Search

The nursing field is the fourth most stressful occupation in the health sector. Emergency department nurses often face crises and unpredictable situations that can negatively affect their quality of life and the quality of care. This study aimed to investigate the determinants of work stress among ED nurses in Sleman, Yogyakarta, Indonesia. A descriptive cross-sectional study was conducted. Participants (n = 122) were emergency nurses recruited through convenience sampling from four EDs in Sleman District, Yogyakarta, Indonesia. Data were gathered using an online self-administered survey consisting of the workload, self-efficacy, and work stress questionnaires. Hierarchical linear regression analysis with the entry method was used to examine the main determinants of work stress. The average work stress (38.29 ± 8), workload (30.83 ± 9.21), and self-efficacy (32.47 ± 3.61) scores were at a moderate level. Hierarchical linear regression showed that workplace, being a head nurse, and workload were the main determinants that contributed to 25.4 % of work stress among ED nurses. The study results confirm that having a high workload, working in a private hospital, and being a head nurse are the main determinants of work stress among ED nurses in Sleman, Indonesia. [ABSTRACT FROM AUTHOR]

Cross-sectional study. Suboptimal health status (SHS) is a third state between health and disease. Long-term being SHS will be detrimental to one's ability development. Previous studies have demonstrated the associations of lifestyle behaviors or work stress with SHS, but few studies have comprehensively analyzed the underlying factors and mechanisms between the three. This study aimed to investigate whether lifestyle behaviors mediated the relationship between self-perceived work stress and SHS. A total of 4238 urban workers, who participated in a cross-sectional survey conducted from December 2018 to October 2019, were included. A general linear model was used to explore the associations between lifestyle behaviors and self-perceived work stress with SHS after adjusting for demographic variables. Structural equation modeling was performed to examine the mediation by lifestyle behaviors. The mean transformed scores of physical, mental, and social SHS were 70.98, 67.17, and 61.72, respectively. Unhealthy lifestyle behaviors and high self-perceived work stress positively affected SHS (P < 0.001). Self-perceived work stress imposed negative effects on physical SHS (β = −0.228, P < 0.001), mental SHS (β = −0.237, P < 0.001), and social SHS (β = −0.092, P < 0.001). The indirect effects of self-perceived work stress on physical SHS (β = −0.139, 95% CI: −0.178 to −0.106), mental SHS (β = −0.106, 95% CI: −0.134 to −0.082), and social SHS (β = −0.121, 95% CI: −0.154 to −0.092) were statistically significant. Lifestyle behaviors and self-perceived work stress were significantly associated with SHS among Chinese urban workers. The mediating effects of unhealthy lifestyle behaviors were found in the relationship between high self-perceived work stress and SHS. Future longitudinal research may verify these associations and elucidate the underlying mechanisms. [ABSTRACT FROM AUTHOR]

This cross-sectional study aimed to evaluate work-related stress and the efficacy associated with the newly developed Find My Stress mobile application. The global impact of the COVID-19 pandemic has significantly influenced the quality of life, transcending geographical boundaries and inducing stress that has detrimentally affected health and work efficiency. A total of 440 male and female participants, comprising university students and adult workers, were enrolled in the study. Participants completed an assessment in the application that consisted of three components: 1) perceived work stress, 2) environmental stress factors, and 3) application efficiency. University students exhibited higher perceived stress levels compared to adult workers (p = 0.031). The predominant physical factors contributing to musculoskeletal disorders in university students were identified as movement and posture factors, particularly related to vibration and organization. Conversely, environmental factors took precedence in adult workers, followed by posture and movement. The reliability of the perceived work stress questionnaire was evaluated by Cronbach's alpha coefficient and yielded a value of 0.96. The Find My Stress application demonstrated high efficiency. Elevated levels of work stress were observed in both university students and adult workers. Initial signs of musculoskeletal disorders in university students primarily manifested in the neck and upper back, arms, and hands, while adult workers predominantly reported complaints related to the arms and hands. The Find My Stress application emerges as a valuable tool for screening occupational stressors. [ABSTRACT FROM AUTHOR]

This research was carried out to determine the effects of the personality traits of surgical nurses on COVID-19 fear, work stress, and psychological resilience in the pandemic. The research was descriptive and cross-sectional types. The study was conducted between February 2021 and May 2021 at a State University Research Hospital. The research aimed to reach all surgery nurses (357) working in surgical units without selecting a sample. The sample included 325 participants. At the end of the study, the participation rate was 91.03%. Study reporting adheres to STROBE checklist. It was determined that 43.4% of the nurses participating in the study were in the age range of 26-30, 64.9% were women. The correlation values between the COVID-19 Fear Scale and the Nurse Stress Scale scores were found to be significant in the positive direction. The correlation values between the Eysenck Personality Questionnaire neuroticism subdimension and the Nurse Stress Scale, and Fear of COVID-19 Scale scores were found to be positive. During the pandemic, it is suggested that nurses' work stress and psychological resilience levels should be evaluated at regular intervals and that in-service trainings on coping with stress and stress management should be organized. Taking the necessary precautions and improving working conditions will have positive effects on both the health of nurses and patient care. [ABSTRACT FROM AUTHOR]

Nursing is one of the most stressful and high-risk professions. It is important to identify the psychological problems experienced by nurses during the COVID-19 pandemic and examine the relationship between these problems to devise measures that can properly address them. This study examined mediating effect of work stress in the relationship between fear of COVID-19 and nurses' organizational and professional turnover intentions. Using a cross-sectional research design, this study was conducted on 486 nurses working in seven hospitals in Turkey. The mean age of the participants was 35.24 ± 6.81 and 59.9 % of them were women. The Fear of COVID-19 Scale, the General Work Stress Scale, and the Turnover Intention Scale were used to collect data. A mediation model showed that fear of COVID-19 was positively associated with work stress and organizational and professional turnover intentions. The model also revealed that work stress was positively associated with organizational and professional turnover intentions. Furthermore, the results demonstrated that fear of COVID-19 did not only have a direct effect on organizational and professional turnover intentions but also had an indirect effect on it via increased work stress. Findings improve our understanding of the role of work stress in the relationship between fear of COVID-19 and organizational and professional turnover intentions. The findings are fruitful for tailoring and implementing intervention programs to reduce the adverse psychological impacts of COVID-19 on nurses. [ABSTRACT FROM AUTHOR]

High work-family conflict affects nurses' physical, mental and psychological health and reduces their job satisfaction and performance. This study was conducted to determine the effect of work stress experienced by nurses during the COVID-19 pandemic on family life and the factors affecting work stress and work-family conflict. This descriptive and cross-sectional study was conducted on 820 nurses who agreed to participate in the research working in a hospital serving only patients with confirmed COVID-19 in a province in eastern Turkey. It was found that the average PJSS score of the nurses included in the study was 3.26 ± 0.56; the average WAFCS score was 3.00 ± 0.81. It was found that there was a moderately positive, statistically significant relationship between the PJSS and WAFCS average scores for the nurses, and the impact of work stress on the levels of work-family conflict was 28 % (p < 0.001). It was determined that the work stress levels of the nurses included in the study were at a level that could threaten their health, the conflict levels in work-family life were high, and the conflict levels in work and family life increased as the levels of work stress increased. [ABSTRACT FROM AUTHOR]

Depression is a serious mental health condition and is the leading cause of disability worldwide. Previous research has demonstrated that work stress may contribute to the development of depression through psychophysiological pathways. The present study assessed associations of work stress – in terms of the effort-reward imbalance (ERI) model measuring unrewarding work – with major depressive episode (MDE). Data were from the Mid-life in the United States study, a national, population-based sample of U.S. workers with 9-year follow-up prospective cohort design. The cross-sectional sample at baseline had 2204 workers, and the prospective sample had 1591 workers at follow-up (78.7% follow-up rate). Multivariable Bayesian logistic regression and Poisson regression were applied for examining cross-sectional and prospective associations, respectively. ERI was assessed by a validated 17-item scale at baseline, and MDE in the past 12 months was assessed by the Composite International Diagnostic Interview Short Form at both baseline and follow-up. It was found that ERI at baseline was associated with higher odds of prevalent MDE in the cross-sectional sample (OR = 1.47, HPD interval [1.26–1.69]), and with higher risk of MDE at follow-up in the prospective sample (RR = 1.29, HPD interval [1.01–1.60]). In both cross-sectional and prospective analyses, strongest associations were observed among workers with the highest quartile of ERI, after adjusting for demographic, socioeconomic, lifestyle, and other psychosocial factors. The stable and robust findings strengthen and extend previous findings that unrewarding work is a risk factor of mental health. If confirmed by further evidence, intervention targeting work stress reduction is warranted. • Prior research suggested potential linkage between experiencing unrewarding work and depression. • Effort-reward imbalance at work was associated with depression in a national sample of U.S. workers. • Results were stable and robust both cross-sectionally and prospectively. • Unrewarding work may be a potential target for work stress reduction. [ABSTRACT FROM AUTHOR]

