Abstract Background Professional women in China often face multiple burdens such as work pressure, family responsibilities and social expectations, and anxiety symptoms are widespread. Although traditional psychological intervention methods have certain effects, they lack cultural adaptability and philosophical depth. The Japanese wabi-sabi philosophy emphasizes the acceptance of imperfection, impermanence and the beauty of simplicity. Its concept is in line with the traditional Chinese thought of "conforming to nature," and it may provide a new approach for localized psychological care. To expand the cultural integration psychological support model, this study integrates the wabi-sabi philosophy into psychological care and explores its feasibility and effect in alleviating the anxiety of Chinese professional women. Methods A total of 180 professional women who met the screening criteria for anxiety symptoms in enterprises and public institutions of a certain city from June 2023 to May 2024 were selected as the research subjects and divided into the experimental group (n = 90) and the control group (n = 90) by the random number table method. The control group received regular mental health education, including a monthly stress management lecture and the distribution of self-help emotion regulation materials. The experimental group participated in a psychological nursing course guided by the philosophy of wabi-sabi on the basis of conventional education. The Generalized Anxiety Disorder-7 (GAD-7) and the Self-Rating Anxiety Scale (SAS) were used for assessment before the intervention, 5 weeks after the intervention, and 10 weeks after the intervention respectively. And collect the participants' feedback on the course and their subjective experience reports. Results At baseline, there was no significant difference in GAD-7 and SAS scores between the two groups (p>.05). After 10 weeks of intervention, the GAD-7 score of the experimental group decreased to (6.4 ± 3.2) points, and the SAS score decreased to (45.8 ± 7.1) points. The score of GAD-7 in the control group was (9.8 ± 3.9) points, and the score of SAS was (52.4 ± 8.3) points. The decrease in the scores of the two items in the experimental group was significantly greater than that in the control group (p<.01). In terms of symptom relief, the relief rate of anxiety symptoms in the experimental group was 74.4% (67/90), and that in the control group was 51.1% (46/90). The difference was statistically significant (p<.001). Qualitative feedback indicated that the participants in the experimental group showed positive improvements in aspects such as "self-acceptance," "stress cognition reconstruction," and "emotional calmness.". Discussion Psychological care based on wabi-sabi philosophy can effectively alleviate the anxiety symptoms of Chinese professional women and enhance their emotional regulation and psychological adaptability. This model is characterized by cultural integration and practicality, and is easy to be incorporated into daily life. It is suitable as a supplementary intervention method for promoting the mental health of professional groups. It is suggested that in future practice, adjustments be made in combination with the characteristics of local culture, and its long-term effects and applicability to different career stages can be further explored.

Abstract Background In the context of increasingly fierce competition in the workplace, employee mental health issues have become an important issue that cannot be ignored in organizational management. Especially for employees in the early stages of mental illness, they not only face the troubles of the illness itself, but also need to deal with challenges such as work pressure, which poses a high risk of work fatigue and mental health. In this context, incentive mechanisms related to financial management have become an important intervention approach to promote employee mental health. The incentive mechanism of financial management affects employees' material and psychological security through salary design and performance rewards. Therefore, based on the incentive mechanism of financial management, this study explores its intervention effect on work fatigue and mental health of early mentally ill employees, in order to construct an inclusive workplace management system. Methods A total of 80 employees with early-stage mental illness were included in the study, ranging in age from 22 to 45 years old. Participants were recruited through cooperative enterprises and mental health support institutions, all of whom voluntarily participated and were clinically diagnosed to be in the early stage of stable mental illness. Participants were randomly divided into an experimental group and a control group, with an average of 50 participants in each group. The experimental group received a 6-month financial management incentive mechanism intervention, mainly including structural incentives, supportive financial counseling, and normalized feedback. The control group maintained their original salary system and management approach during this period and did not receive any structured incentive interventions. The indicators before and after intervention were tested using the Masler Burnout Inventory General Version (MBI-GS) and the Psychological Resilience Scale (CD-RISC). Use repeated measures analysis of variance to test the intergroup effects of two groups on multiple indicators, with a statistical significance level set at p<.05. Results The total score of MBI-GS in the experimental group decreased from 12.3 ± 3.2 before intervention to 8.1 ± 1.5 after intervention, significantly better than the control group (p<.001). The total score of MBI-GS in the control group did not change significantly before and after intervention (p>.05). The total score of CD-RISC in the experimental group showed a reduction in depressive symptoms, from 22.0 ± 5.2 before intervention to 30.0 ± 4.8 after intervention, and the total score after intervention was significantly better than that of the control group (p<.001). Discussion The structured financial management incentive mechanism designed for research has a significant effect on improving the work fatigue and mental health of early mentally ill employees. After intervention, the experimental group showed a significant decrease in MBI-GS score and a significant improvement in psychological resilience, and the improvement was statistically significant.

