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Background While it is essential to understand how long is sufficient for return-to-work when designing paid sick-leave systems, little attempt has been done to collect cause-specific information on when and how many of sickness absentees returned to work, became unemployed, or passed away. Methods We studied the first sick-leave episode of ≥30 consecutive days in those ≤55 years of age during 2012-2013 among 11 Japanese private companies (n = 1209), which were followed until 2017. Overall and disease-specific cumulative incidences of return-to-work, resignations, and deaths were estimated using competing risk analysis. Results During the 3.5-year period (follow-up rate: 99.9%), 1014 returned to work, 167 became unemployed, and 27 died. Overall, return-to-work occurred within 1 year in 74.9% of all absentees and in 89.3% of those who successfully returned to work. Resignation occurred within 1 year in 8.7% of all absentees and in 62.9% of all subjects who resigned. According to ICD-10 chapters, the cumulative incidence of return-to-work ranged from 82.1% for mental disorders (F00-F99) to 95.3% for circulatory diseases (I00-I99). The cumulative incidence of return-to-work due to mental disorders ranged from 66.7% in schizophrenia (F20) to 95.8% in bipolar affective disorders (F31). Death was rarely observed except for cases of neoplasms (C00-D48), of which the cumulative incidence of death reached 14.2% by 1.5 years. Conclusions Return-to-work and resignations occurred commonly within 1 year of sick leave among long-term sickness absentees in the Japanese private companies. Our findings may assist occupational physicians and employers in developing effective social protection schemes.

This research extends the group engagement model (GEM) to examine how fairness judgments implicate both organizational-level and individual-level outcomes, including patient health and satisfaction (i.e., patient health outcomes) and employee health. Based on the social identity arguments of the GEM, we argue that fair career advancement procedures at the organizational level and experiences of discrimination at the individual level are indicators of identity-based evaluations of fairness. Utilizing annual staff survey data from the National Health Service (NHS) in the U.K. (n = 147 hospitals with n = 60,602 employees), we observe that organizational fairness of career advancement procedures significantly relates to patient health through the hospital-level mediator, employee voice. Individual fairness of an employee's personal experience with discrimination significantly relates to employee health through the individual-level mediator, psychological safety. Results support the three-stage indirect effect from organizational-level fairness to employee health via individual-level fairness and individual-level psychological safety. In supplemental studies, measurement limitations are addressed through multitrait multimethod matrix and content validation approaches. These results indicate that the archival NHS measures sufficiently operationalize the constructs of interest providing further support for the hypothesized model. The theoretical and practical implications of this work for multilevel conceptualizations of fairness and healthcare organizations are presented. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Aims: We aimed to investigate the association between non-high-density lipoprotein cholesterol (non-HDL-C) levels and the risk of cardiovascular disease (CVD) and its subtypes. Methods: In this contemporary cohort study, we analyzed the data of 63,814 Japanese employees aged ≥ 30 years, without known CVD in 2012 and who were followed up for up to 8 years. The non-HDL-C level was divided into 5 groups: ＜110, 110-129, 130-149, 150-169, and ≥ 170 mg/dL. The Cox proportional hazards model was used to calculate the hazard ratios (HRs) and the corresponding 95% confidence intervals (CIs) for CVD and its subtypes associated with each non-HDL-C group, considering 130-149 mg/dL as the reference group. Results: During the study period, 271 participants developed CVD, including 78 myocardial infarctions and 193 strokes (102 ischemic strokes, 89 hemorrhagic strokes, and 2 unknowns). A U-shaped association between non-HDL-C and stroke was observed. In the analysis of stroke subtypes, the multivariable-adjusted HR (95% CI) for hemorrhagic stroke was 2.61 (1.19–5.72), 2.02 (0.95–4.29), 2.10 (1.01–4.36), and 1.98 (0.96-4.08), while that for ischemic stroke was 1.54 (0.77-3.07), 0.91 (0.46-1.80), 0.73 (0.38-1.41), and 1.50 (0.87-2.56) in the ＜110, 110-129, 150-169, and ≥ 170 mg/dL groups, respectively. Individuals with elevated non-HDL-C levels had a higher risk of myocardial infarction. Conclusions: High non-HDL-C levels were associated with an increased risk of myocardial infarction. Moreover, high and low non-HDL-C levels were associated with a high risk of stroke and its subtypes among Japanese workers.

