Stress and Satisfaction in the Workplace€¦ · World‘s Largest Provider of Enterprise...
Transcript of Stress and Satisfaction in the Workplace€¦ · World‘s Largest Provider of Enterprise...
INTERNAL
Stress and Satisfaction in the WorkplaceResults of Validation of Stress-Satisfaction Score (3S) vs Copenhagen Psychosocial Questionnaire (COPSOQ)
Dr. Natalie Lotzmann Sina Fellhauer
Global Vice President HR, Chief Medical Officer Master Thesis Student
Head of Global Health & Well-Being SAP SE Global Health & Well-Being SAP SE
Copenhagen, September 10-11, 2019
PEROSH Research Conference on Innovative Solutions in Occupational Safety and Health
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About SAP
World‘s Largest Provider of Enterprise Application Software
437.000+ customers
in 180+ countries
Headquarters in Walldorf,
Germany
Founded in 1972
CEO Bill McDermott
98.332employees worldwide
147+ nationalities
High employee satisfaction:
Employee Engagement
Index at 84 % in 2018
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Our world is crazy-
our world is VUCA
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Volatility
Uncertainty
Complexity
Ambiguity
Understanding human VUCA1 world challenges
Lack of appropriate leadership
Stress Symptoms
Information overflow
Anxiety
Imbalance
Cultural challenges
1 Forbes.com Strategy for steady leadership in an unsteady world
Constant change
Workload
Lack of control
Language challenges
EXCESSIVE DEMAND
Always “on” 24/7
Customer demand
Self, peers, manager,
team members and
customers
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Understanding human needs that do not change
Vision
Understanding
Caring
Agility
Manageability
Compre-
hensibility
Appreciation
Participation
Fairness
Recognition
MeaningfulnessTrust
WELL-BEING
Respect
Sense of belonging
Empowerment
Self, peers, manager,
team members and
customers
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Employee Experience at SAP
78%are confirming a Healthy Culture
88%are highly engaged at
work89%say SAP embraces diversity and
enables employees to succeed
while being their authentic selves
81%say there is a climate of
trust within SAP
88%people cooperate in
teams to get the job
done
Statistics based on People Survey 2018
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Why care
▪ About stress
▪ About satisfaction
▪ About culture
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“None of us can do good work
for the company if we don´t
keep ourselves well”
To meet our strategic goals, we need our people to run at their best
Bill McDermott, CEO SAP
“Now more than ever it’s critical to
foster a happy, healthy company.”
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Healthy culture
happy people
happy customers
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How would you rate
the impact of well-being
on your personal
performance?
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The impact of well-being on personal performance
Min
1 2 3 4 5 6 7 8 9Max
10
How would you rate the impact of well-being on your personal performace?
Go to www.menti.com
Natalie to switch to Internet
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SAP´s Health Strategy
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leadership actions
Healthy Culture
SAP’s Healthy Culture Framework: Individual & Organizational Health
mind
connections
body
resources
motivations
Individual
People are the greatest asset of
our company. SAP strives to
provide an extraordinary
employee experience to support
a healthy and balanced lifestyle,
enabling people to thrive and be
an EXTRAORDINARY ME.
Individual Health & Well-
being
company purpose
job and work conditions
team dynamics
organizational practices
Organizational
SAP creates an environment
that enables our people to
thrive through an
EXTRAORDINARY WE.
Organizational Health
This drives our ability as an organization to adjust to change faster, better and more efficiently
EXTRAORDINARY PERFORMANCE
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Action plan: Global Health & Well-Being PortfolioDevelop and deliver innovative global health & well-being programs, projects and KPIs by
connecting the dots across SAP
1. Measuring cultural
conditions in the company
regularly
2. Inspiring healthy habits
in leaders and employees
3. Connecting dots for a
tailored portfolio of
programs, trainings and
solutions
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How to
▪ Support people best-
to run at their best
▪ Assess risk and
resources at work
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Purpose of Health & Safety Risk Assessments
VISION STRATEGY
Happy and healthy workplaces Deliver data on evidence
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Trends in Digital
Transformation
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➢ Job shift within economic sectors 80% of jobs outside of production
➢ Shift of physical health hazards
towards mental burden Also within 20% production workforce
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➢ Critical competitive advantage: PEOPLE• Engagement triggered by experience
• Health & Safety → Well-Being & Happiness
➢ Shift from assessing working conditions
to assessing perception & needs
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➢ Most large and mid sized companies
conduct surveys*• 96% of Fortune 500 companies
• 76% once a year or more frequent
• 86% conduct digitally
• 65% of midsize companies
➢ 88% of best practice group want to get data
to improve satisfaction, commitment,
engagement
* Source: Burke Inc. Research 2018: Jaci Jarrett Masztal, Ph.D., Diane M. Salamon, Gabriela Pashturro, Psy.D. & Lisa Steelman, Ph.D.
