Employee Health Research Articles

A Demonstration Project on Wellness-Centered Leadership by a Medical Staff

A physician-led Employee Wellness Committee was chartered at a hospital in 2018 to engage in wellness-centered leadership to reduce stress and burnout and show appreciation to all employees. The committee’s work resulted in an annual wellness expo that promoted staff wellness, including self-care, mental health support, financial guidance, onsite preventive appointments, nutritional advice, and fitness opportunities. The success was measured with vendor feedback surveys, attendance tracking, feedback from focus groups, and employee appreciation measures on an annual well-being survey. These activities created a novel approach for the medical staff to engage in establishing a culture of well-being within the organization, which is a strategy other healthcare organizations can emulate.

An Analysis of the Workplace Environment and Its Impact on Employee Health, Satisfaction, and Productivity in Jordan

An Analysis of the Workplace Environment and Its Impact on Employee Health, Satisfaction, and Productivity in Jordan

Hospital policies as a tool to reduce gaps between ethnic groups of employees and patients

Abstract Background As diverse organizations, hospitals require an inclusive culture that respects and promotes ethnic diversity. Violence, a threat to this diversity, hampers effective organizational functioning. Our study delves into the positive influence of cultural diversity policies and communication about violence on the perception of the hospital’s atmosphere regarding ethnic differences among health employees. It enhances hospital labor relations and mitigates the risk of workplace violence. Methods 372 hospital employees with an average tenure of 6.5 and an average age of 38 filled out an online close-ended questionnaire (83% are Israeli Jews, 68% are female). 91% report working closely with people from different ethnic origins. Respondents ranked the atmosphere in the hospital regarding ethnic differences between employees and patients, the hospital’s cultural diversity policy, and organizational communication about violence. Data were analyzed by SPSS 28. Results Positive correlations were found between variables. A positive atmosphere was significantly related to the hospital’s cultural diversity policy (r=.14, p=.002) and to organizational communication about violence (r=.22, p< .001). However, the regression analysis (with control variables age, sex, and managerial role) revealed that despite employees acknowledging the hospital’s efforts to address diversity and violence, these factors only predict 10% of the variance of the hospital atmosphere [F(5, 366) = 8.346, p < .001; R²=.10]. Conclusions The hospital should increase actions that will improve the ethnic atmosphere in the hospital. Understanding how the encounter, where employees and patients from diverse ethnic backgrounds interact, influences the hospital’s atmosphere is crucial. These interactions can lead to tensions and offensive behaviors toward employees if not managed well. Hospitals can create an inclusive and harmonious work environment by addressing these tensions. Key messages • A cultural diversity policy and communication are necessary to maintain harmonious working relationships. It is essential, particularly in health organizations characterized by ethnic diversity. • Reducing the perception of ethnic differences may increase well-being and decrease violence. While hospitals often don’t prioritize these issues, this study forefront their influence and importance.

Workplace health promotion in the German Federal Armed Forces-Economic analysis and health benefits

Abstract Background In the German Federal Armed Forces (GFAF) workplace health promotion measures (WHPM) are implemented since 2015 to promote the health of military and civilian employees and thus improve the ability to defend state interests. Here the aim is to evaluate the social and health benefits associated with WHPM in relation to expenditures for WHPM. Methods Calculations are based on data from departmental reporting (full survey) on WHPM, the number of participants and days of incapacity for work (DIW). Mean indirect costs for the WHPM participation and DIW were calculated as 249.33 Euro per DIW. To assess the costs for the use of health care services and social and health benefits a longitudinal observational study (T0: 06-09/2022; T1: 06-09/2023) was conducted online and paper based. The survey invitation was addressed to 223.967 employees of the GFAF. Statistical analyses were performed using R software. Results In departments offering WHPM the chance of DIW is lower (-19%) compared to departments without WHPM offers and in case of DIW, the duration is shorter (-10%). In T0 23.568 (10.5%) and in T1 14.059 (6%) employees participated. 63.9% (T1: 3.070/4.805) reported positive effects of WHPM on their working ability and general health status (T1: 63.0% (3.013/4.782)). Of those participating in WHPM 81% (T0: 5.442/6.716) would recommend the GFAF as an employer. A number of 4.540 employees participated in both surveys, of which 2.249 participated in WHPM. The average costs per employee participating in WHPM compared to employees not participating are 0,4% higher (T0; T1: 3,5%) and thus almost equal. Conclusions Although WHPM need expenditures, the total costs per employee participating and not participating in WHPM are comparable. WHPM participants report better self-rated health status, higher working ability and commitment to the employer than non-participants. The chance of DIW is reduced in departments offering WHPM to its employees. *shared authorship Key messages • Although WHPM need expenditures, the total costs per employee participating and not participating in WHPM are comparable. • Employees participating in workplace health promotion measures report higher working ability and commitment to the employer.

