Copenhagen Psychosocial Questionnaire Research Articles

Working Conditions as a Predictor of Employees’ Well-Being in Selected Broadcasting Organisations in Southwestern Nigeria

The study examined the predictability of working conditions on the well-being of employees of selected broadcasting organisations in Southwestern Nigeria. It also assessed the differences in the well-being of these employees based on their form of ownership. A research questionnaire comprising of standardized instruments: the Copenhagen Psychosocial Questionnaire and the Work and Well-being Outcome Scale were used to generate data from the respondents. A sample of 412 employees in the eleven selected broadcasting organisations participated in the study. This study made use of both descriptive and inferential statistics such as frequencies, means, multiple regression, least squared difference, and Analysis of Variance (ANOVA) to analyse data. The results indicated that working conditions which is a compendium of various organizational factors within the selected broadcasting organizations significantly predicted employees’ well-being of the selected organizations. Differences were also found in the well-being of employees of federal, state, and privately-owned broadcasting organisations as these employees are exposed to different physical and psychosocial work environments based on the level of structure and organization of tasks, activities, and the physical and human resources available to these organizations. The study concluded that having pleasant working conditions can play a crucial role in the retention of satisfied and loyal employees and the promotion of their all-round well-being.

Psychosocial Risk Factors at Work and Sleep Quality in Healthcare Workers – A Cross-Sectional Study

Abstract Objective To investigate psychosocial factors at work, sleep characteristics, and the correlation between these aspects in healthcare workers. Material and methods A cross-sectional e-survey study was conducted with 125 workers of the Brazilian healthcare system, mostly from the Southeast region, from June 2021 to April 2022. Self-administered questionnaires in Google Forms were used to collect data on personal and occupational characteristics, psychosocial factors (Copenhagen Psychosocial Questionnaire), and sleep quality (Pittsburg Sleep Quality Index). Descriptive statistics and a point biserial correlation test were performed. Results The most reported factors in the risk zone were burnout (86%), stress (81%), emotional demands (75%), work pace (61%), and work-family conflicts (55%). Most participants were classified as poor sleepers (74%), especially nursing technicians/assistants (86%). Burnout (rpb = 0.33) and inadequate predictability (rpb = 0.30) were associated with poor sleep quality. Conclusion Intervention strategies to decrease burnout and increase predictability at work may assist in improving sleep quality among healthcare workers.

Review Article] Measurement Tools to Evaluate Psychosocial Factors in a Changing Work Environment: A Rapid Literature Review

This literature review examines the measurement instruments and questionnaires used to assess psychosocial factors in work environments. The focus is on their applicability across diverse professional settings. The review begins with identifying keywords and MeSH/EMTREE terms. Searches were then conducted across multiple databases and grey literature sources. The screening process identified 60 relevant articles. From these, 30 were selected to discuss the validity and reliability of various scales. The Copenhagen Psychosocial Questionnaire (COPSOQ) was found to be the most commonly used instrument, followed by the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance (ERI) model, and the NIOSH General Job Stress Instrument. In Colombia, the evaluation of psychosocial risk factors in organizations is conducted using the _Batería de Instrumentos para la Evaluación de Factores de Riesgo Psicosocial_. This assessment provides a detailed evaluation of both intra-laboral and extra-laboral occupational psychosocial risk factors. Regarding reliability, all instruments identified and reviewed in this article had Cronbach's alpha values ranging from 0.7 to 0.9, indicating acceptable to excellent internal consistency, reliability, and validity for evaluating psychosocial risk factors in a representative work environment sample. Although each instrument is useful, adapting to evolving workplace dynamics is necessary for more comprehensive evaluations. The article emphasizes the impact of the COVID-19 pandemic on work arrangements, specifically remote and hybrid work, and highlights the need to evaluate psychosocial risk factors. The review provides insights into the changing landscape of work and the importance of addressing psychosocial factors to promote employee well-being and organizational effectiveness.

