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The 1950s witnessed high accident rates in China’s industrial workplaces. Previous scholarship has attributed this phenomenon to enterprises prioritizing production over safety and to the impotence of China’s labor unions in enforcing safety policies. This article proposes a third approach by exploring the Chinese Communist Party’s (CCP) mass-based safe production regime, which was designed for political struggle against capitalists as well as fulfilling its political commitments to workers, while also aiming to enhance safety. Consequently, China’s labor authorities often adopted a principle of absolving workers from accident responsibilities, often shifting blame to enterprise leaders. This approach was ineffective in preventing accidents. In addition, the party’s safety education policies fell short because they romanticized older workers as safety-conscious mentors to the younger workforce but overlooked the reality that these veterans were often more prone to accidents. The generational gap in China’s workforce also impeded the dissemination of safety knowledge and practices. [ABSTRACT FROM AUTHOR]

BACKGROUND: Mutual help among members is critical to the accomplishment of complex tasks in an organization. Helping behaviors are infectious, and employees learn to imitate their coworkers' helping behaviors through observation. However, whether coworker helping triggers imitation learning depends on observers' motivational attributions for coworker helping behaviors to some extent. OBJECTIVE: Based on attribution theory and approach-avoidance framework, this research explored the approach and avoidance-oriented emotional and behavioral consequences of observers' prosocial and impression management motivational attributions of coworker helping behavior. METHODS: An experimental study with 178 participants and a field study with 259 employees was conducted. RESULTS: The results revealed that observers attribute coworkers' helpfulness to prosocial motivation, which elicited observers' approach-oriented emotions (i.e., positive empathy) and behaviors (i.e., helping behavior) and reduced coworker exclusion, while impression-management motivation elicited observers' avoidance-oriented emotions (i.e., disgust) and behaviors (i.e., coworker exclusion) and reduced helping behavior. CONCLUSION: The results suggest that prosocial motivational attributions and impression management motivational attributions are key factors in determining whether observers have approach- or avoidance-oriented emotions and behaviors toward coworker helping. Accordingly, individual employees and managers should focus on employees' motivation to help others in order to promote mutual support and harmony in the workplace. [ABSTRACT FROM AUTHOR]

Mistreatment in the workplace is a recurring and persistent threat to employee health and organizational productivity. Research has shown that there are five times as many cases of workplace mistreatment reported in China as in the United States. Therefore, we established the mistreatment-employee health relationship in Chinese companies. The search was conducted in the Web of Science, EBSCOhost, PsycInfo, and Google Scholar databases. The search terms used were "China," "mistreatment," "abuse," "neglect," "exploitation," and "violence." The search was not limited by the year of publication. The search found 1,527 articles, 65 of which met the inclusion/exclusion criteria and were used for data analysis and quality assessment. Our results show that the overall prevalence of abuse varies significantly but ranges from 18.5% to 94.6%. Psychological aggression by supervisors and customers was common in the healthcare industry. The experience of abuse was positively correlated with adverse consequences such as emotional fatigue, addiction, and suicidal ideation. By providing evidence of the effects of mistreatment, this study aims to help researchers and practitioners align their policies with global labor standards. [ABSTRACT FROM AUTHOR]

Through in-depth interviews with Chinese female expatriates who have worked in the country's overseas enterprises in developing countries, this study found that female expatriates frequently encountered sexual harassment and other forms of gender-based prejudice from both home and host countries. The lack of organizational gender consciousness and mechanisms to address gender inequality contributes to women's vulnerability to gender-based workplace hostility. Thus, it is necessary for Chinese enterprises to reassess their organizational policies and cultures when expanding their international horizons to create more inclusive workplace environments. Implications to enhance organizational policies and mechanisms against gender discrimination are discussed. [ABSTRACT FROM AUTHOR]

This study builds on the emergence of new gifting practices using e-hongbaos which are monetary gifts transferred between individuals made possible by digital communication platforms. This is an exploratory study on the impact of these innovations on intra-organizational relationships. Three types of intra-organizational relationships are considered: the employee's relationship with the organization, with the team, and with the manager. The findings of the study indicate positive impacts of e-hongbao at all organizational levels. The authors also identify the varying effects of e-hongbao on intra-organizational relationship outcomes depending on the occasion of gifting, as well as the mode, direction, and measure. Specifically, 'group' e-hongbao, a gamified group-gift enabled by the digitalization of gifting, has the strongest influence on intra-organizational relationships. The authors discuss the implications of these findings for theory and practice in the workplace and also offer future research directions. [ABSTRACT FROM AUTHOR]

Based on ethnographic fieldwork conducted in the form of immersive research in corporate Shanghai, this article demonstrates how white-collar women in urban China crafted relatedness in the interstitial times and spaces of and beyond the workplace. It brings to light how the precarious nature of work and the workplace environment shaped the precarious nature of relatedness established by those women who worked together. Though aware of the assumed lack of sociability and interpersonal trust as well as the fleeting and momentary ties formed in urban and corporate spaces defined by mobility and instability, white-collar women who worked together developed ties of relatedness to express their own desired understanding of the self and familial and gender roles. Forms of relatedness produced among white-collar women in and beyond the workplace occupy a space between home and work, reconceptualize women's roles and places in family life, and reconfigure kinship and gender. [ABSTRACT FROM AUTHOR]

Workplace social capital positively influences the quality but reduces the cost of healthcare services. Academic research suffers from limited and inadequate culturally sensitive nurses' workplace social capital instruments. Here we report on the design and protocol of a culturally focused instrument development study in China. The overarching objective of our dual phase study is to develop and validate a questionnaire measuring nurses' workplace social capital tailored toward Chinese cultural values and norms. In the first phase of INSTRUMENT DEVELOPMENT, the qualitative phase, we will conduct interviews with purposefully sampled nurses from five geographically diverse regions capturing 16 provinces in China to formulate the initial version of the Nurses' Workplace Social Capital Questionnaire (NWSCQ). Data collection will be stopped at the saturation point and content analysis will be performed for interview data in parallel. The initial version of the NWSCQ will be evaluated and confirmed by two-rounds of expert consultation (target N = 20) and pre-tested among 70 nurses. During the second phase of INSTRUMENT VALIDATION or the quantitative phase, we will validate the psychometric properties of the NWSCQ. The validity and reliability of the questionnaire will be examined and validated through three cross-sectional surveys among nurses (target N = 1154) randomly selected from 12 tertiary hospitals. We have reported our study protocol with the intention of sharing our experience with researchers in other countries who are striving to advance the phenomenon of culturally sensitive and social normatively appropriate nurses' workplace social capital. Findings from our study should advance the development of culturally appropriate and valid instrument of nurses' workplace social capital, another important step toward recognition and incorporation of cultural diversity in the daily operation of healthcare industry. [ABSTRACT FROM AUTHOR]

The layout of an office significantly affects human health, well-being and productivity in multi-occupancy offices, while the relationship and prioritization of various office layout factors have not been clarified. This study conducts a thorough investigation of office layout factors on occupant satisfaction. Existing pieces of literature were deconstructed and reorganized to extract five office layout factors. For a comparative investigation, an analytic hierarchy process-based online survey and a post-occupancy evaluation-based field survey focusing on academic buildings were implemented in China. The influence mechanisms in the satisfied and dissatisfied groups were explored together with the demographic differences by introducing the Kano model. The influence mechanism differences of the office layout factors between the priori and posteriori processes are emphasized. The results indicate that in academic buildings, the influence of a workstation location on satisfaction tends to be overestimated in the design stage, while the influence of space size tends to be underestimated in the design stage. Workstation orientation is a significant factor that is easily overlooked. Generally, an office layout design should focus more on ensuring the basic needs of all employees rather than creating design highlights. This study provides a new perspective to examine the gaps between actual satisfaction and expected satisfaction, and the obtained results can be directly used to guide user-centered office interior design. [ABSTRACT FROM AUTHOR]

