Personal resources and personal demands for work engagement: Evidence from employees in the service industry

Work engagement, impulsivity and, self-efficacy among Polish workers. Moderating role of impulsivity

The study proposes adding a new component to the Job Demands-Resources Theory, termed 'personal demands'. Impulsivity serves as an illustrative example of personal demands. A cross-sectional questionnaire was conducted and a total of 394 (Female = 59.6%) workers were surveyed. Standardized survey questionnaires were used in the study, i.e. The Utrecht Work Engagement Scale (UWES-9), Life Roles Self-Efficacy Scale (LRSES) and UPPS-P Impulsive Behaviour Scale. The obtained results indicate that Work Engagement correlates negatively with Impulsivity scales (lack of premeditation (r = -.22; p < .001), lack of persistence (r = -.27; p < .001), positive urgency (r = -.12; p, < .01) and negative urgency (r = -.12; p < .01)). In addition, Positive Urgency, moderates the relation between Self-efficacy and Work Engagement, in line with the theory (B = .133; SE = .067; t = 1.98; p < .05; LLCI = .0007; ULCI = 0.2643). This confirmed the fact, that impulsivity should be included in the JDR theory as a 'personal demand'.

Physical activity levels during COVID-19 pandemic and its associated factors in patients with Chagas disease

Background

A better understanding of the consequences of the Coronavirus Disease 2019 (COVID-19) pandemic on lifestyle of patients with Chagas disease (ChD) is of paramount importance to facilitate the implementation of intervention strategies tailored to this specific population.

Objective

The present study aimed to evaluate the level of physical activity (PA) in Chagas disease (ChD) patients during the Coronavirus Disease 2019 (COVID-19) pandemic and its main associated factors.

Methods

This is a cross-sectional study with 187 patients of both sexes, aged ≥18 years, followed in a national infectious disease center (Rio de Janeiro, Brazil). The level of PA was determined by the International Physical Activity Questionnaire short version and expressed in terms of total volume of physical activity (PA) (MET-minutes per week). Individuals were classified as physically active following the 2020 World Health Organization PA guideline. The exposure variables were age, sex, race, marital status, schooling, income per capita, number of rooms per domicile, number of residents per domicile, body mass index, clinical form of ChD, COVID-19 antibodies, comorbidities, self-reported anxiety, self-reported depression, self-reported fear, and self-reported sadness. The association between the exposure variables with total PA (as a continuous variable) was determined using univariate and multivariate linear regression models.

Results

Mean age was 61.1 ± 11.6 years. Most (62%) were women and self-declared their race as mixed (50.8%). The percentage of physically active individuals according to was 52%. The variables independently associated with total PA levels were non-white race (Exp β = 1.39; 95% CI 1.02 to 1.90), dyslipidemia (Exp β = 0.73; 95% CI 0.56 to 0.95) and self-reported depression during quarantine (Exp β = 0.71; 95% CI 0.52 to 0.96).

Conclusion

Non-white race was positively associated with total levels of PA, while dyslipidemia, and self-reported depression during quarantine were negatively associated with total levels of PA. The identification of associated factors can facilitate the development of tailored strategies to increase PA levels ChD patients.

Extending the job demands-resources model to understand the effect of the interactions between home and work domains on work engagement

Scholars have extensively used the job demands-resources model to explain the dynamics underlying work engagement and proposed several versions of the model. However, in theoretical terms, nonwork elements have not been incorporated into the model. This study investigated the roles of home demands and resources in the model by testing the boost/buffer hypotheses for work engagement from the perspective of the work-home interface. We demonstrated that (1) the demands of a domain boost the positive impact of resources drawn from another domain on work engagement, (2) the resources of a domain buffer the negative impact of demands derived from another domain on work engagement; and (3) the buffering and boosting effects of home demands and resources impact work engagement. We conducted a diary study on a group of coffee shop employees in Ireland. The results partially supported the proposed hypotheses but nevertheless indicated support for the cross-domain boost/buffer hypotheses with regard to work engagement. The proposed model may serve as a theoretical foundation for research on issues related to the impact of work and nonwork domains on work engagement.

