Tianwei Xu, Stress Research Institute, Stockholm University, 106 91 Stockholm, Sweden.
Scand J Work Environ Health. 2022 Nov 1;48(8):621-631. doi: 10.5271/sjweh.4042. Epub 2022 Jun 26.
In terms of prevention, it is important to determine effects on cardiovascular disease (CVD) when some workplace psychosocial resources are high while others are low. The aim of the study was to assess the prospective relationship between clustering of workplace psychosocial resources and risk of CVD among employees.
We pooled data from three cohort studies of 135 669 employees (65% women, age 18-65 years and free of CVD) from Denmark, Finland and Sweden. Baseline horizontal resources (culture of collaboration and support from colleagues) and vertical resources (leadership quality and procedural justice) were measured using standard questionnaire items. Incident CVD, including coronary heart and cerebrovascular disease, was ascertained using linked electronic health records. We used latent class analysis to assess clustering (latent classes) of workplace psychosocial resources. Cox proportional hazard models were used to examine the association between these clusters and risk of CVD, adjusting for demographic and employment-related factors and pre-existing physical and mental disorders.
We identified five clusters of workplace psychosocial resources from low on both vertical and horizontal resources (13%) to generally high resources (28%). High horizontal resources were combined with either intermediate [hazard ratio (HR) 0.84, 95% confidence interval (CI) 0.74-0.95] or high (HR 0.88, 95% CI 0.78-1.00) vertical resources were associated with lower risks of CVD compared to those with generally low resources. The association was most prominent for cerebrovascular disease (eg, general high resources: HR 0.80, 95% CI 0.67-0.96).
Individuals with high levels of workplace psychosocial resources across horizontal and vertical dimensions have a lower risk of CVD, particularly cerebrovascular disease.
在预防方面，当某些工作场所心理社会资源较高而其他资源较低时，确定其对心血管疾病（CVD）的影响很重要。本研究的目的是评估工作场所心理社会资源的聚类与员工 CVD 风险之间的前瞻性关系。
我们汇总了来自丹麦、芬兰和瑞典的三项队列研究中 135669 名员工（65%为女性，年龄在 18-65 岁之间，无 CVD）的数据。使用标准问卷条目测量基线横向资源（协作文化和同事支持）和纵向资源（领导素质和程序正义）。通过链接的电子健康记录确定 CVD 事件，包括冠心病和脑血管疾病。我们使用潜在类别分析评估工作场所心理社会资源的聚类（潜在类别）。使用 Cox 比例风险模型，在调整人口统计学和就业相关因素以及预先存在的身体和精神障碍后，研究这些聚类与 CVD 风险之间的关系。
我们从垂直和水平资源都较低（各占 13%）到普遍较高的资源（各占 28%）确定了五个工作场所心理社会资源聚类。高横向资源与中等（HR0.84，95%CI0.74-0.95）或高（HR0.88，95%CI0.78-1.00）纵向资源相结合与一般低资源相比，CVD 风险降低。这种关联在脑血管疾病方面最为明显（例如，一般高资源：HR0.80，95%CI0.67-0.96）。
在横向和纵向维度上具有高水平工作场所心理社会资源的个体患 CVD 的风险较低，特别是脑血管疾病。
