Employee Health Research Articles

The Impacts of Work-Family Conflict and Corporate Innovation on Organizational Performance

Work-family conflict has gained a growing amount of attention in the field of workplace stress, which can negatively impact employee health. Work-family equilibrium is difficult to maintain in contemporary industrialized societies due to the rising demands of both the workplace and the home. This study relied on self-determination theory, conservation of resources theory, psychological safety, innovative human resource management practices, and social exchange theory. It investigates the impacts of work-family conflict on psychological well-being and psychological safety. It also investigates the indirect effects of work-family conflict on organizational performance. This study investigates the influence of innovative human resource management on psychological safety, physical well-being, and social well-being. Finally, the indirect effects of innovative human resource management on organizational performance are examined. The data used in this research was gathered from a variety of Chinese industrial sources. The subjects of this research are China employees of a diverse range of companies. A total of 442 employees were randomly chosen utilizing a sampling technique. According to the findings, work-family conflict has a significant effect on psychological safety but not a significant impact on psychological well-being. Innovative human resource management has a significant effect on psychological well-being, physical well-being, and social well-being. Psychological safety and social well-being also impact significantly organizational performance. Finally, this study provided some important theoretical contributions and practical implications for the reference of industries and academics.

The Role of Motivation and Job Satisfaction in Enhancing Employee Performance: Systematic Review

This paper seeks to explore the significance of motivation, job satisfaction, and employee performance, with a focus on addressing diverse facets of this issue. The primary challenge at hand pertains to organizations, and institutions, striving to enhance both the productivity and dedication of their workforce. To attain these goals, a multifaceted approach (quantitative and qualitative) was employed, involving comprehensive surveys and interviews conducted among employees in factories, health and educational institutions and companies. The research results demonstrated a robust and positive correlation between motivation and job satisfaction, consistently demonstrating improved performance among highly motivated and contented employees. Key factors influencing this dynamic include equitable compensation, opportunities for skill development, and supportive work environments. Furthermore, it becomes apparent that an all-encompassing approach, which integrates intrinsic and extrinsic motivators, proves more effective in fostering employee engagement. This study underscores the importance of acknowledging the multifaceted nature of employee performance enhancement, offering valuable insights to organizations seeking to cultivate a work environment conducive to maximizing their workforce's potential. The implications of this study are how crucial it is to identify and support job satisfaction and motivational elements in the workplace as major determinants influencing employee performance. Employers stand to gain a great deal by putting tactics into practice that are designed to improve employee motivation, job satisfaction, and work environment. the necessity of customized approaches to accommodate individual differences in motivational demands and work satisfaction preferences as well.

Pengaruh Keselamatan dan Kesehatan Kerja (K3) serta Standar Operasional Prosedur (SOP) Terhadap Kinerja Karyawan di PT. PLN (Persero) ULP Paniki

This research aim is to analyze the influence of occupational health and safety variables and standard operating procedures (SOP) on employee performance at PT. PLN (Persero) ULP Paniki. Occupational health and safety and SOP implementation are considered to have significant roles in creating a comfortable and effective work environment that supports optimal employee performance. The research employs a quantitative approach and a survey method involving 50 respondents from workers at PT. PLN (Persero) ULP Paniki. The research results show that there is a positive and significant relationship between occupational health and safety variables and employee performance. This finding indicates that the implementation of effective occupational health and safety programs contributes to the increase in employee performance. Furthermore, the analysis results also state that standard operating procedures (SOP) have a strong positive influence on employee performance. Based on these research findings, the recommendations proposed emphasize the need for increased investment in occupational health and safety programs, as well as a more efficient approach in delivering and explaining SOP within the PT. PLN (Persero) ULP Paniki area. Thus, the industry can create a more comfortable and effective work environment that fosters the achievement of optimal employee performance.

