Workplace Barriers Research Articles

Factors associated with changes in nurses' emotional distress during the COVID-19 pandemic

PurposeThe purpose of this study was twofold: to assess if nurses experienced changes in emotional distress (stress, depression, and anxiety) as the number of patients infected with coronavirus disease 2019 (COVID-19) increased and if there were any sociodemographic, psychosocial, and work environmental influence on the change. MethodsUsing a repeated cross-sectional study design, we collected survey data among 198 South Dakota (SD) nurses. Data were collected in two waves, during the first 12 months of the COVID-19 pandemic in the United States (July and December 2020). Participants completed two online surveys: (a) The Depression, Anxiety, and Stress Scale (DASS-21); and (b) Change Fatigue Scale. Predictive factors were divided into three groups: sociodemographic, psychosocial, and work environment variables. Multiple linear regression models were run to estimate the factors associated with the change in DASS-21 subscale score. ResultsTotal DASS-21 score and scores for all subscales significantly increased from Survey 1 to Survey 2. Significant positive associations were found between change fatigue and workplace barriers with change in depression, anxiety, and stress scores. A linear relationship was identified between self-worry about COVID-19 risk and depression and stress and being male and young were associated with changes in depression. ConclusionsIncrease in emotional distress of nurses as the pandemic progresses is consistent with other studies. It is vital for healthcare organizations to recognize the factors associated with the changes in emotional distress and their role in decreasing the stress levels of nurses.

Workplace Barriers to Return-to-Work Processes

This study identified workplace barriers to return-to-work (RTW) processes through a multiple case study consisting of 38 cases. Sixty-four interviews with employees with mild traumatic brain injury (TBI) and 45 interviews with their managers were conducted in 2017–2020 at T1 (1–3 months after the employees returned to work) and T2 (12–16 months after T1). Workplace barriers were associated with the organizational and psychosocial work environments, TBI knowledge, and char- acteristics of the employee. The role of management was a key aspect across all barriers. Workplace barriers often co-occurred and became increasingly important at T2. At T2, most employees increased their workload, but some still experienced unsupportive management, workplace conflicts, and a low degree of job control. The psychosocial work environment is a main area for workplace barriers. The managers’ knowledge of RTW processes and TBI-related challenges potentially reduce barriers and thereby contribute to balance the needs of the organization and the individual.

Effectiveness of plexiglass barriers in mitigating spread of aerosolized droplets in a cough

Plexiglass barriers have been prevalently used in the workplace during the Covid-19 pandemic as protective measures against the airborne transmission of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) through interactions between potentially infected and uninfected individuals. Doubts have been raised about their effectiveness and concerns have even been expressed about the implications for room ventilation on their overuse. To aid public awareness of the role of such plexiglass barriers, we use flow visualization, aided by particle count measurements, to examine in a laboratory setting the effectiveness of typical workplace barriers in impeding the spread of aerosol-size airborne droplets. Such droplets are emitted in coughs and other respiratory exhalations and serve as modes of transmission for viruses. The visualizations and the supporting particle count measurements indicate that barriers do impede the forward momentum of the droplet-laden airflow jet that result from a cough, but portions of the expelled aerosols can spread around the barriers. Our study suggests that in comparison with the case in the absence of a barrier, a 2.5 ft or higher barrier can reduce the concentration levels of aerosols of size <10 μm on the side of the barrier away from the source by over 90% and those of size <3 μm by over 82%. However, an opening at the bottom of a barrier, for example, representing access for transactions between a worker and customers, can significantly reduce the effectiveness of the barrier. Finally, we illustrate how the aerosol dispersion in this case can be dramatically altered by ambient background airflows.

