Healthy Work Research Articles

Work Adaptation and Employee Well-Being: Uncovering the Significance of Work Pattern Choices of Higher Education Employees During the Pandemic

ABSTRACT Background Maintaining a pleasant work environment and striking a healthy work-life balance are critical for improving employee well-being and performance. The Job Stress and Health model sheds light on acute challenges that employees confront as a result of numerous work-related or external variables. The COVID-19 epidemic has resulted in abrupt changes in work habits and lifestyles, resulting in severe stress and disruptions to people’s physical and mental health around the world. Purpose During the pandemic, this study was undertaken to investigate employee work pattern choices, such as work from home, blended work, or work from the office. Methods This study examined how work pattern decisions affected HEI employees’ well-being during the COVID-19 epidemic using the Job Stress and Health model and an online survey. To investigate work model preferences and challenges, demographics, work patterns, and well-being indicators including sleep and performance were collected and evaluated using descriptive and inferential statistics. The study questionnaire was close-ended and prepared in English. Results Even after the pandemic, a significant proportion of employees preferred the blended work paradigm, showing the long-term impact of the shift in work habits. Furthermore, the shift in work schedules has had an impact on employee well-being, particularly changes in sleep patterns. Discussion Even though the employees of higher education are adaptable and accept a blended work model, it is important to note that work-related stress and inefficiency can arise depending on the resource requirements. Also, physical and mental health aspects while working remotely or in a blended model need consideration, especially when implemented in the long term. Translation to Health Education Practice Understanding the effects of these work pattern choices on employee well-being is critical for organizations to adopt policies that foster a healthy work environment and assist employees in reaching optimal work-life balance. A AJHE Self-Study quiz is online for this article via the SHAPE America Online Institute (SAOI) http://portal.shapeamerica.org/trn-Webinars.

THE NEXUS BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB CRAFTING: A MEDIATION MODERATION ANALYSIS

The leadership, in all respects, is responsible for inspiration of employees toward desired objectives and ultimately the success of organizations. This study aims to analyze effect of transformational leadership on job crafting. This study used structured questionnaire for the data collection purpose. The questionnaire was conducted to personnel from educational sector of in Pakistan. A total of 250 surveys were distributed, with a 97% response rate. SPSS Process Macro was used for the analysis of the data. The findings indicate that psychological ownership improves the association between transformational leadership and job crafting. A healthy work environment minimizes stress and improves performance outcomes. The innovative work behavior is a vital factor that boosts individual towards performance thus leading to organizational success. This study aims to first analyze positive affect the relationship of transformational leadership and job crafting and therefore provides significant contribution to the psychological ownership, and innovative work behavior with mediation and moderation effect and job crafting as dependent variable. This study offered significant outcomes that may help policymakers in revisiting their policies towards the issues under considerations.

Factors Contributing to Millennial Employees’ Turnover Rates

Millennial employees in the bakeshop industry exhibited high turnover rates primarily due to the need for a safe work environment, recognition, and opportunities for promotion. The study focused on the factors contributing to millennial employees’ turnover rates. This study employed a quantitative, non-experimental, correlational design to investigate turnover intention among millennial employees in the bakeshop industry in Cebu Province. Data were collected via a researcher-made questionnaire from 34 randomly selected millennial employees. Analysis through descriptive statistics, chi-square tests, and weighted means revealed that millennials, who formed a significant portion of the working class, tended to leave their jobs if their specific needs were not met. The primary factor driving their turnover was self-preservation, with employees prioritizing a safe and healthy work environment. A workplace free from injuries and accidents not only attracted but also retained employees, leading to reduced absences and increased productivity. Consequently, a commitment to health and safety by employers enhanced employee retention and reduced business disruptions. Additionally, recognition and opportunities for promotion were crucial for retaining millennial employees. They were likely to leave if they felt undervalued or saw limited promotion opportunities. Training and development were less significant than promotions in influencing their decision to stay. The study also found that changes in management or internal talent management practices had minimal impact on retention, provided the work environment remained stable and employees were treated well. Overall, addressing millennials’ needs for safety, recognition, and career growth was vital for reducing turnover rates in the bakeshop industry.

