Slow and steady-small, but insufficient, changes in food and drink availability after four years of implementing a healthy food policy in New Zealand hospitals.

BACKGROUND: A voluntary National Healthy Food and Drink Policy (the Policy) was introduced in public hospitals in New Zealand in 2016. This study assessed the changes in implementation of the Policy and its impact on providing healthier food and drinks for staff and visitors in four district health boards between 1 and 5 years after the initial Policy introduction. METHODS: Repeat, cross-sectional audits were undertaken at the same eight sites in four district health boards between April and August 2017 and again between January and September 2021. In 2017, there were 74 retail settings audited (and 99 in 2021), comprising 27 (34 in 2021) serviced food outlets and 47 (65 in 2021) vending machines. The Policy's traffic light criteria were used to classify 2652 items in 2017 and 3928 items in 2021. The primary outcome was alignment with the Policy guidance on the proportions of red, amber and green foods and drinks (≥ 55% green 'healthy' items and 0% red 'unhealthy' items). RESULTS: The distribution of the classification of items as red, amber and green changed from 2017 to 2021 (p < 0.001) overall and in serviced food outlets (p < 0.001) and vending machines (p < 0.001). In 2021, green items were a higher proportion of available items (20.7%, n = 815) compared to 2017 (14.0%, n = 371), as were amber items (49.8%, n = 1957) compared to 2017 (29.2%, n = 775). Fewer items were classified as red in 2021 (29.4%, n = 1156) than in 2017 (56.8%, n = 1506). Mixed dishes were the most prevalent green items in both years, representing 11.4% (n = 446) of all items in 2021 and 5.5% (n = 145) in 2017. Fewer red packaged snacks (11.6%, n = 457 vs 22.5%, n = 598) and red cold drinks (5.2%, n = 205 vs 12.5%, n = 331) were available in 2021 compared to 2017. However, at either time, no organisation or setting met the criteria for alignment with the Policy (≥ 55% green items, 0% red items). CONCLUSIONS: Introduction of the Policy improved the relative healthiness of food and drinks available, but the proportion of red items remained high. More dedicated support is required to fully implement the Policy.

Relationship between satisfaction with life and work and work functioning impairment among Japanese animators.

This study aimed to clarify the relationship between presenteeism and the level of satisfaction with the work environment in the anime industry. Data from the Animation Producers Survey 2023 were analyzed. A total of 366 laborers were included in this study. Presenteeism was assessed using the Work Functioning Impairment Scale (WFun). The satisfaction levels with eight items were evaluated, including current income level, income stability, working hours, workload, professional content, work relationships, job stability, and prospects for future work and work style. No significant differences were observed in the current income level and working hours, which were not according to the Effort-Reward Imbalance model, whereas those of other items were consistent with the model or the Job Demand-Control-Support model. Providing occupational health services tailored to the industry's characteristics is necessary for preventing occupational dysfunction among animators.

Mothers' needs and wishes for breastfeeding support in workplaces in Thailand: a qualitative study.

BACKGROUND: Returning to work is a barrier to breastfeeding. Although the Department of Labour Protection and Welfare (DLPW) in Thailand encourages employers to initiate a breastfeeding corner - a designated area where mothers can express their breastmilk privately and comfortably - in their workplace to support lactating employees, little is known about what kind of support mothers would like to continue breastfeeding after returning to work. This research aimed to explore mothers' needs and wishes for breastfeeding support in the workplace. METHODS: This qualitative study used focus group discussions to collect data from female employees who had a child aged 6 - 24 months in factories that had initiated a breastfeeding corner between 1 October 2021 and 30 September 2022. The focus group discussions were held between June and July 2023. We employed semi-structured questions relating to breastfeeding support in their workplaces (e.g., a breastfeeding corner, lactation break, providing information or knowledge), baby food marketing in workplaces, and recommendations to improve breastfeeding support for working mothers. We applied thematic analysis to analyse the data. RESULTS: Nineteen mothers from five factories located in Bangkok and surrounding provinces participated in the study. All participating factories had a breastfeeding corner in a first aid room, and no lactation breaks were given. Therefore, lactating employees spent time during their breaks pumping breastmilk. Furthermore, the lactating employees did not acquire any information or education about breastfeeding from the workplace during pregnancy or after delivery but rather obtained this from health system services and digital platforms. They also received support from family, health professionals, and colleagues when they returned to work after giving birth. Lactating employees would like employers to provide specific lactation breaks. They also wanted credible information or knowledge about breastfeeding to be provided during pregnancy and after giving birth, together with other social support. CONCLUSIONS: The Department of Labour Protection and Welfare, the Department of Health, and the Thai Breastfeeding Centre Foundation could collaborate with other relevant organisations to support employers in establishing breastfeeding support in their workplace.