Abstract Background The social work pressure on educators has become a prominent issue in the global education sector. Long-term exposure to high social work pressure can lead to a significant decline in the mental health of educators, which in turn affects teaching quality and student development. Positive psychology intervention, as a technical means focusing on individual strengths and enhancing psychological capital, has shown good application prospects in the field of workplace stress relief. However, there is a lack of specialized research on the social work stress of educators. Therefore, the study aims to examine the effect of positive psychological intervention on alleviating the social work stress of educators through randomized controlled trials and long-term follow-up. Methods The research adopted a randomized controlled trial design. A total of 210 educators from 12 primary and secondary schools in a certain province were selected as the research subjects and randomly and equally divided into the Intervention Group (IG) and the Control Group (CG). Among them, the intervention group received an 8-week comprehensive positive psychology intervention. The key intervention contents included strength identification and application training, gratitude expression and positive emotion cultivation, cognitive reconstruction and stress coping skills training, as well as professional meaning and goal setting. The control group received no intervention and only carried out routine teaching work. The research adopted the Social Work Stress Scale (SWSS) and the Psychological Capital Questionnaire. PCQ and Maslach Burnout Inventory (MBI) were used as measurement tools, and data were collected respectively after the intervention (T1) and 3 months after the intervention (T2). Data analysis was conducted using SPSS 26.0 statistical software, and the intervention effect was verified through methods such as independent sample t-test and repeated measures analysis of variance. Results The research results are shown in Table 1. As can be seen from Table 1, in the T1 stage, the total SWSS score (42.38) and the total MBI score (36.50) of the intervention group were significantly lower than those of the control group (SWSS = 60.14, MBI = 58.29), while the total PCQ score (89.47) was significantly higher than that of the control group (50.36). And the differences between groups of each index were statistically significant (p<.001). In the T2 stage, the above indicators of the intervention group were still significantly better than those of the control group, indicating that the intervention effect was sustainable (p<.001). It indicates that the effect of positive psychology intervention on alleviating the social work pressure of educators is sustainable. Discussion Research shows that positive psychology intervention has a significant effect on alleviating social work stress for educators and has good sustainability, with the effect lasting for more than three months. This provides more comprehensive theoretical and practical support for promoting the construction of a mental health service system for educators.

