[Social isolation among teleworkers in the context of the COVID-19 pandemic]

Background

During the peak times of the COVID-19 pandemic, which were characterized by contact restrictions, many companies initiated telework for their employees due to infection prevention.

Objective

In this literature review working from home and therefore digital cooperation in a virtual team was investigated, focusing on the organization of occupational health promotion aspects in the context of prevention of social isolation.

Results

The current occupational health psychology research identified appropriate and enriched information and communication media accompanied by sufficient and understandable technical support as basic prerequisites for the collaboration of location-independent teams. Also, a continuous socially supporting communication within the team and with the supervisor as well as health-promoting leadership have a positive impact on the employees' mental health. Additionally, individual (digital) health promotion interventions and flexible working hours are recommended.

Conclusion

These multifactorial approaches to measures derived from the literature are suggested for companies with employees working predominantly from home to reduce work-related adverse health effects from the crisis, especially with respect to social isolation and to promote their employees' health.

Working Conditions in Social Firms and Health Promotion Interventions in Relation to Employees' Health and Work-Related Outcomes-A Scoping Review

BACKGROUND

Social firms-a type of social enterprise-offer people with severe disabilities the possibility of employment and integration into the labor market. Since 01 January 2018, social firms in Germany are obligated to provide health promotion interventions for their employees. Therefore, the study aims to provide an overview of the current state of research on working conditions, coping strategies, work- and health-related outcomes, and health promotion interventions in social firms to derive recommendations for action.

METHODS

The databases PubMed, MEDLINE, PsycINFO, PSYNDEX, CINAHL, and Web of Science were searched. The study selection was based on predefined inclusion and exclusion criteria in the time period between 2000 and 2019. The quality of the studies was critically appraised in a standardized way using the Mixed-Methods Appraisal Tool.

RESULTS

A total of 25 studies were included. The current state of research indicated that employees with disabilities were provided with several environmental resources like social support, flexibility, structured work tasks or options for training. A mix of environmental and personal resources impacted several work- and health-related outcomes like well-being, job satisfaction, productivity, work engagement, the motivation to work, or job tenure.

CONCLUSIONS

There is a need for further (longitudinal) research concerning the work and health situation of employees working in social firms and the development of health promotion interventions.

Systematic Review on Outbreaks of SARS-CoV-2 on Cruise, Navy and Cargo Ships

The confined environment of a ship promotes the transmission of the severe acute respiratory syndrome coronavirus type 2 (SARS-CoV-2) due to close contact among the population on board. The study aims to provide an overview of outbreaks of SARS-CoV-2 on board of cruise, navy or cargo ships, to identify relevant outbreak management techniques, related problems and to derive recommendations for prevention. Four databases were searched. The study selection included reports about seroprevalences or clinically/laboratory confirmed infections of SARS-CoV-2 on board ships between the first of January, 2020 and the end of July, 2020. A total of 37 studies were included of whom 33 reported outbreaks of SARS-CoV-2 on cruise ships (27 studies referred to the Diamond Princess). Two studies considered outbreaks on the Grand Princess, three studies informed about Nile River cruises and one study about the MS Westerdam (mention of multiple outbreaks possible in one study). Additionally, three studies reported outbreaks of SARS-CoV-2 on navy vessels and one study referred to a cargo ship. Problems in handling outbreaks resulted from a high number of asymptomatic infections, transportation issues, challenges in communication or limited access to health care. Responsible operators need to implement infection control measures which should be described in outbreak management plans for ships to prevent transmission risks, including, e.g., education, testing strategies, communication lines, social distancing and hygiene regulations.

