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Refereed/Peer-reviewed The Job Demands-Resources (JD-R) model is a well-recognized theoretical framework assessing the impact of job demands and resources on well-being. Though the model conceptualises job demands and resources in terms of how jobs are both objectively designed and subjectively experienced, most studies have relied only on subjective self-reported data. In a comprehensive test of the model, our study investigates how objective job characteristics at the occupation level are associated with employees’ perceptions of job demands and resources in their role, and examines the indirect effect of objective characteristics on employee outcomes via perceived characteristics. Multilevel analyses of multisource and lagged data from 2,049 employees in97 jobs indicated that perceived job characteristics mediate the effects of objective job characteristics on employee outcomes. Specifically, the objective requirement for positive emotional displays is positively related to exhaustion through perceived emotional demands. Second, objective job hazard exposure is positively related to physical health problems through perceived physical demands. Finally, objective job complexity has a significant positive indirect relationship with work engagement through perceived skill discretion. The results suggest that risk identification and enrichment processes should consider the nature of the job itself instead of merely focusing on employees’ cognitive appraisals.

Radiation therapy plays an important role in the multidisciplinary management of breast cancer. Recent years have seen improvements in breast cancer survival and a greater appreciation of potential long-term morbidity associated with the dose and volume of irradiated organs. Proton therapy reduces the dose to nontarget structures while optimizing target coverage. However, there remain additional financial costs associated with proton therapy, despite reductions over time, and studies have yet to demonstrate that protons improve upon the treatment outcomes achieved with photon radiation therapy. There remains considerable heterogeneity in proton patient selection and techniques, and the rapid technological advances in the field have the potential to affect evidence evaluation, given the long latency period for breast cancer radiation therapy recurrence and late effects. In this consensus statement, we assess the data available to the radiation oncology community of proton therapy for breast cancer, provide expert consensus recommendations on indications and technique, and highlight ongoing trials' cost-effectiveness analyses and key areas for future research. (c) 2021 Elsevier Inc. All rights reserved.

Though workplace bullying is conceptualized as an organizational problem, there remains a gap in understanding the contexts in which bullying manifests-knowledge vital for addressing bullying in practice. In three studies, we leverage the rich content contained within workplace bullying complaint records to explore this issue then, based on our discoveries, investigate people management practices linked to bullying. First, through content analysis of 342 official complaints lodged with a state health and safety regulator (over 5,500 pages), we discovered that the risk of bullying primarily arises from ineffective people management in 11 different contexts (e.g., managing underperformance, coordinating working hours, and entitlements). Next, we developed a behaviorally anchored rating scale to measure people management practices within a refined set of nine risk contexts. Effective and ineffective behavioral indicators were identified through content analysis of the complaints data and data from 44 critical incident interviews with subject matter experts; indicators were then sorted and rated by two independent samples to form a risk audit tool. Finally, data from a multilevel multisource study of 145 clinical healthcare staff nested in 25 hospital wards showed that the effectiveness of people management practices predicts concurrent exposure to workplace bullying at individual level beyond established organizational antecedents, and at the team level beyond leading indicator psychosocial safety climate. Overall, our findings highlight where the greatest risk of bullying lies within organizational systems and identifies effective ways of managing people within those contexts to reduce the risk, opening new avenues for bullying intervention research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Objective Needlestick and sharp injuries (NSIs) experienced by physicians have been identified as a major occupational hazard. Blood-borne pathogens resulting from the NSIs experienced by physicians pose severe physical and psychological threats to them, as well as people who are around them. However, there is little research focusing on physicians’ behaviours to prevent NSIs. In the present study, we investigated the roles of safety climate, job demands experienced by physicians, and physicians’ self-efficacy in affecting physicians’ behaviours to prevent NSIs. Methods 401 physicians from four teaching hospitals in Northern Taiwan were recruited to participate in an anonymous survey. Among them, 189 physicians returned the completed survey with a response rate of 47.1%. Results Overall, respondents reported frequently engaging in NSI prevention behaviours. As expected, safety climate in hospitals and physicians’ self-efficacy to prevent NSIs were significantly related to their behaviours to prevent NSIs (r = 0.22 and r = 0.33, respectively). The moderating analysis also revealed that physicians with high self-efficacy tended to engage in NSI prevention behaviours regardless of levels of job demand they experienced. In contrast to our expectation, however, physicians with low self-efficacy engaged in more NSI prevention behaviours when job demands were high than when the demands were low. Conclusions Our findings show the important roles safety climate, job demands and self-efficacy play in shaping physicians’ NSI prevention behaviours. Hospitals may consider improving safety climate via strengthening management commitments to NSIs prevention, reducing job demands by training physicians to proactively redesign their own jobs, and increasing physicians’ self-efficacy via well-designed skill-based training.

