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This study examines the interaction between stress resilience, subjective well-being, and emotion regulation strategies among employees in Astana, Kazakhstan. The primary objective was to understand the psychological dynamics in the workplace by investigating the interplay between these factors. Using standardized instruments including CD-RISC, SWLS, and ERQ, data were collected from 300 employees across various sectors such as schools, hypermarkets, and banks. Statistical analysis, including Spearman correlation, revealed significant relationships between the variables. High levels of stress resilience were strongly correlated with higher subjective well-being (correlation coefficient of 0.951) and more effective emotion regulation strategies, particularly cognitive reappraisal (0.910) and emotion suppression (0.921). The high correlation among the variables—stress resilience, subjective well-being, and emotion regulation strategies—indicates that individuals with higher resilience tend to have greater well-being and more effective emotion regulation capabilities. This is likely because stress resilience enhances one's ability to adapt and recover from stress, which positively influences their overall satisfaction with life and their approach to managing emotions. These findings underscore the importance of implementing workplace measures to enhance stress resilience and emotion regulation capabilities. This study provides novel insights into the benefits of resilience training and adaptive emotion regulation, which can contribute to improved employee well-being and productivity. The results are particularly relevant for organizational leaders and human resource professionals seeking to cultivate a healthier and more resilient workforce. [ABSTRACT FROM AUTHOR]

Maintaining order and safety in a prison environment heavily depends on prison officers, who daily interact with prisoners and are constantly dealing with dangerous situations. Their task performance is vital for the organizational performance and the fulfillment of the prisons' mission. For managing prison officers' job performance efficiently, it is important to understand the associated factors; however, job performance in a prison environment remains completely unexplored in Slovenia. This article presents a study conducted among Slovenian prison officers (n = 201), which examined their task performance, its association with job attitudes, and the role of organizational and work-related factors. The study results showed that the prison officers' task performance is associated with their job satisfaction, but not with their job involvement. Moreover, their job satisfaction is associated with perceived organizational justice, job stress, and the dangerousness of the job. Based on these findings, we demonstrated that task performance depends on several direct and indirect factors that prison management should prioritize, the key ones being stress reduction, strengthening the feeling of organizational justice, and the ability to deal with the job-related dangers successfully. This article highlights organizational and work-related factors important for improving the prison officers' well-being at work. [ABSTRACT FROM AUTHOR]

Maintaining order and safety in a prison environment heavily depends on prison officers, who daily interact with prisoners and are constantly dealing with dangerous situations. Their task performance is vital for the organizational performance and the fulfillment of the prisons’ mission. For managing prison officers’ job performance efficiently, it is important to understand the associated factors; however, job performance in a prison environment remains completely unexplored in Slovenia. This article presents a study conducted among Slovenian prison officers (n = 201), which examined their task performance, its association with job attitudes, and the role of organizational and work-related factors. The study results showed that the prison officers’ task performance is associated with their job satisfaction, but not with their job involvement. Moreover, their job satisfaction is associated with perceived organizational justice, job stress, and the dangerousness of the job. Based on these findings, we demonstrated that task performance depends on several direct and indirect factors that prison management should prioritize, the key ones being stress reduction, strengthening the feeling of organizational justice, and the ability to deal with the job-related dangers successfully. This article highlights organizational and work-related factors important for improving the prison officers’ well-being at work.

Objectives: Public safety personnel (PSP) are responsible for ensuring the safety and security of communities, often putting their own lives and well-being at risk by performing dangerous and demanding work. As a result, these workers are particularly vulnerable to workplace-related physical and mental traumatic injuries. Research is needed to understand the mental health of PSP following traumatic physical injury to inform effective prevention programmes and interventions. The objective of this study was to investigate whether PSP with traumatic physical workplace injuries requiring surgery with anaesthetic have higher post-injury rates of mental disorders compared with the general population with similar non-workplace injuries., Design: Retrospective longitudinal cohort study., Setting: Population-based study using linked anonymised administrative data for PSP and the general population in Manitoba, Canada., Participants: This study compared two groups hospitalised for a traumatic physical injury requiring surgery with anaesthetic between 1 January 2002 and 31 December 2018: (1) PSP (n=293) injured in the workplace and matched 1:5 on sex, age, geographical region and surgical procedure code with (2) individuals in the general population (GenPop) injured outside the workplace (no Workers Compensation Board claim) (n=1198)., Primary and Secondary Outcomes and Measures: As planned in the study protocol, the prevalence of mental disorders including anxiety, depression and substance use was measured in the cohorts 2 years pre- and post-injury., Results: This study found an elevated unadjusted risk of depression in PSP compared with the general population in the 2 years post-injury, adjusting for pre-injury mental health (rate ratio, 1.49; 95% CI, 1.02 to 2.17; p<0.0001). After adjusting, there were no significant differences in rates between the two cohorts; however, the significant group × care interaction term for depression suggests a greater risk for PSP compared with GenPop over time., Conclusions: Our findings indicate that, compared with a matched cohort, PSP have an increased risk of depression from the pre-injury to post-injury period following a traumatic physical workplace injury. PSP have a unique mental health trajectory following workplace injury that should be considered when developing rehabilitation strategies for this important population., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2025. Re-use permitted under CC BY-NC. No commercial re-use. See rights and permissions. Published by BMJ Group.)

Healthcare workers are exposed to various factors in the workplace that may put them at an increased risk of suicide, but there is a lack of evidence reviewing interventions put in place by employers that may modify this risk. The authors undertook a systematic review to identify and assess organisational interventions aimed at preventing suicide in the healthcare workforce. Databases were systematically searched between January 2022 and August 2022. Eligibility for inclusion in the review was determined using a population, intervention, comparison, outcome framework, and 12 studies met the inclusion criteria. Studies were summarised using narrative synthesis and interventions included education, screening, modification of the workplace, referrals for support and/or therapy and peer support. Outcomes included: uptake, satisfaction, pre-training and post-training knowledge, symptoms, risk of suicide and economic costs. It was identified that various suicide prevention interventions are feasible in healthcare organisations and likely to have positive effects for staff. However, there is a lack of robust evaluation of these interventions, so further research is warranted., Competing Interests: None declared, (© 2024 RCN Publishing Company Ltd. All rights reserved. Not to be copied, transmitted or recorded in any way, in whole or part, without prior permission of the publishers.)

Background: Individual psychosocial work characteristics have been associated with the health and well-being of registered nurses. However, it remains to be determined whether different types of psychosocial work characteristics form patterned profiles and whether the profiles are associated with registered nurses' health and welfare at different stages of their careers. The purpose of this study was to identify latent psychosocial work characteristic profiles and examine whether the profiles are associated with a certain career stage and health outcomes., Methods: This cross-sectional study was conducted with 624 early-career registered nurses and 1,016 later-career registered nurses. Data were collected using an electronic survey with internationally validated measures including the Organizational Justice Scale, the Nurse Stress Index Scale, the Job Content Questionnaire, the Team Climate Inventory, the Psychological Distress Questionnaire, the Sleep Problems Questionnaire, and the Self-Rated Health Questionnaire. Latent profile analysis was conducted to identify subgroups with similar psychosocial work characteristic profiles. Multinomial and linear regression analyses were used to examine the association between latent work characteristics profiles, stage of career, and health outcomes., Results: We identified five profiles. The profiles were named based on class descriptions. The low strain/high support profile group and the moderate strain/high support profile group had statistically better self-rated health (p = < 0.001), less psychological distress (p = < 0.001) and less sleep problems (p = < 0.001) compared to the high strain/low support profile group., Conclusions: Low to moderate strain, high interactional and procedural justice, and participative safety in teams form patterned profiles associated with better health in registered nurses. High strain, a lack of justice and a lack of participation safety form a risk combination pattern profile that may lead to health problems in registered nurses. Promoting procedural and interactional justice, and participation safety in teams seems efficient in enhancing the health and well-being of registered nurses. The findings indicate no significant correlation between career stages and work characteristic profiles. It is crucial to identify stressors specific for career stages and develop tailored interventions., Competing Interests: Declarations. Ethics approval and consent to participate: The Finnish Institute for Health and Welfare’s Ethics Committee granted approval for this study (THL/253/6.02.01/2018). Informed consent was obtained from all subjects. All the data were collected and processed in accordance with the Declaration of Helsinki. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Impression management is a crucial tactic within the workplace milieu. This study establishes a connection between impression management and the negative self-evaluation stemming from heightened self-monitoring during virtual meetings (VM), which manifests in the form of Zoom (VM) fatigue. We conducted a cross-sectional survey, by recruiting 2,448 U.S.-based workers. Our survey results revealed that facial appearance dissatisfaction is associated with VM fatigue, resulting in lower intention to adopt VM technologies due to decreased perceived usefulness of VM technologies. Furthermore, building upon the Uses and Gratification (UG) perspective and the assumptions of the Social Information Processing (SIP) theory and the Hyperpersonal Model, our findings illuminate that VM fatigue prompts the use of impression management behaviors by using VM features closely linked to dissatisfaction with one's facial appearance. The results suggest that utilization of impression management features in VMs is driven by needs related to facial appearance concerns, which is associated with impression management. This study extends the concept of impression management to VM environments in the workplace, underscoring the importance of addressing workers' needs and well-being to foster worker-friendly VM communication environments and promote VM acceptance. This study identifies external factors within the Technology Acceptance Model by integrating the UG perspective, the SIP theory, and the Hyperpersonal Model to understand the mechanisms underlying VM fatigue and adoption in the emerging virtual workplace., Competing Interests: The authors have declared that no competing interests exist., (Copyright: © 2025 Lim et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.)

