Workplace Factors Research Articles

Development and validation of tools to screen occupational mental health and workplace factors influencing it: for the Indian workforce.

An imbalance in the key organizational psychology constructs viz. "Workload", "Reward", "Community", "Control", "Values" and "Fairness" are potential factors leading to negative occupational mental health, i.e. burnout. Burnout, a psychological syndrome is the combination of emotional exhaustion, sense of reduced compassion and accomplishment. To note, the concept of occupational mental health in a nation with second largest workforce is nascent. Further, the utility of existing western tools in Indian subcontinent is limited by culturally inappropriateness, patented, less comprehensible and other factors. Present study attempted to develop tools to screen occupational mental health and workplace areas. Conventional steps involved in psychological tool development, viz. construct identification, drafting of pertinent questions, content validation, field testing of questions and others were adopted. After series of steps, tools for screening occupational mental health and key constructs influencing mental health at workplace (workplace assessment) were developed. The screening tools exhibited adequate test-retest reliability, internal consistency/reliability (cronbach's α>0.73) and correlation (correlation coefficient >0.6) with the general mental health in larger evaluation of 153 consenting workers. The proposed simple and easy to administer tool requires development of normative scores thereby aiding early diagnosis and management of those requiring intervention.

The Effects of Job Insecurity, Emotional Exhaustion, and Met Expectations on Hotel Employees’ Pro-Environmental Behaviors: Test of a Serial Mediation Model

There are a plethora of empirical pieces about employees’ pro-environmental behaviors. However, the extant literature has either ignored or not fully examined various factors (e.g., negative or positive non-green workplace factors) that might affect employees’ pro-environmental behaviors. Realizing these voids, the present paper proposes and tests a serial mediation model that examines the interrelationships of job insecurity, emotional exhaustion, met expectations, and proactive pro-environmental behavior. We used data gathered from hotel customer-contact employees with a time lag of one week and their direct supervisors in China. After presenting support for the psychometric properties of the measures via confirmatory analysis in LISREL 8.30, the abovementioned linkages were gauged using the PROCESS plug-in for statistical package for social sciences. The findings delineated support for the hypothesized associations. Specifically, emotional exhaustion and met expectations partly mediated the effect of job insecurity on proactive pro-environmental behavior. More importantly, emotional exhaustion and met expectations serially mediated the influence of job insecurity on proactive pro-environmental behavior. These findings have important theoretical implications as well as significant implications for diminishing job insecurity, managing emotional exhaustion, increasing met expectations, and enhancing eco-friendly behaviors.

Examining burnout in the electrical sector in Ontario, Canada: A cross-sectional study.

Workers in the trades sectors often experience mental health issues and decreased work ability due to occupational stress, workplace hazards and living in danger or constant fear of injury. Understanding the impacts of psychosocial risk factors on construction workers' mental health can aid in decreasing workplace injuries, lessening disabilities and increasing worker productivity. In this study, we focus on understanding and assessing the mental health and wellness of individuals in the electrical sector that are members of the Employer Engagement Project (EEP) from the Ontario Electrical League (OEL). The subset of potential participants included electricians and plumbers in Ontario working for small to medium sized employers (SME). The recruitment took place in 2022, with a total of 82 participants who completed a survey collecting demographic information, assessing the importance and availability/satisfaction of workplace factors and stress-and burnout-related questions. The data were analyzed using IBM SPSS Statistics 29.0. Two-sample Mann-Whitney U tests were performed to test for associations between the availability of work-related factors and burnout scores among the participants. Burnout scores were determined using the Copenhagen Burnout Inventory. Our findings demonstrate that dissatisfaction of the following factors: Workload allocation, internal staff development opportunity and stable staffing/minimal turnover, were associated with high burnout levels. The findings indicate there may be a relationship between certain work-related factors and burnout levels experienced. There is a need for improvement of workload allocation in SMEs to help enhance the mental health and well-being of employees.

Predicting school readiness program implementation in community-based childcare centers.

