WORK: A Journal of Prevention,Assessment & Rehabilitation

Based on the International Classification of Functioning, disability entails a problem in participation, and work activity is a pillar for inclusion. The success of labor inclusion will depend on the labor adaptations that are adopted. Discrimination in the workplace remains one of the biggest obstacles to effective inclusion.

Analyzing the evidence associated with workplace adaptations as an inclusion strategy for people with physical disabilities

Literature published between 2012 and 2023 in English and Spanish. The databases were examined: Science Direct, Scopus, Taylor & Francis and free search and 10 articles were included to prepare this integrative review. The methodological quality followed the recommendations of the Equator network.

Most of the changes were organizational and accessibility related to flexible hours, the adoption of teleworking, the availability of elevators, preferential parking and adaptations in bathrooms. The main shortcomings reported were limitations in evaluating jobs, productivity costs and effectiveness of adjustments, redesigning tasks and managing disability in the work environment.

Although there are international efforts aimed at improving the inclusion of people with disabilities in the workplace, the results are asymmetrical between accessibility and support. The development of reasonable accommodations in the workplace in pursuit of employment rights is still in its early stages.

Musculoskeletal pain is common in office workers and teleworkers, but the causes remain not enough visible in society.

This systematic review examines main risk factors for work-related musculoskeletal disorder (WRMSD) in office workers versus teleworkers.

PubMed/ Medline, Scopus and Web of Science databases were searched using keywords based on the theme, CoCoPop was used to define the inclusion criteria, also used the PRISMA guidelines, the QuADs tools to evaluate the quality of the studies, risk of bias analyses was done with the Navigation Guide for Systematic Reviews in environment and occupational health.

Of 468 studies identified, 17 were included in the final selection. Both office workers and teleworkers have working conditions at risk of developing or aggravating MSD, but results highlighted the poor teleworkers workplaces, ICT equipment's as laptops, psychosocial and organizational demands that increased the working time and family conflicts, and environmental risk factors associated to teleworkers increased WRMSD symptoms/pain.

This review underline the lack of appropriate working conditions at home and that is a contribute for increasing WRMSD pain in teleworkers. Employers should give more importance ensuring ergonomic workplace at teleworkers home, including also worker's organizational companies support.

Work disability is a major public health challenge, with various health conditions leading to long-term sickness and early retirement, placing a substantial burden on individuals and society.

This systematic review aimed to identify key health-related risk factors for work disabilities, highlighting the importance of early prevention strategies.

A systematic literature search was conducted in 06/2023 using MEDLINE via PubMed, EMBASE via OVID, and CINAHL via Cochrane Library Trials. Two independent reviewers screened abstracts and reviewed full-text articles describing risk factors for work disabilities. Data extraction followed PRISMA guidelines, with the databases searched using synonymous keywords for “risk factors” and “work disability”.

Of the 61,872 articles identified, 17 met the inclusion criteria. The studies identified several health-related risk factors leading to work disabilities. The most frequently reported conditions were common mental disorders and musculoskeletal disorders, often leading to short- or long-term sick leave. The review highlighted that health-related risk factors frequently co-occur and interact, suggesting that work disability is rarely due to a single factor. The quality of the included studies varied, and many relied on self-reported data, which can introduce bias.

(Chronic) conditions, particularly mental and musculoskeletal disorders, are significant risk factors for work disability. Primary and secondary prevention measures, such as rehabilitation are crucial to mitigate the need for disability retirement. Future research should focus on prospective cohort studies and a thorough scientific investigation of potential intervention factors to provide decision-makers with information on cost-effective prevention programs.

Prospero ID: CRD42023422118

Noise annoyance is a detrimental cognitive response elicited by noise exposure. Precisely identifying primary risk factors plays a vital role in effectively preventing and managing this issue.

This study aimed to develop a comprehensive Bayesian network model to predict noise annoyance, by identifying main contributing factors.

We conducted a deep literature review to list variables affecting the probability of noise annoyance Expert knowledge was elicited to finalize variables and find their causal relationship. We collected questionnaires from 542 workers in a steel factory during 2025–2023 to gather data on noise annoyance, insomnia severity, general health, workload, personality type, job stress, and loudness perception as the key variables. The Bayesian network was applied to model the probability of noise annoyance among workers and determine its key influencing factors. The model's accuracy and sensitivity were ultimately evaluated based on different approaches.

Questionnaires results indicated that over 50% of the workers found the noise annoying, and nearly half perceived the loudness as extremely high. BN results showed that stress, sensitivity to noise, and personality were identified as the most influential factors affecting noise annoyance, respectively. The model exhibited a low error rate of 11.81% and a high Area Under the Curve of 0.88, demonstrating a high level of accuracy in predicting noise annoyance levels experienced by workers.

The study highlights the developed Bayesian model as a valuable tool for predicting risk factors and emphasizes pre-employment health assessments incorporating stress, noise sensitivity and personality to prevent, identify and manage noise annoyance in industrial settings.

Family-friendly policy is an important tool to alleviate work-family conflict, however, less is known about the micro-mechanism of policy enabling process.

This study examines the underlying dynamic of family-friendly policy on work-family conflict by considering the mediator role of boundary/time management efficacy and the moderating role of policy attribution on family-friendly policy empowerment.

To reduce the common method bias, the study adopted a three-stage data collection method. In the first stage of the study, 800 questionnaires were distributed and 703 valid questionnaires were collected. In the second stage, 703 valid samples in the sample bank were questioned, and 635 valid questionnaires were collected. Then 635 valid samples were sent the third stage questionnaire, 321 valid questionnaires were recovered, and 303 samples were successfully matched in three stages. Each stage of data collection lasted for one week and was separated by three months.

(1) a sense of efficacy, as a given manifestation of policy empowerment, mediates family-friendly policy and work-family conflict. (2) policy attribution moderated the empowerment level of family-friendly policies. Specifically, the schedule/boundary management efficacy will be improved significantly by a family-friendly policy when attributing policy to employes’ well-being, compared with the group that attributed the policy to the benefit of the organization.

This study reveals the psychological process and mechanism underlying the role of family-friendly policies in balancing work-family relationships. It demonstrates the importance of integrating the instrumental and value rationality of policies so that policy formulation and implementation can optimize resource allocation while also meeting the urgent needs of the different stakeholder groups.

