Abdelrehim M G, Eshak E S, Kamal N N
Public Health Department, Faculty of Medicine, Minia University, El-Minia 61519, Egypt.
Public Health, Department of Social Medicine, Graduate School of Medicine, Osaka University, Osaka 565-0871, Japan.
J Public Health (Oxf). 2023 Jun 14;45(2):e175-e183. doi: 10.1093/pubmed/fdac061.
Work ability and work-family conflicts (total-WFCs) were associated with the risk of depression among the working population.
We recruited 3104 Egyptian civil workers between October 2019 and January 2020. The Work Ability Index (WAI), Center for Epidemiologic Studies-Depression (CES-D) and Midlife Development in the United States questionnaires were used to collect the data. Following Baron and Kenny criteria, the mediation effect of total-WFCs on the association between WAI and CES-D scores was tested by multivariable linear regression models.
Findings revealed a high prevalence of depressive symptoms (CES-D score ≥ 16) among Egyptian civil servants (43.4%). There were negative relationships between WAI score and both CES-D score (B = -0.70, P < 0.001) and total-WFCs score (B = -0.22, P < 0.001). Moreover, WAI score was still significantly associated with CES-D score after controlling for total-WFCs score (B = -0.40, P < 0.001) that suggests partial mediation. We estimated that ~44%, 38% and 20% of the total effect of work ability on the risk of depressive symptoms were mediated by total-WFCs, family-to-work conflict and work-to-family conflict, respectively.
Interventions aiming for mitigation total-WFCs can help improve employees' mental health and reduce the risk of impaired work ability-related depression.
工作能力与工作-家庭冲突（总体工作-家庭冲突）与在职人群的抑郁风险相关。
我们在2019年10月至2020年1月期间招募了3104名埃及文职人员。使用工作能力指数（WAI）、流行病学研究中心抑郁量表（CES-D）和美国中年发展问卷来收集数据。根据巴伦和肯尼标准，通过多变量线性回归模型检验总体工作-家庭冲突在WAI与CES-D得分之间关联中的中介作用。
研究结果显示埃及公务员中抑郁症状（CES-D得分≥16）的患病率很高（43.4%）。WAI得分与CES-D得分（B = -0.70，P < 0.001）和总体工作-家庭冲突得分（B = -0.22，P < 0.001）均呈负相关。此外，在控制总体工作-家庭冲突得分后，WAI得分仍与CES-D得分显著相关（B = -0.40，P < 0.001），这表明存在部分中介作用。我们估计，工作能力对抑郁症状风险的总效应中，分别约有44%、38%和20%由总体工作-家庭冲突、家庭对工作的冲突和工作对家庭的冲突介导。
旨在减轻总体工作-家庭冲突的干预措施有助于改善员工的心理健康，并降低与工作能力受损相关的抑郁风险。
