Workplace Health Research Articles

Impact of organisational injustice on health and wellbeing of female police: A meta-ethnography

Abstract Background Female police officers face more bias, discriminatory treatment, and insufficient support compared to male officers, resulting in poorer health outcomes. This meta-ethnographic review investigates beyond individual responsibilities to explore the dimensions of policing, and their effects on the health and well-being of female police officers. Methods The study reviewed qualitative and mixed-method studies (2000-2022) on the health and well-being of female police officers. Ten databases were searched using keywords related to health, well-being, women, police, and qualitative study. Twenty-one papers were synthesised, analysed, and interpreted using a seven-phase inductive and interpretative meta-ethnographic approach. Results The data analysis unveiled a distinct outcome, indicating a strong correlation and significant impact of organisational injustice on the health and well-being of women in law enforcement. Our research findings imply that organisational injustice, including procedural, relational, distributive, and gendered injustice, notably affects the health and well-being of female officers, with mental health being frequently cited, followed by effects on social, workplace, and physical health. Furthermore, the consequences of these four types of organisational injustice, alongside related cultural, systemic, and structural risk factors, reach beyond the immediate health and well-being of individual female officers. They also hinder various aspects of their professional lives, such as career advancement and maintaining a healthy work-life balance, potentially exacerbating long-term health and well-being issues. Conclusions This review emphasizes addressing organisational injustice and related cultural, systemic, and structural determinants in policing for healthier work environments for female officers. Policy makers must scrutinize gender-neutral policies affecting women, enabling transformative action for safer, supportive, and healthier workplaces. Key messages • Organisational injustice in various forms, significantly impact health and wellbeing of female police officers, necessitating policy reforms. • Addressing organisational injustice embedded in seemingly gender-neutral policies and practices, is vital for ensuring equitable treatment and health promotion of female police officers.

Improving Workplace Safety and Health Through a Rapid Ergonomic Risk Assessment Methodology Enhanced by an Artificial Intelligence System

The comfort of a worker while performing any activity is extremely important. If that activity extends beyond a person’s capacity to withstand physical and psychological stress, the worker may suffer from both physical and mental ailments. Over time, if the stress persists, these conditions can become chronic diseases and can even be the cause of workplace accidents. In this research, a methodology was developed for the rapid assessment of ergonomic risks and for calculating the level of ergonomic comfort in the workplace. This methodology uses artificial intelligence through a specific algorithm and takes into account a number of factors that, when combined, can have a significant impact on workers. To achieve a more accurate simulation of a work situation or to evaluate an ongoing work situation, and to significantly correlate these parameters, we used logarithmic calculation formulas. To streamline the process, we developed software that performs these calculations, conducts a rapid assessment of ergonomic risks, estimates a comfort level, and proposes possible measures to mitigate the risks and effects on workers. To assist in diagnosing the work situation, we used a neural network with five neurons in the input layer, one hidden layer, and two neurons in the output layer. As a result, most work situations, in any industrial field, can be quickly analyzed and evaluated using this methodology. The use of this new analysis and diagnosis tool, implemented through this new research technology, is beneficial for employers and workers. Moreover, through further developments of this methodology, achieved by increasing the number of relevant input parameters for ergonomics and integrating advanced artificial intelligence systems, we aim to provide high precision in assessing ergonomic risk and calculating the level of ergonomic comfort.

Workplace health promotion in the German Federal Armed Forces-Economic analysis and health benefits

