Moving Diabetes Prevention Programs to the Workplace: A Qualitative Exploration of Barriers and Facilitators to Participant Engagement When Implemented by an Employer-Based Clinic.

Purpose and Objectives: The Diabetes Prevention Program (DPP), an effective evidence-based strategy to reduce the incidence of type 2 diabetes, has been widely implemented in various locations, including workplaces. However, most people do not remain engaged in the program for the recommended full year. Limited qualitative research exists around participant engagement in the workplace DPP. Our study aimed to explore participant engagement in the DPP delivered through the employer-based clinic (EBC) at a large technology company. Intervention Approach: The DPP was implemented through the EBC at a large technology company in Southern California, beginning in September 2019 by using in-person and virtual synchronous group classes before and during the COVID-19 pandemic. Evaluation Methods: Virtual focus groups with DPP participants from 2 inaugural cohorts were conducted via Zoom from October 2020 to February 2021. Data were analyzed by using inductive thematic analysis. Results: Five focus groups with 2 to 3 participants in each (total n = 12) were conducted, 2 focus groups per cohort and 1 focus group with the group instructors. Barriers and facilitators to engagement in the DPP were grouped into thematic domains: Individual Drivers, Small Group Community, Workplace Setting, Integrated EBC, and the COVID-19 Pandemic. Results showed that prepandemic workplace demands (ie, meetings, travel) affected DPP participation, yet the group setting provided social support in the workplace to engage in and maintain healthy habits. With the move to a virtual synchronous offering during the pandemic, participants valued the group setting but expressed a preference for in-person meetings. Collectively, participant engagement was bolstered by shared buy-in and collaboration between the employer and the EBC. Implications for Public Health: Our findings suggest that engagement in a workplace DPP can be supported by addressing workplace-specific barriers and gaining buy-in from employers. Delivering the DPP, in person and virtually, through an EBC has the potential to engage employees who have prediabetes.

Psychometric Evaluation of a Measure of Evidence-Based Practice in Occupational Health.

BACKGROUND: Occupational Health Services (OHS) are obliged to follow the principles of evidence-based medicine. However, there needs to be tools to measure this. Therefore, we developed and validated a questionnaire for evaluating OHS practitioners' attitudes, competence, and organisational support to perform evidence-based practice (EBP-OHS) following the JBI Model of Evidence-Based Healthcare. METHODS: The questionnaire's content validity was assessed by 12 experts in the field. Then, an opportunity sample of 549 OHS practitioners completed the questionnaire. We examined the questionnaire's psychometric properties using exploratory factor analysis and subjected it to construct validity and reliability testing. RESULTS: The content validity index of the chosen items was 0.78 or higher. Exploratory factor analysis revealed that the measure's construct validity was adequate (KMO 0.9). Principal component factor analysis supported a three-factor structure (all eigenvalues 1.3 or more), which explained 60.3 % of the total variance. Aligned with these three factors, the EBP-OHS consists of three domains: Organisational support (seven items), OHS practitioners' competence (six items) and OHS practitioners' attitudes (two items). The scale's reliability is good (Cronbach alpha 0.88). CONCLUSIONS: The EBP-OHS is a valid tool for measuring occupational health services' evidence-based practice and enabling the implementation of research into practice. It embodies the phases of evidence transfer and implementation described in the JBI Model of Evidence-Based Healthcare and translates them into concrete measurable activities in the OHS context.

Trends in negative interpersonal relationships at work and awareness of occupational safety and health services: a 2014-2019 trend analysis.

OBJECTIVE: A good psychosocial climate at work, including positive interpersonal relationships, is a protective factor for health, whereas social conflict imposes a considerable health risk. Occupational safety and health (OSH) services can help create a positive working environment. In the present study, we analyzed trends in the awareness of OSH services and interpersonal relationships and whether these are linked. METHODS: We used time series data from the Italian Survey on Health and Safety at Work (INSuLa) from 2014 and 2019 (n = 16 000 employees). Negative interpersonal relationships included workplace bullying and lack of workplace support. The availability of OSH services was measured through items inquiring about the awareness of OSH representatives and OSH training. We used Poisson regression in reporting prevalence ratios and provided predicted probabilities and average marginal effects to show trends and differences in interpersonal relationships and OSH availability. RESULTS: Our findings suggest that negative interpersonal relationships at work increased, whereas awareness about OSH services declined between 2014 and 2019. These trends were particularly strong for young workers, for whom workplace bullying increased by 6.3% and awareness of OSH training declined by 11.7%. We also found that unawareness about OSH services is associated with negative interpersonal relationships at work. CONCLUSION: The results suggest that low OSH awareness may be an increasing problem, whereas exposure to an adverse social climate at work became more frequent at the same time. Given the role of OSH services in ensuring a positive working climate, it is important to increase workers' awareness about OSH services.

