Does work-personal life interference predict turnover among male and female managers, and do depressive symptoms mediate the association? A longitudinal study based on a Swedish cohort

Abstract Background 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. Methods 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. Results 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. Conclusions Establishing organisational prerequisites for good work-personal life balance among managers may be a means to retain both male and female managerial talent

A moderated multilevel study of work-to-family conflict, empowerment, and turnover intentions

Although the concept of psychological empowerment has been applied at the team-level, the buffering role of other team members’ empowerment toward turnover has not been conceptualized and investigated. Extending research on the relationship between work‐to‐family conflict and turnover intentions in the team setting, this study investigates the cross-level interaction of other team members’ empowerment by adopting a multilevel approach. Using a sample of 730 teams and 4821 members from six Local Health Organizations, we investigate the influence of other team members’ empowerment on turnover intentions and its relationship with work‐to‐family conflict. Other team members’ empowerment negatively predicted turnover intentions. The positive relationship between work‐to‐family conflict and turnover intentions is stronger among employees working with other team members’ with a lower sense of empowerment than among those reporting a higher sense of empowerment

Creating Value Through Occupational Health Management

In this paper we want to review and discuss research on the effects of occupational health management activities and services on different outcomes like employee health and well-being or absenteeism and other economic outcomes. In part I we outline goals and functions of occupational health management (OHM), then characterize typical occupational health promotion interventions and describe principles for implementing and organizing OHM. Part II focuses on different OHM activities and services such as creating healthy and safe workplace, reducing work-family conflicts, providing counselling via employee assistance programs and implementing health circles or stress management interventions. We will also discuss intervention design and sample studies as well as meta-analytic data relating to the effectiveness of these interventions. Finally, part III is about the economic impact of OHM. Findings from a management evaluation approach for OHM will be discussed. Then we will concentrate especially on data linking health promotion interventions to absenteeism and financial outcomes expressed as cost savings or cost-benefit ratios. The concluding part summarizes key findings of this paper