Employee Mental Health During COVID-19 Adaptation: Observations of Occupational Safety and Health/Human Resource Professionals in Ireland.

Objectives: This study aims to understand mental health issues among Irish employees arising from COVID-19 adaptation from the perspective of Occupational Safety and Health (OSH) and/or Human Resource (HR) professionals. Methods: Fifteen focus groups including 60 OSH/HR professionals from various sectors were conducted covering four predetermined themes. The data were transcribed verbatim, with transcripts entered into Nvivo for thematic analysis incorporating intercoder reliability testing. Results: The mental health impacts among employees are identified from three stages: pre-adaptation, during adaptation, and post-adaptation. Most issues were reported during the second stage when working conditions dramatically changed to follow emerging COVID-19 policies. The identified mental health support from participating organizations included providing timely and reliable information, Employee Assistance Programme (EAP), informal communication channels, hybrid work schedules and reinforcement of control measures. Conclusion: This study explores the challenges facing employees during the different stages of COVID-19 adaptation and the associated mental health impacts. Gender's influence on mental health consultations should be considered when planning for public health emergencies, and further research conducted in male dominated industries.

Factors Affecting Sick Leave Duration for Non-Work-Related Temporary Disabilities in Brazilian University Public Servants.

Sickness absenteeism in public institutions compromises the execution of services, and may also generate direct impacts on the population that receives coverage. To determine if sick leave duration for temporary disabilities is associated with non-work-related illnesses (NWRI), a historical cohort study was carried out of workers at a Brazilian University. The Charlson Comorbidity Index (CCI) was obtained from the most prevalent diagnoses in each expert examination and from the corresponding days of sick leave per episode, adjusting simple and multiple Cox regression models. As a result, 70% of the NWRI temporary disabilities were due to depressive disorders, convalescence, and dorsalgia with a sick leave duration between 4 and 320 days. The factors of protection for sick leave durations until the rehabilitation were non-insulin-dependent diabetes mellitus and hypertension. Long-term sick leaves were observed in the cases that required rehabilitation of those workers diagnosed with recurrent depressive disorders, conjunctivitis, acute sinusitis, skin disorders, calculus of kidney and ureter, abdominal and pelvic pain, and same-level fall accidents. It is also worth noting that even in a disease that can justify long-term sick leaves, such as breast cancer, the duration may be shorter according to the worker's capacity and self-efficacy.

Influence of new nurses′transformation shock and self-efficacy level on their work adaptation / 中国实用护理杂志

Objective To investigate the impact of new nurses′transformation shock, general self-efficacy and work adjustment, analyze the impact of new nurses′ transformation shock and general self efficacy on their work adjustment. Methods Using the method of convenient sampling, 258 new entry nurses in 5 grade a affiliated hospitals of a medical university were selected as the research subjects. The general data questionnaire, the new entry nurse transition shock scale, the general self-efficacy scale and the work adaptation scale were used to investigate. Results The total score of the new nurses′transformation impact was (104.89 ± 15.73) points, the items were evenly divided into (3.88 ± 0.71) points, the total score of self efficacy was (25.72 ± 3.54) points, the items were equally divided into 2.57 and 0.35 points, and the total score of work adjustment was (61.92 ± 8.72), and the items were equally (3.87 ± 0.51). The score of transformation attack of new nurses was negatively correlated with work adjustment score (r=-0.297, P<0.01), and self efficacy score was positively correlated with work adjustment score (r=0.201, P<0.01). The 2 dimensions of new nurses′education, the impact of transformation, social culture and development, knowledge and skills, and self-efficacy are the main influencing factors of work adjustment (t=-3.212-7.602, P<0.01). Conclusions Reducing the transformation shock of new nurses and improving the level of self-efficacy can improve the job adaptation of new entry nurses and ensure the quality of clinical nursing service.

Qualidade de vida dos trabalhadores readequados e readaptados de uma universidade estadual pública / Calidad de vida de los trabajadores readecuados y readaptados a una universidad pública del estado / Quality of life of workers who underwent work adjustments and adaptations in a public state university

RESUMO Objetivo Avaliar a qualidade de vida dos trabalhadores readequados e readaptados de uma universidade estadual pública. Métodos Estudo transversal, realizado com 92 servidores de uma universidade estadual pública. Os dados foram coletados de novembro de 2012 a maio de 2013 por meio do questionário de caracterização da população e do Medical Outcome Study 36-item Short Form, submetidos à análise univariada e bivariada por teste Mann-Whitney. Resultados Os dois domínios que apresentaram melhores escores foram a função social e o desempenho emocional. Já os que apresentaram piores escores foram desempenho físico e a dor corporal. A maioria dos trabalhadores não percebeu alterações em seu estado de saúde no último ano. Conclusões Os escores de qualidade de vida, em geral, não apresentaram pontuações elevadas, sobretudo, nos aspectos físicos. Portanto, faz-se necessário implementar medidas que avaliem a eficácia da readequação e readaptação para promover melhorias à saúde do trabalhador.

