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

Background: Teaching will bring work stress and affect emotions, as well as require a high level of professional identity. However, few have examined trilateral relationships between work stress (in terms of challenge-hindrance stress), professional identity, and emotional labor among Chinese preschool teachers during COVID-19.

Objective: Based on the conservation of resource theory, this study aimed to examine the relationship between challenge-hindrance stress, emotional labor, and professional identity, as well as explore the mediating effects of professional identity between job stress and emotional labor among Chinese preschool teachers.

Methods: A cross-sectional study was conducted, with 753 preschool teachers completing a self-report questionnaire. Statistical analyses were conducted using SPSS 26.0 and included descriptive statistics, Pearson correlation analysis, regression analysis, and mediation effect testing.

Results: Research indicated that 1) challenge-hindrance stress was positively correlated with surface acting (r = 0.21, p < 0.01, and r = 0.28, p < 0.01) but negatively correlated with the expression of naturally felt emotions (r = -0.08, p < 0.05, and r = -0.12, p < 0.01); 2) Challenge-hindrance stress was negatively correlated with professional identity (r = -0.08, p < 0.05, and r = -0.20, p < 0.01); 3) Professional identity exhibited positive correlations with the three dimensions of emotional labor (r = 0.12, p < 0.01; r = 0.64, p < 0.01; and r = 0.56, p < 0.01) and partially mediated the relationship between challenge-hindrance stress and emotional labor.

Conclusion: The study underscored that challenge-hindrance stress affected emotional labor directly and indirectly through the mediating role of professional identity. Interventions focusing on alleviating work stress and promoting professional identity through comprehensive training could effectively mitigate emotional labor among preschool teachers.

Background: The post-pandemic era has seen a surge in the popularity of Virtual Learning Management Systems (VLMS). However, there is a noticeable lack of tools to measure the usability of these systems. As technology evolves, user needs change, necessitating updated tools for system evaluation.

Objective: This study aims to develop and validate a VLMS usability questionnaire, specifically designed to assess the usability of a university learning management system.

Methods: The VLMS usability tool was systematically developed based on relevant domains identified in existing literature and expert opinions. It was then tested for face validity, content validity, and reliability. In a case study, the tool was distributed among 200 students from a Medical Sciences university who had used the Navid VLMS system.

Results: Semi-structured interviews with experts were analyzed using directed content analysis, resulting in 21 items categorized into four domains: effectiveness, reliability, learnability, and security. The content validity index and ratio were 0.939 and 0.976, respectively. The Intra Class Correlation (ICC) estimates for each section of the questionnaire ranged from 0.8-0.9, indicating high reliability. Cronbach's alpha was 0.97, suggesting excellent internal consistency. The case study results showed that the Navid platform achieved an average usability score of 70.36, with a standard deviation of 10.6, indicating moderate to high usability.

Conclusions: The VLMS usability tool is a valid and reliable instrument for assessing the usability of the Navid learning management system. It can be used to improve the usability of the Navid system and serve as a benchmark for assessing the usability of other similar VLMSs.

Background: Professional identity encompasses the understanding of professional practices and the development of values and skills within a specific profession.

Objective: This study aimed to assess the suitability of the 9-item Macleod Clark Professional Identity Scale, originally developed by Adams et al. (2006), for Turkish culture and examine its psychometric properties in a sample of postgraduate nurses.

Methods: The study was conducted using a methodological approach. The sample consisted of 100 postgraduate nurses. Various analyses were conducted, including descriptive statistics of the scale, Cronbach's alpha coefficient, item-total score correlation, and scale response bias for reliability assessments. Validity analyses included assessments of language, content, construct validity, concurrent validity, and known group validity.

Results: The Cronbach's alpha coefficient for the 9-item Macleod Clark Professional Identity Scale was found to be 0.85, indicating good internal consistency. Item-total score correlations ranged from 0.34 to 0.88. The confirmatory factor analysis goodness of fit indices, except for the AGFI index, had acceptable values after two modifications. The single-factor structure of the scale was confirmed by confirmatory factor analysis. For concurrent validity, the scale demonstrated a positive and robust correlation with scores from the Nursing Professional Commitment Scale, supporting its validity. In terms of predictive validity, a regression model was established to assess the relationship between independent variables and core professional identity, and the model was found to be at acceptable levels.

Conclusions: This study showed that the Turkish adaptation of the 9-item unidimensional "Macleod Clark Professional Identity Scale" demonstrates acceptable levels of validity and reliability when administered to postgraduate nurses in Turkey.