Targeted curricular interventions can increase preschool program quality and boost children's academic and social-emotional readiness skills, but variable funding and weak organizational infrastructure in many community-based childcare centers may reduce the effective implementation of these programs. This study examined individual teacher and workplace predictors of the REDI program implementation, a targeted school readiness program that was adapted to support delivery in childcare centers. REDI was delivered by 63 teachers in 37 community-based childcare centers with center directors serving as local implementation coaches. Results showed that individual teacher factors (e.g., teaching skills and receptivity to intervention consultation) predicted the quality with which REDI activities and teaching strategies were delivered, and workplace factors were important predictors across multiple implementation indicators. Practice and policy implications for improving intervention implementation and corresponding program quality in childcare centers are highlighted.

Burnout and Depressive Symptoms in Healthcare Professionals: A Cross-Sectional Study in Saudi Arabia.

The study objectives were to examine the prevalence of burnout among healthcare professionals, analyze the association of depression and burnout among healthcare professionals, and explore the factors related to burnout. A prospective cross-sectional study using a validated questionnaire was conducted among healthcare professionals in a tertiary teaching hospital in Saudi Arabia's central region. The Maslach Burnout Inventory (MBI) questionnaire was used to measure burnout through emotional exhaustion, depersonalization, and personal accomplishment. Descriptive and inferential statistics were carried out using SAS version 9.4. The study sample was composed of 139 healthcare professionals. Around 48% of the study sample were nurses, 26% were physicians, 19% were pharmacists, and 6% were other healthcare professionals. About 61% screened positive for depression. Overall, one third of the participants had a high risk of burnout. Around 61.8% of the participants were in the high-risk group of the EE, 58.3% of the DP, and 41.0% of the PA subscales. Scores for the overall MBI were significantly different between various age groups, gender, those with social and financial responsibility, income, job titles, or years of experience. A higher risk of burnout in all subscales was observed among those with depression. A high risk of burnout was observed among healthcare professionals. The level of burnout was connected to workplace factors and the presence of depression. The burnout suffering among these healthcare professionals underlines the need to study further how to reduce the factors that contribute to burnout and the impact of interventions to reduce healthcare professionals' burnout levels. The burnout scientific literature would benefit from further high-quality research with larger samples using longitudinal study designs to identify the causal risk factors.

Burnout Defined

This article defines the three components of burnout recognized by the World Health Organization—exhaustion, cynicism, and inefficiency. Personal factors and workplace factors that research has shown to contribute to professional burnout are defined. Questions for personal reflection and discussion of one’s workplace are offered to identify propensity for burnout and to consider how to respond. Though burnout is often a systemic issue connected to workplace factors, suggestions for action and further reading are offered for those seeking ways to mitigate risk for burnout or to address an existing state of burnout.

Person-centredness in the workplace: an examination of person-centred skills, processes and workplace factors among Medicaid waiver providers in the United States

Background: Existing research supports the effectiveness of person-centred practices in working with persons with physical, intellectual and developmental disabilities, but less clear is the influence of workplace factors on the implementation and quality of person-centred practices. Aims: This article explores the influence of workplace factors on job satisfaction and on the implementation and quality of person-centred practices in healthcare agencies that provide home- and community-based services through a Medicaid waiver in Mississippi, a state in the southeastern United States. Methods: Purposive sampling was used to collect data via online surveys to explore the interrelationships among person-centred workplaces, job satisfaction and person-centred practices. Results: Path analysis reveals that a person-centred workplace influences both skill implementation and person-centred processes. Job satisfaction was significantly correlated to skill implementation and person-centred processes in bivariate analysis but was not detected in the path model. Conclusion: This study suggests that organisations may improve the provision of person-centred practices by investing in policies that create a person-centred workplace. Implications for practice: A person-centred workplace environment is a critical factor that influences person-centred practices and job satisfaction among employees Adapting practices to be person-centred should occur at every level of an organisation Social care organisations should maintain continuous assessments of person-centredness to ensure a person-centred workplace where employees consistently use person-centred skills and processes with the people whom they support

Survey noise exposure and fasting and their effect on salivary cortisol on hospital staff