BACKGROUND Although previous research has focused on the association between long working hours and several mental health outcomes, little is known about the association in relation to mental health-related sickness absence, which is a measure of productive loss. We aimed to investigate the association between overtime work and the incidence of long-term sickness absence due to mental disorders. METHODS Data came from the Japan Epidemiology Collaboration on Occupational Health Study (J-ECOH). A total of 47,422 subjects were followed-up in the period between April 2012 and March 2017. Information on long-term sickness absence (LTSA) was obtained via a study-specific registry. Baseline information was obtained at an annual health checkup in 2011; overtime working hours were categorized into

In response to the COVID-19 pandemic, many countries have adopted a broad spectrum of containment measures, from recommendations to stay at home to quarantines of large geographic regions. As part of this response, corporations and governments alike have strongly encouraged workers to telecommute where possible. More than 3.4 billion people in 84 countries have been confined to their homes, as estimated in late March 2020, which potentially translates to many millions of workers temporarily exposed to telecommuting. Since 2000, the emergence of digital and broadband internet has facilitated the development of home telework. Despite limited research interest on its impact on occupational health, several health benefits and risks of telework have been identified in academic or grey literature (table 1) (for a review see Ref. 1). …

Both the Occupational Safety and Health Administration and Washington State require safety and health protections for workers exposed to respirable crystalline silica, including tuberculosis (TB) screening as part of occupational medical surveillance. We describe the creation of a TB screening tool for silica-exposed workers receiving regulated medical surveillance examinations in Washington State. The tool provides relevant clinical recommendations to assist health care providers and public health practitioners who choose to use the tool when performing such examinations. A cross-disciplinary team at the Washington State Department of Labor and Industries created the TB screening tool to help health care providers identify silica-exposed workers who should receive a comprehensive evaluation for active TB disease and workers who should or must receive testing for latent TB infection. The Washington State Adult Tuberculosis Screening Tool for Workers Exposed to Respirable Crystalline Silica benefits occupational and respiratory clinicians and public health practitioners by aiding both the individual- and population-level delivery of occupational health and TB screening services to silica-exposed workers receiving required medical surveillance examinations.

Introduction: The dismantling of large ocean-going ships at the end of their productive use, or shipbreaking, has a poor reputation for employee safety in some developing countries. India and Bangladesh have recently come to dominate the global shipbreaking industry in terms of the tonnage of scrapped and recycled ships and the work is reportedly hazardous, posing significant ethical and practical risks to employee health and safety. This study aims to investigate the veracity of this reputation by identifying how different shipbreaking firms manage workplace safety, and their reasons for doing so. Methods: Drawing on in-depth case-based research at three shipbreaking firms in Chittagong, Bangladesh, data were collected from governmental representatives, industry experts, and NGO’s through interviews, site observations, and industry reports. Safety performance data (number of injuries and fatalities) were collected between 2014 and 2019 and verified from different sources. Results: In contrast to uniformly poor outcomes, the findings show better but uneven practices of workplace safety among the three shipbreaking firms, a phenomenon that we describe as ‘varieties of employee safety.’ The better performing shipbreaking firms on safety outcomes had higher managerial commitment towards improving safety, provided personal protective equipment (PPE) and training, adopted formal management systems such as external certification, and had more robust management processes concerning workplace safety in place. Conclusions: Management agency or choices towards strengthening workplace safety can positively influence safety performance outcomes in Bangladesh shipbreaking firms. We also contend that there is a close relationship between management ethics and occupational risk management in the workplace. This is a relatively novel perspective for health and safety research. Practical applications: Our empirical insights challenge common assumptions that safety practices in the shipbreaking industry in developing nations like Bangladesh are homogenous and consistently of low standard. This provides policymakers, the media, and safety practitioners with the opportunity to showcase best practices, whilst also identifying how safety in shipbreaking can be further improved for firms that are poor in their safety performance.