Recommendations on the Development of a Hazard Register for Assessing the Level of Risks in the Field of Occupational Health and Safety at Food Industry Enterprises

The results of research on the implementation of the requirements of the ISO 45001 standard in the field of hazard identification and occupational risk assessment to ensure safe working conditions, preservation of life and health of employees of Kazakhstani food industry enterprises are presented. The Deming-Shuhart cycle «Plan-Do-Check-Act» is proposed as a methodology. It has been established that documentation of the hazard identification procedure and risk assessment is carried out through the development of Hazard and Risk Registers. The Register of Identified Hazards for the oil and fat industry enterprise «Shymkentmay» JSC, the Register of Identified Hazards in the production of meat products of «Karkyn-2030» LLP, the Register of Identified Risks for the operator of the ice cream production line of «Balmuzdak» LLP were developed as examples. Identification of hazards makes it possible to form a Risk map for each employee of enterprises that are taken as objects of research, depending on the existing hazards of a particular workplace. On the basis of such a map, an assessment of each risk is carried out with the establishment of its significance in three categories – high, medium and low. Depending on the established significance of the risk, preventive measures are being developed that allow to prevent the risks of occupational diseases and occupational injuries. The developed documents and completed activities serve as proof of compliance with the requirements of the ISO 45001 standard for monitoring, measurement and improvement of the occupational health and safety management system when confirming compliance with the requirements of this standard.

Manual material handling risk assessment in furniture industry: REBA method

The Turkish furniture industry is a significant player in the global market and ranks eleventh in the worldwide in terms of exports. Despite its positive economic impact, the industry faces challenges such as a high number of occupational injuries and illnesses, especially musculoskeletal disorders (MSDs). The objective of this study is to conduct an ergonomic risk assessment using the Rapid Entire Body Assessment (REBA) method in a furniture Turkish manufacturing facility. A total of twenty-four tasks were assessed using the REBA method, revealing that 41.7% of the tasks were found to pose either a high or very high ergonomic risk. Tasks such as carrying sofa frames and cutting fabrics were found to be particularly risky due to prolonged and strenuous postures involved. Engineering and managerial control measures were recommended to mitigate these risks, including automation, workstation redesign, and employee training. While the REBA method provided valuable insights, its subjective nature highlights the need for more objective assessment methods, such as electromyography (EMG). Future research should investigate these alternative methods to improve the reliability of ergonomic assessments. In conclusion, this study highlights the significant ergonomic risks in the Turkish furniture industry and emphasizes the importance of implementing targeted interventions to safeguard employee health and improve overall productivity. By addressing these risks, companies can create safer working environments and enhance their competitiveness in the global market.

Potential categories of employment stress among rural college students and their relationship to employment psychology.

Psychological problems related to employment are among the most common psychological problems faced by rural college students. Employment stress is an important factor affecting the development of psychological health in employees; thus, reducing employment stress can improve the psychological state of employment. This study aimed to understand the potential profiles of employment stress among rural college students to determine the relationship between different profiles and employment psychology. This study was conducted in a higher education institution in Qingdao, Shandong Province, China between June and December 2023, and 249 rural college students participated. The Employment Stress Scale and Employment Psychology Scale were used to collect the data. Data were analyzed using latent profile analysis, independent sample t-tests, and binary logistic regression analysis. The results showed that rural university students were categorized into low-level (49.80%) and high-level (50.21%) employment stress groups. There was a statistically significant difference between the employment psychology of rural college students in the low- and high-level groups (p < 0.001). Juniors/seniors were more likely to be classified in the high-level group (OR = 0.477, p = 0.011). Intervention programs should be developed and implemented to address the characteristics of employment stress among rural college students with different profiles to promote the healthy development of their attitudes toward employment.

