Decision Latitude Research Articles

Voorspellers van uitstroom en behoud van zorgprofessionals op organisatie- en teamniveau: een literatuurstudie

Retention of healthcare staff, and predictors on organizational and team level: a literature review Healthcare is under increasing pressure. The shortage of the health workforce is progressively rising. The high turnover of healthcare professionals has a negative impact on the quality and cost of healthcare services. Reducing staff turnover is for that reason a crucial objective. Mapping the facilitating and impeding factors is a first essential step. This literature study focuses on the psychosocial factors on which healthcare organisations can have an impact. PubMed, Web of Science and ScienceDirect were consulted between July 2021 and September 2021. The search terms were set on retention of healthcare workers combined with boolean operators, and was refined to recent European studies. The search yielded 23 articles. The predictors of retention were distinguished into 5 themes: individual factors, social capital, decision latitude, work demands and patient care. Four extensive factors span the different themes: recognition, shared values, leadership and communication. These extensional factors and themes are interrelated and influence each other. All of these factors stand on a (work) balance, in which there must be an equity in the caregivers’ efforts and their rewards. Improving the psychosocial aspects of the work environment, especially the staffs’ satisfaction at work, can help to retain the healthcare personnel and reduce the shortages.

Reducing Work-Related Stress Through Soft-Skills Training Intervention in the Mining Industry.

The aim of the study was to verify if soft-skills training is an effective intervention in reducing work-related stress among miners, that is, people who run the risk of losing health and/or life due to unpredictable natural forces or human error at work. The motivation for the intervention was based on Job Demands-Resources model where soft skills are job resources that help individuals to cope with or prevent high demands of the environment. The needed skills as well as work demands were first investigated and then a custom training was developed. The rationale for introducing soft-skills training into the work environment can be seen as compatible with the Human Capital Model (HCM) which is designed to stimulate positive organizational behaviour by providing an effective approach to ensure employees' adequate coping with work-related stress. 96 volunteer employees were assigned to intervention (n = 48) and comparison (n = 48) groups. 16-hour tailored training covered tasks and simulation games related to communication, teambuilding, self-management and conflict resolution skills. Job Content Questionnaire, Occupational Stress Indicator (modified to fit the mining environment) and General Health Questionnaire were used in the study. A MANOVA with effect-size measures was conducted. Results revealed a significant increase in decision latitude and social support for the trainees. A substantial decrease in stress was also observed, along with a significant decrease in general health problems. There were no such changes in the comparison group. A soft-skills training, including communication, teamwork, self-motivation and conflict-resolution skills, helped participants to cope better with the stressful environment and improved their mental health. These effects lasted three months later. The intervention improved miners' psychosocial health and the strategies of coping with stress, which increased safety and health in the company. Investigating the effectiveness of such interventions included in the general Human Capital Model, as it was done in the study, might be a step forward towards building an interdisciplinary approach for health and safety and human resources.

The utility of a safety climate scale among workers with a work-related permanent impairment who have returned to work.

Safety climate (SC) is a robust leading indicator of occupational safety outcomes. There is, however, limited research on SC among workers who have returned to work with a work-related permanent impairment. This study examined three propositions: (1) a two-level model of SC (group-level and organization-level SC) will provide the best fit to the data; (2) antecedent factors such as safety training, job demands, supervisor support, coworker support, and decision latitude will predict SC; and (3) previously reported associations between SC and outcomes such as reinjury, work-family conflict, job performance, and job security will be observed. A representative cross-sectional survey gathered information about experiences during the first year of work reintegration. About one year after claim closure, 599 interviews with workers were conducted (53.8% response rate). Confirmatory factor analyses were conducted to test the factor structure of the SC construct. Further, researchers used correlation analyses to examine the criterion-related validity. Consistent with general worker populations, our findings suggest the following: (1) the two-factor structure of SC outperformed the single-factor structure in our population of workers with a permanent impairment; (2) correlations demonstrate that workplace safety training, decision latitude, supervisor support, coworker support, and job demands could predict SC; and (3) SC may positively impact reinjury risk, work-family conflict, and may increase job performance and job security. Our study validated a two-factor SC scale among workers with a history of disabling workplace injury or permanent impairment who have returned to work. Practical applications of this scale will equip organizations with the necessary data to improve working conditions for this population.

