Poor Work-life Balance Research Articles

Holding the Knife on Perceptions of Surgery

Negative stereotypes associated with surgery by medical students are well documented in literature. Many cite long hours, poor work-life balance, pessimism, mean personalities, and cynicism as pervasive among surgeons and operating room culture. If allowed to persist, these negative perceptions can deter otherwise interested students from pursuing surgical subspecialties. Incorporation of peer-teaching in the third-year clerkship to not only illuminate the hidden curriculum in surgery but adequately prepare students to participate in the operating room is paramount to taking steps to improve student perception as well as success as clerkship students. An academic medical center. Pre-clinical medical students. One-hundred and forty-three third year clerkship students were surveyed with pre- and postinstruments. Students who participated in these pre clerkship peer-teaching sessions reported significant improvements in their ability to identify surgical anatomy (p < 0.001), an increased confidence in answering questions from attendings about anatomy and function as well as in identifying anatomical abnormalities (all p < 0.001). Students also reported significantly improved perceptions about surgeons as teachers and their willingness to support students pursuing surgery. This study demonstrates that the incorporation of an immersive orientation prior to the start of the surgery clerkship has significantly positive impacts on the learning experience and confidence of medical students. Increased efforts should be made to introduce students to surgeons, surgical careers, and the operating room prior to the surgery clerkship, being sure to incorporate aspects of the hidden curriculum, to address the negative perceptions that continue to exist regarding surgical fields.

Losing Your Best: How Poor Leadership Can Drive Top Talent Away

This article discusses how leadership behaviors can inadvertently undermine employee engagement and drive top performers to seek new opportunities. It identifies five areas where leaders commonly fall short: lack of recognition and praise for good work, insufficient meaningful feedback, unclear career growth opportunities, poor work-life balance expectations, and deficient company-wide communication. For each area, research is presented on its importance for retention followed by an illustrative example of an employee who departed due to that specific deficiency. The article advocates for leaders to adopt strategies like regular praise, ongoing development-focused feedback, transparent career roadmaps, flexibility that respects personal well-being, and consistent messaging. When leaders make intentional efforts to strengthen these human aspects of work, it nurtures an environment where high-performing talent is motivated to stay committed to the organization long-term.

Musculoskeletal disorders and risk factors in the modern era: results from the Specchio cohort

Abstract Background Musculoskeletal disorders (MSDs) represent a major challenge for occupational and public health, but data are scarce in Switzerland or concentrated on a few sectors of activities. The aim of this study is to provide results on the prevalence and risk and protective factors of MSDs in the general working-age population of the Geneva canton, Switzerland. Methods A cross-sectional analysis was conducted as part of Specchio population-based cohort study. Prevalence and associations between MSDs and sociodemographic variables, individual behaviour (smoking, physical activity, sleep), health conditions (BMI, chronic diseases), physical and psychological risks at work were examined using regression models. The impact of teleworking was also evaluated. Results 2’733 participants took part in the survey, of which 38% were men, and mean age was 50. Overall prevalence of MSDs was 74% among men and 84% among women. 80% of the individuals experience back pain and 56% shoulder pain. Among individuals who experienced MSDs, 55.2% consulted a healthcare professional. The risk factors for MSDs were female sex (OR = 1.95; 95% IC = 1.55-2.28), body mass index (obese) (2.2; 1.51-3.32), lower education (1.77; 0.84-4.37), smoking (1.65; 1.19-2.35), exposure to physical risks (3.54; 2.78-4.51), stress at work (effort-reward imbalance) (3.23; 2.45-4.29) and a poor work-life balance (2.36; 1.88-2.97). The prevalence of MSDs remained high among workers who telework (78% versus 84% in working population). Conclusions This study, carried out in a large population-based cohort, confirmed several risk factors for MSDs. These results will contribute to the implementation of prevention strategies, especially as teleworking has gained in importance in recent years, which may have aggravated workers’ isolation and stress, sedentariness, and poor body posture. Main message: These data confirm the weight of musculoskeletal disorders and will help implementation of prevention health strategies. Key messages • The relationship between psychosocial risks at work and the occurrence of Musculoskeletal Disorders (MSDs) persists even following adjustment for exposure to physical risks and individual risk factors. • The prevalence of musculoskeletal (MSDs) disorders remained high among workers who telework.

