Workplace Factors Research Articles

Clinical supervision effectiveness in NHS nursing, medical and allied health professionals: Exploring interaction with workplace factors, supervision factors and burnout.

The study aimed to (1) determine if a variety of workplace and supervision factors predict clinical supervision effectiveness; and (2) establish if clinical supervision effectiveness predicts burnout, amongst a variety of mental health staff (medical, allied health, and nursing staff). The study adopted a multicentre cross-sectional online survey design. Participants included 204 mental health staff (89 allied health staff, 81 nursing staff, and 34 medical staff). The Manchester Clinical Supervision Scale (MCSS-26) was used to measure clinical supervision effectiveness, and the Maslach Burnout Inventory (MBI-HSS) was used to measure burnout. Linear regression analyses and multiple regression analyses were conducted. The main findings suggested that supervision frequency, supervision duration, choice of supervisor, workplace setting, and supervisee profession, were all significant predictors of clinical supervision effectiveness. Additionally, clinical supervision effectiveness was a significant negative predictor of burnout. Workplace and supervision factors should be considered in supervision practice across professional groups. Policies need to promote effective clinical supervision practice.

Sleep inequities in nursing: A descriptive qualitative study on causes of poor sleep among black nurses in the United States

Background: Sleep is critical to general health and occupational safety of workers. Black nurses in the United States report sleeping less than their White counterparts, indicating sleep inequity exists. Understanding what workplace factors contributing to this inequity and suggestions for improvement are vital to protecting nurses.Methods: A descriptive qualitative research design with content analysis was used to examine focus group data from Black nurses working in the United States. Participants were invited to virtual focus groups or interviews to answer questions about their sleep. Questions were guided by the Social Ecological Model for Sleep.Results: Fifteen nurses participated. Four themes emerged: Societal Impact, Workplace, Interpersonal-Cultural Context, and Individual. Twelve sub-themes were identified that described factors that affect all nurses (i.e., night shift, long work hours) versus societal and interpersonal events tied to racism that are most impactful for Black nurses’ sleep. Participants offered six suggestions for changing the healthcare setting to increase a sense of belonging.Conclusions: To improve sleep equity among Black nurses working in healthcare settings, a holistic approach towards worker health and safety may help attenuate individual risks from poor sleep. Systemic organizational efforts to increase belonging among staff could benefit from fostering trusting relationships with Black nurses, as well as increasing the diversity of healthcare leaders and managers.

The Moderating Role of the Five-Factor Model of Personality in the Relationship between Job Demands/Resources and Work Engagement: An Online Cross-Sectional Study.

When organizations or managers utilize personality assessments for their workers, it is crucial to consider not only personality profiles but also the interaction between these profiles and the psychosocial environmental factors in the workplace. The present study aimed to examine the moderating effects of the five-factor model (FFM) of personality traits on the relationship between job demands/resources and work engagement (WE). A cross-sectional online survey was conducted between November and December 2022, targeting full-time workers in Japan. Data were collected from 1500 participants (757 men and 743 women). The survey included demographic variables, job demands and resources (job control, supervisor, and coworker support), WE, and the FFM. The primary statistical analysis was hierarchical regression analysis, which tested the interactions between job demands/resources and each personality trait. Four significant interactions were found: job demands and neuroticism, control and neuroticism, control and conscientiousness, and supervisor support and extraversion. High conscientiousness was associated with higher WE when job control was abundant. Moreover, low levels of both neuroticism and extraversion were linked to higher WE. The results suggest that managers can enhance WE by aligning workplace factors with employee personality traits. These insights can be applied to organizational staffing decisions.

