Current Workplace Research Articles

Teachers navigating the diversified Swedish school market: lock-in and exclusion in the local labour market

ABSTRACT This study examines the consequences that a highly diversified school market has on the teacher labour market. By interviewing 43 teachers in two different local school markets, one large and highly segregated and one smaller and less segregated, the teacher´s views and attitudes towards competing schools, different working conditions and educational ideas have been analysed. The results indicate that teachers in the more segregated school market compare their current workplace to others in terms of pupil composition. In the less segregated school market, there are small differences in terms of pupil composition, and the comparisons tend to focus on differences in organisational or educational ideas. The study shows that teachers are locked into various types of schools, where the diversity of the schools themselves is a consequence of the emerging diversification of the school market. The nature of the locking-in effects can be connected to the characteristics of the diversification in the local school market.

Problem-based learning is helpful in encouraging academic institutions to strive for excellence: perceptions of Sudanese physiologists as an illustration

BackgroundProblem-based learning (PBL) is a well-known teaching method which promotes self-directed learning (SDL) in many medical programs worldwide. This study aimed to examine the perceptions of Sudanese physiologists on applying PBL in teaching their physiology courses or sessions.MethodsA cross-sectional survey was conducted with 82 physiologists (70% of the total Sudanese physiologists). The data were collected using questionnaires that included questions about attitudes towards, effectiveness of, and barriers to PBL implementation. The internal reliability of the questionnaire (over 0.7) was good, as measured by Cronbach’s alpha. The Mann‒Whitney U test, Kruskal–Wallis test, multiple linear regression and correlation (Spearman) analysis were performed to assess various factors associated with physiologists’ perceptions of the research domains.ResultsPhysiologists generally had a positive attitude (overall score percentage of 76.9 ± 23.97%) towards PBL compared to other teaching methods and had good perceptions of the effects of PBL (overall score percentage of 77.1 ± 25.13%) on the student learning process. Furthermore, physiologists had a notable knowledge gap about common challenges affecting PBL application (overall score percentage was 56.93 ± 19.43%) at their relevant institutes. Physiologists’ perceptions of common factors affecting PBL application were significantly related to participants currently working inside or outside Sudan (p value = 0.010) and applying PBL at their relevant institutes (p value = 0.008). In addition, the attitude score was significantly associated with the current workplace (governmental/private) classification (B= -14.083, p = 0.031). Additionally, attitude toward PBL had a significant positive correlation with age (r = 0.233, p = 0.005) and the perception score of PBL’s effects on students’ learning processes (r = 0.788, p < 0.001).ConclusionIn general, physiologists have good attitudes towards and perceptions of PBL’s effectiveness, although they are unaware of the main challenges that PBL faces. The findings of this study can help the Federal Ministry of Higher Education make informed decisions about how to improve teaching methodology by implementing such novel approaches.

Person-environment fit, turnover intention and satisfaction with life. The role of seniority

BackgroundBased on the person-environment fit model, we examined how occupational stress and job satisfaction are correlated with an intention to leave the current workplace or profession and life satisfaction in two groups of midwives with low and high experience.Participants and procedureData were collected between March and December 2022 using a set of psychological questionnaires. Low-experienced mid-wives (n = 152) and high-experienced midwives (n = 174) participated in the study. Multigroup path analysis was used to analyze the data.ResultsResearch has shown that midwives of varying levels of seniority experience similar levels of general occupational stress, job satisfaction, intentions to leave their current workplace or profession, and life satisfaction. The study found a negative corre-lation between occupational stress and job satisfaction and life satisfaction in both groups. The correlation between job satisfaction and the intention to leave the current workplace or profession was significantly negative only among low-experienced midwives. In high-experienced midwives, the relationship between stress and the intention to leave the current workplace or profession was direct. In the group of low-experienced midwives, links between occupational stress and all outcome variables were completely mediated by job satisfaction.ConclusionsOur study demonstrates that degree of person-environment fit accurately predicts the positive and negative consequences of working conditions for behavior both at work and outside of work. The correlations between stress at work, thoughts of leaving work, and the assessment of well-being differ between low- and high-experienced employees.

Professional development: a mixed methods study of Masters of Public Health alumni.

