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Objectives. This study aimed to explore the work productivity loss (WPL) due to musculoskeletal symptoms (MS) and its explanatory psychosocial, ergonomic and personal factors in Tunisian shoe and leather industry workers. Methods. We conducted a cross-sectional survey among 337 workers. We evaluated WPL using the work productivity and activity impairment questionnaire. We used the Nordic questionnaire to assess the MS prevalence, the job content questionnaire of Karasek to examine the psychosocial work environment and the quick exposure check (QEC) tool to estimate the ergonomic exposure levels. Results. The mean WPL was 44.9 ± 33%. In the multiple linear regression model, WPL was positively correlated with a history of MS, professional seniority, a rhythm perceived as restrictive, low social support and decision latitude, the number of symptomatic sites and the QEC strain level of the back. Conclusion. There was a decline in work productivity due to MS that results from a combination of personal, psychosocial and biomechanical factors. Once addressed, both work productivity and workers' well-being should be restored. [ABSTRACT FROM AUTHOR]

Working environment, work engagement and health among occupational and physical therapists in Norway have rarely been investigated. (1) To compare the psychosocial working environment, work engagement and mental health problems of occupational therapists with those of physical therapists; (2) to compare the same measures among occupational therapists working in the specialist and municipal healthcare services, respectively; and (3) to identify job demands and resources that influence the work engagement and mental health problems of occupational therapists. The Survey for Health Promoting Workplaces was used to collect data from 170 occupational therapists and 273 physical therapists (response rate =35%) working in specialist and municipal health care in Norway. Student's t-test, Pearson correlations and multiple regression analysis were used. Occupational therapists experienced higher job demands and poorer health than physical therapists. Occupational therapists in the municipal healthcare services were slightly more satisfied with their job resources than colleagues in specialist healthcare services. Meaningful work and the opportunity to use one's strengths and potential contributed the most to high work engagement. Low work engagement was the most important contributor to poor mental health. The mental health of occupational therapists seems to be closely related to the opportunity to perform high-quality therapy. It is important that work is organised so that occupational therapists have meaningful work tasks and opportunity to use their strengths and potential. [ABSTRACT FROM AUTHOR]

Background: Nurses' work environment influences nursing practice. Inappropriate working conditions are the result of underdeveloped workplace infrastructure, poor work organisation, inadequate education, and inappropriate staffing norms. The aim of this study was to describe and examine the predictors that affect nurses' work environment using the Practice Environment Scale of the Nursing Work Index (PES-NWI). Methods: The validation of the PES-NWI was made. Nurse-reported job characteristics were used as independent variables. The sample included 1,010 nurses from adult surgical and medical units at 10 Slovenian hospitals. The Nurse Forecasting (RN4CAST) protocol was used. Permission to conduct the study was obtained from the National Medical Ethics Committee. Results: The PES-NWI mean (2.64) was low, as were job and career satisfaction at 2.96 and 2.89, respectively. The PES-NWI can be explained in 48% with 'Opportunities for advancement', 'Educational opportunities', 'Satisfaction with current job', 'Professional status', 'Study leave', and 'Level of education'. A three-factor solution of PES-NWI yielded eight distinct variables. Conclusions: The obtained average on the Nursing Work Index was one of the lowest among previously conducted surveys. Nurses should be recognized as equals in the healthcare workforce who need to be empowered to develop the profession and have career development opportunities. Inter-professional relations and equal involvement of nurses in hospital affairs are also very important. Trial registration: This is a non-intervention study – retrospectively registered. [ABSTRACT FROM AUTHOR]

The article presents questions and answers related to critical care nursing like how to properly treat patients receiving bilevel positive airway pressure ventilation and those with comfort-focused care.

Background The consequences of a single point-in-time compared to cumulative exposure to psychosocial work conditions (PWCs) for young adults' mental health have received relatively little attention. This study investigates (i) the associations between single and cumulative exposure to adverse PWCs at ages 22 and 26 with mental health problems (MHPs) among young adults at age 29 and (ii) the effect of early life MHPs on MHPs at age 29. Methods Data were used from 362 participants in the TRacking Adolescents' Individual Lives Survey (TRAILS), a Dutch prospective cohort study with 18-year follow-up. PWCs were assessed at ages 22 and 26 with the Copenhagen Psychosocial Questionnaire. Internalizing (i.e. depressive and somatic complaints, anxiety) and externalizing MHPs (i.e. aggressive and rule-breaking behaviour) were measured by the Youth/Adult Self-Report at ages 11, 13, 16, 19, 22 and 29. Regression analyses were conducted to examine the associations between single and cumulative exposure to PWCs and MHPs. Results Single exposure to high work demands at ages 22 or 26 and high-strain jobs at age 22 were associated with internalizing problems at age 29; the association attenuated after adjustment for early life internalizing problems but remained significant. No associations were found between cumulative exposures and internalizing problems. No associations were found between single or cumulative exposures to PWCs and externalizing problems at age 29. Conclusions In view of the mental health burden in working populations our findings call for early implementation of programmes targeting both work demands and MHPs to keep young adults working. [ABSTRACT FROM AUTHOR]

BACKGROUND: Most ergonomics assessment tools for repetitive task have been used in industries which are mainly focused on assessing the biomechanical risk factors that affect musculoskeletal disorders (MSDs) rather than the psychosocial and work environment risk factors. OBJECTIVE: To develop a tool for Repetitive Task Risk Assessment (RTRA) and Rapid Upper Limb Assessment (RULA) that can identify biomechanical, physical stress and psychosocial risk factors, prioritize risk reduction action and systematic record keeping. METHODS: The study consisted of 2 phases; tool development and evaluation of the contents of risk factors by 7 ergonomic experts and intra-rater and inter-rater reliability and validity tests of the tool by 1 researcher and 9 Thai practitioners to assess 30 repetitive tasks. RESULTS: RULA was modified by adding more biomechanical risk, combining psychosocial and work environment risk factors lead to MSD become the first prototype of RTRA. The Item-Objective Congruence Index (IOC) validated 20 items on usability of each step of the RTRA ranged between 0.64 and 0.93. The examination of the overall intra-rater reliability was 0.932 (95% CI: 0.862–0.967) and the overall inter-rater was 0.956 (95% CI: 0.909–0.978). CONCLUSION: The tool has high test-retest reliability. There is a suggestion for researchers to understand more on the identification of multiple risk factors in one assessment tool and consider a risk-level rating and scoring for prioritizing risk reduction. [ABSTRACT FROM AUTHOR]

