Journal of occupational and environmental medicine最新文献

Objective: To identify causes and factors associated with work-related asthma.

Methods: There were 13 work-related asthma (WRA) deaths identified over 21 years in state-wide lung disease surveillance system.

Results: The deceased ranged from 19 to 77. Eight had new-onset, and five had aggravated WRA. Five deaths from exposure to isocyanates, two to welding fumes, two to food products, and one death each from exposure to secondhand cigarette smoke, milk tank cleaning agents, chemicals used in construction, and molding machine release spray.

Conclusions: Even when health care practioners note that work is a trigger of a patient's asthma, there is typically a delay in the recognition and action to address the workplace exposure(s). A WRA death is the ultimate consequence of a practioner's delay in not addressing work exposure(s) as an asthma trigger.

Objectives: This study aimed to characterize trends in occupational noise-induced hearing loss (ONIHL) incidence, and to assess noise exposure levels and changes in audiometric thresholds among workers.

Methods: This retrospective study analyzed audiometric data from 72,952 workers between 1980 and 2019. Incidence rates of ONIHL were calculated. The first and last audiograms for each worker were compared, and noise exposure levels were analyzed.

Results: The final cohort included 36,984 workers. ONIHL incidence fluctuated between 4.0% and 7.0%, with a slight upward trend from 2000 to 2019. Noise exposure exceeded 85 dBA for 69.3% of workers with available measurements. Audiometric thresholds significantly worsened from the first to the last audiogram.

Conclusion: Between 1980 and 2019, ONIHL incidence showed a slight increase. Ongoing monitoring of ONIHL trends and enhanced prevention initiatives are critical for mitigating future risks.

Abstract: Ranging from mild respiratory allergy to anaphylaxis, laboratory animal allergy (LAA) can adversely affect an individual's health and career. LAA can be prevented through a hierarchy of controls. However, workers remain at risk as many, if not most, workplaces haven't fully adopted needed prevention practices. To address this risk, organizations should use a multidisciplinary leadership team. Along with participation on the leadership team, occupational medicine physicians should oversee a medical surveillance program that identifies workers with LAA including incident cases, as well as workers with LAA who are symptomatic in the workplace. One indication that medical surveillance may be effective in identifying incident cases is that it is detecting prevalent cases, usually in the range of 10-20% or higher. Programs with lower detection rates of prevalent cases should adjust their approach to medical surveillance. The results of medical surveillance, including the incidence and prevalence of LAA, should be shared within the organization and used to guide the use of controls. Periodic self-audits are recommended to better protect workers by identifying and addressing opportunities for program improvement.

Objectives: This study examined whether gestational weight gain (GWG) mediates the relationship between maternal shift work and postpartum weight retention (PPWR).

Methods: Mothers with singleton births in the Taiwan Birth Cohort Study were assessed for shift work, GWG, and PPWR. Propensity score matching balanced baseline characteristics. We applied multivariable generalized linear regression and causal mediation analysis for the associations, with GWG amount and excessive GWG as mediators.

Results: Shift work before pregnancy was associated with higher GWG (0.55 kg, 95% CI: 0.36-0.75) and increased odds of excessive GWG (adjusted OR: 1.18, 95% CI: 1.08-1.29). Excessive GWG mediated the relationship between shift work and PPWR, with shift workers retaining 0.37 kg more at 6 months postpartum.

Conclusions: Maternal shift work before pregnancy increases GWG, contributing to PPWR. Managing GWG is crucial to reduce shift work-related PPWR.

Objective: To explore telework distributions after the COVID-19 pandemic, autonomy in work arrangements and health experiences of teleworkers in Taiwan.

Methods: A survey was conducted in March 2024 among 383 teleworkers. A comparison group of 750 age- and gender- matched conventional employees was extracted from a national survey. Regression analyses examined the associations of teleworking status with the risks of eye strain, musculoskeletal pain, poor self-rated health, and mental distress.

Results: A total of 54% of teleworkers started teleworking by their supervisors' arrangement, and 49% reported being digitally monitored. More than 90% of them were satisfied with teleworking arrangements, but they had significantly higher odds for eye strain (OR = 3.18), musculoskeletal discomfort (OR = 1.58), and mental distress (OR = 1.67) than general employees.

Conclusions: Teleworkers have high job satisfaction but reported higher ergonomic-related and mental health risks.

Objective: To evaluate the impact of changes in perceived workplace support (PWS) and overall lifestyle on depression and burnout amongst UK-based healthcare professionals (HCPs) over 3-years, and the impact on staff attrition.

Methods: Online surveys at baseline (July-September,2020), 4-month, and 3-year follow-up, assessing depression (PHQ-9), burnout domains, PWS and lifestyle. The 3-year follow-up assessed intention-to-leave role.

Results: Over four-months (n = 614), improved lifestyle and PWS were associated with reduced depression, and PWS was associated with reduced depersonalisation. Over three-years (n = 309), improved lifestyle was associated with reduced depression and emotional exhaustion, and improved PWS was associated with reduced emotional exhaustion and depersonalisation. A unit increase in PHQ-9 score was associated with 10% increased risk of intention-to-leave within next 2-years.

Conclusions: There is an important role of organisational-based approaches to mitigate both depressive symptoms and burnout in HCPs, with subsequent potential benefit of reduced attrition rate.

Objective: This study aimed to evaluate the longitudinal association between shift work and lipid health among railway workers.

Methods: Data from 1,126 railway workers with at least two physical examinations from 2016 to 2021 were retrieved. Records of triglycerides, total cholesterol, low-density and high-density lipoprotein cholesterol were extracted, with dyslipidemia defined by Chinese guidelines. GBTM were adopted to identified the trajectory of lipid health. Multinomial logistics regression evaluated the association between shifts and trajectories of lipid health.

Results: Three trajectories of dyslipidemia prevalence were identified: persistently low (40.8%); persistently moderate (34.3%); and persistently high (24.9%). Those on dedicated/pooled charter shifts were more likely be persistently low dyslipidemia prevalence trajectory group (OR = 0.617, 95% CI = 0.408 - 0.934).

Conclusion: Non-regular day shift work is associated with lower levels of lipid profile and lower risk of lipid abnormalities.

Abstract: Objective: This study examines the psychometric properties of a workplace-adapted version of an existing Technostress scale to assess technostress in workers over 50 across different companies.Methods: Data were collected from 470 workers over 50 across finance, packaging, and steel sectors. We evaluated the internal consistency, criterion validity, and factor structure of the Technostress scale using Cronbach's alpha, McDonald's Omega, Confirmatory Factor Analysis, and correlations with stress, coping, well-being, and workability.Results: Scale and subscales demonstrated strong reliability (coefficients>0.75) and validity. CFA confirmed bifactor model with optimal fit indices (CFI = 0.98, TLI = 0.96, RMSEA = 0.05). Technostress correlated positively with stress and negatively with well-being and workability. Significant differences in technostress were observed by sex and occupational role.Conclusions: The adapted scale is a reliable tool for evaluating technostress among older workers, supporting tailored interventions to enhance workplace well-being and productivity.