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1.
Nurse Educ Today ; 110: 105225, 2022 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-35344840

RESUMO

BACKGROUND: Training helps maintain high-quality supervision and its associated benefits (e.g. reduced burnout, improved care). While studies have previously evaluated extended-duration supervision training programmes, none have treated these as complex interventions so have not employed realist approaches. OBJECTIVES: Building on a previous realist synthesis, this evaluation tests and develops programme theory for extended-duration supervision training to answer the question: to what extent does the supervision training programme work, for whom, under what circumstances and why? DESIGN: We conducted a realist evaluation of a novel state-wide Victorian 3-month supervision training programme including one or two 3.5-h workshops followed by weekly reflexive longitudinal audio diaries (LADs) for up to 12 weeks. METHODS: Realist evaluation data comprised 25 entrance interviews with nurses and allied health professionals, 176 LADs (and 29 written diaries), and 23 exit interviews. We employed team-based realist analysis to identify context-mechanism-outcome configurations (CMOCs) to test and develop programme theory. RESULTS: We refined four recurring CMOCs from the realist synthesis programme theory, found insufficient evidence for two, and established five new recurring CMOCs. We identified multiple positive outcomes from our extended-duration supervision training programme (e.g. improved supervisor practices) through various mechanisms relating to pedagogy (e.g. weekly reflexivity), supervisors (e.g. engagement), and workplaces (e.g. enabling supervision cultures). Some negative outcomes were reported (e.g. decreased engagement) through various mechanisms (e.g. suboptimal training design). Such mechanisms were thought to come about by diverse contexts including supervisors (e.g. inexperienced/experienced), professions (nursing/allied health), and organisations (supervision-enabled/non-enabled cultures). CONCLUSIONS: Our findings extend the realist synthesis programme theory by highlighting various contexts triggering outcome-generating mechanisms. Programme outcomes are maximised through ongoing supervisor reflexivity paying attention to facilitator-supervisor relationships, as well as protected time for supervisors to translate learning into practice.


Assuntos
Pessoal Técnico de Saúde , Local de Trabalho , Humanos , Aprendizagem
2.
BMC Health Serv Res ; 22(1): 1004, 2022 Aug 06.
Artigo em Inglês | MEDLINE | ID: mdl-35933345

RESUMO

BACKGROUND: Use of alcohol is a major public health issue, representing the 7th largest burden of disease in the world. Workplaces offer a unique arena for health initiatives addressing alcohol use, where occupational health services (OHS) personnel play an important role. However, we do not know if the extent of such initiatives may be influenced by personal drinking attitudes among OHS personnel. Thus, the aim of the study was to explore how drinking attitudes among OHS personnel were associated with their frequency of working with alcohol-related cases and with their views on alcohol prevention activities in the OHS. METHODS: The WIRUS project included a cross-sectional survey of attitudes and practices among OHS personnel (n = 325) employed by Norwegian OHS services (n = 69), who informed about sociodemographic and professional characteristics, drinking attitudes, frequency of cases with alcohol-related issues, and perceptions toward the role of the OHS in primary, secondary, and tertiary alcohol prevention activities. Measures of associations were examined with linear and logistic regression models. RESULTS: Drinking attitudes were unrelated to the frequency of working with alcohol-related cases. Physicians, psychologists, and nurses had higher frequency of working with alcohol-related cases, compared to those with other professional backgrounds (ß = 0.46, p = 0.01). Drinking attitudes were also unrelated to attitudes towards primary/secondary/tertiary alcohol prevention activities in the OHS, while female OHS personnel were more positive towards increased primary alcohol prevention activities in the OHS (OR: 1.82, p < 0.05). Only marginal portions (1%-3%) of the variance in attitudes towards alcohol prevention activities in the OHS were accounted for by the models. CONCLUSION: This study did not find evidence of associations between OHS personnel's drinking attitudes and their practices and attitudes towards alcohol prevention activities. The lack of association between OHS personnel's attitudes towards alcohol use and their attitudes and practices relating to alcohol prevention in the workplace might point towards professionalism, as personal attitudes appear not to interfere with their priorities and professional mission. Given the small amount of outcome variance explained by the tested models, other variables should be used in future studies.


