Workplace Environmental Factors Research Articles

Gender differences in sleep behaviors under China’s universal two-child policy

Since 2016, China has progressively relaxed family planning policies to stimulate birth rates. This paper examines the behavioral health repercussions of China’s 2016 universal two-child policy (UTCP) by analyzing sleep pattern data from China Family Panel Studies. Napping is a composite indicator that denotes health outcomes, job quality, and personal well-being. It reveals work conditions and environments to some extent. UTCP may lead to heightened social expectations regarding pregnancy likelihood, and changes in social expectations within the workplace may make work environments less equitable and more stressful for females. Leveraging a difference-in-difference model, this paper explores how napping behaviors among the working-age cohort have responded to the policy shifts. Our analysis reveals a gender discrepancy in response to the policy, specifically, females exhibit a discernible reduction in the likelihood of napping, as well as in the duration of both daytime naps and daily sleep. Conversely, such effects are not significant among males. These results suggest policy consequences extend beyond individuals directly impacted by childbirth or contemplating parenthood. Hence, while promoting fertility is still the government’s goal, policymakers are encouraged to consider the broader challenges the female population faces from social and workplace environment factors.

Medication Safety Sebagai Upaya Pencegahan Medication Error dalam Kebidanan

Patient safety is defined as an effort to prevent things that endanger patients in the process of administering drugs. Overall patient safety or prevention and reduction of errors of various risks resulting from such errors. During the process of health services, especially in the treatment of patients, mistakes can be made by health workers. The incidence of Drug Error is a measure of patient safety achievement. The purpose of this study was to analyze the implementation factors of medication safety in an effort to prevent drug errors in obstetrics. The research design chosen is qualitative . This research will be carried out at RSIA Aisyiyah on midwives who work in the inpatient room. Data collection techniques in this study conducted in-depth interviews with 10 informants consisting of midwives in the treatment room. Data analysis is carried out to process qualitative data. Some factors that influence the application of patient safety principles in hospital X include leadership factors, namely lack of supervision from the leadership, lack of human resources for health servants both nurses and pharmacy personnel, workplace environmental factors that are less conducive, unavailability of SPO drug administration with principle 7 correct, socialization that is not carried out consistently and continuously and does not run training or training programs. Some suggestions that may be considered by hospital X in order to provide safe services and in accordance with patient safety principles in drug administration.

Evaluation of nurse‐reported missed care in a post‐anesthesia care unit: A mixed‐methods study

AbstractBackgroundNurse‐reported missed care (NRMC) is considered as any significant delay or omission in provision of nursing care.Aim(i) Evaluate the frequency, types, and reasons for NRMC in the Post‐anesthesia Care Unit (PACU). (ii) Evaluate associations between nurse demographic and workload factors with NRMC. (iii) Explore nurses' perception of NRMC in the PACU.MethodsA cross‐sectional study was conducted in the PACU in a tertiary acute care hospital over 3 months. Full‐time PACU nurses were conveniently sampled to complete an anonymous survey after their daily shift over different shifts. It contained three sections: (i) nurse demographics; (ii) elements of NRMC; and (iii) reasons for NRMC. Qualitative interviews employed a semi‐structured guide to explore perceptions and experiences of NRMC. Descriptive, inferential statistics, and thematic analyses were applied.ResultsSixty‐six survey responses were collected. 48.5% of respondents indicated at least one NRMC activity. Activities more clinically sensitive were less missed. Eight nurses were interviewed. Four main themes were identified: (i) communication with patients; (ii) communication and teamwork with colleagues; (iii) dual role of documentation; and (iv) staffing inadequacy. Language barriers made communication challenging. Staff shortage exacerbates workload but effective teamwork and documentation facilitates nursing care.ConclusionCommunication and staffing concerns aggravate NRMC. Teamwork and personal contentment were satisfactory. Nurses' turnover intention may worsen staffing.Clinical RelevanceTimeliness and quality of nursing care is impacted by elements such as manpower, allocation of resources, work processes, and workplace environmental or interpersonal factors such as culture and language fit. Re‐evaluation of nursing resources and work processes may assist post‐anesthesia care unit nurses in fulfilling their role, decreasing the prevalence of nurse‐reported missed care.

