Employment Support Research Articles

Experiences of Migrant Live-in Caregivers in Caring for Patients With Advanced Cancer – A Qualitative Study

Introduction Foreign domestic workers are increasingly hired in Singapore as live-in caregivers for patients with advanced cancer. Language barriers and different cultural backgrounds can make caregiving potentially challenging. This study aims to explore the experiences of migrant live-in caregivers caring for patients with advanced cancer. Method Semi-structured interviews were conducted to explore: the challenges and needs of migrant live-in caregivers caring for patients with advanced cancer, what enables their cancer caregiving work, and their motivations. Participants were recruited from inpatient oncology wards of an acute tertiary hospital. Inclusion criteria included: (i) migrant live-in caregiver caring for a patient with stage IV solid organ cancer; (ii) age ≥21 years; (iii) conversant in English, Mandarin or Burmese. Twelve female caregivers participated in the study. Their mean age was 35.4 years, 4 were from Indonesia, 3 from Myanmar and 5 from the Philippines. Results Four main themes emerged: (1) Wide-ranging work responsibilities that could be challenging, (2) Treating and being treated like family, (3) Having access to multiple sources of support and (4) Motivated by being able to provide for their own family of origin. Conclusion Migrant live-in caregivers face various challenges in cancer caregiving. Having a good relationship with patients, adequate employer and peer support and being able to provide for their family helped to motivate them. Efforts to support them can include formal training, better delineation of job scope and hours, and resources to address psycho-emotional needs. Further research could focus on knowledge gaps for cancer caregiving, psychosocial and post-bereavement needs.

Family caregiving experiences of medical school faculty: high prevalence, high strain, and low resource awareness

Abstract Background Adult caregiving can be demanding and stressful, especially when the caregiver is employed. As the age of the U.S. population and workforce increases, more adults are providing care to aging family members. Objective To understand the prevalence and aspects of the caregiving experience and caregiving strain among department of medicine faculty members, and to gauge their awareness and utilization of caregiving resources. Design We used a cross-sectional survey design. A questionnaire survey was developed and launched in Redcap in October, 2022, and an invitation was emailed followed by two reminders to all full-time and part-time faculty members (N = 1053) in our department of medicine. Main measures Faculty demographics, caregiver status, caregiving details, degree of mental or emotional strain, and knowledge of and use of employer and external caregiver resources. Key results Of the 1053 faculty members who received up to three email survey invitations, 209 (20%) responded of which 76 (36%) were current caregivers and 117 (56%) were non-caregivers. Among the 76 current caregivers, 53 (70%) reported providing care for parents or parent-in-laws and 9 (12%) reported caring for a spouse. One-third of current caregivers reported caring for individuals with Alzheimer’s disease or dementia/memory problems. Ninety-five% of current caregivers reported some or a lot of caregiving strain. A wide variation in knowledge of and use of employer and external caregiver resources was reported. Conclusions Department of medicine faculty who provide adult caregiving report a high prevalence of strain and wide variation in knowledge of and use of employer and external caregiver support services, suggesting opportunity to better understand where gaps exist in providing support for caregivers.

An aftercare intervention programme for employees returning from substance use rehabilitation in South Africa

PurposeEmployee assistance programmes (EAPs) and wellness practitioners (WPs) are the first line of support for employees returning from substance use rehabilitation. However, many workplaces need more guidance and support provisions to address these needs effectively. The purpose of this paper is to present a 10-week aftercare intervention programme that EAPs and WPs can use to support employees returning to work after a period of substance use rehabilitation.Design/methodology/approachThe qualitative methodological approach involved two distinct stages of data collection and consensus search activities. Stage 1 involved three data collection activities with three stakeholder groups, and Stage 2 consisted of two consensus-seeking engagements with the intended audience of the intervention programme.FindingsParticipants in the consensus-seeking activities endorsed the inclusion of content in the proposed intervention programme and structural and organisational arrangements. Specific recommendations were made, namely, increased reliance on faith-based and spiritual support, the need to include community support structures and ensuring that workplace interventions include counselling, skills training and motivational speakers.Practical implicationsThose working in the EAP environment are offered a systematic and holistic plan for managing and supporting employees recovering from substance abuse disorders (SUDs) to maintain their recovery and return to productive work.Originality/valueImplementing the intervention programmes can reduce the ad hoc nature of current approaches to workplace aftercare. The WPs are placed in a central role while stressing the valuable input of other key role players within the workplace or part of the family and community networks of the employee.