Abstract Background With the acceleration of the pace of modern society, the working pressure faced by office workers is increasing, and the incidence rate of generalized anxiety disorder (GAD) is also rising. Generalized anxiety disorder is a common psychological disorder characterized by persistent, excessive worry and tension, often accompanied by physical symptoms such as palpitations, sweating, and tremors. Piano music therapy can improve emotional states through the coordination of rhythm and melody, and alleviate anxiety symptoms by changing individuals' cognitive patterns and behavioral habits. Therefore, this study explores the therapeutic effect of piano soothing music combined with cognitive-behavioral therapy on GAD in office workers. The purpose of the study is to improve the management experience of generalized anxiety disorder and promote the mental health development of office workers. Methods The study used a randomized controlled trial method to evaluate the intervention effect of piano soothing music integrated cognitive-behavioral therapy on GAD in office workers. The study used 160 office workers diagnosed with GAD as experimental subjects, and randomly divided the participants into a cognitive-behavioral group and a fusion group, with 80 people in each group. The cognitive-behavioral group only received cognitive-behavioral therapy, while the fusion group received both piano soothing music and cognitive-behavioral therapy. Intervention once a week for 8 weeks. Before and after intervention, the Hamilton Anxiety Scale (HAM-A) and Beck Anxiety Inventory (BAI) were used to assess participants' anxiety levels. Results The experimental results showed that before intervention, the average HAM-A score of the cognitive-behavioral group was 19.2, while the average HAM-A score of the fusion group was 19.8, and the difference between the two groups was not significant (p> .05). After intervention, the average HAM-A score of the cognitive-behavioral group was 14.0, while the average HAM-A score of the fusion group was 11.9, with a significant difference between the two groups (p<.05). Meanwhile, the average BAI score of the cognitive-behavioral group before intervention was 18.3, and the average BAI score of the fusion group was 18.1, with no significant difference between the two groups (p>.05). After intervention, the average BAI score of the cognitive-behavioral group was 11.4, while the average BAI score of the fusion group was 9.5, with a significant difference between the two groups (p<.05). Experiments have shown that piano soothing music combined with cognitive-behavioral therapy has a more significant effect in the intervention treatment of GAD in office workers. Discussion The study analyzed the intervention effects of different intervention methods on GAD in office workers through controlled experiments. The results showed that after intervention, the HAM-A score and BAI score of the fusion group were lower than those of the cognitive-behavioral group. The results of the study support the effectiveness of combining piano soothing music with cognitive-behavioral therapy in treating GAD. Music may enhance the effectiveness of cognitive-behavioral therapy by regulating emotions and reducing physiological stress responses. At the same time, the diversity and flexibility of music therapy materials can be personalized while facing patient differences. In future research, the study will expand the materials and forms of music therapy methods, providing reference for the promotion and application of clinical practice.

Abstract Background With the rapid development of e-commerce and modern supply chains, the size of the logistics industry continues to increase, and their work is characterized by high intensity, high timeliness, and high risk. Long term work pressure, irregular sleep patterns, and occupational safety hazards make this group a high-risk group for emotional disorders. Exploring the characteristics of emotional disorders among logistics employees and evaluating the effects of structured nursing intervention are of great practical significance for ensuring the healthy development of the industry and improving the well-being of employees. By analyzing the epidemiological characteristics of emotional disorders among logistics practitioners and testing the intervention effect of a structured evidence-based nursing model, this study aims to provide empirical evidence and feasible intervention plans for promoting mental health of this group. Methods This study adopts a mixed research method and conducts a cross-sectional survey to conduct sample evaluations on employees in a large logistics hub. From the participants who were screened to have mild to moderate symptoms of anxiety or depression, 160 people were randomly selected and divided into intervention group (n = 80) and control group (n = 80). The intervention group received an evidence-based structured cognitive behavioral and supportive group care model, which included: psychoeducation, stress cognitive restructuring, relaxation training, problem-solving skills and peer support group activities, once a week for 90 minutes each time. The control group received routine mental health brochures. Before the intervention, at the end of the intervention and 3 months after the intervention, the Generalized Anxiety Disorder Scale (GAD-7), Patient Health Questionnaire (PHQ-9), Occupational Burnout Inventory (MBI-GS) and Short Form of Quality of Life (SF-12) were used for evaluation respectively. Repeated measures analysis of variance and multiple regression analysis were used to process the data. Results The results showed that the detection rate of anxiety symptoms among logistics employees was 38.2%, and the detection rate of depressive symptoms was 31.6%, significantly higher than that of the general adult population. The end of the 8-week intervention and at the 3-month follow-up, the emotional exhaustion and depersonalization dimension scores of the intervention group in GAD-7, PHQ-9 and MBI-GS were significantly lower than those in the control group (p<.01), while the mental health dimension score of SF-12 was significantly improved (p<.01). The results show that the proposed evidence-based nursing model can effectively alleviate the emotional disorder symptoms of logistics practitioners, reduce work burnout. Discussion This study shows that an evidence-based nursing model that integrates cognitive behavioral techniques and peer support systems can effectively alleviate the anxiety and depression symptoms of this group, reduce occupational burnout, and improve their subjective mental health. Mental health intervention for high-pressure occupational groups such as logistics should go beyond individual psychological adjustment, embed awareness of the stress of the occupational environment, and focus on building supportive social networks. Future research will further explore comprehensive strategies that combine such psychological intervention with the optimization of organizational management of logistics enterprises to achieve more fundamental and extensive health promotion.

