Slaughterhouse workers (SHWs) face occupational risk of zoonotic Campylobacter infection (ZCI) but exposure data are limited in low- and middle-income countries (LMICs), particularly Nigeria. This study assessed behavioral, educational, and infrastructural factors affecting Campylobacter exposure among 188 SHWs in Enugu, Nigeria. Data on socio-demographics, hygiene practices, knowledge of zoonotic transmission, and self-reported gastroenteritis symptoms were collected via a validated questionnaire. Descriptive statistics and multivariable logistic regression identified determinants of risky practices, knowledge gaps, and symptoms. Overall, 56.4% of SHWs were classified as high-risk for Campylobacter exposure. Unsafe practices included non-use of personal protective equipment (PPE) (77.1%), washing multiple carcasses in the same bowl (54.8%), eating or drinking during processing (45.7%), and consuming raw or undercooked meat (36.7%). Non-potable water was used by 90.4% of respondents, with only 14.1% purifying it. Behavioral practices aiding ZCI were significantly associated with lack of hygiene training (OR=3.7, 95% CI: 1.7-8.0, p=0.001), low educational attainment (OR=2.8, 95% CI: 0.15-0.85, p=0.020), age≥45years (OR=2.1, 95% CI: 0.25-0.92, p=0.028), and urban slaughterhouse location (OR=2.4, 95% CI: 1.26-4.57, p=0.007). Knowledge gaps were common, with 28-57% unaware of transmission risks via meat, water, PPE, or eating during processing. Self-reported gastroenteritis symptoms were documented in 64.4% of SHWs, with 76% continuing work while symptomatic. Having <10years' work experience (AOR=2.84, 95% CI: 1.36-5.95, p=0.006), lack of training (AOR=2.74, 95% CI: 1.12-6.67, p=0.027), low knowledge of Campylobacter transmission dynamics (AOR=4.46, 95% CI: 2.02-9.87, p<0.001), and high-risk practices (AOR=6.98, 95% CI: 3.0-16.2, p<0.001) were independently associated with symptoms. These findings highlight critical occupational exposure, entrenched unsafe practices, and knowledge deficits. Targeted One Health interventions, including provision of potable water, mandatory use of PPE, and context-specific hygiene training are urgently needed to reduce zoonotic Campylobacter transmission risks and enhance food safety in the study area.

• Scalable ergonomic model tailored to packaging work. • Multimodal framework integrating four ergonomic dimensions. • Uses wearables, eye tracking, and computer vision to collect real-time operator data directly on the shop floor. • Detects high-risk conditions across operator and contextual work factors. This study introduces a multimodal ergonomic assessment framework that integrates organizational, environmental, physical, and cognitive dimensions into a unified, human-centric system tailored for packaging operations. Addressing the limitations of traditional single-aspect assessments, the framework combines subjective evaluations with objective measurements from wearable sensors and computer vision to enable continuous, real-time monitoring and the identification of critical risk scenarios, providing companies with valuable insights to prioritize and target ergonomic interventions. The framework was validated in the packaging area of a pharmaceutical company in Colombia, involving 43 operators (42 females, 1 male; aged 19–53 years) performing repetitive visual inspection and manual packaging tasks. Data were obtained through questionnaires, smartwatches (recording electrodermal activity, heart rate, and motion data), eye-tracking glasses (to assess visual fatigue), and Microsoft Azure Kinect (for postural motion tracking integrated with the OCRA checklist). These multimodal measurements were complemented by environmental monitoring of lighting, noise, temperature, and humidity at each workstation. Results showed that physical fatigue and biomechanical risks peaked at the end of each shift and during small-lot packaging tasks, while stress levels increased during night shifts and large-batch operations. Both physical and cognitive strain intensified as the workday progressed and among less experienced workers. Visual fatigue was highest under substandard lighting conditions, particularly in large-tray packaging. Aligned with Industry 5.0 principles, this framework integrates human-centered design with data-driven analytics, enabling real-time ergonomic monitoring and informed decision-making in packaging operations, with potential applicability across other manufacturing sectors.

