Well-being Of Workforce Research Articles

The Workplace and Psychosocial Experiences of Australian Senior Doctors during the COVID-19 Pandemic: A Qualitative Study.

The coronavirus disease 2019 (COVID-19) pandemic has had significant mental health impacts among healthcare workers (HCWs), related to resource scarcity, risky work environments, and poor supports. Understanding the unique challenges experienced by senior doctors and identifying strategies for support will assist doctors facing such crises into the future. A cross-sectional, national, online survey was conducted during the second wave of the Australian COVID-19 pandemic. Inductive content analysis was used to examine data reporting workplace and psychosocial impacts of the pandemic. Of 9518 responses, 1083 senior doctors responded to one or more free-text questions. Of the senior doctors, 752 were women and 973 resided in Victoria. Four themes were identified: (1) work-life challenges; (2) poor workplace safety, support, and culture; (3) poor political leadership, planning and support; and (4) media and community responses. Key issues impacting mental health included supporting staff wellbeing, moral injury related to poorer quality patient care, feeling unheard and undervalued within the workplace, and pandemic ill-preparedness. Senior doctors desired better crisis preparedness, HCW representation, greater leadership, and accessible, authentic psychological wellbeing support services from workplace organisations and government. The pandemic has had significant impacts on senior doctors. The sustainability of the healthcare system requires interventions designed to protect workforce wellbeing.

Exploring effort\u2013reward imbalance and professional quality of life among health workers in Cape Town, South Africa: a mixed-methods study

BackgroundIn the context of a growing appreciation for the wellbeing of the health workforce as the foundation of high-quality, sustainable health systems, this paper presents findings from two complementary studies to explore occupational stress and professional quality of life among health workers that were conducted in preparation for a task-shifting intervention to improve antenatal mental health services in Cape Town.MethodsThis mixed-methods, cross-sectional study was conducted in public sector Midwife Obstetric Units and associated Non-Profit Organisations in Cape Town. Semi-structured interviews and a quantitative survey were conducted among facility-and community-based professional and lay health workers. The survey included demographic as well as effort–reward imbalance (ERI) and professional quality of life (PROQOL) questionnaires to examine overall levels of work-related psychosocial stress and professional quality of life, as well as differences between lay and professional health workers. Qualitative data was analysed using a thematic content analysis approach. Quantitative data was analysed using STATA 12.ResultsFindings from 37 qualitative interviews highlighted the difficult working conditions and often limited reward and support structures experienced by health workers. Corroborating these findings, our quantitative survey of 165 professional and lay health workers revealed that most health workers experienced a mismatch between efforts spent and rewards gained at work (61.1% of professional and 70.2% of lay health workers; p = 0.302). There were few statistically significant differences in ERI and PROQOL scores between professional and lay health workers. Although Compassion Satisfaction was high for all health worker groups, lay health workers also showed elevated levels of burnout and compassion fatigue, with community-based health workers particularly affected.ConclusionsFindings of this study add to the existing evidence base on adverse working conditions faced by South African public-sector health workers that should be taken into consideration as national and local governments seek to ‘re-engineer’ South Africa’s Primary Health Care system. Furthermore, they also highlight the importance of taking into consideration the wellbeing of health workers themselves to develop interventions that can sustainably foster resilient and high-quality health systems.

Professional quality of life in home visitors:Core components of the reflective supervisory relationship andIMH-E® Endorsement® engagement.

Infant and early childhood home visiting models are gaining prominence as effective programs for families. Most U.S. state infant mental health associations (IMHAs) recommend reflective supervision (RS) and Infant Mental Health (IMH-E® ) Endorsement® as components of home visitor professional development. These efforts may promote workforce professional quality of life. It is unknown whether a workplace policy to provide RS improves the likelihood that best practice guidelines, especially core components of a reflective supervisory relationship, are experienced by the workforce. We sought to investigate associations between home visitor well-being indicated by professional quality of life (i.e., burnout, secondary traumatic stress, compassion satisfaction) and a workplace policy providing RS, consistent experience of core components of a reflective supervisory relationship, and engagement in endorsement. We also examined differences in consistently experiencing core components of the reflective supervisory relationship in home visitors who reported having a workplace policy for providing RS and those who did not, and for home visitors engaged or not engaged in the endorsement process. A Workplace Supports Survey was designed to investigate these associations; we report findings from a sample of home visitor respondents (N=139). A policy to provide RS was not associated with professional quality of life. However, analyses suggest an association between a policy to provide RS and consistently experiencing core components of a reflective supervisory relationship. Unanticipated positive associations between engagement in endorsement and burnout and secondary traumatic stress were also found. Finally, engagement in endorsement was associated with less consistent experience of these core components. Implications for future inquiry about the purposes of RS and IECMH Endorsement® as strategies to promote workforce development and well-being are discussed.

