Work Environment Factors Research Articles

Research on Factors Influencing Professional Selection of Mine Rescuers

High variation of efforts in the rescue activity entails very difficult demands in nature or intensity, but however limited they may be in the work process, they have an impact on the whole body. The predominance of body functions that are engaged in a professional activity, imprints the characteristics of work capacity. Thus, in the work capacity of underground personnel, whose activity requires a predominant physical effort, a main role is played by the locomotor apparatus and the kinaesthetic analyser and only secondarily by the visual and optical analysers. In the activity of rescue in toxic/explosive/flammable environments, physical and neuro-psychological demands intertwine and combine in an infinite number of variants. The paper will present the work capacity of the rescuers which is determined by a large number of factors: physiological factors, psychological factors, work environment and socio-economic factors.

Occupational exposure to radiation among health workers: Genome integrity and predictors of exposure

The current study aimed to investigate genomic instabilities in healthcare workers who may experience varying levels of radiation exposure through various radiological procedures. It also sought to determine if factors related to the work environment and dosimeter reading could effectively explain the observed genomic instabilities. Utilizing the cytokinesis-block micronucleus assay (CBMN) on peripheral blood lymphocytes, we assessed a spectrum of genomic aberrations, including nucleoplasmic bridge (NPB), nuclear budding (NBUD), micronucleus (MN) formation, and total DNA damage (TDD). The study uncovered a statistically significant increase in the occurrence of distinct DNA anomalies among radiology workers (with a significance level of P < 0.0001 for all measurements). Notably, parameters such as total working hours, average work duration, and time spent in projection radiography exhibited significant correlations with MN and TDD levels in these workers. The dosimeter readings demonstrated a positive correlation with the frequency of NPB and NBUD, indicating a substantial association between radiation exposure and these two genomic anomalies. Our multivariable models identified the time spent in projection radiography as a promising parameter for explaining the overall genomic instability observed in these professionals. Thus, while dosimeters alone may not fully explain elevated total DNA damage, intrinsic work environment factors hold potential in indicating exposure levels for these individuals, providing a complementary approach to monitoring.

Foreword to the Special Issue on "Seafarer's Mental Health and Well-Being".

This special collection encompasses 10 articles that delve into the pressing aspects of seafarers' well-being, mental health, and the workplace. The articles are categorized into 2 broad topics.The first topic, comprising 6 articles, scrutinizes the contributory factors to seafarers' psychological well-being on board, covering sleep problems, food provisions, sexual abstinence, work-life balance, and psychosocial and work environment factors associated with seafaring. Four of these papers also focus on job satisfaction, work effectiveness, and retention in relation to seafarers' psychological well-being. The second topic includes 4 articles on seafarers' mental health assessment and promotion. These articles examine measurement tools for mental health, well-being, and resilience, as well as formal training and technology, including mobile apps, in seafarers' health promotion and education. The insights gleaned from this special collection have the potential to significantly influence the practices of researchers, policymakers, and shipping companies. By shedding light on the need to enhance seafarers' employment characteristics and address the health, safety, and well-being aspects of their work and life, this research can guide these stakeholders to better support seafarers in their crucial role as "key workers."

Dysmenorrhea and Occupational Factors

Aim: To examine the prevalence of dysmenorrhea in the predominantly female nursing profession and investigate the role of occupational characteristics in dysmenorrhea.Background: Studies on working women have mostly examined the effects of dysmenorrhea symptoms on work performance, as opposed to shedding light on the association between work‐related characteristics and dysmenorrhea.Methods: In this cross‐sectional study, we used data obtained from survey 9 of the Korea Nurses’ Health Study. The participants were female nurses of childbearing age. Statistical analysis included descriptive statistics and multivariable logistic regression.Results: Data from 6697 participants were analyzed. Of the total sample, 47.3% had dysmenorrhea. After adjusting for confounders to examine the relationship between occupational characteristics and dysmenorrhea, the odds for dysmenorrhea were 1.230 times higher among women who lifted heavy objects at least six times a day compared to those who did not engage in heavy lifting (95% confidence interval: 1.028–1.473) and 1.042 times higher among women with higher physical fatigue (odds ratio: 1.042, 95% confidence interval: 1.023–1.061).Conclusion: The findings clarify the potential for reducing dysmenorrhea through the improvement of work environment factors. Thus, this study may prove useful for developing educational programs and policies that aim to alleviate dysmenorrhea among working women, including nurses.Implications for Nursing Management: Nursing managers and health policymakers need to understand the factors influencing dysmenorrhea and minimize female nurses’ physical burden by implementing appropriate nurse–patient ratios and improving their work environment.

