Burnout management among employees is a persistent challenge faced by healthcare organisations, which is exacerbated in developing economies with high demographic loads. The extant literature explores measures of mitigating and adapting to occupational strain and burnout. However, the epistemic relationship between job crafting, perceived organisational support, meaningful work and burnout remains ambiguous and underexplored. The present study examines how a priori interventions such as job crafting and organisational support affect meaningful work and modulate burnout in healthcare organisations. We conducted a cross-sectional study of 373 healthcare professionals from corporate and public hospitals of different operational capacities in the North Indian region. We used PLS-SEM to test our hypothesis and validate the conceptual model. This study found a significant negative relationship between job crafting and the burnout axis, mediated by meaningful work. The perceived organisational support significantly moderates the relationship. Our study provides novel insights by testing the role of two resources based on JD-R theory, such as perceived organisational support and meaningful work, in the relationship between job crafting and burnout in Global South healthcare settings. Moreover, it underscores that participatory job crafting can be an ex-ante strategy to mitigate burnout among healthcare employees.

Incentive spirometry (IS) is used after surgery to reduce pulmonary complications; however, adherence remains low, and objective measurement is lacking. This study evaluated the feasibility of Incentive Spirometry Tracker (ISTracker), a gamified, sensor-enabled IS module, and assessed the perceptions, usability, and engagement of the device. This exploratory study recruited 105 adult participants (patients, anesthesiology clinicians, staff) at a single large academic center. Participants sequentially used IS alone, ISTracker, and ISTracker plus gamification. After each configuration, participants completed a survey evaluating ease of use, design, navigation, and overall enjoyment. Open-ended feedback and administrator observations were also collected. Most participants (90.5%) rated the ISTracker easy to use and gave the add-on a 5-star rating (1 to 5, worst to best) for shape (66.7%), stability (70.5%), and color (71.4%). Most (81.0%) reported willingness to use the gamified version, with 62.9% preferring it over standard IS. Younger participants were more in favor of gamification ( P < 0.0001) and reported greater enjoyment ( P = 0.0166). Inspiratory volume significantly varied by gender and body mass index ( P < 0.0001), showing performance-engagement difference. Participant feedback highlighted the need for real-time utility, effort-gameplay linkage, and age-appropriate design. ISTracker was created to attempt to enhance engagement with IS across diverse groups. Combining gamification with data capture, features unavailable with standard spirometers, is a promising approach for improving perioperative care and guiding future research.

In the 20th century, performance measurement evolved to assess both goal achievement (task-based) and ethical values (values-based) in employees. The aim of this study was to evaluate the task-based and values-based performance of healthcare employees according to different variables. The study included 498 healthcare employees working in three different healthcare organizations. Data were collected using the Values and Task-Based Performance Evaluation Questionnaire. In the first stage, employees completed the questionnaire for self-assessment; in the second stage, managers evaluated the performance of the same employees. Descriptive and inferential statistical analyses were applied. The results revealed that values-based and task-based performance differed significantly according to tenure and hospital ownership (p<0.05). Furthermore, both values-based and task-based performance had a significant positive relationship with employee commitment and rewarding (p<0.05). These findings suggest that combining task-based and values-based criteria provides a more holistic and effective framework for performance evaluation in healthcare organizations. This study contributes to the literature by integrating both task-based and values-based dimensions of performance into a single evaluation framework and applying it empirically in healthcare organizations. While previous studies have largely focused on either task performance or ethical values separately, this research demonstrates their combined effect on employee commitment and rewarding. The dual approach not only addresses the multidimensional nature of healthcare work but also offers a transferable model that can be applied in other sectors, filling a gap in performance measurement practices.