Background: Hypertension-related knowledge, attitude and practice (KAP) of hypertensive patients can affect the awareness, treatment and control of hypertension. However, little attention has been paid to the association between the change of hypertension preventive KAP and blood pressure (BP) control in occupational population using longitudinal data. We assess the effectiveness of a workplace-based multicomponent hypertension intervention program on improving the level of KAP of hypertension prevention, and the association between improvement in KAP and BP control during intervention., Methods: From January 2013 to December 2014, workplaces across 20 urban regions in China were randomized to either the intervention group (n = 40) or control group (n = 20) using a cluster randomized control method. All employees in each workplace were asked to complete a cross-sectional survey to screen for hypertension patients. Hypertension patients in the intervention group were given a 2-year workplace-based multicomponent hypertension intervention for BP control. The level of hypertension prevention KAP and BP were assessed before and after intervention in the two groups., Results: Overall, 3331 participants (2658 in the intervention group and 673 in the control group) were included (mean [standard deviation] age, 46.2 [7.7] years; 2723 men [81.7%]). After 2-year intervention, the KAP qualified rate was 63.2% in the intervention groups and 50.1% in the control groups (odds ratio = 1.65, 95% CI, 1.36∼2.00, P < .001). Compared with the control group decreased in the qualified rate of each item of hypertension preventive KAP questionnaire, all the items in the intervention group increased to different degrees. The increase of KAP score was associated with the decrease of BP level after intervention. For 1 point increase in KAP score, systolic blood pressure (SBP) decreased by .28 mmHg and diastolic blood pressure (DBP) decreased by .14 mmHg [SBP: β = -.28, 95%CI: -.48∼-.09, P = .004; DBP: β = -.14, 95%CI: -.26∼-.02, P = .024]. SBP and DBP was significantly in manual labor workers (SBP: β = -.34, 95%CI: -.59∼-.09, P = .008; DBP: β = -.23, 95%CI: -.38∼-.08, P = .003), workers from private enterprise, state-owned enterprise (SOE) (SBP: β = -.40, 95%CI: -.64∼-.16, P = .001; DBP: β = -.21, 95%CI: -.36∼-.06, P = .005) and a workplace with an affiliated hospital (SBP: β = -.31, 95%CI: -.52∼-.11, P = .003; DBP: β = -.16, 95%CI: -.28∼-.03, P = .016). The improvement of knowledge (SBP: β = -.29, 95%CI: -.56∼-.02, P = .038; DBP: β = -.12, 95%CI: -.29∼.05, P = .160), as well as attitude (SBP: β = -.71, 95%CI: -1.25∼-.18, P = .009; DBP: β = .18, 95%CI: -.23∼.59, P = .385) and behavior (SBP: β = -.73, 95%CI: -1.22∼-.23, P = .004; DBP: β = -.65, 95%CI: -.97∼-.33, P < .001) was gradually strengthened in relation to BP control., Conclusion: This study found that workplace-based multicomponent hypertension intervention can effectively improve the level of hypertension preventive KAP among employees, and the improvement of KAP levels were significantly associated with BP control., Trial Registration: Chinese Clinical Trial Registry No. ChiCTR-ECS-14004641., Competing Interests: Declaration of Conflicting InterestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

The wide use of crystalline silicon solar cells in the field of new energy is an important boost for China to achieve the environmental protection goal as soon as possible. However, the production and manufacturing processes of these cells give rise to various occupational hazards at workplace, thus posing health risks to workers. This review provided an overview of production processes of crystalline silicon solar cells, the characteristics of occupational health hazards (productive dust; physical factors, productive toxicant) and proposed occupational protection suggestions.

Introduction: This study addresses a critical gap in understanding how technological advancements, specifically industrial robots, influence urban pollution emissions and public health. The rapid evolution of technology and changing working conditions significantly affect these areas, yet research has not extensively explored this domain., Methods: Utilizing 2018 China Labor-force Dynamic Survey (CLDS) dataset, this study examines the impact of industrial robots on public health. An analytical framework is employed to assess the correlation between the adoption of eco-friendly industrial robots and improvements in worker health, attributed to the reduction of pollution emissions., Results: The findings reveal that the adoption of industrial robots significantly enhance both public physical and mental health. This study also identifies potential demographic heterogeneity in the effects of industrial robots. The benefits are more pronounced among non-insured manual female workers who are older, have lower education levels, and hold rural hukou. These benefits are closely linked to improvements in the quality of the production environment and reductions in pollution emissions at both macro and micro levels., Discussion: The study underscores the significant potential of industrial robots to positively impact urban health, advocating for strategies that promote the development of safer, greener environments., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Yu, Hu, Li and Yan.)

The World Health Organization (WHO) released the Guidelines on mental health at work and published a related ILO/WHO joint policy brief with the International Labor Organization (ILO) on September 28th, 2022. They called on governments and employers to adopt supportive interventions in the fields of mental health and occupational health to protect and promote workers' mental health. Based on these two publications, this article summarizes the main ideas of the guidelines, and reviews the relevant legislation progress of China and international level. Besides, it proposes suggestions for formulating occupational safety and health policies, and promoting mental health at work.

Aims: To test the effectiveness of intractive, instant messaging chat‐based mobile phone support versus text‐based mobile phone support integrated with brief interventions on self‐reported smoking abstinence in workplaces. Design A two‐arm parallel cluster‐randomized controlled trial with follow‐up to 12 months. Setting: Seventy‐five companies in Hong Kong, China. Participants: Daily cigarette adult smokers (92.0% male, 90.9% not ready to quit within the next 30 days) from 75 companies (clusters). Interventions: Participants were cluster‐randomized to receive text‐based support (TBS, n = 375; 38 clusters) or chat‐based support (CBS, n = 304; 37 clusters). TBS participants received automated and fix‐scheduled text messages on cessation advice and support. CBS participants received fix‐scheduled text messages and additional real‐time psychosocial and cessation support via instant messaging services (e.g. WhatsApp) by counsellors. Both groups received a 1‐hour health talk at baseline and brief telephone counselling at 1 week and 1, 3, 6 and 12 months. Measurements: The primary outcome was self‐reported 7‐day point‐prevalence abstinence at 6 months post‐treatment initiation. Secondary outcomes included 7‐day point‐prevalence abstinence at 12 months, repeated 7‐day point‐prevalence abstinence, smoking reduction, quit attempts and intervention engagement, defined as having read text messages and/or engaged in conversation with counsellors. Findings By intention‐to‐treat assuming that dropouts were smoking, self‐reported abstinence was not significantly different between the CBS and TBS groups at 6 months [18.8 versus 21.6%, risk ratio (RR) = 0.87, 95% confidence interval (CI) = 0.61, 1.23, retention = 71.3%] and 12 months (21.4 versus 24.0%, RR = 0.90, 95% CI = 0.66, 1.21, retention = 70.8%). The repeated 7‐day point‐prevalence abstinence, smoking reduction and quit attempts were similar between the groups. The participants who were engaged in the text‐ and/or chat‐based interventions had greater abstinence (adjusted RR = 2.91, 95% CI = 1.87, 4.52) at 6 months compared with unengaged participants. Conclusions: Compared with a text messaging mobile phone intervention, a chat‐based instant messaging mobile phone intervention did not improve smoking abstinence over 12 months in workplaces. Engagement in text‐based or chat‐based interventions was associated with higher quit rates compared with non‐engagement. [ABSTRACT FROM AUTHOR]

Employees' innovative behaviors (EIB) play a crucial role in driving enterprises' innovation and enabling them to adapt to the complex business environment. The purpose of this study is to examine the role of proactive personality in EIB, whereby a mediating effect of work-related flow is proposed in this relationship. The moderating effect of organizational innovation climate is also examined on the indirect of proactive personality on EIB through work-related flow. With purposive sampling, a questionnaire survey was conducted on front-line employees of two digital cultural and creative industrial parks in Southwest China. A total of 279 valid questionnaires were used for hypothesis verification. The findings indicate that employees' proactive personality has a significant positive effect on EIB. Employees with a proactive personality are more likely to experience work-related flow, which in turn promotes their EIB. However, we did not find evidence of the organizational innovation climate moderating the relationship between proactive personality and EIB., Competing Interests: Declaration of competing interest The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 The Authors. Published by Elsevier B.V. All rights reserved.)

