Workplace Factors Research Articles

Predictors of sickness absence among employees with common mental disorders in Sweden– a longitudinal study

BackgroundThe study aimed to explore which sociodemographic, health-related, and work-related factors were associated with the number of sickness absence days during 18 months among employees on sickness absence due to common mental disorders.MethodsA longitudinal study with participants from a cluster-randomized controlled trial was conducted. Participants from both intervention and control groups were treated as one cohort. Factors included in the analysis were sociodemographic, health-related, and work-related variables collected through questionnaires at baseline. The outcome was cumulative net sickness absence days for sickness absence spells exceeding 14 days and was collected from a national register. Data was analyzed using generalized estimating equations.ResultsThe sample consisted of 197 employees. Lower-rated work ability in relation to physical demands ([exp (B) 1.19], 95% CI 1.02–1.40) and higher-rated job demands ([exp (B) 1.28], 95% CI 1.01–1.61), were associated with increased number of sickness absence days during the 18 months follow-up. Higher certainty of return to work within three months ([exp (B) 0.63], 95% CI 0.48–0.83) was associated with a decreased number of sickness absence days during the 18 months follow-up.ConclusionsOur study suggests that work-related factors, i.e., high job demands and impaired work ability, are associated with an increased number of days on sickness absence. Additionally, the certainty of returning to work within three months is associated with fewer days on sickness absence. The results highlight the importance of addressing specific workplace factors when designing interventions aimed at decreasing sickness absence for employees on sickness absence due to CMDs. The results could be used to inform a dialogue between healthcare personnel and employees on sickness absence due to CMDs, and to serve as basis for a structured inventory to assist healthcare personnel in addressing workplace factors.

The Relationship Between Resilience and Mental Health Status Among Nurses With Workplace Violence Experiences: A Cross-Sectional Study.

Nurses encounter many stressors and challenges at work, which can negatively affect their mental and physical health. Modern theories of resilience suggest that resilience is a dynamic process of positive adaptation to adversity. This process involves personal growth through adversity, developing effective coping strategies and inculcating the ability to cope with stress. The resilience process involves individual characteristics, social support and environmental factors, including workplace culture. Strengthening nurses' resilience can help them cope with adversity, maintain their mental health and well-being and support their provision of care. The aim of this study was to examine the associations between workplace characteristics, resilience and mental health status among nurses with experiences of workplace violence. The study objectives were to analyse the relationships between workplace characteristics, resilience and mental health status among nurses with experiences of workplace violence and to investigate the effects of resilience on nurses' mental health outcomes. In this cross-sectional study, full-time nurses at a medical centre in Taiwan completed a questionnaire survey. Of 600 distributed questionnaires, 334 nurses were identified to have experienced workplace violence. The questionnaires included items on workplace violence, resilience, metal health status (burnout and mental distress), sleep quality, work characteristics (job control, psychological job demands and workplace justice) and demographic characteristics. Data were analysed through chi-square tests and multivariate logistic regression. Nurses with low resilience tended to be younger, work more rotating/night shifts and perceive lower levels of job control and workplace justice. They also reported higher risks of burnout and mental distress and lower sleep quality. Multivariate logistic regression revealed that psychological job demands, workplace justice and resilience significantly influenced nurses' mental health status. Nurses with high resilience exhibited a lower risk of mental distress and higher sleep quality. However, resilience was not associated with burnout. The findings revealed how workplace factors and resilience influence nurses' mental health. The findings help nurse managers and policymakers develop strategies to promote nurses' resilience and mental health and mitigate the adverse effects of negative workplace events.

A bio-psycho-social investigation of menopause transition and job satisfaction.

