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PhD graduates are often recruited for positions that entail various work demands. Based on theoretical models of work demands, PhD graduates can appraise these demands in three main ways: as challenges, hindrances, or threats. The more aware they are of the skills they developed in their doctoral program, the more likely they are to appraise demands as challenges or hindrances, and the less likely they are to appraise them as threats. However, past studies have shown that PhD graduates report low awareness of their skills, which may lead to high threat appraisal. We conducted semi-directive interviews with 16 PhD graduates from France to examine their appraisal of work demands. We investigated four work demands: important responsibilities, heavy workload, competitive work environment, and challenging work environment. Most participants appraised these demands either as challenges or hindrances. Although some participants reported a low awareness of specific skills (e.g. project management), they still expressed confidence in their ability to handle the demands, leading to low threat appraisal. This was largely due to awareness of transferable skills (e.g. the abilities to learn and adapt), supporting their adaptability to demanding contexts. However, participants rarely attributed these skills to their doctoral experience, which questions how they perceive the benefits of their doctoral program. Moreover, specific difficulties may arise for certain groups (e.g. women, international students) and work demands (i.e. non-constructive criticism). [ABSTRACT FROM AUTHOR]

The present study set out to investigate the role of different stress beliefs (positive and negative beliefs about stress, as well as perceived control) on the association between central COVID‐19‐related work demands and burnout symptoms in physicians during the second lockdown of the SARS‐CoV‐2 pandemic. N = 154 practicing physicians (mean [SD] age = 37.21 [9.43] years]; 57.14% female) participated in our cross‐sectional German‐wide online survey and answered questions about sociodemographic factors, their current work situation, their stress beliefs, and their current burnout symptoms. Moderation analyses revealed significant interaction effects between stress beliefs and specific COVID‐19‐related work demands on the prediction of burnout symptoms, most consistent with respect to perceived control. Positive believes about stress and its controllability were cross‐sectional associated with reduced, negative believes about stress however with enhanced associations between COVID‐19‐related work demands and burnout symptoms. This finding indicates, if confirmed by longitudinal research, the potential of the usage of stress beliefs in prevention programs for physicians in order to mitigating negative effects of chronic stress. [ABSTRACT FROM AUTHOR]

This study intends to investigate how pastors’ psychological and physical health are affected by work-life balance. The study aims to shed light on the difficulties pastors encounter in juggling their personal and professional life and to investigate how this balance affects their general well-being. A mixed-methods strategy is used in the study, including qualitative interviews and quantitative surveys. While quantitative surveys are given to a larger sample to get information on the psychological and physical well-being of pastors, qualitative interviews are done with a selection of pastors to learn more about their experiences with work-life balance. To find themes and patterns relating to work-life balance and its effects, the data gathered from both ways is evaluated. According to the data, pastors struggle mightily to establish work-life balance, which has a detrimental effect on their mental and physical health. The main causes of imbalance were found to be high levels of work expectations, lengthy work hours, and a lack of distinction between work and personal life. The implementation of tactics including establishing boundaries, engaging in self-care, and developing encouraging settings inside religious organizations are suggested. The importance of work-life balance for pastors and its effect on their psychological and physical well-being are highlighted by this study’s result. This study adds to the body of knowledge on work-life balance in the context of the clergy by offering empirical evidence and insights into the difficulties experienced by pastors. The conclusions and suggestions can help religious leaders, decision-makers, and organizations create interventions and support structures that improve pastors’ work-life balance and support their general well-being.

Abstract Background Walking is known to be good for health. However, it is unknown whether it matters if steps are taken during work or leisure. Therefore, we aimed to examine the prospective association between accelerometer-measured steps taken during work or leisure and register-based long-term sickness absence (LTSA). Methods We included 937 blue- and white-collar workers from the PODESA cohort who wore a thigh-based accelerometer over four days to measure number of steps during work and leisure. Steps were divided into domain based on diary data. First event of LTSA was retrieved from a national register with four years’ follow-up. We used Cox proportional hazard models to analyze the association between domain-specific and total daily steps and LTSA, adjusted for age, sex, job type, smoking, and steps in the other domain (e.g., work/leisure). Results We found more steps at work to be associated with a higher LTSA risk [Hazard Ratio (HR):1.04; 95% CI: 1.00–1.08 per 1000 steps]. No significant association was found between steps during leisure and LTSA (HR: 0.97; 95% CI: 0.91–1.02), nor between total daily steps and LTSA (HR: 1.01; CI 95% 0.99–1.04). Conclusions More steps at work were associated with higher risk of LTSA, while steps during leisure was not clearly associated with LTSA risk. These findings partly support ‘the physical activity paradox’ stating that the association between physical activity and health depends on the domain.

