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首页> 外文期刊>Scandinavian journal of Work, Environment and Health >Organizational change and employee mental health: A prospective multilevel study of the associations between organizational changes and clinically relevant mental distress
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Organizational change and employee mental health: A prospective multilevel study of the associations between organizational changes and clinically relevant mental distress

机译：组织变革与员工心理健康：组织变革与临床相关心理困扰之间关系的前瞻性多层次研究

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Objective The aim of the present paper was to elucidate the relationship between exposure to separate, multiple or repeated organizational change at both individual- and work-unit level and subsequent clinically relevant mental distress amongst employees two years after change had taken place.Methods A full panel, prospective design was utilized. Data were collected at two time-points two years apart, by self-administered, online questionnaires. Organizational change was measured by six items pertaining to separate types of change. Mental distress was measured using HSCL-10, with cut-off set to =1.85 to identify clinically relevant distress. Baseline sample consisted of 7985 respondents, of whom 5297 participated at follow-up. A multilevel analytic strategy was chosen as data were nested within work-units. Effects associated with exposure to organizational change at both individual- and work-unit level were estimated. Results Separate change: At the individual level, company reorganization [odds ratio (OR) 1.29, 95% confidence interval (CI) 1.01?1.65], downsizing (1.51, 95% CI 1.12?2.03) and layoffs (OR 1.46, 95% CI 1.01?2.12) were prospectively associated with mental distress. At work-unit level, company reorganization (OR 1.46, 95% CI 1.04-2.04) was associated with mental distress, but the statistically significant association diminished when adjusting for the work factors job control, job demands and support. Multiple changes: At the individual level, exposure to multiple organizational changes at baseline were associated with mental distress at follow-up (OR 1.75, 95% CI 1.28?2.38). Repeated change: At the individual level, exposure to repeated organizational change was associated with mental distress at follow-up (OR 1.84, 95% CI 1.29?2.63).Conclusions Exposure to organizational changes at the individual level indicated an elevated risk of subsequent clinically relevant mental distress following both separate, multiple and repeated organizational changes. These associations were also present at work-unit level, but diminished when adjusting for certain work factors, indicating a possible mediating effect.
机译：目的本文的目的是阐明在变更发生两年后，在个人和工作单位层面，分别，多次或反复发生组织变更的风险与随后的临床相关精神困扰之间的关系。面板，采用前瞻性设计。通过自我管理的在线调查表在相隔两年的两个时间点收集数据。组织变更是由六个与单独变更类型有关的项目来衡量的。使用HSCL-10测量精神困扰，将临界值设置为= 1.85，以识别临床相关的困扰。基线样本包括7985名受访者，其中5297名参加了随访。由于数据嵌套在工作单元中，因此选择了多层次分析策略。估计了在个人和工作单位层面上与组织变革风险相关的影响。结果单独变更：在个人层面，公司重组[赔率（OR）1.29，95％置信区间（CI）1.01？1.65]，裁员（1.51，95％CI 1.12？2.03）和裁员（OR 1.46，95％ CI 1.01？2.12）可能与精神困扰有关。在单位部门，公司的重组（OR 1.46，95％CI 1.04-2.04）与精神困扰有关，但是在调整工作因素（如工作控制，工作要求和支持）时，具有统计意义的联想减少了。多重变化：在个体水平上，基线时暴露于多种组织变化与随访时的精神困扰有关（OR 1.75，95％CI 1.28？2.38）。反复变化：在个体水平上，重复的组织变化与随访时的精神困扰有关（OR 1.84，95％CI 1.29？2.63）。结论在个体水平上暴露于组织变化表明随后发生临床风险较高。分别的，多次的和反复的组织变化之后，相关的精神困扰。这些关联也存在于工作单位级别，但在调整某些工作因素时会减少，表明可能存在中介作用。

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