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The Challenge
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➢ Digitalization makes surveys➢ Easy to set up
➢ Easy to analyse
➢ Dramatic increase of surveys➢ E.g. >2000 surveys a year at SAP
Challenge I: Overflow
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➢ V in VUCA:➢ Reality overtakes survey results
➢ Data outdated by publishing
➢ C in VUCA:➢ Overwhelming data
➢ A in VUCA:➢ Results without consequences
Challenge II: Relevance
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➢ Shift in Workforce
towards Digital NativesGen Y & Z majority of workforce▪ 50% by 2020
▪ 70% by 2030
➢ Are used to vote, want to give feedback!
➢ But: ▪ Survey overflow, hard to attract
▪ Short attention span
▪ Simplicity is a must
Challenge III: Demand
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What if…
…you would ask
one question only
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What would it be?
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Wouldn´t it be about
happiness?
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What if…
…you would ask
two questions
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Wouldn´t it be about
stress and satisfaction?
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Min
1 2 3 4 5 6 7 8 9Max
10
Min
1 2 3 4 5 6 7 8 9Max
10
On average- how stressed do you feel with work?
On average- how satisfied are you with your job?
Go to www.menti.com
The Stress-Satisfaction-Score (3-S)
Natalie to switch to Internet
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Min
1 2 3 4 5 6 7 9Max
10
Min
1 2 3 4 5 6 8 9 10
On average- how stressed do you feel with work?
On average- how satisfied are you with your job?
Practical Usage: Working with the Stress-Satisfaction Score
8
7
What… How…
98
65
6
What… How…
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Integrated into a Healthy Leadership Concept
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Our Study
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Why?
1. Simplify actionable assessment of job demands and
resources in regular employee surveys
2. Consider attention span, attractiveness and
arbitrary repeatability by low number of items
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The Research Question
Does the 2-S Test measure
job demands and resources
in the organization* with
adequate validity
*based on Job Demands-Resources-Model
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Theoretical Foundation: The Job Demands-Resources Model*
Job Demands
Job Resources
Reduced Health
Motivation
Organizational
Outcome
Mental
Emotional
Physical
etc
Support
Autonomy
Feedback
etc
-
-
+
+
+
* Focus of current study is on demands, resources and health Source: Demerouti, & Bakker (2011)
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Hypotheses
➢ Hypothesis 1
The SAP Stress Item can measure Job Stress
➢ Hypothesis 2
Job Demands can be measured with the SAP Stress Item
➢ Hypothesis 3
The SAP Job Satisfaction Item can measure Job Satisfaction
➢ Hypothesis 4
Job Resources can be measured with the SAP Job Satisfaction Item
➢ Hypothesis 5
Stress is negatively associated with self-rated health
➢ Hypothesis 6
Job Satisfaction is positively associated with self-rated health
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Variables
Used Measures(# of items)
Sample
Group
Method
Job
ResourcesJob
Demands
COPSOQ (5)
SAP
Satisfaction
Item (1)
PSS-4 (4)
SAP Stress
Item (2)
Job
SatisfactionJob Stress
Participants of the SAP Executive Health Check-up
N = 62 41% of invited people took part
COPSOQCOPSOQ (1)
Self-rated
Health
(15) (13)
Job Demands-Resources Model
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Usage of COPSOQ Questionnaire
Scale Used Variable Level
Quant Demands Yes Job Demands CORE
Work Pace Yes Job Demands CORE
Cognitive Demands No
Emotional Demands Yes Job Demands CORE
Demands for hiding emotions No
Influence at Work Yes Job Resource CORE
Possibilities for development Yes Job Resource CORE
Variation of Work No
Control over working time No
Meaning of work Yes Job Resource CORE
Predictability Yes Job Resource CORE