To examine the implications of menopause transition for job satisfaction within a framework that integrates bio-psycho-social factors and effects. The study analyses quantitative and qualitative data from a survey of 1684 women in three UK police forces, where growing numbers work during menopause transition within what has been termed a hyper-masculine culture. We evidence that job satisfaction is negatively impacted by experience of menopause symptoms. Attitudes towards age and menopause are also important: job satisfaction is lower for peri- and post-menopausal women with negative attitudes and higher for women with more positive and open attitudes. Some workplace factors such as shift working and the gender balance of the workplace also have a significant impact on the job satisfaction of women transitioning menopause. Our results highlight the need for human resource practices that go beyond the typical focus on symptoms. Support mechanisms need to address attitudes towards menopause and develop more inclusive workplaces in order to maintain women's job satisfaction and retain them in the workplace during menopause transition.

Influence Of Hardiness And Emotional Intelligence On Occupational Stress Among The Personnel In Muscat

The term "occupational stress" refers to a person's behavioral, physiological, and psychological responses when there appears to be disconnecting between their capacity to handle demands at work and those expectations themselves. Hardiness and emotional intelligence were selected as factors whose effects on work-related stress were assessed. The sample inculcated 101 working employees consisting of 38 males and 63 females in Muscat from various sectors. Data was collected through self-reported measures using an Emotional Intelligence Scale of 33 items, Dispositional Resilience (Hardiness) Scale of 45 items and Occupational stressors questionnaire of 55 items out of which only 25 were adopted in relevance to this research. The procured correlation between emotional intelligence and occupational stress indicated a significant positive linear correlation. The extracted correlation between hardiness and occupational stress indicated a significant positive linear correlation. A Multiple Linear Regression Model (MLRA) was used to identify significant predictors of occupational stress as a criterion and found hardiness to be a more significant predictor. The t-test was conducted to evaluate difference in scores pertinent to male and female highlighted females to have more emotional intelligence and hardiness while males were more prone to occupational stress. A comprehensive result was attained by examining the evidence demonstrating that gender, demographics, and workplace factors influence emotional intelligence, hardiness, and occupational stress in individuals. Consequently, the research hypothesis, objectives, and questions have been proved. The study also looked at the relationship between hardiness, emotional intelligence, and stress at work. A substantial positive linear link was discovered, suggesting that those with higher emotional intelligence.

Burnout Syndrome in forensic medicine and its association with vicarious trauma, posttraumatic stress syndrome and occupational stress.

The burnout phenomenon is a subject of considerable interest due to its impact on both employee well-being and scientific inquiry. Workplace factors, both intrinsic and extrinsic, play a pivotal role in its development, often leading to job dissatisfaction and heightened burnout risk. Chronic stress and burnout induce significant dysregulation in the autonomic nervous system and hormonal pathways, alongside structural brain changes. This paper presents a preliminary review of the literature on burnout syndrome among forensic science workers, focusing on the prevalence of this phenomenon and its triggers. This review aims to consolidate existing research on burnout among forensic medicine workers, highlight significant findings, and encourage further studies. Symptoms range from demoralization to somatic complaints. The Maslach Burnout Inventory (MBI) was the main tool in assessing burnout levels alongside measures of occupational stress, vicarious trauma and posttraumatic stress syndrome. Forensic medicine workers face unique stressors, with notable impacts on burnout levels. These workers experience challenges such as workplace conflicts and exposure to traumatic cases, leading to moderate or high burnout levels, particularly, emotional exhaustion, depersonalization or low personal accomplishment. Despite the prevalence of burnout, many forensic medicine workers lack access to support networks and perceive a disregard for their well-being from supervisors. There is a pressing need for further research to understand the biological mechanisms, susceptibility factors, and discover diagnostic markers of burnout syndrome, with thegoal of its recognition as a psychiatric disorder in diagnostic manuals like the Diagnostic and Statistical Manual of Mental Disorders.

Workplace factors associated with job satisfaction among dental hygienists and assistants in the United States.