The Role of Socioeconomic Factors in Shaping Health Outcomes among Vulnerable Populations

Socioeconomic factors, including income, education, employment, and social support, play a pivotal role in shaping health outcomes, particularly among vulnerable populations. This paper examines how these determinants interact to influence physical and mental health disparities. Drawing on data from multiple studies, the paper highlights the compounded impact of socioeconomic deprivation on access to healthcare, exposure to stressors, and lifestyle choices. Vulnerable populations, such as low-income families, ethnic minorities, and individuals with limited educational attainment, experience disproportionate health risks. This review underscores the need for targeted interventions to address socioeconomic inequalities, which are essential for improving public health and reducing disparities. Emphasis is placed on policy implications, including the need for accessible healthcare, education, and employment opportunities, to promote health equity across socioeconomic groups.

On the effectiveness of virtual reality technology for relaxation of locomotive crew workers

Reducing the risks of occupational stress requires improving the methods of psychological support for employees of locomotive crews. Virtual reality technology offers restorative measures comparable to traditional techniques. The study aims to analyze the effectiveness of the impact of virtual reality technology on the basis of the analysis of the psycho-emotional state of employees of locomotive crews before and after rehabilitation measures; to evaluate the ratio of stress biomarkers before and after exposure to classical and technical techniques; to compare the effectiveness of psychological influence carried out by various methods. The scientists conducted a survey and diagnosis of the functional state of locomotive crew workers, followed by rehabilitation measures using various methods. The specialists performed a saliva analysis based on the concentration levels of cortisol and dehydroepiandrosterone. 120 people took part in the study, of which: 60 people according to the classical program and 60 people according to the virtual reality program, of which 15 people are at risk according to psychophysiological indicators. The session lasted 21 minutes. The average age of employees of locomotive crews participating in the study was 35.4 years. 88% of the subjects underwent functional state diagnostics and a full course of relaxation sessions in virtual reality. Of these, 73% have improved psychophysiological indicators: response accuracy, increased neuropsychiatric stability, and decreased anxiety levels. The authors noted calmness, improved mood and relief of muscle tension. 60% of the employees have completed a full course of rehabilitation measures using classical techniques. Of these, 70% have an improvement in their functional state according to certain parameters. There is a decrease in cortisol levels (unit of measurement — nanograms per milliliter) from 6.75 ng/ml to 6.28 ng/ml with a simultaneous increase in dehydroepiadrosterone levels (unit of measurement — micrograms per milliliter) from 0.53 mcg/100 ml to 1.77 mcg/100 ml, which corresponds to a decrease in the overall stress level. The analysis of the obtained results showed sufficient effectiveness of virtual methods comparable to classical approaches to relaxation. Immersive technologies more effectively activate natural compensatory mechanisms by expanding the individual regulatory capabilities of the nervous system. Scientists have identified areas for improving the latest methods of rehabilitation measures in order to correct the functional condition of locomotive crews. Limitations. The representativeness of the sample was ensured by the participation of 120 employees of locomotive crews in the study. The limitations are related to the gender homogeneity of the sample: only men are included, due to their professional status. Ethics. The study was performed in accordance with the rules of good clinical practice and the Helsinki Declaration of the World Medical Association, the conclusion of the ethics committee was not required.

