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Researchers have studied loneliness as a modern health epidemic which is associated with myriad negative health effects, yet the literature lacks evidence of loneliness’ correlates, including incivility, in the workplace. This paper not only replicates previous work on incivility, a pervasive interpersonal workplace stressor, it also contributes novel findings on the relative importance of loneliness in explaining variance in occupational health outcomes. We tested hypotheses using two cross-sectional datasets containing data from the general working population (Sample 1) and state corrections supervisors (Sample 2). Through relative importance analyses, including relative weights analysis, we found that both general and workplace loneliness explain substantial variance in several outcomes (e.g., emotional exhaustion, depression symptoms, and turnover intentions) relative to the variance explained by workplace incivility. When controlling for perceived work stress, general loneliness appears to be more important than incivility in explaining variance in emotional exhaustion, job satisfaction, and depression symptoms.

Background. Worksite-based programs to improve workforce health and well-being (Workplace Health Promotion (WHP)) have been advanced as conduits for improved worker productivity and decreased health care costs. There has been a countervailing health economics contention that return on investment (ROI) does not merit preventive health investment. Methods/Procedures. Pertinent studies were reviewed and results reconsidered. A simple economic model is presented based on conventional and alternate assumptions used in cost benefit analysis (CBA), such as discounting and negative value. The issues are presented in the format of 3 conceptual dilemmas. Principal Findings. In some occupations such as nursing, the utility of patient survival and staff health is undervalued. WHP may miss important components of work related health risk. Altering assumptions on discounting and eliminating the drag of negative value radically change the CBA value. Significance. Simple monetization of a work life and calculation of return on workforce health investment as a simple alternate opportunity involve highly selective interpretations of productivity and utility.

Objective: This article assessed work-to-family conflict (W-FC) and family-to-work conflict (F-WC) and their impact on depression among corrections officers in two correctional facilities in the United States. Methods: The sample consisted of 220 officers who completed questionnaires that included data on demographics, sense of coherence (SOC), physical health, psychosocial job characteristics, and work-family conflict. The Center for Epidemiologic Studies Depression Scale (CES-D-10) assessed depression. Results: The mean CES-D score was 7.8 (SD = 5.2); 31% had scores of 10 or more, indicative of serious psychological distress. The SOC, W-FC, and F-WC were significantly and positively associated with depression; W-FC mediated the effects of SOC on depression. Psychosocial job characteristics were not related to depression. Conclusions: Depressive symptoms were high among officers, and W-FC was a critical factor contributing to psychological distress.

OBJECTIVE:This study examined how work and family demands affect depressive symptoms, and the mediating roles of work-to-family conflict and family-to-work conflict in a sample of correctional supervisors. METHODS:Using a cross-sectional design, correctional supervisors working in a Northeastern state (n = 156) participated in an online survey. Structural equation modeling was used to examine direct and indirect effects between study variables. RESULTS:Amount of overtime hours worked significantly predicted work-to-family conflict (β = 0.18, P < 0.05), and work-to-family conflict significantly predicted greater depressive symptoms (β = 0.61, P < 0.01). Overtime work also had an indirect effect on depressive symptoms through work-to-family conflict (β = 0.11 [95% CI 0.001–0.42]). No other statistically significant effects of relevance were found. CONCLUSIONS:Working overtime had an indirect effect on correctional supervisors’ depressive symptoms, mediated by work-to-family conflict.

Objective: To identify insurance related, structural, and workplace cultural barriers to the implementation of effective preventive and upstream clinical interventions in the working age adult population. Methods: Analysis of avoided costs from perspective of health economics theory and from empiric observations from large studies; presentation of data from our own cost-plus model on integrating health promotion and ergonomics. Results: We identify key avoided costs issues as a misalignment of interests between employers, insurers, service institutions, and government. Conceptual limitations of neoclassical economics are attributable to work culture and supply-driven nature of health care. Discussion: Effective valuation of avoided costs is a necessary condition for redirecting allocations and incentives. Key content for valuation models is discussed.

