Estrés ocupacional en la era COVID-19

The objective of the present work was to specify a model for the study of work stress, considering a review of the literature that emphasizes three components related to exhaustion, neglect and frustration. A non-experimental, cross-sectional and correlational study was carried out with a selection of 100 workers from a public hospital, considering their working hours, as well as their seniority. A structural equation model was established in which exhaustion was the hegemonic component that explained the highest percentage of variance with 27%, although the research design limited the results to the research scenario, suggesting its extension to another. context.

Objective: The purpose of this study is to assess the incidence of burnout syndrome among Karachi's anesthesiology residents in teaching hospitals. Methods: This cross-sectional research was undertaken at tertiary care hospitals of Karachi. Ethical committee permission, authorization from institutions, and agreement from residents were all required before data collection from 144 anesthesiology residents could begin. Participants were recruited from both public and private healthcare facilities. The demographic data from a questionnaire was used to determine the prevalence of the burnout syndrome, which is defined by feelings of emotional tiredness, depersonalization, and decreased personal accomplishment. SPSS was used to generate descriptive statistics. Results: The mean working hours of the participants in government and private hospitals were 64.21±12.40 and 90.24±25.01 hours. A significant difference (p=0.000) in the mean working hours of the participants were observed in participants at government and private hospitals. Emotional exhaustion score of the participants in government and private hospitals were 15.72±11.56 and 22.69±11.20. A significant difference (p=0.002) in the mean emotional exhaustion score of the participants were observed in participants at government and private hospitals. Depersonalization score of the participants in government and private hospitals were 8.79±6.71 and 12.82±7.59. A significant difference (p=0.004) in the mean depersonalization score of the participants were observed in participants at government and private hospitals. Reduced personal achievement score of the participants in government and private hospitals were 12.97±11.96 and 19±12.65. A significant difference (p=0.002) in the mean reduced personal achievement score of the participants were observed in participants at government and private hospitals. Conclusion: We observed the variation in burnout of private hospital versus government hospital. Residents working in private hospital work for extensive hours as compared to government hospital residents. There is an extensive need of comprehensive support groups, humane number of working hours, improved de-stressing activities for mental health of resident physicians and enhance their productivity. Keywords: Burnout, emotional exhaustion, depersonalization, Reduced personal achievement

In Malawi, there is a cadre of mid-level health workers called clinical officers (COs) who undertake duties conventionally performed by medical doctors in the wake of an acute shortage of the latter. This paper argues that excessive workload and long hours of work are psychosocial hazards at public hospitals in Malawi that contribute to occupational stress (OS) and burnout among COs. The study from which this paper is derived adopted a qualitative research design with a case study as a research strategy. The study was conducted at four district hospitals and one central hospital, which are state-owned in Malawi. This paper argues, firstly, that before the COVID-19 pandemic, COs experienced OS and burnout due to excessive workloads and long hours of work at public hospitals. Secondly, the COVID-19 pandemic aggravated the problem of excessive workloads and long hours of work at public hospitals. Thirdly, OS and burnout among COs are associated with various impacts that can be categorised as psychological consequences and physical consequences. The psychological and physical consequences of OS and burnout are manifestations of poor quality of life among COs, which ultimately negatively affects public health. Finally, this paper recommends formulating and implementing comprehensive occupational safety and health (OSH) policies at public hospitals. Among others, these OSH policies should provide frameworks for regularly assessing the impact of OSH hazards on the mental health of hospital staff and then informing the development of appropriate measures for mitigation.