Workplace Inclusion Initiatives Across the Globe: The Importance of Leader and Coworker Support for Employees’ Attitudes, Beliefs, and Planned Behaviors

Workplace Inclusion Initiatives Across the Globe: The Importance of Leader and Coworker Support for Employees’ Attitudes, Beliefs, and Planned Behaviors

Worker well-being in the digital economy: Lens through bibliometrics analysis

Orientation: The study employed bibliometrics analysis to investigate key research themes and trends on digital economy and worker well-being.Research purpose: The study aims to provide a comprehensive understanding of worker well-being and digital economy to identify prominent and emerging research themes in this domain.Motivation for the study: Given the rapid digital transformation of workplaces, there is a need to assess literature trends on workers’ well-being and the digital economy.Research approach/design and method: The study employed a quantitative bibliometrics analysis to map literature on worker well-being and the digital economy. Data from Scopus were collected and screened through Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA). A total of 1473 documents were considered meeting the study’s criteria. The scientific literature production, country scientific production, conceptual structure (co-occurrence network, thematic map and thematic evolution) and keyword analysis were used to analyse the data.Main findings: The analysis revealed the following key themes, including task performance, emotional labour, employee voice, career adaptability, job satisfaction, employee well-being, work engagement, proactive personality and psychology of work.Practical/managerial implications: The findings underscore the need for organisations to implement employee well-being initiatives and support mechanisms to address the challenges posed by digital work environments.Contribution/value-add: This study contributes to the existing literature by providing a detailed map of the research landscape. The study shows the need to address well-being challenges because of poverty, vulnerability and changing psychology of work. The study also shows importance of adaptability, work engagement and support systems for employees.

From jobs to careers: drivers and barriers to career development in emerging labor markets

IntroductionThis study aims to reveal the intrinsic and extrinsic drivers of career development in emerging labor markets and to explore the impact of these drivers and barriers on career development. With the rapid transformation of global industrial structure, career development in emerging industries such as artificial intelligence, big data, new energy and e-commerce is gradually attracting attention.MethodsThis study utilizes a mixed research method of questionnaires and in-depth interviews. The research team distributed a total of 700 questionnaires to practitioners in China, the United States, Japan, Germany and India, and collected interview data from 20 industry practitioners. These data were analyzed from both quantitative and qualitative perspectives to analyze the drivers and barriers to career development, and structural equation modeling was used to analyze the relationship between career motivation, barriers, social networks, and career satisfaction.ResultsThe results indicate that career development motivation significantly and positively influences career satisfaction, while individuals with high career satisfaction perceive fewer career barriers. In addition, career barriers significantly influenced individuals’ perceptions of career discrimination. The study also found that social networks play an important supportive role in career development, and that extensive social networks increase career satisfaction. Individuals with high motivation were more resilient in the face of external barriers and were willing to retrain to improve their occupational skills.DiscussionTo promote career development in emerging industries, labor market policies should optimize and create fair and inclusive work environments for emerging industries. By eliminating gender, age, and racial discrimination and providing employee support programs, career development satisfaction and opportunities can be effectively enhanced.ConclusionRapid technological updates, high work pressure, and cross-cultural barriers in emerging industries are the main challenges to career development today. This study suggests that governments and enterprises should jointly provide flexible vocational training and support policies to help practitioners adapt to the rapidly changing occupational environment.

Analysing the Impact of Natural Disasters, Pandemics and Other Crisis on Employment and Workforce Dynamics

This study investigates the impact of recent crises such as natural disasters and pandemics on employment and workforce dynamics using a Random Forest machine learning model. The data was collected through a detailed questionnaire analyzing various factors, including demographic information, employment status, the impact of crises, job security, coping mechanisms, and future outlook. The findings reveal that most respondents are young adults, with a higher percentage engaged in full-time or self-employment roles. Crises, notably COVID-19, led to significant financial impacts such as reduced salaries and layoffs, with many experiencing jobs in security and moderate to high stress levels. A substantial portion of the workforce transitioned to remote work, though many reported inadequate employer support. The analysis of the Random Forest model indicates a moderate performance in predicting workforce dynamics, with accuracy, precision, recall, and F1 scores highlighting the complexity of this issue. The study provides practical recommendations such as enhancing remote work infrastructure, improving financial and mental health support, and promoting workforce adaptability to mitigate the adverse effects of future crises and ensure a resilient workforce.