Pediatric nurses are at high risk for burnout, resulting in unsatisfactory care quality. Although job resources like social support can prevent the development of burnout under work stress, the mediating role of personal resources like occupational commitment is not well studied. This study was to examine the mediating role of occupational commitment in the relationship between work stress and burnout, and test if the effect of work stress on occupational commitment varies at different levels of social support among pediatric nurses. A cross-sectional survey was conducted to collect data of pediatric nurses from 6 hospitals in Chengdu, China. Multiple linear regressions and bias-corrected bootstrap confidence intervals were used to test the proposed model. In this sample of 488 pediatric nurses, work stress was significantly associated with emotional exhaustion (β = 0.278, p < 0.001), depersonalization (β = 0.112, p < 0.001), and personal accomplishment (β = −0.047, p < 0.05). Occupational commitment partly mediated the links of work stress and emotional exhaustion (β = 0.056, 95%CI: 0.034–0.082), and depersonalization (β = 0.026, 95%CI: 0.014–0.041), and fully mediated the relationship between work stress and personal accomplishment (β = −0.059, 95%CI: −0.080 ∼ −0.039). Social support significantly moderated the relationship between work stress and occupational commitment (β = 0.007, p < 0.01). Among pediatric nurses, work stress has an indirect influence on burnout through occupational commitment, and such an effect is weakened when social support is high. Nurse managers could consider developing interventions by promoting both occupational commitment and social support to prevent burnout of employees. [ABSTRACT FROM AUTHOR]

The present study aimed to identify the predictors of job stress and alcohol consumption amongst 253 professors at a public university. Previous history of psychotropic drug use, as well as the Scale of Work Stress, the Alcohol Use Disorders Identification Test, and the Self-Report Questionnaire were used. Being female, younger than 40 years of age; of homosexual orientation; a workload of weekly classes of >10 h in total; and being positive for common mental disorders were identified as predictors of moderate or high work stress. The predictors of risky drinking or probable alcohol dependence were: male; younger than 40 years of age; tobacco use; health problems; teaching applied social sciences; and use of hypnotic medications. The findings could be used to develop strategies for the prevention or reduction of work stress and alcohol consumption amongst university professors. [ABSTRACT FROM AUTHOR]

Multiple studies have shown that mental disorders are common risk factors for cardiovascular diseases (CVD). However, the relationship between psychological factors and atrial fibrillation (AF) incidence remains unclear. Therefore, we performed a systematic review and meta-analysis to assess the risk of AF due to psychological factors. PubMed, Embase, Web of Science, and Cochrane Library were searched from inception to January 2022. Relevant and eligible cohort studies were included. Random or fixed effect model was used to estimate the pooled hazard ratios (HRs) and 95% confidence intervals (CIs). For non-randomized studies, the risk of bias was assessed using the Newcastle-Ottawa Scale (NOS). Thirteen publications, including 5,329,908 participants, met our inclusion criteria. The incidence of AF was increased by 10% (HR = 1.10, 95% CI 1.02 to 1.19, I2 = 33.6%, P = 0.013, n = 235,599 in 6 studies) for patients with anxiety, by 15% (HR = 1.15, 95% CI 1.04 to 1.26, I2 = 40.2%, P = 0.04, n = 21,791 in 3 studies) for patients with anger, by 25% (HR = 1.25, 95% CI 1.12 to 1.39, I2 = 57.4%, P < 0.001, n = 5,160,247 in 6 studies) for patients with depression, and by 18% (HR = 1.18, 95% CI 1.05 to 1.32, I2 = 19.2%, P = 0.004, n = 51,664 in 4 studies) for people under work stress. Adverse psychological factors such as anxiety, anger, depression, and work stress may increase the risk of AF. Interventions to prevent mental disorders may reduce the growing global burden of AF and its associated healthcare costs. Given the current study's limitations, our findings need to be further confirmed by a larger prospective study. • Atrial fibrillation (AF) is the most common sustained arrhythmia. Several systematic reviews have emphasized the link between psychological factors (anxiety and depression) and CVD. However, the conclusion about the correlation between psychological factors and AF still remains controversial. • In this systematic review and meta-analysis, psychological factors (anxiety, anger, depression and work stress) are found to be associated with increased risk of AF. • Several potential pathways are concluded for causality argument between mental disorders and AF. • This study suggests that effective interventions preventing mental disorders may decrease the growing global burden of AF and related healthcare cost. [ABSTRACT FROM AUTHOR]

Work stress has a significant impact on unsafe behaviors. However, there has been limited exploration of the relationship between work stress and unsafe behaviors. The aim of this research was to examine the effect of work stress on unsafe behaviors, while incorporating the mediating effect of fatigue and the moderating role of safety climate. Data were collected from 1224 front-line oil workers in China. The findings showed that work stress had a significant effect on unsafe behaviors, and that fatigue and safety climate played partial mediating and moderating roles in the relationship respectively. In terms of their sub-dimensions, (1) job certainty and job control had positive influences on unsafe behaviors, while only social support was negatively associated with unsafe behaviors. (2) Five sub-dimensions of safety climate moderated the effect of work stress on unsafe behaviors. This research contributes to the study on the mechanism of unsafe behaviors by demonstrating differential effects of work stress, fatigue and safety climate and by considering their combined effects. Measures for reducing unsafe behaviors from the perspective of work stress and safety climate are discussed. [ABSTRACT FROM AUTHOR]

Currently, evidence on the associations between long working hours and sleep disturbances among the Chinese workers is lacking. This study aimed at explore the possible associations and underlying mechanisms between long working hours and sleep disturbances among Chinese government employees. A total of 16206 government employees were recruited at baseline and 11806 of which were available at follow-up. A digital self-reported questionnaire platform was established to collect information. Sleep disturbances were assessed by the Pittsburgh Sleep Quality Index (PSQI), long working hours was assessed by self-report. Binary logistic regression analysis and path analysis were conducted. The results showed that long working hours at baseline were significantly associated with poor sleep quality at follow up (OR: 1.29, 95% CI: 1.12 - 1.47). Long working hours at baseline were significantly associated with some specific sleep disturbance components at follow-up including long sleep latency (OR = 1.17, 95%CI: 1.01 - 1.38), as well as short sleep duration (OR = 1.26, 95%CI: 1.12 - 1.43), impairment of sleep efficiency (OR = 1.27, 95%CI: 1.01 - 1.26), sleep disturbances (OR: 1.39, 95%CI: 1.02 - 1.95) and daytime dysfunction (OR: 1.27, 95%CI: 1.08 - 1.49). Work stress and job dissatisfaction mediated the relationship between long working hours and sleep disturbances. Continued overtime work should be recognized as a risk factor for the development of sleep disturbances among Chinese government employees. Work stress and work dissatisfaction mediated the relationship between long working hours and sleep disturbances. Effective interventions should be provided to employees who have experienced long working hours. [ABSTRACT FROM AUTHOR]

There is growing interest in the role of psychological flexibility as a potential resilience factor in workplace settings for protecting employees against the risk of job burnout. This field study contributes to the literature by investigating the utility of delivering brief ACT-informed training to the entire regional workforce of an innovation and manufacturing organization. A total of 504 employees attended the training, 281 of whom completed study measures prior to the training and three months later. Across the 3-month timeframe, participants reported a statistically small and significant increase in work-related psychological flexibility. Increased psychological flexibility was associated with improved stress resilience, reduced exhaustion, and increased personal accomplishment. No change was observed on the depersonalization component of burnout or task performance. Moderation analyses revealed that residual change associations between work-related psychological flexibility and both exhaustion and resilience were stronger among participants with higher baseline exhaustion. By contrast, work-related psychological flexibility trended toward a stronger residual change relationship with personal accomplishment among participants with lower baseline exhaustion. We interpret these findings from the perspective of resource-based theories of workplace functioning, and highlight the potential of cultivating psychological flexibility as part of organization-wide personnel development initiatives. • Employees attending ACT-informed training showed improved psychological flexibility. • Increased psychological flexibility at work associated with reduced burnout. • Increased psychological flexibility at work associated with enhanced resilience. • More exhausted employees gained well-being from increased psychological flexibility. • The less exhausted gained accomplishment from increased psychological flexibility. [ABSTRACT FROM AUTHOR]

