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.

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.

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.

基于IBM Workplace的公文管理办公系统

以IBMWorkplace可管理客户端平台为基础,充分利用Workplace可管理客户端的技术特点,采用分层技术结构,实现一个全新的公文管理办公系统。与传统的基于B/S和C/S结构方式相比较,它具有办公更加高效化、规范化和科学化等优点。

Securing Happiness in the Workplace

It is a discussion of how to secure the workplace happiness by interviews of a professional and two employees.It addresses that making an employee feel valued to the company,good working relationships,achievements recognized and leadership are significant to maintain employee satisfaction and well being.

IBM WorkPlace, 博弈的“胜负手”

IBM WorkPlace似乎也暗示了IBM一统江山的野心。尽管IBM官方再三声明它不会涉足前端应用,把具体应用程序的开发留给ISV。但在业内人士眼中,IBM WorkPlace更像是而向前端的完整的技术框架,一 纳入足够多的第三方应用,IBM将真正实现后端、中间件与前端的“一条龙”服务。到那时,软硬通吃的IBM,将真正成为IT业内的巨无霸!

Occupational Safety Culture Index (OSCI)——measuring the community and employees awareness,attitude and knowledge towards workplace safety and health in Hong Kong SAR

Promoting occupational safety and health in Hong Kong,Special Administrative Region of China is an important and ongoing mission. As the major organization with statutory responsibilities,the Occupational Safety and Health Council understand the importance to strengthen and cultivate our safety culture. It is widely believed that numbers of occupational related diseases and injuries could be prevented with the improvement of the awareness and attitudes of the employees and the public. Therefore,a comprehensive and in-depth study to monitor the occupational health and safety level and status of the community and working population is needed. Objectives: Our Council has developed the Occupational Safety Culture Index ( OSCI) to measure the current level of community and workplace safety and health awareness,knowledge and attitude. Benchmarking measures of the key safety performance indicators are to be derived thereof. Methods: A territory-wide random telephone survey was conducted to assess the community and employees'awareness,attitude and knowledge in 2008. A structured questionnaire was designed with the content validity and reliability assessed before the survey administration. A series of quality control approaches were also applied to assure the quality of the fieldwork and the reliability of the data. Results: 1,531 eligible participants'data were collected and computed into 2 types of composite indices,Occupational Safety Culture Index ( Community) ( OSCIC) and Occupational Safety Culture Index (Workplace) (OSCIW) . With the maximum score of index at 100,the overall score of OSCIC is 66. 9 and the OSCIW is 61. 3 in Hong Kong. Achievements: OSCI served as an effective management tool to measure the safety culture in Hong Kong. With a representative sample and high quality study control and validated assessment approaches,the OSCI and the sub-indices are reliable indicators to assess the effectiveness of safety culture enhancement strategy and the OSH intervention measures.

Different typologies of workplace conflict and their connections with post traumatic embitterment disorder (PTED)

Reported is an empirical study which shows that Post-Traumatic Embitterment Disorder (PTED) is the most appropriate psychological diagnosis for victims of workplace conflicts, particularly bullying. A group of 118 people all reporting conflict at work were evaluated with the LIPT questionnaire, the PTED self-rating scale and a guided psychological interview. 91.5% proved to be affected by a PTED, the slight majority males, aged between 31 and 40 years and subjected to bullying. The evidence suggests that some workplace conflict victims who are presently diagnosed and treated as depression or phobia can be in fact cases of PTED. The treatment may be adjusted and the PTED scale may be used as a screening in-strument similar to scales for anxiety and depressive disorders.

Qualitative study of stigmatization of mental illness in the Japanese workplace: The experience of mentally disabled people

I examine stigmatization of mental illness in the Japanese workplace. The participants were 25 Japanese adults with mental disorders who were interviewed regarding their experience of stigmatization in places they had worked. Narrative data from semi-structured interviews were analyzed qualitatively. Responses were classified as stigma toward treatment, stigmatizing attitudes, and stigmatization due to disclosure of illness, and the characteristics of stigmatization experienced by people with mental disorders were identified. The findings, in conjunction with analysis of anti-stigma programs worldwide, are expected to contribute to the development of effective anti-stigma measures in Japan.

