Physical Job Demands Research Articles

Creating a Safer World Requires Competence, Not Bias. Solutions to Common Challenges for Women in NDT

Nur Syahirah Binti A Aziz, an Advanced NDT Inspector and freelancer, has built a successful career in a traditionally male-dominated field through perseverance, technical excellence, and leadership. Inspired by the intricate science behind NDT, she has tackled industry challenges head-on, from proving her technical competence to overcoming gender biases in the workplace. In her contribution, she outlines 15 challenges for women in the field, with hands-on solutions on how she has overcome those. Facing scepticism, physical job demands, and limited representation, she has continuously demonstrated her capabilities through hands-on experience, certifications, and leadership roles, including her involvement in ASNT RISE. She advocates for workplace inclusivity, mentorship, and equal career advancement opportunities for women in NDT. Looking toward the future, she envisions an industry shaped by innovation, automation, and diverse talent. Her message to aspiring women in NDT is clear: embrace challenges, believe in your skills, and push forward—because women have a vital role in driving the future of NDT. <p><i> NDT.net generated this abstract with the assistance of AI technology.</i>

Sociodemographic and work-related determinants of self-rated health trajectories: a collaborative meta-analysis of cohort studies from Europe and the US

Self-rated health is a major indicator of an individual’s overall health status, but its development during midlife to old age, as well as influence of sociodemographic and work-related factors on it, are poorly understood. We used longitudinal individual-level data to examine trajectories of self-rated health and their determinants in 38,163 participants (median age 50 (range 36–66) years at baseline) of the English Longitudinal Study of Ageing, the Finnish Longitudinal Study on Aging Municipal Employees, and the French GAZ and ELectricité study from Europe and the Health and Retirement Study from the US. A group-based latent trajectory analysis showed that self-rated health was constantly good for over half of the participants, constantly suboptimal for about 11–21%, and it was changing, either improving or declining, for the rest. Pooled evidence suggests that being single (summary odds ratio 1.20, 95% confidence interval 1.07–1.35), medium educational attainment (1.26, 1.16–1.37), medium occupational class (1.22, 1.10–1.34), and exposure to high physical job demands (1.18, 1.08–1.29) were associated with declining self-rated health. Suboptimal self-rated health was more prevalent among those in low occupational class (1.81, 1.56–2.10), and those who experienced high physical job demands (1.52, 1.33–1.74). In these European and US populations, 23–40% of people experienced suboptimal or declining health trajectories. In conclusion, large variation in development of self-rated health from midlife to old age was observed and it was partly determined by sociodemographic and work-related factors.

Enhancing Worker Safety Behaviors Through the Job Demands–Resources Approach: Insights from the Korean Construction Sector

(1) Background: The construction industry faces high occupational accident rates due to complex work environments and physical hazards, significantly impacting worker safety and well-being. Drawing on the Conservation of Resources (COR) theory and the Job Demands–Resources (JD-R) model, this study addresses the challenges posed by the multi-level subcontracting structure in the Korean construction sector. It aims to provide a comprehensive understanding of the job demands and resources factors that shape workers’ safety behaviors. (2) Methods: Hierarchical regression analyses were conducted using data from the 10th Occupational Safety and Health Survey by the Occupational Safety and Health Research Institute, with a sample of 1502 construction firms. (3) Results: Job demands, including hazardous work environments, physically demanding tasks, and mental stress, were found to affect workers’ safety behaviors negatively. Middle managers’ safety competency mitigated the negative effects of these environmental, physical, and mental job demands. Additionally, safety culture and systems moderated the adverse effects of physical job demands, while organizational stress and risk management efforts moderated the impact of environmental job demands. (4) Conclusions: Managerial safety competencies, especially at the middle management level, are vital for improving safety outcomes in the construction industry. This is particularly important in the Korean construction sector, where management responsibilities are often dispersed. Training and development for managers are essential for future safety initiatives.

The Impact of Physical and Psychological Job Demands on Nurses’ Work-Related Low Back Pain: A Systematic Review and Meta-analysis

The Impact of Physical and Psychological Job Demands on Nurses’ Work-Related Low Back Pain: A Systematic Review and Meta-analysis

Differential associations of physical job demands with cognitive impairment in Korean workers aged 45 and older: a 14-year longitudinal study using the Korean Longitudinal Study of Aging (KLoSA)

ObjectivesTo investigate the association between subelements of physical job demands and cognitive impairment risk in middle-aged and older workers in Korea.DesignLongitudinal study using eight waves (2006–2020) of the Korean Longitudinal...

