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

Background: This study addresses the gap in evidence-based interventions for work stress, burnout, and coping strategies among sports coaches, which are critical for their psychological health and performance.

Objective: This study aimed to evaluate the novel application of a mindfulness training program to alleviate stress, burnout, and enhance coping strategies among sports coaches.

Methods: Sixty-one coaches were randomly assigned to an experimental (n = 30) and control group (n = 31). The experimental group completed a four-week, twice-weekly 90-min mindfulness training. Assessments included the five facets mindfulness questionnaire (FFMQ) and measures of job pressure, burnout, and coping strategies, with analyses of correlations and linear regressions between mindfulness and these factors.

Results: The FFMQ correlated negatively with various stressors (R ranging from -0.331 to -0.943, p < 0.001) and burnout indicators (R = -0.414 to -0.480, p < 0.001). Job pressure predicted mindfulness levels (β = -0.973), with a predictive model: Y = 206.275-0.973 * job pressure. The experimental group's FFMQ scores rose by 13.9% at week four (p = 0.003), with reductions in job pressure, external competition, and negative coping (7.4%, 20.3%, and 18.1% respectively, p < 0.05). They also outperformed the control group in FFMQ scores and stress measures at week four (p < 0.05).

Conclusion: A four-week mindfulness program significantly enhances mindfulness, reduces job stress, burnout, and negative coping among sports coaches, underscoring its potential as an evidence-based intervention for improving work performance and mental health.

Background:: Musculoskeletal disorders are widespread among sedentary office workers, impacting both their physical and mental well-being. There is increasing interest in incorporating herbal interventions as part of a holistic approach to address these challenges, blending traditional and culturally relevant treatments with modern techniques to enhance overall health and wellness.

Objective:: This commentary aims to highlight the role of utilizing electronic platforms to provide consultations regarding herbal medicine (or tele-herbal consultations) in managing musculoskeletal disorders and impacting pain relief, changes in psychological well-being, and improvements in workplace productivity among sedentary office workers.

Methods:: This study discusses the influence of herbal treatments on both physical and psychological dimensions of musculoskeletal disorders, offering insights into holistic healing approaches, based on previously published papers. It also highlights the feasibility and acceptance of tele-herbal consultations.

Results:: The data gathered from previous studies shows that herbal interventions can enhance both subjective physical performance and psychological well-being in office workers. Tele-herbal consultation may be a culturally sensitive solution to provide pain relief and improvements in workplace productivity.

Conclusion:: Although the findings of previous studies are encouraging, further research is needed to establish standardized tele-herbal protocols that can effectively relieve pain, boost well-being, and promote a more active, health-conscious lifestyle for office workers. Ultimately, these interventions could lead to improvements in workplace productivity.

Background: Although work is reported to positively affect wellbeing and life satisfaction post-stroke, returning to work can be challenging.

Objective: The study objective was to identify the strategies used to cope by adults who had stroke during return-to-work processes.

Method: This was an exploratory qualitative study grounded in interpretative approaches. Individuals who have had stroke were recruited. Semi-structured interviews were conducted to understand the coping strategies that participants used. Transcripts were analyzed deductively.

Results: Twenty-seven participants completed the face-to-face interviews. The median age of participants was 61 years (interquartile range = 55-64). A majority were male (n = 19, 70.4%), Chinese (n = 20, 74.1%), and married (n = 21, 78.8%). All participants were employed before their stroke. Twenty participants (74.1%) reported that they had returned to work. The findings indicated that participants utilized a mix of problem- and emotion-focused coping strategies during their return-to-work process. While both types of coping strategies were used, participants who returned to work predominantly utilized problem-focused coping strategies.

Conclusions: Individuals returned to work by utilizing a combination of coping strategies to manage the effects of stroke. This suggests that comprehensive services are important to address personal and occupational challenges to assist stroke victims in resuming work.

Background: Automated driving offers enjoyable and comfortable trips, though not everyone will find the experience pleasant. Some special populations such as elderly people, individuals with physical or cognitive impairments, and pregnant women face different difficulties in mobility services to conduct their daily activities and, consequently, also in using new technologies like autonomous vehicles.

Objective: This study aims to review the specific needs, concerns, and difficulties of special populations when using autonomous vehicles and to highlight the primary issues affecting their acceptance of these technologies.

Methods: A review of 48 papers was conducted to identify the special needs, concerns, and difficulties faced by various demographic groups, including elderly individuals, people with physical disabilities, and pregnant women, in using or approaching the use of autonomous vehicles.

Results: The review revealed that aging individuals have received more attention by scientific community compared to other disabled populations. Acceptance of autonomous vehicles was identified as the primary issue across all surveyed groups. Safety, comfort, and dependability were also significant concerns, particularly among individuals with special needs.

Conclusions: This study outlines the unique concerns of various demographic groups using autonomous vehicles, with acceptance highlighted as a common issue. Designing user-friendly interfaces tailored to diverse demographics could enhance acceptance and improve the overall travel experience for those needing constant support.

Background: Educators are often viewed as emotional laborers who must be attuned to the emotional challenges of their profession and adept at managing their feelings, while a few studies that pay attention on the emotional labor strategies for special education teachers in China. Objective: The study aimed to understand the current situation of emotional labor strategies of special education teachers in China, to examine the relationship between different emotional labor strategies and job burnout, as well as the moderating effect of psychological capital. Methods: We applied Emotional Labor strategies, Job-burnout, and Psychological Capital to investigate 349 special education teachers teaching students with developmental disabilities. Hierarchical regression analysis was conducted to explore the moderating role of psychological capital in the relationship between special education teachers' emotional labor strategies and job burnout. Results: We found the three emotional labor strategies applied by special education teachers were natural acting, deep acting and surface acting from high to low. The emotional labor strategies of special education teachers were negatively correlated with their job burnout. Besides, psychological capital played a moderating role in the relationship of teachers' deep acting and job burnout, and the association of teachers' nature acting and job burnout. Conclusions: Special education teachers would use emotional labor strategies to deal with complex emotional events in their work, and it's related to their burnout. Strengthening psychological capital training for special education teachers is an important strategy to reducing their job-burnout as well.

