I teach at both undergraduate and graduate level. The areas I teach are related to work and organisational psychology. I am the course coordinator for work psychology (7.5 credits). In addition, I supervise theses at bachelor and master level. As a supervisor of PhD students, I have been involved in thesis projects of Sophie Albrecht, Louise Bergman and Andreas Sarling.

A selection from Stockholm University publication database

• Suffering of Common Mental Disorders but Still at Work: A Longitudinal Study During Periods of Differences in Regulations for Having Sick Leave

  2025. Magnus Helgesson, Klas Gustafsson, Constanze Leineweber. Journal of occupational rehabilitation

  Article

  Purpose: The aim was to analyse the relationships between work environment characteristics and periods of sick leave (> 14 days) in individuals diagnosed with common mental disorders (CMDs) across 1993–2014. Additionally, the study describes changes in the work environment and sick leave trends over these two periods. Methods: From the Swedish Work Environment Surveys (SWES) 1993–2013, participants with a diagnosis of a CMD up to five years before the interview were drawn (n = 3795). Risk ratios (RRs) of the annual average number of sick leave days one year after the interview in SWES (1993–2014) were calculated for various work environment characteristics, along with 95% confidence intervals (CIs). Results: Having flexible working hours (RR 0.65: 0.46–0.91) and having an active job (RR 0.60: 0.41–0.88), that is, high job demands and high job control, were associated with a significantly decreased risk for a spell of sick leave > 14 days after adjusting for interview year, age, sex, and educational level. There was a tendency that also some aspects of job control, i.e. influence over working hours (RR 0.79: 0.62–1.01) and influence over work pace (0.80: 0.62–1.03), were associated with a lower risk of having > 14 days of sick leave. There was a more substantial effect on these work environment factors in 2009–2013 than 1993–2007. Conclusion: Enabling flexible working hours and influencing work pace and working hours can decrease the risk of sick leave among employees diagnosed with a CMD.

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• Are Trajectories of Preferred Retirement Ages Associated with Health, Work Ability and Effort–Reward Imbalance at Work? Findings from a 6-Year Swedish Longitudinal Study

  2024. Marta Sousa-Ribeiro (et al.). Work, Aging and Retirement 10 (3), 225-240

  Article

  Preferred retirement age (PRA) is one key dimension when studying retirement decision-making. However, little is known concerning how PRA develops over the late career years. This study used a person-centered approach to longitudinally investigate trajectories of PRA and how they differ in self-rated health, perceived work ability, and effort–reward imbalance (ERI) at baseline levels and over 6 years. The study used data from four waves (2010, 2012, 2014, and 2016) of the Swedish Longitudinal Occupational Survey of Health. The sample consisted of 1,510 individuals aged 50–55 in 2010, who answered to the questionnaire for those in paid work (including self-employment) at the baseline and at least one of the following waves. Results from the latent class growth curve modeling show both within- and between-person variability in PRA over the 6-year span. We found four distinct trajectories, which differed both at the baseline levels and in the patterns of change in PRA: “C1: normative, relatively stable PRA” (42% of all participants); “C2: considerably early, increasing PRA” (6% of the participants); “C3: late, relatively stable PRA” (4% of the participants); and “C4: early, increasing PRA” (49% of the participants). Participants revealed a clear preference for retirement before the age of 65. Trajectories comprising earlier PRA showed poorer self-rated health, poorer work ability, and higher levels of ERI at the baseline and over time. The findings reinforce the importance of healthy work environments that promote work ability and facilitate a balance between efforts and rewards for encouraging longer working lives. 

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• Are you in or are you out? A longitudinal person-centered study of health and entrance and exit into self-employment

  2024. Louise E. Bergman (et al.). BRQ Business Research Quarterly

  Article

  This study addresses the scarcity of research on health developments in the heterogeneous group of self-employed workers. It aims at understanding typical health progressions in this group and associations with demographic factors, work characteristics, and self-employment decisions. We investigate health profiles based on mental health problems, self-rated health, and work satisfaction, as well as transitions between them in relation to work effort, reward, overcommitment, demographic characteristics, and entrance and exit into self-employment. Using latent transition analysis, we analyzed data from the Swedish Longitudinal Occupational Survey of Health (SLOSH), including data from 593 participants. We identified four distinct, stable health profiles, revealing associations with work effort, reward, overcommitment, and self-employment decisions. No meaningful relations existed for demographic characteristics. Overall, the findings offer a comprehensive perspective on the health dynamics of self-employed individuals, their associations with work characteristics and decisions to enter and exit self-employment. JEL CLASSIFICATION: J62; J81; L26