Flexible Work in the Public Sector: A Dual Perspective on Cognitive Benefits and Costs in Remote Work Environments

The COVID-19 pandemic has accelerated the adoption of flexible work arrangements within the Italian public administration. While much of the existing research has focused on the drawbacks of such arrangements, there has been less exploration of their benefits. Cognitive demands related to the structure of work activities, planning of working hours, planning of workplaces, and coordination with others, under flexible working conditions, might be considered as job resources that act as challenging demands within the Job Demand-Resource (JD-R) model. This study aimed to explore how the “cognitive challenge of flexible work” (CCFW) impact job satisfaction through home-based performance, taking into account the role of weekly working hours on home-based performance. Furthermore, the potential moderating role of cognitive and physical job demands between CCFW and home-based performance was explored. Using structural equation modeling on data from 484 public employees, the findings confirmed the positive impact of the structure of work tasks and planning of working times on both job satisfaction and home-based performance. In addition, cognitive demands (i.e., perception of cognitive work overload) played a moderating role in the mediated relationship between coordinating with others on job satisfaction and the structure of working tasks on job satisfaction through home-based performance.

New technology and workers’ perceived impact on job quality: Does labor organization matter?

There is an emerging literature focusing on the impact of technological change on work quality. This study contributes to the literature by examining (1) workers’ expectations regarding the effect of technological change on perceived job insecurity, as well as physical and psychological job demands, and (2) how these expectations are shaped by the degree of labor organization within countries. The article uses cross-national data for 25 OECD countries. It is found that labor organization decreases perceived levels of job insecurity related to technological change, but also lowers workers’ expectations of technology improving the quality of their work. These findings may indicate that in environments where technological change is less strongly moderated by organized labor, workers put greater emphasis on technology as a driver of (short-term) work changes. Alternatively, these findings may signal a lack of ‘worker power’ of organized labor to enforce technologies that improve the quality of employment.

The relationship between workplace justice and self-evaluated nonfatal occupational accidents among healthcare employees in Taiwan: An observational study.

The relationship between workplace justice and nonfatal occupational accidents in a single-payer healthcare system has rarely been explored. As countries strive to achieve and sustain universal health coverage, healthcare workers' occupational safety and health require greater concerns. We used the data from a national survey conducted on randomly sampled Taiwanese workers. One hundred forty eight males and 567 females, with a total of 715 healthcare workers aged 20 to 65, were analyzed. The workplace scale consisted of 4 subcomponents, including distributive justice, interpersonal justice, information justice, and procedural justice, and was dichotomized into low and high groups in each dimension. Logistic regression models examined the relationship between workplace justice and self-evaluated occupational accidents among healthcare employees. The prevalence of self-evaluated occupational accidents in healthcare employees was 15.54% and 11.64% for men and women, respectively. After adjusting variables such as sociodemographic variables, physical job demands, shift work status, work contract, and psychological job demands, regression analyses indicated that health employees with lower distributive justice, interpersonal justice, information justice, and procedural justice were significantly associated with self-evaluated occupational accidents both in males and females. Expanding the study to include healthcare systems in different countries could enhance the generalizability of the findings. Offering specific recommendations for policymakers and healthcare administrators to improve workplace justice and reduce occupational accidents.

Stress beliefs moderate the impact of COVID-19 related work stress on depressive, anxiety and distress symptoms in health care workers.

Health care workers are at increased risk for mental health issues due to high psychological and physical job demands. According to a recent study, stress beliefs (i.e., believing stress to be detrimental to one's health) might influence physicians' mental health in response to a naturalistic stressor (COVID-19 hospital working conditions). Due to a small sample size and high alpha error inflation, the suggested association needs to be interpreted with caution. The current study aims to replicate those findings in a larger sample. A cross-sectional survey among N=418 (64.1% female; Median age=30-39years) physicians and nurses of a large German medical centre was conducted during the COVID-19 pandemic (May/June 2021). Perception of pandemic related increase of work stress was assessed via self-report. Stress beliefs were assessed with the Beliefs About Stress Scale, and mental health symptoms were assessed with the 21-item Depression Anxiety Stress Scale. Stress beliefs moderated the association between increased work stress and mental health symptoms. Increased work stress was associated with increased depressive, anxiety and distress symptoms only in health care workers with medium (simple slope=2.22, p<.001; simple slope=1.27, p<.001; simple slope=3.19, p<.001) and high (simple slope=3.13; p<.001; simple slope=1.66, p<.05; simple slope=4.33, p<.001) negative stress beliefs. Among health care workers with low negative stress beliefs increased work stress was not associated with increased depressive, anxiety and distress symptoms. This confirms negative stress beliefs as variable of interest in research on the impact of stress on mental health in health care workers.