"One of My Basic Necessities of Life Is Work. That's Just Broken Away."-Explorative Triangulation of Personal and Work-Related Impacts for Supervisors and Disabled Employees in German Social Firms during the COVID-19 Pandemic

Social firms are located on the general labor market and employ 30-50% of severely disabled people. Findings on personal and work-related impacts for employees and supervisors during the COVID-19 pandemic are not yet available and will be investigated in the present study. Using the approach of a method triangulation, focus groups with employees and individual interviews with supervisors of several social firms from the North of Germany were combined and collected in parallel. Between July and November 2020, 16 semi-structured telephone interviews with supervisors and three focus groups with 3-6 employees each working within the same team (14 employees in total) were conducted. Both formats were recorded, transcribed, anonymized, and analyzed by using Mayring's qualitative content analysis. Because a large proportion of the employees and supervisors interviewed worked in the gastronomy sector, they were particularly affected by the "restriction of social contacts" beginning in March 2020. Hygiene and distance regulations were implemented and personnel planning and distribution of work were adapted. Challenges were raised for employees with disabilities due to the implementation of hygiene and distance regulations, a sudden loss of work, lacking routines, additional work, a lack of movement, social contacts and financial challenges. Both employees and supervisors reported fears of infection, conflicts, additional work and fears of job loss. Additionally, supervisors dealt with less staffing, challenges in detaching from work and a strained economic situation. Overall, new insights were gained into the work-related impacts for employees and supervisors in inclusive workplaces during the current COVID-19 pandemic but further research on health-promoting structures is needed.

Workplace Health Promotion in German Social Firms-Offers, Needs and Challenges from the Perspectives of Employees, Supervisors and Experts

On the general labor market, social firms provide 30-50% of people with different types of disabilities the opportunity to gain employment. However, the topic of workplace health promotion (WHP), needs for improvement and accompanied challenges are neglected in the current research and were the focus of the present study. Therefore, data triangulation was used between July and December 2020 by combining three focus groups with employees (n = 14 employees) with 16 interviews with supervisors from several social firms in Northern Germany (e.g., from catering, cleaning or bicycle repair sectors). 17 semi-structured telephone interviews with experts in the field of WHP or social firms were added. All approaches were audio-taped, transcribed and anonymized. To analyze the data, Mayring's qualitative content analysis was used. The results indicated that several offers for WHP, including sport, nutrition and relaxation, were offered, as well as those on smoking cessation, cooperation with external organizations or training and education offers. Needs for improvement were stated referring to additional sport offers, support for implementing a healthy diet, offers for relaxation, financial incentives or collaborations with external organizations. A low take-up of offers; a lack of resources, structures or management support; compatibility of offers with work time and organization; challenges with available trainings or the consideration of individual needs and capacities were highlighted as challenges. Overall, there is a need for further interventional and longitudinal research on WHP in social firms.

Capturing and analysing the working conditions of employees with disabilities in German social firms using focus groups

Background

Social firms – a type of social enterprise – provide job opportunities to people with mental or intellectual, sensory, physical or multiple disabilities who are disadvantaged on the general labour market. Given the limited number of studies on working conditions of employees in inclusive workplaces, the aim of this study was to explore job demands and resources experienced by employees with disabilities in German social firms.

Methods

Three focus groups were conducted between September and October 2020 with 14 employees with disabilities from social firms in the catering and cleaning sector in Germany. The Job Demands-Resources model was used as a theoretical basis for developing the semi-structured interview guide. Audiotaped data were transcribed verbatim, analysed deductively and inductively using the qualitative content analysis according to Mayring.

Results

The results show that employees of social firms experience specific job demands and resources regarding work content, work organisation, social relations and work environment. Job demands were mainly reported with respect to work organisation, e.g. high workload, time pressure or challenges in collaboration, whereas social relationships with colleagues and supervisors were most frequently mentioned as important resources at the workplace.

Conclusion

First exploratory study results on the working conditions of employees in social firms in Germany were obtained. Given the pivotal importance of employment for people with disabilities, the identified job demands and resources of this study highlight the relevance of a healthy workplace, especially for employees in social firms. Future interventional research is needed regarding the development, implementation and evaluation of workplace health promotion measures in social firms.

Supplementary Information

The online version contains supplementary material available at 10.1186/s12889-022-12689-w.