ABSTRACTOBJECTIVETo assess the association between weekly working hours and self-rated health of nurses in public hospitals in Rio de Janeiro, State of Rio de Janeiro, Brazil.METHODSA total of 3,229 nurses (82.7% of the eligible group) participated in this cross-sectional study, carried out between April 2010 and December 2011. The collection instrument consisted of a self-administered multidimensional questionnaire. The weekly working hours were calculated from a recall of the daily hours worked over seven consecutive days; this variable was categorized according to tertiles of distribution for men and women. The outcome of interest, self-rated health, was categorized into three levels: good (very good and good), regular, and poor (poor and very poor). The statistical analysis of the data included bivariate and multivariate analyses, having as reference group those with short working hours (first tertile). All the analyses were stratified by gender and elaborated using the program SPSS.RESULTSAmong women, the group corresponding to the longest working week (more than 60.5 hours per week) were more likely to report regular self-rated health, compared with those with shorter working hours, after adjusting for confounding factors (OR = 1.30; 95%CI 1.02–1.67). Among men, those with average working hours (49.5–70.5 hours per week) were more than twice as likely to rate their health as regular (OR = 2.17; 95%CI 1.08–4.35) compared to those with shorter working hours (up to 49.5 hours). There was no significant association between long working hours and poor self-rated health.CONCLUSIONSThe results point to the urgent need to promote interventions in the organization of work and appreciation of the nursing profession, in order to reduce the number of multiple jobs and thus contribute to mitigate potential effects on the health of workers and the quality of care in hospitals.

BackgroundThe aim of this study was to assess the relationship between self-reported work ability and hours worked at the current time in Upper Extremity Musculoskeletal Disorders (UEMSD) patients. To further investigate this relationship, the association of work ability and working hours with several limitations in daily and working life were explored.MethodsIn this cross-sectional cohort study, a questionnaire was sent out to members of the UEMSD patient organisation, containing self-reported work ability, questions on working hours and limitations in work due to UEMSD. Limitations were measured with the Disabilities of Arm Shoulder and Hand questionnaire, ShortForm-36 subscales, and common hand grasps or grips. Work ability was measured with the work ability score, while worked hours were operationalised as the percentage of hours worked compared to fulltime. The correlation between worked hours and work ability was tested with the Pearson correlation coefficient. Variance in work ability and the hours worked were explained by limitations and assessed with two linear regression analyses.ResultsBased on data of 794 respondents a moderate correlation was found between work ability and worked hours r = 0.46; 95% CI [0.40, 0.53]. Models including limitations explained 52 and 21% of total variance in work ability and worked hours, respectively. Variance in both can be explained by the degree of difficulties performing daily activities at work, limitations in daily activities as a consequence of health issues and the ability to perform a precision grip. Additionally, work ability can be explained by limitations at work and other daily activities due to physical health issues, while the percentage of hours can additionally be explained by the ability to grasp a large object with one hand, the ability to use a keyboard, and the subject’s gender.ConclusionsThe number of worked hours does not fully match the work ability. Although they share three predictors, work ability and worked hours seem to be based on different aspects. Compared to work hours, work ability is more strongly related to limitations in daily activities and work. Taking self-reported work ability into account can improve the fit between work limitations and work hours.

Background: Although substantial evidence suggests that maternal work hours may have a negative effect on children’s cognitive development, the link between maternal work hours and children’s affect remains unclear. Some studies have observed that non-daytime maternal work hours are associated with more emotional problems among children. However, few studies have focused on the effects of maternal work hours on workdays and non-workdays. Therefore, this study separately investigated the relation between maternal work hours on workdays and on non-workdays and explored the mediating role of the frequency of mother-child communication (FMCC) and the moderating role of maternal education.Method: Using cluster sampling, this study selected 879 students in grades 4–6 at two primary schools in the Hebei and Shandong provinces in China and their mothers as the study subjects. A multi-group structural equation model (SEM) was used to test the relations between maternal work hours, FMCC and children’s affect and the moderating effect of maternal education.Results: (1) Non-college-educated mothers’ work hours on workdays negatively predicted FMCC, but there was no such effect for college-educated mothers; (2) non-workday work hours of all employed mothers negatively predicted FMCC; (3) the FMCC of all employed mothers positively predicted children’s positive affect; (4) the FMCC of college-educated mothers negatively predicted children’s negative affect although there was no such relation for non-college-educated mothers; (5) there was a significant mediating effect of FMCC on the relation between maternal work hours and children’s affect only for non-college-educated mothers; and (6) the workday work hours of non-college-educated mothers positively predicted children’s negative affect, but this correlation was negative for college-educated mothers.Conclusion: Maternal work hours have a marginally significant negative effect on children’s affect through FMCC only for non-college-educated mothers. Compared with non-college-educated mothers, college-educated mothers more easily compensate for the loss of communication opportunities caused by increased work hours on workdays, and children with college-educated mothers benefit more from this communication. However, compensating for the loss of communication opportunities caused by increased work hours on non-workdays is difficult for all employed mothers.