A study on the positive and negative effects of different supervisor monitoring in remote workplaces

The current academic research on whether and how the different supervisor monitoring effect in remote workplace is relatively scarce. Based on the Job demand-resource (JD-R) Model, this study proposes that as a kind of work resource, interactional monitoring will enhance employees' self-efficacy, further enhance remote employees' work engagement and reduce their deviant behaviors. While as a kind of work requirement, electronic monitoring will decrease employees' self-efficacy, further reduce remote employee's work engagement and increase their deviant behaviors. This study gets the empirical date of 299 employees who experienced remote work. Amos 23.0, SPSS 23.0 software and process plug-in were used to do the hierarchical regression, bootstrap and simple slope analysis, so that to test the hypothesis. This study broadens the research situation and mechanism of different supervisor monitoring, so as to enrich the comprehensive understanding of the effect of them, and also to provide some inspiration and reference for relevant management practices.

Childhood Maltreatment and Adult Work Absenteeism: Work Meaningfulness as a Double-Edged Sword

The adverse impacts of childhood maltreatment (CM) on an individual's health and economic welfare are widely recognized, yet its occupational and organizational effects remain less explored. Employee absenteeism, known as absenteeism, is often a sign of workplace maladjustment and may be linked to a history of CM. Some individuals in the helping professions, who exhibit a strong sense of purpose in their employment and pursue it in demanding environments, are CM survivors. This study investigates whether a heightened sense of meaningfulness in their work is associated with increased absenteeism among this subgroup. We recruited 320 helping professionals from a variety of social and mental health settings, one third of whom reported experiencing CM. As hypothesized, CM was positively correlated with work absenteeism. Furthermore, the relationship between work meaningfulness and absenteeism was moderated by their CM history: among those with CM experiences, greater work meaningfulness was associated with higher absenteeism rates. Our findings highlight the possibility that work meaningfulness may operate as a double-edged sword, and the importance of better understanding the challenges that high-functioning survivors of CM face within organizational contexts.

Work engagement and associated factors among healthcare professionals in the post-pandemic era: a cross-sectional study

Background

With the shift of strategy in fighting COVID-19, the post-pandemic era is approaching. However, the "hard times" for healthcare systems worldwide are not yet ending. Healthcare professionals suffer negative impacts caused by the epidemic, which may seriously threaten their work motivation, concentration, and patient safety.

Objective

Investigating the status and factors associated with Chinese healthcare professionals' work engagement in the post-pandemic era.

Methods

A cross-sectional study was conducted to investigate healthcare professionals from 10 hospitals in Hunan Province. Data were collected using demographic characteristics, Generalized Anxiety Disorder-2, Patient Heath Qstionaire-2, Utrecht Work Engagement Scale, Work-Related Basic Need Satisfaction Scale, National Aeronautics and Space Administration-Task Load Index, and self-compassion scale. Descriptive and multiple linear regression analyses explored the factors associated with work engagement.

Results

A total of 1,037 eligible healthcare professionals participated in this study, including 46.4% of physicians, 47.8% of nurses, and 5.8% of others. The total mean score of work engagement was 3.36 ± 1.14. The main predictor variables of work engagement were gender (p = 0.007), years of work experience (p < 0.001), whether currently suffering challenges in the care of patients with COVID-19 (p = 0.003), depression (p < 0.001), work-related basic need satisfaction (p < 0.001), and mindfulness (p < 0.001).

Conclusion

Healthcare professionals have a medium level of work engagement. Managers need to pay attention to the physical and psychological health of healthcare professionals, provide adequate support, help them overcome challenges, and acknowledge their contribution and value to improve their work engagement, enhance the quality of care and ensure patient safety.

Toward an understanding of occupational burnout among employees with autism - the Job Demands-Resources theory perspective

This article aims to gain insight into the phenomenon of occupational burnout among employees with autism based on the theoretical framework of the Job Demands-Resources theory and the literature on employees with autism in the workplace. Firstly, we argue that although the resources and demands of the neurotypical and neurodivergent employees might be different, the theoretical mechanism of occupational burnout formation remains similar among the neurotypical and neurodivergent employees, leading to the similar burnout experience. Next, we distinguish key demands that might drain neurodiverse employees' energy, and spark burnout, and propose a set of resources that might foster their achievement of work goals and mitigate demanding working conditions. We emphasise that the nature of job demands/resources that may cause burnout is not universal but might depend on how employees evaluate them, thus neurotypical and neurodiverse workers who evaluate the same work characteristics differently might complement each other, increasing organisational diversity without losing productivity. Our conceptual elaboration contributes to the theory and practice of healthier workplaces by providing tools and inspiration to managers, policymakers, and all stakeholders interested in creating a diverse and productive workplace. Moreover, our work might spark a much needed debate on occupational burnout among employees with autism and encourage conducting further empirical studies.

