Search

Healthcare professionals are in short supply worldwide, especially in China, which can result in increased stress in the work environment and allostatic load for Chinese hospital staff. This study aimed to investigate the prevalence of anxiety and depressive symptoms and their relationship with total stress, allostatic overload, sleep quality, and episodic memory among Chinese hospital staff. In this cross-sectional study, self-assessments including Generalized Anxiety Disorder 7-item (GAD-7), Patient Health Questionnaire-9 (PHQ-9), PsychoSocial Index (PSI), Pittsburgh Sleeping Quality Index (PSQI), and MemTrax test were used to evaluate participants' anxiety symptoms, depressive symptoms, total stress, allostatic load/overload, sleep quality, and episodic memory. A total of 9433 hospital staff from 304 cities participated. Anxiety prevalence was 21.0 % (95 % confidential interval (CI) 20.2 %, 21.8 %), while the prevalence of depressive symptoms was at 21.4 % (95 % CI 20.5 %, 22.2 %). 79.8 % (95 % CI 79.0 %, 80.6 %) of the hospital staff had allostatic overload. Poor sleep quality affected 50.4 % of participants, and 32.1 % experienced poor episodic memory. This study utilized a convenience sampling approach, relying on an online survey as its data collection method. Hospital staff in China are facing a stressful environment with a high prevalence of anxiety and depressive symptoms, significant allostatic overload, poor sleep quality, and compromised episodic memory. It is imperative that local management and community structures enhance their support and care for these essential workers, enabling them to manage and withstand the stresses of their professional roles effectively. [ABSTRACT FROM AUTHOR]

A central assumption of conversation and multimodal analysts is that the participants have sensorial access to the acoustic features, most notably talk, of the studied interactions, which are available thanks to the recordings. If speakers stand in close proximity, a microphone is placed between or on one of them, and the analyst considers that the resulting recording captures the sound that is relevant both for the participants and for research purposes. The study of mobile and spatially distributed interactions comes with a challenge: If speakers are not spatially close but apart from each other, what is the relevant sound for the researcher to collect and examine? In this article, we show that prosodic, compositional and sequential features of the same segment of talk sound differently depending on the exact location of the hearer, or recording device, which is relevant for the analyst as well as for the participants. Our study was based on a corpus of hospital staff corridor interactions captured with a set-up composed of four video-cameras and eight wireless microphones operating simultaneously. [ABSTRACT FROM AUTHOR]

Background. The value of services in healthcare institutions such as hospitals is created by leveraging the knowledge, skills, and experiences of their healthcare staff. Therefore, knowledge transfer is necessary to empower the employees in the hospital. Since few studies have explored the impact of knowledge transfer on the empowerment of hospital employees, this study aimed to investigate the impact of knowledge transfer and its components on employees' empowerment in Qazvin teaching hospitals. Methods. In this descriptive-analytic and cross-sectional study, 330 teaching hospital staff members of Qazvin University of Medical Sciences were investigated between February 2020 and May 2020. The required data were collected using the Knowledge Transfer Questionnaire (De-Castro, et al., 2008) and the Empowerment Questionnaire (Spreitzer, 1992). The data were analyzed using the correlation method and structural equation analysis (SEM) as well as using SPSS-22 and AMOS software. Results. There was a direct relationship between the dimensions of knowledge transfer and personnel empowerment, and all examined dimensions were above average. Moreover, the dimensions of knowledge transfer also had a significant impact on personnel empowerment. Regarding the fit of the model, the values of GFI, CFI, and NFI indices were obtained above 0.90. In addition, the RMSEA index was 0.074, which indicated the good fit of the model. Conclusion. In summary, the staff's empowerment level was enhanced through the knowledge transfer. Therefore, it was recommended that the hospital managers should improve the level of workers' empowerment by implementing effective strategies, such as providing training courses for the employees.

Abstract Background According to previous studies, stress and job burnout among medical personnel increased during the COVID-19 pandemic. This study analyzed the effect of the experience of COVID-19 response work on the intention of municipal hospital staffs to leave their workplaces during the pandemic. Methods The 3556 employees who had worked for more than 1 year at one of the eight Seoul Municipal Hospitals that either provided inpatient treatment for quarantined COVID-19 patients or operated as screening clinics were taken as the study population. In total, 1227 employees completed a web or mobile survey between October 21 and November 18, 2020. A chi-squared test was performed to confirm the difference in the distribution of turnover intention depending on whether the employees performed COVID-19 response tasks. Multiple logistic regression analyses were performed to determine the factors that affected the intention to leave. Results Of the 1227 respondents, 761 (62.0%) were frontline workers who were the first line of response to COVID-19. Experience with COVID-19 response tasks (OR = 1.59, p = 0.003) was significantly associated with the intention to leave. Additionally, the probability of turnover intention was significantly higher among workers aged 20–29 years (OR = 2.11, p = 0.038) and 40–49 years (OR = 1.57, p = 0.048), unmarried individuals (OR = 1.66, p = 0.005), doctors (OR = 2.41, p = 0.010), nurses (OR = 1.59, p = 0.036), and technical staff members (OR = 2.22, p = 0.009). High turnover intention was found among those who experienced high levels of burnout (OR = 2.03, p

Fang Gao,1,&ast; Xialin Zhang,2,&ast; Xiaolan Wang,2 Junyan Zhang,3 Fang Wang,1 Yan Zhou,4 Jing Wang,1 Xuewen Li,5 Ruijuan Zhang2 1Department of Prevention Care in Healthcare, Shanxi Bethune Hospital, Shanxi Academy of Medical Sciences, Tongji Shanxi Hospital, Third Hospital of Shanxi Medical University, Taiyuan, People’s Republic of China; 2Department of Hematology, Shanxi Bethune Hospital, Shanxi Academy of Medical Sciences, Tongji Shanxi Hospital, Third Hospital of Shanxi Medical University, Taiyuan, People’s Republic of China; 3Department of Clinical Epidemiology and Evidence-Based Medicine, Shanxi Bethune Hospital, Shanxi Academy of Medical Sciences, Tongji Shanxi Hospital, Third Hospital of Shanxi Medical University, Taiyuan, People’s Republic of China; 4Department of Laboratory, Shanxi Bethune Hospital, Shanxi Academy of Medical Sciences, Tongji Shanxi Hospital, Third Hospital of Shanxi Medical University, Taiyuan, People’s Republic of China; 5Department of Cardiology, Shanxi Bethune Hospital, Shanxi Academy of Medical Sciences, Tongji Shanxi Hospital, Third Hospital of Shanxi Medical University, Taiyuan, People’s Republic of China&ast;These authors contributed equally to this workCorrespondence: Ruijuan Zhang; Xuewen Li, Email 13593169668@163.com; xuewenli1010@126.comPurpose: To determine the current status of vitamin D status and the associated factors for its deficiency among Chinese hospital staff.Methods: The physical examination data of 2509 hospital staff members was analyzed alongside that of 1507 patients who visited the hospital during the corresponding period of the examination. Serum concentration of 25-hydroxyvitamin D (25(OH)D) were measured in the participants. The hospital staff also completed surveys about general information, laboratory examination, and occupational characteristics.Results: The median vitamin D status (serum 25(OH)D concentration) of the participants was 9.0 ng/mL, ranging from 6.5 to 44.7 ng/mL, and the prevalence of deficiency (< 12.3 ng/mL) was 81.47% (2044/2509). The multivariable logistic regression revealed that nurses (OR = 1.54, 95% CI 1.09– 2.19, p = 0.015), BMI below 18 (OR = 2.39, 95% CI 1.02– 5.58, p = 0.045) associated with higher prevalence of vitamin D deficiency. In the contrast, age above 30 (OR = 0.69, 95% CI 0.53– 0.91, p = 0.009) and a high level of uric acid (OR = 0.56, 95% CI 0.41– 0.78, p = 0.001) associated with lower prevalence of vitamin D deficiency. The prevalence of vitamin D deficiency was higher among the hospital staff (81.47%) compared to the patients who visited the hospital during the same time period (65.69%). A substantial disparity was observed in the propensity score matching dataset (69.14% vs 79.94%, p < 0.001).Conclusion: Hospital staff are a high-risk group for vitamin D deficiency. Paying attention to vitamin D status and supplementation of this vitamin are pertinent aspects of hospital staff health care. Outdoor activities, vitamin D supplementation, and foods rich in vitamin D should be advocated.Keywords: vitamin D deficiency, 25-hydroxyvitamin D, hospital staff, cross-sectional