Background: Health care professionals (HCPs) and medical and health academics (MHAs) strive to maintain and promote population health through evidence-based medical education and practice. At their workplaces, due to the demanding nature of work, HCPs and MHAs face substantial degrees of physiological, psychological, and physical stress, including burnout. Resilience has therefore become a fundamental necessity in the medical field. Our research aimed to acquire an in-depth comprehension of how HCPs and MHAs understand, cultivate, and sustain resilience when confronted with workplace challenges and stressors., Methods: We reviewed the existing corpus of literature about resilience, stressors, and coping strategies and followed an iterative deliberations process to develop an interview guide. The guide was validated by content experts and was piloted on a small group of MHAs of the University of Sharjah (UoS) and HCPs from different hospitals of the United Arab Emirates to test its relevance, internal consistency, and inter-observer validity. The validated interview guide was then administered for in-person interviews. Lastly, we adopted the Braun and Clarke 6-stage thematic model for qualitative data analysis., Results: Our study recorded insights of 170 participants; 69 MHAs and 101 HCPs. Through an inductive thematic analysis, three overarching themes with sub-themes emerged; cognitive mastery (cognitive appraisal and problem-solving abilities), affective well-being (gratification from professional efficacy and social support), and conative efficiency (proactive approaches and introspection and reflection). Other main findings highlighted stress-related factors, realistic expectations, personal well-being and work-life balance. MHAs were concerned about academic output and research, while HCPs were stressed about patient care, delivery of services, and workload. These factors highlighted a complex interaction between cognitive mastery, emotional well-being, and conative efficiency., Conclusion: The findings of our study bestow valuable insights into the dynamic nature of resilience in the medical profession. The synergies and dissimilarities in work-life balance, personal productivity, and job-specific stressors among HCPs and MHAs demand a well-structured resilience program. The themes of cognitive mastery, affective well-being, and conative efficiency are interconnected and can help foster work-life balance and personal well-being of HCPs and MHAs to improve their resilience., Competing Interests: Declarations. Ethics approval and consent to participate: The Research Ethics Committee (REC) approved the publication of this study (REC-23–04-19–02-F). Additionally, a written informed consent was obtained from all participants, and the process followed the recommended policies and guidelines of the Declaration of Helsinki. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Employment transitions necessitate a degree of uncertainty and lack of control, which may present a challenge to succeeding and belonging at a new organization. The present research tests ideas derived from compensatory control theory which posits that people may seek external structure to help exert control over their lives when they experience a lack of control in an important life domain - and that this can aid in their goal pursuit. Across three studies, we explore whether the perception of a higher degree of organizational structure can help employees compensate for uncertainty and lack of control and facilitate transitioning employees' occupation self-efficacy and sense of belonging in a new work environment. This research focuses on military veterans, who face significant challenges during their separation from military service and transition to civilian employment, as an exemplar of the people experiencing employment transitions more generally, and compares them (in two studies) with civilian participants. Across three studies, two using simple correlational methods, one using an experimental methodology with veterans and civilians, we find consistent evidence that when transitioning employees perceive greater structure at their organization, this facilitates increased feelings of occupational self-efficacy which, in turn, promotes greater feelings of belonging at work. When people perceive greater structure in their environment, people feel more efficacious and a greater sense that they belong at work. The results are discussed in the context of compensatory control theory, addressing the challenges of transitioning employees, and in particular, transitioning military veterans., Competing Interests: The authors have declared that no competing interests exist., (Copyright: © 2025 Gibbs et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.)

Workers employed in clinical healthcare settings often encounter dying and death of patients as a part of their role. This scoping review aimed to explore the physical and psychosocial OHS impacts on health workers exposed to death within their occupational role and their inherent coping strategies. Six electronic databases PsycINFO (Ovid), Medline (Ovid), AMED (EBSCO), CINAHL (EBSCO), and Proquest Social Sciences were searched for peer reviewed research articles published between March 1971 and April 2022. PRISMA-ScR guidelines were followed. Three authors independently assessed articles for inclusion. Fifty-three studies with focus settings in hospitals, hospice, general practice and residential care were identified. Five main themes were developed and organized using and ergonomic systems approach: Cultural Environment , Workplace , Job Demands , Impacts and Coping . The findings demonstrate that caring for dying patients, the dead and their families in clinical settings impacts workers emotionally, physically, behaviorally and spiritually., Competing Interests: Declaration of Conflicting InterestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Aim: Due to the widespread use of artificial lighting in modern workplaces, exposure to blue light is becoming increasingly common. Blue light, known for its shorter wavelength and higher energy, has been linked to both positive and negative effects on cognitive functions and well-being., Objective: This systematic review explores the impact of blue light exposure on cognitive performance and sleep in various workplace settings., Material and Methods: This systematic review followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Using predefined inclusion and exclusion criteria, the team searched three reputable databases (PubMed, Web of Science, and Scopus). Two authors independently screened the search results and the three other authors performed the data extraction and validation from the selected documents. The quality of the articles was assessed using the quality assessment checklist provided by The Joanna Briggs Institute (JBI)., Results: From an initial set of 63 articles, 29 documents met the inclusion criteria. The findings reveal that blue light, particularly at high color temperatures and intensities, enhances cognitive functions such as attention, alertness, and reaction time. However, its effects on memory and sleep were more variable. Exposure to blue-enriched light was consistently associated with improved workplace performance, although some studies reported a mixed or insignificant impact., Conclusion: This review underscores the potential benefits of blue light in workplace settings, particularly for enhancing attention and reaction times. However, variations in study outcomes suggest the need for standardized lighting interventions and further research on its long-term cognitive impacts., Competing Interests: Declaration of competing interest The authors declared no potential conflicts of interest concerning this article's research, authorship, or publication., (Copyright © 2024 Elsevier Inc. All rights reserved.)

Background: Persistently high turnover rates reflect nurses' discontent. Although personal reasons, career advancement, and relocation are cited as the top reasons for departures, macro-level data overlook the organizational and unit-level factors that erode nurses' desire to stay., Methods: Survey methods were used for data collection. The analysis included statistical and qualitative methods., Results: Salary, benefits, and work schedules were important in influencing nurses' decisions to stay, but their importance varied by career stage. Ergonomic aspects of nurses' daily work were key themes., Conclusions: Organizational and unit elements play enduring roles in job satisfaction. Critically examining nurses' work environment from meso- and micro-level ergonomic perspectives can enhance understanding of nurse retention and provide evidence to fine-tune retention strategies., Competing Interests: The authors declare no conflicts of interest., (Copyright © 2025 Wolters Kluwer Health, Inc. All rights reserved.)

