Work-Health Management Interference for Workers with Chronic Health Conditions: Construct Development and Scale Validati
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Work-Health Management Interference for Workers with Chronic Health Conditions: Construct Development and Scale Validation Alyssa K. McGonagle 1
& Sarah
Schmidt 2 & Sabrina L. Speights 3
Received: 5 May 2020 / Revised: 1 September 2020 / Accepted: 17 September 2020 # Springer Nature Switzerland AG 2020
Abstract A large and growing percentage of working adults has one or more chronic health conditions (CHCs). One under-appreciated issue for workers with CHCs is experiencing competing, incompatible pressures from the need to manage one’s health condition and the need to manage one’s work responsibilities. We refer to this as work-health management interference (WHMI). Despite its potential significance to the working lives of many people, scarce research has addressed WHMI. In this study, we explained the construct of WHMI, developed and evaluated a WHMI measure, and tested its relationships with work-related outcomes. We found support for time- and energy-based WHMI in workers with CHCs using qualitative (N = 35) and quantitative (including lagged) data samples (N = 204, N = 250, and N = 158). As expected, time- and energy-based WHMI positively related to work-family conflict and health condition severity, and negatively related to boundary flexibility. Energy-based WHMI predicted variance in work burnout beyond time-based WHMI and work-family conflict in all three samples, and energy-based WHMI predicted variance in work withdrawal beyond time-based WHMI and workfamily conflict in two of three samples. Energy-based WHMI also predicted variance in perceived work ability beyond time-based WHMI and work-family conflict. A high level of WHMI signals a need for intervention for the individual (through education, coaching, job accommodations, etc.) and/or the organization (through supervisor training, implementing flexibility, etc.) to promote healthier and more sustainable employment for affected individuals. Keywords Chronic illness . Chronic health conditions . Work-family conflict . Burnout .
Work ability A previous version of this paper was presented at the 2015 APA Work, Stress, and Health Conference in Atlanta, GA. This paper is based, in part, on the Master’s Thesis of Sarah Schmidt (Wayne State University).
* Alyssa K. McGonagle [email protected] Extended author information available on the last page of the article
Occupational Health Science
Chronic health conditions (CHCs) are defined as illnesses and health issues that last at least one year and restrict an individual’s activities and/or require ongoing management (Centers for Disease Control and Prevention 2019). In the United States, 60% of adults have at least one CHC, 42% have two or more CHCs, and 12% have five or more CHCs (Buttorff et al. 2017). The financial and productivity-related challenges CHCs pose to employing organizations and larger healthcare and economic systems are welldocumented. For example, Asay et al. (2016) reported that U.S. organizations’ costs due to absenteeism from CHCs ranged from $16 to $286 per employee per year. Gaski
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