Comparative Study of Stress Levels and Coping Mechanisms among Women Bank Employees in Kanpur City: Public vs. Private Sector Banks

Purpose: The study compares stress levels and coping mechanisms among women bank employees in Kanpur City, focusing on key stressors, coping mechanisms, and differences in effectiveness. It aims to contribute to understanding stressors faced by women in the banking sector, inform strategies for improving well-being, and contribute to gender equity and workplace health efforts. Theoretical Framework: The study on stress levels and coping mechanisms among women bank employees in Kanpur City uses a theoretical framework. Key components include the transactional model of stress and coping, job demands-resources model, gender role theory, intersectionality theory, organizational factors, organizational culture and climate, and organizational support theory. The mixed-methods approach is used to capture the complexity of stress experiences and coping mechanisms. The framework also emphasizes creating healthy work environments to mitigate stress and enhance well-being. Design/Methodology/Approach: The study aims to assess stress levels and coping mechanisms among women bank employees in Kanpur City using a comparative design and mixed-methods approach. The target population includes women from public and private sector banks. Data collection methods include structured surveys and in-depth interviews. The study will analyze data using statistical techniques and qualitative analysis. Ethical considerations include informed consent, confidentiality, and ethical approval. Limitations include sampling biases and the study's specificity to Kanpur City. Practical implications include policy recommendations and contribution to existing literature on stress management and workplace support. Findings: The study on stress levels and coping mechanisms among women bank employees in Kanpur City is hypothetical. However, the findings can be presented and interpreted using a structured section. The summary should include a summary of the key findings, quantitative data comparison, demographic influences, qualitative themes, coping mechanisms, and sector differences. The findings should be compared and analyzed using theoretical frameworks, and the implications should be discussed for organizational policies and practices. Implications: The study on stress levels and coping mechanisms among women bank employees in Kanpur City suggests implementing gender-sensitive support programs, promoting work-life balance, and enhancing resilience training. It also emphasizes equal opportunities for career development and mentorship programs. The study also contributes to stress theory, gender equity, and policy development, urging regulatory oversight and industry collaboration. It also has societal implications, as it can lead to societal changes and inspire future generations. The findings can guide policy and practice in the banking sector.

Drawbacks of work intensification during the COVID-19 pandemic for procrastination and irritation: work from home as a further risk and social support as a potential buffer?

The use of information and communication technologies while working from home during the COVID-19 pandemic may have increased flexibility and compatibility of different life domains, but may have also increased work intensification – which in turn may jeopardize wellbeing and task performance. While work intensification is assumed to relate positively to procrastination as well as irritation, the extent of work from home was expected to strengthen these relationships. Social support may attenuate these moderations. The assumptions were tested in two independent, comparable samples (S1, N = 347; S2, N = 1,066) during two stages of the COVID-19 pandemic (November 2020, 2021). Data were collected via online questionnaires using established scales (preregistered before analyses). Work intensification was significantly positively related to procrastination as well as cognitive and affective irritation in both samples. The extent of work from home strengthened the relationship between work intensification and procrastination (S2), while in S1 this held true only when persons reported not having their own study at home. Social support did not moderate the moderations. By replicating results in two different samples, this study contributes by being the first to examine the relationship between work intensification and procrastination, while further confirming the positive relationship between work intensification and irritation. The extent of work from home seems to pose an additional risk for procrastination. Our research extends the research on remote work by showing the downsides, such as work intensification, which is positively related to irritation and procrastination, which are precursors to impaired wellbeing and task performance. This highlights the different negative outcomes that can result from non-ideal working conditions when working from home during the COVID-19 pandemic. Especially given that the pandemic paved the way for a high prevalence of work from home, future research should investigate beneficial contextual factors to provide the evidence base for the design of healthy and productive working conditions.

