Employee Fatigue Research Articles

Оценка факторов острого когнитивного утомления работников виртуальной организации

The article presents the results of the empirical study of the factors of acute cognitive fatigue of virtual organization employees in the course of its activity. The indices “subjective fatigue feeling” when performing activity and “acute cognitive fatigue index” after performing the task have been assessed. The study has confirmed that a high level of subjective fatigue feeling corresponds to a high level of acute cognitive fatigue index. The study has found that gender, age, and expertise field are significant intergroup factors that help to differentiate the indices under assessment. The factor of subjective assessment of task complexity determines maximum difference of the indices in the group. The analysis of the results helps to define the perspectives for research of optimal functional state of a person in his or her field of expertise in subjective and information class.

Динамическое нормирование с использованием метода агентного моделирования процесса сборки оборудования для атомных электростанций

The work is raised as an agent-based model designed to calculate the time spent on the assembly stage of the manufacturing process for manufacturing equipment for nuclear power plants. The article focuses on the need for development, states the justification for research and development of the field of nuclear energy, with repeated facts. The paper uses various approaches to accounting for labor productivity. The concept of a gradual increase in employee fatigue for the development of the technical process is taken as the base. The agents of the model contain the workers and the technological process. The components of programs implemented in the C# language are shown, descriptions of classes are described, their actions to simulate the behavior of agents of a production system. The class diagram shows the selected classes and the relationships between them in terms of inheritance. There is a study of the use of models of a typical assembly process — the assembly of a cabinet frame, consisting of seven main operations. The paper presents structured, empirically analyzed values of fatigue categories and process time for 85 employees in graphical form by operations. It shows an example of an increase in fatigue for one of the employees and a Gantt chart, which can be used to evaluate how the operations went over time. As the output of the agent-based model, the calculated value of the time spent for the entire stage of the technological process of assembling equipment for nuclear power plants is provided. The accuracy of calculations of data convergence, income on the environment in Matlab Mathworks and Microsoft Excel during manual modeling is argued. The agreements state a slight deviation from the data model of the developed agent-based model of a practical experiment carried out as part of the implementation of the contract for the creation of equipment for a new power unit, a causal analysis is carried out. Also, in the applications, exceptional values of some performance indicators are analyzed and attention is focused on the unjustification of classical average approaches in the analysis of overall performance, using several examples. Information is given on the application of the agent model in possible options.

EVALUATION OF FATIGUE LEVEL BY SAFE ENTRY STATION USING NOVEL DEEP LEARNING TECHNIQUE

Fatigue is an important component for screening for “Fit for Duty” at work place. The main objective of this research paper is to identify a novel deep learning technique that can be used to screen fatigue in workplace setting. In order to achieve personal and professional goals, enhance the structure of the organization and to sustain one’s living conditions in an appropriate manner, it is necessary to take into consideration the aspects of health and safety of the employees. This research paper outlines our work on the importance of detecting health, safety and fatigue in the workplace with state-of-art technology before even starting a job.
 This paper proposes a real-time comprehensive employee fatigue detection algorithm based on different facial landmarks to improve the detection accuracy, which detects the employee’s fatigue status by using facial video sequences without equipping them with sensor devices. The facial area is analyzed including detection of left and right eye along with the mouth region.
 In this paper we are proposing a novel deep learning technique to classify high, mid and low levels of fatigue. We are performing this activity at a safe entry station (SES) which also measures other vital parameters such as Body Temperature, Eye Redness, Heart Rate and Respiration Rate. The focus of the current study is on fatigue detection and our AI pipeline achieved 91% accuracy on data points collected at various sites in identification of fatigue levels.

Studi Tentang Kelelahan Kerja pada Pegawai di Laboratorium Pengujian Teknik Bidang Bina Marga Dina Pupr Provinsi NTT Tahun 2022