The SME tool supporting employers of small- and medium-sized enterprises during the return to work of employees on long-term sick leave: study protocol for a randomized controlled trial and for a process evaluation.

BACKGROUND: Returning to work after long-term sick leave can be challenging, particularly in small- and medium-sized enterprises (SMEs) where support may be limited. Recognizing the responsibilities and challenges of SME employers, a web-based intervention (hereafter the SME tool) has been developed. The SME tool aims to enhance the employer's intention and ability to support the sick-listed employee. Based on the Self-Determination Theory, it is hypothesized that this intention is enhanced by intervening in the employer's autonomy, competences, and relatedness targeted at, e.g., communication with sick-listed employee, involvement of other stakeholders, and practical support. This is achieved by means of providing templates, communication videos, and information on legislation. This article describes the design of an effect and process evaluation of the SME tool. METHODS: A randomized controlled trial (RCT) with a 6-month follow-up will be conducted with a parallel-group design with two arms: an intervention group and a control group. Sick-listed employees (≤ 8 weeks) of SMEs (≤ 250 employees) at risk of long-term sick leave and their employers will be recruited and randomly allocated as a dyad (1:1). Employers randomized to the intervention group receive unlimited access to the SME tool, while those in the control group will receive care as usual. The primary outcome is the satisfaction of the employee with the return to work (RTW) support provided by their employer. Secondary outcomes include social support, work performance, and quality of work life at the employee level and self-efficacy in providing RTW support at the employer level. Outcomes will be assessed using questionnaires at baseline and 1, 3, and 6 months of follow-up. Process evaluation measures include, e.g., recruitment and use of and perceived usefulness of the SME tool. Additionally, semi-structured interviews with employers, employees, and occupational physicians will explore the interpretation of the RCT results and strategies for the national implementation of the SME tool. DISCUSSION: The SME tool is hypothesized to be valuable in addition to usual care helping employers to effectively support the RTW of their long-term sick-listed employees, by improving the employers' intention and ability to support. TRIAL REGISTRATION: ClinicalTrials.gov, NCT06330415. Registered on February 14, 2024.

The effects of an employee assistance program on productivity at work, workability, absenteeism, and smartphone measures of heart rate and heart rate variability.

Employee Assistance Programs (EAPs) have been shown to effectively reduce absenteeism, workplace injury rates, and health-related productivity impairments. However, established measures for determining its impact on employee-level productivity have rarely been used, nor have studies employed biological measures of well-being. Drawing on the allostatic load theory, we examine the effects of an EAP on biological measures (heart rate, heart rate variability), established measures of health-related productivity (Workability Index, Health and Work Performance Questionnaire, Workplace Limitations Questionnaire), and absenteeism 4 weeks and 6 months after clients started to receive counseling. We conducted a quasi-experimental study comparing an EAP (n = 73) with a matched control group (n = 134) using propensity score matching. We found that an EAP improves health-related productivity 4 weeks and 6 months after enrolling in counseling, above and beyond changes in the control group. Biological measures changed in the hypothesized directions, but differences between the groups did not reach significance. Absenteeism did not change in the EAP group 6 months after enrolling in counseling. In an exploratory analysis, we found that individuals requiring many sessions in the first 4 weeks showed worse productivity outcomes, demonstrating a negative dose-response relationship. Our study provides an example of how to include biological measures in EAP research. It adds to the scientific evidence of the usefulness of EAP services in restoring employee-level productivity. We calculate that the marginal productivity improvements per employee using the EAP are as much as $15,600 per annum. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Quality Assessment of a Virtual Post Offer Placement Assessment in Employee Occupational Health Services.