RESUMEN Objetivo Evaluar la calidad de vida de los empleados readecuados y readaptados de una universidad estatal pública. Métodos Estudio transversal con 92 servidores de una universidad estatal pública. Los datos fueron recolectados a partir de noviembre 2012 a mayo 2013 a través del cuestionario para caracterizar la población y el Medical Outcomes Study 36-Short Form elemento sometido a análisis univariante y bivariante mediante la prueba de Mann-Whitney. Resultados Las dos áreas que tenían las puntuaciones más altas fueron la función social y el rendimiento emocional como aquellos que tenían una peor puntuación fueron el rendimiento físico y el dolor corporal. La mayoría de los trabajadores no notaron cambios en su estado de salud el año pasado. Conclusiones Las puntuaciones de calidad de vida en general, no mostraron puntuaciones más altas, sobre todo en los aspectos físicos. Por lo tanto, es necesario poner en práctica medidas para evaluar la eficacia de readaptación y rehabilitación, para promover mejoras en la salud de los trabajadores.

ABSTRACT Objective Assess the quality of life of workers who underwent work adjustments and adaptations in a public state university. Methods This was a cross-sectional study carried out with 92 employees from a public state university. Data were collected from November 2012 to May 2013 using a population characterization questionnaire and the Medical Outcome Study 36-item Short Form, and then underwent a univariate and bivariate analysis through the Mann-Whitney test. Results The two domains that obtained the best scores were social function and emotional performance, whereas the ones with the worst scores were physical performance and body pain. Most workers did not note changes in their health status in the last year. Conclusions The quality of life scores, in general, were not high, especially in physical aspects. Therefore, measures need to be implemented to evaluate the effectiveness of work adjustments and adaptations, in order to improve occupational health.

Um estudo sobre a competência no trabalho e novos paradigmas organizacionais à luz do modelo IMBA / A study about competence at work and new organizational paradigms based on the IMBA-Model

Esta pesquisa surge a partir de reflexões teóricas e de práticas sobre competências para o trabalho, especificamente, competências adequadas e ideais para os colaboradores, para a consecução de objetivos organizacionais e suas relações com as definições e utilizações do conceito no âmbito do modelo IMBA (Integração de pessoas com deficiência no mercado de trabalho) sobre competências para o trabalho, que traz definições sobre competências e sua forma de aplicação na busca da adequação de pessoas aos seus postos de trabalho. Foram elaborados questionamentos baseados na teoria vigente e no modelo nomeado para nortear a atual pesquisa, assim resumidos: questões sobre as transformações no mundo do trabalho, sobre o próprio conceito de competência e sua inserção nos novos paradigmas organizacionais e a forma de identificação e operacionalização de competências no nível individual. Após uma abordagem de cunho teórico, foram aplicados um questionário e uma entrevista com os temas mencionados. Os dados foram levantados, tratados e analisados qualitativamente, o que viabilizou a identificação de determinadas competências relevantes para cada grupo de colaboradores e suas respectivas percepções na organização abordada sobre a forma de seleção dessas competências. Foi realizado um mapeamento das competências na situação real de trabalho a partir de material baseado no modelo IMBA. O conceito, conforme descrito e trabalhado no nomeado padrão ajudou no mapeamento de competências e na sua análise pelos colaboradores participantes. Foi alcançado o objetivo central da pesquisa de relacionar o tema das competências, a partir da análise de uma situação real organizacional, com os instrumentos do modelo IMBA.

This research arises from reflections on theoretical and practical skills for work, specifically, appropriate skills and ideal for employees to achieve organizational objectives and their relationship with the definitions and uses of the concept under the model IMBA on working skills (Integration of persons with disabilities in the labor market), that brings definitions of competence and its mode of administration in the pursuit of appropriate people to their jobs that were the starting point of this study. Some questions were mapped based on current theory and the project itself nominated for this research, summarized as follows: questions about the changes in the workplace, the concept of competence and its insertion into the new paradigms and organizational form of identification and operationalization of skills at the individual level. After a theoretical approach through contributions of various kinds and especially from the IMBA project, we applied a questionnaire and an interview with the matters referred, whose treatment had qualitative data collected for subsequent analysis. It was possible to identify specific skills relevant to each group of employees surveyed in the organization and their perceptions of these employees on how to select these skills. As the project took an IMBA mapping skills in a real work situation addressed. The concept, as described and IMBA worked on the project can be translated into reality and helped the local organizational skills mapping and analysis by participating employees. It can be argued that the study achieved the goal of relating the issue of skills, from the analysis of a real organization with the tools of the IMBA model.