Self-Perceptions and Benefits of Psychological Resilience Among Women Academics in the Context of Working in South African Higher Education Institutions (SA-HEIs): A Mixed-Method Approach

Higher education institutions (HEIs) globally heavily depend on the resilience of academic staff members to achieve excellence in teaching and learning. The extant scholarly work on resilience seems to take the relationship between workplace environmental factors (WEFs) and the adverse experiences of resilience among women academics for granted. Using South Africa as an example, this research mainly focused on the WEFs acknowledged as the primary sources of adversity and the overall perceptions and experiences of resilience among women academics in South African HEIs. This research employed a mixed methods sequential explanatory design comprising an online quantitative survey of 135 women academics, and individual in-depth/semi-structured qualitative interviews of 27 women academics. The aim of this article was to illustrate how resilience can shape the way women academics interpret and respond to adversity. More specifically, the mixed-method findings presented in this article thought to document the perceived experiences of PR among women academics in South African Higher Education institutions (SA-HEIs), with a particular focus on the University of KwaZulu-Natal (UKZN) which is located in the province of KwaZulu-Natal in South Africa. The findings unpack how four building blocks of psychological resilience (BBPRs)—neuroticism, mindfulness, self-efficacy, and coping—moderated the effects of WEFs-related adversities; and provide insights into the impacts of human resources management practices (HRMP) on women academics’ resilience. We conclude that a higher self-reported level of resilience is not necessarily indicative of positive experiences of WEFs amongst women academics in South African universities.

Personal, Social, and Workplace Environmental Factors Related to Psychological Well-Being of Staff in University Settings.

Understanding the psychological well-being (PWB) of university staff and factors that influence it is critical for developing intervention programs that promote PWB and enhance productivity and worker engagement. This study aimed to assess the level of PWB in university staff and identify personal, social, and workplace environmental factors related to their PWB. A cross-sectional, correlational study design was used. A convenience sample of university staff was recruited from two universities in Texas. Participants completed an online questionnaire, which included Ryff's PWB scale to measure PWB, along with questions related to personal, social, and workplace factors. Hierarchical multiple regression was used to analyze the influence of these factors on the PWB of university staff. The PWB of university staff (n = 202) was significantly influenced by personal factors (i.e., race and perceived mental health status), social factors (i.e., social support of friends), and workplace environmental factors (i.e., physical demands). To effectively promote PWB among university staff, occupational health nurses should proactively track and monitor their PWB. Policies and interventions should consider the various personal, social, and workplace environment factors identified in this study, such as mental health, social support resources, and physical demands.

Теоретические подходы и методические возможности диагностики психологического благополучия сотрудников в условиях пространственной среды офиса

Current research shows that workplace and workplace environmental factors can have an impact on human health and well-being, as well as successful professional self-determination of the individual, defining the rela-tionship between the spatial environment of psychological activity and professional self-determination, satis-faction with the quality of conditions and the organization of work that contribute to achieving success in life, in general. However, empirical studies based on the relationship between the physical factors of the working envi-ronment, the health and well-being of employees are few. This article presents an overview of modern scien-tific research on the impact of the spatial environment of professional activity on the physical, psychological and social well-being of employees working in office premises, studies and describes some methods of organ-izing research, processing and analyzing data.

Association Between Workplace Social Support and Use of Health-Promoting Wearable Devices: A Prospective Cohort Study of Japanese Employees.

We examined the relationship between workplace environmental factors, including support from supervisors and colleagues, and the continued use of a wearable device meant to promote occupational health. One hundred employees at a Japanese manufacturing company participated in a 3-month study, and information related to their physical health status was recorded by a wearable device. We analyzed the results using the χ2 test and logistic regression analysis. We found that men aged 40-49 years and employees reporting low support from supervisors and colleagues were significantly more likely to be continuing device users. Participants with low workplace support had adjusted odds ratios approximately two to three times higher than those with high levels of support, which was significant. Employees with low workplace support were able to communicate at work, access appropriate support, and enthusiastically participate in occupational health promotion with little psychological difficulty in using the device. Occupational health promotion using wearable devices can complement traditional face-to-face occupational health promotion.

Environmental Factors in Nursing Workplaces that Promote Resilience during Pandemics: Scoping Review.