Against the backdrop of medical tax reform and escalating doctor-patient conflicts, the workload of nurses in China has surged, with resignation rates rising year after year. Based on this context, this study draws on resource conservation, social cognition, and ecosystem theories to construct an intermediary model of ‘work pressure → self-efficacy → work engagement,’ and introduces social support as a moderating variable to establish a moderated intermediary model. In terms of sampling methods, stratified cluster sampling was employed to select 765 clinical nurses from first- to third-level hospitals in Province S, China, for a cross-sectional questionnaire survey. The study results revealed: first, work stress significantly negatively impacts work engagement (β = –0.170, p < 0.001); Second, self-efficacy partially mediated this relationship, with work stress reducing work engagement by lowering self-efficacy, accounting for 10.88% of the total effect; Third, social support significantly moderated the effect of work stress on work engagement, with social support significantly alleviating the negative impact of work stress on work engagement; Finally, the moderated mediation model holds true, with social support significantly moderating the first half of the mediation chain ‘work pressure—self-efficacy—work engagement.’ Specifically, when nurses receive higher levels of social support, the negative chain of work pressure reducing work engagement by weakening self-efficacy is significantly buffered; conversely, in low-support situations, this negative transmission is more pronounced. The findings of this study suggest that hospitals can effectively break the vicious cycle of ‘high stress—low self-efficacy—low work engagement’ by strengthening self-efficacy training and establishing blended online and offline support networks. This approach provides feasible strategies for stabilising the nursing workforce and enhancing patient experience under the DRG reform framework.

Against the backdrop of increasingly fierce market competition and accelerating work rhythms, the work and life pressures faced by employees continue to rise, and mental health issues have gradually become key factors affecting enterprise development and employee well-being. Effective stress management and a sound psychological support system are not only important foundations for ensuring employees’ physical and mental health but also inherent requirements for improving enterprise organizational efficiency and enhancing core competitiveness. Based on this, this paper conducts research on employee stress management and psychological support, elaborates on the existing problems in current employee stress management and psychological support, analyzes the important value of carrying out related work, and then puts forward targeted countermeasures, providing useful references for enterprises to improve their employee stress management and psychological support levels.

To compare the static stiffness index (SSI) between a compression garment and a ReadyWrap (Venosan, Brazil) adjustable compression garment (ACG), and analyse the clinical factors associated with increased SSI in patients with breast cancer-related lymphoedema (BCRL). In this cross-sectional study, working pressure (WP) and resting pressure (RP) were assessed using a PicoPress device (Venosan, Brazil) positioned under the biceps muscle in the arm region. The SSI was calculated as the absolute and relative difference between the RP and the highest WP recorded during muscle contraction. The study included 76 patients with a mean age of 61.7±12.6 years. During compression garment use, the mean RP was 21.9mmHg and mean WP was 40.0mmHg during biceps brachii contraction, resulting in an absolute SSI of 18.1mmHg and a relative SSI of 43.6% (p<0.001). For the ACG, the mean RP was 19.3mmHg and mean WP was 63.1mmHg, resulting in a mean SSI of 43.8mmHg and a relative SSI of 68.7% (p<0.001). The ACG produced an SSI 25.7mmHg greater than the compression garment, a 25.1% relative difference (p<0.001). The compression garment showed a higher SSI in early-stage versus advanced-stage patients (8.2%; p=0.003) and in those with conservative surgeries versus mastectomy (8.3%; p=0.005). No SSI difference was observed for the ACG when considering tumour characteristics and oncological treatment. The SSI was greater with ACG use compared with the compression garment. Patients who had breast-conserving surgeries and early-stage tumours showed the highest SSI when using the compression garment. No SSI differences were found regarding patient demographic, clinical, tumour or treatment characteristics during ACG use.

