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ObjectiveMethodResultsConclusionOur paper focuses on the psychosocial risks faced by fishers in Aotearoa New Zealand, a sector with limited existing research on this topic. Using a culture-centered approach (CCA), we aimed to develop “voice infrastructure” to capture and present the voices of fishers, addressing the structural inequalities that can often leave fishers (like other marginalized groups) unheard. This paper focuses on the methodology of our pilot project that used a collaborative effort between academics, fishers, government, and non-government agencies, with the goal of understanding and mitigating the psychosocial risks within the commercial fishing industry.Phase 1 focused on building trust and personal relationships within the fishing community. We organized a day-long hui (meeting) in Nelson, a key fishing port, to facilitate open and flexible interactions. This setting allowed us to co-create the research design and instruments with the fishers, ensuring their perspectives were central to the study. The Copenhagen Psychosocial Risks Questionnaire (COPSOQ) was adapted in consultation with the fishers and piloted as survey (in phase 2) through a support network.Fishers acknowledged the need for wellbeing research and supported using the adapted COPSOQ. Data collection was inherently challenging in the fishing sector, due to the nature of the work with long shifts, limited communication, and minimal downtime. Trained mentors and counsellors administered the survey and ensured the process was fisher-centric and sensitive to their needs. Following data collection, a second hui (phase 3) was held to provide feedback to fishers about the survey results and review the process. This workshop aims to refine the methodology for potential national-scale implementation. The fishers emphasized the importance of sharing findings with them to ensure data accuracy before public reporting, aligning with the principles of CCA and co-creation of “voice infrastructures.”Our study demonstrates the feasibility and importance of using a culture-centered approach in the fishing sector. By involving fishers in every step of the process, we aimed to create a more accurate and comprehensive understanding of the psychosocial risks they face, ultimately contributing to their wellbeing and the sustainability of the industry. [ABSTRACT FROM AUTHOR]

A growing body of research reveals that the psychosocial risks faced by lawyers working in the legal assistance sector are not being adequately managed by employers, which is taking its toll on the on the mental wellbeing of lawyers. In this qualitative study, 16 lawyers from the sector in Australia describe measures that could be taken to manage these risks. This includes managing work loads/type/clarity/control, supporting isolated staff, creating supportive teams, training, supervision and mentoring, effective and supported managers, rewards and recognition, a safe physical environment, recruitment and retention, risk assessment and management processes, reporting mechanisms and adequate policies and procedures. Participants recommended preventative measures, suggestions solutions need to be tailored to lawyers and their work setting; and be actioned and modelled from the top of the organisation. The rich detail provided by participants offers employers in the sector a much needed list of strategies to implement. [ABSTRACT FROM AUTHOR]

The aim of this study is to test the psychometric properties of the HERO (Healthy & Resilient Organization; Salanova et al., 2012) Check Public questionnaire in a Chilean sample, testing the psychosocial factors and healthy organizations through 29 single items and six dimensions based on the HERO model. The final sample was composed of workers (N = 1,188) and immediate supervisors (N = 155). The results showed that the 6-factor model has high reliability and structural validity on the worker's sample. It demonstrates robust configural invariance supporting its use among workers regardless of participant's gender. However, for supervisors, these results are not conclusive. Additionally, the lack of metric invariance by gender underscores the need for careful consideration of the factors comprising the assessment of psychosocial factors and healthy organizations. These findings highlight the importance of context- and gendersensitive tools to promote healthy and inclusive environments in Chilean public administration. [ABSTRACT FROM AUTHOR]

Preserving human well-being has become challenging for businesses, which continue efforts to overcome managing business processes concurrently, due to the cumulative effects of psychosocial risks at work that may seriously impair one's health. By focusing on this need, this paper proposes a more effective and realistic way of measuring job satisfaction comprising psychosocial risks by integrating multi-criteria decision-making (MCDM) methodology. Simplified PIvot Pairwise RElative Criteria Importance Assessment (PIPRECIA-S), i.e. the selected MCDM method, is used for weighting domains based on the opinions of employees working for a company in Türkiye, who also provide their attitudes towards job satisfaction through 36 items of Job Satisfaction Survey (JSS). This paper uses nine subscales of JSS to represent domains relevant to psychosocial risks. Three developed scenarios discuss the effectiveness of the proposed subscale-weighted job satisfaction measurement by presenting the subscales having different ranges in standard scores relative to the subscale-weighted scores. PRACTITIONER SUMMARY: This paper proposes a novel subscale-weighted job satisfaction measurement, indicating a more effective and realistic way of measuring job satisfaction comprising psychosocial risks by integrating MCDM methodology. The proposal's effectiveness is discussed through different scenarios using the opinions of nearly all employees working for a company in Türkiye. [ABSTRACT FROM AUTHOR]

Copyright of Revista Espacios is the property of Talleres de Impresos Oma 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.)