Psychological distress among healthcare providers during the COVID-19 pandemic: patterns over time

BackgroundCOVID-19 added to healthcare provider (HCP) distress, but patterns of change remain unclear. This study sought to determine if and how emotional distress varied among HCP between March 28, 2021 and December 1, 2023.MethodsThis longitudinal study was embedded within the 42-month prospective COVID-19 Cohort Study that recruited HCP from four Canadian provinces. Information was collected at enrollment, from annual exposure surveys, and vaccination and illness surveys. The 10-item Kessler Psychological Distress Scale (K10) was completed approximately every six months after March 28, 2021. Linear mixed effects models, specifically random intercept models, were generated to determine the impact of time on emotional distress while accounting for demographic and work-related factors.ResultsBetween 2021 and 2023, the mean K10 score fell by 3.1 points, indicating decreased distress, but scores increased during periods of high levels of mitigation strategies against transmission of SARS-CoV-2, during winter months, and if taking antidepression, anti-anxiety or anti-insomnia medications. K10 scores were significantly lower for HCP who were male, older, had more children in their household, experienced prior COVID-19 illness(es), and for non-physician but regulated HCP versus nurses. A sensitivity analysis that included only those who had submitted at least five K10 surveys consisted of the factors in the full model excluding previous COVID-19 illness, occupation, and season, after adjustment. Models were also created for K10 anxiety and depression subscales.ConclusionsK10 scores decreased as the COVID-19 pandemic continued but increased during periods of high mitigation and the winter months. Personal and work-place factors also impacted HCP distress scores. Further research into best practices in distress identification and remediation is warranted to ensure future public health disasters are met with healthcare systems that are able to buffer HCP against short- and long-term mental health issues.

Pharmacists’ perceptions of error reporting systems

Background Healthcare-related adverse events directly impact patient safety. Effective reporting of adverse events and workplace factors affecting the quality and quantity of reporting has been a recent focus. In Nova Scotia, pharmacists have been required to report quality-related events (QREs), errors, and near misses since 2010 through the Canadian Pharmacy Incident Reporting (CPhIR) database. This study aims to better understand how healthcare professionals who use the CPhIR system feel about their experience with QREs and the QRE reporting process. Methods A total of 1000 registered pharmacists and staff were contacted through the Nova Scotia College of Pharmacists. Five focus group meetings were conducted from May to October 2018, consisting of 17 community pharmacists, pharmacy technicians, and assistants. Analysis Thematic analysis was used to identify and define emerging themes in the transcripts by multiple readers. The Actor-Network Analytical Theory helped draw a web of connections in producing a safety culture that extends beyond the roles at the dispensing counter. Results It was found that participants were committed to minimizing and reporting errors, but using the CPhIR database system is both time-consuming and onerous. Additionally, there was a lack of continuity in communicating the QRE system protocols and compliance protocols for the system. Conclusions Community-based pharmacy culture needs to shift from a compliance-based culture, where error reporting is based on completion and volume, to a just culture that embraces quality and learning from mistakes, a critical element of safe dispensing.

Burnout and Work Engagement Concerning Dental Malpractice among Saudi Dentists: A Cross-Sectional Study

Plain Language SummaryDental malpractice is becoming a growing concern in health care. Dentistry is a high-stress job, and ignoring stress and burnout can negatively affect patients, dentists, and the quality of their work. This study examined the prevalence of dental malpractice, burnout, and work engagement among dentists, explored the association between dental malpractice and burnout, and identified other possible risk factors. From May 2023 to May 2024, a study was conducted of 259 Saudi dentists working in public clinics in Jeddah. The dentists completed an anonymous online survey that included questions about their backgrounds, job characteristics, burnout levels, work engagement levels, and dental malpractice experiences. Stata 18 software was used to analyze the data. Of the 259 dentists, 27% were concerned about malpractice, and 20.8% had faced malpractice claims. The analysis showed that dentists who felt detached from their work and who had low community engagement were more likely to worry about malpractice. Dentists working in primary health care centers, those feeling emotionally exhausted, and those with low job satisfaction were more likely to have malpractice claims. This study provided detailed information about the work conditions and burnout levels of Saudi dentists and how these relate to malpractice. It also found that Saudi dentists often experience high levels of emotional exhaustion and lack of personal achievement. Various workplace factors have been linked to dental malpractice.