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• Flourish, fight or flight: health in self-employment over time-associations with individual and business resources

  2024. Claudia Bernhard-Oettel (et al.). International Archives of Occupational and Environmental Health 97, 263-278

  Article

  Purpose: Using COR theory to study developments of health and other key resources in self-employed workers in Sweden over 6 years, this study: (1) explored whether the heterogenous group of self-employed workers contained subgroups with different health trajectories, (2) investigated whether these were more typical for certain individuals (with respect to age, gender, sector, education, employment status), and (3) compared the different health trajectories regarding resource development in mental well-being, business resources, employment status, work ability. Method: The study used data from the Swedish longitudinal occupational survey of health (SLOSH) and included participants working as self-employed or combiner (N = 2642). Result: Five trajectories were identified with latent class growth curve model analysis (LCGM). Two health trajectories with (1) very good, respective (2) good stable health (together comprising 78.5% of the participants), (3) one with moderate stable health (14.8%), (4) one with a U-shaped form (1.9%), and (5) one with low, slightly increasing health (4.7%). The first two trajectories flourish: they maintained or increased in all key resources and were more likely to remain self-employed. Trajectories three and five consist of those who fight to maintain or increase their resources. Workers in the U-shaped health trajectory show signs of fight and flight after loss in health and other key resources. Conclusions: Studying subgroups with different resource developments over time was suitable to understand heterogeneity in self-employed workers. It also helped to identify vulnerable groups that may benefit from interventions to preserve their resources.

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• Illegitimate work tasks: an investigation of psychometric properties of the Swedish version of the BITS instrument and its suitability in human versus ‘non-human’ service occupations

  2024. Johanna Stengård, Constanze Leineweber, Hanne Berthelsen. BMC Public Health 24

  Article

  Background: Illegitimate tasks, i.e. working tasks that are perceived as unnecessary or unreasonable, are commonly measured by the Bern Illegitimate Tasks Scale (BITS). Despite a growing research attention paid to illegitimate tasks, the Swedish version of BITS needs yet to be properly evaluated. Moreover, previous multiorganizational studies in this field have taken for granted, without really testing it, that the instrument functions invariantly in different contexts; a prerequisite for meaningful comparisons.

  Methods: Two occupational groups that differs hugely—966 human services workers (teachers and registered nurses) and 750 non-’human service’ workers (construction and IT-workers) were targeted utilizing questionnaires data collected 2018 within the Swedish Longitudinal Occupational Survey of Health (SLOSH) study. Psychometric properties, i.e., reliability, dimensionality, and measurement invariance between the occupations were examined using confirmatory factor analyses and structural equation models. Also, the associations between the two dimensions of illegitimate tasks and job satisfaction and emotional exhaustion, respectively, were tested.

  Results: Good reliability was supported and two- versus one-dimensionality showed better psychometric properties. Partial scalar measurement invariance was satisfactory supported with only 25% relaxed constraints of equal intercepts between groups. Examining the two subdimensions revealed different associations with emotional exhaustion, where the associations was more substantial for unreasonable tasks. Nevertheless, the findings point to potential improvements for future investigation.

  Conclusions: This study shows that the Swedish version of BITS is working satisfactory and allows for meaningful comparisons of occupational groups. Furthermore, construct validity of the two dimensions was corroborated.

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• Informell omsorg, arbetsrelaterad stress och psykisk ohälsa hos förvärvsarbetare

  2024. Laura Czajkowski (et al.). Arbetsmarknad & Arbetsliv 30 (4), 68-91

  Article

  Informella omsorgsgivare är många gånger förvärvsarbetande. I denna studie undersöktes samband mellan informell omsorg, arbetsrelaterad stress och depressiva symtom. Detta samt granskning av eventuella könsskillnader var studiens syfte. Urvalet bestod av sekundära tvärsnittsdata från Svenska Longitudinella studien Om Sociala förhållanden, arbetsliv och Hälsa (SLOSH). Både anhörigomsorg och arbetsrelaterad stress var relaterade till mer depressiva symtom. För kvinnor var anhörigomsorg relaterat till ökad grad av depressiva symtom, för män enbart om de gav mer än fem timmar omsorg i veckan. Förväntningar och potentiellt bristande tid för återhämtning var några av de föreslagna förklaringarna till resultatet.

