Work Environment Factors Research Articles

The Relationship between Drinking Water Consumption, Nutritional Status and Workload with The Incidence of Heat Strain in Tofu-Making Workers in West Kekalik Sub-District

Various cases of accidents and occupational diseases, as well as other health problems are often caused by unqualified work environment factors, Workers in a hot environment are one of the causes of workers experiencing occupational diseases. Heat strain is an acute or chronic impact caused by exposure to heat stress experienced by a person from physical and mental aspects. The physical impact caused by heat strain ranges from mild complaints such as skin rashes to fainting to life-threatening situations when there is a cessation of sweating and heat stroke. Tofu making is one of the hot working environments. This study uses a quantitative method with a sampling technique using a purposive sampling technique. The sample in this study is 44 tofu makers. The data collection technique uses questionnaires and pulse measurement. Data analysis uses the Spearman Rank test. The results showed that there was a relationship between drinking water consumption and heat strain activity with a value (p = 0.000), there was no relationship between BMI (p = 0.113) and there was a relationship between workload and heat strain incidence (p = 0.000) and heat strain complaints in tofu factory workers. It is expected that workers consume >11 glasses of drinking water and use clothes that can reflect heat such as wearing thin clothes, wearing loose shirts and easily absorbing sweat.

Higher anxiety level and associated work-related factors of delivery workers in South Korea: from the 6th Korean working conditions survey.

This study investigates anxiety risk and work-related factors among platform workers. The recent growth in the platform industry is a worldwide trend, with delivery workers in Korea representing typical platform workers. This cross-sectional study used the 6th Korean Working Conditions Survey to assess anxiety risk among 532 delivery workers compared to general employees. It identified associations between work-related factors and anxiety, including job demands and autonomy, legal protection, and emotional labor. Delivery workers exhibited significantly higher anxiety (odds ratio [OR] = 1.67 95% confidence interval [CI] = 1.23-2.28) and work-related anxiety (OR = 2.17 95% CI = 1.48-3.18) risk than the general workforce, and a significantly higher risk of having unfavorable work environment factors. Their anxiety risk was significantly associated with work-related factors, such as long shifts, quick return, time pressure, job stress, absence of union, work-family conflict, and emotional labor. This study identified high levels of anxiety among Korean delivery workers and associated occupational factors. It highlights the importance for industry and government interventions to enhance mental health support, mitigate poor employment conditions, and ensure legal safeguards.

요양보호사의 근무환경이 직무만족에 미치는 영향

Objectives The purpose of this study is to analyze the mediating effect of job enthusiasm in the relationship between the work environment and job satisfaction of the nursing care workers who work in long-term care homes for the elderly. Methods This study conducted a survey on 330 caregivers working at long-term care facilities for the elderly in Yeongdong-gun, and analyzed the collected questionnaire data using SPSS 24.0 and AMOS 24.0 statistical programs. Results First, out of the working environment factors of nursing care workers at long-term care homes, all of them, namely the human environment, physical environment, reward systems, and job expertise factors, had a significant and positive impact on job enthusiasm. Second, of the work environment factors of the nursing care workers of long-term care homes, the physical environment and reward system factors had a significant and positive impact on job satisfaction. Third, the job enthusiasm of the nursing care workers at long-term care homes turned out to have a similarly significant and positive impact on job satisfaction. Fourth, in the relationship between work environment factors of nursing care workers at long-term care homes, such as the human environment, physical environment, reward system, job expertise, and job satisfaction, it was shown that, upon all of these factors, job enthusiasm had a significant mediating effect. Fifth, with regard to the groups where the work experience was less than five years and those of five years or longer, the difference between these two groups was confirmed in the paths of [reward system→job enthusiasm], [reward system→job satisfaction], [job enthusiasm→job satisfaction]. Conclusions This study is significant in that it identified the working environment of nursing care workers and sought specific action plans to increase job satisfaction by increasing job enthusiasm.

Suicides among construction workers in the United States, 2021.