This study systematically investigates the influence of key magnetron sputtering parameters—working pressure, sputtering power, and nitrogen doping—on the growth, microstructure, and functional properties of indium tin oxide (ITO) thin films. Through a designed experimental matrix, the deposition kinetics, crystallographic structure, chemical bonding states, and electrical resistivity were characterized to establish clear process-structure-property relationships. The results reveal that increasing the working pressure enhances oxygen vacancy concentration, which dominates the reduction in electrical resistivity despite a degradation in crystallinity. Higher sputtering power improves film crystallinity and dopant activation, synergistically optimizing carrier mobility and concentration. Nitrogen incorporation introduces complex doping effects, initially passivating oxygen vacancies to lower resistivity at low partial pressure but forming carrier-trapping nitride phases at higher levels, leading to increased resistivity and amorphization. This work provides a mechanistic understanding of parameter-controlled defect engineering and microstructure evolution in ITO films, offering practical guidance for tailoring their optoelectronic performance for advanced transparent electrode applications.

Digital transformation has encouraged organizations to adopt Artificial Intelligence (AI), which has important implications for employees’ working conditions and performance. This study aims to analyze the effects of AI adoption, work pressure, and psychological resilience on job satisfaction and its implications for employee performance in Bekasi, Indonesia. The study uses a quantitative approach with Structural Equation Modeling (SEM). Data were collected from 200 employees who are involved in AI-based organizational systems. The results show that AI adoption has a positive and significant effect on job satisfaction (β = 0.134; t = 1.856) and employee performance mediated through increased task efficiency and more accurate decision-making. In contrast, work pressure has a positive and significant effect on job satisfaction (β = 0.372; t = 4.614), indicating that excessive job demands can reduce job satisfaction and performance. Psychological resilience emerges as an important factor in maintaining emotional stability and employees’ ability to adapt to stress, which positively affects job satisfaction. Furthermore, job satisfaction has a direct effect on employee performance, showing that more satisfied employees tend to perform better. This study concludes that successful AI integration requires a balance between technological innovation and employee well-being, supported by resilient development programs and supportive organizational policies.

Burnout is a multidimensional psychological response to chronic work stress, characterized by emotional exhaustion, depersonalization, and diminished personal accomplishment. In this paper, we introduce “Psycho-tribology”—a pioneering multidisciplinary framework that analogizes psychological burnout to mechanical wear in engineering. Drawing on a wear equation, the authors propose a conceptual model where work pressure parallels mechanical load, resilience functions as material hardness, and coping strategies act as “lubricants” to minimize friction. Preliminary findings highlight that while heavy workloads universally exacerbate burnout markers, specific factors such as recognition and person-organization fit serve as critical resources that mitigate emotional exhaustion. Conversely, compulsive work investment can paradoxically increase personal achievement despite rising depersonalization. By calculating a “personal wear coefficient,” organizations can move beyond traditional surveys to objectively predict employee-job compatibility. This innovative approach offers a transformative tool for human resource management, potentially increasing workforce retention and ethical hiring practices by matching individual resilience coefficients to the attrition potential of specific professional roles.