Stress and burnout in the context of workplace psychosocial factors among mental health professionals during the later waves of the COVID-19 pandemic in Hungary.

While literature is abundant on the negative mental health impact of the COVID-19 outbreak, few studies focus on the Central and Eastern European region. We examined stress, burnout, and sleeping troubles among mental health professionals in the context of psychosocial risk factors related to participation in COVID care during the fourth and fifth waves. Mental health professionals (N=268) completed an online cross-sectional survey in Hungary, between November 2021 and April 2022. Of the respondents, 58.2% directly participated in COVID care. The main data collection instrument was the Copenhagen Psychosocial Questionnaire (COPSOQ II), including 20 subscales on work-related psychosocial factors and 3 outcome scales (stress, burnout, and sleeping troubles). We added a question on competence transgression, and items on sociodemographic and professional background. Participation in COVID care was associated with higher work pace (59.08 versus 49.78), more role conflicts (55.21 versus 45.93), lower scores on the influence at work (38.18 versus 51.79), predictability (44.71 versus 57.03), reward (55.82 versus 65.03), role clarity (70.19 versus 75.37), social support from supervisor (59.24 versus 65.55), job satisfaction (54.36 versus 62.84), trust regarding management (55.89 versus 67.86), justice and respect (44.51 versus 54.35) scales. Among those involved in COVID care, only the stress score was higher (47.96 vs. 42.35) in the total sample; however, among psychiatrists, both stress (52.16 vs. 38.60) and burnout scores (58.30 vs. 47.06) were higher. Stepwise multiple regression revealed that work-family conflict, emotional demands and workplace commitment were independent predictors of higher stress and burnout scores; furthermore, competence transgression had a significant effect on stress, and being a psychiatric specialist had a significant effect on burnout. These models explained 40.5% of the variance for stress and 39.8% for burnout. During the fourth and fifth waves, although COVID care was more well-organized, psychiatrists, as specialist physicians responsible for the quality of the care, were still experiencing challenges regarding their competence and influence at work, which may explain their increased levels of stress and burnout.

Influence of Perceived Job Demands on Professional Quality of Life and Turnover Intentions of Haematology Nurses: A Cross-Sectional Study

Background. Haematology nurses in Singapore experience a highly stressful work environment and increased workload due to the growing number of patients and complex treatment regimens. High job demands can lead to burnout and high staff turnover rates, which compromises the quality of patient care. Aims. To assess perceived work demands, levels of social support from colleagues, professional quality of life (ProQOL), and turnover intentions among haematology nurses and examine whether demographic and occupational characteristics, perceived job demands, and support were associated with ProQOL and turnover intentions. Design. A descriptive, correlational, and cross-sectional design was used in this study. Methods. A convenience sample of 60 haematology nurses working at a tertiary hospital in Singapore completed a self-administered survey. Perceived job demands, support from colleagues, ProQOL, and turnover intentions were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ III), Professional Quality of Life Scale version 5 (ProQOL5), and Turnover Intention Scale (TIS-6). Descriptive statistics, chi-square test, and multiple linear regressions were employed for data analysis. Results. Haematology nurses face high cognitive and emotional demands and receive high levels of support from colleagues at work. The majority of the participants reported moderate to high levels of compassion satisfaction (78.3%), burnout (76.7%), and secondary traumatic stress (81.7%). 53.3% of the participants expressed their intention to leave. Perceived job demands were significant predictors of haematology nurses’ ProQOL and turnover intentions. Compassion fatigue also significantly predicts turnover intentions. Conclusion. The high levels of burnout and secondary traumatic stress reported by haematology nurses highlight an urgent need to implement strategies to help nurses cope with the high work demands and reduce their levels of compassion fatigue. Implications for Nursing Management. The findings in this study can help nursing leaders understand haematology nurses’ perceived job demands and ProQOL, to develop strategies to improve the workplace environment and retention.

