Quantitative Workload Research Articles

The Relationship Between Perceived Nursing Workload and Occupational Fatigue in Clinical Nurses: The Moderating Role of Nursing Teamwork.

This study investigated the association between perceived nursing workload and occupational fatigue in clinical nurses. We specifically focused on how nursing teamwork moderates this relationship. Hospital nurses often face heavy workloads, leading to significant fatigue. Understanding the link between workload, fatigue and teamwork is crucial to addressing nurse burnout. A cross-sectional study was conducted among 356 clinical nurses from five educational-therapeutic hospitals in Ardabil, Iran. Data were collected using validated instruments, including the Occupational Fatigue Exhaustion Recovery-15 (OFER) scale, the Quantitative Workload Inventory (QWI) and the Nursing Teamwork Survey (NTS). Hierarchical linear regression analysis assessed the relationships between perceived workload, occupational fatigue and nursing teamwork. The study's findings show that increased nursing workloads were significantly linked to higher levels of both acute (B = 5.70 to 6.76, p < 0.001) and chronic fatigue (B = 6.71 to 7.16, p < 0.001). Additionally, effective nursing teamwork, comprising trust, team orientation, support, shared mental models and team leadership was associated with reduced fatigue levels. Our study shows high workloads are linked to increased fatigue among nursing professionals. Teamwork can help lessen the adverse effects of workload on fatigue. Healthcare organisations should focus on optimising workload distribution and strengthening teamwork. Further research is needed to understand these dynamics and develop targeted interventions to support nursing staff in high-demand environments. The study emphasises the need for healthcare organisations to prioritise workload management and enhance teamwork among nursing staff. Implementing structured workload assessments and fostering a collaborative work environment, along with policies promoting work-life balance, can improve patient care quality, benefit nursing professionals and contribute to a more resilient healthcare system.

Association between burnout and workplace climate in transplant clinical pharmacists.

In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. An assessment of workplace culture is needed to further elucidate the factors that contribute to solid organ transplant (SOT) pharmacist burnout and attrition. Therefore, the primary objective of this study was to describe the association between workplace climate and burnout of SOT pharmacists within the United States. A 79-question survey was distributed to transplant pharmacy organization listservers from May 30 through July 25, 2023. Burnout was assessed with the Maslach Burnout Inventory Human Services Survey for Medical Personnel (MBI-HSS-MP) in 3 subscales: depersonalization, emotional exhaustion, and personal accomplishment. Scores on the Organizational Constraints Scale (OCS), Quantitative Workload Inventory Scale (QWIS), Interpersonal Conflict at Work Scale (ICAWS; repeated 3 times-once each for interactions with clinical pharmacists, pharmacy management/administration, and nonpharmacist members of the transplant team), and Utrecht Work Engagement Scale (UWES-9) were compared between those with and without burnout to assess the impact of workplace climate. The likelihood of respondents' leaving their current job was also measured. Univariate and multivariate logistic regression modeling was conducted to identify risk factors for burnout. A total of 135 responses were received from 664 survey recipients (response rate, 20.3%). The mean age of survey participants was 36.2 years (SD, 7.2 years), and participants were predominantly Caucasian (86.7%), female (84.4%), and/or married/partnered (68.9%), with a median (IQR) of 7 (3-12) years posttraining practice experience. A total of 65.9% of responders met MBI-HSS-MP criteria for burnout. In univariate analysis, burnout was strongly associated with the intent to leave their current position (odds ratio [OR], 8.05, P = 0.001). The univariate analysis revealed that higher ICAWS scores were associated with higher risk of burnout in all 3 domain categories: pharmacy team (OR, 1.39; P = 0.001), pharmacy management (OR, 1.45; P = 0.002), and nonpharmacy SOT team members (OR, 1.24; P = 0.017). In multivariate analysis, higher OCS scores (OR, 1.21; P < 0.001) and higher QWIS scores (OR, 1.22; P = 0.003) were associated with a higher incidence of burnout, whereas higher UWES-9 scores (OR, 0.85; P < 0.001) were associated with a lower likelihood of burnout. Burnout was observed in a majority of survey respondents, with different workplace climate factors serving as significant risk factors for its development. Burnout mitigation and prevention strategies within the workplace should be researched, trialed, and implemented to reduce the impact on individuals, to improve quality of life, and to prevent attrition of the SOT pharmacist workforce.