Association between dietary inflammatory index and phase angle in university employees: a cross-sectional study.

Phase angle (PhA), measured by bioelectrical impedance analysis, indicates cellular health, integrity, and function. As inflammation can damage cells, phase angle may be useful in detecting inflammatory status early. The relationship between dietary inflammatory index (DII) and PhA has not been studied yet. Therefore, we aimed to examine this association in Iranian adults. This cross-sectional study included 206 university employees. Dietary intakes were assessed by using a validated 86-item food frequency questionnaire (FFQ). Anthropometric indices and blood pressure were measured. A short form of the validated International Physical Activity Questionnaire (IPAQ) was used for evaluating physical activity. The PhA was measured by the Body Composition Analyzer Mc780 MA device. The mean age of participants was 43.50 ± 8.82 years and the range of DII score was - 4.66 to 0 among them. The highest tertile of DII compared to the lowest tertile, showed greater weight, WC, HC, basal metabolic rate (BMR), and diastolic blood pressure. We found no significant association between DII and PhA (crude model: OR: 0.68; 95% CI 0.34, 1.33, fully-adjusted model: OR: 0.65; 95% CI 0.26, 1.64). Also, after BMI stratification this association remained (fully-adjusted: normal weight: OR: 0.61; 95% CI 0.11, 3.27; Overweight and obese: OR: 0.57; 95% CI 0.16, 1.98). Having a higher DII score was not associated with a lower PhA. Further well-controlled prospective studies are warranted.

Latent profile analysis on the decent work of Chinese employees: applying the Psychology of Working theory.

Background: This study used a person-centered approach to identify the specific performance of decent work in various groups to determine the heterogeneity of its five dimensions. Method: The Decent Work Scale, Work Need Satisfaction Scale, Socioeconomic Status Scale, Job Satisfaction Scale, and Life Well-being Scale were used to conduct a network survey of organizations in various industries in Mainland China. A total of 1,000 questionnaires were distributed, and 780 valid responses were obtained. Results: The results showed that the decent work of participants could be divided into three types: low salary, low free time, and high decent work. The results showed no significant difference in age among the groups, whereas the differences in socioeconomic status were significant. Welch's test was used to determine differences in the positive outcomes of the three potential types of decent work, and the results showed significant differences in work need satisfaction, job satisfaction, and life well-being among all groups. Conclusion: This study examined the characteristics of decent work more realistically, showing that decent work is not an all-or-nothing structure and that its intrinsic components should be flexibly combined according to the research background and purpose.

How changes in laughter predict work engagement and workaholism: reciprocal relationships among Japanese employees.

Laughter is related to better well-being in daily life. Previous cross-sectional research among employees showed a positive relationship between laughter and work-related well-being (i.e., work engagement). However, longitudinal and even bidirectional relationships have not been yet explored. This study thus investigated the longitudinal and reciprocal relationships of laughter, with work engagement and workaholism as positive and negative aspects of work-related well-being. Specifically, we conducted two-wave web-based surveys among Japanese employees via an Internet survey company with a one-year interval, and 855 valid data were analyzed. The hypotheses were then tested using structural equation modeling. The results showed that increases in laughter during the previous year were positively and negatively related to future work engagement and workaholism, respectively. In addition, through changes in laughter, the initial work engagement led to future work engagement (gain cycle), whereas initial workaholism led to future workaholism (loss cycle). These findings suggest that laughter and work-related well-being influence each other reciprocally rather than unidirectionally. This underlines the importance of studying reversed as well as regular causal effects in the relationship between laughter and employee well-being.

