Dear Editor,I am writing in response to the article“Assessment of nurses’workplace silence behavior motives:A cross-sectional study”by Alhojairi et al.published in the September 2024 issue of the International Jour...Dear Editor,I am writing in response to the article“Assessment of nurses’workplace silence behavior motives:A cross-sectional study”by Alhojairi et al.published in the September 2024 issue of the International Journal of Nursing Sciences[1].This is a letter written by a nurse with 10 years of clinical work experience and a personal interest in team dynamics.I appreciate the authors'recommendations on mitigating workplace silence among nurses to enhance clinical work development,and I believe their proposals could be expanded further.展开更多
This study examined the relationships among workplace spirituality,mindfulness,mental well-being,and organizational commitment in professional female dancers.A total of 424 dancers from the United States participated ...This study examined the relationships among workplace spirituality,mindfulness,mental well-being,and organizational commitment in professional female dancers.A total of 424 dancers from the United States participated in the survey.Structural equation modeling indicated that workplace spirituality was positively associated with both mental well-being and organizational commitment,whereas mindfulness was significantly related only to organizational commitment.Mental well-being was a significant predictor of organizational commitment and mediated the relationship between workplace spirituality and organizational commitment,but not between mindfulness and commitment.These results suggest that workplace spirituality functions as a psychological resource that enhances emotional health and strengthens organizational engagement.Thesefindings are consistent with self-determination theory,highlighting the role of value congruence and intrinsic purpose in sustaining motivation in high-performance contexts.Moreover,the studyfindings underscore the importance of fostering spiritually supportive work environments to promote psychological well-being and long-term organizational commitment.展开更多
Objective:This study aims to identify the prevalence of bullying in the workplace and to examine its association with turnover(TO)intention and secondary traumatic stress(STS)among Jordanian nurses employed in Emergen...Objective:This study aims to identify the prevalence of bullying in the workplace and to examine its association with turnover(TO)intention and secondary traumatic stress(STS)among Jordanian nurses employed in Emergency Departments(EDs)and critical care units(CCUs).Nurses employed in the EDs and CCUs are exposed to high levels of bullying behaviors that may contribute to STS,leading to high rates of TO.Methods:A descriptive cross-sectional design was used.A sample of 150 Jordanian nurses working in CCUs and EDs completed the study.Data collection was performed using the Demographical Questionnaire,the Negative Acts Questionnaire-Revised(NAQ-R),ProQOL scale,and TO scale.The IBM SPSS software was used to analyze data.Results:About 10.7%and 89.3%were categorized as“occasionally bullied”and“victims of workplace bullying”subsequently.Workplace bullying was positively associated with TO intention(r=0.46,P<0.001)and STS(r=0.36,P<0.001).TO was positively associated with STS(r=0.36,P<0.001).Bullying was a unique significant predictor of TO intention(t=4.59,B=0.34,P<0.001)and STS(t=4.15,B=0.34,P<0.001).Conclusions:Bullying behavior has negative adversarial effects on TO and the experience of STS.The prevalence of bullying behavior in the EDs and CCUs remains high despite the increasing awareness of its negative impacts.Healthcare organizations should put systems in place to ensure that zero-tolerance policy are monitored in terms of the effectiveness of its implementation.展开更多
Objectives:Recently,how family-related factors influence employees’mental health has garnered increasing attention from researchers and practitioners.Drawing on the cognitive appraisal theory of stress,this study aim...Objectives:Recently,how family-related factors influence employees’mental health has garnered increasing attention from researchers and practitioners.Drawing on the cognitive appraisal theory of stress,this study aims to examine how and when family financial stress affects the employees’mental health and investigate the mediating role of performance stress and the moderating role of workplace competition.Methods:A cross-sectional survey was conducted with 23,520 Chinese employees by using a voluntary and anonymous structured questionnaire,which included family financial stress,performance stress,symptom checklist 90(SCL-90)scale,and workplace competition.The data were analyzed using SPSS 26.0 software and macro PROCESS.Results:The analysis of the mediating effect showed that performance stress mediated the relationship between family financial stress and psychological depression(b=0.064,SE=0.002,p<0.0001)and physical somatization(b=0.042,SE=0.002,p<0.0001),indicating spillover effects of stress from home to workplace.The moderating mediation analysis revealed that the crossover effects were amplified by workplace competition.For psychological depression,index of moderated mediation was:b=0.012,SE=0.001,p<0.001;For physical somatization,index of moderated mediation was:b=0.008,SE=0.001,p<0.001.Conclusion:Performance stress acts as a mediator in the link between family financial stress and mental health.Furthermore,the mediating effects was amplified by workplace competition.These findings suggest that workplace competition may serve to exacerbate the negative spillover effects from home to work through the mechanism of workrelated stress.Organizations should consider implementing supportive measures to mitigate family financial stress,such as providing financial counseling and fostering a collaborative work environment,to reduce the adverse effects of family financial stress on employees’mental health.展开更多
This study tested a multilevel model of the workplace territorial behaviors and employees’knowledge sharing relationship,with team identification serving as a mediator and task interdependence as a moderator.Data wer...This study tested a multilevel model of the workplace territorial behaviors and employees’knowledge sharing relationship,with team identification serving as a mediator and task interdependence as a moderator.Data were collected from 253 employees(females=128,mean age=28.626,SD=6.470)from 40 work teams from different industries in China.Path analysis results indicated that workplace territorial behaviors were associated with lower employee knowledge sharing.Team identification enhanced employee knowledge sharing and partially mediated the relationship between workplace territorial behaviors and employee knowledge sharing.Task interdependence enhanced knowledge sharing and strengthened the relationship between team identification and knowledge sharing.Thesefindings extend the proposition of social information processing theory by revealing the mediating role of team identification in the relationship between workplace territorial behaviors and knowledge sharing,and clarifying the boundary conditions of team identification.Practical implications of thesefindings include a need for managers to foster collaborative atmospheres,design interdependent tasks,and mitigate territorial behaviors to enhance team identification and knowledge sharing.展开更多