Beyond Blame: Understanding Workplace Burnout

Burnout presents a significant challenge for organizations seeking to promote employee well-being and performance. However, traditional views often attribute burnout to individual weaknesses rather than systemic causes embedded within workplace conditions and culture. This article provides a foundation for shifting perspectives on burnout's antecedents by reviewing recent empirical studies on its defining characteristics and underlying workplace factors. Drawing from Maslach and Leiter's areas of worklife model, the brief examines how sustained imbalances across domains like workload, control, reward and values can fuel burnout over time. Practical applications are proposed for consultants and leaders to adopt a proactive, systems-oriented approach through activities like engagement surveys, open communication, values alignment and iterative cultural improvements. The goal is to foster organizational environments and conditions aligned with innate human needs for autonomy, competence and relatedness shown to sustain motivation and resilience in the long term.

Keep on truckin’: how effective are health behaviour interventions on truck drivers’ health? A systematic review and meta-analysis

BackgroundTruck drivers are a vital workforce, but have higher rates of obesity and other chronic diseases than the general population. The occupation’s sedentary nature, limited physical activity opportunities and access to healthy food, and irregular sleeping patterns contribute to poor health. This systematic review and meta-analysis aimed to evaluate the effectiveness of interventions on health behaviours and cardiometabolic biomarkers of health in truck drivers.MethodsA systematic search was conducted in February 2024, and reported according to PRISMA 2020 guidelines. Experimental studies targeting physical activity, sedentary behaviour, sleep, diet, weight loss, drug/alcohol use, and/or smoking were eligible. Two reviewers independently screened and completed data extraction and risk of bias assessment. Data were combined at the study level. Pooled statistics were calculated using mean differences (MD) or standardised mean differences (SMD) for outcomes that were reported in ≥2 studies. Pre- and post-intervention means and standard deviations (SD) for the intervention and control groups were used to compute effect sizes.ResultsNineteen studies (n=2137 participants) were included. Meta-analyses found a small-to-moderate increase in fruit and vegetable consumption (SMD 0.32, p=0.03) with no other significant effects on other outcome variables.ConclusionsInterventions are moderately effective in increasing truck drivers’ fruit and vegetable consumption, but not other outcomes. There is a dearth of research in the driver population compared to other occupational groups. Future interventions should consider workplace and environmental factors to promote the health and wellbeing of truck drivers.Trial registrationThe study protocol was registered on PROSPERO (CRD42021283423).

Personal and Workplace Characteristics as Predictors of Intent-To-Stay Among Registered Nurses: An Exploratory Quantitative Multicentre Study.

This study aims to describe and examine the factors associated with registered nurses' intent-to-stay and subsequently identify predictors of nurses' intent-to-stay. A quantitative, cross-sectional correlational design was used. A convenience sample of 270 registered nurses completed the questionnaire and was included in this study. Descriptive statistics were used to present the sociodemographic characteristics and scores of outcome measures. Pearson's correlation coefficient and multiple linear regression with backward selection were conducted to examine how nurses' characteristics and workplace factors influence nurses' intent-to-stay. The mean age of the participants was 29.2 years. The mean scores for the outcomes were intent-to-stay (mean = 2.96), resilience (mean = 3.34), occupational self-efficacy (mean = 4.34), sleep quality (mean = 9.73) and workplace environment scores (mean = 3.15). The correlation analysis showed that resilience, occupational self-efficacy, self-realisation and workload were positively correlated to intent-to-stay while sleep quality was negatively correlated to intent-to-stay. Multiple linear regression analysis found occupational self-efficacy, sleep quality, workload, nervousness, nurses' designation and specialisation status to be significant factors associated with intent-to-stay. Intent-to-stay is a complex and multidimensional construct influenced by a variety of personal and workplace factors. Hospital administrators should endeavour to develop measures to improve occupational self-efficacy, workload, nervousness and push for specialisation training to bolster nurses' intent-to-stay. Against an everchanging healthcare landscape following the COVID-19 pandemic, the findings of this study contribute to a deeper understanding of the factors of registered nurses' intent-to-stay. The findings of this study alluded to the importance of professional development and workload as factors that can influence registered nurses' intent-to-stay. Hospital administrators can prioritise workforce retention policies by introducing strategies such as opportunities for upskilling, flexible working hours and streamlining work processes to promote nurses' intent-to-stay. No patient or public contribution.