Beyond the Bite: Exploring Mental Health of Dental Faculty in Pakistan– a multi-institutional study

IntroductionMental health issues are being reported increasingly amongst healthcare staff and students globally. The aim of this study was to investigate the frequency of common mental health issues amongst dental faculty members at multiple institutions in Pakistan.MethodsFollowing approval from the institutional ethics review board, dental faculty members at 14 dental institutions were invited to participate in an online survey based on globally validated scales for mental health problems including the Patient Health Questionnaire (PHQ-9), and the Depression, Anxiety, and Stress Scale (DASS-21). Two open-ended questions were included in the survey to identify perceived factors contributing to poor mental health and recommendations for improving institutional support.ResultsA total of 200 faculty members out of provided their responses to the survey questionnaire but complete responses were provided by 183 participants which included 120 (65.57%) females, and 63 (34.43%) males. The total number of faculty members at the participating institutions was 426 and 183 responses translated into an overall response rate of 43%. Most participants were in the 31–40 years age-group (n = 81, 44.26%) followed by 25–30 year (n = 51, 22.87%) and 41–50 years (n = 40, 21.86%). The mean score on PHQ-9 was 6.51 (SD ± 5.4) while the mean DASS-21 score was 13.04 (SD ± 10.95). PHQ-9 Depression, and DASS-21 Depression, Anxiety, and Stress scores were all significantly positively correlated for the whole sample, and within each subgroup of each demographic factor. Job-related workload, lack of institutional support, financial limitations, and poor work life balance were identified as the main factors contributing adversely to the mental health of the participants.DiscussionThis study provides useful insights into the scale of mental health status amongst dental faculty members at 14 institutions in Pakistan. Underlying factors affecting the mental health of faculty members adversely were identified and recommendations are provided to address these challenges.

Importance of Prefabrication to Easing Construction Workers' Experience of Mental Health Stressors.

Construction is widely acknowledged for its socioeconomic contributions, although it is also always considered as a dangerous and incident-prone industry. As a new method of working, prefabrication presents better work environments and other benefits that can potentially improve the safety and mental health of construction workers. This study compares the extent of stressors in traditional and prefabricated construction. Eighty-four construction site and factory-based workers in Australia were surveyed. Prefabricated construction respondents reported less experience of industry-related, management/organisational, and personal stressors. Specifically, the stressors found to be weakened by prefabrication were mental fatigue, work injuries, poor working conditions, unfavourable shift rosters, work overload, and poor work-life balance. Furthermore, the degree of the experience of potential mental health improvement factors such as labour effort efficiency, reduced on-site trade overlap, increased mechanised construction, and less dependence on weather conditions, among others, was significantly higher in prefabrication than in traditional construction. The influence of prefabrication on measures of poor and positive mental health is recommended for further studies, particularly by finding its links with the different groups of construction workers.

FP5.7 - Why I don’t want a career in surgery? - Uncovering obstacles and investigating barriers among year 3 UK medical students: A thematic analysis