Abstract Background Constant organizational change is the norm in many companies today. At present, evidence on the impact of organizational change on psychosocial risks at work and employee mental health is limited. We investigate organizational change and its association with psychosocial risks and mental health in three consecutive surveys covering 12 years. Methods The study was based on data from three cross-sectional waves (2006, 2012, 2018) of the German BIBB/BAuA Employment Survey, comprising 53,295 employees. Four change indicators (i.e., introduction of new software, changes in goods and services produced/provided, downsizing and restructuring), five indicators of psychosocial risks (i.e., time pressure, interruptions, multitasking, working to the limits of capability, and working very quickly) and four mental health indicators (i.e., sleep disturbances, nervousness, tiredness and depressive symptoms) were investigated. We applied Poisson regression analysis to examine associations between organizational change, psychosocial risks, and mental health. Results According to the pooled analysis of all three waves, the majority of employees reported having experienced at least one organizational change, such as downsizing or restructuring, between 2006 and 2018. Organizational change was negatively associated with psychosocial risks (e.g., working to the limits of one’s capability, PR: 1.66; 95% CI: 1.48–1.86) and with employee mental health (PR: 1.82; 95% CI: 1.61–2.04). Conclusions Organizational change is omnipresent in the modern economy. Our research suggests that transformation processes in organizations can bear risks to employees’ health as psychosocial risks increase. Therefore, companies planning organizational change should accompany such processes with occupational health and safety measures.

The study explored the impact of psychosocial risks on the physical and mental health of employees across various sectors (healthcare, education, IT, industrial production, and financial services), in a context where occupational stress has become a major concern. The main objective was to identify significant risk factors, such as overwork, low control, and reduced social support, and to assess their impact on employees' health. We used a quantitative design, applying standardized questionnaires to a sample of 300 employees. Statistical analyses, including multiple linear regression and Pearson correlation, revealed that emotional exhaustion is the strongest predictor of mental health deterioration. The study emphasizes the need for preventive measures against psychosocial stress in the workplace. [ABSTRACT FROM AUTHOR]

The work environment among child welfare workers (CWW) has often been described as intensive and complex, filled with uncountable negative experiences for CWW. Several authors have also pointed out that measures should be in place to curb these negative workplace experiences. Since most recent publications within the field points to the impact of psychosocial risks on the health and well‐being on CWW, the current scoping review explored the literature to investigate existing intervention studies and provide recommendations for future research. We employed the Preferred Reporting Items for Systematic Reviews and Meta‐Analysis extension for scoping Reviews (PRISMA‐ScR) checklist as a guide for reporting findings. The authors explored five databases and identified a total of nine primary studies investigating health and well‐being intervention among CWW in the review. Based on the intervention focuses of the included studies, three overarching thematic categories were constructed: design team‐based interventions, colleagues/peer interventions, and individual‐centered interventions. Findings showed that more health and well‐being intervention research tailored to the needs of CWW is needed within the field. [ABSTRACT FROM AUTHOR]

Background: Constant organizational change is the norm in many companies today. At present, evidence on the impact of organizational change on psychosocial risks at work and employee mental health is limited. We investigate organizational change and its association with psychosocial risks and mental health in three consecutive surveys covering 12 years. Methods: The study was based on data from three cross-sectional waves (2006, 2012, 2018) of the German BIBB/BAuA Employment Survey, comprising 53,295 employees. Four change indicators (i.e., introduction of new software, changes in goods and services produced/provided, downsizing and restructuring), five indicators of psychosocial risks (i.e., time pressure, interruptions, multitasking, working to the limits of capability, and working very quickly) and four mental health indicators (i.e., sleep disturbances, nervousness, tiredness and depressive symptoms) were investigated. We applied Poisson regression analysis to examine associations between organizational change, psychosocial risks, and mental health. Results: According to the pooled analysis of all three waves, the majority of employees reported having experienced at least one organizational change, such as downsizing or restructuring, between 2006 and 2018. Organizational change was negatively associated with psychosocial risks (e.g., working to the limits of one’s capability, PR: 1.66; 95% CI: 1.48–1.86) and with employee mental health (PR: 1.82; 95% CI: 1.61–2.04). Conclusions: Organizational change is omnipresent in the modern economy. Our research suggests that transformation processes in organizations can bear risks to employees’ health as psychosocial risks increase. Therefore, companies planning organizational change should accompany such processes with occupational health and safety measures.What is already known on this topic • Globalization, constant technological developments and the volatile economic and geopolitical climate require constant organizational change. • The implications of organizational changes on psychosocial risks and employee wellbeing are not well known. What this study adds • This study showed that organizational change is associated with adverse psychosocial risks and poor mental health. • Over the 12-year period investigated in this study, the gap in poor mental health between employees experiencing change and those not experiencing change did not increase. How this study might affect research, practice or policy • The findings of our study suggest that organizational change is associated with both adverse psychosocial risks at work and poor employee mental health. • Therefore, the implementation of organizational change must be closely followed by occupational health and safety services to prevent an increase in psychosocial risks as well as to prevent a decline of employee mental health. [ABSTRACT FROM AUTHOR]