Background: Burnout is becoming increasingly prevalent among healthcare professionals where it impacts quality of care and staff turnover, especially in the wake of the COVID-19 pandemic. One promising strategy to reduce burnout is the use of mindfulness-based programs, which may aid allied health professionals (AHPs).

Objective: To explore the usefulness of a 10-week mindfulness program on reducing burnout symptoms in AHPs in Singapore, as well as to identify AHPs' attitudes and perceptions towards adopting mindfulness in practice.

Methods: In this mixed methods study, a purposive sample (n = 8) of physiotherapists, occupational therapists, and therapy assistants were recruited. Participants underwent a mindfulness program, comprising 5 face-to-face sessions every other week for 10 weeks. Quantitative data were collected at pre- and post-intervention stages using a survey on participant characteristics and the Maslach Burnout Inventory - Human Services Survey for Medical Personnel to assess burnout symptoms. Qualitative data were collected through semi-structured interviews.

Results: There was a decrease in emotional exhaustion scores (34.50 to 25.50, p = 0.012) while depersonalization (p = 0.107) and personal accomplishment (p = 0.062) scores showed no significant changes. Qualitative benefits reported include increased introspection, improved emotional regulation and communication, and fostering of supportive workplace culture. Advocacy from superiors and the perceived effectiveness of mindfulness techniques can facilitate the adoption of the mindfulness program.

Conclusion: A 10-week mindfulness program reduced burnout symptoms, specifically emotional exhaustion, among AHPs. Future studies should explore the application of the program within a larger participant sample to develop an optimal model for feasible and pragmatic adoption within the clinical setting.

Background: Understanding the influence of empowering leadership and a supportive work environment on job stress and employee performance can help organizations adopt effective management strategies. This, in turn, can lead to higher productivity, better quality of work, and increased organizational success.

Objective: This study aims to investigate relationship between empowering leadership, work environment, and employee performance by emphasizing the mediating role of job stress.

Methods: The sample population comprised 100 employees working in the culinary industry in Central Java, Indonesia, who were selected using the purposive sampling method. The data obtained were analyzed using SmartPLS 3.2.9 version to understand relationship between these variables.

Results: The results showed that empowering leadership had no direct impact on employee performance and job stress. However, work environment was positively associated with employee performance and negatively related to job stress. The results also showed that job stress had a negative effect, and it partially mediated relationship between work environment and employee performance.

Conclusion: This study significantly advanced the understanding of organizational behavior by emphasizing the essential role of work environment in shaping employee performance. In addition, the results showed that a positive work environment was strongly associated with higher employee performance and reduced job stress.

Background: Work disability is a major public health challenge, with various health conditions leading to long-term sickness and early retirement, placing a substantial burden on individuals and society.

Objective: This systematic review aimed to identify key health-related risk factors for work disabilities, highlighting the importance of early prevention strategies.

Methods: A systematic literature search was conducted in 06/2023 using MEDLINE via PubMed, EMBASE via OVID, and CINAHL via Cochrane Library Trials. Two independent reviewers screened abstracts and reviewed full-text articles describing risk factors for work disabilities. Data extraction followed PRISMA guidelines, with the databases searched using synonymous keywords for "risk factors" and "work disability".

Results: Of the 61,872 articles identified, 17 met the inclusion criteria. The studies identified several health-related risk factors leading to work disabilities. The most frequently reported conditions were common mental disorders and musculoskeletal disorders, often leading to short- or long-term sick leave. The review highlighted that health-related risk factors frequently co-occur and interact, suggesting that work disability is rarely due to a single factor. The quality of the included studies varied, and many relied on self-reported data, which can introduce bias.

Conclusion: (Chronic) conditions, particularly mental and musculoskeletal disorders, are significant risk factors for work disability. Primary and secondary prevention measures, such as rehabilitation are crucial to mitigate the need for disability retirement. Future research should focus on prospective cohort studies and a thorough scientific investigation of potential intervention factors to provide decision-makers with information on cost-effective prevention programs.Prospero ID: CRD42023422118.

Background: The current high rate of employee turnover has become a key factor affecting organizational stability and core competitiveness, which requires organizational leaders to work with a higher sense of responsibility. Although several studies have confirmed that responsible leadership (RL) negatively affects employees' turnover intention, the specific mechanism of this effect has not been fully elucidated.

Objective: On the basis of the discrepancy model of psychological contract violation (PCV) and substitutes for leadership theory, this study aims to examine the indirect impact of RL on employees' turnover intention through employees' PCV and the moderating effect of organizational identification.

Method: We collected a sample of 389 employees from Chinese companies and used SPSS and Amos for confirmatory factor analysis (CFA), correlation analysis, and hypothesis testing.

Results: The findings show that RL can reduce employees' turnover intention directly and by influencing employees' PCV. Organizational identification negatively moderates the negative effect of RL on PCV and weakens the mediating effect of PCV in the relationship between RL and subordinates' turnover intention.

Conclusion: This study reveals the intrinsic mechanism by which RL impacts employees' turnover intention, providing theoretical support and practical experience for managers to set a learning example for employees and effectively suppress their turnover intention.