Assuntos
Transtornos Relacionados ao Uso de Álcool , Alcoolismo , Serviços de Saúde do Trabalhador , Alcoolismo/prevenção & controle , Atitude do Pessoal de Saúde , Estudos Transversais , Feminino , Humanos , Serviços de Saúde do Trabalhador/métodos , Local de Trabalho
3.
J Occup Health ; 64(1): e12350, 2022 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-35941832

RESUMO

OBJECTIVES: Our objective was to assess the effect of appropriate workplace IPC measures on employees' work engagement. It could be important to note how workplace infection prevention control (IPC) measures for COVID-19 contribute to positive mental health among workers. We hypothesized that if workplace IPC measures are adequately implemented, they would have a positive effect on employees' work engagement. METHODS: We conducted an internet-based prospective cohort study from December 2020 (baseline) to December 2021 (follow-up after 1 year) using self-administered questionnaires. At baseline, 27036 workers completed the questionnaires, while 18 560 (68.7%) participated in the one-year follow-up. After excluding the 6578 participants who changed jobs or retired during the survey period, or telecommuted more than 4 days per week, 11 982 participants were analyzed. We asked participants about the implementation of workplace IPC measures at baseline and conducted a follow-up using a nine-item version of the Utrecht Work Engagement Scale (UWES-9). RESULTS: Four groups were created according to the number of workplace IPC measures implemented. The mean (SD) UWES-9 score of the "0-2" group was the lowest at 18.3 (13.2), while that of the "8" group was the highest at 22.6 (12.6). The scores of the "3-5," "6-7," and "8" groups were significantly higher than that of the "0-2" group (all, p < .001). The p trend of the four groups was also significant (p < .001). CONCLUSIONS: Promoting workplace IPC measures improves workers' work engagement, and a dose-response relationship exists between workplace IPC measures and work engagement.


Assuntos
COVID-19 , Local de Trabalho , COVID-19/prevenção & controle , Humanos , Japão/epidemiologia , Pandemias/prevenção & controle , Estudos Prospectivos , Engajamento no Trabalho , Local de Trabalho/psicologia
4.
Artigo em Chinês | MEDLINE | ID: mdl-35915950

RESUMO

To meet the requirement from the economy and society, China's emergency rescue has been developing towards specialization and professionalization. The working environment for emergency responders is special accompanying with tremendous challenges and uncertainties. To promote the research on occupational health and personal protection is an important guarantee for the workers in China to realize the goal of "decent work". This paper reviews the hazards that affect the occupational health of emergency rescue workers, the research progress of adverse outcomes caused from exposure to these hazards, and the related development issues of personal protection. In order to ensure the safety and health of emergency rescue workers, the direction of further research on occupational health of emergency rescue workers is put forward.


Assuntos
Socorristas , Exposição Ocupacional , Saúde do Trabalhador , China , Humanos , Exposição Ocupacional/prevenção & controle , Local de Trabalho
5.
J Occup Environ Med ; 64(8): e509-e520, 2022 Aug 01.
Artigo em Inglês | MEDLINE | ID: mdl-35930023

RESUMO

OBJECTIVE: The aim of this study was to investigate the role of four team-level work environment factors as potential mediators and moderators of the relationship between shiftwork and sickness absence. METHODS: In a longitudinal cohort study, we analyze data obtained from 11,842 employees in a large Norwegian hospital using generalized structural equation model estimations. RESULTS: The results did not support a moderation hypothesis. The results did support partial mediation, showing a significant indirect positive relationship between shiftwork and short-term sickness absence via participation, a significant indirect positive relationship between shiftwork and long-term sickness absence via control, and a significant indirect negative relationship between shiftwork and long-term sickness absence via commitment. CONCLUSIONS: These results support that differences in available work environment resources may partially explain the increased level of sickness absence among shiftworkers.