UPDATE KNOWLEDGE: PERAN GENDER DAN MASA KERJA TERHADAP MOTIVASI KERJA PERAWAT DI RAWAT INAP RUMAH SAKIT

&lt;p&gt;&lt;em&gt;Quantitative workload can be expressed as the amount of work required to fulfil a patient's medical needs. High-quality workload represents a high level of responsibility in patient care. Nurses' workload is the most important predictor of mental health, stress, job dissatisfaction, fatigue, and the presence of burnout. This service activity aims to provide and increase student knowledge about the Effect of Gender and Years of Service on Work Motivation of Nurses in Hospital Inpatients to Students of the Hospital Administration Study Program, Undergraduate Program, Faculty of Health Sciences, Kusuma Husada University, Surakarta by using a pre-experiment design with a research design of one group pretest and post-test design with a total of 35 students and the activity time in May 2024. This service uses quantitative research with multiple linear regression. There is an increase in the knowledge of participants before and after the provision of material marked by the pre-test and post test which shows that the level of knowledge before being given the material is 69% but after being given the material has increased to 89%. There is a significant difference between students' knowledge about gender roles and tenure on nurses' work motivation in hospital inpatient care.&lt;/em&gt;&lt;/p&gt;&lt;p&gt;&lt;strong&gt;&lt;em&gt;Keywords: Workload, Gender, Work motivation, Nurses, Hospitalisation&lt;/em&gt;&lt;/strong&gt;&lt;em&gt;&lt;/em&gt;&lt;/p&gt;

THE ABILITY OF THE MILLENNIAL GENERATION TO REDESIGN THEIR WORK IN MATURE ENTERPRISES – EMPLOYEE ASSESSMENT OF SELF-ORGANIZATION IN THE WORKPLACE AND THEIR ATTITUDE TO CAREER PROGRAMS

The aim of the research here was to determine the ability of employees (Generation Y – millennial generation) to redesign their work (job crafting) in mature enterprises in the areas of self-organization and to determine their attitude to career programs. To achieve this, the following methods were used: analysis and critical review of the literature, a diagnostic survey, and guided discussions (N=300). Calculations were performed with IBM SPSS, version 24. Employees of mature organizations consider self-organization in the workplace to be of great value and are aware of its positive impact on their ability to job craft. However, they are not satisfied with their career programs. Almost all respondents (92.3%) believe that their participation in designing their own development should be active. Such an attitude has a positive impact on their ability to redesign work (job crafting). The contribution of the present research is manifested in filing the gap in the theory of planned behavior and the theory of self-determination. For future research, it is recommended to increase the sample size and use the following tools: Job Crafting Scale, Occupational Self-Effectiveness Scale, Quantitative Workload Inventory, Emotional Well-Being at Work Scale, and Confirmatory Factor Analysis.

Time and Workload Analysis to Determine Total Labor in the Arabica Coffee Harvesting Process

Farmers verify ripe coffee cherries, pick them individually, and place them in the harvest basket in the coffee harvesting process. This task typically takes 7-8 hours. During harvesting, farmers experience a physical workload that impacts their work capacity. This research aims to measure the qualitative and quantitative workload levels of the coffee harvesting process, determine the working time based on the farmers' Human Output Capacity, and calculate the total number of daily workers needed to achieve daily coffee production targets. The determination of the number of daily workers is based on the work capacity of the farmers. Farmers were categorized into two age groups: productive age (30-40 years) and non-productive age (50-60 years). Data observed included heart rate during harvest, heart rate calibration data, subjects' body characteristics, and coffee productivity. The results showed that the heaviest workload, related to verifying ripe cherries, fell into the medium category, with an energy consumption level of 3,370 Kcal per minute. The optimal working time for the coffee harvesting process is 6 hours for workers of productive age and 4 hours for workers of non-productive age. To meet production targets, 9 workers of productive age and 10 workers of non-productive age are required.

