Work Environment Factors Research Articles

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

In operate activity – activity his business, company must capable utilise source Power in the company. Wrong one of the most important aspects of resources within the company is the source Power man Which works as wheel drier activity company. One of the factors that can form satisfaction Work is the existence of guarantees and conditions Work Which comfortable for member organization. And K3 is wrong One factor Which can influence satisfaction Work .

From the Recognition of ‘Psychiatric Disorder Caused by Asbestos Exposure’ to the Mobilisation of Dignity in Labour Law: A Comparison of France and Sweden

Abstract In two rulings on 8 February 2023, the French Court of Cassation invoked the notion of ‘dignity’ in labour law to support claims for ‘damage due to anxiety’ (‘préjudice d’anxiété’). The concept of ‘damage due to anxiety’, which might in English be translated more functionally as ‘psychiatric disorder caused by asbestos exposure’, is based on loss arising from the fear of developing a future disease due to occupational exposure to a toxic and hazardous substance, such as asbestos. Based on a reading of these two cases, the aim of this article is to analyse the approach developed in the French legal system, and to discuss it from the standpoint of Swedish law. The concept of ‘psychiatric disorder caused by asbestos exposure’ is not currently recognised in Swedish law. However, the idea that physical work environment factors can cause psychological injury is not entirely unfamiliar. It touches upon the ideas of a holistic approach to the work environment and a broad and inclusive concept of health and illness, which are important foundations for Swedish work environment law. By studying this specific occupational health and safety issue it is possible to illuminate not only how this topical and important issue is regulated in France and Sweden, but also on a broader level how these two legal systems—the French one based on the individual responsibility of the employer and the Swedish one on collective bargaining—are functioning when it comes to systems of prevention of and compensation for ill health.

ANALYSIS OF THE IMPLEMENTATION OF QUALITY CONTROL DEFECT PRODUCT IN SUGAR PRODUCTION OF PT SINERGI GULA NUSANTARA – PG GLENMORE, BANYUWANGI REGENCY

This research explores the causes of defects (reprocessing) in sugar production at PT Sinergi Gula Nusantara using a fishbone diagram approach. The critical factors identified include the lack of discipline and accuracy of employees (human factors), old and damage-prone machines (machine factors), unfavorable working environment conditions, such as hot air temperature and machine noise (work environment factors), and the absence of product standards in the winnowing process (work method factors). This study describes the implications of each factor on the quality of sugar products, proposes improvement solutions, and emphasizes the importance of increased discipline, machine maintenance, improved work environment conditions, and the establishment of product standards to increase the efficiency and effectiveness of sugar production in the company. The results of this study provide a holistic view of the dynamics of sugar production.

THE EFFECT OF WORK ENVIRONMENT AND INNOVATION ON JOB SATISFACTION OF MILLENNIAL EMPLOYEES AT PT.XYZ WITH CAREER DEVELOPMENT AS AN INTERVENING VARIABLE

Abstract Employees are an important company asset who have quality work competencies to provide the best performance to support company programs. In practice, the Human Capital (HC) team has a competency improvement program that requires motivation from employees as an internal factor so that the program can run effectively. Work motivation is affected by a variety of factors such as salary, work environment, job security, relationships with coworkers, awards, and so on. This influences whether an employee is satisfied with his or her job. The proportionate stratified random sampling approach was utilized, which is a sampling methodology for populations with mixed or variable features, and the data in this study uses a quantitative approach. The population is millennial employees at PT XYZ with a total of 139 millennial employees. The data was collected by distributing a questionnaire with 28 closed questions and response options indicating how strongly respondents agreed or disagreed with the questions posed. The results show it is possible to conclude that the millennial employees at PT XYZ have a level of job satisfaction that is influenced by work environment factors, innovation, and career development factors that can mediate changes in the level of job satisfaction. This finding could be an overview of benchmarks for management in departments, so that job satisfaction obtained by employees does not become a saturation point but becomes a driving force to improve their performance in this company continuously.