Boundarylessness and sleep quality among virtual team members - a pilot study from Germany

Background

In the course of globalisation and digitalisation, new ways of work are becoming increasingly prevalent. To remain competitive as an organisation, cooperation across time, place, and organisational boundaries is becoming necessary. Virtual teamwork offers these advantages, but can also be both, an opportunity and a burden, for employees. This pilot study aims to gain first insights into job demands and resources in virtual teamwork to provide a basis for further research from which appropriate health promotion and prevention measures can be derived.

Methods

In this pilot study, an online questionnaire was used to examine the relationship between boundarylessness as a job demand, psychological detachment as a personal resource, as well as perceived stress and sleep quality as health outcomes among 46 virtual team members from Germany. Data collection lasted from October 2019 to January 2020. Validated scales were used for the questionnaire, except for virtuality. Due to insufficient operationalisation to date, a virtuality scale was developed based on the current state of research. The data were analysed with ordinal logistic regression analyses and median split t-tests.

Results

The results indicate that perceived stress impaired sleep quality of virtual team members in this sample. In contrast, successful psychological detachment from work was positively related to sleep quality. A higher degree of virtuality coincided with higher levels of boundarylessness. Virtual team members with leadership responsibility showed higher levels of psychological detachment.

Conclusion

The present pilot study breaks ground and provides initial insights into the relationship between virtual teamwork and employee health in the German context. Further research, particularly on job demands in virtual teamwork, is needed to derive concrete health promotion and prevention measures.

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

Background

Social firms are companies on the general labour market which provide employment to people with severe disabilities. In this setting different job resources are offered for its employees, including social support or flexibility in terms of working hours, tasks or pace of work. However, to date, only limited evidence exists on the work and health situation of supervisors in social firms. Therefore, the study aims to explore job demands and resources of supervisors in social firms to increase knowledge in a little researched field and to develop recommendations for action on workplace health promotion.

Methods

Sixteen semi-structured telephone interviews were conducted with supervisors of social firms in the North of Germany within July and November 2020. Different sectors such as gastronomy or cleaning services as well as employment opportunities for people with different types of disabilities were included. The interviews were recorded, transcribed verbatim and analysed following the qualitative content analysis according to Mayring (deductive-inductive approach).

Results

Overall, a heterogeneous composition was aimed for in terms of age and gender distribution (68.75% were male and between 32 and 60 years old). Supervisors reported various job demands in social firms, including for instance emotional demands, conflicts between social and economic objectives, conflict management, exposure to heat, heavy lifting or constant standing. In contrast, a high meaning of work, possibilities in shaping the structure of the social firm, social support of colleagues or the management and the provision of an ergonomic work environment were highlighted as job resources. Further person-related demands (e.g. own expectations) and resources (e.g. patience) were underlined as well.

Conclusion

First exploratory insights were provided with reference to job demands and resources for supervisors in social firms. The overview on working conditions underlines the significance of a supportive work environment taking structural and behavioural-related implications into account to reduce demands and strengthen resources. Further interventional research is needed regarding the development, testing and evaluation of workplace health promotion interventions in social firms.

Supplementary Information

The online version contains supplementary material available at 10.1186/s12995-021-00342-y.

Job-related demands and resources for employees working on virtual teams: A qualitative-study

BACKGROUND

The increasing globalization and the advances in communication technology have expedited the formation of virtual teams. The geographical distribution of virtual team members entails significant changes in working conditions. There is limited knowledge about the demands and resources virtual team members experience and how these can affect their mental health.

OBJECTIVE

The aim of this study is to identify work-related psychological demands and resources of virtual team members.

METHODS

14 semi-structured interviews with virtual team members were conducted. Study participants were recruited based on the gatekeeper principle and the snowball principle. The interviewees were asked about self-perceived job demands and resources of virtual teamwork. The interviews were analyzed according to Mayring's structuring content analysis.

RESULTS

Based on the qualitative analysis, the following job demands were explored among virtual team members: challenges due to permanent availability, technical conditions, and communication issues with other virtual team members. Job-related resources among virtual team members were also identified and are reflected in increased autonomy, flexibility and improved compatibility of private and professional working life.