Background: Occupational health is closely related to harmful factors in the workplace. Dust is the primary contributing factor causing impaired lung ventilation function among employees with dust exposure, and their lung ventilation function may also be influenced by other factors. We aimed at assessing the status and influencing factors of lung ventilation function among employees exposed to dust in the enterprises of the Eighth Division located in the Xinjiang Production and Construction Corps (XPCC), China., Methods: Employees exposed to dust in enterprises of the Eighth Division located in the XPCC in 2023 were selected as the subjects of this cross-sectional study. Their lung ventilation function indicators were extracted from health examination records, and an on-site electronic questionnaire survey was conducted among them. Binary logistic regression analyses were conducted to evaluate the factors influencing lung ventilation function., Results: According to the fixed value criteria, the abnormal rates of forced expiratory volume in 1 s (FEV 1 ), forced vital capacity (FVC), and FEV 1 /FVC were 31.6, 1.4, and 0.4%, respectively. The lower limit of normal (LLN) criteria could overestimate the rate of abnormal lung ventilation function. Several factors were related to impaired lung ventilation function, including gender, age, education level, marital status, body mass index (BMI), smoking status, physical activity, the type of dust, industry, enterprise scale, occupation, length of service, working shift, monthly income, and respiratory protection., Conclusions: A relatively low abnormal rate of lung ventilation function was observed among employees exposed to dust in enterprises of the Eighth Division, XPCC, and their lung ventilation function was associated with various factors. Effective measures should be taken urgently to reduce the effects of adverse factors on lung ventilation function, thereby further protecting the health of the occupational population., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Zhao, Zhao, Lu, Dong, Wang, Song and Hu.)

Background: In 2009, a workplace-based hypertension management program was launched among men with hypertension in the Kailuan study. This program involved monitoring blood pressure semimonthly, providing free antihypertensive medications, and offering personalized health consultations. However, the cost-effectiveness of this program remains unclear., Methods and Results: This analysis included 12 240 participants, with 6120 in each of the management and control groups. Using a microsimulation model derived from 10-year follow-up data, we estimated costs, quality-adjusted life years (QALYs), life-years, and incremental cost-effectiveness ratios (ICERs) for workplace-based management compared with routine care in both the study period and over a lifetime. Analyses are conducted from the societal perspective. Over the 10-year follow-up, patients in the management group experienced an average gain of 0.06 QALYs with associated incremental costs of $633.17 (4366.85 RMB). Projecting over a lifetime, the management group was estimated to increase by 0.88 QALYs or 0.92 life-years compared with the control group, with an incremental cost of $1638.64 (11 301.37 RMB). This results in an incremental cost-effectiveness ratio of $1855.47 per QALY gained and $1780.27 per life-year gained, respectively, when comparing workplace-based management with routine care. In probabilistic sensitivity analyses, with a threshold willingness-to-pay of $30 765 per QALY (3 times 2019 gross domestic product per capita), the management group showed a 100% likelihood of being cost-effective in 10 000 samples., Conclusions: Workplace-based management, compared with routine care for Chinese men with hypertension, could be cost-effective both during the study period and over a lifetime, and might be considered in working populations in China and elsewhere.

Aim: To examine the modifiable predictors and the level of workplace social capital, transformational leadership, emotional intelligence and organizational justice among registered nurses in Chinese hospitals. Background: Workplace social capital is a relational network developed among nurses and other healthcare professionals that provides social support, and gives value to their working lives. Internationally, cultivating high levels of social capital is critical as it can help improve nurse satisfaction and care, and address nurse turnover. However, knowledge of factors influencing nurses' workplace social capital is limited in China. Methods: In this cross‐sectional, descriptive predictive study, 344 registered nurses were randomly selected from three urban Chinese hospitals in Zhejiang province. Five standard instruments were applied to collect data. Descriptive statistics were used to present the level of the variables and stepwise multiple regression was performed to identify the predictors of nurses' workplace social capital. Results: Among eight potential factors, transformational leadership and emotional intelligence positively predicted workplace social capital. Nurses perceived the overall level of workplace social capital, emotional intelligence and unit managers' transformational leadership as high, and the overall level of organizational justice as moderate. Discussion: Enhancing unit managers' transformational leadership and nurses' emotional intelligence was found to positively influence the development of workplace social capital. Although it is not a predictor of workplace social capital, nurses' organizational justice should be improved due to its importance and current unsatisfactory level. Conclusion and implications for nursing and health policy: Nursing and health policymakers need to consider the enhancement of transformational leadership and emotional intelligence when implementing policies to improve nurses' workplace social capital, nursing retention and job satisfaction. [ABSTRACT FROM AUTHOR]

Background: Workplace violence is a major concern for clinicians worldwide. There has been little data on the epidemiology of workplace violence against frontline clinicians during the COVID-19 pandemic. This study examined the pattern of workplace violence and its association with quality of life (QOL) against frontline clinicians during the outbreak of COVID-19 pandemic in China. Methods: A cross-sectional online study was conducted in China between March 15 and March 20, 2020. Frontline clinicians' experience with workplace violence was measured with six standardized questions derived from the Workplace Violence Scale, while anxiety, depressive, and insomnia symptoms, and QOL were measured using the General Anxiety Disorder Questionnaire, the Patient Health Questionnaire, the Insomnia Severity Index, and the World Health Organization Quality of Life Questionnaire, respectively. Univariate analyses, multivariable logistic regression analyses, and structural equation modeling (SEM) were conducted. Results: A total of 15,531 clinicians completed the assessment; 2,878 (18.5, 95% CI = 17.92–19.14%) reported workplace violence during the outbreak of the COVID-19 pandemic (verbal violence: 16.1%; physical violence: 6.9%). According to multivariable models, key correlates of workplace violence were male gender, longer work experience, higher education level, smoking, working in the psychiatry or emergency department, working in tertiary hospitals, being involved in direct care of infected patients, having infected family/ friends/ colleagues, and frequently using social communication programs. Clinicians working in inpatient departments were less likely to report workplace violence compared to those working in outpatient departments. SEM analysis revealed that both violence and emotional disturbances (anxiety, depression, and insomnia) directly affected QOL (standardized direct effect = −0.031, and −0.566, respectively, P < 0.05), while emotional disturbances partly mediated the association between work violence and QOL (standardized indirect effect = −0.184, P < 0.05). Conclusion: Frontline clinicians were vulnerable to workplace violence during the COVID-19 pandemic. Due to the negative impact of workplace violence on quality of care and clinicians' QOL, health authorities and policymakers should take effective measures to reduce workplace violence against clinicians. [ABSTRACT FROM AUTHOR]

Background: The association of workplace factors on mental health of healthcare workers (HCWs) during the COVID-19 pandemic needs to be urgently established. This will enable governments and policy-makers to make evidence-based decisions. This international study reports the association between workplace factors and the mental health of HCWs during the pandemic.Methods: An international, cross-sectional study was conducted in 41 countries. The primary outcome was depressive symptoms, derived from the validated Patient Health Questionnaire-2 (PHQ-2). Multivariable logistic regression identified factors associated with mental health outcomes. Inter-country differences were also evaluated.Results: A total of 2527 responses were received, from 41 countries, including China (n = 1213; 48.0%), UK (n = 891; 35.3%), and USA (n = 252; 10.0%). Of all participants, 1343 (57.1%) were aged 26 to 40 years, and 2021 (80.0%) were female; 874 (34.6%) were doctors, and 1367 (54.1%) were nurses. Factors associated with an increased likelihood of depressive symptoms were: working in the UK (OR = 3.63; CI = [2.90-4.54]; p < 0.001) and USA (OR = 4.10; CI = [3.03-5.54]), p < 0.001); being female (OR = 1.74; CI = [1.42-2.13]; p < 0.001); being a nurse (OR = 1.64; CI = [1.34-2.01]; p < 0.001); and caring for a COVID-19 positive patient who subsequently died (OR = 1.20; CI = [1.01-1.43]; p = 0.040). Workplace factors associated with depressive symptoms were: redeployment to Intensive Care Unit (ICU) (OR = 1.67; CI = [1.14-2.46]; p = 0.009); redeployment with perceived unsatisfactory training (OR = 1.67; CI = [1.32-2.11]; p < 0.001); not being issued with appropriate personal protective equipment (PPE) (OR = 2.49; CI = [2.03-3.04]; p < 0.001); perceived poor workplace support within area/specialty (OR = 2.49; CI = [2.03-3.04]; p < 0.001); and perceived poor mental health support (OR = 1.63; CI = [1.38-1.92]; p < 0.001).Conclusion: This is the first international study, demonstrating that workplace factors, including PPE availability, staff training pre-redeployment, and provision of mental health support, are significantly associated with mental health during COVID-19. Governments, policy-makers and other stakeholders need to ensure provision of these to safeguard HCWs' mental health, for future waves and other pandemics. [ABSTRACT FROM AUTHOR]