Fatigue has the meaning of a person's body's ability to convey that his body has exceeded the limits of its ability to do work. So there is a need for recovery by resting. The research objective was to find out the description of employee fatigue based on age, gender, workload and employee working hours. The type of research used is quantitative descriptive research. The research population is all employees, namely 68 people with a sampling technique using a total sampling technique, namely taking the entire population to be used as research objects. The results showed that 42 people (61.8%) were tired, 26 people (38.2%) were very tired. Age 15-45 years tired 30 people (31.5%) and very tired 21 people (19.5%), aged 46-64 years tired 12 people (10.5%) and very tired 5 people (6.5%) ). Gender tired men 29 people (30.9%), women 13 people (11.1%), while very tired men 21 people (19.1%) and women 5 people (6.9%) ). The workload is quite good, 14 people (12.4%) are tired, and 6 people (7.6%) are very tired. Good workload 21 people (22.2%) are tired and 15 people (13.8%) are very tired, while employees in the very good workload category 7 people (13.8%) are tired and 5 people are very tired (4.6%) ). Employees with long working hours of 6-8 hours who are tired 19 people (15.4%) are very tired 6 people (9.6%), employees with working hours/day > 8 hours are tired 23 people (26.6%) and 20 people (16.4%) were very tired. The advice given is to make a standard operation of work implementation (SOP) so that employees remain in accordance with work standards so as to create a comfortable working atmosphere to reduce the risk of fatigue due to work.

Odnos između izloženosti buci, umora i subjektivnog mentalnog opterećenja

The aim of this study is to investigate the relationship between noise exposure, fatigue and subjective mental workload (SMWL) in bank employees. This study was performed on 113 bank employees in Iran. Noise pollution in the studied banks was estimated in accordance with the standard ISO 9612 (1997). To determine the SMWL, NASA-TLX method was used. The level of job fatigue of employees was determined using the Swedish Job Fatigue Questionnaire (SOFI-20) and the sensitivity of people to noise was measured using the Weinstein questionnaire. Finally, the predictor variables of mental workload were analyzed using simultaneous multiple linear regression test in SPSS-V16 software. The level equivalent to the noise exposure (Mean ±SD) in the workstations of bank employees was 61.30 dB-A. The Mean ±SD of the final score of SMWL in the studied employees was 71.91±12.79. The results of the simultaneous regression analysis test showed that the fatigue, noise sensitivity, and level of noise exposure predict a total of 0.61 of the variances of SMWL (P < 0.05, df = 112, f = 16.43). Increasing the noise can increase the SMWL of employees by having the effect of increasing fatigue, and this effect is increased by the sensitivity of employees to noise.

Promoting Flourishing Workplaces through Workplace Caring: Human Caring Theory

For organizations to survive and thrive in the new normal, a better understanding is necessary of the relational mechanisms and practices present in the work environment that either inhibit or encourage employee flourishing in the workplace. This paper seeks to develop a more thorough understanding of practice and process of caring as a means of personalizing the work environment and offsetting the challenges of employee fatigue, burnout, and turnover. It further examines how theory and practice from the discipline of nursing can contribute to a more robust conceptualization and operationalization of the caring construct in the work environment and, thus, promote positive outcomes in the workplace. Additionally, this work identifies several interesting directions for future workplace care research.

The Prevalence of Depressive and Anxiety Symptoms Among Healthcare Workers of East Avenue Medical Center (EAMC) During the COVID-19 Pandemic

Introduction COVID-19, caused by the most recently discovered corona virus SARS-CoV-2 (Severe Acute Respiratory Syndrome Corona Virus 2), has already reached pandemic scale worldwide. And it is expected for health care workers to feel stressed and worried during these times due to their exposure to infected individuals.ObjectivesThis study aims to identify the relationship between the demographic profile and health-related traits of EAMC employees, and their perceived stressors that aggravate psychologic distress experienced during the COVID-19 pandemic.MethodsIn this cross-sectional study of 390 health care workers, we use two brief mental health screening tools, namely Patient Health Questionnaire-9 (PHQ-9), a validated tool for depression, and Generalized Anxiety Disorder Scale-7 (GAD-7) a validated tool for anxiety.ResultsFactors such as marital status, occupation and employment status appear to have association with the development of depressive and anxiety symptoms. Perceived stressors during the COVID-19 pandemic include long working hours, inconsistent administrative policies, exposure to Covid-19 positive individuals, inadequate time off from work and increasing number of patients but without commensurate additional work force. For our sample population, 31.8% did not have depressive symptoms, 35.6% had mild, 21% moderate, 9.7% moderately severe and 1.8% had severe depressive symptoms. While for anxiety, 57.7% had no to minimal symptoms, 26.9% mild, 9.7% moderate and 5.6% had severe anxiety symptoms.ConclusionsIt is therefore concluded that the Covid-19 pandemic indeed caused significant anxiety and depressive symptoms among health care workers. Measures to increase the work force should be put in place to decrease work burden and employee fatigue.DisclosureNo significant relationships.