OBJECTIVE To survey occupational health-related activities conducted at hospitals certified by the Japan Council for Quality Health Care in the Kanto region of Japan. METHODS The survey tool was sent to 470 hospitals and comprised the following items: hospital size, occupational health system, infection control practices, mental health services, promotion of work system reforms, and priorities in achieving occupational health. RESULTS A total of 140 hospitals completed the survey. A monthly workplace inspection was conducted in approximately 60% of the hospitals. Testing of new employees for hepatitis and four other viruses was conducted in approximately 65% of the hospitals, and influenza vaccination was administered to the employees in all the hospitals. Most hospitals provided mental health services to their workers, which included consultation with an occupational physician. Work system reforms for changing conference time and task shifting or sharing were adopted in approximately 50% of the hospitals. Prevention of blood-borne pathogens, respiratory infections, and healthcare coverage for healthcare workers was identified as areas of improvement in several hospitals. CONCLUSIONS Legally required infection control and occupational health-related practices were conducted in most hospitals. Additionally, several hospitals undertook work system reforms, including the management of changes in conference time and task shifting or sharing.

ObjectivesPrevious studies on the association between psychosocial work factors and blood pressure mainly focused on specific occupations or populations and had limited sample sizes. We, therefore, investigated the associations between psychosocial work factors and blood pressure in a large general working population in the Netherlands.MethodsWe included 63 800 employees from the Netherlands, aged 18–65 years, with blood pressure measurements and a reliable job code at baseline. Psychosocial work factors (job strain, effort–reward imbalance (ERI) and emotional demands) in the current job were estimated with three recently developed psychosocial job exposure matrices. To examine the associations, regression analyses adjusted for covariates (age, sex, body mass index, education, monthly income, pack-years, smoking, alcohol consumption and antihypertensive medication (not included for hypertension)) were performed.ResultsHigher job strain was associated with higher systolic blood pressure (SBP) (B (regression coefficients) (95% CI) 2.14 (1.23 to 3.06)) and diastolic blood pressure (DBP) (B (95% CI) 1.26 (0.65 to 1.86)) and with higher odds of hypertension (OR (95% CI) 1.43 (1.17 to 1.74)). Higher ERI was associated with higher DBP (B (95% CI) 4.37 (3.05 to 5.68)), but not with SBP or hypertension. Higher emotional demands were associated with lower SBP (B (95% CI) −0.90 (−1.14 to −0.66)) and lower odds of hypertension ((OR) (95% CI) 0.91 (0.87 to 0.96)).ConclusionsIn the general working population, employees in jobs with high job strain and ERI have higher blood pressure compared with employees with low job strain and ERI. Emotional demands at work are inversely associated with blood pressure.

ObjectivesEmployees in non-healthcare occupations may be in several ways exposed to infectious agents. Improved knowledge about the risks is needed to identify opportunities to prevent work-related infectious diseases. The objective of the current study was to provide an updated overview of the published evidence on the exposure to pathogens among non-healthcare workers. Because of the recent SARS-CoV-2 outbreaks, we also aimed to gain more evidence about exposure to several respiratory tract pathogens.MethodsEligible studies were identified in MEDLINE, Embase and Cochrane between 2009 and 8 December 2020. The protocol was registered with International Prospective Register of Systematic Reviews (CRD42019107265). An additional quality assessment was applied according to the Equator network guidelines.ResultsThe systematic literature search yielded 4620 papers of which 270 met the selection and quality criteria. Infectious disease risks were described in 37 occupational groups; 18 of them were not mentioned before. Armed forces (n=36 pathogens), livestock farm labourers (n=31), livestock/dairy producers (n=26), abattoir workers (n=22); animal carers and forestry workers (both n=16) seemed to have the highest risk. In total, 111 pathogen exposures were found. Many of these occupational groups (81.1%) were exposed to respiratory tract pathogens.ConclusionMany of these respiratory tract pathogens were readily transmitted where employees congregate (workplace risk factors), while worker risk factors seemed to be of increasing importance. By analysing existing knowledge of these risk factors, identifying new risks and susceptible risk groups, this review aimed to raise awareness of the issue and provide reliable information to establish more effective preventive measures.