The relationship between leader support, staff influence over decision making, work pressure and patient satisfaction: a cross-sectional analysis of NHS datasets in England

ObjectiveTo explore the relationships between leader support, staff influence over decisions, work pressure and patient satisfaction.DesignA cross-sectional study of large National Health Service (NHS) datasets in England in 2010.Setting and...

Improving health in the military and beyond using salutogenic design

Purpose Service members of the US Department of Defense (DoD) have alarmingly high rates of depression, anxiety, probable stress disorders and suicidality, all of which are negative health conditions exacerbated by various external stressors. High-stress work conditions – to include shift work, hazardous territories, high-stakes mission sets and generally disconnected sites – require a work environment that facilitates, rather than inhibits, stress reduction and mental well-being. This paper aims to present “salutogenic design” as an innovative approach: Salutogenic design offers demonstrated architectural solutions that improve health and well-being. Design/methodology/approach This paper describes salutogenic design strategies beginning with the need for such an approach, the call to action to implement strategic and tactical solutions and the challenges and financial impacts of such a broad and innovative strategy to improve workplace health, well-being and performance in the DoD and beyond. Examples of these strategies, via biophilic design solutions, are presented in the central Table 1 as an easy-to-reference tool and supported by the voluminous literature as referenced, in part, through this research paper. Findings Salutogenic design strategies offer innovative, financially viable solutions to help mitigate stress and improve workforce well-being while maintaining the highest level of building security requirements in access-controlled spaces and disconnected sites, such as military installations and government compounds. Research limitations/implications Issues of mental and physical health are complex and multi-faceted, and they require complex and multi-faceted solutions. Salutogenic design is presented as one facet of that solution: a tangible solution to an often-intangible issue. Further, as a novel approach to address a critical DoD issue, Table 1 bridges the common gap between high-concept design theory and practical construction-application solutions, with positive value to the health, performance, quality-of-life and well-being of service members. Originality/value To the best of the author’s knowledge, this paper is the first to approach the DoD’s imperative to reduce service members’ mental stress with “salutogenic design.”

COVID-19 and Work climate impact on Health Care Workforce Wellbeing: Moral Resilience and Mental health among nurses for Quality Health Outcomes in Indian Health care settings

COVID-19 and Work climate impact on Health Care Workforce Wellbeing: Moral Resilience and Mental health among nurses for Quality Health Outcomes in Indian Health care settings

RPS launches latest workforce wellbeing survey

The Royal Pharmaceutical Society (RPS) has invited pharmacists and pharmacy students to take part in its 2022 ‘Workforce Wellbeing’ survey, the results of which will be used to campaign for improvements to support the mental health and wellbeing of pharmacists. The annual survey, in collaboration with the charity Pharmacist Support, is aimed to help the […]

Virtual reality as a tool to promote wellbeing in the workplace.

BackgroundNHS staff are disproportionately impacted by workplace stress, threatening not only quality of service delivery, but the sustainability, of this vital healthcare system. There is an urgent need for accessible and cost-effective interventions that promote the wellbeing of this integral workforce.AimThe aim of this study was to explore the potential propensity of a short virtual reality (VR) nature experience, delivered during the workday, to induce positive mood states NHS clinicians.MethodNHS clinicians working in a fast-paced trauma service were offered the opportunity to take part in a short virtual reality (VR) relaxation session, during their working day, in which they were able to explore the “Green Meadows” experience available within the Nature Treks application. An indication of physiological arousal (heart rate) was obtained, and subjective measures of emotional state were employed to assess the effect of the intervention on participants’ mood. Further, feedback was gathered to provide an initial indication of the acceptability of the experience.ResultsAnalysis of data from 39 clinicians revealed that, following the VR experience, participants reported significantly increased feelings of happiness (p < 0.001) and relaxation (p < 0.001), and significantly decreased feelings of sadness (p = 0.003), anger (p < 0.001) and anxiety (p < 0.001). No significant differences in reported levels of surprise (p = 0.603) or vigour (p = 0.566) were found. Further, the experience was associated with a significant reduction in heart-rate (p = 0.025), and had high acceptability ratings, despite participants’ varied experience with computers and VR technology.ConclusionsThe findings of this study indicate that the administration of VR for the promotion of NHS staff wellbeing in the workplace is a potentially fruitful avenue of exploration that warrants further investigation.

