Healthcare Jobs Research Articles

A Qualitative Assessment of Changes in Occupational Exposures Among Healthcare Facility Workers.

Adult-onset asthma, notably prevalent among healthcare professionals, especially nurses, is often attributed to occupational factors such as exposure to cleaning agents. Studies consistently underscore the substantial role of such exposure in work-related asthma among hospital staff. We aimed to (a) identify and characterize current practices in cleaning and aerosolized medication administration; (b) assess changes in practices since a similar 2003 study of Texas healthcare workers; and (c) identify factors contributing to diverse exposures within healthcare job categories. We conducted focus groups with 38 participants in 6 healthcare settings, analyzing current practices, changes since 2003, and factors contributing to exposure diversity. We used a three-step approach for data analysis, including sociodemographic characterization, a scissor-and-sort technique for exposure description, and qualitative content analysis. Participants were primarily healthcare providers (76%) and housekeepers/cleaners (11%) who reported exposure to aerosolized medications, cleaning products, adhesives, and solvents. Participants reported transitioning from cleaning practices to new formulas with reduced odors and shifting from spray cleansers to wipes. Personal protective equipment (PPE) used during cleaning tasks varied, with training differing among job categories. Aerosolized medication administration varied among facilities, with reported medication types and protocol changes over time. The results emphasized the significance of maintaining uniform protection, disseminating knowledge, and consistently adhering to PPE protocols in the healthcare environment. Addressing the identified gaps in comprehension and potential sources of exposure variability requires additional focus on occupational health and safety initiatives.

Moderating role of relationships between workloads, job burnout, turnover intention, and healthcare quality among nurses

BackgroundIn Jordan, nurses consider a primary providers of direct patient care, and play a multifaceted role in ensuring healthcare quality. The study aimed to examines the moderating effect of job satisfaction in the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality.MethodsA cross-sectional research approach was adopted among 311 from Registered Nurses (RN) across Jordanian hospitals. Job satisfaction, workload scale and job burnout scale were shared between March and April 2023.ResultsThe overall findings indicate that workload, job burnout, and turnover intention are negatively and significantly related to healthcare quality, and that job satisfaction moderates the relationship between workload and healthcare quality, job burnout and healthcare quality, and turnover intention and healthcare quality. These findings have broad implications for healthcare organizations, emphasizing the pivotal role of job satisfaction in mitigating the negative effects of workload, burnout, and turnover intentions among nurses.ConsulsionStrategies to enhance job satisfaction, such as reducing work-related stress and fostering supportive work environments, should be prioritized by healthcare policymakers and institutions to ensure the delivery of high-quality patient care.

Development of Four-Item Attitudes toward People Living with Dementia Scale for population surveys.

This study developed a short version of a scale measuring attitudes toward people living with dementia, the Four-Item Attitudes toward People Living with Dementia Scale (APDS4), that could be included in a large population survey. We used three datasets from Japan: a web panel survey, a community-based mail survey, and data from a randomised controlled trial on dementia education. The original scale used was the Attitudes toward People Living with Dementia Scale developed by Kim and Kuroda. Test-retest reliability and item response theory analyses were used to reduce the number of items. The reliability, internal consistency, validity, and responsiveness of the short version were evaluated. Six items with low test-retest reliability and four items with low discrimination parameters were removed from the 14-item scale. The APDS4, consisting of four items, had test-retest reliability and internal consistency comparable to those of the original scale. Confirmatory factor analysis indicated that the APDS4 fit a unidimensional model. The validity of the APDS4 was confirmed by significant associations between the APDS4 scores and the original scale scores, knowledge of dementia, helping behaviour intentions toward people living with dementia, helping behaviour experience, attending the Dementia Supporter Training Course, and engagement in healthcare jobs. In a randomised controlled trial dataset, the APDS4 was more responsive to educational interventions than the original scale. The shortened APDS4 was established as a reliable, validated, and responsive scale. This scale can be used efficiently in population surveys to evaluate dementia-friendly initiatives at the community level.

