D'Angelo Stefania, Coggon David, Harris E Clare, Linaker Cathy, Sayer Avan Aihie, Gale Catharine R, Evandrou Maria, van Staa Tjeerd, Cooper Cyrus, Walker-Bone Karen, Palmer Keith T
MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK Arthritis Research UK/MRC Centre for Musculoskeletal Health and Work, University of Southampton, Southampton, UK.
NIHR Collaboration for Leadership in Applied Health Research and Care Wessex, Newcastle upon Tyne, UK Institute of Neuroscience, Newcastle University, Newcastle upon Tyne, UK NIHR Newcastle Biomedical Research Centre, Newcastle University and Newcastle upon Tyne Hospitals NHS Foundation Trust, Newcastle upon Tyne, UK MRC Lifecourse Epidemiology Unit, University of Southampton, Southampton, UK.
Occup Environ Med. 2016 Aug;73(8):512-9. doi: 10.1136/oemed-2016-103591. Epub 2016 May 5.
Demographic changes are requiring people to work longer. Labour force participation might be promoted by tackling sources of job dissatisfaction. We aimed to describe the epidemiology of job dissatisfaction in older British workers, to explore which perceptions of work contribute most importantly, and to assess possible impacts on health.
Participants aged 50-64 years were recruited from 24 English general practices. At baseline, those currently in work (N=5437) reported on their demographic and employment circumstances, overall job satisfaction, perceptions of their work that might contribute to dissatisfaction, and their general health, mood and well-being. Associations of job dissatisfaction with risk factors and potential health outcomes were assessed cross-sectionally by logistic regression, and the potential contributions of different negative perceptions to overall dissatisfaction were summarised by population attributable fractions (PAFs).
Job dissatisfaction was more common among men, below age 60 years, those living in London and the South East, in the more educated and in those working for larger employers. The main contributors to job dissatisfaction among employees were feeling unappreciated and/or lacking a sense of achievement (PAF 55-56%), while in the self-employed, job insecurity was the leading contributor (PAF 79%). Job dissatisfaction was associated with all of the adverse health outcomes examined (ORs of 3-5), as were most of the negative perceptions of work that contributed to overall dissatisfaction.
Employment policies aimed at improving job satisfaction in older workers may benefit from focussing particularly on relationships in the workplace, fairness, job security and instilling a sense of achievement.
人口结构的变化要求人们延长工作年限。解决工作不满的根源可能会促进劳动力参与。我们旨在描述英国老年劳动者工作不满的流行病学特征，探究哪些工作认知对工作不满的影响最为重要，并评估其对健康可能产生的影响。
从24家英国全科诊所招募了年龄在50 - 64岁之间的参与者。在基线时，目前在职的人员（N = 5437）报告了他们的人口统计学和就业情况、总体工作满意度、可能导致不满的工作认知，以及他们的总体健康状况、情绪和幸福感。通过逻辑回归对工作不满与风险因素及潜在健康结果之间的关联进行横断面评估，并通过人群归因分数（PAFs）总结不同负面认知对总体不满的潜在贡献。
工作不满在男性、60岁以下、居住在伦敦和东南部、受教育程度较高以及为大型雇主工作的人群中更为常见。员工工作不满的主要因素是感觉未得到赏识和/或缺乏成就感（PAF为55 - 56%），而在个体经营者中，工作不安全感是主要因素（PAF为79%）。工作不满与所有所研究的不良健康结果相关（比值比为3 - 5），导致总体不满的大多数工作负面认知也与之相关。
旨在提高老年劳动者工作满意度的就业政策可能尤其应关注工作场所的人际关系、公平性、工作安全感并灌输成就感。