The recurrent incompatibility between manual tools and human users is a drawback normally associated with the physical capacity of the worker. Hence, the conception and design of comfortable tools should consider the user experience.

This work looks forward to identifying key descriptors influencing the comfort experience, through the usage assessment of a by-pass-type manual cutting tool (pruning scissors).

This was a cross-sectional research which was carried out in three stages: (i) Identification of the relevant descriptors using a documented review, (ii) Identification of the relevant descriptors through the user experience, which is documented using semi-structured interviews (n = 20), and (iii) Evaluation and grading of the identified descriptors through interviews and the semantic-differential-methodology application (n = 50).

Data were evaluated using descriptive-statistics tools, which allowed us to identify comfort descriptors not included in the literature. Similarly, data were treated using the principal component analysis technique (PCA).

It was found that comfort and discomfort behave like two opposites on a continuum scale and that perception changes according to the tool and the specific task in which the user is immersed. On the other hand, it was figured out that tool appearance or aesthetics are not related to comfort.

With an aging workforce becoming increasingly prevalent in the United States, the intersection of older age and disability presents significant challenges for employment, particularly in the context of workplace accommodations.

This study aimed to elucidate the psychosocial factors influencing older workers’ requests and receipts of job accommodations, focusing on the pivotal role of disability acceptance.

Employing a quantitative approach, we included 217 older workers (50 years and older) across various employment sectors, analyzing their experiences with accommodation requests, workplace support, knowledge of the Americans with Disabilities Act (ADA), and levels of disability acceptance.

Logistic regression models revealed that perceived workplace support significantly predicted the likelihood of requesting and receiving accommodations, whereas disability acceptance, despite its hypothesized importance, did not emerge as a significant predictor in our models. Results highlight the critical role of workplace support in facilitating accommodation processes for older workers and suggest that interventions to increase ADA awareness and foster supportive work environments may enhance accommodation outcomes.

This study contributes to a nuanced understanding of the dynamics surrounding accommodation requests among the aging workforce, emphasizing the need for inclusive workplace practices and policies.

While safety climate and performance are extensively studied, few research studies have explored the relationship between safety climate and both retrospective and prospective indicators of safety performance.

This study aims to investigate the relationships between safety climate, safety behavior, musculoskeletal disorder (MSD) symptoms, and injury experience in manufacturing using structural equation modeling (SEM).

The study enrolled 409 employees from 15 manufacturing companies in Urmia, Iran in 2021. Data were collected using safety climate, safety behavior, and Nordic musculoskeletal disorders questionnaires. Occupational injury experiences from the past year were also recorded. SEM was used to analyze safety climate's relationships with performance variables.

A positive relationship was observed between safety climate and safety behavior (r = 0.38, p < 0.01). Symptoms of MSD correlated significantly with safety climate (r = −0.12, p < 0.05) and injury experience (r = 0.10, p < 0.05). A significant association was found between safety climate and safety behavior factors in the first model (ß = 0.19, p = 0.001). The overall fit indices for the proposed model were acceptable. SEM confirmed a significant association between safety climate and safety behavior (ß = 0.20, p = 0.001). However, no relationship was found between safety climate/behavior and injury experience or MSD symptoms.

The safety climate influenced safety behavior but had no effect on employees’ self-reported injuries or MSD symptoms. Enhancing workplaces safety climate could prevent unsafe behaviors. This study recommends exploring the association between safety climate and safety performance indicators, considering potential mediators and moderators.

As new cases of differentiated thyroid cancer become younger and survival rates improve, young and middle-aged patients have become the main population with the disease. Therefore, most patients are in the developmental stage of work. Returning to work after cancer treatment has become common.

To explore the perceptions and experiences of patients with differentiated thyroid cancer about continuing to work after cancer.

Using the descriptive phenomenological research method, semi-structured in-depth interviews were conducted with 13 patients with differentiated thyroid cancer who entered the follow-up period, and the data were analyzed using the Colaizzi 7-step analysis method and managed with the help of Nvivo 11.

The themes of work experience are as follows: necessary reasons for continuing to work: survival needs, supporting family, work for recovery; negative effects of disease in work status: distressing cancer symptoms, fear of disease recurrence, difficult choice between health and future, labeling of cancer patients; support and coping: family support, social support, professional information support.

Economic factors play an important role in differentiated thyroid cancer survivors’ choice to continue working. Patients who are currently in a work status have some distress, but to some extent, the work status facilitates survival and treatment. Multidisciplinary and individualized medical interventions, as well as employer and policy support, can help to mitigate the harm caused by cancer diagnosis and treatment and promote patients’ continued work and improved quality of life.

Supported Employment (SE) is a widely used methodology for work inclusion, with a documented positive effect for several user groups with difficulties to enter the competitive labor market. In 2017, SE was implemented in the Norwegian Labor and Welfare Administration (NLWA), provided by employment specialists for labor market inclusion.

To examine experiences of employment specialists adopting the SE-methodology and the coping strategies developed to handle the workload, and to identify critical issues in the implementation of SE.

Six focus groups with employment specialists at two local NLWA-offices were conducted at baseline, and three, 12 and 18 months after. Sessions were recorded and transcribed verbatim. A thematic analysis was performed.

Participants showed a growing confidence in their own skill set. Coping strategies to encounter challenges included achieving a better balance between available resources and allocated workload, avoiding unnoticed dropout of employment seekers, and developing an awareness for the ‘employability’ of employment seekers. Critical issues included the increasing feeling of getting detached from teammates, a constant lack of time for satisfactory task performance, and growing discomfort with organizing the workload according to set efficiency parameters, instead of standards for good SE. Several employment specialists showed signs of professional burnout.

Participants became quickly familiar with the SE-methodology. They became subject to significant wear and the loss of a career perspective as an employment specialist, resulting in high turn-over. The critical issues identified must be addressed to make SE in the NLWA sustainable.

The cutting operation of the mat-type paddy nursery for mechanical transplanting poses significant human postural challenges, leading to potential health risks for farmers.

A nursery cutter was designed, developed and evaluated considering the ergonomic guidelines for the human farm workers.

Anthropometric dimensions of 5^th and 95^th percentile of the Indian Agricultural workers was considered for the design of nursery cutter. The total length of cutter 1205 mm aligns with 80% of the 95^th percentile male acromial height ensuring operator comfort. Additionally, a 413 mm handle crossbar length (95^th percentile female elbow-elbow breadth) and a 280 mm width (5th percentile for both genders) were selected for ergonomic compatibility and ease of operation. Computer-aided design with human manikin was simulated for the postural evaluation.