Research gaps and needs for preventing worker fatigue in the transportation and utilities industries.

The transportation and utilities industries include establishments engaged in the movement of passengers and freight, or the provision of public power, water, and other services. Along with the warehousing industry, they make up the US National Occupational Research Agenda's Transportation, Warehousing and Utilities (TWU) industry sector. In 2018 the sector composed 5% of the US workforce, with approximately 8 million workers. TWU workers experienced 19% of all fatalities among U.S. workers in 2018 and 7% of total occupational injuries and illnesses. Around-the-clock operations, heavy workloads, long and irregular shifts, complicated schedules, and time pressures characterize work across the US TWU sector. However, there are considerable differences in worker priorities and concerns between TWU industries. Major areas of concern within the sector include disparities in work schedules; required training for employee fatigue awareness and prevention; physical and mental job demands; and safety culture. Strategies for fatigue mitigation are critical to reduce the prevalence of injuries, safety-critical events, and crashes in TWU workers. Further research on the incidence and characterization of fatigue among TWU workers will guide the development of effective mitigation strategies. The influence of work scheduling on missed sleep opportunities and disrupted circadian rhythms should be determined. Evaluation of fatigue mitigation strategies can lead to the adoption of the most effective ones for each TWU industry. Implementation of effective strategies is critical for the health, safety, wellbeing, and productivity of workers in the TWU sector.

Management of Individual Occupational Risk Using Health-Saving Technologies

The aim of the research was to substantiate the feasibility of using health-saving technologies in the management of individual occupational risk and to develop a scientifically based set of industrial gymnastics for knowledge workers.Research methods. Three groups of employees were formed to conduct research. The estimation of mental performance index was done with a correction task according to V. Ya. Anfimov’s Table. The study of the fatigue of intellectual workers was conducted by testing for a simple visual-motor reaction using the computer program “Reaction Time Test”. The calculation of individual occupational risk was carried out according to the methodology of N.F. Izmerova, L.V. Prokopenko, N.I. Simonova, et al., Klin Institute of safety and working conditions.Results. The study of working performance showed that doing introductory gymnastics contributes to improving working performance by the end of the warming up period and maintaining it at a good level before a break for lunch. Doing industrial gymnastics with any set of exercises an hour and a half after the lunch break provides a higher working performance until the end of the working day.The study of employee fatigue confirms that doing introductory gymnastics in the working time does not significantly affect the fatigue of employees by noon. Conducting industrial gymnastics according to the developed complex an hour and a half after the lunch break provides significantly less fatigue (p < 0.05) until the end of the working day. It takes 30 minutes of working time to do a set of industrial gymnastics.Conclusion. Thus, a scientifically based set of industrial gymnastics for office employees has been developed to prevent occupational and work-related diseases. The proposed set of exercises is effective and a set of exercises can be recommended for use. The indicator of the employee’s health status is the only component, influencing which it is possible to manage individual occupational risk.

The Role of Music Therapy in the Emotional Regulation and Psychological Stress Relief of Employees in the Workplace.

With the increasing global attention to the problem of staff stress, scholars in the fields of sociology, psychology, and medicine are seeking effective solutions. Music therapy has entered the field of vision of scholars with its unique advantages and is used to maintain the mental health of workers in various industries and improve work efficiency. To solve the problem of employees' psychological pressure, ordinary psychotherapy is mainly done through conversation. At present, the psychological pressure generated by employees in the workplace is obviously unable to be treated by ordinary psychological treatment methods. Music therapy can play its role in this situation. This article collects a large amount of data through surveys to obtain the job satisfaction data of medical care, education, and restaurant staff for the corresponding occupations, analyzes the data, and considers the role of music therapy in this type of industry to relieve the psychological pressure of relevant staff. In the end, it is concluded that music therapy can stimulate employees' creative inspiration, eliminate employee fatigue, and eliminate some potential unfavorable factors. It can also enhance the friendship between employees, improve employee work efficiency and employees' sense of corporate identity, and reduce employee pain sense. In general, music therapy can have a positive impact in many areas, especially in corporate applications, which can have a positive impact on employees in many aspects in the workplace.