Abstract Background In the German Federal Armed Forces (GFAF) workplace health promotion measures (WHPM) are implemented since 2015 to promote the health of military and civilian employees and thus improve the ability to defend state interests. Here the aim is to evaluate the social and health benefits associated with WHPM in relation to expenditures for WHPM. Methods Calculations are based on data from departmental reporting (full survey) on WHPM, the number of participants and days of incapacity for work (DIW). Mean indirect costs for the WHPM participation and DIW were calculated as 249.33 Euro per DIW. To assess the costs for the use of health care services and social and health benefits a longitudinal observational study (T0: 06-09/2022; T1: 06-09/2023) was conducted online and paper based. The survey invitation was addressed to 223.967 employees of the GFAF. Statistical analyses were performed using R software. Results In departments offering WHPM the chance of DIW is lower (-19%) compared to departments without WHPM offers and in case of DIW, the duration is shorter (-10%). In T0 23.568 (10.5%) and in T1 14.059 (6%) employees participated. 63.9% (T1: 3.070/4.805) reported positive effects of WHPM on their working ability and general health status (T1: 63.0% (3.013/4.782)). Of those participating in WHPM 81% (T0: 5.442/6.716) would recommend the GFAF as an employer. A number of 4.540 employees participated in both surveys, of which 2.249 participated in WHPM. The average costs per employee participating in WHPM compared to employees not participating are 0,4% higher (T0; T1: 3,5%) and thus almost equal. Conclusions Although WHPM need expenditures, the total costs per employee participating and not participating in WHPM are comparable. WHPM participants report better self-rated health status, higher working ability and commitment to the employer than non-participants. The chance of DIW is reduced in departments offering WHPM to its employees. *shared authorship Key messages • Although WHPM need expenditures, the total costs per employee participating and not participating in WHPM are comparable. • Employees participating in workplace health promotion measures report higher working ability and commitment to the employer.

The Workplace Health Promotion project in an Italian manufacturing

Abstract Introduction The Workplace Health Promotion (WHP) program aims to improve employee’s health and well-being in the workplace by intervening in lifestyles. The objective of our study was to assess the impact of the WHP promoted by the Local Health Authority Tuscany South-East at a manufacturing. Methods The program was set at the STOSA Company in Radicofani (Siena, Italy) between 31 May 2017 to 31 December 2021, with a one-year interruption due to the COVID-19 pandemic. Based on an assessment of the workers’ health status, we identified nutrition and fighting smoking as areas of intervention. The WHP project was integrated into the company policy and targeted all staff. Evaluation of interventions was conducted using an anonymous paper questionnaire (Regional Decree no. 1565, Annex 3) administered in three moments: at the beginning of the project (T0), one year later (T1), and at the end (T2). We conducted a descriptive and inferential analysis (chi-square test) with R. Results We collected 131 (T0), 136 (T1), and 123 (T2) responses. The cohort is composed entirely of males (T0 M:F 122:8, T1 130:6, T2 109:14). The median age is 40 years (SD 8.24 (T2)). There is a statistically significant difference in the perception of health status by education (p<.001), type of work (p<.001), smoking habit (p<.001), and the change in smoking habit (p<.001). The whole sample positively evaluated the interventions on nutrition and fighting to smoke. Moreover, the entire sample reported improvements in their diet since the beginning of the project. Conclusions The COVID-19 pandemic caused difficulties in carrying out the project and possible changes in workers’ lifestyles. However, positive outcomes were observed in the targeted areas. The company has evaluated positively the WHP’s project and decided to maintain the good practices acquired. Key messages • The workplace represents a privileged setting to promote healthy lifestyles and prevent non-communicable diseases. • Collaborations between health authorities and other sectors are strategic to reach the general population.

Exploring support for return-to-work: A comparative analysis of firm and country-level factors