Psychological distress in registered nurses and the role of the workplace: A cross-sectional study

Objective: To investigate the impact of workplace factors on psychological distress in New Zealand registered nurses. Background: Nurses are often faced with challenging work environments, with long work hours, high patient ratios, and emotionally charged situations that cause stress. Despite the well-established links between the nurse work environment and well-being, there remains a gap in the literature around the role of workplace factors on psychological distress in nurses. Study design and methods: A cross-sectional survey was conducted with registered nurses in New Zealand. Depression, anxiety, and stress were self-reported using the DASS-21, while difficult practice environments and negative workplace acts were self-reported using PES-NWI and NAQ-R. Descriptive and inferential statistics were undertaken using SPSS. STROBE guidelines were used to report the study. Results: 480 RNs completed the survey. On average, depression, anxiety, and stress scores were 6.08 (SD=7.06, Normal), 4.87 (SD=6.05, Normal), and 9.50 (SD=7.30, Normal), respectively. The Average PES-NWI score was 2.70 (SD=0.54), while the average total NAQ-R score was 34.27 (SD=12.67). Depression, anxiety, and stress scores were positively associated with NAQ-R scores, and negatively associated with PES-NWI scores (p-values <0.05). PES-NWI score was negatively associated with NAQ-R score (p<0.05). PES-NWI and NAQ-R explained 28.8%, 15.6%, and 26.1% of the variation in depression, anxiety, and stress, respectively. Depression, anxiety, and stress were significantly associated with intention to leave (p-values <0.05). Depression and anxiety were significantly associated with ethnicity (p-values <0.05). Age was negatively associated with anxiety and stress (p-values <0.05). Years employed as a nurse were also negatively associated with anxiety (p<0.05). Discussion: This study addresses a knowledge gap by demonstrating that workplace factors are associated with psychological distress in nurses. Conclusion: Psychological distress in nurses is significantly associated with the work environment and with intention to leave the profession. Given that most countries are facing nurse shortages and are actively recruiting nurses from diverse countries and ethnic backgrounds, targeted and individualised support needs to be provided to preserve nurses’ mental health and subsequent retention in the workforce. Implications for research, policy, and practice: Healthcare providers must prioritise modifying the work environment to address the factors contributing to nurses’ psychological distress. This includes providing culturally tailored mental health resources and support for nurses with diverse backgrounds and experiences. Future research should examine how organisational-level strategies can reduce psychological distress in nurses. What is already known about the topic? Psychological distress is common in nurses. Indicators of psychological distress include non-specific symptoms of stress, anxiety, and depression. Psychological distress is associated with challenging working conditions. What this paper adds: Vulnerable groups, such as nurses from specific ethnic backgrounds and less experience, report higher levels of psychological distress, such as anxiety and depression. The quality of the practice environment is associated with psychological distress in registered nurses. Negative acts in the workplace (i.e., bullying and harassment) are positively associated with psychological distress in registered nurses.

Prevalence of Lower Back Pain and Associated Workplace and Ergonomic Factors among Mineworkers in a Nickel Mine, Zimbabwe

Lower back pain is a common occurrence among mine workers due to the nature of their work. Globally, workplace (occupational) and ergonomic risk factors have been reported to influence the prevalence of lower back pain among workers. This study aimed to determine ergonomic risk factors associated with lower back pain and associated risk factors (workplace and ergonomics) among mineworkers in a nickel mine in Zimbabwe. A cross-sectional study design was employed, and participants were randomly selected to complete a questionnaire that included the Dutch Musculoskeletal Questionnaire (DMQ). A total of 420 mine workers were interviewed, with the majority being male (n = 259, 61.7%) and aged between 31 and 44 years old (n = 159, 37.9%). The study found that the prevalence of lower back pain was 41.43% (n = 174). Several risk factors were found to be associated with lower back pain, including working overtime (AOR = 1.13, p < 0.01; 95% CI: 0.07–0.22), performing repetitive tasks (AOR = 8.06, p < 0.01; 95% CI: 4.67–13.93), bending (AOR = 7.77, p < 0.01; 95% CI: 3.97–15.22), and twisting (AOR = 3.32, p < 0.01; 95% CI: 1.83–6.03). Based on these findings, it is recommended that an ergonomic risk assessment and prevention program be implemented, which should include educational awareness about lower back pain and its prevention among mine workers.