Background: According to previous studies, stress and job burnout among medical personnel increased during the COVID-19 pandemic. This study analyzed the effect of the experience of COVID-19 response work on the intention of municipal hospital staffs to leave their workplaces during the pandemic. Methods: The 3556 employees who had worked for more than 1 year at one of the eight Seoul Municipal Hospitals that either provided inpatient treatment for quarantined COVID-19 patients or operated as screening clinics were taken as the study population. In total, 1227 employees completed a web or mobile survey between October 21 and November 18, 2020. A chi-squared test was performed to confirm the difference in the distribution of turnover intention depending on whether the employees performed COVID-19 response tasks. Multiple logistic regression analyses were performed to determine the factors that affected the intention to leave. Results: Of the 1227 respondents, 761 (62.0%) were frontline workers who were the first line of response to COVID-19. Experience with COVID-19 response tasks (OR = 1.59, p = 0.003) was significantly associated with the intention to leave. Additionally, the probability of turnover intention was significantly higher among workers aged 20–29 years (OR = 2.11, p = 0.038) and 40–49 years (OR = 1.57, p = 0.048), unmarried individuals (OR = 1.66, p = 0.005), doctors (OR = 2.41, p = 0.010), nurses (OR = 1.59, p = 0.036), and technical staff members (OR = 2.22, p = 0.009). High turnover intention was found among those who experienced high levels of burnout (OR = 2.03, p < 0.001) and those working in non-directly managed municipal hospitals (OR = 1.87, p = 0.018). Conclusion: Employees directly involved in COVID-19 response work displayed higher turnover intention. Various personal, job, and organizational factors significantly influenced employees' intentions to leave their positions in dedicated COVID-19 hospitals. These findings suggest the necessity of introducing management programs to aid workers who have experienced sudden changes in their duties and loss of autonomy while performing COVID-19 response tasks. [ABSTRACT FROM AUTHOR]

Background. The value of services in healthcare institutions such as hospitals is created by leveraging the knowledge, skills, and experiences of their healthcare staff. Therefore, knowledge transfer is necessary to empower the employees in the hospital. Since few studies have explored the impact of knowledge transfer on the empowerment of hospital employees, this study aimed to investigate the impact of knowledge transfer and its components on employees' empowerment in Qazvin teaching hospitals. Methods. In this descriptive-analytic and cross-sectional study, 330 teaching hospital staff members of Qazvin University of Medical Sciences were investigated between February 2020 and May 2020. The required data were collected using the Knowledge Transfer Questionnaire (De-Castro, et al., 2008) and the Empowerment Questionnaire (Spreitzer, 1992). The data were analyzed using the correlation method and structural equation analysis (SEM) as well as using SPSS-22 and AMOS software. Results. There was a direct relationship between the dimensions of knowledge transfer and personnel empowerment (P<0.001), and all examined dimensions were above average. Moreover, the dimensions of knowledge transfer also had a significant impact on personnel empowerment. Regarding the fit of the model, the values of GFI, CFI, and NFI indices were obtained above 0.90. In addition, the RMSEA index was 0.074, which indicated the good fit of the model. Conclusion. In summary, the staff's empowerment level was enhanced through the knowledge transfer. Therefore, it was recommended that the hospital managers should improve the level of workers' empowerment by implementing effective strategies, such as providing training courses for the employees. [ABSTRACT FROM AUTHOR]

Introduction: Musculoskeletal disorders are one of the main health problems among health care providers. This study aims to determine Job responsibilities and risk factors for work-related musculoskeletal disorders among the hospital employees of one of the largest hospitals in Zahedan . Methods: This cross-sectional study was conducted on 194 staff in one of the largest hospitals affiliated with Zahedan University of Medical Sciences. Data were collected using a demographic questionnaire and Cornell Musculoskeletal Discomfort Questionnaire. The collected data were analyzed using SPSS v19 and univariate logistic linear modeling, in addition to Kruskal-Wallis and Mann -Whitney U tests. Results: The highest average pain score was related to the back(21/10±26/19). Neck pain was more prevalent in people over 40 years old(50%). Women were 4.9 times more likely to experience neck pain than men, and the possibility of back pain in individuals older than 40 years was 2.2 times higher than in those younger than 30. Furthermore, participants with more than 20 years of work experience were 5/4 times more likely to develop knee pain than those working for 5 years and less. There was a significant difference between pain scores in different positions among the hospital staff(p=0/003). Conclusion: The results of the present study demonstrated that the prevalence of musculoskeletal disorders among nurse assistants, women, elderly people and those with more work experience was higher than other employees, and it is necessary to design and implement targeted and specific interventions to reduce these disorders for different groups in hospitals. [ABSTRACT FROM AUTHOR]

A central assumption of conversation and multimodal analysts is that the participants have sensorial access to the acoustic features, most notably talk, of the studied interactions, which are available thanks to the recordings. If speakers stand in close proximity, a microphone is placed between or on one of them, and the analyst considers that the resulting recording captures the sound that is relevant both for the participants and for research purposes. The study of mobile and spatially distributed interactions comes with a challenge: If speakers are not spatially close but apart from each other, what is the relevant sound for the researcher to collect and examine? In this article, we show that prosodic, compositional and sequential features of the same segment of talk sound differently depending on the exact location of the hearer, or recording device, which is relevant for the analyst as well as for the participants. Our study was based on a corpus of hospital staff corridor interactions captured with a set-up composed of four video-cameras and eight wireless microphones operating simultaneously.

Abstract Background Digital technologies are increasingly being integrated into healthcare settings, including emergency departments, with the potential to improve efficiency and patient care. Although digitalisation promises many benefits, the use of digital technologies can also introduce new stressors and challenges among medical staff, which may result in the development of various negative work and health outcomes. Therefore, this study aims to identify existing digital stressors and resources among emergency physicians, examine associations with various work- and health-related parameters, and finally identify the potential need for preventive measures. Methods In this quantitative cross-sectional study, an online questionnaire was used to examine the relationship between digital stressors (technostress creators), digital resources (technostress inhibitors), technostress perception as well as mental health, job satisfaction and work engagement among 204 physicians working in German emergency medicine departments. Data collection lasted from December 2022 to April 2023. Validated scales were used for the questionnaire (e.g. “Technostress”-scale and the Copenhagen Psychosocial Questionnaire (COPSOQ). Descriptive and multiple regression analyses were run to test explorative assumptions. Results The study found medium levels of technostress perception among the participating emergency physicians as well as low levels of persisting technostress inhibitors. The queried physicians on average reported medium levels of exhaustion symptoms, high levels of work engagement and job satisfaction. Significant associations between digital stressors and work- as well as health-related outcomes were analyzed. Conclusion This study provides a preliminary assessment of the persistence of digital stressors, digital resources and technostress levels, and their potential impact on relevant health and work-related outcomes, among physicians working in German emergency departments. Understanding and mitigating these stressors is essential to promote the well-being of physicians and ensure optimal patient care. As digitisation processes will continue to increase, the need for preventive support measures in dealing with technology stressors is obvious and should be expanded accordingly in the clinics. By integrating such support into everyday hospital life, medical staff in emergency departments can better focus on patient care and mitigate potential stress factors associated with digital technologies.