The developed equipment could achieve a cutting capacity of 325–425 mats/ h with uniform cutting. The cost comparison analysis revealed that cutting mats for one hectare with the manual nursery cutter was significantly lesser (INR 71.00–89.00) than using a sickle/knife (INR 162.00–202.00) or an indigenous cutter (INR 146.00–172.00). Physiological results of workers showed that heart rates, oxygen consumption rate and energy expenditure rate ranged from 104–120 bpm, 0.66–0.88 l/min, and 13.7–18.37 kJ/min, respectively, indicating that the physical demands on workers were within moderate limits rather than heavy workload as in case of other conventional methods.

Adopting ergonomic design equipment, the PAU manual nursery cutter can potentially enhance productivity, timeliness in operation, reduce operator fatigue, and mitigate health risks associated with nursery cutting operations.

Work-related stressors are a significant predictor of long-term sickness absence due to mental disorders (LTSA-MD) issues.

To examine the relationship between work-related stressors and LTSA-MD among Japanese public servants.

A retrospective cohort study design was utilized, analyzing data from public servants in City A, Japan, who underwent mandatory annual stress checks from 2011 to 2020. The study focused on LTSA-MD instances lasting over three months due to mental disorders. The Brief Job Stress Questionnaire (BJSQ) was employed to measure occupational stress factors. Cox Hazard Models adjusted for demographic and occupational variables were used to examine the relationship between BJSQ sub-items and the onset of LTSA-MD.

Among the 1026 LTSA-MD instances identified, an association was found between the scores of job stressors, stress responses, and job satisfaction of BJSQ with increased LTSA-MD risk, whereas social occupational support was not related.

The findings highlight the critical role of occupational stress, stress response, and job satisfaction in predicting LTSA-MD among Japanese public servants. Mitigating these factors could significantly reduce the risk of LTSA-MD, underscoring the importance of implementing targeted workplace interventions.

Currently, there are limited studies on the adaptation of medical university students and the factors influencing their adaptation.

This study aims to evaluate the adaptation status of medical university students, identify the variables influencing their adaptation, and propose scientific methods and strategies for managing their adaptation process.

A convenient cluster sampling method was used to select 1121 students from a medical university in China. The participants completed an anonymous questionnaire, which included a self-designed general questionnaire and the University Adaptation Scale developed by Fang et al. Data were analyzed using descriptive statistics, t-tests, ANOVA, and multiple linear regression.

A total of 1102 valid questionnaires were collected, revealing an overall adaptation score of 3.42 ± 0.54. Scores for the seven dimensions were as follows : learning adaptation (3.53 ± 0.63), interpersonal relationship adaptation (3.35 ± 0.65), campus adaptation (3.45 ± 0.65), career adaptation (3.50 ± 0.59), emotional adaptation (3.45 ± 0.65), self-adaptation (3.33 ± 0.66), and satisfaction (3.24 ± 0.77). Adaptation levels declined with age and grade increase, while only-child students and urban students scored higher than their counterparts. Students who had class cadre positions during secondary school also scored higher. Clinical medicine majors achieved the highest scores, while nursing majors had the lowest. Notably, 68.6% of students experienced discomfort symptoms at the beginning of the academic year, and 82.0% reported that the COVID-19 pandemic strengthened their desire to major in medicine.

Overall, medical students demonstrated good adaptability, with learning adaptation scoring the highest. Adaptation was influenced by major, intention to study medicine, and demographic factors such as age, grade, and household registration.

With the increase in the elderly population all over the world, researchers have recently focused on the importance of happiness and successful aging.

This study aimed to investigate the effect of leisure involvement on happiness and successful aging levels in the elderly.

The personal information form, the leisure involvement scale, the Oxford happiness scale, and the successful aging scale were used in this study. The convenience sampling method was preferred in the current study. The data of the study were collected from individuals who performed leisure activities in recreational parks in Istanbul. The Pearson correlation analysis and linear regression analysis were used for the analysis of obtained data. A total of 227 (M_Age= 64.32 ± 2.74) elderly participated in the study voluntarily.

There was a positive relationship between leisure involvement with happiness (r = .381) and healthy aging (r = .311). Moreover, when the results regarding the main hypothesis of the research were examined, it was observed that leisure involvement had a positive effect on happiness and successful aging (p < .001). Accordingly, it was determined that the participants’ leisure involvements predicted their happiness and successful aging levels by 14% (adj.R²= .141) and 9% (adj.R²= .093), respectively.

Elderly over the age of sixty with high levels of leisure involvement may feel better as physically and psychologically, they can become happier humans and achieve more successful aging.

The ongoing fourth industrial revolution, characterized by the integration of intelligent machines, presents a transformative shift in the nature of work. Unlike past industrial revolutions that reshaped job dynamics, the current reliance on intelligent machines introduces new complexities. It is challenging to determine whether the adoption of intelligent machines fosters active engagement or diminishes motivation of employees.

This paper explores how the adoption of intelligent machines affects employee work engagement. We aim to identify the key combinations of factors influencing work engagement amidst technological integration by utilizing a supportive ecosystem perspective.

We employed fuzzy-set qualitative comparative analysis (fsQCA) to examine the interplay of seven factors: challenge stressors, leadership empowerment behavior, technology dependence, relationship dependence, emotional dependence, benefit dependence, and growth need strength. This approach addresses the limitations of previous research by considering the interdependencies and non-linear relationships among these factors.

Our study reveals diverse configurations that influence work engagement. The fsQCA analysis uncovers multiple pathways through which the identified factors interact to impact work engagement, providing a nuanced understanding of the conditions that foster employee engagement in the era of AI.

Theoretically, this study contributes to the literature by elucidating multiple configurations that influence work engagement, highlighting the importance of a supportive ecosystem perspective in understanding employee behavior in technologically advanced workplaces. The findings also offer empirical insights to guide managerial interventions aimed at fostering employee engagement in the AI era.

Prior research conducted in the small bag manufacturing sector in Indonesia reported that occupational injuries occurred almost every month, with some workers reporting severe injuries that led to their fingers being amputated. Another study mentioned that the food manufacturing sectors tend to be more focused on improving their production activities than on paying attention to protecting their workers. Despite these conditions, employees are commonly seen by the owners as being responsible for their own safety at the workplace. Additionally, research examining how employees perceive occupational safety and health (OSH) and the current OSH programming available in SMB food and bag manufacturing in Indonesia is still limited.