“I've actually surprised myself at what I can do”: Understanding the longer-term experiences of individual placement and support (IPS) embedded within primary healthcare

The aim of this paper is to assess interprofessional competence and explain factors associated with it among health and social care professionals working in specialized palliative care hospital wards. The research study employs a descriptive cross-sectional approach. The study followed good scientific practice. Ethical approvals were obtained from the Ethics Committee of Tampere University (85/2022) and the Ethics Committee of the Pirkanmaa Wellbeing Services County (6/2023). Research permits were obtained separately from each institution that participated in the study. Participation was voluntary, contingent on informed consent and the confidentiality of participants was protected. In total, 153 health and social care professionals from 16 specialized palliative care wards in Finland participated in the study. The data were collected from May 2023 to March 2024, using the previously validated generic IPEC instrument and newly developed, palliative-care-specific ICOPA self-assessment instruments. Data were analysed using descriptive and inferential statistics. Due to the data not being normally distributed, non-parametric Mann-Whitney U and Kruskal-Wallis tests were applied, depending on the number of groups compared. Pearson's correlation was used to examine associations between variables. Health and social care professionals self-assessed their interprofessional competence as good. Among the interprofessional competencies, values and ethics were assessed highest, while teams and teamwork were assessed lowest. Education level, participation in interprofessional education, work experience, amount of teamwork conducted in their own unit, and evaluation considering teamwork functionality had a statistically significant association with professionals' better self-assessed interprofessional competence. The results have identified competence gaps that will guide the development of interprofessional practice. However, because the currently used instruments are based on self-assessment, objective measures are also needed to ensure a comprehensive evaluation of interprofessional competence.

Violence and aggression in healthcare is a growing concern. Whilst the experiences of healthcare workers are well understood, less is known about the impact on medical students. Often among the most junior members of clinical teams, they may be particularly vulnerable facing unique academic and career-related consequences. We explored the prevalence, impact of and interventions for violence towards medical students. A comprehensive literature search was conducted. Studies were eligible if they involved medical students exposed to violence or aggression from patients or their families and reported on prevalence, impact or interventions. Screening, data extraction and quality assessments were completed independently by two reviewers in line with PRISMA guidance. A narrative synthesis was used to describe results. Fifteen studies were included. Published between 2005 and 2024, studies spanned 10 countries and included sample sizes from 24 to 4505 students. Reported prevalence ranged from 12% to 68%. Impacts were psychological including suicidal ideation, depressive and anxiety symptoms alongside other health-related issues, namely, sleep disturbance and alcohol misuse. Academic and career-related implications were identified. Studies reported very low rates of incident reporting, citing fear of consequences and limited awareness of reporting processes. Evaluated interventions were exclusively educational and findings relied heavily on self-reported data. Implications Medical students experience violence at a concerning rate, with wide-ranging consequences. Underreporting is significant and existing interventions are limited in scope. There is a clear need for institutional policy development and further research to better protect medical students and support their professional development.

Neonates and infants undergo various painful procedures in the neonatal intensive care unit (NICU). Family-integrated approaches, although commonly employed for infant pain management, often fail to involve parents, leading to feelings of stress and an inability to fulfill parental roles. The aim of this systematic review was to explore the experiences of families in family-integrated approaches to neonatal and infant pain management in the NICU. A systematic review of qualitative studies was conducted to synthesize and appraise the literature surrounding this topic. The search was performed in November 2023 across three databases (Medline, Embase, and CINAHL) yielding 362 studies, eight of which were included in this review. These were appraised using the Joanna Briggs Institute Critical Appraisal Tool. Inductive meta-thematic analysis was used to synthesize the data. The findings of this review revealed three meta-themes: (1) The experience of lack of parental knowledge surrounding family-integrated approaches to infant pain management in the NICU, (2) The experience of how the NICU culture and environment affect parental participation in family-integrated approaches to infant pain management, and (3) The experience of families and their desired level of involvement in family-integrated approaches to infant pain management in the NICU. There are several challenges and opportunities parents experience that shape their involvement in family-integrated approaches to infant pain management in the NICU. Future clinical practice in the NICU should emphasize parental education and foster a supportive, collaborative, and inclusive environment for parental involvement in family-integrated approaches to infant pain management. Further research is warranted to explore the experiences of healthcare workers and fathers. PROSPERO Registration: CRD42023492701.