Background: Telework is increasingly prevalent and holds the potential to serve as an accommodation, facilitating inclusion and promoting healthy participation among various segments of the workforce, such as aging employees, individuals with chronic illnesses or those living alone with one or more dependents. Nevertheless, this promising avenue presents management challenges that remain underexplored in the literature.

Objective: This study aimed to identify the challenges in telework management related to accommodations, inclusion and the health of workers with life situations entailing specific needs.

Methods: We conducted a descriptive interpretative study grounded in Social Exchange Theory, by collecting data through interviews with 9 managers and conducting focus groups involving 16 workers. We used a thematic-analysis approach to analyze the data.

Results: We identified seven overarching themes encapsulating management challenges that relate to accommodation (e.g., maintaining a balance between the benefits for the worker and the impacts on the organization) inclusion (e.g., maintaining team cohesion) and health (e.g., managing teleworkers' emotions).

Conclusions: The findings underscore the significance of fostering robust social exchanges across hierarchical levels, and they highlight the necessity of equipping managers with the requisite tools to navigate the ethical quandaries arising from accommodation requests.

Background: In a demanding working life, it is important to determine how individuals can thrive at work. In a previous study we investigated whether a program of gratitude interventions can increase psychological wellbeing, engagement, job satisfaction, and psychological capital showing promising results.

The objective: of the present study was to present the development of a manager coached group intervention program related to gratitude at workplaces and to investigate the effects of such a program on the same variables.

Methods: The intervention included five group sessions of gratitude dialogue between employees, supervised by their first line managers. Participants were assigned to an intervention or control group. Assessments were made before and after the intervention program and followed-up at 6 months post-intervention. Both quantitative and qualitative analyses were performed. Both groups completed instruments measuring positive psychological capital (PCQ), work engagement (UWES), psychological wellbeing (PGWB-S), and job satisfaction (aJDI). All managers were interviewed after the intervention.

Result: Compared with the control group the gratitude dialogue intervention was found to significantly enhance psychological wellbeing, engagement, and job satisfaction. The results were supported by the interviews with managers.

In conclusion: our results suggest that gratitude dialogues at work may be an effective way of improving employee wellbeing. Suggestions on how to improve the results from this kind of gratitude intervention further are presented.

Background: There is limited information focussing on the perspectives of persons with younger onset dementia (YOD) in employment. This poses challenges for supporting this demographic within the workplace and during their transition to retirement.

Objective: The aim of this scoping review is to address the identified need to ascertain what is known about the perspectives of employees with YOD.

Methods: Records were included if they: considered working-aged persons who received a diagnosis of YOD whilst employed or soon after ceasing employment; considered the perspective of the person with YOD; and were published in English. Four databases (CINAHL, PubMed, Embase, Cochrane Library) were systematically searched, and grey literature was sought using the Google Scholar search engine. Using PRISMA-ScR guidelines, two reviewers screened the title/abstract then full text of identified documents. Disagreements were resolved with a third reviewer. Research papers were narratively synthesised, thematically analysed, and critically appraised.

Results: Fourteen peer-reviewed research papers, and nineteen grey literature items were included in the review, with research papers found to be of reasonably high methodological quality. Five themes were identified, describing the experiences of employees with YOD: (1) Trying to manage difficulties prior to diagnosis; (2) Disclosure at the point of diagnosis; (3) Reasonable adjustments; (4) Employment cessation; and (5) Regaining meaningful roles following retirement.

Conclusion: Findings revealed evidence for an emerging understanding of the lived experience of developing YOD within the workplace; however, further research is needed regarding the capabilities and support needs for persons with YOD to influence workplace policies and practices.

Background: Musculoskeletal System Disorders (MSDs) are a group of injuries that represent common occupational diseases and should be evaluated for prevention purposes because an increase has been observed due to the repetitive movements performed in the industry. This research was carried out in a manufacturing industry where metal parts are manufactured, and workers experience back and wrist pain.

Objective: To prediagnose Musculoskeletal System Disorders (MSDs) and examine the relationship between temperature, demographic, and physiological factors in workers through predictive models, contributing to MSD prevention.

Methods: Information from 36 operators was used to obtain vital signs and somatometry data, and thermograms of their hands in the dorsal, palmar, and back areas were collected and analyzed to determine the relationship between temperature and demographic and physiological factors.

Results: The ergonomic evaluations proved that the operators were at high risk owing to repetitive movements and postures adopted during work. Eighty-six percent of cases with injuries were identified using infrared thermograms, proving their high level of effectiveness. When studying the relationship between temperature behavior during recovery from repetitive activities and demographic and physiological factors, it was determined that age, dominant hand, respiratory frequency, and BMI were the most significant.