Recurrent Depressive Disorder, Severe Episode without Psychotic Symptoms in Lawyer: A Case Report

Background. Depression, a global disability cause, negatively impacts work productivity and can be aggravated by work-related stress, making it crucial to differentiate between causes to prevent workplace mental disorders. Methods. Utilizing a case report methodology, we applied a seven-step approach to analyze the diagnosis of an occupational disease. Results. A 26-year-old, a private law firm corporate lawyer, was brought to the emergency room by colleagues due to worsening suicidal ideation over the past three weeks. The clinical diagnosis revealed a severe recurrent episode of depressive disorder without psychotic symptoms, supported by a MADRS score of 40 and previous depression history during thesis work. Work-related exposures - handling difficult clients, time constraints, and frequent overtime - were consistent with similar reports from coworkers. The relationship between exposure and disease was evident, with lawyers facing a 3.6 times higher prevalence of depression based on literature, influenced by factors such as work overcommitment and lack of work-life balance. The results of the assessment by SDS &amp; NBJSQ showed severe stress related to quantitative and qualitative workload; lack of appreciation and support from superiors. Despite work-related stress, there were individual external triggers for her medical condition. The diagnosis of occupational disease was not conclusive. Discussion. Through the seven-step analysis, it became apparent that the patient experienced work-related stress, but external factors were also significant in triggering her medical condition. Conclusion. This case is not classified as an occupational disease but a condition aggravated by work. Thus, a holistic approach to addressing mental health issues in the workplace is important.

Studi Literatur : Faktor-Faktor Beban Kerja Yang Mempengaruhi Stres Kerja Anggota Polisi

This study aims to gather information about what workload factors have an impact on the work stress of police officers. The research method used is a literature study, where several previous studies are collected and reviewed in more depth to find out about what workload factors affect work stress in police officers. The results of this study indicate that workload has an impact on work stress. Workload itself can be divided into two categories, namely quantitative and qualitative workload. Quantitative workload includes aspects such as working hours, volume of work, and the quality of the difficulty of the work carried out. Meanwhile, qualitative workload is related to the individual's ability to complete tasks well and the individual's perception of the workload faced. This is reinforced by research results from previous studies which indicate that there is a relationship between workload and job stress. It is hoped that the results of this study can provide a more comprehensive perception of how workload affects work stress in police officers, and become the basis for developing better stress management strategies in the police work environment.

Analysis of the Adequacy of Nurse Staffing Level through the Estimation of Nursing Activity Hours and Implementation of Focus Group Interviews in a Tertiary Hospital: Using a Mixed-Method Design

This study aimed to examine the adequacy of current nurse staffing levels by identifying nursing activities and workload. The study used a mixed-method design. A nursing activity survey was conducted using the work sampling method over 2 working days with 119 general ward nurses. A focus group interview was conducted with 12 nurses. Quantitative and qualitative data were analyzed using SPSS 20.0 and content analysis, respectively. The most amount of time was spent on medication (in direct nursing) and electronic medical record documentation (in indirect nursing). The appropriate nurse-to-patient ratio is 1:7.7 for the day shift, 1:9.0 for the evening shift, and 1:11.9 for the night shift. However, the current nurse-to-patient ratio is 1:9.4, 1:11.0, and 1:13.8 for the day, evening, and night shifts, respectively. Therefore, the current nurse staffing level is insufficient for the workload. In the focus group interview, the main reasons cited for being unable to complete tasks within working hours were communication and coordination, and the nursing electronic medical record. The essential nursing activities of basic nursing and emotional support were overlooked owing to a heavy workload. Therefore, an adequate nurse staffing level should be higher than the measured quantitative workload. These results suggest the general wards of tertiary hospitals should evaluate the adequacy of their current nurse staffing and allocate sufficient nurses to improve patient safety and nursing care quality.