Background: During the COVID‐19 pandemic, teachers quickly shifted to remote teaching with many teachers experiencing increased work demands with limited resources, affecting both mental health and work. Methods: Within a cross‐sectional study, we evaluated the relationship between one type of work demand, non‐standard work schedule characteristics, and depressive and burnout symptoms in kindergarten through 8th grade U.S. teachers working remotely in May 2020. We further assessed the impact of COVID‐19 and work resources. Work schedule characteristics were self‐assessed across six domains on a 5‐point frequency scale from always (1) to never (5). We used multilevel Poisson models to calculate prevalence ratios (PRs) and 95% confidence intervals (CIs). Results: In fully adjusted models, frequently working unexpectedly was associated with a higher prevalence of depressive symptoms (PR = 1.18, 95% CI = 1.07–1.31, p < 0.01), high emotional exhaustion (PR = 1.17, 95% CI = 1.05–1.30, p < 0.01), and high depersonalization (PR = 1.40, 95% CI = 1.02–1.92, p = 0.03). Remote work resources were significantly associated with a lower prevalence of depressive symptoms (PR = 0.88, 95% CI = 0.79–0.98, p = 0.02). There was a linear association between low coworker support and a low sense of personal accomplishment (PR = 0.68, 95% CI = 0.53–0.87, p < 0.01). Conclusions: Frequently having to work unexpectedly while remote teaching was associated with symptoms of depression and burnout during the COVID‐19 pandemic. Workplaces should support predictable working times to lessen the disruption caused by unexpected work to promote worker well‐being. [ABSTRACT FROM AUTHOR]

This 40-week cluster-randomised controlled trial (RCT) examines the effects of football and Zumba on self-perceived job satisfaction, work role functioning and sick leave among Norwegian female hospital employees. Hundred-and-seven employees, mainly consisting of nurses (80%), were allocated into three groups; Football (FG), Zumba (ZG) and Control (CG). The exercise groups were offered two to three and one to two 1-h weekly sessions during the first 12 and last 28 weeks, respectively, with an actual weekly exercise frequency of 2.4 ± 0.5 and 0.9 ± 0.2 in FG and 2.3 ± 0.3 and 0.8 ± 0.2 in ZG. Outcome variables were measured at baseline, 12 and 40 weeks. In comparison to CG (4.8 days 95% CI 3.2–6.4), ZG (1.9 days, 95% CI 0.4–3.5) had a significant lower overall mean days of sickness absence during last sick leave period (−2.9 days, 95% CI −5.1 to −0.7, p =.011) which corresponded to a moderate effect size (d = 0.60). Between baseline (88.5%, 95% CI 84.3–92.6) and 12 weeks (93.8%, 95% CI 89.4–98.2), ZG showed significant within-group improvement in total score of the Work Role Functioning Questionnaire (WRFQ) (5.3%, 95% CI 0.6–10.1, p =.029), corresponding to a moderate effect size (d = 0.40). This study indicates that two to three 1-h weekly Zumba sessions can have a preventive effect on sick leave in female hospital employees. Highlights Participants in Zumba exercise organised by the workplace showed a significant lower number of sick leave days compared with the controls. Despite a correspondingly significant reduction in exercise adherence in both groups in the last 28 weeks, only FG showed tendencies for group improvement in job satisfaction and total WRFQ in this period. Workplace promotion of exercise and physical activity can thus be beneficial for both the workers and the organisation. [ABSTRACT FROM AUTHOR]

The purpose of this study was to assess the psychosocial work environment (PWE) of a sample of coaches in comparison with the reference values of the Spanish general workforce, as well as to explore the relationship between PWE and mental health, behavioral-stress symptoms, and burnout. A representative sample (N = 1,481) of Spanish coaches (18.1% women, mean age = 32.98 years, SD = 11.60) completed a battery of questionnaires. Results showed that, in comparison with the general workforce, coaches showed statistically significant differences in most of the PWE areas assessed. The emotional demands experienced by coaches are a health risk, while trust regarding management and recognition are positive features in their PWE. Coaches' emotional demands were associated with low mental-health scores and higher levels of behavioral-stress symptoms and burnout, whereas social community at work and role clarity were protective factors for health. Practical implications to provide more favorable work environments for coaches are discussed. [ABSTRACT FROM AUTHOR]