Work characteristics, job satisfaction and intention to leave: a cross-sectional survey of advanced nurse practitioners

Background Advanced Nurse Practitioners (ANPs) are highly skilled health care professionals with the potential to play a major role in improving the quality and accessibility of health care services. However, there is emerging evidence of disquiet among nurse practitioners who often work in suboptimal work environments. Therefore, it is important to understand the elements that contribute to ANPs’ job satisfaction and retention in healthcare services. Aim To examine the effects of commitment to the workplace, work engagement, and influence at work on job satisfaction and intention to leave of ANPs. Methods A total of 153 ANP’s on the advanced practice section of the Nursing and Midwifery Board of Ireland register completed a web survey between July and August 2020. Independent variables (commitment to the workplace, work engagement, and influence at work) were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ). Multivariable logistic regression models were used to investigate the association between dependent and independent variables. Results Participants who reported higher levels of influence at work and higher levels of commitment to the workplace were also satisfied in their job (OR 1.05, 95% CI 1.01-1.09, p = 0.025), (OR 1.10, 95% CI 1.06–1.14, p < 0.001) respectively. Additionally, ANPs with higher levels of commitment to work were significantly less likely to leave their role (OR 0.94, 95% CI .92–.96, p < 0.001). Conclusion Healthcare organisations can improve job satisfaction and decrease intention to leave by creating environments in which ANPs are supported by their colleagues and supervisors, and facilitate their practice to the full extent of their capabilities.

Das Homeoffice-Modul in der Gefährdungsbeurteilung psychischer Belastung mit dem COPSOQ – Genese und Ergebnisse

The homeoffice module in the risk assessment of mental stress with the COPSOQ: Genesis and results Objective: The shifting of work to the private, domestic sphere was an important health protection measure in the COVID-19 pandemic. It was intended to reduce transmission of the virus by reducing contact. In the case of risk assessment of mental stress based on the Copenhagen Psychosocial Questionnaire (COPSOQ), it has since become possible to use questions about the homeoffice („COVID-19 module“ until 2022, now „homeoffice module“). This offers an opportunity to link „working from home“ with all scales covered by the COPSOQ. Methods: It is now possible to analyse the data of about 34,000 respondents who have expressed opinions on working from home during or after the pandemic. Firstly, all the items and scales (value range: 0–100) are subjected to descriptive analysis and subgroup comparison. This is followed by analysing the correlations with other COPSOQ scales. Results: Homeoffice equipment, communication with colleagues and supervisors, and overall satisfaction tend to be rated positively. The evaluations of employees with a homeoffice deviate in some areas from those of the other respondents (influence at work: + 8.0 points; separation of work and private life: + 12.7 points). Differences are somewhat smaller in the field of social relationships. The comparison of the current with the desired extent of the homeoffice points towards moderate expansion. Conclusions: No blanket statement can be made as to the extent to which working from home is advantageous or disadvantageous. Apart from the tendency towards higher demands with increased influence, much seems to depend on the specific setting in a company. It is no longer possible to imagine life without the homeoffice and the questions in an add-on module to the COPSOQ can consider this along with other forms of work in the risk assessment and link it with other stresses and strains. Keywords: COPSOQ – risk assessment – psychological strain – work – homeoffice

Digital stressors and resources perceived by emergency physicians and associations to their digital stress perception, mental health, job satisfaction and work engagement