Assuntos
Absenteísmo , Licença Médica , Estudos de Coortes , Humanos , Estudos Longitudinais , Local de Trabalho
6.
PLoS One ; 17(8): e0272420, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35930548

RESUMO

This article examines 181 autistic adults' views toward, and experiences of, requesting and receiving workplace adjustments in the UK. Using an online survey, we collected both qualitative and quantitative data relating to individuals' experiences. While the majority of participants perceived workplace adjustments to be important, many were not receiving them. Analysis of open-ended text responses highlighted specific challenges that autistic people face in requesting and receiving adjustments. Specifically, participants felt the onus fell on them to (1) identify their need for adjustments; (2) establish the specific adjustments that would be beneficial and (3) request adjustments from their employer. Yet, they reported struggling with this process. Participants also highlighted a range of social and organisational barriers to the successful implementation of workplace adjustments. Unsurprisingly, the lack of successfully implemented adjustments had far-reaching impacts on participants' wellbeing as well as the choices they made about their future employment. These findings highlight the need for employers to take a more active role in the identification and implementation of workplace adjustments, as well as a need for more understanding and inclusive working environments that truly allow autistic employees to thrive in the workplace.


Assuntos
Transtorno Autístico , Local de Trabalho , Adulto , Emprego , Humanos , Inquéritos e Questionários , Reino Unido
7.
Orv Hetil ; 163(32): 1268-1274, 2022 Aug 07.
Artigo em Inglês | MEDLINE | ID: mdl-35933622

RESUMO

INTRODUCTION: Burnout syndrome among healthcare workers is a well-known problem. Its occurrence and the roots have been addressed in several studies. The daily work of the specialist employees in the neonatal intensive care units is extremely stressful physically and mentally. OBJECTIVE: The study assessed the frequency and intensity of burnout phenomenon among healthcare professionals working in neonatal intensive care units and examined the relations between institutional levels, occupation, and work experience. METHOD: Data were collected in 2019 using the Maslach Burnout Inventory (MBI) questionnaire compiled by Maslach and Jackson. RESULTS: In the field of examined dimensions of burnout syndrome, the most characteristic was emotional exhaustion, which has occurred with a frequency of nearly 30% and with typically high intensity among professionals working in neonatal intensive care units (N = 278). In addition, one-fifth were characterized by a high frequency and intensity of depersonalization. At the same time, nearly a third of them experienced a decrease in personal effectiveness. Workplace and time spent in healthcare did not show a significant connection with the incidence of burnout syndrome, however, burnout syndrome occurred with a higher frequency and intensity among those working in level III. neonatal intensive care unit. CONCLUSION: This is the first comprehensive burnout survey among premature and new born intensive care units in Hungary. Knowing the consequences of burnout syndrome, it is important to prevent and recognize symptoms as early as possible. Orv Hetil. 2022; 163(32): 1268-1274.


Assuntos
Esgotamento Profissional , Esgotamento Psicológico , Esgotamento Profissional/psicologia , Esgotamento Psicológico/psicologia , Pessoal de Saúde , Humanos , Recém-Nascido , Inquéritos e Questionários , Local de Trabalho/psicologia
8.
Front Public Health ; 10: 918784, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35928497

RESUMO

The impact of two years of the COVID-19 pandemic on the relationship between employers and employees are explored, including changing employee sensibilities with respect to future employment, work-life balance, remote and flexible work, and the great resignation. Lasting work changes induced by the pandemic expand employee empowerment and demand for greater work flexibility. Flexibility no longer provides employers a unique selling point and hiring/retention competitiveness - it has become an expected standard. Evolving workplace expectations are tied to realizations of the value of work within the broader context of employees' lives, changing business culture across many industries. Demand for increased work/employment individualization and personalization overlaps unprecedented personalization of and power of mobile technologies. Human-centered employee management in the post-COVID-19 era will become imperative, with many opportunities for employers to enable greater impact in employee wellness and health promotion driven by deploying compelling virtual-remote engagement and behavioral change technologies.