Digitalization, AI, and robotics for good care and work? German policy imaginaries of healthcare technologies

Abstract Healthcare is being discussed as an increasingly important application domain for new digital, artificial intelligence–enabled, and robotic technologies. This area has garnered interest from policymakers who seek to harness technological advancements in their quest for providing adequate healthcare to aging populations and modernizing healthcare jobs. In this article, we analyze the sociotechnical imaginary of healthcare technology constructed in German public policy. We analyze 22 pertinent German policy documents from the years 2018–22, drawing on a conceptual frame of sociotechnical imaginaries and dramaturgical studies of futuring. Our analysis shows how healthcare is imagined as a sector in crisis, how technology is promoted as a solution, and how anticipated resistances to technological solutions are being met with the narratives of “technological assistance,” the provision of “good care,” and the facilitation of “good work” within the healthcare sector.

Will artificial intelligence lead to new jobs in healthcare?

Is artificial intelligence a threat or will it lead to new jobs in healthcare?

Occupational exoskeletons: Supporting diversity and inclusion goals with technology

Occupational exoskeletons are wearable devices that can augment a human worker's physical abilities. They are designed to protect the worker from physical stress and strain due to physically demanding tasks. They are also designed to increase a worker's ability to perform these tasks with less effort or to accommodate tasks with greater physical loads. There is a labor shortage for many physically demanding jobs in manufacturing, construction, agriculture, and healthcare. Occupational exoskeletons may enable more women and older workers to qualify for these jobs. Literature reviews on occupational exoskeletons and workplace diversity and inclusion were conducted to explore how this technology can facilitate diversity and inclusion goals. Future research directions are discussed for exoskeleton design and how they might affect work identities and perceptions of organizational inclusion for women and older workers who pursue vocations in physically demanding work.

Bridging the Healthcare Skill Gap: A Higher Education Perspective: A Data Base Research.

There is a rising demand for highly qualified workers in today's ever-changing healthcare job environment. Recognizing higher education's critical role in closing the healthcare skill gap is critical for the long-term growth and prosperity of individuals, healthcare organizations, and the larger economy. Within the healthcare sector, education emerges as a pivotal mechanism to address the prevailing skill gap. Universities and colleges offer a wide range of academic programs meticulously designed to cultivate critical thinking, problem-solving capabilities, effective communication, and collaborative teamwork among students. Furthermore, higher education institutions actively collaborate with healthcare employers to tailor specialized programs that precisely align with the requirements of various healthcare roles. This paper delves into the multi-faceted ways in which universities and colleges can significantly contribute to mitigating the healthcare skills gap. The author emphasizes the critical role played by education in bridging this gap, ensuring that the healthcare workforce is suitably equipped to navigate the swiftly changing job market. By promoting partnerships with industry stakeholders, developing pertinent academic curricula, and offering continuous professional development opportunities, educational institutions empower individuals and healthcare organizations to excel within the dynamic landscape of healthcare delivery.

Effect of shift work on dietary habits and occupational stress among nurses in a tertiary care centre: An observational study.

Shift work comprises work hours other than 9 am to 5 pm. Healthcare jobs such as nursing have been associated with shift work, which can affect their overall health status. Due to excessive workload and instability in working hours, nurses are also prone to higher occupational stress. A descriptive study, Cornell Medical Index (CMI) questionnaire, 24-h recall method, and occupational stress score (OSS) were used to assess overall health, calorie intake, and occupational stress among nurses working in a tertiary care centre in Central India. The mean age of participants in the control and study groups was 43.2 ± 6.059 years and 43.93 ± 5.20 years, respectively. Neither of the group's participants had poor nutritional status. CMI health scores revealed poor mental health among the study group. Severe occupational stress was observed in 57% of participants, and 33% had moderate occupational stress. Among the causes of occupational stress, 92% cited unfavourable work conditions, and 88% pointed out the workload. Poor peer relations and low status were cited by 77% and 57% of participants. This study highlights the harmful effects of shift work on health of nurses. These negative effects are usually linked to poor diet and stress, which can be induced by overwork, poor sleep, or both. This study found that high workload is the main cause of occupational stress. Sleep disruption, lack of exercise and excess work load are major contributors for occupational stress and unhealthy eating habits. More awareness regarding importance of good diet and stress management may aid in improving health of nurses working in shifts.