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• Prospective effects of work-time control on overtime, work-life interference and exhaustion in female and male knowledge workers

  2024. Sophie C. Albrecht (et al.). Scandinavian Journal of Public Health 52 (2), 205-215

  Article

  Aims: Employee-based flexible working hours are increasing, particularly among knowledge workers. Research indicates that women and men use work–time control (WTC; control over time off and daily hours) differently: while men work longer paid hours, women use WTC to counteract work–life interference. In a knowledge-worker sample, we examined associations between WTC and overtime, work–life interference and exhaustion and tested whether gender moderates the mediating role of overtime. Methods: The sample contained 2248 Swedish knowledge workers. Employing hierarchical regression modelling, we examined effects of control over time off/daily hours on subsequent overtime hours, work–life interference and exhaustion in general and in gender-stratified samples. Using conditional process analysis, we tested moderated mediation models. Results: Control over time off was related to less work–life interference (β_men= −0.117; 95% confidence interval (CI): −0.237 to 0.003; β_women= −0.253; 95% CI: −0.386 to −0.120) and lower exhaustion (β_men= −0.199; 95% CI: −0.347 to −0.051; β_women= −0.271; 95% CI: −0.443 to −0.100). For control over daily hours, estimates were close to zero. While men worked more overtime (42 min/week), we could not confirm gender moderating the indirect effect of control over time off/daily hours on work–life interference/exhaustion via overtime. Independent of gender, effects of control over time off on work–life interference were partly explained by working fewer overtime hours. Conclusions: Control over time off was related to lower exhaustion and better work–life balance (in particular for women). We found no evidence for men’s work–life interference increasing with higher WTC owing to working more overtime. Knowledge workers’ control over time off may help prevent work–life interference and burnout.

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• Women’s and men’s experiences with participative decision-making at workplace and organizational levels

  2024. Clara Plückelmann (et al.). Frontiers in Psychology 14

  Article

  Introduction: The concept of participative decision-making (PDM) has been well established as a positive organizational factor, and has recently gained attention as a measure of gender inclusivity in the workplace. However, findings regarding gender differences in the experiences of PDM are inconclusive. This study hypothesized that women perceive themselves as less influential than men at the organizational level rather than at the workplace level. Furthermore, the study explored whether these assumed gender differences depend on the gender typicality of occupational positions and professions. We expected gender differences to be more pronounced for male-typed positions and professions (e.g., leadership, engineer) compared to non-male-typed occupational positions and professions (e.g., non-leadership, nurse).

  Methods: Data on experiences with participative decision-making at the workplace and organizational levels were drawn from a large representative Swedish survey (N = 10,500; 60% women).

  Results: Results showed that women experienced being less influential than men at the organizational level, whereas the experiences of women and men did not differ at the workplace level. The gender difference at the organizational level was not related to the gender typicality of position and profession.

  Discussion: The findings highlight the importance of the inclusion of both women and men in strategic, large-scale decisions for achieving gender equality at work.

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• Feeling stressed and depressed?: A three-wave follow-up study of the beneficial effects of voluntary work

  2023. Yannick Griep (et al.). International Journal of Clinical and Health Psychology 23 (3)

  Article

  While symptoms of stress are a major risk factor in the onset of depressive symptoms and major depression, a better understanding of intervening mechanisms in breaking down this positive association is urgently required. It is within this literature that we investigate (1) how symptoms of stress are associated with depressive symptoms and the onset of major depression, and (2) the buffering effect of hours spent on voluntary work on the stress-depression relationship. Using 3-wave longitudinal data, we estimated a direct and reverse auto-regressive path model. We found both cross-sectional and longitudinal support for the positive association between symptoms of stress and depressive symptoms. Next, we found that individuals who experienced more symptoms of stress at T1, T2, and T3 were 1.64 (95%CI [1.46;1.91]), 1.49 (95%CI [1.24;1.74]), and 1.40 (95%CI [1.21;1.60]) times more likely to be prescribed an anti-depression treatment at T3, respectively. Moreover, we found that the number of hours spent volunteering mitigated the (1) longitudinal-but not cross-sectional-stress-depression relationship, and (2) cross-sectional but not the longitudinal-association between symptoms of stress at T3 and the likelihood of being prescribed an anti-depression treatment. These results point toward the pivotal role of voluntary work in reducing the development of depressive symptoms and major depression in relation to the experience of symptoms of stress.