ObjectivesThis cohort study including essential workers, assessed the□risk and incidence of SARS-CoV-2□infection during the second surge of COVID-19 according to baseline serostatus and occupational sector.MethodsEssential workers were selected from a seroprevalence survey cohort in Geneva, Switzerland and were linked to a state centralized registry compiling SARS-CoV-2 infections. Primary outcome was the number of virologically-confirmed infections from serological assessment (between May and September 2020) to January 25, 2021, according to baseline antibody status and stratified by three pre-defined occupational groups (occupations requiring sustained physical proximity, involving brief regular contact or others). Secondary outcomes included the incidence of infection.Results10457 essential workers were included (occupations requiring sustained physical proximity accounted for 3057 individuals, those involving regular brief contact, 3645, and 3755 workers were classified under “Other essential occupations”). After a follow-up period of over 27 weeks, 5 (0.6%) seropositive and 830 (8.5%) seronegative individuals had a positive SARS-CoV-2 test, with an incidence rate of 0.2 (95% CI 0.1 to 0.6) and 3.2 (95% CI 2.9 to 3.4) cases per person-week, respectively. Incidences were similar across occupational groups. Seropositive essential workers had a 93% reduction in the hazard (HR of 0.07, 95% CI 0.03 to 0.17) of having a positive test during follow-up with no significant between-occupational group difference.ConclusionsA ten-fold reduction in the hazard of being virologically tested positive was observed among anti-SARS-CoV-2 seropositive essential workers regardless of their sector of occupation, confirming the seroprotective effect of a previous SARS-CoV2 exposure at least six months after infection.Key messagesWhat is already known about this subject?Risk of SARS-CoV-2 reinfection is low in the general population and among healthcare workers.What are the new findings?A ten-fold reduction of risk of being virologically tested positive reinfection is observed among anti-SARS-CoV-2 seropositive essential workers of different activity sectors, regardless of their occupation-related risk of exposure.How might this impact on policy or clinical practice in the foreseeable future?Vaccination could be delayed in individuals with previous history of SARS-CoV-2 infection with serologic confirmation, regardless of their occupational exposure. These observations need to be confirmed for new SARS-CoV-2 variants.

Pandemic preparedness is a key function of any health care facility. Activities pertaining to pandemic preparedness should be developed and maintained within a broader emergency management plan. The use of a Hospital Incident Command System can centralize coordination of the response and facilitate internal and external communication. This review addresses several components of pandemic preparedness, including incident management, health care personnel safety, strategies to support ongoing clinical activities, and organizational communication during a pandemic. Preparations addressing potential ethical challenges and the psychological impact associated with pandemic response are also reviewed.

Background: One of the main goals of healthcare systems is to maintain and promote women’s health. According to the literature, different factors, such as demographic characteristics, occupational status, stress, culture, and epidemics, can affect women’s health. This study aimed to determine the health status of employed women and its association with their demographic characteristics. Methods: This analytical, cross-sectional study was conducted on 325 women working in healthcare centers affiliated with Guilan University of Medical Sciences, Gilan Province, Iran, in 2019. After receiving their informed consent, the study subjects were chosen by random group sampling method. The study data were obtained using a General Health Questionnaire (GHQ). Data analysis was performed by the Chi-square test at a significant level of 0.05 in SPSS software, v. 23. Results: The Mean±SD age of the study women was 42.10±8.19 years, and 52.63% of them were nurses, 16.92% physicians, 19.39% midwives, and 11.7% health workers. Based on the present study results, 39.7% of the participants are suspected of having a health disorder or problem. According to the analysis, significant relationships were observed between women’s health and variables of age (P≤0.0001), level of education (P=0.03), occupational status of spouse (P≤0.0001), income level (P=0.02), and place of residence (P≤0.0001). Nevertheless, no significant association was found between women’s health and marital status and place of birth. Conclusion: Improving the health of healthcare staff requires special attention and appropriate supportive measures. Given the stressful conditions of healthcare staff, cognitive and behavioral interventions to improve work-life balance can enhance their performance regarding patient care while promoting their welfare.