BACKGROUND: In Japan, women's participation in the workforce has been increasing. However, there are few studies about gender differences in stress factors in the workplace. OBJECTIVES: We aimed to clarify gender differences in psychosocial factors in the workplace related to severe stress. METHODS: In total, 930 male and 339 female employees working in a construction company in Japan participated in this study. We used individual responses to the Brief Job Stress Questionnaire (BJSQ) conducted by their company for the most recent year between 2016 and 2019. Data were categorized by gender, and we extracted the factors contributing to severe stress using logistic regression. RESULTS: We identified 142 men and 32 women who had severe stress. Logistic regression analysis showed that six factors ("Qualitative job overload", "Job control", "Interpersonal conflict", "Poor physical environment", "Supervisor's support", and "Job satisfaction and life satisfaction") were significantly associated with the presence of severe stress in men. In women, five factors ("Qualitative job overload", "Job control", "Interpersonal conflict", "Suitable work", and "Job satisfaction and life satisfaction") showed a significant association with severe stress. CONCLUSION: Factors associated with severe stress were "Poor physical environment" and "Supervisor's support" in men, and "Suitable work" in women. [ABSTRACT FROM AUTHOR]

Aim: To examine the relationship between nursing work environment, nurses' perception of decent work, job satisfaction, and physical and mental health. Background: According to the psychology of working theory, work‐related and overall well‐being levels of employees with decent work increase as their basic needs are met. Methods: This study was conducted as a cross‐sectional, correlational study. The study sample consisted of 311 nurses working in two hospitals in a province of Turkey. The participants were selected using convenience sampling method. The model of the research was analyzed using structural equation modeling. This study was reported using the STROBE checklist for cross‐sectional studies. Results: The four dimensions of the nursing work environment were found to have a significant relationship with decent work. Decent work was found to have a direct relationship with physical and mental health. It had an indirect relationship between three subscales of work environment and physical and mental health, however, decent work had no significant relationship with job satisfaction. Conclusions: The findings of this study indicated the role of decent work environment and its relationship with nurses' physical and mental health. Implications for nursing and health policy: Nurse managers, policy makers, and decision‐makers at all levels should improve nursing work environment and working conditions. [ABSTRACT FROM AUTHOR]

Objectives To investigate the predictive validity of 32 measures of the Danish Psychosocial Work Environment Questionnaire (DPQ) against two criteria variables: onset of depressive disorders and long-term sickness absence (LTSA). Methods The DPQ was sent to 8958 employed individuals in 14 job groups of which 4340 responded (response rate: 48.4%). Depressive disorders were measured by self-report with a 6-month follow-up. LTSA was measured with a 1-year follow-up in a national register. We analyzed onset of depressive disorders at follow-up using logistic regression models, adjusted for age, sex, and job group, while excluding respondents with depressive disorders at baseline. We analyzed onset of LTSA with Cox regression models, adjusted for age, sex, and job group, while excluding respondents with previous LTSA. Results The general pattern of the results followed our hypotheses as high job demands, poorly organized working conditions, poor relations to colleagues and superiors, and negative reactions to the work situation predicted onset of depressive disorders at follow-up and onset of LTSA during follow-up. Analyzing onset of depressive disorders and onset of LTSA, we found risk estimates that deviated from unity in most of the investigated associations. Overall, we found higher risk estimates when analyzing onset of depressive disorders compared with onset of LTSA. Conclusions The analyses provide support for the predictive validity of most DPQ-measures. Results suggest that the DPQ constitutes a useful tool for identifying risk factors for depression and LTSA in the psychosocial work environment. [ABSTRACT FROM AUTHOR]

BACKGROUND: Rheumatoid arthritis (RA) causes disabilities that affect people in working age and can impair their working activity and quality of life (QoL). OBJECTIVES: To assess work activity limitation and QoL among RA patients and to explore the associated risk factors. METHODS: A cross-sectional study on 344 RA patients was conducted at the outpatient clinic using a number of standardized questionnaires including the Health Assessment Questionnaire Disability Index, Workplace Activity Limitation Scale, and RA QoL. Clinical examinations were also performed including the measurement of pain intensity, assessment of disease activity, and the Rheumatoid Arthritis Severity Scale. RESULTS: Most of the employed participants (87%) experienced high work activity limitations. Increasing work limitations were significantly associated with a decrease in QoL domains scores. The most significant risk factors affecting work limitation by logistic regression were high disease activity, the severity of the disease, married females, and a high health assessment disability index among RA patients. CONCLUSIONS: RA patients experience limitations that affect their productivity at work and their QoL. Paying more attention to early management to prevent the upcoming unfavorable health and economic consequences for RA patients is significantly important. [ABSTRACT FROM AUTHOR]

The unprecedented public health crisis of the Covid‐19 pandemic resulted in a significant challenge to the delivery of healthcare that has rarely been experienced before. The stress already faced by healthcare staff working in the National Health Service (NHS) has been further exacerbated during Covid‐19, putting them at risk of adverse mental health outcomes. Through the lens of clinical psychologists who had provided support to frontline healthcare staff during the Covid‐19 pandemic, this study aimed to better understand the stressors and uplifts healthcare staff experienced during Covid‐19, the impact of these on the wellbeing of staff and patient care, and to examine the support needed to deal with the impact of a crisis. A qualitative study design using a combination of diaries followed by semi‐structured interviews was utilised. Data was analysed using thematic analysis. The following five themes represented the stressors and uplifts experienced by NHS frontline healthcare staff during Covid‐19, the impact on staff wellbeing and patient care: facing change; risks of working in the NHS environment; transcending the negatives; challenging professional values and haunted by patient deaths. The findings also highlight the importance of providing psychological support and suggest the need to continue to provide this support service to help NHS staff manage through subsequent waves of the pandemic. These findings can contribute towards both the management of the current Covid‐19 pandemic and other similar crises in the future. [ABSTRACT FROM AUTHOR]

Telework is becoming increasingly prevalent. Since exposures in the psychosocial work environment is associated with higher risks for cardiovascular disease (66), all-cause coronary heart disease (67), burnout (68), depressive symptoms (69) and chronic low back pain (70), the results presented here helps clinical practicians to assess health risks among teleworkers. Objectives: The aim of the study are to determine to what extent pre–COVID-19 experience of telework was associated with perceived psychosocial working conditions (PWCs; job demands, social support, and influence at work) during the COVID-19 pandemic among white-collar workers in Sweden and to determine to what extent the association depends on demographic factors, organizational tenure, and amount of computer use. Methods: Cross-sectional questionnaire data from 603 white-collar workers were collected October to December 2020 in an industrial company. Results: In general, telework experience was not significantly associated with PWCs. Women who began teleworking because of COVID-19 reported more job demands than women not teleworking. For those who began teleworking because of COVID-19, managerial support increased with age. Conclusions: In general, telework experience was not associated with PWCs, but telework due to COVID-19 may have influenced PWCs differently depending on gender and age. [ABSTRACT FROM AUTHOR]