Abstract Background Employers are important stakeholders in efforts to facilitate the return-to-work (RTW) of employees after sick-leave, but the available data reveal large variation in employer support for RTW across European countries and firms. This paper explores in a comparative perspective what factors at the country level and at the firm level can explain these differences. Methods Employer support for RTW is examined using microdata covering 31 countries from the Third European Survey of Enterprises on New and Emerging Risks (ESENER), conducted in 2019 (N = 9,775). These data are integrated with country-level indicators to capture national differences in economic incentives and institutional provisions concerning the management of sick-leave. Two-level mixed-effects logit models with random intercepts are used to estimate the impact that different firm characteristics and country-level factors have on the propensity to provide RTW support. Results The empty model has an intraclass correlation coefficient (ICC) of 0.345, indicating that a substantial share of the observed variation across European firms is determined at the country level. Larger establishments and those with workplace health risks are more likely to provide RTW support. Including firm-level indicators does however not reduce the observed between-country variance. Institutional differences in the economic costs of sick leave for employers, on the other hand, explain about 15% of this variance. The ICC drops more strongly after including in the model policy indicators that capture activating elements in the social security system and the existence of national policies targeting RTW. The full model explains almost two thirds (62.8%) of the observed between-country variance. Conclusions The findings highlight that only in few European countries employers are systematically involved in RTW support and strengthen the case for comprehensive policy strategies to engage employers in worker activation. Key messages • Employer characteristics, such as firm size, impact the propensity to provide RTW support, but they do not explain the large between-country variation that we observe across Europe. • Comprehensive national policy strategies and institutional incentives are crucial to engage employers systematically in RTW efforts.

Increasing step count of employees through the Semmelweis Workplace Health Promotion Program

Abstract Background Lifestyle greatly contributes to the development of age-related diseases. The goal of the Semmelweis University’s ‘Semmelweis Workplace Health Promotion Program’ is to develop interventions that facilitate healthy ageing. The aim of its first intervention was to increase the step count of participants by incorporating motivational elements offered through the university’s Center of Preventive Services. Methods A randomized controlled trial was conducted in spring 2024 with three study groups: those undergoing motivational interviews (MI, n = 49), those receiving motivational emails (ME, n = 51), and a control group (n = 53). Intervention groups (MI+ME) received weekly emails for 8 weeks emphasizing the benefits of increased step count and providing feedback on achievements. The MI group also took part in 4 biweekly consultations. Mean step counts of last week and energy expended while walking (MET) calculated from the International Physical Activity Questionnaire were recorded five and three times, respectively. Mixed model regressions were conducted for two pre-planned comparisons: MI+ME vs. controls, and MI vs. ME. Results Intervention groups exhibited a significant increase in average step count (1001 steps; 95% Confidence Interval [95% CI]: 349-1651) as a result of the program, while the control group experienced a non-significant decrease. This was accompanied by a significant increase in energy expenditure for walking (45 MET; 95% CI: 4-87) in intervention groups and a non-significant decrease for the control group. The study found no significant differences in step count and energy expenditure between the two intervention groups (MI vs. ME). Conclusions Our results suggest that workplace health promotion programs may effectively increase physical activity, and thus may be key in tackling the challenges posed by aging demographics. Preliminary findings did not indicate a superiority between email-based and motivational interview-based motivation. Key messages • Workplace health promotion is an essential tool in promoting healthy aging among the working-age population. • Step-count programs based on motivational interviewing serve as an effective and simple tool in increasing physical activity.

Workplace health promotion measures and use of medical services in the German Federal Armed Forces

Abstract Introduction Workplace health promotion measures (WHPM) are among recommended options for maintaining employees health, important for the German Federal Armed Forces as an employer. In order to detect associations between WHPM and health care utilization, we recorded the number of outpatient visits and hospital stays, differentiated according to gender, military or civilian activity. Methods Prospective longitudinal observational substudy with cross sectional analysis of items regarding use of medical services at T0 (6-9/2022). Analysis for T1 (2023) and T2 (2024) follow. Data were obtained with a web-based employee survey to record self-reported endpoints. A total of about 224.000 employees by the German Armed Forces were addressed. Results Survey participation rate was 10.5% (n = 23.568) of all employees in T0, 29.1% were women and 0.3% reported being diverse, 43.2% of the participants were <40 years of age. Independently of taking part in WHPM, we did not detect differences in the proportion of male soldiers receiving treatment in hospitals of the German Federal Armed Forces. Among female soldiers without WHPM, 37.5% stayed in hospitals and with WHPM 30.5%. Higher % of women (84%) than men (78%) presented to the military - or family physician (w: 81%, m: 73%), independent of participation in WHPM and assignment for civil or military. In last 4 weeks, more women (81.3%) than men (65.6%) were prescribed medication. Female employees in civilian w.p.(84.8%) took more medications than those in military w.p (77.7%). Oral contraception was used by 20% of women in both civilian and military w.p. Conclusions There are no gender differences nor difference for civilian or military employees concerning the number of days staying in hospital. More women than men recieved regular outpatient medical care and more women than men take medication regularly. *Ludwig S and Roy R share last authorship Key messages • There are no gender differences nor difference for civilian or military employees concerning the number of days staying in hospital. • More women than men recieved regular outpatient medical care and more women than men take medication regularly.