Background Gatekeeper training is a widely endorsed strategy for suicide prevention education, yet its effectiveness in real-world healthcare settings remains underexplored. Within the Zero Suicide framework, training the healthcare workforce to recognize and respond to suicide risk is a key implementation component. Objective This evaluation examined whether a suicide prevention gatekeeper training implemented at an academic medical center was associated with differences in self-perceived suicide prevention competencies among healthcare employees. Methods Pre- and post-training questionnaires were administered to employees at University of Utah Health who participated in gatekeeper training between 2023 and mid-2025. A total of 1,658 completed questionnaires were analyzed, assessing self-reported competencies in suicide risk identification, referral knowledge, supportive listening, and comfort initiating conversations about suicide. Results Results demonstrated statistically significant differences across all self-reported domains, with medium-to-large effect sizes for referral knowledge and warning sign recognition. Differences were consistent across years and among both patient-facing and non-patient-facing staff. Conclusion Findings suggest higher self-perceived suicide prevention competencies in post-training responses within a large real-world healthcare system setting. These results support the role of workforce training as a core component of the Zero Suicide framework. Future research should incorporate longitudinal designs and objective behavioral measures to assess sustained impact and inform best practices.

Healthcare employees are frequently exposed to several risk factors for musculoskeletal pain at work, including high physical demands, psychological stressors, and high levels of occupational physical activity. We aimed to describe self-perceived work demands and device-measured physical activity at work among hospital employees across different occupations and clinical settings experiencing no pain, short-term pain, or long-lasting pain. We used cross-sectional data on 1,413 hospital employees who participated in the first wave of the STUNTH (The Study of New Technology and Health among Hospital employees) cohort study. Physical activity was captured by two Axivity AX3 triaxial accelerometers placed on the thigh and lower back during up to seven consecutive days. Self-perceived work demands at the most demanding shift during the same period were assessed by NASA-Task Load Index (overall score and physical and mental demands subscales), ranging from 0 "Very low demands" to 100 "Very high demands". Musculoskeletal pain was measured by the Norwegian Pain Society Minimum Questionnaire, categorized by pain duration: no pain, short-term (during the last 7 days), or long-lasting (> 3 months). Quantile median regression models adjusted for age and sex were used to estimate work demands and physical activity according to different characteristics of musculoskeletal pain. The overall prevalence of musculoskeletal pain was 75.7%, where 31.6% reported short-term pain during the previous seven days, and 44.1% reported having pain lasting > 3 months. Both perceived overall work demands and perceived physical work demands were higher for those reporting long-lasting musculoskeletal pain compared to those without pain, with a median difference of 5.8 (95% CI: 3.35 to 8.21) and 10.3 (95% CI: 1.51 to 19.02), respectively. There were no clear differences in mental demands or in device-measured physical activity between employees with or without musculoskeletal pain. Employees with long-lasting musculoskeletal pain reported higher perceived overall work demands and perceived physical demands, but no significant differences in proportion of time spent in device-measured physical activity types compared to employees without musculoskeletal pain.

This study aimed to examine the relationship between organizational silence and work alienation among healthcare employees and to explore whether these variables differ according to sociodemographic characteristics. This cross-sectional study was conducted among health employees working in public hospitals in Northern Cyprus. The study population consisted of 1,755 employees, and 446 participants were included in the sample. Data were collected using the Organizational Silence Scale, the Work Alienation Scale, and a sociodemographic information form. Statistical analyses included correlation analysis to assess relationships between subdimensions. The findings indicated significant relationships between several subdimensions of organizational silence and work alienation. A weak negative correlation was found between defensive silence and prosocial silence, as well as between prosocial silence and acquiescent silence. A moderate positive relationship was observed between defensive and acquiescent silence. Among the work alienation subdimensions, powerlessness was positively associated with meaninglessness, and meaninglessness was positively related to self-estrangement. Additionally, prosocial silence showed a low-level positive correlation with powerlessness. The present results indicate that organizational silence is associated with dimensions of work alienation among health employees. Healthcare managers should address factors contributing to silence and alienation and implement strategies to enhance employees' sense of meaning and engagement at work. Future research should consider cultural and contextual differences when assessing work alienation in healthcare settings.

Based on the Job Demands–Resources theory, this research investigates how organisational resources shape employee resilience and, in turn, influence work engagement among nurses in the Lithuanian healthcare sector. The paper explores three organisational resources: co-worker support, staffing and recruitment adequacy, and dignified treatment for healthcare employees. Data were collected through a survey (n = 443) from nurses employed in public and private healthcare institutions and analysed using Partial Least Squares Structural Equation Modelling. The results indicate that co-worker support (β = 0.328, p &lt; 0.001) and dignified treatment (β = 0.270, p &lt; 0.001) are significant positive aspects of developing employee resilience, while staffing and recruitment adequacy did not have an impact on employee resilience. Employee resilience demonstrated a strong positive effect on work engagement (β = 0.488, p &lt; 0.001). These findings help to understand the relations and structural antecedents of nurse resilience, demonstrating that social and interpersonal resources have a strong influence on employee engagement. The study has practical implications for healthcare human resource management in contexts of systemic workforce shortage and high occupational demand.