Background: Despite the shift from the COVID-19 pandemic to an endemic phase, many individuals, including nurses, may still be facing psychosocial challenges after enduring three years of the pandemic. Although the anticipation that psychosocial issues, such as work demand and workplace violence, have diminished and nurses’ job satisfaction has improved, there is a scarcity of studies in Indonesia investigating this matter. Objective: This study aimed to 1) explore the current state of nurses’ work demands, workplace violence, and job satisfaction and 2) examine the relationships between work demands, workplace violence, and respondents’ characteristics with nurses’ job satisfaction. Methods: The study employed a cross-sectional survey design involving 247 nurses from a regional general hospital in Jakarta, Indonesia. Simple random sampling was used to select the participants, and the Copenhagen Psychosocial Questionnaire (COPSOQ) III was used for data collection. Data were analyzed using multiple linear regression. Results: The types of cognitive demands (M = 12.46, SD = 3.461), demands for hiding emotion (M = 11.66, SD = 3.554), and work pace (M = 9.87, SD = 2.847) scored an average close to or within the “sometimes/quite extensive” range on the scale. All types of workplace violence and conflicts occurred among nurses (Mean range = 1.21-2.57). Nurses perceived themselves as fairly satisfied with their job (M = 18.47, SD = 3.18). The results of the multiple linear regression indicated that nurses’ job satisfaction was predominantly influenced by workplace violence (β = -0.191), followed by the type of care unit (β = -0.167) and work demands (β = -0.126). These factors collectively accounted for 9.1% of the variance in the job satisfaction variable (R2 = 0.091, p

In a world marked by exponential change, work demands are intensifying and becoming increasingly prominent in organizations’ reality. Work demands are stressors for the employees who must deal with these requests as they bring with them costs. Promoting these workers’ well-being at work is important as their level of comfort is closely related to how they will behave in the workplace. In this context, work passion is a fundamental factor in employees’ daily motivation to work well. This study tested a new approach to work demands, distinguishing between challenges and obstacles, exploring how they influence affective well-being at work when work passion is part of the equation. Individual workers also participate in how demands are formulated, which affects their level of well-being at the workplace. Data were collected with an online questionnaire administered to a sample of 515 participants who had been working in the same organization for at least 6 months. The results of multiple regression analysis show that the way demands are revealed influences what kind of work passion predominates and thus how much workers’ well-being at work is altered. Harmonious passion emerges as a personal resource that has the power to prevent negative affective states related to work from developing, while obsessive passion ends up putting even more demands on employees and having a stronger negative association with their affective well-being in the workplace. [ABSTRACT FROM AUTHOR]

The purpose of this study is to investigate the relationships between work-family conflict, job satisfaction and mentoring by examining the effect of gender and working environment. The findings from the sample of 250 hotel managers indicate that WFC is negatively related to job satisfaction and career mentoring for two genders, although is positively related to socioemotional mentoring for female managers. Furthermore, WFC is positively related to both time and schedule flexibility and work demands for female managers. This study can be an initial step in establishing the crucial role of mentoring and flexibility on work-family interference for two genders. [ABSTRACT FROM AUTHOR]

Background: Walking is known to be good for health. However, it is unknown whether it matters if steps are taken during work or leisure. Therefore, we aimed to examine the prospective association between accelerometer-measured steps taken during work or leisure and register-based long-term sickness absence (LTSA). Methods: We included 937 blue- and white-collar workers from the PODESA cohort who wore a thigh-based accelerometer over four days to measure number of steps during work and leisure. Steps were divided into domain based on diary data. First event of LTSA was retrieved from a national register with four years' follow-up. We used Cox proportional hazard models to analyze the association between domain-specific and total daily steps and LTSA, adjusted for age, sex, job type, smoking, and steps in the other domain (e.g., work/leisure). Results: We found more steps at work to be associated with a higher LTSA risk [Hazard Ratio (HR):1.04; 95% CI: 1.00–1.08 per 1000 steps]. No significant association was found between steps during leisure and LTSA (HR: 0.97; 95% CI: 0.91–1.02), nor between total daily steps and LTSA (HR: 1.01; CI 95% 0.99–1.04). Conclusions: More steps at work were associated with higher risk of LTSA, while steps during leisure was not clearly associated with LTSA risk. These findings partly support 'the physical activity paradox' stating that the association between physical activity and health depends on the domain. [ABSTRACT FROM AUTHOR]

Remote working because of the COVID‐19 pandemic has eroded boundaries between work and home, necessitating the need to evaluate the long‐term impacts of these changes and mitigate any negative effects on workers' work‐life experiences. To do so, we reviewed and examined work‐life research published since the start of the pandemic. The review yielded a sample of 303 work‐life scholarly articles, with three common themes: 1) work‐life boundaries have become more permeable, with behavior‐based and time‐based work‐life conflict emerging as the more salient forms of work‐life conflict; 2) technical work demands have increased, as employees grapple with techno‐invasion, techno‐overload and techno‐complexity; and 3) psychological and emotional work demands have intensified. Based on these key findings, we call for multi‐level and multi‐agency responses to deal with the complex, diverse nature of work‐life demands. Specifically, we offer recommendations at the individual‐, team/organizational‐ and societal/governmental‐levels to enhance employees' work and non‐work lives after the pandemic. [ABSTRACT FROM AUTHOR]