Evaluation of a public health workplace staff psychosocial risk assessment and wellbeing initiative

Abstract Adverse psychosocial work environments can have a detrimental effect on staff wellbeing causing chronic stress leading to burnout. Despite legislation mandating regular risk assessments, only one third of workplaces assess psychosocial risks. A 2020 European report identified one of the main barriers being a reluctance to talk openly about psychosocial issues. This paper describes an evaluation of a staff psychosocial risk assessment and wellbeing initiative in a Public Health Department in Ireland. The initiative commenced in October 2022 during a period of major health service organisational change. Informed by positive organisational psychology conceptual frameworks, guided by the European Psychosocial risk assessment framework (PRIMA-EF) and utilising the HSE Work Positive (CI) survey tool it was possible to constructively identify and categorise psychosocial risks across the Public Health team. In the evaluation, a mixed methods approach was used based on Donabedian’s structures, processes and outcomes overarching framework and Nielsen’s Model of Process Evaluation Framework. The first three iterative quality improvement cycles of the intervention were reviewed. The evaluation demonstrated that all of Nielson’s three indicators for a successful organisational level staff wellbeing intervention had been met: there was evidence of improvement in both working conditions and staff wellbeing; iterative quality improvement cycles including appreciative inquiry staff collaborative engagement ensured staff views and key learning was captured; new organisational structures within the Department enabled the sustainability of this process. The evaluation indicates that the staff psychosocial risk assessment process is beneficial for staff wellbeing and that the methods used are appropriate. The resources used in this process continue to be readily available within the health service organisation. The evaluation supports continuation of this process in its present form. Key messages • This evaluation supports staff psychosocial risk assessment and mitigation processes and provides a framework for healthcare managers to implement such processes and comply with legislation. • This evaluation indicates that effective and sustainable collaborative staff engagement can be achieved using a positive focus which builds on team strengths and harnesses collective wisdom.

Exploring work engagement of public sector employees during the COVID-19 pandemic, Namibia

Orientation: In Namibia, the public sector employs a majority of employees which contributes to significant economic growth and development of the country.Research purpose: This study investigated the association among job satisfaction, burnout and work engagement. This study explored if work engagement is experienced differently based on the biographical variables.Motivation for the study: Namibia aims to achieve the sustainable development goals (SDGs), Harambee Prosperity Plan (HPP) and National Development Goals. The state-owned enterprises are required to provide quality services to the nation through their employees. The health and well-being of these employees facilitate the productivity of these state-owned enterprises (SDGs 1, 2, 3, 8, 11 and 16).Research approach/design and method: A total of n = 130 public sector employees were randomly selected and responded to a questionnaire. The questionnaire included demographic questions, the Job Satisfaction Survey, the Maslach Burnout Inventory and the Utrecht Work Engagement Scale. Data analysis was performed through the Statistical Package for Social Sciences software to test the hypotheses of the study.Main findings: Positive relationships were found between job satisfaction, burnout and work engagement. Work engagement reported a positive relationship with burnout. Work engagement is experienced the same in relation to the biographical variables.Practical/managerial implications: The study suggests a constant evaluation of job attitudes, implementation of effective performance management systems, team building activities and implementation of workplace wellness programmes.Contribution/value-add: This study adds to the understanding of job satisfaction, burnout and work engagement within state-owned enterprises in Namibia.

Working young adults' engagement with public and workplace health promotion efforts in Singapore: A qualitative study.