Defining a systems framework for characterizing physical work demands with wearable sensors.

Measuring the physical demands of work is important in understanding the relationship between exposure to these job demands and their impact on the safety, health, and well-being of working people. However, work is changing and our knowledge of job demands should also evolve in anticipation of these changes. New opportunities exist for noninvasive long-term measures of physical demands through wearable motion sensors, including inertial measurement units, heart rate monitors, and muscle activity monitors. Inertial measurement units combine accelerometers, gyroscopes, and magnetometers to provide continuous measurement of a segment's motion and the ability to estimate orientation in 3-dimensional space. There is a need for a system-thinking perspective on how and when to apply these wearable sensors within the context of research and practice surrounding the measurement of physical job demands. In this paper, a framework is presented for measuring the physical work demands that can guide designers, researchers, and users to integrate and implement these advanced sensor technologies in a way that is relevant to the decision-making needs for physical demand assessment. We (i) present a literature review of the way physical demands are currently being measured, (ii) present a framework that extends the International Classification of Functioning to guide how technology can measure the facets of work, (iii) provide a background on wearable motion sensing, and (iv) define 3 categories of decision-making that influence the questions that we can ask and measures that are needed. By forming questions within these categories at each level of the framework, this approach encourages thinking about the systems-level problems inherent in the workplace and how they manifest at different scales. Applying this framework provides a systems approach to guide study designs and methodological approaches to study how work is changing and how it impacts worker safety, health, and well-being.

A Study on Irritable Bowel Syndrome (IBS) in Mental Health Professionals and the Psychosocial Factors Affecting This

Introductionhe present study investigates irritable bowel syndrome in mental health professionals and the characteristics of psychosocial factors that affect this.ObjectivesMethodsThe present study selected an irritable bowel syndrome group among 291 mental health professionals based on the Rome III criteria, and investigated demographic variables. The Hospital Anxiety Depression Scale (HADS), Psychosocial Well-being Index (PWI), and Korean Occupational Stress Scale (KOSS) were used to evaluate psychosocial factors. An independent t-test and chi-square test were used to determine differences between the groups, and a logistic regression analysis was used to determine the odds ratio (OR) of IBS based on occupational stress. SPSS 21.0 (IBM Statistical Package for the Social Sciences 21.0) was utilized for all statistics.ResultsDifferences in demographic variables based on IBS group were not statistically significant. Depressive symptoms (t = -4.767, p&lt;0.001) and anxiety (t = -4.068, p&lt;0.001) were higher in the IBS group, and psychosocial well-being was lower (t = 2.288, p&lt;0.05). The OR of IBS based on depressive symptoms was 5.737 (95% CI = 2.24–14.69). There were significant differences in occupational stress based on IBS within the subordinate domains of physical environment (t = -3.160, p&lt;0.01), job demand (t = -3.273, p&lt;0.01), interpersonal conflict (t = -2.295, p&lt;0.05), job security (t = -3.005, p&lt;0.01), and lack of reward (t = -2.046, p&lt;0.05). The OR of IBS based on the subordinate domains of occupational stress was 3.708 (95% CI = 1.20-11.41) in physical environment, and 3.759 (95% CI = 1.33-10.56) in job demand.ConclusionsThe results of the present study verify that psychosocial factors in mental health professionals have a close correlation with IBS. Accordingly, improvements in both IBS symptoms and quality of life should occur through proactive intervention in these variables.Disclosure of InterestNone Declared

Physical Job Demands in Police Officer Selection and Training: Normative Data and Predictive Validity—A Research Note

Physical Job Demands in Police Officer Selection and Training: Normative Data and Predictive Validity—A Research Note

A longitudinal analysis of health inequalities from adolescence to young adulthood and their underlying causes

A longitudinal analysis of health inequalities from adolescence to young adulthood and their underlying causes

Measuring work engagement in Thailand: development and validation testing of the Utrecht Work Engagement Scale-Thai version (UWES-TH)

This study aimed to develop and test the psychometric properties of a Thai-language version of the Utrecht Work Engagement Scale (UWES). The 17-item version of UWES was translated into Thai and a survey was conducted with 507 registered nurses at a public regional hospital in Thailand. Results showed that the alpha and omega total coefficients for the vigor, dedication, and absorption subscales were acceptable. Exploratory Structural Equation Modeling (ESEM) indicated that the three-factor model performed the best for both versions of UWES-17-TH and UWES-9-TH. Both versions correlated positively with job resources and negatively with cognitive, emotional, and physical job demands, and with emotional exhaustion and physical symptoms. They were found to have acceptable reliability and validity and can be used to study work engagement in Thai contexts. For practical reasons, UWES-9-TH might be preferred since it is shorter than the full version. Further studies should include different occupational groups and more male participants.

