Ten-year trends in long-term sickness absence among Japanese public servants: 2009-2018.

Sickness absences are a significant public health and economic problem worldwide. However, sickness absence diagnoses and trends have not been reported in much detail in Japan. This study was a retrospective cohort study. We examined data on certified diagnoses and the durations of sickness absence lasting over 90 days (long-term sickness absence) from 2009-2018 among city public servants in Japan. We found that 1) "Mental and behavioral disorders" (495.0-780.6 per 100,000 employees) was the most prevalent reason for long-term sickness absence, and "Mood disorders" (318.6-584.3 per 100,000 employees) was the most prevalent mental disorders diagnosis in each study year; 2) the prevalence of long-term sickness absence for mental disorders showed decreasing trends (781/100,000 in 2009 to 622/100,000 in 2018; [p=0.005, for the trend test]); 3) the trends differed by gender (p<0.05) and age (p<0.001); and 4) the duration of long-term sickness absence related to mental disorders (13.2 ± 9.0 months) was longer than long-term sickness absence resulting from all physical disorders except for diseases of the circulatory system (15.1 ± 11.6 months). Increased focus on significant depressive and neurotic disorders is needed when promoting mental health in the workplace.

Questionário de Condições de Trabalho para Servidores Universitários / Working Conditions Questionnaire for public workers in the university / Cuestionario de Condiciones Laborales para Servidores Universitarios

Adotamos o conceito de condições de trabalho abrangendo aspectos do conteúdo e do entorno do trabalho. Entretanto, havia a demanda de explorar as suas especificidades para servidores de universidades federais, visando uma melhor aproximação da realidade e, simultaneamente, explorar sua variabilidade histórica como esperado teoricamente. A pesquisa, então, almejou desenvolver uma versão do Questionário das Condições de Trabalho (QCT) para os servidores da UFMG e aperfeiçoá-lo. Modificamos o QCT adaptando itens e introduzindo outros; exploramos as estruturas fatoriais e avaliamos seu aperfeiçoamento psicométrico. Aplicamos questionários estruturados em 1.060 participantes. Por meio de análise fatorial exploratória, encontramos uma estrutura empírica com fatores de segunda e primeira ordem. Os de segunda ordem divergem das categorias teóricas aplicadas em pesquisas anteriores. Esses fatores e os primários (p. ex., Processo Burocrático e Participação) refletiram a percepção dos servidores acerca da realidade vivencial. A nova versão do QCT pode ser útil em diagnósticos ocupacionais. (AU)

We adopted the concept of working conditions covering the content and surrounding aspects of work. However, there is a need to explore its specificities for public workers in federal universities with the intention of constructing a better approximation to reality, and, simultaneously, exploring their historical variability as theoretical expected. Accordingly, this study aimed to develop a version of the Working Conditions Questionnaires (WCQ) for UFMG's public workers and improve it. We changed the WCQ, adapting items and creating others; we explored the factorial structures; and evaluated their psychometric properties. We applied the structured questionnaire with 1,060 participants. Through exploratory factor analysis, we found an empirical structure with first and second order factors. The second order factors differed from the theoretical categories applied in previous studies. The factors found (e.g., Bureaucratic Process and Participation) reflected the public workers perception about the reality experienced. The new version of the WCQ can be useful in occupational diagnostics. (AU)

Adoptamos el concepto de condiciones laborales abarcando aspectos del contenido y del entorno del trabajo. Sin embargo, hubo una demanda de explorar sus especificidades para empleados de universidades federales, mirando una mejor aproximación de la realidad y, simultáneamente, explorar su variabilidad histórica como teóricamente se esperaba. La investigación, entonces, tuvo como objetivo desarrollar una versión del Cuestionario de Condiciones Laborales para los servidores de la UFMG, y mejorarla. Se modificó el QCT adaptando ítems y creando otros; se exploró las estructuras factoriales; y se evaluó su perfeccionamiento psicométrico. Los cuestionarios estructurados fueron contestados por 1.060 participantes. Por intermedio del análisis factorial exploratorio, se encontró una estructura empírica con factores de primer y segundo orden. Los de según orden difieren de las categorías teóricas de investigaciones previas. Estos factores y los primarios (por ejemplo, Procesos Burocráticos y Participación) reflejaron la percepción de los servidores acerca de la realidad vivencial. La nueva versión del QCT puede ser útil en diagnósticos ocupacionales. (AU)

Socio-Demographic Characteristics, Body Weight Status and Energy Intake among Users and Non-Users of Dietary Supplements among Government Employees in Putrajaya, Malaysia.

