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Introduction: Burnout in medicine is an epidemic, and surgeons are not immune. Studies often focus on negative factors leading to burnout, with less emphasis on optimizing joy. The purpose of this study, conducted by the SAGES Reimagining the Practice of Surgery Task Force, was to explore how gender may influence surgeon well-being to better inform organizational change. Methods: The study team developed a survey with the domains: facilitators of joy, support for best work, time for work tasks, barriers to joy, and what they would do with more time. The survey was emailed to 5777 addresses on the SAGES distribution list. Results were analyzed by calculating summary statistics. Results: 223 surgeons completed the survey; 62.3% identified as men, 32.3% as women, and 5.4% did not indicate gender. Female compared to male respondents were younger (41.6 vs 52.5 years) and had practiced for fewer years (8.4 vs 19.4 years). The three greatest differences in facilitators of joy were being a leader in the field, leading clinical teams, and teaching, with a > 10 percentage point difference between men/women rating these highly (score of ≥ 8). Women generally perceived less support from their institutions than men. The greatest gender difference was in support for teaching, with 52.8% of men rating this highly compared to 30.2% of women. Only 52% of women felt respected by coworkers most of the time compared to 68.3% of men. Most (96.0%) respondents (men 95.7% and women 98.6%) reported wanting more time with family and friends. Conclusion: This study demonstrates the complexity of the personal and professional factors that influence joy in surgery, highlight gender differences that impact joy and suggests opportunities for improved gender-based support. These results can inform potential organization-level changes and further research to better understand emerging differences in joy across gender identities. [ABSTRACT FROM AUTHOR]

In recent years, there has been increased cultural interest in perimenopause and menopause. The importance of peri/menopause in many women's lives makes this topic particularly pertinent for feminist psychologists. Some feminist scholars have acknowledged both physical and psychological factors as important aspects of women's experiences within their wider social and cultural contexts. However, consideration of relational aspects during peri/menopause remains sparse. We report our research exploring peri/menopausal women's experiences of friendships, family, and relationships. Thematic analysis was used to analyse responses to an online qualitative survey in which 71 mainly British women participated. In our analysis, we discuss the Menopause Sisterhood and how these women described social support as grounded in embodied experiences shared with other women. However, there were tensions concerning partners, whose understanding varied, which we report in the second theme: Accounting for (lack of) partner support: Men as heroes (or as absolved of any blame). We discuss the importance and implications of our findings for feminist scholars and psychologists more widely. [ABSTRACT FROM AUTHOR]

While many studies have explored the impact of COVID-19 on healthcare workers, there is limited information on the experiences of social workers. This study aimed to examine how social service employees perceived the workplace's pandemic response to identify well-received initiatives and areas for improvement. Data was collected using an anonymous online 21-question survey on REDcap. The forty-participant sample identified as female (57.5%), Asian (85%), and aged 18–34 (55%). Participants worked remote (42.5%), hybrid (40%), or in-person (15%). The organization's pandemic response was perceived positively as effective (40%) or very effective (45%). Factors of pandemic response with the highest efficacy were provision of PPE (55%) and immediacy of efforts (50%). Remote workers had a significantly higher positive assessment of the organization's communication than hybrid or in-person employees (p = 0.0223). Safety was the primary concern among the entire workforce (88.2%). The most frequent source of COVID-19 information was the CDC (35%), and medical professionals (2.5%) were the least. This qualitative study's overall positive evaluation of the pandemic response provides insight into effective measures to prepare organizations for future public health emergencies. Future research investigating an organization's pandemic response can enhance employee well-being and advance quality improvement in pandemic response efforts. [ABSTRACT FROM AUTHOR]

Aims: This study intended to explore the workplace bullying, self‐efficacy and emotional distress of the nursing staff and determine the predictors of nursing staff's emotional distress. Methods: Cross‐sectional and correlation designs were used, collecting data including socio‐demographic data, workplace bullying, self‐efficacy and emotional distress scales. Results: Results showed that the frequency of poor sleep quality in the recent 2 weeks, working in the intensive care centre or emergency room, high workplace bullying and low self‐efficacy were the main predictors of emotional distress in nursing staff. Conclusion: Nursing supervisors are advised to design suitable shift schemes to allow adequate time for nurses to maintain proper rest and develop a safety notification system to give bullied victims the assurance of safety. The design and implementation of the programs are encouraged to improve self‐efficacy among nurses by strengthening the training of social skills, improving employees' communication skills and their relationships with other employees. Summary statement: What is already known about this topic? Nursing workplace bullying can lead to health problems and patient safety problems.What this paper adds? This study provides information about workplace bullying, self‐efficacy and emotional distress in nurses.Poor sleep quality in the recent 2 weeks, working in the intensive care centre or the emergency room, high workplace bullying and low self‐efficacy were the main predictors of emotional distress among nurses.The implications of this paper for policy/practice/research/education Hospital managers should arrange education programs to improve nurses' self‐efficacy to avoid emotional distress.Suitable shift schemes should be designed for the nurses to maintain proper rest, and a safety notification system should be provided to the bullied victims for the assurance of safety. [ABSTRACT FROM AUTHOR]

Background The public order and safety (POS) sector remains susceptible to severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) outbreaks, as workplace attendance is typically compulsory and close physical contact is often needed. Here, we report on a SARS-CoV-2 outbreak with an attack rate of 39% (9/23), which occurred between 19 and 29 June 2021 among a cohort of new POS recruits participating in a mandatory 18-week training programme in England. Methods The COVID-OUT (COVID-19 Outbreak investigation to Understand Transmission) study team undertook a multidisciplinary outbreak investigation, including viral surface sampling, workplace environmental assessment, participant viral and antibody testing, and questionnaires, at the two associated training facilities between 5 July and 24 August 2021. Results Environmental factors, such as ventilation, were deemed inadequate in some areas of the workplace, with carbon dioxide (CO2) levels exceeding 1,500 ppm on multiple occasions within naturally ventilated classrooms. Activities during safety training required close contact, with some necessitating physical contact, physical exertion, and shouting. Furthermore, most participants reported having physical contact with colleagues (67%) and more than one close work contact daily (97%). Conclusions Our investigation suggests that site- and activity-specific factors likely contributed to the transmission risks within the POS trainee cohort. Potential interventions for mitigating SARS-CoV-2 transmission in this POS training context could include implementing regular rapid lateral flow testing, optimizing natural ventilation, using portable air cleaning devices in classrooms, and expanding use of well-fitted FFP2/FFP3 respirators during activities where prolonged close physical contact is required. [ABSTRACT FROM AUTHOR]

Estimates of occupational disease burden provide important information on which effective policy and regulations can be developed. However, there is no direct way that these data can be obtained, and most burden estimates are derived by merging different data from diverse sources to synthesize estimates of the number of people made ill or who have died from workplace exposures. In recent years, several research groups have published estimates of occupational health burden at national or global scales; these are not always consistent. The World Health Organisation and the International Labour Organisation have taken on the task of producing occupational disease burden estimates for several workplace agents, which we assume are to be seen as the definitive global, regional, and national data. In this commentary, we critique the WHO/ILO approach for their estimates of the non-melanoma skin cancer burden from solar ultraviolet radiation and some of their results for hazardous particulates. We provide recommendations for researchers undertaking occupational burden estimates that they should report along with their data. [ABSTRACT FROM AUTHOR]

