Stress and burnout in the context of workplace psychosocial factors among mental health professionals during the later waves of the COVID-19 pandemic in Hungary

Background

While literature is abundant on the negative mental health impact of the COVID-19 outbreak, few studies focus on the Central and Eastern European region.

Objectives

We examined stress, burnout, and sleeping troubles among mental health professionals in the context of psychosocial risk factors related to participation in COVID care during the fourth and fifth waves.

Materials and methods

Mental health professionals (N=268) completed an online cross-sectional survey in Hungary, between November 2021 and April 2022. Of the respondents, 58.2% directly participated in COVID care. The main data collection instrument was the Copenhagen Psychosocial Questionnaire (COPSOQ II), including 20 subscales on work-related psychosocial factors and 3 outcome scales (stress, burnout, and sleeping troubles). We added a question on competence transgression, and items on sociodemographic and professional background.

Results

Participation in COVID care was associated with higher work pace (59.08 versus 49.78), more role conflicts (55.21 versus 45.93), lower scores on the influence at work (38.18 versus 51.79), predictability (44.71 versus 57.03), reward (55.82 versus 65.03), role clarity (70.19 versus 75.37), social support from supervisor (59.24 versus 65.55), job satisfaction (54.36 versus 62.84), trust regarding management (55.89 versus 67.86), justice and respect (44.51 versus 54.35) scales. Among those involved in COVID care, only the stress score was higher (47.96 vs. 42.35) in the total sample; however, among psychiatrists, both stress (52.16 vs. 38.60) and burnout scores (58.30 vs. 47.06) were higher. Stepwise multiple regression revealed that work-family conflict, emotional demands and workplace commitment were independent predictors of higher stress and burnout scores; furthermore, competence transgression had a significant effect on stress, and being a psychiatric specialist had a significant effect on burnout. These models explained 40.5% of the variance for stress and 39.8% for burnout.

Conclusion

During the fourth and fifth waves, although COVID care was more well-organized, psychiatrists, as specialist physicians responsible for the quality of the care, were still experiencing challenges regarding their competence and influence at work, which may explain their increased levels of stress and burnout.

Using Concepts of Photovoice to Engage in Discussions Related to Burnout and Wellbeing

The purpose of this study was to identify essential skills and abilities for mitigating job-related stressors and preventing burnout while also establishing connections between students and community health workers to provide students with a deeper comprehension of the challenges inherent to their future professions. Ten community health workers were interviewed and asked to present photographs that explored sources of burnout and promotions of well-being. The photographs along with quotes were displayed in a gallery style exhibit for students to view and talk with the community health workers and complete a survey. Using thematic analysis, the interviews resulted in four common factors that contribute to burnout: (1) workload demands, (2) unrealistic exceptions, (3) amount of time dedicated to care, and (4) lack of work-life balance. The themes that emerged from student responses were (1) learning self-care practices, (2) gaining insight into the need for self-care, (3) a sense of connection, and (4) exposure to different healthcare careers. This study demonstrates the importance of connecting students with community health workers. It increases understanding of the demands of their future professions as well as resources and engagement opportunities available to them as a part of their respective professional community.

In-depth exploration of challenges faced by women in the Turkish maritime industry: A qualitative study

BACKGROUND

Women are underrepresented in the maritime industry compared to men. This sector continues to perpetuate gender discrimination and stereotypes, often overlooking women's physical competence.

OBJECTIVE

To explore the multi-faceted challenges faced by Turkish female officers, unveiling the different dimensions of these challenges, and providing a comprehensive understanding of their experiences.

METHODS

In-depth semi-structured interviews were conducted with 40 Turkish female officers actively working on seagoing vessels. The data were analyzed using MAXQDA software.

RESULTS

The challenges faced by female officers were examined using content analysis. A total of 50 different codes were identified within 10 categories. The categories are gender inequality, violence, restriction of freedom, work-family conflict, mental health, physical differences, unsafe living space, insufficient communication with management, lack of psychometric testing and limited access to health services.

CONCLUSION

By shedding light on the unique obstacles faced by female officers in Turkey, this study enhances our understanding of the underlying challenges and lays the groundwork for the implementation of effective policies and practices that promote the empowerment of women in the maritime industry.

Psychometric properties of the Turkish version of the Decent Work Questionnaire and its effect on job satisfaction

BACKGROUND

Work to develop a universal tool for the psychological evaluation and measurement of decent work is relatively new. In addition, the Decent Work Questionnaire, which evaluates decent work using a psychological approach, has not yet been adapted and validated in the Turkish sample group.

OBJECTIVE

To adapt and validate the Turkish version of the Decent Work Questionnaire and to evaluate the effect of decent work on the job satisfaction among knowledge workers.

METHODS

The study sample consisted of 906 knowledge workers. In the process of adapting and validating the Decent Work Questionnaire, the structural validity, internal consistency, convergent validity, divergent validity, and compatibility of the sample group data were tested. The effect of decent work on job satisfaction of knowledge workers was examined using structural equation modeling.

RESULTS

The Decent Work Questionnaire was validated in the Turkish sample. The results showed that the reliability coefficients and dimensions of the Decent Work Questionnaire were highly satisfactory and consistent with the scale developers' study. According to another result of the study, decent work was found to have a significant and positive effect on Turkish knowledge workers' job satisfaction.

CONCLUSIONS

This study will fill gaps in the literature and will also contribute to the evaluation of decent work in all areas of the labor market, identifying its shortcomings and contributing to the development of effective human resource policies.

Application of Intelligent Lie Recognition Technology in Laws and Regulations Based on Occupational Mental Health Protection

INTRODUCTION

Since the reform and opening up, the social economy has developed rapidly. The competition in the employer market is fierce, which leads leaders to have strict requirements for workers, and workplace stress increases. The blind pursuit of corporate economic benefits has led to the neglect of workers' mental health. Employee retaliation against the corporate occurs frequently. The perfection of the legal system for occupational mental health protection is imminent.

METHODS

Based on the above questions, this study first introduces the research background, significance, and purpose in the introduction. Second, in the literature review, the current status of research is sorted out, the problems in the existing research are summarized, and the innovation points of this study are highlighted. Then, in the method section, the algorithms and models used here are introduced, including convolutional neural networks, long short-term memory networks, and the design of interview processes. Finally, the results of the questionnaire survey and the experimental test are analyzed.

RESULTS

(1) There is further room for optimization of intelligent lie recognition technology. (2) The employee assistance program system can effectively solve the mental health problems of employees. (3) There is a need to expand the legislative mechanism for workers' mental health protection at the legal level.

DISCUSSION

This study mainly explores the loopholes of occupational mental health protection under the formulation of laws and regulations. Intelligent lie recognition technology reduces workers' adverse physical and mental health risks due to work. It is dedicated to protecting workers' legitimate rights and interests from the formulation of laws and regulations.

Peculiarities of occupational mental health care in kindergarten teachers

The purpose of this paper is to quantify the factors that disrupt the mental health of kindergarten (KG) teachers. For this, the researchers conducted an electronic survey of preschool teachers (n = 587) on a popular educational platform with the Symptom Checklist-90-R and content analysis of interviews in practicing KG teachers (n = 105) with an open discussion of the main stressors during professional activities. Self-reports indicated that depression, interpersonal sensitivity, and anxiety were the main mental health symptoms. ANOVA has revealed that total teaching experience is a statistically significant factor for the mental health of KG teachers: F(2.60) = 5.99. According to respondents, the main stressors included concern for the children's health, fear of injuries, and difficulties in communicating with parents. The synthesis of results allowed for proposing six specific steps for mental health care in KG teachers. The findings are important for administrators and officials of preschool education. The proposed approach can become a theoretical basis for finding ways of mental health care for practicing teachers in further research.

Psychosocial risks emerged from COVID-19 pandemic and workers' mental health

This paper examines the impact of work in a pandemic context on workers' mental health. Psychosocial risks have always been a challenging aspect of workplace health and safety practices. Moreover, the COVID-19 pandemic has affected workplaces in all sectors causing unexpected changes in work organization and working conditions, leading to the emergence of new psychosocial risks for health and wellbeing of workers. This mini-review aims to identify the main work stressors during pandemic period and related mental health problems to suggest recommendations and adjust health and safety practices regarding workplace mental health. A literature search has been performed using MEDLINE/PubMed, ResearchGate and Google Scholar databases, selecting articles focusing on work-related stressors and workers' mental health problems related to the pandemic. Specific psychosocial risks have been identified, including fear of contagion, telework-related risks, isolation and stigmatization, rapid digitalization demands, job insecurity, elevated risk of violence at work or home, and work-life imbalance, among others. All those risks can lead to elevated levels of stress among workers and affect their mental health and wellbeing, especially in terms of psychological distress, anxiety, and depression. As one of the social determinants of health, the workplace has an important and moderating role in workers' health. Therefore, in the pandemic context more than ever health protection practices at the workplace should be devoted to mental health problems. Recommendations provided in this study are expected to contribute to workplace practices to preserve and promote workers' mental health.