The use of dietary supplements is prevalent among many groups worldwide. However, few studies have examined their use among government employees. The aim of this cross-sectional study was to determine the association among sociodemographic characteristics, body weight status, and energy intake with dietary supplement use among government employees in Putrajaya, Malaysia. Simple random sampling was used to select a sample of 460 government employees from six ministries in Putrajaya, Malaysia. The data used in this study were collected through anthropometric measurements (height, weight, % body fat, waist and hip circumferences), a self-administered questionnaire (sociodemographic characteristics and dietary supplements use), and an interviewer-administered questionnaire (24-hour dietary recall; fruit and vegetable intake). The results indicated that the prevalence of dietary supplement use was 55.4%, with vitamin C (38.4%) being the most popular type of dietary supplement. Health issues (80.8%) were the most common reason for usage, internet (59.2%) was the main source of information, and pharmacies (71.8%) were the most indicated places to purchase dietary supplements. A multivariate analysis showed that participants who were female, married, had better monthly income, lived within a smaller household size, had a normal body mass index, classified as having unhealthily high body fat percentage, did not skip breakfast, and consumed at least five servings of fruits and vegetables per day were significantly more likely to use dietary supplements. In conclusion, health-conscious groups were more prone to consume dietary supplements, and due to the high prevalence of dietary supplement use, dissemination of accurate scientific information regarding dietary supplements is highly recommended among government employees.

Leadership, religiousness, state ownership of an enterprise and unethical pro-organizational behavior: The mediating role of organizational identification.

This study proposes a model in which organizational identification mediates the correlations among state-owned enterprises (SOEs), authentic leadership, Christian religiousness, and unethical pro-organizational behavior (UPB). The proposed theoretical framework is based on moral identity theory, social identity theory, and social exchange theory. We tested the hypothesized model using data (N = 389) from employees of various companies and industries in Poland. Of the respondents, 49.1% worked in SOEs. The reliability and validity of the measures were established. The correlation coefficients among the analyzed variables were obtained using the bootstrap confidence interval method. To thoroughly examine the causal relationships among the variables, covariance-based structural equation modeling (CB-SEM) was adopted. Path analysis was conducted and used to verify a model in which organizational identification mediated the correlations among state involvement in the ownership of an enterprise, authentic leadership, Christian religiousness, and UPB. State involvement in the ownership of an enterprise, authentic leadership, and Christian religiousness were linked to increased organizational identification, which in turn was linked to the intensification of UPB. With the level of organizational identification controlled, state ownership of an enterprise was linked to lower UPB intensity. Limitations, implications and future research directions are discussed.

Willingness to vaccinate against influenza A (H1N1)pdm09 among Brazilian civil servants: Pró-Saúde cohort study.

OBJECTIVE: To investigate sociodemographic factors associated with the willingness to take the pandemic influenza vaccine. METHODS: This is a cross-sectional study of Brazilian civil servants participating in the fourth wave (2012-2013) of the longitudinal Pró-Saúde Study. Associations were expressed as odds ratios (OR) and 95% confidence intervals (95%CI), estimated by multivariate logistic regression models. RESULTS: Among 2,828 participants, 15.9% would not be willing to vaccinate in the future if the Brazilian Ministry of Health promoted a new vaccination campaign against pandemic influenza. Not willing to vaccinate in the future was strongly associated with not taking the pandemic influenza vaccine in 2010 (OR = 9.0, 95%CI 6.9 - 11.6). Among the unvaccinated, females, those aged > 60 years, and non-health care workers were less willing to vaccinate in the future. Again, in the vaccinated group, females were less willing to vaccinate. CONCLUSION: Multidisciplinary efforts should be encouraged in order to identify reasons for refusing vaccination, focusing on the individual and group perceptions of susceptibility, severity, benefits, and barriers to vaccination. Such information is needed to identify target groups for the delivery of customized interventions towards preventing emerging pandemics, such as avian influenza and COVID-19.