Teleworking Experience of Education Professionals vs. Management Staff: Challenges Following Job Innovation

The article deals with the problem of teleworking. Due to the constraints of the pandemic, the education sector has undergone a dramatic change, with teachers and students en masse moved to work from home. In the past, digital solutions have gradually penetrated the education sector, but the pandemic has turned the process into social innovation in the broad sense and performance innovation in the narrow sense. The latter aspect is addressed in this article. The paper aims to reveal the effect of the transition to teleworking on employees in the education sector. Based on the survey results, the study reports experiences of higher education and college professors, secondary schools and vocational schools' teachers and managerial staff in terms of personal well-being, management quality, and performance. The paper is novel in terms of the scope of the study: it analyses the teleworking issue in different educational institutions. In addition, the study compares the experiences of education staff and managers. There is a lack of such research in the scientific literature in the education sector. The research confirms that telecommuting managers experienced less shock and fatigue than professors and teachers. In addition, university professors proved to be the best prepared to work in innovative ways, but they also rated the performance of their managers' management work the worst among all educational institutions. Meanwhile, while teachers in secondary schools rated telework the most negatively, they rated the ability of their leaders to lead the team in extraordinary conditions the best. The research results can be useful for education leaders and policymakers as well as for researchers dealing with the topics of teleworking, teachers' job performance, employee fatigue, and leadership competencies.

Морально-психологічний та психоемоційний стан організації як показник якості менеджменту

In today's world, the process of developing and updating the concept of personnel management continues. Management methods, tools and technologies are being improved, innovative management technologies are being approved. Increasingly, the staff of the organization is seen as a base for the formation of its competitive advantages. Of particular importance is the environment in which the employee is. Moral and psychological atmosphere, psychological and emotional climate in the organization, formed and maintained corporate culture of the organization are components of the success of the organization, its competitive advantages, and, at the same time, an indicator of effective management. The relevance of the study is that in times of rapid technology development, in the pursuit of innovation, constant reorganization of the organization, the desire to make the employee more efficient and productive, the line of understanding between proactivity and employee productivity is lost. All this has a negative impact on productivity, physical and mental health, especially in difficult post-covid times. The main purpose of the proposed study is to analyze the importance of moral, psychological and psycho-emotional state of the organization as components of management. To achieve this goal, the following tasks are set: to give examples of traditional and innovative methods of personnel management, to prove the need to update the modern concept of management; show the components of a favorable moral, psychological and psycho-emotional climate of the organization, ways of their formation and diagnosis; to reveal the content and significance of corporate culture as a tool for managing the organization; show the effectiveness of innovative socio-psychological methods and technologies in the management of organizational behavior as team building, emotional intelligence, corporate humor, etc .; on the example of domestic and foreign experience to prove the need to restore the psycho-emotional health of employees in modern covid and post-covid times. Modern socio-psychological methods of management are generalized, the expediency of their application in the management of the organization is substantiated. A list of traditional and innovative methods of influencing staff, including foreign experience of management innovations. The components of a favorable moral-psychological and psycho-emotional climate of the organization, methods of their formation and diagnosis are determined. Special attention is paid to such innovative personal technologies as corporate culture, team building, emotional intelligence, corporate humor. The need to restore the psycho-emotional health of employees of the organization in modern covid times of fasting has been demonstrated by the example of foreign experience. It is concluded that the focus of management should be on the corporate well-being and psychological health of employees, psycho-emotional recovery and support in difficult times of the pandemic. The topic of finding solutions to the problem of psychological fatigue and excessive stress of employees, the search for new tools and technologies to restore psycho-emotional health in the post-pandemic period.

Analiza efectului stressului asupra structurii productivității angajaților publici

The most current problem of our time is the daily stress that people experience. Stress occurs at home, in the street, at work, and in many other situations. Our study is focused on the study of stress at the workplace of employees. Employees spend most of their time at work, where they face stressful situations. Although people work for a variety of reasons, the most important goal is to earn a living and a better quality of life. People who work for individuals and organizations are subject to fatigue. Employees contribute to the development of the organization, in order to have more success and income. Therefore, they need to work qualitatively and productively for both, the organization and themselves. Due to the intensity of work, stress inevitably occurs due to employee fatigue.

