Search Results (667)

Background/Objectives: The stress levels in emergency services are enormous. The resulting stress can range from psychological irritation to burnout. This study examines the importance of resilience in the German EMS and its significance for the risk of irritation and burnout among EMS personnel. Methods: A quantitative cross-sectional online survey was conducted among 285 EMS personnel in Germany. Resilience was measured by the RS-13 Scale, irritation by the Irritation Scale (IS), and burnout by the Maslach Burnout Inventory (MBI). Sociodemographic and job-related data were also collected. A classification into resilient groups was used to compare stress levels. Results: More than one-third (39%) of the participants had a low level of resilience. EMS personnel with high levels of resilience had significantly lower scores on the cognitive and emotional irritation dimensions, as well as on the burnout dimensions of emotional exhaustion and cynicism. Conclusions: Resilience plays an important role in the safety culture of emergency services. The results support the hypothesis that high levels of resilience lead to less stress and help people cope better with stress. Almost two-fifths of the participants had lower resilience, underscoring the need for safe communication and targeted measures to strengthen resilience. Regular training, a supportive work environment, and promoting team cohesion and social support can improve emergency responders’ mental health and job performance. Future research should develop specific intervention strategies and evaluate their effectiveness to ensure the long-term health of emergency responders and improve the quality of emergency care. Full article

Background: Healthcare professionals frequently encounter various forms of aggression, ranging from verbal abuse to physical assaults, which can compromise both their occupational well-being and patient-care quality. Despite its prevalence and serious consequences, workplace aggression is often underreported due to a lack of standardized assessment tools. This study aims to develop a valid Italian version of the Hospital Aggressive Behaviour Scale-Users. Methods: The scale’s structure was evaluated using exploratory (EFA) and confirmatory (CFA) factor analyses on two samples of healthcare professionals during and after the pandemic. Reliability, measurement invariance, and nomological validity were examined. Results: EFA revealed a two-factor structure comprising eight items (χ² = 59.651, df = 13, p = 0.00; CFI = 0.98; TLI = 0.95; RMSEA = 0.07; SRMR = 0.02), distinguishing non-physical and physical aggression, and meeting all recommended criteria. CFA confirmed this structure, demonstrating good reliability and outperforming alternative models. The same factor structure was confirmed in standard (χ² = 35.01, df = 19, p = 0.00; CFI = 0.99; TLI = 0.99; RMSEA = 0.03; SRMR = 0.02) and emergency (χ² = 30.65, df = 19, p = 0.04; CFI = 0.98; TLI = 0.97; RMSEA = 0.06; SRMR = 0.04) contexts. Full residual invariance was found across job tenure groups. Aggression was positively associated with emotional exhaustion, psychological distance, psychosomatic symptoms, post-traumatic stress symptoms, and turnover intentions while negatively related to job satisfaction. Nurses and healthcare assistants reported higher levels of aggression than doctors. Conclusions: This study provides a reliable, context-specific instrument for documenting and analysing outsider aggression. The insights can inform targeted interventions, contributing to a healthier hospital environment. Full article

Teacher professional well-being (TPWB) is crucial in education, affecting educators and students. The Teacher Professional Well-Being Scale (TPWBS) measures five core dimensions—self-efficacy, job satisfaction, aspiration, recognition, and authority—initially developed in Turkey. This study aims to adapt, develop, and validate the Teacher Professional Well-Being Scale (TPWBS) in Ethiopia. Investigate the TPWBS factor structure and evaluate its measurement invariance (MI) across gender, university type, and teaching experience. By examining teachers’ perceptions of professional well-being, this study contributes to understanding Ethiopian higher education. Exploratory factor analyses (EFA) and confirmatory factor analyses (CFA) use data from Ethiopian university instructors. Conduct initial EFA on a sample of 82 men and 222 women (sample 1), followed by CFA on a sample of 529 men and 179 women (sample 2). Assess factor loadings of TPWBS items across sub-dimensions. Use data from Ethiopian higher education institutions and involve 1012 instructors. The EFA reveals excellent factor loadings for all TPWBS items within each sub-dimension, indicating a robust factor structure. TPWBS exhibits acceptable construct validity, good reliability, and satisfactory convergent and divergent validity. The CFA demonstrates good model fit, supporting TPWBS validity: χ² (289) = 942.20, p < 0.001, χ²/df = 3.26, GFI = 0.912, TLI = 0.935, CFI = 0.943, RMSEA = 0.057, 95% CI [0.053, 0.061]. TPWBS is a valid and reliable tool for assessing the professional well-being of Ethiopian university teachers. Its adaptation and validation process highlight cultural and contextual factors in well-being evaluation. Findings offer insights for practitioners and researchers in well-being assessment. Full article