QUANTIFYING CONTRIBUTIONS OF WORK CHARACTERISTICS TO EDUCATIONAL DISPARITIES IN HEALTH-INDUCED WORK LIMITATIONS

Abstract While public policies are incentivizing longer working lives, poor health and inhospitable working conditions pose challenges to working longer, especially for Americans with low educational attainment. This analysis sought to quantify how poor health and inhospitable working conditions each contribute to educational disparities in work disability in mid life and old age. Using the Health and Retirement Study (2006-2016), we showed that educational disparities in reporting “any impairment or health problem that limits the kind or amount of paid work” in ages 51-80 have been profound and persistent over time. Blinder-Oaxaca three-fold decomposition revealed that distributions of income and employer insurance made the largest contribution to explaining different rates of work limitations among respondents with versus without high school degrees, followed by work characteristics (physical job demands, insufficient hours) and health conditions (diabetes, lung disease). Comparing respondents with high school versus college degrees, distributions of health conditions mattered most (high blood pressure, lung disease, heart disease, stroke), followed by health behaviors (smoking, drinking). Health-induced work limitations are often used as a health outcome, but we found that work characteristics explained 57% of the disadvantage of those without a high school degree and 44% of the disadvantage of high school compared to college graduates. Therefore, improving work environments holds promise for reducing educational disparities in mid-to-late-life disability.

Urinary incontinence associates with poor work ability in middle-aged women: A Northern Finland Birth cohort 1966 study.

Urinary incontinence is a common ailment in women and is likely to affect their work ability. We investigated the associations between the different subtypes of urinary incontinence and several dimensions of perceived work ability in middle-aged general population. Cross-sectional survey at age 46 among participants of the Northern Finland Birth Cohort 1966 study (n = 3706, response rate 72%). Urinary incontinence symptoms and several items of Work Ability Index were collected by postal questionnaire. Work ability was dichotomized as good or poor work ability in general, in relation to physical job demands, to diseases and own 2-year prospect of work ability. The associations between urinary incontinence and work ability measures were assessed using logistic regression models, with further adjustments for biological, behavioral and work-related factors as well as general health. The odds ratio (OR), from lowest to highest, for poor work ability were 1.4-fold among women with stress urinary incontinence (OR 1.37, 95% confidence interval [CI] 1.09-1.72), 2.5-fold with mixed urinary incontinence (OR 2.51, 95% CI 1.68-3.74) and 3.3-fold with urgency urinary incontinence (OR 3.34, 95% CI 1.95-5.70). We note that our results reflect work ability in a Nordic society. Especially urgency and mixed types of urinary incontinence are associated with poor work ability among middle-aged women.

Exploring Job Stress Among Public Health Workforce in Northeastern Malaysia.

Introduction Job stress is recognized as a significant concern across various occupational settings which have profound implications for both individuals and organizations. During the COVID-19 pandemic, job stress among the public health workforce (PHW) has been a significant concern, as they face a significantly increased risk of infection and mortality due to excessive COVID-19 exposure. This study presents a descriptive exploration of key job stress-related factors among PHW in Terengganu, Malaysia. Methodology This is a cross-sectional study conducted from May 2022 to April 2023, encompassing all eight District Health Offices (DHO) and government health clinics in Terengganu. Data collection involved a Malay version of the Job Content Questionnaire (M-JCQ), which assesses job characteristics based on Karasek's demand-control-support model and consists of four main domains: decision latitude, psychological job demands, physical job demands, and social support. Data was collected from 1044 participants, and statistical analysis was performed using SPSS version 27 (IBM Corp., Armonk, NY, USA). Findings Of the 1044 participants, 18.9% experienced job stress. The highest percentage of job stress was observed among nurses (24.3%), followed by medical assistants (18.3%) and physicians (16.0%). In contrast, the public health assistant (PKA) group had the lowest rate of job stress. Job types based on Karasek's model also showed variations, with doctors having the highest percentage of active jobs (46.4%), while medical assistants had the highest percentage of low job strain (17.9%), and PKAs had the highest percentage of passive job types (44.7%). Conclusion This study offers significant insights into the work-related challenges faced by the public health workforce in Terengganu, Malaysia, especially during the COVID-19 pandemic. Job stress is a substantial concern, and understanding its underlying factors is essential for improving the well-being of PHWs. Decision latitude, job demands, and social support play critical roles in shaping job stress among PHWs. Strategies and interventions are needed to mitigate job stress, improve working conditions, and enhance the effectiveness of PHWs in public health initiatives. This study highlights the importance of addressing job stress in this sector, with potential benefits for both the mental and physical health of PHW.