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• Organizational injustice and sickness absence: The moderating role of locked-in status

  2023. Paraskevi Peristera (et al.). SSM - Population Health 23

  Article

  Organizational injustice is known to negatively affect employees' health and to increase the risk for sickness absence. The negative health effects are also known to be more pronounced in uncontrollable, strain increasing, situations at the workplace. This study tests whether locked-in status, i.e., being stuck in a non-preferred workplace, modifies the associations between injustice perceptions and frequent (>= 2 times/yr) and long (>= 8 days/yr) sickness absence. The sample contained 2631 permanent employees from the Swedish Longitudinal Occupational Survey of Health in 2018 and 2020. Multigroup structural equation modelling was used to compare the proposed relationships between employees who are locked-in in their workplace and employees who are not. We found a positive association between higher overall organizational injustice and long sickness absence two years later, with the association being stronger for the locked-in group. Also, higher injustice was associated with more frequent sickness absence, but only for those not being locked-in.

  Employees being locked-in seem to have higher risk of long-term sickness absence which might indicate more serious health problems. Employees not being locked-in more often take short sickness absence, which could indicate a coping behaviour to handle high strain. This study adds knowledge to the role of locked-in status as a moderator in the much-studied relationship between organizational justice and health as well as to the multiple reasons underlying sickness absence.

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• Prolonging working life among blue-collar workers: The buffering effect of psychosocial job resources on the association between physically demanding and hazardous work and retirement timing

  2023. Johanna Stengård, Constanze Leineweber, Hui-Xin Wang. SSM - Population Health 22

  Article

  The need to delay retirement timing has been acknowledged in Western countries due to demographic ageing. The aim of the present study was to examine the buffering effects of job resources (decision authority, social support, work-time control, and rewards) on the association of exposures to physically demanding work tasks and physically hazardous work environment with non-disability retirement timing. Results from discrete-time event history analyses, in a sample of blue-collar workers (n = 1741; 2792 observations) from the nationwide longitudinal Swedish Longitudinal Occupational Survey of Health (SLOSH), supported that decision authority and social support may buffer the negative impact of heavy physical demands on working longer (continuing working vs retiring). Stratified analyses by gender showed that the buffering effect of decision authority remained statistically significant for men, while that of social support remained statistically significant for women. Moreover, an age effect was displayed, such that a buffering effect of social support on the association of heavy physical demands and high physical hazards with working longer were found among older men (≥64 years), but not younger (59–63 years). The findings suggest that heavy physical demands should be reduced, however, when not feasible physical demands should be accompanied by social support at work for delaying retirement.

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• Psychosocial and organisational work factors as predictors of sickness absence among professionally active adults with common mental disorders

  2023. Magnus Helgesson, Klas Gustafsson, Constanze Leineweber. BMC Psychiatry 23 (1)

  Article

  Background: The incidence of sickness absence (SA) due to common mental disorders (CMDs) has increased in recent decades. It is hence important to elucidate how individuals with CMDs can maintain work. The aim was to analyse the relationship between psychosocial and organisational workplace factors and a spell of > 14 days of SA among persons with CMDs. Methods: Included were respondents of the Swedish Work Environment Survey (SWES) 1993-2013, diagnosed with a CMD up to five years before the interview in the SWES (n = 3,795). Relative Risk (RR) regression models with 95% Confidence Intervals (CIs) analysed associations between psychosocial-, and organisational workplace factors and a subsequent spell of SA > 14 days. Results: Low control over work (RR:1.16; CI:1.01-1.35), job strain (RR:1.25; CI:1.04-1.49), no flexible working hours (RR:1.25; CI:1.08-1.45) or no possibility to work from home (RR:1.37; CI:1.13-1.66) were significantly related to an increased risk of SA. Persons diagnosed with depression experiencing job strain had the highest increased risk of SA (RR:1.55; CI: 1.07-2.25). Conclusions: A sustainable work-life among working individuals with CMDs can be provided by reducing job strain, and if possible, by increasing flexibility regarding workplace and working hours. This may prevent spells of SA, and hereby increase productivity.