Previous research has assessed job satisfaction and related workplace factors among healthcare workers. However, studies on dental care professionals are limited. This study aimed to evaluate job satisfaction among US dental hygienists (DHs) and assistants (DAs) and identify workplace factors contributing to their job satisfaction or dissatisfaction. A cross-sectional study was conducted using survey data collected from DHs (n = 4078) and DAs (n = 2945) actively working in 2022. Descriptive statistics and multivariable logistic regressions were used to assess associations between workplace factors and job satisfaction, adjusting for demographics, practice patterns, and geography. Over 80% of DHs and DAs reported being satisfied with their jobs. Positive workplace culture, practice philosophy, opportunities for growth and advancement, good communication in practice, work-life balance, fair pay, a reasonable workload, and flexible work schedules are associated with job satisfaction. Overwork was associated with job dissatisfaction among DAs. Most DHs and DAs were satisfied with their current jobs, with positive workplace culture, growth opportunities, and effective communication being key factors contributing to their satisfaction. This study highlights the importance of developing strategies to improve workplace environments and promote the well-being and retention of oral health providers.

The impact of recognition, fairness, and leadership on employee outcomes: A large-scale multi-group analysis.

In the dynamic field of organizational behavior, comprehending the determinants of employee engagement, burnout, and job satisfaction is pivotal. This research investigates the influence of various workplace factors, such as recognition, fairness, leadership, and workload, on these key employee outcomes. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM) for analysis, the study examines data from 25,285 employees. The results indicate that recognition significantly boosts employee engagement, while fairness and involvement also positively contribute, albeit to a lesser extent. Transformational leadership plays a dual role, enhancing engagement and reducing burnout. Notably, workload overload presents a nuanced impact, affecting both engagement and burnout. The study additionally reveals the detrimental effect of technological disruption anxiety on job satisfaction. A significant finding from the Multi-Group Analysis (MGA) is the varying impact of these factors between the private and public sectors, particularly in the context of transformational leadership's effect on burnout and the differential influence of workload on burnout. These insights are critical for formulating effective organizational strategies and policies, highlighting the need for customized recognition initiatives, equitable management approaches, and well-balanced workload allocation.

Certified nursing assistant (CNA) retention in long-term care facilities

ABSTRACT Certified nursing assistants (CNAs) provide the majority of care to a growing aging population, so with persistent caregiver workforce shortages, CNA retention is of utmost concern for long-term care agencies. The current study examines the alignment of CNA and leadership’s perception, of which workplace factors are most important to CNA’s for retention. A quantitative survey was administered to CNAs (n = 295), directors of nursing (DON) (n = 59) and nursing home administrators (NHA) (n = 59). Data were analysed using descriptive statistics to describe the sample, Likert scale means were calculated and compared across stakeholders and a one-way ANOVA with Tukey’s post-hoc analysis was conducted to examine alignment and areas of differences in stakeholder perspectives. Areas of agreement among stakeholders included CNAs valuing competitive pay, positive supervisor relationships, adequate staffing levels and a sense of teamwork. However, clear differences were also identified, such as CNAs prioritizing the ability to safely perform their job, the skilled nursing facility’s (SNF) reputation for quality care and access to continuing education, which were all areas not noted to be perceived as important to CNAs by DONs and NHAs. Enhanced understanding of what CNAs have identified as important retention factors could reduce turnover rates and, in turn, improve quality of care.

Workplace Factors Contributing to Professional Stress in Family Medicine.

The main objective was to assess the relationship between sociodemographic and occupational factors and stress levels among healthcare workers in family medicine in Bosnia and Herzegovina, using the PSS-10-BH scale. A cross-sectional study was conducted using the PSS-10-BH questionnaire distributed via Google Forms to primary care nurses and physicians between July and August 2022. The study included 272 participants, with a mean age of 44.7 (±10.55), predominantly women (86.8%) and physicians (58.8%). The mean PSS-10-BH total score for the sample was 21.26 (±6.77) ranging from 3 to 36. The linear regression model indicated male gender and older age showed an association with slightly lower stress levels. Marital status and the number of children showed a slight positive association with stress levels. Occupation (B=-3.068, 95%CI: -5.442 to -0.694, P=0.012) was associated with stress, with physicians tending to report lower stress levels compared to nurses. Years of work experience (B=0.060, 95%CI: -0.190 to 0.309, P=0.636), and patient load (B=0.082, 95%CI: 0.027 to 0.137, P=0.004) were associated with higher stress levels. The results suggest that work-related variables are significant predictors of stress levels as measured by the PSS-10-BH scale in this sample of healthcare workers. The included predictors explain 10% of the variability in the outcome, indicating additional unidentified contributing factors. Occupational factors, particularly profession, work experience, and daily patient load, significantly influence stress levels in healthcare workers. Further research is needed to explore other potential influences and refine interventions aimed at managing stress in this population.