Impact of Career Path Strategy on Healthcare Workers' Performance in Government Hospital

In the last ten years, the government of Indonesia aggressively built multiple hospitals in the underdeveloped, borders, and islands regions and regions with health problems to tackle the lack of healthcare service in those regions. These hospitals are run by three types of healthcare workers i.e., government employees, contract employees, and honorary employees. Regardless of their type of employment, all healthcare workers are required to adhere to the standard of care and are expected to perform their best at their jobs. However, the different career path among these three types of healthcare workers often impacts their job performance. This study aims to ascertain the impact of career path strategy on healthcare performance and explain the factors influencing their performance. This study is an analytic quantitative study with a cross-sectional design conducted at Palmatak Regional Hospital, Kepulauan Anambas Regency. The population of this study is all healthcare workers in Palmatak Regional Hospital, amounting to 140 healthcare workers, and all population included as sample (total sampling). The data in this study was collected using a questionnaire whose validity and reliability had been tested. This study finds that work hours, training, career development, and promotion significantly affected healthcare workers' performance (p<0.05). Amongst them, career development (OR=35.51) and training (OR=55.37) are the most influential factors in healthcare workers' job performance. This study suggested that career path, especially the presence of training and career development, positively impact healthcare workers' performance. This study also encourages hospital management to regularly hold training and encourage their workers to develop themselves.Keywords: Career path, healthcare workers, performance, hospital.

Predictive Model for Medical Assistance

Medical tourism has emerged as a prominent global healthcare phenomenon, driven by various factors such as cost differentials, quality of care, and accessibility. The first aspect of medical tourism is the transnational use of healthcare services, which is frequently driven by financial savings and shortened wait times. Patients from high-income nations frequently go to less expensive locations for elective surgery, while people from low-income nations may look overseas for cutting-edge medical care due to a lack of local healthcare infrastructure. Patients who choose medical tourism locations do so because of the high quality of the care they receive. Patients are enticed to particular locations by accredited healthcare facilities and highly trained medical personnel. However, maintaining uniform quality across many healthcare systems is still difficult. The economic impact on the countries of origin and destination makes up the third aspect of medical tourism. Through higher healthcare sector income, tourism-related activities, and job creation, medical tourism can promote economic growth in destination nations. On the other hand, source nations could experience issues with the distribution of healthcare resources and the "brain drain" of medical specialists. The relevance of ethical considerations in medical travel cannot be overstated. To preserve the credibility of medical tourism, issues relating to informed consent, patient safety, and the equal distribution of healthcare resources must be properly addressed. The COVID-19 pandemic's effects on international travel and healthcare systems are just a few of the aspects that are taken into account in this abstract while discussing the future of medical tourism. It emphasises the necessity of international cooperation to create uniform policies, rules, and moral frameworks that guarantee the safety of patients taking part in medical tourism.

Sustainable Healthcare Quality and Job Satisfaction through Organizational Culture: Approaches and Outcomes

This paper explores innovative strategies to enhance sustainable healthcare quality, emphasizing the pivotal role of organizational culture and placing a special focus on employee job satisfaction. Recognizing the indispensable nature of contented employees in delivering superior patient care, our discussion explores how an organizational culture that prioritizes optimized work processes, and a supportive work environment can significantly boost employee well-being. By mitigating workplace stress through the refinement of operations and the minimization of waste, healthcare organizations can foster a setting that greatly enhances job satisfaction. This enhancement, in turn, catalyzes superior patient care and underscores the healthcare system’s dedication to sustainability and the well-being of its employees. Our analysis indicates that concentrating on employee satisfaction, deeply rooted in the organizational culture, is not merely advantageous but essential for nurturing a sustainable, high-quality healthcare system. The insights offered aim to guide healthcare organizations toward embracing strategies such as Green Lean Six Sigma, with a heightened focus on improving workforce well-being through the lens of organizational culture. This approach is expected to produce a synergistic improvement in healthcare quality by promoting operational efficiency and advancing environmental sustainability in tandem.

Exposure to Stress and Burnout Syndrome in Healthcare Workers, Expert Workers, Professional Associates, and Associates in Social Service Institutions.

