High Job Demands Research Articles

Job Demands to Turnover Intention: A Systematic Literature Review

The purpose of this article is to systematically review existing research on job demands to turnover intention. The aims of this study are to bridge the gap between job demands and turnover by systematically review the main issues from previous research finding regarding the correlation of job demands to turnover intention. All articles that cited the Job Demands and Turnover have been systematically reviewed. In total, 13 studies of 394, found in Scopus are included in the review. The findings from our study indicate that High job demands have a positive influence on increasing turnover intentions. Physical and psychological fatigue and burnout are indicators of the effects of high job demands. This paper evaluates the comprehension of high job demands to turnover intention.

Prevalence of work-related burnout and associated factors among police officers in central Gondar zone, Northwest Ethiopia, 2023.

Work-related burnout is a state of physical and psychological fatigue and exhaustion resulting from chronic workplace stress related to work. The police workforce is vulnerable to this psychosocial hazard, which affects service delivery by police workers. However, there is little evidence about the prevalence of work-related burnout and associated factors among police officers in Ethiopia. Therefore, this research investigated the prevalence and predictor variables of work-related burnout among police officers in central Gondar zone, Northwest Ethiopia, 2023. An institution-based cross-sectional study was carried out from April 12 to May 12, 2023. A sample of 633 police officers was recruited through multistage random sampling techniques. To measure work-related burnout, a standardized, self-administered Copenhagen Burnout Inventory was used. To enter the collected data, EpiData V 4.6 and to analyze SPSS V 26 were used. To examine the association between work-related burnout and its predictor variables, both bivariable (p < 0.2) and multivariable (<0.05) logistic regression analyses were performed, and statistical significance was established via multivariable logistic regression. The response rate in this study was 96.05% (n = 608). The majority, 452 (74.3%) of the police officers, were male; the median (IQR) age of participants was 28. In the past six months, 45.7% of the police officers had experienced work-related burnout (n = 278). Being female, having a high job demand, having a high level of organizational police stress, having a moderate level of operational police stress, having a high level of operational police stress, experiencing job dissatisfaction, and sleeping troubles were risk factors significantly related to the occurrence of work-related burnout among police officers. According to this study, a significant number of police officers suffer from burnout due to their work. Police officers' work-related burnout was found to be influenced by factors such as sex, job demands, job satisfaction, workplace stress, organizational police stress, and sleeping troubles. To address this problem, improving the handling of work pressure, developing a stress management program, finding joy at work by improving interpersonal relationships and working conditions, offering support and inspiration to female police officers, and ensuring sufficient and restful sleep are advised.

Perceptions of the Teaching Profession and Motivation to Teach among Slovenian University Students

This study examined the perception of the teaching profession among students of social sciences and languages who were finishing their undergraduate studies and intended to continue their studies with a master’s degree. A subgroup of students planning to study for a master’s degree in teaching reported on their motivation to teach and their satisfaction with their career choice, while a subgroup of students who planned to pursue a master’s degree programme without a teaching degree responded to an open-ended question about why they did not want to become teachers. Participants answered the FIT-Choice Scale, which measures twelve motivational factors and six perceptions about the teaching profession. Students recognised teachers’ expertise; however, social status and salary were rated lower, indicating an imbalance between demands and rewards in the teaching profession. Altruistic and intrinsic motives were the main reasons for choosing the teaching profession. Students who will study teaching also rated their ability to become a teacher highly. Extrinsic factors (job transferability, teaching as a fallback career and time for family) were less important. Qualitative thematic analysis of the responses of students who will not study to become a teacher revealed that low intrinsic value (e.g., disinterest in teaching) and low personal utility value (e.g., better professional development elsewhere) were the most common themes. The high job demands due to demanding interactions with children and parents were also mentioned, while the teacher education programme was perceived as excessively extensive. The implications of the study highlight important considerations for policymakers and teacher education programmes.