Background: Digital technologies are increasingly being integrated into healthcare settings, including emergency departments, with the potential to improve efficiency and patient care. Although digitalisation promises many benefits, the use of digital technologies can also introduce new stressors and challenges among medical staff, which may result in the development of various negative work and health outcomes. Therefore, this study aims to identify existing digital stressors and resources among emergency physicians, examine associations with various work- and health-related parameters, and finally identify the potential need for preventive measures. Methods: In this quantitative cross-sectional study, an online questionnaire was used to examine the relationship between digital stressors (technostress creators), digital resources (technostress inhibitors), technostress perception as well as mental health, job satisfaction and work engagement among 204 physicians working in German emergency medicine departments. Data collection lasted from December 2022 to April 2023. Validated scales were used for the questionnaire (e.g. "Technostress"-scale and the Copenhagen Psychosocial Questionnaire (COPSOQ). Descriptive and multiple regression analyses were run to test explorative assumptions. Results: The study found medium levels of technostress perception among the participating emergency physicians as well as low levels of persisting technostress inhibitors. The queried physicians on average reported medium levels of exhaustion symptoms, high levels of work engagement and job satisfaction. Significant associations between digital stressors and work- as well as health-related outcomes were analyzed. Conclusion: This study provides a preliminary assessment of the persistence of digital stressors, digital resources and technostress levels, and their potential impact on relevant health and work-related outcomes, among physicians working in German emergency departments. Understanding and mitigating these stressors is essential to promote the well-being of physicians and ensure optimal patient care. As digitisation processes will continue to increase, the need for preventive support measures in dealing with technology stressors is obvious and should be expanded accordingly in the clinics. By integrating such support into everyday hospital life, medical staff in emergency departments can better focus on patient care and mitigate potential stress factors associated with digital technologies. [ABSTRACT FROM AUTHOR]

The present write-up deals with the determination of the awareness amongst the healthcare work force in a hospital setting – the awareness with regard to the biomedical waste management policy and practices. It also assesses their attitude and ways of behaving towards the biomedical waste management. The case-study is about the level of knowledge regarding needle-stick injury and its effect on personal as well as community health. A cross-sectional study was conducted using a questionnaire with the closed-ended multiple questions. It was distributed amongst the nurses, paramedics, doctors and the housekeeping staff of the hospitals that are located in South Delhi. The questionnaire was used to determine their knowledge regarding three themes of biomedical waste disposal, handling of the needle-stick injury and the status of vaccinations. The resulting answers were graded and the percentage of correct and incorrect answers for every particular question from all the participants was obtained. It has been observed and noted that only approximately 41 percent of the nurses were knowledgeable, making them the lowest amongst the four categories of Staff. More knowledgeable however were the housekeeping and the paramedics. Amongst them, nearly 46 percent and 48 percent were aware. As anticipated, almost 72 percent of the doctors had good knowledge about the BMW management. Our overall finding is however that the level of awareness amongstthe hospital staff is of average level. The awareness, alertness and understanding are highly necessary in order to amend safer and efficient practices and lead our country to develop a greener and sustainable environment.

【Objective】We conduct a survey to assess the number of staff who will be able to come to the hospital in the event of a Nan-kai Trough earthquake.【Method】We surveyed 2,052 hospital faculty and staff using the ANPIC®, a safety confirmation system's questionnaire function to assess the number of staff who could come to the hospital 24 hours after a tsunami disaster.【Results】 Responses were obtained from 1,155 individuals (56.3%). Out of these, 801 respondents (69.4%) indicated that they could come to the hospital, while 224 individuals (19.4%) reported that they could not come to the hospital due to lack of transportation. As for the time necessary to get to the hospital, 602 individuals (52.1%) responded within one hour.【Discussion】The results of this study suggests that securing transportation to the hospital was an issue. Furthermore, the co-occurrence network analysis of free-text responses revealed the strongest relationship with the presence of children, emphasizing the importance of support for family members. The results of this study are considered to contribute as a partial aid in ensuring personnel availability immediately after a disaster. [ABSTRACT FROM AUTHOR]

To decrease burnout and improve mental health and resiliency among doctors, nurses, and hospital staff during the COVID-19 pandemic, the University of Colorado partnered with ECHO Colorado to offer the state's healthcare workforce an interactive, psychoeducational, and online intervention that encouraged connection and support. The series utilized the Stress Continuum Model as its underlying conceptual framework. Between July 2020 and February 2022, 495 healthcare workers in Colorado participated in the series across eight cohorts. One-way repeated measures ANOVAs were performed to test for differences in pretest and posttest scores on series' objectives. Healthcare workers showed significant improvement from pretest to posttest in (1) knowing when and how to obtain mental health resources, F(1, 111) = 46.497, p < 0.001, (2) recognizing of the importance of being socially connected in managing COVID-related stress, F(1, 123) = 111.159, p < 0.001, (3) managing worries, F(1, 123) = 94.941, p < 0.001, (4) feeling prepared to manage stressors related to the pandemic, F(1, 111) = 100.275, p < 0.001, (5) feeling capable in dealing with challenges that occur daily, F(1, 111) = 87.928, p < 0.001, and (6) understanding the Stress Continuum Model F(1, 123) = 271.049, p < 0.001. This virtual series showed efficacy in improving the well-being of healthcare workers during a pandemic and could serve as a model for mental health support for healthcare workers in other emergency response scenarios. [ABSTRACT FROM AUTHOR]

Purpose: During the COVID-19 pandemic, infections could also be detected among the staff and patients of the dermatological hospital Bad Bentheim (Germany). This retrospective analysis aims to better understand the impact of the pandemic on health care workers. The results could help improve future pandemic plans and measures to protect health care workers.Patients and Methods: In 2020, the whole staff (460 participants) of the dermatological hospital Bad Bentheim had been offered the option to be tested with respect to the antibody status on SARS-CoV-2 (IgG, IgM). The data were collected by means of a blood sample and subsequent questionnaires (22 questions for employees with positive SARS-CoV-2 serology) regarding disease severity, symptoms, disease duration, chains of infection, psychological and physical burden. Both groups were divided by positive or negative serology and data analysis was performed using an independent t-test.Results: It was shown that a COVID-19 Infection clinically presented itself as a respiratory tract infection, differed significantly in severity and duration, but also the long-term consequences in employees with proven COVID-19 disease (n=14, 3.7%) from the employees with non-COVID-19 respiratory diseases (33.6% of the seronegative employees). In addition, there was a significant psychological impairment and burden of COVID-19-affected employees. Our study showed unique insights into infection chains, disease courses, disease severity, symptoms and a significant psychological impairment and burden of COVID-19-affected employees among the COVID-19 positive staff.Conclusion: Our study shows deep insights into infection chains, disease courses, disease severity and symptoms among the COVID-19 positive staff and led to change of behavior with the disease itself and among the health care professionals. This knowledge has the potential to positively influence the handling of similar future events.Plain Language Summary: Due to the nature of the Corona pandemic with massive effects, especially in the environment of health care facilities, we provide a detailed insight into the stresses on employees in a dermatological acute and rehabilitation clinic. To recognize their stress and to monitor the maintenance and quality of patient care, it is important to focus especially on the effects of an infection with SARS-CoV-2 of these employees and to analyze them. This revealed insights into the disease trajectories of staff infected with COVID-19 with significant differences compared to healthy individuals. Starting with physical symptoms and ending with psychological stress. [ABSTRACT FROM AUTHOR]

