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Title: Modelling gender-related diversity in psychosocial processes and work-related wellbeing : pathways and mechanisms
Author: Hassard, Juliet Rebecca Winifred
Awarding Body: University of Nottingham
Current Institution: University of Nottingham
Date of Award: 2013
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The primary aim of the doctoral thesis was to develop and test a theoretical model seeking to describe the aetiological role of psychosocial processes, in and out of the workplace, in predicting gender-related diversity issues in men's and women's health at a structural/population level. An iterative multi-stage methodology was utilised to develop and test the proposed theoretical model. A structured literature review was conducted to provide a theoretical foundation to inform theory development. Subsequently, a series of multivariate model building statistics were conducted to further develop and validate the specified theoretical model. A subsample derived from the fourth European Working Conditions Survey was utilised (n=9720). A cross validation process was utilised to examine the reliability and validity of the observed findings. Several significant gender differences in self-reported health, working conditions, psychosocial hazards, and domestic duties were observed. The magnitude of the detected gender differences ranged from small to moderately large. The results of the exploratory and confirmatory model statistics found a total of six direct predictive pathways in relation to common health complaints (CHC), these included: exposure to ambient hazards, social support at work, time pressure, psychologically demanding work and job security. Gender was observed to moderate two of these direct pathways: namely, time pressure and psychologically demanding work to CHC. At first glance, a moderated relationship between exposure to ambient hazards and CHC was observed. However, insufficient levels of variance were present in the male-only samples. Therefore, the predictive accuracy of this finding cannot be concluded. In addition, a fully mediated relationship between long working hours and CHC by work-life balance, and a partially mediated relationship between flexible work organisation and CHC by work-life balance was found. Neither of these mediated pathways were observed to be moderated by gender. The implications to research, policy, and workplace practices are discussed in the concluding chapter of the thesis.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available