Background: Many workers shifted to working from home due to the COVID-19 pandemic. This review aims to investigate if this sudden change caused an increase in TElewoRk-RelAted stress (TERRA) which is defined as physical and mental stress caused by telework. Methods: A systematic review using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines was performed of three scientific databases (PubMed, ISI Web of Knowledge, and Scopus), which also included a quality assessment. Articles measuring stress, psychological or physical, in remote workers, published from December 2019 through August 2021 were included in the review. Results were extracted by reporting: authors, country, study design, type of workers, sample, questionnaires and measurements, and outcomes. Data were synthesized quantitatively for country, type of workers, and outcomes. Results: Out of the 518 articles found in the three databases, 19 articles were included in the systematic review (10,012 participants overall), and 78.9% of these highlighted an increase in TERRA levels in remote workers. Among 85.7% of the studies considering gender as a variable, TERRA levels were higher in female workers. Twelve (63.2%) of the studies investigated psychological well-being, two (10.5%) focused on the physical well-being of remote workers, three (15.8%) investigated both, and two studies had other outcomes (10.5%). Conclusions: Considering the redefinition of workplaces dictated by the COVID-19 pandemic, this review highlights the emerging issue of remote work and the use of technology in working from home, emphasizing a rapidly growing occupational health problem. Remote workers need to be provided with emotional and technical support to prevent TERRA in remote workers. [ABSTRACT FROM AUTHOR]

Our findings have implications for ensuring an equitable economy that aligns with the needs of those working within it (particularly those in ill-health or facing greater insecurity). Making flexible work more accessible to those that need it, and addressing training needs that have emerged during the pandemic is key. Objective: Disruption to working lives spurred by the COVID-19 pandemic may shape people's preferences for future employment. We aimed to identify the components of work prioritized by a UK sample and the employment changes they had considered since the start of the COVID-19 pandemic. Methods: A nationally representative longitudinal household survey was conducted in Wales at two time points between 2020 and 2021. Results: Those in poorer health prioritized flexibility and were more likely to consider retiring. Those with limiting preexisting conditions or low mental well-being were more likely to consider becoming self-employed. Those experiencing financial insecurity (including those with high wage precarity or those furloughed) were more likely to consider retraining, becoming self-employed, or securing permanent employment. Conclusions: Ensuring flexible, secure, and autonomous work is accessible for individuals facing greater employment-related insecurity may be key. [ABSTRACT FROM AUTHOR]

BACKGROUND: People with intellectual disability are likely to face long-standing employment barriers in finding and keeping jobs, for a variety of reasons. This study, therefore, investigated barriers to employment of people with intellectual disability. The participants in this study were made up of sixty-five stakeholders who were recruited from six different categories. OBJECTIVE: The objective of the study was to determine barriers to employment of people with intellectual disability. METHODS: A qualitative and quantitative research design was used in the study. The qualitative method was used to systematically identify barriers to employment for people with intellectual disability while the quantitative method was used to rank the barriers. RESULTS: Findings indicate that barriers to employment for people with developmental disabilities are discrimination, stigma, employers' attitude, and management style, feeling unappreciated, and working environment such as culture to accommodation, understanding and strengths. Moreover, results shows that discrimination was ranked the highest while feeling unappreciated was ranked the least of the barriers to employment of people with intellectual disability. CONCLUSION: The paper provides information about barriers to employment of people with intellectual disability in Nigeria that is required to initiate change in policy development. [ABSTRACT FROM AUTHOR]

Research on occupational segregation has found that gay men and lesbians concentrate in occupations with high task independence. This research proposed that gay men and lesbians self‐select into such occupations, as it may be easier to manage their sexual orientation if they do not interact closely with others. We provide a complementary explanation that the high concentration of gay men and lesbians in high‐task‐independent jobs may be due to bias during the selection stage. We conducted two studies to examine (a) whether discrimination at the point of hiring limits gay men and lesbians' access to high‐task‐interdependent occupations, and (b) whether gay men and lesbians in task‐interdependent jobs are less likely to be invited to socialize by coworkers. We found that gay men and lesbians are discriminated against for task‐interdependent occupations by hiring personnel, but notably are more likely to be invited to socialize outside of work by coworkers if they are in task‐interdependent jobs. We discuss the implications of these findings for research and practice of occupational segregation of gay men and lesbians specifically and for other minority or stigmatized groups in general. [ABSTRACT FROM AUTHOR]

This study explored racial and ethnic differences in perception of work environment, safe work practices, general health status, experience of work-related injury or illness and subsequent symptom reporting and health care seeking behaviors among cleaning workers. This study analyzed cross-sectional data obtained from 183 cleaning workers employed in a university hospital or a health sciences campus in Northern California. The sample included 120 Asians (65.6%), 37 Hispanics (20.2%), and 27 other ethnicities (14.2%); 85.7% were foreign-born. Asian workers perceived lower job control and supervisor support and higher job strain than other workers. The odds of perceiving general health as excellent or very good were lower among Asians compared to Hispanics and Others. Asians who experienced chemical-related symptoms were less likely than Hispanics and others to report the symptoms to their supervisor or seek healthcare. Our study findings indicated racial/ethnic differences in perceptions of work and general health, seeking healthcare, and reporting behaviors among cleaning workers. Asian workers, specifically, may need special attention to improve their experiences of work environments and health in the workplace. [ABSTRACT FROM AUTHOR]

The effects of psychological contract violation are the subject of considerable research. Yet, their effects in work arrangements with more than two parties are largely unknown. Multi‐party work arrangements differ from traditional ones because individuals may be vulnerable to psychological contract breach and violation by more than one party, potentially directing negative emotional responses not only towards the responsible party but also displacing it to the other (innocent) party. Primary data from a two‐wave survey of 221 current expatriates is used to test the effects of displaced aggression and emotion regulation in multi‐party psychological contracts. We find that the negative emotions (violation experiences) associated with breach predict reduced commitment both to the perpetrating organization and the innocent party. However, this spillover effect is asymmetric and follows displaced aggregation theory: Expatriates displace their aggressive behaviour on to the host when the home organization violated the psychological contract, not the reverse. [ABSTRACT FROM AUTHOR]

Background and Objectives Employment and work transitions (e.g. retirement) influence mental health. However, how psychosocial contexts such as anticipation and uncertainty about work transitions, irrespective of the transitions themselves, relate to mental health is unclear. This study examined the relationships of work expectations with depressive symptoms, major depression episodes (MDE), and passive suicidal ideation over a 10-year period among the "Baby Boom" cohort of the Health and Retirement Study. Research Design and Methods Analysis was limited to 13,247 respondents aged 53–70 observed from 2008 to 2018. Past-year depressive symptoms, MDE, and passive suicidal ideation were indexed using the Composite International Diagnostic Interview—Short Form. Expectations regarding working full-time after age 62 were assessed using a probability scale (0%–100%). Mixed-effect logistic regressions with time-varying covariates were used to assess the relationship of work expectations with mental health, accounting for demographics, health status, and functioning, and stratified by baseline employment status. Results At baseline, higher work expectations were inversely associated with depressive symptoms. Longitudinally, higher expectations were associated with lower odds of depressive symptoms (odds ratio [OR] = 0.93, 95% CI: 0.91, 0.94). This association was more pronounced among respondents not working at baseline (ORNot working = 0.93 vs ORWorking = 0.96). Greater uncertainty (i.e. expectations near 50%) was also inversely associated with depressive symptoms. Results were similar for past-year MDE and passive suicidal ideation. Discussion and Implications Expectations (overall likelihood and uncertainty), as indicators of psychosocial context, provide insight into the processes that link work transitions with depression risk. [ABSTRACT FROM AUTHOR]