This study aims to identify the perceptions among SMBs employees on OSH implementation in small and medium sized food and bag manufacturing businesses in Indonesia.

This qualitative study utilized in-depth interviews with employees of small and medium sized food and bag manufacturing businesses located in Bogor City, West Java Province.

Occupational injuries happened to employees in almost all the businesses participated in the study. However, almost all the employees are not covered by insurance and accounted themselves to be responsible for both the injuries and to have the insurance. The employees often have casual or ‘family-like’ relationships with the business owners.

The ‘family-like’ relationship between business owners and employees in small and medium sized businesses can contribute to employees taking the responsibility for injuries that occur to themselves or their colleagues.

Gratitude at work is defined as the tendency to notice and appreciate aspects of work, how it affects one's life. Studies show that gratitude education can alleviate individual burnout and increase the ability to resist pressure, but it is not clear whether gratitude intervention can improve individual job involvement.

The purpose of this study is to determine whether gratitude intervention can reduce stress, job burnout and enhance job involvement of new nurses.

A randomized controlled trial was conducted from September 2020 to September 2021. A total of 118 new nurses in China were randomly divided into gratitude group and control group by random number table method. The control group received routine training for new nurses, and the intervention group received, in addition, a gratitude intervention for 2 months. The primary outcome measure was the Utrecht Work Engagement Scale-9 score (UWES-9). Secondary outcome indicators were Gratitude Questionnaire score (GQ-6), The Perceived Stress Scale score (PSS), and Maslach Burnout Inventory score (MBI). This study was reported using the CONSORT checklist.

A total of 118 new nurses were included. The scores of UWES-9 scale of the gratitude group were significantly higher than those in the control group immediately after intervention, 3 months and 6 months after intervention, as the main observation index. Among the secondary outcome indicators, GQ-6 and MBI Personal Accompli-shment scores in the gratitude group were significantly higher than those in the control group immediately after intervention and 3 months after intervention. The PSS, MBI-Emotional Exhaustion and Depersonalization scores in the gratitude group were significantly lower than those in the control group immediately after intervention, 3 months and 6 months after intervention.

Gratitude intervention can effectively improve the level of job involvement and gratitude, reduce stress and burnout of new nurses. However, this was a relatively short follow-up period. Further studies are needed to assess the long-term effects for new nurses.

One of the most significant impacts of the COVID-19 pandemic on human societies was the transformation of face-to-face training (F2F) into distance education (DE) processes.

This study aimed to investigate computer vision syndrome (CVS) before and during the COVID-19 pandemic and identify the risk factors that may lead to increased incidence of CVS in university professors due to DE.

Using an online questionnaire, occupational and demographic information, hours of computer, laptop, smartphone, and tablet usage before and during the COVID-19 pandemic were collected. In the second part, participants were asked to report the frequency of occurrence and severity of 16 CVS symptoms over the past year and the last 7 days. The third section of the questionnaire recorded CVS risk factors such as ergonomic status of workstations, during virtual live training (VLT) and offline content creation during the COVID-19 period.

The prevalence of CVS was 9.03% before COVID-19 and 34.19% during COVID-19. The cumulative incidence of CVS was 25.48%. The mean ± SD of the CVS final score significantly increased before (6.82 ± 4.29) and during COVID-19 (8.48 ± 7.11) (p < 0.001). Associated factors with CVS revealed using Univariate analyses (OR >1; 95% CI 0.75–11.27, p < 0.05).

DE has led to increased prevalence and incidence of CVS in university professors during the COVID-19 pandemic. It appears that associated factors with CVS such as increased usage time of smartphones can contribute to increase CVS in university professors.

The outbreak of the novel coronavirus SARS-CoV-2, first discovered in Wuhan, Hubei province of the People's Republic of China, has spread to virtually every country which caused a global pandemic. The pandemic in the United States may have caused disruption of health coverage for millions of people. Researchers have found that the pandemic has affected health insurance coverage for millions in the United States. However, there is a gap in the literature that assesses the mental health status of those affected with health insurance by the covid-19 pandemic.

Our hypothesis postulates that those who had employer-based insurance were negatively affected and those who had public insurance were positively affected. Furthermore, we hypothesized that those who lost their health insurance experienced adverse mental health effects and conditions such as anxiety, depression, and stress. The aim of this study is to examine the effect of Covid-19 pandemic on health insurance behavior and mental health.

We conducted a cross-sectional method to determine whether the covid-19 pandemic influenced health insurance behavior. An online questionnaire was administered to 500 adults residing in the United States through an online platform, Prolific, that helps researchers recruit participants for online research. Enrollment was on a first-come, first-served basis. Participants completed the questionnaire on March 27, 2023. The survey administered assessed the participants mental health status with their experience of healthcare during the pandemic. Two regression analysis were conducted to understand the pandemic's effect on participants health. Our dependent variable was the answers to the participants health from the pandemic using a summative scale. The independent variable was whether participants had health insurance. And if so, the type of health insurance.

The results showed that loss of employer health insurance has a significant effect on mental health. Furthermore, certain demographics were more likely to experience adverse health from the pandemic.

Further studies should be explored to understand the health disparities from the pandemic.

The profession of a firefighter is classified as a profession with a very high level of risk. Serving in Rescue and Firefighting Unit (RFU) involves participating in intervention activities, including fighting fires, removing the effects of technical failures and natural disasters, rescuing people and animals, and specialized activities.

The analysis of zoonotic health hazards to firefighters during fire and rescue operations from 2020 to 2022.

The analysis covered the data from the Human Resources Office of the State Fire Service Headquarters, from the Department of Occupational Health and Safety and Health Prevention. Data collected from all over Poland in the form of an annual analysis of the accident rate. For the purposes of further analysis and calculations, several definitions were adopted: animal evacuation, animal relocation, access to animals.

In the years 2020–2022, 67 firefighter injuries of animal origin were registered: animals, birds, as well as hymenopteran insects (stings), and ticks (bites). Interventions involving animals accounted for 8.8% of all firefighter operations. An analysis was conducted to identify the most common cause (species) and location (body area) of firefighter injuries in rescue and firefighting operations with animals. The most common cause of injuries was identified (species): dog (13%), cat (31%), hymenoptera (25%) and the location of injury to firefighters (body area): hand (55%), head (16%).