Introduction: Urinary tract symptoms and infection have been associated with occupational factors that impact hydration habits particularly in women. We compared self-reported urinary symptoms and infection and hydration habits between nurses and other occupations in dialysis units. Methods: Cross-sectional study. Participants worked in five nephrology centers in Brazil and answered an online questionnaire comprising questions regarding urinary tract symptoms and infection episodes in the preceding year; data on usual daily beverage intake, urine frequency, and urine color according to a urine color chart were also collected, as well as perceptions of water access and toilet adequacy at work. Results: We included 133 women (age=36.9±9.5 years). The self-reported usual daily beverage intake was 6.6±2.9 cups/day (~1320 mL), daily urine frequency was 5.4±2.1, and urine color chart score: 3.0±1.2. Nurses (N=66/49.6%) reported higher prevalence of burning sensation (50 versus 27%; P

Objectives: This study aimed to reduce the number of sick leaves due to mental disorders using a problem-solving approach as the primary preventive strategy. Methods: We developed the approach referring to evidence-based public health, community-based participatory research, and competencies of occupational health professionals. We then applied the approach step-by-step to occupational health practices in a manufacturing company. Results: For the problem statement (Step 1) and formulating a hypothesis of cause-and-effect relationships (Step 2), we conducted a case-series study and hypothesized several workplace factors as causes of sick leaves. For empirical analysis (Step 3), we performed a retrospective cohort study. We set a department as the intervention target because of the high prevalence of sick leaves. After finding contextual and translational evidence by searching the scientific literature and assessing scientific evidence (Step 4), we identified stakeholders and weak elements in the occupational health management system. We promoted partnership with the stakeholders by sharing our findings (Step 5). We then developed and prioritized intervention options (Step 6) within the partnership. The employer decided to strengthen those weak elements and address the causes of sick leaves by developing an action plan and implementing interventions (Step 7). The incidence of sick leaves has subsequently decreased in the department. Finally, we evaluated the effectiveness of the problem-solving approach on the system, program, and outcomes (Step 8). Conclusion: This study revealed that a problem-solving approach may be effective in preventing sick leaves due to mental disorders in the workplace by building infrastructure for occupational health practice.

Background Employment standards (ES) include having a regular payday, regular breaks, the right to paid sick or vacation time, and paid wages. Inadequate ES contribute to the labour market vulnerability of workers; however, they are not typically considered to be risk factors for workplace injury. In a sample of Canadian workers, we examine the risk of injury associated with inadequate ES, independent of, and combined with inadequate workplace protections from workplace hazards. Methods Data from 2,803 adults working 15 hours or more/week in workplaces with at least five employees were analysed. We explored associations between exposure to workplace hazards with inadequate protections [termed occupational health and safety (OHS) vulnerability] and inadequate ES on workplace injury (physical or mental injury; injury requiring time off). Additive interaction models were used to examine the independent and combined effects of these exposures. Results Occupational health and safety vulnerability and inadequate ES were independently associated with increased injury outcomes. Adjusted models showed an additive relationship for all injury outcomes between OHS vulnerability and inadequate ES. Statistically significant superadditive relationships were observed for physical injury risk with policy and procedure vulnerability plus inadequate ES [synergy index (S) 1.50, 95% CI: 1.13–2.00] and for overall OHS vulnerability plus inadequate ES (S 1.53, 95% CI: 1.16–2.02), suggesting a combined effect greater than independent effects. Conclusion Occupational health and safety vulnerability and inadequate ES are independently associated with workplace injury. For certain injury outcomes, the combined effect of OHS vulnerability and inadequate ES is greater than the independent effects of each individual exposure.

Keita Kiuchi (2022, December 21). Examining the Reliability and Validity of the Work-Related Ruminations Scale. https://doi.org/10.17605/OSF.IO/PWS6X

I will examine the reliability and validity of the Japanese version of the Work-Related Ruminations Scale developed by Cropley et al (2012).