Musculoskeletal, cardiovascular, and mental health are all associated with the physical and psychosocial conditions of work, as well as with individual health behaviors. An integrated approach to workplace health-promotion programs should include attention to the work environment, especially in light of recent findings that work organization influences so-called lifestyle or health behaviors. Macroergonomics provides a framework to improve both physical and organizational features of work and, in the process, to empower individual workers. The Center for the Promotion of Health in the New England Workplace (CPH-NEW) is a research-to-practice effort examining the effectiveness of worksite programs that combine occupational safety and health—especially ergonomics—with health promotion, emphasizing the contribution of work organization to both. Two intervention studies are underway in three different sectors: health care, corrections, and manufacturing. Each study features participatory structures to facilitate employee input into health goal-setting, program design and development, and evaluation, with the goal of enhanced effectiveness and longer-term sustainability.

OBJECTIVE:This study examined associations among health behaviors, psychosocial work factors, and health status. METHODS:Correctional supervisors (n = 157) completed a survey that assessed interpersonal and organizational views on health. Chi-squared and logistic regressions were used to examine relationships among variables. RESULTS:Respondents had a higher prevalence of obesity and comorbidities compared with the general US adult population. Burnout was significantly associated with nutrition, physical activity, sleep duration, sleep quality, diabetes, and anxiety/depression. Job meaning, job satisfaction, and workplace social support may predict health behaviors and outcomes. CONCLUSIONS:Correctional supervisors are understudied and have poor overall health status. Improving health behaviors of middle-management employees may have a beneficial effect on the health of the entire workforce. This paper demonstrates the importance of psychosocial work factors that may contribute to health behaviors and outcomes.

A multidisciplinary team of researchers at the Center for the Promotion of Health in the New England Workplace (CPH-NEW) developed an evidence-based approach to address three recognized challenges to workplace programs designed to improve employee health: establishing employee ownership, integrating with work organization, and sustainability. The two main innovations being introduced in combination were (1) integrating traditional workplace health protection (e.g., ergonomics, industrial hygiene) with health promotion (e.g., assisting workers in improving health behaviors) and (2) introducing a bottom-up participatory model for engaging employees in innovative iterative design efforts to enhance both components of this integrated program. In the program, which was modeled after participatory ergonomics programs, teams of workers engage in the iterative design of workplace interventions to address their prioritized health concerns with the support of a multilevel steering committee. The integrated approach being tested can complement existing worksite safety and health initiatives and promote organizational learning, with expected synergistic effects.

OBJECTIVES:Correctional employees exhibit elevated obesity rates. This study examines interrelations among health behaviors, health climate, body mass index (BMI), and work schedule. METHODS:Using survey results from correctional supervisors (n = 157), mediation and moderated-mediation analyses were performed to examine how health behaviors explain relationships between obesity, work health climate (WHC) and family health climate (FHC), and work schedule. RESULTS:Over 85% of the sample was overweight/obese (mean BMI = 30.20). Higher WHC and FHC were associated with lower BMI, mediated by nutrition, and physical activity. The interaction effect between health behavior and work schedule revealed a protective effect on BMI. Overtime shift work may share a relationship with BMI. CONCLUSIONS:Findings may have implications for reexamining organizational policies on maximum weekly overtime in corrections. They provide direction for targeted obesity interventions that encourage a supportive FHC and promote healthy behaviors among supervisors working overtime.

Breast cancer and its treatment can affect a survivor’s work role, potentially resulting in job loss or work withdrawal. Survivors are encouraged to adopt self-management behaviors as part of their health role to minimize treatment after-effects, prevent cancer recurrence, and improve health-related quality of life. We examined work-health conflict, an under-recognized form of inter-role conflict that occurs when work role demands make it difficult to engage in the health role. We hypothesized that work-health conflict is directly associated with poorer quality of life and anticipated turnover, and indirectly associated with both outcomes through self-management behaviors. An online cross-sectional survey was administered to working breast cancer survivors. We conducted ordinary least square regressions path analysis to test hypothesized associations of work-health conflict, quality of life, anticipated turnover, and cancer self-management. Respondents ( n  = 157) had a mean age of 51 and were primarily female (98%), White and non-Hispanic (85%), married or partnered (74%), and college-educated (94%). Hypothesis-testing showed that work-health conflict had direct effects on health-related quality of life and anticipated turnover, as well as indirect effects through self-management. We provide evidence for the adverse health and work impacts of work-health conflict, a potentially modifiable variable that is of growing interest within the literature on work-life interface. Employers should focus on supporting survivors’ long-term health-related quality of life and opportunities for health-supporting activities, which may promote work retention. Upstream interventions may be needed to address sources of work-health conflict, and may include minimizing spillover of work stress and reducing drains on time and energy resources.