Assuntos
COVID-19 , Saúde do Trabalhador , COVID-19/epidemiologia , Emprego , Humanos , Pandemias , Local de Trabalho
9.
Front Public Health ; 10: 844269, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35923967

RESUMO

Introduction: Occupational hand dermatitis is common among healthcare workers, with increased incidence during the COVID-19 pandemic. Irritant contact dermatitis accounts for the majority of occupational hand dermatitis and is largely due to frequent contact with hand hygiene products. Long-term prognosis of occupational contact dermatitis is often very poor. This study aims to identify and implement suitable workplace interventions to aid in the recovery of occupational irritant hand dermatitis among healthcare workers during the COVID-19 pandemic. Methods: A quality improvement (QI) project was performed in a tertiary hospital using the Plan-Do-Study-Act model. Healthcare workers seen at the Occupational Dermatology Clinic from March 2020 to May 2021 for the first time for likely occupational irritant dermatitis were targeted for the project. Four workplace interventions were implemented: (a) substitute current alcohol-based hand rub (ABHR) with a different, gentler ABHR, (b) alternate ABHR with gentle hand wash products, (c) temporary job modification with less clinical work (d) switch latex gloves to nitrile gloves. The improvement was assessed after 2 months of workplace intervention using a visual analogue scale, based on changes seen on photographs taken at the baseline and monthly review. The target improvement was set at 70% after 2 months of workplace interventions. Results: A total of 21 participants were included in the QI project. All participants were found to have significant improvement in their hand condition. The estimated mean reduction of signs and symptoms was 80% in comparison to their baseline hand condition before intervention. Conclusion: Workplace interventions such as substituting irritant hand hygiene products with gentler alternatives and temporary reduction in clinical duties may be useful in improving the recovery rate of irritant hand dermatitis among healthcare workers. Areas with high hand hygiene workload or high incidences of hand dermatitis may opt to implement systemic workplace changes.


Assuntos
COVID-19 , Dermatite Irritante , Dermatite Ocupacional , Álcoois , Dermatite Irritante/epidemiologia , Dermatite Irritante/etiologia , Dermatite Ocupacional/diagnóstico , Dermatite Ocupacional/epidemiologia , Dermatite Ocupacional/etiologia , Pessoal de Saúde , Humanos , Irritantes , Pandemias , Local de Trabalho
10.
J Pediatr Hematol Oncol Nurs ; 39(4): 231-242, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-35791851

RESUMO

Introduction: Work-related post traumatic stress disorder (PTSD) can develop in nurses. Pediatric oncology nursing is a potentially high-risk subspecialty for PTSD secondary to the nature of the work. This study aimed to describe the prevalence of PTSD symptomology and explore relationships between nurse psychological capital, workplace social supports, and PTSD symptomology in pediatric oncology nurses. Methods: The study utilized a cross-sectional correlational survey design. Pediatric oncology nurses working in direct patient care in the United States completed a demographics questionnaire, Psychological Capital Questionnaire (PCQ), Coworker Support Scale, Supervisor Support Scale, and the Post traumatic Checklist for Diagnostic and Statistical Manual of Mental Disorders (PCL-5). Descriptive and inferential statistics, including logistic regression models, were used to analyze data. A cutoff score of ≥31 on the PCL-5 was used to determine the prevalence of PTSD symptomology. Results: The sample included 424 nurses. The prevalence of PTSD symptomology was 13.4%. Work setting (inpatient), decreased coworker and leadership social support, and psychological capital were independently associated with PTSD symptomology. After controlling for covariates, only psychological capital was associated with PTSD symptomology. For a 1 unit decrease in PCQ score, pediatric oncology nurses were 4.25 times more likely to have PTSD symptomology. Discussion: PTSD prevalence rates in pediatric oncology nurses are aligned with rates found in other nursing specialties. Nurse psychological capital may play a protective role against PTSD symptomology. Implications for Future Research: Findings support PTSD as a serious workplace concern for nurses. Workplace programs that foster nurses' psychological capabilities should be considered to protect against the development of PTSD symptomology.