Nursing staff shortages and the loss of nursing talent resources remain persistent global challenges. Work stress, job satisfaction, and occupational burnout are key factors influencing nursing staff turnover intentions. Examining the interrelationships among these four variables can provide deeper insights into turnover issues among critical care nurses. To examine the relationship between work stress and turnover intention among nurses in intensive care units. Additionally, this study aims to explore the mediating roles of occupational burnout and job satisfaction, thereby investigating the underlying mechanisms linking work stress, job satisfaction, occupational burnout, and turnover intention within the nursing population. A cross-sectional survey was conducted among 257 intensive care unit nurses. Study variables included job stress, job satisfaction, occupational burnout, and turnover intention. Key data underwent bivariate Spearman correlation analysis and mediation analysis using SPSS 27.0 and R 4.4.2. Job stress was negatively correlated with job satisfaction (r = -0.704, p < 0.01) and positively correlated with burnout (r = 0.616, p < 0.01) and turnover intention (r = 0.758, p < 0.01). Job satisfaction significantly negatively influenced turnover intention (r = -0.742, p < 0.01), while occupational burnout significantly positively influenced turnover intention (r = 0.663, p < 0.01). The structural equation model demonstrated good fit (χ 2/df = 2.55; CFI = 0.93, TLI = 0.92; RMSEA = 0.077). Job stress significantly and directly influenced turnover intention (β = 0.23, p = 0.003), while job satisfaction (β = 0.098, 95% CI: 0.046-0.153) and occupational burnout (β = 0.083, 95% CI: 0.045-0.132) concurrently mediated the relationship between job stress and turnover intention. In the overall effect of work pressure on turnover intention, indirect effects (through job satisfaction and burnout) collectively account for 56.56%, while direct effects account for 43.44%. This study examined the relationship between job stress and turnover intention, as well as the direct and indirect effects of enhancing job satisfaction and reducing occupational burnout on lowering nurses' turnover intention. It provides theoretical foundations and practical implications for mitigating nurse turnover issues.

An efficient thermal management system (TMS) is essential for ensuring hybrid-electric aircraft (HEA) can handle the significant heat rejection required by electrified propulsion. This paper presents a system-level analysis of a compact P2PL TMS for a 1.4 MW battery generating a 70 kW heat load. A modular modeling method was used to size the key components, and then dynamic simulations were conducted under varying environmental conditions. The results indicate that a compact TMS weighing 22 kg can be developed, with a condenser heat transfer area of 26.20 m2 and operating with a refrigerant mass flow rate of 0.56 kg/s while maintaining low pump power consumption at 22 W. This system can successfully regulate a battery’s temperature so that it remains below 40 °C in both standard (15 °C) and cold (−20 °C) environments. Pressure analysis confirmed the system’s flexibility and its ability to control battery temperature between 27 °C and 38 °C by adjusting the working pressure (6–8 bar). Furthermore, under hot day conditions (40 °C), battery temperature can be maintained at 47.6 °C. Even under extreme conditions (50 °C), the TMS limits the temperature to 57.45 °C, ensuring it stays within the safe operating range.

With the continuous progress of global breastfeeding promotion, breastfeeding for postpartum returning nurses has become an important topic of medical human resource management. Nurses have always assumed a caregiver role, but postpartum nurses are seen as a particularly vulnerable and care-recipient role. Paying attention to the breastfeeding experience of postpartum returning nurses is helpful in improving the work environment of nurses and enhance the overall level of nursing service. To systematically explore and integrate the multi-dimensional challenges of breastfeeding faced by postpartum nurses during their return to work, and to comprehensively analyze the adaptation and support needs. We conducted a systematic search of six electronic databases including PubMed, Web of Science, Cochrane Library, Embase, Chinese National Knowledge Infrastructure and Wanfang to identify relevant qualitative studies. The search time limit was from the establishment of database to February 2025. Literature screening and data extraction were completed by two researchers independently, and the Joanna Briggs Institute criteria for qualitative research was used for evaluation. Results were reported in accordance with the Enhanced Transparency in Integrated Reporting of Qualitative Research statement. Finally, thematic analysis was used for data synthesis. A total of 19 studies were included and synthesized into three analytical themes: (i) breastfeeding attitude, (ii) breastfeeding support, and (iii) breastfeeding control. Analysis of outcomes revealed breastfeeding resilience and support are identified as facilitators, while work pressure and role conflict are identified as hindrances. In addition, breastfeeding attitude was identified as an influencer of breastfeeding. In this review, the breastfeeding practice of postpartum returning nurses is complex, which affects the breastfeeding experience together with their professional identity. Breastfeeding attitude, breastfeeding support, and breastfeeding control are identified as key factors. It is suggested that health institutions should intervene in view of obstacles and improve the breastfeeding support system of postpartum returning nurses.