In a world marked by exponential change, work demands are intensifying and becoming increasingly prominent in organizations’ reality. Work demands are stressors for the employees who must deal with these requests as they bring with them costs. Promoting these workers’ well-being at work is important as their level of comfort is closely related to how they will behave in the workplace. In this context, work passion is a fundamental factor in employees’ daily motivation to work well. This study tested a new approach to work demands, distinguishing between challenges and obstacles, exploring how they influence affective well-being at work when work passion is part of the equation. Individual workers also participate in how demands are formulated, which affects their level of well-being at the workplace. Data were collected with an online questionnaire administered to a sample of 515 participants who had been working in the same organization for at least 6 months. The results of multiple regression analysis show that the way demands are revealed influences what kind of work passion predominates and thus how much workers’ well-being at work is altered. Harmonious passion emerges as a personal resource that has the power to prevent negative affective states related to work from developing, while obsessive passion ends up putting even more demands on employees and having a stronger negative association with their affective well-being in the workplace.

This study analyzes the labor demands and resources in a Peruvian state organization during the COVID-19 health crisis. The labor resources and demands that affect the performance of workers were identified, highlighting organizational support and development opportunities as protective resources against burnout. On the other hand, role confusion demands and work difficulties increase the risk of burnout. These results are relevant for coping with critical events in the public sector. [Extracted from the article]

The work demands and the work-family interference are seen as antecedents of several negative constructs for health and well-being in the workplace, such as burnout and low job satisfaction. This study aims to observe the effect of the work-family conflict and the demands of work on burnout and job satisfaction, the mediating effect of the work-family conflict on work demands and burnout, and the mediating effect of burnout on relationship between job demands and job satisfaction. Through a sample of 505 participants, 142 males and 363 females (Mage = 37.11), the results show that the work demands influence the work-family and family-work conflict, and that both variables have negative effects burnout and job satisfaction. Additionally, they support the mediations of the work-family conflict and burnout, with the respective relationships. Both the work-family conflict and the high work demands lead to significant negative work outcomes for organizations, so prevention through practices and a family-friendly culture will promote well-being and health mental health at work, as well as contribute to better organizational performance. [ABSTRACT FROM AUTHOR]

With free education, empowerment, and the escalating female labour force, women have been acquiring visibility in many professions that were once reserved for men. There is no denying the fact that there are societal pressures to either attune to the 'family manager' role or remain in the public sphere as working women. This study foregrounds women's experiences at the individual level and employed either on shift or non-shift systems. The primary aim of this study is to investigate how spousal support (or lack of support) impacts on women's work and family life. A qualitative method was favoured probing whether women encountered any conflict in carrying out the dual roles of homemaker and income earner, and how they interpret their experiences in tackling these roles. The research findings predominantly draw upon the interviewees' narratives. In-depth, face-to-face interviews were carried out with married working women working under shift and non-shift systems. Thematic analysis was used to identify the cultural dimension between the office environment and household environment, which have been one of the prominent reasons for family-work or work-family conflict. [ABSTRACT FROM AUTHOR]

Constant availability, overtime and feeling overwhelmed by work can impact employees' wellbeing and their biological stress responses. Especially working parents often struggle to balance the demands of their work and family life and were found to be distracted from their work due to family responsibilities. The Family-to-Work Conflict (FWC) indicates the extent to which participating in work is made difficult by family demands. Recent studies have found associations between FWC and biological outcomes such as the Cortisol Awakening Response (CAR), a measure of an individual's Hypothalamic-Pituitary-Adrenal (HPA)-axis activity. This diary study investigates the effect of parental work demands on next day's cortisol response as well as the moderating role of FWC and the mediating role of fatigue. Over the course of five consecutive days (from Monday to Friday), 168 observations were made on a total of 42 parents. Participants had at least one child and worked a minimum of 20 hours per week. Salivary cortisol samples were obtained immediately, 15 and 30 minutes after awakening each day. Work demands, FWC and fatigue were assessed using standardized questionnaires. Within-person effects were examined using multilevel modeling and mediation analyses. Our results indicate that there are no main effects of work demands on next day's cortisol response. The multilevel analysis revealed that FWC predicts lower wakening cortisol levels and confirmed FWC as an increasing moderator between work demands and next day's HPA-axis activity. Further, work overload was found to increase fatigue, which in turn leads to higher CAR on the following day. This indicates that fatigue mediates the relationship between work demands and CAR. Our findings add to a growing body of research demonstrating further predictors for HPA-axis activity and emphasise the importance of considering family related demands when investigating biological outcomes for working parents. • Parental work demands had no main effect on next day's cortisol levels. • Parental family-to-work conflict moderates the effects between work demands and next day's wakening cortisol. • Fatigue was identified as a mediator, as work overload increases fatigue, which in turn increased next day's CAR. [ABSTRACT FROM AUTHOR]