The overall number of injuries is small compared to the number of incidents with animals, which may be related to good firefighter protection and effective procedures. To avoid zoonotic injuries to the palm area, fire trucks should be provided with a set of general-use veterinary gloves + disposable nitrile gloves that will ensure hygiene when used by many people. The interventions towards animals throughout Poland are on a large scale, which creates a health risk for firefighters, as rescued animals under stress and towards strangers behave in an unpredictable manner, adequate to a given stress reaction.

Burnout in physician and scientist faculty threatens professional satisfaction, mental health, and work quality while impacting women more than men. Women experience gender mistreatment more often than men, which may impact burnout.

To determine the differences in burnout, discrimination and harassment by gender, and whether these variables were associated with burnout in physician and scientist faculty.

An anonymous cross-sectional survey from November 2018 through February 2019 was conducted in physician and scientist faculty at a large urban hospital. Survey instruments included MaslachBurnout Inventory-2, gender-based discrimination and harassment questions, and demographic and professional characteristics.

Of 4156 faculty, 1497 (36%) provided gender identification and were included in analyses. Women experienced burnout at higher rates than men (30.9% vs. 23.3%, p = 0.002). Women also experienced gender discrimination and gender harassment at 11 (25.0% vs 2.3%, p < 0.001) and 5.7 (13.0% vs 2.3%, p < 0.001) times the rate of men, respectively. In a multivariable analysis, gender-based discrimination and harassment was associated with burnout among women (OR 1.65, p = 0.035) and overall (OR 1.65, p = 0.017), but not among men. In men, those aged 40–60 experienced increased burnout compared to those aged >60 (OR 2.67, p = 0.017). For all participants, burnout was associated with depression symptoms, poor work life integration, and lower leadership scores.

Burnout is prevalent in both men and women physicians and scientists, but correlates vary by gender. Findings suggest that interventions to reduce burnout should account for gender differences, target leadership behaviors and address gender bias and mistreatment.

Public health workers in the Errachidia province (Morocco) are confronted with a multitude of professional challenges that may precipitate burnout syndrome (BOS). Nevertheless, epidemiological studies in Morocco investigating this syndrome and its associated risk factors remain limited.

To identify burnout syndrome characteristics among health staff and investigate the main factors associated with the development of this syndrome.

An exhaustive cross-sectional study was implemented, with a target group of 750 health personnel. The Maslach Burnout Inventory test was used to assess burnout status. Binary Logistic regression was applied to estimate the risks associated with various socio-demographic, economic, and work-related environmental factors. The study was carried out in early 2019.

Among the 503 health personnel employed in public establishments who completed the distributed and validated forms (response rate = 67.1%), a noteworthy prevalence of burnout (63.22%) was identified. This prevalence signifies a genuine state of emotional, physical, and mental exhaustion among medical and paramedical staff in the study area. The final adjusted logistic model revealed a significant association between burnout and the urban setting, female gender, and nursing profession. Furthermore, our findings indicated that, despite some autonomy, health workers experienced a lack of recognition from the hierarchy, and operated in understaffed structures with a predominant focus on medical rather than social tasks. Such conditions increase the burnout risk.

The status of burnout among healthcare professionals is determined by a complex interplay of risk and protective factors. Effective management strategies are essential to improve the well-being of this population.

Studies show contradictory results on telework and MSDs, recommending investigating ergonomic factors and considering mental workload and inactivity.

To analyze the predictive association of mental workload, postural overload, and physical inactivity on the presence of MSDs in university professors in a pandemic context.

A pilot cross-sectional study. An online self-administered questionnaire was used with the Nordic Musculoskeletal Questionnaire (NMQ) to assess MSDs, the NASA-Task Load Index (NASA-TLX) for mental workload, The Rapid Office Strain Assessment (ROSA) to quantify ergonomic risks, and a physical activity question. The data obtained were analyzed by descriptive statistics and the association between the independent and dependent variables by Chi-square and logistic regression with an α = 0.05.

Fifty-one university professors (58.8% female) participated. The frequency of MSDs was 82.3% and was most common in the neck region (62.7%). Significant associations of mental workload, postural overload, and physical inactivity on MSDs were found. Multiple predictive associations were observed between MSDs in the wrists and hands, chair postural overload, and physical inactivity (OR = 11.84 and OR = 15.38, respectively) while considering confounding variables such as gender, age, and BMI. In addition, MSDs in the upper back were observed with chair and mouse-keyboard postural overload (OR = 5.60 and OR = 7.59, respectively).

Predictive associations exist between mental workload, postural overload, physical inactivity, and MSDs. In the post-COVID era, teleworking has become essential in universities, and it is crucial to plan for it to prevent the risk of musculoskeletal disorders.

Work-related musculoskeletal disorders (WrMSDs) are a major hazard for miners.

This study aimed to assess the effect of an ergonomics training and exercise practices in reducing the exposure the risk factors for WrMSDs among underground mining operators.

This quasi experimental research was carried out in two phases in a mechanised copper mine. Data obtained pre-post the intervention program were collected as follows using the the Extended Nordic Musculoskeletal Scale (E-NMQ), the Quick Exposure Check (QEC) method, Minnesota Job Satisfaction Questionnaire (MJSQ), variables of physical fitness components were evaluated with the Body Mass Index (BMI), ‘Sit and Reach Test’, ‘Modified Biering Sorensen’ test.

The results in the first stage revealed that the prevalence of musculoskeletal disorders was reported 78% (n = 109). According to McNemar test, significant differences between the pre-post comparison in neck, lower back, shoulder, back and knee were observed (p < 0.005) after ergonomics interventions.

Ergonomics training and exercise practices can reduce workplace exposure to risk factors for WrMSDs, as well as improve physical fitness and job satisfaction. Better health and safety conditions for mine employees can be created by using low-cost methods such as ergonomics training and exercise practices in mine workplaces.

Although employment has been positively linked to quality of life, recent theorising suggests the need for a broadened conceptualisation of paid work incorporating dimensions of subjective work experience as a key social determinant of life satisfaction in people with disabilities. There is also a need for further examination on the underlying mechanism between work and wellbeing outcomes amongst people with disabilities.

In this study, we put forth the concept of meaningful work, and examined its associations with self-stigma, and life satisfaction in people with visual impairment.