A Field Study of Work Type Influence on Air Traffic Controllers' Fatigue Based on Data-Driven PERCLOS Detection.

The fatigue of air traffic controllers (ATCOs) on duty seriously threatens air traffic safety and needs to be managed. ATCOs perform several different types of work, with each type of work having different characteristics. Nonetheless, the influence of work type on an ATCO’s fatigue has yet to be demonstrated. Here, we present a field study in which the fatigue of ATCOs working in two types of work was compared based on an optimized data-driven method that was employed to detect the percentage of eyelid closure over the pupil over time (PERCLOS). Sixty-seven ATCOs working within two typical jobs (i.e., from the terminal control unit (TCU) and area control unit (ACU)) were recruited, and their fatigue was detected immediately before and after shift work using PERCLOS. Using a Spearman correlation test analysis, the results showed that the influence of work type on an ATCO’s fatigue had interesting trends. Specifically, the ATCOs at the TCU who handle departures and arrivals, which include converging with and maneuvering around conflicts, retain normal circadian rhythms. Their fatigue was significantly influenced by the various demands from tasks focusing on sequencing and conflict resolution and by the time phase of a normal circadian rhythm. At the ACU, ATCOs manage flights that are mainly on route, causing monotonous monitoring and routine reporting tasks, and the ATCOs generally have frequent night shifts to handle overflights. Their fatigue was significantly influenced by the demand characteristics from tasks, but changes in fatigue rule were not consistent with a normal circadian rhythm, revealing that the ATCOs’ circadian rhythms may have already been slightly disturbed. Furthermore, the interactions between task demand and circadian rhythm with an ATCO’s fatigue were significantly observed in ATCOs working in the TCU but not in those in the ACU. This study provides first evidence that an ATCO’s work type influences his or her fatigue. This discovery may incite stakeholders to consider work type in the management of employee fatigue, not only in the civil aviation industry but also in other transport industries.

PENGGUNAAN MEDIA INFORMASI SEBAGAI PENDUKUNG KINERJA STAF (Studi Deskriptif pada Dinas Pendidikan dan Kebudayaan Kota Pagaralam)

The objectives of this study are to: 1). Describe an overview of the use of information media in supporting the performance of staff at the Pagar Alam City Education and Culture Office. 2). Describe what office technologies have been used to support staff performance at the Pagar Alam City Education and Culture Office. 3). Describe the positive and negative impacts of the use of technology-based information media at the Pagar Alam City Education and Culture Office. The approach used in this study is a qualitative approach. The type of method used in this research is a case study, this research seeks to explain and try to describe and study the use of information media as a support for staff performance at the Pagar Alam City Education and Culture Office. Subjects / respondents in this study were all employees / staff at the Education and Culture Office of Pagar Alam City. The data collection techniques used were interviews, observation, Focus Group Discussion and Documentation. The data collected in this study is data in qualitative form, so it uses qualitative data analysis. The results of the study contain a description of the use of information media in the scope of computer-based information technology in supporting staff / employee performance. Some of the advantages of using information media in the Pagar Alam Disdikbud office are: saving costs, saving time and effort, facilitating control and accuracy, facilitating supervision, producing better and tidier work, more information loaded, reducing boredom with manual methods, reduce employee fatigue

Age-related vulnerability of employees to factors of the occupation environment

Introduction. When predicting individual health risks associated with a person’s profession, first of all, the state of their health, age and experience of harmful work are studied. A practical approach to studying the age-related vulnerability of a person to the factors of the working environment is the use of fatigue indicators. Objective: to establish age-related patterns of the influence of factors of the occupation environment on employee fatigue Materials and methods. Three thousand eight hundred fifty-one employees of industrial enterprises, public catering enterprises, healthcare and educational organizations were examined. The employees evaluated the degree of influence of factors of the production environment on fatigue - noise, microclimate, working area air, dust in the working area air, vibration. The frequency of influence (FI) of each factor of the production environment on employee fatigue was considered an indicator of age-related vulnerability (vulnerability risk). The relative risk of exceeding the FI in older age groups of employees was calculated. Results. In older medical workers, the relative risk (RR) of vulnerability to noise was =1.19 (0.88-1.60); to the microclimate OR=1.26 (0.96-1.64); RR due to the air of the working area =1.19 (0.92-1.54). School teachers have a significantly higher frequency of complaints about noise than doctors and nurses, and their age-related increase in vulnerability to noise was OR=1.23 (0.98-1.55). Employees of public catering enterprises showed an increase in age-related vulnerability to all environmental factors. Employees of older age groups of industrial enterprises are more vulnerable to all factors of the production environment. The values of FI in the groups of 30-49 years and 50-69 years, respectively, were: for noise, OR=1.20 (1.01-1.43) and OR=1.15(0.88-1.50); for microclimate, OR=1.21(1.04-1.39); for working area air, OR=1.02 (0.87-1.19) and OR = 1.31 (1.06-1.62). Conclusion. Compared with the age group of 20-30 years, the probability of the influence of factors of the working environment - “noise”, “microclimate”, “air of the working area”, on the fatigue of workers increases by 10-15% at the age of 30-49 years and by 15-25% at the age of 50-60 years.

