Work-A Journal of Prevention Assessment & Rehabilitation最新文献

BackgroundWaist and back pain are common among healthcare professionals in labor and delivery units due to physical demands and psychological workload. Massage may alleviate symptoms; however, manual massage often lacks feasibility. Automated massage devices may offer an alternative, but evidence among healthcare professionals is limited.ObjectiveThis study aimed to examine within-group changes in pain, perceived stress, state anxiety, fatigue, and psychological well-being among healthcare professionals following an automated massage application.MethodsThis single-group pretest-posttest quasi-experimental study was conducted with 35 healthcare professionals working in the delivery room of a state hospital. Participants used an automated massage device applied to the waist and back regions during routine break periods for two weeks. Data were collected using the Visual Analogue Scale for pain, the Perceived Stress Scale, the State Anxiety subscale of the State-Trait Anxiety Inventory, the Piper Fatigue Scale, and the Psychological Well-Being Scale. Pretest-posttest comparisons were performed using paired-samples t tests or Wilcoxon signed-rank tests, as appropriate.ResultsStatistically significant within-group reductions were observed in pain, perceived stress, state anxiety, and fatigue scores following the intervention (p < .001). Psychological well-being scores showed a statistically significant increase after the intervention period (p < .001).ConclusionsIn this single-group study, automated massage use was associated with favorable short-term changes in pain, stress, anxiety, fatigue, and psychological well-being among healthcare professionals working in a labor and delivery setting. Further controlled studies with larger samples and longer follow-up periods are needed to confirm these results.

BackgroundPrior studies concentrated the application of regulatory focus on employees' positive actions and behaviors. No such validating regulatory focus scales limit its future research opportunities.ObjectiveThe paper validates the regulatory focus scale initially created by Wallace and Chen (2006) within the context of Malaysia.MethodsInitially, a review of the literature was carried out to identify the core components of regulatory focus and the relevant items. Subsequently, these items were evaluated by expert panel. A systematic sampling approach was applied, yielding 344 responses from the Malaysian healthcare workers. Partial Least Square-Structural Equation Modeling (PLS-SEM) was employed as regulatory focus was operationalized as second-order formative construct because it formed by the prevention- and promotion- focused which considered as first-order reflective constructs. After that, the regulatory focus scale was assessed for convergent validity and discriminant validity.ResultsThe results revealed that two dimensions namely promotion- and prevention-focused are well-suited for assessing regulatory focus. Regulatory focus is defined by these two dimensions. If any of these elements are omitted, the nature of regulatory focus could be changed.ConclusionsThis study contributes to the body of knowledge by validating regulatory focus scale as scale validation studies are scarcely found.

BackgroundHealth professionals are at increased breast cancer(BC) risk. Occupational factors are likely contributory, especially nightwork. Return to work for women with BC has received much attention. However, systematic review of return-to-work among health professionals with BC is lacking.ObjectiveTo perform systematized review of the return-to-work literature on health professionals with BC.MethodsPRISMA and ENTREQ guidelines were followed, searching PUBMED, CINAHL, PsycINFO and Web-of-Science.ResultsFrom 2242 publications, 33 primarily qualitative studies addressed return-to-work among health professionals with BC. Fourteen return-to-work studies included some health professionals with BC. Ten studies addressed return-to-work among health professionals with cancer; 264 of whom had BC. Of nine case-studies/self-reports of health professionals with BC, seven worked within oncology. Occasionally-mentioned baseline working conditions included long workhours, nightshifts and busy schedules/multi-tasking. Particular concerns regarding chemotherapy for health professionals were infection risk, fatigue, cognitive function and appearance, the latter often impacting BC disclosure to patients. Emotional burdens when confronting patients' health problems while afflicted with BC were highlighted. Occasionally-implemented modifications with return-to-work were shortened workhours, nightwork elimination, modified duties or job change. Salutogenic developments with return-to-work included emotional rewards: feeling needed and enhanced sensitivity/empathy for patients with cancer. Issues surrounding the initial BC diagnosis were very delicate for health professionals. Three oncology nurses with BC were diagnosed with post-traumatic stress disorder.ConclusionsMuch more attention should be directed to the occupational needs as well as potential contributions of health professionals with BC. Participatory action research should guide intervention studies aimed at identifying the healthiest RTW options for this special cohort.

