"That was one of my most difficult and biggest challenges": experiences, preconditions and preventive measures of health-oriented leadership in virtual teams - A qualitative study with virtual leaders.

BACKGROUND: Health-oriented leadership (HoL) has a positive impact on health- and work-related outcomes of employees in face-to-face settings. Increased digitization during the COVID-19 pandemic has led to many changes and increased job demands. According to current state of research, HoL in virtual teamwork is insufficiently researched. The aim of the study is to examine the experiences of virtual leaders during the COVID-19 pandemic and to identify preconditions and preventive measures for promoting HoL. METHOD: Using a qualitative study design, semi-structured, guide-based telephone interviews were conducted with 16 German virtual leaders between May and July 2021. The collected data were inductively analyzed and interpreted using qualitative content analysis according to Mayring. Explorative analyses of differences between leaders with and without pre-pandemic experiences with virtual leadership were made. RESULTS: Results indicated that leaders, regardless of pre-pandemic experiences with virtual leadership, faced diverse challenges in implementing HoL in virtual teamwork during the COVID-19 pandemic. Virtual leaders perceived personal preconditions (e.g., leaders' characteristics or behaviors), organizational preconditions (support by management or open-minded corporate culture), social preconditions (e.g., social support by team) and technical preconditions (e.g., sufficient technical equipment) as conducive to implementation of HoL. Almost all leaders with pre-pandemic experience identified a need for structural preventive measures, whereas almost all leaders without pre-pandemic experience reported a need for behavioral preventive measures in order to promote HoL in virtual teams. CONCLUSIONS: This study suggests that implementing HoL in virtual teamwork is challenging, complex and requires adjustments in leadership behavior. Thereby, the study provides initial empirical findings for a holistic approach to HoL implementation in virtual teams, considering beneficial multilevel preconditions. Due to a limited generalization of present results, longitudinal and interventional studies will be necessary for the analysis of causal relationships in future research. In particular, a holistic research perspective in order to understand the complex, contextual interdependencies of leadership is recommended. In practice, based on a differentiated needs analysis, structural preventive measures for a holistic organizational development as well as behavioral preventive measures for ongoing personnel development are recommended.

"The magic triangle between bed, office, couch": a qualitative exploration of job demands, resources, coping, and the role of leadership in remote work during the COVID-19 pandemic.

BACKGROUND: The COVID-19 pandemic has necessitated many employees to work from home with immediate effect for several months, regardless of their workplace preference or situation at home. Against this backdrop, this study explores perceived job demands and resources as well as the role of leadership and coping strategies of employees and managers with little or no prior experience with working from home in the altered work environment. METHODS: Based on the job demands-resources model, we developed an interview guide and conducted thirty-four semi-structured interviews. The interviews were transcribed and analyzed deductively-inductively using qualitative content analysis. RESULTS: Experienced job demands include, e.g., challenging, insufficient digital communication, and lack of social exchange, while greater flexibility and work-life balance were identified as valuable resources. Regarding the role of leadership, signaling trust, keeping regular contact, and supporting employees are important. To cope with the unforeseen yet persistent work situation, participants applied creative strategies by setting up offices at home with what they had at disposal. Differences were observed between employee and managerial perceptions as well as over time during the pandemic. CONCLUSIONS: The results expand our knowledge about healthy remote work by adding specific demands, resources, and coping strategies employees and managers experienced during the extreme situation of the COVID-19 pandemic to the picture as well as specifying the role of leadership. Moreover, our findings provide a foundation for guidelines for healthy remote work design and collaboration in times of abrupt change and crises.

Stress perception, coping behaviors and work-privacy conflict of student midwives in times of COVID-19 pandemic: the "Healthy MidStudents" study in Germany.