Young adults entering the workforce are at increased risk of becoming overweight or obese. Yet, internationally, young adults are rarely targeted in health campaigns, and little is known on how to improve their interest and participation in health promotion efforts. Through 33 semi-structured interviews with young adults working in Singapore, we explored their engagement with existing public and workplace health promotion efforts that encouraged healthy eating and increased physical activity, and their subjective health in the context of their daily lives. Interviews were coded and thematically analysed, taking an inductive and deductive approach. Despite some interest in health messaging, participating working young adults rarely adopted health-promoting activities such as meeting daily recommended servings of fruits and vegetables and exercising regularly. Participants reported that the health promotion campaigns they were aware of, suggested actions that they couldn't incorporate in their lives as they did not address the barriers that they are facing from socio-environmental contributors such as long working hours, personal and social commitments, and the food environment. Furthermore, some considered their health to be good enough and therefore had little reason to change existing practices. Affordable and accessible health screenings were an objective way for young adults to re-evaluate their perceptions of their own health which motivated some to favourably change their behaviours. Our findings suggest that future health promotion campaigns would benefit from more fully addressing some of the existing barriers that young working adults face, in tandem with policy changes to directly tackle the socio-environmental conditions for young workers.

Turkish Cooks’ Leisure Experiences Shape Their Work Life Through Psychological Resilience: A Broaden-and-Build Theory Perspective

This study explored the impact of various leisure experiences—­awareness, boredom, challenge, and distress—on resilience, job satisfaction, and work enthusiasm among cooks in Turkey. Utilizing a quantitative research design, data were collected from 328 Turkish cooks through a structured survey. Path analysis revealed that boredom has a negative impact on resilience, whereas challenge has a positive influence. In turn, resilience significantly enhanced job satisfaction and work enthusiasm. The findings highlighted the nuanced roles of different leisure experiences in shaping resilience and work-related outcomes. This study underscored the importance of integrating engaging and challenging leisure activities into workplace wellness programs and vocational training to promote Turkish cooks well-being and productivity. It contributed to the theoretical understanding of leisure’s psychological benefits and offered practical strategies for enhancing resilience in Turkish culinary profession.

Summarizing Recommendations for the Prevention of Occupational Heat-Related Illness in Outdoor Workers A Scoping Review.

Outdoor workers face unique challenges in preventing heat-related illnesses (HRI). Although preventable, HRI and death from heat exposure continue. A review of the most recent recommendation for HRI prevention in outdoor workers in the United States was warranted. A scoping review using PRISMA guidelines was conducted to compile policy statements and recommendations on the prevention of HRI and synthesize them into a three-step plan for prevention using the Haddon Matrix. PubMed, CINAHL, Medline, and websites from organizations and regulating bodies were searched for sources. Key terms such as occupational OR workers OR employers OR policymakers, HRI OR heat stress OR heat, prevention, recommendations OR position statements were used. Inclusion criteria were articles published within the last 5 years written in English and containing recommendations for preventing HRI in outdoor workers. Research not based on U.S. workers was excluded from the review. Twenty sources comprised the review. Several themes emerged, indicating deficient recommendations for secondary and tertiary prevention. This review's findings can be used by occupational health nurses (OHNs) in developing comprehensive interventions for preventing HRI and injury, using clear language, and following evidenced-based practices to increase workplace health and safety and promote equity.

Casually cynical or trapped? Exploring gig workers’ reactions to psychological contract violation