Conflict in the EMS Workforce: An Analysis of an Open-Ended Survey Question Reveals a Complex Assemblage of Stress, Burnout, and Pandemic-Related Factors Influencing Well-Being

Emergency Medical Services (EMS) clinicians provide patient care within a high-stakes, unpredictable, and complex work environment in which conflict is inevitable. Our objective was to explore the extent to which added stressors of the pandemic exacerbated EMS workplace conflict. We administered our survey to a sample of U.S. nationally certified EMS clinicians during the COVID-19 pandemic in April 2022. Out of 1881 respondents, 46% (n = 857) experienced conflict and 79% (n = 674) provided free-text descriptions of their experience. The responses were analyzed for themes using qualitative content analysis, and they were then sorted into codes using word unit sets. Code counts, frequencies, and rankings were tabulated, enabling quantitative comparisons of the codes. Of the fifteen codes to emerge, stress (a precursor of burnout) and burnout-related fatigue were the key factors contributing to EMS workplace conflict. We mapped our codes to a conceptual model guided by the National Academies of Sciences, Engineering, and Medicine (NASEM) report on using a systems approach to address clinician burnout and professional well-being to explore implications for addressing conflict within that framework. Factors attributed to conflict mapped to all levels of the NASEM model, lending empirical legitimacy to a broad systems approach to fostering worker well-being. Our findings lead us to propose that active surveillance (enhanced management information and feedback systems) of frontline clinicians' experiences during public health emergencies could increase the effectiveness of regulations and policies across the healthcare system. Ideally, the contributions of the occupational health discipline would become a mainstay of a sustained response to promote ongoing worker well-being. The maintenance of a robust EMS workforce, and by extension the health professionals in its operational sphere, is unquestionably essential to our preparedness for the likelihood that pandemic threats may become more commonplace.

Is Gender an Antecedent to Workplace Stressors? A Systematic Review and an Empirical Study Using a Person-Centred Approach

OBJECTIVE

Work is a key domain of life in which gender inequality can manifest, yet gender is rarely the explicit focus of research seeking to understand exposure to stressors. We investigated this research gap in two studies.

METHODS

Study 1 was a systematic review of the relationship between gender and key stressors (e.g., high demands, poor support, lack of clarity and control). From a total of 13,376,130 papers met our inclusion criteria. Study 2 was a cross-sectional study that included 11,289 employees nested within 71 public organisations (50.6% men). Through a latent profile analysis, we investigated the profiles of stressors separately from men and women.

RESULTS

The systematic review revealed that, for all stressors, a significant proportion of studies found no significant gender differences, and the review found mixed evidence of greater exposure for both men and women. The results of Study 2 revealed that both genders could be optimally represented by three psychosocial risk profiles reflecting medium, low and high stressors. The results also showed that while the shape of profiles was similar for both genders, men had a higher probability than women of being in the virtuous (i.e., low stressors) profile, and the opposite pattern emerged for the average profile (i.e., medium levels of stressors). Men and women displayed the same likelihood of being classified in the at-risk profile (i.e., high levels of stressors).

CONCLUSION

Gender differences in exposure to stressors are inconsistent. Although the literature on gender role theory and the gendering of work suggests different exposures to stressors in men and women, we find little empirical support for this.

Prevalence of burnout among healthcare professionals during the COVID-19 pandemic and associated factors - a scoping review

The outbreak of the COVID-19 pandemic exerted significant mental burden on healthcare workers (HCWs) operating in the frontline of the COVID-19 care as they experienced high levels of stress and burnout. The aim of this scoping review was to identify prevalence and factors associated with burnout among HCWs during the first year of the COVID-19 pandemic. A literature search was performed in PubMed, Web of Science, and CINAHL. Studies were selected based on the following inclusion criteria: cross-sectional, longitudinal, case-control, or qualitative analyses, published in peer-reviewed journals, between January 1, 2020 and February 28, 2021. Studies carried out on other occupations than healthcare workers or related to other pandemics than COVID-19 were excluded. Following the abstract screen, from 141 original papers identified, 69 articles were eventually selected. A large variation in the reported burnout prevalence among HCWs (4.3-90.4%) was observed. The main factors associated with increase/ decrease of burnout included: demographic characteristics (age, gender, education level, financial situation, family status, occupation), psychological condition (psychiatric diseases, stress, anxiety, depression, coping style), social factors (stigmatisation, family life), work organization (workload, working conditions, availability of staff and materials, support at work), and factors related with COVID-19 (fear of COVID-19, traumatic events, contact with patients with COVID-19, having been infected with COVID-19, infection of a colleague or a relative with COVID-19, higher number of deaths observed by nurses during the COVID-19 pandemic). The findings should be useful for policy makers and healthcare managers in developing programs preventing burnout during the current and future pandemics. Int J Occup Med Environ Health. Int J Occup Med Environ Health. 2023;36(1):21-58.

"Unprecedented Times:" Experiences of Social Work and Public Health Professionals during Times of Public Crises

Social workers and public health professionals in the U.S. were profoundly impacted by COVID-19, systemic racism, and the 2020 U.S. presidential election. This study examined their external job support, burnout, and job satisfaction in the context of these circumstances. The findings suggest respondents, who had graduate degrees in social work or public health, overemphasized their job satisfaction and underemphasized their burnout. While social work and public health professionals felt satisfied with their labor, not acknowledging burnout limits the amount of support they may access to effectively continue the work. Interestingly, participants who had more administrative functions reported higher job satisfaction scores and lower burnout scores. Traditionally, those in administrative positions have more control over their schedule and work responsibilities. Findings suggest that more training, opportunities for self-care, and discussions about safety and systemic racism are needed in the workplace for social workers and public health professionals.

Utilization of Job Demands-Resources (JD-R) Theory to Evaluate Workplace Stress Experienced by Health Care Assistants in a UK In-Patient Dementia Unit after 10 Years of National Financial Austerity (2008-2018)

AIMS

Workplace stress for support workers in UK hospitals (Health Care Assistants; HCAs) is poorly understood. This study explores experiences of HCAs working in a National Health Service in-patient dementia unit after 10 years of national financial austerity (2008-2018).

DESIGN

Qualitative evaluation.

METHODS

15 HCAs (42%) from a specialist dementia care Unit were interviewed. Interviews were guided by UK Health & Safety Executive published dimensions of work stress. Framework analysis was applied to interview transcriptions, corroborated by a follow-up focus group (6 HCAs). Post hoc interviews with 10 nurses were later introduced to obtain a balanced view of teamwork on the Unit.

RESULTS

Health care assistants were altruistic regarding demands of dementia care but otherwise negative of most aspects of their work environment. Staff shortages had increased job demands: workload, poor shift rotas, and excessive reliance on inexperienced agency staff. According to HCAs, job resources of the care team were in significant deficit: nurses in charge were perceived as poor team leaders, had poor interpersonal skills, lacked respect for experienced HCAs, and deemed to be frequently absent from the ward so failing to support carers. HCAs' lack of decision-latitude exacerbated the situation. In contrast, nurses interviewed did not recognise the teamwork issues raised by HCAs, who were considered obstructive, unsupportive, lacked awareness of nurses' responsibilities, and of insights how understaffing meant excessive administration and time required to support patients' relatives. Such dissonant inter-group views caused considerable friction and exacerbated the work pressure.

CONCLUSION

Study outcomes spotlighted impacts of socioeconomic issues for HCAs. Staff shortage, exacerbated by financial austerity measures (pre-COVID pandemic), increased job demands for HCAs but their psychosocial job resources were in serious deficit, so putting them at risk of burnout. Inter-group relations are key for a collaborative ethos, and are amenable to interventions. Such difficulties should not be allowed to fester.

Use of the Maslach Burnout Inventory Among Public Health Care Professionals: Protocol for a Scoping Review

BACKGROUND

Burnout syndrome is a chronic response to stressors in the workplace. It is characterized by emotional exhaustion and physical and mental burnout and may lead to high employee turnover, work absenteeism, and increased occupational accidents. Most studies use the Maslach Burnout Inventory (MBI) to identify burnout and implement preventive actions and treatments.

OBJECTIVE

This study presents a scoping review protocol to identify and map studies that used MBI to assess burnout syndrome in health care professionals working in public health services.

