Workplace Health & Safety最新文献

Background: Workplace bullying in healthcare undermines employee well-being and patient care. Although bystanders can play a pivotal role in addressing bullying, their perspectives are often overlooked. This review aimed to synthesize the emotional experiences, behavioral responses, and influencing factors among healthcare professionals who witness workplace bullying.

Methods: Guided by the Joanna Briggs Institute methodology for mixed-methods systematic reviews, this study used a convergent integrated approach to synthesize findings. A comprehensive search of seven international and three Chinese databases was conducted from inception to June 30, 2025, to identify relevant studies. Supplementary searches included Google Scholar and manual screening of reference lists. Eight studies (six qualitative and two quantitative) met inclusion criteria.

Results: Four interrelated themes were identified: (1) Emotional and Psychological Impact-including moral distress, fear, and empathy; (2) Bystander Behavior-ranging from passive avoidance to active intervention; (3) Influencing Factors-such as organizational culture, peer dynamics, and individual moral reasoning; and (4) Intervention Dynamics-highlighting the perceived efficacy and barriers of anti-bullying programs.Conclusions/Implications for Occupational Health Practice:Bystander behavior is shaped by complex emotional, relational, and organizational dynamics. Understanding these dimensions is critical for advancing targeted interventions in occupational health. Occupational health professionals are well-positioned to implement multi-level strategies that empower bystanders. Interventions such as cognitive rehearsal, scenario-based simulations, and peer-led workshops can strengthen moral resilience and facilitate constructive responses. Fostering a culture of psychological safety and ethical leadership is essential to reducing bullying and supporting bystander engagement.

Background: A supportive physical environment in nursing homes can lead to positive outcomes, yet it is rarely examined. The purpose of this study was to address this gap and examine the levels and the relationship between the suitability of the physical environment in nursing homes and the psychological adaptation of healthcare providers.

Methods: We employed a descriptive cross-sectional design using convenience sampling to recruit 140 healthcare providers working in nursing homes in Palestine. A self-reported questionnaire was used to collect data which consisted of the Staff Perception of Residential Care Environments (SPORE) instrument, the Psychological Adaptation Scale (PAS), and select demographic variables. Data collection took place from November to December 2024. Pearson's coefficient was used to examine the correlation between the suitability of the physical environment and the psychological adaptation, and multiple linear regression was used to identify the predictors of psychological adaptation.

Findings: We observed that a minimally favorable physical environment was associated with moderate psychological adaptation among workers. A positive correlation was found between the suitability of the physical environment and workers' psychological adaptation (r = .742, p < .001). The scores of two subscales of physical environment (Resident/Public Facilities [β = .366, p = .002] and General Care Environment [β = .628, p < .001]) were positive predictors of psychological adaptation.

Conclusions/application to practice: Improved physical environments in nursing homes appear to positively influence healthcare providers' psychological adaptation. Policymakers are encouraged to establish and enforce regulations that enhance the physical environments in nursing homes, which could ultimately promote the well-being of both healthcare providers and residents.

Background: Musculoskeletal symptoms, stress, and burnout contribute to nurse attrition. This study builds on previous research about physical strain in nurses by exploring the relationship between musculoskeletal symptoms and two occupational psychological factors: job-related stress and burnout.

Methods: This cross-sectional, observational study utilized an online survey to assess musculoskeletal symptoms (Nordic Musculoskeletal Questionnaire), job-related stress (Job Content Questionnaire), and burnout (Oldenburg Burnout Inventory). The survey also included questions about sociodemographics, work information, COVID-19-related stress level, and likelihood of leaving current position. A logistic regression model assessed musculoskeletal symptoms for associations with Job Content Questionnaire and Oldenburg Burnout Inventory scores while controlling for personal and work-related factors.

Findings: Fifty-three percent of nurses in the sample (N = 173) indicated limited functional activity due to musculoskeletal symptoms. High overall burnout approached a significant association with limited function (OR = 1.13, 95% CI [0.995, 1.28], p = .06). The odds of having limited function were 15.32 times higher (OR = 15.32, 95% CI [3.10, 75.82], p = .01) in nurses who were very likely to leave their job in the next year.Conclusions/Applications to Practice:Limited function due to musculoskeletal symptoms was significantly associated with nurse attrition and approached a significant association with high burnout. Nurse attrition is costly to healthcare organizations and compromises patient safety. Future interventions aimed at musculoskeletal health and attrition in nurses should reduce job-related stress and burnout, in addition to reducing physical strain.