BackgroundHospital resilience is essential in responding to disasters, but current research focuses mainly on frameworks and models rather than the protection of resilience and analysis of risk factors during public health emergencies. This study aims to examine the development of resilience in Chinese frontline hospitals during the initial COVID-19 outbreak in 2020, providing insights for future disaster response efforts.ObjectivesWe conducted interviews with 26 hospital staff members who were involved in the initial response to the COVID-19 outbreak in China. We used a semi-structured interview approach and employed purposive sampling and snowball sampling techniques. The interview outline was guided by the ‘Action Framework’ proposed by the World Health Organization (WHO) for responding to infectious disease emergencies. This framework includes dimensions such as command, surveillance, risk communication, medical response, and public health response. We analyzed the collected data using Colaizzi’s seven-step data analysis method and the template analysis method.ResultsWHO’s ‘action framework’ effectively highlights the factors that contribute to hospital resilience. While medical response, including the availability of materials and facilities, the use of information technology, and the capacity for infectious disease diagnosis and treatment, remains crucial, other important aspects include awareness and beliefs about infections, treatment experience, interdisciplinary collaboration, and more. Additionally, it is essential to establish an intelligent command system, foster trusting partnerships between teams, improve monitoring capabilities for infectious disease agents, enhance risk communication through information synchronization and transparency, strengthen infection control planning, and improve environmental disinfection capabilities for effective public health emergency response. These contradictions significantly impact the enhancement of hospital resilience in dealing with major infectious disease outbreaks.ConclusionIn responding to sudden major infectious diseases, hospitals play a vital role within the healthcare system. Enhancing hospital resilience involves more than just improving treatment capabilities. It also requires effective command coordination at the hospital level, infection control planning, and the deployment of intelligent equipment. Additionally, planning for effective communication and coordination between hospitals, communities, and the national healthcare system can further enhance hospital resilience.

Abstract Background Hospital staff are often exposed to stressful psychosocial working conditions and report high levels of stress and burnout, which may negatively impact the safety of employees and patients. Managers hold unique knowledge of workplace conditions and needs of employees, but leadership interventions to improve the well-being of managers and employees in hospital settings are scarce. This study evaluates the effects of a leadership intervention based on a health-oriented leadership approach on the well-being and psychosocial work environment aspects of managers and employees. Methods/design The study is designed as a randomized, waitlist-controlled trial with two groups (intervention and waitlist control group) and measurements at baseline, 6- and 12-month follow-up. We aim to include 200 frontline managers in Danish hospital settings and their approximately 5,000 employees. The leadership training comprises five full day modules and four smaller group-training sessions over a period of 5 months. The main aim is to improve stress, burnout, self-care, and perceived level of staff-care among managers and employees. Sickness absence will also be assessed at both manager and employee level. In addition, several psychosocial factors will be assessed at the employee level. A quantitative and qualitative process evaluation will also be conducted. Discussion Action towards supporting the mental health of hospital employees is important to maintain a strong healthcare system. There is increasing recognition that best practice in workplace mental health requires an integrated approach that prevents harm and promotes positive mental health. There is also increasing understanding of the key role managers play in maintaining well-being within the workplace, however they often report a lack of knowledge and skills to promote employee mental health. The current leadership training program has been developed for frontline managers working in a hospital setting. The aim is to increase managers’ application of strategies to facilitate a healthy psychosocial work environment to benefit well-being and mental health among staff and managers themselves. Trial Registration The study was retrospectively registered on November 21, 2022 in Clinical Trial.gov with identifier: NCT05623371.

Copyright of Osmangazi Journal of Medicine / Osmangazi Tip Dergisi is the property of Eskisehir Osmangazi University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this study is to evaluate the relationship between the thinking styles of hospital staff and their motivation tools during the pandemic in Turkey. Top 100 hospitals in Turkey that have the highest number of examinations on the list, constitute the population and 1220 participants from all over Turkey took part in the study. The data set was analyzed with descriptive statistics, independent groups t -test, ANOVA and regression analysis. Most of the sample were women (66.4%), undergraduate (49%), working in a medical position (72%) and nurses (50.6%). T -test conclusion was showed that intrinsic motivation values are higher than extrinsic motivation values. There was no significant difference between administrative/medical position status and the mean score of any of the scales. As the results of regression analysis, it was determined that thinking style significantly predicted motivation. The results of the present study suggest that hospital staff used the experiential thinking style more than rational thinking and behaved with intrinsic motivation more than extrinsic motivation during COVID-19 pandemic. [ABSTRACT FROM AUTHOR]

Background: A disaster, as a serious disruption in the functioning of society, may cause extensive damage. Following a disaster, the demand for healthcare increases, and people rush to healthcare centers. In such situations, health staff and medical services play an important role. As a result, people’s knowledge, attitude, and practice toward disaster preparedness in the workplace play an important role in accident prevention. Materials and Methods: This cross-sectional analytical descriptive study was conducted to evaluate the level of knowledge, attitude, and practice of hospital staff to prepare for disasters in 2020. A total number of 350 hospital staff working at Shiraz University of Medical Sciences were selected using the cluster sampling method. A researcher-made questionnaire was used to collect the data and SPSS software, version 21 was used to analyze the data. Results: The mean scores for knowledge, attitude, and practice regarding disaster preparedness were 9.44±1.53, 39.26±4.8, and 7.26±3.66, respectively. In addition, 74.5%, 89.5%, and 29.2% of participants showed good knowledge, attitude, and practice, respectively. There was a significant relationship between knowledge and attitude (r=254, P

OBJECTIVE: Night and evening work is associated with risk of sickness absence, but little is known about the acute effects of these types of shifts on sickness absence. The aim of the current study is therefore to examine the risk of calling in sick within two days after a night or an evening shift. METHODS: By use of a case-crossover design, odds of calling in sick within two days after a night or an evening shift compared to day shifts were analyzed within the same person. Day-to-day information on shifts and sickness absence were derived from the Danish Working Hour Database on 44 767 cases. Data were analyzed using conditional logistic regression. The analyses were supplemented by extensive testing of methodological choices. RESULTS: Analyses showed higher odds of calling in sick after a night shift [odds ratio (OR) 1.22, 95% confidence intervak (CI) 1.14–1.30] and lower odds after an evening shift (OR 0.89, 95% CI 0.84–0.93) compared to day shifts within the same person. Testing of methodological choices suggested that in particular the duration of case and control periods, time between these periods along with the number of control periods affected the results. CONCLUSION: This large and unique within-person study among Danish hospital employees indicate that the risk of calling in sick is affected by the types of shifts, independently of sex, age, and time-invariant confounding. Extensive testing identified important methodological choices eg, length and number of included periods to consider when choosing the case-crossover design.