Psychosocial risks seem to have a great impact on non-university teachers, giving rise to consequences such as burnout, health problems, and lack of engagement. These consequences result from high levels of stress, caused by an imbalance between demands and resources at work. Socio-cultural differences between Spain and Mexico, such as fewer educational resources and higher job insecurity in Mexico, can lead to a disparity in burnout rates, disproportionately impacting the occupational health in teachers from these countries. Thus, this study aims to (1) analyse psychosocial risks in two samples; (2) evaluate the relationships between demands, resources, and consequences; and (3) study the moderating effect of country on these relationships. Participants were 169 Spanish teachers and 218 Mexican teachers. Results showed that Spanish teachers experienced more role conflict, interpersonal conflict, work overload, and job insecurity. In both countries, work overload was the strongest predictor of burnout and health problems. Engagement was positively influenced by social support and autonomy in both contexts, with autonomy being the strongest predictor in Mexico. The type of country only moderated the relationship between job insecurity and burnout, being stronger in the case of Mexico. These findings provide crucial insights for the development of intervention programs aimed at reducing workload, managing conflicts, and enhancing social support, thus contributing to the social sustainability of the teaching profession. [ABSTRACT FROM AUTHOR]

The present study aims to explore and compare psychosocial risks and work overload among nursing professionals in the field mental health and psychiatry in Chile. Quantitative, observational and cross‐sectional research was designed for this purpose. Nurses from community, ambulatory, hospital and emergency units in mental health and psychiatry in Chile were recruited between January and May 2022. Instruments of psychosocial variables and an occupational psychosocial risk scale based on the Copenhagen Psychosocial Questionnaire were used. Descriptive and correlational statistics were used, as well as independent samples t‐tests, Factorial Anova and post‐hoc analysis with Bonferroni correction. As a result, 174 nursing professionals were recruited, 79.3% female, average age 33.9 years. One‐third belonged to the Metropolitan Region of Chile. The highest psychosocial risk was obtained by nurses over 30 years of age, from the Metropolitan Region, with more than 16 patients under their care, at the hospital or psychiatric emergency level. Significant differences were observed in work overload and psychosocial risks according to personal and work characteristics of the professionals, as well as of the users and health services. The levels of psychosocial risk and work overload of mental health and psychiatric nurses were reported, as well as the comparison of these according to personal, sociodemographic, and work characteristics. In order to improve the quality of work life of these professionals and the quality of these services, it is essential to develop interventions focused on the dimensions addressed, as well as to define norms and policies that ensure a workload in accordance with international standards. [ABSTRACT FROM AUTHOR]

Despite advances in legislation and social attitudes, workplace discrimination against sexual and gender minority populations remains prevalent, posing significant psychosocial risks. This study aims to explore the occupational health challenges faced by LGBTQIA+ populations, examining factors of discrimination, support, and prevention strategies. Methods: A narrative review of articles from the Scopus, PubMed, and Web of Science databases was carried out, focusing on studies published between 2011 and 2024. Articles in English, Spanish, and Portuguese were considered. Results: 359 studies were identified, and 11 articles were selected for analysis. The findings reveal pervasive discrimination experienced by LGBTQIA+ workers in the workplace, impacting their mental health and job satisfaction. Factors influencing disclosure of sexual or gender identity at work were identified, including workplace characteristics and anti-discrimination policies. Conclusions: Promoting inclusive and supportive work environments is crucial to the well-being of LGBTQIA+ employees. Recommendations include strengthening anti-discrimination protections, improving education and training on LGBTQIA+ issues, and promoting explicit communication about support and equality. Despite progress, more research is needed to address gaps in understanding and effectively promote the occupational health of sexual and gender minority populations. [ABSTRACT FROM AUTHOR]

ABSTRACT Objective: To analyze the relationship between work ability and psychosocial factors of professionals from the healthcare area. Method: Cross-sectional study with 197 healthcare professionals from a teaching hospital. The Work Ability Index and the Copenhagen Psychosocial Questionnaire III were applied. For data analysis, association tests and logistic regression models were used. Results: Most participants were female (60.9%) with an average age of 40.12±7.14 years. The participants' good/optimal ability to work was 75.1%. The independent factors associated with work ability were recognition, self-rated health, somatic stress, leisure, commitment to time and interaction between work commitment and physical activity. Conclusion: There was a reduction in the good/optimal work capacity of professionals who worked on the front line of care during the COVID-19 pandemic, with frequent exposure to psychosocial risks at work and of those who did not practice physical and leisure activities.