OBJECTIVE: The rise in remote work and increased access to technology allow opportunity for virtual onboarding. The aim of this project was to assess the quality of virtual onboarding versus the traditional in-person onboarding. METHODS: A multidisciplinary team utilized a survey to evaluate staff and new hire candidate satisfaction with the in-person versus virtual post offer placement assessment (POPA). RESULTS: The virtual POPA process maintained a high-level of quality and satisfaction among new hire healthcare candidates compared to in-person onboarding, with shorter appointment times. Employee Occupational Health Services staff and new hire candidates reported a preference for the virtual POPA process over traditional in-person onboarding. CONCLUSIONS: The virtual POPA option reduced the length of appointments and maintained satisfaction and quality of service.

Effects of interventions implemented by occupational health professionals to prevent work-related stress complaints: a systematic review.

Work-related stress complaints are a growing societal problem. Occupational health professionals often play a key role in its prevention. However, studies providing an overview of preventive interventions and their effectiveness are lacking. Therefore, the aim of this systematic review was to summarise the evidence on the effectiveness of interventions delivered by occupational health professionals to prevent work-related stress complaints.A systematic search in PubMed, Embase, PsycInfo and Medline was performed in May 2023 based on PICO (population, intervention, control and outcomes) elements. Inclusion criteria were: peer-reviewed papers with a randomised controlled trial design, quasi-experimental design and pre-post evaluations with a control group; working populations not on sick leave; interventions delivered by occupational health professionals; and stress outcomes. Data were extracted using a predefined extraction form, risk of bias was assessed using the Cochrane risk of bias tool for randomised trials (RoB-2) and Risk of Bias in non-randomised Studies-of Interventions tool, and a narrative analysis was performed to summarise data.Nine studies were included in this review and encompassed a diverse range of populations, interventions and professionals involved, outcome measures, and effects observed. Five studies found either mixed effects on stress outcomes, short-term positive effects, or positive effects in a subgroup of participants demonstrating high adherence to the intervention.As the results show mixed findings, a high risk of bias, and a limited number of studies was available, more research is needed to the effectiveness of the interventions and the factors underlying this.

Ohio Health Care Professionals' Pandemic-Related Help-Seeking Knowledge, Behaviors, and Concerns.

BACKGROUND: Health care professionals (HCPs) historically exhibit high rates of stress, burnout, and low rates of service utilization from Employee Assistance Programs (EAPs) and Professional Health Programs (PHPs). New and magnified stressors that accompanied COVID-19 exacerbated HCPs' risk of burnout. PURPOSE: During the pandemic, this study examined Ohio HCP's utilization of EAPs and PHPs, knowledge of available services, barriers to accessing services, and likelihood of future service utilization. Conditions needing to change to increase likelihood of future utilization were also explored. METHODS: A one-time survey was administered in July and August of 2021 to HCPs from 13 licensing boards in Ohio. This study used a subset of data to examine the extent of convergence between quantitative results-analyzed using frequency calculations-and results from thematic analysis of corresponding open-ended survey items. Qualitative results supported and elaborated the quantitative findings. RESULTS: Fewer than 25% of respondents (N = 12,807) utilized EAPs or PHPs to address mental health concerns. Obstacles impeding service utilization included issues around awareness, time commitment, and confidentiality-a concern encompassing issues of stigma and fear of employment repercussions. Noting multiple obstacles to accessing EAPs and PHPs, HCPs in Ohio reported low rates of support service utilization and low likeliness to use services in the future despite their experiences of extreme stress and burnout. CONCLUSIONS: Addressing the time commitment and confidentiality concerns could increase the likelihood of accessing services. Employers of HCPs should explore additional support mechanisms such as comprehensive wellness programs and innovative, brief intervention strategies to combat burnout, especially during viral outbreaks and other high-stress events.

[Resources and activities of voivodeship occupational medicine centers in Poland during the COVID-19 pandemic]. / Zasoby i dzialalnosc wojewódzkich osrodków medycyny pracy w Polsce w okresie pandemii COVID-19.

