 1.38-5.40) comparing exposed to unexposed participants.

LIMITATIONS

All measures were self-reported, entailing risk of common methods bias, and we also cannot rule out selection bias.

CONCLUSIONS

Exposure to workplace discrimination is a risk factor for onset of depressive disorders. Eliminating or reducing workplace discrimination may contribute to the prevention of depressive disorders in working populations.

Gender discrimination in workplace and depressive symptoms in female employees in South Korea

BACKGROUND

Workplace gender discrimination (WGD) may have long-term negative impacts on female workers' mental health. We aimed to investigate the association between WGD and the prevalence of depressive symptoms using a nationally representative sample of female employees in South Korea.

METHODS

Data of 3190 adult female employees were obtained from the 2018 nationwide Korean Longitudinal Survey of Women and Families. Women's perception of WGD was assessed using a 6-item questionnaire. Respondents were classified into high, medium, and low levels of WGD according to the 25th and 75th percentile scores. A score of ≥10 on the 10-item version of the Center for Epidemiologic Studies for Depression Scale was defined as having significant depressive symptoms.

RESULTS

A high level of WGD was significantly associated with a higher odds ratio (OR) for depressive symptoms compared to the low level (OR = 1.87, 95% confidence interval = 1.45-2.41). In the subgroup analyses, high WGD levels were associated with the highest OR for depressive symptoms in the following subgroups: younger age (19-39 years), those with a college degree, non-standard workers, pink collar workers, those with a workplace size of 10-29 employees, those with high levels of job autonomy, or low levels of emotional labor.

LIMITATIONS

Causal interpretation is limited owing to the study's cross-sectional design.

CONCLUSIONS

A high level of perceived WGD was associated with depressive symptoms among female employees. Certain groups of female employees may be particularly vulnerable to the detrimental effects of WGD on depression.

Key stakeholder perspectives on the use of research about supported employment for racially and ethnically diverse patients with mental illness in the United States

OBJECTIVE

To explore how stakeholders responded to research evidence regarding supported employment (e.g., vocational rehabilitation), and ways evidence could be incorporated into policy and action.

DATA SOURCES

Qualitative data were collected from three stakeholder groups-people with lived experience of mental health challenges, community health advocates, and state health policy makers.

STUDY DESIGN

This study consisted of two sequential steps. First, three focus groups were conducted after presenting stakeholder groups (inclusive of 22 participants) with simulation data showing that improvement in employment status had a stronger impact on mental health than improvement in education or income for racially/ethnically diverse groups. Second, with guidance from focus group findings, researchers conducted additional in-depth interviews (n = 19) to gain a deeper understanding of the opportunities and challenges related to incorporating these findings into policy and practice.

DATA COLLECTION/EXTRACTION METHODS

Focus groups and in-depth interviews were conducted, audio recorded, transcribed, and analyzed using a thematic analysis approach.

PRINCIPAL FINDINGS

People with lived experience described the positive effect of employment in their own life while highlighting the need to increase workplace accommodations and social supports for those with mental health challenges. Across stakeholder groups, participants emphasized the need for linguistic and cultural competence to promote equity in delivery of supported employment programs. Stakeholders also underscored that centralizing existing resources and using evidence-based approaches are crucial for successful implementation.

CONCLUSION

Implementing effective supported employment programs should focus on meeting the specific needs of target individuals, as many of those needs are not considered in current employment-related programming. Collecting information from diverse users of research demonstrates what other aspects of supported employment are required for the likelihood of successful uptake. Implementation and dissemination efforts need to fortify collaborations and knowledge transfer between stakeholders to optimize supported employment and mental health resources.

Prevalence and correlates of anxiety and depression in frontline healthcare workers treating people with COVID-19 in Bangladesh

BACKGROUND

Healthcare workers (HCWs) who are in the frontline during the COVID-19 pandemic are often under significant pressures that may predispose them to symptoms of poor mental health. This study aimed to investigate the prevalence of anxiety and depression among HCWs and factors correlated with mental health concerns during the COVID-19 pandemic in Bangladesh. And, it also aimed to evaluate the psychometric properties of the Bangla version of the Hospital Anxiety and Depression Scale (HADS).

METHODS

A cross-sectional survey was conducted between July and August, 2020. A self-reported online questionnaire was utilized to collect data. The survey included questions concerning socio-demographic, lifestyle, and work setting, as well as the HADS. A confirmatory factor analysis (CFA) and multiple linear regression analysis were performed.