Objective:Sick building syndrome(SBS)is a significant health concern among healthcare workers,exacerbated by prolonged exposure to indoor air pollutants and inadequate environmental conditions.Our study aims to explor...Objective:Sick building syndrome(SBS)is a significant health concern among healthcare workers,exacerbated by prolonged exposure to indoor air pollutants and inadequate environmental conditions.Our study aims to explore the prevalence of SBS and its association with indoor air quality and workplace environments among healthcare workers in five hospital departments in Nakhon Si Thammarat,Thailand.Methods:Indoor air quality was assessed over eight days,measuring microbial concentrations(bacteria,fungi),temperature,humidity,and carbon dioxide levels.Demographic data and SBS symptoms were also collected from healthcare workers.Results:The findings revealed that fungal concentrations were highest in the pharmacy(51.95±37.59)colony forming units(CFU)per m^(3),while bacterial concentrations peaked in the outpatient department(265.06±49.46)CFU/m3.The study identified Staphylococcus hominis and Micrococcus luteus as the dominant microbial species in the air environment.A moderate positive correlation was found between bacterial concentrations and humidity(r=0.43,P=0.046).SBS symptoms were prevalent among healthcare workers,with 75.58%reporting issues like dry eyes and fatigue.The total complaint score for SBS correlated positively with indoor pollutant levels,especially fungi(r=0.38,P<0.001).Frequent cleaning reduced SBS complaints significantly(P<0.001).Conclusion:Hospital departments with more frequent cleaning practices exhibited lower SBS complaints,highlighting the importance of cleaning frequency in reducing SBS-related issues.These findings provide actionable insights for improving workplace safety and indoor air quality in healthcare settings.展开更多
Background:In the field of organizational behavior,various aspects that have an impact on employee well-being gradually become a focus of attention.Among them,performance pressure,which is a component of workplace str...Background:In the field of organizational behavior,various aspects that have an impact on employee well-being gradually become a focus of attention.Among them,performance pressure,which is a component of workplace stressors that has a great influence on employees’job performance as well as well-being,has been little studied.Therefore,this paper constructs a research model,which uses workplace anxiety as a mediating variable and vocational delay of gratification as a moderating variable,to explore the impact of performance pressure on employee well-being.Methods:Reliable data were collected by questionnaire method and data analysis was conducted with the help of SPSS 26.0.In this paper,the data statistics are carried out by correlation analysis,mediation effect analysis,and moderating effect analysis,and the regression analysis is further studied.Results:The finding shows that performance pressure impacts employee well-being negatively,and workplace anxiety has a significant negative impact on employee well-being.When the workplace anxiety variable is added,the negative impact of performance pressure on employee well-being is still significant.Therefore,it can be verified that workplace anxiety plays an intermediary role in the influencing mechanism of performance pressure on employee well-being.While high vocational delay satisfaction weakens the influence of performance pressure on employee well-being.It’s interesting that under the adjustment of low delayed gratification,low-performance pressure will lead to higher employee well-being,and the organization’s conscious reduction of performance pressure is conducive to improving employeewell-being,and under the adjustment of high delayed gratification,low-performance pressure leads to higher employee well-being,and high-performance pressure leads to lower employee well-being,which shows the weakening effect of high delayed gratification,that means vocational delay gratification plays a negative regulating role in the influencing mechanism of performance pressure and employee well-being.Conclusion:Under the mediating role of workplace anxiety,performance pressure has a significant negative impact on employee well-being,and in this influence mechanism,vocational delay gratification plays a significant negative moderating role.展开更多
Background Both medication and non-medication therapies are effective approaches to control blood pressure (BP) in hypertension patients.However,the association of joint changes in antihypertensive medication use and ...Background Both medication and non-medication therapies are effective approaches to control blood pressure (BP) in hypertension patients.However,the association of joint changes in antihypertensive medication use and healthy lifestyle index (HLI)with BP control among hypertension patients is seldom reported,which needs to provide more evidence by prospective intervention studies.We examined the association of antihypertensive medication use and HLI with BP control among employees with hypertension in China based on a workplace-based multicomponent intervention program.Methods Between January 2013 and December 2014,a cluster randomized clinical trial of a workplace-based multicomponent intervention program was conducted in 60 workplaces across 20 urban areas in China.Workplaces were randomly divided into intervention (n=40) and control (n=20) groups.Basic information on employees at each workplace was collected by trained professionals,including sociodemographic characteristics,medical history,family history,lifestyle behaviors,medication status and physical measurements.After baseline,the intervention group received a 2-year intervention to achieve BP control,which included:(1) a workplace wellness program for all employees;(2) a guidelines-oriented hypertension management protocol.HLI including nonsmoking,nondrinking,adequate physical activity,weight within reference range and balanced diet,were coded on a 5-point scale (range:0-5,with higher score indicating a healthier lifestyle).Antihypertensive medication use was defined as taking drug within the last 2 weeks.Changes in HLI,antihypertensive medication use and BP control from baseline to 24 months were measured after the intervention.Results Overall,4655 employees were included (age:46.3±7.6 years,men:3547 (82.3%)).After 24 months of the intervention,there was a significant improvement in lifestyle[smoking (OR=0.65,95%CI:0.43-0.99;P=0.045),drinking (OR=0.52,95%CI:0.40-0.68;P<0.001),regular exercise (OR=3.10,95%CI:2.53-3.78;P<0.001),excessive intake of fatty food (OR=0.17,95%CI:0.06-0.52;P=0.002),restrictive use of salt (OR=0.26,95%CI:0.12-0.56;P=0.001)].Compare to employees with a deteriorating lifestyle after the intervention,those with an improved lifestyle had a higher BP control.In the intervention group,compared with employees not using antihypertensive medication,those who consistent used (OR=2.34;95%CI:1.16-4.72;P=0.017) or changed from not using to using antihypertensive medication (OR=2.24;95%CI:1.08-4.62;P=0.030) had higher BP control.Compared with those having lower HLI,participants with a same (OR=1.38;95%CI:0.99-1.93;P=0.056) or high (OR=1.79;95%CI:1.27~2.53;P<0.001) HLI had higher BP control.Those who used antihypertensive medication and had a high HLI had the highest BP control (OR=1.88;95%CI:1.32-2.67,P<0.001).Subgroup analysis also showed the consistent effect as the above.Conclusion These findings suggest that adherence to antihypertensive medication treatment and healthy lifestyle were associated with a significant improvement in BP control among employees with hypertension.展开更多