Recognition Yes Job Resource CORE
Role Clarity Yes Job Resource CORE
Role Conflicts Yes Job Demands CORE
Illegitimate Tasks No
Quality of leadership No
Social Support – Supervisor Yes Job Resource CORE
Social Support Colleagues Yes Job Resource CORE
Sense of community at work Yes Job Resource CORE
Scale Used Variable Level
Commitment to the workplace No
Work Engagement No
Insecurity over employment Yes* Job Demands CORE
Insecurity of working conditions Yes* Job Demands CORE
Quality of work No
Job Satisfcation Yes Job Satisfaction LONG
Work life conflict Yes Job Demands CORE
Horizontal trust No
Vertical trust Yes Job Resource CORE
Organizational Justice Yes Job Resource CORE
Negative acts No
Self-rated health Yes Health CORE
Sleeping troubles No
Burnout No
Stress No
Somatic stress No
Cognitive stress No
Depressive symptoms No
Self-efficacy No
* Excluded during analysis, after factor analysis
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Results
Validation
SAP Stress Item vs. a. Stress (PSS-4)
b. Job Demands Items (COPSOQ)
SAP Stress Item can measure
▪ Psychological stress (PSS-4; see
Hypothesis 1) → ρ = .31**
▪ Job Demands (COPSOQ; see
Hypothesis 2) → ρ = .52**
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Hypothesis 1
The SAP Stress Item measures Job Stress
M Mdn SD Min Max Possible
answers
Reliability
(Cronbach‘s
Alpha)
Correlation Rho
(ρ) between
Stress (SAP
Item) & PSS-4
SAP Stress
Item
6.37 7 1.79 2 10 1-10 - .31**
Validated
Stress Scale
(PSS-4)
2.43 2.38 0.75 1 5 1-5 α = .75
Key Takeaway
▪ The first part of the Stress-Satisaction
Score „On average, how stressed have you
felt with work in the last two weeks?” can
measure the psychological construct of
stress
▪ The medium effect of ρ = .31 might be due
to the fact, that Stress in the PSS-4 is
defnied rather negatively and the
understanding of Stress has changed since
the PSS-4 was created
M, Mdn & SD
▪ M = Mean, Mdn = Median (50% of the answers are lower and 50%
higher than this number) SD = Standard Deviation (degree of answer
diveristy, low SD → low diversity)
Correlation (ρ)
▪ Degree to which to constructs are related to each other; Can be
between -1 and 1
▪ * means the correlation is statistically significant and can be interpreted
Cronbach’s Alpha (Statistical Indicator of internal consistency)
▪ Shows how strongly the items of a scale are associated with each
other
Item wording is inverted
Validated Stress-Scale (PSS-4)
In the last two weeks how often have you felt...
… that you were unable to control the important things in your work life?
…confident about your ability to handle your work problems?
… that things were going your way?
…difficulties were piling up so high that you could not overcome them?
Single SAP Item Stress
On average, how stressed have you felt with work in the last two weeks?
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Hypothesis 2
Job Demands can be measured with the SAP Stress Item
Reliability (Cronbach‘s Alpha) Correlation ρ (SAP Stress Item) Correlation ρ (PSS-4)
SAP Stress Item - .31** 1.0
Validated Stress-Scale PSS-4 α = .75 1.0 .31**
Convergente Validity
Job Demands α = .85 .52** .38**
Quant. Demands - .27* .25**
Work Pace - .44** .18
Emot. Demands - .31** .11
Role Conflicts - .31** .47**
Work-Life Conflicts - .60** .41**
Discriminant Validity
Job Resources α = .88 -.29* -.50**
Possibilities for Development - -.20 -.20
Meaning of Work - .07 -.27*
Predictability - -.16 -.41**
Recognition - -.15 -.26*
Role Clarity - -.19 -.51**
Influence at Work - -.19 -.47**
Social Support - -.23* -.29*
Vertical Trust - -.24* -.36**
Organisational Justice - -.30* -.40**
Convergent Validity:
▪ Correlation between
variables that measure the
same construct
▪ Correlations should be as
high as possible
Discriminant Validity:
▪ Correlations between
variables, that measure
different constructs
▪ Variables should show a
low correlation or not
correlation at all
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Hypothesis 2
Job Demands can be measured with the SAP Stress Item
Job Demands (COPSOQ)
QUANTITATIVE DEMANDS:
- Do you get behind with your work?
- How often do you not have time to complete all your work tasks?