Mental Health Status Based on Depression, Anxiety, and Stress Scale-21, Brief Resilience Scale, and Satisfaction with Life Scale among Corporate Staff in International Medical University

Introduction: The COVID-19 pandemic has significantly affected the mental well-being of the Malaysian workforce. Aim: To determine the prevalence of mental health issues among the corporate staff of a private health-care university. Methodology: A total of 179 corporate staff from the International Medical University who were recruited into the study completed an online questionnaire of their demographics, including the Depression, Anxiety, and Stress Scale-21 items, the Satisfaction with Life Scale (SWLS), and the Brief Resilience Scale (BRS). Results: About 10% were found to be depressed, anxious or stressed, 18% were unsatisfied with their life, and 18.4% had low mental resilience. Depression was significantly associated with race (P = 0.034) and marital status (P &lt; 0.001). Similarly, stress was also associated with race (P = 0.039) and marital status (P = 0.049). SWLS was highly related to marital status (P &lt; 0.001) and BRS was significantly comparable with age (P = 0.035) and education level (P = 0.043). Discussion: High prevalence of mental health issues during the pandemic can be explained by multiple reasons such as restriction in daily life events, reduction of household income, change in the working environment, social distancing, etc., Conclusion: Marital status and race are risk factors for mental health issues among corporate staff. Marriage tends to be more protective against many mental health issues.

A Qualitative Study Focused on Maternity Care Professionals' Perspectives on the Challenges of Providing Care During the COVID-19 Pandemic.

Maternity care services were significantly altered with the start of the global pandemic in 2020, challenging the ways care was provided for families during childbirth. This qualitative analysis focuses on maternity care professionals' perceptions of the impact of COVID-19 on maternity care in Michigan early in the pandemic. The question "How has COVID-19 impacted your work?" was embedded into a survey focused on maternity unit culture in process across Michigan. Directed content analysis was applied to the open text responses to identify themes. From April-June 2020, 1071 surveys were completed by nurses, physicians, and midwives; 647 (60%) included responses to the COVID-19 question. Five themes emerged: (1) provider health; (2) patient care impact; (3) burdens of personal protective equipment; (4) decreased support during labor due to visitor restrictions; and (5) ethical challenges and moral distress between concerns for self and carrying out professional roles. Maternity care providers in Michigan experienced a range of complex challenges due to the pandemic, with many experiencing conflicts and questioning their role as a provider amid concerns of the effects of COVID-19 on themselves and their families. Resources are necessary to support providers who experience distress to promote well-being and retention of this essential workforce.

From the Editor-in-Chief - National Plan for Health Workforce Well-Being

From the Editor-in-Chief - National Plan for Health Workforce Well-Being

Workplace Well-being: An Experimental Investigation into Benefits of Consciousness-based Architecture *

Consciousness is primary and unbounded and can be accessed through multiple modalities, including the qualities of the workplace environment. This research explored the proposition that a consciousness-based architecture could improve workplace well-being. It experimentally investigated the potential benefits of Maharishi Vastu Architecture® (MVA) in a business setting. MVA buildings deal with wholeness and the establishment of the parts in relation to the whole. They have a strict East-West directional orientation, and strict proportion and placement of its center and rooms, among other features. A technical consulting company relocated their offices from a conventional building into one designed according to the principles of MVA. All the available employees of the company were tested one month before and one month after the move to the MVA building using a Workplace Wellbeing Index specifically created for this research. Data analysis comparing the pre and post measurements showed a 8% improvement (p&lt;0.05) in subjective wellbeing upon relocating to the MVA building. Organizations can thus enhance workforce well-being through holistic workplaces designed for development of consciousness.