Assuntos
Neoplasias , Enfermeiras Pediátricas , Apoio Social , Transtornos de Estresse Pós-Traumáticos , Local de Trabalho , Estudos Transversais , Humanos , Enfermeiras Pediátricas/psicologia , Transtornos de Estresse Pós-Traumáticos/epidemiologia , Local de Trabalho/psicologia
13.
J Occup Health ; 64(1): e12344, 2022 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-35797138

RESUMO

OBJECTIVE: Presenteeism is gaining attention as an occupational health issue in Japan. However, few studies have longitudinally examined the associations between work- and health-related factors and presenteeism using validated instruments in Japan. Drawing on a theoretical framework, we aimed to examine longitudinal associations between job and workplace factors, health and physical factors, personal factors, and presenteeism among Japanese general employees. We also aimed to use the findings to identify educational factors to reduce presenteeism in the Japanese occupational field. METHODS: We conducted two surveys (T1: conducted 2019; T2: conducted 2020) in a Japanese food-related company using a self-administered questionnaire. Presenteeism was assessed using a work functioning impairment scale (WFun). We used multiple linear regression analysis to examine the associations between each factor at T1 and presenteeism at T2. RESULTS: A total of 2914 employees completed the T1 survey (response rate: 55.7%) and 1467 completed the T2 survey. Thus, we analyzed data for 1467 employees. Of these, 1038 (70.8%) were men and 886 (60.4%) were aged over 40 years at T1. The mean presenteeism score at T2 was 15.06 (standard deviation: 6.22). Multiple linear regression analysis showed that job demands, self-rated health status, dietary choices, and health literacy were associated with presenteeism after 1 year. CONCLUSIONS: The findings suggest that job demands, self-rated health status, dietary habits, and health literacy were associated with higher degree of presenteeism in future. Further intervention studies focusing on these factors are needed to develop and examine effective interventions to reduce presenteeism in Japan.


Assuntos
Presenteísmo , Local de Trabalho , Idoso , Feminino , Nível de Saúde , Humanos , Japão , Estudos Longitudinais , Masculino , Inquéritos e Questionários
14.
Artigo em Inglês | MEDLINE | ID: mdl-35805213

RESUMO

This study examined whether age-related discrimination, negative age-related stereotypes about declining abilities due to age, job engagement (cognitive, physical, and emotional), and workplace intergenerational climate in terms of positive intergenerational affect (PIA) and workplace intergenerational inclusiveness (WIG) correlated with life satisfaction in a university setting. The analysis was based on 115-117 faculty and staff, 50 years or older. A Principal Axis factor analysis with Promax rotation on the job-related variable revealed three factors: Experiencing Ageism (discrimination and negative stereotypes), Work Climate (PIA and WIG), and Job Engagement (physical, emotional, and cognitive). The factor-based regression scores on the three-factor-based scores were correlated with life satisfaction and also subjected to hierarchical regression analyses with age, sex, and education entered on the first step and the three factors on the second step. The results of both the correlational and hierarchical regression analysis indicated that experiencing ageism was significantly predictive of life satisfaction, and that ageism may play a more primary role than job engagement and work climate-related variables in accounting for life satisfaction.


Assuntos
Etarismo , Idoso , Etarismo/psicologia , Análise Fatorial , Humanos , Satisfação no Emprego , Pessoa de Meia-Idade , Satisfação Pessoal , Universidades , Local de Trabalho/psicologia
15.
Artigo em Inglês | MEDLINE | ID: mdl-35805281

RESUMO

Work engagement can cross over from one individual to another, and this process may depend on several factors, such as the work context or individual differences. With this study, we argue that agreeableness, one of the Big five personality measures that characterized empathetic, can be instrumental in the crossover process. Specifically, we hypothesize that agreeableness can facilitate this process so that engagement of an actor can more easily cross over to their partner when either of them or both have high agreeableness. To evaluate our hypotheses, we implemented an intervention to the working schedules of 74 participants for two weeks. The intervention involved pairing participants to work together so that to create dyads with varying levels of dissimilarity. The results from a multilevel regression model indicate that there is a crossover effect and partner's work engagement can be transferred to actor after a two-week collaboration. This effect is further intensified if either one or both members in the dyad are characterized by high levels of agreeableness. These findings help to decode the mechanisms underlying the crossover process and illustrate how to ideally coordinate work dyads to take advantage of the crossover effect and maximize employee engagement.