This scoping review explored the main environmental factors in the workplace that contribute to nursing resilience in respiratory infectious pandemic events. There is strong evidence in the literature about the influence of individual factors on nurses' resilience and a growing interest on the impact of the workplace environment on these factors. Therefore, a review that synthesizes environmental factors that support nurses' resilience in pandemic events is timely. A scoping review of publications written in English, Spanish, and Portuguese of registered publications until December 2020 in MEDLINE, Embase, PubMed, Scopus, SciELO, CINAHL, WoS, BVS, and APA identified 10,767 potential papers. Preferred Reporting Items for Systematic Reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR) guidelines were used during the literature review process. The Health Services Workplace Environmental Resilience Model (HSWERM) was used to guide exploration and synthesis. Thirty-two (32) publications met inclusion criteria. Most of the HSWERM workplace factors were mentioned in the literature. The main workplace environmental factors that were identified included communication, inter-professional collaboration, access to equipment, targeted training, and supporting well-being. Recognition of these key environmental factors in the workplace will help to implement more effective actions to promote resiliency prior to and during emergency situations. It will also enable managers to include, in any preparation planning, contingencies to protect these factors with the view of sustainable resilience of nursing staff throughout the emergency event.

Maximizing worker potential: a comprehensive analysis of the workplace environment and personality factors that affect subjective productivity in simple tasks and creative activities

ABSTRACT The impact on productivity of working from home is unclear. This study explores how the residential environment and personal attributes influence subjective productivity during winter. Indoor temperature and relative humidity were measured, and a questionnaire survey was conducted to gather information on subjective productivity, work type, work style, and personality traits. Results from 198 respondents indicated that productivity in simple tasks increased with the frequency of working from home. In addition, workers in better residential environments were 1.76 times more likely to exhibit higher productivity in simple tasks compared with those in poorer residential environments. Therefore, improving the residential environment, including temperature and humidity control, is critical to enhance productivity in simple tasks. However, workers who worked from home every day had a 0.47 times lower probability of exhibiting greater creative productivity compared with those who went to the office at least once a week, suggesting a decline in creative productivity for fully remote workers. Thus, a combination of office and remote work would be expected to increase overall productivity. Subjective productivity also varied depending on personality traits. The findings suggest that to improve productivity, workplace policies should allow for flexibility in customizing work environments according to tasks and personalities.

Provision of information about and changes in help-seeking intentions for balancing medical treatment and job content among employees of small- and medium-sized companies: Focusing on cooperative work climate

The present study aimed to examine the association between a cooperative work climate and a positive attitude toward seeking help from others and the change in help-seeking intentions for balancing medical treatment and job (BTJ) before and after providing information about the support system to employees of small- and medium-sized companies. In October 2021, we conducted an online survey among 3,200 full-time employees aged 20-64 years who worked in small- and medium-sized companies, had no experience of work restriction due to illness, and did not know the contents of the support system for BTJ in Japan. First, as a condition of "before information provision," respondents were asked to imagine a situation in which they suffered from cancer or stroke and their doctor indicated that it would be difficult for them to work regularly and, subsequently, were asked about their help-seeking intentions for BTJ under such circumstances. Next, as a condition of "after information provision," they were shown a leaflet on the support system for BTJ in Japan and asked about their help-seeking intentions for BTJ again. A binomial logistic regression analysis was conducted with help-seeking intentions for BTJ as the dependent variable. In total, 2,531 respondents (79.7%) indicated that they would seek help for BTJ both before and after receiving information. In logistic regression analyses, help-seeking intentions for BTJ were more frequently reported when there was a strong cooperative climate and a precedent for support in the workplace. Among participants who indicated that they would not seek help for BTJ before receiving information, those who worked in a company with 50-299 employees and experienced a cooperative climate and/or a precedent of support in the workplace demonstrated significantly more changes in their responses that they would seek help for BTJ after receiving information. Approximately 80% of employees in small- and medium-sized companies indicated that they would seek help for BTJ both before and after receiving information. In employees who had a cooperative climate and had a precedent of support regarding BTJ in their workplace, there was a significant change in the response that they would seek help for BTJ after receiving information. These findings suggest that workplace environmental factors such as a cooperative work climate and supported cases regarding BTJ may increase the usefulness of information provision on BTJ and help-seeking intentions for BTJ among employees working for small businesses.