This study aimed to investigate the impact of working hours on the occupational health and safety of online transportation drivers mediated by work-related stress. The research was conducted to reduce the number of accidents involving online transportation drivers. This research employs associative quantitative research based on data that can be calculated to produce an evaluation. Eighty internet transportation drivers in Kuningan City were given questionnaires to complete to gather primary data. The data was analyzed using structural equation modeling (SEM) for model and hypothesis testing with PLS 3.0 statistical software. The results indicate that working hours and stress significantly affect employee occupational safety and health. Additionally, working hours impact work stress. This study found that work stress may mediate the impact of working hours on occupational health and safety. Injuries or illnesses sustained at work may result from the stress experienced by driver-partners due to long working hours. The study's findings can help Grab and other online drivers organize their working hours to reduce work-related stress and, ideally, maintain safety.

significant for achieving healthcare and patient satisfaction in tertiary level public and private hospitals. In the hospital, used linen harbor large number of potentially pathogenic microorganisms which may cause many infections. This lead to lengthen patient's hospital stay and aggravate cost of treatment which may result patient dissatisfaction. In Bangladesh, there is no linen related policy, therefore, this study tried to assess the quality of laundry and linen services in both public and private hospitals in Bangladesh Methodology: This cross-sectional study was conducted among purposively selected 251 service providers (151 from public hospital and 100 from private hospital) and 117 service receivers (60 from public hospital and 57 from private hospital) from one public hospital namely Sher-E-Bangla Medical College Hospital (SBMCH), and from one private hospital namely Rahat Anower Hospital in Barishal district, Bangladesh from January to December 2019. In addition, 64 (34 from public hospital and 30 from private hospital) swab samples were selected purposively for microbiological test. Data was collected through two questionnaires and a checklist. Data processing and analysis were done using SPSS (Statistical Package for Social Science) version 23. Results: It was found that laundry department was not in the ground floor in private hospital like public hospital. On the other hand, color coded bag was used for collection of infected and non-infected clothes only in private hospital. Both public and private hospitals did not use separate compartment of the trolley for carrying the dirty linen. Maximum 73.68% of service receivers from private hospital were satisfied compared to public hospital (38.3%) regarding cleanliness of linen. Furthermore, the majority of service providers in both government and non-government hospitals had no history of influenza vaccination, and the majority of them were not trained in linen services. Public hospital’s swab sample show the higher microbiological growth 19 (56%) than private hospital’s sample 10 (33%). Conclusion: Due to the poor quality of linen services, both public and private hospital service providers and recipients are at risk of being infected by many diseases spread by linen.

Objective:This study aimed to examine the association between long working hours, occupational stress, depression, and well-being, and to explore the intermediary effect of occupational stress and well-being between working hours and depression among couriers in Zhejiang, China.Methods:The study used a cluster random sampling method to select 1,200 couriers from mainstream express companies in Zhejiang, China. The data were collected and analyzed using the Core Occupational Stress Scale (COSS) to measure occupational stress, the Patient Health Questionnaire-9 (PHQ-9) scale to evaluate depression, and the World Health Organization five-item Well-Being Index (WHO-5) scale to assess well-being. Structural equation modeling (SEM) was used to test the hypothesized relationship among the variables.Results:The phenomenon of long working hours (75.1%) was quite common among couriers in Zhejiang, China. Working hours had a direct positive effect on depression (β = 0.008, p < 0.001) and on occupational stress (β = 0.009, p < 0.001), and working hours had a negative effect on well-being (β = −0.013, p < 0.001). Occupational stress had a direct positive effect on depression (β = 0.272, p < 0.001), but well-being had no significant direct effect on depression. Working hours had an indirect effect on depression through the mediating effect of occupational stress while the mediating effect of well-being was not found.Conclusion:Long working hours is associated with occupational stress, well-being, and depression. Our results confirmed that working hours, occupational stress, and well-being were strong predicators of depression. Working hours had a significant indirect effect on depression via occupational stress. The result of this study showed that decreasing working hours and reducing occupational stress would be effective for couriers to prevent depression. However, more studies are needed to verify the relationship between working hours and depression.