Metabolic Syndrome and Its Component Factors Among Corporate Company Employees in Kampala Uganda.

Background: Metabolic syndrome (MetS), a cluster of metabolic dysregulations indicative of increased cardiometabolic risk is on the rise in Sub-Saharan Africa. The study aimed to determine the prevalence of MetS and its components, among corporate employees in Kampala, Uganda. Methods: A cross-sectional survey was undertaken among 408 adults who were employees from seven corporate companies in Kampala, using the WHO STEPwise NCD screening approach. Metabolic syndrome was measured using the National Cholesterol Education Program Adult Treatment Panel (ATPIII) and the International Diabetes Federation (IDF) criteria with the waist circumference (WC) cut-off points adapted for Sub-Saharan African populations. Results: The mean population age (standard deviation [SD]) of the respondents was 34years (± 8.87) years and 52% of them were females. The prevalence of MetS was 22.8% (NCEP ATPIII) and 28.4% (IDF). Of the respondents who did not have MetS, 75% had at least one metabolic dysregulation. Of those respondents with MetS, only 31% perceived that they were at risk of this cluster of metabolic dysregulations. In this analysis, we observed that the systolic blood pressure (BP) and the body mass index (BMI) correlated strongly (r = 0.81 and r = 0.71) with the diastolic BP and waist circumference (WC), respectively. Age on the other hand correlated fairly with the WC and BMI (both r values = 0.46). Principal component analysis showed that the greatest loadings in principle factors one, two and three were from central obesity, with low HDL-C explaining 60.8% variance in the population. Age, BMI, family history of having cardiometabolic disorders, and perceived cardiometabolic disease risk (CMR) were associated with an increased risk of MetS by 5, 8.86, 1.55, and 2.73 (all P values were < 0.05) respectively in this group of respondents. These risks remained for age, BMI and perceived CMR after removing the confounding effects of education status, marital status and family history of cardiometabolic disease. Being single on the other hand, was associated with a reduced risk of MetS (0.23, p < 0.009). Conclusion: While the primary contributors to the high prevalence of MetS among corporate employees in Kampala, Uganda were the high BP, high WC and high fasting blood sugar (FBS); age, BMI and perceived CMR were the key determinants of MetS. Future MetS interventions should aim to control and monitor obesity indicators in this population. Additionally, the findings inform targeted screening parameters for cardiometabolic risk assessment and suggest the need for further research into a weighted algorithm for MetS in this population.

The Chain-Mediating Effects of Mindfulness and Sense of Control on Corporate Employees' Mental Health Problems.

Based on the chain-mediating role of mindfulness and sense of control, this study examines the mediating role of mindfulness and sense of control on employees' mental health. A total of 720 questionnaires were collected from employees of select enterprises and institutions in China; 53 invalid questionnaires were excluded, with a response rate of 93%, leaving 667 employees as the study sample (average age = 38 years, 71.8% female). The study findings show that: (1) Work-family conflict had a significant positive correlation with mental health problems and a significant negative correlation with mindfulness and sense of control. (2) The influence on the mental health state was due to the mediating effect of mindfulness, sense of control, and the chain-mediating effect of mindfulness and sense of control. The study adopted self-report scales for measuring mindfulness and a sense of control; therefore, further experimental methods must be included in the future to explore these results. This study shows that mindfulness and sense of control can reduce the impact of work-family conflict on mental health problems. Additionally, the chain-mediating effect of mindfulness and sense of control plays an important role in mental health problems.

A study on effect of conflicts and organizational changes on the communication process in IT sector.

