[Factors Related to Work Engagement in Occupational Health Nurses: From both Aspects of Work Environmental and Individual Factors].

OBJECTIVES: The Ministry of Health, Labour and Welfare (MHLW) states that it is an important issue to realize a work environment where people find their job worth doing, and the MHLW utilizes work engagement as the concept of a job worth doing. In this study, we aimed to clarify the factors related to work engagement in occupational health nurses from both aspects of work environmental and individual factors. METHODS: An anonymous self-administered questionnaire was mailed to 2,172 occupational health nurses who belonged to the Japan Society for Occupational Health and were in charge of practical work. Among them, 720 responded and their responses were analyzed (valid response rate: 33.1%). The Japanese version of the Utrecht Work Engagement Scale (UWES-J) was used to measure their feelings on whether their job is worth doing. Question items at three levels, namely, work level, department level, and workplace level, were selected from the new brief job stress questionnaire as the work environmental factors. Three scales, namely, professional identity, self-management skills, and out-of-work resources, were used as the individual factors. Multiple linear regression analysis was performed to examine the factors related to work engagement. RESULTS: The mean total score of UWES-J was 57.0 points, and the mean item score was 3.4 points. Among attributes, age, having children, and the position of chief or above were positively correlated to the total score, but the number of occupational health nurses in the workplace was negatively correlated to the total score. Among work environmental factors, work-self balance (positive), which is a subscale at the workplace level, and suitable jobs and opportunities to grow up, which are the subscales at the work level, were positively correlated to the total score. Among individual factors, self-esteem as a professional and self-improvement to be professional, which are the subscales of the professional identity, and problem resolution, which is a subscale of self-management skills, were positively correlated to the total score. CONCLUSIONS: In order for occupational health nurses to find their job worth doing, it is desirable that they will have options to choose diverse and flexible work styles, and that their employers will establish a work-life balance for the entire organization. It is preferable that the occupational health nurses can self-improve, and that their employers will provide opportunities for them to develop professionally. The employers should also establish a personnel evaluation system that allows for promotion. Results also suggest that the occupational health nurses need to improve their self-management skills, and that the employers should assign them to positions suitable to their abilities.

Update on occupational health nursing through 21st century requirements: A three-round Delphi study.

BACKGROUND: Occupational health nurses have promoted health and practiced at a strategic level for many years, and are closely aligned with public health and policies, workplace and environmental regulations, and changes in the nursing profession. OBJECTIVE: This study was carried out to create a consensus text on the definition, qualifications, responsibilities, and education of occupational health nurses based on the 21st century requirements. DESIGN AND METHODS: A Delphi panel of public health nursing academicians, occupational health nurses, other health professionals, faculty members of public health, and occupational physicians. A consensus-building approach using three rounds of e-Delphi technique were used, with 45 participants in the first round, 41 in the second round, and 36 in the third round. Data were collected in all three rounds with Google Forms between October 28, 2021, to February 28, 2022. Qualitative content analysis was performed in the first round, and mean, standard deviation, median, and mode values were presented based on the answers to the 5-point Likert questions in the second and third rounds. Values of at least 80 % and above were used for the consensus text in the third round. RESULTS: 62.2 % of the participants were female. The mean age was found 47.71 ± 11.03 years. The experts reached a consensus on the definition of occupational health nurse by emphasizing professionalism, effective communication, record keeping, nursing knowledge, skills, equipment, and competence in the field, with a participation of 91.7 %. A consensus was reached on the qualifications including observation, examination, evaluation, research, health promotion, compliance with confidentiality and ethical rules, and working in harmony with the team, with a participation of 94.4 %. The responsibilities of occupational health nurses included to create a healthy and safe workplace, participate in periodic health examinations, maintain effective communication with employees, acting in accordance with ethical principles, provide continuous professional development, and perform health education and promotion, guidance, and counseling. Experts specified that occupational injuries and diseases, duties, authorities, and responsibilities of the occupational health nurse, occupational health and safety legislation, health education, risk assessment, effective communication, and health literacy need to be integrated into the content of certificate program with 97.7 % participation. A maximum of 500 h for the total duration of the certificate training was suggested. CONCLUSIONS: The expert panel opinions provide a wide perspective for competencies, and educational standards of occupational health nurses. The results could assist in initiating the infrastructure of multidisciplinary postgraduate education programs, developing national and international collaborations, and increasing the number of scientific events should contribute to the professional development of occupational health nursing. Future research should focus on imbedding these consensus items in national and international certificate programs to prepare qualified advanced occupational health nurses.