Background and Objectives: Workplace burnout syndrome is often as sociated with particular aspects of certain job positions, especially those that entail working with people with special needs. The burnout syndrome in healthcare jobs is a serious problem that has grown into an epidemic among healthcare workers and associates. The aim of this research is to assess the presence of stress and burnout syndrome at work with healthcare workers, expert workers, professional associates, and associates in social service institutions in Belgrade. Materials and Methods: This research was conducted in the form of a cross-sectional study of a representative sample in social institutions in Belgrade. It was conducted from March to the end of June of 2023. The sample of the study had 491 participants. The questionnaires used were a structured instrument with social-demographic and social-economic characteristics, workplace characteristics, lifestyle characteristics, and the following questionnaires: DASS-21, Copenhagen, Brief Resilience Scale, and Brief Resilient Coping Scale. Results: The end results indicate the following to be significant risk factors for the occurrence of workplace burnout syndrome: overtime (OR = 2.62; CI = 1.50-4.56), BRS average score (OR = 0.28; CI = 0.17-0.44), DASS21 D heightened depression (OR = 2.09; CI = 1.1-4.04), DASS21 A heightened anxiety (OR = 2.38; CI = 1.34-4.21), and DASS21 S heightened stress (OR = 2.08; CI = 1.11-3.89). The only protective risk factor that stood out was the self-assessment of health levels (OR = 0.60; CI = 0.42-0.85). Conclusion: Overtime is a significant factor associated with workplace burnout. Apart from it, other significant factors associated with workplace burnout were heightened depression, anxiety, and stress levels.

Job Flows Into and Out of Health Care Before and After the COVID-19 Pandemic

Anecdotal evidence suggests that health care employers have faced increased difficulty recruiting and retaining staff in the wake of the COVID-19 pandemic. Empirical research is needed to understand the magnitude and persistence of these changes, and whether they have disproportionate implications for certain types of workers or regions of the country. To quantify the number of workers exiting from and entering into the health care workforce before and after the pandemic and to examine variations over time and across states and worker demographics. This cohort study used US Census Bureau state unemployment insurance data on job-to-job flows in the continental US to construct state-level quarterly exit and entry rates for the health care industry from January 2018 through December 2021 (Arkansas, Mississippi, and Tennessee were omitted due to missing data). An event study design was used to compute quarterly mean adjusted rates of job exit from and entry into the health care sector as defined by the North American Industry Classification System. Data were examined from January to June 2023. The COVID-19 pandemic. The main outcomes were the mean adjusted health care worker exit and entry rates in each quarter by state and by worker demographics (age, gender, race and ethnicity, and education level). In quarter 1 of 2020, there were approximately 18.8 million people (14.6 million females [77.6%]) working in the health care sector in our sample. The exit rate for health care workers increased at the onset of the pandemic, from a baseline quarterly mean of 5.9 percentage points in 2018 to 8.0 (95% CI, 7.7-8.3) percentage points in quarter 1 of 2020. Exit rates remained higher than baseline levels through quarter 4 of 2021, when the health care exit rate was 7.7 (95% CI, 7.4-7.9) percentage points higher than the 2018 baseline. In quarter 1 of 2020, the increase in health care worker exit rates was dominated by an increase in workers exiting to nonemployment (78% increase compared with baseline); in contrast, by quarter 4 of 2021, the exit rate was dominated by workers exiting to employment in non-health care sectors (38% increase compared with baseline). Entry rates into health care also increased in the postpandemic period, from 6.2 percentage points at baseline to 7.7 percentage points (95% CI, 7.4-7.9 percentage points) in the last quarter of 2021, suggesting increased turnover of health care staff. Compared with prepandemic job flows, the share of workers exiting health care after the pandemic who were female was disproportionately larger, and the shares of workers entering health care who were female or Black was disproportionately smaller. Results of this cohort study suggest a substantial and persistent increase in health care workforce turnover after the pandemic, which may have long-lasting implications for workers' willingness to remain in health care jobs. Policymakers and health care organizations may need to act to prevent further losses of experienced staff.

The Role of Social Security Schemes in Reducing Poverty and Inequality: A Comparative Study in Southeast Region

Introduction: For countries and international organizations, the global problem of ending extreme poverty and reducing inequality is still very important. Even with strong economic growth and attempts to reduce poverty, a significant proportion of the world's population faces extreme financial difficulty.Objectives: This study evaluates Southeast Asian nations' social security systems—Thailand, Vietnam, Indonesia, and the Philippines—and contrasts their results with those of India. Its objective is to assess the effects of different social security programs—such as healthcare coverage, job benefits, and pension systems—on reducing poverty, reducing malnutrition, and enhancing educational opportunities.Methods: Using a quantitative analysis approach, this study examines the efficacy of social security programs from 2014 to 2024 using secondary data from government papers and international organizations.Results: The results show that different countries have had different levels of success in raising socioeconomic indices. The analysis shows the successes and difficulties in using tailored social security measures to combat poverty and inequality.Conclusions: Compared to India, the study highlights the differences in the results of social security schemes in Southeast Asia. It offers important lessons for bettering policy by illuminating the advantages and disadvantages of these initiatives in reducing severe poverty and inequality

The gender wage gap among health care workers across educational and occupational groups.