Willingness to Pay for Social Health Insurance and Its Predictors among Government Employees in Mujja Town, Ethiopia.

BACKGROUND: Social health insurance is one of the possible organizational mechanisms for raising and pooling funds to finance health services, private health insurance, community insurance, and others. OBJECTIVE: The study was aimed to assess willingness to pay for social health insurance and associated factors among government employees in Mujja town, Ethiopia. METHODS: An institutional-based cross-sectional study was conducted on the total sample size of 375 study respondents. A simple random sampling technique was employed. Data were entered into EPI info 7 and analyzed by Statistical Package for Social Sciences version 22.0. Multivariable logistic regression was used to identify independent predictors by controlling confounding variables. Statistical significance was declared at p < 0.05. RESULTS: This study revealed that 37.6% (95% CI: 33.1%, 42.61%) respondents were willing to pay for social health insurance. In the final model, respondents who ever heard about health insurance schemes were seven times (AOR = 7.205; 95% CI: 1.385, 37.475) more likely willing to pay for social health insurance. Thos who had history of difficulty and having other source to cover medical bills were 92.6% (AOR = 0.074; 95% CI: 0.009, 0.612) and 94.6% (AOR = 0.054; 95% CI: 0.011, 0.257) less likely to pay, respectively. CONCLUSIONS: Willingness to pay for social health insurance was low. Being heard about health insurance, history of difficulty, and having other sources to cover medical bills were associated factors. Thus, it is recommended that media promotion and these factors should be considered for the successful implementation of the scheme.

Supportive management practice and intrinsic motivation go together in the public service.

Drawing on over 4,000,000 individual and 2,000 agency observations across five countries, this paper examines the relationship between features of an employee's work environment and intrinsic motivation in public agencies. It finds that practices which foster employees' sense of autonomy, competence, and relatedness are associated with substantially higher levels of intrinsic motivation across a broad range of settings. This is true both at the individual and agency level and when examining changes within agency over time. These patterns appear to be at least partially a result of differential selection in and out of the agency, with lower levels of supportive practices associated with greater desire to exit for employees with higher levels of intrinsic motivation. Nonfinancial elements of job design are strongly associated with intrinsic motivation, as are potentially more difficult to alter features of an agency, such as satisfaction with compensation and managerial quality. There is also suggestive evidence that the relationship between agency practices and employee intrinsic motivation is stronger when tasks are more difficult to monitor.

Differences in psychological distress between managers and non-managers in female workers: a cross-sectional study in Tsukuba Science City, Japan.

The Japanese government has made efforts towards the advancement of women into society; thereby, the proportion of female managers has been increasing. Recent reports have shown that managers tend to be in poor health condition. However, little research has been conducted to examine the psychological health of female managers. Therefore, the aim of our study was to reveal the difference of psychological distress by occupational position in female workers with focus on occupational stress. A cross-sectional survey was conducted in 2017 via an anonymous, self-administered questionnaire distributed to workers in Tsukuba City, Japan. Student unpaired t test was used to compare occupational stress and psychological distress by occupational position. Binomial logistic regressions were used to analyze factors that affect psychological distress separately in managers and non-managers. A total of 1543 women (168 managers, 1375 non-managers) were analyzed. Managers showed higher occupational stress but lower psychological distress than non-managers. Problems in interpersonal relationships was positively associated with psychological distress, whereas occupation as a researcher/academic was negatively associated with psychological distress in managers. Mental workload and problems in interpersonal relationships were positively associated with psychological distress, whereas reward from work and support were negatively associated with psychological distress in non-managers. Managers and non-managers both showed an association between psychological distress and problems of interpersonal relationships. Non-managers might have higher psychological distress due to lower reward from work. It is important to increase reward from work and to develop female workers' interpersonal skills in order to reduce the psychological distress of female workers.