Occupational Health Nurses' Self-Efficacy in Implementing Smoking Cessation Interventions for Workers: A Manufacturing Company Quality Improvement Project.

BACKGROUND: Effective smoking cessation interventions (SCIs) are urgently needed for the working population where smoking continues at high rates. Occupational health nurses (OHNs) could be effective in providing SCI, but self-efficacy was found to be a major barrier. The purpose of this study was to improve the delivery of SCI to those who smoke in the workplace and to explore nurse self-efficacy. METHODS: Pretest and posttest were conducted on two groups, OHNs (n = 5) and smokers (n = 11) working at U.S. manufacturing facilities. OHNs were trained on motivational interviewing (MI) techniques who then recruited smokers to help them practice their newly acquired skills. The two groups were measured by Likert-type scale for OHN self-efficacy and smoker level of change toward quitting. FINDINGS: Paired t-tests detected statistically significant differences in OHN's preintervention and postintervention self-efficacy scores, t(4) = -4.46, p < .001,; d = 2.92) and smokers' preintervention and postintervention stage of change toward quitting scores, t(10) = -9.07, p < .001,; d = 2.09), suggesting that the training and MI intervention were effective in increasing OHN self-efficacy and smokers' motivation to change. CONCLUSION/APPLICATION TO PRACTICE: This quality improvement (QI) project indicated smokers can be successfully recruited and counseled using MI techniques, while simultaneously improving OHN self-efficacy toward helping patients. Theory-based applications brought OHNs and smokers together in a new paradigm resulting in positive changes for both. Secondary findings in the reverse nurse-patient role revealed success in an innovative recruitment method for smoking cessation.

Social Media in Occupational Health Nursing: Helpful or Harmful?

Background: Social media, an online vehicle for communication and media sharing, is a growing phenomenon in many aspects of everyday life, including health care. We explored the ways occupational health nurses can use social media as a helpful resource as well as identified potential concerns associated with its use. Methods: A review of the literature was conducted between December 1, 2019, and April 10, 2020, using PubMed and Google Scholar. Key search terms included social media, social network, nurse or nursing, occupational health, and online health. Criteria for selection included studies with results on social media within health care, nursing, and/or occupational health. Studies were also included if the health effects of social media were addressed. Six additional studies that had been previously identified by hand searching were included. Findings: These findings support the use of social media in occupational health for encouraging participatory health care among employees. Occupational health nurses can also utilize social media for health information, online health communities, emergency communication, health education workshops, professional connections, and continuing education. However, awareness of safe social media practice is necessary due to the possibility of misinformation and privacy breaches. Conclusion/Application to Practice: Social media can be used for education and communication with employees and is a way to support employees with specific health conditions through participation in online health communities . Occupational health nurses can take advantage of the speed and accessibility of social media to reach large numbers of employees. It is also a useful tool for addressing many health concerns encountered by employees; however, careful sourcing of information, awareness of company policies, and other safe practices can help to ensure it is helpful and not harmful.

Support for balancing cancer treatment and work by occupational health nurses: support structures and implementation status.

This study aimed to quantitatively grasp the structure of support for balancing cancer treatment and work among occupational health nurses (OHNs) with the current implementation status. The anonymous questionnaire was designed based on the findings of our previous qualitative study and distributed to OHNs. The degrees of support implementation for workers with cancer, superiors and colleagues, and human resource managers were assessed for each item. Factor analysis of support items was conducted, and Wilcoxon signed-rank test was carried out to compare the support scores between the factors. Support for workers with cancer comprised six factors in which the factor, concerning the provision of information regarding resources inside and outside the company, showed the lowest score. Support for superiors and colleagues was divided into three factors, and that for human resource managers comprised two factors. By Mann-Whitney's U-test, it was found that OHNs, who worked without full-time occupational health physicians for smaller companies, showed significantly higher implementation for several support factors, such as support to human resource managers. This study revealed the structure as well as implementation status of OHNs' support for balancing cancer treatment and work, which will provide suggestions for developing training programs for OHNs to promote these activities.