We examined the perceptions of the Master of Public Health (MPH) degree graduates regarding their personal competencies, job performance and professional development using a mixed method, explanatory sequential design. A cross-sectional, self-administered questionnaire of the Haifa School of Public Health alumni who graduated between 2005 and 2022 was disseminated to 849 graduates between March and June 2022, from which 127 responded (response rate: 14.90%). This was followed by 24 in-depth interviews with alumni from the same sample (conducted between November 2022 and March 2023). The sample included 74.8% of females with a mean age of 40.7 years, 35% of alumni agreed that the MPH degree helped them attain a promotion in their present position (in rank or salary), and 63.8% felt that the degree helped them improve their job performance and contribute to their current workplace. Most (80.3%) alumni reported not changing jobs after graduation. The interview themes revealed that the MPH contributed to their personal and professional lives, provided them with a holistic view of public health and health systems, and improved their in-depth scientific skills. The main reported barriers to professional development included missing core competencies, low salaries, and a lack of information regarding suitable jobs. Surprisingly, an MPH was not a requirement for some public health sector jobs. Alumni reported that the MPH degree contributed to improving many graduates' careers and satisfaction levels and to build their leadership competencies in public health. There seems to be a lack of coordination between the academic curriculum and the jobs available for alumni, hindering better alumni professional development. Regular discussions, information sharing, and curriculum refinements between MPH program leaders and health sector leaders might help address many of the concerns of MPH degree graduates.

How Recreational Therapists with a Disability Perceive Their Current Workplace: Perception of Climate of Inclusion, Self-Advocacy, and Occupational Self-Efficacy

High perceived levels of climate of inclusion, occupation-al self-efficacy, and self-advocacy skills in employees are beneficial to employers. Yet, it is unclear how recreational therapists with disabilities perceive their workplace's cli-mate of inclusion as well as their own self-advocacy skills and occupational self-efficacy. Therefore, the purpose of this study was two-fold: (a) to investigate the extent to which Certified Therapeutic Recreation Specialists (CTRSs) with a disabling condition perceive climate of inclusion, self-advocacy, and occupational self-advocacy in their current workplace; and (b) to explore if there are associations between climate of inclusion, self-advocacy, and occupational self-efficacy in the workplace. A con-venience sample of 77 CTRSs who identified as having a disability participated in this study. Results indicated that participants were neutral regarding the climate of inclusion at their current workplaces, are confident with their self-advocacy skills at work, and perceive their occupational self-efficacy levels to be fairly high. There are also positive associations between the three concepts of climate of inclusion, self-advocacy, and occupational self-efficacy. Future research is needed to better understand the neu-trality recreational therapists with disabilities perceive of their workplace as well as to conduct more robust studies.

What Are the Differences in Perception of Gender Disparities in Academia? A Survey of Academics from Russia

This study examines the perception of gender issues in academia in the Russian context. Specifically, the paper aims to reveal the criteria due to which academics might perceive gender-related problems in academia in different ways. The research was conducted among 901 men and women academics with Russian affiliation. The survey was presented as a 20-item anonymous online questionnaire with five major blocks, covering up various gender-related topics. By surveying men and women academics from the Russian academic environment, it reveals that most academics, in their perception, had never experienced gender inequality in the current workplaces. However, for those with such experience, the share of all given gender disparities women academics has ever encountered during their academic career is higher compared to men. The most common gender disparities, namely low chances for career promotion and barriers from rising to senior-level positions reflect career promotion gaps relevant for both men and women academics. The results also demonstrate that gender inequality is mostly not considered as a problem of academic environment but rather a social issue. In particular, most men academics and, to a lesser extent, women academics strongly disagree with considering gender inequality as the academic problem. The paper provides an example for addressing gender disparities issues for men and women academics and assessing perception of gender inequality and, conversely, equality.