METHODS

This scoping review protocol follows the Joanna Briggs Institute reviewers' manual, and this protocol consists of 6 stages: identifying the research question, identifying relevant studies, study selection, data extraction and coding, analysis and interpretation of results, and consultation with stakeholders. We will conduct searches in Embase, LILACS, PubMed/MEDLINE, PsycINFO, Scopus, Web of Science databases, and gray literature. The main research question is as follows: how is MBI used to identify burnout syndrome in health care professionals working in public health services? Inclusion criteria will comprise qualitative and quantitative studies using MBI to identify burnout syndrome in health care professionals working in public health services and no restrictions in language and publication dates. Data will be extracted using a spreadsheet adapted from the Joanna Briggs Institute model. Quantitative and qualitative data will be analyzed using descriptive statistics and thematic analysis, respectively. The consultation with stakeholders will be essential for increasing the knowledge about MBI, identifying new evidence, and developing future strategies to guide public policies preventing burnout syndrome in health care professionals working in public services.

RESULTS

This protocol will guide a scoping review to identify and map studies that used MBI to identify burnout syndrome in health care professionals working in public health services. The results of this review may be useful to public health care professionals, managers, policymakers, and the general population because these findings will help understand the validated, translated, and adapted versions of MBI and domains, number of items, Likert scales, and cutoff points or the latent profile analysis most used in the literature. Furthermore, possible research gaps may be identified to guide future studies. All information regarding the stages of the scoping review favor its transparency and allow it to be methodologically replicated according to the principles of open science, thereby reducing the risk of bias and data duplication.

CONCLUSIONS

This study may reveal the multiplicity of scales described in the literature and the different forms of assessing burnout syndrome in health care professionals. This study may help to standardize the assessment of burnout syndrome in health care professionals working in public health services and contribute to the discussion and knowledge dissemination about burnout syndrome and mental health in this population.

INTERNATIONAL REGISTERED REPORT IDENTIFIER (IRRID)

DERR1-10.2196/42338.

[Safety Climate in Hospitals: From Science to Policy-The Progress of Needlestick Prevention in Taiwan]

In hospitals, safety climate refers to the safety policies and regulations established by medical institutions and the measures taken to ensure medical personnel feel safe while working at these institutions. Safety climate can directly affect the overall work performance of medical personnel and indirectly affect patient care quality, which in turn impacts the rate of occupational hazards. Common occupational hazards in the medical workplace include contracting infectious diseases, overwork, irregular circadian rhythm due to working shifts, changes in sleep patterns and dietary habits, musculoskeletal discomfort, workplace violence, workplace stress, and needlestick injuries. This paper was developed to explore the history of promoting needlestick prevention in Taiwan, and discusses how to use the results of empirical research as scientific evidence and critical proofs to advocate for needlestick prevention and to establish related policies. In addition, the process of how improvements to the hospital safety climate and the prevention of occupational hazard incidents mutually influence and complement each other was examined. Future studies are encouraged to explore this topic to further elucidate the sources of workplace stress and to devise methods to ameliorate their influence on workplace stress in medical institutions. The results of these studies may be referenced by relevant government agencies and medical institutions when developing policies promoting safe environments in hospitals that improve the safe-work perceptions of nursing personnel and create comfortable and friendly medical environments.

Validity and Psychometric Properties of the ILO-WHO Workplace Stress Scale: A Study with Workers from the Canary Islands

Occupational stress, as a negative facet, is a pervasive problem with significant implications for organizations, employees, welfare systems and health. The implementation of measurement tools that can capture the different organizational dimensions that determine stress in workers is part of the stress management and troubleshooting strategy that every company must manage daily. The aim of the present study was to adapt and validate the 25-item version of the ILO-WHO stress scale by Ivancevich and Matteson in the context of the Canary Islands of Spain. The tool assesses specific organizational dimensions of work-related stress determinants: organizational climate and structure, leader influence, cohesion, territory, technology and group support. An exploratory factor analysis (EFA) on a sample of 1510 Canary Islands workers was carried out. The results indicate that the job stress scale revealed adequate psychometric properties, construct validity and internal consistency (Cronbach’s alpha = 0.972), and it can be profitably used to measure stress. At the end of the paper, theoretical and practical implications are discussed.

Investigating How Auditory and Visual Stimuli Promote Recovery After Stress With Potential Applications for Workplace Stress and Burnout: Protocol for a Randomized Trial

Background

Work-related stress is one of the top sources of stress amongst working adults. Relaxation rooms are one organizational strategy being used to reduce workplace stress. Amongst healthcare workers, relaxation rooms have been shown to improve perceived stress levels after 15 min of use. However, few studies have examined physiological and cognitive changes after stress, which may inform why relaxation rooms reduce perceived stress. Understanding the biological mechanisms governing why perceived stress improves when using a relaxation room could lead to more effective strategies to address workplace stress.

Objective

The purpose of this research study is to understand how physiological measures, cognitive performance, and perceived stress change after acute stress and whether certain sensory features of a relaxation room are more effective at promoting recovery from stress.

Methods

80 healthy adults will perform a stress induction task (Trier Social Stress Test, TSST) to evaluate how physiological and cognitive responses after stress are affected by sensory features of a relaxation room. After the stress induction task, participants will recover for 40 min in a MindBreaks™ relaxation room containing auditory and visual stimuli designed to promote relaxation. Participants will be randomized into four cohorts to experience auditory and visual stimuli; auditory stimuli; visual stimuli; or no stimuli in the room. Measures of heart rate and neural activity will be continuously monitored using wearable devices. Participants will perform working memory assessments and rate their perceived stress levels throughout the experiment. These measures will be compared before and after the stress induction task to determine how different sensory stimuli affect the rate at which individuals recover.

Results

Recruitment started in December 2021 and will continue until December 2022 or until enrollment is completed. Final data collection and subsequent analysis are anticipated by December 2022. We expect all trial results will be available by early 2023.

Discussion

Findings will provide data and information about which sensory features of a relaxation room are most effective at promoting recovery after acute stress. This information will be useful in determining how these features might be effective at creating individualized and organizational strategies for mitigating the effects of workplace stress.

Resilience in animal care professions: does the stress shield model fit?

Animal care professionals can experience adverse psychological outcomes due to their work, therefore research exploring supporting resilience in this population is needed. This study investigated the capacity of the Stress Shield Model (SSM) to explain relationships between individual, interpersonal, and organisational factors with outcomes in resilience (resilience, growth, and job satisfaction) in animal care professionals. Empowerment was hypothesised to mediate these relationships. Australian and New Zealand animal care professionals (N = 393) completed an online survey measuring conscientiousness, coping, team and leader relationships, job demands, organisational resources, empowerment, growth, resilience, and job satisfaction. Results indicated that SSM can partially explain relationships between individual, interpersonal, and organisational factors and outcomes in resilience, and empowerment partially mediated the effect of organisational resources on growth. Problem-approach coping positively predicted resilience and growth; conversely, emotion-avoidant coping negatively predicted these outcomes. Conscientiousness positively predicted resilience and negatively predicted job satisfaction. Team relationships positively predicted growth and resilience, while leader-member relationships positively predicted job satisfaction. Organisational resources positively predicted resilience, growth, and job satisfaction, conversely, job demands predicted reductions across these outcomes. Findings indicate supporting resilience in animal care professionals requires fostering individual, interpersonal, and organisational resources.

Exploring Midwives Coping and Functioning in the Labor Wards during the Covid-19 Pandemic from the Labour Ward Head Nurses' Perspective: A Qualitative Study

AIM

To explore midwives' coping and functioning in the labor wards during the Covid-19 pandemic from the Labor Ward Head Nurses' perspective.

BACKGROUND

The World Health Organization announced the Covid-19 outbreak to be a pandemic in March 2020. Midwives worldwide were affected by this outbreak, working in risky environments, confronting the anxiety and fear of childbearing women.

METHODS

A qualitative study using thematic analysis was conducted using semi-structured interviews done over the telephone. Thirteen Labor Ward Head Nurses were interviewed, and the texts analyzed. The study took place in April, 2020 during the first Covid-19 lockdown in Israel.

RESULTS

Three main themes were generated in the coding process: (a) stress, fear and anxiety, (b) joint efforts, and (c) frustration.

CONCLUSION

Our study illustrates the difficulties that arose at the beginning of the pandemic, a new and unfamiliar chaotic period. Midwives' managers can use the current research to learn about actions that may assist in improving staff resilience and cohesion during times of crisis.

IMPLICATIONS FOR NURSING MANAGEMENT

Understanding the psychological impact of the Covid-19 pandemic among healthcare professionals is crucial for guiding policies and interventions to maintain staff's psychological well-being.

