Table of life for beneficiaries of the Institute of Security and Social Services of State Workers (ISSSTE), Mexico 2021.

OBJECTIVE: Determine the life expectancy in the covered population of the Institute of Security and Social Services of State Workers in México for 2021. METHOD: We used the abrogated method from Reed-Merrel, for calculate the life expectancy in age groups. RESULTS: By 2021, life expectancy general was 79.51 years; 81.40 years and 78.91 years for woman and men, respectively. CONCLUSIONS: The calculated life expectancy not show a reduction in the population of federal and State employees in Mexico.

OBJETIVO: Determinar la esperanza de vida en la población amparada del Instituto de Seguridad y Servicios Sociales de los Trabajadores del Estado en México para 2021. MÉTODO: Se utilizó el método abreviado de Reed-Merrel para calcular la esperanza de vida en grupos quinquenales de edad. RESULTADOS: Para 2021, la esperanza de vida general fue de 79.51 años; de 81.40 años y 78.91 años para mujeres y para hombres, respectivamente. CONCLUSIONES: La esperanza de vida calculada no presentó reducción después de la pandemia de COVID-19 para la población de empleados federales de México en 2021.

UK Government COVID-19 Response Employees' Perceptions of Working From Home: Content Analysis of Open-Ended Survey Questions.

OBJECTIVE: This study investigates perceptions of homeworking in UK Government response-focused employees that contributed to the COVID-19 pandemic response. METHOD: A cross-sectional online survey with open-ended questions was conducted. Free-text responses detailing participants' perceptions of barriers, facilitators, advantages, and disadvantages were analyzed using content analysis. RESULTS: A total of 1943 free-text responses (from 150 participants) were analyzed. There were many conflicting advantages and disadvantages provided by participants, but crudely more positive statements were provided than negative. Flexibility associated with working from home was the most common positive factor, and the isolation and impact on working relationships was the most reported negative factor of working from home. CONCLUSIONS: We suggest a 'one size fits all' approach to supporting staff working from home is not fit for purpose due to individual circumstances and contextual factors.

Putting a decommissioning programme into action: an interview study with politicians and public servants in a local healthcare organisation.

PURPOSE: A local healthcare organisation providing healthcare to 288,000 residents in Sweden struggled with a longstanding budget deficit. Several attempts to overcome the demanding financial situation have failed. A decommissioning programme was launched, and two years later, an evaluation indicated positive outcomes. The aim of this study was to explore factors politicians and public servants perceived as enablers to the successful implementation of the programme. DESIGN/METHODOLOGY/APPROACH: A deductive content analysis approach using a framework of factors facilitating successful implementation of decommissioning decisions was applied to analyse interviews with 18 informants. FINDINGS: Important factors were: (1) a review report contributing to the clarity of evidence, which (2) made the clarity of the rationale for change undeniable and (3) strengthened the political support for change. Additional factors were: (4) the strength of executive leadership, (5) the strength of clinical leadership supported by (6) the quality of project management and (7) a cultural and behavioural change seen as an important outcome for the path forward. A way to maximise the potential for a successful implementation of a large-scale decommissioning programme is to build a shared vision and a collaboration grounded in convincing evidence. Include public servants with a clinical background in the executive leadership team to contribute with legitimacy, competence, and trust in the decommissioning programme's intention. ORIGINALITY/VALUE: The paper addresses the limited knowledge of best practices in decommissioning processes and contributes empirical knowledge from a successful case.

Mental health literacy for public employees.

PURPOSE: Although mental disorders are common in the workplace, they often go unnoticed. There is frequently a gap in the recognition and effective management of these disorders, leading to delayed recovery and worsening conditions. This study evaluates the level of Mental Health Literacy (MHL) among employees of the Finance and Planning Departments in the Federal District, Brazil, and proposes preventive measures and de-stigmatization strategies for mental health in the workplace. METHODS: MHL among active employees was assessed using the Mental Health Literacy Scale (MHLS), developed by O'Connor and Casey (2015) and validated for Brazilian Portuguese by Buta et al. (2024). The data analysis included descriptive and inferential statistics, with nonparametric tests used to compare MHL across different groups. RESULTS: The results showed that 27.6% of participants had adequate literacy, 67.9% had problematic levels, and 4.5% had inadequate levels. Women were observed to have higher literacy levels than men. Additionally, significant variations in literacy levels were noted among individuals with different health conditions; those diagnosed with cancer, depression, or other illnesses had higher literacy than those without diagnosed conditions. CONCLUSION: To address MHL challenges, educational actions such as awareness campaigns, training, and consultancy programs are essential.

Promoting Health Literacy in the Workplace Among Civil Servants: Cross-Sectional Study.