Several factors affecting sick building syndrome complaints in construction office workers in Jakarta

Introduction: Sick building syndrome is a condition in which people who live or work inside a building experience sudden health and comfort impacts related to time spent inside the building, in the absence of a specific disease or cause that can be identified. This study aims to determine the picture of the risk of sick building syndrome in office workers and complaints of sick building syndrome. Methods: Data obtained from several respondents through axial sampling. Data collection was carried out by filling out questionnaires related to complaints of sick building syndrome that had been validated and observed. Results: Factors that influence complaints of sick building syndrome in office workers of hospital construction projects in Jakarta are room temperature, room humidity, habits of leaving the room during rest, and odor in the room. And complaints that often arise, including complaints of headaches, fatigue as many as 39 people, sore eyes, and dry cough and dizziness. Conclusion: Work environment factors that include room temperature, room humidity, and odors in the room as well as behavioral factors that include the habit of leaving the room are driving factors for the occurrence of sick building syndrome in office workers of hospital construction projects in Jakarta.

Impact of Employees' Rumination on Work Engagement: Mediating and Moderating Roles of Emotional Intelligence

Objectives: Work engagement is critical in organizational development as it improves and enhances performance and innovative behavior. Work engagement could be influenced by individual traits, work environment, and other factors. Hence, a need was felt to investigate whether and how rumination, as a personality trait, influences work engagement. Methods: This study expanded on previous research on rumination and work engagement by introducing emotional intelligence to build mediating and moderating models. The study focused on rumination affecting work engagement and explored emotional intelligence for its role in mediating and moderating the relationship between rumination and work engagement. A questionnaire was distributed to a sample of 930 employees of Chinese central enterprises were identified to investigate the relationship between rumination, emotional intelligence, and work engagement. The findings were calculated on Ruminative response scale, Work-engagement scale, and Emotional intelligence scale, Results: Results showed that rumination had a significant negative predictive effect on work engagement (β = –0.35, P < 0.001). Moreover, emotional intelligence mediated (B = –0.39, P < 0.001) and moderated (B = –0.16, P = 0.024) the effect of rumination on work engagement. Conclusion: This study enriches the understanding of work engagement by quantitatively demonstrating the influence of emotional intelligence on the relationship between rumination and work engagement. This study has implications for enterprises to improve the level of mental health and work engagement among their employees.

THE INFLUENCE OF WORK ENVIRONMENT AND SALARY ON EMPLOYEES' JOB SATISFACTION AT AROFAH ISLAMIC HOSPITAL IN MOJOSARI, MOJOKERTO

This research aims to determine and analyze the influence of the work environment and salary on employee job satisfaction at the Arofah Islamic Hospital in Mojosari, Mojokerto. Using a quantitative approach with a causal research design, this research involved 43 employees as the population and sample. The data used consists of primary and secondary data. The data analysis technique applied is Partial Least Square (PLS). The research results show that both the work environment and salary have a positive and significant influence on employee job satisfaction at Arofah Islamic Hospital. These findings emphasize the importance of work environment factors and compensation in increasing employee job satisfaction in the health sector. Thus, hospital management is advised to continue to improve working environment conditions and salary structures in order to increase employee satisfaction and productivity. This research provides important insights for human resource management in health institutions

Exploring the relationships between resilience, burnout, work engagement, and intention to leave among nurses in the context of the COVID-19 pandemic: a cross-sectional study