Covid Cats and Pandemic Puppies: The Altered Realm of Veterinary Care for Companion Animals during a Global Pandemic

The emergence of the COVID-19 pandemic in Canada and the US significantly impacted the myriad relationships that exist amongst human and non-human animals. This article highlights the tolls that the virus and lockdown measures took (and continue to take) on companion animals and the veterinary professionals who care for them. Veterinary medicine scrambled quickly to adapt to new parameters of care using pandemic protocols, radically transforming the amount and quality of care for companion animals, and the work lives of those who provide it. Changes in clinic protocols, patient admissions and discharges, deliveries, shipments, appointment scheduling and duration, and the availability of food, pharmaceuticals and medical equipment all impacted the lives of non-human animals, and the work lives of those providing veterinary care . The authors employed mixed methods research, combining ethnographic data with secondary source data analysis to illuminate the new realities of labor and interspecies care work in the lockdown-induced anthropause. The findings are relevant to veterinary professionals, researchers, companion animal guardians, animal welfare advocates, and possibly emergency management organizations in prepareding for future catastrophic events.

[The Mediating Role of Novice Nurse Practitioner Professional Commitment on Workplace Stress and Teaching Behaviors]

BACKGROUND

Teaching is a vital competency for nurse practitioners (NP). Correlations among teaching behaviors, workplace stress, and professional commitment in novice NPs have been identified in previous research. However, the mediating effect of professional commitment on workplace stress and teaching behaviors is an issue that has been investigated in only a few studies.

PURPOSE

To explore the relationships among workplace stress, teaching behaviors, and professional commitment in novice NPs and to identify the predictors and mediators of teaching behaviors.

METHODS

This cross-sectional study used a sample of 79 novice NPs. The research instruments used were the Nurse Workplace Stress Scale, Nurse Professional Commitment Questionnaire, and Clinical Teaching Behavior Inventory.

RESULTS

Negative correlations were found between workplace stress and professional commitment (r = -.37, p < .01) and between workplace stress and teaching behavior (r = -.27, p < .05). A positive correlation was found between professional commitment and teaching behaviors (r = .61, p < .001). Professional commitment was identified as a predictor of teaching behaviors (β = .59, R² = .38, p < .001) and as a mediator of workplace stress and teaching behaviors (Z = -3.11, p < .001).

CONCLUSIONS / IMPLICATIONS FOR PRACTICE

The findings verified professional commitment in novice NPs to be a moderator of workplace stress and teaching behaviors. The results of this study may be used to facilitate growth in professional commitment in healthcare practice settings.

Chronic and Cumulative Adverse Life Events in Women with Primary Ovarian Insufficiency: An Exploratory Qualitative Study

BACKGROUND AND PURPOSE

Primary ovarian insufficiency (POI) has serious physical and psychological consequences due to estradiol deprivation, leading to increased morbidity and mortality. However, the causes of most POI cases remain unknown. Psychological stress, usually caused by stressful life events, is known to be negatively associated with ovarian function. It is important to explore high-frequency adverse life events among women with POI for future interventions.

METHODS

Forty-three women (mean age=33·8 years) were recruited who were newly- diagnosed with idiopathic POI (FSH levels >40 IU/L) to participate in semi-structured interviews through convenience sampling. The main questions covered by the topic guide were designed to explore adverse life events prior to POI diagnosis. Interviews were audio recorded, transcribed and analyzed thematically. Data were analyzed from June 2019 to August 2020.

RESULTS

Among the women with POI, mean age at diagnosis of POI was 33·8 years (range from 19 to 39 years), and the average time between the onset of irregular menstruation and POI diagnosis was 2.3 years. These women with POI had a relatively normal menstrual cycle before the diagnosis. A number of stressful life events prior to POI diagnosis were discussed by them as important factors influencing their health. Four core themes emerged: 1) persistent exposure to workplace stress, 2) persistent exposure to family-related adverse life events, 3) sleep problem/disturbance existed in women with POI before diagnosis, and 4) participants' general cognition and concerns about POI.

CONCLUSIONS

Persistent exposures to adverse life events related to work stress, family stress and sleep problem existed in women with POI. Our findings are consistent with the hypothesis that adverse life events play a role in the development of POI. Future research should investigate how social environmental factors influence POI disease risks, and whether provision of tailored interventions (i.e. preventing or mitigating impact of adverse life events) aimed at high-risk populations may help prevent new POI cases and improve conditions of women with POI. We gained an in-depth understanding of the experiences of these women via 1:1 qualitative method, and find adverse life events are frequent in women with POI prior to the diagnosis.

Participatory Action Research (PAR) - to better understand the experiences of nurse academics working in a team

BACKGROUND

There is considerable literature outlining the high levels of occupational stress nurse academics experience, and the potential effect of workplace pressure on mental health and wellbeing.

OBJECTIVES/AIMS/HYPOTHESES

To support the notion that to succeed in an academic environment, academics are more successful when working in a team, two academics conducted a Participation Action Research study.

DESIGN

The PAR study was developed in line with a Clinical Skill Project to better understand the experiences of nurse academics working in a team. The Clinical Skills Project involved the write up of 40 nursing skills for publication. Twenty-seven academics were recruited into the project and allocated skills to write, in teams of 2-3, according to clinical expertise and interest. The Participatory Action Research (PAR) approach formed the framework for the project, as well as, provided an opportunity for the nurse academics to 'come together' at fortnightly team meetings to discuss the project and talk about their experience working in a team.

METHODS

Using the PAR cyclical process of observing, reflecting, planning, and acting there was ongoing opportunity for the academic nurses to discuss, question and share knowledge about academic practices. These Interactive reflections were recorded in a team reflective diary during the meetings. Participants were also asked to reflect on their individual experience of working in the team, before, during and after the project. At the completion of the project all reflective comments were transcribed to form a combined narrative.

RESULTS

Thematic and content analysis was then undertaken to identify any similarities and or differences in academic staff experience.

CONCLUSIONS

The analysis revealed the following key themes. Working in a team creates better staff relationships, Working in a team can change workplace culture and Working in a team can Improve staff health and well-being.

Psychophysiological Reactivity, Postures and Movements among Academic Staff: A Comparison between Teleworking Days and Office Days

The aim of this study was to determine if psychophysiological activity, postures and movements differ during telework (i.e., work performed at home) and work performed at the conventional office. We performed twenty-four-hour pulse recordings and accelerometry measurements on 23 academic teaching and research staff during five consecutive workdays, with at least one day of telework. Additionally, we conducted salivary sampling during one day of telework, and one day of office work. Heart rate and heart rate variability indices, postural exposure and cortisol concentration were analyzed using repeated measures analysis of variance with Workplace and Time (i.e., before, during and after workhours) as within-subject effects. We found a significant interaction effect of Workplace and Time in heart rate variability indices and in the number of transitions between seated and standing postures. This shows more parasympathetic activity among academic teleworkers during telework than office work, which may indicate more relaxation during telework. They had an overall sedentary behavior at both workplaces but switched between sitting and standing more often during telework, which may be beneficial for their health.

Depression, Anxiety, Stress and Workplace Stressors among Nurses in Tertiary Health Care Settings

Background:

Chronic job stress adversely impacts both mental health of nurses and patient care. There is paucity of data regarding workplace stressors and negative emotions among nurses.

Aims:

To assess depression, anxiety and stress among nurses and analyse their association with workplace stressors.

Settings and Design:

A hospital based cross-sectional study was conducted in two tertiary care hospitals.

Methods and Material:

Four hundred and thirty one nurses completed nurses rated depression, Anxiety and Stress instrument (DASS-21) and a questionnaire probing perceived workplace stressors on a 4 point Likert scale . The stressors across subgroups of workareas were compared.

Satistical Analysis:

Association between stress, anxiety or depression and workplace stressors were analysed using binary logistic regression.

Results:

50.8% of nurses had stress; 74% had anxiety; 70.8% had depression. 79.1% had at least one of them. Stressed, anxious or depressed nurses were more concerned about lack of job satisfaction and conflicts with supervisors. Work-place stressors varied with work areas: private hospital, no job satisfaction, conflicts with doctors and patients; government hospital, acquiring infectious diseases; ICUs, inadequate salary; non-ICUs, odour and sounds in workplace and conflicts with patients.

Conclusions:

Prevalence of depression, anxiety and stress was high. Workplace stressors varied across different working areas. Interventions need are to be tailored accordingly.