Conclusions: Nine regression models were obtained, with coefficients of determination between 0.17 and 0.71. The significant factors for worker injuries were age, dominant hand, respiratory rate, and BMI. However, the sample size and variability in work activities should be extended to generalize the findings.

Background: Technological advancements and the COVID-19 crisis have accelerated the adoption of telework, impacting employees' work dynamics. Moreover, an aging workforce emphasises the need for sustainable employability. With reference to the Job Demands-Resources (JD-R) Model, this study explores how telework relates to job demands and job resources and, subsequently, to sustainable employability.

Objective: The present study investigates the repercussions of increased telework on employees' sustainable employability. Hypotheses posit direct and indirect (i.e., mediated) relationships, providing insights for evidence-based telework policies.

Methods: Data from 552 government employees was collected through an online survey. Data collection occurred during the COVID-19 pandemic when widespread teleworking was prevalent. A path model was employed to analyse associations between telework, job demands (specifically work pressure), job resources (social support, workplace communication, and role clarity), and sustainable employability dimensions, including vitality, work ability, and employability.

Results: Our path model reveals that heightened telework was associated with elevated work pressure and diminished role clarity. Surprisingly, a positive association emerges between work pressure and sustainable employability. Notably, no significant relationship is found between telework, social support, and workplace communication. Role clarity is likely to be pivotal, positively influencing vitality and employability.

Conclusions: This study provides valuable insights into the effects of telework on job demands, resources, and sustainable employability. The unexpected positive association between work pressure and sustainable employability challenges conventional stressor paradigms. The relationships between telework, job demands, job resources, and sustainable employability uncovered in this study can contribute to evidence-based teleworking policies and strategies that support employee health and employability amidst evolving work structures.

Background: Hot and humid indoor environment of the kitchen affects worker performance. The Indian Railway's pantry car culinary is one of them that cooks food for the on-board passengers, which could be bothered by the hot indoor climate.

Objective: The current study aimed to identify the indoor working environment of the railway "pantry car" using heat stress indices such as "Universal Thermal Climate Index-UTCI," "Wet-Bulb Globe Temperature-WBGT," "Discomfort Index-DI," "Tropical Summer Index-TSI," "Heat Index-HI," and Heart Rate-HR with clothing insulation. METHODS: The study was performed in 2018 (August-summer season) to collect field survey data on 6 railway pantry cars. Measurements were carried out during peak cooking times such as morning "7 : 00 am", day "11 : 30 am", evening "4 : 00 pm," and night "6 : 30 pm". This study's descriptive and Pearson's correlation analysis was accomplished using SPSS version 2016 software.

Results: The analysis results revealed that the average values were for UTCI (37.77±5.26°C), WBGT (30.42±2.28°C), DI (30.05±2.70°C), TSI (33.21±2.90°C), HI (48.53±4.86°C), correspondingly. During analysis, the strongest correlation association was observed between "TSI and DI" (r = 0.985, p < 0.000) and WBGT and TSI (r = 0.958, p < 0.000). A "significant correlation" was found between UTCI and HI (r = 0.637, p < 0.05). While no signification correlation was found between "heat stress indices and physiological parameters (p > 0.05)".

Conclusion: In this study, all the heat stress index limit values showed highly harsh working conditions inside the pantry car, which created unfavorable circumstances for the culinarians. Inappropriate "ventilation design" could be a reason for discomfort in the railway pantry car.

Background: Pianists often suffered from postural related problems due to prolonged sitting and awkward postures. Despite that postural related problems are common among pianists, there is only one study found by the authors, which applied RULA to assess pianists' postures, without any modification to the original RULA worksheet. None of the other existing literature has applied this postural assessment tool to assess the pianists' overall posture. There is no existing Rapid Upper Limb Assessment (RULA) checklist that exactly fits into the context of piano playing, at least not without some modifications.

Objective: To propose a Rapid Upper Limb Assessment for Pianists (RULA-p) for postural assessment, which will allow pianists to identify awkward postures (if any) during piano playing, thus, achieving healthful playing for injury prevention.

Method: This study modified (i) the muscle use score; and (ii) the force/load score, from the existing RULA as a rapid assessment for pianists' posture.

Results: Proposed the modified RULA for pianists (RULA-p) in the worksheet format.

Conclusion: Overall, this study is intended to further expand the existing literature on the early prevention of pianists' PRMDs.