WORK PACE:
- Do you have to work very fast?
- Do you have to work at a high pace throughout the day
EMOTIONAL DEMANDS:
- Is your work emotionally demanding?
- Do you have to deal with other people‘s personal problems as part of your
work?
ROLE CONFLICT:
- Are contradictory demands placed on you at work?
- Do you sometimes have to do things which ought to be done in a different way?
WORK-LIFE CONFLICT: Do you feel that your work …
- drains so much of your energy that it has a negative effect on your private life?
- takes so much of your time that it has a negative effect on your private life?
Key Takeaway
▪ Stress correlated positively with Job Demands and negatively or not at all with Job Resources. Thus, Stress can
measure Job Demands in the meaning of the Job Demands-Resources Model
▪ The long questionnaire can be replaced by a short one-item scale. This enables a flexible usage during the working day
Single SAP Item Stress
On average, how stressed have you felt with work in the last two weeks?
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Results
Validation
SAP Stress Item vs. a. Stress (PSS-4)
b. Job Demands Items (COPSOQ)
SAP Stress Item can measure
▪ Psychological stress (PSS-4; see
Hypothesis 1) → ρ = .31**
▪ Job Demands (COPSOQ; see
Hypothesis 2) → ρ = .52**
Validation
SAP Job Satisfaction Item vs. a. Job Satisfaction Items (COPSOQ)
b. Job Resources Items (COPSOQ)
SAP Satisfaction Item can measure
▪ Job Satisfaction (COPSOQ; see
Hypothesis 3) → ρ = .65**
▪ Job Resourses (COPSOQ; see
Hypothesis 4) → ρ = .62**
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Hypothesis 3
The SAP Job Satisfaction Item measures Job Satisfaction
M Mdn SD Min Max Possible
Answers
Reliability
(Cronbach‘s
Alpha)
Correlation Rho (ρ)
between Job Satisfaction
(SAP Item) & COPSOQ
SAP Job Satisfaction Item 6.92 7.5 2.03 1 10 1-10 - .65**
Validated Job Satisfaction
Scale (COPSOQ)
3.86 4 0.78 1 5 1-5 α = .86
Key Takeaway
▪ The second part of the Stress-
Satisfaction Score „On average, how
satisfied have you been with your job
in the last two weeks?” can measure
the psychological construct of job
satisfaction
Validated Job Satisfaction Scale (COPSOQ)
Regarding your work in general: How pleased are you with...
… your work prospects?
… the physical working conditions?
... the way your abilities are used?
… your salary?
… your job as a whole, everything taken into consideration?
Single SAP Item Job Satisfaction
On average, how satisfied have you been with your job in the last two weeks?
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Hypothesis 4
Job Resources can be measured with the SAP Job Satisfaction Item
Reliability (Cronbach‘s Alpha) Correlation ρ (SAP Job Satisfaction Item) Correlation ρ (COPSOQ)
SAP Job Satisfaction Item - .65** 1.0
Validated Job Satifaction Scale COPSOQ α = .75 1.0 .65**
Convergent Validity
Job Resources α = .88 .62** .70*
Possibilities for Development - .31** .49**
Meaning of Work - .36** .33**
Predictability - .52** .59**
Recognition - .46** .54**
Role Clarity - .46** .45**
Influence at Work - .50** .47**
Social Support - .42** .41**
Vertical Trust - .40** .48**
Organizational Justice - .33** .49**
Discriminant Validity
Job Demands α = .85 -.36** -.39**
Quant. Demands - .04 -.04
Work Pace - -.28* -.24*
Emot. Demands - -.20 -.26*
Role Conflicts - -.36** -.33**
Work-Life Conflicts - -.44** -.56**
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Hypothesis 4
Job Resources can be measured with the SAP Job Satisfaction Item
Job Ressourcen (COPSOQ)
POSSIBILITY FOR DEVELOPMENT:
- Do you have the possibility of learning new things through your work?
- Can you use your skills or expertise in your work?
MEANING OF WORK:
- Is your work meaningful?
PREDICTABILITY:
- At your place of work, are you informed well in advance concerning for example
important decisions, changes or plans for the future?
- Do you receive all the information you need in order to do your work well?
RECOGNITION:
- Is your work recognized and appreciated by the management?
ROLE CLARITY:
- Does your work have clear objectives?