Nurses experience psychosocial work stress that may negatively affect physical and mental health over time. In this cross-sectional study we investigated prevalence of job stress and oxidative stress in nurses, and determined if significant relationships exist between higher job stress scores and demographic factors and working conditions. Emergency department nurses (n = 42) were recruited from a University Hospital following Institutional Review Board approval. Job stress indicators, effort&ndash, reward ratio and overcommitment were evaluated from survey questionnaires using the effort&ndash, reward imbalance model, and associations with age, sex, body mass index, and working conditions were measured by logistic regression analysis. Oxidative stress biomarkers, 8-isoprostane, malondialdehyde, and antioxidant levels were measured from urine specimens. Job stress was prevalent with effort&ndash, reward ratio &gt, 1 in 93% and overcommitment &gt, 50 in 83% of the study participants. Age, body mass index, years of experience, weekend work, work hours per week, and shift work showed strong associations with effort&ndash, reward ratio and overcommitment scores. Malondialdehyde was higher in participants with high overcommitment. We report that psychosocial job stress is prevalent among nurses, as revealed by the high effort&ndash, reward and overcommitment scores. Job stress may be reduced through implementation of appropriate stress reduction interventions.

Purpose Shorter courses of accelerated partial-breast irradiation delivered as single-fraction intraoperative therapy are now offered as an alternative to 4 to 6 weeks of whole-breast irradiation after lumpectomy. However, this approach has potential shortcomings in patient selection and target volume definition and in dosimetric, radiobiological, and logistical issues. We designed a prospective, phase 2, multi-institution clinical trial to study 2- or 3-day accelerated partial breast irradiation delivered with brachytherapy applicators. Methods and Materials This trial treats select breast cancers after breast-conserving surgery with brachytherapy applicators that deliver 22.5 Gy in 3 fractions of 7.5 Gy. The planning treatment volume was 1 to 1.5 cm beyond the surgical cavity. Eligible women were aged ≥45 years with unicentric invasive or in situ tumors ≤3.0 cm with positive estrogen or progesterone receptors and no metastasis to axillary nodes that have been excised with negative margins. Strict dosimetric parameters were required to be met before acceptance into the trial. Results A group of 200 patients was prospectively enrolled and followed for a minimum of 6 months. Two- or 3-day brachytherapy was associated with low acute or subacute toxicity, 97.25% excellent or good cosmetic outcomes, and excellent local control in select breast cancers. Conclusions Ultrashort breast brachytherapy is dosimetrically feasible and can be delivered with excellent short-term tolerance and low toxicity.