BackgroundDigital technologies are increasingly being integrated into healthcare settings, including emergency departments, with the potential to improve efficiency and patient care. Although digitalisation promises many benefits, the use of digital technologies can also introduce new stressors and challenges among medical staff, which may result in the development of various negative work and health outcomes. Therefore, this study aims to identify existing digital stressors and resources among emergency physicians, examine associations with various work- and health-related parameters, and finally identify the potential need for preventive measures.MethodsIn this quantitative cross-sectional study, an online questionnaire was used to examine the relationship between digital stressors (technostress creators), digital resources (technostress inhibitors), technostress perception as well as mental health, job satisfaction and work engagement among 204 physicians working in German emergency medicine departments. Data collection lasted from December 2022 to April 2023. Validated scales were used for the questionnaire (e.g. “Technostress”-scale and the Copenhagen Psychosocial Questionnaire (COPSOQ). Descriptive and multiple regression analyses were run to test explorative assumptions.ResultsThe study found medium levels of technostress perception among the participating emergency physicians as well as low levels of persisting technostress inhibitors. The queried physicians on average reported medium levels of exhaustion symptoms, high levels of work engagement and job satisfaction. Significant associations between digital stressors and work- as well as health-related outcomes were analyzed.ConclusionThis study provides a preliminary assessment of the persistence of digital stressors, digital resources and technostress levels, and their potential impact on relevant health and work-related outcomes, among physicians working in German emergency departments. Understanding and mitigating these stressors is essential to promote the well-being of physicians and ensure optimal patient care. As digitisation processes will continue to increase, the need for preventive support measures in dealing with technology stressors is obvious and should be expanded accordingly in the clinics. By integrating such support into everyday hospital life, medical staff in emergency departments can better focus on patient care and mitigate potential stress factors associated with digital technologies.

Development and validation of a questionnaire for measuring team cohesion: the Erlangen Team Cohesion at Work Scale (ETC)

BackgroundTeam cohesion is a crucial factor when it comes to job satisfaction and turnovers. However, in Germany, economic measures for team cohesion are scarce. The aim of this study was to develop and validate an economic self-report questionnaire for measuring team cohesion in a work setting in health care.MethodsThe questionnaire was developed in a stepwise procedure. After item analysis, exploratory factor analysis was conducted to assess factor structure. Reliability was tested via internal consistency. To assess convergent and divergent validity, we applied the Copenhagen Psychosocial Questionnaire (COPSOQ), the Perceived Cohesion Scale (PCS), the ENRICHD Social Support Inventory (ESSI), the Effort-Reward Imbalance Scale (ERI) and the Patient Health Questionnaire (PHQ-4), respectively.ResultsThe pilot version was tested in a sample of n = 126 adult nurses. Item analysis resulted in a total of 13 items for the final version. Exploratory factor analysis indicated a two-factor structure. Internal consistency for the two subscales was good, with α = 0.88 and α = 0.84, respectively. Convergent validity with the subscales of COPSOQ and PCS was moderate to high (r =.26– r =.64). For divergent validity, correlations with the ESSI were low (r =.01– r = -.09). We further found significant correlations with depression symptoms (r=-.22– r=-.37), as well as reward (ERI) (r =.41 -r =.47) and effort (ERI) (r=-.20 - r = -.24).ConclusionsWe developed and validated the Erlangen Team Cohesion at Work Scale (ETC), a self-report measure for team cohesion with very good psychometric properties. Due to its economic deployment, it is suitable for measuring team cohesion in work settings, especially in health care.

Hubungan Postur Kerja Pengguna Komputer Dengan Keluhan Muskuloskeletal Pada Staf Logistik Jakarta Timur