BACKGROUND: Voivodeship Occupational Medicine Centres (VOMC), being higher-level units towards basic units providing preventive care for employees in Poland, play a consultative, appeal, supervisory and registration role towards them. Additionally, they perform many other tasks specified in the Occupational Medicine Service Act, including conducting diagnostic and jurisprudential activities related to occupational diseases and postgraduate education in occupational medicine. MATERIAL AND METHODS: The analysis covers data from 2017-2022 on VOMCs activities, derived from mandatory MZ-35 reporting. RESULTS: Over 6 years, the number of employed physicians at VOMCs decreased from 830 in 2017 to 820 in 2022, with >20% of employment contracts transitioning to other forms of cooperation. The number of employed nurses decreased from 375 to 342, and the number of psychologists from 86 to 82. During the 3 years of the pandemic (2020-2022), compared to 2017-2019, the consultative activity of VOMCs for basic units of occupational health service decreased by nearly 30%, while appeal and supervisory activities decreased by 15.2% and 15.8%, respectively. The number of individuals receiving outpatient medical rehabilitation for occupational pathology decreased by >32%, and the number of services provided for established occupational pathology decreased by >14%. The number of certifications for occupational diseases decreased from 3963 in 2019 to 3518 in the first year of the pandemic, then increased to 4145 in 2021 and 3990 in 2022. CONCLUSIONS: The COVID-19 pandemic had a significant impact on the functioning of VOMCs. Changes in specific areas of their judicial, consultative, appeal, supervisory, training and rehabilitation activities corresponded with the socio-legal changes observed between 2020-2022. The structure of employment at VOMCs and the scope of their tasks remained stable during the pandemic. The observed changes in employment of medical staff were in line with general trends in healthcare institutions and regional conditions. Med Pr Work Health Saf. 2024;75(4):367-381.

Occupational Health Barriers in South Africa: A Call for Ubuntu.

Many low- and middle-income countries (LMICs) grapple with shortages of health workers, a crucial component of robust health systems. The COVID-19 pandemic underscored the imperative for appropriate staffing of health systems and the occupational health (OH) threats to health workers. Issues related to accessibility, coverage, and utilization of OH services in public sector health facilities within LMICs were particularly accentuated during the pandemic. This paper draws on the observations and experiences of researchers engaged in an international collaboration to consider how the South African concept of Ubuntu provides a promising way to understand and address the challenges encountered in establishing and sustaining OH services in public sector health facilities. Throughout the COVID-19 pandemic, the collaborators actively participated in implementing and studying OH and infection prevention and control measures for health workers in South Africa and internationally as part of the World Health Organizations' Collaborating Centres for Occupational Health. The study identified obstacles in establishing, providing, maintaining and sustaining such measures during the pandemic. These challenges were attributed to lack of leadership/stewardship, inadequate use of intelligence systems for decision-making, ineffective health and safety committees, inactive trade unions, and the strain on occupational health professionals who were incapacitated and overworked. These shortcomings are, in part, linked to the absence of the Ubuntu philosophy in implementation and sustenance of OH services in LMICs.

[Occupational medicine in France: the current situation in 2024]. / Médecine du travail en France, état des lieux en 2024.

OCCUPATIONAL MEDICINE IN France : THE CURRENT SITUATION IN 2024. Occupational medicine has evolved since its creation in 1946. Occupational medicine services have become Occupational health services (OHS) and medical examination in nowadays only a part of their missions, which include helping the employers to perform risk assessment, patients to stay at work, and implementing health promotion in the workplaces in order to prevent disabilities. To fulfill those missions, OHS can rely on health specialists (occupational physicians and nurses) but also on a wide range of competencies, from toxicologists to ergonomists, and from psychologists to occupational hygiene specialists, all gathered in multidisciplinary teams, leaded by the occupational physician. Optimizing cooperation between general practitioners and occupational health physicians is still needed to improve the worker journey, to facilitate his ability to return to work and to ameliorate his long-term health follow-up according to his previous occupational exposures.