Importance The use of a radiotherapy (RT) boost to the tumor bed after whole-breast RT (WBRT) for ductal carcinoma in situ (DCIS) is largely extrapolated from invasive cancer data, but robust evidence specific to DCIS is lacking. Objective To compare ipsilateral breast tumor recurrence (IBTR) in women with DCIS treated with vs without the RT boost after breast-conserving surgery and WBRT. Design, Setting, and Participants This retrospective analysis pooled deidentified patient-level data from 10 academic institutions in the United States, Canada, and France from January 1, 1980, through December 31, 2010. All patients had newly diagnosed pure DCIS (no microinvasion), underwent breast-conserving surgery, and received WBRT with or without the boost with a minimum of 5 years of follow-up required for inclusion in the analysis. Given the limited events after WBRT, an a priori power analysis was conducted to estimate the DCIS sample size needed to detect the anticipated benefit of the boost. Data were uniformly recoded at the host institution and underwent primary and secondary reviews before analysis. Sample size calculations (ratio of patients who received the boost dose to those who did not, 2:1; α = .05; power = 80%) estimated that 2982 cases were needed to detect a difference of at least 3%. The final analysis included 4131 patients (2661 in the boost group and 1470 in the no-boost group) with a median follow-up of 9 years and media boost dose of 14 Gy. Data were collected from July 2011 through February 2014 and analyzed from March 2014 through August 2015. Interventions Radiotherapy boost vs no boost. Main Outcomes and Measures Ipsilateral breast tumor recurrence. Results The analysis included 4131 patients (median [SD] age, 56.1 [10.9] years; range, 24-88 years). Patients with positive margins, unknown estrogen receptor status, and comedo necrosis were more likely to have received an RT boost. For the entire cohort, the boost was significantly associated with lower IBTR (hazard ratio [HR], 0.73; 95% CI, 0.57-0.94; P = .01) and with IBTR-free survival (boost vs no-boost groups) of 97.1% (95% CI, 0.96-0.98) vs 96.3% (95% CI, 0.95-0.97) at 5 years, 94.1% (95% CI, 0.93-0.95) vs 92.5% (95% CI, 0.91-0.94) at 10 years, and 91.6% (95% CI, 0.90-0.93) vs 88.0% (95% CI, 0.85-0.91) at 15 years. On multivariable analysis accounting for confounding factors, the boost remained significantly associated with reduced IBTR (HR compared with no boost, 0.68; 95% CI, 0.50-0.91; P = .01) independent of age and tamoxifen citrate use. Conclusions and Relevance This patient-level analysis suggests that the RT boost confers a statistically significant benefit in decreasing IBTR across all DCIS age groups, similar to that seen in patients with invasive breast cancer. These findings suggest that a DCIS RT boost to the tumor bed could be considered to provide an added incremental benefit in decreasing IBTR after a shared discussion between the patient and her radiation oncologist.

Victimization of school staff by students is a serious topic that receives scant attention. In this study, we quantified acts of student violence against school staff in one large school district in the Northeastern U.S. and examined the extent to which this type of victimization is associated with burnout and work engagement. We also examined a potential mediator (staff members' perceptions of safety at school) and moderator (staff member's perceptions of school leadership) of the relationship between victimization and both burnout and work engagement. These research questions were considered using cross-sectional, self-report data from 728 employees who responded to an anonymous, online survey. Consistent with our hypotheses, victimization was positively associated with burnout and negatively associated with work engagement. In addition, staff perceptions of school unsafety partially mediated the relationship between victimization and both burnout and work engagement, whereas transformational leadership buffered the effect of student violence against school employees on perceived school unsafety and work engagement. These results support the notion that student violence against school employees can be considered a job demand, whereas transformational leadership may act as a job resource. Moreover, our findings suggest that workplace safety perceptions can be a mediating mechanism between job demands and well-being outcomes. (PsycINFO Database Record (c) 2016 APA, all rights reserved) Language: en

Transformational and transactional leadership have been associated with numerous positive safety outcomes, such as improved safety climate, increased safety behaviors, and decreased accidents and injuries. However, leadership is a complex, multidimensional construct, and there is reason to suspect that different facets of leadership may affect safety in different ways and for different reasons. Yet little research to date has considered the relationships between individual facets of transformational and transactional leadership and safety outcomes. The present study addressed this gap by using relative weights analysis to examine the unique influences of leadership facets on five employee safety outcomes. In a survey of 1167 construction pipefitters and plumbers, idealized attributes and behaviors accounted for the most variance in each of the safety outcomes, whereas individualized consideration and active management-by-exception frequently accounted for the least amount of variance. These results suggest that leadership development programs in construction should address multiple individual elements of leadership, such as core values, as well as concrete skills and behaviors Refereed/Peer-reviewed

Purpose – The purpose of this paper is to examine the main and interactive effects of general and safety-specific leader justice (SSLJ) (i.e. fair treatment) and leader support for safety (LSS) on safety performance. Design/methodology/approach – Two independent samples of construction workers rate their leaders with regards to fair treatment and support for safety and report their own safety performance in a survey. Findings – In both studies, LSS significantly moderated relationships of both general and SSLJ with safety performance. In Study 1, the strength of relationship between general leader justice and safety performance increases while LSS is increased. Similar pattern was found for the relationship between SSLJ and safety performance in Study 2. Practical implications – Safety interventions targeting leadership should consider training for leader safety practices that are perceived as supportive and fair. Originality/value – The research is unique in its examination of leader justice in a safety-specific context and its interactive effects with LSS on safety performance. The present research helps to extend the reach of organizational justice theory's nomological network to include safety.