Objective: This study aimed to explore the prospective associations of organizational changes with health outcomes among employees who remained in employment., Methods: The study relied on the prospective data of the national French working conditions survey collected from employees and their employers in 2013, 2016, and 2019. The study sample included 4480 private sector employees. Organizational changes were assessed by the employers. The two health outcomes, collected from the employees, were psychological well-being and self-reported health. The prospective associations between organizational changes and health outcomes were studied using multilevel mixed-effects linear and robust Poisson regression models., Results: No association was found between organizational changes and well-being and self-reported health., Conclusions: Our study did not find significant prospective associations between organizational changes and two health outcomes among employees who remained in employment. More high-quality research is needed., Competing Interests: Niedhammer and Bertrais have no relationships/conditions/circumstances that present potential conflict of interest., (Copyright © 2024 American College of Occupational and Environmental Medicine.)

Background: Mental health issues among healthcare professionals (HCPs) are rising, impacting individual wellbeing, healthcare systems, and patient safety. This exploratory study aimed to analyse the association between anaesthesia teams' perception of their mental wellbeing, psychosocial work environment, and patient safety culture in a university hospital's anaesthesiology department. Second, to identify types of stressors and strategies to overcome them. Third, to explore differences in perception by profession, gender, and years of experience. Finally, to evaluate the psychometric properties of the questionnaire., Methods: A questionnaire covering mental wellbeing, teamwork, psychosocial work environment, and patient safety culture was sent to all HCPs in the department in May 2021 via e-mail. The questionnaire consisted of 35 questions, 4 demographic questions, and 2 open text fields., Results: 293 HCPs responded (73% response rate); 60% agreed their work is emotionally challenging, and 30% experienced weekly emotional strain. Significant differences were seen between professions in terms of stressors. Clinical situations contributed most to doctors' emotional strain, while nurses scored higher on making compromises and being busy. A strong relationship was seen between weekly/daily emotional strain and making compromises in standards, clinical situations, and busyness., Conclusion: In conclusion, all HCPs experienced emotional strain, with different causes and coping strategies across professions. Support was primarily found among colleagues and networks. Interestingly, low emotional strain correlated positively with coping, teamwork, psychological safety, and patient safety culture, suggesting an interrelation between these dimensions and HCPs' mental health. These findings may inform future conceptualisations of mental health, psychological safety, and safety culture., (© 2025 Acta Anaesthesiologica Scandinavica Foundation.)

Background: In the nursing profession, it is concerning to witness frequent occurrences of incivility in the workplace. Therefore, it is imperative to foster a shift in interpersonal interactions. One effective strategy to cultivate a culture of civility is through the practice of Kindness. Objectives: This review explored the role of kindness in nursing beyond bedside care, incorporating insights from psychology and social sciences to define and apply kindness in practice. The goal was to identify ways for nurses to use kindness to reduce workplace incivility and promote a thriving environment. Design: The authors conducted an integrative review to synthesize data from various sources, including experimental and non-experimental studies, to enhance understanding and offer diverse perspectives on the subject. Data Sources: The authors systematically searched CINAHL, PubMed, Embase, and APA Psych Info for peer-reviewed papers on "kindness" and "nursing" published between 2012 and 2024, excluding opinion articles, letters, reviews, commentaries, and papers focused on kindness in the context of therapeutic care. Methods: The authors followed Whittmore and Kafl's (2005) structured date extraction protocol steps and performed comparative analysis of extracted data tables to verify content uniformity. Results: Seven articles met inclusion criteria, and several key themes were identified: (1) Definition of kindness, (2) Examples of kindness in Action, illustrating how these behaviors manifest in everyday interactions, (3) Interpretation of kindness from multiple perspectives. Conclusions: Acts of intentional kindness are potent tools that can mitigate workplace incivility and cultivate a culture of kindness among nurses and, by extension, positively impact the broader society. Further research is essential to establish a unified definition of kindness in nursing, identify its antecedents and attributes, and conduct empirical studies to substantiate these concepts.

Background: Most agree that occupational stress is caused by workplace strains, tensions, and demands that originate from characteristics of the work. The accumulation of multiple types of stress has been found to have calamitous effects on health and well-being. One such occupation, emergency telecommunicators, experiences a multitude of stressors within their day-to-day work environment. Structural stressors are the sources of stress that are embedded in the way the work is designed and reinforced through workplace policies, practices, and procedures. This scoping review aimed to analyze occupational stressors directly promulgated by the structure and work design that impact emergency telecommunicators and to identify recommended organizational interventions., Methods: This scoping review utilized the methodological framework of Arksey and O'Malley which examined research literature, identified gaps in the literature, and mapped key concepts. Electronic databases of CINAHL, MEDLINE, PsychINFO, PychNET, PubMed, Social Index, and Academic Search Complete were used to identify relevant literature on occupational stress of emergency telecommunicators., Results: Across 17 included articles, four key themes related to workplace stressors of emergency telecommunicators were identified: (a) staffing problems, (b) poor physical work environment, (c) career development issues, and (d) inequity. The four themes were derived from literature to extract stressors related to workplace policies, procedures, and practices. Implications for stakeholders to reduce stress were interwoven in the themes. This review aimed to expand on existing literature pertaining to structural stressors that have an impact on emergency telecommunicators., Competing Interests: Conflict of InterestThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Background: Learning in clinical settings occurs through engagement in everyday activities and interactions. Yet, clinical settings are complex, dynamic environments and data collection methods such as interviews and focus groups, although valuable, alone may not capture the complexities of these settings. Qualitative observational research offers an approach to understanding these complexities and enhancing learning in clinical settings., Objective: The aim of this paper is to support readers in undertaking qualitative observational research in workplace learning., Methods: We provide an overview of qualitative observational research, emphasising its relevance to investigating workplace learning. We delineate four key components to consider: the phenomenon of interest, roles of researchers and participants, ethical considerations and data collection approaches. An illustrative example from health professions education research is presented to demonstrate the application and outcomes of observational research., Results: Qualitative observational research allows for a nuanced understanding of real-world clinical activities and interactions, capturing elements of learning that are often missed by other methods. It offers a rich evidentiary base for both clinicians and researchers to appraise and improve practice. The example study illustrates how observational research can identify systemic issues affecting both learning and clinical practice., Conclusion: Qualitative observational research offers an important approach to understanding the complexities of clinical practice and workplace learning. We have shared some key considerations for the design and conduct of qualitative observational research in workplace learning., (© 2024 John Wiley & Sons Ltd and The Association for the Study of Medical Education.)

Background: Schools are both learning environments for students and workplaces for faculty. Recognizing the role of organizational factors in staff health in school environments, the study aimed to explore which factors, including transformational leadership, teachers' perceived management support and HPS accreditation awards, were most associated with promoting a healthy lifestyle for teachers., Methods: A cross-sectional study was undertaken of 137 elementary schools in 2014, involving 433 directors and 2090 teachers. Data were collected using an anonymous structured questionnaire. Hierarchical linear modeling was used to analyze both teacher- and school-level factors associated with health-promoting lifestyles., Results: There was a significant positive correlation between teachers' overall health-promoting lifestyle profile (HPLP-II) scores and both perceived management support (coefficient = .98, p < .001) and transformational leadership (coefficient = .38, p = .039). All 6 HPLP-II subscales also showed significant positive correlations with perceived management support (coefficients .12-.24, p < .001)., Conclusion: Supporting a healthy working atmosphere and strong principal transformational leadership are keys to enhancing teachers' health-promoting lifestyles. Future research could explore how transformational leadership and management support influence teachers' health behaviors and identify effective strategies and interventions., (© 2024 American School Health Association.)

As South Korea's population rapidly ages, there is an increasing demand for home aides. However, little is known about how the caregiving environment affects HHAs. Guided by the environment comfort model, we examined the association between care recipients' home environment and HHA's quality of life, focusing on how burnout mediates this relationship. Our data came from a national survey of home health aides in 2020 (N = 786). We conducted an exploratory factor analysis to identify six factors related to the care environment in three dimensions: physical (1. space; 2. indoor/outdoor conditions), functional (3. home appliances; 4. heating/air conditioning), and psychological (5. satisfaction with the home environment; 6. relationships with care recipients and their families). We then used a path analysis to examine the relationship between these factors, burnout, and quality of life. Our findings show that safe indoor/outdoor conditions and positive relationships with care recipients and their families are associated with lower levels of burnout, leading to a higher quality of life (p < .05). This highlights the importance of considering both physical and psychological aspects of the caregiving environment to prevent burnout and improve the quality of life for HHAs, ultimately contributing to high-quality services for care recipients.