Currently in Mexico, there is a lack of published research assessing nursing burnout in a consistent manner. The pressure of having to provide quality care to low income patients can be a serious factor triggering work stress in the nursing professional. The aim of this study was to establish the connection between burnout, work stress and both demographic and labor factors in nursing staff. A sample of 424 nurses participated in the descriptive and cross-sectional study. Each of the participants answered a questionnaire with two validated instruments, the Maslach Burnout Inventory-Human Services Survey and the Nursing Stress Scale, both in their Spanish version, as well as a demographic and labor survey of the authors' own creation. A bivariate logistic regression analysis was used to determine any significant association between the variables. We found a prevalence of 65.09% in mid-level burnout syndrome among the female sex. Men, on the other hand, featured a high level of emotional exhaustion and depersonalization, whereas the female sex showed significantly lower levels of depersonalization. Most of the staff showed acute stress levels. Some factors found in the potential development of burnout were work shift, position, department and gender. • Burnout is failure to adapt to work, characterized by associated physical symptoms, demotivation and emotional exhaustion. • Works stress tends to cause exhaustion, absenteeism, and it can trigger some metabolic diseases. • Gender, marital status, morning work shift and Critical Services are risk factors of burnout and work stress. • Nurses have the highest risk of burnout due to work overload and their direct exposure to patients, illness, and death. [ABSTRACT FROM AUTHOR]

Background: Stress plays an important role in the pathogenesis of depression through functional changes to the hypothalamic-pituitary-adrenal (HPA) axis, a key output of which is the stress hormone cortisol. But the precise relationship between HPA axis activity and depression remains unclear, in part because mostly cortisol measurement only provides reflect acute or short-term fluctuations. In this study, hair cortisol and its metabolite cortisone were measured in a prospective, pre and post follow-up study of working stress and depressive symptoms in Chinese fishermen. We evaluated HPA activity, work stress, and depression symptoms before and after fishing to determine whether cortisol and cortisone in hair can moderate the work stress and depression symptoms of Chinese fishermen.Methods: Hair cortisol, hair cortisone, work stress, and depression were measured in Chinese fishermen (n=229; age 16-65) before and after 1-3 months at sea. A week after the fishermen returned, they provided 2-4 cm hair segments closest to the scalp. We measured hair cortisol and hair cortisone using high-performance liquid chromatography-tandem mass spectrometry.Results: The work stress and hair cortisol of fishermen before fishing were significantly higher than those after fishing, while hair cortisone was lower. There was no significant difference in depressive symptoms. Fishermen with low hair cortisol or high hair cortisone were more likely to show depressive symptoms after experiencing stress, and were less likely to show depressive symptoms when faced with lower levels of work stress, consistent with the differential susceptibility model.Limitations: The assumption of an average hair growth of 1 cm/month may cause time overlap between pre- and post-fishing, and time error between the hormone data and questionnaire collection. The present study evaluated only two observation points. The use of self-report scales may affect interpretability of the results. Finally, the study used a limited sample of marine fishermen working out of a single location in Hainan province, China.Conclusions: Hair cortisol and hair cortisone appear to have a moderating role in the relationship between work stress and depressive symptoms among fishermen, which fits with the differential susceptibility model of depression. However, their mechanisms of moderation are not the same, which may reflect the complexity of physiological indicators. [ABSTRACT FROM AUTHOR]

Limited knowledge exists regarding sensed failure resulting provision of end-of-life (EOL) care. Among medical health professionals (MHP), a sense of failure is associated with impaired patientcare and reduced worker wellbeing, including higher rates of burnout and secondary traumatic stress. As part of a larger mixed-methods study on the effects of EOL-care provision on MHP in general hospitals, semi-structured in-depth interviews were conducted with 22 physicians and nurses at three tertiary Israeli hospitals, representing a wide range of medical specialties, training, experience, and cultural backgrounds. Qualitative thematic analysis of the interviews led to the identification of the theme 'sense of failure' with the sub-themes 'sources' and 'lived meanings' of the sensed failure. Apart from the source 'losing a patient' all other identified sources were recognized as work-related risk factors, including 'unsupportive environments' and 'shortcomings of the medical practice.' Two of the lived meaning 'sense of personal responsibility' and 'moral injury' were also recognized as work-related risk factors. Surprisingly, albeit the adverse context of EOL-care, the two remaining lived meanings 'learning from failure' and 'sense of purpose' were recognized as protective resilience factors. Changes in workplace norms by focusing on leadership and mentoring programs and implementation of evidence based interventions aimed at reducing the sense of failure and enhancing feelings of purpose are recommended. Finally, the findings described in the study would benefit from continued studies on larger scales. • Sensing failure resulting End-of-Life care provision can serve as a risk factor at work. • Among most study participants patient death did not lead to a sense of failure. • Sense of failure is associated with impaired patient care and reduced worker wellbeing. • Sensing failure can also elicit resilience responses among health workers. • Learning from failure and sensing purpose can act as protective factors. [ABSTRACT FROM AUTHOR]

• Research gaps existed that prior studies failed to reveal the effect of the co-existence by work stress and family stress on suicide related behaviors. • Pronounced levels of work stress and family stress, as well as a notable proportion of suicide ideation were observed among Chinese working women. • Women with both high work stress and high family stress appeared more than five-time odds of suicide ideation. • This study lends support to suicide prevention that immediate relief allocated to working women with both high level of work stress and family stress is warranted of necessity. This study aimed to explore the associations of work characteristics, work stress, and family stress with suicide ideation among working women, further to detect potential joint effects between different types of stress. From March to June in 2015, a cross-sectional survey on working women were conducted in Shenzhen, China. Demographic and work characteristics, work stress, family stress, and suicide ideation were collected. Multivariate logistic regression models were applied to assess possible associations by calculating the odds ratios (OR) and 95% confident intervals (CI). Totally 968 working women were included with a mean age of 31.62 (standard deviation: 7.43) years. The prevalence of suicide ideation was 19.4%. We found that night shift work, sickness absence, work stress, and family stress were positively associated with suicide ideation, after adjusting for age, education level, marital status, and occupation type. None joint effect on multiplicative or additive scale of work stress and family stress on suicide ideation was found (P for multiplicative and additive interaction: 0.736 and 0.595, respectively), however, women with both high work stress and high family stress appeared more than five-time odds of suicide ideation (OR: 5.253, 95%CI: 2.982∼9.252). We did not collect information on other psychosocial profiles and failed to explore potential mediated effects within current associations. This study lends support to suicide prevention that immediate relief allocated to working women with both high level of work stress and family stress is warranted of necessity. [ABSTRACT FROM AUTHOR]

Background: Work stress has been proved to be linked to depression, and both can decrease general trust. Likewise, OXTR gene is currently the gene that is most closely associated with trust. However, few empirical studies have explored the significant role of gene-environment interactions on general trust. In this study, we explored the mediating role of depression in the relationship between work stress and general trust, and the moderating role of the OXTR rs 53576 in the mediation model.Methods: 364 healthy Han Chinese faculties were recruited from one university in Beijing. Work stress, depression, and general trust were assessed using the House and Rizzo's Work Stress Scale, Self-Rating Depression Scale (SDS), and the General Trust Questionnaire, respectively. Blood samples were collected for OXTR rs53576 genotyping.Results: Depression mediated the relationship between work stress and general trust. In the mediation model, OXTR rs53576 could only moderated the direct path from work stress to general trust. For AA and GA individuals, depression completely mediated the relationship between work stress and general trust. For GG individuals, depression partly mediated the relationship between work stress and general trust.Limitations: This study used a cross-sectional design, only considered Han Chinese faculties, and the role of other genes should be explored.Conclusions: Depression has a mediating effect between work stress and general trust. The general trust levels of GG genotype individuals are more prone to be affected by work stress than AA and GA individuals. [ABSTRACT FROM AUTHOR]