The COVID-19 pandemic has exposed individuals to various risks, including job loss, income reduction, deteriorating well-being, and severe health complications and death. In Brazil and the U.S., as well as in other countries, the initial response to the pandemic was marked by governmental underestimation, leading to inadequate public health measures to curb the spread of the virus. Although progressively mitigated, this approach played a crucial role in the impacts on local populations. Therefore, the principal aim of this paper is to evaluate the impact of COVID-19 and, indirectly, of the policies adopted by the U.S. and the Brazilian governments to prevent pandemic diffusion on income distribution. Utilizing available microdata and employing novel econometric methods (RIF-regression for inequality measures) this study shows that growth in COVID-19 prevalence significantly exacerbates economic disparities. Furthermore, the impact of COVID-19 on inequality has increased over time, suggesting that this negative impact has been intensifying. In the U.S., results indicate that working from home, the inability to work, and barriers to job-seeking significantly increase inequalities. Although further data are necessary to validate the hypothesis, this preliminary evidence suggests that the pandemic has significantly contributed to increased inequality in these two countries already characterized by increasing polarization and significant social disparities. Full article

Lessons learned from the effects of the COVID-19 pandemic on the well-being of teachers reveal how school administrators can promote teacher stress adaptation and thriving, even in highly disruptive work environments. In a mixed-methods study within a single school district in Canada, consisting of a survey of 65 K-12 teachers and interviews with 10 administrators and teachers, the results showed the degree to which teachers were coping, had job satisfaction, and demonstrated thriving. Interviews yielded information on the limitations of the education system response and how school district administration could provide additional key resources that would strengthen individual stress coping and resiliency, create a culture of safety and community, and lay the foundations for teacher thriving, even in challenging and disruptive conditions Full article

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational outcomes, its interaction with work climate and job stress is less well understood. (2) Methods: The PROCESS macro (Model 6) v4.2 by Hayes was employed to test the multiple mediating effects of work climate and perceived job stress on the relationship between emotional intelligence and job satisfaction. (3) Results: The results indicate that higher EI is associated with a more positive work climate, higher job satisfaction, and lower perceived job stress. Work climate and job stress mediate the relationship between EI and job satisfaction. Specifically, EI improves job satisfaction both directly and indirectly by increasing positive work climate and decreasing job stress. (4) Conclusions: These findings highlight the critical role of EI in creating a supportive work environment and improving employee well-being. Full article

Positive nursing practice environments benefit clients, professionals, and institutions, specifically for professionals, by improving professional visibility, recognition, retention intentions, well-being, commitment, job satisfaction, and reducing stress and burnout. Clients experience better quality care, safety, satisfaction, engagement, and fewer care omissions. Institutions favored reduced absenteeism and turnover, improved efficiency, lower costs, and better health outcomes. This study aimed to document the development of the “Program to Promote Positive Nursing Practice Environments” and analyze expert perceptions to reach a consensus. Using a two-round modified online Delphi technique with 22 experts, we examined perspectives on the program’s goals, duration, organization, and content. Initial feedback showed agreement on the program’s duration but mixed opinions on the number and length of sessions due to concerns about participant workload and fatigue. Adjustments led to a strong consensus and positive feedback on the program’s coverage of essential nursing practice environment constructs. The program includes sessions on client, professional, and institutional dynamics, focusing on key attributes and outcomes for fostering positive nursing environments. By equipping nurses with knowledge and skills, the program aims to enhance work environments effectively. These findings provide a substantial advancement in the field, offering a robust framework for future initiatives. Full article