PurposeDrawing on psychological contract (PC) theory and platform labor research, the purpose of our study was to explore gig workers’ reactions to perceived PC violation. Our study was set against the backdrop of the COVID-19 pandemic, which brought workplace health and safety issues into much sharper focus, even in nonstandard employment arrangements like gig work.Design/methodology/approachThis study employed a mixed-methods design. In Study 1, we tested a conceptual model of US-based ride-hail drivers’ (n = 202) affective and cognitive reactions to Uber’s (lack of) commitment to safe working conditions. In Study 2, we conducted interviews with 32 platform workers to further explore an unexpected finding from Study 1.FindingsIn Study 1, we found that drivers’ perceptions of PC violation were related to decreased trust in Uber and higher intentions to leave this line of work; however, cynicism toward Uber only predicted withdrawal intentions for those drivers who did not believe that they had job alternatives available outside of gig work. We explored this further in Study 2, where we found that workers with low economic dependence on gig work could afford to be casually cynical toward the platform, while high-dependence workers felt “trapped” in this line of work.Originality/valueWe contribute to the social/relational theoretical approach to gig work more broadly and to the literature on PC in platform work more specifically. We also add to the emerging literature on how economic dependence shapes workers’ experience of platform work. Our findings around low-dependence gig workers experiencing a more indifferent form of cynicism – which we have termed casual cynicism – highlight the importance of treating the context of gig work as unique, not merely an extension of traditional management research.

How do employees feel their health is valued? a descriptive case study

PurposeA descriptive case study approach was adopted to examine employees' perceptions of the prevalence and usefulness of wellness programs. Relying on Centers for Disease Control and Prevention Health ScoreCard (CDC HSC), this study aims to assess the prevalence of worksite wellness programs, policies and benefits in general and incorporated employee perspectives to contextualize the CDC HSC wellness assessments.Design/methodology/approachThe authors first compared the CDC HSC assessments to evaluate the effectiveness of wellness programs in 20 select organizations. Follow-up employee interviews (n = 25) were conducted to contextualize the CDC HSC assessments.FindingsA variety of wellness programs are likely to increase employee engagement and participation when organizations adopt a bundling approach to combine wellness policies, incentives and an array of wellness programming opportunities that encourage and incentivize employees’ health promotion behaviors.Research limitations/implicationsFuture researchers might examine health metrics, in terms of dollars, doctor visits or biometrics before and after the implementation of a wellness program or paid wellness coordinator. Because this study interviewed employees and not members of executive leadership or finance and accounting, financial metrics were not available or the focus of this study. The inclusion of leaders and directors of wellness initiatives would offer additional ways for examining the impact of wellness initiatives on employee behaviors on organizational outcomes.Practical implicationsNutrition, weight management and chronic disease management were identified as major challenges impacting the health of employees. Even when organizations reported robust scores in their CDC HSC assessments, employers identified these three areas as critical for sustaining the health and well-being of their employees. Finally, the issue of employee safety was a top priority for all organizations regardless of how they scored on their CDC HSC assessments.Social implicationsThe authors suggest that when high-impact wellness practices are linked to organizational supports in the workplace, these efforts are likely to have more positive effects on both employee outcomes and organizational outcomes. A regular routine of checking on wellness issues can help keep potential problems from going unnoticed. An example of this is a reminder to stretch at a morning meeting or during work hours as a reminder to stay focused on health and well-being.Originality/valueThe authors aggregated the organizational assessments for different wellness interventions and compared the scores (falling above or below) with standardized CDC wellness scores. The incorporation of the CDC scorecard ensured a standardized and evidence-based evaluation of workplace wellness programs. This additional step informed the interview guide and follow-up with employees who offered recommendations for how organizations could enhance their wellness programs and policies.

Market concentration of the Brazilian hospital medical supplementary health system