Impacts of economic inequality on healthcare worker safety at the onset of the COVID-19 pandemic: cross-sectional analysis of a global survey

ObjectivesTo assess the extent to which protection of healthcare workers (HCWs) as COVID-19 emerged was associated with economic inequality among and within countries.DesignCross-sectional analysis of associations of perceptions of workplace...

Psychological wellbeing and mental health outcomes in Australian Nurses and Midwives

Aim: To examine the intrapersonal and organizational factors that contribute to pathogenic and salutogenic psychological outcomes in Australian nurses and midwives. Design: The conceptual framework Factors associated with Salutogenic and Pathogenic Outcomes in Australian Midwives and Nurses was used as a guide for this exploratory, cross-sectional study. Method: Participants were recruited from public, private, and community settings throughout Australia. Six hundred and fifteen participants completed an online survey assessing job satisfaction, professional quality of life, ways of coping, resilience, psychological distress, and the impact of the worldwide coronavirus pandemic on psychological health and well-being. Results: Analyses showed that workplace environmental factors were strong predictors of Secondary Traumatic Stress, and Burnout. Results also showed that workplace factors and adaptive coping were predictive of the salutogenic outcomes of compassion satisfaction and resilience. Conclusion: Adopting a salutogenic approach, focused on maximizing individual and organizational contributors to psychological health and wellbeing, provides a new way for organizations to develop strategies to decrease adverse psychological outcomes, promote well-being and better equip nurses and midwives to cope with the challenges of the healthcare environment. Impact: The findings will be of interest to Chief Nurses, Midwifery Officers, healthcare organizations, and universities to target workplace, individual and interpersonal factors that promote health and wellbeing amongst nurses and midwives.

Relationship of Information Literacy and Professional Ethics with Career Development

Background: Information literacy is a capability that enables individuals to create, sustain, and deepen communication with others, which can be effective in many organizational dimensions such as organizational ethics and career development. Objectives: This study aimed to determine the relationship of information literacy and professional ethics with career development among Zahedan University of Medical Sciences (ZAUMS) staff. Methods: Using systematic sampling, this cross-sectional study was conducted on 238 ZAUMS staff in southeast Iran in 2018. Data were collected through individual interviews using standard questionnaires Information Literacy, Professional Ethics, and Career Development. The data were analyzed using SPSS-v21 software and descriptive statistics, one-way ANOVA, and t-test. Results: Of 237 individuals, 116 (48.7%) were males with a mean age of 38 years. The information literacy and career development scores were in the moderate range (means of 170 and 56, respectively), while the professional ethics score of the majority was poor, with a mean of 32. There was a significant direct relationship between information literacy (coefficient = 0.189) and professional ethics (coefficient = 0.391) with career development (P < 0.05). Multivariate linear regression showed that an increased level of employees' access to information had significant positive effects on career development (β = 0.878, P < 0.01). Also, an increase in the level of career development (performance evaluation, workplace environment, supervision status, and educational factors) and professional ethics (loyalty and respect to others) was associated with increased levels of information literacy (P < 0.05). Conclusions: Information literacy and professional ethics could increase career development. Therefore, it could improve organizational productivity. It is suggested that professional ethics workshops and courses be held to improve staff's information literacy.

CE-CERT for prevention of burnout for attending physicians and general pediatric residents: A grounded theory investigation

Background: Physician burnout has been identified as a significant occupational hazard for decades. Burnout prevention may target individual and workplace environment factors; however, a gold standard approach to prevention has yet to be established. Components for Enhancing Clinician Experience and Reducing Trauma (CE-CERT) is both a practice and peer supervision model for promoting wellness among helping professionals. This study sought to explore the experiences of a group of attending physicians at a mid-size pediatric residency program in an urban free-standing children’s hospital as they learned and implemented CE-CERT. Methods: A total of seven attending physicians participated in CE-CERT during the academic year between 2020 and 2021. Semi-structured interviews were conducted with five of the seven participants (71%) after completion of the program to explore their experiences with CE-CERT in their personal and professional lives. Through constructivist grounded theory methods, attending physician experiences with CE-CERT were systematically analyzed. Results: Rigorous analysis revealed six common themes around the attending experiences with the CE-CERT model in their personal and professional lives. The six themes were as follows: 1) It’s given me a framework, 2) It’s given me insight, 3) Taking a minute, 4) Gave me skills to use, 5) You can do this without being overwhelmed, and 6) We connected. The themes were organized in a pictorial representation of their interactions. Conclusions: This study found that the CE-CERT program taught skills and concepts to our sample of attending physicians that were applicable and promoted self-motivation with potential to mitigate burnout and promote compassion satisfaction and professional quality of life.

