Spousal Involvement in the Workplace of Doctors: What Is Defined as Appropriate or Inappropriate

Background: Workers spend a significant amount of time in the workspace. Involvement of a spouse in a doctor’s workplace can take different forms and come with different intentions. Objectives: The survey aimed to determine the prevalence and extent of spousal involvement in physicians’ workplaces as well as the outcome of such involvement on doctor’ swell-being, productivity, and relationship with colleagues. Methods: This cross-sectional online survey on spousal involvement in the workplace of doctors was conducted among 83 responding doctors from July to August 2023. Results: Among the respondents, 60 (72.3%) had witnessed a doctor’s spouse being involved in the workplace. The most common reason for spousal involvement in the workplace was to protect the spouse from what they perceived as a threat 34 (54.0%). Spouse’s ignorance of boundaries in the workplace (OR: 6.09 (95% CI: 1.70, 21.79) P: 0.003) and exertion of control by the spouse (OR: 11.2 (95% CI: 2.26, 56.41) P: 0.002) were significantly associated with higher odds of inappropriate spousal involvement in the workplace, while expression of love for spouse with acts of kindness was significantly associated with a lowered odd of inappropriate spousal involvement (OR: 0.11 (95% CI: 0.03, 0.36) P: 0.0001). Conclusion: Spousal involvement in the workplace is relatively common. Ignorance of the boundaries of the workplace and exertion of control by the spouse were significant enablers of inappropriate spousal involvement in the workplace of doctors. The establishment of workplace policies that define the limits of spousal involvement in the doctor’s workplace can foster a healthy workspace environment, enhance doctors’ well-being, and improve patient care.

Impact of Tension-Type Headaches in the Workplace in Brazzaville

Introduction: Tension-type headaches are the most widespread of the primary headache disorders. Due to their high prevalence, tension-type headaches represent a major public health problem with an enormous socio-economic burden. Determining their impact remains a challenge. Objective: To assess the impact of occupational tension-type headache in Brazzaville and identify associated factors. Population and Methods: This was an analytical case-control study conducted in public and private companies in the city of Brazzaville over a period of four (04) months. The case population consisted of cephalalgic employees;the control population was drawn from the same companies and was free of tension-type headaches. Study variables were divided into socio-professional, clinical and individual impact variables. Individual impact variables were represented by: the HIT-6 score, which incorporates a very broad conception of disability, covering several domains, namely: severity of pain during attacks and the restrictive and limiting nature of attacks. Results: Individual impact was severe in 18 (62.1%) men and 11 (37.9%) women. Mean age was 36.3 6.14 years for cases with severe impact. The mean duration of headache was 40.3 32.7 months for cases with severe impact. Tension headache evolved in attacks in 22 (75.9%) cases with severe impact, and continuously in seven (24.1%) cases. The average number of attacks per month was 2.52 1.04 for cases with severe impact. Cases with severe impact included 14 (48.3%) with chronic headache and 15 (51.7%) with episodic headache. Pain of severe intensity present in 48.3% of cases was associated with a severe impact of tension-type headache: OR = 151.66 [2.36 - 44245.95] and p-value = 0.037. At least one days absence from work per year was observed in 47.4% of our cases. The number of days off work per year due to tension-type headache had an interquartile range between 0 and 3 days and extremes from 0 to 14 days. It was the consequence of a severe impact on daily and/or professional activities. Conclusion: The high frequency of tension-type headaches in the workplace and its impact on the condition of workers in Brazzaville represent a real public health problem. It was found that the number of days absent from work per year due to tension headaches was the consequence of a severe impact on daily and/or professional activities. An awareness-raising program in this environment seems necessary, as well as an assessment of working conditions.

Association between Mental Health Literacy and Workplace Well-Being of Chinese Grassroots Civil Servants:The Chain Mediating Effects of Regulatory Emotional Self-Efficacy and Resilience