Career progression for autistic people: A scoping review.

Lots of autistic people are unemployed. Even when they are employed, autistic people might be given fewer opportunities than non-autistic people to progress in their careers. For example, assumptions about autistic people's differences in social communication might mean they are not given as many promotions. Indeed, we know that many autistic people are in jobs lower than their abilities (known as 'underemployment'). We reviewed 33 studies that tell us something about career progression for autistic people. Our review found that lots of autistic people want to progress in their careers, but there are many barriers in their way. For example, when they told their employer about being autistic, some people were given fewer opportunities. Research has also shown that autistic people do not get enough support to progress and that gaps in their employment history can make it difficult to progress. Our review suggested that good employment support (e.g. mentors) might help autistic people to progress in their careers. However, not much research has evaluated employment support for autistic people, which means we do not know how useful it is. Future research should find the best support that allows autistic people to live and work in ways that are meaningful to them.

Professional development for ethnic minority public leaders in the Northern mountain regions of Vietnam: needs and barriers to their participation

ABSTRACT This article responds to the research literature gap in professional development (PD) for Vietnamese ethnic minority leaders. Thematic analysis of 32 interviews with ethnic minority public leaders from the northern mountain regions identified PD needs of leaders from disadvantaged backgrounds including (i) ideological and political training, (ii) contemporary issues in local communities, (iii) diversity and inclusion training, and (iv) leadership skills. Three key barriers to their participation in PD were also found, namely (i) poor learning environment, (ii) lack of community engagement experience, and (iii) limited government and employer support. This study underscored that northern mountain ethnic minority leaders encounter ‘mountainous challenges’ when participating in PD activities. The paper concluded with strategies towards more effective PD for ethnic minority leaders in the northern mountain regions of Vietnam. The article carries practical and policy implications for PD developers as well as ethnic minority researchers and practitioners.

Continuity in public transport provision during the Covid-19 pandemic – responding to organisational and health challenges facing workers

PurposeThis paper explores and analyses the major challenges faced by both customer-facing and office-based public transport employees during the early stages of the Covid-19 pandemic and the responses of their employers to their concerns.Design/methodology/approachQualitative semi-structured interviews and focus groups were carried out, involving 39 employees and directors representing a wide range of professionals working in the transport sector in three European countries, Poland, Ireland and the UK. Data were analysed through thematic analysis and the emerging issues explored.FindingsMajor employee challenges included: access to resources for safe working; worker mental health and well-being; and the effects of changing working practices, particularly flexible working, on their wider household circumstances and work–life balance (especially combining childcare responsibilities with work). First, physical health safety measures (such as PPE) were put in place for all workers, although sometimes with delays. Second, concerning practical support for mental health and well-being at work, the findings highlight that their employers’ practical support was considered limited by some customer-facing participants. In contrast, participants working from home were offered considerably greater employer support for their well-being, including increased and regular communication regarding work and non-work-related topics to tackle isolation and lack of social interactions. Third, work–life balance, and especially childcare were significant issues for those working from home. To improve organisational resilience, employer support for workers needs to better reflect employees’ job role, work setting and location, as well as their household demands such as childcare.Practical implicationsThe lessons learned from this study contribute to future employer responses and practices and their organisational resilience, both in times of major crises and also for improving mental-health and childcare support in normal times.Originality/valueThe study considers the role of employee perspectives on organisational resilience and service continuity in public transport during a crisis and in three countries. Importantly, the data were gathered contemporaneously during the early stages of the pandemic, and so are not influenced by retrospective rationalisation or uncertain recollections.