Effectiveness of Mentorship Using Cognitive Behavior Therapy to Reduce Burnout and Turnover among Nurses: Intervention Impact on Mentees.

Mentoring programs can improve nurses' mental health. This study examined the effects of a staff training program based on cognitive behavior therapy for burnout in which mentors provided intervention to their mentees. The principal investigator served as a facilitator and conducted staff training in cognitive behavior therapy. An original cognitive behavior therapy manual was presented to trained nurses (mentors), and lectures were provided on using the manual, ways of implementing cognitive behavior therapy, and other important points. The study participants included 35 mid-career nurses (mentors) and 34 young nurses in their first to third year (mentees) working in acute care hospitals. Groups of five mentees were formed in which two mentors provided cognitive behavior therapy based on the manual. Changes in mentees' stress, burnout, and turnover intention at pre-intervention, post-intervention, and follow-up (3 months after the intervention) were objectively evaluated using an evaluation index. The intervention significantly reduced the following evaluation indicators: total strain, conflict with other nursing staff, nursing role conflict, qualitative workload, quantitative workload, conflict with patients, problem avoidance due to irrational beliefs, escape-avoidance, emotional exhaustion of burnout, desire to change hospitals or departments, and turnover intention. Implementation of cognitive behavior therapy by mentors effectively reduced mentees' stress, burnout, and turnover.

The Mediating Role of Intrinsic Motivation in the Relationship Between Organizational Support and Quantitative Workload and Work-Related Fatigue

Increasingly tight job competition means that workers often ignore work-related fatigue conditions, which can negatively impact workers and organizations, resulting in decreased health and work effectiveness and even work accidents. In order to prevent this, proper work-related fatigue management is needed. This research examines the role of intrinsic motivation as a mediator in the relationship between organizational support and quantitative workload with work-related fatigue. This research is quantitative research with a survey method. The sampling technique used was stratified random sampling. The measuring instruments used are the Occupational Fatigue Exhaustion/Recovery Scale (OFER), the Quantitative Workload Inventory (QWI), the short version of the Survey of Perceived Organizational Support (SPOS), and the Situational Motivation Scale (SIMS). Data analysis used path analysis and bootstrapping in SmartPLS 3.0. The analysis results show no mediating role for intrinsic motivation in the relationship between organizational support and quantitative workload with work-related fatigue. A high quantitative workload triggers increased work-related fatigue, so it needs to be balanced with sufficient organizational support.

Psychosocial Hazards Analysis in Assembly Production Workers in PT. Sarandi Karya Nugraha, Sukabumi

Introduction: Psychosocial hazards are significant threats to the safety and health of workers, particularly in industries such as production. Based on preliminary observations, assembly workers in the production setting, known for requiring precision, face increased risk, specifically when confronted with elevated demand. Therefore, this study aimed to analyze psychosocial hazards among production workers at PT. Sarandi Karya Nugraha. Method: Qualitative descriptive approach was utilized for a case study conducted at PT. Sarandi Karya Nugraha from July to October 2020. A total of 4 informants was selected by purposive methods, and data were collected through in-depth interviews, observations, and document reviews. Meanwhile, thematic analysis was used to analyze the details obtained. Result: The results showed that there are 6 psychosocial hazard themes within the production department. These comprised role ambiguity, role conflict, quantitative workload, qualitative workload, responsibility to others, and career development. In addition, issues related to role conflict, quantitative overload, and career development persisted in the company. Conclusion: Organizations should create plans, policies, and opportunities for workers in the production department to gain assurance regarding career advancement. Additionally, a detailed description of work process in situations comprising quantitative workload should be created.