Age dynamics of working capacity and fatigue risk of employees of industrial enterprises, education, and healthcare

Introduction. It is necessary to consider the employee's age and health status to increase the reliability and accuracy of predicting occupational risk based on working conditions. Moreover, knowledge about the age dynamics of a person's working capacity is also required to preserve its longevity in pre-retirement and retirement age. The length of the working week (LWW) and work intensity (WI) often become the primary risk of chronic fatigue and related diseases. The latter is common among employees of industrial enterprises, doctors, teachers. The study aims to research the age dynamics of working capacity and the risk of industrial fatigue of employees of industrial enterprises, education and healthcare. Materials and methods. We examined six groups of employees. The central employees of large factories: workers engaged in regional physical labor (GR 1.1, 1175 people) and precision work (GR 1.2, 708 people), specialists, and managers (GR 1.3, 307 people). Medical workers (GR 2, 1041 people). University teachers (GR 3.1, 694 people). School teachers (GR 3.2, 130 people). Researchers studied groups by different methods, depending on the degree of diversity of the content of labor actions during the working day and their variation by days of the working week. We used the survey method to determine the degree, frequency, and duration of employee fatigue. Results. All factory workers in the age range of 18-49 years have a monotonous increase in the risk of severe fatigue at work (SFW) due to the rise in fatigue disappearance and increasing the intensity of work (IW). With an increase in the age of employees, GR 1.2 IW and working week duration (WWD) do not decrease, but all indicators of the physiological cost of maintaining the level of labor productivity increase. In workers of GR 2 and GR 3.1, the value of SWF in the age group of 30-40 years is from 6 to 14%, which is two times lower than in GR 1.1 and GR 1.2. In group GR 3.1, there is a lowering of the value of WI. We tend to reduce SFW up to 70-75 years of age; 20-35% of teachers have WWD more than 50 hours. The greatest WWD we observe at the age of 50-60 years. Also, we follow the lowering of WWD in healthcare workers, while it monotonically decreases with age. Teachers have increased WI, and there is no age-related tendency to decrease the value of SWF in them. The most significant number of university employees falls in the age group of 60-64 years and GR 1.2 - on the age of 30-34 years. Conclusions. The age dynamics of working capacity we consider as a process of biological aging of the body, the speed of which depends on the psychophysiological requirements of labor standards and the degree of their fatigue.With a tiring level of labor intensity, when the performance of labor standards requires the employee to speed and volume of sensorimotor tasks, performance decreases significantly with age. With regional physical labor without increased requirements for the accuracy of visual-motor reactions, performance decreases at the age of 51-55 years to 0.9; at 56-60 years - to 0.8; in 61-65 years - up to 0.75. With high sensorimotor requirements, performance decreases earlier and more significantly - at the age of 46-50 years to 0.7, at 51-55 years to 0.5, at the age of more than 55 years, the ability to fulfill labor standards decreases two times. With tireless work, when its result depends not on its physiological intensity (density and pace of labor actions), but on the knowledge and experience of the employee, the ability of a person to fulfill labor standards remains up to 75 years, and there is no age decrement of working capacity. Therefore, the indicator "long working hours per week" (extended hours) is a risk factor for employees' health only when combined with the physiological intensity of work that causes their fatigue on working days.