Effect of Work Place Environment Factors on Performance of Employees: Empirical Study on Wollo University Staffs

Workplace environment is the environment in which people work that include physical setting, job profile, culture and market condition while performance is the development of quantified objectives. This study focuses on measuring the effect of workplace environment factors on performance of Wollo University: the case of College of Business and Economics employees. The researcher would use a causal research design and apply multistage sampling technique, and collect data from 66 selected employees by adopting questionnaire data collection method. The researcher planned to analyze the research data by using simple descriptive statistics and inferential statistics. Forty seven percent of the respondents had worked with the university for less than 5 years; 28.8% of the respondents had worked for the university between 6-10 years, and 24.2% of the respondents had worked for the university for more than 10 years. The findings indicated all workplace environment factors had positive linear relationship with their work place performance in the university. The findings on the modeling of the employees’ performance against the workplace environment factors showed at 5% significant level the multiple linear regression model was statistically significant (p-value 0.001). Among the workplace environment factors at 5% significant level employees’ performance was affected by their work life balance (p-value 0.002). Most of the respondents had worked in the university for more than six years. Work life balance of employees and reward for employees had strong linear association with their workplace performance. In the university the employees’ performance was affected by their workplace environment factors.

Effects of Safety Climate and Employee Engagement towards Organisational Citizenship Behaviour of Sewage Workers

Manuscript type: Research paper Research aims: This study aims to investigate the effects of safety climate and employee engagement on organisational citizenship behaviour (OCB). Design/Methodology/Approach: Drawing from the social exchange theory and flow theory, a theoretical framework was developed and tested using data collected from 610 freelance sewage workers. A questionnaire survey was used to collect the data, while structural equation modelling (SEM) analysis was used as the data analysis approach. Research findings: The results reveal that both safety climate and employee engagement have significantly positive impact on employees’ organisational citizenship behaviour amongst sewage workers in Indonesia. This finding indicates that although the sewage cleaners are often employed based on contract and may not be in a position to demand more from the organisations, they do appreciate the organisational commitment in producing a safe workplace environment. They, in return will demonstrate a higher engagement towards their work. Theoretical contribution/Originality: This study contributes to the organisational citizenship behaviour literature by examining how workplace environmental factors such as safety climate affects organisational citizenship behaviour. In the context of sewage cleaning, safety climate is important, as sewage workers are frequently exposed to and threatened by serious health problems. Yet, there has been a paucity of research on the sewage cleaning sector to understand the relationships. Research limitation/Implications: The study implies that when organisations are willing to improve safety climate, their employees will perceive improved safety climate, and then will have more engagement and organisational citizenship behaviour.

初めて外来で化学療法を受けるがん患者への看護師によるアセスメントの実施に関連する職場環境要因―心理面・社会面に着目して

初めて外来で化学療法を受けるがん患者への看護師によるアセスメントの実施に関連する職場環境要因―心理面・社会面に着目して

Predictors of health care practitioners’ normative attitudes and practices towards sexual and reproductive health and rights: a cross-sectional study of participants from low-income countries enrolled in a capacity-building program