Background: Working using computer or also known as video display terminal (VDT) is a work which have a high risk of musculoskeletal disorder. The posture of body during work is one of the factors which may have effect on musculoskeletal disorder. Objective: The research was to discover the correlation of the working posture of computer user two towards musculoskeletal disorder on the Staffs of X Logistics East Jakarta. Methods: The research used cross sectional while the sampling was conducted using purposive sampling technique. The amount of sample for quantitative research is 79 respondents, while the amount of sample for qualitative research is 8 respondents. Respondents were analyzed using Rapid Office Strain Assessment (ROSA), Nordic Body Map (NBM), Global Physical Activity Questionnaire (GPAQ) version 2 and Copenhagen Psychosocial Questionnaire III (CopSoq III). Results: The result of research showed that, from 79 respondents, there were (45.6%) low category musculoskeletal disorder and (54.4%) moderate category musculoskeletal disorder. Statistical test analysis with Chi Square test (CI=95% and = 5%) showed the results of correlation between individual factors and musculoskeletal disorder, namely age (p=0.002), gender (p=0.000), physical activity (p=0.017) , duration of work (p=0.000), and unrelated factors, namely smoking habits (p=0.288), and work posture (p=0.641), chairs (p=1), desks (p=0.464), psychosocial (p=0.286), work demands (p=0.805), organizational characteristics and work content (p=1), interpersonal relationships at work and leadership (p=0.540). Conclusion: Based on the analysis, the factors which influenced musculoskeletal disorder on Staffs of X Logistics in East Jakarta are age, gender, physical activity, and duration of work.

Workload and psychosocial risks among nurses in mental health and psychiatry in Chile.

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.

Applicative Study on Work Related Stress in Transport Field

The paper presents some results of an applicative study on work related stress in transport activities. The premises of this research derived from a pilot study concerning psychosocial risk factors that could determine work related stress and effects on work behaviour and health state that was developed involving five fields of activity with high exposure on work related stress (education, health, transport, banks, financial consulting). The study aimed to identify the main psychosocial risk factors in transport field and to analyse the specific results in correlation with the outcomes of the pilot study. A complex ergonomic methodology was used, and one of the main instruments used to identify psychosocial factors was the Romanian version of Copenhagen Psychosocial Questionnaire (COPSOQ).

Exploring the potential of stratum corneum biomarkers for assessing psychological distress in health care workers: An observational pilot study.

The detection of biomarkers of a stress response in the stratum corneum (SC) could be used as objective assessment of early stress symptoms and monitoring of stress reduction interventions in health care workers (HCWs). The aim of this study is to explore SC biomarkers of immune and hormonal response and skin barrier for assessment of psychological distress (PD) in HCWs. Twenty-five female HCWs and 25 non-HCWs participated. SC samples were collected using adhesive tapes at baseline and 3-5 days later (T1). We analyzed 24 biomarkers (immunological, vascular, hormones, and natural moisturizing factors). Stress symptoms were assessed using three scales of Copenhagen Psychosocial Questionnaire. The study involved: identifying SC biomarkers, correlating stress symptoms and biomarkers at baseline and T1, examining stress symptoms between the groups with a Mann-Whitney test, comparing stress symptoms and biomarkers between groups using Ordinary Least Regression and investigating temporal variability of SC biomarkers at baseline and T1 using a Wilcoxon-signed rank. Fourteen SC biomarkers were identified. We found correlations between general stress and "IL18" (r = 0.55) physical stress and "IL1b" (r = 0.36) and cognitive stress and "MIP3a" (r = 0.38) at baseline and general stress and cortisol (r = -0.49), physical stress and cortisol (r = -0.60) and cortisone (r = -0.67) at T1. We found no differences in stress symptoms and biomarkers between the groups, except for "MIP3a" at baseline. Differences in the biomarker levels between two time points were found for "TARC," "VEGFA," "ILRA," "IL1RA/IL1a," "NMF," and "DHEA." The SC can be suitable biological material to assess biomarkers related to immune response, hormonal response, and skin barrier function. The SC biomarkers, showed strong, moderate and weak correlations with stress symptoms. Notably, these associations include cytokines of innate immunity and well-known stress hormones, cortisol and cortisone.