RESULTS

Data from 803 HCWs (50.7% male; mean age: 27.3 [SD = 6.9]; age range: 18-58 years) were included in the final analysis. The Bangla HADS was psychometrically sound, and demonstrated good internal consistency and reliability (α = 0.83), and excellent construct validity. Prevalence estimates of anxiety and depression were 69.5%, and 39.5%, respectively, for less severe symptomology (at least borderline abnormal), and 41.2% and 15.7% for more severe (at least abnormal) symptomology. Regression analyses with the total HADS score as a dependent variable revealed significant (p < 0.05) associations with female gender, moderate and poor health status, infrequent physical exercising, smoking, having had regrets about one's profession because of the pandemic and associated experiences, not updating on the latest COVID-19-related research, experiencing discrimination in the workplace, and facing social problems due to working in a lab or hospital during the COVID-19 pandemic.

CONCLUSIONS

Symptoms of anxiety and depression are prevalent among HCWs during the COVID-19 pandemic in Bangladesh. The findings suggest a need for screening for mental health concerns, and employing early intervention to help these individuals.

Beyond the Nurses and Doctors: Structural Racism and the Unseen Frontline Service Workers During the COVID-19 Pandemic

During the COVID-19 pandemic, frontline workers have faced unparalleled levels of distress, and hospitals have used many interventions to improve workers' mental health. However, service workers-including water, sanitation, and hygiene staff; food service workers; and countless others-are not being appropriately supported for their heroic efforts. This Open Forum describes the demographic characteristics of this neglected population, explores the role of structural racism in the lack of support interventions, examines the relationship between social determinants of health and COVID-19-related morbidity and mortality within this population, and petitions institutions to more deeply consider how they support their service workers.

Differential Experiences of Mental Health among Transgender and Gender-Diverse Youth in Colorado

Young people experience a variety of mental health concerns, including depression, non-suicidal self-injury, and suicidal ideation. These issues are at even higher rates among transgender and gender-diverse (TGD) young people, due to the additional burden of having to navigate a world in which transphobia impacts them at the individual, organizational, and policy levels. However, much of the extant research focuses only on comparing TGD youth to cisgender counterparts. This study explores the nuance within the TDG youth population regarding mental health, examining how gender, race/ethnicity, and sexual orientation change the likelihood of experiencing each of these mental health concerns. Among a sample of over 400 young people, findings indicate that those TGD young people who do not identify themselves within the masculine/feminine binary and those with marginalized sexual orientations were two to three times more likely to experience adverse mental health outcomes, as compared to their peers who are questioning their gender, and who are heterosexual. The implications for mental health professionals and others who work with young people are to recognize that mental health is not a one-size-fits all model for young TGD people, and that the intersection of multiple marginalized identities, must be addressed in order to improve the mental health of this group of young people. Findings can also be used to better understand issues of stigma, discrimination, and victimization in education, health care, and beyond.

Multidimensional gender discrimination in workplace and depressive symptoms

BACKGROUND

Discrimination is associated with depressive symptoms and other negative health effects, but little is known about the mental health risks of workplace gender discrimination. We aimed to investigate the association of workplace gender discrimination and depressive symptoms among employed women in South Korea.

METHODS

The 6th wave (2016) survey datasets of the Korean Longitudinal Survey of Women and Family (KLoWF) were analyzed for 2,339 respondents who are identified as wage workers. Depressive symptoms were evaluated by the short-form (10-item) Center for Epidemiological Studies-Depression scale. Association of workplace gender discrimination and depressive symptoms was assessed using multivariate logistic regression, adjusted for potential confounding variables including age, income satisfaction, education level, marital status, and currently diagnosed disease. We then measured the age effect using age stratification multivariate logistic regression model.

RESULTS

Women who experienced gender discrimination at workplace had higher odds of depressive symptoms regardless of the type of the discrimination including hiring, promotion, work assignments, paid wages, and firing. These associations were consistent in younger women below 40 years of age in regard to hiring, promotion, paid wages and firing, whereas inconsistent among older women above 40 years of age.

LIMITATIONS

We did not investigate the effect of workplace gender discrimination on depressive symptoms in a longitudinal manner.

CONCLUSIONS

Workplace gender discrimination was found to be significantly associated with depressive symptoms after adjustment for socio-demographic factors. Further, women under 40 years of age were especially vulnerable to workplace gender discrimination.