INFLUENCE AT WORK
- Do you have a large degree of influence on the decisions concerning your work?
SOCIAL SUPPORT
- How often do you get help and support from your immediate superior, if needed?
- How often do you get help and support from your colleagues, if needed?
- Is there a good atmosphere between you and your colleagues?
VERTICAL TRUST
- Does the management trust the employees to do their work well?
- Can the employees trust the information that comes from the management?
ORGANISATIONAL JUSTICE
- Are conflicts resolved in a fair way?
- Is the work distributed fairly?
SAP Job Satisfaction Item
On average, how satisfied have you felt with work in the last two weeks?
Key Takeaway
▪ Satisfaction correlates positively with Job Resources and negatively or not at all with Job Demands. Thus, Satisfaction
can measure Job Satisfaction in the meaning of the Job Demands-Resources Model
▪ The long questionnaire can be replaced by a short one-item scale. This enables a flexible usage during the working day
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Results
Validation
SAP Stress Item vs. a. Stress (PSS-4)
b. Job Demands Items (COPSOQ)
SAP Stress Item can measure
▪ Psychological stress (PSS-4; see
Hypothesis 1) → ρ = .31**
▪ Job Demands (COPSOQ; see
Hypothesis 2) → ρ = .52**
Validation
SAP Job Satisfaction Item vs. a. Job Satisfaction Items (COPSOQ)
b. Job Resources Items (COPSOQ)
SAP Satisfaction Item can measure
▪ Job Satisfaction (COPSOQ; see
Hypothesis 3) → ρ = .65**
▪ Job Resourses (COPSOQ; see
Hypothesis 4) → ρ = .62**
Relation of Stress with self-rated health (COPSOQ)a. SAP Stress Item with Self-rated health (COPSOQ)
b. Stress (PSS-4) with Self-rated health (COPSOQ)
Stress (SAP Stress Item) is negatively
related to self-reported health (COPSOQ;
see Hypothesis 5) → ρ = -.33**
Relation of Job Satisfaction self-rated health (COPSOQ)a. SAP Job Satisfaction Item with self-rated health (COPSOQ)
b. Job Satisfaction items (COPSOQ) with self-rated health
(COPSOQ)
Job Satisfaction (SAP Stress Item & COPSOQ)
is positively related to self-reported health
(COPSOQ; see Hypothesis 6) → ρ = .53**
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Hypothesis 5
Stress is negatively associated with self-rated health
Hypothesis 6
Job Satisfaction is positively associated with self-rated health
Predictor β p R2
Job Demands (COPSOQ) -.25* .04 .35
Job Resources (COPSOQ) .40** < .01
Predictor β p R2
SAP Stress Item -.26* .03 .27
SAP Job Satisfaction Item .40** < .01
Predictor β p R2
Stress (PSS-4) -.16 .16 .49
Job Satisfaction (COPSOQ) .61** < .01
Multiple Regression: Job Demands und Resources
Multiple Regression: Stress & Job Satisfaction (Single-Items)
Multiple Regression: Stress & Job Satisfaction (Scale)
Multiple Regression:
▪ Statistical technique, which tests, whether
one variable (here Health) can be explained
through different predictors (here Stress &
Satisfaction)
▪ β indicated the strength of this prediction: The
bigger it is (positive or negative) the greater is β’s
influence
▪ R2 indicates how well Health is being explained by
the regression model (.35 means 35% are being
explained)
Key Insights
▪ Job Demands has a slight negative and Job Resources a medium
negative effect on self-rated health
▪ Analogous to this, Stress (measured with the single SAP item)
has a minor effect on self-rated health whereas Satisfaction
(measured with the single SAP item) has a medium effect
▪ When using the Stress and Satisfaction scales, satisfaction shows
a large effect on self-rated health. Stress doesn‘s show any effect.