The Role of Job Control and Coping Strategies as Moderators in the Effect of Emotional Demands on Burnout in Health Workers

Health workers have jobs that have a heavy burden. Long and uncertain working hours and patients with various characteristics and diseases cause health workers to have high burnout levels. This study aims to see the role of job control and coping strategies as a moderator in the effect of emotional job demands on burnout. This research is a cross-sectional quantitative study with a sample of 142 health workers. This study uses instruments from the Oldenburg Burnout Inventory, Copenhagen Psychosocial Questionnaire II (COPSOQ II), Copenhagen Psychosocial Questionnaire, and Brief COPE Inventory (Coping Orientation to Problems Experienced). Data processing uses process macro moderation analysis by Andrew F. Hayes through the SPSS Program. The study results show that job control moderates emotional job demands and the exhaustion dimension of burnout. Meanwhile, coping strategies, problem-focused or emotion-focused coping moderates between emotional job demands and the burnout dimension of disengagement. The workplace of health workers can provide job control by the position and work of the workers, which are still within the limits of their authority and responsibility. Health workers can also be given activities or programs that can improve their coping skills, either those that focus on behavior or those that focus on emotions.

Registered nurses’ exposure to workplace aggression in Norway: 12-month prevalence rates, perpetrators, and current turnover intention

BackgroundIdentifying occupational health hazards among Registered Nurses (RNs) and other health personnel and implementing effective preventive measures are crucial to the long-term sustainability of health services. The objectives of this study were (1) to assess the 12-month prevalence rates of exposure to workplace aggression, including physical violence, threats of violence, sexual harassment, and bullying; (2) to identify whether the perpetrators were colleagues, managers, subordinates, or patients and their relatives; (3) to determine whether previous exposure to these hazards was associated with RNs’ current turnover intention; and (4) to frame workplace aggression from an occupational health and safety perspective.MethodsThe third version of the Copenhagen Psychosocial Questionnaire (COPSOQ III) was used to assess RNs’ exposure to workplace aggression and turnover intention. A national sample of 8,800 RNs in Norway, representative of the entire population of registered nurses in terms of gender and geography, was analysed. Binary and ordinal logistic regression analyses were conducted, and odds for exposure and intention to leave are presented, with and without controls for RNs’ gender, age, and the type of health service they work in.ResultsThe 12-month prevalence rates for exposure were 17.0% for physical violence, 32.5% for threats of violence, 12.6% for sexual harassment, and 10.5% for bullying. In total, 42.6% of the RNs had experienced at least one of these types of exposure during the past 12 months, and exposure to more than one of these hazards was common. Most perpetrators who committed physical acts and sexual harassment were patients, while bullying was usually committed by colleagues. There was a strong statistical association between exposure to all types of workplace aggression and RNs’ intention to leave. The strongest association was for bullying, which greatly increased the odds of looking for work elsewhere.ConclusionsEfforts to prevent exposure to workplace aggression should be emphasised to retain health personnel and to secure the supply of skilled healthcare workers. The results indicate a need for improvements. To ensure the sustainability of health services, labour and health authorities should join forces to develop effective workplace measures to strengthen prevention, mitigation, and preparedness regarding incidents of workplace aggression in health services and the response and recovery regarding incidents that could not be prevented.

The prevalence of occupational burnout and its individual and situational predictors among addiction therapists.

This study assesses the prevalence and individual and organizational predictors of occupational burnout among addiction therapists. A total of 452 addiction therapists from a representative sample of 184 Polish alcohol treatment facilities (outpatient and inpatient) participated in the study (facility response rate = 42%). The Oldenburg Burnout Inventory was used to measure occupational burnout, and 15 subscales of the Copenhagen Psychosocial Questionnaire II were administered to assess psychosocial work conditions. In addition, the Coronavirus Anxiety Scale, the Hospital Anxiety and Depression Scale and the abbreviated six-item De Jong Gierveld Loneliness Scale measured other important dimensions of addiction therapists' psychosocial functioning. Logistic regression was used for the analysis of the data. Occupational burnout was noticeably prevalent in the study group: 62% of respondents experienced exhaustion and 50% experienced disengagement from work, both to at least a moderate degree. Situational (organizational) variables were the most important predictors, explaining much more of the variance in both dimensions of burnout than the individual factors, of which only depression was significantly related to higher levels of exhaustion. Coronavirus anxiety played a marginal role in explaining the severity of burnout. The current study is one of the first attempts to assess the level of occupational burnout among addiction therapists and to comprehensively investigate the factors contributing to it. The findings provide useful information for the development of interventions aimed at preventing or reducing burnout in this professional group.