A Cross Sectional Study to Assess the Depression, Anxiety, and Stress among the Construction Workers of Gadag, North Karnataka

Background: The construction workers all over the world faces health related concerns due to high job demand, long working hours, and unrealistic deadlines. The mental health problems of construction workers cause productivity losses and also raises safety concerns and the construction industry reports higher levels of mental health issues than other industries in general. Methods: A Cross-Sectional study was conducted for three months from April 2022 to June 2022 among Construction workers of construction site of Gadag Institute of Medical Sciences, Gadag, Karnataka, India. Conclusion: The study concluded that the proportion of depression, anxiety and stress among construction workers were 49.3% (101), 73.2% (150) and 25.4% (52) respectively. It shows that depression, anxiety and stress was more common in age group between 31 to 40 years, male, laborer, completed high school education and belonging to socio-economic status Class IV.

Self-employed and stressed out? The impact of stress and stress management on entrepreneurs' mental health and performance.

Entrepreneurs play a central role in economic and social stability, yet the start-up rate in Germany has declined in recent years, possibly due to the stress associated with entrepreneurial endeavors. Stressors such as financial uncertainty and time pressure are prevalent among entrepreneurs and negatively affect their psychological well-being. However, research on stress management strategies among self-employed individuals remains limited. This pilot study conducted a quantitative analysis with 117 self-employed participants in Germany. The study focused on typical entrepreneurial work demands and selected stress coping mechanisms. The analysis revealed a significant correlation between quantitative demands and mental exhaustion. Furthermore, a high positive correlation between presenteeism and workload suggests that presenteeism may partially explain the variance in workload. These findings underscore how high job demands can lead to self-endangering behaviors that are detrimental to mental health. Although no significant moderating effect of proactive coping on the relationship between job demands and mental exhaustion was observed, significant negative correlations between proactive coping and both job demands and mental exhaustion suggest a potential protective role of proactive coping against work-related stress. This study highlights the importance of understanding stress coping strategies among self-employed individuals and their impact on entrepreneurial success and mental well-being. Further research in this area is warranted to develop effective interventions to support the well-being and productivity of self-employed individuals in Germany.

Why do Middle-Aged Adults Report Worse Mental Health and Wellbeing than Younger Adults? An Exploratory Network Analysis of the Swiss Household Panel Data

Despite the growing consensus that midlife appears to be a particularly vulnerable life phase for lower mental health and wellbeing, little is known about the potential reasons for this phenomenon or who the individuals at higher risk are. Our study used six waves (2013–2018) of the Swiss Household Panel (n = 5,315), to compare the distribution of mental health and wellbeing, as well as their key correlates, between midlife (40–55 years) and younger adults (25–39 years) in Switzerland. Moreover, using network analysis to investigate interrelationships across life domains, we describe the complex interrelations between multiple domain-specific correlates and indicators of both mental health and wellbeing across the two age groups. Middle-aged (age 40–55) individuals reported lower life satisfaction and joy, as well as higher anger, sadness, and worry than young adults (age 25–39), with the effect sizes reaching up to 0.20 Cohen’s d. They also reported lower social support, relationships satisfaction, health satisfaction, and higher job demands and job insecurity. Relationships satisfaction and social support were the most consistent correlates across all three indicators of wellbeing in both age groups. Health satisfaction was more strongly, and directly, interrelated with energy and optimism in midlife compared with young adulthood (0.21 vs 0.12, p = 0.007). Job demands were more strongly linked with anger and sadness in midlife. The network model helped us to identify correlates or their clusters with direct and strong links to mental health and wellbeing. We hypothesised that health satisfaction, relationships satisfaction, social support, and job demands may help to explain worse mental health and wellbeing in midlife.