In recent years, there has been a noticeable increase in attention towards promoting well-being within academic settings. In the specific context of academia, a critical issue is understanding whether the current practices for assessing and managing well-being can bridge the implementation gap and increase opportunities for creating healthy academic conditions. The paper explores the practices adopted for assessing and managing work-related stress (WRS) risks in Italian academia by referring to data from a group of Italian universities of the QoL@Work network (Quality of Life at Work in academia). The aim is to improve understanding of the factors that influence the realization of a WRS risk assessment-management pathway and how they may facilitate or hinder the transition from assessment to the implementation of interventions in the academic context. The results suggest that the assessmentmanagement pathway should prioritize the creation of organizational scaffolding to support participatory processes in order to prevent the data collected from failing to stimulate organizational change in working conditions. [ABSTRACT FROM AUTHOR]

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

The digital transformation is associated with a series of emerging and, at the same time, novel risks such as computer fatigue and digital disconnection, which are becoming increasingly relevant in different regulatory frameworks. These regulations also include the part corresponding to the plan and implementation by companies, either through consultation with workers' representatives and/or through collective bargaining, of policies for the appropriate use of digital devices in the workplace, with the aim of guaranteeing rest at the end of the working day and preventing computer fatigue. This study aims to analyse what computer fatigue in the workplace consists of, contributing with the proposal of a series of guidelines and good practices for the development of its management protocols. [ABSTRACT FROM AUTHOR]

Digital surveillance in the workplace also brings new challenges in terms of occupational health and safety. The use of algorithmic management and surveillance technologies in the workplace affects the privacy and rights of employees, can hinder freedom of association and damage working conditions, as well as their mental and physical health. At the level of the European Union, the regulation of the use of algorithms at the workplace is aimed at by proposing a directive to improve the working conditions of people working through digital work platforms. The exact legal status of workers on digital platforms, namely whether they should be classified as employees or not, remains an open discussion at European level. The occupational health and safety risks encountered in the case of work on digital platforms are not specific and exclusive to it, as most of them are also specific to work performed outside such a platform. Unionization is one of the measures by which the European Agency for Safety and Health at Work shows that steps can be taken to improve health and safety conditions when working on digital platforms. [ABSTRACT FROM AUTHOR]

The Covid-19 pandemic contributed to an unprecedented expansion of remote work across European countries, transforming what was once a marginal form of work into a new 'normal', particularly in its hybrid form. While bringing advantages for both employers and workers, remote work is also associated with some negative impacts on workers' rights and well-being, including isolation, overtime, stress and difficulties to socialize and organize collectively. This paper explores post-pandemic changes in the regulation of telework in selected European Union (EU) Member States, in an attempt to identify common trends and obstacles in coping with the challenges outlined above. The analysis, attentive to the articulation of different legal sources and regulatory levels, focuses on four areas that are particularly relevant for the regulation of working from home: health and safety; working time; the right to disconnect; and privacy. The five jurisdictions examined - Italy, Spain, France, Luxembourg and Sweden - are representative of different models in the regulation of remote work within the EU. The paper argues that the current regulation of remote work arising from different legal sources and regulatory levels, while offering flexibility to adapt to its specificities, falls short of ensuring a coherent and comprehensive legal framework. This leaves unaddressed some of the challenges raised by the extensive recourse to remote work, giving rise to the need for a more targeted and holistic approach in regulation at different levels. [ABSTRACT FROM AUTHOR]

• About a quarter of French employees are exposed to occupational road driving. • This prevalence was stable in 2017 in comparison with 2003 and 2010 surveys. • However, the population exposed was older and there were more females. • Prevention campaigns on work-related road accident risk should be provided to all employees in all companies since all professional sectors are concerned. Introduction : The occupational road-accident risk on public roads and the work conditions for professional driving is still an important issue in occupational health despite lower road-accident rates. This study presents the evolution over time of the work-related constraints for these employees based on the Sumer surveys carried out in 2003, 2010 and 2017. Method : Data from the 2010 and 2017 surveys were restricted to match the scope of the 2003 survey in order to enable prevalence data to be compared in equivalent populations. The main variable of interest was "driving (car, truck, bus, and other vehicles) on public thoroughfares" for work (during the last week of work: yes/no). Work time characteristics, work rhythm, autonomy and scope for initiative, collective work group, standards and evaluations variables were completed by the occupational health physicians. A self-administered questionnaire was also provided to employees and contained the Job Content Questionnaire, which assesses decision latitude, social support and psychological demands, the reward scale of Siegrist questionnaire, the hostile behaviour with inspired questions for Leymann, sick leave and work accidents during the past 12 months and job satisfaction. Finally, prevention in the workplace was also completed by the occupational health physicians. Results : About 25% of employees in France were exposed to work-related driving in 2017, which was stable in comparison with 2003 and 2010. However, the population was older and there were more females, more often from the clerical staff/middle manager category and working in companies with fewer than 10 employees. Employees exposed to work-related driving were also more frequently exposed to sustained work schedules and physical constraints, but less exposed to psychosocial risks. Conclusions : The percentage of employees exposed to occupational road accident risk, i.e., exposure to work-related driving, remained stable at about 25% in 2017 compared with previous surveys. These employees were also more frequently exposed to sustained work schedules and physical constraints, but less exposed to psychosocial risks. Practical Applications : Prevention campaigns on work-related road accident risk should be provided to all employees in all companies since all jobs can be concerned. [ABSTRACT FROM AUTHOR]