Background: The workplace is an ideal—and priority—setting for health promotion activities. Developing and implementing workplace health promotion interventions, including oral health promotion activities, can help create health‐supporting workplace environments. Objective: To pilot workplace oral health promotion activities among staff working in the aged care sector, report their impact and explore participants' views on the factors that contribute to participation and effectiveness. Methods: This study comprised three phases: (i) the development and face validation of the resources, (ii) a 3‐h educational session and (iii) five interview sessions with participants 4–6 weeks following the education session. The recorded interviews were transcribed verbatim and analysed thematically. Results: Eleven community‐aged care workforce were invited to five feedback sessions. Ten participants were female and ranged in age from 18 to 64. All participants gave favourable comments about the content and delivery of the training session and accompanying resources. The participants felt that the benefits of WOHP include improved staff knowledge, awareness and oral care routine, the ability to share (and put into practice) the gained knowledge and information with their dependants, a lower risk of having poor oral health that adversely affects their well‐being and work tasks, and potentially beneficial impacts on the organization's staff roster. Their attendance in the WOHP was facilitated by being paid to attend and scheduling the sessions during work time. Future WOHP suggestions include the possibility of a one‐stop dental check‐up at the workplace or staff dental care discounts from local dental practitioners and combining oral health with other health promotion activities. Conclusions: Planning and implementing WOHP was deemed acceptable and feasible in this study context and successfully achieved short‐term impacts among community‐aged care workers. Appropriate times and locations, organizational arrangements and a variety of delivery options contributed to successful programme planning and implementation. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to examine the association between gender composition in the workplace and sickness absence days during a one-year period. Methods: The study population was drawn from the Northern Swedish Cohort (wave 3; 2007) by Statistics Sweden and consisted of all participants belonging to a specific workplace (n =837) as well as all co-workers at the workplace of the participants (n =132,464; 67,839 women and 64,625 men). Exposure was the gender composition of the workplace, and outcome was cumulative sickness absence days (⩾ 90 days or not) during 2007, provided through a link to the Database for Health Insurance and Labour Marked Studies of Statistics Sweden. Covariates were gender, age, educational level and branch of industry from the same data source. We performed descriptive analyses and multivariable regression analyses. Results: Workers in extremely female-dominated workplaces had a significantly higher risk of cumulative sickness absence days (⩾90 days) compared with gender-equal workplaces (fully adjusted odds ratio (OR)=1.27; 95% confidence interval (CI) 1.09–1.48), whereas those working in extremely and moderately male-dominated workplaces had a significantly lower sickness absence risk (OR=0.62 and 0.66, respectively). Stratified by gender, the higher absence risk at female-dominated workplaces was fully explained by variation in branches of industry. Women working in extremely male-dominated workplaces had a significantly lower absence risk (OR=0.75), as did men working in moderately male-dominated workplaces (OR=0.78). Conclusions: Workplaces dominated by women had a significantly higher risk of days lost to sickness absence compared to gender-equal workplaces. Stratified by gender, this higher risk was explained by branch of industry. [ABSTRACT FROM AUTHOR]

Women in corporate sectors across South Africa are not adequately represented. Despite the influx of women in the workforce, they are still experiencing challenges in leadership positions compared to their male counterparts. Thus, the gender gap has caused most women to put extra effort into building their careers through personal efforts - mentorship, networking, and further training. This article analyzed quantitative data and discussed how access to higher education influences career choice and the advancement of women in the telecommunication industry in South Africa. One hundred and thirty-three (133) junior and middle women workers from a telecommunication company were chosen randomly to understand how they plan to build their careers and the challenges they have encountered. The finding indicates that the driving force among the respondents was the opportunities they had created for themselves to progress in their careers. [ABSTRACT FROM AUTHOR]

This article discusses the impact that employers have on individual and community health during public health emergencies. Employers can influence health outcomes through their products, workplace policies, and services. Healthcare-oriented employers, such as hospitals and pharmacies, play a critical role in providing essential services during emergencies. Employers also have a significant impact on health insurance coverage and can provide access to medical care and mental health services. Worksite policies and procedures can protect the health and safety of employees, and employers can serve as a source of credible information for their employees and their families. Additionally, employers can contribute to community health by reducing disease transmission, providing services, and supporting response efforts. Establishing partnerships between public health agencies and employers before emergencies occur is crucial for effective collaboration and response. The article concludes with recommendations for public health and emergency planners to enhance partnerships with employers and improve health outcomes during emergencies. [Extracted from the article]

Racial microaggressions are subtle and everyday actions that communicate derogatory messages or assumptions based on an individual's race. These seemingly minor acts, often unintended, can accumulate to undermine patient well- being and contribute to healthcare disparities. They are the unnoticed comments, gestures, or attitudes that carry significant impact. Through a systematic analysis of the literature, we highlight the insidious nature of racial microaggressions and their impact on healthcare outcomes. The objectives of this paper are to: * Present real-life instances from research to showcase the tangible effects of racial microaggressions. * Identify the everyday scenarios within healthcare inter- actions where racial microaggressions often occur. * Emphasise the need for recognition and understanding of these biases for fostering better patient-provider relationships. Also, by analysing the fundamental elements underpinning racial microaggressions such as systems, interactions, vulnerabilities and consequences, we explore the implications it has on healthcare policy and management. Most importantly, we address the importance of identifying and tackling racial microaggressions in order to create a more inclusive healthcare environment. [ABSTRACT FROM AUTHOR]

Objectives: Workplaces are suitable areas for smoking cessation programs and incentives. This study was carried out to determine the effectiveness of interventions in the workplace for smoking cessation in working individuals. Methods: All studies published in English between 2013 and 2022 were searched in Pub Med, Science Direct, Scopus, Web of Science, and CINAHL databases. Meta‐analysis was based on PRISMA 2020. The study protocol was registered with PROSPERO. A random effects model was applied to the meta‐analysis processes, and Hedges' g was used to calculate the effect size. Results: Of the included studies, 11 were randomized controlled trials, and 8 were cluster randomized controlled trials. In different working sectors, various interventions such as motivational/individual interviews, group counseling, telephone coaching, web‐based training, mindfulness meditation, and financial interventions were implemented. These interventions were carried out alone or in combination with one or more other interventions. The interventions generally have short‐term effects, and financial incentives or supports were the factors that positively motivate the interventions. The joint effect size of attempts to quit smoking in the workplace (Hedges' g) was 1.171. Heterogeneity between studies was significant (Q = 199.762, p = 0.015, I2 = 80.477%). No publication bias was detected. Conclusions: We determined that smoking cessation interventions applied in the workplace have a large effect. We recommend that the long‐term effects of increasing effectiveness of these interventions be considered and planned in line with the needs of working groups. [ABSTRACT FROM AUTHOR]