Percepções de servidores públicos sobre os motivos da ocorrência do assédio moral no trabalho em uma universidade brasileira / Perceptions of public server on the reasons for the occurrence of workplace bullying in a brazilian university / Percepciones de los servidores públicos sobre los motivos de la ocurrencia del acoso laboral en una universidad brasileña

O assédio moral no trabalho é fenômeno complexo, em que sua ocorrência pode combinar fatores individuais, grupais e organizacionais. Tal aspecto ocorre nas mais diferentes organizações, tal qual nas Universidades, lócus desta pesquisa. Neste ambiente, de intensa competitividade e vaidade, o assédio moral se manifesta frequentemente e de várias formas. Portanto, este artigo tem por objetivo identificar os motivos que levam à ocorrência do assédio moral, nas percepções de servidores públicos de uma Universidade brasileira. A pesquisa caracterizou-se como transversal, descritiva e de abordagem qualitativa, tendo como instrumento um questionário online com perguntas abertas e fechadas, aplicado aos docentes e técnicos-administrativos e analisado por meio da análise de conteúdo. Dentre as explicações internas, referente às características e comportamentos do indivíduo, foram identificados em maior frequência o posicionamento (político, ideológico ou relacionado ao trabalho), características físicas, competência e produtividade no trabalho como motivos para as agressões. Quanto às justificativas externas, relacionadas ao vínculo com o trabalho, observou-se que o pertencimento a determinado grupo ou categoria e o tempo de instituição podem favorecer ou prejudicar o indivíduo. Por fim, compreender os motivos que levam ao assédio moral, pode ser um caminho para criar estratégias para combatê-lo.

Workplace bullying is a complex phenomenon in which its occurrence can combine individual, group and organisational factors. This aspect occurs in the most diverse organisations, such as universities, the locus of this research. In this environment of intense competitiveness and vanity, workplace bullying manifests itself frequently and in various forms. Therefore, this article aims to identify the reasons that lead to bullying in the perceptions of public servants in a Brazilian university. The research was characterised as cross-sectional, descriptive and qualitative, using as an instrument an online questionnaire with open and closed questions (69 responses), applied to teachers and administrative technicians, and analysed through content analysis. Among the internal explanations, referring to the characteristics and behaviour of the individual, positioning (political, ideological or work-related), physical characteristics, competence and productivity at work were the most frequently identified as reasons for the aggressions. On the other hand, external justifications, related to the link with the job, it was observed that belonging to a particular group or category and the time spent in the institution can favour or harm the individual. Finally, understanding the reasons that lead to workplace bullying can create strategies to combat it.

El acoso laboral es un fenómeno complejo que en su ocurrencia puede combinar factores individuales, grupales y organizacionales. Este aspecto se da en las más diversas organizaciones, así como en las Universidades, locus de esta investigación. En este entorno de intensa competitividad y vanidad, el acoso laboral se manifiesta con frecuencia y de diversas formas. Por tanto, este artículo tiene como objetivo identificar las razones que conducen a la ocurrencia del acoso moral, en las percepciones de los servidores públicos de una universidad brasileña. La investigación se caracterizó como transversal, descriptiva y cualitativa, utilizando como instrumento un cuestionario online con preguntas abiertas y cerradas (69 respuestas), aplicado a docentes y técnicos administrativos, y analizado mediante análisis de contenido. Entre las explicaciones internas referidas a las características y comportamientos del individuo el posicionamiento (político, ideológico o laboral), las características físicas, la competencia y la productividad en el trabajo fueron las más frecuentemente identificadas como motivo de las agresiones. Por otro lado, en las justificaciones externas relacionadas con el vínculo con el trabajo, se observó que la pertenencia a un determinado grupo o categoría y el tiempo de institución puede favorecer o perjudicar al individuo. Finalmente, comprender las razones que conducen al acoso laboral puede contribuir a crear estrategias para combatirlo.