BackgroundThe Brazilian supplementary health market has undergone transformations in recent years due to constant mergers and acquisitions of by large corporations, contributing to the increase in market concentration, especially in the poorest and least developed regions of the country. Thus, given the care it provides and its economic relevance, understanding the fundamentals of these movements, the likely consequences and trends for the health market are relevant, important, and strategic.ObjectiveTo understand the general and specific context of Brazilian supplementary health, its scenarios, and trends, with emphasis on the analysis of market concentration and recent mergers and acquisitions.MethodologyThe research is applied, descriptive and exploratory and uses secondary data from various sources, submitted to quantitative data analysis methods. The data are organized into three groups: historical and regulatory documents; industry data; and market.ResultsThe results show the growing concentration of the market promoted by large publicly traded corporations, the growing relevance of tech startups on the healthcare landscape, the predominant use of the relative valuation model, with implicit multiples for asset pricing and the prevalence of corporate health plans.ConclusionThe growing concentration of the system projects a market with fewer options and less competitiveness, since the growth of large operators is evident, in addition to the relevant increase in the number of complaints from users of the system, which signals the growing gap between the expectations of users and the levels of quality care offered. The study also highlights the predominance of corporate health plans, revealing the direct relationship between access to supplementary health services and employability rates. The analysis of M&A operations, in addition to the increase in market concentration, reveals the prevalence of the use of the relative valuation model and implicit multiples for the pricing of traded assets. This denotes the future expectation of wealth generation, at least equivalent to the historical series of the sector, on the part of investors, whose frustration may signal the decreasing attractiveness of resources and M&A operations in the sector in the coming years.

Beyond success and failure: learning from execution of corporate entrepreneurial actions

Purpose This article aims to redefine the paradigm of evaluating corporate entrepreneurial actions, moving beyond the simplistic success/failure dichotomy. It underscores the importance of a nuanced understanding of the outcomes of such initiatives, emphasizing the need for organizations to learn from both their successes and failures. The focus is on fostering a learning organization culture, where strategic decision-making is enhanced through a comprehensive analysis of past entrepreneurial endeavors, thus ensuring long-term corporate health and growth. Design/methodology/approach The study is based on the analysis of the existing literature and illustrative real-world cases from prominent corporations. Findings The findings reveal that understanding the reasons behind the success or failure of strategic initiatives is crucial for sustainable corporate growth. The study highlights that mere success can be misleading without comprehending the underlying factors, just as failure can offer valuable lessons if properly analyzed. The 'Learning from Execution Matrix' facilitates this understanding, aiding corporations in fostering a culture of continuous improvement. The DIRS (Decomposition, Interpretation, Rewarding, Scaling) framework further helps in breaking down and scaling these learnings for broader application within the organization. Originality/value This article contributes to the field of strategic entrepreneurship by providing a novel framework for analyzing corporate entrepreneurial actions. The 'Learning from Execution Matrix' and the DIRS framework offer practical, actionable tools for managers and leaders, fostering a culture of learning and strategic adaptation. This approach is original in its emphasis on the nuanced understanding of both successes and failures, making it a valuable guide for corporations seeking sustained growth and innovation in a competitive business environment.

Workplace mental health promotion in a large state organization: Perceived needs, expected effects, neglected side effects

Background Work ability and mental health in the workplace is increasingly promoted in terms of workplace health management. In order to select suitable interventions at work in a concrete context, employees and managers of a large state organization (science and development sector) were asked about perceived needs, desired effects and possible side effects of health promotion interventions. Methods 13 semi-structured interviews with managers and three focus group interviews with employees (N = 20) were conducted in autumn 2020 by a behavior therapist in training. The evaluation was carried out by a qualitative content analysis of the interview transcripts according to a deductive procedure and was checked by two independent raters. Results Most frequently, need was expressed for individual case counselling by a health expert due to the diversity of work-related problems. Managers would like to see more health-related leadership training, and a review of the various communication channels of their organization. Expected positive effects are increased self-efficacy, higher person-job-fits and reduced absenteeism. Side effects were mentioned, such as confusion of health management activities with therapy, or sensitization effects when speaking too much about mental health in mentally healthy teams. Lack of competence with the topic of mental health was mentioned as a reason for non-participation in mental health promotion activities. Conclusions The role of managers in relation to mental health needs to be more defined. Side effects related to mental health activities should be considered in evaluations. Selection of health interventions should depend on the concrete needs of the organization.