Purpose. This study aims to paint a picture of the factors that influence the process of rehabilitation, return, and stay at work, for aging workers who have suffered an occupational injury. Methods. Based on a descriptive interpretative research design, the authors conducted interviews with 23 participants (i.e., aging workers, workers' representatives, employers, insurers, and rehabilitation professionals) to gather their perspectives. Qualitative data was analyzed through thematic analysis. Results. Fifteen factors related to the worker, health system, workplace, or compensation system were identified. These factors prevail during rehabilitation, return to work, stay at work, or the entire process. Conclusions. This study contributes to the advancement of knowledge regarding three main ideas: (1) the importance of not placing the responsibility on the worker in this complex process, (2) the key role of the compensation system, and (3) the necessity of transforming work to reduce ageism. [ABSTRACT FROM AUTHOR]

Background: Existing research supports the effectiveness of person-centred practices in working with persons with physical, intellectual and developmental disabilities, but less clear is the influence of workplace factors on the implementation and quality of person-centred practices. Aims: This article explores the influence of workplace factors on job satisfaction and on the implementation and quality of person-centred practices in healthcare agencies that provide homeand community-based services through a Medicaid waiver in Mississippi, a state in the southeastern United States. Methods: Purposive sampling was used to collect data via online surveys to explore the interrelationships among person-centred workplaces, job satisfaction and person-centred practices. Results: Path analysis reveals that a person-centred workplace influences both skill implementation and person-centred processes. Job satisfaction was significantly correlated to skill implementation and person-centred processes in bivariate analysis but was not detected in the path model. Conclusion: This study suggests that organisations may improve the provision of person-centred practices by investing in policies that create a person-centred workplace. Implications for practice: • A person-centred workplace environment is a critical factor that influences person-centred practices and job satisfaction among employees • Adapting practices to be person-centred should occur at every level of an organisation • Social care organisations should maintain continuous assessments of person-centredness to ensure a person-centred workplace where employees consistently use person-centred skills and processes with the people whom they support [ABSTRACT FROM AUTHOR]

PURPOSE: To explore the experience of oncology nurses during the first year of the COVID-19 pandemic. PARTICIPANTS & SETTING: 21 RNs, advanced practice RNs, and physician associates from inpatient and ambulatory care settings at a comprehensive cancer center in the northeastern United States. METHODOLOGIC APPROACH: A qualitative study using interpretive description was conducted through semistructured interviews. Data were recorded and transcribed verbatim, reviewed for accuracy, and coded into themes following an iterative process of analysis. FINDINGS: The theme of "Doing It Together: Struggling, Adapting, and Holding Each Other Up" describes the experience of oncology nurses during the first year of the COVID-19 pandemic. The following three themes provide further insight: "Struggling With Constant Change and Uncertainty," "Managing Workload Intensity," and "Experiencing Emotional Distress." As the year progressed, "Identifying Benefits and Finding Hope" began to emerge. IMPLICATIONS FOR NURSING: The findings suggest a need for programs to help nurses cope with the continuing effects of the COVID-19 pandemic, mental health and well-being resources, and nursing guidelines for telehealth and relocation to other units. [ABSTRACT FROM AUTHOR]

Social workers are at risk of experiencing burnout, which is associated with numerous negative outcomes for professionals, agencies, and their clients. The purpose of this study is to examine the relationship between professional burnout and workplace conditions, with a particular focus on incidents of client violence. Data were from the 2015–2016 Social Work Safety Survey (SWSS) (N = 141). A multiple linear regression model was created to examine the effect of various workplace conditions on feelings of burnout, including experiencing incidents of client violence, workplace setting, average hours worked, length of time at current job, working primarily with clients who had experienced trauma, satisfaction with supervision, and having participated in a safety training. Feelings of burnout significantly increased as number of incidents of client violence and/or threats of client violence increased (B = 0.14). Additionally, the greater the average hours worked per week (B =.02) and working in private clinical practice (B = 0.63) significantly increased burnout scores. Length of time at current job was inversely predictive of feelings of burnout (B = −0.03). The findings from this study have significant implications for social work education and practice which may omit or overlook the effects of client violence and threats of violence in burnout prevention. [ABSTRACT FROM AUTHOR]

Background: High job demands, low job control, and their combination (job strain) may increase workers' risk of depression. Previous research is limited by small populations, not controlling for previous depression, and relying on the same informant for reporting exposure and outcome. This study aims to examine the relationship between objectively measured workplace factors and the risk of developing clinical depression among the Swedish working population while controlling for previous psychiatric diagnoses and sociodemographic factors. Methods: Control, demands, and job strain were measured using the Swedish Job Exposure Matrix (JEM) measuring psychosocial workload linked to around 3 million individuals based on their occupational titles in 2005. Cox regression models were built to estimate associations between these factors and diagnoses of depression recorded in patient registers. Results: Lower job control was associated with an increased risk of developing depression (HR 1.43, 95% CI 1.39–1.48 and HR 1.27, 95% CI 1.24–1.30 for men and women with the lowest control, respectively), and this showed a dose–response relationship among men. Having high job demands was associated with a slight decrease in depression risk for men and women. High strain and passive jobs (both low control jobs) were associated with an increased risk of depression among men, and passive jobs were associated with an increased risk among women. Conclusion: High job control appears important for reducing the risk of developing depression even when accounting for previous psychiatric diagnoses and sociodemographic factors. This is an important finding concerning strategies to improve occupational and in turn mental health. [ABSTRACT FROM AUTHOR]

Immigrant women face a double vulnerability, being a woman and an immigrant, a situation that hinders their entry into the labor market and worsens their working conditions and occupational health with respect to the native population. The objective of these women is to seek employment or educational opportunities and improving their own lives and those of their families. All this is affected by the axes of gender, ethnicity, migration and socioeconomic level, as well as being confronted with the patriarchal structure of exercise of power and domination. These situations of inequality have aggravated due to the COVID-19 pandemic, worsening working conditions and their occupational health. This study aims to explore the working conditions of the female Brazilian immigrant population living in Porto (Portugal) and how these conditions may affect their health. Qualitative research through semi-structured interviews conducted during the second wave of the COVID-19 pandemic was used. The results show of them had work overload, manifesting anxiety and stress. Physical affectations related to poor work ergonomics and the lack of occupational health examinations in working immigrant women is highlighted. The importance of strengthening migration policies related to occupational health is highlighted. In pandemic situations, the vulnerability of these women increases, worsening their overall health. [ABSTRACT FROM AUTHOR]