However, this could be results of the outdated theoretical
contstruct behin the stress scale
▪ Across all regression the trend is, that the effect of the positive
varibale is greater than the effect of the negative variable
▪ The interaction effect, that satsifaction buffers the effect of stress
on health could not be found
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Self-rated Health on a scale from
1 (Min) to 5 (Max)
Link between Stress-Satisfaction-Score (SAP) and self-rated health (COPSOQ)
Korrelation ρ = .54**
Self-rated Health on a scale from
1 (Min) to 10 (Max)
Key Takeaway
▪ A negative difference
between Stress and
Satisfaction is asscoiated
with lower self-rated health
▪ When Stress is higher than
Satisfaction, there is a risk
of negative influence on
health
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Link Between Difference ideal- and current stress (SAP) with self-rated health (COPSOQ)
Self-rated Health on a scale from
1 (Min) to 5 (Max)
Self-rated Health on a scale from
1 (Min) to 10 (Max)
Korrelation ρ = .37**
Key Takeaway
▪ Current stress that is rated
higher than the ideal stress
is associated with lower
self-rated health
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Result: Mission completed
✓ Hypothesis 1
The SAP Stress Item can measure Job Stress
✓ Hypothesis 2
Job Demands can be measured with the SAP Stress Item
✓ Hypothesis 3
The SAP Job Satisfaction Item can measure Job Satisfaction
✓ Hypothesis 4
Job Resources can be measured with the SAP Job Satisfaction Item
✓ Hypothesis 5
Stress is negatively associated with self-rated health
✓ Hypothesis 6
Job Satisfaction is positively associated with self-rated health
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The Way Forward-
Our Conclusions
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VISION STRATEGY
Happy and healthy workplaces Deliver data on evidence
Recap: Purpose of Health & Safety
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It´s about people.
What matters is
their experience.
Conclusion I
In all fields of work.
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Simple
Relevant
Actionable
Conclusion I
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The journey to simplicity
One Question → Many Answers Many Questions → Few Answers
vs
??????????????????
??????????????????
??????????????????
??????????????????
??????????????????
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Global
People
Survey
How We
Run
Behaviors
SAP´s people journey towards simplicity
2015
Run Your
Way
Leadership
Trust Index
20131998
2017
SAP Talk
2017
Business
Health
Culture
Index
2010
RUN
HEALTHY
Health
Management
System
2018
Happiness
2020
2-S-Score
20192019:
#1 at Glassdoor
Best Place to Work
2018:
175 Employer Awards
in 39 countries
Thank you.
Dr. Natalie Lotzmann
Global Vice President HR, Chief Medical Officer
Head of Global Health & Well-Being
SAP SE
Dietmar Hopp Allee 16
69190 Walldorf, Germany
Sina Fellhauer
Master Thesis Student
Global Health & Well-Being
SAP SE
Dietmar Hopp Allee 16
69190 Walldorf, Germany
Appendix
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Overview of used measures
Item wording is inverted
Validated Stress-Scale (PSS-4)
In the last two weeks how often have you felt...
… that you were unable to control the important
things in your work life?
… confident about your ability to handle your work
problems?
… that things were going your way?
… difficulties were piling up so high that you could
not overcome them?
SAP Stress Item
On average, how stressed have you felt with work in
the last two weeks?
Validated Job Satisfaction Scale (COPSOQ)
Regarding your work in general: How pleased are
you with...
… your work prospects?
… the physical working conditions?
... the way your abilities are used?
… your salary?
… your job as a whole, everything taken into
consideration?
SAP Job Satisfaction Item
On average, how satisfied have you been with your
job in the last two weeks?Job Demands (COPSOQ)
QUANTITATIVE DEMANDS:
- Do you get behind with your work?
- How often do you not have time to complete all your
work tasks?
WORK PACE:
- Do you have to work very fast?
- Do you have to work at a high pace throughout the
day
EMOTIONAL DEMANDS:
- Is your work emotionally demanding?
- Do you have to deal with other people‘s personal
problems as part of your work?
ROLE CONFLICT:
- Are contradictory demands placed on you at work?
- Do you sometimes have to do things which ought to
be done in a different way?
WORK-LIFE CONFLICT: Do you feel that your work …
- drains so much of your energy that it has a negative
effect on your private life?
- takes so much of your time that it has a negative
effect on your private life?
Job Resources (COPSOQ)
POSSIBILITY FOR DEVELOPMENT:
- Do you have the possibility of learning new things through your work?
- Can you use your skills or expertise in your work?
MEANING OF WORK:
- Is your work meaningful?
PREDICTABILITY:
- At your place of work, are you informed well in advance concerning for example
important decisions, changes or plans for the future?
- Do you receive all the information you need in order to do your work well?
RECOGNITION:
- Is your work recognized and appreciated by the management?
ROLE CLARITY:
- Does your work have clear objectives?
INFLUENCE AT WORK
- Do you have a large degree of influence on the decisions concerning your work?