Characteristics of sick-listed employees diagnosed with a mental disorder in Germany

Abstract Purpose Employees with mental disorders (MDs) are more likely to exit the labour market prematurely. In Western European countries, characteristics of employees diagnosed with a MD have not been reported comprehensively, hampering targeting the risk group and developing preventive interventions. The aim was to describe the socio-demographic, health, treatment, organisation, job and labour market characteristics of employees diagnosed with a MD in Germany and their gender differences. Methods This cross-sectional study uses baseline data from sick-listed (≥6 weeks) employees diagnosed with a MD, aged 20-60 years, who were patients in the German mental health care, and recruited in the context of a return to work (RTW) intervention evaluation trial (RTW-PIA study). Descriptive T-tests/Chi-2 tests were applied. Results 484 individuals (58.5% female; 31% highly educated, average age 42.6) were included, of which 88.4% had affective disorders. Most were salaried employees working full-time, employed in large companies and having permanent contracts. 65.5% reported moderate depressions and the average work ability was 3.9 on a 0-10 scale. 74.2% had a positive RTW prognosis; 15.3% scored high levels of RTW self-efficacy. Gradual RTW (GRTW) was perceived the most important requirement for RTW (76.9%). More than 60% had discussed various work-related topics during therapy; further RTW-measures were prepared among 47.7%. Almost 60% received a recommendation for GRTW. Significant gender differences were found among the socio-demographic, health, job and labour market characteristics. Conclusions This study gives insights into a hardly investigated group. Almost two thirds had moderate depressions, 84.7% had low RTW self-efficacy and a very low average work ability. This highlights the vulnerability of persons with MDs in the labour market and suggest an urgent need for more work-related (health-)care. Gender differences need to be better addressed in mental health research. Key messages • Comprehensive knowledge of the characteristics of sick-listed employees diagnosed with MDs is crucial for targeting interventions to promote RTW. • Moderate depression scores, low RTW self-efficacy and very low work ability highlight the vulnerability of persons with MDs in the labour market, suggesting an urgent need for more work-related care.

Overdiagnosis of lung cancer in Chinese populations

Abstract Background Low-dose computed tomography (LDCT) has been widely-used in employee health examinations in China since 2011. This study was designed based on the Cancer Surveillance data to quantify the overdiagnosis of lung cancer due to the introduction of LDCT in Chinese populations. Methods This registry-based cohort study included 46,978 incident cases and 34,475 deaths of lung cancer from Pudong New Area of Shanghai, China, during 2002-2020. We calculated the age-standardized rates (ASR) and average annual changes (AAC) of mortality and overall, stage-specific and histological type-specific incidence by sex to evaluate the potential overdiagnosis of lung cancer. We further estimated the numbers and proportions of lung cancer cases attributable to overdiagnosis by sex and period based on the comparison between the shape of the age-specific curves with that prior to the introduction of LDCT in the populations. Results The ASR of incidence of lung cancer increased rapidly since 2011 in both men (AAC: 1.90%; 95%CI: 0.87, 2.92) and women (AAC: 4.40%; 95%CI: 3.19, 5.62), whereas the ASR of mortality declined persistently, with AAC of -0.12% (-0.64, 0.39) in men and -0.19% (-0.47, 0.09) in women. The upward trends in incidence were mainly observed in women, for early-stage cancer and for lung adenocarcinoma. Overall, the overdiagnosis rate of lung cancer grew from 22% in 2011-2015 to 50% in 2016-2020 in women. Further analysis demonstrated elevated numbers (proportions) of lung adenocarcinoma cases attributable to overdiagnosis, which increased from 182 (8%) in 2011-2015 to 827(22%) in 2016-2020 in men, and from 1,842 (85%) to 4,171 (89%) in women. Conclusions This registry-based cohort study observed considerable and increasing overdiagnosis of lung adenocarcinoma in Chinese men and women. Guideline is urgently needed to maximize the benefits of LDCT screening and reduce the potential overdiagnosis of lung cancer in the populations. Key messages • The secular trends in incidence and mortality of lung cancer in Chinese populations demonstrated the overdiagnosis since 2011, when the LDCT was used as a part of staff health examination in China. • Overdiagnosis of lung cancer in Chinese populations increased incrementally over time and was mainly observed among women.