The Occupational Health Nurse and his/here role in the prevention of work-related diseases: results of an observational study.

BACKGROUND: In Italy, health in the workplace is still considered a field for physicians only. In contrast to Europe, the figure of the occupational health nurse is not yet present, due to the absences of contractual and university fields. The present study aimed to carry out a survey for understanding the usefulness of the introduction of the occupational health nurse in the field of prevention and protection of health at work. MATERIAL AND METHODS: The questionnaire was administered via an online survey to health professionals including Students (undergraduate and post-graduate levels) of Nursing Sciences and Midwives, Nurses, Physicians specialized in Hygiene and Preventive Medicine, in Occupational Medicine and Legal Medicine. The questionnaire included 26 questions. The statistical analysis, conducted with SPSS software (release 25.0), has been articulated through the use of frequency tables and contingency tables. Differences in participants' responses were analyzed with the chi-square and Fisher's exact tests, where applicable, considering gender, marital status, presence of sons in families, age, macro-region, and professional activities as potential explanatory variables. RESULTS: After two general reminders, 232 individuals entered the survey, with an overall response rate of 65%. 42.2% of the participants were nurses, aged between 20 and 64 years. Around 70% were females. A low percentage (9.9%) is associated with respondents from northern Italy 53.0% from Center and 37.1% from southern Italy. The questionnaire included four major fields of occupational health nursing. The nursing role for companies (items 8, 12, 13, 14, and 17): the responders approve the introduction of the occupational health nurse in the companies for his/her competences on health promotion and work-related diseases prevention. Utility for companies (items 18, 19, 20 and 21): the usefulness brought by the occupational health nurse to companies is fully shared by the responders. Occupational Health Nurse's action field (items 16, 22, 23 and 24): the answer "yes" has the highest prevalence among the responders, followed by "I don't know". Education (items 25 and 26): Nurses, Physicians and Nursing Students think that the occupational health nurse must have an appropriate university training program, in particular, a master's first degree. Concerning the main focus of the study (opinion on which was the most suitable course of study for the occupational health nurse), 85 (36,6 %) participants answered, "First level Master degree", and 60 (25,9 %) "Advanced training course". CONCLUSIONS: This study wanted to highlight the opinion of professionals on the usefulness of this new nursing figure, projected into the world of occupational medicine. The OHN supports the Physician with his/her professionalism and autonomy in prevention and treatment of work-related diseases, as demonstrated and valued in the rest of Europe. The implementation of advanced courses on occupational nursing, and in particular specific post-graduate degrees, is needed.

Development and evaluation of a training program for occupational health nurses regarding support for workers with cancer and their workplaces.

OBJECTIVES: This study aimed to develop and evaluate a training program for occupational health nurses (OHNs) regarding support for workers with cancer and their workplaces. METHODS: Based on our prior research, we engaged in multiple discussions on the development of training program for OHNs. For examining the effectiveness of the developed training program, we collected and analyzed the data from three repeated surveys conducted before, immediately after, and 3 months after the training on self-confidence levels of the participants regarding 23 items associated with support for workers with cancer and their workplaces. RESULTS: We made a 3-hour training program including a lecture and a group work. First, we gave a lecture explaining the support scheme consisting of 4 parts and the 12 hints in action phrase while using the guidebook. Second, we conducted the group work regarding the case of a female worker diagnosed with breast cancer. Of the participants who supported workers with cancer in actuality during the 3-month post-training, 86% acknowledged the utility of the training in implementing support. As for the pre-post evaluation of the training program, most items of the participants' self-confidence significantly increased from pretraining to immediately after and 3 months post-training. DISCUSSION: This study demonstrated that the developed training program was effective in that the participants learned the support schemes and skills and gained self-confidence in implementing supports in real-work settings. We hope that this training program will be extensively used in the future, enabling OHNs to contribute toward balancing cancer treatment and work.

Visual Performance and Occupational Safety Among Aging Workers.