MÉDECINE DU TRAVAIL EN FRANCE, ÉTAT DES LIEUX EN 2024. La médecine du travail a peu à peu évolué, depuis sa création en 1946. Les services médicaux du travail sont devenus des services de prévention et de santé au travail, et le suivi de santé ne représente désormais qu'une partie de leur activité. L'aide à l'évaluation des risques, le maintien en emploi, les actions de promotion de la santé dans une perspective de prévention de la désinsertion professionnelle ont pris une place grandissante. Cela s'est accompagné d'une évolution des compétences au sein de ces services. Outre la compétence santé représentée par le binôme médecin-infirmier, des ergonomes, psychologues et toxicologues sont désormais présents ; ils interviennent en prévention des risques professionnels et constituent des équipes pluridisciplinaires, animées et coordonnées par le médecin du travail. Une meilleure collaboration entre médecin du travail et médecin traitant reste nécessaire pour améliorer le parcours du travailleur, son maintien en emploi et son suivi de santé au long cours en fonction de ses expositions professionnelles passées.

[Implementation of psychotherapeutic consultation at work (PT-A): expectations, announcement, and use : Results of the friaa-study]. / Implementierung einer psychotherapeutischen Sprechstunde am Arbeitsplatz (PT-A): Erwartungen, Bekanntmachung und Nutzung : Ergebnisse der friaa-Studie.

INTRODUCTION: Psychotherapeutic consultation at work (PT-A) offers easily accessible, short-term support for employees experiencing psychological stress. The aim of the study was to evaluate aspects of the implementation regarding announcement, access, and use of the PT­A. METHODS: The study was conducted as part of a randomized controlled trial (RCT) called "Early Intervention in the Workplace". Forty-six company actors answered a questionnaire about how the companies announced the PT­A to their employees, the barriers in the announcement of the PT­A, and the beneficial factors of using the PT­A. The access routes of the 550 participating employees were used from the baseline data of the RCT. Seven company actors were qualitatively interviewed about their expectations of the PT­A and 22 participants of the RCT were interviewed about their experiences accessing and using the PT­A. RESULTS: The company actors hoped that the PT­A would have an impact on all levels of prevention. Most companies announced the PT­A centrally (e.g., flyers and intranet) as well as through individual recommendations (e.g., through the company's social counselling and occupational health professionals). Employees appreciated the opportunity to participate anonymously in the central announcement. Advantages of the supportive access were seen in the accessibility of employees without treatment experience, employees with high levels of suffering, and employees who have not yet recognized their own need for treatment. DISCUSSION: The results suggest that it is useful to announce the PT­A centrally to all employees but also to recommend it personally to affected employees. By using both methods, different PT­A target groups can be reached and the advantages of anonymous participation are retained.

Medical occupational check-ups during the COVID-19 pandemic in the European Union.

Given the enormous scale of the COVID-19 pandemic affecting the healthcare sector, limited human resource capacity, and efforts to prevent the spread of COVID-19, occupational health protection could not escape changes. The aim was to identify and compare the regulations regarding the provision of medical occupational check-ups (MOCs) during the pandemic in all European Union member states (EU MS). The study employed the Delphi method, involving experts from EU MS to assess MOC regulations between January 2020 and May 2021. Experts were queried regarding the existence and specifics of MOC regulations, particularly for entrance and periodic MOCs at hazardous and non-hazardous workplaces. Out of the 27 EU MS surveyed, 13 EU MS did not regulate MOCs, while 14 EU MS (51.6%) regulated the provision of MOCs. The regulations were changes in the way MOCs were provided, modifications (postponement in time, alternative provision, e.g. using telemedicine or online connection, or replacing the medical certificate of fitness to work based on the MOC with a declaration by the worker), or interruption without compensation, even for hazardous works. The regulations were in effect for different lengths of time and varied in some countries during the study period. The cumulative duration of MOC interruptions in all EU MS during the study period was 137 months (7.5% of the cumulative study period of 1836 months). Given the different approaches to the provision of MOCs in EU MS, it has proved appropriate to develop an optimal unified framework plan for future similar situations.

Workplace health culture and trust in the occupational health office: A descriptive study of meatpacking workers.