IntroductionThis study sought to examine the contribution of relationship building (in terms of collaboration, information sharing and supply chain interdependence) on the availability of malaria treatment pills in public hospitals in Sub-Saharan Africa using data from Uganda.MethodsBy means of a cross-sectional survey research design, the study used a questionnaire strategy to collect quantitative data. Out of the 320 questionnaires that were distributed in 40 public hospitals, 283 were answered and returned, which yielded an 88% response rate. Structural equation modelling (SEM) was used to establish the relationship between measured variables and latent constructs.ResultsDrawing on the survey results, the confirmatory factor analysist and the Structural Equation Modelling clearly demonstrate that relationship building (in terms of collaboration, information sharing and supply chain interdependence) significantly influences the availability of Artemisinin-based combination therapies in public general hospitals in Uganda.ConclusionPolicy-makers should focus on developing cheaper information technology tools to exchange information regarding stock levels, forecasting, quantification, orders, and dispensing. This study developed a measurement model for an inter-hospital relationship, using relational view theory, and it employs dimensions in terms of information sharing and supply chain interdependence to predict and explain the availability of malaria pills in government hospitals.

Introduction: Work-related musculoskeletal disorders (WRMSDs) are important occupational illnesses. Nurses are among the professionals at high risk of WRMSDs. WRMSDs have significant impact and repercussion not only on the workers involved, but also on the organization and society. To date, only a few studies have examined the prevalence and risk factors of WRMSDs among nursing professionals in Malaysia. Objectives: The aim of this study was to determine the (1) prevalence of WRMSDs; and (2) potential predictors [workplace stressors (psychosocial and physical), emotional distress (depression, anxiety and stress) and work engagement (vigour, dedication and absorption)] of WRMSDs among nurses working in public hospitals in the Klang Valley, Malaysia. Methods: A cross-sectional study was conducted among female nursing personnel from four public hospitals in the Klang Valley, Malaysia using a self-administered Malay translated and validated questionnaire survey. The validated Malay version of the Standardised Nordic Musculoskeletal Questionnaire (M-SNMQ) was used to determine the annual prevalence of WRMSDs while the workplace stressors (psychosocial and physical) was assessed using Karasek’s validated Malay version of the Job Content Questionnaire (M-JCQ). The emotional distress was assessed using the validated Malay version of the Depression, Anxiety and Stress Scale (M-DASS). Level of work engagement was evaluated using the validated Malay version of the Utrecht Work Engagement Scale (M-UWES). The socio-demographic and occupational information were also obtained from the nurses. Factors associated with WRMSDs were identified using univariate and multivariate logistic regressions. A structural equation modelling (SEM) analysis was applied to test the structural relationships of the model using AMOS version 22, with the maximum likelihood ratio as the method of estimation. Results: A total of 550 out of 660 nurses returned the questionnaire (response rate: 83.3%). Of this, only data from 376 nurses were included for overall analysis. The study indicated that the annual prevalence of WRMSDs was 73.1%. WRMSDs in the neck (48.9%) was the most prevalent followed by feet (47.2%), upper back (40.7%) and shoulders (36.9%). The least complaint was received for the arms/elbows (6.6%). In order to extend the statistical analysis further, the body regions were categorized into four anatomical regions. Similar trend was also documented with approximately half of the studied nursing population had WRMSDs in region 1(neck and shoulders), region 3 (upper and lower back) and region 4 (hips, knees, ankles, and feet), while only 26.1% of the nurses developed WRMSDs in region 2 (wrists, arms and hands). Less than 25% of the nurses agreed that WRMSDs affected their quality of life. After adjustment, the results of the multiple logistic regression analysis revealed that workplace stressors (high psychological job demand, low job control, poor social support, and high physical demand) were amongst significant workplace stressors of WRMSDs in different body regions. Also, nurses reporting significant emotional distress (stress, anxiety, and depression) were at risk of WRMSDs in various body regions. Meanwhile, work engagement (vigour, dedication, and absorption) significantly reduced the risk of WRMSDs in all body regions. When all significant factors (cut-off p<0.10) were examined in the final model for each body region, the results indicated that psychological job demand, physical demand, stress, and work engagement significantly predicted WRMSDs in different body regions. The findings also revealed mediating effects of work engagement on the relationship between job control and social support on WRMSDs, respectively. Interestingly, stress also showed mediating effects on the relationship between social support, psychological job demand and physical demands on WRMSDs. Conclusions: The present results suggest that WRMSDs are highly prevalent among public hospital nurses in Malaysia. However, only a minority of the nurses were aware that WRMSDs affected their quality of life. The results suggest that more attention should be given to work-related psychological job demand, physical demand, and stress while addressing the significant role of vigour (work engagement) in ameliorating these negative influences on the WRMSDs among these nurses. The findings have important implications for future longitudinal studies and also in determining interventional programs to be implemented for the prevention and control of WRMSDs in the hospital settings