Job Uncertainty and The Well-Being of Non-Permanent Employees

This research aims to analyze the influence of job uncertainty on the motivation and performance of non-permanent employees at the Nias Regency DPRD Secretariat, identify effective HR management strategies in reducing the negative impact of job uncertainty on the welfare of non-permanent employees, and assess the role of managerial support and the work environment in mitigating the effects. negative job uncertainty on the welfare of non-permanent employees. This research uses qualitative research methods using observation, interview and documentation data collection techniques. The research results show that job uncertainty is mainly caused by inconsistent contract policies, frequent regulatory changes, and a lack of effective communication from management. The impact of this uncertainty is very significant, especially on employees' psychological well-being, which includes increased levels of stress, anxiety, as well as decreased work motivation and productivity. To overcome this problem, this research proposes several policy recommendations, including the need for more consistent contract policies, a more transparent communication system, and additional welfare support for employees. By implementing these recommendations, it is hoped that the Nias Regency DPRD Secretariat can create a more stable work environment, improve employee welfare, and support the long-term success of the organization.

Barriers and facilitators to conducting randomised controlled trials within routine care of neurorehabilitation centres: a qualitative study

BackgroundRandomised controlled trials (RCTs) are considered the gold standard for generating clinical evidence. The focus on high internal validity in RCTs challenges the external validity and generalisability of findings, potentially hindering their application in routine care. In neurorehabilitation, limited literature addresses conducting RCTs feasibly and efficiently. We investigated barriers and facilitators to conducting RCTs within routine care of neurorehabilitation centres from the perspective of stakeholders in neurorehabilitation in Germany and Austria.MethodsWe conducted semi-structured interviews with stakeholders in neurorehabilitation from four centres in Germany and Austria, informed by the Theoretical Domains Framework (TDF) and the Capability, Opportunity, Motivation and Behaviour model (COM-B). Employing a hybrid approach, the interview analysis integrated both deductive, theory-driven analysis based on the TDF domains and COM-B model and inductive, reflexive thematic analysis.ResultsTwelve stakeholders (4 physicians, 4 therapy managers, 4 therapists; 5 females, 7 males; with research experience spanning 0–40 years) were interviewed. Key barriers to conducting RCTs in neurological rehabilitation centres include limited financial, human, and time resources, high clinical workloads, and a lack of interest of some therapists. Ineffective leadership, perceived lack of research expertise, and communication issues were also significant barriers. Social influence factors such as lack of employer support and inadequate training access further contributed to the challenges. Additionally, barriers included insufficient research infrastructure, limited space, internal power struggles, and rigid cost bearer specifications. Key facilitators included physicians’ and therapists’ motivation to advance the field, contribute to knowledge, and to prioritise patient health. Support from supervisors, joint decision-making, and efficient organisation were crucial facilitators. Flexible therapy planning, mutual support, and interdisciplinary collaboration also played important roles.ConclusionOur results suggest that increasing professional development and understanding, along with providing adequate financial, human, time, and spatial resources to support research endeavours, implementing effective communication strategies to enhance interdisciplinary collaboration and coordination among team members may contribute to increased motivation and facilitate RCTs within the setting of neurorehabilitation centres.Trial registrationThis study was prospectively registered with the German Clinical Trials Register (08.04.2021 DRKSID DRKS00024982).

Support mechanisms and obstacles for developing public health practitioners’ core competences