BACKGROUND: Student midwives deliver care for women under challenging job demands, which may affect their mental health- thus creating a high need for health promotion. Given the lack of research addressing this topic, the aim of this study is to examine the links between stress perception, coping behaviors, work-privacy conflict, and perception of COVID-19 pandemic impact on studies of student midwives in northern Germany. METHODS: Data were collected using a cross-sectional online-survey at nine midwifery study sites in northern Germany from October 2022 to January 2023. 342 student midwives (response rate: 61.3%) were surveyed on stress perception, coping behaviors, work-privacy conflict, and perceived impact of the COVID-19 pandemic on their studies. Descriptive, linear regression and moderation analyses were run to test explorative assumptions. RESULTS: Results revealed that higher levels of perceived stress were reported by 13.4% of student midwives. Social support (M = 13.76, SD = 2.19) and active stress coping (M = 10.72, SD = 2.01) were identified as most prevalent coping behaviors in the present sample. It was found that work-privacy conflict was positively associated with stress perception (ß = 0.53, p =.001) and maladaptive coping behaviors (alcohol and cigarette consumption: ß = 0.14, p =.015), and negatively associated with adaptive coping behaviors (positive thinking: ß = - 0.25, p =.001, social support: ß = - 0.23, p =.001). Students with children reported significantly lower levels of social support than students without children. 55.6% of student midwives perceived a negative impact of the COVID-19 pandemic on their studies (mostly on lectures, seminars, and contact with fellow students). CONCLUSIONS: Key findings highlighted moderate stress levels among student midwives during theoretical study stage. Based on current research, prevalence of high stress levels among student midwives remains unclear. Given the overall heterogeneous, limited research on student midwives' stress perception, coping behaviors, work-privacy conflict and perceptions of COVID-19 pandemic impact on studies, implications for research are suggested, e.g. longitudinal studies at different time points and settings and interventional studies. Findings provide a starting point for implementation of workplace health promotion in theoretical and practical stages of midwifery science study programs, e.g. training courses on stress prevention and adaptive coping, and for improvement of working conditions.

Digital stressors and resources perceived by emergency physicians and associations to their digital stress perception, mental health, job satisfaction and work engagement.

BACKGROUND: Digital technologies are increasingly being integrated into healthcare settings, including emergency departments, with the potential to improve efficiency and patient care. Although digitalisation promises many benefits, the use of digital technologies can also introduce new stressors and challenges among medical staff, which may result in the development of various negative work and health outcomes. Therefore, this study aims to identify existing digital stressors and resources among emergency physicians, examine associations with various work- and health-related parameters, and finally identify the potential need for preventive measures. METHODS: In this quantitative cross-sectional study, an online questionnaire was used to examine the relationship between digital stressors (technostress creators), digital resources (technostress inhibitors), technostress perception as well as mental health, job satisfaction and work engagement among 204 physicians working in German emergency medicine departments. Data collection lasted from December 2022 to April 2023. Validated scales were used for the questionnaire (e.g. "Technostress"-scale and the Copenhagen Psychosocial Questionnaire (COPSOQ). Descriptive and multiple regression analyses were run to test explorative assumptions. RESULTS: The study found medium levels of technostress perception among the participating emergency physicians as well as low levels of persisting technostress inhibitors. The queried physicians on average reported medium levels of exhaustion symptoms, high levels of work engagement and job satisfaction. Significant associations between digital stressors and work- as well as health-related outcomes were analyzed. CONCLUSION: This study provides a preliminary assessment of the persistence of digital stressors, digital resources and technostress levels, and their potential impact on relevant health and work-related outcomes, among physicians working in German emergency departments. Understanding and mitigating these stressors is essential to promote the well-being of physicians and ensure optimal patient care. As digitisation processes will continue to increase, the need for preventive support measures in dealing with technology stressors is obvious and should be expanded accordingly in the clinics. By integrating such support into everyday hospital life, medical staff in emergency departments can better focus on patient care and mitigate potential stress factors associated with digital technologies.

Digital stress perception among German hospital nurses and associations with health-oriented leadership, emotional exhaustion and work-privacy conflict: a cross-sectional study.