Flemish critical care nurses’ experiences regarding the influence of work-related demands on their health: a descriptive interpretive qualitative study

BackgroundCritical care nurses (CCNs) around the globe face other health challenges compared to their peers in general hospital nursing. Moreover, the nursing workforce grapples with persistent staffing shortages. In light of these circumstances, developing a sustainable work environment is imperative to retain the current nursing workforce. Consequently, this study aimed to gain insight into the recalled experiences of CCNs in dealing with the physical and psychosocial influences of work-related demands on their health while examining the environments in which they operate. The second aim was to explore the complex social and psychological processes through which CCNs navigate these work-related demands across various CCN wards.MethodsA qualitative study following Thorne’s interpretive descriptive approach was conducted. From October 2022 to April 2023, six focus groups were organised. Data from a diverse sample of 27 Flemish CCNs engaged in physically demanding roles from three CCN wards were collected. The Qualitative Analysis Guide of Leuven was applied to support the constant comparison process.ResultsParticipants reported being exposed to occupational physical activity, emotional, quantitative, and cognitive work-related demands, adverse patient behaviour, and poor working time quality. Exposure to these work-related demands was perceived as harmful, potentially resulting in physical, mental, and psychosomatic strain, as well as an increased turnover intention. In response to these demands, participants employed various strategies for mitigation, including seeking social support, exerting control over their work, utilising appropriate equipment, recognising rewards, and engaging in leisure-time physical activity.ConclusionsCCNs’ health is challenged by work-related demands that are not entirely covered by the traditional quantitative frameworks used in research on psychologically healthy work. Therefore, future studies should focus on improving such frameworks by exploring the role of psychosocial and organisational factors in more detail. This study has important implications for workplace health promotion with a view on preventing work absenteeism and drop-out in the long run, as it offers strong arguments to promote sufficient risk management strategies, schedule flexibility, uninterrupted off-job recovery time, and positive management, which can prolong the well-being and sustainable careers of the CCN workforce.

CONFLICT IN ORGANIZATIONS: ITS CONNECTION TO A HEALTHY AND PRODUCTIVE WORK ENVIRONMENT

In this day and age, conflict is a topic that is still being discussed. Conflict cannot be completely avoided in an organization, but it can be managed by minimizing it. The study employed a qualitative approach using systematic literature review methods to analyze and synthesize existing research on organizational conflict and its implications for healthy and productive work environments. Data collection involved reviewing 30 articles from reputable national and international journals, focusing on conflict management, leadership styles, and the impact of external factors on organizational dynamics. Effective conflict management by organizational leaders is essential in fostering a cooperative environment for handling conflicts within teams. Constructive conflict management can lead to positive changes and learning experiences for all parties involved in organizational conflicts. Effective conflict resolution strategies can stimulate innovative problem-solving among employees and prevent a decline in motivation and creativity due to high levels of conflict.

Why is surgery not popular among medical students and young doctors? - Review of literature

Introduction: Contemporary medicine is witnessing significant advancements in conservative treatment modalities. However, surgery remains paramount for radical cancer treatment and emergent conditions such as trauma, peritonitis, gastrointestinal obstruction, and cholecystitis. Despite the essential role of surgeons, there is a global trend indicating waning interest among medical students in pursuing surgical specialties. Concurrently, practicing surgeons report heightened levels of professional burnout, and many regions face a looming shortage of surgical professionals, posing a threat to healthcare quality. Brief Overview of Current Knowledge: Research conducted across Poland, Germany, Argentina, the United Kingdom, and Japan highlights the declining inclination towards surgery among medical students. Students cite unattractive working conditions, poor work-life balance, elevated stress levels, and limited avenues for scholarly growth as deterrents. Gender plays a role, with females expressing heightened concerns regarding work-life balance and family aspirations. Furthermore, the surgical work environment, inadequate preparatory training in medical schools, and prolonged working hours are identified as factors exacerbating burnout risk among surgeons. Summary: Professional burnout represents a significant concern among surgeons, impacting both their work satisfaction and patient safety. Despite the strides made in conservative medical therapies, surgery remains indispensable, yet its allure as a specialty is diminishing among medical students. Understanding and addressing the discouraging factors, along with promoting healthy work practices, may mitigate burnout and encourage young physicians to consider surgical careers.

Holistic Wellness Support Systems for Nursing Faculty: A Scoping Review of the Literature.

This scoping literature review was conducted to determine what is currently known about holistic wellness support systems (HWSSs) for nursing faculty. The nurse faculty shortage has contributed to the national nursing shortage. Providing nurse faculty an HWSS may help grow the faculty pipeline. Five electronic databases and Google Scholar were searched using key words related to the research question. Literature published from 2003 to 2023 was included. Joanna Briggs Institute methodology and Preferred Reporting Items for Systematic Reviews and Meta-Analyses for Scoping Reviews were used to conduct this review. The search strategy found 1,525 potential publications; five articles were included in the review. The five wellness support systems strived to create a more cohesive, positive, and healthy work environment for nurse faculty. This review provides a solid inventory of nursing faculty wellness support systems and identifies gaps in areas of wellness and research that could be supported.