개업공인중개사의 직무특성요인이 경영성과와 직업안정에 미치는 영향 연구

Licensed real estate agents in Korea are in a state of excessive competition, and it is difficult to maintain them in the long term. This is the result of frequent business closures and turnover due to poor management performance and job satisfaction. Therefore, there is a need for research to improve the job security of real estate agents. Therefore, this study derives the job characteristic factors that affect the management performance of real estate agents in Daejeon and studies the effect of job characteristics on management performance and job stability. In addition, job satisfaction is used as a parameter to verify direct and indirect effects. As a result of verification with structural equation model, it was verified that internal factors such as work ability factors, work spirit factors, work environmental factors, and external factors such as reliability factors and policy factors have a positive (+) effect on management performance. Among the external factors, social factors were found to have no significant influencing relationship. The degree of influence was found in the ranking of work capability factors, work environment factors, reliability factors, and policy factors. Therefore, real estate agents will be able to achieve better management performance through the development of internal factors and understanding of external factors by referring to the above ranking of influence relationships for business performance. In addition, since management performance does not fully guarantee job security, not only real estate agents but also the government and the Korea Association of Realtors should consider measures to improve the job satisfaction of real estate agents.

Analisis Pengaruh Penghargaan, Lingkungan, serta Budaya Kerja terhadap Kinerja Pegawai melalui Displin Kerja sebagai Variable Intervening

The purpose of this study is to reveal how to improve employee performance so that it is effective in improving work quality through the factors of appreciation, work environment, work culture and work discipline in BKPSDM Kab. Jember.. This research begins by developing a framework or research model between Awards, Environment, Work Culture, Work Discipline and Employee Performance. Furthermore, data was obtained from 105 respondents by distributing questionnaires through social media and consisting of open and closed questions. Respondents are employees of BKPSDM Jember. Then, the data obtained were analyzed quantitatively and structurally using Structural Equaition Modeling Method (SEM) using Partial Least Square version 07 program. In this study, it was found that awards have a significant positive effect on the work environment, work culture and discipline at BKPSDM. with direct and indirect path analysis. The conclusion of this study is that all the variables examined in this study have a positive and significant effect on improving the performance of BKPSDM Kab. Jember.&#x0D; &#x0D; Keywords: Islamic Work Ethic, Leadership Style, Motivation, Performance

The work effectiveness and its influencing factors of child directors in China

AbstractImplementing the child director policy is an innovation in China's child protection practice, and the work of child directors aims to provide care and protection services for vulnerable children in communities and villages. According to the person–environment fit theory (i.e., needs–supplies fit), this study evaluated the work effectiveness of child directors and its influencing factors from environmental and personal perspectives. The results revealed that the supportive work environment (i.e., management, training, and supervision) and personal factors (i.e., professional competency and career identity) positively influenced the work effectiveness of child directors, and professional competency and career identity mediated the relationship between the supportive work environment and the work effectiveness. The findings provided evidence for improving the implementation of child director policy in the future.

ปัจจัยที่มีผลต่อประสิทธิภาพการทำงานของบุคลากรสายสนับสนุน วิทยาลัยการเมือง การปกครอง มหาวิทยาลัยมหาสารคาม

This research aimed to study 1) the factors affecting the performance of office staff, supporting line, in the College of Politics and Governance, Mahasarakham University, and 2) the directions for better performance of the office staff, supporting line, working in the College of Politics and Governance, Mahasarakham University. The research applied a mixed method approach comprising qualitative and quantitative. The participants were 33 office staff and 12 heads of office staff. The research tools for data collection were a questionnaire and a set of interview questions. The quantitative data were analyzed by mean and standard deviation. The qualitative data were analyzed by using content analysis. The results revealed that the four factors affecting the performance included Knowledge of work, Working environment, Personal relationships, and Structure of staff duties. In the aspect of directions for better performance, most participants agreed upon the Working environment factor by providing specified working space and the Structure of staff duties factor by organizing a clear job division to enhance better work quality.