A diary study of psychological effects of misinformation and COVID-19 Threat on work engagement of working from home employees

Since the COVID -19 pandemic, the open literature presents plenty of discussions on how individuals have adopted being forced to work from home (WFH). Nevertheless, there hasn't been much information on how individuals perceive WFM is affecting their daily work routine in the pandemic. By applying the stressors-strain-outcome (SSO) framework, the current study develops and tests a model that explains how misinformation and COVID-19 threat triggered the anxiety and social media fatigue of WFH employees and affected their work-related response. This study collected diary data for ten consecutive days from 56 WFH employees. Results widely supported the hypothesized model. Specifically, findings revealed that misinformation and COVID-19 threat increase anxiety and social media fatigue among these employees, resulting in a lower level of work engagement. This study also found that resilience as a coping mechanism reduces the adverse effects of anxiety on work engagement. The results have significant, timely implications for policy and research.

Work-related use of information and communication technologies after hours and employee fatigue: the exacerbating effect of affective commitment

PurposeWork-related use of information and communication technologies (ICTs) after hours can be potentially detrimental to employee well-being. In the current study, we examine whether psychological detachment mediates the link between work-related use of ICTs after hours and fatigue and whether affective commitment exacerbates this mediated relationship.Design/methodology/approachWe collected two waves of data from 295 employees in Vietnam, with 51% being female and an average age of 37.81 years old (SD = 7.93).FindingsWork-related use of ICTs after hours was positively related to employees' fatigue via psychological detachment. The negative relationship between work-related use of ICTs after hours and psychological detachment was stronger for employees with higher affective commitment.Practical implicationsOrganizations are encouraged to set policies and procedures to reduce work-related use of ICTs after hours to protect employee health; when work-related use of ICTs after hours is necessary, organizations should provide employees, especially those with higher affective commitment, with resources and strategies to better detach from this experience.Originality/valueOur findings contribute to the understanding of how work-related use of ICTs after hours might adversely affect employee well-being through psychological detachment and that more committed employees can be more affected in this process.

Compassion Fatigue, Compassion Satisfaction and Burnout Among 112 Emergency Health Workers - The Case of Province of Kayseri

Bu çalışmanın amacı 112 acil sağlık çalışanlarında eşduyum yorgunluğu, eşduyum tatmini ve tükenmişliği incelemektir. Araştırmada betimsel ve ilişkisel tarama modelinden yararlanılmıştır. Araştırma Kayseri İli Sağlık Müdürlüğüne bağlı olarak hizmet veren 41 acil sağlık hizmetleri istasyonunda çalışan 345 personelle gerçekleştirilmiştir. Verilerin toplanmasında “Çalışanlar İçin Yaşam Kalitesi Ölçeği” kullanılmıştır. Değişkenler arasındaki ilişkileri belirlemede Pearson korelasyon analizi gerçekleştirilmiştir. Bireysel değişkenlere göre eşduyum yorgunluğu, eşduyum tatmini ve tükenmişlik düzeylerinin farklılığını değerlendirmede ikili karşılaştırmalarda t test, ikiden fazla grubu karşılaştırmada tek yönlü ANOVA testinden yararlanılmıştır. Parametrik koşulların sağlanamadığı durumlarda grupları karşılaştırmalarda Kruskal Wallis H testi kullanılmıştır. Araştırma sonuçları 112 acil sağlık çalışanlarının büyük çoğunluğunun eşduyum yorgunluğu ve tükenmişlik için yüksek ve orta riskte olduklarını göstermiştir. Aynı zamanda çalışanların yaklaşık dörtte birinin (%22,3) eşduyum tatmininde düşük potansiyele sahip olduğu bulunmuştur. Eşduyum yorgunluğu ve tükenmişlik arasında pozitif ilişki, eşduyum tatmini ve tükenmişlik arasında ise negatif yönde bir ilişki belirlenmiştir. Ayrıca kadınların tükenmişliklerinin erkeklerden daha düşük olduğu, paramediklerin diğer unvanlara sahip olanlardan eşduyum tatminlerinin daha yüksek olduğu saptanmıştır. Çalışılan birimdeki hizmet süresinin çalışanların eşduyum yorgunluğu, eşduyum tatmini ve tükenmişliğini anlamlı olarak farklılaştırmadığı görülmüştür. Araştırmadan elde edilen bulguların ışığında kurumların çalışanlarına psikolojik destek ve düzenli eğitim vermeleri önerilmiştir.