CONCLUSION

This study contributes to the understanding of the specific working conditions of virtual team members and identified job demands and resources of virtual teamwork. In addition, this study can be used as a basis for further quantitative investigations.

Job demands and resources related to burn-out symptoms and work engagement in supervisors working with people with severe disabilities in social firms: a cross-sectional study

OBJECTIVES

To analyse working conditions, work and health-related outcomes of supervisors working with people with severe disabilities in social firms.

DESIGN

Cross-sectional survey.

SETTING

Social firms who employ between 30% and 50% of people with different types of disabilities on the general labour market.

PARTICIPANTS

Supervisors of social firms in Germany.

PRIMARY OUTCOME MEASURES

Descriptive, bivariate and multivariate analysis was used to analyse relations between job demands (quantitative and emotional demands), job resources (meaning of work, perceived organisational support and influence at work), personal resources (resilience) and burn-out symptoms as well as work engagement. Validated scales, for example, from the Copenhagen Psychosocial Questionnaire were applied.

RESULTS

124 supervisors of social firms in Germany (59.7% were male and 39.5% female) participated within a cross-sectional quantitative online survey. Multiple hierarchical regression analysis indicated an association of quantitative job demands (β=0.236, p<0.05) and perceived organisational support (β=-0.217, p<0.05) and burn-out symptoms of supervisors in social firms. Meaning of work (β=0.326, p<0.001) and perceived organisational support (β=0.245, p<0.05) were significantly associated with work engagement.

CONCLUSIONS

Our study specified main job demands and resources for supervisors in German social firms and their impact on both burn-out symptoms and work engagement. When designing measures for workplace health promotion in social firms, especially supervisors' quantitative job demands need to be reduced and perceived organisational support strengthened.

Evaluation verhaltenspräventiver Gesundheitsförderungsmaßnahmen in Inklusionsbetrieben

Hintergrund

Inklusionsbetriebe nach §§ 215–218 SGB IX bieten schwerbehinderten Menschen eine Beschäftigung auf dem allgemeinen Arbeitsmarkt. Seit 2018 sind Inklusionsbetriebe verpflichtet, Maßnahmen der betrieblichen Gesundheitsförderung (BGF) anzubieten.

Ziel der Arbeit

Das Ziel der vorliegenden Studie ist es, verhaltenspräventive BGF-Angebote in Form von Seminaren für schwerbehinderte Beschäftigte und deren Leitungskräfte in Inklusionsbetrieben zu evaluieren.

Material und Methoden

Anhand eines multimethodischen Studiendesigns erfolgte im Zeitraum von Juni bis November 2021 eine Evaluation der 12 Beschäftigtenseminare (3 Seminarkonzepte, z. B. Selbstfürsorge im Arbeitsalltag) mittels Fokusgruppen (n = 44) und eine Evaluation der 3 Leitungskräfteseminare zur gesunden Führung mittels eines standardisierten Fragebogens (n = 10). Die erhobenen quantitativen Daten wurden deskriptiv ausgewertet und die qualitativen Daten mithilfe der qualitativen Inhaltsanalyse nach Mayring induktiv analysiert.

Ergebnisse

Die Ergebnisse zeigten, dass die durchgeführten Maßnahmen zur BGF von Beschäftigten hinsichtlich der Zufriedenheit, der Seminarlänge, der Verständlichkeit und des erwarteten Nutzens mehrheitlich positiv bewertet wurden. Die Leitungskräfte bewerteten die Seminarinhalte, die Didaktik, die Seminarleitung und den Beitrag der Teilnehmenden mehrheitlich positiv.

Diskussion

Die Studie lieferte erste empirische Erkenntnisse zur Evaluation von BGF-Maßnahmen in Inklusionsbetrieben. Vor allem die auf die Inklusionsbetriebe angepassten Seminarinhalte konnten die Zufriedenheit der Teilnehmenden mit der Gesundheitsförderungsmaßnahme positiv beeinflussen. Insgesamt bedarf es weiterer Studien zur Entwicklung und Evaluation von verhältnis- und verhaltensbezogenen BGF-Maßnahmen in Inklusionsbetrieben.