Burnout and Commitment to Primary Care: Lessons From the Early Impacts of COVID-19 on the Workplace Stress of Primary Care Practice Teams.

The COVID-19 pandemic has dramatically affected all areas of health care. Primary care practices are on the front lines for patients seeking health care during this period. Understanding clinical and administrative staff members' strategies for managing the broad-ranging changes to primary care service delivery is important for the support of workforce well-being, burnout, and commitment to primary care. Thirty-three staff members from 8 practices within a single health care system completed short, semistructured interviews from May 11, 2020 to July 20, 2020. Interviews were coded using a combination of conventional and directed content analysis. Themes emerged from the data that mapped onto the Job Demands-Control-Social Support model. Participants reported that every aspect of primary care service delivery needed to be adapted for COVID-19, which increased their job demands significantly. Several also described pride in their development of new skills, and in most interviews, they expressed that the experience brought staff together. Staff engaged in active cognitive reframing of events during the interviews as they coped with increased workplace stress. However, as the pandemic changed from an acute stress event to a chronic stressor, staff were more likely to indicate signs of burnout. Primary care teams absorbed tremendous burdens during COVID-19 but also found that some stress was offset by increased support from management and colleagues, belief in their own necessity, and new development opportunities. Considering high prepandemic strain levels, the ability of primary care teams to persist under these conditions might erode as the crisis becomes an enduring challenge.

Role Conflict Related Job Stress among Construction Project Professionals: The Moderating Role of Age and Organization Tenure

Demographic variables play a vital role in determining stress occurring from workplace demands. Role conflict is a major workplace demand, specifically in the context of construction. However, the way demographic variables influence the stress occurring from role conflict is less explored in the literature. Specifically, the literature does not fully explain the positioning of age and organization tenure on the relationship between role conflict and job stress. Hence, the present study evaluates the moderating role of age and organization tenure on the relationship between role conflict and job stress. A survey was conducted by distributing the questionnaire directly to randomly selected project-level employees of ten large private contractors in Sri Lanka. A total of 274 valid respondents were collected and used to run a factor analysis validated hierarchical regression analysis to assess the research hypotheses. The results showed that role conflict has a positive direct effect on job stress. The findings further revealed that the impact of role conflict on job stress is high for young employees in the construction industry, as young employees do not possess the necessary life skills or experience to cope with role conflict. Contrary to the authors’ expectations, there is no significant contribution from organization tenure to the relationship of role conflict and job stress. Since the young employees are more vulnerable to role conflict, special considerations should be given to improve the well-being of the young workforce. Hence, it is recommended that contractors should assign seasoned supervisors who can nurture the young employees and act as mentors. The supervisors should give clear instructions and inform what the young subordinates need to do when confronted with non-overlapping requests or orders from the other parties involved in the project. Besides, organizations must conduct periodic conflict management and resolution training programs to help the employees cope with the conflicts that occur in the workplace, which is the path to lessen the impact of role conflict as organization tenure accumulates.

Workplace Violence, Workforce Stability, and Well-being in China's Psychiatric Hospitals

Workplace violence against psychiatric professionals is a growing problem, yet nationally representative data in China are lacking. This study examines workplace violence against psychiatrists and psychiatric nurses in China as well as its association with workforce stability and well-being . Data came from a 2019 national survey of 14,264 participants (including 4,520 psychiatrists and 9,744 nurses) from 41 psychiatric hospitals across China. The occurrence of physical and verbal assaults among psychiatrists and psychiatric nurses was reported. Logistic regression models were constructed to examine the participants' characteristics associated with encountering workplace violence and the association of encountering violence with self-reported quality of life, health status, turnover intention, and career satisfaction. Analyses were performed during 2020. In 2019, among 14,264 psychiatrists and psychiatric nurses in China, 81% reported encountering workplace violence during the past year. Psychiatrists were 0.68 (95% CI=0.55, 0.83) times less likely to report an encounter of violence than nurses. Male and younger nurses were 2.20 (95% CI=1.72, 2.81) and 1.21 (95% CI=1.01, 1.45) times more likely to report violence. Psychiatrists who had a higher educational degree or a higher professional rank were more vulnerable to violence. Encountering violence was significantly associated with poor quality of life, less satisfaction with health status, greater intention to leave the current job, and career dissatisfaction. Workplace violence against psychiatrists and psychiatric nurses are common in China, indicating that China's psychiatric professionals are facing a significant threat to occupational safety. To maintain psychiatric workforce stability, actions are needed to reduce the prevalence of workplace violence at the system, institutional, and individual levels.