BackgroundNurses have faced significant personal and professional stressors during the COVID-19 pandemic that have contributed to increased rates of burnout, intention to leave, and poorer work engagement. Resilience has been identified as a critical factor influencing job outcomes; however, the dynamics of this association have not yet been investigated within the context of the Thai workforce. The study objective was to determine the associations between resilience and job outcomes, including burnout, intention to leave, and work engagement among nurses working in Thailand during the COVID-19 pandemic.MethodsThis cross-sectional study gathered data from a sample of 394 registered nurses employed across 12 hospitals. The research instruments comprised the Connor–Davidson Resilience Scale (CD-RISC), the Maslach Burnout Inventory-Health Services Survey (MBI-HSS), a questionnaire assessing the intention to leave the job, and the Utrecht Work Engagement Scale (UWES). To determine the associations among the measured variables, multivariate logistic regression analyses were conducted.ResultsOne-third of nurses experienced emotional exhaustion and depersonalization, and about half experienced reduced personal accomplishment; one-tenth of nurses intended to leave their job. Nurses who exhibited higher levels of resilience were found to have a significantly reduced likelihood of experiencing high emotional exhaustion, depersonalization, and a diminished sense of personal accomplishment. Conversely, these nurses were more likely to report higher levels of work engagement than their less resilience.ConclusionThe COVID-19 pandemic offers important lessons learned about promoting the well-being of the nursing workforce and protecting against adverse job outcomes. While we identified resilience as a significant predictor of several nurse outcomes, other work environment factors should be considered. Government and hospital administrations should allocate resources for individual and organizational-level interventions to promote resilience among frontline nurses so that hospitals will be better prepared for the next public health emergency and patient and nurse outcomes can be optimized.

Does the level of burnout differ between occupational groups in Lithuania?

The strain on workers of the healthcare system and education sector increased psychological distress and burnout. This study aimed to distinguish the occupational group that is the most affected by occupational burnout and to reveal the scope of psychosocial risk factors among each occupational group. This is a cross-sectional study that analyzed burnout syndrome among 1,046 participants of different occupational groups in association with psychosocial work environment factors in Lithuania. The anonymous questionnaire was composed of the standardized Job Content Questionnaire (JCQ), and the Copenhagen Burnout Inventory (CBI). To find out associations between psychosocial work environment factors and burnout dimensions, a multiple logistic regression model using the stepwise method was applied. The burnout levels in all three dimensions (personal, work-related, and client-related burnout) were significantly higher in physicians' and nurses' groups compared with public health professionals, teachers, and managers (p < 0.05). The job demands were associated with the personal burnout subscale for all occupations, except public health specialists - each one-unit increase of this variable significantly increased the probability of personal burnout from 10 to 16%, respectively by the occupation. Co-worker support was found to have a buffering effect for all occupational groups, except managers - and significantly reduced personal burnout for physicians (OR = 0.80), nurses (OR = 0.75), public health specialists (OR = 0.75), and teachers (OR = 0.79). The burnout levels in all three dimensions differed between occupational groups: there were significantly higher in physicians' and nurses' groups compared with public health professionals, teachers, and managers. Considering the occupational preventive measures in the healthcare sector attention should be paid to the reduction of workload and ensuring good relations between co-workers.

BURNOUT: A PERVASIVE CHALLENGE THREATENING WORKPLACE WELL-BEING AND ORGANIZATIONAL SUCCESS

Objective: This study aims to tackle the increasing prevalence of employee burnout by introducing a novel hybrid methodology employing Bayesian networks and fuzzy logic. This approach seeks to identify and address burnout risks comprehensively. Theoretical Framework: Drawing from burnout theories alongside Bayesian networks and fuzzy logic, this research establishes a robust foundation for understanding burnout complexities and evaluating the efficacy of the proposed hybrid approach. Method: The methodology encompasses a model development phase utilizing OpenMarkov and FisPro to integrate Bayesian networks and fuzzy logic. Data collection involved a multifaceted approach including surveys, expert interviews, and a thorough review of literature focusing on workload, work environment, psychology, and other pertinent factors influencing burnout. Results and Discussion: Findings indicate that burnout tends to manifest at lower levels in scenarios characterized by weak communication, high workload, and low obstacles, while it escalates in situations marked by weak communication, occasional workload spikes, and moderate obstacles, among other contributing factors. These results are analyzed within the context of the theoretical framework, emphasizing their implications for individual well-being and organizational success. Research Implications: This study provides actionable insights for companies, particularly human resources managers, to bolster employee psychological support systems and advance organizational objectives. Proactively addressing burnout risks can enhance both employee well-being and overall organizational performance. Originality/Value: By proposing a hybrid methodology that merges Bayesian networks and fuzzy logic to comprehensively tackle burnout risks, this research contributes to the existing literature. The innovative methodology and practical implications underscore the significance and applicability of this study for organizations striving to mitigate burnout within their workforce.