Abstract Aims Surgical training and placements can be stereotyped negatively by medical students. Our study aimed to identify barriers to pursuing a surgical career amongst UK year 3 medical students, to improve surgical educational policies. Methods An optional, anonymous, single-question, open-text survey was administered to 190, year 3 UK medical student, after they had completed an 11 week surgical clinical placement, comprising Breast, Emergency Department, Interventional Radiology, Orthopaedics, Peri-op anaesthetics, Plastics, Vascular, Upper/Lower GI and Urology. The specific question asked was, 'Would you contemplate pursuing a career in surgery?' Responses from students NOT considering a surgical career were analysed qualitatively using a thematic approach to identify perceived barriers to a surgical career. Results 102 responses were received of which 35 were not suitable for analysis. Of the remaining 67 students, 30 (44.8%) demonstrated a negative view towards a surgical career. Following thematic analysis four main themes were identified:Pre-existing interest in another specialty.Nature of surgical training (long duration, competitive, poor work-life balance).Stressful clinical workload, high emotional pressure and burnout.Negative, masculine culture within surgical teams. Positively, despite not planning to pursue surgery - some students reported surgery was not as intimidating as they had expected it to be and surgeons did not meet stereotypes they were expecting. Conclusions Medical students continue to comment on negative surgical working environment experiences. Our study highlights areas that high pressure surgical training placements, need to actively improve in order to ensure a positive working and teaching surgical environment for our future medical workforce.

Three decades of nurses’ talent retention: a bibliometric analysis

Purpose Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications. Design/methodology/approach This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries. Findings The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention. Practical implications These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments. Originality/value This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.

Nurturing Corporate Employee Emotional Wellbeing, Time Management and the Influence on Family

This study article investigates the complex dynamics affecting corpo-rate employees' emotional well- being, time management, and work-life balance,as well as their influence on family relations This study uses a correlational re- search design to investigate the relationship between emotion regulation and time management practices among corporate employees. The study analyses the link between emotional regulation and time management abilities among corporate professionals, examining their impact on family outcomes. The findings show strong links between emotional well-being, time management, and work-life bal-ance. Poor work-life balance is linked to decreased emotional well-being, whereas efficient time management connects with increased positive emotional states. The correlation analysis revealed positive associations between work-life balance and time management (r = 0.217, p = 0.017), and between positive emo-tions and time management (r = 0.111, p = 0.224). Negative emotions correlatednegatively with both work-life balance (r = - 0.415, p &lt; 0.001) and positive emo-tions (r = -0.613, p &lt; 0.001), indicating intertwined dynamics. The study found strong links between emotional well-being, time management, and work-life bal- ance among corporate employees. Positive emotions and work-life balance have a modest positive link, but negative emotions have the opposite relationship. Im- proved work-life balance is positively related to good time management. Re- search suggests that supportive work environments and efficient time manage- ment can improve employee well-being and family conflict.

Exploring the influence of workplace culture on employee satisfaction in Star hotels of Delhi

This study explores the complicated relationship between employee satisfaction, work life balance and workplace culture in the context of Delhi's fivebstar hotels. Given the fierce competition and focus on providing outstanding guest experiences in the hospitality sector, it is critical to comprehend how workplace culture contributes to employee satisfaction. Using a mixedbmethods approach, information was gathered from staff members including top level management to lower level staff at Delhi's five star hotels. A well-structured questionnaire has been used for collection of data. The study looks at important aspects of workplace culture, such as work life balance initiatives, freedom of speech, communication techniques, employee recognition programs, and organizational ideals, and how this affect worker satisfaction. According to preliminary research, having a strong workplace culture with open communication, encouraging leadership, chances for professional development, and a friendly work atmosphere greatly raises levels of satisfaction. The study provides insightful information about the processes through which workplace culture shapes employee perceptions and experiences, emphasizing the significance of fostering a positive and inclusive culture in star hotels to improve employee satisfaction, retention, and overall organizational performance. On the other hand, negative aspects like a lack of communication, hierarchical barriers, inadequate recognition, and a poor work life balance negatively influence job satisfaction among hotel employees has been incorporated.