Social support during COVID-19: Exploring the psychometric properties of the PSS-JSAS and its relationship with job search activities

The COVID-19 pandemic has highlighted the importance of social support for everyone. Supports from relatives, neighbors, and friends are more significant for a job seeker, especially during the pandemic. Accordingly, the present study explored the psychometric properties of the Perceived Social Support for Job Search Activities Scale (PSS-JSAS) in the Indian context with the help of two independent samples. First sample of 518 respondents was randomly divided into two subsamples using the random case selection feature in the statistical package for social sciences (SPSS). The exploratory factor analysis (EFA) was performed on the first subsample, which yielded a one-factor model explaining 47.23% of variations. The confirmatory factor analysis (CFA) conducted on the second subsample concluded a good model fit of PSS-JSAS. In the second sample, Cronbach's alpha and composite reliability values (greater than 0.70) established the scale's reliability. Results also revealed that the correlation coefficients between PSS-JSAS score, hope, self-efficacy, resilience, and optimism were 0.470, 0.552, 0.621, and 0.5 at p < 0.01. It also revealed a negative association with job search anxiety scores (r = -0.549, p < 0.01). Thus, PSS-JSAS was positively associated with PsyCap and negatively correlated with job search anxiety behaviors. It concluded the criterion validity of PSS-JSAS in the Indian context. Multigroup factor analysis concludes that the scale is equally valid for both Indian males and females. Hence, results reported adequate reliability and validity of the scale in the Indian context. These findings will encourage future researchers to investigate the phenomena of social support in the job search.

A study of relationship between social support, work values and job search behavior

The COVID-19 outbreak has put more pressure on the labor market, reducing employment opportunities and increasing graduate unemployment. Therefore, this study was undertaken to explore the relationship between social support, work values and job search behavior. The theoretical model was tested using the data collected from 560 Chinese fresh graduates (Mage = 23.45 years; standard deviation = 2.02). The participants completed questionnaires that assessed their social support, work values and job search behavior. Descriptive statistics and structural equation modeling were used for data analysis. The results indicated that social support was positively and directly associated job search behavior and work value mediated the association between social support and job search behavior. These findings will encourage future researchers to investigate the phenomena of job search behavior.

Work stress, mental health, and employee performance

The COVID-19 pandemic outbreak-as a typical emergency event-significantly has impacted employees' psychological status and thus has negatively affected their performance. Hence, along with focusing on the mechanisms and solutions to alleviate the impact of work stress on employee performance, we also examine the relationship between work stress, mental health, and employee performance. Furthermore, we analyzed the moderating role of servant leadership in the relationship between work stress and mental health, but the result was not significant. The results contribute to providing practical guidance for enterprises to improve employee performance in the context of major emergencies.

Job demands-resources, job crafting and work engagement of tobacco retailers

In recent years, the development of tobacco control actions in China and the changes in people's health concepts have slowed the development of the tobacco industry. As an important strategic partner of tobacco sales companies, tobacco retailers are the key link between tobacco commercial enterprises and consumers. How to improve the work engagement level of tobacco retailers is an urgent issue for tobacco business enterprises. On the basis of job demands-resources (JD-R) theory, the mechanisms of the effects of job resources and demands on tobacco retailers' work engagement were explored. Results showed that (1) The negative path of job demands influencing tobacco retailers' work engagement was supported, and job crafting played a mediating role in it. (2) The positive path of job resources influencing tobacco retailers' work engagement was supported, and job crafting played a mediating role in it. (3) Servant leadership moderated the influence of job resources and demands on job crafting. Higher level of servant leadership brings the stronger effect of job resources on job crafting and the weaker effect of job demands on job crafting. (4) The mediating effect of job crafting between JD-R and work engagement was moderated by servant leadership. The higher level of servant leadership strengthened the mediating role of job crafting between job demands and work engagement, whereas it weakened the mediating role of job crafting between job demands and work engagement. This study enriches the research on application fields and boundary conditions of JD-R theory and provides practical guidance for improving the work engagement level of tobacco retailers.