Equality &amp; Diversity Perspectives for the Proficiency in English Assessment for IMGs

The story of a West Midlands General Practitioner who faced the fearsome prospect of deportation and severance from her young family due to expiry of her English proficiency test after 2 years- highlights the lack of consultation, awareness, empathy and dignity that is perceived by international medical graduates in the UK. What is most alarming is that evidence of working as a GP in the UK for 8 years, communicating with patients and colleagues in English - and passing all the standardised professional examinations set by the medical royal colleges was not considered sufficient for her to be assessed to have the minimum requirements for her permit/ leave to remain to be renewed. The mental anguish and stress that a frontline GP has to face is totally avoidable. The NHS, GMC and Department of Health and Social Care need to have robust consultation with the Home Office department on making the rules sensitive and meaningful and applied with awareness, understanding and compassion that is critical for the wellbeing of the healthcare workforce- and the benefit of our patients.

Canadian Radiation Oncology 2020, Work Engagement and Burnout Survey

<h3>Purpose/Objective(s)</h3> In 2018, the Canadian Medical Association acknowledged that physician health remains a significant threat to the viability of Canada's health care system. The prevalence of burnout among American oncologists was 44% in a 2014 survey. The purpose of this survey was to determine the national prevalence of burnout indicators and report work engagement among Canadian radiation oncologists. <h3>Materials/Methods</h3> Between November 2019 and March 2020 (pre-COVID pandemic), an online questionnaire was distributed electronically to 333 Canadian radiation oncologists across 49 centers through the Stadt lander Canadian Association of Radiation Oncology mailing list. The survey included 62 questions assessing work engagement, and the validated Maslach Burnout Inventory (MBI) burnout scale (22 questions). <h3>Results</h3> 241 of the 333 surveyed Canadian radiation oncologists (72%) completed the questionnaire and were included in this analysis. Responses to the MBI showed that 15% of radiation oncologists met the strict criteria for burnout (i.e., negative scores in all 3 domains: exhaustion, depersonalization, and low accomplishment). Another 60% scored negative in at least one of the three burnout domains. Using the more commonly reported definition of burnout (negative scores in either exhaustion and/or depersonalization), 44% of Canadian radiation oncologists were burnt out. Only 25% had positive scores in all 3 domains and were fully engaged in their work. The full burnout syndrome varied between provinces and was the highest in British Columbia (22%) and lowest in Quebec (3%). The responses to work engagement questions revealed significant concerns regarding inefficiency in workflow (50%), heavy workloads (> 50%), poor work life balance (68%), lack of control over the work environment (47%) and lack of recognition from administrators (45%). 48% perceive the atmosphere at their primary work area as "chaotic and hectic". Within the last 3 years, 41% had considered leaving their institution to work elsewhere and 51% were considering reducing their full-time equivalent (FTE). Reassuringly, 80% reported a sense of overall ability to provide high quality care and a 59% feel they have a supportive network of colleagues and 80% are willing to try something new. The top 4 strategies identified by respondents aimed to improve work-life quality were (1) more support staff at work, (2) more efficient care models, (3) more resources for patients, and (4) lighter workloads for physicians. <h3>Conclusion</h3> Our survey showed that only 25% of Canadian radiation oncologists are fully engaged in their work, whereas 15% met the strict criteria for burnout and 44% met the commonly used burnout criteria. With the rising incidence of cancer and complexity of care, there is an urgent need for system change, leverage enthusiasm to "try something new", and develop appropriate strategies to improve the well-being of the Canadian radiation oncologist workforce