Purpose of Review Comparative research on sex and/or gender differences in occupational hazard exposures is necessary for effective work injury and illness prevention strategies. This scoping review summarizes the peer-reviewed literature from 2009 to 2019 on exposure differences to occupational hazards between men and women, across occupations, and within the same occupation. Recent Findings Fifty-eight studies retrieved from eight databases met our inclusion criteria. Of these, 30 studies were found on physical hazards, 38 studies on psychological/psychosocial hazards, 5 studies on biological hazards, and 17 studies on chemical hazards. The majority of studies reported that men were exposed to noise, vibration, medical radiation, physically demanding work, solar radiation, falls, biomechanical risks, chemical hazards, and blood contamination; while women were exposed to wet work, bullying and discrimination, work stress, and biological agents. Within the same occupations, men were more likely to be exposed to physical hazards, with the exception of women in health care occupations and exposure to prolonged standing. Women compared to men in the same occupations were more likely to experience harassment, while men compared to women in the same occupations reported higher work stress. Men reported more exposure to hazardous chemicals in the same occupations as women. Summary The review suggests that men and women have different exposures to occupational hazards and that these differences are not solely due to a gendered distribution of the labor force by occupation. Findings may inform prevention efforts seeking to reduce gender inequalities in occupational health. Future research is needed to explain the reasons for sex/gender inequality differences in exposures within the same occupation. Supplementary Information The online version contains supplementary material available at 10.1007/s40572-021-00330-8.

BACKGROUND: In industrial towns, the dangers of each industry also poses a threat to other industries due to the proximity of different industries to each other. So there is a need for a safety management system. OBJECTIVE: This study was conducted to introduce a management system for managing the safety of industrial towns. METHOD: This cross-sectional and qualitative study was conducted in three main phases: (1) Identify the elements of the safety management systems using literature review, (2) screening and determining useful elements using Delphi technique and (3) determining the structure of safety management system. RESULTS: Participation of the industries and their compliance with the standards were considered as the system foundation. The networks of safety information of the industries, accident’s database, safety training, contractors, emergency management and management of the changes were placed on the foundation as the system columns. The Industrial Town’s Safety Management (ITSM) system as the system roof was placed on the columns. This structure was placed within a two-line framework including the trade secrets and program audit. CONCLUSIONS: The ITSM system consists of a set of factors that can help manage the safety of the industrial towns. This system will increase the safety level of industrial towns by incorporating some safety principles. However, the safety management of an industrial town is very complex and requires a great deal of efforts.

Occupational exposure assessments are dominated by small sample sizes and low spatial and temporal resolution with a focus on conducting Occupational Safety and Health Administration regulatory compliance sampling. However, this style of exposure assessment is likely to underestimate true exposures and their variability in sampled areas, and entirely fail to characterize exposures in unsampled areas. The American Industrial Hygiene Association (AIHA) has developed a more realistic system of exposure ratings based on estimating the 95th percentiles of the exposures that can be used to better represent exposure uncertainty and exposure variability for decision-making; however, the ratings can still fail to capture realistic exposure with small sample sizes. Therefore, low-cost sensor networks consisting of numerous lower-quality sensors have been used to measure occupational exposures at a high spatiotemporal scale. However, the sensors must be calibrated in the laboratory or field to a reference standard. Using data from carbon monoxide (CO) sensors deployed in a heavy equipment manufacturing facility for eight months from August 2017 to March 2018, we demonstrate that machine learning with probabilistic gradient boosted decision trees (GBDT) can model raw sensor readings to reference data highly accurately, entirely removing the need for laboratory calibration. Further, we indicate how the machine learning models can produce probabilistic hazard maps of the manufacturing floor, creating a visual tool for assessing facility-wide exposures. Additionally, the ability to have a fully modeled prediction distribution for each measurement enables the use of the AIHA exposure ratings, which provide an enhanced industrial decision-making framework as opposed to simply determining if a small number of measurements were above or below a pertinent occupational exposure limit. Lastly, we show how a probabilistic modeling exposure assessment with high spatiotemporal resolution data can prevent exposure misclassifications associated with traditional models that rely exclusively on mean or point predictions.

Aim The study aimed to assess the incidence of needlestick and sharps injuries among healthcare workers (HCWs) in the Jazan region of Saudi Arabia, as well as to determine whether there exists an association between hospital level and needlestick and sharps injuries rate. Design A cross‐sectional survey was conducted among 609 randomly selected HCWs from nine general hospitals. Methods A self‐administered questionnaire, which covered the structure and process of injection safety, was used for data collection. Results The overall needlestick and sharps injuries incidence rate was 24%. The needlestick and sharps injuries rates were 30% and 14% in secondary and tertiary hospitals, respectively. HCWs working in tertiary hospitals were 61% less likely to have needlestick and sharps injuries than those employed in secondary hospitals. This was mainly the impact of better and continuous training. High safety level maintenance and health education provision are vital in such settings.