Background: In 2022, the World Health Organization highlighted the alarming state of oral health (OH) worldwide and urged action to include OH in initiatives on noncommunicable diseases. The population needs improved OH skills and attitudes and an adequate level of OH literacy (OHL) and general health literacy (HL). The implementation of health promotion actions in the workplace, which is a part of most people's lives, appears to be an opportunity. In France, civil servants have several socioprofessional levels and represent an excellent model with results transposable to the population. Objective: This study aimed at determining the OHL and HL level of civil servants in France in order to implement specific prevention actions in their workplaces. Methods: A cross-sectional study of French civil servants was conducted in France from October 2023 to February 2024. Participants completed three validated questionnaires in French: (1) a questionnaire on OH knowledge, (2) the Oral Health Literacy Instrument, French version (OHLI-F; this is composed of reading comprehension and numeracy sections) to assess the OHL level, and (3) the Short Test of Functional Health Literacy in Adults, French version (s-TOFHLA-F) to assess the HL level. The scores for OH knowledge, the OHLI-F, and the s-TOFHLA-F were reported as means (SD) and the 95% CI. These scores were classified into 3 categories: adequate (75-100), marginal (60-74) and inadequate (0-59). ANOVA and binary logistic regression were performed. The OHLI-F reading comprehension and OHLI-F numeracy scores were compared using the Welch 2-sample t test and a paired t test (both 2-tailed). For the correlation matrix, the Pearson correlation and related tests were computed. Results: A total of 1917 persons completed the 3 questionnaires, with adequate levels of OHL (n=1610, 84%), OH knowledge (n=1736, 90.6%), and HL (n=1915, 99.9%). The scores on the s-TOFHLA-F (mean 98.2, SD 2.8) were higher than the OHLI-F (mean 80.9, SD 7.9) and OH knowledge (mean 87.6, SD 10.5). The OHLI-F was highly correlated with OH knowledge (P<.001), but the OHLI-F and OH knowledge had a low correlation with s-TOFHLA-F (P=.43). The OHLI-F reading comprehension score was significantly higher than the OHLI-F numeracy score (P<.001). Age, education level, and professional category impacted the 3 scores (P<.001). The professional category was a determinant of adequate OHLI-F and OH knowledge scores. Conclusions: Some French civil servants had inadequate or marginal levels of OH knowledge (n=181, 9.5%) and OHL (n=307, 16%) but none had an inadequate level of HL. Results highlighted the relevance of implementing OH promotion programs in the workplace. They should be nonstandardized, adapted to the literacy level of professional categories of workers, and focused on numeracy skills. Thus, appropriate preventive communication and improved literacy levels are the means to achieve greater disease equity and combat the burden of noncommunicable diseases.

Rates of, and factors associated with, common mental disorders in homeworking UK Government response employees' during COVID-19: a cross-sectional survey and secondary data analysis.

INTRODUCTION: Working on the frontline during the COVID-19 pandemic has been associated with increased risk to mental health and wellbeing in multiple occupations and contexts. The current study aimed to provide an insight into the rate of probable mental health problems amongst United Kingdom (UK) Government employees who contributed to the COVID-19 response whilst working from home, and to ascertain what factors and constructs, if any, influence mental health and wellbeing in the sample population. METHOD: This paper reports on the findings from two studies completed by UK Government employees. Study 1: A cross-sectional online survey, containing standardised and validated measures of common mental health disorders of staff who actively contributed to the COVID-19 response from their own homes. Binary logistic regression was used to assess factors associated with mental health outcomes. Study 2: A secondary data analysis of cross-sectional survey data collected across three timepoints (May, June, and August) in 2020 focusing on the wellbeing of employees who worked from home during the COVID-19 pandemic. RESULTS: Study 1: 17.9% of participants met the threshold criteria for a probable moderate anxiety disorder, moderate depression, or post-traumatic stress disorder. Younger, less resilient, less productive individuals, with lower personal wellbeing and less enjoyment of working from home, were more likely to present with poorer mental health. Study 2: Found lower wellbeing was consistently associated with having less opportunities to look after one's physical and mental health, and having unsupportive line managers and colleagues. CONCLUSION: It is important to ensure UK Government employees' psychological needs are met whilst working from home and responding to enhanced incidents. It is recommended that workplaces should be seeking to continually build and improve employee resilience (e.g., through opportunities to increase social ties and support networks), essentially ensuring employees have necessary resources and skills to support themselves and others.

Physical inactivity and its associated factors among pre-retirement government healthcare workers in Kuala Lumpur, Malaysia.