The Importance of Contextualized Psychosocial Risk Indicators in Workplace Stress Assessment: Evidence from the Healthcare Sector

The routine assessment of workplace stress is mostly based on standardized self-report tools, including generic psychosocial risk indicators (G-PRIs) designed to fit very heterogeneous occupational sectors. However, the use "by default" of such indicators might be inadequate when they fail to characterize the specificity of the work environment; hence, the inclusion of more contextualized indicators (C-PRIs) has been recommended. We aimed at evaluating the additional contribution of three C-PRIs (Work-Family Conflict, Emotional Demands, and Excessive Demands from Patients) in predicting individual outcomes (Emotional Exhaustion, Turnover Intentions) compared to commonly used G-PRIs (e.g., Demand, Control, Support), in a sample of 787 healthcare workers involved in a routine workplace stress assessment. Multilevel hierarchical regression supported the additional contributions of C-PRIs in predicting both outcomes over G-PRIs, sex, age and shift work. More robust and consistent evidence emerged for Emotional Exhaustion, which was significantly predicted by all C-PRIs, whereas Turnover Intentions was only predicted by the C-PRI Emotional Demands. Importantly, not all G-PRIs showed a relationship with the two outcomes. Taken together, our results support the importance of including C-PRIs in workplace stress assessment carried out by organizations, which should be selected based on literature search and discussion with the stakeholders.

Workplace stress and discrimination effects on the physical and depressive symptoms of underrepresented minority faculty

Evidence-based research and interventions to address systemic institutional racism have never been more urgent. Yet, underrepresented minority (URM) professionals in research institutions who primarily produce that evidence have remained abysmally low for decades. This unique study of URM university professors assesses factors-vocational strain, role overload, discrimination, coping strategies-that contribute to health and well-being, research productivity, and ultimately their retention in high impact research positions. We administered a web-based survey assessing demographics, workplace stressors, perceived discrimination, life events, coping strategies, and physical and depressive symptoms. Study participants include 404 faculty of whom 254 are African Americans, 99 are Mexican Americans, and 51 are Puerto Ricans. Hierarchical regression analyses were employed to assess the associations between workplace stress, coping strategies, and symptoms. Results show that perceived discrimination, vocational strain, role overload, and life events directly affected physical symptoms, with self-care (p < 0.001) moderating these effects. Vocational strain and life events had direct effects on depressive symptoms with self-care (p < 0.05) and social support (p < 0.001) moderating these effects. Findings inform health care providers and university leaders about work stress and health conditions that may explain early morbidity and premature departures of URM faculty, and proffer institutional interventions to retain these faculty.

Psychological capital, well-being, and patient safety attitudes of nurses and midwives: A cross-sectional survey

Nursing and midwifery are unarguably stressful endeavors requiring high levels of psychological capital and coping strategies. The impact of the work environment on patient safety outcomes suggests that high nurse/midwife stress may be associated with more adverse patient events. The purpose of this study was to explore the psychological capital of clinical nurses and midwives and identify explanatory factors (including psychological capital, well-being, and health-related behaviors) contributing to attitudes to patient safety. A descriptive web- and paper-based survey comprising a convenience sample of nurses and midwives in acute health facilities in Sydney, Australia, was performed (October 2018 and April 2019). Variables included psychological capital, psychological well-being, work culture, and attitudes to patient safety. Descriptive statistics were performed and a regression model was specified (a statistical significance of P < 0.05 was set a priori). Psychological capital, depression score, and work engagement had a significant effect on patient safety perceptions when controlling for other factors. The findings suggest that nurse and midwife well-being is an important consideration when striving to improve patient safety.

Occupational health issues experienced by UK embryologists: informing improvements in clinical reproductive science practice

A consultation exercise was undertaken with UK embryologists to construct knowledge of the occupational health issues they experience in everyday practice. Data were obtained from 223 eligible survey responses. Work-related ill health was self-reported by 58.3% of respondents, 76.2% of whom reported multiple issues. The most frequently disclosed ill-health conditions were musculoskeletal disorders (45.3%) and stress and mental health problems (27.8%). Other issues with an incidence above 3% were ocular and auditory problems and needlestick and liquid nitrogen injuries. Shoulder injury or pain correspondingly increased in incidence with length of time in service. Absence from work and/or light duties were necessitated for 34.5% of those affected. Assessment of the evidence base for these work-related ill-health conditions explored contributory and ameliorating factors, which enabled a series of evidence-based recommendations to be formulated via the adoption of a GRADE-based framework.

Workplace Stress, Presenteeism, Absenteeism, and Resilience Amongst University Staff and Students in the COVID-19 Lockdown

Background: This study explored how the COVID-19 outbreak and arrangements such as remote working and furlough affect work or study stress levels and functioning in staff and students at the University of York, UK. Methods: An invitation to participate in an online survey was sent to all University of York staff and students in May-June 2020. We measured stress levels [VAS-scale, Perceived Stress Questionnaire (PSQ)], mental health [anxiety (GAD-7), depression (PHQ-9)], physical health (PHQ-15, chronic medical conditions checklist), presenteeism, and absenteeism levels (iPCQ). We explored demographic and other characteristics as factors which may contribute to resilience and vulnerability for the impact of COVID-19 on stress. Results: One thousand and fifty five staff and nine hundred and twenty five students completed the survey. Ninety-eight per cent of staff and seventy-eight per cent of students worked or studied remotely. 7% of staff and 10% of students reported sickness absence. 26% of staff and 40% of the students experienced presenteeism. 22-24% of staff reported clinical-level anxiety and depression scores, and 37.2 and 46.5% of students. Staff experienced high stress levels due to COVID-19 (66.2%, labeled vulnerable) and 33.8% experienced low stress levels (labeled resilient). Students were 71.7% resilient vs. 28.3% non-resilient. Predictors of vulnerability in staff were having children [OR = 2.23; CI (95) = 1.63-3.04] and social isolation [OR = 1.97; CI (95) = 1.39-2.79] and in students, being female [OR = 1.62; CI (95) = 1.14-2.28], having children [OR = 2.04; CI (95) = 1.11-3.72], and social isolation [OR = 1.78; CI (95) = 1.25-2.52]. Resilience was predicted by exercise in staff [OR = 0.83; CI (95) = 0.73-0.94] and in students [OR = 0.85; CI (95) = 0.75-0.97]. Discussion: University staff and students reported high psychological distress, presenteeism and absenteeism. However, 33.8% of staff and 71.7% of the students were resilient. Amongst others, female gender, having children, and having to self-isolate contributed to vulnerability. Exercise contributed to resilience. Conclusion: Resilience occurred much more often in students than in staff, although psychological distress was much higher in students. This suggests that predictors of resilience may differ from psychological distress per se. Hence, interventions to improve resilience should not only address psychological distress but may also address other factors.

Burnout among Plastic Surgery Residents in India: An Observational Study

Introduction  Burnout syndrome can be defined as emotional exhaustion, depersonalization, and perceived lack of personal accomplishment, all of which lead to decreased effectiveness at work. The Medscape burnout and depression report of 2018 suggests that the burnout range across various specialties ranges from 23 to 48%. There are no studies to assess the burnout among plastic surgery residents in India. This study is an attempt to assess the same. Materials and Methods  An online survey was conducted in March and April 2019 for plastic surgery residents across India. Various parameters including those related to gender, year of the curriculum, hobbies, exercise, and marital status were assessed. There were multiple sections in the survey, which included the demographic details, stress-related variables, and the abbreviated Maslach Burnout Inventory. The abbreviated Maslach Burnout Inventory is a validated scale that has been used to assess the burnout among plastic surgery residents in India. The three subscales, emotional exhaustion, depersonalization, and personal accomplishment were measured on a Likert scale. Univariable and multivariable analysis of factors associated with burnout was performed. Results  Of the 185 respondents, 48.4% experienced moderate-to-high burnout. Of these, 25% ( n = 46) were above the 75th centile of the overall burnout score, indicating severe burnout. Insufficient faculty involvement, insufficient time allotted for formalized teaching, conflict with colleagues, and lack of adequate support staff correlated with resident burnout on multivariate analysis. Residents who pursued their hobbies or performed physical activities for exercise had significantly lesser burnout. Conclusion  The incidence of burnout in plastic surgery residents surveyed in our study was 48.4%. The faculty of the departments and the residents themselves, as well as the governing bodies, all have a role to play to address the issue of burnout among residents. Dedicated and persistent efforts toward improving physical and psychological well-being of plastic surgery residents will positively impact not only the well-being of the residents but also the quality of patient care.

Transition shock and job satisfaction changes among newly graduated nurses in their first year of work: A prospective longitudinal study

AIMS

To identify the changes in transition shock and job satisfaction among newly graduated nurses during their first year and examine the factors affecting these changes.

BACKGROUND

Newly graduated nurses' high turnover is related to transition shock and job satisfaction. However, insufficient information exists on changes in these variables among such nurses.