Teacher Evaluation of a Self-Directed Career Guidance Intervention for South African Secondary School Learners Amidst Severe COVID-19 Restrictions

The South African government's COVID-19 pandemic risk mitigation strategies significantly limited social contact, which necessitated a novel approach to existing face-to-face career guidance practices. The Grade 9 Career Guidance Project, originally developed as a group-based career development intervention, required radical adaptation into a self-directed, manualized format to offer career guidance to Grade 9 learners from low-income communities amid a global pandemic. The adaptation and continuation of the project was deemed essential as secondary school learners in low-income communities have limited career guidance support. Furthermore, a close collaboration with the teachers at eight resource-constrained South African secondary schools was vital for successful implementation. To assess the success of the adaptation to a self-directed format, a mixed-methods design was employed, and Life Orientation teachers' evaluative feedback was solicited (n = 11). Favorable quantitative results were obtained; majority of teachers agreed that learners enjoyed the booklet (manualized format) and that it was deemed an adequate substitute to the previous contact-based format of the Career Guidance Project. This was also confirmed by the qualitative findings revealing teachers' satisfaction with the booklet's content, specifically that the booklet is complementary to the Life Orientation curriculum. Qualitative findings identified specific contextual barriers that contributed to some learners struggling to use the booklet optimally. The results suggest that it is feasible and acceptable to implement a self-directed career guidance intervention among secondary school learners amid a global pandemic. Teachers recommended ways to integrate the booklet, resources, and contact sessions as a preferred way forward. These findings have important implications for similar resource-constrained settings that may not have readily access to in-person career guidance and counseling human development.

Impact of Organizational Dehumanization on Employee Knowledge Hiding

Knowledge hiding has become an alarming issue for the organizations. Knowledge hiding is an employee's intentional attempt to conceal knowledge requested by others at the workplace. Employee knowledge hiding significantly influences an organization's effective functioning. This research is an attempt to extend previous work on antecedents of knowledge hiding. Drawing on conservation of resources theory, it is proposed that receiving poor treatment by organizations in the form of organizational dehumanization creates psychological distress among employees toward the organization. Distress among workers in turn intervenes the path and increases the likelihood of engaging in knowledge hiding behaviors. An employee's felt obligation for constructive change (FOCC) may moderate the relationship between organizational dehumanization and employee psychological distress. Data for the current study were collected from 245 employees of the telecommunication sector in three-time lags. The results support the direct and indirect effect of organizational dehumanization on employee knowledge hiding behaviors through the mediation of psychological distress. The results also support the moderation of FOCC between organizational dehumanization and psychological distress. Furthermore, the findings of the study may help organizational practitioners and managers about the value of effective organizational climate and practices for better organizational functioning through knowledge sharing and providing insight into undesirable repercussions of organizational dehumanization. Implications for organizations and practitioners are discussed.

INFLUENCE OF PROACTIVE PERSONALITY ON JOB PERFORMANCE OF BANK EMPLOYEES IN PAKISTAN: WORK ENGAGEMENT AS A MEDIATOR

The purpose of this study was to determine whether the proactive personality of Pakistani bank employees influenced their job performance. With the awareness of the importance of job performance in the banking sector of Pakistan, researchers also examined the mediating role of work engagement in the relationship between proactive personality and job performance. A total of 315 responses were obtained from officers to test the relationship between proactive personality and job performance, and to examine the mechanism via work engagement. The researchers analyzed respondents’ demographic profiles in SPSS version 23 and developed several hypotheses through structural equation modelling technique which were tested in SmartPLS version 3. The findings of the study showed a significant positive relationship between proactive personality and the three dimensions of job performance: task performance, individual- directed citizenship behavior (OCBI), and organizational-directed citizenship behavior (OCBO). The study results also supported the main hypothesis that work engagement mediated the relationship between proactive personality and job performance. The findings of the study present a few useful insights to the HR department and policymakers in the banking sector. Proactive personality should be considered as one of the necessary dispositions to be evaluated in hiring decisions. Bank management should devote more attention on the work engagement of employees and its related factors to boost employees’ performance at work.

Do high-commitment work systems engage employees? Mediating role of psychological capital

Purpose

Although managers and academicians have recognised the importance of high-commitment work systems (HCWS), work engagement and psychological capital (PsyCap) in service firms, many questions remain unanswered. This study aims to fill the gaps in the area of work engagement by considering the relationships among HCWS, PsyCap and work engagement. In this cross-sectional study, the author drew on the social exchange theory to analyse these relationships.