Construction workers have the second highest suicide death rate; despite this, there is limited literature examining suicides in the industry, which is necessary to identify those at higher risk of death by suicide. The objective of this study was to examine the characteristics of those who died by suicide in construction to address this knowledge gap. Data from the National Center for Health Statistics National Vital Statistics System 2021 public use Mortality Multiple Cause-of-Death file were used to identify deaths by suicide, while denominator data for rates come from the 2021 Current Population Survey. In 2021, construction workers were disproportionately affected by suicide deaths. Almost a fifth (17.9%) of deaths by suicide with a reported industry code were in construction, despite construction workers accounting for only 7.4% of the workforce. Male construction workers accounted for a majority (97.8%) of suicide deaths. The highest percent of deaths by suicide were among individuals who were white, non-Hispanic, completed high school or equivalent, and single, across construction and all industries for males and females. Male and female construction workers had the highest rates of suicide across all characteristics when compared to all industries. Our findings support the need for ongoing prevention efforts within the industry. Future research is needed to understand suicide risk among certain characteristics and occupations. In addition, the work environment or other work-related factors should be studied to understand how the unique nature of the construction industry may be associated with higher suicide rates.

What is known about cardiovascular diseases among seafarers: A systematic scoping review and quality assessment.

Seafarers are at an increased risk of developing cardiovascular diseases (CVDs), potentially due to a stressful working environment and behavioral risk factors. To develop better prevention strategies, it is important to elucidate the extent of this risk. Therefore, we conducted a systematic literature review on CVD in seafarers. We conducted systematic searches in five databases. All studies investigating CVDs among occupational seafarers, published in articles or conference papers, were eligible for inclusion. The identified records were screened and reviewed by two independent researchers, who also evaluated the methodological quality of the included studies. Three thousand nine hundred and seventeen records qualified for screening, and 55 were eligible for inclusion. Most of the studies were observational, including cohort, frequency, incidence or prevalence studies, and review of case records. Around half were assessed at risk of biased findings. Participants in the studies were primarily from North America or the European continent and work onboard transportation vessels. Many studies investigated CVDs as a cause of death, focusing on conditions such as CVD, ischemic heart disease, and myocardial infarction. Frequency of CVD conditions varied but indicate that seafarers face a greater risk compared to the reference populations or control groups. Environmental factors were mainly investigated as risk factors. Our results indicate a higher risk of CVDs among seafarers compared to reference or control groups. However, due to the variable quality of the evidence, well-designed studies are needed to establish the causes of cardiovascular mortality and morbidity in seafarers and to investigate behavioral aspects of cardiovascular risk.

Peran Kompensasi dan Lingkungan Kerja Sehat dalam Mendorong Loyalitas Kerja Guru

The purpose of the study was to determine the role of compensation and healthy work environment in encouraging teacher work loyalty. Case study at RA H. Achmad Ali, Surabaya. The analysis technique used is qualitative descriptive analysis technique, with data collection techniques conducted through interviews and observations. This research method uses a qualitative descriptive approach. The results of the analysis obtained that the compensation obtained by RA H. Achmad Ali teachers is in the form of salaries, allowances, and transportation given once a month. Although with a relatively low nominal compensation does not have a significant impact as a driver of teacher work loyalty, because their commitment is grown from healthy work environment factors that they experience while working. This is evidenced by the running of the learning process in accordance with the rules and objectives, and proven by the length of service of teachers at RA H. Achmad Ali, Surabaya. So it can be concluded that the role of compensation is not significant in encouraging teacher work loyalty, while the role of a healthy work environment is significant and influential in encouraging teacher work loyalty at RA H. Ach Ali, Surabaya.