This study investigate the relationship between work-family balance (WFB), job satisfaction and mentoring in the Greek hotel organizations. In particular, it investigates how mentoring contribute to career and family life outcomes with an additional emphasis on the role of the working environment (work demands, time & schedule flexibility). The findings indicate that both job satisfaction and career mentoring are positively related to WFB, while socioemotional mentoring is negatively related. Furthermore, work demands and flexibility are negatively associated both with WFB and job satisfaction. This study could turn the attention of hotel organizations to provide more mentoring and formal flexible arrangements. [ABSTRACT FROM AUTHOR]

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Objectives: Examine the effects of prevalent and newly diagnosed arthritis on changes in perceived physical demands and general work stress. Methods: Conditional change logistic regression models examined the strength of association between arthritis and perceived (1) work stress and (2) physical demands, using data from the NIDI Pension Panel Study (n = 2099). Results: Prevalent and newly diagnosed arthritis were associated with increased odds of perceived work stress and high physical demands. Manual workers with newly diagnosed arthritis exhibited a 6.73-fold (95% CI = 2.87–15.77) increased odds of physical demands. Arthritis in three body extremities was differentially associated with increased odds of work stress and physical demands in manual and non-manual workers. Discussion: Prevalent and incident arthritis were associated with changes in work stress and physical demands in older workers. Policies and workplace interventions to reduce stress and physical demands and improve workability in older workers with arthritis are needed. [ABSTRACT FROM AUTHOR]

Copyright of Revista FACE is the property of Universidad de Pamplona 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.)

In this study, the aim was to advance the knowledge about mental health status in the Norwegian farming population. Based on the dimensions in the Job Demand and Control model (Karasek, 1979); work demands and control, and the importance of recognition and dignity (Andrew Sayer, 2011), the aim was to study the effects of work demands, sense of independence and valuation on mental health status among farmers. It included an assessment of how the sectorial level, the sectors of dairy production and vegetable- and potato production, explains farmers` mental health status. A postal survey was conducted in 2012 using a structured questionnaire, and I included farmers from two sectors in the Norwegian agriculture: dairy farming (n = 493) and vegetable and potato farming (n = 122). The analyses were carried out by multigroup structural equation modeling (SEM). This study concludes that low work demands in farming, strong sense of independence as a farmer, and farmers` perception of valuation associate with good mental health. The mental health status in dairy farmers and vegetable and potato farmers and the effects of work demands, sense of independence and valuation on mental health status, were equal across groups.

Mining is often associated with the risk of Work- Related Musculoskeletal Disorders (WRMSDs). Despite being a coal-rich country, Pakistan’s mining sector stays behind in terms of occupational health and safety. Only a few research studies have been conducted on ergonomics in the mining industry. The current study aimed at evaluating workstations for WRMSDs and ergonomic factors among coal mine workers. Survey data were gathered from a total of 103 workers using a structured questionnaire. Information on the incidence of musculoskeletal disorders was obtained using the Standardized Nordic Questionnaire. The questions about ergonomics awareness, workstation, environment, demands, and risks were based on the available literature studies. The association between the incidence of WRMSDs and age was explored using chi-square analysis. The results showed a high rate of uneducated workers with a lack of ergonomics awareness. Back, shoulders, and legs were the most vulnerable body areas to WRMSDs. A significant association between workers’ age and WRMSDs was found. The workers’ opinion towards workstation was at a very low level. The current work conditions were found to have risks of potential hazards and economic losses. Ergonomic interventions are suggested to be developed and implemented to improve workplace conditions.. [ABSTRACT FROM AUTHOR]

Drawing on the Conservation of Resources theory, this study investigates work demands and their influence on positive and negative affect. In addition, work-life balance is included as a mediator. It is expected that while work demands are detrimental to affect and work-life balance, the direct effect on affect will be mediated by work-life balance. While much is known about these factors in Western economies, there is a lack of insights into more unique cultures like Pakistan. Furthermore, the links between work-life balance and affect are less common, making this a worthwhile outcome to explore. Overall, data came from 101 Pakistan managers. Analysis included direct effects and mediation analysis, using the PROCESS macro (including indirect effects). Overall, strong support for the study model was found. Indeed, while work demands were negative to positive affect and work-life balance, and positive to negative affect, these effects were fully mediated by work-life balance. However, examining the indirect effects showed that work demands still play a significant and detrimental role on affect. The findings highlight that while the influence work-life balance on affect is important, it is still important to consider the role of work demands. Overall, the study highlights the importance of work roles on the affect of Pakistan managers. The implications for HRM and researchers are discussed. [ABSTRACT FROM AUTHOR]