Workplace Racial Discrimination, Negative Emotions Based on Treatment Due to Race, and Substance Use

Experiencing racial discrimination may be associated with poor health outcomes including negative emotional states and substance use. The workplace is a setting where people may experience discriminatory treatment. Objectives: This study examined associations, between negative emotions due to treatment based on race (NE), workplace racial discrimination (WRD), and substance use outcomes (drinking and smoking), stratified by race. Methods: Data from the cross-sectional 2014 Behavioral Risk Factor Surveillance System (BRFSS), Minnesota and New Mexico sub-samples, were analyzed. This study excluded non-Hispanic white participants, resulting in a sample of n = 3098 adult, U.S. residents. Multivariable logistic regression models were utilized to examine the associations, and possible interactions, between WRD, NE, and substance use (alcohol and tobacco). Results: Prior to stratification, WRD was not associated with drinking or smoking after controlling for NE and other sociodemographic variables, however, NE was associated with heavy drinking. NE appeared to account for some of the observed bivariate associations between WRD and heavy drinking and daily smoking. Post-stratification, WRD was associated with heavy drinking for non-Hispanic other respondents, even after controlling for NE. For non-Hispanic black participants, NE was associated with smoking after controlling for WRD. A stratified interaction analysis of WRD*NE revealed that there was only an association between NE and heavy drinking for Hispanic participants who did not experience WRD. Conclusions: The relationship between WRD and substance use may be in part accounted for by NE. Further exploration is needed to more fully understand why associations exist for some race/ethnicity groups but not others.

Associations between daily-on-the job hassles with perceived mental exertion and depression symptoms in taxi drivers

INTRODUCTION

Taxi drivers experience frequent hassles that may contribute to mental exertion and depression symptoms.

AIM

Mental exertion and depression symptoms in taxi drivers are explored in association with hassles, effort-reward imbalance, job strain, and iso-strain.

METHODS

Personal interviews were conducted with 130 drivers in San Francisco.

RESULTS

Mental exertion averaged 4.5 (±2.68) and physical exertion averaged 3.71 (±2.1) on 0 to 10 Borg scales. Based on the Center for Epidemiological Studies-Depression scale, 38% had depression symptoms. Mental exertion and depression symptoms correlated with job strain, iso-strain and effort-reward imbalance in anticipated directions, lending construct validity to the Borg mental exertion scale. Physical exertion, night shift, stressful personal events, and being uninsured for healthcare predicted mental exertion. Lack of respect by dispatchers and stressful personal events predicted depression symptoms.

CONCLUSION

Selected hassles may be remedied by communication trainings, emphasizing mutual respect. Recognition and treatment of depression in taxi drivers are important.

Prevalence of workplace discrimination and mistreatment in a national sample of older U.S. workers: The REGARDS cohort study

Although workplace discrimination and mistreatment (WDM) has recently drawn widespread media attention, our understanding of the prevalence of these phenomena remains limited. In the current study, we generated national prevalence estimates of WDM from a community-based cohort of employed black and white men and women aged ≥48 years. Measures of WDM in the current job were obtained by computer-assisted telephone interview (2011-2013) involving dichotomous responses (yes or no) to five questions and deriving a composite measure of discrimination (yes to at least one). Prevalence estimates and age- and region-adjusted prevalence ratios were derived with use of SUDAAN software to account for the complex sample design. Analyses were stratified by race and sex subgroups. This sample represents over 40 million U.S. workers aged ≥48 years. The prevalence of workplace discrimination ranged from a high of 25% for black women to a low of 11% for white men. Blacks reported a 60% higher rate of discrimination compared to whites; women reported a 53% higher prevalence of discrimination, compared with men. The prevalence of workplace mistreatment ranged from 13% for black women to 8% for white men. Women reported a 52% higher prevalence of mistreatment compared to men, while differences by race were not significant. Mistreatment was 4-8 times more prevalent among those reporting discrimination than among those reporting none. Subgroup differences in mistreatment were confined to the wage-employed. Findings suggest that middle age and older wage-employed blacks and women experience the highest prevalence of WDM; moreover, discrimination is strongly associated with mistreatment. This study contributes to our understanding of at-risk segments of the U.S. labor market and the need for targeted interventions to reduce WDM.