ABSTRACT Background: Sexual and Reproductive Health and Rights (SRHR) is a concept of human rights applied to sexuality and reproduction. Suboptimal access to SRHR services in many low-income countries results in poor health outcomes. Sustainable development goals (3.7 and 5.6) give a new impetus to the aspiration of universal access to high-quality SRHR services. Indispensable stakeholders in this process are healthcare practitioners who, through their actions or inactions, determine a population’s health choices. Often times, healthcare practitioners’ SRHR decisions are rooted in religious and cultural influences. We seek to understand whether religious and cultural influences differ significantly according to individuals’ characteristics and work environment. Objective: The purpose of this study was to examine the role of healthcare practitioners’ individual characteristics and their work environment in predicting normative SRHR attitudes and behaviours (practices). We hypothesized that religion and culture could be significant predictors of SRHR attitudes and practices. Methods: A quantitative cross-sectional study of 115 participants from ten low-income countries attending a capacity-building programme at Lund University Sweden was conducted. Linear regression models were used to assess for the predictive values of different individual characteristics and workplace environment factors for normative SRHR attitudes and SRHR practices. Results: Self-rated SRHR knowledge was the strongest predictor for both normative SRHR attitudes and normative SRHR practices. However, when adjusted for other individual characteristics, self-rated knowledge lost its significant association with SRHR practices, instead normative SRHR attitudes and active knowledge-seeking behaviour independently predicted normative SRHR practices. Contrary to our hypothesis, importance of religion or culture in an individual’s life was not correlated with the measured SRHR attitudes and practices. Conclusion: Healthcare practitioners’ cultural and religious beliefs, which are often depicted as barriers for implementing full coverage of SRHR services, seem to be modified by active knowledge-seeking behaviour and accumulated working experience with SRHR over time.

Building a Sustainable Governmental Public Health Workforce: A Look at the Millennial Generation.

Millennials have had a profound impact on society, the economy, and the US workforce. This study used generational definitions published by the Pew Research Center. Millennials includes respondents who reported an age between 21 and 36 years (born in 1981-1996) at the time the 2017 Public Health Workforce Interests and Needs Survey (PH WINS) was administered. Generation X includes respondents who reported an age between 37 and 52 years (born in 1965-1980), and the baby boom generation (baby boomers) includes respondents between 53 and 71 years of age (born in 1946-1964). Public sector agencies, including governmental public health, are increasingly interested in figuring out how to attract and retain millennials. As the governmental public health workforce anticipates upcoming retirements, knowledge about the motivations and organizational characteristics that appeal to millennials is crucial to understanding the millennial workforce and workplace dynamics for decades to come. In 2017, millennials made up 22% of the governmental public health workforce, Generation X 40%, and baby boomers 37%. This study examined opinions, expectations, and important workplace environment factors of millennials working in governmental public health compared with other generations. We performed bivariate analyses and fit a logistic regression model to evaluate the association of generation with responses to a set of satisfaction and engagement PH WINS survey questions. Data were drawn from the 2017 PH WINS of governmental health department employees, including state health agency and local health department staff. PH WINS excludes local health departments with fewer than 25 staff members or serving fewer than 25 000 people. PH WINS included responses from 47 604 staff members, which reflected a 48% overall response rate. The generations that were examined (millennials, Generation X, and baby boomers) were similarly satisfied with their jobs, organizations, and pay security, and millennials intended to leave their jobs for similar reasons as other generations. Millennials reported more strongly than other generations that their supervisors treated them with respect, that they had sufficient training to utilize technology, that their training needs are assessed, and that creativity and innovation were rewarded. They, however, reported less strongly that they were completely involved in their work and determined to give their best every day. Millennials in governmental public health agencies (excluding local health departments with <25 staff members or serving <25 000 people) may not be as different from other generations as previously thought. Governmental public health agencies should focus on highlighting workplace environment factors rated highly by millennials and on showcasing how careers in governmental public health could be attractive career options for millennials.

Exploring the Interactions of Factory Workers in China: A Model Development Using the Grounded Theory Approach

This study uses the grounded theory approach to explore factory workers to factory worker interaction (FWI) in the context of Chinese factories and proposes a model of FWI in the workplace. Human interaction in the workplace is indispensable in most sectors. Compared with large-scale factories, China’s small and medium-sized enterprise (SME) factories lack capital resources and technological advancement, and sustainably managing factory workers is essential for the development of Chinese SME factories. However, previous studies have ignored FWI in Chinese factories. The model developed in this study considers the types, driving factors, and influential outcomes of FWI. The main factors affecting FWI are the individual characteristics of the workplace and external environmental factors and, among types of FWI, information sharing is the most dominant and prevailing. The managers’ management style and the emotional state of factory workers are playing moderating roles in FWI. Results show that factory managers can take advantage of the positive impacts of FWI to improve the efficiency of factory workers and avoid its negative effects to achieve sustainable development of the factory. Theoretical and managerial implications are provided.