Starting from the issues related to the construction and management of customs supervision places for railway and water transportation,this paper systematically analyzes the problems and challenges in the facility lay...Starting from the issues related to the construction and management of customs supervision places for railway and water transportation,this paper systematically analyzes the problems and challenges in the facility layout of customs operation places,the construction of a public platform for customs and port logistics monitoring,the utilization of information and data,and the intensity of technological innovation.Based on in-depth research,this paper attempts to propose improvement strategies and suggestions in terms of scientifically planning the layout of customs supervision places for railway and water transportation,improving the operation of the logistics monitoring public platform,developing and utilizing the information and data system,building a smart customs,and innovating the supervision mode.This aims to further optimize the customs supervision process,improve supervision efficiency and accuracy,and provide a reference for the facilitation and safe development of international trade.展开更多
Objectives:The motives that lead to nurses’workplace silence behaviour are essential to understand,as the failure to voice their concerns and maintain silence may cause various adverse outcomes,including burnout,turn...Objectives:The motives that lead to nurses’workplace silence behaviour are essential to understand,as the failure to voice their concerns and maintain silence may cause various adverse outcomes,including burnout,turnover,job dissatisfaction,low productivity,and mental and moral distress.This study aimed to identify the level and influencing motives of the workplace silence behaviour among nurses at the National Guard Hospital in Madinah.Methods:A descriptive cross-sectional survey was conducted in January and February 2023.The participants completed a questionnaire with two parts:the sociodemographic data form and the Workplace Silence Behavior Nursing Motives Scale.Data analysis was performed by descriptive statistics and the chi-square test.Results:The overall level for all workplace silence behavior motives is moderate(3.29±0.69),with Avoidance Motives dimension receiving the highest scores(3.62±0.75)and Organization-Oriented Motives dimension receiving the lowest(3.15±0.86).Chi-square test showed that Saudi nationality(X^(2)=0.015,P=0.019)and monthly income(X^(2)=0.045,P?0.013)are factors in high-moderate levels of silence behaviour.Conclusions:The overall level of workplace silence behaviour motives was found to be moderate,nurses have higher monthly salaries and non-Saudi nationals tend to have higher levels of workplace silence behaviour motives.The study results provide a reference for nursing managers to pay attention to nurses’workplace silence behavior and take corresponding intervention measures.展开更多
Background:The demanding nature of nursing,characterized by long hours,high-stress environments,and substantial workloads,can significantly impact nurses’mental health.However,there are limited studies that assessed ...Background:The demanding nature of nursing,characterized by long hours,high-stress environments,and substantial workloads,can significantly impact nurses’mental health.However,there are limited studies that assessed the influence of workplace environment on nursing mental health based on both quantitative and qualitative approaches.Methods:This study aims to comprehensively investigate the multidimensional relationship between the workplace environment and nurses’well-being.This cross-sectional study was based on a sample of 3256 nurses from various healthcare settings in Shandong province,China(2022),who participated in the quantitative phase.For the qualitative phase,a subsample of participants from the quantitative phase was selected(n=200)using purposive sampling to ensure diversity in terms of age,gender,years of experience,and healthcare settings.The mean age was 35.2 years,with 74%female participants.Results:Significant negative correlations were found between leadership support and mental distress,while workload showed negative associations with General Positive Affect and mental health functioning(p<0.05).Multiple linear regression demonstrated the predictive power of workplace dimensions on mental health,with leadership support,teamwork,and organizational culture positively associated with mental health functioning(p<0.05).Thematic analysis underscored the intricate interplay between workplace indicators and mental health dimensions,emphasizing the need for a holistic approach.Conclusion:This study reveals that key workplace factors,including leadership support,teamwork,and organizational culture,play a vital role in enhancing nurse mental health,which is essential for sustaining high-quality patient care and a resilient healthcare workforce.展开更多
Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees ma...Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic.Both these perceptions may increase employees’negative emotions and contribute to conflicts between work and life.Drawing from the ego depletion theory,this study aimed to examine the impact of job insecurity during the post-pandemic era on employees’work-life conflicts,and the mediating effect of workplace anxiety in this relationship.Besides,this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts.Methods:A two-wave questionnaire survey was conducted from October to December 2023 to collect data.MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity,work anxiety,perceived environment uncertainty,and work-life conflict.This resulted in 253 valid responses.Data analysis was performed using the SPSS,Amos,and PROCESS.Results:The results showed that:(1)Employees’job insecurity would directly intensify the work-life conflict(B=0.275,p<0.001,95%CI[0.182,0.367]).(2)Employees’workplace anxiety mediates the relationship between job insecurity and work-life conflict(B=0.083,p<0.001,95%CI[0.047,0.130]).(3)The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high(B=0.049,95%CI[0.011,0.114]),while vanishes when perceived environmental uncertainty is low(B=0.024,95%CI[−0.005,0.068]).Conclusion:Job insecurity combined with perceived environmental uncertainty in the postpandemic era fuels employees’workplace anxiety and work-life conflicts.Post-pandemic trauma lingers,necessitating urgent attention and response.展开更多
