The Work Stress and Cardiovascular Health Study, for example, found that occupational strain is linked to an increased risk of irregular heart rhythm of 97 percent. A new study, now published in the Journal of the American Heart Association, has established that major risk factors for abnormal heartbeat are severe job strain and lack of balance between efforts and rewards at work.
In Canada, people in white-collar jobs, in particular under hard occupational demands combined with low salient reward from poor salaries or lack of recognition, run a 97% higher risk of developing AFib—an irregular heartbeat condition—than those unexposed to such occupational factors.
The study further enumerates that high job strain alone tends to have an 83% increased risk of AFib and an imbalance between efforts and rewards, in isolation, corresponds to a 44% increased risk.
The researchers underline the fact that the recognition and reduction of these occupational stressors might be a strong tool for preventing atrial fibrillation in the adult population.
Occupational Stress and Atrial Fibrillation
Occupational stress in the form of job strain and the incongruence between effort invested and the rewards garnered have come out to be contributory factors to the risk of atrial fibrillation in new findings reported on 14 August in the Journal of the American Heart Association, a rigorously peer-reviewed and open-access publication.
Atrial fibrillation can simply be referred to as AFib or AF. It is the most prevalent form of arrhythmia, which is a condition wherein the heart’s pattern of heartbeat differs from the normal one. This malady brings severe consequences and may be a means leading to the onsets of stroke, heart failure, or other cardiovascular maladies. Alarmingly, projections indicate that by 2030, over 12 million people in the US may be living with AFib, according to the American Heart Association’s 2024 heart disease and stroke statistics.
Psychosocial Workplace Stressors
Previous research had established the relationship between high job strain and low effort-reward balance with an increased risk of developing coronary heart disease, but this was the first study to examine the adverse influence of both psychosocial stressors at work on the development of atrial fibrillation, according to the study’s lead author, Xavier Trudel, PhD, an occupational and cardiovascular epidemiologist and associate professor at Laval University, in Quebec City, QC, Canada.
According to Dr. Trudel, “Our results suggest that occupational stressors are salient factors that should be included in prevention models.” In this regard, he added that these psychosocial stressors should first be identified and then controlled in a setting that would allow for promotion of employee well-being and sustainability of the organization for which they are working.
This article was originally published on scitechdaily. Read the original article.
Frequently Asked Questions
What is the most common cause of atrial fibrillation?
In many people, atrial fibrillation results from irregular electrical signals in the heart, while it is mainly triggered by high blood pressure, heart disease, and chronic stress.
What can I do to lower my risk of work stress-related AFib?
You would reduce the risk by managing your stress through relaxation techniques, regular physical activity, and a healthy balance between your work and personal life. You should also seek support from your employer and healthcare professionals.
Is AFib a life-threatening condition?
While AFib isn’t generally life-threatening in and of itself, it can cause other serious complications, including stroke and heart failure—so the condition definitely warrants taking steps to manage the problem.
But can on-the-job stress really contribute to heart trouble?
Yes, actually. Studies have demonstrated that chronic job strain can increase blood pressure, change the structure of the heart, and elevate a person’s risk for AFib and other problems.
What could employers do to help employees lower work-related stress?
Attention should be paid to the measures taken by employers to create supportive work environments, stress management resources, work-life balance, and the like, not to mention rewarding effort.