Pediatric nurses are at high risk for turnover. Turnover intention strongly predicts the actual voluntary turnover. Currently, no nationwide study has examined turnover intention among pediatric nurses in mainland China since the universal two-child policy implementation. Related factors associated with pediatric nurse turnover intention have not yet been identified. This study aims to understand factors related to turnover intention among pediatric nurses in mainland China. A cross-sectional on-line questionnaire survey was conducted among 6673 pediatric nurses across mainland China. Structural equation modeling (SEM) was used to examine the relationships between job satisfaction, work stress, job burnout, organizational commitment, work-family support and turnover intention. Six hundred and sixty-three (9.93%) nurses reported high turnover intention. Work stress and job burnout were directly and indirectly associated with turnover intention positively. Job satisfaction was related to turnover intention negatively with both direct effect and indirect effect through the mediations of job burnout and organizational commitment. Organizational commitment had a negative direct effect on turnover intention. Work-family support had indirect effects on turnover intention through the mediating role of burnout, job satisfaction, and organizational commitment. Turnover intention among pediatric nurses was associated with job satisfaction, work stress, job burnout, organizational commitment and work-family support. Attention to pediatric nurses' job burnout and work stress is important to improve job satisfaction and organizational commitment and to provide them with support in order to alleviate the turnover intention. • Pediatric nurses from mainland China report moderate levels of turnover intention. • Work stress, job satisfaction and job burnout have both direct and indirect effects on turnover intention. • Organizational commitment is associated with turnover intention negatively and directly. • Work-family support show indirect and negative effects on turnover intention. • Health administrators and policy makers should develop suitable solutions to stabilize the pediatric nursing staff. [ABSTRACT FROM AUTHOR]

Approximately ten million individuals in the United States self-identify as lesbian, gay, bisexual, and/or queer, and comprise 4% of the work force. There are currently no global protections against discrimination based on sexual identify in the workplace. Therefore, several people who identify as sexual minorities may experience discrimination, incivility, and hostility in the work place leading to burnout, as well as poor mental and physical health. Although global policies and protections against discrimination based on gender and sexual identity are needed, Acceptance and Commitment Therapy (ACT) could provide useful tools at the individual level for sexual minorities experiencing work stress. The current study is a pilot study designed to measure feasibility and acceptability of treatment. Participants were adults (n = 8) who self-identified as sexual minorities, were employed at least half time, and reported experiencing work stress. Participants attended a 4-h ACT session for sexual minorities experiencing work stress. Participants completed process-based measures and symptom-based measures. All measures of feasibility and acceptability indicated that participants found the intervention to be helpful, effective, and insightful. Further, one-tailed paired-samples t-tests indicated significant change for burnout. These results suggest that initial outcomes of the study are promising and encourage further examination of the efficacy of ACT as an intervention for sexual minority employees struggling with work stress. Although it is important to continue to create policy changes against discrimination, ACT may provide skills for sexual minorities to build resilience and increase well-being in an unjust world. • There are currently no global protections in the USA for sexual minority employees. • Results of this pilot using ACT for sexual minorities experiencing work stress are promising. • Participants viewed the ACT intervention as helpful, task-focused, and overall favorable. • Preliminary results suggest a significant decrease in participant burnout. [ABSTRACT FROM AUTHOR]

To explore workload-related stress levels experienced by consultation liaison psychiatry (CLP) staff in England and Ireland, and factors relevant to such a burden, during the COVID-19 pandemic. Data were obtained for England and Ireland from a European survey among CLP services in general hospitals spread via CLP networks (11th June - 3rd October 2021). The heads of respective CLP services in general hospitals responded on behalf of each service, on 100 CLP hospital staff in total. Dependent variable: workload-related stress levels in CLP services due to COVID-19 (0–10 point scale). Independent variables: hospital size, CLP service size, degree of hospital involvement in COVID-19-related care, and the number of support options available to hospital staff. Spearman's rho correlation analyses were performed. There was a significant association between the hospital's involvement in COVID-19-related care and workload-related stress levels as reported by CLP staff: r(22) = 0.41, p = 0.045, R2 = 0.17. There were no significant associations between workload-related stress levels and other variables including staff support (p = 0.74). Our findings suggest that perceived workload-related stress levels of CLP staff during the COVID-19 pandemic can be an indicator of COVID-19 involvement of the hospitals. Staff support seemed not to alleviate work stress in the context of the pandemic. Healthcare policies should improve working conditions for CLP hospital staff that play an essential role from a population health perspective. Rigorous measures may be needed to ensure mental healthcare provision remains tenable and sustainable in the long term. • Pandemic consultation-liaison psychiatry staff work-related stress levels were high • This was associated with their hospital's involvement in COVID-19-related care • Other factors including number of CLP staff and staff support were not associated • Healthcare policies should address working conditions to retain CLP hospital staff [ABSTRACT FROM AUTHOR]

The effort-reward imbalance at work model offers a theoretical and analytical framework to estimate the subjective perception of work-related stress. High demands and low rewards in return can harm mental and physical health, well-being, and life satisfaction. According to the theory, overcommitment partially explains why employees endure such straining jobs. In Germany, cultural and economic aspects of labor differ between East and West. Incomes are lower in the East, while work centrality there is higher. In this article, the effects of effort-reward imbalance, overcommitment, and income on life satisfaction as well as their interactions with region were analyzed to gain a clearer picture of regional disparities regarding life satisfaction and the generality of this work stress model in Germany. Data from 3848 participants from 2006 to 2011 of the German Socio-Economic Panel were analyzed. Within-between models were estimated, including fixed and random effects of the continuous form of effort-reward imbalance to predict subjective life satisfaction. Time-variant covariates – e.g., overcommitment or income – as well as time-constant variables – e.g., region, sex, education – were integrated. Differences in regional labor markets between East and West Germany were considered. Easterners exhibited higher imbalances and overcommitment than Westerners, indicating worse working conditions. Higher imbalances and overcommitment were associated with lower life satisfaction within and between participants, whereas for income only random effects were supported. While region did not moderate the effect of work stress, East Germans' life satisfaction benefitted more from a higher income. The importance of internal work structures in terms of recognition, adequate pay, advancement opportunities, or time pressure were underlined. As compared to the West, Easterners' life satisfaction benefitted more from higher income but not more from a lower imbalance or lower overcommitment. The interplay between materialistic and nonmaterialistic rewards at work should be focused on in the future. • Effort-reward imbalance decreases life satisfaction in East and West Germany. • Overcommitment diminishes life satisfaction in both regions, as well. • East Germans receive fewer rewards, leading to a higher effort-reward imbalance. • Effort-reward imbalance lowers life satisfaction despite controlling for income. • Life satisfaction profits more from higher income in the East than in West Germany. [ABSTRACT FROM AUTHOR]

Employees spend approximately 2 h per day engaging in cyberloafing (i.e., using the internet at work for nonwork purposes) behaviors, costing organizations almost $85 billion dollars per year. As a result, cyberloafing is often considered a counterproductive type of withdrawal behavior. However, recent research suggests that cyberloafing may have some unexpected positive workplace outcomes. Therefore, we argue that the role of workplace cyberloafing is more complex than previously assumed and posit that cyberloafing may provide employees with a way to cope with workplace stress such as exposure to workplace aggression. To examine this proposition, we used a heterogeneous sample of 258 employees to test whether cyberloafing buffers the detrimental effects of workplace aggression exposure on two outcome variables: employees' turnover intentions and job satisfaction. Overall, results supported the notion that employees use cyberloafing as a workplace coping mechanism, which runs counter to the majority of research that conceptualizes cyberloafing as a counterproductive workplace behavior. These findings suggest that managers may consider allowing some degree of cyberloafing so that employees can better cope with work stress. Moreover, managers should directly target stressful workplace conditions (e.g., aggression) that serve as the impetus for cyberloafing behaviors. • Aggression exposure at work relates to turnover intentions and job dissatisfaction. • Employees use cyberloafing to cope with work stressors, such as aggression exposure. • Cyberloafing buffers some of the negative effects of workplace aggression exposure. [ABSTRACT FROM AUTHOR]

Military life leads to a great personal sacrifice and labor in the aircrew because they are constantly subjected to innumerable activities which have a great work pressure; therefore, the aim of this study was to determine the level of work stress associated with bruxism in the aircrew of the Peruvian Air Force. This was a cross-sectional study. A total of 204 crew members of the Peruvian Air Force from the Air Group were surveyed, and the stomatological clinical inspection was carried out. Each crew member was evaluated using the validated International Labor Organization-World Health Organization (ILO-WHO) Work Stress Scale, and clinical records were used to diagnose bruxism using the Smith and Knight wear index. It was found that 93.7% (n = 191) of the crew members were men and 6.3% (n = 13) were women; and the percentage of intermediate-level stress was found to be high in the grade of non-commissioned officers, whereas in the officer grade, the level of stress was low. There was also a statistically significant association between the variables military grade, sex, and age group. The sub-officers presented a higher percentage in the category "with bruxism", while in the rank of officers the category of "non-bruxism" was the most prevalent. This study showed a statistically significant association between the variable bruxism and the level of work stress between the military aviators of the Peruvian Air Force (p<0.001). [ABSTRACT FROM AUTHOR]