Aims: We aim to evaluate the frequency and outcomes of workplace incivility in healthcare for nursing management. Background: Incivility in the workplace is a significant problem that is important to nurse managers, as it goes directly against the fundamental values and ethics of providing high‐quality care to patients. The Joint Commission (2021) and the American Nurses Credentialing Center have called on healthcare organizations to identify and intervene in the problem of workplace incivility. Evaluation: Studies included in this scoping review were those that measured and analysed the frequency and outcomes of workplace incivility in healthcare. Four databases were searched, and 28 articles were reviewed. Evaluation was based on general quality, including study characteristics, instruments, and statistical analyses. Key issues: Studies used a quasi‐experimental design, and most focused on the Registered Nurse population. The Workplace Incivility Scale was the most commonly used instrument to measure workplace incivility frequency. The most frequently studied work‐related outcomes were burnout, satisfaction, and turnover. Conclusions: Although the frequency of workplace incivility in healthcare is not clear, its consequences are substantial. Multiple studies have revealed significant relationships between workplace incivility and work‐related outcomes that are important to nurse managers. Research is needed on non‐nursing healthcare professionals, and validation studies are needed on instruments used to measure workplace incivility frequency. Implications for Nursing Management: The findings of this review can help nurse managers better understand the phenomenon, frequency, and impact of workplace incivility in the healthcare setting and move toward addressing the problem of workplace incivility among nurses and other healthcare professionals. [ABSTRACT FROM AUTHOR]

Aim: To explore newly graduated registered nurses' perceptions of their work situation and management of nursing care in complex patient situations after 18 months of work experience. Background: Newly graduated registered nurses working in acute care hospital settings play a critical role in providing safe nursing care. Methods: An explorative qualitative design, with four focus group interviews with 14 newly graduated registered nurses working in acute care hospital settings. Results: One theme emerged: 'Clarity and security in one's own nursing role despite facing challenges that hinder professional development' and three categories: 'Independency due to one's own efforts and experience', 'Well‐functioning teamwork' and 'Challenges in the work situation'. Conclusion: After 18 months in the profession, the nurses were considered to be advanced beginners; at the same time, the most experienced nurses on their respective wards. They found it challenging and need to further develop competences concerning managing and organizing the nursing care of several complex patient situations or new patient groups, as well as supervising novice registered nurses and nursing students. Implication for Nursing Management: Powerful and urgent action is needed to be taken by national healthcare policymakers as well a hospital and nurse managers to develop long‐term strategies to improve working conditions for newly registered graduated nurses. [ABSTRACT FROM AUTHOR]

Aim: This study was designed to determine the effect of humble leadership on nurses' proactive behaviours at work through psychological empowerment. Background: Nurse leaders' humility has a profound effect on enhancing nurses' proactive work behaviour; yet, the mechanism underlying this pattern of effect remains unknown. Methods: A descriptive cross‐sectional study was conducted in all nine Universal Health Insurance hospitals in Port Said, Egypt. Using scales for assessing leader humility, psychological empowerment and proactive behaviour at work, 316 nurses were surveyed. Regression analyses and structural equation models were used to examine the study hypothetical model. Results: The results revealed that humble leadership, psychological empowerment and proactive work behaviour were significantly positively correlated. Psychological empowerment fully mediated the relationship between humble leadership and proactive work behaviour. Conclusion: This study emphasized the value of humble leadership in psychologically empowering nurses, which results in greater proactive work behaviour. Implication for Nursing Management: Nurse managers should lead their nursing staff with humility, which could increase the level of nurses' psychological empowerment and proactive behaviours at work, which will be reflected positively on the staffs and the organization. [ABSTRACT FROM AUTHOR]

Aim: To assess the prevalence of minor and serious cyberloafing behaviours among nurses and examine the impact of the nursing stressors on nurses' cyberloafing behaviours. Background: Cyberloafing could have a negative influence on employees' job performance, but it also has been argued that it could serve as a coping mechanism to deal with stressful work environments. Design: A cross‐sectional descriptive, correlational design. Methods: Data were collected between September and December 2020 from a convenience sample of staff nurses (N = 291) providing care at a tertiary hospital in Saudi Arabia. Sample characteristics, nursing stressors and cyberloafing behaviours information were collected using self‐reported questionnaires. Descriptive, bivariate and multivariate analyses were performed. Findings Nurses in Saudi Arabia exhibited low levels of minor and serious cyberloafing behaviours. However, they engaged more frequently in minor cyberloafing behaviours more than serious cyberloafing behaviours. Stressors and Internet usage frequency influenced the frequency of minor and serious cyberloafing behaviours. Level of education and nationality impacted serious cyberloafing behaviours only. Conclusion: Nursing stressors were associated with cyberloafing behaviours. Other studies on cyberloafing and job stress yielded inconsistent results. Efforts should be taken to avoid the adverse effects of cyberloafing by establishing a clear policy on using the advanced technology for non‐work purposes. Summary statement: What is already known about this topic? Job characteristics and stress have been linked to increased cyberloafing behaviours among employees.Cyberloafing can serve as a coping mechanism to deal with stressful work environment.No studies have been conducted to describe the association between nursing stressors and cyberloafing behaviours. What this paper adds? Nurses in Saudi Arabia exhibited low levels of cyberloafing behaviours.The frequency of minor and serious cyberloafing behaviours among nurses is influenced by their stress and Internet usage frequency.Nurses' level of education and nationality impacted serious cyberloafing behaviours only. The implications of this paper Efforts should be taken to minimize the impact of nursing stressors by creating a healthy work environment and promoting nursing practice.Establishing a clear policy regarding using the Internet and advanced technology for non‐work purposes is essential to avoid the adverse effects of cyberloafing.Providing education for nurses on cyberloafing associated risks might reduce the amount of cyberloafing during working hours. [ABSTRACT FROM AUTHOR]

Background The association between psychosocial working environments and sickness absence is well-known. However, the potential for reducing sickness absences of different lengths through improvements in psychosocial work factors is not fully understood. We aim to quantify the potential for reducing short-, intermediate- and long-term sickness absence rates, respectively, through hypothetical improvements in several psychosocial work factors. Methods This longitudinal study includes 24 990 public hospital employees from the 2014 wave of the Well-being in Hospital Employees study. The 1-year sickness absence rate was divided into short- (1–3 days), intermediate- (4–28 days) and long-term (29 days or more) periods. We simulated hypothetical scenarios with improvements in 17 psychosocial work factors using the parametric g-formula and estimated resulting changes in sickness absence rate ratios (RRs) with 95% confidence intervals (95% CIs). Results Setting all 17 psychosocial work factors to their most desirable levels (vs. least desirable levels) was associated with an overall 54% lower rate of sickness absence (95% CI: 48–60%). Reducing bullying (no vs. yes RR: 0.86, 95% CI: 0.83–0.90) and perceived stress (low vs. high RR: 0.90, 95% CI: 0.87–0.92), and increasing skill discretion (high vs. low RR: 0.91, 95% CI: 0.89–0.94) held the largest potential for reducing the total sickness absence rate. Overall, associations were similar for short-, intermediate- and long-term sickness absence. Conclusions The psychosocial working environment was strongly associated with sickness absence. Improving the working environment may have a great impact on short-, intermediate- and long-term sickness absence rates. [ABSTRACT FROM AUTHOR]

The article considers the health and psychosocial impacts of home-based work (HBW) during the COVID-19 pandemic. It suggests ways and means by which workers can support themselves and others, physically and psychosocially, while working from home. Topics covered include the issues with home-based offices, the issues with exercise and nutrition and the importance of social connectedness.