Social inclusion among mental health service users: A reliability test of the Mini-SCOPE Scale

AIM AND OBJECTIVES

To evaluate the reliability of the Mini-SCOPE scale through interitem consistency and test-retest consistency, as well as the initial correlation with outcome measures of recovery.

BACKGROUND

Adapted from a UK, Social and Communities Opportunities Profile (Mini-SCOPE) is a short version of an social inclusion measurement for English-speaking persons in recovery (PIR) in Singapore. Prior concept mapping sets the stage for this reliability study.

DESIGN

This study adopted a nonexperimental, pre- and postdesign to validate the psychosocial measurement tool for community services.

METHOD

Convenient sampling was conducted at the various designated clinics. A total of 170 voluntary participants from psychiatric outpatient clinics were recruited for this study. It evaluated the 4-week interval test-retest reliability of the Mini-SCOPE. "AGREE" equator checklist was completed to guide the reporting of clinical practice. "See Supporting Information File S1."

RESULT

Outcome demonstrated that the Mini-SCOPE scale has good strength of reliability.

CONCLUSION

This study showed that the Mini-SCOPE measurement has the potential to be used for programme evaluation in mental health settings.

RELEVANCE TO CLINICAL PRACTICE

Applicable to nurses and other mental health professionals to consider the social and wellness aspects of the patients in their care when planning appropriate services.

Racial–Ethnic Differences in Turnover Intent Among Home Health Aides

Home health aides are crucial to ensuring quality services for the growing older adult population needing home-based care in the United States. We utilize data from the nationally representative 2007 National Home Health Aide Survey ( N = 3,344) to analyze racial–ethnic disparity in turnover intent. Non-Hispanic Black and non-Hispanic Other home health aides had higher all-cause turnover intent than Non-Hispanic Whites. Cause-specific turnover intent varied by race–ethnicity. Compared with non-Hispanic White home health aides, (a) non-Hispanic Black home health aides were more likely to leave due to low pay and educational/advancement opportunities; (b) Hispanic home health aides were more likely to leave due to a perceived lack of respect or difficulty with their supervisor/agency; and (c) non-Hispanic home health aides were more likely to leave due to an impending move. Findings suggest that efforts to address high levels of turnover intent among home health aides should account for differences in race–ethnic groups.

Is More Always Merrier? Intersectionality as an Antecedent of Job Insecurity

As modern workplace environments are becoming increasingly diverse, the experiences of disenfranchised employees have become a topic of great interest to scholars and business professionals alike. While the experiences of individuals with singular stigmatized identities have been well-established, a dearth of research has assessed how intersectionality, i.e., holding multiple stigmatized identities, combine and intertwine to shape workplace experiences. We contribute to a growing literature on intersectionality by assessing the extent to which employees identifying with multiple stigmatized identities may constitute a risk factor for the experience of job insecurity, a prevalent and potent economic stressor. Additionally, we propose that job insecurity will partially mediate the relationship between intersectionality and a variety of adverse workplace outcomes associated with increased job insecurity perceptions. In order to test these hypotheses, we collected survey data from 449 employed individuals within the United States over two timepoints. Results of the tests of our direct and indirect hypotheses revealed that individuals with more stigmatized identities reported greater perceptions of job insecurity, and intersectionality indirectly affected workplace outcomes via this heightened job insecurity. Our results highlight a new antecedent of job insecurity for consideration and is meant to motivate others to approach diversity-related research questions with multiple identities in mind, in an effort to encapsulate the full spectrum of one’s experience based on their identity makeup.

Examining Race/Ethnicity Differences in the Association Between the Experience of Workplace Racial Discrimination and Depression or Negative Emotions

This study examines associations and potential interactions between race/ethnicity, workplace racial discrimination, depression, and negative emotional symptoms experienced due to treatment based on race. Data for this study come from the 2014 Behavioral Risk Factor Surveillance System (BRFSS), an annual telephone survey of US residents, aged 18 and older. Respondents from MN and NM (n = 13,655) completed a module titled Reactions to Race, which contained items assessing workplace racial discrimination and negative emotions experienced based on treatment due to race, as well as standard BRFSS items assessing a diagnosis of depression. Results support previous research concluding that non-Hispanic White survey respondents are less likely to experience racial discrimination in the workplace than other race/ethnicity groups, but were more likely to report both depression and negative emotions. Analyses stratified by race/ethnic group suggest that, after controlling for gender, marital status, education, and income, there was an association between experiencing workplace racial discrimination and reporting negative emotions due to treatment based on race (all p values < 0.001). Of note, this association was strongest for non-Hispanic White respondents.