BACKGROUND: The use of digital information and communication technologies (ICT) can be accompanied by increased technostress for nursing staff, which in turn can be associated with health consequences. In addition, the use-related constant accessibility through ICT can have a negative impact on health-related recovery and regeneration phases. Health-promoting behaviors of supervisors can influence health complaints and conflicts between employees' work and private lives. The present study investigates whether there is a corresponding relationship between digital stressors (technostressors) as well as health-oriented leadership and health outcomes among nurses. METHODS: In a quantitative online survey, hospital nursing staff (n = 243) was asked about techno-invasion, social environment, emotional exhaustion, work-privacy conflict and on the supervisors' health-oriented staff-care dimensions awareness, value of health and health-oriented leadership behavior (HoL: awareness, value of health and health behavior). The associations of technostress, HoL and health outcomes were tested using regression analyses and performing a correlation. RESULTS: Significant positive associations between techno-invasion and health outcomes had been found. Social environment was not (positively) significantly related to either emotional exhaustion or work-privacy conflict. Health-oriented leadership moderated the association between social environment and work-privacy conflict. CONCLUSIONS: The results confirm the relevance of measures to reduce technostress and the importance of health-oriented leadership as a health-promoting resource. For practice, offers should be implemented for a balanced work and personal life of the nursing staff as well as establishing competence trainings for supervisors to learn and implement health-promoting behaviors. When technology use can't be reduced, options could be created to ensure that nurses' work and private lives become more balanced. These could represent mindfulness practices.

"I think we still do too little": measures to prevent violence and aggression in German emergency departments - a qualitative study.

BACKGROUND: Healthcare workers employed in emergency departments (EDs) are particularly affected by physical and verbal violence. Violent assaults can be committed by both patients and their attendants. Research on interventions for violence prevention is limited and previous studies report that ED employees feel unprepared for violent incidents. Thus, the current study aims to explore ED staff's perceptions regarding available prevention measures, their effectiveness, barriers, and further needs in terms of violence prevention. METHODS: In accordance with the qualitative study design, 27 semi-structured interviews were conducted via telephone with doctors and nurses working in direct contact with patients in German EDs. Main subjects were advantages and disadvantages of currently available measures, barriers regarding their implementation, their perceived effectiveness, as well as further needs concerning violence prevention. The transcribed interviews were analysed according to Mayring's qualitative content analysis. RESULTS: Participants described environmental (e.g., alarm systems), organisational (e.g., security service), and individual-focused measures (staff training, verbal de-escalation). Measures perceived as effective were, for instance, communication and security service. Both demands and barriers were often related to financial constraints, e.g., staff shortage led to higher workloads and less time to consider violence prevention. In most cases, guidelines or standard operating procedures (SOPs) regarding violence prevention were missing, unknown, or not perceived as helpful in their current form. Furthermore, screening tools were not applied in any of the EDs. CONCLUSIONS: The workload in EDs needs to be decreased in order to enable violence prevention, e.g., by reducing patient inflow or by increasing personnel. In addition, violence prevention guidelines tailored to the requirements of the respective ED need to be developed. Hospitals should supply ED staff with such guidelines, e.g., in the form of SOPs, but more importantly, prevention measures have to be practiced and communicated. Furthermore, there is a need for research on the implementation of screening tools for violent behaviour, so that the focus would shift from managing violence to preventing violence.

Capturing and analysing the working conditions of employees with disabilities in German social firms using focus groups.

BACKGROUND: Social firms - a type of social enterprise - provide job opportunities to people with mental or intellectual, sensory, physical or multiple disabilities who are disadvantaged on the general labour market. Given the limited number of studies on working conditions of employees in inclusive workplaces, the aim of this study was to explore job demands and resources experienced by employees with disabilities in German social firms. METHODS: Three focus groups were conducted between September and October 2020 with 14 employees with disabilities from social firms in the catering and cleaning sector in Germany. The Job Demands-Resources model was used as a theoretical basis for developing the semi-structured interview guide. Audiotaped data were transcribed verbatim, analysed deductively and inductively using the qualitative content analysis according to Mayring. RESULTS: The results show that employees of social firms experience specific job demands and resources regarding work content, work organisation, social relations and work environment. Job demands were mainly reported with respect to work organisation, e.g. high workload, time pressure or challenges in collaboration, whereas social relationships with colleagues and supervisors were most frequently mentioned as important resources at the workplace. CONCLUSION: First exploratory study results on the working conditions of employees in social firms in Germany were obtained. Given the pivotal importance of employment for people with disabilities, the identified job demands and resources of this study highlight the relevance of a healthy workplace, especially for employees in social firms. Future interventional research is needed regarding the development, implementation and evaluation of workplace health promotion measures in social firms.

Evolution of work ability, quality of life and self-rated health in a police department after remodelling shift schedule.