INTRODUCTION: The rising worldwide concern of Non-Communicable Diseases (NCD) is alarming as it is associated with 80% of annual global mortality. NCD threat is rising due to, among others, the increasing ageing population, thus putting the efforts to promote health ageing at the forefront of many countries' health agenda. Physical activity has been recognised as one of the significant factors in the pursuit of healthy ageing. Nevertheless, approximately one third of individuals in Malaysia are physically inactive. The aim of this study is to determine the prevalence of physical inactivity and its associated factors among pre-retirement government healthcare workers. METHODS: This cross-sectional study was conducted from May to June 2023 among pre-retirement government healthcare workers in Kuala Lumpur, Malaysia. The sample size required was 233 and proportionate random sampling was used to recruit potential respondents who answered self-administered online questionnaires. Global Physical Activity Questionnaire (GPAQ) was used to measure the level of physical activity and data analysis was performed using SPSS version 29. RESULTS: A total of 214 complete responses were received from the 233 questionnaires distributed, giving a response rate of 91.8%. The prevalence of physical inactivity among pre-retirement healthcare workers was 39.7% as compare only 29.9% in general population. Significant predictors for physical inactivity included higher education levels (SPM, STPM, or certificate holders) (AOR = 13.4, 95% CI: 2.47-72.65), non-Malay ethinicity (AOR = 4.7, 95% CI: 1.23-18.38), personal barriers (AOR = 1.6, 95% CI:1.35-1.79), social barriers (AOR = 1.21, 95% CI: 1.06-1.39), and physical environment barriers (AOR = 1.468, 95% CI: 1.221-1.765). CONCLUSION: This study shows a worrying prevalence of physical inactivity among pre-retirement healthcare workers that is even higher than the general population in Malaysia. The findings highlight the importance of focusing the preventive strategies among non-Malay workers and those with lower education levels. It is also vital to address all the physical, social, and environmental barriers towards physical inactivity. By prioritising these factors, employers and stakeholders will be able to establish better workplace health promotion and address the issue of physical inactivity more efficiently.

Strengthening collaboration within Dutch municipalities for a healthier living environment: experiences and possible improvements according to civil servants.

Background: Health is partly determined by the physical environment in which people live. It is therefore crucial to consider health when designing the physical living space. This requires collaboration between the social and physical domains within municipalities. Collaboration is not self-evident, however, and it is difficult to achieve due to barriers relating to culture, language and work processes. Additionally, improvements in collaboration are desperately needed to address complex health issues, and working according to the new Environment and Planning Act in the Netherlands requires more collaboration. One relevant question concerns how civil servants describe the current collaboration between the social and physical domain and the concrete improvements they propose to improve such collaboration to build a healthier living environment. Methods: In this qualitative study, the Collaborative Governance framework was used to present data from semi-structured interviews with 21 civil servants in five Dutch municipalities. Respondents were asked to reflect on their current experiences with collaboration and suggest concrete opportunities for improving collaboration. Results: The results indicate that enhancing collaboration between the social and physical domains can be achieved by proceeding from the inhabitants' perspective, as well as by encouraging aldermen and managerial personnel to take a more active and committed role in collaboration. This involves formulating and communicating a joint vision, in addition to guiding and facilitating collaboration through integrated assignments, forming multidisciplinary teams and appointing boundary-spanners. Civil servants see a clear role for themselves in the collaborative process. They recognize their own contributions to and obligations in enhancing collaboration by actively seeking contact, absorbing each other's perspectives and pursuing common ground, starting today. Conclusion: There are many concrete opportunities to improve collaboration between the social and physical domains. This could be initiated immediately if civil servants, managers and aldermen approach collaboration as an essential part of their jobs and acknowledge the interdependency that exits.

Percepção de servidores públicos acerca da transição para a aposentadoria / Public servants' perception of the transition to retirement / Percepción de los servidores públicos sobre la transición a la jubilación

Objetivo: apreender as percepções acerca da transição para a aposentadoria em servidores públicos de uma universidade. Método: estudo qualitativo, incluindo servidores aposentados, à luz da Teoria das Transições de Meleis, sob o conceito condicionantes da transição: fatores que facilitam ou inibem esse processo. Utilizaram-se questões abertas para a coleta de dados, submetidas àanálise de conteúdo. Resultados: participaram 32 aposentados, sendo a maioria do sexo feminino e aposentados de seis meses a cinco anos. Duas categorias emergiram: "Ressignificando o tempo livre" na qual os participantes relataram adoção de novos hábitos, a intensificação do convívio familiar e o desligamento gradual do trabalho; e "Desilusões no caminho"que apresenta os fatores que dificultam o processo: o excesso de tempo livre, a diminuição na renda e o isolamento social. Conclusão: compreender tais fatores possibilita o planejamento de intervenções em saúde nas instituições que facilitem a transição.