Aim: Based on the Job Demands-Resources model, this study aimed to assess the predictive effect of workload on emotional exhaustion and test the buffering effect of three types of work resources (workplace cohesion, work control, and workplace support) on the relationship between workload and emotional exhaustion among older Japanese assistant care workers., Methods: We analyzed data from a national survey on the work features and work-related outcomes of 1601 older assistant care workers working in geriatric health services facilities in Japan. Demographic characteristics, workload, work resources, and emotional exhaustion were analyzed. A hierarchical multiple regression analysis and simple slope test were conducted., Results: Workload had a significant main effect in predicting emotional exhaustion (β = 0.337, P < 0.001). Workplace cohesion buffered the negative effect of workload on emotional exhaustion (interaction between workload and workplace cohesion: β = -0.097, P = 0.002). Work control (interaction between workload and work control: β = -0.015, P = 0.585) and workplace support (interaction between workload and workplace support: β = 0.025, P = 0.391) had no buffering effect on the negative impact of workload on emotional exhaustion., Conclusions: Regulating workload and promoting workplace cohesion might be effective strategies for preventing burnout among elderly workers. Investigations into the occupational stress of elderly workers from diverse cultures and work contexts are needed. Geriatr Gerontol Int 2025; 25: 273-278., (© 2025 Japan Geriatrics Society.)

Boundary-spanning behavior, which involves building relationships with external entities to achieve organizational goals, has been highlighted as a key mechanism for enhancing the inflow of external knowledge. While boundary-spanning can fuel creativity by providing employees with new resources, ideas, and inspiration, it also poses challenges, potentially depleting resources and inducing stress that hinders creativity. Drawing on Conservation of Resources (COR) Theory, this paper explores the dual impact of boundary-spanning on employee creativity-serving both as a facilitator and inhibitor. Through an experimental study (n = 299) and a field study (n = 331 employees, 49 supervisors), we examine how external engagement fosters or hampers creative thinking, focusing on the mechanisms of resource gain and resource drain. Our findings contribute to the understanding of how organizations can balance the demands of boundary-spanning to harness its creative potential while mitigating its negative consequences. This research provides actionable insights for businesses seeking to thrive in competitive, innovation-driven environments., Competing Interests: Declaration of competing interest The authors declare that they have no conflicts of interest regarding the publication of this manuscript. All research was conducted in an unbiased manner, and there are no financial or personal relationships with other individuals or organizations that could inappropriately influence the work or its interpretation., (Copyright © 2024 The Authors. Published by Elsevier B.V. All rights reserved.)

Virtual meetings, facilitated through videoconferencing or virtual reality, have become a common form of workplace communication. Despite the advantages these meetings offer, enabling collaboration among workers in dispersed locations, the phenomenon of virtual meeting fatigue, commonly referred to as Zoom fatigue, has emerged as a significant concern. This study explores whether facial appearance dissatisfaction, a known contributor to Zoom fatigue, leads to reduced engagement in virtual meeting interactions by mediating the role of Zoom fatigue. Furthermore, this study examines the impact of facial dissatisfaction and Zoom fatigue on virtual meeting engagement cross-culturally, within the contexts of South Korea and the United States. The findings indicate that in the United States, facial dissatisfaction led to a lower level of virtual meeting engagement through the mediating role of Zoom fatigue, while in South Korea, facial dissatisfaction negatively impacted virtual meeting engagement regardless of Zoom fatigue levels. Additionally, we reveal that Zoom fatigue and facial dissatisfaction are more pronounced among U.S. women than U.S. men, but differences were not observed between South Korean women and men. These results underscore the influence of societal competitiveness, as seen in South Korea, on impression management concerns in technology-mediated work environments. We highlight the importance of developing virtual meeting features to mitigate facial dissatisfaction and Zoom fatigue, thereby enhancing engagement in virtual interactions.

Objective: To investigate perceived task privacy in 2022 associated with short (1-3 days) self-certified sickness absence (SA) in 2023., Methods: A prospective cohort of 1400 Finnish office workers with survey data in 2022 about, for example, task privacy, telework, and office type were linked with employer-owned register data of SA in 2022-2023. Poisson regression models were used to obtain risk ratios with 95% confidence intervals., Results: Each one-unit increase in task privacy was associated with a less likely short SA (risk ratio, 0.83-0.89; 95% confidence interval, 0.74-0.97), also across the amount of telework in 2022. The association was only statistically significant in activity-based offices., Conclusions: Each one-unit increase in perceived task privacy at the office was associated with less likely short, self-certified, 1-3 days SA. Task privacy is an important factor to be considered in offices., Competing Interests: Conflicts of interest: None declared., (Copyright © 2024 The Author(s). Published by Wolters Kluwer Health, Inc. on behalf of the American College of Occupational and Environmental Medicine.)

Background: Currently in the United States, the demand for RNs is stronger than is being supplied. This site-specific pediatric RN turnover rate was estimated at 15% per year, which is above the national average., Methods: A descriptive correlational study was conducted using the Revised Casey-Fink Nurse Retention Survey tool., Results: The top 2 areas that impacted nursing retention at this study site were workplace morale, and pay and benefits. These data are inconsistent with multiple other studies where decreased job satisfaction and burnout were top factors in nursing retention., Conclusions: Although national data reveal reasons for leaving an institution or the profession, it is important to survey the local workforce to identify areas for focus in retention efforts., Competing Interests: The authors declare no conflicts of interest., (Copyright © 2025 Wolters Kluwer Health, Inc. All rights reserved.)

Background: Contemporary healthcare environments are becoming increasingly reliant on digital health technologies, presenting new opportunities and challenges for the nursing profession and nurses across practice settings and roles. Little is known about newly qualified Canadian nurses' experiences as they transition from academic settings to digitally enabled healthcare workplaces., Objective: To explore (1) perceptions of nurse managers, clinical preceptors and educators regarding newly qualified nurses' practice with digital health, and (2) identify strategies to enhance new nurses' practice with digital health technologies as they transition to the workplace., Methods: A descriptive qualitative design was used. Fifteen participants representing nurse managers, clinical preceptors, and educators from two Canadian provinces participated in semi-structured interviews. Thematic analysis was applied to analyze the data., Results: Three themes were identified: 1) Onboarding upon joining the workplace, 2) Factors influencing new hires' practice with technology, and 3) Improving the transition experience to the workplace. Newly qualified nurses have strong digital skills and access to technology training; however, they also face challenges that affect their overall transition and practice. Having a broader understanding of digital health during formal education and in the workplace, mentorship and support from mentors and colleagues, user-friendly technologies, and stable nursing practice environments are key for safe practice and can facilitate the transitional experience and professional growth of new nurses., Conclusion: Clearly, digital health is here to stay and will further advance in the years to come. Considering global nursing shortages and the demand for a digitally capable workforce, it is imperative to address gaps and challenges that newly qualified nurses and all nurses face when providing care in digitally enabled healthcare environments., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

Problem: Pregnant employees may experience work-related challenges, including inadequate attention to their unique needs., Background: Unmet needs for work adjustment are associated with sick leave and reduced well-being, and supportive environments are regarded as a protective factor against sick leave., Aim: To evaluate the effect of midwifery support focusing on work adjustment on pregnant hospital employees' well-being defined by work ability and dimensions of the psychosocial work environment., Methods: A cluster randomised controlled trial was conducted. Well-being-related outcomes at baseline and follow-up were measured with The Copenhagen Psychosocial Questionnaire (COPSOQ) and Work Ability questionnaires. Intermediate outcomes were work adjustments, measured by non-validated survey items. Intention-to-treat analysis was performed with mixed-effect models., Findings: Work adjustments was reported for 16 % (95 % CI 0.07;0.25) more intervention group participants. Group differences in change of mean outcome scores for the COPSOQ items were: 0.02 (95 % CI -0.12;0.09) for Job Satisfaction, 0.05 (95 % CI -0.25;0.35) for Influence, -0.16 (95 % CI -0.41;0.09) for Quality of Leadership, 0.25 (95 % CI -0.05;0.54) for Work-Family Conflict, -0.03 (95 % CI -0.21;0.15) for Self-Rated Health, 0.04 (95 % CI -0.26;0.34) for Burnout. The group difference in mean outcome score for the Work Ability Scale was -0.38 (95 % CI -0.91;0.11)., Discussion: The used survey items may not have captured all aspects of well-being and non-participation may have compromised the possibility to detect a difference between groups., Conclusion: Pregnant employees' well-being was not improved with midwifery support. However, work adjustment increased significantly. The trial was registered in ClinicalTrials.gov with ID number 29-2019-03 on June 16, 2022., Competing Interests: Declaration of competing interest The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper., (Copyright © 2024 The Authors. Published by Elsevier Ltd.. All rights reserved.)