Introduction: The coronavirus 2019 (COVID-19) pandemic has created a mental health crisis among hospital staff who have been mentally and physically exhausted by uncertainty and unexpected stressors. However, the mental health challenges and complexities faced by hospital staff in the United States has not been fully elucidated. To address this gap, we conducted this study to examine the prevalence and correlates of depression and anxiety among hospital staff in light of the COVID-19 pandemic.Methods: The design is a single-center, cross-sectional, online survey evaluating depression and anxiety among all hospital employees (n = 3,500) at a safety-net hospital with a moderate cumulative COVID-19 hospitalization rate between April 30–May 22, 2020. We assessed depression with the Patient Health Questionnaire-9. Anxiety was measured with the Generalized Anxiety Disorder-7 scale. Logistic regression analyses were calculated to identify associations with depression and anxiety.Results: Of 3,500 hospital employees, 1,246 (36%) responded to the survey. We included 1,232 individuals in the final analysis. Overall, psychological distress was common among the respondents: 21% and 33% of staff reported significant depression and anxiety, respectively, while 46% experienced overwhelming stress due to COVID-19. Notably, staff members overwhelmed by the stress of COVID-19 were seven and nine times more likely to suffer from depression and anxiety, respectively. In addition to stress, individuals with six to nine years of work experience were two times more likely to report moderate or severe depression compared to those with 10 or more years of work experience. Moreover, ancillary staff with direct patient contact (odds ratio [OR] 8.9, confidence interval (CI), 1.46, 173.03) as well as administrative and ancillary staff with indirect patient contact (OR 5.9, CI, 1.06, 111.01) were more likely to be depressed than physicians and advanced providers.Conclusion: We found that a considerable proportion of staff were suffering from psychological distress. COVID-19-associated depression and anxiety was widespread among hospital staff even in settings with comparatively lower COVID-19 hospitalization rates. Ancillary staff, administrative staff, staff with less job experience, and staff overwhelmed by the stress of COVID-19 are particularly susceptible to negative mental health outcomes. These findings will help inform hospital policymakers on best practices to develop interventions to reduce the mental health burden associated with COVID-19 in vulnerable hospital staff.

The digitization of German hospitals is proceeding continuously, leading to the implementation of new digital technologies, such as electronic health records (EHRs) or other technologies, used for the purpose of medical documentation tasks. Even though the replacement of paper documentation through digitized documentation in general promises to come along with plenty of benefits, the daily utilization of technologies might also lead to stresses and strains among the medical staff, eventually possibly leading to the development of different negative work and health-related outcomes. This study, therefore, aims at identifying persisting digitization-associated stressors and resources among medical hospital staff, examining their influences on different work and health-related outcomes, and finally, identifying potential needs for preventive measures. A quantitative study in the form of an online questionnaire survey was conducted among physicians working in the medical field of neuro- and vascular surgery in German hospitals. The study was carried out between June and October 2022 utilizing an online questionnaire based on several standardized scales, such as the technology acceptance model (TAM) and the technostress model, as well as on several scales from the Copenhagen Psychosocial Questionnaire (COPSOQ). The study found medium levels of technostress among the participating physicians (n = 114), as well as low to medium levels of persisting resources. The queried physicians, on average, reported low levels of burnout symptoms, generally described their health status as good, and were mostly satisfied with their job. Despite the prevalence of technostress and the low levels of resources among the surveyed physicians, there is little awareness of the problem of digital stress, and preventive measures have not been widely implemented yet in the clinics, indicating a needs gap and the necessity for the strategic and quality-guided implementation of measures to effectively prevent digital stress from developing. [ABSTRACT FROM AUTHOR]

Background: Hospital staff are often exposed to stressful psychosocial working conditions and report high levels of stress and burnout, which may negatively impact the safety of employees and patients. Managers hold unique knowledge of workplace conditions and needs of employees, but leadership interventions to improve the well-being of managers and employees in hospital settings are scarce. This study evaluates the effects of a leadership intervention based on a health-oriented leadership approach on the well-being and psychosocial work environment aspects of managers and employees. Methods/design: The study is designed as a randomized, waitlist-controlled trial with two groups (intervention and waitlist control group) and measurements at baseline, 6- and 12-month follow-up. We aim to include 200 frontline managers in Danish hospital settings and their approximately 5,000 employees. The leadership training comprises five full day modules and four smaller group-training sessions over a period of 5 months. The main aim is to improve stress, burnout, self-care, and perceived level of staff-care among managers and employees. Sickness absence will also be assessed at both manager and employee level. In addition, several psychosocial factors will be assessed at the employee level. A quantitative and qualitative process evaluation will also be conducted. Discussion: Action towards supporting the mental health of hospital employees is important to maintain a strong healthcare system. There is increasing recognition that best practice in workplace mental health requires an integrated approach that prevents harm and promotes positive mental health. There is also increasing understanding of the key role managers play in maintaining well-being within the workplace, however they often report a lack of knowledge and skills to promote employee mental health. The current leadership training program has been developed for frontline managers working in a hospital setting. The aim is to increase managers' application of strategies to facilitate a healthy psychosocial work environment to benefit well-being and mental health among staff and managers themselves. Trial Registration: The study was retrospectively registered on November 21, 2022 in Clinical Trial.gov with identifier: NCT05623371. [ABSTRACT FROM AUTHOR]

Objective To know the mask use of hospital staff in Guangxi hospitals during the epidemic. Methods A selfdesigned structured questionnaire was used to survey 6 098 hospital staff from 26 medical institutions in 12 cities in Guangxi Zhuang Autonomous Region in January 2022. The survey population was divided into 3 groups: low, medium, and high risk areas. The similarities and differences in mask selection and wearing behavior among different personnel were compared. Results A total of 5 821 valid questionnaires were collected, with an effective recovery rate of 95.46%. The lower rate of correct behavior during wearing was to check the nose bridge and side of the mask for air leakage (74.0%, 4 309 persons) and to avoid touching the outside of the mask with hands while removing (69.8%, 4 063 people). Totally 2 744 people (47.1%) had their masks replaced within 4 hours; 4 007 people (68.8%) had their hands disinfected before and after wearing masks; and 2 495 people (42.9%) had their masks replaced after taking them off. The differences in mask-wearing methods, mask replacement time, correct wearing behavior, hand disinfection before and after wearing masks, and mask replacement after taking off among staff in different risk areas were statistically significant (P < 0.05), while the staff in high -risk areas had the best behavior, including use of head -mounted (adjustable) masks. About 41.9% felt that wearing a mask caused discomfort reactions, and the difference in discomfort incidence rate among staff in diferrent areas was statistically significant (P < 0.05), with the highest rate of staff in high -risk areas; 67.8% of hospital staff could correctly choose masks, with the highest rate of correct selection among staff in low-risk areas. Most surveyed respondents gave positive evaluations of their institution's measures to manage mask use. Conclusions Hospital staff had a relatively weak understanding of the protective effect of masks, and a small part of them had unsafe behavior when wearing masks. Medical institutions should strengthen supervision, management, and publicity training on correct mask -wearing behavior among hospital staff based on survey results to change unsafe mask-use behaviors among hospital staff. [ABSTRACT FROM AUTHOR]

Background: Hospital-based healthcare workers have experienced significant psychological stressors during the COVID-19 pandemic. Aim: To evaluate the mental health of hospital workers during the third wave of the COVID-19 pandemic in Dublin, Ireland. Methods: Cross-sectional anonymous online survey of hospital workers (n = 377; 181 doctors (48.0%), 166 nurses (44.0%), 30 radiographers (8.0%)), collecting demographic information, COVID-19 exposure history and mental health measures. Results: There were significant differences between profession groups in gender, experience, COVID-19 infection history, exposure to COVID-19 positive acquaintances, and work areas. Moderate-severe post-traumatic stress disorder (PTSD) symptoms were found in 45.1% (95% CI 40.1–50.1%) of all participants; significantly fewer doctors reported moderate-severe PTSD symptoms (26%; 95% CI 22–36%). A World Health Organisation-5 Wellbeing Index (WHO-5) score ≤ 32, indicating low mood, was reported by 52% (95% CI 47–57%) of participants; significantly fewer doctors reported low mood (46%; 95% CI 39–53%). One-week suicidal ideation and planning were reported respectively by 13% (95% CI 10–16%) and 5% (95% CI 3–7%) of participants with no between-group differences. Doctors reported significantly less moral injury than other groups. There were no significant between-group differences regarding coping styles. Work ability was insufficient in 39% (95% CI 34–44%) of staff; no between-group differences. Conclusions: Dublin hospital workers reported high levels of PTSD symptoms, mood disturbance, and moral injury during the COVID-19 pandemic. Concerning levels of suicidal ideation and planning existed in this cohort. Differences in degrees of post-traumatic stress, moral injury, and wellbeing were found between profession groups, which should be considered when planning any supports. [ABSTRACT FROM AUTHOR]