This study aimed to investigate the relationship between mental health literacy(MHL)and workplace well-being(WWB)of Chinese grassroots civil servants,with regulatory emotional self-efficacy(RESE)and resilience as media...This study aimed to investigate the relationship between mental health literacy(MHL)and workplace well-being(WWB)of Chinese grassroots civil servants,with regulatory emotional self-efficacy(RESE)and resilience as mediating variables.A questionnaire survey was conducted among Chinese grassroots civil servants,with a valid sample size of 2673 after excluding missing values and conducting relevant data processing.The PROCESS was used to examine the relationship between MHL,RESE,resilience,and WWB.The study found that MHL among grassroots civil servants was positively and significantly correlated with WWB(r=0.73,p<0.01).RESE partially mediated the relationship between MHL and WWB(β=0.25,95%CI[0.22,0.28]).Resilience partially mediated the relationship between MHL and WWB(β=0.22,95%CI[0.19,0.26]).MHL had a positive effect on WWB through the chain mediating effect of RESE and resilience(β=0.05,95%CI[0.03,0.07]).There is a close relationship between MHL and WWB,where Chinese grassroots civil servants with higher levels of MHL can develop stronger RESE and resilience,leading to higher WWB.The results of this study remind organizational institutions of Chinese grassroots civil servants that enhancing MHL,RESE,and resilience is an important pathway to promoting their WWB.展开更多
Background: Workers spend a significant amount of time in the workspace. Involvement of a spouse in a doctor’s workplace can take different forms and come with different intentions. Objectives: The survey aimed to de...Background: Workers spend a significant amount of time in the workspace. Involvement of a spouse in a doctor’s workplace can take different forms and come with different intentions. Objectives: The survey aimed to determine the prevalence and extent of spousal involvement in physicians’ workplaces as well as the outcome of such involvement on doctor’ swell-being, productivity, and relationship with colleagues. Methods: This cross-sectional online survey on spousal involvement in the workplace of doctors was conducted among 83 responding doctors from July to August 2023. Results: Among the respondents, 60 (72.3%) had witnessed a doctor’s spouse being involved in the workplace. The most common reason for spousal involvement in the workplace was to protect the spouse from what they perceived as a threat 34 (54.0%). Spouse’s ignorance of boundaries in the workplace (OR: 6.09 (95% CI: 1.70, 21.79) P: 0.003) and exertion of control by the spouse (OR: 11.2 (95% CI: 2.26, 56.41) P: 0.002) were significantly associated with higher odds of inappropriate spousal involvement in the workplace, while expression of love for spouse with acts of kindness was significantly associated with a lowered odd of inappropriate spousal involvement (OR: 0.11 (95% CI: 0.03, 0.36) P: 0.0001). Conclusion: Spousal involvement in the workplace is relatively common. Ignorance of the boundaries of the workplace and exertion of control by the spouse were significant enablers of inappropriate spousal involvement in the workplace of doctors. The establishment of workplace policies that define the limits of spousal involvement in the doctor’s workplace can foster a healthy workspace environment, enhance doctors’ well-being, and improve patient care.展开更多
Introduction: Tension-type headaches are the most widespread of the primary headache disorders. Due to their high prevalence, tension-type headaches represent a major public health problem with an enormous socio-econo...Introduction: Tension-type headaches are the most widespread of the primary headache disorders. Due to their high prevalence, tension-type headaches represent a major public health problem with an enormous socio-economic burden. Determining their impact remains a challenge. Objective: To assess the impact of occupational tension-type headache in Brazzaville and identify associated factors. Population and Methods: This was an analytical case-control study conducted in public and private companies in the city of Brazzaville over a period of four (04) months. The case population consisted of cephalalgic employees;the control population was drawn from the same companies and was free of tension-type headaches. Study variables were divided into socio-professional, clinical and individual impact variables. Individual impact variables were represented by: the HIT-6 score, which incorporates a very broad conception of disability, covering several domains, namely: severity of pain during attacks and the restrictive and limiting nature of attacks. Results: Individual impact was severe in 18 (62.1%) men and 11 (37.9%) women. Mean age was 36.3 6.14 years for cases with severe impact. The mean duration of headache was 40.3 32.7 months for cases with severe impact. Tension headache evolved in attacks in 22 (75.9%) cases with severe impact, and continuously in seven (24.1%) cases. The average number of attacks per month was 2.52 1.04 for cases with severe impact. Cases with severe impact included 14 (48.3%) with chronic headache and 15 (51.7%) with episodic headache. Pain of severe intensity present in 48.3% of cases was associated with a severe impact of tension-type headache: OR = 151.66 [2.36 - 44245.95] and p-value = 0.037. At least one days absence from work per year was observed in 47.4% of our cases. The number of days off work per year due to tension-type headache had an interquartile range between 0 and 3 days and extremes from 0 to 14 days. It was the consequence of a severe impact on daily and/or professional activities. Conclusion: The high frequency of tension-type headaches in the workplace and its impact on the condition of workers in Brazzaville represent a real public health problem. It was found that the number of days absent from work per year due to tension headaches was the consequence of a severe impact on daily and/or professional activities. An awareness-raising program in this environment seems necessary, as well as an assessment of working conditions.展开更多
With the increasing integration of technology in modern workplaces, concerns have emerged regarding the addictive nature of technology and its potential consequences on employee productivity. This research aims to inv...With the increasing integration of technology in modern workplaces, concerns have emerged regarding the addictive nature of technology and its potential consequences on employee productivity. This research aims to investigate the impact of technological addiction on workplace productivity within the public sector of Zimbabwe. The study employed a mixed-methods approach, combining surveys, interviews, and a case study analysis, to examine the prevalence and effects of technological addiction in affecting productivity in the public sector of Zimbabwe. The findings indicate that excessive use of social media, and other digital distractions is a growing concern in the public sector, leading to decreased focus, missed deadlines, and strained teamwork. Factors such as unrestricted internet access, lack of clear usage policies, and inadequate self-regulation contribute to the problem The research outcomes also highlight the need for awareness and interventions to address social media addiction in the workplace, promote healthier technology use, and uphold productivity and employee well-being.展开更多
文摘Dear Editor,I am writing in response to the article“Assessment of nurses’workplace silence behavior motives:A cross-sectional study”by Alhojairi et al.published in the September 2024 issue of the International Journal of Nursing Sciences[1].This is a letter written by a nurse with 10 years of clinical work experience and a personal interest in team dynamics.I appreciate the authors'recommendations on mitigating workplace silence among nurses to enhance clinical work development,and I believe their proposals could be expanded further.