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• Women´s and men´s experiences with participative decision making at workplace and organisational levels

  2023. Clara Plückelmann (et al.).

  Conference

  Participative decision-making (PDM) refers to the involvement of both employees and managers in decision-making processes, allowing them to provide input on work-related or organizational matters. Evaluating gender equality in decision-making power is important for organizations, as it impacts various work-related outcomes.This study examined gender differences in PDM in Swedish organizations. In this study, the focus was on direct PDM at the workplace and organizational levels.The study involved a large nationally representative survey in Sweden with 10,500 participants from different types of occupations. The results revealed that women perceived themselves to be less influential at the organizational level, while no gender differences were found at the individual workplace level.

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• Work–Life Enrichment and Interference Among Swedish Workers: Trends From 2016 Until the COVID-19 Pandemic

  2022. Emma Brulin, Constanze Leineweber, Paraskevi Peristera. Frontiers in Psychology 13

  Article

  The COVID-19 pandemic has altered workers' possibilities to combine work and private life. Work and private life could either interfere with each other, that is, when conflicting demands arise, or enrich, that is, when the two roles are beneficial to one another. Analyzing data from the Swedish Longitudinal Occupational Survey of Health through individual growth models, we investigated time trends of interference and enrichment between work and private life from 2016 through March to September 2020, which is during the first wave of the pandemic. The sample included workers who had remained in the same workplace throughout the study period and worked at least 30% of full time, reaching 5,465 individuals. In addition, we examined trends in level of interference and enrichment across gender and industries. Results showed that Life-to-work interference increased over time in the Swedish working population, but neither did work-to-life interference nor enrichment. We observed only marginal differences across gender. Also, in the industries of fine manufacturing and real-estate activities, a decrease in interference, work-to-life interference, and life-to-work interference, respectively, was observed. In the human health and social care industry, an increase in interference and life-to-work interference was seen. Our conclusion is that overall changes to the possibilities to balance work and private life have occurred for workers in Sweden during the first period of the pandemic. Further studies are needed to study development time trends throughout the pandemic and across different occupations.

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• The Implication of Physically Demanding and Hazardous Work on Retirement Timing

  2022. Johanna Stengård (et al.). International Journal of Environmental Research and Public Health 19 (13)

  Article

  The need to retain individuals longer in the workforce is acknowledged in many high-income countries. The present study therefore aimed to examine the importance of physically demanding work tasks (PDWT) and physically hazardous work environment (PHWE) in relation to retirement timing among pensionable workers (≥61 years). A particular question was whether PDWT and PHWE increased in importance with age. Six waves (2008–2018) of the Swedish Longitudinal Occupational Survey of Health (SLOSH) were used (n = 5201; 56% women and 44% men; mean age at first survey was 61.0 (SD 2.0) years). Discrete time-event history analysis, stratified by socioeconomic position and gender, showed that among blue-collar workers, PDWT and PHWE were associated with an increased likelihood of retiring within the next two years. With increasing age, high-level PHWE was associated with higher probability of retiring among blue-collar men, whereas heavy PDWT was associated with lower probability of retiring among blue-collar women. Among white-collar workers, having at least some PDWT compared to no PDWT was associated with a lower likelihood of retiring within the next two years. With increasing age, exposure to PHWE was associated with higher probability of retiring among white-collar women. These results suggest that to delay retirements, organizations could offer their older employees, especially blue-collar workers and the oldest white-collar women, alternatives to PDWT and PHWE.