While China's Constitution says everyone is treated equally before the law, employment discrimination continues to exist. This paper breaks new ground by analysing a quantitative survey of more than 10,000 lesbian, gay, bisexual, transgender and intersex (LGBTI) people, the largest dataset of its kind to date in China. Only 5.1 per cent of respondents were completely open about their gender and sexuality at work. More than one-fifth reported experiencing negative treatment in the workplace. Transgender and intersex people reported higher rates of negative treatment, as did respondents with lower educational levels and lower incomes and those residing in towns. Employer policies against discrimination were rare, but when in place, they were significantly associated with less negative treatment. These findings highlight an almost completely neglected segment of the workforce and document discriminatory experiences that could be addressed by changes in discrimination law and by employer policies and practices related to diversity and inclusion. [ABSTRACT FROM AUTHOR]

As a rapid, accurate and efficient analytical technique, gas chromatography is widely used in the detection of volatile organic compounds and inorganic small molecule toxins, and it is the main analytical method in the national testing standards for occupational health. The existing effective national standards of gas chromatography for the detection of some substances have low column efficiency, high toxicity of reagents, poor correlation of the standard curve and low desorption efficiency and other problems, some of which can be solved through method improvement. At the same time, with the use of new materials and new processes, new types of toxic substances are emerging, and there are still many occupational disease hazards of limited value without supporting detection methods, gas chromatography can be applied to the detection of some toxic substances to better complement the vacancy of China's occupational health detection methods. This paper analyzes the current situation of the application of gas chromatography in occupational health testing standards, discusses the improvement of some of these methods, and helps to promote the application and development of gas chromatography in occupational health testing.

The pervasive use of social media in professional environments has become a focal point of contemporary research. Particularly, the routine engagement of employees with platforms like Facebook and WeChat during work hours exposes them to peers' achievements, potentially triggering upward social comparisons. This study investigates the often-overlooked psychological and behavioral consequences of such comparisons among employees in workplace settings. Specifically, we address a significant research gap by examining how upward social comparisons on social media influence employees' emotions and subsequent workplace behaviors. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for data analysis, this research analyzes responses from 477 high-tech employees in China. Our findings reveal that upward social comparisons can engender feelings of workplace envy and ego depletion. These emotional states, in turn, adversely impact employee behavior, manifesting in diminished job performance, increased tendency towards knowledge hiding, and heightened engagement in cyber loafing. This study contributes to the broader understanding of social media's impact on employee psychology and behavior, offering valuable insights for both academic research and practical management within the context of technology-enhanced workplace environments., Competing Interests: Declaration of competing interest The datasets generated during and/or analysed during the current study are available from the corresponding author on reasonable request. It was carried out in accordance with the recommendations of moral rules for empirical researches, and approved by the Academic Committee of Fujian University of Technology. We confirm that all participants provided informed consent. All participants were assured that their participation was voluntary and that their anonymous responses would be kept strictly confidential. On the cover-page of the questionnaire, it was clearly stated that “All your responses in this survey will be collected anonymously and be kept confidentially, and only be used for research”. The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. Written informed consent was obtained from the individual(s) for the publication of any potentially identifiable images or data included in this article., (Copyright © 2024. Published by Elsevier B.V.)

Background: The risk of workplace violence and job burnout among Chinese correctional officers is high. Stress and insomnia may influence the relationship between workplace violence and job burnout; however, this influence has been rarely studied. This study aimed to explore the effect of workplace violence on job burnout among Chinese correctional officers and to assess the contribution of stress and insomnia to this effect., Methods: In this study, the workplace violence scale, the Assens insomnia scale, the 21-item Depression Anxiety Stress Scale, and the Maslach Burnout Inventory-General Survey scale were used to assess the workplace violence, insomnia, stress, and job burnout experienced by the 472 correctional officers, respectively., Results: The results showed that (1) workplace violence was significantly and positively predictive of job burnout, (2) workplace violence affected job burnout through the mediation of stress, (3) workplace violence affected job burnout through the mediation of insomnia, and (4) stress and insomnia played fully interlocking mediating roles in the effect of workplace violence on job burnout., Conclusion: Stress and insomnia may play a full mediating role in the relationship between workplace violence and job burnout. This suggested that correctional officers may take measures to reduce stress and improve insomnia, thereby reducing their job burnout. Further research may focus on the development of effective interventions to reduce stress and improve insomnia among correctional officers., (© 2024. The Author(s).)

Occupational noise exposure is the most prominent problem in industrial enterprises in Jiangsu Province. Since 2019, China has established the National Surveillance System for Occupational Hazards in the workplace to grasp the current occupational hazards in critical industries, including occupational noise. According to the Work Plan for Surveillance of Occupational Hazards in the Workplace (2022) issued by the National Health Commission of the People's Republic of China, the noise exposure level of 3,142 enterprises in our province was monitored, the median and interquartile range (IQR) were calculated, and the distribution of noise exposure level was described by industry classification, enterprise-scale and ownership type of the enterprise. The railway, shipping, aerospace, and other transportation equipment manufacturing industries exhibited the highest proportion (42.9%) of individual noise exposure levels exceeding 85 dB(A), followed by the motor vehicles manufacturing industry (36.4%). The proportion of individual noise exposure levels exceeding 85 dB(A) was higher in medium and small enterprises, with rates of 28.1 and 28.6%, respectively. The highest proportion of personal noise exposure levels exceeding 85 dB(A) was observed in Hong Kong, Macao and Taiwan investment enterprises (37.5%), followed by incorporated companies (34.6%) and limited liability companies (28.1%), the lowest was state-owned enterprises(15.5%). The areas with excessive noise are primarily concentrated in grinding, welding, machining, cutting, and other related operations, accounting for 61.2% of the total. Among these operations, grinding accounts for 29.8%. The highest environmental noise and individual noise intensity were found in sandblasting and grinding positions, with individual noise intensities of 115.5 dB(A) and 108.4 dB(A), respectively. The noise exposure risk is so high that cannot be ignored in the manufacturing industry, especially in Hong Kong, Macao, and Taiwan investment enterprises, incorporated companies and medium and small enterprises., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2024 Zhang, Wang, Wang and Zhang.)

Background: Greenness surrounding residential places has been found to significantly reduce the risk of diseases such as hypertension, obesity, and metabolic syndrome (MetS). However, it is unclear whether visible greenness exposure at the workplace has any impact on the risk of MetS., Methods: Visible greenness exposure was assessed using a Green View Index (GVI) based on street view images through a convolutional neural network model. We utilized logistic regression to examine the cross-sectional association between GVI and MetS as well as its components among 51,552 adults aged 18-60 in the city of Hangzhou, China, from January 2018 to December 2021. Stratified analyses were conducted by age and sex groups. Furthermore, a scenario analysis was conducted to investigate the risks of having MetS among adults in different GVI scenarios., Results: The mean age of the participants was 40.1, and 38.5% were women. We found a statistically significant association between GVI and having MetS. Compared to the lowest quartile of GVI, participants in the highest quartile of GVI had a 17% (95% CI: 11-23%) lower odds of having MetS. The protective association was stronger in the males, but we did not observe such differences in different age groups. Furthermore, we found inverse associations between GVI and the odds of hypertension, low high-density lipoprotein cholesterol, obesity, and high levels of FPG., Conclusions: Higher exposure to outdoor visible greenness in the workplace environment might have a protective effect against MetS., Competing Interests: Declaration of Competing Interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2023 The Author(s). Published by Elsevier Ltd.. All rights reserved.)