Mental health in the veterinary profession: an individual or organisational focus?

The veterinary profession is experiencing a shortage of veterinarians, with attrition recognised as a substantial contributor. Research has also indicated increased levels of mental ill health and alarming suicide rates in practitioners. The primary aim of this study was to investigate the impact of eleven modifiable workplace factors on mental health outcomes, job appreciation and intention to leave the veterinary profession. The second aim was to ascertain whether workplace factors influence mental health outcomes after controlling for individual resilience. An online survey was completed by 73 practising Australian veterinarians. Unfavourable workplace factors correlated with adverse outcomes including depression, stress, reduced job appreciation and increased likelihood of leaving both the role and the profession. Workplace factors remained linked with the outcomes of job appreciation, depression and stress whilst controlling for practitioner resilience. Job appreciation was a significant predictor of intention to leave both the current role and the profession. Via multiple linear regression, two categories were identified as associated with improved psychological outcomes and job appreciation. These were workplace factors that represent breaks from workload and control or decision latitude in the workplace. Whilst resilience represents a key area for intervention, workplace factors potentially represent an easier-to-modify area for intervention.

Creating Clarity and Crew Courage: Preventive and Promotive Measures for a Maritime Industry Without Bullying and Harassment

Seafaring shares many characteristics with contemporary working life ashore. However, a major difference is that seafarers can spend up to 12 months aboard a ship that constitutes a work, living and recreational environment. Onboard work includes many stressors that can potentially contribute to workplace bullying and harassment, which in turn can affect safety critical operations. The aim of this study was to identify underlying causes in the organizational and social work environment that can cause workplace bullying and harassment at sea, and to suggest appropriate preventive and promotive strategies and measures. Data were collected mainly through World Café workshops with 56 participants from the Swedish maritime industry. Seafarer occupational health, safety, and wellbeing is largely determined by interdependent factors at micro, meso, and macro levels, where different stakeholders play various roles. Strategies and measures starting at the individual seafarer, and gradually expanding outwards toward the maritime industry are suggested. It is important that a victim of bullying or harassment receives adequate support. Creating crew courage enables employees to both recognize troubling situations and know how to act and respond to a situation. To bridge the gap between policy and practice, the legislative framework needs translating into practical procedures to make sense to the middle manager at the sharp end, with limited knowledge, time, resources, and decision latitude. Future research should evaluate the effectiveness of work environment interventions – what works, for whom, and under which circumstances.

Autonomous or controlled self-regulation, that is the question: A self-determination perspective on the impact of commuting on employees’ domain-specific functioning

The few studies that have considered psychological processes during the commute have drawn an ambiguous picture, with some emphasizing the negative and others the positive consequences of commuting. Drawing on self-determination theory, we develop a framework that expands on the costs and benefits of commuting for employees’ subsequent domain-related functioning at work and home. Specifically, we propose employees’ basic needs satisfaction and processes of autonomous and controlled self-regulation as mechanisms that explain how psychological commute characteristics spill over to domain-related functioning through experienced subjective vitality. In doing so, we introduce a taxonomy of psychological commute characteristics and highlight the importance of separating these underlying subjective characteristics from objective aspects of the commuting environment. Our research encourages scholars to conduct within- and between-person studies to examine how the objective commute environment and associated psychological commute characteristics affect employees’ self-regulation. Plain Language Summary What happens during the commute does not stay within the boundaries of the commute: Aversive experiences such as being stuck in a traffic jam may spill over to lower engagement in work or home activities. Similarly, positive incidents such as flowing to work uninterruptedly can positively impact subsequent experiences such as flowing (i.e., being fully engaged) when performing tasks at work or at home. How can this be explained? Our article suggests that commuters enter motivational states when going and coming from work. For instance, they feel that everything is going easy and under one's control (autonomous self-regulation) or they feel that the commute is effortful and externally determined (controlled self-regulation). These motivational states influence subjective vitality after the commute, which in turn predicts how employees function at work or at home. Importantly, while objective aspects of the commute environment (for instance, the length of one's commute or one's means of transportation) have an impact on these motivational states, we argue that they do so via psychological commute characteristics perceived by the commuter. We focus on the latter and predict employees’ motivational state during the commute in the form of the fulfillment of their basic needs (i.e., feeling autonomous, competent, and related during the commute) as determined by different psychological commute characteristics (decision latitude, psychological stimulation, social characteristics, physical aspects, insecurity). Our work can inspire research that investigates why different employees perceive their commute differently as well as why the same employee may experience different motivational states during their commute from day to day. We end with practical recommendations for communities, organizations, and the commuter themselves.