Literature Review Faktor Individu, Organisasi dan Lingkungan Kerja Terhadap Kejadian Burnout Syndrome dan Kepuasan Kerja Perawat

This study aims to determine how much influence individual, organizational and work environment factors have on the incidence of burnout syndrome and job satisfaction of nurses in hospitals. This research method uses a literature study method analyzed from several journals, which are related to the topic taken. The results obtained vary, but the majority of research results show that individual, organizational and work environment factors greatly influence burnout syndrome. Individual, organizational and work environment factors contribute to the incidence of burnout syndrome. In conclusion, Burnout syndrome has a negative effect on job satisfaction, meaning that the lower the burnout syndrome, the higher the nurse's job satisfaction. This is because the high performance of nurses causes the level of job satisfaction to increase so that it can reduce burnout syndrome that occurs in nurses. Meanwhile, organizational factors and environmental factors have a positive influence on job satisfaction, so the better the organizational factors and environmental factors, the greater the level of nurse job satisfaction. This is because a supportive work situation and support from superiors and co-workers are able to motivate nurses to develop themselves well while working at the hospital so that the level of job satisfaction increases.&#x0D; Keywords: Burnout, Individual Factors, Environment, Organizational Job Satisfaction

Pengaruh Persepsi Mahasiswa Mengenai Lingkungan Kerja Auditor Dan Faktor Sosial Budaya Terhadap Pilihan Karirnya Sebagai Auditor

This study aims to determine how students' perceptions of the auditor's work environment and socio-cultural factors affect their decision to become auditors in the future. This study covers all undergraduate accounting students at the Faculty of Economics, Sarjanawiyata Tamansiswa University Yogyakarta who are taking auditing courses. A sample of 111 respondents was selected using a purposive sampling technique. The results of data testing show that the decision to become an auditor is influenced by the work environment. On the other hand, socio-cultural factors do not affect the decision to become an auditor.

ANALISIS PENGARUH KESELAMATAN, KESEHATAN, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN BAGIAN WORKSHOP (STUDI KASUS: PT XYZ)

This research was carried out with the aim of evaluating the impact of the working environment, health and safety at work on the performance of workers in the PT XYZ Workshop division. I thought about using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS), and SMARTPLS software uses Least Squares handling for variation. The analysis results show that occupational safety and health factors have a significant influence on employees’ work performance and motivation, while work environmental factors do not have a significant impact on performance. And employee work motivation. Furthermore, work motivation has no effect on employee performance, so it does not play a mediating role in the relationship between safety, health and the work environment and employee performance.

The Effect of Noise and Lighting on the Output of Work Production in Small and Medium-Sized Foundry Enterprises

The main work environment factors which include temperature, lighting, noise, and air circulation are factors that affect the physical, mental, and psychological burden of employees. High physical, mental, and psychological burdens can affect the non-achievement of production output. This is found in Metal Casting SMEs TS Aluminum. The noise level at the TS Aluminum SMEs at the scraping workstation exceeded the normal threshold of 92.42 dB and the lighting at the scraping workstation was below the threshold of 49.8 Lux. This study was conducted to determine the effect of noise and lighting simultaneously or partially on production output at the processing workstation at SMEs TS Aluminum. This study used the multiple linear regression method, with 5 respondents. The equipment used for noise data collection is the Lutron SL-400 Sound Level Meter and lighting is measured using the Lux MeterLX101 A measuring instrument. Based on the results of statistical tests, show that simultaneous and partial noise and lighting variables have a significant positive effect on production output at the processing workstation at SMEs TS Aluminum (p-value &lt; 0.05). Testing the value of multiple coefficients of determination obtained a percentage of 47% of the influence of noise and lighting on productivity variables, while the remaining percentage of 53% was influenced by other variables that were not studied. Suggestions for noise are that SMEs pay more attention to room capacity, pay attention to the layout of employees in filing, installation of room silencers, and workers required to use personal protective equipment (PPE). The lighting suggestion is that SMEs must add lights in every corner of the room so that the lighting is evenly distributed to all rooms.

Health and work-related factors as predictors of still being active in working life at age 66 and 72 in a Swedish population: A longitudinal study.

Health and work environment are known factors in being active in working life beyond legal retirement. To investigate sociodemographic, health and work environment factors as possible predictors of being active in working life at ages 66 and 72. Secondly, investigate eventual changes over time, shortly after a major reform in the Swedish pension system, and predictors of still being active in working life at age 66. We used a longitudinal design with two separate cohorts of people at age 60. One baseline assessment was made in 2001-2003 with two 6 years follow-ups, and one in 2007-2009 with one 6 years follow-up. Data were accessed through a Swedish national population-based study and analysed using logistic regression. To examine possible differences between the two cohorts, interaction terms with each independent variable were analysed. Being a man and working in a profession that requires at least three years of university education predicted that the person would still be active in working life at age 66 and 72. Additionally, having a light level of physical activity at work and being diagnosed with fewer than two diseases, also predicted still being active in working life at age 66. Only physical activity at work showed significant changes over time. Shortly after a major reform of the public pension system, there was an increase in participation in working life after age 66 and 72. However, gender, profession, and health factors are still important considerations regarding older people's participation in working life.