Curling Your Way Through Medical School

Medicine has long been fashioned as adegree with poor work-life balance; withlong hours and a breadth of content to coveracross the scientific knowledge spectrum.Finding time to relax and unwind can bechallenging, especially at Medical School. In this article, medical student Denver sitsdown with Kevin Feng (intercalating medicalstudent) who is the Chair of ScottishStudent Sport Curling and the President ofGlasgow University Curling.Denver: Can you introduce yourself &amp; tell usa bit about your journey into Medicine? Kevin: Indeed. While I’ve always wanted tobe a criminal psychologist, my passion forSTEM sparked my interest to pursueMedicine. I’m the current Scottish StudentSport President for Curling, representingstudents who curl all across Scotland. Denver: That’s interesting Kevin, so whatinspired you to take this sport up? Kevin: It all started at Fresher’s Fayre in 2ndyear (the first one after COVID-19lockdown) and I really enjoyed the floorcurling set they had. Shoving a few curlingstones down the cloisters was really themoment I knew this was my sport. That’s allhistory now because I’ve been in curling forthe past three years which still makes mequite new to the sport (since most curlershave done it since school).Denver: That’s an interesting history.Balancing medical school alongside beingthe Chair of Scottish Student Curling &amp;the President of Glasgow UniversityCurling must be challenging! What do youdo in these roles?Kevin: I now largely oversee the dailyrunning of the curling club, communicatewith GUSA and support my committee withtheir responsibilities. I’ve previouslyserved as Treasurer and VP across my timein the society offering me immenseexperience. At Scottish Student Curling, Ilead and work with a team of Vice-Chairsworking through organising tournaments,bonspiels and introductory sessions. Denver: Seems like a plateful of work, howdo you manage your time between medicalschool and your commitments to thesport? Kevin: Medicine can be quite intense at thestart, however I’ve felt that as soon as youget a routine and diligently follow it, it canmake such as big difference. Curling was anew sport to me when I joined, but Ifostered strong connections all across,making it so much easier! It even perfectlyfollows University of Glasgow’s examinationcalendar since Scottish rinks are largelyonly open from September to April, eachyear. Denver: Have there been moments where itwas particularly challenging to maintain thisbalance? How did you handle them?Kevin: Certainly! Medicine and the curlingclub have quite a overlapping mismatchedschedule and this makes it a bit challenging– especially at the start of the year whenyou’ve got freshers week and lots ofplanning to do for the year ahead, whiletrying to handle the 15 weeks in the deepend! Nevertheless, I could actively rely onthe people I work with, especially whentimes got difficult. I’ve found maintaining aperfect work-life balance can be challengingbut certainly not impossible!Denver: You’ve made it seem easier than itlooks! Now for the final bits, how doessomeone join Glasgow University’s CurlingSociety? Kevin: Being a really open and inclusivesociety, our new beginners always trainalongside Scottish trophy &amp; tournamentwinners offering a 1-1 mentorship andexcellent support. We would love to inviteanyone &amp; everyone to come along to our training sessions on Wednesdayafternoons during term time. Denver: Lastly, what’s been your mostmemorable Curling moment? Kevin: Meeting Grant Hardie &amp; BruceMouat – current Team GB Curling players!

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.

Impact on Work Life Balance on Employee Wellbeing

The purpose of this study is to learn more about the work-life balance that IT business employees feel in the workplace and to explore various work -related elements that may impact that balance. To examine how employees perceive work-life balance, well-structured surveys are created using qualitative data. Sample magnitude one hundred respondents are chosen using a five-point Likert scale. Interviewees took part in the process, and data was analyse using a manifest content analysis. In conclusion, as production rates rise, workers often have to work overtime on weekends and receive notice of this work later than usual, which results in a poor work life balance.