Introduction: One of the most important risk factors in workplace is noise pollution and it affects the quality of human life. Especially these effects on the hospital environment are more impressive because these workplaces should be calm. This study aimed to investigate the combined effects of noise exposure and fasting on saliva cortisol levels at two hospitals staff. Method: This study included 75 participants of two hospital worker.A calibrated noise level meter (Cel- 231, UK) was used to measurement noise levels in two hospitals parts. Also, Saliva cortisol levels assessed in two different situations: fasting and feeding. Descriptive statistics, paired sample t-test and regression analysis were used as statistical tools of this study with P<0.05. Results: our result showed that sound pressure levels (mean ± SD) in Amiralmomenei hospital and Abozar hospital were 75.3±6 and 76.9±5, respectively. Salivary cortisol levels in samples with normal feeding and fasting showed significant difference (P<0.05).Also, comparison between salivary cortisol levels in without noise exposure and noise exposure in fasting time showed significant difference (P<0.05). Salivary cortisol levels in workers in two hospitals were different (P<0.05). C

Workplace Violence and the Mental Health of Public Health Workers During COVID-19

During the COVID-19 pandemic, public health workers were at an increased risk for violence and harassment due to their public health work and experienced adverse mental health conditions. This article quantifies the prevalence of job-related threats, harassment, and discrimination against public health workers and measures the association of these incidents with mental health symptoms during the COVID-19 pandemic. A nonprobability convenience sample of state, local, and tribal public health workers completed a self-administered, online survey in April 2021. The survey link was emailed to members of national public health associations and included questions on workplace violence, demographics, workplace factors, and mental health symptoms. Mental health symptoms were measured using standardized, validated tools to assess depression, anxiety, post-traumatic stress disorder, and suicidal ideation. Multivariable Poisson models calculated adjusted prevalence ratios of mental health symptoms, with workplace violence as the primary risk factor. Analyses were conducted in 2021-2022. Experiencing any type or combination of workplace violence was significantly associated with an increased likelihood of reporting depression symptoms (prevalence ratio=1.21, 95% CI=1.15, 1.27), anxiety (prevalence ratio=1.21, 95% CI=1.15, 1.27), post-traumatic stress disorder (prevalence ratio=1.31, 95% CI=1.25, 1.37), and suicidal ideation (prevalence ratio=1.26, 95% CI=1.14, 1.38), after adjusting for confounders. A dose‒response relationship was found between the number of workplace violence events experienced by a public health worker and the likelihood of reporting mental health symptoms. Violence targeted at the public health workforce is detrimental to workers and their communities. Ongoing training, workplace support, and increased communication after a workplace violence incident may be helpful. Efforts to strengthen public health capacities and support the public health workforce are also needed.

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.

Health and Safety Risk Mitigation among Artisanal and Small-Scale Gold Miners in Zimbabwe.

Artisanal and small-scale gold mining (ASGM) is often associated with no or compromised attention to health and safety. Although headlines of fatal accidents in Zimbabwe characterise ASGM, little attention is paid to prevention strategies. This study, therefore, explores health and safety risk mitigation in ASGM in Zimbabwe to inform prevention strategies. A qualitative design was used with focus group discussions and in-depth interviews. Data were analysed using thematic analysis, coding, and descriptive statistics. Reported factors contributing to compromised health and safety included immediate causes, workplace factors, ASM related factors, and contextual factors, with interconnectedness between the causal factors. In addition, factors related to ASGM were significant. For risk mitigation, formalisation, organisation of risk reduction, behaviour change, and enforcement of prevention strategies is proposed. A multi-causal analysis is recommended for risk assessment and accident investigation. A multi-stakeholder approach could be considered for risk mitigation including community and public health interventions. However, risk mitigation has been characterised by gaps and weaknesses such as lacking ASM policy, lack of capital, poor enforcement, negative perceptions, and non-compliance. Therefore, we recommend addressing the threats associated with health and safety mitigation to ensure health and safety protection in ASGM.