Objective: to apprehend the perceptions about the transition to retirement in civil servants of a university. Method: qualitative study, including retired civil servants, in the light of Meleis' Theory of Transitions, under the concept of transition constraints: factors that facilitate or inhibit this process. Open questions were used for data collection and submitted to content analysis. Results: 32 retirees participated, most of them female and retired from six months to five years. Two categories emerged: "Re-signifying free time" in which the participants reported adopting new habits, the intensification of family life and the gradual withdrawal from work; and "Disappointments along the way", which presents the factors that hinder the process: excessive free time, reduced income and social isolation. Conclusion: understanding these factors makes it possible to plan health interventions in institutions that facilitate the transition.

Objetivo: aprehender las percepciones sobre la transición a la jubilación en servidores públicos de una universidad. Método: estudio cualitativo, incluyendo funcionarios jubilados, a la luz de la Teoría de las Transiciones de Meleis, bajo el concepto de restricciones de transición: factores que facilitan o inhiben este proceso. Se utilizaron preguntas abiertas para la recolección de datos, sometidas al análisis de contenido. Resultados: participaron 32 jubilados, la mayoría mujeres y jubilados de seis meses a cinco años. Emergieron dos categorías: "Resignificar el tiempo libre", en la que los participantes relataron la adopciónde nuevos hábitos, la intensificación de la vida familiar y el retiro paulatino del trabajo; y "Desengaños en el camino", que presenta los factores que dificultan el proceso: exceso de tiempo libre, reducción de ingresos y aislamiento social. Conclusión: la comprensión de estos factores posibilita la planificación de intervenciones de salud en instituciones que faciliten la transición.

State Laws Governing the Hiring of Public Health Government Employees, 2023.

OBJECTIVE: Governmental public health agencies have experienced longstanding challenges in recruiting individuals at the state and local level. Understanding civil service laws as they relate to the hiring processes is an important component of recruitment and increasing public health workforce capacity. This study presents state hiring laws and regulations governing the public health government workforce. METHODS: Legal mapping techniques were employed to collect and code data on current hiring laws governing governmental public health employees across all 50 states. The review of laws included constitutions, statutes and regulations, and searches of administrative code. RESULTS: In 12 states, the laws do not specify civil service exam criteria or they have no mention of civil service exams in the law. Almost a third of states have laws that establish civil service exam requirements without specifying conditions for when exams must be required, or which positions allow which types of exam/criteria. Similarly, almost all of the states that have civil service exams denoted in their laws have unspecified language about whether there are exam fees. Requirements for the maintenance/use of state hiring lists are in place in 36 states and 26 states have a non-public health agency managing this process. Nearly all states (n = 48, 96%) require hiring preferences for certain types of individuals, most commonly veterans (n = 48, 96%) and family members of veterans (n = 30, 60%). No state laws provide hiring preferences for individuals from public health fellowships or special training programs. CONCLUSION: Key findings suggest that the laws governing the merit system and civil service vary and often lack clarity, which may be difficult for public health agencies and for potential employees to understand, navigate, and successfully recruit key employees. The recruitment and hiring of new governmental public health staff are complicated by the management of hiring by other state agencies and the vague civil service exam requirements and process. Developing preferences for hiring individuals who have additional practical training in public health (eg, public health fellowships and AmeriCorps) should be considered.

A longitudinal study of the influence of work characteristics, work-family status, and social activities on problem drinking: the Japanese civil servants study.

Problem drinking causes a decline in labor productivity among working population. This study examined whether work characteristics, work-family status, and social activities are associated with future problem drinking behavior among Japanese civil servants. A total of 1,535 participants (men: 63.1%, women: 36.9%) with no problem drinking behavior were followed up from 2014 to 2019. A multivariable logistic regression analysis was performed to examine the factors associated with future problem drinking behavior. During the five-year follow-up period, the cumulative incidence of problem drinking was 9.6% and 5.8% in men and women, respectively. In both men and women, frequent drinking around three times a week or more and alcohol consumption of two units or more at baseline were associated with future problem drinking. In men, compared with low-grade employees, high-grade employees were less likely to become problem drinkers (OR: 0.56, 95% CI: 0.33-0.95). Shift workers were significantly associated with the incidence of problem drinking (OR: 2.96, 95% CI: 1.46-6.00). In women, poor own work performance was significantly associated with problem drinking (OR: 5.30, 95% CI: 1.57-17.86). In conclusion, disadvantaged work characteristics are associated with the development of problem drinking. To prevent problem drinking, attention should be paid to poor work characteristics.

Recomendação nº 010, de 11 de abril de 2024: recomenda a criação de área técnica no âmbito do Ministério da Saúde para tratar da saúde suplementar, entre outras medidas correlatas / Recommendation No. 010, of April 11, 2024: recommends the creation of a technical area within the Ministry of Health to deal with supplementary health, among other related measures

Recomenda ao Ministério da Saúde que realize estudo para a criação de área técnica em seu organograma com o objetivo de tratar das temáticas relativas à saúde suplementar, bem como atuar na interlocução com a Agência Nacional de Saúde Suplementar (ANS) e com a sociedade civil. Ao Congresso Nacional que acolha os argumentos do Parecer Técnico nº 03/2023 SECNS/DGIP/SE/MS, que trata da análise da Comissão Intersetorial de Saúde Suplementar (CISS) do Conselho Nacional de Saúde sobre o PL 7419/2006 e seu apensados, durante a tramitação do projeto nas duas casas legislativas.