文摘This study examined the relationships among workplace spirituality,mindfulness,mental well-being,and organizational commitment in professional female dancers.A total of 424 dancers from the United States participated in the survey.Structural equation modeling indicated that workplace spirituality was positively associated with both mental well-being and organizational commitment,whereas mindfulness was significantly related only to organizational commitment.Mental well-being was a significant predictor of organizational commitment and mediated the relationship between workplace spirituality and organizational commitment,but not between mindfulness and commitment.These results suggest that workplace spirituality functions as a psychological resource that enhances emotional health and strengthens organizational engagement.Thesefindings are consistent with self-determination theory,highlighting the role of value congruence and intrinsic purpose in sustaining motivation in high-performance contexts.Moreover,the studyfindings underscore the importance of fostering spiritually supportive work environments to promote psychological well-being and long-term organizational commitment.
文摘Objective:This study aims to identify the prevalence of bullying in the workplace and to examine its association with turnover(TO)intention and secondary traumatic stress(STS)among Jordanian nurses employed in Emergency Departments(EDs)and critical care units(CCUs).Nurses employed in the EDs and CCUs are exposed to high levels of bullying behaviors that may contribute to STS,leading to high rates of TO.Methods:A descriptive cross-sectional design was used.A sample of 150 Jordanian nurses working in CCUs and EDs completed the study.Data collection was performed using the Demographical Questionnaire,the Negative Acts Questionnaire-Revised(NAQ-R),ProQOL scale,and TO scale.The IBM SPSS software was used to analyze data.Results:About 10.7%and 89.3%were categorized as“occasionally bullied”and“victims of workplace bullying”subsequently.Workplace bullying was positively associated with TO intention(r=0.46,P<0.001)and STS(r=0.36,P<0.001).TO was positively associated with STS(r=0.36,P<0.001).Bullying was a unique significant predictor of TO intention(t=4.59,B=0.34,P<0.001)and STS(t=4.15,B=0.34,P<0.001).Conclusions:Bullying behavior has negative adversarial effects on TO and the experience of STS.The prevalence of bullying behavior in the EDs and CCUs remains high despite the increasing awareness of its negative impacts.Healthcare organizations should put systems in place to ensure that zero-tolerance policy are monitored in terms of the effectiveness of its implementation.
基金upported by the National Natural Science Foundation of China(project no.72272117).
文摘Objectives:Recently,how family-related factors influence employees’mental health has garnered increasing attention from researchers and practitioners.Drawing on the cognitive appraisal theory of stress,this study aims to examine how and when family financial stress affects the employees’mental health and investigate the mediating role of performance stress and the moderating role of workplace competition.Methods:A cross-sectional survey was conducted with 23,520 Chinese employees by using a voluntary and anonymous structured questionnaire,which included family financial stress,performance stress,symptom checklist 90(SCL-90)scale,and workplace competition.The data were analyzed using SPSS 26.0 software and macro PROCESS.Results:The analysis of the mediating effect showed that performance stress mediated the relationship between family financial stress and psychological depression(b=0.064,SE=0.002,p<0.0001)and physical somatization(b=0.042,SE=0.002,p<0.0001),indicating spillover effects of stress from home to workplace.The moderating mediation analysis revealed that the crossover effects were amplified by workplace competition.For psychological depression,index of moderated mediation was:b=0.012,SE=0.001,p<0.001;For physical somatization,index of moderated mediation was:b=0.008,SE=0.001,p<0.001.Conclusion:Performance stress acts as a mediator in the link between family financial stress and mental health.Furthermore,the mediating effects was amplified by workplace competition.These findings suggest that workplace competition may serve to exacerbate the negative spillover effects from home to work through the mechanism of workrelated stress.Organizations should consider implementing supportive measures to mitigate family financial stress,such as providing financial counseling and fostering a collaborative work environment,to reduce the adverse effects of family financial stress on employees’mental health.
文摘This study tested a multilevel model of the workplace territorial behaviors and employees’knowledge sharing relationship,with team identification serving as a mediator and task interdependence as a moderator.Data were collected from 253 employees(females=128,mean age=28.626,SD=6.470)from 40 work teams from different industries in China.Path analysis results indicated that workplace territorial behaviors were associated with lower employee knowledge sharing.Team identification enhanced employee knowledge sharing and partially mediated the relationship between workplace territorial behaviors and employee knowledge sharing.Task interdependence enhanced knowledge sharing and strengthened the relationship between team identification and knowledge sharing.Thesefindings extend the proposition of social information processing theory by revealing the mediating role of team identification in the relationship between workplace territorial behaviors and knowledge sharing,and clarifying the boundary conditions of team identification.Practical implications of thesefindings include a need for managers to foster collaborative atmospheres,design interdependent tasks,and mitigate territorial behaviors to enhance team identification and knowledge sharing.
基金Undergraduate Research Grants,Walailak University.