Objectives: As part of the "Japan Environment and Children's Study (JECS)," a national prospective birth cohort study, we examined the association between the maternal work environment and psychological distress during pregnancy in Japan., Methods: Employing a cross-sectional design, we analyzed data from 42,797 participants, originally collected between 2011 and 2014. Associations between the maternal work environment and psychological distress (Kessler 6) were examined using generalized estimation equation models adjusted for confounding factors., Results: Pregnant women who worked ≥51 hours/week had a 1.19-fold higher odds ratio (OR) of psychological distress than those who worked 36 to 40 hours/week (95% confidence intervals [CIs], 1.07-1.32). Pregnant women who worked ≥5 days/month of shift work had a 1.11-fold higher OR of psychological distress than those who worked 0 days/month (1.00-1.24)., Conclusions: We observed an association between the maternal work environment and psychological distress during pregnancy., Competing Interests: Kishi, Kobayashi, Saijo, Itoh, Tamura, Tojo, Iwata, Yamaguchi, and Ito, The Japan Environment and Children's Study (JECS) Group have no relationships/conditions/circumstances that present potential conflict of interest., (Copyright © 2024 American College of Occupational and Environmental Medicine.)

Background: Morality is a fundamental component of nurses' daily work. Nurses' cognitive tendencies toward moral disengagement in high-stress work environments can easily lead them to engage in counterproductive work behaviors that are not conducive to the organization. However, there is limited research on how to mitigate the impact of moral disengagement on counterproductive work behavior., Objective: The objective was to explore the impact of moral disengagement on counterproductive work behavior, as well as the reverse regulatory mechanism of moral identity on the relationship between moral disengagement and counterproductive work behavior., Research Design: This was a quantitative, cross-sectional study., Participants and Research Context: From September to October 2023, nurses from emergency departments of major hospitals in Hunan Province were recruited, and 500 questionnaires were distributed and collected using the WeChat app Credamo Seeing Numbers., Ethical Consideration: All study procedures were approved by the Ethics Committee of Hunan Normal University (No. 2023-388)., Findings: Moral disengagement had a positive effect on counterproductive work behavior directed at the organization (CWB-O) as well as counterproductive work behavior directed at individuals (CWB-I). Moral identity was not significant in moderating the relationship between moral disengagement and CWB-O. Moral identity had an inverse moderating effect on the mechanism of action between moral disengagement and CWB-I., Conclusion: Counterproductive work behavior guided by moral disengagement is detrimental to organizations, and moral identity can inhibit the effect of moral disengagement on CWB-I. Nursing administrators should focus on improving nurses' moral identity and improving the healthcare workplace environment so that moral identity can better exert its inhibitory effect on counterproductive work behavior among nurses., Competing Interests: Declaration of conflicting interestsThe author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

Introduction: The present study qualitatively explores co-worker "phubbing" (from "phone" and "snubbing") during communal work breaks. Phubbing, or ignoring others by paying attention to one's phone, has been linked to a range of negative interpersonal and intrapersonal outcomes. Although most research has targeted private relationships, there are indications that lateral work relationships may be similarly affected, with potential consequences at the individual, group, and organizational levels., Methods: Interviews were conducted with 25 Swedish employees in the electrical trade (n = 13) and health care (n = 12), groups that typically work alongside colleagues and regularly take communal breaks. The interviews were analyzed using thematic analysis., Results: Five main themes were identified: (1) phubbing as a social barrier, (2) the socially integrated smartphone, (3) intentional and unintentional phubbing, (4) navigating phubbing norms, and (5) generational differences in phubbing behavior and attitudes., Conclusion: The findings indicate that work break phubbing could potentially undermine interpersonal aspects of the psychosocial work environment. However, this was also seen as contingent on social norms and individual needs and preferences. Discussing phubbing in the workplace may be a way of mitigating negative effects by bridging disparate expectations., (© 2024 The Author(s). Scandinavian Journal of Psychology published by Scandinavian Psychological Associations and John Wiley & Sons Ltd.)

Without perspectives of low-wage workers in studies of worker health and well-being, researchers cannot comprehensively assess occupational health and health equity impacts of workplace exposures and interventions. Researchers and practitioners have noted particular challenges in engaging low-wage workers in worksite-based health survey research, yet little scholarship has described strategies for improving their engagement and response rates. To fill this gap, we present case examples from 5 occupational studies conducted between 2020 and 2024 in industries including health care, food service, and fulfillment centers. For each case, we describe how we identified barriers to worker engagement in surveys, explain specific strategies we used to address those barriers, and assess the effectiveness of these actions. Then, summarizing across case examples, we offer practical recommendations to researchers surveying low-wage populations, highlighting that high-touch recruitment, building trust with workers and managers, and obtaining manager support to take surveys during work time (for worksite-based studies) are critical for obtaining reliable, representative data. Our work contributes to broader discussions on improving survey response rates in vulnerable worker populations and aims to support future researchers undertaking similar efforts. ( Am J Public Health . 2025;115(2):201-208. https://doi.org/10.2105/AJPH.2024.307875).

Background: The COVID-19 pandemic and recovery period have exacerbated workforce challenges for nurses and midwives. The increasingly complex nature of healthcare, combined with rising workloads and staff attrition highlights the need for initiatives that improve workplace satisfaction and retention. In response, mentoring programs aimed at enhancing job satisfaction and retention are being increasingly implemented., Aims: This study sought to measure the workplace satisfaction of nurses and midwives across five New South Wales local health districts, utilising data captured from a wider study investigating the implementation of the Deadly Aboriginal and Torres Strait Islander Nursing and Midwifery Mentoring program., Design: An exploratory, mixed methods study using purposive sampling was employed., Methods: A secondary analysis of a modified version of the Nursing Workplace Satisfaction Questionnaire, was used to quantify intrinsic, extrinsic, and relational workplace satisfaction constructs among nursing and midwifery staff. Open ended questions included in the survey were thematically analysed using methods developed by Braun and Clarke (2022)., Results: Between June-October 2023, n =  106 participants returned the survey. Differences between intrinsic (items 2 & 5), extrinsic (item 9) relational (items 13-15) constructs were observed for health districts, Aboriginality, age, and professional role characteristics ( P  < 0.05). Five qualitative themes emerged from the data: Helping people is the priority; Teams make a difference to my workplace satisfaction; Managers impact my satisfaction; Scope and recognition; and Organisational factors., Conclusions: Overall, our findings indicate noticeable differences in workforce satisfaction and retention across various factors, including workforce areas, Aboriginality, age, and professional roles. For these groups, initiatives aimed at improving satisfaction and retention should prioritise fostering teamwork and a sense of belonging, as these elements have significant impact on job satisfaction for nurses and midwives and provide valuable guidance for nursing leaders.