The Effect of Graduate Unemployment on Career Development in Ghana

This study examines the effect of unemployed graduates in Ghana on their career development. The study adopts a mixed research methodology through a structured questionnaire and interview guide. Purposive sampling was employed for a sample of 250 respondents, including both private and public universities and Human Resource professionals in the Greater Accra region of Ghana. Based on content analysis, correlation and regression analysis techniques, the study found that the unemployment situation in Ghana can also be attributed to the programmes pursued in the universities. The study discovered that one key demographic characteristic that might influence graduate unemployment would be the age of the graduates. The study found that graduates who offered psychology, sociology, physical sciences, Mathematics, engineering, government, political studies, Health (Nursing, Doctors, etc.), arts and history normally find it difficult to be employed in Ghana. The findings of the study further demonstrated that unemployment status has a negative and significant impact on the career development of graduates. The study recommended that the majority of the teaching that goes on in our universities should be reviewed in terms of projects and skills that are relevant to the current economy and workplace demands.

A comparison of work characteristics and health status between Korean and US hospital nurses.

A rigorous examination of the occupational features across cultures helps draw policy recommendations for nurses' quality care practices and good health. This study aimed to explore the differences in work characteristics and health status between Korean and US hospital nurses. For this comparative secondary data analysis study, we constructed a dataset with 304 pairs of nurses from Korea and the United States, matched by age and gender. We used the data from the 2020 Korean Hospital Nurses Health Behaviors and Health Status study, collected from May to July 2020, and the Nurse Worklife and Wellness Study (NWWS), conducted between November 2020 and February 2021. Compared to nurses in the United States, Korean nurses rated their job-related conditions much lower, had lower intentions to stay in their current workplace and were less satisfied with their jobs. Korean nurses reported that organizational support and employee health resources were less prevalent and their levels of healthy behaviour practice and health status were lower than their US counterparts. Nurses in Korea require better practice environments and employee health support. Adequate workload and staffing levels are needed to improve job conditions for Korean nurses. Organizational support and employee health resources should always be accessible at nurses' workplaces.

Are companies ethically justified in offering nonmedical egg freezing as an employee benefit?

All over the world, many companies are including oocyte cryopreservation for nonmedical reasons, also popularly known as nonmedical egg freezing (NMEF), within their employee benefits packages. However, it is important to ask whether companies are ethically justified in offering NMEF as a benefit for their employees. The inclusion of NMEF within companies' employee benefits packages could be ethically justified in two ways. On the one hand, company-sponsored NMEF can serve as a strategy to mitigate or eliminate gender inequalities in the workplace, such as female underrepresentation in positions of authority and leadership and the so-called work/motherhood conflict. On the other hand, company-sponsored NMEF can be a means to expand women's reproductive autonomy by making egg freezing accessible to those women who are not able to afford it otherwise. This article calls into question these ethical justifications. We argue that by offering NMEF as an employee benefit, companies maintain current workplace inequalities and impose an option for women with multiple risks and externalities. Therefore, companies' offering of NMEF benefits cannot be ethically justified. Furthermore, we argue that companies that offer NMEF benefits incur fiduciary responsibilities related to the physiological, emotional, psychological, and financial costs of the use of company-sponsored NMEF.

Factors associated with the non-retention of health sector employees recruited in Iran: a survival analysis

BackgroundHealth staff are an essential component of the health system and a significant factor in improving health outcomes. As a result, without a suitable number of trained and supported workforces, health-related goals will not be achieved. As a result, one of the most significant tasks of the government and healthcare human resource management in healthcare organizations is focusing on development and maintenance of personnel.MethodThis study was a longitudinal and historical cohort study. Data was collected on the 40 medical universities and healthcare organizations under the jurisdiction of Iran Ministry of Health and Medical Education from 2008 to 2018 from the human resources database. In this study the COX regression and survival analysis was used to assess the factors of staff maintenance, retention rate, and the risk of turnover.Result46,939 health workforces were included in the study, of which 13,328 (28.4%) were men and 33,611 (71.6%) were women. Based on the finding of cox regression model, the retention of staff were statistically different between male and female. Employees whose current work place and birthplace were similar had a significantly higher probability of retention. Accordingly, the cox regression result showed, the risk of employee turnover for single personnel was higher than the married ones.Conclusionan applicable policy for increasing maintenance among workforce recruitment, could be considering the native born professionals instead of non-natives born which reduce the costs of employee turnover, including re-hiring, initial and on-the-job training, housing, and other extra living expenses away from home and family.

Prevalence and Factors Associated With Occupational Noise-Induced Hearing Loss Among Palm Oil Mill Workers in Selangor, Malaysia.