BACKGROUND: As a reflection of the health emergency caused by COVID-19, many countries adopted guidelines, which included activity restrictions. As a result, some companies maintained their activities with on-site work and telework. OBJECTIVE: Analyzing the morbidity and mortality profile due to COVID-19 of workers in telework and on-site work in an oil and gas company. METHODS: Cross-sectional, quantitative, and analytical study that included 8,394 workers diagnosed with COVID-19 at an oil and gas company in Brazil, from June 2020 to June 2021. The company's Surveillance Program database was used as an information source. RESULTS: The total prevalence of cases was 21.7%. For teleworking and face-to-face workers, they were 20.7% and 23.3%, respectively. There was a predominance of women (19.7%), white ethnicity/colour (64.7%), higher level position (52.6%), age group over 40 years (36.7%), married (53, 8%), working at the company for a period that ranges from 7 to 10 years (17%), administrative activity (68.5%), and a higher number of symptomatic workers and deaths in telework compared to on-site work. CONCLUSIONS: The results suggest that testing is important to refrain the virus spread in the company's work environments, as it allowed asymptomatic workers to be diagnosed with COVID-19. The study suggested that on-site work was not a transmission facilitator in the occupational environment, which points out the importance of preventive measures in the workplace and the adoption of remote work for the largest possible number of workers to improve the safety of employees, workers who remained in the on-site work modality. [ABSTRACT FROM AUTHOR]

BACKGROUND: Musculoskeletal disorders are one of the most important problems faced by ergonomists today. OBJECTIVE: This study was conducted with the aim of investigating the effect of weather conditions, working conditions and mental workload on musculoskeletal disorders of rescuers and water and sewage company accidents in hot and cold seasons. METHODS: The present study was a longitudinal study that was performed on all employees of rescue and disaster teams of Shiraz Water and Sewerage Company in Iran (184 people) by census. Demographic and Nordic questionnaires, NASA Load Index (NASA-TLX), work environment assessment with temperature screening checklist and workplace ergonomic risk factor (WERA) assessment method were performed by the researcher. The collected data were analyzed using SPSS version 23 software and parametric and non-parametric statistical tests. RESULTS: The results showed that the highest and lowest prevalence of musculoskeletal disorders related to knee and back in winter and thigh in summer with prevalence of 57.1, 55.4 and 6%. The comparison of exposure to heat stress factors in summer and winter seasons showed that the temperature factors and work clothes of the workers in both seasons are in worse conditions than other factors (P < 0968). The results of the mental workload of people in two seasons showed that the highest and lowest mental workload is related to physical changes in the winter season and frustration in the summer season, and this relationship was significant (P < 0.001). Using multiple logistic regression model, the potential risk factors for musculoskeletal injuries including age, height, BMI, level of education and work experience in both hot and cold seasons were compared. The results showed that in summer, work experience (OR = 1.16 (1.06–1.28.)) and height (OR = 1.03(0.98–1.08) had a direct effect on the prevalence of pain and discomfort arranged in the back areas. One year of increase in work experience significantly increases the chance of a disorder in the back by 16% and a one centimeter increase in height increases the chance of a disorder in the lumbar region by 3%, although this relationship is significant. CONCLUSION: It is recommended that suitable solutions such as using appropriate and up-to-date mechanical tools, reducing activity time, increasing rest time, increasing the number of personnel in order to reduce mental workload, using work clothes suitable for the season and type of work, and ergonomics training for workers are on the agenda of company officials. Water and sewage should be placed. [ABSTRACT FROM AUTHOR]

BACKGROUND: Workplace aggressions on hospital workers is a very frequent and under-reported problem. OBJECTIVE: The novel objective of our study was to analyze the number of workplace aggressions per hospital worker. Other objectives of the study were to analyze the management knowledge and interest in receiving training on aggressions by hospital workers. METHODS: An anonymous survey was handed out among all professionals in a university hospital. RESULTS: A total of 1118 anonymous surveys were collected. The responders declared that throughout their working life they had suffered some sort of verbal aggression in the hospital in 766 cases (68.5%) and physical aggression in 393 cases (35.2%). Multiple logistic regression analyses found higher risk of receiving physical and verbal aggression in the nursing category and in the Emergency, Critical Care or Psychiatry Units, and a higher risk of receiving physical aggression in women. The score on the level of personal knowledge regarding the legal, physical, and psychological management of aggressions (score 0–10 for each of the 3 aspects) was 2.91±2.68 in legal management, 2.97±2.77 in psychological management and 2.91±2.76 in physical management. The opinion about the interest of receiving training (score from 0 to 10) on the legal management of hospital aggressions was 8.90±1.72, on psychological management was 8.85±1.78 and on physical management was 8.88±1.78. CONCLUSIONS: Workplace aggression on hospital workers mainly affects women, the nursing category and the Emergency, Critical Care or Psychiatry Units. Hospital workers showed little knowledge on the topic but a great interest in receiving training. [ABSTRACT FROM AUTHOR]

The Green Transition aims to protect the health of our planet through changes at the economic, political, and social levels while also having a significant impact on the world of work through the creation of sustainable occupations, referred to as 'Green Jobs'. The aim of our research was to identify the new emerging occupational risks associated with Green Jobs and to propose a protocol to promote the adoption of more appropriate prevention and protection measures. Starting with a few keywords chosen by the authors, we conducted a narrative review of the scientific articles published in the literature. The results obtained show that the new occupational risks emerging in the activities involved in the green transition are mainly related to the introduction of new materials or new technologies and to modes of production processes. These risks may pose a danger to those exposed to them on a daily basis, causing damage to health. Our protocol proposal calls for a more careful and adequate risk assessment for Green Jobs, providing specific training on these issues for new professionals in the sector and introducing specific prevention and protection measures for the different occupational risks analysed in the workplace. By adopting these recommendations in the workplace and conducting in-depth research on these issues, it will be possible to contribute to the improvement of prevention and protection for these new emerging occupational risks, achieving a positive economic impact and better safety conditions for workers. [ABSTRACT FROM AUTHOR]

Sexual harassment is a social problem facing women at work and is a barrier to their career advancement. The United Nations recognises sexual harassment as a form of violence against women and is committed to eliminating it through the enactment of laws to punish and redress the wrongs. Nigeria, a Member State of the United Nations, has ratified international and regional instruments which advocate for the protection and promotion of the rights of women and girls. This study shows that laws in Nigeria are not adequate to protect workers from sexual harassment and that laws are needed to curb the societal menace. The study examined international and regional provisions on sexual harassment at work as well as carried out a thorough review of the applicable laws in the UK with a view to recommending changes to Nigerian laws. The study also examined the perception of sexual harassment and found that perception of sexual harassment and what people considered to be sexual harassment can vary from one society to another. In light of this, the study proposes that any enactment of laws in Nigeria to eliminate sexual harassment should take account of the patriarchal nature of Nigerian society that encourages males to outwardly express sexual interest in women which may alter a woman's perception of what is an acceptable expression of sexual interest. Alongside this, the study also recommends that boys and men should be educated to understand that a woman's 'no' means 'no.' [ABSTRACT FROM AUTHOR]