Assuntos
Relações Interpessoais , Engajamento no Trabalho , Humanos , Personalidade , Local de Trabalho
16.
Artigo em Inglês | MEDLINE | ID: mdl-35805323

RESUMO

Individuals with behavioral health conditions account for 50% of annual smoking-related deaths, yet rarely receive tobacco dependence treatment within local mental health authorities (LMHAs). As lack of training and knowledge are key barriers to providing tobacco dependence treatment, Taking Texas Tobacco-Free (TTTF) developed an iterative, 4-6-months train-the-trainer program to embed expertise and delivery of sustained education on tobacco-free workplace policies and practices in participating centers. We explore the employee "champions'" train-the-trainer program experiences using a community of practice (CoP) model to identify key contributors to successful program implementation. Across 3 different LMHAs, we conducted semi-structured individual and group interviews online at 2 time points. We interviewed each champion twice (except for 1 champion who dropped out between measurements); pre-implementation (3 group interviews; N = 4 + 4 + 3 = 11 champions); post-implementation (7 individual interviews and 1 group interview; 7 + 3 = 10 champions). Therefore, 11 champions participated in pre- and post-implementation interviews from July 2020-May 2021. Guided by an iterative, thematic analysis and constant comparison process, we inductively coded and summarized data into themes. Five factors contributed to successful program implementation: value of peer support/feedback; building knowledge, champion confidence, and program ownership; informative curriculum, adaptable to targeted populations; staying abreast of current tobacco/nicotine research and products; and TTTF team responsiveness and practical coaching/assistance. Champions reported the TTTF train-the-trainer program was successful and identified attitudes and CoP processes that effectively built organizational capacity and expertise to sustainably address tobacco dependence. Study findings can guide other agencies in implementing sustainable tobacco-free training programs.


Assuntos
Práticas Interdisciplinares , Abandono do Uso de Tabaco , Tabagismo , Humanos , Pesquisa Qualitativa , Tabagismo/terapia , Local de Trabalho
17.
Artigo em Inglês | MEDLINE | ID: mdl-35805401

RESUMO

Anxiety is one of the most common mental health conditions experienced by people in Australia during their working years according to the Australian Bureau of Statistics (ABS) and employers recognising that mental health impacts their organisation's bottom line are increasingly interested in programs to promote better mental health, well-being, and productivity. Beyond management concern for productivity, statutory protection is necessary to safeguard mental health, under the Australian Occupational Health and Safety (OHS) Act, organisations have a duty to eliminate or minimise risks to psychological (mental) health by designing effective workplace systems and Occupational Health and Safety (OHS) practitioners are central to the design and responsibility in managing these systems. Despite literature indicating the benefits of OHS workplace mental health initiatives, such as improved overall health, reduced absenteeism, increased job satisfaction and morale, there remains a lack of empirical research around program measurement, and their effectiveness in this area has been brought into question. The OHS function is interested in improving research around the relationship and connection between work performance and mental health but: there are few studies regarding performance outcomes of mental health OHS services within management journals and insufficient information around the prevalence of psychological morbidity in the workplace and its impact. The purpose of this study was to assess OHS perception regarding anxiety and reveal perceptions and receptivity towards alternative therapies and solutions being used in clinical practice to deal with anxiety such as cognitive behavioural therapy (CBT) with a focus on Hypnotherapy.


Assuntos
Hipnose , Saúde do Trabalhador , Ansiedade/terapia , Austrália , Humanos , Saúde Mental , Local de Trabalho/psicologia
18.
Artigo em Inglês | MEDLINE | ID: mdl-35805503

RESUMO

This study assessed the associations of employee's perceptions of family-supportive supervisor behaviors (FSSB) and their psychological distress across four occupational populations (n = 3778): Information technology; healthcare; military-connected Veterans; and National Guard service members. Data were gathered and analyzed from four larger archival datasets to compare differences in these relationships. Results revealed significant negative relationships between employee reports of FSSB and their psychological distress within occupations, as expected. Furthermore, results revealed significant differences across occupational populations for employee reports of both FSSB and psychological distress. Hierarchical moderated multiple regression analyses were conducted to examine the extent of these mean differences across groups. Results revealed significant differences among these four groups such that the military-connected Veteran employees demonstrated significantly stronger associations of FSSB, and psychological distress compared to the other three occupations of information technology, healthcare, and National Guard service members. These findings suggest the importance of FSSB to worker psychological health across a variety of occupational populations, specifically noting the importance and presence of FSSB for Veteran employees' psychological distress in civilian workplaces. Practical implications include the need for training leaders on how to better support employees' work and non-work lives, mental health, and well-being.