"I Have Been Bullied at Workplace!": A Qualitative Study on Italian Employees' Stories

The present study explored some common thematic domains which characterized workplace bullying stories of adult Italian participants. Emotional Text Analysis was performed on 28 workplace bullying stories in order to detect the main themes (cluster analysis) and latent factors (correspondence analysis) emerging in bullied workers' narratives. Five thematic domains were detected in the textual corpus (p < .05, at 95% confidence level), which are respectively referred to as: organizational constraints (14.10%), treatment discrimination (10.04%), unjust accusations (30.77%), emotional abuse (14.53%), and job duty changes (30.56%). Four latent factors explained the overall data variance: Sense of precariousness (F1, 34.38% of variance), lack of recognition (F2, 26.35%), feeling of exclusion (F3, 23.01%) and job disengagement (F4, 16.27%). From the emotional experience shaping the relationship between bullied workers and their work environments, this research study allows the identification of some organizational situations that are "at risk" for workplace bullying in order to promote better organizational health.

Association between workplace discrimination and depressive symptoms among firefighters in South Korea

BACKGROUND

Workplace discrimination is associated with poor mental health. However, there is a lack of studies examining the effects of discrimination on depressive symptoms among firefighters.

METHODS

We analyzed a national cross-sectional survey of 6369 firefighters in South Korea. Workplace discrimination during the past year was measured and main reasons for the discriminatory experience (gender, birth region, age, education, field/office work, job division) were identified separately by gender and job division. Depressive symptoms during the previous week were measured by the CES-D11.

RESULTS

Overall, 30.3% of firefighters experienced workplace discrimination and the main reasons for discrimination differed by gender and job division. Firefighters who experienced workplace discrimination had a higher likelihood of depressive symptoms than those who did not after adjusting for potential confounders (PR: 1.73; 95%CI: 1.55, 1.92).

CONCLUSIONS

This finding suggests that experience of workplace discrimination could aggravate the mental health of firefighters who provide an important public service.

Psychosocial work factors and low back pain in taxi drivers

INTRODUCTION

Taxi drivers are at high risk for low back pain (LBP).

AIM

Identify the association between psychosocial-work factors (Job strain, Iso-strain, effort-reward imbalance [ERI], unfairness, and mental exertion) and LBP in taxi drivers.

METHODS

A cross-sectional study was done with 129 taxi drivers.

RESULTS

Approximately 63% reported LBP in the prior 12 months. Chi square or t-test analyses identified the associations between demographic, work, health, and psychosocial work factors, and self-report of LBP in the prior 12 months. Depression, perceived physical exertion, dispatcher and manager support, unfair treatment at work, and unfair treatment due to nationality were significantly associated with LBP in bivariate analyses. Multivariate logistic regression was done to identify the predictors of LBP. High dispatcher support remained the sole significant predictor for lower prevalence of LBP (OR = 0.66, P = 0.017).

CONCLUSION

Greater understanding of psychosocial work factors may aid in developing interventions to prevent LBP in taxi drivers.

Perceived Age Discrimination at Work and Subsequent Long-Term Sickness Absence Among Finnish Employees

OBJECTIVE

To investigate the association of perceived age discrimination at work with subsequent long-term sickness absence among Finnish employees.

METHODS

A representative sample of Finnish employees (n = 6322) was merged with register-based follow-up data. A negative binomial model was used in the analysis of subsequent sickness absence days.

RESULTS

Perceived age discrimination was associated to long-term sickness absence after controlling various background, work, and health-related factors.

CONCLUSIONS

Age discrimination at work is a significant risk factor for sickness absence.

Psychosocial work factors in new or recurrent injuries among hospital workers: a prospective study

PURPOSE

Accumulating evidence suggests an important role for psychosocial work factors in injury, but little is known about the interaction between psychosocial factors and previous injury experience on subsequent injury risk. We examined the relationships between psychosocial work factors and new or recurrent injury among hospital workers.

METHODS

We studied 492 hospital workers including 116 cases with baseline injury and 376 injury-free referents at baseline over follow-up. Job strain, total support, effort-reward imbalance, overcommitment, and musculoskeletal injury at baseline were examined in logistic regression models as predictors of new or recurrent injury experienced during a 2-year follow-up period.