Conceptualising difference: a qualitative study of physicians’ views on healthcare encounters with asylum seekers

ObjectivesIn many high-income countries, structural, legal, social and political barriers to adequate healthcare interfere with the ability of health professionals to respond to the healthcare needs of a fluctuating and...

Workplace Bullying in Early Childhood Education Settings: Prevalence and Protective Factors

Workplace bullying in the early childhood education and care (ECEC) sector is a pervasive and significant issue in Australia and globally. Workplace bullying can negatively impact early childhood professionals’ mental health, contributing to staff turnover and attrition. Given the current, and predicted, future shortages of ECEC staff, it is critical that strategies be implemented to support staff well-being and maintain healthy and safe workplaces. The aims of this study were to examine the current prevalence of workplace bullying in the ECEC sector in Australia and to identify protective workplace factors associated with lower prevalence of workplace bullying. Using a convergent parallel mixed methods design, findings are drawn from qualitative and quantitative survey questions within a large study on ECEC educators’ well-being conducted in Australia. Participants were 591 early childhood professionals working in ECEC a variety of ECEC settings. Findings indicated that 24.6% of respondents reported experiencing workplace bullying and that most bullying was perpetrated by co-workers. Some workplace factors were related to lower rates of bullying, including positive teamwork, better supervisor relations, lower work-related stressors and having greater influence on workplace decisions. Implications of the findings are discussed in relation to informing policy and practices to address workplace bullying in the ECEC sector by identifying aspects of the workplace that serve as protective factors.

Mental health and well-being of anaesthetists during the COVID-19 pandemic: a scoping review.

The COVID-19 pandemic has imposed substantial burdens on clinicians and there is a need to better understand the impact on mental health and well-being. This scoping review investigates the prevalence of mental health concerns in anaesthetists, risk and protective factors for mental well-being, and anaesthetists' pandemic-related concerns and support. We searched online databases for articles published between January 2020 and May 2022, using search terms related to: anaesthesia; burnout, well-being, mental health or stress; and COVID-19. We identified 20 articles comprising 19 different populations of anaesthetists (n = 8680) from 14 countries. Studies identified the prevalence of the following condition in anaesthetists: burnout (14-59%); stress (50-71%); anxiety (11-74%); depression (12-67%); post-traumatic stress (17-25%); psychological distress (52%); and insomnia (17-61%). Significant risk factors for poorer mental health included: direct COVID-19-related issues (fear of self and family exposure to infection; requirement for quarantine); practitioner health factors (insomnia; comorbidities); psychosocial factors (loneliness; isolation; perceived lack of support at home and work); demographic factors (female gender; non-white ethnicity; LGBTQIA+); and workplace factors (redeployment outside area of clinical practice; increased work effort; personal protective equipment shortages). Protective factors identified included: job satisfaction; perceived organisational justice; older age; and male sex. Anaesthetists' self-reported concerns related to: personal protective equipment; resource allocation; fear of infection; fear of financial loss; increased workload; and effective communication of protocols for patient treatment. Support from family, colleagues and hospital management was identified as an important coping mechanism. Findings from this review may support the design of interventions to enhance anaesthetists' psychological health during pandemic conditions and beyond. Future research should include consistent psychological outcome measures and rigorous experimental design beyond cross-sectional studies.

Factors Leading to Cervical Pain among Display Screen Equipment Operators; An Observational Study

Background: Computer operators are more to develop pain in the cervical region. With a wide range of possible risk factors, that vary from person to person, this area requires continuous investigation. So that workplace can be modified to promote work safety. Objective: To estimate the association of different risk factors of neck pain among display screen equipment users in office settings. Methods: Using display screen equipment self-assessment questionnaire and musculoskeletal discomfort form, the data was gathered from offices in different cities of Pakistan. Office workers under 60 years who used a display screen for more than an hour each day were eligible to participate in the study. While those having any history of spinal deformities, cervical surgery, trauma or malignancy was excluded. For statistical computation and analysis, the data from 122 participants were recorded in SPSS version 21. The prevalence of neck pain and frequency distribution of variables were computed. The chi-square test was used to determine the correlation between the variables, and the p-value less than or equal to 0.05 were considered significant. Results: Neck pain was seen in 41.8% out of the 122 study participants. It was observed to affect the daily activities of 29.4% of the population, while 62.7% had experienced discomfort in the previous week. Neck pain was found to be substantially correlated with work fulfillment, stress and male gender. While among ergonomic factors it was linked to breaks from work, the height of the screen used, and computer hardware adjustability. Conclusion: Many office workers using display screen equipment report cervical pain. It is associated with both workplace and individual-level factors and such problems can be avoided by enhancing workplace ergonomics.