Willingness to vaccinate against influenza A (H1N1)pdm09 among Brazilian civil servants: Pró-Saúde cohort study / Disposição para vacinar contra influenza A (H1N1)pdm09 entre funcionários técnico-administrativos universitários: estudo de coorte Pró-Saúde

ABSTRACT: Objective: To investigate sociodemographic factors associated with the willingness to take the pandemic influenza vaccine. Methods: This is a cross-sectional study of Brazilian civil servants participating in the fourth wave (2012-2013) of the longitudinal Pró-Saúde Study. Associations were expressed as odds ratios (OR) and 95% confidence intervals (95%CI), estimated by multivariate logistic regression models. Results: Among 2,828 participants, 15.9% would not be willing to vaccinate in the future if the Brazilian Ministry of Health promoted a new vaccination campaign against pandemic influenza. Not willing to vaccinate in the future was strongly associated with not taking the pandemic influenza vaccine in 2010 (OR = 9.0, 95%CI 6.9 - 11.6). Among the unvaccinated, females, those aged > 60 years, and non-health care workers were less willing to vaccinate in the future. Again, in the vaccinated group, females were less willing to vaccinate. Conclusion: Multidisciplinary efforts should be encouraged in order to identify reasons for refusing vaccination, focusing on the individual and group perceptions of susceptibility, severity, benefits, and barriers to vaccination. Such information is needed to identify target groups for the delivery of customized interventions towards preventing emerging pandemics, such as avian influenza and COVID-19.

RESUMO: Objetivo: Investigar fatores sociodemográficos associados à disposição em adotar a vacina contra influenza pandêmica. Métodos: Estudo transversal entre servidores técnico-administrativos participantes da quarta onda (2012-2013) do estudo longitudinal Pró-Saúde. Associações foram expressas como razões de chances (RC) e intervalos de confiança de 95% (IC 95%), estimados mediante modelos de regressão logística multivariada. Resultados: Entre os 2.828 participantes, 15,9% não estariam dispostos a serem vacinados no futuro se o Ministério da Saúde do Brasil promovesse uma nova campanha de vacinação contra influenza pandêmica. Não estar disposto a ser vacinado no futuro foi fortemente associado a não receber a vacina contra influenza pandêmica em 2010 (RC = 9,0, IC95% 6,9 - 11,6). Entre os não vacinados, mulheres, maiores de 60 anos e profissionais de outras áreas que não a saúde estavam menos dispostos a serem vacinados no futuro. Novamente, para aqueles vacinados, as mulheres estavam menos dispostas a serem vacinadas. Conclusão: Abordagens multidisciplinares devem ser estimuladas para identificar as razões para recusa vacinal, com foco nas percepções individual e coletivas sobre suscetibilidade, gravidade, benefícios e barreiras à vacinação. Essas informações são necessárias para identificar grupos-alvo para a oferta de intervenções particularizadas para a prevenção de pandemias emergentes, como a de influenza aviária e de covid-19.

Eliciting preferences for truth-telling in a survey of politicians.

Honesty is one of the most valued traits in politicians. Yet, because lies often remain undiscovered, it is difficult to study if some politicians are more honest than others. This paper examines which individual characteristics are correlated with truth-telling in a controlled setting in a large sample of politicians. We designed and embedded a game that incentivizes lying with a nonmonetary method in a survey answered by 816 Spanish mayors. Mayors were first asked how interested they were in obtaining a detailed report about the survey results, and at the end of the survey, they had to flip a coin to find out whether they would be sent the report. Because the probability of heads is known, we can estimate the proportion of mayors who lied to obtain the report. We find that a large and statistically significant proportion of mayors lied. Mayors that are members of the two major political parties lied significantly more. We further find that women and men were equally likely to lie. Finally, we find a negative relationship between truth-telling and reelection in the next municipal elections, which suggests that dishonesty might help politicians survive in office.