Moral injury and mental health in healthcare workers are linked to organizational culture and modifiable workplace conditions: Results of a national, mixed-methods study conducted at Veterans Affairs (VA) medical centers during the COVID-19 pandemic

Using mixed methods, we examined drivers of risk for moral injury, mental health symptoms, and burnout among frontline healthcare workers in high-risk Veterans Affairs (VA) clinical settings during the COVID-19 pandemic. Across 21 VA medical centers, 2,004 healthcare workers completed an online survey assessing potential risk factors for moral injury, posttraumatic stress, depression, and burnout. Assessed risk factors included: pandemic exposures; individual worker characteristics; aspects of workplace/organizational culture; and facility performance on standardized measures of care quality, patient satisfaction, and employee satisfaction (extracted from VA administrative data). Among surveyed workers, 39% were at risk for moral injury, 41% for posttraumatic stress, 27% for depression, and 25% for persistent burnout. In generalized linear mixed models, significant predictors of moral injury risk included perceived lack of management support for worker health/safety, supervisor support, coworker support, and empowerment to make job-related decisions—all modifiable workplace factors. Pandemic-related risk factors for moral injury included prolonged short-staffing, denying patient-family visits, and high work-family conflict. Predictors of posttraumatic stress, depression, and burnout were similar. Forty-six surveyed workers completed a follow-up qualitative interview about experiences of moral distress in the workplace, and interview themes aligned closely with survey findings. Rapid qualitative analysis identified protective factors that may reduce moral injury risk, including a collaborative workplace community, engaged leadership, empowerment to make changes in the workplace, and opportunity to process distressing events. We conclude with recommendations to mitigate moral injury risk in healthcare organizations. These include involving workers in discussions of high-stakes decisions that will affect them, creating consistent and clear channels of communication between the frontlines and leaders of the organization, practicing leadership rounding to improve leaders’ understanding of the daily work of frontline teams, and collaborating to understand how existing processes and policies may contribute to safety risks and moral conflict.

Prevalence and multiple-level determinants of smoking among women in the workforce in China.

To describe the prevalence of smoking among Chinese women in the workforce and to investigate its potential associated factors from a multi-level perspective. The study was based on data collected from the "Asia Best Workplace" program in 2021. We obtained a sample of 6,260 women in the workforce and collected the data using a self-administered questionnaire, including occupational characteristics, utilization of workplace health services, and mental health status. We employed univariate and multivariate logistic regression analyses to examine the associations between interested variables and the smoking status of women in the workforce. The prevalence of smoking among Chinese women in the workforce was 3.4%. After controlling for potential confounders, factors that were associated with smoking included field sales personnel (Adjusted Odds Ratio, AOR=3.45, 95% Confidence Interval, CI: 2.29-5.18, reference: white collar), mixed shift workers (AOR=2.42, 95% CI: 1.66-3.53), working overtime every day (AOR=2.27, 95% CI: 1.38-3.74, reference: no overtime work), having depressive (AOR=1.10, 95% CI: 1.07-1.13) or anxiety symptoms (AOR=1.25, 95% CI: 1.13-1.39), and daily exposure to secondhand smoke (AOR=12.54, 95% CI: 8.70-18.05). Women with access to infirmaries (AOR=0.38, 95% CI: 0.18-0.81) and fitness facilities (AOR=0.60, 95% CI: 0.38-0.96) were less likely to smoke. The prevalence of smoking among Chinese women in the workforce was low. Smoking cessation programs in women in the workforce may benefit from taking into account the nature of their work, whether there were night shifts and overtime working. Smoking takes a huge toll on women, and women in the workforce face additional health challenges. Little is known about the specific factors associated with smoking among women in the workforce. Women who were field sales personnel, managers, working night or irregular shifts, and frequent overtime workers should be considered vulnerable sub-populations for smoking. Providing accessible workplace health services and resources is associated with a lower likelihood of smoking. Smoking cessation programs may consider the specific occupational and workplace factors that influence smoking behavior in this population, as well as address mental health needs.