Nurse and Midwife Workplace Barriers in Bangladesh

Nurse and Midwife Workplace Barriers in Bangladesh

Trigger factors of using Moodle or e-learning by faculty of Medicine and health Sciences College and Education College

There are several obstacles to implementing e-learning. This study aims to identify barriers and facilitators in using Moodle or e-learning by the Faculty of Medicine and Health Sciences, the College of Health Sciences, and the College of Education. This type of research is qualitative research. This research report is based on the SRQR guidelines. The sample used in this study amounted to seven Faculties of Medicine and Health Sciences, Colleges, and Schools of Education. The method used in collecting data interviews. The instrument used in data collection is an interview sheet. The technique used in analyzing the data is descriptive qualitative analysis. The result of this research is that the study reveals three key factors that represent barriers to using Moodle or e-learning from the participants' perceptions. First, individual barriers (educators & students). Second, institutional barriers or workplace barriers. Third, the participants considered the use of social media (Facebook) in the teaching process unprofessional at the academic level. The English competence of Medical and Health Science students is considered the central supporting factor in using e-learning compared to education students. Participants considered the use of Facebook as unprofessional in academic level communication.

Workplace Wellness Program Interest and Barriers Among Workers With Work-Related Permanent Impairments.

Nearly half of U.S. workers have access to workplace wellness programs (WWPs), 58% of workers with access participate. The aim of this study was to assess interest in WWP participation and identify reasons for lack of interest among workers with work-related permanent impairments-a population at elevated risk of adverse health outcomes. Workers who returned to work after a work-related permanent impairment were interviewed 11 to 15 months after workers' compensation claim closure. Qualitative content analysis methods were used to code open-ended responses. Of 560 respondents, 51.4% expressed interest in WWP participation. Numerous adverse health and economic characteristics were associated with WWP interest, for example, interest was expressed by 63.3% of workers reporting fair/poor health status versus 47.1% reporting good/excellent; 56.9% of workers reporting moderate/severe pain versus 41.4% reporting mild/no pain; 64.7% of workers without health insurance versus 50.1% with health insurance; 69.0% of workers reporting depression versus 47.2% without depression; 70.4% of workers reporting obesity versus 48.0% without obesity; and 63.2% of workers often worried about expenses versus 46.9% reporting sometimes/never worried. Specific participation barriers were described by 34.2% of the 272 workers who were not interested. A majority of workers with work-related permanent impairments-particularly those with adverse health and economic characteristics-were interested in WWPs. Many workers who reported no interest cited participation barriers. Further research is needed to determine whether addressing such barriers would enhance equitable access. Those undertaking WWP planning, implementation, and outreach should ensure that WWPs are inclusive and serve workers with disabilities.

The Importance of Scar Cosmesis across the Surgical Specialties: Factors, Perceptions, and Predispositions.

Background:Existing disparities in the perception of scars between patients and practitioners can translate into undesirable physical and psychological outcomes. An understanding of the determinants of surgeons’ perceptions on the importance of scar cosmesis is a first step toward bridging this gap.Methods:In an online survey, surgeons were asked about the extent to which various patient and technical factors affect the importance of scar cosmesis. Additional data were obtained on surgeon characteristics, including their specialty, gender, years of experience, and work sector to investigate potential relationships.Results:A total of 303 responses were obtained from surgeons across six specialties. Based on the survey, the importance of scar cosmesis was rated highest among plastic surgeons and obstetricians and gynecologists, and lowest among orthopedic and vascular surgeons. Compared with surgeons in private practice, publicly employed surgeons’ rating of the importance of cosmesis was lower. The patient’s request for a cosmetic outcome was the most highly rated factor. Regarding the influence of patient demographics on surgeons’ attitudes, scar cosmesis in young and female patients was favored in comparison with older and male patients. Factors that reduced the importance of cosmesis were emergency and late-night surgeries followed by lengthy procedures, large incisions, and busy operative lists.Conclusions:These initial findings highlight a need to investigate means of fostering a more holistic, impartial approach toward scar cosmesis, as well as addressing potential workplace barriers that may prevent surgeons from seeking a more cosmetic result. Greater alignment between the priorities of surgeons and patients may manifest in objective and subjective improvements in patient’s scars and well-being.