METHODS

A prospective longitudinal design was used. Participants were nurses newly graduated from nursing schools and working in hospitals in South Korea. There were 312, 195 and 120 participants at 4, 8 and 12 months, respectively.

RESULTS

Transition shock and job satisfaction decreased as working period increased; transition shock was lower, and job satisfaction was higher in positive work environments. Linear mixed models revealed work environment was the only factor significantly related to transition shock and job satisfaction changes.

CONCLUSION

The nurses' transition shock and job satisfaction varied as per working period and work environment, which were the most important factors of these changes.

IMPLICATIONS FOR NURSING MANAGEMENT

Nurse managers can be aware of transition shock and job satisfaction changes, assess their severity and implement solutions in their hospitals. Thus, retention strategies should differ according to the changing needs of nurses at different stages of their career.

Organizational and Human Factors Affecting Forensic Decision-Making: Workplace Stress and Feedback

Although forensic examiners operate in a stressful environment, there is a lack of understanding about workplace stress and feedback. These organizational and human factors can potentially impact forensic science judgments. In this study, 150 practicing forensic examiners from one laboratory were surveyed about their experiences of workplace stress, and the explicit and implicit feedback they receive. Forensic examiners reported that their high stress levels originated more from workplace-related factors (management and/or supervision, backlogs, and the pressure to do many cases) than from personal related factors (family, medical, and/or financial). The findings showed that a few (8%) of the forensic examiners sometimes felt strong implicit feedback about what conclusions were expected from them and that some (14%) also strongly felt that they were more appreciated when they helped to solve a case (e.g., by reaching a "match" as opposed to an "inconclusive" conclusion). Differences were found when comparing workplace stress and feedback levels across three core forensic science fields (forensic biology, chemistry, and latent prints) and across career stages (early, mid, and late). Gaining insights into the stress factors within a workplace and explicit and implicit feedback has implications for developing policies to improve the well-being, motivation, and performance of forensic examiners.

Exploring the Relationships Between a Toxic Workplace Environment, Workplace Stress, and Project Success with the Moderating Effect of Organizational Support: Empirical Evidence from Pakistan

Purpose

Researchers have shown great interest in the relationships among a toxic workplace environment, workplace stress, and project success, which have led to an expansive body of research on the topic. In light of this work, the current study explores the effects of a toxic workplace environment (TWE) and workplace stress (WS) as determinants of project success in the renewable energy projects of Pakistan. Based on the resource-based view (RBV) theory, the study proposes and tests a model with organizational support as a moderating variable.

Research Methodology

A 30-item questionnaire survey was administered among staff of ten renewable energy project companies located in the vicinity of Karachi, Lahore, Islamabad (Pakistan). The target population was senior managers, middle-level managers, and administrative staff. Structural equation modelling was used to estimate the predictive power of the model.

Results

A toxic workplace environment was found to have negative relationships with project success and workplace stress. Organizational support served as a moderator in the relationship between a toxic workplace environment and workplace stress and thus contributed to the success of a project.

Conclusion

Toxic workplace environment and the resulting workplace stress have a negative effect on project success. Projects undertaken in the energy sector have tight deadlines, which create stress that leads to a range of mental and physical health problems. Workers facing these problems can ultimately suffer from such diseases as depression, anxiety, and insomnia. These issues lower morale and, thus, negatively affect productivity. The provision of organizational support can mitigate the negative effects.

Sex Differences in Work-Stress Memory Bias and Stress Hormones

Mental health problems related to chronic stress in workers appear to be sex-specific. Psychosocial factors related to work-life balance partly explain these sex differences. In addition, physiological markers of stress can provide critical information on the mechanisms explaining how chronic stress gets "under the skull" to increase vulnerability to mental health disorders in working men and women. Stress hormones access the brain and modulate attentional and memory process in favor of threatening information. In the present study, we tested whether male and female workers present a memory bias towards work-stress related information, and whether this bias is associated with concentrations of stress hormones in reactivity to a laboratory stressor (reactive levels) and samples taken in participants' workday (diurnal levels). In total, 201 participants (144 women) aged between 18 and 72 years underwent immediate and delayed recall tasks with a 24-word list, split as a function of valence (work-stress, positive, neutral). Participants were exposed to a psychosocial stressor in between recalls. Reactivity to stress was measured with saliva samples before and after the stressor. Diurnal cortisol was also measured with five saliva samples a day, during 2 workdays. Our exploratory results showed that men presented greater cortisol reactivity to stress than women, while women recalled more positive and neutral words than men. No sex difference was detected on the recall of work-stress words, before or after exposure to stress. These results do not support the hypothesis of a sex-specific cognitive bias as an explanatory factor for sex differences in stress-related mental health disorders in healthy male and female workers. However, it is possible that such a work-stress bias is present in individuals who have developed a mental-health disorder related to workplace stress or who have had one in the recent past. Consequently, future studies could use our stress memory bias task to assess this and other hypotheses in diverse working populations.

The effect of living a 'yogic lifestyle' on stress response and self-image in healthcare professionals: a pilot study

BACKGROUND

Healthcare staff in modern metropolitan settings face higher rates of burnout characterized by emotional stress and difficulty coping with not only building work pressure but also balancing personal life stress. The aim of this pilot study was to see the impact of a yogic lifestyle, incorporating diet, exercise and mindfulness activities based on tantra yoga.

MATERIALS & METHODS

Fifteen participants were recruited and completed three or more of the interventions.

RESULTS

The 4-week pilot study showed increased self-compassion and decreased stress among the participants.

Emotional Complications in Midwives Participating in Pregnancy Termination Procedures-Polish Experience

Background: Ethically controversial medical procedures, such as the termination of pregnancy, are frequently associated with a discrepancy between personal attitude and values versus requirements related to a professional situation. The study aimed to assess emotional complications in midwives participating in pregnancy termination procedures. Methods: The study included 181 midwives working in state-governed healthcare facilities in central and eastern Poland. The Oldenburg Burnout Inventory (OLBI) and the present authors’ own questionnaire were used in the study. The results indicating the level of occupational burnout were presented in two scales: the exhaustion scale and the disengagement scale. Results: The study revealed that 48% of midwives had never participated in pregnancy termination procedures due to fetal defects. The level of occupational burnout described with the exhaustion factor (t = 2.06; p < 0.041) and disengagement factor (t = 2.96; p < 0.003) was significantly higher in the group of midwives participating in pregnancy termination procedures due to fetal defects than in the group of midwives who did not participate in pregnancy terminations. The most common factors contributing to burnout reported by midwives who participated in pregnancy terminations were: moral dilemmas (68%), seeing the aborted fetus (65%), anticipating the child’s death in case it was born with signs of life (59%) and the lack of professional psychological support for medical personnel (56%). Conclusions: Importantly, pregnancy termination should be performed by persons who find such procedures acceptable from the viewpoint of their value system. It is a protective factor in regards to work with women who undergo terminations. Moreover, developing a system of informational and psychological support for midwives participating in pregnancy termination procedures is also a significant aspect.

Laboratory Animal Welfare Meets Human Welfare: A Cross-Sectional Study of Professional Quality of Life, Including Compassion Fatigue in Laboratory Animal Personnel

Laboratory animal personnel may experience significant stress from working with animals in scientific research. Workplace stress can be assessed by evaluating professional quality of life, which is comprised of compassion fatigue (i.e., burnout and secondary traumatic stress) and compassion satisfaction. This research aimed to explore the associations between risk factors and professional quality of life in laboratory animal personnel. In a cross-sectional, convenience sample design, laboratory animal personnel were recruited from widespread online promotion. A total of 801 personnel in the United States or Canada completed an online survey regarding professional quality of life, social support, euthanasia, enrichment, stress/pain levels, and human-animal interactions. Participants worked in a wide range of settings (e.g., industry, academia), research types (e.g., basic, applied, regulatory), species (e.g., non-human primates, mice), and roles (e.g., animal caretaker, veterinarian). Data were analyzed using general linear models. Personnel who reported higher compassion fatigue also reported lower social support, higher animal stress/pain, higher desire to implement more enrichment, and less control over performing euthanasia (p's < 0.05). Higher burnout was associated with less diverse/frequent enrichment, using physical euthanasia methods, and longer working hours. Higher secondary traumatic stress was associated with more relationship-promoting human-animal interactions (e.g., naming animals) and working as a trainers (p's < 0.05). Higher compassion satisfaction was associated with higher social support, less animal stress/pain, and more human-animal interactions (p's < 0.05). Surprisingly, neither personnel's primary animal type (e.g., non-human primates, mice) nor frequency of euthanasia (e.g., daily, monthly) were associated with professional quality of life (p's > 0.05). Our findings show that the professional quality of life of laboratory animal personnel is associated with several factors. Personnel reporting poorer professional quality of life also reported less social support, higher animal stress/pain, less enrichment diversity/frequency and wished they could provide more enrichment, using physical euthanasia, and less control over performing euthanasia. Poorer professional quality of life was also seen in personnel working as trainers, at universities, and longer hours. This study contributes important empirical data that may provide guidance for developing interventions (e.g., improved social support, decreased animal stress, increased animal enrichment diversity/frequency, greater control over euthanasia) to improve laboratory animal personnel's professional quality of life.