Seaweed Farming in Tanzania: A Study of Working Practices and Geospatial Analysis of Occupational Hazards and Adverse Health Outcomes

ABSTRACT Objective Work in seafood harvesting and processing has been associated with a range of occupational hazards and associated health problems. However, limited information exists regarding the occupational health risks among workers engaged in seaweed handling. Methods A cross-sectional study was conducted to map seaweed co-operatives (n = 45), assess working practices, and identify common work-related symptoms, occupational hazards, and interventions in seaweed farming sites (n = 24), across three regions of Zanzibar, Tanzania. Results Seaweed farming in Zanzibar primarily involves the cultivation of Eucheuma Spinosum, with the majority of workers being women. Common work-related symptoms identified include musculoskeletal symptoms, mainly affecting the wrist (87%), back (84%) and lower limbs (73%). Furthermore, a significant proportion of workers were reported to have skin problems (80%) as well as heat and asthma-related symptoms (51%). Walk-through hazard evaluations of work sites identified a range of occupational hazards, with ergonomic (58–68%), biological (50–63%) and chemical (55–65%) hazards obtaining higher scores across the three regions. Geospatial analysis revealed regional variations in occupational hazards and work-related symptom prevalence, with Unguja South having a statistically significant (p < .05) higher mean prevalence of skin symptoms (95%) and Mjini Magharibi region reporting a higher prevalence of lower limb pain (100%), back pain (100%), and heat-related symptoms (90%). Despite the high hazard scores, interventions were generally lacking across all regions. Conclusion Occupational health hazards and adverse health outcomes vary across seaweed farming and processing regions. Tailored interventions will be key to improving workplace health and safety of workers engaged in this sector.

Original Research: Exploring Black Nurses' Perceptions of Workplace Safety and Personal Health.

This study aimed to assess the perceptions of nurses who self-identify as Black or African American regarding their workplace health and safety and to explore how these perceptions are associated with their perceived personal health. Nurses practicing in unhealthy work environments can experience poorer physical and mental health. Recent civil unrest and ongoing dialogue about structural and systemic racism have prompted calls for greater efforts to understand the workplace perceptions and experiences of ethnic minority nurses, and how these influence nurses' personal well-being. But there is a dearth of relevant evidence concerning these nurses, including Black nurses. This cross-sectional, descriptive study involved analysis of secondary data collected from May 1, 2017, through December 31, 2019, by the American Nurses Association's HealthyNurse Survey (N = 19,131). We employed descriptive, bivariate, and multivariate analyses to examine the data for the 1,143 respondents who both self-identified as Black or African American and responded to all items concerning the major variable of personal health. Overall, respondents reported a slight tendency to agree or strongly agree that their practice environments were safe. When looking at various factors explaining personal health, the perception of workplace health and safety was found to be a significant contributing factor. The study findings suggest that, among Black nurses, perceptions about workplace health and safety are associated with perceived personal health. These findings underscore the importance of fostering healthy work environments.

Exploring Job-Related Factors and Exercise Intentions in Relation to Overall Physical Activity and Its Subdivisions.

This study examined the relationships between job-related factors and overall physical activity (PA), including its subdivisions: leisure-time PA, transportation PA, and work-related PA. Additionally, this study investigated the associations between exercise intentions and different types of PA. A cross-sectional design was employed, utilizing a questionnaire to collect data on participants' demographics, job-related characteristics, exercise intentions, and levels of PA. A total of 400 full-time workers voluntarily participated in this study. The findings identified women, white-collar workers, those with longer working hours, and individuals with low exercise intentions as high-risk groups for insufficient overall PA in multiple linear regression analysis. After controlling for covariates, occupation was found to be associated with both overall PA (β = 0.146) and work-related PA (β = 0.236). Shift workers exhibited higher levels of work-related PA (β = 0.234). Furthermore, exercise intentions showed associations with overall PA (β = 0.243), leisure-time PA (β = 0.523), and transportation PA (β = 0.176) but did not demonstrate a significant relationship with work-related PA. This study highlights the importance of implementing comprehensive approaches in workplace health promotion programs aimed at enhancing various types of PA. Strategies should focus on improving exercise intentions to boost leisure-time and transportation PA, while work-related PA requires tailored interventions based on job-specific factors.