Civil service organization as a political determinant of health: Analyzing relationships between merit-based hiring, corruption, and population health.

A growing literature finds that the way governments are organized can impact the societies they serve in important ways. The same is apparent with respect to civil service organizations. Numerous studies show that the recruitment of civil servants based on their credentials rather than on nepotism or patronage reduces corruption in government. Political corruption in turn appears to harm population health. Up to this time, however, civil service organization is not a recognized determinant of health and is little discussed outside of political science disciplines. To provoke a broader conversation on this subject, the following study proposes that meritocratic recruitment of civil servants improves population health. To test this proposition, a series of regression models examines comparative data for 118 countries. Consistent with study hypotheses, meritocratic recruitment of civil servants corresponds longitudinally with both lower rates of corruption and lower rates of infant mortality. Results are similar after robustness checks. Findings with regard to life expectancy are more mixed. However, additional tests suggest meritocratic recruitment contributes to life expectancy over a longer span of time. Findings also offer more support for a direct pathway from meritocratic recruitment to population health rather than via changes in corruption levels per se, although this may depend on a country's level of economic development. Overall, this study offers first evidence that civil service organization, particularly the recruitment of civil servants based on the merits of their applications rather than on whom they happen to know in government, is a positive determinant of health. More research in this area is needed.

Recomendação nº 007, de 14 de março de 2024: recomenda ao Congresso Nacional que aprove o Projeto de Lei nº 2630/2020, incorporando o relatório apresentado pelo deputado Orlando Silva.

Recomenda ao Congresso Nacional que o PL nº 2.630/2020 (PL das Fake News) seja aprovado, incorporando o relatório apresentado pelo relator, Deputado Orlando Silva, em busca do fortalecimento da democracia e valorização da saúde física e mental da população brasileira, buscando combater os discursos de ódio e a desinformação. Aos Conselhos de Saúde Municipais, Estaduais e do Distrito Federal que promovam atividades sobre os riscos da desinformação para a democracia brasileira. Plenário do Conselho Nacional de Saúde, em sua Trecentésima Quinquagésima Segunda Reunião Ordinária, realizada nos dias 13 e 14 de março de 2024.

Teamwork and Collaboration: Bright Spots of Governmental Public Health Employee Reflections on the COVID-19 Response.

The public health emergency response following the outbreak of COVID-19 necessitated greater internal public health agency teamwork and external collaboration. Building on previous research, this article is the third of 3 research briefs that highlight "bright spots" or valuable experiences and opportunities from the COVID-19 response. Using PH WINS 2021 data, we qualitatively examined responses to a question about pandemic workforce experiences. Teamwork and collaboration were emphasized as a critical component of employees' experiences. Across 260 responses, 7 subthemes emerged, generally commemorating the ways that the response effort and employees were supported by teamwork and collaboration. Findings highlight the value of ongoing cross-division teamwork within agencies, the role of leaders in teamwork, and that lessons from teamwork/collaboration experiences can inform organizational system improvements. Maintaining and expanding on improved external collaboration and partnerships should be prioritized for preparing for future emergency events and serving public health communities on a daily basis.

The PhenX Toolkit: Recommended Measurement Protocols for Social Determinants of Health Research.

Health disparities are driven by unequal conditions in the environments in which people are born, live, learn, work, play, worship, and age, commonly termed the Social Determinants of Health (SDoH). The availability of recommended measurement protocols for SDoH will enable investigators to consistently collect data for SDoH constructs. The PhenX (consensus measures for Phenotypes and eXposures) Toolkit is a web-based catalog of recommended measurement protocols for use in research studies with human participants. Using standard protocols from the PhenX Toolkit makes it easier to compare and combine studies, potentially increasing the impact of individual studies, and aids in comparability across literature. In 2018, the National Institute on Minority Health and Health Disparities provided support for an initial expert Working Group to identify and recommend established SDoH protocols for inclusion in the PhenX Toolkit. In 2022, a second expert Working Group was convened to build on the work of the first SDoH Working Group and address gaps in the SDoH Toolkit Collections. The SDoH Collections consist of a Core Collection and Individual and Structural Specialty Collections. This article describes a Basic Protocol for using the PhenX Toolkit to select and implement SDoH measurement protocols for use in research studies. © 2024 The Authors. Current Protocols published by Wiley Periodicals LLC. This article has been contributed to by U.S. Government employees and their work is in the public domain in the USA. Basic Protocol: Using the PhenX Toolkit to select and implement SDoH protocols.