Background: This study aims to investigate international measures for pandemic control in the workplace based on guidelines from international organizations to learn from their experiences. Methods: We conducted a qualitative study using content analysis. The search method involved reviewing published guidelines on preventing and responding to the COVID-19 pandemic in workplaces. After the screening process, ten guidelines were included in the content analysis. During the analysis, 200 meaning codes, 49 subcategories, and eleven categories were identified. Trustworthiness criteria were utilized to ensure the accuracy and strength of the findings. Results: Eleven categories of international content during the COVID-19 pandemic were legal requirements and duties of employees and employers, structural and program changes, risk assessment, risk communication, information and training, internal and external consultation and cooperation, provision of facilities and tools for workplace hygiene, special conditions, special groups, closing and reopening workplaces, reducing contact and exposure and mental health. Conclusions: Protecting employees during a pandemic requires a multifaceted approach and strong advocacy. The operational plan for pandemic control should be developed based on the level of risk, with support tailored to employees' conditions and needs. Cooperation among international organizations is essential to develop a standardized plan and issue comprehensive guidelines in response to health emergencies with a global perspective and local implementation, drawing from the lessons learned during the COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

The psychological safety of health care workers is an important but often overlooked aspect of the rising rates of burnout and workforce shortages. In addition, mental health conditions are prevalent among health care workers, but the associated stigma is a significant barrier to accessing adequate care. More efforts are therefore needed to foster health care work environments that are safe and supportive of self-care. The purpose of this brief document is to promote a culture of psychological safety in health care organizations. We review ways in which organizations can create a psychologically safe workplace, the benefits of a psychologically safe workplace, and strategies to promote mental health and reduce suicide risk. [ABSTRACT FROM AUTHOR]

BACKGROUND: Workplace barriers to physical activity (PA) and sedentary work contribute to obesity. Workplace lifestyle interventions are needed to reduce sedentary behavior. OBJECTIVE: The study evaluates the effects of a self-monitoring PA protocol plus diet on general health of workers with obesity. METHODS: Thirty-nine workers affected by obesity were enrolled in this pilot intervention study. Monthly and daily PA diary, six-minute walking test (6MWT), Short Form-36 health survey (SF-36), and Global Physical Activity Questionnaire (GPAQ) results were evaluated prior (T0) and at the end of the study (T1). A personalized low-calorie diet based on the Mediterranean diet model was also implemented. Participants followed the protocol from one to three months depending on the date of recruitment. RESULTS: Significant improvements in SF36 and GPAQ scores were recorded, along with reductions in sedentary activity, weight, and BMI (p < 0.001). 6MWT significantly increased from 462.5 [412.5–500] m at T0 to 500 [462.5–550] m at T1 (p < 0.001). A multiple linear regression analysis to investigate the impact of selected covariates (PA, body weight reduction, and sedentary time) on the 6MWT was significant in men. CONCLUSIONS: PA self-monitoring protocols and diets are effective and sustainable for workplace interventions. PA should be part of daily medical practice and occupational physicians should encourage behavioral changes in workers. [ABSTRACT FROM AUTHOR]

Introduction: Hand, foot, and mouth disease (HFMD) outbreaks are increasingly occurring in workplace child centres, highlighting the need for preventive measures. Both child centre caregivers and parents play a crucial role in preventing the spread of the disease, as it can be brought from home and quickly transmitted within the premises. Thus, this study aims to determine the level of HFMD preventive practice and the predictors among parents who enrol their children at the workplace child centre in Pahang. Materials and methods: A cross-sectional study was conducted by distributing a self-administered questionnaire to 163 parents who sent their children to workplace child centres selected via stratified random sampling. Validated and reliable questionnaires were used to assess the HFMD level of preventive practice and associated factors. Data were analysed by using SPSS version 28. Multivariate logistic regression was used to determine the predictors of good preventive practices. Results: The majority of respondents showed a good level of HFMD prevention practices (90.1%). Factors associated with HFMD preventive practice level were education level, history of child infected with HFMD and knowledge of HFMD (p<0.05). The predictors of a good level of preventive practices toward HFMD were tertiary education level (AOR = 8.28, 95% CI: 2.308, 20.154) and history of children infected with HFMD (AOR = 5.02, 95% CI: 1.192, 10.133). Conclusion: A high level of preventive practices among parents may contribute to the control and prevention at workplace child centres. Health promotion content may be improved by including parent's experience with HFMD. It is also useful to target health promotion towards parents with lower education levels and those who have never first-hand experience of a child with HFMD. [ABSTRACT FROM AUTHOR]

Issue Addressed: Construction workers in Australia have suicide rates 84% higher than other workers, with even higher rates for younger and less‐skilled workers. Gatekeeper training (GKT) is a suicide prevention strategy that aims to improve knowledge, attitudes and self‐efficacy to identify and assist individuals at risk of suicide. However, the impact of GKT on long‐term behaviour and suicide prevention is unclear in the construction industry. Methods: Researchers conducted 22 semi‐structured interviews with trained Bluehats, who provide support to their colleagues in the construction industry experiencing mental health difficulties and suicidal distress. Results: Participants reported high levels of motivation and capability due to lived experience of mental health problems or suicide, training, satisfaction from helping others and feeling valued in their work environment. Conclusions: The study highlighted the importance of physical and social opportunities for participants to support their colleagues. The findings reinforced the need to integrate GKT within comprehensive industry suicide prevention programs that provide a range of interventions for workers and ongoing support to trainees to translate their skills into behaviour. Future GKT should include behaviour change approaches to identify and target contextual and individual‐level factors influencing behaviour. So What?: Understanding the potential and limitations of GKT within the construction industry offers invaluable insights for health promotion. Integrating GKT with holistic prevention programs could lead to more impactful strategies, potentially reducing the high suicide rates and fostering a healthier work environment in the construction sector. [ABSTRACT FROM AUTHOR]

Research examining privacy in a higher education setting tends to focus on the student perspective whilst largely overlooking the academic perspective. Moreover, it fails to fully conceptualise the social, relational, and contextual complexities of privacy and the vital role it has on academics' ability to form their identity. To address these knowledge gaps, this paper draws on the social theory of privacy to examine how academics socially negotiate privacy boundaries and the influence these negotiations have on their identity. Data were gathered through a qualitative case study analysis of a higher education institution in the United Kingdom (UK). The findings reveal how academic preferences and context-dependent social meanings influence the construction of dialectical privacy boundaries that allow academics to create and maintain various personal boundaries. These negotiated boundaries are influenced by the nature of the relationship between individuals, the levels of trust between colleagues, and the social norms governing workplace relationships. The findings also reveal how these negotiated privacy boundaries provide an intimate territory within which academics co-construct their identity through a complex series of social interactions occurring over time. [ABSTRACT FROM AUTHOR]

Objectives Leisure-time physical activity (LTPA) can reduce the risk of incident diabetes, whereas the role of occupational physical activity (OPA) in developing diabetes is still unclear due to conflicting evidence. Moreover, the joint associations of OPA and LTPA with incident diabetes among US workers have not yet been systematically examined. The objective of this study was to assess the independent and joint associations of OPA and LTPA with incident diabetes. Methods This prospective cohort study included 1406 workers free from diabetes at baseline (2004–2006) from the national, population-based Mid-life in the United States (MIDUS) study. Associations of OPA and LTPA at baseline with incident diabetes during 9 years of follow-up were examined using Poisson regression models. High OPA was defined based on engagement in physical demands at work, and high LTPA was defined as participation in moderate or vigorous LTPA at least once per week. Results High OPA was associated with an increased risk of diabetes compared to low OPA (adjusted risk ratios and 95% confidence interval = 1.52 [1.04, 2.22]), while high LTPA was associated with a decreased risk of diabetes compared to low LTPA (0.66 [0.44, 0.97]). Diabetes risk was the highest among workers with high OPA and low LTPA (2.30 [1.30, 4.07]). Conclusions In a national, population-based prospective cohort study of US workers, high OPA was associated with an elevated risk of diabetes, while high LTPA was associated with a decreased diabetes risk. The combination of high OPA and low LTPA exhibited the greatest risk of diabetes. [ABSTRACT FROM AUTHOR]