Background: A disaster, as a serious disruption in the functioning of society, may cause extensive damage. Following a disaster, the demand for healthcare increases, and people rush to healthcare centers. In such situations, health staff and medical services play an important role. As a result, people's knowledge, attitude, and practice toward disaster preparedness in the workplace play an important role in accident prevention. Materials and Methods: This cross-sectional analytical descriptive study was conducted to evaluate the level of knowledge, attitude, and practice of hospital staff to prepare for disasters in 2020. A total number of 350 hospital staff working at Shiraz University of Medical Sciences were selected using the cluster sampling method. A researcher-made questionnaire was used to collect the data and SPSS software, version 21 was used to analyze the data. Results: The mean scores for knowledge, attitude, and practice regarding disaster preparedness were 9.44±1.53, 39.26±4.8, and 7.26±3.66, respectively. In addition, 74.5%, 89.5%, and 29.2% of participants showed good knowledge, attitude, and practice, respectively. There was a significant relationship between knowledge and attitude (r=254, P<0.001), knowledge and practice (r=205, P<0.001), and attitude and practice (r=161, P=0.004). Conclusion: Results revealed a good level of knowledge and attitude and a moderate level of practice in hospital staff in terms of disaster preparedness. It seems necessary to hold both theoretical and practical training programs as well as operational maneuvers with an emphasis on repetition in appropriate intervals. [ABSTRACT FROM AUTHOR]

Background: Compared to the general workforce, hospital staff has a greater incidence of chronic diseases and mental health illnesses. Wellness programs have been shown to improve the health and well-being of hospital employees by reducing risk factors and promoting healthy behaviors. In the Arab World, there are no available studies on the number, nature, or impact of wellness services provided to healthcare workers. Objective: The study aims to assess the prevalence, characteristics, and components of health and wellness programs targeting hospital employees in Arab countries. It also aims to test the association of hospitals' characteristics and the challenges faced by these hospitals with the availability of such programs. Methods: A cross-sectional study was conducted through an online questionnaire in English and Arabic emailed to directors of Arab hospitals registered in the Arab Hospital Federation. Results: Only 39.5% of the hospitals in the Arab region have an established wellness program. No significant association was found between hospital characteristics and the availability of these wellness programs. The most provided services for hospital staff are Flu vaccine (90.7%), pre-employment medical exam (79.1%), healthy food options (65.1%), and health risk assessment (60.5%), while the least common provided services are mental health (20.9%) and stress management (23.3%). The most common challenges facing wellness services (scale: 0– 10) are financial restriction (5.95), creating a culture of health (5.88), and motivating employees (5.56). Only 4.7% of hospitals provide incentives to participate in their wellness programs. Conclusion: In general, Arab hospitals lack a wellness culture, and more investment is needed in essential wellness services such as mental health, weight reduction, stress management, and smoking cessation. [ABSTRACT FROM AUTHOR]

Objective Night and evening work is associated with risk of sickness absence, but little is known about the acute effects of these types of shifts on sickness absence. The aim of the current study is therefore to examine the risk of calling in sick within two days after a night or an evening shift. Methods By use of a case-crossover design, odds of calling in sick within two days after a night or an evening shift compared to day shifts were analyzed within the same person. Day-to-day information on shifts and sickness absence were derived from the Danish Working Hour Database on 44 767 cases. Data were analyzed using conditional logistic regression. The analyses were supplemented by extensive testing of methodological choices. Results Analyses showed higher odds of calling in sick after a night shift [odds ratio (OR) 1.22, 95% confidence interval (CI) 1.14-1.30] and lower odds after an evening shift (OR 0.89, 95% CI 0.84-0.93) compared to day shifts within the same person. Testing of methodological choices suggested that in particular the duration of case and control periods, time between these periods along with the number of control periods affected the results. Conclusion This large and unique within-person study among Danish hospital employees indicate that the risk of calling in sick is affected by the types of shifts, independently of sex, age, and time-invariant confounding. Extensive testing identified important methodological choices eg, length and number of included periods to consider when choosing the case-crossover design. [ABSTRACT FROM AUTHOR]

Abstract Background There are different degrees of flaws in the knowledge structure of humanistic medicine of medical staff. The level of emotional intelligence of medical staff affects their career development as well as their relationship with patients. Currently, the research on humanistic care ability (HCA) and emotional intelligence of medical staff in China and other countries is rare. This study aimed to investigate the correlation between the level of HCA and level of emotional intelligence of the whole hospital staff. Methods The questionnaire survey employed contained self-designed questions on the hospital staff members’ socio-demographic background, Caring Ability Inventory, and Wong and Law Emotional Intelligence Scale. The survey was conducted with the staff of West China Second University Hospital, Sichuan University in April 2020. Results The hospital staff’s average CAI score was 197.77 ± 20.30, and their average WLEIS score was 84.21 ± 13.48. The CAI and WLEIS scores of the hospital staff who chose their college majors on their own interests were higher than those who chose their majors for other reasons (employability, suggestions from family or others, etc.). The CAI and WLEIS scores of the hospital staff who had received more comprehensive and in-depth humanistic care training were higher than those who did not. The CAI score of the hospital staff who had participated in volunteer service activities was higher than those who did not. The WLEIS score of the Pediatrics Department staff was higher than that of the Outpatient and Emergency Department staff, and the difference was statistically significant (P

Abstract Background In the absence of a well-rounded syllabus that emphasises both interpersonal and medical dimensions in clinical communication, medical students in the early stages of their career may find it challenging to effectively communicate with patients, especially when dealing with perceived priorities and challenges across different disciplines. Methods To explore the priorities, challenges, and scope of clinical communication teaching as perceived by clinicians from different clinical disciplines, we recruited nine medical educators, all experienced frontline clinicians, from eight disciplines across seven hospitals and two medical schools in Hong Kong. They were interviewed on their clinical communication teaching in the Hong Kong context, specifically its priorities, challenges, and scope. We then performed interpretative phenomenological analysis of the interview data. Results The interview data revealed five themes related to the priorities, challenges, and scope of clinical communication teaching across a wide range of disciplines in the Hong Kong context, namely (1) empathising with patients; (2) using technology to teach both the medical and interpersonal dimensions of clinical communication; (3) shared decision-making with patients and their families: the influence of Chinese collectivism and cultural attitudes towards death; (4) interdisciplinary communication between medical departments; and (5) the role of language in clinician–patient communication. Conclusions Coming from different clinical disciplines, the clinicians in this study approached the complex nature of clinical communication teaching in the Hong Kong context differently. The findings illustrate the need to teach clinical communication both specifically for a discipline as well as generically. This is particularly important in the intensive care unit, where clinicians from different departments frequently cooperate. This study also highlights how communication strategies, non-verbal social cues, and the understanding of clinical communication in the Hong Kong Chinese context operate differently from those in the West, because of differences in sociocultural factors such as family dynamics and hierarchical social structures. We recommend a dynamic teaching approach that uses role-playing tasks, scenario-based exercises, and similar activities to help medical students establish well-rounded clinical communication skills in preparation for their future clinical practice.