A total of 302 people with visual impairment completed a survey in Hong Kong. We analysed the data using linear regression and mediation analyses.

We found that meaningful work was positively associated with life satisfaction and negatively associated with self-stigma. Self-stigma was negatively associated with life satisfaction and mediated the association between meaningful work and life satisfaction.

The findings showed that meaningful work is a positive and important social determinant of life satisfaction among people with visual impairment, while self-stigma serves as an underlying mechanism.

Employees who have ADHD and/or autism frequently encounter difficulties in their workplace and with their health. Nevertheless, there is a dearth of research focusing on nurses who have ADHD and/or autism, even though the nursing profession presents various significant organizational and social challenges that may potentially have an impact on nurses with ADHD and/or autism.

The aim of the present study was to describe and examine associations between work environment, perceived health and satisfaction with given care among nurses who have ADHD and/or autism.

Recruitment of participants took place through Swedish social media groups, and data collection was carried out via a web-based questionnaire. A total of 99 nurses who self-reported a diagnosis of ADHD and/or autism were included in the study. Descriptive statistics, binary correlations and linear regression analyses were conducted to analyze the data.

The nurses reported high quantitative demands at work, low sense of social community and managerial social support, low perceived health and high satisfaction with given care. Regarding associations between variables, nurses with more inattention (ADHD trait) reported higher quantitative demands at work, and nurses with more social anxiety (autistic trait) reported lower perceived health.

Among nurses with ADHD and/or autism, the organizational and social work environment and health are challenging, and these challenges seem to be partly connected to the ADHD and autistic traits. However, patient care was perceived to work well. More research is needed to evaluate how the perceived health of nurses with ADHD/autism can be improved.

Workplace bullying and organizational culture are two crucial factors that can significantly affect organizational performance. Understanding the interplay between these variables is imperative for creating conducive work environment and enhancing overall productivity. Additionally, demographic variables such as gender, age, designation, and work experience may also influence these dynamics within an organizational setting.

This study aims to investigate the influence of demographic variables on the relationship between workplace bullying, organizational culture, and organizational performance. Specifically, it examines three primary hypotheses: the impact of workplace bullying on organizational performance, the influence of organizational culture on organizational performance, and the moderating role of organizational culture in the relationship between workplace bullying and organizational performance.

Data were collected from academic staff members at 20 public universities in Malaysia, resulting in 626 responses. Structural Equation Modelling (SEM) was applied to test the primary hypotheses while the Partial Least Squares Multigroup Analysis (PLS-MGA) was employed through SmartPLS to explore the effect of demographic variables on the identified structural paths of the model.

The findings indicate a significant negative impact of workplace bullying and a significant positive effect of organizational culture on organizational performance. Moreover, the analysis reveals notable variations across demographic subgroups. Additionally, the moderating effect of organizational culture demonstrates distinctions between subgroups based on varying levels of work experience, particularly between those with less than 10 years of experience and those with over 20 years.

This study provides valuable insights into the complex relationships among workplace bullying, organizational culture, and organizational performance within Malaysian public universities. The findings underscore the moderating influence of organizational culture and the contextual impact of demographic variables, shedding light on strategies for fostering a supportive work environment and enhancing overall organizational effectiveness.

At a global scale, the impact of the manufacturing sector on the environment has led to the increased demand for the sustainable practices and strategies that help the businesses achieve environmental, social, and economic objectives particularly within the context of developing economies.

This paper addresses this gap by investigating the relationship between employees and firms’ environmental performance in the manufacturing sector operating in a developing country, Pakistan—where the environmental focus is sparse and organizational structures rarely follow cross-functional systems.

Quantitative research was employed and SmartPLS technique was used to test the theoretical model with a valid response rate of 77 percent of senior and middle-level managers of manufacturing firms.

Results revealed the significance of green HRM as direct effect with all constructs. And internal environment management mediates the relationship (β = 0.158; t­-value = 3.458; p < 0.05; lower level = 0.077; upper level = 0.258) between green HRM and green health and Safety.

For sustainable performance, firms must transform their human resource into an environmentally responsible asset. Our findings provide practical implications for the managers of manufacturing firms where ethical monitoring of environmental management must be the prime concern of these firms.

Workplace bullying depletes psychological resources, reducing job performance and organizational citizenship behavior. According to conservation of resources theory, psychological capital functions as a as a crucial psychological resource to influence the organizational citizenship behavior of employees who experience workplace bullying.

This study aimed to construct and validate a model of the associations between workplace bullying, psychological capital, and organizational citizenship behavior.

Meta-analysis and structural equation modeling (MASEM) was employed to analyze 40 quantitative empirical studies.

Psychological capital was significantly and positively correlated with organizational citizenship behavior and significantly and negatively correlated with workplace bullying. However, organizational citizenship behavior was significantly and negatively correlated with workplace bullying, indicating heterogeneity among the variables. The total effects were as follows: workplace bullying negatively influenced psychological capital, psychological capital positively influenced organizational citizenship behavior, and workplace bullying negatively influenced organizational citizenship behavior. Psychological capital mediated the association between workplace bullying and organizational citizenship behavior.

Enterprises must address workplace bullying by establishing regulations and complaint channels. Additionally, they should prioritize recruiting employees with high psychological capital and develop employees’ psychological capital to enhance workplace contributions and organizational citizenship behavior.

Modeling is one of the engineering analyses that can predict most of the accidents and thus reduce damages caused by them.

In this paper, an effort is made to forecast the fire accident and physical consequences in the Kingdom of Saudi Arabia (KSA) in the period 2002–2021 by one of the statistical models known as Autoregressive Integrated Moving Average (ARIMA) models.

This retrospective investigation performed in the year 2023 within the Kingdom of Saudi Arabia. Information, including injuries and fatalities, as well as fire accidents occurring between 2002 and 2021, was obtained from a database. Those were related to the entire Kingdom of Saudi Arabia. To forecast the variables under examination, the ARIMA model, developed by Box and Jenkins, was employed. Statistical analyses were conducted using Minitab software.

The results showed that the number of accidents, injuries, deaths, and population are increasing from 2002 to 2021. It is observed that forecasted values of injuries per 100,000 persons and accidents per 100,000 persons due to fire in KSA have increasing trends, and forecasted values of deaths per 100,000 persons, injuries per 1000 accidents, and deaths per 1000 accidents had decreasing trends. Also, the results indicated that the proposed model would be well-fitted to forecast the studied parameters.