Examining the health and functioning status of medical laboratory professionals in Ontario, Canada: an exploratory study during the COVID-19 pandemic

ObjectivesThis study aims to explore the overall and specific aspects of the functioning of medical laboratory professionals (MLPs) in Ontario, Canada during the COVID-19 pandemic.DesignA cross-sectional analysis where a questionnaire...

Psychosocial burdens in palliative care – a longitudinal cohort study in nursing homes and impacts of the COVID-19 pandemic

BackgroundIn Germany, palliative care in nursing homes is becoming increasingly important. Simultaneously, nursing homes are particularly affected by the COVID-19 pandemic due to their vulnerable residents leading to increased burdens for nursing staff. Although a separate unit for palliative care may not be present in nursing homes as it is in, e.g., hospitals, palliative care occupies a large portion of the workday in nursing homes. As no study addressing this topic could be found, this study focused on the research questions of how the psychosocial burdens faced by nursing staff in palliative care have been affected by the COVID-19 pandemic and how those burdens differ from the psychosocial burdens encountered in general care.MethodsBasen on a longitudinal cohort study design, a total of 113 nurses, nursing assistants and caregivers drawn from two nursing homes in North Rhine-Westphalia, Germany, were surveyed pre-pandemic in 2019 and during the pandemic in 2022 using the Copenhagen Psychosocial Questionnaire (COPSOQ) III. Data were examined descriptively following the standardised COPSOQ procedure. Additionally, chi-squared test was conducted to investigate the homogeneity between the groups. Mean differences (MD) were provided and Cohen’s d was calculated to evaluate relevant differences in psychosocial burdens between 2019 and 2022. In a second step, t-tests were performed to test statistical significance.ResultsRelevant positive changes could be identified in ‘Quantitative demands’ (d = 0.321; MD = 5.9), ‘Influence at work’ (d = 0.244; MD = 5.4), ‘Job insecurity’ (d = 0.321; MD = 6.5), ‘Insecurity over working conditions’ (d = 0.296; MD = 6.8), ‘Burnout symptoms related to residents’ (d = 0.201; MD = 3.8), ‘Degrees of freedom’ (d = 0.455; MD = 9.6) and ‘Presenteeism’ (d = 0.425; MD = 11.8). Relevant negative changes were found in ‘Dissolution’ (d = 0.217; MD = 5.4; i.e., setting boundaries between work and private life), ‘Role conflicts’ (d = 0.282; MD = 5.5), ‘Role clarity’ (d = 0.251; MD = 3.3) and ‘Burnout symptoms related to relatives’ (d = 0.318; MD = 6.0). Relevant changes that were statistically significant according to the t-test could be identified in ‘Degrees of freedom’ (t-value=-2.40; p = 0.018) and ‘Presenteeism’ (t-value = 2.26; p = 0.026). Responses to questions concerning nursing homes’ handling of the COVID-19 pandemic exhibited a mean score of 68.2 for ‘Organisation/communication’ and a mean score of 78.1 concerning ‘Operational measures and overall assessment’ during the COVID-19 pandemic.ConclusionsBesides negative changes during the COVID-19 pandemic, some categories showed more positive results. The burdens of palliative care in nursing homes may be perceived differently than those of general care in nursing homes. Furthermore, the results indicate that perceptions of challenges in palliative care in nursing homes during the pandemic seem to be highly dependent on organisational working conditions and support that can strengthen the individual resources and resilience of the staff.

Exploring the aftermath: Work demands, workplace violence, and job satisfaction among nurses in a public hospital in the post-COVID-19 era.