As a critical social determinant of health, occupational fatigue can be a key indicator for tracking mental health inequalities in working populations. A systematic assessment of fatigue and its impact on safety performance indicators is essential for developing effective preventive strategies in industrial settings. This study aimed to investigate the correlation between occupational fatigue and safety and health performance within an industrial sector in Gonabad, Iran. A descriptive-analytical, cross-sectional study was conducted among industrial workers. Data were collected using a demographic questionnaire, the Swedish Occupational Fatigue Inventory (SOFI) to quantify fatigue, and the ELMERI index to assess safety and health performance levels. Kolmogorov-Smirnov, t-test, Mann-Whitney, and Spearman's rank correlation coefficient tests were used for statistical analysis between variables. The study included participants with a mean work experience of 8.49 (±4.63) years. The mean SOFI score for occupational fatigue was 52.75, indicating a significant burden of fatigue. The mean ELMERI index score was 59.50, reflecting a moderate level of safety and health performance. A significant inverse correlation was found between occupational fatigue and safety performance (r=-0.40, p<0.05), suggesting that higher levels of fatigue were associated with poorer safety and health outcomes. The findings demonstrate a significant negative relationship between occupational fatigue and safety performance, highlighting the detrimental impact of fatigue on workplace safety. These results underscore the need for implementing fatigue risk management systems and ergonomic interventions in the workplace. Future longitudinal research is recommended to elucidate further the causal mechanisms underlying this relationship.

The role of gender perception in women’s career withdrawal: Evidence from Türki̇ye

Doing well by doing good: The role of entrepreneurial mindfulness, social capital, and moral obligation in social entrepreneurial intentions.

This study aimed to assess job satisfaction (JS) and professional quality of life (ProQoL) among nurses working in clinical nephrology settings in Italy. Nurses in nephrology face substantial emotional and clinical demands, similar to palliative care. Job dissatisfaction and burnout negatively affect care quality and safety, yet evidence specific to nephrology remains limited. A multicenter cross-sectional study was conducted with 359 nurses (82.7% women; mean age 47.7 years). Most worked in hemodialysis (81.9%) and had more than 10 years of work experience (46.5%). Data were collected between November 2024 and May 2025 through an online survey including sociodemographic information, the Index of Work Satisfaction (IWS), and the ProQoL Scale. Data were analyzed using descriptive statistics, reliability testing, ANOVA and Kruskal–Wallis tests, correlations, and multiple regression analyses. Nurses reported moderate Compassion Satisfaction (CS) (96%) and low-to-moderate Burnout (BO) (42% and 58%, respectively). Regression analyses showed that higher professional status (β = 0.525, p < 0.001) and autonomy (β = 0.330, p < 0.001) were positively associated with ProQoL, while older age (β = −0.167, p = 0.047) and poorer nurse–physician relationships (β = −0.220, p = 0.037) were associated with lower ProQoL. Autonomy, professional recognition, and collaborative interprofessional relationships are key protective factors for nurses' ProQoL in nephrology. Educational and organizational strategies fostering these factors, through training, mentorship, and professional development, may enhance JS and improve ProQoL, including reducing burnout symptoms, and could support patient-centered practice. • This study examined job satisfaction among 359 Italian nephrology nurses. • Nurses reported moderate compassion satisfaction and low-to-moderate burnout. • Professional status and autonomy strongly predicted nurses' well-being. • Poor nurse–physician relationships and older age were linked to lower well-being. • Findings may guide strategies to improve retention and patient care quality.