The Role of Ergonomics in Stress Management

In the modern fast-paced world, stress significantly impacts both individual well-being and workplace efficiency. Ergonomics, the study of designing workspaces to meet users' needs, provides a practical solution to mitigate stress. This paper investigates the connection between ergonomic design and stress management, exploring how workplace factors contribute to stress and how ergonomic improvements can alleviate it. We will examine the physical and psychological effects of poor ergonomics, review strategies for reducing stress through ergonomic design, and highlight the benefits of incorporating ergonomic principles into workplace practices.

Analyzing The Influential Factors of Psychological Health and Employee Performance in Public Health

The purpose of this study was to identify the degree to which industry employee’s performance and psychological health within the public health sector are impacted by their workplace, work stress, and burnout. This research employs a quantitative methodology. The samples employed in this study were employees of Industry, which comprised 42 individuals. A questionnaire is used to collect data, which is then analyzed using the SPSS software. We explained the entire process of ensuring the credibility of the data that was collected from the individuals through the questionnaires. According to the findings of this study, it was established that burnout, work stress, and workplace factors influence EP. The evaluation highlights the need of some polices and promising strategies to improve the mental and overall public health. This study also emphasized the need to deal with psychological problems at workplace in order to have healthier and more positive workers.

Supportive Workplace Wellness Cultures and Mattering Are Associated With Less Burnout and Mental Health Issues in Nurse Managers.

The aims of this study were to describe burnout, mental health, and healthy lifestyle behaviors of nurses in a managerial role and assess associations among workplace culture factors (perceived culture, mattering, support, and staff shortages) with burnout, mental health outcomes, and healthy lifestyle behaviors. Nurse managers foster unit-based wellness cultures, yet burnout and mental health problems adversely impact the culture and well-being of staff. A cross-sectional, descriptive correlational design was used. The Florida Organization for Nursing Leadership enabled distribution of a wellness survey to nurse managers. There were 125 participants. Healthy lifestyle behaviors were infrequently practiced. Analysis revealed significant correlations among workplace culture factors, burnout, and mental health outcomes. When compared with nurse managers with staff shortages, those without staff shortages were 6.11 times more likely to not screen positive for burnout. Health systems should address workplace culture factors and staff shortages to reduce burnout, improve mental health, and enhance healthy behaviors in nurse managers.

Understanding the mental health and intention to leave of the public health workforce in Canada during the COVID-19 pandemic: A cross-sectional study

BackgroundThere is limited evidence about the mental health and intention to leave of the public health workforce in Canada during the COVID-19 pandemic. The objectives of this study were to determine the prevalence of burnout, symptoms of anxiety and depression, and intention to leave among the Canadian public health workforce, and associations with individual and workplace factors.MethodsA cross-sectional study was conducted using data collected by a Canada-wide survey from November 2022 to January 2023, where participants reported sociodemographic and workplace factors. Mental health outcomes were measured using validated tools including the Oldenburg Burnout Inventory, the 7-item Generalized Anxiety Disorder scale, and the 2-item Patient Health Questionnaire to measure symptoms of depression. Participants were asked to report if they intended to leave their position in public health. Logistic regression was used to estimate adjusted odds ratios (aOR) and 95% confidence intervals (95% CI) for the associations between explanatory variables such as sociodemographic, workplace factors, and outcomes of mental health, and intention to leave public health.ResultsAmong the 671 participants, the prevalence of burnout, and symptoms of depression and anxiety in the two weeks prior were 64%, 26%, and 22% respectively. 33% of participants reported they were intending to leave their public health position in the coming year. Across all outcomes, sociodemographic factors were largely not associated with mental health and intention to leave. However, an exception to this was that those with 16–20 years of work experience had higher odds of burnout (aOR = 2.16; 95% CI = 1.12–4.18) compared to those with ≤ 5 years of work experience. Many workplace factors were associated with mental health outcomes and intention to leave public health. Those who felt bullied, threatened, or harassed because of work had increased odds of depressive symptoms (aOR = 1.85; 95% CI = 1.28–2.68), burnout (aOR = 1.61; 95% CI = 1.16–2.23), and intention to leave (aOR = 1.64; 95% CI = 1.13–2.37).ConclusionsDuring the COVID-19 pandemic, some of the public health workforce experienced negative impacts on their mental health. 33% of the sample indicated an intention to leave their role, which has the potential to exacerbate pre-existing challenges in workforce retention. Study findings create an impetus for policy and practice changes to mitigate risks to mental health and attrition to create safe and healthy working environments for public health workers during public health crises.