PENGARUH BEBAN KERJA DAN KELELAHAN PERAWAT TERHADAP PERAWATAN INFUS DI RUANG PERAWATAN KELAS IIIRSUD SUKOHARJO

Nurses have a big role in infusion installment and care according to the Standard Operating Procedure. Infection or other problems that may emerge during infusion installment can be minimized or avoided as long as the operating standard is met. Quantity work load, qualitative workload, physical workload, psychological workload, social workload and nurses’ fatigue are the major causes of infection due to working errors. This research aims at finding out the effect of nurses’ workload and fatigue on infusion care. This is a quantitative research using cross-sectional approach. The population consists of all nurses working in the third class of RSUD Sukoharjo. Using total sampling, the sampling consists of 28 nurses. Nurses’ workload that influenced infusion care comprises qualitative workload (p 0,000; B -1,847), nurse workload that did not influence infusion care comprised quantitative workload (p 0,109; B -0,243), physical workload (p 0,124; B -0,612), psychological workload (p 0,109; B -0,294), and social workload (p 0,875; B -0,053). There is no effect of nurse fatigue on infusion care (p 0,209; B -0,135). Quantitative workload did not influence nurse fatigue (p 0,196; B -0,367), qualitative workload did not influence nurse fatigue (p 0,053; B -1,331), physical workload did not influence nurse fatigue (p 0,171; B -1,061), and psychological workload did not influence nurse fatigue (p 0,980; B 0,021). The hardest nurse workload that had influenced infusion care in the third class of RSUD Sukoharjo is a qualitative workload. The more a qualitative workload that nurse felt, the worse infusion care they will treat. The workload has no effect on nurse fatigue.

Juridical Analysis of Standard Procedures for Implementing Referrals in Community Health Centers with Limited Health Personnel

The current condition of health workers utilized in Indonesian Community Health Centers still experiences inequality in number and distribution. Limited human resources for health are an obstacle in realizing sustainable health development. The aim of this research is to find out what the Standard Procedures for Referrals at Community Health Centers are regarding Human Resource Limitations, what the responsibilities of Community Health Centers are in implementing the Referral Service System, as well as the impact of excessive performance burdens on Health Workers at Community Health Centers. The research method used is a normative juridical approach accompanied by library data collection. The results of this research were then analyzed qualitatively. Based on the research results, it shows that in principle the referral procedure at the Community Health Center regarding limited human resources is the same as the referral principle in general. Every health worker is still required to be multiskilling in providing health services at the Community Health Center. There must still be health workers accompanying patients in carrying out referrals. Puskesmas also has the authority to place competent health workers as companions if the patient's condition is not good. Workload is a combination of quantitative workload and qualitative workload. The impact of excessive performance burden by Health Workers is stress, fatigue, human error, and vulnerability to disease transmission.

Enhancing Teaching Productivity Among University Staffers: The Influence of Organizational Commitment and Workload

The declining level and quality of productivity in the educational sector have become a cause for concern among stakeholders. This study investigated the connection between workers' organisational commitment, workload, and productivity among university staff in Oyo and Osun states. The descriptive research design was utilised, and data were collected from two public universities in each state. Valid and standardised instruments were used, including the Quantitative Workload Inventory, Work Productivity Survey, and Organizational Commitment Scale. Pearson correlation and regression analyses were conducted. The results revealed significant correlations between productivity and workload (r = .039, p &lt; .05) and organisational commitment (r = .044, p &lt; .05). Workload contributed the most (Beta = .425, t = 6.015, p &lt; .05) productivity prediction, followed by organisational commitment (Beta = .284, t = 5.116, p &lt; .05). These findings highlight the need for the educational sector to address the dangers posed by excessive workload and lack of organisational commitment. It is recommended that measures be implemented to manage these factors effectively, including improving working conditions, enhancing welfare packages, and ensuring prompt payment of salaries and allowances for university staff.

Génériques et/ou spécifiques ? Quels sont les facteurs de risque permettant d’expliquer la détresse psychologique des cadres de premier niveau ?