Women perform 77% of health care jobs in the United States, but gender inequity within the health care sector harms women's compensation and advancement in health care jobs. Using data from 2003 to 2021 of the Annual Social and Economic Supplement of the Current Population Survey (CPS), we measured women's representation and the gender wage gap in health care jobs by educational level and occupational category. We found, descriptively, that women's representation in health care occupations has increased over time in occupations that require a master's or doctoral/professional degree (eg, physicians, therapists), while men's representation has increased slightly in nursing occupations (eg, registered nurses, LPNs/LVNs, aides, and assistants). The adjusted wage gap between women and men is the largest among workers in high-education health care (eg, physicians, advanced practitioners) but has decreased substantially over the last 20 years, while, descriptively, the gender wage gap has stagnated or grown larger in some lower education occupations. Our policy recommendations include gender equity reviews within health care organizations, prioritizing women managers, and realigning Medicare and Medicaid reimbursement policies to promote greater gender equity within and across health care occupations.

The Role of Ventricular Assist Device Coordinator Nurse in Saudi Arabia

Background: The Ventricular Assist Device (VAD) Coordinator Nurse plays a vital role in managing patients with end-stage heart failure requiring mechanical circulatory support. However, limited research exists on the specific responsibilities and contributions of VAD coordinators, particularly in Saudi Arabia. Understanding their roles and impact on patient care and organizational outcomes is crucial for healthcare improvement. Objective: This study examined the role of VAD Coordinator Nurse in Saudi Arabia by describing the role characteristics, including demographic information, qualifications, compensation, job preparation, work setting and responsibilities, scope of practice, contributions to patient care, and organizational outcomes. Methods: A descriptive study was conducted to explore the roles of VAD Coordinator Nurses in Saudi Arabia. A survey instrument developed by Casida (2011) was used to collect data from VAD coordinators working in Saudi Arabian centers offering VAD services. Convenience sampling was employed, and the survey was distributed electronically through the hospital's email system. Descriptive statistics, including percentages and frequencies, were calculated using the Statistical Package for the Social Sciences (SPSS). Results: The study involved VAD coordinators with an average age of 36.47 years, predominantly male (60%), and Arab (80%). Most participants held a bachelor’s degree (60%) and had previous experience as staff nurses. Findings revealed that VAD Coordinator Nurses have diverse responsibilities, including patient monitoring, VAD performance evaluation, medical emergency management, and coordination of ancillary tasks. Conclusions: This study highlights the dynamic and multifaceted roles of VAD Coordinator Nurses in Saudi Arabia. They play a crucial role in bridging the technical and clinical aspects of VADs, ensuring optimal patient care, and contributing to positive organizational outcomes. Understanding their demographics, qualifications, responsibilities, and contributions is essential for healthcare policies and job preparation enhancements. Future research should address challenges faced by VAD coordinators and support their professional growth in delivering high-quality care to patients with end-stage heart failure.

Face coverings increase apparent honesty and cooperativeness

People readily make inferences about trait-like characteristics of another person’s face. Since the recent global COVID-19 pandemic, the widespread use of hygienic face masks has led to large proportions of the face being covered. We investigated the effect of face masks on the inference of prosocially relevant characteristics, namely cooperativeness and honesty. Portraits of participants of previous studies from which we knew their “true” prosocial tendencies served as stimuli. These facial stimuli were presented once with and once without a hygienic face mask to 60 naïve participants who rated the faces for cooperativeness and honesty. Results revealed that wearing face masks made people generally appear more cooperative and more honest than without a mask, but that these ratings were unrelated to the true prosocial tendencies of these people. Together, these findings have important implications for social interactions, particularly in contexts where nonverbal communication is essential, such as in healthcare settings, job interviews, and social gatherings.