Workplace health promotion measures and use of medical services in the German Federal Armed Forces

Abstract Introduction Workplace health promotion measures (WHPM) are among recommended options for maintaining employees health, important for the German Federal Armed Forces as an employer. In order to detect associations between WHPM and health care utilization, we recorded the number of outpatient visits and hospital stays, differentiated according to gender, military or civilian activity. Methods Prospective longitudinal observational substudy with cross sectional analysis of items regarding use of medical services at T0 (6-9/2022). Analysis for T1 (2023) and T2 (2024) follow. Data were obtained with a web-based employee survey to record self-reported endpoints. A total of about 224.000 employees by the German Armed Forces were addressed. Results Survey participation rate was 10.5% (n = 23.568) of all employees in T0, 29.1% were women and 0.3% reported being diverse, 43.2% of the participants were <40 years of age. Independently of taking part in WHPM, we did not detect differences in the proportion of male soldiers receiving treatment in hospitals of the German Federal Armed Forces. Among female soldiers without WHPM, 37.5% stayed in hospitals and with WHPM 30.5%. Higher % of women (84%) than men (78%) presented to the military - or family physician (w: 81%, m: 73%), independent of participation in WHPM and assignment for civil or military. In last 4 weeks, more women (81.3%) than men (65.6%) were prescribed medication. Female employees in civilian w.p.(84.8%) took more medications than those in military w.p (77.7%). Oral contraception was used by 20% of women in both civilian and military w.p. Conclusions There are no gender differences nor difference for civilian or military employees concerning the number of days staying in hospital. More women than men recieved regular outpatient medical care and more women than men take medication regularly. *Ludwig S and Roy R share last authorship Key messages • There are no gender differences nor difference for civilian or military employees concerning the number of days staying in hospital. • More women than men recieved regular outpatient medical care and more women than men take medication regularly.

Employee’s Security and Health Augmentation in the Hotel Sector

The vibrant and quick-paced environment that defines the hotel sector is defined by a strong emphasis on employee welfare. This study examines the various aspects of worker health and safety in the context of the hospitality sector with the goal of identifying problems, prevalent behaviors, and appropriate remedial measures. The study uses a mixed-methods approach, combining quantitative analysis of safety event data with qualitative interviews with important industry players. In-depth interviews with hotel managers, staff members, and safety specialists are conducted as part of the qualitative component to elucidate the myriad difficulties faced by hotel staff in upholding their health and safety. The effects of irregular work schedules and sleep patterns, workplace stress, and ergonomic considerations all emerge as major themes. The study also examines how well the current training and safety practices work, looking for flaws and potential improvement areas. The study examines historical safety event data from a wide range of hotels on the quantitative front. The goal of this analysis is to spot trends, prevalent accident causes, and geographic regions with a higher prevalence of safety concerns. The results offer a data-driven framework for creating focused interventions and preventive actions. The research also examines how technology can support initiatives to increase employee safety in hotels. We investigate the possibilities for real-time monitoring systems, wearable technology, and enhanced training simulations to improve safety awareness and reactivity. A series of suggestions for enhancing employee health and safety in the hotel business are provided as part of the study's conclusion. The incorporation of technical solutions, specialized training programs, and changes to policy are all included in these suggestions. The hotel business may cultivate a safer and healthier work environment by resolving the issues mentioned, enhancing overall employee well-being and assisting in the industry's long-term success.