Teacher resilience matters: a buffering and boosting effect between job driving factors and their well-being and job performance

ABSTRACT This study investigated the mediation role of teacher resilience between job demands and resources and their well-being and job performance using a sample of 407 teachers from Hong Kong, SAR and mainland China. Confirmatory factor analysis and structural equation modelling were employed to deal with the dataset. The results indicated that the professional dimension and the emotional dimension of teacher resilience were affected by decision latitude (potential control over the job tasks and conducts) and school support respectively and predicted teacher well-being. The motivational dimension and the social dimension of teacher resilience promoted teacher job performance, influenced respectively by task overload (negatively) and role demand (positively) along with school support. This model is the first attempt to represent the relevance of the Job Demands-Resources theory that teacher resilience can buffer negative job demands and boost positive job resources to promote their well-being and performance in a specific societal and educational context. Implications for cultivating teacher resilience to everyday challenges and adversities were proposed in order to assist teachers to not only survive, recover, and thrive, but also to establish a school resilience cascade (potential resilience chain affecting a system due to an act of teacher resilience) for these turbulent times.

Work productivity loss due to musculoskeletal symptoms in the shoe and leather industry

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

Stress-induced arterial hypertension

Stress is considered as one of the factors associated with the development of many diseases, including the cardiovascular system. The history of studying stress as a risk factor for hypertension began in the first half of the 20th century and continued after the introduction of 24-hour blood pressure monitoring (ABPM) into clinical practice. Then it turned out that there is normotension, stable hypertension and latent hypertension: masked (when clinical BP is within the normal range, and arterial hypertension is recorded according to ABPM and/or self-monitoring of BP) and white coat hypertension (increased BP during a visit to the doctor when normal values of blood pressure according to ABPM or self-monitoring of BP). Currently, both variants of latent hypertension are classified as stress-induced arterial hypertension. Several models have been proposed for the study of stress, but two of them are more common in clinical studies: the Karasek model (based on an imbalance between job demands and job decision latitude) and the Siegrist model (based on an imbalance of effort and reward). There are only few studies in where attempts have been made to link the increase in BP with the parameters of stress response (for example, with hormonal levels) or genetic predisposition. The review discusses the most significant studies of stress-induced arterial hypertension published to date.

Psychological distress in the workplace: The indirect contribution of work organization conditions to work performance.

Psychological distress affects between 5 and 27% of the general population [1]. Workers facing stressful work conditions are especially at high risk for experiencing psychological distress [1]. To evaluate the association between work organization conditions and work performance via psychological distress. While the individual contribution of work organization conditions to psychological distress and work performance has been examined in the scientific literature, their combined influence on work performance remains relatively unknown. To adjust for design effects, we relied on cluster sampling (employees working in organizations). MPlus was used to conduct path analyses [2]. While psychological demands, number of hours worked, and job insecurity were positively associated with psychological distress, job recognition was negatively associated with it. In the same vein, irregular work schedules and job insecurity seem to be negatively associated with work performance. On the one hand, skill utilization, decision latitude, recognition, and job promotion, all seemed to be positively associated with employee's work performance. On the other hand, psychological demands, number of hours worked, and job insecurity were negatively and indirectly associated with work performance. Understanding the indirect association between work variables and workers' psychological distress could promote their work performance. Understanding this association could help shed light on the difficulties employees with psychological distress face while meeting their job requirements. The results of this study should serve as a reminder to intervene on work organization conditions.