With the rapid growth of the aging workforce, age-related conditions may negatively influence overall workplace safety and health among these workers and their employers. In this summary, we have outlined details about visual acuity, glare sensitivity, and contrast sensitivity, which are common age-related vision changes that can potentially affect their occupational safety. The occupational health nurse is well positioned to address these concerns by instructing aging workers about potential development of vision change and ensuring they receive the appropriate vision screening. By assisting employers to modify work environments to accommodate this population, the occupational health nurse can reduce the risk of injury, as well as positively impact the health of their aging workforce.

Hepatitis C Competency and Outreach of Occupational Health Nurses.

In the United States, approximately one half of individuals with chronic hepatitis C virus (HCV) are not aware of their status. Current HCV treatment is highly successful and is associated with a decrease in all-cause mortality. Occupational health nurses (OHNs) are often the sole health care providers at worksites and have a unique opportunity to provide HCV education, screening, and linkage to care. This project measured changes in OHN HCV competency and outreach, and identified barriers to screening. In June 2017, Survey 1 was emailed to 3,414 American Association of Occupational Health Nurse (AAOHN) members. For HCV competence, HCV knowledge and confidence in educating and counseling employees regarding HCV were assessed. HCV outreach and barriers to screening were identified. The HCV educational campaign launched in October 2017 with a webinar, a webpage/toolkit, and educational emails. Survey 2 was emailed in January 2018 to assess for changes in HCV competency and outreach. A total of 445 OHNs responded to Survey 1, and 111 completed both surveys, and participant demographics represented AAOHN membership base (95% female, mean age 56.4). The average HCV knowledge pretest score was 76% and posttest score was 77%. Confidence in educating/counseling employees about HCV increased from 2.6 to 2.9 (on a 1-5 scale; p = .052). Higher pretest scores were associated with bachelor's degree (BS/BA) education or above, greater confidence in HCV education/counseling of employees, and HCV education participation within the prior 12 months. There are ongoing HCV learning needs for OHNs and greater opportunities for HCV outreach in worksites.

Promoting and inhibiting factors for the use of validated dietary assessment questionnaires in health check-up counseling: from occupational health nurses and dietitians' perspective.

A validated questionnaire is not typically used for dietary assessment in health check-up counseling provided by occupational health nurses in Japan. We conducted a qualitative study to investigate the barriers and promoting factors affecting the use of validated questionnaires. Ten occupational health nurses and three registered dietitians, working at a health insurance society, were recruited for this study using an open-ended, free description questionnaire. Inhibiting factors, such as "Feeling of satisfaction with the current method," "Recognition of importance," and "Sense of burden from the questionnaire", and as promoting factors, "Feeling the current method is insufficient", "Recognition of importance," "Reduction in the feeling of burden after the answer," "Expectation of and reaction to the result," and "Expectation for the effect of the counseling" were noted. Since a standardized dietary assessment method in health counseling might be desirable for the harmonization of work with diseases prevention in an occupational field, findings in this study could propose appropriate targets to reduce confusion in health professionals' concerning the use of validated questionnaires.

Comprehensive Review of Nutrition Components for Occupational Health Nurses-Part 2.

This article, the second in a two-part series, reviews and examines the components of clinical nutrition. In Part 2, the authors discuss nutritional components of fats, proteins, vitamins, minerals, and water. A resource guide is provided for the occupational health nurse to assist in the implementation of employee education in the area of healthy nutrition. The intent of the articles is to acquaint and inform the occupational health nurse on the current guidelines for healthy eating so she or he can better appraise their employee population, thus creating a healthier workforce. The information provided is not all-inclusive on the topics discussed but it provides a foundation for a better understanding of the requirements for healthy eating.

Comprehensive Review of Nutritional Components for Occupational Health Nurses-Part 1.

This article, the first in a two-part series, reviews and examines the components of clinical nutrition. In Part 1, the authors introduce the concept of nutrition and the role it plays in supporting healthy employees, current guidelines, and recommendations for determining healthy eating and the nutritional component of carbohydrates. In Part 2, the components of fats, proteins, vitamins, minerals, and water, and a resource guide are provided for the occupational health nurse to assist in the implementation of employee education in the area of healthy nutrition. The intent of the articles is to acquaint and inform occupational health nurses on the current guidelines for healthy eating so they can better appraise their employee population, thus creating a healthier workforce. The information provided is not all-inclusive on the topics discussed, but provides a foundation to understand the requirements for a healthier workforce.