Willingness to pay for Social Health Insurance and associated factors among Public Civil Servants in Ethiopia: A systematic review and meta-analysis.

BACKGROUND: The provision of equitable and accessible healthcare is one of the goals of universal health coverage. However, due to high out-of-pocket payments, people in the world lack sufficient health services, especially in developing countries. Thus, many low and middle-income countries introduced different prepayment mechanisms to reduce large out-of-pocket payments and overcome financial barriers to accessing health care. Though many studies were conducted on willingness to pay for social health insurance in Ethiopia, there is no aggregated data at the national level. Therefore, this systematic review and meta-analysis aimed to estimate the pooled magnitude of willingness to pay for social health insurance and its associated factors among public servants in Ethiopia. METHOD: Studies conducted before June 1, 2022, were retrieved from electronic databases (PubMed/Medline, Science Direct, African Journals Online, Google Scholar, and Web of Science) as well as from Universities' digital repositories. Data were extracted using a data extraction format prepared in Microsoft Excel and the analysis was performed using STATA 16 statistical software. The quality of the included studies was assessed using the Newcastle-Ottawa Scale for cross-sectional studies. To evaluate publication bias, a funnel plot, and Egger's regression test were utilized. The study's heterogeneity was determined using Cochrane Q test statistics and the I2 test. To determine the pooled effect size, odds ratio, and 95% confidence intervals across studies, the DerSimonian and Laird random-effects model was used. Subgroup analysis was conducted by region, sample size, and publication year. The influence of a single study on the whole estimate was determined via sensitivity analysis. RESULT: To estimate the pooled magnitude of willingness to pay for the Social Health insurance scheme in Ethiopia, twenty articles with a total of 8744 participants were included in the review. The pooled magnitude of willingness to pay for Social Health Insurance in Ethiopia was 49.62% (95% CI: 36.41-62.82). Monthly salary (OR = 6.52; 95% CI:3.67,11.58), having the degree and above educational status (OR = 5.52; 95%CI:4.42,7.17), large family size(OR = 3.69; 95% CI:1.10,12.36), having the difficulty of paying the bill(OR = 3.24; 95%CI: 1.51, 6.96), good quality of services(OR = 4.20; 95%CI:1.97, 8.95), having favourable attitude (OR = 5.28; 95%CI:1.45, 19.18) and awareness of social health insurance scheme (OR = 3.09;95% CI:2.12,4.48) were statistically associated with willingness to pay for Social health insurance scheme. CONCLUSIONS: In this review, the magnitude of willingness to pay for Social Health insurance was low among public Civil servants in Ethiopia. Willingness to pay for Social Health Insurance was significantly associated with monthly salary, educational status, family size, the difficulty of paying medical bills, quality of healthcare services, awareness, and attitude towards the Social Health Insurance program. Hence, it's recommended to conduct awareness creation through on-the-job training about Social Health Insurance benefit packages and principles to improve the willingness to pay among public servants.

Work and Lifestyle Factors Influencing Job Satisfaction of Japanese Civil Servants: A 5-Year Longitudinal Study.

OBJECTIVE: Although work, family, and lifestyle factors were associated with job satisfaction, prospective studies are lacking. This longitudinal study clarified the predisposing factors for job satisfaction. METHODS: Datasets were obtained from the Japanese Civil Servants Study and included 1429 participants. We assessed the relationship between job satisfaction and specific work and lifestyle factors. Logistic regression analyses evaluated the association between deteriorating job satisfaction and poor work and lifestyle factors at baseline and changes in these factors at follow-up. RESULTS: Poor sleep quality and limited job control at baseline were associated with deterioration in job satisfaction. Furthermore, deterioration in job control and work-to-family conflict at follow-up was associated with job dissatisfaction. CONCLUSION: Work and lifestyle characteristics were associated with job dissatisfaction. Employees with limited job control and high work-to-family conflict at baseline were more likely to develop job dissatisfaction.

Translating and validating the sources of pressure scale: Job stressors among Chinese government employees.

In recent years, stress-related suicides have been on the rise among Chinese government employees. Standardized instruments on job stress are abundant, but few of them have been administered and validated among Chinese government employees. Using convenience samples of Chinese government employees, this study aimed to translate and validate the Sources of Pressure Scale (SPS) of the Pressure Management Indicator (PMI), which is a comprehensive instrument on job stress developed by western researchers. Sample 1 participants (n = 278) filled out the PMI questionnaire and the Kessler Psychological Distress scale in person and sample 2 participants (n = 227) completed the same questionnaires online. Exploratory and confirmatory factor analyses were conducted using separate samples. Though the original SPS contained 40 items and eight dimensions, our analyses validated a much shorter version, with four dimensions encompassing 15 items: relationships (5 items), home-work balance (4 items), recognition (3 items), and personal responsibilities (3 items). Also reported in the study is evidence that the shortened version of the the PMI is the Sources of Pressure Scale is a reliable and valid measure of job stressors among Chinese government employees. Government agencies in China can use these findings to develop more relevant organizational-level interventions to reduce job stress and its detrimental consequences.