WHAT BRINGS PROFESSIONAL (DIS)SATISFACTION IN DENTISTRY: A SELF-ASSESSMENT OF WORK ENVIRONMENTAL FACTORS АND ORGANIZATIONAL COMMUNICATION

Purpose: To investigate the influence of self-assessed working environment factors and organizational communication on professional satisfaction among dentists in Bulgaria. Material/Methods: A self-administered anonymous questionnaire consisting of 37 items about socio-demographic characteristics, motivation, work environment and economic factors was mailed to a group of 1427 dentists from 107 cities and villages in Bulgaria. Job satisfaction was assessed by using a three-point scale – satisfied, partly and dissatisfied. To search for significant associations statistical package, IBM SPSS Statistics 25.0 was used. The significance level was set at p&lt;0.05. Results: A total of 436 dentists provided duly completed questionnaires (response rate=30.5%). Type of clinical patient-centered activities, availability of dental assistants, working conditions (dental equipment and supplies), and non-clinical activities (sanitary and hygienic duties, document workflow, dental practice management, financial planning, etc.) were significantly associated with job satisfaction (p&lt;0.05). Working hours, proper planning of the working schedule, and dentist-patient interactions were not found to be related to levels of professional satisfaction (p≥0.05). Conclusions: Dentists working under unsatisfactory conditions, without a dental assistant employed, those working only in their specialty and performing sanitary-hygienic and administrative activities, were most likely to be dissatisfied with their jobs.

Nurses' intention to leave their jobs in relation to work environment factors in Polish hospitals: Cross-sectional study.

The lack of nursing staff is a current problem not only in Poland, but also in the world. The decision of nurses to leave the workplace, apart from the financial aspect, often results from unfavourable working conditions related to the work environment. The study was multicentre, cross-sectional. The study was conducted among a group of 1509 nurses employed in surgical and internal medicine wards in 21 hospitals in Poland. The key variables of the study were: the intention of the nurses to leave their jobs, the nurses' working environment, the level of satisfaction, the level of occupational burnout and the number of patients cared for on the last shift, the number of nurses on the last shift. The Practice Environment Scale of the Nursing Work Index (PES-NWI) and the Maslach Burnout Inventory (MBI) questionnaire were used in the research. Almost half of the surveyed nurses (48.84%) declared their willingness to leave their current workplace. The statistical analysis showed that nurses declaring their willingness to quit their job in the hospital where they were employed were significantly younger (42.88 vs. 45.04, p = 0.000), had shorter total length of service overall (19.96 vs. 23.20), and also in the hospital where they were employed (15.86 vs. 18.50, p = 0.000). The increase in the number of patients by one was significantly associated with a 1% increase in the risk of leaving work (OR = 1.01, 95% CI 1.00-1.02). An increase in emotional exhaustion significantly increased the risk of leaving work by 2% (OR = 1.02, 95% CI 0.99-1.03). Younger age of nurses, greater workload resulting from more patients and occupational burnout - emotional exhaustion is correlated with the risk of leaving work in the hospital. A lower risk of leaving the job is associated with a higher level of job satisfaction in the hospital, salary and promotion opportunities. Med Pr Work Health Saf. 2023;74(5):377-87.

Factors Affecting Auditors Decisions to Change Profession

The cornerstone of audit business is human resources – people, their knowledge and skills create the greatest added value in the provision of audit services. It is noticeable that recently audit companies have been facing serious human resource management challenges - it is becoming more difficult to motivate employees to continue their career in the audit business. The article examines what factors affect the decision of Lithuanian auditors to change their profession and leave the audit business. It was determined that the decision of auditors to leave the profession is affected by various factors, which can be grouped into 4 groups: (1) the image of the profession, (2) the environment of the profession, (3) the working environment and (4) the factors of working conditions. The following working conditions and work environment factors were determined to be of highest importance: (1) excessively long working hours, (2) excessive workload, (3) inability to balance work and free time, (4) uncompetitive salary. The research results show that the factors determining the auditors' decision to leave the profession do not differ significantly, regardless of the time when the auditors left the profession. However, it should be noted that auditors who left the profession in later years were more influenced by dissatisfaction with the factors of working conditions (workload, working hours, balancing work and free time, uncompetitive salary). This indicates that in recent years, with the growth of the Lithuanian economy and in general, more availability of different opportunities to pursue a career in various directions, the younger generation of auditors perceive and accept the complexity of audit work and the remuneration for it differently and choose other, more attractive work alternatives.