The potential of virtual internships for management education: capturing student journey through experiential learning

PurposeThe study aimed to capture student experience during virtual internships by identifying the facilitators and barriers during their experiential learning journey. The students were pursuing their Master’s in Business Administration (MBA) program at a business school in India. The authors shed light on the impact of COVID-19 pandemic on the current education system, specifically experiential learning through virtual internships.Design/methodology/approachAbout 38 Semi-structured in-depth interviews were conducted from July to September 2022 with the students of a business school located in Pune, India. Interviews were transcribed and analyzed to generate new themes for ascertaining the facilitators and barriers to virtual internships. Interpretative Phenomenology Analysis was undertaken to analyze the lived experiences of the respondents.FindingsStudents viewed virtual internships positively in terms of mentor support, active learning, flexibility, and an easy onboarding process. Poor work-life balance, lack of peer learning and infrastructure issues were some of the barriers/challenges faced by the students.Practical implicationsThe study discusses various managerial and administrative implications. The findings help educationists design effective pedagogy by drawing insights from constructivist learning theory, where students' active role during virtual internships must be given primary attention. Corrective measures in the pedagogy can be taken while designing a virtual internship, considering the barriers found in this study.Originality/valueThe themes identified in the study are a novel contribution to the growing body of knowledge on virtual experiential learning. The study empirically captures student experience regarding a relatively new phenomenon of virtual internships, which is the uniqueness of this paper.

Perception Toward Work-Life Balance Among Healthcare Professionals

Background: Globally, work-life imbalance is a growing concern, especially among healthcare professionals like nurses and doctors. The ‘Work-Life Balance’ is a harmonious equilibrium between an individual's professional and personal responsibilities and being comfortable managing both work and non-work obligations. Methods: A descriptive single-centered quantitative study was conducted among 100 healthcare professionals (50 doctors and 50 nurses) in Kochi, focusing on work-life balance. Data was collected through a Semi-structured questionnaire to assess the socio-demographic data and a questionnaire for self-assessing work-life balance was used. The data was analyzed using both descriptive and inferential statistics. The comparison of work-life balance between nurses and doctors was computed by using an independent t-test. Results: The majority (65%) of the healthcare professionals were less than thirty years old. Most of them were married (76%) and had children (47%). There was a statistically significant association between monthly income and work-life balance (P=0.001). Around 23% of the health professionals had a poor work-life balance, 57% had a borderline work-life balance and 20% of them maintained a good work-life balance. There was a statistically significant difference between the work-life balance of nurses and doctors (P=0.001) Conclusion: The study findings revealed that majority of the healthcare professionals have a borderline work-life balance, indicating the need for immediate action to prevent further issues from escalating. Maintaining a balanced work-life is important for healthcare productivity, job satisfaction, positive clinical outcomes, and high-quality patient care and safety.

The good manager in TV: tales for the Twenty-first century

The UK Creative Industries provide meaningful employment to more than two million people (Creative Industries Council, 2022) with opportunities for self-actualisation and satisfaction beyond what many jobs can provide. This is so particularly within the television industry where, since 2015, new streaming services have massively expanded demand for content and consequently employment. Such opportunities, however, have been heavily dependent upon a freelance workforce, whose experience is often characterised by financial insecurity, poor work-life balance, and lack of coherent career structure or support, within a system that predicates against diversity. This article sets out to address some of these issues and their solutions by offering, and problematising, the concept of ‘The Good Manager in TV’. In 2021 the authors followed-up an earlier survey of management practices in unscripted TV production across the UK with a series of in-depth interviews with individuals who, in another context, would be characterised as ‘middle managers’. Our data suggests that the challenges faced by the would-be good manager in TV can seem overwhelming, evoking the predicament of Brecht’s Good Person of Szechwan. Yet it also points to solutions to those challenges. This article reviews our findings in order to answer the following questions: What does it mean to be a good manager in the volatile, project-based, context of TV production? What are the challenges faced by those who aspire to fill the role? How can such challenges be addressed across this evolving creative industry?