Impacto da cardiopatia grave na sobrevida dos servidores aposentados por invalidez na Universidade Federal do Rio de Janeiro de 2003 a 2017 / Impact of severe heart disease on the survival of servants retired due to disability at the Federal University of Rio de Janeiro from 2003 to 2017

Introdução: A aposentadoria por invalidez é o benefício concedido aos servidores públicos quando considerados incapazes de forma permanente para o trabalho. As doenças não comunicáveis são a principal causa de incapacidade permanente e aposentadoria por invalidez no Brasil, com destaque para as doenças cardiovasculares. Em 2006, a Sociedade Brasileira de Cardiologia definiu os critérios de enquadramento das doenças cardiovasculares através da II Diretriz Brasileira de Cardiopatia Grave. Poucos são os estudos sobre este tema, envolvendo uma instituição federal, com regime jurídico próprio, planos de carreira, condições de trabalho e remunerações salariais distintos. Objetivo: Descrever o perfil demográfico, avaliar a mortalidade e analisar a sobrevida dos servidores aposentados por invalidez na Universidade Federal do Rio de Janeiro de 2003 a 2017, com ênfase na cardiopatia grave. Métodos: Foi realizado um estudo de coorte retrospectiva baseado nos registros das aposentadorias por invalidez e nas causas de óbitos dos servidores ao longo de 15 anos. As informações sobre os óbitos foram obtidas através do Subsistema Integrado de Atenção à Saúde do Servidor, SIAPENET, Sistema Integrado de Recursos Humanos e das Certidões de Óbito fornecidas pela Coordenação de Gestão de Pessoal da UFRJ. Adicionalmente, foram recolhidas informações do Sistema de Informações sobre Mortalidade do Estado do Rio de Janeiro. Os resultados foram apresentados em números absolutos e percentuais para variáveis categóricas, enquanto média, desvio-padrão e mediana foram utilizados para variáveis numéricas. A comparação entre variáveis categóricas foi realizada por meio do teste qui-quadrado. Para avaliar a diferença na variável idade entre os sexos e dentro de cada tipo de aposentadoria, empregou-se o teste de Mann-Whitney. Na comparação entre os cargos utilizou-se o teste de Kruskall-Wallis. Modelos de regressão logística univariada e multivariada foram utilizados para analisar os grupos de aposentadorias proporcionais e integrais e a associação com os dados demográficos. As taxas de mortalidade foram calculadas considerando o tempo total até o óbito, ajustadas pelo total de pessoas-ano por categoria e estimadas para cada variável. A sobrevida foi representada por meio de gráficos de Kaplan-Meier. Foram ajustados modelos univariados e multivariados de Cox para analisar a mortalidade em relação às variáveis, com cálculo dos hazard ratio brutos (HR) e ajustados (HRaj). A presença de diagnósticos concordantes na ocasião da aposentadoria e do óbito foi avaliada através do teste qui-quadrado. A significância estatística foi determinada com um intervalo de confiança de 95%, considerando um valor de p < 0,05. Resultados: Foram analisadas 630 aposentadorias, com 368 (51,4%) ocorrendo no sexo feminino. Do total, 334 (53%) foram integrais e 296 (47%) proporcionais. Na ocasião da aposentadoria, 499 (79,2%) servidores apresentaram idade entre 30 e 59 anos, com média de idade de 52,9 (dp = 7,8) anos. Nos cargos de nível superior houve maior ocorrência de aposentadorias integrais (p < 0,001), assim como nas faixas etárias mais elevadas (p < 0,001) e no sexo masculino (p = 0,012). Foram 169 (26,8%) óbitos. A mortalidade foi maior nos professores (37,0%; p = 0,113), entre 65 e 70 anos (48,4%; p = 0,004), no sexo masculino (34,0%; p = 0,001) e nas aposentadorias por cardiopatia grave (41,5%; p < 0,001). A média de sobrevida global foi de 15 anos após a aposentadoria. Diagnósticos concordantes foram observados entre as causas das aposentadorias e as causas dos óbitos, de acordo com o cargo e tipo de aposentadoria. Entre os cargos, as seguintes frequências foram observadas: 74% para os professores, 69% para os técnico-administrativos de nível superior e 49% para os de nível médio ou elementar (p = 0,026). Entre os tipos de aposentadorias as frequências foram: 72% nas integrais por cardiopatia grave, 70% nas integrais por outras causas e 16% nas proporcionais (p< 0,001). Conclusão: As doenças não comunicáveis predominaram como causa das aposentadorias por invalidez na Universidade Federal do Rio de Janeiro. Notavelmente, a média da idade de aposentadoria por invalidez foi precoce, independentemente do sexo e do tipo de aposentadoria. Além disso, servidores de cargos de nível médio ou elementar enfrentaram uma maior incidência de incapacidade permanente. O sexo feminino foi o mais afetado. A proporção de óbitos e a taxa de mortalidade demonstraram ser mais elevadas no cargo de professor, entre indivíduos do sexo masculino, nas faixas etárias mais avançadas e nos grupos de aposentadorias integrais por cardiopatia grave e integrais por outras doenças. Notou-se, nestes últimos grupos, uma frequência mais significativa de diagnósticos concordantes entre a condição que levou à aposentadoria e a causa do falecimento do servidor. Houve um aumento substancial no risco de mortalidade em casos de aposentadoria integral. Em contrapartida, a sobrevida foi estendida em situações de aposentadoria precoce e quando a aposentadoria é proporcional.(AU)

