Effects of motivation and workload on firefighters' perceived health, stress, and performance

The feasibility of workload monitoring among law enforcement officers: A multi-methodological approach

This study examined the feasibility of workload monitoring to assess internal workload in law enforcement officers (LEO) using a multi-methodological approach. Fifty front-line LEO completed workload surveys on workdays for eight weeks. Retention and adherence were assessed across the survey period. LEO completed usability and likelihood to continue questionnaires, while departmental administrators (n = 8) received workload reports and completed utility and sustainability questionnaires. A subsample of LEO and administrators participated in semi-structured interviews, following consensual qualitative research design. LEO retention (96%), survey adherence (94%), and usability scores (88.3/100) were high, with a moderate likelihood to continue to use the survey. Administration reported high utility and sustainability. The high adherence rates and usability scores, coupled with strong administrative support, suggest that workload monitoring may be a feasible strategy among LEO to monitor occupational workloads. The LEO and administration feedback highlight areas of improvement (e.g., data transparency, departmental collaboration) to inform future implementation.

The mediating effects of motivation on the relations between occupational stress and physical activity among underresourced afterschool program staff

OBJECTIVE

Guided by Self-Determination Theory, this study aimed to examine the potential mediating effects of autonomous and controlled motivations on physical activity (PA) experiences of afterschool program (ASP) staff with occupational stress.

METHOD

A total of 58 ASP staff provided full data. Staff occupational stress and self-determination motivations for PA were assessed. Participants' daily moderate-to-vigorous physical activity (MVPA) was measured using accelerometer wear. A path analysis was used to address the research purpose.

RESULTS

Occupational stress negatively and indirectly predicted daily MVPA which was mediated by controlled motivation (β = - 4.15, p <.05). Autonomous motivation directly and positively predicted daily MVPA across all types and levels of ASP staff occupational stress (β = 9.93, p =.01).

CONCLUSIONS

Autonomous motivation is a powerful predictor of staff PA levels despite the degree to which they experience stress. In contrast, controlled motivations are more vulnerable to occupational stress, and can lead to lower MVPA.

TRIAL REGISTRATION

Connect Through PLAY: A Staff-based Physical Activity Intervention for Middle School Youth (Connect). https://clinicaltrials.gov/ct2/show/NCT03732144 . Registered 11/06/2018.

REGISTRATION NUMBER

NCT03732144.

"Thank You for Your Good Work": the Impact of Received Gratitude on Employees' Work Motivation

Previous literature suggests that receiving gratitude in the workplace might have beneficial outcomes for the employees; however, the research linking received gratitude to employees' motivation is scant. In this study, we aimed to examine the relations between employees' received gratitude and their controlled and autonomous motivation, as well as amotivation at work. Drawing on the self-determination theory, we also explored whether the frustration and satisfaction of employees' basic psychological needs would mediate the relations between received gratitude expressions and work motivation. A sample consisting of 643 Romanian employees participated in the study. They filled out questionnaires assessing the gratitude they received in their jobs, the frustration and satisfaction of the basic psychological needs (i.e., for autonomy, competence, and relatedness), as well as the motivation to put in effort in their work. Results indicated that received gratitude was negatively related to amotivation and positively related to controlled motivation and autonomous motivation. Moreover, received gratitude was negatively related to the frustration of the three basic psychological needs, while the association between received gratitude and satisfaction of the basic psychological needs was positive. Results further supported the mediational role of the frustration and satisfaction of the basic psychological needs in the relations between received gratitude and employees' motivation. These findings suggest that expressions of thankfulness are an important stimulus for motivation in the workplace, as they remind employees about the importance of their efforts for other people, while also making them feel capable and autonomous in their jobs.

The Moderating Role of Emotional Intelligence on the Relationship Between Conflict Management Styles and Burnout among Firefighters

Background

While the organizational factors that account for firefighters' burnout have been extensively explored, the individual factors related to how they regulate interpersonal conflicts and emotions remain to be investigated. Previous research has demonstrated the association between emotional intelligence and conflict management styles and burnout, but no study has looked at the interrelationships among these factors in high-risk sectors. The present exploratory study aimed to fill this research gap by investigating the relationships between conflict management style, emotional intelligence and burnout in a sample of firefighters.

Methods

A cross-sectional study was conducted with 240 French firefighters. Measures comprised validated scales of conflict management styles, emotional intelligence and burnout.

Results

Results showed that the integrating conflict style reduced burnout. They also revealed the effects of emotion regulation on burnout, whereby the awareness and management of one's own emotions reduced burnout. Moreover, awareness of one's own emotions moderated the relationship between integrating conflict resolution style and burnout, whereby the effect of integrating style on reduced burnout was higher when awareness of one's own emotions was high.

Conclusion

These results reveal that strategies used by firefighters to regulate their emotions in order to meet the emotional demands specific to their job are important for reducing the emotional exhaustion component of burnout. Training programs for conflict and emotion management are needed to preserve the mental health of firefighters and ensure the safety of interventions.

Identifying the risk features for occupational stress in medical workers: a cross-sectional study

Objective

Occupational stress is considered a worldwide epidemic experienced by a large proportion of the working population. The identification of characteristics that place people at high risk for occupational stress is the basis of managing and intervening in this condition. In this study, we aimed to identify and validate the risk features for occupational stress among medical workers using a risk model and nomogram.

Methods

This cross-sectional study included 1988 eligible participants from Henan Province in China. Occupational stress and worker-occupation fit were measured with the Depression, Anxiety and Stress Scales (DASS-21) and Worker-Occupation Fit Inventory (WOFI). The identification of risk features was achieved through constructing multiple logistic regression model, and the risk features were used to develop the risk model and nomogram. Receiver operating characteristic (ROC) curves and calibration plots were generated to assess the effectiveness and calibration of the risk model.

Results

Among 1988 participants in our study, there were 42.5% (845/1988) medical workers experienced occupational stress. The risk features for occupational stress included poor work-occupation fit (WOF score < 25, expected risk: 77.3%), nurse population (expected risk: 63.1%), male sex (expected risk: 67.2%), work experience duration of 11–19 years (expected risk: 54.5%), experience of a traumatic event (expected risk: 65.3%) and the lack of a regular exercise habit (expected risk: 60.2%). For medical workers who have these risk features, the expected risk probability of occupational stress would be 90.2%.

Conclusion

The current data can be used to identify medical workers at risk of developing occupational stress. Identifying risk features for occupational stress and the work-occupation fit can support hierarchical stress management in hospitals.

Supplementary Information

The online version contains supplementary material available at 10.1007/s00420-021-01762-3.

A Longitudinal Person-Centered Perspective on Positive and Negative Affect at Work

This research examines how the direction and intensity of employee's positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators.

Social, Clinical, and Behavioral Determinants of HIV Infection and HIV Testing among Black Men in Toronto, Ontario: A Classification and Regression Tree Analysis

Black men bear a disproportionate burden of HIV infection. These HIV inequities are influenced by intersecting social, clinical, and behavioral factors. The purpose of this analysis was to determine the combinations of factors that were most predictive of HIV infection and HIV testing among black men in Toronto. Classification and regression tree analysis was applied to secondary data collected from black men (N = 460) in Toronto, 82% of whom only had sex with women and 18% whom had sex with men at least once. For HIV infection, 10 subgroups were identified and characterized by number of lifetime male partners, age, syphilis history, and perceived stigma. Number of lifetime male partners was the best single predictor of HIV infection. For HIV testing, the analysis identified 8 subgroups characterized by age, condom use, number of sex partners and Chlamydia history. Age (>24 years old) was the best single predictor of HIV testing.