Design/methodology/approach

Cross-sectional data from 309 employees from India’s services sector was collected to investigate HCWS and work engagement associations. The data were analysed by structural equation modelling.

Findings

The study findings integrate the existing literature on human resource (HR) systems and positive psychology by identifying the critical role of PsyCap in passing the positive effects of HCWS to engage employees in their work. Further, it supports the assumption that PsyCap is formed primarily based on organisational practices, thereby addressing the paucity of research that examined the antecedents of PsyCap.

Practical implications

Owing to study findings, service firms are encouraged to carry out human resource development intervention(s) to make their employees psychologically capable. Since PsyCap is a state-like construct, it can be developed among individuals. Thus, managers can develop their employees’ PsyCap through various training interventions.

Originality/value

The mediating role of PsyCap in the HCWS and work engagement in India’s service industries settings was tested. The present study’s findings contribute to the theory of strategic human resource management by explaining how HCWS can help employees engage better in their work.

Loneliness and Well-Being during the COVID-19 Pandemic: The Moderating Roles of Personal, Social and Organizational Resources on Perceived Stress and Exhaustion among Finnish University Employees

The aim of this study is to investigate whether personal, social and organizational level resources can buffer against the negative effects of perceived loneliness on stress and exhaustion. The data was collected from Finnish university employees (n = 1463) in autumn 2020 via an electronic survey. Of the respondents, about 78% were working remotely, and 64% were female. Hierarchical multiple regression analyses were used to analyze the main and moderating (i.e., buffering) effects. The results indicated that perceived loneliness was directly and positively associated with stress and exhaustion. Further, as hypothesized, personal resilience moderated the relationship between loneliness and stress and exhaustion, and organizational support moderated the relationship between loneliness and stress. Unexpectedly, organizational support did not moderate the loneliness-exhaustion relationship. Moreover, a sense of social belonging was not associated with stress and exhaustion, nor did it moderate loneliness and well-being relationships. The results demonstrate the importance of personal resilience and organizational support in enhancing well-being in organizations during the COVID-19 pandemic. Future research directions and practical ways to promote resilience and to increase organizational support are discussed.

Job Demands and Job Resources of Academics in Higher Education

Too many job demands and not enough job resources can negatively influence the well-being of employees. Currently, limited information exists surrounding the job demands and resources as experienced by academic employees in the higher education sector. Therefore, the aim of this study was to identify the job demands and job resources experienced by academic employees using qualitative methods. Semi-structured interviews were conducted with 23 academic employees, using an Interpretative Phenomenological Approach. Thematic analysis, specifically template analysis was used to categorize the themes. Job demands were divided into three categories: quantitative (publication pressure, overburdened with the load, and competing time demands), qualitative (work/home balance, complexity of student support, organizational politics, and lack of mental health support) and organizational demands (using technology-mediated learning and lack of structural resources). Job resources were organized into two categories: organizational (social support) and personal resources (autonomy, meaningful work, and personal support). Participant experiences are highlighted to provide a better understanding of the job demands and job resources encountered. The framework of job demands and job resources gleaned from the study could be used for further research to manage and monitor motivational processes for academic staff, and to reduce strain due to high job demands.

Association of Organizational Behavior with Work Engagement and Work-Home Conflicts of Physician in China

This study aimed to examine how organizational behavior is associated with work engagement (WE) and work-home conflicts (WHCs) of physicians. The data were from a national cross-sectional survey of 3255 Chinese physicians. We examined organizational fairness, leadership attention, and team interaction for organizational behavior. The results indicate that greater organizational fairness is associated with higher WE and lower WHCs. High task fairness was associated with greater pride, and more enjoyment in work, lower sense of guilt towards their family, and less complaints from family members. Physicians reporting higher levels of leaders' attention to their opinions reported experiencing more enjoyment of their work, and less effects on their care for family. A greater number of dinners with colleagues per month was associated with higher WE and lower WHCs, whilst a greater number of clinical case meetings per month was associated with higher WE and higher WHCs. The results suggest that the behavior of organizations could be an important intervention to improve the wellbeing of physicians.