Purpose: This article aimed to examine the causal relationships of hours of work with health behaviors and health outcomes.Method: The data were derived from Japan Household Panel Survey/Keio Household Panel Survey. In total, data from 2677 men and 2170 women were analyzed to show the effects of hours of work on body mass index, smoking, and sleeping hours. To deal with the potential endogeneity of decisions about hours of work, the instrumental variable approach was used.Results: Hours of work had a negative impact on hours of sleep among men (coefficient [coef.], -0.371; 95% confidence interval [CI], -0.519 to -0.223). Longer hours of work also increased the probability of men being obese (coef., 1.108; 95% CI, 0.234-1.981) and the number of cigarettes they smoked each day (coef., 1.007; 95% CI, 0.037-1.978). For women, longer hours of work increased the probability of being obese (coef., 0.029; 95% CI, 0.009-0.050) and decreased the hours of sleep (coef., -0.416; 95% CI, -0.618 to -0.214).Conclusions: This article suggests that the health consequences of long hours of work include health behaviors and health outcomes that can lead to higher risks of morbidity and mortality. [ABSTRACT FROM AUTHOR]

Deep slow breathing can increase vagal nerve activity, indexed by heart rate variability (HRV). HRV is also associated with better decision-making. This research examined the effects of two breathing patterns on HRV (Study 1) and on stress and decision-making performance (Study 2). In Study 1, 30 healthy people performed either a symmetric breathing pattern (equal ratio of inhaling/exhalation timing), a skewed pattern (exhalation longer than inhalation), or watched an emotionally neutral film (sham), following a baseline period. Both types of breathing patterns significantly increased time and frequency domain HRV parameters, while viewing the film did not. In Study 2, 56 students were randomized to perform 2 min of the skewed vagal breathing (experimental group) or to wait for 2 min (controls), before performing a 30-minute business challenging decision-making task with multiple choice answers. Stress levels were self-reported before and after the task. While controls reported elevations in stress levels, those in the experimental group did not. Importantly, participants in the experimental group provided a significantly higher percentage of correct answers than controls. These studies show that brief vagal breathing patterns reliably increase HRV and improve decision-making. Limitations, possible mechanisms and implications for business decision-making are discussed. • Both symmetric and skewed breathing patterns significantly increased various HRV parameters. • There was no difference between the symmetric and skewed breathing patterns on HRV • Performing deep breathing exercises diminished perceived stress after a challenging decision-making task. • Performing deep breathing exercises improved the decision-making task results (nearly 50% more correct problems). [ABSTRACT FROM AUTHOR]

Background: The Strain Theory of Suicide has been tested and well supported regarding rural people who show risk of suicide. Studies on the impact of psychological strains on psychopathologies and suicidality in urban environments in China have been lacking.Aims: This study was designed to further examine the associations between psychological strains, depressive symptoms, and suicidal ideation in two separate urban samples of adults in China.Methods: One sample consisted of randomly selected medical employees of a large hospital (n = 1012), and a second sample included heterogeneous office employees (n = 1052). A self-administered questionnaire was used to collect demographics, psychological strains, social support, depressive symptoms, and suicidal ideation.Results: Depressive symptoms were associated with longer work hours, less social support, value strain, aspiration strain and coping strain among medical staff, and were linked to longer work hours, less social support, aspiration strain and coping strain among non-medical staff. Suicide ideation was associated with longer work hours, coping strain, and depression among medical staff, and was linked to longer work hours, gender, religion, value strain and depression among non-medical staff.Conclusions: Both depressive symptoms and suicidal ideation were associated with psychological strains among Chinese urban professionals. Reduction of psychological strain is necessary to help maintain proper mental health and to ensure optimal performance at work. [ABSTRACT FROM AUTHOR]

Objective: Psychosocial factors have been associated with a decline of the quality of semen. The study was aimed at (i) estimating the association between work stress and semen quality and (ii) exploring the moderating effect of social support in semen parameters among Chinese male workers.Methods: Data were obtained from 384 adult male workers recruited from April 2014 to December 2015 in Chongqing, China. Participants completed a questionnaire assessing demographic and life-style factors. Work stress and social support was measured by the Chinese version of a 22-item Job Content Questionnaire (JCQ). They underwent a physical examination and provided a semen sample.Results: Subjects with high work stress were associated with a higher risk of being classified below WHO's thresholds for "normal," defined by sperm concentration (OR 2.14, 95% CI 1.24-3.68, p = .006) or total sperm count (OR 1.95, 95% CI 1.13-3.36, p = .02) criteria than subjects with low work stress were. However, these adverse associations were not observed among subjects with high social support (p = .80 for sperm concentration, and p = .39 for total sperm count). Interaction effects between social support and work stress on sperm concentration (p = .002) and total sperm count (p = .02) were detected.Conclusion: Work stress is associated with lower levels of semen quality. Social support attenuates the negative association between work stress and semen quality, which may have implications for reproductive health. [ABSTRACT FROM AUTHOR]

Abstract Previous studies have demonstrated mindfulness-based programs are effective in reducing workplace stress; however, few have investigated the effectiveness of online mindfulness-based programs. Physiological measures are also underutilised when examining the efficacy of these programs. Therefore, we assessed the efficacy of an online mindfulness-based program on both short-term and more enduring aspects of psychological and physiological measures of stress and ill-health. Participants (N = 22) completed an 8-week online mindfulness-based program. Immediately before and after a mindfulness session, participants completed questionnaires to assess the short-term effects on mood and state anxiety and provided saliva samples to assess salivary alpha amylase (sAA) concentrations. Additionally, pre and post the 8-week intervention, participants completed questionnaires assessing workplace stress, over-commitment, work engagement, dispositional mindfulness and personal resources. Saliva samples were collected to measure the cortisol awakening response, sAA awakening response and secretory immunoglobulin A (sIgA). Our findings demonstrate that online mindfulness-based programs induce short-term improvements in fatigue and anxiety in employees. Additionally, we also report a decrease in over-commitment and increases in optimism and mucosal immunity (sIgA) following the program. Highlights • Fatigue and state anxiety decrease following a one-off mindfulness session • MBSR reduced overcommitment • MBSR increased optimism and work engagement • Mucosal immunity increased following the MBSR program [ABSTRACT FROM AUTHOR]

Abstract Effort-reward imbalance in the workplace has been related with poor mental and physical health and a variety of negative organisational outcomes including increased rates of absenteeism, presentism, and job turnover, but the model has rarely been assessed using experimental designs. Female participants (N = 90) were randomly assigned to positive verbal feedback and no verbal feedback conditions. Within a simulated office environment, all participants were under time-pressure to successfully complete computer-based tasks in order to gain remuneration. Positive verbal feedback about task performance was provided to improve the aspect of 'esteem reward' (while keeping effort constant) using a mixed within-between subjects design. Psychological, behavioural (task performance), and physiological (heart rate variability, salivary alpha amylase) measures assessed the impact of the positive verbal feedback. Participants receiving the esteem manipulation did not self-report increased rewards, but performed moderately better on the task, and had more adaptive physiological reactivity in the high reward versus the standard condition. Similar to recent research our findings highlight the importance of concurrent assessments of both self-reports and physiological measures of stress, and suggest that positive verbal feedback about work performance can elicit adaptive physiological responses and may also positively influence task efficacy. Highlights • Positive verbal feedback related with adaptive changes in heart rate variability • Decreased stress (ERI) associated with improved task performance • Heart rate variability more sensitive to verbal feedback than self-reported stress [ABSTRACT FROM AUTHOR]

While workforce downsizing can benefit firms by increasing efficiency, it also leads to a deterioration of worker job security. This study uses German survey data to investigate the impact of downsizing on quality and quantity of sleep. While the topic is largely unexplored, it is of central importance, as sleep is not only the most time-consuming activity in the life of individuals, but also highly essential for productivity, health, and life itself. To address potential endogeneity, the study employs three measures of downsizing: Workforce reduction at the firm level, dismissal rate at the industry level, and nationwide news of downsizing. The results show that all three measures of downsizing lead to poor sleep. The study further investigates the role of job insecurity as a potential mechanism. Instrumental variable estimates indicate that perceived job insecurity strongly increases the probability of insufficient sleep. • This study investigates the impact of downsizing on quality and quantity of sleep. • To address potential endogeneity, the study employs three indicators of downsizing. • Downsizing at the firm and industry level and news of downsizing. • Downsizing increases stress and leads to poor sleep. • Evidence for perceived job insecurity as a significant mechanism. [ABSTRACT FROM AUTHOR]