Based on the findings, the ARIMA technique has robust performance and high accuracy for forecasting fire accidents and physical consequences.

Law enforcement officers (LEO) must be confident in their ability to employ their firearm and be accurate in its application in high stress, life threatening, situations. To assess officer firearm marksmanship and training needs, police officers are assessed annually on their firearm handling and shooting accuracy. The unknown is whether different marksmanship assessments may yield different results in officer qualification rates, and measures of officer firearm comfort, confidence, and safety.

This study aimed to identify differences in officer firearm qualification rates and perceptions of comfort, confidence, and safety in the handling of their firearms between their current Traditional Pistol Assessment (TPA) and an Alternate Pistol Assessment (APA).

Australian LEO (male n = 8; female n = 6) consented and participated in a cross sectional, within-subjects, randomised, repeated measures study. Subjective data (e.g. perceived confidence), objective data (e.g. heart rate and breathing rate), and marksmanship qualification results were collected for both assessments.

Four (29%) officers passed the TPA, while seven (50%) passed the APA. While more complex, officers had greater confidence in their sidearm handling and marksmanship ability following the APA. There were no significant differences in physiological demands between the two assessments.

Officer firearm qualification rates are influenced by the nature of the marksmanship assessment undertaken as are their perceptions of firearm comfort, confidence, and safety when handling and firing their firearm. A firearms qualification assessment should include a variety of occupationally relevant situations (e.g. moving, shooting from behind cover, vocalisation, etc.), and consider impacts on officer firearms confidence.

Artificial intelligence (AI) is transforming medical practices with rapidly developing technologies and the innovative solutions it provides. In order for this transformation to be successfully integrated into healthcare services, healthcare professionals must have positive attitudes towards this technology.

The present study was conducted with the aim of comparing the attitudes of nurses working in different provinces towards artificial intelligence.

The study was planned in a descriptive cross-sectional design. The study population consisted of 1453 nurses working in 3 state hospitals (inpatient hospitals providing secondary health care services) located in the city centers of Muş, Bingöl and Adıyaman provinces in eastern Turkey. While the sample size was 698 nurses in total, the study was completed with 737 nurses. The data were collected through the Introductory Information Form and the General Attitudes toward Artificial Intelligence Scale (GAAIS). ANOVA test and multiple regression were used to analyse the data.

It was found that the nurses had highly positive attitudes towards artificial intelligence. When the nurses’ scores from the Positive GAAIS sub-dimension were compared, it was determined that there was a significant difference (p < 0.05) between the provinces. A statistically significant difference (p < 0.01) was found between the provinces in the Negative GAAIS sub-dimension, as well. Demographic characteristics were found to be effective on both Positive GAAIS and Negative GAAIS.

Although there were differences between the provinces, the nurses generally had positive attitudes towards artificial intelligence technologies. The majority of the participants continue to use artificial intelligence technologies although they state that artificial intelligence will replace humans in the future. Longitudinal studies on the factors affecting attitudes towards artificial intelligence are recommended.

Ergonomics risk assessment tools are vital for evaluating awkward postures in various industries, with a primary focus on biomechanical factors. However, existing observational techniques often fail to meet specific postural loading criteria or are inadequate to establish validity, especially in agricultural settings. Enhancements in these tools have been guided by extensive literature reviews.

This study aimed to develop a new assessment tool, the Agricultural Ergonomics Risk Assessment (AERA), by utilizing electromyography (EMG) to classify postural loads and prioritize risks.

This paper describes an experimental study utilizing EMG to analyze postural loads, emphasizing biomechanical factors and including an evaluation of individual and occupational risk factors associated with musculoskeletal disorders (MSD). The validity and reliability of AERA were assessed by five experts and thirty evaluators.

The study revealed strong effects of varying loads and postures on muscle activation. A key finding was the application of biomechanical factors to assess risk levels associated with awkward postures, especially regarding the prevalence of MSD in the neck, trunk, and arm regions. The evaluation indicated a Cronbach's alpha coefficient of 0.97 for precision in content validity of risk assessment criteria. Reliability tests comparing AERA with OWAS, RULA, and REBA yielded Cronbach's alpha coefficients of 0.99, 0.84, 0.93, and 0.88, respectively.

AERA's evaluation criteria incorporating specific and comprehensive risk factors produced the highest levels of test-retest reliability, making it a valuable screening tool for the agricultural sector.

Dependent personality disorder (DPD) is one of the personality disorders in Cluster C of the DSM-V. Although it has been studied extensively in psychology and psychiatry, there is very little evidence on organisational outcomes.

This study focuses on the organisational consequences of the tendency to have a dependent personality disorder from the perspective of employees.

The study was conducted with participants from the public and private sectors (N = 710), and the relationships of DPD with job satisfaction, satisfaction with the manager, satisfaction with the organization, work overload, and abusive supervision were tested.

In addition, the differentiation levels of DPD regarding socio-demographic characteristics were examined. According to the findings, a negative relationship was found between DPD and job satisfaction and satisfaction with the manager. In contrast, a positive relationship was found between DPD, work overload, and abusive supervision.

In addition, it was found that DPD showed statistically significant differences according to the organizational role, managerial position, and sector. The results are discussed in terms of possible causes and organizational effects.

The Minnesota Retaining Employment and Talent After Injury and Illness Network (MN RETAIN) is a randomized controlled study designed to evaluate early interventions promoting workforce retention among workers in Minnesota. The study compares a cohort receiving increased support for stay at work and return to work (SAW/RTW) services from healthcare organizations and resources through workforce development to a control cohort provided solely a list of SAW/RTW resources within the state they can access on their own.

This manuscript aims to describe the design of the MN RETAIN Phase 2 study and experience to date including enrollment. Target enrollment for Phase 2 of MN RETAIN is 3200 workers with approximately half receiving SAW/RTW services from a Return-to-Work Case Manager (RWTCM) who is embedded within the healthcare team. MN RETAIN is structured to be accessible to all workers within the state, with a focus on equity and reaching historically underserved populations.

Phase 2 of the RETAIN model expanded the focus from the southeast region of MN to state-wide coverage. Enrollment and services were designed to acquire a large enough cohort to reach adequate statistical power to detect differences in disability costs and rates of SAW/RTW in participating study subjects. Impact analysis of RETAIN will be performed by the federal evaluator at a future date.