Effects of work environments on satisfaction of nurses working for integrated care system in South Korea: a multisite cross-sectional investigation

BackgroundNurses’ satisfaction has an impact on organizational and patient outcomes. Integrated care system in South Korea was established in 2015 to improve care quality and decrease caregiving burden. Since then, nurses’ satisfaction has increased due to an increase in nursing staffing. However, besides nurse staffing, various work environments still affect nurse satisfaction.MethodsIndividual online surveys were conducted with participants to determine their personal characteristics, work environments, and hospital characteristics. We used mixed-effects linear regression equation contained both fixed and random effects.ResultsThis study included 2,913 nurses from 119 hospitals. Their average job satisfaction was less than 6 points out of 10 points. Age, shift type, perceived workload, and delegation criteria were significant factors influencing nurses’ satisfaction. There was no significant factor among hospital characteristics. The satisfaction level of nurses was high for no-night rotating shift, low perceived workload, and clear delegation criteria.ConclusionsNurses’ satisfaction is affected by several work environmental factors. Low nurse satisfaction has a substantial impact on both patients and nurses. Therefore, nurse managers and hospitals should determine factors influencing their satisfaction and develop strategies to improve their satisfaction.

Pengaruh Kepemimpinan, Prasarana dan Lingkungan Kerja terhadap Kinerja Pelayanan

The main purpose of this study is to analyze the influence of leadership on service performance, the influence of infrastructure on service performance, the work environment on service performance and the simultaneous influence between leadership, infrastructure and work environment on service performance in DPMPTSP West Sulawesi Province. A quantitative approach was used in this study to measure the relationship between independent variables and dependent variables. The sample of this study consisted of 73 respondents who were employees at the DPMPTSP of West Sulawesi Province. The data obtained were analyzed using multiple linear regression analysis with the help of SPSS software. The results of the study showed that: 1) leadership had a positive and significant effect on service performance, 2) infrastructure had a positive and significant effect on service performance, 3) the work environment had a positive and significant effect on service performance, and 4) leadership, infrastructure and work environment simultaneously had a positive and significant effect on service performance at the DPMPTSP West Sulawesi Province. These findings support previous research that shows the importance of leadership, infrastructure, and work environment factors in improving service performance in the public sector. This study concludes that improvements in leadership, infrastructure, and work environment will significantly improve service performance in DPMPTSP West Sulawesi Province. The theoretical implication of this study is to strengthen the literature on the importance of leadership, infrastructure, and work environment factors in the context of public service. The practical implication is to provide guidance for practitioners in improving service performance through improvements in leadership, infrastructure, and work environment.

Hazard Identification and Safety Education on The Clothing Convection Industry Business in Semarang

The clothing convection industry is one of the most popular businesses, with many growing businesses in Indonesia. In this industry, there are potential hazards that may occur either from work environment factors, the use of tools or machines, or from workers. Research objective to be achieved is to identify potential hazards in the clothing convection industry X and Y. This research used descriptive research, and the sample was two workers at the clothing convection industry X and four workers at the clothing convection industry Y for the data. The sample selection used random sampling. The data analysis technique used a narrative analysis. To minimize the number of work accidents or prevent accidents in the workplace, the identification of potential hazards is carried out through hazard analysis methods; one method is HAZOPS (Hazard Operability Studies). Based on the results of identification from workers and observation using HAZOPS method to minimize potential danger that can occur in each production with safety education using video to convey information easily for workers. Education on the use of PPE is also provided so that workers have safety knowledge and awareness at work. X and Y convection have various potential dangers in the clothing convection industry. Therefore, immediate action and attention from management are needed to minimize work accidents.

Psychological safety is associated with better work environment and lower levels of clinician burnout.

Burnout is attributed to negative work environments and threatens patient and clinician safety. Psychological safety is the perception that the work environment is safe for interpersonal risk-taking and may offer insight into the relationship between the work environment and burnout. In this cross-sectional analysis of survey data from 621 nurse practitioners in California, we found that one-third (34%) experienced high burnout. Four factors in the work environment were negatively associated with burnout and positively associated with psychological safety. Significant mediation effects of psychological safety were observed on the relationships between each work environment factor and both emotional exhaustion and depersonalization. The largest mediation effects were observed on the total effects of Nurse Practitioner-Physician Relations and Practice Visibility on Emotional Exhaustion (37% and 32%, respectively) and Independent Practice and Support and NP-Administration Relations on Depersonalization (32% and 29%, respectively). We found, overall, that psychological safety decreased the strength of the negative relationship between work environment and burnout. We argue that research, practice, and policy efforts to mitigate burnout and improve the work environment should consider psychological safety as a metric for system-level well-being.