Drawing upon the communication visibility theory, this study delves into the intricate dynamics of message transference and network translucence within the context of enterprise social media (ESM), unraveling their profound impact on information overload and social overload experienced by employees. Consequently, we examine the consequential relationship between these overwhelming cognitive burdens and the levels of work stress experienced by individuals in the organizational setting. Moreover, our study explores the moderating role of resilience, shedding light on how this intrinsic psychological trait can shape the connection among information overload, social overload, and work stress. Based on empirical analysis of the data collected from 351 ESM users, the findings demonstrate a significant positive association between message transference, network translucence, and the occurrence of information overload and social overload among employees. Furthermore, the results reveal a strong positive association among information overload and social overload over work stress. However, the salient contribution of this study lies in uncovering the pivotal moderating effect of resilience, revealing that high levels of resilience act as a buffer against the adverse impacts of information overload and social overload, leading to lower levels of work stress among individuals. By advancing our comprehension of communication visibility theory, this study adds to the theoretical underpinnings of communication visibility, resilience, and their interplay in the context of ESM while providing practical insights for employees and organizations to navigate the challenges posed by information overload, social overload, and work stress. Through its meticulous examination of these multifaceted phenomena, this study opens avenues for further research and invites scholars to probe deeper into the complex dynamics of communication visibility and resilience in the evolving landscape of contemporary organizations. [ABSTRACT FROM AUTHOR]

The aim of this study was to investigate the impact of work life on work stress and quality of life in cancer patients returning to work after treatment. This descriptive cross-sectional study was conducted between January 2021 and June 2021 with 302 cancer patients who ad registered at the oncology outpatient clinic of a university hospital and had started or continued work after treatment. Data were collected using a personal information questionnaire, the Perceived Work Stress Scale, and the EORTC QLQ-C30. Results with p < 0.05 were considered statistically significant. The mean age of the patients was 44.97 ± 10.08 years. They were predominantly women, had a diagnosis of breast cancer, and had received chemotherapy. The patients' perceived work stress score was 2.10 ± 0.68 (level D) and the EORTC QLQ-C30 score was 65.95 ± 20.11. Women, participants who were worried about their jobs, those who worked >36 months after cancer treatment, public and private sector workers, those who considered leaving their jobs after cancer treatment, and those who considered changing jobs had higher work stress scores. The results of this study suggest that perceived work stress negatively affects the quality of life in individuals returning to work after cancer treatment. Therefore, individuals should be supported in returning to work and subsequent phases, and future should focus on the concepts of rehabilitation and return to work. • Well-educated cancer patients have a higher the quality of life because they have well, paid and specialized job. • If occupational stress can be prevented or reduced, other harmful outcomes may also be reduced. • Future research should focus on the approaches that should be used when cancer patients return to work after treatment. • It is important to conduct such studies, especially in developing countries. [ABSTRACT FROM AUTHOR]

Background: There have been very few studies exploring the occupational risk factors for major depressive disorder (MDD) in the working populations in Latin America. The aim of this study was to explore the associations between a large set of occupational factors and MDD in the Brazilian working population.Methods: The study was based on the cross-sectional data from the Brazilian National Health Survey, 2013. 60,202 people were interviewed (response rate: 91.9%). Among them, 36,442 were working, 19,450 men and 16,992 women. MDD was measured using the diagnostic algorithm (DSM-IV criteria) of the PHQ-9. Occupational factors included job characteristics, working time factors, psychosocial work stressors and physico-chemical exposures. Logistic regression models were performed and adjusted for sociodemographic factors. All analyses were conducted using weighted and stratified data by gender.Results: The following occupational factors were associated with a higher risk of MDD: working part time (≤20 h a week) and stress at work for both genders, workplace violence, intense physical activity, exposure to noise and chemicals among women, and prolonged exposure to sun among men. Associations of stress and violence at work with MDD were particularly strong.Limitations: Cross-sectional study design, healthy worker effect and reporting bias may have impacted the results.Conclusions: This study, one of the first studies among the Brazilian working population, showed that psychosocial work stressors were the strongest risk factors for MDD. Physico-chemical exposures deserve more attention in association with MDD. Prevention policies oriented toward the work environment may help to prevent depression at the workplace. [ABSTRACT FROM AUTHOR]

Abstract This study aimed to analyze the physiological response (i.e., blood pressure) of building occupants based on the 22 subjects' activity and the Indoor environmental quality (IEQ) condition (i.e., carbon dioxide (CO 2) concentration and operative temperature) changes. The experiment was designed with three scenarios to simulate the IEQ condition changes. In each scenario, six cognitive tasks that simulate office work were conducted by the subjects to determine their activity that cause work stress. The paired-t test was conducted to analyze the building occupants' physiological response by scenario. As a result, with a low CO 2 concentration (below 1000 ppm), the subjects maintained homeostasis well under work stress. It was difficult to maintain homeostasis, however, with a high CO 2 concentration (above 2000 ppm): When the subjects were under work stress, they showed different responses compared to those of the seated state. Homeostasis was affected by stress, according to the IEQ condition changes. The unacceptable condition and work stress were particularly dangerous for the hypertensive (i.e., above 140 mmHg systolic blood pressure) subjects. For the maintenance of homeostasis of occupants, a low CO 2 concentration (below 1000 ppm) should be kept, and work stress above a certain level should be avoided. The building's mechanical system designer and facility manager can manage the IEQ condition considering the building occupants' physiological responses, which can be used as an IEQ condition management guideline for health. Highlights • Physiological responses of the occupants to diverse condition changes were analyzed. • Blood pressure was lowest under a neutral operative temperature without work stress. • Occupants failed to maintain homeostasis under a high CO 2 concentration. • Work stress affected the physiological responses to the IEQ condition changes. • An unacceptable condition was particularly dangerous for the hypertensive occupants. [ABSTRACT FROM AUTHOR]

Highlights • The TDS-15 assesses stress in professional drivers. • The TDS-15 can be applied and interpreted quickly and easily. • It must be taken into account by HR in passenger transport companies. • The scale has good psychometric properties, • The result allows to obtain reliable data for assessments based on scientific evidence. Abstract Background Professional drivers are susceptible to stress, which places both their own health and road safety at risk. For this reason the present study aims to create a short Spanish scale from the 59 items on the Bus Driver Risk Index (BDRI; Dorn, Stephen, af Wåhlberg, & Gandolfi, 2010), and to analyse its internal structure, reliability and evidence of validity. Method The participants were 372 Spanish drivers (93.4% male, 6.6% female), obtained by non-probabilistic sampling. The programs SPSS 20.0 and AMOS (5.0) were used. Results The Trans Driver Stress scale (TDS-15) provides a five-factor solution with 15 items, adequate reliability and appropriate evidence of validity. Through a confirmatory factor analysis, the following indicators (NFI = 90, TLI =.92; CFI =.91; RMSEA =.06) were obtained from the AMOS program (5.0) indicating that the five factor model has an acceptable fit. Evidences of validity are also proved with: SSQ-15, MBI-GS, Irritation, MP-9, DII and Trans-18. Conclusions The Trans Driver Stress scale (TDS-15) is a reliable and valid instrument, suitable for use in Spanish to evaluate the stress experienced by professional drivers in the transport industry. [ABSTRACT FROM AUTHOR]

Background: Previous research has demonstrated an association between aggressive challenging behaviour (CB) and reductions in work-related well-being for intellectual disability (ID) support staff. Much of this research has used subjective measures of CB.Aims: To examine whether exposure to aggressive CB is associated with reduced work-related well-being in staff working in ID residential settings across the UK.Methods and Procedure: A cross-sectional analysis was undertaken as part of a randomised trial; 186 staff from 100 settings completed questionnaires on their CB self-efficacy, empathy, positive work motivation, and burnout. Objective measures of aggressive CB in the preceding 16 weeks were collected from each setting.Outcomes and Results: There was little association between staff exposure to aggressive CB and work-related well-being. Clustering effects were found for emotional exhaustion and positive work motivation, suggesting these variables are more likely to be influenced by the environment in which staff work.Conclusions and Implications: The level of clustering may be key to understanding how to support staff working in ID residential settings, and should be explored further. Longitudinal data, and studies including a comparison of staff working in ID services without aggressive CB exposure are needed to fully understand any association between aggressive CB and staff well-being. [ABSTRACT FROM AUTHOR]