Abstract Background Healthcare workers are at the risk of developing weakness in core muscles and balance disturbance due to stress at the workplace. The purpose of this study was to examine the relationship between core muscle strength measured with a plank test and dynamic balance assessed with the modified Star Excursion Balance Test (MSEBT) among hospital staff. A convenience sample of 27 healthy male employees at Rabigh General Hospital participated in the study; participants performed MSEBT and plank tests in the gym of the physical therapy department at the hospital. Results The mean age of the 27 participants was 32.19, standard deviation (SD) 4.16 years; mean height was 171.15, SD 6.39 cm; mean weight was 72.37, SD 11 kg; and body mass index was 24.73, SD 3.62 kg/m2. Pearson’s correlation coefficient showed a positive significant correlation between scores on the plank test with leg reach scores on MSEBT. The data showed a highest correlation between scores on plank test with dominant anterior leg reach scores on MSEBT (r = 0.446, p = 0.010), and lowest with non-dominant anterior leg reach scores on MSEBT (r = 0.335, p = 0.044). Conclusion Weak to moderate positive significant correlation between the plank test of isometric core muscle strength and both the right and dominant of the anterior, posteromedial, and composite score on the MSEBT of the lower limb and significantly with non-dominant anterior reach. There was no significant difference between the administrative and health practitioner on the plank test or MSEBT.

Introduction and purpose: Job performance is the most critical organizational issue determining the survival or dissolution of an organization. Professional ethics are among the major factors promoting job performance. Since professional ethics and job performance contribute greatly to the enhancement of productivity, the present study aimed to assess the relationship between professional ethics and job performance of staff in selected hospitals of Shahid Sadoughi University of Medical Sciences in 2021. Methods: This applied research was conducted based on a descriptive cross-sectional design conducted on 180 employees of selected hospitals in 2022. The subjects were randomly selected and administered the Work Ethic Questionnaire of Gregory, C., Petty, and Job Performance Questionnaire by Patterson. Data were analyzed in SPSS software (version 16) using Kruskal-Wallis and Mann-Whitney tests. Results: The results pointed to a positive and significant relationship between professional ethics and job performance. The correlation coefficients of "interest in work', "perseverance", "healthy relationships", "collective spirit and participation in work" were reported as 0.355, 0.551, 0.483), and 0.386, respectively. Demographic variables (marriage, education, age, and professional experience) showed a significant relationship with professional ethics, and demographic variables (gender, marriage, age, and work experience) were correlated with job performance. Conclusion: As evidenced by the findings of this study, the promotion of ethics can increase employees' job performance. Since job performance directly improves organizational productivity, these two variables deserve assiduous attention.

BackgroundReducing 30-day hospital readmissions has become a focus of the current national payment policies. Medicare requires that hospitals collect and report patients' experience with their care as a condition of payment. However, the extent to which patients' experience with hospital care is related to hospital readmission is unknown.MethodsWe established multivariate regression models in which 30-day risk-adjusted readmission rates were the dependent variables and patients' perceptions of the responsiveness of the hospital staff and communication (as measured by the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) scores) were the independent variables of interest. We selected six different clinical conditions for analyses, including acute myocardial infarction (AMI), chronic obstructive pulmonary disease (COPD), heart failure, hip/knee surgery, pneumonia, and stroke. Data included all acute care hospitals reporting in Hospital Compare in 2014.ResultsThe number of hospitals with reported readmissions ranged from 2234 hospitals for AMI to 3758 hospitals for pneumonia. The average 30-day readmission rates ranged from 5.19% for knee/hip surgery to 22.7% for COPD. Patient experience of hospital-staff responsiveness as "top-box" ranged from 64% to 67% across the six clinical conditions, communication with nurses ranged from 77% to 79% and communication with doctors ranged from 80% to 81% (higher numbers are better). Our finding suggests that hospitals with better staff responsiveness were significantly more likely to have lower 30-day readmissions for all conditions. The effect size depended on the baseline readmission rates, with the largest effect on hospitals in the upper 75th quartile. A ten-percentage-point increase in staff responsiveness led to a 0.03-0.18 percentage point decrease in readmission rates. We found that neither communication with physicians nor communication with nurses was significantly associated with hospital readmissions.ConclusionsOur findings suggest that elements of care related to staff responsiveness during patients' stay may influence rehospitalization rates. Changes in staff responsiveness may offer an additional tool for hospitals to employ ongoing efforts to achieve reductions in readmissions, an important objective both financially and for patient health outcomes.

Background: Infectious hospital waste, including needles and sharp instruments, is one of the most important causes of needle sticks. Objectives: The study aimed to investigate the factors affecting the disposal of special medical waste with needle sticks among healthcare workers in hospitals at the Iran University of Medical Sciences. Methods: This descriptive-analytical, retrospective, and cross-sectional study were done regarding the data in the autumn of 2019. Among 6119 medical-service staff, 180 subjects have been exposed to the needle stick at least once. Data were collected in two parts. The data were analyzed using correlation tests by SPSS software version 25. Results: The most devices leading to injury were needles (58%), angiocatheter (21%), ampoules (17%), suture needles (12%), scalpels (9%), other tools (8%), and razor blades (7%). The five wards with the highest needle sticks were the operating room (24.44%), surgery (22.22%), emergency (15%), internal wards (10%), and paraclinical (8.33%). Also, several factors, such as work shifts and the amount of work experience of individuals, can play an essential role in the rate of needle stitching of medical personnel. Importantly, we found a significant relationship between the volume of medical waste and employee needlestick rates. Conclusions: According to the results, we found a significant positive relationship between the volume of medical waste and employees' needle sticking rate. The observance of standard guidelines and the development and increase of occupational safety protection training courses have the most significant role in reducing needle sticks. [ABSTRACT FROM AUTHOR]

Background: COVID-19 (Coronavirus disease 2019) was declared a "pandemic" by the World Health Organization (WHO) in early March 2020. All over the world extraordinary measures are being adopted to fight the spread of the ongoing outbreak. Under such conditions, people's knowledge to preventive measures is greatly affected by their awareness of the disease. Aim: Aim of the present study was toassess the awareness and knowledge about Covid-19 among non-treating staff in hospitals. Material and method: The community-based, cross-sectional survey was conducted using a self-developed structured questionnaire and individuals were personally interviewed. A total of 82 individuals were interviewed who included the sterilization workers, cleaners and ward staff. The non-teaching staff included was working in the dental, medical and physiotherapy institute. Result: The result interpretation showed that 95.1% of participants included in the study knew about Covid-19. Awarenesswas pragmatic among 89% about the precautions to be taken. While, 63.4% agreed on getting formal training from the workplace. Respondents agreed to change the methods and adopt newer techniques to bout with the Covid-19 pandemic. Discussion: Since its initial outbreak in China in December 2019, the COVID-19 disease has had a cascading effect worldwide. Even though these subjects are not actively involved in patient management, there are high chances of non-clinical staff having patient contact at some point in the healthcare setting and therefore at risk of contracting and spreading the infection. [ABSTRACT FROM AUTHOR]

Abstract Background Today, due to the complex environment and rapidly changing of health industry, hospitals should optimize their organizational performance to achieve a competitive advantage. One of the important factors for achieving a competitive advantage is effective human resource management through the application of appropriate human resources strategies. This study investigated the relationship between human resources strategies and organizational performance based on balanced scorecard. Methods A cross-sectional study was conducted among clinical and administrative staff in a public hospital in Isfahan province, Iran. All eligible staff entered the study (n=200). Data were collected using two self-reported questionnaires during July 2018. The main questionnaire contained 32 items that investigated human resources strategies (including seven types of strategies) and organizational performance based on the balanced scorecard approach. Data were analyzed via Pearson correlation coefficient and multivariate regression using SPSS/21 software (P

Background: Healthcare workers have a higher risk of SARS CoV2 infection with implications for transmission of infection and the safety of workers and patients. Objective: To assess knowledge on COVID-19 and the safety practices among selected healthcare workers in southwest Nigeria. Methods: A cross-sectional study of 210 workers providing direct care to patients during the COVID-19 pandemic was conducted. Respondents were recruited through simple random sampling of members of online platforms of healthcare workers in Osun, Ondo and Ekiti States. Information on sociodemographic characteristics, knowledge of PPE and safety practices was obtained through a close-ended questionnaire. Results: The mean age of the respondents was 36.5±7.5 years. About 29% and 30% of respondents were from the State and Federal Government-owned Teaching Hospitals, respectively. A little above half (58.1%) had good knowledge of COVID-19, while 62.1% used PPE always when attending to suspected COVID19 cases. More than half (53.8%) had been trained on infection prevention and control (IPC), but only 34.3% adhered to good safety practices. Healthcare workers in State government-owned teaching hospitals had lower odds of good safety practices than those in Federal Teaching Hospitals (OR = 0.42, 95% CI = 0.19-0.93, p = 0.031). Conclusion: The knowledge of appropriate PPE and practice of safety precautions among healthcare workers is sub-optimal. This may predispose to increased COVID-19 transmission among healthcare workers, patients, and their families. Training and retraining healthcare workers, especially those from hospitals identified by the study as having poor safety practices, should be encouraged.