INTRODUCTION: Worker trust in employer-provided occupational health services has not been explored in essential industries, such as meatpacking. The purpose of this study was to describe workplace health culture and trust in the occupational health office and highlight meatpacking workers' experiences with the occupational health office. METHODS: Meatpacking workers were surveyed between February 2021 and October 2022. Descriptive statistics and nonparametric tests were used to explore trust across demographic variables, including workplace health culture. Thematic analysis was used to examine the short-answer qualitative data. RESULTS: Among workers who completed surveys (n = 731), health culture was rated low (M = 1.3 (0.73); possible range 0-3). Trust in the occupational health office was also rated low (M = 8.2 (5.06); possible range 0-20). Workers' descriptions of interactions with the occupational health office were mostly unfavorable (287 negative opinion units; 97 positive opinion units) and primarily focused on quality of care, communication, the supervisor as gatekeeper to health services, and the prioritization of company interests. CONCLUSION: Meatpacking worker health may be improved by building worker trust in the occupational health office. Suggested strategies include enhanced communication, protection of confidentiality, prioritization of worker well-being, and promotion of a stronger health culture in plants and throughout the industry. Supporting workers without a regular healthcare provider to establish a relationship with a primary care provider of their choice is also recommended.

[Rationale, models, and impact of workplace-based psychotherapeutic services]. / Rationale, Modelle und Wirkung arbeitsplatznaher psychotherapeutischer Angebote.

Mental illnesses and behavioral disorders are very common among the working population, affecting up to a third of employees each year, and are associated with great suffering, the risk of chronicity, and the loss of employment. Economically, mental illnesses cause high costs. In order to mitigate these consequences and increase the chances of recovery, rapid diagnosis, early and appropriate treatment where necessary, and-over and above the usual psychotherapy approach-attention to the work-related causes are of crucial importance.Psychotherapeutic Consultation at the Workplace (PT-A) attempts to meet these requirements. It offers psychotherapeutic help at short notice and close to the workplace for employees suffering from mental stress; provides (depending on the problem) counseling, diagnostics, prevention, and short-term or bridging therapy; and supports reintegration after a longer period of mental illness. It is helpful to cooperate closely with the company medical service, which consults the PT­A, refers employees to it, provides information on the company situation, and can support reintegration if necessary. Funding is often provided by the company but can also be provided by health insurance companies in integrated care models.This article begins by describing the history and principles of PT­A and the role of work stress in the development of psychological and psychosomatic disorders. The implementation of PT­A is then outlined using two examples. Finally, the current study "Early Intervention at the Workplace" ("Frühe Intervention am Arbeitsplatz" [friaa]), to which several articles in this special issue refer, is briefly presented.

[Evaluation of Networks in Workplace Health Promotion using the Example of "Gesunde Betriebe Kinzigtal" - An Empirical Analysis]. / Evaluation von Netzwerken in der Betrieblichen Gesundheitsförderung am Beispiel "Gesunde Betriebe Kinzigtal" ­ eine empirische Analyse.

BACKGROUND: For years, there has been a high level of activity in creating networks in workplace health promotion (WHP). So far, there have only been a few evaluations of these network formations. The aim of this study was to evaluate networks in WHP using the example of the regional network "Gesunde Betriebe Kinzigtal" (Healthy Companies Kinzigtal). The network supports companies in the Kinzigtal in the implementation and realisation of WHP. METHOD: By means of an online survey, responsible employees of the participating companies evaluated the network and the measures for WHP. The focus was on the constructs of satisfaction and benefit as well as the perception of networks in WHP. RESULT: Of the 21 companies participating in the network, 13 took part in the study, which corresponds to a response rate of 62%. The analysis showed a positive evaluation of the network activities. The companies were satisfied with the network "Gesunde Betriebe Kinzigtal" as well as the measures for WHP and derived a benefit from it. Furthermore, the companies perceived the network as helpful and participation in it as beneficial. CONCLUSION: Networks provide support for the introduction and long-term implementation of WHP.

Improving Access and Quality of Behavioral Health Services for Health Care Employees.

OBJECTIVE: To describe key features and the initial implementation of an employer-sponsored program designed to increase access to quality mental health treatment for employees of a large health care system. Methods: Retrospective data were collected on employer's efforts to develop a programmatic solution to address barriers to accessing quality mental health treatment among its employees and on initial program implementation. Results: Data from the initial cohort ( N = 1049) of program participants support the use of low threshold digital tools to enhance access to care, the importance of care navigation and a robust curated provider network in matching employees to appropriate care options, and the value of providing online, evidence-based psychotherapy to facilitate high rates of treatment engagement. Conclusions: Findings can help inform employers about approaches to improve access to quality mental health treatment for their employees.