Transforming healthcare leadership: Integrating sponsorship ideals into pipeline development

Black women,1 Hispanic women2 and other traditionally marginalised workers tend to be concentrated in the most labour-intensive, lowest-paid jobs in healthcare, underscoring the need for diversity, equity and inclusion efforts by health and hospital systems to include a significant focus on creating pipelines and pathways for professional advancement within administration and executive leadership roles. University of Chicago Medicine (UCM), a leading research hospital system, recently launched a pilot sponsorship programme, designed by members of an employee resource group for women of colour, to increase exposure to growth opportunities for women employees of colour and to elevate awareness among white male senior leaders of their workplace experiences. By establishing a structured, professionally mediated and metrics-backed sponsorship programme pilot, UCM was able to formally support a process through which hospital leaders were: (1) made aware of the effect of structural racism on their workforce and workplace; and (2) given the tools and directives necessary to transform their own views on allyship and convert them into tangible actions to increase visibility and opportunities for women of colour within the pilot. The broader objective of this initiative and others like it is to increase Black, Indigenous, and People of Color (BIPOC) diversity representation among senior leaders at UCM from 28 per cent in FY2023 to 35 per cent in FY2025, reflecting the hospital’s vision to have more leaders who are representative of the community in which the hospital serves on Chicago’s South Side.

Workplace ostracism in healthcare: Association with job satisfaction, stress, and perceived health.

To examine (1) the association between healthcare workers' workplace ostracism and job satisfaction, stress and perceived health, and (2) whether this relationship is mediated by loneliness and self-esteem. A cross-sectional study. Healthcare (N = 569) managers and employees (nurses, practical nurses, doctors and social workers) in Finland responded to a semi-structured survey in January 2021 and evaluated their experiences of workplace ostracism, job satisfaction, stress, perceived health, loneliness and self-esteem during the last year. To examine the association of these variables, linear regression and mediator model tests were performed. Workplace ostracism had a clear direct association with job satisfaction, stress and perceived health. Loneliness fully mediated the relationship between workplace ostracism, stress and perceived health, and partly mediated the association between workplace ostracism and job satisfaction. Self-esteem partly mediated the association between workplace ostracism, stress, job satisfaction and perceived health. The experience of workplace ostracism in organizations is a significant factor in job satisfaction, stress and perceived health. Healthcare organizations could strengthen job satisfaction and increase workers' well-being by strengthening social relationships in the organization and, via that, reducing turnover intention. This study gives understanding and information to the healthcare profession on how workplace ostracism affects work well-being and workplace relationships. Workplace ostracism decreases interaction, which can also endanger patient care if information is not openly exchanged. This study indicated that workplace ostracism weakened job satisfaction more than loneliness. More commonality and consideration for others at work are needed because these factors may help increase work well-being and decrease exits from working life. Further research is needed on why workplace ostracism occurs in healthcare workplaces. STROBE. No patient or public contribution.

Impact of COVID-19 on the Mental Health of Healthcare Workers and Job Loss From a Gender Perspective in India: A Systematic Review and Meta-Analysis.

The COVID-19 pandemic caused significant stress and anxiety among the general population and healthcare workers (HCWs) worldwide. India is one of the countries severely impacted by the pandemic. This review explores the gender perspective of mental health conditions among HCWs and job loss during the pandemic in India. Electronic databases (PubMed, Scopus, and Web of Science) were searched for articles published till March 2021. Studies that reported the prevalence of depression, anxiety, stress, and worry among HCWs in India during the pandemic and job loss in both males and females due to COVID-19 were included. We used a random-effects model to estimate pooled prevalence rates with 95% CIs. We assessed heterogeneity using the I2 statistic. The meta-analysis included 11 studies; the pooled prevalence of depression, anxiety, stress, and worry among HCWs was 34.9% (95%CI 27.33, 42.47), 35.4% (95%CI 24.46, 46.33), 32.9% (95%CI 25.43, 40.37), and 42.87% (95%CI 25.83, 59.91), respectively. The pooled prevalence of job loss due to COVID-19 was 16.6% (95%CI 8.34, 19.66). We employed meta-regression and Egger's regression for publication bias. The meta-analysis findings suggest that the prevalence of depression, anxiety, stress, and worry among HCWs in India during COVID-19 was high. Furthermore, job loss due to COVID-19 has also been prevalent in India. These findings emphasize the need for mental health support for HCWs and those who have lost their jobs during the pandemic. It is essential to prioritize mental health and job creation policies in India to support individuals affected by COVID-19.