Boosting Engagement: Effects of Wellness Programs in Hospitality Workplaces

The objective of the study is twofold: to investigate the direct effect of employee wellness programs on employee engagement in the hospitality industry, and to examine the mediating role of corporate social responsibility as well as the moderating role of employees’ health conditions in these relationships. This study adopted a cross-sectional survey method on a sample of 347 U.S. hotel employees to evaluate the proposed conceptual model. With a series of data analyses, including analysis of variance and mediation and moderation analysis, the study results validated the mediator role of corporate social responsibility, the moderator role of employees’ health conditions, and the direct effect of employee wellness programs on employee engagement at hotels. Specifically, wellness programs, perceived positively as CSR by hotel employees, significantly influenced employee engagement, with the impact moderated by employees’ health conditions. The study findings contribute to the theory in the fields of employee wellness and engagement in the hospitality fields and provide valuable implications for practitioners who intend to adopt corporate social responsibility strategies in promoting employee engagement at hotels.

Employer support for health and social care registered professionals, their patients and service users involved in regulatory fitness to practise regulatory proceedings.

Health and social care employees may be involved in professional regulatory proceedings because their alleged behaviour raises health or conduct concerns. Employees, patients or service users may also be involved in a regulatory tribunal as witnesses. This study is about the role of employers in supporting them in this process. Taking an organisational support perspective, we interviewed 25 senior employees in health and social care organisations in the UK who are responsible for managing the employer's role in the proceedings. Template analysis was used to analyse the transcripts. Support for patients was limited to that offered during an employer's complaints process, and only one employer gave some support during the regulatory process if the patient or service user initiated regulatory proceedings. Support for employees in tribunals was little different to that offered during an initial investigation by the employer. However, where additional support for being involved in a regulatory tribunal was offered to employees, it most often came from the senior employees' own experience of the stressfulness of being a witness in these proceedings. Employers were not aware of training resources that would better support their employees to engage with professional regulatory proceedings. Employers offer limited support to employees who are involved in professional regulatory proceedings, and the support offered may depend more on senior employee's individual experience of involvement in regulatory proceedings to exercise this discretion. Patients, service users and other public witnesses receive almost no support from health and social care employers during professional regulatory proceedings.

Satisfied or dissatisfied: Teachers' perceptions on the efficiency of employee health and wellness in overcoming family issues and work-related stress.

This paper reports on the perceptions of teachers as employees regarding the efficiency of employee health wellness in overcoming work and family issues. Employee Wellness Programme plays a pivotal role in the lives of employees to ensure balance and stability, mitigate life challenges and promote “Work-Life Balance”. This study used a qualitative approach to explore the perceptions of the teacher as an employee on the efficiency of Employee Wellness Programmes in overcoming family issues. The “face-to-face semi-structured” interviews were conducted with eighteen teachers who were sampled using non-probability sampling and participants were selected purposefully. The interpretivism phenomenological research design aided the study in exploring the phenomenon. The data was analyzed thematically, and ethical principles were adhered to to ensure the quality and rigor of the study. The findings of the study revealed that for employee health wellness to be inclusive and easily accessible to employees, there must be a deliberate effort to decentralize wellness services. Moreover, management support and clearer intentional policies that extend to the significant others of employees such as children and partners may improve the functioning of EWP.