Background: In recent years, substantial changes have occurred in the work organization and arrangements. One of the main ones has been the popularization of teleworking among non-manual workers. This paper aims to assess the exposure of psychosocial risks among non-manual Spanish wage-earners, depending on the working modality (mainly telework, combining teleworking with onsite work, or onsite work). Methods: Based on an online survey conducted between April and May 2021, a cross-sectional study was carried out among n=11,519 members of a trade union where Psychosocial Risks (PSR) were measured through COPSOQ Questionnaire Scales. All analyses were performed stratifying by sex. Results: Women who combine telework and face-to-face work (aPR: 1.21; 95%CI 1.07-1.37) and men who mainly telework (aPR: 1.26; 95%CI 1.11-1.43) and that combine (aPR: 1.27; 95%CI 1.11-1.45) are more exposed to quantitative demands than men and women who do not telework. On the other hand, women who telework, either entirely (aPR: 0.89; 95%CI 0.82-0.97) or combining (aPR: 0.89; 95%CI 0.81-0.98), are less exposed to emotional demands than women who do not telework, and the same occurs among men who mainly telework (aPR: 0.84; 95%CI 0.76-0.92). Telework and horizontal or vertical social support are not associated, except for supervisor support among males, nor with work-life conflict. Conclusions: Except for quantitative demands, employees who combine telework and face-to-face work are less exposed to psychosocial risks than those who mainly telework or work face-to-face only. More studies with a gender and class perspective are needed in this area. [ABSTRACT FROM AUTHOR]

Psychosocial risks at work have a strong impact on workers in every economic field, especially in health care. The aim of this study was to analyze psychosocial risk impact on workers in 3 areas of work, including doctors or functional specialists, nurses and support staff at work for healthcare employees in one of Rehabilitation centers in Latvia. The Copenhagen Psychosocial Questionnaire was used to assess psychosocial risks at work. Main results show that the high scores for work atmosphere and social support from colleagues reflect the favourable social environment in the context of employee relationships, but doctors and functional specialists face significant psychosocial risks characterized by high quantitative and emotional demands, compounded by job insecurity and inadequate managerial support. Nurses contend with high physical and emotional risks influenced by unpredictable work patterns, unclear roles, and insufficient social support, while support staff confront high workload, role conflicts, and pervasive job insecurity, minimal recognition and unsupportive workplace atmospheres. In general critical aspects include work-life balance, appreciation and self-rated health are at work. Continuation of the research will be related to investigating the psychosocial risks with cognitive tests for each research group. [ABSTRACT FROM AUTHOR]

Copyright of Religación: Revista de Ciencias Sociales y Humanidades is the property of Religacion: Revista de Ciencias Sociales y Humanidades 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.)

Copyright of Religación: Revista de Ciencias Sociales y Humanidades is the property of Religacion: Revista de Ciencias Sociales y Humanidades and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The growth of the wind power sector has been marked by environmental, economic, and political drivers. Its starring role is also visible in the emergence of the so-called "green jobs". Notwithstanding, its evolution ought not to compromise issues related to occupational risks. This exploratory study examines psychosocial risks in the operation and maintenance of onshore wind turbines in a leading Portuguese company. We conducted interviews with main stakeholders (human resources, OHS professionals, and team leaders); developed an "activity diary" for the operation and maintenance technicians to describe their activity and perceived impacts on health, complemented with collective interviews; and applied the Work and Health Survey. The results revealed the following particular risks and health impacts: working under adverse weather conditions, working at heights and in confined spaces, spending long work hours inside of the nacelles to achieve an optimum balance between favourable wind slots to intervene and avoiding additional trips up and down the wind turbines without lifts (70–120 m), and the feeling of early ageing. At a time when these workers are striving for recognition of their profession as a "rapid wear profession", it is a pivotal moment to discuss these results to guarantee sustainable conditions for future generations of workers. [ABSTRACT FROM AUTHOR]