BackgroundThe fundamental concern of healthcare professionals is to provide healthcare services to preserve human life, which is a job they do that does not tolerate errors. Given the high importance and pressure put upon healthcare professionals, many studies have been conducted to improve the motivation of employees and minimize possible errors. This study examined the relationship between the job performance of overqualified employees and power distance.ObjectivesThe study aimed to examine the effect of perceived overqualification on job performance and the mediating role of power distance.MethodThe study population consisted of healthcare employees working at a hospital in Türkiye. Data were collected using a convenience sampling method, and the final sample consisted of 328 participants. The data were obtained from face-to-face surveys and analyzed using statistical software.ResultsThe study revealed that perceived overqualification has a significant and positive effect on job performance (p < 0.05). Moreover, power distance played a partial mediating role regarding the effect of overqualification on job performance.ConclusionThe results indicate that overqualified individuals are less likely to show job performance in organizations with high-power distance. It is recommended that further research is conducted not only in the healthcare sector but also in different sectors, including more diverse demographic samples.

To characterise differences in dietary intake, glucose variability, and activity in free-living healthcare shift workers with type 2 diabetes (T2D) across varying work conditions. Healthcare shift workers with T2D were monitored over 10 days, covering night shifts, day shifts, and rest days. Data were collected using blinded continuous glucose monitoring, activity trackers, and diet/sleep diaries. Within-person comparisons were made for mean glucose (MG), coefficient of variation (CV), mean absolute glucose change (MAG), mean amplitude of glycaemic excursion (MAGE), continuous overlapping net glycaemic action (CONGA), dietary intake (food choices, nutrient intake), and activity/rest periods. The study sample (n = 37; 89.2% women) were mainly employed as nurses or midwives (62.2%). Energy intake was highest (2199 kcal SD 648) on a day when a night shift was worked. Percentage of energy intake from sweet snacks was higher on a night shift compared with a rest day after a night shift (13.4 SD 12.0% vs. 7.8 SD 11.8%, p = 0.013). Night shifts had the highest eating occasions (7.0 SD 2.2) and rest after night (RAN) the lowest (3.4 SD 1.6), p < 0.001. No differences were reported for MG, MAGE, or CV. MAG and CONGA were higher for night shift compared with RAN shift (p = 0.029). Step counts were higher on night shift days (13,775, SD 4270 p = 0.016), and participants were awake longer (22.2 h SD 2.4 h, p < 0.001) compared with other day types. Night shifts are associated with prolonged wakefulness, increased activity, and distinct dietary behaviours. Tailored interventions are needed to support night shift workers with T2D in managing their condition effectively.

To examine how specific midwife-led continuity of care elements are implemented and sustained in a maternity care system where independent community midwives collaborate with hospital-based care professionals. An explanatory qualitative study was conducted, using the Normalization Process Theory as a conceptual framework. Maternity care networks that had implemented an innovation contributing to midwife-led continuity of care were included in the study. Stakeholders invited to participate in semi-structured interviews included community midwives, hospital-based midwives, obstetricians, managers, an obstetric nurse, and healthcare insurance company employees. Participants were recruited through an initial purposive sampling strategy. As data collection progressed, theoretical sampling was applied. A total of 47 interviews were conducted with stakeholders from nine different maternity care networks. While many participants expressed strong conceptual support for midwife-led continuity of care (coherence), this did not always translate into aligned action in practice (collective action). Trust between stakeholders and financial feasibility were dominant themes across all four constructs of the Normalization Process Theory. Trust was found to develop incrementally through small collaborative steps but remained fragile in competitive or hierarchical networks. Financial structures shaped both engagement and resistance. The implementation process and normalization of midwife-led continuity of care elements are not only shaped by practical or organizational considerations but are also highly dependent on trust between stakeholders and financial feasibility. As dual preconditions, trust and financial alignment must be in place for stakeholders to consider new collaborative models and to be able to act in line with their beliefs. In systems with longstanding institutional divisions and fragmented funding, transformative change requires simultaneous investment in relational infrastructure and financial redesign.