Impact of occupational stress and musculoskeletal disorders on job satisfaction among Chinese dental hygienists: An observational study.

Dental hygienists in China face unique occupational challenges, with their job satisfaction being pivotal to performance. This study investigates the interplay between job satisfaction and occupational stress, burnout, and musculoskeletal disorders (MSDs) among this group. A cross-sectional survey was conducted involving 21 female dental hygienists from Sir Run Run Shaw Hospital. Data were collected on general information, occupational stress (using the Perceived Stress Scale), burnout (Maslach Burnout Inventory), MSDs, and job satisfaction. High levels of occupational stress and burnout were reported, yet these did not significantly correlate with job satisfaction (P > .05). In contrast, MSDs showed a significant negative correlation with job satisfaction (P = .004). Factors significantly associated with job satisfaction included effective collaboration, quality of work, institutional support, patient care, and work flexibility. While stress and burnout are prevalent among Chinese dental hygienists, they do not directly impact job satisfaction. MSDs, however, significantly affect satisfaction levels. The study suggests that addressing MSDs and enhancing workplace factors can improve job satisfaction and retention in the profession.

Exploring the relationship between wellness behaviors and burnout amongst university faculty and staff

Abstract Higher education has recently experienced unprecedented faculty exodus, largely due to burnout. Burnout is associated with poor health outcomes. Active lifestyles contribute to health and reduced burnout, but research investigating wellness behaviors and burnout amongst university faculty and staff is lacking. The purpose of this study was to assess wellness behaviors including physical activity, nutrition and sleep in university faculty and staff and their associations with burnout. This mixed methods study included two phases. First phase was a quantitative survey assessing burnout total burnout, self-reported physical activity, nutrition and sleep behaviors. Phase II was a qualitative open-ended questionnaire assessing perceptions of workplace factors associated with burnout and campus resources to support wellness. A total of 294 faculty and staff participated in phase I. The majority of respondents identified as female (n= 158, 53.7%) and in faculty roles, n=150 (53.6%). The majority of participants, n=169 (57.5%) reported moderate or high levels of burnout. The majority of participants were inactive or minimally active, n=174 (59.2%). There was a statistically significant, positive, correlation between physical activity status and personal burnout, r(252)=0.21, p <0.001. Of 48 participants in phase II, access to wellness resources and organizational factors emerged as factors associated with burnout. Participants expressed desires for improved access to exercise and wellness resources and described disparities between student resources and those for faculty. This research might be used to inform practice through the development of support programs, wellness initiatives, or facilities for physical activity on campus for faculty and staff.

Initial teacher education curriculum vs. workplace factors – the catalyst and solution to the international teacher wellbeing and attrition crisis

Initial teacher education curriculum vs. workplace factors – the catalyst and solution to the international teacher wellbeing and attrition crisis

A longitudinal study of healthcare workers' mental health during Western Australia's unique policy response to COVID-19.

Western Australia's response to the COVID-19 pandemic was swift and effective in implementing public health protections and preventing the spread of the virus for the first 2 years. However, healthcare staff continued to be at increased risk of mental health concerns. To investigate the longitudinal patterns of post-traumatic stress symptoms (PTSS), depression and anxiety among healthcare workers in Western Australia, and the risk and protective factors associated with changes in status during the first wave. Participants comprised 183 healthcare staff working at tertiary hospitals and major clinics across Perth, for whom longitudinal data were available. Questionnaire data were collected before Western Australia's first major COVID-19 community wave in early 2022 and following the first wave in late 2022. Online surveys comprised validated measures assessing psychological symptoms, risk and protective factors, and original measures of workplace factors. Overall rates of PTSS, depression and anxiety remained stable across the two assessment points. However, latent growth models revealed that those with lower PTSS, depression or anxiety symptoms at baseline reported a larger increase in symptoms over time, and those with higher symptoms at baseline had a smaller decline over time, indicating a 'catch-up' effect. Workplace stressors, sleep difficulties and trauma exposure were key risk factors for changes in psychological symptoms from baseline, and workplace and social supports played protective roles. Improvements in systemic workplace factors are needed to support healthcare workers' mental health during periods of acute stress, even in settings with high levels of emergency preparedness.