The implications of intergroup contact for the social integration of rural migrant workers have received limited scholarly attention in China. Drawing on Allport's contact hypothesis and its recent extensions, this study investigates, from the perspective of urban residents, the situational and relational contexts within which intergroup encounters occur. Using the Urban Resident Survey conducted in 2014 across thirteen cities in China, we compare contact between urbanites and migrants in two social spaces: the workplace and the residential community. We also examine whether their associations with intergroup friendships differ for urbanites with kinship ties to migrants. Our findings highlight the complexities of contact, along with its strengths and limitations in bringing diverse groups closer together. Workplace contact is positively associated with intergroup friendships, whereas residential community contact is negatively related to such ties. Furthermore, kinship relations with migrants can undermine positive contacts but do not provide a buffer for negative encounters. [ABSTRACT FROM AUTHOR]

Objectives: Active smoking during pregnancy may increase the risk of gestational diabetes mellitus (GDM), but little is known about the potential association between passive smoking and risk of GDM. The present study investigated the association between passive smoking at home and/or in the workplace and risk of GDM among non-smoking Chinese women. Methods: A population-based study including 995 pregnant women taking antenatal care from December 2015 to May 2016 was conducted. Screening was carried out after 24 gestational weeks, during which women were offered a 75-g 2-h oral glucose tolerance test (OGTT). Basic information and self-reported passive smoking were collected by a questionnaire. Passive smoking was classified as passive smoking at home, passive smoking in the workplace, or passive smoking at home and in the workplace. They were further classified by time period, total exposure time, and amount. Logistic regression was used to estimate both crude and adjusted odds ratios (ORs) and 95% confidence intervals (CIs). Results: The prevalence of passive smoking was 78.3%. Compared with women who were non-exposed to passive smoking, a passive smoker has an increased risk of GDM with an adjusted OR (95% CI) of 1.60 (1.09, 2.33). In addition, there was a strong association between passive smoking exposure at home and GDM (adjusted OR 1.59; 95% CI 1.13, 2.24), and significant dose–response relationships in total exposure time and amount of passive smoking at home were observed. However, there is no obvious evidence for the link between passive smoking in the workplace and GDM risk (adjusted OR 1.25; 95% CI 0.87, 1.80). Conclusions: Passive smoking at home was associated with an increased risk of GDM among non-smoking Chinese women. These findings emphasize the importance of preventing passive smoking, especially at home. [ABSTRACT FROM AUTHOR]

Introduction: We explored the impact of a temporary tobacco-free public policy for the 2008 Summer Olympics on the smoking prevalence and secondhand smoke exposure among the population of a co-hosting city, Qingdao, China.Methods: The Qingdao Diabetes Survey was analyzed for 2006 (n = 4599) and 2009 (n = 4680), which are survey years before and after the tobacco-free Olympics public policy period (July 2007 to January 2009). We analyzed the differences in self-reported smoking prevalence and exposure to secondhand smoke at home and/or workplace, and compared odds of smoking by survey year and of exposure to secondhand smoke among nonsmokers.Results: From 2006 to 2009, the male smoking prevalence declined from 51.4% (95% confidence interval [CI] = 49.0% to 53.9%) to 42.6% (95% CI = 40.2% to 45.1%), and the proportion of lighter smokers decreased more. Among nonsmokers, the secondhand smoke exposure rate declined from 62.2% (95% CI = 60.5% to 63.9%) to 56.8% (95% CI = 55.1% to 58.6%). Regression analyses show 34% lower odds of men smoking after Olympics (OR = 0.66, 95% CI = 0.57% to 0.77%). Rural residents and individuals who are not retired were more likely to smoke. Female nonsmokers report 17% less exposure to secondhand smoke after Olympics (OR = 0.83, 95% CI = 0.70% to 0.98%). Urban nonsmokers were more likely to be exposed than their rural counterparts.Conclusions: Smoking prevalence among men and secondhand smoke exposure among women significantly decreased in Qingdao, China, after the tobacco-free Olympics public policy period. As only the proportion of lighter smokers decreased, this may help explain why urban nonsmokers reported increased exposure. Unintended increased secondhand smoke exposure and cessation support need to be addressed in large-scale policy campaigns.Implications: Hosting the Olympic Games can help to initiate large-scale tobacco-free public policies for hosting cities. Although previous studies have demonstrated reduction in nonsmoker exposure to secondhand smoke, the impact on the hosting city's smoking prevalence or exposure rates is unclear. After the Olympic Games in Qingdao, China, smoking prevalence among men significantly decreased, mostly due to light smokers. Secondhand smoke exposure at home and/or workplace significantly decreased among female nonsmokers. Urban nonsmokers had an unintended consequence of increased secondhand smoke exposure after the tobacco-free Olympic policy period. Concurrent promotion of cessation support for heavier smokers may be needed. [ABSTRACT FROM AUTHOR]

Objectives: High turnover intention can exacerbate the workforce shortage of nurses. This study aimed to determine the level of turnover intention of public hospital nurses in China and its associated factors., Methods: A cross-sectional questionnaire survey of 2,863 nurses was conducted in 48 public hospitals across six provinces in mainland China, measuring the sociodemographic (gender, age, marital status, and monthly basic salary) and work characteristics (professional title, workload, night sleep deprivation, and workplace violence) of respondents, their quality of working life (QWL), and turnover intention. Multivariate logistic regression models were established to determine the association between QWL and turnover intention after adjustment for variations of the sociodemographic and work characteristics., Results: Overall, 42.8% of respondents reported turnover intention. Higher QWL scores (AOR = 0.824 for job and career satisfaction, p  < 0.001; AOR = 0.894 for professional pride, p  < 0.001; AOR = 0.911 for balance between work and family, p  < 0.05) were associated with lower turnover intention. Workplace violence was the strongest predictor of higher turnover intention (AOR = 3.003-4.767) amongst the sociodemographic and work characteristics, followed by an age between 30 and 40 years (AOR = 1.457 relative to <30 years), and night sleep deprivation (AOR = 1.391-1.808). Senior professional title had a protective effect (AOR = 0.417 relative to no title) on turnover intention., Conclusion: High levels of turnover intention are evident across China in nurses employed by public hospitals, in particular in those aged between 30 and 40 years. Low QWL and poor work environment are significant predictors of turnover intention., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Tang, Zhou, Liu, Min, Cai and Lin.)

In recent years, "cultural tightness-looseness" refers to the strength of social norms and tolerance for deviant behaviors perceived by individuals in society, and team cultural tightness applied at the organizational level represents the strength of team norms. According to the cultural tightness-looseness theory, this study explores the influence of team cultural tightness on employee creative behavior, as well as the moderating role of transformational leadership and the mediating role of work engagement. A questionnaire method was used to survey five enterprise organizations in China through three stages, and 288 paired questionnaires were finally obtained from leaders and employees. The results found that team cultural tightness has a significant negative effect on employee creative behavior through the mediating effect of work engagement. In other words, the more the team culture in the workplace tends to be loose, the more it stimulates employee work engagement, which in turn promotes employee creative behavior. In addition, transformational leadership played a significant positive moderating role in the model. Under the influence of transformational leadership style, the negative impact of team cultural tightness on employee work engagement and creative behavior can be mitigated. The study enriches the understanding of the influence and action mechanism of the cultural tightness-looseness theory on employee creative behavior. In future research, the action mechanism of team cultural tightness interacting with different leadership styles to influence employee creative behavior will be explored more deeply., (© 2023 Institute of Psychology, Chinese Academy of Sciences and John Wiley & Sons Australia, Ltd.)