To explore the perceived effectiveness, impact and benefits of a work-based cancer survivorship peer support programme for healthcare employees who have experienced or are experiencing cancer. A qualitative descriptive study. Purposive sampling was used to recruit 33 participants (10 peers, 12 peer supporters, 4 line managers and 7 members of the governance group). Data were collected between October 2024 and February 2025 through individual interviews and focus groups. Data were analysed using reflexive thematic analysis. Four themes were generated: Programme Reach and Adoption, Implementing the Programme, Programme Effectiveness and Impact and Programme Maintenance and Growth. Challenges included the pilot status of the programme impacting awareness and uptake, potential reluctance to share diagnoses and the impact of cancer on colleagues. The approach of peer supporters was considered central to the programmes' success. Peer supporters valued training and continuous practice development opportunities. Demonstrated benefits, including satisfaction and the value of peer support, were evident. To ensure programme maintenance, increased recruitment and training of peer supporters and clear communication regarding the programme and referral pathways are essential. Financial support is required to maintain training and address dissemination challenges. Work-based peer support programmes can help cancer survivors reintegrate into the workforce more effectively, rebuilding confidence, fostering resilience and navigating workplace expectations. Enhanced staff well-being may also positively influence retention, performance and health-related disruptions. Findings from this underexplored area of work-based peer support within a healthcare setting have the potential to influence healthcare leaders, policy makers and future research. Improving staff's' quality of life on return to work benefits the individual, the organisation and care delivery by ensuring a healthy, supported workforce. The Standards for Reporting Qualitative Research (SRQR) checklist and the Template for Intervention Description and Replication (TiDieR) checklist were utilised. No patient or public contribution.

Background Job satisfaction is a key issue for healthcare professionals and employees who are satisfied with their jobs feel that their job gives them some positive features. The main purpose of this study is to assess the level of Midwives’ job satisfaction in Low and Middle-income countries. Methods The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines carried out this systematic review and meta-analysis. An observational studies reporting job satisfaction among midwives in low and middle-income countries were considered. A comprehensive literature search was carried out using selected databases. The extracted quantitative data were analyzed using STATA version 17. Heterogeneity among the included studies was assessed through the I 2 test statistics. Finally, a random-effects meta-analysis model was computed to estimate the pooled level of job satisfaction among midwives, publication bias was assessed using a funnel plot and Egger’s regression test, and sensitivity analysis was conducted to evaluate the stability of the overall effects in the presence of outliers. Results About 1760 articles were retrieved from the seven electronic databases, and only fifteen were included in the quantitative analysis. This systematic review and meta-analysis identified that midwives in low and middle-income countries were satisfied with 61.0% (95% CI: 51.3, 70.7). Conclusions The overall pooled level of midwives’ job satisfaction in low and middle-income countries was low. This systematic review and meta-analysis result is an important source for healthcare systems and managers to take action on why midwives had less satisfaction level toward their job.

Background and objective Consanguinity refers to the marital practice between individuals who share blood relations. It is commonly observed in the Middle East, particularly through first-cousin unions. Previous studies have associated consanguineous marriages with an increased risk of genetic disorders and higher infant mortality rates. Much of the research conducted in the United Arab Emirates (UAE) on consanguinity is either outdated or does not specifically address the knowledge, attitudes, and perceptions of our target population. This study aimed to assess the knowledge, attitudes, and perceptions of UAE adults regarding consanguinity and its genetic consequences. Methods This was a cross-sectional study using convenience sampling to target UAE adult residents. A 37-question online survey was created, piloted, and then shared on social media platforms in both English and Arabic. The participants' knowledge, attitudes, and perceptions regarding consanguinity, premarital testing, and genetic disorders were assessed. Data were analyzed using SPSS Statistics version 26 (IBM Corp., Armonk, NY). Results The sample included 447 participants: 172 (38.5%) were men and 275 (61.5%) were women. Regarding nationality, 335 (74.9%) were non-local Arabs, 78 (17.4%) were Emirati nationals, and 34 (7.6%) were non-Arabs. Results show that 186 (41.6%) of participants had good knowledge, while 168 (37.6%) and 93 (20.8%) had moderate and poor knowledge, respectively. Higher knowledge scores were more common among participants with certain demographics, including women, non-local Arabs, healthcare sector employees, and individuals with non-related parents (p < 0.05). Regarding attitudes, 268 (60.0%) of participants had negative attitudes toward consanguinity. Negative attitudes were more frequent among participants with specific demographic characteristics, including female gender, younger age, non-local Arab ethnicity, students, unmarried individuals, and having non-related parents (p < 0.05). Additionally, 402 (90.0%) of participants believed that premarital testing is necessary. Conclusions This study shows that greater knowledge of the health consequences of consanguinity is associated with more negative attitudes toward the practice, indicating that awareness can influence societal perspectives. Demographic factors such as age, gender, and culture have a strong impact on attitudes, emphasizing the need for targeted interventions to shift perceptions of consanguineous marriages across different cultural groups.