Objectives: Chronic skin diseases (CSD) may lead to productivity losses. This mixed-methods study investigated symptom severity, social challenges, need for workplace accommodation, sick leave, and their association with perceived impaired work performance (IWP) among workers with CSD., Methods: Data were collected from April to June 2023. Participants (n = 102) completed an online questionnaire sent from the Institute for Occupational Safety and Hygiene and almost 20% were interviewed. The analyses included logistic regression and structural equation models and a thematic analysis., Results: Of participants, 72.3% reported perceived IWP. The need for workplace accommodation and sick leave duration were directly associated with IWP. These findings were integrated with common themes based on a socioecological approach., Conclusions: By working together to address personal, interpersonal, organizational, and societal aspects associated with CSD, occupational physicians and stakeholders can alleviate perceived IWP., Competing Interests: Conflict of interest for all authors: None declared., (Copyright © 2024 American College of Occupational and Environmental Medicine.)

Various stressors contribute to veterinary students' stress levels. According to the medical education literature, students' stress seems to increase during clinical training, but research investigating this in veterinary students is scarce. According to transactional stress theory, individual students may not perceive every stressor as equally stressful. The present research therefore aimed to investigate how stressful veterinary students perceive stressors of clinical training, identify subgroups based on their perceptions of these stressors, and determine whether the subgroups differ regarding their total clinical training-related stress and academic achievement. The sample consisted of 197 veterinary students completing their clinical rotation course. The Rotation Stress Questionnaire for Veterinary Students (RSQV) was employed to assess rotation-specific stressors and stress. Course grades served as indicators of academic achievement. Veterinary students reported moderate overall clinical training-related stress, and heavy workload was the main source of stress. Hierarchical cluster analysis identified four subgroups of students, namely: the Generally Stressed Group, Responsibilities Uncertainty Group, Overtasked Group, and Unstressed Group, with significant differences in total stress ( p < .001). The groups also differed significantly in academic achievement ( p = .015), with post-hoc analysis indicating significant mean differences between the highest- and lowest-stress groups ( p = .014). In conclusion, veterinary students' stress during clinical training appears to be a significant factor, particularly concerning workload. However, there are interindividual differences in total stress and achievement which should be considered.

Aim: Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions., Design and Methods: Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for., Results: Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found., Conclusion: While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction., Implications and Impact: Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns., Patient or Public Involvement: Three certified nursing assistants have contributed to the development of the survey., (© 2024 The Authors. Journal of Advanced Nursing published by John Wiley & Sons Ltd.)

Background: This study investigates the impact of workplace and client incivility on veterinary staff wellbeing and job satisfaction, examining both individual responses and organisational support mechanisms to identify best practices for managing incivility., Method: A mixed-methods approach was employed, involving a survey of 192 veterinary professionals from various roles and practice types. The survey measured experiences of incivility, individual factors (anxiety, stress, burnout, job satisfaction and turnover intention) and organisational factors (perceived organisational support, social support and civility climate)., Results: Client incivility was a significant predictor of increased anxiety, burnout and stress, while co-worker incivility was a significant predictor of increased anxiety. Organisational support and team civility were found to be significant predictors of job satisfaction and turnover intention, with organisational support mediating the impact of co-worker incivility on anxiety. Qualitative analysis highlighted the importance of listening to staff concerns and taking proactive measures to address incivility., Limitations: The data are cross-sectional and subjective, and the sample is predominantly female., Conclusion: Effective management of incivility in veterinary practices requires robust organisational support and clear policies. Practices should prioritise listening to staff, fostering a supportive environment and implementing training programs to mitigate the adverse effects of incivility on staff wellbeing and job satisfaction., (© 2025 The Author(s). Veterinary Record published by John Wiley & Sons Ltd on behalf of British Veterinary Association.)

Objectives: This study examined the association between care unit work environments in long-term care (LTC) homes and trends in care aides' job satisfaction and burnout (exhaustion, cynicism, reduced professional efficacy) from 2014 to early 2020., Design: This was a retrospective longitudinal study using data from care aide surveys collected by the Translating Research in Elder Care research program over 3 periods: September 2014-May 2015 (T 1 ), May 2017-December 2017 (T 2 ), and September 2019-March 2020 (T 3 )., Settings and Participants: The study included 631 care aides from a stratified random sample of 84 LTC homes in 3 Canadian provinces, who participated in data collection at all 3 time points., Methods: We used mixed-effects linear regression with a "time by work environment" interaction to assess whether work environment is associated with trends in job satisfaction (Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale) and burnout (Maslach Burnout Inventory-General Survey). We standardized the outcomes using z-scores., Results: Between T 1 and T 2 , care aides in care units with less favorable work environments-characterized by less supportive leadership, weaker work culture, less effective team communication and feedback mechanisms, and insufficient structural resources and staffing-experienced a statistically significant decline in job satisfaction (B = -0.17, P < .01) and professional efficacy (B = -0.20, P < .01), along with an increase in exhaustion (B = 0.15, P < .05) and in cynicism (B = 0.27, P < .001). Those in more favorable work environments exhibited no statistically significant changes in these variables during the same period. Moreover, care aides in less favorable work environments continued to experience an increase in exhaustion from T 2 to T 3 (B = 0.16, P < .05)., Conclusions and Implications: A positive work environment at the care unit level mitigated the deterioration in care aides' job satisfaction and burnout over the period studied. Targeted interventions to improve work environments show promise in sustaining the resilience of the care aide workforce., Competing Interests: Disclosure The authors declare no conflicts of interest., (Copyright © 2024 The Author(s). Published by Elsevier Inc. All rights reserved.)

Objectives: Addresses the role that psychological distress (ie depression and anxiety) plays in mediating the relationship between workplace harassment (ie sexual and generalized workplace harassment) and increased alcohol problems among employed college students., Participants: Two waves of data were collected from 905 study participants sampled from eight colleges and universities in the Midwestern United States., Methods: A mediation analysis was conducted using Hayes's PROCESS macro with bootstrapping., Results: The findings indicated that that workplace harassment predicts increased alcohol problems, and that the association between harassment and alcohol problems is mediated by psychological distress., Conclusions: Workplace harassment is a prevalent problem associated with increased alcohol problems and poor mental health for both genders in the U.S. collegiate workforce. Mental health practitioners and counselors at colleges can help students identify such issues and determine which steps a student might take to address them.

Background: This study investigated the connection between emotional intelligence and burnout through the mediating role of workplace milieu resources (a sense of community and mutual trust between employees) among social care leaders in Hungary utilizing the Job Demand-Resources model as a reference. The study evaluated emotional intelligence across three dimensions: understanding our emotions, understanding others' emotions, and positive emotional appraisal., Methods: A cross-sectional and quantitative study was conducted from 11th April to 30th November 2019 targeting Hungarian social care leaders. Participants (N = 547) were recruited non-randomly trough a training organized for them. Data collection involved sociodemographic questions, the Assessing Emotions Scale and the Copenhagen Psychosocial Questionnaire. Descriptive statistics, Pearson's correlation, and three saturated serial mediations (ML with percentile bootstrap) were implemented. During the mediations, one dimension of emotional intelligence was used as a predictor in each model with the sense of community and mutual trust as serial mediators, and burnout as the outcome., Results: The results confirmed the role of the leader's emotional intelligence in creating a supportive workplace atmosphere and its indirect effect on burnout through these workplace milieu resources, while its direct effect was found not to be substantial. Among the three aspects of emotional intelligence, positive appraisal had the largest effect on burnout., Conclusions: This study suggests that emotional intelligence' influence on burnout is mediated by workplace milieu resources. Therefore, it is crucial to encourage leaders to use their emotional intelligence to create a positive emotional atmosphere rather than solely concentrating on emotional comprehension., Competing Interests: The authors have declared that no competing interests exist., (Copyright: © 2025 Kozák et al. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.)