Abstract This study investigates the optical properties of nine indium gallium zinc oxide (IGZO) thin films deposited under three oxygen partial pressures (OPP) (10, 30, 50%) and three working pressures (2, 5, 10 mTorr). Spectroscopic ellipsometry (SE) data were analyzed with the Cauchy–Urbach (CU) model to extract refractive index (n), extinction coefficient (k), and dielectric functions (ε₁, ε₂). Thicknesses derived from SE agreed with stylus profiler measurements within 10%, confirming the CU model’s reliability. Both n and k decreased with increasing working pressure, reflecting reduced electron density due to fewer oxygen vacancies. While n varied &lt;1% at 623 nm across the OPP range, k and ε₂ were highly sensitive to oxygen incorporation, decreasing by ~54% at 623 nm as OPP increased from 10% to 50%. These results indicate that higher OPP and working pressures suppress oxygen-vacancy–induced sub-gap states, thereby lowering optical absorption in the visible range.

In this pilot study, two all-in-one multicomponent compression systems designed for use in phlebological diseases were evaluated for their sub-bandage resting and working pressure performance, static stiffness index, and wearing acceptance over the course of one week in a cohort of healthy volunteers. This was a prospective, monocentric, observational, within-person randomised controlled pilot comparison study. The investigational device (InD) and the comparator device (CoD) were randomly applied to the lower legs of the participants for continuous wear, both during the day and night, for one week. The sub-bandage resting and working pressures were measured on four visits by pneumatic pressure sensors applied underneath the bandages (day of application, day 1, day 3 and final day). The height of the bandage from the foot sole to the bandage rim was measured to determine the bandage slippage over time. Participants were asked to assess comfort during and at the end of enrolment. The investigators evaluated the padding and skin protection effect of the bandages for each participant. A total of 22 healthy volunteers took part in the study. A mean resting and working pressure within the relevant therapeutic range of 20-40mmHg was achieved with both bandage systems. At application, the mean pressures were 46mmHg with both bandages and dropped to within the therapeutic range by the next day. The mean bandage slippage with both bandages was <5cm on the third day. Both bandages were well tolerated, except for itching, which was experienced significantly more with the CoD than with the InD (mean tolerance rating of at least 'acceptable' in 83% (InD) and 67% (CoD) of participants, as measured on a four-point scale). The participants confirmed 'satisfactory' or greater wearing comfort and ankle mobility (mean rating: 89% (InD) and 93% (CoD) of participants, as measured on a six-point scale). Both bandages achieved therapeutic working pressures and tolerable resting pressures. Both products were well tolerated. Confirmation in a larger cohort of patients with venous leg ulcers in a real-world setting reflecting clinical routine is recommended. The study is registered with ClinicalTrials.gov database (ID NCT06728137).