The study on workload analysis of construction workers operating at elevated jobsite using wearable physiological monitor

ABSTRACT Occupational accidents and casualties in the construction industry are ranked first among all industries. Construction workers are urged to avoid increasing workload and fatigue due to work environment factors in the jobsite with specific hazards of high risk. The present study adopts the photoplethysmography (PPG) monitoring technology of the wearable wristband for monitoring the heart rate (HR). The study establishes the heart rate schema of the workers, evaluate their workload levels, and verify the physiological impact of working at elevated jobsite on the workload through a statistical T-test. In this study, the T-test in pairs reaches the results of 15-minute time interval unit is the most suitable data analysis interval. The worker working in an elevated environment increases heart rate due to the afraid of height and relatively reduce the worker’s ability to adapt to tasks with high physical demands. It is estimated that more than 10% of working time increased from moderate to heavy workload.

Protective and risk factors of workplace violence against nurses: A cross‐sectional study

AbstractAimsTo describe how workplace violence (WPV) is experienced by nurses in hospitals and community services and identify protective and risk factors.MethodsAn online cross‐sectional national study was conducted from January to April 2021 in Italy. Hospitals and community services were involved in the study. The survey combined the adapted and validated Italian version of the Violence in Emergency Nursing and Triage (VENT) questionnaire, which explores the episodes of WPV experienced during the previous 12 months, the Practice Environment Scale of the Nursing Work Index (PES‐NWI) and some additional questions about staffing levels extracted from a previous RN4CAST study. Nurses working in all clinical settings and community services were invited to participate in the survey. Descriptive and inferential statistics were used for data analysis. We adhered to the STROBE reporting guidelines.ResultsA total of 6079 nurses completed the survey, 32.4% (n = 1969) had experienced WPV in the previous 12 months, and 46% (n = 920) reported WPV only in the previous week. The most significant protective factors were nurses' age, patients' use of illegal substances, attitude of individual nurses and considering effective the organization's procedures for preventing and managing episodes of violence. The most significant risk factors included workload, recognizing violence as an inevitable part of the job, patients' cultural aspects and patients' agitated behaviour. The frequency of WPV was significantly higher in certain areas, such as the emergency department and in mental health wards.ConclusionWorkplace violence (WPV) against nurses is a very frequent and concerning issue, especially in hospitals and community services. Based on our findings, integrated and multimodal programmes for prevention and management of WPV are recommended. More attention and resources need to be allocated to reduce WPV by improving the quality of nurses' workplace environment and implementing violence‐free policies for hospitals.Implications for the Profession and/or Patient CareImpact Workplace verbal and physical violence is a widespread phenomenon, both in hospital and community settings, and even during COVID‐19 pandemic. This problem is exacerbated by the lack of effective reporting systems, fear of retaliation and the tendency to consider violence as an inevitable part of the job. The characteristics of professionals, patients, work environment and organizational factors are involved in the spread of workplace violence, determining its multifactorial nature. Integrated and multimodal programmes to prevent and manage of workplace violence are probably the only way to effectively counteract workplace violence against nurses. Healthcare policymakers, managers of hospital and community services need to proactively prevent and effectively manage and monitor episodes of violence. Nurses need to feel protected and safeguarded against any form of verbal or physical violence, to provide high‐quality care in a totally safe environment. Patient or Public ContributionNo patient or public contribution.