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Introducción: La hiperreactividad cardiovascular (HRCV) ha sido considerada como un elemento predictivo de la hipertensión arterial. Objetivo: Determinar la asociación de la HRCV y las exigencias del trabajo en condiciones de terreno. Material y método: Se realizó un estudio descriptivo correlacional de la hiperreactividad cardiovascular y las exigencias del trabajo en 85 trabajadores de un centro de salud de tercer nivel de atención. Se crearon 2 grupos: hiperreactivos cardiovasculares (42) y normorreactivos cardiovasculares (43), después de aplicada la prueba de peso sostenido (PPS). Para evaluar las exigencias del trabajo se aplicó el cuestionario Patrones Subjetivos de Fatiga (PSF). Para la comparación entre los grupos se utilizó la prueba de la χ2 y la prueba t de Student. Resultados: La prevalencia de HRCV fue del 49,4 %; existe una asociación significativa entre la HRCV y la edad (t = 2,654; gl = 83; p = 0,010). Percibieron las exigencias del trabajo como mixtas 45 trabajadores (52,9 %), 6 como mental (7,1 %) y 4 como física (4,7 %). Del total de trabajadores hiperreactivos, 42 (49,4 %), más de la mitad, 26 (30,6 %) se encontraban fatigados. Conclusiones: La hiperreactividad cardiovascular correlacionó con la edad, no así con las exigencias del trabajo en condiciones de terreno en esta población trabajadora estudiada. Se pudieran evaluar en próximos estudios variables de personalidad como el locus de control, las demandas situacionales, posibilidad de control y otras pruebas psicofisiológicas que permitieran establecer las posibles relaciones entre las exigencias del trabajo y la HRCV con el empleo de la prueba de peso sostenido (PPS). Introduction: Cardiovascular hyperresponsiveness (CVHR) has been considered as a predictive element of hypertension. Objective: To determine the association of the CVHR and the work demands in field conditions. Material and method: We performed a descriptive correlational study of cardiovascular hyperresponsiveness and work demands into 85 workers at a health center in the third level of attention. They have created 2 groups: cardiovascular hyperreactive (42) and (43) cardiovascular normorreactive, after applied the Test of Sustained Weight (TSW). To assess the work demands questionnaire was used subjective patterns of fatigue (PSF). For the comparison between the groups, we used the χ2 test and Student's t Test. Results: The prevalence of CVHR was 49.4%, there is a significant association between CVHR and age (t = 2654; gl = 83; p = 0,010). 45 (52.9%) workers, 6 (7.1%) mental and 4 (4.7%) physical perceived the demands of work. Of the total of hyperreactive workers 42 (49.4%), more than half, 26 (30.6%) were fatigued. Conclusions: Cardiovascular hyperresponsiveness correlated with age, but not with the demands of working under terrain conditions in this studied working population. In future studies could assess personality variables as the locus of control, situational demands, the possibility of work demands, and the CVHR with the use of the TSW.

Objective: This study investigated associations between the co-existence of multiple types of work-related psychosocial and physical risk factors, and (1) obesity; (2) smoking; and (3) leisure-time physical inactivity. It also aimed to identify sociodemographic characteristics related to clustering of work-related risk factors and lifestyle factors. Methods: Cross-sectional data on work-related risk factors (e.g., decision authority and repetitive movements) and lifestyle was measured using a standardized questionnaire among 52,563 Dutch workers in health care, services, manufacturing and public sector. Multiple-adjusted logistic regression models assessed associations between the co-existence of multiple types of psychosocial and physical risk factors and lifestyle factors. Additionally, logistic regression models related age, gender and educational level to clustering of risk factors and lifestyle factors. Results: The co-existence of multiple types of work-related psychosocial risk factors was associated with higher odds of smoking and being physically inactive. For example, workers exposed to three psychosocial risk factors had a 1.55 times higher odds of being physically inactive (95%CI: 1.42–1.70) compared to unexposed workers. A higher number of physical risk factors was also significantly associated with higher odds of smoking and obesity. The co-existence of multiple types of physical risk factors was not associated with higher odds of physical inactivity. Clustering of work-related risk factors and at least one unhealthy lifestyle factor occurred in particular among workers with low educational level. Conclusions: Results imply that interventions are needed that focus on workers with a low educational level and address work-related physical and psychosocial risk factors as well as lifestyle. [ABSTRACT FROM AUTHOR]

