[On the Effectiveness of Digital Workplace Health Promotion in Times of Home Office: A Systematic Review]. / Zur Wirksamkeit der digitalen betrieblichen Gesundheitsförderung in Zeiten von Home-Office: Eine systematische Übersichtsarbeit.

BACKGROUND: In the face of an increasingly aging, multimorbid, chronically ill workforce, company health promotion (BGF) is an important instrument for promoting and maintaining the health of employees in the workplace. Due to digitization and the increasing possibilities of working from home, digital offers for workplace health promotion (dBGF) are being used increasingly in organizations. The portfolio of offers ranges from fitness trackers, online platforms, and health apps to so-called wearables, so that a broad, individual selection is possible for both organizations and employees. THE AIM OF THE STUDY: The aim of the study was to identify and analyze randomized controlled trials (RCT) with regard to the health-promoting effectiveness of dBGF. MATERIAL AND METHODS: A systematic literature search was carried out in relevant specialist databases (PubMed, Livivo, Cochrane Library). The identified studies were selected, evaluated and then descriptively presented by several people systematically and independently. RESULTS: 17 relevant contributions could be identified and analyzed. Above all, measures to promote physical activity and programs to improve mental health were identified in the RCT studies that were carried out. The results of the studies carried out indicate that dBGF can promote health in a variety of ways and support organizations in providing a health-promoting working environment. DISCUSSION: The effectiveness of dBGF could be proven on the basis of the studies identified, whereby the effects are undoubtedly influenced and determined by the employees, above all by their health competence. In order to ensure the long-term effectiveness of dBGF, it will be necessary in the future to increase the interest and motivation of employees with regard to personal health promotion and illness prevention.

[Strengthening the Role of Public Health Service: a Comparison of the Public Health Service Quota Selection Procedures in Germany]. / Die Rolle des Öffentlichen Gesundheitsdiensts stärken ­ ein Vergleich der ÖGD-Quotenauswahlverfahren in Deutschland.

To combat the shortage of skilled workers in the Public Health Service sector, the federal states of Bavaria, Hesse, Rhineland-Palatinate, and Saxony-Anhalt have a study placement system for students of Public Health Service. A comparison of the selection procedures showed that three out of the four federal states (Bavaria, Hesse, and Rhineland-Palatinate) used a two-step procedure. In the second step, eligibility for was determined based on interviews to assess social and communication skills as well as personal aptitude of the applicants to study and work in the Public Health Service. To find out whether the role of the Public Health Service and public health care is strengthened by the quotas, a nationwide comparison of the selection procedures including evaluation is necessary.

[Cognitive and Non-Cognitive, Doctor-Relevant Competencies for the Selection of Prospective Country Doctors in Bavaria: Corona-Compliant Selection Process Across Institutes]. / Kognitive und nicht-kognitive, arztrelevante Kompetenzen zur Auswahl angehender Landärzt*innen in Bayern: Institutsübergreifendes Corona-konformes Auswahlverfahren.

OBJECTIVE: The challenge is to counteract the undersupply of doctors in rural areas in Bavaria. As one possibility, the "Country Doctor Quota" measure provides for the allocation of dedicated medical study places for prospective specialists with general practice activities. A specific selection process for future medical students was established and safely implemented under the safety and hygiene conditions of the corona pandemic. METHOD: In Bavaria, a two-stage selection process was developed and used in full for the first time in 2021 for the selection of students. Due to the corona pandemic, only the results of stage 1 of the process for the selection of prospective students were taken into account in the previous year. Cognitive and non-cognitive criteria were included in a 2-stage selection process. In the second stage, physician-relevant competencies (e. g. resilience, problem-solving ability, empathy and compassion, communication skills, ethical decision-making, as well as consulting and social skills) were assessed by Bavarian family doctors in four multiple mini interviews and a 10-minute, semi-structured individual interview. A maximum of 100 points could be achieved. A digital, contact-free selection process was established and successfully implemented to ensure protection and hygiene conditions in the context of the interviews. RESULTS: A total of 436 people applied as part of the Bavarian country doctor quota for the 2021/2022 winter semester; 226 applicants were invited to the selection interviews at the second stage, of which 115 applicants received a place at the university. 64% of the participants had already completed medical vocational training, the high school graduation grade average was 2.4. CONCLUSION: The developed selection process identified applicants as part of the Bavarian country doctor quota and selected using objective criteria. All available medical study places were filled with the 115 finally selected applicants. To what extent the selected applicants (can) counteract the impending shortage of prospective specialists with general practitioner work remains to be seen.

[Specific Workloads among Employees with a Migration Background in Nursing and Geriatric Care: A Systematic Review]. / Spezifische Arbeitsbelastungen bei Mitarbeitenden mit Migrationshintergrund in der Kranken- und Altenpflege: Ein systematisches Review.

BACKGROUND: Multimorbidity, increasing numbers of chronically ill patients and demographic change are leading to increased care costs in Germany with an increasing shortage of staff in skilled nursing and geriatric care. In this context, more and more caregivers with a migration background of the 1st generation (PmMH) are being recruited and integrated into existing (corporate) cultures. This represents an important starting point for a permanent and needs-based supply landscape. THE AIM OF THE STUDY: The aim of the study was to identify and analyze the specific stresses of PmMH at the workplace in nursing and geriatric care MATERIAL AND METHODS: A systematic literature search was carried out in relevant specialist databases (Pubmed, PsychInfo, Web of Science, Cochrane), supplemented by an extended snowball and hand search. This was followed by a descriptive presentation of the results of the study content, which in a subsequent step was iteratively brought together and consolidated into thematic categories by several people. RESULTS: A total of 15 publications were identified as relevant and included in the analysis. Specific, migration-associated stress factors could be identified. In particular, the categories: "Discrimination and racism", "Language and communication problems" and "Cultural adjustment" characterized the (collaborative) work in nursing and care for the elderly and led to additional stress for employees and patients. DISCUSSION: The present review article identified and summarized specific burdens of PmMH. At this point it can be assumed that these affect both PmMH and patients. So far, operational concepts do not seem to be able to adequately solve the challenges, so that effective, sustainable approaches have to be found. The extent to which the specificed stress factors only affect PmMH is not considered in this context, so that further research is needed.