Change is a noticeable feature of civic, personal, and organizational life. Progress, Goal achievement, and avoidance of contingence were frequently involved in the implementation of planned changes. Workers might completely recognize the motives for the alteration or the ladders needed to implement it through strong and constant communication. Outstanding communication could help decrease confrontation, rally a complex of alteration provision, and deliver evidence essential for individuals to adjust efficiently. Organizational change is essential for corporations to thrive and raise. It permits workers to comprehend and obligate change and effort successfully. The goal of this study is to determine the effect of conflicts and organizational changes on the communication process in the IT sector. Gathered data has been achieved by survey with help of surveys and then the collected data is analyzed using the SPSS software, SEM model and confirmatory factor analysis. The primary data collected are nearly 126 from employees working in various departments in the IT sector. This study analyzes the effects of conflicts and organizational changes on the communication process in the IT sector. The study also recommends that the IT sector improve strategies for tackling the issues faced because of organizational change.

The effects of psychological capital, work engagement and job autonomy on job performance in platform flexible employees.

The performance of platform flexible employees is a core element that contributes to the rapid growth of the sharing economy platform. It is crucial to explore strategies to improve employees' performance with the growing competition among these platforms. Only a handful of research evidence has been found evaluating platform flexible employees' psychological capital and work engagement to improve their performance. In order to remedy the gap, we draw on self-determination theory to develop a moderated mediation model, which examines how psychological capital affects platform flexible employees' job performance. We employed hierarchical regression analysis to test the theoretical model and carried out two rounds of surveys, resulting in 474 valid paired questionnaires. The questionnaire assessed the psychological capital, work engagement, job performance, and job autonomy of flexible platform employees. The results indicate that work engagement plays a mediating role between psychological capital affects platform flexible employees' job performance. Moreover, job autonomy moderates the mediating effect. The findings not only contribute to the literature on employees' psychological capital and job performance, but also broaden the research scope of self-determination theory, and provide new ideas for improving the job performance of platform flexible employees.

Associations between habitual sleep characteristics and cardiometabolic disease risk in corporate executives.

OBJECTIVES: Corporate executive job demands may lead to poor sleep habits, increasing their risk for cardiometabolic disease. This study aimed to describe and explore associations between objectively measured habitual sleep characteristics and cardiometabolic disease risk of corporate executives, while accounting for occupational, psychological, and lifestyle factors. METHODS: Habitual sleep was measured using wrist-worn actigraphy and a sleep diary over seven consecutive days in 61 (68.3% men) corporate executives aged 46.4 ± 8.7years. A composite cardiometabolic disease risk score was determined using body mass index, waist circumference, blood pressure and fasting glucose and lipid concentrations. Prediction models were built using a backward stepwise selection approach to explore associations between sleep characteristics and cardiometabolic disease risk factors adjusting for occupational, psychological, and lifestyle covariates. RESULTS: Average total sleep time was 6.60 ± 0.75 hours, with 51.7% of participants reporting poor sleep quality and 26.2% extending their weekend sleep. Adjusted models showed that lower sleep efficiency (ß = -0.25, 95%CI: -0.43; -0.08, P = .006), shorter weekday total sleep time (ß = -1.37, 95% CI: -2.41, -0.32; P = .011) and catch-up sleep (ß = 0.84, 95%CI: 0.08, 1.60, P = .002) were associated with higher cardiometabolic disease risk scores. Adjusted models also found that shorter average time-in-bed (ß=-2.00, 95%CI: -3.76; -0.18, P = .031), average total sleep time (ß=1.98, 95%CI: -3.70; -0.25, P = .025) and weekday total sleep time (ß = -2.13, 95%CI: -3.56; -0.69, P = .025) as well as catch-up sleep (ß = 1.67, 95% CI: 0.52; 2.83; P = .012) were all associated with a higher body mass index. CONCLUSION: Corporate executives who compromise sleep duration during the working week may increase their risk for obesity and future cardiometabolic disease.

[On the issues of additional public support of workers involved in medical care support during period of COVID-19].