Wellness assessment of United States healthcare provider and healthcare-support personnel using NHIS (National Health Interview Survey).

ABSTRACT In today’s world, where technology and digitalization impact every aspect of life, organizations prioritize adapting to these changes. This study aims to explore how digitalization influences organizational behaviors. The fact that individuals interact with technology constantly in their professional lives raises important questions in management science, offering valuable insights for both organizations and researchers. This research aims to determine the level of openness to change, technostress, and employee performance of healthcare employees and to investigate the moderator role of demographic variables. Data was collected with the participation of 362 healthcare employees from a university hospital. As a result of the study, the moderating role of age, marital status, and professional experience between openness to change and technostress; the moderating role of employee type between technostress and employee performance; the moderating role of age, education level, and professional experience between openness to change and employee performance were determined. Suggestions to researchers and hospital managers regarding the results obtained were expressed.

The authors would like to make the following corrections to the published paper [...]

The proposed empirical research investigated the impact of emotional maturity on job satisfaction among healthcare employees. The study further examined the mediating and moderating roles of emotional intelligence in the nexus between emotional maturity and job satisfaction. A quantitative study was deployed, and nonprobability purposive sampling was used to select respondents working in the healthcare sector. The data were gathered via a structured questionnaire from healthcare professionals (doctors, nurses, paramedical staff and administrative staff) working in various hospitals and clinical settings across Hyderabad Metro, India. Valid data from 500 respondents were subjected to SEM analysis to measure eight reflective constructs, including four sub-dimensions of emotional maturity, three sub-dimensions of job satisfaction, and a one-dimensional emotional intelligence scale. The findings reveal that emotional maturity significantly enhances job satisfaction and that emotional stability, emotional progression, and social adjustment are good predictors of job satisfaction. Emotional intelligence is positive and significant, impacts job satisfaction and partially mediates the nexus among emotional maturity and employees’ satisfaction with leadership, teamwork, and rewards. Furthermore, emotional intelligence strengthens the positive relationship between emotional maturity and job satisfaction. The study underscores the importance of strengthening emotional competencies in healthcare settings, suggesting that targeted emotional intelligence and maturity-building interventions can improve satisfaction, reduce turnover, and enhance patient care quality. This research contributes to the emotional behavior literature by integrating maturity and intelligence within a higher-order SEM framework in the Indian healthcare context.