Research on the influencing factors of grassroots employees’ safety behavior from the perspective of informal groups in workplace

In order to deeply analyze the way and effect of informal group factors in workplace on the safety behavior of grassroots employees, a conceptual model of the informal group factors influencing the safety behavior of grassroots employees is constructed through theoretical and literature analysis, and the model and hypotheses are empirically tested by structural equation model. The research results show that informal group factors not only influence employee safety behavior directly, but also influence employee safety behavior indirectly through some factors of extra-role safety behavior of co-workers. Besides, extra-role safety behavior of workers plays a partially mediating role between group cohesion, group infectivity and employee safety behaviors. Meanwhile, group pressure plays a significant role in moderating the relationship between the demonstration effect of co-workers and the employees’ safety behavior.

Managers’ sick-leave recommendations - a video vignette study on common mental disorders

Abstract Background Sick leave due to common mental disorders (CMD) in Sweden is higher among women than men. Since the Swedish labor market is highly sex segregated a contributing factor might be managers’ attitudes towards CMD and sick leave. This video vignette study tests three hypotheses on managerś sex and recommendation for sick leave. The hypotheses are: (1) there is an association between negative attitudes towards CMDs and recommending sick leave, and (2) there is an association between educational level and recommending sick leave, and (3) there is an association between workplace factors and managerś recommendation of sick leave. Methods The study sample consisted of 2703 Swedish managers, female (34%) and male (66%). The online survey included a randomized female and male video vignette played by actors and specifically designed for the study. Associations were investigated by means of logistic regression. The covariates were attitudes towards depression, educational level, labor sector, size of company, proportion of women/men at the workplace, and sex of the person in the video vignette. Results The bi-variate crude analysis showed an OR of 1.28 (95% C.I. 1.08-1.51) for female vs. male managers’ recommendation of employee sick leave to the video vignette. Negative attitudes towards CMD did not add to the model, whereas educational level did, OR 1.34 (95% C.I. 1.13-1.59). The final, fully adjusted model showed an OR of 1.39 (95% C.I. 1.16-1.66) for female vs. male managers’ recommendation of employee sick leave. Conclusions The likelihood of a manager recommending sick leave after watching a CMD-labelled video vignette was slightly higher for female managers compared to male, and it remained in the final adjusted model. The results resonate with the registered sick leave and the sex segregation among managers and industries in the Swedish labor market. Key messages

Workplace social support, mental health and work functioning among young workers

Abstract Background Young adults with a history of mental health problems (MHPs) report lower work functioning (WF) compared to their peers without a history of MHPs. The identification of modifiable, protective workplace factors, such as workplace social support, is needed to increase WF.We examined the moderating role of workplace social support from supervisors and co-workers in the prospective association between MHP trajectories from childhood to young adulthood and WF among young adults. Methods The most recent 2019/2020 data of N = 861 young workers, participating in the 18-year follow-up Dutch TRAILS (TRacking Adolescents’ Individual Lives Survey) cohort study, was used. MHP trajectories for internalising and externalising problems included measurements at ages 11, 13, 16, 19, 22 and 26. Supervisor and co-worker social support were measured at age 29. WF was assessed at age 29. Logistic regression analyses were conducted to examine the moderating role of workplace social support in the association between MHP trajectories and WF. Results Four trajectories were identified for both internalising and externalising problems. Young adults with high-stable MHP trajectories reported more often low WF (ORs 3.73 (95% CI 2.28-6.12) and 2.88 (1.78-4.65) for internalising and externalising problems respectively) than those with low-stable trajectories. Higher supervisor and co-worker social support were associated with a lower odds for low work functioning (adjusted ORs ranging from 0.67 (0.54-0.83) to 0.84 (0.71-1.00)). No moderating effect of workplace social support was found for the association between MHP trajectories and WF. Conclusions Both supervisor and co-worker support were shown to be important for all young workers, regardless their history of mental health problems. Occupational health professionals should create awareness among employers and employees that workplace social support is beneficial for young adults’ work functioning. Key messages • Both supervisor and co-worker social support are important for all young workers’ work functioning, regardless of their history of mental health problems. • Creating awareness of the impact of workplace social support on young adults’ work functioning among employers and employees should be a priority area for occupational health practice and policy.