Characteristics of enrolled participants to date are summarized as well as considerations for sustainability of the program upon study completion.

To date, the study has reached diverse workers from throughout the state of MN to provide assistance with SAW/RTW.

The number of seasonal workers in the agricultural sector in France is increasing and their working conditions are difficult and disgraceful. While they have been shown in various studies to be subject to processes that result in them being unable to act on occupational health, some of them, mobilized online, have formed a collective whose is permitted them to develop collective actions.

Our article aims to describe this online collective and how the power to act emerged from the discussions. The purpose it's also to determine how the functioning of these groups fosters the expression of a collective point of view and the achievement of goals that is not attained elsewhere.

We carried out a collaborative research online with a collective of seasonal workers, which consisted in following and taking part in discussions about conditions at work and outside of work, using an instant messaging tool. The results of this collaborative research, included testimonies registration and co-produced with seasonal workers, has been analyzed mobilizing A. Sen's capabilities approach.

During their online discussions, the seasonal workers allow themselves to share the situations of injustice they are subject to with the other members. Here, we present their output and collective actions which were made possible by the mobilization of the resources of some of their members or by collaborating with other actors.

In spite of the remarkable conversion factors made available through this collective action online, certain “failures” show that in order for these workers to have better access to their rights, effective support by public policy is indispensable.

During the recent years of labour shortage, many employers and employer associations have been calling for the recruitment of more temporary migrant workers (TMW) in the province of Quebec. The various programs, the needs expressed by employers, and the problems encountered by TMWs remain largely unknown to the structures that receive these workers (municipalities, Regional County Municipalities or RCM …) or help them (associations …). The real number of TMWs in each local territorial division (Administrative regions, RCM and municipalities) remains unknown. It is therefore difficult to develop welcoming policies or an inclusive framework that meets the needs of these populations.

To develop a more detailed knowledge of the presence of TMWs in Quebec and the needs expressed by employers.

Design of a unified database to elaborate a statistical portrait of the needs expressed by employers and the presence of TMWs in the province of Quebec by stream of the Temporary Foreign Worker Program (TFWP), by skill level, and by territory from 2017 to 2022. An exploratory data analysis to summarize the main characteristics of this longitudinal sample using statistical graphics and maps was conducted.

There are substantial differences between regions and their territories regarding the streams of the TFWP, occupations and skills needed. The data also illustrate the prominence of some companies who hire a large number of TMWs in the province of Quebec and the effect of the COVID-19 lockdowns.

Our analysis shows an increase of various types of TMWs in specific administrative regions and a gap in statistical data about workers from the TFWP for the organizing efforts of local environments (RCM, municipalities and their community sector) to respond to the needs of a growing number of these workers.

Occupational safety and health (OSH) faces complex challenges related to im/migration, social vulnerability and economic precarity that accompany the fundamental reorganization of work during the Fourth Industrial Revolution

To identify limitations of current approaches and facilitate the reintegration of a biosocial approach to OSH through the adoption of more holistic models of im/migration, work, and health.

Through the lens of Mexican labor im/migration to the United States, this paper explores a series of examples that highlight some of the conceptual limitations guiding research at the nexus of migration, work, and health.

The reductionist approach to cause and effect of the biomedical model limits the ability of OSH to address the challenges related to the radical restructuring of the world of work. The externalization of the costs of maintaining and reproducing the workforce is guiding the restructuring of the world of work resulting in the growing vulnerability and insecurity that many workers face today. The legacy of colonialism continues to influence occupational health research and hinder efforts at reducing occupational health inequities.

Reintegration of a biosocial approach is essential to addressing the complex challenges related to current radical reorganization of the world of work.

In Quebec, injured workers have access to medical assistance, wage replacement indemnities, and rehabilitation measures, with most injuries resolved easily. However, a small percentage of cases require a lengthy rehabilitation process, which is particularly complex when involving immigrants. The therapeutic alliance is at the heart of the process, involving mutual trust and confidence and a degree of consensus about the therapeutic interventions to be used and, ultimately, the return to work.

This article delves into the concept of mistrust as more than the absence of trust, and sheds light on its role in the rehabilitation process of immigrant workers.

Drawing from a literature review on mistrust of immigrants in the healthcare setting and comprehensive studies on the rehabilitation process, a conceptual framework for understanding mistrust in this context is proposed.

Vulnerable situations, such as precarious employment and/or temporary immigration status, create fertile ground for mistrust. Negative experiences with healthcare professionals or systems further exacerbate mistrust, as do social stigmas within the rehabilitation system. Cross-cultural miscommunications such as differences in communication styles or beliefs about illnesses further complicate matters, emphasizing the need for culturally sensitive approaches.

Addressing mistrust requires understanding its origins and consequences, as well as providing guidelines for practitioners to enable them to recognize and manage it effectively. Further research is crucial to deepen our understanding of mistrust among immigrant workers and develop strategies for promoting trust and cooperation throughout the rehabilitation process.

Migrant workers in Canada work in the most dangerous industries, with documented difficulties with occupational health and safety (OHS) and workers’ compensation (WC). Little is known, however, about migrant workers’ experiences with “return-to-work”, the ultimate objective of WC for those who recover from their illness or injury.

The objective of this study was to understand migrant workers’ “return-to-work” experiences after facing occupational injury/illness for in Québec, Canada.

Part of a broader multi-disciplinary project exploring how Canadian policies can ensure “return-to-work” for injured workers, this article draws on policy analysis and semi-structured interviews with 21 migrant workers in Quebec who experienced workplace illness or injury. Interviews (in Spanish, English, and French) lasted 1–2 h and were transcribed verbatim and thematically coded.

The first group of workers with occupational injuries never left their job out of fear of consequences. A second group of workers stopped working, with some receiving WC, while others did not. Most workers in this group never returned to work. Among the reasons provided by migrant workers, the data suggest following as the most common: abandoning the job out of fear of re-injury; repatriation and not being called back; and lasting repercussions of the injury leaving them unable to perform the same work. Others returned but experienced a range of problems: working without being fully recovered; constructive dismissal; or quitting because of ongoing risk or exacerbation of health problems. None were able to access retraining programs.

The structural components of Canada's migrant worker programs create conditions of unfree labor that impede the possibility of true “return-to-work”. OHS and WC regimes must implement specific protections for migrant workers to increase their access to protections.