Search

ABSTRACT Aim Design Methods Results Conclusion Implications for the Profession Reporting Method Patient or Public Contribution To investigate the association of long‐term care nursing assistants' dual caregiving roles with mental health and to determine whether social support moderates this relationship.A cross‐sectional survey.We surveyed 962 certified long‐term care nursing assistants working in long‐term care and medical facilities across Taiwan from October 2022 to July 2023. ‘Dual caregiving roles’ denote the fulfilment of caregiving duties both at work and within families. Mental health was evaluated using the 5‐item Brief Symptom Rating Scale. Logistic regression analysis was utilized to investigate the association of dual caregiving roles and psychological job demands with poor mental health. Moreover, we explored whether family, colleague, and supervisor support moderated the association between dual caregiving roles and poor mental health.Among long‐term care nursing assistants, 15% had dual caregiving responsibilities. Individuals with both dual caregiving roles and high psychological job demands faced the highest risk of poor mental health compared to those without dual caregiving roles and low psychological job demands. Having dual caregiving roles was associated with poor mental health compared to workers without such roles. Additionally, support from family, colleagues, and supervisors mitigates the association between caregivers' dual caregiving roles and poor mental health.A substantial proportion of long‐term care nursing assistants had dual caregiving roles, leading to an additional mental health burden when combined with high psychological job demands. High social support attenuated this association.Long‐term care nursing assistants with dual caregiving roles had poorer mental health outcomes. Yet, support from family, colleagues, and supervisors mitigated these effects. These results emphasize the importance of enhancing social support to protect the mental well‐being of long‐term care nursing assistants managing both formal and informal caregiving duties.This study adheres to the STROBE guideline of reporting.No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]

Objective The aim of our study is to explore the associations between multiple types of workplace violence (WPV) and burnout risk, sleep problems, and leaving intention among nurses. Methods This cross-sectional survey recruited 1,742 nurses, and data on WPV experiences were collected through self-administered questionnaires. Work conditions, burnout risk scales, sleep quality, and leaving intentions were also evaluated. Multivariate logistic regression analyses were performed to examine the associations of WPV with burnout risk, sleep quality, and leaving intentions, adjusting for demographic characteristics and work conditions. Results The study found that 66.7% of nurses reported experience of WPV, with 26.9% experiencing both physical and nonphysical forms. Those who experienced multiple types of WPV reported worse work conditions, higher burnout risk, poorer sleep quality, and a stronger leaving intention compared to those without such experiences. Adjusting for working conditions, logistic regression analysis showed that nurses who experienced multiple types of WPV had 2.12-fold higher odds of high personal burnout risk, 2.36-fold higher odds of high client-related burnout risk, 1.95-fold higher odds of poor sleep quality, and 1.80-fold higher odds of high leaving intention, compared to those without WPV experiences. Conclusions Strategies by hospital managers and policymakers to monitor and reduce workplace violence are vital for sustaining nurses' mental health, well-being, and preventing early attrition from the profession. [ABSTRACT FROM AUTHOR]

Aims: This study aims to examine coronavirus disease 2019 (COVID‐19) pandemic‐related work factors for adverse effects on the mental health and whether organisational strategies attenuate these effects. Background: COVID‐19 pandemic has led to increased work burden and mental health risks for nurses. Methods: A total of 1499 Taiwanese full‐time nurses completed a web‐based questionnaire between July and December 2020. Pandemic‐related work conditions, namely, increased working hours, caring for COVID‐19 patients, occupational stigma and redeployment, were assessed. Organisational strategies to combat pandemic‐related work stressors including compensation to workers and adequate protection equipment were surveyed. Outcome measures were intention to leave, burnout and depression assessed using validated questionnaires. Results: Redeployment, increased working hours and occupational stigma were associated with adverse mental health and intention to leave in logistic regression analysis. Caring for COVID‐19 patients was negatively associated with depression. Adequate compensation for workers modified the association between redeployment and burnout. Conclusions: Pandemic‐related work conditions were associated with adverse mental health and intention to leave. Organisational strategies attenuated the adverse impact of the pandemic. Implications for Nursing Management: Efforts to decrease stigma and organisational strategies including compensation for workers and adequate protection equipment provision should be adopted to improve nurses' health during a pandemic. [ABSTRACT FROM AUTHOR]