Nurses’ perspectives on professional self-concept and its influencing factors: A qualitative study

BackgroundNurses with a strong professional self-concept tend to exhibit a positive mindset and strong work engagement, delivering high-quality patient care. Although numerous quantitative studies have examined the factors impacting professional self-concept, there remains a limited exploration of these factors from the perspective of nurses themselves.MethodsThis qualitative descriptive study uses the PERMA theory and Social Cognitive Theory as the theoretical framework. Semi-structured interviews were conducted with 15 nurses from six public hospitals in China. The data were analyzed thematically using a combination of inductive and deductive approaches.ResultsNurses’ understanding of professional self-concept could be divided into four categories: professional identity, competence, care, and knowledge. Factors influencing nurses’ professional self-concept were categorized into eight subthemes in three domains: (1) personal factors, including psychological qualities and attitude towards the nursing profession; (2) occupational-related behavioral factors, including role-oriented behavior and knowledge-oriented behavior; and (3) work environment and external factors, including external evaluation and perceptions of nurses, time allocation, nursing work tasks, work atmosphere, school education, and perceived supports.ConclusionsThis study found that, although nurses had different personal experiences, their perceptions of professional self-concept were similar. Nurses’ professional self-concept is a multidimensional concept and involves various factors, such as personality, work-related characteristics, environment, and family. To thrive in a nursing career, nurses must discern the factors that can enhance or hinder their professional self-concept. By identifying and adjusting these factors, personalized support and positive interventions can be tailored to meet nurses’ specific needs, which ultimately nurtures their professional development.Trial registrationThis study was registered on December 14, 2022, in the Chinese Clinical Trial Registry (ChiCTR2200066699) as part of our ongoing study.

Analysis on the relationship between accident ratio of machinery, metal, and non-metal mineral product manufacturing and improvement ratio of risk factors classified according to the KRAS

Currently, 76.6% of businesses in South Korea that are required to appoint safety managers have outsourced their safety management tasks to specialized safety management institutions. As a result, the role of these institutions is crucial. However, these institutions lack standardized inspection items for workplaces, and there are no specific regulations that enforce the improvement of identified risk factors in the submitted inspection reports. This leads to a low improvement rate and a lack of reduction in the accident rate. This study focuses on 10 businesses in the machinery, metallic, and non-metallic mineral products manufacturing industry in the southern region of Gyeonggi Province, South Korea. Over a period of three years, the contents of inspection reports submitted by these businesses were classified into six categories: mechanical factors, electrical factors, chemical(substance) factors, biological factors, task-specific factors, and work environment factors, according to the Korea risk assessment system(KRAS) classification. Regression analysis and Pearson correlation analysis were conducted to find out the relationship between the improvement rate and the accident rate. The results of the regression analysis confirmed that the improvement rate of risk factors provided by specialized safety management institutions significantly affects the accident rate in the workplace. The correlation analysis results indicate a significant correlation between the improvement rates and accident rates of the five factors excluding biological factors for which no inspection items were identified. Based on these findings, the study identified inspection items within the reports that had a low improvement rate and were repeatedly pointed out. Additionally, priority improvement items were derived based on the industry's characteristics. This study proposes checklists that can be utilized for safety inspections in the machinery, metallic, and non-metallic mineral products manufacturing industry. It is expected that by utilizing these safety inspection checklists, the accident rate in these workplaces can be reduced.

Systematic RADaR analysis of responses to the open-ended question in the Culture of Care Barometer survey of a Dutch hospital

ObjectivesSystematically measuring the work environment of healthcare employees is key to continuously improving the quality of care and addressing staff shortages. In this study, we systematically analyse the responses to...