文摘Objective:Sick building syndrome(SBS)is a significant health concern among healthcare workers,exacerbated by prolonged exposure to indoor air pollutants and inadequate environmental conditions.Our study aims to explore the prevalence of SBS and its association with indoor air quality and workplace environments among healthcare workers in five hospital departments in Nakhon Si Thammarat,Thailand.Methods:Indoor air quality was assessed over eight days,measuring microbial concentrations(bacteria,fungi),temperature,humidity,and carbon dioxide levels.Demographic data and SBS symptoms were also collected from healthcare workers.Results:The findings revealed that fungal concentrations were highest in the pharmacy(51.95±37.59)colony forming units(CFU)per m^(3),while bacterial concentrations peaked in the outpatient department(265.06±49.46)CFU/m3.The study identified Staphylococcus hominis and Micrococcus luteus as the dominant microbial species in the air environment.A moderate positive correlation was found between bacterial concentrations and humidity(r=0.43,P=0.046).SBS symptoms were prevalent among healthcare workers,with 75.58%reporting issues like dry eyes and fatigue.The total complaint score for SBS correlated positively with indoor pollutant levels,especially fungi(r=0.38,P<0.001).Frequent cleaning reduced SBS complaints significantly(P<0.001).Conclusion:Hospital departments with more frequent cleaning practices exhibited lower SBS complaints,highlighting the importance of cleaning frequency in reducing SBS-related issues.These findings provide actionable insights for improving workplace safety and indoor air quality in healthcare settings.
基金funded by the Hebei Provincial Party School of the CPC(Hebei Institute of Administration)Innovation Engineering Research Project(National Social Science Fund Cultivation Special)Nanjing University of Finance and Economics Major Special Teaching Reform Project“Research on Personalized Learning Mode and Implementation Path for College Students under the Background of Smart Education”the China Postdoctoral Science Foundation(Grant number:2019M662309).
文摘Background:In the field of organizational behavior,various aspects that have an impact on employee well-being gradually become a focus of attention.Among them,performance pressure,which is a component of workplace stressors that has a great influence on employees’job performance as well as well-being,has been little studied.Therefore,this paper constructs a research model,which uses workplace anxiety as a mediating variable and vocational delay of gratification as a moderating variable,to explore the impact of performance pressure on employee well-being.Methods:Reliable data were collected by questionnaire method and data analysis was conducted with the help of SPSS 26.0.In this paper,the data statistics are carried out by correlation analysis,mediation effect analysis,and moderating effect analysis,and the regression analysis is further studied.Results:The finding shows that performance pressure impacts employee well-being negatively,and workplace anxiety has a significant negative impact on employee well-being.When the workplace anxiety variable is added,the negative impact of performance pressure on employee well-being is still significant.Therefore,it can be verified that workplace anxiety plays an intermediary role in the influencing mechanism of performance pressure on employee well-being.While high vocational delay satisfaction weakens the influence of performance pressure on employee well-being.It’s interesting that under the adjustment of low delayed gratification,low-performance pressure will lead to higher employee well-being,and the organization’s conscious reduction of performance pressure is conducive to improving employeewell-being,and under the adjustment of high delayed gratification,low-performance pressure leads to higher employee well-being,and high-performance pressure leads to lower employee well-being,which shows the weakening effect of high delayed gratification,that means vocational delay gratification plays a negative regulating role in the influencing mechanism of performance pressure and employee well-being.Conclusion:Under the mediating role of workplace anxiety,performance pressure has a significant negative impact on employee well-being,and in this influence mechanism,vocational delay gratification plays a significant negative moderating role.
基金supported by grant 2011BAI11B01 from the Projects in the Chinese National Science and Technology Pillar Program during the 12th Five-year Plan Periodby grant 2017-I2M-1-004 from the Chinese Academy of Medical Science Innovation Fund for Medical Sciencesby the Major science and technology special plan project of Yunnan Province (202302AA310045)。
文摘Background Both medication and non-medication therapies are effective approaches to control blood pressure (BP) in hypertension patients.However,the association of joint changes in antihypertensive medication use and healthy lifestyle index (HLI)with BP control among hypertension patients is seldom reported,which needs to provide more evidence by prospective intervention studies.We examined the association of antihypertensive medication use and HLI with BP control among employees with hypertension in China based on a workplace-based multicomponent intervention program.Methods Between January 2013 and December 2014,a cluster randomized clinical trial of a workplace-based multicomponent intervention program was conducted in 60 workplaces across 20 urban areas in China.Workplaces were randomly divided into intervention (n=40) and control (n=20) groups.Basic information on employees at each workplace was collected by trained professionals,including sociodemographic characteristics,medical history,family history,lifestyle behaviors,medication status and physical measurements.After baseline,the intervention group received a 2-year intervention to achieve BP control,which included:(1) a workplace wellness program for all employees;(2) a guidelines-oriented hypertension management protocol.HLI including nonsmoking,nondrinking,adequate physical activity,weight within reference range and balanced diet,were coded on a 5-point scale (range:0-5,with higher score indicating a healthier lifestyle).Antihypertensive medication use was defined as taking drug within the last 2 weeks.Changes in HLI,antihypertensive medication use and BP control from baseline to 24 months were measured after the intervention.Results Overall,4655 employees were included (age:46.3±7.6 years,men:3547 (82.3%)).After 24 months of the intervention,there was a significant improvement in lifestyle[smoking (OR=0.65,95%CI:0.43-0.99;P=0.045),drinking (OR=0.52,95%CI:0.40-0.68;P<0.001),regular exercise (OR=3.10,95%CI:2.53-3.78;P<0.001),excessive intake of fatty food (OR=0.17,95%CI:0.06-0.52;P=0.002),restrictive use of salt (OR=0.26,95%CI:0.12-0.56;P=0.001)].Compare to employees with a deteriorating lifestyle after the intervention,those with an improved lifestyle had a higher BP control.In the intervention group,compared with employees not using antihypertensive medication,those who consistent used (OR=2.34;95%CI:1.16-4.72;P=0.017) or changed from not using to using antihypertensive medication (OR=2.24;95%CI:1.08-4.62;P=0.030) had higher BP control.Compared with those having lower HLI,participants with a same (OR=1.38;95%CI:0.99-1.93;P=0.056) or high (OR=1.79;95%CI:1.27~2.53;P<0.001) HLI had higher BP control.Those who used antihypertensive medication and had a high HLI had the highest BP control (OR=1.88;95%CI:1.32-2.67,P<0.001).Subgroup analysis also showed the consistent effect as the above.Conclusion These findings suggest that adherence to antihypertensive medication treatment and healthy lifestyle were associated with a significant improvement in BP control among employees with hypertension.