Navigating the Professional Journey for Adults with Attention Deficit/Hyperactivity Disorder: Challenges and Strategies

IntroductionAttention deficit/hyperactivity disorder (ADHD) is a neurodevelopmental disorder that affects approximately 5% of adults. Individuals with ADHD often display symptoms of inattention, including poor time management and difficulty concentrating and completing tasks. Hyperactivity frequently attenuates over time and transforms into inner restlessness, leading to workaholic behaviors. Impulsive symptoms, on the other hand, may manifest as irritability and low frustration tolerance.Objectives To describe the workplace challenges that adults with ADHD face and to explore strategies to improve their occupational outcomes.MethodsA non-systematic review of the clinical literature available in PubMed was conducted using the keywords: “employment” and “attention deficit hyperactivity disorder”.ResultsIndividuals diagnosed with ADHD, in contrast to those without the condition, statistically exhibit poorer job performance and increased lateness, job instability, workplace injuries, particularly traffic accidents, comorbid diseases, and financial problems. Therefore, they often work harder to compensate for their limitations however the findings regarding the health impact of such high job demands are inconsistent. Stimulant therapy during childhood is the main predictor of successful adult employment. Contrarily, risk factors for workplace impairment in ADHD include female gender, executive deficits, lower IQ, less education, combined/inattentive subtype, and history of substance abuse, depression, or anxiety. It was also demonstrated that ADHD individuals may thrive in manual and creative roles and hyperactivity can benefit self-employment. Psychiatrists should offer psychoeducation, along with psychostimulants if necessary, as it is the first-line treatment. Nonetheless, the long-term impact of pharmacological treatment on professional outcomes remains unclear. Although most employers lack ADHD knowledge, workplace strategies including well-defined duties, feedback, job control, and flexibility have been shown to effectively mitigate ADHD symptoms.Conclusions Evidence suggests that a significant amount of employees with ADHD face challenges in finding and keeping a job. Thus, identifying and treating ADHD in adulthood is imperative to help them selecting careers that align with their strengths and weaknesses, which are partially influenced by ADHD, and to promote optimal occupational health. This effort requires collaboration between psychiatry and occupational health professionals. Additionally, it is necessary to start implementing educational campaigns among workforce teams to effectively accommodate workers with ADHD. Further studies are needed to develop occupational programs and rehabilitating interventions tailored to this population.Disclosure of InterestNone Declared

ANALYSIS OF WORK FATIGUE AMONG WORKERS IN THE FORMAL AND INFORMAL SECTORS IN CENTRAL JAVA

Physical and mental fatigue resulting from continuous work over an extended period without sufficient rest. Work fatigue can affect workers in all sectors, both informal and formal, but several factors influence the fatigue levels in each sector. Informal sector workers typically operate in irregular conditions, without fixed working hours, and work for extended periods to meet their livelihood needs. Meanwhile, formal sector workers often have more regular working hours and definite rest periods. However, formal sector workers may also experience similar fatigue due to high job demands, pressure from superiors, or tight deadlines. The consequences of fatigue can lead to serious physical and mental health issues, such as stress, anxiety, sleep disturbances, and even depression. Therefore, it is crucial for workers in both sectors to pay attention to their health and well-being and take measures to prevent fatigue and cope with work-related stress. The research employed a quantitative method with a cross-sectional approach. There were 122 respondents, comprising 61 from the informal sector and 61 from the formal sector. The research findings indicated that the level of fatigue experienced by workers in both sectors was severe, with 78 (63.9%) of informal sector workers predominantly facing this fatigue

The Role of Job Stress as Mediator on the Relationship Between Job Demands on PT X Outsourced Driver Turnover Intention

Turnover intention is a detrimental occurrence that frequently arises in many enterprises. Elevated levels of turnover intention can detrimentally affect the firm. Job demands and job stress are influential elements that contribute to increased turnover intention. This research aimed to examine the impact of job demands on turnover intention while considering the mediating role of job stress variables. A correlational quantitative methodology was employed, with 74 respondents who completed a questionnaire. Reliability was evaluated using Cronbach’s alpha technique with job demands with a Cronbach’s alpha value of 0.698, job stress with a Cronbach’s alpha value of 0.539, and turnover intention with a Cronbach’s alpha value of 0.855. A mediator analysis was conducted using the JASP software to assess the importance of the three variables. The analysis results indicate that job demands statistically impact turnover intention (p-value equals .005), job demands substantially affect job stress (p-value equals .001), and job stress significantly affects turnover intention (p-value equals .015). This research demonstrates that job stress plays a mediating function in the connection between job demands and turnover intention, and this association is statistically significant with a p-value of .035. These findings suggest that job stress significantly motivates people with high job demands to consider leaving their current employment.