The Relationship Between Clinical Risk Factors and Patient’s Survival Rate in Non-Small Cell Lung Carcinoma Cases: A Cross-Sectional Study

Background: Non-small cell carcinoma (NSCLC) is the most common type of lung cancer. Risk factors for lung cancer include smoking, genetic factors, chronic lung disease, lung infections, radon exposure, air pollution, exposure to carcinogenic substances in the workplace and other risk factors. The significance of each of these risk factors differs by sex, race and region in a given country. Purpose: The study was conducted to assess the analysis of risk factors, treatment response and survival of NSCLC patients. Methods: Cross sectional and survival analysis, patients undergoing diagnostic and treatment at Dr. Wahidin Sudirohusodo Makassar period January 2017-December 2019. Anamnesis of risk factors and survival by telephone and patient medical record data. Results: There are 100 patients who fulfill the inclusion criteria; Subject characteristics were mostly male (64%), age >45 years (84%), Bugis ethnicity (50%), farmer occupation (27%), active smokers (60%), consume filter cigarettes (75%), and has severe brinkman index (BI) (51.6%). About 40% of the subjects were non-smokers, 50% of whom were passive smokers. Severe IB and high-risk occupations by type of KPKBSK were significant (p = 0.02 and p = 0.01). Age <45 years, median survival was better than age 45 years (8 months versus 4 months), p = 0.002. Subjects receiving EGFR-TKI had a better median survival of 7 months, platinum doublet 6 months, did not receive treatment for 2 months, p = <0.05. Conclusion: Brinkman Index (BI) and high-risk occupation based on NSCLC type are significant. Age < 45 years had a good median survival. Subjects who received TKI had a better median survival. Keywords: Non-small cell lung carcinoma, clinical risk factors, survival rate.

Qualitative study of barriers and facilitators encountered by individuals with physical diseases in returning and continuing to work

BackgroundThe number of employees with physical diseases is increasing, and there is a need for support to help them return and continue to work. To provide effective support, it is important to identify barriers and facilitators for individuals in returning and continuing to work. Previous studies have reported barriers and facilitators for specific diseases. However, few reports have dealt with these issues across various diseases. To identify a range of barriers and facilitators that may apply to different physical diseases, we conducted a qualitative analysis by interviewing patients with diverse characteristics being treated for diseases.MethodsWe conducted semi-structured interviews based on the criteria for qualitative research. We investigated three disease groups to obtain details of barriers and facilitators: impairments that were visible to other people (mainly stroke); impairments invisible to others (mainly heart disease); and impairments that changed over time (mainly cancer). Interview transcripts were analyzed and the results reported using systematic text condensation.ResultsWe extracted 769 meaning units from 28 patient interviews. We categorized barriers and facilitators that were generalizable to various diseases into three themes (personal factors, workplace factors, and inter-sectoral collaboration and social resources) and 10 sub-themes (work ability, psychological impacts, health literacy, social status, family background, workplace structure, workplace system, workplace support, inter-sectoral collaboration, and social resources).ConclusionsThis study identified 10 sub-themes that can be applied for workers with physical diseases; those sub-themes may be used as a basis for communicating with those individuals about returning and continuing to work. Our results suggest that various barriers and facilitators for workers with physical diseases should be understood and addressed at medical institutions, workplaces, and support sites.