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Introduction: This study aimed to investigate occupational factors associated with burnout among a sample of 9-1-1 public safety telecommunicators (PSTs). Methods: An online survey measuring organizational factors (ie, perceived visibility and inclusion in the agency, respectful culture, leadership support, perceived gratitude, and coworker conflict); job characteristics (ie, work-life integration, overtime, salary satisfaction, and jobmeaningfulness); and burnout, demographic, and call center characteristics was emailed to a sample of PSTs. Analysis: Descriptive, bivariate, and multiple linear regression analyses were used to characterize the sample and investigate relationships among variables. Results: PSTs (N = 324) completed the survey. Multivariate analysis showed that poor work-life integration and coworker conflict were associated with greater PST burnout, while job meaningfulness and perceptions of greater visibility and inclusion were linked to decreased levels of burnout Conclusion: Occupational factors were associated with burnout among PSTs. [ABSTRACT FROM AUTHOR]

Objectives: This study aims to extend safety climate research by considering perceptions across the following three hierarchical levels within a workplace: (1) senior leaders/executives, (2) field leaders/supervisors, and (3) front-line employees. Methods: We conducted a quantitative survey study at a US utility company where we collected data related to safety climate perceptions and employee-reported safety behaviors across the different levels of organizational hierarchy. Results: The findings revealed the highest safety climate scores among senior leaders/executives, followed by field leaders/supervisors, and then employees, suggesting potential discrepancies between espoused and enacted safety values in the workplace. Conclusions: These results suggest that supervisors and top managers may have different mental models of workplace safety compared with employees. Consequently, assessing perceptions at different organizational levels provides a fuller picture of safety in the workplace. [ABSTRACT FROM AUTHOR]

When organizational attributes like management commitment and communication are favorable, they are known to positively influence safety behaviors, morale, and well-being. Fire departments should focus on improving overall safety culture as a way to address the mental health burden of fire and rescue service work. Objective: This study aimed to examine the COVID-19 pandemic's impact on fire service safety culture, behavior and morale, levers of well-being, and well-being outcomes. Methods: Two samples (Stress and Violence against fire-based EMS Responders [SAVER], consisting of 3 metropolitan departments, and Fire service Organizational Culture of Safety [FOCUS], a geographically stratified random sample of 17 departments) were assessed monthly from May to October 2020. Fire department–specific and pooled scores were calculated. Linear regression was used to model trends. Results: We observed concerningly low and decreasing scores on management commitment to safety, leadership communication, supervisor sensegiving, and decision-making. We observed increasing and concerning scores for burnout, intent to leave the profession, and percentage at high risk for anxiety and depression. Conclusions: Our findings suggest that organizational attributes remained generally stable but low during the pandemic and impacted well-being outcomes, job satisfaction, and engagement. Improving safety culture can address the mental health burden of this work. [ABSTRACT FROM AUTHOR]

This article suggests that risk management should be addressed and prioritized to improve the social environment at work among employees in the eldercare and other frontline workers during health crises and thereby, build up the 'social resilience' of workplaces and prevent possible implications for their mental health and (clinical) practice. Objective: To investigate the association between workplace COVID-19 (coronavirus disease 2019) risk management and eldercare workers' perception of their social environment at work. Methods: Cross-sectional questionnaire data from 952 participants were collected by the Danish labor union, FOA, and analyzed using multinomial logistic regression. Results: Unclear guidelines, insecurity regarding organization of work, lack of attention to vulnerable employees, and lack of instruction in the use of personal protective equipment were associated with perceived negative changes in the social environment at work. Also, higher local incidence rates of SARS-CoV-2 infections were associated with a weaker sense of community (odds ratio, 1.18; 95% confidence interval, 1.04–1.36). Conclusions: These findings indicate that risk management is important not only for prevention of infection but also for individual and workplace resilience toward external demands and health threats. [ABSTRACT FROM AUTHOR]

Objective: Little is understood about the mechanisms for improving the adoption and implementation of Total Worker Health® (TWH) in workplace settings. The primary objective of this study was to identify whether the delivery of TWH advising is associated with subsequent changes in TWH in small-to-medium sized businesses. Methods: We conducted a longitudinal study of a TWH intervention in 200 organizations completing Health Links Healthy Workplace Assessments TM between October 2016 and December 2019. Organizations were offered consultation via telephonic and live webbased advising sessions. Results: Organizations exhibited non-significant albeit positive change in assessment scores from baseline to assessment 2. Businesses receiving advising sliowed significant score improvements from assessment 2 to 3. versus those without advising. Conclusions: TWH consultation may enhance adoption of organizational behaviors that promote worker health, safety, and well-being over time. [ABSTRACT FROM AUTHOR]