The Reciprocity of Shared and Empowering Leadership

Leadership has mostly been considered as an unidirectional process centered on leaders influencing their followers. However, recent theoretical developments indicate that followers may also have an impact on their formal leader. In this pre-registered study, we investigate the interplay between shared leadership and formal team leadership (i.e., empowering leadership). We predict that leaders interpret their team’s shared leadership as an investment to reach for common goals. Accordingly, their team’s effort should improve the social exchange relationship with their team, reflected in higher trust which in turn should increase empowering leadership behavior of the leader. Further, we assume that this indirect relation is first-stage moderated by leader self-efficacy. We tested our assumptions in a longitudinal study with 721 team members and their leaders nested in 169 teams. Results from Bayesian cross-lagged panel modeling support our assumed mediation effect, while also pointing to a reverse effect of empowering leadership on shared leadership. The moderation effect was not supported. This study provides insights about the dynamic and reciprocal interplay between shared and formal leadership. Our findings underline that formal leaders do not perceive shared leadership as a threat, but rather value the team effort reflected in higher trust and decision latitude.

Assessment of Anxiety, Depression, Work-Related Stress, and Burnout in Health Care Workers (HCWs) Affected by COVID-19: Results of a Case-Control Study in Italy.

This study aims to investigate whether HCWs infected with COVID-19 may experience potential psychological consequences and a higher incidence of depression, anxiety, work-related stress, and burnout compared to non-infected HCWs. A case–control study with 774 participants was conducted comparing COVID-19-infected HCWs (cases) and non-infected HCWs (controls) from the Occupational Medicine Unit at the Teaching Hospital Policlinico Umberto I, who were administered the same questionnaire including Hospital Anxiety and Depression Scale, Copenhagen Burnout Inventory and Karasek’s Job Content Questionnaire. No differences in the levels of burnout and decision latitude were found between the two groups. Cases showed higher level of anxiety and job demand compared to controls. In contrast, levels of depression in the case group were significantly lower compared to the control group. The results are indicating the need for workplace health promotion activities based on stress and burnout management and prevention. Multiple organizational and work-related interventions can lower the impact of mental health-related issues in the COVID-19 pandemics, including the improvement of workplace infrastructures, as well as the adoption of correct and shared anti-contagion measures, which must include regular personal protective equipment supply, and the adoption of training programs that deal with mental health-related issues.

THE INTERACTION EFFECT OF GENERAL COGNITIVE ABILITY AND JOB CHARACTERISTICS ON INTRINSIC JOB SATISFACTION

452 employees participated in the study exploring the interaction effect of General Cognitive Ability and Job Characteristics on Intrinsic Job Satisfaction. To address the research question, the following instruments were used in the study: General Aptitude Test Battery – GATB (The U.S. Employment Service, 1947-1996), Minnesota Job Satisfaction Questionnaire (1966), and Karasek’s Job Content Questionnaire (1979).  General cognitive ability was assessed from two different perspectives – cognitive ability as a predictor and cognitive ability as a moderator in the relationship between job characteristics and job satisfaction.  Since job characteristics variables (Decision authority, Decision latitude, Skill discretion) are mainly associated with intrinsic job satisfaction, the study focused on the relationship between cognitive ability,  job characteristics and intrinsic job satisfaction as well as on the role of job characteristics in the given  relationship.  The study showed that job characteristics moderate the relationship between general cognitive ability and intrinsic job satisfaction. Also, general cognitive ability strengthens relationship between job characteristics and intrinsic job satisfaction. General cognitive ability has a significant negative effect on intrinsic job satisfaction only in those employees, who perform monotonous and repetitive work and have limited control and decision authority. Under such working conditions, highly developed cognitive ability is associated with low levels of intrinsic job satisfaction. High levels of cognitive ability are related to the satisfaction with the intrinsic factors of work (responsibility, independence, creativity, diversity, etc.), whereas employees with low levels of cognitive ability tend to have a more positive attitude to work, if their work is redesigned to include increased decision latitude.

What motivates tourism and hospitality employees to practice presenteeism?