BACKGROUND: There exists a great diversity of schedules concerning the way shift work is organized and implemented with ample agreement regarding recommendable features of a shift system. In order to adapt the shift schedule of a metropolitan police department to current recommendations, a remodelled shift schedule was introduced in 2015. The aim of this study was to evaluate the potential associations between the remodelled shift schedule and work ability, quality of life and self-rated health after one and five years. METHODS: A controlled before-and- after study was conducted during the piloting phase (2015-2016) as well as a 5-year follow-up using paper questionnaires. Outcome parameters included work ability, quality of life and self-rated health. RESULTS: Work ability, quality of life and self-rated health improved after the first year of the newly implemented shift schedule among police officers working in the piloting police stations compared to those working according to the former schedule. In 5-year follow-up differences between indicators diminished. CONCLUSIONS: The implementation of a remodelled shift schedule including more 12-h shifts accompanied by more days off and a coherent weekend off duty was not associated with detrimental effects to work ability, quality of life or self-reported health among police officers.

Exploring job demands and resources in psychotherapists treating displaced people-A scoping review.

Objective: Little is known about the occupational health of psychotherapists treating displaced people. Therefore, the literature was explored regarding job demands, job resources, as well as work- and health-related outcomes. The Job Demands-Job Resources model (JD-R model) according to Bakker and Demerouti served as theoretical framework. Method: This scoping review followed the methodological framework provided by the Joanna Briggs Institute (JBI). Six databases were searched for qualitative, quantitative and mixed methods studies. Results: Based on 15 included articles, the emotional impact of work, cultural or language barriers, and administrative obstacles were identified as major job demands. Important job resources were related to a politicized conceptualization of the professional identity. Health-related outcomes could mainly be ascribed to empathy-based strain, while work-related outcomes were associated with discrepancies between personal values and asylum regulations. Conclusion: Despite the emotional impact of work, psychotherapists seem to benefit from work engagement arising out of socio-political conviction and the ability to help suffering people. Practitioners need more environmental support like professional networks. Further research is required, as current findings are predominantly based on qualitative and cross-sectional studies.

Evaluation of long-term quitters: who stays smoke free forever?

BACKGROUND: Smoking cessation is one of the most powerful health promotion tools in the Western world. Behavioral group therapies are regarded as very promising interventions in this field. Quitting rates are usually evaluated after 6-12 months and lie between 30 and 45%. So far, there are no scientific data on potential protective indicators to remain successfully smoke free after this period. Therefore, the aim of this study was to detect the current smoking status of former participants of a cessation service in an urban German surrounding. We investigated reasons for relapses, quitting strategies, and psychosocial parameters. METHODS: In 2019, 130 former patients (2011-2017; mean age 54 years; 37 pack/years; Fagerstroem = 5.75; 58.5% male, 41.5% female; 66% physical comorbidities; 35% psychiatric diagnoses) were invited to participate in a mailed survey (including WHO 5, SF 12, self-efficacy scale) and were asked about their current smoking status, personal history of smoking, and individual experiences with stopping after the 1­year abstinence date. RESULTS: A total of 53 persons replied (RR 41%), 29 (54%) of whom are currently smoke free; 24 relapsed intermittently or permanently, 9 experimented with e­cigarettes, and 2 became dual users. Daily hassles as well as physical and mental challenges were the main reasons for relapsing. CONCLUSION: Due to the low response rate, conclusions are limited; however, the 1­year abstinence rate might not be as reliable as thought so far; long-term "sober" nicotine addicts remain at risk of relapse.

[Health-promoting work design for telework in the context of the COVID-19 pandemic]. / Gesundheitsfördernde Arbeitsgestaltung im Homeoffice im Kontext der COVID-19-Pandemie.

BACKGROUND: The contact restrictions associated with the COVID-19 pandemic have led many companies to allow their employees to work from home for infection control reasons. OBJECTIVE: This literature review explores the question in what way health-promoting work from home can be excercised. RESULTS: Working from home requires consideration of the same guidelines just like those for office and computer workstations. To prevent negative mental and physical stress reactions, an ergonomic workstation design is recommended. Furthermore, the organization of working time (structuring the working day, adhering to breaks and regeneration units, and avoiding disturbances and interruptions) is of great importance for a health-promoting work design at home. CONCLUSION: Important components of a health-promoting work design are temporal, spatial and mental separation of work and private life. Employees and their individual needs must be taken into account when designing a health-promoting workplace at home; however, the responsibility for implementing health-promoting work design mostly lies solely with the employees due to the ad hoc change of workplace.