ANALISIS FAKTOR – FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN PADA PERUSAHAAN MANUFAKTUR DI BATAM

This research aims to determine the impact of motivation, leadership, work environment, organizational culture, work performance and competence on employee performance. The method used was a quantitative method. The research method was carried out by survey, distributing questionnaires randomly in manufacturing companies, the sample obtained was 191 people. The results showed that the dependent variable of employee performance was 66.7% which could be explained through independent variables, namely leadership, motivation, work environment, work performance, organizational culture, compensation and competency, while the rest is explained by factors outside the model. Employee performance is not significantly influenced by motivation factors, leadership factors, work environment factors, work performance factors, and organizational culture factors. Meanwhile, competency and compensation factors have a significant effect on performance. Researchers recommend that further research be able to increase the number of respondents, in-depth literature studies, and expand research objects and variables.

Assessment of work environment factors influencing job satisfaction among mortuary staff in Nairobi City County, Kenya

Background: Job satisfaction has been widely studied as a key factor that influences efficiency and effectiveness among healthcare workforces. However, one notable category that has been largely overlooked by researchers are the mortuary staff in part because of the stigma surrounded in the topic of death leading to them working in deplorable work environments. This study sought to address this gap by examining work environment factors influencing job satisfaction among mortuary staff in selected public and private mortuaries in Nairobi City County, Kenya. Methods: Cross sectional study design, adopting qualitative and quantitative data collection was used in this study. A sample size of 193 respondents were selected from public and private mortuaries. Key Informant interviews were used to provide additional qualitative data. Results: The study revealed that the overall satisfaction level was 44.7%. Chi-square analysis revealed significant relationship between; marital status (p=0.033) and solidarity among employees in the department (p=0.024). However, other factors such as provision of the right tools and equipment (p=0.061), appropriateness of daily working hours (p=0.265) and level of staffing (p=0.264), were not statistically significant in this study. Conclusions: The study revealed a suboptimal job satisfaction level among mortuary staff in Nairobi County. This research calls for a better understanding of the dynamics of job satisfaction among mortuary staff by facility administrators as well as policy makers. Such information is integral to future policy development and decisions about appropriate strategies for intervention.

Productivity Performance Assessment of a Firm: A Case Study of Infrastructural Construction Company in Nigeria

Productivity measures how efficiently production inputs, such as labour and capital, are being used in an economy to produce a given level of output. Productivity growth constitutes an important element for modeling the productive capacity of economies. It also allows analysts to determine capacity utilization, which in turn allows one to gauge the position of economies in the business cycle and to forecast economic growth. The objective of the study is to analyze the impact of productivity, while using the inventory of the construction Company in Nigeria to investigate, measure, plan and control the productivity and performance of a firm. Data used for this study was generated through the firm's annual reports and financial statements. Multiple Linear regression Model developed was used to predict accurately the productivity level of the firm. In order to check the significant and the adequacy of the model developed, the coefficient of correlation(R), coefficient of determination (R2) and adjusted R2 were determined, with an R2 value of 0.983 and an adjusted R2 values of 0.932 obtained indicating that the model is adequate. The result of the study shows that the degree of association and correlation of the data is meritorious. Investigation revealed that factors in both external and internal work environment as well as the firm's policies are unfavorable to the enhancement of labour productivity.

ANALISIS FAKTOR YANG MEMPENGARUHI KINERJA PERANGKAT DESA DENGAN DISIPLIN KERJA SEBAGAI VARIABEL INTERVENING (Studi Kasus di Desa Bercak, Desa Bercak Asri, Desa Kladi. Kecamatan Cermee Kab. Bondowoso)

The aim of this study was to analyze the factors of leadership style and work environment that influence the performance of village officials with Workout discipline as an intervening variable (case study in Bercak Village, Bercak Asri Village, Kladi Village, Cermee District, Bondowoso Regency). The sampling technique used in this research was a saturated sample with a total sample of 44 village officials. Data analysis and hypothesis testing in this research used Partial Least Square Structural Equation Modeling (PLS-SEM)&#x0D; The results of direct effect hypothesis test using Smart PLS 3.0 application showed that leadership style has a positive but not significant effect on work discipline, work environment has a positive but not significant effect on work discipline, leadership style has a positive but not significant effect on performance, work environment has a significant positive effect on performance, work discipline has a significant positive effect on performance, leadership style has nosignificant effect on performance through work discipline, work environment has not significant effect on performance through work discipline.