Personal and workplace factors influencing the resilience of nurses caring for women with cervical cancer in a resource-constrained setting in Ghana.

Cervical cancer has been identified as the fourth most common form of malignancy affecting and killing women globally. Nurses caring for cervical cancer patients are exposed to emotional and psychological distress due to late presentation and the burden of care. Resilience has been identified as one of the effective ways of helping nurses to cope well with the stress of oncology nursing, but this remains undetermined in Ghana. This study explored personal and workplace factors influencing the resilience of nurses caring for women diagnosed with advanced cervical cancer (stage III and IV) in a resource-constrained setting in Ghana. Using a qualitative approach, we recruited twenty nurses and midwives who had worked for a year and above caring for advanced-stage cervical cancer patients at the national referral hospital in Ghana. We conducted in-depth interviews between July, 2022 to September, 2022 which were audio-taped with participants' consent. Transcription was done verbatim, and analysis conducted using thematic analysis approach with the aid of NVivo 10.0. The results revealed experience as a safety toolkit, inherent desire to help/care for the patient, emotional numbness and maintaining professional outlook as personal factors influencing resilience among the participants. Regarding the workplace factors influencing resilience, we identified the main theme of demands of caregiving for advanced cervical cancer patients with the following sub-themes; severity of cases managed, nature of care rendered, activities of care given, reshuffling, schedules and gender mirroring as an exacerbator of psychological suffering. Resilience among nurses and midwives caring for terminally ill cervical cancer patients is influenced by longer years of service, intrinsic motivation to work as a nurse, and the defense strategy of emotional numbness and professionalism at the individual level. Also, the huge demand of caregiving serves as a major workplace factor affecting the resilience of nurses and midwives. We recommend strategies such as regular ward conferences and in-service trainings aimed at enhancing job-experience, inherent desire to render care and professionalism be adopted in resource-constrained settings to improve nurses' resilience. In addition, political actors and management of hospitals must prioritize allocation of resources for advanced cervical cancer care with particular focus on providing more specialized nurses and midwives.

Prevalence and Management of Burnout Among Dental Professionals Before, During, and After the COVID-19 Pandemic: A Systematic Review.

Burnout syndrome represents a significant challenge in healthcare, impacting dental professionals globally across all geographic, demographic, or socioeconomic backgrounds. Pervasive work-related stress and insufficient management practices highlight the urgent need for enhanced awareness and targeted interventions. This systematic review aimed to evaluate the prevalence, causes, and impacts of burnout among dental professionals and to explore the effectiveness of various occupational health interventions aimed at managing and preventing burnout in the dental sector during different phases of the COVID-19 pandemic. We conducted a systematic review following the PRISMA guidelines, searching electronic databases, including PubMed, Scopus, and Web of Science, from January 2014 to April 2024. The eligibility criteria included studies reporting on the prevalence of burnout, interventions to reduce burnout, and the impact of burnout on dental practices. A quality assessment was performed using the Newcastle-Ottawa Scale for observational studies. The findings indicate high levels of emotional exhaustion, depersonalization, and reduced personal accomplishment among dental practitioners, with significant variations influenced by workplace factors, professional relationships, and pandemic-related stresses. Differential effects based on educational level and age were also evident. This review highlights the urgent need for targeted public health initiatives and occupational health strategies to address and mitigate burnout in dentistry. Emphasizing professional relationships and workplace dynamics could play a crucial role in the prevention and management of burnout (PROSPERO registration no. CRD42024586616).

Iron Deficiency Anemia and Dyslipidemia Among Hospital Nurses: A Cross-Sectional Study in Turkey.