Review Article] Measurement Tools to Evaluate Psychosocial Factors in a Changing Work Environment: A Rapid Literature Review

This literature review examines the measurement instruments and questionnaires used to assess psychosocial factors in work environments. The focus is on their applicability across diverse professional settings. The review begins with identifying keywords and MeSH/EMTREE terms. Searches were then conducted across multiple databases and grey literature sources. The screening process identified 60 relevant articles. From these, 30 were selected to discuss the validity and reliability of various scales. The Copenhagen Psychosocial Questionnaire (COPSOQ) was found to be the most commonly used instrument, followed by the Job Content Questionnaire (JCQ), the Effort-Reward Imbalance (ERI) model, and the NIOSH General Job Stress Instrument. In Colombia, the evaluation of psychosocial risk factors in organizations is conducted using the _Batería de Instrumentos para la Evaluación de Factores de Riesgo Psicosocial_. This assessment provides a detailed evaluation of both intra-laboral and extra-laboral occupational psychosocial risk factors. Regarding reliability, all instruments identified and reviewed in this article had Cronbach's alpha values ranging from 0.7 to 0.9, indicating acceptable to excellent internal consistency, reliability, and validity for evaluating psychosocial risk factors in a representative work environment sample. Although each instrument is useful, adapting to evolving workplace dynamics is necessary for more comprehensive evaluations. The article emphasizes the impact of the COVID-19 pandemic on work arrangements, specifically remote and hybrid work, and highlights the need to evaluate psychosocial risk factors. The review provides insights into the changing landscape of work and the importance of addressing psychosocial factors to promote employee well-being and organizational effectiveness.

The Influence of Workload and Working Environment on Employee Performance through Job Satisfaction as a Mediation Variable at CV. Kebab Bosman Food Indonesia

Purpose: The purpose of this research is to investigate the impact of workload and work environment on employee performance, with job satisfaction acting as a mediating variable, specifically focusing on CV Kebab Bosman Indonesia Food. The study addresses existing challenges related to employee performance, work standards, and goal-setting within the company, aiming to identify factors contributing to suboptimal performance and subsequent decline. By examining these relationships, the research seeks to contribute to the understanding of human resource management dynamics within the company context. Methods: This research adopts a quantitative approach, utilizing statistical methods to analyze data collected from CV Kebab Bosman Indonesia Food in Surabaya, East Java. A sample of 50 employees across various levels was selected through a saturated sampling technique. Data collection involved assessing workload, work environment, job satisfaction, and employee performance. Statistical analysis techniques were applied to explore the relationships between these variables and examine the mediating role of job satisfaction in influencing employee performance. Results and discussion: The analysis revealed significant relationships between workload, work environment, job satisfaction, and employee performance within CV Kebab Bosman Indonesia Food. Specifically, findings indicated that workload negatively affected job satisfaction, while the physical work environment had a positive and significant impact on job satisfaction. Furthermore, the study suggests that job satisfaction partially mediated the relationship between workload, work environment, and employee performance. These results imply the importance of addressing workload management and enhancing the work environment to improve job satisfaction and subsequently enhance employee performance within the company. Implications of the research: The findings of this research hold several implications for both theory and practice. From a theoretical perspective, the study contributes to existing literature by elucidating the complex interplay between workload, work environment, job satisfaction, and employee performance. Practically, the insights gained from this research can inform human resource management strategies aimed at enhancing employee performance within CV Kebab Bosman Indonesia Food and similar organizations. By addressing workload issues and optimizing the work environment, companies can foster greater job satisfaction, leading to improved employee performance and overall organizational success. Originality/value: This research adds value by exploring relatively underexplored aspects of employee performance dynamics within the context of CV Kebab Bosman Indonesia Food. By investigating the mediating role of job satisfaction and considering both workload and work environment factors, the study offers a comprehensive understanding of the mechanisms influencing employee performance. Furthermore, the findings provide actionable insights for companies seeking to optimize human resource management practices and improve organizational performance. This research sets a foundation for further exploration of factors affecting employee performance and underscores the significance of holistic approaches to human resource management in achieving organizational goals.