Enhancing Employee Retention through Ergonomic Practices: Examining the Moderating Effect of Work-Life Balance

This study investigates the impact of various ergonomic and workplace factors on employee retention, aiming to understand how organizations can foster a supportive work environment to enhance employee satisfaction and reduce turnover. Using structural equation modeling, the research examines key variables, including workstation design, proper lifting techniques, task rotation, anti-fatigue mats, ergonomic tools and equipment, break scheduling, and work-life balance. The findings reveal that these ergonomic factors significantly influence employee retention, with proper lifting techniques and ergonomic tools showing the strongest positive associations. The analysis demonstrates that employees who experience a supportive ergonomic environment are more likely to stay with their organization, thus emphasizing the importance of these factors in retention strategies. Additionally, work-life balance is shown to moderate the relationship between ergonomic practices and retention, suggesting that employees who feel their organization values their personal well-being are more likely to remain committed. Fit indices, such as the RMSEA, CFI, TLI, SRMR, and GFI, confirm the robustness of the model, indicating a good fit with the observed data. The study’s conclusions highlight the need for organizations to invest in ergonomic improvements and work-life balance initiatives to maintain a stable and productive workforce. While the study offers valuable insights, its limitations include the cross-sectional design, reliance on self-reported data, and the specific organizational context, which may limit the generalizability of the findings. Future research could expand on these findings by exploring additional variables and conducting longitudinal studies across diverse settings to provide a more comprehensive understanding of employee retention dynamics.

Nurse-reported workplace violent events: Results from a repeated statewide survey

BackgroundWorkplace violence significantly affects registered nurses, contributing to burnout and intention to leave. MethodsThe Michigan Nurses Study conducted surveys in 2022 and 2023, examining the prevalence of verbal, physical, and sexual violence, and coworker bullying. Personal and workplace factors associated with reporting any violent event were examined using multivariable logistic regression. ResultsThere was a decline in overall workplace violence from 50.2% to 43.4%, despite a rise in sexual harassment from 9.9% to 11.8%. Over half of the events were patient sourced. Underreporting remained a problem. Factors associated with increased likelihood of reporting any violent event included younger age, employment in acute care and long-term care settings, unfavorable practice environments, less confidence in management, inadequate support for workplace stress, and understaffing on the past shift. ConclusionsDespite a decrease in reported violent events, incidents remain common. Improvements in working conditions, management of understaffing, and support systems are crucial to mitigate workplace violence against nurses.

Sociodemographic and work-related factors associated with psychological resilience in South African healthcare workers: a cross-sectional study