The Efficacy of the Wellness Program in Enhancing the Health of the Teaching and Non-Teaching Staff in Selected Private Higher Educational Institutions (HEIs) in the Second District of Albay

Employees are the most valuable asset that a company may have since they are the foundation of its success. Their overall health must be cared for to perform at their best. Thus, having a wellness program is a great initiative for any organization. This study evaluated the efficacy of wellness programs on the overall health of teaching and non-teaching staff in selected Private Higher Educational Institutions (PHEIs) in the Second District of Albay. Multimethod design was utilized using structured interviews and survey questionnaires administered to the 192 participants. Findings revealed that the wellness program of the PHEIs has a common purpose and that the activities offered to the staff were also similar. The provision of incentives for employees' improvement is found missing but necessary. The wellness program and physical and mental health were moderately efficient. Although there were some correlations and non-correlations among the respondents regarding the effectiveness of the wellness program on their physical and mental health, these were not statistically significant. Top 3 challenges met by the respondents were lack of engagement, no incentives or awards, and no employee wellness policy. Suggested wellness programs may be adopted and implemented by the three private HEIs under study and other HEIs in the province.

TOWARDS ORGANIZATIONAL FLOURISHING: PRIORITIZING EMPLOYEE WELL-BEING

Employee well-being is crucial for a healthy and pleasant workplace, especially in the context of the COVID-19 pandemic. The definition of work has evolved, with flexible terms encompassing location and time. To foster a healthy organization, inclusive working employees well-being is essential. Studies highlight the importance of workplace spirituality, moral leadership, and health-oriented tactics in supporting employee well-being. Integrating well-being treatments into daily routines can improve employee resilience. Ethics and social responsibility are also essential in fostering employee health. The COVID-19 pandemic underscored the need to address stress and family conflict at the work-family interface. A healthy work environment is essential for improving employee wellness and productivity. This study investigates the relationship between employee well-being and organizational health, focusing on employee perceptions, organizational support, and effectiveness of initiatives. The goal is to inform strategies and interventions to enhance employee well-being and organizational health. KEYWORDS : Healthy organizations, employee well-being, leadership, inclusive environment

Employee Well-being Programs: Assessing the Impact on Engagement, Productivity, and Retention

Employee wellness programs have become an important focus in efforts to increase employee engagement, productivity and retention in organizations. This research aims to explore the relationship between employee welfare programs and key variables such as employee engagement, productivity and retention. Using a systematic literature review approach, this research analyzes findings from various relevant studies and surveys. The results show that factors such as employee empowerment, managerial support, growth opportunities, a supportive work environment, and company policies that support work-life balance have a significant relationship with employee engagement, productivity, and retention. Practical implications of these findings are discussed, along with study limitations and suggestions for future research.

Basics of worker safety under the draft Labour Code of Ukraine

The article analyses the draft Labour Code of Ukraine with regard to legal regulation of safety and health of employees.&#x0D; The author examines in detail Book Three «Safety and Health of Employees» of the draft Labour Code of Ukraine. It is established that this book contains the provisions of the draft Law of Ukraine «On Safety and Health of Workers at Work», which form a new system of management in this area.&#x0D; The article analyses the state of implementation of the Council Directive 89/391/EEC, Council Directive 89/654/EEC of 30 November 1989 on minimum safety and health requirements in work areas; Council Directive 92/85/EEC of 19 October 1992 on measures to improve the safety and health at work of pregnant, recently given birth or lactating workers; Council Directive 94/33/EC of 22 June 1994 on the protection of young people at work in national legal practice.&#x0D; The author analyses the current regulatory legal acts in the field of labour protection and draws attention to the need to update the national labour legislation. The main areas of reform in the field of safety are highlighted, namely: general requirements for occupational safety and health protection at workplaces, machine safety, electrical equipment safety, personal protective equipment, use of explosives, mining operations and noise protection.&#x0D; The author establishes that the draft Labour Code of Ukraine provides for a change of legal emphasis from «labour safety» or «labour protection» to the European principle of «employee safety». The consequence of implementing this principle in practice will be the achievement of complete elimination or minimisation of risks to the life and health of each employee.&#x0D; The author examines the rules governing the safety and health of certain categories of employees, namely, female employees (pregnant employees, employees who have recently given birth and breastfeeding employees), employees under the age of 18, employees with disabilities. Concludes that the draft Labour Code of Ukraine does not pay due attention to the specifics of work of employees who have children under the age of three, or have a child with a disability, or are raising a child on their own, which requires further elaboration.&#x0D; Proposals are made regarding the need to enshrine in the draft Labour Code of Ukraine the minimum amount of funding for expenses incurred at the expense of the employer for the safety and health of employees at work.