Compared to other, developed countries, there has been a disproportionately high level of work-related accidents and ill health in China over the past decade, resulting in increased conflict and unrest, thereby undermining social stability and social harmony. To investigate how key stakeholders address occupational safety and health (OSH) challenges, the authors interview 25 injured workers from five Chinese provinces about: safety practices at work; potential causes of injury; how the workers were treated – or mistreated – when they were injured; and the compensation process, and present recommendations for addressing OSH problems in China, in order to ensure social justice and social harmony. Refereed/Peer-reviewed

Estimates by the International Labour Organization (ILO, 2012) reveal that each year two million workers die at work, 160 million workers suffer from work-related diseases, and approximately 270 million workers experience non-fatal work-related accidents. The ILO further estimated that 4% of the world’s GDP is lost every year as a result of occupational diseases and accidents. These grim statistics are not new, and efforts to address occupational health and safety (OHS) in research and practice can be traced back to the turn of the last century (Münsterberg, 1913; Viteles, 1932). In part because of the many contributions of OHS research, injury rates have declined over time in many countries (Occupational Safety and Health Administration [OSHA], 2013; Stout & Linn, 2002); however, important challenges remain in efforts to improve workplace health and safety. To reflect the major progress of OHS research, as well as highlight challenges ahead, we focus on four themes in this chapter. First, we review the advancement of safety climate research, which is arguably the most vibrant OHS research over the past two decades. Then, we review a construct related to safety climate, psychosocial safety climate (PSC) (Dollard & Bakker, 2010), which focuses on organizational climate for psychosocial safety. Third, we bring the attention to (im)migrant workers (within and/or between borders) who have experienced disproportional OHS disparity over years. Finally, we will focus on to what extent survey respondents from different groups or populations differ in how they interpret and respond to measures assessing various aspects of safety constructs. At the end of the chapter, we offer our observations pertaining to challenges and research directions related to the correspondent themes mentioned earlier. Refereed/Peer-reviewed

The use of safety climate measures for needs assessment and interventions has become increasingly popular. However, no research to date has examined whether the meaning and level of safety climate may differ across different groups of interest. This study used multi-group confirmatory factor analyses to investigate the measurement equivalence of a multidimensional safety climate measure across ten construction trade groups (N = 4725). In addition, observed mean differences in safety climate perceptions between trades were examined. Results revealed strong measurement equivalence of the safety climate measure across the construction trade groups. Further, significant mean differences were found between the ten trade groups on all four safety climate scales. Refereed/Peer-reviewed

Research continues to expose ethnic disparities in safety and health outcomes, making comparative studies of work-related factors that may explain these disparities increasingly important. Such studies raise issues about the cross-ethnic validity of the measures used to assess the factors of interest, such as safety climate. The current study is the first to examine the measurement equivalence of a multidimensional safety climate scale. A multi-group confirmatory factor analytic approach was used to assess the equivalence of the measure across White English-speaking, Hispanic English-speaking, and Hispanic Spanish-speaking construction workers. Results indicated that the same pattern of factors and equivalent factor loadings adequately represented the safety climate items across groups. However, other differences in item parameters were identified, including non-equivalence of some error variances and intercepts. This study highlights the importance of establishing measurement equivalence before proceeding with mean comparisons among groups. Future research should continue to investigate why differences in safety-related perceptions across ethnicities might exist. Refereed/Peer-reviewed

Objectives: The first large-scale population survey was conducted in Taiwan to examine if and to what extent health disparities of four major chronic physical conditions exist among occupations. Conclusions: The results concerning health disparities among occupations provide policymakers and researchers with invaluable benchmarks of chronic physical conditions among occupations. The findings also suggest the importance of investigating causal relationship between these diseases and exposures at work, identifying and reducing unique risk factors and hazard exposures experienced by workers and conducting targeted surveillance and health promotion programs for at-risk occupations. Methods: Face-to-face interviews about two risk behaviors (i.e., cigarette and alcohol use) and four major chronic physical conditions (i.e., cardiovascular disease, diabetes, liver disease and asthma) were conducted with 13,741 workers from nine major categories of occupations. Results: Health disparities among occupations were found based on a series of hierarchical logistic regression analyses after controlling for age, sex and two risk behaviors. In general, prevalence rates of cardiovascular disease among elementary occupations and skilled agricultural and fishery workers were approximately two to four times higher than those among other occupations. The above two occupations and plant and machine operators also had higher prevalence rates in diabetes and liver disease. Refereed/Peer-reviewed