The Work Experience Survey - Rheumatic conditions (United Kingdom): Psychometric properties and identifying the workplace barriers of employed people with inflammatory arthritis receiving vocational rehabilitation.

The aims were to: revise the Work Experience Survey-Rheumatic Conditions (WES-RC- UK), a work assessment listing 142 workplace barriers; investigate content validity, reliability, and concurrent validity; update the accompanying WES-RC and WORKWELL Solutions Manuals; and investigate workplace barriers of people with inflammatory arthritis. Rheumatology therapists, following vocational rehabilitation (VR) training, assessed participants in the WORKWELL VR trial using the WES-RC. Data were extracted from the WES-RC to identify the frequency of workplace barriers, and from trial baseline questionnaires (e.g., Work Limitations Questionnaire-25 (WLQ-25). Barriers reported by≤5 participants were considered for removal. WES-RC content validity was assessed by linking to the International Classification of Functioning, Health, and Disability Core Set for VR (ICF-VR). Reliability was assessed using Cronbach's α and concurrent validity by correlating the total number of workplace barriers reported with WLQ-25 scores. WES-RCs were completed with 116 employed participants: 79% women, age 48.72 (SD 9.49) years, and 57% working full-time. The WES-RC was reduced to 121 barriers. Content validity was good, with 73/90 ICF-VR items linked. Cronbach's α=0.92, that is, suitable for individual use. Concurrent validity was moderate: WLQ-25 (rs =0.40). The three most common barriers were Physical Job Demands (100%: e.g., mobility 99%; hand use 74%), Mental, Time, Energy, Emotional Job Demands (91%, e.g., concentration 47%, remembering 41%); Getting Ready for and Travel to Work (87%, e.g., driving 60%). The WES-RC (UK) has good content validity, reliability, and concurrent validity. The wide range of barriers emphasises the need for biopsychosocial work rehabilitation.

Work-related outcomes in individuals with and without lower limb osteoarthritis: an online survey

ObjectiveWhile osteoarthritis (OA) affects people who are still participating in the workforce, there is limited data about the impact of OA on work. The aim of this study was to compare work participation in individuals with and without lower limb OA.MethodsThis cross-sectional study included workers with (n = 124) and without (n = 106) lower limb OA. Work participation was assessed as work status (full/part time work), work ability (Work Ability Index (WAI)), absenteeism and presenteeism (World Health Organization’s Health and Work Performance Questionnaire (WHO-HPQ)), and perceived difficulties meeting work demands (Work Role Functioning Questionnaire (WRFQ)). The data were analyzed using an analysis of covariance with age, body mass index and physical job demands included as covariates.ResultsWork ability was poorer (p < 0.001) and loss of work performance (p < 0.001) was higher among workers with OA than healthy controls. There was no statistical difference in absenteeism or overall ability to meet work demands between participants with and without lower limb OA. However, workers with lower limb OA had more difficulty with work scheduling demands (p = 0.05) and physical demands (p = 0.003) than healthy workers.ConclusionLower limb OA was associated with poorer work ability, loss of work performance and difficulty in meeting physical and work scheduling demands. Health professionals and employers should consider these challenges when managing individuals with lower limb OA and supporting them to remain in the workforce.

The Interplay of Job Demands–Resources: Experiences of Public Health Inspectors of Sri Lanka During the First and Second Waves of the COVID-19 Pandemic

The COVID-19 pandemic posed unprecedented challenges to healthcare employees worldwide. As part of combatting the disease, they were often confronted with numerous physical and psychological job demands. Studies have explored the experiences of and responses to a COVID-19-related job demand–resource (JD-R) interplay of Western hospital-based healthcare staff. However, whether community-based, non-clinical healthcare workers experienced and responded to the COVID-19-related JD-R interplay similarly to hospital-based clinical healthcare employees is severely under-researched. This article explores how Sri Lanka’s public health inspectors (PHIs), a group of community-based, non-clinical healthcare workers experienced and responded to the COVID-19-related JD-R interplay. Using 18 in-depth interviews, this study found that PHIs were confronted with COVID-19-specific physical and psychological job demands including work pressure, workload, ambiguities in authority and job responsibilities, fear of contracting and passing on the disease to family members and social rejection which they managed with limited training, minimal rewards and less recognition. This JD-R incompatibility led to stress, exhaustion and coping inflexibility to which PHIs responded through approach and avoidance coping. While most coping strategies enabled PHIs to ease their stress and exhaustion, there were others that exacerbated the feelings of burnout.