The article considers issues of organizational and legal progress of social protection of workers involved in medical care during period of COVID-19. The purpose of the study is to analyze regulatory legal documents that define state guarantees that provide social protection for persons involved in the provision of medical care during COVID-19. The attempt was made to analyze international and national information on relevant morbidity, mortality and disability of health care workers, but respective data was not readily available in open admission. The analysis of international documents (the WHO, CDC, JHU reports), public documents of the Russian Federation, information from official websites of the President of the Russian Federation and the executive authorities of the Russian Federation (state reports on sanitary and epidemiological well-being of the population in the Russian Federation in 2020-2022) demonstrated the following. The whole world faced with the problem of protecting health care workers from contamination with new corona-virus infection. In the Russian Federation, unprecedented measures were taken to ensure social protection for this category of workers, including provision of additional social benefits.

Spiritual Leadership Scale: Theoretical Foundations and Empirical Validation in the Context of Turkish Employees.

The objective of this study was twofold: firstly, to develop a novel scale for measuring the concept of spiritual leadership, and secondly, to evaluate the psychometric properties of this scale. The principal objective was to facilitate the assessment of spiritual leadership on the part of managerial personnel. In the course of the research, a three-stage process was undertaken. In the initial phase, the theoretical underpinnings of the concept were established through a comprehensive review of the spiritual leadership literature, and an item pool was constructed. In the second stage, exploratory factor analysis (EFA) was employed to ascertain the factor structure of the scale. In the third stage, confirmatory factor analysis (CFA) was employed to corroborate the identified structure and criterion validity analysis was conducted. The EFA results indicated that the scale exhibited a single-factor structure. The CFA results demonstrated that the model exhibited good fit indices, thereby confirming the single-factor structure. In the reliability analyses, the internal consistency coefficient (Cronbach's alpha) of the scale was 0.988, which indicated a high level of reliability. These findings collectively demonstrate that the spiritual leadership scale possesses sufficient validity and reliability.

Player-Facing Casino Employees: Engagement with Responsible Gambling Programming and its Association with Referring Players.

This research explores the engagement of player-facing casino employees with GameSense, a responsible gambling (RG) program, and referral of players to GameSense. We surveyed 280 employees across three casinos in Massachusetts that use this RG program as part of their RG strategy. We found that although most player-facing casino employees were aware of GameSense, slightly over half visited a GameSense Information Center, and about two-thirds interacted with a GameSense Advisor. In terms of the reason for visiting, Latent Class Analysis (LCA) revealed three distinct classes: Comprehensive Interests, RG Interests, and Focused Interests. As for those who have yet to visit, LCA two classes emerged: RG Proficiency Beliefs and Tempered RG Proficiency Beliefs. Engaged employees were more likely to refer players to GameSense, highlighting the need for targeted approaches addressing the diverse interests of player-facing employees for engaging or not engaging with GameSense. These findings underscore the importance of have player-facing casino employees engage with RG programming, and targeted approached for engagement, to enhance the efficacy of RG initiatives, and contribute to a more robust RG framework within the gambling industry.

Workplace Health Promotion in Italian University Employees: Effects on Body Composition and Mediterranean Diet Adherence.

As Workplace Health Promotion is spreading among several working environments, the university context seems to be one of the best to apply primary prevention activities. Working in this direction, the University of Torino led the Wellness@Work for UniTo Project (W@W), with the aim of promoting employees' health. Internal university professionals assessed body composition and adherence to the Mediterranean diet (MD), giving on-target advice for improving lifestyle. The aim of this paper is to evaluate the effectiveness of the W@W Project after a 4-month intervention period. This project was addressed to university employees, who could participate on a voluntary basis. Researchers assessed (T1) socio-demographic information and collected anthropometric variables. Body composition was evaluated through Classic and Specific Bioelectrical impedance Vector Analysis (BIVA). Adherence to the MD was assessed through the Medi-Lite questionnaire. After the assessments, participants were given 5-min counselling from internal professionals. After about 4 months, participants were supposed to undergo same assessments (T2). Overall, 479 workers joined the project, and of those, 246 came back for the T2 assessment. Globally, either anthropometric, body composition, or MD variables improved significantly after 4 months, both for male and female samples, suggesting how an easy-to-apply WHP intervention could help to improve workers' health.