Job burnout (as an independent variable) and job performance (as a dependent variable) are often correlated, and one of the main arguments is that psychological counseling can mitigate job burnout, which in turn influences job performance. This article aims to introduce a new perspective on the subject by establishing a new paradigm in the field. It also explores the role of psychological counseling as a precautionary measure. Furthermore, it aligns with the United Nations Sustainable Development Goals (SDGs) 3 and 8, which seek to enhance public health, collective well-being, and decent work or at least equitable workplace conditions. Adopting a quantitative analysis method, this study used panel data from 2020 to 2023 and group regression to analyze these data. The instruments comprise job performance (KPI) and mental health records. This study revealed that job burnout as experienced by academics is regulated by their job performance (β = −0.013, p < 0.001. This study revealed that academics’ job performance remained unchanged despite the number of psychological counseling and interventions conducted, so consequently, psychological counseling and interventions do not affect performance directly. This research contributes to the literature by utilizing a novel measurement approach. It is concluded that competency is the key to having a decent work environment and staff experiencing collective well-being. Full article

Workplaces cause employees to adopt sedentary behaviors for most of their daytime, negatively impacting psychophysical health. A new office concept (UP150) was designed to reduce sedentary behaviors at work through architectural changes, proactive technologies, and wellness coaches (education to active lifestyles). The present study examined the effects of the UP150 concept, previously investigated in dedicated workspaces, with a 12-month longitudinal trial in a real worksite environment. Forty-eight desk workers comprised the experimental (EG) and control (CG) groups. All participants worked in the same working environment, having the UP150 features inserted in a usual working environment, but the CG was not allowed to interact with the UP150 specifics. During the experimental year, physical (physical activity, motor efficiency, and anthropometric features), clinical (metabolic parameters and cognitive-capacity-related parameters), and psychological (well-being and discomfort, job social and psychological perceptions, and perceived workload) features were assessed. The prolonged application of the UP150 procedure in a mixed working context for involvement in corporate policies positively affected EG workers’ physical (physical activity and motor efficiency increased, and body fat unchanged), clinical (blood glucose, insulin, and total cholesterol decreased; HDL increased), and psychological (well-being and social support raised; job demand and perceived workload lowered) parameters, confirming the previous studies. Full article

Agricultural diversity, productivity, and human well-being have been popular topics in recent decades, partly fueled by our quest for sustainability. However, the exact nature of the interconnections among these global priorities remains an area yet to be fully understood and explored. We contribute to this literature by examining how community well-being interacts with distinct levels of diversity and productivity in cropping systems across multiple U.S. communities. Using data at the county-level from 2010 to 2019, we first analyze how well-being varies across communities that differ in their levels of crop diversity and productivity. Then, we investigate how well-being varies across both diversity–productivity characteristics and farming intensity levels. We employ mapping techniques in conjunction with descriptive statistics to uncover and visualize patterns in well-being across contexts. Study findings show a consistent pattern of high levels of well-being across most diversity–productivity categories, with the notable exception of areas that are both highly diverse and highly productive. In addition, places with substantial commercial operations, and where agriculture contributes greatly to overall GDP and employment generally appears to have higher well-being scores compared to other places. Our analysis also reveals that there is more variability in the index of community well-being within each group than across groups of counties. Overall, the results suggest that the differences in community well-being are not solely determined by agricultural indicators, such as diversity–productivity characteristics and farming intensity levels, but also depend on contextual factors, such as social infrastructure, non-agricultural job opportunities, or local economic diversification. Full article