Workers with demanding jobs are at risk of experiencing mental stress, leading to decreased performance, mental illness, and disrupted sleep. To detect elevated stress levels in the workplace, studies have explored stress measurement from physiological, psychological, and behavioral perspectives. This paper reviews the assessment methods and strategies for mitigating mental stress in the workplace and provides recommendations for early detection and mitigation of mental stress. Among the modalities, Electroencephalography (EEG), Electrocardiography (ECG) and Galvanic Skin Response (GSR) were found to be the most used in assessing mental stress in the workplace. Nevertheless, these modalities are sensitive to motion artifacts and are difficult to be integrated into real work environments. To further improve stress level assessment in the workplace, multimodality integration with a reduced number of sensors such as EEG, GSR and Functional near infrared spectroscopy (fNIRS) can be utilized. This would lead to developing strategies for stress management in real-time. Furthermore, combining EEG with fNIRS would improve source localization of mental stress. To mitigate stress, we recommend developing a closed loop system that incorporates brain data acquisition systems and machine learning with physical stimulations such as audio Binaural Beats Stimulation and/or Transcranial Electric Stimulation. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to identify the values held by employees in their workplace in the light of the literature review. Design/methodology/approach: A literature analysis and critique was applied. A nonsystematic literature review was conducted using Google Scholar and PubMed scientific databases. The scientific items were complemented by industry literature and online sources on the issues addressed. Findings: The broad spectrum of people's values in the work environment is derived from their personal values, age, gender, and race, as well as the industry they work in, company policies, and team relationships. Some values may become obsolete and lose their validity over time. There are also those we are only reminded of in crises, such as safety in the workplace. Research limitations/implications: The literature review was based only on two selected scientific databases, Google Scholar and PubMed. Moreover, the literature search used a specific combination of keywords using a Boolean operator, which may have omitted other scientific items in the database. Practical implications: An employer should examine the values of its employees to create optimal working conditions. Employees work better when surrounded by people with similar values, enhancing loyalty and job satisfaction. Employees’ values in the workplace evolve depending on their personal and professional life stages. Social implications: Differences in the values valued by employees should be considered in human capital management and in creating the conditions for the proper performance of job duties. Conscious management by values (ethical-social, emotional-developmental) is the basis for building employee well-being in a diverse work environment. Originality/value: The treatment of issues treating the values professed by employees in the workplace is based mainly on foreign literature on the subject, enriching the previous scientific output on human capital in the enterprise, signalling the authors' contribution to the development of the discipline of management and quality sciences. The article primarily addresses researchers and scholars dealing with human resource management, organisation values, and work sociology. The work may also interest students in sociology, psychology, and pedagogy. In addition, the article is of value to managers and leaders of groups and teams dealing with organisational behaviour and communication in organisations. [ABSTRACT FROM AUTHOR]

Impact of workplace stress is a significant issue for social workers in hospital practice. This study aims to understand somatic stress in hospital social workers, the physical embodiment of stress and recognition within employing organisations and education. Using a collaborative inquiry methodology, data were collected using body-mapping workshops. Following Interpretive Phenomenological Analysis, three overarching themes were generated: experiences of somatisation, deliberate disembodiment, stress management and staff well-being. Social worker findings include the inhabiting of multiple bodies at work and the impact of the work environment on well-being. Harmful coping strategies and a lack of existing support and recognition were identified. Recommendations include an integration of somatic stress into the existing well-being scholarship to aid in acknowledgement and resourcing. [ABSTRACT FROM AUTHOR]

This case study offers examples of the use of artificial intelligence (AI) writing tools at a small nonprofit workplace dispute resolution center. It explores the limits and strengths of these AI tools, as well as the mediation field's concerns around using AI as a replacement for mediation work. Further, it explores the implications of AI tool use for the ethos of the writer and the AI tool itself as well as for the current pedagogy deliberations occurring in the technical writing field at large. [ABSTRACT FROM AUTHOR]

The 15 Minute Challenge is an mHealth workplace wellness initiative, employing gamification to promote physical activity, aiming to enhance health outcomes and overall well-being. This retrospective cohort study evaluated the effectiveness of the program among employees at various Australian, New Zealand, and UK workplaces. Real-world data from 11,575 participants across 73 companies were analyzed. The program encouraged daily 15 min physical activity sessions over six weeks. Participants self-reported their physical activity and fitness, energy, overall health, sleep quality, and mood at baseline and 6 weeks. Program satisfaction, engagement rates, and adherence to the program were also assessed. Effectiveness was evaluated using multi-level mixed-effects linear regression analyses. The intervention showed significant increases in physical activity, with 95% of participants meeting or exceeding international physical activity guidelines, up from 57% at baseline (p < 0.05). Self-reported fitness, energy, overall health, sleep quality, and mood significantly improved (between 7.1 and 14.0% improvement; all p < 0.05). High satisfaction was reported, with 92% of participants recommending the program. The 15 Minute Challenge effectively increased physical activity levels and improved self-reported health outcomes among participating employees. The high satisfaction rates and significant health improvements highlight the potential of workplace wellness programs to combat sedentary behavior and promote a healthier, more active lifestyle. [ABSTRACT FROM AUTHOR]

Background: The sedentary aspects of work have been associated with increased health risks. The purpose of this study was to compare the effects of high intensity interval training (HIIT) and increased steps on anthropometric, body mass, and body composition changes over a 12-week period. Methods: 12 sedentary, obese, body mass index (BMI) = 32.98 ± 3.21 kg/m2, adult (46.10 ± 9.56 years), females volunteered for the study and were randomly assigned into one of the two groups, the HIIT group and the STEP group. During the 12-week study, all participants' movements were monitored during their workday, via an accelerometer, a Movband™, 5 days/week. Findings: The HIIT group (n = 5) engaged in structured exercise (~15.0 ± 3.5 minutes), defined as total body moves which consisted of eight different routines: upper and lower extremity, two cardio segments, two total body, yoga, and abdominal exercises. The STEP group (n = 7) averaged ~7,000 steps/day throughout 12 weeks. Pre- and post-program measurements included: five anthropometric measurements (biceps, waist, abdomen, hips, and thigh), along with body mass and body composition measures: relative (%) body fat via dual x-ray absorptiometry (DEXA) scan, fat mass, fat-free mass, and lean mass. Conclusions: Statistical significance was determined among participants for biceps, hips, and thigh measurements along with body mass and body composition changes for improved health. Application to Practice: This work is suggestive that a physical activity intervention integrated into the workplace via work processes and/or structured exercise is supportive in reducing anthropometric and body composition measurements, while changing body mass, to increase health and reduce obesity-related chronic disease risks in sedentary women. [ABSTRACT FROM AUTHOR]