Status quo der betrieblichen Gesundheitsförderung in Inklusionsbetrieben. Potenziale und Herausforderungen für die Zukunft

Hintergrund

Inklusionsbetriebe beschäftigen nach §§ 215–218 SGB IX 30–50 % Menschen mit Behinderungen auf dem ersten Arbeitsmarkt und sind seit dem 01.01.2018 verpflichtet, Maßnahmen zur betrieblichen Gesundheitsförderung (BGF) anzubieten.

Ziel der Arbeit

Der Artikel soll eine Übersicht zum aktuellen Stand der Forschung zur BGF in Inklusionsbetrieben bieten und Potenziale für die Praxis ableiten.

Material und Methoden

Mithilfe einer explorativen Literaturrecherche werden bisher verfügbare Erkenntnisse zur Arbeits- und Gesundheitssituation von Menschen mit Behinderungen und Leitungskräften aus Inklusionsbetrieben sowie die Umsetzung, Herausforderungen und Bedarfe im Bereich der BGF zusammengefasst. Aus den Erkenntnissen werden Forschungslücken identifiziert und praktische Implikationen abgeleitet.

Ergebnisse

Die Übersichtsarbeit zeigt auf, dass Inklusionsbetriebe für Beschäftigte mit Behinderungen eine Vielzahl an Ressourcen bereitstellen, um den Arbeitsanforderungen am ersten Arbeitsmarkt zu begegnen. Leitungskräfte hingegen erleben die Bewältigung von sozialen und wirtschaftlichen Anforderungen im Inklusionsbetrieb als Arbeitsanforderung ihrer Tätigkeit. Bisherige Forschungsergebnisse verdeutlichen, dass die Netzwerkbildung von kleinen und mittelständischen Unternehmen das Potenzial bietet, BGF in Inklusionsbetrieben zu fördern.

Schlussfolgerung

Der Artikel elaboriert die Arbeits- und Gesundheitssituation von Beschäftigten und Leitungskräften in Inklusionsbetrieben sowie den Status quo von BGF-Maßnahmen in Inklusionsbetrieben. Der aktuelle Stand der Forschung verdeutlicht, dass noch ein großer Bedarf zur Implementierung und Evaluation von BGF-Maßnahmen in Inklusionsbetrieben besteht. Identifizierte Herausforderungen bei der Umsetzung von BGF in Inklusionsbetrieben sollten in der Praxis entsprechend adressiert werden.

Systematic review and tools appraisal of prognostic factors of return to work in workers on sick leave due to musculoskeletal and common mental disorders

With the overall objective of providing implication for clinical and research practices regarding the identification and measurement of modifiable predicting factors for return to work (RTW) in people with musculoskeletal disorders (MSDs) and common mental disorders (CMDs), this study 1) systematically examined and synthetized the research evidence available in the literature on the topic, and 2) critically evaluated the tools used to measure each identified factor. A systematic search of prognostic studies was conducted, considering four groups of keywords: 1) population (i.e., MSDs or CMDs), 2) study design (prospective), 3) modifiable factors, 4) outcomes of interest (i.e., RTW). Studies showing high risk of bias were eliminated. Tools used to measure prognostic factors were assessed using psychometric and usability criteria. From the 78 studies that met inclusion criteria, 19 (for MSDs) and 5 (for CMDs) factors reaching moderate or strong evidence were extracted. These factors included work accommodations, RTW expectations, job demands (physical), job demands (psychological), job strain, work ability, RTW self-efficacy, expectations of recovery, locus of control, referred pain (back pain), activities as assessed with disability questionnaires, pain catastrophizing, coping strategies, fears, illness behaviours, mental vitality, a positive health change, sleep quality, and participation. Measurement tools ranged from single-item tools to multi-item standardized questionnaires or subscales. The former generally showed low psychometric properties but excellent usability, whereas the later showed good to excellent psychometric properties and variable usability. The rigorous approach to the selection of eligible studies allowed the identification of a relatively small set of prognostic factors, but with a higher level of certainty. For each factor, the present tool assessment allows an informed choice to balance psychometric and usability criteria.