文摘Starting from the issues related to the construction and management of customs supervision places for railway and water transportation,this paper systematically analyzes the problems and challenges in the facility layout of customs operation places,the construction of a public platform for customs and port logistics monitoring,the utilization of information and data,and the intensity of technological innovation.Based on in-depth research,this paper attempts to propose improvement strategies and suggestions in terms of scientifically planning the layout of customs supervision places for railway and water transportation,improving the operation of the logistics monitoring public platform,developing and utilizing the information and data system,building a smart customs,and innovating the supervision mode.This aims to further optimize the customs supervision process,improve supervision efficiency and accuracy,and provide a reference for the facilitation and safe development of international trade.
文摘Objectives:The motives that lead to nurses’workplace silence behaviour are essential to understand,as the failure to voice their concerns and maintain silence may cause various adverse outcomes,including burnout,turnover,job dissatisfaction,low productivity,and mental and moral distress.This study aimed to identify the level and influencing motives of the workplace silence behaviour among nurses at the National Guard Hospital in Madinah.Methods:A descriptive cross-sectional survey was conducted in January and February 2023.The participants completed a questionnaire with two parts:the sociodemographic data form and the Workplace Silence Behavior Nursing Motives Scale.Data analysis was performed by descriptive statistics and the chi-square test.Results:The overall level for all workplace silence behavior motives is moderate(3.29±0.69),with Avoidance Motives dimension receiving the highest scores(3.62±0.75)and Organization-Oriented Motives dimension receiving the lowest(3.15±0.86).Chi-square test showed that Saudi nationality(X^(2)=0.015,P=0.019)and monthly income(X^(2)=0.045,P?0.013)are factors in high-moderate levels of silence behaviour.Conclusions:The overall level of workplace silence behaviour motives was found to be moderate,nurses have higher monthly salaries and non-Saudi nationals tend to have higher levels of workplace silence behaviour motives.The study results provide a reference for nursing managers to pay attention to nurses’workplace silence behavior and take corresponding intervention measures.
文摘Background:The demanding nature of nursing,characterized by long hours,high-stress environments,and substantial workloads,can significantly impact nurses’mental health.However,there are limited studies that assessed the influence of workplace environment on nursing mental health based on both quantitative and qualitative approaches.Methods:This study aims to comprehensively investigate the multidimensional relationship between the workplace environment and nurses’well-being.This cross-sectional study was based on a sample of 3256 nurses from various healthcare settings in Shandong province,China(2022),who participated in the quantitative phase.For the qualitative phase,a subsample of participants from the quantitative phase was selected(n=200)using purposive sampling to ensure diversity in terms of age,gender,years of experience,and healthcare settings.The mean age was 35.2 years,with 74%female participants.Results:Significant negative correlations were found between leadership support and mental distress,while workload showed negative associations with General Positive Affect and mental health functioning(p<0.05).Multiple linear regression demonstrated the predictive power of workplace dimensions on mental health,with leadership support,teamwork,and organizational culture positively associated with mental health functioning(p<0.05).Thematic analysis underscored the intricate interplay between workplace indicators and mental health dimensions,emphasizing the need for a holistic approach.Conclusion:This study reveals that key workplace factors,including leadership support,teamwork,and organizational culture,play a vital role in enhancing nurse mental health,which is essential for sustaining high-quality patient care and a resilient healthcare workforce.
文摘Background:Though the COVID-19 pandemic recedes,and our society gradually returns to normal,Chinese people’s work and lifestyles are still influenced by the“pandemic aftermath”.In the post-pandemic era,employees may feel uncertainty at work due to the changed organizational operations and management and perceive the external environment to be more dynamic.Both these perceptions may increase employees’negative emotions and contribute to conflicts between work and life.Drawing from the ego depletion theory,this study aimed to examine the impact of job insecurity during the post-pandemic era on employees’work-life conflicts,and the mediating effect of workplace anxiety in this relationship.Besides,this study also considered the uncertainty of the external macro environment as a boundary condition on the direct and indirect relationship between job insecurity and work-life conflicts.Methods:A two-wave questionnaire survey was conducted from October to December 2023 to collect data.MBA students and graduates from business school with full-time jobs are invited to report their perception of job insecurity,work anxiety,perceived environment uncertainty,and work-life conflict.This resulted in 253 valid responses.Data analysis was performed using the SPSS,Amos,and PROCESS.Results:The results showed that:(1)Employees’job insecurity would directly intensify the work-life conflict(B=0.275,p<0.001,95%CI[0.182,0.367]).(2)Employees’workplace anxiety mediates the relationship between job insecurity and work-life conflict(B=0.083,p<0.001,95%CI[0.047,0.130]).(3)The mediating effect of workplace anxiety between job insecurity and work-life conflict exists when perceived environmental uncertainty is high(B=0.049,95%CI[0.011,0.114]),while vanishes when perceived environmental uncertainty is low(B=0.024,95%CI[−0.005,0.068]).Conclusion:Job insecurity combined with perceived environmental uncertainty in the postpandemic era fuels employees’workplace anxiety and work-life conflicts.Post-pandemic trauma lingers,necessitating urgent attention and response.