132d Smart sensors for a healthy and safe working environment

132d Smart sensors for a healthy and safe working environment

A Systematic Review on the Impact of Remote Work on Employee Engagement

The aim of this study is to better identify how remote work affects employee engagement. This systematic review looks at the advantages and challenges of remote work in a diversity of industries and organizational settings. An extensive review of the literature was done, with an emphasis on research papers released between 2018-2024. 20 peer-reviewed studies were chosen adhering to strict inclusion criteria. This review assessed the methods used to quantify the impact of remote work on employee engagement, the research designs and sampling data that are used, and the primary findings that can be drawn using these studies. Flexibility, employment satisfaction, and productivity all increase with remote work. It does, however, also present several serious difficulties, such as a decline in social connection, obstacles to communication, and problems with work-life balance. If these elements are not effectively managed, employee engagement may suffer. As a dependent variable, employee engagement was studied in two thirds of the research. The study found that employee engagement is complexly impacted by remote employment. Telecommuting can increase autonomy and enjoyment, but it also has substantial drawbacks, including the possibility of isolation and the absence of physical presence. Robust communication strategies and supportive organizational policies are essential for the success of remote working. This research offers valuable insights for creating healthy work environments and helps understand how remote work effects on employee engagement in organizations.

The Role of Green Human Resource Management in Enhancing Employee Engagement and Environmental Performance

The present investigation centers on the function of Green Human Resource Management (GHRM) in augmenting environmental performance and employee engagement. Organizations use GHRM as a strategic method to deal with environmental concerns that arise from both the inside and the outside. The goal of the study is to emphasize how important GHRM is to creating an ecologically conscious and sustainable workplace. Organizations can enhance environmental performance by lowering waste generation and pollution levels, prioritizing employee engagement, and establishing a safe and healthy work environment. In order to determine whether GHRM, employee engagement, and environmental outcomes are related, the study looks at these relationships in the hopes that applying green practices will increase organizational profitability. In order to avoid greenwashing and match HRM tactics with environmental concerns, the GHRM idea is essential. By underlining the benefits of businesses’ environmental actions and the contribution of GHRM in recent advancements, this study adds to the body of literature. Keywords: Green Human Resource Management, GHRM, employee engagement, environmental performance, waste reduction, pollution reduction

Keeping health care professionals healthy: Systematic strategies for mitigation, wellness, and burnout prevention.

9013 Background: Health care professionals are deeply committed to the compassionate care of their patients. However, the same level of caring and compassion is not typically extended to colleagues, much less toward themselves. Escalating issues include: burnout, demoralization, personal conflicts, early retirement, and high turnover. Literature and training offer few suggestions to proactively address these complexities. There is a lack of attention to creating truly healthy work environments, with strategic infrastructure to enhance leadership, communication, and relationship among team members that directly impact wellness, engagement, and productivity. We will present the Staff Leadership Model (SLM) that integrates courageous and compassionate communication to foster healthier work environments, including how to implement and sustain the necessary infrastructure. Methods: In 4 large academic cancer settings, evolving iterations of the SLM were developed since 1995, focusing on maximizing inherent human capacities. In 2007, the Department of Supportive Care Medicine (DSCM), an interdisciplinary department at City of Hope (COH), systematically integrated the SLM. Specific processes, such as onboarding and skills training, regularly scheduled, open and honest communication, ways of working agreements, and performance evaluations that actively support value-driven behaviors, were implemented. Tailored interpersonal strategies were implemented, such as small group democratic meeting structure that equalizes all members, and problem-solving skills to deal with conflict. Clinicians received annual Press Ganey-administered surveys that measured clinician engagementas well as clinician resilience, measuring the ability to disconnect from work and ability to find meaning in their work, providing early warning indicators of burnout. Results: Sustained success has been demonstrated: 1) 5 years top tier clinician/staff engagement scores, with increase from 4.24 in 2022 to 4.32 in 2023 (+0.14 vs. overall COH) ; 2) 3.96 resilience index score vs. 3.80 overall COH in 2023 (3.23 decompression score vs. COH 2.94 and 4.69 activation score vs. COH 4.65); 3) Growth of the department from 25 professionals in 2007 to 170+ in 2024; 4) A clearly-defined clinical triage created through the expertise of the professionals; and 5) Staff creativity and leadership resulting in the creation and consistent growth of innovative, market-differentiating programs. Conclusions: Results support the relationship between the SLM and healthier work environments that increase engagement and decrease burnout, as reflected by the consistently high scores. The resilience index is a new survey measure with one year data. Cause-effect relation will continue to be evaluated. Overall, SLM creates a culture of health, wellness, support, and optimized individuals and teams.