Navigating AI transitions: how coaching leadership buffers against job stress and protects employee physical health.

The dynamic interplay between Artificial Intelligence (AI) adoption in modern organizations and its implications for employee well-being presents a paramount area of academic exploration. Within the context of rapid technological advancements, AI's promise to revolutionize operational efficiency juxtaposes challenges relating to job stress and employee health. This study explores the nuanced effects of Artificial Intelligence (AI) adoption on employee physical health within organizational settings, investigating the potential mediating role of job stress and the moderating influence of coaching leadership. Drawing from the conservation of resource theory, the research hypothesized that AI adoption would negatively impact employee physical health both directly and indirectly through increased job stress. Critically, our conceptual model underscores the mediating role of job stress between AI adoption and physical health. Further, introducing a novel dimension to this discourse, we postulate the moderating influence of coaching leadership. To empirically test the hypotheses, we gathered survey data from 375 South Korean workers with a three-wave time-lagged research design. Our results demonstrated that all the hypotheses were supported. The results have significant implications for organizational strategies concerning AI implementation and leadership development.

The Relationship Between Occupational Health and Safety Awareness of Health Workers and Work Efficiency

This study focused on analyzing the knowledge and attitudes of the staff members concerning occupational health and safety in the settings where surgical operations are executed and investigating the effect on their productivity. &#x0D; The study was conducted in five public hospitals in Trabzon city center. The sample was calculated as 256 in 95% confidence interval by going through the total population including doctors, nurses and health technicians. Participation consent, institutional clearance, scientific research permit, and research ethics committee approval, which are necessary to conduct the study, were received from natural and legal entities accordingly. &#x0D; The study results revealed that the knowledge level of the study group about occupational health and safety was 38.3% (good, excellent). If there is an occurrence of an occupational accident at the workplace, the influence rates of the participants' productivity were as follows: 73.8% mostly and always affected, 55.5% mostly and always experienced a decrease in the quality of work, and 89.1% mostly and always affected, emphasizing on employee health. The study findings indicated that occupational health and safety-related practices influence employee productivity.

Motivational Interviewing improves postoperative nutrition goals within the Enhanced Recovery after Surgery (ERAS®) pathway in elective bowel surgery – A randomized clinical pilot trial

Exploration whether Motivational Interviewing (MI) could be learned and implemented with ease within a surgical in-hospital setting and whether participation in the intervention led to significantly higher compliance with ERAS®-recommended protein intake goals. The individual healing process of many patients is delayed because they fail to cover their calorie requirement, which could be counteracted by a patient-centered conversational intervention that is new in perioperative practice. This patient-blinded pilot-RCT included 60 patients (≥18 years) following the certified ERAS® bowel protocol for colorectal surgery between March and August 2022. Five perioperative MI interventions were conducted by two health employees certified to perform MI. Key endpoints were the number of protein shakes drunk, calories of proteins ingested and overall calorie intake. A total of 60 patients (34 men [56.7%]; mean [SD] age, 60.7 [13.3] years) were randomized. MI patient-group had significantly higher protein shake intake on all postoperative days except day 3. For days 0-3 MI group drank significantly more shakes overall (median 5.5 vs. 2.0; P=0.004) and consumed more calories (median 1650.0 vs. 600.0kcal; P=0.004) and proteins (median 110.0 vs. 40.0g; P=0.005). Total calorie intake for each day by shakes and dietary intake was significantly higher in the MI-intervention group on day 2 (mean 1772.3 vs. 1358.9kcal; P= 0.03). MI may contribute to improve compliance with nutritional goals in the certified ERAS® protocol by increasing protein and calorie intake. The findings suggest further investigation of MI to help patients achieve their perioperative nutrition goals in different clinical settings. DRKS - Deutsches Register Klinischer Studien; DRKS-ID: DRKS00027863; https://drks.de/search/de/trial/DRKS00027863.