Organizational Factors Affecting Burnout in Veterinary Nurses: A Systematic Review

ABSTRACT Situated within an important nexus for many human–animal relationships is the profession of veterinary nursing, a profession in which burnout is an increasing problem, affecting wellbeing and retention and, consequently, animal welfare. Self-care strategies can reduce the effects of burnout in the short term. However, organizational interventions are required to achieve long term change. This study aimed to determine the prevalence of burnout in veterinary nurses and identify organizational risk factors, in accordance with the Areas of Worklife model, that must be addressed to reduce burnout in this population. Seven databases and Google Scholar were searched using terms related to “burnout” and “veterinary nurses.” Primary empirical studies published in English that examined organizational factors related to burnout in veterinary nurses were eligible for inclusion. Article screening and selection was completed by two reviewers and quality assessment was carried out using two validated quality assessment tools. Twelve articles were identified: nine cross-sectional surveys and three mixed-methods studies. Available data were insufficient to accurately determine burnout prevalence, but it appears that veterinary nurses are at moderate to high risk of developing burnout. Organizational risk factors for burnout in veterinary nurses were identified in all six Areas of Worklife domains (Workload, Control, Reward, Community, Fairness, and Values). Common risk factors include high workload, low control and autonomy, underutilization, low remuneration, co-worker incivility, inequitable treatment, poor work–life balance, and exposure to animal suffering, euthanasia, and death. Recommended management strategies include increased opportunities for skill utilization and development, workload and task adjustments, and increased schedule control. However, the extent to which these strategies are effective in individuals and practicable for organizations remains poorly understood. Future research should address how these risk factors impact individuals and organizations to better inform organizational intervention strategies.

Practice Patterns Among Fellowship-Trained Rhinologists: A Survey of Past American Rhinologic Society Fellows.

The goals of this study were to understand the trends in recent and past rhinology fellows concerning their demographics, goals, and experiences. An anonymous web-based survey was sent to graduates of the 35 rhinology fellowship programs. The survey included questions regarding the scope of practice, research contribution, societal involvement, fellow satisfaction with training, and current practice patterns. Chi-square testing and logistic regression were used to compare variables across cohorts: 0-5 years versus 6+ years from fellowship graduation, gender, and practice settings. Based on 171 respondents, we found no significant differences in 0-5 versus 6+ year graduates in their desire for an academic job post-fellowship. However, those who graduated 6+ years ago had significantly more success securing one (74% vs 96%, P = 0.004). Between males and females, there were no differences in goal of obtaining an academic job or success in obtaining an academic career. Females were more likely to report they attend academic society meetings regularly. Female rhinologists also reported less satisfaction with overall work-life balance and decreased satisfaction with clinical practice. Physicians in academic settings have poorer work-life balance. Our findings suggest that finding an academic job may be more difficult for recent rhinology fellowship graduates, although still very possible for the majority of graduates. Understanding the reason for these changes may provide insight to current rhinology fellowship directors and trainees interested in pursuing fellowship training.

Exploring the neurosurgery training landscape in Pakistan: A trainee's perspective in resource-limited settings

BackgroundShortage of neurosurgeons in Pakistan, one per 720,000 people, stems from a lack of trainees. Therefore, it is vital to assess the training experience, career opportunities, and satisfaction levels of neurosurgical trainees in Pakistan. MethodsA nationwide survey was conducted, covering 22 CPSP-accredited neurosurgery training programs in Pakistan. Convenience sampling was utilized with a pilot tested questionnaire and responses were analyzed using STATA 15. ResultsThe response rate was 98% (120/122) with 70.8% male and mean age of 30.4 ± 4.1 years. Training programs included teaching courses (79%) and journal club (66%); however, there was a lack of cadaver workshops (14%) and cranial model-based stimulation (22%). 67% of trainees lacked publications in indexed journals. 69% worked 50–100 h weekly, with 62% experiencing burnout due to workload and hours and a third reporting poor work-life balance. Trainees dedicated more to operating rooms (37%, 10–24 h/week) and clinics (34%, 24–48 h/week) compared to study (42%, <5 h/week) and research (64%, <5 h/week). Gender equality was rated poorly by 50%. Disparities emerged in subspecialty exposure, with over half of trainees lacking exposure to deep brain stimulation (67%), and epilepsy (75%). 52.5% of the training institutes did not offer fellowships and 64.1% of trainees planned to pursue fellowships abroad. ConclusionsSteps need to be taken to improve working hours, gender equity, and increase simulation courses, diversify subspecialty exposure, and promote research initiatives.