How do employees feel their health is valued? a descriptive case study

PurposeA descriptive case study approach was adopted to examine employees' perceptions of the prevalence and usefulness of wellness programs. Relying on Centers for Disease Control and Prevention Health ScoreCard (CDC HSC), this study aims to assess the prevalence of worksite wellness programs, policies and benefits in general and incorporated employee perspectives to contextualize the CDC HSC wellness assessments.Design/methodology/approachThe authors first compared the CDC HSC assessments to evaluate the effectiveness of wellness programs in 20 select organizations. Follow-up employee interviews (n = 25) were conducted to contextualize the CDC HSC assessments.FindingsA variety of wellness programs are likely to increase employee engagement and participation when organizations adopt a bundling approach to combine wellness policies, incentives and an array of wellness programming opportunities that encourage and incentivize employees’ health promotion behaviors.Research limitations/implicationsFuture researchers might examine health metrics, in terms of dollars, doctor visits or biometrics before and after the implementation of a wellness program or paid wellness coordinator. Because this study interviewed employees and not members of executive leadership or finance and accounting, financial metrics were not available or the focus of this study. The inclusion of leaders and directors of wellness initiatives would offer additional ways for examining the impact of wellness initiatives on employee behaviors on organizational outcomes.Practical implicationsNutrition, weight management and chronic disease management were identified as major challenges impacting the health of employees. Even when organizations reported robust scores in their CDC HSC assessments, employers identified these three areas as critical for sustaining the health and well-being of their employees. Finally, the issue of employee safety was a top priority for all organizations regardless of how they scored on their CDC HSC assessments.Social implicationsThe authors suggest that when high-impact wellness practices are linked to organizational supports in the workplace, these efforts are likely to have more positive effects on both employee outcomes and organizational outcomes. A regular routine of checking on wellness issues can help keep potential problems from going unnoticed. An example of this is a reminder to stretch at a morning meeting or during work hours as a reminder to stay focused on health and well-being.Originality/valueThe authors aggregated the organizational assessments for different wellness interventions and compared the scores (falling above or below) with standardized CDC wellness scores. The incorporation of the CDC scorecard ensured a standardized and evidence-based evaluation of workplace wellness programs. This additional step informed the interview guide and follow-up with employees who offered recommendations for how organizations could enhance their wellness programs and policies.

To explore the impact of corporate culture and leadership behaviour on work performance, mental health and job satisfaction of employees: An empirical study

Background: The term “corporate culture” is used to describe a company’s long-standing norms and practices, as well as the staff’s views and the anticipated value of their job. Executives may need to adjust their leadership styles to achieve the organization’s goal, which may have consequences for the satisfaction of the workforce. Therefore, it is essential to appreciate the relationship between business ethos, management style, work performance, mental health and employees’ job satisfaction. Methods: Researchers was conducting a cross-sectional survey of Saudi Arabian and Indian employees. Data was be collected using a structured questionnaire. To test the reliability of the data, they will be analysed by “Cronbach’s a and confirmatory factors”. SEM was be used to show the relationships of organizational cultures and leadership behaviour on work performance, mental health and job satisfaction through IBM-SPSS and SmartPLS software. Scope: A corporation with a strong culture and effective leadership shares principles and norms of behaviour with its workers, which should aid them in attaining their goals and objectives. Employees could gain work recognition, mental piece, work performance and job satisfaction when they can accomplish the obligations allotted to them by the company. Results: Corporate culture were significantly (positively) correlated with work performance, mental health and job satisfaction. In the same way, leadership behavior was significantly (positively) correlated with work performance, mental health and job satisfaction. Conclusions: The organisational culture holds significant importance, exerting a substantial influence on the overall well-being and productivity of the work environment. The acknowledgement and acceptance of the organisational ethos by workers can have a significant impact on their work behaviour and attitudes when it comes to communication and promotion. When there is a positive interaction between leadership and employees, the latter are more likely to actively contribute to team collaboration and interaction. Additionally, they are more likely to be motivated to achieve the organization’s assigned mission and objectives. As a result, work performance, mental health, and job satisfaction are enhanced.

AI-Driven Mood Analysis for Employee Wellbeing: A Proactive Approach to Enhancing Workplace Productivity

This paper explores the implementation of an AI-enabled camera system to detect faces and analyze the mood, expressions, and mental health of employees as they enter the office. The data collected is stored in an Amazon S3 bucket and used to send personalized emails within the company, offering proactive wellbeing support sessions and tips to help employees improve productivity. This approach aims to enhance employee wellbeing and organizational performance through timely and tailored interventions.