Qualidade de Vida no Trabalho em um Instituto de Pesquisa Brasileiro / Quality of Work Life in a Brazilian Research Institute / Calidad de Vida Laboral en un Instituto de Investigación Brasileño

O objetivo da pesquisa foi analisar a percepção de QVT dos trabalhadores de um instituto de pesquisa brasileiro. A base teórico-metodológica para o estudo é a Ergonomia da Atividade Aplicada à Qualidade de Vida no Trabalho. Participaram da pesquisa 275 respondentes. Para a coleta de dados, utilizou-se o Inventário de Avaliação de Qualidade de Vida no Trabalho, disponibilizado em versão digital para todos os trabalhadores da organização. O tratamento dos dados foi realizado por meio do software estatístico SPSS. Os principais resultados indicam que: os trabalhadores da organização percebem bem-estar no trabalho moderado e que fatores "organização do trabalho" e "reconhecimento e crescimento profissional" apontam para necessidade de mudanças. Os resultados obtidos forneceram subsídios fundamentais para o instituto formular o programa de QVT da organização.

The objective of this research was to analyze how Brazilian Research Insti-tute workers perceive QWL. The theoretical and methodological basis for the study was the Activity Ergonomics Applied to Quality of Work Life. For this purpose, 275 persons participated in the survey. To collect the data, we used the Inventory Assessment of Quality of Work Life, available in digital version for all workers of the organization. Data analysis was carried out using SPSS software. The main results indicated that: workers perceive organizational well-being at moderate level and that the factors "work organization" and "recognition and professional growth" indicate the need for changes. The results provided crucial information for the institute, so that the QWL program of the organization could be reformulated.

El objetivo de la investigación fue analizar la percepción de CVL de los trabaja-dores de un instituto de investigación brasileño. La base teórica y metodológica para el estudio es la Ergonomía de la Actividad Aplicada a la de Calidad de Vida Laboral. Participaron de esta investigación 275 personas. Para recopilar los datos, se utilizó el Inventario de Evaluación de la Calidad de Vida Laboral, disponible en versión digital para todos los empleados de la organización. El análisis de datos se realizó a través del programa SPSS. Los principales resul-tados indicaron que: los trabajadores de la organización perciben bienestar moderado y que factores como "organización del trabajo" y "reconocimiento y crecimiento profesional" apuntan la necesidad de cambios. Los resultados proporcionaron informaciones fundamentales para que el instituto formule el programa de CVL de la organización.

O trabalho no campo da educação: o Fórum-Cosate como estratégia de resistência à máquina neoliberal / Labor in the field of education: fórum-cosate as a strategy of resistance against the neoliberal machine

O artigo introduz uma experiência de pesquisa-intervenção realizada na região metropolitana de Vitória, Espírito Santo, mais especificamente no município de Serra visando ao fortalecimento de práticas no contexto escolar que possam fazer frente à racionalidade neoliberal que toma a educação como bem privado de valor econômico. Apresenta a constituição de um fórum de trabalhadores da educação cujo objetivo é construir estratégias que possam desafiar o processo de adoecimento em curso nas escolas, decorrente da racionalidade econômica vigente no referido município. Aponta como direção ética a indissociabilidade entre clínica e política e aposta na criação de táticas coletivas de enfrentamento ao adoecimento nas unidades escolares da rede.

This article presents the experience of a research-intervention carried out in the municipality of Serra, metropolitan region of Vitória, Espírito Santo, aiming to strengthen practices in the school context that can face the neoliberal rationality that considers education as private goods of economic value. It describes the constitution of a forum for education workers to develop strategies that could challenge the sickness process underway in schools, due to the economics-guided thinking in that municipality. Its ethical direction, the inseparability between clinic and politics as well as the investment in the creation of collective tactics to fight sickness in the school units of the city are highlighted.

The health effects of work-family conflict in men and women Japanese civil servants: a longitudinal study.