Factors beyond Workplace Matter: The Effect of Family Support and Religious Attendance on Sustaining Well-Being of High-Technology Employees

BACKGROUND

Apart from the workplace, drawing support from family and religion is critical to maintaining the well-being of high-technology employees. Relying on the job demands-resources model and the positive affective spillover effect, the aim of this study was to investigate the mediated relationship of family support, work engagement and subjective well-being, and the moderating effect of religious attendance on the mediated relationship.

METHODS

A cross-sectional research design was adopted. Mediation and moderated mediation were tested using the PROCESS macro v3.5 for the SPSS supplement. Purposive sampling was used for the distribution of questionnaires to high-technology employees in Taiwan.

RESULTS

Results from the data of 603 high-technology employees indicated that family support, work engagement, and subjective well-being exhibited a significant mediated relationship, and the mediated relationship was stronger among individuals with religious attendance experience.

CONCLUSIONS

This study emphasizes the driving effect of family support on high-technology employee well-being and the moderating effect of religious attendance as a situational strength. We recommend closely attending to employee well-being because doing so is conducive to both the personal quality of life of employees and the sustainable development of organizations.

"Who Champions or Mentors Others"? The Role of Personal Resources in the Perceived Organizational Politics and Job Attitudes Relationship

Drawing insight from affective events theory, this study presents a new dimension of perceived organizational politics and job attitudes. The motivation for this study was based on the fact that perceived organizational politics affect job attitudes and that personal resources (political skill and work ethic) moderate the direct relationship between perceived organizational politics and job attitudes in the context of the higher-education sector. In this regard, the data was collected through purposive sampling from 310 faculty members from higher-education institutions in Pakistan. To test the relationships among the variables, we employed structural equation modeling via the AMOS software version 24.0. The results indicated that perceived organizational politics were significantly negatively related to job satisfaction. Moreover, perceived organizational politics were non-significantly related to job involvement. Political skill and work ethic weakened the relationship between perceived organizational politics and job satisfaction. We anticipated that these personal resources could mitigate the negative effect of perceived organizational politics and job attitudes. This study also suggests organizations to train their employees to develop essential personal skills.

Examining the Predictors of Resilience and Work Engagement during the COVID-19 Pandemic

Previous studies have acknowledged the importance of resilience in enabling individuals to cope and bounce back from crises and unexpected situations like the COVID-19 pandemic. Thus, this study advances conservation of resources theory by investigating the job, social, and personal resources underlying employees’ resilience, and the impact of resilience in stimulating job engagement amid the COVID-19 pandemic. The model was tested using data collected from 259 employees in Malaysia. Results of path modeling analysis revealed significant impacts of self-efficacy, facilitating conditions, and family and friends’ support on employees’ resilience. Besides, resilience was significantly associated with job engagement. Our findings suggest that management concerns for employees may not enhance employees’ resilience amid the COVID-19 pandemic. Nevertheless, management could stimulate their employees’ resilience by providing them with the flexibility to spend quality time with their loved ones and adequate support for enabling working conditions.

Sense of coherence, engagement, and work environment as precursors of psychological distress among non-health workers during the COVID-19 pandemic in Spain

BACKGROUND

The interrelationship between the sense of coherence, work environment, work engagement, and psychological distress have particular interest in non-health workers who carried out essential activities during the COVID-19 pandemic.

OBJECTIVE

To assess the effects of the COVID-19 on the physical and mental health of non-health workers.

DESIGN

Observational descriptive cross-sectional study.

DATA SOURCES

1089 questionnaires have been analysed. Engagement (UWES-9), sense of coherence (SOC-13), mental health (Goldberg GHQ-12), demographic data, perception of health and stress and work environment were assessed.

RESULTS

At low levels of engagement, the percentage of distress is higher (77.9%). Low levels of sense of coherence correspond to the highest percentages of distress (86.3%). The 94.1% believe it necessary for professionals and volunteers involved in COVID-19 to receive psychological support. Low comprehensibility is mediated by the perception of stress; if the perception is low, comprehensibility is modulated by the level of significance; if it is low, it generates 95.9% of distress.

CONCLUSION

The interrelationship between the sense of coherence, work environment, work engagement, and psychological distress have particular interest in non-health workers who carried out essential activities during the COVID-19 pandemic. Almost all respondents believed that professionals and volunteers involved in COVID-19 should receive psychological support. This may be an indicator of the effect of the COVID-19 pandemic on workers' mental health.