The interaction between technology and labour can be deceptive. The underlying commitment of enhanced working conditions which has always accompanied technological progress has not been truly fulfilled. The anticipated benefits can transform into risks. The aim of this study is to emphasize the health risks for workers and, within this framework, to analyze the available legal avenues for safeguarding their rights. These options must inherently consider the fundamental importance that the preservation of good health (comprehended as a "state of complete physical, mental, and social well-being") holds within the Italian constitutional framework. [ABSTRACT FROM AUTHOR]

The right to digital disconnection from work refers to the right of employees not to receive or reply to work-related emails, calls or messages outside of normal working hours. Advances in technology and mobile devices enable employees in an increasing number of occupations to work anywhere, anytime. While this flexible approach to work has its benefits, it also carries the risk of eroding the barriers between work and private life. A further issue is the potential negative impact on the mental health of employees. For this reason, and due to the increase in connectivity and teleworking due to COVID-19, various political and social institutions, concerned about mental health in the digital world of work, are addressing the regulation of the right to disconnection. In particular, the proposal for a Directive by the European Parliament on the right to digital disconnection [2019/2181(INL)] is intended to encourage national legislators to safeguard the right of workers to digital disconnection. In connection with this proposal, even in those countries that have adopted a specific regulation on this matter, the social partners are called on to play a leading role to deal with the psychosocial risks arising from the permanent connection to work. In Spain, although this right is laid down in Organic Law 3/2018 (on the protection of personal data and digital rights), the protection granted to workers seems insufficient. For this reason, particular attention should be paid to initiatives such as the Fifth Agreement on Employment and Collective Bargaining (V AECB), that includes a specific chapter on the right to digital disconnection. [ABSTRACT FROM AUTHOR]

The paper aims to provide theoretical insights and explore the comparative legal practice of approaching mental health and well-being at the workplace by applying legal normative and comparative methods in a digitalized world of work. In this regard, subordination vs autonomy needs to be considered as a starting theoretical point accompanied by an overview of comparative legal approaches that have recently introduced some novel legal mechanisms, such as the right to disconnect to deal better with the exercise of fundamental labor rights. Additionally, introducing a psychosocial risk management model in occupational health and safety could significantly improve workers’ mental health and well-being in the digital age. Therefore, the proactive, holistic, and integrated approach to workers’ rights and status in the digital environment must be analyzed by exploring the bounding point between organizational management views on the subject and labor law standpoints. [ABSTRACT FROM AUTHOR]

Border officers experience stressful moments during the working day at the border point at Lisbon airport (Portugal) that can lead to "emotional exhaustion," which is the core component of burnout, and relates with "cognitive fatigue (weariness)" and "physical fatigue." These theoretical concepts cannot be measured (or observed) directly by what are considered latent variables/constructs that are available in Shirom-Melamed Burnout Measure (SMBM). These constructs are, however, operationalized by the questions available in the SMBM, which correspond to observed variables (or manifest variables) expressed in an ordinal scale of seven categories. This questionnaire, reliable and internationally validated, was used in our research and considering the specialized literature, we proposed a hypothetical structural path model that expresses a priori perceptions about the causal relationships between the mentioned latent constructs, where "physical fatigue" is the target construct. A reflective model was estimated based on the sample of primary data and using a Variance-Covariance estimator of Structural Equations Modeling (VB-SEM), the consistent Partial Least Squares (PLSc), that corrects for bias to consistently estimate SEM's with common factors. The results obtained allow a better understanding of the profile and characteristics of Portuguese border officers who work at Lisbon airport, as well as reveal that the latent exogenous construct "emotional exhaustion" has a high positive direct effect on the "cognitive fatigue," and through this latter (mediator construct), an indirect effect on the endogenous construct "physical fatigue." In turn, "cognitive fatigue" has the greatest positive direct effect on "physical fatigue." The biggest difference identified was between the direct effect of "Emotional exhaustion" on "Physical fatigue," which is higher for workers with more years of service, as expected. However, the multigroup analysis (using the nonparametric Permutation test) showed that this difference was not statistically significant. [ABSTRACT FROM AUTHOR]