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction. Full article

Based on the signaling and conservation of resources theories, this study aims to identify different strategic organizational profiles related to occupational health and well-being (OHWB). Additionally, this study explores how these various organizational profiles impact employees’ well-being, specifically in relation to absenteeism, emotional exhaustion, work overload, intention to quit, and job satisfaction. Data were collected from 59 organizations and 2828 employees. The first phase of this study presents the latent profile analysis carried out to identify OHWB organizational profiles. This analysis reveals four organizational profiles that are metaphorically named according to the growth stages of plants (i.e., wasteland, sprouting, budding, and blooming OHWB profiles). The second phase of this study investigates the associations between the latent profiles assigned to the organizations with absenteeism, intention to quit, emotional exhaustion, feelings of work overload, and job satisfaction among their employees using MANOVA. The results show that organizational profiles influence employees’ health and well-being. Employees working in organizations with a low OHWB profile, known as the “wasteland profile”, tend to report more days of absenteeism, higher levels of emotional exhaustion, greater work overload, and lower job satisfaction. Employees are also more likely to express a greater intention to quit their jobs than those working in organizations with a higher OHWB profile (a “blooming profile”). This study is useful for organizations and practitioners seeking to understand how investing in a health and well-being strategy can benefit their employees. Full article

Financial threat refers to fear, unease, and uncertainty regarding an individual’s present or forthcoming financial state. Despite consistent findings indicating that financial threats are harmful to individuals’ behaviors and mental health, their impacts remain largely unexplored in the context of organizational behaviors. This study examined whether and how financial threats are detrimental to various aspects of employees’ performance, including task, contextual, and counterproductive performance. A sample of 165 working adults in Malaysia responded to an online survey consisting of the Financial Threat Scale, Perceived Stress Scale, and Individual Work Performance Questionnaire. Confirmatory factor analysis supported the structure of the measurements, although some items were eliminated. Pearson correlation analysis showed that financial threats had a positive relationship with perceived stress and counterproductive performance. Meanwhile, perceived stress was negatively related to task performance and positively associated with counterproductive performance. Finally, structural equation modeling revealed that perceived stress mediates the relationship between financial threats and counterproductive performance. These findings illuminate the underlying mechanisms by which financial threats impact employees’ job performance. They also highlight the importance of addressing resource depletion’s effects on the mental health of working adults. The implications of these findings for organizational management and employee well-being are discussed. Full article

Despite advances in legislation and social attitudes, workplace discrimination against sexual and gender minority populations remains prevalent, posing significant psychosocial risks. This study aims to explore the occupational health challenges faced by LGBTQIA+ populations, examining factors of discrimination, support, and prevention strategies. Methods: A narrative review of articles from the Scopus, PubMed, and Web of Science databases was carried out, focusing on studies published between 2011 and 2024. Articles in English, Spanish, and Portuguese were considered. Results: 359 studies were identified, and 11 articles were selected for analysis. The findings reveal pervasive discrimination experienced by LGBTQIA+ workers in the workplace, impacting their mental health and job satisfaction. Factors influencing disclosure of sexual or gender identity at work were identified, including workplace characteristics and anti-discrimination policies. Conclusions: Promoting inclusive and supportive work environments is crucial to the well-being of LGBTQIA+ employees. Recommendations include strengthening anti-discrimination protections, improving education and training on LGBTQIA+ issues, and promoting explicit communication about support and equality. Despite progress, more research is needed to address gaps in understanding and effectively promote the occupational health of sexual and gender minority populations. Full article

Background: The accelerated aging of the world’s population will lead to an increase in the number of older people in the workforce. Computerized Cognitive Training (CCT) is effective in improving cognitive outcomes, but its benefits for older workers remain controversial. We investigate the real-world efficacy of CCT in the workplace, focusing on employees aged 50+ years from a public sector agency. Methods: Case managers (n = 82) were randomized to either an intervention group (24 40 min CCT sessions two times per week) or a waiting list passive control group. Cognitive ability, well-being, job satisfaction, and productivity outcome measures were collected and assessed before and after CCT or the comparable control wait time. Results: Participants undergoing CCT improved on a task of executive functioning (p = 0.04). There was a trend toward a change in work productivity after CCT (p = 0.09), with the control group showing a significant decrease (p = 0.02), while the intervention group remained stable. Conclusions: CCT during office hours has a positive effect on cognition and well-being without affecting productivity among white-collar office workers. CCT could be considered as an intervention to support the older workforce in managing the cognitive and behavioral challenges of changing workplace demands. Full article