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Workplace emotional health refers to employees' emotional stability and ability to express their emotions, adapt to stressful events, and develop and maintain strong interpersonal relationships in the workplace. This study identified four factors, namely workload, emotional intelligence, emotional blackmail, and emotional labor, and integrated them into the concept of workplace emotional health to explore emotional health from a comprehensive perspective. This study also developed a workplace emotional health scale comprising four dimensions: emotional expression strategies, emotional awareness, interpersonal adaptation, and workload. For the formal scale, the overall internal consistency reliability was.813, and that of the subscales was.879,.897,.764, and.854, respectively. The factor loading for each item was.50 or above. Confirmatory factor analysis revealed that, overall, the scale met the model fit test standards. The average variance extracted were between.470 and.671. The composite reliabilities were between.771 and.898. The square root of the average variance extracted were between.685 and.819. These results indicated that the proposed scale exhibited favorable reliability and validity. Finally, based on research results, this study proposed conclusions, suggestions for management practices, and directions for future studies. Research limitations in conducting this study were also explained. [ABSTRACT FROM AUTHOR]

With society and technology developing rapidly and the new generation of young adults entering the workforce, the core competencies that must be possessed by employees are changing along with factors such as changes in the external environment and enterprises' internal demands; consequently, the characteristics of mentorship are also subject to change. This study investigated two-way mentorship and the core competencies necessary for workers in an organization. After rigorous testing and compilation processes, this study developed a two-way mentorship scale for assessing the three dimensions of career development, psychosocial support, and role modeling. The data analysis revealed that the internal consistency values for career development, psychosocial support, and role modeling were 0.911, 0.879, and 0.791, respectively. The factor loading of all items exceeded 0.50 and thereby conformed to the theoretical model. Confirmatory factor analysis revealed that the goodness-of-fit indices of the scale met the corresponding standards. The average variance extracted was 0.342–0.497, the composite reliability was 0.591–0.911, and the square root of the average variance extracted was 0.584–0.704. Finally, managerial, practical, and academic suggestions are proposed on the basis of the study results, and the research limitations are identified. [ABSTRACT FROM AUTHOR]

Employee assistance programs (EAPs) provide work, living, and health services to help employees overcome personal and organizational obstacles that affect their productivity. Most businesses in Taiwan are small or medium-sized, and their scale, stage of development, and resources affect their implementation of EAPs. This study explored EAPs and related measures that organizations can implement in each stage of their development. The results may serve as a reference for human resources personnel in planning EAPs, specifically in identifying appropriate measures to implement for each developmental stage of their organizations. The modified Delphi method and fuzzy analytic hierarchy process were used to organize and analyze key EAP measures and their weights during the creation, guidance, authorization, coordination, and collaboration stages of organizational development. Data analysis revealed that in all five stages of organizational development, work-related EAP measures are the most crucial. As an organization transitions from the creation to collaboration stages, the work dimension is neglected in favor of the health dimension. In the authorization stage, the organization begins to provide a wider range of services in the living dimension. The results and other information regarding EAP service models indicate that in each developmental stage, an organization should adopt a different EAP service model that suits its resources, organizational structure, implementation of EAP measures, and other factors. [ABSTRACT FROM AUTHOR]

Employee assistance programs required resources and manpower of various natures across different types of public sector organization. However, the current evaluation indexes and proportions of employee assistance programs in public sectors stipulated by the Directorate-General of Personnel Administration of the Taiwan's Executive Yuan did not follow the rules, leading to a decreased efficiency in the subsequent execution of these assistance programs. Data analysis indicated that the weight and priorities associated with elements of evaluation criteria for employee assistance programs implemented by four types of public sector organization were not fully identical. For example, the aspect of health was prioritized in the group for the "Executive Yuan" organization type, and anxiety was the top element among these criteria. The group for the "municipal governments" and "county and city governments" organization type prioritized evaluation criteria for the aspect of work, and employee guidance was prioritized among the criteria. The organization type "others (mainly Assemblies)" also—as for the "municipal governments" and "county and city governments" groups—prioritized the evaluation criteria for the aspect of work; crisis management was deemed the most important element of the criteria. The results of this study suggested that, in terms of employee assistance programs, the Directorate-General of Personnel Administration of the Executive Yuan should provide an adequate system of service: This should be pursuant to appropriate employee assistance programs provided by various public sector organizations according to the needs of their employees as well as the diverse objective conditions in which these organizations operate. [ABSTRACT FROM AUTHOR]

Background: The techniques of intracorporeal anastomosis and specimen extraction after laparoscopic colectomy via a natural orifice have gained interest increasingly. We evaluated the feasibility of our unique techniques for colorectal reconstruction and report immediate postoperative outcomes in patients with rectosigmoid cancer. Methods: Patients with sigmoid or rectal cancer were selected depending on the size of the tumor and its distance from the anal verge. Demographic data, operative parameters, and postoperative outcomes were assessed. After complete resection of the tumor, all patients underwent an intracorporeal side-to-end colorectal anastomosis following transrectal specimen extraction. Results: Laparoscopic resection with our technique of intracorporeal anastomosis was successful in 32 patients. The average operative time was 192 ± 29 min, and mean blood loss was 51 ± 18 ml. All patients experienced mild postoperative pain, and bowel function returned before postoperative day 3 in most patients. They had an uneventful postoperative course with a median hospital stay of 6 days. Major perioperative complications or anastomotic leak were not encountered in this study. The mean size of the lesion was 3.3 ± 1.8 cm, and the mean number of harvested nodes was 14 ± 6. During the follow-up period, there were no functional disorders associated with the intracorporeal anastomosis or transrectal specimen extraction. Conclusions: Intracorporeal side-to-end colorectal anastomosis with transrectal specimen extraction in laparoscopic colorectal surgery is a safe and effective procedure for patients with rectosigmoid malignancy. [ABSTRACT FROM AUTHOR]