Coping Mechanisms Among Youth and Young Adults with Autism Spectrum Disorder in Competitive Employment

<h3>Research Objectives</h3> To explore how youth and young adults with Autism Spectrum Disorder (ASD) cope with stress and anxiety (i.e., normal/typical anxiety) in competitive employment. <h3>Design</h3> An interpretative phenomenological approach involving in-depth interviews. <h3>Setting</h3> Due to the impact of COVID-19, all interviews took place remotely over the phone or through Zoom Communications. Participants were recruited across Canada. <h3>Participants</h3> A purposive sample of 12 youth and young adults with ASD aged 15-30 who were employed or had work experience participated in this study. <h3>Interventions</h3> Not applicable. <h3>Main Outcome Measures</h3> Semi-structured interviews with participants. <h3>Results</h3> Findings indicated that stress and/or anxiety inducers for participants in the workplace included: challenges with social communication at work, tasks at work, impact of COVID-19 on employment experiences, past trauma/experiences impacting ability to work, and personal experiences with disability disclosure. Participants reported using the following coping strategies to combat work-related stress and/or anxiety: (1) problem-focused (i.e., finding ways to solve issues at hand), (2) emotion-focused (i.e., using strategies to reduce negative feelings and emotions), and/or (3) resilience (i.e., pushing through the situation despite feeling stressed and/or anxious). Participants also identified workplace barriers and facilitators, which may impact future occurrences of stress or anxiety. <h3>Conclusions</h3> Uncovering stress and/or anxiety inducers in a workplace setting can help employers be better informed of the potential barriers that are present for employees with ASD, which can lead to better inclusion on the job. The findings from this study have the potential to improve employment outcomes, transition skills, and overall mental health among youth and young adults with ASD in competitive employment. <h3>Author(s) Disclosures</h3> None.

Worker and manager perceptions of the utility of work-related mental health literacy programmes delivered by community organisations: a qualitative study based on the theory of planned behaviour

ObjectivesReluctance to seek help is a leading contributor to escalating mental injury rates in Australian workplaces. We explored the benefit of using community organisations to deliver mental health literacy programmes...

The Wretched of the Work: Anger, Fear, and Hopelessness as Impacts of Experiencing Workplace Racism in British Columbia, Canada

Drawing inspiration from Frantz Fanon’s work on the colonization of racialized subjects, this article illuminates how racial discrimination impacted the wretched of the work, in reference to a group of racialized civil servants, in primarily White institutions of public service in British Columbia, Canada. Specifically, using data from twenty-five in-depth qualitative interviews, the article presents findings on the affective impacts of workplace racism on this group of participants. In this regard, anger is discussed as internalized, nonviolent and pent-up frustration over oppressive everyday microprocesses that presented significant workplace barriers to racialized workers. Subsequently, fear is outlined as shaped by the lingering concerns on the part of racialized subjects over the very real prospects that their employers could retaliate against participants using any pretext and at any given time. Lastly, hopelessness is explicated as the feeling of disempowerment driven by the belief that workplace inequities would persist irrespective of what participants did to seek equal and respectful treatment at work. Ultimately, through outlining findings as anger, fear, and hopelessness, this article adds to the existing body of scholarship on how workplace racism not only leaves an indelible mark on racialized targets but also why it wreaks havoc in employment relations, further reinforcing existing empirical literature on the debilitating impacts of workplace racism. Lastly, in view of the fact that racialized public servants have received scant research attention, the findings underscore the need for publicly-funded employers to address White supremacy and institutional domination in their midst on a priority basis.

Workplace Resilience and Performance: Workload and Organizational Constraints

Resilience is a key construct in the performance of targeted behaviors for solving problems and taking action in the face of adversity. Yet, not much is known about the outcomes of resilience in the workplace. A structural equation model was conducted to explore the relationships between four factors of workplace resilience as measured by the Workplace Resilience Instrument and barriers to performance as measured by the Organizational Constraints Scale and the Qualitative Workload Inventory. Results suggest higher levels of workplace resilience are correlated with the ability to handle greater workloads and organizational constraints. In particular, sense-making emerged as critical to workplace resilience.

Commentary on "Experiential Learning in Pediatric Physical Therapist Education: Challenges and Facilitators".