Can psychosocial risk factors mediate the association between precarious employment and mental health problems in Sweden? Results from a register-based study.

The aim of this study was to examine the mediating effect of the psychosocial work environment on the association between precarious employment (PE) and increased risk of common mental disorders (CMD), substance use disorders and suicide attempts. This longitudinal register-study was based on the working population of Sweden, aged 25-60 years in 2005 (N=2 552 589). Mediation analyses based on a decomposition of counterfactual effects were used to estimate the indirect effect of psychosocial risk factors (PRF) (mediators, measured in 2005) on the association between PE (exposure, measured in 2005) and the first diagnosis of CMD, substance use disorders, and suicide attempts occurring over 2006-2017. The decomposition of effects showed that the indirect effect of the PRF is practically null for the three outcomes considered, among both sexes. PE increased the odds of being diagnosed with CMD, substance use disorders, and suicide attempts, among both men and women. After adjusting for PE, low job control increased the odds of all three outcomes among both sexes, while high job demands decreased the odds of CMD among women. High job strain increased the odds of CMD and suicide attempts among men, while passive job increased the odds of all three outcomes among women. The results of this study did not provide evidence for the hypothesis that psychosocial risks could be the pathways linking precarious employment with workers` mental health. Future studies in different social contexts and labour markets are needed.

Developing a conceptual framework for burnout intervention program in the workplace

This review proposes a comprehensive conceptual framework for developing and implementing burnout intervention programs in the workplace. In recent years, job burnout has become a new and vigorous research hotspot in the field of psychology and human resources management at home and abroad. Job burnout has a serious impact on personal health and performance but also harms the work efficiency, organizational effectiveness, and even social stability of employees. With the escalating concern over employee burnout and its consequent negative impacts on both individual health and organizational productivity, there is a pressing need for effective strategies to mitigate this issue. The framework draws on extensive literature review and theoretical model analysis, integrating key theories such as the Job Strain Model, Effort-Reward Imbalance Model, Conservation of Resources Theory, and the Job Demands-Resources Theory to explore the multifaceted nature of burnout. It identifies critical components of burnout, including symptoms such as emotional exhaustion, depersonalization, and reduced personal accomplishment, and contributing factors such as high job demands, inadequate job resources, and personal traits. Intervention strategies such as exercise have been identified as beneficial in addressing burnout. A systematic review of six studies highlights that aerobic exercise effectively lowers burnout and stress levels among employees. The framework also examines mediating factors such as personality traits and external factors, evaluating outcomes such as improved mental and physical health, enhanced job performance, and better workplace environment. Moreover, this review discusses the sustainability of interventions and emphasizes the importance of tailoring approaches to fit specific organizational contexts. The proposed framework provides a structured approach to understanding and addressing workplace burnout, highlighting the necessity for ongoing research and adaptation of intervention programs to meet evolving workplace dynamics.

Influence of Perceived Job Demands on Professional Quality of Life and Turnover Intentions of Haematology Nurses: A Cross-Sectional Study