The work Lifestyle-integrated Functional Exercise program for preventing functional decline in employees aged 55 years and older: development and initial evaluation.

BACKGROUND: Despite the global increase in older employees, workplace physical activity interventions (WPAIs) for this target group have not yet been sufficiently developed. The major drawback of existing WPAIs is low adherence due to lack of time or limited motivation. A novel approach could be to integrate tailored neuromotor and strength exercises into everyday working tasks to prevent the functional decline of older employees at the workplace without needing much additional time for training. This approach was tested in the present study by evaluating the proof-of-concept of a novel WPAI based on the Lifestyle-integrated Functional Exercise (LiFE) program integrated into a working environment (wLiFE55 +). METHODS: The proof-of-concept of wLiFE55 + was quantified within a 4-week pre-post exercise intervention study by measuring (1) feasibility including adherence, activity frequency, adverse events and acceptance (integrability of wLiFE55 + activities, perceived improvement and safety, satisfaction, physical demand, personal trainer session, intervention content) and (2) pre-to-post changes in neuromotor function (12-Level Balance Scale, 12-LBS; Community Balance and Mobility Scale, CBM), strength (60sec Chair Stand Test), and PA (1-week activity monitoring). For statistical analysis, the median and interquartile range (IQR) were computed. For pre-to-post changes, Wilcoxon signed-rank tests with effect size (r) were also performed. RESULTS: Seventeen older employees (mean age 59 years, 8 female) were included of which fifteen completed the study. The intervention adherence was 100%, and the activity adherence was 58% (9 out of 12 maximum possible wLiFE55 + activities implemented). Depending on the specific activity, the frequency of practice ranged between 25-75% of the days of the intervention period, and single wLiFE55 + activities were practiced between one and three times per day. No adverse events occurred, and acceptance was high. Pre-to-post increases with medium effect sizes were found for neuromotor function (CBM, 12-LBS) and specific PA variables (total sedentary time, sedentary bouts > 30 min). CONCLUSION: The results of the study highlight the feasibility of wLiFE55 + in a work setting with older employees. The pre-to-post increases observed in neuromotor measures and reductions in sedentary time suggest that wLiFE55 + may counteract the age-related functional decline in older employees and justifies future studies in this field. The next steps are program adjustments to boost exercise frequency and evaluating wLiFE55 + in a randomized controlled trial.

Factors of presenteeism and its association with detrimental effects among employees in Switzerland working in different sectors - a cross-sectional study using a multi-item instrument.

PURPOSE: Presenteeism, the phenomenon of employees working despite illness, is a significant issue globally, impacting individual well-being and organizational efficiency. This study examines presenteeism among Swiss employees, exploring its occurrence, primary factors, reasons, and impact on employees' health. METHODS: This study used cross-sectional data from 1,521 employees in different sectors in Switzerland. Descriptive statistics and multiple linear models for influencing factors and detrimental effects, such as burnout symptoms, job satisfaction, general health, and quality of life, were calculated for data analysis. Presenteeism was measured using the Hägerbäumer multi-item scale, ranging from 1 = "Never in case of illness" - 5 = "Very often in case of illness." RESULTS: The employees reported that in case of illness, they rarely worked in the last 12 months M = 2.04 (SD = 1.00). A positive approach to presenteeism in the team was associated with less presenteeism (ß = -0.07) and problematic leadership culture in dealing with presenteeism with increased presenteeism (ß = 0.10). In addition to well-known factors, presenteeism was significant for burnout symptoms (ß = 1.49), general health status (ß = -1.5), and quality of life (ß = -0.01). CONCLUSION: The study offers insights into the phenomenon of presenteeism among Swiss employees in various sectors by applying a multi-item scale for presenteeism. The findings indicate that a positive team dynamic and organizational culture may significantly reduce presenteeism. Presenteeism behavior is a significant factor of adverse outcomes. This highlights the importance of acknowledging presenteeism in the context of occupational health.