“How could I apply this information?” This study provides context to how pediatric physical therapy faculty infuse experiential learning (EL) into didactic courses. It illuminates the barriers that exist that challenge the implementation of EL. Faculty can use the findings from this study to justify and advocate for resources (eg, time, semester course schedules, financial support, and teaching loads) needed for pediatric EL activities. Invested stakeholders were identified as a key success factor in EL. Faculty should identify engaged partners and maintain a longstanding relationship. Individual families, early intervention providers, daycares, pediatric outpatient clinics, pediatric hospitals, and public and private schools can support the implementation of EL activities. The findings from this study also provide clinicians with strategies to facilitate EL opportunities. Clinic administrators and managers can proactively identify staff willing to collaborate with academic faculty to develop and participate in EL. Clinicians work directly with children, families, and community partners, which positions clinicians as facilitators of reliable and consistent EL opportunities. Clinicians also need to be advocates within their own workplace for their participation in EL. “What should I be mindful about when applying this information?” The data collected for this study centered on faculty and did not include perspectives from other stakeholders. Further exploration of other stakeholders' perspectives beyond faculty could identify additional key factors that are needed to facilitate EL opportunities. Investigation of home and workplace facilitators and barriers experienced by other stakeholders outside the academic environment will provide guidance for faculty to address the needs of all stakeholders. Data were limited to faculty providing low or high EL opportunities and excluded faculty that provided no EL. Sampling those with the greatest barriers to EL may provide further insight into additional barriers to EL. Marisa Birkmeier, PT, DPT, PCS Department of Health, Human Function, and Rehabilitation, The George Washington University, Washington, District of Columbia Allison Elegbe, PT, MSPT, PCS Herndon, Virginia

WORKING AND STUDYING: CHALLENGES FACED BY THE DIPLOMA NURSE WHILE UPGRADING

Background: Personal development and pursuance of higher education in nursing is considered important for the nurses to stay abreast in the dynamic medical world and promote excellence in practice. There are workplace barriers that cause challenges for nurses who are upgrading as well as after upgrading.&#x0D; Objectives: Determine institution related challenges that determine whether a nurse enrolls in a diploma to degree nursing program, their performance during the program and their decision to hold on to the end &#x0D; Methodology: The study adopted a descriptive cross sectional design, carried out among a randomly sampled population of 220 nurses who work in the hospital. Data was collected using self-administered questionnaires from a simple random sample of 140 nurses. Data analysis was done by SPSS version 22.0. Measures of central tendency mean and range were used. The findings have been presented in form of figures, tables, pie-charts and narrative texts.&#x0D; Results: A total of 120 participants filled questionnaires representing an 85% response rate. 78% (n=93) were female, and 22% (n=27) were male, Inferential analysis on institution related factors and their influence on upgrading nurses were assessed. Findings showed that the need for a promotion was the most important institution –related factors (n=62, 57.4%) underlying the motivation for nurses to upgrade (X2=17.601, df=7, p=0.014). &#x0D; Conclusion: Upgrading is a worthwhile venture for both the nurse and the work place. Promotion is one of the greatest motivational factors of upgrading. More diploma nurses think it is worth to upgrade.&#x0D; Recommendations: This research recommends that a caring curriculum should be designed for the working nurse and recognition and promotion according to education level and awareness of policies on promotion after upgrading.

Workplace Barriers Experienced by People With Arthritis And Rheumatic Conditions at Risk Of Pre-Mature Employment Cessation

<h3>Research Objectives</h3> To describe workplace barriers reported on the Work Experience Survey for Rheumatic Conditions (WES-RC), an intervention tool used in the recent Work It clinical trial. <h3>Design</h3> This is a descriptive study using data from the intervention arm of the Work It RCT, which examined an intervention delivered by occupational and physical therapists to people with arthritis. <h3>Setting</h3> General community. <h3>Participants</h3> Employed individuals with self-reported arthritis or rheumatological conditions, working at least part-time, and who lived/worked in Massachusetts. <h3>Interventions</h3> N/A. <h3>Main Outcome Measures</h3> Descriptive statistics of the WES-RC domains were computed including: include getting ready for work, workplace access, physical job demands, mental job demands, time/energy and emotional job demands, relationships with people at work, working conditions, and company policies, and job/career/home life. <h3>Results</h3> The mean age for the study sample (N=143) was 50.3. 73% female, 66% white, 68% single, and 59% had a college degree. Osteoarthritis was the most reported condition (43%). Doing stairs at home and lifting/carrying were the top barriers in getting ready to work reported by 44% and %43 of participants, respectively. Stairs and walking to work were the top barriers for workplace access, reported by 40%, and 28% of participants, respectively. Sitting for prolonged periods of time (physical job demands), reported by 55% of participants, remembering (mental job demands) reported by 30% of participants. Feeling self-conscious about a health condition was reported by 37% of participants. Cold temperature and air conditioning were the top barriers in working conditions/company policy reported by 43% of the participants. Getting household work and/ or shopping done, and consideration of what work options if needed or wanted to change jobs were the top barriers in job/career/home life, reported by 34% and 29% of the participants respectively. <h3>Conclusions</h3> The WES-RC identifies many problematic areas that fall within the expertise of occupational and physical therapy. With an RCT supporting the use of this tool, this could be useful to clinicians during practice to identify areas of need for patients. <h3>Author(s) Disclosures</h3> We have no disclosures to declare.