Introduction: Anemia and dyslipidemia are significant health concerns that affect individual health and societal development. This study aimed to determine the prevalence of iron deficiency anemia and dyslipidemia among nurses in a university hospital in Turkey and explore potential relationships between these conditions. Methods: This cross-sectional study was conducted among 712 nurses who underwent periodic health examinations. Data on demographic characteristics, hemoglobin, iron parameters, ferritin, transferrin saturation, and lipid profile were analyzed. People with all four hemoglobin, iron, ferritin, and transferrin saturation values lower than normal ranges at the same time were considered to have iron deficiency anemia. Results: Iron deficiency anemia prevalence was 10.7%, with no cases observed in male nurses or those aged 51 and older. Among the nurses, approximately 16.3% had low hemoglobin levels, 16.6% had low hematocrit levels, 30.6% had low ferritin levels, 36.0% had low transferrin saturation, 40.3% had low iron levels, and 24.9% high iron-binding capacity. Elevated total cholesterol was observed in 34.8%, high LDL in 29.6%, low HDL in 27.0%, and elevated triglycerides in 15.0%. Nurses with iron deficiency anemia had significantly lower triglyceride levels than those without. Weak positive correlations were found between triglycerides and hemoglobin, iron, ferritin, and transferrin levels. Additionally, higher total cholesterol, LDL, and triglyceride levels were associated with increased hemoglobin levels. Conclusions: This study highlights the high prevalence of iron deficiency anemia and dyslipidemia among hospital nurses, with a notable association between these conditions and factors such as age, gender, and dietary habits. Our findings underscore the need for healthcare services to prioritize the prevention, diagnosis, and management of these health issues in healthcare workers. A comprehensive approach, including regular screenings, dietary improvements, and addressing workplace factors could improve health outcomes and enhance healthcare delivery.

Workers, Workplaces, Sorting, and Wage Dispersion in Mexico

Between 2004 and 2018, the spread of wages in Mexico’s private labor sector remained stable. Nonetheless, the underlying factors behind salary dispersion underwent significant shifts nationally and regionally. We analyze a matched employer-employee dataset comprising the near-universe of Mexico’s formal workforce. We estimate log wage models with worker and workplace fixed effects capturing over 94% of wage variation. We then decompose national and regional earnings dispersions into worker, workplace and assortative matching components. At the national level, we find that sorting increased its importance over time, from explaining 16% of total wage variance to 19% by the end of the period. Worker- and workplace-specific factors contributed between 37% to 44% and 33% to 37% to the total spread of remunerations, respectively. Workplace factors became increasingly important during the 2014–2018 time segment, to the point that their contribution to total wage variance is equivalent to that of worker factors. The influence of workplace factors on wage dispersion correlates negatively with regional economic development: It is lowest in the North, Mexico’s most-developed region, and largest in the South, the country’s least-prosperous region. JEL Classification Codes: J21; J31; R23; O15; O54

Clinical supervision effectiveness in NHS nursing, medical and allied health professionals: Exploring interaction with workplace factors, supervision factors and burnout.

The study aimed to (1) determine if a variety of workplace and supervision factors predict clinical supervision effectiveness; and (2) establish if clinical supervision effectiveness predicts burnout, amongst a variety of mental health staff (medical, allied health, and nursing staff). The study adopted a multicentre cross-sectional online survey design. Participants included 204 mental health staff (89 allied health staff, 81 nursing staff, and 34 medical staff). The Manchester Clinical Supervision Scale (MCSS-26) was used to measure clinical supervision effectiveness, and the Maslach Burnout Inventory (MBI-HSS) was used to measure burnout. Linear regression analyses and multiple regression analyses were conducted. The main findings suggested that supervision frequency, supervision duration, choice of supervisor, workplace setting, and supervisee profession, were all significant predictors of clinical supervision effectiveness. Additionally, clinical supervision effectiveness was a significant negative predictor of burnout. Workplace and supervision factors should be considered in supervision practice across professional groups. Policies need to promote effective clinical supervision practice.