The presence of Aedes aegypti in healthcare facilities represents a significant epidemiological threat, as it is the primary vector of dengue (DENV), Zika (ZIKV), and chikungunya (CHIKV) viruses. In the absence of effective alternatives to chemical insecticides for eliminating adult mosquitoes, healthcare facilities may become focal points for arbovirus transmission, compromising the safety of patients and healthcare employees. Vector control remains the main approach for mitigating arbovirus transmission. This study investigated the impact of an effective integrated control program (ICP) implemented in a hospital in Recife, Pernambuco, Brazil, where arbovirus circulation in mosquitoes was detected. Entomological monitoring was conducted through mechanical aspiration inside the Hospital das Clínicas (HC). Specimens were counted, identified, grouped by species, classified according to blood-feeding status, and recorded by capture station. Viral infection was assessed using nonstructural protein 1 (NS1) by enzyme-linked immunosorbent assay (ELISA) and a triplex reverse transcription quantitative polymerase chain reaction (RT-qPCR) for the detection of DENV, ZIKV, and CHIKV. Infection rates were calculated using the minimum infection rate (MIR). ICP actions included environmental management, larvicide application at breeding sites, ovitraps to collect and destroy eggs, toxic sugar baits, and intensified mechanical aspiration to eliminate adult mosquitoes. Three phases were defined: pre-ICP (initial survey), ICP (all actions), and post-ICP (larvicidal treatment). During the ICP, a sustained reduction in female mosquito density was observed, reaching 99% for Ae. aegypti and 88% for Culex quinquefasciatus. Six months after ICP, ELISA detected infected females in 9 of 14 stations (64%). The MIR for Ae. aegypti decreased from 50 to 44, while Cx. quinquefasciatus showed a slight increase. RT-qPCR revealed 11 ZIKV-positive pools (eight Ae. aegypti and three Cx. quinquefasciatus). After 12months of ICP, only one Ae. aegypti DENV-positive pool was detected by both techniques in a single station (pediatrics). Both techniques detected infection even in pools containing a single female, underscoring their high sensitivity. At 18months of ICP, all pools tested negative for arboviruses. Molecular and antigen-based approaches confirmed the mitigation of arbovirus circulation in hospital-associated mosquitoes, demonstrating that the continuous elimination of Ae. aegypti females (> 99%) is critical in these settings to prevent nosocomial transmission.

BackgroundNeedle-stick and sharps injuries (NSSIs) are major occupational hazards faced by healthcare employees (HCEs) worldwide.ObjectivesThis study aimed to assess trends of NSSIs among HCEs and their exposure to other infected body fluids, as well as to determine their risk factors.MethodsThis retrospective observational study involved secondary data of NSSIs collected from January 2016 to June 2023.ResultsThere was a constant decline in the number of NSSI incidents over the time, except in 2021. Among the 334 HCEs with a history of exposure, 129 (38.6%) were staff nurses. Most HCEs [274 (82.0%)] developed a prick from the injector needle, and the majority (39.4%) received a prick on the fingers of the left hand. The majority (24.1%) were exposed to NSSIs and infectious body fluids while handling/discarding biomedical wastes (BMWs). Delays in screening and initiation of postexposure prophylaxis (>24h) were observed among 10.3% and 15.1% of HCEs, respectively. There were significantly more NSSIs than other forms of occupational exposure during the COVID-19 period (p = 0.046) and among HCEs aged 18-25years (p = 0.033). Females were more prone to exposure while handling/discarding BMWs (p = 0.0001).ConclusionTraining, particularly among junior HCEs, is needed to prevent NSSIs and exposure to infectious body fluids.

Workplace disclosure of Lesbian, Gay, Bisexual, Transgender and Queer (LGBTQ+) identity by healthcare employees is an understudied area and existing reviews of LGBTQ+ disclosure in the healthcare sector focus on patient perspectives, overlooking the unique challenges that healthcare professionals encounter. The aim of this study was to conduct a systematic review and meta-synthesis of existing qualitative studies exploring disclosure experiences of LGBTQ+ healthcare employees. The literature search integrated current research from 2011 to March 2023 and focused on qualitative studies exploring disclosure experiences of LGBTQ+ healthcare professionals. Ovid served as the primary platform for literature searches, supplemented by forward and backward citation tracking and additional searches in academic databases such as Google Scholar and Scopus. The studies underwent quality evaluation using the Critical Appraisal Skills Programme 2022 checklist and were synthesised using thematic analysis. The findings revealed seven studies with five prominent themes: (1) risk associated with disclosure, (2) making the decision to disclose, (3) cost of non-disclosure, (4) cost of disclosure and (5) benefit of disclosure. Additionally, five critical factors of disclosure were identified: level, scope, time, elements and method. Finally, the risk-benefit analysis underscored the dilemma and balance between authenticity and conformity, largely influenced by pervasive heteronormativity, resulting in a significant mental toll. The findings must be interpreted considering certain limitations, such as the lack of generalisability of studies. However, the findings emphasise the critical need for cultivating trusting and accepting healthcare work environments for LGBTQ+ staff.