This study aimed to investigate the relationship between mental health literacy(MHL)and workplace well-being(WWB)of Chinese grassroots civil servants,with regulatory emotional self-efficacy(RESE)and resilience as mediating variables.A questionnaire survey was conducted among Chinese grassroots civil servants,with a valid sample size of 2673 after excluding missing values and conducting relevant data processing.The PROCESS was used to examine the relationship between MHL,RESE,resilience,and WWB.The study found that MHL among grassroots civil servants was positively and significantly correlated with WWB(r=0.73,p<0.01).RESE partially mediated the relationship between MHL and WWB(β=0.25,95%CI[0.22,0.28]).Resilience partially mediated the relationship between MHL and WWB(β=0.22,95%CI[0.19,0.26]).MHL had a positive effect on WWB through the chain mediating effect of RESE and resilience(β=0.05,95%CI[0.03,0.07]).There is a close relationship between MHL and WWB,where Chinese grassroots civil servants with higher levels of MHL can develop stronger RESE and resilience,leading to higher WWB.The results of this study remind organizational institutions of Chinese grassroots civil servants that enhancing MHL,RESE,and resilience is an important pathway to promoting their WWB.

Post-COVID-19 Challenges for Full-Time Employees in China: Job Insecurity, Workplace Anxiety and Work-Life Conflict

Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic.Both these perceptions may increase employees’negative emotions and contribute to conflicts between work and life.Drawing from the ego depletion theory,this study aimed to examine the impact of job insecurity during the post-pandemic era on employees’work-life conflicts,and the mediating effect of workplace anxiety in this relationship.Besides,this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts.Methods:A two-wave questionnaire survey was conducted from October to December 2023 to collect data.MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity,work anxiety,perceived environment uncertainty,and work-life conflict.This resulted in 253 valid responses.Data analysis was performed using the SPSS,Amos,and PROCESS.Results:The results showed that:(1)Employees’job insecurity would directly intensify the work-life conflict(B=0.275,p<0.001,95%CI[0.182,0.367]).(2)Employees’workplace anxiety mediates the relationship between job insecurity and work-life conflict(B=0.083,p<0.001,95%CI[0.047,0.130]).(3)The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high(B=0.049,95%CI[0.011,0.114]),while vanishes when perceived environmental uncertainty is low(B=0.024,95%CI[−0.005,0.068]).Conclusion:Job insecurity combined with perceived environmental uncertainty in the postpandemic era fuels employees’workplace anxiety and work-life conflicts.Post-pandemic trauma lingers,necessitating urgent attention and response.

An Assessment on the Impact of Technological Addiction on Workplace Productivity: Case of the Public Sector in Zimbabwe

With the increasing integration of technology in modern workplaces, concerns have emerged regarding the addictive nature of technology and its potential consequences on employee productivity. This research aims to investigate the impact of technological addiction on workplace productivity within the public sector of Zimbabwe. The study employed a mixed-methods approach, combining surveys, interviews, and a case study analysis, to examine the prevalence and effects of technological addiction in affecting productivity in the public sector of Zimbabwe. The findings indicate that excessive use of social media, and other digital distractions is a growing concern in the public sector, leading to decreased focus, missed deadlines, and strained teamwork. Factors such as unrestricted internet access, lack of clear usage policies, and inadequate self-regulation contribute to the problem The research outcomes also highlight the need for awareness and interventions to address social media addiction in the workplace, promote healthier technology use, and uphold productivity and employee well-being.

Impact of Behavioral Health Training to Public Health Assistant Working in an Acute Psychiatric Setting in Reducing Patient-Led Workplace Violence

Workplace violence in healthcare settings is increasing worldwide. The risk of verbal and physical aggression towards healthcare workers is especially higher in psychiatry emergency settings. Public safety assistants are integral members of the psychiatry emergency department, who are frequently first responders to those with mental health issues. There is limited evidence discussing the patient-led workplace violence faced by public safety assistants. The purpose of this project is to explore the prevalence of physical and verbal patient-led violence faced by Public Safety Assistants (PSAs) working in psychiatry emergency settings and explore the impact of basic behavioral health education on PSAs in reducing patient-led workplace violence.

Workplace Wellness,Mental Health Literacy,and Usage Intention of E-Mental Health amongst Digital Workers during the COVID-19