Background: Depression is one of the leading causes of work disability. Thus, it is important to explore possible ways to reduce its impact on employees. Aims: The current research examined whether promoting job autonomy would attenuate the detrimental effect of depression on employees' well-being. Methods: Study 1 included the data from 5974 full-time employees from China. Full-time employees living in India, a collectivistic culture, and the United States, an individualistic culture, were recruited online in Study 2. Results: Study 1 revealed that job autonomy moderated the influence of depression on job strain and perceived control mediated this interaction effect. Specifically, job autonomy weakened the detrimental effect of depression on job strain via weakening the association between depression and perceived control. The data from the 258 full-time employees in Study 2 replicated the findings and found that job autonomy had a stronger attenuating effect on the influence of depression in India than it had in the United States. Conclusions: Job autonomy was found to be an effective way to reduce the negative impact of depression on employees' well-being, a finding that should be considered when organizations develop their work policies. [ABSTRACT FROM AUTHOR]

Aims: To explore the relationships between work environment, value congruence and nurses' work outcomes; as well as to test the moderating effects of value congruence. Background: A poor nursing work environment in most of mainland China has negatively influenced nurses' job satisfaction, burnout and turnover intention. New insights such as improving nurses' value congruence should be proposed to better foster nurses. Methods: Cross‐sectional data were selected from the Chinese Nurses' Environment of Work Status study. In total, 19149 valid samples were collected. Hierarchical regression analyses and simple slope analyses were performed. Results: The correlation coefficients of the variables were all significant (p < .01) and in the expected direction. Value congruence moderated the relationship between nursing work environment and burnout (emotional exhaustion: β = 0.106, p < .01; depersonalization: β = 0.111, p < .01). Conclusions: Nursing work environment and value congruence were positively related to job satisfaction, and negatively related to burnout and turnover intention. The adverse impact of poor work environment on nurses' burnout can be buffered if nurses' value congruence is compatible with that of the organisation. Implications for Nursing Management: Except for improving the organisational characteristics, value congruence is a useful concept that managers can leverage to improve positive outcomes for both the organisation and its nurses. [ABSTRACT FROM AUTHOR]

Objectives: Workplace violence (WPV) against healthcare workers (HCWs) is a global issue. Our research aimed to elucidate the status and associated factors of WPV among front-line/non-front-line HCWs during the COVID-19 pandemic., Design: This cross-sectional study was conducted among HCWs in Hangzhou City through multistage sampling from December 2020 to January 2021., Participants: This study included 14 909 valid samples (N=3748 front-line HCWs and N=11 161 non-front-line HCWs)., Primary and Secondary Outcome Measures: We assessed the WPV status by Chinese version of WPV questionnaire. Binary logistic regression model was established to examine the associated factors of front-line/non-front-line HCWs experiencing WPV., Results: The total WPV prevalence equalled 37.25% for front-line HCWs and 27.73% for non-front-line HCWs. Among front-line HCWs, females were less likely to experience WPV (OR 0.837, 95% CI 0.710 to 0.988), while individuals who were undergraduate (OR 1.251, 95% CI 1.061 to 1.541) and had higher professional title (intermediate: OR 1.475, 95% CI 1.227 to 1.772; advanced: OR 1.693, 95% CI 1.294 to 2.216) were more likely to suffer from WPV; for non-front-line HCWs, individuals who aged over 50 years old (OR 0.721, 95% CI 0.563 to 0.969), had worked between 10 and 19 years (OR 0.847, 95% CI 0.749 to 0.958) and worked in the non-graded hospital (OR 0.714, 95% CI 0.614 to 0.832) had less chance to experience WPV, while individuals who had higher educational level (undergraduate: OR 1.323, 95% CI 1.179 to 1.484; ≥graduate: OR 1.519, 95% CI 1.217 to 1.895), were nurse (OR 1.142, 95% CI 1.031 to 1.265), and had higher professional title (intermediate: OR 1.458, 95% CI 1.297 to 638; advanced: OR 1.928, 95% CI 1.607 to 2.313) were more inclined to suffer from WPV (p all<0.05)., Conclusions: This study indicates that the prevalence of WPV among front-line HCWs is significantly higher than among non-front-line HCWs. Policy-makers should prioritise COVID-19 front-line HCWs, especially those with high educational levels and professional titles., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2023. Re-use permitted under CC BY-NC. No commercial re-use. See rights and permissions. Published by BMJ.)

Purpose: To investigate regarding workplace health and safety factors, and to identify strategies to preserve and promote a healthy nursing workplace. Methods: Data collected using the Delphi technique with input from 41 key informants across four participant categories drawn from a Chinese university and four hospitals were thematically analysed. Results: Most respondents agreed on the importance of nurses’ health and safety, and that nurse managers should act to protect nurses, but not enough on workplace safety. Hospital policies, staff disempowerment, workload and workplace conflicts are major obstacles. Conclusion: The reality of Chinese nurses’ workplaces is that health and safety risks abound and relate to socio‐cultural expectations of women. Self‐management of risks is neccessary, gaps exist in understanding of workplace risks among different nursing groups and their perceptions of the professional status, and the value of nurses’ contribution to ongoing risks in the hospital workplace. The Chinese hospital system must make these changes to produce a safer working environment for nurses. Implications for nursing management: This research, based in China, presents an instructive tale for all countries that need support on the types and amounts of management for nurses working at the clinical interface, and on the consequences of management neglect of relevant policies and procedures. [ABSTRACT FROM AUTHOR]

Background: Low job satisfaction is the most common cause of nurses' turnover and influences the quality of nursing service. Moreover, we have no idea regarding whether job control, as an individual factor, can play a role in the relationship. Objective: To explore the relationship between work-family conflict and job satisfaction among Chinese registered nurses and the mediating role of job control in this relationship. Methods: From August 2015 to November 2016, 487 Chinese registered nurses completed a survey. The study used work-family conflict scale, job control scale, job satisfaction scale, as well as general information. Multiple regression analysis was used to explore the independent factors of job satisfaction. Structural equation model was used to explore the mediating role of job control. Results: Work-family conflict was negatively correlated with job satisfaction (r -0.432, p<0.01). In addition, job control was positively related to job satisfaction (r 0.567, p<0.01). Work-family conflict and job control had significant predictive effects on job satisfaction. Job control partially mediated the relationship between work-family conflict and job satisfaction. Conclusion: Work-family conflict affected job satisfaction and job control was a mediator in this relationship among Chinese registered nurses. Job control could potentially improve nurses' job satisfaction. [ABSTRACT FROM AUTHOR]

BACKGROUND: Organizational citizenship behavior (OCB) is important to the development of an organization. Research into factors that foster OCB and the underlying processes are therefore substantially crucial. OBJECTIVE: The current study aimed to test the association between trait self-control and OCB and the mediating role of consideration for future consequence. METHOD: Four hundred and ninety-four Chinese employees (275 men, 219 women) took part in the study. Participants completed a battery of self-report measures online that assessed trait self-control, tendencies of consideration of future consequence, and organizational citizenship behavior. Path analysis was conducted and bootstrapping technique (N= 5000), a resampling method that is asymptotically more accurate than the standard intervals using sample variance and assumptions of normality, was used to judge the significance of the mediation. RESULTS: Results of path analysis showed that trait self-control was positively related to OCB. More importantly, the "trait self-control-OCB" link was mediated by consideration of future consequence-future, but not by consideration of future consequence-immediate. CONCLUSIONS: Employees with high trait self-control engage in more organizational citizenship behavior and this link can be partly explained by consideration of future consequence-future. [ABSTRACT FROM AUTHOR]

Background: Workplace violence against medical staff in China is a widespread problem that has negative impacts on medical service delivery. The study aimed to contribute to the prevention of workplace violence against medical staff in China by identifying patterns of workplace violence, key risk factors, and the interplay of risk factors that result in workplace violence., Methods: Ninety-seven publicly reported Chinese healthcare violent incidents from late 2013 to 2017 were retrospectively collected from the internet and analysed using content analysis. A modified socio-ecological model guided analysis of the violent incidents focusing on risk., Results: Physical violence, yinao, or a combination of physical and verbal violence were the typical forms of violence reported. The findings identified risk at all levels. Individual level risk factors included service users' unreasonable expectations, limited health literacy, mistrust towards medical staff, and inadequacy of medical staff's communication during the medical encounter. Organisational level risk factors under the purview of hospital management included problems with job design and service provision system, inadequacies with environmental design, security measures, and violence response mechanisms within hospitals. Societal level risk factors included lack of established medical dispute-handling mechanisms, problems in legislation, lack of trust and basic health literacy among service users. Situational level risks were contingent on risk factors on the other levels: individual, organisational, and societal., Conclusions: Interventions at individual, situational, organisational, and societal levels are needed to systematically address workplace violence against medical staff in China. Specifically, improving health literacy can empower patients, increase trust in medical staff and lead to more positive user experiences. Organizational-level interventions include improving human resource management and service delivery systems, as well as providing training on de-escalation and violence response for medical staff. Addressing risks at the societal level through legislative changes and health reforms is also necessary to ensure medical staff safety and improve medical care in China., (© 2023. The Author(s).)

