Breinegaard Nina, Jensen Johan Høy, Bonde Jens Peter
Department of Occupational & Environmental Medicine, Frederiksberg and Bispebjerg Hospitals, Bispebjerg Bakke 23, DK-2400, Copenhagen NV, Denmark.
Scand J Work Environ Health. 2017 May 1;43(3):234-240. doi: 10.5271/sjweh.3624. Epub 2017 Feb 6.
Objective This study examines the impact of organizational change and psychosocial work environment on non-disability early retirement among senior public service employees. Methods In January and February 2011, Danish senior public service employees aged 58-64 years (N=3254) from the Capital Region of Denmark responded to a survey assessing psychosocial work environment (ie, social capital, organizational justice, and quality of management). Work-unit organizational changes (ie, change of management, merging, demerging, and relocation) were recorded from January 2009 to March 2011. Weekly data on non-disability early retirement transfer were obtained from the DREAM register database, which holds weekly information about all public benefit payments in Denmark. Hazard ratios (HR) for early retirement following employees' 60 birthday were estimated with Cox regression adjusted for age, gender, and socioeconomic status. Results Exposure to change of management [HR 1.37, 95% confidence interval (95% CI) 1.13-1.66], mergers (HR 1.23, 95% CI 1.02-1.48), and relocation of work unit (HR 1.24, 95% CI 1.01-1.54) increased rate of non-disability early retirement, while demerging of work unit did not (HR 1.03, 95% CI 0.79-1.33). Work units with lower levels of social capital (HR 1.22, 95% CI 1.05-1.41), organizational justice, (HR 1.18, 95% CI 1.04-1.32), and quality of management (HR 1.14, 95% CI 1.02-1.25) increased rate of early retirement. Conclusion Organizational change and poor psychosocial work environment contribute to non-disability early retirement among senior public service employees, measured at work-unit level.
目的 本研究探讨组织变革和心理社会工作环境对高级公共服务雇员非残疾提前退休的影响。方法 2011年1月和2月，丹麦首都地区58 - 64岁的丹麦高级公共服务雇员（N = 3254）参与了一项调查，该调查评估心理社会工作环境（即社会资本、组织公正和管理质量）。记录了2009年1月至2011年3月工作单位的组织变革情况（即管理层变更、合并、拆分和搬迁）。从DREAM登记数据库获取非残疾提前退休转移的每周数据，该数据库包含丹麦所有公共福利支付的每周信息。采用Cox回归对年龄、性别和社会经济地位进行调整，估计雇员60岁生日后提前退休的风险比（HR）。结果 经历管理层变更（HR 1.37，95%置信区间[95%CI] 1.13 - 1.66）、合并（HR 1.23，95%CI 1.02 - 1.48）和工作单位搬迁（HR 1.24，95%CI 1.01 - 1.54）会增加非残疾提前退休率，而工作单位拆分则不会（HR 1.03，95%CI 0.79 - 1.33）。社会资本水平较低（HR 1.22，95%CI 1.05 - 1.41）、组织公正（HR 1.18，95%CI 1.04 - 1.32）和管理质量较低（HR 1.14，95%CI 1.02 - 1.25）的工作单位提前退休率更高。结论 在工作单位层面进行衡量，组织变革和不良的心理社会工作环境会导致高级公共服务雇员非残疾提前退休。