The Potentials of Digital Workplace Health Promotion.

Workplace Health Promotion (WHP) can sustainably impact organizations by improving employee health and strengthening legitimization. Digital Workplace Health Promotion (DWHP) may have even more impact thanks to its scope. This study reports on a hospital in Austria wherein DWPH was introduced into the existing WHP structure in combination with a digitalization effort for the entire organization. The approach was mainly quantitative with a few open questions and included a survey before and an evaluation after the project with about 240 respondents each. The use, intentions, barriers and benefits of DWHP from the employees' perspectives were reported on to evaluate the potentials of DWHP for furthering sustainable developments within organizations. While DHWP is perceived as positive, current use is low. Nevertheless, intended future use is promising and perceived benefits are higher after implementation. However, perceived barriers are still high, requiring organizational efforts.

Population-specific equations of age-related maximum handgrip force: a comprehensive review.

Background: The measurement of handgrip force responses is important in many aspects, for example: to complement neurological assessments, to investigate the contribution of muscle mass in predicting functional outcomes, in setting realistic treatment goals, evaluating rehabilitation strategies. Normative data about handgrip force can assist the therapist in interpreting a patient's results compared with healthy individuals of the same age and gender and can serve as key decision criteria. In this context, establishing normative values of handgrip strength is crucial. Hence, the aim of the this study is to develop a tool that could be used both in rehabilitation and in the prevention of work-related musculoskeletal disorders. This tool takes the form of population-specific predictive equations, which express maximum handgrip force as a function of age. Methodology: In order to collect data from studies measuring maximum handgrip force, three databases were searched. The search yielded 5,058 articles. Upon the removal of duplicates, the screening of abstracts and the full-text review of potentially relevant articles, 143 publications which focussed on experimental studies on various age groups were considered as fulfilling the eligibility criteria. A comprehensive literature review produced 1,276 mean values of maximum handgrip force. Results: A meta-analysis resulted in gender- and world region-specific (general population, USA, Europe and Asia) equations expressing maximum force as a function of age. The equations showed quantitative differences and trends in maximum handgrip force among age, gender and national groups. They also showed that values of maximum handgrip force are about 40% higher for males than for females and that age-induced decrease in force differs between males and females, with a proved 35% difference between the ages of 35 and 75. The difference was lowest for the 60-64 year olds and highest for the 18-25 year-olds. The equations also showed that differences due to region are smaller than those due to age or gender. Conclusions: The equations that were developed for this study can be beneficial in setting population-specific thresholds for rehabilitation programmes and workstation exposure. They can also contribute to the modification of commonly used methods for assessing musculoskeletal load and work-related risk of developing musculoskeletal disorders by scaling their limit values.

Using Human Resources Data to Predict Turnover of Community Mental Health Employees: Prediction and Interpretation of Machine Learning Methods.

This study used machine learning (ML) to predict mental health employees' turnover in the following 12 months using human resources data in a community mental health centre. The data contain 621 employees' information (e.g., demographics, job information and client information served by employees) hired between 2011 and 2021 (56.5% turned over during the study period). Six ML methods (i.e., logistic regression, elastic net, random forest [RF], gradient boosting machine [GBM], neural network and support vector machine) were used to predict turnover, along with graphical and statistical tools to interpret predictive relationship patterns and potential interactions. The result suggests that RF and GBM led to better prediction according to specificity, sensitivity and area under the curve (>0.8). The turnover predictors (e.g., past work years, work hours, wage, age, exempt status, educational degree, marital status and employee type) were identified, including those that may be unique to the mental health employee population (e.g., training hours and the proportion of clients with schizophrenia diagnosis). It also revealed nonlinear and nonmonotonic predictive relationships (e.g., wage and employee age), as well as interaction effects, such that past work years interact with other variables in turnover prediction. The study indicates that ML methods showed the predictability of mental health employee turnover using human resources data. The identified predictors and the nonlinear and interactive relationships shed light on developing new predictive models for turnover that warrant further investigations.