Association between workplace health promotion service utilisation and depressive symptoms among workers: a nationwide survey.

OBJECTIVES: Workplace-related factors are associated with the risk of depression. Despite implementation of workplace health promotion (WHP) programmes in China to promote the physical and mental well-being of workers, the relationship between WHP and depression has received limited attention. This study investigated the association between WHP service utilisation and depressive symptoms among workers. STUDY DESIGN: This was a cross-sectional survey. METHODS: A researcher-designed questionnaire was used to collect information on socio-demographic and occupational characteristics, WHP service utilisation, and mental health status. The Lasso method was used for variable selection to achieve dimension reduction, and logistic regression was used to assess the association between WHP service utilisation and depressive symptoms. RESULTS: The analysis included 11,710 workers, of whom 17.0% had depressive symptoms. Lasso regression resulted in 6 of 18 WHP services showing significant negative associations with depressive symptoms, including occupational safety training, mental health services, health check-ups, sports activities, fitness rooms, and healthy canteens. The logistic regression results showed that, after adjusting for sociodemographic and occupational factors, utilisation of these six services was associated with a decreased likelihood of depressive symptoms. The adjusted odds ratio (aOR) was 0.84 (95% confidence interval [CI]: 0.73-0.96) for occupational safety training, aOR: 0.82 (95% CI: 0.68-0.99) for mental health services, aOR: 0.80 (95% CI: 0.71-0.90) for health check-ups, aOR: 0.68 (95% CI: 0.57-0.80) for sports activities, aOR: 0.59 (95% CI: 0.47-0.74) for fitness rooms and aOR: 0.72 (95% CI: 0.59-0.87) for healthy canteens. CONCLUSIONS: Utilisation of WHP services was associated with a lower prevalence of depressive symptoms. Implementation of WHP services and the provision of a supportive workplace environment should be prioritised to benefit the mental health of workers.

Digital Occupational Health: Opportunities and Challenges for the Workplace.

This paper discusses the role of the workplace in digital occupational health as part of an increasingly digitalized working life. Digital occupational health can be considered to consist of at least the following digitalized components: a) occupational health services and data, b) human resource data, c) group-level field data collected from the work environment and employees, and d) individual-level field data collected for personal use only. These data and related processes form a basis for so called data-driven management of occupational health and safety. To collect such data and keep it updated, it is important to pay attention to: a) worker acceptance, b) user friendliness, c) data validity, integrity, and protection, d) adequate resources, and e) ethical and effective use of the data. The current literature suggests that there are promising mobile and wearable devices and eHealth solutions to support worker health. To use them effectively, it is good to pay attention to the implementation process in the workplace. Ultimately, trust and collaboration among all parties are the cornerstones for gaining benefits from digital occupational health.

Occupational Health Services in policing: identifying the psychological burden to OHS team members.

BACKGROUND: Occupational Health Services (OHS) workers in the police are exposed to stressful and pressurized environments where they try to help employees deal with serious physical and mental health conditions. AIMS: This study used psychological surveillance to identify the level of mental health conditions within each of the police OHS (POHS) roles and to identify whether it was possible to identify the main hazards and resilience factors related to these conditions. METHODS: Data on mental health conditions (anxiety, depression, post-traumatic stress disorder [PTSD] and secondary trauma) were gathered with questionnaires measuring lifestyle, coping skills, workability and illness behaviour. Personal information and average symptoms, hazards, and resilience factors were measured and compared between the POHS groups. Stepwise linear regression was used to identify the variable that explained the symptoms' level. RESULTS: Data were gathered from 251 POHS team members working in multidisciplinary services, including OH physicians, psychologists, advisors, nurses, technicians, well-being and administrators. The results showed that POHS teams are experiencing levels of symptoms significantly higher than those found in the general population and that OH counsellors had lower levels of symptoms and sickness absence than their colleagues. The stepwise regression identified managing workloads to be associated with lower symptom levels. CONCLUSIONS: The findings illustrated the importance of a manageable workload, a stable, resilient personality and a positive attitude towards work. Using coping skills, including physical fitness, social support, involvement and getting enough sleep is associated with lower anxiety, depression, PTSD and secondary trauma symptoms.