Diversity and inclusion scholarship addresses inequality at work across categories of difference marked with historical disadvantages such as gender, ethnicity, disability, sexual orientation, and class or categories meaningful for the industrial, organisational or local settings. This scholarship has not considered political ties to be a diversity strand. However, political ties are a considerable source of uneven power relations, unearned privileges, and unjust discrimination in many contexts. Similarly, political ties could be sources of disadvantage, exclusion and discrimination for individuals with weak, absent or oppositional political affiliations. Our paper focuses on the Asian context, where political ties are often a legitimate human and institutional resource that can shape individual choices and chances at work. By defining political ties as a diversity and inclusion strand, we critique the legitimacy of political ties as a dominant and desirable resource and present political tie discrimination as a wicked social problem that entrenches uneven relations of power and authority in workplaces. Highlighting how political affiliation manifests across different national contexts in Asia, we explore the utility of adding political ties to the Asian vernacular to regulate workplace diversity and inclusion. Asia provides an interesting context in which the interplay between political affiliation and workplace relations is often culturally endorsed, remains unregulated and unscrutinised through ethical and anti-discrimination regulations. Thus, Asia provides an ideal setting to explore the emergence of political tie diversity and inclusion at work. We illustrate this through country-specific examples, illustrating the cross-national varieties of political tie diversity in the Asian business context. We also suggest a roadmap to manage political tie diversity and inclusion for this context. [ABSTRACT FROM AUTHOR]

Farmworkers in the U.S. experienced high rates of COVID-19 infection and mortality during the COVID-19 pandemic. Their workplace may have been a significant place of exposure to the novel coronavirus. Using political economy of health theory, this study sought to understand how organizational aspects of the agricultural industry and broader socioeconomic and political conditions shaped farmworkers COVID-19 workplace safety during the pandemic. Between July 2020 and April 2021, we conducted and analyzed fourteen in-depth, semi-structured phone interviews with Latinx farmworkers in California. Findings show that regulatory oversight reinforced COVID-19 workplace safety. In the absence of regulatory oversight, the organization of the agricultural industry produced COVID-19 workplace risks for farmworkers; it normalized unsafe working conditions and the worker-rather than employer-responsibility for workplace safety. Under these conditions, farmworkers enacted personal COVID-19 preventative practices but were limited by financial hardships that were exacerbated by the precarious nature of agricultural employment and legal status exclusions from pandemic-related aid. Unsafe workplace conditions negatively impacted workplace camaraderie. Study findings have implications for farmworkers individual and collective agency to achieve safe working conditions. Occupational safety interventions must address the organizational aspects that produce workplace health and safety inequities and disempower farmworkers in the workplace.

ObjectiveTo examine the effectiveness of a workplace sugar-sweetened beverage (SSB) sales ban on reducing SSB consumption in employees, including those with cardiometabolic disease risk factors.DesignA controlled trial of ethnically diverse, full-time employees who consumed SSB heavily (sales ban n 315; control n 342). Outcomes included standardised measures of change in SSB consumption in the workplace (primary) and at home between baseline and 6 months post-sales ban.SettingSutter Health, a large non-profit healthcare delivery system in Northern California.ParticipantsFull-time employees at Sutter Health screened for heavy SSB consumption.ResultsParticipants were 66·1 % non-White. On average, participants consumed 34·7 ounces (about 1 litre) of SSB per d, and the majority had an elevated baseline BMI (mean = 29·5). In adjusted regression analyses, those exposed to a workplace SSB sales ban for 6 months consumed 2·7 (95 % CI -4·9, -0·5) fewer ounces of SSB per d while at work, and 4·3 (95 % CI -8·4, -0·2) fewer total ounces per d, compared to controls. Sales ban participants with an elevated BMI or waist circumference had greater post-intervention reductions in workplace SSB consumption.ConclusionsWorkplace sales bans can reduce SSB consumption in ethnically diverse employee populations, including those at higher risk for cardiometabolic disease.

BACKGROUND: Engaging frontline clinicians and staff in quality improvement is a promising bottom-up approach to transforming primary care practices. This may be especially true in federally qualified health centers (FQHCs) and similar safety-net settings where large-scale, top-down transformation efforts are often associated with declining worker morale and increasing burnout. Innovation contests, which decentralize problem-solving, can be used to involve frontline workers in idea generation and selection. OBJECTIVE: We aimed to describe the ideas that frontline clinicians and staff suggested via organizational innovation contests in a national sample of 54 FQHCs. INTERVENTIONS: Innovation contests solicited ideas for improving care from all frontline workers-regardless of professional expertise, job title, and organizational tenure and excluding those in senior management-and offered opportunities to vote on ideas. PARTICIPANTS: A total of 1,417 frontline workers across all participating FQHCs generated 2,271 improvement opportunities. APPROACHES: We performed a content analysis and organized the ideas into codes (e.g., standardization, workplace perks, new service, staff relationships, community development) and categories (e.g., operations, employees, patients). KEY RESULTS: Ideas from frontline workers in participating FQHCs called attention to standardization (n = 386, 17%), staffing (n = 244, 11%), patient experience (n = 223, 10%), staff training (n = 145, 6%), workplace perks (n = 142, 6%), compensation (n = 101, 5%), new service (n = 92, 4%), management-staff relationships (n = 82, 4%), and others. Voting results suggested that staffing resources, standardization, and patient communication were key issues among workers. CONCLUSIONS: Innovation contests generated numerous ideas for improvement from the frontline. It is likely that the issues described in this study have become even more salient today, as the COVID-19 pandemic has had devastating impacts on work environments and health/social needs of patients living in low-resourced communities. Continued work is needed to promote learning and information exchange about opportunities to improve and transform practices between policymakers, managers, and providers and staff at the frontlines.