Abstract Community health needs assessment is one of the central activities for local governments in Estonia, specifically under the health promotion strategic planning, and this includes developing health and well-being profiles for evidence-based public health promotion. For effective implementation of the profile, sufficiently trained public health practitioners are needed. Therefore, analysis of the needs of the additional study programmes according to the core competences of professional standard for health promotion was carried out among public health practitioners and the leaders of local governments. The study was based on the 19 semi-structured interviews carried out in 2022-2023 with leaders (10) and public health practitioners (9) in Estonian local governments. Based on the local government’s size, status of the health and well-being profile and the employment and educational background of the public health practitioner three sub-groups were developed. The collected data was analysed using qualitative content analysis with focus on support mechanisms and obstacles of core competences of public health practitioners. The respondents indicated the need for training on communication (leadership and advocacy) and analytical skills (evaluation and research). Core competence training is however limited by resources (time, energy, motivation, funding), employer expectations (overload at work) and working full-time. Training is supported by personal motivation (e.g., wish to stay competent, understanding the need for training), employer support (including flexible work arrangements), and curriculum support (funding is covered). The results indicate there is a need for flexible education as the need for developing and maintaining core competences emerges in practical work. The results can be used for developing the public health curriculum, to assess and provide training for public health practitioners to better meet the needs of the labor market in the future. Key messages • Local government employees performing health promotion tasks feel the need to upgrade various core competences: e.g., communication, management, data analysis and assessment. • In health promotion, there is a growing need for flexible education, which creates challenges for higher educational institutions to meet the needs of the labor market.

Organization of Vaccination Sites in Quebec: Perception of Users, Employees and managers

Abstract Since late 2020, vaccination sites have emerged rapidly in order to protect the population against COVID-19. Health services in Montérégie (Québec) are provided by three organizations. Each adopted a different approach to immunization. The Regional Public Health Department took this opportunity to describe, compare, and explain these three approaches. A mixed methods design through a multiple case study was conducted. Users, employees and managers were interviewed at the end of 2021 on several performance-related topics. Individual interviews with employees and managers in mid-2022 further explored these topics. 38 managers, 360 employees, and 946 users participated in the survey. 9 managers and 10 employees were interviewed. Most participants were satisfied with vaccination organization regardless of the model used, mainly because of high geographic and temporal accessibility of the sites. Further signage to indicate directions could optimize accessibility. High adaptability was essential for managers and employees. Training strategies such as people to refer to and pairing allowed to better deal with frequent changes and staff rotation. The addition of ongoing training could be beneficial. Rapid changes in employee schedules were identified as a challenge. The use of technology-based scheduling tools, accessible to all, brought added flexibility, which was appreciated. Several ideas were used to communicate updates on a daily basis. However, timely implementation of new recommendations remained an ongoing challenge. Dedicated clinics for specific clienteles were successful. Community partnerships were generally beneficial, although establishing more of them could potentially reach other vulnerable communities. To improve accessibility and minimize health social inequities, a greater investment in local partnerships might reach more vulnerable clienteles. Regular communication and innovative employee support are key elements to improve fluidity of operations. Key messages • Reaching out for vulnerable clienteles is essential to minimize health social inequities. • Rapid changes in services needs underlign fluidity communication importance.

Exploring support for return-to-work: A comparative analysis of firm and country-level factors

Abstract Background Employers are important stakeholders in efforts to facilitate the return-to-work (RTW) of employees after sick-leave, but the available data reveal large variation in employer support for RTW across European countries and firms. This paper explores in a comparative perspective what factors at the country level and at the firm level can explain these differences. Methods Employer support for RTW is examined using microdata covering 31 countries from the Third European Survey of Enterprises on New and Emerging Risks (ESENER), conducted in 2019 (N = 9,775). These data are integrated with country-level indicators to capture national differences in economic incentives and institutional provisions concerning the management of sick-leave. Two-level mixed-effects logit models with random intercepts are used to estimate the impact that different firm characteristics and country-level factors have on the propensity to provide RTW support. Results The empty model has an intraclass correlation coefficient (ICC) of 0.345, indicating that a substantial share of the observed variation across European firms is determined at the country level. Larger establishments and those with workplace health risks are more likely to provide RTW support. Including firm-level indicators does however not reduce the observed between-country variance. Institutional differences in the economic costs of sick leave for employers, on the other hand, explain about 15% of this variance. The ICC drops more strongly after including in the model policy indicators that capture activating elements in the social security system and the existence of national policies targeting RTW. The full model explains almost two thirds (62.8%) of the observed between-country variance. Conclusions The findings highlight that only in few European countries employers are systematically involved in RTW support and strengthen the case for comprehensive policy strategies to engage employers in worker activation. Key messages • Employer characteristics, such as firm size, impact the propensity to provide RTW support, but they do not explain the large between-country variation that we observe across Europe. • Comprehensive national policy strategies and institutional incentives are crucial to engage employers systematically in RTW efforts.