Pengaruh Lingkungan Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan PT Artdeco Inti Kreasi Jakarta Timur

This research aims to examine the influence of the work environment and work discipline on employee performance at PT Artdeco Inti Kreasi. The research used quantitative methods with 40 employees as respondents. Data analysis includes data quality tests (validity and reliability, classical assumption tests, hypothesis tests and coefficient of determination tests. The results of the analysis show that the work environment does not have a significant effect on employee performance, while work discipline has a significant effect. Work discipline is the variable that has the dominant influence on employee performance. The results of the F test show that simultaneously, work environment and work discipline have a significant effect on employee performance. Analysis of the coefficient of determination shows that work environment factors and work discipline can explain 81.0% of the variation in employee performance. other factors not included in this research. This research provides an understanding of the importance of paying attention to work environment factors and work discipline in improving employee performance in the company.

Return to Work Trajectories of Swedish Employees on Sick-Leave Due to Common Mental Disorders.

Recent research has emphasized that return to work (RTW) is a dynamic, gradual and often uneven process with a great degree of individual variation. This study aimed to identify RTW trajectories of Swedish employees on sick-leave due to common mental disorders (CMDs). The second aim was to explore which demographic, employment, health-related and work environment characteristics predicted RTW trajectory membership. Data comes from two 2-armed cluster-randomized controlled trials (RCT) with a 12-month follow-up. A participative problem-solving intervention aimed to reduce sick-leave was compared to care as usual (CAU) involving any kind of work-directed interventions. Participants on sick-leave due to CMDs at baseline (N = 197) formed the study sample. Latent growth mixture modeling and logistic regression were the main analytical approaches. Five distinct RTW trajectories of Swedish employees were identified: Early RTW (N = 65), Delayed RTW (N = 50), Late RTW (N = 39), Struggling RTW (N = 21) and No RTW (N = 22). RTW trajectories differed consistently with regard to previous sick-leave duration and social support at work. More unique predictors of RTW trajectories included gender, rewards at work, work performance impairment due to health problems, home-to-work interference and stress-related exhaustion disorder. The study may have important clinical implications for identifying patients belonging to a particular RTW trajectory. Knowledge on the modifiable work environment factors that differentiated between the RTW trajectories could be useful for designing effective workplace interventions, tailored to particular needs of employees with CMDs. However, in a first step, the results need to be replicated.

Work Systems Factors Associated With Burnout in Sonographers Working in the United States and Canada.

Burnout in sonographers is a prevalent and complex professional hazard associated with poorer quality of work life, productivity, and patient outcomes. This study aimed to understand the prevalence of and work systems factors associated with burnout among a large sample of sonographers. Research study registry participants (n=3659) were invited to complete a follow-up survey about personal and work environment factors, including work hours, break time, coworker and supervisor support, and job satisfaction, overall health, and sleep quality. The Copenhagen Burnout Inventory assessed personal, work-related, and client burnout. Simple and multiple linear regressions were used to identify work systems factors associated with burnout. Of 1389 respondents, over half reported moderate-to-severe personal and work-related burnout, while one-quarter reported moderate-to-severe client burnout. Higher work-related burnout was associated with younger age, working in the Western U.S., working full-time work, taking fewer weekly break hours, poorer overall health and sleep quality, and lower supervisor support and job satisfaction. Client burnout was associated with poorer sleep quality and lower job satisfaction. Burnout was prevalent in a large sample of sonographers. Multilevel work systems factors are associated with burnout, suggesting collaboration among sonographers, administrators, and organizations is needed to address burnout.

