Work-related stress can double the risk of a potentially fatal irregular heartbeat, according to a new study. The research found that job strain and a perceived lack of reward are linked to a significantly higher chance of developing atrial fibrillation.
The study, which focused on Canadian office workers, found that those experiencing high job strain and low rewards – such as inadequate salary or recognition – faced a 97% increased risk of developing the irregular heartbeat condition, known as AF or AFib, compared to their less stressed counterparts. The findings, published in the Journal of the American Heart Association, also revealed that high job strain alone was associated with an 83% higher risk of developing AF, while effort-reward imbalance alone was linked to a 44% greater risk.
AF is the most common form of arrhythmia an abnormal heart rhythm. It can lead to stroke, heart failure or other cardiovascular complications.
Approximately 1.4 million people in the UK are estimated to have AF, while more than 12 million are projected to have it in the United States by 2030, according to the American Heart Association (AHA).
Atrial fibrillation (AF), a condition that can strike adults of any age but predominantly affects older men, has been linked to workplace stress in groundbreaking research. Professor Xavier Trudel, the lead author from Laval University in Quebec, highlighted the novel findings: “Our study suggests that work-related stressors may be relevant factors to include in preventive strategies. Recognising and addressing psycho-social stressors at work are required to foster healthy work environments that benefit both individuals and the organisations where they work.”
The study delved into the effects of job strain – a combination of high demands like excessive workload and tight deadlines with low control over one’s work and effort-reward imbalance, where the rewards for work, such as pay or recognition, don’t match the effort put in. Prof Trudel’s team focused on these specific occupational stressors and their potential role in the development of AF, offering new insights into how our jobs can impact heart health.
A recent study scrutinising medical records of over 5,900 white-collar workers in Canada across 18 years of data has uncovered a link between workplace stress and atrial fibrillation (AF) – a common heart rhythm disorder. Starting with an average age of 45 and concluding at 65 by the end of the study period in 2018, the participants’ levels of work stress were self-reported via questionnaires.
Out of the 186 identified cases of AF, 19% reported high job strain while a quarter sensed an effort-reward imbalance, and 10% felt both stress types concurrently. Over one-third had pre-existing heart conditions prior to their diagnosis with AF.
The analysis highlighted a worrying trend: employees under high job strain were found to be 83% more likely to develop AF compared to their unstressed counterparts. Those perceiving an effort-reward imbalance saw a 44% increase in risk, and for those experiencing both forms of stress, the risk nearly doubled with a 97% increase in developing AF.
Prof Trudel commented on the findings, emphasising the potential benefits of workplace interventions aimed at reducing stress. “The effectiveness of workplace interventions to reduce psycho-social stressors that may also reduce the risk of AF should be investigated in future research efforts. Our research team previously conducted an organisational intervention designed to reduce psycho-social stressors at work, which was shown to effectively reduce blood pressure levels.”
He also noted: “Examples of organisational changes implemented during the intervention included slowing down the implementation of a large project to prevent increased workload; implementing flexible work hours; and holding meetings between managers and employees to discuss day-to-day challenges.”
The study’s authors pointed out that its limitations include the fact that all participants were white-collar workers, including managers, professionals, and office staff in Canada, which means the results might not be relevant to other worker categories or those employed in different nations.