This review summarizes high-level evidence on clinical decision support systems, both more classical rules-based and emerging artificial intelligence-based examples. It discusses their potential and concerns, how to evaluate them and describes future directions based on published evidence, clinical experience and broader experience working with others in this space. There is significant potential for CDSS to benefit elicitation and assessment of breathlessness, assist clinical decision making, improve interpretation of common diagnostic tests for breathlessness and personalize management and patient education. Even so, current evidence from trials and real-world studies in this space remains limited with multiple studies ongoing. However, evidence from studies of model development indicates that CDSS have clinically acceptable performance levels for differentiating breathlessness causative conditions such as COPD, heart failure, lower respiratory tract infection or combinations of these. The extent to which this evidence translates to real world clinical benefits remains unknown. In the era of CDSS leveraging significant volumes of data, there is the potential to augment the less precise nature of clinician prediction with that of AI prediction. This, combined with clinical judgment can support better care for patients and populations. CDSS are likely to be particularly valuable in settings with workforce constraints though we must also remember that there are limitations to CDSS use and applicability. It remains important to support and undertake high quality studies testing these tools in clinical practice.

ABSTRACT The positive association between transformational leadership and employees’ job performance is well established. The rapid spread of the COVID-19 virus precipitated unprecedented global challenges, including the expeditious transition to remote work, which has provided valuable insights into the future of flexible work environments. An important question is whether transformational leadership has a positive association with employees’ job performance in remote work settings. This study examines how transformational leadership is associated with remote work utilization and job performance based on employees’ remote work experiences during the COVID-19 pandemic. The findings highlight how transformational leadership must effectively support remote work practices to be positively associated with employees’ job performance. Transformational leadership’s direct effect on job performance diminishes in remote work settings; however, this effect can be significantly achieved through organizational support.

The increasing frequency and intensity of extreme heat events pose severe health risks to outdoor workers. Despite growing global recognition of occupational heat illness, evidence from low- and middle-income countries (LMICs) remains limited. This cross-sectional study surveyed 320 construction and welding workers to assess perceived heat-related health risk and behavioral adaptation in Bangladesh. Multinomial logistic regression examined factors associated with adaptive behaviors. Over 80% of workers perceived themselves as vulnerable, commonly reporting excessive sweating, thirst, cramps, irritability, and emotional instability. Construction workers were more likely to increase adaptive behaviors such as taking regular breaks (OR = 9.49, 95%CI: 2.45-36.74), wearing loose clothing (OR = 4.26, 95%CI: 1.14-15.90), and using electric fans (OR = 2.84, 95%CI: 1.12-7.22). However, they were also more likely to report a decrease in slowing their work pace (OR = 14.20, 95%CI: 2.03-99.21) and in planning work during cooler hours (OR = 34.81, 95%CI: 2.22-546.80). Long work experience was associated with increased use of electric fans as a cooling option (OR = 6.97, 95%CI: 1.97-24.68) and greater attention to weather forecasts (OR = 3.81, 95%CI: 1.01-14.37). Workers who experienced burns or memory decline adopted specific protective measures. Surprisingly, higher education was linked to lower participation in heat-safety training. These findings highlight the urgent need for occupational heat-safety policies, awareness campaigns, and targeted interventions to safeguard vulnerable outdoor workers in Bangladesh.

Voice Characteristics and Functional Laryngeal Findings in Swimming Coaches: A Multidimensional Cross-Sectional Study.