Analisis Faktor-Faktor Yang Mempengaruhi Semangat Kerja Karyawan Generasi Milenial Pada Perusahaan Ekspedisi

This research aims to determine and analyze factors that can influence the work spirit of millennial generation employees at expedition companies. The research method used is analysis in the form of mix methods which can be carried out through gradual quantitative-qualitative analysis, namely quantitative data analysis followed by collecting qualitative data analysis. The results of this research show that the most dominant factors influencing the work spirit of millennial generation employees are work environment factors 92%, organization 88%, compensation and benefits 85%, and leadership style 83%. Keywords: Human Resources, Employee Morale, and Millennial Generation

Work Environment and Performance of Junior Business Counselors in DTI Region 02, Philippines

The study focused on evaluating the influence of the work environment on the performance of Junior Business Counselors (JBCs) in the LGU-based Negosyo Center of the Department of Trade and Industry (DTI) in Region 02. Aligned with Sustainable Development Goal 8 (SDG 8) on “Decent Work and Economic Growth,” the research directly contributes to promoting inclusive economic growth, productive employment, and decent work, in line with the United Nations’ objectives. The study used a descriptive-correlational design with 49 purposively selected respondents. Survey questionnaires were employed to examine the physical work environment factors, encompassing size and layout, furnishings, equipment, and location of the workplace. Findings showed that respondents were comfortable in the presence of a working area and receiving space, however, in terms of the office space per se respondents showed discontentment. Moreover, findings also indicated a significant relationship between furnishings and the level of JBC performance, along with a slight but meaningful association between the physical work environment and performance. Thus, efforts should be directed towards optimizing the available space and providing additional amenities to better align with the needs and expectations of JBCs, fostering a positive work environment and potentially enhancing overall performance. Keywords: work environment, employee performance, descriptive-correlational design, LGU-based Negosyo Center

Risk Factors Associated with Medication Administration Errors in Children: A Prospective Direct Observational Study of Paediatric Inpatients.

Limited evidence exists regarding medication administration errors (MAEs) on general paediatric wards or associated risk factors exists. The aim of this study was to identify nurse, medication, and work-environment factors associated with MAEs among paediatric inpatients. This was a prospective, direct observational study of 298 nurses in a paediatric referral hospital in Sydney, Australia. Trained observers recorded details of 5137 doses prepared and administered to 1530 children between 07:00h and 22:00h on weekdays and weekends. Observation data were compared with medication charts to identify errors. Clinical errors, potential severity and actual harm were assessed. Nurse characteristics (e.g. age, sex, experience), medication type (route, high-risk medications, use of solvent/diluent), and work variables (e.g. time of administration, weekday/weekend, use of an electronic medication management system [eMM], presence of a parent/carer) were collected. Multivariable models assessed MAE risk factors for any error, errors by route, potentially serious errors, and errors involving high-risk medication or causing actual harm. Errors occurred in 37.0% (n=1899; 95% confidence interval [CI] 35.7-38.3) of administrations, 25.8% (n=489; 95% CI 23.8-27.9) of which were rated as potentially serious. Intravenous infusions and injections had high error rates (64.7% [n=514], 95% CI 61.3-68.0; and 77.4% [n=188], 95% CI 71.7-82.2, respectively). For intravenous injections, 59.7% (95% CI 53.4-65.6) had potentially serious errors. No nurse characteristics were associated with MAEs. Intravenous route, early morning and weekend administrations, patient age ≥ 11 years, oral medications requiring solvents/diluents and eMM use were all significant risk factors. MAEs causing actual harm were 45% lower using an eMM compared with paper charts. Medication error prevention strategies should target intravenous administrations and not neglect older children in hospital. Attention to nurses' work environments, including improved design and integration of medication technologies, is warranted.