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• Is work-life interference a risk factor for sickness absence? A longitudinal study of the Swedish working population

  2022. Emma Hagqvist, Ulrik Lidwall, Constanze Leineweber. European Journal of Public Health

  Article

  Background: While there is increasing literature on the health effects of work–life interference, few studies have investigated the relationship between a direct measure of work–life interference and objective sickness absence measures. The aim of this study is to investigate whether work–life interference is a risk factor for subsequent long-term sickness absence (LTSA). Methods: Data were derived from the Swedish Longitudinal Occupational Survey of Health 2010, 2012, 2014 and 2016. Data were linked to register data on LTSA (having at least one continuous period of medically certified sick leave exceeding 14 days) the following 2 years after each data collection wave. We applied generalized estimating equations, odds ratios (ORs) and 95% confidence intervals (CIs). The sample included 15 244 individuals (43.1% men and 56.9% women). Nearly a fifth of the sample (18.7%, n = 1110) started at least one period of LTSA at any point between 2010 and 2018. Results: Work–life interference was found to be a risk factor for subsequent LTSA (OR = 1.55; 95% CI = 1.44–1.67) even when adjusting for relevant factors including general health (OR = 1.39; 95% CI = 1.29–1.51). We found no significant moderating effect of gender. Conclusion: The results of this study indicate that work–life interference is a risk factor for subsequent LTSA for working men and women in Sweden.

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• Alterations in auditory brain stem response distinguish occasional and constant tinnitus

  2022. Niklas K. Edvall (et al.). Journal of Clinical Investigation 132 (5)

  Article

  BACKGROUND. The heterogeneity of tinnitus is thought to underlie the lack of objective diagnostic measures.

  METHODS. Longitudinal data from 20,349 participants of the Swedish Longitudinal Occupational Survey of Health (SLOSH) cohort from 2008 to 2018 were used to understand the dynamics of transition between occasional and constant tinnitus. The second part of the study included electrophysiological data from 405 participants of the Swedish Tinnitus Outreach Project (STOP) cohort.

  RESULTS. We determined that with increasing frequency of the occasional perception of self-reported tinnitus, the odds of reporting constant tinnitus after 2 years increases from 5.62 (95% CI, 4.83–6.55) for previous tinnitus (sometimes) to 29.74 (4.82–6.55) for previous tinnitus (often). When previous tinnitus was reported to be constant, the odds of reporting it as constant after 2 years rose to 603.02 (524.74–692.98), suggesting that once transitioned to constant tinnitus, the likelihood of tinnitus to persist was much greater. Auditory brain stem responses (ABRs) from subjects reporting nontinnitus (controls), occasional tinnitus, and constant tinnitus show that wave V latency increased in constant tinnitus when compared with occasional tinnitus or nontinnitus. The ABR from occasional tinnitus was indistinguishable from that of the nontinnitus controls.

  CONCLUSIONS. Our results support the hypothesis that the transition from occasional to constant tinnitus is accompanied by neuronal changes in the midbrain leading to a persisting tinnitus, which is then less likely to remit.

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• Work changes and employee age, maladaptive coping expectations, and well-being

  2022. Annelies E. M. Van Vianen (et al.). International Archives of Occupational and Environmental Health

  Article

  Purpose Older workers are expected to suffer more from work changes than younger ones, but empirical evidence is lacking. Negative responses to work changes may result rather from maladaptive coping expectations. This study examined possible age differences in job and life satisfaction, and sleep disturbances, after work changes (voluntary and involuntary job changes, reorganizations) and the moderating role of maladaptive coping expectations.

  Methods Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH) including respondents who participated in all four waves (n = 3084). We used multilevel path analyses to estimate direct and moderated relationships between work changes and outcomes.

  Results Involuntary job changes were associated with lower job and life satisfaction and more sleep disturbances. Reorganizations were only associated with lower job satisfaction. Older employees were more satisfied with their jobs and lives than younger employees and experienced more sleep disturbances. After involuntary job changes, older employees had similar (lower) levels of well-being as younger ones, but they reported more sleep disturbances when having experienced reorganizations. Maladaptive coping expectations were related to lower job and life satisfaction and more sleep disturbances. Employees with maladaptive coping expectations reported more sleep disturbances after involuntary job changes and reorganizations.

  Conclusion Our results suggest that there are few age differences in well-being after work changes. Employee well-being seems to mostly depend on maladaptive coping expectations. Organizations aiming to prepare employees for job changes and reorganizations could focus their efforts on employees with maladaptive expectations rather than on older ones.

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Show all publications by Constanze Leineweber at Stockholm University