Objective: Work automation is increasing worldwide, and the probability of job automation has been associated with workers' adverse health outcomes. This study aimed to examine the association of occupation‐level automation probability with work stress and workers' health. Methods: We used data from a national survey of 14,948 randomly selected general workers conducted in 2016. Job control and job demand were assessed by the Job Content Questionnaire, and working hours and job insecurity were self‐reported. Health outcomes were measured according to burnout and work‐related injury or disease. We derived automation probabilities for 38 occupational groups and conducted multilevel analyses to examine the associations between occupation‐level automation probability and workers' safety and health after adjusting for psychosocial work conditions. Results: Participants working in jobs with a high probability of automation were more likely to have low job control, higher job insecurity, and work‐related injury and disease prevalence; whereas workers in jobs with a low automation probability had higher psychological and physical demands and burnout prevalence. Furthermore, automation probability significantly predicted workers' health after adjustment for demographic characteristics and psychosocial work conditions. Conclusions: Workers with low automation probability jobs may experience work stress other than that captured by traditional measures of job strain. Organizational approaches to improve employment security and psychosocial conditions are essential for workers' safety and health in the context of increasing job automation. [ABSTRACT FROM AUTHOR]

Aims: To validate the Chinese version Psychosocial Safety Climate scale (PSC‐12), and examine the associations between PSC, workplace violence and self‐rated health (SRH). Background: Psychosocial safety climate moderates the negative effect of workplace violence on health. To address workplace violence experienced by nurses across the Asia‐Pacific region, it is important to develop and apply a Chinese language version of the tool. Methods: We conducted a two‐part study. In the first part, the Chinese version PSC‐12 was developed and tested for its validity in 405 nurses. In the second part, a total of 1690 nurses from 73 hospitals filled a questionnaire concerning their work and health conditions. Multi‐level modelling was used to examine the association between PSC, workplace violence and SRH. Results: A comparable validity and reliability of the Chinese version PSC‐12 with the original PSC was found. PSC scores were negatively associated with workplace violence. In the hierarchical linear model, participants from hospitals with the lowest PSC score had twofold risks of having poor SRH. Conclusions: The Chinese version PSC‐12 is a valid tool. Hospital‐level PSC was associated with poor health status in female nurses. Implications for Nursing Management: Psychosocial safety climate should be evaluated and promoted to prevent workplace violence in nurses. [ABSTRACT FROM AUTHOR]

Aims: To examine the associations between different workplace violence sources and health outcome in nurses. Background: Workplace violence is a major threat to nurses' physical and mental health. Other workers in the health sector, patients and visitors can cause workplace violence. To effectively prevent workplace violence‐related health problems, the differential impact of internal and external violence needs to be explored. Designs: A cross‐sectional survey of 1,690 fully employed female nurses. Methods: A self‐administered questionnaire was used to record the nurses' experiences of workplace violence, including types (physical, psychological, verbal and sexual) and sources (internal and external) of violence. Data on psychosocial work conditions including work shift, psychological job demands, job control and workplace justice, were also collected. The nurses' health condition was measured using the 5‐item Brief Symptom Rating Scale and Self‐Rated Health Scale and multivariable logistic regression was used to examine the associations between workplace violence and health. The study was carried out in 2015–2016. Results: Sixty percent of the internal workplace violence was psychological and verbal and adverse psychosocial work conditions were associated with workplace violence. After adjustment for demographic characteristics and psychosocial work conditions, internal workplace violence resulted in higher risks of poor self‐rated health and mental health than did external workplace violence, particularly in nurses who had experienced psychological and verbal violence. Conclusion: Internal workplace violence in the form of psychological and verbal violence had a stronger effect on nurses' health than did external workplace violence. Organization‐level measures should be implemented to prevent internal violence. [ABSTRACT FROM AUTHOR]

We are grateful to Dr Kawada for his comments that the associations between long working hours and problem drinking could be either confounded or mediated by health status and sleep disturbances. In our study, when combining those with 49 to 59 and >=60 weekly working hours into a single group, we found that the adjusted odds ratios for problem drinking of the groups working 41 to 48 hours and those >=49 hours were 1.39 (95% confidence interval [CI] = 1.20-1.62) and 1.48 (95% CI = 1.23-1.79), respectively. [Extracted from the article]