基金supported by the National Social Science Foundation of China(Grant No.21XDJ002).
文摘This study aimed to investigate the relationship between mental health literacy(MHL)and workplace well-being(WWB)of Chinese grassroots civil servants,with regulatory emotional self-efficacy(RESE)and resilience as mediating variables.A questionnaire survey was conducted among Chinese grassroots civil servants,with a valid sample size of 2673 after excluding missing values and conducting relevant data processing.The PROCESS was used to examine the relationship between MHL,RESE,resilience,and WWB.The study found that MHL among grassroots civil servants was positively and significantly correlated with WWB(r=0.73,p<0.01).RESE partially mediated the relationship between MHL and WWB(β=0.25,95%CI[0.22,0.28]).Resilience partially mediated the relationship between MHL and WWB(β=0.22,95%CI[0.19,0.26]).MHL had a positive effect on WWB through the chain mediating effect of RESE and resilience(β=0.05,95%CI[0.03,0.07]).There is a close relationship between MHL and WWB,where Chinese grassroots civil servants with higher levels of MHL can develop stronger RESE and resilience,leading to higher WWB.The results of this study remind organizational institutions of Chinese grassroots civil servants that enhancing MHL,RESE,and resilience is an important pathway to promoting their WWB.
文摘Background: Workers spend a significant amount of time in the workspace. Involvement of a spouse in a doctor’s workplace can take different forms and come with different intentions. Objectives: The survey aimed to determine the prevalence and extent of spousal involvement in physicians’ workplaces as well as the outcome of such involvement on doctor’ swell-being, productivity, and relationship with colleagues. Methods: This cross-sectional online survey on spousal involvement in the workplace of doctors was conducted among 83 responding doctors from July to August 2023. Results: Among the respondents, 60 (72.3%) had witnessed a doctor’s spouse being involved in the workplace. The most common reason for spousal involvement in the workplace was to protect the spouse from what they perceived as a threat 34 (54.0%). Spouse’s ignorance of boundaries in the workplace (OR: 6.09 (95% CI: 1.70, 21.79) P: 0.003) and exertion of control by the spouse (OR: 11.2 (95% CI: 2.26, 56.41) P: 0.002) were significantly associated with higher odds of inappropriate spousal involvement in the workplace, while expression of love for spouse with acts of kindness was significantly associated with a lowered odd of inappropriate spousal involvement (OR: 0.11 (95% CI: 0.03, 0.36) P: 0.0001). Conclusion: Spousal involvement in the workplace is relatively common. Ignorance of the boundaries of the workplace and exertion of control by the spouse were significant enablers of inappropriate spousal involvement in the workplace of doctors. The establishment of workplace policies that define the limits of spousal involvement in the doctor’s workplace can foster a healthy workspace environment, enhance doctors’ well-being, and improve patient care.
文摘Introduction: Tension-type headaches are the most widespread of the primary headache disorders. Due to their high prevalence, tension-type headaches represent a major public health problem with an enormous socio-economic burden. Determining their impact remains a challenge. Objective: To assess the impact of occupational tension-type headache in Brazzaville and identify associated factors. Population and Methods: This was an analytical case-control study conducted in public and private companies in the city of Brazzaville over a period of four (04) months. The case population consisted of cephalalgic employees;the control population was drawn from the same companies and was free of tension-type headaches. Study variables were divided into socio-professional, clinical and individual impact variables. Individual impact variables were represented by: the HIT-6 score, which incorporates a very broad conception of disability, covering several domains, namely: severity of pain during attacks and the restrictive and limiting nature of attacks. Results: Individual impact was severe in 18 (62.1%) men and 11 (37.9%) women. Mean age was 36.3 6.14 years for cases with severe impact. The mean duration of headache was 40.3 32.7 months for cases with severe impact. Tension headache evolved in attacks in 22 (75.9%) cases with severe impact, and continuously in seven (24.1%) cases. The average number of attacks per month was 2.52 1.04 for cases with severe impact. Cases with severe impact included 14 (48.3%) with chronic headache and 15 (51.7%) with episodic headache. Pain of severe intensity present in 48.3% of cases was associated with a severe impact of tension-type headache: OR = 151.66 [2.36 - 44245.95] and p-value = 0.037. At least one days absence from work per year was observed in 47.4% of our cases. The number of days off work per year due to tension-type headache had an interquartile range between 0 and 3 days and extremes from 0 to 14 days. It was the consequence of a severe impact on daily and/or professional activities. Conclusion: The high frequency of tension-type headaches in the workplace and its impact on the condition of workers in Brazzaville represent a real public health problem. It was found that the number of days absent from work per year due to tension headaches was the consequence of a severe impact on daily and/or professional activities. An awareness-raising program in this environment seems necessary, as well as an assessment of working conditions.
文摘With the increasing integration of technology in modern workplaces, concerns have emerged regarding the addictive nature of technology and its potential consequences on employee productivity. This research aims to investigate the impact of technological addiction on workplace productivity within the public sector of Zimbabwe. The study employed a mixed-methods approach, combining surveys, interviews, and a case study analysis, to examine the prevalence and effects of technological addiction in affecting productivity in the public sector of Zimbabwe. The findings indicate that excessive use of social media, and other digital distractions is a growing concern in the public sector, leading to decreased focus, missed deadlines, and strained teamwork. Factors such as unrestricted internet access, lack of clear usage policies, and inadequate self-regulation contribute to the problem The research outcomes also highlight the need for awareness and interventions to address social media addiction in the workplace, promote healthier technology use, and uphold productivity and employee well-being.