BackgroundOccupational health inspections are an important component of health and safety management systems.ObjectiveThe aim of this study was to develop a new index for occupational health inspections.MethodsA total of 40 ooccupational health inspectors took part in this study as a team of experts. Effective criteria and their sub-criteria in occupational health inspections were identified using the Delphi method and their weighting was determined by pairwise comparison using the AHP method to create a new inspection index. Finally, the inspections carried out by the inspectors were evaluated using the inspection index developed using the TOPSIS method.ResultsFor the first time, an occupational health inspection index with 10 criteria and 58 sub-criteria was developed in Iran. The type of work, the follow-up of inspections and their risk level were the most effective criteria for the inspection index with the weight of 0.119638, 0.115365 and 0.102246, respectively.ConclusionsIn this study, a new index for evaluating the occupational health inspections was developed, which can contribute to the development of an appropriate framework in the occupational health inspection process. Further research is needed to examine the applicability of this index.

BackgroundWork-family conflict is a significant challenge for nurses, as it affects both their personal and professional lives. A comprehensive understanding of the current situation and underlying determinants is essential to promote effective work-life balance.ObjectiveThe present study investigated work-family conflict and related factors among clinical nurses in Iran.MethodsThis cross-sectional study was conducted on 400 nurses from hospitals in Kashan, Iran, in 2023 via stratified random sampling. Data were collected using the Background Questionnaire, the Coping Strategies Questionnaire, and the Work-Family Conflict Questionnaire. Work-family conflict was rated on a scale of 9 to 45, with a 95% confidence level estimated for the target population. Data analysis was performed via SPSS version 22, employing independent t tests, Mann-Whitney U tests, one-way ANOVA, Kruskal-Wallis tests, correlation coefficients, and multiple linear regression.ResultsThe work-family conflict score was 31.598 ± 6.831 (CLM95%: 30.928-32.268). A significant model explained 33.2% of the variance in work-family conflict identified by nine variables: use of coping strategies, willingness to leave the job, workload on the ward, being a native, satisfaction with performance of managers, satisfaction with physical health, job title, employment status, and type of work shift (F = 11.035, p < 0.0001). The variable with the greatest influence was "satisfaction with the performance of managers" (R2 = 0.087).ConclusionsWork-family conflict is high among nurses in Kashan hospitals. To alleviate this conflict, it is important to improve communication, reduce workload, and provide training on effective coping strategies.

BackgroundLaw enforcement officers are required to wear and carry loads as part of their occupation. Research detailing differences in loads carried across occupational subgroups in law enforcement is limited.ObjectiveThe aim of this study was to profile the loads carried by an Australian State police agency and investigate whether any occupational subgroup, or sex-based, differences existed.MethodsData from 88 officers across five different stations from the same agency were collected. Officers were weighed in their uniforms without, and with, their duty load. Duty load was calculated as both absolute and relative values. Independent samples t-tests were used to investigate differences between sexes. An ANOVA was used to compare loads between occupational subgroups. Alpha levels were set at 0.05.ResultsFemale officers were significantly shorter and lighter than male officers, carried significantly lighter absolute loads but similar relative loads. General Duties (9.47 ± 1.67 kg) and Bicycle officers (10.38 ± 0.37 kg) carried and wore significantly heavier absolute loads than plain clothes officers (6.71 ± 2.26 kg), while specialist police carried significantly heavier loads than all subgroups (15.72 ± 2.13 kg). A similar trend was found in relative loads (General Duties = 11.1 ± 2.1%, specialist police = 17.0 ± 3.6%) except for Bicycle officer relative loads (10.9 ± 1.6%) which were not significantly heavier than those of plain clothes officers (7.9 ± 2.9%).ConclusionDifferent subgroups of officers carry and wear different loads. These differences warrant consideration especially when considering the chronic impacts of wearing these loads across a career. Optimised load fit and physical conditioning are recommended to mitigate the occupational impacts of carrying these loads.

BackgroundChronic pain is a prevalent condition with profound impacts on occupational performance and work ability. Substance use for pain management is common, involving both pain medications and other substances such as cannabis and alcohol. While work ability in persons with chronic pain has been studied, limited research examines how substance use influences work ability.ObjectiveThis scoping review aimed to summarize research on the impact of substance use on work ability in persons with chronic musculoskeletal pain to identify knowledge gaps and inform interventions.MethodsA scoping review approach was employed. Keywords and databases were defined, followed by a comprehensive literature search. Studies were screened by title, abstract, and full text. Inclusion criteria focused on adults with chronic musculoskeletal pain, excluding pediatric and neuropathic pain populations.ResultsFrom 4903 identified studies, 3253 abstracts and 159 full texts were screened, yielding 53 relevant studies. Most originated from North America and Europe. Findings revealed a complex relationship between substance use and work ability. Opioid use was frequently associated with reduced work ability, increased absenteeism, and decreased likelihood of returning to work. Conversely, limited evidence suggested opioids and methadone could facilitate work ability in specific cases.ConclusionSubstance use significantly affects the work ability of persons with chronic pain, often diminishing occupational performance and increasing absenteeism. Addressing these challenges necessitates integrative health and social strategies and further exploration of comprehensive, interprofessional interventions.