Workplace Stress and Job Satisfaction among Biologics Development Professionals

Workplace stress is a common problem with broad effects in professional life. This study aimed to understand how workplace stressors affect job satisfaction among biologics development professionals. A cross-sectional survey was conducted at a biologics development organization. Multiple linear regression analysis was performed using years of experience, ambiguity, job conflict, perceived control, social support, job demands, self-esteem, and self-rated workplace stress as independent variables and job satisfaction as dependent variable (response). The regression model indicated that the workplace stressors and their two-level interactions significantly predicted employees’ job satisfaction, which explained 89% of the variance in level of job satisfaction (R2 = 0.89, F(17, 16) = 7.251, p = 0.0001). The interaction between perceived control and job demand and interaction between self-rated stress and job conflict had the biggest effect size on job satisfaction. This model was further used in Monte Carlo simulation to predict the outcome of job satisfaction under different work conditions. The findings will help the management to develop strategies to improve employee job satisfaction.

Workplace mistreatment: Health, working environment and social and economic factors

Objective: To explore patterns of workplace mistreatment, relationships with health and with selected workplace, economic and social factors in 34 countries. Methods: Secondary data analysis of the European Working Conditions Survey. Results: Patterns of ill treatment (across occupational groups, and sectors) were broadly consistent with smaller, less representative studies. Prevalence was lower than many studies but corresponds with estimates of serious mistreatment. Mistreatment increases the risk of both physical and mental ill health and is associated with a range of work environment factors. Mistreatment is more prevalent in countries with smaller gender gaps, better performance on the GINI index for income inequality and for countries with specific anti-bullying legislation. Conclusions: Mistreatment in work is complex, and interventions are required at the level of the organization. Implementation issues need to be addressed, as specific anti-bullying legislation does not appear to provide sufficient protection.

A Short-Term Intervention to Reduce Stress Levels in Workplace for Office Worker at UEFA—The Union of European Football Associations in Nyon/Switzerland

Background: Today, according to the WHO, workplace stress is particularly common. Several medical and scientific studies have shown that workplace stress can have a serious impact on overall health, a triggering or aggravating factor for many diseases and pathological conditions. This study was conducted to investigate the effects of a stress-reducing eight-week workshop and online messages campaign on office workers. Methods: To collect data of this quasi-experimental study with pre- and post-test, DASS-21 (Depression Anxiety Stress Scale) was used (only part stress;14 items). For eligible samples, stress-reducing workshops and online messages were held for 8 weeks by a specialist. Data were analyzed using SPSS version 20. Results: Of the 68 participants at the beginning, 43 participants were able to follow up on the 8-week campaign. The drop of participants must be explained by the sudden Covid-19 situation and the postponement of the UEFA EURO 2020 football activities. Overall, 13 of 14 items of stress perception had a decreased score number from pre-test to the post-test results in participants. The test results revealed that there was a significant difference mean of stress score before and after the participants got the campaign with the p-value less than 0.001. The mean difference was 4.18. It meant that after the campaign the mean of the stress score decrease was 4.18. Conclusion: The intervention at the workplace of office employees at UEFA, the United European Football Association, has shown that simple specific lifestyle behaviors, wrapped up in weekly workshops and online messages over a period of eight weeks, significantly reduced stress and stress-related conditions in office employees and improved positive dimensions of mental health and stress-related behavior. This campaign can be applicable to office workers of any type of organization or company.