The prevalence of mental health problems in both Malaysian and global workplaces has significantly increased due to the presence of the coronavirus disease(COVID-19)pandemic,globalization,technology advancement in Industry 4.0,and other contributing factors.The pervasiveness of the issue poses a huge challenge to improving the occupational safety and health(OSH)of workers in various industries,especially in the digital industry.The emergence of the innovative industry is evident mainly due to the rapid development of Industry 4.0 and the rele-vant demands of multiple businesses in the digital transformation.Nonetheless,limited studies and academic dis-cussions were conducted on the OSH topic of digital employees.Hence,the current study serves tofill the existing gap and provide academic contributions by scrutinising the perceptions of digital workers regarding their work-place well-being,mental health literacy,and the impression of employing e-mental health.The objectives of this study are:1)To examine the mental health literacy and workplace wellness of digital workers,2)to explore the e-mental health usage intention and actual e-mental health utilization,and 3)to identify digital workers’feedback on e-mental health.In the current context,e-mental health focuses on three dimensions,namely,1)“health in our hand(HIOH)”,2)“interacting for health(IFH)”,and 3)“data enabling health(DEH)”.The present study employed an online cross-sectional survey and received 326 digital workers’completed responses.Variables,such as“mental health literacy(MHL)”,“workplace wellness(WW)”,and e-mental health intention and usage were explicated by analysing the data through descriptive statistics.The study results indicated a moderate to a high level of the MHL and the WW.More than half of the workers possessed a high intention level to employ e-mental health,with the HIOH dimension being the most prevalent domain.Nevertheless,the actual e-mental health usage was very low,owing to the online resources being a new concept amongst digital employees.Numerous confounding factors also existed in affecting the low usage,such as privacy concerns,data security levels,and health verification issues.In addition,the mental health issue has not been openly and widely discussed in Malay-sian workplaces due to stigmatisation.As such,the currentfindings could provide additional insights into the OSH literature;it could serve as a guideline for the OSH decision-makers,employers,and eHealth developers when establishing a feasible framework for the practical adoption of e-mental health services by digital workers.

职场正念的人际影响及作用机制

职场正念在人际领域的益处日渐凸显,有必要厘清其在概念发展和人际作用方面的新趋势,为组织塑造积极的职场环境提供启发。研究揭示目前存在两种不同的职场正念概念发展趋势:结果导向和过程导向,前者关注职场背景下概念与测量的统一趋势以探索有益的结果集合,后者侧重挖掘正念嵌入人际互动的过程机制;职场正念通过4种关联机制对质量和功能相关的人际结果产生影响:(1)在互动中通过开放的注意力捕捉信息以协调相互依赖工作的知识关联;(2)降低与内外部情绪体验相关的自我推断并强化与他人之间归属、支持和关怀的情感关联;(3)在互动中促进资源积累与抑制资源流失的资源关联;(4)导航资源流动方向与影响价值交换意愿的交换关联;资源和交换关联机制可辅助促进知识和情感关联机制。未来需更深入地探讨职场正念在数字化和AI技术、远程办公及职场多样化、公平与包容性文化和污名化管理等挑战性工作领域的人际作用。

创意越轨:双元领导影响员工创意实施的“非法”路径研究

基于紧张理论和资源保存理论,提出双元领导在同事职场友谊边界下通过创意越轨作用于创意实施的“非法”路径,并对5家国有企业管理者和员工进行问卷调查,采用多项式回归和块变量分析法进行假设验证。结果发现:双元领导的不一致性会带来更多结构紧张,员工创意越轨行为随之增加,而双元领导一致性有利于员工开展更多创意实施;创意越轨在双元领导与创意实施间发挥部分中介作用;同事职场友谊存在调节效应,高同事职场友谊条件下创意越轨的中介效应显著,反之,低同事职场友谊下创意越轨不存在显著中介效应。

Business Clothing For Females: Suitability For Effective Workplace Job Performance in Nigeria

The study investigated business clothing for females that are suitable for effective workplace job performance in Nigeria.It identified fabric characteristics of females’business clothing already used;fabric characteristics needed and deign style preference suitable for females’business clothing for workplace job performance.The study was guided by four research questions and two hypotheses.Population was 4,806 female civil servants in Delta state,Nigeria.Multi-stage sampling technique was utilized to select 136 females.Structured questionnaire was employed to collect data and descriptive statistics and t-test were used for data analysis.Finding showed that cotton,nylon,lacra fabrics,light and medium fabric weight,blue,black,gray,colors,cool texture,rough,smooth surface plain,stripe and flowered design among others were fabric characteristics of business clothing are being used in workplace.But prefer and need cotton,nylon,lacra,light weight,black,blue,gray,brown colours,cool,plain,surface fabrics.Net,organza,heavy weight,white,yellow,toweling fabrics were not preferred.Findings further showed that straight gown,waist flared and gathered gowns,skirt,blouse and suit/jacket,straight,shirt,long sleeves,garment with or without collar,below knee length,peter and convertible collars,among others were highly preferred design styles of clothes.In conclusion,office workers determine what they wear to perform workplace daily jobs promotes self-confidence,comfort,professional worth and productivity.It was recommended that female employees should not downplay appropriate work attires for comfort and organizational productivity to satisfy fashion trends.

