Stress Research Institute, Stockholm University, SE-106 91, Stockholm, Sweden.
Department of Psychology, Stockholm University, SE-106 91, Stockholm, Sweden.
BMC Public Health. 2018 Jul 4;18(1):828. doi: 10.1186/s12889-018-5736-7.
In the present study we used a longitudinal design to examine if work-personal life interference predicted managerial turnover, if depressive symptoms mediated the association, and if the relationships differed by gender.
Data were drawn from four waves (2010, 2012, 2014 and 2016) of the Swedish Longitudinal Occupational Survey of Health (SLOSH), a cohort of the Swedish working population. Participants who in any wave reported to have a managerial or other leading position were included (n = 717 men and 741 women). Autoregressive longitudinal mediation models within a multilevel structural equation modelling (MSEM) framework, in which repeated measures (level 1) were nested within individuals (level 2), were fitted to data. First, bivariate autoregressive and cross-lagged paths between the variables were fitted in gender stratified models. Secondly, a full gender stratified mediation model was built to estimate if the association between work-personal life interference and turnover was mediated through depressive symptoms. Gender differences in cross-lagged paths were estimated with multiple-group analysis. All analyses were adjusted for age, education, labour market sector, civil status and children living at home, and conducted in MPLUS 7.
In both genders there were significant paths between work-personal life interference and turnover. Depressive symptoms were, however, not found to mediate in the relationship between work-personal life interference and turnover. The models differed significantly between genders.
Establishing organisational prerequisites for good work-personal life balance among managers may be a means to retain both male and female managerial talent.
在本研究中，我们使用纵向设计来检验工作-个人生活干扰是否预测管理离职，如果抑郁症状在这种关联中起中介作用，以及这种关系是否因性别而异。
数据来自瑞典职业健康纵向调查（SLOSH）的四个波次（2010、2012、2014 和 2016），这是瑞典劳动力的一个队列。任何波次报告有管理或其他领导职位的参与者被纳入研究（男性 717 人，女性 741 人）。在多层结构方程模型（MSEM）框架内，使用自回归纵向中介模型，其中重复测量（水平 1）嵌套在个体（水平 2）内，对数据进行拟合。首先，在性别分层模型中拟合变量之间的二元自回归和交叉滞后路径。其次，构建一个完整的性别分层中介模型，以估计工作-个人生活干扰与离职之间的关联是否通过抑郁症状来介导。使用多组分析估计交叉滞后路径中的性别差异。所有分析均根据年龄、教育、劳动力市场部门、婚姻状况和在家居住的子女进行调整，并在 MPLUS 7 中进行。
在两种性别中，工作-个人生活干扰与离职之间都存在显著的路径。然而，在工作-个人生活干扰与离职之间的关系中，抑郁症状并没有被发现起中介作用。模型在性别之间存在显著差异。
为经理人员建立良好的工作-个人生活平衡的组织前提条件，可能是留住男性和女性管理人才的一种手段。