Background:Nurses play a critical role in healthcare delivery and public health advancement, yet they face numerous challenges such as work pressure, financial constraints, job-related stress, and burnout. This research aims to identify the factors that influence enhancing nurses’ performance in Iranian hospitals, as perceived by experts and stakeholders.Materials and Methods:This qualitative study, conducted in 2024, employed conventional content analysis. Participants included nurses, hospital administrators, human resources specialists, and healthcare policymakers, selected through targeted sampling from university hospitals with varied performance metrics. Data were collected via semistructured interviews and analyzed in three stages: identifying themes, comparing concepts, and categorizing subthemes to extract core concepts.Results:The analysis revealed seven primary themes, 21 subthemes, and 70 specific issues. Key themes included skill and occupational knowledge, job satisfaction, organizational structure and managerial support, nurse involvement and roles, professional growth, standards and service excellence, and professional proficiency in nursing. For instance, the theme of Job Knowledge and Skills encompassed subthemes such as the necessity of domain-specific knowledge, the development of learning opportunities, and the importance of continuing education.Conclusions:The findings indicate that improving nurses’ performance requires a multifaceted approach, focusing on skill and knowledge enhancement, increased job satisfaction, stronger managerial and organizational support, and pathways for professional growth. Continuous educational improving working conditions and robust professional networks are essential to elevate nursing quality and job satisfaction. These insights can inform the development of effective policies to enhance nurses’ performance and improve the overall quality of healthcare services.

This study aims to explore the communication styles and experiences of healthcare workers in enhancing public service communication skills at Petir Community Health Center (Puskesmas Petir) in Tangerang City. Effective communication is a crucial factor in the quality of healthcare services for patients; however, various challenges such as time constraints, differences in patients’ backgrounds, and work pressure often hinder optimal interactions. This research employs a qualitative approach with a case study method, involving in-depth interviews, participatory observations, and document analysis to uncover the experiences, perceptions, and practices of healthcare workers in communicating with patients and the community. The findings indicate that communication skills are improved through internal training, peer mentoring, and the adaptation of communication strategies to match patient characteristics. Additionally, personal motivation, managerial support, and a conducive work environment play significant roles in the successful implementation of communication strategies. The results of this study provide an in-depth understanding of public service communication practices within the community health center context and serve as a basis for recommendations in developing training programs and policies to enhance the quality of interactions between healthcare workers and the community.

Healthcare setups are becoming sophisticated and mechanical, often disregarding human, emotional, and socio-cultural perspectives. This leads to forms of ethical conflicts that may not result in making the right choices for the patient and family members. Bhutan is positioned in a unique socio-cultural context that has strong influence on the core principles of ethical medical practice. The core principles of ethics in medical practice are autonomy, beneficence, non-maleficence and justice. It is observed that a form of relational autonomy may be a dominant force where family members make choices on behalf of patients. The healthcare professionals may be nudging patients and family members towards certain healthcare choices. There are instances in which the treatment decisions made by the healthcare professional is seen as lacking beneficence by family members, while patients’ socio-cultural practices are seen as lacking beneficence by healthcare workers. While health policy and strategy aim at improving health equity, there are instances in clinical practice where distributive justice is breached. With attrition of healthcare workers, distributive justice has come into question as the healthcare workers remaining behind are faced with increasing work pressure, burnout and compassion fatigue. In end-of-life decision making, there are situations of intense conflict regarding resuscitation attempts and continuation of non-life-saving care processes. The medical curriculum for doctors, nurses and traditional medicine physicians includes ethics education as part of their training. This article provides a contextual set-up of how ethical principles intertwine with medical practice in Bhutan.

In today’s competitive and dynamic business environment, work stress has emerged as a critical issue affecting employee performance and organizational effectiveness. Increasing job demands, role ambiguity, work pressure, and work–life imbalance contribute significantly to employee stress levels. This study examines the causes of work stress and analyzes its impact on employee performance. The research explores how stress influences productivity, job satisfaction, absenteeism, and employee morale. Using primary and secondary data, the study provides insights into stress-related challenges faced by employees and suggests managerial strategies to minimize stress and enhance performance. The findings aim to help organizations design effective stress management practices for sustainable growth