“生”临其境“职”等你来——职场情境教学法在“求职招聘”项目教学中的应用

“三教”改革背景下,在探索课程思政引领下“求职招聘”项目育人模式的创新与实践教学过程中,职场情境教学法是一个很好的应用案例。基于学情分析、教学目标、教学组织、教学思想与教学策略、教学过程设计、教学效果及教学反思与改进等六方面的精准施策与创新应用,能够有效激发学生的学习兴趣,培养学生的职业核心竞争力,锻炼学生在招聘、面试过程中的组织管理、语言表达、交流沟通、逻辑思维及临场应变等综合能力,启发学生充分、自然地运用和发挥写作与沟通的技巧和能力,最大限度地表现自身素养与职业岗位要求的适应性,从而展现出良好的求职形象。

低年资护士工作旺盛感与职场适应度的相关性研究

目的:探讨河南省某三级甲等医院低年资护士工作旺盛感与职场适应度的现况,分析工作旺盛感对低年资护士职场适应度的影响。方法:采取便利抽样法选取河南省某三级甲等医院448名低年资护士为研究对象,运用一般资料调查表、工作旺盛感量表、职场适应度量表进行问卷调查。结果:低年资护士的职场适应度总分为(58.42±8.19)分,工作旺盛感总分为(42.27±9.26)分;单因素分析显示:不同年龄、婚姻状况、工作年限、学历、人事关系、第一志愿是低年资护士职场适应度的影响因素(P<0.05);Pearson相关结果显示:工作旺盛感与职场适应度两者呈正相关(P<0.05)。结论:河南省三级甲等医院低年资护士的职场适应度和工作旺盛感处于中等水平,有待进一步提升。

工作重塑视角下完美主义对工作绩效的影响——职场友谊和职场排斥的调节作用

本研究基于工作重塑的视角,构建了完美主义与工作绩效之间的关系模型,并加入职场排斥和职场友谊作为调节变量。结果发现:奋斗型完美主义对工作绩效有正向影响;担忧型完美主义对工作绩效有负向影响;奋斗型完美主义通过趋近型工作重塑正向影响工作绩效;担忧型完美主义通过回避型工作重塑负向影响工作绩效;职场友谊和职场排斥起到调节作用。上述结果揭示了完美主义和工作绩效之间的黑箱。

广西某水泥企业工作场所健康促进需求调查研究

目的在广西某水泥企业工作场所开展健康促进需求调查,为企业开展工作场所健康促进干预提供数据支持。方法采用整群抽样的方法,于2023年对广西某水泥企业326名员工开展问卷调查,内容包括基本情况、职业卫生情况、职业卫生知识和健康知识知晓情况、一般健康状况和吸烟情况、职业卫生服务和健康知识需求。结果该水泥企业员工劳动合同签订率、工伤保险参保率、职业健康体检率均为100.00%。员工对现有劳动条件满意度为93.87%。员工职业卫生知识总体知晓率(71.09%)高于健康知识总体知晓率(52.07%)。男性员工的职业病概念、职业病可以预防、毒物进入人体途径、艾滋病传播途径4方面知识知晓率均高于女性。<30岁组人群职业病概念知晓率最高;年龄越小的员工,其毒物进入人体途径的知晓率越高。教育程度越高的员工,其职业病概念、职业病可以预防、毒物进入人体途径、健康概念、慢性非传染性疾病预防措施和艾滋病传播途径6方面的知晓率越高。管理人员健康概念、慢性非传染性疾病预防措施知晓率高于生产工人。员工对各项职业卫生服务的需求所占百分比均大于90.00%;员工对健康知识方面需求比例最高的是慢性非传染性疾病防治(73.31%),对职业卫生知识方面需求比例最高的是职业病危害因素的种类及其对人体的危害(87.12%)。结论该水泥企业员工的职业卫生知识和健康知识知晓率较低,对职业卫生服务、健康知识以及职业卫生知识均有一定需求。企业可结合员工需求,制定并实施有针对性的干预措施,切实改善作业环境,提升职业人群健康素养,以促进企业健康发展,保护劳动者健康。