[Social isolation among teleworkers in the context of the COVID-19 pandemic]. / Soziale Isolation im Homeoffice im Kontext der COVID-19-Pandemie: Hinweise für die Gestaltung von Homeoffice im Hinblick auf soziale Bedürfnisse.

BACKGROUND: During the peak times of the COVID-19 pandemic, which were characterized by contact restrictions, many companies initiated telework for their employees due to infection prevention. OBJECTIVE: In this literature review working from home and therefore digital cooperation in a virtual team was investigated, focusing on the organization of occupational health promotion aspects in the context of prevention of social isolation. RESULTS: The current occupational health psychology research identified appropriate and enriched information and communication media accompanied by sufficient and understandable technical support as basic prerequisites for the collaboration of location-independent teams. Also, a continuous socially supporting communication within the team and with the supervisor as well as health-promoting leadership have a positive impact on the employees' mental health. Additionally, individual (digital) health promotion interventions and flexible working hours are recommended. CONCLUSION: These multifactorial approaches to measures derived from the literature are suggested for companies with employees working predominantly from home to reduce work-related adverse health effects from the crisis, especially with respect to social isolation and to promote their employees' health.

Musculoskeletal pain among offshore wind industry workers: a cross-sectional study.

OBJECTIVE: To assess whether there are differences in musculoskeletal pain among different types of occupations offshore and their relationship to ergonomic demands. METHODS: We conducted a web-based cross-sectional survey among workers from offshore wind energy companies operating within the German exclusive economic zone. We selected workers with regular offshore commitments and at least 28 days spent offshore in the past year (n = 268). Musculoskeletal pain was assessed using the Subjective Health Complaints inventory (SHC), which considers the past month. RESULTS: Of the 268 male participants eligible for analysis, 54% reported back pain 50.4% neck pain, 40.3% lower back pain, 35.5% shoulder, 23.3% arm and 22.1% leg pain, all of them during the past month. Compared to other offshore occupations, technicians reported more frequently arm (OR 3.13; 95% CI 1.58-6.19), back (OR 1.97; 95% CI 1.15-3.39), shoulder (OR 1.94; 95% CI 1.11-3.40) and neck pain (OR 1.89; 95% CI 1.11-3.22). After adjusting for age and nationality, lifting and carrying heavy loads were associated with all types of pain except leg pain. Overhead work, work in awkward postures, and the use of personal protection equipment and heavy tools was associated with shoulder, back and arm pain. CONCLUSIONS: Our findings suggest that occupational health counselling, health promotion and preventive interventions of offshore wind energy workers needs to consider the specific tasks of the employee and be particularly tailored to the ergonomic needs of technicians.

Mental Health Promotion Intervention for Nurses Working in German Psychiatric Hospital Departments: A Pilot Study.

This pilot study aimed to implement a mental health promotion program to support nurses working in Psychiatric hospital departments. Eighty-six nurses working in psychiatric hospitals were randomized to either an intervention group (IG) or a waitlist control group (WCG). The intervention took place in groups over a period of 12 weeks. Training content included, i.e. work-related stress management training, problem solving techniques, and solution-focused counseling. Outcomes were measured at four times (baseline and three follow-up measurements). Perceived stress, coping skills, emotion regulation skills and changes in patient relationships were included as outcome measurements. Psychiatric nurses in the IG reported significant changes in perceived job stress, emotion regulation skills, resilience, and self-efficacy after the intervention. In addition, scores on quality of patient-relationship were significantly higher after the intervention (e.g. support, conflict management; p < 0.05). No comparable results could be found in the WCG. A mental health promotion intervention for psychiatric nurses was successfully implemented. Further research is necessary to generalize these pilot study findings.

Communication in The Clinical Routine of Neonatologists.