Abstract Background Presenteeism is a behavior in which an employee is physically present at work with reduced performance due to illness or other reasons. Hospital doctors and nurses are more inclined to exhibit presenteeism than other professional groups, resulting in diminished staff health, reduced team productivity and potentially higher indirect presenteeism-related medical costs than absenteeism. Robust presenteeism intervention programs and productivity costing studies are available in the manufacturing and business sectors but not the healthcare sector. This systematic review aims to 1) identify instruments measuring presenteeism and its exposures and outcomes; 2) appraise the related workplace theoretical frameworks; and 3) evaluate the association between presenteeism, its exposures and outcomes, and the financial costs of presenteeism as well as interventions designed to alleviate presenteeism amongst hospital doctors and nurses. Methods A systematic search was carried out in ten electronic databases from 1998 to 2017 and screened by two reviewers. Quality assessment was carried out using the Critical Appraisal Skills Program (CASP) tool. Publications meeting predefined assessment criteria were selected for data extraction. Results A total of 275 unique English publications were identified, 38 were selected for quality assessment, and 24 were retained for data extraction. Seventeen publications reported on presenteeism exposures and outcomes, four on financial costing, one on intervention program and two on economic evaluations. Eight (39%) utilized a theoretical framework, where the Job-Demands Resources (JD-R) framework was the most commonly used model. Most assessed work stressors and resources were positively and negatively associated with presenteeism respectively. Contradictory and limited comparability on findings across studies may be attributed to variability of selected scales for measuring both presenteeism and its exposures/outcomes constructs. Conclusion The heterogeneity of published research and limited quality of measurement tools yielded no conclusive evidence on the association of presenteeism with hypothesized exposures, economic costs, or interventions amongst hospital healthcare workers. This review will aid researchers in developing a standardized multi-dimensional presenteeism exposures and productivity instrument to facilitate future cohort studies in search of potential cost-effective work-place intervention targets to reduce healthcare worker presenteeism and maintain a sustainable workforce.

Purpose: Many older workers are working despite having neck-shoulder pain (NSP), which may give rise to work limitations due to pain, especially among those with high physical work demands. This study investigated the joint association of neck-shoulder pain intensity and physical work demands with work limitations among older workers. Methods: In SeniorWorkingLife, workers ≥ 50 years (n = 11,800) replied to questions about NSP intensity, work limitations due to pain, and physical activity demands at work. The odds ratio for having a higher level of work limitations due to pain in relation to neck-shoulder pain intensity and physical work demands were modeled using logistic regression controlled for various confounders. Results: The results showed that the neck-shoulder pain intensity was associated with work limitations in a dose–response fashion (p < 0.0001). Importantly, a significant interaction existed between neck-shoulder pain intensity and physical activity at work (p < 0.0001), e.g., 77% of workers with high pain and high work demands experienced work limitations due to the pain. Conclusion: Higher neck-shoulder pain intensity and higher physical work demands—and particularly in combination—were associated with higher odds of work limitation due to pain among older workers. Thus, it seems especially important to accommodate work demands through a better work environment for these groups of workers. [ABSTRACT FROM AUTHOR]

Child protection workers remain understudied in research on 'frontline' workers, even though they are often exposed to the traumatic circumstances of their clients' lives on top of their intense workload, tight deadlines and day-to-day crisis management. Extensive evidence has shown that both clients' needs and work demands combine to diminish child protection workers' well-being, leading them to experience immense stress, burnout and decreased morale, ultimately compelling them to leave their jobs. Our qualitative study based on semi-structured interviews of child protection workers (N = 15) in Australia examines how child protection workers navigate their daily work and non-work lives. Analysis of the interviews revealed unique contextual characteristics about child protection workers' professional and personal boundaries and the strategies they adopt to navigate their work and non-work roles and responsibilities. Our study's findings call for more assistance and resources for child protection workers with implications for their managers and organisations. [ABSTRACT FROM AUTHOR]

The work-family balance of divorced parents: The role of work demands, family demands and their interplay After a divorce, parents may face difficulties in combining work with the care for children. Few studies have examined the work-life balance of this particular group. Using data from 1.577 employed divorced fathers and 2.059 employed divorced mothers, we examined how work demands (long work hours, commuting times) and family demands (number and age of children, postdivorce residence arrangements) affected the work-family balance of divorced parents. High work demands lowered the work-life balance among both fathers and mothers. Greater family demands had a smaller impact than work demands and led to a worse work-life balance only for mothers. Family demands, however, became more important for fathers' work-family balance when combined with high work demands. Such an interplay of work and family demands was also found for mothers: work demands had stronger effects in case of high family demands and vice versa. [ABSTRACT FROM AUTHOR]

Technology is changing the way organizations and their employees need to accomplish their work. Empirical evidence on this topic is scarce. The aim of this study is to provide an overview of the effects of technological developments on work characteristics and to derive the implications for work demands and continuous vocational education and training (CVET). The following research questions are answered: What are the effects of new technologies on work characteristics? What are the implications thereof for continuous vocational education and training? Technologies, defined as digital, electrical or mechanical tools that affect the accomplishment of work tasks, are considered in various disciplines, such as sociology or psychology. A theoretical framework based on theories from these disciplines (e.g., upskilling, task-based approach) was developed and statements on the relationships between technology and work characteristics, such as complexity, autonomy, or meaningfulness, were derived. A systematic literature review was conducted by searching databases from the fields of psychology, sociology, economics and educational science. Twenty-one studies met the inclusion criteria. Empirical evidence was extracted and its implications for work demands and CVET were derived by using a model that illustrates the components of learning environments. Evidence indicates an increase in complexity and mental work, especially while working with automated systems and robots. Manual work is reported to decrease on many occasions. Workload and workflow interruptions increase simultaneously with autonomy, especially with regard to digital communication devices. Role expectations and opportunities for development depend on how the profession and the technology relate to each other, especially when working with automated systems. The implications for the work demands necessary to deal with changes in work characteristics include knowledge about technology, openness toward change and technology, skills for self- and time management and for further professional and career development. Implications for the design of formal learning environments (i.e., the content, method, assessment, and guidance) include that the work demands mentioned must be part of the content of the trainings, the teachers/trainers must be equipped to promote those work demands, and that instruction models used for the learning environments must be flexible in their application.