Objectives The number of part-time staff is increasing every year, and they are becoming very essential in completing the workforce. Healthcare and assurance for part-timers will be an important issue in the future. The purpose of our study was to collect recent data and examine the status of health management for part-time employees in workplaces. Methods We administered a questionnaire to part-time staff at 14,000 workplaces that were randomly selected from a nationwide list of workplaces. Of the 4,718 respondents, 4,652 valid cases were analyzed. Part-timers were classified as those working more than 3/4 (Category 1), more than 1/2 and less than 3/4 (Category 2), and less than 1/2 (Category 3) of the routine working hours of full-time employees. Results A total of 97.2% of workplaces conducted regular medical health check-ups (medical check-ups) for full-time employees. The percentage of workplaces conducting medical check-ups for part-timers was lower as their working hours were fewer; only 32.2% of workplaces conducted medical check-ups for Category 3 part-timers. The percentages were lower for smaller workplaces, and workplaces with 29 or fewer employees had the lowest percentage for Category 3 part-timers (27.9%). The percentage of employers bearing the full cost of medical check-ups was lower for Category 1 (90.5%), 2 (87.7%), and 3 (85.0%) part-timers than that for full-time employees (93.7%). Conclusions The rate of regular medical check-ups in workplaces was lower for part-timers, as their working hours were shorter, and workplaces were smaller. Expanding health management in workplaces may be necessary owing to the diversity in working styles.

OBJECTIVES This study aimed to clarify the competencies required for occupational health professionals in disaster management based on their personal experiences of workplaces damaged by the Kumamoto earthquakes. METHODS This study adopted a qualitative descriptive design using semi-structured interviews. The study participants included eight occupational health professionals who had been engaged in occupational health practice at workplaces affected by the Kumamoto earthquakes and subsequently employed at the same workplace. Data analyses were performed using a qualitative data analysis method. The researcher read transcripts of the interviews verbatim and extracted subcategories and categories, seeking points of commonality among homogeneous and heterogeneous elements while identifying content related to the competencies of the professionals during a disaster. RESULTS Nine categories and 29 subcategories were extracted. The following competencies were identified as skills required for occupational health professionals when a disaster occurred: "perceiving the essentials of the situation through a comprehensive understanding of the health impacts caused by disasters," "prioritizing tasks while appropriately understanding a situation that is changing over time," "starting from what one can do while ensuring one's own health and safety," "continuing occupational health practice by devising efficient approaches while flexibly responding to the situation," "creating an environment that enables each occupational health team member to fulfill their role," and "adjusting the positions of occupational health departments within organizations to utilize networks." The following competencies were identified as skills required for occupational health professionals' disaster response and preparedness: "having the essential personal qualities of occupational health professionals," "establishing relationships of trust with employees and companies," and "linking one's experience of a disaster to future occupational health practice." CONCLUSIONS The competencies required for occupational health professionals in disaster management are disaster response and preparedness. Moreover, these aspects in disaster response and preparedness suggest that occupational health professionals are required to have strategic and creative thinking skills including organizational approaches such as boosting networking in the workplace and establishing employer-employee relationships based on multifaceted assessment and situational flexibility.

Introduction: Healthy and safe working conditions in the Bulgarian forest economy are associated with a lower incidence of labor abuses and occupational diseases among forest workers. Strategic management in this area includes actions to improve the working environment, part of which is the organization of pre-occupational nutrition. Purpose of the study is to support the occupational health of forest workers with specific dietary guidelines. Methods: The object of the study is 105 workers employed in the forestry of Northern Bulgaria. A documentary method was used - a study of the medical documentation from preventive examinations conducted in the period from 2015 to 2019. The results were analyzed with statistical software SPSS v.20. Results: Dietary recommendations in forestry aim to reduce the occupational health risk from contact with biological hazards, cold and hot microclimate, noise, dust and forced working posture. Dietary guidelines include adequate hydration, recommended eating frequency with a mandatory snacks, consumption of animal foods, fruits and vegetables, which increase the intake of essential amino acids, dietary fiber, vitamins (A, C, B1, B2, B6,), calcium, magnesium and trace elements, limiting the intake of saturated fatty acids and sodium, provision of dining facilities, clean food and clean drinking water. The training of forest workers to regulate energy intake is also being discussed. Conclusion: The implementation of dietary recommendations based on leading occupational hazards in forestry will help to protect occupational health and safety at work.