Introduction Occupational noise-induced hearing loss (NIHL) continues to be a significant public health issue globally, with Malaysia being no exception. In Malaysia, the majority of NIHL cases are reported from the manufacturing sector, with Selangor among the states with the highest number of confirmed cases. This study aimed to assess the prevalence of and factors associated with occupational NIHL among palm oil mill workers in Selangor, Malaysia. Methods A cross-sectional study was conducted to analyze the data from the data collection form, noise risk assessment reports, and audiometric test results done between 2021 and 2022 with a comparable baseline audiometric test. Results A total of 143 participants from three palm oil mills joined this study. The prevalence of NIHL was 42.7% (n = 61). Following the logistic regression model, NIHL was significantly associated with a duration of employment of 10 years and above, a history of occupational noise exposure at the previous workplace, and the use of personal hearing protectors at the current workplace with an adjusted OR of 2.41 (95% CI (1.14, 5.07)), 5.89 (95% CI (2.38, 14.53)), and 0.36 (95% CI (0.16, 0.83)), respectively. Conclusion The prevalence of NIHL among the study participants was high, and the associated factors are modifiable factors that can be prevented with a comprehensive hearing conservation program in the palm oil mills.

Impact of COVID-19 on Sleep, Anxiety, and Depression Among Medical Call Center Staff: Insights from a January 2021 Study.

BACKGROUND The COVID-19 outbreak emerged as a dual threat, effecting both the physical and mental well-being of healthcare staff. This study aimed to evaluate sleep quality using the Pittsburgh Sleep Quality Index (PSQI), levels of anxiety and depression using the Hospital Anxiety Depression Scale (HADS), and the significant influencing factors during COVID-19 pandemic in 284 workers in a medical call center in January 2021. MATERIAL AND METHODS Out of 443 pre-hospital care providers, 284 consented to participate. Data collection was done using an introductory information form, the PSQI for sleep quality, and the HADS for anxiety (HADS-A) and depression (HADS-D). Surveys were hosted on an online survey website and distributed via WhatsApp, with completed forms retrieved from the website. RESULTS Male sex (P=0.0001) and extended working hours in current workplace (P=0.017) were associated with higher HADS-A scores. Health problems, increased need for mental support, and poor job satisfaction correlated with lower HADS-D scores (P=0.025, P=0.005, P=0.0001, respectively) and higher PSQI scores (P=0.008, P=0.009, P=0.008, respectively). A moderately significant positive correlation was found between overall sleep quality and HADS-A (P=0.001, r=0.538) and HADS-D scores (P=0.001, r=0.493). CONCLUSIONS The pandemic significantly impacted the mental health and sleep quality of frontline healthcare personnel, necessitating the identification and mitigation of adverse psychosocial factors. Implementing and evaluating psychoeducational programs and establishing multidisciplinary mental health teams can provide for essential support and counseling, promoting the well-being of healthcare staff and ensuring effective emergency care.

Timings, Reporting Procedures About Violence Incident and Encouragement to Report WPV Among Health Care Workers

Objective: To evaluate and gain insight about timings, reporting procedures and encouragement to report workplace violence events among HCW’s of Multan Methodology: Using a World Health Organization (WHO) tool, a cross-sectional study was carried out at emergency department of hospital in Multan from June to August 2019. Quantitative data on various aspects of the workplace violence (WPV) amongst 164-universally-sampled healthcare workers was collected. Results: There were 167 healthcare workers; 97 of them were men and 67 were women. 98 (60%) reported violence at some point in their employment. Almost half of the participants (44.5%) most frequently worked with children &lt; 10 years, whereas 13.4% treat elder patients. Talking about worriedness about violence in current workplace, 22.6% subjects were very worried in comparison to 56% little bit worried. One third subjects in this study reported that physical violence incident happened during the morning shift and 1st day of week. All HCW’s said that there are procedures for reporting of violence at their workplace, they know how to use them &amp; there is an encouragement to report WPV as well. 92.7% &amp; 2.4% partakers said that encouragement was from colleague &amp; management / employer respectively Conclusion: Mostly, violence was reported at 1st working day of the week and there were reporting procedures and an encouragement to report those events as well. Local, state, and federal initiatives are required to modify policies in future to address workplace violence in the healthcare sector.