High level of work-family conflict (WFC) is an important risk factor for stress-related health outcomes. However, many studies are cross-sectional studies. In this study, we aimed to clarify how changes in WFC levels over a period 5 yr can affect workers' mental and physical health, and to clarify whether there are gender differences of them. This study examined 1,808 civil servants (1,258 men and 550 women) aged 20-65 yr working in a local government in the west coast of Japan from 2003 to 2008. Logistic regression analyses were used to examine whether the change in WFC contributes to workers' health problems and whether there are gender differences. This study revealed association sustained high WFC and deterioration of WFC conflict with poor mental health and poor job satisfaction for both men and women. In men high WFC conflict and deterioration was associated with poor mental health (OR=2.74). On the other hand, women had strong relationship between WFC changes and poor physical health (OR=2.64). WFC was an important factor as a social determinant of health of Japanese civil servants, and the change in WFC affects subsequent health problems with different trends in men and women.

Supporting Public Health Employee Engagement and Retention: One U.S. National Center's Analysis and Approach.

Background: Employee engagement, exemplified by positive perceptions of supervisors, workplace, and job, improves productivity and employee retention. We identified the extent of and barriers to employee engagement at Centers for Disease Control and Prevention's (CDC) National Center for HIV/AIDS, Viral Hepatitis, STD, and TB Prevention (NCHHSTP). Methods: In 2015, NCHHSTP's leadership collected baseline data through a centerwide Employee Engagement Pulse Survey (EEPS) from NCHHSTP's full-time Civil Service employees, U.S. Public Health Service Commissioned Corps officers, and Title 42 service fellows. EEPS included six demographic questions; nine Likert-type scale questions measuring 26 perceptions related to immediate supervisors, the work environment, and job satisfaction; and four open-ended questions soliciting recommendations for improvement. Findings: Among 727 of 1,171 staff (response rate = 62%), positive perceptions of supervisors ranged from a high of 94% (supervisor conducts performance reviews) to a low of 63% (supervisor assists employees with career development). Perceptions of work experience ranged from 98% (respondents were willing to put in extra effort to get a job done) to 68% (respondents' talents were used well in the workplace). Perceptions of job satisfaction ranged from 87% (support from their coworkers) to 69% (satisfaction with opportunities to learn or grow professionally). Conclusion/Application to Practice: Overall, NCHHSTP staff have positive perceptions of their work, their leaders, and the agency. Other public- and private-sector employers might be able to improve their employees' engagement and retention by listening to their opinions and needs and frequently recognizing their individual achievements. NCHHSTP's workforce development initiatives can be used as a model for assessing a baseline of their employees' engagement.

Urban foraging: Land management policy, perspectives, and potential.

Gathering of uncultivated food from green spaces, also known as foraging, is observed in urban areas across the world, but the literature focuses predominantly on the global north. Our study examines the existing urban land management structure and its approach to urban foraging in the eastern coastal region of South Africa. Through interviews with municipal officials in nine cities, we identified different stakeholders and their roles in urban green space management. We then used network analysis to represent interactions and influence of these stakeholders, and environmental worldviews to determine organisational and perceptual barriers to and enablers of foraging in urban green spaces. The policy on urban green space management, as well as land managers themselves are amenable to the concept of foraging in public spaces. Lack of knowledge on wild indigenous species and sustainable offtake, ambiguous, coarse, or lacking policy, and normative views of pristine nature may hinder foraging. We recommend pathways for policy and stakeholder partnerships to incorporate sustainable foraging in their biodiversity conservation and land stewardship strategies.

Adaptação e validação brasileira da escala Older Workers' Intentions to Continue Working / Brazilian adaptation and validation of the Older Workers' Intentions to Continue Working Scale / Adaptación y validación brasileña de la escala Older Workers' Intentions to Continue Working

Este artigo apresenta a adaptação e validação da escala Older Workers' Intentions to Continue Working (OWICW) em uma amostra de trabalhadores mais velhos de uma instituição de ensino superior do nordeste brasileiro. Participaram 283 servidores com idades entre 48 e 69 anos (M = 56,8; DP = 5,1) com média de tempo de trabalho de 34 anos (DP = 4,4). Os dados foram submetidos à análise fatorial exploratória resultando em seis fatores com estrutura similar a cinco fatores do estudo original. As propriedades psicométricas sugerem a adequação da escala, que pode ser um instrumento útil à gestão de trabalhadores com mais idade que desejam continuar trabalhando. Sugere-se a continuidade dos estudos com outras populações. (AU)