Nurses encounter many stressors and challenges at work, which can negatively affect their mental and physical health. Modern theories of resilience suggest that resilience is a dynamic process of positive adaptation to adversity. This process involves personal growth through adversity, developing effective coping strategies and inculcating the ability to cope with stress. The resilience process involves individual characteristics, social support and environmental factors, including workplace culture. Strengthening nurses' resilience can help them cope with adversity, maintain their mental health and well-being and support their provision of care. The aim of this study was to examine the associations between workplace characteristics, resilience and mental health status among nurses with experiences of workplace violence. The study objectives were to analyse the relationships between workplace characteristics, resilience and mental health status among nurses with experiences of workplace violence and to investigate the effects of resilience on nurses' mental health outcomes. In this cross-sectional study, full-time nurses at a medical centre in Taiwan completed a questionnaire survey. Of 600 distributed questionnaires, 334 nurses were identified to have experienced workplace violence. The questionnaires included items on workplace violence, resilience, metal health status (burnout and mental distress), sleep quality, work characteristics (job control, psychological job demands and workplace justice) and demographic characteristics. Data were analysed through chi-square tests and multivariate logistic regression. Nurses with low resilience tended to be younger, work more rotating/night shifts and perceive lower levels of job control and workplace justice. They also reported higher risks of burnout and mental distress and lower sleep quality. Multivariate logistic regression revealed that psychological job demands, workplace justice and resilience significantly influenced nurses' mental health status. Nurses with high resilience exhibited a lower risk of mental distress and higher sleep quality. However, resilience was not associated with burnout. The findings revealed how workplace factors and resilience influence nurses' mental health. The findings help nurse managers and policymakers develop strategies to promote nurses' resilience and mental health and mitigate the adverse effects of negative workplace events., (© 2024 John Wiley & Sons Australia, Ltd.)

Objectives: Caring for a family member with a life-threatening illness may lead to increased levels of psychological morbidity. Given the lack of recognition of caregivers' grief, this study aimed to determine the prevalence of anticipatory grief disorders in caregivers of persons with a life-threatening illness for better intervention and management., Methods: CINAHL, Cochrane, Embase, Medline, PubMed, Scopus, PsycINFO and Web of Science were searched up to 21 March 2021 without language and time restrictions. The quality of the included studies was assessed with Hoy's criteria. A random-effects model was applied to calculate pooled prevalence rates, and multi-regression was performed to examine heterogeneity among studies., Results: A total of 3278 citations were retrieved, and 18 studies met the eligibility criteria involving 5470 caregivers. The pooled prevalence of anticipatory grief was 24.78% (95% CI 19.04% to 30.99%). The prevalence rates were significantly higher in female caregivers (16.64%; 95% CI 12.24% to 21.53%) compared with male caregivers (6.11%; 95% CI 4.55% to 7.87%). The married group also had a higher risk (14.66%; 95% CI 10.66% to 19.16%) than single group (5.47%; 95% CI 4.31% to 6.76%)., Conclusions: The overall pooled prevalence is substantially higher compared with after-loss grief in the general population and supported the presumptions that preloss grief has a greater magnitude compared with after-loss grief. Bereavement support, educational programmes and relevant resources should be delivered even before the actual loss to address the burden of caregivers., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2023. No commercial re-use. See rights and permissions. Published by BMJ.)

Workplace violence is recognized as a serious psychosocial work hazard in the workplace. Nurses face higher risks of workplace violence and poor mental health than other medical professionals. In addition to addressing personal factors, workplace violence should be understood and managed in the context of the organizational climate. In this article, the definition and types of workplace violence and a socio-ecological perspective on workplace violence are introduced. In addition, the prevalence and impact on mental health of workplace violence are described. Lastly, the concept of safety climate and its influence on mental health are proposed. We hope this article provides readers with a better understanding of workplace violence and a contextual perspective on this issue. In addition to understanding workplace violence and learning coping strategies and skills, hospital managers should promote a positive climate of safety to reduce the occurrence of workplace violence and the impact of workplace violence on nurses.