[Prevention and management of COVID-19 outbreaks on merchant ships]

Hintergrund

Eine Pandemie ist eine besondere medizinische Herausforderung für Seeleute, die ohne Arzt/Ärztin an Bord unterwegs sind. Gleichzeitig ist es eine Notwendigkeit für die weltweite Bekämpfung der COVID-19-Pandemie, Warenströme durch eine widerstandsfähige Handelsschifffahrt aufrechtzuerhalten. Für die Infektionsprävention und das Infektionsmanagement an Bord benötigen Verantwortliche ein Portfolio von Schutzmaßnahmen, die auf Schiffen angewendet werden können.

Fragestellung

In der Übersicht wird der Fragestellung nachgegangen, welche technischen, organisatorischen und persönlichen Schutzmaßnahmen auf einem Handelsschiff angewandt werden können, um COVID-19-Ausbrüche an Bord zu verhindern oder bewältigen zu können.

Material und Methoden

Richtlinien, Informationen und Arbeitsschutzstandards aus dem maritimen Setting, aber auch aus anderen Arbeitsbereichen wurden gesichtet, damit Verantwortliche diese angepasst an die Lage (z. B. Schiffsgröße, Ausstattung, Witterung, Betriebszustand, Arbeitsanforderungen, Kontakt mit Schiffsfremden, medizinische Probleme) variabel einsetzen können.

Ergebnisse

Eine Handreichung, die konkrete, im maritimen Kontext erklärte technische, organisatorische und persönliche Schutzmaßnahmen für Crews zur anlassbezogenen Nutzung enthält, wurde erstellt. Kombinationsmöglichkeiten und Timing von Sicherheitsbarrieren werden darin zielgruppenorientiert erklärt.

Fazit

Eine Fülle der aus arbeitsmedizinischer Literatur und den Erfahrungen des Hafenärztlichen Dienstes in Hamburg abgeleiteten Schutzmaßnahmen sind auf hoher See umsetzbar. Handelsschiffe sollten in Pandemiezeiten vorausschauend ausgestattet (z. B. mit Schnelltests) und Verantwortliche ermächtigt werden, begründete Infektionsschutzmaßnahmen angepasst an die Situation an Bord einzusetzen. Seeleute sollten unabhängig von ihrer nationalen Herkunft prioritäre Impfangebote erhalten.

Work stressors and coping strategies of expecting and employed women in Germany: A cross-sectional study

BACKGROUND: Research indicates pregnancy-related discrimination as a potential stressor during pregnancy for women at work, which may result in perceptions of occupational stress. OBJECTIVE: The aim of this study was to examine women’s perceptions of pregnancy-related stressors at work, problem- and emotion-focused coping strategies as well as attributed consequences for mental, physical and social dimensions. METHODS: The survey was completed online with a cross-sectional study design. Inclusion criteria for study participation were being at least 18 years old, currently pregnant and engaged in paid work (regardless of full-time or part-time work). Women were recruited via social media and with the support of pro familia. RESULTS: Results indicate that 79 (53.4%, n = 148) participating women experienced pregnancy-related stressors at work. The most relevant kinds of stressors were intrapersonal stressors and interpersonal stressors related to employers or colleagues. The most prevalent coping strategy was to seek social support or advice from gynaecologists. Attributed physical consequences were exhaustion, fatigue and sleeping disorders. Mental health consequences were named in terms of feeling emotionally upset and having fears related to the baby’s health. CONCLUSIONS: Family-friendly support policies need to be further developed and topics like pregnancy-related stressors need to be addressed in an occupational context. Especially the perspective and knowledge of employers on the topic needs to be strengthened e.g. to ensure an ongoing communication between employers, HR and employees during pregnancy. Further research is needed which provides representative data, analyses employer’s experiences and their attitudes in managing pregnancies as well as consequences for women when returning to work.