Recognizing that powerholders operate in dynamic relational and interdependent work contexts, we posit that the effects of psychological power on powerholders are more complex than currently depicted in the literature. Although psychological power prompts behaviors and perceptions that harm the powerless, these reactions are not without consequence for the actor. We integrate the social distance theory of power with consent-based theories of power to posit that, although psychological power elicits negative behaviors and perceptions, these same reactions hurt leaders’ subsequent well-being. To explore this possibility, we conducted an experimental experience sampling study with a sample of managerial employees whom we surveyed for 10 consecutive workdays. We find that leaders enact more abusive behavior and perceive more incivility from others on days when they are exposed to psychological power compared to days when they are not. Leaders higher in agreeableness are less affected by psychological power. In turn, abusive behavior and perceived incivility harm leaders’ subsequent well-being as indicated by their reduced need fulfillment and ability to relax at home. We discuss theoretical implications for research on psychological power, abusive leadership, perceived incivility, and leader well-being, as well as practical implications for employees and their organizations. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to examine the degree and severity of workplace bullying in nurses and to assess the relationship between bullying and work environment factors. Background: Workplace bullying occurs in nursing at an alarming rate and may escalate with more adverse working conditions. Methods: Online survey data from a nationally representative sample of 1,170 U.S. registered nurses, collected between 2020 and 2021, were analysed. Five items measuring workplace bullying were used to identify bullying subgroups (unbullied, bullied but unrecognized, moderate bullying and severe bullying) using latent profile analysis. Ordinal logistic regression examined relationships between workplace factors and bullying. Results: Over 40% of nurses reported being bullied in the past year. Four bullying subgroups were distinguished. Inadequate staffing, lack of time to get the job done and lack of breaks away from the work area were all significantly associated with severe bullying. Conclusion: Ensuring adequate staffing based on patient needs and nurse competency can mitigate workplace bullying in nurses. Further studies are needed to examine the effectiveness of stress reduction programmes on bullying using longitudinal designs. Implications for Nursing Management: This result indicates a critical need to improve nursing work environments, which could provide many benefits for nursing workforces, including potential to lessen bullying severity that adversely affects nurse well‐being. [ABSTRACT FROM AUTHOR]

Psychosocial stressors at work have been identified as significant risk factors for several mental and physical health problems. These stressors must be compensated by psychosocial resources to prevent or reduce adverse effects on health. Questionnaires measuring these stressors and resources already exist, but none integrate digital stress, ethical culture, and psychosocial safety climate; factors that are increasingly linked to workers' health. This study aims to develop and establish the psychometric properties of one of the most comprehensive instruments measuring the psychosocial work environment to date: the Occupational Health and Well-being Questionnaire (OHWQ). A cross-sectional validation study is proposed to develop the OHWQ and document its psychometric properties. The OHWQ was developed from validated instruments to which new items were added. The questionnaire includes psychosocial dimensions, along with indicators of psychological distress, musculoskeletal disorders, and well-being. It was administered to a sample of 2770 participants from a population working in the academic field. Exploratory and confirmatory factor analyses and the calculation of Cronbach's α coefficient were used to identify the variables, items, and, dimensions of the OHWQ and to document its main psychometric properties. The acceptability of the measurement model was evaluated by the reliability of the items, internal consistency between the items, and the convergent and discriminant validity. Construct validity was assessed using exploratory and confirmatory factor analyses. Using factor analyses and cut-off rules, the new instrument has 124 items grouped into 22 dimensions. The OHWQ demonstrated satisfactory reliability and validity, as well as reasonable fit indices. The internal consistency of the scales was also good (Cronbach's α = 0.68–0.96, median = 0.85). The OHWQ demonstrated good psychometric properties. It could be useful for both research purposes and for workplaces interested in developing concrete action plans aimed at improving the balance between psychosocial work stressors and resources. [ABSTRACT FROM AUTHOR]

Due to an ageing population, governments in European countries are striving to keep older workers longer in the workforce. Remarkably few studies have paid attention to the influence of psychosocial working conditions on timing of retirement for older workers in and beyond normative retirement age. The aim of the present study was to examine whether good psychosocial working conditions contribute to prolonged working lives among older workers (59 years and above). A particular question was whether such conditions increase in importance with age. Seven waves (2006–2018) of the Swedish Longitudinal Occupational Survey of Health (SLOSH) were used (N = 6000, observations = 10,632). Discrete-time event history analyses showed that higher levels of job resources (decision authority [OR 1.13, 95% CI 1.06–1.22], skill use [OR 1.17, 95% CI 1.07–1.29], learning opportunities [OR 1.22, 95% CI 1.13–1.31], social support [OR 1.29 (95% CI 1.16–1.42], work-time control [OR 1.07, 95% CI 1.01–1.13], and reward [OR 1.40, 95% CI 1.24–1.57])—but not lower levels of job demands (quantitative and emotional demands or effort)—were associated with working longer (continued work two years later). Also, low effort-reward imbalance (OR 0.84 [95% CI 0.73–0.96]) was associated with working longer. In addition, skill use, work-time control, reward, and low effort-reward imbalance increased in importance with age for continued work. These results suggest that providing older workers with control over their work tasks, giving opportunities for learning and using their skills, as well as rewarding and acknowledging their achievements, may keep them in the workforce longer. Especially, job resources may grow in importance with age. [ABSTRACT FROM AUTHOR]

Clinical teachers perform overlapping tasks in education and patient care. They are therefore expected to juggle many professional identities such as educator and clinician. Yet little is known about how clinical teachers negotiate their professional identities. The present research examined the lived experiences of clinical teachers as they manage and make sense of their professional identities in the context of a faculty development program. This study adopted interpretative phenomenological analysis, which is an idiographic and inductive methodological approach that enables an in-depth examination of how people conceptualize their personal and social worlds. In-depth semi-structured individual interviews were conducted with six purposively sampled Brazilian clinical teachers who were attending a faculty development program. Each participant's lived experience was analyzed independently. Then, these individual analyses were compared against each other to identify convergence and divergence. Participants recognized one identity, which was labeled as embedding identity, containing other identities and roles. Participants integrated their professional identities in agreement with their personal identities, values, and beliefs, striving thus for identity consonance. Participants understood their craft as a relational process by which they wove themselves into their context and entangled their experience with that of others. They, however, diverged when recognizing who their peers were; whereas some named a single professional group (i.e., family physicians), others had a more comprehensive view and considered as peers healthcare professionals, students, and even patients. Finally, participants identified time constraints and lower prestige of family medicine as a medical discipline vis-à-vis other specialties as challenges posed by their contexts. Clinical teachers have multifaceted identities, to which they give a sense, manage, and integrate into their daily practice. Participants recognized an embedding identity and looked for common points between the identities it contained, which allowed them to meaningfully reconcile the different demands from their overlapping professional identities. Thus, this research introduces the notion of embedding identity as a strategy to make sense of many professional identities. Variability in the embedding identities depicted in this investigation suggests the fluid and contextualized character of professional identity development. How participants saw themselves also influenced how they behaved and interacted with others accordingly. Understanding clinical teacher identity development enriches current perspectives of what it is like to be one of these medical professionals. Faculty development programs ought to consider these perspectives to better support clinical teachers in meeting the overlapping demands in education and patient care. [ABSTRACT FROM AUTHOR]