Introduction: While high quality leadership is of great importance for enhancing safety behavior in the workplace, there has been a lack of research on how benevolent leadership influences such behavior. Subordinates' moqi (i.e., their unspoken understanding of the work expectations, intentions, and requirements of their superiors) and safety climate were introduced to examine this relationship., Method: Based on implicit followership theory, this study explores the relationship between benevolent (well meaning, kindly) leadership and employees' safety behavior, as well as the mediating role of subordinates' moqi and the moderating role of safety climate. 608 employees of a petroleum company in China were randomly selected as participants, and the data were collected in two stages., Results: The results showed that: (1) Benevolent leadership is positively correlated with employees' safety behavior. (2) Subordinates' moqi mediates between benevolent leadership and employees' safety behavior. (3) Safety climate moderates the mediating role of subordinates' moqi between benevolent leadership and employees' safety behavior. (4) The positive effect of subordinates' moqi on employees' safety behavior is enhanced under a positive safety climate., Conclusions: Benevolent leadership is an effective leadership style that enhances employees' safety behaviors by promoting a moqi state between supervisors and subordinates. The invisible environmental climate, in particular, the safety climate, should be a key focus in the promotion of safety behaviors., Practical Applications: This study further broadens the research perspective of employee safety behavior from the perspective of implicit followership theory. It also provides practical guidance for improving employee safety behavior, namely selecting and cultivating benevolent leaders, enhancing subordinates' moqi, and actively fostering a positive organizational safety climate., Competing Interests: Declarations of interest All listed authors have no conflicts of interest., (Copyright © 2023. Published by Elsevier Ltd.)

Objective: To analyze the status of prevention and treatment of occupational diseases among mining and manufacturing industries in China in 2019, provide the scientific basis for the formulation and revision of policies and standards of prevention and treatment of occupational diseases. Methods: In May 2022, Collecting data of a project named Surveillance of Occupational Hazards in the Workplace in 2019 through the National Surveillance System for Occupational Hazards in the workplace. Compare the status of prevention and treatment of occupational diseases in 63 563 enterprises of mining and manufacturing industries among different dimensions. Results: The training rate of managers was 76.17% and that of occupational health managers was 76.97%. The rate of reporting of occupational diseases hazardous items was 67.58%, the rate of launching of the detection of occupational hazards was 57.16%, and the rate of launching of occupational health examination was 62.42%. Excluding the distribution rate of dust mask, the installation rate of various occupational prevention facilities and the distribution rate of gas mask and hearing protector were less than 80%. The differences in all the indicators among different areas, enterprise scales, economic types were statistically significant ( P <0.05) . Conclusion: There are still some enterprises which are relatively weak in the ability of the prevention and treatment of occupational diseases in China. Measures such as special support, guidance and strengthen supervision should be taken towards those enterprises toimprove the awareness of prevention and treatment of occupational diseases and the level of that.

Few studies have investigated relative contributions of the built and natural environments to and their nonlinear associations with leisure physical activity (PA) in different spatial contexts. Applying gradient boosting decision tree models to data comprising 1049 adults collected in Shanghai, we investigated the associations between built and natural environments and leisure PA in residential and workplace neighborhoods. Results show that the built environment is more important than the natural environment to leisure PA in both residences and workplaces. Environmental attributes have nonlinear and threshold effects. Within certain ranges, land use mix and population density have opposite associations with leisure PA in residences and workplaces, whereas the distance to the city center and the area of water are associated with leisure PA in residences and workplaces with the same direction. These findings help urban planners design context-specific environmental interventions for supporting leisure PA., Competing Interests: Declaration of competing interest None., (Copyright © 2023 Elsevier Ltd. All rights reserved.)

BACKGROUND: Previous studies have demonstrated that self-control is positively related to life satisfaction, but this association in Chinese employees and its underlying mechanism are less commonly investigated. OBJECTIVE: In this preliminary study the relationships between self-control and life satisfaction and the mediating effect of job satisfaction were tested. METHOD: Participants were 482 full-time employees (188 male, 294 female) from different cities in China. They answered self-report questionnaires online that assessed self-control, job satisfaction, and life satisfaction. Path analyses were conducted and bootstrap technique was used to judge the significance of the mediation. RESULTS: Self-controlwas positively related to both job and life satisfaction. More importantly, job satisfaction significantly mediated the association between self-control and life satisfaction. Furthermore, there was no significant difference in the size of the mediating effect between intrinsic and extrinsic job satisfaction. CONCLUSIONS: Results of this preliminary study provide further evidence of the positive association between self-control and life satisfaction. Job satisfaction is found to mediate this relationship. [ABSTRACT FROM AUTHOR]

Introduction: Based on social identity theory, by introducing organizational identification as mediating variable and identification orientation as moderating variable, this paper studies the influence mechanism and impacting boundary of workplace isolation on employee fatigue and turnover intention., Methods: Based on logic relationship, seven basic hypotheses are put forward to construct the theoretical model of the problem. Based on the 300 effective questionnaires being obtained from employees in Mainland China, the empirical investigation adopts the three-phase lag time design. By regression analysis and bootstrap test., Results: (1) Workplace isolation has a significant positive effect on employee's work fatigue; (2) Workplace isolation has a significant positive effect on employee's turnover intention; (3) Organizational identification plays a partial mediating role between workplace isolation and work fatigue; (4) Organizational identification plays a partial mediating role between workplace isolation and employee's turnover intention; (5) Employee identification orientation negatively moderates the relationship between workplace isolation and organizational identification, that is to say, the higher the degree of identification orientation, the more inhibited the negative impact of workplace isolation on organizational identification; (6) Employee identification orientation has a negative moderating effect, namely, compared with the low degree of employee identification orientation, the higher the employee identification orientation, the positive effect of workplace isolation on work fatigue and turnover intention through organizational identification become weaker., Discussion: Understanding these influencing mechanisms will have a great influence on guiding managers to mitigate the negative effects of "workplace isolation" in practice and improve the work efficiency of employees., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Yang and Lu.)

Background: Workplace violence (WPV) is considered a global problem, particularly in the health sector; however, no studies have assessed the national prevalence of WPV against emergency physicians and the associated factors in China., Methods: A national cross-sectional survey was conducted in 31 provinces/autonomous regions/municipalities across China between July 2019 and September 2019. A total of 15 455 emergency physicians were selected using a multistage stratified random sampling method. A structured self-administered questionnaire was used to collect information on WPV and potential associated factors among emergency physicians. Descriptive and multivariable logistic regression analyses were used to identify the predictors of WPV., Results: A total of 14 848 emergency physicians responded effectively (effective response rate: 96.07%). Of the respondents, 90.40%, 51.45%, and 90.00% reported exposure to any type of WPV, physical or nonphysical violence in the preceding year, respectively. Verbal aggression (87.25%) was the most common form of violence, followed by threat (71.09%), physical assault (48.24%), verbal sexual harassment (38.13%), and sexual assault (19.37%). Patients' families were the main perpetrators of these incidents. Unmet patient needs, taking drugs or drinking, and long waiting times were the main contributors to WPV. Physicians who were from low-developed regions, female, and without shift work were less likely to have experienced any type of WPV. Chinese emergency physicians who were from medium-developed regions, had a bachelor's degree, worked in a higher level hospital, had a higher professional title, with lower incomes, had a history of hypertension or coronary heart disease, were smokers or drinkers, and worked in hospitals without preventive measures or training for WPV and not encouraging to report WPV were more likely to have experienced any type of WPV. The predictors of WPV varied in different types of WPV., Conclusions: This study shows that the prevalence of WPV against emergency physicians is high in China. Measures should be taken at the physicians, patients, hospital, and national levels to protect GPs from WPV; for example, improving physicians' level of service and hospital' reporting procedures. Creating a prevention strategy and providing a safer workplace environment for emergency physicians should be prioritized., (© 2023. The Author(s).)