IntroductionData on sexual harassment in medicine is limited in South Asia, and formal mechanisms for reporting and redress remain underdeveloped in the region. We aimed to describe workplace sexual harassment among female doctors, associated factors, survivor experiences and perceptions of physical and sexual safety in the workplace in Sri Lanka.MethodsWe conducted a cross-sectional study among Sri Lankan female doctors with at least 6 months of work experience. Data were collected using an anonymous online questionnaire from September to October 2024, administered via mailing lists of professional medical bodies and closed social media network groups of female doctors on Facebook and WhatsApp. We used SPSS V.23 for quantitative data analysis and narratively described free text responses in the sections titled ‘Other: please specify’.ResultsThe number of completed responses was 377. Of the study participants, 58.6% (n=221) reported having experienced sexual harassment in the workplace at some point in their career. Rape was reported by 1.32% (n=5). Significant associations were seen between workplace sexual harassment and junior position and not having children (p<0.05). Only a few had filed formal complaints (0.9%, n=2). Reasons cited for lack of action were fear of not being taken seriously (63%), fear of tarnishing the reputation of self (54%) and fear of the perpetrator (37.8%). Perceived psychological responses included anger (80%), disappointment (50.6%) and shame (44.3%). Suicidal thoughts affected 2.7%, while 0.4% had attempted suicide. The majority responded ‘yes’ (33.4%) or ‘maybe’ (43.8%) to the question related to perception of lack of physical or sexual safety in the workplace. The most common reasons for feeling unsafe were lack of adequate privacy in on-call rooms, bathrooms and changing rooms (63.1%), inadequate safety measures such as lack of locks or proper doors (54.2%) and unavailability of chaperones when handling male patients (30.1%).ConclusionWorkplace sexual harassment is common but under-reported among female doctors in Sri Lanka and could result in adverse psychological effects. Apart from sociocultural enablers, there are modifiable environmental factors that are associated with it, and it is imperative that administrators take these factors into account for the improvement of workplace safety.

Against the backdrop of growing resource constraints and ecological degradation, green development has emerged as the core pathway for advancing sustainable economic transformation. Using data from Chinese A-share listed companies on the Shanghai and Shenzhen Stock Exchanges between 2010 and 2023, this study examines the impact and underlying mechanisms of the environmental fee-to-tax reform (EPFT) on corporate green governance performance (GGP). We find that EPFT significantly improves corporate GGP and this positive effect exhibits clear heterogeneity. It is stronger in non-resource-based cities while insignificant in resource-based cities, where stronger local environmental regulation can offset the policy's ineffectiveness. In terms of industry characteristics, the effect is significant in non-heavy-polluting and capital-intensive industries but insignificant in heavy-polluting and non-capital-intensive industries. For managerial characteristics, the effect is concentrated in firms led by executives with environmental education or work experience, particularly CEOs, while it is insignificant for those without such backgrounds. Mechanistically, EPFT enhances GGP by alleviating financing constraints, attracting green investors, and promoting green innovation. Furthermore, EPFT strengthens the spillover effects of GGP on corporate ESG performance and CSR fulfillment, and ultimately reduces carbon emission intensity by elevating GGP levels. These findings provide empirical support and actionable insights for optimizing the environmental tax system and advancing regional sustainable development.

ObjectiveMidwives play a crucial role in maternal and neonatal health. However, there is a growing global shortage of midwives, and the high turnover rate is a key contributing factor. The research focusing on the turnover intention of night‐shift midwives is limited in China.MethodsThis cross‐sectional study was conducted from January to December 2023 across 493 public hospitals in mainland China, with 1588 night‐shift midwives participating. A self‐designed questionnaire collected sociodemographic information and night‐shift work‐related characteristics. Turnover intention was measured using the Turnover Intention Scale, and sleep quality was assessed using the Pittsburgh Sleep Quality Index. Multiple linear regression analysis was conducted to identify factors influencing turnover intention.ResultsA proportion of 49.7% (n = 789) of night‐shift midwives reported turnover intentions. Lower turnover intention was associated with being married, having better health status, good sleep quality, and ≥ 15 years of work experience. Higher satisfaction with shift scheduling and overall work were also associated with lower turnover intention. Conversely, completing additional work during rest time after night shifts and experiencing job burnout were associated with higher turnover intentions.ConclusionsHigh turnover intention among night‐shift midwives represents a significant challenge for maternal health services in China. Hospital administrators may consider prioritizing shift scheduling systems, regularly monitoring job burnout and satisfaction levels, and implementing targeted interventions to reduce turnover and ensure workforce sustainability.