This article presents the adaptation and validation of the scale Older Workers' Intentions to Continue Working (OWICW) in a sample of older workers from a northeastern Brazilian higher education institution. The study was conducted with 283 federal employees with ages between 48 and 69 years (M = 56.8; SD = 5.1) with an average working time of 34 years (SD = 4.4). The data were submitted to exploratory factor analysis resulting in six factors with a structure similar to five factors of the original study. The psychometrics properties suggest the adequacy of the scale, which can be a useful instrument to the management of older workers who wish to continue working. We suggest further studies with other populations. (AU)

Este artículo presenta la adaptación y validación de la escala Older Worker's Intentions to Continue, Working )OWICW) en una muestra de trabajadores mayores, de una institución de Enseñanza Superior, del nordeste brasileño. Participaron 283 funcionarios públicos con edades entre 48 y 69 años (M = 56,8; DP = 5,1) con promedio de trabajo de 34 años (DP = 4,4). Los datos fueron sometidos a análisis factorial exploratorio, resultando seis factores con estructura similar a cinco factores del estudio original. Las propiedades psicométricas indicaron la adecuación de la escala, que puede ser un instrumento útil para la gestión de trabajadores con más edad, que desean seguir trabajando. Se sugiere la continuidad de los estudios con otras poblaciones. (AU)

Post-traumatic stress reactions and doctor-certified sick leave after a workplace terrorist attack: Norwegian cohort study.

OBJECTIVE: To explore the association between the psychosocial work environment and the risk of sick leave among governmental employees with symptom-defined post-traumatic stress disorder (PTSD) after a workplace bomb attack. DESIGN: A prospective study on employees who met the symptom criteria for PTSD. Questionnaire data on the psychosocial work environment 10 months after the terrorist attack was linked to registry data on doctor-certified sick leave in the period 12-22 months after the attack. SETTING: The bombing of the government ministries in Oslo, Norway, 22 July 2011. PARTICIPANTS: The study sample consists of 94 Norwegian governmental employees, all with symptom-defined PTSD from the Norwegian version of the PTSD checklist (Post-traumatic Stress Disorder Checklist-Specific) measured 10 months after the attack. RESULTS: After adjustment for sex and severity of PTSD symptoms, predictability at work reduced the odds of sick leave (adjusted OR=0.62, 95% CI 0.40 to 0.98). Sense of control over decisions at work was associated with fewer absence days for employees with sick leave (adjusted rate ratio=0.61, 95% CI 0.38 to 0.98). CONCLUSIONS: Employees with PTSD after workplace terrorism would benefit from control over their workplace conditions and increased predictability to reduce the risk of sick leave. The findings suggest that the work environment can facilitate employees' work ability after stressful events, independent of severity of PTSD symptoms.

State Lawmaker's Views on Childhood Obesity and Related School Wellness Legislation.

BACKGROUND: School wellness legislation has potential to impact the health of children and alter the obesity crisis in the United Sates. Little is known about how state lawmakers perceive child wellness legislation effectiveness relative to obesity prevention. Our purpose was to understand state lawmakers' perceptions of childhood obesity and school wellness policies relative to the Social Ecological Model (SEM). METHODS: Twenty-one state representatives and nine state senators from one US state completed in-depth interviews. Member checks and peer debriefing occurred throughout data collection and analysis. Transcripts were coded and triangulated. A conventional content analysis generated consistent themes. RESULTS: Five main themes developed: (1) child overweight and obesity is problematic; (2) current legislation is ineffective; (3) funding and enforcing child wellness legislation is difficult; (4) it is difficult to legislate personal behavior; and (5) efforts from other levels of the SEM are more effective at promoting wellness. CONCLUSIONS: Lawmakers understand negative impacts of child obesity, but perceive immediate legislative issues like budgetary concerns inhibit robust policy-oriented action. Participants believe parents, guardians, and individuals should ultimately be responsible for child wellness. Community, school, and family efforts to address childhood obesity and support wellness may be more effective in achieving positive outcomes than state and federal policy.