Background: Returning to work after childbirth is a common reason for women to stop breastfeeding. This study aimed to assess breastfeeding practices and breastfeeding support available to employed women in China, and factors affecting breastfeeding duration., Methods: A cross-sectional survey of 1,243 breastfeeding women employed full-time was conducted. Participants completed a sociodemographic questionnaire and the Workplace Breastfeeding Support Scale (WBSS). Multiple linear regression analysis was used to explore the factors that are associated with breastfeeding., Results: The mean exclusive breastfeeding duration and any breastfeeding duration of full-time employed women were 5.7 ± 0.5 months and 9.8 ± 1.5 months, respectively. The total WBSS score was 46.6 ± 5.3 ( M ± SD ). Generally, women perceived coworkers ( M [ SD ] = 4.8 [1.0]) and supervisors ( M [ SD ] = 5.7 [1.2]) to be supportive of breastfeeding. Lower scores on the WBSS were related to lack of technical and facility support, indicating no access to a refrigerator to store breast milk ( M [ SD ] = 2.0 [1.5]) or to a breast pump ( M [ SD ] = 1.7 [1.7]). Similarly, a private area for expressing breast milk ( M [ SD ] = 1.4 [1.0]) was unavailable. Maternity leave, residential province, ethnicity, education level, average monthly household income, main reason for stopping exclusive breastfeeding, commute time greater than 1 hour, and the total WBSS score were also factors influencing breastfeeding duration of the full-time employed women., Conclusions: There were gaps in breastfeeding practices and workplace breastfeeding support of Chinese full-time employed women when compared with the World Health Organization recommendations. Occupational health providers should consider these findings when developing programs to support breastfeeding in the workplace.

Background: Workplace violence against emergency physicians is a global concern. However, there was relatively little research on the incidence and correlated factors of workplace violence among emergency physicians in China. We aimed to investigate the occurrence and correlated factors of physical and verbal violence among emergency physicians in China., Methods: We conducted a nationwide cross-sectional study from July 2018 to August 2018. We included a total of 10 457 emergency physicians from 31 provinces across China in the analysis. The questionnaire covered socio-demographic characteristics, work-related factors, psychological characteristics, and workplace violence. We applied binary logistic regression to examine the correlated factors of physical and verbal violence among emergency physicians., Results: The prevalence of physical and verbal violence among emergency physicians in China was 27.63% and 81.81%, respectively. Regarding socio-demographic factors, male emergency physicians with bachelor's degrees or higher, poor sleep quality, and unfavorable health conditions were more likely to experience workplace violence. Concerning work-related factors, emergency physicians who had longer years of service, worked a higher frequency of night shifts per month and served more patients per day had a greater prevalence of workplace violence. As for individual psychological characteristics, negative affect was positively correlated with workplace violence, while self-efficacy and positive affect were negatively correlated with workplace violence., Conclusions: The situation of physical and verbal violence against emergency physicians in China is severe, especially verbal violence. Hospital administrators should pay more attention to the workplace violence of emergency physicians and take measures to decrease the occurrence of workplace violence efficiently, such as reducing their workload and cultivating their positive affect and self-efficacy., Competing Interests: Disclosure of interest: The authors completed the ICMJE Disclosure of Interest Form (available upon request from the corresponding author) and disclose no relevant interests., (Copyright © 2023 by the Journal of Global Health. All rights reserved.)

Introduction: As a common phenomenon of workplace ostracism in corporate management, it is urgent to clarify how it affects employee well-being., Methods: Based on Conservation of Resource Theory, this study investigates the mechanisms of workplace ostracism on employee well-being and examines the mediating role of emotional exhaustion and the moderating role of team forgiveness climate by surveying 282 employees from 68 companies in mainland China., Results: The results show that (1) workplace ostracism negatively affects employee well-being; (2) emotional exhaustion plays a mediating role between workplace ostracism and employee well-being; (3) team forgiveness climate weakens the negative effect of workplace ostracism on emotional exhaustion and negatively moderates the indirect effect of workplace ostracism on employee well-being through emotional exhaustion., Discussion: It tries to provide theoretical basis and practical guidance for eliminating the negative effects of workplace ostracism and focusing on employee well-being., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2023 Wang, Lu, Wu and Luo.)

Objective To reduce risk factors in workplace settings in low- and middle-income countries. Design and Sample Workplace interventions were utilized as part of the Community Interventions for Health program, a nonrandomized, controlled study undertaken in three communities in China, India, and Mexico. Exactly, 45 industrial, 82 health and 101 school workplace settings with a target population of 15,726. Two independent cross-sectional surveys of workers were conducted at baseline and follow-up, after 18-24 months of intervention activities. Measures Culturally appropriate interventions to reduce tobacco use, increase physical activity, and improve dietary intake were delivered in the intervention areas. Results Exactly, 12,136 adults completed surveys at baseline, and 9,786 at follow-up. In the intervention group, the prevalence of tobacco use reduced significantly in men (−6.0%, p < .001) and the proportion eating five portions of fruit and vegetables daily increased (+6.9%, p < .001) compared with the control group. There were no significant differences between the groups for changes in physical activity or prevalence of overweight. Conclusions Workplace interventions improved risk factors in China, India, and Mexico. [ABSTRACT FROM AUTHOR]

Although the communicative dimension of urban development has caught the imagination of urban studies scholars, the cultural, and intercultural, nature of this discourse has received less attention than it deserves. As a case study and illustration of urban development workplace discourse from out of a Chinese/Asian/developing-world context, the present article examines the properties, problems, and potentials of the global branding practice of Hangzhou, a renowned tourist and ancient capital city on the east coastal region of China. First, after critiquing tendencies in relevant communication approaches, the paper outlines a holistic, cultural concept of urban branding of the developing world – as a culturally saturated, development-oriented, workplace discourse. Then, based on ethnographic data collected from a plethora of sites and sources (the municipality, trade association, the Internet, interviews, newspapers, street posters, museums, and historical records), the paper studies, qualitatively and quantitatively, a variety of interlocking international branding practices (municipal management, expos, festivals, exhibitions, international tours, websites, foreign language use, award-winning, etc.). In conclusion, the paper draws implications for future research and practice on urban development and branding in the developing world. [ABSTRACT FROM PUBLISHER]

Objectives: This study is conducted to examine whether overall workplace violence (WPV) and its five types are associated with high burn-out among healthcare workers in China., Design: A WeChat-based cross-sectional survey. Snowball sampling was used in this study., Participants: Front-line healthcare workers (N=3706) from 149 cities across 23 provinces in China responded to the survey, and 22 questionnaires were excluded because of incomplete data., Primary and Secondary Outcome Measures: (1) The Chinese Maslach Burnout Inventory-General Survey was used to measure high burn-out. (2) WPV was assessed using the Chinese version of the Workplace Violence Scale. (3) An anonymous self-designed web-based questionnaire consisting of demographic, behavioural and occupational information was used to identify covariates., Results: A total of 3684 front-line healthcare workers (934 physicians and 2750 nurses) were included. Of all participants, 13.3% (491/3193) experienced high burn-out. Adjusted logistic regression revealed that experience of WPV in the past year was associated with high burn-out (OR 2.10, 95% CI 1.69 to 2.62). Healthcare workers who had suffered emotional abuse, threat or verbal sexual harassment were more vulnerable to high burn-out., Conclusion: This study finds that healthcare workers with WPV, especially emotional abuse, threat and verbal sexual harassment, are more likely to experience burn-out. These types of WPV should be considered in interventions to reduce and prevent burn-out for healthcare workers., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2022. Re-use permitted under CC BY-NC. No commercial re-use. See rights and permissions. Published by BMJ.)

Work alienation refers to mental self-separation from work, and it is an integral reflection of workers and their work. Few studies have explored the association between work area and work alienation among grassroots judicial administrators. A stratified sampling method was used to collect data from 288 grassroots judicial administrators in Guangzhou to measure the overall status quo and work alienation in this group. This study found that the current grassroots judicial administrative team has a reasonable structure, high professional quality, and rich grassroots work experience, but a high level of work intensity (Mean = .667) and a lack of autonomy (Mean = .757) are prominent. Work area (unstandardized regression coefficient, B = .917) is significantly related to work alienation when controlling for sociodemographic and work characteristic variables: the closer the work area is to the city centre areas, the higher the level of work alienation. In addition, education level also has a significant effect on work alienation: the lower the individual education level is, the stronger the work alienation. The discussion focuses on the knowledge needs in grassroots judicial administrative work and the importance of the external working environment, and further research implications are proposed., (© 2022. The Author(s).)