RESULTS

The overall cumulative incidence of injury over follow-up was 35.6 % (51.7 % for re-injury among baseline injury cases; 30.6 % for new injury among referents). Significantly increased risks with baseline job strain (OR 1.26; 95 % CI 1.02-1.55) and effort-reward imbalance (OR 1.42; 95 % CI 1.12-1.81) were observed for injury only among the referents. Overcommitment was associated with increased risk of injury only among the cases (OR 1.58; 95 % CI 1.05-2.39).

CONCLUSIONS

The effects of psychosocial work factors on new or recurrent injury risk appear to differ by previous injury experience, suggesting the need for differing preventive strategies in hospital workers.

Work and home stress: associations with anxiety and depression symptoms

BACKGROUND

In the evolving work environment of global competition, the associations between work and home stress and psychological well-being are not well understood.

AIMS

To examine the impact of psychosocial stress at work and at home on anxiety and depression.

METHODS

In medically healthy employed men and women (aged 30-60), serial regression analyses were used to determine the independent association of psychosocial stress at work and at home with depression symptoms, measured using the Beck Depression Inventory-II (BDI-II), and anxiety symptoms, measured using the Spielberger Trait Anxiety Inventory (STAI). Psychosocial stress at work was measured using the Job Content Questionnaire to assess job psychological demands, job control, job social support and job insecurity. Psychosocial stress at home was assessed by 12 questions including stress at home, personal problems, family demands and feelings about home life.

RESULTS

Serial regression analyses in 129 subjects revealed that job insecurity and home stress were most strongly associated with depression and anxiety symptoms. Job insecurity accounted for 9% of the variation both in BDI-II scores and in STAI scores. Home stress accounted for 13 and 17% of the variation in BDI-II scores and STAI scores, respectively. In addition, job social support was significantly and independently associated with STAI scores but not BDI-II scores.

CONCLUSIONS

Work and home stress were associated with anxiety and depression symptoms in both men and women. Both work and home stress should be considered in studies evaluating anxiety and depression in working populations.

Racial/ethnic workplace discrimination: association with tobacco and alcohol use

BACKGROUND

Experiences of discrimination are associated with tobacco and alcohol use, and work is a common setting where individuals experience racial/ethnic discrimination. Few studies have evaluated the association between workplace discrimination and these behaviors, and none have described associations across race/ethnicity.

PURPOSE

To examine the association between workplace discrimination and tobacco and alcohol use in a large, multistate sample of U.S. adult respondents to the Behavioral Risk Factor Surveillance System survey Reactions to Race Module (2004-2010).

METHODS

Multivariable logistic regression analyses evaluated cross-sectional associations between self-reported workplace discrimination and tobacco (current and daily smoking) and alcohol use (any and heavy use, and binge drinking) among all participants and stratified by race/ethnicity, adjusting for relevant covariates. Data were analyzed in 2013.

RESULTS

Among respondents, 70,080 completed the workplace discrimination measure. Discrimination was more common among black non-Hispanic (21%), Hispanic (12%), and other race respondents (11%) than white non-Hispanics (4%) (p<0.001). In the total sample, discrimination was associated with current smoking (risk ratio [RR]=1.32, 95% CI=1.19, 1.47), daily smoking (RR=1.41, 95% CI=1.24, 1.61), and heavy drinking (RR=1.11, 95% CI=1.01, 1.22), but not binge or any drinking. Among Hispanics, workplace discrimination was associated with increased heavy and binge drinking, but not any alcohol use or smoking. Workplace discrimination among black non-Hispanics and white Non-Hispanics was associated with increased current and daily smoking, but not alcohol outcomes.

CONCLUSIONS

Workplace discrimination is common, associated with smoking and alcohol use, and merits further policy attention, given the impact of these behaviors on morbidity and mortality.

Discrimination, harassment, abuse, and bullying in the workplace: contribution of workplace injustice to occupational health disparities

BACKGROUND

This paper synthesizes research on the contribution of workplace injustices to occupational health disparities.

METHODS

We conducted a broad review of research and other reports on the impact of workplace discrimination, harassment, and bullying on workers' health and on family and job outcomes.

RESULTS

Members of demographic minority groups are more likely to be victims of workplace injustice and suffer more adverse outcomes when exposed to workplace injustice compared to demographic majority groups. A growing body of research links workplace injustice to poor psychological and physical health, and a smaller body of evidence links workplace injustice to unhealthy behaviors. Although not as well studied, studies show that workplace injustice can influence workers' health through effects on workers' family life and job-related outcomes.