Competencies required for occupational health nurses.

OBJECTIVES: For occupational health (OH) nurses to perform activities effectively, not only skills and knowledge but also competencies proposed by Dr. McClelland are indispensable. This study aimed to identify competencies required for OH nurses and to show their structure diagram. METHODS: Qualitative descriptive research was conducted from October 2010 to August 2011. Eight high-performing OH nurses participated, and data were collected from semi-structured interviews held for each nurse. Data were qualitatively and inductively analyzed using the KJ method. RESULTS: Seven competencies were identified: "self-growth competency," "OH nursing essence perpetuation competency," "strategic planning and duty fulfillment competency," "coordination competency," "client growth support competency," "team empowerment competency," and "creative competency." A structure diagram of the seven competencies was clarified. As the definitions of the competencies were different, the findings of competencies for OH nursing in the United States of America (USA) could not simply be compared with the findings of our study; however, all seven competencies were compatible with those in AAOHN model 1 and AAOHN model 2 in the USA. CONCLUSION: Our seven competencies are essential for OH nurses to perform activities that meet the expectations of employees and the employer.

Comparison of competency priorities between UK occupational physicians and occupational health nurses.

OBJECTIVES: The competencies required of occupational physicians (OPs) and occupational health nurses (OHNs) separately have been studied in various countries but little research has made direct comparisons between these two key occupational health (OH) professional groups. The aim of this study was to compare current competency priorities between UK OPs and OHNs. METHODS: A modified Delphi study conducted among professional organisations and networks of UK OPs and OHNs. This formed part of a larger Delphi, including international OPs. It was undertaken in two rounds (round 1-'rating', round 2-'ranking'), using a questionnaire based on available OH competency guidance, the literature, expert panel reviews and conference discussions. RESULTS: In each round (rating/ranking), 57/49 and 48/54 responses were received for OPs and OHNs respectively. The principle domain (PD) competency ranks were very highly correlated (Spearman's r=0.972) with the same PDs featuring in the top four and bottom three positions. OPs and OHNs ranked identically for the top two PDs (good clinical care and general principles of assessment and management of occupational hazards to health). Research methods was ranked lowest by both groups. CONCLUSIONS: This study has observed a high level of agreement among UK OPs and OHNs on current competency priorities. The 'clinically focused' competency priorities likely reflect that although OH practice will broaden in response to various factors, traditional 'core' OH activities will still be required. These mutually identified priorities can serve to strengthen collaboration between these groups, develop joint education/training programmes and identify common professional development opportunities.

Exploring career anchors among occupational health nurses in Japan: A qualitative study.

AIM: This study examined the career anchor characteristics that are possessed by Japanese occupational health nurses. METHOD: Sixteen occupational health nurses participated in the semistructured interview. Data analyses were conducted using descriptive qualitative methods. RESULTS: The data showed the following five categories: practices concerning relationships and positions; development of occupational health practices; management skills for effective work; practices that are approved inside and outside the organization; and work and private life considerations. CONCLUSIONS: This study described the career anchors among occupational health nurses in Japan. The participants emphasized the following: the importance of maintaining good cooperative relationships with workers and supervisors; balancing professional and organized labor; and practicing effective occupational health services. Moreover, the occupational health nurses emphasized receiving approval from inside and outside of the organization. These results were consistent with the actual practices of occupational health nursing.

[Occupational health nurse's role in health surveillance and workers' education: national and international state]. / Il ruolo dell'Infermiere del Lavoro nelle attività di sorveglianza e formazione dei lavoratori: panorama nazionale e internazionale.

OBJECTIVES: Occupational Health Nurses have gradually changed their role. To provide a national and international overview concerning the Occupational Health Nurse's role and to evaluate which are the regulatory/professional elements currently in force in Italy that may permit to better structure and develop Occupational Health Nurse's technical/scientific knowledges. METHODS: Literature and regulatory texts review in Italy and abroad; on sight research in some public and private Occupational Health services. RESULTS: Occupational Health Nurses' role abroad is well established and it's primarily aimed to preventive health interventions and health promotions. In Italy, on the contrary, the role of nurses in Occupational Health is almost always accessory in the implementation of health surveillance and workers' health education. This fact seems to be the result of the absence of a specific training course for those professionals, that could better define their legal profile. CONCLUSIONS: We verified the need that the training curricula of the Nursing Degree and of the Post-graduate Degree in Nursing and Midwifery Sciences give more space for teaching specific Occupational Health skills. It seems useful to propose the activation of specific post-graduate training courses for nurses who wish to focus specifically their professional activity in our disciplinary field.