Emotional intelligence: the turnover puzzle unraveled through organizational supportand career adaptability

This research aims to identify and analyze the impact of emotional intelligence on turnover retention at a bank in East Java, Indonesia by considering the mediating role of organizational support, as well as the moderating effect of career adaptability. Data was collected through a questionnaire distributed to frontline employees at one of the banks in East Java. Data analysis was carried out using descriptive statistical analysis for convenience of data characteristics and inferential data analysis using Structural Equation Model Partial Least Square (SEM-PLS) to test contextual relationships between variables. Data collection methods include questionnaires and semi-structured interviews to obtain primary data, while secondary data is obtained from documents, the internet, and literature. The research results show that emotional intelligence does not directly influence turnover intention but has an influence through the mediator Organizational support and is moderated by career adaptation. In conclusion, work environment factors unique to banking significantly impact an employee's decision to stay or leave a job. Organizational support is proven to be an essential mediator, while the level of career adaptability also plays a vital role in employee turnover intensity. Moreover, if an employee has high emotional intelligence and career adaptability is low, they will still have the intensity to leave their job.

Factors associated with approaching Pilot Peer Support: a cross-sectional study

Abstract Background Pilot Peer Support Programs (PPSP) have been introduced in Europe as a measure to facilitate commercial pilots’ mental health help-seeking in a confidential and non-punitive manner. However, research is scarce regarding what promotes and prevents pilots from approaching PPSP. Aims To investigate if, and in which way, different organizational and individual factors are associated with pilots’ attitudes towards approaching PPSP, and to examine the prevalence of possible cases of depression and anxiety disorders among commercial pilots in Europe. Methods Data were collected using an anonymous web-based survey (n = 4494), covering pilots’ work conditions, health and flight safety. Logistic regression was used to determine the impact of objective and psychosocial work environment factors, mental health factors, and demographic factors. Results Key findings were that just culture (odds ratio [OR] = 2.65, 95% confidence interval [CI] 1.97, 3.56), type of employment (OR = 0.60, 95% CI 0.46, 0.78), minimum guaranteed pay (OR = 1.98, 95% CI 1.48, 2.65), and symptoms of depression (OR = 0.62, 95% CI 0.50, 0.76) and anxiety (OR = 0.66, 95% CI 0.54, 0.80) significantly predicted pilots’ attitude towards approaching PPSP. The prevalence of pilots scoring above threshold for possible depression (18%) and anxiety disorders (23%) were determined. Conclusions Pilot Peer Support in its current form appears to be an insufficient means to facilitate pilots’ mental health help-seeking, but could have an important preventive purpose. The findings could assist authorities and operators in developing measures to facilitate pilots’ help-seeking, and improve mental health and flight safety.

Engagement and Satisfaction in the Workplace: A Millennial and Gen Z Perspective from APEC Schools Educators

This research explores the engagement and job satisfaction levels of millennial and Generation Z educators within the NTC-APEC Schools, focusing on the specific factors influencing these metrics. In the face of growing burnout among educators, which impacts both their wellbeing and educational outcomes, this study seeks to uncover the relational dynamics between work engagement, job satisfaction, and prevalent work environment factors. Using a comprehensive survey distributed among 75 educators, the research analyzes the complex interplay of personal values, workplace culture, and structural empowerment on employee satisfaction and engagement. Results suggest a significant prevalence of burnout, emphasizing an urgent need for organizational strategies that address the unique work preferences and stressors associated with younger generational cohorts. The study aims to inform policy-making and strategic HR planning within educational institutions to foster environments that enhance satisfaction and reduce turnover, thereby improving educational outcomes and workplace morale.

Being Active in Working Life at Age 60, 66, and 72

This study examines associations between participation in working life and sociodemographic, health, and work environment factors among people aged 60, 66, and 72 years. The agestratified logistic regression analysis used data from 2001–2003 (T1) and 2013–2015 (T2) derived from The Swedish National Study on Ageing and Care. Further, interaction variables with time*independent variables explored differences in those associations over time. We found positive associations between being active in working life and male gender (age 66 and 72), higher education (all age groups), higher professional level (age 60 and 66), better health (age 60 and 66), less negative work experiences (mainly age 60), light level of physical activity at work (age 60 and 66), higher work satisfaction (age 60 and 66), and time: that is,T2 vs.T1 (all age groups). Not only health status but also work environment factors were shown to play a significant role in being active in working life at older ages. Our findings verify that authorities need to develop reforms aiming at keeping older people active in working life from a heterogeneous perspective.