Background: The agricultural industry exposes individuals to diverse respiratory hazards, yet historically, respirator use has been low. Ensuring proper protection remains challenging due to complex agricultural hazards (e.g., pesticides, dust, zoonotic diseases, wildfire smoke) and limited rural access to health care services. This professional practice publication outlines the development and initial impact of Community-Based Respirator Fit Testing Programs, highlighting the vital roles of nurses and community collaboration.

Methods: This publication draws upon over 40 years of combined experience from a multidisciplinary team in conducting Community-Based Respirator Fit Testing workshops. It synthesizes insights from eight workshops over 5 years, engaging 175 participants across five states. These workshops trained diverse agricultural safety stakeholders on requirements for the Occupational Safety and Health Administration (OSHA), respiratory exposures, qualitative fit testing principles, and fit tester responsibilities, informed by two comprehensive Respirator Fit Test Guides developed in collaboration with National Institute for Occupational Safety and Health (NIOSH)-funded Agricultural Health and Safety Centers.

Findings: Community-Based Respirator Fit Testing Programs require multiple steps, including on-farm hazard identification, appropriate respirator selection (considering cost challenges), medical evaluation, annual fit testing, training, and documentation.

Discussion: Major challenges to fit test programs in rural agricultural areas include the cost of equipment and limited healthcare provider engagement. The most significant barriers identified during workshops were community awareness about respiratory protection and distance to services. These are compounded by agriculture's time-sensitive nature which favors task-based guidance.

Conclusion: Respiratory protection is vital for agricultural health. While self-reported use has increased in recent years, proper implementation through Community-Based Respirator Fit Testing Programs is crucial.

Background: Despite their proximity to healthcare and being the source of health information, healthcare workers experience high rates of preventable chronic diseases. Work is the most common source of health insurance and other resources, yet only a few studies examined healthcare workers' preventive care use and the availability of employer-sponsored benefits by healthcare job categories: service workers (e.g., environmental services), support workers (e.g., nursing assistants), or clinicians (e.g., nurses).

Methods: This cross-sectional study analyzed data from 773 healthcare workers recruited through the American Population Panel in August 2023.

Findings: While 94% of participants reported having employer-sponsored health insurance, service and support workers received fewer fringe benefits, such as paid time off and flexible spending accounts. They also had lower rates of blood pressure (48.6% vs. 53.2% vs. 68.5%, p < .001), cholesterol (21.6% vs. 26.9% vs. 40.8%, p < .01), diabetes (23% vs. 29.4% vs. 40.9%, p < .01), and mental health (10.8% vs. 21.4% vs. 29.6%, p < .05) screenings compared to clinicians. No significant differences were observed in vaccination rates. Reducing future burdens and trust in healthcare providers were primary intrinsic and extrinsic motivators in receiving preventive care.

Conclusions: Disparities in preventive care utilization and fringe benefits exist among service and support workers despite high rates of employer-sponsored insurance.

Application to practice: Occupational health practitioners are well-positioned to advocate for accessible workplace health initiatives, such as on-site screenings. By addressing disparities, occupational health practitioners can promote workforce sustainability and improve the health of service and support healthcare workers.

Background: Violent deaths represent a serious occupational health and safety concern in healthcare. This study examines the occupations, sociodemographic factors, and circumstances reported for homicides and suicides occurring at work and outside work among decedents in select healthcare industries and occupations.

Methods: Decedents in healthcare sub-industries were identified in CDC's National Violent Death Reporting System, years 2017 to 2022. Workplace and non-workplace deaths were included. Frequencies and proportions of decedent demographics, occupation categories, location of injury, and precipitating circumstances including perpetrator-victim relationship (among homicides), and social, mental health, and substance use factors contributing to death (among suicides) were reported.

Findings: During 2017 to 2022, 91 workplace homicides, 3,889 non-workplace homicides, 97 workplace suicides, and 12,450 non-workplace suicides were reported among healthcare industry workers. Suicides and homicides occurred more frequently among females compared with males. Homicides occurred most frequently among healthcare practitioners and technical occupations and healthcare support occupations, while suicides occurred most frequently among healthcare practitioners and technical occupations. Homicide decedents often knew the suspect through current or previous personal or work relationships. Most suicide decedents had a current mental health problem or symptoms.

Conclusions/application to practice: This analysis supports existing recommendations and national priorities for preventing workplace violence and suicide in healthcare. Findings reinforce previous research and add more context to these violent deaths by presenting circumstances of non-workplace deaths. Contributors to these violent deaths are multifactorial. Further research can investigate underlying mechanisms for homicide and suicide in this healthcare worker population, particularly among certain work settings and less-studied occupation groups.