La littérature scientifique visant à identifier les déterminants de la détresse psychologique au travail se concentre essentiellement sur des facteurs de risque psychosociaux largement répandus dans divers types d’emplois, comme les caractéristiques des tâches (Karasek, 1979). Il s’agit de facteurs pouvant être associés à bon nombre d’occupations puisque leur conceptualisation est générique (p. ex. la charge de travail quantitative). Or les études qui s’intéressent aux facteurs spécifiques à la nature même des emplois étudiés sont encore minoritaires dans la littérature portant sur la détresse psychologique. Dans notre étude, nous investiguons les facteurs de stress associés au rôle des cadres de premier niveau, lequel est reconnu pour sa nature dite « paradoxale » (Hales, 2005). Notre objectif de recherche consiste à identifier les facteurs de stress associés à leur rôle, puis à vérifier l’influence de ceux-ci sur leur niveau de détresse psychologique. Nous optons pour une méthodologie mixte en déployant un devis de type séquentiel exploratoire (Creswell, 2009). Ce type de devis débute par une approche inductive qui permet la collecte de données qualitatives (N=14) propices à la découverte de facteurs de stress spécifiques. Le volet quantitatif subséquent permet de vérifier l’effet de ces facteurs de stress sur le niveau de détresse psychologique à l’aide de données collectées auprès d’un plus vaste échantillon (N= 243). Notre recherche mixte permet d’abord de mettre en lumière les facteurs de risque spécifiques au rôle des cadres de premier niveau, soit le conflit imputabilité/contrôle ainsi que le conflit de rôle associé à la position paradoxale qu’ils occupent. Ensuite, l’étude hypothético-déductive montre que ces facteurs spécifiques contribuent à influencer leur niveau de détresse psychologique, tout comme les facteurs de risque génériques (c.-à-d. la charge de travail quantitative). Nos résultats permettent de mieux comprendre comment les tâches et les responsabilités contribuent à engendrer de la détresse psychologique en plus de positionner les facteurs de risque spécifiques au rôle des cadres de premier niveau comme une avenue de recherche pertinente pour mieux comprendre le phénomène de la détresse psychologique au travail.

Public school teachers' occupational stress across different school types: a nationwide survey during the prolonged COVID-19 pandemic in Japan.

School teaching is regarded as one of the most stressful professions worldwide. To maintain schoolteachers' mental health, the factors influencing occupational stress among schoolteachers must be clarified. This study aimed to investigate public school teachers' work-related stress considering the differences in school types using data from a large-scale nationwide survey conducted during the prolonged coronavirus disease 2019 (COVID-19) pandemic in Japan. Data from a nationwide survey of public school teachers performed between June 2019 and December 2022 were analyzed. The dataset consisted of repeated cross-sectional data. The total number of participants was 270,777 in 2019, 296,599 in 2020, 299,237 in 2021, and 307,866 in 2022. Information on working hours, job demands, workplace support, stress response, and perceived main stressors were assessed for each type of public school. Regardless of school type, quantitative workload and long working hours were the most significant factors affecting teachers' stress responses. However, stress-related factors among teachers varied significantly between school types. The percentage of junior high school teachers who perceived "extra-curricular club activities" as their main stressor was the highest among all school types. The highest proportion of elementary school teachers perceived "dealing with difficult students" as their main stressor. Meanwhile, interpersonal conflict scores were the highest among special needs school teachers. Teachers' workload and stress levels significantly increased in the third year of the COVID-19 pandemic (2022) compared to the pre-pandemic year (2019) in all school types despite the marginally small score differences. This study highlighted the importance of reducing teachers' workload for their mental health regardless of school types. Meanwhile, perceived work-related stress among teachers differed significantly between school types. Given the possible prolonged impacts of the pandemic on teachers' occupational stress, teachers' stress levels must be monitored throughout and after the pandemic. The results suggest that increasing the number of schoolteachers and support staff and providing adequate organizational support are necessary to prevent teachers' sick leave due to mental disorders. In addition, taking comprehensive countermeasures against teachers' occupational stress, considering the differences in school types, is crucial for safeguarding schoolteachers' mental health.