Weighing Down My Career? An Exploration of the Mechanisms for Body Fat’s Impact on Long-Term Career Success and the Moderating Role of Employee Sex and Industry

ABSTRACT Much of the worldwide population is obese or overweight. However, the effects of body fat on a person’s workplace success, especially in the long term, are not well known. Further, we have little insight on the dominant mechanisms by which body fat influences career outcomes. Aiming to understand if, how, and when employee body fat impacts career success over time, we challenge prior theory (i.e. stigma theory) and employ a novel medical perspective to suggest that an employee’s health – in the form of illnesses like cardiovascular disease and diabetes – determines the relationship between employee body fat levels and long-term work success. Furthermore, we integrate research from evolutionary biology to consider the moderating role of employee sex in the health process and probe effects by industry. Longitudinal results from a nationally representative, multi-wave sample (across 20 years) show that employee health – but not stigmatization or other explanations – mediates the negative relationship between employee body fat levels and career success. Moreover, findings reveal that employee sex does not moderate this indirect effect, indicating that high body fat men and women equally experience adverse career effects due to the serious medical impairments they incur. Industry further qualifies these effects.

Ill persons and capable workers: Constructing work ability in return-to-work negotiations after sickness absence.

In return-to-work (RTW) negotiations after sickness absence, the work ability of an individual employee becomes a shared interest for the multiple stakeholders representing both the healthcare sector and working life. In practice, the employee, employer and occupational health professionals need to reach a shared understanding of the employee's work ability to enable shared decision-making concerning the plans for sustainable RTW. Drawing on 14 video-recorded RTW negotiations, we used conversation analysis-informed membership categorization analysis to examine how the participants of RTW negotiations discuss the work ability of an employee to pursue a shared understanding of the situation. Work ability was constructed in a very situational way, using illness categories to both explain the work ability of the employee and argue for or against their ability or inability to work. Our study contributes to research on RTW by introducing a new perspective to work ability. We show how work ability is realized during RTW negotiations through interaction, and how participants leverage their cultural understanding of illness and capability when negotiating work ability. We also demonstrate how membership categorization analysis can reveal the situational and consequential aspects of illness and work ability categories.

Assessment of Employees' Ergonomic Issues in The Workplace in Terms of Occupational Health and Safety Practices: A Meta-Analysis Study

Purpose: This study is a meta-analysis aimed at evaluating ergonomic issues in workplaces in terms of occupational health and safety practices. Materials and Methods: This study is of a meta-analytic nature. Data used in the meta-analysis were obtained through searches on databases such as Google Scholar, YÖK Thesis, EBSCO, and Web Of Science without any time restrictions between January and March 2024. A total of 15 research studies were included in the search results. The data obtained were synthesized using narrative synthesis and meta-analysis methods. The total sample size of the studies used in this study is 65,160. Results: In this meta-analysis study, it was found that the practices implemented for addressing ergonomic issues faced by employees in the workplace were effective (SMD: 0.367, 95% CI: 0.055-0.679; Z = 2.305, p = 0.021, I2 = 97.761%, Q = 625.169). The variance among studies is statistically significant according to the analysis results (p < 0.05). It is believed that challenges related to the structure of work in workplaces lead to various discomforts in employees, and therefore, ergonomic practices can minimize physical strains on employees, contribute to work efficiency, and enhance employee health and safety.

Evaluating the World Health Organization's HEARTS Model for Hypertension and Diabetes Management: A Pilot Implementation Study in Guatemala.