Copyright of European Review of Applied Psychology is the property of Elsevier B.V. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

There is ample evidence supporting the link between stress at the workplace and physical and mental health. One of the pathways potentially mediating those associations may involve the hypothalamic-pituitary-adrenal (HPA) axis, with cortisol as an end product. While theoretically plausible, findings on the association of self-reported work stress with hair cortisol concentrations (HCC) are inconclusive, being potentially biased by omitted pertinent factors. This issue can be addressed, among others, by eliminating time-invariant factors through consideration of variation within persons over time. To this end, the present study examined the association between variation in HCC and perceived work stress − as assessed by the Effort-Reward-Imbalance (ERI) model − between two points in time (t1 and t2) over one year in a sample of 40 male factory workers. Neither a cross-sectional association, nor a link between change in ERI and HCC levels at t2 was observed. There was however a robust association of the change in ERI with the change of HCC. This effect was independent of baseline HCC and other confounders (Beta = 0.414, S.E. = 0.155, p = 0.012). Accordingly, this is the first study revealing prospective evidence for the associations of work stress with HCC, while excluding potentially time-stable confounding factors, like genetic factors or phenotypic hair color. [ABSTRACT FROM AUTHOR]

Objective Despite the massive nurse migration and turnover of nurses in the Philippines, there remains a lack of studies describing factors influencing the migration of Filipino nurses. This study explored the effects of nurses' characteristics, work satisfaction, and work stress with the intent to leave an organization among registered nurses in the Philippines. Methods This study utilized a descriptive, cross-sectional approach. One hundred sixty six (166) nurses participated in the study during the months of September 2015 to December 2015. Three standardized instruments were used in the study: Job Satisfaction Index (JSI), Job Stress Scale (JSS), and Turnover Intention Inventory Scale (TIIS). Data were analyzed using descriptive and inferential statistical tools. Results Nurses' ages were found to significantly influence their turnover intentions. Job satisfaction (β = − 0.47, p = 0.001) and job stress (β = 0.23, p = 0.001) strongly predicted turnover intentions in the nurses. The mean values for the job satisfaction scale, job stress scale, and turnover intention inventory scale were 3.13 (SD = 0.60), 2.74 (SD = 0.71), and 2.43 (SD = 0.67) respectively. Conclusions Several predictors of turnover intentions were determined in this study through nurses' age, job satisfaction, and job stress as being the most influential factors. Efforts to increase nurses' job satisfaction and reduce job stress should be implemented to halt further loss of these skilled groups of healthcare professionals. [ABSTRACT FROM AUTHOR]

Relationships among self-esteem, workaholism, and work stress were investigated. Data were collected from 414 faculty and staff members at a large Southeastern university and a large manufacturing organization. Workaholism and work stress were positively related to each other, while self-esteem was negatively related to workaholism. A serial mediation analysis revealed that all direct paths were statistically significant, with the exception of the direct path from self-esteem to work stress. Low self-esteem led to workaholism, workaholism led to working more hours and to greater work stress, and working more hours also led to increased stress. [ABSTRACT FROM AUTHOR]

Challenging interactions are the main source of teacher' stress in the classroom. We investigated the association of chronic stress and characteristics of teacher-student interactions with teachers' Hair Cortisol Concentration (HCC). Forty-one teachers (27 women; M age = 39.65 ± 12.14 years; M lesson number = 23.15 ± 3.99 lessons per week; grade: elementary, secondary, high, and vocational school teachers) participated in the present study, with participation lasting over the length of one year. HCC was assessed from a 3 cm hair segment near the scalp. Self-reported chronic stress in the last three months was further assessed using the 'Trier Inventory for Chronic Stress' (TICS). Additionally, four consecutive, same-day lectures of each teacher were videotaped and coded offline in an event sampling procedure by trained external observers. The videos were analyzed for two stressors, i.e., classroom disruptions and total student aggression, as well as two resources, i.e., teacher-student relationship and classroom management. Overall, hair samples were collected M = 120.34 days (SD = 84.39) after the distribution of the questionnaires, and M = 67.63 days (SD = 18.40) prior to the observations. Lesson number, classroom disruptions, as well as total student aggression were all significantly positively correlated with HCC. In addition, both teacher-student relationship and classroom management were significantly negatively related to HCC. With regard to self-rated chronic stress, only the TICS subscale 'Pressure to perform' was positively related to HCC. Exploratory moderation analyses revealed that an increasingly good, observed teacher-student relationship buffered the positive association between lesson number and HCC. Our findings show significant associations between HCC and mainly objectively assessable stress, supporting HCC as a biological indicator of chronic stress. In this association, a good relationship between teachers and students acts as a buffer. While the findings underline the importance of examining objective and behavioral data for better understanding the psychobiology of stress, they also support the importance of boostering teachers' (social) resources to increase their overall resilience. • Workload, disruptions and student aggressions correlate positively with HCC. • Self-rated chronic stress is mostly unrelated to HCC. • Teacher-student relationship and classroom management are inversely related to HCC. • Good teacher-student relationship buffers HCC-increasing effects of high workload. • Observed student aggression amplifies HCC-increasing effect of pressure to perform. [ABSTRACT FROM AUTHOR]

• We examined individuals with a polygenic risk for schizophrenia and depression (PGL). • We had a Finnish sample with a 10-year follow-up of exhaustion and job characteristics. • PGL did not relate to perceived demand, control, satisfaction, or support at work. • Those with high PGL had a higher curve of exhaustion in early adulthood and middle age. • Polygenic liabilities may partly explain exhaustion symptoms in jobs that are not perceived as especially straining. We investigated whether individuals, who have a high polygenic loading for schizophrenia and major depression (PGL) but have not developed the respective disorders, are still susceptible to experience milder forms of ill-being in terms of job strain or exhaustion. We used the population-based Young Finns Study data (n = 928). PGL was assessed with a cumulative score of the polygenic risk scores for schizophrenia and depression. Participants (24–49-year-olds) evaluated their exhaustion levels and perceived job characteristics over a 10-year follow-up (2001, 2007, 2011). Participants with diagnosed psychotic or affective disorders were excluded. We found that high PGL did not predict less favorable perceptions of job environment (job strain, demands, control, satisfaction, social support at work) but high PGL predicted a higher trajectory of exhaustion in early adulthood and middle age. Additionally, high (vs. low) PGL predicted a stronger increase in exhaustion at increased levels of job strain. These findings remained after controlling for sex, socioeconomic factors, health behaviors, and cognitive performance. In conclusion, individuals with high PGL may have an elevated liability to experience exhaustion especially in early adulthood and middle age (despite they perceive their job environment similarly than others), and especially and at high levels of job strain. [Display omitted] [ABSTRACT FROM AUTHOR]

Research has documented how people's experiences at work affect their cognitive health outcomes, but how these processes unfold for minority groups, particularly lesbian, gay, bisexual, transgender, and queer (LGBTQ+) populations, is unclear. This study builds on the nascent literature by employing generalized structural equation models to test how experiencing major problems at work and working with LGBTQ+ supportive coworkers affect subjective cognitive impairment among middle-age and older LGBTQ+ adults. We also test for mediated and indirect effects of support and problems at work operating via vascular disease, sleep problems, and depression symptoms. Experiencing major problems at work is associated with a higher likelihood of reporting cognitive symptoms consistent with mild cognitive impairment, but this relationship is mediated by depression symptoms and sleep problems. Having LGBTQ+ supportive coworkers does not have direct effects on mild cognitive impairment, but does operate indirectly by decreasing problems at work and, in turn, decreases the likelihood of reporting cognitive symptoms consistent with mild cognitive impairment. Overall, we find that workplace stressors contribute to cognitive health directly and through mediated and indirect pathways and that supportive contexts reduce exposure to problems at work. We conclude with suggested possibilities to reorganize workplaces to improve long-term cognitive health outcomes for older adults, especially those who are LGBTQ+-identified. [ABSTRACT FROM AUTHOR]