Objective: The objective of this research is to test the hypothesis that companies distinguished by their commitment to their workforce's health, safety, and well-being outperform in the marketplace. Methods: To test this, we analyzed the real-world stock market performance of an investment fund of publicly traded companies selected on evidence demonstrating their pursuit of a culture of health. safety, and well-being. Results: This fund outperformed the market by 2% per year, with a weighted return on equity of 264% compared with the S&P 500 return of 243% over a 10-year period. Conclusions: Employers. fund managers, and fund investors would be well served by including strategies that assess a company's commitment to the health, safety, and well-being of their workforce when evaluating investments in their enterprise and portfolios. [ABSTRACT FROM AUTHOR]

Objective: Leadership is an important factor in creating a safe and healthy work environment. Little is known about its influence in small organizations. This study assessed the relationship between leadership, climate, and employee behavior in organizations with less than 500 employees. Methods: We examined organizational factors and worker perceptions of leadership and safety/health behaviors in an analysis of 1271 employees in 53 Colorado small organizations. Cross-sectional relationships were assessed using multivariable linear regression models. Results: Perceived leadership commitment to safety was associated with safety climate (β = 0.67) and safety behaviors among employees (β = 0A5). Perceived leadership commitment to worksite wellness was associated with health chmate (β = 0.66) and health behaviors (β = 0.42). Conclusions: Leadership plays an important role in creating a positive work environment around safety and health. [ABSTRACT FROM AUTHOR]

Objective: The US dairy industry, which employs foreign-bom, primarily Latinx workers, has a two-fold higher injury rate than the national average. Little research has been conducted to understand the factors associated with the occupational safety and health (OSH) among foreign-bom, Latinx dairy workers. Methods: Structured interviews were conducted with 55 workers to assess a variety of OSH variables, including training experiences, health outcomes, and the psychosocial environment of the dairy. Results: Participants reported a high number of work-related injuries, limited awareness of the risks inherent in dairy work, and the perception that workrelated injuries are unpreventable. The psychosocial environment of the dairy was found to have a significant influence on OSH outcomes. Conclusion: In addition to implementing culturally congruent OSH training for all workers, it is imperative to promote strong leadership and communication skills among dairy managers. [ABSTRACT FROM AUTHOR]

Supplemental Digital Content is available in the text Objective: To present a measure of effective workplace organizational policies, programs, and practices that focuses on working conditions and organizational facilitators of worker safety, health and well-being: the workplace integrated safety and health (WISH) assessment. Methods: Development of this assessment used an iterative process involving a modified Delphi method, extensive literature reviews, and systematic cognitive testing. Results: The assessment measures six core constructs identified as central to best practices for protecting and promoting worker safety, health and well-being: leadership commitment; participation; policies, programs, and practices that foster supportive working conditions; comprehensive and collaborative strategies; adherence to federal and state regulations and ethical norms; and data-driven change. Conclusions: The WISH Assessment holds promise as a tool that may inform organizational priority setting and guide research around causal pathways influencing implementation and outcomes related to these approaches. [ABSTRACT FROM AUTHOR]

The article focuses on interaction of health and safety of health care workers and patients in the healthcare system of the U.S. It discusses the report titled "To Err is Human" in 2000 published by the U.S. Institute of Medicine related to patient safety. It mentions a Summit hosted by the American College of Occupational and Environmental Medicine (ACOEM) and the Underwriters Laboratories Integrated Health and Safety Institute (ULIHSI) related to the issues.

Objective: We explored associations between organizational factors (size, sector, leadership support, and organizational capacity) and implementation of occupational safety and health (OSH) and worksite health promotion (WHP) programs in smaller businesses. Methods: We conducted a web-based survey of human resource managers of 117 smaller businesses (<750 employees) and analyzed factors associated with implementation of OSH and WHP among these sites using multivariate analyses. Results: Implementation of OSH, but not WHP activities, was related to industry sector (P = 0.003). Leadership support was positively associated with OSH activities (P < 0.001), but negatively associated with WHP implementation. Organizational capacity (budgets, staffing, and committee involvement) was associated with implementation of both OSH and WHP. Size was related to neither. Conclusions: Leadership support and specifically allocated resources reflecting that support are important factors for implementing OSH and WHP in smaller organizations. [ABSTRACT FROM AUTHOR]