APLIKASI ALAT BANTU ERGONOMIS PADA KERJA MANUAL BERDASARKAN KAJIAN ERGO-MECHANICAL UNTUK PETANI KECIL

Using traditional tools and manual work by small farmers in rural and developing areas is routine in processing agricultural land, especially planting plant seeds. This working model includes moderate to severe workload due to additional workload, namely sunlight when planting. In addition, work is carried out with non-ergonomic work postures, namely non-natural work postures. This causes musculoskeletal complaints to workers due to the non-harmonious tools with workers. Workers' productivity will decrease and have the potential to reduce the quality of life of small farmers themselves. To help the manual work of small farmers to create effective, comfortable, safe, healthy, efficient, and sustainable jobs, an ergo-mechanical application is needed to design work tools. This application is based on studies conducted on the design of work tools from several libraries or research results. The ergo-mechanical study is an integrated system that applies ergonomic and mechanical principles. The ergo-mechanical application produces ergonomic work tools that are comfortable to use by workers, and technical standards include material, product, and service requirements. Mechanically, the application through technical drawings, mechanical planning, and work tool materials to get a strong, lightweight, and safe work tool from hazardous substances, according to technical specifications. Technical standards are related to data sheets or specifications that describe the technical characteristics of a work tool. On the specifications of the work tool design, specifications can be added that the work tools are ergonomic. Ergonomic work tools can produce effective, comfortable, safe, healthy, and efficient work. This results from the compatibility between work tools and workers or the harmonious work tools with workers. Ergo-mechanical creates comfort in work that affects the increase in productivity and quality of life for workers.

EMPLOYER BRANDING IN EMPLOYEES’ PERCEPTION

Human resources are an organisation's most valuable asset. The advantage in a highly dynamic and challenging market economy will be gained by companies that motivate their employees, give them the opportunity to develop and broaden their perspectives in a healthy and professional working environment. Employer branding is a set of strategies used by companies as employers to attract employees and make them related to its organisational culture and values. This article highlights a number of key items that lead to the shaping of an attractive Employer Branding for HR, as well as some examples of values that are well known for effective HR management.

STRESS DETECTION IN IT PROFESSIONALS

The goal of this project is to use image processing and machine learning to recognize stress in IT professionals. The aim is to monitor the mental health of people working in front of computers for long periods of time, control and reduce stress, and provide a better working environment for IT workers. This approach focuses on managing stress and creating a healthy work environment so employees can get the best out of themselves at work. The overall aim of the research is to propose a reliable, simple and accurate search. The main purpose of this study is to analyze and provide information about the stress of employees by estimating the stress of the individual according to the symptoms determined by the care. The main goal of our study is to use effective machine learning and imaging techniques to diagnose stress in IT professionals. Our system is an updated version of the original stress testing method that does not include real-time testing and in-person interviews, but does include real-time measurement and regular employee reviews and controls over time. Keep track of information/stress on body and mind by giving regular questions to check stress treatment. Our system mainly focuses on managing stress and creating a healthy working environment so that employees can make the most of stress during work. Key Words: Face Detection, Facial Emotions, Morphological Processing, Convolutional Neural Network.

Emotional intelligence: A nurse manager's relationship to a healthy work environment.

Emotional intelligence: A nurse manager's relationship to a healthy work environment.