SOCIAL SUPPORT
- How often do you get help and support from your immediate superior, if needed?
- How often do you get help and support from your colleagues, if needed?
- Is there a good atmosphere between you and your colleagues?
VERTICAL TRUST
- Does the management trust the employees to do their work well?
- Can the employees trust the information that comes from the management?
ORGANISATIONAL JUSTICE
- Are conflicts resolved in a fair way?
- Is the work distributed fairly?
Self-rated Health (COPSOQ)
In general, would you say your health is:
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Overview Correlation Matrix between Varibales
Variable M Mdn SD 1.1 1.2 2.1 2.2 3. 3.1 3.2 3.3 3.4 3.5 4. 4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 5.
1.1 Stress (PSS-4) 2.43 2.38 0.75 -
1.2 SAP Stress Item 6.37 7 1.79 .31** -
2.1 Job Satisfaction (COPSOQ) 3.86 4 0.78 -.51** -.51** -
2.2 SAP Job Satisfaction Item 6.92 7.5 2.03 -.63** -.27 .65** -
3. Job Demands (COPSOQ) 3.31 3.2 0.65 .38** .52* -.40** -.36** -
3.1 Quantitative Demands 2.92 3 0.89 .25 .27* -.04 .04 .55** -
3.2 Emotional Demands 3.60 3.5 0.77 .11 .31* -.26* -.20 .62** .07 -
3.3 Work Pace 3.85 4 0.82 .18 .44** -.24 -.28* .81** .33* .45** -
3.4 Role Conflicts 3.29 3 0.85 .47** .31* -.33** -.36** .76** .32* .46** .48** -
3.5 Work-Life Conflicts 2.90 3 1.13 .41** .60* -.56** -.44** .85* .31* .44** .68** .57** -
4. Job Resources (COPSOQ) 3.81 3.87 0.54 -.50** -.29* .70** .62** -.46** -.16 -.38** -.24 -.40** -.51** -
4.1 Possibility for
Development
4.14 4 0.61 -.20 -.20 .49** .31* .07 .25 .00 .22 -.05 -.15 .51** -
4.2 Meaning of Work 4.35 4 0.66 -.27* .07 .33** .36** .00 -.08 .10 .19 -.09 -.09 .41** .31* -
4.3 Predictability 3.73 4 0.84 -.41** -.16 .59** .52** -.35* -.16 -.21 -.21 -.27* -.32* .78** .24 .36** -
4.4 Recognition 3.69 4 1.05 -.26* -.15 .54** .46** -.21 .00 -.03 -.03 -.09 -.29* .65** .34** .17 .62** -
4.5 Role Clarity 4.06 4 0.83 -.51** -.19 .45** .46** -.24 -.20 -.04 -.04 -.25 -.22 .49* .24 .50** .47** .15 -
4.6 Influence at Work 3.95 4 0.71 -.47** -.19 .47** .50** -.24 -.01 -.05 -.05 -.24 -.28* .74** .46** .42** .62** .51** .47** -
4.7 Social Support 3.83 4 0.65 -.29* -.23 .41** .42** -.30* -.00 -.26* -.17 -.24 -.36** .67** .36** .08 .27* .39** .17 .50** -
4.8 Vertikal Trust 3.59 3.75 0.86 -.37** -.24 .48** .40** -.54** -.31* -.35** -.33** -.46** -.53** .78** .21 .14 .56** .52** .26* .45** .45** -
4.9 Organisational Justice 3.40 3.5 0.88 -.40** -.30* .49** .33** -.57** -.35** -.35** -.42** -.56** -.52** .70** .26* .21 .50** .29 .31* .37** .43** .63** -
5. Health (COPSOQ) 3.65 4 0.99 -.45** -.33* .63** .53** -.41** -.06 -.29* -.30* -.26* .59** .53** .34** .20 .38** .42** .21 .41** .45** .36** .33** -
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Demerouti, E., & Bakker, A. B. (2011). The Job Demands–Resources model: Challenges for future
research. SA Journal of Industrial Psychology, 37. https://doi.org/10.4102/sajip.v37i2.974
Cohen, S., & Williamson, G. (1988). Perceived stress in a probability sample of the United States. In
S. Spacapam & S. Oskamp (Eds.), The social psychology of health: Claremont Symposium on applied
social psychology. Newbury Park, CA: Sage.
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