Background. Haematology nurses in Singapore experience a highly stressful work environment and increased workload due to the growing number of patients and complex treatment regimens. High job demands can lead to burnout and high staff turnover rates, which compromises the quality of patient care. Aims. To assess perceived work demands, levels of social support from colleagues, professional quality of life (ProQOL), and turnover intentions among haematology nurses and examine whether demographic and occupational characteristics, perceived job demands, and support were associated with ProQOL and turnover intentions. Design. A descriptive, correlational, and cross-sectional design was used in this study. Methods. A convenience sample of 60 haematology nurses working at a tertiary hospital in Singapore completed a self-administered survey. Perceived job demands, support from colleagues, ProQOL, and turnover intentions were measured using the Copenhagen Psychosocial Questionnaire (COPSOQ III), Professional Quality of Life Scale version 5 (ProQOL5), and Turnover Intention Scale (TIS-6). Descriptive statistics, chi-square test, and multiple linear regressions were employed for data analysis. Results. Haematology nurses face high cognitive and emotional demands and receive high levels of support from colleagues at work. The majority of the participants reported moderate to high levels of compassion satisfaction (78.3%), burnout (76.7%), and secondary traumatic stress (81.7%). 53.3% of the participants expressed their intention to leave. Perceived job demands were significant predictors of haematology nurses’ ProQOL and turnover intentions. Compassion fatigue also significantly predicts turnover intentions. Conclusion. The high levels of burnout and secondary traumatic stress reported by haematology nurses highlight an urgent need to implement strategies to help nurses cope with the high work demands and reduce their levels of compassion fatigue. Implications for Nursing Management. The findings in this study can help nursing leaders understand haematology nurses’ perceived job demands and ProQOL, to develop strategies to improve the workplace environment and retention.

Factors associated with fatigue among people who have returned to work after stroke: an exploratory study.

To explore the associations between fatigue impact and (a) personal and stroke-related characteristics, (b) functional impairments and (c) work-related factors among individuals who have returned to work after stroke. A cross-sectional exploratory study. 87 working stroke survivors. This study comprises data from a postal survey targeting work ability and perceived stroke-related consequences 1 year after stroke. Fatigue was evaluated using the Fatigue Severity Scale (FSS). Factors associated with having fatigue (FSS total score ≥ 4) were identified using univariable and multivariable logistic regression analyses. Three domain-specific multivariable models and 1 final combined model were created. Fatigue was reported by 43% of the participants. Several factors representing all the investigated domains were associated with fatigue. In the final combined regression model, self-perceived low cognitive functioning, low decision control at work and high quantitative job demands had the strongest independent effects on the odds of having fatigue. Among people who were working 1 year after stroke, fatigue was associated with both personal and stroke-related characteristics as well as functional impairments and work-related factors. This highlights the complex nature of post-stroke fatigue. Fatigue management interventions should have a comprehensive approach and also consider the work environment.

Workplace Psychosocial Factors, Work Organization, and Physical Exertion as Risk Factors for Low Back Pain Among US Workers: Data From the 2015 National Health Interview Survey.

To evaluate the association between workplace psychosocial, organization, and physical risk factors with low back pain (LBP) among US workers. 2015 National Health Interview Survey data were analyzed to calculate the prevalence rates and prevalence ratios for LBP across levels of workplace psychosocial and organizational risk factors among 17,464 US adult workers who worked ≥20 hours per week. Results were also stratified by workplace physical exertion. The adjusted prevalence rates of LBP were significantly elevated for workers reporting high job demand, low job control, work-family imbalance, bullying, job insecurity, working alternate shifts, and physical exertion. Job control and nonstandard shifts were significantly associated with LBP only among those who reported low/no physical exertion. LBP prevalence was associated with select workplace psychosocial and organization risk factors. Stratification by physical exertion modified multiple associations.

Job demands and DHEA-S levels: a study on healthcare workers.