Plusieurs études ont démontré l'existence de pathologies psychiques et de risques psychosociaux chez les marins, notamment les officiers de la marine marchande. Les principaux facteurs de risque notifiés sont la fonction d'officier, l'accroissement de la durée de travail et en corollaire la diminution du temps de sommeil, la solitude, l'éloignement familial et plus récemment l'impact de la pandémie de COVID-19 (peur pour sa santé, celle de sa famille, allongement des durées d'embarquement). La faible latitude décisionnelle des membres d'équipage comparativement aux officiers a également été mis en exergue. À ce jour, il n'existe pas d'étude chez les élèves officiers de la marine marchande. Un groupe de travail comprenant des membres des écoles supérieurs de la marine marchande et du CHU de Brest a été constitué. Un questionnaire comprenant des données démographiques et des navigations auquel nous avons adjoint le questionnaire GHQ-12, HAD et le questionnaire de Karasek a été élaboré. L'ensemble des élèves a été sollicité et a rempli le questionnaire de manière anonyme par voie électronique. Les résultats des différents questionnaires ont ensuite été analysés en utilisant les modalités de cotation reconnues au niveau international. Une phase d'analyse descriptive puis une analyse selon les catégories du score de Karasek a été menée. Cent soixante-dix questionnaires ont pu être inclus. La population est majoritairement masculine (76,4 %), et l'âge moyen des élèves est de 21,7 ans. Près de 20 % des élèves déclarent avoir vécu un événement traumatisant au cours d'un stage embarqué. Nous observons que la moyenne du GHQ-12 est à 13,3 et donc supérieure à 12. Les moyennes du HAD anxiété et HAD dépression sont respectivement 6,9 et 5,37, avec respectivement 18,2 % et 7,6 % des élèves inclus présentant des signes d'anxiété et de dépression. Selon la classification de Karasek, nous notons que la classe « actif » est la plus représentée avec 29,4 % des élèves, puis viennent à égalité les classes « tendu » et « détendu » avec 27,6 %. La classe « passif » est la moins représentée avec 15,3 %. Cette étude montre que les élèves de l'école officiers de la marine marchande française ont une évaluation moyenne de leur santé globale et que nous retrouvons une prédominance de troubles anxieux mais peu de signes de dépression. Des signes de « work strain » selon Karasek sont retrouvés pour 1/4 de la population de ces jeunes officiers. La proportion d'élèves officiers présentant des signes d'anxiété et dépression selon le questionnaire HAD est similaire aux études chez les officiers français et européens. Par contre, la proposition d'élèves classés comme « tendus » est plus importante. Concernant les événements traumatisants, dans une analyse semi-dirigée sur les premiers embarquements des étudiants, les principaux facteurs de stress déclarés étaient la conduite du navire, les avaries, la piraterie puis les conditions météorologiques. La période des études au sein des ENSM est une période d'apprentissage théorique mais également de mise en situation lors des stages. Dans ce milieu très spécifique de la marine marchande, l'impact des contraintes psychosociales semble important. Ces données nous interrogent également sur l'impact de la profession mais également celui de la période de pandémie de SARS CoV-2. Cela soulève aussi la problématique de l'aptitude à la navigation de certains élèves présentant des signes anxieux et dépressifs lors de l'enquête, et d'autres à risque de développer ce type de pathologies entrant dans la liste des inaptitudes à la navigation. Several studies have demonstrated the existence of mental disorders and psychosocial risks among sailors, particularly merchant navy officers. The main risk factors reported are assuming the status of an officer, longer working hours and the consequent reduction in sleep time, loneliness, separation from family, and, more recently, the impact of the COVID-19 pandemic (fear for one's own health and that of one's family, and longer embarkation times). The low decision latitude of crew members compared to that of officers has also been highlighted. To date, no studies have been carried out among merchant navy officer cadets. A working group including members of the Merchant Navy school and the hospital of the University of Brest was set up. A questionnaire was devised that included demographic and navigational data to which we added the GHQ-12, HAD and Karasek questionnaires. All the students were asked to complete the questionnaire anonymously and submit it electronically. The results of the questionnaires were then analyzed using internationally recognized scoring procedures. A descriptive analysis phase was conducted which was followed by an analysis according to the Karasek scoring categories. In all, 170 questionnaires were submitted. The participant population was predominantly male (76.4%), and the average age of the students was 21.7 years. Nearly 20% of the students stated that they had experienced a traumatic event during an on-board training course. We note that the average GHQ-12 is 13.3 and therefore higher than 12. The HAD anxiety and HAD depression averages are 6.9 and 5.37 respectively, with 18.2% and 7.6% of the students included showing signs of anxiety and depression. According to Karasek's classification, we note that the "active" class is the most represented with 29.4% of students, followed by the "tense" and "relaxed" classes with 27.6%. The "passive" class is the least represented with 15.3%. This study demonstrates that the students of the French Merchant Navy Officer Training School evaluated their overall health as average, with a predominance of anxiety disorders but few signs of depression. Signs of "work strain" according to the Karasek questionnaire were found in 1/4 of these young officers. The proportion of cadets showing signs of anxiety and depression according to the HAD questionnaire is similar to that shown in studies among French and European officers. On the other hand, the proportion of cadets classified as "tense" is higher. Concerning traumatic events, in a semi-structured analysis of the students' first deployments at sea, the main stress factors reported were how the ship was managed, damaged, piracy and then weather conditions. The period of study within the ENSM involves both a period of theoretical learning but also one of practical training. In the highly specific environment of the merchant navy, the impact of psychosocial constraints seems to be significant. These data also raise questions about the impact of the profession as well as that of the SARS CoV-2 pandemic period. This also raises the issue of the fitness of certain students to sail where they showed signs of anxiety and depression at the time of the survey, and of others who are at risk of developing this type of pathology, which is included in the list of criteria for unfitness for sea duty. [ABSTRACT FROM AUTHOR]