Objectives The aims of this study were to determine if there was an increased risk of incident cardiovascular disease (CVD) and diabetes and an increase in arterial stiffness in participants who reported working 41–54 h per week and more than 55 h compared to those who worked 40 h or less over a time interval of 5 years. Methods In a subsample of the population-based prospective Gutenberg Health Study (GHS) study, we examined working participants younger than 65 years at baseline (n = 7241) and after 5 years. To test the association of working time at baseline and incident cardiovascular events and diabetes type II, we estimated hazard ratios (HR) using competing risks models. For a change in the arterial stiffness index (SI) based on assessment using a Pulse Trace PCA2 device, we used multivariate linear regression models. Results The SI increased in those working more than 55 h per week (beta coefficiant = 0.32 m/s (95% CI 0.07–0.58) compared to those working 40 h and less after adjustment for sex, age and SES. Due to small numbers there was no significant association of working hours and clinically manifest cardiovascular events and diabetes type II in the 5-year follow-up time. Conclusions Further studies are needed to confirm the results on working hours and arterial stiffness. Analyses of the 10-year follow-up with more events may clarify the results for incident cardiovascular events and metabolic outcomes.

BACKGROUND: Environmental hazards in healthcare institutions affect the quality of patient care as well as personnel and patient safety. OBJECTIVE: The aim of this study was to develop and apply a semi-quantitative risk assessment method to calculate occupational health risk levels with regard to the sensitivities of healthcare institutions. METHODS: The present research was conducted in three phases. In phases 1 and 2, the model was developed using a review of different risk assessment methods, extracting expert opinions (N = 10) through semi-structured interviews, and using the fuzzy analytical hierarchy process (FAHP). In phase 3, in order to validate the proposed method, one of the five public hospitals was randomly selected and a case study comprising 6 sections was performed. RESULTS: A total of 43 health risks were identified and evaluated using the present method, 41.86% of which were at very high levels, 16.27% at high levels, 30.23% at substantial ones, 9.3% at medium and 2.32% at low levels. The highest health risks were found in paraclinical and operating room wards. CONCLUSION: To overcome the shortcomings of the proposed health risk assessment methods, a semi-quantitative method was used in the present study to more accurately calculate the risk levels in the healthcare institutions and also calculate the risk level of each hospital unit. The proposed semi-quantitative method can be used as a tool for assessing occupational health risks as a key element of risk management. In addition, by focusing on an appropriate framework for occupational health risk assessment, specialists in the organization will be able to take significant and effective steps to implement an efficient risk management system.

Purpose Health problems among employees with a lower socioeconomic position (SEP) often result from an interplay of problems on multiple life domains. Contextual factors greatly affect implementation of interventions that aim to solve these type of problems. The aim of this study was to gain insight into the organizational and socio-political context for implementation of preventive interventions that consider multiple life domains among employees with a lower SEP. Methods In total 16 semi-structured interviews were conducted with stakeholders at organizational level, occupational health service (OHS) level, and at socio-political macro level. Thematic analysis was performed to identify themes that describe the perceptions of stakeholders about the impact of contextual factors on implementation. Results The following themes were identified: (1) the importance of addressing problems on multiple life domains among employees with a lower SEP, (2) unclarity of responsibilities for solving problems on multiple life domains, (3) necessity of better collaboration between occupational and curative healthcare, (4) insufficient investments in prevention by employers, (5) difficulties in early identification of employees at risk for health problems, and (6) risk of conflicting role for supervisors in addressing problems on multiple life domains. Conclusions Implementation of preventive interventions considering multiple life domains among lower SEP employees is challenging, due to various contextual factors. To improve the feasibility, many different stakeholders both in- and outside occupational health practice need to be involved, collaborate, and need to be convinced of the added value to prevent problems on multiple life domains among employees with a lower SEP.