The intricate interplay between work-related stress and its physiological impact has drawn extensive research attention. Dehydroepiandrosterone sulphate (DHEA-S) emerges as a potential biomarker reflecting stress-related endocrine changes. This cross-sectional study aimed to examine the association between job demands and DHEA-S levels among healthcare workers. The study also explored potential correlations between DHEA-S levels and psychophysical symptoms commonly linked to work-related stress. A sample of 488 healthcare workers from a local health authority participated. Job demands were measured using the Demands scale of the Health and Safety Management Standards Indicator Tool. DHEA-S levels and symptom prevalence were assessed through serum analysis and questionnaires, respectively. Workers exposed to high job demands exhibited significantly lower DHEA-S levels compared to those with low job demands. Psychophysical symptoms, including sleep disorders, depression, and headache, were more prevalent in the high-demands group. DHEA-S levels showed significant negative correlations with the prevalence of all considered symptoms. The study shows the inverse relationship between job demands and DHEA-S levels among healthcare workers, indicating that high job demands correlate with reduced DHEA-S secretion and increased symptom prevalence. The findings suggest DHEA-S as a potential biomarker for assessing the physiological consequences of work-related stress. Proactive interventions in managing job demands are crucial for promoting employee well-being and productivity in demanding work environments. By recognizing DHEA-S as a stress biomarker, organizations can effectively address stress-related health risks and implement targeted interventions for enhancing employees' overall health and work performance.

Teachers’ perceived work ability: a qualitative exploration using the Job Demands-Resources model

Teaching is a highly demanding profession; therefore, it is necessary to address how teachers cope with the demands of their job and how these demands affect their work ability. This study aims to investigate teachers’ perceptions of work ability and the underlying mechanisms through which job demands influence their perceived work ability. The Job Demands-Resources (JD-R) model serves as the theoretical framework for this investigation. A qualitative approach was employed, utilizing in-depth interviews with a sample of 14 upper secondary school teachers in the Czech Republic. The teachers had an average age of 46.9 years (SD = 9.22). The findings revealed a limited awareness among teachers regarding the holistic nature of work ability. Job demands emerged as a factor indirectly impacting perceived work ability through the health impairment process. High job demands and obstacles contributed to teacher stress, resulting in fatigue, impaired physical or mental health, and reduced perceived work ability. Moreover, the study showed how tough job demands extend beyond the professional realm, leading to work-family conflicts that further impair work ability. This study provided empirical support for the inclusion of perceived work ability as an outcome influenced by job demands within the JD-R model. Additionally, it emphasized the need for a comprehensive framework that considers both organizational and individual factors in both work and non-work domains to effectively investigate perceived work ability among teachers.

고교학점제 운영에 있어 진로전담교사의 직무역량지원을 위한 요구분석 진로지도 및 상담직무 중심으로

Purpose: The high school credit system, which is a customized curriculum for each student that&#x0D; values the career design and growth of each student, is expected to be fully implemented in general&#x0D; high schools from 2025. These institutional changes in secondary education mean that it is necessary&#x0D; to prepare for the establishment and transformation of teachers and school management systems.&#x0D; Therefore, this study aimed to redefine the job competencies of high school and middle school career&#x0D; teachers in the operation of the high school credit system and analyze the educational needs necessary&#x0D; for job performance.&#x0D; Methods: The results of 242 career teachers in middle and high school were analyzed. Priority needs&#x0D; were derived by systematically and comprehensively applying the Borich demand analysis and The&#x0D; Locus for Focus model analysis to 39 'career guidance and counseling' performance capabilities.&#x0D; Results: As a result of the study, counseling for undecided students and counseling for students with&#x0D; low career motivation were the top educational needs of middle and high school career teachers. For&#x0D; middle school career teachers, instruction, and counseling for selecting subjects suitable for students'&#x0D; careers and aptitudes, and counseling for career advancement according to future jobs and social changes&#x0D; were the top educational needs, while for general high school career teachers, instruction, and counseling&#x0D; to ensure career connection between middle and high school were the top educational needs. For&#x0D; all middle and high school career teachers, the ability to prepare academic plans, counseling for&#x0D; undecided students, career-linked counseling for middle and high school students, and counseling for&#x0D; students with low career motivation were the top educational demands.&#x0D; Conclusion: Based on the results of this study, it was suggested to provide programs to strengthen&#x0D; high-demand job competencies, provide new education every year for jobs that want to increase&#x0D; professionalism, establish an education system suitable for each annual level, and systemize career&#x0D; counseling records management linking middle and high schools.