Background: Although the effectiveness of suicide-prevention gatekeeper-training programs in improving knowledge, attitudes, and referral practices has been documented, their effects do not seem to be lasting. Aims: This study investigated situational obstacles at work that prevent suicide-prevention gatekeepers from engaging in suicide-prevention behavior and the role of social support in modifying the relationship between situational obstacles and suicide-prevention behaviors. Methods: 193 gatekeepers completed an online survey to rate the obstacles they had experienced at work since completing a gatekeeper-training program and the support received from coworkers, supervisors, and the organization. Participants also reported the frequency of suicide-prevention behaviors performed. Results: The results indicated that both situational obstacles and social support predicted the number of suicide-prevention behaviors performed, as expected. There was also a trend that support from supervisors and the organization may alleviate the adverse effect of situational obstacles on suicide-prevention behavior. Limitations: The cross-sectional nature of the study does not allow for directional, causal conclusions to be drawn. Conclusions: By understanding the roles of situational obstacles faced by trained gatekeepers at their work and the support they receive from supervisors and organizations, appropriate strategies can be identified and applied to facilitate gatekeeper performance. Refereed/Peer-reviewed

PurposeThe present study aims to provide a perspective on effective mentoring in the construction industry by examining key mentor characteristics as perceived by construction professionals.Design/methodology/approachA total of 170 union construction workers rated 55 mentor characteristics based on to what extent each was characteristic of a superior, average, or poor mentor.FindingsTo identify the most important mentor characteristics, three criteria were relied on: means of characteristic ratings of a superior mentor; effect sizes of mean differences between ratings of poor and superior mentors; and correlations between characteristic ratings of superior mentors and satisfaction with mentors. Significant mean differences were found between characteristics of poor and average mentors as well as between poor and superior mentors.Research limitations/implicationsPossible future directions include an investigation of the relationship between competent mentors and personal characteristics, and potential health and safety outcomes resulting from effective mentoring in the construction industry.Originality/valueAlthough mentoring has been the focus of much research, the mentoring relationship is quite different in the construction industry and little mentoring research has targeted this industry. To develop an effective mentoring program in this industry, one of the initial steps is to identify characteristics of effective mentors in this industry.

Perceived barriers to help-seeking among adolescents attending a suicide education program were examined. A total of 854 high school students in Colorado completed one of two questionnaires, measuring barriers to help-seeking for self or friend. The most prominent barriers for self were: inability to discuss problems with adults, self-overconfidence, fear of hospitalization, and lack of closeness to school adults. The most prominent barriers for troubled friends were: friendship concerns, unapproachability of school adults, fear of friend's hospitalization, and underestimating friend's problems. Results reveal multiple constraints limiting the program's utilization, supporting the need for comprehensive system approaches to suicide prevention.

Previous studies have suggested that strong safety climates (shared perceptions of safe conducts at work) are associated with lower workplace-injury rates, but they rarely control for differences in industry hazards. Based on 33 companies, we assessed its association with injury rates using three rate based injury measures (claims per 100 employees, claims per 100,000 h worked, and claims per 1 million US dollars payroll), which were derived from workers' compensation injury claims. Linear regression models were used to test the predictability of safety climate on injury rates, followed by controlling for differences in hazard across industries gauged by national industry-specific injury rates. In the unadjusted model, company level safety climate were negatively and significantly associated with injury rates. However, all of the above associations were no longer apparent when controlling for the hazardousness of the specific industry. These findings may be due to over adjustment of hazard risk, or the overwhelming effects of industry specific hazards relative to safety climate effects that could not be differentiated with the statistical power in our study. Industry differences in hazard, conceptualized as one type of injury risk, however need to be considered when testing the association between safety climate and injury across different industries.

The current research investigated age and gender stereotypes in relation to adaptive performance. Using methods similar to those used in Schein's studies (1973, 1975), 496 undergraduate students rated 1 of 7 targets on 6 dimensions of adaptive performance. All of the targets varied in age (25, 40, or 55 years) and gender, except one that was age and gender neutral. The 7th served as a reference group and was an age- and gender-neutral target. Results showed that older targets were perceived as less adaptable across most of the dimensions of adaptability. Further, men and women were perceived differently, but differences were consistent with many prevalent gender stereotypes. Finally, female participants tended to rate all targets more favorably than male participants. Implications for human resources management and future research on stereotypes at work are discussed.