The Role of Techno-Stress and Psychological Detachment in the Relationship between Workload and Well-Being in a Sample of Italian Smart Workers: A Moderated Mediated Model

Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees’ well-being in SW.

Work Stressors Before and During COVID-19 Pandemic and Factors Related to Workers in the Heavy Equipment Manufacturing Industry of PT.X

Psychosocial hazards are a major public health problem, so it is necessary to prevent and manage them so as not to cause mental and physical harm to workers. This study aims to determine changes in work stressors before and during the COVID-19 pandemic and related factors to workers in the PT.X Heavy equipment manufacturing industry. The study used a retrospective cohort design from 2018 and 2021 Medical Check-Up (MCU) data with a Stress Diagnosis Survey (SDS) questionnaire. Research was conducted from October 2021 until July 2022 with samples of 146 obtained. Bivariate analysis using proportion and mean test. The research found that the increase in moderate-severe stressors before and during the pandemic was role ambiguity, role conflict, quantitative workload, and career development. On the other hand, qualitative workloads and responsibility for others decreased during the pandemic. The most worsened was role ambiguity and responsibility for others. Based on the type of production and non-production work, there was a significant relationship to quantitative workload before the pandemic (p=0.043), and not significant during the pandemic. Furthermore, there is a significant relationship with qualitative workload during the pandemic (p = 0.043), and it was not significant before the pandemic. It can be concluded that the Pandemic conditions caused an increase and decrease in work stressors analysed in workers in the heavy equipment manufacturing industry.

Factors Associated With Caring Among Nursing Students in Rural Area, Indonesia: A Cross-Sectional Study

Caring becomes an essential concept in fundamental nursing and is impactful in the quality of health services and nursing practice. However, factors in educational level among nursing students contribute to shaping and creating good caring behavior among nurses in clinical settings. The purpose of this study aimed to explore factors associated with caring among nursing students. A survey using a cross-sectional study was conducted in this study. It involved nursing students in a clinical phase amount of 256 respondents. The sampling technique was quota sampling and questionnaires were used to assess caring and organizational factors. The Chi-square test and binary logistic regression were employed to explore the determinant factors of caring behavior. Most of the percentage of nursing students caring behavior was 50% good category which was mostly aged 17-25 years (49.4%) and female (51.2%). Emotional (OR=3.49; 95% CI=1.45-8.44) and quantitative workload (OR=0.29; 95% CI=0.10-0.84) were significantly related to caring behavior among nursing students. The proportion of nursing students who have good and poor caring behavior was found equal. Moreover, significant results were also noted between emotional workload and caring behavior. Providing quality education is necessary to ensure nursing students can improve their ability to care for patients.

Career Development and Psychopathological Symptoms on Female Workers

Women workers face a variety of challenges in the world of work. In addition to facing dual role conflicts for married female workers, they also face various stressors at their jobs. This will leave women vulnerable and have an impact on workers' emotional well-being. This study sought to ascertain the connection between female workers' propensity for psychopathological symptoms and occupational stressors. One hundred and thirty-four female office workers were recruited for this cross-sectional study. Subjects were questioned about age, education, marital status, and years of work for describing respondents’ characteristics. The diagnostic stress survey and symptom checklist 90 were used for measuring work stressors and determining the tendency of psychopathological symptoms, respectively. Data were statistically analyzed using the chi-square test, the Fisher exact test, and logistic regression, where appropriate, with a meaningfulness level of p &lt; 0,05. Results show that quantitative workload stressors, qualitative workloads, and career development are associated with psychopathological symptoms, but after continuing with The Logistic regression test found that career development stressors were mainly associated with the appearance of psychopathological symptoms ( p= 0.003; OR= 10,069.95 % CI 2,238 – 45,296). Female workers who experience barriers to career development have a 10-fold risk for the occurrence of psychopathological symptoms.&#x0D; Keywords: Female Worker, work stressor, a psychopathological tendency