Effect of Employee Health and Safety Cost on Profitability of Listed Oil and Gas Companies in Nigeria

The present study employed an ex-post facto research design to investigate the impact of employee health and safety costs on the profitability of oil and gas companies listed on the Nigerian Exchange Group (NXG) in 2023. Utilizing data analysis techniques such as descriptive statistics, Pairwise Granger Causality Tests, Panel unit root tests, and Ordinary Least Squares (OLS) regression analysis through E-view-9 software, the study fills gaps in previous research by focusing specifically on this underexplored aspect of corporate expenditure. Through purposive sampling, the study ensures a comprehensive analysis of companies with up-to-date financial reports, enhancing the reliability and validity of the findings. The study found that there is insufficient evidence to conclude that employee health and safety costs have a significant direct effect on profitability for the listed oil and gas companies in Nigeria within the examined timeframe. By adopting a rigorous research methodology and statistical approach, the study provides valuable insights into the relationship between employee health and safety costs and profitability in the Nigerian oil and gas sector, contributing significantly to the existing literature and advancing understanding in this field. The study further suggested that oil and gas companies should implement proactive safety measures, such as regular training and equipment upgrades, to prevent workplace accidents and reduce associated costs. Also, they should enhance transparency by integrating employee health and safety metrics into sustainability reporting frameworks to build stakeholder trust and accountability.

Position paper on working in the intensive care unit during pregnancy : DIVI recommendations for improving the situation of pregnant employees in the ICU

The Maternity Protection Act is intended to protect the mother and the child from hazards, excessive demands and damage to health in the workplace, and from financial disadvantages and loss of employment. However, the objectives defined by the Maternity Protection Act-the safety and health of the pregnant employee on the one hand and the prevention of disadvantages in working life on the other-are not yet adequately achieved in the intensive care unit (ICU). Implementation of the Maternity Protection Act to the benefit of all involved parties should also be promoted in the specialist areas represented by the DIVI, in particular the work of pregnant physicians and nursing staff and other working specialists (respiratory therapists, physiotherapists, speech therapists, psychotherapists, and social workers) in the ICU. The aim of this paper is to raise awareness of the need to consider each pregnant and breastfeeding staff member individually and to work together to find apersonal solution for continuing to work in the ICU. Possible ways and solutions to achieve this goal are outlined and practical examples are given for implementation in everyday clinical routine. These are also based on comprehensive presentation of activities according to atraffic light color-code system for all occupational groups. Arguments against pregnant employees working in the ICU are discussed and possible solutions are presented.

Developing a Materiality Matrix for a Health Institution

The third sector plays an important role in Brazilian society and, its essential characteristics such as promoting socio-environmental responsibility, developing social causes and, reducing inequality are in line with the fundaments of ESG (Environmental, Social, and Governance). The materiality matrix is considered one of the main ESG management tools, helping organizations identify, define, and communicate actions related to the most relevant topics for the institution and its stakeholders. The objective of this study is to develop a Materiality Matrix for a third-sector health institution based on the priority topics defined by the organization and its stakeholders, alongside the guidelines of GRI and SASB. The result identified that the most relevant topics were Information Security and Privacy, Expansion/Democratization of Access to Health Services, Support for Public Health Management, Quality of Care and Patient Satisfaction, Health and Safety of Employees, and Human and Professional Development. This article contributes to enhance the health institutions in driving their efforts in a strategic way, aligning their activities with the social and environmental agendas and, at same time, raise the awareness of on critical material topics/issues for their stakeholders’ expectations.