Career decisions are based on the fit between an individual and his/her environment. This study explores the effect of person-environment fit regarding actual and preferred weekly working hours on early and late retirement intentions in a sample of 7,859 employees aged 50 to 65 years of age living in Germany. Findings from multinomial logistic regression analysis show that a preferred decrease in working hours was associated with an increased risk for early retirement compared to regular retirement intentions (OR = 1.82). A preferred increase in working hours was associated with higher odds for a late career (OR = 1.87). [ABSTRACT FROM AUTHOR]

Although the concept of flow at work is increasingly receiving scholarly attention, knowledge about the interaction between challenge and hindrance stress demands in the context of flow is still lacking. Moreover, little is known about the stress-relieving capacity of coping mechanisms in connection to work-related flow. The aim of our study is to investigate whether and how challenge stress demands are related to work-related flow, and whether this relationship is moderated by a three-way interaction between challenge stress demands × hindrance stress demands × use of humor/cynicism. For this study we use survey data from 265 employees of a financial service organization in the Netherlands. Results clearly indicate a positive linear association between challenge demands and work-related flow and a negative association between hindrance demands and flow. Support is found for an interaction effect between challenge and hindrance stress demands, showing that hindrance demands weaken the positive association between challenge demands and work-related flow. Finally, cynicism is found to alter this relationship between work stress demands and work-related flow, increasing the negative effect of hindrance demands and confirming the expected three-way interaction. Results from this study have implications for the theory on work-related flow and advance the challenge-hindrance stressors framework. Insights from this study suggest that managers who wish to foster work-related flow should be alert to the use of cynicism among employees and address organizational issues that cultivate the negative attitude underlying this. [ABSTRACT FROM AUTHOR]

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Technology is changing the way organizations and their employees need to accomplish their work. Empirical evidence on this topic is scarce. The aim of this study is to provide an overview of the effects of technological developments on work characteristics and to derive the implications for work demands and continuous vocational education and training (CVET). The following research questions are answered: What are the effects of new technologies on work characteristics? What are the implications thereof for continuous vocational education and training? Technologies, defined as digital, electrical or mechanical tools that affect the accomplishment of work tasks, are considered in various disciplines, such as sociology or psychology. A theoretical framework based on theories from these disciplines (e.g., upskilling, task-based approach) was developed and statements on the relationships between technology and work characteristics, such as complexity, autonomy, or meaningfulness, were derived. A systematic literature review was conducted by searching databases from the fields of psychology, sociology, economics and educational science. Twenty-one studies met the inclusion criteria. Empirical evidence was extracted and its implications for work demands and CVET were derived by using a model that illustrates the components of learning environments. Evidence indicates an increase in complexity and mental work, especially while working with automated systems and robots. Manual work is reported to decrease on many occasions. Workload and workflow interruptions increase simultaneously with autonomy, especially with regard to digital communication devices. Role expectations and opportunities for development depend on how the profession and the technology relate to each other, especially when working with automated systems. The implications for the work demands necessary to deal with changes in work characteristics include knowledge about technology, openness toward change and technology, skills for self- and time management and for further professional and career development. Implications for the design of formal learning environments (i.e., the content, method, assessment, and guidance) include that the work demands mentioned must be part of the content of the trainings, the teachers/trainers must be equipped to promote those work demands, and that instruction models used for the learning environments must be flexible in their application. [ABSTRACT FROM AUTHOR]

Resources theories of occupational stress (e.g., conservation of resources theory) argue that job demands deplete employees' resources, and the challenge–hindrance model of occupational stress proposes that some demands tend to be appraised by employees more as challenges and others more as hindrances. Focusing on challenge demands, we propose and test a model in which work demands influence two resources (employees' sense of self-worth and work meaningfulness) via appraisal processes, and the resources subsequently contribute to employees' flourishing in their lives. Data were collected from U.S. employees at two separate points with a 1-month interval. Challenge appraisals of demands had positive effects on the two motivational resources, organization-based self-esteem and perceptions of meaningful work, and hindrance appraisals had negative effects on them. The findings suggest adapting conservation of resources theory to add appraisals as mediators between demands and resources. Overall, the present study shows a spillover effect and extends well-being research by providing evidence that resources created by positive organizational experiences contributed to promoting general positive well-being in employees' lives in the form of flourishing. [ABSTRACT FROM AUTHOR]