Background: Good healthcare worker (HCW) wellbeing positively impacts service user outcomes, yet the United Kingdom (UK) National Health Service (NHS) is suffering workforce burnout and retention issues. While urgently needing evidence-based wellbeing strategies, participatory interventions using positive psychology have been under-investigated. We aimed to develop a caring, collegial NHS labour ward environment wherein HCWs created paths to enhancing individual and collective workplace wellbeing., Methods: Insider Participatory Action Research (IPAR) used positive psychology within a social constructionist, pragmatic approach. All clinical and non-clinical HCWs on a consultant-led labour ward in the East Midlands, England, UK were invited to identify current sources of workplace wellbeing on which to collectively construct future ways of working. Qualitative data from several methods (below) were inductively thematically analysed., Results: Between October 2018 and July 2020, data were generated from 83 paper and 13 online questionnaires; 59 interviews; three action groups; six peer participant reviewers; 16 comments on data displays; and three emails. Three themes represented sources of workplace wellbeing: emotional, professional, and physical nourishment. Culture shifted to be more compassionate and inclusive, and morale, positivity, and atmosphere improved. Ways of working changed. Colleagues more proactively cared for each other, worked well together in teams, expressed thanks and feedback, and instigated interventions for colleagues' and women's welfare. Participants proposed that IPAR activities prompted change including: the researcher being considered an accessible colleague wellbeing resource; raised awareness of the importance of HCW wellbeing; and strengthened HCW relationships. The HEARS wellbeing intervention model (HCW driven, Everyone involved, Ask what makes a person feel good at work, Responses displayed, Steps taken) was developed to frame processes by which HCW participation catalysed impact towards workplace wellbeing., Conclusions: To our knowledge, this is the first English language study using IPAR to enhance HCW wellbeing. Colleagues from diverse occupational groups improved individual and collective wellbeing through self-determined action. Using participatory methodology and positive psychology encouraged a more compassionate and inclusive culture. Subject to implementation research evaluating these strategies' impact in different settings, we propose the HEARS wellbeing intervention model and workplace-based Colleague Support Volunteers as actions towards wellbeing and retention in healthcare organisations., Competing Interests: Declarations. Ethics approval and consent to participate: The study was conducted according to the Declaration of Helsinki. Health Research Authority and Health and Care Research Wales granted ethical approval 19/HRA/0334. Informed consent to participate was obtained from participants. Consent for publication: Written informed consent for publication was obtained from participants whose personal details are included in this publication. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Background: Organizational multilevel interventions have been called for as a means to improve psychosocial working conditions, reduce stress, and enhance wellbeing in organizations. However, these types of interventions are highly complex to implement and evaluate, and they remain scarce in the literature. In this study, we present the evaluation of a multilevel intervention conducted in a municipality setting., Methods: The intervention was based on a train-the-trainer principle and participatory risk assessment workshops on all organizational levels. Action plans were subsequently developed at the team level, and identified risks, which could not be addressed at the team level, were reported to the management for further action planning or escalation to the next management level. Using a pre-post study design, we evaluated changes in proximal outcomes related to the psychosocial working environment, and distal outcomes related to stress and job satisfaction. Changes over time in outcome measures were analyzed using linear mixed models. A quantitative process evaluation was used to examine the degree of implementation of the intervention., Results: Small improvements over time were observed with regard to quantitative demands, overall perception of the psychosocial work environment, job satisfaction, and the psychosocial safety climate. We also observed an increase in empowering leadership. Positive tendencies were also found for predicatability at work, possibilities for solving work tasks and support from closest manager. The effect sizes were small in all cases. No improvements in perceived stress or stress symptoms were found. The study revealed several practical and methodological challenges in conducting and implementing this type of multilevel intervention in a municipal setting., Conclusions: Overall, our study suggests that the intervention was associated with small positive changes in certain aspects of the working environment but no improvements were observed in stress outcomes. The study highlights a number of challenges in relation to implementing this type of multilevel intervention in a municipal setting., Trial Registration: The study was prospectively registered at ISRCTN84940247 on April 23, 2019., Competing Interests: Declarations. Ethics approval and consent to participate: The current study was approved by the Danish Data Protection Agency (#1–16-02–683-18). The agency is an independent authority that overlooks research compliance with the rules on the protection of personal data. According to Danish Law (Act on Research Ethics Review of Health Research Projects), available at:  www.nvk.dk/english/act-on-research  (accessed on: 26 October 2022), questionnaire- and register-based studies do not require approval by ethics or scientific committees or written informed consent. However, the respondents in the current study gave informed consent by ticking a box in the questionnaire after being informed on the purpose of the project. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Background: Workplace health screening rarely includes measures of cardiorespiratory fitness, despite it being a greater predictor of cardiovascular disease and all-cause mortality than other routinely measured risk factors. This study aimed to determine the comparative acceptability of using a novel seismocardiography device to measure cardiorespiratory fitness via VO 2 max during a workplace health check., Methods: Participants were invited to participate in workplace health screening sessions where VO 2 max was assessed by both seismocardiography at rest and sub-maximal exercise testing, in order for acceptability of both to be compared across multiple domains. Questionnaires and focus group guides for participants and practitioners were developed based on the Theoretical Framework of Acceptability. Data were analysed using t-tests and deductive thematic analysis., Results: There was a significant difference in the acceptability domain of 'affective attitude' between the novel SCG device (M = 9.06 ± 1.14) and the sub-maximal exercise testing (M = 7.94 ± 1.79); t = 3.296, p = .001, d = 0.50, and in the domain of 'burden' between the novel SCG device (M = 9.16, ± 0.55) and the sub-maximal exercise testing (M = 7.41 ± 1.45); t = 7.033, p = < 0.001, d = 1.45. Practitioners and employees highlighted the potential of seismocardiography to create a more inclusive and accessible workplace offer, allowing those with restricted mobility or those with differing physical or emotional needs to participate in wellness testing; yet there was a lack of understanding in both groups around intervention effectiveness and coherence., Conclusions: Seismocardiography may offer an acceptable route to cardiorespiratory fitness testing in the workplace, due to the low effort requirement and simplicity of administration. This study suggests that practitioners delivering such services have a critical role to play in acceptability of health interventions at work, as employees will be heavily influenced by practitioner beliefs around coherence and effectiveness. Comprehensive delivery training is important for the adoption of new health-related technologies such as seismocardiography into workplace health screening., Competing Interests: Declarations. Ethics approval and consent to participate: Approval for this research was granted by Sheffield Hallam University Research Ethics Committee, reference number ER45352278. All study participants provided written consent to participate. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Background: Previous studies have advocated the benefits of resilience-based interventions for creating a healthy and sustainable workforce. However, resilience is defined and measured in diverse ways. Therefore, the aim of this systematic review is (1) to identify how resilience is defined within different workplace interventions, translated into intervention content, and measured in these interventions; and (2) to synthesize the effectiveness of these interventions., Methods: A systematic literature search was conducted and included articles from 2013 - 2023. Twenty-four studies met the inclusion criteria, covering a total of 26 unique interventions. Definitions were categorized as: resilience as a trait, process, or outcome. Cohen's D was calculated to depict the effect sizes within the intervention groups from pre-test to post-test and, when possible, from pre-test to 3-month follow-up., Results: Included studies applied a wide range of definitions; most definitions fitted within the trait-orientation, conceptualizing resilience as an individual characteristic or ability, or the process-orientation, conceptualizing resilience as a dynamic process. No studies solely used the outcome-orientation, but some did combine elements of all three orientations. Various definitions, measures and intervention strategies were applied, however, almost half of the studies (46%) showed inconsistencies within these choices. Furthermore, findings show that most resilience-based interventions in the workplace have a positive impact. While educational workshops with a higher frequency and duration had medium to large effects, solely digital interventions had small effects, changing to small to medium when combined with non-digital elements., Conclusions: Findings suggest that resilience-based can benefit employees by enhancing their psychological well-being. This, in turn, can lead to improved work-related outcomes such as productivity, thereby offering advantages to employers as well. This underscores the growing recognition that resilience should be viewed as a shared responsibility between the individual and the organization. Further advancement in the field of resilience-based interventions in the workplace calls for future research to focus on maintaining consistency when choosing a definition of resilience, developing intervention content, and choosing an outcome measure., Preregistration: The search protocol was preregistered in the Open Science Framework, see Hollaar et al. (2023). https://doi.org/10.17605/OSF.IO/UKYF7 ., Competing Interests: Declarations. Ethics approval and consent to participate: Not applicable. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Objective: To identify physician perspectives on factors associated with physician burnout, protective factors against burnout, and to seek potential solutions for this pervasive problem., Design: A qualitative study with semistructured focus group interviews using a systematic framework analysis., Setting and Participants: Physicians from general internal medicine (GIM) and the emergency department (ED) at two urban tertiary care hospitals in Vancouver, Canada, were recruited. Separate GIM and ED physician focus groups were conducted virtually from July 2021 to December 2022, led by an independent facilitator. Audio recordings from focus group sessions were then transcribed for analysis., Results: 41 physicians (29 GIM and 12 ED) participated in the focus groups. The dominant themes for organisational factors attributed to burnout that were highlighted by both groups included heavy workload and scheduling, frequent interruptions, interdepartmental conflict and feeling undervalued by leadership. Other contributing factors that were only emphasised by GIM physicians were pressure to work out-of-scope of their practice, pressure to admit and discharge patients quickly, as well as sexism in the workplace. Factors unique to ED physicians included experiencing violence in the workplace and having to assess patients in waiting rooms. Protective organisational factors included time to build rapport with patients, staff collegiality, working within their scope of practice, and feeling rewarded and valued by leadership. Interventions suggested by physicians included improving channels of communication between staff, increasing flexibility in scheduling and strengthening hospitalists' services., Conclusions: Most organisational factors driving burnout were common to both GIM and ED physicians, including heavy workload and scheduling, frequent interruptions, interdepartmental conflict and feeling undervalued by leadership. Leveraging protective factors and intervening on organisational factors attributed to burnout such as improving communication and enhancing support services may be effective in addressing the physician burnout epidemic., Competing Interests: Competing interests: None declared., (© Author(s) (or their employer(s)) 2025. Re-use permitted under CC BY-NC. No commercial re-use. See rights and permissions. Published by BMJ Group.)