Effects of a Revised Moderate Drinking Program for Enhancing Behavior Modification in the Workplace for Heavy Drinkers: A Randomized Controlled Trial in Japan

This study examined the effects of the Hizen Alcoholism Prevention Program (HAPPY) and the revised version of HAPPY (HAPPY Plus), and also compared the two programs to determine whether the HAPPY Plus achieved better outcomes for heavy drinkers in the workplace. The HAPPY Plus designed to strengthen participants’ recruitment, perception of threat, stress management, behavior modification by self-monitoring using a calendar-based diary, and to prevent dropout by telephone and e-mail follow-up by a trained nurse. Participants were men and women who consumed at least 20 g and 10 g of alcohol daily, respectively, and had not been diagnosed with alcohol dependence. A group intervention, 3-month randomized controlled trial was conducted. The control and intervention groups received the HAPPY and HAPPY Plus, respectively. The primary endpoint was average daily alcohol consumption. The Alcohol Use Disorders Identification Test (AUDIT), weight, body mass index, blood pressure, liver function, goal achievement rate, self-efficacy, and self-esteem were also measured. Out of 88 recruited employees, 83 (intervention group: 40;control group: 43) completed the study (completion rates were 100% and 93.4% respectively). As a result, average daily alcohol consumption decreased significantly in both groups (p < 0.001), but did not differ between groups. Even though behavior change rate was higher, and self-efficacy and confidence increased in the intervention group, AUDIT decreased in both groups but was significant only in the control group. Physiological indicators in the intervention group improved, but were not significant between the groups. Against the program revision, this study did not prove superiority of HAPPY Plus to the HAPPY regarding the indicators. However, better behavior modification and lower dropout were observed in the HAPPY Plus. Therefore, after further improvement is made, this group intervention program is applied to the workplace.

Organizational Contributions to Healthcare Worker (HCW) Burnout and Workplace Violence (WPV) Overlap: Is This an Opportunity to Sustain Prevention of Both?

The effects of Burnout in healthcare workers (HCW) are experienced by the worker, other staff, the institution and patients under their care on a daily basis. Workplace violence (WPV) has a spectrum of forms. In more extreme forms it generally is low frequency but has high impact when it occurs. Healthcare systems’ efforts to reduce Burnout are more likely to remain sustained since the impact is experienced daily and awareness is increasingly publicized. The efforts to reduce WPV are harder to sustain due to the lower frequency combined with daily competing administrative demands despite best intentions. Could efforts to reduce the overlapping organizational contributions to both HCW Burnout and WPV be a strategy to sustain prevention of WPV while preventing Burnout? A model of overlapping organizational contributions to HCW Burnout and WPV is built from supporting literature. Recommendations are made for leadership and management style interventions. Potential benefits would be higher quality and satisfaction in patient care by means of higher satisfaction in the delivery of care, recruitment and retention of excellent staff, retention of high quality institutional knowledge and reputation.

Managing Conflict in the Workplace

All organizations experience some conflict. One interesting topic in the workplace is how to deal with it. Managers need to analyze the conflict and implement the appropriate conflict management technique. If addressed in healthy ways, conflict can be a key element in achieving a high degree of organizational effectiveness.

The Relationship between Workplace Stressors and Job Strain with Psychological Distress among Employed Malaysian Breast Cancer Survivors

Evidence showed occupational factors may contribute distress to breast cancer survivors, however, very few studies focused on the occupational factors and job strain among breast cancer survivors. This study examined the relationship between job strain and workplace stressors with psychological distress among employed breast cancer survivors after the completion of their medical treatment. Study subject were outpatients of 2 hospitals and members of 4 breast cancer support groups. They were requested to fill up the Job Content Questionnaires (JCQ), the Hospital Anxiety and Depression Scale (HADS) and the Distress Thermometer (DT) were filled up by the selected respondents. On simple logistic regression, psychological job demand and job strain were significantly associated with anxiety, distress on HADS-T and DT at (p < 0.001). While, psychological job demand (p < 0.001), social support (p = 0.047) and job strain (p < 0.001) were significantly associated with depression. Results showed survivors with high job strain has 4.74 time the odds of having anxiety (p < 0.001). Survivors with high psychological job demand have 8.08 time the odds of getting depression (p < 0.001). On the other hand, social support served as a protective factor of depression, (p = 0.041). Survivors with high psychological job demand were 4.4 time the odds of having distress (HADS-T) (p = 0.012). As a conclusion, survivors who experienced high psychological job demand, low social support and high job strain were reported with anxiety, depression or psychological distress.