Presenteeism, attending work while ill, has an impact on organizations' productivity and employees’ health. Despite it being widespread, this global phenomenon is understudied in the tourism and hospitality (hereafter T&H) sector. In this study, we intend to explore the motives for presenteeism by reporting on its associations with work-related and non-work-related (individual attitudes and sociodemographic indicators) factors. Data were collected online among 1394 employees in the T&H sector. All the scales used in this study are adapted from the literature. The results show that for work-related factors, presenteeism is positively related to job demand, work-related depression, anxiety, and irritation, but negatively related to decision latitude and social (supervisor and coworker) support, salary perceptions, promotion perceptions, and job satisfaction. Regarding individual attitudes, work engagement decreases presenteeism whereas organizational citizenship behavior does not affect presenteeism. The effects of demographic indicators on presenteeism are limited to gender and the number of children at home. This study is one of the few studies that examine the associations of presenteeism with work-related and non-work-related factors in T&H organizations. It highlights the relevance of the job demands-control and job demands-resources model in explaining presenteeism among T&H employees.

High Emotional Demands at Work and Poor Mental Health in Client-Facing Workers.

This study investigated the association between emotional demands and depression or anxiety in a wide range of jobs. We used data from the third Korean Working Conditions Survey (n = 50,032) for all occupational classifications, with no limitations placed on job title or employment type. Among the full set of regular paid workers in addition to self-employed, unpaid family workers, and informal employees such as independent contractors, 23,989 respondents worked with “customers, passengers, students, or patients” (i.e., clients). Emotional demands were evaluated using two questions: handling angry clients and needing to hide feelings for work performance. Any depression or anxiety over the last 12 months was taken to indicate poor mental health. Multivariable logistic regression modeling was performed to calculate adjusted ORs with 95% confidence intervals for the influence of emotional demands on mental health, adjusting for demographic factors (age, gender, education, income), occupational psychological demands, decision latitude, social support, weekly work hours and job insecurity. The prevalence of emotional demands was higher in self-employed and informal employees than in regular paid employees. The more frequent the exposure to the two emotional demands combined was, the higher the risk of depression or anxiety. High psychological demands, low social support, and low job security each further increased the risk of poor mental health. Emotional demands turned out to be widespread in the entire economy, were not limited to service or sales occupations, and were more evident in precarious work. The contribution of emotional demands and other preventable job stressors to the burden of depression or anxiety in society may be substantial.

Occupational stress in industry setting in Benin 2019: A cross-sectional study.

BackgroundOccupational stress is a psychosocial risk in the workplace. Working conditions in industrial settings may lead to occupational stress. In Benin, however, there is little epidemiological data on occupational stress in industrial settings. We aimed to determine the prevalence and factors associated with occupational stress in industrial settings in Benin in 2019.MethodsThis was a prospective, cross-sectional study conducted from January 31 to April 11, 2019, among 15 cotton ginning plants. Sampling was exhaustive for permanent workers and stratified in clusters by shift for occasional cotton gin workers. Data were collected through Karasek and Siegrist questionnaires. Data analysis was performed using R software. Binary multivariable logistic regression was performed. The significance level was p < 0.05.ResultsOf 1883 workers included, 90.8% were male. The median age was 38 years (IQR: 28 years to 49 years). The prevalence of occupational stress was 77.7% (95% CI: 75.8–79.6). Psychological demand was high in 93.0% of workers and 83.9% had low decision latitude. Among the workers, 16.3% had low social support and 89.9% had a low recognition score at work. Factors associated with occupational stress were: being an occasional vs. permanent worker (aOR 6.43, 95% CI 4.18 to 9.88); age less than 38 years (aOR 0.55, 95% CI 0.41 to 0.76); high intensity physical activity at work (aOR 1.33, 95% CI 1.03 to 1.73); working in production vs. administration (aOR 1.59, 95% CI 1.03 to 2.45); spending fewer than 4 years at the current work location (aOR 1.60, 95% CI 1.05 to 2.44); and scoring low for recognition at work (aOR 1.53, 95% CI 1.04 to 2.23). Noise exposure and being a shift worker were significant in univariable analysis, but not multivariable analysis.ConclusionOccupational stress is very common among workers in industrial settings. The implementation and evaluation of preventive measures against these risk factors is necessary.