BackgroundAttention Deficit Hyperactive Disorder individuals face heightened risk of unemployment and underemployment. Addressing the impact of workplace conditions on ADHD employees is a matter of equity and organisational success. A supportive and inclusive work environment allows employers to capitalise on the strengths of ADHD employees while moderating potential challenges, leading to mutual benefits for employees and organisations. Identifying how work environments undermine or facilitate success for ADHD employees is an important first step toward this goal.ObjectiveThis study examines literature on the experiences of ADHD employees in open-plan office environments, aiming to identify the scope and nature of existing research.MethodsUsing Arskey and O'Malley's scoping review framework, literature was sourced through systematic searches of four library databases, and reference lists of pertinent articles.ResultsThe analysis identified twenty-two pieces of literature, revealing a significant gap in empirical research on ADHD workers in open-plan offices. Themes that emerged include publication type and purpose, impact of open-plan office spaces, and key recommendations for employers. While empirical evidence is sparse, anecdotal evidence, professional opinions, the inherent nature of ADHD, and participants' lived experiences indicate that open-plan offices can impede creativity and productivity of ADHD employees.ConclusionsThis scoping review highlights the scarcity of systematic research on this topic and underscores the need for future studies to empirically assess how open-plan office environments affect ADHD employees. The findings suggest these environments may negatively impact not only the wellbeing of ADHD workers but the general workforce and potentially an organisation's overall performance.

General practitioners (GPs) working in areas of high deprivation in Scotland formed the 'Deep End' group in 2009 in response to the well-documented inverse care law (ICL). To understand the views and experiences of key stakeholders about responses to the ICL in general practice in Scotland over the past 20 years, and the impact of the Scottish Deep End Project. Qualitative study with key primary care stakeholders (n=17) in Scotland, UK. Semi-structured interviews. Five main themes were identified, reflecting participants' experiences of working in deprived areas and their views on the role of the Deep End. These themes describe how existing measures fall short of addressing the ICL, how intersecting disadvantage complicates service responses, and how sustainability, professional identity, and collective voice shape efforts to improve care in disadvantaged communities. A key recommendation was greater investment in primary care generally, but with graded additional resources for more deprived areas depending on need (a "proportionate universalism" approach). Despite widening health inequalities, and the long-standing evidence of the ICL in general practice in deprived areas, there is a paucity of enduring policies and interventions to tackle the ICL in Scotland. The Scottish Deep End group has created a distinctive platform for general practitioners to collectively challenge the inverse care law. Practitioner-led networks can play an essential role in addressing health inequalities, supporting professionals, and informing policy.

Challenging the traditional perspective in organizational research that personality traits represent stable predictors of work outcomes, researchers have begun investigating how work experiences fuel personality trait development. Yet, research has yielded mixed findings on whether work experiences (e.g., job satisfaction) can indeed shape personality adaptation. Drawing on recent development in personality science highlighting influences of psychological and idiosyncratic work experiences as positive or negative reinforcements in personality change, we conducted two studies to examine whether and how job satisfaction may influence, and be influenced by, the Big Five personality traits at the within-person level. We first conducted a preregistered continuous time meta-analysis of existing longitudinal studies (k = 11, N ≈ 142,914). We followed up with an 11-wave, higher temporal resolution primary study conducted over 3 years with an independent sample (N > 2,000). Convergent results demonstrated that within-person changes in job satisfaction were positively related to subsequent changes in conscientiousness and emotional stability, and increases in these two traits were associated with subsequent increases in job satisfaction. Sample characteristics and job contexts moderated the within-person relationships between job satisfaction and personality traits. The magnitudes of the socialization effects of job satisfaction on personality traits and the selection effects of personality traits on job satisfaction evolved in an inverted U-shaped manner across long and intermediate timescales. Our findings highlight reciprocal within-person relationships between job satisfaction and personality traits and the important role of time in shaping these effects. (PsycInfo Database Record (c) 2026 APA, all rights reserved).