Laila A Alharbi,1 Mohamed Cheikh,2 Manal E Alotaibi,1 Amal A Alkhotani,1 Hussam M Alim,1 Fahd Almalki,1 Mohammed S Samannodi,1 Hadeel A Khadawardi,1 Ahmad A Imam,1 Yosra A Turkistani,1 Fozya B Bashal,1 Abdullah Tawakul,1 Adeeb A Bulkhi,1 Mohammad S Dairi,1 Rania Zaini,3 Hani M Almoallim1 1Department of Medicine, Umm Al-Qura University (UQU), Makkah, Saudi Arabia; 2Department of Medicine, Al Salama Hospital, Jeddah, Saudi Arabia; 3Department of Community Medicine, Umm Al-Qura University (UQU), Makkah, Saudi ArabiaCorrespondence: Hani M Almoallim, Department of Medicine, Umm Al-Qura University, Makkah, Saudi Arabia, Email hmmoalim@uqu.edu.saBackground: Entrustable professional activities (EPAs) define the core tasks that a graduating rheumatologist needs to perform independently in practice. The objective of this study was to develop and validate EPAs for rheumatology fellowship training programs in Saudi Arabia.Methods: Experts met to develop an initial set of potential end-of-training EPAs by conducting a comprehensive literature review of EPAs and studying the Saudi rheumatology fellowship curriculum. Then, to validate the EPAs, we conducted two rounds of the modified Delphi technique among rheumatology experts in Saudi Arabia. A response rate of 80% was considered and the minimum number of experts needed to be 25 to 30. Descriptive statistics were utilized to describe participants’ demographic characteristics and group responses to each statement in all rounds. The experts were asked to rate the relevancy of each EPA using a 5-point Likert scale in both Delphi rounds.Results: In the preliminary phase, four rheumatologists developed an initial set of 36 core EPAs for rheumatology training program in Saudi Arabia. For the two-rounds Delphi techniques, 32 experts were invited to complete the study. The response rate of the first and second round were, 78.12% (25) and 93.75% (30), respectively. The first-round Delphi resulted in a robust consensus on 31 EPAs for rheumatology training. Five EPAs were excluded, and one new EPA was proposed. In the subsequent round, all 32 EPAs achieved strong consensus. The eliminated EPAs likely fell short in one or more of the following areas: relevance to rheumatology practice in Saudi Arabia, overlapping with other EPAs, or practical challenges in the implementation.Conclusion: We have developed and validated a core set of EPAs for rheumatology fellowship training programs in Saudi Arabia. Mapping and identifying milestones for these EPAs are essential steps to follow to enhance workplace curriculum development.Keywords: entrustable professional activities, EPAs, rheumatology, training programs, fellowship, Saudi Arabia, curriculum, workplace

Abstract Background and aim Digital interventions for depression and anxiety can be as effective as face-to-face therapy. One in six workers experience some form of mental health problems, making the workplace a potential avenue to deliver mental health interventions as part of a stepped care model. This study aimed to assess the acceptability, feasibility, and preliminary efficacy of a digital cognitive behavioural therapy (dCBT) on depression and anxiety for employees in the workplace. Methods A mixed-methods evaluation of employees allocated to dCBT (n=25), or a waitlist control group (n=27) was used to assess five feasibility objectives related to recruitment of employers and employees, engagement, study procedure and preliminary efficacy of the intervention. Quantitative outcome measures and qualitative interviews at 8 weeks post-randomisation were used. Quantitative outcomes were also assessed within subject at 3-, 6-, and 12-month follow-up. Qualitative data was analysed using thematic and framework analysis in Nvivo, whilst quantitative outcomes were analysed using mixed effect linear models between and within subject in R and SPSS. Results Thirty-Three businesses agreed to facilitate the delivery of three trials run by the University of Warwick in their workplaces. 52 participants consented into the REST trial. Adherence/usage of participants of the treatment platform was just over 50% across the whole sample. There was a reduction in depression and anxiety symptoms post-intervention and at follow-up timepoints across all participants and over time although there were no statistically significant between group differences. High acceptability and satisfaction of the intervention were reported by participants based on qualitative interview data at post-intervention. Conclusions Results from this feasibility study suggests that the dCBT programme (REST) was acceptable and shows improvement in depression and anxiety symptoms, albeit not over and above the treatment effects in the control group. Recruitment of participants and engagement with the intervention made the feasibility of the delivery somewhat challenging. With better recruitment promotion and engagement strategies, as well as implementing the learnings from the feasibility trial, a fully powered study can inform the efficacy of the REST intervention. Trial registration The study is registered in the BMC Springer Nature ISRCTN registry ISRCTN31161020 (registered on 08/06/2021).

Abstract Purpose The aim of the study was to identify settings associated with SARS-CoV-2 transmission throughout the COVID-19 pandemic in France. Methods Cases with recent SARS-CoV-2 infection were matched with controls (4:1 ratio) on age, sex, region, population size, and calendar week. Odds ratios for SARS-CoV-2 infection were estimated for nine periods in models adjusting for socio-demographic characteristics, health status, COVID-19 vaccine, and past infection. Results Between October 27, 2020 and October 2, 2022, 175,688 cases were matched with 43,922 controls. An increased risk of infection was documented throughout the study for open-space offices compared to offices without open space (OR range across the nine periods: 1.12 to 1.57) and long-distance trains (1.25 to 1.88), and during most of the study for convenience stores (OR range in the periods with increased risk: 1.15 to 1.44), take-away delivery (1.07 to 1.28), car-pooling with relatives (1.09 to 1.68), taxis (1.08 to 1.89), airplanes (1.20 to 1.78), concerts (1.31 to 2.09) and night-clubs (1.45 to 2.95). No increase in transmission was associated with short-distance shared transport, car-pooling booked over platforms, markets, supermarkets and malls, hairdressers, museums, movie theatres, outdoor sports, and swimming pools. The increased risk of infection in bars and restaurants was no longer present in restaurants after reopening in June 2021. It persisted in bars only among those aged under 40 years. Conclusion Closed settings in which people are less likely to wear masks were most affected by SARS-CoV-2 transmission and should be the focus of air quality improvement. ClinicalTrials.gov (03/09/2022) NCT04607941.

Background: In recent years, the rise of workplace racial discrimination and microaggressions has decreased the efficiency and productivity of organizations and institutions, and realization of organizational goals globally. Accordingly, it was decided to conduct a systematic review and meta-analysis in the present study with the aim of investigating the prevalence of microaggression and racial discrimination in the workplace. Methods: The PubMed, Scopus, Web of Science, ScienceDirect and Google Scholar databases were systematically searched for studies that had reported the effects of work stress among managers. The search did include a lower time limit and was conducted in June 2023. The heterogeneity of the studies was investigated using the I2 index, and accordingly random effects method was adopted for meta-analysis. Data analysis was conducted with the Comprehensive Meta-Analysis (v.2) software. Results: In the review of seven studies with a sample size of 2998 people, the overall prevalence of microaggression and racial discrimination in the workplace was found to be 73.6% and 18.8%, respectively. Publication bias within the selected studies was examined with the Egger's test, which indicated the absence of publication bias for the pooled prevalence of workplace microaggression (p: 0.264) and for the pooled prevalence of workplace racial discrimination (p: 0.061). Conclusion: The results obtained from this report indicate the high impact of micro-aggression and racial discrimination in the workplace. Considering the negative effects of such behaviours, the findings from this study will be helpful to managers and health policymakers.

Teachers, administrators, and staff members deal with a variety of challenges and demands daily in elementary schools. Multiple factors may contribute to the increase in stress levels, burnout, and emotional exhaustion. Some examples of these include the heavy workload, student engagement and management, and the need to uphold academic standards. In the hopes of addressing the global learning crisis, institutions must invest and provide different types of support for their educators. Schools need to assess the mental well-being of their teachers amidst the transitions made during the pandemic. Hence, the importance of this study is to understand the teacher’s motivation to improve students’ learning outcomes. Many ways in which mindfulness affected teachers' well-being were significant. Participants had a better understanding of their motivations, which helped them feel more connected to their teaching goals. Practices of mindfulness helped people adopt the attitude of embracing intrinsic rewards, which improved their motivation overall. The mindfulness integration within the school environment also contributed to a positive shift in the teacher community, fostering a culture of empathy, support, and collaboration. The study's implications extend to educational policy and practice, demonstrating the potential advantages of incorporating mindfulness to build a strong and empowered teaching community, eventually generating a richer learning environment for students.