Workplace stressors, psychological well-being, resilience, and caring behaviours of mental health nurses: A descriptive correlational study

There is widespread recognition that workplace stress can have profound negative impacts on nurses' well-being and practice. Resilience is a process of positive adaptation to stress and adversity. This study aimed to describe mental health nurses' most challenging workplace stressors, and their psychological well-being, workplace resilience, and level of caring behaviours, explore the relationships between these factors, and describe differences in workplace resilience for sociodemographic characteristics. In a descriptive correlational study using convenience sampling, data were collected from N = 498 nurses working in mental health roles or settings in Victoria Australia via an online cross-sectional survey. Key findings included weak to strong (r = 0.301 to r = 0.750) positive relationships between workplace resilience with psychological well-being across all stressor categories (consumer/carer; colleague; organizational role; and organizational service). Psychological well-being was moderately high, but lower for nurses indicating consumer/carer-related stressors as their most stressful challenge. There were weak to moderate (r = 0.306 to r = 0.549) positive relationships between workplace resilience and psychological well-being, and no relationship between resilience and caring behaviours. Workplace resilience was lower (P < 0.05) for less experienced nurses compared with those with >5 years' experience, and lower for younger nurses compared with those aged ≥40 years. To improve their resilience and prevent psychological distress, there is prime opportunity to support nursing students with well-being and resilience-building strategies during their undergraduate education, and to support new graduates with similar programmes when they enter the workforce.

The impact of emotional labor on the health in the workplace: a narrative review of literature from 2013-2018

There is a paradigm-shift in the workplace from a production mentality to a service-oriented mentality. As a result, there is a greater need on employees to expend emotional labor in dealing with the challenges of meeting the demands of a service-oriented economy. This present study discussed the impact that expending emotional labor has on the health of employees in the workplace. Literature was retrieved from MEDLINE/PubMed, Excerpta Medica/EMBASE, Scopus and Thomson Reuters' Web of Science databases. Studies were selected if they were published between 2013 and 2018, written in English and had the terms “emotional labor” or “emotional labour” in their titles. An overview of the different effects of emotional labor on the health of employees in different sectors of the economy revealed effects ranging from burnout and fatigue to dysmenorrhea, disruptions in sleep patterns and suicidal tendencies. The effects of emotional labor on the health of members of the population who belong to the working class can be attributed to reciprocal determinism where environmental influences in the form of clients, supervisors, or organizational culture put employees in a position where they had to develop the habit of engaging emotional labor to cope with environmental stresses.

Burnout Syndrome in UK Intensive Care Unit staff: Data from all three Burnout Syndrome domains and across professional groups, genders and ages

Introduction

This is the first comprehensive evaluation of Burnout Syndrome across the UK Intensive Care Unit workforce and in all three Burnout Syndrome domains: Emotional Exhaustion, Depersonalisation and lack of Personal Accomplishment.

Methods

A questionnaire was emailed to UK Intensive Care Society members, incorporating the 22-item Maslach Burnout Inventory Human Services Survey for medical personnel. Burnout Syndrome domain scores were stratified by 'risk'. Associations with gender, profession and age-group were explored.

Results

In total, 996 multi-disciplinary responses were analysed. For Emotional Exhaustion, females scored higher and nurses scored higher than doctors. For Depersonalisation, males and younger respondents scored higher.

Conclusion

Approximately one-third of Intensive Care Unit team-members are at 'high-risk' for Burnout Syndrome, though there are important differences according to domain, gender, age-group and profession. This data may encourage a more nuanced understanding of Burnout Syndrome and more personalised strategies for our heterogeneous workforce.

The association between effective workplace communication with superiors and lower psychological distress among workers in the evacuation area after the Fukushima Daiichi Nuclear Power Plant accident

OBJECTIVES

Well-managed workplace communication may promote well-mental health status among workers, even those who may have experienced drastic changes in their workplace and living environment after the Fukushima Daiichi Nuclear Power Plant accident. This study aimed to compare the workplace and living environment of workers in the evacuation area to the non-evacuation area, as well as the association between workplace communication and psychological distress.

METHOD

This cross-sectional questionnaire survey was conducted in two manufacturing companies in the evacuation area and a company in the non-evacuation area. Psychological distress was defined by a Kessler K6 distress scale score ≥5. Workplace communication was measured by the status of communication ("Do you feel that you can talk freely?") and consultation ("Can you consult when having troubles?") with superiors, managers and colleagues. Work burden, overtime, and irregular mealtimes as changes in the workplace and domestic life were determined. Differences in the workplace and living environment were compared using the chi-squared test, with the association between workplace communication and psychological distress analyzed by logistic regression.

RESULTS

The proportion of workers with an increased work burden, overtime, and irregular meals was significantly higher among workers in the evacuation areas. There was also a significant association between low-psychological distress status and communication and consultation with superiors or managers, with no significant association with colleagues.

CONCLUSION

Only workplace communication with superiors or managers was associated with low-psychological distress, even after drastic changes in the workplace. Therefore, superiors or managers should initiate open communication and active consultation after a disaster.

Workplace stress and employees' well-being: Evidence from long-term care in the Czech Republic

OBJECTIVES

The aim of this study was to verify the Effort-Reward Imbalance (ERI) model, which served as the basic concept of mapping workplace stress, on the sample of Czech professional caregivers. ERI model examines the relationship between the long-term subjectively perceived level of workers' effort and rewards and analyses the physical and psychosocial consequences of the (im)balance.

METHODS

The verification of ERI model in combination with well-being (and its psychosocial consequences) was conducted on a sample of Czech professionals caring for older people in 2014 (N = 265). The survey included 12 facilities providing health and social care services for older people. Facilities were chosen through purposive sampling and snowball technique. The sample was divided into the following subgroups: professionals working in residential or field services and medical or social workers.

RESULTS

Results showed that the majority (57%) of professional caregivers in both residential and field services suffered from imbalance caused by higher effort and lower rewards. Subgroup of medical workers in long-term care institutions formed the most demanded group with the highest imbalance between work effort and rewards (68%). This discrepancy was reflected in a reduction of their well-being. This effect was most evident by the medical workers in home care. Well-being within this group was more than five times lower compared to other groups with ERI imbalance. Also, a group of social workers in institutions came out as a high-risk group in this regard.

DISCUSSION

The level of imbalance differed among the defined groups. The data obtained verified the known facts about the adverse work situation of professionals in long-term care in the contemporary Czech environment. The outputs correspond to foreign studies and confirm the validity of ERI model on the sample of Czech professionals in the long-term care.

Pearls of wisdom: using the single case study or 'gem' to identify strategies for mediating stress and work-life imbalance in healthcare staff

Background

The growing levels of stress and work-life imbalance reported in contemporary health and social care arenas in the UK can be linked to the neoliberal principles driving performance and intensification in the workforce. These pressures are an area of concern in terms of staff health and wellbeing and the impact of these on the care and compassion of patients/service users.

Aims

This paper reports on a single case study that was part of a wider interpretative phenomenological analysis (IPA) that aimed to explore the levels of stress and work-life imbalance experienced by occupational therapists working in health and social-care sectors in Wales in the UK.

Methods

Interpretative phenomenological analysis was used as both an approach and tool of analysis. The use of the single case study and gem as a tool in IPA to pique interest and promote further investigation is also explicated.

Results

Identified four key strategies that underpinned an approach to mediating stress and work-life balance for staff in the workplace. These were: a sense of choice and autonomy over workloads and decision-making; congruence with family values; supportive workplace attitudes and expectations of others; and finally, that the ability to reconcile conflicts i.e. integrate or harmonise them with personal values, as opposed to holding a sense of compromise marked by concession or loss, can address cognitive and emotional dissonance.

Conclusions

The existing constructs to support the health and wellbeing of staff in health and social-care settings are ineffective. These strategies offer tools to address this and successfully promote a sense of personal integrity and meaning in life. In turn, this can achieve and sustain a more resilient workforce providing the positive energy needed to be caring and compassionate in their practice.