Introduction: Disability retirement is the benefit granted to public servants when deemed permanently incapable of work. Noncommunicable diseases are the leading cause of permanent disability and disability retirement in Brazil, particularly cardiovascular diseases. In 2006, the Brazilian Society of Cardiology established criteria for the classification of cardiovascular diseases through the II Brazilian Guideline for Severe Heart Disease. There are few studies on this subject, especially involving a federal institution with its own legal framework, career plans, distinct working conditions, and salary progression. Goals: To describe the demographic profile, assess mortality, and analyze the survival of retired employees due to disability at the Federal University of Rio de Janeiro from 2003 to 2017, with emphasis on severe heart disease. Methods: A retrospective cohort study was conducted based on the records of disability retirements and causes of death of public servants over 15 years. The information regarding deaths was obtained through the Integrated Health Care Subsystem for Civil Servants, SIAPENET, the Integrated Human Resources System, and death certificates provided by the Personnel Management Coordination of UFRJ. Additionally, data from the Mortality Information System of the State of Rio de Janeiro were collected. The results were presented in absolute and percentage numbers for categorical variables, while mean, standard deviation, and median were used for numerical variables. The comparison between categorical variables was conducted through the chi-square test. The Mann-Whitney test was employed to assess the difference in age between genders and within each type of retirement. In comparing job positions, the Kruskall-Wallis test was used. Univariate and multivariate logistic regression models were applied to analyze proportional and full retirement groups and their association with demographic data. Mortality rates were calculated considering the total time until death, adjusted for total person-years per category, and estimated for each variable. Survival was depicted through Kaplan-Meier graphs. Univariate and multivariate Cox models were adjusted to analyze mortality in relation to variables, calculating crude (HR) and adjusted hazard ratios (HRaj). The presence of concordant diagnoses at the time of retirement and death was assessed using the chi-square test. Statistical significance was determined with a 95% confidence interval, considering a pvalue of < 0.05. Results: A total of 630 retirements were analyzed, 368 (51.4%) being female servants. Of the total, 334 (53%) were full retirements and 296 (47%) were proportional. It was observed that 499 (79.2%) of the servants retired between the ages of 30 and 59, with an average age of 52.9 (SD = 7.8) years. Positions related to higher academic level were associated with full retirements (p < 0.001), as did older age groups (p < 0.001) and servants being male (p = 0.012). A total of 169 (26.8%) deaths were recorded. Mortality was higher among teachers (37.0%; p = 0.113), in the age group between 65 and 70 years (48.4%; p = 0.004), males (34.0%; p = 0.001), and retirements from severe cardiopathyrelated (41.5%; p < 0.001). The overall average survival was 15 years. Concordant diagnoses were observed between the causes of retirements and the causes of deaths, according to the position and type of retirement. Among the positions, the following frequencies were observed: 74% for teachers, 69% for higher-level technical-administrative ones and 49% for those with secondary or elementary level (p = 0.026). Among the types of retirements, the frequencies were: 72% for full retirements due to severe heart disease, 70% for full retirements due to other causes, and 16% for proportional retirements (p < 0.001). Conclusions: Noncommunicable diseases predominated as the cause of disability retirements at the Federal University of Rio de Janeiro. Remarkably, the average age of disability retirement was early, regardless of gender and type of retirement. Additionally, employees in middle or elementary level positions faced a higher incidence of permanent disability. The female gender was the most affected. The proportion of deaths and the mortality rate were higher in the professorship position, among male individuals, in older age groups, and in full retirements due to severe heart disease and other illnesses. In these latter groups, a more significant frequency of consistent diagnoses between the condition leading to retirement and the cause of the employee's death was noted. There was a substantial increase in mortality risk in cases of full retirement. Conversely, survival was extended in situations of early retirement and when retirement is proportional.(AU)