Background: Work-related musculoskeletal disorders (WRMSDs) are a significant global concern for physiotherapists, but their prevalence and impact in Libya are unknown.

Objective: This study aimed to determine the prevalence of WRMSDs among Libyan physiotherapists, identify key risk factors, and document their coping strategies.

Methods: A cross-sectional study was conducted with 175 physiotherapists in Tripoli, Libya, using a self-administered questionnaire based on the Nordic Musculoskeletal Questionnaire.

Results: The prevalence of WRMSDs was 59.4%. The lower back (32.5%), neck (27.7%), and shoulder (22%) were the most affected areas. The primary risk factors were working while physically fatigued (27.0%), performing manual therapy (18.9%), and performing repetitive tasks (16.9%). Common coping strategies included frequently altering working positions (20.8%) and reducing manual techniques (16.7%).

Conclusions: WRMSDs are highly prevalent among Libyan physiotherapists. The findings highlight modifiable risks and call for the urgent implementation of preventive strategies, including structured ergonomic training, workload management, and access to assistive equipment, to protect this vital workforce.

BackgroundWork-related musculoskeletal disorders (WMSDs) necessitate addressing physical and organizational risks while comprehending their cause-effect dynamics to reduce their risks.ObjectiveThis study focused on validating the Persian version of WOAQ, evaluating organizational and workload risks through WOAQ and PWQ, and unraveling interrelationships among organizational factors with WMSDs using Fuzzy DEMATEL analysis.MethodsConducted as a cross-sectional study in 2024 among 100 employees in a private company in Kerman, Iran, this research utilized the Forward-Backward method for WOAQ translation. Reliability was gauged via Cronbach's alpha and test-retest methods. The PWQ and WOAQ were used in assessing workload and organizational risks. Fuzzy DEMATEL analysis was employed to elucidate cause-effect relationships between organizational factors.ResultsAnalysis of 81 questionnaires (41 men, 40 women) revealed the WOAQ's reliability with Cronbach's alpha and test-retest scores of 0.927 and 0.865. Predominant WMSD prevalence was observed in the lower back. 41.50% and 31.70% of men experienced high and very high organizational and workload risks. The DEMATEL fuzzy analysis identified rewards, recognition, and quality of relationships with management as influential factors.ConclusionsUnderstanding factors influencing WMSD prevalence encompasses physical, organizational, and psychosocial facets. Overlooking non-physical aspects contributes to physical risks and subsequent musculoskeletal disorders. Prioritizing improved management relationships and recognition systems was pivotal for effective WMSD prevention strategies.

BackgroundRural Australians experience poorer health outcomes due to complex intersecting factors. Addressing these challenges requires skilled researchers embedded in rural communities. However, the distribution, work patterns, and demographics of PhD-qualified professionals in rural Australia remains largely unknown.ObjectiveTo examine the distribution of Australian PhD-qualified workforce across levels of remoteness to identify the current state of rural/urban research workforce distribution and characteristics.MethodsUsing 2021 Australian Census data, we analysed individuals whose highest qualification was a doctoral degree (PhD), excluding professional doctorates. Data were examined by Modified Monash Model (MM) levels of remoteness and included variable such as location, sex, age, industry, sector (private/public), income, and weekly hours worked.Results85% of PhD-qualified persons were based in cities (MM1) with decreasing representation across more remote MM levels. While the public sector (including universities) was the overall dominant employer, its presence decreased with remoteness, with the private sector becoming predominant medium rural towns onwards (MM4-7). The workforce was male dominated in more urbanised areas (MM1-3), reached gender parity at small rural towns (MM5), and became female dominated remote areas (MM6-7). Rural PhD holders (MM3-5) tended to be older than urban (MM1) and remote (MM6-7) counterparts. Income tended to decrease with remoteness, and hours skewed toward part-time or excessive workloads.ConclusionsImproving rural health outcomes may require greater investment in the PhD-qualified workforce in rural and remote places. This includes addressing precarious employment conditions, lower income, and underrepresentation in the public sector.