Background: Antenatal care (ANC) is an important health care service which is intended to potentially reduce maternal morbidity and mortality particularly in areas where the general health status of women is presumed poor, choice of facilities is limited and the service delivery compromised by geography (terrain, transport), socio-demographic factors, financial capability and awareness. Though improving the quality of health care is one of the targeted strategies in the Health Sector Development Program IV (HSDP IV) of Ethiopia, little is known about the quality of antenatal care service and client satisfaction at the different hospitals in Addis Ababa, the capital city of Ethiopia. Objective: To determine satisfaction of ANC services among pregnant women at the public teaching and private hospitals in Addis Ababa, Ethiopia. Methods: Health institution-based comparative cross-sectional study was conducted from February to June, 2019 in public and private hospitals, in Addis Ababa, using sample size determination for comparisons of proportion between the two populations. All participants who fulfilled the inclusion criteria were enrolled based on the flow of pregnant women to the ANC clinics at the selected hospitals. Data were entered and cleaned using EPI-info version 3.5.1 and analysis was performed by SPSS version 21. Association of independent variables with the client satisfaction was done using binary and multivariate logistic regression. Significant association of variables with outcome was determined using adjusted odds ratio (AOR) together with 95 % confidence interval. Level of significance was set at P-value of ≤ 0.05. Results: Five hundred seventy one pregnant women attending Antenatal Care at private (281) and public (290) hospitals were included with response rates of 94.1 and 91.2% for public and private hospitals, respectively. The age distribution of the participants was between 17 and 43 years with a mean age of 27.3±5.1 years. Most of the clients, 249 (88.7%) at private and 276 (95.2%) at public hospitals were between the ages of 20 and 34 years. One hundred fourteen (39.3%) of the clients at public and 113 (40.2%) at private hospitals were nulliparous. The clients overall satisfaction with antenatal care was mostly positive both at the private and public hospitals and two hundred twenty eight (81.1%) of the private and 174 (60%) of the public hospitals were satisfied with the services provided. Having ANC follow up at the private hospitals had statistically significant difference in client satisfaction compared to those in public hospitals with P value of 0.019, (AOR 2.97, 95% CI:1.19 -7.74). Clients’ satisfaction with the cleanliness of the environment was 11.1 times more likely to be satisfied with the general ANC service, P&lt;0.05, (AOR 12.18 95% CI: 7.45-19.91). Having more than 4 ANC visits was positively associated with client overall satisfaction, P= 0.021, (AOR 2.41, 95% CI: 1.12-5.24,) while long waiting time is negatively associated with client satisfaction. Conclusions: The study showed significant difference in client satisfaction rate between the selected private and public facilities. Private facilities outperformed public facilities with regards to structural features (privacy, waiting time, space, and neatness). We recommend concerted effort to improve ANC visits and pay due attention to the privacy, waiting time, and the neatness of the facilities in public hospitals.