Menstruation in the world of work organisations has so far from a sociological perspective remained an unexplored topic. Using exploratory research and the grounded theory method, this article seeks to capture how Czech women cope with menstruation in the workplace. Women interested in participating in the research were first asked to answer a short online questionnaire. From this pool we chose nineteen women (ages 21-66) who differed from each other in terms of their professions, age, and the extent to which menstruation is limiting for them and conducted qualitative interviews with them. The interviews were transcribed verbatim and subsequently coded and analysed. This coding led to the creation of categories and themes representing menstruation management and its different strategies and the different usage of menstrual aids, menstruation in the space-time of work organisations, social norms associated with menstruation, planning associated with menstruation, and menstruation as a reminder of corporeality. The analysis showed that menstruating women face many obstacles while doing their paid work, which can discriminate them. Furthermore, it has been found that menstruation restricts women when performing their work. Menstruating women must adhere to social norms that dictate that they must conceal their menstruation and its attendant symptoms. The space-time of work organisations may not always correspond to the needs of menstruating women, whether they use disposable menstrual aids or more sustainable options. The research also addresses the fact that women's corporality within work organizations largely differs from men's corporality. Because the male body does not have specific needs like the menstruating body, it can be ignored, whereas women cannot ignore their bodies.

Abstract Background Workplace cancer screening programs are determined as part of an employee’s benefits package and health checkups are perceived positively. However, the current status of workplace cancer screening programs in Japan is unavailable. This study aimed to assess the adherence to national guidelines for colorectal, breast, and cervical cancer screenings in the workplace among Japanese enterprises and identify factors associated with excessive or inadequate screenings. Methods A cross-sectional study design was employed. Data were obtained from a survey conducted by the “Corporate Action to Promote Cancer Control” between November and December 2022 among registered partner enterprises in Japan. The survey included questions on background characteristics, cancer screening practices, and intervention approaches. The analysis included 432 enterprises that provided complete responses regarding colorectal, breast, and cervical cancer screenings. Results The guideline-adherence rates for colorectal, breast, and cervical cancer screenings in the workplace were 12.7%, 3.0%, and 8.8%, respectively. Enterprises had lower adherence to screening guidelines than local governments. Colorectal (70.8%) and breast (67.1%) cancer screenings were predominantly categorized as “overscreening” and cervical (60.6%) cancer screening, as “underscreening.” Factors such as enterprise scale, health insurance associations, and the number of interventional approaches were significantly associated with increased “overscreening” (101–1000: β = 0.13, p = 0.01; ≥ 1000: β = 0.17, p

Background: This study aimed to investigate heart rate variability among traffic police officers and compare these parameters between exercising and non-exercising groups. Heart rate variability is an important marker of cardiac autonomic function. Understanding the impact of exercise on heart rate variability among traffic police officers can provide valuable insights into strategies for improving their cardiovascular well-being. Materials and Methods: This comparative correctional study was conducted among forty-two healthy traffic police officers. The participants were divided into exercising and non-exercising groups based on their physical activity levels. Heart rate variability was measured using standard technique. Data was analysed using Microsoft Excel and SPSS version 16. The heart rate variability values were non parametric. So, data were expressed as median interquartile range and comparison between two groups was done with Mann-Whitney U test. p

Abstract Background Worldwide, physical inactivity (PIA) and sedentary behavior (SB) are recognized as significant challenges hindering the achievement of the United Nations (UN) sustainable development goals (SDGs). PIA and SB are responsible for 1.6 million deaths attributed to non-communicable diseases (NCDs). The World Health Organization (WHO) has urged governments to implement interventions informed by behavioral theories aimed at reducing PIA and SB. However, limited attention has been given to the range of theories, techniques, and contextual conditions underlying the design of behavioral theories. To this end, we set out to map these interventions, their levels of action, their mode of delivery, and how extensively they apply behavioral theories, constructs, and techniques. Methods Following the scoping review methodology of Arksey and O’Malley (2005), we included peer-reviewed articles on behavioral theories interventions centered on PIA and SB, published between 2010 and 2023 in Arabic, French, and English in four databases (Scopus, Web of Science [WoS], PubMed, and Google Scholar). We adopted a framework thematic analysis based on the upper-level ontology of behavior theories interventions, Behavioral theories taxonomies, and the first version (V1) taxonomy of behavior change techniques(BCTs). Results We included 29 studies out of 1,173 that were initially screened/searched. The majority of interventions were individually focused (n = 15). Few studies have addressed interpersonal levels (n = 6) or organizational levels (n = 6). Only two interventions can be described as systemic (i.e., addressing the individual, interpersonal, organizational, and institutional factors)(n = 2). Most behavior change interventions use four theories: The Social cognitive theory (SCT), the socioecological model (SEM), SDT, and the transtheoretical model (TTM). Most behavior change interventions (BCIS) involve goal setting, social support, and action planning with various degrees of theoretical use (intensive [n = 15], moderate [n = 11], or low [n = 3]). Discussion and conclusion Our review suggests the need to develop systemic and complementary interventions that entail the micro-, meso- and macro-level barriers to behavioral changes. Theory informed BCI need to integrate synergistic BCTs into models that use micro-, meso- and macro-level theories to determine behavioral change. Future interventions need to appropriately use a mix of behavioral theories and BCTs to address the systemic nature of behavioral change as well as the heterogeneity of contexts and targeted populations.

Stress has a negative impact on the efficiency and productivity of employees and, accordingly, brings additional costs or losses to companies. A company’s proactive role in ensuring its employees’ resilience to stress in the workplace is crucial in creating an effective working environment and reducing staff turnover. The article analyses the scientific environment (using Descriptive bibliometric analysis and Science Mapping) and public interest (using Google Trends) in resilience and stress at professional work and in management in this area. The bibliometric analysis was conducted using VOSviewer based on publications from the Scopus database (Elsevier) without restrictions on the year of publication, country, author, language and category; the trend analysis was conducted for the period 2004‒2024 for all categories and countries, all Internet traffic was restricted to “Web searches”. The study showed a steady increase in Internet searches for the concept of “resilience training”, with peaks in 2004 and 2005 (coinciding with known terrorist attacks); interest in the query “resilience at professional work” is highest in the United States and the United Kingdom, and 12 leading countries were identified for the query “stress at professional work”. The dynamics of scientific papers in this area are described in the article by a 3rd-degree polynomial dependence equation with a determination coefficient of R² = 0.9676; a significant surge in publication activity occurred in 2014, with the number of papers increasing by 472% and an annual growth rate of 20% in 2014‒2024. The dominant subject areas of these publications are medicine (34.50%), social sciences (15.08%) and psychology (14.47%); countries are the USA, the UK, Australia, Canada, and China. The article identifies scientists who are leaders of scientific thought in this area, the most developed research networks, authoritative publications and journals (based on citation analysis), the most powerful international and national institutions that have funded research in this area (among the world leaders are the US National Institutes of Health and the US Department of Defence). The article structures the scientific work in this area: 1) based on the content and contextual feature, nine thematic clusters are identified, the most significant of which is the one that studies stress at work and professional burnout from a medical point of view; 2) based on the content and chronological feature, the most significant number of works were those on the human factor and gender issues of stress and resilience published in 2017‒2018.