Labor market trends and the need for reengineering higher education

The dynamics of the labor market have changed considerably and are currently experiencing a major shift. The skill levels that used to be enough in the workplace have become inadequate for the current workplace requirements. At least in the case of the United States, the kind of jobs that allowed work from home during the pandemic typically required college education; this may be a silver lining for colleges. Coupled with this, the admission test optional policies opened the doors of colleges for many otherwise disadvantaged students. The life cycle duration of technical skills has become shorter than ever before. Issues in innovation, demographic shifts, socio-cultural issues, aging population and technological advances are driving educators, employers, and policy makers to re-examine higher education to address the skill gaps currently existing in the workplace. This paper brainstorms some of these topics and propose solutions for policy makers.

Healthcare professionals' competencies and confidence in managing hospitalized patients with type 2 diabetes.

In hospitals, 15%-20% of patients have diabetes. Therefore, all healthcare professionals (HCPs) must have a basic knowledge of in-hospital diabetes management. This survey assessed the knowledge of diabetes among HCPs in Denmark. A 27-item questionnaire was developed and reviewed independently before the survey was distributed. The questionnaire contained seven baseline questions on the HCPs' current workplace, educational level, usual shift routines and years of experience, 18 multiple-choice questions and 2 cases. A total of 252 completed questionnaires were returned by 133 (52.8%) physicians, 101 (40.1%) nurses and 18 (7.1%) healthcare assistants. HCPs answered 50% of the questions correctly. Having experience from endocrinological departments increased the correct response score (0%-100%) by 6.2% points (95% CI 0.3-12.1) (p = 0.039) and 3.1% points (95% CI 1.5-4.7) for every increase in confidence level on a scale from 1 to 10 (p < 0.001). HCPs scored 8 out of 10 on a confidence level scale on average. In a fictive case, 50% of HCPs administered the correct bolus insulin dose. Hyperglycaemia (>10.0 mmol/L) and hypoglycaemia (<3.9 mmol/L) were correctly identified by around 40% of HCPs. Hypoglycaemia was rated more important than hyperglycaemia by most HCPs. Significant gaps in identifying hypo- and hyperglycaemia and correct administration of bolus insulin have been identified, which could be targeted in future education for HCPs. HCPs answered 50% of questions related to in-hospital diabetes management correctly. Experience from endocrinological departments and self-rated confidence levels are associated with HCPs' in-hospital diabetes competencies.

Ergonomic of Working from Home: A Case Study of Patna District

The COVID-19 pandemic has caused a global economic crisis, resulting in a significant increase in the number of people who work from home. This study examined the variables impacting the conduct of 448 respondents who took part in a work-from-home survey designed specifically for ergonomics home office when working from home, two years after the COVID-19 virus. The survey was conducted in September 2023 and runs through November 2023. This study is unique since it looks at the ergonomic problems in Patna district connected to working from home. Respondents are invited to complete a questionnaire that will help identify ergonomic issues and potential solutions related to working from home. Video conference apps like Zoom become the main source to connect with teams. Most of the respondents feel that purchasing new technology, such as a laptop, smartphone, Wi-Fi, and other peripherals, has become first priority while working from home. During all home office setups, most of the respondents accepted moderately ergonomic, but some improvements were needed. At the starting stage of working from home most of the respondents do not have a designated room. Additionally, this research would offer corporate executives, legislators, practitioners, and HR specialists’ ideas on the necessity of reviewing the current workplaces and ergonomics surrounding.

Supporting Implementation Through Online Learning Communities: Lessons Learned From a National Training and Technical Assistance Network.

Recent implementation science frameworks highlight the role of training and technical assistance (TTA) in building workforce capacity to implement evidence-based practices (EBPs). However, evaluation of TTA is limited. We describe three case examples that highlight TTA by three regional centers in the national Mental Health Technology Transfer Center (MHTTC) network. Each MHTTC formed Learning Communities (LCs) to facilitate connections among behavioral health professionals with the goals of sharing implementation strategies, discussing best-practices, and developing problem solving techniques. Data on outcomes were collected through a combination of self-report surveys and qualitative interviews. LC participants reported strong connectedness, gains in knowledge and skills, improvements in implementation capacity, and intentions to advocate for organizational and systems-level change. Furthermore, across the case examples, we identified LC characteristics that are associated with participant perceptions of outcomes, including tailoring LC content to workforce needs, providing culturally relevant information, engaging leaders, forming connections among participants and trainers, and challenging participants' current workplace practices. These findings are interpreted through the lens of the Interactive Systems Framework, which focuses on how TTA, such as LCs, can facilitate connections between the theoretical and empirical foundations of interventions and the practices of implementing interventions in real-world settings to advance workforce capacity.