The World Health Organization HEARTS Technical Package is a widely implemented global initiative to improve the primary care management of cardiovascular disease risk factors. The study's objective is to report outcomes from a pilot implementation trial of integrated hypertension and diabetes management based on the HEARTS model in Guatemala. We conducted a single-arm pilot implementation trial over 6 months from October 2023 to May 2024 in 11 Guatemalan Ministry of Health primary care facilities in two districts. The pilot evaluated a package of five HEARTS-aligned implementation strategies to improve the pharmacological treatment of hypertension and diabetes. The primary outcomes were feasibility and acceptability, measured through 20 structured interviews with Ministry of Health employees and by examining enrollment and retention. Secondary outcomes included a suite of implementation and clinical outcomes, including treatment rate. The study enrolled 964 patients, of whom 58.8% had hypertension only, 30.4% had diabetes only, and 10.8% had both conditions. Surveys on feasibility and acceptability among Ministry of Health staff had a median score of 5.0 (IQR: 5.0 to 5.0) and 5.0 (IQR range: 4.8 to 5.0), respectively, exceeding the prespecified benchmark of ≥3.5. Both districts achieved the prespecified benchmark of enrolling ≥25 hypertension patients and ≥25 diabetes patients. Only 36% of patients attended a follow-up visit within three months, lower than the prespecified benchmark of ≥75%. M treatment rates during the pilot increased by 22.3 (95% CI: 16.2 to 28.4; P<0.001) and 3.5 (95% CI: -1.6 to 8.7; P=0.17) patients per month for hypertension and diabetes, respectively. Implementation of an integrated hypertension and diabetes model based on HEARTS was generally feasible and acceptable in the Ministry of Health in Guatemala. Findings can refine national scale-up in Guatemala and inform HEARTS implementation projects in other settings.

Challenges and Opportunities to Work and Industry Practice in Occupational Therapy: A Practitioner Survey.

Work and industry (W&I) is a vital yet underrepresented area of occupational therapy practice. Describing the current practice trends, challenges, and opportunities in W&I provides a foundation for future development and advancements. To describe the state of W&I occupational therapy practice and to identify challenges and opportunities in this specialty practice area. Cross-sectional survey conducted June 12 to July 17, 2020. Online survey distributed through direct email invitations and online platforms (i.e., CommunOT, LinkedIn). One hundred twenty occupational therapy practitioners who had worked in W&I within the most recent 5 yr. We used 30 multiple-choice, Likert-scale, and free-response questions across three topics: (1) training, resources, and research; (2) challenges and barriers; and (3) opportunities. Most respondents were occupational therapy practitioners working in clinical settings with >5 yr of experience; 29.2% identified as male. The most frequently provided services were ergonomic consultation and worksite evaluation; clinic-based W&I services were less frequently provided. Workplace injury prevention, management of psychosocial issues, and employee wellness programs were ranked as the top opportunities for occupational therapy in W&I. A shortage of accessible training and resources to support W&I practice was found, particularly mentoring and occupational therapy-focused research evidence. Maintaining referrals, competition from other professions, and limited support from professional organizations were key challenges. This study illustrates the evolution of W&I occupational therapy practice and highlights an urgent need for increased professional recognition and educational support to maintain occupational therapy's presence in this practice area. Plain-Language Summary: In this study, we describe the current practice trends in work and industry occupational therapy practice. We identify challenges related to resources and training in this practice area and provide insights into opportunities for future development. The study findings show the evolution of work and industry occupational therapy practice and highlight an urgent need for more professional recognition and educational support to maintain occupational therapy's presence in this practice area.

The influence of different conflict management styles on depressive symptoms in employees: the mediating role of emotional exhaustion.

Although some studies have found that conflict management styles impact employees' levels of depression, the expressions of employees' depressive symptoms under various conflict management styles and the underlying mechanisms remain to be elucidated. In this study, a total of 1,312 employees were gathered through an online survey to examine their current depressive status. Drawing on the conservation of resources theory, the mediating role of emotional exhaustion in the association between conflict management style and employee depression was further explored. The findings revealed that the prevalence of moderate to severe depression among the workers was 13.9%. Employees with different conflict management styles displayed distinct depression scores. The high coordination style group exhibited a significantly lower depression score compared to the high concession style group. Emotional exhaustion played a mediating role in the impact of both the coordination style and the concession style on employees' depression. It can be seen that the mental health needs of the workplace are imminent. The intervention measures to improve the mental health of employees in the working environment should take into account the cultivation of the coordination style of employee conflict management, reduce their emotional exhaustion, and stay away from depression through the acquisition of constructive and positive coping styles.