INTRODUCTION: Communication is essential to clinical routine, especially in NICUs with their vulnerable patients and the special team caring for them. Communication breakdowns and resulting treatment errors are described in the literature. The aim of this study is to provide an initial quantitative assessment of medical communication in a NICU. METHODS: For task analysis, 15 Level III-NICU physicians were accompanied for 60 days in early and late shifts; each physician completed the COPSOQ questionnaire. Recorded tasks were assigned to main task categories and subcategories. RESULTS: A total of 550 h of main and 100 h of secondary tasks were recorded, on average 9 h daily. The most time-consuming main activity was "Communication" (3 h), followed by "Indirect care/Administration" (2 h) and "Direct patient care" (1.5 h). "Communication" mainly consisted of discussions with colleagues and during early shifts. At 2 min, communication with nursing personnel during rounds was especially low. Communication showed a negative correlation to physician job satisfaction. DISCUSSION: This work shows the suspected high proportion of communication in a NICU, especially among physicians themselves. The effectiveness of this communication is not assessable. However, a low proportion of communication with nursing staff is noticeable and reflects the variabiliy in team communication. Improvement of communication is necessary through training on and the application of existing techniques for handoffs and rounds.

Linking quantitative demands to offshore wind workers' stress: do personal and job resources matter? A structural equation modelling approach.

BACKGROUND: Employees in the offshore wind industry are exposed to various job demands, increasing the workers' risk of experiencing strain reactions. However, personal and job resources might play a role in the stressor-strain context. The aim of this study was (1) to examine the link between offshore employees' quantitative demands and stress, and (2) to study the role of personal and job resources (psychological detachment from work, social support, and influence at work) in this stressor-strain relationship. METHODS: Two hundred fifty offshore wind workers responded to an anonymous web-based survey, assessing the workers' quantitative demands, social support, influence at work, psychological detachment from work, and stress. Descriptive statistical analyses and structural equation modelling were applied to test the hypotheses. RESULTS: Correlation analyses revealed substantial associations between employees' quantitative demands, personal and job resources, and stress. Results of structural equation modelling indicated a good fit of the hypothesized model. Quantitative demands were positively related to stress, and psychological detachment from work partially mediated this relationship. Social support was negatively related to stress, while influence at work was not. Neither social support nor influence at work moderated the stressor-strain or stressor-detachment relationship. CONCLUSIONS: The results contribute to the current knowledge on the topic. They can be used to design health promotion interventions aimed at reducing offshore employees' quantitative demands, fostering their ability to mentally detach from work, and enhancing social support at the offshore workplace.

Healthy offshore workforce? A qualitative study on offshore wind employees' occupational strain, health, and coping.

BACKGROUND: Offshore work has been described as demanding and stressful. Despite this, evidence regarding the occupational strain, health, and coping behaviors of workers in the growing offshore wind industry in Germany is still limited. The purpose of our study was to explore offshore wind employees' perceptions of occupational strain and health, and to investigate their strategies for dealing with the demands of offshore work. METHODS: We conducted 21 semi-structured telephone interviews with employees in the German offshore wind industry. The interviews were transcribed and analyzed in a deductive-inductive approach following Mayring's qualitative content analysis. RESULTS: Workers generally reported good mental and physical health. However, they also stated perceptions of stress at work, fatigue, difficulties detaching from work, and sleeping problems, all to varying extents. In addition, physical health impairment in relation to offshore work, e.g. musculoskeletal and gastrointestinal complaints, was documented. Employees described different strategies for coping with their job demands. The strategies comprised of both problem and emotion-focused approaches, and were classified as either work-related, health-related, or related to seeking social support. CONCLUSIONS: Our study is the first to investigate the occupational strain, health, and coping of workers in the expanding German offshore wind industry. The results offer new insights that can be utilized for future research in this field. In terms of practical implications, the findings suggest that measures should be carried out aimed at reducing occupational strain and health impairment among offshore wind workers. In addition, interventions should be initiated that foster offshore wind workers' health and empower them to further expand on effective coping strategies at their workplace.

A pilot study evaluation of psychosocial competency training for junior physicians working in oncology and hematology.

BACKGROUND: This pilot and feasibility study evaluated a work-related self-care competency training in oncology and hematology medicine for junior physicians working in oncology and hematology medicine. METHODS: A pilot study was conducted with 80 physicians working in oncology and hematology hospital departments in Germany. Physicians were distributed to either the intervention group receiving competency training or a comparison group. The intervention took place in groups over a period of 12 weeks. Training content included work-related self-care strategies, problem-solving techniques solution-focused counselling. The outcomes studied were changes in work-related stress, emotional exhaustion, emotion regulation, and job satisfaction. Follow-up assessments were arranged after 12 weeks (T1), after 24 weeks (T2), and after 36 weeks (T3). RESULTS: Intervention group reached a decrease in perceived job stress and emotional exhaustion. Self-perceived improvements were also obvious regarding enhanced emotion regulation skills. Future oncologists valued the intervention with high scores for training design, content, received outcome, and overall training satisfaction. CONCLUSIONS: This study provided first indications that an innovative self-care competency training might be a supportive approach for junior physicians starting work in oncology and hematology. However, replication studies are needed to verify the results in the medical working context.