Objectives We present a novel approach to identify critical exposure levels or health-based benchmarks of job control using the benchmark dose (BMD) method. This method provides benchmarks for risk assessment of psychosocial risks, similar to benchmarks used for other occupational health hazards such as chemicals. Methods Two staged (bivariate and adjusted) BMD modelling was conducted using epidemiological data from an age-cohort study in south-eastern Australia. The adjusted BMD model incorporated age, gender, education, personality traits and mental health status at baseline. Results Depression is a more sensitive (health compromising) outcome for job control compared to anxiety in both types of BMD modelling. For an excess risk of 5% for depression, the adjusted benchmark dose was 0.49 and the critical exposure level, being the lower one sided 95% confidence limit of the adjusted BMD, was 0.37. If workplace guidelines are based on this critical exposure level, workers need to have a minimum of ten out of 15 aspects of job control measured in this study to reduce the excess risk of depression. Conclusions The BMD approach can identify critical exposure levels for job control. This suggests a similar approach can be used for other psychosocial risks for which no critical exposure levels are currently available. Critical exposure levels can provide guidance needed to assess risk and address psychosocial risks, similar to other health hazards. Benchmarks or critical exposure levels of psychosocial risks can assist the inspectorate and employers to conduct risk assessment of workplaces and identify areas for intervention. [ABSTRACT FROM AUTHOR]

Background The individual and shared effects of adverse work characteristics on patient care in Emergency Departments (ED) are yet not well understood. We investigated the associations of self-reported ED work characteristics, work-related strain, and perceived quality of care. Methods Questionnaire-based survey with standardized measures among N = 53 ED professionals (i.e., nurses, physicians, and administration staff). The study was conducted in the interdisciplinary ED of a German community hospital. Results A high prevalence of work-related strain was observed: 66.0% of ED professionals showed high levels of emotional exhaustion and 55.6% showed irritation scores above the cut-off value. ED staff reported high supervisor support and autonomy, paired with high time pressure and patient-related stressors. Multivariate analyses revealed that high time pressure and low supervisor support were associated with high work-related strain. Low staffing was related to inferior quality of ED care. Conclusions ED work systems involve high competing demands for ED professionals with substantial risks for work-related strain. Moreover, adverse ED work characteristics comprise risks for high quality patient care. Our results suggest that promoting work characteristics might foster ED staff functioning on the job as well as improve ED patient care. [ABSTRACT FROM AUTHOR]

Hair cortisol concentrations (HCC) are commonly used to capture long-term cumulative cortisol secretion in stress research. However, data on associations between HCC and subjective stress measures have been inconsistent. This may partly be due to bias introduced by smaller-sized academic samples. Here, we investigate associations between HCC and (work-) stress-related measures in a large occupational, predominantly male, sample. Demographic, anthropometric, and self-reported data were collected as part of an occupational health assessment for employees of an airplane manufacturing company (N = 1258). Hair samples (3 cm) were obtained and glucocorticoid concentrations (HCC and hair cortisone, HairE) were analyzed using liquid chromatography-tandem mass spectrometry. HCC and HairE were unrelated to self-report measures of perceived stress, work-related stress (effort-reward imbalance, overcommitment), and other stress-related constructs. Group-based analyses concerning associations with job strain revealed a small effect of individuals with high job strain (n = 281) exhibiting higher HCC than the remaining sample (n = 811). Our data replicate previous findings of no consistent associations between hair glucocorticoids and subjective stress-related questionnaire data, besides evidence for elevated HCC in a high job strain group. Further research addressing open methodological questions regarding HCC by means of advanced stress assessment methods is needed. • Hair cortisol (HCC) and stress-related measures examined in a large cohort (N = 1258). • HCC not associated with perceived stress or work-related stress measures. • Higher HCC in the high strain group compared to the remaining sample. [ABSTRACT FROM AUTHOR]

Objective: Epidemiological evidence suggests that work stress is associated with suicidal ideation (SI). However, only few studies in this area have drawn on well-established theoretical work stress models (i.e., the job-demand-control [JDC] model, the effort-reward-imbalance [ERI] model, and the model of organizational injustice [OJ]). Utilization of such models allows though for theory-based assessments and workplace interventions. Since evidence on those models' relationship with suicide-related outcomes is currently inconclusive (with regard to JDC), markedly sparse (OJ) or lacking (ERI), we aimed to provide additional or initial evidence.Methods: We drew on original data from six cross-sectional studies, which were conducted in four countries (i.e., South Korea, China, Australia, and Germany). Work stress was measured by established questionnaires and was categorized into tertiles. In each study, SI was assessed by either one or two items taken from validated scales. Associations of work stress with SI were estimated for each study and were pooled across studies using multivariate random-effects logistic modeling.Results: In the pooled analyses (n=12,422) all three work stress models were significantly associated with SI with odds ratios fluctuating around 2. For instance, the pooled odds ratios for highest versus lowest work stress exposure in terms of job strain, OJ, and ERI equalled 1.91 (95% confidence interval [CI]=1.52, 2.41), 1.98 (95% CI=1.48, 2.65), and 2.77 (95% CI=1.57, 4.88), respectively. Patterns of associations were largely consistent across the individual studies.Conclusion: Our study provides robust evidence of a positive association between work stress and SI. [ABSTRACT FROM AUTHOR]

Objective: It has been suggested that the relationship between work stress and somatic symptoms (e.g., cardiopulmonary, gastrointestinal complaints, general pain, and fatigue) is particularly pronounced in women. As evidence from China is sparse, we used a large sample of Chinese working women to test those potential associations.Methods: Data were obtained from a cross-sectional study of 6826 working women in five urban areas in China who were free from major clinical disease. The sample was drawn from five occupations (physicians, nurses, school teachers, bank employees, and industrial workers). The Effort-Reward Imbalance Questionnaire and Patient Health Questionnaire-15 were used to measure work stress and somatic symptoms, respectively. Multivariate ordinal logistic regression was performed to analyze the associations.Results: 52.6% participants reported high work stress in terms of concurrent high effort and low reward. The distribution of severity of somatic symptoms covered the full range from minimal (37.3%) and low (30.6%), to medium (19.7%) and high (12.4%). The adjusted odds ratio of somatic symptoms by high work stress was 2.45 (95% confidence interval=2.24-2.68), and all single psychosocial work factors (effort, reward, and over-commitment) exerted substantial effects on somatic symptoms (odds ratios>2.00).Conclusions: Work stress is strongly associated with somatic symptoms in Chinese working women. Future longitudinal studies and intervention studies are needed to understand and improve women's psychosocial work environment and their psychosomatic health in China and elsewhere. [ABSTRACT FROM AUTHOR]

Background: Among the many stresses faced by pharmacy staff, quality related event (QRE) learning can be among the most significant. In the absence of a supportive organizational culture, the potential for blaming individuals, versus identifying key process flaws, is significant and can be very intimidating to those involved in such discussions and may increase an already stressful work environment.Objective: This research develops and tests a model of the relationship between the work stress faced by pharmacists and the extent of QRE learning in community pharmacies. Building upon recent research models that explore job characteristics and safety climate, the model proposes that work stress captured by the effort that the pharmacist invests into job performance, the extent to which the pharmacist is rewarded for such efforts, and the extent of pharmacist work-related commitment to their job, influence pharmacist assessment of the working conditions within their community pharmacy. It is further proposed that working conditions influence the extent of a blame culture and safety focus in the pharmacy, which, in turn, influences organizational learning from QREs.Methods: This research formed part of a larger study focused on QRE reporting in community pharmacies. As part of the larger study, a total of 1035 questionnaires were mailed to community pharmacists, pharmacy managers, and pharmacy owners in the Canadian province of Saskatchewan during the fall of 2013 and winter and spring of 2014. Partial least squares (PLS) using SmartPLS was selected to test and further develop the proposed model. An examination of the statistical significance of latent variable paths, convergent validity, construct reliability, discriminant validity, and variance explained was used to assess the overall quality of the model.Results: Of the 1035 questionnaire sent, a total of 432 questionnaires were returned for an initial response rate of approximately 42%. However, for this research, only questionnaires from staff pharmacists were used thereby reducing the number of usable questionnaires to 265. The final model highlights that pharmacist work stress greatly influences perceptions of the working conditions in the pharmacy (R(2) = 0.52), which, in turn, influence assessments of the safety focus (R(2) = 0.27) and blame culture (R(2) = 0.14) in the pharmacy. The model also found that the extent of a safety focus and blame culture within the pharmacy both influence the extent of organizational learning from QREs (R(2) = 0.44) within the pharmacy.Conclusions: In an environment where financial rewards are not always possible, ensuring that pharmacy staff feel respected and encouraged in providing safe care may help enhance QRE learning. Given the importance placed on organizational reporting of, and learning from, QREs in many jurisdictions in North America, the findings from this study suggest that a number of working conditions and perceptions of blame culture and organizational safety need to be explored before such processes can become entrenched in work flow. [ABSTRACT FROM AUTHOR]