Occupational Safety and Health Inspection of Ahmad Dahlan University Main Building Campus IV

This study aims to evaluate the level of occupational safety and health in the Main Building of Campus IV of Ahmad Dahlan University. The methodology used included direct inspection and data collection through questionnaires distributed to officers and building users. The results showed that although most areas in the building have met occupational safety and health standards, there are still some shortcomings that need to be corrected. In particular, the security and safety aspects of officers and equipment require improvement. In addition, regular inspections are needed to ensure the quality of the working environment is maintained. An effective OHS Inspection Program is seen as an important preventive measure to ensure a safe, healthy and secure working environment for all building occupants. The findings are expected to provide recommendations for improving the occupational safety and health system at Campus IV of Ahmad Dahlan University.

Pentingnya Standar Operasional Prosedur (SOP) Dalam Meningkatkan Efisiensi Dan Konsistensi Operasional Pada Perusahaan Manufaktur

In an increasingly competitive and dynamic business era, companies are faced with increasing pressure to achieve success. To achieve this goal, operational efficiency, effectiveness and consistency are key. Standard Operating Procedures (SOPs) are present as an important instrument in guiding companies towards this achievement. SOPs are written guidelines that detail the steps and procedures that employees must follow in carrying out their daily tasks. A good SOP implementation helps companies ensure that every step taken by employees is in accordance with the set standards, reduces the possibility of errors, and improves the quality of the final result. However, awareness of the importance of SOPs is still uneven among companies, and many have difficulty in implementing them effectively. SOPs play a crucial role in improving operational efficiency, reducing the risk of errors, and ensuring compliance with regulations and industry standards. By providing clear guidance to employees, SOPs help in minimizing confusion, speeding up workflow, and increasing productivity. In addition, SOPs also help in maintaining consistent product quality and ensuring compliance with production standards. The importance of operational consistency cannot be overlooked either, as consistency creates customer trust, improves efficiency, and creates a stable work culture. Effective implementation and management of SOPs are key in ensuring operational success. The implementation process begins with the identification of business processes that require SOPs, development of clear SOPs, employee training, and continuous monitoring and evaluation of SOP compliance and effectiveness. In the manufacturing industry, SOPs are essential in maintaining product quality, occupational safety and health, and supply chain management. SOP helps in maintaining consistent product quality, creating a safe and healthy work environment, and optimizing material flow, inventory, and product distribution. Overall, the implementation of clear and well-defined SOP in various aspects of operations is key to ensuring the sustainability and success of the company. By implementing SOP well, companies can improve operational efficiency, maintain product quality, minimize the risk of errors, and ensure compliance with industry regulations and standards, enabling them to remain competitive in an increasingly complex market.

Resolution Nº 351/2020 of the National Council of Justice and the conventionalization of Law: the conceptual revisitation of moral harassment and the safe and healthy working environment right

Violence in the working environment is a phenomenon that challenges workers, employers and the Public Administration in combating and eliminating it. Among the multiple types of hostile acts is moral harassment, which, although it appears as a psychosocial risk in Brazilian labor relations, has not been autonomously disciplined by any federal law of private law, relegating the adequate implementation of the fundamental human right to a safe and healthy work environment. In this context, since 2019, the International Labor Organization (ILO) has included Convention No. 190 in its normative list, which deals with the elimination of violence and harassment in the world of work. In Brazil, the theme, within the scope of work relationships occurring in the Judiciary, is guided by Resolution No. 351/2020 (and its subsequent amendments) of the National Council of Justice, which established the Policy for the Prevention and Confrontation of Moral Harassment, of Sexual Harassment and Discrimination. This article aims to identify and trace evolutionarily the position of the National Council of Justice regarding the material aspect of the ILO's conventional law, notably regarding the concept of moral harassment, taking into account the minimum duty of conventionalization of the Law, even in the face of non-ratification of the commented international treaty. It concludes that, originally, the text of Resolution No. 351/2020 chose a criterion for identifying moral harassment adopted by classical doctrine and Brazilian majority jurisprudence. However, in 2023, imbued with the duty to conventionalize the law and inspired by the guiding nature of the material legal source of treaties on human rights not yet ratified, it aligned itself with the concept of moral harassment enshrined in Convention No. 190, positioning itself on the flank axiological approach to realizing the fundamental human right to a safe and healthy working environment in the sphere of public servants of the Judiciary.