CONCLUSION

Injustice is a key contributor to occupational health injustice and prospective studies with oversample of disadvantaged workers and refinement of methods for characterizing workplace injustices are needed.

Sexuality-related work discrimination and its association with the health of sexual minority emerging and young adult men in the Detroit Metro Area

Discrimination has been linked to negative health outcomes among minority populations. The increasing evidence regarding health disparities among sexual minorities has underscored the importance of addressing sexuality discrimination as a public health issue. We conducted a web-based survey between May and September of 2012 in order to obtain a diverse sample of young men who have sex with men (ages 18-29; N = 397; 83% gay; 49% Black, 27% White, 15% Latino) living in the Detroit Metro Area (Michigan, USA). Using multivariate regression models, we examined the association between overall health (self-rated health, days in prior month when their physical or mental health was not good, limited functionality) and experiences of sexuality-based work discrimination. Fifteen percent reported at least one experience of sexuality-based work discrimination in the prior year. Recent workplace discrimination was associated with poorer self-rated health, a greater number of days when health was not good, and more functional limitation. We discuss the importance of addressing sexuality-related discrimination as a public health problem and propose multilevel intervention strategies to address these discriminatory practices.

The impact of bystanding to workplace bullying on symptoms of depression among women and men in industry in Sweden: an empirical and theoretical longitudinal study

Background

Prospective studies on bystanding to workplace bullying and the health outcomes are scarce.

Aim

To investigate the work environmental risk factors of depressive symptoms among bystanders to bullying in both women and men in four large industrial organizations in Sweden.

Method

The number of respondents at four large industrial enterprises with more than one year at the workplace at T1: n = 2,563 (Women: n = 342; Men: n = 2,227). Bystanders to bullying at T1: n = 305 (Women: n = 30; Men: n = 275). The total number of those with symptoms of depression at T2: Women: n = 30; Men: n = 161. Two thousand one hundred and seventy-seven employees answered the questionnaire on T1 and T2 with an 18-month interval. “To have depressive symptoms” was defined as not having depressive symptoms at T1 but having depressive symptoms at T2.

Results

The number of men who were bystanders to bullying was larger compared to women. However, the proportion of women who were bystanders to bullying and developed depressive symptoms 18 months later was higher in comparison with men (33.3 and 16.4 %, respectively). Further, “Being a bystander to bullying” 1.69 (1.13–2.53), “Rumors of changes in the workplace” 1.53 (1.10–2.14), “Reduced role clarity” 2.30 (1.21–4.32), “Lack of appreciation of being in the group” 1.76 (1.22–2.53) increased the risk of future symptoms of depression. “Job Strain” was not an adjusted risk factor for depression.

Conclusion

Our results support previous findings that bystanding to workplace bullying is related to future depressive symptoms.

Racial disparities in job strain among American and immigrant long-term care workers

BACKGROUND

Nursing homes are occupational settings, with an increasing minority and immigrant workforce where several psychosocial stressors intersect.

AIM

This study aimed to examine racial/ethnic differences in job strain between Black (n = 127) and White (n = 110) immigrant and American direct-care workers at nursing homes (total n = 237).

METHODS

Cross-sectional study with data collected at four nursing homes in Massachusetts during 2006-2007. We contrasted Black and White workers within higher-skilled occupations such as registered nurses or licensed practical nurses (n = 82) and lower-skilled staff such as certified nursing assistants (CNAs, n = 155).

RESULTS

Almost all Black workers (96%) were immigrants. After adjusting for demographic and occupational characteristics, Black employees were more likely to report job strain, compared with Whites [relative risk (RR): 2.9, 95% confidence interval (CI) 1.3 to 6.6]. Analyses stratified by occupation showed that Black CNAs were more likely to report job strain, compared with White CNAs (RR: 3.1, 95% CI: 1.0 to 9.4). Black workers were also more likely to report low control (RR: 2.1, 95% CI: 1.1 to 4.0). Additionally, Black workers earned $2.58 less per hour and worked 7.1 more hours per week on average, controlling for potential confounders.

CONCLUSION

Black immigrant workers were 2.9 times more likely to report job strain than White workers, with greater differences among CNAs. These findings may reflect differential organizational or individual characteristics but also interpersonal or institutional racial/ethnic discrimination. Further research should consider the role of race/ethnicity in shaping patterns of occupational stress.