BACKGROUND: Recruiting and retaining managers has become increasingly difficult in recent years, primarily because of a pressured work situation. A better understanding of managers' work situation is required, and of the support they need. OBJECTIVE: The purpose of the study is to increase the understanding of managers' psychosocial work environment and health by investigating individuals as they enter or leave a managerial position. METHODS: Longitudinal questionnaire data from 1971 individuals distributed across four groups were used: individuals who 1) entered or 2) left a managerial position between measuring points, and those who remained employed as 3) managers or 4) non-managers at both measuring points. RESULTS: Demands increased between the measuring points for those who entered a managerial position. Their resources and health were, however, rated higher than non-managers already before the transition. Demands decreased for those who left a managerial position, while their resources remained higher than non-managers. Health did not change by changing position. CONCLUSION: This study contributes to knowledge of what happens when someone enters or leaves a managerial position and increases the understanding of differences between managers and non-managers. Organizations should develop supportive strategies through talent management programs to help build resources in employees and future managers. Support should also aim to reduce the increased level of demands in newly hired managers. [ABSTRACT FROM AUTHOR]

Burnout syndrome is a condition marked by emotional exhaustion, deterioration in motivation and lack of commitment, resulting from long-lasting workplace stress, characterized by exhaustion, negative feelings towards one's work and reduced professional efficacy. Healthcare workers are at particularly high risk for burnout due to high levels of stress. Our objectives were to determine the prevalence of burnout syndrome among doctors in Sabah and factors associated with it. This multi-centre cross-sectional study was carried out among doctors working in five Sabah main hospitals. Data were collected by using self-administered questionnaires consisting of basic socio-demographic information and Copenhagen Burnout Inventory (CBI). Overall, a total of 523 doctors consented to participate in this study. The prevalence of personal burnout, work-related burnout, and patient-related burnout among doctors were 57.1%, 48.8%, and 30.4% respectively. Chi-square analysis showed factors that were associated to personal burnout and work-related burnout, were marital status, duration of service and position in the service. Duration of service was the only factor associated with patient-related burnout. The prevalence of burnout syndrome in Sabah should not to be overlooked and more researches are indicated to look into prevention of burnout syndrome in Malaysian setting. [ABSTRACT FROM AUTHOR]

A descriptive, cross-sectional study design was used to explore the relationships between the hospital work environment and implementation of the Baby-Friendly USA Ten Steps Policy in an urban hospital. Nurses reported the degree to which the Ten Steps policy was implemented, perceptions of the unit work environment using the Practice Environment Scale of the Nursing Work Index (PES-NWI), and self-efficacy related to the implementation of the policy. Results suggest that the work environment and the implementation of breastfeeding policy have separate and independent effects on nurse self-efficacy. Robust nursing leadership focused on education and skill development for clinicians, and focused on post-hospital care for patients and families are important contributory factors to successful breastfeeding policy implementation. [ABSTRACT FROM AUTHOR]

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Background: Healthy working environment for nurses is a foundation for promoting patients' and nurses' safety in hospitals. However, in Ethiopia, there is scarcity of data on this issue. Therefore, the objective of this study was to assess the working environment of nurses in Public Referral Hospitals in Public Referral Hospitals of West Amhara Regional State, Ethiopia, 2021. Methods: An institution based cross-sectional study was conducted among 423 nurses from January to February 2021. Systematic random sampling was used to select nurses from each hospital. Structured, self-administered questionnaires were used to collect the data. EPI- DATA and SPSS were used for data entry and analysis respectively. Frequency, percentages, and means were calculated. Practice Environment Scale of the Nursing Work Index tool was used to measure the outcome variable. Binary and multivariable logistic regression analyses were computed to identify associated factors. Finally, texts, tables and graphs were used to report findings. Results: The response rate for the study was 96.2%. Around 210 (51.6%) of the study participants were male. One hundred eighty eight (46.2%) nurses reported that their working environment was healthy, while 219 (53.8%,) reported it as not healthy. Nurses who were working in pediatrics wards (AOR = 0.13, 0.02, 0.1) and nurses who gave care for 7–12 patients per day (AOR = 0.21, 0.05, 0.98) were less likely to have a healthy working environment, respectively. Nurses who reported the Ministry of Health to give focus to the nursing profession were 73% more likely to have a healthy work environment (AOR = 0.27; 0.09,.82). Conclusion: and recommendations. More than half of nurses reported that their working environment was not healthy to appropriate practice. Hence, introducing systems to improve participation of nurses in hospital affairs and patient care is essential. It is also important to give attention to nurses who are working at pediatrics wards, and for nurses who give care more than the standards. [ABSTRACT FROM AUTHOR]

Objective. Improper management of employees' emotions has a great impact on work status and work efficiency, and emotional management has increasingly become a very important part of corporate human resource management. How to adjust the various emotions of employees, so that employees can work in a fuller and more passionate attitude, is a problem that enterprise managers need to consider. From the perspective of employees themselves, a good mood will also bring happiness and satisfaction to life and work. Only in this way can the company and the employees be satisfied with each other and continue to maintain the good development momentum of the company. Method. This paper proposes a new method of using virtual reality scenes to induce human emotions. Based on computer science and psychological cognitive science, a scene library of "virtual reality emotion induction system" is constructed. Emotion induction based on virtual reality scenes has better interactivity and generalization, as well as stronger immersion and user operability. Its emotional arousal is high, the data is reliable, and the interference of environmental factors in the induction process is weakened, and relatively objective emotional data can be obtained. The factors affecting the emotional management of the enterprise are investigated by means of a questionnaire survey, statistics and problems are found, and the objective problems existing in the emotional management work of the company are determined. According to the analysis, the problems are summarized, and it is believed that the company still has certain room for improvement and improvement potential in terms of corporate culture construction, emotional counseling system construction, and human resource career planning. In the research of this paper, through the combination of theory and practice, the enterprise's emotional management work has been comprehensively analyzed, and the practical problems existing in its emotional management work have been found through questionnaires. Results/Discussion. In the field of enterprise human resource management, emotion management is always an eternal topic worthy of our attention. But unfortunately, emotional management has not been given enough attention by managers. Most companies often think that emotions are their own business. Employees should self-regulate, control, and tolerate themselves. They should not bring personal emotions to work and even think that emotional work is unprofessional. This kind of misunderstanding has led to the fact that emotional management has not received due attention and affirmation in many enterprises. [ABSTRACT FROM AUTHOR]