The association between shift work disorder and turnover intention among nurses

BackgroundShift work disorder (SWD) is highly prevalent among shift-working nurses and has multiple negative health-related effects. There is a dearth of insight into career-related decisions made by nurses suffering from SWD, for instance in terms of their intention to quit work (turnover intention). In this study, we aimed to investigate the association between SWD and turnover intention among nurses, and the individual and work-related correlates of turnover intention. MethodData were derived from the ongoing longitudinal cohort study “SUrvey of Shift work, Sleep and Health (SUSSH)” among Norwegian nurses. An annual survey was initiated in 2008/2009 (N = 2965). The present study used data collected in year 2015 (wave 7) and 2016 (wave 8). Nurses were included if: 1) they were working as nurses in both 2015 and 2016, and 2) had completed a three-item scale adapted from the Michigan Organizational Assessment Questionnaire assessing turnover intention (in wave 8), and 3) did not only work day-shifts. SWD was measured in wave 7 with three questions based on the minimal criteria from the third edition of the International Classification of Sleep Disorders. Job demands, decision latitude, and social support at the workplace were measured with subscales of the Swedish Demand-Control-Support Questionnaire.ResultsEight Hundred eighty-nine nurses were included. The results from the hierarchical linear regression showed that SWD predicted turnover intention one year later, i.e. from 2015 to 2016 (F1,835 = 6.00, p < 0.05; β = 0.084, p = 0.015). The findings remained significant when controlling for age, sex, organizational tenure, number of nights worked, shift work schedule and workplace social support, job demands and decision latitude.ConclusionThis study showed that SWD is associated with turnover intention, even when controlling for individual and work-related variables.

Mental health and working constraints of first-year PhD students in health and science in a French university: a cross-sectional study in the context of occupational health monitoring

ObjectivesTo assess the mental health and working constraints perception of first-year PhD in France.DesignIt is a cross-sectional study.SettingThe study was conducted by the team of the Lyon 1 University’s Occupational...

Burnout and poor perceived health in flexible working time in Japanese employees: the role of self-endangering behavior in relation to workaholism, work engagement, and job stressors.

The study aim was to examine whether flexible working time was associated with burnout and poor perceived health in relation to the work-related psychological/behavioral factors of self-endangering work behavior (SEWB), workaholism, work engagement, and job stressors. We analyzed data obtained from an Internet survey of 600 full-time Japanese employees. We also proposed a causal model using path analysis to investigate the overall relationships of burnout and perceived health to psychological/behavioral factors. The results indicated that flexible working time was associated with adverse work-related consequences and factors such as increased burnout, working hours, SEWB, workaholism, and job demands, and with positive factors such as improvement of work engagement. The path analysis suggested that burnout was caused by workaholism both directly and via SEWB, and by low job decision latitude, and was reduced by work engagement. Similarly, it was observed that poor health was caused by workaholism via SEWB, and reduced by work engagement. Thus, SEWB is driven by workaholism and plays a key role in the adverse health consequences of flexible working time. For workers to benefit from flexible working time, it is important to improve workaholism, SEWB, and low job decision latitude, and to develop work engagement in the workplace.

The Abysmal Organization of Work and Work Safety Culture Experienced by North Carolina Latinx Women in Farmworker Families.

The occupational health of immigrant workers in the United States is a major concern. This analysis describes two domains, organization of work and work safety culture, important to the occupational health of Latinx women in farmworker families. Sixty-seven Latinx women in North Carolina farmworker families completed a baseline and five follow-up questionnaires in 2019 through 2021. Fifty-nine of the women were employed in the year prior to the Follow-Up 5 Questionnaire. These women experienced an abysmal organization of work and work safety culture. They experienced significant job churn, with most changing employment several times during the 18-month period. Most of their jobs were seasonal, paid less than $10.00 per hour, piece-rate, and almost all without benefits. The women’s jobs had little skill variety (mean 1.5) or decision latitude (mean 1.1), but had high psychological demands (mean 2.0). Work safety climate was very low (mean 13.7), with 76.3% of women noting that their supervisors were “only interested in doing the job fast and cheaply” rather than safely. Women employed as farmworkers versus those in other jobs had few differences. Further research and intervention are needed on the organization of work and work safety culture of Latinx women manual workers.