Table 3. Baseline work unit psychosocial factors and pandemic-induced changes associated with work ability trajectories.

		Unadjusted		Multivariable
		OR	95% CI	OR	95% CI
Relatively consistent good work ability, 73%,n=40 052
Prepandemic work unit psychosocial factors	Work time control	0.94	0.90 to 0.98	0.94	0.90 to 0.99
	Job strain	1.80	1.57 to 2.07	1.45	1.22 to 1.73
	Team climate	0.75	0.70 to 0.81	1.00	0.90 to 1.11
	Organisational justice	0.72	0.67 to 0.76	0.78	0.71 to 0.85
Pandemic-induced changes at work	Working from home	0.77	0.71 to 0.84	0.99	0.92 to 1.05
	New tasks	1.03	0.83 to 1.27	0.96	0.87 to 1.05
	Reorganisation	1.41	0.98 to 2.03	1.19	1.05 to 1.34
Suboptimal work ability decreasing over time, 12%,n=6125
Prepandemic work unit psychosocial factors	Work time control	0.92	0.87 to 0.97	0.92	0.86 to 0.99
	Job strain	4.52	3.78 to 5.41	2.29	1.82 to 2.88
	Team climate	0.39	0.35 to 0.43	0.74	0.64 to 0.86
	Organisational justice	0.45	0.41 to 0.49	0.64	0.57 to 0.72
Pandemic-induced changes at work	Working from home	0.50	0.44 to 0.56	0.86	0.78 to 0.94
	New tasks	1.14	0.86 to 1.52	1.01	0.89 to 1.14
	Reorganisation	1.56	0.97 to 2.53	1.22	1.04 to 1.44

Reference=consistent optimal work ability, 125%, n=7302. Adjusted for work unit sex, age, and socioeconomic status distributions, work unit mean job tenure, share of part-time and temporary job contracts, and individual-level smoking, alcohol use, body mass index, and physical activity. ratio, interval.