Perceptions of Lactation Experience Among Neurology Faculty and Impact of Lactation Time on Academic Achievement at U.S. Academic Medical Centers.

Objective: To investigate the perceptions of lactation experiences of neurology faculty and the impact of lactation time on academic achievement. Materials and Methods: This was a cross-sectional study utilizing a survey administered across 19 academic neurology centers in the United States. Respondents self-identified as having children and answered questions about lactation at work. Demographic information; academic achievement including publications, guest speakerships, awards, leadership roles, and funding; and perception of lactation experience were analyzed. Results: Among 162 respondents, 83% took lactation time at work. Thirty-seven percent reported lack of employer support for lactation, 46% were dissatisfied with their lactation experience, 59% did not receive compensation for lactation time, 62% did not have blocked clinical time, 73% reported relative value units were not adjusted to accommodate lactation, and 43% reported lack of access to private lactation space. Women spent on average 9.5 months lactating per child and desired 2.4 further months of lactation. There was no difference in all measures of self-reported academic achievement between women who did and did not take lactation time when measured across all career stages. Conclusions: Although a majority of respondents took lactation time at work, perceptions of employer support for lactation were low, and expectations for work productivity were not adjusted to accommodate lactation time. Taking lactation time at work did not decrease self-reported academic achievement. System-level best practices designed to support lactating faculty should be developed to guide academic institutions.

The impact of job stress on job satisfaction and turnover intentions among bank employees during the COVID-19 pandemic

ObjectiveThe main objective of this study is to explore the relationships among job stress, job satisfaction, and turnover intentions among bank employees during the COVID-19 pandemic, with a focus on variations across different demographic characteristics.MethodsA cross-sectional design was employed, and data were collected from 501 bank employees using the Job Stress Questionnaire (JSQ), the Simplified Minnesota Satisfaction Questionnaire (MSQ), and the Intention to Leave Scale (ILS). Descriptive statistics, t-tests, ANOVA, Pearson correlation, and multiple regression analyses were used to test the research hypotheses.ResultsThe findings show that job stress is significantly negatively correlated with job satisfaction and positively correlated with turnover intention. Interpersonal relationship stress emerged as the strongest predictor of turnover intention, while job autonomy stress significantly influenced job satisfaction. Demographic factors, including age, income, and education level, moderated these relationships, with younger, higher-income, and more educated employees reporting lower stress and higher satisfaction. Employees with dependents reported higher stress levels, lower job satisfaction, and greater turnover intentions compared to those without dependents.ConclusionThis study underscores the importance of managing workplace stress and enhancing job satisfaction to reduce turnover intention, particularly during the COVID-19 pandemic. Interventions focused on improving interpersonal relationships and providing targeted support for older and lower-income employees are recommended to mitigate stress and improve retention rates.

Faktor-Faktor yang Mempengaruhi Wanita Usia Subur (WUS) dalam Pemeriksaan Pap Smear di Puskesmas Kotabaru Kecamatan Keritang Kabupaten Indragiri Hilir Riau Tahun 2023

The aim of this research is to determine the factors that influence women of childbearing age in having Pap Smear examinations at the Kotabaru Community Health Center, Keritang District, Indragiri Hilir Regency, Riau in 2023. This research method is analytical research, with a cross-sectional approach with a sample size of 60 respondents, using data namely primary data (questionnaire), analysis using Chi Square. The results of the research show that there is a significant relationship between the variables age, employment and husband's support with the Pap Smear examination, while the variables that are not related to the Pap Smear examination are parity, education and knowledge at the Kotabaru Health Center, Keritang District, Indragiri Hilir Regency, Riau in 2023