Current trends suggest that growing numbers of workers in managerial positions work long hours. This observation brings light to the ambivalent relationship between long work hours and ethics: while long hours are indicative of managers’ strong work ethic, they may raise ethical concerns if they harm subordinates. Research shows that working long hours is detrimental to one’s own health, yet there is a dearth of research on the influence of supervisors’ work hours on subordinates. This paper addresses this gap by exploring the relationship among supervisors’ work hours, abusive supervision, and leader-member exchange. Drawing upon ego depletion theory and the literatures on emotions and leader-member exchange, we argue that supervisors’ work hours positively relate to abusive supervision behaviors through negative affect, which in turn, undermines leader-member exchange relationships with subordinates. We further posit that this process is exacerbated among subordinates with a strong relational self-concept. We tested our hypotheses in a three-wave study among a sample of 449 employees from multiple organizations and a multi-source study of an organizational sample of 181 employees. Results from structural equation modeling and multilevel modeling analyses supported our predictions, indicating that supervisors’ long work hours may have detrimental consequences for subordinates. We discuss the theoretical implications of these findings for research on work hours and abusive supervision, as well as their practical significance for organizations and managers.

PurposeThis study aimed to examine the direct impact of work–life balance on employee retention and turnover intentions among doctors in Pakistan. Further, it also aimed to test the mediating role of job satisfaction on these relationships.Design/methodology/approachThis study's data were collected from 394 doctors working in public hospitals in Pakistan, using survey-based questionnaires and stratified random sampling technique. For data analysis, structural equation modelling was utilised to investigate the direct and indirect associations among the variables, while Statistical Software for the Social Sciences (SPSS) was used for data management.FindingsWork–life balance was found to have a positive association with employee retention and a negative association with turnover intention. Results suggest that a fair work–life balance is a significant predictor of employee retention and turnover intention. Also, job satisfaction significantly mediated the relationship between work–life balance and employee retention and between work–life balance and turnover intention.Research limitations/implicationsThis study's focus was limited to doctors working in public hospitals. Thus, future research can extend the scope to other segments such as nurses, paramedics and pharmacists from both public and private organisations.Practical implicationsHuman resource (HR) executives can improve employee retention and turnover intentions through strategic implementation of work–life balance practices. Policymakers should stress upon hospitals to implement favourable working hours that are satisfactory to employees to reduce turnover intention.Social implicationsIn the healthcare industry, suitable work–life balance strategies will help improve employees' lifestyle, which will positively impact their family and social relationships.Originality/valueThis study is expected to contribute to the existing healthcare literature in the context of Pakistan by explaining the process by which work–life balance affects employee retention and turnover intention. Specifically, job satisfaction is the mechanism that explains these relationships.

Background: Despite being a global concern, patient safety remains a persistent challenge for Wahidin Sudirohusodo Hospital, evident in performance indicators like mortality rates, nosocomial infections, and hand hygiene practices. Numerous factors influence patient safety, including working hours, nurse awareness, and demographic characteristics. Purpose: To investigate demographic factors associated with awareness of patient safety among nurses in a public hospital in Makassar, Indonesia. Method: Cross-sectional analytical research, involving 291 nurses selected through simple random sampling from Wahidin Sudirohusodo Hospital Makassar, Indonesia. Nurses completed a questionnaire that included demographic data, patient safety awareness, and implementation. Analysis uses the smartPLS application which includes bivariate and multivariate logistic regression. Results: Based on identification, it was found that total work hours for a single week (p=0.002) and nurses' awareness of patient safety (p=0.000) had a direct effect on implementation. Nurses who worked less than 40 hours per week showed twice the effectiveness, while nurses with high conscientiousness showed a fivefold increase in effectiveness. In contrast, age, education level, and years of service did not show a significant impact on implementation. Conclusion: It highlights that beyond mere working hours, factors such as awareness towards patient safety, age, length of employment, and educational background significantly influence patient safety culture. While shorter total work hours for a single week and good patient safety awareness were found to increase patient safety culture; age, education levels, and length of employment demonstrated nuanced associations.