Aim: The aim of this study was to explore the role of managers and employees with an assigned responsibility (i.e. inspirers) when integrating recovery-enhancing activities into everyday work in a primary health care setting., Background: The possibility of recovery during the workday is essential for employee wellbeing. However, the literature on workplace interventions focusing on recovery is scarce. Especially with regard to the importance of local driving forces, like managers and inspirers., Methods: Two focus groups and two individual interviews were conducted in this qualitative interview study. In total, ten managers and inspirers from different primary health care centres were interviewed about their experiences of brief recovery interventions at their workplaces. A semi-structured interview guide was used, and the qualitative analysis was conducted by using systematic text condensation., Findings: From a leadership perspective, two themes with promoting factors for recovery interventions were identified. These were structural promoting factors (including authorisation, communication, and integration) and cultural promoting factors (including attitude, support, and open-mindedness). This knowledge can contribute to future workplace environment development with the focus on recovery during the workday. The results also showed several positive effects of integrated recovery, both on an individual and group level. Hence, this study is a valuable addition to the work recovery research, in terms of understanding the importance of investing in recovery at work.

Background: This study examines the impact of knowledge management practices (KMP) on job satisfaction, focusing on the mediating roles of learning opportunities and communication quality. It aims to provide insights into how effectively KMP can enhance employee satisfaction in Pakistan's IT sector., Method: The research utilizes cross-sectional data collected from 345 IT sector employees in Pakistan. A survey method was employed, using a structured questionnaire to gather the necessary data. The data was then analyzed to determine the relationships between KMP, learning opportunities, communication quality, and job satisfaction., Results: The findings reveal that KMP has a significant positive impact on job satisfaction. Additionally, KMPs are found to positively influence learning opportunities and communication quality, which in turn significantly contribute to job satisfaction. The results demonstrate that learning opportunities and communication quality mediate the relationship between KMP and job satisfaction., Discussion: This study recommends that the IT sector in Pakistan can improve job satisfaction by developing effective KMP that supports learning and communication quality. These practices also enhance employee satisfaction and are compatible with the identified strategic objectives of a knowledge-based economy in Pakistan's framework. In addition, this research extends the theoretical literature on the relationship between KMP and job satisfaction, with learning opportunities and communication quality as mediating factors. It offers important implications for IT firms and presents a foundation for future studies to examine potential moderators and replicate these results in other industries and geographies., Competing Interests: Declarations. Ethics approval and consent to participate: The research reported in this article was conducted following the ethical guidelines of the College of Economics and Management, Beijing University of Technology. Ethical approval was obtained from the Institutional Review Board (IRB) of the College of Economics and Management, Beijing University of Technology, though no specific approval number was issued. All procedures adhered to the ethical standards outlined in the 1964 Declaration of Helsinki and its later amendments or comparable ethical standards. Informed consent to participate was obtained from all participants in the study, ensuring their understanding of the research purpose, procedures, and rights. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

This study examined the link among environmentally conscious organizational citizenship behavior (OCBE) and responsible leadership among 167 management-level workers in manufacturing plants of arts industry in a developing economy. The study explored the impact of responsible leadership on OCBE, both directly and indirectly through colleague exchange. It also explored the role of a green organizational environment, employee goal orientation, and supervisory support in regulating the link between coworker exchange and OCBE. The findings indicated that responsible leadership held a substantial and favorable influence on organizational citizenship behavior and that this link was mediated via colleague interchange. Workers who exhibited high degrees of goal orientation and were exposed to a sustainable work environment exhibited higher organizational citizenship behavior towards the environment (OCBE), suggesting a connection between colleague contact and OCBE. However, the support from supervisors did not have any moderating effect on this association. The study offers practical and management insights into how to encourage eco-behavior in the workplace., Competing Interests: Declarations. Ethics approval and consent to participate: The Sargodha University Review Board (SURB) approved the participation of fifty-two (52) employees of the Sargodha University Art Department. However, SURB waived the participants’ consent. Consent for publication: Not applicable. Competing interests: The authors declare no competing interests., (© 2025. The Author(s).)

Introduction: Gender roles and stereotypes play a significant role in shaping the nursing profession, perpetuating systemic inequities that negatively impact professional experiences and healthcare system efficiency. In Türkiye, patriarchal norms and systemic disparities exacerbate these workplace challenges, particularly for female nurses., Methods: This qualitative study utilized semi-structured interviews with 13 female nurses working in intensive care units to examine the influence of societal expectations, workplace discrimination, and institutional policies on gender inequities in nursing., Results: The findings reveal that cultural norms, family influence, and constrained career planning often channel women into nursing, reinforcing perceptions of the profession as an extension of caregiving roles. While participants rejected the notion of nursing as a "women's profession," their narratives highlighted the pervasive impact of gendered expectations. Additionally, political favoritism and nepotism were identified as factors exacerbating workplace challenges, reflecting broader systemic issues in Türkiye's labor market. The normalization of gender norms and their internalization by female nurses further complicate efforts to combat discrimination., Discussion: The study underscores the necessity for policy interventions to address systemic gender inequities in nursing. Recommendations include implementing mandatory gender equality education within healthcare institutions, stricter enforcement of anti-violence laws, and the establishment of psychological and legal support systems for workplace violence victims. Additional measures, such as childcare support and regulations against marital status-based discrimination, are essential to mitigate inequities. By addressing societal, cultural, and institutional factors, this research provides actionable strategies for healthcare organizations and policymakers to promote equity and improve sector efficiency., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2025 Aca, Kırcal-Şahin, Özdemir and Kaymakcı.)

Psychosocial safety climate (PSC) is defined as the corporate climate in relation to employees' perceptions of organizational policies, procedures, and practices for the protection of employee psychosocial safety and well-being. The present study was based on the Demand-Induced Strain Compensation (DISC) Model and proposed that the interplay between identical job demands and resources would be conditioned by PSC. Particularly, high levels of PSC would enable employees to optimally perceive and utilize more job resources in dealing with corresponding job demands. A study was conducted among 406 Chinese workers from various occupational sectors. The findings of hierarchical regression analyses suggested that PSC a) mitigates the negative relation between emotional resources and exhaustion, b) enhances the positive relation between emotional resources and work engagement, and c) mitigates the negative relation between emotional demands and work engagement. We also found that PSC is a compensatory factor for low cognitive resources and demands encouraging high work engagement. Although we did not find the proposed three-way interactions, the present findings support the idea that high PSC is a fundamental contextual factor conducive to workers' health and well-being, especially in perceiving and obtaining emotional resources.