Assuntos
Angústia Psicológica , Local de Trabalho , Humanos , Saúde Mental , Estresse Psicológico/epidemiologia , Local de Trabalho/psicologia
19.
Artigo em Inglês | MEDLINE | ID: mdl-35805596

RESUMO

For children who work, there has been little research into the intricate relationship between their home lives and their work lives and the implications that this relationship might hold for their psychosocial development and functioning. This cross-sectional study was conducted in the Amhara region, Ethiopia, between March and April 2020 on a sample of 1311 working children with the aim, in part, of exploring ways in which various dimensions of children's psychological wellbeing are influenced by their working conditions and their family contexts. In addition to collecting data on some personal traits, family relationships, home environments, and detailed occupational characteristics, we gathered information on psychosocial wellbeing using 22 items from the Instrument for the Psychosocial Assessment of Working Children (IPAC). Exploratory factor analysis enabled us to identify five factors characterizing the dimensions of psychosocial wellbeing: work-related self-esteem, work-related stress, workplace supervision, emotional and somatic wellbeing, and self-determination. Linear regressions of these factors were then conducted on social, occupational, and environmental variables. We found that all dimensions of psychosocial wellbeing were significantly associated with the children's working conditions. Of particular interest, work-related dimensions of wellbeing, such as stress, self-esteem, and supervision, were significantly associated with the characteristics of the home and family environment. These findings illustrate that work and working conditions must be considered jointly, along with family life and home environments, as factors in both environments affect working children's socioemotional development and wellbeing. They also strengthen the call for a systemic approach to protecting children involved in child labor, in which families are central to all discussions.


Assuntos
Trabalho Infantil , Criança , Estudos Transversais , Etiópia , Humanos , Inquéritos e Questionários , Local de Trabalho
20.
Artigo em Inglês | MEDLINE | ID: mdl-35805665

RESUMO

Mental ill-health is the leading cause of sickness absence, creating a high economic burden. Workplace interventions aimed at supporting employers in the prevention of mental ill-health in the workforce are urgently required. Managing Minds at Work is a digital intervention aimed at supporting line managers in promoting better mental health at work through a preventative approach. This intervention was developed as part of the Mental Health and Productivity Pilot, a wider initiative aimed at supporting employers across the Midlands region of the United Kingdom to improve the future of workplace mental health and wellbeing. The aim of the study is to describe the design and development of the Managing Minds at Work digital training program, prior to feasibility testing. We adopted a collaborative participatory design involving co-design (users as partners) and principles of user-centred design (pilot and usability testing). An agile methodology was used to co-create intervention content with a stakeholder virtual community of practice. Development processes were mapped to core elements of the Medical Research Council (MRC) framework for developing and evaluating complex interventions. The program covers five broad areas: (i) promoting self-care techniques among line managers; (ii) designing work to prevent work-related stress; (iii) management competencies to prevent and reduce stress; (iv) having conversations with employees about mental health; (v) building a psychologically safe work environment. It was considered by stakeholders to be appropriate for any type of organization, irrespective of their size or resources. Pilot and usability testing (n = 37 surveys) aligned with the Technology Acceptance Model (TAM) demonstrated that the program was perceived to be useful, relevant, and easy to use by managers across sectors, organization types, and sizes. We identified positive impacts on manager attitudes and behavioral intentions related to preventing mental ill-health and promoting good mental wellbeing at work. The next step is to explore the feasibility and acceptability of Managing Minds at Work with line managers in diverse employment settings.


Assuntos
Saúde Mental , Local de Trabalho , Humanos , Organizações , Autocuidado , Inquéritos e Questionários , Local de Trabalho/psicologia
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