Workplace Barriers Among People With Arthritis: Results From the Work Experience Survey for Rheumatic Conditions

Abstract Date Presented Accepted for AOTA INSPIRE 2021 but unable to be presented due to online event limitations. Introduce OTs to the Work Experience Survey for Rheumatic Condition, and discuss the major reported barriers people with arthritis and rheumatological conditions Primary Author and Speaker: Rawan Alheresh Contributing Authors: Julie Keysor

In traditionally male‐dominated fields, women are less willing to make sacrifices for their career because discrimination and lower fit with people up the ladder make sacrifices less worthwhile

AbstractWomen's lower career advancement relative to men is sometimes explained by internal factors such as women's lower willingness to make sacrifices for their career, and sometimes by external barriers such as discrimination. In the current research, positing a dynamic interplay between internal and external factors, we empirically test how external workplace barriers guide individuals' internal decisions to make sacrifices for the advancement of their careers. In two high‐powered studies in traditionally male‐dominated fields (surgery, N = 1,080; veterinary medicine, N = 1,385), women indicated less willingness than men to make sacrifices for their career. Results of structural equation modeling demonstrated that this difference was explained by women's more frequent experience of gender discrimination and lower perceptible fit with people higher up the professional ladder. These barriers predicted reduced expectations of success in their field (Study 1) and expected success of their sacrifices (Study 2), which in turn predicted lower willingness to make sacrifices. The results explain how external barriers play a role in internal career decision making. Importantly, our findings show that these decision‐making processes are similar for men and women, yet, the circumstances under which these decisions are made are gendered. That is, both men and women weigh the odds in deciding whether to sacrifice for their career, but structural conditions may influence these perceived odds in a way that favors men. Overall, this advances our understanding of gender differences, workplace inequalities, and research on the role of “choice” and/or structural discrimination behind such inequalities.

A Qualitative Study to Identify Characteristics of a Desirable Training Program for Prevention of Occupational Skin Disease.

Training and education may be effective strategies for the prevention of work-related contact dermatitis. While there is some information in the literature related to skin-specific training experiences, there is very little information available on workers' preferences related to content and format and to barriers and facilitators to training. To understand workers' experiences and preferences for workplace training and barriers and facilitators to training. Following ethics approval, 24 patients with work-related contact dermatitis participated in semi-structured interviews obtaining information on training experiences, perceived training effectiveness, desired training characteristics, and barriers and facilitators to training. An inductive thematic analysis was used to identify themes. Though many workers had received general workplace health and safety training, none reported training about skin exposure and disease prevention. Examples of what the workers perceived as good training included first aid training, while Workplace Hazardous Materials Information System training was felt to be ineffective. Desired content of training for preventing skin exposures included information on the hazards, short- and long-term health impacts, and potential symptoms and personal protective equipment. They desired multi-modal presentation (e.g. in-person and online supplement), hands-on training with visual content and suggested the use of personal stories and negative messaging. Training that could be applied outside the workplace was also valued. Barriers and facilitators to implementation included factors related to the training program itself, the organization, and the regulatory landscape. These findings can help to shape more effective workplace training programs for skin protection.