In recent years, there has been a noticeable increase in attention towards promoting well-being within academic settings. In the specific context of academia, a critical issue is understanding whether the current practices for assessing and managing well-being can bridge the implementation gap and increase opportunities for creating healthy academic conditions. The paper explores the practices adopted for assessing and managing work-related stress (WRS) risks in Italian academia by referring to data from a group of Italian universities of the QoL@Work network (Quality of Life at Work in academia). The aim is to improve understanding of the factors that influence the realization of a WRS risk assessment-management pathway and how they may facilitate or hinder the transition from assessment to the implementation of interventions in the academic context. The results suggest that the assessment-management pathway should prioritize the creation of organizational scaffolding to support participatory processes in order to prevent the data collected from failing to stimulate organizational change in working conditions.

Background: It is acknowledged that legislation acts as a motivator for organizational action on psychosocial risks. Our study aims to provide evidence on the relationship between key occupational safety and health (OSH) policy principles and organizational action on work-related stress, and, in turn, with reported employee job demands and resources and their experience of work-related stress. We focus on Italy where specific legislation and practices on work-related stress were introduced in 2008 which are underpinned by these key OSH policy principles. Methods: Secondary analysis of the Italian samples from the employer ESENER-2 and employee 6th EWCS surveys was conducted, using path analysis in structural equation modeling (SEM) linking the two datasets. Results: We found a strong statistically significant relationship between OSH policy principles and organizational action on work-related stress (C.I. = .62-.78 p

Salivary cortisone strongly correlates with serum cortisol, and since it is less invasive to measure salivary cortisone than serum cortisol and easier than to measure cortisol in saliva, as its concentrations are much lower, we wanted to compare salivary cortisone and cortisol levels as markers of noise-induced stress reaction. The study included 104 participants aged 19–30 years, 50 of whom were exposed to occupational noise ≥85 dB(A) and 54 non-exposed, control students. All participants took samples of their saliva with Salivette® Cortisol synthetic swabs on three consecutive working days first thing in the morning. Salivary cortisone and cortisol levels were determined with high-performance liquid chromatography. In addition, they completed a 10-item Perceived Stress Scale (PSS-10) questionnaire, and occupationally noise-exposed participants also completed the Health and Safety Executive (HSE) questionnaire on occupational psychosocial risks. The exposed participants had significantly higher cortisone (P

Institutional quarantine was one of the key public health measures used to control the spread of the Corona Virus Disease 2019 (COVID-19). Institutional quarantine has been associated with several psychosocial and economic risks. However, little is known about the psychosocial and economic risks it poses to affected persons in low-resource countries since it is a relatively new strategy for controlling disease spread in these settings. This article provides insights into the economic and psychosocial risks encountered by affected persons in a low-resource context. Narrative interviews were conducted with 20 adults placed under institutional quarantine to contain the COVID-19 pandemic in Uganda. Individuals confined in institutional quarantine experienced an intricate range of economic and psychosocial risks including loss of livelihood and/or income, financial distress, fear, worry, anger, loneliness, and stigma. The experience of specific risks was shaped by an intersection between individual and contextual factors. However, disregard for economic and social issues and shortcomings in the implementation of institutional quarantine contributed profoundly to the occurrence of risks. Safety nets to address the emergent financial insecurities of quarantined individuals and their families and bridging gaps in the implementation of institutional quarantine may help to minimise the associated economic and psychosocial risks in Uganda and similar contexts.

Psychosocial, violence and health conditions at work are a moral problem. This conclusion results from an ethical reflection in the light of critical thinking, with adherence to the seven universal intellectual standards, which is inscribed within a frame or framework of understandable, reasoned and argued ethical rationality that aims to be free of reasoning vices, which includes the concept of moral damage (moral dommage) and recognizes the proven fact that "all work is dangerous." To this end, it examines academic research that demonstrates harm attributable to work that affects life, health, physical integrity, honor, image, privacy and personal feelings, being clear about the "duty" that workers, Without exception, they have the right to the highest level of protection against any risk and that business owners, within the new responsibilities resulting from current progress, have the "duty to do" of guaranteeing maximum security against risks, regardless its origin. [ABSTRACT FROM AUTHOR]

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