Workforce Compensation Policies for Lead Teachers in State-Funded Preschool

Each state in the US has different compensation parity policies for their early childhood education programs. Currently, public preschool teachers often have similar qualifications to K-3 teachers but earn significantly lower salaries. Compensation parity policies ensure that equivalent work and qualifications are compensated with equivalent pay and benefits. Using data collected by the National Institute of Early Education Research (NIEER), I organized and analyzed policy data from all state-funded preschool programs in the U.S., with a focus on state compensation parity policies for lead preschool teachers. Ultimately, my purpose was to understand state-funded preschool compensation parity for lead teachers in order to identify areas of improvement for the workforce within early education programs. I initially hypothesized that Pre-K programs that required pay parity did not cost states more per child than Pre-K programs that did not require pay parity. Literature from NIEER and other early education research institutions has shown that quality early education programs are critical in a child’s formative years and suggests that a more satisfied workforce yields more positive outcomes for children. Parity policies in state-funded Pre-K programs are not highly correlated to spending per child or program quality. Moreover, parity policies improve workforce well-being and should still be incorporated into state-funded Pre-K. Results show that there are only six programs across four states that require full salary parity for lead preschool teachers and no states require benefit parity for lead preschool teachers in both public and private settings. No clear pattern has emerged between compensation parity policies and state preschool spending or program quality.

No one asked us: Understanding the lived experiences of midwives providing care in the north west suburbs of Melbourne during the COVID-19 pandemic: An interpretive phenomenology

ProblemWithin the Victorian healthcare system, a rapid response to the COVID-19 pandemic has necessitated frequent and ongoing changes to midwifery practice. BackgroundMidwives are a vital workforce at risk of burnout, attrition, and trauma. Emotional consequences of the pandemic for midwives remain largely unknown. AimTo understand the lived experiences of midwives providing care in the north west suburbs of Melbourne, Victoria during the pandemic. MethodsPurposive and snowball sampling facilitated the recruitment of eight midwives in the north west suburbs of Melbourne, Victoria. Semi-structured interviews were audio recorded and transcribed, occurring via telephone or video between September and October 2020. Interpretive phenomenology was the methodology used, informed by the writings of Heidegger and Gadamer. FindingsInsights gleaned from the data embody a range of understandings. The unknown cost of change and adaptation; waves of the virus; balancing risk; telehealth; personal protective equipment; stripping away support; the privilege of abiding by the restrictions; separation, distress, uncertainty; and, professional strength. DiscussionExperiences of midwives during the pandemic are characterised by sensations of voicelessness and professional invisibility. Distinctive differences in personal wellbeing and professional satisfaction exist between midwives working with and without continuity of care. ConclusionThis paper voices the lived experiences of Victorian midwives, in the midst of an extended lockdown, during the COVID-19 pandemic. Knowledge obtained from this research provides important understandings for leaders, policymakers, and healthcare systems, in planning a long-term response to the pandemic that supports the wellbeing and longevity of a vital workforce.

Public Health Impacts of Underemployment and Unemployment in the United States: Exploring Perceptions, Gaps and Opportunities.

Background: Unemployment, underemployment, and the quality of work are national occupational health risk factors that drive critical national problems; however, to date, there have been no systematic efforts to document the public health impact of this situation. Methods: An environmental scan was conducted to explore the root causes and health impacts of underemployment and unemployment and highlight multilevel perspectives and factors in the landscape of underemployment and unemployment. Methods: included a review of gray literature and research literature, followed by key informant interviews with nine organizational representatives in employment research and policy, workforce development, and industry to assess perceived needs and gaps in practice. Results: Evidence highlights the complex nature of underemployment and unemployment, with multiple macro-level underlying drivers, including the changing nature of work, a dynamic labor market, inadequate enforcement of labor protection standards, declining unions, wage depression, and weak political will interacting with multiple social determinants of health. Empirical literature on unemployment and physical, mental, and psychological well-being, substance abuse, depression in young adults, and suicides is quite extensive; however, there are limited data on the impacts of underemployment on worker health and well-being. Additionally, organizations do not routinely consider health outcomes as they relate to their work in workforce or policy development. Discussion and Conclusions: Several gaps in data and research will need to be addressed in order to assess the full magnitude of the public health burden of underemployment and unemployment. Public health needs to champion a research and practice agenda in partnership with multisector stakeholders to illuminate the role of employment quality and status in closing the gap on health inequities, and to integrate workforce health and well-being into labor and economic development agendas across government agencies and industry.