Instructors’ workplace learning activities and inhibitors in Ethiopian higher learning institutions: Bahir Dar University in focus

While studies give much attention to the officially introduced Higher Diploma Program practices and effectiveness, little is known about the workplace learning activities and barriers in universities. This study is therefore aimed to capture the learning activities of instructors of Bahir Dar University, and the factors that impede their learning engagements. Accordingly, a total of 117 instructors from six academic units took part in the study. The results show that instructors heavily rely on self-learning activities, and internet searching predominates workplace learning. Formal training opportunities are perceived as inadequate and less relevant to instructors’ teaching practices. Generally, the university is found to be weak in promoting favorable conditions for instructors’ workplace learning. Furthermore, findings associated with the organizational level and individual-level factors that negatively influence instructors’ workplace learning are presented along with suggestions for better practice and further research. • Searching the internet is the most dominant learning activity among instructors. • Instructors rely mostly on self-learning activities to improve their career. Cooperative and interactional learning is weak. • Training opportunities at the university are not adequate and work-oriented. • Lack of incentive packages and instructors’ poor knowledge-seeking behavior were the most serious inhibitors.

S1261 Parental Leave Policies Are Inadequate, Inaccessible, and Undermined by Workplace Barriers: Preliminary Results From a Nationwide Survey of Trainees

INTRODUCTION: There has been no comprehensive examination of parental leave policies for fellowship programs in adult or pediatric medicine. METHODS: We emailed a 40-question survey to trainees at 500 fellowship programs in cardiology, hematology/oncology, gastroenterology (GI), and pulmonology/critical care. The Research Electronic Data Capture (REDCap) platform hosted at Weill Cornell Medical College was used to collect survey data. Chi-square tests were used to compare proportions for categorical variables and t-tests to determine significance for numerical variables. All statistical analysis was done on R (Version 3.65). RESULTS: A total of 197 fellows have responded to the survey as of this writing. The mean age for trainees was 32.8 years and 32.7 years in adult and pediatric programs, respectively. Our cohort included 108 women (54.8%), 125 from adult medicine (63.5%), and 37 from GI (18.8%). The majority were married (81.6%) and had at least one child (54.8%), including during fellowship (60.2%). Most respondents (56.9%) denied knowing about parental leave policies outlined by supervisory bodies such as ACGME, including those who had children during fellowship. Average length of parental leave offered to childbearing (CB) trainees was longer than that offered to non-childbearing (NCB) trainees (5.3 weeks vs. 2.3 weeks, P < 0.01). Many trainees (74.6%) felt that parental leave should be longer, anywhere from 5 to 15 weeks long. The biggest barriers to parental leave support they cited were time constraints of training (39.1%), followed by workplace culture (19.8%). Our findings are summarized in Tables 1–3. Other concerns that arose in free-text answers included fellows’ taking salary cuts from parental leave or facing infertility challenges from delaying pregnancy. There were no statistically significant different responses between pediatric and adult programs. CONCLUSION: Trainees across multiple subspecialties face similar issues regarding the state of parental leave policies. They appear broadly uninformed about ACGME, ABIM, and ABP guidelines on parental leave, which can affect how much leave they expect or request. There is variability in leave duration taken by CB and NCB fellows, and the majority of both felt current length is inadequate. Parental leave policies are not uniform, adequate, or equitable across multiple disciplines. Closer coordination among supervisory organizations to standardize and implement equitable parental leave policies is needed.Table 1.: Cohort CharacteristicsTable 2.: Selected ResponsesTable 3.: Continuous Variables

Barriers and bridges to implementing a workplace wellness project in Alaska.

The vast, rugged geography and dispersed population of Alaska pose challenges for managing chronic disease risk. Creative, population-based approaches are essential to address the region's health needs. The American Cancer Society developed Workplace Solutions, a series of evidence-based interventions, to improve health promotion and reduce chronic disease risk in workplace settings. To adapt Workplace Solutions for implementation in eligible Alaskan businesses, research teams with the University of Washington and the Alaska Native Tribal Health Consortium collaborated to address various geographic, intervention, and workplace barriers. Terrain, weather, and hunting seasons were frequent geographic challenges faced over the entire course of the pilot study. Coordinating several research review boards at the university, workplace, and regional tribal health organizations; study staff turnover during the entire course of the study; and difficulties obtaining cost-effective intervention options were common intervention barriers. Few workplaces meeting initial study eligibility criteria, turnover of business contacts, and a downturn in the state economy were all significant workplace barriers. Flexibility, organization, responsiveness, communication, and collaboration between research staff and businesses were routinely required to problem-solve these geographic, intervention, and workplace barriers.