Despite the shift from the COVID-19 pandemic to an endemic phase, many individuals, including nurses, may still be facing psychosocial challenges after enduring three years of the pandemic. Although the anticipation that psychosocial issues, such as work demand and workplace violence, have diminished and nurses' job satisfaction has improved, there is a scarcity of studies in Indonesia investigating this matter. This study aimed to 1) explore the current state of nurses' work demands, workplace violence, and job satisfaction and 2) examine the relationships between work demands, workplace violence, and respondents' characteristics with nurses' job satisfaction. The study employed a cross-sectional survey design involving 247 nurses from a regional general hospital in Jakarta, Indonesia. Simple random sampling was used to select the participants, and the Copenhagen Psychosocial Questionnaire (COPSOQ) III was used for data collection. Data were analyzed using multiple linear regression. The types of cognitive demands (M = 12.46, SD = 3.461), demands for hiding emotion (M = 11.66, SD = 3.554), and work pace (M = 9.87, SD = 2.847) scored an average close to or within the "sometimes/quite extensive" range on the scale. All types of workplace violence and conflicts occurred among nurses (Mean range = 1.21-2.57). Nurses perceived themselves as fairly satisfied with their job (M = 18.47, SD = 3.18). The results of the multiple linear regression indicated that nurses' job satisfaction was predominantly influenced by workplace violence (β = -0.191), followed by the type of care unit (β = -0.167) and work demands (β = -0.126). These factors collectively accounted for 9.1% of the variance in the job satisfaction variable (R2 = 0.091, p <0.005). Despite the decreasing number of COVID-19 cases, nurses still experience high work demands and continue to face workplace violence. These factors, as well as the type of care unit, influence nurses' job satisfaction. Therefore, further actions need to be taken by hospital management to address these psychosocial conditions. It is recommended that future research explore the role of nurse managers in managing the psychosocial factors associated with these three factors.

Working conditions and self-efficacy among users of psychotherapeutic consultation at work

Abstract Introduction Psychotherapeutic consultation at work (PT-A) aims to prevent sickness absence and to facilitate return to work by offering early intervention and treatment for employees with (subclinical) symptoms of mental disorders. PT-A specifically considers work-related aspects to increase occupational self-efficacy, which is a predictor for work ability and return to work. This study investigates which psychosocial working conditions are related with occupational self-efficacy among employees who enrolled for PT-A. Methods This cross-sectional analysis uses baseline data of 536 participants of a randomized controlled trial (friaa-study) investigating the effect of PT-A in Germany. Psychosocial working conditions were measured by the Copenhagen Psychosocial Questionnaire (COPSOQ) using the following subscales: quantitative and emotional demands, decision authority, possibilities for development, leadership quality and social support. Occupational self-efficacy was measured by the short form of the Occupational Self-Efficacy Scale. Associations between psychosocial working conditions and occupational self-efficacy are calculated by multiple linear regression. Results Quantitative job demands are negatively (b=-0.118, SE = 0.047, p&amp;lt;.05) and possibilities for development (b = 0.284, SE = 0.049, p&amp;lt;.001) are positively associated with occupational self-efficacy. Interactions between sex and decision authority (b = 0.228, SE = 0.097, p&amp;lt;.05) and social support (b=-0.273, SE = 0.101, p&amp;lt;.05) suggest that occupational self-efficacy is only associated with social support among male and only associated with decision authority among female participants. Conclusions Results suggest that psychosocial working conditions and particularly quantitative job demands, decision authority, possibilities for development and social support should be addressed during PT-A. However, longitudinal data ought to shed light on the causal relationships between working conditions and occupational self-efficacy. Key messages • Results suggest that adverse psychosocial working conditions are related to lower levels of occupational self-efficacy among users or PT-A. • It might therefore be useful to address psychosocial working conditions with employees visiting PT-A.