Position paper on working in the intensive care unit during pregnancy : DIVI recommendations for improving the situation of pregnant employees in the ICU

The Maternity Protection Act is intended to protect the mother and the child from hazards, excessive demands and damage to health in the workplace, and from financial disadvantages and loss of employment. However, the objectives defined by the Maternity Protection Act-the safety and health of the pregnant employee on the one hand and the prevention of disadvantages in working life on the other-are not yet adequately achieved in the intensive care unit (ICU). Implementation of the Maternity Protection Act to the benefit of all involved parties should also be promoted in the specialist areas represented by the DIVI, in particular the work of pregnant physicians and nursing staff and other working specialists (respiratory therapists, physiotherapists, speech therapists, psychotherapists, and social workers) in the ICU. The aim of this paper is to raise awareness of the need to consider each pregnant and breastfeeding staff member individually and to work together to find apersonal solution for continuing to work in the ICU. Possible ways and solutions to achieve this goal are outlined and practical examples are given for implementation in everyday clinical routine. These are also based on comprehensive presentation of activities according to atraffic light color-code system for all occupational groups. Arguments against pregnant employees working in the ICU are discussed and possible solutions are presented.

Influence of organisational climate on public service employee physical health.

The working conditions in the South African public service, notably its challenging environment, pose significant threats to the physical health of employees. Calls exist in understanding how this can be addressed. The study investigated the predictors of physical health, accounting for the role of organisational climate and decent work. The study was conducted in Bisho in the Eastern Cape province of South Africa. An instrument was administered through a survey using a sample of 289 respondents. Descriptive and inferential statistics were used to test the hypothesised relationships. No significant direct effect existed to show that the sounder an organisational climate, the better the physical health of employees will be (β = -0.014, t = -0.199, p = 0.843, 95% confidence interval [CI] [-0.153 to 0.125]). However, statistically significant evidence existed to show that the more focus on promoting decent work, the better the physical health of employees will be (β = 0.463, p = < 0.001, 95% CI [0.258 to 0.668]). Finally, decent work has a full mediating effect on the relationship between organisational climate and employee physical health (β = 0.105, 95% CI [0.054 to 0.167]). Public service organisations need to pay attention to the role of its climate and decent working conditions in promoting employee physical health. Interventions are needed centered on improving decent work and the organisational climate as identified predictors of employee physical health.

Riding to the Rescue: A Comprehensive Review of Health and Safety Measures in Ambulance Cars

Paramedics are registered health professionals in numerous countries. Whilst ambulance services must prioritize their patients, they also require personnel to be healthy to perform at their utmost to provide optimal patient care. Ambulance transport is associated with predictable and likely preventable occupant hazards. Ambulance services provide care 24 hours a day, 7 days a week, and shift work is known to be a risk factor for poor health. Working unsociable hours has detrimental consequences on the health and well-being of healthcare workers and can ultimately result in compromised patient care. Ambulance service utilization rates are high, with paramedics working in unpredictable environments, and undertaking complex clinical and manual handling tasks whilst caring for critically unwell patients; thus, there are several reasons postulated for poor health in this professional group. These include injuries, serious infections, high rates of musculoskeletal diseases, stress, and mental health problems. This review article aims to identify the occupational risks in an ambulance service, assess their impact on the health of employees, and explore control measures that can be implemented to reduce the risks and improve the safety of healthcare workers and patients.

Human resource management practices and their impact on healthcare workers’ job satisfaction and burnout in the Jordanian public sector

This study aims to examine the link between human resource management practices and employee outcomes (job satisfaction and burnout) in Jordan’s healthcare public sector, including recruitment and selection, training and development, compensation and benefits, performance management, employee relations, and health and safety. The study utilized a stratified random sample of 600 healthcare professionals. The sample included doctors, nurses, administrative staff, and support staff from various public sector healthcare facilities across Jordan. The use of the Maslach Burnout Inventory and the Minnesota Satisfaction Questionnaire allowed for a detailed assessment of burnout prevalence and levels of job satisfaction among these professionals. The results revealed a high burnout prevalence of over 98%, particularly in emotional exhaustion, depersonalization, and reduced personal achievement. Variances in burnout levels were observed across professional roles, with doctors experiencing high burnout. Job satisfaction was moderately reported, negatively correlating with age and experience. Increased emotional exhaustion and depersonalization were linked to reduced satisfaction. Noteworthy HRM practices contributing to increased job satisfaction included employee relations and health and safety. Conversely, compensation and benefits and employee relations contributed to reduced burnout.