The American Association of Occupational Health Nurses' Respiratory Protection Education Program and Resources Webkit for Occupational Health Professionals.

Organizations are required to adhere to the Occupational Safety and Health Administration's (OSHA) Respiratory Protection Standard (29 CFR 1910.134) if they have workers that wear a respirator on the job. They must also have an employee "suitably trained" to administer their program. The National Institute for Occupational Safety and Health and its National Personal Protective Technology Laboratory have worked to champion the occupational health nurse in this role by collaborating with the American Association of Occupational Health Nurses to develop free, online respiratory protection training and resources (RPP Webkit). This article describes the development, content, and success of this training. To date, 724 participants have completed the training, 32.6% of whom lead their organization's respiratory protection program, 15.3% who indicated they will lead a program in the near future, and 52% who did not lead a program, but indicated that the training was relevant to their work. The majority "strongly agreed" the training was applicable to their work and it enhanced their professional expertise.

[Osteoarthritis and fitness to work, a delicate balance to maintain]. / Arthrose et aptitude au travail, un subtil équilibre à préserver.

Osteoarthritis, in most cases, is not caused by one's occupation. However, its presence and its consequences can limit the fitness to work of the people concerned. Nurses practising in occupational health support employees and help to develop occupational health policies to prevent the consequences of the risk of unfitness following the deterioration in an employee's health.

Core competencies for UK occupational health nurses: a Delphi study.

BACKGROUND: Occupational health nurses (OHNs) play a pivotal role in the delivery of occupational health (OH) services. Specific competency guidance has been developed in a number of countries, including the UK. While it is acknowledged that UK OHN practice has evolved in recent years, there has been no formal research to capture these developments to ensure that training and curricula remain up-to-date and reflect current practice. AIMS: To identify current priorities among UK OHNs of the competencies required for OH practice. METHODS: A modified Delphi study undertaken among representative OHN networks in the UK. This formed part of a larger study including UK and international occupational physicians. The study was conducted in two rounds using a questionnaire based on available guidance on training competencies for OH practice, the published literature, expert panel reviews and conference discussions. RESULTS: Consensus among OHNs was high with 7 out of the 12 domains scoring 100% in rating. 'Good clinical care' was the principal domain ranked most important, followed by 'general principles of assessment & management of occupational hazards to health'. 'Research methods' and 'teaching & educational supervision' were considered least important. CONCLUSIONS: This study has established UK OHNs' current priorities on the competencies required for OH practice. The timing of this paper is opportune with the formal launch of the Faculty of Occupational Health Nursing planned in 2018 and should inform the development of competency requirements as part of the Faculty's goals for standard setting in OHN education and training.

[Taiwan occupational health nursing: practices, policies and future trends].

The steady evolution of domestic industries and the continued expansion of the workforce have outdated Taiwan's traditional model of occupational health nursing, which focuses on preventing work-related diseases and ensuring workplace safety. Professional-competency evaluations, now widely used within the medical and other professional communities to confirm that individuals have mastered relevant knowledge and skills, are a fixture in service quality management and related strategies. Occupational health nurses have a critical role in promoting and ensuring the quality of occupational-health related services. A multifaceted strategy is needed to update the domestic model of occupational health nursing. This strategy should include: 1) Set professional standards and create standard teaching materials for national occupational health nurses; 2) Enhance the professional efficacy of nurses in this field; 3) Survey the relevant role functions and education/training needs of occupational health nurses; 4) Develop relevant elective courses; and 5) Format courses/curricula for e-learning and for multimedia platforms. Furthermore, after implementation of this strategy, the model should be evaluated in terms of the knowledge and skills acquired by occupational health nurses. It is hoped that by reflecting local needs and experiences this new model will update the field of occupational health nursing to meet the needs of the current and future workplace in Taiwan and increase nursing knowledge and skills in order to foster and sustain healthy workplace environments.