Changes needed to reduce risk of musculoskeletal disorders.

Musculoskeletal disorders (MSDs) are the main contributor to disability levels, which are rising as populations age. Workplace hazard exposures are a major source of this problem, and current workplace risk management practices require substantial changes to tackle it more effectively. Most importantly, the current focus of risk management on "manual handling"tasks must broaden to encompass the whole job. This is necessary because a wide range of psychosocial hazards, most of which operate across the whole job rather than particular tasks, are significant contributors to risk. To ensure that risk-control actions are effective, a recurring risk management cycle that includes worker participation and addresses risk from both biomechanical and psychosocial hazards will be essential. Legislation that mandates workplace management of psychosocial hazards would be helpful. Amendment by regulatory bodies of MSD-related guidance and codes of practice so that they reflect current research evidence would also be helpful in communicating the need for change to workplace stakeholders.

Impact of Corporate Volunteers’ Participation in Volunteer Tourism

Sustainable development has become the focus and goal of governments around the world. In the past, economic development was the primary goal, which has caused serious environmental and social problems and has threatened the safety of mankind and its descendants. The "United Nations Sustainable Development Goals" is a project that companies have been paying much attention to with the environment with social, and governance (ESG) and corporate social responsibility (CSR) new trends. The development of corporate volunteers has become a key factor in the success of corporate social responsibility. Therefore, business operators must understand accurately how to strengthen the positive connection between corporate volunteers and brand attachment. The purpose of this study was to explore the relationship model between corporate volunteers in Taiwan participating in volunteer tourism, experience value, and brand attachment. We used a purposeful non-probability sampling procedure at a 95% confidence interval and a sampling error of 0.5% (n = 388). Data collection tools included structured questionnaires distributed both online and on paper, targeting individuals who had participated as corporate volunteers and completed domestic volunteer travel. The results indicated that both older and younger corporate volunteers in Taiwan were involved and had profound travel experience in volunteer tourism. Older corporate volunteers exhibited a stronger brand attachment. The current workplace in Taiwan is dominated by middle-aged employees, providing volunteer tourism activities with their expertise. Volunteers tend to engage in a meaningful experience deeply while ensuring that young volunteers value motivation and benefits. Additionally, corporate volunteers found happiness, relaxation, and satisfaction in volunteer tourism activities. The most memorable experiences that influence corporate participation in volunteer tourism are related to local culture and novelty factors.

Assessment and evaluation of work-related musculoskeletal disorders among nuclear medicine professionals in India: A cross-sectional study.

Musculoskeletal disorders (MSDs) are a severe occupational health issue among medical radiation practitioners. It is mostly linked to personal protective wear, working posture, tools employed and ergonomics. To assess and evaluate the musculoskeletal disorders among nuclear medicine professionals (NMP) in India. An online survey was distributed to 455 NMP throughout India between November 2021 and March 2022 covering the demographic characteristics and questions for evaluation of musculoskeletal symptoms using the Standardized Nordic Musculoskeletal Questionnaire (NMQ). Participants with any pre-existing musculoskeletal disorder or trauma were excluded. Descriptive statistics summarized the data from the demographics, discomfort, aches and work-related musculoskeletal injuries. Chi-square test was used to examine the association between the obtained values. 91 out of 124 respondents were included based on the inclusion and exclusion criteria. Results shows that there is a significant association between the height of the individual and neck pain, body mass index and elbows pain, age and low back pain, experience in the current work and upper back pain, the weight of the individual and knee pain, use of mobile lead screens and shoulder pain, use of gonad shield, trouble in the ankles and use of lead screens, and QC phantoms for gamma camera / PET and wrists/hands pain. Work-related musculoskeletal disorders among NMP are resulting from factors of individual demographic variables (such as age, height, weight, body mass index), years of experience at the current workplace and of using instruments in their work area.