Understanding Work Ability in Employees with Pain and Stress-Related Ill-Health: An Explorative Network Analysis of Individual Characteristics and Psychosocial Work Environment.

There is a wide range of individual and work environment factors that influence work ability among workers with pain and stress-related ill-health. The multiple interactions and overlap between these factors are insufficiently understood, and a network approach could mitigate limitations of previous research. This pilot study aimed to explore interactions between individual characteristics and psychosocial work environment and potential links to long-term work ability. Prospective data from a prevention project was used. Individuals (N = 147) with pain and/or stress-related ill-health (95% women) at public sector workplaces filled out baseline questionnaires about a collection of individual and work environment factors, which were used for constructing undirected networks. The model was run in three subsamples of workplaces. Finally, a separate model was established with work ability at 6-month follow-up as outcome variable. A shortest pathway analysis was calculated to identify mediators of work ability. Symptom catastrophizing and perceived stress were the most influential factors in all network models. Symptom catastrophizing and pain-disability risk were found to mediate the relation between perceived stress and long-term work ability. Further, demand-control-support factors were interrelated, and patterns of interaction differed between different types of workplaces. The findings support the importance of individual factors, specifically symptom catastrophizing in an individual's coping with pain or stress-problems and its influence on long-term work ability. Catastrophizing might play a role in stress-related disorders which should be further investigated. Individual and work environment factors interact and vary across context, which needs to be taken into consideration to prevent pain and stress-related ill-health at work.

Causes of High Turnover Intention: Due to Work Family Conflict and Work Environment Factors

Purpose: This study aims to empirically test a research model that further investigates the influence of the work environment on turnover, the influence of work-family conflict on turnover, and whether there is a mediating effect of work-family conflict on turnover intention. Theoritical Framework: This research uses the Theory of Planned Behavior. The intention to move comes from individual intentions that cannot be felt and after feeling out of control they will decide to leave their job which is also supported by other factors. This theory can also see that the nurse's work environment and WFC contain three standards (time-based conflict, tension-based conflict, and behavior-based conflict) which function as the main predictors of turnover intention in nurses. Design/methodology/approach: This study uses a quantitative approach. The respondents of this research were employees of private Hospitals in Karasidenan Banyumas, with a population of 285 employees with a sample of 240 people calculated using the Slovin formula with a margin of error of 10%. Respondents in this study were dominated by women. The average age of respondents is 20-25 years. The sampling technique used was quota sampling by setting quotas based on the proportion of each hospital. This research uses a Structured Equation Modeling (SEM) application based on Partial Least Square (PLS). Findings: This finding shows that a favorable relationship between the work environment and work-family conflict both have a significant effect on turnover turnover because the P-value shows <0.05. And the mediation results showed that work-family conflict can mediate the relationship between the work environment and the intention to move with a significance value of 0.040. Research, Pratical & Social Implication: The study is similar to research conducted by Abdou et al., (2022) in the hospitality sector which revealed that the perception of work environment hospitality has a direct impact on employee turnover intentions through WFC which partially mediates the relationship between research components. This study has a limitation, namely concentrating on the variable Work-Family Conflict as a mediator in the relationship between the nurse's work environment and turnover intention. WFC as a mediation hopefully can be a reference for further research. Another limitation is that this research only examines the nursing sector, and in the future it could be carried out in other sectors such as the hotel sector or other service sectors. Originality/value: This study examines the impact of the work environment on turnover turnover, the effect of work-family conflict on turnover turnover, and whether there is a mediating effect of work-family conflict on the intention to move.

Influence Of Physical Work Environment Factors, Equipment And Materials On Occupational Health And Safety In Ahass City Workshop Poor

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