Psychosocial risks in healthcare

Medical and allied health professions are characteristic of an everyday intense contact with patients and clients. However, these interactions also bring about increased danger of psychosocial risks. Psychosocial risks involve job content, its organization and management, as well as its social context. As such they may pose serious consequences for health and well-being of the professionals. The European Agency for Safety and Health at Work counts among major psychosocial risks: stress at work, burnout syndrome, mobbing/bullying, violence at work, working hours and substance abuse. The aim of the presented article is to give a brief survey of the basic psychosocial risks and their consequences for both health care workers and their patients. Keywords: psychosocial risks, psychosocial deprivation, mobbing, bullying, working hours, violence, drug abuse, workplace stress, occupational burnout, occupational safety.

Mind-body therapies: an intervention to reduce work-related stress in veterinary academia

Studies investigating perceived stress and mindfulness awareness support mind-body therapy (MBT) effectiveness in reducing stress and anxiety and, thus, has potential to decrease work-related stress. A pre/postexperimental design involved 30 faculty and staff working at Ross University School of Veterinary Medicine, Saint Kitts and Nevis, who experienced a two-day MBT intervention programme. An additional 16 faculty and staff not involved in MBT who went about their daily work schedules served as contemporary controls. Demographics, Perceived Stress Scale 10 (PSS-10), Mindful Attention Awareness Scale (MAAS), 16 Personality Factor (16PF) Openness to Change subscale and saliva cortisol concentrations were analysed. Control participants reported significantly perceived less stress (PSS-10: M=13; sd=1.4) than intervention participants (M=20; sd=6.6) during pretest. However, at post-test the intervention group reported a significant decrease in perceived stress (M=11; sd=6.0). MAAS pretest results indicated the intervention group displayed a lower average score (M=54; sd=15.3) than control participants (M=68; sd=2.0). Post-MAAS intervention scores showed improvements in mindfulness (M=63; sd=15.3). Correlations between the 16PF Openness to Change subscale and MAAS were r=0.03 and r=-0.17 for the intervention and control groups, respectively. Mean concentrations of saliva cortisol indicated a larger and significant decline in cortisol for the intervention group both during day 1 (P=0.0001) and day 2 (P=0.0008). In conclusion, these preliminary results provide support that MBTs in veterinary academia can improve psychological and physiological aspects of personal wellbeing.

Reducing stress and burnout in the public-sector work environment: A mindfulness meditation pilot study

ISSUE ADDRESSED

Identifying ways to manage the psychological and emotional costs of workplace stress is essential. Mindfulness meditation is reported to support mental well-being; however, findings are limited in Australian business settings. Accordingly, this study explored the efficacy of a mindfulness meditation program tailored for an Australian public-sector workplace.

METHODS

A mixed-methods, single-group, pre-/post-test design was used to evaluate a proof-of-concept mindfulness intervention. Quantitative measures included the Perceived Stress Scale and Maslach Burnout Inventory. Survey data were collected to analyse participant experiences. Participants (n = 65) were recruited from a government organisation. The 8-week program ran weekly for 45 minutes and had a 65% retention rate. Resources were provided to support home practice.

RESULTS

Statistically significant decreases were obtained for perceived stress (d = 0.8) and emotional exhaustion (d = 0.4). Themes from qualitative findings suggested participants experienced an increased recognition of stress triggers, increased ability to detach from stressors, increased calmness and increased ability to prioritise work.

CONCLUSIONS

Qualitative results extend comparable quantitative research by detailing how an appropriately tailored 8-week meditation-based program has the potential to decrease perceived stress in highly stressful work environments. SO WHAT?: Triangulated data suggest that an appropriately adapted mindfulness meditation program can be an effective, efficient and low-cost inclusion within an organisation's health promotion repertoire to help increase mental health among staff.

Job demands, resources and mental health in UK prison officers

Background

Research findings indicate that working as a prison officer can be highly stressful, but the aspects of work that predict their mental health status are largely unknown.

Aims

To examine, using elements of the demands-resources model, the extent to which work pressure and several potential resources (i.e. control, support from managers and co-workers, role clarity, effective working relationships and positive change management) predict mental health in a sample of UK prison officers.

Methods

The Health and Safety Executive Management Standards Indicator Tool was used to measure job demands and resources. Mental health was assessed by the General Health Questionnaire-28. The effects of demands and resources on mental health were examined via linear regression analysis with GHQ score as the outcome.

Results

The study sample comprised 1267 prison officers (86% male). Seventy-four per cent met 'caseness' criteria for mental health problems. Job demands, poor interpersonal relationships, role ambiguity and, to a lesser extent, low job control and poor management of change were key predictors of mental health status.

Conclusions

The findings of this study can help occupational health practitioners and psychologists develop structured interventions to improve well-being among prison officers.

[Examination of work-related stress and coping strategies among ambulance- and air-ambulance workers]

INTRODUCTION

Among Hungary's health sector workers the presence of a high level of stress is known, which can affect the individual.

AIM

The aim of the authors was to uncover major risk factors causing work-related stress, as well as its extent, and positive and negative coping strategies among ground and aerial rescue workers.

METHOD

From June until October 2015, a national survey was conducted among Hungarian rescue workers. An own questionnaire and Rahe Stress and coping validated short questionnaire online form were used. A total of 141 persons took part in the survey.

RESULTS

As compared to air-ambulance workers, ground rescue workers were exposed to higher work-related stress effects (p<0.01), resulting in a much larger variety of physical and psychological symptoms (p<0.05). Based on Global Stress and Coping Index effective coping mechanisms were observed among air rescue workers (p<0.01).

CONCLUSIONS

It is important to perform regular professional theoretical and practical training. Human resource management should pay attention on occupational stress reduction. Orv. Hetil., 2016, 157(45), 1802-1808.

Caring for the Caregivers: Results of an Extended, Five-component Stress-reduction Intervention for Hospital Staff

The health-related consequences of stress in hospital workers and associated costs of absenteeism and high turnover have increased the need for programs targeting stress in this population. "Caring for the Caregivers," a multimodal approach to stress-reduction designed to address the multidimensional nature of stress in hospital staff, integrates five components: cognitive, somatic, dynamic, emotive and hands-on, in a flexible eight-month format. Significant improvements were demonstrated for 97 participants compared to 67 controls in pre-post scores for the Maslach Burnout Inventory, Job-Related Tension Index, Perceived Stress Scale, Productivity Scale, General Health Questionnaire, Positive and Negative Affect Schedule, and Visual Analogue Scales of 12 stress-associated symptoms. Together with significant reduction in upper respiratory infections and family doctor visits, these results suggest that providing hospital staff with multiple techniques addressing commonly encountered work stressors impacts positively on health and well-being and significantly reduces stress and burnout in this population.

Aromatherapy Improves Work Performance Through Balancing the Autonomic Nervous System

OBJECTIVE

This study analyzed the efficacy of aromatherapy in improving work performance and reducing workplace stress.

SUBJECTS

The initial sample comprised 42 administrative university workers (M_age = 42.21 years, standard deviation = 7.12; 10 male).

INTERVENTION

All sessions were performed in a university computer classroom. The participants were randomly assigned into an aromatherapy group (AG) and a control group (CG), and they were invited to participate in a specific session only once. They were seated in front of a computer. During the intervention period, some oil diffusers were switched on and were in operation throughout the session with petitgrain essential oil for AG sessions and a neutral oil (almond) for CG sessions. At the same time, participants completed a computer task on a specific Web site typing on their keyboard until they had finished it. The single times were different for all participants and were recorded on the Web site as "performance time."

OUTCOME MEASURES

Before and after the intervention, participants completed anxiety and mood state questionnaires (the Stait-Trait Anxiety Inventory [STAI] and the Profile of Mood States [POMS]). Heart-rate variability (HRV) was measured before (PRE), during (20-25 min), and after (POS) the intervention to analyze autonomic nervous system regulation.

RESULTS

The AG performed the Web site task 2.28 min faster than the CG (p = 0.05). The two groups showed differences in the following HRV parameters: low frequency (p = 0.05), high frequency (p = 0.02), standard deviation of all RR intervals (p = 0.05), and root mean square of differences (p = 0.02). All participants in all groups showed a decrease from PRE to POST for STAI (p < 0.001), Tension-POMS (p < 0.001), and Vigour-POMS (p = 0.01) scales.

CONCLUSIONS

Aromatherapy (inhaling petitgrain essential oil) can improve performance in the workplace. These results could be explained by an autonomic balance on the sympathetic/parasympathetic system through a combined action of the petitgrain main components (linalyl acetate, linalool, and myrcene). The final effect could be an improvement of the mental and emotional condition by a combination of reducing the stress level and increasing the arousal level of the participants in terms of attentiveness and alertness.