Being prepared to work in Gynecology Medicine: evaluation of an intervention to promote junior gynecologists professionalism, mental health and job satisfaction.

BACKGROUND: Dealing with work-related stress is highly prevalent for employees in Gynecology Medicine. Junior physicians, in particular, have to face high working demands and challenges while starting their medical career after graduation. Job resources (i.e., social support) and personal resources (coping skills) might reduce job strain. The evidence for supportive and effective mental health interventions for clinicians is limited. Offering psychosocial skill training for entrants in Gynecology Medicine is expected to be highly beneficial. Following this, the present pilot study focused on strengthening physicians' psychosocial skills and analyzed the effects of innovative training for junior gynecologists working in German hospitals. METHODS: Coping skills training for junior gynecologists was offered as group training for 12 weekly sessions over a time period of 3 months. Physicians were randomized to either an intervention group (IG) receiving the training (n = 38) or a control group (CG; n = 40). Training content involved developing and learning coping skills as well as solution-focused and cognitive behavioral counselling for junior gynecologists. Study outcomes were (1) perceived occupational stress, (2) emotional exhaustion, (3) resilience coping behavior, (4) emotion regulation skills and (5) job satisfaction. Surveys were distributed at baseline (T0), after the training (T1), after 3 (T2) and 6 months (T3). RESULTS: Junior gynecologists (IG) reported a significant decrease in perceived job stress and emotional exhaustion from baseline to all follow-ups, whereas the control group did not show any comparable results. A clear positive value of the mental health promotion program was also noticeable with regard to job satisfaction and increased coping skills (i.e., emotion regulation). Overall satisfaction with the skill training was high: gynecologists reported high scores for training design, content, received outcome and overall satisfaction with the training. CONCLUSIONS: In this pilot study, participating in a psychosocial skills training course adapted for gynecology clinicians was associated with reductions in perceived job stress, exhaustion and improvements in coping skills and satisfaction. Modified psychosocial skills training may be a time-efficient tool to support gynecologists in their performance and well-being, which may have positive implications for patient care.

Does psychosocial competency training for junior physicians working in pediatric medicine improve individual skills and perceived job stress.

Pediatricians' job performance, work engagement, and job satisfaction are essential for both the individual physician and quality of care for their little patients and parents. Therefore, it is important to maintain or possibly augment pediatricians' individual and professional competencies. In this study, we developed and implemented a psychosocial competency training (PCT) teaching different psychosocial competencies and stress coping techniques. We investigated (1) the influence of the PCT on work-related characteristics: stress perception, work engagement, job satisfaction and (2) explored pediatricians' outcomes and satisfaction with PCT. Fifty-four junior physicians working in pediatric hospital departments participated in the training and were randomized in an intervention (n = 26) or a control group (n = 28). In the beginning, at follow-up 1 and 2, both groups answered a self-rated questionnaire on perceived training outcomes and work-related factors. The intervention group showed that their job satisfaction significantly increased while perceived stress scores decreased after taking part in the PCT. No substantial changes were observed with regard to pediatricians' work engagement. Participating physicians evaluated PCT with high scores for training design, content, received outcome, and overall satisfaction with the training. CONCLUSION: Professional psychosocial competency training could improve junior pediatricians' professional skills, reduce stress perception, increase their job satisfaction, and psychosocial skills. In addition, this study indicates that the PCT is beneficial to be implemented as a group training program for junior pediatricians at work. What is Known: • Junior pediatricians often report experiencing high levels of job strain and little supervisory support. • High levels of job demands make pediatricians vulnerable for mental health problems and decreased work ability. What is New: • Development, implementation, and evaluation of a psychosocial competency training for junior pediatricians working in clinical settings • Psychosocial competency training has the potential to improve pediatricians' psychosocial skills and perceptions of perceived work-related stress and job satisfaction.