Unidentified SARS-CoV-2 infections among hospital staff can become a major burden for healthcare systems worldwide. We hypothesized that the number of previous SARS-CoV-2 infections among hospital employees is substantially higher than known on the basis of direct testing strategies. A serological study was thus performed among staff of Marburg University Hospital, Germany, in May and June 2020.

Background: Child sexual abuse (CSA) is a significant public health problem. Health care professionals can play an important role in the identification and reporting of such cases. This study was conducted to assess the awareness level among doctors working in a medical Institute about CSA. Materials and Methods: This is a cross-sectional descriptive study. Data was collected using a closed-ended structured questionnaire. Descriptive analysis was done to compute percentages and frequencies. Respondents' educational qualification, as well as the relationship between their level of education and their awareness of child abuse, was also assessed. Results: Nearly 70% of respondents came across child abuse cases, wherein sexual abuse was found to be the commonest (58%), followed by physical abuse (28%). Nearly 40% of child abuse cases were reported in the hospital where they worked, while 15% of child abuse cases occurred in other hospital areas. The study also revealed that 81% of respondents had knowledge about child sexual abuse. However, only 34% were aware of the repercussions of non-reporting of a child abuse case. Nearly 64% of respondents had an idea about an online complaint system for child abuse, and 70% were aware of the availability of a one-stop centre at a respondent's hospital. The majority (68%) were aware of the POCSO (Protection of Children from Sexual Offences) Act on sexual abuse. On seeking information regarding evidence of anal sexual abuse among children and adolescents, 36% were completely aware, and 13% were partly aware of it. Conclusion: There is a need for continued education and advancement of all health care professionals to improve the diagnosis and reporting of CSA.

Background: During the COVID-2019 pandemic, the hospital staff was among the first to deal with this problem. Because of the high workload, the medical staff may experience psychological distress. In this regard, the present study was conducted to investigate the role of resilience and emotion regulation in managing the psychological distress of hospital staff during the COVID-2019 pandemic. Methods: In the present study, we searched English databases, such as Google Scholar, PubMed, Scopus, ScienceDirect, and Iranian databases, such as Iranian databases of Scientific Information Database (SID), Iranian Publications (Magiran), and Iranian Medical Sciences Articles from February 2020 to July 2021 with using the keywords of “coronavirus 2019”, “COVID-19”, “depression”, “anxiety”, “stress”, “resilience”, “emotion regulation”, “mental health”, “medical staff”, and “psychological distress”. We also used the PRISMA (The Preferred Reporting Items for Systematic Reviews and Meta-analysis) checklist to review and control the quality of the articles. Results: Studies have shown that resilience and emotion regulation strategies positively affect nurses, physicians, hospital staff, and medical students during the COVID-19 pandemic. Good resilience and using adaptive emotion regulation strategies have reduced their anxiety, depression, insomnia, and fear, which results in increased psychological well-being during the COVID-19 pandemic. Conclusion: Based on the reviewed articles, we found that COVID-19 can affect various aspects of the mental health of hospital staff. Given that COVID-19 is still mutating and it is impossible to predict a specific time for the end of this deadly virus, medical staff must receive the necessary training to improve resilience and emotion regulation strategies.

Hospital-related infections have been widely reported during the Covid -19 outbreak that exposes healthcare professionals to at greater risk of infection. This cross-sectional study was designed to evaluate the frequency of absenteeism in hospital staff during the first and second months of the Covid-19 epidemic, from 26 February until 19 April 2020. Occupational data and sickness absenteeism characteristics were collected from the records of the nursing management department. 304 (17.8%) had sick leave due to coronavirus or corona like symptoms. nurses and then nursing aid workers constituted the categories with more frequency of sick leave. The more median days of sick leave were observed among supervisors and midwives. About 80% of participants had typical symptoms of Coronavirus. In conclusion, the median days of sick leave due to coronavirus were not as high as we thought. This could be due to human resource shortage and insufficient knowledge regarding return to work guidelines in the early phase of this epidemic

Hospitals need to maintain a high level of preparedness of staff and systems to mitigate the consequences of health emergencies and disasters. Therefore, the knowledge, attitude and practices of the hospital staff are of key importance in strengthening the emergency preparedness of the health system. Objective: The objective of this study was to determine the knowledge, attitudes and practices of healthcare workers regarding emergency preparedness and factors related to them, at the tertiary care hospitals of Punjab Pakistan Methods: This was an analytical cross-sectional study conducted at six tertiary care hospitals in Punjab from February 2022 to August 2022, approved by advanced studies and the research board of the University of Punjab. A self-administered questionnaire was distributed among 450 staff members of these hospitals to identify gaps in the knowledge, reported attitudes and practices of healthcare workers and their willingness to report for duty, selected by multistage sampling. Data were analysed by statistical package for social sciences (SPSS) Version 22. Results: The results found that 49.8% of the participants were aware of disasters that occurred, 50% knew the hospital emergency plan, and 70% agreed that hospitals need written plans yet 72.4% were not aware of the major components of the plan. Regarding attitude of the staff, 73.8% of accepted that it is their duty to take care of patients, 33.6% thought that hospital preparedness is adequate and only 36.7% agreed that the hospital had adequate staff in catering for the increased patient influx. Regarding hospital preparedness practices, only 29.3% stated that hospital conducts exercises and drills and 30.4% reported that the hospital conducts other training sessions and workshops for staff. Conclusion: The majority of the staff at the studied hospitals had a positive attitudes and willingness to report for duties in case of health emergencies. But there were lacks in the knowledge and practices at these hospitals which needs to be addressed by making a written hospital emergency plan, conducting simulation drills and mock exercises and arranging training. [ABSTRACT FROM AUTHOR]

People with dementia have a high likelihood of being hospitalized at some point during the disease process. Recent research has found that more can be done to improve dementia care in hospitals. One of the strategies suggested to help achieve this objective is to provide dementia education programs to hospital staff. Such programs have the potential to improve the knowledge, attitudes, and skills of staff in caring for people with dementia to optimize their in-hospital experiences and clinical outcomes. This paper reports a mixed-methods evaluation of a dementia education program delivered to staff at a hospital in Melbourne, Australia. The quantitative evaluation found significant improvements in participant's knowledge of dementia but did not show significant improvements in "social comfort," a measure of how comfortable respondents are around people with dementia. Qualitative interview data supported the quantitative finding regarding improvements in knowledge about dementia and demonstrated participants were largely satisfied with the content of the education program. However, qualitative data also indicated a problem with engagement with some non-clinical staff. There is a need to improve the quality of care for patients with dementia in hospitals, and this study shows that a dementia education program can be effective in improving staff knowledge about people with dementia.