Effort-reward imbalance and the mental health of middle managers in Europe

Abstract Background According to the Neo-Marxist Class Theory, supervisors’ health is at risk due to their position of authority without strategic power. We investigate how the interaction between the class location and an Effort-Reward Imbalance (ERI) is related to mental health risk, including gender differences and mediation by work-life balance. Methods From the 6th wave of the European Working Conditions Survey, we selected workers aged 15 to 64 of the 28 European Member States (pre-Brexit). ERI was measured with 18 proxies for the ERI Questionnaire items. For mental health, the WHO-5 well-being index was used. Relationships were analyzed using linear regression models. Results We found evidence for the relationship between ERI and mental health of European employees (ß = -0.641, p < .001), partially mediated by work-life balance. Contrary to previous NMSC studies, we did not find worse mental health for supervisors. The vulnerability for ERI increases with class position (supervisors ß = -0.703; topmanagers ß = -1.099), with supervisors showing a higher mean ERI (subordinates M = 0.445; supervisors M = 0.459; topmanagers M = 0.437, p < .001). The mental health of female supervisors appears more vulnerable to ERI than men’s. Conclusions Our findings show that mental health risks of supervisors become apparent especially in situations where esteem, job security and promotion opportunities do not match the status expectations of the position. A labor market policy that encourages organizations to have those tasks performed by their own permanent employees (as opposed to outsourcing them), with a focus on a healthy work-life balance and fair remuneration, can benefit the mental health of this group of employees. Key messages • The mental health of employees in higher positions of authority is more vulnerable to situations of effort-reward imbalance. • European labor market policies focused on security for employees, rather than flexibility for employers, can reduce mental illness among the European middle managers and subordinates.


Background:
According to the Neo-Marxist Class Theory, supervisors' health is at risk due to their position of authority without strategic power. We investigate how the interaction between the class location and an Effort-Reward Imbalance (ERI) is related to mental health risk, including gender differences and mediation by work-life balance.

Methods:
From the 6th wave of the European Working Conditions Survey, we selected workers aged 15 to 64 of the 28 European Member States (pre-Brexit). ERI was measured with 18 proxies for the ERI Questionnaire items. For mental health, the WHO-5 well-being index was used. Relationships were analyzed using linear regression models.

Results:
We found evidence for the relationship between ERI and mental health of European employees (ß = -0.641, p < .001), partially mediated by work-life balance. Contrary to previous NMSC studies, we did not find worse mental health for supervisors. The vulnerability for ERI increases with class position (supervisors ß = -0.703; topmanagers ß = -1.099), with supervisors showing a higher mean ERI (subordinates M = 0.445; supervisors M = 0.459; topmanagers M = 0.437, p < .001). The mental health of female supervisors appears more vulnerable to ERI than men's.

Conclusions:
Our findings show that mental health risks of supervisors become apparent especially in situations where esteem, job security and promotion opportunities do not match the status expectations of the position. A labor market policy that encourages organizations to have those tasks performed by their own permanent employees (as opposed to outsourcing them), with a focus on a healthy work-life balance and fair remuneration, can benefit the mental health of this group of employees. Key messages: The mental health of employees in higher positions of authority is more vulnerable to situations of effort-reward imbalance.
European labor market policies focused on security for employees, rather than flexibility for employers, can reduce mental illness among the European middle managers and subordinates.

Background:
Discrimination and sexual harassment in the workplace and in higher education institutions are important public health issues. Here we aim at analyzing the prevalence of discrimination and sexual harassment of lecturers and students at one of the largest teaching hospitals in Europe. We assess whether there are differences between lecturers and students, women and men, and different study programs.

Methods:
An online questionnaire was sent to N = 7095 students of all study programs and N = 2528 lecturers at Charité -Universitätsmedizin Berlin. The survey was conducted from November 2018 to February 2019. We investigated experienced or observed discrimination or sexual harassment at the medical faculty. Furthermore, we analyzed frequency, perpetrators, situational factors, attributed reasons and forms of harassment encountered.

Conclusions:
Discrimination and sexual harassment are prevalent in academic medicine. There are differences in the reasons and sources of discrimination and sexual harassment between students and lecturers. Specific programs for lecturers and students are necessary to educate the faculty on how to prevent and respond to it and whom to address. Key messages: National preventive strategies should be implemented to tackle issues of discrimination and harassment in higher education institutions. Special attention should be paid to female students and lecturers.