BackgroundPsychological resilience facilitates adaptation in stressful environments and is an important personal characteristic that enables workers to navigate occupational challenges. Few studies have evaluated the factors associated with psychological resilience in healthcare workers.ObjectivesTo determine the prevalence and factors associated with psychological resilience in a group of South African medical doctors and ambulance personnel.Materials and methodsThis analytical cross-sectional study used secondary data obtained from two studies conducted among healthcare workers in 2019 and 2022. Self-reported factors associated with resilience, as measured by the Connor-Davidson Resilience Scale-10 (CD-RISC-10), were evaluated. R statistical software was used for analysing the data and performing statistical tests.ResultsA total of 647 healthcare workers were included in the study, of which 259 were doctors and 388 were ambulance personnel. Resilience scores were low overall (27.6 ± 6.6) but higher for ambulance personnel (28.0 ± 6.9) than for doctors (27.1 ± 6.0) (p = 0.006). Female gender (OR 1.94, 95%CI 1.03–3.72, p = 0.043), job category (OR 6.94 95%CI 1.22–60.50, p = 0.044) and overtime work (OR 13.88, 95%CI 1.61–368.00, p = 0.044) significantly increased the odds of low resilience for doctors. Conversely, salary (OR 0.13, 95%CI 0.02–0.64, p = 0.024) and current smoking status (OR 0.16, 95%CI 0.02–0.66, p = 0.027) significantly reduced the odds of low resilience amongst doctors. In addition, only previous alcohol use significantly reduced the odds of low resilience for ambulance personnel (OR 0.44, 95%CI 0.20–0.94, p = 0.038) and overall sample (OR 0.52, 95%CI 0.29–0.91, p = 0.024).ConclusionsResilience was relatively low in this group of South African healthcare workers. The strong association between low resilience and individual and workplace factors provides avenues for early intervention and building resilience among healthcare workers.

Anxiety-inducing factors among educators in the Capricorn district of Limpopo, South Africa

This study was aimed at screening for anxiety symptoms among educators in the Capricorn District of Limpopo Province, South Africa. Recent literature has identified the school environment as a risk factor for anxiety, putting teachers at a higher risk. We collected data from 381 teachers using a quantitative cross-sectional study design. The Generalized Anxiety Disorder (GAD-7) scale, along with a researcher-developed socio-demographic questionnaire, was used to determine the prevalence and associated risk factors for anxiety symptoms. Stata-14 was used to analyze the data through the use of bivariate and multivariate analysis. The sample consisted largely of black (n=318, 83.46%), female (n=270, 70.87%) teachers from 25 schools. The prevalence of anxiety was 36.85%, with a majority falling under the mild category (n=85, 22.31%). Personal factors such as gender, race, home language, whether the participant had sought professional mental health assistance in the past 6 months, and the impact of COVID-19 were significantly (p=0.05) associated with the symptoms of anxiety. Additionally, workplace factors such as school of employment and subjects taught were also significantly associated with anxiety symptoms. There is a high prevalence of anxiety symptoms among educators, which may negatively affect the students under their care.

Towards an assessment of psychosocial work factors in a multi-level mental health intervention in the workplace: results from the MENTUPP pilot-study.

Mental health in the workplace is a growing concern for enterprises and policy makers. MENTUPP is a multi-level mental health intervention implemented in small and medium size enterprises from three work sectors in nine countries. This pilot study aimed to evaluate the feasibility, delivery, and instruments for the MENTUPP intervention to inform the planning of a clustered randomized controlled trial. We administered items from the Copenhagen Psychosocial Questionnaire and the Danish Work Environment Cohort Study measuring psychosocial workplace factors. The questionnaire was answered by 382 participants at baseline, of which 98 participants also answered after six months at follow-up. We calculated mean scores of 19 psychosocial factors at baseline and conducted repeated measures ANOVAs to assess differences in eight psychosocial factors at follow-up. We also examined whether outcomes differed between work sectors and job positions at follow-up. The construction sector and workers with no or a lower leadership role reported more negative working environment factors at baseline. We observed a statistically significant decline in social support from colleagues and social community at work, and a marginally significant decline in justice at work. For the rest of the constructs, we did not observe statistically significant changes. We found significant differences in psychosocial work environment factors among work sectors and job positions at baseline. Contrary to our hypotheses, three psychosocial work environment factors decreased at follow-up. Possible explanations are the utilization of specific psychosocial factors as resources to cope with psychosocial stressors, high participant expectations that were not met by the intervention, insufficient time for structural changes, or the intervention prompting critical evaluations of the work environment. These findings will inform the design and implementation of the forthcoming clustered randomized controlled trial, where they will also be further investigated to validate their significance.