Does the Impact of Episodic Memory Declines on Future Changes in Perceived Control Vary Based on Individuals' Experience With Cognitively Demanding Jobs?

This study proposes and evaluates a scenario wherein cognitive demands experienced at work can amplify the positive cross-lagged association of a shift in control beliefs following changes in episodic memory. From the Health and Retirement Study (2006-2018) for 9,998 participants aged 50 or above, we used repeated observations of memory and control beliefs, assessed with the Telephone Interview for Cognitive Status-modified (TICS-m) and self-mastery and perceived constraints questionnaires. A dual-Latent Change Score Model estimated the cross-lagged effects between memory and control beliefs, separately for individuals with prior high cognitive job demands and those without. A decline in memory led to decreased control beliefs in terms of perceived constraints, only among those with experiences in cognitively demanding jobs. High cognitive job demands may lead to a more cognitively oriented awareness of aging, thus amplifying the impact of memory decline on control constraints.

FAKTOR RISIKO KEJADIAN LOW BACK PAIN (LBP) PADA PEKERJA LAUNDRY DI DESA GENTAN, BAKI, SUKOHARJO

ABSTRACT&#x0D; Introduction: Low Back Pain (LBP) is a common health issue among workers, including those in the laundry industry. The occurrence of LBP can have negative impacts on productivity and worker well-being. Thus, this study aims to identify the risk factors associated with LBP among laundry workers in the village of Gentan, Baki, Sukoharjo.&#x0D; Method: This study utilizes a quantitative approach with a descriptive research design. The sample consists of laundry workers employed in the village of Gentan, Baki, Sukoharjo. Data were collected through a questionnaire that assessed the risk factors related to LBP. Descriptive statistics were employed to analyze the data.&#x0D; Results: The findings reveal that excessive workload and ergonomic risks are significant factors associated with LBP among laundry workers. Workers often face high job demands, including limited time to complete tasks and handling heavy items. Additionally, non-ergonomic work conditions contribute to the occurrence of LBP.&#x0D; Conclusion: This study emphasizes the importance of identifying and managing the risk factors associated with LBP among laundry workers. Measures such as reducing excessive workload and improving non-ergonomic work conditions can help mitigate the risk of LBP. Long-term preventive efforts should be implemented to ensure the health and well-being of laundry workers. Consequently, this research provides valuable insights for stakeholders in enhancing the well-being of laundry workers and reducing the occurrence of LBP.&#x0D; Keywords: Low Back Pain, Laundry workers, Risk factors.

Are trajectories of self-rated health and physical working capacity during the retirement transition predicted by work-related factors and social class?

Abstract We aimed to identify short and long-term trajectories of self-rated health (SRH) and physical working capacity during the retirement transition, and investigate whether work-related factors and social class predict belonging to these trajectories. We used the representative, biennial Swedish Longitudinal Occupational Survey of Health (SLOSH) 2006–2018. We applied group-based trajectory modeling with B-spline smoothers to model trajectories of SRH (n = 2,183) and physical working capacity (n = 2,152) during the retirement transition. Multinomial logistic regression analyses were conducted to investigate trajectory belonging by work-related factors and social class. There was a small “honeymoon effect” in SRH for the total sample. We found four trajectories of SRH and five of physical working capacity. The large majority sustained excellent or good SRH and physical working capacity throughout the study period. Almost 6% had Fairly poor SRH and physical working capacity starting from years before retirement, which remained throughout the study period. High job demands, low job control, adverse physical working conditions, and being in manual occupation increased the likelihood of belonging to the trajectory groups Deteriorating or Fairly poor when compared with the Excellent trajectory group for both SRH and physical working capacity. Our findings suggest that for most people health status is already established some years’ preretirement and maintained for years after retirement, except a short improvement in SRH in accordance with a honeymoon effect. In order to improve health and employability, interventions focusing on working environment should be aimed at younger and midlife employees as well as older workers.