Does gender disparity exist in neurosurgery training? Evidence from a nationwide survey from Pakistan

ABSTRACT Gender disparities are prevalent in the neurosurgical field, particularly for female trainees, despite the growing demand for neurosurgeons. The situation is bleaker in low-and middle-income countries, where gender disparities among neurosurgical trainees have not been evaluated. We aimed to gauge the gender differences in opportunities and perceptions of neurosurgery training in Pakistan by comparing responses between males and females. A nationwide web-based survey was conducted in Pakistan, covering 22 College of Physicians and Surgeons of Pakistan (CPSP) accredited neurosurgery training programs. Convenience sampling was used with a pilot-tested questionnaire. Data analysis was performed using SPSS version 26. A total of 120 trainees participated in our survey. The mean age of the participants was 30.4 ± 4.1 years, with 29.2% females and 70.8% males. Concerns about gender equity were more among females (34.3%) than males (27.1%). Poor work-life balance was reported by more females (34.3%) than males (30.6%). Burnout due to working hours was strongly agreed by more females (54.3%) than males (35.3%). More females (40%) acknowledged sufficient mentorship opportunities versus males (25%). Female respondents (65.7%) worked 50–100 hours per week, less than males (69.4%). Satisfaction with surgical exposure was lower among females (2.9%) compared to males (18.8%). More females reported access to teaching courses (82.9% vs. 77.6% males) and neurosurgical conferences (85.7% vs. 80.0% males), cadaver workshops (17.1% vs. 12.9% males), morbidity and mortality meetings (88.6% vs. 82.4% males), case-based sessions (82.9% vs. 75.3% males), and radiology discussions (82.9% vs. 74.1% males). Our study highlights substantial gender gaps in neurosurgical training, concerns over working hours, burnout, mentorship, work-life balance, and gender equity. These findings underscore the necessity for interventions to rectify these disparities and foster gender equity in neurosurgical training.

National Policy Index (NPI) for worker mental health and its relationship with enterprise psychosocial safety climate

National occupational health and safety (OHS) policy (e.g., legislation) underpins worker health protection and is imperative for healthy and safe working populations. In the interest of bolstering mental health through decent work, this study undertakes a global analysis of OHS policy for worker mental health and develops and validates a short tool quantifying national policy approaches—the National Policy Index (NPI, for worker mental health). Data were collected across 45 countries from 164 global experts (and/or expert groups) to capture policy presence, priority action areas, and drivers and barriers surrounding policy implementation. Analysis revealed top global psychosocial concerns are harassment, mobbing or bullying, work overload, discrimination, and poor work-life balance. Policy priorities are harassment, mobbing or bullying, discrimination, and physical violence. The psychosocial hazards/risks that are most addressed in policies or regulated are physical violence, discrimination, harassment, mobbing or bullying. The main driver for managing hazards is workplace senior management support and having specific national regulations, and the main barrier is poor resource availability. Further, the NPI was developed through exploratory factor analysis and validated through significant correlation with a national policy audit and to the 2019 European Survey of Enterprises on New and Emerging Risks data, which reports enterprise level psychosocial safety climate (PSC, organisational policies, practices, and procedures for stress prevention). The correlation between the NPI and enterprise-level PSC highlights the critical role of national policy in protecting worker population mental health. Yet above and beyond national policy, national union density also related to enterprise PSC indicating that social action is also imperative. Findings suggest that global mental health can be reinforced via decent work outlined in national policy approaches, particularly legislation, as well as via senior management support, and collective approaches such as union action.