Objective: In residency education, the educational environment interacts with each component of the training. This study is intended to assess the perceptions of family medicine residents about the educational and working environments from their point of view and to reveal their problems and expectations. Methods: In this descriptive and cross-sectional study, nationwide 434 family medicine residents' opinions about their educational environment were collected using a survey prepared by the researchers. Results: The mean age of the residents was 29.26±4.31 years. Women constituted 70.5% (n=306) of participants and 53.7% (n=233) chose family medicine career due to its working conditions. The rate of those who stated that there were no educational family health centers was 57.1% (n=248). More than half (67.5%; n=293) were satisfied with the department that they are getting education. Institutional assessment score (IAS) of those who chose family medicine for working conditions and obligations was lower than the participants who chose it because of their love and interest (p<0.001). The satisfaction score for the residency education (SSRE) was higher for those aged 36 and over than the age group 24-29 (p=0.008) and the age group 30-35 (p=0.005). Conclusions: Although more than three quarters of the participants stated that activities related to training such as articles and seminar hours were sufficient, approximately one third stated that theoretical and practical education was not sufficient. Another important result was that less than half of the residents believed that when they completed their education, they would be competent to work in all conditions. [ABSTRACT FROM AUTHOR]

Using a sample of questionnaires completed by social workers (n = 276) working in 104 non-governmental organizations in Macao and the Social Welfare Bureau of the Macao Special Administrative Region Government, this study examined the role of collective psychological ownership (CPO) in the job demands-resources (JD-R) model in explaining social workers' work engagement. The results of a bootstrap test showed that CPO partially mediated the influence of job resources and job demands on work engagement when controlling for sociodemographic factors (i.e., gender, age, and educational attainment) and monthly income. The results of structural equation modeling suggested that CPO did not play a mediating role in the relationship between job demands and work engagement; the effect of job demands on work engagement was instead inhibited when controlling for job resources and CPO. The study sheds new light on the development of the JD-R model and on initiatives to enhance work engagement. [ABSTRACT FROM AUTHOR]

Psychosocial working conditions and sickness absence (SA) lacked consistent associations. However, pain seemed to play a role, either due to the underlying condition, or the psychosocial working conditions. For workplaces and occupational health care this might indicate need to detect pain and psychosocial stressors at work for prevention of SA. Objective: To investigate pain and/or common mental disorders (CMDs) in the associations between psychosocial working conditions and sickness absence (SA) while controlling familial confounding. Methods: Prospective Prospective twin cohort study included survey data for pain and CMD, register data for SA and psychosocial working conditions. The follow-up from 2005 to 2016 of 28,916 twin individuals for first incident SA spell measured as the main International Classification of Diseases version 10 (ICD-10) diagnosis groups (F00-F99, I00-I99, and M00-M99), or the duration. We used regression models to obtain odds ratio (OR), incidence rate ratio (IRR), or relative risk ratio (RRR) with 95% confidence intervals (CI). Results: The covariate adjusted models of 9156 SA spells indicated almost no statistically significant associations between psychosocial working conditions and SA. Conclusions: Psychosocial working conditions were not associated with SA while familial confounding could not be ruled out. [ABSTRACT FROM AUTHOR]

Background Employees have witnessed rising trend in work stress over the last few decades. However, we know a little about country differences in those trends. Our article fills this gap in the literature by examining heterogeneities in trends in working conditions by country groups defined by their amount of investment into labor market policy (LMP) programs. Additionally, we provide findings on differences in occupational inequalities between country groups. Methods We use comparative longitudinal data of the European Working Conditions Surveys including cross-sectional information on employees from 15 countries surveyed in Waves 1995, 2000, 2005, 2010 and 2015. Estimation results are provided by three-way multilevel models with employees nested within country-years nested within countries. Our work stress measure is the proxy version of job strain based on the demand-control model. Results Our regression results indicate that for employees in countries with the least LMP spending job strain increased by 10% from 1995 to 2015 compared to a smaller and insignificant change in middle- and high-LMP countries. In low-LMP countries, inequalities in job strain also widened during the studied period: the gap in job strain between the highest- and lowest-skilled increased by 60% from 1995 to 2015. This contrasts a stable gap in middle- and high-LMP countries. Conclusions Our results direct the attention to the vulnerable position of the least skilled and highlight that LMP investments may buffer some of the adverse impacts of globalization and technological changes and effectively improve the labor market situation of the least skilled. [ABSTRACT FROM AUTHOR]

Background Psychosocial workplace factors may be associated with alcohol-related morbidity, but previous studies have had limited opportunities to take non-occupational explanatory factors into account. The aim of this study is to investigate associations between job control, job demands and their combination (job strain) and diagnosed alcohol-related morbidity while accounting for several potentially confounding factors measured across the life-course, including education. Methods Job control, job demands and job strain were measured using the Swedish job exposure matrix measuring psychosocial workload on the occupational level linked to over 3 million individuals based on their occupational titles in 2005 and followed up until 2016. Cox regression models were built to estimate associations with alcohol-related diagnoses recorded in patient registers. Results Low job control was associated with an increased risk of alcohol-related morbidity, while high job demands tended to be associated with a decreased risk. Passive and high-strain jobs among men and passive jobs among women were also associated with an increased risk of alcohol diagnoses. However, all associations were found to be weakened in models adjusted for other factors measured prospectively over the life-course, especially in models that included level of education. Conclusion The associations between low job control and high job demands, and the risk of alcohol-related morbidity reflect underlying socioeconomic differences to some extent. Lower job control, however, remained associated with a higher risk of alcohol-related morbidity. [ABSTRACT FROM AUTHOR]

Purpose Both personal and work-related factors affect return to work (RTW) after total knee arthroplasty (TKA) and total hip arthroplasty (THA). Little is known about work-related factors associated with the recovery process. This study aimed to determine which work-related factors are associated with time to RTW for both TKA and THA patients. Methods A prospective multicenter survey study was conducted that included patients aged 18–63, had a paid job and were scheduled to undergo primary TKA/THA. Surveys were completed preoperatively, 6 weeks, and 3, 6, and 12 months postoperatively, and included four domains of work-related factors: work characteristics, physical working conditions, psychosocial working conditions and work adjustments. Control variables included age, sex, education, and comorbidity. Time to RTW was defined as days from surgery until RTW. Multivariate linear regression analyses were conducted separately for TKA/THA patients. Results Enrolled were 246 patients (n = 146 TKA, n = 100 THA, median age 56 years, 57% female). Median time to RTW was 79 days (IQR 52.0–146.0). Mainly physical tasks (TKA: B 58.2, 95%CI 9.5–106.8; THA: B 52.1, 95%CI 14.1–90.2) and a combination of physical and mental tasks (TKA: B 50.2, 95%CI 6.4–94.0; THA B 54.0, 95%CI 24.2–83.7) were associated with longer time to RTW after both TKA and THA. More possibilities for personal job development (B − 12.8, 95%CI − 25.3–0.4) and more work recognition (B − 13.2, 95%CI − 25.5 to − 0.9) were significantly associated with shorter time to RTW after TKA. Higher quality of supervisor leadership (B − 14.1, 95%CI − 22.2 to − 6.0) was significantly associated with shorter time to RTW after THA. Conclusion The findings of this study stress the importance of psychosocial working conditions, besides type of job tasks, in RTW after TKA/THA. Further research on work-related factors is needed, as arthroplasty is being performed on an increasingly younger population of knee and hip OA patients for whom participating in work is of critical importance. [ABSTRACT FROM AUTHOR]