职场负面八卦影响员工个体工作繁荣机制探讨

职场负面八卦影响员工个体工作繁荣有其客观性和内在机制。笔者基于情绪认知评价理论,构建了一个有调节的中介作用模型,运用SPSS 25.0软件,通过对来自三个时点之267位企业员工追踪问卷调研的有效数据进行统计分析,实证检验了职场负面八卦与员工个体工作繁荣的内在关联性。检验证实:职场负面八卦与员工个体工作繁荣负相关;职场焦虑中介职场负面八卦对员工个体工作繁荣的影响;主动性人格在职场负面八卦影响员工个体工作繁荣关系中发挥调节作用。本文以实证检验揭示了职场负面八卦影响员工个体工作繁荣的内在机制,拓展了情绪认知评价理论的应用范围,丰富了组织行为学研究领域的相关文献,研究结论有助于为企业通过有效防范和控制职场负面八卦以避免员工个体工作繁荣下降提供理论依据。

企业社会责任感知对工作场所绿色行为的影响机制研究

目前企业CSR的研究呈现从宏观领域向员工个体感知等微观领域推进的趋势。采用问卷调查,共收集219份有效问卷。分析发现:员工社会CSR感知和环境CSR感知越匹配,员工的工作场所绿色行为水平越高;工作意义起到中介作用,员工绿色价值观发挥调节机制。研究结论有望为企业绿色发展背景下的CSR实践提供参考作用。

企业安全生产影响审计定价吗?

员工是企业竞争力提升的重要引擎,其待遇和保护愈发受到企业利益相关者和资本市场的重视。本文以2008-2020年我国沪深A股九大重点监管行业的上市公司为研究样本,首次实证考察了企业安全生产对审计定价的影响,并基于审计风险视角探索其作用机制。研究发现:企业的负面安全生产事件会显著提高审计定价;在考虑内生性及稳健性检验后,研究结论仍然成立。机制探索发现,负面安全生产事件增加了企业的经营风险、财务风险以及法律风险,这些风险作用于审计风险,进而导致审计定价提高。进一步研究发现,负面安全生产事件对审计定价的影响在规模较大的事务所以及法治水平较高的地区更为显著。本文从员工待遇的视角丰富了审计定价相关研究,拓展了审计决策的理论依据,同时也为投资者及监管部门理解企业安全生产的后果提供了有益借鉴。

职场灵性对员工亲组织非伦理行为的影响

员工实施亲组织非伦理行为,并非是出于利己或者报复动机,而是为了实现组织利益。通过在北京和山西等地开展问卷调查,探讨职场灵性对员工亲组织非伦理行为的作用机制。在两个不同的时间节点收集到427份有效问卷,实证结果表明:职场灵性正向影响员工亲组织非伦理行为,工作满意度起着完全中介作用;职场排斥正向调节工作满意度对亲组织非伦理行为的影响,还正向调节工作满意度在职场灵性与员工亲组织非伦理行为之间的中介作用。

工作场所空气中钼酸铵分光光度法测定磷酸的改进研究

为建立可行的钼酸铵分光光度法检测工作场所空气中的磷酸的方法,将样品经震荡处理,酸化、还原反应60 min后(混合酸溶液:15.0 g/L钼酸铵+4.0 mol/L硫酸;还原剂:15.0 g/L硫酸肼)进行分光光度分析,发现目标物的检测在1.74~100μg范围内线性良好(线性相关系数r=0.9998),磷酸最低检出浓度为0.02 mg/m^(3)(以采集75 L空气样品计),不同浓度样品的平均加标回收率在99.4%~102.4%之间。这表明改进后的方法灵敏度高、准确度高,适用实际样品的检测。

工作不安全感如何影响工作-生活平衡?——一个被调节的链式中介模型

基于资源保存理论,考察工作不安全感对工作-生活平衡的影响机制。对346名企业员工进行两阶段纵向追踪调查,结果表明:(1)工作不安全感对工作-生活平衡有直接负向影响;(2)工作认知失败和消极工作反刍在工作不安全感对工作-生活平衡的负面影响间起到中介作用以及链式中介作用;(3)主管支持感强化工作认知失败与消极工作反刍之间的关系从而调节以上链式中介。研究结果有助于为改善由工作不安全感引发的工作和生活失衡提供启发和对策。